Leaderboard

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

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 🙂

The year 2020, has been a roller coasting year across the world due to COVID-19 Its time to get some additional leadership capabilities to focus on fostering today’s talent for tomorrow’s challenges. There are a few leadership strategy would help stimulate to future leaders. 1. Spanning boundaries “We know that we need to move faster. But a lack of cross-functional working is holding us back.” “boundary spanning” is the ability of leaders to rapidly create alignment, commitment and direction across boundaries. Success no longer hinges on the contribution of individual superstars. It’s about how effectively people work across boundaries and how quickly project-focused teams can form, perform and re-form to deliver their objectives. 2. An outside-in perspective The things that can really hurt us are what we haven’t thought about.” Disruption can come from any direction due multiple external factors such as global competition, rapidly evolving needs of customers or market dynamics. Leader may not have enough time prepare. Be aware that they don’t know what they don’t know and challenge those around them. 3. Leads with purpose “There’s a real disconnect right now between values on paper and our behavior in practice.” For leaders, authenticity matters. People can easily spot when the words don’t match the music. And they remember when leaders say one thing and do another. People need to feel they are contributing to something greater than themselves that actually makes a difference in the world. 4. Inclusion and psychological safety the leader “hears about all the stuff that’s going well — but not the real problems facing the business,” There’s no team without trust. Trust is about treating people with dignity and respect so that people feel they can speak up and take risks without fearing negative consequences. when these are lacking, people hold back. Tensions simmer. The team pulls in different directions. Inclusion means making people feel that they belong and they’re valued, seeking out diverse perspectives, and drawing on the range of knowledge and experience in the team. 5. Leader as coach New leaders with the challenge of “learning the role while leading it.” Given that 70% of a leader’s development is through on-the-job experience, the solution is not simply to put people through development programs. Instead, this capability is part of creating a coaching culture where leaders develop leaders and support one another in navigating the real-world challenges they face. 6. Agile execution “The external environment is so fluid and volatile right now that it demands a more agile, flexible approach and thinking. leaders who are able to act quickly are two times as effective at making change happen. There’s no lack of great ideas in organizations, but a limited pool of people who excel in translating ideas into reality, quickly. Leaders need to get sharper at executing change at speed. This is not just about ruthless prioritization, decisiveness and a bias for action Those who can get things done quickly excel at winning hearts and minds at all levels and navigating resistance.

This blog is written on the basis of a video lecture hosted by Ms Nandita Sanker. A Delhi University Graduate, she has an Advanced Strategic Management Qualification from IIM Indore. She started her career with Global Advertising Agencies like Saatchi and Saatchi and RK Swamy BBDO in the creative function, extremely successful she grew quickly into the role of a creative director. Her interest in Training caused a mid-career switch to Learning and Development which has been her forte for the last 20 years. A global Trainer and Consultant she traverses the globe conducting training and Organizational Development interventions in countries like Egypt , Jordan , Australia , Indonesia and India. She has worked with over a 1000 organizations conducting open workshops and In-company interventions. This blog is co-authored by Ms Nyaya Praharsha, Masters Graduate in the field of Mass Communications and Media Studies from MCC, Chennai. With extensive experience in media, both written and spoken, she has developed the skills required for content creation. Every trainer, tutor and teacher have always come across different types of participants or students. We’ve broken down all the different types of participants trainers encounter and made a list of 3 major types. This blog speaks of the 3 different types of problem participants that trainers encounter in their sessions and also gives tips on how to handle these types of participants, Type 1: The WASPS: W: Willing A: Active S: Smart P: Persistent S: Show offs This particular type of participants are not necessarily negative. They are extremely enthusiastic participants who are hyper active in classes. They know all the answers and do not hesitate in showing it off. This active, extroverted nature could hinder the learning process of a few participants who aren’t all that quick or active. Tips to Handle WASPS: You don’t want to shut them down completely. Sometimes this enthusiasm even boosts your spirits to teach. But there are times you want them to tone down a little. These tips are useful for those times. 1. Give them recognition 2. Look and smile at them. 3. Incorporate their ideas in your summaries 4. Tactfully interrupt 5. And if it does not stop, avoid eye contact. 6. Make sure that your body language shows them that they need to tone down a little but not in a way to discourage them completely. Type 2: The SLUGS: S: Slow L: Lethargic U: Uninspired G: Gloomy S: Sad These types of participants are usually very disinterested in the happenings around them. They seem absent minded and just not present in the moment. They pay no attention to what the trainer is saying. They don’t bother involving themselves in the activities either. They usually bring down the energy in the other participants and also sometimes the trainer. And for this reason, these types of participants and their behavior must be acknowledged and stopped. Tips to Handle SLUGS: No matter how old your audience and how mature they are, it is up to the trainer to keep up the pace in any session. Handling this type of participants and not letting the energy levels of the class slip down is one of their responsibilities as well. 1. Encourage involvement 2. Ask them simple questions 3. Maintain extra eye contact 4. Talk to them privately and see if there is a personal issue hindering their attention levels. 5. Team them up with a WASP. Type 3: The TOADS: T: Turned off O: Obstinate A: Aggressive 😧 Demanding S: Smart-Alec This is the type of participant that no trainer would want to have in their classes. They constantly have an attitude that makes the host lose grip over what has be taught. These are also the participants that need to be shut down quickly so that the entire session is not disrupted or lost. Tips to Handle TOADS: It is important to know how to tactfully yet sharply control your participants solely because they are all professionals and definitely experienced. But it is necessary for the trainer to maintain control over his classes and participants. 1. Remember to take the remarks and attitude of TOADS professionally rather than personally. 2. Speak with them one-on-one with them and try to understand the root cause of their behavior 3. Acknowledge their concern. Keep these types of participants and tips to handle them in mind the next time you take a session. That way you as a trainer will have control over your sessions and it will flow more smoothly.

