E-NEWSLETTER

Issue 13| July 2014

From the Desk of Director General

Dear Member,
Greetings!
Thank you for sharing your motivating feedback on the last issue.
I welcome all our new Members who joined us from 1st June to 31st June,
2014. As our Members, you are the backbone of our body and our growth
truly bears the testimony of your active involvement. Do participate in our
activities from time to time and consider your Organisation/Institution to
enroll as Corporate Life Member, thereby strengthen the NHRDN Movement
in the country.
This edition of E-Newsletter covers NHRDN In-house Business Simulation at CNH (New Holland Tractors) on
17-18 June, 2014. The Simulation was designed to develop a broad understanding of Strategy, Change,
Organizational Effectiveness, Teams, and Profitability.
Another In-House Session was also organised at HRDI for Bharat Heavy Electricals Limited (BHEL) on 7 & 9
June, 2014. The programme focused on maximizing leadership and strategy development.
We achieved a very significant milestone this month for our Virtual Learning Webinar Series as we celebrated
our Diamond Jubilee. The 75th webinar was addressed by NHRDNs Founder President Dr. T V Rao on the
theme HR Managers who make a difference. Nearly 600 HR professionals benefited from the thought
leadership of Dr. T V Rao.
A three day Non Residential Workshop on Training Delivery Skills was also held for Trainers from 26-28 June
2014 in New Delhi. This workshop was based on research based methodology involving sharing of concepts,
presentation and games for strengthening the skills required for Trainers.
During the same period, we conducted our highly acclaimed two days programme on Contract Labour on
26-27 June 2014. Mr M R Gera, Director, Management Development Centre was the programme Director. 66
Participants from across india participated & the feedback has been very encouraging.
Our 4th Global HR Mission USA under the leadership of Mr. S V Nathan from 21-26 June 2014 at Orlando, USA
was also well attended. In addition, a visit to Institute of Simulations & Training was also organised for
participants which was truly an eye opener.
Besides many highlights, we had an exclusive India Session on the theme Leveraging Human Capital in the
Growth Hungry India Market chaired by Ms Veena Swarup, Director HR, EIL and Regional President, North,
NHRDN along with the speakers Dr. Chandrasekhar Sripada, President & Global Head of HR, Dr. Reddys
Laboratories; Mr P Dwarakanath, Advisor, Group Human Capital, Max India Limited and Mr SV Nathan,
Director US India Talent, Deloitte and National Secretary, NHRDN. The session was very well received by the
participants.

Issue 13| July 2014

NHRDN is adding another feather to its cap by launching, for the first time, the NHRDN-Prof Ram Charan Young
HR Icon Awards - 2014, for both Young HR Professionals and Students. The Award is unique in many ways and is
a first of its kind initiative to recognize and reward emerging icons amongst both students as well as young
professionals in the human capital space. The program aims to identify the next wave of potential pacesetters
in the HR profession. You will find more details in this issue. We sincerely thank Dr. Santrupt Misra, one of the
NHRDN Past President for helping us to get this award on the platform of NHRDN.
Our 2nd CEO Conclave Led by Mr S Y Siddiqui, our immediate past president on the apt theme Competing
Globally: The Agenda for Tomorrow is scheduled to be held on 12th September, 2014 at the Leela Ambience,
Gurgaon. Galaxies of eminent speakers from different sectors across India have agreed to address the various
sessions.
On this occasion, we shall also be presenting NHRDN 1st People CEO Awards in 05 categories i.e Public,
Private, Women CEO, Young CEO and MSME. Kindly do nominate your CEOs and CXOs and take advantage of
this unique opportunity. More details are given on NHRDN website and also in this e-newsletter.
The Preparations for the 18th NHRDN National Conference under the convenorship of Mr Yogi Sriram are well
underway. It is scheduled to be held in Mumbai on 20 22 November, 2014. You will find more details about
the same on our website. I request you kindly to block your dairy accordingly and join us in large numbers
from your organisations for the National Conference.
An updated Calendar of Programme is also included for favor of your participation. Kindly do participate &
nominate your colleagues to benefit from these opportunities. I do hope you enjoy reading this edition of
NHRDN E-Newsletter and look forward to your feedback and comments.
Warm regards,
Kamal Singh
Director General

Issue 13| July 2014

NHRDN In-house Business Simulation Game 7th & 9th June, 2014
HRDI, Bharat Heavy Electricals Limited (BHEL) Noida
Date
Venue

