Monday, December 10, 2012

HR Related Corner

These all are good references for the HR People:

1.http://www.yourhrworld.com/formats
2. www.citehr.com
3.I relay liked this blog, its more informative and practical  -http://sellingwithease.blogspot.in/

Is the boss to blame for employee exits?

The Rules of the Game are changing. Somebody who was forced to quit because his boss did not fancy the nose he was looking at may cheer up with the news that HR managers now believe that retention of subordinates is now a key result area (KRA) for supervisors. So, an unacceptable attrition rate in a team could mean a “negative” mark for its leader during appraisal.
“Make retention a KRA of supervisors. If you can’t retain, it’s a negative point for the supervisor,” suggested Sanjeev Bikhchandani, founder and CEO, Naukri.com, one of the panelists at the HR Summit organised by Hindustan Times in New Delhi on Thursday. It is often said that people don’t leave companies or jobs. They leave managers.
Read more: http://www.hindustantimes.com/news-feed/business/is-the-boss-to-blame-for-employee-exits/article1-237787.aspx

Sunday, December 9, 2012

New HR nurtures ambitions

Do you think your HR manager creates a smokescreen of appraisals, designations and jargonised joining letters? Such tricks may be among the reasons why companies struggle to attract and retain talent. According to a survey conducted by Shine.com, Hindustan Times' job search portal, talent  acquisition and employee engagement are the biggest challenges that Indian headhunters face, even in these  times of slowdown on Job Street.
To handle growing attrition, industry experts are being forced to think afresh. "HR departments should stop acting like cops, if they are interested in retaining talent," said Vineet Nayar, vice- chairman, HCL Technologies, speaking at the second edition of the Hindustan Times-Shine HR Summit. "The HR expert should not be a fall guy who follows top management and stakeholders' decisions. The new manager is the one who is embedded within the workforce."
Young job-seekers are interested in organisations that create aspirations among employees.
"Let even your peon grow, if he is ready; he will create channels for success-hungry workers," said Dilip Shenoy, managing director, National Skill Development Corporation.
But obviously, monetary benefits cannot be delinked from job profiles. "The new wave of job-seekers is particular about the clarity of objectives and regulations," said Rakesh Upadhyay, chairman, BSNL. "Perhaps, they feel at ease when they know the prescribed format and norms."
Ref:http://www.hindustantimes.com/business-news/Markets/New-HR-nurtures-ambitions/Article1-936695.aspx

Wednesday, November 28, 2012

Motivating the next generation


In an article for the paperAndrew Bridge – managing director of Virgin Mobile Canada and trustee of Virgin Unite gives his top ten ways to motivate the next generation of workers:
1. Show opportunities for job growth
2. Teach (and show) them they are making a difference
Youth Enterprise





ge them to have their own personality
4. Embrace social media
5. Walk the talka
6. Give it to them straight
7. Give them challenging and interesting work 
8. It’s okay to make mistakes
9. Location, location, location
10. Have fun

Tuesday, November 27, 2012

CBMC- first 2 class

Compensation & Benefits Manager Certification - The classes arranged by Asian HR board for 2 days in Bangalore at Hotel "Ramda" and it was more informative and practice oriented program with full of assignments. I am very exited to prepare my projects on compensation building!

Very soon I will come up with this project!       

HR tips

“Management is doing things right;
Leadership is doing the right things”
-Peter Drucker

“The best job goes to the person who can get it done!”
-Napoleons Hill

Friday, November 23, 2012

Each Employee Should Understand

As per me in all the company, Employee Should Understand that " Loyal Employee will get loyal and Royal Treatment always by the management" The more loyalty you  give more royal you will become.  

Monday, October 29, 2012

Facts About Softskills Training



"Planning is necessary but execution is also equally important. And it takes soft skills to execute any idea because it involves dealing with people directly," says Gadewar.

image
http://www.rediff.com/getahead/2005/jun/30soft.htm

Monday, October 22, 2012

How To Make A Bad Job Better (Without Quitting)



How To Make A Bad Job Better (Without Quitting)

Ref: http://www.bullhornreach.com/article/view/42019?referer=www.linkedin.com&shortlink=1405417

The excitement you once had for your job just isn't there anymore. Your workday seems more like a tedious march than an invigorating run. Challenges that once stimulated you now hold less appeal, and you deal with the same set of people, processes and problems every day. Is it time to call it quits? 

Not necessarily. Every career has its lulls, and your lack of excitement doesn't necessarily signal a need to switch jobs. However, passively waiting for things to change will only prolong your angst and get in the way of your productivity and professional development.

Don't look back
The best way to address the problem is to change your way of thinking about it. If you're focused on reigniting or revitalizing your career, you're not thinking about the future. These words describe restoring a past condition, rather than starting fresh in a new direction. Aspects of your job that energized you in the past may no longer do the trick. Reminding yourself of "the good old days" can blind you to what's great about your current role and keep you from creative innovation.


Even the smallest changes in how you view your company and your career can make a big difference in your overall job satisfaction. With that in mind, here are some steps toward breathing new life into your work.


Step 1: Do nothing
Forcefully igniting your professional passion is a sure way to smother any remaining embers. Instead, get away from the office and focus on something outside of work. If you have vacation days saved up, take them. You might find that what you needed most was a break. If you come back refreshed, use your newfound energy to take a closer look at your day-to-day work life.

Step 2: Start small
Are there elements of your professional life that you do in a certain way out of habit? If so, try a few changes. Would varying your commute save time or make the drive more interesting? Are there colleagues you want to get to know better? Changing your routine can open up unforeseeable possibilities. Having lunch with a new colleague, for example, might expose you to a fresh perspective on your work.

