What Is Human Resource Development – HRD?

Internal training can work most effectively

Employees receiving career development as part of Human Resource Development

Luis Alvarez / Getty Images 

Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.

HRD is one of the most significant opportunities that employees seek when they consider you as an employer. The ability, and encouragement, to continue to develop their skills help you to retain and motivate employees.

What Is Human Resource Development?

Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.

The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

Human Resource Development can be formal such as in-classroom training, a college course, or an organizational planned change effort.

Organizations have many opportunities for human resources or employee development, both within and outside of the workplace. These are the options that you have for developing your employees. Formal training can add value to your workplace.

Or, Human Resource Development can be informal as in employee coaching by a manager or internal training and development classes taught by internal staff or a consultant. Mentoring by more experienced employees is also recommended for employee development.

It is especially useful as employees become more senior within your organization. Traditionally, executive leaders and senior managers are resistant to training classes and conference educational sessions.

Healthy organizations believe in Human Resource Development and cover all of these bases. One option that is recommended, in preference to many other ways in which organizations develop employees, is to provide internal training either with internal staff or a paid facilitator or consultant. There are advantages to internal employee development. 

Tips for Internal Training

internal management development
The Balance

Management training develops employee strengths and their ability to contribute to your organization. A variety of management training is available to organizations—choices are endless.

The management training can include internally supplied, customized for your company, management development sessions.

Internal management development is also provided through book clubs at work, challenging work assignments, and coaching from the manager's boss. Many options in management training are identified through the performance development planning process. Options include classes, internal work assignments, field trips, and self-study. Approach management training with openness and a creative mindset.

Ideas about topics for management training are as diverse as management jobs. Choose the management training most suitable for your management career from these suggested options.

When you approach providing internal training, a recommended way to offer the developmental sessions is to have a facilitator or presenter meet with employees in a group weekly for a two-hour training session. These sessions can last for several years although you will want to limit the frequency over time.

The key to the success of the training sessions is that the time together, the discussion, the shared training topics, the new information, and the shared reading both educate and build the team.

With the appropriate facilitator who is tuned in to the language and culture of your organization, these sessions provide an effective approach to learning and employee development.

Additionally, learning comes in bites small enough to practice and participants are not overwhelmed with information. They also have the chance to discuss what worked for them of the lessons they applied in the workplace at the next training session.

Consistent feedback from the planned weekly interaction is that the managers or the departments are pleased and found the training process invaluable wherein a strong, effective team was built. 

When I have worked with companies outside of a 90-minute drive or outside of my state, I have limited the training sessions to a couple of times a month. I have found that less frequency interferes with the team-building aspects of the meetings, although not with the educational component of the training sessions.

So, if you're looking for a way to develop your internal staff that involves an external consultant, or even an internal manager or HR staff person, this is an effective way to offer training and build the team at the same time.

Your options for management development and employee training are limited only by your imagination—and by the imagination of your employees. Why not try out various options to find out which work best for your organization.