A work shop on soft skils & job readiness
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The workshop is designed and delivered to all MBA students in order to make them campus ready on 29/09/12 the presentations is made by the LEARNER GROUP of Depatment of management studies. skyline ...

The workshop is designed and delivered to all MBA students in order to make them campus ready on 29/09/12 the presentations is made by the LEARNER GROUP of Depatment of management studies. skyline group of institutions Greater noida

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A work shop on soft skils & job readiness Presentation Transcript

  • 1. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida Learner Groups presents A WORK SHOP ON SOFT SKILLS & JOB READINESS Supervised ByMr. Pawan Kumar Tripathi (Faculty of HR) &MR. Sarvendu Tiwari (Faculty of finance) Department of management studies Skyline Group of institutions, Greater noida
  • 2. A WORK SHOP ONPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida SOFT SKILL & JOB READINESS Presented By- Learners group
  • 3. Agenda of the workshop Starting of work shop P1&P2  Resume writing (P3) Introductions (P3)  Group Discussion Skyline a right for job seekers (video  Videos of Group Discussion (asses clip of job fair) your fault) Introduction about the personality  Body language Temperament  Interview Swami Vivekananda concept of  Videos of interview (asses your fault) personality development (P4)  Strategy for cracking the interview Inter-personal skills (P3)  Wanted to become smart (P12) Johari window  Seven good thoughts (P13) Questions answer session  Essentials of a professionals (P14) Tata company (P5)  Identity of a professionals (P3 ) Reliance group (P6 & P7)  Motivational PPT Soft skills (P3)  Questions answer session ( Maruti Suzuki (P8) PRESENTATER 1 TO 16 ALL) Dabur (P9) (P10) (P11)  Valedictory session. (P1 & P2 ) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 4. Introductions: LearnersGroup Miss. Runi kumari  Mr. Omkarnath tiwari Miss. Khusbhoo  Miss. Devender kaur Mr. Satyesh C. Gupta  Mr. Manish mishra Mr. Shishir mishra  Mr. Anand singh Mr. Ram dular  Mr. Shavej ali Mr. Binay kumar  Miss. Arti shah Miss. Noopur  Mr. Jivanlal patel Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 5. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 6. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 7. Skyline a right for job seekers Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 8. INTRODUCTION Are you a job seeker? Is job necessary for you? Would you think you have a good personality? Are you good communicator? Are you ready for the job now ? Are you ready to sell yourself ? Have you asses your value ? Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 9. Now you are at right place Come let us know some thing Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 10. Changing scenario: A raised bar The bar has been raised by the industry. For decades the main focus of the industry was on hard skills. Hard skills means skills to perform only the job functions The era of LPG changed the realm of industry. The industry ambience is undergoing a rapid transformation. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 11. Cont--------------- Now the industry required very different skills. With the disappearance of a protected economy, successfully competing with the world’s best, not only the local group, is a vital to the success of the companies and individuals. This calls soft skills and personalities that go beyond depth knowledge and qualifications. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 12. RememberPersonality and soft skills are the indispensible wheels that help the monolith of the modern industry Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 13. The right personality for the job At all levels of the organizations, is people with the right personality. That suits the requirements of the job. There is not a fix personality that is right for all roles and circumstances. Some positions and situations calls for aggressive and bold leadership from the front. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 14. The right personality for the job A personality that has the backbone of courage and clarity of thinking, and one that exhibits strong and soft skills in verbal or written com skills will be immensely successful in such a scenario. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 15. Reflect your personality The criticality of personality and soft skills in career growth starts at the very outset when— Writing the resume Going through the Hiring process such as— Group discussion Job interview Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 16. These are you: you can if youwill Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 17. Resume A person’s resume provides the employer the first glimpse of a candidate personality. A candidate brings out his /her attributes while writing the curriculum-vitae. Looking the resume the employer creates a first impression of the personality of the candidate, even before the interview. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 18. Group discussion The Group discussion is the integral part of selection process. A group settings, coupled with a carefully chosen topic, brings out the real personality and multiple soft skills of participants. GD also bring out the sharp contrast between different personalities– a good listeners, poor listeners, good and poor communicators, introverts and extroverts and so on. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 19. Job interview Job interview are the possibly the most important opportunity to exhibits one’s personality traits and soft skills. Form the moment you entered into the room your personality is started to observe by employer. Your selections depends upon the hard skills and more on soft skills exhibited. The examples chosen by candidates reflect their Kumar Tripathi Asst. Professor (HR) skyline Group of Pawan strength and weakness. institutions Gr. Noida
  • 20. Soft skills for the first job or in earlystage of career advancement The key soft skills required are— COM skills Teaming and interpersonal skills Learning Positive attitude Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 21. Personality traits and soft skills forthe future career advancement The skills required are ---- Leadership Depth knowledge domain- hard skills Balanced and consistent COM skills Coaching through story telling. Logical & rational thinking Decision making Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 22. Know your personality A positive move Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 23. Personality developmentPoor Personality Good Personality Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 24. Personality― I know that I had come face to face with some one whose mere personality was so fascinating that, if I allowed it to do so, it would absorb my whole nature, my whole soul, my very art itself‖ -- Oscar wilde Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 25. Personality Personality is concerned with the psychological pattern of an individual--- Thoughts Emotions And feelings Which are unique to a person Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 26. Moulding your personality In fact the totality of character , attributes and traits of a person are responsible for molding his/her personality. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 27. Personality : intro--- The term personality comes from Latin word persona which means mask. In layman language personality is a set of qualities that makes a person different from others. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 28.  Reputations is what people think you are Personality is what you seems to be Character is what you really are Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 29. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 30. Personality attributes and theircharacteristicsIndividual personality characteristicsattributes Maturity  Wisdom, sagacity, depth Achievement- oriented  Performance and goal oriented Intellectual  Sharp, intelligent Emotional  Excessive feelings Energetic  Active, Agile Physical attribute  Healthy, robust, strong Material attributes  Spendthrift, possessive Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 31. Temperaments Happy Sadness Gloomy Cheerful Jovial Anger loneliness Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 32. Temperaments Personality temperament have its origin in 400 BC Great physician Hippocrates categorized the personality patterns into four types depending on the bodily fluid or humors. According to Hippocrates four main humors or bodily fluid are found in human body Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 33.  The four main humors are – yellow bile, black bile, blood and phlegm Any one fluid out of all four is in dominant state The nature and temperament of the person depends upon the domination of that fluid Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 34.  Yellow bile –  The domination of yellow bile in a person gives rise to irritable behavior.  The person is found more often restless and hot- blooded  These kind of persons are termed as ―choleric‖ Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 35.  Black Bile-  Dominant state of this fluid arise symptoms of depression in the person  These kind of persons are known as ―melancholic‖ Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 36.  Blood-  The dominant state of this fluid makes the person cheerful and jovial  The persons with dominant blood fluid is known as ―Sanguine‖ Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 37.  Phlegm-  The dominant state of this fluid in a person gives rise to calmness and inactiveness  Such persons are less emotional  Suchpattern of personality is called ―Inactive or phlegmatic‖ Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 38. Ancient Greek Humors Calm IrritableOptimistic Depressed Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 39. According to this categorizationstemperaments can be categorizedas- Sanguine temperaments  Caused by excess of blood Melancholic temperaments  Caused by excess of spleen Phlegmatic temperaments  Caused by excess of phlegm Choleric temperaments  Caused by excess of Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of bile institutions Gr. Noida
  • 40. Attributes and temperamentsAttributes Temperaments Sanguine  Optimistic, confidents, temperaments hopeful , cheerful  Sad, miserable, Melancholic gloomy temperaments  Placid, indifferent, apathetic Phlegmatic temperaments  Angry, irritable, hot tempered Choleric temperaments skyline Group of Pawan Kumar Tripathi Asst. Professor (HR) institutions Gr. Noida
  • 41. Personality pattern According to a theory expostulated by Carl Jung (1875-1961) a contemporary of Freud, all personal characteristics are by-product of two fundamental attitudes types— Introversion Extroversion Besides these several temperaments also plays a vital role in determining personality Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 42. Are you believe? Personality is god gifted (by borne) Personality can be mould, shaped and refined. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 43.  Personality, unlike what many people believe, is not in born and static. It can be consciously developed and changed. With conscious effort , one can project the desired personality. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 44.  Personality is our ornaments identity, as perceived by others. A particular personality can be groomed Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 45. Freudian analysis of personality Id Ego superego Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 46. Freud’sThree-Part Personality Structure Id Ego Superego Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 47. The Id Is the original personality, the only part present at birth and the part out of which the other two parts of our personality emerge  Resides in the unconscious mind  Includes our biological instinctual drives, the primitive parts of our personality located in our unconscious  The nervous system, as id, translates the organisms needs into motivational forces called, in German, Triebe, which has been translated as instincts or drives. Freud also called them wishes.  Life instincts for survival, reproduction, Pawan Kumar Tripathi Asst. and pleasure Professor (HR) skyline Group of institutions Gr. Noida  Death instincts, destructive and
  • 48. The Id.. Id Operates on a pleasure principle; that is, it demands immediate gratification for these drives without the concern for the consequences of this gratification For tension reduction aroused out of the mental conflict, Id uses two mechanism:  Reflex action- In this mechanism ID reduces tension by responding to the source of tension. E.g. coughing, sneezing, blinking of eyes  Primary Process- In this process the person imagines the situation or the thing from which he has been deprived to reduce the tension Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 49. The Ego Starts developing during the first year or so of life to find realistic and socially-acceptable outlets for the id’s needs  Operates on the reality principle, finding gratification for instinctual drives within the constraints of reality (the norms and laws of society)  Part of the ego is unconscious (tied to the id) and part of the ego is conscious and preconscious (tied to the external world)  Serves as the executive (HR) skyline Groupthe Pawan Kumar Tripathi Asst. Professor manager of of personality institutions Gr. Noida
  • 50. The Superego Represents one’s conscience and idealized standards of behavior in their culture  Operates on a morality principle, threatening to overwhelm us with guilt and shame  The demands of the superego and the id will come into conflict and the ego will have to resolve this turmoil within the constraints of reality  To prevent being overcome with anxiety because of trying to satisfy the id and superego demands, the ego uses what Freud called defense mechanisms, processes that distort Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of reality and protect us from anxiety Noida institutions Gr.
