This document discusses the concept of a learning organization and how organizations can evolve to promote lifelong learning. It tells the story of a company that noticed some employees leaving their jobs to pursue different careers and interests, rather than just for higher pay. By investigating further, the company discovered a widespread desire among employees to try new things. In response, the company created a new career rotation policy that allowed employees to change roles periodically. This became a highly valued benefit among staff. The document argues that organizations should pay attention to outliers among current trends, encourage risk-taking and learning from failures. It also discusses the learning process individuals go through and how organizations can create an environment where everyone acts as a lifelong learner and helps the organization adapt continuously.
Horizon Newsletter Horton Intl India Vol 1 Issue 2 Dec2012hemanthorton
Sanjeev Aga interviewed in Horizon - Newsletter of Horton International (India & area)-a global executive search firm. Deependra (Dipy) Nigam, (Blow Plast 82 -88) is the firm’s Managing Partner for India & Area.
Horizon Newsletter Horton Intl India Vol 1 Issue 2 Dec2012hemanthorton
Sanjeev Aga interviewed in Horizon - Newsletter of Horton International (India & area)-a global executive search firm. Deependra (Dipy) Nigam, (Blow Plast 82 -88) is the firm’s Managing Partner for India & Area.
Leading Retailers need to have employees who are proactive, to create "actions" with customers and truly get "into the world of the client"
This new ebook from Nick Schichtle is extracted from his latest whitepaper "The Impact of Talent: Strategic Insight on Retaining an Optimal Workforce." It delivers 5 steps which will help HR to effectively recognize the value of human capital.
I love buzzword bingo at happy hour after work and Employee Engagement has quickly joined the pantheon of all-time greats. World-class. Win-win. Raises the bar. Synergy. Employee Engagement. Fits nicely, doesn't it?
Tim Houlihan and Charlie Besecker 'took a swing at' (I see what you did there) going beyond beyond the traditional notion of employee engagement as a derivative of motivation to actually bridging the gap between the buzzword and tangible business results.
This is the first ever publication that introduced the term "Humantalents" in place of "Human Resources"
Author is the founder of Humantalents International
The Canadian Management Centre presents authors of "Enemy of Engagement," Mark Royal and Tom Agnew of leadership coaching company The Hay Group as they share their insights on Employee Engagement.
Sign-up for the free Enemy of Engagement Webinar taking place on December 8, 2011 at 1pm EST at http://www.cmctraining.org/enemy‐of‐engagement‐webinar
The world of business has changed dramatically in the last 10 years. The management and leadership skills needed to survive today, let alone prosper, are very different from those of a generation ago, and those skills are likely to change dramatically over the next generation.
Based on the perspectives of a broad range of business leaders, futurologists and academics and a close analysis of the trends affecting UK organisations, it investigates two fundamental issues:
- What will the world of work and management look like in 2018?
- What do we need to start doing to enable business leaders to deal with tomorrow?
Proven Steps in Hiring and Retaining The Right PeopleProfiles Asia
Have you ever hired or promoted someone who didn’t meet your expectations?
If you are looking to hire the right people the first time ,decrease employee turnover and increase your workforce productivity, then you will not want to miss this session. This 30 minutes complimentary webinar you will learn how you can increase your hiring success up to 75% of the time , talent and engagement strategies that will bring success to your organization.
How to Select and Identify High-PerformersProfiles Asia
In this webinar you will learn:
How to identify and hire the right people, for the right role the first time.
Ways to maximize employee productivity
How to increase retention of your top performers
And more...
If you are looking to engage top performers, retain talent and improve performance, then you will not want to miss this session. The webinar will illustrate talent management strategies for high impact positions that will bring success to your organization.
Leadership, Intangibles & Talent Q2 2009 Four GroupsFour Groups
Reading through this quarter’s articles, there were plenty of pieces rehashing practical tips on how to deal with the recession. However, there are a number of interesting ideas and themes lurking beneath the surface. * Intangibles such as engagement, networking and collaboration are hot topics but managing these issues is easier said than done * New technologies have the potential to revolutionise the way we understand organisational behaviour, although the appetite for this information is as yet unclear * Line managers can play a pivotal role in developing engaged employees and this has implications for how organisations approach talent management * Firms are waking up to the importance of engagement, in these recessionary times, once costs have been stripped out, the need to do more with less is paramount * Knowledge is key to value creation but how we educate and train for working with this often intangible and unpredictable environment is unknown
Future winners are investing in the right leaders today. As in past recessions margins are being cut, costs pushed down, currencies are shifting – and future winning organisations are starting to reposition themselves.
