hi,
i just got a mial i think we all should read it..
NHRD has recently signed an MoU with CII and XLRI for constituting a cell for accreditation of
HR professionals.
To begin with, a pool of 50 assessors will be formed this year for accrediting about 250 HR
professionals.
For more info, please see ToI of 21st Feb 07.
thanks & regards
manish
From India, Delhi
12i just got a mial i think we all should read it..
NHRD has recently signed an MoU with CII and XLRI for constituting a cell for accreditation of
HR professionals.
To begin with, a pool of 50 assessors will be formed this year for accrediting about 250 HR
professionals.
For more info, please see ToI of 21st Feb 07.
thanks & regards
manish
From India, Delhi
hi
can u pl send to
tx
Found the article on Times of India Accent page 46.
The excerpts of the article reads as follows:
Certifiably Credible...
Accreditation of HR professionals looks set to become a reality at last. The National Human Resource Development network (NHRD) recently signed a memorandum of understanding (MoU) with the CII (Confederation of Indian Industry) and XLRI, Jamshedpur to accredit Human Resource professionals in the country. This is with a view of increasing the quality of HR practices in India, reveals Prof. R K Premarajan, Professor (OB & HR) & Chairperson (PMIR Area), XLRI in a chat with Nikhil Menon...
What are some of the salient features of the MoU that has been signed between NHRD, CII and XLRI? That is, how exactly are you planning to accredit HR professionals and design and develop essential competencies for professionals? Kindly elaborate.
XLRI will provide the 'technical expertise' to the CII-NHRD initiative for HR Competency Mapping as part of the Accreditation Process.
We have jointly finalised the HR Competency Model which consists of about 18 competencies categorised as Technical Functional, Technical Behavioural, Generic Functional, and Generic Behavioural Competencies. The Technical Functional Competencies for instance, would consist of the basic and advanced knowledge areas of HR including Talent Management, Performance Management, Organisational Structure, Employee and Industrial relations, HR Strategy, International HRM, etc., The Generic Behavioural competencies would include Execution Excellence, Diversity Management, Service Orientation, etc.,
We are thinking of a two stage assessment process. The first phase would consist of the assessment of technical competencies through an achievement test, which may be done online.The second phase would consist of simulation based assessment that would involve trained assessors.
We propose to create a pool of assessors who will be certified based on a trainingcum-certification programme, in the four regions of the country. XLRI will develop necessary tools and processes for the assessment.The certified assessors will conduct the mapping of competencies of the HR professionals under the guidance of XLRI. In the first year, we propose to develop about 50 assessors who would cover about 250 professionals as part of the accreditation process
Is this something that should have been done a long time ago and in your opinion, will this step really work for the industry? How are you trying to ensure that this initiative will be accepted across the industry and by the government and not become another management 'fad'?
One would think, we should have focussed on it earlier.However, considering that the role of HR as a business partner is taking deeper roots, I would think that it is an opportune time for the three leading bodies to have come together to make this a reality. There is a lot of synergy that would be achieved because of the coming together of these three institutions. With the involvement of CII and its reach,the support of the industry would be that much easier.The strong professional network that NHRD brings to this endeavour would act as a binding force among the professionals. With its reputation as the undisputed leader of HR education in Asia, and its vast alumni network both in HR and other areas of management, XLRI's presence would further consolidate the momentum.
There are several HRD courses being offered at different levels, at institutions across the country. At the academia level, how effective and relevant are these programmes and what impact will accreditation have on the quality of HRD academia in India?
Other than the top tier B Schools, we may not find much uniformity and/or rigor in the curriculum for HR specialisation. Therefore, one of the ideas behind this process is also to align the curriculum of the large number of B Schools with the HR Competency Model. We propose to create better awareness in these B Schools in terms of the competency model and also to build the necessary focus in the curriculum. Besides, an 'academic kit' would be made available to these insitutes.