07 & 09 June 2014

BHEL, Noida

Participants 16

Business Simulations are among the most powerful tool for skill development as they are grounded in
practical application. The participants are stimulated to think creatively and work in teams, and most
importantly apply the knowledge and skills they have learned in concrete and life-like, but risk-free,
situations.
Taking this forward, NHRDN organized a Two Day In-House Session at Bharat Heavy Electricals Limited (BHEL)
on 7 & 9 June, 2014. The business simulations focused on maximizing leadership and strategy development.
The participants from across the country practiced as how to create further strategic alignment with the
business objectives of the company. The exercise was highly engaging, successful and well received. The
simulation emphasized and encouraged learning.
NHRDN In-house Business Simulation Games is receiving very encouraging response from the Corporate and
Academia.

Issue 13| July 2014

MANTHAN - CNH NHRDN In-House Business Simulation Workshop

17th- 18th June 2014
Date
Venue

17 - 18 June 2014
CNH, Greater Noida

Participants 21

In the past, the mention of training simulations brought pictures of high-tech cockpit mock-ups and
controlled burning buildings to mind. But in todays environment, a training simulation can occur in a
classroom or online with just about any line of professionals.
With NHRDN In-house Business Simulation at CNH the participants learned, how the parts of an organization
contribute to the effectiveness of the whole, the Simulation was designed to develop a broad understanding
of Strategy, Change, Organizational Effectiveness, Teams, and Profitability.
The Simulation was attended by 21 participants and was a great success.
Key Objectives of the Business Simulation Session :
Execution
Many times, even in our own professional lives, we find that knowledge is fantastic but that execution and
application of knowledge is a little further out of reach. Upcoming executives can be trained in the
classroom and even on the job, but their ability to executive complex strategies is a muscle that isnt often
tested. Consider the fact that trainees can make decisions and see their outcomes in a controlled
environment, for just about any type of situation your organization may face. If the execution is not quite
right, trainees can go back and try again, which is most often impossible in the real world.
Develop New Strategies

Another reason to use simulations in your organization is to help people learn about new processes and
new strategies, as well as to help them understand what their goals and objectives really are. If your
organization is changing direction, as many have during uncertain economic conditions, a simulation
can help personnel move through the change virtually and in far less time than in real life. A two day
simulation can encompass two years on the job, as the environment is controlled and outcomes are
simply there for learning.
In terms of strategy, consider an organization that has acquired or been acquired. The cultural and
operational perspectives of a consolidation are quite large and the organization could take years to
adjust to the change. Not only can a simulation like this teach new employees how and why the
organization makes decisions, but it can also bring them closer to the overall cultural goal much sooner
than you might expect. Trainees can examine their decision making skills, operational knowledge, and
even leadership qualities during a well-planned simulation.
Team-Building

Another reason to use simulations is the team-building aspect, especially with new teams or
organizations. As group members begin to deal with a real-life situation right away, they are able to learn
about their team members strengths and opportunities and work together for a common goal. Imagine
consolidating the storming phase of team development into a few days or weeks, versus a few years.
And, as weve seen recently, organizations must be able to turn quickly and without much fuss if they
want to stay competitive.
Benefits of the Program :
The main benefits to your organization from this program will be better developed managers and leaders.
Each participant will leave the program with greatly improved managerial insight and the ability to handle

Issue 13| July 2014

these key intellectual challenges:

Learn Through Action

Participants in a simulation are able to learn through performing an action in order to get to a certain
outcome. One of the essential bases of adult learning theory is the experiential component, so we know
that adults learn better through experience. On top of this, retention of knowledge and its applications is
higher with experience. In regular training interventions, and in the overall intervention to which the
simulation belongs, we are governed by the outcomes. But the outcome from a simulation is one that
comes from experience and not just reading, discussion, and testing.
Mistakes are experiences

The mistakes participants make in a simulation, no matter if its a case study or a complex flight simulator,
are truly learning experiences. In other words, the outcome is not damaging to the organization, its
equipment, or is personnel. Consider high-level executive decision makers. If this group can participate
in simulations that are modeled after real-world issues, it can be free to make mistakes, learn from them,
and apply the learning before going out to the real world. The organization will have to do less cleanup if
mistakes are made in a simulation environment.
Consistent, Constant, and Immediate Feedback

