Human Resource Development in an Organization Wahaj Ahmed, BS-19/23 Pakistan Institute of Engineering and Applied Sciences, Mechanical Engineering Abstract • • This report will give an overview of Human Resource Development and its impact on organization. HRD has different phases to practically implement it, also with advancement in tech, organization needs to keep their employee updated and HRD ensures it.. • • • • • Introduction • • • • • HRD is systematic set of activities to enrich employees knowledge, skills, and experience . HRD focuses on growth of organization and training of employee. Its goal is to increase productivity of staff, and make a healthy working environment. More than wealth, Human resource is the main asset of organization. Scope of HRD cover Organizational Development, Career Development, Training, and Development . Chart 2. Concept of HRD Contact Information Wahaj Ahmed Pakistan Institute of Engineering and Applied Sciences firstname.lastname@example.org +92333-5331248 Discussion Methods and Materials HRD is a systematic program that consist following phases: Phase 1: HRD Needs Assessment, Phase 2: Design, Phase 3: Training, Phase 4: Evaluation. HRD assessment consist task analysis, organizational and employee analysis. For design, it is important to know the deficiency the employee and organization facing and then suitable program is adopted. Delivering every HRD project typically faces various obstacles, such as implementing the curriculum as planned; creating an environment that promotes training, and solving problems that may occur. Chart 1. Impact Mechanism  Results • • Main goal of HRD is to improve organization performance and enhance its productivity by developing its employee skills. It raises productivity, boosts entrepreneurship, brings social revolution, eradicates social and economic backwardness. Personal development is mandatory for the development of human resources within an organization. • • Many analysts say that HRD evokes thought and acts with common sense. This perspective has both good and bad implications. HRD practitioners struggle to maintain strong standards of ethics and honesty in search of challenges, progress, and institutional training. Conclusions • • • The organization may adopt different methods of employee motivation. It can be through the delivery of recreational activities such as trips, picnics, family outings, regular days, sporting days, meetings and celebrations. The organization should consider welfare of its employee by providing bonuses. HRD can eventually change the outcome of organization. But it needs strong planning and resource. Chart 4. Employee Welfare Chart 3. Employee Development plan References  N. Weinberger, "Making a Place for Infants in Family Day Care", Early Education and Development, vol. 9, no. 1, pp. 79-96, 1998.  A. Alhalboosi, Human Resource Development, 1st ed. 2018.  A. Katou, "A mediation model linking business strategies, human resource management, psychological contract, and organisational performance, "International Journal of Human Resources Development and Management, vol. 11, no. 1, pp. 335-356, 2011. Acknowledgements The author acknowledges the guidance of Sir Tariq Majid who guided and worked hard to help in every regard. Through the help of his closest friend Abdullah Ishaq the author was able to create this poster .