Philosophy

The institution believes that every human being has the potential to do remarkable things. However, organisations often fail to tap human potential due to their preoccupation with short-term results. The HRD movement was started with a purpose to help the organisations and the individuals optimise human resources.

In the organisational context, we facilitate the employees: 

1. To acquire capabilities required to perform various tasks associated with their present or future roles;
2. To develop their general capabilities as individuals so that they are able to discover and utilise their inner potential for personal and organisational growth;
3. To develop an organisational culture where superior and subordinate relationship and teamwork and collaboration among different sub units contribute to organisational health and individual well - being.

In the national context, NHRD helps people to acquire new competencies continuously and make them more self-reliant. It also helps develop self-esteem and a sense of pride in their country. The qualities of self-reliance, self-esteem and sense of pride are developed through a variety of interventions at national regional and organisational levels.

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?