There attitude can be part of their big ambitions or their life
You have to check their caliber and deliverence of work .
If you are in need then you grab them for a short while and continue search for the better one .When you got better one then analysis both of them and kickout that person who is with nominal qualities.
thnks
regards
neeraj yadav
You have to check their caliber and deliverence of work .
If you are in need then you grab them for a short while and continue search for the better one .When you got better one then analysis both of them and kickout that person who is with nominal qualities.
thnks
regards
neeraj yadav
Dear Neeraj,
Taking someone for the short term only to kick him/her once you find a better person might be appropriate for business. But my question is, What if you find a much more better person? As compared to the one whom you had hired, to "kick out" the first one.
I believe, in HR we are dealing with People and not with gadgets (like mobile phone) that we should "kickout" once we find the better one.
Just imagine, What would be your situation, if that happens to you? After all we are also employed and are equally vulnerable like anyone in other functions.
Our role should be that of a Facilitator and not that of a regulator.
Regards
Ravikanth
From India, Hyderabad
Taking someone for the short term only to kick him/her once you find a better person might be appropriate for business. But my question is, What if you find a much more better person? As compared to the one whom you had hired, to "kick out" the first one.
I believe, in HR we are dealing with People and not with gadgets (like mobile phone) that we should "kickout" once we find the better one.
Just imagine, What would be your situation, if that happens to you? After all we are also employed and are equally vulnerable like anyone in other functions.
Our role should be that of a Facilitator and not that of a regulator.
Regards
Ravikanth
From India, Hyderabad
Hi Friends,
Before I could take this discussion further, I would like to recap what all of you who have participated in this discussion has said. Permit me to quote:
All this started when Neelkeshaw asked-Archana expressed her opinion - Then being little upset with my views, Vrishi said - Then Venkat expressed diplomatically - Then Arunkumar told - Then Vrishi asked me straight - Then, Shyamali, our active senior member Shyamali said - "Then the daring girl Rekha chipped in and said - After reading the angry views of the members, Ravikanth said - Then Neelkeshaw posed a doubt - Then the big bomb was dropped by Vrishi to me. She asked me - Not satisfied with her blasting me, Vrishi continued - Then Venkat felt it would be appropriate to know - Vrishi came back and said - Then the most new member of the family, Pranathi opined - Then neerajkaninwal felt - Then came the most refreshing words from ravikanth - Friends, I am sorry for having taken so much time to quote what all you have said during the course of this discussion!
Let me very frankly tell you all, that you are all wonderful people! The questions posed by one has been answered by the other!! I am too small a person to comment, judge the right or wrong in your views.
But definitely, one thing I would like to make clear is that selecting a person is a very important and responsible act of the HR person. With experience, it is not very difficult to judge a person's attitude during the interview by posing the probing questions, if the interviewer is competent enough! However much one can fake answers or attitudes, a competent HR guy can make out whether it is fake or true! If that sort of an interviewer feels that the person does not have the right attitude for the desired job, he can reject him outright!
But if a person after the selection, shows signs of different attitude towards his work, collegues, organisation, then I strongly feel that his attitude can be changed!
Lastly, I would like to answer one question posed by my good friend Vrishi - "Have you ever been a "SECOND PARENT"???????? My answer is MY DEAR VRISHI ....I HAVE BEEN A 'SECOND PARENT' NOT ONCE BUT MANY TIMES, PROBABLY I CANNOT REMEMBER THE NUMBERS IN MY THIRTY YEARS OF INDUSTRIAL EXPERIENCE"
Regards
-Srinaren
From India, Bangalore
16Before I could take this discussion further, I would like to recap what all of you who have participated in this discussion has said. Permit me to quote:
All this started when Neelkeshaw asked-Archana expressed her opinion - Then being little upset with my views, Vrishi said - Then Venkat expressed diplomatically - Then Arunkumar told - Then Vrishi asked me straight - Then, Shyamali, our active senior member Shyamali said - "Then the daring girl Rekha chipped in and said - After reading the angry views of the members, Ravikanth said - Then Neelkeshaw posed a doubt - Then the big bomb was dropped by Vrishi to me. She asked me - Not satisfied with her blasting me, Vrishi continued - Then Venkat felt it would be appropriate to know - Vrishi came back and said - Then the most new member of the family, Pranathi opined - Then neerajkaninwal felt - Then came the most refreshing words from ravikanth - Friends, I am sorry for having taken so much time to quote what all you have said during the course of this discussion!
