Ryan
India's 1st Strategic Strengths Coach, Corporate
Amalshere
Sr. Manager Hr
Deepak Thukral
Manager Accounts
Murali.erp
Software
Axel_ashu
Hr Professional
SivaprasadHR
Manager Hr
Fredazym
Hr & Administrative Executive
Mushfique
Service

Dear All,
Let me introduce myself first:
My name is Freda, from Shanghai,China.
Now Iamb working in a International Forwarding Company, and my job is HR&Administrative Executive.
Iamb the fresh in HR field with little experience, so can you give me some advice? Thank you!
Our company is a branch company, the number of staff is 8 person, we have four departments: Operation Dept., Sales Dept., Accounting Dept. & HR Dept.
My branching manager is a French. He told me that at this moment, He wish me could be a 'bridge' between Operation Dept. and Accounting Dept. But I've no idea now :(
Please, Id appreciate if you give me some good advice.! Thank you very much!
Sincerely, Freda
5th July 2007 From China, Shanghai
Hi, You can discuss with both the departments and find out the expectations from other department and make sure that the expectations are met. All The Best. Murali.
5th July 2007 From India, Hyderabad
hi freda

Can u pls be more specific about your problem?

Well actually i feel , your prob is that your work is not properly defined . anyways ur's is a small office with just 8 people and i bilieve the branch manager does not also have much idea about HR activities. and that's y he connects it with administration and accounts!..

anyways since u are a fresher,u can take this oppurtnity to learn variuous aspects of HR from the internet . Cite hr community will helpu a lot.

then be proactive and give ideas to your branch manager to implement employee friendly activites and you take initiative to do it .

similarly , you also make a write up of the job roles of each person there and ultimately whatever remains will be your job! haha. just kidding... i think if u make a list of work of each person and show it your boss and also to each person there , you can clarify your doubts reg your roles.

that will mark your beginning as a HR person

rest..u can do in next stages

all the best

regs

CV
5th July 2007 From India, Kochi
Hi, Cv
Thank you very much for reply. :-)
Well, you gave a good idea -- To clarify everybody's duties.
And Cv, could you please tell me your responsibilities in your company, and what do you do daily?
Awaiting for your reply
All the best !
Sincerely, Freda

5th July 2007 From China, Shanghai
Freda,
hai,
I think murali gave you the answer, but i will make it more clear.
What your boss wanted you to do is to CO-ORDINATE Operation Dept. and Accounting Dept.
for that what you got to do is, contact first accounting dept and check out their budget, their plans, their goals for the fiscal year and then,
move to the operations dept and check out their requirements, clearly understand the necessity of their requirements and move them forward to the approving authority(may be your boss) and discuss with them in length and then move to the accounts division and check out their views and finally allocate the budget.
this is one angle, while getting these things done, keep the operations duration in mind, once you start the process you will get to know everything and if you face a problem there, then it will be easy to identify solution to a particular problem instead of worrying from now. so, worry not and take the lead, cite hr is behind you.
6th July 2007 From India, Hyderabad
Hi Freda,
I totally agree with CV, first u need to define the job prospect of all of them and try to be more approachable so that people can come up with their problems,
initially when the organization start and no one is there to monitor anybody every one dose their own, and if you put rules and regulation they will not be following the same it is difficult to get the people on track, so your major concern is to keep them happy, with the environment and with the work culture.
Anita
6th July 2007 From India, Bangalore
Freda, anitha, CV
Even I started my career from administration and most of the times it happens so, but in freda's case, she is having an additional liability of accounts which will be helpful for her in future coz, it gives an opprtunity to learn the salary structure in detail and ESI and PF or any other statutory norms and this will always benefit the HR people in a longer run, just take it as a challenge.
Siva Prasad
Manager HR.
6th July 2007 From India, Hyderabad
hey ,
actually i don't work for a company now.. i'm a consultant and trainer.
well i think the problem with u is thatu want a short cut way of defining ur responsibilities is a scenario where there is lack of clarity with everyone's roles!
as i said u can discuss ur probl with ur boss..i think he is an exp person.
Firstly make of list of duties and responsibilities of each person as i said.. then u WILL GET more ideas yourself!
some of the duties of HR are recruitment , training,motivating, administration , coordinating etc... Check what roles u need to do in this office... in a small office u may have to do all the roles... .. u may be most of the time doing administrative works and motivating works! as the boss already said... u may have to be a "bridge " between depts!
regs
cv

