Leaderboard

First Job always has a special place! The one thing that we desperately wait for during our entire high school and college life is that first job. We have hopes and dreams, aspirations and expectations, slightly nervous, the excitement level is on the highest peak you we imagine. Our first job, whether it's an internship or a full-time one is important for many reasons. It determines your career. Getting exposed to an industry: More important than the employer is the industry in which we’re getting into. If we go to work for an insurance company, we’ll gain knowledge and eventually some expertise in the insurance field. Likewise, if we go work at a company like Facebook, we’ll be in tech and more specifically in the media space. Whatever job we choose, make sure we have some interest in the industry to which the employer belongs and think about where we like to spend some meaningful amount of time. Doing the job itself: The actual work we’ll be doing will move us to specialize in a certain area and we’ll gain a specific set of skills. Having an idea of what kind of work we’ll do in a job will give us insight into what types of skills we’ll acquire over time. Make sure these are the skills we want to develop. Building your professional network: Our first job is not just about what we do but also about whom we do it with. Having good colleagues with whom we can collaborate makes all the difference in the world. These are individuals who will help us in our career. The right group of co-workers can help increase chances of being successful both at our current job and throughout our career. My first job is very special to me 🙂 , I was BTECH student when I started my career as Trainee in Human Resources Department. I went for an interview for random tach profile but I was shortlisted for HR Trainee on temporary bases. Whatever I am today all I have learnt from this job and company (good team members, nice environment) overall happy but struggling as well. I was not aware what HR do in the company. I learned, I made mistakes, I thought so much what I am doing but in the end I grow and now I am working as HRBP in MNC. I believe if we dedicate our self in what we have to do and our goal is clear we can achieve anything then. 🙂 First jobs are the hardest, yet the most loved 🙂

Having been a trainer in leadership for the last 20 years, a visiting faculty in leadership related behavior at organizations like the IIM and ISB, having consulted and coached in over 20 countries in Asia and Africa, also heading my own organization and having a business degree from IIM Calcutta I do believe I have a grip on what leaders need to have in the new era which is coming up birthed through covid, but already popular through terms like the VUCA era. It becomes imperative that organizations need both left brain and right brain leaders who can manage in these troubled times and lead organizations through the shoals of uncertainty and volatility. let’s get down to the list and see why these may be the key skills all leaders need to build What will your second career in the Gig economy world look like Motivate Others And Building High Performing Teams Analytics Skills Emotional Intelligence Digital Intelligence And Technology Skills Innovation And Design Thinking

Good know all these information Balaji...👍

Thank you Ms.Subhadra for sharing your experience.

yes my first job was with NIIT .......learnt a lot there .....instructional design , international exposure , fell in love with training.. good learning company

Identifying backups for top level positions in organizations is often confused as Succession Planning. It ie not! In fact, you are resorting to only what is a Replacement planning. Succession Planning goes beyond that. It delves to develop potential talent to create a database of ready resources for several positions in future. – Succession Planning enables both career path planning of employee and aims at planning for various grades/ profiles coming up in future. The more difficult to fill vacancies will be aimed for first to create a ready bench strength. Succession planning adopts a systematic process using various performance and behavioural measurement tools and data for identification. It is a long term process and may involve training, on the job transfers, learning, job enrichment. It helps create multiple skilled talent in the same internal pool of resources. In summary, while replacement planning is reactive in approach, succession planning is proactive. Succession planning motivates team as they are increasing their skill sets in various profiles, possibly also for more senior profiles. Also these people are usually hi-potential teams who are more energized being part of the recognized group being trained for various roles, leading to better loyalty and lesser attrition. For any succession planning to be successful, the senior management must own the process, duly communication with all team members on its importance, along with HR team which rolls it out and evaluates periodically. Success of any organisation is dependent on highly charged, well trained team, keen to take on changes and challenges, and Timely Succession Planning helps in moving in the right direction to achieve the same.

Today’s 21st century global business model requires companies to operate beyond the brick-and-mortar structure by having virtual settings to accommodate telecommute workforce. This trend has generated controversies regarding implementation of virtual teams mainly due to talent management challenges. In order to mitigate these challenges, companies need to think through some of the key questions – 1.Do we have telecommute work policy with guidelines clearly framed out? Orientation/on-boarding process, regular work hours; check-in systems; periodic in-person meetings; measurement of work production and implications in failing to attain work objectives/milestones 2.Do we have the right fit of employees with the necessary personality, attributes and traits to work in a remote work culture? Research and surveys conducted in organizations have shown that interdependent work teams thrive in a virtual work settings. Some of the key attributes/traits of individuals in virtual work setting include self-direction, self-motivation, accountability, past experience in remote work setting, collaboration, flexibility and strong communication skills Research has also pointed to the fact that companies can hire diverse and specialized skill set individuals as there is no location constraint. 3. Is our technology advanced and supportive of remote work culture? Well-established servers, cloud technology, VPN access, privacy and security settings, high-end video and audio conferencing, chat rooms and fast internet and dialing speed with minimal layers to bypass through remote server/s to access the work application/s Advanced Intranet that consists of online policies/guidelines, dashboard and metric systems and remote project management systems (like Basecamp, Asana) to facilitate performance management, social connections like blogs/forums and two-way communication systems 4. Are the managers/ supervisors/ leaders and Human Resource practitioners trained and developed to manage telecommute workforce? Management by objectives and ROWE (Result Oriented Work Environment) Social Intelligence to enhance a collaborative work environment Facilitation of self-managed teams Virtual workforce can be a boon to an organization, provided the systems and policiesare implemented in a well-structured way. Hence, leaders and HR professionals need to come up with innovative strategies to build a globally diversified virtual workforce that fosters a culture of responsibility, engagement and success.