The document provides an overview of Bluesky Connect, a publication from Bluesky HR Solutions.
The first section discusses the need for moderate, periodic attrition of strategic and leadership levels to encourage organizational change and renewal. The next section emphasizes the importance of dashboard management for SMEs to make timely, accurate decisions. It states key personnel and executive attrition are more important metrics than general attrition.
The last section announces new additions to the Bluesky team, client updates, an upcoming management development program, and solicits interest in outsourcing HR functions.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Empowered People".
The Certified Process Professional (CPP) Program takes BPM Training to an entirely new level.
This premier WORKSHOP is designed for those seeking professional skills in process management, process improvement, process alignment and innovation. The Advanced Business Process Management Methods and Techniques that Deliver!
The enterprises are exploring modular architecture to isolate their business processes from their applications, which gives them the flexibility to add, upgrade or replace applications in their information technology environment without redefining all of their process interfaces.
Coaching New Managers For Success TranscriptTom Floyd
Many companies still take the sink-or-swim approach to training new managers. After a day or two of HR-mandated training, you’re on your own.
But today, no company can afford not to properly prepare its mid-level managers for their new roles.
Professional coaching is one of the most effective tools in helping new managers make the transformation from individual contributor to management.
This program discusses where and how coaching fits into management training and how it can increase the overall effectiveness of your management team.
Guests
* Dr. Michael J. O'Connor, Author, Managing by Values and The Platinum Rule
* Patrick Reilly, Principal, Resources in Action Inc.
* Michele Wolpe, Executive Coach
* Celia Young, President, Celia Young & Associates Inc.
Summary
Research shows that individuals new to management can have a variety of myths about how to be successful in a management role.
From not being able to see linkages and interdependencies across the organization to learning how to get commitment instead of compliance from employees, our experts discuss how these perceptions can affect how new managers perform in their first 3 to 6 months.
Guests explain how coaches can guide new managers in their process of self realization, as they adjust to their new roles.
"As with many companies, the recent recession has forced cut back on costs. "The low hanging fruit" in terms of the most obvious cost cutting initiatives have already been taken. Consulting companies have been hired to help re-structure and optimize therefore expediting business recovery. However, despite all efforts, business change for the better is still slow. What do we do next?”
Develop the insights and techniques to align all processes with successful outcomes, and in doing so create the capability for the organisation to win the triple crown i.e. reduce costs, improve revenue and enhance service. Go beyond the triple crown into the Fourth Wave of BPM to way exceed the benefits derived from 3rd Wave approaches such as Six Sigma and Lean. Create the ‘game plan’ that reaches and convinces the Lead team for immediate success.
Part IV.Today a lot of thinkers are talking, that Organizational structure is not flexible,he is more oriented to Boss, then to Client. The Guru\'s are saying, that most important is to build Vision, from vision you will get Mental model, from mental model - Organisational structure and, finally, Behavioural model.
To create Vision is not for everyone, BUT EACH MANAGER CAN OPEN EYES;. Let's look which Archetype in Western management culture is creating main Mental model, which allow to build only one type of Organisational structure and from here Employees Behaviour? The part 1 is asking question is an organisation is spherical or pyramidical?
Presentación realizada por Romain Fleury, traductor y consultor en el área de la localización y uso de herramientas TAC, el 6 de septiembre de 2014, en Lima, Perú, en el marco del I Ciclo de Conferencias y Cursos de Traducción e Interpretación Especializadas 2014 organizado por el Instituto de Altos Estudios en Traducción (IAET).
The Forrester Wave of Self Service BI PlatformsMILL5
Forrester Wave: Self-Service Business Intelligence Platforms. Key Take-aways: IT can no longer support the majority of BI Requirements; Self-Service BI Features are Key to Empowering Data Consumers; Your Enterprise BI Platform May Already Provide Most of the Self-Service Features you are interested in.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Empowered People".
The Certified Process Professional (CPP) Program takes BPM Training to an entirely new level.
This premier WORKSHOP is designed for those seeking professional skills in process management, process improvement, process alignment and innovation. The Advanced Business Process Management Methods and Techniques that Deliver!
The enterprises are exploring modular architecture to isolate their business processes from their applications, which gives them the flexibility to add, upgrade or replace applications in their information technology environment without redefining all of their process interfaces.
Coaching New Managers For Success TranscriptTom Floyd
Many companies still take the sink-or-swim approach to training new managers. After a day or two of HR-mandated training, you’re on your own.
