H R Era,     Issue # 22,       Aug 25th, 2002

1. Moderator's Space

2. Truly Terrible Training Tips - by Mike Delaney

3. Quotation Corner: Leader versus Boss - sent by R Rajan

4. New Members

R Srinivasan, Francis Jerome

5. Readers' Forum

Praise for Ramakrishnarao

Is Money the Primary Motivator? - R Narayanan, Inder Jeet Singh, Raju Anish, Maneesh Goel

6. Tomato Soup for the Soul - sent by Rajesh V Kamath

7. Inspiring Story: Seven Wonders of the World - by Ramakrishnarao

8. More from our Members & HR Era Website

9. HR Training Programs (India)

10. Best HR Jobs (India)

11. Invitation to ALL Trainers & Training Institutions - NDDB

12. Aims of HR Era, How to Contribute Articles, Legal Stuff.

Alka has gone [only for few day]. This gives me a chance to meddle with her issue besides include an interesting joke. Let us get serious, there is good news.

Mr. R Srinivasan, one of the giants of HR Profession, has joined our egroup. To benchmark your career aspirations, read his resume in New Members section.

The email from Mr Srinivasan was a surprise to me! What is surprising about it? We all have seen senior managers who keep a computer (preferably a laptop) by their side as decoration pieces. Here is a person who has learned internet and uses it for himself even though it came to India much much after his retirement.

His choosing to join HR Era enhances our egroup's standing!

Regards.

Rajeev [for Alka Bhatnagar]

2. TRULY TERRIBLE TRAINING TIPS - by Mike Delaney

It's been reported that the most common human fear involves public speaking. In the business world, the day will come when most of us will be called upon to give a training presentation. The result is a flock butterflies the size of pigeons in the pit of your stomach.

Sometimes, the best way to learn how to do something well is to know how to poorly. With that in mind, here are some ways to give a simply horrible training presentation.

1. START OR END LATE

Starting and ending your presentation late sends the message to participants that you do not feel their time is valuable.

2. APPEAR UNPREPARED

Fumbling through your notes, or searching for out of order visual aids makes you look unprepared and you are less effective. Rehearse your presentation. Thirty minutes before your presentation is scheduled to begin, check your teaching aids to ensure that everything is in order.

3. DON'T INVOLVE THE PARTICIPANTS

The quickest way to lose your audience is to simply stand in the front of the room and talk at them. It was as true for Confucius in 451 B.C., and it's true today --

What I hear, I forget; What I see, I remember; What I do, I understand.

4. USE INAPPROPRIATE LANGUAGE OR HUMOR

There is never an "on" reason to be off color. Inappropriate language and humor lessens both your image as a professional and your effectiveness as a trainer.

5. BE A KNOW-IT-ALL

As the trainer, you really are the expert. Just don't remind the class of it. Remember that every chance you have to raise yourself up will almost always mean lowering someone else by the same margin.

Contributed by Mike Delaney
Mike Delaney is a shoplifting prevention trainer with over 20 years experience as an expert shoplifter, and almost 10 years stopping them. He is the author of "How to Beat Shoplifters and Increase Profits", offered by Bison Creek Desktop Publishing, http://www.zianet.com/bisoncreek
delaneybookreview@yahoo.com

  

Rajan's Note: After reading the article Are You Managing to Lead? in HR Era .., I wish to add this info. R. Rajan.

A boss creates fear, a leader confidence.
A boss fixes blame, a leader corrects mistakes.
A boss knows all, a leader asks questions.
A boss makes work drudgery, a leader makes it interesting.
A boss is interested in himself or herself, a leader is interested in the group.
The leader seeks to communicate his vision to his followers.
He captures their attention with his optimistic intuition of possible solutions to their needs.
He influences them by the dynamism of his faith.
He demonstrates confidence that the challenge can be met, the need resolved, the crisis overcome.

Contributed by R Rajan, Training Department, Delphi Diesel Systems Limited, Mannur, Near Sriperumbudur. Email: rr.trg@fie.co.in

Mr R Srinivasan, Ex-Director (Personnel), Neyveli Lignite Corporation Limited

Positions held by Mr Srinivasan speak for themselves.

He retired as Additional Director (Corporate Planning) of Steel Authority of India Limited in 1986 and was retained as Consultant for two more years. In SAIL he played a key role in implementing the turnaround strategy of this elephant with more than 2,00,000 employees.

