Sharing & Growing

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  

Contents

1. Moderator's Space

2. The 21 Irrefutable Laws of Leadership - Book Review by Muralidharan

3. Tomato Soup for the Soul - sent by Ambar Nanavaty & Ravi

4. HR in News – by V.S.Sathiyamoorthy

Parle Agro Adopts Counselling To Up Employee Motivation

5. New Members: Subhash Jain, Nagada, Indore  

6. Experience Shared:

Visiting Families of Staff Members - by Madanmohan, GM (Corp HRD), NeST 

7. Readers' Forum

Reply on Getting Info on HR Policies & Practices
Appreciations

8. Invitation from Members

Robert F. Gately on Identifying Young Leaders

9. Best HR Jobs (India)

10. Training Programs
 

HR Era is a Free fortnightly for HR Professionals with 2500 subscribers. To subscribe, simply send an email to HREra-subscribe@yahoogroups.com  . Visit our website at http://hrera.com
 

1. Moderator's Space

Dear Friends,

Diwakar Loshali from XLRI has offered to join HR Era's effort in bringing out this newletter. We welcome him whole heartedly.

You will see more from Diwakar in next issues.

warm regards

Rajeev B Bhatnagar

Rajeev@HREra.com
 

2. The 21 Irrefutable Laws of Leadership - Book Review by Muralidharan Ramakrishnan

Hi Folks..

I am deeply impressed with John Maxwell. I had managed to read his book on "The 21 Irrefutable Laws of Leadership" & the other one "The 17 Indisputable Laws of Teamwork" . To sum up they are "Just Brilliant".

The leadership book is well complimented by its online companion website at http://www.injoy.com/a21 . You are assessed on these 21 laws by a structured questionnaire, those who have what it takes to be a future leader, do give a try.
I managed to garner a cumulative 87% out of all assessments.

Here are the 21 laws. Very true indeed

LAW #1 The Law of the Lid
"Leadership Ability Determines a Person's Level of Effectiveness"

LAW #2 The Law of Influence
"The True Meaning of Leadership is Influence - Nothing More, Nothing Less"

LAW #3 The Law of Process
"Leadership Develops Daily, Not in a Day"

LAW #4 The Law of Navigation
"Anyone Can Steer the Ship, But It Takes a Leader to Chart the Course"

LAW #5 The Law of E.F. Hutton
"When the Real Leader Speaks, People Listen"

LAW #6 The Law of Solid Ground
"Trust Is the Foundation of Leadership"

LAW #7 The Law of Respect
"People Naturally Follow Leaders Stronger Than Themselves"

LAW #8 The Law of Intuition
"Leaders Evaluate Everything with a Leadership Bias"

LAW #9 The Law of Magnetism
"Who You Are Is Who You Attract"

LAW #10 The Law of Connection
"Leaders Touch a Heart Before They Ask for a Hand"

LAW #11 The Law of the Inner Circle
"A Leader's Potential Is Determined by Those Closest to Him"

LAW #12 The Law of Empowerment
"Only Secure Leaders Give Power to Others"

LAW #13 The Law of Reproduction
"It Takes a Leader to Raise Up a Leader"

LAW #14 The Law of Buy-In
"People Buy Into the Leader, Then the Vision"

LAW #15 The Law of Victory
"Leaders Find a Way for the Team to Win"

LAW #16 The Law of the Big Mo
"Momentum Is a Leader's Best Friend"

LAW #17 The Law of Priorities
"Leaders Understand That Activity Is Not Necessarily Accomplishment"

LAW #18 The Law of Sacrifice
"A Leader Must Give Up to Go Up"

LAW #19 The Law of Timing
"When to Lead Is As Important As What to Do and Where to Go"

LAW #20 The Law of Explosive Growth
"To Add Growth, Lead Followers - To Multiply, Lead Leaders"

LAW #21 The Law of Legacy
"A Leader's Lasting Value Is Measured by Succession"

There is an online companion website for the teamwork book too at
http://www.injoy.com/17LOT/, I am yet to try those assessments.

Thanks and Regards
Murali
 

Contributed by Muralidharan Ramakrishnan

Email: rammuraly@yahoo.co.uk

3. Tomato Soup for the Soul - sent by Ambar Nanavaty

TELLING A LIE is...

A FAULT for a little boy,

An ART for a lover,

An ACCOMPLISHMENT for a bachelor

and a

MATTER OF SURVIVAL for a married man!

Sent by Ambar Nanavaty
ambar_nana@yahoo.com
 

 

 The Computer Freak

Sent by Ravi
robeendar@fastmail.fm

4. HR in News – by V.S.Sathiyamoorthy

Parle Agro Adopts Counselling To Up Employee Motivation ( October '25,2002, FE)

[This is the second article in series  'HR in news'. It highlights Parle Agro's HR practices for attempting to involve the full / whole employee (body & mind) in work, which cannot be achieved by monetary compensation alone.]