[quote="fredazym"]Hi, Cv
Thank you very much for reply. :-)
Well, you gave a good idea -- To clarify everybody's duties.
And Cv, could you please tell me your responsibilities in your company, and what do you do daily?
Awaiting for your reply
All the best !
Sincerely, Freda
6th July 2007 From India, Kochi
CV,
I think freda can do onemore thing, she can talk to the two depts and check out what the previous HR used to do and what are his duties and how he used to co ordinate, i think it will work, what do you say?
regs
Siva Prasad
6th July 2007 From India, Hyderabad
Shiva
But i think she mentioned that her's is a small co which they started recently as a branch or soimething like that....
the problem is that she doesn't have any body to follow and she herself has to take the initiative ....
Taking Initiiative and considering Problems as Oppurtunity to learn is something which many employees lack!
regs
CV
6th July 2007 From India, Kochi
Freda,
Its hard to hear what CV said , but thats the fact, take initiate and when you face a problem, you will know what to do, right now you are just asked to coordinate, Remember "CO-ORDINATE", not to Manage, so just push your self into the groove, listen, listen, listen, listen, listen to what everyone says. then try to act.
Regards
Siva prasad.
6th July 2007 From India, Hyderabad
FREDA
one more thing,
study the story that iam posting here, the last line is the message
BUSINESS LOGICS
Father: I want you to marry a girl of my choice
Son: "I will choose my own bride!"
Father: "But the girl is Bill Gates's daughter."
Son: "Well, in that case...ok"
Next Father approaches Bill Gates.
Father: "I have a husband for your daughter."
Bill Gates: "But my daughter is too young to marry!"
Father: "But this young man is a vice-president of the World Bank."
Bill Gates: "Ah, in that case...ok"
Finally Father goes to see the president of the World Bank.
Father: "I have a young man to be recommended as a vice-president."
President: "But I already have more vice- presidents than I need!"
Father: "But this young man is Bill Gates's son-in-law."
President: "Ah, in that case...ok"
This is how business is done!!
Moral: Even If you have nothing, you can get anything. But your
Attitude should be positive
6th July 2007 From India, Hyderabad
one more thing,
study the story that iam posting here, the last line is the message
BUSINESS LOGICS
Father: I want you to marry a girl of my choice
Son: "I will choose my own bride!"
Father: "But the girl is Bill Gates's daughter."
Son: "Well, in that case...ok"
Next Father approaches Bill Gates.
Father: "I have a husband for your daughter."
Bill Gates: "But my daughter is too young to marry!"
Father: "But this young man is a vice-president of the World Bank."
Bill Gates: "Ah, in that case...ok"
Finally Father goes to see the president of the World Bank.
Father: "I have a young man to be recommended as a vice-president."
President: "But I already have more vice- presidents than I need!"
Father: "But this young man is Bill Gates's son-in-law."
President: "Ah, in that case...ok"
This is how business is done!!
Moral: Even If you have nothing, you can get anything. But your
Attitude should be positive
6th July 2007 From India, Hyderabad
Sorry moderators, if iam out of the topic, iam just trying to motivate this little girl out there
6th July 2007 From India, Hyderabad
Freda,
Take the initiative and understand what are the contact points of the 2 dept.
Identify the top 5 pain points and work a solution. Hand hold them for a bit but create a process solution.
Plus learn all u can about business and other depts - There is nothing like an HR person who understands operations...
Plus problem solving can be fun. Be sure to go to your Manager after 6 months state your achievements and tell him what you want to do at that time
A
6th July 2007
Hi,
This is my first job as HR, i came from the recruitment firm, with me only the HR division started in this company, initially I have to take care of the all the things, including the salary, insurance, maintenance, and when i joined we were only 10 member now we have grown to 30 and it is going fine.
My people are very supportive, I took initiative to do alone, and now I have accounts and facility department with me.
So I suggest you the same, take initiative :D
Regards
Anita
6th July 2007 From India, Bangalore
hi anitha,
Great Job,
Keep it up,
Even iam new to this site, but seems likely that this is a HR's Bible, u have every document here in this site, i feel sorry that i had been so late into this site.
Great job admin!
i wanted to send best wishes to the site admin!
keep going!!!!!!!!!
6th July 2007 From India, Hyderabad
Hi Freda

You said I would read this as relationship building primarily.

