OUR SERVICES

Short-duration Professional Development Programmes

1. Performance Improvement and Management :     Creating Strategy and Processes.

This program is designed to address the crucial strategy and process issues in organisational performance management. The program seeks to work out how high performing organisations strategize and create a capability within organizations to appreciate and recognize the various touch points of performance within their context.

Processes such as communication, objectivity, training, culture building, recognition, rewards, grievance handling, etc. are examined in order to build competencies within managers to enhance individual performance and team performance. The program facilitates an exploration of the managerial roles in enhancing the effectiveness of the performance management processes and in turn makes the system implementation effective within the organization.  The uniqueness of the design is its distinct organization perspective – rather than a functional perspective. High Performing Organisations such as HDFC Bank, Infosys, Dr. Reddy’s Lab, RPG Group, NTPC, IOCL, TCS presented case-studies which were discussed by the participants with senior company executives.

The two-days non-residential program, designed for both HR and Line managers was conducted at ITC Grand Maratha Sheraton, Sahar, Mumbai, from November 20 – 21, 2006. Twenty seven participated from Aga Khan Foundation, HPCL, Tata Steel, Galaxy Surfactants, Infosys, Jetking, Bank of Baroda, RBI, IFFCO, TCS, Orchid Chemicals & Pharmaceuticals, Indian Bank, NTPC, Sasken, etc. and there were 11 Resource Persons, viz.., Dr. Anil K Khandelwal-Bank of Baroda, Prof. Sunil Maheshwari-IIMA; Mr. Avinash Chaturvedi-NTPC, Mr. Prabir Jha-Dr. Reddy’s Lab, Ms. Mandeep Maitra-HDFC Bank, Mr. Kaushik Ray-Infosys, Mr. Dharmarajan-KEC Interntional, Ms. Pallavi Jha-Dale Carnegie, Mr. S. Padmanabhan-TCS, Mr.Thomas Antony-IOC, Ms.Varda Pendse-Cerebrus Consultants, etc. Fedback-wise, the program made a good impact. The participants recommended to repeat this program for other professionals.

2. HRD & APPLIED BEHAVIOURAL SCIENCES PROGRAM

About the program

Life in organizations today, quite often entails working in groups but the experience of group work is often not satisfying and productive. The increasing complexity in organisations has raised the importance of understanding and using applied behavioral science. Executives and Managers, who understand themselves and the impact of their behaviour on others, are able to understand other people, be sensitive to them and become more effective in dealing with inter-personal issues at work. People who are quite skilled in carrying out their tasks are often not trained to work as team members. Group facilitation, seemingly a difficult task, involves a set of competencies and skills which people can cultivate and can play a catalytic role in transforming a group of individuals into an effective and well-knit team.

HRD practitioners are required to use the various applied behavioral science methods and tools in an organisation to facilitate personal and group development. This program is designed to equip the participants with the learnings on personality types, personal growth, group dynamics, emotional intelligence etc. to equip them for the same.

I’m interested in Applied Behavioural Science Program

3. Experiential Workshop: Instruments for HRD

Psychometric Inventories and other Instruments are important tools used by HRD professionals in training and consulting situations. They can be used to gather useful data and make interventions at individual, team and organizational levels to enhance their effectiveness.

In August 2005, AHRD conducted its Fifth Experiential Workshop: Instruments for HRD in Ahmedabad in which 28 professionals participated, which attracted HR Managers and Consultants from all over India. The Workshop aimed at providing knowledge about the basic concepts, the different types of instruments and the conditions for their effective usage. Apart from these theoretical inputs, participants experienced the administration of selected instruments to become facilitators of these valuable tools. With a focus on the assessment and development of personal and interpersonal orientation, role effectiveness, team building and leadership styles the program covered instruments such as MBTI, 360-Degree Feedback, 16 PF, Personal Effectiveness Scale, Role Efficacy Scale, Transactional Style Inventory, Organisational Survey Instruments, Big Five Personality Traits, California Psychological Inventory, Leadership Style Inventory and the OCTAPACE Profile. The Faculty were : Dr. Udai Pareek, Dr. Indira Parikh, Dr. T.V. Rao, Dr. Dalpat S Sarupria, Prof. Nina Muncherji, Mr. Raju Rao, Dr. Kakoli Saha.

