Problem Description From a broader perspective, this study tries to explore the importance of human resource development on the engagement of employees concerning certain business organizations in India. This is due to a reported gradual increase in the decline of engagement levels of employees worldwide. Studies reveal that whenever employees in an organization find a conducive environment for their growth and development along with their careers, they tend to respond by putting in their time and energy towards their work. They also tend to be involved in their work more psychologically as compared to poor environments. There is a serious need for a mechanism to advance the engagement levels of various employees in different organizations. This study attempts to analyze the relationship that exists between different aspects of human resource development and the levels of employee engagement in an organization. This study had three main objectives. The first is to be able to analyze the level of engagement of employees in different business organizations. Secondly, is to study the available human resource development in the organizations to be studied. And lastly, examine the influence of human resource development climate and its particular scopes on the engagement of employees. Human resource development helps a business organization to gain a competitive advantage over other businesses. Therefore, according to different study models, investing in human resource development is a vital element that can help both individuals and organizations to build and maintain their employees. Lack of appropriate human resource development has resulted in a decline in the levels of employee engagements as witnessed in earlier studies. Methodology Data analysis for this study was done using both correlation and regression analysis. This study targeted a population mainly composed of middle as well as senior-level corporate executives from designated business organizations in India. In total, 85 employees from both the public and private industry as well as the servicing sector took part in the study. Although 100 employees were approached from various business organizations in India, only 87 responded to the questionnaires. Information, which was collected between November 2011 and January 2011, was collected from individuals who were available and interested in responding to the questionnaires. Samples collected comprised of 67 men and 18 females who are aged between 21-50 years. Education levels were not ignored also in the verification. There were 42 undergraduates and 43 postgraduates. Utrecht Work Engagement Scale was employed in the measurement of employee engagement. This scale contains three sub-scales. These are absorption, vigor, and dedication. The rating was done on all seventeen subjects on a 5-point Likert scale, with 1 implying strongly disagree and 5 strongly agree. However, factor analysis never resulted in a vibrant factor structure. Thus, for regression investigation, a composite work engagement score was used. 38 items of human resource development climate survey equipment were used to measure the human resource development climate existing in an organization. The questionnaire for HRD cl