In a new & small organization like yours, visibility and ability is very high. Therefore, people will assess you based on what you deliver to them as the HR/Admin/Finance resource.

So the HR basics would be

1) Salary - on time, every time

2) recruitment - on time, every time

Admin Basics would be

1) functioning infrastructure

2) quick complaint resolution or attention.

Once you are able to do these things, while SIMULTANEOUSLY building a rapport / relationship with them, then you can build the bridge which your boss wants. I agree that writing out roles and JDs are important, but so is building HR policies. So here is where you can take the benefit of CiteHR.

With this bridge, he expects that you have clear understanding of your people, their issues before they become issues. This of course means that you should be able to talk to people about things other than their jobs, and they should respect you for HR role.

All the best.

Regards

Ryan
7th July 2007 From India, Mumbai
MUCH HAS BEEN SAID ON THE SUBJECT. I WILL LIKE TO ADD THE FOLLOWING:-
1. FIRSTLY IT SHOULD BE AMPLY CLEAR THAT WHAT IS EXPECTED OF YOU.
2. ONCE IT BECOMES CLEAR IN YOUR MIND YOU CAN EASILY PERFORM THE COORDINATION WORK BETWEEN ANY TWO OR EVEN MORE DEPARTMENTS. COORDINATION IS AN ART AND DOES NOT REQUIRE LEARNING OF SOUND PRINCIPLES OF ACCOUNTING ETC AND ALL DEPENDS UPON REASONING AND COMMON SENSE.
DEEPAK THUKRAL
CHANDIGARH
8th July 2007 From India, Chandigarh
Hi,

I'm very very appreciate you gave this valuable opinion, and actually, you make this a bit more clear, and I'll follow your idea, and then if any problem, I will contact you then!

Please, give me your msn or skype, so that we can contact more easily, mine msn is :

skype account : fredazym

Wish you all the best! :-)

Waiting for your reply !

Sincerely, Freda

hai,

I think murali gave you the answer, but i will make it more clear.

What your boss wanted you to do is to CO-ORDINATE Operation Dept. and Accounting Dept.

for that what you got to do is, contact first accounting dept and check out their budget, their plans, their goals for the fiscal year and then,

move to the operations dept and check out their requirements, clearly understand the necessity of their requirements and move them forward to the approving authority(may be your boss) and discuss with them in length and then move to the accounts division and check out their views and finally allocate the budget.

this is one angle, while getting these things done, keep the operations duration in mind, once you start the process you will get to know everything and if you face a problem there, then it will be easy to identify solution to a particular problem instead of worrying from now. so, worry not and take the lead, cite hr is behind you.[/quote]
9th July 2007 From China, Shanghai
Dear, Anita
You're right- that I should make all the staffs happy and with pleasant enviroment.
But question is How I can do that!
Kindly give me some steps, Thank you very much!
waiting for your reply
Sincerely, Freda

9th July 2007 From China, Shanghai
Hi, Dear
Do you mean let me find the relationship between the Accounting Dept. and the Operation Dept.
And your main opinion is to please the Operation Dept. from the money aspect, right?
Waiting for your reply
Thank you:-)
Sincerely, Freda

9th July 2007 From China, Shanghai
Freda,
As a manager HR i should not be saying this, but there is only one best way of satisfying the staff "listen to the problems of the staff", that gives them a sense that some one is there to atleast take care of us.
Even As a HR I listen much more than speaking myself.
take care
Siva Prasad.
Manager HR
9th July 2007 From India, Hyderabad
Dear, Siva
So much thank you for replying,
I also want to satisfy all the staffs, but with no idea :(, so please help me !
And my french manager's goal is to let all the staffs respect HR in our company.
Tell me more, Please, :-)
Sincerely, Freda

9th July 2007 From China, Shanghai
Freda,
Requirements just doesn't mean monetary satisfaction, its regarding their project cost, other requirements to say like snacks, coffee, tea(office admin works), salaries(HR work), other benefits, leaves, holidays, tours, travels, incentives(personnel dept works) and many other things which you will be knowing in course of your experience.
for the time being just check out what the operations division wants and check out the feasibility with the financial dpartment.
then we will check other things.
Siva Prasad.

