HR Tip of the Day: Importance of Team roles: To increase the likelihood that the team members will work well together, managers need to understand the individual strengths each person can bring to a team, select members with their strengths in mind, and allocate work assignments that fit with members’ preferred personality, skills, and styles.
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Truly said, Bharathi. Before selecting the team members, the managers must know the strengths and weaknesses of their team members. Only then can the manager allocate the work accordingly. That's the reason why initially, the company keeps all the newly appointed staff idle and instructs them to learn the system of the company.
Thanks for sharing, Bharathi.
From India, Kumbakonam
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Thanks for sharing, Bharathi.
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HR Tip of the Day: When do teams make sense? Teamwork takes more time and often more resources than individual work. Before you rush to implement teams, carefully assess whether the work requires or will benefit from a collective effort.
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HR Tip of the Day: Help Employees Balance Work-Life Conflicts:
Managers (particularly HR managers) need to design workplaces and jobs that can help employees deal with work-life conflicts. This can be done through building greater flexibility into paid time off (PTO) policies and instituting flexible work hours or the ability to work remotely. Training to try to change the mindset of many supervisors should also be considered. The payoff? Organizations that help their employees to resolve work-life conflicts are likely to retain the best and most motivated employees. In the future, that could be your organization's greatest competitive advantage.
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Managers (particularly HR managers) need to design workplaces and jobs that can help employees deal with work-life conflicts. This can be done through building greater flexibility into paid time off (PTO) policies and instituting flexible work hours or the ability to work remotely. Training to try to change the mindset of many supervisors should also be considered. The payoff? Organizations that help their employees to resolve work-life conflicts are likely to retain the best and most motivated employees. In the future, that could be your organization's greatest competitive advantage.
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Of course, Bharathi, nowadays due to the extended work hours, employees' work-life conflicts are increasing, and it should be managed effectively. Otherwise, it will affect the productivity of the organization as well as the personal life of the employees. Hence, the HR needs to organize Change in Lifestyle Management training programs regularly for its employees.
Thanks for sharing such useful HR tips, Bharathi.
From India, Kumbakonam
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Thanks for sharing such useful HR tips, Bharathi.
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FIVE WAYS TO LEVERAGE HUMILITY AS TEAM LEADER
An indifferent and arrogant boss led to a high performing team becoming mediocre. Lack of humility can hurt employees and organization alike. There are ways to foster humility.
Be Yourself At All Times
When you are not humble, you are putting up an act and creating an artificial cover for yourself. Communication breaks down, and you tend to micromanage. “The ability to connect freely with peers and team mates gets impacted, which is one of the crucial aspects of handling a team. The lack of effective communication will lead to anything but good performance,” says K Sudarshan, managing partner, EMA Partners International, India.
KEEP A HUMANE APPROACH
Being humble does not mean allowing yourself to be taken for a ride. It is about being humane in dealing with others, understanding their perspective but being firm on issues, supporting the right things and taking the right decisions. “You should never come across as an easy target for getting things done. It’s a state where you are mature, open-minded, recognise your limitations and recognise others’ strength to complement yours,” says NS Rajan, partner and global practice leader, people and organization, Ernst & Young
LEAD BY EXAMPLE
If you want your peers and team mates to be humble, show them how to be so. Appreciate others’ talent and skills, and give them credit. Acknowledge your shortcomings, and never shy away from learning what you don’t know. Help people whenever they need you. Your subordinates will appreciate this, and stand behind you whenever you need them to. This will strengthen team spirit and improve performance too.
LET THE IDEAS FLOW
Don’t believe what they say about how an arrogant person is feared and respected; the opposite is true. Humility always raises your stature. When you accept your shortcomings, you embrace knowledge. You take the best from others. A halfempty pot allows for a free flow of thoughts and wisdom. And that is the hallmark of great leaders and personalities.
GET REAL, TIMES CHANGE
The arrogance comes from power, and the importance due to influence. But situations always change. There might be employees or co-workers who you put down because of your sense of superiority today. Tables might just turn, and the people who you thought were lesser in influence, power or position could dictate terms to you. “It’s an important lesson for all individuals, whether at work or in personal life. Always behave keeping in mind that times change,” says Sudarshan.
Article Courtesy - Economic Times
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An indifferent and arrogant boss led to a high performing team becoming mediocre. Lack of humility can hurt employees and organization alike. There are ways to foster humility.
Be Yourself At All Times
When you are not humble, you are putting up an act and creating an artificial cover for yourself. Communication breaks down, and you tend to micromanage. “The ability to connect freely with peers and team mates gets impacted, which is one of the crucial aspects of handling a team. The lack of effective communication will lead to anything but good performance,” says K Sudarshan, managing partner, EMA Partners International, India.
KEEP A HUMANE APPROACH
Being humble does not mean allowing yourself to be taken for a ride. It is about being humane in dealing with others, understanding their perspective but being firm on issues, supporting the right things and taking the right decisions. “You should never come across as an easy target for getting things done. It’s a state where you are mature, open-minded, recognise your limitations and recognise others’ strength to complement yours,” says NS Rajan, partner and global practice leader, people and organization, Ernst & Young
LEAD BY EXAMPLE
If you want your peers and team mates to be humble, show them how to be so. Appreciate others’ talent and skills, and give them credit. Acknowledge your shortcomings, and never shy away from learning what you don’t know. Help people whenever they need you. Your subordinates will appreciate this, and stand behind you whenever you need them to. This will strengthen team spirit and improve performance too.
LET THE IDEAS FLOW
Don’t believe what they say about how an arrogant person is feared and respected; the opposite is true. Humility always raises your stature. When you accept your shortcomings, you embrace knowledge. You take the best from others. A halfempty pot allows for a free flow of thoughts and wisdom. And that is the hallmark of great leaders and personalities.
