Human Resource Management
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This document discusses the challenges of human resource development. It defines human resource development as the process of helping people acquire skills and increase their knowledge, competencies, and performance. Some key challenges it identifies include aligning HR with business goals, managing a changing workforce with different demographics, competing globally, eliminating skills gaps, and facilitating lifelong learning. It also discusses the competencies needed for HR managers to address these challenges, such as flexibility, communication skills, leadership, and cultural understanding. The overall goal of addressing these challenges is to help organizations achieve profitability and capability growth.
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This document discusses HR practices in India and the problems faced by HR managers. It outlines the responsibilities of HR managers, which include effectively managing people, linking appraisal to competencies, developing competencies, and managing various HR processes. It then discusses the challenges faced by HR managers in an era of globalization, such as managing a diverse workforce and outsourcing. Finally, it lists several problems faced by HR managers, such as racial/ethnic demographics, requirements around immigrant workers, and talent management issues.
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Human resources management (HRM) involves acquiring, training, evaluating, and compensating employees to help organizations achieve their objectives. It is an integral part of management that is people-oriented and aims to maximize both personal and organizational goals. The scope of HRM includes industrial, welfare, personal, functional, organizational, and social aspects. Objectives include assessing staffing needs, training requirements, and using human resources optimally. HRM helps place employees in an organization and faces challenges from changing external and internal environments. Looking ahead, the next 5-10 years will involve understanding varied worker qualifications, engaging an evolving workforce, and aligning technology with strategic management globally.
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1. CONCEPT
2. DEFINE HRM
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5. NATURE OF HRM
6. SCOPE OF HUMAN RESOURCE MANAGEMENT
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HRM has evolved from early concepts in ancient India and labor commissions to incorporate functions like industrial relations, apprenticeships, and mandatory job vacancy notifications. It has expanded beyond its personnel management origins to place greater emphasis on
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2. DEFINE HRM
3. ROLE OF HRM
4. FUNCTIONS OF HRM
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This document provides an overview of human resource management (HRM). It defines HRM as the process of acquiring, retaining, terminating, developing and using human resources to achieve organizational objectives. The document outlines the meaning, definitions, objectives, nature, features, importance, process, recent trends, roles, duties, scope and functions of HRM. It also discusses the qualifications needed for a human resource manager.
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HR faces many challenges as business expands globally including balancing different cultures, employment laws, customs, and business practices. Finding and retaining the best skilled employees across countries is difficult. Embracing new technologies also poses challenges for HR as large amounts of data must be stored and people increasingly work remotely. HR must effectively manage change, align employees with strategic goals, develop human capital, and respond to shifting market conditions.
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The document discusses the challenges facing HRM professionals. It outlines 10 key challenges: 1) managing talent, 2) managing the workplace, 3) leadership development, 4) managing change, 5) communication focus, 6) high performance work culture, 7) enterprise software, 8) understanding business factors, 9) understanding HR policies and practices, and 10) creating a learning organization. The document emphasizes the importance of aligning HR strategy with business strategy, developing talent and leaders, engaging employees, and adapting to macro-level changes in order to help organizations achieve competitive advantage.
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The document discusses the changing role of the HR manager in organizations. It describes the HR manager's roles as an information source, specialist, service provider, strategist, change agent, controller, and problem solver. As a strategist, the HR manager contributes to organizational objectives and ensures HR objectives align with business goals. As a specialist, the HR manager identifies capability gaps and works to fill them through training and resources. As a change agent, the HR manager champions change, adapting the organization and minimizing employee dissatisfaction. The document also discusses the HR manager's roles as an internal consultant, developing employee growth and relations, and as a facilitator between employees and management.
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8 hrd challenges
1. HRD is a subsection of HRM that focuses specifically on employee skills development and personal growth, whereas HRM deals with broader human resources functions like recruitment and compensation.
2. HRD aims to help employees acquire new competencies, increase their knowledge and skills, and improve performance through training programs, mentorships, and other development activities.
3. The goals of HRD are to qualitatively grow employees, build their competencies, and maximize organizational productivity and efficiency.
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This document discusses key trends in global human resource management, including the rise of virtual teams, managing talent across borders, and balancing cultural differences in multinational companies. It provides expected changes in these areas and recommendations for how HR can help organizations prepare, such as providing cultural training, evaluating flexible work policies, and understanding employment laws in different countries.
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The document discusses the evolution of human resource management (HRM) from a personnel management perspective to a strategic approach. It outlines that organizations now view employees as human capital rather than a commodity. Effective HRM involves attracting, developing, and retaining talent to achieve organizational goals. The document also highlights the changing nature of HRM functions such as strategic planning, training, compensation to develop and maintain a skilled workforce in a rapidly changing environment.
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Human resource management involves acquiring, selecting, utilizing, compensating and maintaining human resources in an organization. It includes forecasting future human resource needs, monitoring external forces, aligning HR plans with organizational objectives, demand and supply forecasting, and implementing HR plans through recruitment, selection, placement, training and other programs. Key aspects of HR management are job analysis, job description, job specification, and staffing.
