When I look my Journey as Role of a Trainer in the Organizations where I worked as part of HR, it started with an aspiration of sharing what I studied in the University Education and little ( Very Little ? ) experience in HR. What i realized in the later stage what I’m teaching with PPT’ s ( This PPT’ might help to support trainer to present his point but most of the times it become an obstacle if we don’t use properly ) in the classrooms really don’t have effect on Participants Learning
Here I would like to mention the definition of Learning-as per Psychology ,Learning means Relative change in the Behavior.
As a Trainer I feel we have to impact and work as catalyst for participants Learning Curve.
When I realized this that still I have to improve some more Insight in the Training as process only I work as Trainer. I asked my boss to another assignment .In the mean time I use to work as Regional HR Manager, as a part of Profile I use to do Training Coordination. In this process, I met one person called Ravi Shankar from Hyderabad who was come to an MDP Program. I mentioned my dilemma about working as an effective Trainer in the frame work of Learning. He suggested few points to me,
q Attend Human Labs conducted by ISABS
q Study further on Learning ( He is the person Introduced me the word Androgagy )
q Spend some quality time with YOU ( YOU means a lot )
q Study Training Delivery Methodologies
q Do Training areas which excites’ you
Above are few suggestions, but those are helped me a lot in the later stage not only as Trainer as Human.
The most important Learning s ( I refer defining of Learning of above )
q Trainer should know himself and accept himself
v This is not a destination. .but its Journey. As we talk in Johari Windows as the two pans I feel Receiving feedback and understand our dark areas makes us aware more about us. But most important point is accepting as we are and trying to work on the areas required to improve
v What is required to improve is should responsibility of the Individual, may be somebody can help the Individual but the final Decision should lies with Individual
q Understanding Trainers Interpersonal Skills Orientation
Here I would like to mention FIRO ( Fundamental Interpersonal Relations Orientation ) proposed by Schutz Model
The final version of the FIRO theory states that there are three central and unidimensional needs that affect the behaviour of people in any interpersonal relationship. They are ,
v Inclusion (the need to socialize, to be in the company of or in contact with, people),
v Control (the need to influence, make decisions, direct, have power over, have impact on)
v Openness (the need to share one's inner thoughts and feelings).
Corresponding to these three interpersonal behavioural needs are three needs that affect the feelings of people in interaction. These feeling-level needs are,
v Significance (the need to feel worthwhile, important, meaningful), Inclusion at the behavioural level corresponds to Significance at the feeling level
v Competence, (the need to feel strong, intelligent, capable) Control and Openness at the behavioural level correspond to Competence
v Likability (the need to feel one is good, attractive, likable)and Likability, respectively, at the level of feelings.
The trainer should know his Inter Personal Needs or Orientation. There is no requirement all the Trainers go for assessment tests to understand their Orientation but consciously for some time they monitor themselves, they will get an Insight.
What I observed with above needs are require balance. More or less orientation will have an effect on our Personality Rather than effect, the important point is trainer awareness about his orientation
Remaining areas like Training Tools and Methodologies, Expertise in Subject matter, Continuous Learning, Learning principles and other training delivery subject matters also very important.
I feel the two points I mentioned are basic bricks for a Behavioral Trainer
Shiva Prasad
Thursday, November 20, 2008
Tuesday, November 18, 2008
What is HR Role in Employee Selection
One day when I asked this question to my self, its look simple but HR can make significant contribution in this area . I felt there are three areas where HR can primarily can play major role,
Person – Organization Fitment
Training for Selection Board on Interviewing Skills
Introducing Selection Tools and Methods
The fundamental question what s the role of the HR in the Interview Process. We take candidate to perform Job and that will be evaluated only by concern functional Head. Why I’m saying I heard from some HR people, they evaluate Candidate Functional skills. I’m not very convinced about this process. Because its very unfair to be get evaluated like this. For me its look like an RMP take Interview for an Doctor. Excuse me if this example hurts somebody s feelings.
