Human resource development (HRD) refers to the investment done by an organization through ensuring that its employees learn on the latest ways to deal with human resource. The course has made me realize that more and more organizations are willing to replace the terms training costs with investment since allowing one to study while working in an organization is likely to influence an organization’s outcomes of HRD.

Knowledge in HRD acts as triggering means that can result in the progression of human resource policies which are concerned with recruiting, retaining and awarding employees.  Without any doubt, HRD is crucial for any organization that seeks to adopt high rod HRM strategies that encourage employee commitment and loyalty.  For some years now, HRD has shifted beyond a narrow notion of training and development to the holistic view that accepted the idea of learning at individual and organizational levels, which turns out to be a source of competitive advantage among various organizations.

The HRD course has made me a different person both intellectually and socially. That is one sign that learning and development have taken place because, over the years, I have become more academically and practically intelligent on matters related to my HRM career. The module talks about how one can develop people and himself or herself and do so requires the learner to work in groups or identify the personal changes in n individual.

The module has provided an analysis of what is expected of the learner, and this prepared me to know the contents and what was expected of me. The heads up is a good idea because I got to decide whether the module was the right CPD for my desired career upgrade. For instance, I got to know that we would conduct some of the tasks in groups. The learning and development approach used was the Systematic Approach to Training, which is a very suitable method that can be used to ensure maximum conventional and practical learning.

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