GET REAL, TIMES CHANGE
The arrogance comes from power, and the importance due to influence. But situations always change. There might be employees or co-workers who you put down because of your sense of superiority today. Tables might just turn, and the people who you thought were lesser in influence, power or position could dictate terms to you. “It’s an important lesson for all individuals, whether at work or in personal life. Always behave keeping in mind that times change,” says Sudarshan.
Article Courtesy - Economic Times
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HR Tip of the day: People new to the supervisory role take time and training to make the adjustment. Making a successful transition from worker to supervisor is exciting and challenging. Recognizing the pitfalls and working to avoid them will reduce the likelihood of serious trouble or plain failure. HR professionals can help to make the transition for new supervisors as smooth as possible by providing the training and support needed by newly appointed supervisors and their bosses.
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Thank you, Maru, for sharing a nice tip today. Here I wish to add a few messages, which are my personal opinions:
While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude, and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
AVS
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While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude, and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
AVS
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That's the reason the HR is organizing Supervisory Development Programmes for their newly appointed and promoted supervisors of their organizations. Bharathi
Thanks for sharing nice tips and keep on sharing, dear.
From India, Kumbakonam
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Thanks for sharing nice tips and keep on sharing, dear.
From India, Kumbakonam
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HR Tip: Entrepreneurs Are different from rest of us: If you are trying to create an entrepreneurial culture in your organization you might find it beneficial to look at how potential new recruits score on the “Big Five” personality assessment. To the extent that candidates score high in conscientiousness, emotional stability, and openness and low in agreeableness, such a candidate may be right one for you to hire.
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Thank you, Maru, for sharing a nice tip today. I would like to add further to your tip: Entrepreneurship skill is not something special but can be nurtured by all through training. In fact, every human being is born with entrepreneurial ability to some level, through traits such as risk-taking, speech, dressing up, and so on. However, in the present situation, the ability to take risks is considered the main trait of an entrepreneur. If employees work with entrepreneurial ability, they will be a significant asset to the organization.
Regards,
AVS
From India, Madras
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Regards,
AVS
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HR Tip of the Day: Retaining the Best Employees-Even when downsizing : Think creatively about how to maintain the retention and motivation of key members of your organization—if you do not put retention strategies in place now you may see many talented employees exiting your organization when the economic upturn inevitably comes
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HR Tip of the Day: Retaining the Best Employees-Even when downsizing : Think creatively about how to maintain the retention and motivation of key members of your organization—if you do not put retention strategies in place now you may see many talented employees exiting your organization when the economic upturn inevitably comes.
From India, Madras
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HR Tip of the Day: Appraise your staff regularly. An effective appraisal system should allow for realistic, but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to give an opportunity to identify training and development. Consider who is best placed to carry out the reviews - in some cases it may be more appropriate to use a middle manager.
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Dear Bharathi,
One should not always believe the interim manager and appraise the staff. Sometimes top-level managers must directly involve themselves and appraise their working style and productivity through other available sources, so that there is no wrong or incorrect appraisal towards the staff concerned.
Thanks for sharing such useful tips and keep on sharing, Bharathi.
From India, Kumbakonam
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One should not always believe the interim manager and appraise the staff. Sometimes top-level managers must directly involve themselves and appraise their working style and productivity through other available sources, so that there is no wrong or incorrect appraisal towards the staff concerned.
Thanks for sharing such useful tips and keep on sharing, Bharathi.
From India, Kumbakonam
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HR Tip of the Day: Selecting Candidates for your Leadership Development Program: When designing your Leadership Development Program be sure to select candidate with the potential to succeed and possesses the “right stuff”. This involves creating clear criteria to assess potential candidates for the program. Remember, some candidates may be “diamonds in the rough” right now, but with a little polishing even the roughest diamonds will sparkle!
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Dear Bharathi,
The Leadership Development Programs always yield positive results and bring about a transformation in the mindset of the attendees. The impact of these programs consistently leads to positive outcomes within the organization.
Thanks for sharing such valuable tips, Bharathi.
From India, Kumbakonam
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The Leadership Development Programs always yield positive results and bring about a transformation in the mindset of the attendees. The impact of these programs consistently leads to positive outcomes within the organization.
Thanks for sharing such valuable tips, Bharathi.
From India, Kumbakonam
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HR Tip of the Day: Hiring Team Players
When hiring team members, be sure candidates can fulfill their team roles as well as technical requirements. The candidates can undergo training to make them into team players.
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When hiring team members, be sure candidates can fulfill their team roles as well as technical requirements. The candidates can undergo training to make them into team players.
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I am pleased to share the below article which is very interesting.
May be it is long and it is worth to read.
Regards
AVS
__________________________________________________ ______
A Tale Of Team Building.
From time immemorial, stories have fascinated children and adults alike. Stories are an important part of education and are used as a medium of imparting moral values. It is now considered an effective tool for gaining employee loyalty and commitment in the business world.
A well-structured story successfully ingrains complex issues in the minds of employees. This is because stories are
Easy to remember: According to a research by Roger Schank, Director, Institute for Learning Sciences, Northwestern University the human mind takes in the story and compares it with the available information. The differences and similarities make it easier to understand and remember the stories
Credible: Another research states that stories are more acceptable than actual facts because they show the consequences of a situation
Motivating: The listener relates his experiences and values to those in the story and aligns them with organisational values.
Nike has understood and implemented this well. It believes that “the best way for a company to create a prosperous future is to make sure all of its employees understand the company’s past”.
Nelson Farris, Director, Corporate Education of Nike, reiterates their storytelling values. Says he, “Our stories are not about extraordinary business plans or financial manipulations. They’re about people getting things done”.
