The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
The SHRM India HR Awards were established in 2012 to recognize organizations that prioritize people management and view human capital as a key business driver. The 2014 awards saw a large number of nominations and introduced an international category for South Asia and the Middle East. SHRM India aims to enhance HR capabilities in the region and has partnered with Sri Lanka's HR association. The document congratulates all award winners and invites participants to the 2015 conference and awards.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Employee’s training and development for optimum productivityAlexander Decker
This document discusses a study on the contributions of the Industrial Training Fund (ITF) in Nigeria to employee training and development. The study found that since its inception, ITF has contributed significantly to workforce development in Nigeria through various programs, including direct training for public and private sector employees, reimbursement and grant schemes, student industrial work experience programs, and research and consultancy services. The document recommends that more funding be provided to ITF to expand its programs and that special training be organized through ITF to develop skills and raise entrepreneurs among the unemployed.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
The SHRM India HR Awards were established in 2012 to recognize organizations that prioritize people management and view human capital as a key business driver. The 2014 awards saw a large number of nominations and introduced an international category for South Asia and the Middle East. SHRM India aims to enhance HR capabilities in the region and has partnered with Sri Lanka's HR association. The document congratulates all award winners and invites participants to the 2015 conference and awards.
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Employee’s training and development for optimum productivityAlexander Decker
This document discusses a study on the contributions of the Industrial Training Fund (ITF) in Nigeria to employee training and development. The study found that since its inception, ITF has contributed significantly to workforce development in Nigeria through various programs, including direct training for public and private sector employees, reimbursement and grant schemes, student industrial work experience programs, and research and consultancy services. The document recommends that more funding be provided to ITF to expand its programs and that special training be organized through ITF to develop skills and raise entrepreneurs among the unemployed.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
Dr. M M Bagali has over 15 years of experience teaching management and human resources at the postgraduate level. He holds a PhD in Social Work with a focus on human resources and a second PhD in Management Sciences with a focus on empowerment. Dr. Bagali has published over 80 research papers and received several awards for his teaching and research work, including the AICTE Career Award and being named an Accredited Management Teacher by the All India Management Association. Currently, he serves as the Dean of the MBA program at New Horizon College of Engineering in Bangalore, India.
IIM Rohtak is the 8th Indian Institute of Management located in Rohtak, Haryana. [1] It aims to become a global leader in management education and develop leaders with professional focus, social commitment, and strong value systems. [2] Currently operating from a transit campus at Maharshi Dayanand University, IIM Rohtak is led by Director Dr. P Rameshan and plans to move to a new 200-acre campus. [3] The Institute focuses on holistic student selection, industry-aligned pedagogy including case studies, and strong industry relations through its IRC cell.
Indus Business Academy (IBA), Bangalore is one of the top MBA colleges in Bangalore, one of the top 1% colleges in India and one among the only 20 out of more than 5000 colleges in India to receive an International Accreditation by IACBE. World Consulting & Research corporation (WCRC) has certified IBA (process evaluated by KPMG) as one of Asia’s fastest growing Institutes. Media publications like Competition Success Review (CSR), Business India, DainikBhaskar among others have consistently ranked IBA amongst the top B-Schools in Bangalore and India.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
This document discusses training and development in organizations. It begins by defining training and development, noting that training refers to providing new skills for current jobs while development prepares employees for future roles.
It then discusses different objectives of training including individual, organizational, functional, and societal objectives. Traditional training approaches are compared to modern approaches, emphasizing how organizations now view training as a retention tool rather than just a cost.
Finally, the conclusion states that training and development are important for building a skilled workforce and sustaining organizational effectiveness in human resource management. Evidence shows that ongoing training can help organizations maintain a knowledgeable workforce and competitive advantage.
Indian Institute of Management Rohtak is a business school located in Haryana, India. It offers various postgraduate and executive education programs. Under the leadership of Chairman Ravi Kant and Director Prof. P Rameshan, IIM Rohtak has grown to include 23 full-time faculty members, 32 part-time faculty, and a final year batch of 145 students. The school has received several awards for its innovative teaching methods and strong industry connections through guest lectures and live projects.
This report analyzes the organizational behavior and culture of Air Deccan Airlines. It discusses how Air Deccan pioneered low-cost air travel in India through innovations like affordable ticket prices starting at 1.6 rupees. The report examines Air Deccan's innovative, aggressive, and outcome-oriented organizational culture. It also analyzes Air Deccan's clan and market cultures, SWOT factors, PEST impacts, and the positive and negative effects of its culture on the organization. The conclusion states that Air Deccan set an example of creating a sustainable organizational culture through integrated teams, systems, and innovative ideas.
TRAININGg & DEVELOPMENT at tata group and tata motorsUsha Bhadoria
The document discusses training and development practices at Tata Group. It explains that Tata aims to develop leaders within the company through various programs, including the Tata Management Training Centre (TMTC) and Tata Administrative Services (TAS). TMTC provides over 250 training programs annually using internal and external faculty to develop skills. TAS is a 12-month leadership development program that provides cross-functional experience through assignments. Tata Motors also runs extensive training initiatives, including skill development programs, to train 40,000 people in automotive skills over three years.
This document discusses leadership and management across cultures at Kingfisher Airlines. It begins with an introduction to Kingfisher and its focus on innovation and differentiation. It then profiles Vijay Mallya, the CEO of Kingfisher, highlighting his visionary leadership and traits that have led the company to success on a global scale. The next sections cover managing diversity in culture at Kingfisher, applicable leadership theories, transformational leadership style, and strategies for customer retention. Recommendations are made to further develop employees and maintain Kingfisher's leadership position in the aviation industry.
This document discusses Air Deccan, India's first low-cost airline. It acknowledges those who helped with the report and thanks the college for providing a diverse learning environment. The abstract notes that Air Deccan adopted a no-frills, low-cost business model and was able to grow rapidly but also faced operational issues as it expanded. Section 1 provides background on the growth of the Indian aviation industry and low-cost carriers in India, noting Air Deccan was the first such airline and aimed to offer low fares to stimulate demand.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
1) The document discusses human resource development initiatives in the tourism industry in India, using Air India Ltd. as a case study.
2) It analyzes data collected from a questionnaire distributed to 100 employees of Air India Ltd. to understand their perceptions of the company's human resource practices.
3) The results show that most employees feel top management does not treat human resources as an important factor or utilize employees' full potential, and that there is a need to restructure the organization's human resource development programs.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
This document discusses a project by Sonali Sarmista Mohanty, Swati Sagarika Brahma, Soubhagya Kumar Jena, Naresh Kumar Naik, and Subrat Kumar Mishra. It summarizes the history and goals of NTPC, a public sector power utility established by the Government of India in 1975 to address the country's electricity needs. NTPC believes in achieving excellence through developing its over 25,000 employees based on an integrated HR strategy focused on competence building, commitment building, culture building, and systems building.
The document provides information about the batch profile of students admitted to the Indian Institute of Management Rohtak for the 2014-16 academic years. It includes statistics on the academic backgrounds, work experience, specializations and achievements of the 79 students in the batch. The batch has diverse educational qualifications ranging from engineering, commerce to sciences. Most students have 0-2 years of work experience with a few having more than 4 years of experience. The most popular specializations among the students are finance, marketing and operations. The profiles also list some of the achievements and accomplishments of individual students.
1. India has complex human resource policies governed by multiple ministries and laws that regulate employment. The laws aim to protect workers but are criticized as being too rigid.
2. Common critiques include that rigid provisions in laws like the Industrial Disputes Act hamper job growth and encourage firms to stay small. Additionally, having many regulating bodies leads to disintegrated and inefficient laws.
3. Recommendations include providing more flexibility in labor laws to boost employment, expanding the scope and competencies of dispute resolution bodies, and reducing excessive and overlapping laws and enforcement agencies.
Case study of nestle training and developmentSachin Kharecha
Nestle is a global organization with operations in almost every country. They emphasize developing human capacity through training programs at all levels. Nestle's culture promotes lifelong learning and individual development. They offer extensive on-the-job, local, and international training programs. The goal is to provide opportunities for every employee to reach their full potential and develop skills for a changing world. This benefits both the individual employees and Nestle as a company.
Infosys was co-founded in 1981 and has grown to employ over 160,000 people. It provides extensive training programs for new and experienced employees at its large training center in Mysore, which can accommodate over 4,500 trainees at once. Infosys also has a leadership institute that trains employees for advanced roles.
