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HR Era, Issue # 42,
Sep 21st, 2003
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Writing down what we have learned
from experience or reading, sharpens our own understanding & thinking on
the subject. Publishing it (in HR Era) adds value because we gain from
critical as well as appreciative comments of readers. Publishing
also makes us well-known amongst fellow professionals & makes our
contribution permanent.
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
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Contents
1. Moderator's Space
2. Managing
Performance Every Day
- by Lora J Adrianse
3. Tomato Soup for the Soul
4. New Members
Richard J Byrne, Director
(Compensation & Benefits), Kaiser Aluminum &
Chemical Corporation, USA
5. My Favorite Quotes
- sent by Neeta Bhatnagar
6. Inspirational Story:
A Gift More Powerful Than
Sight
- by R. Rajan
7. The 5 Layer Framework
- by Ramkumar R S
8. Readers' Forum
Query on Payment of Salary to Foreign
Nationals
- G Sugumar
9. Best HR Jobs (India)
10. Training Programs
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1. Moderator's
Space
Dear Friends,
We live in an era of Down-Sizing, Right-Sizing, Opti-Sizing. In
India, many know it as Voluntary Retirement Scheme.
Even though I am a hard-core HR professional, such drastic HR
interventions always affect me. I wonder: is there what can we do
to avoid or minimize such actions?
Yes, there is. Please read Lora's article on Performance
Management! We need to introduce & stabilise appropriate HR
systems & processes for performance feedback and coaching.
warm regards
Rajeev B Bhatnagar
Rajeev@HREra.com
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2. Managing Performance Every Day
- by Lora J Adrianse © 2003
The scenario…
The company has decided it needs to
eliminate costs. Hundreds of jobs are on the line. The executives of each division have been
directed to cut costs by 35%. The tension throughout the company is so thick you can cut it
with a knife. You know some departments will be totally eliminated because the work can be
outsourced to save money.
You are a manager with over 20 years
of seniority and you know your department is NOT being eliminated. You breathe a sigh of
relief; after all, you do have personal ties to the owners. You show up for a weekly meeting with your
boss, and he catches you off guard…your job has been eliminated. Your world changes in an
instant! You don't understand! Your performance reviews have been good for 20+ years! You've
done your job! Nobody has ever told you that you're NOT doing a good job! The shock
consumes you in the months to come as you try to make sense of it all.
(What you don't know is that you have
long had a reputation of someone who is extremely difficult to work with. Your many
internal customers have complained about you all along. You shrugged off the complaints, and your
boss chose not to deal with it or reflect it in your performance reviews.)
This scenario is in fact real!
Unfortunately, corporations dealt with the same scenario (with a
few details changed) over and over again.
The lesson learned here…"Inadequate performance management systems" damage individuals
and companies.
For the past few years' companies have
furiously worked to upgrade the effectiveness of their performance management systems. They
are establishing core competencies, identifying performance objectives and measures,
and even talking about ongoing coaching.
A 2002 study by Mercer Human Resource
Consulting reveals that ongoing coaching is still in short supply! The data indicates that 78% of
employees surveyed said their managers routinely conduct annual performance reviews.
It
also indicated that 26% said managers routinely provide ongoing performance feedback
and coaching.
Reality Check
Could you be blindsided by a scenario
similar to the one mentioned earlier?
My personal belief is that managers
(at all levels) don't give feedback or coach on an ongoing basis because they don't know how.
Today, there are a multitude of
training programs and support systems for managers who really want to learn to coach on an ongoing
basis. They can get their own coach or they can attend a workshop like "The Coaching Clinic
©". More info can be found at
www.connectionscoach.com
In the meantime, here are three ways
you can begin to manage performance every day through coaching:
Acknowledgement
Make time to acknowledge
contributions. Give credit where credit is due. Challenge them
to play a bigger game. Inspire them to
give the performance of a lifetime.
Development
Partner with them on projects. Do more
asking versus telling. Become genuinely curious in their ideas and concepts. Give them the lead
role. Support them when they stumble. Encourage them to get up and try again.
Provide Feedback
Be specific about what exactly makes
the difference. Teach them how they can make a difference (do more, do less, keep
doing). Incorporate "lessons learned" discussions into every project.
