Learning & Development

Amrita Suri | Deputy General Manager | Gourmet Investments Private Limited

What is Learning & Development?

There are many nuances of a Career in Learning & Development. Internet is brimming with pages on How to get into Learning & Development, while one should first understand What is a Career in Learning & Development. The most authoritative source of information on Learning & Development is someone with real experience in it.

Deputy General Manager Amrita Suri has 0 years & 6 months of professional experience in Learning & Development. Deputy General Manager Amrita Suri describes Learning & Development as:

A Learning & Development Manager identifies training and development needs within an organization through job analysis, appraisal schemes and regular consultation with business managers.

How Deputy General Manager Amrita Suri got into Learning & Development?

After completing my schooling, I did graduation in Hotel Management from IHM, Aurangabad. I have started my career with The Leela Hotels as a Management Trainee after which I got an opportunity to join Four Seasons Mumbai where I have worked for almost 8 Years and became Front Office Manager. I have joined Gourmet Investments Private Limited as DGM (Learning & Development and Customer Relations) in 2017.

Deputy General Manager Amrita Suri's Talk on Learning & Development

The Journey of Learning & Development What Is Learning & Development Learning & Development Learning & Development is a strategic function within organizations focused on enhancing employees’ skills, knowledge, and competencies. It involves designing, implementing, and evaluating educational programs and initiatives that support both individual growth and organizational objectives, ensuring a workforce that is adaptable, skilled, and prepared for future challenges. Learning & Development plays a crucial role in shaping the success of organizations and the careers of professionals within this field. By fostering a culture of continuous improvement, it ensures that employees remain engaged, motivated, and equipped to meet evolving business needs. For professionals in Learning & Development, the impact is seen in their ability to drive organizational change, improve performance, and support talent retention. The major benefits include increased employee productivity, enhanced job satisfaction, and the development of a future-ready workforce. These outcomes not only contribute to organizational growth but also position Learning & Development professionals as key partners in achieving strategic goals. A Learning & Development professional at a technology company might identify a gap in digital skills among employees as the organization transitions to new software platforms. They would assess training needs, design a series of interactive workshops, and implement e-learning modules tailored to different departments. Throughout the process, they gather feedback and measure learning outcomes to ensure the training is effective and aligned with business objectives. As a result, employees become more confident and proficient with the new technology, leading to smoother adoption, reduced errors, and increased productivity. This example illustrates how Learning & Development professionals directly contribute to organizational success by addressing skill gaps and supporting employees through change. Education Operations Operations refers to the systematic management of processes, resources, and workflows that enable organizations to deliver products or services efficiently and effectively. In Learning & Development, operations encompasses the planning, execution, and evaluation of training initiatives, ensuring alignment with organizational goals and optimal use of available resources. Understanding operations is essential for Learning & Development professionals because it provides the framework for designing, implementing, and improving training programs. Mastery of operational concepts enables practitioners to allocate resources wisely, streamline processes, and measure outcomes effectively. This knowledge forms the backbone of successful L&D initiatives, ensuring that learning interventions are not only well-designed but also scalable and sustainable. Over the long term, proficiency in operations equips professionals to adapt to organizational changes, manage budgets, and demonstrate the tangible value of learning programs. It also fosters collaboration with other departments, as operational fluency bridges the gap between strategic objectives and practical execution, making L&D a vital partner in organizational success. Consider a Learning & Development manager tasked with rolling out a new leadership training program across multiple departments. By applying their understanding of operations, the manager begins by mapping out the workflow, identifying key milestones, and coordinating with stakeholders to secure resources such as trainers, venues, and technology platforms. They monitor progress through data-driven dashboards, adjusting schedules and reallocating resources as needed to address unforeseen challenges. Throughout the process, the manager evaluates participant feedback and learning outcomes, using this information to refine future sessions. This operational approach ensures the program is delivered on time, within budget, and achieves its intended impact, demonstrating how theoretical knowledge of operations translates into effective, real-world practice in L&D. Statutory Laws Statutory laws are formal legal rules enacted by legislative bodies such as parliaments or congresses. These laws govern conduct, set standards, and establish rights and responsibilities within society. For Learning & Development