tag:blogger.com,1999:blog-7452569708908454368.post8895419165546192223..comments2024-03-27T18:44:00.992-07:00Comments on All about Change Management-Dibyendu's Blog: Early Recruitment shows poor LeadershipDr. Dibyendu Choudhuryhttp://www.blogger.com/profile/17297605762522307828noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-7452569708908454368.post-12076004309047916152007-11-18T10:20:00.000-08:002007-11-18T10:20:00.000-08:00Hello Dibyendu, Improper projections without under...Hello Dibyendu, <BR/><BR/>Improper projections without understanding the market <BR/>Under estimating the competition <BR/>Not acting as per Market's requirement <BR/>Getting wrong people for wrong roles. <BR/><BR/>I was reading the article of P&G, how they are struggling in India, in spite of investing huge money, the top management is pressuring the local team to work on the best solutions to make the P&G local unit profitableAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-89327497483801876232007-11-16T21:15:00.000-08:002007-11-16T21:15:00.000-08:00One of the main issues in managing the human resou...One of the main issues in managing the human resources of the company is the lack of integration of the HR division tightly into the corporate fabric. Most companies I have visited treat HR as a necessary evil. <BR/><BR/>The HR managers are generally relegated to order processing rather than participating in the corporate processes and pro-actively managing the resources.<BR/><BR/>A division head will make decisions upon which the HR department acts to fulfill the requirement.<BR/><BR/>Very few corporations integrate HR into the operations and strategy processes on a daily basis. When was the last time you saw an HR representative in a divisional meeting. Unless they were called in to do hatchet job they are not involved!Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-91144901906615612872007-11-15T21:19:00.000-08:002007-11-15T21:19:00.000-08:00Dibyendu, There is plenty of responsibility to spr...Dibyendu, <BR/>There is plenty of responsibility to spread around. Anyone entering a position where they are going to be groomed for a leadership position, if a true leader, will have done their own due diligence on the company, the market and the future of the position. <BR/><BR/>People who blindly go into a position with their eyes closed, or are relying on the exisiting corporate leadership to guide them are not worthy of too much sympathy. <BR/><BR/>If people are affected by an adverse and rapid change in the marketplace, that's another story. <BR/><BR/>If management is not looking forward, but only looking backward then that's a real problem. <BR/><BR/>For me the reality is that most management is looking in the rearview mirror o guide their businesses. <BR/><BR/>Financial reports typically have 30 to 60 day old data. Really not too useful to steer the ship.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-45749687339590036302007-11-15T08:23:00.000-08:002007-11-15T08:23:00.000-08:00We need to understand the root cause of poor perfo...We need to understand the root cause of poor performance. Is it the <BR/> <BR/>a. Company products <BR/>b. Hygienes of the company <BR/>c. People<BR/> <BR/>We can't help the company if the root causes is a and b.<BR/> <BR/>We can only help them if the root cause of poor performance is due to the quality of the people.<BR/> <BR/>Best Regards<BR/> <BR/>Bernard TanAnonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-5174886473717865402007-11-15T08:19:00.000-08:002007-11-15T08:19:00.000-08:00I've always looked at firings, downsizings, layoff...I've always looked at firings, downsizings, layoffs or whatever other term you want to use as a fundamnetal failure of leadership - the leadership of the business. The failure is always due to a no or inadequate analysis skills, an absence of planning and substandard execution (of course what are you executing when you have no plan?). There is a old saying - "Fail to plan. Plan to fail." 80% of businesses do not have a formal, written business plan.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-7452569708908454368.post-15457354019719163632007-11-14T22:04:00.000-08:002007-11-14T22:04:00.000-08:00My dear Dib, My way of looking at the situation is...My dear Dib, <BR/><BR/>My way of looking at the situation is a little different, why should a company retrench its employees - were the employees not good enough in the first place to hire, and what after having spent so many man hours getting them to learn about the work and the salaries paid to them - is that not a sheer waste!! So - what I have as an answer is a solution, DO NOT RETRENCH the employees, put them through a KYKO Customised test - know their strengths and weaknesses, put the right person in the right slot and the person will perform. May perform even better than expected. :) <BR/><BR/>If there is indeed a training weakness that is seen from the report - then put the person through the correct training procedure so that you are able to upgrade the person, rather than look for a new one and go through the same ordeal once again. (for more details look at www.kyko-world.com or write to me. :) ) <BR/><BR/>Is it not better to have a known devil? :D <BR/><BR/>Warmest regards, <BR/>Rubina.Anonymousnoreply@blogger.com