Latest Articles

Mere Efficiency or true Innovation- Role of TRIZ

Being innovative is sooooo misunderstood that I feel strongly pulled to write this. My clinching trigger came after watching how the committees for deciding ‘Most innovation person or product’ are formed. Look at any and you’ll find them packed with highly technical people. As though innovation is a function of high technology! Definitely not. Why …

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Leaders are not Namby-pamby

If there is one management insight I have learnt in my career of 30 years in several organisations, it is that most managers shy away from hard decisions regarding the weak links in the organisation. In this regard, I directly reproduce Colin Powell’s words – ‘Good leadership involves responsibility to the welfare of the group, which …

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A 2 day workshop on Competency based Interviewing

  AIM–   A 2-day workshop on competency based interviewing skills for senior managers.   FOCUS – Key Areas Management is presented with few opportunities to exert greater impact on organizational results than through selection of employees. Post selection remedial training is an expensive way to make up for a bad hiring decision. The various spheres to …

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SAMPLE WORK PROFILE

  JOB DESCRIPTION   JOB TITLE  – Branch Manager   Main purpose of the job   To plan organize and control the resources and activities of the branch so as to provide the required levels of service to our customers and to, at least, meet budgeted revenue, productivity and expenditure targets. To expand branch activities …

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ORGANISATION AND JOB PROFILING FOR INTERVIEWS

ORGANISATIONAL  AND JOB PROFILING   1. General Work Environment   An Example Pressure of Work Structured but somewhat relaxed setting where there is reasonable time to contemplate decisions. Homework necessary with reasonable intermixing of business and personal time. Volume of Work Deadlines Homework 2. Type of Work Accuracy Work requiring strong mathematical, statistical and computation …

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TYPICAL ERRORS IN INTERVIEWS

  Similarity Error Many interviewers are predisposed to react positively to candidates who are similar to themselves ( in outside interests, personal backgrounds, appearance) and react negatively to candidates very different from themselves   Contrast Error Candidates should be compared to the standards that the organisation has established for the position, not to each other …

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