New Trends in Pakistani HR Profession

Pakistani organizations are witnessing a continuous   change in systems, management cultures and philosophy due to the global alignment. Role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes.

Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training .To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.
Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization.

With the increase of job mobility, recruiting competent people is also increasingly becoming difficult; organizations are also required to work out a retention strategy for the existing skilled manpower.

Training and development extends beyond information and orientation training to include sensitivity training and field experiences

Compensation systems should support the overall strategic intent of the organization but should be customized for local conditions.
HR Managers should do the following things to ensure success-

Employ innovative reward plans that recognize employee contributions and grant enhancements.
Indulge in continuous quality improvement through TQM and HR contributions like training, development, counseling, etc
Utilize people with distinctive capabilities to create unsurpassed competence in an area, e.g.
Decentralize operations and rely on self-managed teams to deliver goods in difficult times e.g.
HR Managers today are focusing attention on the following-
a) Policies- HR policies based on trust, openness, equity and consensus.
b) Motivation- Create conditions in which people are willing to work with zeal, initiative and enthusiasm; make people feel like winners.
c) Relations- Fair treatment of people and prompt redress of grievances would pave the way for healthy work-place relations.
d) Change agent- Prepare workers to accept technological changes by clarifying doubts.
e) Quality Consciousness- Commitment to quality in all aspects of personnel administration will ensure success.

Due to the new trends in HR, in a nutshell the HR manager should treat people as resources, reward them equitably, and integrate their aspirations with corporate goals through suitable HR policies.

2013 in Review

A 2013 Annual Report for Destination

Here’s an excerpt:

A New York City subway train holds 1,200 people. This blog was viewed about 8,100 times in 2013. If it were a NYC subway train, it would take about 7 trips to carry that many people.

Click here to see the complete report.

CONTRIBUTORS’ CORNER

Destination encouragers   writers/contributors in HR topics who are willing do this for getting  exposure to a new, broader market for your writing talent, and building up credibility and a body of work you can professionally reference.
Destination will have a high regard for  professionals who  will contribute with their articles  and thus making this blog more resourceful.

So  show some love and be part of this blog and start posting topics and articles NOW

This is an exciting opportunity for anyone who joins Destination as there may be a potential in the future to become part of Destination family and its multiple projects serving the HR professionals in Pakistan.

Thanks and look forward to hearing from you. Please email your articles at : destination.hrresource@gmail.com

THE FIVE STEPS OF ADDIE MODEL

Training is one of the most important investments made by an organization. If you are looking for a system to ensure that the training provided to your employees is done an effective manner, it might be time to implement the ADDIE Model. It is one of the oldest and most effective tools used by instructional designers and trainers worldwide to create a holistic, structured and systematic development course.

ADDIE is the acronym for the Model’s five steps: Analysis, Design, Development, Development, Implementation and Evaluation. It is designed to ensure that the trainees’ needs are understood and the appropriate training is provided through especially developed materials. Each step has its own significance and the outcome of each step affects the next one.

Here is an in-depth look at the five steps of the ADDIE Model:

1-      Analysis: The training designer gathers data, by identifying the organization’s requirements, objectives, learning gaps and employees’ needs. The designer takes into consideration other factors including the learning environment and the project’s timelines.

2-     Design: Specific learning objectives are identified. Training content, methodology, materials and assessment criteria are outlined to meet the objectives.

3-      Development: This stage involves the actual production of training materials, such as presentations and manuals.

4-     Implementation: As the name implies, this is the deployment of training to the employees. It includes conducting training sessions, making relevant training materials available and maintaining the flow of training sessions to ensure maximum audience retention.

5-      Evaluation: This last step gauges the effectiveness of the training programme in order to determine whether or not the objectives were met. The best gauge of success is increased productivity and efficiency in executing tasks after the training. The evaluation also reviews the effectiveness of each individual phase and modifies them if needed in subsequent executions.

12 Dirty Habits That Prevent You From Developing Exceptional People Skills

Chances are, if you’re not very successful at dealing with people, you haven’t had the chance to properly educate yourself. Learning to deal with people is like learning to walk except it requires a lot more work!

