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Answered on 19 May Functional Training/HR Training/Job design and analysis

I am graduate with B.Sc. and want to join IT industry. What is the best option for that?

Viney Mehta

Data Analytics

Yes.
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Lesson Posted on 27 Apr Functional Training/HR Training/Performance Management Life Skills Coaching/Soft Skills Training/Personality Development Training Life Skills Coaching/Soft Skills Training/Personal Effectiveness Training

Building Confidence - Step By Step

Ritu Mehta

Career Coach and Counselor / Life Coach I can help you - 1. If you are a student, want to talk...

One word that all of us use quite often in many different contexts is Confidence! You need it. You have to have it. Some people have it a lot. Some people struggle even for a little bit. The same person some days have it and then some days tend to lose it for no known reason. How does that work? Is... read more

One word that all of us use quite often in many different contexts is Confidence! You need it. You have to have it. Some people have it a lot. Some people struggle even for a little bit. The same person some days have it and then some days tend to lose it for no known reason.

How does that work? Is it something you are born with it? Or you can work on it over a period.

How do you really make Confidence work for you? How do you build it? Since it is not one day process with one particular destination, how do you continue to build it?

Let us break this down and find out how to build confidence – step by step.

One can build confidence with time and experience. You gain it bit-by-bit as you progress through experiences. It is built by overcoming challenges and roadblocks. Now you can either let the events of life take over and hope that as it progresses, it is making you confident day by day.

Or you can intend to work on your confidence.

(Step-1) Identify little challenges which are stopping you from your best and work towards overcoming them. With each small challenge conquered, watch your confidence go a notch higher. Create small wins for yourself as you begin the journey.

As you gain momentum, aim for a big challenge once in a while to step up the speed of gaining confidence. Do not let small setbacks and failures discourage you. They will always be there. Many times we drown in setbacks. Rather get in the action mode. Pick up the lesson and move on. Everybody who has seen any success has failed also. Not a single person can claim that they have achieved everything they wanted to in the very first time. Feel free to go through life stories of your role models.

Be very specific about what you want to achieve. It’s hard to shoot if you do not know your aim. Find out what gives you confidence. You do not have to excel in every field. You may not be a great orator but can have a knack for picking the right investments and making sound financial decisions. Sometimes we spend way too much time staring at what we can’t do instead of what we can.

Start where you are, Do what you can.

Confidence is not only the ability to stand up in the crowded room and cast a spell on the audience with your great speech. If you can do it then Great, If you want to do it or need it for your job, practice then work on it. If you are not able to do it and neither need this skill for your career advancement, then don’t lose sleep over it. 

(Step-2) Finding out what you need, what you want and why you want is a huge step towards gaining confidence.

Be true to yourself while you are analysing your strengths and next steps. Each journey is unique. We all are born with different skills and talents. Comparing yourself to your peers won’t take you anywhere. Comparing your today with your yesterday might bring you closer to your future promises. You have what it takes and then build some more skills. Surround yourself with people who are also rooting for your success, and you are good to go.

(Step-3) Another keyword to gain Confidence is Action. Wanting things, dreaming about them, planning and then not doing anything about it won’t change your confidence levels.

Some people dream of success, while other people get up every morning and make it happen.

Sounds promising but do not know where to go from here. Get in touch, and we will partner to get you small projects to work on and build confidence.

 

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Lesson Posted on 21 Apr Exam Coaching/Law Entrance Exam Coaching/CLAT Coaching Functional Training/HR Training/Legal Isuues Tuition/Class XI-XII Tuition (PUC)/Legal Studies +2 Exam Coaching/Law Entrance Exam Coaching Exam Coaching/Law Entrance Exam Coaching/LAWCET Coaching less

CLAT Legal Aptitude 'Criminal Law'

Siddhartha Singh Chandel

I did masters in Electronics in 2011 later I joined DRDO govt of India where I worked on artificial intelligence....

Meaning of Criminal LawCriminal Law is the law that relates to crime. These laws are made with punishment as its bearer torch to prohibit and prevent citizens of the society to take to wild and unsocial behaviour or conduct. This is to ensure the safety of citizens in the country. Criminal law, also... read more

Meaning of Criminal Law

Criminal Law is the law that relates to crime. These laws are made with punishment as its bearer torch to prohibit and prevent citizens of the society to take to wild and unsocial behaviour or conduct. This is to ensure the safety of citizens in the country. Criminal law, also known as Penal law, has in it, rules of punishment which are to be given for different crimes such as charging, trying, sentencing and imprisoning criminals. It regulates how suspects are investigated, charged and tried. Many laws are enforced by the threat of criminal punishment. Following are some of the more known aspects of the criminal law.

