Thursday, June 12, 2014
Thursday, June 12, 2008
With the world shrinking, and technology connecting every formidable corner of the world, should your boss relax and loosen the reins a little? Traditional bosses vs. modern bosses......... who is able to make it happen?
Sitting in a cubicle do you know whether your employee is working? May be if he goes out for a game of putt putt, the strategies used to play the game might trigger a strategy for work.
With gas prices soaring, employees looking for a work life balance, and the increasing stress and guilt levels .......... bosses should consider a RESULTS ONLY ENVIRONMENT. As long as the work gets done, why should the boss monitor the hallways? A "results only environment" will make the employee more responsible for his actions, and be accountable for it.
Advantages for the employee:
Measurable performance (An advantage for the boss too!!)
Increases and improves creativity
Generation of new ideas
Improves Work life balance
Improves the overall health of the employee - reduced stress levels
Disadvantages for the employee:
Since it is a "results only environment", I guess if the employee does not produce satisfactory results HE's FIRED.
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Thursday, June 5, 2008
Innovative advertising of the company on the careers website. This advertisement shouts diversity, intelligence, innovation, opportunity for the creative mind, technology, and so much more.
I was very attracted to this because it reaches out to the crowd. Each of the models are dressed in clothes that express themselves. The words used seem genuine, personal and reach out to the potential candidate (whichever character they can relate to). The video also informs the potential candidate what they need to hear about the company.
A great way to deliver the vision & mission of the company.
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Tuesday, June 3, 2008
The consultant who was given a bad review is from one of the BIG 4 consulting company and a Senior consultant. The overall comment was "
The consultant who was given a good review is from a small SAP consulting company. The overall comment was " This was the first time I had worked with
Do we hire consultants just for technical requirements? Or do we hire consultants to be customer service associates while performing technical functions? Information technology belongs to the Service industry. All consultants hired must come with the right attitude, flexibility and tolerance of their customers within reasonable boundaries. After all in a service industry, the customer is always right ;). Although most part of the job requires the consultant's technical skills, the most critical part of the job is interacting with the customer.
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Friday, May 16, 2008
Blackstone's India Manager stressed the Value of Education in India. Although India has the most number of graduates about 80% of them are not employable because of the . There is still room for improvement. Man!! talk about untapped market. http://www.cnbc.com/id/15840232?video=743340133
India causing the food crisis....No says P Chidambaram - India's Finance Minister's ....http://www.cnbc.com/id/15840232?video=743291698
Shopping in India.... All the big brand names, luxury brands to Walmart want to invest in India. http://www.cnbc.com/id/15840232?video=743333751
Hope you enjoyed these segments as much as I did............. thanks for stopping by.
Friday, May 9, 2008
Operations Principle Applied to Talent Management
A supply chain perspective on talent management relies on four principles, two that address the risks in estimating demand and two that address the uncertainity of supply.
Principle 1 : Make and Buy to Manage Risk
A deep bench of talent is expensive, so companies should undershoot their estimates of what will be needed and plan to hire from outside to make up for any shortfall. Some positions may be easier to fill from outside than others, so firms should be thoughtful about where they put their precious resources in development: "Talent management is an investment, not an entitlement".
Principle 2: Adapt to the Uncertainity in Talent Demand
Uncertainity in demand is a given, and smart companies find ways to adapt to it. One approach is to break up development programs into shorter units: Rather than put management trainees through a three-year functional program, for instance, bring employees from all the functions together in an 18-month course that teaches general management skills, and then send them to their functions to specialize. Another option is to create an organization-wide talent pool that can be allocated among business units as the need arises.
Principle 3: Improve your return on Investment in Developing Employees
One way to improve the payoff is to get employees to share in the costs of development. That might mean asking them to take an additional stretch assignments on a voluntary basis. Another approach is to maintain relationships with former employees in the hope that they may return someday, bringing back your investment in their skills.
Principle 4: Preserve the Investment by Balancing Employee-Employer Interests
Arguably, the main reason good employees leave an organization is that they find better opportunities elsewhere. This makes talent development a perishable commodity. The key to preserving your investment in development efforts as long as possible is to balance the interests of employees and employer by having them share in advancement decisions.
Wednesday, May 7, 2008
With all the new internet research, finding passive candidates etc, I was wondering what will happen to this internet recruiting world if the internet had to malfunction. However, since that is nowhere close to possible............ it made me think about the many job opportunities the internet has created specifically for us recruiters.
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