Strategic Human Resource
What is strategic human resource development? Given the complex nature of the practice of human resource development (HRD) and the rapidity with which the field is changing, a dear definition may be elusive. Defining HRD frames practitioners' roles and competencies as well as the activities incorporated in HRD programs.
The term strategic human resource development offers clues to its meaning. Obviously, it is related to the critical development of people, but labeling people "human resources" reveals an organization's orientation, just as the terms financial resources and capital resources do. Thus, strategic HRD involves long-term development of people within organizations. Properly defining HRD requires a closer examination of the terms strategic, human resources, and development.
The term strategic is synonymous with other terms such as vital, crucial, essential, critical, important, integral, and necessary. The term also implies a long-term, organized, and planned effort to achieve an outcome or end. In an organizational context, the term strategic emphasizes the importance and critical nature of people in achieving the organization's business goals.
To achieve this outcome, HRD practice needs to be well organized and planned as well as integrated into every aspect of the organization. Furthermore, HRD practice needs to be focused on long-term goals and anchored to business strategy. Consequently, every intervention or initiative should be designed to help the organization achieve its targeted business results.