Leading Retailers need to have employees who are proactive, to create "actions" with customers and truly get "into the world of the client"
This new ebook from Nick Schichtle is extracted from his latest whitepaper "The Impact of Talent: Strategic Insight on Retaining an Optimal Workforce." It delivers 5 steps which will help HR to effectively recognize the value of human capital.
I love buzzword bingo at happy hour after work and Employee Engagement has quickly joined the pantheon of all-time greats. World-class. Win-win. Raises the bar. Synergy. Employee Engagement. Fits nicely, doesn't it?
Tim Houlihan and Charlie Besecker 'took a swing at' (I see what you did there) going beyond beyond the traditional notion of employee engagement as a derivative of motivation to actually bridging the gap between the buzzword and tangible business results.
This is the first ever publication that introduced the term "Humantalents" in place of "Human Resources"
Author is the founder of Humantalents International
The Canadian Management Centre presents authors of "Enemy of Engagement," Mark Royal and Tom Agnew of leadership coaching company The Hay Group as they share their insights on Employee Engagement.
Sign-up for the free Enemy of Engagement Webinar taking place on December 8, 2011 at 1pm EST at http://www.cmctraining.org/enemy‐of‐engagement‐webinar
The world of business has changed dramatically in the last 10 years. The management and leadership skills needed to survive today, let alone prosper, are very different from those of a generation ago, and those skills are likely to change dramatically over the next generation.
Based on the perspectives of a broad range of business leaders, futurologists and academics and a close analysis of the trends affecting UK organisations, it investigates two fundamental issues:
- What will the world of work and management look like in 2018?
- What do we need to start doing to enable business leaders to deal with tomorrow?
Proven Steps in Hiring and Retaining The Right PeopleProfiles Asia
Have you ever hired or promoted someone who didn’t meet your expectations?
If you are looking to hire the right people the first time ,decrease employee turnover and increase your workforce productivity, then you will not want to miss this session. This 30 minutes complimentary webinar you will learn how you can increase your hiring success up to 75% of the time , talent and engagement strategies that will bring success to your organization.
How to Select and Identify High-PerformersProfiles Asia
In this webinar you will learn:
How to identify and hire the right people, for the right role the first time.
Ways to maximize employee productivity
How to increase retention of your top performers
And more...
If you are looking to engage top performers, retain talent and improve performance, then you will not want to miss this session. The webinar will illustrate talent management strategies for high impact positions that will bring success to your organization.
Leadership, Intangibles & Talent Q2 2009 Four GroupsFour Groups
Reading through this quarter’s articles, there were plenty of pieces rehashing practical tips on how to deal with the recession. However, there are a number of interesting ideas and themes lurking beneath the surface. * Intangibles such as engagement, networking and collaboration are hot topics but managing these issues is easier said than done * New technologies have the potential to revolutionise the way we understand organisational behaviour, although the appetite for this information is as yet unclear * Line managers can play a pivotal role in developing engaged employees and this has implications for how organisations approach talent management * Firms are waking up to the importance of engagement, in these recessionary times, once costs have been stripped out, the need to do more with less is paramount * Knowledge is key to value creation but how we educate and train for working with this often intangible and unpredictable environment is unknown
Future winners are investing in the right leaders today. As in past recessions margins are being cut, costs pushed down, currencies are shifting – and future winning organisations are starting to reposition themselves.
An organisation can be destroyed by its own culture. There’s a slow route to decline and a swift route to catastrophe. In these circumstances, institutional collusion in interpreting key facts leads to pervasive managerial delinquency.
Ask someone to name some management gurus and it’s a pretty safe bet that the name Bob Geldof won’t come top of their list. On the face of it, the rock star who sang about hating Mondays might sound like one of the most unlikely experts on management issues.
Advice for new CEOs from those that have been there...Alex Ross
This is our most recent Thought Leadership taken from over 50 interviews with CEO's providing insight into the challenges of taking up this complex leadership role.
While working on a special project should a group of people be assigned to address the issue? TEAMS, TASK FORCES AND COMMITTEES – How to tell if you need them outlines this issue which may arise frequently in the workplace.
