HR Era,     Issue # 62,       Jan 15th, 2006
 

CONTENTS

Moderator's Space

1. New Year and New Members

Human Resources Management

2. Aligning Training Function with Business Strategy - by Aries K. John
3. Talent Management in the High Tech Industry: A Case Study - by Michael Ensser
4. "HR has to fall in love with the business not HR itself" : Interview with Wayne Brockbank and Dave Ulrich by Indrajit Gupta - sent by Rakesh N Sahay
5. Performance Appraisal Format - by Gagandeep Singh Bajwa
6. Why Good Employees Leave Great Companies - sent by Raza Jaffri
7. Group Relations Conference of Bion Institute - by MM Kumarswamy

Soft Skills and OB

8. An Interview with Dr. Stephen Covey - by Sharif Khan
9. Art and Science of Leadership - by R S Ramkumar
 

Inspiration, Attitude and Fun

10. Woman...Of...Substance...Element...!!! - sent by Pramod Dastoorkar
11. Anger Prevention Kit - sent by S Sampath Kumar
12. If Today - sent by Sanjeev Sharma
 

Announcements & Messages from Members

13. Praise & Brickbats from Members
14. Training Programs (India)
15. HR Jobs (USA)
16. Aims of HR Era, How to Contribute Articles.

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this completely free monthly ezine for HR Professionals with more than 9300 subscribers.
 

We wish you a very happy new year with a two-minute video with original music composed by Dr Rhoberta Shaler, CEO, Optimize! Institute. See her message of love, peace and healing at http://www.yourspiritualhome.com/cmd.php?ad=184322  .

Welcome to the new 700+ members since the last issue taking our membership to 9300+.

When sending your contributions on HR for publication, please also email a scanned photo of yourself.

warm regards

Rajeev B Bhatnagar
Rajeev@...
 

Human Resources Management

http://hrera.com/contributions1/aligning_training.doc

In my experience, the question perceptive senior business managers ask on training is: How do you measure effectiveness of training? This white paper tells us how to enhance value of training by aligning with strategy and outlines the approach to measure ROI on training.

Author: Aries K John

Aries has been associated with Tata Consultancy Services, Bangalore as a business unit HR person. He has a post graduate diploma in HR management from the Xavier Institute of Management and Entrepreneurship, Bangalore. He has a total work experience of 5 yrs in the field of HR and Recruitment. He can be contacted by email ak.john@...
 

http://hrera.com/contributions1/talent_management_in_hitech_Industry.pdf

There is lot of talk about talent management - with anything & everything included in it. Sometimes I wonder why not rename personnel management talent management!

This case study outlines what Sony Europe did for "talent management," with the help of Egon Zehnder International - one of the largest HR consultancy in the world. It will help understand what talent management means and how it is done. It is an abstract from an article first published in CriticalEYE REVIEW – The Journal of Europe’s Centre for Business Leaders (June 2005).

Sent by CareerConsultation Moderator

Contact: CareerConsultation-owner@yahoogroups.com
 

In their new book, The HR Value Proposition, Wayne Brockbank and Dave Ulrich, professors at the University of Michigan School of Business, explore the HR discipline's Holy Grail: making human resources a strategic partner to business.

Indrajit Gupta met up with professor Brockbank for a discussion on the new book and other critical HR issues. He was accompanied by Satish Pradhan, HR head of the Tata Group. Professor Ulrich joined the chat through a tele-conference.

Sent by : Rakesh N Sahay

Rakesh is with NTPC, Noida, India. Contact: Phone - +91-120-2410061, sahay_rakesh@... , rnsahay@... .
 

http://hrera.com/ff/perf_appraisal_form_1.doc

Performance Appraisal season is nearing. Here is a comprehensive format shared by Gagandeep, which is used in his company.

The format provides excellent scope for self-review by the appraise and also review of objectives set at beginning of the year. Use it if managers in your company are willing to invest enough time in appraisals, otherwise shorten it.

Earlier Gagandeep had shared a model Employee Induction Manual, also called Employee Handbook. It is still available at   http://hrera.com/contributions1/hr_manual_gagan.doc .

I wish more HR Professionals develop the spirit of sharing which he has!!!

Author: Gagandeep Singh Bajwa.

Gagandeep is HR Executive, Dess Technologies, Mumbai. Contact: 9819085129, gagan@...  .
 

http://wisdomliving.blogspot.com/2005/08/employee-turnover-management-series.html

Dear Members,

I just came across this article that is wonderfully insightful. "Employee Turnover" discusses the results of a Gallup study on why people leave jobs. Why fabulous companies loose their best and most valuable resources, and in many cases those guys go straight to the competition.

Not only I could relate to events in my own career, but I could even relate to stories I have heard from friends who left their jobs and moved on to other companies.

The findings of the study are as universal as the problem of loosing talented workers. I hope more CEOs and Managers read this article and take corrective action necessary within themselves and their organizations!

Please share your views.

Best regards!

Raza Jaffri

Sent by - Raza Jaffri

Contact: rj@...

 

The Bion Institute follows the Tavistock school approach to human behaviour in organisations, based on research carried out primarily in Europe. The Tavistock approach is now gaining ground
since it provides more "humane" understanding of authority & power relationships in organisations
as against the schools based research carried out in US, with which we all are more familiar.

The Bion Institute is once again offering a Group Relation Conference titled "AUTHORITY, LEADERSHIP IN THE CONTEXT OF HUMAN DIVERSITY," in in Bangalore during February 6th – 11th, 2006. It is an indepth experiential learning experience.

We have been receiving a lot of requests and enquiries about the event. So here it is!! Please
see how you would like to use the opportunity.

You can download the Brochure and Registration Form from the above link.

Thanking You.

Yours Sincerely,

KUMARSWAMY.
PRESIDENT, BION INSTITUTE.

Invitation by : M.M.Kumarswamy,

Kumar is President Bion Institute, Director, Society for Human and Social Development, Organization Consultant, and Training Coordinator, Aagaz Academy Karnataka (THP). Contact: Email: bioninstitute @ yahoo.co.in . Ph: (080) 26635876 / 9845345349. Mail to: Bion Institute, C/o Aikya, # 55/B,Off 41st Cross, 2nd Main Road, Jayanagar 8th Block,Bangalore –82.
 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions, along with your scanned photograph,
to Alka@... or Rajeev@...
 

Soft Skills and OB

Dear HR Era Readers,

Attached is my interview with Dr. Stephen Covey, co-founder of FranklinCovey and author of 7
Habits of Highly Effective People.

Dr. Covey was named one of the top 25 most influential people in the world by Time Magazine and the article is on his latest Leadership insights based on which he has written his latest book - "The 8th Habit: From Effectiveness to Greatness."

I thought it would be an excellent read for you.

Cordially yours,

Sharif Khan

Author: Sharif Khan

Professional Speaker, Writer, Coach, and Author. He delivers Inspirational Keynotes and Seminars that Energize, Educate, and Empower people to unlock their inner-hero potential for higher success. Email: sharif@... , http://www.HeroSoul.com  . Phone: 416.417.1259.

He has written "Psychology of the Hero Soul" an inspirational book on awakening the Hero within and developing people's leadership potential.  "Sharif's wider vision for the concept of 'Hero' is enormous in scope and powerful in terms of its impact. A fascinating Read." - Les Brown, author of Live Your Dreams.

Becoming a leaders - a leader in the highest sense - requires understanding of 10 dimensions and practicing each of them. On each dimension, Ram has put together 10 brief truisms - to enable us
to fully appreciate & understand the meaning each dimension.

Each of the 100 truism is has been limited to less than 128 chars, so that people can add the chapter name (16 chars) and author name (12 chars) and share it through SMS.

My first impression on these insightful statements addressed to the practicing managers was that they are simple yet profound. Read thru!!! I am sure you will find a few gems of wisdom to share with your friends. Kindly acknowledge the author (Ram) whiling sharing in the SMS & Email.

Author: R S Ramkumar

Ram has written several articles for HR Era earlier. Contact: ramkumar@...  .
 

Inspiration, Attitude and Fun

10. Woman...Of...Substance...Element...!!! - sent by Pramod Dastoorkar

http://hrera.com/contributions1/hrera112.htm

On a topic of perpetual interest to ....

sent by Pramod Dastoorkar

Email: pramoddastoorkar@... 
 

http://hrera.com/contributions1/anger.ppt

Anger is one of the most negative, toxic and debilitating emotion. Anger shatters the delicate glass of relationship. Like the glass does not re-gain it's original beauty on being joined, so also relationships damaged by anger.

On the other hand, grandmother's advices like "when angry, count 10 before you speak;" and "when angry, take a deep breath;" do not seem work.

Here is a unique presentation on anger management.  It is very useful in present day context where people are stressed and easily getting annoyed.

Sent by: S Sampath Kumar

Sampath is my colleague working in Audco, Chennai, a sister concern of Larsen & Toubro Limited. Contact: sskr@...

Contact: ss_himachali@...
 

Announcements & Messages from Members

A.Mohan Fernando, L&T, Chennai

dear mr.rajeev

gone thorugh the hr era issue 61 and its really an excellent compilation. happy to note that every issue is giving importance to IR and the articles are nice. especially the article on Employer's rights under Labour Laws compiled by mr.vinod bidwaik is very good .

thanks again

regards

Fernando
fernando@...
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

DIRECTOR OF HUMAN RESOURCES, San Fransico, USA

Who We Are: In-Home Supportive Services Consortium is a non-profit agency based in San Francisco. We provide home care services to nearly 1200 clients referred to us by the Department of Human Services. Our staff is highly diverse in every aspect. We promote having fun at work while staying focused on serving our clients, our homecare providers, and our community. Our office has an open door policy and is looking for a person who appreciates the value of non-profits, diversity, and supporting the underserved populations of San Francisco.

Responsibilities: Develop and manage the organization’s human resource functions including employee relations, compensation and benefits, training and development, recruiting, safety, leaves of absence, human resources information system, and other generalist functions. Participate in developing and implementing personnel policies and procedures. Supervise 3 human resources coordinators.

1. Recruits, interviews, and checks references on all administrative staff applicants.
2. Conducts new-hire orientations and employee training sessions.
3. Provides support, counseling, and conflict resolution to management and staff.
4. Tracks hours for employee evaluation dates, pay rate adjustments, and eligibility for benefited status.
5. Maintains personnel records, including leave records.
6. Develops and implements personnel policies and procedures.
7. Provides employee data to appropriate government agencies.
8. Negotiates and implements employee benefit plans.
9. Monitors Worker’s Compensation claims and prepares related reports.
10. Participates in union contract negotiations with SEIU Local 250 (represents the Consortium’s Home Care Providers).
11. Works with union representatives on grievances.
12. Supervises Human Resources Assistant.

Requirements: Bachelor’s degree in Human Resources, Management or a related field and 3 years Human Resources generalist experience. Experience conducting hiring, discipline and discharge processes, and strong knowledge of state and federal labor and employment laws, including wage and hour law, Title VII, ADA, EEO, and worker’s compensation.

Preferred: Professional in Human Resources (PHR) certification and/or Master’s Degree in a relevant field. Experience in a service-oriented or non-profit setting. Experience with HRIS and knowledge of payroll processes and systems preferred.

Proficiency on a computer using Word, Excel, Outlook, and the Internet. Strong leadership skills, including motivation, training, and supervision. Ability to work under pressure, prioritize and meet deadlines. Well organized with excellent planning abilities. Must have strong initiative and the ability to think independently as well as work in a team. Creative and flexible.

Benefits: Medical, dental, paid holidays, vacation health and wellness, sick leave, Commuter Checks, and a friendly, diverse staff.

How to Apply: Submit cover letter, salary history, and resume to: Carrie Hamilton, IHSS Consortium, 1453 Mission St, Ste 500, San Francisco, CA 94103. Fax: 415-659-5358.

Email: jobs@...

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article.We would be happy to have your photo also. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2006 by HREra.com

HR Era,     Issue # 61,       Dec 4th, 2005
 

CONTENTS

Moderator's Space

1. Double Issue

Human Resources Management

2. Compensation Packages in IT Industry - by Neeraj Narang
3. Training the Trainer Resource Pack - by Margaret Crockett and Janet Foster - Sent by Anjana Bandalesh
4. Employer's Rights under Labour Laws - by Vinod Bidwaik
5. Synergistic Emergence and its Implications on Leadership - by R S Ramkumar
6. Regret Letter Formats
7. Defined Benefit vs Defined Contribution Pension schemes: A Case Study - by Ashit K Sarkar

Soft Skills and OB

8. Three Reasons Why Goal Setting Never Works For You - by Peter Murphy
9. Awaken the Leader in You: 10 Easy Steps to Develop Your Leadership Skills - by Sharif Khan
10. Emotional Intelligence: Brief Definitions - Sent by Lucy Doss

Inspiration, Attitude and Fun

11. Deserve Before You Desire: Attributed to Dr. R Gopalakrishnan, Executive Director, Tata Sons Ltd - sent by Poonam Chandok
12. The Monkey with the Wooden Apples - sent by T.M. Prabakaran
13. Cover Letters from Job Seekers: Can be Fun - sent by Shantanu Biswas

Announcements & Messages by Members

14. AIMT, Ambala requires Guest Speakers, Consultants, Advisors, Faculty
15. New Members
16. Praise & Brickbats from Members
17. Training Programs (India) [Satisfaction / Refund Guarantee Now in India!]
18. HR Jobs (India)
19. Aims of HR Era, How to Contribute Articles.

