HR Era,     Issue # 53,       Nov 21, 2004
 

CONTENTS

1. Moderator's Space

2. e-Learning : Rhetoric vs Reality - Gautam Ghosh

3. Knowledge, the Universal Differentiator - by Bray J. Brockbank

4. Offering a Free Leadership Development Online Course - Kathy Paauw

5. Re-inventing Your Life - by Anjali Khanna

6. Civility At Work: 20 Ways to Build a Kinder Workplace - sent by Ms Kavita Yadav

7. Beauty Tips from Audrey Hepburn - sent by Vinod K Bhatnagar

8. Training Programs (India)

9. Best HR Jobs (India)

10. Aims of HR Era, How to Contribute Articles.
 

HR Era is a free fortnightly for HR Professionals with more than 5700 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

E-Learning: Gautam gives an intro, Bray gives the indepth, and Kathy offers a complimentary experience. E-learning is destined to change Training and Development in a major way.

I met Anjali in 3rd National HRM Summit in Delhi. She topped in the HR Quiz there.  Next day she graciously agreed write for HR Era. Her article "Re-inventing Your Life" is in this issue. I feel she writes from her personal experience. Don't miss Anjali's article.

warm regards

Rajeev B Bhatnagar
Moderator

Rajeev@HREra.com
 

2. e-Learning : Rhetoric vs Reality - by Gautam Ghosh

With the advent of the internet into each facet of our lives, the vowel “e” has permeated all activities of the professional lives, or at least is threatening to. An area that is being impacted ( or promises to be) is Training and Development. This is being done by a phantom called e-learning. In this article I shall try to sift the hype and hyperbole from the truth and the concrete.

The origin of e-learning 

It is quite a maze when we try to figure the roots of e-learning. But its earlier version is the Computer Based Training (CBT) where material was stored on CD-ROMs and was a much needed relief from bulky books. Ever since content (the content which is actual knowledge) was stored in digital form it was amenable to conversion to Web Based Training (WBT) which could be accessed via a browser from any desktop with an intranet or internet connection. 

E-learning, or electronic learning, is the delivery of courses through electronic means. That usually means over the Web but it could also include anything from CD-ROM to satellite transmission. The definition of e-learning is broader than and includes the definitions of online learning, Web-based training, and computer-based training.  

Pre-Authoring Requirements: These are content which are offline and could be converted to WBT. These requirements are taken from the content owners (specifically people who deal with the content and know what learning objectives are needed from the course). These content owners are the testers and validators of e-learning. 

Content Development: This can be contracted out or developed in-house if the expertise and intellectual capital for doing it exists. 

Course Management: This is done by people trained on the e-learning system (also called as Learning Management System) and who know the functionality of the system and can act as administrators. 

External database interface: This is an area that needs to be developed so that external knowledge and learning can flow seamlessly into the system and keep the knowledge repository and base updated. This is an area where maximum work is needed in organisations. 

Delivery: e-learning is delivered through standard software like browsers, collaborative tools like chat and online discussion boards. 

The e-learning models

There are various models of e-learning, and they could be easily represented by the following diagram.

EPSS, or electronic performance support system, provides employees with the tools and online support they need to get their jobs done without the involvement of another person. What the learner was exposed to in the e-learning environment, he or she now experiences in the real application. There are two types of EPSS systems, embedded and stand-alone.

An embedded system is tied to a corporate application by an EPSS engineer and an application developer. Situations in which embedded EPSS is used include

·          Customer resource management (CRM): A database-driven application that helps customer service reps manage the customer experience. The EPSS portion is a roadmap of steps that the rep needs to perform, such as the order-taking process. A series of wizards or prompts within the CRM application reminds the rep what needs to take place next.

·          Manufacturing process or supply-chain management: A database-driven application that helps plant managers and engineers track inventory or perform supply-chain managment. The EPSS portion presents rules and concepts to the engineer or manager to aid in proper scheduling and decision support.

