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

1. Moderator's Space

2. Three Interviewing Mistakes - by Carole Martin

3. Tomato Soup for the Soul

4. New Members

Amit Sachdev, KM Sindhu, Roda Bhada.

5. Love your job but never fall in love with your company - based on Mr Narayana Murthy's Speech

6. Ms. Eileen's response on Dr TV Rao's Presentation - by Eileen Broer

7. Fingertips : What Millionaires Do...

8. Readers' Forum

Reply on Maternity Leave
Help on Cross-Cultural Training - Roselind

9. Best HR Jobs (India)

10. Ads from Members

 

Dear Friends,

We received many many compliments for Dr. T V Rao, as expected.

Nehan Saxena from Pune writes: "To say that Dr. Rao's article was excellent would be an understatement." Neetu Sadwani from Bangalore writes "the excerpts from the presentation are really useful and come at a time when I really needed the advice. thanks a ton!!"

warm regards

Rajeev B Bhatnagar

Rajeev@HREra.com

Types of Modern Women

HARD-DISK Woman
She remembers everything, FOREVER.

RAM Woman
She forgets about you, the moment you turn her off.

WINDOWS Woman
Everyone knows that she can't do a thing right, but no one can live without her.

EXCEL Woman
They say she can do a lot of things but you mostly use her for your four basic needs.

SCREENSAVER Woman
She is good for nothing but at least she is fun!

INTERNET Woman
Difficult to access.
 
SERVER Woman
Always busy when you need her.
 
MULTIMEDIA Woman
She makes horrible things look beautiful.
 
CD-ROM Woman
She is always faster and faster.

E-MAIL Woman
Every ten things she says, eight are nonsense.
 
VIRUS Woman
 Also known as "WIFE"; when you are not expecting her, she comes, installs herself and uses all your resources. If you try to uninstall her you will lose something, if you don't try to uninstall her you will lose everything...

Sent by Ambar Nanavaty,
Larsen & Toubro Limited, Ahmedabad, Email: ambar_nana@yahoo.com

New Draft

Ever wondered how a HR Manager could write a love letter to his girlfriend??

To,
Ms. Juliet
 
Sub: Offer of love!

Dearest Ms Juliet,
 
I am very happy to inform you that I have fallen in Love with you since the 14th of October (Saturday).
 
With reference to the meeting held between us on the 13th of Oct. at 1500 hrs, I would like to present myself as a prospective lover. Our love affair would be on probation for a period of three months and depending on compatibility, would be made permanent.

Of course, upon completion of probation, there will be continuous on the job training and performance appraisal schemes leading up to promotion from lover to spouse.
 
The expenses incurred for coffee and entertainment would initially be shared equally between us. Later, based on your performance. I might take up a larger share of the expenses. However I am broadminded enough to be taken care of, on your expense account.
 
I request you to kindly respond within 30 days of receiving this letter, failing which, this offer would be cancelled without further notice and I shall be considering someone else. I would be happy, if you could forward this letter to your sister, if you do not wish to take up this offer.
 
Wish you all the best!
 
Thanking you in anticipation 'n' sincerely,
HR Manager

Forwarded to me by a lady who is not an HR Professional. This is her impression about us! True, HR Managers need to do lot of image building in organization.

 

Amit Sachdev, Cons India HR Services Ltd , Bangalore

Amit's clearly stated professional objectives are: To utilize my interpersonal and organizational skills in the field of Human Resource Management by adding value at middle level of an organization through best HR Practices & Talent Search.

He has done MPM and has well-rounded, comprehensive & rich 4 years' experience in all aspects of HR.

Email: iamamits@yahoo.co.in

LOVE YOUR JOB, BUT NEVER FALL IN LOVE WITH YOUR COMPANY BCOZ U NEVER KNOW WHEN COMPANY STOPS LOVING YOU - Narayana Murthy

I know people who work 12 hours a day, six days a week, or more. Some people do so because of a work emergency where the long hours are only temporary. Other people I know have put in these hours for years. I don't know if they are working all these hours, but I do know they are in the office this long. Others put in long office hours because they are addicted to the workplace.

Whatever the reason for putting in overtime, working long hours over the long term is harmful to the person and to the organization. There are things managers can do to change this for everyone's benefit. Being in the office long hours, over long periods of time, makes way for potential errors.

My colleagues who are in the office long hours frequently make mistakes caused by fatigue. Correcting these mistakes requires their time as well as the time and energy of others. I have seen people work Tuesday through Friday to correct mistakes made after 5 PM on Monday.

