Thematic Areas: Inclusion and Youth | SDGs and Greening TVET | Innovation and Future of TVET | Private Sector Engagement
Our Key Programmes & Projects: COVID-19 response | YEM: Youth Employment in the Mediterranean | BILT: Bridging Innovation and Learning in TVET | UNESCO-UNEVOC TVET Leadership Programme | WYSD: World Youth Skills Day
Past Activities: i-hubs project | TVET Global Forums
Our Services & Resources: Publications | TVET Forum | Virtual Conferences | TVET Country Profiles | TVETipedia Glossary | Promising & Innovative Practices | Entrepreneurial Learning Guide
Events: Major TVET Events | UNEVOC Network News
Human resource development (HRD)
1 child term
Human Resource Development (HRD) has become a widely used term in the last half-century, but conceptions of the term vary widely. The broad notion of HRD, which is a subset of the grand theory of human development, includes not only education and vocational training, but also health, nutrition and access to sources of a degree of self-determination. Within the business and management literature, the focus of HRD is on the narrower objective of attaining or upgrading the skills and attitudes of employees at all levels in order to maximise the effectiveness of the enterprise.
HRD is "the process of increasing the knowledge, the skills, and the capacities of all the people in a society. In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of an economy. In political terms, human resource development prepares people for adult participation in political processes, particularly as citizens in a democracy. From the social and cultural points of view, the development of human resources helps people to lead fuller and richer lives, less bound by tradition. In short, the processes of human resource development unlock the door to modernization.
Source: Harbison/Myers (1964)
[ X close ]
International Human Resource Development (IHRD)
International HRD (also known, perhaps more appropriately, as cross-national HRD, transnational HRD, and global HRD) is a field of study and practice that focuses on for-profit, not-for-profit, and/or governmental entities, and individuals, cooperating in some form across national borders. The purpose of this interaction is systematically to tap existing human potential and intentionally shape work-based, community-based, societybased, culture-based, and politically-based expertise through multiple means for the purpose of improving cross-national relationships collaboratively across all involved entities through greater mutual understanding, improved individual and organizational performance, improved standards of living and quality of life, reduced conflict between entities and individuals, and any other criteria that would be deemed useful by the involved entities. IHRD is aspirational rather than realized and serves as a challenge for continuous efforts at improvement
Source: McLean/Wang (2001)
[ X close ]