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Leadership-mind that dares to dream

July 26, 2010 Leave a comment

Leadership is not magnetic personality–that can just as well be a glib tongue. It is not making friends and influencing people –that is flattery. Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations.
-Peter Drucker

Leadership with theories and example

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What is HRIS? What is HRMS & What is e-HR ?

July 24, 2010 Leave a comment

HRIS (Human Resources Information System)

It is the collection of Information on employees. HRIS is nothing but the HR part of MIS (Management Information System). These are answers from HR manager to respond to the management; for examples: What is our current employee strength? , How many employees have been hired in the last month? , What is our training budget? How much we have spent on recruitment and training? , How many people to retire in current month, How many people are on transfer? etc.

These are mere numbers. It tells us “WHAT”, “WHEN”, “HOW MUCH” or “HOW MANY”.

But, HRIS is silent on “WHY?” & “HOW?”

HRIS is more ‘Reactive’ and does go for a ‘Post Mortem’ of HR activities. This may or may not require a computer. In HRIS, a computer does not add value to HR activities. But, it saves time. In Computerized HRIS, data retrieval becomes fast and simple.

HRMS (Human Resources Management System)

As we all know that information is power. That’s why we learn about HRIS. But, Information is nothing but ‘codified Data’.  There can be information overload if we can not manage it. It not important what information we have. But, it is most important is that ‘how we use such information ‘ . There comes HRMS. It is an effort to manage the information pertaining to HR. Example: The How part. We have ten years data (information) on employee attrition, labour turnover, etc. But, we if can not find out the rate, the percentage, the frequency and most importantly, the differentiated areas of concern, then, the information is ‘useless‘. HRMS diagnose the problem area. How this has occurred, when it has occurred, the gravity of the issue. But, does not ‘Prescribe’ anything. The prescription is left to Humans (the HR Managers).

e-HR (electronic HR)

The term e-HR was coined by HRMAGIC.NET in the year Dec-2000. The concept is something like e-Mail and Ordinary Mail. The former  replaced the later. Similarly,  e-HR replaced the traditional HR with its electronic intelligence. e-HR talks more on the ‘prescriptive‘ part of HR. We have data, information, Now we also could manage it. Its time to act upon. e-HR tells you the way to act.

  • HRIS-Reactive / Post mortem (What and When Happened?)
  • HRMS-Proactive / diagnostic (How Happened?)
  • e-HR-Prescriptive (The root cause analysis and the Way forward.)

electronic HR

Categories: HR Technologies

For Winners Winning is an ART (Vol-2)

July 23, 2010 Leave a comment

Use Showmanship to your advantage

Skill of making an artistic performance distinctive, effective and appealing to an audience is nothing but showmanship. If you know your job clearly and can execute it perfectly , you will be successful . If do not know the whole idea at the first stage but you figure out  what to do quickly without ever letting anyone that you didn’t know it exactly in the first place. Then you will be a winner. Showmanship is nothing but perfect timing to hide or to show off your real self.

Act like you know what you are doing

Most people won’t jump into a swimming pool until they know how to swim. Winners do not hesitate to jump into the middle of the swimming pool and then figure out how to swim and then swim using excellent form even if they never swam before. Winners are always adventurous. Without any hesitation they dive into new new work arena just to prove themselves. People only grow and develop when they perform something new, something untried, something venturesome.

Showing charisma

Charisma is the power to attract and influence other people. It can be very much natural or it can be groomed. You can act charismatic without being charismatic to the core of your self. Other people create impression of you based on how you act, regardless of how you may think of yourself .

Here are the ingredients that leads to be charismatic to other people.

1. Show  No Tenseness: Charismatic people look poised, calm and in control in every situation. To act calm you have to feel calm, for that take a deep breath anytime you feel less than calm, or hold your hand in the same position  you hold them when you feel extremely proud of yourself.

2. Dare to show off: If you are adventurous and you have taken a risk which no ordinary man would take then dare to show it to people that you are a risk taker with a sportive spirit.

3. Act confident: Acting charismatically confident is like being pregnant, either you are pregnant or you are not. Tentative words do not exist in their dictionary.

4. Express Ideas knowing you are right: People make right or wrong opinions about an idea, which is very much personal to them. So everybody has got an opportunity to say something about a topic. Being confident, willing to stick up and staying calm make it very easy for a person acting charismatic to present his ideas as right.

