BACKGROUND SCREENING

With higher incidences of Resume Embellishments hassle free verification system is a must in every organisation or must say where this is a pre-norm .With limited number of jobs available and more candidates chasing the same , candidates may just do up their CV's to improve their employability .

Since the cost of making a wrong hiring could be very disasterous,thus companies do extensive background screening on potential employees, contract employees and vendors .

Lack of digitised information is a key challenge faced in india and indeed in the whole of Asia .Thus this makes conventional processes of verification more expensive , document driven and inefficient .Another reason for the same is that in india there is a dearth of database Infrastructure .Universities and colleges maintain records in files-in hard copies . It is the same with police stations , Pf registraror and even RTO's .Eg if a crime is commiteed in one part of the country ,most other police stations are not aware of that except for the police station in whose juristration the crime was commited .

What we require is an organised and centralised database that is reliable , updated and accessible to all involved .From a recruitment perspective , a collaraborative online database solution involving all parties concerned --the candidate , the recruiter , the verifier , the verifying authorities etc--will help in developing a "pre qualifies and prechecked 'ready to hire talent pool .

We need to create a web based online database.It will cover all industries and all sectors .The online service will facilitate faster verification of facts submitted by candidates seeking employment with less documentation compared to the current more conventional methods of verification .With this all information supplied by the candidate will be availoable in public domain . Such model has to be in complaiance with all relevant privacy laws in Asia PAcific .

TIPS TO DO MORE WITH LESS " T "BUDGET .

In this article I will give you some tips on how to achieve most from a Reduced Training Budget and to continue meeting our employee needs .So lets read down ...

1)What's essential to the survival of the Business :: We need to sharpen our focus .We shud determine what is critical for the business & utilise the financial resources in those areas .

2)Cut travel costs ::Airfare , lodging and meals for dozens of employees for a week can be prohibitive .Instead we can bring one trainer to the employees or better still we can conduct the training via video conferencing .Investigate measures with low cost or rather free of cost .

3)Mentoring Programs :: we can create a formal mechanism for mentoring and coaching of junior employees through a structured program . Our experienced employees can get handy during this time . What do you think??

4) Job Swapping :: Helps employees to learn skills from each other on the job . It requires just no budget .

5) Tap Free Resources :: Incentivize employees to attend free seminars and conferences that can increase networkoppurchunitiesand get exposure to up-to-date topics .

6) Develop In House Trainers :: Companies can use idle internal resources for taking training sessions across different locations . The employees who volunteer for such can be given an additional point during the performance review . This position will be favourable to both .

7) OnLine Training :: With technology advancing everyday to te next level , online training can take care of our routine trainings like INDUCTIONS. Moving courses online reduces travel , instructor and vendor costs.

8) Increase classroom Fill in Rates :: More participants attending one session mean signaficantly fewer sessions required in a year .

9) Eliminate Catering ::Either catering shud be completely avoided or participants can be given a lunch break during the session where in they can be asked to go out for lunch or can have their tiffins therein .Yes , they have to bring in tiffins like any other routine day .

10) Various Inhouse exercises :: like GD's , debates will encouage healthy team building exercises .Internal Seminars and conferences can be conducted in house .All these will only foster learning and sharing in the organisations .

INTELLIGENT OPTIMISM --A CRITICAL SKILL

Martin seligman is the psycologist who framed this word "OPTIMISM " .But ever heard of intelligent optimism ?? Did i heard No ! Not to worry .Today I will give u a bunch on that word .With so much troublesome air around us and things moving slow in life there is hope to stay with this word .Here's a lowdown ....

Intelligent optimism doesnot deny the reality of today's world but rathers seeks to learn how to fashion our lives amid such existing difficulties .By meditating the below you can actually get optimistic in life ::

1) Dont get carried away by circumstances you cannot control or change .You cannot change global Warming but you can control your energy consumption .You cant stop downsizing in the company but you can arm yourself with marketable skills.

2) Dissolve some money or time on something that truly gives you immense pleasure and ightens your spirit .

3) Reframe the event so that you are not a victim .There is always a another way to view a situation .If you can't get that project figure out what you shud not do in when vouching for another .

4) Start everyday with a Gratitude .

5) Dont see yourself as a victim . Rather if one thg slips out from your hand try to do somethg different .

6) Think enough !! When we concentrate on what we dont have we miss out on many things that we still have .Think what you can do to se a result that gives you a sense of power .

7) Refuse to watch or read anything that puts a dark pall over your day . instead of tuning into gloom , read a book that transport you to another time & a better mood .

8) Last practice saying this mantra ," This too shall Pass ".It always has and it always will .

Welfare Facilities outside the Premises

Employee welfare includes everything that contributes to the general well being of the employee .It includes all services ,facilities , amenities established to enable employees to perform in a healthy and congenial surroundings .

In addition to providing welfare facilities in the factory ,employees are also prvoded certain benefits and facilities outside the factory .

These include ::

+ organising sports and athelite meet ;
+ Education facilities ;
+ Housing facilities ;
+ Recreational facilities including sports & cultural actvities;
+ Library & reading Rooms;
+ Holiday homes & leave travel facilities ;
+ Consumer's cooeperative stores & fair price shops ;
+ vocational training and
+ Transpotation facility to & from the place of work .