  • 51. Dynamic or structural Model According to Freud structural model refers to those means by which the mental conflicts aroused out of instincts are resolved By instincts Freud referred to An inborn pattern of behavior that is characteristic of a species and is often a response to specific environmental stimuli Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 52. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 53. Defense MechanismsRepression Unknowingly placing an Not remembering a unpleasant memory or traumatic incident in thought in the unconscious which you witnessed a so that we are not anxious crime about them; the primary defense mechanismRegression Reverting back to Throwing temper tantrums immature behavior from an as an adult when you earlier stage of don’t get your way developmentDisplacement Redirecting unacceptable Taking your anger toward feelings from the original your boss out on your source to a safer substitute spouse or children by target yelling at them and not Pawan Kumar Tripathi Asst. Professor (HR) skyline Groupyour boss of institutions Gr. Noida
  • 54. Defense MechanismsSublimation Replacing socially Channeling aggressive unacceptable impulses drives into playing football with socially acceptable or inappropriate sexual behavior desires into artReaction Acting in exactly the Being overprotective of opposite way to one’s and lavishing attention on unacceptable impulses an unwanted childProjection Attributing one’s own Accusing your boyfriend unacceptable feelings and of cheating on you thoughts to others and not because you have felt like yourself cheating on himRationalization Creating false excuses for Justifying cheating on an one’s unacceptable exam by saying that feelings, thoughts, or everyone else cheats Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of behavior institutions Gr. Noida
  • 55. Unhealthy Personalities Develop not only when we become too dependent upon defense mechanisms, but also when the id or superego is unusually strong or the ego unusually weak Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 56. Swami Vivekananda concept ofPersonality development According to the vedantic concept advocated by Swami Vivekananda, all round harmonious development of is possible if proper attention is given to the five dimensions. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 57. Vedanta 5 traits Physical self Energy self Intellectual self Mental self Blissful self Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 58. Inter-personal skills Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 59. interpersonal skills An interpersonal relationship is an association between two or more people that may range from fleeting to enduring. This association may be based on inference, love, solidarity, regular business interactions, or some other type of social commitment. Interpersonal relationships are formed in the context of social, cultural and other influences. The context can vary from family or kinship relations, friendship, marria ge, relations with associates, work, clubs, neighborhoods, and places of worship. They may be regulated by law, custom, or mutual agreement, andProfessor (HR) skyline Group of social Pawan Kumar Tripathi Asst. are the basis of groups and society asinstitutions Gr. Noida a whole.
  • 60. Types of relationships A relationship is normally viewed as a connection between individuals, such as a romantic or intimate relationship, or a parent–child relationship. Individuals can also have relationships with groups of people, such as the relation between a pastor and his congregation, an uncle and a family, or a mayor and a town. Finally, groups or even nations may have relations with each other, though this is a much broader domain than that covered under the topic of interpersonal relationships. Interpersonal relationships usually involve some level of interdependence. People in a relationship tend to influence each other, share their thoughts and feelings, and engage in activities together. Because of this interdependence, most things that change or impact one member of the relationship will have some level of impact on the other member. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 61. Factors affecting interpersonal relationship Self concept (Belief ,Feeling Behaviors) Interpersonal Interpersona Factors need l affecting (need for attractions affections, IPR control and inclusions) Interpersonal orientations (Tough battler, friendly helper and objective Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of thinker) Gr. Noida institutions
  • 62. Developing IPRKey actions- Forming first impressions. Developing Mutual expectations. Honoring psychological contract. Developing trust and influence. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 63. Understanding interpersonalrelations Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 64. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida―Johari window‖ INCREASING INTERPERSONAL AWARENESS
  • 65. Johari window The Johari window is a technique created by Joseph Luft and Harry Ingham in 1955 in the United States, used to help people better understand their relationship with self and others. It is used primarily in self-help groups and corporate settings as a heuristic exercise. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 66. Conti----- Open: Adjectives that are selected by both the participant and his or her peers are placed into the Open quadrant. This quadrant represents traits of the subjects that both they and their peers are aware of. Hidden: Adjectives selected only by subjects, but not by any of their peers, are placed into the Hidden quadrant, representing information about them their peers are unaware of. It is then up to the subject to disclose this information or not. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 67.  Blind Spot: Adjectives that are not selected by subjects but only by their peers are placed into the Blind Spot quadrant. These represent information that the subject is not aware of, but others are, and they can decide whether and how to inform the individual about these "blind spots". Unknown: Adjectives that were not selected by either subjects or their peers remain in the Unknown quadrant, representing the participants behaviors or motives that were not recognized by anyone participating. This may be because they do not apply or because there is collective ignorance of the existence of these traits. Tripathi Asst. Professor (HR) skyline Group of Pawan Kumar institutions Gr. Noida
  • 68. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 69. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 70. Increasing awareness (with time passes) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 71. TA offers a model of personality and the dynamics of self and its relationship to others that makes possible a clear and meaningful decisions of behavior Transactional analysisPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 72. TA cont-- Transactional Analysis is a theory developed by Dr. Eric Berne in the 1950s. Originally trained in psychoanalysis, Berne wanted a theory which could be understood and available to everyone and began to develop what came to be called Transactional Analysis (TA). Transactional Analysis is a social psychology and a method to improve communication. The theory outlines how we have developed and treat ourselves, how we relate and communicate with others, and offers suggestions and interventions which will enable us to change and grow. Transactional Analysis is underpinned by the philosophy that: people can change we all have a right to be in the world and be accepted Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 73. Different ego states under TA At any given time, a person experiences and manifests their personality through a mixture of behaviours, thoughts and feelings. Typically, according to TA, there are three ego-states that people consistently use: Parent Adult Child Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 74. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 75. Parent ("exteropsyche") a state in which people behave, feel, and think in response to an unconscious mimicking of how their parents (or other parental figures) acted, or how they interpreted their parents actions. For example, a person may shout at someone out of frustration because they learned from an influential figure in childhood the lesson that this seemed to be a way of relating that worked.1. Nurturing parent ego2. Critical parent ego Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 76. Adult ("neopsyche")a state of the ego which is most like a computer processing information and making predictions absent of major emotions that could affect its operation. Learning to strengthen the Adult is a goal of TA. While a person is in the Adult ego state, he/she is directed towards an objective appraisal of reality. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 77. Child ("archaeopsyche")a state in which people behave, feel and think similarly to how they did in childhood. For example, a person who receives a poor evaluation at work may respond by looking at the floor, and crying or pouting, as they used to when scolded as a child. Conversely, a person who receives a good evaluation may respond with a broad smile and a joyful gesture of thanks. The Child is the source of emotions, creation, recreation, spontaneity and intimacy. Natural child Adaptive child Rebellion child Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 78. Transactions and Strokes Transactions are the flow of communication, and more specifically the unspoken psychological flow of communication that runs in parallel. Transactions occur simultaneously at both explicit and psychological levels. Example: sweet caring voice with sarcastic intent. Strokes are the recognition, attention or responsiveness that one person gives another. Strokes can be positive (nicknamed "warm fuzzies" or negative ("cold pricklies"). A key idea is that people hunger for recognition, and that lacking positive strokes, will seek whatever kind they can, even if it is recognition of a negative kind. We test out as children what strategies and behaviours seem to get us strokes, of whatever kind we can get. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 79. Conti-- People often create pressure in (or experience pressure from) others to communicate in a way that matches their style, so that a boss who talks to his staff as a controlling parent will often engender self- abasement or other childlike responses. Those employees who resist may get removed or labeled as "trouble". Transactions can be experienced as positive or negative depending on the nature of the strokes within them. However, a negative transaction is preferred to no transaction at all, because of a fundamental hunger for strokes. The nature of transactions is important to understanding communication. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 80. Kinds of transactionsThere are basically three kinds of transactions: Reciprocal/Complementary (the simplest) Crossed Ulterior - Duplex/Angular (the most complex) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 81. 1.Reciprocal or Complementarytransactions A simple, reciprocal transaction occurs when both partners are addressing the ego state the other is in. These are also called complementary transactions. AS—1. P2P2. P2A3. P2C4. A2P5. A2A6. A2C7. C2P8. C2A9. C2CSome of them are as-- Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 82. P2 P Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 83. A: "Have you been able to write the report?" (Adult to Adult)B: "Yes - Im about to email it to you." (Adult to Adult) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 84. A: "Would you like to skip this meeting and go watch a film with me instead?" (Child toChild)B: "Id love to - I dont want to work anymore, what should we go and see?" (Child toChild) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 85. A: "You should have your room tidy by now!" (Parent to Child)B: "Will you stop hassling me? Ill do it eventually!" (Child to Parent). Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 86. 2.Crossed /Non complimentarytransactions Communication failures are typically caused by a crossed transaction where partners address ego states other than that their partner is in. Consider the above examples jumbled up a bit. This is a crossed transaction likely to produce problems in the workplace. 1- P2P and C2A 2- A2A and C2P 3- C2C and P2P Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 87. A: "Have you been able to write that report?" (Adult toAdult)B: "Will you stop hassling me? Ill do it eventually!"(Child to Parent) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 88. 3.Ulterior transactions Another class of transaction is the ulterior transactions, where the explicit social conversation occurs in parallel with an implicit psychological transaction. For instance: Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 89. UT A: "I need you to stay late at the office with me." (Adult words), body language indicates sexual intent (flirtatious Child) B: "Of course." (Adult response to Adult statement), winking or grinning (Child accepts the hidden motive). Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 90. Life positions In TA theory "Life Position" refers to the general feeling about life (specifically, the unconscious feeling, as opposed to a conscious philosophical position) that colors every dyadic (i.e. person-to-person) transaction. Initially four such Life Positions were proposed: "Im Not OK, Youre OK" (I-U+) "Im Not OK, Youre Not OK" (I-U-) "Im OK, Youre Not OK" (I+U-) "Im OK, Youre OK" (I+U+) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 91. LP Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 92. LP Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 93. Improved -LP However, lately, an Australian TA analyst has claimed that in order to better represent the Life Position behind disorders that were not, allegedly, as widespread and/or recognized at the time when TA was conceptualized as they are now (such as borderline personality disorder and narcissistic personality disorder) the above list requires alteration. Also, two additional Life Positions are proposed: "Im not-OK, Youre OK" (I-U+) "Im not-OK, Youre not-OK" (I-U-) "Im not-OK, But Youre Worse" (I-U--) "Im a Bit More OK Than You Are" (I++U+) "Im OK, Youre OK" (I+U+) "Im OK, Youre not OK" (I+U-) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 94. Transactional analysis and conflictresolutionLife position Conflict Probable resolution behavior strategy"Im not-OK, Youre Avoidance Non- Assertivenessnot-OK" (I-U-)"Im not-OK, Youre Smoothing Non- AssertivenessOK" (I-U+)"Im OK, Youre not Forcing AggressivenessOK" (I+U-)"Im OK, Youre OK" confronting Assertiveness(I+U+) Kumar Tripathi Asst. Professor (HR) skyline Group of Pawan institutions Gr. Noida