This document summarizes a study on the organizational culture of Symbiosys Technologies in Visakhapatnam, India. It was submitted by Sharmila Timmala in partial fulfillment of the requirements for a Bachelor of Business Administration degree under the guidance of Mrs. Rajeswari Eerni. The study assesses the existing organizational culture and its impact on employee behavior through surveys of 100 employees. It aims to provide an accurate assessment of the culture from employee perspectives and understand factors like employee relationships, feelings toward management, participation in decision-making, and motivations.
This document provides information about K. Renuka Patnaik's summer internship project on human resource development at Hindalco Industries Limited in Hirakud Smelter. It includes a certificate from the guide, Dr. Srinibash Dash, declaring the project was genuine research. It also contains a declaration by K. Renuka Patnaik that the project report is an original record of observations and surveys conducted at Hindalco. The preface explains the project aims to understand modern HR concepts like performance appraisal and training & development.
Dr. M M Bagali has over 15 years of experience teaching management and human resources at the postgraduate level. He holds a PhD in Social Work with a focus on human resources and a second PhD in Management Sciences with a focus on empowerment. Dr. Bagali has published over 80 research papers and received several awards for his teaching and research work, including the AICTE Career Award and being named an Accredited Management Teacher by the All India Management Association. Currently, he serves as the Dean of the MBA program at New Horizon College of Engineering in Bangalore, India.
IIM Rohtak is the 8th Indian Institute of Management located in Rohtak, Haryana. [1] It aims to become a global leader in management education and develop leaders with professional focus, social commitment, and strong value systems. [2] Currently operating from a transit campus at Maharshi Dayanand University, IIM Rohtak is led by Director Dr. P Rameshan and plans to move to a new 200-acre campus. [3] The Institute focuses on holistic student selection, industry-aligned pedagogy including case studies, and strong industry relations through its IRC cell.
Indus Business Academy (IBA), Bangalore is one of the top MBA colleges in Bangalore, one of the top 1% colleges in India and one among the only 20 out of more than 5000 colleges in India to receive an International Accreditation by IACBE. World Consulting & Research corporation (WCRC) has certified IBA (process evaluated by KPMG) as one of Asia’s fastest growing Institutes. Media publications like Competition Success Review (CSR), Business India, DainikBhaskar among others have consistently ranked IBA amongst the top B-Schools in Bangalore and India.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
This document discusses training and development in organizations. It begins by defining training and development, noting that training refers to providing new skills for current jobs while development prepares employees for future roles.
It then discusses different objectives of training including individual, organizational, functional, and societal objectives. Traditional training approaches are compared to modern approaches, emphasizing how organizations now view training as a retention tool rather than just a cost.
Finally, the conclusion states that training and development are important for building a skilled workforce and sustaining organizational effectiveness in human resource management. Evidence shows that ongoing training can help organizations maintain a knowledgeable workforce and competitive advantage.
Indian Institute of Management Rohtak is a business school located in Haryana, India. It offers various postgraduate and executive education programs. Under the leadership of Chairman Ravi Kant and Director Prof. P Rameshan, IIM Rohtak has grown to include 23 full-time faculty members, 32 part-time faculty, and a final year batch of 145 students. The school has received several awards for its innovative teaching methods and strong industry connections through guest lectures and live projects.
This report analyzes the organizational behavior and culture of Air Deccan Airlines. It discusses how Air Deccan pioneered low-cost air travel in India through innovations like affordable ticket prices starting at 1.6 rupees. The report examines Air Deccan's innovative, aggressive, and outcome-oriented organizational culture. It also analyzes Air Deccan's clan and market cultures, SWOT factors, PEST impacts, and the positive and negative effects of its culture on the organization. The conclusion states that Air Deccan set an example of creating a sustainable organizational culture through integrated teams, systems, and innovative ideas.
TRAININGg & DEVELOPMENT at tata group and tata motorsUsha Bhadoria
The document discusses training and development practices at Tata Group. It explains that Tata aims to develop leaders within the company through various programs, including the Tata Management Training Centre (TMTC) and Tata Administrative Services (TAS). TMTC provides over 250 training programs annually using internal and external faculty to develop skills. TAS is a 12-month leadership development program that provides cross-functional experience through assignments. Tata Motors also runs extensive training initiatives, including skill development programs, to train 40,000 people in automotive skills over three years.
This document discusses leadership and management across cultures at Kingfisher Airlines. It begins with an introduction to Kingfisher and its focus on innovation and differentiation. It then profiles Vijay Mallya, the CEO of Kingfisher, highlighting his visionary leadership and traits that have led the company to success on a global scale. The next sections cover managing diversity in culture at Kingfisher, applicable leadership theories, transformational leadership style, and strategies for customer retention. Recommendations are made to further develop employees and maintain Kingfisher's leadership position in the aviation industry.
This document discusses Air Deccan, India's first low-cost airline. It acknowledges those who helped with the report and thanks the college for providing a diverse learning environment. The abstract notes that Air Deccan adopted a no-frills, low-cost business model and was able to grow rapidly but also faced operational issues as it expanded. Section 1 provides background on the growth of the Indian aviation industry and low-cost carriers in India, noting Air Deccan was the first such airline and aimed to offer low fares to stimulate demand.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
1) The document discusses human resource development initiatives in the tourism industry in India, using Air India Ltd. as a case study.
2) It analyzes data collected from a questionnaire distributed to 100 employees of Air India Ltd. to understand their perceptions of the company's human resource practices.
3) The results show that most employees feel top management does not treat human resources as an important factor or utilize employees' full potential, and that there is a need to restructure the organization's human resource development programs.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Infosys is an Indian global technology company headquartered in Bangalore with 145,088 employees from 85 countries. Its vision is to be a globally respected corporation providing best-in-class business solutions through technology and people. Infosys provides various services across industries like aerospace, banking, manufacturing, and more. It has extensive training programs for employees conducted at its world's largest training center in Mysore, with the goal of developing skills to best serve clients.
This document discusses a project by Sonali Sarmista Mohanty, Swati Sagarika Brahma, Soubhagya Kumar Jena, Naresh Kumar Naik, and Subrat Kumar Mishra. It summarizes the history and goals of NTPC, a public sector power utility established by the Government of India in 1975 to address the country's electricity needs. NTPC believes in achieving excellence through developing its over 25,000 employees based on an integrated HR strategy focused on competence building, commitment building, culture building, and systems building.
The document provides information about the batch profile of students admitted to the Indian Institute of Management Rohtak for the 2014-16 academic years. It includes statistics on the academic backgrounds, work experience, specializations and achievements of the 79 students in the batch. The batch has diverse educational qualifications ranging from engineering, commerce to sciences. Most students have 0-2 years of work experience with a few having more than 4 years of experience. The most popular specializations among the students are finance, marketing and operations. The profiles also list some of the achievements and accomplishments of individual students.
1. India has complex human resource policies governed by multiple ministries and laws that regulate employment. The laws aim to protect workers but are criticized as being too rigid.
2. Common critiques include that rigid provisions in laws like the Industrial Disputes Act hamper job growth and encourage firms to stay small. Additionally, having many regulating bodies leads to disintegrated and inefficient laws.
3. Recommendations include providing more flexibility in labor laws to boost employment, expanding the scope and competencies of dispute resolution bodies, and reducing excessive and overlapping laws and enforcement agencies.
Case study of nestle training and developmentSachin Kharecha
Nestle is a global organization with operations in almost every country. They emphasize developing human capacity through training programs at all levels. Nestle's culture promotes lifelong learning and individual development. They offer extensive on-the-job, local, and international training programs. The goal is to provide opportunities for every employee to reach their full potential and develop skills for a changing world. This benefits both the individual employees and Nestle as a company.
Infosys was co-founded in 1981 and has grown to employ over 160,000 people. It provides extensive training programs for new and experienced employees at its large training center in Mysore, which can accommodate over 4,500 trainees at once. Infosys also has a leadership institute that trains employees for advanced roles.
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This document summarizes a study on the organizational culture of Symbiosys Technologies in Visakhapatnam, India. It was submitted by Sharmila Timmala in partial fulfillment of the requirements for a Bachelor of Business Administration degree under the guidance of Mrs. Rajeswari Eerni. The study assesses the existing organizational culture and its impact on employee behavior through surveys of 100 employees. It aims to provide an accurate assessment of the culture from employee perspectives and understand factors like employee relationships, feelings toward management, participation in decision-making, and motivations.
