Trainings are activities that are conducted to impart learning to the trainees. Important for the success of any activity is its planning. The Training Design Process is a systematic approach for developing training programs. The following figure explains the design of the training program in depth. Proper understanding of need for Training would help in clear indication of the problems that the training need to solve, the skills gaps it requires to fill, the behaviors it need to mend and the learning that it should impart, plus the necessary changes to the business it should make.

Over the years accounting fraternity is on the look for a way out to the ongoing debate of whether to recognize the human resource as a financial asset. The fundamental conflict is the human nature of the resource as only non-human assets are disclosed in a balance sheet. However recognition of intangibles like goodwill always triggers the need of disclosure of HR as a corporate asset.

Threats and Opportunities both lie at the heart of performance appraisal, both the employee and the manager are locked in an emotional experience, where for the former it could be stressful and anxious experience the latter has to show how can he/she shapes things and make them simple, and create a better productive environment.

Change Management in a nuthsell is a key function within the orgnaisation whereby steps are taken to effectively and efficiently deal with the alterations, modifications, transformations that are taking place in the micro and macro environment.

To motivate people, it’s important to understand how motivation works. The policy of using incentives to motivate an employee is not new. The important thing is to understand is that there is difference between different individuals, Every individual will not be motivated in the same way. Individuals react in different ways so organizations should adopt different ways of motivation.

Operations applied to various variables from the Questionnaires in the SPSS depends on Scale assigned to the variables. Assigning a particular scale of measurement depends on the numerical properties variable have, as discussed in the last article "Scales of Measurement".

Organizational Development Practitioners are people who are entrusted with the job to carry out the planned change process in the organization. These are the people with the ultimate responsibility to development and create organizational wide effectiveness through challenging and changing its current practices. OD Practitioner normally refers to people who do Organizational Development.