Human resources development is very crucial issue in an organization. To an organization, it is regarded as a means to achieve effective human resources development objectives. The effectiveness of Human Resource Development depends on the degree of participation of employees’ and hence, reflects in the intended business outcome. The extent to which, human resource development affect organizational growth and performance has emerged as the central factor in the development of an organization. (Becker and Gerhart, 1996; Guest, 1997). Although human resources practices may have a positive effect on organizational development and performance, most scholars suggest that more conceptual and empirical work is required (Brewster, 2004; Cardon and Stevens, 2004; Givord and Maurin, 2004; Zhu, 2004). For the moment, Human resource development is considered as the most valuable asset in an organization and makes a difference for most organisations (Pfeffer, 1998; Wimbush, 2005). The link between human resources development and firm growth is well documented in classic economic theory. Overwhelming evidence suggests that growth is driven by specialization and division of labour in the processes of generation and attraction/development of technological opportunities. However, at the firm level of analysis, only recently the link between human resource development and growth in an organization has attracted the interest among most researchers. Firm growth is often seen as an indication of market acceptance and firm success (Fesser and Willard, 1990). Growth is considered as a top strategic priority for most firms yet only few companies achieve growth (Baum and Wally, 2003; Zook and Allen, 2003).

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