Stepping Up to Supervision - Always a Big Adjustment, Now a Major ChallengeAchieveGlobal
The step up from employee to supervisor has always been a big one. Taking on more assignments, getting work done through others, shifting from being a buddy to a boss - any one of these transitions is a handful. Today's supervisors have to hit the ground running.
2-2 Interview Reflections I felt that my interviewee understo.docxeugeniadean34240
2-2: Interview Reflections
I felt that my interviewee understood that the job of HR needed to change to stay relevant. According to Grossman, being a “credible partner” is part of the competencies that are required in the new reality that is HR. With speaking to Joe, my interviewee, it appears that he recognized a long time ago that to survive, HR was going to have to make changes and become relevant to the business they are in, which is the moving industry. With doing this, they have looked for ways to outsource the “usual” HR functions and become involved with supporting the staff that they have, getting great talent, and being a source of knowable for the company. Taking an early lead in being a part of the development of their tariff has allowed Joe’s HR division to be taken very seriously within the company. They continue to evolve into the HR of today and even the future.
3.2 The Organizational Culture
After taking the survey, I realize that the organizational culture that I would want at my “Best Place to Work” would be similar to what I have now. My current company believes that HR is the responsibility of everyone. We have a benefits manager but recruiting top talent is such an important part of our cincture, that we receive a $10,000 bonus for recruiting staff.
Credibility- It is important that staff and clients feel that they can trust us. We find that we have repeat customers within the client base and recommendations due to our credibility.
Respect- Clients and staff are treated with prospect. The CEO understands that we make the company run. He rewards the staff with many different gifts and shows of appreciation.
Fairness- Being fair is a hallmark of a good company. Nothing ruins moral faster than favoritism.
Pride and Camaraderie- Staff are happy and proud to tell people they work for the company. This is due to the stellar reputation.
4-4: Leading Change
With my industry, which is hirer education financial aid, change is driven by new policies and regulations that come from the federal government. These changes are inevitable and uncontrollable. Within my consulting firm, we stay ahead of the change by paying attention and participating in negotiated rulemaking, which allows the financial aid industry to have a say in the policies that re coming down the pipe. We definitely use the analyze/think/change model.
The emotional reactions to change that I see very often is fear. Many times, staff is afraid that within the change, they will seem incompetent if they don’t take on the change as quick as other staff. During my current project, which is redesign of the student employment office, the staff involved went through all the emotions in varying levels. They eventual got to renewal and are fully vested in the process.
It is import for HR to take a front seat when change happens. This helps staff to understand that they are supported. It is also important for staff to be able to have their negative feelings openly, .
Knowing me knowing you client evening 29 feb 2012Huntswood
These slides were shown at the 'Knowing me, knowing you' Huntswood PLD client evening in Charing cross on the 29th February 2012.
For more information please contact the PLD team at Huntswood.com
“Work keeps at bay three great evils: boredom, vice, and need.”
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organization’s talent pools has developed.
A hard look at the softer side of business analysisJoe Newbert
Step forward the Business Analyst star. Taking a hard look at the soft skills as a catalyst for Business Analysis success, in the December 2008 IIBA Newsletter.
Hay Group invites you to its signature global business event - the International Conference. Slated to be held in Shanghai this year, the theme of focus is "Leading Transformation". Stay posted for more details on the event!
The social life of ideas: From innovation to profitHay Group India
The main challenge in organizational innovation lies in its execution, and not in having more ideas. Top companies create supportive cultures that transform ideas into profitable investments.
Companies need innovation to survive. In fact, there is no shortage of clever people and smart ideas. Hence the competitive edge comes from having the best execution – from the time the idea is first identified, shepherded through the corporate maze, and into the hands of the paying customer.
And yet, in many companies, the chase for short-term profitability can become the Achilles heel of long-term business sustainability. The way to avoid this is to have a deep-rooted culture that promotes innovation and new ideas to filter up and sideways.
The global economic meltdown has radically changed the deal landscape. Research findings from Hay Group reveal that there are several critical success factors for all executives to keep in mind which make the difference between winning and losing in the M&A game.
The changing face of reward examines how the business drivers of reward are changing due to the impact of the global downturn and other macroeconomic trends in the global economy.
Talent Q’s Dimensions provides a cost-effective way to measure the capability of sales staff, especially when assessing large numbers in revenue-critical roles.
CEOs at the world’s most successful companies know that they can only safeguard their organization’s competitive future if they have the right leaders to develop and implement their strategy.
In the words of EI guru Dr Daniel Goleman, Emotional Intelligence is: ‘the capacity for recognizing our own feelings and those of others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.’