For two years he went as Director (Personnel) of Neyveli Lignite Corporation during his 26 years service with SAIL (1962-88).

Prior to SAIL, he held senior managerial positions with TISCO, mainly in Management Development and Training Division(1950-62). Presently, he guides the Business Development activities of Brilliant Tutorials in Chennai.

Now that is a dream career for every aspiring HR professional. Does any one disagree with me?

Contact: Email - rsrini@vsnl.net , Phone - 044-4917725 , Chennai.

Mr Francis Jerome, Manager (HR & Admin), Proteck Circuits & Systems, Chennai

Francis has double qualifications - PG Diploma in PM from NIPM and Diploma in Training & Dvelopment from ISTD. He has 14 years of well-rounded experience in of which first 12 years were with Alstom. Now Francis is Head of HR function for Proteck.

He likes to travel and gives guest lectures to students on career guidance and HR (Any students reading this?)

Contact: Email - pcshrd@proteckmachinery.com , Chennai.

PRAISE FOR RAMAKRISHNARAO

dear sir,

i went through the article entitled "know your worth" and found it very thought-provoking
looking for more such stuff in future...

with regards
debanjan roy
hr team, hindalco industries ltd.
deb_roy@adityabirla.com

IS MONEY THE PRIMARY MOTIVATOR?

Recall Satyam's comment on Ashit's article?

"infact HR has become a very idealistic department in companies, trying to talk about motivation, culture , empathy and other big words. whereas at the end of the day we all know that its all about money, which really makes a man work."

Here are 4 responses. None of them agrees with Satyam, all the same 3 accept that there is some truth in Satyam's contention.

We thank Satyam for risking a thought provoking & controversial remark.

From: Narayanan R [Agrees mostly]

Greetings....

With reference to the article published in the Reader Forum regarding the "HR Field" it is very sad to know that the future generation of HR professionals are not understanding the true aspect of being a HR professional.

While in every other field, dept, portfolio the major motivating factor would be "money", HR dept has always been an exception to this. We HR professionals are motivated and driven by the fact that we are the chosen few to guide and help others, understand every human being as a potential resource and develop suitable methodologies so that this resource could be utilised for the benefit of itself and for the common. I would like to say to the budding HR professionals that this is a profession that is more nobler than that of the doctor's ( the saying : "Doctor;s profession is a noble profession").

There cannot be more great motivation than in the prospect of "serving" others rather than in just looking at this portfolio as "Work" or "another way of life".

Regards

R. Narayanan
r_narayanan16@yahoo.com

From: Inder Jeet Singh [Agrees partly]

Hi

My experience in last 6 yrs in the IT industry is that..
Its MONEY & KIND OF WORK(TECHNOLOGY) people work on,
are the most motivator in any job.

Regards

Inder
inderjeetsingh71@rediffmail.com

From: Raju Anish [For some persons yes, for most no]

to a certain extent yes. and that is the extent to which i can comment on this.. anything more definite will not truly represent the huge range of factors that motivate people to work and perform...

to me , a plain "money is THE motivator" comes across as immature, and interestingly, reminds me of myself at that stage in life, when i too was a management student, and i too had a slightly restricted view of business and how it affects(or should i say is affected by) life....

lets say we have two test cases. Test Case A comes from a family which has known hardships and has a father who earns, a mother who is a housewife, and has 4 children...the test case A being one among the 4. Test Case B is from a family where both the mother and father are highly succesfull careerist executives, and have this single child , our test case B.....

yes, in test case A, money could well be the prime motivator UNTIL our test case reaches the point in life where money ceases to motivate..

and for test case B? its very unlikely that money will motivate to a great extent....my money is on freedom/quality of work/variety of exposure being the prime motivators....

so , it depends to a great extent on

1-background
2-upbringing
3-education, and
4-social environment..

coffee? or toffee? its not that easy to make a black OR white decision. is it?

Regards
Anish Raju, HR Team
Covansys (India) Pvt. Ltd.
T: 044.2628080/3880 x 6131
www.covansys.com
ARaju@covansys.com

From: Maneesh Goel [Disagrees]

Dear Rajeev

.... One more message which I read of ... an MBA student ...about the reality of HR in companies. It is really very disappointing to see the attitude of a person,who is supposed to bring the change in system. I, however, do agree with him on the limited role which HR plays in companies.But the question is who can change it? Obviously we people & at least we can try for it.

