HR Compliance Insights India

SEVEN HABITS OF PEOPLE WITH EXCELLENT INTERPERSONAL SKILLS We all know people with great “people skills,” and sometimes wonder, “How do they do it?” It’s simply a matter of knowing the basics of how to deal with other people, and then making a conscious effort to put those basics into practice. Here are seven habits of people whom others view as having great interpersonal skills. 1. They present their best selves to the public. Your moods change, but your customer -- external or internal -- doesn’t care. Make a conscious effort to be your most positive, enthusiastic, helpful self, especially when that’s not how you feel. If you need to vent, do it in private. 2. They answer phone calls promptly. Few things annoy people more than not having their phone calls returned. Get back to people within 2 hours. If you can’t, have your voice mail guide them to others who can help in your place. If you’re really uncomfortable with someone and don’t want to talk with them on the phone, answ...

Interpersonal skills include the habits, attitudes, manners, appearance, and behaviors we use around other people which affect how we get along with other people. We sometimes do not understand how important interpersonal skills really are. It's easy to laugh and make jokes about people who obviously lack interpersonal skills, but sometimes we need to examine our own impressions on others to better prepare for success in life as well as for a productive career. The development of interpersonal skills begins early in life and is influenced by family, friends, and our observations of the world around us. Television and movies also influence this area, but most of these characteristics are passed along to us by our parents or guardians. Some aspects of interpersonal skills are even inherited. Appearance and some personality traits are largely influenced by our genes. For us to improve our interpersonal skills, we must first be aware of what we are like from the perspective of othe...

Institutionalizing an OD intervention concerns refreezing. It involves the long-term persistence of organizational changes: to the extent that changes persist, they can be said to be institutionalized. Such changes are not dependent on any one person but exist as a part of the culture of an organization. This means that numerous others share norms about the appropriateness of the changes. Indicators of Institutionalization Institutionalization is not an all-or-nothing concept but reflects degrees of persistence of an intervention. The extent to which the following factors are present or absent indicates the degree of institutionalization. 1. Knowledge. This involves the extent to which organization members have knowledge of the behaviors associated with an intervention. It is concerned with whether members know enough to perform the behaviors and to recognize the consequences of that performance. 2. Performance. This is concerned with the degree to which intervention behaviors...

Competency Mapping is a process of identify key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. To ensure we are both on the same page, we would define a competency as a behavior (i.e. communication, leadership) rather than a skill or ability. The steps involved in competency mapping with an end result of job evaluation include the following: 1) Conduct a job analysis by asking incumbents to complete a position information questionnaire(PIQ). This can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. A sample PIQ that we use when conducting this step with our clients was provided to this client. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs. 2) Using the results of the job analysis, you are ready to develop a com...

SIX RULES FOR SUCCESSFUL STAFF MANAGEMENT If you manage people, or wish to manage people, you must deal with staff problems every day. "How should I treat Jenny when she gives me the silent treatment?" "What should I do about this conflict between Steve and Pete?" "How should I respond when people want favors from me?" If you use the following rules for managing people, you will be a better manager. They will guide you in difficult situations. They help you build trust and cooperation. If you are not yet a manager of people, you soon will be one, IF you follow these rules whenever you can. An article by L. Ron Hubbard called "How to Fill Jobs" outlines seventeen rules. Here are the first six. 1. Do not expect to improve your status or popularity with your staff members by giving them raises. You improve your status by doing your job and actively leading your group. For example, one of your employees says, "Come on Bos s, I reall...

Skill Matrix: - As rightly mentioned, it is a way to capture the skills required for a particular job. - This can be of two types again: 1. Technical Skill Matrix, 2. Behavioral Skill Matrix - It is a way, where, you can or should identify the Skills required for a particular job, in a particular department / team. - Then map the identified skills, with the technical expertise available, categorizing them as "Experts", "OK", "Basic" etc., or to be more clear and easy to understand and analyse the data, you may capture the details as per the years of experience, they had in using / implementing that particular skill. Benefits of Skill Matrix: - As mentioned, it can be best used for Training, for cost effectiveness. - Along with that, it can also be used for developing strategies like succession planning, recruitment strategies, etc., Developing Skill Matrix: - As mentioned, through performance appraisals. But, I feel this is not the best w...