Developing HRD Professionals and enhancing HRD professionalism

The Academy of HRD stands tall with a rich legacy of 30+ years. AHRD founders visualised the need of developing HR & OD professionals with systematic research and world class knowledge and this gave birth to AHRD. They also visualised the void of well trained HR professionals and faculty and hence the Fellow and Associate programs was conceptualized and is being offered since 1995.

Initially it was offered in joint collaboration with XLRI and subsequently, the same program was independently taken forward. The fellow program is designed for all those who have gained good experience in the corporate and now aspire to achieve higher education, expand horizons, learn how to conduct research from stalwarts and earn a fellow from prestigious institution like AHRD. With more than forty two glorious alumni AHRD fellow program offers a unique edge over other fellow programs being offered in the country by its hybrid learning platforms and strong research focus.

Management is one field where practice precedes theory. Management theory is largely built on practices that are successful. Indian managers sit on bundles of data and do not use the data to add to the management knowledge. This is because unlike the Western managers they are not trained to do so. The Academy of HRD recognized long back the rising shortage of management teachers also in the country. Accordingly the Fellow and Associate programs were conceptualize and started offering from 1995. Initially in joint collaboration with XLRI and subsequently, the same programs were independently taken forward.

Strategic decisions in learning organizations can no longer be based on hunches or gut feelings. Organizations have begun relying on scientific analysis of data that the organizations generate. Data related to core competencies, organizational performance, employee skills and competencies could be crucial in formulating and implementing effective strategies for corporate plans, including diversifications and expansions.

When organization experiences are systematically researched and analyzed, they facilitate organizational change processes viz. restructuring, right-sizing, process improvement, etc. Internal research, process analysis, and HRD audit have become essential for validating and evaluating the effectiveness of HRD policies, systems and interventions in organizations.

Requirement of competent management faculty is continuously rising since the liberalization of technical/management education in India. ‘A teacher can give only what he has.’ Investment for acquisition of research skills and technology command go a long way in self satisfying and out performing teachers and management consultants

The main purpose of the program is to build participant competencies in designing and conducting research studies in HRD and OD, scientifically and independently. The program is designed to enable

  • Independently designing and conducting research studies in HRD and OD scientifically
  • Introducing and evaluating HRD and OD interventions for effective change management processes.
  • Initiating and providing guidance to research-related activities in the organization.
  • Offering internal/external consulting, support and counselling for initiating and managing change processes
  • Capability to play higher level roles in HRD and OD

The programs help build research aptitude and strong background in HRD & OD subjects. The candidate is expected to learn and grow as a matured researcher and demonstrate evidence of high level of academic scholarship and integrity. Though part time programs, the Fellow programs require him to complete all the phases up to the laid down standards of the faculty and the Academy.

There are two phases in the fellow program.

PHASE 1: Course work Phase

There are 17 courses in this phase, the list of which is given below. This phase will include the classes, completion of course work, assignments and presentation if any. The successful completion of this phase is necessary to proceed to the next phase.

CLUSTER CODE COURSE NAME
AF-101Philosophy of Research
BF-102Systematic Literature Review
BF-103Quantitative Research Methods and techniques
CF-104Strategic Human Resource Management: A perspective of HRM
CF-105Understanding Organisational Behaviour : Individual and Group Dynamics
CF-106Macro Organisational Behaviour
DF-107Structured Equation Modelling(SEM)
DF-108Qualitative Research Methods
EF-109Theoretical underpinnings in OBHRM research
EF-110Leadership Change Management&Organisational Development
EF-111HR transformation: HR IS, Digitalization and Analytics
EF-112Collectives and Industrial Relations
FF-113International and Cross Cultural aspects of HRM
FF-114Applied Behavioural Science
FF-115Ethics and Governance
GF-116Academic & Research Writing
GF-117Paper Publication - National & International Journals

PHASE 2: THESIS PHASE

This stage includes carrying out the research and submission of the Title Defense and Thesis. This phase would involve identifying a research problem, conducting the research study and preparing a research report in the form of a thesis. This stage has four sub stages:-

a) Title Defense:

The candidate has to identify the research topic and present the title defense in the form of presentation . Once Title is approved by the jury then the candidate has to select the guide under whom he/she decides to complete his research. While the candidate can start the thesis related work after completing a few of the coursework subjects , the topic and design of the thesis can be considered final when the thesis proposal has been formally approved by the jury.

b) Research Progress:

During the research journey candidates would be required to give a progress report of their research work after every 6 months.

c) Draft Thesis:

Next stage would be the draft thesis presentation. The candidate will prepare a draft of the final thesis and make a presentation in the form of a seminar. After the seminar the candidate will be required to prepare the final thesis and submit it for evaluation. Thesis is ready for final submission or needs some changes will be decided at this stage by the jury.

d) Final Thesis:

after the draft thesis is approved by the jury, then comes the final presentation of the thesis. Once approved it will be sent for external evaluation and if the candidate qualifies, then the final thesis is submitted for Awardship.