Stand-alone versions of EPSS are not tied to software applications but nonetheless guide the user through a series of actions that help them complete tasks. Examples include knowledge-based databases used to troubleshoot systems or applications, decision-support applications that ensure that HR processes are followed, and process-flow maps that guide installation technicians.

Online help is a searchable database of step-by-step instructions and another example of an EPSS program. It resides within an application and provides performance support on demand. It doesn't provide reasons or theory; it merely supplies the rote steps required to accomplish a task, much like the familiar Help menu in desktop applications.

Classroom Replication is merely replicating the classroom functions on a virtual level with the help of technologies like streaming video, webcasting, audio and collaboration tools.

Cons

1.     As with all “e” there is hype.

2.     Learning effectiveness might never match the level of classroom for a long time.

3.     Technology barriers like bandwidth will restrict and hamper the effectiveness of e-learning.

4.     It is only suitable for certain type of training needs like :

•          Awareness modules

•          Technology related subjects like e-mail etiquettes.

5.     It takes a long time to be operationalised.

6.     It will take a lot of time for people like trainers and trainees to get used to this new paradigm of e-learning.

Pros 

It offers tremendous cost savings in the long run for reusability.

It will continue to grow as a percentage of total training expenditure.

It can remove or rather mitigate the non-value added administration tasks that trainers have to do, letting them concentrate on value added work. 

The future 

As mentioned earlier trainers and trainees will need to let go of past assumptions of training and therefore there will be natural resistance of this change. It will push the authority and responsibility of learning squarely in the hands of the learners and will demand more from the trainers too. The demands could be in the form of learning new skills to deliver  training effectively in this new medium. There will be roles for the following three kinds of people because of e-learning

1.     Animation/ Multimedia developers: These will be the people who actually code and programme the e-learning modules

2.     Learning Consultants: These will be people with functional experience of the training and development industry who will act as functional consultants when a Learning Management system like Saba, Docent, Isopia-ILMS is to be deployed in an existing training establishment.

3.     Content Developers: These will be people who will ultimately convert the offline content to content suitable for e-learning and will be Instructional System Designers.  

Let’s get ready to embrace the future of Learning !       

Author: Gautam Ghosh

Gautan, when he wrote this article, was Sr. Executive - e-Learning and KM, Satyam Learning Centre, Satyam Computer Services Ltd. Email: gautamxl@rediffmail.com

Sharing and Growing

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

The critical and differentiating force of countries, organizations, and individuals lies in their knowledge and intelligence and how they use it in the new knowledge economy. Knowledge is the only real asset a company has anymore.

In recent years, the focus of organizational learning and training has shifted from traditional, new employee orientation and personal development seminars to continuous learning and development programs designed and implemented to provide employees with the knowledge resources necessary to successfully fulfill their roles and responsibilities. The goal of the new knowledge economy is to channel knowledge into ideas and use those ideas to create business solutions and competitive advantage. These ideas can then be channeled and used by the organization to thrive in an environment of intense competition, relentless change, and highly educated customers.

Organizations are burdened with channeling knowledge and ideas in the form of training and learning to employees more rapidly, more effectively, and in an even more efficient manner than ever. In an effort to meet these objectives, organizations are seeking to consolidate disparate knowledge and learning technologies into a centralized point of access and management, while leveraging existing investments (legacy systems, resources, etc.) in enterprise infrastructure in order to provide employees with simple, seamless access to knowledge, training and learning.

Solid and intense competition is forcing organizations to implement collaborative solutions that integrate internal systems and leverage existing (legacy) technology to harness the knowledge and intellectual capital that exists in the public domain, while utilizing knowledge and intellectual capital that resides across the organization and among suppliers, partners and customers.

Current Realities

The new economy is fueled by knowledge. Organizations possess incredible intellectual capital. The challenge has been, and continues to be, providing access to that capital and assembling it for development of best practices and collective learning. Once defined marketplaces are melding into one global marketplace. Human capital is now an asset to be scrupulously managed. Learning is a strategic advantage and weapon. Workforce supply is in flux - everyone's a free agent. The world is in a state of rapid-growth and hyper-efficiency - and its all beginning to blur at Internet speed.