A story for the teams
Companies like FedEx and 3M hail the power of storytelling in building teams. They claim that storytelling helps the team to
Disseminate core values
Share vision, knowledge and successes
The art of storytelling and the process of teambuilding are similar in various aspects. Hence, the former enhances the effectiveness of the latter. Storytelling, as also teambuilding, needs extreme diligence, time and attention to develop. Like stories, teams too have a beginning and an end, characters, plots, emotions and most essentially, a purpose. Team members go out of their way, take up challenges and strive to overcome them successfully like the hero in the stories. Through stories, listeners learn the finer details of life and gain experience. Similarly, team members take with them the knowledge, wisdom and experience to new teams when they disband.
How the plot thickens
The practice of storytelling could be initiated during the development stages of the team. This effort could help the team progress by leaps and bounds.
Forming: In this stage, team members come together and identify each other’s skills, strengths and weaknesses. They narrate their experiences and career development plans. This phase helps them relate to each other in a better fashion and identify expertise that could help the team to perform well.
Storming: This is the most crucial stage. Team members start planning to achieve the set goals and, in the process, express their concerns and personal views. As a result, differences arise. At this juncture, it is important to give every member an opportunity to talk about his previous successes and failures in order to trigger off quality decision-making.
Norming: During this stage, the teams set certain principles that would help them achieve their goals. These principles become milestones in the team’s success stories in future.
Performing: All the team members work towards realising collective goals. Once obstacles are overcome and challenges faced, it’s time for them to recognise each other’s contribution and celebrate the team’s success. These small successes would further energise them to work towards bigger goals.
Adjourning: This is the last stage where the project is completed successfully. Teams dismantle after this stage. They take with them a sense of pride and many heroic tales of success. The members finally share their heroic moments before they disband to relive their experiences. This helps them use these success stories elsewhere, to make a difference.
These stages do not necessarily follow the order mentioned above. For instance, a team that is in the performing stage may have go back to the storming stage owing to the arrival of new team members. Such situations perfectly restate the previous rules and values set by the team.
Telling your story
Every employee can excel in the art of storytelling by implementing the following tips:
Avoid pretensions
Genuineness marks an effective storyteller. False pretensions would only distance the listener from the storyteller. Pretending while narrating stories might sidetrack authenticity of the stories.
Believe in brevity
In other words, “Keep It Short and Simple”. Long stories with complex facts lose their charm and fail to impact the listener. Therefore, if the story talks about employee commitment towards the organisation, the storyteller must plainly talk about how it was gained and not embellishes it with unnecessary facts.
Do not rely on props
The storyteller need not make a power point presentation to make a story effective. The listener’s imagination and comprehension can do the job perfectly.
Relate it to the situation
A story is best interpreted when it is related to the current situation. It must give some insight on the following course of action. An irrelevant story is a colossal waste of time.
It’s story time
Nike is the epitome of hard work, commitment and success. It reminds them of Bill Bowerman, a retired track and field coach and co founder of Nike, Steve Prefonatine, the deceased Olympic runner, and CEO Phil Knight. This is because Nike strongly believes in corporate storytelling, which it has used to its advantage.
Their employees take pride in their heritage because Nike has left no stone unturned in ensuring that all their employees are aware of their past. Each story has its own learning curve. When Nike talks of how coach Bowerman poured rubber in to the waffle iron for making better shoes they are not talking of how the famed waffle shoe was bornbut of the value of innovation.
Similarly stories depicting commitment and hard work are the essence of their corporate story telling programmes. They have helped Nike steer away from tough times to better times. There is tremendous learning from such and organisation that has a rich heritage to talk about.
The end of the fairy tale
Storytelling should not be the only mode of communication in organisations. Information that deals with facts and figures cannot be conveyed in a story form. The type of information must decide the mode of communication.
There is no individual who has got no stories to tell its only how effectively they tell the story that matters. Bill Capodagli, the Executive Vice President of Creative Technology and Research, Walt Disney Imagineering says, “I’ve never seen a great military, or political leader who was not a great storyteller. Telling stories is a core competency in business, although it’s one that we don’t pay attention to”.
Source: Manage Mentor
__________________________________________________ __________
From India, Madras
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May be it is long and it is worth to read.
Regards
AVS
__________________________________________________ ______
A Tale Of Team Building.
From time immemorial, stories have fascinated children and adults alike. Stories are an important part of education and are used as a medium of imparting moral values. It is now considered an effective tool for gaining employee loyalty and commitment in the business world.
A well-structured story successfully ingrains complex issues in the minds of employees. This is because stories are
Easy to remember: According to a research by Roger Schank, Director, Institute for Learning Sciences, Northwestern University the human mind takes in the story and compares it with the available information. The differences and similarities make it easier to understand and remember the stories
Credible: Another research states that stories are more acceptable than actual facts because they show the consequences of a situation
Motivating: The listener relates his experiences and values to those in the story and aligns them with organisational values.
Nike has understood and implemented this well. It believes that “the best way for a company to create a prosperous future is to make sure all of its employees understand the company’s past”.
Nelson Farris, Director, Corporate Education of Nike, reiterates their storytelling values. Says he, “Our stories are not about extraordinary business plans or financial manipulations. They’re about people getting things done”.
A story for the teams
Companies like FedEx and 3M hail the power of storytelling in building teams. They claim that storytelling helps the team to
Disseminate core values
Share vision, knowledge and successes
The art of storytelling and the process of teambuilding are similar in various aspects. Hence, the former enhances the effectiveness of the latter. Storytelling, as also teambuilding, needs extreme diligence, time and attention to develop. Like stories, teams too have a beginning and an end, characters, plots, emotions and most essentially, a purpose. Team members go out of their way, take up challenges and strive to overcome them successfully like the hero in the stories. Through stories, listeners learn the finer details of life and gain experience. Similarly, team members take with them the knowledge, wisdom and experience to new teams when they disband.
