HR Era,     Issue # 30,       Feb 16th, 2003

 


HR Era is a FREE fortnightly newsletter for Human Resource Professionals. 
Tell a friend to subscribe FREE! Your friend can do so by simply sending an e-mail to
HREra-subscribe@yahoogroups.com
To unsubscribe, send e-mail to HREra-unsubscribe@yahoogroups.com  . 
Visit our website at http://hrera.com

CONTENTS

1. Moderator's Space

2. Motivating Knowledge Workers: The Whale Story - sent by R Nagarathinam

3. Tomato Soup for the Soul - sent by Mukesh Gupta

4. New Members :

M Madanmohan, GM-Corporate HR, NeST
K Senthil, Manager HR, PERI Software Solutions
Anand Sugun, HR Officer, Chennai Port Trust

5. Readers' Forum : Need terms & conditions for consultancy - Sagayaraj

6. Buhari's Quotation Corner - by Syed Buhari

7. Inspirational Story: A Date with the Other Woman - sent by Neeraj Narang

8. Knowledge Management: Book Review  - by Gautam Ghosh

"Enabling Knowledge Creation - Krogh, Ichijo and Nonaka"

9. More from our Members & HR Era Website

10. HR Training Programs (India)

11. Best HR Jobs (India)

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


1. Moderator's Space

Last week heard Mr. SV Mony, who was MD of General Insurance Corpn, CMD of New India Assurance Company, & Chairman of General Insurance Corpn. He spoke on "Role of HR in Business: A CEO's Perspective."

He talked about a dilemma that all CEOs face. HR is taking away some of the authority that the CEOs earlier had, like the authority to call anyone and issue an offer of appointment at sweet will. Now HR writes Role Descriptions, conducts search and presents several candidates to select from. CEOs have to accept this time consuming process which takes away their earlier authority. They have to learn to give away their authority & respect the rightful role of HR.

More important for us, he answered about "the single most important weakness of HR Professionals:" HR Professionals should not "demand" more involvement or authority. They should rather keep telling and repeating to CEOs, how their activities will "add value to getting improved & higher results."

regards

Rajeev B Bhatnagar

rajeev@hrera.com

 


2. Motivating Knowledge Workers: The Whale Story - sent by R Nagarathinam

Have you ever wondered how the whale and porpoise trainers at Sea World get Shamu, the 19,000-pound whale, to jump 22 feet out of the water and perform tricks?

They get that whale to go over a rope farther out of the water than most of us can imagine. This is a great challenge - as great as the ones you and I face as parents, coaches or managers.

Can you imagine the typical American managerial approach to this situation?

The first thing we would do would be to get that rope right up there at 22 feet - no sense celebrating shortcomings. We call that goal-setting, or strategic planning.

With the goal clearly defined, we now have to figure out a way to motivate the whale. So we take a bucket of fish and put it right above that 22-foot rope - don't pay the whale unless it performs.

Then we have to give direction. We lean over from our nice high and dry perch and say,

"Jump, whale!"

And the whale stays right where it is.

So how do the trainers at Sea World do it?

Their number one priority is to reinforce the behavior that they want repeated - in this case, to get the whale or porpoise to go over the rope. They influence the environment every way they can so that it supports the principle of making sure that the whale can't fail.

They start with the rope below the surface of the water, in a position where the whale can't help but do what's expected of it.

Every time the whale goes over the rope, it gets positive reinforcement. It gets fed fish, patted, played with, and most important, it gets that reinforcement.

But what happens when the whale goes under the rope?

Nothing - no electric shock, no constructive criticism, no developmental feedback and no warnings in the personnel file. Whales are taught that their negative behavior will not be acknowledged.

Positive reinforcement is the cornerstone of that simple principle that produces such spectacular results.

And as the whale begins to go over the rope more often than under, the trainers begin to raise the rope. It must be raised slowly enough so that the whale doesn't starve, either physically or emotionally.