This blog is written on the basis of a video lecture hosted by Ms Nandita Sanker. A Delhi University Graduate, she has an Advanced Strategic Management Qualification from IIM Indore. She started her career with Global Advertising Agencies like Saatchi and Saatchi and RK Swamy BBDO in the creative function, extremely successful she grew quickly into the role of a creative director. Her interest in Training caused a mid-career switch to Learning and Development which has been her forte for the last 20 years. A global Trainer and Consultant she traverses the globe conducting training and Organizational Development interventions in countries like Egypt , Jordan , Australia , Indonesia and India. She has worked with over a 1000 organizations conducting open workshops and In-company interventions. This blog is co-authored by Ms Nyaya Praharsha, Masters Graduate in the field of Mass Communications and Media Studies from MCC, Chennai. With extensive experience in media, both written and spoken, she has developed the skills required for content creation. This blog gives a step by step break down of the most effective ways to script an educational video. With the outbreak of Covid 19 more and more learners now prefer virtual learning. These tips can help anyone who wants to be an online tutor. According to a study done by Microsoft, the average attention span of an average person was 12 seconds in 2000 and drastically dropped to 8 seconds in 15 years. Based on those statistics, we can say that the attention span of an adult in 2021 would be around 5-6 seconds or 7 at the most. Adults these days are picky in the content they watch or listen to. It barely takes a few seconds for a person to switch to a different channel. Especially if it is an educational video, it can be very tricky to grab the attention of your audience and retain it. Here are a 5 steps that will help you achieve exactly that. But before we talk about the effective steps for video scripting, there is some information you need to gather about your audience. You basically need to know and understand your Target Audience. So here is what you need to know prior to making an educational video: What do adult learners really want? They DO NOT want to waste time. You can’t beat around the bush. You need to get straight to the point. Importance of what you’re teaching SHOULD be made clear. You need to make sure that the content you are teaching is actually useful for your audience in real time. You NEED to structure your content in a way that it is easy for your audience to assimilate the information that you are trying to give. Adults these days WANT to be involved in their learning because it is easier to learn through practice than just through blind theories. So having an interactive learning would also be highly useful. Repetition is a MUST. That is how anyone can retain what you are saying. Now that you understand your audience, we can go ahead with the 5 steps to effective educational video scripting. STEP 1: PLANNING YOUR CONTENT. As simple as it may look, planning your content is actually a very tricky thing to deal with. You need to ask yourself a few questions first. Who is your Target Audience? What should be the logical flow? How much information is essential and how much information is nice to have? How does the video tie up with the rest of the program? STEP 2: WRITING YOUR SCRIPT Writing your script affects your video content. This is where you decide what information can be kept and what can be removed. Your script also decided the timing of your video, whether or not you need a video that is short or more descriptive. One of the simpler ways of doing is this to have a fixed format to your scripting. For example TIMING AUDIO VIDEO The next pointer to keep in mind is the Language and Tone of your video. You should have a conversational tone. By doing this, you are interacting with your audience rather than it just being one sided lecture. You should use short words like you would when you are having a conversation rather than using words that are big and hard to understand. Use more action words. This way your tone is conversational. For example: Brazil was beaten by Spain (passive voice) (versus) Spain beat Brazil. You see that the second statement is simple quick and easy. STEP 3: TOOLS OF ENGAGEMENT This is basically the tools that you use to engage you audience during the video. It is could include Power Point Presentations or quizzes etc. The mistake that most designers tend to make is overly decorating the tools of engagement. The basic idea to keep in mind is to not let the audience get distracted from the main point. So it is vital to keep few points in mind. Keep your tools of engagement simple and elegant. This way the audience can focus on the content while also being captured by the visual appeal. Use info graphics to maintain clarity in subject. By using info graphics or mind mapping, the learners will easily grasp what is being taught. Use polls and recorded role plays for better interaction and understanding. Other tools that can be used are case studies, small exercises, quizzes etc. STEP 4: GETTING IT RIGHT The worst disservice one can do to their audience is not putting time and effort into your script. Public speaking may come easy for some but most times it is different with making videos. You tend to lose your flow or forget what you want to say because you can’t visually see your audience or their reaction. For that you need to make time and do two things compulsorily. They are: Practicing your script. By doing this you will know what you have to speak when. You won’t lose your flow of speech or have to beat around the bush. You will keep things straight to the point. Read slowly. By doing this, you are giving you audience time to sink what you are saying and what you want them to know. You will also have enough time to remember what you have to say next. STEP 5: RECORDING AND EDITING The implementation of all the above steps is seen in this final step. But for this there are of course other external factors that will help you make your video even better or sometimes even help your videos stand out from the others. They are simple yet highly vital. Choose good equipment. Consider this as an investment for the long run. In the world of 4G speed and 1080HD, your audience will expect a video that is extremely well made and clear. And the way to do this is through getting good equipment. Ensure your recording studio is sound proof. By doing this you will cut out the excessive white noise that creates a disturbance to the audience. Your voice should be the only thing your audience should focus on. So by shelling out a little for a sound proof room, you will reap the benefits of a better quality video. Appropriate lighting is one of the most underrated factor that contributes massively in the quality of your video. By having the right lighting on the right point, you will make sure that the audience focus is not distracted to unnecessary white noise/objects. Actual recording. Without the above factors, this factor might go for a toss. To quote Abraham Lincoln.” If I have 8 hours to cut down a tree, I will spend 6 hours to sharpen the axe.” This is exactly how you need to work in order to make a good video. By following these 5 steps, you will be able to make better quality videos that are more likely to reap the benefits of your efforts and also gain the attention of your audience

