Well before i start let me share what my brain discharges about the subject; any organization can be victim of  favoritism. Favoritism cannot be avoided, people in an organization  come from different culture/group/thinking and they look for same cadre of people to whom they can mix with or feel comfortable. What happens next is  aweful experience needless to share.

Now the problem erupts when the perception it self  is wrong about the treatment that one receive from his colleague/Manager. When actually a biased prefrential treatment is given and lastly when the nepotism exist.

Now the game beguns when person @ receiving end enjoys it by any means & when the person suffering bypasses it without any option. There is no barometer or favometer which can measure the gravity of favoritism but believe me this happens.

This is a pretty confusing topic, with a lot of room for misperception on both the management and employee sides. But it’s extremely important for management to directly address the issue head-on. So what’s a manager to do to avoid the PERCEPTION of favoritism, which as discussed above, can be just as damaging as actual favoritism?

Considering your concerns are genuine and you are still experiencing favoritism in the workplace, the next big question comes- Is It Affecting you? People can craft their own stories and enjoy their own pursuits but the main thing that you need to asses is its effects on you. If you are getting what you deserve and there is no major impact on you then you are good to go. Remember, favoritism exists at all places and escaping it is not an option. Either you got to change the circumstances or need to adjust with it to the best of your advantage

THE BEST WAY TO AVOID IS INCREASE YOUR PERFORMANCE NUMBER AND LET THE NUMBER SPEAK FOR YOU

The history of performance appraisal is quite brief. Its roots in the early 20th century can be traced to Taylor’s pioneering Time and Motion studies. But this is not very helpful, for the same may be said about almost everything in the field of modern human resources management.

As a distinct and formal management procedure used in the evaluation of work performance, appraisal really dates from the time of the Second World War – not more than 60 years ago.

Performance appraisal discussions are designed to be one of the most well-meaning processes within an organisation: simple straight forward process of giving feedback on the performance at the end of the year. However, for many, it’s also the most dreaded.

It’s the time for which we all slog our self for full year, Its time to collect our work and give a handsome time to think what we have done, Actually speaking your work should speak more than your appraisal form, at the end of the year or appraisal time it should be mere formality.

The new mantra of Appraisal system is :  (Relation/Behaviour with boss + contribution =promotion/Payment/Increase) get your role and responsibilities clear.

Let me clear the air before any question is raised on my last line your work should be studded hard on appraiser’s mind and never wait for time to come where you need to justify  your work that where have you spend your man hours.

Since i have started knowing my profession it has been always reiterated that  there are no set method or chemical formula or proven tool to appraise employees, but its not a rocket science too. Haaaaa it differ from company to company, policy to policy, HOD’s to HOD’s,Manager to Manager, and to note appraiser to appraiser.

In Harsh/tough words :

Your Relation with your Chief :

Its sound’s unfair, but the bitter truth remains that as on date  boss they prefer calling themselves boss and love getting pampered by their colleagues.And the one who does best ……. they are not comfortable listening to the truth or straight forward answers or to give straight forward solutions. These categories of people ask their team members to fill up their KRA’s,or they take the input of their KRA from team members KRA.

I donno… where are those rare species of HR gone who are exactly opposite to such characters, these species give a conducive environment to challenge your own work,  these categories know very nicely that if i work for the team member they will bring me up @ the end of day they are fulfilling my KRA

So who says that there is no specific tool to appraise your employees, these are the two apparatus through which you can get what you want by learning your boss behaviour.

Some body has said “Pray as if no work is going to help or work as if no pray is going to help”

I fall in second league how about uuuu? and i will demand my appraisal.

Wishing you a ton of hard work and fresh KRA’s Ahead..

It’s a gradual beginning to ‘Aal Izz Well‘ that gives a clear indication of what the film is all about. Arriving with the theme of ‘care-a-damn’ attitude, ‘Aal Izz Well‘ is completely different from dozens of campus tracks that have been heard over the years.

