Human resource development $($HRD$)$ refers to the comprehensive set of processes, systems, methods, procedures, and programmes that an organization use to enhance its human resources. The aim is to provide employees with the necessary skills and knowledge to effectively contribute to the overall performance of the business$($ Meyer, M$.$ et al; $2015).$ HRD is an essential component of organisational management that has a direct impact on employee behaviour, skills, knowledge, and attitudes. Human resources development is crucial for attaining a lasting competitive advantage and improving enterprise efficiency. Human resources development is crucial for attaining a lasting competitive advantage and improving organisational capabilities. Human resource development refers to a methodical approach that seeks to enhance the skills and abilities of individuals and groups by investing in training and development, career advancement, and organizational development strategies in order to attain exceptional performance. According to Kareem and Hussein $(2019),$ Human Resource Development $($HRD$)$ includes both training and non$-$training interventions. The successful implementation of HRD may improve employee performance, which in turn leads to higher productivity for the firm. The responsibilities of HRD have expanded beyond the provision of training programmes.

Peak Finance has made allocations towards several HRD programs in order to cultivate a culture that promotes ongoing professional growth. Included in these efforts are Training and Development Programs as well as Performance Management Systems. All workers at Peak Finance have access to customised and limitless training sessions through the Training and Development Programmes. The programs prioritize the improvement of its employees' talents. The Performance Management Systems at Peak Finance apply a well$-$organized performance evaluation system that primarily evaluates the developing requirements of the employees.

Peak Finance's HRD strategy has encountered obstacles that impede its capacity to achieve its maximum effectiveness. Reviewing the present Human Resource Development $($HRD$)$ practices at Peak Finance regarding Training and Development. Are these programs deemed thorough, up$-$to$-$date, and aligned with management objectives? Do these initiatives address the needs of employees at various hierarchical levels within the organization? Does Peak Finance implement performance management to oversee and assess the employee performance? Are there periodic performance evaluations, and are developmental feedback notes documented? Despite the existence of an HRD program at Peak Finance, notable problems were identified within the program. Inadequate tracking of CPD courses, particularly for non$-$essential workers, absence of evaluation methods for training efficacy, absence of verification of real course attendance, and lack of pre$-$ or post$-$attendance conversations are among the problems. An essential requirement in training planning is to carry out a training$-$needs analysis for your personnel. Well$-$organized training programs that are in line with the objectives of the organization, yet inadequate training that may result in deficiencies in skills. A systematic assessment of training effectiveness is highly necessary. Training evaluation provides thorough feedback on the perceived worth of the training programs and their efficacy in attaining corporate objectives. Enhanced comprehension and identification of skill gaps by management facilitates the analysis of intended training program outcomes. Implementing verification of attendance and course completion enhances accountability and involvement among staff members.

To enhance its HRD program, Peak Finance should establish a well$-$organized training program with well$-$defined goals. The design of more targeted and personalized trainings should be tailored to effectively align with the objectives of Peak Finance. Peak Finance ought to undertake a thorough requirements assessment in order to customize training programs more precisely to the unique departments and particular job positions. Providing a wide variety of training choices can assist employees in selecting the programs that are most applicable to their occupational trajectories and professional ambitions. Examine e$-$learning platforms, mentorship, coaching, and practical training in$-$the$-$work environment. Assure ongoing education, motivated by rewards for enhancing skills, a feeling of camaraderie in the learning process, and availability of diverse learning materials. Develop a comprehensive talent management strategy to effectively identify individuals with great potential, provide well$-$defined career advancement opportunities, and provide succession planning.

Incorporate pre$-$ and post$-$training talks to augment participation and Implement techniques to assess the efficacy and participation in training sessions. This allows the organisation to evaluate the eff