About Chapter

The Bangalore HRD Network conducted a discussion on HRD implications of Exit Policy in August 1992. In September 1992 the Chapter members were addressed by Prof. K.K. Swaminathan on Computerised Skill Gap Analysis Technique. In the same month Mr. R.R. Nair addressed the members of the Chapter and Bangalore Management Association on Global Perspectives of HRD. The Annual General Body Meeting held on May 21, 1993, the Bangalore HRD Network has elected Mr. D.T. Devare of Grindwell Norton as its next President Mrs. Rekha Menon was elected as Honorary Secretary-cum Treasurer of the Chapter. The newly formed Executive Committee of the chapter consists of Dr. Rupande Padki, Dr. K.B. Akhiliesh, Prof. S.R. Bijoor Mr. A.S. Vasudevan, Mr. S.V. Rao, Ms. Gayathri Krishnamurthy, Ms. Sandra Mahadwar and Ms. Kalpana Hombali. We wish the new team all the best and hope that they will keep up the good work the was doing under the leadership of Mr. R.R. Nair. In a good move the new President has formed an Advisory Committee that includes all past presidents of the Chapter. In addition Mr. S.R. Sharma, Mr. D.R. Nagaraj and T.B. Muddanna were also being requested to be on the Committee.

The members present in the AGM suggested that the Chapter should try to have its own premises and also plan some major events.

Chapter

Communities

The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?