“Capacity 3 idiot” Dunno whether you have seen this poster behind  the rickshaw or not,  3 Idiots also expected to be the first Indian  film to be legally released on Youtube, within 12 weeks of releasing  in theatres.. , putting on blog, Aamir went on trip hinting people from state to state “Catch me if you can”, Chatting on line with the world, advertising  its on television with “Aal Izz Well”, Wow…  amazing art of promoting the movie .

Quality is the brand that Aamir has created around him in the due course of time, the message that goes to the large is widely whistled in the society.

Today when i am writing this blog the movie is already declared as a super hit with 3.5 stars,

Humanism is the theme again, In a country where the IAS/ IPS report to 10th Class/12th Class pass ministers and  the kids are loaded with huge baksa of curriculum, this movie  endow with hope to live…….

Learning from the movie

Remember who are you : Your potential, Your energy is diverted to the desired destination.

Discontinue your behavior which is not yours: Start being your self person who does not deserve your energy ignore and move ahead….

Good to Every one : It is not must that you should be good to everybody, honest to every body, love to the person who loves you, if some one is good you be very good, if some one is bad you be worst to him, gone are those days of Gandhiji’s lingo’s…if you wanna grow in today’s world try being human…

Promote your Work : It’s an art….and its must.

Don’t be excellent, you should be excellence, learn not for marks but to innovate and share the knowledge…

The way character in the movies were poised is with incredible thinking and display of exorbitant understanding.

Paa tells the story of an intelligent and witty 13yr old boy, Auro (Amitabh Bachchan), who suffers from Progeria, an extremely rare genetic disorder wherein symptoms resembling aspects of aging are manifested at an early age. The name is derived from Greek and meansprematurely old.

What would you do if at the age of one years old you started to look like a decaying human being? Are we all Human Resources suffering from same……..Symptoms of Progeria include growth failure, loss of body fat and hair, aged-looking skin, stiffness of joints, hip dislocation, generalized atherosclerosis, cardiovascular (heart) disease and stroke.

Times certainly are changing. It took quite some time for us to accept that now we are human machine men could actually turn tormentors to their personal life but never ever did I imagine things going to this extent.

We work so much and the symptoms of progeria is taking it over, the life of person suffering from this incurable disease is 13 years, and our life in HR too, this is time when you wana reach a comfortable height.

We are  forced to go prematurely old  in the race of career and   With one look, you can usually tell whether someone is old or young. Wrinkled skin or smooth. Thinning hair or thick locks. Bifocals or Ray-Bans. These are just a few of the overt clues.

If you’re like many HR managers, the majority of your day is spent at the office. You’re exhausted when you get home and don’t have time for many recreational activities. Even so, it’s important that your lifestyle offer release from the pressures at work. While you may be skeptical about the improvements you will experience, dozens of organizations exist to help reduce stress. Fighting stress take your self “offline”, do what you are best in..

As the human resources manager of any company, you are responsible for creating a solid backbone for that business. It is a challenging job, but not one that you have to done it alone. Great people have come before you and have even shared their practices! …. report says 57% of corporate workers in India report increase in stress…

So avoid the symptoms of prematurely old… and start going young…day by day…and enjyyy  your work..

reiterating do what you love the most,  way i am writing the blog and explore more in life

recommending  paa to watch.. quiet innovative

Say cheers!!! to life…………………

Writing this blog in worst of my mood due to personal reasons,  adding my experiment….

Self-experimentation refers to the very special case of single-subject scientific experimentation in which the experimenter conducts the experiment on her- or himself.

Knowingly unknowingly every body experiments with him or her in one or the other way, let it be change of dress, changes of shoes, hair style, and change of behaviour…..

By birth being rajput was groomed to keep mustaches, my parents never allowed me to touch it, but later i even felt  in love with  my long mustaches,  It was when i was pursuing my masters, i was force to sacrifice my muuuch… howdyyy….

