Mumbai : AVP-HR : Leading Media Company

Mumbai : AVP-HR : Leading Media Company 

Greetings from Career Catalysts ! We have some exciting opportunities
for you. We would be delighted if you can also refer these openings
to any of your friends/colleagues.

Job Title : AVP- HR
Company: Leading Media Company
Location: Mumbai

Reporting to: Director HR

Desired Profile

• An MBA in Human Resources with 15 years to 20 years of experience
• At least 5 years as a HR business Partner plus minimum 3 years in Talent Management/Engagement function in a leadership/function Head role
• Should have demonstrated leadership qualities, analytical and creative problem solving skills. Good knowledge, communication and relationship ability to professionally interact with multiple internal and external stakeholders
• Must contribute to and thrive in high energy, high profile, positive, proactive, deadline driven, result oriented, and attention to detail environment. Adopt globally accepted HR practices, programs and processes and create new ones where needed

·         Develop  and review  the annual budget for HR

o       Experience providing HR leadership in rapid-growth business environment & Exposure to Start-up enterprises a plus.

o       Ability to multi-task, switch priorities and focuses as needed.

o       Maintain relationships with function heads to ensure that people needs and issues are being addressed.

 

Key Responsibilities

• To Champion Corporate Initiatives in areas of Management Development, Talent Management, OD Interventions including ESS
• Drives company-wide integrated talent initiatives and develops programs and processes that address strategic business needs.
• Collaborates with people care functions and; partners with and advises Leadership on talent management issues; resolves problems and offers solutions or alternatives
• Experience in collaborating effectively with and influencing peers and other leaders and senior management in making business decisions and solving complex problems.
• Define and develop organizational competencies: technical, process, domain/functional, behavioral and leadership
• Provide well defined competency definitions and role descriptions
• Update / improve competency definitions on a continuous basis
• Define competency shifts or 'delta' and provide development road maps
• Creating and guiding world-class programs that impact the professional growth and organizational development of all employees
• Launch competency enhancement / development interventions
• Develop / host competency assessment on individual and roll based competencies to specific groups of employees or across the organization
• Work with cross functional team members in People Care and Line function on Organizational Development assignments such as
• Determining succession pipeline
• Estimate competency gaps for identified successors
• Draw up development road maps
• Diagnoses organizational effectiveness issues and provides coaching to frontline managers on resolutions to people and organizational issues.
• Assist management staff in organization planning, including headcounts and organizational structure

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Looking for executive positions around Mumbai region?
Email me your resume nitinisshukla at gmail dot com
45 companies, 323 vacant middle management positions

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Why Living with People Is So Difficult

Why Living with People Is So Difficult

The most difficult thing to do is to live in peace and harmony with people.
It is, perhaps, easier to live with birds and animals. Why is living with
people a problem?

We know that fire is hot and we accept that fact. If we are burnt by
touching fire, we do not blame it. If a whole house is burnt down, we may
condemn other factors or blame our negligence, but would accept fire as it
is. Its place is undeniable and it is not rejected. Similarly, we accept the
coolness of ice, the beauty of flowers, fruits, trees and plants. Again, if
we are admiring a beautiful, full moon and someone else comes and starts
appreciating it, we don't say, "Why are you looking at my moon? You have no
right to see it!" There is no sense of ownership, no possessiveness; there
is acceptance without any projection of likes and dislikes.

The Bhagavad Gita says that a wise person moves everywhere with love and
affection. Like the wind blowing freely, he does not get attached to
anything. He accepts all. Sometimes people behave nicely, sometimes they don’t.
 This neither elates nor depresses the wise person. "Such a man of wisdom
lives with his senses under control, free from personal likes and dislikes,
and therefore, enjoys every object, place, situation and person".