The Fellow Program in HRD & OD is a Doctoral level program comparable to Ph.D level of a University while the Associate program is comparable to M. Phil. level of a university.

Fellow program students after completion of all the requirements of the program will be awarded the title of 'Fellow, Academy of Human Resources Development'

And the successful candidates from the Associate program will be awarded the title of 'Associate, Academy of Human Resources Development'.

Between 1999 and 2017, thirty seven scholars have been awarded Fellow titles. It is heartening to know that Fellows of the Academy enjoy very prominent positions. They have improved professional orientation of their job profiles, some shifted from business side to learning and development roles in their companies or to teaching institutions such as IRMA, NIRMA, XLRI, MIT (Manipal), etc. In corporates, many of them in roles as VP-HR, President-HR, Senior Director-H, etc. Often they have reported that their research abilities aid their superior performance and stand by them.

AwardeeThesis TitleGuide
M.G. Jomon (1998) A Study of the Effectiveness of HRD Audit as on OD Intervention Dr. T.V. Rao Late
Dr. Udai Pareek
Salman M Kureishy (1999) Mentoring Processes in Indian Organizations: An Exploratory Study Dr. Satish K. Kalra
Kuldeep Singh (1999) A Study of Relationship between Human Resources (HR) Practices and Performance of Business Organizations Dr. E.G. Parmeswaran
Ginlianlal Buhril (2000) Individual Factors Associated with Career Success and Growth in an Indian Insurance Organization Dr. E.G. Parmeswaran
Srinivasa Rao Kandula (2000) A Study of Relationship between Strategic Responses of Organization and Worker Development System Variables Dr. Jerome Joseph
Ann Anderson (2001) A Study of the Changed Business Environment on Roles and Performance of Bank Officers Dr. Mathew J. Manimala
Ravindra Nath Saxena (2001) A Study of Impact of Sensitivity Training on the Behavior and Performance of Bank Officers Dr. Mathew J. Manimala
Prakash V. Bhide (2001) A Study of Managerial Leadership Styles and Behavioral Preference of Subordinates in Relation to Role Efficacy and HRD Climate Dr. O.B. Sayeed
Alapati Vittaleswar (2002) AMTs and Shop Floor Personnel Motivation Prof. D. Nagabrahmam
Liza Thomas (2001) Gender, Micro-credit and Human Resource Development of Delivery Personnel in the Context of Credit Seeking Rural Poor Women Dr. Jerome Joseph
Madhavi Mehta (2002) A Study of Professional Values, Value Conflict and Coping Mechanisms of HRD Professional Dr. Keith C. D’souza
Chandrima Banerjee (2003) Determinants of Organization and People Related Initiatives in Planning and Executing Strategic Decisions in Indian Organizations Dr. Ranjan Das
Dr. Madhukar Shukla
Mohan Parmeswaran (2003) A Study of Impact of Cultural Variables on Organizational Commitment and Work Commitment amongst Indian Managers: A Cross-Cultural Study amongst Indian and German Managers Dr. O.B. Sayeed
Pallab Bandhopadhyay (2003) Relationship between Career Anchors, Human Resource Practices, Organizational Commitment and Turnover Retention : A Study of IT Professionals Prof. C. Balaji
Uma Sampathy (2003) Relationship between Management Style, Organization Culture and Performance on Council Affiliated (ICSE) Schools in Twin Cities Dr. E.G. Parmeswaran
N. Hariharan Iyer (2004) Measurement of Organizational Citizenship Behavior of Professionals in High Technology Software Organizations Dr. E.S. Srinivas
Anuradha Challu (2004) An Assessment of the Role of HR in the Indian Corporate Sector Dr. Keith C. D’Souza
Soundari V.V. (2004) Identification of Competencies of Software Project Managers in Software Organizations Prof. V. Anand Ram
Roshan Joseph (2004) Factors Influencing Employee Participation in Knowledge Management: A Study in an Indian IT Company Dr. U. Balaji
Prof. C. Balaji
Suneeta Mishra (2005) A Study of the Effects of Information Technology on Alienation at the Workplace Dr. Jerome Joseph
Harismita Trivedi (2006) Role Evolution Process of a Professional HRM Role in Organizations Dr. Jagdeep S. Chhokar
