The document discusses organizing for human resource development (HRD) in an organization. It suggests that HRD can be organized through separate departments or committees/task forces that report to the CEO. The key tasks of the HRD department include developing an HRD philosophy, inspiring line managers to continuously learn and develop, planning new HRD methods and systems, monitoring HRD efforts to achieve business goals, and conducting organizational research and assessments. The HRD manager should create a healthy environment characterized by openness, trust, and autonomy to develop both individuals and the organization. HR professionals must prepare for HR to move from operational roles to strategic leadership on the board of directors. Competencies needed for an HRD manager include positive thinking,