![]() Other HR professionals have come along since then and have expanded the definition further. But it was in 1969 that Leonard Nadler( 1) introduced the idea of human resources development at a professional conference with the idea of changing employee behavior through learning experiences in the work environment. ![]() Since industrialization, training has been prevalent in American businesses. While traditional HRD was once thought of as skills training and safety education, the reality is that this area of human resources is far more impactful to both employers and employees. Additional results are improved communication, competency enhancement, motivation, and in doing so, a corporate culture of trust has created an environment that is conducive for the success of the individual and the employer’s goals. The goal of Human Resource Development is to build a relationship between employer and employee by each investing in the other. The result is a stronger employee-employer relationship, a more cohesive work environment, which fosters more cooperation across the organization and ultimately, leads to higher productivity and results. What it means to an employee is that the employer is invested in the growth of their employees. What HRD means to an organization is to have the most knowledgeable and highly skilled workforce which leads to improved communication, productivity, and ultimately in furthering the organization’s goals. ![]() Human Resources Development (HRD) is defined as a division of human resources management that improves the skill sets of employees through training and education by increasing knowledge, abilities, and skills of employees. ![]() ![]() What is Human Resources Development (HRD) ![]()
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