The purpose of the study was to determine that whether employed Human Resource Development (HRD) activities turn an organization into a learning organization (LO) or not, particularly in context of Pakistan?s telecom sector. Data were collected from Mobilink, market leader of telecom sector of Pakistan, through questionnaire designed by Marsick and Watkins (2003), semi-structured personal and telephonic interviews and non-participant observation. It was found that HRD activities implemented in organization can serve as a great source to be a learning organization when these activities ensure holistic learning at individual level, team/group level and organizational level in a culture and climate of learning reinforced by strategic leadership.