9th July 2007 From India, Hyderabad
Dear Silva,
Oh...that 's very nice of you forwarding me such meaningful story.
Well, Silva, when i was the college student, I started to became more positive, and try to solve problems that i face. So, you're quite right!
That even difficulties in the HR field, I'll try to do best !!! :-)
Wish you all the best! Silva
Freda

9th July 2007 From China, Shanghai
Freda,
"Managerial people can never expect people to respect them"
you got to gain the respect,
for example, how many employees in ur organisation are below your age and how many above your age, can you give me your organisational structure,
gaining of respect comes with how strong you are in managing the people.
dont worry, you will learn things.
Siva Prasad.
9th July 2007 From India, Hyderabad
Ah...Dear Silva
Now you make me more clear,
1. Make a pleasant work enviroment for them
2. check the Accountant to meet their requirments in the maximum aspects
Ok, dear,I'll do that right now
hmm... My idea is to make a form about their opinion of their job and requirement and advice etc. and then to ask them to fill in,
How do you think?
Best Regards
Freda

9th July 2007 From China, Shanghai
exactly freda,
(Now you make me more clear,
1. Make a pleasant work enviroment for them
2. check the Accountant to meet their requirments in the maximum aspects)
the two steps are fine, but dont take the employee feedback(you said forms, thats actually the feedback form) now, first you settle down, spend some time with the job and the staff and then go for the employee feedback form.
By the way iam Siva, not silva.
9th July 2007 From India, Hyderabad
Dear,
Here's a branch office, and our team is very young,
We have four depts:
Operation Dept: 4 persons ( all of them are one year older than me)
Sales Dept: 1 person ( one year younger than me)
Accounting Dept: 1 person ( one year older than me)
HR & Admin Dept: 1 person ( me, 24 years old)
Honestly, in the Operation Dept, the 4 person are all female, and they don't get along with each other. So that's another problem that i should solve. rigth?
Freda

9th July 2007 From China, Shanghai
Hi, Dear A
You mean creat a process solution? oh..I think as well,
but could you please tell me more steps?
and tell me more about How you do in this field.
Thank you very much,
Wish you all the best,
Freda

9th July 2007 From China, Shanghai
Oh poor freda,

I think that you are living in the world of problems. never mind, dealing with them is very easy, but keep onething in mind, never say bad about any person with the other person, just listen to everyone, if feasible, conduct one 360 degrees performance evaluation once, i think you will know much more about them.

Since all are of the same age group, there may be some sort of EGOs prevailing but you can take it to your advantage and mingle with everyone, dont act Bossy as of now. just try to show them that you are there to solve their problems. weekly conduct atleast two meetings and discuss everything personal and professional in the meeting. conduct some sort of inter active games during lunch break.

Ask everyone to say something about the other employee in the inter active sessions which helps the employees to better CO ORDINATE one another,

the best time for meetings is monday morning -- discuss what all they got to do during the week and

saturday-- discuss what all they had accomplished during the week, this helps us to have a clear idea about the progress of work and each and every employee.

hope this helps

Siva Prasad.

manager HR
9th July 2007 From India, Hyderabad
HAHA...sorry, Dear Siva, typied the wrong name of you :oops:
Do you mean: Not to make the form right now, just to obersve their daily job and try to find their requirments, and then, make the feedback form, right?
But i think if I make the feedback form to them, then they can see and feel that HR fairly care about them. What do you think , dear
P.S, i haven't yahoo Id, but i have msn and skype, you can add me
MSN:
SKYPE: fredazym

9th July 2007 From China, Shanghai
Its ok about my name.
what i mean to say about the form is that, the feedback form will be given only after substantial achievement with regards to your work, or if you have spent some time with them of if you completed atleast three months of your time there in the company, feedback form is issued to check out how you have performed tilldate, but with out substantial achievement i felt like you will face some embarrassment, so take some more time, implement some of our strategies we had discussed and u learnt till dtae and issue the feedback form.
got it
Siva Prasad
Manager HR

9th July 2007 From India, Hyderabad
Dear Freda,

You have already got some preliminery and base idea from the forum and you can proceed with it. For better idea, I am trying to give you brief, hope it will help you.

01. This is required for job analysis.

At first you deveop a work flow chart of your company activity. It will cover how the sale is made (who creates policies, how these are implemented), then how is this reported in your company (In which department and to whom), the impact or accounting treatment in accounts department and how a sale or transaction is finalized and documented.

