The Model of Human Resource Development System’s Evaluation Vilmante Kumpikaite 1+ and Algimantas Sakalas 2 1, 2 Kaunas University of Technology, Lithuania Abstract. The aim of this paper is to present model of human resource development system evaluation. Authors suggest an evaluation model of human resource development based on qualitative criteria selected from scientific literature analysis and empirical research. The model includes comparison of formal human resource development system data and employees’ approach to this system according to organization‘s position for human resource development; identification of development needs and awards in accordance with deserts; the functions of human development system and human resource development works and evaluation. Keywords: human resource management, human resource development, human resource development evaluation. 1. Introduction Increasing amount of the information form all around, importance of the technologies the topicality of the human resource development in the organizations is more and more growing. Human resource development (HRD) is important only to that degree to which they help to cultivate purposefully enterprises and their employees, organize purposeful selection of the personnel, its allocation, and work with employees, involved into substitution plan. Human resource development in human resource management plays a very important role and its development is not only theoretical problem. Today this problem is topical also to the developing organizations, which, at today their stage of growth, have felt that it is necessary to establish regular human resource development system (Kumpikaitė and Sakalas, 2005; Kumpikaitė and Sakalas, 2007). Globalization process is topical to human resource management because it means remarkably increased competition. Thus, focus to servicing field and work requiring knowledge as well as emphasising of human capital also increases. Hence, now the control of globalization becomes the most important challenge, starting form worldwide labour force resources usage and finishing by recruiting, training and development and salaries forming, orienting to other EU countries and knowledge employees. The aim of the paper – taking into account requirements raised to human resource development, to present model of the human resource development system evaluation. 2. The definitions of Human Resource development Several definitions and frameworks of human resource development (HRD) were offered throughout the history. Nadler coined the term human resource development in 1970 and offered a model with three components: training, education, and development (Nadler and Nadler, 1991). Much of the published literature on the definition of the field has been focused in the west—originally, in the United States (Weinberger, 1998) and, increasingly, in Europe. However, human resource development is a discipline that is more developed in Western industrialized countries than the rest of the world. Therefore, defining HRD is not easy and up till now no single point of view or framework of HRD has been predominant (Dilworth, + Vilmante Kumpikaite Tel.: +37037323683; fax: +37037323683. E-mail address: vilmante.kumpikaite@ktu.lt 46 2011 International Conference on E-business, Management and Economics IPEDR Vol.25 (2011) © (2011) IACSIT Press, Singapore