Human Resource Development is very crucial for achieving higher levels of socio-economic development in both developed and developing countries. The value of Human Development Index (HDI) is much higher in the countries with higher levels of investment in HRD and vice versa. The less populous counties have been striving to invest more in HRD, as they cannot afford to waste their limited and precious human resources. Even the most developed country like USA with higher investment in HRD is still depending on the human resources of developing countries like India to meet its requirement of skilled manpower in certain important sectors of its economy. Therefore the development of a country or an organization or a person to a greater extent is determined by the investment in HRD.
The human resources of a country play a vital role in determining its progress and prosperity. Some countries with rich physical resources cannot develop if they have scarce human resources or inadequate investment in HRD. The countries with abundant human resources can not develop fast without adequate investment in HRD and where as the developed countries with scarce human resources are trying to develop fast with higher investment in HRD. In this modern age of technology and globalization, investment for improving the quality of human resource is considered very important as it significantly contributes to the development of nation in general and achievement of goals of the individuals and the organization in particular.
In the world competition the quality of human resource has become an essential factor in determining the success of any organization. According to Adi Godrej, Chairman and Managing Director, Godrej Consumer Products Ltd., "all corporate strengths are dependent on people". Human resource of an organization is one of the unique assets to the organization and it is essential for an organization to gain more competitive advantage over its global competitors. Therefore, there is a need for the organizations and individuals/ employees to be more conscious about the investments and the initiatives for HRD.
[...] Link Institutes The Government of India with technical guidance of NIRD is assisting the State Governments to strengthen/establish State Institutes of Rural Development (SIRDs) for research and training. These institutions are to act as link institutes of NIRD at state level. The Institute offers Trainer's Training programs for the instructors and coordinators of SIRDs and Extension Training Centers (ETCs). Several off- campus programs are conducted each year at various SIRDs by senior faculty from NIRD to provide guidance in training and research activities specific to each state. [...]
[...] Table-I: Initiatives for improving educational qualifications Employee More than Adequate Inadequate Category Adequate Table-2: Incentives for higher educational qualifications Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.8 ( 93.3 for group A ( 83.33 for Group B and 2.65 ( 88.33 ) for employees of both categories + Table-3: Initiatives for improving job related skills/training Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.3 ( 76.66 for group A ( 73.33 for Group B and 2.25 for employees of both categories + Table-4: Incentives for job related advanced skills and training Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.0 ( 66.66 for group A for Group B and 1.9 ( 63.33 for employees of both categories + Table-5: Initiatives for improving research infrastructure Employee Category More than Adequate Adequate Inadequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.6 ( 86.66 for group A ( 83.33 for Group B and 2.55 for employees of both categories + Table-6: Initiatives for improving training infrastructure Employee Category More than Adequate Inadequate Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.6 ( 86.66 for group A for Group B and 2.5 ( 83.33 ) for employees of both categories + Table-7: Initiatives for collaborative research with other national and international organizations Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.1 for group A ( 66.66 for Group B and 2.05 ( 68.33 for employees of both categories + Table-8: Initiatives for collaborative training with other national and international organizations Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.4 for group A for Group B and 2.25 for employees of both categories + Table-9: Initiatives for contributing towards formulation of rural development policies/programs /guidelines Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.1 for group A ( 73.33 for Group B and 2.15 ( 71.66 for employees of both categories + Table-10: Initiatives for conducting research on topics of national importance Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.3 ( 76.66 for group A ( 83.33 for Group B and 2.4 for employees of both categories + Table-11: Initiatives for organizing training programs for the crucial rural development functionaries Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.5 ( 83.33 for group A for Group B and 2.45 ( 81.66 for employees of both categories + Table-12: Initiatives for organizing seminars and workshops 0n the themes of topical importance/problems of national importance Employee Category More than Adequate Inadequate Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.2 ( 73.33 for group A for Group B and 2.3 ( 76.66 for employees of both categories + Table-13: Initiatives for improving health facilities/infrastructure Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.6 ( 86.66 for group A ( 86.66 for Group B and 2.6 ( 86.66 for employees of both categories + Table-14: Initiatives for improving residential facilities Employee More than Adequate Adequate Inadequate Category The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.6 ( 86.66 for group A for Group B and 2.5 ( 83.33 for employees of both categories + Table-15: Initiatives for improving safe drinking water facilities Employee Category More than Adequate Inadequate Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.3 ( 76.66 for group A ( 73.33 for Group B and 2.25 for employees of both categories + Table-16: Initiatives for improving sanitation facilities Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.2 ( 73.33 for group A ( 76.66 for Group B and 2.25 for employees of both categories + Table-17: Initiatives for improving recreation facilities Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.2 ( 73.33 for group A for Group B and 2.15 ( 71.66 for employees of both categories + Table-18: Initiatives for improving games/sports facilities Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.0 ( 66.66 for group A for Group B and 2.05 ( 68.33 for employees of both categories + Table-19: Initiatives for improving transport facilities Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.3 ( 76.66 for group A ( 76.66 for Group B and 2.3 ( 76.66 for employees of both categories + Table-20: Initiatives for improving security and maintaining communal harmony Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.5 ( 83.33 for group A ( 76.66 for Group B and 2.4 for employees of both categories + Table-21: Overall initiatives for achieving organizational goals Employee More than Adequate Inadequate Category Adequate The effective score and percentage value rated by the employees on 3 point scale have been worked out at 2.3 ( 76.66 for group A ( 73.33 for Group B and 2.25 for employees of both categories + The data collected based on the Yes or No responses have been analyzed by using percentages. [...]
[...] Mumbai: Himalaya Publishing House Second Edition Questionnaire HRD Initiatives for achieving Organizational goals: Initiatives for improving educational qualifications Incentives for higher educational qualifications Initiatives for improving job related skills/training Incentives for job related advanced skills and training Initiatives for improving research infrastructure Initiatives for improving training infrastructure Initiatives for collaborative research with other national and international organizations Initiatives for collaborative training with other national and international organizations Initiatives for contributing towards formulation of rural development policies/programs /guidelines 10: Initiatives for conducting research on topics of national importance 11: Initiatives for organizing training programs for the crucial rural development functionaries 12: Initiatives for organizing seminars and workshops on the themes of topical importance/problems of national importance 13: Initiatives for improving health facilities/infrastructure 14: Initiatives for improving residential facilities 15: Initiatives for improving safe drinking water facilities 16: Initiatives for improving sanitation facilities 17: Initiatives for improving recreation facilities 18: Initiatives for improving games/sports facilities 19: Initiatives for improving transport facilities 20: Initiatives for improving security [...]
[...] Strategy for mobilization of manpower to bridge the gap Levels of knowledge, skills, competencies, attitudes and aspirations of employees Identify the areas that need training inputs and skilled manpower Identify the sources for mobilization of skilled manpower Identification of organizations for training and also exchange of technical expertise Profile of the Organization: The National Institute of Rural Development is the apex body for undertaking training, research, and action research and consultancy assignments in the rural development sector in India. It functions as an autonomous organization supported by the Ministry of Rural Development, Government of India. [...]
[...] Summary and Conclusions Summary and Conclusions Investment in HRD is necessary for achieving the individual organizational goals. In a country like India initiatives for HRD could be seen at three levels i.e., Government, Organization and Community / Individuals. The present study on initiatives for Achieving Individual and Organizational Goals in National Institute of Rural Development has been carried out with an objective to find out the HRD initiatives in NIRD for achieving the individual and organizational goals. The data has been collected from both primary and secondary sources. [...]
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