But today, no company can afford not to properly prepare its mid-level managers for their new roles.
Professional coaching is one of the most effective tools in helping new managers make the transformation from individual contributor to management.
This program discusses where and how coaching fits into management training and how it can increase the overall effectiveness of your management team.
Guests
* Dr. Michael J. O'Connor, Author, Managing by Values and The Platinum Rule
* Patrick Reilly, Principal, Resources in Action Inc.
* Michele Wolpe, Executive Coach
* Celia Young, President, Celia Young & Associates Inc.
Summary
Research shows that individuals new to management can have a variety of myths about how to be successful in a management role.
From not being able to see linkages and interdependencies across the organization to learning how to get commitment instead of compliance from employees, our experts discuss how these perceptions can affect how new managers perform in their first 3 to 6 months.
Guests explain how coaches can guide new managers in their process of self realization, as they adjust to their new roles.
"As with many companies, the recent recession has forced cut back on costs. "The low hanging fruit" in terms of the most obvious cost cutting initiatives have already been taken. Consulting companies have been hired to help re-structure and optimize therefore expediting business recovery. However, despite all efforts, business change for the better is still slow. What do we do next?”
Develop the insights and techniques to align all processes with successful outcomes, and in doing so create the capability for the organisation to win the triple crown i.e. reduce costs, improve revenue and enhance service. Go beyond the triple crown into the Fourth Wave of BPM to way exceed the benefits derived from 3rd Wave approaches such as Six Sigma and Lean. Create the ‘game plan’ that reaches and convinces the Lead team for immediate success.
Part IV.Today a lot of thinkers are talking, that Organizational structure is not flexible,he is more oriented to Boss, then to Client. The Guru\'s are saying, that most important is to build Vision, from vision you will get Mental model, from mental model - Organisational structure and, finally, Behavioural model.
To create Vision is not for everyone, BUT EACH MANAGER CAN OPEN EYES;. Let's look which Archetype in Western management culture is creating main Mental model, which allow to build only one type of Organisational structure and from here Employees Behaviour? The part 1 is asking question is an organisation is spherical or pyramidical?
Presentación realizada por Romain Fleury, traductor y consultor en el área de la localización y uso de herramientas TAC, el 6 de septiembre de 2014, en Lima, Perú, en el marco del I Ciclo de Conferencias y Cursos de Traducción e Interpretación Especializadas 2014 organizado por el Instituto de Altos Estudios en Traducción (IAET).
The Forrester Wave of Self Service BI PlatformsMILL5
Forrester Wave: Self-Service Business Intelligence Platforms. Key Take-aways: IT can no longer support the majority of BI Requirements; Self-Service BI Features are Key to Empowering Data Consumers; Your Enterprise BI Platform May Already Provide Most of the Self-Service Features you are interested in.
ALL THE RIGHT SEO MOVES: WHAT MARKETERS NEED TO KNOW ABOUT THE CHANGING LANDS...HubSpot
From tapping into the semantic web with web smarts built into Google's "Hummingbird" search technology to ensuring you've built great content and authority, we'll explore ways to build your audience through sustainable SEO. This session will act as a health-check for marketers, making sure your efforts are on track and follow best practices. This session will demystify search engine penalties and help marketers identify pitfalls that may put a website and brand reputation at risk.
Hadoop at Bloomberg:Medium data for the financial industryMatthew Hunt
Overview of big data systems origins, strengths, weaknesses, and uses at Bloomberg for solving "medium data" timeseries issues. Medium data requires modest clusters with consistently low latency and high availability, and Bloomberg has driven changes to core Hadoop components to address.
Some thoughts for any business, consultancy or agency looking to transform and grow through the power of purpose....would love to hear from you
ralph@thebrandexperienceconsultancy.com
Intersting article written some time ago by Robert Hennessy, GLOBAL Practice Team Leader – Pharma/ Health Care/ Life Science, ( http://aims-international.net/global-teams/health-care/find-a-leader )before he joined AIMS International.
Treating job applicants well creates ambassadors for companies’
images and brands, even if they don’t get hired.
