Human Rights Law » Quot

What Can I Do to Get My Ex Boyfriend Back? Make Human Nature Work for You

Admin — Fri, 29 Jan 2010 12:28:00 +0000

Do you feel the need to throw yourself at your boyfriend? Are your actions becoming erratic? Does everything you do push your ex boyfriend farther away? Well when you have been deeply in love with a man and you are suddenly put out to dry your actions can suddenly resemble those of someone locked up in an institution. Everywhere you go you see loving couples. Your heart is breaking and your mind is screaming “What can I do to get my ex boyfriend back”? Take a break from the turmoil for a moment and follow some friendly advice that will greatly increase your chances of getting your ex boyfriend back.

The first thing to realize is that your emotions are quite normal. Obviously you care a great deal about this guy or else you wouldn’t be reading an article about how to get your ex boyfriend back.

However if you are wearing your emotions on your sleeve and feeling needy toward your ex it is only human nature that your ex boyfriend is going to push farther away. Think about the times in your life when someone has smothered you with attention – not showered you but smothered you. Big difference between the two.

The fact of the matter is no one likes to be dripping wet with someone who is so needy. Human nature steps in and pushes away what you so desire. Fighting against the laws of human nature will not get you what you want; namely to have your arms wrapped around your ex boyfriend and have everything back the way things were.

So you may be asking yourself “what then…what can I do to get my ex boyfriend back”? A better question may be “what can I stop doing to get my ex boyfriend back”? Are you text messaging him 50 times a day? Are you bombarding him with emails and phone calls. Are you attempting to make late night booty calls?Are you crying and pleading with him trying to make him feel sorry for you?

If so, this is very normal behavior for someone who has just had their heart put through a blender. Your heart cries out for your ex boyfriend, something it can not have. However if you are going to have a chance of getting your ex boyfriend back these actions are going to have to stop. I mean right now before it is too late!

Ok, so now we know what not to do. What can I do to get my ex boyfriend back? Go down this path instead.

You are going to have to start making human nature work for you and not against you – Reverse course. Your heart will fight you but start by taking a break from what has not worked. No more calls (booty calls included), text messaging or emails. If you have to see him, such as in class or work, be cordial but don’t talk to him for any length of time. Ideally though there should be no communication between the two of you.

Use the extra time to work on YOU. The focus should be on YOU. It should be all about loving YOU. Workout like a wild woman, read a great book you have been putting off, write about how you are feeling (don’t be tempted to email him what you wrote), go somewhere that you have never been before.

If you are a drinker stop drinking for awhile (just the opposite of what most people do). No doubt this will be a challenging time for you, but it will pay off no matter what happens between you and your ex boyfriend.

This is now where the laws of human nature start to work in your favor. You are no longer accessible to your ex boy friend. Your ex will start to wonder what has happened to you. It is human nature to be curious about where you have suddenly gone and what you have been doing. After all, this is the woman that had been pursuing him.

Now you become a bit mysterious. You are no longer coming on to him and human nature begins to flip around. You ex now is in a position to even start missing you. This of course could never be possible with your old smother him to death plan.

So what can you do to get your ex boyfriend back? Now you should be able to answer that question a whole lot better.

The idea behind this strategy is to work with human nature, not against it. The key to repairing a breakup is not to come across as desperate and needy. Take a breath, create some much needed space between you and your ex boyfriend. Change the focus over to yourself. Do things for yourself that empower you. Love yourself.

Before you know it human nature will swing the other way. When your ex boyfriend comes knocking make sure to not welcome him with open arms….yet. This would be a good time to play a little hard to get. Not rude or anything but not easy either. Take it slow and ease back into your relationship.

Before you know it the day will come when one of your girlfriend’s comes crying up to you asking “What can I do to get my ex boyfriend back?” Just remember to tell her to work with human nature, not against it.

By: Robert R. Cook

Culture Works Top Down And Never Bottom Up

Admin — Sun, 17 Jan 2010 14:35:25 +0000

ef=”http://rightselection.wordpress.com/2008/11/10/culture-works-top-down-and-never-bottom-up/” title=”Permanent Link: Culture Works Top Down And Never Bottom Up”>Culture Works Top Down And Never Bottom Up

To be successful in today’s competitive world, Shiv Khera’s message is: “Live with one philosophy: I will always give more than what I can get in life. I will always give more than what I can get to my family.

I will always give more than what I can get to my organisation. I will always give more than what I can get to my country. Trust me, then you have no competition. You will become competition.”

Over the last two decades or so, Khera has donned many a cap successfully — educator, business consultant, motivational speaker and entrepreneur. His attempt to enter the Indian parliament, recently, however, was an effort in vain.

It was his first book, You Can Win that made him famous overnight. The international bestseller, first published in 1998, has already sold over a million copies worldwide. Khera’s mantra for being successful: ‘Winners don’t do different things, they do things differently,’ became a global hit.

Khera, who shuttles between his offices in New Jersey, Singapore and New Delhi, has incorporated his years of experience as a motivator into developing a core programme known as the Blueprint for Success. Barista Expresso and Right Selection Event Management have partnered to organise a daylong workshop of Shiv Khera in Dubai on May 30. City Times caught up with Khera recently, while he was in town to promote his upcoming workshop.

What is your definition of success? Is success a relative term?

Success is absolutely a relative term.

