Human Resources Development in Zimbabwe is in a state of becoming. According to Harbison and Myers 1964; Nadler 1970, human resources in its origins has evolved as a field of theory and practice with a distinctive tripartite agenda of human betterment, organizational enhancement and societal development. Human resources development transformative power as described by David McGuire and Kenneth Molbjerg Jorgensen in their Human Resources development theory and practice book on page1 lies in its capacity to empower the creation of innovative and radical solutions to real world problems.

Development of Human Resources in Zimbabwe has evolved to meet the changing individual, organizational and societal it in habits. Its historical development has occupies. Its development can be discussed as follows

PRE-COLONIAL ERA
In Zimbabwe it originated from the cottage industry or family business. This was during the paternalistic period in which the father was the manager to control everything at home, managing his family. The paternalistic stage was characterized by small organization which required family members and everyone was treated as a family member. There was no need for Trade Unions due to one on one relationship leading to welfaresm and factorism. There was no form of formal industry or factory. People were doing business for their own benefit especially from Bata trading. There was no formal organization to monitor the trading between the families.

COLONIAL ERA
G.J. Maposa in his Industrial Democracy in Zimbabwe page15 suggests that since settler occupation in 1890, successive governments in Rhodesia encouraged economic development along capitalist and racist lines. He further argues that racist policies and practices ensured that the control of the economy remained in the hands of the Whites while severely limiting the diffusion of the technological and scientific