Hello Everyone there!
'GOALS' are such an ubiquitous topic worldwide.. it is written by veteran western authors - Brian Tracy, Robin Sharma, John Maxwell and so on, that on an average, only about 7% of us - all over the world included - have something called GOALS and of that only 10 to 20% of them have GOALS committed to paper! Maybe, for most of us groping as to why those who have WON in LIFE have done so, this will serve as the decisive answer and eye-opener too!
I have a personal feeling that there is very little material authored and published in the Indian subcontinent by our own Indian authors on SUCCESS and GOALS.... If there are of some of these kind of writings, I would love to know them! Can anyone help??
Interestingly, I need to mention what I read in India Today recently on the country's most successful and promising youngsters... In that I read about the Legal advisor of none other than INFOSYS; In this early thirties, he has steered INFY in all the transition from a medium sized fledling company to a giant that it is today... taking care of all legal aspects in its quest to be a GLOBAL IT SERVICES GIANT! That is besides the point... WHAT IS OF RELEVANCE IS THE FACT THAT HIS LAPTOP HAS A FOLDER FULL OF WRITTEN GOALS, with a timeline for each of the WRITTEN GOAL.........
Another point to note - having written goals is deceptively simple.... but when you start, you will have to think so much as you are committing something, and you start thinking loudly...... as they all said, GOALS shall be SMART... Specific, Measurable, Achievable, Realistic and Timebound!
Back to Indian writings on Success and Goals... Would anyone help??!! Please.........
WISH YOU THE BEST FOR WRITTEN GOALS AND SUCCESS.....
Tuesday, February 27, 2007
Friday, February 23, 2007
SUTHERLAND CHENNAI FIRES 30 SUPPORT GEEKS!!
Everyone there,
Just got 2 hear that Sutherland's Perungudi facility has fired over 30 of their support staff without assigning any reason whatsoever! Most of these guys were recruited recently, and trained on Vista support, but are being shown the door overnight for some unexplained issues! The HR angle to this is:
1. If there is an INTEGRITY ISSUE, how can we in HR be sure that there are no such issues when there is an urgent hiring decision to keep pace with some new technologies?
2. Is there any fool proof way we could look at to prevent such instances in the 1st place and....
3. Can we shy away from the business implications just by firing a handful, which would create a cascading effect on operations??
Any thoughts........... please write
Just got 2 hear that Sutherland's Perungudi facility has fired over 30 of their support staff without assigning any reason whatsoever! Most of these guys were recruited recently, and trained on Vista support, but are being shown the door overnight for some unexplained issues! The HR angle to this is:
1. If there is an INTEGRITY ISSUE, how can we in HR be sure that there are no such issues when there is an urgent hiring decision to keep pace with some new technologies?
2. Is there any fool proof way we could look at to prevent such instances in the 1st place and....
3. Can we shy away from the business implications just by firing a handful, which would create a cascading effect on operations??
Any thoughts........... please write
Wednesday, February 7, 2007
UBR - Unique Buying Reason - apologies USP!!
I happened to speak up with a friend of mine, a communications strategist! He challenged the ubiquitous USP theory that all of us in the communications business have sworn by... But, i guess what he said made eminent sense and rationale..... Why does a customer buy a Merc... is it for the engineering excellence and design perfection?? well.. advertisers who made the tagline and put billions behind the ad campaign would wish so, but if I had to buy Sunils' theory of UBR (Unique Buying Reason - it could be Rationale if i am allowed to rechristen it! ha ha!!), the reason the Merc got drove out of the showroom was the UBR - a status symbol or a Page 3 attraction.. the same can be extended across a host of products and services... whatever be it, there is no denying UBR a place it deserves it the communications strategy blue book... Thanks Sunil for provoking thoughts....... Agree, disagree, write.....
Tuesday, February 6, 2007
Implant recruiters?! any takers... Many takers!!
A speaker, a head of human resources at a large telecom software major, was the keynote speaker in a recent day long seminar on emerging trends in recruitment. Outlining the emerging trends crisply, he also averred that in the changing times, he was looking at recruitment consulting companies as strategic partners, who would not be just bio-data suppliers, but someone who really understood the strategic intent and depth of their human resource requirements, and work in all earnest to genuinely be a vendor of crucial importance in mutual interest.
The speaker added emphatically that his organisation was even willing to invest to train vendor recruiters on the intricate details of the technology worked on, the professional competencies and skills sought for etc, to facilitate the search companies to ensure optimal delivery of desired manpower. (offcourse, with an assurance that these 'recruiters' would stay on?!)