Actus Reus

In Juristic concept, actus reus represents the physical aspect of the crime. How the crime affected the victim physically and what was his conduct at that particular time is included in this. This concept may be applied with consideration of place, fact, time, person, consent the state of mind of victim, possession or even mere preparation.

Illustration: ‘A’ firing a gun to kill ‘B’. The situation here is that A fires and the bullet leave the gun. But to consider an actus reus in this matter, it is not the intention that will be rewarded but that the bullet should touch or enter B’s body and should hurt him or cause his death.

Mens Rea

Men's rea means the fact that mind accepts that you have committed a sin and it was wrong. This concept relates to the mental condition of the guilty. This concept is applied only when a person does something wrong, knowingly and voluntarily, which is forbidden by law. What was his mental condition while committing a crime, whether he was voluntarily committing the crime or was forced by circumstances or any person is looked upon in this matter. The underlying principle of the doctrine of men's rea is expressed in the Latin maxim actus non-fact reum, nisi men sit rea- the act does not make one guilty unless the mind is also guilty.

Illustration 1 A incidentally slipped and fell and unknowingly pulled B along with him which lead B to fall and he hit his head against the wall which caused head injuries, and he was declared dead due to them. Is ‘A’ guilty of murder? No, A is not guilty of murder. Though he fulfils the concept of actus reus by causing the death of B, he did not intentionally do it. Hence the cause to commit this does not exist. So he cannot be claimed guilty of the murder.

Illustration 2 A, unknowingly puts on shoes of B, considering them to be his, should A be considered a thief? No, because though he commits the crime of taking away the shoes without the consent of B, but he did not do it intentionally. He had no intention of taking away the shoes of B. Mens rea is a universally accepted principle, but it has its own extent till where is can be applied. Some laws such as Essential Commodities Act 1955, Factories Act 1948, Prevention of Food Adulteration Act 1954 etc. completely ignore the presence of this law. Exceptions Provided Under Chapter IV General Categories Mistake of Fact Section 76 of the IPC i. e. the Indian Penal Code which gives liberation to a person for any mistake committed as a fact and not under law.

Illustration 1 ‘A’, a soldier starts firing on a mob of people on the order of his superior officer. He is now, not guilty as he did so as per the commands of the law. ‘A’, an officer of a court or justice was ordered to arrest Y but believing Z for being Y, he arrested Z after much enquiry. Is he guilty?

 

Practice Question:

Legal Principle An act cannot be considered as a mistake if a person does that believing that he is to do that by law, and it is not by the mistake of law but the mistake of fact. Factual Situation ‘A’, an officer of a court or justice was ordered to arrest Y but believing Z to be Y, he arrested Z after much enquiry. Is he guilty?

1. A has committed no offence.

2. A has committed offence.

3. A has committed an offence of arresting ‘Z’ by misrepresenting ‘Y.’

4. A has committed no offence because being ordered by the court.

Correct Answer is 1.

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Asked on 13 Apr Functional Training/HR Training/Job design and analysis

I'm working as a Senior Data Research. On the basis of career what will be my future? In which sector should I try for?

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Asked on 07 Apr Functional Training/HR Training/Training and Development

Hi All, I am looking for SAP success factor integration trainer. Please do the needful.

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Lesson Posted on 27 Mar Functional Training/HR Training/Selection and Recruitment

Selection - Interview classification.

G Ramyaasri

I have ability to handle HR Recruitment and Training and Development Individually. Handled Induction...

Structured interview: It is a quantitative research method commonly employed in survey research. It aims to ensure that each interview is presented with the same questions in the same order. A structured interview also standardises the order in which questions are asked of survey respondent. Unstructured... read more

Structured interview:

It is a quantitative research method commonly employed in survey research. It aims to ensure that each interview is presented with the same questions in the same order. A structured interview also standardises the order in which questions are asked of survey respondent.

Unstructured Interview:

Where the question can be changed or adapted to meet the respondent's intelligence, understanding or belief. Unlike a structured interview they do not offer a limited, pre-set range of answers for a respondent to choose, but instead, advocate listening to how each person responds to the question. An unstructured interview is a beneficial method for developing an understanding of an as of yet not fully understood or appreciated culture, experience or setting.