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this completely free monthly ezine for HR Professionals with more than 8400 subscribers.
 

Sorry for missing two issues. To compensate, we have made this one carry double the normal contents.

Happy reading! Looking forward to receiving your contributions on HR for publication.

warm regards

Rajeev B Bhatnagar
Rajeev@...
 

Human Resources Management

Some Industry standard packages of reputed companies are given below. This list doesn't have names like Microsoft India, Oracle India etc because they suffer high attrition rates. This data is genuine and has been taken from employee salary slips in their respective companies.


Average Monthly Wages (Average of all companies)

for IT professionals with 0-6 months experience 17k
for IT professional with 6-12 months experience 22k
for IT professional with 1-2 years experience 27k
for IT professional with 2-3 years experience 34k
for IT professional with 3-4 years experience 39k
for IT professional with 4-5 years experience 44k
for IT professional with 5-6 years experience 50k
for IT professional with 6+ years experience 53k+

Pay-Scale of Accenture India

for IT professionals with 0-6 months experience 15-17k
for IT professional with 6-12 months experience 20-24k
for IT professional with 1-2 years experience 30k
for IT professional with 2-3 years experience 35-37k
for IT professional with 3-4 years experience 45k
for IT professional with 4-5 years experience 48-50k
for IT professional with 5-6 years experience 55k
for IT professional with 6+ years experience 61k+

Pay-Scale of Cap Gemini Ernst Young

for IT professionals with 0-6 months experience 23k
for IT professional with 6-12 months experience 28k
for IT professional with 1-2 years experience 34k
for IT professional with 2-3 years experience 40k
for IT professional with 3-4 years experience 44k
for IT professional with 4-5 years experience 48k
for IT professional with 5-6 years experience 56k
for IT professional with 6+ years experience 61k+

Pay-Scale of Intel India

for IT professionals with 0-6 months experience 19k
for IT professional with 6-12 months experience 22k
for IT professional with 1-2 years experience 25k
for IT professional with 2-3 years experience 32k
for IT professional with 3-4 years experience 38k
for IT professional with 4-5 years experience 44k
for IT professional with 5-6 years experience 51k
for IT professional with 6+ years experience 55k+

Pay-Scale of IBM India

for IT professionals with 0-6 months experience 25k
for IT professional with 6-12 months experience 28k
for IT professional with 1-2 years experience 34k
for IT professional with 2-3 years experience 39k
for IT professional with 3-4 years experience 44k
for IT professional with 4-5 years experience 49k
for IT professional with 5-6 years experience 55k
for IT professional with 6+ years experience 58k+

Pay-Scale of I-Flex Solutions

for IT professionals with 0-6 months experience 19k
for IT professional with 6-12 months experience 21k
for IT professional with 1-2 years experience 24k
for IT professional with 2-3 years experience 30k
for IT professional with 3-4 years experience 36k
for IT professional with 4-5 years experience 44k
for IT professional with 5-6 years experience 48k
for IT professional with 6+ years experience 52k+

Pay-Scale of MindTree Consulting

for IT professionals with 0-6 months experience 22k
for IT professional with 6-12 months experience 28k
for IT professional with 1-2 years experience 33k
for IT professional with 2-3 years experience 38k
for IT professional with 3-4 years experience 44k
for IT professional with 4-5 years experience 49k
for IT professional with 5-6 years experience 53k
for IT professional with 6+ years experience 56k+

Pay-Scale of Wipro Technologies

for IT professionals with 0-6 months experience 17k
for IT professional with 6-12 months experience 18k
for IT professional with 1-2 years experience 23k
for IT professional with 2-3 years experience 28k
for IT professional with 3-4 years experience 32k
for IT professional with 4-5 years experience 39k
for IT professional with 5-6 years experience 45k
for IT professional with 6+ years experience 50k+

Pay-Scale of Infosys Technologies

for IT professionals with 0-6 months experience 15k (This time)
for IT professional with 6-12 months experience 15k
for IT professional with 1-2 years experience 17-18k
for IT professional with 2-3 years experience 21-23k
for IT professional with 3-4 years experience 25-27k
for IT professional with 4-5 years experience 38-42k
for IT professional with 5-6 years experience 47-52k
for IT professional with 6+ years experience 55k+

This data is genuine and has been taken from employee salary slips in their respective companies.

Author: Neeraj Narang

Author is Consultant - HR, BirlaSoft Limited, Sector - 59, Noida (U.P.). Contact: neeraj.narang@... Ph.: 0120-2472034(D) 9868444876 (M)
 

http://hrera.com/contributions1/trainerpack.zip

This Resource Pack is meant to help professionals who undertake teaching & training as a part-time work in addition to their regular heavy workloads. Such professionals may be excellent in their own specialization with a lot to pass on to others in their chosen profession, but may not be effective trainers. This pack would help them to understand a bit more about improving training
effectiveness.

The pack was written for Professionals in Archives & Records Management, but provides a brief overview of training for all professionals like those in Information Technology and HR as well. Useful for those who wish to become serious trainers.

Click Here to download the zip file, unzip it, and read the contents by clicking on index file in unzipped folder.

Sent by Anjana Bandalesh

Contact: anjanabandlesh@...
 

http://geocities.com/abs444/employers_rights_under_labour_laws.pdf

Here is a simple outline of the duties of an employee towards the employer in the Indian context. If an employee deviates from these then discipline is adversely affected and punitive action can be taken by the employer.

PDF File, 41 pages, 322 KB

Author: Vinod Bidwaik

Author is Head-Human Resource, Sakal Group of Newspapers, India. Contact: vinodbidwaik@... , Phone 020-24405547 and 548
 

http://hrera.com/contributions1\hrd-paper.doc

This paper presents a comprehensive framework of Leadership, integrating "Employee Engagement", "Team Spirit", "Synergy", "Learning and Un-learning", "Innovation", and "Co-creation".

Like earlier contributions from Ram & Srini, this paper is written from deep intellectual study & reflection. Reading it also requires the same. Please do send your comments to Ram.

Author: RS Ramkumar

The author is Head Services, Promanns Management Services Private Limited, India, one of the Top 10 HR Services companies in India. You will find details about his wide accomplishments at end of the paper. Contact: ramkumar@... , Mobile: 9381025462 (India-Chennai City)
 

http://hrera.com/ff/regret_letter_formats.doc

Sending regret letters to candidates after they are not selected helps them to plan further and gives the impression that we are a professional company. It helps us by forcing us to decided every interview outcome and have a closure.

Here are 4 formats of Regret Letters. Click Here to download.

 

We all will retire one day! So pension is not a bad idea. As the Indian economy matures and the workforce ages, pension schemes will become more and more important. Pension Funds are a complex things as they involve long-term & often indefinable liabilities. They have also to contend with unforeseen changes in economy & company's life cycle.

Here is an in-depth "case study" of a Britannia's Pension Fund which could be of interest to HR professionals intimately dealing with the issues of pension fund. The study appears to put the the recent events of the fund in a negative light. The author appears to be a past trustee of this fund and could be an affected party. We do not have any input from the fund's / company's side and are unable to assess whether negative connotations are correct .

The sole reason for including this write up is to get an insight into the type issues and complexities involved in pension fund management.

Author: Ashit K Sarkar

Mr Sarkar has now retired. Previously Senior Advisor & Vice President - HR, Britannia Ind Ltd. He remains professionally active in the Executive Committees of NIPM, Karnataka and the Bangalore Management Association Executive Committee, amongst others. Contact : sarkarsweet@...  Ph: +9180 or 80-25540393/51128153. Cell: 093412-33095.

 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
 

Soft Skills and OB

http://hrera.com/contributions1/hrera107.htm

Most of us set goals in our mind. In my personal experience, setting our goals is the first step in taking control of our life and destiny. These three simple things kept in mind while setting our goals will enhance the conversion of our goals into reality.

Don't be mislead by small size of Peter's article. It worth more than a full book on self improvement. A short but effective guide.

Author: Peter Murphy

Author is a peak performance expert. He recently produced a very popular free report that reveals how to crush procrastination and sustain lasting motivation. Apply now because it is available for a limited time only at: http://www.getmotivatedstaymotivated.com/special.htm
 

It is desirable to be precise rather than vague. Here are a few definitions connected with the subject of Emotional Intelligence that HR professionals may like to know.

Sent by: Lucy Doss.

Lucy is Manager - Training Coordination, Oscar Murphy Life Strategists P Ltd, and is based in Bangalore. She is prolific contributor to all egroups on HR and needs no introduction.
 

Inspiration, Attitude and Fun

http://hrera.com/contributions1/hrera109.htm

We are not talking about the compulsive job-hopper who switches to a new employer every 3-4 years. Even those who change once in 10 years need to carefully assess their reasons & motivations.

In this very insightful piece, attributed to a highly respected manager in India, we get advice on job change. He himself may not have changed many jobs but has seen many senior professionals do so - and then whether they win or lose out after the change.

Must read for every professionals. Please download and keep in your permanent file.

Sent by: Poonam Chandok

Poonam, a friend of mine is Senior Manager - Human Resources in BIOSTADT INDIA LIMITED, Mumbai. Contact: Tel +91 22 56 520 520 Email: Poonam.Chandok@... 
 

Monkeys are our ancestors. In this beautiful story, like a true elder, one of them teaches us to "let go" and discover freedom. The earlier in life we learn this, the happier we shall be!

sent by T.M. Prabakaran

TMP is my colleague and a very good trainer. Email: tmp@...

http://hrera.com/contributions1/hrera110.htm

Some award winning cover letters which make our life easier!

sent by Shantanu Biswas

Email: Shantanu.Biswas@...
 

Announcements & Messages by Members

AIMT is premier Institute and a part of 67 year old Jain Trust running Famous Jain PG college since 1938 and other institutions in Ambala. Affiliated to Kurukshetra University since 1996, AIMT conducts 2 years full time MBA and 3 years full time MCA Programs.

With lush green campus with all modern facilities and strategic location on NH1 near Chandigarh and Ludhiana it is gateway to Punjab,Chandigarh and Himachal industrial Hubs. It is just 3.5 hrs from Delhi

We are looking for:

1.Guest Speakers from Industry who have at least 7 years managerial and above level experience in a top organisation of repute in  areas of HR, marketing, operations, Quantitative analysis, international Marketing and Strategic Management. The speakers are paid honorarium and actual travel expenses.

2. HR consultants in Chandigarh, Delhi, Mumbai and Bangalore for coordinating as Institute advisor-Summer training, MCA Project Training, Industrial excursions and Final Placements.

3.Advisor to conduct joint programs with Industries and business houses for executive development and for Business problems including consultancy.

4.Faculty for HR and Marketing Areas with 3 to 5 years experience in industry/Institute at PG level

Details may be forwarded to: Prof. RAJENDRA K.GUPTA at director@...  or cityju@...

Sri Atmanand Jain Institute of Management & Technology, Ambala City 134003

Website: www.aimtambala.com

[Professor RK Gupta is in the Executive Committee of HR Era]

Chandra Shukla, Manager-HR, US MNC Company, Chennai

M.B.A. (HR) with 10+ yrs. hard core experience in Functional HR, IR, Personnel and General Administration.

Possessing strategic & tactic decision making skills in Training, PMS, Recruitment, Staff Augmentation, MIS, Manpower rationalization, Govt./ Non govt. Liaison & PR, Time Keeping and Wages & General Administration. Have the ability to understand the business need of the organization & to quantify the HR initiatives to cater those needs.

Always work with two basic objectives a) To Increase the profitability & revenue by enhancing, multiplying the skills of individuals & work groups b) Rationalize the cost by innovative & systematic methodologies.

Has worked for 2 Mfg. companies 2 IT companies at various capacities in my career.

Well versed with QMS, ISO system adherences since my all the organization were ISO certified companies & has played Key role in Certification as well internal Audits.

Currently working as Manager HR in an ISO 9001-2000 Technology Solution/Software Development, an US MNC Company, reporting to CEO.

Contact: chandshukla@...

Lucy Doss, Manager - Training Co-ordination, Oscar Murphy International

Dear Friends,

It is my pleasure to join this esteemed group of HR professionals. I am Lucy Doss, working with Oscar Murphy International , (Singapore ) . OMI is a training organization focussed on "Helping
Empower Life Potential "

Having gone through the home page and the objectives of the group, I thought it prudent to join you. Like you all, my belief too is that mutual learning and sharing of knowledge with each other is one of the effective means of Value Addition.

To this end, I will be posting articles, from time to time, written by eminent authors and management Gurus.Likewise, I shall look forward to gain knowledge from all of you.

Among all resources, HR is the only one which has unending potential of learning and reaching excellence.

With warm regards,
Lucy Doss

Manager - Training Coordination (Singapore), Oscar Murphy Life Strategists P Ltd
772, 10th Cross, 10th Main, Indira Nagar 2nd Stage, Bangalore - 560038, India.
Phone: 91 80 5116 1534 / 35 . Email: lucydoss@... . WEB: www.oscarmurphy.com

Sarah Kachwalla

Hi Rajeev,

While looking up groups i found HREra very interesting and informative.I'm glad to be a member.

I am a special educator and a NLP (neuro linguistic programing) practitioner, I work in an organisation called Jayakartha Vishwa Sadhnalaya and we have programs for corporates. institutions and individuals using a combination of NLP and Experiential learning, we also hold workshops for children, teachers and parents with the aim of touching peoples lives and giving them a helping hand in growing towards excellence.

warm regards,
Sarah Kachwalla
Email: sarah_jayakartha@...