Also, we find it difficult to live with people because we have too many
expectations of them. If I expect something of another, that person may also
expect something of me. Furthermore, I am unable to fulfill my own
expectations of myself. I want to do so many things, but I am unable to do
them. Thus, we feel disappointed and frustrated with ourselves, and
aggrieved or upset with others when they fail to satisfy our expectations. I
saw a sticker that said, "Don't try to change me. Accept me as I am".
It is important to understand the message clearly and completely. The
message is that one should accept the fact as it is. Then if a change is
necessary, try to make that change, but do not insist on it.

 

Every parent wants the child to perform well and excel whether in sports or in studies.
There is nothing wrong with that. But, to expect something that may not be
possible for the child to do, and unnecessarily apply pressure and force
will cause frustration to all.

When one is living with people it may not be possible to have no
expectations at all, so one should have reasonable expectations. An
artistically inclined child with no aptitude for commerce should not be
forced into the family business. Expectations should be reasonable and based
on knowledge and wisdom.

As far as nature or the moon is concerned, we do not feel a sense of
ownership or possessiveness. But with regard to people this feeling is
deep-seated and can be very destructive. What we need to have is love and
affection. Along with that there should be freedom and space, too.

Two hands joined together leave a gap and can be easily separated.
Similarly, we should give space to people. Often we hear people say, "Give
me some space please!" If you love a bird, will you cage it and expect it to
be happy? It is not possible to love someone and also confine them in that
love.

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Looking for executive positions around Mumbai region?
Email me your resume nitinisshukla at gmail dot com
45 companies, 323 vacant middle management positions

Blogged with MessageDance using Gmail

WebEx prospecting email subject line: Please Advise

Webex sales person used creative subject line to make this lazy man open her email. Trick is to use this subject line: "Please Advise".

Full email here - 

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Drive better communication across your organization with WebEx online collaboration. Increase communication effectiveness while decreasing the cost of sales, training, and support with online collaboration solutions from WebEx.

WebEx has a user friendly and powerful solution that allows you to:

            • Share PowerPoint presentations on-the-fly with anyone in the world 
            • Train customers or employees on new products from their desk 
            • Review, annotate or modify contracts or other documents with anyone, anywhere 
            • Perform product demonstrations in real-time without leaving your desk 
            • Remotely support your employees and customers faster and more effectively

All of this is accomplished without the need for IT to host any hardware or software – all you need is an internet connection and a phone.

I'd like to talk to you or the person at your organization responsible for evaluating a solution that extends your competitive advantage across the enterprise. Contact me this week to set up a time for a brief discussion about how WebEx can help you meet your business goals.

Thank you for your time and I look forward to hearing from you.

Best Regards,

Asst. Manager – WebEx Communications, Inc.
No 2, North Park Road | Kumara Park East, Bangalore 560 001

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Looking for executive positions around Mumbai region?
Email me your resume nitinisshukla at gmail dot com
35 companies, 123 vacant middle management positions

Blogged with MessageDance using Gmail

Personal SWOT Analysis For Career Change

Personal SWOT Analysis For Career Change By Karen E Williams

 