Now imagine if your whole life you had been taught to walk backwards. Would this make your life much more difficult? Of course it would. Just like anything else, you need to learn exactly how to interact with people the proper way.

Here we go: here are the 12 dirty habits you should always avoid

Dirty Habit #1 –Looking down at the floor when speaking to someone. You must learn to look at someone directly in their eyes when speaking to them. If you were taught that staring at people was impolite, you’re absolutely right. However, this does not mean you can’t look at someone in his or her eyes.

Dirty Habit #2 – Slouching when you’re standing or sitting down. Stand up straight. In our society being tall is a good thing. When you slouch you appear much shorter. Not only will standing straight make you look taller but it will also give you a confident look.

Dirty Habit #3 –Frowning and not smiling enough. No one likes to spend time with someone who’s in a bad mood. If you’re not feeling too great then try to keep your distance. People love to spend time with upbeat, optimistic people. Make an effort to smile, not frown.

Dirty Habit #4 – Avoiding strangers. Since the day you were born, your parents have taught you never to speak to strangers. Well, you’re a grown up now and things have changed. In order to develop exceptional people skills you need to be comfortable speaking to all types of people. You need to meet as many people as you can.

Dirty Habit #5 – Making a poor first impression. Did you know that people will judge almost everything about you just by your first impression? Make an initial effort to get along with the person you are meeting and you’ll save yourself a lot of trouble in the future.

Dirty Habit #6 – Not making an effort to speak well. In order to develop great people skills you need to become a great conversationalist. This doesn’t mean you need to speak a lot; this means you need to speak well. You need to articulate and choose your words wisely. Basically, you need to listen to what you’re saying and not just blabber on about whatever you feel like.

Dirty Habit #7 – Not being a good listener. Have you ever noticed how you tend to fall into a mind drift as soon as the other person begins to speak? Okay, well if you really don’t care about the person, then fine. But if you do, make an effort to listen and let the person speak. It will only help you further on in the conversation.

Dirty Habit #8 – Not staying in touch with your acquaintances. To make sure you have the best relationships with all of the people you know, you must stay in touch with them. You need to regularly check your contact list and remind them all that you still exist. I’m not saying to call them up twice a week but an occasional check up is always nice.

Dirty Habit #9 – Not being proactive. When there is not enough action and things are looking dull, it’s up to you to make a move. If you aren’t satisfied with the current situation don’t blame others, do something about it! Let’s face it: no one really cares if you’re unhappy, except maybe your mom…

Dirty Habit #10 – Not enjoying your social life. If you want people to enjoy your company, you need to let them know that you’re a fun person to spend time with. If you’re a hard worker, then I congratulate you! However, you need to occasionally go out and be known for your excellent nights out! Go out and live your life to the fullest!

Dirty Habit #11 – Not facing your fears. Actually, this relates to all aspects of your life but in this context I’m talking about meeting new people, career promotions, etc. If you need to do something logical but your emotions are getting in the way, then you need to analyze the situation and use some common sense.

Dirty Habit #12 – Refusing to be open minded. There are all kinds of people out there. There are different religions, different races, different cultures, and different languages. Learn to accept others for who they are not who you want them to be. Give them your full respect and work out your differences unless of course you aren’t receiving the respect you deserve

Talent Management – How To Recruit, Retain Your Best Talent?

Have you been assigned the task of directing the human resources of the company? Do you know what are the most important concepts to consider when assessing, recruiting and developing skilled and competent personnel?

Here I will try to describe the core concepts that need to be handled in the development of aTalent Management Strategy.

First, what is talent management ?

It is the the recruitment and development of personnel  that can reach high performance levels , thus  contributing to the overall objectives of the company.

Each company follows its own model of talent management.

Why is talent management important?  In every company there are a number of employees that stand out from the rest , either because they have developed abilities within their assigned tasks or because their overall performance reaches levels higher  than the required standards. It is of utmost importance for a company to assure that these people remain in the company and continue contributing.

Talent management involves the application of a number of strategies used in the management of human resources, these are:

1.  The identification and selection of employees  who have demonstrated a superior performance and are an inspiration to others  for the achievement of superior performance. They also represent  the main competencies required in the organization of the company. The company has to make use of their capacity for organization.

