Tuesday, January 31, 2012

reading : principles of servant leadership

From " INC' magazine. Source : Linked in. Read in leisure.

http://www.inc.com/guides/2010/08/how-to-become-a-servant-leader.html

Monday, January 30, 2012

10 most diffiuclt employees and how to cope with them

Super good article from ' Inc.com'. Source : Linked in trending topic. 10 most difficult employees  and how to deal with them. HR training article for managers and above who has reportees ! Can give good delivery and make it hilarious ! With some group discussions and case studies thrown in. Develop a good PPT.

http://www.inc.com/ss/geoffrey-james/annoying-colleagues-and-how-to-manage?nav=next#0

Thursday, January 12, 2012

Members Intro - IGNOU diploma in E-Learning. Batch of 2012.

Call / Mail / sms all these people and have a personal intro. 

 manesh m mmanuvv@gmail.com
 I am Manesh, from Trivandrum, Kerala. With more than 8 years experience in managing training courses, I would like to move to elearning services (includes academic and corporate training). Hope we will have a high and fruitful collaboration in future. I am currently working as Manager - Software Services with Faith Infotech, a company based out Technopark, Trivandrum. My contact no is 9895465519
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Aparna aparna15.venkat@gmail.com


First of all, I would like to wish all a very Happy and wonderful New Year. I am Aparna Venkatesan from Bangalore. I have been in the elearning industry for the past 8 years. I have had various roles such as instructional designer, trainer, content developer, content editor, and quality controller. I am a Maths graduate with a post graduate diploma in Business administration.My passion for writing drew me to this field. As I had just industry knowledge of Instructional design and elearning, I wanted to get to know the theoretical side of it.

I have had experience in creating courses for various domains like Technology, Pharma, telecom and have done some freelance projects for K12 (its for kids/students from class 1 to 12) segments.

Till last month I was working in CAE Bangalore and Due to some personal health emergency in my home,  I had to quit my job.

I feel that getting to know the theoretical aspect of elearning will be a great help to the industry knowledge.

I also hope that with our future interactions, we might also learn from each other



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 pradnya wakpainjan pswakpainjan@gmail.com

Hi everybody and wishing you a very happy new year.I am a teacher
educator in S.N.D.T.university ,Mumbai. I am interested  in the field
of research in Education.Looking forward to have enjoyable interaction
with all a joy of learning together.
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Harkirat Singh harrypanaich@gmail.com
      
