Key Objectives

  • To augment knowledge and skills relevant to HRD, its philosophy, processes and implementation, through exploration and experimentation.
  • To generate, acquire and continuously develop new knowledge and skills related to HRD through research and development.
  • To build a rigorous, scientific storehouse of knowledge and skills for HRD.
  • To disseminate HRD knowledge and skills among HRD professionals and practitioners, and share information and experiences relating to HRD.
  • To strengthen the HRD movement in the country by:
    (a) Drawing the attention of chief executives of different organisations, agencies and Government departments to HRD philosophy and processes and their benefits; and
    (b) Assisting organisations and agencies in designing and implementing HRD systems, evaluating the impact of HRD systems and processes, and feeding back the results for improvement.
  • To break new ground for the HRD movement in terms of coverage of different human systems and organisations based on national needs as well as innovative approaches and technologies.
  • To develop and maintain standards of professional excellence in HRD.
  • To act as a clearinghouse for all referrals related to HRD activities in the country.

Chapter

Communities

The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?