Category Archives: Human Resources


Six Thinking Hats

(Looking at a Decision from All Points of View)

‘Six Thinking Hats’ is an important and powerful technique. It is used to look at decisions from a number of important perspectives.  This forces you to move outside your habitual thinking style, and helps you to get a more rounded view of a situation.

This tool was created by Edward de Bono.

Many successful people think from a very rational, positive viewpoint. This is part of the reason that they are successful. Often, though, they may fail to look at a problem from an emotional, intuitive, creative or negative viewpoint.  This can mean that they underestimate resistance to plans, fail to make creative leaps and do not make essential contingency plans. Similarly, pessimists may be excessively defensive. Emotional people may fail to look at decisions calmly and rationally.

If you look at a problem with the ‘Six Thinking Hats’ technique, then you will solve it using all approaches. Your decisions and plans will mix ambition, skill in execution, public sensitivity, creativity and good contingency planning. You can use Six Thinking Hats in generating new ideas or while resolving complicated issues.

In meetings it has the benefit of blocking the confrontations that happen when people with different thinking styles discuss the same problem.


Together Everyone Achieves More

–          An article on Teamwork

 If we look at companies, some companies are flourishing with excellent profits; and some are struggling to survive. Immediately we can name one or two leaders who no doubt are behind the successful organizations. But it is not the struggle of the leader alone; in addition to the leader we can always find a good, hardworking and dedicated team behind all the success. The advantages of team building events are so many that almost all corporations have incorporated team building strategies and schedules to their standard training curriculum.

 Win – Win Situation

Once there was a competition going on and the event was to eat food without folding their elbows and after some deliberations among the participants they started feeding each other. Win – win situation for everyone, without helping each other every one would have lost (or they would have to lick food like dogs – which will be below their dignity).


Steve Jobs and the Seven Rules of Success

Steve Jobs’ impact on your life cannot be underestimated. His innovations have likely touched nearly every aspect — computers, movies, music and mobile. As a communications coach, I learned from Jobs that a presentation can, indeed, inspire. For entrepreneurs, Jobs’ greatest legacy is the set of principles that drove his success.

Over the years, I’ve become a student of sorts of Jobs’ career and life. Here’s my take on the rules and values underpinning his success. Any of us can adopt them to unleash our “inner Steve Jobs.”

1. Do what you love. Jobs once said, “People with passion can change the world for the better.” Asked about the advice he would offer would-be entrepreneurs, he said, “I’d get a job as a busboy or something until I figured out what I was really passionate about.” That’s how much it meant to him. Passion is everything.

2. Put a dent in the universe. Jobs believed in the power of vision. He once asked then-Pepsi President, John Sculley, “Do you want to spend your life selling sugar water or do you want to change the world?” Don’t lose sight of the big vision.


One of the major fact behind WHY EMPLOYEES LEAVE ORGANISATIONS ?

By- Azim Premji, CEO- Wipro

Every company faces the problem of people leaving the company for better pay or profile.

Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.

He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food.

Twice Mark was sent abroad for training. “My learning curve is the sharpest it’s ever been,” he said soon after he joined.

Last week, less than eight months after he joined, Mark walked out of the job.

Why did this talented employee leave?

Arun quit for the same reason that drives many good people away.

The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called “First Break All The Rules”. It came up with this surprising finding:

If you’re losing good people, look to their manager …. the manageris the reason people stay and thrive in an organization. And he’s the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition.

 People leave managers not companies ,” write the authors Marcus Buckingham and Curt Coffman.

Mostly manager drives people away?

HR experts say that of all the abuses, employees find humiliation the most intolerable. The first time, an employee may not leave, but a thought has been planted. The second time, that thought gets strengthened. The third time, he looks for another job.

When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says:

“If you work for a jerk, you basically want to get him into trouble. You don’t have your heart and soul in the job.”

Different managers can stress out employees in different ways – by being too controlling, too suspicious, too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.

Talented men leave. Dead wood doesn’t.          


Importance of Employee Retention

An effective Employee Retention Program is a systematic effort to create and foster an environment that encourages employees to  remain employed by having policies and practices in place that address their diverse needs.

A company’s employees have always been a key asset but today, more and more companies are realizing that their people are by far their most important asset because in a world where technologies, processes, and products are quickly duplicated by competitors, and the pace of change and level of competition are constantly increasing, people are the key to the most reliable sources of advantage—better service, increased responsiveness, stronger customer relationships, and the creativity and innovation that keep a company one step ahead.


The 7 Most Common Accountability Excuses and How to Avoid Them

“Not my job,” “No one told me,” and other accountability excuses cause more damage than you might imagine, says consultant Rick Lepsinger. In today’s Advisor, his tips for avoiding these “tickets to slide.”

No one told me the project was due Friday!”
“But Bob’s the team leader—it’s his job to see everyone knows when priorities change.”
“It’s not our department’s responsibility to pick up the slack when another department drops the ball.”


5 Reasons You Must Get the Employee’s Explanation

It’s critical to get the employee’s explanation for performance problems and to include it in your documentation, says West, principal at Employment Practices Specialists in Pacifica, California. Her suggestions came at SHRM’s annual conference and exhibition, held recently in Las Vegas.

Yes, West admits, when you ask for explanations, many times you’ll hear some stunning—sort of amusing—responses:

“I didn’t know the policy meant all types of alcohol were prohibited at work.”
“I didn’t realize I had to get approval for a flexible schedule.”
“I didn’t know my practicing the Heimlich maneuver on my co-workers could be offensive and unwelcome.”


Getting it right at the Interview

An insight into what recruiters look for in a candidate, why candidates fail to clear the interview, the importance of soft skills and more.

What mistakes do candidates generally make during interviews?

One must try and put his/ her best foot forward for the interview. Very often, candidates fail to clear the interviews due to inaccurate or incorrect information given in their resumes. Interview panel focuses on key traits and behaviour, which a candidate must demonstrate to succeed in the position being interviewed for. Sometimes, candidates end up discussing about areas in which they have little knowledge and experience. Too much of self-talk can also be seen as a negative attribute if the role needs a good team player. This shows them in bad light.

About me
Creative-Enthusiastic-Positive and People oriented HR Professional. My 10 years in HR as an assistant, then generalist, and now manager, have allowed me to grow and develop professionally and as a leader. Currently I am working as a Sr. Human Resource Consultant with few Start-ups. I am helping them Strategically in building best HR Practices. I have experience in below areas of Human Resource – Talent Acquisition (Recruitment & Selection), HR Policies & Procedures, Talent Management (HR Generalist), Performance Management System and Training & Development.
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