In a recent IDC and eWorld survey (www.idc.com, IDC #24788, June 2001), training and education was rated in the top three applications integrated with U.S. organization Web sites. Nearly one-third of U.S. organizations have their training and education integrated with their Web sites. Training and education ranks third in priority (behind customer service and support and customer relationship management.) Over sixty-percent of large organizations are leading the way in integrating education and training with their Web sites - roughly the same as those who planned to integrate knowledge management and materials management into their Web sites.

Learning and training processes are becoming increasingly integrated into strategic organizational processes. Industries rapidly moving to integrate their training and education include: healthcare, government, education, banking, transportation, media, telecommunications, and utilities.

This training and learning comes in the form of e-learning. e-Learning portals offer customization, 24/7 accessibility, convenience and flexibility, cost effectiveness, just-in-time user-centric learning, and centralized management of knowledge

e-Learning Industry

The e-learning industry is comprised of three vendor segments: technology, content and services.

Technology: segment includes learning management systems (LMS), learning content management systems (LCMS), authoring tools, training delivery systems, enterprise resource planning (ERP), application service provider (ASP), live e-learning tools, streaming video, EPSS, testing and assessment tools.

Content: segment includes third-party content providers, books and magazine publishers, enterprises, subject matter experts (SME), government agencies, colleges, universities, schools, training organizations, e-learning portals, IT firms, and system integrators.

Services: segment includes enterprise information portals (EIP), corporate universities, learning service providers (LSP), content aggregators, learning consultants, consulting, professional services, certification service providers, collaboration services, and online mentoring services.

Even though many vendors are "pure-players," some offer "hybrid" solutions. Several vendors market themselves as e-learning portals, end-to-end solutions, blended e-learning solutions, best-of-breed technology, global learning management solutions, integrated learning and management systems, and e-Learning infrastructure technology.

Components of e-Learning

e-Learning components include: learning management system (LMS) or learning content management system (LCMS), content, collaboration, testing and assessment, skills and competency, e-commerce, and Internet video-based learning. A complete e-learning portal represents the total integration of multimedia, instructor-led, and real-time training - in a human, collaborative environment.

When implemented correctly, e-learning portals can help organizations develop and maintain a competitive advantage in the following areas:

• Recruitment and Selection: the attraction, evaluation, and hiring of new employees.

• Retention: the retention of intellectual capital (human capital).

• Learning and Career Development: classroom training, online learning, and other forms of learning activities.

• Rewards, Recognition, and Response: the recognition of individuals according to their ability to meet/exceed performance expectations as defined by the organization (according to appropriate business goals.)

• Succession Planning: the identification and development of peak performers with the appropriate competencies and skills needed to advance within the organization.

Defining the e-Learning Portal

There are basically two types of e-learning portals: external and internal. The first focuses on providing access to external learning services. The second focuses on providing access to all learning within the organization. Of course the internal portal may also include use and management of external learning and providers.

Essentially, an e-learning portal is a virtual environment set up by an organization to give users access to knowledge. These portals have also been called e-learning centers, online education centers, internal portals, corporate universities and virtual universities.

A portal is merely a vessel, framework, or infrastructure for training, learning and assessment of knowledge and competency. With the advent of e-learning portals, organizations now have tools to help knowledge workers aggregate, access and navigate through full or bite-sized "learning chunks" or "learning objects" from internal databases, repositories, courses and Web sites. The complete e-learning portal supports the learning cycle with various components of e-learning.

Intelligent Portals

The e-learning portal is an intelligent portal. The portal advises users on what skills and experience they need to advance to other levels in the organization, provide competency maps and assessment, and discussion forums related to essential learning themes - online learning communities. It recognizes what the user knows, certifications earned, experiences, and his ideal learning style.