  • 95. Conflict Management Styles Passive I’m Assertive behavior not OK — I’m OK — behavior You’re OK You’re OK High concern Accommodating Collaborating for others’ style style needs Compromising style Aggressive Avoiding Forcing behavior style style Low concern High concern for others’ I’m for own needs not OK — needs I’m OK — You’re not OK You’re not OK Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 96.  Developing positive thinking. Interpersonal effectiveness. Motivation. Organization development. Healing Interpersonal relations. Avoidance/resolution of conflict. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 97. How to enhance interpersonalskills Resolving conflict A smiling face Appreciative attitude Assertive nature Com skills Listening skills Developing empathy Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 98. For sharing good time with us Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 99. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 100. Pawan Kumar Tripathi Asst.Professor (HR) skyline Group of institutions Gr. Noida
  • 101. Ratan Naval Tata, (Gujarati: ) Born 28December 1937), is an Indian businessman who becamechairman (1991– ) of the Tata Group, a Mumbai-basedconglomerate.[2] He is a member of a prominent Tatafamily of Indian industrialists and philanthropists.Among many other honours accorded him during hiscareer, He has also been ranked as Indias most powerfulCEO.Ratan is the grandson of Tata group founderJamsedji Tata. His childhood was troubled, with hisparents separating in the mid-1940s when he was Residence- Colaba,merely seven and his younger brother Jimmy was Mumbai, Indiafive years old. Their mother moved out and both Spouse- UnmarriedRatan and his brother were raised by theirgrandmother Lady Navajbai Awards- Lifetime Pawan Kumar Tripathi Asst. Professor (HR) Achievement Award skyline Group of institutions Gr. Noida (2012)
  • 102. The Tata Group was founded as a private trading firm in 1868 by entrepreneur and philanthropist Jamsetji Nusserwanji Tata It encompasses seven business sectors—Consumer Products, Chemicals, Engineering, Materials, Energy, Services Communications and Information Technology,The major Tata companies are Tata Steel, Tata Motors,Tata Consultancy Services (TCS), Tata Power, Tata Employees 424,365 (2010-11)Chemicals, Tata Global Beverages, Tata Teleservices,Titan, Tata Communications and Taj Hotels.The Revenue US$ 83.3 billion (2010- 11)combined market capitalisation of all the 31 listed Profit US$ 5.8 billion (2010-11)Tata companies was $76.76 billion as of July 2012.Tata receives more than 58% of its revenue from Total US$ 68.9 billion (2010-outside India. assets 11) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 103. TATA Consumer Products Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 104. TATA Chemical Products Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 105. TATA Telecom Founded- 1996 Revenue- 3191 Cr.Telecommunications service provider based in Mumbai,Maharashtra, India. It is a subsidiary of the Tata Group, anIndian conglomerate. It operates under the brand nameTata DoCoMo in various telecom circles of India.In Nov 2008, Japanese telecom giant NTT Docomo pickedup a 26 per cent equity stake in Tata Teleservices for aboutRs 13,070 crore ($2.7 billion) or an enterprise value of Rs50,269 crore ($10.38 billion) Asst. Professor (HR) Pawan Kumar Tripathi skyline Group of institutions Gr. Noida
  • 106. TATA Information TechnologyTATA Detroit TATA Pixel TATA Nano Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 107. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 108. PresentsAn introductionsPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 109. NAME-Dhirajlal Hirachand Ambani Dhirubhai AmbaniBorn 28December 1932 Chorwad, Gujarat, IndiaDied 6 July 2002 (aged 69) Mumbai, Maharashtra, IndiaCause ofdeath stroke Mukesh AmbaniChildr Anil Ambanien Founder of Reliance IndustriesOccupatio Founder of Reliancen Power Founder of Reliance Capital Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 110.  The Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is Indias largest private sector enterprise, with businesses in the energy and materials value chain.Groups annual revenues are in excess of US$ 28 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 111. It is the control area of gas and power industry at Visakhapatnam. Which is being control byreliance co. it is one of the mostPawan Kumar Tripathiin our country . biggest plant Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 112. BusinessExploration & ProductionGrowth through Energy Security for India India imports about two-thirds of its crude oil requirement. Exploration and production ofoil and gas is critical for Indias energy security and economicgrowth. Reliances oil and gas exploration and production businessis therefore inexorably linked with the national imperative.Exploration and production, the initial link in the energy andmaterials value chain, remains a major growth area and Relianceenvisions evolving as a global energy major. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 113. Petroleum Refining and MarketingGrowth through Energy Products Petroleum Refining andretailing is the second link in RILs drive for growth andglobal leadership in the core energy and materials valuechain. RIL has 1.24 million barrels per day (MBPD) ofcrude processing capacity, the largest at any singlelocation in the world. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 114. PetrochemicalsTextilesGrowth through Consumer Products Reliances ManufacturingDivision at Naroda, Ahmedabad is one of the largest and mostmodern textile complexes in the world. The Companys flagshipbrand VIMAL is one of the most trusted brands of premiumtextiles in the country. Main growth drivers for VIMAL are retailpresence across India, innovation and focus on premiumproducts and mens formal wear. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 115. Reliance retail•Type – super market Industry -retail Foundation – 30 oct 2006 Head quarter –Mumbai ,India Key people – mukesh ambani Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 116. ControversyRecently their stores in Jharkhand faced the ire of mobs of localvegetable vendors.They vandalized and attacked the stores claiming that they werestealing their livelihoods.In August 2007, Uttar Pradesh Chief Minister Mayawati ordered toclose 10 new stores keeping view of Law & order situation.In November 2007, Reliance Fresh stores were attacked by BharatiyaJanshakti Party supporters headed by Uma Bharti. Shopping mall Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 117. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 118. Soft skillsSoft skills are your ornaments which helps you to make first impression. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 119. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 120. Classifications of soft skillspersonal traits Interpersonal traits Time management  Team work Attitude  Com skills Responsibility  Networking Ethics integrity value  Empathy Self confidence and  Effective listening courage  Problem solving Consistency  Speed reading Predictability  leadership Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 121. Time management Remember you have same time as- To Dr. Kalam To Anil Ambani To JRD Tata To Your father To Your teacher Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 122. See this is you are Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 123. Time Is continuously running Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 124. Time management Scope Estimations Priorities Scheduling Contingency planning Organized workplace Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 125. Attitude Positive or negative Optimistic or pessimistic Flexible or stubborn Motivated or demotivated Deep or shallow Humble or arrogant Driven or passive Proactive or reactive Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 126. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 127. INSIGHT INTO THE SELF & POSITIVITY FOR SELF TRANSFORMATION Pawan Kumar Tripathi Asst.Professor (HR) skyline Group of
  • 128. What is Consciousness ?Mind Intellect Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of Sanskars
  • 129. Who am I ?1. I have a soul in me.2. I have a soul in my body.3. I am a soul in my body. Which is the correct statement ? Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 130. Introduction of SelfHuman +Being = Human BeingBody + Soul = Human Being (Consciousness) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 131. Relationship between Soul & Body SOUL BODYDriver CarDiamond BoxLamp HutImage TempleCharioteer ChariotActor Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 132. The Inner & Outer Self THE SOUL THE BODYNon physical PhysicalImmortal MortalEternal TemporaryConscious No ConsciousnessConstant self image Changing self-imageNatural state of peaceKumar Tripathi State of motion Pawan Asst. Professor (HR) skyline Group of
  • 133. The Inner Self thinks, feels, experiences, STATE OF imagines, forms ideas CONSCIOUSNESS THOUGHT POWER Mind Sanskars Intellect Impressions WILL RECORD OFEXPERIENCES POWER evaluates, reasons, habits, decides, discerns, tendencies, understands memories, talents, Pawan Kumar Tripathi Asst. qualities Professor (HR) skyline Group of
  • 134. Proof for the Existence of Soula) Recollection of Past Birth.b) Out of Body Experience.c) Hypnotic Regression/Progression. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 135. It is the Greatest but least understoodenergy resource of the Universe.When we understand and harness thisenergy, then we can master our life. Remember : As is my thought so is my life I Thoughts Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 136. THOUGHTS Words Actions Feelings Personality / HabitsPhysical Body Relationships AtmosphereWhat you think that you become. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 137. EXTERNAL INFLUENCES ON THE MIND Past Sanskars SituationsPast THOUGHTS PossessionsMemories Physical People Body Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 138. The Thought Process Responsibilities1) Necessary Thoughts Information Experience Past2) Waste Thoughts Present Future Unrighteous3) Negative Thoughts Inauspicious Evil Righteous4) Positive Thoughts Auspicious Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of Good
  • 139. EitherREJECT Thoughts Emotions Judgement Desires OrACCEPT SANSKARS (Personality) Action Sub-Consciousness Impression Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 140. Qualities of a Soul TruthKnowledge PurityPeace LoveHappiness Bliss Power Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 141. Main Points about Qualities INNATE ACQUIRED Permanent Can be changed Essence Facade, personality Potential Abilities, talents Going beyond Parameters of the ego, Qualities of soul - name, form, caste Purity, Peace, love, Gender, religion, age…. happiness bliss….. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 142. Abode of SoulsParamdham, Shantidham, Muktidham, Incorporeal World, Brahmlok Soul World Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 143. PRACTICE •I AM A POINT OF LIGHT Not the body or this role. •I DETACH AND OBSERVE My body and the scenes going on around me.•I REJECT ALL NEGATIVE THOUGHTSabout me and accept only positive thoughts, emotions and desires. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 144. Importance of values PEOPLE LIVE AS LONG ASVALUES REMAIN. IF THEIR VALUES GO THEN THEY WILL ALSO GO. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 145. VALUES They are the foundation of learning They are the beauty of a person They are the treasure of life They nurture the soul They bring harmony inrelationships They empowerTripathi Asst.of Pawan Kumar society Professor (HR) skyline Group
  • 146. SPIRITUALITY It is the awareness of one’s true self. It is the awareness of the Supreme Being. It is the awareness of the philosophy ofkarma. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 147. Responsibility• Responsibility is what you think that is associated with you not what is delegated to you.• You are as much as responsible as think your association towards the task is.• In corporate settings a responsible person recognized highly among the individuals. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 148. Ethics integrity value and trust Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 149. Self confidence and courage Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 150. Consistency Repeating the same traits at the same situations at different times. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 151. Predictability Guessing the result of future outcome of event in most closed possible outcome. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 152. Interpersonal traits Team work Com skills Networking Empathy Effective listening Problem solving Speed reading leadership Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 153. Team work Team always produce synergic effect---- Human is always consisted with synergy not with energy Synergy reflect---- 2*2=5 5*4=25 10*9=101 and also 3*3=5 General maxims– 1 is sleeping, 2 is readings, 3 is talking, and 4 is fighting Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 154. Com skills Speaking bla-bla-bla is not all about ur com skill. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 155. Networking Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 156. Empathy Thinking by putting yourself in place of others. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 157. Understanding solving Problem Tricks are as- knowing about What Who Where When Why How Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 158. Speed reading Reading fast with accuracy and with understanding. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 159. leadership Your previous and interpersonal traits- Leadership functions= f (leader* follower *situations) If rate each them as 1 to 10 L= F (L*F*S) (5*6*4)=120 it may be 1000 Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 160. Communications skills Com skill is the one most important skill in today scenario. The main intent is to convey your thoughts(what you want to say) properly to other. It is a two way process. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 161.  It comprises the followings—1. Speaking skills2. Listening skills3. Non- verbal communications or body languge Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 162. Two way process To convey message To receive message Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 163. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 164. Process of communications Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 165. NON- VERBALCOMMUNICATION Interpreting the nonverbal part of the message Nonverbal communication consists of that part of a message that is not encoded in words. The nonverbal part of the message tends to be less conscious and often reveals the sender’s feelings and preferences more spontaneously and honestly than the verbal part. If the verbal message does not match the nonverbal communication, people tend to believe the nonverbal message.institutions Gr. Noida Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
