Human Resource Development (HRD) is often considered a central element of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.IntroductionLearning and development in the context of organizational development plays a vital role in achieving strategic human resource outcomes. From attraction and retention to development and utilization of human capital, human resource development (HRD) is central to the strategic direction of HRM. This essay aims to present and discuss a strategic model of HRD activities in organizations. Definition of Human Resource Development Human resource development (HRD) can be defined as any activity that contributes to the development of people working for an organization. HRD is the framework for employees to develop their personal and organizational skills, knowledge and capabilities. Development can be a formal learning process, such as classroom training, an apprenticeship course, or a planned organizational change process; Or an informal personal development orientation to engage in flexible and efficient organizations. These processes include: Learning: formally designed process of personnel development, refers to learning activities planned by the employer, the skills and knowledge to be acquired are generally necessary to successfully carry out the tasks of the current or future job . Development: individual and collective activities that develop personal skills and abilities. This can include organizational development and cultural change processes. Education: broader content of employee development in the work environment. These could be related business and management programs such as a business administration course or an MBA. Such education is specified by...... middle of article...... the structure should innovate organizational behavior such as empowerment, proactivity, information sharing, participation, etc. Conclusion This essay has attempted to define human resource development (HRD) with the aim of making a strategic contribution to organizations. The emphasis is on development rather than training. The concepts and practices of the learning organization are presented as an approach to individual and organizational learning, thereby setting the principles of HRD in the context of organizational and HR strategy.ReferencesBurgoyne J. (1999) Manager Learning Development BACIE Journal. LiP (2000) A British strategic model for staff developmentStorey J. (1992) Developments in the management of Human ResourcesLeopold et al. (2004) Strategic Human Resource ManagementUniversity of Sunderland (2007) Strategic Human Resource Management