JAGRUTI,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===============================
REGARDING YOUR QUERY ON GAINING KNOWLEDGE ON
CONSULTING FIELD.
OPTION 1
-make an entry through as a management trainee
with a consulting firm.
OPTION 2
-gain job experience for 3/5 years and then
join a consulting firm.
OPTION 3
-complete a MBA in consulting [ full time/ part time]
and then seek a career job.
OPTION 4
-gain the job experience and at the same time
enrich yourself with short term courses on skills.
THE SHORT TERMS COURSES.
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*negotiation SKILLS
THESE COURSES ARE CONDUCTED BY
Corporate Training, Leadership Training, & Sales Training from Dale Carnegie Training®
www.dalecarnegie.com/catalogue.
there must b.e a chapter in your city.
THE OTHER SKILL COURSE LIKE
-change management
-problem solving/ decision making
etc
YOU MAY CHECK WITH LOCAL INSTITUTIONS
WHO CONDUCT PART TIME / WEEK END COURSES.
================================================== ==========
FOR A USEFUL BOOK.
1.Amazon.com: Online Shopping for Electronics, Apparel, Computers, Books, DVDs & more
a complete guide to management consulting
by DARYL TWITCHELL & SUGATA BISWAS
================================================== =======
AS YOU HAVE COMPLETED PGHR,
ON YOUR OWN, YOU SHOULD DEVELOP THE PROCESSES
FOR VARIOUS SECTORS OF HR.
HERE IS AN EXAMPLE FOR RECRUITMENT/ SELECTION.
RECRUITMENT AND SELECTION PROCESS
-----------------------------------------------------------------------------------
PROCESS ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!----------------------
STEP 1
PREPARING JOB ANALYSES
PREPARING JOB DESC
----------------------------------------------------------------------------------
STEP 2
PREPARING JOB SPECS
-----------------------------------------------------------------------------------
STEP 3
DECIDING TERMS AND
CONDITIONS OF EMPLOYMENT
[ MEETS ALL GOVERNMENT REGULATION ON EMPLOYMENT CONDITIONS]
------------------------------------------------------------------------------------
STEP 4
ADVERTISING
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
[ MUST REFLECT TRUTH, NO FALSE INFORMATION,
NO GENDER BIAS, NO DISCRIMINATION,NO AGE BAR, ETC]
---------------------------------------------------------------------------------------------------------------------------------------
STEP 5
INTERNAL APPLICANT
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
STEP 6
SIFTING APPLICATIONS
-----------------------------------------------------------------------------------------------------------
STEP 7
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER
-----------------------------------------------------------------------------------------------
STEP 8
-PANEL INTERVIEW
-------------------------------------------------------------------------------------------------------
STEP 9
-SELECTION BOARD only for senior positions
-------------------------------------------------------------------------------------------------------
STEP 10
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 11
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 12
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
STEP 13
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
STEP 14
CHECKING REFERENCE procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 15
MAKING DECISION procedural element for all positions
[ NO DISCRIMINATION, NO COLOR BAR, NO SEX DISCRIMINATION,
PURELY ON MERIT ]
------------------------------------------------------------------------------------------------
STEP 16
OFFERING EMPLOYMENT procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 17
PREPARING EMPLOYMENT procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
STEP 18
-HR sends out letters to the unsuccessful candidates.
---------------------------------------------------------------------------------------
STEP 19
-HR CHECKS REFERENCES.
[ ABIDE BY LAW ]
---------------------------------------------------------------------------------------
STEP 20
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-----------------------------------------------------------------------------------------
STEP 21
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
STEP 22
PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
STEP 23
HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-----------------------------------------------------------------------------------
STEP 24
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
STEP 25
ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
[ BY LAW, ALL OLD FILES MUST BE DESTROYED ]
================================================== =====
================================================== ==
SIMILARLY, YOU CAN DEVELOP ONE FOR
-PERFORMANCE APPRAISAL.
-TRAINING AND DEVELOPMENT
ETC ETC
==================================================
AT THE CITEHR SITE,
YOU CAN REVIEW THE VARIOUS ''HR POLICIES''
WHICH ARE POSTED ON THE SITE.
---------------------------------------------------------------------------
IN THIS WAY, YOU DEVELOP THE SENSITIVITY
FOR THE VARIOUS HR SUBJECTS.
=========================================
From India, Mumbai
260HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
===============================
REGARDING YOUR QUERY ON GAINING KNOWLEDGE ON
CONSULTING FIELD.
OPTION 1
-make an entry through as a management trainee
with a consulting firm.
OPTION 2
-gain job experience for 3/5 years and then
join a consulting firm.
OPTION 3
-complete a MBA in consulting [ full time/ part time]
and then seek a career job.
OPTION 4
-gain the job experience and at the same time
enrich yourself with short term courses on skills.
THE SHORT TERMS COURSES.
*presentation
*public speaking
*selling ideas/ concepts
*persuasion skills
*negotiation SKILLS
THESE COURSES ARE CONDUCTED BY
Corporate Training, Leadership Training, & Sales Training from Dale Carnegie Training®
www.dalecarnegie.com/catalogue.
there must b.e a chapter in your city.
THE OTHER SKILL COURSE LIKE
-change management
-problem solving/ decision making
etc
YOU MAY CHECK WITH LOCAL INSTITUTIONS
WHO CONDUCT PART TIME / WEEK END COURSES.
================================================== ==========
FOR A USEFUL BOOK.
1.Amazon.com: Online Shopping for Electronics, Apparel, Computers, Books, DVDs & more
a complete guide to management consulting
by DARYL TWITCHELL & SUGATA BISWAS
================================================== =======
AS YOU HAVE COMPLETED PGHR,
ON YOUR OWN, YOU SHOULD DEVELOP THE PROCESSES
FOR VARIOUS SECTORS OF HR.