As e-learning portal technology has evolved, navigation has become more sophisticated, content more relevant, and interfaces more user-friendly and intuitive. Until most recently, e-learning was offered only in the form of full, off-the-shelf, or customized courseware. However, users also need a way to efficiently turn their proprietary knowledge into effective e-learning content through content authoring tools. While general knowledge provides a necessary foundation, proprietary knowledge provides organizations with competitive advantage.

Full-Service e-Learning Portal

The complete or full-service e-learning portal supports the learning cycle with different components of e-learning. Many of these components are foundational to the learning process and are critical in creating a full-service e-learning portal. All components of a full-service e-learning portal are fully integrated with seamless transition from one component to the next.

The full-service e-learning portal is comprised of three stages: assessment, competency and learning evaluation. The assessment phase is composed of components for knowledge assessment, competency assessment, and learning evaluation. The preparation stage contains learning catalog, e-commerce, and enrollment components. The learning phase is comprised of learning activity, expert forum, and community components.

Assessment: assessing the learning needs of a user begins with an evaluation of his knowledge or competencies. This knowledge assessment is then compared with the competencies required for the job.

Preparation: the user makes preparations for fulfilling his learning need through creating a plan from the list of learning activities that would best meet his need.

Learning: the user engages in learning activities to build knowledge and develop competency (from experts forum to community collaboration.)

The learning cycle revolution is accomplished when increased competency is verified through user evaluation. Underpinning a successful, full-service learning portal is the inclusion of a learning management system (LMS).

Portal Technology

Portal technologies supporting open standards can be easily integrated into an organization's existing infrastructure. The portal needs to be operating system - and web server-neutral so that enterprises can host it on the platform of choice. The portal solution should be deployable and accessible across a variety of platforms and devices. With a platform, application, and device independent architecture, the e-learning portal provides optimal flexibility.

A modular approach provides the greatest flexibility and efficiency for building content, collaboration and commerce functionality. Moreover, current business climate and economies demand that enterprise technology have the capability to adapt to changes in the user base, and integrate with the most demanding applications. Many e-learning portals have been built from the ground up to be a true enterprise strength solution. This allows organizations to implement with confidence, knowing that their portal server can accommodate not only thousands, but also hundreds of thousands of users if required.

Next-Generation Portals

The ability to provide mobile, distributed workers organized access to the applications, knowledge, and information they need for sound decision-making has become vitally important for businesses striving to be productive, agile and profitable. The attractiveness of Web-based computing, combined with the need to expedite information access and learning, has fueled adoption of e-learning portals.

Open technology architecture will enable application access on virtually any device, including wireless and handheld communication devices and information appliances, platform independent. Mobile users will be able to move seamlessly from one device to another and receive consistent, personalized learning and knowledge.

Future e-learning portal features coming to market include better process integration, cascading portals, federated portals, business intelligence (BI), and knowledge management (KM). e-learning portals will connect directly and seamlessly with enterprise resource planning (ERP), business intelligence, customer relationship management (CRM) and other mission-critical enterprise systems.

Conclusion

The Internet and Web have marshaled in an unprecedented business and knowledge revolution. A revolution that represents a fundamental shift in the way business is conducted and managed. Over the last quarter century or so, the industrial world has transitioned from being deprived of data to being besieged by it.

With the Internet came speed, connectivity and intangible value - and the ability to "e-enable" all facets of business, including learning, knowledge and performance management. But with the e-enabled organization comes stockpiles of data and information - overwhelming the organization and learner.

e-Learning portals will drive the evolution from the information economy to the knowledge economy. Moreover, new technologies and the power and connectivity of the Internet will enable e-learning technology, content and service companies to develop critical learning resources - revolutionizing the way we mentor, train and learn. e-Learning portals will be portable.

The learning portal will be positioned as an integration and development platform - not a separate standalone application. The continued knowledge revolution will allow the e-learning portal to bring all information into a distinct, consistent, easily used interface while being fully integrated with other enterprise systems.