Let me very frankly tell you all, that you are all wonderful people! The questions posed by one has been answered by the other!! I am too small a person to comment, judge the right or wrong in your views.
But definitely, one thing I would like to make clear is that selecting a person is a very important and responsible act of the HR person. With experience, it is not very difficult to judge a person's attitude during the interview by posing the probing questions, if the interviewer is competent enough! However much one can fake answers or attitudes, a competent HR guy can make out whether it is fake or true! If that sort of an interviewer feels that the person does not have the right attitude for the desired job, he can reject him outright!
But if a person after the selection, shows signs of different attitude towards his work, collegues, organisation, then I strongly feel that his attitude can be changed!
Lastly, I would like to answer one question posed by my good friend Vrishi - "Have you ever been a "SECOND PARENT"???????? My answer is MY DEAR VRISHI ....I HAVE BEEN A 'SECOND PARENT' NOT ONCE BUT MANY TIMES, PROBABLY I CANNOT REMEMBER THE NUMBERS IN MY THIRTY YEARS OF INDUSTRIAL EXPERIENCE"
Regards
-Srinaren
From India, Bangalore
Dear Srinaren :
Your 30 years of indl experiene is cleary felt thru your well compiled posting. Hats off.. I would only reiterate my statement "right and wrong is subjective" I fully agree with you that with experience / exposure it is ot very difficult to judge a person's attitud during the interview by posing probing questions. I also agree with you that an altering attitude can be corrected - but given the time and efforts. Yet, despite all your efforts if a person does not 'want to change', I would still go by remarks in earlier posting. One can ask, will such a person exist ? Yes.. they do... I am saying so authentically because I have experienced and am experiencing -my own brother in law is a classic case of reference. It is now 8 years .... Still he has not changed ... despite our efforts. He has not changed 'cause he 'does not want to'. Since then, I have heard many and even seen two more similar cases. Which corporate is going to wait such a long and continue to spend time to change attitude. Many a time, realities defy theoritical preachings.
To sum it up... Attitude is nothing but the way of thinking. It is an 'internal' process. This internal process when translated to action is 'behaviour' . The internal process can be aligned to suite a specific enviro, through 'external' influences. As long as you judge the candidate's 'thinking' to be relevant to the job profile, you have hit the candidate with right attitude.
Rgds. Venkat
From India, Mumbai
Your 30 years of indl experiene is cleary felt thru your well compiled posting. Hats off.. I would only reiterate my statement "right and wrong is subjective" I fully agree with you that with experience / exposure it is ot very difficult to judge a person's attitud during the interview by posing probing questions. I also agree with you that an altering attitude can be corrected - but given the time and efforts. Yet, despite all your efforts if a person does not 'want to change', I would still go by remarks in earlier posting. One can ask, will such a person exist ? Yes.. they do... I am saying so authentically because I have experienced and am experiencing -my own brother in law is a classic case of reference. It is now 8 years .... Still he has not changed ... despite our efforts. He has not changed 'cause he 'does not want to'. Since then, I have heard many and even seen two more similar cases. Which corporate is going to wait such a long and continue to spend time to change attitude. Many a time, realities defy theoritical preachings.
To sum it up... Attitude is nothing but the way of thinking. It is an 'internal' process. This internal process when translated to action is 'behaviour' . The internal process can be aligned to suite a specific enviro, through 'external' influences. As long as you judge the candidate's 'thinking' to be relevant to the job profile, you have hit the candidate with right attitude.