2.  The developing of employees that occupy key positions that require highly qualified personnel and cannot be left vacant for a long period of time.

3.  The allocation of resources for the right compensation, training and help for employees that are occupying these key posts. Thus, these employees that contribute to the company’s excellence must be especially encouraged.

Talent management also implies the use of the following concepts which are the key elements in the human resources management:

Selection :

This concept has to do with the right recruitment

Assessment :

This concept is about assessing competencies. That is, evaluate if the employee can do properly the job he has been assigned.

Organization Competencies :

These are a series of concepts related to the way the employee acts and reacts, the way he overcomes obstacles, how he communicates with people below and above him.

Forecast of Potentials:

This is a prediction of the potential an employee has to move to the upper levels of the organization based on his actual performance, training and other related factors.

Coaching and Mentoring:

These are programs that help the employee in his development of new competencies.

Performance Appraisal:  

This is a measurement of results the employee achieved within those areas for which he is held accountable.

Succession Planning:

The company needs to have a plan in case one or more of the key employees leaves the company. Since the position occupied by that person is key, the company needs to know in advance who could be the possible candidate that will replace the employee that is leaving.

Career Planning:

Employees that are meant to occupy key positions want to know what chances they have for career advancement. These employees think that their efforts must be valued and encouraged.

Compensation:

Compensation packages are an important aspect of the talent management strategies. Compensation promotes incentive. It is a widely known idea among companies that compensating their employees for their efforts increases productivity.

Retention:

A talent management program must include a way to keep its key employees and prevent their leaving the company. We always hear employees leaving a company and moving to another because they are offered better conditions that may include higher salary and promotions. If a company considers an employee to be a key  employer for a position, it cannot let that employee go.

Research conducted revealed that the lack of organization of human resources, and not having an effective talent management program has accounted for the failure of many companies.

Most of these companies had shown that they were either not applying the concepts or were applying them inconsistently,  in a way that did not help to develop a successful Talent Management Program.

We can conclude by saying that a talent management program is one of the key elements in the organization of the workforce that keeps the company moving towards its main goals.

POSITIVE ATTITUDE V/S NEGATIVE ATTITUDE

POSITIVE  ATTIDUTE

NEGATIVE ATTITIUDE

The Winner is always part of the answer The loser is always part of the problem
The Winner always has a program Losers always has an excuse
The Winner says “it may be difficult  , but is possible” The Loser says” it may be possible, but it is too difficult”
Winners are part of the team Losers are apart  from the team
Winners see gains Losers see Pains
Winners are like thermostat Losers are like thermometer
Winners are clock builders Losers are like time tellers
Winners stand firm on values and compromises on business strategies; Losers stand firm on business strategiesand compromises on values
When a winner makes a mistake, he says,“I was wrong”. When a loser makes a mistake, he says “it is not my fault”…
Winners have dreams Losers have schemes
Winners have Committments Losers make schemes
Winners says”I must do something” Losers says” Something must be done”
Winner does not take decision only on the basis of his personal perceptions, he listens to others before taking decisions; Losers takes decision without listening to others, he feels that he is always right

The decision is yours whether you want to be a winner or remain a loser by choosing the right attitude of positive or negative.

Get the New Year off to a flying start

January can be a very difficult time of the year for managers and company leaders in many different ways.

It’s the time of year where people come back from work lacking that extra bit of motivation or spark. It can be a real challenge for managers to ensure that morale within the office gets back up to speed as soon as possible when people return from their annual leaves.

I have years of personal experience of just how the start of a new year can affect people and the way they feel about their jobs.

It is natural for people to be looking for a new challenge or a change of career around this time.It tends to be a time for reassessment for both employees and for company leaders.

In these increasingly competitive and challenging times no one can afford to let standards drop. In a tough market place like that of ours, no one should let their rivals get an advantage over them so being prepared for January is key.

From a personal point of view I always try to find some time on my own to reflect on the past 12 months. I look at both the successes and failures of the previous year so I can analyse what I did well and where I could have improved my own personal performance.

