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Comparative Human Resource Development refers to the systematic study and analysis of HRD philosophies, systems, policies and practices across different countries, regions or organisations with the objective of understanding how socio-economic, cultural, institutional and technological contexts shape the development of human resources. It focuses on comparing approaches to learning, training, skill formation, career development, leadership development and organisational capability building, and uses these comparisons to derive insights that can improve HRD effectiveness in a particular context. Comparative HRD recognises that human resource development is not a universal or uniform practice but is deeply embedded in national culture, labour markets, education systems, industrial relations and stages of economic development. In India, the philosophy of HRD has evolved alongside the country’s economic transformation. Traditionally, Indian organisations viewed HRD largely as a support function focused on training, personnel administration and welfare. Over time, especially after economic liberalisation, HRD began to be seen as a strategic function linked to organisational growth, competitiveness and productivity. The Indian HRD philosophy places significant emphasis on people as valuable assets, the importance of continuous learning, and the role of organisations in nurturing employees’ skills, attitudes and values. There is also a strong moral and social dimension, influenced by cultural values such as collectivism, respect for hierarchy and long-term relationships, which encourages organisations to take responsibility for employee development and well-being. In contrast, organisations in the United States generally follow an HRD philosophy that is strongly aligned with market-driven principles, individual performance and measurable outcomes. ________ ___ ___ __________ _____.
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