mycv

WE SHOULD BE FOLLOW

THE FOLLOWING POINTS.                          

Mahesh C.Pardeshi.

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For betterment of employee and higher productivity of organization.

 

?? Management need to put efforts to identify the job interest and job dissatisfaction of employee.

 

?? If performance related norm high then productivity high.

 

?? Minimize the stress of employees:

The company should identified the difficulties employee face in managing their work and personal life therefore, the company helps its employees to achieve work life balance.The company work environment job requirement and other organizational factors like long working hours and field job requires high level of efforts. This resulted for many  employees working  under high level of stress.The company took the following steps to minimizing the level of stress among employee.

-          Prioritizing work   ,                                        Delegation of work

-          Laughter sessions  ,                                     Physical exercises

-          Relaxation time diet control techniques

-          Increase in the rest hour for proper sleep

-          Meditation camp  ,                                        Yoga camp

-          Holistic therapies ,                                        Social get together

-          Counseling session by experts.

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?? Resolve conflict (By Conflict  Management)

How organization manage conflict especially at the senior  management level successful conflict management enables organizations to create harmonious staff relations, open and honest communication channels diverse and innovative  thinking and platforms for knowledge creation.  Poor conflict management by contrast  can create dysfunctional organizations, blogged  down in personal politics and ambitions something that organizations in indias highly competitive business environment should be particularly worried about.

A conflict  can arise from many causes including competing opinions values ambitions and expectations. in india this process of natural conflict becomes amplified by our ultra competitive society and business environment .

 If conflict can be managed  in a positive way to build consensus through healthy debate, better staff relationships and greater productivity , then the organization will grow and prosper.

?? Mr. sanjay shanmugaum, VP-HR,CBay System. :Point out “Qualifications do matter, but sometime you do matter, but sometime you do come across a candidate with a different spark. So if we come across someone who has that kind of expertise and is rich in experience; probably, we could also look at by passing the qualification aspect”.

 

?? Free and open environment makes the work place enjoyable and thus, ads employees retention.

 

?? A regular cross-functional interaction helps in direct understanding of work expectations, immediate resolution of  conflicts, understanding examine work culture and building a friendship  and healthy relationship between colleagues and multiple levels’

 

?? Team manager should be a part of the team “Employees don’t like to work for the manager, they like to work with manager.(Mr.despande,M.D.,persistent system)

 

??While formal education provides a basic framework for the job at hand , we still need to invest time and effort towards getting knowledge and functional skill specific to the industry we are working in,

 

?? Self  assessment has become a critical tool in today’s competitive and fast-running markets.

 

??The best process of self-assessment is to  follow the SWOT ( strengths, weakness, opportunities and threats) analysis.

 

?? Conflict: If the conflict can be managed in a positive way to build consensus through healthy debate, better staff relationship and greater productivity, then the organization will grow and prosper.

 

?? HR as a Strategic Business Partner. : Various shifts, alignment, capability, credibility, differentiation and transformation that HR has to go through to become a strategic business partner.

?? The age factor plays a crucial role for job procrastinators, as age increases, employees want more stability and security.

 

?? Fair and transparent performance based appraisal system to ensure their job security for better employee motivation and productivity.

?? If  we wants a workforce achieve the goal of organization. Then we should be identify  some element of conflict level, stress level, job satisfaction and dissatisfaction  of workforce because those are effected  to performance of workforce so if performance level norms are high so productivity  is high and result growth of organization.

 

The employer-employee relationship:

Manager have recognized various benefits such as better communication, encouragement of creativity and innovation, increased job satisfaction, trust building and better understanding of each other’s difficulties and higher and better quality of output resulting from employer-employee collaboration, thereby creating a synergy effect. HRM is concerned with integration – getting all the members of the organization involved and working together with a sense of common purpose.

The business of leadership: Taking the lead,

A continuous all-around feedback is extremely essential for a leader to know and understand the gaps in his/her leadership style. Post understanding the gaps, it is then a quest fro knowledge through reading, observations, self-introspection, getting a coach or a mentor ,etc for bringing abut the necessary change in one’s leadership style.

HR needs to be more proactive.

There is definitely a sense of urgency palpable in the Indian business environment for the HR community to move from the daily administrative functions of recruitment, training and administration to becoming a more active, strategic partner to business operations. And todays, this isn’t  and unachievable task. A good understanding of the business drivers and thorough knowledge of the  prevailing market conditions are vital as they are essential for facilitating business growth and profitability. (Jemes Thomas,Kronos inc)

 

Re-skilling hold in leadership development

First of all, leaders are made and not born, but then, leaders are not made without training. To scale the corporate ladder in today’s competitive world. managers need to constantly update their knowledge base and hone their skill-set in order to better adapt to a dynamic business environment. The focus remains on constant and continuous learning, un-learning and re-learning.