5. Act Positive: Winners always think positively even if they are in a difficult situation. “I can do it” attitude remains a super imposed attitude for what ever they do. Their attitude and approach towards a situation makes them different from the crowd.

En-cash your positive attitudes

Negative attitudes leads to negative results. If you expect failure, you will taste failure.

Do’s and don’ts in a business behavior

Attire that matters

Always making people feel ultra special

Categories: Self Help

For Winners Winning is an ART

July 23, 2010 Leave a comment

People skills , and not the technical competence , separate Winners from losers in their business carrier. What we mean by people skill is mainly interpersonal communication skill. In this article we will discuss about “making a fantastic  first impression“.

With every new meeting, you are evaluated and a new impression upon you is created. First impression continues for long and becomes a base for future rapport building. So in your business carrier or social life making a first impression great is definitely important.

To be on time

It’s great to be on time always, but it’s important to maintain time when it’s your first meeting. Reaching early is much better than reaching late and giving an excuse. Mind it the person you are meeting for the first time is no way interested in your good excuses.

Be cool & confident

Staying cool and confident makes the whole atmosphere cool and at ease. The person you are meeting shall also feel comfortable in taking to you.

Presenting the self appropriately

The person you are meeting for the first time does not know you. For him/her your personality means the outer personality. The way she/he talks, the kind of attire, style of language she/he speaks, these things matter a lot. You need not to look like a model, but one must look presentable. Starting with the dress you wear- it should be according to the occasion. If it is a business meeting then a formal corporate attire, if is a social meeting then you have to be more culture specific. Remember You will be remembered the way you carry your self.

Be Courteous and Attentive

Show your best behaviour.You can not bargain for less. Simple courtesies attract attention and makes a good impression of the  person you are. Another important thing is people will take interest in you at the rate you are attentive towards them. So be attentive

A smile costs nothing

Smile and the world will smile. A bright makes the atmosphere easy to talk. But do not take it too far, you may not be taken seriously.

Wear an individuality that suits the person opposite to you

In this regard there is a rule one can follow i:e covertly mirroring at least two classes of behaviour: 1> Body language and 2> vocal style. Body language mirroring is simple and quick to follow. Like sit , move, walk , gesture and holding the head the same way the other person holding. Along with this  body language mirroring includes mirroring the other persons volume, speed or rate of talking and choice of word. This technique of Michael W. Mercer( authour- How Winners Do It) works wonderfully because of the simple fact that that, human beings crave to be around people who seem similar to themselves.

You have just a few seconds to make a good first impression and it’s almost impossible ever to change it. So it’s worth giving each new encounter your best shot. Much of what you need to do to make a good impression is common sense. But with a little extra thought and preparation, you can sharpen your intuitive style and make every first impression not just good but fantastic.

Categories: Self Help

Winning attitude as a strategic move

July 23, 2010 Leave a comment

Fear Factor

In majority of cases we do not win because we have convinced ourselves we can not win. Mostly for FEAR of failure or FEAR of success. Fear limits us. The word fear  can be seen as False Evidence Appearing Real. It creates road blocks and stumbling blocks and lead us into self-defeating behavior, which in turn lead to complete immobilization. Fear keeps us from trying, and if we do not try we never get beyond where we are now. Fear erodes our self -esteem, corrupts our self-confidence and over time convinces us that we are looser. We can take charge of ourselves and our lives. And once we take charge, we can be, do and have anything we want.Positive mental Attitude (PMA)We are rich because we are born with incredible minds. We each have as standard operating equipment 18 billion brain cells. They ask only for direction. To use our minds, we only have to tell them where we want to go, what we want to achieve. If we really know what we want, our minds can take us from where we are to where we want to be.We know that the human mind has two basic parts– the conscious and the sub-conscious. The conscious determines what, the sub-conscious figures out how. Great thinking attracts great results. Mediocre thinking attracts mediocre results.The mind can think and go anywhere it wants to go. The mind can figure out where you are and take you where you want to be. All we have to do is to know what our goals are. Goals are like magnets. They pulls us towards them. Goals are great but by themselves they can be undirected. So to have a purpose is necessary. When we have a clear purpose , we won’t have time for negativity.Focusing our energy Focusing our energy in a single direction can work for us. If we want something and we keep our mind focused on getting it , we will eventually achieve it. Our belief determines our action , and our action determines our results. Better feedback from our results generally improves our attitude and future new results. But first we have to believe. That is why visualization is important. There we we see the picture of our desired future in our mind’s eye. It’s important, when we first introduced to visualization, we must understand to visualize completely. Since we won’t  always be visualizing some specific goal, it’s important that we create a number of master visualization that allows us to grow , develop and flourish in every area of our life: be it social, financial, mental or spiritual. There are some procedures and steps that let us focus our energy in a very constructive way. Like relaxing the body in the first step, then opening the inner eye to the stage of imagination, using past successful experiences, start with end result in your mind and at last closing your imagination  in a relaxing and inspiring way.