With regards

Maneesh Goel
MBA student
manish_goelhrd@rediffmail.com

Santa was talking to his fiancee, Jeeto, and he said, "Be honest, how am I as a lover?"

To which Jeeto replied, "Honey, I would definitely say that you`re warm." "Really?" Santa said excitedly. "Yes, in fact I would say that you`re the dictionary definition of the word `warm`."

Santa was pleased until he went home and, just for fun, checked his dictionary and found, "WARM: Not so hot."

Sent by Rajesh V Kamath
Email: kamathrajesh@lycos.com

A group of students were asked to list what they thought were the present Seven Wonders of the World.

Though there was some disagreement, the following got the most votes:

1. Egypt's Great Pyramids
2. Taj Mahal
3. Grand Canyon
4. Panama Canal
5. Empire State Building
6. St. Peter's Basilica
7. China's Great Wall

While gathering the votes, the teacher noted that one quiet student hadn't turned in her paper yet. So she asked the girl if she was having trouble with her list.

The girl replied, "Yes, a little. I couldn't quite make up my mind because there were so many." The teacher said, "Well, tell us what you have, and maybe we can help."

The girl hesitated, then read, "I think the Seven Wonders of the World are:"

"1. to touch"
"2. to taste"
"3. to see"
"4. to hear"

She hesitated a little, and then added

"5. to feel"
"6. to laugh"
"7. and to love"

The room was so full of silence you could have heard a pin drop. It is far too easy for us to look at the exploits of man and refer to them as wonders while we overlook what God has done for us. Those things we overlook as simple and "ordinary" are truly wondrous.

Contributed by Ramakrishnarao
People Excellence, Tata Telecom Limited, Gandhinagar. Tele : 079 - 3221773 / 3246467 Extn. No. 290, e-mail : rthallam@tatatelecom.com

How Taking More Coffee Breaks can Get You Promoted, by Susan Dunn

Susan says that 70% of organizational learning takes place informally. Are you tuned in?

Will Driving Blindfolded Help Employees Build Productivity, by John G Agno

Agno gives a brief logic on why team building is important for organizations.

Who's Number One?, sent by R Rajan

R Rajan, our member, shares a story that reminds us of how team members feel in a real team.

Six Sure-Fire Steps to Become a Love Magnet (c), by Rinatta Paries

Rinatta is talking about long-term relationships like marriage. One needs a lot of introspection to apply the steps she lists. She is an experienced coach on relationships.

Free Service: Training Institutions & Trainers can email their Programs to HREra@rediffmail.com . We reach them to 1100+ HR professionals for free.

For detailed calendar of major Institutes visit http://hrera.tripod.com/trainings.htm

Bombay Management Association

Bombay Management Association (BMA) is India’s most premier management Association, established in 1954, with a mission to promote mutual exchange of sound Management Principles and Practices. BMA has 48 years of illustrious history in creating ‘Thought Leadership in Management Practices’. Programmes for the month September:

“Changing Role of Finance Function”
Date: Thursday, September 12, 2002 Timing: 9.30 a.m. to 5.00 p.m.
Venue: The Emerald Hotel, Juhu Tara Road, Near Juhu Beach, Mumbai
Faculty: Dr. Girish P. Jakhotiya
Members: 1700/- Non Member: 1900/-

“Power Of Positive Attitude”
Date: Saturday, September 14, 2002 Timing: 9.30 a.m. to 5.00 p.m.
Venue: The Emerald Hotel, Juhu Tara Road, Near Juhu Beach, Mumbai
Faculty: Mr. Hiren Vakil
Members: 1700/- Non Member: 1900/-

“Service Tax”
Date: Saturday, September 21, 2002 Timing: 2.00 p. m. to 6.00 p.m.
Venue: M. C. Ghia Hall, Bhogilal Hargovindas Building, 18/20, K. Dubash Marg, Mumbai
Faculty: Mr. T. Gunasekaram, Mr. S. S. Gupta
Fee: Rs. 500/ Per Participant

“Promotion Of Positive Discipline and Management Of Indiscipline”
Date: Saturday, September 25, 2002 Timing: 9.30 a.m. to 5.00 p.m.
Venue: The Emerald Hotel, Juhu Tara Road, Near Juhu Beach, Mumbai
Faculty: Mr. J. B. Kabra
Members: 1700/- Non Member: 1900/-

