Hi!!!!
I have been selected in Madras School of Social Work for their MA in Human Resource Management Degree Programme.
So your's truly is finally looking forward to have his formal PG education in Human Resource Management from this esteemed institution known for grooming some of the finest HR practitioners.
I hope I have shown a decent amount of passion towards HR till now without any formal PG degree in Human Resource Management.
Thanks to everyone for their encouragement till date and look forward to your continued support and good wishes in future too.
- Saikat Saha
July 6, 2008
'Every employee is a CEO'- Mr GD Sharma
According to Mr. G D Sharma, Vice President – Human Resources, L&T ' Every employee is a CEO'.
When he made this statement to a gathering in Madras Management Association a few weeks back, the entire gathering was surprised.
However, he expanded the acronym after a brief silence.
It's as follows:
C- Customer Centricity
E-Employee engagement and empowerment
O-Ownership
The above mentioned was just one of the many interesting knowledge he shared with us.
- Saikat Saha
When he made this statement to a gathering in Madras Management Association a few weeks back, the entire gathering was surprised.
However, he expanded the acronym after a brief silence.
It's as follows:
C- Customer Centricity
E-Employee engagement and empowerment
O-Ownership
The above mentioned was just one of the many interesting knowledge he shared with us.
- Saikat Saha
HR-'Honesty in Relation'
Yesterday; I was a part of a gathering which was addressed by G S Ramesh; Former Senior Vice-President,Human Resource,Hyundai Motors (India) Ltd at Madras Management Association.
His speech was simple yet power packed with a very pragmatic perspective.I would share a few words of wisdom which I learnt about Human Resource from him and I am sure that my readers will struggle to find them in any book :-)
* HR- Honesty in Relationships
* Smile- He opened the speech on a very candid and informal manner which brought smiles on all our faces.After noticing our smiles; he thanked us and said that 'Bringing smile and sustaining that smile on the internal customer's face is the biggest role of an HR'
*Be sensitive- Whenever we get the hurt ; the first word which comes from our mouth is 'Maa/Mom/Mother' . The responsibility of HR according to him is to play the role of that 'Mother'. Which means the HR professional has to be approachable and must sensitize with the needs of the internal customers.
He further categorised sensitivity into:
1) Environment Sensitive- One needs to recognise and realise that the environment around him is a great source of learning and he must embrace this learning with open heart.
2) People Sensitive- He told us to follow the 3 C's- Care, Concern and Cure. I believe the 3 C's captures the essence of people sensitivity.
3) Process Sensitive- A HR professional needs to understand the process very well so that he can realise what his internal customer goes through.
It's highly important to understand the deep complexities and intricacies associated with the process of which his internal customer's are an integral part.
4) Business Sensitivity- HR professionals always needs to keep in his mind that HR is a business partner.
* Conscious keeper of people and Custodian of rules
* HR should market themselves well
* Think BIG and also Act BIG
* Good HR professionals are in demand because there is an ever increasing need to retain top performing employees
* HR is the Brahma, Vishnu and Mahesh[Creator,Keeper & Destroyer] of an organisation.
* Theory X- Right sizing, lay offs etc
* Theory Y - Soft skills, culture etc
* HR team needs to establish the right chemistry with the employees and other departments which means falling in love with oneself and others through:
*Mutual respect
* Win-Win situation
*Remove your shoes, walk on the grass and feel the ground- Face the reality.Accept that you are a part of it and you can bring about a change.
*Eye is the window to one's personality
* Face criticism with the right attitude- Don't make your heart heavy and filter the feelings properly.
* Principles like JIT[Jus In Time] and DRIFT [Do it Right In the First Time] are of utmost importance for every HR proffesional.
* In order to bring smile on other's faces; you should have a smile on your face.
* Keep yourself happy and approachable
* Realign the thoughts and have a postive attitude towards your proffesion and life.
These above mentioned points holds the essence of his simple yet power packed lecture which lasted for 45 minutes approximately.
I look forward to many more such sessions which has the capacity to make the audience ask for more!!!!!!!!!
-Saikat Saha
His speech was simple yet power packed with a very pragmatic perspective.I would share a few words of wisdom which I learnt about Human Resource from him and I am sure that my readers will struggle to find them in any book :-)
* HR- Honesty in Relationships
* Smile- He opened the speech on a very candid and informal manner which brought smiles on all our faces.After noticing our smiles; he thanked us and said that 'Bringing smile and sustaining that smile on the internal customer's face is the biggest role of an HR'
*Be sensitive- Whenever we get the hurt ; the first word which comes from our mouth is 'Maa/Mom/Mother' . The responsibility of HR according to him is to play the role of that 'Mother'. Which means the HR professional has to be approachable and must sensitize with the needs of the internal customers.
He further categorised sensitivity into:
1) Environment Sensitive- One needs to recognise and realise that the environment around him is a great source of learning and he must embrace this learning with open heart.
2) People Sensitive- He told us to follow the 3 C's- Care, Concern and Cure. I believe the 3 C's captures the essence of people sensitivity.