Author : Bray J. Brockbank

Bray J. Brockbank is a business, technology and marketing consultant for Learnframe, a KnowledgE-Commerce and eLearning infrastructure technologies company. He can be reached by email at bbrockbank@learnframe.com  . Article dated Jul 18, 2002.

© Copyright 1999-2004  ExpertMagazine.com. Reprinted with permission from ExpertMagazine.com.

[Kathy is offering a US$ 250 online course free to all of us. She wants to reach out to HR Era members. I am yet to try it out but it is here because the offer is time limited. There is nothing to lose and we may learn something about web-based learning tools.  - Rajeev]

Greetings!

Some of you on this listserv may be interested in the offer below, which I have sent to some of my management-level and HR clients...

Among the challenges many organizations face today include employee performance. I know that you value being able to effectively hire, coach and retain good people for maximum performance. Your ability to attract and retain good people begins with the skill set of the manager or supervisor.

With your permission, I'd like to provide you free enrollment in an online management program for your evaluation as an aid to your organization's management team. This is the full course, and I am offering it to you at no cost and no obligation. There are four courses included: Managing Performance Discussions, Understanding Behavioral Styles for Managers, Coaching, and Behavioral Interviewing Skills. Each carries CEU credit for successful completion.

The courses can be taken from your PC at your convenience and are each approximately one hour long. Each of the four courses are broken into short segments, so you can fit these between other commitments, if necessary. Our Learning Management System will let you know what lessons have yet to be completed if you need to leave and log back in later.

I have taken these courses myself and can attest to the quality. You might also be interested in hearing what someone else has to say about one of the four courses you'll receive...

“We have received such a positive response to the Understanding Behavioral Styles online training that we would like to request obtaining access for our newest, new hires. Also, we would like to discuss the logistics of arranging for Understanding Behavioral Styles to be made available to any future new hires at NBME.”

Human Resources Specialist
National Board of Medical Examiners

If you (or someone else in your organization who manages people) would like to take advantage of this opportunity during the month of November, please respond by completing the following and returning it to me in an e-mail (copy/paste and complete the form below):

Please enroll me in the online self-paced management/ leadership program.  Here is the information you have requested:

Click here  to learn more about the Leadership Training & Development online learning course, as well as several other online courses. You'll get a preview of what is included. If you have questions, please contact me at kathy@orgcoach.net  or give me a call at 425-881-6627. I'd be happy to share more details with you.

Best wishes,

Kathy Paauw

Principal, Paauwerfully Organized, Productivity consultant / Certified Professional Coach,
Helping busy people focus on what's most important.
Ph: 425-881-6627 http://www.orgcoach.net  kathy@orgcoach.net

*  "I can't" - Helmsetter calls this the worst type and unfortunately the most common 'programs', we feed the mind. Attentiveness to your use of this phrase will help you to root out the negative
self-limited beliefs and replace them the positive goals for improvement.

*  "I should" - this is better but still basically negative because you have recognized a problem
but are not focusing on a solution.

*  "I never" or "I no longer" - at this level self talks starts working for you instead of against
you says Helmstetter. You have recognized the need to change and made the decision to do
something about it. * Most important you are expressing it to yourself as though the change has
already taken place the subconscious mind, which helps to reprogram the subconscious mind.

*  "I am" here you are affirming to the subconscious a new image of yourself the fruition of your
ideals of goad for self-change. This kind of self-talk is the opposite of level 1, it mobilizes
the power of subconscious mind rather than to keep you stuck in negative psychological ruts.
Start working on your self-talk immediately. Notice the next negative comment you give yourself
try to rephrase the statement into something positive and practice visualization and affirmation
during your leisure time and see and describe yourself as having made the change you are seeking.
Eventually you will be able to stop negative self talking mid sentence.

Monitor Your Progress

Writing down your progress is an act not only of classification but also of commitment. It
refocuses you on your goal and at the same time helps you to discover patterns in your behavior
that enable you to involve better strategies.