The simulation environment also provides the benefit of consistent, constant, and immediate feedback. If
the simulation is designed to offer feedback at various points throughout the timeline, participants can
take the feedback, make corrections, and move forward. Plus, if they have truly made costly mistakes, the
immediate feedback helps them right away and not when its too late. The best part of immediate
feedback is that it leads to immediate application of knowledge. Application is, like experience, a major
component of effective adult learning.
Enjoyable and Exciting Experience

On the lighter side, a well-designed simulation can be an enjoyable, exciting experience for both the
participants and the moderator. This benefit essentially serves two purposes. First, you can use the
enjoyable application of knowledge as a marketing and promotional tool for the training program and
the training organization. Consider how perception might change if potential clients are drawn to the
possibility of real-world simulations in training. Second, adult learning theory also tells us that
participants increase retention if theyve had a good, enjoyable learning experience. As you can see,
many of the benefits of simulations simply lead to better retention and application of knowledge.

Simulation Workshop in Session

Click to view the Feedback Analysis

Issue 13| July 2014

Programme on Managing the Contract Labour: Issues, Concerns,

Problems & Remedies
Our highly successful two day program on the theme Managing The Contract Labor: Issues, Concerns,
Problems & Remedies was held on 26th - 27th June, 2014 at HOTEL RADISSON BLU PLAZA, New Delhi.
The program was Lead by Mr. M R Gera, MDC.
It was a truly intensive information packed program provided valuable insights to more than 66 Participants
across industry, the discussions held were highly thought provoking and imbibed participants with the
knowledge about issues and trends prevailing in the domain of contract labor and how employers can
effectively overcome the challenges in managing the contract labor in this day and age.

Glimpses of the program

Issue 13| July 2014

NHRDN 4th Global HR Mission - USA

(In association with SHRM India)
Date
Venue

21 - 26 June 2014
Orlando, Florida
USA

In its endeavour to impart global best practices to the Indian HR fraternity and its Members, the National HRD
Network (NHRDN) took a 20 Members Indian Delegation under the leadership of Mr S V Nathan, Director US
India Talent - Deloitte and National Secretary - NHRDN, to the United States of America from 21-26 June 2014.
The Mission coincided with the SHRM 66th Annual Conference and Exposition which was the largest HR
gathering globally with over 13,500 delegates from across the world participating. Apart from the
Conference, NHRDN also took its delegates to Institute for Simulation & Training which focuses on advancing
human-centered modeling and simulation technology and increasing understanding of simulation's role in
training and education.
Apart from attending the knowledge Sessions and Networking with the 13,500 strong delegates during the
Conference, NHRDN also arranged special focused exclusive Breakfast and Dinner Meetings with some of the
eminent International Though Leaders for an opportunity to exchange thoughts, ideas and experiences
during their visit like, welcome dinner on 21st, Special Bfast meeting on 22nd, Lunch with International
Delegates in the Global Networking Lounge on 23rd and 24th etc.
Also NHRDN had a Special Session on 24th June, 2014 on the theme Leveraging Human Capital in the Growth
Hungry India Market with Dr. Chandrasekhar Sripada, President & Global Head of HR, Dr. Reddys Laboratories;
Mr P Dwarakanath, Advisor, Group Human Capital, Max India Limited and Mr SV Nathan, Director US India
Talent, Deloitte. Ms Veena Swarup, Director HR, EIL chaired the session. The session was well attended and
received by participants from various countries.
Top 10 Learnings from the Mission:
Skills will hold the key. Knowledge will only build conceptual base while skills will deliver results. It is

critical to develop self and others & build bench strength.

Understanding culture and building culture is important as 'culture eats strategy for breakfast'. Grow your

own timber (Develop leadership pipeline within the organisation and also be open to lateral hiring.
Passion Quotient plus Curiosity Quotient scores higher than IQ.
Desire to grow, urge to learn and willingness to innovate will define our learning curve

Issue 13| July 2014

MNCs should focus on local country application of global principles, develop leaders at all levels, pay for

performance and provide instant recognition and 'psychic income'. Employees are moving from 'Job
security' to 'Job satisfaction'.
'Art of tough love'- Tough on issues and soft on human aspects
Managing Aspirations- Provide freedom for experimentation, provide opportunities to take initiatives,

encourage idea generation and innovation, appreciation of performance, recognition and rewards,
FAIRNESS and TRANSPARENCY at workplace, equal opportunity for growth and development
It is critical to engage people at workplace
Four important pillars are Quality of Leadership, managing change, building organisation culture and

talent management
Create an inclusive culture that values diversity, promotes collaboration and delivers on your business

promises.
The 4th Global HR Mission - USA was a great success and the key to enhance competencies and skills through
global exposure which is indispensible now as the world has become a global village and one needs to be
abreast with the global scenario. Overall, it was a 6 days action packed itinerary for learning, knowledge
sharing & networking and was a very enriching, unique and unparallel experience for the delegates.