If your company is one that says, "Our
employees are our greatest assets", now is the time to walk the talk. By providing ongoing
coaching, you'll be managing performance every day.
And most of all, your employees will
feel like they are your greatest assets.
Contributed by Lora J Adriaanse
Lora J Adrianse is the owner of
Essential Connections. She is a Coach, Consultant and
Facilitator who specializes in the development
managers and business owners. She recently left a longterm corporate career to focus on her
passion for helping others bring out the best in themselves through the use of Emotional
Intelligence. She can be reached through her website
www.connectionscoach.com
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3. Tomato Soup for the Soul
The little boy sat next to the older lady sitting on a bench at the beach." Do you believe in God?" He asked, "yes" she said intrigued.
After two minutes he cleared his throat and said,"Do you go to church?" She nodded."Every Sunday?" She nodded again wondering what it was all leading upto..
A Brief silence and the boy looked at her again " How much money do you put in the collection plate?" "A dollar or two"she
said.
The boy looked relieved and dug into his pocket." Do mind keeping my quarter while I go for swim?"
Contributed by Vinod Unni,
Email: vinodvariar@yahoo.co.in
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4. New Members
Richard J Byrne, Director (Compensation &
Benefits), Kaiser Aluminum &
Chemical Corporation, USA
Richard's last assigmnt was as Director (Compensation & Benefits),
Kaiser Aluminum & Chemical Corporation, USA, till Oct 2002. Proir
to that he worked with Crowley Maritime Corporation, San
Francisco, CA.
He has done B.A. in Liberal Arts from University of Washington and
is also has a Certified Compensation Professional (CCP)
certification.
Richard has worked in Executive level positions in HR with
emphasis on employee benefits and compensation and accounting
management. He works effectively with people has solid business
acumen.
Richard is looking for a leadership position in Human Resources.
Email: Rjbyrne226@aol.com
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5.
My Favorite Quotes
- sent by Neeta Bhatnagar
"Crowds part. Eyes follow. Heads turn to look. It's as certain as
the sun: people make way for someone who is on Purpose. This is
the person
who knows what they are DOing, where they are going, and thus why
they are here. " -
Nanci McGraw
"The
problem is not that there are problems. The problem is expecting otherwise
and thinking that having problems is a problem." ~
Theodore Rubin
"Persistence
is what makes the impossible possible, the possible likely and the likely
definite." ~
Robert Half
Sent by Neeta Bhatngar
Email: Neeta@mdli.com
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6. Inspirational Story :
A Gift More Powerful Than
Sight
- by R. Rajan
Due to a medical misdiagnosis,
she became blind. And all she had
to cling to was her husband.
He was an Army officer and determined to help
his wife gain the strength and confidence she needed to become independent
again.
Finally, she felt ready to return to her job.
She used to take the bus, but was now too frightened to get around the city
by herself. He volunteered to drive her to work each day, even though they
worked at opposite ends of the city.
Soon, however, he realized the arrangement wasn't working.
Just as he predicted, she was horrified at
the idea of taking the bus again. "I'm blind!" she responded
bitterly. "How am I supposed to know where I am going? I feel like
you're abandoning me."
His heart broke to hear these words. He
promised her that each morning and evening he would ride the bus with her,
for as long as it took, until she got the hang of it.
For two solid weeks, he accompanied her to
and from work each day. He taught her how to rely on her other senses,
specifically her hearing, to determine where she was and how to adapt to
her new environment. He helped her befriend the bus drivers who could watch
out for her, and save her a seat.
Monday morning arrived. She said good-bye, and for the first
time, they went their separate ways. Her eyes filled with tears of gratitude for
his loyalty, his patience, and his love. Each day on her own went perfectly. She was
doing it! She was going to work all by herself.
On Friday morning, as she was about to exit
the bus, the driver said, "Hi, I sure do envy you." Curious, she asked the driver, "Why do you say
that you envy me?" The driver responded, "It must feel good to be
taken care of and protected like you are." She had no idea what the driver was talking
about, and again asked, "What do you mean?"
The driver answered, “Every morning for the
past week, a fine looking gentleman in a military uniform has been standing
across the corner watching you as you get off the bus. He makes sure you
cross the street safely and he watches until you enter your office
building. Then he blows you a kiss, gives you a little salute and walks
away. You are one lucky lady."
