HR Era,     Issue # 54,       Dec 26th, 2004
 

CONTENTS

1. Moderator's Space

2. Human Resources Management

2.1 Ten Tips to Designing Training - by Jim M. Allen, USA
2.2 The Ten Traits of Terrific Trainers - by Jim M. Allen, USA
2.3 Adversity Quotient - by Vinod Bidwaik
2.4 Objective Definition of Resilence - NS Srinivasan, G Balasubramanian
2.5 Gist of Court Cases (India) - by Ms Adhilakshmi Logamurthy

3. Tomato Soup for the Soul - sent by MPKPER

4. Self Improvement

4.1 Can You Read Minds? - by Dr. Naeem Mushtaq, Pakistan
4.2 Ten Steps to a Perfect Reputation - sent by Rakesh N Sahay
4.3 How to Tie a Tie? - sent by S Sampath Kumar

5. New Members

Dr.Kavita B. Sood, Principal & Director, Vivekanand Institute of Hotel & Tourism Management, Rajkot, India

6. Members Wanting to Reach You

Dr Raju Chandrasekar, Ex-Advisor to the United Nations

7. For Your Information

7.1 Fellow and Associate Programs of AHRD
7.2 Training Programs (India & Singapore)
7.3 Best HR Jobs (India)

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

HR Era is a free fortnightly for HR Professionals with more than 5800 subscribers.
Your friends and colleagues can also subscribe it by
sending a blank email to hrera-subscribe@yahoogroups.com .
 

HR Era team wishes a Very Happy and Prosperous New Year  to all our members.

Steven Covey's new book on 8th Habit has come out. Can any member make a brief on it and send us sharing in HR Era?

If anyone wishes to share feedback about Kathy Paauw's free online course on Leadership Development carried in last issue, please email us for benefit of other members.

Rajeev B Bhatnagar
Moderator

Rajeev@HREra.com
 

2.1 Ten Tips to Designing Training - by Jim M. Allen

Developing training on specific processes or procedures in your company? The following points will help you design a fun and effective program.

1. Keep it 'lean and mean.'

You want your training to be just long enough to teach the participants what they need to know, no longer or shorter than that. Figure out exactly what that information is and build your training course around that.

2. Choose the best format to deliver the training.

Can a simple 1-hour lecture do the job? Or do you need to record the class on videotape? Does it need to be 1-on-1 training or classroom training? For every different subject there's going to be a different need, so consider them all before choosing one.

3. Remember different people learn different ways.

Some people learn better by simply reading, others need to hear the information, many need visual examples, and most people need a variety of all of these in order to retain the information. As you create your class, figure out how to provide the same information in these different ways so that more people will get it.

4. Make it interactive.

The straight lecture-only type classes will rarely get the job done these days. The old pedagogical "I talk, you listen" style of teaching doesn't result in a lot of knowledge gain by the student. Work on exercises, drills, and role-plays that get the student involved in the class and help them learn by doing.

5. Keep it light.

In a classroom environment, humor almost always helps. People retain more and learn more if they are relaxed and having fun. Even the most serious training programs benefit from a good dose of humor. Just make sure it's appropriate.

6. Hold the training in the proper environment.

It's hard to learn if you're uncomfortable, regardless of how good a course may be. Find the perfect place to conduct the training. That should be someplace with adequate lighting, seating, heating  /air conditioning and minimal distractions (preferably none at all).

7. The content expert may NOT be the person to teach the class.

Any trainer can tell you, just knowing the information of a course doesn't mean you can teach it. Find someone who knows the information and can present it in an interesting and entertaining way. If there's nobody like that, hire a professional trainer or speaker to come in and be the "MC" of your training and to help liven up the event.

8. Create an environment of "academic freedom."

Let the students know that the purpose of the training is to give them information they need to do their jobs. Let them know that it's ok if they ask questions, challenge (within boundaries) the instructors and material, don't grasp everything right. What's important is that everyone in the class gets the opportunity to get the information.

