Human Resource Development ( Hrd )

1415 Words Mar 24th, 2015 6 Pages
Human Resource Development (HRD) is the process of providing training and learning, for both career and organisational development, to improve overall effectiveness (Noe and Winkler, 2012). Business today is achieved in a highly networked world, where employees are a vital asset (Balakrishnan & Srividhya, 2007). HRD is concerned with the development of human capital for the benefit of both the employees and the organisation (Balakrishnan & Srividhya, 2007). It is inevitable that different levels or stakeholders within an organisation will hold differing perceptions on HRD due to the ever-changing nature and the multi-level outcomes (Garavan et. al, 2007). There are three broad groups of stakeholders of HRD in an organisation, these are: employees, line managers and the organisation or senior management. Human resource development can provide a number of benefits to each of these levels if implemented effectively. The benefits of HRD are best achieved within a learning culture (O’Donnel, McGuire & Cross, 2006). In order to create a learning culture all three groups identified must have positive perceptions of human resource development. HRD must be seen to be providing benefits to each three of these groups in order to gain their support. If one of these groups does not perceive learning and development programs to be beneficial or necessary then they are likely to be resistant and the true potential or benefits will not be gained (Garavan, 2007). Therefore the perceptions of…
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