As an HR Professionals we have more important points to see. If we see the fundamental How the Selection Process is, it sees only two fitments
q Person- Job Fitment
q Person – Organization Fitment
Person Job Fitment will be taken care by the functional Specialists
Person Organization Fitment- I feel this is very important factor where HR can work. Be cause there is saying, People join the Organization with their IQ but their Performance and Growth is more depended on their EQ ( Here I’m not mentioning about the people who manage bosses and other colleagues without doing any work ) but I’m talking maintaining good Communication Skills, Inter Personal Skills and mainly Work related Value systems
q Some amount of Congruence in the candidate Value System and Culture of the Organization makes a person comfort and deliver performance
q There is a good amount of Research happened all over the world about this fitment. The prominent process is
v Computability Analysis of Organizational Culture Profile (OCP) by Jennifer Chatman and individual’s personal value profile
v Here I will explain in detail about Organizational Culture Profile (OCP) by Jennifer Chatman. He proposed following dimensions to formulate Organization cultural Profile, those are,
· Innovation
· Stability
· Orientation towards people ( Fair and Supportive )
· Orientation towards achievement
· Easygoing Vs Aggressiveness
· Attention to Details
· Team Orientation
v Above mentioned are major dimensions. In Process, Organizations Form a Team to Identify top Dimensions ( The No. of dimensions is depends on Organizations ).
v The dimensions selection is depend on various factors like in prevailing culture, Founders Value System and Leadership Style, Organization & , Industry Life cycle Stage ,Managerial Styles and HR Philosophy
v In the Selection Process, Organization will create Organization cultural Profile and try to match the compatibility between Organization cultural Profile and Organization cultural Profile. How much close depends on requirement of the Organization
v Above is a Process based Methodology
v But normally Organizations depends on Selection Board understanding and assessment capability. But here another question arises how far the Selection Board is equipped in the Interviewing Skills
Training for Selection Board on Interviewing Skills
q I think HR have to play a major role in this Process. Why because if you take Research findings, Validity of Interview it self is quite Low . But in the scenario of Selection Board is not trained it will be worst
q HR have to take initiative to train all the members in Selection Board because those are the people who give first perception about Organization to the Candidate.
q In The Selection of Board also
Introducing Selection Tools and Methods
q HR can ply vital and cautious role in this area. The objective of the Introduction of new tools should be increasing the effectiveness of Selection Process
q There are various tools available for various reasons starting from understanding Candidates Values to understanding his Career anchors ( I will discuss this in detail in another posting )
q The selection of the tools will be depends on What Dimensions Organizations like to assess , What level Organization would liker to assess ( This will range from Should to Wish ),Top Management perception towards this kind of tools, HR knowledge in this kind of tools and cost of the process and its effectiveness ( ROI matters in the Organizations
q The best method is HR Team will attend a Orientation Program on these tools and they may get a certified Consultant from outside.
Above are few I felt and implemented in my Journey of HR.I will update you as I came across any new initiatives
Person – Organization Fitment
Training for Selection Board on Interviewing Skills
Introducing Selection Tools and Methods
The fundamental question what s the role of the HR in the Interview Process. We take candidate to perform Job and that will be evaluated only by concern functional Head. Why I’m saying I heard from some HR people, they evaluate Candidate Functional skills. I’m not very convinced about this process. Because its very unfair to be get evaluated like this. For me its look like an RMP take Interview for an Doctor. Excuse me if this example hurts somebody s feelings.
