notice board

Sr No Title Chapter/National Version Date of Updation
1 Annexure 3: NHRDN 111th Board Meeting National PDF 14/05/2020
2 Annexure 2: NHRDN 111th Board Meeting National PDF 14/05/2020
3 Annexure 1: NHRDN 111th Board Meeting National PDF 14/05/2020
4 Minutes of NHRDN 111th Board Meeting National PDF 14/05/2020
5 NHRDN Grievance Redressal & Ombudsperson Mechanism National PDF 04/03/2020
6 Annexure 1: NHRDN Capacity Building Project Board Discussion National PDF 10/02/2020
7 Minutes of NHRDN Capacity Building Project Board Discussion National PDF 10/02/2020
8 Annexure 5: NHRDN 110th Board Meeting National PDF 10/02/2020
9 Annexure 4: NHRDN 110th Board Meeting National PDF 10/02/2020
10 Annexure 3: NHRDN 110th Board Meeting National PDF 10/02/2020
11 Annexure 2: NHRDN 110th Board Meeting National PDF 10/02/2020
12 Annexure 1: NHRDN 110th Board Meeting National PDF 10/02/2020
13 Minutes of NHRDN 110th Board Meeting National PDF 10/02/2020
14 Gist of the discussions held on 18th October, 2019 at Bengaluru National PDF 25/10/2019
15 Minutes of NHRDN 109th Board Meeting National PDF 25/10/2019
16 Project of Value Proposition National PDF 25/10/2019
17 Project on Governance National PDF 25/10/2019
18 Project on Capability Building National PDF 25/10/2019
19 Project on Research and Academic Council National PDF 25/10/2019
20 Project on Technology National PDF 25/10/2019

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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?