HR and the Innovation Process Five ways in which HR can influence innovation One of key values which enable a company or product to stay ahead in the market is innovation. Innovation is vital for not only differentiating products and services in the market, but it also a catalyst for true culture of value creation in any organization. How could HR pitch in to drive Innovation? Some ways in which HR processes could drive innovation is described below. Rewards & Recognition The aspect needs to take Innovation as a key indicator of performance. Promoting innovation could be ingrained into the goals and thereafter in the annual rewards mechanism. Innovative ideas need to be promptly recognized as it occurs by formal appreciations to the employee. PMS Innovation could be a key competency requirement for PMS. This aspect needs to be embedded in the short- and long-term goals of the staff. Innovation specific projects need to be part of goal setting planned by line and functional managers. An act of innovation could be recorded and spelt out in performance ratings and incorporated into the formats. Recruitment Innovation is a competency very difficult to assess in shorter framework of interviews. A BEI could give some insights about the innovative mindset. However, these qualities can be assessed effectively with in basket exercises and roleplays during assessment centers. An innovative mindset could be a vital requirement for certain type of job roles and start up organizations. These could be earmarked a key competency to look for during recruitment processes in certain high potential roles. L&D Innovation is a vital change agent for businesses willing to create a mark in the market. It very important hence to keep this as a competency to work for in the IDP plans across functions and verticals. This need is to be hence developed and promoted through a training methodology which can bring innovation as a measurable output. Culture and Engagement Tracking innovation within large organizations become cumbersome until and unless, it is in the DNA of the organization. Innovation is a value proposition and should hence be part of the vision and mission statements. An innovative culture drives the process across various levels making it easier to develop and obtain innovation to grassroot levels. To summarize, Innovation is not a standalone value that could be done at a functional or team level. This needs to be ingrained in the organizational processes and products.HR has a key role to play in promoting Innovation by getting the right talent, nurturing it, and also rewarding the deserving employees who have the innovative mindset. Lt Col R Sudhir (Retd) Life , Executive and Career Coach

Mental and Emotional Health is the most ignored aspect of people's life. In fact, most people don't know that physical health is an output or effect, and emotional imbalances and mental patterns are the cause or input. Aware of the pandemic's toll on Employee lives , Companies are helping them improve their physical, mental, emotional and financial wellbeing. Visit www.getwellthyindia.com to start your wellness journey by finding out your wellness score. Also find out where you stand vis-a-vis the Wellness Index of India.

