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Sr No Title Chapter/National Version Date of Updation
1 NHRDN New Membership Matrix (Subject to approval by the EGM/AGM) National PDF 18/01/2019
2 Annexure II - NHRDN 22nd National Conference National PDF 27/08/2018
3 Minutes of NHRDN 104th Board Meeting National PDF 27/08/2018
4 Annexure I - Minutes of NHRDN 103rd Board Meeting National PDF 09/07/2018
5 Minutes of NHRDN 103rd Board Meeting National PDF 09/07/2018
6 Notice of AGM of NHRDN National PDF 14/06/2018
7 Minutes of NHRDN 102nd Board Meeting National PDF 10/04/2018
8 Minutes of NHRDN 101st Board Meeting National PDF 30/12/2017
9 Minutes of NHRDN 100th Board Meeting National PDF 03/07/2017
10 NHRDN Membership in GST Regime (with bank details) National PDF 20/06/2017
11 NHRDN Membership in GST Regime National PDF 20/06/2017
12 NHRDN Election 2017-19: National President's email to NHRDN National Board National PDF 12/06/2017
13 Annexure III - District Registrar (Gurgaon) Ad-Hoc Committee National DOC 23/05/2017
14 Annexure II - Executive Committee of Hyderabad Chapter National PDF 23/05/2017
15 Annexure 1 - NHRDN Audited Financial Report 31.03.2017 National PDF 23/05/2017
16 Minutes of NHRDN 99th Board Meeting National PDF 23/05/2017
17 Incoming National President, NHRDN 2017-2019 National PDF 16/05/2017
18 Result: NHRDN Election for the post of Three Elected Board Members 2017-2019 National PDF 10/05/2017
19 Letter from Chairman - Search Committee NHRDN National President (2017 – 2019) National PDF 25/04/2017
20 National HRD Network Voter List National 21/04/2017

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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?