The simple lesson to be learned from the whale trainers is to over-celebrate. Make a big deal out of the good and little stuff that we want consistently.

Secondly, under-criticize. People know when they screw up. What they need is help. If we under-criticize, punish and discipline less than is expected, people will not forget the event and usually will not repeat it.

In general, most successful businesses today are doing things right more than 95 percent of the time. Yet what do we spend the majority of our time giving feedback on? That's right - the 2, 3, 4, maybe even 5 percent of things that we don't want repeated and didn't want to happen in the first place.

We need to set up the circumstances so that people can't fail.

Over-celebrate, under-criticize . . . and know how far to raise the rope.

Sent by R Nagarathinam, Contact: rr.trg@fie.co.in
  


3. Tomato Soup for the Soul - sent by Mukesh Gupta

[Playwright Jim Sherman wrote this after Hu Jintao was named chief of the Communist Party in China.]

HU'S ON FIRST - By James Sherman

(We take you now to the Oval Office where George Bush & his adviser Condi Rice are talking.)

George: Condi! Nice to see you. What's happening?

Condi: Sir, I have the report here about the new leader of China.

George: Great. Lay it on me.

Condi: Hu is the new leader of China.

George: That's what I want to know.

Condi: That's what I'm telling you.

George: That's what I'm asking you. Who is the new leader of China?

Condi: Yes.

George: I mean the fellow's name.

Condi: Hu.

George: The guy in China.

Condi: Hu.

George: The new leader of China.

Condi: Hu.

George: The Chinaman!

Condi: Hu is leading China.

George: Now whaddya' asking me for?

Condi: I'm telling you Hu is leading China.

George: Well, I'm asking you. Who is leading China?

Condi: That's the man's name.

George: That's who's name?

Condi: Yes.

George: Will you or will you not tell me the name of the new leader of China?

Condi: Yes, sir.

George: Yassir? Yassir Arafat is in China? I thought he was in the Middle East.

Condi: That's correct.

George: Then who is in China?

Condi: Yes, sir.

George: Yassir is in China?

Condi: No, sir.

George: Then who is?

Condi: Yes, sir.

George: Yassir?

Condi: No, sir.

George: Look, Condi. I need to know the name of the new leader of China. Get me the Secretary General of the U.N. on the phone.

Condi: Kofi?

George: No, thanks.

Condi: You want Kofi?

George: No.

Condi: You don't want Kofi.

George: No. But now that you mention it, I could use a glass of milk. And then get me the U.N.

Condi: Yes, sir.

George: Not Yassir! The guy at the U.N.

Condi: Kofi?

George: Milk! Will you please make the call?

Condi: And call who?

George: Who is the guy at the U.N?

Condi: Hu is the guy in China.

George: Will you stay out of China?!

Condi: Yes, sir.

George: And stay out of the Middle East! Just get me the guy at the U.N.

Condi: Kofi.

George: All right! With cream and two sugars. Now get on the phone.

(Condi picks up the phone.)

Condi: Rice, here.

George: Rice? Good idea. And a couple of egg rolls, too. Maybe we should send some to the guy in China. And the Middle East. Can you get Chinese food in the Middle East?

Contributed by Mukesh Gupta, Contact: mukesh@mukeshgupta.com
 

4. New Members

M Madanmohan, General Manager-Corporate HR, NeST (Network Systems and Technologies)
Madanmohan is a Gold Medalist from XISS, Ranchi, in Post Graduate Diploma in Social Service. He is a Rank Holder from Ranchi University in LLB.


He has 30 years' rich & well-rounded experience in HR having worked in Cenral Coal Fields, KELTRON, AMP (later Tyco) -a Fortune 500 MNC.

Contact: madanmohan@nestcorp.net

K Senthil, Manager HR, PERI Software Solutions, Chennai

Message: My objective is to pursue a challenging assignment, which demands responsibility, innovation and creativity where I can prove my multi-dimensional worth and contribute towards the Organization’s growth in conjunction with personal advancement.