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

Introduction: As Douc Conant rightly points out “To win in the market-place you must first win in the workplace”.An organisation’s success and sustained performance is a complex process, predominantly characterised by its product/service offerings, which is directly proportional to the tangible and intangible inputs employed by the firm for desired output. While most of the tangible elements (raw materials, equipment, activities, processes, technology,and policies) are quantifiable and their corresponding results measurable, it is the intangible inputs - human capital, reputation and organisational culture that contribute to enhancing, and sustaining competitive advantages since they are difficult to emulate, lacks flexibility and are non-transferable.Human capital being the core component of the vital activities in an organisation therefore holds strategic importance. Structure: Employee experience commonly referred to as full spectrum of experiences or encounters and observations of an employee (for eg: conversations with superiors and colleagues, interaction with technology and systems) throughout his tenure within an organisation, is an important aspect that impacts the productivity and business goals of the organisation.Employee experience affects business outcomes in the following manner: 1) An engaged and satisfied workforce is more productive and motivated to deliver as per the organisation’s expectations and standards. Unhappy employees do not give their best at work. 2) Happy and energised employees give better customer service leading tocustomer retention and more business 3) Positive and energised workforce tend to be more agile and adaptable to changes and supports innovation in business requirementsthereby benefitting the business 4) Satisfied employees are the foundation stone of creating a strong organisation culture and aligns all to organisational goals and objectives 5) Positive employee experience helps in retention of scarce talent in the organisation thereby reducing attrition and associated costs. Also, happy employees spread positive word of mouth publicity which helps in creating credible brand identity. Conclusion: Organisations are realising that employees are the most valuable asset and the non- negotiable differentiating factor which will set them apart from competition. Hence, investing in the employees, engaging them and giving them unparalleled positive employee experience will not only enhancethe business results but will also help in carving their niche and building a brand image par excellence.

Jack Welch had once said, “An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage” Speed of translating learning into rapid action is one of the major bastions of competitive differentiation. The shifts that are happening in business today are groundbreaking! We are all swimming in the treacherous and unpredictable Lake Michigan together! However, our abilities are different and that’s an incredibly good news! Most of us operate under the illusion that life remains constant and very much within control; what do you think? According to me, this is far from reality. Everything is actually aggressively transmuting. Often the seemingly available choices and situations are murky, uncertain and unclear. Therefore, to succeed in this eruptive environment, we have to learn to swim substantially better than the others. That’s exactly how we shall be able to get to the shore faster than the rest. This definitely requires display of an addictive penchant for learning! Learning fast and furiously, the techniques, tactics and tricks of the trade of swimming in ambiguous conditions and applying them swiftly will only determine whether we are going to stay afloat or not. And not only that, as swimmers we need to be enormously open minded and combative to teach and implement the learning even faster so that we can outshine the rest in the game. GE’s value rose 4000% in 20 years during the tenure of Jack Welch! The data is simply Intriguing! But, facts are facts. Numbers don’t lie. What did he do? Jackis an open minded leader who is comfortably comfortable with uncertainty and change. He surely possesses the “integrative capability” to knit together evidently unrelated pieces of information and ideas. He is an adept craftsman in translating vagueness into robust propositions and at the same time hammering out novel and innovative solutions out of them. He had displayed monumental confidence in making spot decisions even in the absence of compelling and complete data when GE was going through difficult times. He has always been an authentic listener and was able to adapt exceedingly well to situations. He has always been an incredible problem solver and thought leader. And most importantly he always had a laser sharp focus on where he wanted to go with the organization. In other words, he was undoubtedly learning agile and a trail blazer and above all, he was a true visionary! It is therefore essential that we focus on two very important capability areas in order to succeed; the first one is,figuring out which direction we want to steer our organization so that it reaches the desired destination on time and the second one is,honing our ability to learn fast and apply the learning even faster. This quote by Seneca proves the point so beautifully well! He says, “If one does not know to which port one is sailing, no wind is favorable” So the question is, why should one be so clear about the destination she/he is travelling to? Or in other words, why is there a need for us to have a solid purpose? Well, when we set goals, we inevitably acquire a long term vision and at the same time some short term motivation to stay afloat. It also helps us in organizing the most important available resource, time, and certainly the other related resources as well so that we can make the most out of ourselves in reaching the marked destination! However, there is a towering hazard! If we start assigning too much value to the paraphernalia that is anyways necessary to aid us pursue our intent, there is a fair possibility of getting super abundantly entangled in the same. Such as, the obligatory facts, information and skills that we secure to help us fulfill the eventual and crucial objective of reaching the journey’s end! The point of disembarkation could be entering a new market/Geo, targeting a new industry segment, building a new solutions stack, mergers and acquisitions, restructuring the organization and its processes, rethinking the business strategy, diversification or for that matter even re-architect the learning ecosystem; anything for that matter to steer the business in the right direction! It is therefore, relevant to stay intensely connected to the fundamental aspiration and design while intelligently leveraging the tools, proficiency, learning and wisdom to succeed in attaining our fateful port. Honing our ability to clearly define our destination is therefore, incredibly important so that we don’t get swayed away by temptations and prejudices. Staying sharply focused on where we want to go will automatically help us strengthen the other related skills. Next is to perfect our ability to learn and simultaneously apply that learning quickly in order to stay relevant. Seymour Aubrey Papert, who spent most of his career teaching and researching at MIT had once commented, “You can’t teach people everything they need to know. The best you can do is position them where they can find what they need to know when they need to know it” As responsible leaders we do carry the obligation to impart knowledge to our people. But, at the same time, is it possible to tutor them on everything they need to know? The answer is ‘impossible!’ The objective should be to enable the workforce with artifacts that they can access at will and their convenience. So, how do we create an environment where our people feel empowered 24/7? How can we ensure that these learners are able to find stuff they need in order to strengthen their knowledge on specific subjects? One of the ways to make certain that learning resources are easily available is to begin curating them. But, then we need to assume the additional burden of maintaining and securing a robust and stable repository. The other option is to go mobile. Mobile is the future of workplace learning. It is not just a casual statement, but something the L&D world today strongly believes in. Well the medium doesn’t really matter. It is all about kindling the desire in people to learn. Self-learning definitely requires the learner to take responsibility for learning. The foremost element is awareness. Our efforts should be directed towards creating this much needed cognizance among our work force so that they are able to discern, decipher and synthesize. Automatically, we’ll see a positive change in their ability to manage themselves as well as the ecosystem effectively. Once our people are able to internalize these two very important skills, we can surely look forward to growth and success in business as well as in personal lives.

