To succeed is not waiving a magical wand, but strategizing your moves. When you are in a big organization, and counted just as a normal resource, you need to decide whether to stay as you are or create an identity on the top. People take 7-8 years to reach there but if you have just started your career, there are ways to reach the Top soon. To survive as a King in the Chessboard is very difficult when there are hundreds waiting to kill you and win. So, how to get there??
1.Business Networking: The most important thing to decide in an organization is your target audience. Audience, I mean, those who will take you to the Top. Business Networking just does not mean talking to each and every people but making a move to the right people. When you know who are your audience, the next question is how to make contacts?? Well, the next point talks about that.
2.Showcase your Talent: Showcasing does not mean proving yourself the best, but differentiating yourself from the rest. Best is relative and has no proper definition to it. In a big organization, it’s very difficult to find the people who show interest in their organization. They are happy with the 9-5 jobs, salary and the events conducted by their organization. If you think sitting idle and doing your regular job perfectly, the company is going to shower you with more money, onsite opportunities and perks, forget it. It’s never going to happen. What’s needed then? Well, that’s what the third point talks about.
3.Initiatives: This is where more than 97% of the employees in a big organization lack. Try to participate and give suggestions and views every time your organization comes up with some future plans or initiatives. Interact with the management, if not anything, mail at least to the Management congratulating them of their initiatives. A well-documented mail can work wonder for you. Every time something new comes up in the team, try to involve yourself. This is not the only thing you need to do. There is something magical word associated with Initiatives…. Well…the next point
4.Feedback: Feedback, positive or negative helps in improving a lot. Mails to the people sitting on the top on the initiatives you have taken. Make yourself known to them. I am sure they will never say a NO in helping you with your work. Treat them as your mentor.
5.Communication Skills: This is the most important thing in an organization. A best communicator can only help himself in achieving what he wants. Sometimes, the receiver does not get the message. The same sentence can be said in a number of ways. You need to decide which is the best way to communicate yourself.
There is always a choice, whether to sit on a bench for whole life or to taste sweet success at the early stages of your career. The decision is yours……
Tuesday, June 26, 2007
Friday, June 22, 2007
TALK About
I have decided to introduce a section called "TALK ABOUT" for you. the aim of introducing the section is to talk about the latest happenings in the field of Technology and Business. We will talk about gadgets, practices,theories,people,persona,companies and more..It will be the most happening section of STRATEGYAAN.Do let me know your opinions on this idea and we can go ahead with it.
Friday, June 15, 2007
WORKFORCE Architecture
We had a lot of discussion on Employee Retention, Employee Satisfaction. HRs planning strategies to give employees a sense of satisfaction and make the organization a best place to stay. We have discussed about Performance Based Approach, Variable Pay Approach etc. Lets talk something new today. It’s a term which is discussed less and is still unheard, “Workforce Architecture”.
Workforce architecture is a detailed blueprint for an organization's talent structure. This blueprint defines employee roles, competencies, accountabilities, performance expectations and development opportunities across the enterprise and clearly articulates how work should be accomplished.
Workforce architecture gives employers a better grasp of their overall workforce composition and capabilities - their "talent inventory" - in relation to their current and future business needs by identifying what skills are needed in various roles and who has those competencies now. This information allows senior leaders and managers to make better, more objective decisions about how best to build and deploy the workforce in pursuit of business goals. On an organizational level, it helps them answer critical questions such as:
·How are our workforces needs changing? What kinds of employees should we be recruiting?
·What are the development needs of our workforce?
·Where are our talent gaps and how do we fill them?
·Which specific roles or job families create the greatest value for our organization?
·Where do our top performers reside and are we rewarding them appropriately?
On a managerial level, managers gain the ability to answer practical, day-to-day questions such as: Does a particular employee have the right skills, competencies and experiences for this role? If not, who within the organization does?
Four key applications of workforce architecture are:
1.Integrated Workforce Architecture.
