In last four decades, one of the most important factors of consideration in front of any organization is the sustainable level of employee satisfaction. In earlier time, the role of retention was not popular for corporate houses as they were focusing on new employees and the rate of attrition was also high with departments but with changing market scenario and dynamic competitive environment, retention of employees become need of hour for the corporate houses. The role of Human Resource

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... nt has witnessed huge transformation (in passage of time) with smooth shift from recruitment and selection procedures to implementation of HR Development practices and correct structuring of employees with accurate conciseness for overall progress of the corporate house and streamlined business returns with smooth internal functioning. A large number of organizations are exercising the developmental practices in their internal management activities to increase the overall internal functioning and concerned output level. The paper is designed to understand the relationship between effective Human Resource Development practices and organizational growth in terms of its performance A study on Relationship between Human Resource.... 19 | P a g e umbrella of Human Resource Development are continuous in nature and they are for a perpetual succession. The primary functional objective of HRD is to develop competencies (Knowledge, Skills and Abilities) at four core levels including Individual level (by making the personnel aware about their role and expected result areas), dyadic level (creating robust relationship between employer and employee), group level (collaboration in inter group relationship by task group and internal committees) and organizational level (development of self renewing mechanism through which the automated absorption zone can be created through which external shocks can be prevented). Through the involvement of HRD practices in organizational activity, the focus can be generated to improve the current capabilities of employees and prepare them for upcoming changes with controlled level of resistance. The objective behind the practice is to ensure nurturing at all the levels prevailing in the organization. It is imperative for the firms to equip their manpower by providing developmental sessions and opportunities and positive working climate. Human Resources department encompass major focus on treating human as assets and their sustainability while Human Resource Development is ensuring the development of employees at each sphere including nurturing their capability by performing SWOT and identifying the areas for improvement, open communication channels for effective functioning, encouraging experimental validation by self, Flexible learning environment through which mutual benefit can be assured. Organizations with effective HRD practices incorporate in their system have more positive reception towards new arrangements and additional alternative changes in the systems. With committed professional team behind implementing HRD system in the organization, the results can be seen in the form of higher retention level, commitment level, psychological and structural satisfaction level and controlled grudges and grievances level. Development is essential at all levels including lower and controlled routine job level so that the resistance level towards the changes can be eradicated. HRD can be exercised by introduction of mentoring sessions and coaching sessions at levels through which the individual performance can be fostered and initiated for better results.