Dr B. B.Janakiram

Dear Sir,

The e-journal HR era is very good and well presented. The relevant current topics are presented well and is certainly useful for professionals like me.

However some of the sites/topics in geocities are not opening. Kindly make them available.

Thanking you,

Yours sincerely

Dr.B.Janakiram
Email: drjanakiraman@...

Vimal.M, Area Officer - Human Resources, Eureka Forbes Limited, Cochin

Dear Rajeev,

Thanks for the information. It had been very helpful. Please do stay in touch

Regards

Vimal
Contact: vimalmenon8@...

M Thyagarajan, Excide India

thanks for your issue. its very informative and useful.

regards
m.thyagarajan

Contact: thyagu@...

[All previous issues are available at http://groups.yahoo.com/group/hrera  - Rajeev]
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

Training Manager, Power Distribution Company, Delhi
IR Manager, Power Distribution Company, Delhi

Dear Friends,

A Power Distribution Company needs a Training Person with 6-8 yrs experience in Corporate Training. An MBA in HR with sound exposure of doing training needs analysis, making modules, conducting soft skills training, etc.

Also required are hardcore IR people with MBA/MSW and 14-16 yrs experience.

All Positions are in Delhi.

Please send your resume to the undersigned in case open for change.

Regards,

Karan Oberoi
karan08@...
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Issue # 60,       Sep 14th, 2005
 

CONTENTS

1. Moderator's Space: A Personal Note about Dr. TV Rao

2. Assessment Centers for HR Managers - by Dr T V Rao

3. Future of HR Profession - by Dr. T V Rao

4. Praise & Brickbats on Issue # 59

5. Aims of HR Era and How to Contribute Articles
 

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this completely free monthly ezine for HR Professionals with more than 8100 subscribers.
 

I started my career under the guidance of Dr. TV Rao about 25 years back. What I learned from him way back then on HRD is still new today!!! He talked of things like Assessment Centers, Potential Appraisal in those days. After initial years together, I could not meet him for 20 years but in these long years whenever I heard of him, I always remembered the warmth he had & exuded as a person. This warmth I could feel once again on meeting him recently.

Dr. Rao has had a great influence on HR in India. He, along with a couple of colleagues, popularized the term "HRD" in India. He helped in starting for first time HRD Departments in companies like Larsen & Toubro Limited and Bharat Earth Movers Limited. Later he became one of the founding father of National HRD Network. Most HR Professionals in India know him. If we are to identify one person who has had the the highest influence on HR in India - the only name that can be taken is: Dr. TV Rao.

Dr. Rao has taken up a new mission: to build in the next five years at least a thousand HR managers who can make a difference.

One of the things he is doing towards this end is Assessment Centers for HR Managers. These are aimed at identifying and building competencies that HR Managers need to "make a difference" to the organizations they choose to work in. In God's earth, only air and love are free. Next best will be these courses, which will be low cost, offered on no-profit-no-loss basis.

Please do read Dr. TV Rao's message / article below on the what type of HR Managers are required in future, what are the problems HR Managers & Profession faces today, and what is the way forward.

Kindly do respond directly to Dr. TV Rao at his personal email_id tvrao@... . Please email your views, comments, whether your organization would like to participate in and benefit from this mission to build in the next five years at least a thousand HR managers who can make a difference.

We do suggest that as an individual HR Professional you should go thru the assessment center - even if it is at your own cost & not company's. More than that, please respond to Dr. Rao's call - it is nation building in real sense. His email-d is tvrao@... .

warm regards

Rajeev B Bhatnagar
rajeev@...

HR Era has members from 60 different countries across the globe. This issue is addressed to all of them. I am sure many HR Professionals in countries other than India can also benefit from what Dr. TV Rao has to say & offer.

• Future CEOs,
• HRD Leaders and Generalists,
• Personnel specialists and
• Outsourceable HR Executives.

Recent literature on the Future of HR by 64 thought leaders from the US also reaffirms both the opportunities for HR and the need for building the HR profession and professionals.

The Indian HR profession is at cross roads. While there is a great opportunity for HR professionals,  they are plagued with many issues. Some of them include:

• lack of awareness of what HR can do on the part of the CEOs and other line managers in the top,
• equating good HR with good recruitment,
• poor time management,
• insensitivity to human issues in a finance dominated world.

A large part of this comes from their (CEOs and Top Management's) lack of knowledge of what HR can do and also our own inability to demonstrate how we can give them strategic advantage. If we are good at administration and recruitment, the CEOs are likely to use us only as recruiters and administrators. This is the surest way to limit the HR function.

Second part of the problem is our own inadequate professional preparation from the colleges from where we pass. I am personally very disappointed with the knowledge base offered by most of the institutions that prepare HR professionals.

Third part of it is the inadequate sensitivity we have to our own competencies. There are no testing agencies that can tell us and guide us about our knowledge and skill gaps vis-à-vis all possible future roles of HR managers.

Realizing this I have been thinking of focusing my attention in the next few years to build at least a thousand HR managers who can make a difference. Thereafter, hopefully it can have a multiplying effect. As a first step in this direction we are planning to conduct a series of Assessment Centers for HR managers to help them assess where they stand in knowledge, attitudes and skill base to be HR leaders. The Center will result in a development plan for each of the participants and we intend to closely follow them up to facilitate their development as HR Leaders.

Do any of you have interest? Will your corporation sponsor for such and assessment? We have developed special 360 Degree Feedback tools for HR managers and also in-basket exercises. As a part of our HRD Audit certification program we have also developed a data bank of over a 1000 questions to test the knowledge of HR which we have extensively used in our HRD Audit certification programs.

I also intend to build up a team of assessors for future assessments which will also be upgrading the HR skills.

I look forward to your views and support.

Thanks and with professional regards

T V Rao

Contact: tvrao@...
 

Dr Rao is Chairman, TVRLS. Parshwa Building, Opp. Raj Path Club, Sarkhej-Gandhinagar Highway, Ahmedabad. Pincode: 380 015, Gujarat, India.

Tel 91-79-26872718, 26870312, Fax 26870687
 

This presentation by Dr. T V Rao became very popular a few years back. Fortunately it is happens to be available at our website also.

Dr. Rao emphasizes the importance of HR Research. His words on the competencies future HR Managers will need should be the guiding principles for every HR professional in my opinion. Dr. Rao is the founder president of National HRD Network and Head of TV Rao Learning Systems. He is one of the guiding lights of HR movement in India

Presentation: 28 Slides, 326 KB

Click Here to download.

 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

Jean Chan. Ednovations Pte Ltd, Singapore

Dear Yogendra

Just want to drop a line to say a big THANK YOU for your incoming free HR enewsletters.. great and helpful presentations.

Have been wanting some information on Performance Mananagement and there I have it..

Keep up the good work and keep those newsletters coming.

Have a great week end!
Best Regards
Jean

Jean_CHAN@...

T.M.Prabakaran, L&T, Chennai

Dear Rajeev,

This issue is indeed a collector's choice. It should be preserved and referred many times. Good collection of articles and presentations on health and fitness. Trust we can share these info with larger group of our staff during various developmental programmes.

My sincere appreciation for your efforts in bringing out a "theme" based HR Era issue.

Thanks/Regards,

T.M.Prabakaran
tmp@...

V.Satyaseelan, L&T, Chennai

Indeed, all the issues of HR Era are very interesting to read and cherish ! They contain articles on varied subjects. Your continuous efforts are highly appreciated !

Regards,

V.Satyaseelan
vss@...
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Issue # 59,       Aug 27th, 2005
 

CONTENTS

Moderator's Space

1. A Note on this Collector's Issue

Human Resource Management : Executive Wellness

2. Executive Wellness : From Dropping Dead to Health & Energy - by Rajeev B Bhatnagar
3. Dr. Dean Ornish's Program for Reversing Heart Disease - by Dr. Dean Ornish

Exercise

4. Chale Chalo (Keep Walking) - by Neeraj Narang
5. The Five Tibetan Rites: Exercises for Healing, Rejuvenation, and Longevity - by Mary Kurus

Proper Diet

6. Yogic Principles of Eating - by Dr. Phulgenda Sinha
7. General Motors' Weight Loss Diet Program

High Blood Pressure

8. Guidelines on Hypertension or High Blood Pressure -European Society of Hypertension
9. Your Guide to Lowering Blood Pressure - US Department of Health & Human Services

Meditation

10. Meditation : The Inward Journey - by Blair Lewis

Some More Good Material

11. Heart Care Tips - by Dr. Devi Prasad Shetty
12.  Executive Health and Wellness - sent by LRK Hareekirishnan
13. Heart Attack: Dealing when you are Alone - sent by K Utpal

Announcements & Messages by Members

14. Praise & Brickbats
15. Best HR Jobs (India)
16. Aims of HR Era, How to Contribute Articles.

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this completely free monthly ezine for HR Professionals with more than 8100 subscribers.
 

This is a COLLECTOR'S ISSUE. It gives you 170 pages of authentic and free information on Executive Health & Wellness. Save the issue for future reference.

In this issue of we focus specially on Cardio-Vascular Diseases.

I am not a qualified medical practitioner. Hence a caution is in order here. Kindly consult an appropriate professional before utilizing the information contained in this issue.

Since all the files are hosted on free servers, you may have difficulty in accessing them. Please try at a later time in such case.

warm regards

Rajeev B Bhatnagar
Rajeev@...
 

A few days later: Ms. Sreeja narrated another incident. Late one night, at 10PM, a young friend of hers called from Bangalore from his new mobile phone to give a his new cell number.  Next day, early morning she received a call from the same mobile phone but the caller was unknown - not her friend. The caller told that the person to whom the mobile belonged had just died due to sudden heart attack. Since the last number called by the dead person was Sreeja's he was informing so that they could come and collect the body. The friend was 30 years old!

An Emerging Trend & Some Action

The point is that now-a-days employees in the prime of age are increasingly falling prey to life style diseases like Heart attack etc. Organizations loose well trained knowledge worker who could be productive for many years to come and families loose the affection & security provided by the bread winner!

Being disturbed by two events in quick succession, we have started a series of presentations on Executive Health & Wellness in our company. Doctors from reputed hospitals are invited for giving these talks with the aim to create health awareness amongst staff members who care to attend.

The Survey

I made a survey of the causes for death while in service amongst my friends and this is what I found:

 

About one third of the deaths are due to cardio-vascular diseases and another one-fifth due to cancer. These two account for half of the deaths while in service. We all know about heart attack being a major cause but cancer was a surprise to me. In the sample, it caused almost 20% deaths. Road accidents are also an important cause and account for another 20%..

Why Should Organizations Act?

I have already stated that when a person in 30s or 40s dies, organization looses a well trained knowledge worker who could be productive for many years to come. Loss occurs not only from death but also ill-health.

On the negative side, for example, a study of 200000 employees of General Motors revealed that overweight employees are sick more often ad result in higher health care expenses.

On the positive sides healthy & energetic employees are more productive & creative. Can you recall pictures of Japanese & Korean workers doing calisthenics before they begin work in shop floor?

Healthy and energetic employees are important for the success of any organization. We must move towards this goal.

Causes & Remedies: Cardio-Vascular Diseases

The happy news is that Cardio-vascular diseases and Cancer are life style diseases. They can be prevented to a large extent by proper lifestyle choices. Even road accidents are preventable.

In this issue we shall focus on Cardio-Vascular Diseases only. (In a later issue we shall take up Cancer and Road Accidents.) Prevention involves many actions like

i] Proper Exercise

ii] Proper Diet

iii] Relaxation thru Yoga & Meditation

iv] Controlling High Blood Pressure

We shall cover all these aspects in this issue.

Author: Rajeev B Bhatnagar

Moderator, HR Era. Sr DGM=Personnel, Larsen & Toubro Limited, Chennai, India
 

http://hrera.com/article0009.htm

Dr. Dean Ornish has popularized the "Dr. Dean Ornish' Program for Reversal of Heart Disease." The success of the program in achieving reversal, hitherto believed impossible - is supported by scientific evidence. It's  has 4 elements:

    i  ] Reduce stress and increase intimacy
    ii ] Eat the Reversal Diet if you have heart disease (otherwise the Preventive Diet)
    iii] Stop smoking
    iv] Do a moderate level Exercise.

This book is a classic on heart disease - rather on reversing it. Even otherwise all of us can gain physically & emotionally from reading it. It has good chapters "opening the heart" - on communication, love. Here is a summary of the 4 elements of the program. 

Click Here to read more ...

Book reviewed by: Rajeev B. Bhatnagar
 

http://geocities.com/bhatnagar_alka/chale_chalo.ppt

Jim Fixx, who popularized running as an exercise in USA, died of a heart attack at a young age! This anecdotal proof is often cited by proponents of walking, who say walking is the "best exercise."

My father also told me the same thing - and he added - this applied specially if one is above 40. But does one listen to to father? However, I am wiser by now and agree with him since I had a damaged knee joint due "stationary running" popularized & advocated by Dr. Keneeth Cooper in his best selling book Aerobics.

This presentation describes the advantages of walking in more and the benefits it gives us.

"Chale Chalo," the title of this presentations is a Hindi phrase and translates as "Keep Walking."

Presentation, 16 Slides, 163 KB

Click Here to download ...

Sent by - Neeraj Narang

Tata Infotech, Contact: neeraj.narang@...  

