HRD professionals are drivers of HR and organisational development at an individual, team or organisational level. They are instruments of control as they are frequently responsible for facilitating the socialisation of individuals in work settings.
Training is a specialised function and is one of the fundamental operative functions of human resource management. It is a short-term process utilising a systematic and organised procedure by which non-managerial personnel acquire technical knowledge and skills for a definite purpose.
Quality of work life is a process of joint decision-making, collaborations and building mutual respect between management and employees.
Demotion is the assignment of an employee to a job of lower rank with lower pay. It is just the opposite of promotion and thus involves the downward career movement of the employee in the organisation hierarchy.
HRD climate is the perception of the employees about the prevailing HRD culture in the organisation which is mostly brought out through surveys, covering the entire or a sample of employees.
Human Resource Development (HRD) is a distinct area of HRM which encompasses a range of practices and processes to ensure that a firm’s human resources are equipped with the skills, behaviours, knowledge, competence, and attitudes required for effective performance both now and in the future.
Group decision making is defined as the process of making a choice from among two or more alternatives via the interaction of two or more people.
Leadership is the process of influencing the behaviour of others to work enthusiastically and willingly to achieve predetermined goals.
Motivation refers to how urges, drives, desires, aspirations, strivings or needs direct, control or explain the behaviour of human beings.
Performance appraisal is a method of evaluating the behaviour of employees in the workplace, normally including both the quantitative and qualitative aspects of job performance.