ABSTRACT
Given that the field of HRD is relatively new, we should not be surprised that there has been considerable debate concerning its definition and purposes. In a recent work, Hamlin and Stewart (2011: 210) defined four core purposes of HRD. In this chapter, we will ground our discussion on these four core purposes in the context of Canada and Mexico:
• Improving individual or group effectiveness and performance; • Improving organizational effectiveness and performance; • Developing knowledge, skills and competencies; and • Enhancing human potential and personal growth.