According to Peter M Serge founder of the organizational learning center at MIT's school of
management, one of the greatest techniques for change is commitment to the truth.

Use the Power of Environment

One reason many self-improvement seminars do not bring lasting result is because they do not take into account the power of environment and the company one keeps. The speaker may infuse us with enthusiasm for life changing tools but when we get back home, environmental programming takes over; & we neglect to sustain as daily practice the skills we have learned.

Author: Ms. Anjali Khanna

Anjali is Manager Industry Academia Interface, Rai University
Contact: anjali.Khanna@raiuniversity.edu  , 011 36990754
 

1. For attractive lips, Speak words of kindness.

2. For lovely eyes, Seek out the good in people.

3. For a slim figure, Share your food with the hungry.

4. For beautiful hair, Let a child run his or her fingers through it once a day.

5. For poise, walk with the knowledge you'll never walk alone.

6. People, even more than things, have to be restored, renewed, revived, reclaimed, and redeemed; never throw out anybody.

7. Remember, if you ever need a helping hand, you'll find one at the end of your arm. As you grow older, you will discover that you have two hands, one for helping yourself, the other for helping others.

8. The beauty of a woman is not in the clothes she wears, the figure that she carries, or the way she combs her hair. The beauty of a woman is seen in her eyes, because that is the doorway to her heart, the place where love resides.

9. True beauty in a woman is reflected in her soul. It is the caring that she lovingly gives, the passion that she shows. And the beauty of a woman only grows with passing years.

Sent by Vinod K Bhatnagar

Email: vinodbhatnagar@sancharnet.in 
 

Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

6th Annual Leadership Convention, 11th December, 2004

Theme

Leadership Lessons for Young Managers

Some Topics & Speakers

Value Based Leadership - Mr. M.N.Singh , Former Police Commissioner of Mumbai
Managing a Large Organisation: Leadership Lessons For Young Managers - Dr.A.K.Khandelwal, CMD , Dena Bank
Producing Leaders at Management Institutes - Dr. M.Rammohan Rao, Dean, Indian School Of Business, Hyderabad
Doing well in Emerging Sectors Like Telecom - Lessons for Young Managers Mr. Jagdeep Khandpur, Director (HR), Bharti Televentures Ltd, Delhi
Success Stories in Marketing - Mr.R.B.Smarta, CEO Interlink Marketing Consultants
Succeeding in the Financial Sector-Two points of view - Mr.Vinay Singh FCA and Ms.Lakshmi Singh,CFO IMS Learning Resources Pvt Ltd
Career Planning for Young Managers - Mr. Prem Singh, Owens Corning,Mumbai. Mr. Kumar Priyaranjan,
Dr.Reddy's Laboratories Ltd, Hyderabad.

Convention Co-ordinators:

Prof. R.S.S. Mani, Management Educator HRD Consultant
Mrs. Anita Shantaram, Director, Grid Consultants

Registration Fees

* Corporate delegates - = Rs.1,500/- * Faculty of Management (Schools & Colleges)- = Rs.1,250/- * Student / NGO delegates (with Books) - ) = Rs. 500/- . Each partcipant shall get a set of books worth Rs. 500/- by Dr. Robert Blake & Dr. P.N. Singh. * Student / NGO (without books) - = Rs. 250/-

Registration

Please send in your nominations forms duly filled along with your cheque / DD in favour of "Dr. P.N. Singh Foundation," giving complete postal & email address & tel / fax numbers. Send in your registration to Convention Co-ordinator.