In a bid to accelerate employee performance, Parle Agro Ltd has embarked on a strategic counselling programme. To enhance the contribution of employees towards business, the company has also deployed a human resource (HR) initiative termed ‘shop adoption’.

Says Parle Agro Ltd director (operations) Schauna Chauhan: “These are some of the new approaches that we have adopted to motivate employees to increase their output. In fact, these are a departure from the conventional initiatives of merely bestowing monetary increments and rewards to sustain the performance and motivation levels of employees.”

Further, Ms Chauhan affirms that the moves are based on the understanding that the performance aspect of the personality is directly linked with other ‘human’ aspects of the individual that go beyond mere monetary rewards.

In sync with this approach, the company is conducting a programme termed ‘regular visits by psychologists’. Informs Ms Chauhan: “Our endeavour here is to conduct compulsory interface between team members and qualified psychologists with the entire initiative being taken up
by our HR department.”

Accordingly, each member is exposed to the psychologist to whom they can narrate experiences from their personal and professional lives and ask for remedies in the event of a problem. “A confidential report is then given to the HR department about every team member consisting of the personality type of the employees and the specific factors that would optimise their performance.”

According to Ms Chauhan, such interventions also enable the company to extend the ‘self’ aspect of a human being to the work that has been assigned to them, so as to create a sense of ownership in whatever the person does.

Adds Ms Chauhan: “This is to drive home the belief that even in the Indian context the wholesome involvement of ‘self’ cannot come entirely through monetary incentives.”

Elaborating on the ‘shop adoption’ concept, says Ms Chauhan, “This is one HR effort where the attempt is to directly integrate people management with business enhancement.” Accordingly, all Parle Agro employees in offices all over India are asked to adopt at least three shops in their respective residential areas and make sure that the shops stock Parle Agro products at all times.

Informs Ms Chauhan: “This not only makes a sizable difference to sales but is handy in strengthening the core business of the company in which distribution and relation with retail outlets are critical.”

According to the company, all these go a long way in enhancing the performance of team members and binds them to the organisation on a long- term basis. The key here is to strike an emotional chord with the team members in order to create a sense of ownership.

Commenting on Parle Agro’s people management initiatives says Mumbai-based HR consultancy People Consult India Ltd’s Vishwajit Nair: “There are several modes by which companies are trying to drive a sense of ownership to work since work loyalty as a concept is increasingly assuming significance in driving win-win employee performance.”

There is need to integrate the initiatives with an action plan of providing career opportunities and communicating to the employees future assignments that can enhance the challenge quotient, adds Mr Nair.

Sent by by V.S.Sathiyamoorthy

Larsen & Toubro Limited, Mumbai. Email: vssm@lntecc.com

5. New Members

Subhash Jain, Nagada, Indore

Subhash is a senior HR Professional. He has about 35 years' experience in HR, especially Training & development, after obtaining a PG in Science.

He has conducted programmes 36 batches of Managerial Assessment of  Proficiency (MAP). It is a unique programme developed by Training House NJ, USA. It is a 3 day program.

He has also conducted training Managerial Styles and Communication Values(36 batches), Performance Management Skills ,Transactional Analysis (41 batches), Interpersonal Skills, Team Building, Motivation, Creativity etc.

Contact: subhashjain@adityabirla.com  Tele: (07366) 245311
 

6. Experience Shared: Visiting Families of Staff Members - by Madanmohan, GM (Corp HRD), NeST 

Dear Mr. Sathiyamurthy

I have read the write up on LG - Family Ambassador posted (in last issue of HR Era). I wish to share my experience of implementing a similar HR initiative in a small company (head count 150 only) which is a wholly owned subsidiary of a Fortune 500 Multinational.

A small representative team drawn from Prodn. QA, A/c, Sales etc and I visited every employees
house at regular intervals. This used to be a totally unofficial family visit. We never forgot to
buy something for the children in the house we visited. Always we were entertained on such
occasions and took food with the family and took photographs with them.

At the end of the year I was a house hold name and a friend in each of the families of our
employees. Even children used to ask their parents about me. We made a photo album of all the photographs of such family visits and released on the Company Annual Day in which all employees and family members were present. We also drew a lottery with the names of all the housewives of the homes we visited and gave a good prize to the winner. The impact was excellent.

Yes; I do agree with your caution about repetitiveness of such HR initiatives.

Thanks
madan

Shared by Madanmohan

General Manager - Corporate HRD , NeST Group of Companies , CSEZ, Cochin 682037
Tele: 91 484 422868 , e-mail: madanmohan@nestcorp.net 

[This refers Satya's item in last issue titled "LG Tunes In To Family Ambassadors"]
 

7. Readers’ Forum

Reply on Getting Info on HR Policies & Practices

Dear Saritha,

Your experience is right. Many HR Professionals are not comfortable sharing very specific information. You appear to be targeting competitors organisations.

