...Presentation Overview Introduction Syllabus of Compensation and Benefits and PoA Methodology, Reference Text and Pre-read Evaluation Pattern and List of Assignments What is HR and HRD ? HR functions HR Philosophy and Approach for an Organization Human Resource Management Summary Tuesday, 29 July 2014 Self Introduction B. Sc. (Physics) and Masters in Administrative Management from JBIMS, Mumbai University IT experience across 3 organizations since 1985 Exposure in Manufacturing and Banking domains Career shift from technical to HR to operations Responsible for key client relationships and HR Currently working as Director for Nucsoft Ltd. Tuesday, 29 July 2014 Self Introduction Adjunct Faculty, Project Guide and Mentor at SIMSR Guest Faculty at FCRIMS, CIMSR, SSCMR and UBS Visiting Faculty for Compensation and Benefits at RIMSR, OIM, ITM, RGCMS and GNIMS Visiting Faculty for Organization Theory Structure and Design at RGCMS Visiting Faculty for Managing Change through Organization Development at SIESCOMS and OSB Visiting Faculty for Management Functions and Organizational Behavior at SIESCOMS and ITM Tuesday, 29 July 2014 About Nucsoft Started operations in Mumbai in 1994 Focus on BFSI Domain 350+ team and ISO 9001:2008 certified company Onsite/Offsite/Onshore/Offshore Software development and Production support Resourcing, Projects, Products and Solutions Major clients – Citi, HDFC Bank, Barclays...
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...Individual Assignment 4 - HRD Human Resource Development of professionals in an emerging economy You are an expatriate sent by SAP to one of the major construction companies in Tanzania. You have Debrah/Oforis article and USD 1 Mio to set up an “ideal” HRD-program for this company that should facilitate as a prime example in the whole industry. Draft your concept! Be as concrete as possible and mind your line of argumentation. It is usually the professional bodies that provide appropriate training and education to their members, which, however, mostly results in compartmentalisation, a very common and well-known problem in Tanzania and other developing countries. Therefore it may be more reasonable to rather establish systematic and coordinated training programs and a unified approach for each industry. Such a development of employees would ensure their ability to perform successfully in an international setting, enhance their productivity as well as competitiveness. Formerly, the Tanzanian government was expected to provide training and facilities. However in recent years the role of the private sector for financing and providing such training has more and more been acknowledged, since the sustainability of funding and with that the guarantee of a structured and continued training is essential and one of the biggest problems faced in HRD. Therefore it may be necessary to complement external funding with the development of domestic funding in order to secure and ensure...
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...Development Assignment For Post Graduate Diploma in Business Management By Krishan Naidoo Student Number: 134412 Word count: 4303 APPENDIX A: ASSIGNMENT COVER SHEET 2 ASSIGNMENT COVER SHEET Surname Naidoo Krishan First Name/s Student Number 134412 HRD Subject 2 Assignment Number Philip De Kock Tutor’s Name Nelspruit Examination Venue Date Submitted 15/04/2016 x Submission (√) First Submission .resubmission PO Box 1014 Postal Address E-Mail Lydenburg 1120 Knaidoo6@oldmutual.com (Work) 013 759 1772 (Home) Contact Numbers Course/Intake (Cell) 076 728 7268 PGDBM January 2016 Intake Declaration: I hereby declare that the assignment submitted is an original piece of work produced by myself. Signature: K.Naidoo Date: 15/04/2016 3 Table of contents 1. Assignment questions 2. Answers 3. Bibliography 4 QUESTION 1 (50) Individuals and organisations are entering an era where adapting to a developing learning society and a knowledge economy forge the way for many organisations. In the case above, Finland has realised the benefits of a knowledge-based economy. Bearing this in mind: 1.1 Critically discuss how effective HRD practices and an effective HRD strategy in the workplace can provide the levers of control for the future of a growing knowledge-economy in countries like South Africa, Russia and the country in which you reside. (30) 1.2 Discuss the impact of linking HRD to the...