9. Provide them with all the information already written down.

Make it easy for the students to focus on the information being given, not on trying to take notes. Have all of the information written down and give it to them. Some students will always take notes no matter what you do, the rest will appreciate being able to sit back, relax, and learn!

10. Follow up... but not too soon.

Get feedback from the students on all aspects of the training. Ask what they liked and didn't like. But don't make it the last activity of the training itself. Wait a day or two and send them a questionnaire. Make it possible for them to submit their comments completely anonymously. Some students just can't bring themselves to saying something negative if they know that you know who said it. Take all the pressure off of them, but get their input.

Author: Jim M. Allen

Jim Allen is a professional life coach, speaker, and writer. Get more great ideas in you email every week by subscribing to Jim's weekly newsletter, THE BIG IDEA, by sending a blank email to: mailto:Subscribe@CoachJim.com (©2001 Jim Allen & CoachJim.com ALL RIGHTS RESERVED)
 

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR professionals and makes our contribution permanent.

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

Jim Allen is a professional life coach, speaker, and writer. Get more great ideas in you email every week by subscribing to Jim's weekly newsletter, THE BIG IDEA, by sending a blank email to: mailto:Subscribe@CoachJim.com (©2001 Jim Allen & CoachJim.com ALL RIGHTS RESERVED)
 

[Based  on how a person deals with adversity, he has an Adversity Quotient which classifies him into one of three types - Quitter, Camper, Climber. Contribution of a person to the organization is also hypothesized to depends on his type. I facts, organizations can also be classified into three types. Vinod has also sent a online Questionnaire to measure AQ.  You can download this Questionnaire which automatically calculates the AQ score as well as displays it graphically.

The AQ Questionnaire can be used for Self Assessment, Training on Managerial Effectiveness, Summer Projects on Organizational Culture and perhaps also Organization Development . - Rajeev]

Categories of People based on Adversity Quotient (AQ)

Life, says Dr. Stolz, is like mountain climbing. Fulfillment is achieved by a relentless dedication to ascent, a persistent progress forward and upward, towards one's lifelong mission, despite all 'Adversity'. The success in our work and life is largely determined by how we respond to Adversity, and the measure is called Adversity Quotient (AQ).

There are three categories of people who have different responses to Adversity and as a result
enjoy varying levels of success and joy in their lives.

1. The Quitters

They choose to opt out, cop out and drop out - refusing the opportunities the mountain presents.
They abandon the climb and lead compromised lives. The irony of course, is that as life moves on,
the Quitters suffer far greater pain than they would have, had they attempted the climb. They are
fluent with the language of limitations, quick to find ways things cannot work. They use words
like, can't, won't, impossible, and phrases like 'We've always done it this way', 'Who cares',
'It's not worth it', 'there we go again' etc. At work, they demonstrate little ambition, minimal
drive and sub-par quality. They take few risks and are rarely creative.

Minimally engaged in their work, Quitters are dead weight for any organization.

2. The Campers

These people go only so far, and then say, 'This is as far I can go'.

Weary of the climb, they terminate their ascent and find a smooth, comfortable plateau on which to hide from adversity. It is a common misperception of these people to view success as a specific
destination, as opposed to a journey. Campers unlike Quitters show 'some' initiative 'some
drive', and put forth 'some' effort. They do what is required. It is the baseline of satisfactory
performance that keeps the camper employed.

Over time, campers lose the ability to climb, and feel increasingly threatened by those ascending. They are people motivated by comfort and fear.

3. The Climbers

They are the people dedicated to lifelong Ascent. Regardless of background, advantages or
fortune, they continue the Ascent and embrace challenges.

They are self-motivated, highly driven, and strive to get the most out of life. Climbers tend to
make things happen. Their language is filled with possibilities. They speak about what can be
done and how to do it. The question isn't "if" , but "how " .

Climbers drive towards results and their language reflects direction.