HERE IS AN EXAMPLE FOR RECRUITMENT/ SELECTION.
RECRUITMENT AND SELECTION PROCESS
-----------------------------------------------------------------------------------
PROCESS ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!----------------------
STEP 1
PREPARING JOB ANALYSES
PREPARING JOB DESC
----------------------------------------------------------------------------------
STEP 2
PREPARING JOB SPECS
-----------------------------------------------------------------------------------
STEP 3
DECIDING TERMS AND
CONDITIONS OF EMPLOYMENT
[ MEETS ALL GOVERNMENT REGULATION ON EMPLOYMENT CONDITIONS]
------------------------------------------------------------------------------------
STEP 4
ADVERTISING
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
[ MUST REFLECT TRUTH, NO FALSE INFORMATION,
NO GENDER BIAS, NO DISCRIMINATION,NO AGE BAR, ETC]
---------------------------------------------------------------------------------------------------------------------------------------
STEP 5
INTERNAL APPLICANT
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
STEP 6
SIFTING APPLICATIONS
-----------------------------------------------------------------------------------------------------------
STEP 7
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER
-----------------------------------------------------------------------------------------------
STEP 8
-PANEL INTERVIEW
-------------------------------------------------------------------------------------------------------
STEP 9
-SELECTION BOARD only for senior positions
-------------------------------------------------------------------------------------------------------
STEP 10
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 11
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
STEP 12
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
STEP 13
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
STEP 14
CHECKING REFERENCE procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 15
MAKING DECISION procedural element for all positions
[ NO DISCRIMINATION, NO COLOR BAR, NO SEX DISCRIMINATION,
PURELY ON MERIT ]
------------------------------------------------------------------------------------------------
STEP 16
OFFERING EMPLOYMENT procedural element for all positions
-------------------------------------------------------------------------------------------------
STEP 17
PREPARING EMPLOYMENT procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
STEP 18
-HR sends out letters to the unsuccessful candidates.
---------------------------------------------------------------------------------------
STEP 19
-HR CHECKS REFERENCES.
[ ABIDE BY LAW ]
---------------------------------------------------------------------------------------
STEP 20
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-----------------------------------------------------------------------------------------
STEP 21
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
STEP 22
PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
STEP 23
HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-----------------------------------------------------------------------------------
STEP 24
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
STEP 25
ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
[ BY LAW, ALL OLD FILES MUST BE DESTROYED ]
================================================== =====
================================================== ==
SIMILARLY, YOU CAN DEVELOP ONE FOR
-PERFORMANCE APPRAISAL.
-TRAINING AND DEVELOPMENT
ETC ETC
==================================================
AT THE CITEHR SITE,
YOU CAN REVIEW THE VARIOUS ''HR POLICIES''
WHICH ARE POSTED ON THE SITE.
---------------------------------------------------------------------------
IN THIS WAY, YOU DEVELOP THE SENSITIVITY
FOR THE VARIOUS HR SUBJECTS.
=========================================
From India, Mumbai
Dear Mr Leo Lingham,
The information provided by you in 2 parts is really helpful to the HR people. Thanks a lot for sparing your time for sharing this valuable information.
Regards,
KCS Kutty, Chennai
From India, Madras
The information provided by you in 2 parts is really helpful to the HR people. Thanks a lot for sparing your time for sharing this valuable information.
Regards,
KCS Kutty, Chennai
From India, Madras
Dear Mr. Leo,
I was just going thru this post and came across your replies to Jagruti's queries. you have explained to all her queries in a very detailed and systematic manner. can you please help me too with my query.
1) I am Graduate in commerce. Have completed my Dipl in Buss Mngt - specialization in Marketing. I am currently pursuing Correspondence MBA in HR. i have been advised by my Sr. Manager that i need to focus more on statutory compliances & labour laws. since i have not completed my MBA i have not much of exposure to Statutory compliances & labour laws. i have 4 years of experience in HR. prior to that i have worked in Customer service field. can you please advise me what should i do to enhance my HR knowledge. i have even enrolled with Symbiosis for Single course in HR. my email address is
.
Regds,
Rosa
From India, Mumbai
I was just going thru this post and came across your replies to Jagruti's queries. you have explained to all her queries in a very detailed and systematic manner. can you please help me too with my query.
1) I am Graduate in commerce. Have completed my Dipl in Buss Mngt - specialization in Marketing. I am currently pursuing Correspondence MBA in HR. i have been advised by my Sr. Manager that i need to focus more on statutory compliances & labour laws. since i have not completed my MBA i have not much of exposure to Statutory compliances & labour laws. i have 4 years of experience in HR. prior to that i have worked in Customer service field. can you please advise me what should i do to enhance my HR knowledge. i have even enrolled with Symbiosis for Single course in HR. my email address is
Regds,
Rosa
From India, Mumbai
Dear Mr. Leo Lingham,
Thank you very much for generously sharing the information with us. I would like to move to consultancy in the near future, but first want to train under a professional consultant.
I would like to email my CV to you, so that you can review it and advice me accordingly. Hence, may I request you to kindly provide me your email id so that I can get in touch with you directly.
Await your response.
Thank you & kind regards,
Charmaine
From India, Mumbai
Thank you very much for generously sharing the information with us. I would like to move to consultancy in the near future, but first want to train under a professional consultant.
I would like to email my CV to you, so that you can review it and advice me accordingly. Hence, may I request you to kindly provide me your email id so that I can get in touch with you directly.
Await your response.
Thank you & kind regards,
Charmaine
From India, Mumbai
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