Glimpses of NHRDN 4th Global HR Mission - USA

Issue 13| July 2014

Article of the month

Optimize performance by creating a culture of trust and accountability.
WE DONT HAVE BUSINESS PROBLEMS WE HAVE PEOPLE PROBLEMS.
When we take care of our people problems, most of our business problems
are automatically resolved.
WHENEVER A PERSON SAYS I CANNOT DO THIS , HE IS REALLY SAYING
TWO THINGS :
Either I dont know how to do it - which becomes a technical training

education issue
OR
I dont want to do it in this case he is really saying one of two things
again
Either I dont care to do it- thats an attitude issue
OR
I feel strongly enough not to do it - which becomes a value issue

Dr. Shivkhera

Attitude
How come under the same set of circumstances some people break records and others break
themselves.
We have asked many decision makers this one question: If there was one thing that would make your
organization more productive what would that be?
Pretty much everyone came out with one word ATTITUDE. They said if our people have better attitude we
would have a better teamwork, quality and our bottom line would go up.
Attitudes are habits of thoughts.
Success

Everyone wants to climb the ladder to success only to find that the ladder is leaning against the wrong
building.
Success is a matter of Laws and not Luck.

There are customer service and selling skill programme that teach, How to shake hands, say thank you,
please and smile. The big question comes how long we can keep a fake smile. Besides people can see
through people, cant they? If the smile is not sincere it is irritating, isnt it?
Sucess is not something that you run into by accident. It takes a lot of preparation and character. Everyone
likes to win, but most people aren't willing to put in the effort and the time to prepare to win? It takes
sacrifice and self-discipline. There is no substitute for hard work.
That means we need to have substance over form not form over substance.
Motivation

Unlike most professionals who keep telling others, What to do,

We take a different approach. Our approach is Why dont you? Because we believe most people already
know what to do.

Issue 13| July 2014

If you ask the person on the street they will give you all the right answers, ask them, are they doing it?
Probably not!
Whats missing is the MOTIVATION; the big question is, Can we motivate people?
Absolutely not.
But what we can do is we can inspire people to motivate themselves but we cannot motivate them, reason?
Inspiration is thinking whereas motivation is action. I cannot act for you; you have to act for yourselves. But
when thinking changes it starts reflecting in behavior, doesnt it? Which is more lasting, and thats what people
are looking for. Arent they?
It raises two major questions:
Why do people get de-motivated?
Who motivates the motivator?

Unless we understand the answer to these two questions we can never get on auto-pilot. Unless we do not get
on to the auto-pilot, how long do we expect others to push us from outside?
Communication

Most people are not able to communicate not because they lack knowledge, but because they lack
confidence.
I.T. certainly has increased the speed of communication no doubt, but unless people know what to and
how to communicate, they will only miscommunicate faster, wont they? Guess what is the cost of
miscommunication faster? It is horrendous.
Self Esteem

Self-esteem is the way we feel about ourselves, when we feel good the world looks nice, productivity goes
up and relationships are a lot better. Arent they? The reverse is just as true.
Self-esteem is inversely related to egos.
Have you seen people with egos like, I know it all,
What do they do?
They put down others. Dont they? They look down upon others. Dont they? They talk down to others. Dont
they? Every decision they make is more to satisfy ego than make sense.
Question is, why does a human being put down another human being? It is sad but true there are some people
in this world who, feel good when the other person feels bad. They feel superior when the other person feels
inferior. It is sadistic behavior, but happens. Doesnt it?
There is another kind of ego which is FRAGILE EGO, - where anything you say, I take it personally and get hurt.
What do both these egos do to teamwork? - DESTROY IT.
Pleasing Personality

Why do people deal with us? Not because we are the smartest people but because they feel comfortable
dealing with us.
What gives them the feeling of comfort?
People dont care how much you know they want to know how much you care.

