Welcoem to posts!!
in the future - u will be able to do some more stuff here,,,!! like pat catgirl- i mean um yeah... for now u can only see others's posts :c
Who is a HR Person? In my view all teachers,nurses, doctors, government functionaries, volunteers, sales persons, managers, tax collectors, CEOs, CXOs, CHROs, mothers, and every one who has to deal with people is a HR Manager. HR professionals are those prepared professionally through certifications and training to deal with other people. I am referring here to HR Professionals who are paid or volunteered to deal with people as a part of their business or work. Our experience of HR professionals last few decades indicates that while carrying out their profession sincerely and as mandated they unwittingly make other people unhappy. lose their smile and even feel miserable. When you do that, you lose the motivation, lead people to disease, lose business and create an unhealthy climate around you. That defeats the very purpose for which you exist. Reflecting over our work of all these years I feel one way out of this is to train ourselves as HR professionals to be spiritual leaders. To be spiritual means to learn the art and skill of dealing with spirit and creating high energy and commitment at work. I therefore would strongly urgeHR professionals to add this spiritual dimension to their work and role. In fact with a smile we can win many hearts. When you see any human being with a problem we should see the human first and then the problem. If you see the problem first and try to look for rule book it could aggravate the issue. All humans have issues and a HR manager is there to listen, empathise, be grateful and help solve issues. In this video I tried to plead for HR professional to acquire the spirit of spiritualism to bring happiness in the face of every human that deals with them.
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drive.google.com/file/d/1ljnm...
A panel discussion moderated by Prof. Udaya Mohan of University of Kelaniya, Sri Lanka in their 12th International Conference- HR streme with the theme of "Enhancing People Potentials in the next Normal" . By Prof. Ajantha Dharmasiri, from PIM, and IPM sri Lanka and Ms. Madhavi Shilpadipathi, the General Manager HR for MAS Holdings, number one apparel manufacturer and a leading exporter of quality appearles to Europe and the USA.
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HRD Score Card 2500 is a multidimensional Diagnostic tool to decide the HRD systems, Processes, Competencies, and Culture dimensions on which you should plan your interventions and invest your resources for maximising your impact on Talent capital, Intellectual Capital and Tangible outcomes. There are 12 HRD systems and 8 Processes (earlier termed as strategies), 5 categories of competencies HR professionals, Top Management, Line Managers, workmen and HR Departments), 25 organizational culture and values variables impactin 5 Talent related, 10 Intellectual capital and 5 Financial and other Tangible outcomes
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This expands the octapace concept to increase linkage with vision and mission.
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This is what we plan to cover in the HRD Audit program starting 21st November- an online program over four week ends.
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Some Old memories with Udai and PVR almost 15 years or more back!
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New Performance Management system explained.
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Members of Professional Bodies like NIPM, ISTD, NHRDN, LMAs, ISABS etc. also have a responsibility to ask their bodies to review, rejuvenate and reboot themselves post Cpvid-19. Those who have enjoyed three star to five star salaries from the donations given by companies, free time of experts earlier need to volunteer and offer slash salaries and commit honorary work. Many competent senior citizens and employees from surplus staff of organizations may be happy to offer free or low cost services full time to take the professions forward. This is the contribution of Covid-19.
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HRD is a lot more than Business HR. In mid-nineties a successful HR Manager from a manufacturing industry was recruited by an IT company to start HRD activities. He started with the performance appraisals and implemented a modified PMS system that was very successfully implemented in the manufacturing company. Soon he discovered that it does not work as IT companies are working in a different context (with speed, no unions, and highly educated lot dealing with global customers that give immediate feedback) and he had to unlearn a lot of HRD he successfully practiced in manufacturing industry. Today we have a lot of differentiated HR knowledge and practices depending on the sector in which one works. However there is no good HRD in strategically important sectors rs like Universities, Hospitals, NGOs, Government and the society at large (Villages, Blocks, Districts etc.). When NHRDN was started we started witha vision of HRD for all and the objectives of the society still remain unfulfilled. Aiming at at a Chartered status for People Management profession is perhaps a possible solution to extend HR to all sections of the society, integrate various professional bodies and build a body of knowledge. This was all NHRDN, NIPM and ISTD etc. can fulfil their vision and mission.
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Sorry to miss this great event due to some last minute unavoidable issues. Wish the conference a great success and all the attendees a great learning. My recorded talk will be available on you tube. T V Rao
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Gives videos of Dr. T V Rao on various topics relating to psychology, organizational behavior and human resources development.