As an HR Professionals we have more important points to see. If we see the fundamental How the Selection Process is, it sees only two fitments
q Person- Job Fitment
q Person – Organization Fitment
Person Job Fitment will be taken care by the functional Specialists
Person Organization Fitment- I feel this is very important factor where HR can work. Be cause there is saying, People join the Organization with their IQ but their Performance and Growth is more depended on their EQ ( Here I’m not mentioning about the people who manage bosses and other colleagues without doing any work ) but I’m talking maintaining good Communication Skills, Inter Personal Skills and mainly Work related Value systems
q Some amount of Congruence in the candidate Value System and Culture of the Organization makes a person comfort and deliver performance
q There is a good amount of Research happened all over the world about this fitment. The prominent process is
v Computability Analysis of Organizational Culture Profile (OCP) by Jennifer Chatman and individual’s personal value profile
v Here I will explain in detail about Organizational Culture Profile (OCP) by Jennifer Chatman. He proposed following dimensions to formulate Organization cultural Profile, those are,
· Innovation
· Stability
· Orientation towards people ( Fair and Supportive )
· Orientation towards achievement
· Easygoing Vs Aggressiveness
· Attention to Details
· Team Orientation
v Above mentioned are major dimensions. In Process, Organizations Form a Team to Identify top Dimensions ( The No. of dimensions is depends on Organizations ).
v The dimensions selection is depend on various factors like in prevailing culture, Founders Value System and Leadership Style, Organization & , Industry Life cycle Stage ,Managerial Styles and HR Philosophy
v In the Selection Process, Organization will create Organization cultural Profile and try to match the compatibility between Organization cultural Profile and Organization cultural Profile. How much close depends on requirement of the Organization
v Above is a Process based Methodology
v But normally Organizations depends on Selection Board understanding and assessment capability. But here another question arises how far the Selection Board is equipped in the Interviewing Skills
Training for Selection Board on Interviewing Skills
q I think HR have to play a major role in this Process. Why because if you take Research findings, Validity of Interview it self is quite Low . But in the scenario of Selection Board is not trained it will be worst
q HR have to take initiative to train all the members in Selection Board because those are the people who give first perception about Organization to the Candidate.
q In The Selection of Board also
Introducing Selection Tools and Methods
q HR can ply vital and cautious role in this area. The objective of the Introduction of new tools should be increasing the effectiveness of Selection Process
q There are various tools available for various reasons starting from understanding Candidates Values to understanding his Career anchors ( I will discuss this in detail in another posting )
q The selection of the tools will be depends on What Dimensions Organizations like to assess , What level Organization would liker to assess ( This will range from Should to Wish ),Top Management perception towards this kind of tools, HR knowledge in this kind of tools and cost of the process and its effectiveness ( ROI matters in the Organizations
q The best method is HR Team will attend a Orientation Program on these tools and they may get a certified Consultant from outside.
Above are few I felt and implemented in my Journey of HR.I will update you as I came across any new initiatives
Tuesday, November 11, 2008
I'm happy to come back to work on Monday -DO YOU
Recently i seen this hoarding in the way to Hitech City, Hyderabad. This made me think what really make an employee to come back to work on Monday as an Happy and engaged employee. Here i would like to mention what i mean by Engaged-for me who is engaged to the Organization is emotionally and intellectually attached to the Company and its Growth and more precise who invest continuously on his/her personal development which in turn will contribute to the organization.
Just coming on Monday morning as duty don’t make great difference. But Organizations’ also have to invest lot of efforts for this Monday effect. The Investment will be
q Investment in Organization Design and Job Design
Organization Design
· Organization Design have to take care in the concern of clarity in the reporting Structures-Whom he/she reporting-Functionally or Administratively
· Organization Design have to take care of Span of Control-Min and
Max reportees
· Organization Design have to take care of the purpose of Reporting-I
mean what context Reporting Manager will guide and coach
his Team to achieve Goals.
Job Design-This can be views different point of views like
Employee, Reporting Manager, Organization Goals and
Culture
· For an Employee point of view Variety of Skill Sets, Control over
work, Relative value of that kind of role in the Organization,
Challenging tasks, Career Progression for this kind roles and
Market value for the Skills job Demanding-but all these also have
Relative point. Sometimes in my career i seen different kind of
employee who are very comfortable to work in very limited Skill sets
or very routine work, limited control over his work. What i feel
Individual Orientations towards career make a lot of
Contribution to the Job Design.
