HUMAN RESOURCE DEVELOPMENT

  INTRODUCTION Dessler (2005) defines competences as demonstrable characteristics of a person that enable performance of a job. Desler’s definition is more relevant to work setting and it consists characteristics of a person which proves his/her ability to perform certain job. According to New Oxford thesaurus of English (2000) define capable as competent. An individual needs a set of competencies in order to be excellent on the job. It is a continues process where professionals build their experience and knowledge to add value to individual and collective activities. Individual and team competency development is also more effective when the team is supported to facilitate each other’s learning. This involves all staff members taking responsibility to share their knowledge, engage in peer mentoring or coaching, and give each other feedback. Although competencies may vary between job role, companies and some are applicable in multiple industries.   TYPE OF COMPETENCIES Fayek &

  INTRODUCTION  Human asset surpasses in value and in importance than other physical assets in an organization. It is the human tendency to love appreciation and every one loves to be appreciated. Primarily Performance appraisal ensure your work force 's alignment with your company's strategic goals. such systems comprises with methodologies and techniques that measures and develop employee performance. Performance appraisal is an effective tool for continues monitoring and improving development plans. HR professionals required to understand their system's capabilities and using them for development. hence employee performance evaluation can be treated as a very important HRD function.  WHAT IS PERFORMANCE APPRAISAL Schuler and Youngblood(1986) define performance appraisal as a system of measuring, evaluating and influencing an employees job related attributes, behaviors and outcome and  to discover level of performance on the job.  Opatha H (2016) defined EPE as the "

1.     INTRODUCTION Training the employees of an organization is the prime tool necessary to reduce the gap between expected performance level and the actual level of performance. Where, more the gap a comprehensive training is necessary and narrower the gap only a refresher training is required. Further, employee’s level of performance is highly sensitive to the rapid developing technology, and therefore, training has become an essential tool in order to bridge this performance gap. The gap is measured in three separate areas. That is Attitude, Knowledge, and Skills. These three are collectively called the ability of a person. The training influences the employee performance and as well as increases employee productivity. Because of the ever-increasing competition and high customer expectation for quality and cost, it is becoming paramount important. Training goes hand in glove with the development. Development means the preparing the employees to be armed with future to encounter