S. Ramachandran (2006) A Study of Personal Values and Impact of Personal-Organizational Value Congruence on Commitment in an Indian PSU Dr. Keith C. D’souza
Archana Arcot (2006) A Study of the Competency Based HR practice in Indian Organizations Dr. S. Pandey
Jacob Thomas (2006) Study of the relationship Betweeen empowering Forces and the Empowering Process Among Women in Managerial position in Business Organization Dr. Jerome Joseph
A. C. Augustine (2007) Antecedents / factors Affecting the Organizational Transformation Fr. Dr. E. Abraham S.J.
Shaily Mitra (2007) Study of Organizational Climate, Role Stress, Learned Helplessness and Interpersonal Needs and Their Impact on Performance of the Indian Banking Industry Dr. D. M. Pestonjee
Saidatt Senapaty (2010) The Relationship Between Occupational and Organizational Commitment of Software Professionals in India: Moderation by HRM Practices Prof. A. Sreekumar
Dr. C.M. Ramesh
Harry Charles Devasagayam (2012) Organizational Citizenship Behaviour of Distributed Teams: A Study of the Mediating Effects of Organizational Justice in Software Organizations Dr. N.M. Agrawal
Dr. V Nagadevara
Dr. K S Gupta
Debaprasad Chattopadhyay (2013) Impact of Self Perceived Spirituality of Leaders at Work and Leaders’ Reputation on Teams’ Spiritual Climate Dr. Ashish Pandey
Rajesh Walawalkar (2015) Company Secretaries' Perceptions of the Effectiveness of Mandatory Continuing Professional Education Dr. Samta Jain
Anjan Bhowmick (2015) Examining the Relationship between Organisation Structure and Innovation: A Study of Indian Corporations Dr. Keith C. D’souza
Dr. Upasna A. Agarwal
Prasanjit Dasgupta (2015) A Comprehensive Study on Turnover Intentions, Work Engagement And Organizational Citizenship Behaviour of Nurses of Private Hospitals Dr. Upasna A. Agarwal
Naresh Mehta (2015) Impact of High Performance Work System on Innovation and Firm's Performance Dr. D. M. Pestonjee
Deven Kamdar (2016) Influence of 7S Framework on Team Performance: A study of a Faith Based Organisation Dr. D. M. Pestonjee
Nobina Banerjee (2016) The Essence of Exemplary Leaders: Understanding Passion over the Span of a Career Dr. Rajeshwari Narendran
Sreeram Darbha (2017) The Impact of Religious faith & workplace spirituality on the business sentiments of stock Brokers Dr. N.M Khandelwal
Vishwanath Joshi (2017) Career Establishment Process of Professionals in Indian IT Industry: A Phenomenological Study Dr. Ashutosh Bhupatkar
Mr. Sanjeev Dixit (2018) Impact of Organisational Values Elements & Employee Engagement Outcomes on Business Indicators. Dr. Rajeshwari Narendran
Ravindra Dey (2018) Impact of Personal Values and Emotional Intelligence on Leadership Effectiveness of Gen Y Students in B- Schools Dr. Keith C. D‘souza
Suman Nair (2018) Effect of Promotion and Transfer on Managerial Behaviors, Tested through FIRO B and Locus Of Control Dr. Rajeshwari Narendran
Vasantha Lakshmi (2018) Business Process Outsourcing Requirements in Human Re-source Function of Small and Medium Scale Enterprises in India Dr. Ch. S. Durga
Dr. Snigdharani Mishra
Bhanukumar Parmar (2018) Exploring Accelerating Sales Force Performance through Introduction of Sales Incentive Scheme for On-role Employee in Telecom Industry. Dr. Rajeshwari Narendran

Fellow Programs 2022-25

The Fellow Programs in HR and OD

Campus Address

Ayana Complex, 2nd Floor
Thaltej - Hebatpur 100ft. Road
opp. Suvarnvilla Bungalows, Thaltej
Ahmedabad - 380059, Gujarat, India

All Enquiries

Phone: 079-29707305

Phone: 079-29707306

Email: admin@academyofhrd.org

Membership

The Academy membership is now open to organizations, individual HRD professionals, HRD students and all other managers and professionals who are keen to learn about HRD and apply it in their work and life. The membership with the Academy will be a catalyst for staying in touch with the field and contribute to the field of HRD by sharing experiences in various forums/publications.


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