Tuesday, October 11, 2005
Seminar Highlights - Selection and Learning 01-10-05 by HRI Bangalore
Seminar on Selection and Learning held on 1st Oct 05 at Hotel Atria, Bangalore.
The Bangalore Chapter of HRinIndia has organized a free half day seminar for its members. The event was well attended with more than 80 participants from different companies eager to hear the thought leaders on the topics that are of contextual interest.
The Seminar started with a brief introduction to the HRinIndia by Raghav Moderator and Chief Editor of HRudaya. He explained the genesys and the evolution of the HRi as Indias biggest HR network with more than 8100 professionals from the HR community. He thanked the panelists for accepting the invitation to be on the Panel. The format of the seminar was explained - due emphasis is more on the participation from the audience and less and less on the lecture - listening type of meeting.
Selection & Attrition - 2 sides of the same coin
Chaired by Sudheesh Venkatesh, Head HR of Tesco India
Nirupama, Director Teamlease,
Tarun Hukku CRO of Microland,
Setlur Krishna Head HR of Samsung
Kumar, Head HR of CDAC as other Panelists.
The panelists have elaborated as to how a wrong choice at the time of hiring eventaully leads to the attrition. Attrition also happens due to mistmatch of expectations on both sides.
The audience have put various questions and sought opinion of the panelists on diverse topics relating to the recruitment and attrition.
There was a Tea break for 15 minutes. The audience assembled to focus on the second session.
Relevance of Learning in growing organization
Chaired by Raghav HRinIndia
Other Panelists -
Indraneel, CEO iProdigy
Ranjan Acharya, VP HR of Wipro
Sunderrajan Head HR of Infics
UVG Sekar, Head HR of iGate
The highlights of the day was a brief and spirited speech by Ranjan Acharya of Wirpo. Gist of Highlights of his speech is given below :
Training Vs Learning
Training is the means learning is an end. Between training and learning there is the proverbial slip between the cup and lip. One can have a lot of training and if the learning does not take place then there are a whole lot of questions - 'what is the effectiveness of training' How do you measure the effectiveness of training and believe me that can stump most of us here especially when related to ROI. But the truth is to understand the slip between the cup and lip is the reinforcement that is given by the organization.
Individual aspirations Vs Organizational needs
Many companies have a training calendar. The only creative element there is putting in more animations! Many employees apply for it including 'perpetual participants'. These participants apply for every program. Many of them could be “on the bench” participants who have really nothing to lose by attending the program. The only question is: what does the organization gain? The individual needs can be there but what about the organizational needs ?? How do we structure programs around the organizational needs ? More importantly not to go by the concept 'training mandays'
Mandatory Vs Management Driven
Some companies have mandatory training, and i have seen people pushing the people into the class room unwillingly. Since there is a set of mandatory training programs that have to be completed for audit or CMM requirements. That should not be the reason why the people to be trained. People should go because there is a need felt for the training. Where this no need, don’t proceed.
Role Vs Job
This is probably the biggest fallacy. Most employees keep doing their job very well. One fine day they realize that they are not among the top performers. They are shocked when they learn that. No body ever bothered to tell them all along. The truth is the role is different from the job.
Knowledge Skills and Competency
Knowledge and skills are what we impart in a training program. Competency is what we develop. The difference is competencies are the most underlying part of the person, based in the personality. Data is easy to give through lectures and skills can be given through practice. Competencies are what we uncover. Sometimes we may have to unlearn before we can learn. Recent research also shows that what can be learned can be unlearned.
For full version of this speech read HRudaya Oct 2005 issue.
HRI Bangalore chapter