Universal Journal of Management and Social Sciences Vol. 2, No.5; May 2012 36 An Organizational Concept of Human Resource Development – How Human Resource Management Scholars View H‘D (Literature Review) *Dr. Muhammad Tariq Khan 1 , Dr. Naseer Ahmed Khan 2 , Khalid Mahmood 3 1 Assistant Professor, Faculty of Law and Administrative Sciences, Hazara University, PAKISTAN 2 Postmaster General, Pakistan Post, Rawalpindi, PAKISTAN 3 Lecturer Faculty of Law and Administrative Sciences, Hazara University, PAKISTAN *tariq_phd@yahoo.com Abstract HRD is an important topic of present time. It is considered by management professionals, as sub discipline of HRM, but many researchers have, broadened the scope and integrated the concept of HRD by looking it from socioeconomic angle and giving it other dimension such as physical, intellectual, psychological, social, political, moral and spiritual development. However HRM professioŶals ǀieǁ it, iŶ orgaŶizatioŶal ĐoŶtedžt. AŶd froŵ H‘M sĐholars ǀieǁpoiŶt H‘D iŶ Ŷarroǁ concept consists of activities of training, education and skill building though all these terms themselves have meanings broader and deeper than their usual perceptions and in broader concept besides these activities also comprise activities like empowerment, awareness raising, team building, community mobilization and development, organization development, entrepreneurship development, sensitization and conscientisation, human resources planning and policies. Introduction Human Resource Development (HRD) is an important and very attention receiving discipline of present time. It is a relatively young academic discipline but an old and well-established field of practice (Swanson and Holton, n.d). Researchers have developed new theories and conceptual frameworks that address a broad range of phenomena of interest to the HRD profession (Torraco 2004). A key area of inquiry has been to try and figure out the current boundaries of HRD (Metcalfe and Rees, 2005) but defining HRD has not been so straightforward, and the writers and researchers are continuously debating the issue, and there seems to be no consensus, despite of the fact that numerous efforts have been made to define HRD (Haslinda 2009). According to Rao (1995) the scope of HRD is extended, at one side, to developing competencies of human resource by enhancing knowledge, building skill, changing attitude and teaching values, and at other side, creation of conditions through public policy, programs and other iŶteƌǀeŶtioŶs to help people to applLJ these ĐoŵpeteŶĐies foƌ theiƌ oǁŶ aŶd otheƌs ďeŶefits aŶd making things happen. Objectives of the Study The core objective of this paper is to present an organizational model of HRD encompassing all the aspects of human resource development from organizational point of view.