The Sixth Experiential Workshop: Learning Instruments in HRD & OD was organized from May 25-28, 2006 at KLMDC, IIM, Ahmedabad in which 26 participants from Tata Steel, Wyeth Ltd., AGI Glaspac, Tata Yutaka Autocomp Limited , Sun Pharmaceutical Industries Limited , GEI HAMON Industries Limited , Aga Khan Rural Support Programme (India), BASIX , Crompton Greaves Ltd, Samtel India Ltd, HSBC Electronic Data Processing India Pvt. Ltd., Pegasus Institute for Excellence, Hindalco Ind. Ltd, Bank of Baroda, SARAL, NTPC, TCS, DRL, ANM Consultants, GSK, TITAN, etc. were participated. The faculties were: Dr. Udai Pareek, Dr. Anup K Singh, Dr. Nimrat Singh, Dr. T V Rao, Prof. Raju Rao, Dr. D.M. Pestonjee, etc.

The Seventh program was organized at India Habitat Centre, New Delhi in which 30 participants were present. Faculty included Dr. Udai Pareek, Dr. Seema Sanghi, Dr. Rajen Gupta, Dr. Satish Kalra, Dr. Punam Sahgal, Mr. P. Dwarakanath, Mr. Prem Swarup.

I’m interested in Instruments for HRD: An Experiential Workshop

4. MDP: HR for Sustainable Competitive Advantage

AHRD has successfully conducted its second program on HR for Sustainable Competitive Advantage, which focused on HR heads. Twenty three HR heads were participated for this program conducted from February 18-22, 2007 at Fariyas Holiday Resort, Lonavala. The highly esteemed faculty included luminaries such as Prof. M R Dixit-IIMA; Dr. Anil K Khandelwal, CMD, BOB; Mr. Arvind Agarwal, RPG; Mr. Bikramjit Maitra, Infosys; Mr. Prabir Jha, DRL; Mr. Ranjan Acharya, Wipro; Prof. Balaji, Symphony Services, Mr. Aquil Busrai, IBM; Dr. Om Kaul, Mgmt Consultant to name a few.

5. Appreciative Inquiry for Organisational Change

This is another innovative program launched by the Academy in April, 2006 jointly with ISABS. Appreciative Inquiry is a relatively new OD concept. While traditional OD strategies seek to find out the wrongs of the people, policies and organization, Appreciative Inquiry seeks to find out the rights of people, policies and organization. It endeavours to build a new vision of the future using the rights as inputs and design a strategy for change management. It is predicted by Peter Sorenson that Appreciative Inquiry is more than a method; it is a paradigm change uniquely created for the opportunities of the 21st century.

In the program conducted in April 17-19, 2006 at Gandhinagar, Near Ahmedabad, Gujarat, 18 professionals at different levels were participated from corporate and social sectors such as Dhan Foundation, AUI Consultants, HPCL, Mahindra & Mahindra Ltd., KRIBHCO, Mafoi Consulting Solutions Ltd., Godrej Consumer Products, Ltd., Bank of Baroda, Dena Bank, TCS, IOCL, Gujarat Gas Ltd., Fag Bearings India Ltd., etc.

In 2007, the program has been offered twice, once 5-7 May 2007 and second time 29-31 August 2007. The faculty comprised the same highly talented duo Prof. R. Sankarasubramanyan and Dr. Wasundhara Kanbur.
 

6. THE ORGANISATION WORKSHOP

DEVELOPING LEADERSHIP AND PARTNERSHIPS FOR EMPOWERMENT

The current changing scenario makes it imperative for organizations to deliver high quality results with most effective use of resources. This can be achieved only with strategic partnerships and empowerment among its members. It has been universally observed that blindness to the systemic forces and unawareness of organizational dynamics regularly knocks people out of partnership and diminishes their capacity to perform effectively. During the workshop, a simulation of an organization is created with Tops, Middles, Bottoms and Customers to provide participants with the understanding of each of these spaces in organizations. Along with the simulation, theoretical inputs are also provided to the participants to facilitate clearer understanding of the systemic dynamics in the organization. This understanding enables participants to know how to develop partnership with all the members of the organization leading to empowerment and better performance in the Organization.

The Organisation Workshop helps to experience what life is like in different parts of the system (tops, middles, bottoms and customers) so that everyone can feel, appreciate and understand another’s world. You realize that you do have choices and can make a difference.

The Organization workshop brings results- People who look at their work and their co-workers more positively, who focus their energy not on blaming or finger pointing but on finding and implementing solutions. And by working together, more energy is available for focusing on critical business issues. In this workshop, the participants will:

	Develop a systemic perspective & understand systems.
	Learn to master the systemic forces that regularly knock us out of partnership.
	Learn what it takes to build lasting partnership up, down and across the organization lines including your customers.
	Realize and use their potential to handle the systemic forces within the organization.
	Explore their power and influence styles and experience greater empowerment. Get personal coaching on how to move forward on projects of real importance to you.
	Exploring the organizational spaces and the strategies to enhance the power of the system and its effectiveness.
	Learn about positive power and influence.