Step 3: Invent changes
Having shaken up your daily routine a bit, try to come up with five slightly larger, but no less achievable, objectives. Your list might be a hodgepodge, like this one: "Streamline the XCorp project," "Sign up for the training course I've been putting off," "Clarify workflow with Dave," "Set more realistic email response expectations." Identifying and executing small, specific changes can immediately help you become more engaged in your work.

Step 4: Talk to your boss
If more fundamental aspects of your job are sapping your energy, don't assume they can't be changed. Set up a meeting with your boss, framing the discussion in terms of ways you can add greater value to the company rather than admitting you're no longer feeling motivated. Identify projects that excite you, and ask to take on more of that kind of work. Better yet, ask to take on something that doesn't seem right up your alley. Your manager might be able to help you explore some unfamiliar boulevards and highways. When suggesting changes to your boss, remember to describe how they will benefit the company, not just your own job satisfaction.

Step 5: Consider a bigger move
Staying too long in a job you no longer enjoy leads to career stagnation. If you've taken the above steps and are still uninspired, it may be time to consider a new position. Just make sure that you're not counting on a change of scenery to improve your outlook. When considering a new opportunity, ask yourself how its challenges would differ from those you'd be leaving behind.

Step 6: Keep it new
Whether you stay in your current role or find a new one, learn from your current situation. Treat it as a wake-up call to start managing your work life more actively. Get in the habit of continually molding your job according to your interests and the changing dynamics of your field. Being inspired is the easy part; staying that way takes an ongoing commitment.


Your ability to sustain your interest depends less on the external circumstances of your job than on your approach to your career. Many people focus on getting better at their work without pausing to consider how their work can get better for them. If you focus only on becoming more efficient, you'll likely just keep shouldering heavier workloads to fill the time you save. That kind of productivity can be valuable in the short term, but it won't create the fresh challenges that will keep you stimulated for years.

Finding your spark is only the beginning. By embracing change of all sizes, you can build a career that grows along with you -- and generates its own rewards.

Wednesday, October 17, 2012

Deshpande Foundation -Invites Application for Deshpande Fellowship Program

Warm regards from Deshpande fellowship program (DFP)

We are pleased to inform you that the Deshpande Fellowship Program is now receiving applications for tenth batch. Deshpande fellowship program was begun in order to empower a major untapped resource in the development field: hungry young people with plenty of potential to go for in their field who are held back only by their skills and self- confidence. DFP seeks change that and help participate to realize the true potential and ambitions.

This rigorous 7½ month residential leadership development program,Through NGOs visits, village studies, entrepreneurial and Leadership activities and intensive course work, fellows gain skills needed to become true leaders in their chosen field.  

With a concentration on social entrepreneurship and innovation, the DFP has transformed over 200 fellows into entrepreneurial young leaders. Kindly spread the words with your colleagues, friends and who interested to become part of the Fellowship Program. 

Interested one apply directly by using attached application or can be downloaded from online-http://www.dfp.org.in/. 

For more information you can reach us at fellowship@dfmail.org or               9740011883      and read the attached files.

We look forward to hear from you soon.

Note: Last date for application will be 28.11.2012, Hurry to apply!

Wednesday, July 11, 2012

Master of Social Entrepreneurship program- in Hubli-INDIA

Master of Social Entrepreneurship program launched by Deshpande Education Trust’s Deshpande Center for Social Entrepreneurship, Hubli, India
The Deshpande Education Trust (DET) announces the launch of its Master of Social Entrepreneurship program. The Master of Social Entrepreneurship (MSE) is a two-year residential program affiliated with Karnatak University Dharwad and approved by the Government of Karnataka. MSE offers students essential skills in social innovation, entrepreneurship, leadership development and business practice taught by scholars and practitioners who actively engage in leading enterprises and promoting entrepreneurship. Applications for the program are due July 30th 2012 and courses will begin August 22nd 2012. For more information on the program and admissions process: www.detmse.com What makes MSE program special? With an aim to demystify social entrepreneurship for young and creative minds this residential program is carefully designed from a practitioner’s perspective. MSE is hosted by Deshpande Center for Social entrepreneurship (DCSE) that has been a breeding ground of several start-ups, an international network of enterprises and concrete partnerships with over 100 for profits and not –for profits who all are engaged in solving social issues with a compassionate heart and entrepreneurial mind set. Two year program is packaged with 25 different courses that blend with cutting edge practical experience as well as personal mentorship through real entrepreneurs. Our international experience in US and Canada where Deshpande centers have been launched in renowned universities with a sole objective to make “learning relevant and responsive to real time challenges” and embark on an even more ambitious aim to help students not just ‘learn’ about entrepreneurship but find the inspirations and tools of becoming an entrepreneur themselves. Learn more about our international work at http://www.detmse.com/network.html Faculty Profile: One of the distinguishing factors of the Deshpande Center for Social Entrepreneurship is its faculty and resource personals. DCSE is gifted with passionate faculty with substantial experience in the social enterprise and related sectors at a global level. For more information http://www.detmse.com/trainer.html Who should join MSE? Graduates in any field who are looking to step into creating or managing a social enterprise themselves. People who are passionate about social issues but still possess an entrepreneurial acumen to venture into innovative and yet sustainable initiatives. We are pleased to share that being located DCSE MSE program brings an added advantage of possibility of getting incubated in our Entrepreneur in Residence program, an incubation centre where several other start-ups will accompany you as you chart the journey of developing a small idea into a big impact. Through our established network of organizations, placement support will be provided to students in both for profit and social enterprises. How to apply? Application can be downloaded at our website. For complete details please visit www.detmse.com . Seats are limited and deadline for us to receive application is 31st July 2012.