Tears of happiness poured down
her cheeks. For although she couldn't physically see him, she had always
felt his presence. She was lucky, so lucky, for he had given her a gift
more powerful than sight, a gift she didn't need to see to believe - the
gift of love that can bring light where there is darkness.
Do we have someone in
our life who has been there to support us through thick and thin?
Tell them how much we
love them and how much they mean to us.
Sent by R Rajan
Training Centre, Delphi TVS Diesel Systems Ltd. Email: rr.trg@fie.co.in
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7. The 5 Layer Framework
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by Ramkumar R S
Dear Friends,
Please find enclosed an explorative paper "Titled 5 layer
framework", It would be very helpful if I could get
some feedback, thoughts and comments from group members on the
usefulness of this model, so that I can go forward in
developing it further.
Thanks and Regards
Ramkumar R S
Senior Manager
Promanns Management Services Private Limited
+91 44 6210640 (4 lines)
Mobile 044 31025462
Applications of this
Framework
Each human being continuously evolves and
develops in all the 5 layers given in this article, over his or
her lifetime. Similarly an Organization also evolves and
develops in all the 5 layers.
One can map an individual or an organization
and also match them with each other, using this framework.
This 5 layer framework can be also be useful
for
- Organizational Diagnosis and Analysis
- Systemic Approach to Organizational Development
- Harmonizing and Synchronizing Organizational development
with Individual Development
- Individual Appraisal, Career Development and Career
Planning
- Job Design, Job Profiling, Internal or External
Recruitment
Now let us look at what these 5 layers are
1. The Physical Layer:
This is the body - which is by itself a
complex system - an integration of various sub-systems working
in harmony with each other.
There are three dimensions in which a human
body could be mapped:
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The Internal health dimension
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The external appearance dimension
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The kinesthetic (energy level) dimension
These dimensions translate in to "Medical
Fitness, Appearance / Looks, and Energy Levels of an Individual
2. The Personality Layer:
This represents the static patterns from
which a human being most often reacts to external situations.
This is an accumulated imprint of all past experiences and
conditioning. In Transaction Analysis Terms, this can be called
as the "SCRIPT". A particular stimulus almost always produces
the same type of habitual reaction.
Psychology, Psychometrics and Transaction
Analysis belong to this layer.
3. The Being
This is often referred as the HEART of a
human being, even though it does not refer to the physical
heart. This is the seat of Emotions that make a human being
RESPOND to emotional stimuli.
The Emotions that are part of the
Personality layer, have to be clearly differentiated from
the Emotions of the Being, because, the former is a
reaction / replay of past experiences and the later is a DYNAMIC
GENUNINE RESPONSE to a given situation in the Present moment.
If cultivated Virtues form part of the
Personality layer, spontaneous virtues belong to the Being.
Love, Compassion, Genuine care for people and
relationships are some of the qualities that belong to this
layer.
4. The Intellect or the
Human Consciousness
The Intelligence of a human being cannot be
equated with the accumulated knowledge in memory.
Accumulated knowledge in memory is part of a person's
personality. This will only help a person to handle familiar
situations for which the answers and solutions come from past
experience.
On the other hand, real Intelligence is the
ability to dynamically create value and solve unfamiliar
problems. The Intelligence of a human being has four dimensions
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Dissect, Analyze and understand - Analytical
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Connect, Integrate and comprehend - Holistic thinking
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Create value - Innovative / Entrepreneurial
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Communicate, Co-operate - Communication / Team building
5. Connection Layer to
the Supreme Intelligence or the Supreme Consciousness
The Supreme intelligence represents a larger
system within which the human system is embedded. If the Human
system is considered as a Wave rising and falling, the Supreme
Consciousness is the Ocean from which these waves rise and fall.
The Supreme Intelligence is the One that
drives all nature. A human being's ability to connect and be in
sync / harmony with this is critical.
Similarly, the limited human intelligence
often has to connect, tap, replenish, and re-align itself to the
Supreme Intelligence. Like the music instrument that needs
tuning at regular intervals, this process has to be done
periodically.