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...initiative aimed at redefining its major businesses in light of the objective demands. The bureau envisions bringing about radical change in its performance by applying Business Process Reengineering as a main tool. To this end, the existing Human Resources Development (HRD) core process has been identified to be an important candidate for the reengineering initiative. An existence of a HRD system which systematically coordinates the continuous human resource development, motivates civil servant to high level of performance, and ensures that they continue to maintain their commitment is essential to the successful achievement of the regional institutions mission and vision. However, because of traditional operational focuses, the existing HRD system of the bureau has for long been engulfed with a number of managerial and functional inefficiencies. In view of this, the bureau has assigned team consisting of four members to assess the basic features of the existing HRD system and redesign a new process that can contribute to the realization of the required change of region. Finally the HRD redesign team of SRS Capacity Building Bureau has identified major and detail activities of HRD,...
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...Executive Summary The purpose of this paper is to…….. (This report has three purposes…) Table of Contents 1. Introduction 1 2. HRD Assessment needs 2.1 Theoretical discussion 2.2 Assessment needs at the Ambulance NSW services 2 3. Learning strategies 4 3.1. Theories 3.2. Application 4.Evaluation 6 4.1 Theories 4.2. Case application 5. Conclusion 7 6. Reference List 8 1. Introduction The Introduction should be a ‘roadmap’ of your report, stating the aim and the main points of your argument. 1.1 Background (brief introduction of the topic at hand –HRD) 1.2 Scope (Brief summary of the case study) 1.3 Aims (statement of purposes) 2. HRN Assessment needs It would be good if you divide this section into two parts. 2.1. Assessment of HRD needs This should include pure theoretical discussions about “Assessment of HRD needs” (What is it? Why is important? How should it be done? All arguments need to be supported by suitable sources. Arguments from common sense will not be accepted. 2.2. Recommendations to the Ambulance NSW You will need to investigate how they have conducted HRD assessment. Then, based on your studies/research, what recommendations could you provide? This has to be based on theories (2.1) Arguments from common sense such as ‘I think, In my opinion” are not acceptable. 3. Learning strategies This section is related to Chapter 9 and Chapter 10 This section can also be divided into few parts. 3.1 Theoretical discussions ...
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...(Registration No.) Quezon City, Philippines ASSIGNMENT Review Question * Describe the relationship between HR and HRD functions in a large organization. How might a small organization handle the responsibilities of these two areas? * The work of human resources departments encompasses a wide range of functions, and large organizations may have many HR professionals on staff. Generally HR functions are split into two broad categories. One, usually called HR management, or just HR, is concerned with the day-to-day operation of a company. HR development, or HRD, has a more forward-looking role. * The types of tasks that might come under the human resources management category include compensation, payroll issues, benefits management and day-to-day employee relations. Human resources professionals from this category would be involved in any dispute that an employee has with management. They would also be involved in hiring and firing. These types of tasks can be described as routine and administrative. By contrast, human resources development concerns itself with strategic thinking about the workforce. Therefore training needs, industrial psychology and driving productivity gains would all be the province of HRD. Professionals working in this area do sometimes concern themselves with the individuals’ needs in an organization, but they more often consider the workforce needs of the company as a whole. In a large organization, HRM and HRD functions will be carried out by different...
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...Hyderabad and Mumbai. Interview Venue: 5th & 6th Floor, Corporate One (Baani Building), Plot No.5, Commercial Centre, Jasola, New Delhi- 110025. – 7TH OF SEPTEMBER 2014. You will be pleased to know that Company Hr. team has advise you in the selection panel that your Application can be progress to final stage. You will come to Company office in Delhi. Your offer letter with double Air Tickets (plus return tickets) will be sent to you by courier before date of interview. The Company can be offering you as salary with benefits for this post 75,000/- to 3, 50,000/-P.M. + (HRA + D.A + Conveyance and other Company benefits. The designation and Job Location will be fixed by Company HRD at time of final process. You have to come with photo-copies of all required document REQUIRED DOCUMENTS BY THE COMPANY HRD. 1. Photo-copies of Qualification Documents. 2. Photo-copies of Experience Certificates (If any) 3. Two Passport Size Photograph You are to make a REFUNDABLE cash security deposit of Rs.17, 700 /-(Seventeen Thousand and...