Another problem is that people who are in the office long hours are not pleasant company. They often complain about other people (who aren't working as hard); they are irritable, or cranky, or even angry. Other people avoid them. Such behavior poses problems, where work goes much better when people work together instead of avoiding one another.

As Managers, there are things we can do to help people leave the office. First and foremost is to set the example and go home ourselves. I work with a manager who chides people for working long hours. His words quickly lose their meaning when he sends these chiding group e-mails with a time-stamp of 2 AM, Sunday.

Second is to encourage people to put some balance in their lives. For instance, here is a guideline I find helpful:

1) Wake up, eat a good breakfast, and go to work.
2) Work hard and smart for eight or nine hours.
3) Go home.
4) Read the books/comics, watch a funny movie, dig in the dirt, play with your kids, etc.
5) Eat well and sleep well.

This is called recreating. Doing steps 1, 3, 4, and 5 enable step 2.Working regular hours and recreating daily are simple concepts. They are hard for some of us because that requires 'personal change'. They are possible since we all have the power to choose to do them.

In considering the issue of overtime, I am reminded of my oldest son. When he was a toddler, if people were visiting the apartment, he would not fall asleep no matter how long the visit, and no matter what time of day it was. He would fight off sleep until the visitors left. It was as if he was afraid that he would miss something. Once our visitors' left, he would go to sleep. By this time, however, he was over tired and would scream through half the night with nightmares. He, my wife, and I, all paid the price for his fear of missing out.

Perhaps some people put in such long hours because they don't want to miss anything when they leave the office. The trouble with this is that events will never stop happening. That is life !! Things happen 24 hours a day. Allowing for little rest is not ultimately practical. So, take a nap. Things will happen while you're asleep, but you will have the energy to catch up when you wake.
Hence "LOVE YOUR JOB BUT NEVER FALL IN LOVE WITH YOUR COMPANY".
 

Sent by Mr Sushanta Ganguly
Head-HR for ECC Division, Larsen & Toubro Limited, Chennai

 

6. Ms. Eileen's response on Dr TV Rao's Presentation - Eileen Broer

[Ms Eileen finds a parallel between evolutions of HR & HRD in USA, China & India. She recommends Gestalt Institute / gestalt psychology for HRD professionals who wish to work on Organization Development and even become future CEOs.]

Dear Dr. Rao:

I have been in the Human Resources and Organization Development fields for over thirty years in the United States. I have worked in HR in all positions and have been Head (Director / VP / Corporate VP) for three Fortune 500 companies in the U.S..

You can imagine that over those thirty years, I have seen the field go through tremendous change and growth -- similar to what is happening now in India, as I can gather from the talk you delivered and copied for us here. I recall the title of my Department changing from: (1) Personnel (2) Employee Relations (3) Human Resources, reflecting the changes in the HR function during the 1970's.

The transition that I found most striking for myself was the discovery in the mid-1970's of the field of Organization Development. Previous to that (in hindsight), I believe I had managed HR in an OD way, always looking at the organization as a living system and making interventions into it with that in mind. In 1974, I went to a workshop at the Gestalt Institute of Cleveland ( http://www.gestaltcleveland.org  ) and discovered that I was doing Organization Development, as well as what was considered Human Resources management.

Subsequent to that workshop at Gestalt Institute of Cleveland, I returned to the Institute to attend their 18 month program called "Organization and Systems Development." I followed that with two one-year intensives on (1) Working with Groups, and (2) Working with Couples and Two-person Systems. I highly recommend the Gestalt Institute to anyone interested in incorporating
organization development principles into their HR work, and seeing their work in the larger context of developing the organization. This would be especially helpful to the category of professional you describe as Future CEO's, but would inform the work of every category of professional you describe.

I have been an OD consultant since 1985. I lived and worked in China from 1997-2000, and I felt like I was having deja vu, or going back in time. I can see China going through the same steps, but much more quickly, as they benefit from what has been learned in the fields during the last thirty years, in the same way that the Chinese went right to cell phones and skipped the step of putting line phones in every home. This is true in other technologies, as well.

I am glad to participate in the conversation here and to answer any questions that anyone has.

