Human Resource Development: a Case Study of Legal Professionals

Human resource development helps the individual to increase their performance, their potentials, fulfilling their needs and enhancing social & psychological status. The belief that every person has potential which can be utilized for better productivity or service has enabled to established a process of converting this potential into reality. In this process the human being is continuously motivated to acquire knowledge and skills. The present study will enrich the present state of knowledge about the human resources in rural areas of Garhwal division of Uttarakhand state with special reference to Hardwar district. It will be helpful to understand the problems of the human resources in Uttarakhand state.

Industrial Relations Journal, 2010

India can best be described as a 'country of complete contrasts'. This ancient country with a population of over a billion people is on the threshold of transformational change, economically, politically, socially and culturally. On the one hand, the positive outlook for India presents a promising picture: a booming economy that has finally overcome the infamous Hindu rate of growth; thriving intellectual capital that boasts the world's second largest pool of Englishspeaking scientists and engineers; robust democratic political system; Westernoriented education, judicial and financial systems, thanks to British legacy; and world-class information technology (IT)-enabled services sector that dominates global business process offshoring of most professional services. On the other hand, the majority of the population lives in rural areas; 60 per cent is dependent on agriculture and the country is still plagued with woeful infrastructure. Hardly 10 per cent of the 500 million strong workforce is in the so-called organised sector of the economy which pays wages and salaries and is covered by federal and state laws. The 'new economy' that covers knowledge-oriented service sector and powered by IT has made a very small dent in the largely unorganised, agrarian and small-scale business sector. Considering these extreme features of the Indian economy, one can understand the difficulty in generalising the context and nature of a management discipline. This is more so in the case of human resource management (HRM) discipline, which is highly context specific with a largely intangible outcome. Most of the publications on HRM in India take the form of a chapter in books on HRM in the Asia Pacific (e.g. Saini and Budhwar, 2004) or a comparative study between HRM systems in India and another country (e.g. Budhwar and Khatri, 2001) or an account of HRM-related phenomenon in a particular sector of the Indian economy (e.g. Agrawal and Thite, 2003) or a particular HRM function (e.g. Amba-Rao et al., 2000). While sector and functional-specific empirical articles on HRM in India have made good contribution to Western understanding, there is limited contribution from books that take a macro view of HRM discourse in India. For example, Rao (1999), Ramaswamy (2000) and Varkky et al. (2001) do provide an Indian setting to their HRM discourse but by mainly recycling popular Western HRM concepts and practices; they offer 'old wine in a new bottle' and often send 'confusing signals' (Saini and Budhwar, 2004). Therefore, this book that offered an Indian perspective to HRM had the opportunity to fill a void, particularly to Western readers who are eager to broaden and sharpen their understanding of an emerging nation from the perspective of managing people.

International Research Journal of Human Resources and Social Sciences, 2016

The transformation of industrial society, globalization of business, and the modernization of methods and techniques which have emerged in a big way brought with it the need for managing a new array of people necessitating the human resource management approach. HRM has attained wider dimensions and immense importance in recent years. It represents a deviation A Monthly Double-Blind Peer Reviewed Refereed Open Access International e-Journal-Included in the International Serial Directories.

Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource management. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.This paper aims to attempt the need of training and development programmes in respective organaization and examine the methods and evalution of training programmes was discussed. In other words training improves, changes, moulds the employee's knowledge, skill, behavior, aptitude, and attitude towards the requirements of the job, and organization. Employee training is distinct from management development or executive development. While the former refers to training given it employees in the areas of operations, technical and allied areas, the latter refers to developing an employee in the areas of principles and techniques of management, administration, organization and allied areas.

International Journal of Management (IJM), 2020

Interview is the linking gateway permitting an employee to come in contact with the company. This interview process must be conducted in a transparent way and also in a fair conduct so that the candidates must have a positive approach towards the company which will make them 100% loyal to the company after they get into it as employees or trainers. This whole responsibility lies with the Human Resources department as the interview process will be solely conducted by them with the help of some technical experts. This article deals with the duties and responsibilities of the HR department a particular company by conducting a survey and the role played by it in the progressive development of the company by conducting effective recruitment processes and hiring eligible candidates i.e Right Person for the Right job. This article also gives various literary reviews on various effective methods of Recruitment processes and educating the candidates.

2007

Globalisasi perekotioiiiinii iiieiiibawa dampak pada tiiiitiitaii cfesieiisi dan efeklifitas dalam pengelolaan Pemerintah. Hal ini penting agar setiap kebijakan yang keiuar dari pemerititaii mampti tiicmberikan dampak yang penting teriiadap perkembangan perekonomian, bukan yang sebaiikiiya. Kebijakan yang saiali akan membawa dampak pada perekoiwmiati karena investasi akan keiuar dari indmiesia, baik domestik alaupun asing, karena balas negara yang semakin kabw: Artikei ini meiijeiaskaii keadaau suuiberdaya mamisia Indonesia sekaratig dan kebijakau-kebijakaii yang diambii untuk mcmperkuat sumberdaya mainisia di sektor pubiik pembaiiasan mencakup itisentif kebasis performen baik berupa pendidikan, karir dan pciigupaiiaii.

Only a decade ago, the term management was scarcely cognizable except in its initial connotation of arranging items methodically. Now the Management Community is pulsating with a new vigor, widely known, alive, searched and researched. Times are changing with an irreversible vehemence as if everyone is heading for a new millennium. The last quarter of this century is an era of challenges. It is more so in human terms. South Asia, like others, is also facing this multi-dimensional renaissance. To where this new current will lead us? Will social attention and energy be utilized for better economic, geo-political, socio-cultural and technological management? The experts in this fields are still in a dilemma how to foster economic growth, poverty alleviation and social development. There are limits to the socioeconomic role that governments can play. Times are ripe that we should comprehend the gravity of the situation. The relationship between the world of ideas and the world of action is far from being unambiguous. In the developing economies like Pakistan—having a traditional agrarian base, the task of managing organization is much more complex. However the pioneers of Management Economics did much to sustain faith in the possibilities of socioeconomic progress. Highly innovative measures such as improvement in the external economic environments, efficient policy framework, greater mobilization and more efficient utilization of human resources are the current pointers to this direction. We in Pakistan are still facing sad state of affairs: Literacy rate dwindling down to 23% from 27% in 1947. Population explosion at 4%, drug-menace, sham-theocracy, and an " overnight richness syndrome ". * Vice President. Abacus School of Business Management. Lahore (Pakistan).

iaeme

The paper “Challenges faced by the Indian Organization for Human Resource Development” is based on a problem of “Cost of recruiting 1 new employee is equal to cost of retaining 10 old employees”. The paper has been developed through an extensive literature survey of the Indian organizations to examine the various challenges that are being faced by the Indian organizations for the human resource development and provides solutions to overcome these problems.

Human resources are an organization's greatest assets. In order to maximize organizational effectiveness, human potentials, individuals' capabilities, time, and talents must be managed and developed. India has the second largest textile industry in the world after China. It plays a very prominent role in the development of Indian economy. The most outstanding feature of the industry is its vital link between the textile industry and farm sector. The present study examines the role of human resource and its contribution to the development of Sri Rangavilas spinning, ginning and weaving mill and highlights the impact of human resource policies and practices. The majority of the employees irrespective of their cadre expressed satisfaction over the HR practices. However, a section of the employees who are dissatisfied justified by their views with reasons. Therefore the mill administration has to take necessary step to solve the problems of the employees so as to enable them to work with satisfaction. The suggestion made in this study would help the management in taking appropriate decision.