This document provides information about K. Renuka Patnaik's summer internship project on human resource development at Hindalco Industries Limited in Hirakud Smelter. It includes a certificate from the guide, Dr. Srinibash Dash, declaring the project was genuine research. It also contains a declaration by K. Renuka Patnaik that the project report is an original record of observations and surveys conducted at Hindalco. The preface explains the project aims to understand modern HR concepts like performance appraisal and training & development.
Sri Sharda Group Of Institutions (SSGI) is one of the fastest growing premier B-schools in India.”Deeply steeped in the ethos of professionalism it prides in mentoring its students to become exceptional leaders who meet the challenges of a changing global business environment through creative and effective solutions.
At SSGI, the horizons of success achievement are vast, in many ways It transcends the boundaries of mundane grades and scores. SSGI believes in sculpting distinctive personalities who can lead and galvanize the processes of change and transformation in the 21st century, both within the country and the world at large.
Here, at SSGI, we lay special emphasis on developing managerial skills for the updated corporate world. This is achieved by designing special modules and Projects on the dynamic issues of the industry with a view to build a higher employability index for our students.
Interaction with the industry is promoted through the medium of guest lectures, seminars, executive development programs, mentorship and live projects. SSGI recognizes the importance of high Life Skills Quotient (LSQ) and hence the success stories of a large numbers of leaders entrepreneurs and corporate personalities are shared with students time to time and endeavors are made to inculcate the qualities of sincerity, dedication, team spirit, communication, goal–setting, and constant learning amongst all its students.
MM Bagali, HR, HRM, HRD, PhD, Research, Global HR, CV, Bio Data cv april 2013dr m m bagali, phd in hr
Dr. M M Bagali has over 17 years of experience teaching management and human resources at the postgraduate level. He holds a PhD in Social Work and a second PhD in Management, both from reputed universities in India. His areas of expertise include HR, organizational behavior, leadership, and empowerment. He has received several awards and honors for his research and teaching. Currently, he is a professor at Jain University where he coordinates research activities and guides PhD students.
This document provides a summary of a summer training project report submitted by Shashank Dwivedi to the United Institute of Management in partial fulfillment of an MBA degree. The report focuses on assessing the effectiveness of training and development programs at Parle Biscuits Pvt. Limited in Sitarganj, Uttarakhand. The report includes an introduction, literature review, company profile, research methodology, data analysis and findings regarding training at Parle Biscuits.
MM Bagali....... Bio Data......CV..... Management..... HR.... Professor..... ...dr m m bagali, phd in hr
This document provides a summary of Dr. M M Bagali's qualifications and experience. It outlines his current role as Director of the School of Management and Director of International Relations and Research Projects at REVA University in Bangalore. It also lists his extensive academic background including two PhDs, over 30 years of experience in teaching, research, and management roles at various universities. The document details his areas of expertise in human resources and management, awards and honors received, publications, international experience, and affiliations with professional organizations.
Dr.SS.New CURRICULUM VITAE for Management facultyrajanphd2009
This curriculum vitae summarizes the qualifications and experience of Dr. S. Sundararajan. It outlines his current position as a professor in the MBA department at Kristu Jayanti College in Bangalore. It then provides details of his educational background, including a PhD in management studies from Periyar University. It also lists his work experience of over 10 years teaching in various institutions, as well as his publications, conferences attended, areas of research, and professional affiliations.
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This document provides an overview of the organizational history and context of CISCOM, an Indian government research organization. It details how CISCOM faced a period of dysfunction from 1998-2003 due to organizational politics and lack of leadership. During this time, productivity suffered as there was no clear direction, promotions were halted, and distrust grew among employees. In 2003, Mr. Goyal was appointed as the new director and sought to turn the organization around by establishing clear goals and improving integration and responsiveness to change. The document provides background on CISCOM's origins and structure to set the stage for understanding the leadership challenges Mr. Goyal took on in transforming the organization.
The document provides a summary of the recruitment and selection process at ICICI Bank. It begins with an introduction and objectives of the study. It then discusses the scope of the study and research methodology used. The document reviews relevant literature on topics like the recruitment process, factors affecting recruitment, and the importance of recruitment. It also discusses issues to consider in recruitment and selection like diversity and inclusion. Finally, it provides an overview of the typical steps involved in the recruitment process such as job analysis, drafting job descriptions, and deciding the hiring needs.
The document provides information about a leadership development program offered by the GLF School of Management, including:
1) The program offers a 2-year Master of Business Administration degree from Vidyasagar University and a Post Graduate Program in Management & Leadership to develop students' business and leadership skills.
2) The school is promoted by SMT Group and aims to offer an industry-integrated curriculum taught by leading experts in both theoretical and practical applications of management.
3) Students will gain high-end exposure through hands-on training and the school's strong network with corporations, government organizations, and institutions for placement and career opportunities.
The 2-year MBA in Agribusiness Management program at Sri Sri University aims to train students in agricultural production, value addition, marketing and other areas to support agribusinesses. The 60-credit program includes 35 academic credits and incorporates case-based learning, industry exposure, and summer and capstone projects. The curriculum is designed to develop future leaders in the agribusiness sector and support India's rural economy.
This document proposes changes for Shah Abdul Latif University in Khairpur, Pakistan. It begins with an overview of the university's profile, including that it was established in 1976 and has around 7,000 current students. It then discusses the university's vision, mission, and core values. The document states that change is important for several reasons, such as a lack of departments and technology as well as the need to provide basic facilities. It proposes implementing change through leadership, knowledge sharing, employee involvement, and using Kurt Lewin's change model of unfreezing, changing, and refreezing. It concludes that successful change requires interaction across all aspects of an organization.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
Dr. Rashmi Hebalkar is an experienced academic and management consultant with over 32 years of teaching experience and expertise in areas like human resource management, strategic management, and organizational behavior. She has a Ph.D. in management and is a recognized Ph.D. and postgraduate research guide. She has trained professionals at various organizations and conducted numerous workshops. Her areas of specialization include principles of management, research methodology, and total quality management.
Career is a lifelong assignment, which enables individual to earn money or to satisfy himself. It is a way of life for a person. A career imposes a number of responsibilities and duties on an individual. Different careers have different requirements for example human skills, location, climate, etc. “A career may be thought of as a long-term project for an individual life. One’s career may be “in” business, law, teaching, entertainment, professional philanthropy, or something else” (Care, 1984).
MM Bagali....... Bio Data......CV..... Management..... HR.... Professor..... ...dr m m bagali, phd in hr
Dr. M M Bagali has over 19 years of experience in teaching and 14 years in research. He currently serves as the Director of the School of Management at REVA University in Bangalore. He has a PhD in HRD and a second PhD in Management. He has guided over 15 PhD students to completion and currently has 7 more students working towards their PhD under his guidance. Dr. Bagali has published over 160 papers and books. He also holds 11 global certifications in areas of human resources from institutions in the US and Asia.
E-360 Economics Club strives to educate and enable students to learn by DOing. At E-360 Economics Club we believe that the real learning for a student lies beyond the four walls of a classroom. Students can gain meaningful knowledge and skills only when they take initiatives and get hands on experience in the real world. This platform enables students to equip themselves in the best possible way to live their dream career.
This document provides an overview of the NL Dalmia Institute of Management Studies and Research. It discusses the institute's history and achievements over time. Some key points:
- The institute was established in 1997 and has grown significantly since then in terms of students, faculty size, programs offered, and achievements/accolades.
- It began with 60 MMS students and 30 PGDBM students and now has over 33 full-time faculty members educated at top Indian and international universities.
- The institute has won several competitions and awards over the years, demonstrating its academic rigor and excellence. It is now ranked among the top 5 B-schools in Mumbai University.
- The infrastructure has also expanded,
Dr. M M Bagali has over 30 years of experience in academia. He is currently a professor of management and human resources at Jain University. His previous roles include dean of MBA programs at various institutions. His areas of expertise include human resource development, international human resource management, and organizational behavior. He holds a PhD in management sciences and has received several awards for his research and teaching.
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The document describes an Industry-Institute Interaction program between May 2020 and November 2020. It states that 80 top corporate executives with over 100 quality man-hours of interaction time and 1,234 cumulative years of experience addressed over 6,000 students and faculty. Experts from countries like the US, UK, Canada, Dubai, Malaysia, Singapore, and India participated. The document also includes numerous web links to recordings and materials from presentations given during the program.