2.Functional Excellence
3.Global Harmonization
4.Emerging Markets
Keep watching the space, as we will discuss on this applications separately.
Courtesy: Mercer
Please Note that the article is taken from Mercer. The idea is to make ourselves aware of something, which we do not know.
EVERYTHING EXISTS, THE POINT IS TO DISCOVER THE CONCEPT AND SELL IT AS AN IDEA
Workforce architecture is a detailed blueprint for an organization's talent structure. This blueprint defines employee roles, competencies, accountabilities, performance expectations and development opportunities across the enterprise and clearly articulates how work should be accomplished.
Workforce architecture gives employers a better grasp of their overall workforce composition and capabilities - their "talent inventory" - in relation to their current and future business needs by identifying what skills are needed in various roles and who has those competencies now. This information allows senior leaders and managers to make better, more objective decisions about how best to build and deploy the workforce in pursuit of business goals. On an organizational level, it helps them answer critical questions such as:
·How are our workforces needs changing? What kinds of employees should we be recruiting?
·What are the development needs of our workforce?
·Where are our talent gaps and how do we fill them?
·Which specific roles or job families create the greatest value for our organization?
·Where do our top performers reside and are we rewarding them appropriately?
On a managerial level, managers gain the ability to answer practical, day-to-day questions such as: Does a particular employee have the right skills, competencies and experiences for this role? If not, who within the organization does?
Four key applications of workforce architecture are:
1.Integrated Workforce Architecture.
2.Functional Excellence
3.Global Harmonization
4.Emerging Markets
Keep watching the space, as we will discuss on this applications separately.
Courtesy: Mercer
Please Note that the article is taken from Mercer. The idea is to make ourselves aware of something, which we do not know.
EVERYTHING EXISTS, THE POINT IS TO DISCOVER THE CONCEPT AND SELL IT AS AN IDEA
Thursday, June 7, 2007
Corporate ENLIGHTENMENT
I would highlight two genres of organization who believe that employees can be retained in two ways:
1.Give them challenging roles. Understand their interest and give an opportunity to prove themselves.
2.Engross them in other activities. Conduct Fashion shows, sports tournaments organize frequent events.
The question is which one interests more to the generation now? Most of the companies have a high attrition rate. Some of the organization has a bench rate of 52%. Are the employees more concerned about the fun part of the Corporate or the work of Corporate or the employers are failing to understand the needs to their employees. The organizations have become more like a product which packages itself well so that some priced customers’ takes it but the reality peeps out soon. The thinking quotient has surely changed. Now, a person believes in working in a firm, which can give him more independence in terms of decision making and challenging roles. A career-focused individual is certainly broadening his vision to work for a small firm rather than working for an MNC and get lost in the crowd. The most important thing to understand is an organization can hook its employees in the corporate events for some time but in the long run the feeling of being in a monotonous job creeps. The organizations should come out from the long followed policy and take a drastic step to change it. The change is to make the employees feel home in the office where the employee should have the rights to take decisions upto a certain limit and given challenging job role. There can be ways through which this can be achieved.
1.Remember, hiring new employees cost more than retaining old one. So, make sure, job rotation is followed as a policy and every employee should be given a chance to change his/her profile within a year if not interested.
2.Make the maximum use of Benchees. Rather than looking outside, the benchees can be asked to jump on the roles depending on their interest whenever certain employee needs a change which can best be termed as Replacement.
3.Not to forget, Marketing is not ahead of Performance. If marketing is good but the product fails to deliver then nothing can save the product from dieing. Its necessary to organize the corporate events but it should not be regular thing. The employees get diverted more towards to it rather than his job. Employee interaction should be frequent with the HRs. Workshops is certainly helpful in a month where the Manager along with the employees and HRs can discuss on how to make the best use of the employees.
1.Give them challenging roles. Understand their interest and give an opportunity to prove themselves.
2.Engross them in other activities. Conduct Fashion shows, sports tournaments organize frequent events.