Again after Gap of almost 5 years, i again gave a thought to keep it, not to impress or i like now, but to see how many people observes it, what is the feedback, (nothing to do with to keep or remove) but how employees take it, are they freely speaking to me, commenting on my growing mustaches,  suggesting me about it to trim or to remove it.

Trust the feed back received was mix of behavior, comments, brickbats and love, got to learn many things.

Looking back at this, I can fully admit how absolutely stupid it was to try. This stupidity was compounded by collaboration with my good friend  . In our defense, it should be noted that the mix reaction was helping us learning people, so perhaps stupidity was entirely unavoidable.

But at least it was stupidity in the Name of Human Resources!!!

Till than wait for my next experiment….

Jab me chota bacha tha, this name came into mind with an advertisement of Bajaj, when they launched there bulb.. i member the quotes and i know u too.. juss putting the words together…..,

Jab me chota bacha tha, Badi sharrart karta, Meri chori pakdi jati , Roshni deta bajaj………………..

Started my day with mouth watering call saying Lollipops have arrived,  yes the occasion was children’s day celebration, We have Fun Committee (Consisting of Employees) that comprises of actually funny, crazy, wild and go getter team, they throw idea like beans, the first idea Collection of child hood pics, Second to give tom & jerry CD, third to give CD of Malgudi days to all the employees. We thought it won’t be great idea to pirate the CD’s at the end we settled with giving Lollipops to all the employees & Match the following with the child hood pics.

The teaser was send @ around 11:00hrs so that the mouth starts licking, haaaa, and than the phone started ringing asking for Lolli as if the guys were waiting, we planed to distribute before these big kid go back to there school days.. the scene on the Floor was looooli, amazing with every body having lollipops in their mouth discussing engineering drawings from top management to the buddies…

Looking the employees one more idea immediately pocked me, that we should put White board for employees to scribble and trust was a great success with all employees came with their child hood art, with ABCD, to 5X5=10, peacock, elephant, the hut with mountain and birds chirping  around and what not ?????.

The best part of the day was the employees while leaving have actually become kid they were asking for more and more………… and i said my purpose is solved…

We have child in all of us, the thing is given a space to play they come out.. allow it than u see the Big thing becoming small and hard work getting easy…

Enjyy Reading…

Hi All, The time is 10:20PM and juss finished with Big B, you know why , only because it was a cyclone alert today and could reach home early, other wise should watch the repeated show @ 11:30PM if any energy left… Just trying to hurt where it hurts more, haa, i know is as difficult as it said, Work life balance, tell me when did you last walked out of office on time. HR.. We called it as Human Relation, we forget our suffering family, longing friends, pets, we take work @ home, or work from home, or your boss is in the habit of calling you after office hours… The life goes more miserable when your chief is most insecure man and he wants you to stay back after working hours for his cheap sadistic pleasure… Any how adding a ppt link on Work Life Balance if you can circulate it within team including your Boss!!!! I am not against hardworking or urgent need of the company, but the problem comes when every thing becomes urgent. Jusss got to collect today morning while starting from office was listening to radio mirchi, sudd character comes and says the boss is a person who feels with nine lady he can produce the kid on same day… HAAAAAAAA Chill……

Link : http://www.slideshare.net/amirsaiftaz/work-life-balance

Haaaaa, we have running in our blood, it cannot be changed by default.. but how to become B+ve  thats the ?which stand 3rd in the list… in Indians & across globe.