 

Peter Kelder's book called The Ancient Secret of the Fountain of Youth, published in 1985, for the first time fully described "The Five Tibetan Rites" - an exercise program for "youthing". This is a simple exercise program used by Tibetan monks to live long, vibrant and healthy lives. Many have lived longer than most can imagine by following the program - this book states.

Potential Benefits

Benefits of the "Five Tibetan Rites" include: looking much younger, sleeping soundly, waking up feeling refreshed and energetic, release from serious medical problems including difficulties with spine & joints; release from pain, better memory, weight loss, improved vision, youthing instead of aging, greatly improved physical strength, endurance and vigor, improved emotional and mental health, enhanced sense of well being and harmony, and very high overall energy.

How the Five Rites Work

The rites represent a system of exercise that affects the body, emotions and mind. The Tibetans claim that these exercises activate and stimulate the seven key chakras that in turn stimulate all the glands of the endocrine system. The endocrine system is responsible for the body's overall functioning and aging process.

Origin

The Five Tibetan Rites are based on Indian Yoga system which was imported into Tibet around 11th century.

Word Document, 343 KB.

Click Here to read more...


Sent by: Vinod Bhatnagar

Contact: vinodbhatnagar@...
 

http://geocities.com/abs444/yogic_principles_of_eating.doc

These are simple rules on proper diet. But why Yoga and why Dr Sinha? I started accepting them  after the following incident:

Due to a knee injury, I developed a limp while walking and had to climb stairs putting weight on one leg. That was in 1996 and I felt quite embarrassed since I was a young executive. The injury was treated for 6 months by regular doctors with medicines, heat massage, wax etc. At the end of it all two renowned Ortho specialists had told me that the sole cure & option was a surgery to remove the meniscus that was coming out of knee joint..

Being afraid of surgery, I decided to try yogic exercises. What happened in next 3 months surprised me. I followed the program of yoga exercises in Dr. Sinha's book and the limp as well as weakness in leg simply vanished.

Here is a summary of yogic principles of proper diet as described by Dr. Phulgenda Sinha in his book "Yogic Cures for Common Diseases." It is published as Orient Paperback by Vision Books and costs less than a dollar (INR 40/= to be precise).

Click Here to read more ...

 

Bored of things like Yoga & Yogic diet! Want some thing modern! Want to do it quick!

Try this diet plan which I received in one of the yahoogroups.

Trying to verify authenticity of this program, I could locate Dr. B.H. Jajoo's testimonial. Dr. Jajoo is Professor in Indian Institute Management, Ahmedabad. Here is his comment:

"I did the following weight loss diet program and it worked wonders. I strongly recommend anyone desirous of loosing weight to start on this program immediately. Best part of the program is that it is doable!"

You can visit his homepage at http://www.iimahd.ernet.in/~jajoo/  . He has also reproduced this article in his "Favorites" page as Secrets of Losing Weight.

We received this program in an email from Mr. Milan K. Kukreti, Faculty Member, MDC, Mumbai. Here is what he wrote:

" hi manoj, i m not aware about GE but GM is having a very effective diet plan for wt. reduction. have tried it and it works.i have downloaded it from their site and is sent as attachment. regards, milan k.kukreti." contact: milankay@...

Click Here to read more ...

Received from: Milan K. Kukreti
 

http://geocities.com/abs444/hypertension.ppt

High Blood Pressure is a well established risk factor in cardio-vascular disease which causes heart attacks. It also causes many other problems besides heart attack.

"Silent Killer" is another name given to High BP (Hypertension in medical terminology). A person can be suffering from hypertension but since it does not often show as a debilitating symptom, people either do not discover it or tend to neglect it even if discovered. During this period of non-discovery or non-treatment, it silently keeps damaging the body organs.

Here are guidelines issued in 2003 by Joint National Committee and European Society of Hypertension on what is High BP and what lifestyle modifications are needed to combat it.

Presentation: 13 Slides, 256 KB

Click Here to download ...

Sent by - J A Mandape

Mr Mandape is in Exide India, Contact: jam@...  The original presentation appears to have been prepared by one Dr. RC Saxena, OHC, Gujarat Refinery. 
 

Moderator of AcademyLearningManagement@yahoogroups.com
 

There are over 2000 clinical trials that have shown the positive effects of meditation on physiology and emotions. Dr. Dean Ornish has also used it in "reversal of heart disease" program.

Here is Blair's compact guide on meditation for you.

He has himself practiced meditation for over 30 years since he was 17 years of age. Blair has taught meditation for 20 years. He learned meditation from many teachers but especially from Swami Rama and Pandit Rajmani Tigunait of Himalayan Institute.

So you are in good hands trying to learn with him.

PDF File: 39 Pages, 525 KB.

Click Here to download ...

Author: Blair Lewis

Blair is a physician assistant specializing in preventative medicine and the holistic treatment of chronic disease from a wellness perspective. He has practiced holistic medicine for over 25 years.
A noted teacher and author, Blair is the creator and spiritual director of the Alive and Healthy Institute in Madison, Wisconsin, USA. Please visit his website at http://www.AliveandHealthy.com

 

Here is an interview with Dr Shetty, who was also treating Mother Teresa. The contents are very useful material on Heart Care. Though they may be repetitive, it is good to spare 5 minutes for refreshing oneself.

Click Here to view ...

Sent by - S Sampath Kumar

Sampath is a colleague of mine who works in Audco, an L&T group company. Contact: sskr@... . The file which I received says "Courtesy : PERSONNEL TODAY, a journal of the National Institute of Personnel Management, India."
 

http://geocities.com/abs444/health_wellness.ppt

Here is a comprehensive guide & presentation on maintaining good health and high energy level. This one is based on modern medical science and all will like it.

Presentation: 39 Slides, 728 KB

Click Here to download

Sent by - LRK Hareekirishnan

He is my colleague working in Safety Department, Larsen & Toubro Limited, Chennai, India
 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
 

When you are alone and have a heart attack, what can you do?

Presentation: 9 Slides, 108 KB

Click Here for more details ...

Sent by: K Utpal
Contact: utpal.kachchhi@... 
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

RP Purohit, Hindustan Construction Company, Mumbai

Dear Mr. Bhatnagar:

This is a marvelous effort. I am newly introduced to HR Era and I am truly impressed with the range of material you have organized for sharing by HR professionals! My compliments to you.

I am forwarding this mail to other friends who would benefit immensely from this repository.

Warm regards.

Ravi Purohit

 RPPUROHIT@...
 

Dear Fellow HR Professional,

We would like to introduce ourselves as a leading recruitment Consulting company based at Chennai. We request you to visit our site www.exclusivesearch.com  to know more about us.

We are currently working on HR Executive Positions with a leading Indian engineering group (Top 10) for their corporate office, Chennai and their regional offices at seven locations.

Candidate Profile:

Experience in good process driven companies with 3-8 years post qualification experience.

Interested candidates may mail updated resume along with the following details:

- Current CTC:
- Expected CTC:

We will appreciate for an early response as the requirement is urgent.

Regards
Priya

---------
Exclusive Search Recruitment Consultants
White House , New #: 8
Janaki Avenue , Off : 4th Main Road
Abhiramapuram , Chennai - 600 018
Ph: 044 - 2498 6701 / 08
Email: priya@...
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Issue # 58,       Jun 30th, 2005
 

CONTENTS

Human Resources Management

1. Career Management - by Nyamupachari Vareta
2. Competency - The New Mantra - by M M Nair
3. Free Teleclass on Enhancing Performance thru Understanding Yourself & Others - by Kathy Paauw
4. Format of Interview Assessment Form - Abhijeet Pendharkar

Moderator's Space

5. 1000+ New Members

Soft Skills and OB

6. The Art of Leadership - by Major (Rtd) Yuvarajah
7. The Key to Work-Life Balance - by Jan Hornford
8. Weekly Schedule Template - by Kathy Paauw

Inspiration, Attitude and Fun

9. Focus - sent by Ajit Kaikini
10. Ten Rules of Human Relations - by Varsha Sarda

Announcements & Messages by Members

11. HR Jobs (India)
12. Any Volunteers in Bangalore for Social Work?
13. Aims of HR Era, How to Contribute Articles.

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this completely free monthly ezine for HR Professionals with more than 8000 subscribers.
 

http://hrera.com/contributions1/hrera101.htm

Vareta says that an intervention on career management by HR Practitioners has become very important now. The employee / organization relationship has changed in the highly competitive economic environment. Now organizations cannot assure job security and life time employment. Hence the need for an intervention on career management for good of the public, organization, and the individual.

Author: Nyamupachari Vareta

Mr. Vareta is specislist in Human Resources with World Health Organization, Brazzaville, Congo. He has 16 years working in HRM, 9 of which was in a large transport Organization and 7 in a UN agency. He is based in Brazzaville, Republic of Congo. E-mail: varetan@...

You can read Mr. Vareta's earlier articles:

"Human Resource Planning : Importance, Steps & Actioning" at http://hrera.com/contributions1/hr_planning_vareta.doc

"Recruitment Process: The "Heart" of Human Resources Management" at http://hrera.com/contributions1/recruitment_and_process.doc
 

http://hrera.com/contributions1/hrera102.htm

Nair tells why there is a sudden shift to competency based approach in HRM and the intimate relationship between competencies & performance. He outlines an approach to competency modeling, it's objectives and key principles in developing the model. Summarizes advantages of the competency-based approach.

Author: M M Nair

The author is Chief Operating Officer of Value Lanes, an HR Management Consulting organization based out of Bangalore. You can reach MM Nair through email:
murali@...
 

[E-Learning is relatively new. One can experience it thru this free offer. In her previous free e-learning course, Kathy had 80 registrations. - Moderator]
 

HR Era Members : HR Professionals, Trainers & Managers...

How to get your employees begging for more?

Would you like to roll out your own top-quality training programs that are so effective your employees will be begging for more... without having to reinvent the wheel? The path to training success has already been mapped out for you!

You are invited to be my guest for a complimentary showcase teleclass: Enhancing Performance Through Understanding Yourself and Others.

Warning! If you attend this teleclass, you risk no longer being satisfied with the level of training you now provide. Click this link to learn more and to register: http://www.discassessments.net/teleclasses/july05showcase.html  .

Best regards,

Kathy Paauw, Principal
Paauwerful Learning
Transforming individuals, teams & organizations
Ph: 425-881-6627 www.DiscAssessments.net  kathy@...
Visit our blog: www.discassessments.net/paauwerpoints/

 

http://hrera.com/ff/interview_assessment_form.doc

This Interview Assessment Form was posted by Abhijeet in  GCTF.

Many organizations do not have a format for recording the outcome of a job interview. I have found that it is good to record the outcome of each employment interview immediately after the interview is over and before the next candidate is called in.
 

Welcome to all the 1000+ new members. This takes our membership to 8000+.

I invite new members to visit one of the following websites where you will find a collection of over 75 free presentations on HR & Soft Skills.  Add the link to you favorites for future use.

http://geocties.com/hr_era
http://geocities.com/bhatnagar_alka

We look forward to your comments, suggestions, and contributions to enrich this collection.

warm regards

Rajeev B Bhatnagar
Rajeev@...
 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
 

http://hrera.com/contributions1/hrera103.htm

This brief article a distillation - it distills what Major Yuvarajah's has learned about leadership in his career. He says that leadership means creating a "willingness" amongst your people to follow you. He gives the three characteristics that are required to create this willingness, irrespective of the field you work in. Must read, I feel!

Author: Major (Rtd) Yuvarajah

Major (Rtd) Yuvarajah has worked for 22 years in the Army and 4 years in private organizations. He is based in Malaysia. Contact : yuva47@...  
 

http://hrera.com/contributions1/hrera104.htm

Poor work-life balance afflicts most professionals. Not only afflicted are well aware of the lack of balance but also eagerly want to remedy the situation. However, most of us fail in our attempts.

Enter Jan!

She tell us about the real key to achieve work-life balance in this article.  Also gives very practical suggestions on how to implement them. However, to benefit, you must try them out her suggestions!

Authors : Jan Hornford

Jan is a Life Coach & Retreat Leader whose passion is to help individuals re-connect with their own wisdom and power and to support them to create the life they want. Her retreats offer the opportunity to experience joyful self-care, connection, and possibility. For more information, please take a look at her website: http://www.futureperfect.ca
 

http://hrera.com/contributions1/hrera105.htm

You would be devotee of Weekly Planning if you have read either Steven Covey's Seven Habits or the above article on Work-Life Balance. How can we implement these ideas?

Can you put a nail into the wall without a hammer? No, we need a hammer, the right tool. Here is your tool for implementing : Ms. Kathy here gives us a simple Template which tools us to "Plan our work, Work our Plan," every week.

Author: Kathy Paauw

Ms. Kathy is a consultant, coach & trainer. After working for 13 years, she founded Paauwerfully Organized in 1995 and offers three primary services: productivity consulting, business and personal coaching, and training. Visit http://www.orgcoach.net/about.html  for more details.
 