How the plot thickens
The practice of storytelling could be initiated during the development stages of the team. This effort could help the team progress by leaps and bounds.
Forming: In this stage, team members come together and identify each other’s skills, strengths and weaknesses. They narrate their experiences and career development plans. This phase helps them relate to each other in a better fashion and identify expertise that could help the team to perform well.
Storming: This is the most crucial stage. Team members start planning to achieve the set goals and, in the process, express their concerns and personal views. As a result, differences arise. At this juncture, it is important to give every member an opportunity to talk about his previous successes and failures in order to trigger off quality decision-making.
Norming: During this stage, the teams set certain principles that would help them achieve their goals. These principles become milestones in the team’s success stories in future.
Performing: All the team members work towards realising collective goals. Once obstacles are overcome and challenges faced, it’s time for them to recognise each other’s contribution and celebrate the team’s success. These small successes would further energise them to work towards bigger goals.
Adjourning: This is the last stage where the project is completed successfully. Teams dismantle after this stage. They take with them a sense of pride and many heroic tales of success. The members finally share their heroic moments before they disband to relive their experiences. This helps them use these success stories elsewhere, to make a difference.
These stages do not necessarily follow the order mentioned above. For instance, a team that is in the performing stage may have go back to the storming stage owing to the arrival of new team members. Such situations perfectly restate the previous rules and values set by the team.
Telling your story
Every employee can excel in the art of storytelling by implementing the following tips:
Avoid pretensions
Genuineness marks an effective storyteller. False pretensions would only distance the listener from the storyteller. Pretending while narrating stories might sidetrack authenticity of the stories.
Believe in brevity
In other words, “Keep It Short and Simple”. Long stories with complex facts lose their charm and fail to impact the listener. Therefore, if the story talks about employee commitment towards the organisation, the storyteller must plainly talk about how it was gained and not embellishes it with unnecessary facts.
Do not rely on props
The storyteller need not make a power point presentation to make a story effective. The listener’s imagination and comprehension can do the job perfectly.
Relate it to the situation
A story is best interpreted when it is related to the current situation. It must give some insight on the following course of action. An irrelevant story is a colossal waste of time.
It’s story time
Nike is the epitome of hard work, commitment and success. It reminds them of Bill Bowerman, a retired track and field coach and co founder of Nike, Steve Prefonatine, the deceased Olympic runner, and CEO Phil Knight. This is because Nike strongly believes in corporate storytelling, which it has used to its advantage.
Their employees take pride in their heritage because Nike has left no stone unturned in ensuring that all their employees are aware of their past. Each story has its own learning curve. When Nike talks of how coach Bowerman poured rubber in to the waffle iron for making better shoes they are not talking of how the famed waffle shoe was bornbut of the value of innovation.
Similarly stories depicting commitment and hard work are the essence of their corporate story telling programmes. They have helped Nike steer away from tough times to better times. There is tremendous learning from such and organisation that has a rich heritage to talk about.
The end of the fairy tale
Storytelling should not be the only mode of communication in organisations. Information that deals with facts and figures cannot be conveyed in a story form. The type of information must decide the mode of communication.
There is no individual who has got no stories to tell its only how effectively they tell the story that matters. Bill Capodagli, the Executive Vice President of Creative Technology and Research, Walt Disney Imagineering says, “I’ve never seen a great military, or political leader who was not a great storyteller. Telling stories is a core competency in business, although it’s one that we don’t pay attention to”.
Source: Manage Mentor
__________________________________________________ __________
From India, Madras
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Dear Bharathi,
There are two types of employees available in the market. The first category is they can work independently, and whatever task you are allotting them, they will accomplish the tasks without any hurdles. The second category can work only in groups and in teams. These people can accomplish their tasks when the team is formed and delegated to them. We have to identify the group at a micro-level so that the team players can achieve their goals. Our duty in this is to identify and segregate the work roles and responsibilities and assign them with independent work for the first category people; the tasks requiring teamwork should be earmarked for the successful team who can work collectively and accomplish the task.
Thanks for sharing and keep on sharing such useful HR Tips.
From India, Kumbakonam
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There are two types of employees available in the market. The first category is they can work independently, and whatever task you are allotting them, they will accomplish the tasks without any hurdles. The second category can work only in groups and in teams. These people can accomplish their tasks when the team is formed and delegated to them. We have to identify the group at a micro-level so that the team players can achieve their goals. Our duty in this is to identify and segregate the work roles and responsibilities and assign them with independent work for the first category people; the tasks requiring teamwork should be earmarked for the successful team who can work collectively and accomplish the task.
Thanks for sharing and keep on sharing such useful HR Tips.
From India, Kumbakonam
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HR Tip of the Day: Pay Increase Uncertainties : Take a “total rewards package” perspective when considering compensation increased and encourage employees to do the same. You can cultivate employee loyalty by highlighting non-cash rewards, particularly for key employees.
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HR tip of the Day: Train managers involved in the hiring process: It’s not a given that hiring managers understand legal requirements that apply to the hiring process. That’s why HR professionals need to “train, train, train” managers to interview correctly.
From India, Madras
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From India, Madras
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It is true, Bharathi, that the managers involved in the interviewing process for hiring manpower must be given adequate training in the selection process. That's the reason why in some organizations, the HR department verifies documents, checks candidates for dual employment, and ensures other legal requirements are met before sending the candidates to the interview panel.
For more information on counseling, you can visit: [Counselling](https://www.citehr.com/369004-what-counselling.html)
From India, Kumbakonam
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For more information on counseling, you can visit: [Counselling](https://www.citehr.com/369004-what-counselling.html)
From India, Kumbakonam
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HR Tip of the Day: Company Policy for instant messaging (IM) and text messaging (TM) : Your organization may already have an e-mail policy which covers the do’s and don’ts regarding the use of company e-mails. Consider adding an IM and TM policy too! This should specify acceptable and not acceptable use of these media bearing in mind the need to maintain data security and a permanent record of certain communications.