“Cost Reduction Strategies”
Date: Friday & Saturday, September 27 & 28, 2002 Timing: 9.30 a.m. to 5.00 p.m.
Venue: The Emerald Hotel, Juhu Tara Road, Near Juhu Beach, Mumbai
Faculty: Mr. Ajoy Kumar Guha
Members: 2800/- Non Member: 3000/-

Contact:

Deepali Mulay
Bombay Management Association
3rd Floor, 9 Poddar House, ‘A’Road, Churchgate Tel: 2047650, 2049698 Fax: 2024743
Email: bma@bom5.vsnl.net.in

Free Service: Employers can email their job vacancies to HREra@rediffmail.com . We reach them to 1100+ HR professionals for free

[67] Senior Manager HR, A Corporate Finance Company,

Hi Folks,

We are a Professionally Managed Executive Search Firm into Personnel Search Services at Senior and Middle Management Levels in various management functions.

We have been retained by One of the Top 5 Corporate Finance Companies in India to advise on the selection of Senior Manager HR who shall be responsible for the entire HR activities (Recruitment, Training, Counselling, Performance Appraisal etc.). Shall be groomed to take over as Head of HR within 5 Years.

The right candidate would be an MBA in HRD from a Premier/reputed institute only (IIM/ XLRI/ TISS/ JBIMS/ NMIMS).

The company offers excellent package at par with the best in industry. Interested professional may forward their resume quoting reference No. Sr-Mgr-HR to sgk@gipsmanagement.com

WITH WARM REGARDS


S G KEWALRAMANI
GIPS MANAGEMENT & PERSONNEL CONSULTANTS
16 VEENA BEENA
OPP BANDRA STN. (W)
MUMBAI 400 050- INDIA
TEL: 6412081/2/3/4
FAX : 641 1482
E MAIL: sgk@gipsmanagement.com
WEBSITE: www.gipsmanagement.com

[66] Deputy Manager (Personnel), Pondicherry

Organisation: Johnson Tiles ( Member of Johnson Ceramics International, UK)

Person & Responsibility: Selected candidate will head the function at the plant and will be responsible for all labour matters including time office functions, statutory compliances, legal matters laisoning with local authorities, training, industril relations etc. The candidate should be a Post Graduate in Personnel Management or MBA from a reputed institute with 5-7 years experience in handling all personnel matters in a manufacturing organisation. Proficiency in Tamil language and in computer operations is essential

Remuneration: Will not be a constraint for the right candidate

Apply To : dmsouth@hrjohnsonindia.com

Hello All,

I am looking for good trainers in the technical as well as behavioral areas in India and abroad. The details of the organization and the need are given below.

The National Dairy Development Board (NDDB) is an autonomous body created by an Act of Parliament in 1965, to replicate the Anand pattern in different parts of the country. NDDB has in it's credit many first and have been the facilitating agency to make India the number one milk producing country in the world. As on date in India there are more than 1 lakh dairy cooperatives integrated through a three tier cooperative structure - "The Anand Pattern", owned by more than ten million farmers.

Since its inception, the Dairy Board has planned and spearheaded India's dairy programmes by placing dairy development in the hands of milk producers and the professionals they employ to manage their cooperatives. In addition, NDDB also promotes other commodity-based cooperatives, allied industries and veterinary biological on an intensive and nation-wide basis.

NDDB is all set to define new heights in the dairy industry and we in NDDB are looking forward to gearing the staff to meet this challenge. Presently we have 4 regional offices, 16 State offices and five training centers. Apart from taking care of the training needs of the above offices NDDB takes care of training requirements of most of its subsidiaries and federations / Unions where in we are associated, with a target population of more than 40 thousand. For the details on our organization please visit our web site www.nddb.coop

To achieve the above objective, NDDB is in the process of building up a data bank of all the trainers / institutions in India and abroad for it's training requirements. To be specific we are looking at major two areas, technical and behavioral. Technical skills (Dairy Sector), which includes engineering both mechanical and civil part from quality plant management. Behavioral skills like leadership, change management, communication etc., to name a few.

Those who are interested, may please send in your details to Manager (Manpower Development & Training), NDDB, Anand, Gujarat - 388001,
E mail: krishnanhr@mantraonline.com

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 HREra@rediffmail.com

Legal Stuff!
All information in HR Era is presented in good faith. However, before using, please consult relevant experts. We do not accept any financial responsibility for accuracy.

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Copyright (C) 2002 by Rajeev B. Bhatnagar