  • 166. Four types of nonverbalmessages 1. Personal (to the individual) 2. Common to a group of people or culture 3. Universal (to humankind) 4. Unrelated to the message (random) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 167. Personal Nonverbalcommunication Personal Nonverbal communication involves kinds of nonverbal behaviour that are unique to one person. The meaning is also unique to the person sending the message. For example, someone may work while talking; another person may work in silence. One person may laugh due to nervousness or fear, while another may cry. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 168. Cultural nonverbalcommunication, Cultural nonverbal communication, by contrast, is characteristics of, or common to, a group of people. It is learned unconsciously by observing others in the society group. In Aboriginal culture, for example, eye contact is less acceptable than it is European culture. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 169. Universal nonverbalcommunication Universal nonverbal communication is behaviour that is common to humankind. It shows happiness, sadness or deep-seated feelings – for example, a smile or tears. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 170. Unrelated nonverbalcommunication Unrelated nonverbal communication, such as a sneeze, is unrelated to the verbal message. It can distract from the verbal message, but has little effect on the meaning of the verbal part of the message. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 171. Analysing NonverbalCommunication • People communicate nonverbally with body movement and with personal relationship behaviours. This nonverbal communication changes or complements the verbal communication. Nonverbal communication always occurs in a context, or framework. The context often determines the meaning of the nonverbal behaviour. On different occasions the same nonverbal gesture may have completely different meanings. Without context and spoken works, nonverbal behaviour is almost impossible to interpret with any accuracy. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 172. Seven different aspects • Theoretical writings and research classify nonverbal communication into seven main areas: 1. Body movement (kinesics behaviour) 2. Physical characteristics 3. Touching behaviour 4. Vocal qualities (paralanguage) 5. Space (proximity) 6. Artifacts 7. Environment Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 173. Body Movement • Body movement, or kinesics behaviour, includes movement of the hands, head, feet and legs, posture, eye movements and facial expressions – all these affect the message. • Body posture – the way a person stands, leans forward, pointing and shaking a finger at someone, is seen as trying to dominate the other person. The way this is received by others, and the type of feedback given, determines how the communication will flow. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 174. Physical Characteristics • Physical characteristics such as body shape, general attractiveness, body and breathe odours, weight, hair and skin colour are important parts of nonverbal communication. • Because people react and respond to these factors, they all determine their responses in interpersonal encounters. First impressions and images of others can be associated unconsciously with past experiences of people with similar physical characteristics. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 175. Paralanguage (VocalQualities) • Paralanguage is that part of language associated with but not involving the word system. It consists of the voice qualities and vocalizations that affect how something is said rather than what is said. Voice qualities include: • Pitch range • Pitch control • Rhythm control • Tempo • Articulation control • Resonance. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 176. Vocalizations • Vocalizations also give clue to the total message. Three of these are shown in table. The tones of voice, rate of speaking and voice inflection are an important part of the total message. A tired person, for example, will speak more slowly than usual, a disappointed person may speak with a flat tone, while the tone of voice of someone excited about a coming holiday reflects this excitement. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 177. Type ExamplesVocal characterizers laughing, crying, sighing, yawning, clearing the throat, groaning, yelling, whisperingVocal Qualifiers intensity (loud/soft); pitch height (high/low).Vocal Segregates sounds such a ‘uh-huh’, ‘um’, ‘uh’; silent pauses. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 178. Speaking skills Pt. Jawahar lal nehru’s saying—―English is india’s window to the modern world is providing on the spot‖ Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 179. How to become a good speaker Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 180. Tips for uttering1. Practice speaking English.2. Don’t allow initials difficulty3. Don’t give up- practice-practice-practice.4. Listen to English as much as possible5. Get recording of your own voice and listen it.6. Get a group of friends whose pronunciation is reasonably good.7. Learn vocabs as much you can, Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 181. Tips while speaking Look into the eyes of audience Stand at a appropriate personal distance Speak clearly and moderately Aware about audience proficiency in language Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 182. Pronunciation etiquette Have eye contact so that audience listen you Try t make your sound pleasant and soft Don’t speak in a monotonous voice Even if you feel nervous never show it to your audience Don’t mumble. Speak clearly Use proper body language to show your interest. Don’t forget the customary etiquette as wishing before starting and thanks on ending. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 183. LISTENING – A PROACTIVESKILL In oral communication situations, listening plays an important role. Listening is different from hearing. One can hear all noises and sounds and yet could be a poor listener. Listening is hearing attentively and responding appropriately. Only a good listener can became a good speaker. Attentiveness begins with the posture a listener adopts while he is listening. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 184. LISTENING –------- If a person inclines towards the speaker, it means that the speaker is not clear either in the message or in his articulation. If the listener tilts his head backwards, it shows that he is indifferent. A Good listener is proactive. He is, as they usually say, ―all ears‖. He responds appropriately using paralanguage. He says, Hmm—yeah—yes—come on now and then. He asks questions and verifies facts. A listener’s role in an oral communication situation is as important as a speaker’s role. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 185. Benefits of good listening Listening in communication has several beneficial results. Good listening leads to getting useful and updated information. Good listening creates a better understanding and rapport between the speaker and listener. Good listening leads to better decisions. Good listening provides the best feed back to the speaker. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 186. Difference betweenhearing and listening • Hearing is a physical process. The ear receive stimuli or sensations and transmit them to brain • Listening refers to the interpretive process that takes place when we hear something. When we listen, tore ,classify and label information • Listening is the most important of all the communication skills. Upon awakening we listen to people, friends around us. Wherever we go, we listen to something. We spend most of our time engaged in listening. Listening occupies more time than any other communication. Group of Pawan Kumar Tripathi Asst. Professor (HR) skyline institutions Gr. Noida
  • 187. What is exactly listening? • Listening is an active process of receiving aural stimulus. Listening is an active rather than a passive process. • Listening does not just happen we must make it happen. • A great time is spent listening and talking listening serve two purposes in its process 1. As the sender of the message, listening to your receiver tells you how the other person has interpreted your message 2. As the receiver of a message listening to the other person allows you to understand their meaning Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 188. Purpose of listening Purpose of listening serves a number of important purposes. It enables the listener to check on the accuracy of understanding what the speaker said. Besides, the listener expresses acceptance of speaker’s feelings. Most important of all, listening provides a chance to the speaker to explore his or her feelings and thoughts further. A variety of listening skills can be learned and developed with practice the following skills are worth practicing Attending listening Encouraging listening Reflecting listening Active listening Professor (HR) skyline Group of Pawan Kumar Tripathi Asst. institutions Gr. Noida
  • 189. In attending listening In attending listening you focus on speaker by giving them your physical attention you use whole body, eye contact posture personal space in short complete feedback Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 190. Encouraging listening Encouraging listening It invites speaker to say more without pressuring them to disclose their feelings or though it is their choice • Minimal and brief responses • Brief spoken responses let speaker know you are listening and encourage them to talk Pause Brief pause allows speaker time to consider reflect and decide whether to continue speaking Allow silence Use encouraging question (5w) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 191. Reflecting listening Reflecting listening Restate the speakers feeling and contents it shows the other person you understand Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 192. Active Listening An active listener has empathy with the speaker that shows that you understand the issue from other person point of view Feedback is the connecting continuing or completing link Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 193. Faults in listening Remember that every sound or voice that we receive cannot be termed as listening. There are certain occasions when you receive some certain sound stimulus but you do not understand it because your attention is towards something else. In such cases, we say that you heard something but you did not listen to anything. Moreover there are certain other factors which bar our proper Professor (HR) skyline Group of Pawan Kumar Tripathi Asst. listening. institutions Gr. Noida
  • 194. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 195. listening pit falls: An average person remembers only half of what is said during a 10-minute conversation and forgets half of that within 48 hours. Studies agree that listening efficiency is no better than 28 to 30 percent. Following are the causes of listening pit falls: Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 196. Prejudice All of us have personal opinions, attitudes, or beliefs about certain things. When we listen to a speaker who is contrary to our ideas, we cannot maintain attention. As a result we do not listen to whatever he says. We should give a chance to the speaker to finish his message. Later, we can agree or disagree. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 197. Distraction Not only the verbal messages but also the nonverbal cues of the speaker affect our listening. Actually, the entire physical environment affects listening. Among the negative factors are noisy fan, poor light, distracting background music, bang of a horn, extreme weather. Among the speaker’s nonverbal cues are his clothes, his voice quality, his wearing of a certain perfume, reek of sweat, excessive gestures, etc. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 198. Semantic barrier Meaning of words also create problem in listening, as meaning of words vary from person to person influenced by feelings, attitudes, prejudices and biases. Sometimes the way a speaker utters a word annoys us. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 199. Preshrinking The average thinking capacity of a person is up to 800 words per minute while the average speaker utters 80 to 160 words per minute. This difference sometimes make listeners deviate from the speaker’s words and they shift to something else. On the other hand people fill this gap by premature evaluation of what they are listening to. They arrive at the concluding thought quickly. This premature evaluation poses us our effective listening is impaired. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 200. Conti----------- • Borden or lack of interest • Listener’s dislike of speaker • Desire to change rather then accept the speaker • Tendency to make early conclusion • Intrusion of listeners’ own values or attitude • Listener’s opinion that the speaker lacks credibility Ways to improve listening Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 201. Effective Listening: Tips 1. It is always to listen quietly and acknowledge that the speaker is saying either by nodding or saying, "I see." 2. Attention must be paid to the speakers emotions and feelings. 3. It is necessary to maintain the feel of communication. Listeners must serve as a mirror to the speaker, and reflect the speakers emotions. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 202. Tips 4. Discussions must be limited by time, and discussions must be separate from discussions of company plans. Additionally, the tone of discussions must not be authoritative. 5. Direct disagreements and questions must be avoided. These force the speaker to take a defensive position, leading to misunderstandings. 6. If the listener needs an elaboration on a specific statement stated by a speaker, the listener must rephrase the statement as a simple question. 7. Attention must be paid to facts - both that are presented and hidden by the speaker. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 203. For sharing good time with me Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 204. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 205.  MARUTI SUZUKI Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 206. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida Binay kumar
