Levels of analysis perform an important function in framing research and practice in human resource development (HRD). The purpose of this article is to examine the concept of HRD from the individual, organizational, and community-societal levels of analysis. The article highlights both the distinctiveness and usefulness of each level of analysis, identifies tensions within and between them, and outlines differences in underpinning assumptions, characteristics of HRD provision, and delivery of HRD interventions. By adopting this approach, the article draws attention to variations in meaning, intent, content, and practice with implications for developing both the theory and practice of HRD. (Contains 1 table.)