Earl Nightingale defined success, which I believe is apt, as a progressive realisation of a worthy goal or ideal. Dissect each word of the definition: Progressive means, it is a journey and not a destination. So, you wouldn’t arrive at any final place. You get from the first point to the second, from the second to the third and you go on and on; Realisation is an experience — an accomplishment. You cannot make me successful. I must feel success within myself. It is internal and not external. Many a times, what appears success externally may be total hollowness internally; Worthiness determines the quality of the journey. Can people have unworthy goals in lives? Yes, they can. But what makes the goal worthy is our value system.

Here, we are talking about universal values, eternal values, which are cross country, cross culture, cross religion. Integrity and cheating is given the same meaning in New York, New Delhi, New Zealand — there is no difference at all. These values are time tested. They are old but not obsolete.They will be here 500 or 1000 years after you and I are gone. These are not like a fad or an ad, nor are they fashion of the day. These things don’t change. If you look at people’s lives, even cheats and crooks want their followers to be honest. How come? But it never works that way, because culture works top down and never bottom up. How can a supervisor enforce a no-smoking policy when he himself is seen smoking in a no-smoking area?

Do you believe that there is a lack of honesty and sincerity in today’s world?

I am sure most people, including me, believe so. There has been certain degradation of values globally.

There are two ways of handling degradation. One, when you don’t make that grade, you lower the grade, for it becomes easy for you to perform. Second, you increase your effort to make up to the existing grade. What most people do today is to lower their standards and accept it as a change of time. None of us are perfect. There is no society, which is perfect. But then, there is world of a difference between 22-carat purity and 8 carat purity.

Meaning of success has not changed. Opinions may change but values don’t. There was a time when a person did wrong, he or she felt bad — their conscience bothered them. Today, when a person does wrong and gets caught, he or she does not have remorse for doing wrong, the remorse is for ‘why did I get caught?’. This is a big shift in terms of values.

There is difference between reputation and character. Reputation is what other people think about us. Character is what we know who we are. Character is what we would not do even if we knew that we would not get caught. Whenever we do something positive, we rise in our own eyes. Similarly, whenever we do something wrong, even if no one is watching, we fall in our own eyes.

Should there be a balance between character and reputation?

We need to build reputation with a strong foundation of character. There needs to be substance underneath.

Why does one buy branded items? Some buy because of prestige, to gain identity. Many others buy branded stuff because it guarantees you minimum standards. This means brand equity is not an abstract, it is for real. People never buy price, they buy value.

You have talked about corruption in great detail in your book ’Freedom is Not Free’. Were you talking from your experience?

I am sure it is the experience of thousands of others too. Over the years, through my seminar and workshops, I have interacted with tens of thousands of people world over. Many of them have discussed with me about the issue.

The book was written with the Indian society in mind. My main purpose of the book was to bring out the distinction between ‘partners in crime’ and ’victims of crime’. Corruption is a progressive disease. It never stays stagnant. There was a time when bribe was considered speed money — something paid to get your work done faster. Today, it has taken a new turn. ‘Unless you give me money, I will make sure that your work is not done’ – that is the demand today. It has taken the turn of extortion.

Are we all corrupt or dishonest people? The answer is in the distinction. Suppose somebody is bleeding on the street after an accident, you take him to the hospital. You know if you bribe someone there, they will take him in. Otherwise, there would be no one in the hospital who would care for the accident victim. But your principle says you shouldn’t bribe. The question is would you then bleed him to death. So, you bribe someone in the hospital. Legally, you have become a criminal by paying a bribe. But ethically, you saved a life. In this case, are you a victim of crime or a partner in crime?

If you look at the life of Mahatma Gandhi’s life, he broke every British law. Anybody who breaks law is a criminal, then Mahatma Gandhi is a criminal. Gandhi said, beyond the law of land, there is a law of humanity and that is crucial. He also said, don’t talk values and principles on an empty stomach.

You have said, ‘failure is a detour, not a dead end. It is a delay, not a defeat’. Do you believe that there doesn’t exist a term as failure?

There is a big difference between failing and failure. I might have failed but I am not a failure. If you look at most success stories, they are stories of failure. Most peoples have dreams but not goals. You hear only about self-made success stories. Have you ever heard about a self-made failure story? Never. If you fail, then the blame is put on society, home, economy, horoscope and what not, but not you. This is universal.

According to you, successful people have a sixth sense — common sense. Is there a dearth in the use of the ‘sixth sense’ in today’s world?

Many people who are toppers in school and college are lost in real life situations. Your Ivy League education may be good enough to get you your dream job, fast. Once you start working, it is a level playing field. Unless you perform, you are considered not good enough. In real life, it is important to implement practical knowledge along with your college education.

Do you believe that sincerity and honesty fall on the same side of a coin?

Sincerity is an element of integrity. It is a value. Honesty, or dishonesty, is a habit. People who keep telling lies get caught when they tell the truth for the first time. Reverse it — people who are always honest get caught when they tell a lie.

It is important to know that weak people can never be sincere and cowards can never practise morality. Sincerity involves both integrity and courage. Weak people will always let you down.

By: Right Selection

Escaping Your In-Laws

Admin — Thu, 19 Nov 2009 14:50:55 +0000

Living next door to toxic in-laws can undermine your self-confidence, your close relationships and your marriage…

“If you’ve ever wondered whether you are the only one to have experienced problems with your in-laws, you will find that you are not,” says Faith Powers, during a recent interview with Inside Success.

Faith’s expertise in the subject came from 21 years of personal experience. “When you marry someone, you marry their whole family.” says Faith, a fact that most newlyweds don’t realize.