to pgdel2012
Hullo Pradnya, I am serving in the Army and have been teaching tank technology for 15 odd years so far.  I too look forward to benefiting from your instructional expertise and experience.
A belated Happy New Year and Happy Lohri (a North-Indian harvest festival)
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MALLIKARJUNAN KUMARASWAMY kmarjun68@gmail.com
I am K.Mallikarjunan,liviong at Adambakkam Chennai-88.I am a graduate
in Mechanical Engineering from Government College of Technology-
Coimbatore.At present I am working as a Resident Engineer at Chennai
for a Nagpur based Auto ancillary Manufacturing unit at Nagpur called
excel controlinkage pvt ltd.I am looking after OEM Marketing function
for my company at Chennai,Bengaluru and Coimbatore.
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Krishnendu Biswas krishnenduabbott@gmail.com
Wish you all a very happy 2012. I am really happy to be a part of this
group as a learner. I am in pharmaceutical training for last 4 years .
Looking forward for an interactive learning .
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Rama Rao Nakirikanti valuerramarao@gmail.com
I happy to be a member of this PGDEL-2012 GROUP.
My name is N.Rama Rao.I passed out 1988 batch student of NIT Rourkela in Civil Engineering. Since then I am practicing as a Consultant at my own Consultancy
NRR ASSOCIATES(Chartered engineers,Govt. registered valuers & Bank pannel valuers) which is at Hyderabad. My interest is venturing in different fields.
Hope you enjoy and enrich your Knowledge with my company as a member of this group.
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Avinaash avinaash.d@gmail.com
I wish to learn from your rich experience. Especially on teaching
civil (micro irrigation structures) through eLearning platform.
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SANJAY NANNAPARAJU sanjay8899@gmail.com
I am Sanjay, Web Content & SEO writer based at Hyderabad, Andhra Pradesh.
I work with the corporate as a full-time writer, and also undertake freelance web content writing.
Wishing you a Happy & Prosperous New Year 2012
SANJAY NANNAPARAJU / Content & SEO Writing / +91 98484 34615
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Ritu Tandon ritu.vineet@gmail.com
I am Ritu Tandon and have done my M.Sc (Zoology) and B.Ed. Have teaching experience of over 7 years.
Have worked with Ryan International School Mumbai, Presidency School Bangalore and currently on sabbatical
and based in Noida.
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Syeda Sumaiya syeda.sumaiya@gmail.com
I am Syeda Sumaiya from Bangalore. I have done my Engineering in Medical Electronics.
I also have 5 years experience in working for an online tutoring company. Currently I am working as a lecturer
in Bangalore and I am into online retailing.
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pallavi goel wrote:
  Its my pleasure to join pgdel2012. I am Pallavi Goel from ghaziabad,having done masters in mathematics in 2010 and
pursuing M.Ed.
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Avinaash avinaash.d@gmail.com
I am Avinaash Diraviyam from Tiruchendur, about 2 hours drive away in
the east coast from Kanyakuamri. I am now a freelance Development
Consultant interested in eLearning. I am working on 'Open Skills' - a
Project aiming at TVET for Employability Skill Development through
eLearning.
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aaradhya srivastava aaradhya.bhu@gmail.com
    Wishing you Happy New Year 2012.
I am Aaradhya Srivastava. I belong to Varanasi(UP). I did my
postgraduation in Botany from BHU and M.Ed. from LPU. While persuing
M.Ed., I did my dissertation on the exploration of theoretical
foundation of e-learning. I got interested in e-learning through my
dissertation. I am planning to persue my phd in this field. I realized
I need to gain some insights in the area of e-content development and
designing online courses. So here I am....
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venu madhav dasivenu@gmail.com
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I am Venu Madhav, from Hyderabad, working as Principal at Scient College of Education(B.Ed),Hyderabad and Director,SAGE FOUNDATION (Sage International School(Medipally&Jangaon) & Sage Kids).
Hope our group will have a good learning environment through out the PGDEL Programme.
VENU MADHAV / Mobile: 09701041100
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JIHAD RAHMAN plswait4me@gmail.com
Good morning to all, I am Jihad Rahman from kerala, Executive Director of YES INDIA- an NGO  working for career advancement of students  since 2005.I am looking for advanced educational technologies to improve quality of education for an excellent  India.I am very happy to know that our group is very dynamic and i am sure that our joint effort can make miracle in learning environment.
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roja ramani rojalanka@gmail.com
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Hi this is rojaramani lanka from Andhra pradesh
I want to learn more new things & new courses and so i joined this course
I completed my MCA in JNTU university kakinada in Andhra pradesh. 
I was so glad that we all are gathered here in this e-course and i hope we will share
our every experience here with

all our friendzzzzz.
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thupakulamurali@gmail.com
   
6:01 PM (21 hours ago)
       
to PGDEL
Hi All,

My name is Murali Thupakula.

I am from Tiruapati of Andhraprades.

I am working as a Mathematcs teacher.

I am very happy to be a part of this programme.

With Regards,

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Falguni Pal falgunipal.lis@gmail.com

It is indeed a great pleasure for me to be associated with IGNOU and to be a part of the PGDEL family...
I would like to thank all of you and your constructive discussion on the issues of the Course.

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Thursday, January 5, 2012

Training Needs Identification : Super Article methodical

http://www.dirjournal.com/guides/how-to-conduct-a-training-needs-analysis/

Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response.