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HR tip of the Day: Train managers involved in the hiring process: It’s not a given that hiring managers understand legal requirements that apply to the hiring process. That’s why HR professionals need to “train, train, train” managers to interview correctly.
From India, Madras
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From India, Madras
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Dear Bharathi,
Thank you for sharing such useful tips with our community. Please continue to keep sharing.
Please take a look at https://www.citehr.com/369004-what-c...ml#post1700096. I hope it will also be beneficial to our members.
Thank you.
From India, Kumbakonam
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Thank you for sharing such useful tips with our community. Please continue to keep sharing.
Please take a look at https://www.citehr.com/369004-what-c...ml#post1700096. I hope it will also be beneficial to our members.
Thank you.
From India, Kumbakonam
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HR Tip of the Day: Blank spaces on application forms can raise suspicion. Application forms filled with spaces should be viewed cautiously. As a manager, it is important to consider that blank spaces on application forms may suggest that the applicant is concealing information from the company. This could be an unfavorable sign when evaluating potential future employees.
From India, Madras
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From India, Madras
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Dear Bharathi,
That's the reason we are asking them to give an undertaking that "I have given all the material facts and nothing is hidden by me and whatever information I have given in this application is true and correct to the best of my knowledge," with that undertaking if the applicant is found with any default, then he can even be dismissed from his service.
Thanks for sharing, Bharathi
From India, Kumbakonam
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That's the reason we are asking them to give an undertaking that "I have given all the material facts and nothing is hidden by me and whatever information I have given in this application is true and correct to the best of my knowledge," with that undertaking if the applicant is found with any default, then he can even be dismissed from his service.
Thanks for sharing, Bharathi
From India, Kumbakonam
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HR tip of the Day: Blank spaces on application forms can be suspicious. As a manager, you should be aware that blank spaces in application forms may indicate that the applicant is hiding something from the company, which is an undesirable trait in a potential employee.
Most application forms are designed in a way that makes it impossible to provide information, so just having blank spaces does not necessarily mean the employee is being deceitful. Additionally, a fully completed application form does not guarantee that all information provided is accurate and truthful. It is important to consider that blank spaces are preferable to false experience or information, which can be more harmful to the company.
From India, Madras
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Most application forms are designed in a way that makes it impossible to provide information, so just having blank spaces does not necessarily mean the employee is being deceitful. Additionally, a fully completed application form does not guarantee that all information provided is accurate and truthful. It is important to consider that blank spaces are preferable to false experience or information, which can be more harmful to the company.
From India, Madras
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Thank you, Maru, for sharing a nice tip today.
In my opinion, a blank space indicates the 'blank mind' of the applicant. A smart applicant will fill in 'Not Applicable' wherever it is not applicable. As Bhaskar puts it, the applicant, at the end, declares the facts. One should avoid a 'blank space' to prevent any suspicion from the viewer.
AVS
From India, Madras
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In my opinion, a blank space indicates the 'blank mind' of the applicant. A smart applicant will fill in 'Not Applicable' wherever it is not applicable. As Bhaskar puts it, the applicant, at the end, declares the facts. One should avoid a 'blank space' to prevent any suspicion from the viewer.
AVS
From India, Madras
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HR Tip of the Day : Responsibility, Recognition and Reward – Understand what motivates individuals to reach exceptional levels of performance. Remember that reward takes many forms in additional to financial gain.
From India, Madras
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From India, Madras
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HR Tip of the Day: Talk to Your Employees Often
By building a great relationship with your employees, you will bring trust, honesty, and information. This gives you a head start in performance management of your people.
From India, Madras
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By building a great relationship with your employees, you will bring trust, honesty, and information. This gives you a head start in performance management of your people.
From India, Madras
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Dear Bharathi,
If we meet and talk to our employees often, it will not only be useful for building good relationships, which helps in assessing performance management, but also for identifying any problems such as strikes or any illegal activities planned by the workers. We can then try to rectify and sort out the issues before they escalate into significant problems.
Thanks for sharing such nice HR tips, Bharathi.
From India, Kumbakonam
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If we meet and talk to our employees often, it will not only be useful for building good relationships, which helps in assessing performance management, but also for identifying any problems such as strikes or any illegal activities planned by the workers. We can then try to rectify and sort out the issues before they escalate into significant problems.
Thanks for sharing such nice HR tips, Bharathi.
From India, Kumbakonam
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Dear Bharathi,
We must have our own personnel in all departments and quarters areas who will provide us with information regarding any issues being discussed between workers and other individuals. They will then communicate this information to us. With this leadership, we can proceed accordingly. By addressing the issues before they become public, we can prevent major disruptions such as strikes, walkouts, or protests.
Thank you.
From India, Kumbakonam
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We must have our own personnel in all departments and quarters areas who will provide us with information regarding any issues being discussed between workers and other individuals. They will then communicate this information to us. With this leadership, we can proceed accordingly. By addressing the issues before they become public, we can prevent major disruptions such as strikes, walkouts, or protests.
Thank you.
From India, Kumbakonam
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Today am sharing a couple of tips on Executive advantage: 10 tips to focus on.... hope you like it as a other short tip ....
From India, Madras
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From India, Madras
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HR Tip of the Day: Be Honest
By being frank and honest, which is the preparation for building a great relationship, both parties treat each other with respect and see each other as working for everyone's benefit.
From India, Madras
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By being frank and honest, which is the preparation for building a great relationship, both parties treat each other with respect and see each other as working for everyone's benefit.