The document promotes an advanced center for human resources and industry interface that organizes webinars to connect people from various leadership positions. It provides a proposal attachment for interested parties and welcomes 2021 as a new beginning. The center aims to design different paths and provide a vision for organizations through industry-institute interface.
This document provides a summary of an individual's professional experience and qualifications. It includes 23+ years of experience in teaching HR, HRM, and related fields at various business schools. He has guided 15 PhD students to completion and 11 M.Phil students. He has over 150 research papers published and has received several awards and honors for his work in academia and research.
The document discusses the need for greater industry-institute interaction to bridge the gap between what industry expects from students and their actual preparedness. It notes that while students are strong academically, industry wants students who are billable from day one and can stay relevant. A framework is needed for regular connection and knowledge-sharing between industry and academic institutes. Benefits of increased interaction include improved rankings, faculty development, and opportunities for students like internships, mentoring and projects. A plan is proposed for industry experts to give monthly online presentations to students, with the institute responsible for scheduling, promotion and student participation.
Dr. M M Bagali is a PhD supervisor who has supervised and awarded 14 PhDs and 1 MPhil between 2014-2019 at JAIN University in the area of management science. He has also examined 6 other university PhD works as an external examiner. Currently, he is a member of the Board of Studies for Management Science at Visvesvaraya Technological University where he mentors several PhD scholars and is involved in PhD related activities like finalizing guides and overseeing student progress.
This document lists 33 research publications by Dr. MM Bagali from 2010 onwards after receiving his PhD. The publications include journal articles published in various international journals on topics related to human resource management, organizational behavior, and management. Many of the publications focus on empirical research studies conducted in organizations in India, particularly related to issues like workplace stress, work-life balance, diversity, and training and development. The listings provide details on the title, journal name, year of publication, and links to access the full publications.
1. Dr. M M Bagali has two PhDs, one in Management from a 5-star NAAC university in India and one in Social Work-HR from another 5-star NAAC university in India.
2. Dr. Bagali has published over 90 research papers, with two winning awards as the best research paper and best case study.
3. Several endorsements praise Dr. Bagali's work on employee empowerment and its benefits for inspiring commitment, innovation, and initiative.
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A PhD scholar at JAIN University in Blore defended their PhD work on March 14th, 2020. The scholar was guided by MM Bagali and had an external expert, Mukta Kulkarni from IIMB. The document provides brief details about a recent PhD defense including the scholar, date, location, and those involved in the process.
A PhD scholar at JAIN University in Blore defended their PhD work on March 14th, 2020. The scholar's name was Kiran M and their guide was MM Bagali. An external expert, Mukta Kulkarni from IIMB, was also present for the defense.
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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
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Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
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Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
2. 2
Air India - Deccan Herald
Award for Best Teacher – BOLT
Selected and awarded the first AIR-India – Deccan Herald
BOLT Award for Best Teachers, 2003. The Award called as
BOLT- Broad Outlook Learner Teacher Award, jointly
sponsored by Air India and Deccan Herald, to search Best
Teacher, and reward for their achievements done in
Academic field. A visit to Singapore was sponsored and I
represented India and Air-India – Deccan Herald as
Ambassadorial Teacher to Singapore. This is State level
Award to Teachers. Also visited SIM-Singapore Institute of
Management and NUS. Due to my personal network with
Management Professors and Professional Bodies, I was
invited to address the Senior HR Managers of SHRI -
Singapore Human Resources Institute at Singapore, as
CORE Speaker of the day.
………………………
Preamble:
This was an All Karnataka State competition organized by Air –
India and Deccan herald to select Best Teachers for their
outstanding work in academics
3. 3
XLRI Published Research Paper with Special
Comments
Amongst the Research papers published, two papers
have received special comments by the Editors, of which,
one Research Paper strongly received special comments
by the Editor
“Employee Empowerment: A New Strategy for Creating a
High Performance Work Force”,
[With special C O M M E N T S by XLRI Editor,
on the article]
CCCiiitttaaatttiiiooonnn::: Printed on the Research paper (paper enclosed)
The article printed below is a truly extraordinary example of employee
empowerment. The methods followed by the organisation studied would
be considered revolutionary anywhere in the world and even more so in
India. Infact, one sometimes wonders how the whole effort did not end in
chaos. The company has apparently succeeded in developing a work
force and a leadership almost devoid of the foibles of most other humans.
(When published in XLRI-Management and Labour Studies Journal…. XLRI-Management and Labour
Studies, 26, 2, April, 2001, pp.109-119)
4. 4
ISTD Awarded the BEST Research paper for the
year, 2001
IJTD- Indian Journal of Training and Development, India
“Employee Empowerment: Global strategies in
Managing HR for high performance”, ISTD-Indian
Journal of Training and Development, XXXI (4) Oct-
Dec, 2001, pp. 27-40
(Adjudged and Awarded as the BEST paper of
the year, 2001). The award includes a citation
and Cash Award, with research paper recognition
at National level in HR and OB area.
5. 5
AIMA - Selected as AMT-Accredited Management
Teachers (prestigious National Recognition)
I am the First HR and OB Faculty in Karnatak State (AICTE
approved Management institutes in Karnatak State) to have
been selected and honored as AMT-Accredited
Management Teachers (prestigious National Recognition).
This is the NN AA TT II OO NN AA LL Award and I have been
accredited as HR and OB Faculty. As part of AIMA
Accredited Management Teacher - AMT in HRD, I have to
give Special Talks to several Management Institutes in
India. Many MBA Institutes have already expressed their
desire for my presentation in the area mentioned, and few
have already commenced:
A Model of Employee Empowerment
High Performance Work Systems
Creating A Winning Workforce Through Employee Empowerment
Wining Workforce: A Case of People Centric Organisation
High Performance Workforce and Thinking Organisation
POWER of Empowerment
(The dates for other presentation have to be finalized)
………………………
Preamble:
The Accredited Management Teacher (AMT) Certificate is administered by AIMA- CMS through an
objective assessment of academic achievements and professional experience in teaching, research,
consultancy, training, industry and business.
Why Become an Accredited Management Teacher?
Due to proliferation of business schools, there is a need for a large number of full time / expert resource /
visiting faculty to provide instruction in several business schools all over the country. Today, minority of
upcoming and new business schools are consciously striving to achieve uniform academic standards
through the academic inputs provided by a pool of committed and proficiency management teachers.
By becoming an Accredited Management Teacher a world of opportunities shall unfold before you in the
areas of teaching, research, training and consultancy and also for networking with management
academics, consultants, practitioners and business schools across the country.
6. 6
2nd
PhD –in Management
Second PhD work in Management Science (HR and
OB area), Karnatak University, Dharwad, Karnataka
State in the area of “““WWWooorrrkkkeeerrrsss EEEmmmpppooowwweeerrrmmmeeennnttt::: A
Case of PPL Organisation”. Expecting the results in
Feb-March, 2005.
Out of the present Research work, the results and the
findings have been published in lead Research
journals and were also discussed at Singapore SHRI
forum. Senior HR Practising Managers at Singapore
appreciated the work and the results. As a core
speaker, Empowerment strategies were discussed at
length.
7. 7
2nd
Position in National Case Writing
Competition 2004, IMIS
Awarded the Second Position in the National
Case Writing Competition 2004, organized
by Institute of Management & Information
Science, Orissia. A total of 80 Cases were
screened for the competition. Professors
from IIM (A) and others B-Schools judged
the Case. The Runners-up Award, which
was for second place bagged a Cash Prize
of Rs. 7,500.00, and a publication in the
national journal "Pratibimba", and later a
publication in a case collection book by the
institute.
IMIS is an MBA institute at Bubaneshwar, Orissia
8. 8
AICTE Awarded AICTE Career Award for
Young Teachers, Young Scientist Status
I have the honor to hold and name for the
prestigious AAIICCTTEE CCaarreeeerr AAwwaarrdd ffoorr YYoouunngg
TTeeaacchheerrss. This is a Young Scientist Award
status for young Management teachers for
undertaking Research work at National and
International level.
………………
Preamble:
Career Award for Young Teachers identifies young talented
teachers for promoting their professional growth by enabling them
to devote maximum time in research and study.
9. 9
Addressed Senior HR Managers of SHRI -
Singapore Human Resources Institute
An invitation was forwarded to present and address my post doctoral work in
the area of Empowerment and Strategies in Creating Global Organization and
High Performance Workforce, to Singapore High Profiled Regional HR
Practitioners under the banner of SHRI- Singapore Human Resources
Institute, at Singapore, (Core Speaker for the day).