Issue 13| July 2014

Goal Setting

Unless people have individual goals, how can they tie up with corporate goals? Goal setting includes a
holistic approach which means people take family problems to work and bring work problems to family.
Dont they?
Why are Goals Important?

On the brightest sunny day, the most powerful magnifying glass will not set a piece of paper afire if you
keep moving the glass. But if you focus the light and hold it on one spot, the paper will burn. This is the
power of concentration.
Leadership

There are no neutral leaders. There are only good leaders or bad leaders. Good leaders actively guide, bad
leaders actively misguide.
Good leaders look to create more leaders, bad leaders looks to create followers. Why?
Because they feel insecure.
Leadership - its leaving a legacy - a legacy that prepares others to carry on with courage,
determination, and the ability to see the larger picture.
Vision

Vision is the ability to see the invisible. If you can see the invisible you can achieve the impossible. It
is not problem solving but preempting and preventing.
Values

Our credibility determines our profitability.

Profitability is not only money but goodwill too. But profitability is not the reason why we practice values.
We practice value because we believe in them. It means there are things in life we would do or not do even
if no one is watching and even if we knew we would not get caught, we would still not do it.
Remember, Winners Dont Do Different Things, They Do Things Differently

Issue 13| July 2014

Members data for Members joined post 1st June till 30th June 2014
Permanent Institutional
Organisation

City

State

Petronet L N G Ltd

Kochi

Kerala

New Delhi

Delhi

City

State

Mody University of Science and technology

Dist. Sikar

Rajasthan

IREO India PVT LTD

Gurgaon

Haryana

Thales India Pvt Ltd

New Delhi

Delhi

Prodair Airproducts India Pvt Ltd

Pune

Maharashtra

Symbiosis Institute of International Business

Pune

Maharashtra

City

State

Ahmedabad

Gujarat

Ms. Rekha Mishra

Allahabad

Uttarakhand

Mr. Vaidyanathan Ramalingam

Bangalore

Karnataka

Mr. Yogendra Singh

Bangalore

Karnataka

Ms. Harsha Banninthaya

Bangalore

Karnataka

Ms. Deepa Thomas

Bangalore

Karnataka

Mr. Subash C V

Bangalore

Karnataka

Ms. Priya Gopalakrishnan

Bangalore 560 001

Karnataka

Ms. Paramita Mahapatra

Bhubaneswar

Odisha

Mr. Daniel Abraham S

Chennai

Tamil Nadu

Ms. Shruti Sharma Baijal

Gurgaon

Haryana

Mr. Surinder Sharma

Gurgaon

Haryana

Ms. Preneet Bindra

Gurgaon

Haryana

Mr. Rajesh Choudhary

Gurgaon

Haryana

Mr. Rahul Jain

New Delhi

Delhi

Ms. Surbhi Gupta

New Delhi

Delhi

Mr. Neeraj Narang

New Delhi

Delhi

Mr. Pranav Kamath

Po Dariba

Rajasthan

TERI University

Annual Institutional
Organization

life Individual
Organization
Mr. Shambhubhai T Desai

Issue 13| July 2014

Members data for Members joined post 1st June till 30th June 2014
Annual Individual
Organization