The following qualities belong to this layer:
Flexibility, Self-awareness, An ability to
face and use suffering, The ability to be inspired by a vision,
An ability to see connections between diverse things (thinking
holistically), A desire and capacity to cause as little harm as
possible, A tendency to probe and ask fundamental questions, An
ability to work against convention
The 5 Layers of an
Organization
Now let us look at the 5 layers of an Organization
An organization, is a system of a higher
order - a harmonious integration of various sub systems.
Much like a Human system, which is made of
cells structured and interconnected in a particular order, an
Organization is predominantly made of Human beings.
So the 5 layers of an organization will be
similar to the 5 layers of a human being.
- The Physical layer
(The collection of a body of human beings +
all other inert materials used by the organization)
- The Personality layer :
As time passes, an Organization also
acquires a personality, which is an accumulated imprint of its
past experiences, and conditionings. Most often an
Organization reacts from this layer.
- The Being
Like a Human being, an organization also
develops a core / heart / being which represents the spirit of
the organization.
Much like a sentence whose meaning is more
than the sum of meanings of the individual words, an
organization's being is more than that of the human beings
with which it is made of.
- The Intellect or the Organization's
Consciousness
An Organization has its own intelligence
with which it responds to situations, creates value and solves
problems. It is indeed derived from the intelligence of the
human beings in the organization, but goes much beyond that.
The focus here is more on the systems
and processes that interconnect the individual
intellects. The resulting intelligence of the organization is
many times more than that of the individuals.
- The Connection layer to the Supreme
Intelligence
Like a Human being, an organization also
has a connection to the supreme intelligence from where it
derives its mission, vision, and social responsibilities. An
organization too has to tune itself periodically to connect,
tap, replenish, and re-align itself to the Supreme
Intelligence.
The following qualities in this layer apply
to Organizations as well.
Flexibility, Self-awareness, An ability to
face and use suffering, The ability to be inspired by a vision,
An ability to see connections between diverse things (thinking
holistically), A desire and capacity to cause as little harm as
possible, A tendency to probe and ask fundamental questions, An
ability to work against convention
Mapping and Matching the 5 layers of
Individuals with that of the Organization
While trying to harmonize these two maps, we
should look for convergence or divergence over a period
of time instead of a static matching at a particular point in
time.
Suitable tools should be developed to map
individuals and organizations on these 5 layers. This however
will require multidisciplinary expertise corresponding to each
layer.
Contributed by R S
Ramakumar
The author is a Senior Manager at Promanns
Management Services Private Ltd and can be contacted at
ramkumar@promanns.com or
ramkumar@rsrinnovations.com
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8. Readers' Forum
[Please
email your replies directly to member asking the question with a
copy to us at Alka@HREra.com
for publishing. Email new questions directly to us. ]
Query on Payment of Salary to Foreign
Nationals
Dear fellow members,
Allow me to introduce myself as a HR professional working for
MGM Group of Companies, Chennai, as GM. I am writing this to seek the help of our fellow members in
connection with the rules/procedures governing remittance of salary to a
foreign national taken on contract.
Following is the background of the subject :-
* A foreign national (with technical background) is proposed to
he hired on contract for 12-24 months
* The foreign national wants his salary to be remitted in his
bank account abroad
* What is the procedure involved in remitting his salary from
India to a foreign bank account.
* Who is the appropriate authority whose clearance is required
? Is it RBI ?
* Which clause or section does this nature of transaction
figure in FEMA (Foreign Exchange Management Act earlier FERA) or Income
Tax.
May I appeal to our fellow members who have dealt with the
above or have the
knowledge of the above subject to help me with the required
information please.
Regards,
G.SUGUMAR
GM (Group HRD & Admin.), MGM Group of Companies, Chennai
E-mail id : sugumar@mgm.co.in
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9. Best HR Jobs
[Free
Service:
Employers & Consultants can email their job
vacancies to
Alka@HREra.com
. We reach them to 2500 HR professionals for free]
L
& D Consultant, IT Multinational, Bangalore & Hyderabad
I represent a recruitment
firm in Hyderabad (www.optionsindia.com), I have an excellent opening in
Hyderabad and Bangalore in a IT MNC which ranked among Fortune Top 100
organisation and a global leader in its field.
GENERAL SUMMARY:
Responsible
for design, implementation, administration, delivery, and operation of
professional, Leadership and Management Development programs to all levels
of personnel. Prepare curriculums including the method media and
documentation to be presented. Would be responsible for talent management
and Development of Front Line Managers.