  • 207. MARUTI SWIFTPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 208. public t TYPE BSE: 532500 Treaded as NSE: MARUTI BSE SENSEX Constituent• Industry AutomotivePredecessor Maruti Udyog Limited Founded 1981 Headquarters New Delhi, India Products AutomobilesKey people Shinzo Nakanishi ceo,md Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 209. Revenue -37,522crore• Net Income -2,288 croreEmployees -6903 (2011) Parent –Suzuki motor corporation Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 210. MARUTI UDYOG LIMITED established inFebruary 1981, though the actualproduction commenced in 1983 with theMaruti 800, based on the Suzuki Alto kei carwhich at the time was the only modern caravailable in India, its only competitors- theHindustan Ambassador and PremierPadmini were both around 25 years out ofdate at that point Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 211. Conti………It was the first company in India to mass-produce and sell more than a million cars. It islargely credited for having brought in anautomobile revolution to India. It is themarket leader in India, and on 17 September2007, Maruti Udyog Limited was renamed asMaruti Suzuki India Limited. The companysheadquarters are on Nelson Mandella Rd,New Delhi.In February 2012, the companysold its 10th million vehicle in India. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 212. Maruti Suzuki in India and Nepals leading automobile manufacturerand the market leader in the car segment, both in terms of volumeof vehicles sold and revenue earned. Until recently, 18.28% of thecompany was owned by the Indian government, and 54.2% bySuzuki of Japan. The BJP-led government held an initial publicoffering of 25% of the company in June 2003. of 10 May 2007,As of10 may 2007 the government of India sold its complete share toIndian financial institutions and no longer has any stake in MarutiUdyog Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 213. Maruti Suzuki India Limited (Hindi:(NSE: MARUTI, BSE: 532500), commonly referred to asMaruti, is a subsidiary company of Japanese automakerSuzuki Motor Corporation. It has a market share of44.9% of the Indian passenger car market as of March2011.Maruti Suzuki offers a complete range of cars fromentry level Maruti 800 and Alto, to hatchback Ritz, A-Star, Swift, Wagon-R, Estillo and sedans DZire, SX4, in theC segment Maruti Eeco, Multi Purpose vehicle Ertigaand Sports Utility vehicle Grand Vitara. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 214. • — Jagdish Khattar, Managing director of Maruti Udyog Limited in a press conference announcing the launch of Maruti Finance on 7 January 2002 Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 215. • Maruti Finance• To promote its bottom line growth, Maruti Suzuki launched Maruti Finance in January 2002. Prior to the start of this service Maruti Suzuki had started two joint ventures Citicorp Maruti and Maruti Countrywide with Citi Group and GE Countrywide respectively to assist its client in securing loan.[51] Maruti Suzuki tied up with ABN Amro Bank, HDFC Bank, ICICI Limited, Kotak Mahindra, Standard Chartered Bank, and Sundaram Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 216. • Maruti Insurance• Launched in 2002 Maruti Suzuki provides vehicle insurance to its customers with the help of the National Insurance Company, Bajaj Allianz, New India Assurance and Royal Sundaram. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 217. • Maruti Insurance• Launched in 2002 Maruti Suzuki provides vehicle insurance to its customers with the help of the National Insurance Company, Bajaj Allianz, New India Assurance and Royal Sundaram. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 218. • Sales and service network• As of 31 March 2011 Maruti Suzuki has 933 dealerships across 666 towns and cities in all states and union territories of India. It has 2,946 service stations (inclusive of dealer workshops and Maruti Authorized Service Stations) in 1,395 towns and cities throughout India.[46] It has 30 Express Service Stations on 30 National Highways across 1,314 cities in India. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 219. Awards and recognitionThe Brand Trust Report published by Trust Research Advisory has ranked Maruti Suzuki in theseventh position in 2011 and the sixth position in 2012 among the brands researched inIndia.Bluebytes News, a news research agency, rated Maruti Suzuki as Indias Most Reputed CarCompany in their Reputation Benchmark Study conducted for the Auto (Cars) Sector whichlaunched in April 2012. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 220. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 221. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 222. INTRODUCTION : (Dabur India Ltd.) Dabur (Dabur India Ltd.) (Devanagari: ) derived from Daktar Burman) is Indias largest Ayurvedic medicine manufacturer. The Dabur began with a small, but visionary endeavour by Dr. S. K. Burman, a physician tucked away in Bengal. He has set up Dabur in 1884 to produce and dispense Ayurvedic medicines. ide mass of people who had no access to proper treatment. Dr. S. K. Burmans commitment and ceaseless efforts resulted in the company growing from a fledgling medicine manufacturer in a small Calcutta Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida house, to a household name that at once evokes
  • 223. Cont------------- His mission was to provide effective and affordable cure for ordinary people in far-flung villages. With missionary zeal and fervour, Dr. Burman undertook the task of preparing natural cures for the killer diseases of those days, like cholera, malaria and plague.Soon the news of his medicines traveled, and he came to be known as the trusted Daktar or Doctor who came up with effective cures. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of got its name - That is how his venture Dabur institutions Gr. Noida derived from the Devanagri rendition of Daktar
  • 224. Conti--------------- Celebrate LifeType Public (NSE, BSE)Industry Health Care, FoodFounded 1884Founder(s) Dr. S K Burman Dabur Tower, Kaushambi,Headquarters Sahibabad, Ghaziabad - 201010 (UP), India Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 225. Glimps---------------Area served Worldwide Dr. Anand Burman Chairman Mr. Amit BurmanKey people Vice-Chairman Mr. Sunil Duggal CEO Dabur Amla, DaburProducts Chyawanprash, Vatika, Hajmola & Real Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 226. (INR) 5283 Crore (US$1 Billion)Revenue (2011-2012)Net income (INR) 1475 Crore (2008-09)Total assets (INR) 1559 crore (2008-09)Employees 3000 (Approx.) [1] Dabur Nepal Pvt Ltd (Nepal), Dabur Egypt Ltd (Egypt), Asian Consumer Care (Bangladesh), Asian Consumer Care (Pakistan),Divisions African Consumer Care (Nigeria), Naturelle LLC (Ras Al Khaimah- UAE), Weikfield International (UAE), and Jaquline Inc. (USA). Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 227. Product Brands Ambassador:-Dabur signs Priyanka Chopra as the brand ambassador for hair oil.Mumbai: FMCG firm Dabur India today said ithas roped in Bollywood actor Priyanka Chopra asthe brand ambassador for its new look DaburAmla Hair Oil. Dabur Amla Hair Oil’s new identity now hasPriyanka Chopra’s face on the front label, makingthis over 60-year-old brand more contemporaryand relevant in consonance with today’s lifestyle Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 228. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 229. Current Market share Dabur Chyawanprash ( DCP) is a heritage brand whichcame into existence in the year 1949.The brand is now ruling the market with a market shareof around 60 - 70 %.The total Chyawanprash market is estimated to bearound Rs 300 crore ( AC Neilsen Retail Audit 2006-07).Opportunity Chyawanprash is popular as a kids health tonic. Parentsused to rely on this product for their kids especially if thekids are between 6-16. Because the tweens are usually hyperactive and lessinclined to taking foods. Hence Chyawanprash offered a solution to the worried parents. The ayurvedic tag also alleviated worries of side-effectsDCP although was ruling the market faced the issue of Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of stagnation. institutions Gr. Noida
  • 230. THANKSPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 231. REFRESHMENT BREAK (20 MINUTE)Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 232. Resume writing Resume writing is an art of presentation of your skills. Resume plays a vital role in your selection for a job. Resume creates a critical contact between interviewee and interviewer. It decides to go or not to go in next step of selection. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 233. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 234. Difference between resume andC.V Resume C.V A resume is just a  A Curriculum Vitae brief summary of the is more detailed and educational has information qualifications and relevant to the experience of the requirement of a candidate particular jobs. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 235. The three main strategy of c.vwriting1. Reveals those personality traits that align with the organizations values.2. Convince the potentials employer of right fitment to the openings3. Shows the benefits the candidate will bring into the employer. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 236. 1.Reveals those personality traitsthat align with the organizationsvalues.Value necessary for any organizations—1. Ethics2. Compliance to policies and procedures3. Respect for others4. Strict adherence to financial norms5. Full compliance to legal norms of the company and country6. Support for diversity7. Teamwork and interpersonal skills8. Fairness and lack of bias9. Flexibility Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 237. 2.Convince the potentials employerof right fitment to the openings Hard skills Personality and soft skills Teamwork Driving change and getting things done Internal vs external orientations Action oriented-(use of actions verbs add force and luster ) in your CV. Convince that candidate has significant achievement. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 238. Shows the benefits the candidatewill bring into the employer. This can be done by— Doing a self assessment. Researching the company. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 239. Researching the company. Understand the following aspect of the company.1. The core business of the company2. Its customer/product/services3. Its recent financials status4. Strategic focus5. Planned areas of investments6. Company SWOT analysis etc. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 240. Your CV must reflect ―why you are right person for the job‖Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 241. A favorable first impression: careerobjective in C.V It should have the following attributes-1. It should state the industry for which you intend to pursue your career2. Specificity to the purpose.3. It should have strong correlations with the focus of the company or the work group.4. It needs to be crisp not to be verbose. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 242. For a freshers resume Academic consistency of result showing ( % or grade) Academic achievement other than curriculum. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 243. Few tips for resume writing Eliminate all irrelevant points that do not speak for you. State your skills achievement from the employers point of view. Show a balance of strength and weakness Mentions the reference. Don’t brag /put false statement / or copy the others. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 244. General contents for experienceC.V Name  Publications/conferen Address ces/workshop/invited talk Email  Leadership of Phone no industry/professional Career objective organizations Core strength  Extra-curicullar Professional activities experience  Educations /honors Domain /awards competencies and  Date skills  Locations  signature Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 245. General contents for FreshersC.V Name  Trainings Address  Domain skills Email  Achievements Phone no  Hobbies Career objective  Personal details Strength  Date Education  Locations Project  signature Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 246. For sharing good time with me Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 247. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. NoidaGROUP DISCUSSION
  • 248. www.managementstudyguide.comGroup Discussion Strategies
  • 249. www.managementstudyguide.comLearning Objectives 1 What is a Group Discussion 2 Importance of Group Discussion 3 Types of Group Discussion 4 Process of Group Discussion 5 Evaluation Criteria of Group Discussion 6 Preparing for Group Discussion 7 Do’s & Don’ts of Group Discussion 8 FAQs on Group Discussion
  • 250. www.managementstudyguide.comWhat is Group Discussion? It is essentially a verbal - oriented performance where participants have to talk their way out. It is a technique or It is also called a method used for leaderless What is discussion as it aims screening candidates as well as testing Group to find out the their potential. Discussion? natural leadership level of candidates. It is used as a tool to assess candidates in a group at one go in order to select the best in comparative perspective.
