Happy Birthday Pradeep.

As there is a known quote which says it's not the years in your life that count. It's the life in your years.

Though we have not known you personally; you have been a great knowledge sharing to this site and earned your popularity by this virtue.

Wishing you all the very best with lots of years of celebs and our wishes.

Sravanthi

As I read through the posts related to duplicate postings on HR link; I see lesser participation of more people but same people
Take me as an example:
When I see articles picked from other sites and posted here; I restrain myself from giving my opinion.

I found this presentation extremely useful for all internet users. Keep it handly on your desktops for easy reference.

Search is made more meaningful and successful; google now.

Regards,
Sravanthi

Hi Claudia, I agree with what you say.
For those little things which only the heart can feel; money can never bring them to us. But we suppress most of our subtle yet so healthy desires and run after material things. We make these choices; so are the consequences.

Charan-thanks for raising this topic in the forum. At times; such thoughts can change the way we think and bring a lot of self-realisation (not the nirvana :)).

And for now; I wish to say- lets just be happy; all will fall in its way soon.

Sravanthi

My experience tells me that it is required to have technical knowledge if you are in a role of recruiter. Again, one need not come with either technical background but acquire knowledge over a period of time. Generally this would not take much time; but the technical teams should give a detailed job description; more for the sake of recruiters to help them source relevant profiles. Recruiters from their end need to research and understand the role and its equivalents once they start sourcing the profiles.
I always make it a point to talk to the technical guys around the office; understand what they do; infact certain times I felt so involved with the project that except to get on their board; I could understand end to end of what these people did. This level of awareness has given me so much understanding of the SDLC to an extent.
Again if you ask me about Pharma or sales or construction; I am a beginner there; only on the technical part; ground work in relation to target markets; matching competencies; competent companies; recruitment process, etc remains the same.
Knowledge of the subject is necessary for the job and needs proper training or research (can be self also) in as much less time as possible.

This is a sensitive issue required to be dealt with utmost confidence of the employee and the supporting team.
Once a complaint made; it is duty of the judges to evaluate it thoroughly for its authenticity. Though the procedure is to review with the witness; it should be applied on case to case basis. This is a situation where; given a second chance might build more risk. It is fortunate that the second case has enough proofs; otherwise; the risk factor would have increased for more employees to fall victims with such a person around.
I would start my work from the moment the employee expressed the issue. Each time we ignore an issue; it builds a sense of insecurity in the work atmosphere and employees loose confidence in the support fuctions.
Upon investigation; if the outcome is not inline with the employee; there can be action taken for raising a false complaint.

Last time someone shared a presentation on this link about how to search google effectively. If this can be resposted for new members; that would be an answer to your questions.

Thanks,
Sravanthi K

The topic reminds me of the punchline
"There are many things that money can't buy and for everything else there is - MASTERCARD"
In my view
For everything else- the choice and way of life we choose; money will get it to us. But for those things when we have to weigh between money and our desires; a time/phase of life when we make some choices which makes us happy; makes our loved ones happy- that is equivalent to having much more than money.

Charan- I agree to what you said in the last para of your write-up; unless we like what we are doing; we just don't derive any happiness out of it; so more likely that we might loose what we have than be rewarded. So, again choice is in our hands. On the otherhand; a happy person or a contended person can do anything/anyjob more to satisfy his needs and still be happy. There he is doing this job for himself; to givein his best and would not bother what it brings to him. In such a case; he will again be rewarded....

Ultimately it is you who can make a change in yourself and love what you do; it will certainly bring the rewards that you deserve. If you are going the otherway; you might reach a point called 'breakeven point' from after which it will be difficult to fix it.

I would love to take your comments on my views.....

Thanks,
Sravanthi

I found this title line interesting; so was reading through through each of your views.

My views

Most of the time skills which are developed on the job also depend upon innate ability of the person. Human resources is such a subject which is essential in any industry and as mentioned by all of you here; the subject itself forms the backbone of Organisational development. A Resource
on which one capitalises to run a business is a vast topic and needs thorough understanding with theoritical proof. And, we know theories are built on assumptions and might vary to some extent when applied into practice.

A professional degree/classroom teaching brings light to many of the topics which we might not be aware or come across even through years of experience. That way; we might end up not thinking or moving in a direction which is evolved theoritically and proven practically in many situations.
It is true that most successful businessmen or corporate leaders are not Masters in this subject or graduated in this field; but there will be professional support or training that they underwent to get indepth of specific subject as they need to accept the concept before they implement it.
When a company specifies about having MBA for a HR job; it is actually expecting one to have an overview of the topics underwhich the incumbent might have to work on one of those.
On the otherside; we do have distance learning courses which help us learning the subject by ourselves and there is a specific format laid for this learning process. To someextent; DLP is also a benifit. Today we have specialised training centers for people who wish to make their career in the
field of HR; being a very practical subject one can manage to pick up the core activites easily.For example; Organisational Development or Payroll and Benifits, e.t.c.

In mycase; I am a B-Tech (Mech) and chose to make my career in HR. I joined MBA regular immediately after my graduation, had chosen to discontinue after a year. I joined a start up US staffing company. I learnt my recruitment lessons there. I still had the urge to complete my MBA which seemed impossible once I joined work. I then took up a DLP in PGDHRM which did cover most of the subjects of the regular MBA. Having expereinced what classroom teaching is; I still miss the feel of completing MBA in a regular mode.
Certainly freinds; a professional classroom teaching and degree to support it helps to a maximum extent. No wonder companies use this as a filter.
Many companies did reject my profile as I am not a regular MBA; I had to accept it; for I would have proven myself given an opportunity.

So; there are contradictions to be excused in my own statements.

Thanks for patience reading.
Sravanthi K

Ashwini- thats so true; we are trying to give justification to the existing corporate system. We are all throwing our thoughts to understand how or how not are women progressing in the corporate world and what might be primary obstacles and in what way can corporates attend such scenarios.

Diana, you have given a real time example of how it works day in and day out with female employees who are striving hard to balance profession and family. The inner picture is only known by the Emp Relations team or the HR who works at understanding the employee better and enable them perform well.

Talking about the category of people who sit and gossip their time; and a situation where even the Boss falls in the trap; it is not restricted to females. There are quite a lot of male employees also who play this 'smart chap' game. This definitely discourages hardworking people like you. But; if it is happening around you; there might be many more people watching it. You find these people everywhere who generally create a misconception and spoil the image of the working environment. If you as an employee feel or observe such a thing in your work place; you should find ways/right people to address this and not be calm facing for a long time.

This gives us a thought to start discussing on a whole new topic about how to handle difficult or overly smart acting people in workplace.

Any organisation/ team which is built on core values does not give for such behaviors and it will end with a short term success.

Regards,
Sravanthi K