The question is which one interests more to the generation now? Most of the companies have a high attrition rate. Some of the organization has a bench rate of 52%. Are the employees more concerned about the fun part of the Corporate or the work of Corporate or the employers are failing to understand the needs to their employees. The organizations have become more like a product which packages itself well so that some priced customers’ takes it but the reality peeps out soon. The thinking quotient has surely changed. Now, a person believes in working in a firm, which can give him more independence in terms of decision making and challenging roles. A career-focused individual is certainly broadening his vision to work for a small firm rather than working for an MNC and get lost in the crowd. The most important thing to understand is an organization can hook its employees in the corporate events for some time but in the long run the feeling of being in a monotonous job creeps. The organizations should come out from the long followed policy and take a drastic step to change it. The change is to make the employees feel home in the office where the employee should have the rights to take decisions upto a certain limit and given challenging job role. There can be ways through which this can be achieved.
1.Remember, hiring new employees cost more than retaining old one. So, make sure, job rotation is followed as a policy and every employee should be given a chance to change his/her profile within a year if not interested.
2.Make the maximum use of Benchees. Rather than looking outside, the benchees can be asked to jump on the roles depending on their interest whenever certain employee needs a change which can best be termed as Replacement.
3.Not to forget, Marketing is not ahead of Performance. If marketing is good but the product fails to deliver then nothing can save the product from dieing. Its necessary to organize the corporate events but it should not be regular thing. The employees get diverted more towards to it rather than his job. Employee interaction should be frequent with the HRs. Workshops is certainly helpful in a month where the Manager along with the employees and HRs can discuss on how to make the best use of the employees.
Friday, June 1, 2007
Vinayak Kamat Named 2007 PRM Candidate of the Year
Vinayak was chosen from those nominated for this award based on his excellent exam scores, top ranking among candidates who answered five essay questions and his performance during a telephone interview of five finalists. The nominees spanned from all across the globe.
"This is a highly prestigious award, identifying the best of the best among our PRM holders," said David R. Koenig, Executive Director of PRMIA. "We were highly impressed by Vinayak and congratulate him on this international recognition."
When contacted, Vinayak said that he was thrilled at receiving such a highly prestigious award and it felt great to get achievement at an international level. The senior management team at HSBC GLT has lauded Vinayak for carving his niche at the PRMIA and placing GLT on the global map.
PRMIA is the Professional Risk Managers’ International Association with more than 60 chapters around the world and over 40,000 members from more than 175 countries. A non-profit, member-led association of professionals, PRMIA is dedicated to advancing the standards of the profession worldwide through the free exchange of ideas. PRMIA offers the only globally endorsed Professional Risk Manager (PRM) certification program, pursued by over 2,000 active candidates in more than 90 countries, more than any other risk certification program the PRM is the higher standard in risk certification.
VINAYAK KAMAT WORKS IN BUSINESS SOLUTION AND CONSULTING GROUP OF HSBC.
"This is a highly prestigious award, identifying the best of the best among our PRM holders," said David R. Koenig, Executive Director of PRMIA. "We were highly impressed by Vinayak and congratulate him on this international recognition."
When contacted, Vinayak said that he was thrilled at receiving such a highly prestigious award and it felt great to get achievement at an international level. The senior management team at HSBC GLT has lauded Vinayak for carving his niche at the PRMIA and placing GLT on the global map.
PRMIA is the Professional Risk Managers’ International Association with more than 60 chapters around the world and over 40,000 members from more than 175 countries. A non-profit, member-led association of professionals, PRMIA is dedicated to advancing the standards of the profession worldwide through the free exchange of ideas. PRMIA offers the only globally endorsed Professional Risk Manager (PRM) certification program, pursued by over 2,000 active candidates in more than 90 countries, more than any other risk certification program the PRM is the higher standard in risk certification.
VINAYAK KAMAT WORKS IN BUSINESS SOLUTION AND CONSULTING GROUP OF HSBC.
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