The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.



Who Conducts Needs Analysis & Why?



An in-house trainer or a consultant performs a needs analysis to collect and document information concerning any of the following three issues :



1. Performance problems

2. Anticipated introduction of new system, task or technology

3. A desire by the organization to benefit from a perceived opportunity



In all three situations, the starting point is a desire to effect a change. Given this, you must know how the people who will experience change perceive it. In the absence of a needs analysis, you may find employees resistant to change and reluctant to training. They may be unable to transfer their newly acquired skills to their jobs because of the organizational constraints.



A needs analysis often reveals the need for well-targeted training areas. However, we must keep in mind that training is not always the best way to try to close a particular gap between an organization’s goals and its actual performance. Those conducting the needs analysis must get a clear idea of the problem, look at all possible remedies and report on their findings to management before deciding on the best solution.



When properly done, a needs analysis is a wise investment for the organization. It saves time, money and effort by working on the right problems. Organizations that fail to support needs analysis make costly mistakes; they use training when another method would have been more effective; they use too much or too little training, or they use training but fail to follow up on it. A well-performed analysis provides the information that can lead to solutions that focus on the areas of greatest need.



Process of conducting a training needs analysis is a systematic one based on specific information-gathering techniques. Needs analysis proceeds in stages, with the findings of one stage affecting and helping to shape the next one. There is no easy or short-cut formula for carrying out this process. Each particular situation requires its own mix of observing, probing, analyzing and deducting.



In many ways, the needs analysis is like detective work; you follow up on every lead, check every piece of information and examine every alternative before drawing any solid conclusions. Only then you can e sure of having the evidence on which to base a sound strategy for problem solving.



A needs analysis is not a one-time event. Professional organizations administer needs analysis at regular intervals, usually every year or two.



Methods of Identifying Training Needs



Training needs will differ with the backgrounds of the employees to be trained, and their present status in the organization. Basically, a candidate for training may come from any one of three groups :



1. New hires

2. Veteran employees

3. Trainees currently in the training pipeline ( currently in the training program )



Consideration of the varying needs of these groups provides a frame of reference for discussing and suggesting the methods of identifying training needs :



• New Hires



Addition of new employees creates high and low peaks in placing new persons into the training program. This problem may be solved by a program where progression is made in different sequences. It will eliminate a jam that will occur if all phases of the program must be taken in a definite sequence.

The new employees will normally be of somewhat different backgrounds. Being new, they are not familiar with their new employers. As a result, the earliest phases of the training must concentrate on company orientation. During these phases, the organi- zation, organization policies and administrative details should be covered. It is also a suitable time to acquaint the trainees with what will be expected of him, and how he will be evaluated throughout the phase of training.



• Retaining & Upgrading Veteran Employees



The people in this category offer a real challenge to the training department. There- fore, the number and amount of training required by this category should be carefully considered. Often the retraining and upgrading of former employees can be very rewarding for training instructors. At least two schools of thought exist as to how these employees should be rekindled. There are advantages in keeping this group intact and tailoring the program to their needs. On the other hand, this category of employees can also make significant contribution to training if they are co-mingled with the new hires.



• Pipeline Employee Requirements



A good training program will normally have participants in various phases of comp- letion. An awareness of completion dates and how the potential employee will be employed should be the concern of the training staff and also the employee’s supervisor. A trainee should have a challenge in all phases of his training. All these challenges should not be confined to those phases where the pipeline employee is sitting in a classroom. Therefore, it is recommended that thorough interim test-work be given to pipeline employees in periods between formal classes. This may take the form of solidifying what he learned in the prior phase and serve as preparation for the coming phases.



Techniques for Determining Specific Training Needs



There are a number of practical methods you can use to gather data about employees’ performance. Each works well in given circumstances; therefore, you must determine which be the best for you. None of these methods can stand alone. Always use at least two, if for no other reason to validate your findings. One of those you choose should always be observation.



