tag:blogger.com,1999:blog-13242483.post1733652678914554035..comments2023-10-26T19:10:32.442+05:30Comments on HR FUNDA: On ROI, HR Skills & Perception about HR FunctionAjit Chouhanhttp://www.blogger.com/profile/15086521895202280734noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-13242483.post-78944502386355349302011-05-25T09:54:17.300+05:302011-05-25T09:54:17.300+05:30A keynote to HR practitioners in India.
Looking ...A keynote to HR practitioners in India. <br /><br />Looking for Ready-Made Top Quality Employees? Do what the HR firms in the west does!!<br /><br />What J. Ramesh meted out to the premier institutions in terms of poor quality of research being carried out at the IIM, IITs etc., actually, reverberates his own saying. How can you expect good research if your inputs are not so good? Real researchers need and they do have mindsets to perform research, as you may find in the 6,000 so Non-profit Research institutions/Public Universities and not-for-profit Scientific organizations like SSRN and RePec, Econpapers , ArXchiv, and few top 20 others) giving these top quality, high-minded academic performers shelling out their best creative ideas. <br />The HR people ask any one of them how they have received their MBA’s, do not even have the single ideas about the presence of these Global Brand Repositories hosted by Public-Private Partnerships. These are, by all means, knowledge banks and knowledge super houses. And back here, HR executives take the useless pains to make celebrity visits at campuses throughout India, and when their selected candidates doesn’t work out well, they blame the colleges and institutes that “most of the graduates are not employable”. Time has come that they should widen their eyes from being myopic and looks and search potential employees from these Organizations like SSRN, Ideas RePec.org and others. There are 300 global repositories found in the web, but these two rank foremost, at no.1 and no.3.<br /><br />The best things HR executive can avail are,<br /> <br />1. Best Talents not found anywhere in the world<br />2. Highly efficient and super proficient smart persons who can perform and adapt to high end jobs<br />3. No Need for any background checking, authentication already ready made.<br /><br />4. Top personalities from Harvard, Stanford, Cambridge University, Oxford, Columbia, Yale, NUS(Singapore)IIM, IIT, and many others besides some unsponsored researchers who are equally good or even better than their University peers.<br /><br />Just find which institutes are listed in these organizations and then contact those authors for prospective interviews or visit only those institutes that are listed in these repositories. And that’s so simple. You save money and time both!<br /><br />Good thing is, researchers affiliated to these top repositories are far, far better as strategists and analysts than "bogus guys" found in the "street-mart" colleges and unrecognized institutes<br /><br />When a conventional Hr executive interviews normal candidates, the candidates mentions about their “special training”, special courses, special college, “special achievement”… and so forth. Just what is really special can be only understood if anyone have their work listed in these repositories.<br /><br />The Caveat is, these guys are not that easy to hunt, and they are superstars and counted among elites in academic research and business analysis. <br /><br />Hope Indian HR executives will change their views about these foreign sponsored institutes and look “westward, outward, not inward and be myopic”. Failure to get a good candidate is the failure of an HR team, and these "bogus recruits" cost much to companies. So, HR executives cannot blame on the candidatature because, it was their (HR)choice, and so they cannot hide their shame (if they have any) of costing a company by not recruiting from recognized organizations, institutes.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-13242483.post-30713268578357609992009-04-07T23:27:00.000+05:302009-04-07T23:27:00.000+05:30Many new skills can benefit future and current HR ...Many new skills can benefit future and current HR professionals. Though I feel that many firms, especially smaller sized firms, are switching to outsourcing their HR department by using a <A HREF="http://midwesthr.com/" REL="nofollow">PEO</A> to help relieve some cost and time.Jamienoreply@blogger.comtag:blogger.com,1999:blog-13242483.post-76855966326175891902008-08-30T15:03:00.000+05:302008-08-30T15:03:00.000+05:30hi i am uday. i am going to start an HR magazine. ...hi i am uday. i am going to start an HR magazine. i am searching for writers who can contribute to my magazine. if u want to work with for part time or full time please reply me on udaykailashsa@gmail.com waiitng for our replykailashsahttps://www.blogger.com/profile/05223641431178656043noreply@blogger.comtag:blogger.com,1999:blog-13242483.post-8181339212819992792008-08-12T23:29:00.000+05:302008-08-12T23:29:00.000+05:30Here is the HR Development programme I put togethe...Here is the HR Development programme I put together recently. Focus on business awareness, conslulting and influence skills<BR/><BR/>http://www.slideshare.net/apollomemories/atos-consulting-hr-business-partner-development-programmeScott D. McArthurhttps://www.blogger.com/profile/00980531291819829082noreply@blogger.com