AQ & Organization

AQ applies to teams and organizations in the same way it does to individuals. AQ defines an organization's ability to withstand and climb through adversity. It largely influences agility, resilience and persistence when navigating and creating change. Fueled by the explicit and implicit belief that there must be a better way, high AQ organizations find creative methods to do more with less when up against the wall. AQ can determine an organization's competitive advantage and its ability to persevere through continuous change.

A winning team can have no losers. For organizations to have a high Adversity Quotient, it is crucial that the quality be reflected in the personality of its every employee. An organization's ability to persevere and win thus, begins with the individual.

AQ is what separates Climbers from Campers and Quitters. When the going gets tough, Quitters give up and Campers entrench, while Climbers dig in and ascend.

Click Here to download the test for measuring your Adversity Quotient.

Thanks & Regards

Vinod

Sent by: Vinod Bidwaik

Vinod is Dy. Manager-Personnel & Industrial Relations with Mahindra & Mahindra. He also moderates the "hrgexclusive" egroup in yahoogroups. Contact: BIDWAIK.VINOD@mahindra.com 
 

A Harvard Business Review article titled How Resilence Works by Diane L Coutu defines 3 essential qualities that people should either possess or develop if they have to be resilient. The 3 qualities are described by her using the subjective terminologies & context of America striving to come out of economic upheaval after 9/11.

To make the definitions more useful in global context, Srinivasan and Balasubrananian define them using neuro-biological parallels in this article. Click Here to read the article.

Authors: N. S. Srinivasan and G. Balasubramanian

NSS is the Founder Chairman of Mind Over Matter (MOM), Chennai.
GB is a professor at the Institute of Financial Management and Reseach  (IFMR), Chennai

 

Click Here to read a summary of recent judgments. Ms Adhilakshmi is a practicing lawyer in Madras High Court, Chennai, India. She will be contributing on legal matters for benefit of HR Era members from time to time. 

Author: Adhilakshmi Logamurthy

Contact:   adhilogu@rediffmail.com  or 90, Additional Law Chambers, High Court, Madras - 600104.
 

The Equation:

7 Glances = 1 Smile
7 Smiles = 1 Meeting
7 Meetings = 1 Kiss
7 Kisses = 1 Proposal
7 Proposals = 1 Marriage
And that 1 Bloody marriage has 7777777777777 Problems.
So beware of the glance!


Exams:

Exams are like GIRL FRIENDS;
1,Too Many Questions.
2,Difficult to Understand.
3,More Explanation is Needed.
4,Result is always FAIL!

Three Feelings:

What's the difference between stress, tension and panic?

Stress is when wife is pregnant,
Tension is when girlfriend is pregnant, and
Panic is when both are pregnant.

Sent by: MPKPER, mpkper@audcoindia.com

 

Can you read minds?

Reading minds is easier than you think. Perhaps you've never thought of it, but you read minds of other people, and they read your mind, every day.

How do we do it?

We do it automatically through attitude appraisals. Remember the song, You Don’t Need to know the Language to say you’re In Love? Bing Crosby made it famous some years ago. There’s a whole bookful of applied psychology packed into those simple lyrics. You don’t need to know the language to say you’re in love. Any one who’s ever been in love knows that.

Similarly, you don’t need to know any language to know, any language to say ‘I like you’ or ‘I despise you’ or ‘I think you’re important’ or ‘unimportant’ or ‘I envy you.’ ‘I’m bored’ or ‘I’m hungry.’ People speak without a sound.

How we think shows through in how we act. Attitudes are mirrors of the mind. They reflect thinking. You can read the mind of the fellow sitting at a desk. You sense, by observing his expressions and mannerisms, how he feels towards his job. You can read the minds of salesmen, students, husbands and wives; you not only can - you do.

Attitudes do more than show through. They “sound” through too. A secretary does more than just speak when she says: "Good Morning, Mr. Arjumand’s Office.” In just five words one secretary says, “I like you. I am glad you’re calling. I think you are important. I like my Job.” But another secretary saying exactly the same words tells you: “You bothered me. I wish you hadn’t called. I’m bored with my job and I don’t like people who bothered me.”