  • 251. www.managementstudyguide.com Group Discussion Vs Public Speaking Public Speaking • One-to-many communication situations • Solo performances Group Discussion • Individual views matter • Many-to-many situation • Speaker can take a • Not a solo performance particular position on the • Apart from individual views, topic and speak accordingly views of entire group matter • All the members of the groupparticipate & one has to listen to the views of other members.
  • 252. www.managementstudyguide.comImportance of Group Discussion Recruitment Group discussion has become an inevitable part of A number of people who 1 recruitment process. It measures certain attributes can communicate their ideas of candidates that are otherwise difficult to well and discuss effectively identify & time consuming to assess. with others in a one-on-one situation become tongue- tied in a group situation. A Group Discussion will Admission to B-Schools identify people who have such group communication Group Discussions are an important part of the skills and people who do not 2 short-listing process for admission to B-Schools possess such group as working with groups is one of the most communication skills. important parameter of success as a manager.
  • 253. www.managementstudyguide.comImportance of Group Discussion It helps understand a subject more deeply More often than not, it and improves ability helps the group reach to think critically. a decision and solve a particular problem. It improves listening skills and also gives a chance to listen other participants’ view points. It helps participants gain confidence by being vocal about their thoughts / opinions.
  • 254. www.managementstudyguide.comTypes of Group Discussion 1. Topic Based 2. Case Studies 3. Group Tasks
  • 255. www.managementstudyguide.comTypes of Group Discussion • Based on specific topics Topic Based • Could be Factual, Controversial, or Abstract topics • Normally used during recruitment process in organizations • Tries to simulate a real-life situation with an objective to get you to think about the situation from various angles. Case Studies • Information about the situation is given and participants are asked as a group to resolve the situation. There are no incorrect answers / perfect solutions. • This type of GDs are normally used by management institutes. • These are an extension of case studies where specific objectives are to Group Tasks be achieved as a group.
  • 256. www.managementstudyguide.comTypes of Group Discussion Topic Based Group Discussions Factual Topics Abstract Controversial Topics Topics
  • 257. www.managementstudyguide.comTypes of Group Discussion • Are about practical things, which an ordinary person is aware of. • Typically these are socio-economic topics which may have been in the news Factual lately, or could be unbound by time. Topics • Gives a candidate a chance to prove that he is aware of his environment. • E.g. The Education Policy of India, Tourism in India, LokPal Bill • Are argumentative in nature and are meant to generate controversy. • Noise level is usually high, there may be tempers flying.Controversial • Objective is to see how much maturity the candidate displays by Topics keeping his temper in check, by rationally and logically arguing his point of view without getting personal and emotional. • E.g. Reservations should be removed, Women make better managers • Are about intangible things. Abstract • Usually not given often for discussion, but their possibility cannot be ruled Topics out. • Objective is to test your lateral thinking and creativity. • E.g. A is an alphabet, Twinkle twinkle little star, The number 10
  • 258. www.managementstudyguide.com Process of Group Discussion 1 2 3 4 58-10 students are For a topic-based Evaluation is done Candidates may Discussion may betaken as a group, GD, 2-3 minutes of by experts, be seated in a stopped at the setthough in some thinking time may usually professors circle or in a time / even earlier.cases, up to 16 be given; though from B-School. rectangular Conclusion maypeople may be the group is often These people are arrangement, be asked for. Aincluded in a told to start right experts and with/out a table. written / oralgroup. The GD away. For case observe all Seating summary may belasts for 10-15 studies, however, details, even if arrangements asked for at theminutes. Pawan Kumar Tripathi Asst. about 15 minutes the GD is chaotic. may be prefixed. end from each is given. candidate.
  • 259. www.managementstudyguide.com Evaluation Criteria for Group Discussion It includes smartness, Communication cheerfulness, enthusiasm, It includes nterpersonal attitude, and confidence skills, body language, Skills aggressive / assertive Personality communication CreativityIt includes thinkingout of the box Knowledge It includes subject matter, relevance, PersuasionIt includes ability to and depthconvince other Skillsparticipants withoutbeing aggressive. Analytical Skills Leadership It includes thinking It includes giving logically and direction to the group rationally. in terms of content.
  • 260. www.managementstudyguide.com Evaluation Criteria for Group DiscussionContentCombination of knowledge & ability tocreate logical arguments on the basis ofthat knowledge.Communication Skills Communication ContentBesides listening, evaluators observe your Skillsability to express ideas clearly & concisely,build on others points, sum up the discussionmade by the entire group.Group DynamicsThe evaluators observe participantswillingness to listen & discuss various points,ability to appreciate good points made byothers, ability to disagree politely &summarize. Group Leadership DynamicsLeadershipEvaluators evaluate on basis of who initiates thediscussion, allows others to express their views& channels discussion to a probable decision.
  • 261. www.managementstudyguide.comPreparing For Group DiscussionHave you heard yourself saying this post participating in a Group Discussion? “I couldn’t finish”. “I couldn’t start”. Nobody let me speak”. “Someone got sarcastic”. “I didn’t understand the topic”. “Someone else dominated the GD”.Here is how you can better prepare for Group Discussions…
  • 262. www.managementstudyguide.comPreparing For Group Discussion 1. Content • Develop subject knowledge on current affairs, general awareness & business trends. • Structure arguments [for & against] on selected topics, considering both sides to the argument. • Plan for short and crisp points. 3 2 1
  • 263. www.managementstudyguide.comPreparing For Group Discussion Display Behavioral Traits • Leadership trait by showing direction to the group whenever group moves away from the topic, coordinate the effort of participants. • Assertiveness is displayed when you put your point to group in a very positive & confident manner. • Listening skills can be displayed by striking a proper balance between expressing your ideas & imbibing suggestons. • Creativity is reflected when you put across a new idea, such that it is discussed at length by the group. 3 2 1
  • 264. www.managementstudyguide.comPreparing For Group Discussion Practice • GD skills cannot be learned from books. Get into practice groups. • Get skilled people to observe and give feedback. • Spend a lot of time analysing each GD performance. Plan specific improvements 3 2 1
  • 265. www.managementstudyguide.com
  • 266. www.managementstudyguide.comPreparing For Group DiscussionWe hear discussions in the college canteen, in the train, at the bus stop, duringa meeting or anywhere where people come together.Before starting a Group Discussion let’s remember to ask ourselves:Can we disagree without being disagreeable? Can we be analytical without being critical?Can we be assertive without being aggressive? Can we listen and not just speak?
  • 267. Group Discussion - Do’s Be alert Listen attentively and take notes Non verbal Communication -Depth/tone of voice -Facial expression, gestures and posture Verbal Communication -Clearly -Correctly -Confidently Be polite Be a team player -Leadership traits -Ability to steer the discussion -Motivate/encourage participation Maintain eye contact Speak only when you have something to contribute Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of Be flexible institutions Gr. Noida
  • 268. Group Discussion - Donts Don’t be arrogant, disrespectful, condescending, dismissive, prudish, etc Don’t monopolize/Dominate the discussion Don’t interrupt Don’t boast Don’t lose temper/get emotional Don’t indulge in peer discussion Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 269. Initiating a GDThe responsibility of the first speaker - Don’t rush to be the first speaker unless you know the topic very well - If you take on the role of initiator, you should introduce the topic clearly and provide multiple views and arguments to carry the discussion forward - Follow through during the entire discussion is equally important Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 270. Group employers mindset Through the medium of a Group Discussion, prospective employers hope to gain insight into a number of characteristic traits of the candidates, that are vital for working in a team and effectively executing tasks in the professional world, and make the right selection. A few important Do’s and Don’ts are discussed here to help candidates prepare themselves. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 271. Group Discussion Situations In the following slides we shall look at some situations where candidates interact in a group discussion and present various personality traits for the selection panel to study and Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of evaluate institutions Gr. Noida
  • 272. SITUATION 1Picture this situation where one person in the group tries todominate another.ANURADHA: I don’t think Global Warming is going to kill us all. Thosewho create rumours, always try to exaggerate the facts. Even in thepast predictions have been made about the end of life on this veryearth. And what can you do to tackle global warming? Can you stopmoving in cars, flying in planes, running industries, using mobiles, airconditioners and all that we cannot survive without? (Looks at aparticipant sitting on her left and adds) I don’t think what you are sayingis practical. I don’t think we need to create such a fuss about globalwarming.Look how the same argument can be said in a better way:SURBHI: Recently, I read an editorial in The Times of India that globalwarming may not be as disastrous as it is projected to be. The authorhad also quoted instances when such predictions were made in the pastabout bigger disasters but nothing of that sort happened. That, ofcourse, is one point of view. There are others who have a completelydifferent opinion. Therefore, we simply cannot brush aside all thisconcern inPawan Kumar Tripathi Asst. IProfessorneed to carefully a whiff of over-confidence. think we (HR) skyline Group ofanalyse how drastically we have to change our life-style in order to be institutions Gr. Noidaable to live up to the demanding adjustments and sacrifices if at all we
  • 273. SITUATION 2Look how the participant in this situation loses her cool andreacts to her co-participant’s attitude:AMIT: (with a smirk on his face) You know, I agree with all thiswomen’s liberation thing but you see sometimes, women take thisliberation thing a little too seriously. I mean, a baby needs hermother more than her father. So, a woman will have to compromiseand may be even give up her job after she has a baby. Men can’tgive up their jobs and sit at home and take care of babies… itdoesn’t help.A participant is shown to be responding by saying this in anintensely emotional and angry tone. She looks very agitated and isseething with anger.PRIYA: You are such a chauvinist (narrows her eyes while sayingthis). You think children are only the responsibility of the mother andnot the father? Tell me, what is wrong if men sit at home and lookafter babies? You think a woman’s professional career is notimportant to her. What if she too wantsProfessor (HR) skyline Group of Pawan Kumar Tripathi Asst. to become rich, famous andimportant in life? Why should she alone put a break in her careerNoida institutions Gr.because of the baby?