City

State

Ahmedabad

Gujarat

Mr. Ritesh Agrawal

Bangalore

Karnataka

Mr. Jeevan M

Bangalore

Karnataka

Mr. Santhosh J

Chennai

Tamil Nadu

Ms. Shruthi S

Chennai

Tamil Nadu

Mr. Somanathan B

Chennai

Tamil Nadu

Mrs. Sowmya A

Chennai

Tamil Nadu

Mr. Vijayakumar K

Chennai

Tamil Nadu

Mr. Pirama Nayagam S

Chennai

Tamil Nadu

Mr. Balaraman G.K

Chennai

Tamil Nadu

Mr. Harsh Vardhan Pant

Faridabad

Haryana

Mr. Abhiroop Banerjee

Faridabad

Haryana

Ms. Jyoti Sateeja

Ghaziabad

Uttar Pradesh

Ms. Radhika Pant

Gurgaon

Haryana

Mr. Amit Mongia

Gurgaon

Haryana

Ms. Asha Mathews

Gurgaon

Haryana

Ms. Deepmala Srivastava

Gurgaon

Haryana

Mr. Sanjay Kumar Gupta

Gurgaon

Haryana

Mr. Dilbar Bhesania

Mumbai

Maharashtra

Ms. Shenaya Jambusarwala

Mumbai

Maharashtra

Ms. Suman Srivastava

Mumbai

Maharashtra

Mr. Someswara Koundinya A

Mumbai

Maharashtra

Ms. Sushma Mall

Mumbai

Maharashtra

Mrs. Renuka Sunil Kudale

Mumbai

Maharashtra

Mrs. Tapasya Devendra Lade

Mumbai

Maharashtra

Maj Gen (Retd) Deepak Sapra

New Delhi

Delhi

Col H V Sharma

New Delhi

Delhi

Mr. Sunil Saha

New Delhi

Delhi

Ms. Sukriti Suman

New Delhi

New Delhi

Ms. Chandana Mathur

New Delhi

New Delhi

Ms. Ruchi Batra

New Delhi

New Delhi

Ms. Prachi Sinha

New Delhi

New Delhi

Mr. Harsh Sinha

New Delhi

New Delhi

Ms. Kavita Tewari

New Delhi

New Delhi

Ms. Shubhada Srivastava

New Delhi

New Delhi

Mr. Mrugendra Shivprasad Oza

Issue 13| July 2014

Members data for Members joined post 1st June till 30th June 2014
Annual Individual
Organization

City

State

Mr. Govind P.

New Delhi

New Delhi

Mr. Shashank Tyagi

New Delhi

New Delhi

Ms. Prema Okram

New Delhi

New Delhi

Ms. Meenu Gupta

New Delhi

Delhi

Ms. Neha Agarwal

New Delhi

Delhi

Ms. Sangeeta Mukherjee

New Delhi

Delhi

Ms. Aarti Bhandari

New Delhi

Delhi

Noida

Uttar Pradesh

Secunderabad

Andhra Pradesh

City

State

Ms. Nalluri Thirumala

Bangalore

Karnataka

Ms. Harshita

Faridabad

Haryana

Mumbai

Maharashtra

Ms. Seema Naaz

New Delhi

Delhi

Ms. Vibhooti Gupta

New Delhi

Delhi

Mr. Shaurya Deep

Pune

Maharashtra

Mr. Dinesh V

Salem

Tamil Nadu

Varanasi

Uttar Pradesh

Ms. Richa Dhar

Mr. Vinay Ravindran

Students
Organization

Ms. Nicole Mendonca

Mr. Anoop Kumar Singh

Issue 13| July 2014

Issue 13| July 2014

NHRDN Learning Centre Program Calender (2014 - 2015)

S.No

Program
Name

Program Theme

Date*

Duration
(Days)

Venue

City

Q2 (August, September 2014)

1
2

Summit
Competition

2nd CEO Conclave

st

1 NHRDN Ram Charan Young HR

Icons Awards

12 Sept 2014
st

1 week Oct 2014

Leela Ambience

Gurgaon

Welcom Sheraton

New Delhi

Q3 (October, November, December 2014)

1
2
3

Summit
Conference
Retreat

2nd National L&D Summit

th

18 National Conference
nd

2 Advance Leadership Program

29-30 Oct 2014

1.5

ITC Gardenia

Bangalore

20-22 Nov 2014

Renaissance

Mumbai

14-21 Dec 2014

Radisson

Shanghai

Q4 (January, February, March 2015)

1

Competition

3rd National Challenge

Championship Quiz (Finale)

16 Jan 2015

Welcom Sheraton

New Delhi

Summit

3rd National Summit on HR Shared

Services

5-6 Feb 2015

1.5

Grand Hyatt

Mumbai

Program

Dr Udai Pareek Memorial Lecture

21 Feb 2015

TBD

Jaipur

Summit

3rd National Women Leadership

Summit

20 - 21 Feb 2015

1.5

ITC Grand Central

New Delhi

Summit

3rd National Summit on

Compensation & Rewards

6 - 7 Mar 2015

1.5

ITC Sheraton

Chennai

We welcome your
feedback and suggestions on:
E-mail to: feedback@nationalhrd.org
or
SMS: Type NHRDN (Space) Your Message
(Feedback) and Send it to 56161

Documented By : Vinod Kakran

Email id
: vinod.kakran@nationalhrd.org
For detailed Program Calendar, kindly do visit www.nationalhrd.org
Communication Design Partner

Consulting Editor
Anuradha Sharma, Founder & CEO, Fulki Communications Pvt. Ltd.