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...A GUEST LECTURE ON HRD AND PERSONNEL MANAGEMENT By P.B.S. KUMAR B.Sc.MA(PM),MA(Ind.Eco.),MBA(HR),BGL,DLL,PGDIRPM A BRIEF NOTES ON HRD IN INDIA STRATEGIC OVERVIEW Human resources can be viewed as the same of knowledge, skills, attitudes, commitment values and the like of people of an organization. Development is acquisition of capabilities that are needed to do the present job, or the future expected job. Human Resource Development is a positive concept in human resource management. The purpose of Human Resource Development is to enhance an employee’s capacity to successfully handle greater responsibilities, through formal or informal means. Any effective HRD programme must satisfy the needs of an organization. To this end, management must outline the needs of the organization and convert them into objectives with a view to formulate a workable programme. The purpose of this chapter is to help the student understand the basic concepts, principles and practices of HRD. INTRODUCTION; People are the real assets of an organization. If treated well, they can take organizations to commanding heights. Two plus two could be four or even ten. Organisation are generally, driven by a set of predetermined goals. They employ physical, financial and human resources in order to achieve the goals. These goals have no meaning unless people understand the underlying philosophy, translate them into concrete action plans and pur ktheir heart while realizing the targets. Organisation,...
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...Assignment on HRM Introduction Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives Objectives of HRM Whilst the precise HR objectives will vary from business to business and industry to industry, the following are commonly seen as important HR objectives: |Objective |HR Actions | |Ensure human resources are employed|Pay rates should be competitive but not excessive | |cost-effectively |Achieve acceptable staff utilisation | | |Minimise staff turnover | | |Measure returns on investment in training | |Make...
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...Colour coding HRD, Samsung style It could well be a resort. It is, though in a different sort of way. The complex, located on rolling hills an hour's drive from Seoul, is Samsung's Human Resources Development (HRD) Centre, the place where the South Korean giant forges the mind and heart of its employees to its philosophy. Samsung takes its people seriously. It is constantly preparing them, at every level, for the rapidly changing world market that throws up ever-changing challenges. Employees of all the 70-plus companies of the group at one time or the other come here to be inspired and to learn to think out of the box.. Indeed, so serious is Samsung about its people thinking differently and spontaneously that it has designed the campus unlike any other. While many training/excellence centres recreate the college campus, Samsung has ideated differently, colour-coding its values and integrating them all over the campus so that these values get hard-wired among the trainees. If for people, it is Purple, it is Blue for Excellence, Red for Change, Green for Integrity and Orange for Co-prosperity. But the predominant theme in the campus is Green, emphasising the company's commitment to integrity. As Mr Ja Hwan Song, Vice-President, Globalisation Team, HRD Centre, recently told a group journalists from India, the people philosophy is quite simply giving them a wealth of opportunities to reach their full potential. Realising that change is a constant and the innovation is...
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...Gujarat Technological University MBA Semester - IV Syllabus for MBA Programme effective from the Academic Year 2009-10 onwards The course curriculum and syllabus for MBA of Gujarat Technological University are devised considering the norms of AICTE/UGC. While preparing the syllabus, the syllabi of different national level universities/institutions have been taken into account. This syllabus has endeavoured to strike a balance between theory and practice and classic and contemporary concepts. The MBA programme of Gujarat Technological University (GTU) will be conducted on a semester basis with four semesters spread over two academic years. The duration of each semester will be around 15 weeks. In each semester there will be seven courses/subjects. In the first year all the 14 courses are compulsory. In the second year there will be three types of courses, namely, compulsory, electives and sectorial specialisation. The MBA programme will have four electives, namely, Marketing, Finance, Human Resource and Information Systems. A student can choose any one of the four electives. There will be five sectorial specialization areas, namely, Retail, Pharmaceutical and Healthcare, Rural and Cooperatives, Public Systems and Policy, and Banking and Insurance. A candidate has to opt for one of the sectorial areas. In each semester of the second year there will be three compulsory courses, three electives and one sectorial course, thus making a total of six compulsory courses, six elective...
