Executive Team (Hosur Chapter)

Mr. MANIVANNAN. C.

President-Hosur Chapter, National HRD Network (NHRDN); and
Deputy Genral Manager - IR, AVTEC Ltd, Hosur

Mr. ISRAEL INBARAJ F

Immediate Past President-Hosur Chapter, National HRD Network (NHRDN); and
General Manager - HR, Tata Consultancy Services, Bangalore

Mr. NAGARAJAN. V.

Advisor & Past President-Hosur Chapter, National HRD Network (NHRDN); and
Asst.General Manager - HR, TAB India Pvt Ltd, Hosur

Mr. PETER JOSEPH. V. G      

Vice President-Hosur Chapter, National HRD Network (NHRDN); and
Manager-HR, Ashok Leyland Ltd, Hosur

Mr. SATISHKUMAR K

Hon. Secretary-Hosur Chapter, National HRD Network (NHRDN); and
Manager-HR, Carborandum Uuniversal Ltd-Bonded Division, Hosur

Mr. JARAIT. J

Treasurer-Hosur Chapter, National HRD Network (NHRDN); and
Executive-Personnel, TVS Sundram Fasteners Ltd, Hosur

Mr. BABU.P

Joint Secretary-Hosur Chapter, National HRD Network (NHRDN); and
Executive-HR, Carborandum Uuniversal ltd-IC Division, Hosur

Dr. B. N. SIVAKUMAR  

Joint Secretary-Hosur Chapter, National HRD Network (NHRDN); and
Professor, Adhiyamaan Engineering College, Hosur

Mr. DURAI MURUGAN

Committee Member-Hosur Chapter, National HRD Network (NHRDN); and
Officer-HR, KEF Infrastructure India Pvt Ltd, Hosur

Dr. SEKAR

Committee Member-Hosur Chapter, National HRD Network (NHRDN); and
Research Scholar

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?