The intent of this article is to offer guidance based on experience and evidence that can enable organizations to be more effective in preparing their workforce. The authors believe organizations need a new vision, a new way to conceptualize the role of HRD (Human Resource Development) that functions within the organization, responsible for the training and development of employees. HRD, with its dual underpinnings of learning and performance, has been defined as a process of developing and unleashing expertise for the purpose of improving individual, team, work process, and organizational system performance (Swanson & Holton, 2009). HRD has unlimited, but still untapped, potential to improve performance, and the need for it has never been greater.