The organization growth can’t take place without trained and experienced manpower. Training is said to be an investment in Human Resource with promise of better return in future. An effective Training and development will result in achieving and organizational objectives and individual development. Hence training should be given at most importance in the organization. Employees Training and Development are not only on activity that is desirable but also an activity that organization must commit resources to if it is to maintain a viable and knowledgeable workforce. Training is needed for an organization to improve its performance. This book highlights the need of training and development and its evaluation.
Bridging the gap between heavy theory and heavy practice, "Organization Development provides an emphasis on performance and results in addition to an overview of tools, techniques, and processes. Covering basic steps such as marketing, start-up, planning, and evaluation, the book includes a comprehensive discussion of implementation from the individual level to the global. The book gives consultants, managers, and students of the field a holistic perspective into the full range of values that organization development has to offer.
The purpose of this book is to determine whether dynamic organization structures emerge based on social, asynchronous and synchronous communication and collaboration patterns within IT and Education Institutes in Redmond (USA) and Bangalore (INDIA). The research also tried to establish if communication and collaboration are primarily Asynchronous, Synchronous or both and whether Social are leveraged as a primary or secondary medium. The study isolates the major concepts related to organizational development and organization structure. An exploration of some of the major paradigms for organization development is conducted through review of existing literature. The review includes an assessment of the relationship between organization structure and organization goals followed by a description of the prevailing organization structures.
An organization has cyclical process of growth.In order to attain a systematic growth and to avoid decline, every organization makes vital changes in structure, process and product.Every organization tries to achieve the goals for which it is established.To achieve these goals,the organization has to utilize various resources.The common factor for all organizations is that the resources are limited. These resources are both human and non- human. Human resource is a great asset to any organization. Therefore, every organization must give special attention to the human resource because they can contribute a great deal to the goals of the organization. Every organization is concerned with acquiring services of people, developing their skills, motivating them to the highest level of performance and ensuring that they continue to maintain their commitment to the organization. Human Resource Development (HRD) provides an opportunity to an organization to enable it to survive and flourish. In the present investigation, an attempt has been made to study the Human Resource Development Climate of DIETs of Rajasthan state.
This book is a study of leadership process, communication process and organizational effectiveness, a case study of an information technology public company in Thailand. This case study was conducted in 2005. The tools used to collect primary data included interview, observation and survey questionnaires. This book may be especially useful for a student who is studying in organization development, change management, or anyone else who maybe considering conducting OD intervention in their organization.
Students and researchers study accounting history and theory to establish relationship between development of accounting and forms of managing business activities. This monograph documents how business organizations have developed and transformed over time to record transactional facts, enumerate results, exhibit financial conditions, and establish control on business management. Further, it provides readers with a compressive and practical grounding, evidence, facts, and logics of the development in accounting vis-a-vis the development of business forms. It is composed of eight chapters. Chapter I annotates the development of organization and accounting practices before the birth of Jesus Christ. Chapter II details the development since Jesus Christ up to Luca Pacioli. Chapter III outlines the development from 1500-1750. Chapter IV examines development during and after industrial revolution. Chapter V-VII examine development until the 1980s. Chapter VIII makes a brief summary with remarks. This monograph, thus, highlights the simultaneity and congruity of accounting and business organization development over 6500 years.
Training provides employees with specific skills and helps to correct deficiencies in their performances, while development is an effort to provide employees with abilities the organization will need in the future. Training and development in the organizational context is a process by which the employees of an organization are helped in a continuous, planned way to acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles and develop their capabilities as individuals.
Organizational development (OD) is an intervention strategy that uses group processes to focus on the whole culture of the organization in order to bring about planned changes. OD seeks to change beliefs, attitudes, structures, values and practices so that organizations can better adapt to change. OD and training are complimentary to each other. Today, training has become an integral part of the business and of the line managers of the organization by assuming a transformational role in decision-making, strategy formulation, policy implementation and management of the business as a whole. This book is a culmination of an empirical study on training and organization development. It has nine chapters scientifically designed to cover discussions on training policy, training need identification, training programs, measurement of the effectiveness of training programs, and organization development, with suggestions and action plan for improvement which are expected to become handy to the learners and users.
The aim of this study was to investigate the relation between innovation and system complexity, and suggest improvements for an organization to handle innovation and complexity better. The analysis was based on theoretical models about organizational structure, development models and knowledge management. To significantly improve how complexity and innovation are managed it isn’t sufficient to focus on improvements in one part, such as processes. Organizational goals, external environment, organizational structure, development model, knowledge management and internal culture have to be considered and balanced to achieve significant improvements. For the organization studied it was clear that there was a difference in the official description of the organization and how it worked in practice.
This book seeks to sharpen the focus on the new avenue for team relationship within organization settings. While exploring the role of team effectiveness in the bank management, this edition gives a well-rounded overview of the learning organization systems in Indian bank. In this edition authors highlighted the facilitating effect of team relationship for the development of Learning Organization.
The prevailing and deteriorating security situation in Afghanistan especially in the rural areas is understood to be a major challenge in smoothly implementing the development activities. This restricts staff of national and international organizations to regularly and effectively monitor development and humanitarian aid outputs. To ensure that humanitarian and developmental work running smoothly and are operational and deliver services in line with the set objectives by that specific organization,very limited organization have done work/research how to monitor humanterian and development project in insecure and conflict areas of Afghanistan . To ensure I worked on how different organization are monitoring their humanitarian aid project in Afghanistan and in the other world (review of different reports and literature) special focus to the eastern zone (Nangarhar, Kunar and Laghman). Different approaches are using by different international organizations.
This text is an introduction to the concept of human resources, from its history to the general trends that shifted from social to strategically development. If an organization wants to become sustainable and become a sustainable part of its community they it must grasp the functionality of communication, diversity, leadership, development, and motivating its employees. Once an organization has achieved this then they can fully understand their organizational identity.
Establishing a solid competitive edge of any organization requires not only individual training of employees, but their constant and continuous development within any group or organization through formation, exchange and application of knowledge and skills. Establishing an HR development system that may successfully implement that idea seems a big challenge, but the system activity assessment is a greater one. Based on the results of the PH.D. research, this monograph examines the HRD system activity through the perspective of the structural- functional approach. Development and integration of structural-functional interactions within any organization (primarily, through realization of relevant training interventions) will make the system structurally mature and enable to implement its educational elements. In this case the HR development''s function becomes the most crucial for the organizational development, which makes it possible to speak of effectiveness of the HRD system. The present research may be of immediate interest to students, scholars and practitioners majoring in HR Management and HR Development.
Knowledge Management(KM) is became prime concern for the organizational development. Organization Successes and failure depends on the strategy for Knowledge Utilization and its management. in 21st century KM is becoming indispensable parts for organization economy development for Knowledge Enabler. This Master thesis provides a practical approach to design,development and implementation for KM Strategy through multi agent based approach. its explaining how to design KM Strategy to align business goal with KM Objective and elucidates as approach for implementing KM Strategy in Software engineering organization. which is known as SE-MABKM to make it sustainable. in today era organization development need a complete framework; based on that, organizational activity can be recorded on centralized Knowledge base which is known as Experience factory[EF] in pro rata basis and it can be utilize at the time of required most.this Master thesis can be utilize for knowledge enabler,Knowledge Application developer, Information Technology Management Practitioner.software engineer and various level of IT Practitioner and IT Scientist.