The purpose of this study is to analyze the recognition of importance and performance levels of Strategic Human Resource Development (SHRD) based on SHRD major domains and its critical tasks in large Korean enterprises. The survey was conducted to 270 HRD practitioners working in domestic businesses so recognition of importance and performance levels of SHRD about its major domains and critical tasks were analyzed through the type of industries and staff levels. The findings of the study are as follows. Firstly, sharing and spreading organization culture is the highest one in the recognition of importance and performance levels in four industries (electrical․electronics․automobile, financial and insurance services, energy․chemical․steel, IT․Web․Telecommunications). Secondly, talent management is the big gap in recognition of importance and performance levels. Thirdly, the lowest SHRD’s critical tasks are building partnership with CEO (Chief Executive Officer), supporting succession plan, spreading organizational development, and training effectiveness and ROI (Return on Investment) in four industries. Fourthly, as a result of analyzing the recognition of importance and performance levels through the type of industries, the more the enterprises exposure to global business environment, the higher the recognition of the importance and performance levels are shown in conglomerate. Lastly, the importance recognition level is high depending on the staff level. This research results for HRD practitioners show where they are and check the recognition of performance levels of SHRD. It is expected that this result will be used for understating current situation of HRD (analyzing the levels of performance) and benchmarking through the type of industries.