· For an Reporting Manager point of view Job Design have to be simple to monitor, Quantifiable tasks and Observable quality contributions, Significant Value Contribution in the Team Members Performance
· For an Organization point of view its very critical because this is foundation for the Organization Performance. The Organization have to see in the way requirement for the
Skill variety, employee efforts in the work completion ( i mean Man
Vs Machine Contribution in the Work delivery ).employee
motivation effects and requirement of Creativity and Innovation
contributions required by the employee for Organization
Performance .
Investment in Recruitment in Selection
· Recruitment channels have to generate the right kind of pool whom we can select for the employment. Recruitment Communication should clearly spell about Organization Vision and the Job Specification and Career Progression in the Organization for this particular job. In the same time we better communicate for any limitation in the Job
· Selection-This is very critical stage. We have to understand the significant importance of Person -Organization fitment besides Person - Job fitment. I feel HR person in the selection panel plays major role. For this he have understand Organization Culture and sub culture factors in the Department/Unit the candidate job is places and Organization Life Cycle. What i mean if incase Organization in the stabilizing Phase not much into Growth phase, if the candidate is vary ambitious and aggressive, may be organization might be not in a position to give opportunity for the growth the candidate is expecting. Another important factor all Members of Selection Board have to be trained in Selection, that will increase the fitment ratio.
Induction and on the Job Training
Induction plays major role in the employees first impression .HR have to play vital role in giving information on Organizational Polices and little insight in Organizational Values and Culture. In the same time its a good practice the employee will be given an Orientation of all other functions in the Organization
Through On the Job Training, the employee feel ease to get in to Job and deliver results
Performance Management System
The Performance Management system in the Origination should
Ø Very Simple and Clear to all the Members
Ø It have to be transparent
Ø Its always good practice PMS will built on Quantitative Measurements
Ø Clearly have to spell what’s your expectations in the context of performance and can be expected Reward System
Ø Another major point is Appraisal Education.
Investment in Training and Development
This is very critical how an employee take this investment means to him. This investments somewhere have to align the career aspiration of the employees. If these are not aligning with employee aspiration, he/she don’t attach any value for this.
Another point employee should get an opportunity and support from his Team and Supervisors to implement what he/she learned in the Training
Development Investments in employee gives confidence in the Organization that Organization in investment in long term Career Goals of the employee
Investment in Leadership Development
Employee joins Organizations’ and leave Boss-Its perfectly right statement in the Monday Effect. Leadership Development investment in the Organization make a better and choice place for an Employee.
Investment in Communication Skills, Inter personal Skills, Team Performance Management Skills through Leadership Development Programs improve employee satisfaction Quotient ( Are Happy Employee is Productive Employee-I will discuss these in my next postings )
Compensation Standards
This is strategy, will be used depends on Organization Life Cycle, Industry Standards and Skill demand
I strongly believe one saying one of Marketing Head mentioned about “Customer will come to you for cost and he is loyal to you for the Quality”
Here also Compensation will be used as Strategy to attract ( This also depend on the factors I mentioned above ) but to retain all other what I m mentioning the write up is very important
Organization Vision
· I feel single most significant factor why people stay with you. The Top Leader should articulate Vision-which that can move people for initial hurdles ,struggles ,effort and retain in the Organization cause that will give
Ø Purpose
Ø Confidence
Ø Long term Career
Ø Emotional Attachment
I feel above are few( Definitely there will be some more ,but these are few ,I felt important ) of the Investments Organization have to put an Employee will come back to Monday to the Organization as Engaged Employee
Just coming on Monday morning as duty don’t make great difference. But Organizations’ also have to invest lot of efforts for this Monday effect. The Investment will be
q Investment in Organization Design and Job Design
Organization Design
· Organization Design have to take care in the concern of clarity in the reporting Structures-Whom he/she reporting-Functionally or Administratively
· Organization Design have to take care of Span of Control-Min and
Max reportees
· Organization Design have to take care of the purpose of Reporting-I
mean what context Reporting Manager will guide and coach
his Team to achieve Goals.
