Saturday, December 6, 2008

Rajiv Krishnan - Videos


An overview of DDI

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How important is India in the enterprise

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The dual worry of security and slowdown


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Metrics of our performance, in mass-hiring and other assignments

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Example of how we ensured the building of an effective team

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Impact of global recession on hiring and personnel policies

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Recognition of good performance required even in the public sector

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Building an enduring organisation requires a clear talent roadmap


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Companies with cogent talent management practices have been good at retaining people

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Employee referral can be a double-edged route for recruitment

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Addressing the woes of our education system

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More institutions of higher learning than required

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Nurturing talent within the company vs bringing in outside leaders

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We tend to think of succession planning at the highest level

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Receptivity to feedback helps leaders in making course-correction

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We may be lacking in competencies such as collaboration and team-work

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Motivation Fit checks if a person is motivated to do a job -- example of call centre employee

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Ongoing work is about unravelling the DNA of organisations, by studying the interplay of competencies and personal attributes, as business drivers

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Work on behalf of acquiring companies

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Having diversity help you globalise faster

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Who can be a successful HR person

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Enthusiasm, or can-do attitude is important for an employee to succeed

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