In 1998, ASTD identified eleven roles of HRD manager, which can be enumerated as follows:

1. Administrator:

The role of providing coordination and support services for the delivery of HRD programmes and services.

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2. Evaluator:

The role of identifying the impact of an intervention on individual or organizational effectiveness.


Individual Career Development Advisor:

The role of helping individuals to assess personal competencies, values and goals and to identify, plan and implement development and career actions.

4. HRD Manager:

The role of supporting and leading a group’s work and linking that work with total organization.



The role of presenting information, directing structured learning experiences and managing group discussions and group process.

6. Marketer:

The role of marketing and contracting from HRD’s viewpoints, programmes and services.

7. Material Developer:

The role of producing written and/or electronically mediated instructional materials.

8. Needs Analyst:

The role of identifying ideal and actual performance and performance conditions and determining causes of discrepancies.

9. Organizational Change:

The role of influencing and supporting changes in organizational behaviour.


Programme Designer:

The role of preparing objectives, defining content and selecting and sequencing activities for a specific intervention.

11. Researcher:

The role of identifying, developing or testing new information (theory, concepts, technology, models, hardware) and translating these two implications for improved individual or organizational performance.