Human Resource Development (HRD) professionals need to become performance consultants focusing on performance enhancement and performance perfection. They should proactively identify performance implications for future business goals by establishing a strategic link and channelizing training functions towards business goals and performance. The HRD architecture comprising of HRD function, HRD system and employee behavior needs to shift focus from what people need to learn (training) to the contribution that they make (performance).

Excellence of any organization is not confined to the pillars of productivity alone. Traditionally, glamor was attached with HRD. Training was used as an instrument to favor the blue-eyed employees; to sponsor them for prestigious training programs. Today, there has to be a paradigm shift in HRD professional's role and function. It should aim at `renewal' leading to efficiency of procedures, practices and policies if it aspires to get a `seat on the table'. Continuous improvement has to be a direct function of integrating human resources into business through excellence in communication system. HRD is the heart of an organization with `care and concern' as its lifeblood. To be effective, HRD must be evolutionary in approach and characterize `empathy' in its spirit and performance more than any other function. While maintaining its primary facilitator role, it should try to make direct contribution as an internal consultant in the diagnostic and transformational process of the organization. Instead of fixing weaknesses, it needs to focus on `building strength' approaches to human development. A shift is required from an informer to reformer to transformer. It should try to ensure that at the middle level managers aim to be `people managers' in order to make HRD programs and strategies successful. At the higher managerial level, there is a need to possess the cultural skills and system skills for workforce management. HRD professionals by becoming an `out and out people person' should help employees to attain top skills through programs, interventions and by providing training opportunities. It should aim at creating organizations that are continuously learning and adapting to the environment.

HRM Review Magazine, Human Resource Development, Performance Perfection Consultant, Business Goals, Transformational Process, Cultural Skills, Organizational Goals, Organizational Development, Job Improvement Plans, Interpersonal Skills, Development Programs, Personal Development.