professionals, understanding statutory laws is essential, as it ensures compliance and ethical practice within educational and workplace environments. A thorough grasp of statutory laws is crucial for anyone in Learning & Development because these laws directly influence workplace policies, training content, and organizational behavior. Knowledge of statutory requirements, such as those related to equal opportunity, workplace safety, and data protection, helps professionals design programs that are both effective and legally compliant. This foundational understanding reduces the risk of legal disputes and fosters a culture of trust and integrity. Over the long term, professionals who are well-versed in statutory laws are better equipped to adapt to regulatory changes, advocate for best practices, and contribute to the strategic goals of their organizations. Mastery of this subject also enhances credibility and opens up opportunities for advancement within the field. Imagine a Learning & Development manager tasked with creating a new onboarding program for a diverse workforce. By applying their knowledge of statutory laws, the manager ensures that all training materials comply with anti-discrimination legislation and accessibility standards. This includes providing equal access to learning resources, using inclusive language, and accommodating employees with disabilities. The manager also incorporates data privacy regulations into the program, ensuring that personal information collected during training is handled securely and transparently. By proactively addressing these legal requirements, the manager not only protects the organization from potential legal challenges but also creates a welcoming and equitable learning environment for all employees. This practical application of statutory law knowledge demonstrates its integral role in daily Learning & Development operations. Human Resources Human Resources refers to the organizational function dedicated to managing people, including recruitment, training, performance management, compensation, and employee relations. In both academic and professional contexts, Human Resources knowledge is essential for Learning & Development practitioners, as it provides the framework for understanding workforce needs, organizational culture, and talent management strategies. A solid grasp of Human Resources is crucial for anyone working in Learning & Development because it underpins the ability to design, implement, and evaluate effective training programs. Understanding HR principles helps professionals align learning initiatives with organizational goals, comply with legal and ethical standards, and foster a positive workplace culture. This foundational knowledge enables Learning & Development specialists to collaborate effectively with HR teams, anticipate workforce trends, and address skill gaps proactively. Over the long term, mastery of Human Resources concepts enhances career versatility, supports leadership development, and positions professionals as strategic partners in driving organizational growth and employee engagement. Consider a Learning & Development specialist tasked with rolling out a new leadership training program. By applying their understanding of Human Resources, they begin by analyzing workforce data to identify high-potential employees and skill gaps. They collaborate with HR to ensure the program aligns with succession planning and diversity initiatives. Throughout the process, they monitor participation and feedback, making adjustments to address employee needs and organizational objectives. Their HR knowledge allows them to navigate sensitive topics, ensure compliance with labor laws, and measure the program’s impact on retention and performance. This integration of theory and practice demonstrates how Human Resources expertise is essential for effective, strategic Learning & Development operations. Accountancy Accountancy is the systematic process of recording, classifying, summarizing, and interpreting financial transactions to provide meaningful information for decision-making. In the context of Learning & Development, accountancy forms a crucial part of academic and professional knowledge, enabling practitioners to understand financial implications and contribute to organizational effectiveness. Understanding accountancy is essential for Learning & Development professionals because it equips them with the ability to interpret financial data, manage budgets, and justify investments in training initiatives. This foundational knowledge ensures that L&D practitioners can align their programs with organizational goals, demonstrate return on investment, and communicate effectively with stakeholders. Over the long term, proficiency in accountancy enhances credibility, supports strategic planning, and opens pathways to leadership roles. It also fosters a culture of accountability and informed decision-making, which are critical for driving sustainable growth and innovation within any organization. Consider a Learning & Development manager tasked with proposing a new leadership training program. By applying their understanding of accountancy, they analyze the costs involved, forecast potential returns, and prepare a detailed budget. During discussions with senior management, they confidently present financial projections, demonstrating how the program aligns with the company’s strategic objectives and delivers measurable value. Their ability to interpret financial statements and articulate the fiscal benefits of the initiative not only secures approval but also builds trust with stakeholders. This practical application of accountancy ensures that learning interventions are both impactful and financially responsible, reinforcing