 

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Asked on 23 Feb Functional Training/HR Training/Training and Development

I have 12 yrs of work experience with BPO industry, and I would like to explore with data analyst work,... read more

I have 12 yrs of work experience with BPO industry, and I would like to explore with data analyst work, which when I researched got to know that you need to be good in Maths, so now I need to learn these excels in advance for my quality analysts profile, team leader profile. If you can guide me further on this as to what and where can be advanced excel be used in better ways?

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Asked on 01 Feb Functional Training/HR Training/Job design and analysis

I want to do job for office. I have done B.Com and was doing CS final but due to my small baby was not... read more

I want to do job for office. I have done B.Com and was doing CS final but due to my small baby was not able to continue so what further studies I should do for job? Which can be possible online or private?

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Lesson Posted on 24 Jan Functional Training/HR Training

Role Of HR In Performance Appraisal

Racon Learning

Racon is a device that helps navigators to determine their position. Racon Learning works to identify...

Role of HR in Performance Appraisal:HR has the following role to play: 1. Provide the appraisal structure i.e. the parameters on which the assessment is to be done so if the appraisal is against the set KRA/KPA (Key Result Areas or Key Performance Area) the scale on which the appraisal will be done. ... read more
Role of HR in Performance Appraisal:

HR has the following role to play:
 
1. Provide the appraisal structure i.e. the parameters on which the assessment is to be done so if the appraisal is against the set KRA/KPA (Key Result Areas or Key Performance Area) the scale on which the appraisal will be done.
 
2. Appraiser will require some basic information of Appraises like his growth in the organizations, his qualification, experiences etc, to be provided as input by HR
 
3. The effect of Appraisal has to be finalized by HR and communicated to all concerned as policy of the company be it in terms of Promotion or incentive.
 
4. Other associated information of the employee like any misconduct, absenteeism, achievement (for the assessment period) is to be provided by HR only to the Appraiser.
 
5. HR has to set the stage where Employee can be appraised by his/her appraiser and has to train the appraiser to give the feedback to appraise.
 
6. HR has to play an important role because the outcome of the Appraisal has to be used for various purpose by HR only.
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Lesson Posted on 24 Jan Functional Training/HR Training

Creating The Best Work Culture

Racon Learning

Racon is a device that helps navigators to determine their position. Racon Learning works to identify...

Creating the Best Work Culture:The work culture is the key to high performance.More important, influencing the work culture is a manager's best opportunity for creating high performance. "Culture" is a 24-hours-a-day training program that exists inside any organization. It's teaching and influencing... read more
Creating the Best Work Culture:

The work culture is the key to high performance.

More important, influencing the work culture is a manager's best opportunity for creating high performance. "Culture" is a 24-hours-a-day training program that exists inside any organization. It's teaching and influencing all the time. Sometimes it's teaching what we like it to teach, and sometimes it's not. It's very difficult to "swim upstream" against the culture.

For example, you can teach value added and long-term relationships all you want, but if the work culture is really about short-term, adversarial relationships with clients, that's what you're going to get--that plus a lot of confusion.

The best of all possible worlds is a consistent, positive, reinforcing culture and good sales managers are discovering that the best way to leverage their efforts is to manage the culture. After more than 10 years of research, we've come up with five factors that are critical to creating and maintaining a high-performance work culture. Listed in order of importance, they are:

1. A shared sense of mission or purpose: It's the culture equivalent to purpose. It answers the questions "What's expected around here, what do we do, and why do we do it?" If the only answer that you have is "making money," be prepared for your people to ask for as much as they can get for doing as little as they can. On the other hand, if you've taken the time to establish a mission and especially if you've taken the time to involve your people in the process that larger sense of mission will help people focus on achieving their part of the mission.

2. Clear and attainable goals: People perform best when they have specific goals. Goals that are reachable yet that stretch them. Don't tell people what to do, or how to do it, but give them the map, the destination, and sometimes the general direction in which to start.

3. Frequent objective feedback: People learn quickly and work well when they are told how they're doing. Debrief and summarize every joint call you make. Don't assume that people know how they're doing or know what you think. Lead with positive information first, but always be honest, objective, and specific. Help your people learn from every selling experience.

4. Positive rewards for appropriate or approximate performance: Selling is like playing tennis: Very few people get it right the first time. Sincere, positive reinforcement ("You did that really well." "You really understand this." "You're doing a great job.") helps people learn. Catch people doing something right, and tell them about it.

5. Timely support and help when requested or needed: This is an issue of priorities for most sales managers. It's deciding what your job is. Are you there to track numbers and quotas, or are you there to support your people? Clearly, both jobs have to be done, but the job of coach is the critical job in creating a high-performance team.
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