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Synopsis Human resource productivity as a phenomenon has been studied by economists, management scientists, industrial engineers and behavioral scientists. Economists have attempted to measure productivity and estimate impact on output and growth. Management scientists have developed various mathematical techniques for optimization of management operation. Industrial engineers evolved various methods for improving the micro level efficiency of work systems and procedures. Behavioural scientists have tried to identify the nature and conditions of human motivation for productivity and have come up with prescription like motion study, ergonomics, method/work study, value analysis engineering, reverse engineering and zero-base design, . . . and participative management. The present work seeks to analyze the following themes and related issues: What is the nature and significant of productivity? What are the models of productivity measurement? What are the nature and conditions of human resource productivity in organizational level? What are the nature and conditions of human resource productivity in national level? What are the nature and conditions of human resource productivity in international level? Is there an alternative basis for 'Kaizen' which is a way to improve human resource productivity?, and What would be the implications of a group productivity which is a solution of improvement in 21 century.