Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.

Introduction
Learning and development in the context of organizational development is having an essential role in achieving strategic human resourcing outcome. From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM. This essay aims to present and discuss a strategic model of HRD activities in organisations.

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
The courses recognised the key to success was to involve people fully in the process, individuals take responsibility for own learning and development.

We can see the HRD model adopted in this case is at the centre of an integrated change effort, not limited to merely formal training activity. Senior managers and line managers are involved in diagnosis, planning and monitoring of learning and development processes. The programme supports development of organisational competence such as customer value proposition. There is also integration with other HR processes such as appraisal, organisational structure, career development, etc.

HRD in the context of Organisational Development
To fully understand the role of HRD and its importance in achieving SHRM organisational outcomes, we have to look at it in the context of organisational development. Organisational development is undertaken to achieve a high-performance culture, flexible and creative organisation which strive to improve the way it operates constantly. Learning and development is essential for organisational development, and each individual in the organisation to understand the criticality of life-long learning is the key for success.

Problems face by HRD
External environment: The priority of training needs placed by government and employees might be different from the skills required by the organisation, therefore creating a conflict of interest.
Evaluation of learning and development: