Article 1 : Love Life and Heal - Rama Moondra
Rama Moondra
Rama Moondra

Love Life and Heal

The latest Swedish assignment I took was interesting and challenging. The HR wanted me to find out, “How many of our employees love life?” The results were shocking. Personally there were hardly any takers but family or work..Loads of them loved what they had. There is nothing personal in my life...said one of them echoed loads of sentiments.

The first is how much are we living for ourselves. How many cordons are blocking us just because it’s related to what society or people may think? The life we live is actually our own life and others are part of it.

The second is my favorite tagline, “You live only once. There is only one life.” There is no tomorrow. What would you do for a decisive moment if this was last day of yours?

The third is facing fears. We all reel under false assumptions of upcoming events. “Fears are educated into us, and can, if we wish, be educated out.” Karl Augustus Menninger says so.

Lot of fear is instilled in us from childhood. The way you have been treated as a child and seen your parents, impacts you for lifetime. They educate us to be afraid and teach us to give reasons for timidity that we have developed. Today we are learning to fight fear in real terms. This is our Key of unlocking fear. You will do a practical exercise with me now.

We sit down and do an exercise called, “Panic -Slicing.” To do it with me, please take a pen and paper. Make sure no one disturbs you for next one hour at least. Put your mobile on silent and keep it away from you.

Now list all your fears one by one on paper. Write everything that comes to your mind in the name of fear. May be lizards, death of a loved one, facing new responsibility, it could be anything.

Once done with it, take a fresh sheet and start writing. For example, you first fear is career change. You want to go ahead but do not have enough courage or well settled in comfort zone. Difficult to break but not impossible.

Why do you want a career move? Is it money, fame or the old job is not keeping you happy?

If its money, what stops you? If happiness, what hinders you?

What is it you have got to loose if you move on?

By now, your Panic-slicing has given you enough scribbles and doodles on paper. Now start putting judgmental notes accurately.

If its money that I want to move on for, I need to let go my comfort zone. New job will give me more money, better learning and a new network to begin with. I will be able to experience a different kind of freedom and be able to create new opportunities.

Fill yourself with new confidence and do not look back. Throw yourself in the stream of flowing water and all that you have got to loose is your pseudo fear. Move ahead. Life is full of opportunities and do not let them stop you as you are the power and creator of your own world.

Article 2 : Gujarat, the next IT hub - Anirban Banerjee
Anirban Banerjee
Anirban Banerjee Senior Manager - Satyam Learning Centre Satyam Computer Services Ltd. Pune

Gujarat, the next IT hub

The Technology industry can spread opportunity for the youth in every part of the country by focusing on emerging Technology Business Destination. A goal with is beneficial to both business and the country. Business in order to tap the potential of diverse markets and people and reduce the risk factor should be multi location. Emerging Technology business destination like Gujarat, Chandighar, Rajasthan and Madhya Pradesh has a lot to offer.

All Indian should feel happy that 2005-06 saw Ahmadabad getting rated as the best place to start business by the "The week" and The New York Time' has rated Surat as one of fastest emerging business destination world wide.The India Today Report September 2006 as awarded Gujarat as best place to invest and most developed infrastructure and physical assert. Gujarat has made rapid progress in coming up with infrastructure and policy initiatiatives for IT industry development to take place. Gujarat is an example of how Human capital can be a factor in determining Business location. Gujarat is state with 70 % of the population below the age of 35 . It's a state with the largest number of successful entrepreneur .Modern day Gujarat is the Home to Institutes like IIM, EDI. Space Application Center, Physical Research Laboratory, Mudra School of Communication, AMA and many more. Gujarat to day has a number leading Pharma and Bio Tec research facility .Knowledge Industry should harness the resilience and enterprunrial skill of Gujarat. Ahmedabad is a clean and green city with low pollution levels. All Gujarat cities have state of the art Entertainment facilities. The Up coming IIT at Gandhinagar and host of other investment in education will further enhance the human Resource Potential of Gujarat and boost Indies technology sector. Ahmedabad was judged the best place to do business among all Non metro cities by the Week 2005-2006 survey. Ahmadabad the most happiest cities in India amongst all cities according to the Outlook-AC Nelsen survey 2005. Ahmedabad Airport is the fastest growing airport in the country with international flight connectivity with globel business hubs like London & New York. Gujarat has the highest teledencity and the best tele-communication facility. Ahmedabad is the first city with M FY service in the country. Gujarat cities are the best in terms of infrastructure. Gujarat is the only state in India with no power cuts or Drinking water shortage. Its has a cosmopolitan society with friendly people .Its a state where people are economic reform friendly and has no labour problem and unemployment. The government is reform oriented and progressive. Investment by DFL, Mind space's and host of other like knowledge city at Baroda and Safal IT Park and Ganesh at Ahmedabad and Hiranandani IT park at Surat to name a few who are coming up with major infrastructure projects for IT industry to set up operations has given a boost to the IT industry in the state. Gujarat is also getting special economy zone for IT. Recants investment by TCS, Cybage and Mpasis will also help Gujarat get the right visibility as a Technology Business Destination. Thus with such policy and infrastructure initiative Gujarat is certainly a destination to watch.