Good know all these information Balaji...👍

thankyou for sharing useful information, it will be helpful in my workplace to do work effectively

Here is an amazing video on the different types of participants, as a trainer how do you handle them,ways to deal with difficult participants ---> https://youtu.be/DbRWq8dylvY

Hi All, Glad to announce that we had 250+ attendees for today's Career mentoring Webinar by Mr. Nitin Sanker. It was lovely to have attendees from different places of India and abroad as well. I would like to thank each one of you for attending the session and adding value to this webinar. Your feedback is valuable for us. Please share your feedback/Suggestions/Comments...

One of the primary responsibilities of an HR Head is take stock of the existing Welfare measures and to introduce new measures as appropriate depending upon the Organizational affordability and Employee desirability . In today’s contemporary era ,where we have multigenerational workforce handling the business it becomes more imperative and challenging to introduce any welfare amenities that suits all category of Employees. Therefore the role of HR head becomes more crucial. What should an HR Head do to enjoy the confidence of both the Management and the Employees in such a tricky scenario. Here are some useful insights that might be helpful. ·Workforce statistics and list of Welfare measures provided : The preliminary step is to keep data on the number of Employees in each category viz., Baby Boomers, Gen X, Gen Y and Millennials. One has to also keep a list of various Welfare measures provided by the Organization like Term Insurance , Health Insurance , Superannuation benefits, Gift vouchers , Annual Medical Check-up (AMC), Holiday vouchers, Education Assistance (EA), Retention Bonus etc . Percentage of benefits utilized by each category : The next activity is convert the benefits utilized by each category of Employees in terms of percentage to get a holistic view. This will give the Organization an idea of what benefits are to be retained and what benefits are to be eliminated. Bucketing of Benefits : It is a wise idea to bucket the benefits into various categories depending upon the percentage of Employees in each category and provide the choice to Employees to select the option of basket which will best suit them. It is prudent to review this also on a periodical basis to find out whether it works or the bucketing has to be revisited. Benefits to CTC : Every Organization has its own policy with respect to benefits whether to keep it as a part of Cost to the Company (CTC) or to extend it as a standalone measure. It varies from Organization to Organization. Whatever the philosophy one has to carefully evaluate the legal implications associated with it . There are certain benefits that are mandated by law and there are certain benefits which are not. It should also be borne in mind that the benefits once extended cannot be withdrawn as desired since it will result in displeasure among Employees. Role of HR Head : The role of the HR Head is one of a recommendatory and communicative. HR Head should think twice before rolling out any welfare amenity whether this will be appreciated /welcomed by all or only a certain group/category of Employees. HR Head should keep Organizational interests above his personal choices. All the benefits should be periodically communicated and reiterated to the Employees to ensure that they are aware of all the schemes and its usage so that each one can make the optimum use of the same.

Here is the video which talks about the consumer rights and theme of 2021 that we should follow .. check here --->

Great Information ....You can also check our new program Certified Behavioural and EI Coach facilitated by MR. Nitin Sanker himself and is on air fron 13 th Feb 2021 ...

10 Quality of good team leaders 1. Leadership is not all about you 2. Honesty, Integrity and Humility 3. Hold your team (and yourself) accountable 4. Good leaders make a decisive commitment to a vision 5. Know thy self and believe in thy self 6. Successful team leaders speak well and listen better 7. Achieve goals in good time 8. Successful leaders master stress management 9. Avoid dysfunctions and reward excellence 10. Good leaders are lifelong learners

Very informative!!! Thank you.

