Human Resource Development is the process of increasing the knowledge, the skills, and the capabilities of all people in a society. In economic terms, it could be described as the accumulation of human capital and its investment in the development of an economy. In political terms, human resource development prepares for adult participation in political processes, particularly as citizens in a democracy. From the social and cultural points, the development of human resources helps people lead fuller and richer lives, less bound by tradition. In short, the processes of human resource development unlock the door to modernization (Harbison & Myers, 1964).

HRD is a series of organized activities conducted within a specified time and

designed to produce behavioral change (Nadler, 1970 p.3)

HRD is systematic expansion of people’s work related abilities, focused on the attainment of both organization and personal goals (Jones, 1981 p.188).

Discipline of HRD is the study of how individuals and groups in organizations change through learning (Chalofsky & Lincoln, 1983).

HRD is the process of improving an organizations performance through capabilities of its personnel. HRD Includes activities dealing with work, design, aptitude, expertise and motivation (Swanson, 1987).

HRD consists of programs and activities, direct and indirect instructional and or individual that positively affect the development of the individual and the productivity and profit of the organization (Smith, 1988).

HRD is the field of study and practice responsible for the fostering of a long-term work related learning capacity at the individual, group and organizational level of organizations. As such, it includes but is not limited to- training, career development and organizational development (Watkins, 1989 p.427).

HRD is the integrated use of training and development, career development and organizational development to improve individual and organizational effectiveness (McLagan, 1989 p. 7).

HRD is organized learning activities arranged within an organization to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization (Gilley & England, 1989 p. 5)

HRD is organized learning experiences provided by employees within a specified period of time to bring about the possibility of performance improvement and/or personal growth (Nadler & Nadler, 1989 p. 6).

HRD is the process of determining the optimum methods of developing and improving the human resources of an organization and the systematic improvement of the performance and productivity of employees through training, education and development and leadership for the mutual attainment of organizational and personal goals (Smith, 1990 p. 16)

HRD is the study and practice of increasing the learning capacity of individuals, groups, collectives and organizations through the development and application of learning-based interventions for the purpose of optimizing human and organizational growth and effectiveness (Chalofsky, 1992 p. 179).

HRD as a combination of training, career development, and organizational development offers the theoretical integration needed to envision a learning organization, but it must also be positioned to act strategically throughout the organization (Watkins & Marsick, 1994 p. 355).

HRD is a process of developing and unleashing human expertise through organization development and personnel training and development for the purpose of improving performance (Swanson, 1995 p. 208).

HRD is concerned with learning and with how it might be managed. It is concerned with interventions that might facilitate learning. It is concerned with change of behavior, as reflected in the demonstration of new or enhanced skills, new knowledge and understanding and new attitudes. It is concerned with both intentional and accidental learning. It has vocational aspect to it. Thus its focus is vocational learning (Walton, 1999 p.78).

HRD is any process or activity that, either initially or over the long term, has the potential to develop adults’ work-based knowledge, expertise, productivity, and satisfaction, whether for personal or group/team gain, or for the benefit of an organization, community, nation, or, ultimately, the whole of humanity (McLean & McLean, 2001 p. 313)

HRD is a holistic concept, incorporating intrinsically Pacific social, cultural, and spiritual dimensions to build capacity and empower people” (Rodgers, 2001 p. 2).

HRD as an organizational process comprises the skillful planning and facilitation of a variety of formal and informal learning and knowledge processes and experiences, primarily but not exclusively in the workplace, in order that organizational progress and individual potential can be enhanced through the competence, adaptability, collaboration and knowledge-creating activity of all who work for the organization (Harrison & Kessels, 2004 p. 4-5).

HRD is an undertaking at the top level of government and throughout the country’s society that coordinates all activities related to human development (HD) to create greater efficiency, effectiveness, competitiveness, satisfaction, productivity, knowledge, spirituality and well-being of its residents. It includes education, health, safety, training, economic development, culture, science and technology and factors influencing HD (McLean, 2006 p.3). HRD involves a process of observation, planning, action and review to

manage the cognitive capacities and behaviors needed to enable and improve individual, team and organizational performance in work organizations (Gibb, 2008 p.6). HRD encompasses a range of organizational practices that focus on

learning, training, learning and development, workplace learning, career development and lifelong learning; organizational development;

organizational knowledge and learning (Mankin, 2009 p.6).

HRD is a process of developing and unleashing expertise for the purpose of improving organizational system, work process, team, and individual performance (Swanson, 2009).

HRD encompasses planned activities, processes and/or interventions designed to have impact upon and enhance organizational and individual learning, to develop human potential, to improve or maximize effectiveness and performance at either the individual, group/team and/or organizational level, and/or to bring about effective, beneficial personal or organizational behavior change and improvement within, across and/or beyond the boundaries (or borders) of private sector (for profit), public sector/governmental, or third/voluntary sector (not-for-profit) organizations, entities or any other type of personal-based, work-based, community-based, society-based, culture-based, political-based or nation-based host system (Hamlin &Stewart, 2011 p.213).

HRD involves the processes for increasing the cognitive, affective and behavioral capacities of all people and organizations in a society” (Wilson, 2012 p.9).

THE EVOLUTION OF HUMAN RESOURCE DEVELOPMENT DEFINITIONS (1964- 2011)

Charlene Mutamba North Carolina State University ©2014

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