the L&D function’s role as a strategic business partner. Skills Communication Communication is the process of exchanging information, ideas, and feelings through verbal, nonverbal, and written means to achieve mutual understanding. In Learning & Development, communication enables professionals to convey complex concepts clearly, facilitate engagement, and ensure that learning objectives are understood and met by diverse audiences across an organization. Strong communication skills directly enhance a Learning & Development professional’s ability to design and deliver effective training programs. By articulating ideas clearly and listening actively, they foster an environment where learners feel comfortable participating and asking questions. Employers and clients value this skill because it leads to better knowledge transfer, higher engagement, and measurable improvements in employee performance. Communication can be cultivated through continuous practice, seeking feedback, and adapting messages for different audiences. Over time, professionals can refine their ability to present information persuasively, facilitate discussions, and resolve misunderstandings, making them indispensable contributors to organizational growth and learning. Imagine a Learning & Development specialist tasked with rolling out a new software training program across a multinational company. During initial sessions, employees express confusion about certain features, leading to frustration and low adoption rates. The specialist recognizes the issue and adapts their communication approach by simplifying technical jargon, using relatable examples, and encouraging open dialogue. By actively listening to feedback and clarifying misunderstandings, the specialist bridges knowledge gaps and boosts learner confidence. As a result, employees become more engaged, the training’s effectiveness improves, and the organization achieves a smoother transition to the new software. This scenario highlights how adept communication can resolve critical challenges and drive successful outcomes in Learning & Development initiatives. Empathy Empathy is the ability to understand and share the feelings, perspectives, and experiences of others, allowing for genuine connection and support. In Learning & Development, empathy enables professionals to recognize learners’ unique needs, adapt content and delivery, and foster inclusive environments that promote engagement, growth, and meaningful learning experiences. Empathy directly enhances a Learning & Development professional’s effectiveness by enabling them to design training that resonates with diverse audiences. Clients and employers value this skill because it leads to higher learner satisfaction, improved knowledge retention, and stronger workplace relationships. Empathetic practitioners can identify barriers to learning, address concerns proactively, and create supportive environments where individuals feel heard and valued. Cultivating empathy involves active listening, seeking feedback, and reflecting on one’s own biases and assumptions. Over time, consistently engaging with learners, observing their reactions, and remaining open to different viewpoints helps professionals deepen their empathetic abilities, ultimately resulting in more impactful and relevant learning interventions. Imagine a Learning & Development specialist tasked with rolling out a new digital platform to a workforce with varying levels of technical proficiency. During initial training sessions, the specialist notices some participants are hesitant and overwhelmed. Instead of pushing forward with a one-size-fits-all approach, the professional takes time to listen to their concerns, acknowledges their anxieties, and adapts the training by offering additional support and simplified resources. By empathizing with the learners’ challenges, the specialist builds trust, encourages participation, and ensures everyone feels comfortable adopting the new technology. This empathetic approach not only resolves immediate resistance but also fosters a culture of openness and continuous learning within the organization. Motivation Motivation is the internal drive that propels individuals to take action, pursue goals, and persist in the face of challenges. It fuels enthusiasm, commitment, and a proactive attitude. For Learning & Development professionals, motivation is the catalyst that transforms ideas into impactful learning experiences and ensures continuous personal and organizational growth. Motivation significantly enhances a Learning & Development professional’s effectiveness by fostering resilience, creativity, and a genuine passion for helping others grow. Employers and clients highly value motivated professionals because they consistently deliver high-quality training, adapt to evolving needs, and inspire learners to engage fully. Cultivating motivation involves setting clear personal and professional goals, seeking feedback, celebrating achievements, and maintaining a growth mindset. Over time, professionals can strengthen their motivation by staying connected to their purpose, embracing new challenges, and investing in their own learning. This ongoing commitment not only drives individual success but also elevates the overall impact of Learning & Development initiatives within an organization. Imagine a Learning & Development specialist tasked with rolling out a new digital training program across a company facing resistance to change. Despite initial setbacks and low participation rates, the specialist’s motivation keeps them focused and proactive. They seek feedback, adjust the program to better meet learners’ needs, and communicate the benefits with renewed enthusiasm. Their persistent drive encourages