 

Prevention is better than cure;

However, such mistakes can be avoided and there are certain ways through which recruiters can ensure that. Managers get carried away  in dreaming about the ‘perfect’ candidate, and end up describing a superhero who is overqualified for the job. What is it that recruiters should do in order to not fall into this trap?

There are two important things to be kept in mind.

(1) Most educational institutions and organizations have their own normal distributions, sometimes with high standard variations. So, Labels are not enough and it is important to probe a little more and find out the details behind the labels.

2) You have to look at the fit for your organization and check whether the candidate is motivated to work in your organization. Once, you have gone through these steps. You offer the person a salary that is commensurate with his/her expectations, market realities and your organizational need.

 

Who can be a good manager?

That is why not all who graduate from college will become mangers. In their lifetime. But if one follows the rules of business etiquette, then the chances  are that you will become a manager. And more than that, you will become a good manager.

List of some behavioral traits that define a good manager like.

·         Never expects others to follow rules which he  himself does not follow.

·         Makes time to listen to his subordinates and colleagues.

·         Keeps  his promises- however small the promise may be.

·         Respects the ideas of other.

·         Returns telephone call and emails/sms immediately of possible within 24 hours.

·         Answers important mail within four days and unimportant mail within two weeks.

·         Does  not pretend to be an expert on what he is not.

·         Always returns borrowed property (like books/umbrella) promptly and in good condition.

·         Never repeats a rumour that would hurt someone’s reputation.

·         Knows how to dress, on the job and off the job- and understand appropriate attire for business.

·         Answers all invitations promptly, either by writing or calling.

·         Is deferential in office situations, where it is proper to do  so without being or appearing to be subservient ( a boot licker)

·         Knows how to compliment someone and also how to accept compliments graciously ( which is even more difficult)

·         Know how to introduce people properly, and in a manner that makes them feel good.

·         Is punctual or , if delayed , always informs in advance that he  will be late.

·         Picks up the bill at the restaurant, when it is his turn  without being overtly miserly.

 

Positive Human Relations –A key to Success

Getting along with  people is  important in all walks of life but developing and maintaining good personal human relations in politics and in business is a must –for a successful career.

The following keys to good  human relations. Of course, we all know these, through experience, but it always  helps to have a memory jogger in a proper structured manner.

·         Speak to people: There in nothing as well received as a cheerful word of greeting . it is  not just the words-Good morning or Good evening. It is also the tone, the look in the eyes, the expression on the face.

·         Smile at people: Be generous with your smile. After all, it takes 72 muscles to frown only 14 to smile. Why  do more exercise when you can get by with less? But again, the  smile must come through your eyes- not just your lips. It has to be a ‘genuine’ smile.

·         Call people by name: The sweetest music to anyone’s ears is the sound of his or her own name. And the less the person is public figure and the less frequently you have met and yet you remember the  name, the sweeter it  sounds.

·         Be friendly and helpful: Do unto others as you would have them do unto you. It can be even simple things like promising to give a telephone number next day. Of and old friend that someone wants  to contact. One does not have to do big favours. In fact, these are not generally expected.

·         Be cordial: Speak and act as if everything you do is a genuine pleasure, not an intrusion and certainly not a burden.

·         Be sincerely interested in people: You can like everybody, if you try . The trouble is  we make up our minds about people in advance, based on their looks, their dress, or what someone might have whispered into our ears.

·         Be generous with praise cautious with criticism: And what you say, always goes round and back to the person. You can make friends or enemies this way.

·         Be thoughtful of the opinion of others:  There are three sides to a controversy yours, the other persons and the right one. It is always best to state your position and back off – rather than persisting in holding the fort.

·         Be considerate for the feelings of others: It will be appreciated. If you cannot find anything to say – they say nothing. Winston churchill’s advice holds true - you must know when to sit down and shut up!

It’s nothing new- but bears constant reminding. If we are going to add a large dose of human skills to our technical skills.

 

Source candidates? 

Use multiple channels to find the best candidate. Referrals from current employees,  place open positions on Company Intranet, Job Sites, Headhunters etc. More importantly, store resumes received from potential candidates and keep in touch with them even though there is no current available position. Send Company Newsletters to them so they are aware about recent developments. This would be appreciated by candidates and enhance the company’s brand equity amongst potential employees. 

Today the company sees strategic talent planning as a business process that helps determine the type and capability of talent needed and that enables leadership to understand, forecast and manage the number, location and cost of people required. The planning process helps to identify and prioritize gaps between the current and desired talent portfolio and to define specific “buy and build” actions and investments required to close workforce talent gaps.