The processes of ensuring that the skills, knowledge, abilities, and performance of the workforce meet the current and future organizational and individual needs through developing, implementing, and evaluating activities and programs addressing employee training and development, change and performance management, and the unique needs of particular employee groups.

Responsibilities in Human Resource Development

• Conduct needs analyses to identify and establish priorities regarding human resource development activities.
• Develop training programs.
• Implement training programs.
• Evaluate training programs.
• Develop programs to assess employees' potential for growth and development in the organization.
• Implement programs to assess employees' potential for growth and development in the organization.
• Evaluate programs to assess employees' potential for growth and development in the organization.
• Develop change management programs and activities.
• Implement change management programs and activities.
• Evaluate change management programs and activities.
• Develop performance management programs and procedures.
• Implement performance management programs and procedures.
• Evaluate performance management programs and procedures.
• Develop programs to meet the unique needs of particular employees (for example, work-family programs, diversity programs, outplacement programs, repatriation programs, and fast-track programs).
• Implement programs to meet the unique needs of particular employees (for example, work-family programs, diversity programs, outplacement programs, repatriation programs, and fast-track programs).
• Evaluate programs to meet the unique needs of particular employees (for example, work-family programs, diversity programs, outplacement programs, repatriation programs, and fast-track programs).

Knowledge in Human Resource Development

• Knowledge of applicable international, federal, state, and local laws and regulations regarding copyrights and patents
• Knowledge of human resource development theories and applications (including career development and leadership development)
• Knowledge of organizational development theories and applications
• Knowledge of training methods, programs, and techniques
• Knowledge of employee involvement strategies
• Knowledge of task/process analysis
• Knowledge of performance appraisal and performance management methods
• Knowledge of applicable international issues (for example, culture, local management approaches/practices, societal norms)
• Knowledge of instructional methods and program delivery
• Knowledge of techniques to assess HRD program effectiveness (for example, satisfaction, learning and job performance of program participants, and organizational outcomes such as turnover and productivity)

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