Dr. P.N. Singh Foundation
502-505, Sai Chambers, Opp. Railway Station, Near BEST Depot, Santacruz (E), Mumbai 400 055. Tel: 2615 4203,2618 8550, 2611 5928 Telefax: 2615 4203 E-mail: gridindia@vsnl.com /
gridindia@hotmail.com Website: www.grid-india.com

You may also reach Prof R S S Mani ,CEO, Ananya Consultants (CONVENTION CO ORDINATOR ) at 55993199 for further assistance in registration

 

 We wish to inform you that Institute of HRD in association with naukri.com, AIMO, IT Professionals Forum & National Association of Entrepreneurs will be hosting the Bangalore HR Summit 2004, on Dec.17 & 18, 2004 at The Leela Palace, Airport Road, Bangalore-8. The HR Summit details are as mentioned below:

Speakers Invited
Mr.R.Mohan, CEO, HTMT Ltd.
Mr.Prakash Gurbaxani,CEO Transworld.
Mr.Akshay Bhargava, CEO, Progeon.
Mr.Pratik Kumar, Corporate Vice President-HR, Wipro Ltd.
Mr.Sanjeev Sahi, Director-Personnel, Hindustan Aeronautics Ltd.
Mr.Pravin B Dave, Advisor,Employee Relations, Hindustan Lever Ltd.
Wg.Cdr.A.Raghunath,Vice President, Kirlosakar Group HR,
Mr.Girish Nair, VP-HR, Aztec Software Services.
Mr.Puneet Jetli, General Manger-Global People Function, MindTree Consulting
Mr.Shriram Darbha,Head-HR, Hutch India.
Mr.Satish Venkatachaliah, Director-HR, SAP Labs.
Mr.T.Hair, Head-HR, Satyam Computer Services Ltd.
Mr.Narayanan Nair, Head-HR, Global Exchange Services Ltd.
Mr.Sudheesh Venkatesh, Head-HR, Tesco
Mr.Rajesh Narayanan, Oracle India
Ms.Uma Venkatram, HR Redux

HR Summit Subthemes:
The summit will deliberate of the following sub themes.
* Business Capability Building through HR
*Harnessing workforce diversity for business.
* Developing cross cultural sensitivity.
* Managing globally distributed teams.
* Performance Management in Multi Location operations.
* Leveraging technology for HRM effectiveness.
* Building a learning culture in organizations.
* HR Issues and challenges in BPO & ITES Sector
* Corporate social responsibility in hiring and compensation
* Talent management-Attraction & Retention Challenges.

Delegate Fee:
For Individual Corporate Delegates: Rs. 4800/- per participant.
For Two or more Corporate delegates: Rs.4500/- per participant.
For Full Time Academicians & NGO's: 3800/- per participant.
For Full Time MBA- HR Students Rs. 2800/- per participant.

Registration:
Nominations should be forwarded along with D.D./Cheque in favour of Institute of HRD, Bangalore to the address mentioned below: For More details visit www.ihrd.net or contact Ms.Nandini.B, Ph: 080-23436406, 51244291

Coordinator- HR Summit
INSTITUTE OF HRD
#12, I Floor, 80 Ft Road,
R.T.Nagar, Near UTI Bank
Bangalore-560 032
Phone: 23436406, 23549645,51244291
E-mail: ihrd@vsnl.net

Organized By:
INSTITUTE OF HRD

In association with:
naukri.com
All India Manufactures Organization.
National Association of Management & Entrepreneurship.

Media Partners:
Deccan Herald
 

Manager - Corporate HR, Glass Container Business

Am on look out for a Manager corporate HR, for one of the Major Players in the Glass Container Business. The position reports to the Head Of Corporate HR

Will have a team of Executive and Assistant Managers etc reporting in to this position

Salary: 5 to 8 lacs

Mandatory:

PG in HR From a reputed institute
Excellent Personality , Communication and Stability
Leadership Quality, and Hands on experience on computer

please send me resume asap

Ayare Siddharth

Search Advisors Service Pvt. Ltd. (Search Ends)
5, Ground Floor, Nutan Nishigandha
Sant Jana Bai Marg
Off Hanuman Road
Vile Parle East
Mumbai
E-mail: solutions@searchends.com
Ph +91 22 55742496
 
PS: IMPORTANT

Please write " Manager Corporate HR - Mumbai" in subject line.
Send the profile with all the important details, like your mobility, industry preference,
 

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