Past Leadership Team

PAST NATIONAL PRESIDENTS

 


  • Dr T V Rao
    1986- 89

  • Late Mr M R R Nair
    1989-91

  • Late Dr Udai Pareek
    1991-93

  • Late Mr V S Mahesh
    1993-94

  • Mr R Vidyasagar
    1994-95

  • Mr Debasis Mitra
    1995-97

  • Mr Arvind Pande
    1997-00

  • Dr Arvind Agrawal
    2000-02

  • Dr Santrupt Misra
    2002-05

  • Mr P Dwarakanath
    2005-07

  • Dr Aquil Busrai
    2007-09

  • Dr N S Rajan
    2009-11

  • Mr S Y Siddiqui
    2011-13

  • Mr Rajeev Dubey
    2013-15

  • Mr K Ramkumar
    2015-17
PAST NATIONAL SECRETARIES

 


  • Fr E Abraham
    1986-89

  • Dr Keith C D'Souza
    1989-91

  • Late Dr N R Dixit
    1991-93

  • Mr J M Sampath
    1993-95

  • Mr G P Rao
    1998-05

  • Mr S Varadarajan
    2005-08

  • Dr P V R Murthy
    2008-09

  • Mr Pankaj Bansal
    2009-11

  • Mr Prince Augustin
    2011-13

  • Mr SV Nathan
    2013-15

  • Mr SV Nathan
    2015-17
PAST NATIONAL TREASURERS

 


  • Dr Y R K Reddy
    1997-01

  • Mr Ashok Reddy
    2001-11

  • Mr L Prabhakar
    2011-13

  • Ms Shelly Singh
    2013-15

  • Ms Nishchae Suri
    2015-17

 

Chapter

Communities

The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?