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1.What is meant by the term "developing human resources"?
2.Identify five ways of developing the human resource.
3.Identify ways of improving the education system.
4.Which is considered to be more important in developing the human resource-(education or religion)? Give reasons for your answer.
5.Why is it necessary to study a country's population?
6.What are the major components of a population and why do we need to study them?
7.Identify 4 ways through which human resources can be developed.
8.Identify the requirements prospective immigrants must have.
9.What can the government do to make tertiary education more accessible?
Answers
Answer:
2. Women are underrepresented in many global companies, particularly among senior leadership teams—and companies are missing out on opportunities as a result. A large and growing body of research shows that organizations with greater numbers of women, especially in leadership roles, perform better. For example, a 2016 Peterson Institute for International Economics study of some 22,000 global companies found that as companies increased the number of women among board members and senior leaders, their profit margins increased as well. Diverse teams bring diverse perspectives to a company, improving both problem solving and resiliency and making the organization more innovative and adaptable to change. (See “Diversity at Work,” BCG article, July 2017.)
Yet when companies try to fix this problem, they often center their efforts solely on women. Experience shows, however, that this is not enough to bring about material change. Such a narrow focus essentially walls off gender diversity as a women-only issue instead of positioning it as a broader topic that has a significant effect on overall company performance. What’s more, at most companies, women who try to generate meaningful change on their own find that they are too few in number to produce the necessary impact. Men need to join their efforts in order to succeed.
Creating true gender parity requires participation by both men and women.
BCG has been studying gender diversity at organizations around the world for the past several years. A key finding from our research is that the career obstacles women face, such as being overlooked for promotions, tend to be institutional, with deep roots in the organization’s culture. Many women stall out in middle management—or step off the career track entirely—not because of explicit discrimination or lack of ambition but rather because of many small factors and daily hassles. (See “Dispelling the Myths of the Gender ‘Ambition Gap,’” BCG article, April 2017.) Reforming this culture and creating true gender parity requires participation by both men and women, particularly given that the senior leadership team at many companies is predominantly male. The good news is that when men do become directly involved in gender diversity, both men and women believe that their company is making much greater progress in achieving gender parity. (See Exhibit 1.) Worldwide, our data shows that among companies where men are actively involved in gender diversity, 96% report progress. Conversely, among companies where men are not involved, only 30% show progress.
Answer:
Human resources development (HRD) refers to the vast field of training and development provided by organizations to increase the knowledge, skills, education, and abilities of their employees.
Explanation:
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