The human resource development (HRD) is very important in current scenario. The management experts considered HRD as a sub topic for HRM; however, a lot of researchers have expended this theory of HRD by having a look at it from socioeconomic perspective. The researchers provide it further dimensions like physical, psychological, political, intellectual, spiritual and ethical development (McCracken and Wallace, 2010). HRD is that element of HRM which specially manages the training and development of staff members. It involves training an employee once he gets tired, giving him opportunities to learn fresh capabilities, elevating the services which are useful for carrying out the tasks of staff members and all other development act (Jacobs and Washington, 2013). This report involves the challenges faced by Qantas, the airlines business and using the HRD.
The unlimited potential capacity of this resource can be utilised by creation of circumstances that can constantly establish, recognise, nurture and apply the capacities of individuals. This kind of climate is created by the human resources development. There are different HRD tools which can be used by businesses for assisting the staff members in development of their individual, business, interpersonal skills and for gaining the knowledge and capabilities. The human resources development involves the prospects like the training of staff members, management of performance, coaching, succession planning, training, mentoring, identification of the vital employees, growth and motivation etc.