In today's clutter of recruitment advisories, and the scramble for a pie of the client’s recruitment spend, such a thought is indeed a blessing in disguise for vendors seeking to differentiate them amongst the tens of bio-data pushers, whom the speaker was referring to - albeit in a bit of frustration. How does, the much needed differentiation happen, when all advisories have access to almost the same resources – portals, headhunting skills, industry and candidate mapping and be what it may?
Whilst there may be a host of methods by which each vendor will try to position itself as a strategic player, one trend which will make a surefire success for the vendor and the organisation would be to seek and place ‘implants’ in the client organisation.
The word might sound ominous and disturbing at the outset, but such is a trend is indeed common in the recruitment industry abroad. Recruiter implants in the client organisation will enable the vendor to best understand the criticality of the human resource needs.
By offering such implants an insight into the larger canvas of the organization’s goals, and also the function wise short term (quarterly/half yearly/annual) and long term (3/5/10 year), there will be a necessary alignment of the service quality by the vendor and also the strategic HR function.
An agreement on implants in the hr department will also ensure that there is a great amount of commitment on the part of the vendor and the organisation using the services as well. Such a commitment will necessarily be for a stipulated time frame – a minimum of one or two years – which in essence will also save a lot of valuable man-hours and other allied resources for the organisation.
The organisation, by working on such a model, can also steer clear of so called bio-data pusher vendors, who get in the fray with just an ability to churn in numbers rather than offer any quality services, which the customer may expect.
Implant recruiters, when it may become fairly successful given the evident advantages will also be a sort of 'capability maturity model' for the host of recruitment companies. Only serious and committed recruitment firms, be it large or small will have the wherewithal to offer such a value add, when demanded for by the organisation.
Any takers, comments.... please write......
The speaker added emphatically that his organisation was even willing to invest to train vendor recruiters on the intricate details of the technology worked on, the professional competencies and skills sought for etc, to facilitate the search companies to ensure optimal delivery of desired manpower. (offcourse, with an assurance that these 'recruiters' would stay on?!)
In today's clutter of recruitment advisories, and the scramble for a pie of the client’s recruitment spend, such a thought is indeed a blessing in disguise for vendors seeking to differentiate them amongst the tens of bio-data pushers, whom the speaker was referring to - albeit in a bit of frustration. How does, the much needed differentiation happen, when all advisories have access to almost the same resources – portals, headhunting skills, industry and candidate mapping and be what it may?
Whilst there may be a host of methods by which each vendor will try to position itself as a strategic player, one trend which will make a surefire success for the vendor and the organisation would be to seek and place ‘implants’ in the client organisation.
The word might sound ominous and disturbing at the outset, but such is a trend is indeed common in the recruitment industry abroad. Recruiter implants in the client organisation will enable the vendor to best understand the criticality of the human resource needs.
By offering such implants an insight into the larger canvas of the organization’s goals, and also the function wise short term (quarterly/half yearly/annual) and long term (3/5/10 year), there will be a necessary alignment of the service quality by the vendor and also the strategic HR function.
An agreement on implants in the hr department will also ensure that there is a great amount of commitment on the part of the vendor and the organisation using the services as well. Such a commitment will necessarily be for a stipulated time frame – a minimum of one or two years – which in essence will also save a lot of valuable man-hours and other allied resources for the organisation.
The organisation, by working on such a model, can also steer clear of so called bio-data pusher vendors, who get in the fray with just an ability to churn in numbers rather than offer any quality services, which the customer may expect.
Implant recruiters, when it may become fairly successful given the evident advantages will also be a sort of 'capability maturity model' for the host of recruitment companies. Only serious and committed recruitment firms, be it large or small will have the wherewithal to offer such a value add, when demanded for by the organisation.
Any takers, comments.... please write......
Inspirational Quotes - all the time for all of us
Nothing is particularly hard if you divide it into small jobs.
Henry Ford
I haven't failed, I've found 10,000 ways that don't work.
Thomas Edison
Always continue to climb. It is possible for you to do whatever you choose, if you first get to know who you are and are willing to work with a power that is greater than ourselves to do it.
Oprah Winfrey
Ideas must work through the brains and arms of good and brave men, or they are no better than dreams.
Ralph Waldo Emerson
If I were a medical man, I should prescribe a holiday to any patient who considered his work important.
Bertrand Russell
No rules for success will work if you don't.
Unknown
Problems are only opportunities in work clothes.
Henry Kaiser
The best kind of pride is that which compels a person to do his or her best even when no one is looking.
Unknown
The only place where success comes before work is in the dictionary.
Vidal Sassoon
Without ambition one starts nothing. Without work one finishes nothing. The prize will not be sent to you. You have to win it.