A personal SWOT analysis is a powerful technique that can be used when seeking a career change (or indeed any other personal change in your life). Linked to a strong and powerful goal, it can enable you to take advantage of your skills, talents and abilities to take your career to the next level. SWOT stands for: Strengths Weaknesses Opportunities Threats Completing a SWOT Analysis To complete a SWOT analysis, take a large piece of paper and divide the paper into four quadrants and label each area as above. Look at each area and consider the questions that follow and write down the answers that come into your head. Strengths Personal strengths form an innate part of who you are and your characteristics. Consider your strengths as you see them and talk to your colleagues and friends for a further source of support. What skills and capabilities do you have? In what areas do you excel? What qualifications, accreditations or experience make you unique? What would other people consider to be your strengths? What qualities, values or beliefs make you stand out from others? Weaknesses Consider your personal weaknesses and how you may be seen by others. It is important to list any areas you feel may be holding you back. What are the gaps in your capabilities and what skills do you need to develop? In what areas could you improve? What would other people consider to be your weaknesses? What personal difficulties do you need to overcome to reach your goal? Opportunities Opportunities are normally external and may relate to changes in technology, people that may influence decisions, or training, development or support that may support your aspirations. What opportunities are available to you? What external influences can help you to achieve success? Who could support you to help you achieve your goal? Threats Threats are also normally external and are the things that get in the way of your success. What obstacles are you facing? What external influences may hinder your success? Who or what could get in the way of you achieving your goal? The next step Carrying out a personal SWOT analysis can help you to understand yourself and support the decisions you make. It will highlight areas you may not have considered before and may help you to realise a different perspective in each area. It gives you a foundation from where you can move forward with your goal to support your career change and for you to take action. There are various ways in which you can do this. You can review your strengths, and ensure these are reflected on your curriculum vitae or letter to a prospective employer. You can consider ways to address any weaknesses which you want to overcome or develop your skills and capabilities. You can review your opportunities as these can be used to your advantage. Also consider how your threats could be minimised or eliminated. These actions will enable you to take clear steps towards achieving your goal. Copyright Karen Williams 2007. All Rights Reserved Karen Williams is a Life and Career Development Coach and runs her own coaching practice, Self Discovery Coaching. She has over ten years experience of working in Human Resources, training, coaching and management roles and is a Chartered member of the Chartered Institute of Personnel and Development (CIPD).

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Transparency Key to Sustain Employee Performance During Recession

Transparency Key to Sustain Employee Performance During Recession

by Kellye Whitney

In the midst of the current recession, prices for food, gas and most everything else are steadily rising. Employee performance, engagement and organizational loyalty, on the other hand, are likely to decrease.

Employers would do well to pay close attention to feelings of insecurity and the resulting performance disruptions that can occur during an economic slump, said Manny Avramidis, senior vice president global human resources at the American Management Association.

"Obviously it depends on the industry and the business that you're in, but usually during an economic downturn, most businesses aren't performing up to their potential," he said. "Employees are more concerned about their future employment and their personal well-being than they are about getting the job at hand done, which can often lead to quality and production issues."

To combat these workplace or work-quality issues, Avramidis said employers can be more proactive in creating a transparent work culture, one that promotes and maintains clear and consistent communication throughout the organization. Every employee should know exactly where they stand, as well as where the business stands, and what the organization's strategy will be to get through the economic downturn.

"Once the strategy is shared, you would hope that management and individual employees or contributors are able to engage and be part of the solution, whether it means creating new products or services or different products that perform better during an economic downturn, tightening belts, managing expenses a little more carefully – whatever it takes," Avramidis explained.

Taking the time to create clear, consistent communication that leads to organizational transparency will promote employee trust and loyalty during rough times and sustain these feelings once the economic situation improves.

"The organization has to be careful not to damage relationships with their employees, customers or shareholders, or whoever the interested party is in an economic downturn, because that's very hard to overcome afterwards," Avramidis said.

Once talent managers lay their business cards on the table, Avramidis said it's an ideal time to either retrain or show continued interest in employee development so, once through the economic downturn, the organization is positioned to come out stronger than ever on the other end.

"Even though unemployment is up and the economy is struggling, unemployment is at about 5, 5.1 percent, which is still extremely low," he said. "When it comes to unemployment of qualified talent, it's a lot lower. We can't ignore that, and we certainly don't to come out of this economic down turn in a situation where all of our strong talent is looking to leave because they didn't like the way we treated them during the downtime."

In an effort to facilitate transparency, some organizations even publicize worse-case scenarios, which Avramidis said can help alleviate some of employees' insecurities. These might include worse-case scenarios for the business, as well as potential employee separation – what they would be entitled to from a severance, outplacement and training standpoint.

"Good talent is still very hard to come by," he said. "Baby boomers are still going to be retiring in larger numbers than what they're doing today and the very near future. We'll still have the same talent shortage during this economic downturn as we will after it."

[About the Author: Kellye Whitney is managing editor for Talent Management magazine.]

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