Strategic human resource is a source of competitive advantage for an organization. The human resource development in recent times is changing and in the new approach of human resource development, employees are considered as the prime assets to an organisation. This approach is used as a driving force of a business strategy. Human resource development in its new avatar has certain deliverables like capacity building, performance, problem solving and consulting, and organisational change and development. Strategic human resource development play a role in helping an organisation brings about change in the work culture as well as in their entire setup by helping them to determine, set, and to implement strategy. In the human resource, individual knowledge, skills, and ability, social capital i.e. group level, network characteristics, centrality, marginality, density, and intellectual capital i.e. firm-level, informal, formal, process knowledge all of these are considered as human resource capitals. Human resource development is part of an organisation’s planning to tackle any challenge such as global challenge, quality challenge, social challenge, and also high performance work systems challenge (Kuchinke, 2008).
Human resource development has emerged as one of the most significant contributors towards bringing in organisational change. Human resource development has emerged because of employees’ need extension beyond the scope of a classroom environment. The human resource development includes group work, coaching, and also problem solving. Also, the need for basic level of employee development, structured career development has made human resource development a strong contributor to the organisational success. Human resource management is a term which encompasses quite a few functions. One such function is human resource