One way out is to personally meet s few senior HR Professionals with a copy of your policies and practices. In the meeting request for their suggestions. This surely will get you enough good suggestions & ideas for making a meaningful proposal to your management.

regards

Rajeev

Dear Sir,

I am a member to HR ERA and its a pleasure reading thru the compilation. I am working with a telecommunication company in HR Dept. We are basically infrastructure builders in civil and telecom area. At the inception of the company (4 yrs ago) the HR policies and procedures were formulated. Now as the company is growing in manpower and operations there is a need to modify the existing set policies.

We have been asked to survey the industry standards and come out with suggestions which will be presented in a forum. The areas where a relook is required in Salary structure;
Allowance at site and Personal Appraisal system.

I would request you to suggest , as to how to go abt getting this information as these info are not disclosed by companies.

Kindly advise.

Thanks and Regards,
Saritha

saritha@asterteleservices.com

Appreciations on HR Era, Issue 43, Picking the Right Leaders

Thank you Rajiv ! I really enjoy reading this mail........

With Regards,

Bharat Mehta

bharat.mehta@medtronic.com]

8. Invitation from Members

Robert F. Gately on Identifying Young Leaders

Here is Robert's response to our summary of "Are You Picking the Right Leaders?". He invites you to visit his website at http://go.ourworld.nu/gately

Hello Rajeev:

"Based on their experience, S&B believe that leadership talent is hard wired in people before they reach their mid 20s."

Have you read the book "First Break All the Rules"? The authors support that viewpoint. Our work also supports it.

"In other words, as far as leadership is concerned, managers are reasonably complete packages by the time they arrive at the corporate door-step."

Now that is an insight.

"Hence corporates should focus their energies on accurately identifying the leadership potential."

That is my business and our clients do it easily.

Employers lose their best leaders before the leaders turn 30 years old. The problem is as mentioned in your email, the inability to identify who has the talent to lead the organization in the long term.

Bob

Robert F. Gately, PE, MBA
508-634-7748
508-634-0670 Fax
http://go.ourworld.nu/gately

 

9. Best HR Jobs

Technical Recruiter, Top IT Company, Chennai

Dear Friends,

We have an URGENT requirement.

A Top IT company in Chennai having global presence in US, Europe, Asia Pacific and Far East market is looking at a technical recruiter with about 4+ yrs of experience.

The candidate would be responsible for the entire hiring process of the company from sourcing, screening, short-listing, and closing of the candidate. He would also be involved in international staffing operations and hence the position demands excellent communication skills.

If required, the person might be required to travel overseas to understand the requirements and work in close co-ordination with overseas offices for their staffing requirements.

The candidate should have about 4+ yrs of experience in IT recruitments. Compensation is not a constraint for the right candidate.

Interested candidates please send me your resumes mentioning your current contact details and compensation ASAP.

The requirement is very urgent.

The resumes can be sent to recruitment_consultants@hotmail.com .

Thanks & Regards

Narayanan


Officer HRM, Genisys Group,

Dear Friends,

We have an immediate requirement in our HR department

Position : Officer HRM

Reporting to: GM-HRM

Years of experience : 2-3 years in HR ( Software and ITES recruitment )

Skills required:

Excellent communication & Interpersonal skills, Able to manage entire recruitment for software and ITES division, Able to manage mass recruitment, Able to headhunt, Able to source through own contacts, Able to meet the stiff deadline, Thorough understanding of the market, Good network in the industry, Coordinate/conduct training programmes.


Qualification: MBA ( HR)/MSW/PG Diploma in HR from any institute of repute

Joining time: Immediate

Contact person: Balakrishna Shetty - Manager -HRM
balakrishna.shetty@genisys-group.com

regards

Balakrishna

Trainers on Consultantcy Basis, Indore (MP)

Dear Friends

I am looking for the Trainer's who are specialised in conducting soft skills, Behavioural & Attitudinal Programmes from Indore.

As I am involved in offering above said programmes for various Indore corporates, I would like to take the services of few external trainers who are available on assignment basis. Anybody interested, do send the profile to my ID: vinov71@sify.com

For our reference, please send your profile for our perusal.

Looking for the positive response at the earliest.

With regards

Vinod Variar

10. Training Programs 

INTERACTIVE WORKSHOPS ON COMMUNICATION SKILLS

FLUENCY IN ENGLISH,

COMMUNICATION SKILLS,

PRESENTATION SKILLS/PUBLIC SPEAKING AND

BUSINESS WRITING THROUGH SEPARATE INTER-ACTIVE WORKSHOPS)
 

Copyright (C) 2003 by HREra.com