Training & Development With Reference At Aviva Life Insurance

Think India ◽  
2019 ◽  
Vol 22 (2) ◽  
pp. 83-89
Author(s):  
Motokuri Srigandha ◽  
Mrs. Sravanthi ◽  
Dr. Dolly Diyana David
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Life Insurance ◽  
Employee Training ◽  
Resource Development ◽  
Training Development ◽  
Specialized Function

Employee training is the important sub-system of Human Resource development. Employee training is a specialized function and is one of the fundamental operative functions for Human Resource Management.

scholarly journals MENGINTEGRASIKAN MANAJEMEN SUMBER DAYA MANUSIA DI MADRASAH

2017 ◽  
Vol 3 (02) ◽  
pp. 153
Author(s):  
Wahyudin Noor
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Human Resources Management ◽  
Resource Development ◽  
Resource Planning ◽  
Education Today ◽  
Job Assessment

Human resource management is part of organizational management that is supposed to focus on human resources. Observing the importance of the role of human resources in the organization of this madrasah, at least is to reconciling the development of the work environment that occurs-especially in the world of Islamic education today, so that madrasah should be able to pay attention to the importance of human resource management programs through the practice of integrating human resources management including human resource planning, recruitment, selection, orientation and placement, training and development, job assessment and compensation into planning, management and control of madrasah organizations related to allocation and human resource development in madrasah Keywords. Management, Human Resource Development, Madrasah.

Human resource development and human resource management levers for sustained competitive advantage: Combining isomorphism and differentiation

2016 ◽  
Vol 24 (4) ◽  
pp. 533-550 ◽  
Author(s):  
Elizabeth F Chapman ◽  
Faye A Sisk ◽  
Jeff Schatten ◽  
Edward W Miles
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Resource Development ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Human Resource Management Practices

AbstractNumerous studies have investigated human resources as a source of sustained competitive advantage, indicating that the high-performance work systems created by certain human resource development and human resource management practices lead to greater firm performance. Though the mechanism by which this link exists remains a ‘black box,’ substantial evidence shows organizations benefit by adopting the human resource development and human resource management practices that lead to high-performance work systems. We discuss two divergent perspectives, institutional theory and resource-based view, and their impact on high-performance work systems. We argue that organizations adhering to tenets of institutional theory experience isomorphism in certain human resource development and human resource management practices, whereas resource-based view attributes create ways that firms differentiate their practices. We posit that to be competitive firms must balance the push–pull effect of institutional pressure with that of resource-based view differentiation.

scholarly journals Comparative analysis of the government investments and revenue from different sectors in Bangladesh and its impact on the development of HRM sectors: A 20 years of study

2021 ◽  
Vol 10 (01) ◽  
pp. 553-562
Author(s):  
T. Akther ◽  
M. K. K. Rony ◽  
A. Anowar ◽  
M. U. Habiba ◽  
O. J. Akhi ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Gender Discrimination ◽  
Comparative Education ◽  
Purchasing Power Parity ◽  
Resource Development ◽  
Power Parity ◽  
The Government

Human resource management divisions are such critical areas of both the public and private sectors that can regulate a country's socio-economic and financial status via generating and manipulating skilled workforces for all possible revenue sectors. Nominal GDP with purchasing power parity (PPP) of a nation is directly interlinked with the human resource policies. For such a developing country as Bangladesh, human resource development and management issues are often very challenging, when the government has to face the demands of a vast population with the least amount of resources. In this research, different highest to the lowest revenue sectors of our country have analyzed depending on the opinions of the HRM experts and the data records of the government, where a correlative study have preferred with the government invest to revenue scale for sector wise human resource development over twenty years. In all aspects, the correlation was significant, because only the highest emphasized sectors of the Govt. could ensure better subsidiaries, higher investments and phenomenal human resource management such as- agriculture and textiles than the inferior looking sectors namely- healthcare and socio-economic. Comprehensive factorial analysis has taken place in this research which can help to figure out the concerns and prospects of the HRM sectors means skilful training facility, health insurance, gender discrimination, education level, corruption, public private partnerships, government policies and so on. A business friendly environment and job sector comparative education and training systems can ensure sound HRM in Bangladesh with proper and cutting edge integrative policies.

Post-Leave (Return to Work) Training Needs and Human Resource Development

2021 ◽  
pp. 152342232098293
Author(s):  
Denise R. Philpot ◽  
Mariya Gavrilova Aguilar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Return To Work ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Training And Development ◽  
Training Needs ◽  
Organizational Policies ◽  
Leave Taking

The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.

scholarly journals Human Resource Management and Human Resource Development: Evolution and Contributions

2015 ◽  
Vol 1 (2) ◽  
pp. 120 ◽  
Author(s):  
Nicole Richman
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
High Performance ◽  
Close Association ◽  
Employee Development ◽  
Resource Development ◽  
Human Knowledge ◽  
High Performance Organization

<p>Research agrees that a high performance organization (HPO) cannot exist without an elevated value placed on human resource management (HRM) and human resource development (HRD). However, a complementary pairing of HRM and HRD has not always existed. The evolution of HRD from its roots in human knowledge transference to HRM and present day HRD activities reveals that environmental, social, and political influences have escalated the need for organizations to focus employee development in the areas of flexibility, innovation, and capability. The following review illustrates the importance of HRM and HRD to organizational leadership. Furthermore, the research examined builds a close association betwee HPO and the skills transferred through an effective collaboration of HRM and HRD activities.</p><div> </div>

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