From India, Madras
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Dear Bharathi,
You are right. Initially, for some time, honesty will give us trouble, but if we keep maintaining honesty, loyalty, and our frankness, it will pay off a lot in the long run.
Thanks for sharing nice HR tips for our members. Keep on sharing, dear.
From India, Kumbakonam
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You are right. Initially, for some time, honesty will give us trouble, but if we keep maintaining honesty, loyalty, and our frankness, it will pay off a lot in the long run.
Thanks for sharing nice HR tips for our members. Keep on sharing, dear.
From India, Kumbakonam
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HR Tip of the Day : Notice Great Performance : When you see good stuff, shout about it! Let people know. Celebrate successes and filter this into formal processes. Happy Diwali to all CHR members
From India, Madras
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From India, Madras
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HR Tip of the Day: Build Feedback In
On the job, two-way feedback processes get rid of the nasty surprises that give Performance Management such a bad name. By building it in as a natural activity, you take the edge away.
From India, Madras
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On the job, two-way feedback processes get rid of the nasty surprises that give Performance Management such a bad name. By building it in as a natural activity, you take the edge away.
From India, Madras
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Sometimes, the two-way communication on procedures regarding Performance Appraisal can have a negative impact on employees, leading to increased attrition and reduced productivity. Before implementing two-way communication on Performance Appraisal, one must ensure its effects on employees' mindset and its direct impacts on daily work.
Thank you for sharing a nice HR tip, Bharathi.
From India, Kumbakonam
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Thank you for sharing a nice HR tip, Bharathi.
From India, Kumbakonam
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Good evening all. Sorry for posting late.
HR tip of the Day: Keep it Simple. Keep a formal but simple system. If you have a strong relationship with your people, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
From India, Madras
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HR tip of the Day: Keep it Simple. Keep a formal but simple system. If you have a strong relationship with your people, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
From India, Madras
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HR Tip of the Day: Be Very Positive: Celebrate great performance! Focus on what's going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no one. Go with the positives!
From India, Madras
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From India, Madras
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HR Tip of the Day: Be Very Positive: Celebrate great performance! Focus on what's going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no one. Go with the positives!
From India, Madras
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From India, Madras
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Hi Barathi,
Nice comments on the HR team. We are the backbone of the company, and we should maintain certain levels every day. This will help us become more confident for our employees and aware of any fluctuations.
Regards,
B. Suresh
HR
From India, Bangalore
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Nice comments on the HR team. We are the backbone of the company, and we should maintain certain levels every day. This will help us become more confident for our employees and aware of any fluctuations.
Regards,
B. Suresh
HR
From India, Bangalore
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HR Tip of the Day: An effective Employee referral program can be considered as one of tool for retention as well as recruitment with less efforts & cost "
From India, Madras
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From India, Madras
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HR Tip of the Day : Responsibility, Recognition and Reward – Understand what motivates individuals to reach exceptional levels of performance. Remember that reward takes many forms in additional to financial gain.
From India, Madras
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From India, Madras
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HR Tip of the Day: Provide Regular Feedback for Employee Motivation
The first key to motivating and boosting morale is knowing how employees are performing at work. They appreciate recognition for a job well done and understanding when their results are not meeting expectations. Establish a daily or weekly feedback schedule to ensure consistent communication. You will be amazed at how effective this tool can be in enhancing employee motivation and morale.
From India, Madras
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The first key to motivating and boosting morale is knowing how employees are performing at work. They appreciate recognition for a job well done and understanding when their results are not meeting expectations. Establish a daily or weekly feedback schedule to ensure consistent communication. You will be amazed at how effective this tool can be in enhancing employee motivation and morale.
From India, Madras
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Hi Bharti,
Nice quote. This is a kind of MBO process. It actually motivates employees, and a sense of dedication is created as the employee finds himself an important part of the organization. This even helps in succession planning.
From India, Jodhpur
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Nice quote. This is a kind of MBO process. It actually motivates employees, and a sense of dedication is created as the employee finds himself an important part of the organization. This even helps in succession planning.
From India, Jodhpur
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Do everything in your power to prepare for change by improving yourself through training and educational opportunities in the new discipline.
From India, Madras
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From India, Madras
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People in the form of a collective relationship between the address and employees. This approach focuses on the objectives and results of the role of human resource management. What this means is that the HR function in contemporary organizations refers to the notions of supporting people, people development, and focusing on creating the "employment relationship" provided for both management and employees.
From India, Pune
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From India, Pune
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Identify the root cause of problems and cure them before they occur and have a chance of becoming obstacles.
From India, Madras
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From India, Madras
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Hello Bharathi Maru,
The statement conveys a very important message.
The Line Managers are the interface between the field activities and the management. They are in the thick of facts and have firsthand information of field activities. In the reporting relationship, it is customary to think of them as customers of HR. The intent and contents of their statements have to be clearly understood by HR. Hence, the process begins with listening and respecting their views. Listening is advocated by all management gurus as an important attribute. Respecting others' views is also another important attribute. Management expert Stephen Covey, the incomparable Tamil Saint Thiruvalluvar, and other gurus have spoken a great deal on both attributes. An HR person is expected to listen and respect. Even if the views differ, he must know how to respect the differences. Finally, you have very nicely brought about the need to have the "buy-in" of the customer.
V. Raghunathan
Navi Mumbai
From India
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The statement conveys a very important message.
The Line Managers are the interface between the field activities and the management. They are in the thick of facts and have firsthand information of field activities. In the reporting relationship, it is customary to think of them as customers of HR. The intent and contents of their statements have to be clearly understood by HR. Hence, the process begins with listening and respecting their views. Listening is advocated by all management gurus as an important attribute. Respecting others' views is also another important attribute. Management expert Stephen Covey, the incomparable Tamil Saint Thiruvalluvar, and other gurus have spoken a great deal on both attributes. An HR person is expected to listen and respect. Even if the views differ, he must know how to respect the differences. Finally, you have very nicely brought about the need to have the "buy-in" of the customer.
