Tamil Nadu Hr Professional Call

Hai tamil HR professionals
We do a lot of HR initiatives and adopt lot of HR interventions and we are successfull in many ways despite odds prevalent such as language barrier , political interventions etc., My humble suggestion is that we shall use this site to share our success and also failures to get experienced . start from now
THIAGARAJU

We start with some good topic for discussion. Lets share all our views on that topic
With regards
RAVI

Helluu... so who is gonna really start?

Anyways shall I trigger a "In topic " which is also a very significant one,

1. What exactly is Organizational cultures and how do the New entry employees adapt to the same?

Here, the Growing concern is the breakdown of Small family units due to CUlture Shock and also lack of Awareness / Adaptability to the so called fast paced Western culture.

My Track:

Being a soft skills Trainer I take up a few minutes as to how we Train people for Voice and Accent Training and then go on to explain that we are learning English Pronunciation to improve our earning skills and not to distance from our Parents, relatives / friends. Or worse give up our language. See any Indian Language is constructed very scientifically. "zha" is unique to Tamilz and Malayalam and this actually strengthens ones nerves.And that is why Emotional stability and tolerance has been higher in most Indians. Suddenly, the Trainees see sense and have a more matured outlook towards becoming modernized or so called fashionable. See the westerners have given up that kind of challenging life.So it is better we set some values right before we start regretting.

I personally thank CIteHr for providing such a platform for us to converse without any inhibitions and with real concern. And I thank you all for seriously considering to put this platform to Good Use!

Have a nice Evening....

Regards,

Sujatha

Dear Sujatha Suresh,

Good Question Let me give answer for your first question.

Corporate culture can be looked at as a system. Inputs include feedback from, e.g., society, professions, laws, stories, heroes, values on competition or service, etc. The process is based on our assumptions, values and norms, e.g., our values on money, time, facilities, space and people. Outputs or effects of our culture are, e.g., organizational behaviors, technologies, strategies, image, products, services, appearance, etc.

The concept of culture is particularly important when attempting to manage organization-wide change. Practitioners are coming to realize that, despite the best-laid plans, organizational change must include not only changing structures and processes, but also changing the corporate culture as well.

Corporate culture can be looked at as a system. Inputs include feedback from, e.g., society, professions, laws, stories, heroes, values on competition or service, etc. The process is based on our assumptions, values and norms, e.g., our values on money, time, facilities, space and people. Outputs or effects of our culture are, e.g., organizational behaviors, technologies, strategies, image, products, services, appearance, etc.

The concept of culture is particularly important when attempting to manage organization-wide change. Practitioners are coming to realize that, despite the best-laid plans, organizational change must include not only changing structures and processes, but also changing the corporate culture as well.

There's been a great deal of literature generated over the past decade about the concept of organizational culture -- particularly in regard to learning how to change organizational culture. Organizational change efforts are rumored to fail the vast majority of the time. Usually, this failure is credited to lack of understanding about the strong role of culture and the role it plays in organizations. That's one of the reasons that many strategic planners now place as much emphasis on identifying strategic values as they do mission and vision.

hi to tall
i also very keen to join with u someone talked about the organisation culture. if a new one entered into the company the company will first initiative to create the culture to the individual. a comopany which fail to create the culture to its new entry employee it will surely give problem not only to the company but also to the individual. some employees smartly adapt themselves to the culture then it is no problem to the company and the individual.

I am from Garment Industry, Tirupur. Im very glad to join this group and further discussions.
We have structured training programs thro induction to orientation which ensures one is automatically gelled with our org culture. And of course people outside from garment industry or from out side Tirupur find it difficult to adjust with our wave lengths... But still we struggle to perform our HR functions to ful fill the industry's requirements.
Regards
PT Rameshan

Hi HR friends,
Will it be possible for the members in Coimbatore, Erode, Tirupur, Salem, Karur and other such places to meet at Coimbatore or Erode on one sunday? The purpose of this meeting is to introduce ourselves and to form a stronger professional network. Members of CITEHR in these areas, may please let me know their opinion.
If you can assure your presence, I can organize things for the meet.
Looking forward to meet you all,
thanks & regards,
RAJA CSN,
Director,
GLOBALedge Training Academy,
Erode 94434 98027
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HI
I have seen a overwhelming response thanks tamilhr professionals . let us share the best HR practices in each of our organisations . awaiting response

Hai Thiagaraju,
Good Morning. Infact I was trying to join host of HR Professionals. thank God for Cite HR. I will join and share with you hereafter.
Have nice days.

hai friends
i also like to join in this group. i have some knowledge about organizational culture i like to gather more detail about so many topic in hr because i am passionate in hr