For complete news please visit
Times of India 21 Feb 2007 Accent page 46 Mumbai edition
From India
can u pl send to
tx
Found the article on Times of India Accent page 46.
The excerpts of the article reads as follows:
Certifiably Credible...
Accreditation of HR professionals looks set to become a reality at last. The National Human Resource Development network (NHRD) recently signed a memorandum of understanding (MoU) with the CII (Confederation of Indian Industry) and XLRI, Jamshedpur to accredit Human Resource professionals in the country. This is with a view of increasing the quality of HR practices in India, reveals Prof. R K Premarajan, Professor (OB & HR) & Chairperson (PMIR Area), XLRI in a chat with Nikhil Menon...
What are some of the salient features of the MoU that has been signed between NHRD, CII and XLRI? That is, how exactly are you planning to accredit HR professionals and design and develop essential competencies for professionals? Kindly elaborate.
XLRI will provide the 'technical expertise' to the CII-NHRD initiative for HR Competency Mapping as part of the Accreditation Process.
We have jointly finalised the HR Competency Model which consists of about 18 competencies categorised as Technical Functional, Technical Behavioural, Generic Functional, and Generic Behavioural Competencies. The Technical Functional Competencies for instance, would consist of the basic and advanced knowledge areas of HR including Talent Management, Performance Management, Organisational Structure, Employee and Industrial relations, HR Strategy, International HRM, etc., The Generic Behavioural competencies would include Execution Excellence, Diversity Management, Service Orientation, etc.,
We are thinking of a two stage assessment process. The first phase would consist of the assessment of technical competencies through an achievement test, which may be done online.The second phase would consist of simulation based assessment that would involve trained assessors.
We propose to create a pool of assessors who will be certified based on a trainingcum-certification programme, in the four regions of the country. XLRI will develop necessary tools and processes for the assessment.The certified assessors will conduct the mapping of competencies of the HR professionals under the guidance of XLRI. In the first year, we propose to develop about 50 assessors who would cover about 250 professionals as part of the accreditation process
Is this something that should have been done a long time ago and in your opinion, will this step really work for the industry? How are you trying to ensure that this initiative will be accepted across the industry and by the government and not become another management 'fad'?
One would think, we should have focussed on it earlier.However, considering that the role of HR as a business partner is taking deeper roots, I would think that it is an opportune time for the three leading bodies to have come together to make this a reality. There is a lot of synergy that would be achieved because of the coming together of these three institutions. With the involvement of CII and its reach,the support of the industry would be that much easier.The strong professional network that NHRD brings to this endeavour would act as a binding force among the professionals. With its reputation as the undisputed leader of HR education in Asia, and its vast alumni network both in HR and other areas of management, XLRI's presence would further consolidate the momentum.
There are several HRD courses being offered at different levels, at institutions across the country. At the academia level, how effective and relevant are these programmes and what impact will accreditation have on the quality of HRD academia in India?
Other than the top tier B Schools, we may not find much uniformity and/or rigor in the curriculum for HR specialisation. Therefore, one of the ideas behind this process is also to align the curriculum of the large number of B Schools with the HR Competency Model. We propose to create better awareness in these B Schools in terms of the competency model and also to build the necessary focus in the curriculum. Besides, an 'academic kit' would be made available to these insitutes.
For complete news please visit
Times of India 21 Feb 2007 Accent page 46 Mumbai edition
From India
Hello all.
Visit this link http://epaper.timesofindia.com/
If you have an existing indiatimes id then u can login directly or create one and then u can read the whole news online.
And if there is anything more to the news in terms of development etc. that anyone of us comes across, the we should continue posting it here.
Thanks & Regards,
Bhavesh B Agrawal.
From India, Mumbai
Visit this link http://epaper.timesofindia.com/
If you have an existing indiatimes id then u can login directly or create one and then u can read the whole news online.