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...APU HRMT 416 Entire Course IF You Want To Purcahse A+ Work then Click The Link Below For Instant Down Load http://www.hwprofile.com/?download=apu-hrmt-416-complete-course IF You Face Any Problem Then E Mail Us At JOHNMATE1122@GMAIL.COM All Discussions,Quizes,Assignments And Final Paper Question Topic for Discussion: Human resource development, as we discussed, can be a stand-alone function, or it can be one of the primary functions within the HRM department. How is training conducted in your organization? Briefly discuss with your fellow classmates and formulate ways that training and HRD can be improved upon in your department or organization. Forum Rubric (Link) Instructions: Your initial post should be at least 250 words. Please respond to a minimum of 2 students. Include a minimum of (3) references or sources to support your ideas, arguments, and opinions. Responses should be a minimum of 100 words and include direct questions. Please review the forum grading rubrics in order to understand your responses in the forum will be graded. WEEK 2 Topic for Discussion: This week’s lesson deals with different learning styles and the adult learning model or andragogical learning models. How is learning facilitated in your organization or workplace? Are training needs met in your opinion? If so how? If not, how could they be improved? Forum Rubric (Link) Instructions: Your initial post should be at least 250 words. Please respond to a minimum of 2 students...
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...examples of task analysis provided in the text: Texas Instruments & Boeing, briefly explain how useful the task analysis was in these cases? In the Texas Instrument’s case: Task Analysis was used to develop a train-the-trainer program. A five step approach was to task analysis was used: 1. List typical tasks, 2. Survey staff, 3. Observe the classroom, 4. Conduct structured interviews, 5. Prepare and present a final report. Use of the task analysis allowed for input from all stakeholders, use of multiple methods, rating of tasks, view of broad perspective. The Task Analysis Process includes: Overall Job Description; Task identification; Identify What I Takes to Do the Job; Identify the Areas That Cam Most Benefit from Training or HRD; Prioritize Training Needs. Conversely, Boeing used the Task Analysis approach to assess expert CAD-CAM user’s thinking fo solving problems, dealing with uncertainty, and minimizing risk 4. Is a performance appraisal the same as person analysis? Why or Why not? No they are...
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...Birmingham Business School Student ID Number: 1258841 Programme: MSc Human Resource Management Module Title: Training and Development Assignment Title: The benifits and barriers of employers adopt strtegic approach to Human Resource Development. Module Leader: Helen Rainbird Deadline: 10/12/2012 Total words (except reference): 2137 Introduction: ‘The number of countries affected, the volume of trade, and the rate of growth are far greater than in any previous phase’ (Stark, 2005). ‘Inevitably globalization is having a huge impact on the role, nature, and purpose of HRD in organizations of all sizes and sectors across the world’ (2009, David Mankin), Globalization is the characteristic of New Economy, it provide a broader opportunities to new economy development. As an organization, employers must consider a strategic process to compete with other competitors and survive under globalization underground. Organisation need ever-improving performance to survive and prosper in today’s competitive world: individual and organisational performance improvements are the keys to competitive advantages. (Raymond J.Stone 2008). A formal planning procedure and a right position in the competitive arena have been seen as the main strategic concerns of the top management. (Mikko Luoma, 2000). With the time passed from the early days of strategic management, there are some evolution has taken place in strategy (Mikko Luoma, 2000). As David Mankin mentioned in his book...
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...TRAINING & DEVELOPMENT NEEDS APPROACH TO IDENTIFICATION A TRAINING AND DEVELOPMENT Needs Assessment is a systematic exploration of the way things are and the way they should be. These "things" are usually associated with organizational and/or individual performance . WHY design and conduct a Needs Assessment? We need to consider the benefits of any Human Resource Development (HRD) intervention before we just go and do it: * What learning will be accomplished? * What changes in behavior and performance are expected? * Will we get them? * What are the expected economic costs and benefits of any projected solutions? We are often in too much of a hurry. We implement a solution, sometimes but not always the correct intervention. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. We need to do the same for Human Resource Development. The largest expense for HRD programs, by far, is attributable to the time spent by the participants in training programs, career development, and/or organization development activities. ==================================================================== METHODS OF TRAINING NEEDS IDENTIFICATION In addition to -PERFORMANACE APPRAISAL there are other methods like -ONE TO ONE INTERVIEWS [ in person / by telephone] [ one to one information gathering] -FOCUS GROUPS [meetings of individuals...
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