Job Design-This can be views different point of views like
Employee, Reporting Manager, Organization Goals and
Culture
· For an Employee point of view Variety of Skill Sets, Control over
work, Relative value of that kind of role in the Organization,
Challenging tasks, Career Progression for this kind roles and
Market value for the Skills job Demanding-but all these also have
Relative point. Sometimes in my career i seen different kind of
employee who are very comfortable to work in very limited Skill sets
or very routine work, limited control over his work. What i feel
Individual Orientations towards career make a lot of
Contribution to the Job Design.
· For an Reporting Manager point of view Job Design have to be simple to monitor, Quantifiable tasks and Observable quality contributions, Significant Value Contribution in the Team Members Performance
· For an Organization point of view its very critical because this is foundation for the Organization Performance. The Organization have to see in the way requirement for the
Skill variety, employee efforts in the work completion ( i mean Man
Vs Machine Contribution in the Work delivery ).employee
motivation effects and requirement of Creativity and Innovation
contributions required by the employee for Organization
Performance .
Investment in Recruitment in Selection
· Recruitment channels have to generate the right kind of pool whom we can select for the employment. Recruitment Communication should clearly spell about Organization Vision and the Job Specification and Career Progression in the Organization for this particular job. In the same time we better communicate for any limitation in the Job
· Selection-This is very critical stage. We have to understand the significant importance of Person -Organization fitment besides Person - Job fitment. I feel HR person in the selection panel plays major role. For this he have understand Organization Culture and sub culture factors in the Department/Unit the candidate job is places and Organization Life Cycle. What i mean if incase Organization in the stabilizing Phase not much into Growth phase, if the candidate is vary ambitious and aggressive, may be organization might be not in a position to give opportunity for the growth the candidate is expecting. Another important factor all Members of Selection Board have to be trained in Selection, that will increase the fitment ratio.
Induction and on the Job Training
Induction plays major role in the employees first impression .HR have to play vital role in giving information on Organizational Polices and little insight in Organizational Values and Culture. In the same time its a good practice the employee will be given an Orientation of all other functions in the Organization
Through On the Job Training, the employee feel ease to get in to Job and deliver results
Performance Management System
The Performance Management system in the Origination should
Ø Very Simple and Clear to all the Members
Ø It have to be transparent
Ø Its always good practice PMS will built on Quantitative Measurements
Ø Clearly have to spell what’s your expectations in the context of performance and can be expected Reward System
Ø Another major point is Appraisal Education.
Investment in Training and Development
This is very critical how an employee take this investment means to him. This investments somewhere have to align the career aspiration of the employees. If these are not aligning with employee aspiration, he/she don’t attach any value for this.
Another point employee should get an opportunity and support from his Team and Supervisors to implement what he/she learned in the Training
Development Investments in employee gives confidence in the Organization that Organization in investment in long term Career Goals of the employee
Investment in Leadership Development
Employee joins Organizations’ and leave Boss-Its perfectly right statement in the Monday Effect. Leadership Development investment in the Organization make a better and choice place for an Employee.
Investment in Communication Skills, Inter personal Skills, Team Performance Management Skills through Leadership Development Programs improve employee satisfaction Quotient ( Are Happy Employee is Productive Employee-I will discuss these in my next postings )
Compensation Standards
This is strategy, will be used depends on Organization Life Cycle, Industry Standards and Skill demand
I strongly believe one saying one of Marketing Head mentioned about “Customer will come to you for cost and he is loyal to you for the Quality”
Here also Compensation will be used as Strategy to attract ( This also depend on the factors I mentioned above ) but to retain all other what I m mentioning the write up is very important
Organization Vision
· I feel single most significant factor why people stay with you. The Top Leader should articulate Vision-which that can move people for initial hurdles ,struggles ,effort and retain in the Organization cause that will give
Ø Purpose
Ø Confidence
Ø Long term Career
Ø Emotional Attachment
I feel above are few( Definitely there will be some more ,but these are few ,I felt important ) of the Investments Organization have to put an Employee will come back to Monday to the Organization as Engaged Employee
Saturday, November 8, 2008
My Experience with Experential Learning
Since i'm in the Journey with ISABS ( Indian Society for Applied Behavioral Science) ,always strong believer of experiential Learning.In my Training sessi9on also i use havily this method,i feel people majorly learn through experience only.