Thanks for sharing such a useful information.

Monday Motivation #2 DHEERA I came cross this word few days ago when my old college named their fest for women as "Dheera". Normally this word reminds us of a man, a soldier or a warrior. I was wondering why they would name a fest for women as Dheera. And then it hit me. Every woman is a warrior in one way or another. Women these days are so strong and so empowered, independent and powerful. If we go back a few decades, women were strong enough to stay home every day and do the same work over and over again to support the family. (Let's not forget how crazy we all got during quarantine) She fights the world every day to beat the external patriarchy and she fights everyday with herself to get rid of the patriarchy she has been brought up with. Every WOMAN is a WARRIOR. She is Courageous. She is Strength. She is DHEERA.

Great to see you

Thanks for the Information sir, its really useful🙂

Crucial points to remember, thank you

5 ways to make sending cold emails more effective, including email templates to use 1. Use an action-focused subject line If your email isn't opened, it doesn't matter what it says. I recommend sending emails first thing in the morning or in the evening and using short, specific phrases with a sense of urgency. A great subject line for example would be: "Call: 123 John Street property" or "Follow up: potential investor." 2. Condense your message to fit on a phone screen The entire message needs to be readable on a phone screen (without scrolling). The message should be between four to eight sentences. Make sure the spacing is correct and doesn't look like a thesis paper. 3. Acknowledge a problem and propose a solution Ideas and PowerPoints don't close deals - problem solvers get to make the elevator pitch. Use your email sentences to convince your prospect that you understand their issue and can solve their problem. Very important: Use links instead of attachments because attachments can get left out of the email if it is later forwarded to the correct person. 4. Include all contact information in email signature The purpose of the cold outreach is to set up a warm telephone call. Include your email and cell phone number in your email signature. Include a LinkedIn link as well so your prospect can easily view your professional background without having to do any extra work. 5. Provide notice for a follow-up It takes between two to five outreach attempts to secure a meeting. Mention that you understand your prospect is busy and will drop them a line next week to follow up. If your cold email is successful and a call/meeting is set up, always send more information in advance. After five attempts without a response, it's safe to say you should focus on other prospects.

You must be wondering how to keep your students engaged and focused, here are the Golden rules to engage your learners during the training. Click here --> https://youtu.be/VYLVMWz_bhI

Life Skills are psycho-social competencies that enable an individual to deal effectively with the demands and challenges of everyday life . There are 10 Life Skills . Let us divide the 10 Life Skills into two categories ;- Thinking Skill Social & Emotional Skill A. THINKING SKILLS SELF- AWARENESS This indicates the ability of an individual to introspect and to identify his own resource as well as his areas of improvement(AOI). CREATIVE THINKING This competency makes it possible for an individual to formulate creative ideas and to generate innovative products/services. CRITICAL THINKING This competency facilitates an individual to analyse the market opportunities , appraise the competitors , study the potential of the innovation , strategic segmentation , strategic positioning etc. DECISION MAKING This competency enables the individuals to take the right decision from the situational perspective PROBLEM SOLVING This competency facilitates an individual to analyse problem, trace out the root cause of the problem and to generate strategic inputs for alleviating the problem. B. Social Skills & Emotional Skills EFFECTIVE COMMUNICATION It makes it possible for an individual to express his views and to convince others to accept the logical rationale of his views. INTERPERSONAL RELATIONSHIP DEVELOPMENT It helps an individual to develop conducive relationship with others EMPATHY It facilitates an individual to perceive the problems of others as if these were of his own. It facilitates an individual to become sensitive to the problems of others and eventually to take initiative to solve their problems. It is an essential competency of a Social Entrepreneur. MANAGING STRESS This is the competency of overcoming/subjugating stress in an adverse , problematic situation COPING WITH EMOTION This is the competency of maintaining a harmony between rationality and emotion. It facilitates an individual to maintain composure and emotive equilibrium even after achieving success

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.

In the fast paced environment of hiring nos. / filling candidates as per Project requirements, there are instances where the candidate turns out to be best performers / failures on the floor post recruiting. If the Recruitment team has to go beyond the resume, first of all the team should be adequately trained and provided with the required resources in terms of Time, Manpower and support. About RESUMES How a Resume looks in general • A brief resume which talks about personal details and not in detail about professional achievements • A resume, where the resume talks about both personal and professional details in brief • A resume where the details run in pages giving a detailed description of all personal and professional achievements How to Go “BEYOND THE RESUME” • As a Recruiter / Interviewer, he/she has to go through the resume, prepare notes on the questions to be asked or the detailing to be done. • Once done, the candidate shall be called and a detailed discussion shall happen covering all aspects right from schooling to the recent job and the achievements. • Recruiter / Interviewer should spend at least 30-60 minutes with each candidate to understand the Strengths / Areas of Improvements / Career highlights / expectations and record the same • The details should be shared with other Interviewers so that they can add their comments / suggestions • Prepare a detailed notes / synopsis of each candidate culminating as a CANDIDATE PROFILE, so that the candidate is known thoroughly By religiously following the procedure, the details can be captured and the candidate can be placed in the right position by providing right environment All teams in the Organization should plan well in advance about the requirements, so that Recruitment team is provided adequate time to hire the right candidate. Above all, the Recruitment Team should be trained enough in mastering the art of going “BEYOND THE RESUME”