Here are strategies to maintain your self-confidence and avoid letting your in-laws take over your life:

Keep your sense of humor: You can use laughter to ‘fit in’ to a family who doesn’t readily welcome outsiders. Laughter is a great way to keep up your own health as you deal with stressful situations. When you want to cry, try to see the humor in your dilemma. Look at it from an outsider’s point of view. Dealing with toxic in-laws is emotionally draining, and laughter recharges your batteries. You can’t beat a humorous moment for releasing the hormones that make you feel better.

Set boundaries: We all need privacy in our relationships. One of the major problems with meddling in-laws is that they barge in at all hours of your life, and expect to be treated as honored guests. Faith’s experience has been that even when she bent over backwards to please her in-laws, they had nothing but complaints for her. Faith advocates setting limits with in-laws right after the wedding – if not before, as bad habits are hard to change.

Be observant: In the early stages of a marriage, it is easy to ignore the red flags of future problems. Pay close attention to how your date, fiance, or spouse interacts with family members, and vice versa. Advance warning about how intrusive the new in-laws want to be can make all the difference. For example, a mother-in-law’s dependence on her son for emotional or financial support is warnings of trouble down the road. So is excessive criticism of her child’s new spouse.

Defend your boundaries: We all push boundaries. Your in-laws are probably going to push yours and you need to be ready. Faith reached a point where she would anticipate visits from her in-laws, and refuse to allow them into her home when she felt too stressed to deal with them. Ask your spouse for help as a mediator. If you can’t trust your spouse to stand up for you, then you have a much bigger problem than in-laws.

Make a plan: If you have decided to get out of an irresolvable abusive marriage, quietly make a plan and treat it like your business. Most victims of domestic violence live in survival mode, constantly fearful of what their spouse may do to them or their children. A plan and a goal can get you a lot farther a lot faster than just running.

Your plan should include the following three things.

First, find a sanctuary. It is so important to arrange for safe places to go in emergencies. Having a sanctuary is like insurance for you and your children. Second, keep in mind that while you’re still married, you have access to legal documents that will be unavailable after you leave. Take the opportunity to make copies of deeds, assets, and income records. Third, get proof if you can. Don’t forget to keep a journal of abusive incidents as well.

Moving on: The final advice is don’t let the past rob you of your future. We all have regrets about past events; it’s part of being human. The key is to accept what has happened and move on. Depression likes to strike when you are at your weakest and years of abuse can rob you of your objectivity when it comes to your self worth.

Set new goals and stay focused on the future for inspiration to keep going. Make friends with your future and tell your past to get lost. “You can do anything your set your mind to”, says Faith. “Just look at me!”

Try these techniques out and you’ll better be able to focus on the overall goal of getting along with your in-laws.

By: Randy Gilbert

How to Train and Groom Precious Human Resources?

Admin — Tue, 03 Nov 2009 21:17:43 +0000

“The illiterate of the 21 century will not be those who cannot read and write but those who cannot learn, unlearn and relearn”, Alvin Toffler.

INTRODUCTION:

“By spending just 10 per cent of GDP (RS 4,90,000 Crores) on skill repair, the country would be able to generate extra income of 61 percent of GDP (RS 17,51,487 Crores) for the current unemployable youth”, according to India Labor Report 2007. It indicates the importance of ‘training and grooming’ which is required so as to enhance the efficiency of not only the unemployable youth but also the employed people. In this context, it is desirable to explain briefly about the fundamentals of education, training and development.

EDUCATION, TRAINING & DEVELOPMENT:

Education is a broader concept and it provides all round knowledge, skills, attitudes etc., Training is the narrow area, functional area and is more or less related to job. Training is subset of teaching and education. According to Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job”1. An automobile engineer having formal education, at times, may not be as capable of an automobile mechanic without formal education because of the training the latter had. The mechanic after working very hard continuously and mechanically for a long period becomes an expert not by education but by training and experience. It is like saying that, in a clinic, a compounder is better than a doctor who acquired a professional qualification. On the other hand, development is career oriented which helps in the growth of the individual as well as the institution.

Training is usually cut out for short term and it is meant for non managers mainly covering technical knowledge. Training is provided for imparting specific skills among operative workers and employees. The corporate trainer or supervisor has a pivotal role to play in this regard. On the other hand, development is cut out for long term and it is meant for managers covering theoretical as well as conceptual knowledge. Development denotes the overall growth of the executives where the executive motivates himself to develop. Rather development is a broader concept when compared with training.

UNEMPLOYABILITY AND UNEMPLOYMENT:

Mr.Amit Bhatia, founder CEO of Aspire said, “Only 39.5 per cent of graduates in India are employable and the challenge is to bridge the HR gap by providing skills training to the other 60 per cent”2.

Presently we have unemployability problem not unemployment problem. Everyone knows what unemployment is but a few are aware of unemployability. In the past, especially before the liberalization, privatization and globalization India had unemployment problem where the candidates had the eligibility, suitability and capability but jobs were not available due to lack of so many opportunities. But ever since the mid nineties many global MNCs have come to India and set up their shops and industries and as a result so many employment opportunities have been created. But unfortunately candidates do not possess the requisite skills and abilities which are expected by the employers. It is a state of unemployability problem. To some extent, it is the result of outdated academic system. The present educational system is theoretical oriented and no way related to the practical application and, as a result, the candidates struggle to get placed. In this context, it is desirable to dwell at length about the relevance of Soft Skills.

SOFT SKILLS:

There is an adage in business, “People rise because of their hard skills and fall because of (the lack of) soft skills”. Hard skills are the domain skills and are also called technical skills. Soft skills are like non domain skills and anything other than the subjective knowledge that helps in effective communication, presentation, team building and leadership are known as soft skills. These are also known as emotional intelligence and the interpersonal skills. To put it in a nut shell, the soft skills and hard skills are two sides of the same coin and the one without the other has no meaning.