Ajit is Director (Growth & Corporate Training), Buoyancee, a Poly Training Centre in Bangalore. Mr & Mrs Kaikini are both trainers. They are active social workers in addition to trainers. Ajit has 27 years' experience experience as a Trainer. Contact: ajitkaikinis@... , 080-654-9009 , 080-6586929
 

1. SPEAK TO PEOPLE: There is nothing so nice as a cheerful word of greeting.

2. SMILE AT PEOPLE: It take 72 muscles to frown & only 14 to smile.

3. CALL PEOPLE BY NAME: The sweetest music to anyone's ears is the sound of his own name.

4. BE FRIENDLY AND HELPFUL: If you would have friends, be a friend.

5. BE CORDIAL: Speak and act as if everything you do is a genuine pleasure.

6. BE GENUINELY INTERESTED IN PEOPLE: You can like almost everybody if you try.

7. BE GENEROUS...with praise - cautions with criticism.

8. BE CONSIDERATE with the feelings of others. There are usually three sides to a controversy; yours, the other person's and the right side.

9. BE ALERT to give service. What counts most in life is what we do for others.

10. ADD TO THIS A GOOD SENSE OF HUMOUR, a big dose of patience and a dash of humility, and you will be rewarded many fold.
 

Author : Varsha Sarda

Varsha is completing MBA (HR) after her BE (Computer Science). She has developed an Online 360 Degree Feedback System and made me a subject. You can feel reassured that some of the above advice she has given me in in one-on-one feedback session after the 360.  Contact : varsha@...
 

C Malolan, cmalolan@...

Dear Mr Rajeev,

I am a regular reader of the HREra e-zine.

At the outset, I thank you for organising and moderating this group to share our thoughts and knowledge.

I found this group so impressive that I have recommended to all my colleagues to join the group.

Happy emailing

Malolan


Nitin Haldavanekar, nrh@...


I, Nitin R. Haldavanekar, find HR Era News Letters interesting and Knowledge Building. There are 3-4 issues of this News Letter in my possession. However I will be thankful if you can mail back volumes of News Letters.

Thanks

Nitin

[All previous issues are available at http://groups.yahoo.com/group/hrera  - Rajeev]
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

Technical Recruiter, Global Leader in Internet Services, Bangalore, India

Hi,

Are you someone who is passionate about hiring niche software product development talent? Are you who the one who believe in putting quality ahead of quantity?

If yes, you could be the one that we are looking for! Read on… and if you believe you fit the requirement, send in your resume to paul @ alphaeus.com

Client: One the global leader in Internet services, setting example by developing innovative products, are seeking for ' Technical Recruiter ' for their India Development Center, Bangalore

Educational Qualification- Graduate. MBA would be an advantage.

Experience – 3 to 5 Years, preferably in a product development company.

Job Description –

Understand the Hiring Requirements from the Product Development Groups. Source the “right” Resumes in a timely and effective manner. Qualify candidates through Resume Screening and Interviewing. Take the sourced candidates through the hiring process. Pitch in towards closing the candidate and on boarding of the candidate.


Thanks

Paul Vinay

Alphaeus HR

080 – 51216414. paul @ alphaeus.com

Assistant Manager - Recruitment, Top Financial Services BPO, Bombay

Hi !

Greetings!

This is Gayathri from The Elitists, Chennai.

The Elitists, an IIM Alumni Venture, actively supported by Alumni from IIM's, XLRI and TISS, is a leading Executive Placement and Search firm working with several Top Tier IT Software Services and High End ITES Firms.

The objective of this mail is to invite Top Class Recruitment Professionals for a mandate currently being executed by us for a Top Class MNC Financial Services BPO.

Client Profile :- Top Class Financial Services BPO.

Position: - Assistant Manager - Recruitment.

Academic Credentials : MBA(HR)/PGDBM.

Profile Expectations :-

Must possess Excellent Academic, Co-Curricular and Extra Curricular Credentials with excellent communication skills. Should be a Highly energetic and enthusiastic person. Should be someone who works aggressively on specific targets. Must be open to work long hours and deliver under intense pressure and high company expectations. Should have 3-7 years of experience in IT/ITES Recruitment either with a Top Tier IT/ITES MNC/Leading Recruitment Firms.

Compensation :- Very competitive and not a constraint. Top Class Paymaster.

Location :- Mumbai

Expected Closure Date :- 25th June 2005.

Towards taking this further, we invite Top Class Professionals with matching profiles to write to us with their updated resume with all contact details (Sent as a word attachment) to itjobs@...

Should your profile match the requirement being executed by us, within Three working days of receipt of your resume,we will contact you to furnish further details and take your consent to take this further.

Without your consent,your resume would NOT be shared to anyone. Confidentiality Guaranteed.

Incase you do not hear from us within three working days, you may consider your resume lodged with us for future opportunities.

Feel free to contact us at 91-(0)-9282104333 between 8 am to 6 pm IST for any further clarifications.

Thanks and warm regards,

Gayathri Rao,
HR Administrator,
The Elitists-Executive Placements and Search Consultants,
AS 2/2,Race Course Srishti Apartments,
No10,Five Furlong Road,Guindy,Chennai-32,India.
(O) ++ 91-(0)-9282104333.
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Issue # 56,       Apr 10th, 2005
 

CONTENTS

1. Moderator's Space

2. Human Resources Management

2.1 Human Resource Planning : Importance, Steps & Actioning - by N Vareta
2.2 Retention Strategies for BPO Industry - by Rajat Joshi
2.3 Organizational Transformation: Summary of Talks in 33rd World Conference of 
      IFTDO – by RBB
2.4 Why Employee Satisfaction Surveys and Employee Exit Surveys Make Good
      Sense - by Martin Day
2.5 How Our Brains Can Act As Barriers To Innovation - by N. S. Srinivasan and
      G. Balasubramanian

3. My Lessons in Life - by Azim Premji - received from Barkha Jain

4. Timeless Classics on Self Help : Brief Outlines - by Alka Bhatnagar

Meditations - by Marcus Aurelius

5. Delegation of Responsibility - compiled by Varsha Sarda

6. Presentations on Japanese System of 5 "S"

6.1 5S -  sent by Suhas Kulkarni
6.2 Housekeeping and 5 S - sent by S Sampath Kumar
6.3 5 'S' Program - sent by Gaurav Singh

7. Aims of HR Era, How to Contribute Articles.
 

If you like HR Era, ask your friends and colleagues to subscribe it.
They should  send a blank email to hrera-subscribe@yahoogroups.com .

 Strengthen this free fortnightly for HR Professionals with more than 6700 subscribers.
 

The HR Era Executive Committee has 49 members and they are:

Ajit Kaikini, Alka Bhatnagar, Ananda Handoko Hokky SH, Anjli Narwani, Anthony V, Arati Mohanram, Avinash Dey, Binnaz Cubukcu, Devika Varadarajan, Dr. Naeem Mushtaq, Ekta G,
Gaurav Singh, Gita Nair, Gurmeet Singh, Jitha MC, Kinshuk Sunil, Kodeeswaran S,
Kripamayee Samantaray, Li Li Tan, Madhup Srivastava, Manu Srinivasan, Mayank Saxena, Meenapriya K, Monica Kamal, Muralidharan R, Neelima, Nupur Shekhar, Prakash C Verma, Prof. R K Gupta, Rahul Bhimjiani, Rajeev B Bhatnagar, Rajesh Sehgal, Rajesh Tripathi, Ramachandra Nagi Reddy, Ramesh Balasubramanian, Rishbha Bhawan, Sathya Narayanan, Sevgi Gur, Shilpa Surana, Shuchita Garg, Sonia Nair, Soundarraj Agathur, Sujit Sumitran, Sumitra Gopal, Supreet Singh, Surya Prakash Mohapatra, Vareta Nyamupachari, Vinod Kumar, Vivek Kapadia.

With so many HR Professionals volunteering to devote their time as well as work together as a team for developing a community, we should grow. Henry Ford's quote is most appropriate at this juncture:

"Coming together is a beginning,
staying together is progress, and
working together is success."
- Henry Ford

warm regards

Rajeev B Bhatnagar
Moderator , Rajeev@...
 

Vareta strongly feels that HR Planning is mostly avoid by practioners in big and small organizations. In this 6 page article, he defines HR Planningt, brings it's importance, describes the steps involved, and finally talks about actioning on it.

Author: N Vareta

Mr Vareta is Human Resources Assistant, World Health Organization, Brazzaville, Congo. He has done Diplomas & Advanced Diplomas in Personal Management, Training & Development, HUman Resouce Management.

Contact: varetan@...
 

In this 7-page article, Rajat gives about 50 suggestions & tips on what HR Managers in BPO Industry can think of doing for reducing attrition. The article obviously rooted in his personal experience in the industry, deep study, & long hours spent documenting them. Click Here to download & read.

Author: Rajat Joshi

An MBA from SCMHRD in 1995, Rajat has 9 years of experience in HR. He is currently on sabbatical. Besides reading extensively and consulting, he conducts Workshops on Business Creativity in B-Schools.

Contact: rajatjoshi@...  , Phone: 9870258896
 

Sharing and Growing

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
 

The Conference was attended by over 1200 delegates from 32 countries in 5 continents. There were 133 speakers. 

Here are summaries of 2 more talks on Organizational Transformation. Both talks are by senior executives who have themselves lead huge transformations.

Mr. R.V.Shahi, Secretary, Ministry of Power, Government of India on Leading Organizational Transformation in Power Sector

Dr. Chandan Mitra, Managing Director, The Pioneer Group on Leading Organizational Transformation

These, alongwith Mr. Damodaran's talk, were the best examples of sharing personal experience amongst the 20 talks that I heard in the Conference.

Click Here to download / view.

[Credit for all inaccuracies is mine - Rajeev.]
 

Sample Employee Satisfaction Survey

http://www.surveygalaxy.com/surPublishes.asp?survey_id=1163 

Sample Employee Exit survey

http://www.surveygalaxy.com/surPublishes.asp?survey_id=1165 


Author:  Martin Day

Martin Day is a Director of Survey Galaxy Ltd, a web site that allows anyone to create, design and publish online surveys. For more information please visit http://www.SurveyGalaxy.com 
 

The message of this complex looking article is simple. Authors say that Innovation is crucial for organizational survival & growth in today's demanding world. However, innovative ability reduces continuously overtime because of a biological process in the brain - called "reward mechanism." This happens both at individual as well as organizational levels.

Constant innovation depends on training / provision of knowledge about innovation to individuals and fostering an organizational culture that stimulates & sustains higher level mental abilities. Authors provide training & mentoring in this area. Click Here to download & read.

Authors : N. S. Srinivasan and G. Balasubramanian

Contact: nss@...  , bala@...
 

Famous & inspiring address by Azim Premji, Chairman, Wipro Corporation, in the "Shaping Young Minds Program" (SYMP) organized by AIMA and BMA on Feb. 9, 2004 in Mumbai.

Received from Barkha Jain

Contact: barkhajain2001@...
 

Meditations - by Marcus Aurelius

Alka will be preparing brief outlines of the best books on self help. These aim is to let you find whether the book is to your personal liking. Click Here to download and read the outline.

Luckly this particular book is available in full-text at following links as free download.

http://classics.mit.edu/Antoninus/meditations.html

http://www.fordham.edu/halsall/ancient/marcuaurelius1.html
 

Tips you can post in your work area to remind yourself about this important leadership skill. Compiled by Varsha for participants of her project on 360 Degree Feedback.

Click Here to download.

Compiled by: Varsha Sarda

Contact : varshsarda@...

6.1 5S -  sent by Suhas Kulkarni

Brief intro to 5S, describes each S, advantages, and whetre it can be applied. 15 Slides, 68 KB.

Contact:  k.suhas@...

6.2 Housekeeping and 5 S - sent by S Sampath Kumar

Housekeeping is more than  cleanliness, intro to 5S & each S, emphasises the role of top management, middle & line management, and employees. 26 Slides, 276 KB

Contact: Audco India Limited, Chennai . sskr@...

6.3 5 'S' Program - sent by Gaurav Singh

Detailed presentation, ready for use to give training on the subject. 34 Slides, 113 KB

Contact: gaurav_singh12@...
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Issue # 55,       Mar 8th, 2005
 

CONTENTS

1. Moderator's Space

2. Human Resources Management

2.1 Organizational Transformation in UTI and IDBI – by Mr. M Damodaran
2.2 Competency Concepts - by Sonia Nair
2.3 The Wonder Of Dabbawallas Unfolded - sent by Sonia Nair
2.4 Independent Contractors vs. Microsoft  - sent by Tan Li Li
2.5 Enabling Organizational Transformation - sent by Gaurav Singh

3. Guiding Principles of Staying Afloat in a Changing World - by Azim Premji - sent by Gaurav Singh

4. Self Improvement

4.1 Fish Philosophy - sent by Sonia Nair
4.2 Lessons in Leadership : The Lagaan Way - sent by Sonia Nair
 

5. For Your Information

5.1 Call for Papers: 2005 ARTDO International Management and HRD Conference
5.2 Inter-collegiate Debate on HR, 12th Mar 2005, Chennai
5.3 Training Programs (India)
5.4 Best HR Jobs (India)

6. Aims of HR Era, How to Contribute Articles.
 

HR Era is a free fortnightly for HR Professionals with more than 5800 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

This 55th issue of HR Era is solely and exclusively based on contributions received thru HR Era Executive Committee Members.

The Executive Committee (EC) has many many roles, including the above. I feel happy that EC's interaction has produced the first result. Chinese say that the longest journey is begun by a small step. The EC taken a first step.

Thanks for the warm response to invitation for joining the Executive Committee. The membership of EC has increased from 4 to 44.

At this juncture, I pray to God to give all of us the dedication & imagination required for making a significant contribution to the practice of Human Resource Management thru HR Era.

warm regards

Rajeev B Bhatnagar
Moderator

Rajeev@...
 