JOHARI WINDOW MODEL

Johari window is also known as'information processing tool'. The Johari Window model was developed by American psychologists Joseph Luft and Harry Ingham in the 1950s .It actually represents information - feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or about a person - in relation to their group.
Today the Johari Window model is especially relevant due to the influence of, 'soft' skills, behaviour, empathy, cooperation, inter-group development and interpersonal development in the organisations .The Johari Window model is a simple and useful tool for improving self-awareness, and mutual understanding between individuals within a group .

Johari window has 4 regions ::
1) Open area
2) Blind area
3) Hidden area
4) Closed area

OPEN AREA :: It is also called a public area and has attributes known to the person himself and also to the others . Anythg that is known to others and also to the person himself will fall under this arena .

BLIND AREA :: what is unknown by the person about him/herself but which others know comes in this area . It is also called blind area, blind self, .

HIDDEN AREA :: what is unknown by the OTHERS about him/herself but which s/he knows comes in this area .It is also called hidden self or Facade .

CLOSED AREA :: what is unknown by the person about him/herself and is also unknown by others comes in this region . It is also called unknown area or unknown self .

Johari window is a v important tool to do self analysis and analysis of the group which result in better understanding among group members and increase communication and helps to also improve the productivity of the group .Many organistaions use this as a tool to improve performance in the group .

One shud try to increase his OPEN AREA and minimise his CLOSE AREA for a better self analysis and when using this tool in the group the aim should always be to develop the 'open area' for every person, because when we work in this area with others we are at our most effective and productive, and the group is at its most productive level too.

The open free area, or 'the arena', can be seen as the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding and thus better productivity .

Kirkpatrick Training Evaluation Model.

Donald L Kirkpatrick Training Evaluation model also called the 4 levels of Training Evaluation Model is the most widely used method of evaluating the training Programs in the organisations .Kirkpatrik's model is now considered the industry standard across HR and Training communities .

According the Kirkpatrick any Training program should be measured under the below 4 parameters from the students ::

1) Reaction from the students
2) Learning
3) Behaviour
4) Result

REACTION :: This parameter measures how do the participants react to any training program.Their instant reaction about a training program .This cud be measured by verbal reaction or feedback forms just after the session . Such a reaction is easy & quick to obtain and also is inexpensive .

LEARNING :: This parameter measures what has been the learning after the training program .Whether the participants feel that their knowledge has increased after the session . This can be measured by filling the assessment sheets just before and after the program or by doing interviews or by simple observation or by asking question from the participant immediately after the class .

BEHAVIOUR :: Behaviour can be measured when the trainee appliees the learning back on his job .Observation & interview over time are required to assess change and relevance of change .Measurement of behaviourial change requires coperation and support of Line Managers .

RESULT :: Result evaluation is the effect on the business or the environment resulting from an improved performance by the trainee .Measures would typically be business or organisational key performance indicators, such as:Volumes, values, percentages, timescales, return on investment, and other quantifiable aspects of organisational performance, for instance; numbers of complaints, staff turnover, attrition, failures, wastage, non-compliance, quality ratings, achievement of standards and accreditations, growth, retention, etc.
It is possible that many of these measures are already in place via normal management systems and reporting.The challenge is to identify which and how relate to to the trainee's input and influence.Therefore it is important to identify and agree accountability and relevance with the trainee at the start of the training, so they understand what is to be measured .

X Manager or Y Manager -which one is yours ??

Douglas McGregor is the Man who framed thoese two theories in Management parlance .According to this MIT professor ,management or the manager works either on X theory or Y theory .

Theory X :: According to this thoery manager assumes that his employees are lazy , unmotivated , dislike their work and must be coerced to perform .This manager feels that his team is just crazy and needs to be controlled to the "T" .He dont trust his employees and will blame th team or the employee without questioning .This kind of manager is an impediment to employee morale and productivity . He believes that his team is the most irresponsible team in the world and if he wudnt have been there oh god ! what wud have happened ?. Under this manager no freedon of work is given to the employees .Becoz of this belief about his team such manager adopts a authoritarian style of leadership based on threat of punishment.One of the reason why the manager is like that cud be that he himself is insecure about his job .

Theory Y ::In this kind of leadership style a manager assumes that his employees may be ambitious , self motivated , responsible and may have self control , self direction , autonomy and empowerment. Such a manager gives immense freedom of work to his team , is empathatic , understanding and open to his team . communication is more friendly and while conversing he makes his team v comfortable with him .Employees enjoy under such a leader .Theory Y manager believes that given the right conditions most people will want to work well and that there is a pool of unused creativity in his team . He will try to take all possible steps which may be hinderence to his employees morale and creativity .He takes care of his team from all angles . Also such maanger is strong and is not insecure about his own job .He creates a v good and healthy atmosphere in teh organisation .

Studies show that imbibing theory Y leadersip style in the organisation results in happy , motivated and more satisfied employees who actually respects their leader .