Senthil has done Bachelor of Business Administration and Higher Diploma in Software Engineering. He has 6 years experience of which 2 are in HR. His responsibilities cover all aspects of HR function.

His strength include multi-tasking, self starter, excellent people skills, strong commitment to the task at hand. Senthil is fluent in Tamil, English, Telugu and Hindi.

Contact: sen_kuk@yahoo.co.uk , Telephone: 044-4893275 (Office)/ 044 - 2630430 PP (Home).

Anand Sugun, HR Officer, Chennai Port Trust, Chennai.

Anand did his LLB from Pondicherry Law College and later on did M.S.W from Bishop Heber College, Trichy. His hobbies include Fitness Excercises, Reading, Driving and Travelling.

Anand is married and his wife works for Ramco Systems as HR Executive.

Contact: anandsaj@rediffmail.com

 

5. Readers' Forum

Please email your replies to the person asking, with a copy to us at Alka@HREra.com for publication. Email new questions to us.

Need terms &conditions for consultancy - Sagayaraj

hello,

i'm sagayaraj running a hr consultancy. so far my placements are restricted within india, now i've
been working for some abroad requirements. so i need a copy of terms & condition of consultancy to get in to contract with abroad firms for my reference. so i request expert help from our group.

thanking u & bye

sagayaraj

sagayaraj_r@yahoo.com   or      mosehr@vsnl.net
 

6. Buhari's Quotation Corner - by Syed Ismail Buhari

“Great minds have purpose, others have wishes” - Washington Irving

“Resentment is like taking poison and waiting for the other person to die."

“Reading is to mind, what exercise is to the body." - Addison

“Leisure is sweet when it follows work well done”

Contributed by Syed Ismail Buhari, sibuhari@yahoo.com 
 

7. A Date with the Other Woman - sent by Neeraj Narang


After 21 years of marriage, I discovered a new way of keeping alive the spark of love. A little while ago I started to go out with another woman. It was really my wife's idea.

"I know you love her," she said one day, taking me by surprise.
"But I love YOU!" I protested.
"I know, but you also love her."

The other woman my wife wanted me to visit was my mother, who has been a widow for 19 years. The demands of my work and my three children had made it possible to visit her only occasionally. That night, I called to invite her to go out for dinner and a movie.

"What's wrong, are you well," she asked? My mother is the type of woman who suspects that a late night call or a surprise invitation is a sign of bad news. "I thought it would be pleasant to pass some time with you," I responded. "Just the two of us." She thought about it for a moment, then said, "I would like that very much."

That Friday, after work, as I drove over to pick her up I was a bit nervous. When I arrived at her house, I noticed that she, too, seemed to be nervous about our date. She waited in the doorway with her coat on. She had curled her hair and was wearing the dress that she had worn to celebrate her last wedding anniversary. She smiled from a face that was as radiant as an angel's.
"I told my friends that I was going to go out with my son, and they were impressed," she said, as she got into the car. "They can't wait to hear about our meeting."

We went to a restaurant that, although not elegant, was very nice and cozy. My mother took my arm as if she were the First Lady. After we sat down, I had to read the menu. Her eyes could only read large print. Halfway through the entree, I lifted my eyes and saw Mom sitting there staring at me. A nostalgic smile was on her lips.
"It was I who used to have to read the menu when you were small," she said.
"Then it's time you relaxed and let me return the favor," I responded.

During the dinner, we had an agreeable conversation - nothing extraordinary - just catching up on recent events of each other's lives. We talked so much that we missed the movie. As we arrived at her house later, she said, "I'll go out with you again, but only if you let me invite you." I agreed and kissed her good night.

"How was your dinner date?" asked my wife when I got home.
"Very nice. Much nicer than I could have imagined," I answered.

A few days later, my mother died of a massive heart attack. It happened so suddenly that I didn't have a chance to do anything for her.