2.1 Organizational Transformation in UTI and IDBI – by Mr. M Damodaran

[Summary by: Rajeev B Bhatnagar from speech made by Mr. Damodaran at 33rd World IFTDO Conference. The Conference was attended by over 1200 delegates from 32 countries. Credit for all inaccuracies and mis-interpretations is mine - RBB.]

An Outstanding Professional

Presently Mr. Damodaran is Chairman, Industrial Development Bank of India, the apex bank in India for industrial finance.

He has substantial experience in managing large financial institutions facing crisis. A serving bureaucrat in Govt. of India, he moved to Reserve Bank of India, where his brief was to supervise the turnaround attempts of three large banks which were “weak.” Two of the three, UCO Bank and United Bank of India, have recently posted profits.

In 2001, he became Chairman of UTI (Unit Trust of India), India largest mutual fund, which was passing thru it’s worst crisis. Then UTI was managing assets exceeding US $ 16 billion (INR Rs. 750 billion) and around this time, the previous chairman of UTI was put in jail in connection with alleged misappropriation of public funds.

In 2003, after dealing with the UTI crisis, he became the CMD of IDBI, which is his current role.

About Transformation

Mr. Damodaran’s talk was also based on his personal experience of transforming large organization like Unit Trust of India.

• He also said that change and transformation are not same. Change can be incremental whereas transformation is all encompassing.
• General impression is that only the sick or weak organizations need transformation. Truth is that even healthy & strong organizations need transformation otherwise they tend to fall into difficult & bad times.
• Unfortunately transformation in organizations takes place only when its existence if threatened and challenged ( rarely happens proactively).

He said he had seen such transformation in last 10 years.


Overall Guidelines for Implementing Transformation

All organizations have products, processes and people. For transformation we

• have to focus on people, people and people.
• clearly need to bring a new leadership. You cannot have leaders who have been part of the problem.

Mr. Damodaran said leaders have some common attributes, which are same irrespective of time and countries. They also have some specific attributes, which are specific to the organization which they are leading. Then he went to describe the general attributes.


Attitudes & Characteristics that Help Transformation

The new leader who comes to transform an organization should have certain attitudes and characteristics which Mr. Damodaran described as under:

1. New Leader should have an open mind. He cannot be carrying ideological baggage or informational baggage or past learning baggage. If people perceive him having fixed solution they may not respond to his call of transformation.

2. When the new leader enters to transform an organization, he faces a several pitfalls. First set of people to reach you are those who have been part of the problem. The second set of people reach you are those who tell that whatever your predecessor did till yesterday was wrong. Neither of them are correct and you must give a clear message that they should give an authentic information.

3. Don’t deal with papers, deal with people. Identify the change agents, empower them, incentivize them and hold them responsible.

4. Get constructive devils advocate of organization to work under you. Since you are new, you do not know the nature and culture of the organization – perhaps not even the industry.

5. Mr.Damodaran has pointed out that many years back he dramatically saw two leadership styles. He saw a British Army contingent where the leader walks 20 steps ahead of the boys. The other was in the Australian Army contingent where the leader was one amongst the boys. He said, in today’s world one has to be one amongst the boys to bring about transformation.

6. You have to get some quick wins by taking some decision and getting them implemented. You have to make clear & emphasize that you are the boss.

7. After a dispassionate analysis of the situation, you have to move to passionate implement of the solution.

8. Do not bring any outside consultants immediately. This sends a message that no one within the organization can solve the problems. It also gives the impression that you do not really have the solution. Every organization has enough wisdom within it to find what is needed and you have to find them. At some later times, outside consultant can be involved.

9. Mr. Damodaran said that one big point he has kept for mentioning in the last. We have to have continuous communication with external as well as internal stakeholders. The attitude that I will talk to stake holders after I have fixed things is not workable. Stakeholders do not wait.

10. Do not fix the people. Focus on fixing the problems. Do not do postmortem. In postmortem you are dealing with the dead, in transformation you are dealing with the live people.

11. Finally pray that you succeed in transforming the organization because even if you have done everything outlined above, there are no guarantees.


Guaranteed Success

Mr. Damodaran gave an example of a man who went to doctor and asked: “I want to live long. What should I do?”

Doctor said do not smoke, do not drink, do not eat sweets and fried things. Exercise daily. Do not stress yourself.

The person asked “Will I live long?”

Doctor replied, “No, at least it will seem very long.”

Mr. Damodaran emphasized that just like that long life cannot be guaranteed by following all the right rules, so also success in transformation.

 

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR professionals and makes our contribution permanent.

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your contributions to Alka@... or Rajeev@...

Here is a brief note [ 3 pages] on application and use of competencies in managing Human Resources. Click Here to download this article.

Author : Sonia Nair

Contact:

Sent by : Sonia Nair
 

http://www.keepmedia.com/ShowItemDetails.do?ema_id=100522&item_id=676838&oliID=176

regards

Tan Li Li

Email: lltan@...
 

This presentation gives a theoretical framework of  concepts in Organizational Transformation. Click Here to download.

Presentation: 9 Slides, 45 KB

Sent by : Gaurav Singh

Contact : gaurav_singh12@...   , 9810578250

A very inspiring, interesting and thought provoking speech by Azim Premji at the 37th Annual Convocation 2002, IIM, Ahmedabad, ......... Click Here to read.

regards

gaurav......

www.divyajyoti.org
Contact : gaurav_singh12@...  , 9810578250
 

This presentation on FISH! Philosophy outlines 4 principles which help us to "catch the energy and release the potential" in us. This philosophy is being used by hundreds of organizations in 28 countries to become alive, engaged & more profitable. Click Here to download.

Presentation: 15 Slides, 326 KB

Sent by: Sonia Nair

Contact: soniaknair@...

Sent by: Sonia Nair

Contact: soniaknair@...
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

There is provision for free accommodation for those presenting papers.

Details can be had from Maribel Aglipay, Email: aglipay2001@...
 

5.2 Inter-collegiate Debate on HR, 12th Mar 2005, Chennai

Sir / Madam,

‘HR Innovators’, the most happening and active Yahoo HR E-Group based @ Chennai and Tamil Nadu Institute of labour Studies & ICFAI Business School invites budding HR professionals from the Management colleges in India to participate in the “CROSS FIRE-A battle of wits”- Inter-collegiate debate to be held on 12th March, 2005 (Saturday) at 10.30 a.m. to 4.00 p.m. at ICFAI Business School, No. 151, ( Old No. 90), Llyods Road, Royapettah, Chennai- 600 014.The

Each college is allowed to field a team of two participants, one to speak FOR and the other to speak AGAINST the topic and each speaker will get 5 minutes. The team has the liberty to pick any one of the topics given below:

HR – Process or People oriented
HR Prodigies – Are leaders born or bred?
HR - a boon or bane in the board room

There are attractive cash prizes to be won.
1st prize – A cash aware of Rs.5,000.00
2nd prize – A cash award of Rs.3,000.00

Participation certificates will be given to all the competing teams. A registration fee of RS.300/- per team has to be paid in the form of Demand Draft in favour of “HR Innovators” payable at Chennai.

Please confirm your participation by filling in the attached response sheet along with the DD and send it to the following address on or before 8th ,March, 2005. HR Innovators, C/o. Sathyam Cinemas, No.8, Thiru-Vi-Ka Road, Royapettah, Chennai – 600 014, Ph : 044 28518292, Mobile: 0 98 413 41361. The participation is limited to 25 teams only.

The teams and all the audience are also invited for a special Movie show on 13th March, 2005 at the Sathyam Cinemas. In case of any further clarification, please feel be free to get in touch with us. The invitation and Brochure is also enclosed along with for your ready reference.

For HR INNOVATORS

Roy.J.George

09840356207

Building World Class Organisation Though HR, 11th-12th Mar 2005, Mumbai

Bombay Management Association's HR Conference will held at the Intercontinental Grand Hotel, Mumbai.

For details please contact

i] Ms. Smita Sen Email: Smita.Sen@...

ii] Bombay Management Association; 9 Podar House, Netaji Subhash Marg, ‘A’ Road, Churchgate, Mumbai 400020. Tel : 2204 7650 / 9698 ; Fax : 2202 4743 ; E-mail : bma@...; website: bma-india.com
 

Learning & Development Specialist & Management Trainee, Capgemini India, Mumbai

Capgemini is one of the world's largest providers of Consulting, Technology and Outsourcing services, having global revenues of 6.3 billion Euros. The company helps businesses implement growth strategies and leverage technology and employs approximately 60,000 people across 30 countries. Capgemini India (http://www.in.capgemini.com) has presence in Mumbai and Bangalore, with a combined strength of more than 2000 employees and ambitious growth plans.

Our HR mission is to be an employer of choices, providing our people with a wide range of career opportunities and a chance to develop top professional talent. We believe that the role of the HR team is to manage and enrich relationship with employees, which is why we are called the People Relationship Management (PRM) department. Recognising our efforts in building an employee-friendly organisation, we have recently also been honoured with an award for HR Excellence by Hindustan Times.

To enhance our PRM team, we are looking for candidates for the following functions:

Learning & Development: MBA in HR with 2-3 years’ experience in HR, preferably with experience in the training function in professional organizations.

Management Trainee: MBA in HR (2005 batch) from reputed institutes.

Both positions are located in Mumbai. Interested candidates may write to me at renu.vijayanand@... with your detailed resume.



Regards,

Renu
 

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2005 by HREra.com

HR Era,     Info # 2,       Jan 21st, 2005
 

CONTENTS

1. Invitation To Join HR Era Executive Committee

2. Healing Power of Laughter - by Mike Moore

3. Southern Regional Conference  - NIPM (India)

4. Aims of HR Era, How to Contribute Articles.
 

HR Era is a free fortnightly for HR Professionals with more than 5700 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

Dear Friends,

HR Era has now become the largest newsletter in yahoogroups (worldwide) for HR professionals with 5700+ members. Last 3 years' journey to this stage has been exciting & tough.

The Future is even more exciting!

For faster growth of HR Era, it is essential that leadership is shared. For this purpose, we invite members to join the Executive Committee of HR Era.

The Executive Committee (EC) will evolve, guide, and execute the future development of HR Era newsletter as well as website. In the EC we are looking forward to have members who will lead HR Era's efforts in

• different countries across the world

• different cities in India

• different specializations of HR & OB (e.g. recruitment, performance management, competency mapping, training, elearning etc. etc.)

• different categories of HR Professionals (managers, students & researchers, professors & teachers, consultants)

• different organizations

• different educational institutions

• different operational areas of HR Era (running the newsletter - e.g. editing, writing contents, taking interviews or running the website - e.g. developing the knowledge bank, running the HR Jobs page etc.)

There are only two requirements for joining the Executive Committee

1. You should be an HR Professionals (HR students real serious about HR Era included)

2. You should be willing to spend a minimum 30 minutes per day for activities connected with HR Era. In other words commitment to devote 3 hours / week to this professional activity is a must.

We can say from experience that the time you devote to HR Era will help you in your personal growth as an HR professional & as a manager.

Now if this idea excites you please send a brief about yourself to any of us.

warm regards

Rajeev, Murali, Jitha, Alka

PS:

If you do not have a brief, please email your resume. It could help us to suggest the area which you could lead. Let us know your area of interest / preference in which you would like to contribute in Executive Committee. The EC will interact over email initially. As we go along, we will define & evolve each Executive Committee member's role.

Emails:

Rajeev B Bhatnagar    : rajeev@... 
R Muralidharan           : rammuraly@... 
Ms. M C Jitha            : mcjitha@... 
Ms. Alka Bhatnagar   : alka@... 

 

2. Healing Power of Laughter - by Mike Moore

In this brief ebook, Mike tells us that humor can reduce stress, improve morale, promote wellness at work, home and play.

He points that humor synergizes with appreciation & praise. Also gives many hints on practicing humor.

I am often reminded of truth in Mike's words by the very real life presence of a colleague in my office. Would you like to know her name? Well ......

Look around yourself. You will also find a person who always spreads laughter & cheer. To download this ebook Click Here .

 

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR professionals and makes our contribution permanent.

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your contributions to Alka@... or Rajeev@...
 

The Chennai Chapter of National Institute of Personnel Management is organizing it's Southern Regional Conference.

The conference theme is HR Strategies for Business Excellence. It will focus on

Delegate Fees:

Rs. 1000/= for students
Rs. 1500/= for retired professionals
Rs. 2000/= for other delegates

Payment:

May be made by crossed cheque or DD in favor of National Institute of Personnel Management, payable at Chennai, India. It may be send to following address

The Hon'y Secretary
National Institute of Personnel Management
3E, 3rd Floor, Kasturi Apartments,
JP Avenue; Radhakrishna Salai; Mylapore;
Chennai - 600 004

For More Details:

Email: Nipmcc@... Fax : +91-44-2811 5599
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

Aims of HR Era:

It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:

Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2004 by HREra.com

HR Era,     Issue # 54,       Dec 26th, 2004
 

CONTENTS

1. Moderator's Space

2. Human Resources Management

2.1 Ten Tips to Designing Training - by Jim M. Allen, USA
2.2 The Ten Traits of Terrific Trainers - by Jim M. Allen, USA
2.3 Adversity Quotient - by Vinod Bidwaik
2.4 Objective Definition of Resilence - NS Srinivasan, G Balasubramanian
2.5 Gist of Court Cases (India) - by Ms Adhilakshmi Logamurthy

3. Tomato Soup for the Soul - sent by MPKPER

4. Self Improvement

4.1 Can You Read Minds? - by Dr. Naeem Mushtaq, Pakistan
4.2 Ten Steps to a Perfect Reputation - sent by Rakesh N Sahay
4.3 How to Tie a Tie? - sent by S Sampath Kumar

5. New Members

Dr.Kavita B. Sood, Principal & Director, Vivekanand Institute of Hotel & Tourism Management, Rajkot, India

6. Members Wanting to Reach You

Dr Raju Chandrasekar, Ex-Advisor to the United Nations

7. For Your Information

7.1 Fellow and Associate Programs of AHRD
7.2 Training Programs (India & Singapore)
7.3 Best HR Jobs (India)

8. Aims of HR Era, How to Contribute Articles.
 

HR Era is a free fortnightly for HR Professionals with more than 5800 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

HR Era team wishes a Very Happy and Prosperous New Year  to all our members.

