VOL- 11, ISSUE- 02, PUNE RESEARCH TIMES (ISSN 2456-0960) JIF 4.06
11.2 TIMES
VOL- 11, ISSUE- 02, PUNE RESEARCH TIMES (ISSN 2456-0960) JIF 4.06
11.2.1 TIMES
This
paper proposes a comprehensive theoretical framework, the "Unified Reality
Cycle," which bridges the divide between metaphysical constructs and
modern empirical science. By synthesizing principles of quantum mechanics,
thermodynamics, and neurobiology with a structured model of consciousness, we
posit that reality is a series of distinct, layered fields originating from a
"Zero Point" of absolute potential. We examine the human
instrument as a seven-part sensory array, identify the "Ultimate
Light" as a cosmological first cause, and redefine the "Abyss of
Darkness" as a time-filled reservoir of dark energy and
matter. Ultimately, this research argues that the source of all
information (Gyan) and intelligence (Vigyan) is Agyan—a state of absolute
emptiness that serves as the infinite energetic storehouse for universal
renewal.
VOL- 11, ISSUE- 02, PUNE RESEARCH TIMES (ISSN 2456-0960) JIF 4.06
11.2.2 TIMES
This study examines the evolving role of competency-based human resource management (HRM) functions in enhancing organizational talent development. The research aims to analyse the importance of competencies and competency-based HR practices in fostering talent within organisations. It also evaluates different categories of competencies and explores their linkage with HR functions to strengthen talent development strategies. An empirical research design was adopted, and data were collected from 546 employees across selected manufacturing industries in Gujarat using a structured questionnaire based on a five-point Likert scale. Statistical tools such as correlation analysis, one-way ANOVA on ranks, and Structural Equation Modeling (SEM) were employed to examine relationships among constructs and test hypotheses. The findings indicate significant relationships between competencies, competency-based HR functions, and talent development practices. The study highlights that competency-based HR practices contribute positively to talent acquisition, development, and retention. It also establishes the mediating role of competency-based HR functions in linking competencies with talent management outcomes.