hesitant employees to give the program a chance, ultimately leading to increased engagement and successful adoption. In this scenario, motivation is the force that transforms obstacles into opportunities, ensuring the initiative’s success and demonstrating the critical role this core skill plays in achieving organizational goals. Leadership Leadership is the ability to inspire, guide, and influence individuals or groups toward achieving shared goals, while fostering collaboration, trust, and growth. In Learning & Development, leadership empowers professionals to drive organizational change, motivate learners, and create environments where continuous improvement and innovation are not only encouraged but expected. Leadership directly enhances a Learning & Development professional’s effectiveness by enabling them to set a clear vision, build cohesive teams, and navigate complex organizational dynamics. Employers and clients value this skill because it ensures that training initiatives align with strategic objectives and deliver measurable results. Strong leaders can advocate for necessary resources, manage resistance to change, and cultivate a culture of learning. To develop leadership, professionals should seek mentorship, pursue ongoing education, and actively reflect on their experiences. Over time, practicing self-awareness, embracing feedback, and taking on challenging projects help individuals refine their leadership abilities, making them indispensable assets to any organization. Imagine a Learning & Development manager tasked with rolling out a new company-wide digital training platform. Initial feedback from employees is overwhelmingly negative, with concerns about usability and relevance. Instead of enforcing compliance, the manager demonstrates leadership by actively listening to concerns, organizing focus groups, and collaborating with stakeholders to adapt the training content. By communicating a clear vision and involving employees in the process, the manager transforms resistance into engagement. The revised program not only meets organizational goals but also earns widespread support, illustrating how effective leadership can turn a challenging situation into a success story. Observation Observation is the deliberate and attentive process of noticing, interpreting, and understanding behaviors, interactions, and environments to gather meaningful insights. In Learning & Development, observation enables professionals to identify learning needs, assess engagement, and evaluate the effectiveness of training initiatives, making it a foundational skill for driving impactful learning experiences. Observation directly enhances a Learning & Development professional’s ability to tailor programs to the unique needs of individuals and groups. By carefully watching how learners interact with materials and each other, professionals can identify gaps, strengths, and opportunities for improvement. Employers and clients value this skill because it leads to more relevant and effective training solutions, ultimately improving organizational performance. Cultivating observation skills requires consistent practice, reflection, and a willingness to remain open-minded. Over time, professionals can refine their ability to notice subtle cues, ask insightful questions, and interpret feedback, making them more responsive and adaptive in their roles. Imagine a Learning & Development specialist facilitating a workshop on leadership skills. During group activities, the specialist observes that certain participants are disengaged and hesitant to contribute. Rather than proceeding as planned, the specialist notes these behaviors and adapts the session in real time, introducing interactive elements and encouraging quieter voices. Through keen observation, the specialist uncovers underlying issues such as lack of confidence or unclear instructions. By addressing these factors promptly, the specialist not only re-engages the group but also ensures the learning objectives are met. This scenario highlights how observation enables professionals to respond effectively to dynamic situations, ensuring successful outcomes for both learners and the organization. Flexibility Flexibility is the ability to adapt quickly and effectively to changing circumstances, requirements, or environments without losing focus or productivity. In Learning & Development, flexibility empowers professionals to respond to evolving learner needs, shifting organizational goals, and emerging technologies, ensuring that training remains relevant, impactful, and aligned with business objectives. Flexibility directly enhances performance in Learning & Development by enabling professionals to pivot strategies, update content, and tailor delivery methods as situations demand. Clients and employers highly value this skill because it ensures that learning initiatives remain effective even when faced with unexpected challenges, such as sudden shifts in company direction or technological disruptions. Cultivating flexibility involves embracing continuous learning, seeking feedback, and practicing open-mindedness when encountering new ideas or obstacles. Over time, professionals can develop this skill by exposing themselves to diverse projects, collaborating with cross-functional teams, and reflecting on past experiences to identify areas for improvement. By doing so, they become more resilient and better equipped to deliver value in dynamic environments. Imagine a Learning & Development specialist tasked with rolling out a company-wide training program just as the organization transitions to remote work. The original plan involved in-person workshops, but the sudden shift requires a complete redesign for virtual delivery. Relying on