Ms Ruhi,
First clarify yourself, exactly what you want. If you have answer, ask another question why, if you have answer, ask another question is it (joining) will help you to achieve what you want and if answer is yes you must join without any other thought.

My Dear Friends,
Any interview does not give the clear picture. It is just a glimpse of the situation. A person may give an example which may not be related to him. He may quote some thing which might be heard by him or any one else might have experienced it. In fact it is the way of presentation how one can present at that moment. Behaviour is a complex matter and the scientists are trying to predict it, which can not happen in the lab. It is situational and state of mind, which exhibit different behaviour at different time by the same person in the simelar situation, but still it is a tool which is used to get some input to find fitment of the candidate with the future organisation.

Thanks for the reply.

I believe we require some broader view on competency mapping, where each matrix may be defined properly. It is a complex matter wher the behavioural aspects to perfomence aspects have to be evaluated in all respects. The questions you have mailed may be fine for project work but not for a real matrix formation.
Thanks again for the information sharing.

Dear Friends,
The problem one is facing may be the problem of others also. At present I feel it is better to have wait and watch technique. The dream company may remain dream. Stability is an important factor to be considered. The commitments of the person has to be first calculated. Can he / she survive in case he / she is rejected after six months?
At what age the person is taking such risk (The risk taking capcity)?
How far his / her degree can help him in his new assignment?
Is he / she can prove to be fit in the new environment?
Jobs are plenty but to get it is not easy?
Let the paerson think before jumping to a conclusion.
I think if he / she is of age group of 25-30 there is no harm.
If he / she can support after the unexpected worst to happen, then he / she must opt for the oppertunity otherwise there is no point to dream for a sad ended dream.

The truth of mother is beyond the thinking. Those points raised by you are the least one. No child finds reality till he / she become a mother or father. After such promotion only one can understand how parents are taking care of their children. But till then their parents are so old that it is very difficult to do something for them and till then you are not in a position to help your parents as you have already lost your independence. Now you are dependent and you have got child who needs care. So the upper generation is always negelected by the lower one.

A good collection of thoughts which can help every one to lead life in better environment.

Hi Dear,

There is no solution to such problem. It is totally dependent on the person who is looking for a chnage and at what intensity of requrements.

I can say there are number of variables ccompeting together to get priority. The Organisation itself is confussed many times as the CV does not speak about the exactness of the work done by the candidates. You may have seen now a days people are getting CV prepared by professionals who write all theory about the positions.

I do not believe the theory much otherwise EVERY ONE MAY BE A SCCESSFUL leader. Prictical experience matters a lot which is missing in most of the CVs written by so called professionals. I am not saying my approch is right or wrong but it is totally based on some one's assumptions.

Our line mangers are stressed to show performance, hence their priority is different in such case it very difficult to get feedback on time. The candidate is in hurry hence the best available oppertunity is being considered. In the bargain every one is missing the best. A candidate is not able to get the right job as his aim is to get more money and a bigger jump, while the company is not getting the right candidate as it is not able to respond on time.

I think a wise candidate will always wait for a right oppertunity not for the right money. But again it is totally on perception of the person. In my view a candidate does not want to wait for a required period may not be suitable to the concerned organisation as he / she will expect the same kind of out come after he / she joins the organisation. Once he / she has completed any work and there lag in decision due to the company culture then dis-satisfaction will be generated and finally they may suffer a lot.

Hence I think such candidate should not join such organisation where quick responce is not expected.

Aquick responce may lead to a wrong decision, it does not mean that there will be only wrong decisions only but the chances are more. It does not certify the delay in decision is a right decision, you have to balance for both.

After training there are certain aspects to be evaluated

1. Technical
2. Decision related
3. Motivation related
4. Behaviour related
5. Leadership related
6. Group related or team related
7. Individual and personal
8. Satsfaction related
9. work place related
10. Environment related
11. Understanding
12. delegation etc

The list may be quite large so first we have to find the objective of the programm then only we can evaluate the training.
I hope you might have got some idea about the evaluation.

With regards

K Narayan Choudhary

Dear Ritesh,
A very good attempt to cover the Balance Score Card. A better example may be given like the present position and after the implementation of BSC what can be the change. This way people can think better.
Please do not think in critic way. I am sure you will contribute more the the Indian HR.