Human resource development,social capital, emotionalintelligenceAny link to productivity?Kit Brooks and Fredrick Muyia NafukhoUniversity of Arkansas, Fayetteville, Arkansas, USAAbstractPurpose– This article aims to offer a theoretical framework that attempts to show the integrationamong human resource development (HRD), social capital (SC), emotional intelligence (EI) andorganizational productivity.Design/methodology/approach– The literature search included the following: a computerizedsearch of accessible and available material using the key words “human resource development”,“emotionalintelligence”,“socialcapital”,“humancapital”,“organizationalproductivity”,“productivity”, and “organizational performance”.Findings– The literature review provides evidence that it is logical to assume that the relationshipamong HRD, social capital, emotional and organization productivity is highly integrated. This findinginfluenced the authors to conceptualize an integrated model that illustrates the interconnectivity ofHRD, social capital, emotional intelligence and organizational productivity with internal and externalenvironmental factors.Researchlimitations/implications– Theintegratedmodelconceptualizingthedynamicrelationship among HRD, social capital, emotional intelligence and organization productivity isbased primarily on the review of the literature.Originality/value– The integrated model developed by the authors provides a framework that HRDscholars and practitioners may use to develop innovative instruments to measure the relationshipamong HRD, EI and SC and their subsequent impact on organization performance.KeywordsHuman resource development, Social accounting, IntelligencePaper typeLiterature reviewThis paper seeks to accomplish three objectives. The first is to provide meanings ofhuman resource development (HRD), emotional intelligence (EI), and social capital (SC)and how they relate to organizational productivity. The second is to develop anintegration model showing the complex relationships among HRD, EI, SC andorganizational productivity. The third is to demonstrate the need for organizations toinvestinpeoplethroughHRDprograms,EIactivitiesandpromotionofthedevelopment of social capital in order to remain competitive and succeed in the currentideas eracharacterized with uncertainty and inevitable change. Lack of recognition ofthe interconnection among HRD, EI and SC in the literature motivated the authors towrite this paper. The research linking HRD and performance improvement is arelatively new body of literature and has endeavored to integrate economic theories,psychological theories and systems thinking models (Pateet al., 2000; Nafukho andHinton, 2003; Nafukhoet al., 2004; Swanson, 1999). The current literature specificallyThe current issue and full text archive of this journal is available atHRD, SC, EI:any link toproductivity?