This information analysis concerns human resource development (HRD), defined as consisting of programs and activities that positively affect the development of the individual and the productivity and profit of the organization. Several key human resource development components are identified and discussed: (1) training and development; (2) organizational development; (3) employee assistance programs; (4) career development; and (5) performance appraisal. Traditional human resource functions are described, including consultation, human resource planning, compensation, employee relations, recruitment, and employee outplacement. A classification system is outlined to aid in understanding programs and activities which can be conducted within the HRD component. The revolution, growth, and professionalization of HRD is considered, and HRD's placement within an organization is described. Several external factors that the HRD professional must accept are identified, including changing work values, government regulations, customer expectations, changing technology, competition, economic conditions, unions, corporate image, and the labor market. Organizational climate is discussed and factors that contribute to the organizational climate are identified. Assessment of the organizational climate is explained, and the relationship between organizational climate and HRD is explored. (NB)