Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Foursis E - corner - 16th Edition - 17th December 2018

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 6 Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Similaire à Foursis E - corner - 16th Edition - 17th December 2018 (20)

Publicité

Plus récents (20)

Publicité

Foursis E - corner - 16th Edition - 17th December 2018

  1. 1. 1 1 Weekly Edition : 16 December : 2018 Foursis E - Corner Recruitment Trend and Job Opportunities Make Learning Matter: Become a Learning Organization Students review Career Tip Contact - +91 9662441222 Mail - info@foursis.com 358, Jasal Complex, Nanavati Chowk, 150ft Ring Road Rajkot – 360007, Gujarat.
  2. 2. Human Resource Quote Recent Recruitment Trend Recruitment remodelled to ‘Find & Engage’ In 2018 a new model of recruitment will emerge; fuelled by tech- nology, the dynamics of the digital world, data science and AI. The historic and conventional ‘Advertise & Apply’ model (where active jobseekers at that point in time apply to advertised vacan- cies) will be superseded by a ‘Find & Engage’ approach. The ‘Find’ element of the equation involves using digital technol- ogy and data science analytics to reach deep into candidate pools and examine large amounts of data to prepare shortlists of the most suitable active and passive job seekers, extrapolate meaning- ful patterns and gauge how open to new job opportunities a poten- tial candidate is. The ‘Engage’ element puts the relationship back at the heart of recruitment to understand a candidate’s personal priorities and aspirations for a successful outcome. It’s a game-changing trans- formation for employers and external agencies alike. Jobseekers enhance their personal brand using video Expect jobseekers to embed video content in their LinkedIn pro- files, as part of building an engaging personal brand. This will offer hiring managers and recruiters a deeper insight into their ex- pertise and potential cultural fit. Contact us Call -+91 7405434608 WhatsApp - +91 8866559213 Mail us foursishr@gmail.com careers@foursis.com FTS– Job across India Management word of the week Goal Seeking Goal seeking is a calculation based process which allows a company or person to know the input which would be required to get a desired output. A reverse calculation helps to determine the inputs or raw materials etc which would help the company achieve its desired output or goals. The goal seeking approach is based on certain assumptions and parameters, which are kept constant and made variable as per the requirements. Certain parameters like time, value, prices etc need to be understood and can be ad- justed as per the best possible as well as worst possible scenarios. With the advent of technology and more usage of computer software’s, too is have been developed which help in calculating goal seeking val- ues using desired output values. “Bringing great people onto your team is about demonstrating that size really doesn’t matter – people do.” -Jess Campbell
  3. 3. 3 3 Make Learning Matter : Become Learning Organization What’s a Learning Organization? Organizations with the best chance to succeed and thrive in the future are learning organizations. In his landmark book, "The Fifth Discipline: The Art and Practice of the Learning Organization," Peter Senge defined the learning organization. He said they were “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 how to learn together.” Senge frames your understanding of the learning organization with an ensemble of disciplines which he believes must converge to form a learn- ing organization. I will briefly describe each of these dimensions so that we share a basic understanding of the components that create a learning organization. Dimensions of a Learning Organization My main focus, however, is to suggest some ways in which you can pro- mote a learning organization environment in your organization. These ideas will help you get started; true transformation takes time, commit- ment, and resources. Systems Thinking The underlying structure and the interlinking components of each of our work systems, shape a great deal of the behavior of the individuals who work inside of the work system. Think about Dr. W. Edwards Deming’s admonition. When something goes wrong, rather than seeking someone to blame, ask, what about the work system caused that individual to fail? Personal Mastery States Senge, “Personal mastery is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of develop- ing patience, and of seeing reality objectively.” He offers that an organi- zation’s learning can only be as great as that of each of its individual members. Mental Models These are the deeply held pictures each of us holds in our mind about how the world, work, our families, and so on - work. Mental models in- fluence our vision of how things happen at work, why things happen at work, and what we are able to do about them. Management Tip of the Week- Surround yourself with People who will Push you to grow. When it comes to planning our careers, we carefully choose our companies and jobs. But rarely are we deliberate about selecting the advisers and confidantes who help us succeed. Cultivate a support group for your career by thinking about whose advice and expertise you wish you had on speed dial. Consider who you feel inspired by, whether they’re colleagues, senior leaders, or peers in your field. Seek these individuals out, and be candid about why you admire them and why you want to connect. Focus on building a re- lationship that will benefit both of you. As you get to know each other, don’t be afraid to explore big life questions: What do you want to do with your life? What motivates you? What are you doing that you really don’t like to do? Work togeth- er to become better versions of your- selves. Ref from "The Key to Career Growth: Surround Yourself with People Who Will Push You," by Claudio Fernández-Aráoz
  4. 4. 4 4 Make Learning Matter : Become Learning Organization Building Shared Vision By shared vision, Senge is referring to a process in which the original vision for an organization, probably determined by the leader, is translated into shared pictures around which the rest of the organization finds meaning, direction, and reasons for existing. Team Learning Senge finds that “teams, not individuals, are the fundamental learning unit in modern organizations.” (p. 10) It is the dialogue among the members of the team which results in stretching the ability of the organi- zation to grow and develop. Begin with the Role of the Leaders While everyone in the organization must help create the learning organization, you will want to begin with the behaviour and contribution of your leaders. Your leaders make four critical contributions to the devel- opment of a learning organization. They must take responsibility to accomplish these. Leaders provide the initial vision of why your organization exists and where you are going. They communicate this vision. They clearly communicate their belief that continuous growth, learning, and improvement will ensure the accomplishment of the vision. They build consensus and ownership around this vision and are influenced by the views of others in the organization. They are willing to use the ideas of employees as they flesh out the vision for the organiza- tion. They model the actions they want to develop in others. When leaders walk their talk, employees are more likely to take the plans seriously. Their expectations are verbal, but most importantly, actions that others can see. Leaders who want a learn- ing organization continually learn themselves. They read books and articles and share the content with the rest of the organization. They attend training sessions and conferences. They foster an environment in which people are empowered to make decisions about their work. They make intelligent risk-taking the norm. They assure that all information people need to make good deci- sions are communicated. They promote an organizational environment that supports learning and personal mastery. BY SUSAN M. HEATHFIELD
  5. 5. 5 5 What are your studying and why are you studying? I am studying Mechanical Engineering from Marwadi Education Foundation, Rajkot.I am studying mechanical engineering for understanding basics and graps the knowledge all about it as well as do the practical and invent sonething big by understanding all the fundamentals of mechanical engineering. How will you find Job? I will find my job through college placement . How can you contribute to nation by doing job or business? I will invent something big so that i can help out poor people and farmers who spend so much time in agriculture. Student Review Student’s : Says ! Akansha Mishra Marwadi Education Foun- dation, Rajkot
  6. 6. 6 6 Career Tips - Tips to bounce after receiving interview rejection letter Take time to feel the rejection Accept the situation Don’t take it personally Realize it ‘s not end of the world and move on Continue your Job search Rewind to think what could have gone wrong Work on your weakness and be objective FTS Appreciates Your Partnership This is digital newsletter and Foursis Technical Solution is also promoting Go Green initiative. So Keep reading Foursis E-corner, Keep growing, Keep getting better career opportunities. *Courtesy Note: Our intention for publishing Ecorner is to share thoughts, ideas and information on job opportu- nities as well how a person can contribute to society. During the process some information are taken from rele- vant media and we are being respectful towards that post and writer.

×