Steven Covey's new book on 8th Habit has come out. Can any member make a brief on it and send us sharing in HR Era?

If anyone wishes to share feedback about Kathy Paauw's free online course on Leadership Development carried in last issue, please email us for benefit of other members.

Rajeev B Bhatnagar
Moderator

Rajeev@...
 

2.1 Ten Tips to Designing Training - by Jim M. Allen

Developing training on specific processes or procedures in your company? The following points will help you design a fun and effective program.

1. Keep it 'lean and mean.'

You want your training to be just long enough to teach the participants what they need to know, no longer or shorter than that. Figure out exactly what that information is and build your training course around that.

2. Choose the best format to deliver the training.

Can a simple 1-hour lecture do the job? Or do you need to record the class on videotape? Does it need to be 1-on-1 training or classroom training? For every different subject there's going to be a different need, so consider them all before choosing one.

3. Remember different people learn different ways.

Some people learn better by simply reading, others need to hear the information, many need visual examples, and most people need a variety of all of these in order to retain the information. As you create your class, figure out how to provide the same information in these different ways so that more people will get it.

4. Make it interactive.

The straight lecture-only type classes will rarely get the job done these days. The old pedagogical "I talk, you listen" style of teaching doesn't result in a lot of knowledge gain by the student. Work on exercises, drills, and role-plays that get the student involved in the class and help them learn by doing.

5. Keep it light.

In a classroom environment, humor almost always helps. People retain more and learn more if they are relaxed and having fun. Even the most serious training programs benefit from a good dose of humor. Just make sure it's appropriate.

6. Hold the training in the proper environment.

It's hard to learn if you're uncomfortable, regardless of how good a course may be. Find the perfect place to conduct the training. That should be someplace with adequate lighting, seating, heating  /air conditioning and minimal distractions (preferably none at all).

7. The content expert may NOT be the person to teach the class.

Any trainer can tell you, just knowing the information of a course doesn't mean you can teach it. Find someone who knows the information and can present it in an interesting and entertaining way. If there's nobody like that, hire a professional trainer or speaker to come in and be the "MC" of your training and to help liven up the event.

8. Create an environment of "academic freedom."

Let the students know that the purpose of the training is to give them information they need to do their jobs. Let them know that it's ok if they ask questions, challenge (within boundaries) the instructors and material, don't grasp everything right. What's important is that everyone in the class gets the opportunity to get the information.

9. Provide them with all the information already written down.

Make it easy for the students to focus on the information being given, not on trying to take notes. Have all of the information written down and give it to them. Some students will always take notes no matter what you do, the rest will appreciate being able to sit back, relax, and learn!

10. Follow up... but not too soon.

Get feedback from the students on all aspects of the training. Ask what they liked and didn't like. But don't make it the last activity of the training itself. Wait a day or two and send them a questionnaire. Make it possible for them to submit their comments completely anonymously. Some students just can't bring themselves to saying something negative if they know that you know who said it. Take all the pressure off of them, but get their input.

Author: Jim M. Allen

Jim Allen is a professional life coach, speaker, and writer. Get more great ideas in you email every week by subscribing to Jim's weekly newsletter, THE BIG IDEA, by sending a blank email to: mailto:Subscribe@... (©2001 Jim Allen & CoachJim.com ALL RIGHTS RESERVED)
 

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR professionals and makes our contribution permanent.

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your contributions to Alka@... or Rajeev@...

Jim Allen is a professional life coach, speaker, and writer. Get more great ideas in you email every week by subscribing to Jim's weekly newsletter, THE BIG IDEA, by sending a blank email to: mailto:Subscribe@... (©2001 Jim Allen & CoachJim.com ALL RIGHTS RESERVED)
 

[Based  on how a person deals with adversity, he has an Adversity Quotient which classifies him into one of three types - Quitter, Camper, Climber. Contribution of a person to the organization is also hypothesized to depends on his type. I facts, organizations can also be classified into three types. Vinod has also sent a online Questionnaire to measure AQ.  You can download this Questionnaire which automatically calculates the AQ score as well as displays it graphically.

The AQ Questionnaire can be used for Self Assessment, Training on Managerial Effectiveness, Summer Projects on Organizational Culture and perhaps also Organization Development . - Rajeev]

Categories of People based on Adversity Quotient (AQ)

Life, says Dr. Stolz, is like mountain climbing. Fulfillment is achieved by a relentless dedication to ascent, a persistent progress forward and upward, towards one's lifelong mission, despite all 'Adversity'. The success in our work and life is largely determined by how we respond to Adversity, and the measure is called Adversity Quotient (AQ).

There are three categories of people who have different responses to Adversity and as a result
enjoy varying levels of success and joy in their lives.

1. The Quitters

They choose to opt out, cop out and drop out - refusing the opportunities the mountain presents.
They abandon the climb and lead compromised lives. The irony of course, is that as life moves on,
the Quitters suffer far greater pain than they would have, had they attempted the climb. They are
fluent with the language of limitations, quick to find ways things cannot work. They use words
like, can't, won't, impossible, and phrases like 'We've always done it this way', 'Who cares',
'It's not worth it', 'there we go again' etc. At work, they demonstrate little ambition, minimal
drive and sub-par quality. They take few risks and are rarely creative.

Minimally engaged in their work, Quitters are dead weight for any organization.

2. The Campers

These people go only so far, and then say, 'This is as far I can go'.

Weary of the climb, they terminate their ascent and find a smooth, comfortable plateau on which to hide from adversity. It is a common misperception of these people to view success as a specific
destination, as opposed to a journey. Campers unlike Quitters show 'some' initiative 'some
drive', and put forth 'some' effort. They do what is required. It is the baseline of satisfactory
performance that keeps the camper employed.

Over time, campers lose the ability to climb, and feel increasingly threatened by those ascending. They are people motivated by comfort and fear.

3. The Climbers

They are the people dedicated to lifelong Ascent. Regardless of background, advantages or
fortune, they continue the Ascent and embrace challenges.

They are self-motivated, highly driven, and strive to get the most out of life. Climbers tend to
make things happen. Their language is filled with possibilities. They speak about what can be
done and how to do it. The question isn't "if" , but "how " .

Climbers drive towards results and their language reflects direction.

AQ & Organization

AQ applies to teams and organizations in the same way it does to individuals. AQ defines an organization's ability to withstand and climb through adversity. It largely influences agility, resilience and persistence when navigating and creating change. Fueled by the explicit and implicit belief that there must be a better way, high AQ organizations find creative methods to do more with less when up against the wall. AQ can determine an organization's competitive advantage and its ability to persevere through continuous change.

A winning team can have no losers. For organizations to have a high Adversity Quotient, it is crucial that the quality be reflected in the personality of its every employee. An organization's ability to persevere and win thus, begins with the individual.

AQ is what separates Climbers from Campers and Quitters. When the going gets tough, Quitters give up and Campers entrench, while Climbers dig in and ascend.

Click Here to download the test for measuring your Adversity Quotient.

Thanks & Regards

Vinod

Sent by: Vinod Bidwaik

Vinod is Dy. Manager-Personnel & Industrial Relations with Mahindra & Mahindra. He also moderates the "hrgexclusive" egroup in yahoogroups. Contact: BIDWAIK.VINOD@... 
 

A Harvard Business Review article titled How Resilence Works by Diane L Coutudefines 3 essential qualities that people should either possess or develop if they have to be resilient. The 3 qualities are described by her using the subjective terminologies & context of America striving to come out of economic upheaval after 9/11.

To make the definitions more useful in global context, Srinivasan and Balasubrananian define them using neuro-biological parallels in this article. Click Here to read the article.

Authors: N. S. Srinivasan and G. Balasubramanian

NSS is the Founder Chairman of Mind Over Matter (MOM), Chennai.
GB is a professor at the Institute of Financial Management and Reseach  (IFMR), Chennai

 

Click Here to read a summary of recent judgments. Ms Adhilakshmi is a practicing lawyer in Madras High Court, Chennai, India. She will be contributing on legal matters for benefit of HR Era members from time to time. 

Author: Adhilakshmi Logamurthy

Contact:   adhilogu@...  or 90, Additional Law Chambers, High Court, Madras - 600104.
 

The Equation:

7 Glances = 1 Smile
7 Smiles = 1 Meeting
7 Meetings = 1 Kiss
7 Kisses = 1 Proposal
7 Proposals = 1 Marriage
And that 1 Bloody marriage has 7777777777777 Problems.
So beware of the glance!


Exams:

Exams are like GIRL FRIENDS;
1,Too Many Questions.
2,Difficult to Understand.
3,More Explanation is Needed.
4,Result is always FAIL!

Three Feelings:

What's the difference between stress, tension and panic?

Stress is when wife is pregnant,
Tension is when girlfriend is pregnant, and
Panic is when both are pregnant.

Sent by: MPKPER, mpkper@...

 

Can you read minds?

Reading minds is easier than you think. Perhaps you've never thought of it, but you read minds of other people, and they read your mind, every day.

How do we do it?

We do it automatically through attitude appraisals. Remember the song, You Don’t Need to know the Language to say you’re In Love? Bing Crosby made it famous some years ago. There’s a whole bookful of applied psychology packed into those simple lyrics. You don’t need to know the language to say you’re in love. Any one who’s ever been in love knows that.

Similarly, you don’t need to know any language to know, any language to say ‘I like you’ or ‘I despise you’ or ‘I think you’re important’ or ‘unimportant’ or ‘I envy you.’ ‘I’m bored’ or ‘I’m hungry.’ People speak without a sound.

How we think shows through in how we act. Attitudes are mirrors of the mind. They reflect thinking. You can read the mind of the fellow sitting at a desk. You sense, by observing his expressions and mannerisms, how he feels towards his job. You can read the minds of salesmen, students, husbands and wives; you not only can - you do.

Attitudes do more than show through. They “sound” through too. A secretary does more than just speak when she says: "Good Morning, Mr. Arjumand’s Office.” In just five words one secretary says, “I like you. I am glad you’re calling. I think you are important. I like my Job.” But another secretary saying exactly the same words tells you: “You bothered me. I wish you hadn’t called. I’m bored with my job and I don’t like people who bothered me.”

We read attitudes through expressions, voice tones and inflections. Here’s why. In the long, long history of man, a speaking language even remotely resembling what we use today is a very recent invention. So recent, you might say, in term of the great clock of time, that we developed a language only this morning. For millions and millions of years, man got by with little more than moans and groans and grunts and growls.

So, for millions of years men communicated with other men by body and facial expressions and sounds, not words. And we still communicate our attitudes, our feelings towards people and things, the same way. Aside from direct body contact, body movements, facial expressions, and sound are the only way we have to communicate with infants. And those young ones show an uncanny ability to spot phony.

Right Attitudes to develop

Attitudes do make the difference. Salesman with right attitude beat their quotas; students with right attitude makes A’s; right attitudes pave the way to really happy married life. Right attitudes make you effective in dealing with people, enables you to develop as a leader. Right attitudes win for you in every situation. Grow these three attitudes. Make them your allies in everything you do.

v       Grow the attitude of I’m Motivated.

v       Grow the attitude of You are important

v       Grow the attitude of Service first.

Professor Erwin H. Schell, one of America’s most respected authorities on Leadership, says, “Obviously, there is something more than facilities and competence that makes for accomplishment. I have come to believe that this linkage factor, this catalyst, if you will, can be defined in a single word – attitude. When our attitude is right, our abilities reach a maximum of effectiveness and good results inevitably follow.”

Author: Dr. Naeem Mushtaq

Dr. Mushtaq is HR Manager in Islamabad Club, Pakistan. Contact: topperformance2000@...  , topperformance@...
 

Sent by: Rakesh N Sahay

Dr.Kavita B. Sood, Principal & Director, Vivekanand Institute of Hotel & Tourism Management, Rajkot, India

Dr Kavita was selected for Woman of Year 1999 & 2000 Award by American Biographical Institute, Raleigh, North Carolina 27622, USA. She was appointed Member of National Minority Commission for Education by HRD Ministry, Govt. of India in 2004.

She is well qualified. And by that I mean she has done B Sc, M Sc, and Ph D in Agriculture
Science. In management, she has PGD in Human Resource Development as well as a Diploma Hotel Management. Besides she has a B Ed and LLB.

She has over 40 years work experience in the field of Research, Teaching, and Administration.
Presently, she is Principal & Director, Vivekanand Institute of Hotel & Tourism Management,
Rajkot, India.

Dr Kavita has presented over 20 papers in national and international conferences. Dr Kavita has expressed her desire to write for HR Era in future.

Contact: kavita_sood7@...