Sometime later, I received an envelope with a copy of a restaurant receipt from the same place mother and I had dined. An attached note said: "I paid this bill in advance. I was almost sure that I couldn't be there, but, never-the-less, I paid for two plates-one for you and the other for you wife. You will never know what that night meant to me. I love you."

At that moment, I understood the importance of saying, "I LOVE YOU" in time, and to give our loved ones the time that they deserve. Nothing in life is more important than God and your family. Give them the time they deserve, because these things cannot always be put off to "some other time."
Sent by Neeraj Narang, Human Resources Department, Tata Infotech Limited

Contact: neeraj.narang@tatainfotech.com , Ph: 95120-2567622-24; 95120-2567626-34; 95120-2562356 Ext: 557
 

8. Knowledge Management: Book Review  - by Gautam Ghosh

Enabling Knowledge Creation - by Georg Von Krogh, Kazuo Ichijo and Ikujiro Nonaka.

I had a pleasant surprise when a friend of mine decided to gift me "Enabling Knowledge Creation" by Georg Von Krogh, Kazuo Ichijo and Ikujiro Nonaka. It forms a sequel to "The Knowledge Creating Company" co-authored by Nonaka and Takeuchi published in 1995 .

The first book was a seminal work which has profoundly influenced my views on Knowledge Creation (Nonaka refuses to entertain the concept of KM , resolutely denying that Knowledge can ever be managed!) along with writers like Tom Davenport and Larry Prusak. However, the first book was open to a lot of criticism saying that it was just too "theoretic", "vague" and "generalised" ...Nonaka et al try and get more hands on, and tool bookish with this book.

However, this book is likely to disturb people who have read and formed ideas about KM by reading works of the American thought leaders.

In the start of the book the authors try and make the difference explicit.

In a passage titled "what's wrong with knowledge management?" they spell it out :

  • Pitfall I:  KM relies on easily detectable, quantifiable information.
  • Pitfall II:  KM is devoted to the manufacture of tools.
  • Pitfall III:  KM depends on a Knowledge Officer.

While the premises of Knowledge Enabling and Creation are:

  • Premise I: Knowledge is justified true belief, individual and social, tacit and explicit.
  • Premise II: Knowledge depends on your perspective.
  • Premise III: Knowledge Creation is a craft , not a science.

The authors reiterate that organizational Knowledge Creation involves five main steps :

  • 1. Sharing tacit knowledge
  • 2. Creating concepts
  • 3. Justifying concepts
  • 4. Building a prototype
  • 5. Cross-leveling knowledge.

To facilitate this the following 5 enablers need to be in place :

  • 1. Instill a knowledge vision
  • 2. Manage conversations
  • 3. Mobilize knowledge activists
  • 4. Create the right context
  • 5. Globalize local knowledge

The book is rich in case studies which show how different companies that follow these concepts are growing in leaps and bounds and innovating over others who remain stuck in the KM paradigm.

The authors note that in the Knowledge journey companies can be mapped in 3 phases, which might or might not be sequential.

1. The Risk Minimisers , whose focus is capturing and locating knowledge. The tools they use are data warehousing, datamining, Yellow pages, IC-Navigator, Balanced Scorecard, Knowledge Audits, IC-Index, Business Information Systems, Rule-based systems [these firms still view knowledge as a resource that needs to be collected and managed]

2. The Efficiency Seekers, who focus on transferring and sharing knowledge. The tools they use are internets, intranets, Lotus Notes/Groupware, Networked organization, knowledge workshops, knowledge workbench, Best Practice Transfer, Benchmarking, Knowledge-gap analysis, Knowledge sharing culture, Technology transfer units, Knowledge transfer units, Systems Thinking

3. The Innovators who enable Knowledge creation are typically those who embrace a knowledge vision, managing conversations, creating the right context, mobilize knowledge activists, globalize local knowledge, professional innovation networks, new organizational forms, New HRM-systems, new corporate values, project management systems, corporate universities,
communities and storyboards.