3) Process Sensitive- A HR professional needs to understand the process very well so that he can realise what his internal customer goes through.
It's highly important to understand the deep complexities and intricacies associated with the process of which his internal customer's are an integral part.
4) Business Sensitivity- HR professionals always needs to keep in his mind that HR is a business partner.
* Conscious keeper of people and Custodian of rules
* HR should market themselves well
* Think BIG and also Act BIG
* Good HR professionals are in demand because there is an ever increasing need to retain top performing employees
* HR is the Brahma, Vishnu and Mahesh[Creator,Keeper & Destroyer] of an organisation.
* Theory X- Right sizing, lay offs etc
* Theory Y - Soft skills, culture etc
* HR team needs to establish the right chemistry with the employees and other departments which means falling in love with oneself and others through:
*Mutual respect
* Win-Win situation
*Remove your shoes, walk on the grass and feel the ground- Face the reality.Accept that you are a part of it and you can bring about a change.
*Eye is the window to one's personality
* Face criticism with the right attitude- Don't make your heart heavy and filter the feelings properly.
* Principles like JIT[Jus In Time] and DRIFT [Do it Right In the First Time] are of utmost importance for every HR proffesional.
* In order to bring smile on other's faces; you should have a smile on your face.
* Keep yourself happy and approachable
* Realign the thoughts and have a postive attitude towards your proffesion and life.
These above mentioned points holds the essence of his simple yet power packed lecture which lasted for 45 minutes approximately.
I look forward to many more such sessions which has the capacity to make the audience ask for more!!!!!!!!!
-Saikat Saha
July 2, 2008
The right 'work culture' & 'Multiple Exit interviews'
There are a few articles which can foster ideas. I came across one such amazing article written by 'Abhijit Bhaduri' titled 'Why do they quit?' .
It is one of the many interesting articles on the website. This article helped me to come out with the idea of 'Multiple exit interviews' and further introspect on the 'work culture'.
Following is the comment which I left on the website after reading the thought provoking article:
"I find the ‘culture’ aspect very thought provoking. I completely agree that ‘culture’ breeds the desired ethos.
But fostering the right culture is rare. It’s mainly because a lot of people managers get a feeling that creating the culture is a lengthy process and the benefits of the culture would be enjoyed by his successor & not by him.A culture can gain it’s visibility and effectiveness only when the culture gets percolated in the bottom of the hierarchy.
Personally I feel implementing the right culture in itself needs a well thought out study of the existing culture,recognising the desired culture which is aligned with the vision and mission statement of the company and then ‘coaching’ the key people on implementation of the desired culture.
Secondly, I want to emphasize on the ‘exit interview’ part. These days when an employee says goodbye to his company ; he makes a point to ‘google’ the key words ‘How to leave a company gracefully???’.
He instantly tries to give his best during the notice period, stops taking any ‘panga’ with his superior and makes it a point to write ‘ how lovely it would be for him to come back and serve the esteemed company’. These exit interviews do not really serve the exact purpose then.
Personally I feel a second round of exit interview must take place after 6 months. It gives the employee more candor and also a different perspective as he would be serving a different culture at a different workplace then.
If we can take multiple interviews during selection then why not multiple exit interview after a medium amount of time gap????
The article is fantastic and this website is my favourite learning site.
Thanks for being an inspiration."
-Saikat Saha[A wanna be HR superstar]
It is one of the many interesting articles on the website. This article helped me to come out with the idea of 'Multiple exit interviews' and further introspect on the 'work culture'.
Following is the comment which I left on the website after reading the thought provoking article:
"I find the ‘culture’ aspect very thought provoking. I completely agree that ‘culture’ breeds the desired ethos.
But fostering the right culture is rare. It’s mainly because a lot of people managers get a feeling that creating the culture is a lengthy process and the benefits of the culture would be enjoyed by his successor & not by him.A culture can gain it’s visibility and effectiveness only when the culture gets percolated in the bottom of the hierarchy.
Personally I feel implementing the right culture in itself needs a well thought out study of the existing culture,recognising the desired culture which is aligned with the vision and mission statement of the company and then ‘coaching’ the key people on implementation of the desired culture.
Secondly, I want to emphasize on the ‘exit interview’ part. These days when an employee says goodbye to his company ; he makes a point to ‘google’ the key words ‘How to leave a company gracefully???’.
He instantly tries to give his best during the notice period, stops taking any ‘panga’ with his superior and makes it a point to write ‘ how lovely it would be for him to come back and serve the esteemed company’. These exit interviews do not really serve the exact purpose then.
Personally I feel a second round of exit interview must take place after 6 months. It gives the employee more candor and also a different perspective as he would be serving a different culture at a different workplace then.
If we can take multiple interviews during selection then why not multiple exit interview after a medium amount of time gap????
The article is fantastic and this website is my favourite learning site.
Thanks for being an inspiration."
-Saikat Saha[A wanna be HR superstar]
Subscribe to:
Posts (Atom)