Human Resources

In this paper, we have tried to review the Organization Development Intervention (ODI) done by using PRISM™ Philosophy in leading export house of Faridabad, which is now practiced in various companies in India. This research paper starts with an overview of Organization Development Intervention (ODI) aimed at improving leadership style, employee engagement, motivation factor, bringing changes in the tasks, and goal processes in the Organizations at a mid-size company in the manufacturing sector in order to enhance Organization effectiveness. The paper also focuses on job design, the division of labor and hierarchy, arrangements of equipment and people etc. Specifying the interventions initiatives taken were bringing change in communication pattern, control system, management of people. In short, all the major aspect of the organization is overhauled. Through this research paper, we also get clarity on what were the various objectives of the Organizational development programme. It concludes with some of the experiences and the achievements of Organization with PRISM™ Philosophy model in Interventions.

An ongoing debate in the field of training evaluation is always there to find out the best approach to facilitate the process. Lot of contribution is made by learned in this field, someone well names are Daniel Stufflebeam , Warr, Bird &Rackson,, Phillips , Kaufman, Kirkpatrick Model ,out of which Kirkpatrick did pioneering work in the field and introduce the well know model " Four Level Evaluation Model " which is still very popular in training industry. Training no doubt is an important investment in terms of time, energy and money, thus it become very much essential for organization to see whether the investment is effective or not, or evaluating the investment is really required to check the impact of training. So Prism has initiated a model based on PRISM Philosophy to evaluate training session. This is descriptive paper that describe the PRISM Model in depth.
http://ijrar.com/uploads/conference/ijrar_16.pdf

Training constitutes a basic concept in HRD. It is used as a formula by an organization to train their employees on the new skill set and knowledge. Training sessions have specific goals in terms of improving one's capability, performance and ability. Imparting training is not a challenge these days, Training industry has grown multiple fold in past few years have pool of experienced and well-qualified trainers. The real challenge before imparting training session lies in two aspects one is TNA i.e. training need analysis and the other one is designing the training sessions so that it can meet the asses training need of the organization. This paper discuss about how Prism design any training session? What are the basic fundamental uses by Prism while drafting outline of any training session.

Current scenario shows that nowadays employees are more interested to join an organization that provides the opportunity to upgrade their knowledge and skills on continuous basis. On the other side providing opportunities for learning is used as retention tool by large number of organization. Global Competition had made retention of employees a tuff task; meanwhile attracting a new talent is also not easy. One of the most prominent strategies used now days by best of best organization is training, that help to retain the talent and improve the quality of output of the task and efforts put in by the employees of the organization. This paper talks about the training methods used by Prism in different organization for the development of their workforce and helping them to compete global competition.

This case has been developed to elucidate Learning and development related to developing people using Prism Philosophy. It is a New Delhi, India based organization focused on corporate training, Organization development, skills academy, yoga and wellness. The Company utilized its research-based philosophy PRISM ( prepare, respect, implement, share and maintain). The case offers insight into how Philosophy helps provide People development on softskills. Behavioural, quality, wellness sessions, adding Skills Academy and managing challenges that occurred during COVID19 by stepping in an online cum virtual session with the mission of improvising 3Rs-Reach, Review and Revenue.

Welcome to the world of Coaching. Today, organizations need to be equipped to cope up with fast-paced disruptions and employees expectations. Investing in learning & development strategy and creating a coaching culture for employees is critical to sustaining productivity and driving business outcomes. We have put in our effort with our coaching experience and sharing the collection of our coaching questions for you.

We have tried to use our Coaching experience to significantly impact the journey and leave a remarkable outcome for your coachee. These are not just questions for transformation but create an 'Aha' moment by asking the right question at the right time. We hope these simple but powerful questions will offer insightful coaching conversations and promote a high-performance coaching culture in an organization.

The book is useful to upcoming coaches and senior executives as they move towards creating happier workplaces and applying coaching to self, guiding growth and development; offers a one-stop solution to all. The book encapsulates different approaches or models in coaching and pulling them into our experience-based fitment. The most crucial highlight continues to be the 500 questions that we believe help unravel and take the reader through all.

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ASIN ‏ : ‎ B09KNGHWQX
Published on ‏ : ‎ November 2, 2021
Language ‏ : ‎ English
Paperback ‏ : ‎ 151 pages
ISBN-13 ‏ : ‎ 979-8754740440