IMPORTANCE OF SOFT SKILLS:

Soft skills believe in nurture rather than nature. It manages by interacting between subtle and fickle human beings. It enhances the efficiency at the work place and minimizes the attrition rate. It always makes an individual stay ahead of time.

Soft skills enhance employability of the candidates and provide a solid ground to get adjusted and get along in the organizations more effectively and efficiently. These enhance the core competence and confidence of an individual. The growing widening gap between the talent supply and technical demand can be narrowed down. In a nut shell, proper training in soft skills creates more opportunities for the fresh candidates thereby minimizing the talent crunch in the job market.

There should be inclusion of soft skill subject in the academic curriculum so that students will have confidence and courage to communicate in the corporate world.

Infosys conducted 5 day work shop on Soft Skills titled Special Training Program (STP) for the teaching faculty in Hyderabad in 2007 and it is a step in the right direction and it shows the significance attached to the area of soft skills.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

“William James of Harvard University estimated that employees could retain their jobs by working at a mere 20-30 per cent of their potential. His research led him to believe that if these same employees were properly motivated, they could work 80-90 per cent of their capabilities”.3

Training cuts down the costs and contributes to better utilization of machines and materials. It also helps to reduce the cost of raw materials and products thereby minimizing losses due to waste and poor quality products. Apart from this, it minimizes absenteeism, accidents, employee’s dissatisfactions and grievances. Production and the productivity can be enhanced as wastage is brought down and the employee’s efficiency is increased. There will be qualitative improvement both at the work front as well as at the human resources front. Motivation and morale will be extraordinarily high. Employees do not get boredom with the routine and outdated tools and techniques as training will help them get updated which leads to accepting new roles and responsibilities thereby giving better job satisfaction and sense of achievement. There will be total personal and professional safety thereby preventing health hazards. In a nut shell, there will be all round personal and professional prosperity and growth.

TYPES OF TRAINING:

Below are the various types of training. They are:

1. Induction training.

2. Job training.

3. Apprenticeship training.

4. Refresher training.

5. Internship training.

6. Training for promotion.

Induction Training: It is also known as orientation training as the newly recruited employee is oriented with the rules and regulations and roles and responsibilities of the institution. The employee learns the basic tools and techniques that are required to work on a daily basis. It is basically for short term period to the freshers by supervisors so that the freshers get acquainted with the organization. It is like tuning, training and grooming to the organization with in the shortest possible span of time.

Job Training: It is basically for providing specific skills related to job so that the freshers can perform at ease. It is basically for knowledge and skills’ imparting so as to provide confidence to the newly inducted employees.

Apprenticeship Training: It is like learning and earning where the fresh students will be provided with training related to knowledge and skills of a particular trade. Govt. of India has made it mandatory for a few employers to provide such kind of apprenticeship to students where class room instructions along with on the job training are imparted. Under this the employers get cheap man power and the trainees also get some wages for the work they rendered.

Refresher Training: It is also known as retraining where the employees who worked many years are provided with fresh training to get them updated with the latest developments in technology and other related areas of knowledge and skills. It is in this context, Dale Yoder aptly quoted, “Retraining programmes are designed to avoid personnel obsolescence”. It enhances both efficiency and efficacy.

Internship Training: Under this the educational institution ties up with the industry to provide training to its students for some time so that they get exposed to the industry who can be absorbed if the industry finds them suitable and competent. It is usually for the period from 6 months to 2 years. For instance, the engineering students work in the final year for some time in the business enterprise. So is the case of management graduates where they learn about the business by way of case studies during their class rooms and go for internship during the course or at the end of the course with business enterprises to get practical exposure and expertise.

Training for Promotion: It is a motivational move by the companies where the talented employees are short listed for further and higher training so that they can shoulder the roles and responsibilities when promoted.

TRAINING METHODOLOGIES:

A survey conducted by Kalra 4 indicated that participants would like to have training programs in the following areas:

- Training in taking responsibility/decision-making

- Greater practical focus rather than conceptual focus in training program. It indicates that the employees would like to work in challenging environment to touch their upper limits.

The main objectives of individual training methods could be: demonstration value, developing interest and finally, appeal to senses5. “Experience indicates that almost 75 per cent of what we imbibe is through the sense of right and the rest is through the sense of hearing, touch, smell and taste. From the trainer’s point of view it would be beneficial to utilize as many of the trainee’s senses as possible, in order to improve retention of learning”.

Knowledge, Skills and Attitudes (KSAs) are the basic things that are imparted by way of training. And the same is provided by three training methods such as Cognitive methods, Behavioral methods and Management Development methods. In Cognitive methods, theoretical training that includes knowledge and attitudes is provided. In Behavioral methods, practical training that highlights basically about the development of skills is provided. In Management Development methods, the employees are provided with the training keeping the future requirement in view.

COGNITIVE METHODS:

“Learning is not a spectator sport – - – - it is an active, not a passive, enterprise. Accordingly, a learning environment must invite, even demand, the active engagement of the student”, D.Blocher.

Under the cognitive methods we have the below methods of training:

Lectures: The knowledge is imparted by way of lecturing. The concepts related to specific skills are explained with theoretical classes with case studies.

Demonstration: The concepts so explained by way of theoretical methods will be demonstrated while all the trainees observe the same and learn. It enables the trainees to understand better as the skills are demonstrated in the presence of all. It is having better penetration and retention in the minds of the trainees.

Discussions: Here the work related tasks, skills and concepts are discussed to have better grasping and understanding. Discussions will help us learn effectively as we humans tend to forget 50 per cent of what we learn with in the first 48 hours unless we recall the things first.