The paper explains what is meant by Strategy Deployment, distinguishing between the aspects of alignment and engagement. It anchors the theory and practice in both Strategic Thinking and Lean Thinking
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
In a Fit for Growth transformation -- one that starts with the premise that all spending is investment and every cost is a choice -- the three phases of change are managed in such a way that people understand the strategic rationale for the decisions handed down, even when they are tough, and their role in shaping the new organization is clear. They are able to forge ahead, confident that choices were made for the good of the company's future. When trust prevails, so does the company's vision, helping to ensure that the effects of the transformation can be sustained.
Updated brochure on Cultivate Talents AMP methodology designed to link strategy and setting direction with implementing the right change method and using business focused applied learning for leaders around business activities and improving performance
Working with some of the world’s leading technology innovators, Steljes has developed the Business Productivity Suite to help you change the way you work for real and lasting benefit. The Business Productivity Suite comprises of the cream of today’s productivity technology, under one roof, designed to address five focus areas that businesses tell us they need to make more efficient: meetings, video and data conferencing, workspaces and flexible working, training and marketing and communications.
Working with some of the world’s leading technology innovators, Steljes has developed the Business Productivity Suite to help you change the way you work for real and lasting benefit. The Business Productivity Suite comprises of the cream of today’s productivity technology, under one roof, designed to address five focus areas that businesses tell us they need to make more efficient: meetings, video and data conferencing, workspaces and flexible working, training and marketing and communications.
To Sustainability & Beyond... Will Integration Ever Become the New Norm?Amelia Green
After speaking to hundreds of sustainability professionals, senior business managers and industry thought leaders, gauging opinions on what best practice looks like when it comes to structuring sustainability, we have been able to produce this report.
In an ever changing and dynamic business environment, every organization goes through phases of uncertainty and challenge. The organization's intrinsic ability to bounce back during this period is its core survival skill also known as Business Resilience. Facilitating leaders and managers with the mindset needed to be resilient and to help the organization cope with trying times.
Auraa Image Management and Consulting specializes in facilitating leaders, managers and organizational teams with the proficiency needed to be resilient not just to bounce back but to bounce forward.
If your organization is going through a challenging phase or it has witnessed a setback, building resilience will help restore its power. Connect with us and learn how to build resilience and be prepared for future.
Contact: +91 9958934766 / +91 7830222285
Email: samira@auraaimage.com / nayanika@auraaimage.com
Website: https://auraaimage.com / https://samiragupta.com/
ROP Maturity is a both a process and a philosophy. In order to achieve higher Return On People, your organization must be willing to fundamentally change the way it measures its workforce and view its people as a financial asset, not a liability. It must thrive on rapid change, and recognize that agility is now a basic survival skill. The Return on People eBook will open your eyes to steps you can begin to take today in order to get there.
Setting a Clear Mission Statement to Ensure a LTC Facility’s Success - Andrew...marcus evans Network
Andrew Carle, a speaker at the marcus evans Long-Term Care CXO Summit Spring 2012, on boosting organizational performance.
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Setting a Clear Mission Statement to Ensure a LTC Facility’s Success - Andrew...
Bluesky connect volume 1 issue 2
1. VOLUME I , ISSUE 2 JULY– SEP 2010
BLUESKY CONNECT
FROM THE CEO’s DESK
Moderated Attrition is about change through the same set of people that
brought them to this point. These are the veterans
needed to renew organi- and captains which generally form a part of the
zations Executive team and inner circle. Rarely their per-
spectives change at the pace at which it‘s de-
Most HR literature and professionals sired. Often individuals that got you to a certain
would emphasize the need to retain level need not be the same who can navigate you
talent as a generic philosophy. to the next level and this truth is often forgotten.
While there is no doubt in this principle, I feel com- The biggest predicament organization‘s face is
panies tend to stifle when they cling on to people the fear of letting go people who are set in their
beyond their life cycle and utility. Now I am not roles and the possibility of things going awry in
advocating the need to have attrition but attempt- their absence. Often loyalty and emotional con-
ing to draw the attention and merits of inducing nect plays an important aspect with such individu-
attrition in moderation. Anything that needs self als. ‗How do I allow someone to leave after sup-
renewal must go through a process of re- porting me in thick and thin?‘ These are valid
generation. Whether that be a tree that sheds concerns and I am not prescribing that they
leaves and grows new ones or whether the renewal should be ignored or demolished. Companies
of cells in our body. One may argue that of course must foster and nurture loyalties as long as every-
we have attrition and people come and go. In fact one is able to adapt to change and every individ-
some may affirm that they have excess of attrition ual along with the Company goes through a self
that causes disruption. Well I don‘t mean this sort renewal exercise. When people dig into their
of attrition. I mean attrition and periodic churn of heels and refuse to budge from their vantage
those that are perched in comfort zones at strategic points, it‘s time to take notice. Most often the next
and leadership levels. If Companies want to accel- person proves better than the incumbent and
erate change, often the approach is to bring when that happens in moderation, Success is in-
evitable.
