Recently I had the good fortune to attend an event where the internationally eminent philosopher and spiritual guide, Swami Parthasarathy shared his thoughts on the role of education in shaping the mind-body-intellect. I will like to use this platform to share with you my humble takeaways from this session. In the present era, we are witnessing the fall of the human intellect. The lineage in regards to history of human development commenced from age of perception to age of observation, then, from age of scientific inquiry to age of contemplation and finally to the present era. An individual comprises of the mind-body-intellect. We, as human-beings, have the ability to rebuild the intellect. In the present age, humanity has ceased to think, reason and judge. While educational institutions solely provide intelligence from outside source, the human intellect remains emaciated. This is because human intellect needs to be developed from an individual's within, from his intrinsic core. The fall of intellect has left humans with stress, depression and ailment. The world now is fraught with terrorism, militancy and vandalism. It is therefore of dire need to reconstruct and rehabilitate the fallen intellect. The transgression of education must not be from the unknown to the known, but should transcend from the known to the unknown. The right environment, food-habits and meditation can deter the fall of the human intellect, and can also create a conducive diaspora to live life with happiness and bliss. However much the human mind may fall prey to emotion and impulse, the intellect will always be governed by logic and reasoning. Vedanta helps develop a strong intellect which is the trigger to success and peace. The scriptures of Vedanta say that 'herd instinct' should give way to individual instinct as a key to success, and teacher-centric teaching should be replaced by student-centric learning. Intellect is far superior than intelligence and therefore, education must not be thrusted on the learners but must be drawn out from them. Through this the exemplary role of education comes out - helping individuals to live a life replete of happiness, and devoid of hatred and animosity. Prof. (Dr.) Debaprasad Chattopadhyay HoD, HR School of Excellence, Globsyn Business School Image Source: https://www.freepik.com/free-photo/book-with-green-board-background_2244883.htm
Author: Dr. Debaprasad Chattopadhyay, Faculty, HR School of Excellence, Globsyn Business School Abstract: Personnel Management was rechristened as Human Resource Management (HRM). It was in 1969 that Prof. Leonard Nadler of University of Washington, D.C., in the annual conference of American Society for Training & Development held at Miami, USA, articulated the acronym, Human Resource Development (HRD). It was precisely five years down the line, namely, in 1974, that Human Resource Development was first implemented in India at Larsen & Toubro, thanks to the initiative and pioneering work undertaken by the Late Dr. (Prof.) Udai Pareekh and Dr. (Prof.) T.V. Rao, both then of Indian Institute of Management, Ahmedabad. Since then, the fields of HRM and HRD have progressed further transcending into values, ethics, spirituality and work-life integration. The purpose of this paper is to delve into some of the modern practices in the field of HR and decipher few Contemporary HR Policies and Practices as of date. Introduction: Personnel management changed into HRM and now traditional HRM is shaping up into people asset management. This involves Human Resource Development which is transparent and trustful and publishes internal policies as employees and managers have the certainty about the fair and equal treatment of all employees. Whereas HRM earlier used to exclusively cater to organizational needs, HRD now dovetails organizational needs, individual needs, national needs and global needs. The acronym HRD was first articulated in 1969 during the annual conference of American Society of Training and Development held at Miami, USA by Dr. Leonard Nadler, a Professor of University of Washington, D.C.. It was in 1974 that HRD was first implemented in India at Larsen & Toubro by Late Dr. (Prof.) Udai Pareekh and Dr.(Prof.) T.V. Rao, both then of IIM, Ahmedabad. The modern HR Management in terms of HRD cannot exist without fairness, honesty and openness. The HR policies earlier were inflexible. They were elaborating the detailed process but they did not explain the real purpose of the policy and the main decision principles included in the policy and its procedures. The Contemporary HR Policies and Practices are different. They are flexible and they navigate managers and employees. They set realistic expectations. The modern HR policies are in tandem with the corporate values and the corporate culture. The culture supporting the responsibility of employees and managers reflect in all such HR policies and procedures. Employees have to be accountable for their decisions and tasks and policies have to allow the freedom to choose the way of the best solution. The transparent HR practices cannot be easily transferred into the policy. The development of the transparent and fair policy is a long term process. Most new practices should not start with the development of the policy, they should have a pilot. The policy should be one of the results of the successful pilot. The modern policy supports innovations and does not build barriers to the organizational development. The policy defines the basic requirements and describes the decision process. It describes obligations of employees and managers.