V. Raghunathan
Navi Mumbai
From India
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Have a talk with people politely and humbly in any situation. Spend ur 25% of time with line managers will improves the hr environment
From India, Visakhapatnam
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From India, Visakhapatnam
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I agree Bharathi_83 , but the common issues of the line managers are that they feel that they cant decide on certain petty issues sometimes. Which we HR have to train and motivate them. right ?
From India, Chetpet
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From India, Chetpet
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Consider each performance area independently. Do not assume that excellence in one area implies excellence in all areas similarly; poor performance in one area implies poor performance in all areas.
From India, Madras
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From India, Madras
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Thank you, Bharathi, for sharing a nice tip with our members. We must analyze the performance of the employee on each and every activity wise and not overall. Some will be good in some areas of performance and bad in some areas. We must utilize the manpower according to their performance.
From India, Kumbakonam
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From India, Kumbakonam
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Hi everyone,
I am an HR Executive in a software company for the last 2 years. Mostly, I have been doing recruitment work during this time, but I want to improve my skills in other HR-related areas as well. How can I start exploring these areas and enhance my regular HR activities? Can anybody advise me on how to grow professionally? Please share any HR information that can help me with my daily HR tasks.
Regards, Deepthi
From India, Hyderabad
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I am an HR Executive in a software company for the last 2 years. Mostly, I have been doing recruitment work during this time, but I want to improve my skills in other HR-related areas as well. How can I start exploring these areas and enhance my regular HR activities? Can anybody advise me on how to grow professionally? Please share any HR information that can help me with my daily HR tasks.
Regards, Deepthi
From India, Hyderabad
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Hi Deepthi,
Since you are a member of Cite HR, please follow the various topics. Request your colleagues to give a chance for training, exit interviews, arranging programs, etc., to get an actual feel for other aspects of HR. Take daily steps to improve your communication skills. Cite HR provides ample material.
Best wishes,
V. Raghunathan
Navi Mumbai
From India
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Since you are a member of Cite HR, please follow the various topics. Request your colleagues to give a chance for training, exit interviews, arranging programs, etc., to get an actual feel for other aspects of HR. Take daily steps to improve your communication skills. Cite HR provides ample material.
Best wishes,
V. Raghunathan
Navi Mumbai
From India
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"If you pick the right people and give them the opportunity to spread their wings - and put compensation as a carrier behind it - you almost don’t have to manage them."
From India, Madras
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From India, Madras
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Hello Ragha Deepthi,
Please find attached a PowerPoint presentation showing screenshots of how to access different topics. I have included two topics as examples. Ample samples are available!
Good wishes and happy surfing.
V. Raghunathan
Navi Mumbai
From India
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Please find attached a PowerPoint presentation showing screenshots of how to access different topics. I have included two topics as examples. Ample samples are available!
Good wishes and happy surfing.
V. Raghunathan
Navi Mumbai
From India
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Dear Friends,
This is Nice. Bharti has taken an initiative as a line manager. More and more ideas should be generated to improve not only yourself but also to share knowledge with other people. The line manager plays an effective role in developing communication and behavioral skills to build relationships with other employees. For this, there is a need to undergo regular training.
Regards,
Surender
From India, Alwar
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This is Nice. Bharti has taken an initiative as a line manager. More and more ideas should be generated to improve not only yourself but also to share knowledge with other people. The line manager plays an effective role in developing communication and behavioral skills to build relationships with other employees. For this, there is a need to undergo regular training.
Regards,
Surender
From India, Alwar
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Good morning, Bharathi.
Along with support from the HR department, line managers should also make a plan to work on the execution of tasks. I accept this point: training increases our knowledge, but for bringing efficiency to task execution, it is more important. If the platform provides support to line managers first, managers should focus on their own growth. If they grow, the organization will grow by itself. Skills and capabilities can be learned from the nearby industry environment and its demands.
From India, Alwar
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Along with support from the HR department, line managers should also make a plan to work on the execution of tasks. I accept this point: training increases our knowledge, but for bringing efficiency to task execution, it is more important. If the platform provides support to line managers first, managers should focus on their own growth. If they grow, the organization will grow by itself. Skills and capabilities can be learned from the nearby industry environment and its demands.
From India, Alwar
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Hi friends,
The role of HR people is to work with line managers to resolve problems that arise on the shop floor. For this, HR personnel should have a human touch. Line managers are responsible for technical issues and the productivity of the plant, while HR professionals focus on creating harmony between the workforce and the machinery. Trainees will learn how to work with machines under the guidance of line managers. HR professionals must observe the right attitude of workers when operating machinery, as this can greatly impact morale and productivity. Various mythological examples exist to illustrate how rules and regulations can be applied to cultivate positive relationships with frontline workers.
I hope these corrections help clarify the content!
From India, Visakhapatnam
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The role of HR people is to work with line managers to resolve problems that arise on the shop floor. For this, HR personnel should have a human touch. Line managers are responsible for technical issues and the productivity of the plant, while HR professionals focus on creating harmony between the workforce and the machinery. Trainees will learn how to work with machines under the guidance of line managers. HR professionals must observe the right attitude of workers when operating machinery, as this can greatly impact morale and productivity. Various mythological examples exist to illustrate how rules and regulations can be applied to cultivate positive relationships with frontline workers.
I hope these corrections help clarify the content!
From India, Visakhapatnam
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Dear Friends,
Greetings from Shabbar Suterewala.
Here are the most important tips on counseling. I believe it will help you to be a better person, a person who would be liked by others.
Is someone you care about going through an ending or a difficult transition, feeling sad, or grieving? Are you?