Programmed Instruction: It is also known as Programmed Learning which is a self-teaching method particularly useful for transmitting information or skills that need to be learnt and placed in logical order. The instructor is replaced by an “instruction booklet” or a “teaching machine” or both. Again there are two approaches under this one is linear programming and the second one is intrinsic or branching programming and of these two the popularly used one is linear programming.

Under cognitive methods there are also other methods like Intelligent Tutorial System, Computer Based Training and Virtual Reality by which the training is imparted.

BEHAVIOURIAL METHODS:

Under these methods we have the following types of training methods:

Management Games: It is like creating a real life situation under controlled conditions where different teams are created and are encouraged to compete with one another. In this scenario the employees analyze the situation and take decision based on intuition and gut feeling. It is like a trial and error method without any major fall-out. And the feedback is given instantly so that the mistakes are corrected and the right methodologies are learnt and adopted.

Simulation Methods: A simulation method is used to develop, in a controlled environment, a situation that is as near to real life as possible, whereby people can learn from their mistakes. When individuals want to learn car driving they can undergo simulation method. After getting confident then they can go for driving the real cars. Similarly in defence organizations the pilots undergo flying under simulated conditions so as to avert any accident to the aircraft as well as to prevent the loss of life of the pilot. The astronauts and cosmonauts also work number of hours in a simulator before they embark on the real space shuttle aircraft.

Case Study: Harvard law professor, Christopher C.Langdell is the father of case study method. It provides learning by doing.

Yin has defined case study as “an empirical inquiry that investigates a contemporary phenomenon with in its real life context, when the boundaries between phenomenon and context are not clearly evident, and in which multiple sources of evidence are used”6.

Case study is a simulation of a management situation that helps the management graduates to react in a real situation and helps them by providing right direction towards right decision making and problem solving.

In-Basket Method: As the name indicates the problems that need to be addressed are placed in the basket. The trainees are asked to don the hat of the manager and look at the problems with in a given time frame. In day to day life the managers have to work under lot of pressure and under time constraints and deliver the results. The trainees step into the shoes of the manager and provide number of viable solutions towards decision making. And subsequently the same is evaluated by the experts and the comments are offered for improvement.

Role Playing: This technique is widely in developing human relations and leadership qualities. For instance, after delivering the lecture the faculty member may encourage a few of the students to come to the podium to deliver what they understood from the lecture. When student come to the podium and delivers then we can say that he is role playing like a faculty member. The faculty can offer feedback of the delivered lecture by the student. It is only for a limited time that the student feels like that of a faculty member and over a period of time he learns to deliver effectively and efficiently like faculty member by overcoming stage frit.

Under Behavioral Methods there are also other methods of training like Behavior Modeling, Business Games and Equipment Stimulators through which training is imparted.

MANAGEMENT DEVELOPMENT METHODS:

“Management or executive development includes all those activities and programs which have substantial influence on changing the capacity of the individual to perform his present assignment better and in so doing are likely to increase his potential for future management assignment”7.

There are two ways the Management Development is affected – one is by On-The-Job training method and the second is by Off-The Job training method.

On-The-Job Training: It is learning by doing. In this method, the employee is given training at the work place by his immediate supervisor. Under this we have the following methods of training.

Mentoring: Mentoring is the process of helping the mentee to realize the hidden potential or discover the hidden talents. It is a link between the mentor and mentee with the former getting sense of satisfaction and achievement and the latter learning and growing personally, professionally and socially.

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction”, John Crosby quoted. In brief, mentoring can be defined as the relation between an experienced individual and an inexperienced individual where the former provides the training and helps in grooming the latter.

Coaching: In this method the coach provides continuous training to the learner right from the beginning to the end. He constantly and continuously trains and grooms the learner. The coach guides and coaches but does not teach. He provides periodic feedback and evaluation by which the learner can learn quickly.

Job Rotation: An employee is put in various departments of the same organization so that he learns something of everything about all the departments in the organization. He becomes a Jack of all trades and, of course, he is already a Master of a specific trade. It will help an employee to reach higher position as he knows the ins and outs of the organization. And in future, he can not be misled by his subordinates due to lack of exposure to specific department. The prospects are brighter for the employee to become not only an efficient manager but also an effective leader.

Understudy: It is like preparing the subordinate employee to fill the bill as and when the vacancy arises due to resignation, promotion, transfer or retirement of his immediate superior. The advantage of this training is to ensure that the there is no losing the link in the organizational structure. There will be ready made supply of the talent as the subordinate is already is trained and groomed to fill the vacuum or to replace the incumbent.

Under On-The-Job Training Method we have also other training methods like Committee Assignment, Job Instruction Technique and Multiple Management by which also training can be imparted to the employees.

Off-The-Job Training: This kind of training can be acquired by the employee who is away from the work place as he works without any tension and without supervisor. It is only learning not ‘learning by doing’. Under this, we have the below methods.

T-Group Training: It is also known as Sensitivity training and also known as laboratory training as it is conducted under controlled conditions. This kind of training is very sensitive as the trainee is openly criticized or praised for his actions. The feedback is open and should be taken constructively and positively. The trainees who are very sensitive can not digest the feedback if given negatively. That is the reason it is known as Sensitivity training. This kind of training is led by a professional trainer who happens to be a psychologist or the one who knows the psyche of the trainees.

Special Courses: The employer may send the worthy employees for special courses which may benefit both the institution and the individual. The employer may sponsor in special cases with contractual agreement with the employee that the latter will not leave the organization after acquiring the courses and qualifications.

