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.
Valuing workforce diversity entails managing in a way designed to fully realise the potential benefit that differences can bring It means being aware of behaviour, leveraging strengths, acknowledging biases/prejudices, avoiding assumptions, and focusing on job performance and conduct.
Understanding the various types of organisational culture is important. By identifying and understanding the different types of organisational culture, leaders can effectively manage their teams and promote a positive work environment.
Management development is a long-term educational process utilising a systematic and organised procedure by which managerial personnel get conceptual and theoretical knowledge. It refers not to technical knowledge and educational concepts, but rather to technical knowledge and operational skills. It involves a broader education approach aimed at fostering long-term development.
Employee empowerment refers to the enlargement of an employee’s job responsibility by giving him the authority of decision-making about his job without the approval of his immediate supervisor. It is the degree of authority and responsibility given to an employee.