1. Observation



In this approach, an employee’s performance itself is you source of information. You evaluate a worker’s performance through first-hand observation and analysis. This is best accomplished by watching the worker and playing the role of non-participating observer. This means that you watch and listen and evaluate what you see and hear, but do not get involved in his work process in any way.



To make this activity more productive, use a checklist to remind you of what to look for and take notes.



The objective during observations is to identify both the strengths to build on and the deficiencies to overcome. A key advantage of using direct observation in the needs analysis is that you gain first-hand knowledge and understanding of the job being performed and the strengths and weaknesses of the relevant worker.



2. Interviews



The use of interviews in conducting the needs analysis is strongly urged. The prime value of interview guides is that they ensure the same types of data from all sources. This allows you to determine whether a piece of information is one person’s opinion, or part of a widespread perception. Since the interview guide forces you to ask each worker a number of predetermined questions, you must select those questions that are essential to what you are trying to learn.



Interviews allow you to meet employees face to face to discuss their impressions of performance. Because you are in conversation with workers, you can explore their responses in depth. You can ask or clarification of comments and for examples of what they mean. In this way, you obtain a full understanding of their performance deficiencies.



You also gain these benefits through interviewing :



1. You build credibility with your interviewees by asking intelligent questions and

Listening well to their answers



2. You obtain employees’ personal involvement and commitment to your efforts



3. You establish personal relationships with potential trainees who are important to your success as a needs analyst and trainer



3. Questionnaires



A questionnaire is a sort of interview on paper. You create your own questionnaire by writing down all the questions you want employees to answer for you. Then you mail it to them and await their responses.



The key advantage of a questionnaire is that you can include every person from whom

You want input. Employees can complete the questionnaire when and where they choose. You need not travel and spend time with all respondents. Every employee is asked the identical questions, and consequently data is very easy to compile and analyze.



Questionnaires can be useful in obtaining a ‘ big picture ’ of what a large number of employees think while allowing everyone to feel that they have had an opportunity to participate in the needs analysis process.



4. Job Descriptions



Before establishing a job description, a job analysis must be made. This job analysis involves a thorough study of all responsibilities of the relevant job. It is company wide in scope and should be detailed to such a degree that those conducting the training can use the job analysis as a yardstick for their course content. After the job analysis phase has been completed, the writing of job description and needs analysis is a relatively simple task. When an employee’s job description has been defined, the trainer can easily tailor his training curriculum to a very close proximity of what will be expected of the employees.



5. The Difficulty Analysis



The Job Analysis will focus attention on enumerating the numerous duties that a worker must perform. On the other hand, the Difficulty Analysis establishes which of the duties cause the employee the greatest amount of troubles and how this trouble can be reduced through better training.



A good Difficulty Analysis offers many advantages. For example ….



• It enables a needs analyst to weigh certain aspects of the training in relationship to the expected difficulty that the worker will face in coping with those duties.



• A well thought out Difficulty Analysis will provide the training program with an abundance of role-playing material and situations.



6. Problem Solving Conference



Another time-tested technique for gathering needs analysis material from employees is to conduct periodic problem solving conferences which may take the form of or be part of a plan for a new product, task or technology, or tied in with a training program It is always helpful to utilize an outside consultant to moderate such sessions. This outside sponsorship has a tendency of letting the workers express their feelings about his organization, and the session can then be geared to training needs. The current problems will evolve that represent potential areas for training.



7. Appraisal Reviews



During the periodic counseling performance interview, an employee should be ques- tioned regarding the duties and training of a worker. Comments rendered during the appraisal interviews normally are genuine, and can frequently assist in establishing the needs, variations and penetrations that a training program should include. Feed- back at appraisal interview time is valuable since it is timely information. Training needs differ from worker to worker, and appraisal sessions allow the employee and supervisor / manager to uncover the cause of weaknesses in performance. These deficiencies represent areas for training.