PRINCIPAL DUTIES AND RESPONSIBILITIES:
1. Develop concise content, methods, and materials.
2. Develop and implement methods for evaluation of program
effectiveness.
3. Coordinate specific activities for employee training and
development programs.
4. Instruct participants in classroom and/or group
sessions.
5. Conduct research to develop specifications for content
of courses and training manuals.
6. Coordinate class arrangements.
7. Maintain records of customer training to provide
accurate information for self-maintenance certification.
KNOWLEDGE,
SKILLS, AND ABILITIES:
· Advanced Organizational
Development skills.
· Advanced Curriculum Design
skills.
· Advanced Facilitation skills.
· Advanced Needs
Assessment/Diagnostics skills.
· Advanced research and evaluation
skills.
· Advanced Adult Learning Theory
and subject matter understanding.
· Advanced Consulting skills.
· Advanced PC software and
spreadsheet applications.
· Authoritative training/delivery
skills.
· Authoritative PowerPoint skills.
· Authoritative presentation and
interpersonal skills.
· Authoritative verbal and written
communication skills.
· Prefer an MBA in HR
(or equivalent) with 6-8 years experience in Human Resources or
related field.
Pl send your CVs on Word
format ASAP to
tazeenrahman@yahoo.com
Thanx and regards
Tazeen Rahman
Options Executive Search
Pvt Ltd, 84 Anandnagar Hyderabad
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10. Training Programs
INSTITUTE OF HRD
BANGALORE
Presents
A
Two Days Workshop on
Performance Management
We are pleased to inform you that
a Two Days Workshop on
"Performance Management" is being organized
by Institute of HRD
on Sept. 26 & 27,
2003 at Hotel Atria,
Palace Road, Bangalore -560 001, for the benefit of HR Managers &
Executives, Team/Project Leaders, Personnel and Manpower
Professionals. The details of the workshop are as follows:
Workshop Contents:
The following aspects will be covered
in the workshop
1. Role of Performance Management in a
Competitive Era.
2. Designing a Performance Management
Systems.
3. Competency based approach to
Performance Management.
4. Assessment Methodologies.
5. 360 Degree Feedback & Appraisal.
6. Creating a Performance oriented
Culture.
7. Performance Counseling.
Workshop Particulars:
Dates: Sept. 26 - 27, 2003(Fri & Sat
)
Time: 9:30a.m- 5:30p.m
Venue: The Atria Hotel, Palace Road,
Bangalore- 560 001
For more
details kindly contact: J.Reuban
( Ph: 080-3436406, 3549645 )
.
Regards
J.Reuban
Coordinator
INSTITUTE OF HRD
# 12, I Floor, 80 Feet
Road
Near UTI Bank
R.T.Nagar Post
Bangalore- 560 032,
India
Phone: 080-3436406, 3549645,
E-mail: ihrd@vsnl.net
Redefining Excellence in Corporate Training
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Announcing!
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A two day Learning Packed Workshop
on:-
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Communication:
Enabling Relationships…
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Registration on
a First Come First Basis
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Perspective
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For details Click the links below
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Imagine life without
interactions…
Imagine interactions without relationships…
Imagine relationships without communication…
The words life, interaction and relationships would be
meaningless without communication. Communication facilitates interaction,
interaction results into relationships, and relationships form the basis
of life. To excel in life is to excel in relationships.
To make relationships more fruitful, to minimize conflicts, to
get most out of people, to be understood in the desired way… the wish
list is unending. The key to this wish list lies in understanding the
dynamics between communication and relationships. That is exactly what
this workshop attempts to achieve.
This workshop will be
accented towards professional and career related relationships.
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Workshop Design
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Methodology
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Schedule & Venue
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Participant Profile
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Faculty's Profile
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Workshop Benefits
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Registration & Fee
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Follow Up
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The two day workshop has been designed
to enable participants to appreciate the basic concepts of the
communication, unlearn some commonly held myths, absorb new understanding
and internalize it with activities, games and techniques of androgogy.
The participants will be able to apply this learning to his/her
relationships at work and at home as well.
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- Icebreakers.
- Relationships: The why and what and the
how’s.
- Understanding communication; Concepts and
Applications.
- Understanding Communication as a “Process”
and as a “Skill.”
