How to survive when your role is soon to be eliminated ?

“I joined this firm nine months back. It initially had four units. Eventually each units have been closing down and employees shifted to the unit which is still functional. My bosses are mentally harassing us everyday , saying our roles can be soon eliminated. I worked with a good brand before joining this firm. Its easy to get in job with this employer, but very difficult to be hired from here. Please help with what should I do?” Managing transition during the uncertain times is where our personal leadership lies. Please do not consider the harassment from your reporting managers

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What happens when an Open-Door meeting goes wrong?

“I was a top performer till I used the Open-Door. Things went nasty, so I had to resign. My managers didn’t accept my resignation and I was unethically pushed to sign Performance Development Plan. This was done to cover-up my resignation. I was then fired for non-performance. This have affected my career and my dignity. Please help me.” Open-Door breathes life to organisations where frictions between the machinery can derail it . However, what happens when the practise meets scared leaders who cannot face the sun ? Building trust with a capability of accepting every error no matter what ever

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An Year-End-Review

“My Manager has asked me to submit a write up about whatever good I have done at work this year related to the business. He asked me to write all the initiatives I have taken for me and for the organisation.” An year-end-review is the best way to bid adieu to an annual year. In our small ways we have changed the way we were since last year. Hence, lets take a stock of things and note where we are . Let’s begin by what we had started this year with . We all had few direct goals to achieve and few

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Red Flag a New Hire: Do’s and Don’ts

“I believe a person who joined my team doesn’t having any IT experience as claimed. Please let me know how can I inform my HR on this.” Appreciate your effort to inform your HR timely. However, before proceeding would want to understand that your doubt is based on facts which will remain unchallenged no matter how deeply it is examined. Hence, please allow me to begin by asking your role in the team. Are you the reporting manager to the new hire ? If not are you a team member and how is your team structured? What is the role

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How to create a perfect profile to land the dream job

We live to work and earn better. Irrespective of the economy, we need our incomes to escalate at the rate of our dreams. There are jobs in the market that can address this, and hence begins the race to be awarded with, and often, by our dream job! Let’s begin with why and how to find your dream job. The answer to both these questions lies best with the hiring manager who will hand you the appointment letter. As a talent, you are first defined in two categories. You are either an active job seeker, which means you have already

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Why Training Programs don’t impact Business Objectives? – Thought Paper

Training programs are designed with a business need in mind. However in reality, after the initial “wow” effect, the momentum goes away and next year we have another training program with the same end objective in mind. Training [ˈtreɪnɪŋ] n the process of bringing a person, etc., to an agreed standard of proficiency, This is the training definition as per dictionary. The most important part of training is not training but doing training need analysis properly and then executing it for maximum impact. We first need to determine if training is required in the first place or is the business

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Game for it ?

“What? Gaming in the workplace? No way!” This is something that we hear from Corporate HR leaders all the time! But it’s time we asked the important question – “Why not?” Employees dream of a workplace that they love going back to every day. The drivers could be challenging work, rewards or a great working environment. The latter is an ongoing challenge for HR teams across the world. Many HR teams in India are now opening up to the prospect of fostering a culture of PLAY within their organizations. The challenge is to do this without adversely impacting their employees’

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Avtaar-HR Transformation with theatre

Recall my first corporate job-My first interaction was with the ‘HR’.A young, dynamic person who presented himself as your friend in a new setting. He played the host, the ‘raju’ guide to all new processes, people and systems. The more I was getting acquainted about my single role in marketing; I realized he had multiple roles. From recruitment, administration-‘getting my ID processed’, to appraisals, policies, engaging employee with events-‘traditional day’ and so on. He would occasionally also play ‘the agony aunt’ –lend his ears to grievances, department needs and dynamics. HR would also function as ‘google’ for all organizational people matters. However, will all that effort, the

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Delegation to Staffing

Few executives would argue with the fact that people are vital for the effective operation of a company. Managers often say that people are their most important asset. Yet the human assets are virtually never shown on the balance sheet as a distinct category, although a great deal of money is invested in the recruitment, selection, and training of people. They refer to this process as “human resource accounting”. This approach is not without its problems, and there is conflict among management experts, between the proponents of human resource accounting and the financial people who have to develop the system

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Job Design

People spend a great deal of time on the job, and it is therefore important to design jobs so that individuals feel good about their work. This requires an appropriate job structure in terms of content, function and relationships. Design of jobs for individuals and work teams The focus of job design can be on the individual position or on work groups. First, individual jobs can be enriched by grouping tasks into natural work units. This means putting tasks, which are related, into one category and assigning an individual to carry out those tasks. A second related approach is to

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Job Stress, Counselling and Mentoring

Job Stress For last few decades, jobs have become more demanding. Therefore the responsibilities are increasing at every level. Whether one is in sales and marketing, administrative jobs, manufacturing, policy making, security forces or logistics, every area of work has become extremely demanding. The rising competition in every area of consumable products or services has made jobs more challenging. Earlier whatever was produced could easily be consumed, as the consumers were plenty and choices were limited. Subsequent to use of I.T. Technology, has given access to large data and status of any service. Each employee is connected to each other

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Selection Process Techniques and Instruments

An overview of the selection process, followed by a discussion of a number of instruments and techniques, including interviews, tests, and the assessment centre is required. For good selection, the information about the applicant should be both valid and reliable. When people ask if the data is valid, they raise this question: Is the data measuring what it is supposed to be measuring? In selection, validity is the degree to which the data predicts the candidate’s success as a manager. The information should also have a high degree of reliability, a term that refers to the accuracy and consistency of

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