And if there is anything more to the news in terms of development etc. that anyone of us comes across, the we should continue posting it here.
Thanks & Regards,
Bhavesh B Agrawal.
From India, Mumbai
For everyone'e benefit, I am copying the full text of the article which appeared in the TOI, Ascent of Feb 21, 2007.
The artcle follows............
Certifiably Credible...
Accreditation of HR professionals looks set to become a reality at last. The National Human Resource Development network (NHRD) recently signed a memorandum of understanding (MoU) with the CII (Confederation of Indian Industry) and XLRI, Jamshedpur to accredit Human Resource professionals in the country. This is with a view of increasing the quality of HR practices in India, reveals Prof. R K Premarajan, Professor (OB & HR) & Chairperson (PMIR Area), XLRI in a chat with Nikhil Menon...
What are some of the salient features of the MoU that has been signed between NHRD, CII and XLRI? That is, how exactly are you planning to accredit HR professionals and design and develop essential competencies for professionals? Kindly elaborate.
XLRI will provide the 'technical expertise' to the CII-NHRD initiative for HR Competency Mapping as part of the Accreditation Process.
We have jointly finalized the HR Competency Model which consists of about 18 competencies categorized as Technical Functional, Technical Behavioral, Generic Functional, and Generic Behavioral Competencies. The Technical Functional Competencies for instance, would consist of the basic and advanced knowledge areas of HR including Talent Management, Performance Management, Organizational Structure, Employee and Industrial relations, HR Strategy, International HRM, etc., The Generic Behavioral competencies would include Execution Excellence, Diversity Management, Service Orientation, etc.,
We are thinking of a two stage assessment process. The first phase would consist of the assessment of technical competencies through an achievement test, which may be done online. The second phase would consist of simulation based assessment that would involve trained assessors.
We propose to create a pool of assessors who will be certified based on a training cum-certification programme, in the four regions of the country. XLRI will develop necessary tools and processes for the assessment. The certified assessors will conduct the mapping of competencies of the HR professionals under the guidance of XLRI. In the first year, we propose to develop about 50 assessors who would cover about 250 professionals as part of the accreditation process
Is this something that should have been done a long time ago and in your opinion, will this step really work for the industry? How are you trying to ensure that this initiative will be accepted across the industry and by the government and not become another management 'fad'?
One would think, we should have focused on it earlier. However, considering that the role of HR as a business partner is taking deeper roots, I would think that it is an opportune time for the three leading bodies to have come together to make this a reality. There is a lot of synergy that would be achieved because of the coming together of these three institutions. With the involvement of CII and its reach, the support of the industry would be that much easier. The strong professional network that NHRD brings to this endeavour would act as a binding force among the professionals. With its reputation as the undisputed leader of HR education in Asia, and its vast alumni network both in HR and other areas of management, XLRI's presence would further consolidate the momentum.
There are several HRD courses being offered at different levels, at institutions across the country. At the academia level, how effective and relevant are these programmes and what impact will accreditation have on the quality of HRD academia in India?
Other than the top tier B Schools, we may not find much uniformity and/or rigor in the curriculum for HR specialisation. Therefore, one of the ideas behind this process is also to align the curriculum of the large number of B Schools with the HR Competency Model. We propose to create better awareness in these B Schools in terms of the competency model and also to build the necessary focus in the curriculum. Besides, an 'academic kit' would be made available to these insitutes.
Will accreditation lead to top-ranked HR professionals hopping between jobs?
The focus of this exercise is to enhance the overall quality of the HR profession in the country. We are aiming to raise the standard of HR professionals in the long run. Considering such an objective job hopping should not be an issue that we should be unduly worried about. In any case this issue is not something that is plaguing the HR profession alone. We do hope that better mechanisms evolve to address this issue across professions.
Do you think accreditation should extend to the management and the recruitment consultancy industry as well?
