Human resource development (HRD) and productivity are allies; they are synergistic. Productivity can be defined as an increase of output with no increase in input. An increase in productivity can be accomplished in the workplace through speed-up or capital investment. When productivity improvements are introduced, the philosophy of the organization is an important consideration. Generally, unions support increasing productivity--if the increases are shared with the workers. HRD is organized learning experiences in a specified period of time for the possibility of improving performance or the general growth of individuals. The unique contribution that HRD makes to the productivity effort is through learning. Three activity areas are found within the HRD effort. Training is learning related to the present job of the learner, education is learning related to the future job of the learner, and development is learning that is not job-related. If productivity improvement is desired, management should focus heavily on training, provide education as needed to prepare people for new jobs, and avoid development. Three productivity actions that are examples of the necessary alliance between productivity and HRD are quality circles, participative management, and layoffs. (YLB)