7. Individual & Organizational Assessment Centres ( IOAC)

As a part of its commitment 'To develop HRD professionals and focus on HRD Professionalism’, Academy of Human Resources Development has organized till date twelve IOAC Programs for developing competent  assessors and counselors for implementing IOAC’s in their organizations. 

3 Types of programs are conducted:

	Open Professional Development Programs for industry professionals
	Conferences, experience sharing sessions on Assessment Centers
	In-House Assessment / Development Centers

What is an Assessment Centre? 

Assessment Centres are events used to evaluate the skills or personal capabilities of participants. All participants take part in a number of assessment exercises such as business simulations, interviews, psychometric tests and Questionnaires. Several assessors, usually managers two grades above the participants, take part in the assessment centre observing and evaluating candidates' performance on at least one exercise. A competency framework describing high and low performance in behavioural terms means that evaluations are carried out against a standardized template. At the end of the centre, the assessors meet to compare their evaluations and make recommendations about the suitability of the participants for appointments. They have long been regarded as the most accurate way of assessing potential. A recent development has been their use to identify training needs. Here the assessors will discuss the results of the assessments with individual participants. Together the participant and assessor will set out a plan of action to improve performance through training and development activities.

I’m interested in IOAC Programs

8. Certificate Programs

With a view to offer a platform for HR practitioners and facilitators to learn and imbibe specific methodologies, tools and skills that have achieved paramount importance in the arena of HRD. Academy conducted the "Certificate Program for Facilitators in 360 Degree Feedback" in collaboration with T. V. Rao Learning Systems Private Limited.

What is 360 Degree Feedback ?
360 Degree Feedback is a Multi-source Feedback System. Many organizations across the world have used it in one form or the other for the purpose of performance improvement and people development. In this system, the candidate is assessed by a number of assessors, which includes his seniors (including boss), direct reports (subordinates), colleagues, and internal and external customers. The assessment is made on the basis of a questionnaire, specially designed to measure behaviors considered critical for performance. It is done anonymously and an external facilitator does the tabulation and profiling. Anonymity encourages some people who would be otherwise hesitant to share their feedback frankly in person, thereby making it more objective and authentic. It is increasingly becoming a popular HRD system in India for potential development. However it needs to be handled with skill and needs expertise in facilitating it. Getting the best out of 360 Degree Feedback also demands a full appreciation of the limitations of 360 Degree Feedback. The candidate taking 360 Degree Feedback not only needs to be prepared adequately to take the feedback, but also requires help in interpreting and using it appropriately. Hence it is important to have proper training in the use of this methodology.

Advantages 

	It helps you to assess yourself and the impact you are making on the organization and its members more objectively. It acts like an appraisal and lays the ground for self-renewal as a leader.
	It provides a more objective and acceptable feedback and helps you in understanding the chemistry you are generating on your people.
	It can serve various purposes - identifying the developmental needs, institution building, creation of healthy internal environment to enhance employee commitment and productivity, performance development etc.
	It helps focus on client/beneficiary satisfaction.
	It particularly suits organizations in the service sector as well as those that have flat and matrix structures and use temporary teams and projects as a part of their functioning.

In the future, we plan to offer more such relevant courses in areas of specific interest.

I’m interested in Certificate Program

9. Conclave on HRM for meeting CEO Priorities in the Banking and Financial Services Sector by AHRD & IBA

The Conclave was jointly with IBA organized 24-Aug-2007 at Mumbai. Over 100 delegates comprising CEOs, Executive Directors, CGMs, GM-HR & other HR Heads participated. A research survey was carried out by Prof. Pradip N. Khandwalla, Adjunct Faculty – AHRD and findings put up for day long discussions. CEOs, who addressed the Conclave comprised Dr. Anil K. Khandelwal - BOB, Mr. K. V. Kamath – ICICI Bank, Dr. K. C. Chakraborty – PNB, Mr. M. B. N. Rao – Canara Bank, Mr. M. V. Nair – Union Bank of India, Mr. Rana Kapoor – Yes Bank, Mr. Gunit Chadha – Deuetch Bank and Mr. Neeraj Swaroop – Standard Chartered Bank. From the academia, those who addressed – Dr. Udai Pareek – Adjunct Faculty AHRD, Dr. T. V. Rao - TVRLS, Dr. Sunil Maheshwari – IIMA, Dr. Rajen Gupta – MDI. From the Corporate Sector three Senior HR leaders, Mr. Arvind Agrawal – RPG Ent., Mr. Satish Pradhan – TATA and Mr. Visty F. Banaji – GODREJ. shared their branding experience through HR Mr. Shyam Vishwanathan – CEO Corporate Education from Grow Talent addressed on best Practices. The Conclave focused on the objective of promoting action and better execution of CEO priorities in the banks and financial institutions. The Conclave was very well received.