 You WIN or you LOOSE in a particular situation, it doesn’t matter and that can’t brand you a winner or looser, if you are clear about your GOAL, you know what you want to do with your knowledge, idea and experience and you work for it, you can WIN and you will WIN a large slice of life.

Categories: Self Help

Some frameworks of HR

July 23, 2010 Leave a comment

HR Framework

Various Human Resource Development frameworks have come into existence in different forms and structures from different parts of world as a result of R&D on this subject. An Integrated HRD Systems Approach was evolved for Indian organizations at IIM, Ahmadabad by Pareek and Rao in 1975.

Pareek and Rao Framework(1975)

According to the framework Performance Appraisal, Potential Appraisal, Feedback and Counseling, Career Development- Career planning and Training & Development get distinct attention  as unique parts of an integrated system. The consultants differentiated HRD from other components of HRF. They recommended that HRF is to remain as a sub system of HRD and it’s integration with other two sub systems (personnel and administration and worker’s affair)   is to be done by the person at director level. For example Vice president Personnel and HRD.

In totality the Integrated HRD Systems Approach has the following elements

1> A separate and differentiated HR department with full time HRD staff.

2>6 HRD subsystems including OD.

3>Inter linkages between various subsystems.

4>The whole thing is based on 14 basic principles.

The Strategic HR Framework Approach by Ulrich and Lake(1990)

Business strategy, Organizational Capabilities and HR Practices are the three important element in this framework. They presented a frame work for HR professionals in terms of four key roles : 1> Management of strategic HR, 2>Management of firm infrastructure, 3>Management of the employee contribution and 4> Management of  transformation and change.

The activities for managing strategic HR includes aligning HR and business strategy, organizational diagnosis i:e  reengineering organizational processes, shared services i:e listening and responding to employees and ensuring capacity for change.

The Integrative Framework  by Yeung and Berma(1997)

They identifies three paths through which HR practices can contribute to business performances.

1> Building organizational capabilities.

2> Improving employee satisfaction.

3> Shaping customer and shareholder satisfaction.

Human capital Appraisal Approach by Friedman(1998)

According to this framework there are five stages in the management of  human capital 1. clarification stage, 2. assessment stage, 3. design stage, 4. implementation stage and 5. monitoring stage.

There are five areas of human capital management 1. recruitment, retention and retirement, 2. rewards and performance, 3. career development, succession planning and training, 4. organizational structure and 5. human capital enabler.

A 5×5 matrix using this stages and areas can be used to evaluate and manage the human capital.

HRD score card Approach by Rao (1999)

It says that HR interventions in order to make right business impact should be mature in terms of HRD system, competencies, culture and business linkages. They are assessed through a well formulated HRD audit.

P-CMM Approach by Curtis and team(1995)

The People Capability Maturity Model was developed for software organizations. The strategic objective of this framework  is

1> Improving capability of the organizations by increasing capabilities of  the workforce.

2> Ensuring that a perticular capability is an attribute of an organization rather than that of a few individuals.

3>Aligning the motivation of individuals with that of the organization.

4> Retaining  human assets i;e people with critical knowledge and skill.

Some frameworks of HR

Various Human Resource Development frameworks have come into existence in different forms and structures from different parts of world as a result of R&D on this subject. An Integrated HRD Systems Approach was evolved for Indian organizations at IIM, Ahmadabad by Pareek and Rao in 1975.

Pareek and Rao Framework(1975)

According to the framework Performance Appraisal, Potential Appraisal, Feedback and Counseling, Career Development- Career planning and Training & Development get distinct attention  as unique parts of an integrated system. The consultants differentiated HRD from other components of HRF. They recommended that HRF is to remain as a sub system of HRD and it’s integration with other two sub systems (personnel and administration and worker’s affair)   is to be done by the person at director level. For example Vice president Personnel and HRD.

