Human Resource Development is a set of systematic and planned activities designed by an organization to provide its members with the

necessary skills to meet current and future job demands. Employee needs extend beyond the training classroom and Includes; coaching, group work, and problem solving Need for basic employee development Need for structured career development

Just like in the article Whats in it for me by Eileen Laskar , the employee Linda Is taken through coaching and career development by a career development coach independent from the organisation but the outcome and self discovery by the employee is beneficial to the organisation in terms of employee commitment and morale in their job position. Its not right that the employee had to take their initiative to discover that the position they had been offered in the organisation was beneficial to them contrary to their belief before the structured coaching. It should have been the role of the line manager to act as a coach and mentor and In terms of functions of HRD, and it mainly being concerned with developing the skill,

knowledge and competencies of people. The organisation in question had done this by enabling Linda to gain new skills through Job rotations and placing her in teams that were beneficial to her development. The pertinent issues that arise include:

Placement of employees in new positions once they gain new skills that are deemed import ant for the organisations development. Human resource managers and functional leaders always have the best intent when placing employees in order to have the right people in the right places. In doing this they should ensure that employees see what is in it for them in the new position/placement. Failure to do this might lead to employees leaving the company. Actions that can be taken to avoid this include communication of the change and ensuring the both parties understand what is in it for them, application of the coaching technique to ensure a smooth transition HRD is the responsibility of all managers in the organisation and Consists of inter dependent parts which means that all sections/departments have to work in unison, unlike in the organisation in question whereby there was no coordination into Lindas placement in the new position and ensuring that coaching and mentoring was done facilitated by the HR department to avoid employee apathy as was the case with Linda. The ideal mentor is a person who has been trained in mentoring techniques, and has a blend of appropriate work experience, qualifications, and general business knowledge, that can be used to guide and advise a particular mentee. In addition it is very important that the mentor is a person who has an enthusiasm, if not a passion, for helping others to develop, fulfil their potential, and achieve their and the organisation's objectives. This is the role that the independent coach hired by Linda played yet she should have as well received this services at her organisation towards her career and organisation development. Helping and motivating factors for HRD climate are very important if the organisation is to develop .These factors may be called Enabling factors which include: Organization structure,

organizational climate, HRD climate, HRD knowledge and skills to managers, human resource planning, recruitment and selection. The organisation in question needs to implement this and more especially imparting HRD knowledge to its line managers , ensure there is planning to enhance smooth placements that dont raise conflict .