Contributed by Gautam Ghosh,

Consultant, Erehwon Consulting, Bangalore. "Triggering Innovation for Quantum Growth"
Contact: gautam@erehwonconsulting.com , Ph: 91 80 5263423 , 9845149410,
Personal Web Page : http://www.geocities.com/gautamghosh

 

9. More from our Members & HR Era Website

Ergonomic Tips for Computer Users , sent by Neeraj Narang

Want to feel energetic all the time? Well we are too lazy to exercise which energises! Alternative solution is to conserve our energy levels by these tips which reduce fatigue & stress.  

Friendship , sent by Ambar Nanavaty

Why talk about friendship in the age of Networking? Friendship is the evergreen tree where we always find shade & comfort.

 

10. HR Training Programs (India)

Free Service: Training Institutions & Trainers can email their Programs to Alka@HREra.com . We reach them to 1300 + HR professionals for free.

BMA Annual HR Convention, March 7-8, 2003, Mumbai

Dear All,

Thank you for the overwhelming response to our first mail on call for papers. This year Bombay Management Association BMA is organizing a 2 day HR Convention, March 7-8, 2003 at J W Marriott, Juhu, Mumbai.

The convention titled "CEO's Perspective : Excellence in HR" aims to serve as a platform
to bring together some of the most eminent voices from the corporate world to share their experiences and perspectives on today's HR-related challenges. And to help you step away from the day-to-day cares and crises to interact with these well-known leaders and shape their myriad
perspectives into relevant strategies for your own organizations.

Program Chairman and Director: Mr. Devender Nath, Executive Vice President, L & T Infotech Ltd.

For submisssion of Papers and / or Registration: Smita Sen Khambaswadkar, Larsen & Toubro Infotech Limited, Corporate H.R., Mumbai. smita.sen@lntinfotech.com

For exhibiting in or sponsoring the conference: Ms.Deepali Muley at BMA 022 22049698 / 22886164, or email bma@vsnl.com

regards

Smita

eLearning: Translating Possibilities into Performance, New Delhi / Mumbai / Bangalore

Greetings!

SQL Star International Limited in collaboration with Dr. Allison Rossett, world renowned authority in eLearning, is proud to present for the first time in India,  an in-depth perspective of the field of eLearning & new ways of enhancing individual and organizational capabilities.

Dr. Allison Rossett is a Professor of Educational Technology at San Diego State University & has been deeply involved for the last 20 years with the corporate world & academic community at the highest levels for creative solutions in eLearning.

The seminars are being held at * New Delhi - 24th February'03 * Mumbai - 27th February'03 * Bangalore - 3rd March'03.

Looking forward to your participation in this event.

Warm regards,

Rohit.

Contact: Rohit R Chowdhry, Regional Manager, SQL Star International Limited
 Email: rohitc@sqlstarintl.com or visit http://sqlstarintl.com/sqlindia/seminar.html


 

11. Best HR Jobs (India)

Free Service: Employers & Consultants can email their job vacancies to Alka@HREra.com . We reach them to 1300+ HR professionals for free

HR Managers, Manager - Recruitment, HR - Services, all positions in Chennai

We are currently working to fill the given vacancies in HR for some of our clients, that range from MNC banking, a renowned Group in Chennai, an up coming and a well known merchandising and retail outlet with a national presence.

HR Manager : 4 Positions in all. All the positions are for “generalist” HR profiles - members who have worked in all the areas of HR, with specific focus on retention and motivational skills. In terms of competence, they should have a fluent multilingual ability, and should have adequate experience in framing policies, counseling , implementing performance management systems and be abreast with the changing trends in HR. Above all, they should have a demonstrated ability to work in team and also to lead a team of older and younger players.

Our clients give a lot of value to quality of action, thought and systems approach and hence candidates need to have worked in such companies that fosters very good people initiatives and also worked under a six sigma or equivalent quality regime.

