Learning organization

With a view to dynamic changes that have occurred due to fierce competetion and recent resession every organization intended out create an edge over the other. The organizations which facilitated learning into its system between the members, would definitely have benefitted. Learning organization help members of the organization to equip with various necessary skills and knowledge required to develop with the changing trends.

Peter Senge defines Learning Organizations as “Organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to learn together.” Peter senge has thrown light into this concept through his book "The Fifth Discipline"

The various characteristics include personal mastery, systems thinking, shared vision and team learning. With a development among each individual it helps in overall development of the organization. It holds a key success towards change management.

It can also hold problems against it when the support does not come from the organization in helping to provide the necessary assistance required at each stage or when the members of the organization are unwilling to accept the change or transition that would occur with changing times. Therefore its the responsbilty of every organization to induct their members to approach to flexibity and enrich them with latest technology and knowledge upgradation to hold the first mover advantage in the industry.

Emotional Leadership styles

The following is the link of six emotional leadership styles which are seen in an organization. Each one has its seen uniqueness and importance, and they play an important role in building up the organization.

Click: Six Emotional Leadership Styles

The Talent Game

Nowadays whenever we speak up on any topic, we all try to relate it to the downturn. Even if it hardly matters or not, it is still blamed. But under this topic, it definitely does decide as to who will survive in the organization and the industry at large.

Pooling of best talent in the organization is the best practice and attraction. A company is made by the members who form the essential part in its growth and development. Talented members are not only those who have knowledge, but during these times are those people who can creatively bring in innovation and differentiate it from the competitors and rivals. As the cliche, its not just the hard work that is needed but the smart work. In this recession, the most effective role to develop this talent would be by the team leaders.

As read from an article, Dave Ulrich says, Leaders who use this recession wisely to build employee capability and productivity will benefit from it when good times return. A careful analysis to be done on who would stay in the organization and who should leave. Also those who stay, do not have the 'survivor syndrome' feeling, wherein he/she feels being punished for having stayed.

The talent in the organization is not only seen to give incentives and bonus, but to a more important decision on succession planning. Hence the effort come not only from one side, but both the ways. With the entry of Gen X into various organizations like Wipro, HCl etc a revolution into the new talent will be showcased too. Thus as times change it is necessary to get equipped with the culture and learning too.

"Be ahead to stay ahead"

Winning is Everything

This is an interesting and highly inspiring video i came across of Jack Welch, former CEO of GE. It was on his book on Winning, and how he defines it for everyone.

Learning Terms

Holding on a grip to the HR learning and implementing it in the future, it becomes really necessary to get to know about a few terms which are prevalent in its context. Some of them tat I would share having learnt it recently are:

• Temping: This term is a combination of "temporary staffing". Organizations use temporary staffing when they hire people for a specific project or a contract. This mwthod may also to useful in reducing costs than having permanent staff.
• HR Policy: The HR policy of the company is the window to the organization's culture and those who wish to join tat organization would be interested in knowing the working culture. It includes all the policies, structure etc that the org employs for its members.
• Transfer of learning: It is the study of the dependency of human conduct on prior experience. It explored how individuals would transfer their learning from one context to another which have similar characteristics.
• Quality Work Life(QWL): It emphasizes on quality wok life balance a person has. As a person needs incentives and benefits at his work place, same way a quality personal life needs are to be satisfied too.

This are few terminologies i had recently learnt. Would like if get to know more of these from the readers.

Relationship Management

Ever had a distinctive feeling between the managers and you being a junior? Well this is a type of relationship which differentiates everyone in the organization in terms of experience, the position held. One of the learning that i hold back in me primarily from my internship is that the people working in that organization are all referred to as "members" and not employees or employer. This clearly indicated that though there are different positions held by the people in the company, they are all equally connected.

In this context there is a term DYAD relationship, which means the relationship that exists between two members of different levels in an organization. Wikipedia defines DYAD as "a noun used to describe a group of two people. "Dyadic" is an adjective used to describe this type of communication/interaction". As the relationship gets stronger between people of various hierarchies, this would help member engagement to strengthen, which in turn leads to the overall growth.

An Introduction

With the inception of my new blog "The HR Way", I want to bring in various dimensions of HR, highlight on the up comings in the field of human resources management, and also on how HR in its on way is very essential and crucial in today's world. Today HR management is as difficult as other operations like finance, marketing, etc. To retain an excellent talent in the organization is more difficult than acquiring one.

The talent management as it is closely associated with managing the existing talent in the industry is very essential for the growth of any organization. Hence accounting for this human resource is the need of the hour. With the wave of layoffs taking place in the past one hour creating chaos and uncertainty in each ones mind, let us understand the fact of holding people for their career growth by building up the morale.

As a start off, in my initial blogs I would throw light on managing the people in the organization and retaining them.