8. Drive Pattern Identity



The extent of an employee’s development depends on his motivations. Identifying the forces that cause an employee to behave in a certain way may be useful in determining his individual training needs and how to stimulate his desire to fulfill that need. An analysis of this kind, for example, may determine that the employee has an urgent need for self-confidence. His individual program should be made to stress the importance of attitude, skills etc., and any other assets that would give him this self- confidence.



9. Analysis of Organizational Policy



Organization policy will affect the amount of training offered. An explanation of various policies should be covered in the training program. Of particular concern are those policies that involve change, alteration and major revamping of training programs. In organizations undergoing merger activity, product diversification and new penetration, a great deal of sensitivity must be placed on policies today and expected changes in the future.



Whatever the method used to identify training needs, at least the following three points must be kept in view :



1. These methods should be used in combination; that is, there should never be reliance on only one method



2. They may be used to identify training needs of each of the various groups

of employees



3. They should be applied to individual employees since training needs will vary with the individual employee.

Training Needs Identification in Healthcare industry / hospital.

First time after more than a year, I heard a call from a recruiter in mumbai. From 022.4264.4263 . Apollo Hospital wanted a Head - Training & Development. That lady took a few details about my present job profile and said she would be forwarding my resume to Apollo GM-HR. I sincerely hope, they would call me for an interview. I want a break badly ! I don't want to be on roads after peerless. I want to go up and I deserve to. ISTD project is over, within 10 days after the completion of the project ( ISTD acknowledged the receipt of my book on 29.Dec.2011), that is , on 05.Dec.2011, while I was at Vizag, just before the start of my training program, this call came. Good omen. This would perhaps augur well for me in 2012 I need a job change, before a crisis would hit me.

So, I started net search, in the sincere hope that, they would call me for an interview and I don't look like a complete fool in the interview. Net search : " Training Needs Identification for a hospital " and " Training Needs of a Hospital " and " Hospital Training Needs " " Training Needs in health care indsutry " and I found this very useful blog. " Health and karma at blog spot. " . It also speaks about regulatory aspects of hospital / health care industry training. Read this blog thoroughly.

http://healthandkarma.blogspot.com/2010/10/hospital-training-and-development.html

post comments if possible. Then,if you don't get an interview call, at least you would know the training needs of some big , important indsutry outside yours ! That would make you conceptually clear. Future interviews you would be attending all would be GM - Training & Head of Training etc, where, training needs identificaiton is crucial skill.

Post more here : on health care industry.
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(2) Then, one google search, ' training needs in healthcare industry ' lead me to the golden CiteHr.com . One person posted in HR of health care industry asked to take care of training also. Posted his query. Got good, relevant answers.

Here is the Cite HR link and answers.

http://www.citehr.com/157741-training-programmes-hospital.html

bugsbunny3108@gmail.com Full Member - Member Since: Nov 2008




Subject - Training Programmes for Hospital



Dear Friends,



I have recently joined a reputed Hospital. I have been assigned the ownership of various processes and Training Programmes being one, to be conducted in the Hospital as an HR. As i am new to this industry & also new to handling the process. Kindly suggest me how do i go about with my assignmet & also create a difference in the team.
Hoping for varied suggestions.
Thank you in advance for your guidance.
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ANSWERS :Hi Bugs,

greetings!  We would recommend programs on Team Building, Leadership, Interpersonal Skills, Emotional Intelligence (dealing with co-workers patients & relatives), Stress Management & Motivation (Discovering Purpose & a sense of Service).
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to u is before fixing up a topic to ur training programme like leadership,motivation,time management,you should do the training analysis in ur hospital. because in ur hospital u may have several category of employees like doctors,executive,staff nurses,nursing assistants,receptionist,kitchen workers,house keeping staffs.A single training topic is not opt to all these categories. first do the need analysis then fix the topic,find the faculties and conduct the training programmes
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