Full Form of HRD

Updated on April 16, 2024
Article byWallstreetmojo Team
Edited byWallstreetmojo Team
Reviewed byDheeraj Vaidya, CFA, FRM

What Is The Full Form of HRD

The Full Form of HRD is Human Resource Development. HRD is a series of planned processes that aim toward the enhancement of knowledge, skill, personal development, well-being, and lifelong learning & training of the workforce or human resources at an individual, organizational, regional, and national level for creating effectiveness & better workplace environment for the organization & employees.

Full form of HRD

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It is a fact that human resources is the most critical asset of any business. They are the ones who generate new ideas, conduct research and analysis, identify opportunities and problem areas, and help in fixing them through hard work, determination, and skill. Therefore, the organization must have a good framework that will help in the overall development of this resource.

Key Takeaways

  • Human Resource Development (HRD) is a strategic process aimed at enhancing employee knowledge, skills, and overall well-being. Its primary objective is fostering a positive work environment that fuels productivity and growth.
  • HRD encompasses varied approaches, including job training, job shadowing, and seminars/training sessions. These strategies collectively contribute to workforce development.
  • HRD and Human Resource Management (HRM) are integral to effective employee and organizational development. While HRD focuses on skill enhancement and well-being, HRM involves broader personnel management. It’s crucial to recognize that HRD and HRM are distinct concepts, not interchangeable.

The Full Form Of HRD Explained

Human Resource Development believes in Human Potential & its development and focuses on the optimum utilization of an organization’s human resources. The performance of an enterprise depends upon the efficiency & effectiveness of its working staff and management. HRD focuses on developing employees’ skills and creating a culture of continuous improvement within the workforce, thus enabling greater efficiency and effectiveness.

HRD provides an opportunity for employees to create succession and career growth planning through their continuous growth & improvement. It is a process that helps bring out the knowledge, skill, expertise, and interest of every resource in the optimum way possible because, through various programs and techniques, employees are allowed the opportunity to express their views and interests that may be important in various areas of the operational process.

Therefore, it is a comprehensive framework that has a set of policies and practices that are designed to improve the skill, expertise, and ability of employees within the organization. It improves their performance at work, boosts confidence levels and instigates them to give their best for the betterment of the organization and for their own personal development.

The development programs include different kinds of training, which may be related to personality development of work-related skill development. There are team building exercises that train them to corporate and coordinate within a team and work together towards a common goal.

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Let us look at some important features of the concept.

  • HRD is a continuous & ongoing process. From the employee’s joining to the employee’s retirement from the organization, Human Resource Development continuously provides the education & training for developing all types of skills of employees.
  • HRD is a systematic process that is carefully planned for the overall development of an organization’s workforce. HRD applies to all types of industries, like the manufacturing industry, service industry, etc.
  • HRD does not only focus on one behavior or onset of an employee’s skill. It focuses on the employee’s overall development by focusing on its behaviors, mechanical skills, communication skill & managerial skills, etc.
  • HRD involves different training and education types per the requirement, i.e., counseling, career development, training, performance appraisals, etc.
  • It is a process that facilitates development of leaders of tomorrow who can innovate and design new ideas for organizational development. It identifies employees with good management skills and ensures smooth transition of them into better leadership roles.
  • It creates an environment of knowledge sharing and implementation  of the same by ensuring best practices and a health work culture within the business.


Some of the main objectives of the process are as follows:

  • Human Resource Development’s main objective is to provide the necessary training & education to increase the workforce’s effectiveness & help the management & organization reach their goals, visions & missions planned.
  • The continuous development & training of the employees develop the employee’s professionalism and increase the work or field area covered by an employee, which increases the employee’s adaptability to the dynamic changes made within the organization.
  • Human Resource Management ensures that the organization’s cultural behavior is favorable to the other new joining employees or the employees that may join the future, i.e., ensuring there is no discrimination within the organization’s workforce. There is similar behavior between the employees, etc.
  • It also ensures that diversity is maintained in the workplace and, at the same time, work is done in the best way possible. In any company, employees may come from diverse backgrounds and places. It is essential that they feel comfortable working with each other, which is ensured by HRD.
  • It also helps in retaining talent and skill and using it for the business by ensuing right resource is put in the right job.
  • It has an important objective of ensuring that the workers stay motivated at all times. If they are not satisfied, then their productivity and interest in work reduces, leading to less utilization of skill and knowledge, which increases cost and leads to wastage of time and experience.