Addressed High Profiled Regional HR Practitioners under the banner of SHRI-
Singapore Human Resources Institute, at Singapore in the area of -
Empowerment and Strategies in Creating Global Organization and A High
Performance Work Force. Singapore Regional HR Managers, September 19,
2003, Sheraton Towers, Singapore. The presentations and ideas were
appreciated. (Photos enclosed)
An Endorsement on the Presentation at SHRI
David Ang, MSHRI
Executive Director,
Singapore Human Resources Institute, Singapore, A Talk to Senior Practising HR Managers of Singapore
The presentation (your paper) was informative and
interesting. They have learned insights on the
aspects and benefits of employee empowerment. The
talk was timely, as organizations have to give
their employees both authority and responsibility
to inspire renewed commitment, innovation and
initiative. (through Personal Letter)
………………………(19th Sep, 2003 / Through Personal Letter)
Preamble
SHRI, Founded in 1965, is dedicated to raising the quality of work life in Singapore
through effective human resource practices that support the development of a world-class
workforce. SHRI is the only professional HR authority in Singapore, and its views are
respected by the governmental and private organisations.
10. 10
APO – Sponsored to
Japan for an event
I was the only Teaching MBA faculty
sponsored by Asian Productivity
Council, Tokyo, to Osaka, Japan, Sep,
2000. The visit was to share experience
in Venture Capital Business – Venture
2000 and the avenues in Asia
Countries. The visit was sponsored by
APO, Tokyo, Japan.
Visited also Thailand (Bangkok)
………………………
Preamble
The Asian Productivity Organization (APO), Tokyo, JAPAN was established by
Convention on 11 May 1961 as a regional intergovernmental organization. Its mission is
to contribute to the socioeconomic development of Asia and the Pacific through
enhancing productivity. The meaning of productivity has evolved and expanded over the
years from simply producing quality products at minimum cost to the improvement of the
quality of life for all. The character of the APO is nonpolitical, nonprofit, and
nondiscriminatory.
11. 11
South Korea –
Sponsored by WHO to attend an
International Event
I was the only Teaching MBA faculty
sponsored by WHO to visit South
Korea and present a paper (entire visit
was sponsored). The event: POSTER
paper at the First Asian Conference on
Safe Communities, Feb 2002 at
Suwon, SSSooouuuttthhh KKKooorrreeeaaa... The visit was
WHO sponsored. The presentation was
done out of the Project work of ICSSR
(Indian Council of Social Science
Research), India. And also visited
Management Department of AJOU
University.
Visited also Hong Kong
12. 12
Suwon - South Korea
Visited Ajou University and had
discussion with Management
Professor Dr Yoon, South Korea
Visited Ajou University Management
Department, and held discussion for
Postdoctoral assignment in Management
with a Professor Dr Yoon at Ajou University,
South Korea. Dr Yoon is Associate
Professor at the Department, and the
discussion focused for postdoctoral work in
the area of Empowerment. Possible
assistance is also in the pipeline. (Dr Yoon is at USA
now for collaboration work)
Ajou University is situated at Suwon, South Korea.
13. 13
Visited Singapore Institute of Management
SIM
Visited SSIIMM institute and held wide
range of Discussion with the faculties
for possible postdoctoral discussion
and collaborative work. Visited SIM -
Singapore Institute of Management
(Central Office), Sep, 2003 and held
wide range of discussion with faculty of
Management at SIM. The focus was on
HR in Asia-Pacific region, and possible
joint Research Projects. The
discussions were positive.
(During BOLT award)
14. 14
WORLD Conference
Organized at 5th
WORLD conference in Injury
prevention, a Round table session, International
Discussion with WORLD Experts, March 2000
(out of ICSSR project), Delhi, India, sponsored by
WHO
Presented ORAL paper at 5th
WORLD
conference in Injury prevention, a Round table
session, March 2000 (out of ICSSR project),
Delhi, India, sponsored by WHO
Presented POSTER paper at 5th
WORLD
conference in Injury prevention, a Round table
session, March 2000 (out of ICSSR project),
Delhi, India, sponsored by WHO
Awarded Scholarship to attend the Conference
15. 15
Addressed 480 + Doctors in HR area, KMC
Karnataka Medial College / Hospital Training Institute
Invited to deliver series of special guest lecturer for
Practising Medical Officers at KMC-Karnataka Medical
College, Hubli, Karnataka State, India, under Health and
Family Welfare Training Institute, and trained more than
445500++ oodddd MMeeddiiccaall OOffffiicceerrss of Primary health
center(s) in focused HRD & Leadership area, including
Self Empowerment subject. I have the honor as First
Management HR Faculty to address Practising Doctors
on Macro scale. The area of presentation includes:
Leadership; Emotional Quotient; Disputes …Win-Win
strategy; Organization Supervision - An Art in itself;
Empowerment– What it is and benefits there off; Team
building - Why it is needed; Communication; Can Doctors be
a Good Manager; How to run Hospital like an Organisation;
Social Responsibility and Social Work and the like.
The program and sessions were highly appreciated and as a follow-up feedback, I understand that several strategies and approaches, which were
discussed, are widely implemented, and adopted on Macro scale. A community awareness program has been widely practiced, and community
people are enlightened on the issues of Psycho-Social Medical program and rehabilitation. The program is Karnataka State Government sponsored
initiative.
16. 16
Research Papers and
Articles
(All the publications are related to HRD / HRM / OD / OB field and Labor
area)
1) Research Papers 2) Seminar papers
Published [100+ ] Attended [40 ]
Accepted [45]
Presented [30 ]
Includes WWOORRLLDD Conference in India and Overseas
Few Publications in the Refereed Journals includes:
1. SAGE-Jl of Entrepreneurship
2. Indian Psychological Review
3. XLRI- Management & Labour Studies
4. Indian Journal of Social Research
5. APRC Indian Psychological Review
6. Amity Business Review
7. ISTD – Indian Journal of Training and Development
8. Indian Journal of Applied Psychology
9. AMIDISA- South Asia Journal of Management
10.Indian Psychological Review
11. GITAM Jl of Management
12.Behavioral Scientist
13.The Business Review, Jammu University
14.NMIMS Management Review
15.Management Researcher
17. 17
EEnnddoorrsseemmeenntt oonn tthhee RReesseeaarrcchh WWoorrkk
PPuubblliiccaattiioonnss
XLRI Editor,
when published in XLRI-Management and Labour Studies Journal
The article printed below is a truly extraordinary example of employee
empowerment. The methods followed by the organisation studied would be
considered revolutionary anywhere in the world and even more so in India.
Infact, one sometimes wonders how the whole effort did not end in chaos.
The company has apparently succeeded in developing a work force and a
leadership almost devoid of the foibles of most other humans. (Printed on the
Article XLRI-Management and Labour Studies, 26,2,April, 2001, pp.109-119)
Executive Director,
Indian Journal of Training and Development, ISTD, India
The article published in the area of Empowerment in ISTD has been adjudged
as the Best Paper published during the year-2001. Kindlly accept our
Heartiest Congratulations.
(22July, 2002 / Through Personal Letter)
18. 18
Overseas visits
Visited Malaysia, Singapore, and
SriLanka for Academic assignment,
2003. Visited Academic Institute and
held discussion on possible Academic
and Postdoctoral assignment in
Management area, and visiting faculty
collaborations in HR and OB area.
Recent Overseas visits also includes:
Japan 2000
Thailand 2000
South Korea 2002
(visited Management Department, AJOU University, Suwon)
Hong Kong 2002
Malaysia, 2003
Sri Lanka, 2003
Singapore, Feb 2003, Sep, 2003
(visited SHRI and Singapore Institute of Management)
Vietnam, 2008
Dubai, 2009
19. 19
CEDOK - Addressed Senior Government
Officers of Industry Department
CEDOK: Center for Entrepreneurs Development in
Karnataka State. Associated with CEDOK in training the
Government officials working at District level Industrial
centers. Invitee presentations in the area of people
development, HR, Empowerment and best practices in
HRD have been undertaken widely. I have the honor as first
Management HR Faculty to address Practising Industrial
Officers.
Further, conducted Management Development Program
under CEDOK for Executive Officials of Karnataka State
Industrial Department in HRD area (more than 80 higher
class officers as on August, 2002). The area of
presentation includes:
Leadership; EQ; RQ; Empowerment– What it is
and benefits there-off; Team building; Managing
HR; Managing in turbulent times, Strategies of
Managing an Organization; and the like.