Leadership for tomorrow: Once more, with feelingHay Group India
Know yourself.’ The ancient Greeks considered this a must have
virtue. And they were right, as recent research shows a direct correlation between high leadership performance and accurate self-awareness – in other words, emotional intelligence.
Everyone knows that unmotivated employees create problems
in the workplace. But what’s worse is having people who are
motivated – but cannot turn their enthusiasm into action. An employee effectiveness survey
is truly effective when it also addresses the factors that stop
your staff from performing to the best of their ability.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...
Mohinish Sinha on Human Capital What 2020 holds
1. SECTION I ■ The concept catches on
what the
future holds
■ BY MOHINISH SINHA
n IT organization that I consulted for recently was
A surprised by the sudden rise in employee attrition
rates. When they examined the reasons, they came up
with the usual "suspects" e.g. better salary, poor levels
of engagement with work, going for higher education
etc. But then they also came across instances, mind you, very
few instances, of some of the employees leaving to change
tracks in career for e.g. one programmer who was tired of the
routine programming work, now wanted to chase his dreams of
becoming an entrepreneur; another employee was leaving to
take a break and travel the world.
It is easy to ignore these cases and treat them as isolated.
The HR team in this company, however, refused to treat these
outlier examples as minor ones, and took it upon themselves to
investigate this "desire to do something different" in the existing
employees. They were rather surprised by the high prevalence
of this desire in the current workforce. Fast forwarding to the
end of this story, the company came up with an innovative
career rotation policy that saw many takers. This went on to
become one of the most highly valued policies by the workforce.
.....................................................................................●
What's the point of this story? Two points, really. One, that
the clue to the future is hidden possibly in the outlier of the
Is your organization geared present, and one has to be patient enough to look for it and,
two, have the orientation to examine it and courage enough to
to evolve as year 2020's act on it. These two points together form the elements of
learning orientation - though this may not be the most complete
quintessential organization? definition of it. The HR function in this example demonstrated
.....................................................................................● a learning orientation.
16 ■ June 2011 www.humancapitalonline.com ■
2. The learning organization bicycle or project management or standards. Learners tend to mimic
Now picture this: What if everyone the best way to retain employees. prevalent ways of the organization
in your organization acted this way? The process is cyclical. It moves from when they make such choices.
How would you react? Would you ‘observation’, to building a ‘concept’, Today's managers, business heads,
feel: excited, cynical, afraid? to initiating an ‘action’, followed by OD/learning heads and CXOs are
Theorists and practitioners argue ‘experiencing’ the act by way of sometimes unaware of this practice
that whether you like it or not, if the feelings, leading back to ‘observation’, in the workforce. What about
rate of learning of your organization and so on. The learner goes through tomorrow? Learners dropping off
and its members is faster than its the learning process as long as he early in the learning journey and not
competitors or (more importantly) wants, improving his capabilities sticking through is the equivalent of
than the rate of change in its each time he completes the loop. leaving "money on the table". What
environment, your organization is The learning process varies from can managers / business heads and
more likely to be consistently individual to individual. Some HR do? Essentially, two things:
successful and hence sustainable. An learners stop going through the 1. One, become a role model.
organization that operates like this is learning process earlier, some later Demonstrate their own learning
referred to as the learning and some, almost never. The orientation of being lifelong learners,
organization. learners' decision to stop is critical of willing to make mistakes or fail in
Let us go back to the story above. from the organization's point of view. order to succeed later.
What if the career rotation policy In mediocre organizations, learners 2. Two, demand world class quality
mooted by HR did not work and tend to stop when they feel that the of work (mind you, different from
had no takers? It would be an utter skills they have acquired are "good just delivering organization's goals
failure, creating the perfect setting enough" or worse, enough to get and results) from everyone all
for the blame game, much finger through the current problem around. No issue is small enough to
pointing and cynicism in some situation. Some quit when they demonstrate this world class
organizations, resulting in people perceive the process of gaining orientation.
with closed minds unwilling to try expertise as tough.
out new things. Now, imagine what the The learning ecosystem
Learning organizations, on the organization can gain if every learner Just tinkering with the learning
other hand, are never disheartened stuck through the entire learning process to help everyone practice is
by the failures. In fact they anticipate process to deliver world class not enough. Organizations need to
them and prepare and
plan accordingly. World
class companies, for
example, actually look for
high failure rates in new
product development as
a sign so that the
optimum effort goes into
creating the most future
ready products. In fact
companies thrive on this
opportunity to improve
their product, testing its
failure earlier rather than
later. World class
companies demonstrate
innovation by minimizing
the time from concept, to
prototyping to market.