Ralph Waldo Emerson
When love and skill work together, expect a masterpiece.
John Ruskin
Warning to all Personnel: Firings will continue until morale improves.
Anonymous
Opportunity is missed by most people because it is dressed in overalls and looks like work.
Thomas Edison
Hard work spotlights the character of people: some turn up their sleeves, some turn up their noses, and some don't turn up at all.
Sam Ewig
Success is the ability to go from failure to failure without losing your enthusiasm.
Winston Churchill
If you don't have the time to do it right, where do you think you're going to find the time to do it over.
Anonymous
If you have built castles in the air, your work need not be lost; that is where they should be. Now put foundations under them.
Henry David Thoreau
The harder you work, the luckier you get.
Gary Player
He who would have fruit must climb the tree.
Thomas Fuller
Every job is a self-portrait of the person who did it. Autograph your work with excellence.
Anonymous
In order that people may be happy in their work, these three things are needed. They must be fit for it. They must not do too much of it. And they must have a sense of success in it.
John Ruskin
Don't be afraid to give your best to what seemingly are small jobs. Every time you conquer one it makes you that much stronger. If you do the little jobs well, the big ones will tend to take care of themselves.
Dale Carnegie
Genius is one percent inspiration and ninety-nine percent perspiration.
Thomas Edison
The work will teach you how to do it.
Estonian Proverb
Anyone who says something is impossible is always being interrupted by someone doing it.
Anonymous
You can't build a reputation on what you are 'going' to do.
Henry Ford
Knowing is not enough; we must apply. Willing is not enough; we must do.
Johann Wolfgang Von Goethe
What pioneer ever had a chart and a lighthouse to steer by?Catherine Drinker Bowen
Well done is better than well said.
Benjamin Franklin
It is never too late to be what you might have been.
George Eliot
Every calling is great when greatly pursued.
Oliver Wendell Holmes
A diamond is just a piece of charcoal that handled stress exceptionally well.
Anonymous
People forget how fast you did a job - but they remember how well you did it.
Howard W Newton
Work like you don't need the money, love like you've never been hurt, dance like there's nobody watching.
Anonymous
Work and play are words used to describe the same thing under differing conditions.
Mark Twain
Welcome the task that makes you go beyond yourself.
Frank McGee
Every man's work, whether it be literature, or music or pictures or architecture or anything else, is always a portrait of himself.
Samuel Butler
One plays for the sake of work and works for the sake of leisure.
Aristotle
The work praises the man.
Irish proverb
Work your way up or rust your way out.
H Holton
Henry Ford
I haven't failed, I've found 10,000 ways that don't work.
Thomas Edison
Always continue to climb. It is possible for you to do whatever you choose, if you first get to know who you are and are willing to work with a power that is greater than ourselves to do it.
Oprah Winfrey
Ideas must work through the brains and arms of good and brave men, or they are no better than dreams.
Ralph Waldo Emerson
If I were a medical man, I should prescribe a holiday to any patient who considered his work important.
Bertrand Russell
No rules for success will work if you don't.
Unknown
Problems are only opportunities in work clothes.
Henry Kaiser
The best kind of pride is that which compels a person to do his or her best even when no one is looking.
Unknown
The only place where success comes before work is in the dictionary.
Vidal Sassoon
Without ambition one starts nothing. Without work one finishes nothing. The prize will not be sent to you. You have to win it.
Ralph Waldo Emerson
When love and skill work together, expect a masterpiece.
John Ruskin
Warning to all Personnel: Firings will continue until morale improves.
Anonymous
Opportunity is missed by most people because it is dressed in overalls and looks like work.
Thomas Edison
Hard work spotlights the character of people: some turn up their sleeves, some turn up their noses, and some don't turn up at all.
Sam Ewig
Success is the ability to go from failure to failure without losing your enthusiasm.
Winston Churchill
If you don't have the time to do it right, where do you think you're going to find the time to do it over.
Anonymous
If you have built castles in the air, your work need not be lost; that is where they should be. Now put foundations under them.
Henry David Thoreau
The harder you work, the luckier you get.
Gary Player
He who would have fruit must climb the tree.
Thomas Fuller
Every job is a self-portrait of the person who did it. Autograph your work with excellence.
Anonymous
In order that people may be happy in their work, these three things are needed. They must be fit for it. They must not do too much of it. And they must have a sense of success in it.
John Ruskin
Don't be afraid to give your best to what seemingly are small jobs. Every time you conquer one it makes you that much stronger. If you do the little jobs well, the big ones will tend to take care of themselves.
Dale Carnegie
Genius is one percent inspiration and ninety-nine percent perspiration.