Everyone experiences changes in life. With most endings and transitions -- such as job and business changes, relationships, marriage, death of a loved one -- grief and sadness are a normal part of the process.
Unfortunately, people experiencing grief and sadness are often given the message that they should do so in seclusion or suppress their emotions. While in public, they're encouraged to hide their emotions, put on a happy face, get on with life, etc. This is mostly because the rest of us are not comfortable with and don't know how to deal with grief and sadness in others.
Think about the last time you had a conversation with someone experiencing sadness or grief.
Once the person started sharing his or her emotions, didn't you immediately want to offer encouragement, inspiration, or a solution? Most of us do, and we believe we are being supportive by doing this.
But while we are busy fixing the person's problems, he or she has just lost the opportunity to be listened to. Telling his or her story and being listened to is vital during times of transition.
Understand to understand.
The following are some tips to really help someone experiencing grief, sadness, or stress. Follow the steps outlined below, and you will be giving those you cherish a priceless gift.
If you are the one experiencing an ending, grief, or transition, share these ideas with your friends and family to create a supportive environment for yourself.
- Listen actively without interruption.
- Look into the eyes paying attention to the tone, facial expression, and body language.
- Keep your judgment and perception out.
- Listen without telling your story.
- Nod and acknowledge what has been said.
- Do not start providing solutions and formulas.
- Do not sympathize.
- Don't determine the time limit on another's emotions.
- Keep the sharing confidential.
Friends, if someone you care about is going through a transition and feeling sad or grieving, stressed, simply listen. Not only with your ears but putting your heart into it. By listening, you will be giving him or her a vital gift.
If you are the one going through a difficult transition and feeling sad, grieving, find supportive people to simply listen to you.
If you are a parent, you need to listen to your child.
If you are a son/daughter, you need to listen to your parent/s.
Spouses need to listen to each other - if you don't, then somebody else will...!
Bosses need to listen to their subordinate/team.
Organizations need to listen to their customers - no wonder why your customer goes to your competitors.
Your relationships will be richer and fuller for the experience.
Please share your feedback on this important aspect of Soft Skills Listening, which is most neglected.
Regards,
Shabbar Suterwala
Corporate Soft Skills Trainer & Psychological Counselor
From India, Mumbai
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Greetings from Shabbar Suterewala.
Here are the most important tips on counseling. I believe it will help you to be a better person, a person who would be liked by others.
Is someone you care about going through an ending or a difficult transition, feeling sad, or grieving? Are you?
Everyone experiences changes in life. With most endings and transitions -- such as job and business changes, relationships, marriage, death of a loved one -- grief and sadness are a normal part of the process.
Unfortunately, people experiencing grief and sadness are often given the message that they should do so in seclusion or suppress their emotions. While in public, they're encouraged to hide their emotions, put on a happy face, get on with life, etc. This is mostly because the rest of us are not comfortable with and don't know how to deal with grief and sadness in others.
Think about the last time you had a conversation with someone experiencing sadness or grief.
Once the person started sharing his or her emotions, didn't you immediately want to offer encouragement, inspiration, or a solution? Most of us do, and we believe we are being supportive by doing this.
But while we are busy fixing the person's problems, he or she has just lost the opportunity to be listened to. Telling his or her story and being listened to is vital during times of transition.
Understand to understand.
The following are some tips to really help someone experiencing grief, sadness, or stress. Follow the steps outlined below, and you will be giving those you cherish a priceless gift.
If you are the one experiencing an ending, grief, or transition, share these ideas with your friends and family to create a supportive environment for yourself.
- Listen actively without interruption.
- Look into the eyes paying attention to the tone, facial expression, and body language.
- Keep your judgment and perception out.
- Listen without telling your story.
- Nod and acknowledge what has been said.
- Do not start providing solutions and formulas.
- Do not sympathize.
- Don't determine the time limit on another's emotions.
- Keep the sharing confidential.
Friends, if someone you care about is going through a transition and feeling sad or grieving, stressed, simply listen. Not only with your ears but putting your heart into it. By listening, you will be giving him or her a vital gift.
If you are the one going through a difficult transition and feeling sad, grieving, find supportive people to simply listen to you.
If you are a parent, you need to listen to your child.
If you are a son/daughter, you need to listen to your parent/s.
Spouses need to listen to each other - if you don't, then somebody else will...!
Bosses need to listen to their subordinate/team.
Organizations need to listen to their customers - no wonder why your customer goes to your competitors.
Your relationships will be richer and fuller for the experience.
Please share your feedback on this important aspect of Soft Skills Listening, which is most neglected.
Regards,
Shabbar Suterwala
Corporate Soft Skills Trainer & Psychological Counselor
From India, Mumbai
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"Everything in life comes to you as a teacher. Pay attention. Learn quickly." Best wishes,
From India, New Delhi
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From India, New Delhi
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Interpersonal skills are very important; hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help to identify people who can be derailed by their inability to get along with others.
From India, Madras
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From India, Madras
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Educating the mind without educating the heart is no education at all.................................
From India, Madras
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From India, Madras
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Tips to Resolve Conflicts
I'm sure HR managers spend a lot of time dealing with conflicts between employees at your company. Sometimes I think I should have gotten a master's in psychology. Those who earned an MBA anticipating a career as an entrepreneur probably never understood the time and energy that would go into managing the varied personalities on a team.
From India, Delhi
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I'm sure HR managers spend a lot of time dealing with conflicts between employees at your company. Sometimes I think I should have gotten a master's in psychology. Those who earned an MBA anticipating a career as an entrepreneur probably never understood the time and energy that would go into managing the varied personalities on a team.
From India, Delhi
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PP-Vol-53 Employee engagement- hr - mktg.pdf
HR Manual (Employee Hand Book).doc