12 Strategies for Success

February 24, 2010

Faced with a major project or challenge? You probably have a general idea of where you want to go, but you’ll need a strategy, a plan of steps to take in order to reach that objective.

Planning is an investment. To plan wisely and well takes time, effort, patience‚ good research, and counsel. But a well-formed plan will pay for itself many times over.

There are many ways to create a strategy, but here are a few tried-and-proven principles that you might want to try:

1. Define your long-term objectives.

What exactly do you hope to achieve? Spell each one out on paper in concrete, concise terms. For the greatest chance of success, narrow your focus to one or two primary objectives. You can take on more or diversify later, as resources permit.

2. Set short-term goals to reach your long-term objectives.

In order to reach your long-term objectives, you will need steppingstones along the way. These should be smaller goals that together will get you to the final destination of your long-term objectives. They should be detailed and specific, concrete and measurable. If a goal isn’t something that you’ll be able to tick off as done, if it can’t be quantified, then it’s not specific enough.

3. Breaking down your goals into bite-sized pieces is crucial.

The simpler and easier your goals are to reach, the better, because you’ll see more immediate progress. It’s easy to overestimate and shoot too high when setting your goals. It’s also wise to realize that reaching big objectives takes time. Having a number of smaller goals will help keep the motivation level high, because you’ll see more tangible progress. And every time you tick off one of your smaller goals, you’re that much closer to your long-term objective.

4. Identify any obstacles.

Once you have determined your long-term objectives and your short-term goals, you should take a look at any obstacles, or cons‚ or things that might stand in the way of achieving the results you’re after.

5. Formulate a strategy.

Once you have determined your long-term objectives and the short-term goals, you need a plan that includes specific tasks that will help you reach each of your short-term goals. Your plan must be realistic. A lofty plan may look impressive, but if it’s too complicated or difficult to implement, it will never get off the ground and therefore be ineffective.

Read the full article at: http://activated.org/


Competency Interviews

February 19, 2010

Sarika Sengar, Manager & Head, Talent Acquisition Center, India, Eaton Technologies Private Limited,  hosted aTimesJobs High Tea chat session on December 16th, 2009. She spoke on the topic of Role of competency based interviewing techniques in hiring.

Some of the highlights in the chat conversation, and the noteworthy quotes were:

“Competency based interviews are as relevant for evaluating internal employees as they are for external candidates. The fundamentals are the same. You are actually evaluating a set of competencies required for a job and the fact that a current employee has demonstrated some of these in an existing role, can be a good predictor of whether or not he/she can fit another role. You judge the potential to succeed in that role and not his/ her lack of familiarity with the new job.”

“We have a fairly robust process where a candidate would typically got through 3-4 rounds of interviews. At each level, we would evaluate the candidate on different competencies required for the position. We make our final decision based on the person’s potential not only for the current role but also potential growth path in the organization.”

“Through competency based assessment, one can recognize the areas one needs to develop in. This is helpful when preparing for roles that one aspires for.”

To read the complete transcripts from the High Tea session, click here.

2010 hiring boom in India?

February 10, 2010

Mr Elston Pimenta, HR Head, Cybage Software Pvt. Ltd. hosted a Live Chat session on the possible hiring boom in India in 2010. It was organized by TimesJobs on Jan 20th, 2010.

Some  highlights/ excerpts of the chat are as follows:

“Recruiters need to be innovative all the time by looking for cost – effective ways of hiring. Some suggestions:

1.Check ROI carefully.

2. Use referral systems.

3. Network.

4. Have strong internal databases.

5. Keep in touch with all the past applicants/ employees.

6. Use sites to attract attention of prospective candidates, etc.”

Other highlights of advice that Mr. Pimenta gave to candidates include:

“Branding is vital for any firm. Work on this aspect and grow through networking.”

“Look at how “employable” you are at the moment. It has always been a challenge and it will always remain so. That is the “spice” of work-life. If you have kept abreast with technology advancements, you will not face a problem.”

“Unfortunately a boom is never forever. It will iron out in due course of time as…the “demand” and “supply” stabilize.”

“Do not compromise on quality and at all times maintain internal equity first, before being influenced by the industry.”

To read the complete chat transcripts, click here.

Technology in HR functions

February 4, 2010

On February 3rd, 2010, Mr. Mahesh Ramalingam, Regional Head of Talent Acquisition & Service Delivery – South Asia, Thomson Reuters, chatted live with candidates on TimesJobs.com. He spoke on the topic of the use of technology to perform transactional human resources functions.

The High Tea chat session was a smashing success with nearly 7,500 attendees. Some of the highlights in the chat conversation, and the noteworthy quotes were:

“HRMS technology is definitely in a very good shape is in the path of innovation. You will see more convergence & innovation happening in the coming years.”

“HR IT is a need of the hour and organization be it big or SME’s are increasingly investing in this area. I would tend to agree that it has to and can innovate further.”

“Integration of HR IT systems is an effort to be taken by individual organizations through interfaces and adding codes/ interfaces isn’t tough and can be done easily and flawlessly!”

“Whether we like it or not – we in HR deal with multiple systems in across various steps in the organization. As long as one has the willingness to learn and put that effort forward – it should be easy. What level depends on what system you want/ prefer!”

To read the complete transcripts from the High Tea session with Mr. Mahesh Ramalingam, click here.