The manifesto establishes human resource development as a legitimate professional endeavor. It defines the nature of human resource development in organizational life and creates a significant place for this type of activity in all types of organizations. (Author/BP)

This article presents evaluative criteria guidelines for the process of human resource development. These guidelines discuss the importance of considering the following aspects: Relevant needs, clear objectives, accomplishment, uniqueness, flexibility, skill orientation, professional leadership, future perspective, a value system, evaluation of an…

Human resources development must be oriented toward the achievement of all objectives of organizational performance: Quality, efficiency, societal impact, employee impact. Three fundamental phases in developing a work design strategy (for improving organizational effectiveness) are explained. (BM)

The problem of developing women's resources in an organization raises special questions and issues for consideration, particularly in the entry, diagnosis, and response and closure steps of the consulting process for the HRD consultant. (Author/BP)

Career cycles should be considered apart from life cycles, even though the two are interrelated. This essay examines five theories about life and career cycles, and offers insights into their limitations and potential uses. (JB)

The author analyzes human resource planning, in which he gives the various aspects of career development a report card that, the author states, shows the field is far from achieving its self-stated goals. He states that succession planning and systems approaches would help this situation. (CT)

The author defines organization development (OD) and discusses organization, measurement of success, the role of specialists, the relationship between organization and organization interest illustrated in chart form, and 21 OD strategies. (JB)

Establishing a human resource development (HRD) program for HRD practitioners frequently results in problems of organizational change. The author has applied the theories of three contemporary sociologists--Talcott Parsons, Lewis Coser, and Peter Blau--to a hypothetical case study of an HRD consulting firm faced with developing its own human…

First discusses some features of the Metric Conversion Act which established federal support of metric system usage in the United States. Then covers the following: what HRD (Human Resources Development) specialists can do to assist their company managers during the conversion process; metric training strategies; and how to prepare for metric…

The author states that the classical authoritarian organizational model and managerial style are being replaced by participative and matrix forms of corporate activity. He focuses on setting tomorrow's norms in human resource development. (CT)