EQ : emotional Quotient; RQ: relationship Quotient
20. 20
NET [S] Cleared National Eligibility
Test
Cleared the National Eligilibility Test
conducted by Karnataka State govt.
(SLET), by opting HRD / HRM stream.
The paper that was specialized was HR
and HRM, including OB area.
………………………
Preamble
NET - "No person shall be appointed to a teaching post in University (or) in any of the
institutions including constituent or affiliated Colleges recognized under Clause (f) of the
Section 2 of UGC Act, 1956 (or) in an institution deemed to be University under Section 3
of the said Act in a subject if she/he does not fulfill the requirements as to the
qualifications for the appropriate subjects as prescribed by the Commission", and the test
he/she should clear.
21. 21
AMDISA - Published Case Study in repute
Asia journal
The publication in repute journals like XLRI, NMIMS,
Amity and AMIDISA is a significant work. One such
publication was in the AMIDISA – SAJM.
“Creating HPWS through Employee
Empowerment: The Case of
Practising Organisation”,
AMDISA – SAJM, 10(4), Oct, 2003, pp.50-57
………………………
Preamble
The South Asian Journal Of Management was launched in 1993. It is a scholarly
journal publishing research papers, research notes, and interviews with business leaders
and bank reviews. It reaches major world libraries besides member institutions in South
Asia.
22. 22
IIAS - Awarded Associateship of IIAS,
Shimla
I am the only Management – MBA faculty
been selected as Associate of IIAS - The
Indian Institute of Advanced Study. IIAS is
seat of Higher learning institute and few
associates are selected to avail the
Associateship. This is the prestigious award
in academics to interact with Fellow
Researchers from India and International
scholars.
………………………
Preamble
The Indian Institute of Advanced Study was set up by the Ministry of Education,
Government of India as a Society under the Societies Registration act XXI of 1860,
with effect from 6th October1964. The Institute started functioning at Shimla on 20th
October 1965 when it was formally inaugurated by the then President of India,
Professor S.Radhakrishnan. The Institute aims at free and creative enquiry into
the fundamental themes and problems of life and thought. It is a residential center for
research and encourages promotion of creative thought in areas, which have deep
human significance, and provides. An environment suitable for academic research,
particularly in selected subjects in the Humanities, Indian Culture, Comparative
Religion, Social and Natural Sciences and such other areas as the Institute may, from
time to time, decide. The Institute provides facilities for advanced consultations and
collaboration besides library and documentation facilities.
23. 23
Advanced Certification in HR of CAMI and AHRB
FELLOWSHIP PROGRAM
"GLOBAL CERTIFICATIONS" from CAMI (Carlton Advanced Management Institute-US)
Secured Full Scholarship of Vimala Sanker Memorial and MEC scholarship Holders
Brand Ambassador for the AHRB Program
Certified Recruitment Analyst (CRA)
Certified Learning and Development Professional (CLDM)
Certified Trainer and Facilitator (CTF)
Compensation and Benefit certifications (CCBM)
Certified Psychometric test professional (CPTP)
Certified Scorecard Professional (CScP)
Certified Assessment Center Analyst (CACA)
Certified Performance Analyst (CPA)
Certified HR Compliance (CHRCA)
Certified Sourcing Professionals (CSP)
Thesis and Publication preparation
………………………
Preamble
The purpose of AHRB Fellowship Program is to honor and further enhance the learning of those
individuals who have distinguished themselves through their leadership in the broad field of Human
Resources. It helps the fellow aspirant to develop on various aspects of contemporary insights and global
best practices in Human Resources. ? AHRB Fellowship Program provides you an opportunity to select
11 Industry Accredited International Certification programs. AHRB fellowship provides you an exclusive
guidance under highly industry experienced faculties
24. 24
Visiting Assignments and
Advisory Board Member
Member, Advisory Committee, JSS-KHK
Institute of Engineering, Commercial Practice
Department Development Council (2004-2006).
A technical institute.
Visiting Faculty, BVB Engg and Tech College,
for Electronic and Communication dept, 2003,
and 2004, 2006.
Visiting Faculty, BVB Engg and Tech College,
for MCA Department, 2004, 2006.
Visiting Faculty, BVB Engg and Tech College,
for Instrumentation Department, 2004, 2006.
………………………
Entire HRD and HRM was my responsibility
Management and HRD was my responsibility
Management paper was my responsibility. The rating in
Management course this time was 91.54 (for my candidature).
College average is 85.00.
25. 25
HHRR AAddvviissoorr,, BIC–BPO, IT, CRM, a
group for Regional
Development, Karnataka State
A Social Action group working for
promotion of Regional Development.
The group consists of Academician,
Bureaucrats, Civil Servants and
Professionals from different
occupations. I am HR Group Head,
looking into HR development and
promotion through academic program.
My Role is to develop HR Competency
requirements, HR Skill Enhancement,
and HR Strategy for the region.
A voluntary Group working very hard to promote
Multinational Companies to invest in this region of the State
26. 26
OOOttthhheeerrr wwwooorrrkkk tttooo mmmeeennntttiiiooonnn
Child Labour Awareness
Involved Voluntary in the Child Labour eradication and
Awareness project: The objective is to counsel and tap
funding for Rehabilitation of the Child Laborers. A School is
adopted and a small beginning is done. International
Financial Aid is been worked, and appeal for National
Labour Institute, Noida, under the Ministry of Labour,
Government of India is in progress. As also, shared views
with fellow professionals in the region to rehabilitate the
Child Labour Strategies. Social Awareness camp and
counseling of the needy family has been undertaken.
Literature for awareness for community action is underway.
A tentative symposium has been planned to bring about
awareness and fellowship in this area. Few personality
development programs are on the agenda and MOU
headway.
IGPA
Life Affiliation, International GREEN Productivity
Association, TAIWAN: I am associated with IGPA for
promotion of Green Environment. A small beginning has
been done. Papers are to prepare in this area and
discussion at International Congress is underway.
Also, Life Member, Dharwad Environmental Society, promoting
Green Environment in the Region, and actively working for the
promotion and preservation of Flora and Fauna. Many
development and progressive work have been on the agenda, and
27. 27
future course of action in progress. The society is trying to bring
an International awareness in Environment issues through various
action plans.
Counseling Industrial Labour
Counseling Labour in Rehabilitation of Psycho-Social:
Session and Counseling is done on regular and continuous
bases in the area of Preventing Industrial Accidents and
Safety area (from the result of First PhD work). Contact
sessions are held from time to time, and counseling for the
accident victims is undertaken. As also, what is the
rehabilitation program that the management has to
undertake is also been done regularly. The results were
discussed at WHO sponsored World Conference at
Suwon, South Korea. I had Discussion with
International Scholars and Researchers and exchanged
the study results. They are been worked for further
study. Similarly, a paper was communicated at
Bangladesh Asia Safe Conference, Feb 2004. A macro
level study in the same area with financial support for Govt.
is planned.
Counseling Labour in Rehabilitation of Psycho- social area
has been underway from the work of Post Doctoral work
under ICSSR Project (Indian Council for Social Sciences
Research), Ministry of HRD, Government of India, in the
area of PISW – Professional Industrial Social Worker
intervention in psychosocial rehabilitation & social support
needed for the disabled victim and the role of Social
Workers that could be render. A Social Action awareness
and movement is the end results of the discussions at
various forums.
The Research project has been taken-up at higher level for
policy making in this direction (area), while looking at how
28. 28
Social Work (er) intervention in health improvement is
possible. The work also includes Social Work and Welfare;
Social Work and Rehabilitation of Disablement;
Occupational Health and Social Work. The results of the
post-doctoral work were presented at Suwon, South Korea,
during an International Conference and several other
academic forums. The work and discussions is in progress,
and probably an attempt to formulate an International Code
for Rehabilitating Accident Victim will be attempted.
Counseling Labour in Rehabilitation of Psycho- social area
has been underway from the work of Post Doctoral work
under ICSSR Project (Indian Council for Social Sciences
Research), Ministry of HRD, Government of India, in the
area of PISW intervention in psychosocial rehabilitation &
social support needed for the disabled victim and the role
Social Workers. The Research project has been taken-up
at higher level for policy making in this direction (area),
while looking at how Social Work(er) intervention in health
improvement is possible. The work also includes Social
Work and Welfare; Social Work and Rehabilitation of
Disablement; and Occupational Health and Social Work
(Post Doctoral Work)
Community Actions
I am Member for Local Development Community,
involving local citizens. Community interests for community
development and improvement work are taken as need
based. Informally, visit few NGO, Social Action group,
Social Work Department (University) forum and have
regular interactions.
