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Video on Talent Acquisition and Compensation

Video on Talent Acquisition and Compensation
Talent Acquisition and Compensation Benefits A lecture on Talent Acquisition and Compensation by Dr. Armin Trost   Human Resource Management Lecture – Talent Acquisition What does the traditional approach in recruiting look like? How is a company able to position and present itself as an attractive place to work through building an employer brand? Which active search strategies help companies to find and approach passive candidates? How can companies retain promising and talented candidates? You Don’t Create Your Employment Brand, Your Candidates And Employees Do” – @ChiHeadhunter Talent hits a target no one else can hit; genius hits a target no one else can see. – Arthur Schopenhauer The following video lecture by Dr. Armin Trost clearly indicates his knowledge and experience on the subject. Visit this link to know more about this HR Expert- Armin Trost Human Resource Management Lecture – Candidate Selection During a company’s recruiting process how are the most suitable candidates selected and which risks need to be controlled? How can a company determine a candidate’s future performance? Which selection criteria are typically used? What are the most commonly used selection methods? Whenever you are asked if you can do a job, tell ‘em: ‘Certainly I can!’ Then get busy and find out how to do it. – Theodore Roosevelt Find out what you like doing best and get someone to pay you for doing it. – Katherine Whitehorn   Human Resource Management Lecture – Compensation and Benefits What is equity? Which components make up total reward and based on which factors are these components determined? How does fixed and variable pay work in practice? What are benefits and why are they there? Under which conditions does money impact motivation for performance? Strive not to be a success, but rather to be of value. – Albert Einstein The mind is everything. What you think you become.   – Buddha   Related Videos:  HRM Video 1 HRM Video...
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Top 5 Productivity Killers and Solutions

Top 5 Productivity Killers and Solutions
What can be the top 5 productivity killers in your office? I’d like to start this discussion with an apt quote by Timothy Ferriss that says “Focus on being productive instead of busy”. Productivity Killer 1 – PAY OR COMPENSATION Though there is a general argument that pay is not the primary motivating factor for employees, I feel it is. Employees are always smart who are well versed with the current industry position, financial constraints faced by the company, revenue deficits, and increased competition. Problems arise only when the management is not giving a pay rise periodically and more so when the workers feel there is no equity in financial treatment with their peers both inside and outside the company. It is true that the most contented and engaged employees feel they work for something more than just money. It’s the management’s responsibility to provide that sense of belonging and implication. Statistics : The category “Quits” (more than 2 million Americans are voluntarily leaving their jobs every month even in a climate of business uncertainty and an unemployment rate of 7.8 percent) show that inadequate compensation is by far the number one reason that dissatisfied employees want to leave their job. It has been proven time and again that fair pay practices benefit not only the employee, but also the employer. Solution: Open Reward System and make them stake holders in your company. Read On: A very informative blog post about why teamwork is important when it comes to virtual teams, from Virtualhub.com Ways to Improve Work Performance: Getting the Best from Your Virtual Assistant   Finding the Productivity Sweet Spot – View this infographic from NICE systems on time wasted at work to understand if fantasy football or facebook causes us to procrastinate more:   Productivity Killer 2 – UNPRODUCTIVE OFFICE SPACE The right kind of workspace can greatly enhance employees’ peace of mind and productivity. It only calls for a few simple design fixes in your office environment to make it much more productive. The Color Affects System, developed by world-renown color psychologist Angela Wright, establishes that while individuals might have certain preferences for color, the effects of color influence people universally. It the secret lies in the saturation and intensity of the color choice where highly saturated, bright colors will motivate while softer, gentle hues tend to be soothing.   Pic Courtesy: Marieclaire.com Letting in a lot of natural light increases productivity, energy and creativity. Ensure that employees have the space to get up and take a walk occasionally and not chained to their cubicles rightly termed as monolithic insanity, or maybe a lounge area where they can relax for a while instead of sitting in the same place all day. Statistics: A nation-wide survey conducted on behalf of Ask.com, in which they canvassed more than 2,060 professionals ages 18 and up, to unearth the preferences and habits of U.S. office workers when it comes to an optimally productive environment. As it turns out, telecommuting, group projects, impromptu meetings, cubicles, sitting next to the boss, and face-to-face interactions are other big culprits. Solution: Good Ergonomics is good economics and creating a personal space where you can tune out the outside world and maximize output is considered more valuable. Related: Smart Ways to Compensate Employees   Productivity Killer 3 – PERSONAL USE OF TECHNOLOGY When it comes to office distractions or diversions, it is no wonder that the leading problem is the personal use of technology. A surprising one in four workers confessed to spending at least one hour a day on personal calls, emails or texts while on the clock. One in five said she/he spent at least one...
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Anger Management-Control Anger Before it Controls You