Rgds. Venkat
From India, Mumbai
Dear all :
Kiran has posted some excerpts in Recruiting Techniques & sourcing section as -14 candidate question -. This answers a few queries posted in this forum.
Might be of interest to all.
Rgds. Venkat
From India, Mumbai
Kiran has posted some excerpts in Recruiting Techniques & sourcing section as -14 candidate question -. This answers a few queries posted in this forum.
Might be of interest to all.
Rgds. Venkat
From India, Mumbai
Hi Venkat,
Thanks for your kind words spoken for me. I understand your logic. If a person does not want to CHANGE, what to do? Will the management wait till such point till the person changes? My answer is if so much of effort and time has to be put, it is a firm NO. But at the same time I would like to state that in the interest of that PERSON I will take up the challenge of changing him on personal basis!! You may think that I am a fool, but I am telling you these words with conviction! I have come across so many NUTS in my long service, but I have made them to change and today they are indebted to me. One person has gone to the extent of naming his child by my name! What I have written in my posting is not mere writings for the sake of writing, but it was all with conviction and own experience. That's the reason why I told this all can be done only when you select the HR profession by passion and not by compulsion!! But I would like to add that I am a full time HR person only for the last 3 months and all my 29 years 9 months, I was in the shop floor in the manufacturing, quality and production planning departments. HR was part of my job and only now, for the last 3 months, it is full time.
I think my young friends like Vrishi and others may not agree with me.... I thought so because there is not comment/reply for my posting!!
Anyway......if you have any specific things to ask, you may mail me at
Regards
Srinaren
From India, Bangalore
Thanks for your kind words spoken for me. I understand your logic. If a person does not want to CHANGE, what to do? Will the management wait till such point till the person changes? My answer is if so much of effort and time has to be put, it is a firm NO. But at the same time I would like to state that in the interest of that PERSON I will take up the challenge of changing him on personal basis!! You may think that I am a fool, but I am telling you these words with conviction! I have come across so many NUTS in my long service, but I have made them to change and today they are indebted to me. One person has gone to the extent of naming his child by my name! What I have written in my posting is not mere writings for the sake of writing, but it was all with conviction and own experience. That's the reason why I told this all can be done only when you select the HR profession by passion and not by compulsion!! But I would like to add that I am a full time HR person only for the last 3 months and all my 29 years 9 months, I was in the shop floor in the manufacturing, quality and production planning departments. HR was part of my job and only now, for the last 3 months, it is full time.
I think my young friends like Vrishi and others may not agree with me.... I thought so because there is not comment/reply for my posting!!
Anyway......if you have any specific things to ask, you may mail me at
Regards
Srinaren
From India, Bangalore
Hi
Seems to be a real tough job!! Choosing persons on the basis of attitudes and not technical qualifications.. but i would suggest that it takes a number of years to get that technical degree and not that many years to change the attitutde.. HR people should consciously work on moulding the attitudes..So what if someone apsires high? Don't we all do? Use this positive power ..harness these eneriges.channelise them in the right direction...Most important..be conscious to your employees all the time!!!
And yes, why not have an attitudnal test in the selection process?
Pinky
From India, Jaipur
Seems to be a real tough job!! Choosing persons on the basis of attitudes and not technical qualifications.. but i would suggest that it takes a number of years to get that technical degree and not that many years to change the attitutde.. HR people should consciously work on moulding the attitudes..So what if someone apsires high? Don't we all do? Use this positive power ..harness these eneriges.channelise them in the right direction...Most important..be conscious to your employees all the time!!!
And yes, why not have an attitudnal test in the selection process?
Pinky
From India, Jaipur
Hi Srinaren
You have hit the nail exactly on the headI f you carefully read my "quotes" I have stated that one need not be in the HR Department for a person to change his/her attitude
You yourself have said that you are not basically an HR person but that you have come from the shopfloor. There you have been a "second parent". Try doing it now when you are an intrinsic part of HR. Even I work in an industrial setup .