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The document discusses the concepts of career, human resource development (HRD), and the evolution of the personnel function in organizations. It provides details on the features and benefits of HRD, as well as the mechanisms used for HRD, including performance appraisal, training, rewards, and organization development. HRD aims to develop employees' competencies at individual, group, and organizational levels to improve performance and organizational effectiveness.
Chapter 1. Fundamental Human resource Management
This document discusses 6 key challenges facing human resources management: 1) responding strategically to competitive changes, 2) competing, recruiting, and staffing globally, 3) setting and achieving corporate social responsibility and sustainability goals, 4) advancing HRM with technology, 5) containing costs while retaining top talent and maximizing productivity, and 6) leveraging diversity. It provides examples and explanations of each challenge and how HR managers can address issues like globalization, technology changes, cost containment, and diversity.
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This document provides an overview of human resource management (HRM). It begins with an introduction and definitions of HRM. It describes the wide scope of HRM, which covers all major activities in an employee's work life from hiring to departure. Key differences between personnel management and HRM are outlined. The functions of HRM include staffing, development, compensation, and integration. Objectives of HRM are to meet societal, organizational, functional, and personal goals. The evolution of HRM in India from welfare to a business partner role is reviewed. Studying HRM is important because people are an organization's core strength and competitive advantage.
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Suggestions for improvements for the challenges faced by hrm
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This document discusses emerging challenges for HR professionals. It begins by quoting Peter Drucker and Jack Welch on the need to adapt to changes and field the best players. The main challenges identified are environmental factors like technology changes and globalization. Organizational challenges include cost-cutting and restructuring. Cultural challenges involve managing diversity. HR must develop strategies aligned with business goals and capabilities. Key roles involve developing intellectual capital, managing careers and conflicts, transferring knowledge, and fostering creativity.
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Human resource management involves managing an organization's workforce, including recruiting, training, compensating employees. It aims to develop employee skills and knowledge to contribute to organizational success, treating employees as a resource rather than a cost. Personnel management differs in that it focuses only on legal employment aspects and views employees as economic beings, while HRM sees the whole human being. Key qualities for HR managers include communication, analytical and decision making skills to help motivate employees and advise leadership.
HRM Overview.pdf
This document provides an overview of human resource management. It defines HRM and its relevance for individuals and organizations. It outlines the key learning objectives and functions of HRM like recruitment, selection, training, performance management, and compensation. It discusses the changing priorities and roles of HR from transactional to transformational. The document also addresses myths and realities of HRM, the roles and responsibilities of HR managers versus line managers, and a people management sheet covering important HR topics.
Introduction
This document provides an overview of educational technology and human resource development. It discusses how HRD helps organizations maximize productivity through developing human resources. It also outlines the role of technology in training, trends in HRD focusing on continuous learning and development, and key areas of HRD including training, career development, and organization development.
1 hrm concept
This document defines human resource management (HRM) and discusses its key aspects. HRM involves acquiring, training, appraising, and compensating employees to achieve organizational goals efficiently. The document outlines HRM functions like recruitment, training, performance management, and compensation. It discusses the importance of HRM at the enterprise, individual, societal and national levels. Finally, it covers the history, evolution, scope, policies and approaches of HRM.
organization and HRD management
This document defines and compares human resource development (HRD) and human resource management (HRM). It states that HRD refers to training and developing employees to increase their knowledge, skills, and abilities. The goal of HRD is to strengthen employee performance and make them better at their jobs through continuous development. HRM meanwhile is defined as effectively utilizing employees to achieve organizational goals. Key differences between HRD and HRM outlined are that HRD is more proactive and focused on ongoing employee development, while HRM is a broader management function concerned with people management policies.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, coaching, performance management and organization development.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills, knowledge, and abilities through training programs, career development opportunities, and performance management. The goal of HRD is to build a superior workforce to help both employees and the organization achieve their work goals and serve customers.
Introduction to hrd
The document provides an introduction to human resource development (HRD). It discusses why HRD is essential due to changing organizational needs and environments. HRD involves developing employee skills and aligning HR practices with business strategies. The goal is to build human capital and develop the workforce so that both employees and the organization can achieve their goals. HRD activities include training, career development, coaching, and organizational development.
What is the Role of an HR Consultant? Keshav Encon
HR Consultants are great communicators and have an in-depth knowledge and understanding of human capital, Human Resources Management, and business processes. They consult for businesses on a number of different areas within the personnel field.
Module 1 human resource management
To successfully manage human resources, individuals need personal credibility, business knowledge, understanding of the business strategy, technology knowledge, and the ability to deliver HR services.
Human resource management practices should be evidence- based, that is, based on data showing the relationship between the practice and business outcomes related to key company stakeholders (customers, shareholders, employees, community). In addition to contributing to a company’s business strategy, human resource practices are important for helping companies deal with sustainability, globalization, and technology challenges. Global challenges include entering international markets, immigration, and offshoring. Technology challenges include using new technologies to support flexible and virtual work arrangements, high-performance work systems, and developing effective e-HRM practices and human resource information systems.