I think it’s really important to get the year off to a flying start and I try and inject some life and motivation into the office as soon as possible.

You can do this in a number of ways for example you could organise a brain-storming session for managers to ignite debate and ideas on what could be improved for the year ahead.

You could also put a general meeting in the diary for all staff to underline what is expected of them for the next 12 months.

And don’t forget, staff assessments are also a good opportunity for instilling some energy into the workplace and can highlight issues that can be worked on over the year.

Overall, the beginning of a new year is a moving time to make sure the business and your team are fit and ready to face the challenges ahead.

The Power of Perceptions

The roles of perceptions in our life are not only scientific but also spiritual .Perceptions are like our inner lenses and what we see outside is a reflection of what is inside. SO, if you see and experience issues in your life, there is an issue inside you which needs to be resolved, this could be your thoughts and beliefs. So if I carry a belief that the world is a tough place to live, my lens will show me toughness. One way of working with our perception is to be conscious of our inner talk, which a lot of people term as ‘clutter’. Yes, it is a clutter if one is not conscious, with consciousness the illusion of clutter breaks!!!!!
Observe the internal dialogue within and direct it to the talk that you intend to have/desire. Every time you face a challenge observe your inner dialogue. Is it saying ‘oh, my God!, it tough’ or what am I going to do? If you are unable to catch your inner talk, be conscious of the emotions as thoughts produce emotions and change the inner dialogue into a positive one.
It has also been proven that our unresolved emotions and negative beliefs are projected into our physical world in the form of situations and mostly other people and their behavior in your Life!!! Now, this is spiritual and quite difficult to accept, but once you understand this and accept it, it would be Life transforming. E.g. If you have someone close to you in your Life who has a high ego that means there is still ego inside you which has to be resolved. IF you are experiencing short tempered people in your life, there is still unresolved anger inside you. If you see a lot of helpless people, there is still helplessness inside you which needs to be resolved!!!!! Normally, that part of you which is unresolved is projected out, sometimes in an amplified format. What do you think people behave differently with different people? At a base level thinking it’s about people they like, closeness of relationship etc…but on a spiritual level their behaviour is projecting your inner self, it’s the best feedback mechanism. SO, the outside world and the people in your Life and their behaviour are perfect feedback mechanism for us as they all reflect our inner self. If you find peace everywhere and peaceful people in your life, there is peace within you. So, people in our life help us with the highest levels of self introspection, though ignorantly through their ignorant good/bad behaviour . In short, the answers to all that we need is within us, introspect, see what kind of behaviours surround you, identify the negative ones outside and identify them inside you, repeat the opposite positive belief sentence and start resolving yourself to resolve the world you see and experience.
“I always Expect the Best, Deserve the best and Attract the Best” – A very powerful belief statement for all to use. God Bless

Dealing With A Difficult Coworker

During the course of professional life, one often comes across coworkers who are not so easy to get along with. Some of them can be avoided easily, yet others make it impossible for you to simply ignore them and continue your work. Most of us choose to ignore a difficult employee, even if he is directly interfering with our work, rather than confronting him. While this might be the easier solution, having a difficult coworker affects your work productivity tremendously and makes it hard for you to perform at your maximum potential in the long run.

Is he really being difficult?

The most important thing that you have to figure out is whether the coworkers is actually being difficult on purpose or is it just your perception. It might be that you are having problems with a coworker just because the two of you have different personality types that clash too often. There are a lot of people who just fail to get along well as they have very different personalities. It does not mean that any one of them is being difficult rather the problem is that both of them are failing to find a common ground. If this is what is causing trouble between you and a colleague then it can be easily resolved. The best way is to talk it out with the coworker. Ask him which of your habits are causing him inconvenience and listen to him patiently, as there is no point in being offended by what he has to say. Try to remain objective and figure out what you can do to resolve the situation. Make sure that you also communicate your problems to the coworker, but do it tactfully. It should not appear that you are criticizing the colleague just to spite him. Vocalize your concerns in a friendly and amiable manner so that the other person reacts positively as well.
However, if you are sure that there is nothing untoward in your attitude and the coworker is being difficult on purpose, then you have to take some steps to set the situation right.

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