Specific Readings: The articles related to the nature of work are sent to the employees so that they can get updated with the various dimensions of their area and also about the latest developments and happenings. It will help them to apply in their real life scenario and grow both personally and professionally. Most of the employees who have the hunger for knowledge are always on the look out for the write-ups or articles or newspaper cuttings of business magazines like Business Today, Business World, business journals like Harvard Business Review, ICFAI Magazines and business newspapers like The Economic Times, Business Standard, Financial Express etc.,

Conference Training: Companies conduct conferences periodically to exchange information, enhance knowledge base and also to solve problems. In this, the conference members and conference leader will have wider opportunity to grow professionally as different shades of opinions are expressed openly which provides an opportunity to rate one’s opinions vis-à-vis others. It enlightens the individuals participated where do they stand in decision making and problem solving. Besides learning they also develop empathy and respect towards the opinions of other conference members.

Transactional Analysis (TA): It was developed by Eric Berne, a psychiatrist who is best known for his book, Games People Play, which was popularized by Thomas Harris in I’m, OK – You’re OK. Muriel James and Dorothy Jongeward’s book, Born to Win, showed how people could apply TA to their personal lives8. Transaction is the exchange of words and behavior between two people which is concerned with social interaction. Stroke is nothing but feedback or recognition which can be either positive or negative. When you praise some one then it is a positive stroke and when you criticize some one then it is a negative stroke. According to Eric Berne, every person has three ego states such as Parent ego state, Adult ego state and Child ego state. Every person undergoes all the three ego states depending upon the situation and occasion.

Under the Off-The-Job Training, there are other methods like Straight Lectures, Case Study, Simulation Exercises and Role Playing by which also the training is imparted.

HOW TO DESIGN A TRAINING PROGRAM?

Training is subset of teaching and it should be on a continuous basis and Human Resources Manager plays a crucial role to see that the training activities take place on a regular basis.

Before rolling out the strategy for a training program it is necessary to look at the vision and mission of the organization as it helps in designing the training schedule and module properly. It is also desirable to look at the short term goals and long term objectives of the organization. After going through the same it provides a clear cut direction and guideline for the plan of action for training.

Any training program should have the following four stages and steps.

1. Identification of Training Needs,

2. Setting Training Objectives,

3. Organization of Training, and

4. Evaluation of Training.

1. Identification of Training Needs:

It is necessary to find out the critical gaps between the expectations and the realities of the employer. Unless these are found out it is very difficult to design the training program. The technology is changing rapidly and the human resources should keep pace with the rapid changing technology and if the same if not kept then the necessary tools and techniques related to training should be created to keep the employees on the right track and fast track. While identifying the needs it is vital to look at the issue from three dimensions like organizational front, human resources front and at the task front. Efforts should be made to bring effective synchronization and coordination among these three fronts as these are interrelated.

2. Setting Training Objectives:

After identifying the training needs then set the goals and objectives which are in tune with the needs and demands. Once the objectives are set then the next stage is to create training schedule and module. In this context, let us look at the role of trainers.

Role of Trainers: These days there is steady growth of corporate and soft skill trainers in India who work either full time or as freelance faculty. The companies are gradually realizing the importance of imparting right training to their employees so that they get updated, attuned with latest teaching and training methodologies and developments and stay competent and compete. All companies and especially IT and BPO companies where attrition is high have realized the role of corporate trainers and are hiring them to motivate their employees on continuity basis.

Conducting workshops, seminars and conferences periodically will help the employees release and relive from their routine burdens and monotony and they get recharged by corporate training activities and as a result they contribute the work with more energy and enthusiasm.

3. Organization of Training:

Organization of training is essential as it saves the time and energy and also provides right direction towards effective training. In this context, let us look at the qualities needed for a trainer, tips for trainers, training tips and trainer’s rapport with the trainees.

Qualities of a Trainer:

• He should have passion towards training.

• Should have presence of mind and should have the ability to respond any type of queries.

• Must be a great communicator with the ability to motivate and inspire the audience.

• Should have courage and confidence to face the crowd.

• Should have possessed work experience that helps him to give too many examples based on experience. Along with examples he can teach the skills and abilities which are essential for the trainees.

• Should be a psychologist, if not, should know the pulse of the audience so that he can reach the audience effectively and efficiently.

• Should have higher levels of energy and enthusiasm.

• Should have good sense of humor.

• Should have read many books that provide food for thought for the trainees.

• Should have traveled widely as it develops tolerance towards others’ cultures and values.

• Should have emotional intelligence.

• Should be a good net worker, observer, and listener.

• Should be tactful while handling question and answer session.

• Should be good at presentation skills and interpersonal skills.

Tips for Trainers:

1. Don’t load the entire information at one go. Instead of which give out the information in a piecemeal manner. It is like that of a diabetic patient who takes meals with regular intervals as it helps in better digestion and contains the disease. No session should last for more than 2 hours at one go as the trainees will resist too much intake of information at a time.

2. Give the easy stuff first followed by the tough stuff gradually so that trainees will be able to absorb the contents.

3. Keep relevant case studies and examples under your fold. Apply the same depending upon the context.

4. Keep message oriented stories so that the same can be delivered along with the contents as humans would love to listen to stories. Message oriented stories not only give morals but also inspire the audience to think and apply in real life.

5. Leave your ego at the door. How giant you are is not the yardstick but how effectively you teach and train is the criteria. When you train well the audience will applaud and recognize your abilities and talents and it boosts your ego automatically.