Anger Management-Control Anger Before it Controls You
Anger Management What is Anger? To put in a layman’s perspective, When something doesn’t happen the way we want it to When somebody tries to dominate us When we are forced to do something When we get disappointed if things are not favorable and many more situations that kindle within us a feeling – which is called frustration if the intensity is mild and rage if the intensity is huge. This type of anger pertains to “self”; anger also erupts if our loved ones, near and dear ones experience threat or when you want to oppose a social stigma or when you feel helpless in a situation.” On top of all this “A Hungry Man is always Angry“, Do you agree with me? I want to ask a simple question, “Are the poor to blame for being poor?“. Well, this is a social problem and every one of us must be angry if the people of our own country are below the poverty line and not being able to eat atleast twice a day. How do we define Anger Management? Coming to Anger Management, it is training for temper control and is the skill of remaining calm. It has been described as deploying anger successfully. Anger management is the process of learning to recognize signs that you’re becoming angry, and taking action to calm down and deal with the situation in a positive way. We have to understand the crucial fact that ” In no way does anger management mean holding the anger in or trying to keep from feeling anger. Anger is a normal human emotion, a healthy one when it is expressed appropriately“. What Makes People Angry?  I want to list down some of the most common things that make people angry. The most common factors that make people angry are: Grief – losing a loved one. Sexual frustration Rudeness Tiredness Hunger Pain Withdrawal from drugs or some medications Some physical conditions, such as pre-menstrual syndrome Physical illness Mental illness Alcohol, some drugs, alcohol abuse, drug abuse Injustice Being teased or bullied Humiliation Embarrassment Deadlines Traffic jams Disappointment Sloppy service Failure Infidelity Burglary Financial problems Being told you have a serious illness Courtesy – http://www.medicalnewstoday.com/ You know, I get angry even if  I hear somebody munching or chewing something and I can never stand that sound! I googled to know more about my shortcoming and was relieved to find that I have good company on this issue. Read this news: ‘The sound of my boyfriend chewing makes me want to strangle him’: Model, 20, has a phobia of NOISE which makes her fly into a rage when she hears someone eating.” (This medical condition is called “Misophonia” which literally means hatred of sound and seems to be a neurological disorder). Faith Watson, 20, has misophonia – the hatred of sound Certain noises – including chewing – make her irrationally angry At meals she has to have the TV on so she can’t hear people chewing She had to drop out of college after being tormented by classroom noises Now she has been officially diagnosed, she is rebuilding her life and trying to make a career as a model Courtesy – http://www.dailymail.co.uk/health/ I personally feel that people have become restless in general and want everything to happen in a jiffy. Rationale and Logic have taken a back seat and we all are evolving as one group with SUPER-EGO and IMPATIENCE. What is the reason behind this? Are we becoming insensitive to others’ feelings? Have we forgotten to enjoy moments of happiness how small it may be? In my opinion there are only two types of anger: Constuctive Anger – that which helps to...
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What is Your Greatest Weakness?

