To envisage future challenges in technical field at National and International level. Educate and train students so that they can become technically qualified & highly skilled professionals to meet future challenges and needs of post GATT regime i.e. globalization.
To inculcate research culture to transform India from developing to developed country.
The Institute strives for producing the future nation builders with high skills, knowledge, expertise and wisdom for better productivity and economic upliftment of the society & the country.
"If we cannot change an event, we can atleast change our attitude towards that event."
ACROPOLIS stands right besides its mission with all its impressive facilities - faculties, for the purpose of redefining the society by fostering engineering education i.e.
HRM has the responsibility to maximize efficiency and profit, but in the emerging scenario, the role of HR Manager is changing rapidly due to changes in government policies, labor legislation's and technology. The trends have taken place in the organizations in terms of human resource planning, job design, motivation, recruitment and skill development and employee relations. The challenges can be faced by HRM effectively, only if proper strategies are implemented. Hence, the role of HRM will be more significant in future due to the emerging scenario.
In the new world order, there are various dimensions of HR Management, all complementary to each other. The process of managing continuous change is going on everywhere. This is all due to inexorable global competition, slim structures, fewer people with more roles are the buzzwords for many organizations. Now, the excellence coupled with performance is the main ingredients of success. However, excellence is not a destination; rather it’s a journey. Excellence in all aspects can be achieved with innovations in day-to-day activities. The employees are seeking for flexible work schedules along with greater autonomy which creates opportunities for training and development. The challenge before human resource professionals today is to create an enabling organizational climate for the employees. For this, they need to examine relevant issues that directly affect the organization’s growth like- employee engagement, quality of work life, diversity management.
Looking upon a need to explore various dimensions of HRM, Acropolis has taken another initiative for inviting the industry stalwarts form HRM and have an idea-sharing platform for all stakeholders: the organization, the human capital and the society as a whole. During this summit, there are various sub-themes where eminent speakers would provide vital insights on various dimensions of Human Capital Management.
HRM has the responsibility to maximize efficiency and profit, but in the emerging scenario, the role of HR Manager is changing rapidly due to changes in government policies, labour legislations and technology. The trends have taken place in the organizations in terms of human resource planning, job design, motivation, recruitment and skill development and employee relations. The challenges can be faced by HRM effectively, only if proper strategies are implemented. Hence, the role of HRM will be more significant in future due to the emerging scenario.
Looking upon a need to explore various dimensions of HRM, Acropolis has taken another initiative for inviting the industry stalwarts form HRM and have an idea-sharing platform for all stakeholders: the organisation, the human capital and the society as a whole on 27 April 2013. During this summit, there are various sub-themes where eminent speakers would provide vital insights on various dimensions of Human Capital Management.
Session 1: Employee Engagement, Learning Management & Organisation Development [A Way Ahead for Sustenance]
Today, the HR Manager needs highly-motivated, dedicated and involved employees who are very passionate about their work and their organization. In other words, "engaged employees" are needed. A successful business is directly linked to the commitment of its employees. However, nurturing the engaged employees requires a lot of learnings on the part of HR Managers. Learning Management is the capability to achieve learning outcomes in all learners and is based on the notion of holistic development. Similarly, Organisation Development is a growing field of HRM which has its foundations in behavioural and social sciences. The engaged employees when adopt the culture of learning management and organisation development, it paves the way of sustenance in the long run.
Session 2: Quality of Work Life in Tandem with Social Service [The Mantra for Living, Growing and Progressing Together]
Quality of Work Life refers to the favourableness of a total job environment for people at work. Through quality of work life initiatives, organisations recognize their responsibility to develop jobs and working conditions that are excellent for people as well as for economic health of the organisation. When such initiatives work and bring results for the employees, such results are translated into social service. Such efforts emphasize on development of employee skills, the reduction of occupational stress and the development of more co-operative labour-management relations, which ultimately results into a better society ahead. With open communications and a concern for employee development, living together in society is always promoted.
Session 3: Developing Women Leaders: To ensure accomplishment of equal participation in corporate world
The most successful women in the world have grabbed every opportunity afforded to them, and have created opportunities for themselves, harnessing their fears and doubts as rocket fuel instead of rocks in their pockets. The hard work and perseverance brings women to the top of their field, whether it is entrepreneurs or the managers. These are the women who never settle for the mediocre, are perpetually restless and striving, and who know that real success can only be found by crossing time zones, cultures, and sailing through the hurdles. Such women have been able to make their mark in terms of organisational performance.
Session 4: Diversity Handling and Talent Supply Chain: Creating Value at Global Level.
People from different age groups and diverse backgrounds are becoming a part of the workforce. Generation & Diversity Focus has become a key area in discussions. Organizations have to devise and customize their HR strategies for diversity handling in terms of age, gender and culture. Organizations are involving more cross-functional movements in terms of business, operations or support services. Similarly, getting the right kind of talent at right place has been yet another focus area of HR Managers. In the phase of frequent mobility, forecasting the need of talent and fixing it on the right place has been the vital issue before HR Managers.
VICE PRESIDENT (HRM)
NBC BEARINGS LTD
SENIOR VICE PRESIDENT, HUMAN RESOURCE
BLUE DART AVIATION LTD
PRINCIPAL- MIS AND MONITORING
NATIONAL SKILL DEVELOPMENT CORPORATION
COUNTRY HEAD, HUMAN RESOURCE
ASSOCIATE VICE PRESIDENT - HR
SANDVIK ASIA PRIVATE LTD
HEAD, TRAINING & DEVELOPMENT (IT)
DIRECTOR - BUSINESS EXCELLENCE
NEO CORP INTERNATION LTD
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Mr. Mukesh Asudani :- 10:10 am
Ms. Aparna Sharma :- 10:50 am
Mr. Prem K Thomas :- 11:30 am
Lieut Shalabh Agrawal :- 12:20 noon
Dr. Sapna Poti :- 1:00 pm
Anita Borulkar (Asawalikar):- 2:40pm , Ms. Trupti Machwe:- 3:20pm, Dr.(Mrs) Janak Palta :- 4:00pm
Dr. P. K. Singh :- 4:10 pm
Summit Sum-up & Vote of Thanks :- 4:50 pm
Acropolis North Campus
Mangliya Bypass Road, Near Toll Plaza
Website: www.acropolis.in, www.afmr.ac.in