6. Involve the trainees into team games and activities if possible. Research reveals that human would remember 20 per cent of what he listens, 30 per cent of what he sees, 50 per cent of what he listens and sees and 80 per cent of what he listens, sees and does.

7. Always start with a small story or an example or an anecdote and then correlate the same with the training material. It arouses interest apart from creating the best impression.

8. If previous session was held start the session by linking with the previous session as it easily connects the contents and carries the audience in a natural training flow.

9. Lay stress on quality not quantity. Apply the Socratic Method where the answers are found out from the questions raised by the trainees. It also encourages the trainees to think creatively and innovatively. It inspires them to think through training material thoroughly.

Training Tips:

• Avoid jargon. Every field has its own jargon and it is not proper to expect the audience to know a specific jargon. In extreme cases if jargon can not be avoided it is better to explain the jargon then proceed further so that the trainees can get glued to the training process.

• Always use positive strokes that encourage the audience to show interest in the training activity.

• Encourage questions and discussions from the audience.

• Have patience when a few trainees do not show any interest in the session. Apply the tools and techniques so that they can be brought into the training fold actively. In this context, application of humor is essential.

• Tailor the training as per the needs of the trainees to avoid wastage of time, money and energy.

• Appreciate the audience generously.

Trainer’s rapport with trainees:

• The trainer must greet the trainees. And he must start the session with ice breaking activities.

• He must remember the first names of a few trainees to keep the training activity alive and kicking.

• He must encourage informal conversation.

• He must keep the trainees at comfortable posture and encourage the trainees to pair up and familiarize with them.

• He must stick to punctuality and start the session as per the scheduled time.

• Use easy to understand examples.

• He must change his strategies depending upon the response of the trainees. If he finds that particular strategy of training is not working out he should shift his strategy that is acceptable to the maturity level of the trainees.

• He should create an ambience that is conducive for learning and training.

• He should ensure that all the trainees take part in the training process actively. If possible he must offer small gifts to encourage the non-participants.

4. Evaluation of Training:

Hesseling has divided the evaluation of training into four categories – trainee, the trainer, the training experts or directors, and management 9.

It is the last but not the least stage where the amount of hard work that has been put in is evaluated. After the training the feedback forms should be given to the trainees to find out the effectiveness of the training and the competency of the trainer. The feedback questionnaire should have both open ended and close ended questions by which the performance of the training can be evaluated. It will also help the organizers to cover the areas that have been left uncovered in this training activity.

CONCLUSION:

Srinivasan’s study 10 (based on a sample of trainers, trainees, program organizers and sponsors) indicated that in future the following would be the potential areas of training:

• Man Management

• Corporate Planning

• Marketing Management and Sales promotion.

The above information is an indication of the importance of training in those areas in the years to come. It will also help the organizations to find out where the future of the training activities lies.

Training is only a comma not a full stop. With the growing competition across the globe due to the rapid changing technology the concept and process of training is changing and will also undergo drastic changes in the years to come. Out of the four major pillars of an organization such as ‘men’, ‘machine’, ‘material’ and ‘money’ it is the pillar of ‘men’ that plays a crucial role to survive and succeed in the corporate world. It is but natural that we can stay competitive only by effective and efficient training and grooming of precious human resources.

REFERENCES:

1. ‘Principles of Personnel Management’ by Edwin B. Flippo, McGraw-Hill, Tokyo, 1989, p 209.

2. ‘Invest more on training, right hiring’ Business Line, page 5 dated 18 May 2008.

3. ‘Personnel Management’ second edition by Arun Monappa, Mirzasi Yadain, and sixth print 2000.

4. ‘Objectives of Training’ by S.K.Kalra, Indian Manager, July-September 1972 3(3).

5. ‘Developing People in Industry by D.H.Fryer, M.R.Feinberg and S.S.Zalkind, (New York: Harper And Brothers, 1956).

6. ‘Case Study Research: Design and Method (revised ed.) by Yin R.K., Sage Publications, Newbury Park, C.A., 1989.

7. ‘National Industrial Conference Board, The Management Record’, March 1961, p.8.

8. ‘Transactional Analysis in Psychotherapy’ by Eric, Berne, (New York: Grove Press 1961): Eric Berne, Games People Play (New York: Gove Press, 1964): Thomas A Harris, I’m O.K. You’re O.K. (New York: Harper & Row, 1967): Muriel James and Dorothy Jongeward, Born to Win (Reading, Mass; Addison-Wesley, 1971).

9. ‘Strategy of Evaluation Research’ by P.Hasseling, (The Hague: Van Gorcum, 1966) p.49.

10. ‘Executive Development in India – A Futuristic Profile’ by A.V.Srinivasan, ASCI Journal of Management, Vol 6 No: 2 March 1977, pp.135-146.

.

Referred the book titled ‘Human Resource Management Concepts and Issues’ by T.N.Chhabra, Second (Revised) Edition, 2001 for fundamentals

By: Prof.M.S.Rao

What Do Your Children Need to Know to Succeed in Today’s World? and What Can You Do to Help Them at School and at Home?

Admin — Fri, 02 Oct 2009 08:13:55 +0000

is changing at an extraordinary pace. Twenty-five years ago, most young people who mastered the “3 r’s” of reading, writing, and arithmetic and had a high school diploma were likely to be able to get and keep a decent job. Not so today. In research for my new book, I’ve come to understand that there are seven “survival skills” all young people need to master for success in today’s world. The skills needed for careers, college, and citizenship have converged. Students who leave high school without them are far less likely to get a good job, succeed in college, or be an active and informed in our democratic society.