In totality the Integrated HRD Systems Approach has the following elements

1> A separate and differentiated HR department with full time HRD staff.

2>6 HRD subsystems including OD.

3>Inter linkages between various subsystems.

4>The whole thing is based on 14 basic principles.

The Strategic HR Framework Approach by Ulrich and Lake(1990)

Business strategy, Organizational Capabilities and HR Practices are the three important element in this framework. They presented a frame work for HR professionals in terms of four key roles : 1> Management of strategic HR, 2>Management of firm infrastructure, 3>Management of the employee contribution and 4> Management of  transformation and change.

The activities for managing strategic HR includes aligning HR and business strategy, organizational diagnosis i:e  reengineering organizational processes, shared services i:e listening and responding to employees and ensuring capacity for change.

The Integrative Framework  by Yeung and Berma(1997)

They identifies three paths through which HR practices can contribute to business performances.

1> Building organizational capabilities.

2> Improving employee satisfaction.

3> Shaping customer and shareholder satisfaction.

Human capital Appraisal Approach by Friedman(1998)

According to this framework there are five stages in the management of  human capital 1. clarification stage, 2. assessment stage, 3. design stage, 4. implementation stage and 5. monitoring stage.

There are five areas of human capital management 1. recruitment, retention and retirement, 2. rewards and performance, 3. career development, succession planning and training, 4. organizational structure and 5. human capital enabler.

A 5×5 matrix using this stages and areas can be used to evaluate and manage the human capital.

HRD score card Approach by Rao (1999)

It says that HR interventions in order to make right business impact should be mature in terms of HRD system, competencies, culture and business linkages. They are assessed through a well formulated HRD audit.

P-CMM Approach by Curtis and team(1995)

The People Capability Maturity Model was developed for software organizations. The strategic objective of this framework  is

1> Improving capability of the organizations by increasing capabilities of  the workforce.

2> Ensuring that a perticular capability is an attribute of an organization rather than that of a few individuals.

3>Aligning the motivation of individuals with that of the organization.

4> Retaining  human assets i;e people with critical knowledge and skill.

Categories: HR Practices

Brief History of Human Resource Management in India

July 23, 2010 4 comments

Though not infant, HRD in India has not entered in it’s adulthood. The first dedicated HRD department started in 1975 at L&T.  Uday Pareek and T.V Rao in 1975 outlined a philosophy for the new HRD System . After L&T accepted and started implementing their recommendations in full the State Bank of India  the single  largest bank and it’s associates decided to implement the Integrated HRD System approach and decided to create a new HRD department. By the mid 80’s a large number of organizations in India had established fully fledged HRD departments .In 1979 the first workshop on HRD was conducted by IIM A by Dr. T.V.Rao , where the draft of the book Designing and managing Human Resource  System  was presented and tested.  After that a large number of companies started showing interest in having HRD departments.

However over the period of time HRD as a concept and practice have gone through different stages of metamorphosis. In the mid-70s HRD departments were started with a view to promote competence-building and work motivation. The need was fulfilled to a large extent by the late 80’s. By the early 90’s, the focus of  HRD changed from HR for it’s own sake to HR for business. Today in globally competitive market it’s presence and role is well understood.

HRD defined in different parts of the world

Len Nadler, USA defined it as a series of organized activities conducted within a specified period of time  and designed to produce behavioural change. Common activities in HRD include Training , Education  and development. Training to improve job performances, education to improve competency not specific to any one job and development as preparation to help the employee move with the organization as it develops.

China believes it as a planned and organized education and learning process to improve employees knowledge and skill as well as change their job attitude and behaviour.

Germany, there is no specified field defined as HRD.

The concept of HRD in Japan identified in three terms

  • development of individual abilities,
  • formulation level of mastery over human resources through the work system and training, and
  • human resource development through management of human resource process. In short individual development, carrier development and organization development are the three major areas  HRD covered in Japan.

 In Korea it is training and development.

Themes we must discuss while discussing Human Resource Management

360 degree feedback Change management Leadership and leadership development System building Workplace Learning
Action learning Culture building Mentoring and modeling Performance appraisal Transfer of learning
Career development Knowledge management Commitment building Strategic human performance processes Organizational development etc…etc
Categories: HR Practices