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HR TRAINING FOR NEW ENTRANTS

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    OUR

    ORGANIZATION

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    Profile :

    This organization was establis

    h

    ed wit h

    apurpose to provide strategic services in

    Construction and related areas to

    competing companies in an uncertain future

    market, to enhance value to t he clients andconsequently facilitate to build resilience

    and to succeed in the turbulent times ahead.

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    ENHANCING PRODUCTIVITY:

    Create bench

    mark in terms of determiningoptimum levels of productivity. Identify

    improvement areas in terms of methods,

    process improvements and automation on a

    cost effective basis.

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    Evaluate and recommend taking in to

    confidence the operating team work station

    wise manning to meet various standards of

    process and achieve production as per plan.

    Evaluate and recommend taking in to

    confidence the operating team work station

    wise manning to meet various standards of

    process and achieve production as per plan.

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    Study skill set requirement and prepare a

    skill matrix.

    This will provide the current standing

    point on available skills andhighlight areas

    for improvement.

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    DYNAMIC SKILL

    DEVELOPMENT PLAN

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    Assessment ofSkill requirement vis--vis

    the current standing point of the individual

    and an established Multi Skill Levels to

    draw an individual specific skill/skills

    improvementScheme and accordingly

    design a TrainingSchedule with a periodicreview and an InternalEvaluation.

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    Separate documentation to access any

    information in this regard from the system

    to have continuity and future data based

    action.

    DSDP may be further expanded to the areas

    of Skills inventory, individual Progress /Growth, Build Flexibility in the system and

    so on.

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    Evolve team reward system like t heincentive scheme, Bonus scheme, individual

    reward scheme based on significant parameters as may be t he focus for t heBusiness to nurture, inculcate behaviourwhich will ultimately improve collective

    discipline, establish required standards andwork practices consequently resulting in acollaborative culture.

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    COLLECTIVE BARGAINING

    PROCESS Enhanced Productivity Plan and Implementation.

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    Undertake Hays Module processes of Job

    description and relateddocumentation by activity

    Mapping and evolve an organization structurerelevant for the time to give opportunity to t hose

    willing to take more responsibility and deliver as

    perSet Goals of the Organization.

    Take care of t he Hiring t he rig ht person for t hejob.

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    Process /Activity Mapping exercise where

    a profiling is carried out in terms of the

    position covering reporting structure, role,

    responsibility, authority, Job dimensions

    and specific accountability.

    The assessment is also carried out todetermine the knowledge and skill sets

    required for the position

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    Work Flow Analysis Work Flow document

    to measure and to identify areas of

    duplication and NVAs in t he system.

    Areas of computerization and

    determination of effective utilization of

    computerization and systems as per testedmodel with customizing provision / Option.

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    ERP

    ALIGNMENT

    STUDIES

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    It is seen t hat post implementation ofERP

    th

    ere is ah

    igh

    reliance on manual systemsand duplication of work is very high.

    The study will highlight such areas and

    align to optimally utilize the ERP systems.

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    Most Organization are faced with the

    problem of getting the candidate appropriate

    to the position in their perspective and adopt

    scientific processes for various reasons like

    pre-occupation on other focus areas, lack of

    time to go through set procedures, urgencyfor positioning in certain sensitive /

    mandatory slots and so on.

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    in any required area to t he

    client to make t he rig ht choice in all respects. The new H R agenda is based on

    Human Resources Competency Michigan

    Study. (HRCMS).

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    Evaluate the current standing point (CSP) in

    terms of competence of the Job holder vis--vis

    the requirement of the position. Map a competency model and do a gap analysis

    exercise for the present position and in potential

    cases for t he next higher level and evolve a

    dynamic development plan to implement on a timeframe resulting in an over allhigher standards of

    competence.

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    There are a set of sub systems t hat ensurean objective functioning of all HR activities

    namely, periodical evaluation of t hePerformance AppraisalSystem and modifydepending on t he observations,Performance Counseling at Periodic

    intervals and Documentation of Proceedings for follow up, preparation ofManuals like HR/IR/Delegation of authorityetc.,)

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    for effective delegation at action point

    resulting speedy disposal of issues,

    Structured Business Communication to

    demonstrate transparency and ent huse

    participation at all levels, new initiatives as

    may be required. Preparation of Manualslike (HR/ IR/ Delegation of authority etc.)

    and undertake OUTSOURCING.

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    Trust t he above is an indicator, providing

    you a base to specify your interests to

    further discuss in detail when we meet

    resulting in mutual benefit. Awaiting your

    early response.

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    A WINNER

    OR

    A LOSERWhatmakesa winnerora loser?

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    Some people get where they want to bewithout effort.

    Other people never seem to get started nomatterhow muchhelp they have.

    Chances and opportunities exist for every

    one. Some grab with bothhands, but others let

    them drop through their fingers.

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    Works harder andhas more

    time

    Goes straight to the problem

    Make a commitment

    Knows when to fighthard and

    when to go in

    Feels strong enough to be

    friendly

    Listens

    Respects the strengths of other

    people.

    Always busy andhas less time

    Goes around the problem and

    never solves it

    Promises too readily

    Gives away on important issues

    Rarely friendly

    Waits for turn to talk

    Focuses on oth

    ers weakness

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    Own doubt about oneself.

    Lack of confidence

    You are your worst enemy in any given

    situation.

    You put obstacles in the way your own

    progress.

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    Before the match the two players - one is

    enthusiastic and another is totally dull.

    I AM WHAT I SEE MYSELF TO BE.

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    WINNER SAYS

    Life is good time

    Yes I will

    I will find time to do it.

    Lets get into theheart of t

    he matter /problem.

    Ihave not expressed myself.

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    Your subconscious mind tapes. You are a loser

    Youcant win

    It cannot be done

    Dont tryyou will fail

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    The problem is yours, You own it and it iseasy to be Winner when sun shines. But

    when you face pain-stacking problems anddifficulties, the trend is to blame anyt hingand everything.

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    PURPOSE OF THIS NOTE IS TO CLARIFY

    THE NATURE & ROLE OF HRD, ITS AIM &THE PROCESS INVOLVED. TO ENSURE

    THAT ACTIVITIES UNDERTAKEN BY THE

    HRD FUNCTION ARE FOCUSSED ON WELL

    CONCEIVED OBJECTIVES in line with thegoals of the company.

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    We need to consistently scan our

    operating system to identify

    opportunities and threats and theirimpact on the organization, so that we

    can ensure pro action as well as

    adaptation through development of HR.

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    Role analysis and

    development exercises

    Performance planning Performance analysis and

    review

    Performance counseling

    and interpersonal

    feedback.

    Induction training

    Training

    Job rotation

    Potential appraisal and

    development Career Planning and

    development

    Self renewal and

    institution building

    exercises.

    Stress audit and stress

    management

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    MANAGEMENT THOUGHTS

    Self control will placea man among the

    gods;- the want of itwill drive him into thethickest darkness (ofhell). Let self control

    be guarded as a

    treasure, there is nogreater source of goodfor man than that

    Though you guard

    nothing else, guard

    your tongue, as for those who do not

    guard it, their words

    will be drawn into evil

    and they will suffer distress.

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    Those who undertake

    to speak withoutknowing the nature of

    the court are ignorant

    of the quality of words

    as well as devoid of the power of learning.

    Let the good who

    know the uses of

    words speak with a

    clear knowledge after

    ascertaining the time.

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    KSARAVANA

    KUMAR

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