Human resource development is a function of human resource management in most organizations. The link between human resource development arises from organizational objectives. Organizational objectives are the long-term goals of the organization that provide guidance in making decisions such as effective and efficient human resource development programs. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Organizational goals are implemented through organizational strategy. An organization chooses a strategy to compete in a market that provides an advantage over its competition by maximizing its strengths and minimizing its weaknesses. This is called their competitive advantage. Organizational strategy and organizational objectives influence human resource management strategy. This is the organization's long-term approach to gaining competitive advantage through its employees. This includes workforce management, planning, legal compliance, health and safety, total rewards, risk management, labor relations and human resource development. Human resource development is a set of systematic plant activities including training development, organizational development and career development; designed by the human resources department to ensure that its employees develop the skills necessary to support the efficient and effective implementation of the organisation's core competencies. When we talk about an organization's core competence, we are referring to what they must do well to successfully implement their organizational strategy. These are the unique capabilities that set the organization apart from the competition. This is related to the competitive advantage of the organization. For example, if an organization wishes to be a low-cost producer of a product, its organization's competencies must include highly efficient and cost-effective manufacturing processes. This means that the organization will focus its financial and human resources on refining and improving production and operations management for cost efficiency and creating a competitive advantage. When considering the organization's core competencies, we can narrow the focus to specific workgroups or jobs. When we talk about work group core competency we are referring to the group of jobs whose combined tasks support their specific function and which is required by the organization to improve its unique capabilities or core competencies. For example, an organization's Human Resources department will create programs and processes in an organizational culture that supports the organization's specific human resources needs. Jobs within HRD develop the skills needed for the department to successfully create and maintain programs, processes, and an organizational culture that aligns with and supports the unique capabilities and core competencies of the organization. When we talk about key job skills we are referring to the required knowledge, skills and abilities that are essential for an individual to be successful in carrying out that job. Individual work performance is intended to support the core competencies of the work group and the competitive advantage of the broader organization. This means that the key skills required for a job are linked to the success of the organization as a whole and are the areas we focus on when selecting, making hiring decisions,.