Here we are not talking blue collared people but white collared people although i am of the firm belief that the world is run by the blue collared people.Neither we are talking about counselling regular absentees, effect of alcoholism,etc the things which plague the industrial setup. So I believe we should not be comparing different sectors. Here I believe Neel posted a question of service sector and not that of industrial sector. The white collared people have choice but not the blue collared people.
And lastly please do not assume things. Kindly check the gender of a person before categorically stating. your 30 years of shop floor experience clearly comes through.
regards
From India
You have hit the nail exactly on the headI f you carefully read my "quotes" I have stated that one need not be in the HR Department for a person to change his/her attitude
You yourself have said that you are not basically an HR person but that you have come from the shopfloor. There you have been a "second parent". Try doing it now when you are an intrinsic part of HR. Even I work in an industrial setup .
Here we are not talking blue collared people but white collared people although i am of the firm belief that the world is run by the blue collared people.Neither we are talking about counselling regular absentees, effect of alcoholism,etc the things which plague the industrial setup. So I believe we should not be comparing different sectors. Here I believe Neel posted a question of service sector and not that of industrial sector. The white collared people have choice but not the blue collared people.
And lastly please do not assume things. Kindly check the gender of a person before categorically stating. your 30 years of shop floor experience clearly comes through.
regards
From India
Dear Mr. Vrishi,
I donot want to enter in to any further arguments. You are right! But I feel though there is a difference between white collared and blue collared people , both are human. The difference is only our approach towards them. Though I have come from the manufacturing sector, I have dealt with both type of people. If you only feel that white collared people are only from IT, they I have no comments.
Regarding wrongly assessing the gender, I am sorry as we have girls having name as Vrishi. But my thirty years of experience has not taught me to distinguish V.Rishi and vrishi! I am extremely sorry for it!
Best Regards
Srinaren
From India, Bangalore
I donot want to enter in to any further arguments. You are right! But I feel though there is a difference between white collared and blue collared people , both are human. The difference is only our approach towards them. Though I have come from the manufacturing sector, I have dealt with both type of people. If you only feel that white collared people are only from IT, they I have no comments.
Regarding wrongly assessing the gender, I am sorry as we have girls having name as Vrishi. But my thirty years of experience has not taught me to distinguish V.Rishi and vrishi! I am extremely sorry for it!
Best Regards
Srinaren
From India, Bangalore
Dear Srinaren :
Firstly, I have no doubt about the merit of your experience and value your convinctions. With your experience in almost all spheres of industry - shopfloor,planing, production, quality and now as full time HR, you must have come across stranger than fiction cases. To me, you will be a reliable wheting stone.
Yes, changing a 'dont want to change' person, can be a personal agenda. I dont think anyone would be against that. If succeeded, you will bring a fresh lease of life into own's life.
Now, as a strange coincindence I just now found a very relevant article on recruitment posted by Prof. Lakshmanan in 'Organisation Development' section. I strongly recommend all the friends to go thru the same. It will clear many underlying doubts.
Srinaren, Vrishi and NeelkShaw and others... thanks a lot for all your sharing. I personally gained insight in to a few vital areas thru this forum.
With regards. K Venkat
From India, Mumbai
Firstly, I have no doubt about the merit of your experience and value your convinctions. With your experience in almost all spheres of industry - shopfloor,planing, production, quality and now as full time HR, you must have come across stranger than fiction cases. To me, you will be a reliable wheting stone.
Yes, changing a 'dont want to change' person, can be a personal agenda. I dont think anyone would be against that. If succeeded, you will bring a fresh lease of life into own's life.
Now, as a strange coincindence I just now found a very relevant article on recruitment posted by Prof. Lakshmanan in 'Organisation Development' section. I strongly recommend all the friends to go thru the same. It will clear many underlying doubts.
Srinaren, Vrishi and NeelkShaw and others... thanks a lot for all your sharing. I personally gained insight in to a few vital areas thru this forum.
With regards. K Venkat
From India, Mumbai
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Attitude.ppt
Attitude.doc