Workplace experience will complement academic studies by providing another way of learning outside the classroom. It will also provide you with crucial knowledge, skills and personal attributes. Lesson which Corporate world and my my first job as a HR Trainer taught me: 1. Sticking to deadlines: Deadlines can be flexible and taken up easily when I was in school or college. But when its work, deadlines are to be concentrated and assigned task should be submitted by the given deadline. In my first job, I always give utmost priority and one should learn to follow and submit work by the deadline. 2. Smart worker: I always learn to stick to deadlines but I have also learn from my first job to work in a smarter way and finish work without errors. It is important to give the right output by the assigned time rather than just completing the job. 3. Communicating with others: My first job teaches me many things but the most important thing the first job teach me was communicating with others. I learn the ways to speak with other employees, managers, and bosses. Effective communication in a fast-paced environment is something that I learned. 4. Hard work: Everyone learns hard work in their initial job. Whatever job it may be hard work is to be contributed which turn brings more respect and satisfaction. After entering into my first job, hard work is usual as I was enthusiastic and energized. 5. Carrying a notepad or notebook everywhere: During my first job, it is the start of my career and I was new to the office environment and hence I learned to carry a notepad or a notebook wherever I goes in the office as I need to write all the aspects and important points that are taught to me. And hence a first job teaches me to carry a notebook without fail to meetings and other places. 6. Do not be afraid to make mistakes: It is a true fact that a person can learn from mistakes. In my first job there may be instances where I had made mistakes. Mistakes are unavoidable and one should never be scared to make mistakes. Mistakes are initiators that help to learn many things. 7. Getting used to problems: In my first job I had faces a number of challenges and problems. I gets used to facing problems and finds a solution for the same. Hence the first job teaches me to handle issues and challenges with a positive point of view. Thus, I had learn a number of aspects from my first job. All these things which I learned from the first job is the stepping stone which helps me to build my career and elevate in my job. Every single quality adds experience to my job role. Hence everyone should focus on everything in their first job to add knowledge to their career. Other than this steps, there are many other things that we learn from our first job. Habits, technical skills management handling people, discipline, manners and lot more. Anyone who are stepping into their first job should make sure to concentrate on every aspect.

How to start your workshop with an interesting icebreaker, this video will cover what is the difference between icebreaker and energizer,the great rules of icebreaker. click here to know more -- > https://youtu.be/sEQFCd8JZyk

Tips on HOW TO MAKE OUR CHILDREN MORE CREATIVE AND INNOVATIVE FROM CHILDHOOD.. Sharing my childhood experiences and my parents upbringing to inculcate creativity and innovative nature in me and my siblings.

We all love our mothers ....and when nu asked me to shoot a 2 minute video for women's day 2021....I was very buzy as my mother was admitted in Care Banjara Hospital for Bypass surgery .....anyway i took out 5 minutes to record this video ...please like and subscribe... https://youtu.be/5KHdoMRA9yY

This video help us to understand the simple steps of zoom application which can avoid unnecessary disturbance during a zoom meet or call. Special Thanks to #Santosh Akella for sharing the idea. click here to view -- >

As always absolutely spot on .. couldn't agree more .. nice reading your views .. thank you Nitin

"Sustaining " as the theme seeks to shed light on the links between the state of our planet’s forests and of the millions of livelihoods that depend directly on Wildlife. click here --> https://youtu.be/OWOVrUO6US4&nbsp

Thanks @Balaji Thota sir for this the information is really valuable as leadership competencies make a huge difference

Thank you Ms.Subhadra for sharing your experience.

World's NGO Day Click here to know more ---> https://youtu.be/39xn505cn20

nice facts well presented

Monday Morning Motivation (Yes, a new series I want to start) Today, I came across a big quote but only the last two words caught my attention. DELICIOUS AMBIGUITY. It almost looks like an oxymoron. But in its own way, this phrase speaks volumes to every [person. It means being open to change and acceptance of the fact that change is the only constant. And taking pleasure in this ambiguity is what I took away from this phrase. I hope that this week you find peace and pleasure in ambiguity.

glad to hear your experience.. 🙂

Thank you so much for sharing your experience.