Thinking process, All thoughts good and bad is creative and tend to be materialistic, and thats the only reason we must always be optimistic, it does not means you should not be pessimistic, if you think from both the angle and redefine your pessimist ism, it ought to be most pessimist , our environment and all the experience in our life are result of our habitual and predominant thoughts…

Crux of all the issue  is B+ve and act positive, I say one of our Living Legend Mr.Amitabh is not Pessimist, but his pessimist ism is curved by optimism, where he always think ahead thinking the drawback or criticism behind his mind…

Jsss got an idea and rewriting again after publishing what we can do is we can list our employee in R&R as per blood group, or categories them as per performance in the name of blood groups

Thank you

Has been his one of the greatest panka, and regularly visit his blog, quiet an awesome writer, who in his recent interview very boldly said i am a pessimistic and always see the glass more than half empty. Its requires great amount of guts to admit that… please find enclosed  the snapshot of his blog….

he spasm returns to the right shoulder blade and it is excruciating ! Pain has the ability to destroy the mind and the being. You may be exalted in position, overjoyed at success, happy at company, but were you to be in pain it would rob you you of all accomplishments.

If the body cannot respond to the joys of nature and mind, it is best not to have a body at all. I feel a bit despondent and tempted towards the latter. When all else around you buzzes with activity and achievement, when the mind is ready to soar involuntarily, when it lovingly coaxes you into acts of creative ingenious levels and you discover that there is no ‘body’ to acknowledge it, then it is that you want to disassociate yourself with all else and succumb to the misery that has been implanted upon you.

Artists lives are full of such painful episodes. You could be in the poorest of health but in the eyes of an admiring mass you would need to put on that brave and positive face. A face that defies defeat and dishonor, pain and misery, distress and discomfort. Ever tried to smile continuously in grievous pain, ever never failed to wave back at an ecstatic fan irrespective of the state of the mind ? We are a tribe that get subjected to such odds in our lives. We are a tribe that shall be pulled up and over for an act that does not suit the convenience of the other. We are a tribe that are expected to be more than a hundred percent in more than one occasion, despite handicaps. We are a tribe that when you resist or complain, status, position and wealth shall be thrown about you. Oh.. you are a public figure, a person of immense patronage from the masses, this is what comes in your territory and you had better not complain about it.

But just because we are in public domain are we devoid of emotion and feeling ? Will every act of ours be leveled in such manner ? When are we supposed to be treated like other normal humans ? Or do we not deserve to be ? Who then will ascertain what we ought to be ? Why should an ‘other’ ascertain what we need to be ? And if for arguments sake we consider this to be applicable, who’s judgement shall we adopt ? Yours or yours or yours ? There are so many of you !!!

I have many thoughts on this, but now my hand prevents me from any further activity. I must lie down and rest and get to a doctor for treatment …

My love for you is unabated … though somewhat marred with my condition at present …

No .. I do not expect sympathy or anxiety over what I am .. that would pain me more. Resist and desist then, till I am in your midst again ..

Amitabh Bachchan

What is HR Transformation is it change of name?? Role?? its journey of name change form P&A> HR Champions>HR FAC > Change Manager>RelationManager/People Officer/.?

HR  Transformation from  Many attempts at HR effectiveness start without defining value.

For example, some companies invest in e-HR services such as portals and online employee services and believe that they have transformed HR, but they have not. While e-HR may be a part of an overall transformation, it is merely a way to deliver HR administrative services. HR transformation must change the way to think about HR’s role in delivering value to customers, shareholders, managers, and employees and not just about how HR services are delivered and administered.

Moving toward service centers, centers of expertise, or outsourcing does not mean that HR has been transformed. If new delivery mechanisms provide basically the same old HR services, the function has changed but not transformed itself. HR transformation changes both behavior and outputs. The changes must improve life for key stakeholders in ways that they are willing to pay for.

Finally, gaining credibility and acceptance by management or employees is not transformation. Doing so may be a good stepping-stone to future work, but real transformation must turn relationships into results and also create value for customers, shareholders, managers, and employees.

I believe that a fundamental transformation of HR starts with a definition of HR value—who the receivers are and a clear statement of what they will receive from HR services. It also requires a complete picture of all the elements of HR transformation, so that piecemeal attempts do not become isolated events.