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If HRD has a role to play in helping
organizations develop in an era of rapid change, then there is a need for HRD professionals (from practitioners to academics) to accept that HRD itself is a continuously evolving adaptive concept, perhaps less time should be devoted to debating the merits of different definitions contribute to organizational change.

Defining Learning, Training and Development Learning

It is about the acquisition of new knowledge and how this changes the individual in some way (e.g. in terms of how they think about something, or how they carry out a task, or how they behave). Training It involves planned instruction in a particular skill or practice and is intended to result in changed behavior in the workplace leading to improved performance. Development
It is much broader than training and usually has a longer term focus. It is concerned with the enhancement of an individuals personal portfolio of knowledge, skills, and abilities (i.e competencies). Development activities can be determined by both the needs of the organization and the needs of individual.

The foundations of HRD

The performance perspective:Who define development at the advantage of knowledge, skills and competencies for the purpose of improving performance within an organization. This emphasis on performance pervades us definition of HRD and reflects a preoccupation with the needs of the organization. Key concept: Becker popularized schultzs human capital theory that organizations derive economic value for m employees skills, competenence, knowledge, and experience. Schultz(ibid), argued that human capital can be developed through education and training. Career development Career development is a planned and structured response to the career aspirations of key employees.

A process of developing and unleashing human expertise through organization development (OD) and personnel training and development (T and D) for the purpose of improving performance.

Organization development
Organization development is a systematic and methodical approach to the management of change that is aimed at improving organizational performance and competitiveness.

Human resource development encompasses activities and process which are intended to have impact on organizational and individual learning. The term assumes that both organizations and individuals are capable of influence and direction through deliberate and planned interventions. Thus HRD is constituted by planned interventions in organizational and individual learning processes.

Salient features of the concept

1) The theory of HRD has its roots in a diverse range of concepts and disciplines.
2) The practice of HRD has its roots in training and human capital theory. 3) The theory and practice of HRD encompass strategic and operational processes and practices. 4) The theory and practice of HRD focus on individual and collective learning, career development, and organization development.

Organization Development

Change Career Development

Improved performance

Training and Development