All Kids, New Skills

Here are the Seven Survival Skills, as described by some of the people whom I interviewed:

Critical Thinking and Problem Solving

“The idea that a company’s senior leaders have all the answers and can solve problems by themselves has gone completely by the wayside . . . The person who’s close to the work has to have strong analytic skills. You have to be rigorous: test your assumptions, don’t take things at face value, don’t go in with preconceived ideas that you’re trying to prove.”

– Ellen Kumata, consultant to Fortune 200 companies

Collaboration Across Networks and Leading by Influence

“The biggest problem we have in the company as a whole is finding people capable of exerting leadership across the board . . . Our mantra is that you lead by influence, rather than authority.”

– Mark Chandler, Senior Vice President and General Counsel at Cisco

Agility and Adaptability

“I’ve been here four years, and we’ve done fundamental reorganization every year because of changes in the business . . . I can guarantee the job I hire someone to do will change or may not exist in the future, so this is why adaptability and learning skills are more important than technical skills.”

– Clay Parker, President of Chemical Management Division of BOC Edwards

Initiative and Entrepreneurship

“For our production and crafts staff, the hourly workers, we need self-directed people . . . who can find creative solutions to some very tough, challenging problems.”

– Mark Maddox, Human Resources Manager at Unilever Foods North America

Effective Oral and Written Communication

“The biggest skill people are missing is the ability to communicate: both written and oral presentations. It’s a huge problem for us.”

– Annmarie Neal, Vice President for Talent Management at Cisco Systems

Accessing and Analyzing Information

“There is so much information available that it is almost too much, and if people aren’t prepared to process the information effectively, it almost freezes them in their steps.”

– Mike Summers, Vice President for Global Talent Management at Dell

Curiosity and Imagination

“Our old idea is that work is defined by employers and that employees have to do whatever the employer wants . . . but actually, you would like him to come up with an interpretation that you like — he’s adding something personal — a creative element.”

– Michael Jung, Senior Consultant at McKinsey and Company

New Learning and Roles for Parents in the Community

The problem we face as parents is that these are not the skills currently being taught and tested — even in our “good” suburban schools. In America today, I’ve discovered that there is only one curriculum in most of our schools: “test prep.” What gets taught is only what gets tested. And because almost all of the tests students take — from state tests for No Child Left Behind to Advanced Placement exams — require a great deal of memorization and factual recall, these are the only skills being taught in most classrooms. As a consequence, one out of every two students who start college never completes a degree, and employers report that young people today are ill-prepared for the 21st century workplace.

The impact you can have on teacher or school or district may be limited as one individual. I believe parents and concerned community members must work together to become effective advocates for teaching and testing the skills that matter most.

In the last chapter of my book, The Global Achievement Gap: Why Even Our Best Schools Don’t Teach The New Survival Skills Our Children Need — And What We Can Do About It, I suggest that parents and community members must first understand some of the ways the world has changed and how schools need to differently prepare our students for success. Book groups, PTA meetings, and discussions in our churches and synagogues all provide opportunities for the kind of adult learning we need in order to be prepared to ask school board members, educators, and policy makers some important questions like:

•    What do you think are the most important skills our high school graduates need today to succeed?

•    How are you teaching and assessing these skills?

•    How are you gauging the success of our schools — by test scores or by the numbers of students who go to college and succeed there, as well as by how well prepared students are for work? Have you talked to employers and recent graduates of our schools to see if our students graduate with the skills they need?

New Ways to Support Our Children At Home

Many business leaders and educators alike worry about this generation’s “lack of work ethic.” However, I’ve come to understand that the “net generation” is not unmotivated, but rather very differently motivated. Growing up tethered to the internet as most are, today’s teens crave connection with others and learning through discovery. They are accustomed to multitasking in a multimedia world and so find most work in schools to be pointless and boring. But, as parents, we worry about our children’s futures and so push them to succeed in school. We look at their grades and fret about whether they will get into a “good” college. We push them to do more of the “right” things for their college application, and we hope that they will have a lucrative career some day.

All of these concerns are understandable, but the young adults whom I interviewed — when I asked what advice they’d give parents — told me that much of this parental worrying and pressure is actually counterproductive.

Andrew Bruck, a Princeton graduate and currently enrolled at Stanford Law School told me that “parents need to respect the extraordinary capacity of students. Our generation wants to do things. It’s important to nurture children’s creativity. There’s so much pressure to succeed and to go to a brand-name school. There’s no need for parents to pile on the stress.”

A young woman in a focus group I conducted at a New England college agreed, saying “Parents need to support children in their dreams — even if it’s wanting to be an artist.” Another in the group chimed in: “Parents shouldn’t worry so much about how their children are doing in school. They should find out more about what their extracurricular interests are.” Bruck’s high school experience certainly confirmed the importance of extracurricular activities in students’ lives.   He told me that he learned more about writing and managing deadlines and leadership from his experience as editor of his high school’s newspaper than he did from any of his classes.

Matt Kulick, a Cornell grad who now works a Google, had perhaps the best advice for parents when he said “A lot of my friends never had a good idea of what they liked or wanted to do because their parents said ‘you’re going to be a doctor’ or . . . And it doesn’t help to tell your kids to do more homework or to always ask them what grade they got. Parents need to find out what their kids like . . . My parents motivated me to do well — not to get A’s but to give my best effort. They trusted me.”

Being an advocate in your community for 21st century teaching and learning, and trusting your children as they explore their interests. Easy to say, but hard to do. As parents we, too, need to continue to develop our mastery of the Seven Survival Skills — and to be models for our children — as we grow and learn together.

©2008 Tony Wagner

By: Tony Wagner