- Some commonly held Myths and mindsets
about communication.
- How self perception of the receiver and
sender affects communication process.
- How perception of receiver in sender’s
mind affects communication.
- Role of Transaction analysis in maximizing
parallel transactions.
- Summarizing and Closure.
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The workshop is offered in a highly
interactive mode to internalize the learning. There will though be some
inductive inputs while detailing some critical concepts. The technique
that we have perfected in numerous sessions is to introduce a concept,
then maximize internalization by various techniques that help adults
learn. The general approach is one that induces spirit of inquiry,
participation, free exchange of ideas and is lots of FUN too.
The trainer encourages two way
learning. He is approachable, committed to help you maximize your
learning from this workshop.
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Dates
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On 27
& 28 of September 2003
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Venue
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At INDUS
HALL,
J W Marriott Hotel,
Juhu Tara Road, Juhu,
Mumbai, Tel. 56933049
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Timing
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Start Time
: 9: 00 a.m. Sharp
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End Time :
6:00 p.m.
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Who should attend: Persons or professionals who feel they can
draw more out of their current relationships!!! Professionals who have
other people reporting into them, professionals who have a lot of co-ordination
work with other departments. It will be useful for people who deal with
customers, vendors, dealers and/or employees. Typically, it will be
suited to people who have at least three years of working experience in
organizations.
Who should not attend:
- Professionals who expect this workshop
to be a two-day miracle.
- People who expect language transfer
skills.
- People who are not open to change.
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Mr. Pradeep Dhar is a '85 batch biosciences graduate and a
'88 batch MBA. He has rich and varied experience of 15 years. He has
worked with various respected Indian companies like Blow Plast Ltd, Usha
International Ltd. and Sterling Holiday Resorts Ltd. His last assignment
was as the National marketing and sales head. Five years back, he joined Vitasta
Consulting Pvt. Ltd. to head the organization. He picked up the
reigns when Vitasta inc. was a tiny little start up. He has helped
Vitasta Consulting to grow to its current size and market stature. Today
the client list of Vitasta Consulting makes an impressive reading. His
strengths are strong Leadership; Customer focus and People sensitivity.
He operates on the basis of strong Indian Values.
Mr. Dhar has also been a visiting
faculty to City's business schools. Pradeep has more than 1200 training
hours to his credit. He has successfully concluded business advisory
assignments with 06 Indian companies. These assignments included among
various other things, compensation design, organization structure
re-design, OD interventions, training and business coaching.
He is a certified member of NFNLP
USA and is trained in NLP techniques and also a basic member of ISABS
[Indian Society of Applied Behavioral Sciences].
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a. This workshop will focus on the refreshed
understanding of how communication process works, which will help you
achieve more through your current and new relationships.
b. This workshop will also generate
understanding as to how do you affect your own communication processes.
c.
This workshop will help you revisit some
age-old concepts and acquire some new learning regarding communication as
a process as well as skill.
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Registration:
·
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Email your
request for registration on
shailesh.p@vitasta.com
with a CC to
vitasta@vsnl.com
with "September 03 Communication program" in subject line.
·
You can also
call Mr. Shailesh Pandey on 25476846/7/9 for a registration request.
Fees:
§
The Program
fees for two days per participant is Rs. Ten Thousand Only
(Rs. 10,000/-). The program fees will include participation fees,
Workshop material, lunch and two teas only.
§
A single
corporate entity sponsoring two or more participants will be
offered discount.
§
Individuals
without corporate sponsorship wanting to participate in this program will
be offered 5% off on the program fees.
§
Cheque will
have to made favoring Vitasta Consulting Pvt. Ltd.
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This is the
level-1 of the program. There will be a Level-2 announced in due course.
These participants will be given preferential treatment and rebate in the
participation fees.
·
Participant
automatically becomes a member of an e-group moderated by Vitasta
Consulting that shares new knowledge, experiences and experiments within
the group. This unique tool reinforces and internalizes the learning that
was picked in the workshop.
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A 60 day free
hand holding period is offered to all participants to discuss and clear
all queries regarding the workshop either by voice and or email.
·
A feedback call
post the above mentioned period is made to analyze the internalization of
the learning and how in their each unique ways it is being implemented by
the participants.
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Copyright (C) 2003 by HREra.com |
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