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HRD is an important topic of present time. It is considered by management professionals, as sub discipline of HRM, but many researchers have, broadened the scope and integrated the concept of HRD by looking it from socioeconomic angle and giving it other dimension such as physical, intellectual, psychological, social, political, moral and spiritual development. However HRM professionals view it, in organizational context. And from HRM scholars viewpoint HRD in narrow concept consists of activities of training, education and skill building though all these terms themselves have meanings broader and deeper than their usual perceptions and in broader concept besides these activities also comprise activities like empowerment, awareness raising, team building, community mobilization and development, organization development, entrepreneurship development, sensitization and conscientisation, human resources planning and policies.

HRD is an important topic of present time. It is considered by management professionals as sub discipline of HRM, but many researchers have broadened the scope and integrated the concept of HRD by looking it from socioeconomic angle and giving it other dimensions such as physical, intellectual, psychological, social, political, moral and spiritual development. Physical, intellectual, psychological development depends on economic (financial) development and vice versa. Political and social development also depends on economic development. Thus HRD has now become multidimensional rather than being simply confined within the limits of training and development and this multidimensional HRD is Integrated HRD.

According to definition of labor unions, they have always been attributed with securing financial and non-financial benefits for their members through collective bargaining. But unions have also been playing role beyond collective bargaining for state and employer in: increasing productivity or efficiency of workers and improving workplace peace and harmony, improving workers discipline. This research work has been conducted on unions of ten Pakistani organization and their unions office bearers and employers were interviewed. In this research article unions efforts for protection of interest of employer have been estimated. Dependent variable for this estimation is satisfaction of employer and independent variables are increase of productivity or efficiency, improvement in workplace harmony, improvement of workers discipline and attitude of unions office bearers with employers. Unions efforts in these were measured from employers satisfaction ranging on 5 point Likert scale from very unsatisfied to very satisfied. Satisfaction level in this research is 3.65 showing unions are successful.

According to definition of labour unions, they have always been attributed with securing financial and non-financial benefits for their members through....