Knowledge based organization has lot to benefit from investing in Gujarat cities to tap the talent pool available in western India and make use of the enterprising nature of the people in Gujarat. As the nation Investment report by ministry of commerce for the year 2005 show Gujarat is India's No 1 state in attracting investment and this shows the sprite of enterprise of the state and the potential it hold for the Technology business to take India forward.

Article 3 : Science Of Handwriting Analysis - Jignesh Makwana

Jignesh Makwana
Jignesh Makwana
HR Professional (West Region)
SHV Energy Pvt. Ltd. (Supergas)


(Revealing the self)

Every time you write something you are registering a pen picture of your personality on permanent basis. The science of reading those pictures ie Handwriting Analysis or 'Graphology' in virtual term reveals the nature of your past growth, present and your hidden talents.

When you write, you think. Your handwriting records an accurate picture of the 'Real Self' because it is the end result of your brain in action. Pressure, Style, Letter Shapes, Slant, Spacing between the words, Size, Margin and Signature highlights your personality in depth. Now, you will agree that all these aspects are never common between two person. Graphology helps in analyzing communication skills, Attitude, Aptitude, Confidence Level, Honesty, Clarity in thought process, Stability of Mind, Planning and organizing skills etc. A one page of hand writing sample results into ten pages report on your personality attributes. Moreover, the process of reading your character on basis of your hand writing consumes hardly 30 minutes for an expert on the subject. Therefore, nowadays all big corporate and MNCs seek advice from graphologist before final selection of candidate. The importance of graphology is increasing rapidly.

In the present scenario while the job seekers ordinary impression with good communication, it is very difficult for the interviewer to select right match. The hand writing analysis is one of the widely used tool in selecting right person for right job even without meeting and talking to the person seeking for the job. Graphology helps to know your self first - then know others – then enjoy the thrill of fitting in with the whole human family because you will be able to understand people in just seconds.

When you start to read character from discover hand writing, you will discover that even the successful leaders in the community have their own weaknesses. You will also get to know what traits of character helped them to achieve success. It is interesting fact that Graphology also helps in changing your personality.

As a HR professional, I use the graphology as a selecting tool and it has really helped me a lot in my profession to get right candidate every time. I am very much delighted in sharing my little knowledge on the subject. You can also refer my article on Graphology in 'Divya Bhasker' Newspaper dated 5th of April 2006 to know more on the subject. I can conclude that Handwriting Analysis is one of the most easiest technique to understand yourself.

Article 4 : Getting Strategic - Satyadeep Mishra
Compiled by Satyadeep Mishra HR Generalist Microsoft – Hyderabad

Getting Strategic: two contemporary models on Strategic Human Resource Management

How do companies go about designing corporate cultures that are externally focused on the needs of the marketplace? There is a duality here. Company cultures tend to be very externally focused, flexible and adaptable with market needs. Or they can be more internally focused, where policies, rules and procedures tend to dominate and where efficiency is rewarded. And that's the question: how do you manage to be efficient on the one hand, and, on the other, be innovative?

Strategic HR Management has become a buzzword in organizations across multiple industries. There is an increased focus from the Top Management and the HR leadership to see how the human resource function can be more agile and market-driven to deliver better business value and create a sustainable competitive advantage for the organizations.

Let's look at two recent HR thought-leaderships on the subject of HR's strategic contribution to the business.

The Five Key Competency Model developed by Society for Human Resource Management (SHRM), University of Michigan Business School, and the Global Consulting Alliance:

Based on the years of research carried on by Prof. Wayne Brockbank and Prof. Dave Ulrich of University of Michigan Business School, this model identifies five key competencies human resource (HR) professionals must have in order to impact business financial performance. The HR Competencies Study included over 7,100 respondents from 241 diverse companies that were distributed globally across a variety of industries of all sizes. Data were gathered from three sources: HR professionals evaluating themselves; HR colleagues or associates evaluated the HR professional participating in the study; and third, non-HR associates, who were generally line executives, evaluated the participating HR professionals. The HR Competency Model is based on data from the non-HR associates.

Five major categories or domains of HR competencies emerged when the differences between HR professionals in both high-performing and low-performing organizations were analyzed. The domains are as follows: Strategic Contribution, Personal Credibility, HR Delivery, Business Knowledge, and HR Technology.


