Vijay Bankar

Delivering and managing “Employment Brand” is one of the Critical Talent Imperatives for 2015 according to Bersin Report (Predictions for 2015). It is also one of the most repeated topics in the recent #tweetchat discussions I had participated on twitter. RBL - Growing Your HR Brand (Whitepaper)(pdf) HR Brand Quiz (Download excel file) Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards,

Youtube Video:  Slide Share:    "HR Quotes" - by 'HR Professionals' & 'Management Leaders' from Vijay Bankar Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments. Thanks & Regards, Download Slides   Transcript: Quotes by HR Professionals & Business Leaders   "The problem largely comes from the fact that when it comes to people, everyone is an expert." - Fred Luthans “Financial resources may be the lifeblood of a company, but "Human Resources" are the brains.” - Rob Silzer & Ben Dowell “ people are all there is to an organization ” - Gary Hamel “The organization is, above all, social. It is people.” - Peter Drucker “The real secret of Silicon Valley is that it’s really all about the people” - Reid Hoffman, Ben Casnocha “…Silicon Valley’s success comes from the way its companies build allianc

India's Top 100 HR Influencers To Follow On Twitter from Hirers Business Solutions Pvt Ltd

In the above video Mr. Jim Collins (Author - Good to Great 2001) highlights the importance of "who" before "what". If we think about this in line with strategic management perspective, we may have to amend the typical strategy development process. It usually begins with defining or re-defining Vision & Mission statement of an organization - precisely 'where to go' - the "what". Now, in case we have to begin with "who", an organization may have to opt for Resource Based View (RBV) of available human capital for 'Internal Analysis'. And make sure that we have right people on the bus. Normally this process (RBV) involves defining various resources the organization possesses and examine them to gauge which resources truly have strategic value. It is important for two reasons, 1) to know whether we have right people on the bus & 2) to remove wrong people from the bus. However, make sure not to throw out th

I had referred to 11 IBM Leadership Competencies in my previous posts. Fortunately I had managed to get more details (below) of these competencies in Management and Organisational  Behaviour by Laurie J. Mullins – (2005)(Page 319-320). Hope this would give us additional insights to understand efforts taken by Mr. Louis Gerstner for the transformation of IBM during his tenure. [ IBM - List of Competencies page 210, Who Says Elephants Can't Dance? (2002) ]. This post will give us a complete picture of the significant role of competencies in organizational transformation.  Focus to Win Customer Insight Outstanding IBM managers and senior professionals put themselves in the minds of the customer, and see customers’ needs and businesses, from the customers’ point of view. They focus on the unexpressed or future needs of the customer. Managers and senior professionals having Customers’ Insight go beyond IBM’s exemplary responsiveness to customer complaints or prob