We read attitudes through expressions, voice tones and inflections. Here’s why. In the long, long history of man, a speaking language even remotely resembling what we use today is a very recent invention. So recent, you might say, in term of the great clock of time, that we developed a language only this morning. For millions and millions of years, man got by with little more than moans and groans and grunts and growls.

So, for millions of years men communicated with other men by body and facial expressions and sounds, not words. And we still communicate our attitudes, our feelings towards people and things, the same way. Aside from direct body contact, body movements, facial expressions, and sound are the only way we have to communicate with infants. And those young ones show an uncanny ability to spot phony.

Right Attitudes to develop

Attitudes do make the difference. Salesman with right attitude beat their quotas; students with right attitude makes A’s; right attitudes pave the way to really happy married life. Right attitudes make you effective in dealing with people, enables you to develop as a leader. Right attitudes win for you in every situation. Grow these three attitudes. Make them your allies in everything you do.

v       Grow the attitude of I’m Motivated.

v       Grow the attitude of You are important

v       Grow the attitude of Service first.

Professor Erwin H. Schell, one of America’s most respected authorities on Leadership, says, “Obviously, there is something more than facilities and competence that makes for accomplishment. I have come to believe that this linkage factor, this catalyst, if you will, can be defined in a single word – attitude. When our attitude is right, our abilities reach a maximum of effectiveness and good results inevitably follow.”

Author: Dr. Naeem Mushtaq

Dr. Mushtaq is HR Manager in Islamabad Club, Pakistan. Contact: topperformance2000@yahoo.com  , topperformance@hotmail.com
 

Sent by: Rakesh N Sahay

Dr.Kavita B. Sood, Principal & Director, Vivekanand Institute of Hotel & Tourism Management, Rajkot, India

Dr Kavita was selected for Woman of Year 1999 & 2000 Award by American Biographical Institute, Raleigh, North Carolina 27622, USA. She was appointed Member of National Minority Commission for Education by HRD Ministry, Govt. of India in 2004.

She is well qualified. And by that I mean she has done B Sc, M Sc, and Ph D in Agriculture
Science. In management, she has PGD in Human Resource Development as well as a Diploma Hotel Management. Besides she has a B Ed and LLB.

She has over 40 years work experience in the field of Research, Teaching, and Administration.
Presently, she is Principal & Director, Vivekanand Institute of Hotel & Tourism Management,
Rajkot, India.

Dr Kavita has presented over 20 papers in national and international conferences. Dr Kavita has expressed her desire to write for HR Era in future.

Contact: kavita_sood7@rediffmail.com

Dr Raju Chandrasekar, Ex Advisor to the United Nations

Dear All,

Let me introduce myself.

I am Dr. Raju Chandrasekar PhD., interested to speak to people who are interested to do research leading to Ph D in some of the Universities that I am connected with.

While there would be charges for the University tuition and registration etc, for my mentoring I
will not charge any fee. I can mentor up to 10 researchers.

Ph D is a really a prestige and also it shows that you are at the top of the pile of best knowledge that is in your domain. Many times between your equally competent colleague and yourself this could be the only difference .

Please send me a copy of your detailed BIO to evaluate if you want to pursue this.

I also request every one who has the access to post it in the web sites that are devoted to
training and development/ HR and so on.

Thanks.

Dr.Raju Chandrasekar PhD
Ex Advisor to the United Nations

Reply to: Martin Henry at educatedlife@yahoo.com

[You can view Dr. Raju's impressive CV at http://www.worlddevelopmentfoundation.org/cv.doc  . He is based in Bangalore and has promoted the World Development Foundation. From the website it appears to be a new initiative. He can be contacted at Phone & Fax : 0091-80-2525-5300. E-Mail :outerspace2@Yahoo.com  . I do not know him personally. - Rajeev]
 

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

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

7.1 Fellow and Associate Programs of AHRD

Dear Professional Colleague,

Greetings from the Academy of Human Resources Development!