Chapter 1.pptx
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
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What is the Role of an HR Consultant? Keshav Encon
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Comparing Stability and Sustainability in Agile Systems
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
原版制作(澳洲WSU毕业证书)西悉尼大学毕业证文凭证书一模一样
学校原件一模一样【微信：741003700 】《(澳洲WSU毕业证书)西悉尼大学毕业证、文凭证书》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Integrity in leadership builds trust by ensuring consistency between words an...
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Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
原版制作(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单一模一样
学校原件一模一样【微信：741003700 】《(CDU毕业证书)查尔斯达尔文大学毕业证PDF成绩单》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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The Management Guide: From Projects to Portfolio
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Credit-Management seminar for cooperative power point presentation
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在线办理(UVic毕业证书)维多利亚大学毕业证录取通知书一模一样
学校原件一模一样【微信：741003700 】《(UVic毕业证书)维多利亚大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
文凭办理流程：
1客户提供办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：微信95270640我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
7完成交易删除客户资料
高精端提供以下服务：
一：皇后大学皇后大学毕业证文凭证书全套材料从防伪到印刷水印底纹到钢印烫金
二：真实使馆认证（留学人员回国证明）使馆存档
三：真实教育部认证教育部存档教育部留服网站可查
四：留信认证留学生信息网站可查
五：与学校颁发的相关证件1:1纸质尺寸制定（定期向各大院校毕业生购买最新版本毕,业证成绩单保证您拿到的是鲁昂大学内部最新版本毕业证成绩单微信95270640）
A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径但认证只是个体行为不是所有留学生都操作所以没有办理认证的留学生的学历在国内也是查询不到的他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单就有了使用价值。娃拒绝父亲送说往车上一躺就等着下车决无丢失的道理有手机在身联系也方便再说他都岁了还有大半车的小伙伴相伴他不怕在父亲千叮咛万嘱咐中山娃依依不舍地爬上车朝窗外不住地挥手别了父亲别了父亲的城别了我的暑假生活我的城市生活望着窗外挥舞的大手还有那张微驼的背一向坚强的山娃禁不住泪如雨下当我坐下来想写这封信时“感恩两字在我脑海中回旋很幸运我有这样的机会能将埋在心底深深的感激之情得以表达从婴儿的“哇哇坠地到哺育听
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
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20240608 QFM019 Engineering Leadership Reading List May 2024
Employment Practices Regulation and Multinational Corporations
Employment Practices Regulation and Multinational Corporations
Human Resource Management
- 1. S.LAKSHMI CHALLENGING FORCES WHICH INFLUENCES IN HUMAN RESOURCES DEVELOPMENT
- 2. ABSTRACT "A philosophy of people management based on the belief that human resources are uniquely important to sustained business success. HRD (Human Resource Development) is the process to help people to acquire competencies and to increase their knowledge, skills and capabilities for higher performance and productivity. It is hoped that will provide HR professionals with a clear understanding and awareness of the various challenges in managing effective HR training and development.
- 3. According to DALE YODER , “HRM effectively describes the process of planning and directing the application development and utilisation of human resources in employment”
- 4. All other resources of an organisation merely exist, human resources alone alive. It has created the other resources. Human resources can think and act. It can be emotional. It can be motivated to work.
- 5. The part of human resources management that specifically deals with training and development of the employees. HRD includes train an individual after their first hired, providing oppurtunities to learn new skills, distributing resources that are beneficialfor the employees task and any other development activities.
- 6. HR managers handle personnel decisions including hiring, position assignment, training, benefits and compensation. Their knowledge level, attitudes and skills play a critical role. In addition to the HR staff, line manager, top management and other strategic person like union representative should also possesses the right awarness, attitudes and skills.
- 7. Providing councelling Link between the individuals in the organisation Act as a spokeman Introduce changes without any resistance Advice the line manager
- 8. Academic Qualification Good Communication Skills Solve Complex Problems Arrive on Immediate Solution Motivate the Employees Lead the Employees
- 9. Friendly approach Fair and honest Dynamic person Good retention capacity Clarity in decesion making
- 10. One of the constant challenges faced is to align HR to business:
- 11. Changing workforce demographics Competing in global economy Eliminating the skills gap Need for lifelong learning Need for organizational learning Managing the performance of employees Training and development Achieving the ultimate goal
- 12. Knowledge of new practice Environment change Global competitiveness Profitability Capability focus Change Technology Managing the managers Cultural and attitude Life style
- 13. In the face of such challenges faced by HR professionals a question arised as, to what copetencies and HR manager need to equip them in order to survive in the turpulant phase of globalisation.
- 14. The following are the competencies… Flexibility Team work Communication Decisiveness Leadership Strategic planning Network building
- 15. Client service orientation Self confidence Sharing of expertise Global and cultural understanding Multiple language competencies
- 16. The challenges faced by the employers and organizations in the effective management of HR varied from concepts about the lack of intellectual HR professionals to manage HRT&D activities, coping with the demand for knowledge workers and fostering learning and development in the work place. INBI2004@gmail.com