Organisational Factors Affecting The Competancy Development

Dear Sir / Mam
I joined this forum very recently.... Its really amazing to gain more info on HR....
I am a Practicing HR professional and a Research Scholar from the Dept. of Mgt. Studies, India Institute of Technology, Madras in India ... I work for a Japanese JV as a HR manager ... My area of Research is on the ' organisational Factors affecting the competancy development of the individual'
If you have sugesstions / resources to help me , I will be very greatful to you...
Looking forward to build a good relationship with you all
Thanks & rgds

Vijayabaskar
Human Resources
UCAL Fuel Systems Ltd.
A98 -A100, PIPDIC Industrial Estate, Mettupalayam, Pondicherry 605009 India
+91413 2272675
[Login to view] www.ucalfuel.com

VIJAYABHASKAR,

HERE ARE FEW FACTORS.

ORGANIZATIONAL FACTORS AFFECTING COMPETENCY

DEVELOPMENT

Organization's Career Planning and Talent Management

Organization's Coaching

Organization's Delivering Training

Organization's Designing Learning

Organization's Facilitating Organizational Change

Organization's Improving Human Performance

Organization's Managing Organizational Knowledge

Organization's Managing the Learning Function

Organization's Measuring and Evaluating.

Organization's learning strategy

Organization's people development strategy

Organization's human resource developement plan

Organization's knowledge management

Organization's career planning

Organization's talent management

Organization's Diversity management

Organization's administrative support

Organization's professional support

Organization's line management support

Organization's innovation management

Organization's leadership influence

Organization's line management influence

Organization's awareness level of competence

Organization's individual self management

Organization's result orientation

Organization's communication systems

Organization's committment

Organization's resource management edge

Organization's flexibility at work

Organization's quality of worklife

Organization's employer branding

Organization's performance management

Organization's recruitmant/ selection

Organization's job challenge

Organization's job design

Organization's support for creativity

Organization's employee care

Organization's retention management

Organization's leveraging diverse talent

Organization's job security perception

Organization's career advancement/ management

Organization's strategy

Organization's objective

Organization's focus

Organization's participation policy

Organization's staff involvement

regards

LEO LINGHAM