The learning process
When a learner engages
in the process of learning,
he demonstrates a
learning orientation. The
learning process typically
proceeds in a similar way
regardless of what you are
trying to learn - riding a
■ www.humancapitalonline.com June 2011 ■ 17
3. SECTION I ■ The concept catches on
create an enabling ecosystem to up the opportunity for newer
sustain the learning orientation in perspectives. For example, in one
every member within the organization I noticed that the
organization. Here is an ecosystem quarterly MIS report does not
that, in my experience, has resulted comprise of performance reports
in high impact learning. While I see alone; it also contains a collection of
most of the elements of this reflective questions polled together
ecosystem consistently in place in by some of the colleagues ("What is
many organizations today, I believe the sales report not telling us for
that all of these will become essential sure?", "what should we be really
for the learning organizations of unhappy about in this result?")
tomorrow. c) The power of repetition. The
a) The power of purpose and opportunity to practice of a skill
intent. This tells the learner why he repeatedly (technical, functional or
is engaging in the learning process. behavioural) helps make the skill
When the learner takes ownership natural to the learner. This is similar
of this intent, he makes the extra to the way one learns to drive a car
effort to continue with the learning through practicing the movements
process no matter what. If there is of the accelerator, brake and clutch,
no ownership, he might quit when until these actions become intuitive.
he is bored or feels afraid of the For example, one organization built
MOHINISH SINHA
learning process. To illustrate: One a certification process to build
Director ■ Hay Group organization focused on making sure expertise in any function that
Mohinish's core expertise is in that everyone was well versed with institutionalized practice. Here, when
organization transformation, leadership the organization's tenets of quality. the learners practiced the skill for a
development and coaching & setting up One particular production manager specified number of hours, they
and assessing learning functions. He felt that it was "unnecessary" for him moved closer to certification for that
works with clients to identify and address to go for this program as there were skill.
their needs for organizational very few quality issues related to his d) The power of the whole mind. I
transformations, change, learning by quota of production deliveries. To am using the coinage of the noted
helping turn their business strategies into convert him, the "trick" that helped writer Daniel Pink. In his book "The
the results they desire. He is also a was demonstrating that the "very few Whole New Mind" he suggests that
leadership coach and has coached and quality issues" was not acceptable the senses of Design, Story,
facilitated hundreds of senior and top and that a production manager has Symphony, Empathy, Play and
management executives within India and to completely eliminate all quality Meaning are necessary for the
outside. Mohinish works with a variety of issues. complex world that emerges.
clients in sectors of Education, Oil & Gas, I have observed that when a Organizations are designed for the
Banking and Financial Services and IT. He learner does take ownership of the "left brain" that values logical,
has also worked extensively with the right intent, he will not engage in the analytical process over sensing,
government, public sector and UN learning process passionately. creativity etc. However, as the world
organizations, multinationals, Indian Unfortunately, I have also seen that becomes more and more complex,
family owned businesses and start ups. organizations tend to pay very little there is never enough precise data
Mohinish holds an MBA from XLRI attention to the intent behind the to make accurate sense of the
Jamshedpur and a graduate degree in learning by way of setting situation or the issues and it is clear
Physics from Delhi University. expectations with the learner. that newer senses need to be
Organizations of tomorrow will raise employed by the workforce and
this intent to go far beyond just fostered by the organization.
improvement, to a fundamental e) The power of personalizing
personal and organization purpose knowledge. The learning of any
level. Mutually exploring the long subject within the organizational
term purpose of the learner and then context begins with an existing pool
aligning the learning opportunities to of knowledge that may be explicit or
it is the way the future will roll out. implicit. It is vital for the learner to
The good news is that it is already gather the available knowledge
happening in pockets. through various sources such as
b) The power of reflection. classroom training, books/
Teaching learners to ask reflective periodicals or through interviewing
questions is a critical skill. It provokes colleagues and then apply this newly
fresh and original thinking, opening acquired knowledge with what he
18 ■ June 2011 www.humancapitalonline.com ■
5. SECTION I ■ The concept catches on
needs to accomplish at the that it dissuades employees from
Changing trends workplace. This helps the person
critique his current know-how about
learning. One organization actually
hoped to encourage employees to
in e-Learning the subject and increases his desire be creative and innovative, without
to acquire new knowledge. doing away with the "penalty for
E-learning has been around for many f) The power of communities of failure" incentive scheme.