Dr Raju Chandrasekar, Ex Advisor to the United Nations

Dear All,

Let me introduce myself.

I am Dr. Raju Chandrasekar PhD., interested to speak to people who are interested to do research leading to Ph D in some of the Universities that I am connected with.

While there would be charges for the University tuition and registration etc, for my mentoring I
will not charge any fee. I can mentor up to 10 researchers.

Ph D is a really a prestige and also it shows that you are at the top of the pile of best knowledge that is in your domain. Many times between your equally competent colleague and yourself this could be the only difference .

Please send me a copy of your detailed BIO to evaluate if you want to pursue this.

I also request every one who has the access to post it in the web sites that are devoted to
training and development/ HR and so on.

Thanks.

Dr.Raju Chandrasekar PhD
Ex Advisor to the United Nations

Reply to: Martin Henry at educatedlife@...

[You can view Dr. Raju's impressive CV at http://www.worlddevelopmentfoundation.org/cv.doc  . He is based in Bangalore and has promoted the World Development Foundation. From the website it appears to be a new initiative. He can be contacted at Phone & Fax : 0091-80-2525-5300. E-Mail :outerspace2@...  . I do not know him personally. - Rajeev]
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

7.1 Fellow and Associate Programs of AHRD

Dear Professional Colleague,

Greetings from the Academy of Human Resources Development!

Sub: Announcement of Fellow Program (2005-08) & Associate Program (2005-06)

You might be aware that Academy of HRD is an institution set up by the National HRD Network, India, with the aim "To develop HRD professionals and focus on HRD professionalism". To achieve this mission, we have been engaged in Knowledge generation, Knowledge dissemination and Capacity building. Since 1995, Fellow program has been one of the main vehicles for fulfilling our mission.

Till date 18 students have been awarded the title of Fellow under this program. With the
experience and learnings gained since 1995, Academy has refined and enriched the quality, content and design of the Fellow (doctoral) Program and also launched an Associate (pre-doctoral) program in 2001. Currently over 25 practising HR professionals are pursuing these two programs.

Both the programs aim to prepare the practicing managers and academicians to not only undertake the role of research-analysts and facilitators of change management processes in organizations, but also to enable them to take up research and use it as a tool for better performance and contribute to the knowledge generation in the field of HRD.

Further details are attached for your information. The last date for completed applications will
be January 20, 2005.

For More Details: Visit: http://www.academyofhrd.org  Email to: ahrdad1@...  or ahrdad1@...

Please do not hesitate to contact us with any query.

With warm regards,

Triona Nic Gorain

Program Coordinator, Academy of HRD; 12, Cosmoville Row House; Satyagrah Marg; Ahmedabad - 380 015, India. Ph.26870218/6871341 Fax no.26870681 . Website : www.academyofhrd.org
 

“COMPETENCY MAPPING FOR ORGANIZATIONAL EXCELLENCE IN 21^st CENTURY”

Salahkaar Consultants

Delhi : 07- 09  January 2005
Singapore 16–18 and 21–23 February 2005

Click here for Details http://www.managementglobal.com/workshop/CompetencyM/main.htm

A recent study suggests that more than 65% of the Fortune 500 companies and since the beginning of the last decade many Indian companies including several MNCs in India have designed or re-designed their HR practices based on competency modeling and mapping.

The actual building of the Competency Models and then its implementation in an organization, has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Many organizations have relied on the services of consultants to accomplish this.

Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and Measurement tools to be used during the process so that they effectively integrate and implement the contemporary HR practices in their organizations.

The present program launched on popular demand by professionals offers you opportunity of learning Competency Mapping and Psychometrics and other Measurement Tools to be used during the process from the horse’s mouth, so to say, from a team of eminent industrial psychologists / behavioral scientists / HR practitioners who have been contributing to this field for years.

Contact: Mobile : +91 9822198530 (Pune), Mobile : +91 9891296673 (Delhi)
E-mail: workshops@...

Senior HR Positions

Hello there!!!

I am working with People Plus HR consultants, which is a Total HR Out Sourcing organization. I need your assistance. A few leading organizations (Two Telecom companies, One Manufacturing company, One Finance company and Two Service companies) have retained us to recruit HR professionals. The positions are:  

1.      Head of HR of large organization : Post graduate with 20 years of experience. Should have handled entire gamut of HR activity

2.      Senior Manager HR (Generalist role): Post graduate with 6 to 9 years experience

3.      Manager Recruitment for technical position: 4 to 6 years experience

4.      Training Head (Overall training responsibilities- coordination and delivery)

We request you to refer interested HR professionals with proven track record of performance for the above positions. A detailed job profile will be made available to those who respond. Compensation would not be a constraint for the suitable candidate.

Those interested for the above-mentioned positions may please send in their resumes to karan@... mentioning the position for which they have applied and indicating current Cost to Company.

Thanks and Regards

Karan Joshi

Training Manager, IT Company, New Delhi

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...

Visit our Website at http://hrera.com 

Copyright (C) 2004 by HREra.com

HR Era,     Issue # 53,       Nov 21, 2004
 

CONTENTS

1. Moderator's Space

2. e-Learning : Rhetoric vs Reality - Gautam Ghosh

3. Knowledge, the Universal Differentiator - by Bray J. Brockbank

4. Offering a Free Leadership Development Online Course - Kathy Paauw

5. Re-inventing Your Life - by Anjali Khanna

6. Civility At Work: 20 Ways to Build a Kinder Workplace - sent by Ms Kavita Yadav

7. Beauty Tips from Audrey Hepburn - sent by Vinod K Bhatnagar

8. Training Programs (India)

9. Best HR Jobs (India)

10. Aims of HR Era, How to Contribute Articles.
 

HR Era is a free fortnightly for HR Professionals with more than 5700 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

E-Learning: Gautam gives an intro, Bray gives the indepth, and Kathy offers a complimentary experience. E-learning is destined to change Training and Development in a major way.

I met Anjali in 3rd National HRM Summit in Delhi. She topped in the HR Quiz there.  Next day she graciously agreed write for HR Era. Her article "Re-inventing Your Life" is in this issue. I feel she writes from her personal experience. Don't miss Anjali's article.

warm regards

Rajeev B Bhatnagar
Moderator

Rajeev@...
 

2. e-Learning : Rhetoric vs Reality - by Gautam Ghosh

With the advent of the internet into each facet of our lives, the vowel “e” has permeated all activities of the professional lives, or at least is threatening to. An area that is being impacted ( or promises to be) is Training and Development. This is being done by a phantom called e-learning. In this article I shall try to sift the hype and hyperbole from the truth and the concrete.

The origin of e-learning 

It is quite a maze when we try to figure the roots of e-learning. But its earlier version is the Computer Based Training (CBT) where material was stored on CD-ROMs and was a much needed relief from bulky books. Ever since content (the content which is actual knowledge) was stored in digital form it was amenable to conversion to Web Based Training (WBT) which could be accessed via a browser from any desktop with an intranet or internet connection. 

E-learning, or electronic learning, is the delivery of courses through electronic means. That usually means over the Web but it could also include anything from CD-ROM to satellite transmission. The definition of e-learning is broader than and includes the definitions of online learning, Web-based training, and computer-based training.  

Pre-Authoring Requirements: These are content which are offline and could be converted to WBT. These requirements are taken from the content owners (specifically people who deal with the content and know what learning objectives are needed from the course). These content owners are the testers and validators of e-learning. 

Content Development: This can be contracted out or developed in-house if the expertise and intellectual capital for doing it exists. 

Course Management: This is done by people trained on the e-learning system (also called as Learning Management System) and who know the functionality of the system and can act as administrators. 

External database interface: This is an area that needs to be developed so that external knowledge and learning can flow seamlessly into the system and keep the knowledge repository and base updated. This is an area where maximum work is needed in organisations. 

Delivery: e-learning is delivered through standard software like browsers, collaborative tools like chat and online discussion boards. 

The e-learning models

There are various models of e-learning, and they could be easily represented by the following diagram.

EPSS, or electronic performance support system, provides employees with the tools and online support they need to get their jobs done without the involvement of another person. What the learner was exposed to in the e-learning environment, he or she now experiences in the real application. There are two types of EPSS systems, embedded and stand-alone.

An embedded system is tied to a corporate application by an EPSS engineer and an application developer. Situations in which embedded EPSS is used include

·          Customer resource management (CRM): A database-driven application that helps customer service reps manage the customer experience. The EPSS portion is a roadmap of steps that the rep needs to perform, such as the order-taking process. A series of wizards or prompts within the CRM application reminds the rep what needs to take place next.

·          Manufacturing process or supply-chain management: A database-driven application that helps plant managers and engineers track inventory or perform supply-chain managment. The EPSS portion presents rules and concepts to the engineer or manager to aid in proper scheduling and decision support.

Stand-alone versions of EPSS are not tied to software applications but nonetheless guide the user through a series of actions that help them complete tasks. Examples include knowledge-based databases used to troubleshoot systems or applications, decision-support applications that ensure that HR processes are followed, and process-flow maps that guide installation technicians.

Online help is a searchable database of step-by-step instructions and another example of an EPSS program. It resides within an application and provides performance support on demand. It doesn't provide reasons or theory; it merely supplies the rote steps required to accomplish a task, much like the familiar Help menu in desktop applications.

Classroom Replication is merely replicating the classroom functions on a virtual level with the help of technologies like streaming video, webcasting, audio and collaboration tools.

Cons

1.     As with all “e” there is hype.

2.     Learning effectiveness might never match the level of classroom for a long time.

3.     Technology barriers like bandwidth will restrict and hamper the effectiveness of e-learning.

4.     It is only suitable for certain type of training needs like :

•          Awareness modules

•          Technology related subjects like e-mail etiquettes.

5.     It takes a long time to be operationalised.

6.     It will take a lot of time for people like trainers and trainees to get used to this new paradigm of e-learning.

Pros 

It offers tremendous cost savings in the long run for reusability.

It will continue to grow as a percentage of total training expenditure.

It can remove or rather mitigate the non-value added administration tasks that trainers have to do, letting them concentrate on value added work. 

The future 

As mentioned earlier trainers and trainees will need to let go of past assumptions of training and therefore there will be natural resistance of this change. It will push the authority and responsibility of learning squarely in the hands of the learners and will demand more from the trainers too. The demands could be in the form of learning new skills to deliver  training effectively in this new medium. There will be roles for the following three kinds of people because of e-learning

1.     Animation/ Multimedia developers: These will be the people who actually code and programme the e-learning modules

2.     Learning Consultants: These will be people with functional experience of the training and development industry who will act as functional consultants when a Learning Management system like Saba, Docent, Isopia-ILMS is to be deployed in an existing training establishment.

3.     Content Developers: These will be people who will ultimately convert the offline content to content suitable for e-learning and will be Instructional System Designers.  

Let’s get ready to embrace the future of Learning !       

Author: Gautam Ghosh

Gautan, when he wrote this article, was Sr. Executive - e-Learning and KM, Satyam Learning Centre, Satyam Computer Services Ltd. Email: gautamxl@...

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR professionals and makes our contribution permanent.

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your contributions to Alka@... or Rajeev@...

The critical and differentiating force of countries, organizations, and individuals lies in their knowledge and intelligence and how they use it in the new knowledge economy. Knowledge is the only real asset a company has anymore.

In recent years, the focus of organizational learning and training has shifted from traditional, new employee orientation and personal development seminars to continuous learning and development programs designed and implemented to provide employees with the knowledge resources necessary to successfully fulfill their roles and responsibilities. The goal of the new knowledge economy is to channel knowledge into ideas and use those ideas to create business solutions and competitive advantage. These ideas can then be channeled and used by the organization to thrive in an environment of intense competition, relentless change, and highly educated customers.

Organizations are burdened with channeling knowledge and ideas in the form of training and learning to employees more rapidly, more effectively, and in an even more efficient manner than ever. In an effort to meet these objectives, organizations are seeking to consolidate disparate knowledge and learning technologies into a centralized point of access and management, while leveraging existing investments (legacy systems, resources, etc.) in enterprise infrastructure in order to provide employees with simple, seamless access to knowledge, training and learning.

Solid and intense competition is forcing organizations to implement collaborative solutions that integrate internal systems and leverage existing (legacy) technology to harness the knowledge and intellectual capital that exists in the public domain, while utilizing knowledge and intellectual capital that resides across the organization and among suppliers, partners and customers.

Current Realities

The new economy is fueled by knowledge. Organizations possess incredible intellectual capital. The challenge has been, and continues to be, providing access to that capital and assembling it for development of best practices and collective learning. Once defined marketplaces are melding into one global marketplace. Human capital is now an asset to be scrupulously managed. Learning is a strategic advantage and weapon. Workforce supply is in flux - everyone's a free agent. The world is in a state of rapid-growth and hyper-efficiency - and its all beginning to blur at Internet speed.

In a recent IDC and eWorld survey (www.idc.com, IDC #24788, June 2001), training and education was rated in the top three applications integrated with U.S. organization Web sites. Nearly one-third of U.S. organizations have their training and education integrated with their Web sites. Training and education ranks third in priority (behind customer service and support and customer relationship management.) Over sixty-percent of large organizations are leading the way in integrating education and training with their Web sites - roughly the same as those who planned to integrate knowledge management and materials management into their Web sites.

Learning and training processes are becoming increasingly integrated into strategic organizational processes. Industries rapidly moving to integrate their training and education include: healthcare, government, education, banking, transportation, media, telecommunications, and utilities.