ABSTRACT
This chapter analyzes the contextual influences which have impacted on the growth of the field of human resource development (HRD) as a specialist area of both study and practice. Interactions between such drivers can create a framework for measuring how they are operating and their overall effectiveness. A complex debate surrounding role and contribution has arisen where concerns have been expressed about functionality, specialties, and constructs within both human resource manager (HRM) and HRD. National agendas to support employment and enhance skills and knowledge are pursued in many different countries, and if followed may well result in opportunities to invest in HRD. In the United Kingdom (UK) successive governments have worked to reduce public spending in the post-2008 recession period, which has resulted in less investment in training. Cultural norms will exist both outside and inside the organization and help to determine perceptions of HRD, how it should be delivered, and its overall value.
