We have already referred to the importance of senior management having a clear view of corporate strategy without which a HRD strategy cannot be developed. Corporate strategy itself must take cognisance of specific Company Business Scenario's, for example one could be stated as:

"The xyz business is unlikely to grow in real terms over the next 5-10 years, will possibly remain stable but more likely will decrease. To be cost effective downsizing, multi-skilling and automation will become imperative. The training strategy, therefore will need to support the company in a mature market in which the fight to maintain or increase market share will become even more fierce".

The demands imposed on a company with this scenario will therefore require a HRD strategy to ensure that training support that takes account of:

• Change occurring at an increasing pace in technology, information
  systems, attitudes to and behaviour at work etc.
• A need to make and manage cost reductions.
• A requirement for more professionalism in marketing and sales negotiation.
• A need for more analytical and assertive business management.
  
• A more flexible, aware and demanding work force.
• More critical and selective customers.
• An increasing diversification of the technology and human skills.