New Methodology For Training And People Developmnet

Dear Rutherford
I agree with your candid observations; especially about HR and trainers.
Its like experience speaking itself. All the cynicism is well-founded.
I've experienced it myself. But one should not again rest contented in one's comfort zone. Got to resist this "resistance to change" as hard as possible.
About the materials referred to in the post; I downloaded and examined them.
I am not impressed. Greater initiatives have been taken in the past. Renaming "Personnel management" as "Human Resource management" was to signal a paradigm shift; evolution of "Strategic HRM" was, again a step in that direction.
What happened ??
After all we are dealing with humans. :-D
Best wishes as a fellow HR professional.

I do appreciate the comments from Asha and Raj.

I have been following the work of Directive Communication ever since they did some rather unbelievable work with the Emirates group in 2007. I honestly didn't believe the effects were sustainable, but was proved wrong after revisiting the effects in late 2008 (a 28% increase in organizational effectiveness over the initial commencement in an extreme multi-cultural environment). Although I do not believe that particular initiative was cheap.

I personally deal in the more technical components of HR like performance measurement and performance management. In my own practice, I simply find it frustrating that there are real solutions, this being one, that people don't even take the time to understand. Perhaps I am using this blog to vent.

But that's not the point. What is the point is, what is the real role of HR or Training managers? Is it paint by the numbers? Or is it to improve on what currently exists? If the decision makers choose to just do maintain mediocrity, then anybody can do HR if they can read a manual.

Asha, I must say I find you "too simple, too complex" antidote spot on, and amusing in a rhetorical way.

I should stop now before I get pissed off again

Dear Rutherford,

Performance measurement & Perf Management is the core HR area. That is the basic purpose of the HR's existence. Everything from Recruitment till the end, will be covered with an objective outlook if we concentrate on "Perf Measurement & management"

It is definitely not an easy task in convincing people who have been so use to "old concepts' that can actually be improved. Inspite of the efforts we take to implement it, people prove us wrong just by "Not being open to change". And we tend to think that "hey I should have not tried this"

"pissed off" - is the word I hear a couple of people use before they come up with the most creative solution. And has also been the word I heard from many people before they completely give up their hopes. I am sure you belong to the first one ;-)

I am suprised that you have sooo much to talk about me just because of one posting! ;-) Well I am glad that you felt to put an end to it before you could be pissed off! Thanks for sparing me.

Asha Mathew
Thank you for you feedback and for your other wise comments.
Rutherford
we are grateful for passion, it is people like you who make the biggest differences in the world.
Palacharla
are you a DC Psychology Certified Trainer/Consultant, or a client?
Svsankar
do let us know if you need some more information
Raj
We look forward to impressing you in the future, meanwhile we agree that the human psychology factor is the key

I am appreciate the ideas and discussion, Just an update (Rutherford, you may be surprised), we got 7 invitations to make proposals just today. Our licensed Trainers in Singapore and Malaysia will be handling them. And 2 people signed up for the program in Bali.
Marcie, I understand you made a presentation today, how was it?

Had a chance to explain to my manager yesterday.
It was the videos that made the difference.
If other service providers to lay out their ideas so clearly in a visual format, our life would be so much easier

I agree the videos assist in the explanation. How did you management accept the concept???

Here is the update from my presentation...........
"we need to study this further" and they did not seem nearly as enthusiastic as I was
Maybe your right Rutherford :(
Is progress really so difficult to start?

Hey marcieteo,
Don't get disheartened man.
Your work stands on firm, sound footings.
Keep working on it.
Regards.

Thank you Raj,
This seems to be such a great concept, difficult to accept that management doesn't jump at the opportunity to get more results from the same budget