flexibility, the specialist quickly assesses available digital tools, adapts content for online engagement, and coordinates with stakeholders to ensure a smooth transition. By remaining open to new methods and proactively addressing unforeseen obstacles, the professional not only delivers the training on schedule but also receives positive feedback for the program’s relevance and accessibility. This scenario highlights how flexibility enables Learning & Development professionals to overcome challenges and achieve successful outcomes in rapidly changing environments. Positives Work Life Balance Work Life Balance is the harmonious integration of professional responsibilities and personal life, allowing individuals to fulfill work commitments while enjoying time for family, hobbies, and self-care. In Learning & Development, this balance fosters well-being, reduces stress, and enhances productivity, making the profession both sustainable and deeply rewarding for its practitioners. Work Life Balance is a cornerstone of job satisfaction in Learning & Development, as it empowers professionals to manage their time effectively and avoid burnout. The field often offers flexible schedules, remote work options, and autonomy over project timelines, enabling individuals to tailor their work around personal needs. This flexibility not only supports mental and emotional health but also encourages creativity and innovation, as professionals feel more energized and motivated. The ability to maintain a healthy separation between work and personal life leads to greater fulfillment, higher retention rates, and continuous professional growth, making Learning & Development an attractive and sustainable career path. Imagine a Learning & Development specialist who designs training programs for a global company. With the flexibility to work remotely and set her own hours, she can attend her child’s school events, pursue personal interests, and still meet project deadlines. This balance allows her to bring fresh perspectives to her work, as she feels less stressed and more inspired. Her employer benefits from her increased engagement and creativity, while she enjoys a sense of accomplishment both at work and at home. This daily experience of harmony between professional and personal life exemplifies how Work Life Balance in Learning & Development leads to a more satisfying and meaningful career. Multi Skilling Multi Skilling is the process of acquiring and applying a diverse range of skills across different functions, roles, or disciplines within a profession. In Learning & Development, it means professionals are not limited to a single area of expertise but instead develop capabilities in instructional design, facilitation, technology, coaching, and evaluation. This broad skillset allows them to adapt to various challenges, collaborate with different teams, and deliver comprehensive learning solutions. By embracing Multi Skilling, Learning & Development professionals become more versatile, resourceful, and valuable to their organizations, ensuring they remain relevant and effective in a constantly evolving field. The positive impact of Multi Skilling in Learning & Development is profound. Professionals who cultivate a wide array of skills find themselves better equipped to handle the dynamic demands of the workplace. This versatility leads to greater job satisfaction, as each day brings new challenges and opportunities to learn and grow. Multi Skilling also opens doors to career advancement, as organizations highly value individuals who can seamlessly transition between roles and projects. The daily experience of applying different skills keeps the work engaging and prevents stagnation, fostering a sense of accomplishment and continuous improvement. Ultimately, Multi Skilling empowers Learning & Development professionals to make a broader impact, both for their learners and their own careers. Imagine a Learning & Development specialist who begins their day designing an interactive e-learning module for new hires. Later, they facilitate a leadership workshop, drawing on their coaching and presentation skills. In the afternoon, they analyze training data to assess program effectiveness, then consult with IT to implement a new learning management system. Each task requires a different set of skills, and the ability to switch seamlessly between them brings a deep sense of fulfillment. This professional not only enjoys variety in their work but also feels confident in their ability to contribute meaningfully to multiple aspects of the organization. The daily practice of Multi Skilling transforms routine tasks into opportunities for growth and innovation. Empowerment Empowerment is the process of enabling individuals to gain confidence, skills, and autonomy, allowing them to take initiative, make informed decisions, and contribute meaningfully to their environment. In Learning & Development, empowerment fuels both personal and organizational growth by fostering a culture where people are encouraged to learn, innovate, and lead. Empowerment stands at the heart of Learning & Development because it transforms the workplace into a dynamic environment where growth is not just encouraged but expected. Professionals in this field witness firsthand how their efforts help others unlock potential, overcome challenges, and achieve goals. This sense of making a tangible difference brings immense job satisfaction and a deep sense of purpose. As employees become more capable and confident, organizations benefit from increased productivity, innovation, and adaptability. For Learning & Development professionals, the daily experience of nurturing talent and seeing individuals thrive creates a rewarding cycle of motivation