The candidate would need to be stable in terms of building a career and hence the ideal person would be one who has worked for 6-8 years with may be one or max two changes and is looking to settle down for a long innings. Age between 28 - 32 years. Location would be in Chennai and salary would not be a constraint to the right person

Kindly respond to the below mentioned link giving a short write up in not more than 200 words (bullet points preferred) on your achievements, the impact it has had in the organisation (in terms of cost or revenue), and your thoughts on developing HR as a partner in the organization’s progress.

Manager - Recruitment : The person who thinks of a potential in everyone he / she comes across is the one that is needed. This is an exclusive zone not for the “also have a recruiter’s profile” type, but one who has a passion for selection, interviewing and getting the best resource available. Naturally, such a person would be strong in concepts of interviewing, multilingual, with an ability to listen well and notice the body language of the candidates and draw a personality sketch based on observations. A degree in MSW with additional qualification in psychometric assessments or having been exposed to and practiced psychometric assessments would be ideal. The candidate would have his / her hands full since the group requirements would need to be taken up.

Location would be in Chennai and salary would not be a constraint for the right candidate.

HR - Services: This position calls for a person who is at ease either with top notch professionals, Govt officials and with people down the line. This role is a support service although a very important one at that. It would call upon the persons talent and veracity to get things done in all areas - whether to arrange for visas, tickets, passes for movies, or arranging a golf club membership for expats, arranging their vehicles, housing and generally assisting them to settle down quickly so that they can get about in discharging their duties.

The person naturally, has to be highly enthusiastic, friendly, and have a good knowledge of the various systems and outlets that would serve his need. He should be a good PR with sound communication ability, ability to expedite arrangements and above all, ensure that the turnaround time is minimal.

The ideal candidate would be a MSW with an experience of having worked in similar conditions, and has good administrative skill. Multilingual facility would be an advantage including knowledge of foreign languages if any.

This position is based in Chennai and offers attractive salary.

Responses may be sent to either by e-mail or slow mail to:

S.VENKATESHWARAN
CONNEXIONS - A CAREER GUIDANCE & DEVELOPMENT CENTRE
Room No 204, "REAL ENCLAVE", 22 Josier Street, Nungambakkam, Chennai 600 034
Phones: 28213128, 228213089, 28213145, 98401-81769
E.Mail: venkat@connexions-india.com , Venk54@yahoo.com .

HR/Recruitment Professionals, Bangalore

E have requirement for HR/Recruitment Professionals for one of the worlds leading Companies in IT services and consulting. This position would be based out of Bangalore. Ideal candidates should have 3-6 years of experience. MBA's in HR from premium institutes preferred. Please send in your resumes to: priyanka_joseph@rediffmail.com

Training Head, BPO Organisation, Mumbai

JobStreet SELECT is constantly on a mission to source for qualified and talented discerning young professionals. We are looking to fill the position of Training Head for one of our premier clients.

Our client is a Business Process Outsourcing services provider. They offer offshore transaction processing and contact center services. their offshore business model, with an in-market team in the US (New York) and the UK (London), and delivery centers in India enables them to offer clients enhanced quality and cost reduction.

REQUIREMENTS:

Candidate should be an MBA specialized in Human Resources.
Ideal candidate should have about 8-10 yrs.
Candidate should have excellent communication and networking skills.
Candidate should be willing to work in Bombay.

HOW TO APPLY:

Those interested can send your resumes to:

Pankaj Khanna

Vice President and Head, Channel Sales and Search Practice, JobStreet.com India Pvt Ltd,
# 206 and 207,Geneva House: No 14,Cunningham Road, Bangalore -560052

Tel: ++ 91 80 2206715/16/17/18 ext 28 Fax: ++ 91 80 2088261

Email: pankaj@jobstreet.com

 

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

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@HREra.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.

Visit our Website at http://hrera.com 

Copyright (C) 2003 by HREra.com