years now; however its importance in practice. On-going sharing and i) The power of a mentor. One of
India has increased tremendously in last contributing via feedback and my favorite questions I ask a client
two years given the huge demand for suggestions with a view to helping is (I refer to cricket - but please feel
world-class talent across sectors. As colleagues - individually or as a group free to substitute "Batsman" with
India takes the centre stage in global - helps create the right climate for what works for you): If you were
business, there is a need for employees learning. Organizations take trying to become a top notch
to continually acquire new skills and advantage of technology to help batsman and you had one
raise the work standards to match up to colleagues connect and collaborate, opportunity to be trained by the
the dynamic business environment. E- sometimes including suppliers and master batsman, Sachin Tendulkar,
learning and training is touted to be the customers in the process, virtually would you prefer to have him as a
only solution that will pave the way for using conferences, blogs, wikis. For trainer in a classroom lecturing you
building India as the ‘Talent Destination example, one technology-savvy on the finer aspects of batting or
of the World’. Besides, it is the most organization run its promos by its have him stand with you at the nets,
efficient and cost effective mode to community of practice and obtain watching you bat and giving you
impart training in a diverse country like vital feedback before sending it to feedback on improving your game?
India with multiple office locations and customers, thus strengthening the Every time, people chose Sachin at
dispersed workforce that would offering significantly. the nets. In some sense, that is the
otherwise lack effectiveness of face to g) The power of developing power of the mentor or a coach to
face and personal contact. scalable programs. Organizations a learner. One great example is
Drawing a parallel, e-learning can do devise institutionalized learning Mindtree, which leveraged its leader,
programs to address critical issues Subroto Bagchi's talents and time,
wonders to the training sector in India
or opportunities (e.g. foundational full time, to coach and mentor
the same way as BPO industry helped
technical program for new recruits). colleagues in the organization.
shape the IT industry. The major
This signals the importance of the Subroto Bagchi aptly saw himself as
advantage of e-learning is that it is self-
issue to the wider workforce. a "gardener" of talent.
paced and learning is done at the
Further, organizations also realize The year 2020 is already here in
learner’s pace. As low cost PCs and
that such programs are more 2011 - in dribs and drabs though.
broadband penetration become a reality,
effective when they are on-going and But that's immaterial. What matters
more and more professionals would be
spread over a period of time rather is that the workforce of tomorrow
interested in learning the e-way because
than as a one-time effort. Smart will be very different from what exists
of flexibility it offers. Not only this, e-
organizations tend to customize such today. For a start, a large part of the
learning also offers customized solutions
programs for their unique audience workforce will have been born after
like serious game based learning, story
e.g. One pharma organization the internet revolution in 1995. While
based learning, simulations, etc.
completely customized their sales we have no experience with this
depending on the requirements.
development program to suit staff group as yet, the little we know tells
With increased adoption of technology whose familiarity with scientific and us that their orientation will be very
with gadgets like tablets, smart phones, medical language was low. This different from what we are currently
etc., more and more youth entering the company eventually developed this used to. It is already clear that they
job market will be able to take advantage program to such an extent that it are more comfortable expressing
of elearning and align their skills to suit effectively groomed "non-Pharma" themselves online rather than face
their job roles making on boarding easier sales people into making top-notch to face. Consequently, they may be
and faster for employers. .This is what pharma sales persons predictably. more comfortable expressing
we need to create a ready lineup of h) The power of rewards, themselves in terms of "left brain"
young leaders that will define our recognition and incentives. A as well as "right brain" etc.
country’s growth and progress in the critical question facing the The challenge in the learning
longer term. organization which, in my orientation where such a young
experience, rarely gets the attention workforce co-exists with employees
By Rajesh Jumani, Executive Vice President &
it should, is this: Does the reward, who joined the job market in the
Chief Marketing Officer, Tata Interactive Systems
(www.tatainteractive.com)
recognition and incentive support the late 1980's is obvious. With the right
learning behavior or obstruct it? learning orientation, organizations
Strangely I have seen organizations will be able to harmonize these
unwilling to change existing reward diverse talents and build a very
programs even though they know potent workforce. HC
20 ■ June 2011 www.humancapitalonline.com ■