Process

NHRDN B-School Ranking Process:
 
  1. National Board approved NHRDN B-School Ranking Initiative
  2. Advisory Committee representing eminent professionals from Industry & Academia is formed
  3. Criteria, weightages are prepared after thorough brainstorming and shared with public through NHRDN Website
  4. List of B Schools to be invited prepared. The list includes top institutes appeared in various B-School Surveys, List of last year participants and list of Institutions invited last year, Institutions suggested by NHRDN National Board, Core Committee Chairpersons
  5. List of Institutions are presented for comments of Advisory Committee.
  6. Advisory Committee approves the list of Institutions to be approached for the B-School Ranking
  7. Advisory Committee approves the Questionnaire
  8. Invitations are sent to approved list of B Schools for their voluntary participation 
  9. After receiving consent from B Schools, Questionnaire is sent 
  10. Filled up questionnaire is received from B Schools
  11. Validation Visits are done through personal visits at each campus of participating Institutes by NHRDN, Industry representative and Research Team
  12. Compilation of data received
  13. Final Rankings are prepared
  14. Findings are shared with Advisory Committee for their comments and approval 
  15. Approved Rankings are shared with Public through NHRDN Website, NHRDN Newsletter and People Matters
 

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?