l Human resource development should always be performance-related –
designed to achieve specified improvements in corporate, functional,
team and individual performance and make a major contribution to
bottom-line results.l Everyone in the organization should be encouraged and given the oppor-
tunity to learn – to develop their skills and knowledge to the maximum of
their capacity.l The framework for individual learning is provided by personal devel-
opment plans that focus on self-managed learning and are supported by
coaching, mentoring and formal training.l The organization needs to invest in learning and development by
providing appropriate learning opportunities and facilities, but the prime
responsibility for learning and development rests with individuals, who
will be given the guidance and support of their managers and, as
necessary, members of the HR department.This involves creating a learning culture, the characteristics of which are self-
managed learning not instruction, long-term capacity building not short-
term fixes, and empowerment not supervision.
Elements of human resource development
The key elements of human resource development are:
l Learning– defined by Bass and Vaughan (1966) as ‘a relatively permanent
change in behaviour that occurs as a result of practice or experience’. As
Kolb (1984) describes it, ‘Learning is the major process of human adap-
tation.’l Training– the planned and systematic modification of behaviour through
learning events, programmes and instruction that enable individuals to
achieve the levels of knowledge, skill and competence needed to carry
out their work effectively.l Development– the growth or realization of a person’s ability and potential
through the provision of learning and educational experiences.l Education– the development of the knowledge, values and under-
standing required in all aspects of life rather than the knowledge and
skills relating to particular areas of activity.Learning should be distinguished from training. ‘Learning is the process by
which a person constructs new knowledge, skills and capabilities, whereas
training is one of several responses an organization can undertake to
promote learning’ (Reynolds et al, 2002).
Learning and development strategy l 177