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Does your company have what it takes to be a leader-1

Does your company have what it takes to be a leader-1
What it takes to be a Leader What is #Corporate Social Responsibility? High performance is generally measured against key business imperatives including #competitive advantage, #sales, #talent management, #operational efficiency, #return on investment and profitability. It is no longer adequate for a corporation to revel in economic prosperity in isolation from those agents impacted by its actions. Today, a new element of leadership is making an intense difference in weighing  business performance: Corporate Social Responsibility. The late 1990s and the early 2000s saw an uptake in businesses giving proceeds or providing volunteers to causes related to their brands. Some called it “corporate social responsibility”; others called it “corporate #philanthropy” or “#corporate citizenship.” Regardless of its title, it was a way for business to increase visibility while raising funds for good. The spotlight is on both increasing the firm’s bottom line and being a good corporate citizen. Keeping abreast of global trends and remaining committed to financial obligations to deliver both private and public benefits have compelled organizations to restructure their frameworks, rules, and business models. Where does the roots of CSR lie? Although the #roots of CSR lie in altruistic activities (such as donations, charity, relief work, etc.) of corporations, globally, the concept of CSR has evolved and now embraces all allied concepts such as triple bottom line, corporate citizenship, philanthropy, #strategic philanthropy, #shared value, #corporate sustainability and business responsibility. You might be wondering what is “Triple bottom line?” (abbreviated as TBL or 3BL) – The term coined by John Elkington in 1994,  incorporates the notion of sustainability into business decisions. The TBL is an #accounting framework with three dimensions: social, environmental (or ecological) and financial. “A plethora of research points to a majority of stakeholders agreeing that CSR is a ‘must do’,” and  67% of consumers say they are more likely to buy products and services from a company if they know it supported good causes. Smart Corporations: As a key component in business #strategy and execution, CSR is playing a crucial role in helping organizations to be seen as leaders. Smart corporations are allocating increasing internal resources to CSR investments that include clear objectives and furnish measurable social outcomes. India is a country of multitude contradictions. On the one hand, it has grown to be one of the major economies in the world, and an increasingly important player in the emerging global order, on the other hand, it is still home to the largest number of people living in absolute poverty (even if the proportion of poor people has decreased) and the largest number of malnourished children. This is the sad state of uneven distribution of the benefits of growth which many believe, is the root cause of social unrest. Companies too have been the target of those disconcerted by this lop-sided development and as a result, their contributions to society are under severe scrutiny. Many companies have been astute to sense this development, and have responded proactively while others have done so only when advocated. What it takes to be a Leader-2...
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HR Dimensions

HR Dimensions
Dimensions of Human Resource Management I would like to brief you on some of the key aspects that mark the paradigm shift in the HR environment towards better management prospects. 1. The Human Resource function has shifted its focus to a much wider canvas that includes Empowerment of EmployeesRestructuring the Organisation and so on.  2. A range of HR sub-systems are involved in Planning The NumbersTypes And Skills Of HrEnsuring Their AvailabilityPlacing In The Right JobPromoting And Nurturing Their Mental HealthHelping Them Develop Special Talent And Skills 3. Human Resource is considered as an “investment” and no more an “expenditure”. Investment in TrainingRe-Training AndContinuous Learning On The Job develops the skills and competences of managers and employees and prove to be an useful investment. 4. The concepts  of Learning Organisations AndTeam-Building serves a basis for “Competitive advantage” and “Motivating the employees.” 5. Values that are stressed upon are Co-OperationHarmonisationSynergyTrustBeing Pro-ActiveCollaboration 6. Strategy: VisionMissionObjectivesGoals– How these can be achieved? The techniques that are basically holistic in nature can solve the purpose. Such techniques involve SEWA– Self mastery, Empathy for workers, Worker-directedness and Achievement in performanceABO-Action by Objective Nine Dimensions of an Effective HR Department: What is the reputation of the HR department?What are the criteria (deliverables) that shape HR work?What is the mission or strategy of the capabilities – focused HR department?How is the HR department organised? How does HR facilitate the definition and creation of organisation capabilities?How do we make better HR investment and choices?How do we create HR practices?How does HR go about doing its work? What do HR professionals need to be, know, and do to be effective? Let us make a sincere comparison between the past and the present in terms of HR perspective These techniques produce performers who find their way through any set of given problems, manage themselves and lead the team to a stae of self- realisation.  Old model vs New model 1. Job was the basic unit/ Team is the basic unit 2. Relations with environment there handled by the individuals/ Densely networked with environment 3. Information flow was vertical/ now it is vertical, horizontal and holistic 4. Many layers of management / Organisations have become flat 5. Emphasis on structures/ Emphasis on process and literally virtual organisations have evolved 6. Career path upward and linear/ career path lateral and flexible 7. Standardised evaluation and reward system/ Customised evaluation and reward system 8. Ethnocentric/ International 9. Single strong culture/ Multicultural and diversity of viewpoints and...
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Benefits of Training to Employers

Benefits of Training to Employers
Benefits of Training to Employers The employers invest in training because they secure several benefits out of the exercise, which can be summed up as under: Faster learning of new skills Training aids the employers to lessen the learning time of their employees and accomplish higher standards of performance. The employees need not waste time in learning by observing others. If a formal training programme exists in the organization, the qualified instructors will help the new employees to acquire the skills and knowledge to do specific jobs quickly. Increased productivity  Training increases the skill of the new employee in while performing a particular job. An increased skill level usually helps in increasing both quantity and quality of output. Training can be of great help even to the existing employees. It helps them to increase their level of performance on their present job assignments and prepares them for future assignments. Standardization of procedures Training can help the standardization of operating procedures, which can be learnt by the employees. Standardization of work procedures makes high levels of performance rule rather than exception. Employees work intelligently and make fewer mistakes when they possess the required know-how and skills.  Lesser need for supervision. Trained employees need lesser supervision. Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision. A well-trained employee can be self-reliant in his/her work because s/he knows what to do and how to do. Under such situations, close supervision might not be required. Economy of operations Trained personnel will be able to make better and economical use of the materials and the equipment and reduce wastage. Also, the trained employees reduce the rate of accidents and damage to machinery and equipment. Such reductions can contribute to increased cost savings and overall economy of operations.  Higher morale The morale of employees is increased if they are given proper training. A good training programme shapes employees’ attitudes towards organizational activities and generates better cooperation and greater loyalty. With the help of training, dissatisfactions, complaints, absenteeism and turnover can also be reduced among the employees. Thus, training helps in building an efficient and co-operative work force.  Managerial Development The top management can identify the talent, who can be groomed for handling positions of responsibility in the organizations. Newer talent increases the productivity of the organizations. By providing opportunity for self-development, employees put in their best effort to contribute to the growth of the...
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