  • 274. SITUATION 3A heated discussion is going on amongst 6 participants:PRIYANKA: Friends, I think India should develop nuclear weapons. Allother developed nations have nuclear weapons, why should we be leftbehind.Jaideep is shown to be saying very softly after participant 5 hasfinished…JAIDEEP: I think we should….Surbhi cuts in and very vehemently says:SURBHI: No, I don’t agree. Like I was saying earlier nuclear weaponsshould be banned. That is the best solution.At this point Anuradha who is concerned that Jaideep had not beenallowed to speak says:ANURADHA: Friends, I feel all of us are keen to know what our friendhere (extending her hand, palm facing up towards Jaideep), has to sayon this issue.Everybody turns to look at Jaideep who then looks gratefully at Pawan Kumar Tripathi Asst. Professor (HR) skyline Group ofAnuradha and begins to say his point of view. institutions Gr. Noida
  • 275. Concluding a GDSumming up the discussion - should be an active participant during the discussion - should have been an active listener who took notes capturing the key - points made by the participants—including positions of agreement and disagreement - the conclusion should be a logical one and represent the views articulated by the group - ability to get the buy-in of all members to summarize the group’s views - crisp and succinct communication skills with high degree of clarity Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 276. Now time to asses your fault While you at group discussion Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 277. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 278. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 279. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 280. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 281. Do’s & Don’ts of Group DiscussionDo’s Don’ts Respect the contribution of other speakers. х Dont take offence if a person disagrees with you. Speak pleasantly. х Dont ridicule the contribution of others by using Listen well to the ideas of other speakers; comments like `thats stupid, thats ridiculous, or you will learn something. `youre wrong. Learn to disagree politely. х Dont try to intimidate another speaker. Respect that others have differing views. х Dont use a loud or angry tone. Others will not Think about your contribution before you speak. want to listen to you if you are being aggressive. Try to stick to the discussion topic. х Dont use aggressive gestures like finger-pointing Your body language should be `open & friendly. and table-thumping. Agree & acknowledge anything interesting. х Try not to dominate the discussion. Confident Stay with the topic. If the discussion does waiver, speakers should allow others a chance to speak. bring it back on topic by saying `thats an х Avoid drawing too much on personal experience. interesting point, can we come back to that later? х Dont interrupt or talk over another speaker. Try to speak clearly. Dont whisper. Listening to others earns you the right to be heard.
  • 282. Do’s & Don’ts of Group Discussion Listen to the given topic carefully. Be assertive not Structure your dominating; try to Be prepared points on the with some of maintain a sheet provided. balanced tone inthe topics. Keep yourself your discussion updated on and analysis. current affairs. Try to remember the names of the Summarize the participants in the GD, discussion if when you are the group has targeting individuals not reached a address them with the conclusion. names.
  • 283. Do’s & Don’ts of Group Discussion Allow others to speak: Speak clearly: Do not interrupt Use simple words Initiate the GD: anyone while while speaking. Initiate GD only speaking even if you Don’t be too when you don’t agree with aggressive if you are understood the his/her. Wait for your disagreeing withtopic clearly & have chance. someone. some knowledge. Positive attitude: Be confident. Do not try Formal dressing: to dominate anyone. Keep No fancy and funny positive body language. dressing. You should be Show interest in comfortable while discussion. speaking in group.
  • 284. Do’s & Don’ts of Group Discussion Some Myths about Group Discussion • You should speak more (No!) • You should dominate the discussion (No!) • You should project yourself in style (No!) • You should speak in favor of topic (No!) • You should make others agree to your point (No!)
  • 285. FAQs on Group DiscussionIs there time given for preparation after the topic is given and before starting the GD?Usually some time (2-5 minutes) is given to collect ones thoughts, but there could beinstances when this does not happen, so it is best not to bank on this.Should I address the panel or the group members?Dont ever make the mistake of addressing the panel members while the GD is on. TheGD is between you and the other members, not the panel members. You must avoideven looking at the panel members while the GD is in progress. Just ignore theirexistence.What is the seating arrangement like?It could be semi-circular, or circular, or seating alongside a rectangular table,depending upon the venue. It is best not to bother about trivial issues like this, whichyou have no control over.
  • 286. FAQs on Group DiscussionHow should I address the other group members?If you are initiating the discussion, you could do so by collectively addressing the groupas "Friends". Subsequently, you could use names (if the group has had a round of self-introduction prior to starting the discussion and you remember the names) or usepronouns like "he" / "she.Suppose I have a lot to say on the topic, should I say all of it?You would not be looked upon favorably if you kept speaking all the time and did notlisten to anyone else. Contrary to the misconception, the person who talks the most isnot necessarily the one who is judged the best. The quality and not the quantity of yourcontribution counts.Should I encourage others to speak up?Do not directly put someone who is consistently silent on the spot by asking him / herto speak up. But If someone has been trying to speak and has a good point but is cutoff constantly, you may encourage him / her to continue with her point.
  • 287. FAQs on Group DiscussionAre the group members supposed to keep track of the time or will the panel keep track?It would be good if you are conscious of the time, but not to the point of getting sodistracted looking at your watch that you do not contribute to the discussion.Is there any particular seating arrangement, which is favorable to the participants?If participants are asked to sit in a circle or a semi circle, one position is as good asanother. But if you are asked to sit on either side of a rectangular table, then choose aposition as close to the centre as possible.Should we begin the GD by appointing a leader amongst ourselves?No. You should not. Leadership in a GD is established implicitly through onesperformance in a GD.
  • 288. FAQs on Group DiscussionIf I feel strongly about an issue, should I voice my feelings?It is important to be cool and emotionally objective in a GD. If you react emotionally youare likely to lose control over yourself during the group discussion. Be calm and logical,not emotional in a GD.Can I use technical terms or jargon, which is clear to me, but not to the group?If you have to use technical terms, do not use abbreviations. After mentioning the termin full, explain to the group what it means. It is quite likely that other participants of thegroup have a different academic background than you. Make sure you are all on a levelplaying field.Do I begin my participation by requesting the groups permission to do so?It is not likely that you will get a chance to ask for such permission. It may also goagainst you (as appearing weak on your part).
  • 289. FAQs on Group DiscussionWhat is the right time to enter a GD to ensure that I am heard properly?In any GD, there are crests & troughs during the discussion. Crest - when the noise levelis at its peak. Trough - when there is almost total silence. Ideally, you should enter theGD during the trough period. But in competitive GDs, crests occur often and troughs maynot occur at all. In such cases, enter the GD irrespective of the noise level provided youhave a point to make.How do I participate when the noise level is too high?You could try the following strategy:• Identify most powerful speaker in the group, and note down the points that he/she ismaking.• The moment the noise level reduces, enter supporting the powerful speaker.Do I have to be cautious about participants feelings (on sensitive issues like religion, caste etc)?You certainly do. Insensitivity to others displays a lack of maturity and viciousness. Itwill act against your favor.
  • 290. FAQs on Group DiscussionIs it beneficial to be the first speaker in a group discussion?Being the first speaker is a high risk, high return strategy. If you can make a goodopening statement, which is relevant and sets the tone for the GD, it will go in your favor.However if you speak for the sake of speaking, not really having anything pertinent tosay, it will be remembered and will go against you.How critical is my fluency in English to my performance?Command over English is certainly advantageous but will not compensate for lack ofgood content. If your content is good, then even if your English might not be great, youmust speak it out, rather than be inhibited by lack of good English. You will get credit forsoundness of ideas.How necessary is it to use examples for illustrating an idea?Use of examples is helpful in elaborating your point, and helping others understandyour idea better. But remember to keep it short and simple because in a competitiveGD nobody has the patience to listen to long, drawn out examples.
  • 291. FAQs on Group DiscussionHow much or for how long should I participate?In a 20 minute GD with 10-12 participants, try and participate at least 4 times with eachentry lasting at least 25-30 seconds. You could participate more depending on yourcomfort level and the need for participation.Is it good to be humorous in a GD?Depends on the situation. In a GD that is fairly relaxed, it may be acceptable. But in acompetitive situation, where the participants are tensed up, your attempts at humourmay fall flat.What do I do if someone else has already said what I wanted to say?To avoid such situation, speak up in the first 4-5 minutes of the GD, else you have twochoices:• Agree with the point made by that person and add to it to broaden the scope of theargument.• Drop the point and think of fresh points.
  • 292. FAQs on Group DiscussionHow is aggression taken and measured in a GD?The moment you notice people reacting to you negatively or strongly, you may take it thatyou are being too aggressive. The degree of the reaction is the measure of youraggression.What level of aggression is seen acceptable?There is a very thin line between aggression and assertiveness. You should always aimto sound assertive and not stubborn.Will I be quizzed about my (or others) participation in the GD?You may be asked about other participant’s response / views. Therefore it helps to bealert all through the GD.
  • 293. FAQs on Group DiscussionIs it true that the GD is used more as an elimination technique rather than as a selection tool?Depends on the institute. In most premier institutes/companies it is used as a selectiontool, not as an elimination technique.Is motivating other people in the group to speak looked upon favorably?Depends on how it is done. If you openly request someone to speak, you may beputting the other person in a difficult spot. It is better to use other means of motivation,such as agreeing with a halting speaker, adding on to their points, supporting and givingthem direction.Can the moderator to stop or cut short the GD much before the stipulated time is over?This may happen if the GD becomes too noisy and if the level of discussion deterioratesabysmally.
  • 294. FAQs on Group DiscussionCan I be aggressive with a lady participant?A GD is not the place to demonstrate chivalry (gallantry). Being rude to any participant[male or female] is downright unacceptable. You need not extend any special privilegesto a lady.Is it all right to ask pointed questions to other participants during a GD?It is alright to ask questions for the purpose of clarification but not for the purpose ofplaying the devils advocate and proving them wrong. By playing the devils advocateyou hamper the flow of the GD. The pointed questions unsettle the other participant.Are we expected to stick to a line of thought or can we come up with something radical?By all means you can. It would demonstrate your creativity and originality. Just make sureit is relevant to the topic.
  • 295. FAQs on Group DiscussionIs an end-summary absolutely essential?No. If the group has not reached a conclusion, then it would be good if someone puts thewhole discussion into perspective by summarizing. But if there isnt sufficient time, asummary may be avoided.Is voting an acceptable method of reaching a consensus?No. Topics are usually general in nature to give a level playing field to everyone.Are the topics decided on the basis of the academic background of the participant?No. Topics are usually general in nature to give a level playing field to everyone.