In my last posting i mentioning about Lean Manufacturing Initiatives in my company, as usual some amount of resistance there in the team.I strongly feel this kind resistance only made HR initiatives more success .What i mean this help us to Team understand issues more deeply,that will help in Decision making process because of more data available
How we worked out on this resistance, We said we will work as Team and You only take factual Data using Observation.We done small briefing on Observation Skills.Ones the they come with Data,the Data charted as required by the Team.Since they only done entire activity we told them to narrate their Learnings and propose Solutions.They came with wonderfull Solutions and we proposed why we dont we experiment with new Ideas.Then the Team went to the floor and experimented new solutions.Its surprising and Learning for team.The Team has taken the new Change and taken action plan they will apply all over the plant.
This entire exercise is nothing but Change as three way Process modeled Kurt Lewin.I just like to share more about this.Kurt Lewin,founding father of Organization Development.The three Phase Change Management Process model is,
* Stage I -"Unfreezing". It involved overcoming inertia and dismantling the existing "mind set". Defense mechanisms have to be bypassed
* Stage II - In the second stage the change occurs. This is typically a period of confusion and transition. We are aware that the old ways are being challenged but we do not have a clear picture as to what we are replacing them with yet
* Stage III -"freezing". The new mindset is crystallizing and one's comfort level is returning to previous levels.
My experience in Sensitivity Training ( Its also called T Group Training ) with ISABS Human Lab helped me to understand this process more clearly.I will write about Lab experiences in coming posts
I'm big believer in OD initiatives,'cause they build organizations.In future postings you will see more information and my experiences in OD
Shiva
In my last posting i mentioning about Lean Manufacturing Initiatives in my company, as usual some amount of resistance there in the team.I strongly feel this kind resistance only made HR initiatives more success .What i mean this help us to Team understand issues more deeply,that will help in Decision making process because of more data available
How we worked out on this resistance, We said we will work as Team and You only take factual Data using Observation.We done small briefing on Observation Skills.Ones the they come with Data,the Data charted as required by the Team.Since they only done entire activity we told them to narrate their Learnings and propose Solutions.They came with wonderfull Solutions and we proposed why we dont we experiment with new Ideas.Then the Team went to the floor and experimented new solutions.Its surprising and Learning for team.The Team has taken the new Change and taken action plan they will apply all over the plant.
This entire exercise is nothing but Change as three way Process modeled Kurt Lewin.I just like to share more about this.Kurt Lewin,founding father of Organization Development.The three Phase Change Management Process model is,
* Stage I -"Unfreezing". It involved overcoming inertia and dismantling the existing "mind set". Defense mechanisms have to be bypassed
* Stage II - In the second stage the change occurs. This is typically a period of confusion and transition. We are aware that the old ways are being challenged but we do not have a clear picture as to what we are replacing them with yet
* Stage III -"freezing". The new mindset is crystallizing and one's comfort level is returning to previous levels.
My experience in Sensitivity Training ( Its also called T Group Training ) with ISABS Human Lab helped me to understand this process more clearly.I will write about Lab experiences in coming posts
I'm big believer in OD initiatives,'cause they build organizations.In future postings you will see more information and my experiences in OD
Shiva
Friday, November 7, 2008
Learning Day-A Field is Born-OB
We work from Monday to Saturday.But Saturday as week end movement we Team HR in my company spend some time some thing existing to all of us.How is goes somebody raise a question on any area in HR,we discuss on various point of views.We are planning to structure little more on these.I will update you on this.
Today one of my team member raised a question How a field like Organisational Behavior is Born.This made me to remember a small article came in Harvard Business Review,A Field is Born.The article says,
* In the 1920's,in order to understand the relationship between Productivity and Job Satisfaction,HBS Professor Elton Mayo and Research assistant Fritz J.Roethlisberger studied work behavior at Western Electric,s Hawthorne Works plant outside Chicago.