Thomas Edison
The work will teach you how to do it.
Estonian Proverb
Anyone who says something is impossible is always being interrupted by someone doing it.
Anonymous
You can't build a reputation on what you are 'going' to do.
Henry Ford
Knowing is not enough; we must apply. Willing is not enough; we must do.
Johann Wolfgang Von Goethe
What pioneer ever had a chart and a lighthouse to steer by?Catherine Drinker Bowen
Well done is better than well said.
Benjamin Franklin
It is never too late to be what you might have been.
George Eliot
Every calling is great when greatly pursued.
Oliver Wendell Holmes
A diamond is just a piece of charcoal that handled stress exceptionally well.
Anonymous
People forget how fast you did a job - but they remember how well you did it.
Howard W Newton
Work like you don't need the money, love like you've never been hurt, dance like there's nobody watching.
Anonymous
Work and play are words used to describe the same thing under differing conditions.
Mark Twain
Welcome the task that makes you go beyond yourself.
Frank McGee
Every man's work, whether it be literature, or music or pictures or architecture or anything else, is always a portrait of himself.
Samuel Butler
One plays for the sake of work and works for the sake of leisure.
Aristotle
The work praises the man.
Irish proverb
Work your way up or rust your way out.
H Holton
HR Manager - the changing face....!
Enough has been said about the changing role of the human resources manager in circa 2007 – from that of being an able administrator to a strategic advisory - who holds a crucial stake in the strategic and organic growth plans of the organization. While volumes can be written of what the qualities required are, a few amongst them would play a make or break role in this era of strategic HR.
Gone are the days when the HR manager was just a facilitator for recruiting manpower and an administrator of laid down policies/procedures. Now, the most sought after quality is a knowledge of the company’s product/services, overall understanding of the organization’s short term and long term objectives, the market share/mind share of the products/services in offer, the competition, and last but not the least the critical mass of skills that would form the backbone of the organization’s growth strategies. It is this understanding that would help the manager view things in perspective while deciding on what kind of recruitment plans will be relevant in the space the organization exits and devise the ‘compensation and benefit’/’talent acquisition and retention’ strategies for prospective employees. Benchmarking such strategies with the leaders/best employment practices will be a prerequisite to draw and retain talent for a growing company!
Also needed would be a thorough understanding of the short term and long term talent acquisition & retention needs of the various functional managers! A good rapport with cross functional heads and a grasp of their talent expectations would serve a long way in creating and implementing that winning HR strategy!
In the fiercely competitive and compensation driven market place today, with a host of talent attraction tools – huge performance incentives, fancy sign on bonuses, notice period buyoffs, attractive ESOPS and so on - , articulating a short/long term career growth plan for the prospective employee, based on clearly stated measurable performance, skills/knowledge that the person would acquire even while enabling/being a part of the company’s growth, clear promotion plans etc can be showcased as a key HR unique selling proposition.
All these apart, the HR manager will be required to be a good leader, great communicator and an essential team player, as, in growing organizations, - be it big or medium sized - the HR team will be responsible for putting all strategies into practice – so that winning organizations could be created and sustained.
Gone are the days when the HR manager was just a facilitator for recruiting manpower and an administrator of laid down policies/procedures. Now, the most sought after quality is a knowledge of the company’s product/services, overall understanding of the organization’s short term and long term objectives, the market share/mind share of the products/services in offer, the competition, and last but not the least the critical mass of skills that would form the backbone of the organization’s growth strategies. It is this understanding that would help the manager view things in perspective while deciding on what kind of recruitment plans will be relevant in the space the organization exits and devise the ‘compensation and benefit’/’talent acquisition and retention’ strategies for prospective employees. Benchmarking such strategies with the leaders/best employment practices will be a prerequisite to draw and retain talent for a growing company!
Also needed would be a thorough understanding of the short term and long term talent acquisition & retention needs of the various functional managers! A good rapport with cross functional heads and a grasp of their talent expectations would serve a long way in creating and implementing that winning HR strategy!
In the fiercely competitive and compensation driven market place today, with a host of talent attraction tools – huge performance incentives, fancy sign on bonuses, notice period buyoffs, attractive ESOPS and so on - , articulating a short/long term career growth plan for the prospective employee, based on clearly stated measurable performance, skills/knowledge that the person would acquire even while enabling/being a part of the company’s growth, clear promotion plans etc can be showcased as a key HR unique selling proposition.
All these apart, the HR manager will be required to be a good leader, great communicator and an essential team player, as, in growing organizations, - be it big or medium sized - the HR team will be responsible for putting all strategies into practice – so that winning organizations could be created and sustained.
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