Hi All, I'm here to share some important facts and updates of the Senior HR Career Mentoring Session. The session went on very well. Glad to see few of our alumni attending the session - Ms.Tapti Bhattachaya, Mr. Sanjay Kumar, Mr.Neeraj Basole, Ms.Prajka Patil,Mr. Munir , Mr. Arun Kumar No. of attendees : 50 Mentored by: Mr. Nitin Sanker Feedback regarding the Session: Great Session Sir..thank you for the same...appreciate your effort.. - Anand. Thank You so much Nitin sir for the wonderful session!it was really knowledgeable - Dhanali Kargutkar Thank you Nitin and Krishna...very informative session...will keep in touch - Ancil Stephen Thank you Nitin sir for the valuable information..it always has been so good to listen to you. thank you for the session. have a nice day - Margaret Details of Upcoming Session: Career Mentoring for 0-4 years experience - 17th February 2021 (11 am - 12.30 pm)

An excellent and very useful write up. Kudos to the team!!!👍

This video will explain about the payline calculation, what position need to consider and exempted when a payline salary is designed. click here to know more -- -> https://youtu.be/JXeNHWjz2OM

How learning can make employees join back in the “New Normal” with high confidence? One fact that we have to acknowledge that the current pandemic of COVID – 19 has shaken the confidence of people. In organizations, lack of confidence may work negatively and it may result in to resistance to change, absenteeism, attrition and thus further interruption in the business. It is true that despite all the arrangements made by the organizations to ensure employee safety, employees may not carry the same zeal and confidence that they had before . Therefore, organizations must strategically develop interventions that can develop the morale of their workforce. Various organizations must be working on a variety of initiatives to boost employee confidence including training which is the most promising one. While organizations endeavor to develop learning intervention, it is also important that the L&D professionals or the instructional designers should have a very focussed approach on their selection of learning areas within the competency framework. As we know, competency is a set of Knowledge, Skills, and Behaviour and below we discuss the careful selection of key learning elements around it: A: Knowledge: Knowledge gives a logical view-points to perceive things in the right direction, hence the first thing that the learning professional should do is to demystify the knowledge about; 1. Situation 2. Challenges 3. Reality B: Skills: Skill works like an energy booster for employee confidence. Knowledge will help them know what to do and skills will help them learn how to perform. Certain skills are necessary in the current times such as; 1. Digital skills 2. Inter-personal 3. Communication including filtered listening 😄 Behaviour: Training may not change the behaviors directly but if the programs can develop some deeper insights, it can definitely work. While developing such behavioral programs, professionals should consider; 1. Resilience 2. Flexibility 3. Emotional Intelligence 4. Learning agility 5. Goal orientation Conclusion: The key focus is to ensure that employees should be educated enough about the right knowledge of the facts, learn ways to deal with it skilfully, and don’t give up. Humans have evolved as supreme to other species because of their ability to learn and change.

As we move forward in an ever changing globalized business environment, L&D as a function has come a long way - managing a fine balance between the traditional approach, methodology, and structures, retaining the core value proposition with equivalent focus onto the local business/workplace requirements unique to each organization whilst at the same time evolve as a strategic business partner to organizations, building and leveraging on best in trade practices and linking them to core organizational strategies and business plans. Upscaling the skillset and competencies of the workforce in the VUCA world has emerged as the key differentiator, and unformidable strength and an opportunity to navigate through the cut-throat competitive service-oriented organizations. A Four A framework for a successful competitive L&D function: Agility: Creating a dynamic learning environment focusing on the changing requirements/needs of the workforce, strategizing learning initiatives around the key focus areas/ gaps, proactively organizing customized, relevant and meaningful interventions to engage employees and scale up their skills required for future growth and transformation of the organization. Alignment: The learning strategy should be in alignment with the talent transformation strategy and the organizational business plan. All L&D plans and activities of conceptualizing and implementing new learning interventions, creating goal-oriented employee-centric continuous learning experience, and Enabling the workforce with requisite skills and knowledge to intrinsically support and drive the objectives of an organization should be measurable & impactful - having specific outcomes which are woven around the long- term organizational goals and in tandem with the values and vision of the organization. Adherence: Establishingpolicies/processes/procedures and related matrices to measure the learning success, compliance to organizational mandates along with the business impact it intends to create on key stakeholders, innovation & creativity in designing & delivery of learning journeys helps in maintaining desired quality standards in accelerating organizational transformation. Ambidextrous: L&D function of evolving organizations should follow ambidextrous approach in their regular operations which involves exploiting present capabilities while being open to breaking with the past and ready for new opportunities Learning and development plays an important role in giving shape, direction, and context to the organization. Hence, it is crucial for the function to be flexible, versatile, responsive, and aligned to the current and anticipated future requirements of the organization for a stable and continued growth.

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.