Sub: Announcement of Fellow Program (2005-08) & Associate Program (2005-06)

You might be aware that Academy of HRD is an institution set up by the National HRD Network, India, with the aim "To develop HRD professionals and focus on HRD professionalism". To achieve this mission, we have been engaged in Knowledge generation, Knowledge dissemination and Capacity building. Since 1995, Fellow program has been one of the main vehicles for fulfilling our mission.

Till date 18 students have been awarded the title of Fellow under this program. With the
experience and learnings gained since 1995, Academy has refined and enriched the quality, content and design of the Fellow (doctoral) Program and also launched an Associate (pre-doctoral) program in 2001. Currently over 25 practising HR professionals are pursuing these two programs.

Both the programs aim to prepare the practicing managers and academicians to not only undertake the role of research-analysts and facilitators of change management processes in organizations, but also to enable them to take up research and use it as a tool for better performance and contribute to the knowledge generation in the field of HRD.

Further details are attached for your information. The last date for completed applications will
be January 20, 2005.

For More Details: Visit: http://www.academyofhrd.org  Email to: ahrdad1@academyofhrd.org  or ahrdad1@eth.net

Please do not hesitate to contact us with any query.

With warm regards,

Triona Nic Gorain

Program Coordinator, Academy of HRD; 12, Cosmoville Row House; Satyagrah Marg; Ahmedabad - 380 015, India. Ph.26870218/6871341 Fax no.26870681 . Website : www.academyofhrd.org
 

“COMPETENCY MAPPING FOR ORGANIZATIONAL EXCELLENCE IN 21^st CENTURY”

Salahkaar Consultants

Delhi : 07- 09  January 2005
Singapore 16–18 and 21–23 February 2005

Click here for Details http://www.managementglobal.com/workshop/CompetencyM/main.htm

A recent study suggests that more than 65% of the Fortune 500 companies and since the beginning of the last decade many Indian companies including several MNCs in India have designed or re-designed their HR practices based on competency modeling and mapping.

The actual building of the Competency Models and then its implementation in an organization, has always remained a challenge owing to the fact that the exercise requires not only time and resources but also competent facilitators. Moreover, the approach of developing competency model and its effective implementation differs with organizations. Many organizations have relied on the services of consultants to accomplish this.

Therefore, there is a need for Human Resources and other professionals to understand the distinct approach and the detailed methodologies involved in building Competency Model, Competency Mapping and Measurement tools to be used during the process so that they effectively integrate and implement the contemporary HR practices in their organizations.

The present program launched on popular demand by professionals offers you opportunity of learning Competency Mapping and Psychometrics and other Measurement Tools to be used during the process from the horse’s mouth, so to say, from a team of eminent industrial psychologists / behavioral scientists / HR practitioners who have been contributing to this field for years.

Contact: Mobile : +91 9822198530 (Pune), Mobile : +91 9891296673 (Delhi)
E-mail: workshops@salahkaarconsultants.com

Senior HR Positions

Hello there!!!

I am working with People Plus HR consultants, which is a Total HR Out Sourcing organization. I need your assistance. A few leading organizations (Two Telecom companies, One Manufacturing company, One Finance company and Two Service companies) have retained us to recruit HR professionals. The positions are:  

1.      Head of HR of large organization : Post graduate with 20 years of experience. Should have handled entire gamut of HR activity

2.      Senior Manager HR (Generalist role): Post graduate with 6 to 9 years experience

3.      Manager Recruitment for technical position: 4 to 6 years experience

4.      Training Head (Overall training responsibilities- coordination and delivery)

We request you to refer interested HR professionals with proven track record of performance for the above positions. A detailed job profile will be made available to those who respond. Compensation would not be a constraint for the suitable candidate.

Those interested for the above-mentioned positions may please send in their resumes to karan@thepeopleplusindia.com mentioning the position for which they have applied and indicating current Cost to Company.

Thanks and Regards

Karan Joshi

Training Manager, IT Company, New Delhi

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@HREra.com

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