and professional growth, making every day meaningful and impactful. Imagine a Learning & Development specialist working with a team struggling to adapt to new technology. Through tailored workshops and ongoing support, the specialist empowers team members to embrace change, develop new skills, and share their knowledge with others. Over time, the team not only masters the technology but also gains the confidence to tackle future challenges independently. The specialist witnesses the transformation from uncertainty to self-assurance, knowing their guidance has sparked lasting growth. This real-world impact exemplifies how empowerment in Learning & Development is not just about teaching skills, but about inspiring individuals to believe in themselves and take charge of their own success. Challenges Human Resource Shortage Human Resource Shortage in Learning & Development refers to the insufficient availability of skilled personnel required to design, deliver, and evaluate training programs. This scarcity makes it challenging to meet organizational learning needs, increases workloads, and often forces professionals to prioritize tasks, making the role both demanding and complex. A shortage of human resources in Learning & Development can lead to increased pressure on existing team members, resulting in longer hours, higher stress, and potential burnout. Daily tasks such as curriculum design, facilitation, and assessment become more difficult to manage, often requiring professionals to juggle multiple responsibilities simultaneously. This environment demands resilience, adaptability, and creative problem-solving. Successful professionals often respond by leveraging technology, streamlining processes, and fostering collaboration across departments. They prioritize high-impact initiatives, delegate effectively, and seek external partnerships or consultants when necessary. By maintaining open communication and focusing on continuous improvement, they are able to sustain learning outcomes and support organizational goals despite limited resources. Consider a Learning & Development manager at a mid-sized company who faces a sudden reduction in team size due to budget cuts. With fewer trainers available, she quickly assesses the most critical training needs and shifts non-essential programs to a later date. She implements a blended learning approach, combining self-paced online modules with virtual workshops to maximize reach without overburdening her team. By empowering subject matter experts within the organization to facilitate peer learning sessions, she expands capacity and maintains engagement. Through strategic prioritization, creative use of technology, and cross-functional collaboration, she successfully navigates the human resource shortage while ensuring that essential learning initiatives continue to drive employee development. A Day Of Learning & Development The hum of anticipation fills the air as a Learning & Development professional steps into their day, where no two hours ever look quite the same. The pace is dynamic, shaped by the ever-evolving needs of employees and the organization’s drive for growth. From the quiet moments of early preparation to the lively energy of workshops and the strategic focus of afternoon collaborations, each segment of the day demands adaptability, empathy, and a keen eye for detail. In this environment, the desk is just a starting point—true impact happens in conversations, classrooms, and the digital spaces where learning comes alive. As the day begins, the Learning & Development practitioner carves out a quiet space to review the day’s agenda, scan through emails, and check in on the latest feedback from ongoing training programs. This early hour is dedicated to fine-tuning presentation slides, updating learning materials, and ensuring that all virtual platforms are ready for seamless delivery. It’s a time for reflection and preparation, laying the groundwork for a day that will be filled with both planned sessions and unexpected challenges. Mid-morning brings the heart of the day: facilitating workshops, leading training sessions, or coaching employees one-on-one. The energy in the room—or on the video call—is palpable as participants engage in discussions, ask questions, and share their experiences. The practitioner navigates these interactions with agility, adapting content on the fly to meet learners’ needs and ensuring that everyone feels included and empowered. This is the most interactive and demanding part of the day, where the practitioner’s expertise and enthusiasm directly shape the learning experience. The afternoon shifts toward collaboration and execution, as the practitioner joins cross-functional meetings with HR, department heads, or external partners. These sessions focus on aligning learning initiatives with business goals, troubleshooting challenges, and brainstorming new program ideas. There’s a strong emphasis on teamwork and communication, as well as the practical work of scheduling future sessions, coordinating resources, and tracking progress on ongoing projects. The practitioner’s role as a connector and problem-solver comes to the forefront during these hours. As the day winds down, attention turns to wrapping up administrative tasks, analyzing data from recent trainings, and documenting outcomes. The practitioner reviews feedback, updates learning management systems, and drafts reports to share with stakeholders. This is also a crucial time for personal reflection and planning, as they identify areas for improvement and set priorities for the next day. The quiet focus of late afternoon provides a sense of closure, ensuring that every lesson learned today becomes the foundation for tomorrow’s success.