Dashboard Management
Most SME‘s operate organically A Company needs real time infor- more important than mere growth.
and through gut calls of the pro- mation to make timely decisions Attrition among key personnel is
moters. Often with some compa- and more than timeliness, must more important a metric than gen-
nies, their accounting systems are have accurate parameters to as- eral attrition. Once the executive
not robust enough to throw up sess the health of the business so think tank understands and distils
accurate and most importantly, that the leadership can decide on the set of parameters for the Com-
timely MIS. Their focus is on en- what alternative course to take pany, performance evaluation
hancing customer acquisitions and should anything go wrong. A becomes easier and more rele-
often the company gets trapped in Dashboard is nothing but critical vant. Decision making is also inci-
the motions of business unless parameters customized for the sive and focused. With the
they are woken up at the end of business that reflect the true dashboard in place and with con-
the year when the audited results health of the Company. These tinuous monitoring, the flight of
flash the abysmal results of the could be a mix of historical pa- the organization is continuously
enterprise . This is more of a lag- rameters and some which are for- measured so that the trajectory is
ging data that businesses depend ward looking. For instance Market always upwards. It‘s time, you
on to make strategic decisions. growth vs. Company growth is build your own dashboard!!
2. BLUESKY CONNECT Page 2
CLIENT UPDATES
ADDITIONS TO THE BLUESKY TRIBE
S al e s I n duc t io n Ma n u al
launched @ Recon
Since Sales Team doesn‘t have much
time to spend on reading, we‘ve
Engaged in the Real introduced the Sales Induction Man-
Estate industry since ual which is a concise document/
1990. The vision of Joy guide consisting of all the required
group is not to build only buildings but to information that employees find useful and interest-
be a part of the process of ―Nation Build- ing.
ing‖.
Beginning with a picture which reads ―FOCUS‖, it
clearly signifies the mantra of Recon ―You'll be able
to keep your job, hit your sales goals and enjoy the
One of the leading players rarest gift of all - job security.‖
in the Telecommunications sector. The The manual lays out complete perspective of Recon.
group plans to diversify and develop its It covers all the areas that are crucial for employee
business in various new and emerging tech- correlation in the system. There is a table of content
nologies in the telecommunications sector. for quick referral. Snapshots of Sales formats are pre-
sented to ensure quick understanding of all the re-
porting formats.
A premier media pro-
duction company with over 2 decades of The Outline of the manual begins with the history of
experience in print and publishing domain, Recon, products and positioning, competitors, sup-
today has evolved into a reliable outsourc- ply chain, hierarchical wise roles and responsibili-
ing partner for their clients across the ties, sales processes and performance tracking
globe. mechanisms. Also appended are the HR policies
relevant for the Sales force.
Is currently the leading
loungewear brand in the country. Has
bagged numerous awards for Product Inno-
@ PAYMATE
vation, Quality and Value Pricing. Remember back in college, how
we could never thank our friends enough for completing
our assignments, for sitting in extra hours to clear our
Nandan Petrochem es-
debit/credit confusion, etc.
tablished in 1992, manufactures and mar-
kets Automotive and Industrial Lubricating
Oils. NPL has assisted top-notch MNCs to Well nothing‘s changed much! The guy in the next cubi-
roll out their international brands as per cle still helps you in making things at work easier . At
global standards. Paymate we introduced ―Cheers for Peers‖ , a way to
applaud those colleagues who have gone beyond their
jobs to help out their colleagues.