To an extent, this would be a cascading process. If the process religiously adheres to the rigors that are imperative to the success of such interventions, then it is a matter of time that this becomes a benchmark and all forms of industry are covered.
From India, Vadodara
The artcle follows............
Certifiably Credible...
Accreditation of HR professionals looks set to become a reality at last. The National Human Resource Development network (NHRD) recently signed a memorandum of understanding (MoU) with the CII (Confederation of Indian Industry) and XLRI, Jamshedpur to accredit Human Resource professionals in the country. This is with a view of increasing the quality of HR practices in India, reveals Prof. R K Premarajan, Professor (OB & HR) & Chairperson (PMIR Area), XLRI in a chat with Nikhil Menon...
What are some of the salient features of the MoU that has been signed between NHRD, CII and XLRI? That is, how exactly are you planning to accredit HR professionals and design and develop essential competencies for professionals? Kindly elaborate.
XLRI will provide the 'technical expertise' to the CII-NHRD initiative for HR Competency Mapping as part of the Accreditation Process.
We have jointly finalized the HR Competency Model which consists of about 18 competencies categorized as Technical Functional, Technical Behavioral, Generic Functional, and Generic Behavioral Competencies. The Technical Functional Competencies for instance, would consist of the basic and advanced knowledge areas of HR including Talent Management, Performance Management, Organizational Structure, Employee and Industrial relations, HR Strategy, International HRM, etc., The Generic Behavioral competencies would include Execution Excellence, Diversity Management, Service Orientation, etc.,
We are thinking of a two stage assessment process. The first phase would consist of the assessment of technical competencies through an achievement test, which may be done online. The second phase would consist of simulation based assessment that would involve trained assessors.
We propose to create a pool of assessors who will be certified based on a training cum-certification programme, in the four regions of the country. XLRI will develop necessary tools and processes for the assessment. The certified assessors will conduct the mapping of competencies of the HR professionals under the guidance of XLRI. In the first year, we propose to develop about 50 assessors who would cover about 250 professionals as part of the accreditation process
Is this something that should have been done a long time ago and in your opinion, will this step really work for the industry? How are you trying to ensure that this initiative will be accepted across the industry and by the government and not become another management 'fad'?
One would think, we should have focused on it earlier. However, considering that the role of HR as a business partner is taking deeper roots, I would think that it is an opportune time for the three leading bodies to have come together to make this a reality. There is a lot of synergy that would be achieved because of the coming together of these three institutions. With the involvement of CII and its reach, the support of the industry would be that much easier. The strong professional network that NHRD brings to this endeavour would act as a binding force among the professionals. With its reputation as the undisputed leader of HR education in Asia, and its vast alumni network both in HR and other areas of management, XLRI's presence would further consolidate the momentum.
There are several HRD courses being offered at different levels, at institutions across the country. At the academia level, how effective and relevant are these programmes and what impact will accreditation have on the quality of HRD academia in India?
Other than the top tier B Schools, we may not find much uniformity and/or rigor in the curriculum for HR specialisation. Therefore, one of the ideas behind this process is also to align the curriculum of the large number of B Schools with the HR Competency Model. We propose to create better awareness in these B Schools in terms of the competency model and also to build the necessary focus in the curriculum. Besides, an 'academic kit' would be made available to these insitutes.
Will accreditation lead to top-ranked HR professionals hopping between jobs?
The focus of this exercise is to enhance the overall quality of the HR profession in the country. We are aiming to raise the standard of HR professionals in the long run. Considering such an objective job hopping should not be an issue that we should be unduly worried about. In any case this issue is not something that is plaguing the HR profession alone. We do hope that better mechanisms evolve to address this issue across professions.
Do you think accreditation should extend to the management and the recruitment consultancy industry as well?
To an extent, this would be a cascading process. If the process religiously adheres to the rigors that are imperative to the success of such interventions, then it is a matter of time that this becomes a benchmark and all forms of industry are covered.
From India, Vadodara
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