  • 296. FAQs on Group DiscussionWhat do I do if one member is very stubborn and aggressive?You could use any of the following methods:• Ignore him and address the other members of the group.• Be assertive and tell him that his argument is faulty.• Point out to him that his point is well taken and that the group must progress further.What are the acceptable ways of interrupting somebody else, so that I may make my point?You can interrupt in any of the following ways:• "Excuse me, but I feel that what you are saying isnt universally true ...―• "Yes, I agree with your idea, and I would like to add on to it …‖How should a group select a topic if asked to?The group should brainstorm for about two minutes and narrow down the list of topics to3-4. After this the group should prioritize them based on the comfort level and ease ofdiscussion of the topics.
  • 297. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. NoidaBODY LANGUAGE
  • 298. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions What is Body Language? Gr. NoidaBody language is a form of non-verbal communication, which isexpressed through body posture, gestures, facial expressions, and eyemovements.To understand and inculcate good body language one must be aware ofthe various emotions displayed by the body in response to varioussituations.
  • 299. Emotions displayed by the body Aggressive Submissive Attentive Nervous Upset Emotions Relaxed Bored DefensivePawan Kumar Tripathi Asst. Professor (HR)Power Group of skyline institutions Gr. Noida
  • 300. AggressivenessCharacterized by the following traits: Tightened jaws Stiff facial muscles A sombre face Straight staring eyes Thumping on a table Raised voice Animated gestures Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 301. Aggressiveness (analysis) Aggressive behaviour is an undesirable characteristic especially in professional settings such as interviews and group discussions Controlled aggression is a useful tool to cultivate and execute in team meetings, negotiations, etc. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 302. Submissiveness Characterized by the following traits: Head down Slack jawed Frequent nods of agreement Poor eye contact Constricted body posture Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 303. Submissiveness (analysis)  Submissiveness is also a negative emotion and should be avoided in all situations.  The more desirable characteristic of being flexible should be cultivated and practiced. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 304. AttentivenessCharacterized by the following traits: Looking straight at the speaker Mild nods of head at periodic intervals Chin and body slightly bent forward towards the speaker Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 305. Attentiveness (analysis)  This is a crucial attribute and should be developed consciously.  Attentiveness in interviews, meetings, and discussions with superiors is appreciated and goes a long way in creating a favourable impression Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 306. NervousnessCharacterized by the following traits: Visible lack of confidence -unsteady voice -avoiding eye contact -head bent down Being restless or fidgety Biting of nails or gripping the chair tightly Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 307. Nervousness (analysis)  Nervousness should be avoided in all situations.  Nervousness shows lack of confidence and preparation.  It is thus important to identify one’s abilities and cultivate them as strengths.  Practicing on your hand and body movements, voice, diction, etc, will help you to be more confident in an interview or while giving a presentation Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 308. UpsetCharacterized by the following traits: Tightened jaws Deliberate frown on the forehead Prolonged disapproving nods Walking impatiently at the back or side of the room, with head down facing the ground, and annoyed face Eyes closed occasionally Not having eye contact with others or having a very cold stare Unstable or losing control over emotions (e.g., voice shaking, out-of Tripathi Asst. Professor (HR) skyline Group of Pawan Kumar control gestures) institutions Gr. Noida
  • 309. Upset (analysis)  Losing control of one’s emotions, especially in a professional situation is always undesirable.  This is one attribute that is tested during a stress interview and the ability to remain calm under duress is a valuable asset.Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 310. BoredomCharacterized by the following traits: Prolonged or frequent yawns Eyes shut for a long duration Looking around aimlessly Checking watch/mobile phone Blank stares Body bent back to a significant degree Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 311. Boredom (analysis)  Boredom is another negative characteristic that quickly creates a poor impression on an interviewer.  One should concentrate on the task at hand and develop an interest by taking notes and coming up with logical questions. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 312. RelaxedCharacterized by the following traits: head straight, chest upright and balanced body no folds or frown on the forehead easy and quiet breathing arms hanging loosely or confidently placed in the pocket gentle smile showing on the face calm eyes Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 313. Relaxed (analysis)  This is a positive trait and creates a favourable impression on the interviewer or supervisor.  It conveys confidence and the ability to handle a task effectively  Relaxedness should however not be misconstrued as lack of interest or inattentiveness Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 314. PowerCharacterized by the following traits: outstretched arms while doing a handshake to disallow the other person from coming too close or having a firm grip confident look (accompanying a firm and deep voice) evaluative looks and demeanor (questioning speakers) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 315. Power (analysis)  This is an important personality trait and one should be aware of one’s power to influence.  However, it is easy to get carried away and misuse power. Judicious and subtle use of power is accepted and appreciated in professional setups. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 316. DefensiveCharacterized by the following traits: Tightly folded arms Crossed legs Frown on the face Showing nervousness (while giving excuses) Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 317. Defensive (analysis)  Defensiveness is a negative emotion and should be avoided  It generally arises out of a sense of insecurity and being overly sensitive, both of which are negative emotions. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 318. Zone of distance in professionalsettings Always careful for zone of distance when you are in professional settings Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 319. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 320. Body language exhibited during different professional interactionsPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 321. InterviewDesirable Body language—1. Politely looking at panel2. Sitting only when signals to do so3. Sitting with a straight posture4. Arms resting comfortably on legs5. Direct eye contact6. Concentration as effective listening7. Responding with conviction through eye contact with entire panel. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 322. Interviewundesirable Body language— Entering the room hesitantly Lack of eye contact Distracting mannerism as scratching head, shaking legs biting nails. Elbows or arm on the table Chin down or raised Folded arms Slouching posture Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 323. Manager discussion with a subordinate employeeDesirable Body language ofmanager— Professional attire Demeanor indicating interest and attention Respectful posture towards employee Eye contact with employee Leaning slightly forward Listening with talking Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 324. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 325. Manager discussion with a subordinate employeeundesirable Body language ofmanager— Casual attire Disinterested/distracted expression Wandering eye across the room Talking more than listening Interrupting employee often Playing with phone or table contents Allowing external interruptions Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 326. Presentations to a large audienceDesirable Body language — Eye contact with audience, up and down, left and right to the room. Effective use of hand and presentations audio- visual adds Standing at the center of the stage. visible to the audience Head held high-confident and straight postures. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 327. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 328. Presentations to a large audienceundesirable Body language — Folded hands Looking at only one person one section of the audience Standing still at the podium Looking at the slides and not the audience. Head down, nervous demeanour. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 329. Group discussionDesirable Body language — Eye contact with the group members Appear very interested in the comments made by each person through the listening posture. By standings, or by commanding voice and contents, establishes control of the group. Seek out the view of the group members by promptings hands gestures Proper attire to gain respect. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 330. Group discussionUndesirable Body language — Eye contact with one individuals Appear disinterested when others are speaking. Allowing the discussion to drift. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 331. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. NoidaJOB INTERVIEW
  • 332. Job Interview Job interviews are the gateway to the world of business. A candidate, especially one who is appearing for the first time, should be equipped with the knowledge and confidence to tackle interviews successfully. Soft skills play a very big role in helping interviewers in making an informed decision regarding the suitability of a candidate A few important Do’s and Don’ts are discussed here to help candidates prepare themselves. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 333. Job Interview - Do’s Do your groundwork -Prepare your resume -Collect relevant documents -Gather information about the company Dress appropriately Be polite Appear confident and remain calm Wish good morning when you enter and thank before leaving Be clear in your thoughts and answer with good articulation and vocabulary Prepare answers to standard questions such as: -Tell us about yourself -What are your strengths and weaknesses Group of Pawan Kumar Tripathi Asst. Professor (HR) skyline -What can you offer our company institutions Gr. Noida
  • 334. Job Interview - Donts Don’t be late Don’t be inarticulate/give monosyllabic answers Don’t lie or showoff Don’t display nervousness/fidgeting Don’t talk about irrelevant topics Don’t blame or disparage people Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 335. Job Interview Situations We shall take a look at some situations where candidates give appropriate answers to interview questions. Please note that there may be several possible ways of answering these and other questions. Candidates will be well advised to concentrate on their strengths rather than try to impress the interviewers with false/insufficient knowledge. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 336. Situation 1Sheeba: Good morning, please introduceyourself to the panel.Arti: I am Arti Nair. I have completed myB.Tech from IIT Delhi. My parents areworking professionals and I have beenbrought up in Delhi. During the last yearof college, I participated in various extra-curricular activities and was theplacement secretary in college. I havebeen a diligent student, and havemaintained a high percentage and rankall through. My favorite subjects areElectronicsKumar Tripathi Asst. Professor (HR) skyline Group of Pawan and 3G technology. institutions Gr. Noida
  • 337. Situation 2Arindam: Why do you think weshould hire you?Suneela: Sir, over the last one year, Ihave had the opportunity to enhancemy skills that are directly related tothe job in question. During myinternship at Wintel Corporation lastsummer, I developed a corporateprogram code for the entireoperations of the Manufacturing unitand my work was well appreciated by Pawan Kumar Tripathi Asst. Professor (HR) skyline Group ofthe Project Manager. institutions Gr. Noida
  • 338. Situation 3Sheeba: What are your strengths andweaknesses?Kiran: My biggest strengths are myperseverance and integrity. During myengineering preparation, it was my aimto get into the best college. In my firstattempt, I could not get through any ofthe IIT’s. However, I did not lose hope,but dropped a year, worked part time,and reappeared in the IIT JEE. Finally,my efforts bore fruit and I got throughIIT Delhi.My weakness, as I perceive it, is that Iam quite shy, and take quite a (HR) skyline Group of Pawan Kumar Tripathi Asst. Professor while toopen up and mix with people. institutions Gr. Noida
  • 339. Telephone / Video Interviews Be careful of your body language during a video conference. Concentrate on the conversation Guard against being informal Your confidence should travel over the phone or video Answers should be well thought out, precise, and communicated clearly All distractions such as television, radio, mobile phones, etc should be switched off Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 340. See the videos and asses your body language Exhibited in interview Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 341. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 342. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 343. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 344. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 345. Suggested readings Book---- ―Personality development and soft skills‖ Barun kumar Mitra Oxford university press new delhi Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 346. Wanted to become smartPawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 347. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 348. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 349. Essentials of a professional Motivations is the core of your life. Confidence is your ornament. Knowledge is a guide for you. Positivity is the soul for you. Hope is the rope for you. Your human approach turn all others towards you. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 350. Identity of a professionals Stressed Depressed But again----------------- Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 351. ------------------------------Welldressed Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 352. Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 353.  Motivational slides Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida
  • 354. For sharing good time with us Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida