New Year Resolutions of a Manager - National HRD Network

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HRD NEWSLETTER Vol - 22 January 2007 Issue - 10 Editor C. Balaji, 506, Sai Siri Sampada, 7-1-29/23 & 24, Leela Nagar, Ameerpet, Hyderabad - 500 016. Email - balaji.chetlur@symphonysv.com Publisher, Printer, Owner and place of Publication with address K. Satyanarayana Executive Director On behalf of National HRD Network 506, Sai Siri Sampada, 7-1-29/23 & 24, Leela Nagar, Ameerpet, Hyderabad - 500 016. Mobile: 94406 65375 Tel: +91 (40) 2374-2429, Fax: +91 (40) 2375-3191, Res.: +91 (40) 2711-2212 e-mail: nhrdhyd@eth.net ksnhrd@gmail.com Design Advisor A.Thothathri Raman Consulting Editor, Business India, New Delhi For Advertising in HRD News Letter Please Contact: Ms. Kalyani, General Manager, ZCS Consulting Limited,301, Suraj Mansion, Ameerpet, Hyderabad - 500 016 Mobile : 9346673068 Phone: 040 - 66628977 / 66628978 email: kalyani@zcscon.com Board Members DWARAKANATH P, National President SANTRUPT MISRA Dr., Immediate Past President ANAND NAYAK, Regional President (East) GOPAL KRISHNA M., Regional President(South) SATISH PRADHAN, Regional President (West) RAO G P, Regional President (North) VARADARAJAN S. (Raja), National Secretary ASHOK REDDY B, National Treasurer SATYANARAYANA K, Executive Director MAHALINGAM S, Co-opted Member CASMIRA RAJ FR, Co-Opted Member PANDU NAIK G. Dr., Elected Member RAVIKANTH REDDY J, Elected Member SANJEEV BICKCHANDANI, Elected Member NAGARAJ D R, Nominated Member VERMA K.K. Dr., Ex-officio member Printed at: Kala Jyothi Process P Ltd. 1-1-60/5, RTC ‘X’ Road Musheerabad, Hyderabad - 500 020. This journal is on our Website: www.nationalhrd.org & www.nhrdn.org Features 5 ......... President’s Message 5 ......... Editorial 31 ....... Book Review - Break Free 33 ....... Chapter News 34 ....... Cartoon Corner Column 6 ..... Ring out the Old, Ring in the New: New Year Resolutions of a Manager - Madan Srinivasan Lead Feature 8 ..... Changing Role of HR Manager in the Corporate World ........... - Dr. A.Chandramohan, K.Vasanthi Kumari, S.G.Ashwani Case Study 30 ... 'Saamp Bhi Marjaye, Lathi Bhi Na Toote' - R. Dharmarao Articles 7..... India's Higher Education & Economy ............................. - Col. V R K Prasad 10 ... HR Strategy: Focus and Integration ................... - Eshwar Kumar Mittapalli 12 ... Talent Management - B. Mathews and B. Saritha 13 ... Talent Retention: Key Strategies - Tapomoy Deb 14 .............. Competency Mapping - Catch Word In Corporates .................... - Dr. A.Vinayagamoorthy, S. Suja and L Shankari 16 ................ Spiritual Intelligence - Naachimuthu, K.P, & Rekha, K.N Contents 17 ... Facets for Successful Management - G.V.S. Gurunadh & D. Srinivas 18 ... ICTs And Family Life - Dr T.H.Chowdary 20 ... Appraisals Appraised - S. Balachandran 21 ... Mood management:Success under our skin - Poonam Dhanavati 22 ... An overview of Empathy In international Human Resources Scenario - Sambit Kumar Mishra 23 ... Behavioural Finance-the Buzz Word Of Bulls And Bears - L. Shankari 24 ........... Tune Your Track Towards The Path Of Success ............................................ - Deepa S 25 ... Retention Strategies At Corporate Level For Bpo's - Shireesha Devraj, Vishwanath 26 ... Five occasions when you must communicate face to face - Sunder Ramachandran 27 ... Outstanding Leaders: The Need of the Hour - L.K.Jena 28 ... Stress Among Call Centre Executives: An Empirical Study - Dr. Zafrul Allam 29 ... Exit Interview: Objective & Modus-operandi - Debabrata Dash 32 ... CRM - Six Steps From Customer Service - P. Sugunakar Reddy and T. Vijaya CENTRAL INDIA MANAGEMENT CONCLAVE" 24 & 25th February 2007 Nagpur Chapter is organizing two days long conclave on 24th & 25th February 07. Papers are invited from all NHRDN members, non-members, academicians and students, on all functional areas of management. The sailent feature of this conclave is on day one, the activity will be in-house with the presentation of papers and on day two it will be outdoor activity by the side of a natural Dam site, 40 kms away from Nagpur, in which the various activities planned also include various management games which may give practical insight on various management techniques. Further details can be obtained from Prof Shyam Shukla Corporate Relations Manager, Central Institute of Business Management Research & Development Nagpur M-9372335153 nhrdngp@rediffmail.com | HRD News Letter | January 2007, Vol.22, Issue:10 4|
From National President’s Desk Non-monetary rewards Bob Nelson a famous motivational speaker and author, once said "You get what you reward." I couldn't agree more with him. There is nothing more satisfying than a simple word of praise from your manager. While many types of rewards and recognition have direct costs associated with them, there are others which may be less tangible, but still very effective. These "non-monetary" rewards include formal and informal acknowledgement, assignment of more enjoyable job duties, opportunities for training, and an increased role in decisionmaking. This article focuses on non- Editorial What do we deal with day in and day out, in our organisations and in our communities, by and large? With notably exceptional situations, the list includes: problems, tiredness, burn-out, anger, depression, frustration, emotional and physical violence, competition, adversity, greed…How