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How to get into

Learning & Development?

If you are want to get into Learning & Development, start by investing in a Career Plan.

The 14 hour process, guided by a LifePage Career Advisor, will help you introspect and check whether your interest in Learning & Development is merely an infatuation or is it truly something you wish to do for the rest of your life.

Next, your Career Advisor will help you document how you can get into Learning & Development, what education and skills you need to succeed in Learning & Development, and what positives and challenges you will face in Learning & Development.

Finally, you will get a Career Plan stating which Courses, Certifications, Trainings and other Items you need to do in the next 7 years to become world’s best in Learning & Development.

LifePage Career Plan

14 hour personalized guidance program

Your LifePage Career Advisor facilitates your guided introspection so that you systematically explore various Career options to arrive at a well thought out Career choice.

Next: your Advisor helps you figure out how you will get into your chosen Career and how will you develop the skills needed for success in your Chosen Career.

LifePage Plan will not stop at saying "to become an Architect study Architecture". It will guide you on which Certifications, Trainings and Other items you need to do along with your Architecture education to become the world's best Architect.

Links for this Talk

Deputy General Manager Amrita Suri's LifePage:

[LifePage]
https://www.lifepage.in/page/amritasuri

LifePage Career Talk on Learning & Development

[Career]
https://www.lifepage.in/careers/learning-and-development-1

[Full Talk]
https://lifepage.app.link/20171023-0002

[Trailer]
https://www.youtube.com/watch?v=ief26Gwflp4

(Learning & Development, Amrita Suri, Gourmet Investments, Learning, Training, Development, L&D)

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[ 22 years & 8 months Experience ]

Human resource management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage.

"I did Bachelors & Masters in Economics from Jiwaji Univeristy. Post that, I did a Masters in Personnel Management & Industrial Relations. I started my professional career as a Lecturer in Jiwaji University. After that, I worked in Steel & Power Sector in Chattisgarh, Orissa & Calcutta. I am a General Manager at BRIDCUL with Uttarakhand Government."

Human Resource Management

Shabhnam Praveen
HR Assistant | People Strong Private Limited

[ 3 years Experience ]

Human Resource Management (HRM or HR) is the strategic approach to the effective management of organization workers so that they help the business gain a competitive advantage, Commonly known as the HR Department[, it is designed to maximize employee performance in service of an employer's strategic objectives.] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws

"After completing an MBA (HR & PR) from Abdul Kalam Technical University, I started my Career with Himalaya Corporation Limited as Business Development Executive. After that, I joined People Stone Private Limited as a HR Assistant and since then I am working there."

Workforce Consulting

Gautam Grover
Assistant Director | E Y

[ 12 years Experience ]

Workforce Management includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.

"After completing my graduation in Information Technology from IP University and I did my post graduation from ICFAI University. I have 12 years of experience in this field and working with EY as an Assistant Director Workforce Consulting."

HR Recruitment

Priti Khurana
HR Manager | Various Assignments

[ 12 years & 11 months Experience ]

HR Recruitment (hiring) refers to the overall process of attracting, short listing, selecting and appointing suitable candidates for jobs either permanent or temporary within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles.

"After doing my schooling from Frank Anthony Public School Delhi, I did my BA in English from Lady Shri Ram College, Delhi. Thereafter, I did my MBA in HR from Symbiosis institute of Business Management, Pune. I have experience of more than 13 years in recruitment and worked for Companies like Aegies BPO, Perfect Relations and Bhatia & Bhatia Financial Services."

HR Consultancy

Dr Asha Rani Kapoor
Director | Global Solutions

[ 8 years Experience ]

The human resource consulting addresses human resource management tasks and decision. The consultant suggests solutions based on expertise and experience and assists in the implementation. He also assists in searching for solutions with methods that facilitate and raise creativity of the client company so that they will be able to implement solutions themselves.

"I am a scientist and have done my research in wheat. After my marriage, I did a course in Management & Community Development from IIM, Kolkata and a certification course in finance from IIM, Ahmedabad. I founded a company by the name Global Solutions in 2010 and I give training sessions in Human Resources domain."

HR Management

Sanjay Kumar
Founder | Corp Source One

[ 19 years & 7 months Experience ]

Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.

"After completing my masters in business adminstration, I started working in Human Resources. I have been working in this domain from the last 20 years. I also started my company to provide human resource solution by the name of Corp Source One."