There are many different Human Resource Development programs; some of them are explained below:

Types of Human Resource Development programs

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  • Job Training – In this HRD program, the hired employee is given the required knowledge & skill to perform the task for which he is appointed.
  • Job Shadowing – In this HRD program, the employee observes the other experienced & knowledgeable employees working & performing. The hired employee learns the functions & necessary skills to perform the task.
  • Seminars & Training -The organization arranges different seminars & training for specific job profiles to enhance the knowledge of employees in the same field. In other programs, organizations provide different courses for the employees and provide the certificate after their completion.

Apart from the above special initiatives, there are some other kind of development programs conducted within an organization, which are as follows.

  • Talent expression – Employees who are talented in a particular way are encouraged to exhibit them during any special occasion. This not only increase their own confidence but also give them a sense of belongingness. They feel good with their co-workers appreciate their special skills.
  • Informal team building – This is often conducted during outings like any get-together, picnic, etc. Employees are made to select groups for themselves and organize games and activities that give them the opportunity to interact with everyone and at the same time enjoy themselves.

Thus, the above are some of the common methods of human resource development.


The functions of HRD are as follows-

Functions of HRD

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  • HRD works towards the Training & educational development of employees of the organization.
  • HRD provides performance appraisals to employees to appraise them for their good work.
  • HRD creates succession planning for the post or work duty by educating the employees and making them competent enough to manage more responsibilities.
  • HRD eases the importance of employees’ involvement in the organization’s management.


Let us understand the concept with the help of a suitable example.

We assume that ABC Ltd is an organization which actively indulges in employee satisfaction, training and development. Max is an employee who has joined the company just two months back. He wants to give his best in the work alloteed to him. But there are certain things that he needs to learn.

Very soon the company puts him in a training program for the particular skill development, and within no time, he is learning it. He also notices that his manager is guiding him, which makes him feel very confident. During the Annual day function, he is asked to play the guitar, which is his hobby. Everyone appreciates him after the event. The above situations motivate employees and help them to give their best.


All organizations hire employees with basic knowledge of the work provided to them. Over time or, say, experience, the employee learns the requirements & the processes that need to be followed for the work. Human Resource Development takes the responsibility of educating the employees & providing them the important learnings & training necessary for the workforce to create effectiveness in the organization’s work management.


  • Human Resource Development provides necessary training & education to employees, which increases their competency for the provided profile & also enhances their skills to take on more responsibility provided by the organization.
  • HRD exploits the employee’s hidden potential for their benefit and an organization’s benefit by increasing the organization’s development rate.
  • HRD provides the organization’s cultural benefit by creating superior relationship management between a senior & junior, enhancing teamwork between different business units, which increases transparency & smooth processing within the entity.


  • Through Human Resource Development, an organization can create an elite workforce that manages the operations & helps the organization to achieve its goals.
  • Human Resource Development programs help maintain a good culture within the organization that also helps keep motivation levels within the employees high.
  • A well-planned & managed Human Resource Development program helps the entity acquire or attract the top talents in the required area. And regular training and education enable their employees & workforce to take on other hard work or more responsibilities that help the succession management decisions.


Human Resource Development (HRD) & Human Resource Management (HRM) plays a vital role in the development & management of employees & organization. But both are quite different terms:

  • HRD processes focus on developing an employee’s knowledge, skills, and behavior, whereas HRM focuses on the Recruitment, Reward & Retirement of an employee.
  • HRM department is an individual department with its functionality & objectives irrespective of the other business unit departments. Whereas Human Resource Development is a cooperative & interconnected structure that performs its function by interrelating the different units of the organization.
  • HRM utilizes the function of providing monetary benefits, schemes, or rewards and recruiting employees & laborers, whereas HRD utilizes the features of education, training, personal development, etc. to develop employees and organizations.

Frequently Asked Questions (FAQs)

1. Who introduced HRD?

The concept of Human Resource Development (HRD) was introduced as a framework by Leonard Nadler and his colleagues in the late 1960s. They defined HRD as a set of organized activities designed to improve an individual’s performance in a given job. Over time, the concept evolved to encompass broader aspects of employee development, learning, and organizational growth.

2. What is HRD climate?

HRD climate refers to the overall environment, culture, and conditions within an organization that support and promote its employees’ development, learning, and growth. A positive HRD climate fosters a culture of continuous learning, skill enhancement, and personal/professional development. It involves factors such as training opportunities, mentoring, feedback mechanisms, supportive leadership, and a commitment to employee well-being.

3. How does HRD contribute to the economy?

HRD plays a pivotal role in contributing to the economy by enhancing workforce skills, productivity, and employability. A skilled workforce is more efficient and innovative, leading to increased productivity and economic growth. HRD initiatives ensure that individuals are equipped with the necessary knowledge and skills, making them adaptable to changing market demands and technological advancements. This results in a competitive workforce that positively impacts economic development.

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