With best regards,

Eileen Broer

President,
The Human Dimension
ebroer@humandimension.org
"Helping organizations grow for thirty years"

 

1. They live well below their means.
2. They allocate their time, energy and money efficiently to build their wealth.
3. They believe that financial independence is more important than social status.
4. Their parents did not provide economic outpatient care.
5. Their adult children are economically self-sufficient.
6. They are proficient in targeting market opportunities.
7. They chose the right occupations.

Contributed by Nanci McGraw,  www.Nanci.org

 

Reply on Maternity Leave

Reply

Dear Nazneen,

Requirement of six month's service for grant of Maternity Leave is is not valid as per Maternity
Benefits Acts.

You must be having a medical exam for all new recruits. In this, the fact of carrying a child is
brought out.

So if your requirement is very urgent, the way out is to extend the joining time. In other words,
request such staff to join after the child birth & settling proper care for the child.

regards

Rajeev

Query

Hello,

can you help me with policy on Maternity Leave & Benefits. I am looking at the legal implications of stating that Maternity Leave & Benefit will be for females who have worked for atleast 6months prior to availing the benefit.

Will appreciate your comments.

regards
Nazneen
Manager - HR
nazneen@vaids-india.com

Help on Cross-Cultural Training

Dear Members,

Require Chennai / Bangalore based Cross-cultural training and relocation service for IT professionals on projects in UK & USA .

We require to organize for a training program in our organization on Cross Cultural aspects for US and UK culture.

Can you please help me by your inputs on which training institutions conduct this kind of training in Chennai / Bangalore.

Any inputs from your side will be very helpful.

Can you address all your inputs to
roselind_antony@hotmail.com  / roselinea@expertus.com

Regards,

Roselind

 

[Free Service: Employers & Consultants can email their job vacancies to Alka@HREra.com . We reach them to 2500 HR professionals for free]

HR Professional, US-Based Company, National Capital Region

Hi

Our client is a US based company and has now setup a back office operations in the NCR region. They are looking for an HR professional with solid HR experience. Candidates working in IT/ ITES/ Knowledge Based businesses with experience in handling specialized recruitments (not bulk recruitments as in a call center).

The candidate should be able to create a growth led environment and introduce policies that would help the Candidates from Delhi and NCR would be preferred. However outstation candidates who are willing to relocate and can manage their housing in Delhi can also apply.

Salary is not a constraint for the right candidate.

Please send yr resumes asap on this email id itself.

Regards

Team
Gamson Consultants
New Delhi

Email: gamson_consultants@yahoo.com

Resource Manager, Processed Foods Company, Mumbai

Hi,

We are looking for a Resource Manager with around 8 + Years of Exp. The candidate should be MBA. Should have worked with corporates and also have some experience with recruitment agencies preferable form the FMCG/Pahrmaceutical industry.

The detail profile is as follows:

Responsibility - GM- HRD / CEO (Processed Foods)
Location - Mumbai
Job Purpose
Primary - To identify, attract and get on board appropriate and competent employees.
Secondary - Assist in developing / administering other HR Policies/ systems/ procedures
i.e. particularly training & development

Job Responsibilities
To develop job profiles for the positions as per Manpower Plans.
To develop sourcing strategies for various positions / levels.
To identify recruitment agency partners and build effective relationships.
To design appropriate systems/ methods to ensure right selection.
To assist in the settling down of new employees.
Attractive Salary. (not a constraint for the right candidate)

Regards
For Disha Human Resource Consultancy

Kavita Hans
022 - 33495933

Email: disha_hrc@hotmail.com

 

New magazine: Training & Management

Dear Members,

We would like to introduce a premier magazine, Training & Management, to you.

Training & Management is India’s first and foremost magazine on training, HR and management issues. It is a niche segment national publication, which caters to management executives, HRD professionals, corporate trainers and entrepreneurs. This magazine focuses on a wide gamut of topics, issues and subjects related to these fields - in short it covers the nuts and bolts of
these industries.

Today, we command
- a subscription base of 7,100+ copies
- a monthly circulation amongst 12,600+ professionals in the fields of management, human resources and training.
- an extensive readership of 44,600+ individuals
This gives us a place of pride in the Indian industry. These figures are on the rise every day.

We would like an association with your organization in terms of advertisement and subscriptions on a long - term basis.

To receive a sample copy for reading please call us or write to us with your complete address with telephone numbers.

Regards
Sumeet Grover
Regional Coordinator- Training & Management
Chennai : 24335596 / 24331872
Bangalore : 9845611642

Girish Grover [girishgrover_tm@hotmail.com]

 

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