about the new year beginning on a positive note? Behavioral sciences have dealt extensively with matters as above; maybe rightly so. But, there is the other side to human life, as in the list of six core virtues stated in the Character Strengths and Virtues handbook: 1. Wisdom and Knowledge: creativity, curiosity, open-mindedness, love of learning, perspective 2. Courage: bravery, persistence, integrity, vitality 3. Humanity: love, kindness, social intelligence 4. Justice: citizenship, fairness, leadership 5. Temperance: forgiveness and mercy, humility and modesty, prudence, selfregulation 6. Transcendence: appreciation of beauty and excellence, gratitude, hope, humor, spirituality (at http://en.wikipedia.org/wiki/ Positive_Psychology. On December 23, 2006) monetary rewards, and as we will see, these types of rewards can be very meaningful to employees and so, very motivating for performance improvement. To achieve desired goals, reward systems should be closely aligned to organizational strategies. Non-monetary recognition can be very motivating, helping to build feelings of confidence and satisfaction. It can also lead to increased employee retention To be really effective, the managers should get to know different employees' likes and dislikes. Research indicates that the type of recognition employees appreciate most is to be recognized by people they work directly for. The number one choice for recognition is sincere praise given in a timely manner with specific examples. A branch of psychology called Positive Psychology has been making rapid strides and inroads into studying the conditions and processes that contribute to the flourishing or optimal functioning of people, groups and institutions (Gable and Haidt, 2005; abstract; p.103). A growing number of psychologists are continuously developing theories and practices that involved human happiness positivity to the predominantly negativity engaging the attention of scholars and practitioners. In their seminal paper that introduced the special issue of American Psychologist devoted to Positive Psychology, Selgman and Csikszentmihalyi (2000; p. 10) wrote: If psychologists wish to improve the human condition, it is not enough to help those who suffer. The majority of "normal" people also need examples and advice to reach a richer and more fulfilling existence. This is why early investigators…were interested in exploring spiritual ecstasy, play, creativity, and peak experiences. Scolars like William James, Carl Jung, Carl Rogers, Abraham Maslow, Martin Seligman, Albert Bandura, Mihali Csikszentmihalyi, Shelly Gable, Jonathan Haidt, and so on have been at Positive Psychology for several years. Gable and Haidt (2005) called for a movement on Positive Psychology to develop because the advances in psychology have come "at the cost of understanding what is right with people." (p. 105). They note that "…despite the Being chosen to work on a task team to accomplish a company initiative is motivating because it helps employees gain new skills and experiences, demonstrates trust in their abilities, and adds variety to an individual's work. Individual Development Plans help identify strong candidates for developmental opportunities. Hence, I would advise all to make creative use of personalized non-monetary rewards reinforces positive behaviors and improves employee retention and performance. These types of recognition can be inexpensive to give, but priceless to receive I wish all the readers and Fellow professionals a Happy and Prosperous 2007. P. Dwarakanath philosophical, historical, and theoretical underpinnings that led to the c u r r e n t imbalance in psychology [ t o w a r d negativity], we believe that there is little empirical justification for our predominantly negative view of human nature and the human condition. (p. 107). Developments such as appreciative inquiry, whole system involvement, holism etc. are directly or indirectly related to what Positive Psychology has been calling for. Through this editorial, I strongly urge students, researchers, teachers, scholars, practitioners and my fellow HR professionals to join this movement! Being positive does no harm; in fact it empowers, it elevates, it engulfs. References: Gable, S.L. & Haidt, J. (2005). What (and Why) Is Positive Psychology? Review of General Psychology, 9(2), 103-110. Seligman, M.E.P & Csikszentmihalyi, M. (2000). Positive Psychology: An Introduction, American Psychologist, 55(1), 5-14. C. Balaji | HRD News Letter | January 2007, Vol.22, Issue:10 5|
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Page 6 and 7: It's that time again when we greet
Page 8 and 9: INTRODUCTION HR manager can play a
Page 10 and 11: HR Strategy: Focus and Integration
Page 12 and 13: Talent Management "To put it simply
Page 14 and 15: Competency Mapping - Catch Word In
Page 16 and 17: Spiritual Intelligence Naachimuthu,
Page 18 and 19: ICTs And Family Life The old order
Page 20 and 21: Appraisals Appraised Annual Apprais
Page 22 and 23: Empathy is the term used to describ
Page 24 and 25: Tune Your Track Towards The Path Of
Page 26 and 27: Five occasions when you must commun
Page 28 and 29: Stress Among Call Centre Executives
Page 30 and 31: Case Study - 13 'Saamp Bhi Marjaye,
Page 32 and 33: CRM - Six Steps From Customer Servi
Page 34 and 35: HYDERABAD CHAPTER PROGRAMMES Januar
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