Human resource Development (HRD) has been an important area of research practice. The purpose of HRD policy is the management of Human Resources & its development, as the process of increasing knowledge, skills, and the capacity of people in society. In economic terms, it could be described as the accumulation of human capital and its effective investment in the development of a countries Economy. In political terms, human resources development prepares people for adult participation in the political processes particularly as citizens in a democracy. From the social and cultural point of view, the development of human resources helps people to lead richer and fuller lives, less bound by tradition. HRD unlocks the door to modernization. Mahatma Gandhi once called the "realization of human potential" (Michael, 2000). The challenge of development is to improve the quality of life. “Dynamism is the rule of life and creative methods are used to bring required changes in the system, processes and policies.” In the today’s era of trajectory competition, the professionalism is buzz word for success of any organization. Today’s Academic Administration is found lacking in practice of professional HRD & Behavioral Science. The numbers of these organizations are increasing leap and bound. Though such growth is the need of hour for a nation like ours, also the same is on the merit of Ministry of HRD has started many programs for enhancing quality of education at higher level, the quality of education, philosophy of these institutions and their working environment has remain the worry of specialists and think tanks of this nation. The aim of this article is to highlight the grey area of HRD and Behavioral Science management application in the working environment of Academic institutions, which also includes management institutions. Though, the same is taught in these institutions and found lacking in their own administration. Almost all educational institutions are striving hard to achieve quality in their research and development or facing the problem of attrition rate. Since, the concept of professional HRD and Behavioral Science is found far away from implementation in these institutions. This article may remind the professionals and the employees specially the Registrar or HR Manager or Chief Administrator who have been appointed as the leader for human resource development (HRD) as their perceived role in these organizations. However, generally they either found indulged in routine work or in facilities administration rather than developing human resource, creating an environment for Motivation or organizational culture building. There seems to be confusion of role playing in the Academic institutions regarding, so as to, who will look after these roles? (e.g. HRD). The answer to this question was hardly found in any of these institutions where ever the authors got opportunity to share their experiences directly or indirectly.

Keywords: HRD, Administration, System, Working Environment, Attrition Rate.