What is Your Greatest Weakness?
How do you answer “What is Your Greatest Weakness?” Job Interview Question or JIQ #2 “Our greatest weakness is that, We are unwilling to accept our weaknesses.” If you are subjected to this question in a job interview – “What is your greatest weakness?” what will be your response or reaction? You would have been bowled over by the time your brain scans for some reply (way-out) that would be appropriate. This kind of a question can potentially damage or salvage your job prospects – Yes! It solely depends on how honest you are in dealing with your own weaknesses or short comings and also how wisely you are able to turn it to your advantage. Your response tells the interviewer a lot about your uprightness, so it unquestionably holds a lot of weight.”     “To err is human But to forgive is not in an interviewer’s agenda.”   Never choose a weakness that indicates your inappropriateness for the job: “A salesman has to be good at communication” “An accountant needs to be good at calculations” “A teacher has to have a patient attitude to manage the students” Will you hire a person with quick temper for a customer relationship position? Will you hire somebody who lacks charisma to be a team-leader?   Here, we are just not talking about the technical skills alone, but also about attitude and emotional traits of a person that define his/her personality.   Remember that a weakness isn’t necessarily bad: So, the main idea of throwing this question in an interview is not to pull your legs down (though sometimes the interviewee falls a prey by his own naivety), but to gauge how well you can handle or had handled a pressure-situation in previous jobs. Try not to expose your personal weakness- If you say you can’t get up early in the morning, do you think your hiring manager will appreciate the idea? Try to rationalize how you transformed a weakness into strength by perception and perseverance in a purely job-related context.   Don’t blurt stereo-type answers: Be direct in your approach and avoid stereo-type answers which will irritate the interviewers; I’m a perfectionist, I pay attention to detail, I never relax, I’m a workaholic- all these responses will sure-fire you from the prospective list. These are neither strengths nor weaknesses but only hypocritical projections of your “self.” These kind of compliments should come from people around you and sometimes it is funny how the greatest strength becomes the greatest weakness too.   Do Your Homework Properly: Think about this, if you are a workaholic who spends 15 hours a day adding prosperity to the company, your boss might be happy, but will your wife and children be happy? I’m able to feel the heat from the women folk – the same applies to you too. Though the subject deviates to work-life balance, the undercurrent of the discussion is not to mention your weakness that is directly related to the job you are applying for. Do your homework properly by analyzing the job specification and description thoroughly and decide if you will fit the bill. Mention the areas you are trying to improve upon; you can very well say, “I’m trying to improve my prioritization skills which would help me to line up tasks and complete projects well within the time limit.” You can highlight how you were an introvert and how you have transformed yourself as a “people-person” by realizing that it is the order of the day to be successful in a professional environment. Avoid Rehearsed answers: “If you don’t know your weakness, take a personality type quiz and the results...
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What is Your Greatest Strength?

What is Your Greatest Strength?
How Do You Answer the Job Interview Question –  What is Your Greatest Strength “If you fail to prepare, then be prepared to fail”- This saying hundred percent fits the rule of the game when it comes to job interview. Spade-work is absolutely essential: – about the company in which you are seeking a position, key members involved in the making of the company, the culture and other prospects. FIQ’s of JIQ’S: Let us look at some of the common and frequently asked questions in interviews and try to understand what the interviewer expects your answer to be. Try to gauge the underlying purpose of the question in relevance to the job being applied for and please also realize the fact that interviews are acid-tests to estimate your personality as a whole; not simply your knowledge, skills and experience. What do they mean by strength? Strength is nothing but what you are good at. Say, you might be good at singing, you might be good at ballet dancing, and you might be good at even eaves-dropping! But is it a pleasant or an appreciable attribute to be discussed when it comes to your job interview? Always remember when asked about your strengths, you have to pin-point the qualities that are needed to complete the task you might be assigned for, in case you are selected. Everything in relation to the job position you are trying to acquire. Understand Employers’ Perspective and Satisfy Their Expectation: Neither be blunt nor blatant, try to give a big picture of all your experiences in the previous jobs as an impressive package and make the interviewer feel that you will definitely be an asset to the company. If it is a sales manager position, you might want to explain precisely how you completed your sales targets ahead of time, how you increased the growth rate of your company in a time-bound fashion and how you pulled your team through tough situations. If you are naturally good at communicating, no probs, but if not, it is better to have a list mentally prepared of your greatest strengths prior to an interview. By communicating, I don’t mean to say talking but making your point noted or reaching across. If you are a fresher, you have nothing to lose by being bold and assertive as it will only add to your experience. All mistakes are experiences which teach us “how not to perform a task” or “how not to behave in a particular situation”. Here is a list of the 10 most desirable traits that all employers love to see in their employees: A proven track record as an achiever…especially if your achievements match up with the employer’s greatest wants and needs. Intelligence…management “savvy”. Honesty…integrity…a decent human being. Good fit with corporate culture…someone to feel comfortable with…a team player who meshes well with interviewer’s team. Likeability…positive attitude…sense of humor. Good communication skills. Dedication…willingness to walk the extra mile to achieve excellence. Definiteness of purpose…clear goals. Enthusiasm…high level of motivation. Confident…healthy…a leader. Courtesy – http://dev.fyicenter.com Not everybody has all these qualities imbibed in them; it all lies in your expression of interest to learn those qualities which you are slightly lacking and enhance those qualities which you are already good at. It is that spark of enthusiasm makes you all different and more prospective than your competitors. With this question, the interviewer seeks to find out if: •    Your strengths align with the company’s needs •    You can do the job and perform like a rock star •    You are the best person for the job — no need to hold out for someone better •    You have...
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