Responding to the need for a definition of the role and status of human resources development (HRD) practitioners in Australia, this paper explores the nature of HRD and the educational requirements of HRD trainers. After discussing problems associated with the terms "training" and "development," the paper presents three models for defining HRD: (1) the Human Resource Management model of Len Nadler, which identifies human resource activities in the areas of development, utilization, and environment; (2) J. E. Jones' model which incorporates training, organization, development, education, system change, and human systems programs; and (3) a tri-partite model of HRD, organization development, and resource management in which HRD's field of endeavor is much broader than mere training. The next section reviews the literature related to HRD roles and suggests that the HRD practitioner should be a specialist in human relations skills, should be skilled in adult education, and should be able to act as a consultant to supervisors and managers. The development of HRD practitioners is described next, with focus on the professional status of the field in Australia. Finally, the qualifications of HRD practitioners are discussed, and outlines are provided of the Associate Diploma in Training and Development offered by the South Australian College of Advanced Education and of a proposed bachelor's degree program in human resources management. (LAL)