02. Create Job Description.

Now scratch the processes of department wise activities , I am assuming that already appropriate designations are created in your company. If not create them and then relate human resources with different departments.

Check relationships of works (have the flow chart with you) and then you sit to prepare job description of each staffs of your company.

Hope it will be useful for you, If it works, write me and I will try to help you with more details.

I have studied some topics on HR and implement the theories using my own I. Q.

This is my own process (part) to manage HR of my company and my management is happy on my job as well as my company staffs (More than 50) .

Thanks!

Md. Mushfiqur Rahman
9th July 2007
Siva,
I'm sure I never say any bad to others, expecially when i realize I''m the HR.
Honestly, we have no meetings, (amazing?), I guess my branch manager doesn't like meeting but active. So, dear, How can i organize the meeting and how to start on the meeting, and what if the staffs say nothing in the meeting?!~
Freda

9th July 2007 From China, Shanghai
one thing freda, "NO MEETING, NO BUSINESS", MEETINGS ARE VERY IMPORTANT JOB ACTIVITY OF HR MANAGER,
Lot of my problems will be solved in meeting.
about the process of meeting arrangement,
Prepare agenda,
prepare minutes
send a circular asking every one to meet in the conference room (if no conference room, ask them to meet in the HR room) and at the schedules meeting, explain the importance of meeting to every one and explain that there will be a meeting every week as you planned and explain what will be discussed in the meeting. convince your Branch manager to organize a meeting first. even he need to participate in the meeting.
starting the process of arranging meeting at regular intervas will be a bit dificult initially, but once you start the process will go on easily.
Siva Prasad
Manager HR
9th July 2007 From India, Hyderabad
OK, dear
Now, assume that if you were me , what 's kind of subject will be dissucced during the first meeting.
My thought is:
1. explain the importance of meeting
2. tell me we 'll have the routine meeting per week
3. one week goal & how to reach
4. Operation problems exchange (includes: the price, the cost, the customers. etc.)
Anything else? dear
But i think all these meetings should be presided by the branching manager, cuz I'm just the new one of the company ( 2 months), and I'm almost the same age with my colleagues, so I'm afraid that if i preside over the meeting, it will no function :-(
Freda

9th July 2007 From China, Shanghai
no again your 1,2, 4 points are ok, but you should not discuss about goals as of now, check out the work progress during the initials meetings and based on the work out put let them decide what better they can achieve (ask them what are you planning to achieve this week).
General meeting should be organised by the BM but you can organize a HR meeting of your own, but prior to that take the opinion of BM and iam sure he will accept the meeting.
when HR calls for a meeting every person irrespective of their age, designation will attend the meeting, and if you can show mettle in the first meeting assume you are successful. so stop worrying and start acting in organizing a meeting.
Good Luck.
Siva Prasad.
9th July 2007 From India, Hyderabad
Ok, dear
I'm about to dissuss this(meeting) with my BM, and later if any problem, I'll contact you, Siva.
i remember you said you started from Administration,right?
I graduated from university last year, and my first job was Manager Assistant and Administration, i quited that job this May., not i don't like the position, but i don't feel my manager is a good person.
Dear, Tell me:
-The relationship between HR AND ADMIN,
-How about your daily job?
-does it mean, if we expect to be successful, we have to overtime?
Freda

9th July 2007 From China, Shanghai
freda,
Now thats a big question,
HR duties you know- but admin relates itself to different areas, facilities, office, housekeeping, documenting, upkeeping of office goods, i mean maintenance, looking after the security areas(managing all the above said areas in a small organization).
My day to day activities are=
checking out the mails, call the specially skilled candidates for interviews, or organize the other recruitment team to call the candidates.
talk to the team leaders and check out their requirements.
discuss with the senior management and check out their requirement and work on them.
check out the jobportals.
work on candidate leaves and the list goes on and on.
its not important hat other HRs are doing, the most important that you got to workon is what you should be working since our functional and industrial areas differ.
Siva Prasad.
9th July 2007 From India, Hyderabad
Hi,

thank you for you reply

you refers to BUILD A HR POLICY, so does it mean i should creat some regulations (covers:work instruction, leave regulation, ....etc)