Brief definitions of these five competencies are given below :

Strategic Contribution

The study finds that strategic contribution accounts for nearly half of HR's total influence on business performance. The four sub-categories or factors of strategic contribution are culture management, fast change, involvement in business decision making and leveraging customer information to create unified and customer focused organizations.

Personal Credibility

HR professionals must be credible to both their colleagues and the employees they serve. The research finds it critical that HR have effective relationships with key people inside and outside the organization. They must deliver results and establish a reliable track record. In addition, HR professionals must have effective written and verbal communication skills.

HR Delivery

This competency encompasses the HR activities that are traditionally associated with the HR function. There are six major factors within this domain—staffing, development, organizational structure, HR measurement, legal compliance and performance management.

Business Knowledge

The fourth competency domain is business knowledge. To become key players in the organization, HR professionals must understand their organizations and the industries in which they work. However, knowing this information is not enough. The study indicates that HR professionals in high-performing firms know as much about business as HR professionals in low-performing firms. The difference between the two is that high-performing HR professionals use this knowledge to make strategic contributions.

HR Technology

Technology is increasingly used as a delivery vehicle for HR services. The study finds that HR professionals need to be able to use HR technology and web-based channels to deliver services to employees. However, it also shows that the promise of HR technology to noticeably impact the overall financial performance of the firm has yet to materialize. Many companies who have moved aggressively into this arena are still "working out the bugs."

by Dr. John Sullivan

There have been several attempts in the past to define a model for HR's contribution towards business. The most successful of them probably is the "four quadrant" or "business partner" model developed by Prof. Dave Ulrich at the University of Michigan.

As an improvisation to the Business Partner model, Dr. Sullivan's Five Level Model focuses more on the strategic planning process and describes both the basic and the strategic levels of HR contribution.


Level One –Information Management and Basic Transactions Every HR department must provide basic information, answer employee and manager questions and complete operational level transactions. These most would agree are the oldest and most elementary of HR services and include:

• Processing of new-hire documentation, payroll, separations and benefits enrollment/changes

• Providing answers to employee and manager questions pertaining to policy, benefits, employment law

Level Two – Providing Functional Services

In addition to level one activities, a majority of HR departments provide several services that comprise what many would agree are the essential services that keep an organization staffed. This level incorporates many of the activities that create the standard functional areas within HR including staffing, compensation and benefits, employee relations, and training. Each functional department maintains its own goals and objectives and although there is some interaction, services are provided relatively independent of each other. Several examples of activities that exist at this level include:

• The formation of standardized processes and policies for requesting more staff, developing staff, compensating staff, and performance management
• Basic reporting on the status of talent management efforts
Level Three – Coordination of Efforts to Improve Productivity

In level three HR activities begin to fall under the umbrella of some larger planned contribution and take on more of a tactical emphasis. This coordinated effort exists to impact one of the primary goals of every major corporation, increasing productivity. In the case of HR that goal translates into increasing or maximizing workforce or employee productivity.

The traditional HR functional work that goes on in level 2 is to isolated and finite in focus to have any real impact on workforce productivity. In fact, typically none of the independent functional units in HR even have workforce productivity as a goal. Some of the non-traditional HR activities that are "added" to traditional functional offerings include:

• Development of tools and strategies to retain key employees
• The redeployment of employees from areas of low business impact to high
• The introduction of non-monetary motivation and recognition systems
• Usage of workforce analytics or metrics
• Coordinated efforts for knowledge capture, sharing, and management

Level Four – Development of Competitive Advantage through Talent

Level four signifies a major transition point as HR work begins to provide a strategic contribution. Increasing competitive advantage is a focused effort to ensure that each key HR program and service is best in class when compared directly to that of competing firms. In level four the focus of HR efforts takes on an external environmental component where prior to this every HR effort was internally focused. Rather than simply tracking what competitors do, the goal in level four is to identify and exploit weaknesses found in competing organizations. To date, only the most elite HR organizations have funded efforts in this level. Typical competitive advantage building efforts include:

• Competitive analysis of people programs found in competing organizations
• Workforce planning and productivity forecasting
• Employment branding
• Competitive intelligence gathering

Level Five – Develops Solutions to Strategic Business Problems and Opportunities

Level five represents the pinnacle of work providing strategic contribution in HR. Efforts in this level go well beyond influencing employee productivity. They attempt to address strategic business problems in areas such as product development, product/service quality, customer service and corporate position. Few HR organizations attain this level of strategic contribution, of those that do, most are found in performance driven cultures. Typical strategic business problem and opportunity efforts include:

• HR involvement in turnaround swat teams
• HR consultation in product design and development efforts
• Analysis of workforce management impact on time-to-market and innovation
• Management of performance culture
• HR involvement in merger and acquisition planning