The Cavim Group has
been active in the real The employees simply write on the white board a note of
estate business since thanks specifically describing how their colleague
1975. The launch of ‗VONGWONG‘ is mark-
helped them. The employee whose name comes up on
ing its success in providing specialty Thai
and Continental cuisine with impressive the board the maximum no. of times is rewarded the title
Fine Dining experience to customers. of ―Peer of the Month‖
3. Page 3 VOLUME I , ISSUE 2
FROM THE BLUE SKY LAB
Identifying the ―Key & Critical” resources for a Company is an important exercise
that every company must undertake, to focus it‘s resources on those who deliver
maximum impact. While everyone is aware and has a general idea of who‘s their Key
& Critical resources, Bluesky has gone one step ahead in developing pre-set parame-
ters that gives a score to each individual in the Company and enables HR and the
Management to arrive at a scientific way of identifying who is ―Key‖ and ―Critical‖. This ensures that there
is limited ambiguity in arriving at the list of personnel assigned to this category. At
the outset the model defines ―Key‖ and ―Critical‖ as a category. Once the list of em-
ployees are mapped against this model, Human Resource is able to customize specific
solutions for retention and career progression of these individuals in a systematic
manner. This includes an important component-Compensation. No Company has in-
definite resources at it‘s disposal, and consequently having a list of Key and Critical
personnel enables the Company to focus and channelize the resources on the right set
of personnel. As according to Peter Principles, 20% of the people contribute to 80% of
the impact and this rule similarly applies in case of management of people. The model
has been tested and validated across 8-10 Companies with results that validate 80-
90% of the Management‘s belief on whom they consider is Key & Critical.
MANAGEMENT DEVELOPMENT PROGRAM
The first module of the MDP for Middle level Managers, conducted on 28 th Au-
gust‘10 by Bluesky was aimed at developing the participants to become effective
in Managing People. The session focused on understanding the different styles
of leadership, Delegation, Setting expectations for the team and motivation.
About 20 Line Managers participated from various organizations such as Inte-
gron, Playspan, SDL, Ariston Capital and Bluesky. The session entailed a mix of
group discussions, team building activities, case studies and management
games. The first session of the MDP enabled many participants to take home the
skills, know-how and tools that help improve productivity of their team- Prashant
Dubey, a Manager for the Playspan‘s MXT dept., commented, ―I thoroughly en-
joyed the training program . I liked both the trainers‖ There were lot many take-
aways from the program which I could relate and implement back at the work-
place. I liked the delegation pattern and the activity on castle building which
really helped me understand my own people issues.‖
The impact of the program was observed even by the Directors from respective
organizations. Hitesh Ruparelia, Director of Sweet Dreams Retail said, ―Our first
batch has benefited out of the one day MDP conducted by Bluesky and is looking
forward to the next one.‖
The Objective is to impart Next Module of the MDP - The second
knowledge to the under privi- module of the MDP will be conducted in
leged children of the society. either Dec ‗10 or Jan‘11.
Muskaan gives you the opportunity to Dance Workshop - For all those gearing
share smiles. up for the party season in December,
Bluesky will introduce a Salsa & Jive Work-
Grab the opportunity by logging on
shop.
www.muskaansharingsmiles.com
The details will be communicated shortly.
4. BLUESKY CONNECT
j
SKIERS SPEAK
Every single day at BLUESKY has been full of learning and new experiences. Lots
of challenges and responsibilities laced with appreciations and satisfactions is
what makes every day seem new and exciting at Bluesky. Competitiveness , Per-
formance, Execution and DON are like the 4 pillars that have held up the Skiers
Spirits high through highs and lows. And well not to leave behind the humour that
we manage to find in the most miserable and tragic situations. Guess it‘s one of
those things that comes in-built with Skiers.
Irrespective of all the pressures, tight deadlines, numerous reports and wide
range of challenges, working at Bluesky has given me the ultimate satisfaction and
immense pleasure of being an HR person. Bluesky Rocks !!
- Pratixha Narkar —Manager , HR Operations
CLIENTS SPEAK
BLUESKY PICNIC
Since BLUESKY has been engaged with us,
we have found them to be very systematic
in their approach and the quality of re-
sources deployed have been very good.
We look forward to a lasting partnership
with them .
-Mr. S. Narayan,
Founder and President, Integron
During the association, we have observed
highest standard of commitments & profes-
sionalism demonstrated by Bluesky team.
We see the association to be progressive
and an integral part of SDL for years to
Get Powered today!! come. Our first batch has benefited out of
the one day MDP conducted by Bluesky.
Looking at outsourcing your HR function?? Get in touch
with our Business Development Team now! Our special thanks to you for becoming
such a warm part of the team within SDL.
Sonia Fichardo — 9819821185 sonia@bluesky-hr.com
-Hitesh Ruparelia
Bluesky HR Solutions Pvt Ltd
Phone : 022– 40741111 www.bluesky-corporate.com Director, Sweet Dreams Retail