Freda


9th July 2007 From China, Shanghai
Dear Siva
now new questions are rosed:
-How to make the meeting more active, what if staff are too shy to share and disscuss during the meeting?
-My Branch Manager is quite kind and friendly person, he is very kind to everyone, we don't feel afraid in front of him. So, thing is that after aske staffs 'what are you planning to achieve this week' and then they planed, but fact they don't follow their plan because they will think the BM is very kind, so no worry if he/she doesn't follow and reach their weekly plan.
Freda

9th July 2007 From China, Shanghai
freda,
the meetings can be more active by making them interactive instead of one saying and all other listening. add some lively motivating stories, and try to make them comforatable.
for your second question, Your Bm may be a soft guy, but when you observe the performance of the employees on a regular basis you will get to know where the bottle neck is, i mean who is under performing and then you got to discuss with them regarding the performance and explain them that this will impact their appraisal and motivate them to perform better. always talk as if you are on their side and explain as if you are giving them a hint or suggestion.
check out
siva prasad.
9th July 2007 From India, Hyderabad
freda, i can tell you thousand stories if you want but time factor. every story motivates, tell the success stories of important people.

check out the story and tell me how emotionally you can become close to your team if you say this story.

There is this boy in a certain school . This boy has a fascination towards soccer and always practised his level best but was never selected for the final team but he never left his practise and hope.

When ever he is there for practise , he was accompanied by his father who used to sit in the same seat till his practice is finished.

The final year came and the final selections for the team is near and the practice is at its peak.

When there are still 4 days left for the selections and match, the boy suddenly stopped coming to the practice and the coach was not informed priorly about it.

The selections day came and the match will be in the afternoon and suddenly the boy appeared from no where before the coach and asked a place for him .

Now the coach said "son, I had better players and you are not here for the practice sessions and how can u expect me to take you in, I cant go against my better judgement and I cannot take you in".

The Boy pleaded like anything and almost is on the feet of his coach begging a place for him. Now the coach never had seen anyone plead like that and said "son, okay I can give you a chance for the first half and you got to prove your abilities and never forget that the reputation of the school is at risk, this is the first time iam going against my better judgement"

The Boy thanked him and got into the finals.

The match started.

The boy played like a house on fire and he converted every ball that came to him into a goal. needless to say, the team won the match for the first time in their history and the boy was awarded the player of the tournament award .

When he came to the coach ,the coach asked him"son where have I went wrong all these days, how am I wrong in my judgement about you all these days , how did you play so well,what motivated you "

The boy replied"sir my father is watching me"

"Where is he watching from , when ever you made a goal I looked for your father and he is no where to be seen" said the coach with a surprised tone .

"Sir, there is one thing that you dont know, my father is blind by birth. he is just here to motivate me . four days back he DIED and for the very first time he is watching me from there" and pointed his finger to the sky with tears in his eyes.

"Thats what motivated me and made me play so well".

Its all in motivating one self.

siva prasad
9th July 2007 From India, Hyderabad
Dear That’s a nice and moving story:-) I got an idea, when I held a meeting, I can print this story and dispatch to every stafff on the meeting. how do you think freda
9th July 2007 From China, Shanghai
Dear, I 'll go home now
I 'm very appreciate you help me soooooo muchhhhhh!!!!!!!!!!!!!!!
And I had a nice day talking with you!
Siva, I wish you have a good afternoon and good night soon :-)
See you tomorrow :-)
Take care, Freda

9th July 2007 From China, Shanghai
Good morning, Siva
I wish you a nice day.
Yesterday before off work, I told my BM about the routine meeting, and seems he's interested about that! :)
So, I told him that I'll plan it more feasible and available and then act on.
How do you think?
Freda

10th July 2007 From China, Shanghai
Good work freda, HR Management is nothing but learning New thing and implementing them in our day to day activities. goodluck anyway
10th July 2007 From India, Hyderabad
Dear Freda,
I am too working for the freight forwarder as u do, normally people fail to understand what roles every person is playing and considers other persons job inferior to other. We developed orientation for each person where in accounts person undergoes work training in other documentation & operational department, moves with person on port and CFS understands the work condition, similarly operational are train about the overall accounting the need to support certain documents and justification of the expenses. Once we are able to make understand other persons role the gap between the two department start fading. Another attempt is to have regular joint meeting between the department to discuss and resolve the work issues and follow - up the progress.
Thanks & Regards
Amal Shere
10th July 2007 From India, Mumbai

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