* Over the five years period,they tracked the performance of six women assembling relays in a room separate from the main assembly hall.The workers productivity rose,which led mayo to conclude:"The six individuals become a Team"
* Following to this,they continued the experiment with 21,000 interviews at the plant and found that mental attitude,proper supervision and informal social relationships were critical to boost Productivity and Job Satisfaction.Even today the modern HR also stress these points on Proper Supervision and Informal Social relationship
*Later in 1966,they wrote a book called Counselling in Organisation,in which they argued that subjects change their when observed.They called this phenomenon the Hawthorne effect.
* Hawthorne experiment laid this foundation for the field of Organisational Behavior
Today one of my team member raised a question How a field like Organisational Behavior is Born.This made me to remember a small article came in Harvard Business Review,A Field is Born.The article says,
* In the 1920's,in order to understand the relationship between Productivity and Job Satisfaction,HBS Professor Elton Mayo and Research assistant Fritz J.Roethlisberger studied work behavior at Western Electric,s Hawthorne Works plant outside Chicago.
* Over the five years period,they tracked the performance of six women assembling relays in a room separate from the main assembly hall.The workers productivity rose,which led mayo to conclude:"The six individuals become a Team"
* Following to this,they continued the experiment with 21,000 interviews at the plant and found that mental attitude,proper supervision and informal social relationships were critical to boost Productivity and Job Satisfaction.Even today the modern HR also stress these points on Proper Supervision and Informal Social relationship
*Later in 1966,they wrote a book called Counselling in Organisation,in which they argued that subjects change their when observed.They called this phenomenon the Hawthorne effect.
* Hawthorne experiment laid this foundation for the field of Organisational Behavior
Humanbeing overhall
In my present company I'm driving a Intiative called Lean Manufacturing.The major pupose of this method is waste Reduction-Waste can be Time,Material,Men,Space in the system.
This time one thoight was come in to my mind how much waste i carry with my self like old bad habits, hurt feeling,prejudise,guilty,tensions,conflcts-including conflicts with my self and with others and more..........
Can any possibulity as Humanbeings we also do some intiatives like this clean our Mental and Emotional Processes ?
As HR Professional,i think we badly required this kind of overhall in regular intervals
My thoughts are just deepening on how much waste i'm carrying.But i will find out way to do these overhall.If you have any ideas please post in my site.it will be helpfull.
I will post you my experince in coming posts
This time one thoight was come in to my mind how much waste i carry with my self like old bad habits, hurt feeling,prejudise,guilty,tensions,conflcts-including conflicts with my self and with others and more..........
Can any possibulity as Humanbeings we also do some intiatives like this clean our Mental and Emotional Processes ?
As HR Professional,i think we badly required this kind of overhall in regular intervals
My thoughts are just deepening on how much waste i'm carrying.But i will find out way to do these overhall.If you have any ideas please post in my site.it will be helpfull.
I will post you my experince in coming posts
My journey to HR
when i first time came across word called HR in my Post Graduation in Social Work,it given me feeling this subject some thing to work with people.with my experiences in life i always like difference in people.i have friends belong to difeerent cultural and Social backgrounds.
Later stage when i started reading books on OB,it given me an understanding of people at Individual,group and oragnisational set up.
the real point it touched me is in this process it helped to understand me more.when i turned back and see my 12 years journey in HR Profession,there is lot Good,sad and Happy moments
As i mentioned in top of my blog i would like to share my experienses,knowledge as HR Professional and more share my feeling of my self and with other in my journey
Later stage when i started reading books on OB,it given me an understanding of people at Individual,group and oragnisational set up.
the real point it touched me is in this process it helped to understand me more.when i turned back and see my 12 years journey in HR Profession,there is lot Good,sad and Happy moments
As i mentioned in top of my blog i would like to share my experienses,knowledge as HR Professional and more share my feeling of my self and with other in my journey
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