Foursis E - corner - 16th Edition - 17th December 2018
Weekly Edition : 16 December : 2018
Foursis E - Corner
Recruitment Trend and Job Opportunities
Make Learning Matter: Become a Learning Organization
Contact - +91 9662441222
Mail - email@example.com
358, Jasal Complex, Nanavati Chowk, 150ft Ring Road Rajkot – 360007, Gujarat.
Human Resource Quote Recent Recruitment Trend
Recruitment remodelled to ‘Find &
In 2018 a new model of recruitment will emerge; fuelled by tech-
nology, the dynamics of the digital world, data science and AI.
The historic and conventional ‘Advertise & Apply’ model (where
active jobseekers at that point in time apply to advertised vacan-
cies) will be superseded by a ‘Find & Engage’ approach.
The ‘Find’ element of the equation involves using digital technol-
ogy and data science analytics to reach deep into candidate pools
and examine large amounts of data to prepare shortlists of the
most suitable active and passive job seekers, extrapolate meaning-
ful patterns and gauge how open to new job opportunities a poten-
tial candidate is.
The ‘Engage’ element puts the relationship back at the heart of
recruitment to understand a candidate’s personal priorities and
aspirations for a successful outcome. It’s a game-changing trans-
formation for employers and external agencies alike.
Jobseekers enhance their personal brand using video
Expect jobseekers to embed video content in their LinkedIn pro-
files, as part of building an engaging personal brand. This will
offer hiring managers and recruiters a deeper insight into their ex-
pertise and potential cultural fit.
Call -+91 7405434608
WhatsApp - +91 8866559213
FTS– Job across India
Management word of the week
Goal seeking is a calculation based process
which allows a company or person to know
the input which would be required to get a
desired output. A reverse calculation helps
to determine the inputs or raw materials etc
which would help the company achieve its
desired output or goals. The goal seeking
approach is based on certain assumptions
and parameters, which are kept constant
and made variable as per the requirements.
Certain parameters like time, value, prices
etc need to be understood and can be ad-
justed as per the best possible as well as
worst possible scenarios. With the advent
of technology and more usage of computer
software’s, too is have been developed
which help in calculating goal seeking val-
ues using desired output values.
“Bringing great people onto your team is
about demonstrating that size really
doesn’t matter – people do.”
Make Learning Matter : Become Learning Organization
What’s a Learning Organization?
Organizations with the best chance to succeed and thrive in the future are
learning organizations. In his landmark book, "The Fifth Discipline: The
Art and Practice of the Learning Organization," Peter Senge defined the
He said they were “organizations where people continually expand their
capacity to create the results they truly desire, where new and expansive
patterns of thinking are nurtured, where collective aspiration is set free,
and where people are continually learning how to learn together.”
Senge frames your understanding of the learning organization with an
ensemble of disciplines which he believes must converge to form a learn-
ing organization. I will briefly describe each of these dimensions so that
we share a basic understanding of the components that create a learning
Dimensions of a Learning Organization
My main focus, however, is to suggest some ways in which you can pro-
mote a learning organization environment in your organization. These
ideas will help you get started; true transformation takes time, commit-
ment, and resources.
The underlying structure and the interlinking components of each of our
work systems, shape a great deal of the behavior of the individuals who
work inside of the work system.
Think about Dr. W. Edwards Deming’s admonition. When something
goes wrong, rather than seeking someone to blame, ask, what about the
work system caused that individual to fail?
States Senge, “Personal mastery is the discipline of continually clarifying
and deepening our personal vision, of focusing our energies, of develop-
ing patience, and of seeing reality objectively.” He offers that an organi-
zation’s learning can only be as great as that of each of its individual
These are the deeply held pictures each of us holds in our mind about
how the world, work, our families, and so on - work. Mental models in-
fluence our vision of how things happen at work, why things happen at
work, and what we are able to do about them.
Management Tip of the Week-
Surround yourself with People who
will Push you to grow.
When it comes to planning our careers,
we carefully choose our companies and
jobs. But rarely are we deliberate about
selecting the advisers and confidantes
who help us succeed. Cultivate a support
group for your career by thinking about
whose advice and expertise you wish you
had on speed dial. Consider who you feel
inspired by, whether they’re colleagues,
senior leaders, or peers in your field.
Seek these individuals out, and be candid
about why you admire them and why you
want to connect. Focus on building a re-
lationship that will benefit both of you.
As you get to know each other, don’t be
afraid to explore big life questions: What
do you want to do with your life? What
motivates you? What are you doing that
you really don’t like to do? Work togeth-
er to become better versions of your-
Ref from "The Key to Career Growth:
Surround Yourself with People Who Will
Push You," by Claudio Fernández-Aráoz
Make Learning Matter : Become Learning Organization
Building Shared Vision
By shared vision, Senge is referring to a process in which the original vision for an organization, probably
determined by the leader, is translated into shared pictures around which the rest of the organization finds
meaning, direction, and reasons for existing.
Senge finds that “teams, not individuals, are the fundamental learning unit in modern organizations.” (p.
10) It is the dialogue among the members of the team which results in stretching the ability of the organi-
zation to grow and develop.
Begin with the Role of the Leaders
While everyone in the organization must help create the learning organization, you will want to begin with
the behaviour and contribution of your leaders. Your leaders make four critical contributions to the devel-
opment of a learning organization. They must take responsibility to accomplish these.
Leaders provide the initial vision of why your organization exists and where you are going.
They communicate this vision. They clearly communicate their belief that continuous growth, learning,
and improvement will ensure the accomplishment of the vision.
They build consensus and ownership around this vision and are influenced by the views of others in the
organization. They are willing to use the ideas of employees as they flesh out the vision for the organiza-
They model the actions they want to develop in others. When leaders walk their talk, employees are more
likely to take the plans seriously.
Their expectations are verbal, but most importantly, actions that others can see. Leaders who want a learn-
ing organization continually learn themselves. They read books and articles and share the content with the
rest of the organization. They attend training sessions and conferences.
They foster an environment in which people are empowered to make decisions about their work. They
make intelligent risk-taking the norm. They assure that all information people need to make good deci-
sions are communicated. They promote an organizational environment that supports learning and personal
BY SUSAN M. HEATHFIELD
What are your studying and why are you studying?
I am studying Mechanical Engineering from Marwadi Education Foundation,
Rajkot.I am studying mechanical engineering for understanding basics and
graps the knowledge all about it as well as do the practical and invent
sonething big by understanding all the fundamentals of mechanical
How will you find Job?
I will find my job through college placement .
How can you contribute to nation by doing job or business?
I will invent something big so that i can help out poor people and
farmers who spend so much time in agriculture.
Student’s : Says !
Marwadi Education Foun-
Career Tips -
Tips to bounce after receiving interview rejection letter
Take time to feel the rejection
Accept the situation
Don’t take it personally
Realize it ‘s not end of the world and move on
Continue your Job search
Rewind to think what could have gone wrong
Work on your weakness and be objective
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