29. 29
Additional Information
Invitation and Previous Experience as
SPEAKER in the capacity of HRD Faculty
1. An invitation was forwarded to present my post doctoral work in the area
of Empowerment and Strategies in Creating Global Organization and A
High Performance Workforce, was presented to High Profiled Regional
HR Practitioners under the banner of SHRI- Singapore Human
Resources Institute, at Singapore, Sep, 2003. (Core Speaker for the
day). The presentations and ideas were appreciated.
2. A discussion and presentation at higher level of Research on
Empowerment and Creating Global Organisation and workforce was
held with Professional at SIM - Singapore Institute of Management, for
possible postdoctoral work/ fellowship, later.
3. Several invitee talks and presentations have been undertaken to
organization / institute of Business concerns in the region on various
occasions are undertaken. An odd of 95 minor/micro research projects
have been completed in HR and related areas.
4. My Professional affiliation and association as LIFE member (35 bodies)
with several organization/ business institutes pertaining to Management
Resources, Social Sciences and Psychology, where I have been invited
on several occasions to address the esteemed HRD and Management
practioners, in the area of HR.
5. I am Member at NKMA- Northern Karnataka Management Association,
India, and an organisation promoting Management practices. I was key
speaker at Annual events and presented paper in the area of Powering
Human Potential: A case of empowered employees, thus addressing HR
issues and practioners.
30. 30
6. I am Associateship (Research Fellow) at IIAS- Indian Institute of
Advanced Studies, India, and presented a paper titled: “Demystifying
POWER of Empowerment: A Case of Practicing Organisation”, which
received high grades amongst Senior Researchers at IIAS and a
possible publications in Institutes periodical. I was the only Management
Faculty to avail the Associateship at IIAS, and work on HR Project , with
publication.
7. Also been Invited and delivered series of special guest lecturer for
practicing Medical Officers at KMC-Karnatak Medical College, Hubli,
Karnataka State, India, under Health and Family Welfare Training
Institute and trained more than 450+ odd Medical Officers of Primary
health centre (s) in focused HRD & Leadership area, including
Empowerment subject. I have the honour to be first Management HR
Faculty to address Practicing Doctors.
8. Associated with CEDOK-Centre for Entrepreneur Development Institute
in training the Government officials working at District level in Industrial
centers. Invitee presentations in the area of people development, HRD,
Empowerment and best practices in HRD have been undertaken widely.
I have the honour to be first Management HR Faculty to address
Practicing Industrial Officers.
9. Also associated with ASC-Academic Staff College, Dharwad, Karnataka
State, India and presented a paper on strategies in creating a People
Centric Model and HRD practices for Faculties under Refresher
Program.
10.Conducted and presented various management development programs
for varied professionals in Empowerment, HRD and HRM area.
11.Was at AJOY University, Suwon, South Korea and presented the views
on empowerment at Management dept to Prof Yoon for possible
Research collaboration work. The presentation focused on issues of
Asia Pacific region in HRD area and how my work tries to find the need
for paradigm shift.
12.Delivered Special Invitee talks and presentation at various Management
Association/ organization; Management Institutes and Academy; HRD
Society in the region and HRD Professional group. A series of talks from
time to time have been undertaken, while promoting the MODEL of
Employee Empowerment and Renaissance strategies in creating high
performance work force and organization through People Centric
Theory.
31. 31
13.Acted as Rapporature / Facilitator in few HRD and HRM events of
National Repute, including WORLD congress.
14.I am also been awarded the FIRST Air India Best Teacher Award for
my academic and research work on empowerment and model adopted
for creating global organization and workforce and presented the work to
the Panel of Eminent Judges for selection of the award. The
presentation of the Research Results on empowerment work received
the Best Teacher Award.
15.Joint Research work: I have a Major Research Project sanctioned and
supported by Government of India, through which the Research Work on
Empowerment and Renaissance strategies in creating Global
Organisation and Workforce results are presented at different
Management forums.
16.I am due to be recognized as PhD guide and direct PhD level work in
Management Sciences.
17. I am due for my participation at SMR 27th
July, 2004 event and my
personal participation on 26 and 28 July, 2004 to further enhance and
exchange ideas and views on issues of Powering People Development
and Demystifying best HRD practices. The participation in the SMR
event will promote my Research interest and horizon collaborations.
32. 32
Additional Overseas assignments
Information
1. 30th
IFTDO World Conference, April 28- May 02, 2000,
Porto Alegee, Brazil (paper Accepted)
2. X11th World Productivity Congress, Nov 2001, China
(paper Accepted)
3. 5th
Biennial Conference of Entrepreneurship Research, 6-8,
Jan, Council for Small Business, 48th
World Conference, 15-
18, June, 2003, Belfast, UK, (Paper Accepted)
4. 17th
Asia – Pacific Social Work Conference, July 7-12,
2003, Tokyo, Japan (Full Air Fair and registration fees sponsored/ cancelled for
SARS)
5. 8th
World Conference on Psycho-social Rehabilitation, 3-5
Aug, 2003, New York University, New York, USA (Awarded $
800 Scholarship to New York)
6. 22nd
WORLD Conference on International Association for
Suicide Prevention- IASP, 10-14, Sep, 2003, Stockholm,
Sweden (Paper Accepted)
7. 1st
LAICOD-Life Activities International Conference on
Disability, Sep 21-24, 2003, Morissel, NSW, Australia, (Paper
Accepted)
8. 2nd
National Conference on Business Research: Practical
Business Research Method, Coimbatore Nov 28-29, 2003,
(Paper Accepted)
33. 33
9. 7th
Australian Injury Prevention and 2nd
Pacific RIM Safety
Community Conference, 15-17, Sep, 2004, Queens land,
Australia (to apply for Scholarship)
10. 33rd
IFTDO World Conference and Exhibition, Nov 1-
4, 2004, India (applied for Scholarship)
11. NIRMA …. NICOM 2004, January, Ahmedabad (Paper
accepted)
12. 2nd Asian Regional Conference on Safe Communities
1st Bangladesh National Conference on Injury Prevention
February 15-17, 2004, Dhaka, Bangladesh (Scholarship of $
300 awarded)
13. Post Doctoral ISACC Manasseh Mayer Fellowship-IMMF
Fellowship, National University of Singapore, 2004(applied)
14. Research paper accepted for publication at 45th
Conference of ISLE- Indian Society for Labour Economics,
Delhi, India (Research paper accepted for publication)
15. XVII WORLD Conference on Safety and Health at Work,
18-23, Sep 2005, Orlando, Florida, USA (to apply for Scholarship and
send a paper)
16. WORLD Conference on Injury Prevention and Safety
Promotion, 6-9, June, 2004, Vienna, Austria (applied for Scholarship)
17. Academy of HRD: International Research Conference,
2004, March 4-7, 2004, Texas A and M University, Austin,
Texas, USA (Paper to communicate)
35. 35
A. Counseling Labour in Rehabilitation of Psycho- social:
Counseling sessions is done on regular and continuous bases
in the area of Industrial Accidents and Safety area (from the
results of First PhD work).
B. Counseling Labour in Rehabilitation of Psycho- social
area has been underway from the work of Post Doctoral work
under ICSSR Project (Indian Council for Social Sciences
Research), Ministry of HRD, Government of India, in the area
of PISW intervention in psychosocial rehabilitation & social
support needed for the disabled victim and the role Social
Workers. The Research project has been taken-up at higher
level for policy making in this direction (area), while looking
at how Social Work(er) intervention in health improvement is
possible. The work also includes Social Work and Welfare;
Social Work and Rehabilitation of Disablement; and
Occupatational Health and Social Work (Post Doctoral Work)
C. Counseling PhD students in the area of Research has
been done extensively. I am also Regional Coordinator, and
Life Member, All India Association of Doctor of Philosophy
(PhD), promoting Research work and Research promotion.
D. Counseling Young Entrepreneurs in the area of Human
Resources Development and Management has been done
extensively, and advise entrepreneurs how HR should be
managed and developed. I also am attached to CEDOK and
36. 36
interacting with Entrepreneurs with higher interests in
creating HPWS and HPWP.
E. Counseling the labour community has been undertaken
for Accident victims and how Safety Promotion should be
undertaken. In this connection, addressed Executives,
Officers and Technical Staff, under the NKMA - Northern
Karnataka Management Association, in the area of Accident
Prevention and Safety Promotion, and avenues for
promotional activities.( A program is due in April, 2004 for
Senior Executives)
F. All India Association of Doctor of Philosophy (PhD), Life
Member (Regional coordinator): An Association with head
office at Mumbai has been working in promotion of Research
activities and workshop in the subject of Research on All India
basis.
G. Has held various personality development programs for
varied student’s community. Several invitee talks and
presentations have been undertaken to organization /
institute of Business concerns in the region on various
occasions.
37. 37
H. Delivered Special Invitee talks and presentation at
various Management Association/ organization; Management
Institutes and Academy; HRD Society in the region and HRD
Professional group. A series of talks from time to time have
been undertaken, while promoting the MODEL of Employee
Empowerment and Renaissance strategies in creating high
performance workforce and organization through People
Centric Approach.
I. Community Actions:
I am Member for Local Development Community, involving
local citizens. Community interests for community
development and improvement work are taken as need
based. Informally, visit few NGO, Social Action group, Social
Work Department (University) forum and have regular
interactions.
J. Guest Lecturer for Medical officer:
Invited and delivered Guest Lecturer for Medical Officers at
KMC- Karnatak Medical College, and trained 450 odd Medical
Officers in focused HRD & Leadership area (1999 - 2001).
This is an achievement for any Teacher. Personally feel proud
as Management Teachers to address and hold discussions
with Medical Officers on Management Issues and Social
concerns, including the role of Doctors and Medical Officers
for Social betterment and Health Promotion.
K. Counseling:
Counseling Students to take-up Competitive Examinations.
Several talks for students in the region have been underway
38. 38
through various academies. Delivered Special Invitee talks
and presentation at various Management Association/
organisation; Management Institutes and Academy; HRD
society in the region and HRD Professional group. A series of
talks from time to time have been undertaken, while
promoting the MODEL of Employee Empowerment and
Renaissance strategies in creating high performance
workforce and organisation through People Centric Approach.
L. Undertook various advance Students Development
Program, for SC/ST Students, as part of ABVP initiative. I am
also working as VICE – PRESIDENT, ABVP, Hubli City
M. Young Entrepreneur under SISI:
Invited as Special Guest Lecturer, on HRD related areas, for
Young Entrepreneur, under Northern Karnataka Small
Industries and SISI (Small Industrial Service Institute) and
addressed Young Entrepreneurs in the focused HRD area. To
bring about Business and Social awareness among Youth
Enterprises, and What are the strategies and approaches to be
adopted by an entrepreneurs.
N. Addressed Executives, North Karnataka Management
Association, in area of Management, 2003(tentative another
program in April, 2004 to address Senior Executives). Latest
to be added
O. Child Labour Awareness:
Involved Voluntary in the Child Labour eradication and
Awareness project: The objective is to counsel and tap
funding for Rehabilitation of the Child Laborers. A School is
39. 39
adopted and a small beginning is done. International
Financial Aid is been worked, and appeal for National Labour
Institute, Noida, under the Ministry of Labour, Government of
India is in progress. As also, shared views with fellow
professionals in the region to rehabilitate the Child Labour
Strategies. Social Awareness camp and counseling of the
needy family has been undertaken. Literature for awareness
for community action is underway. A tentative symposium
has been planned to bring about awareness and fellowship in
this area. Few personality development programs are on the
agenda and MOU headway.
P. IGPA:
International GREEN Productivity Association, IGPA, Taiwan: I
am associated with IGPA for promotion of Green Environment.
A small beginning has been done. Papers are to prepare in
this area and discussion at International Congress is
underway.
Also, Life Member, Dharwad Environmental Society,
promoting Green Environment in the Region, and actively
working for the promotion and preservation of Flora and
Fauna. Many development and progressive work have been
on the agenda, and future course of action in progress. The
society is trying to bring an International awareness in
Environment issues through various action plans.
41. 41
WORLD Conference
Organized at 5th WORLD
conference in Injury
prevention, an Round table
session, March 2000 (out of
ICSSR project), Delhi, India,
sponsored by WHO
Presented ORAL paper at 5th
WORLD conference in Injury
prevention, an Round table
session, March 2000 (out of ICSSR
project), Delhi, India, sponsored
by WHO 1
42. 42
Presented POSTER paper at
5th WORLD conference in
Injury prevention, an Round
table session, March 2000
(out of ICSSR project), Delhi, India,
sponsored by WHO
South Korea, Presented
POSTER paper at the First
Asian Conference on Safe
Communities, Feb, 2002 at
Suwon, South Korea,
sponsored by WHO
2
43. 43
5th Biennial Conference
of Entrepreneurship
Research, 6-8, Jan,
Council for Small
Business, 48th World
Conference, 15-18,
June, 2003, Belfast, UK,
(Paper Accepted)
17th Asia – Pacific Social
Work Conference, July
7-12, 2003, Tokyo,
Japan, (Full Air Fair and
registration fees sponsored/
cancelled for SARS)
3
44. 44
22nd WORLD Conference
on International
Association for Suicide
Prevention- IASP, 10-14,
Sep, 2003, Stockholm,
Sweden, (Paper Accepted)
1st LAICOD-Life Activities
International Conference
on Disability, Sep 21-24,
2003, Morissel, NSW,
Australia, (ICSSR Project Paper
Accepted)
4
45. 45
2ndAsian Regional
Conference on Safe
Communities, and
1stBangladesh National
Conference on Injury
Prevention
February 15-17, 2004,
Dhaka, Bangladesh,
(Scholarship of $ 300 awarded)
XVII WORLD Conference
on Safety and Health at
Work, 18-23, Sep 2005,
Orlando, Florida, USA, (had
applied for Scholarship for a paper)
5
46. 46
The Asia HRD Congress
Kuala Lumpur, Malaysia:
Powering People
Development through Best
Practices, 26-28, July 2004.
As Speaker for the event
and interactive Workshop
· Vienna: World Conference
on Injury Prevention and
Safety Promotion, 6-9,
June, 2004, Vienna, Austria
(invitation received and
paper accepted for Oral /
Poster presentation)
6
47. 47
· 7th Australian Injury
Prevention and 2nd Pacific
RIM Safety Community
Conference, 15-17, Sep,
2004, Queens land, Australia,
(Paper communicated and had applied
for Scholarship for a paper)
· 33rd IFTDO World Conference
and Exhibition, Nov 1-4,
2004, India (applied for Scholarship)
7
48. 48
USA,The WSO’s International
Environmental and
Occupational Safety and
Health Professional
development Conference ,
2008,June 9-11, USA.
Paper Accepted
Mexico, 9th World
Conference on Injury
Prevention and Safety
Promotion,March 15-19,
2008,Mexico.
Poster Accepted
8
49. 49
XVIII World Congress on
Safety and Health at Work,
South Korea, June 29 – July
02, 2008
Paper and Poster communicated
Some in 2009 and 2010 have
to be added.
Few are not listed
9
50. 50
2nd Asia Pacific Injury Prevention
Conference
November 4-6, 2008 in Hanoi,
Vietnam.
Oral
Post-Trauma Psychosocial
burden due to Occupational
Accidents & Injury of
disabled workers:
Need for Professional Post
Trauma Management
Intervention
Attended and Presented
51. 51
2nd Asia Pacific Injury Prevention
Conference
November 4-6, 2008 in Hanoi,
Vietnam.
Poster
Occupational Accidents and Injury:
Comprehensive Social Support for Post
Trauma Management of Victims
Attended and Presented
Few are not listed
52. 52
Networking with Professional bodies,
organization and association for academic and
industry interface. Such as:
European Federation of Professional Psychologists'
Associations (EFPA)
European Network of Organisational Psychologists (ENOP)
Academy of Management Human Resources Division
European Association for Personnel Management (EAPM).
United Kingdom: Institute of personnel and Development
USA: Society for Human Resources Management
American Society for Training and Development
Human Resources Planning Society
International Association for Human Resources Information
Management
SHRI- Singapore Human Resource Institute
Australia: Australian Human Resources Institute
Hong-Kong : Hong-Kong Institute of Human Resources
Management
India: National Institute of Personnel Management
Philippines: Personnel Management Associations
Asian Regional Training and Development Organisation
HRD Gateway
India: Academy of HRD
India: HR in India
53. 53
Dr. M M Bagali, PhD
sanbagsanbag@rediffmail.com
9880986979 / 0836-2446313