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Showing posts from May, 2011

In lighter vein: Public sector vs private sector-who is more fair and transparent

Liberalisation opened gates for large number of private sector businesses and along came loads of jobs. Jobs came fast and furious. With so many hired, has there been a system that can be called fair and transparent in private sectors? Not sure as they do not hire like PSUs do. PSUs advertise, call for test, at  each stage publish results and best out of the whole lot are hired. Clear and transparent. In private sector hiring happens through local systems that a company may choose to adopt. Advertise on different job boards, media, website, internal hiring campaign, or sometimes even without advertising. That's called liberalisation. But does that ensure, we have followed fair and transparent process? Probably not. As there is no audit or accountability to any government body or cell to publish, how fair and transparent their system has been in hiring till promotions, reviews and rewards. Liberaliation, while has opened gates for privatisation but it appears it has made people and

The threat of HR shrinking as a function

Largely HR is considered to be a support function to business or enterprise and has been growing as a function much guided by the business than it's own pattern of evolving as a multi-tier or multi-layer function. I see traditional HR has a definite form of statutory or compliance keeper in forms of maintaining employee records, history of employee life-cycle while following statutory compliance as the rule of the land or state stipulates. Modern day HR as all of you know is a catalyst to the organization's change management efforts, organisational development planner and agent, people effectiveness coach, coordinator for capability building framework design team, total rewards expert, champions of people issues, aspirations and career progression frame-work builder ; advisor, Leadership pipeline builder, keeper of people's faith in organization's fair and transparent review, reward and recognition system, keeper of people's faith in being heard, taken care of and

Thinking Course by Edward DeBono

Lateral Thinking The quickest and the most reliable way to be rewarded for intelligence is to prove someone else wrong. Such a strategy gives you an immediate result and also establishes your superiority. Being constructive is much less rewarding. It may take years to show that a new idea works. Further more you have to depend on the listener liking your idea. So it is obvious that being critical and destructive is much more appealing use of intelligence. This is made even worse by the absurd western notion that ‘critical thinking’ is enough. Analysis, judgement and argument are not enough. Critical destruction has never produced a better one. It is creativity that produces the better hypothesis. Perception is how we look at the world. Professor David Perkins at Harvard has shown that almost all the errors of thinking are errors of perception. In real life logical errors quite rare. Yet we persist in believing that thinking is all a matter of avoiding logical erro

Retention is an issue that haunts HR folks!

Agility Mission Consulting Thinking of retention risks: Focus on people finding their “sense of worth” before “sense of growth” Retention is an issue that haunts HR folks much more than any other evil. Reasons are galore, that makes people think of moving is "urge to get out of here" and the other could be "to get in there". Though it is just a trigger. Someone's loss is someone's gain. The devil emerges, many a times, when a team becomes dysfunctional for any reason out of few given here; from losing a juicy project to a dictatorial manager to the poor review, etc. Much of the reasons for people choosing to move out are sectoral technology change, seasonal recessionary trends, making business sick and people have no clue on when company returns to pink. Let others participate and not leve it just to people in HR functions to do the loud and clear thinking and build a robust plan to retain the stars and others , respectfully called the 'B

The Brahmanism of hiring: Corporate's helpless dilemma

I seriously believe, it is high time when we all started implementing the  learning's  that we got from the top leaders like Jack  Welch  and Larry  Bossidy  and others with similar stature, who told,  "nothing that you do is more important than hiring and developing a top talent" and "you must never delegate hiring". Recruiting managers or HR Managers do the hiring or sourcing as it is called in the mean world of procurement of human resources. Demand is the number of heads to be hunted. No, not really, candidates or applicants or aspirants get the dime-a-dozen treatment when they are hired through an agency, who is a detached demand fulfilling agent.  Hiring process shall be very inclusive to begin with. Hiring Manager must have a say in processes like, sourcing, posting, marketing, branding, screening, evaluating, invitation for meetings with protocol or professional essentials , etc. To review the whole plan and do proper adjustments accordingly. Leavin