Hr Operations Quotes

Military operations alone cannot defeat an insurgency because only economic development and political action can address most sources of disaffection. If military operations are not conducted consistent with political objectives or occur without economic development, they are certain to alienate the population further, reduce the amount of intelligence available to [...] security forces, and strengthen rather than weaken the enemy.

Each system may have a specific purpose but it links with others to achieve a common goal. Systems ensure a solid working approach across the board to make sure your company runs as efficiently as possible. Typical systems include operations, product development, billing and accounting, customer service, marketing, HR, and resource management.

All descriptions of how near certainty is to be achieved are based primarily on emerging technologies. A Global Information Grid of “persistent surveillance” will gather information and share that information in a networked “collaborative information environment.” Automated systems will fuse that intelligence and make possible “virtual collaboration among geographically dispersed” analysts who will generate intelligence and, ultimately, knowledge. Some even assume that this “robust intelligence” will deliver not only a clear appreciation for the current situation, but also generate “predictive intelligence” that will allow US forces to “anticipate the unexpected." Despite its enthusiastic embrace, the assumption of near-certainty in future war is a dangerous fallacy.

The concept of product/ market fit originates in Marc Andreessen’s seminal blog post “The Only Thing That Matters.” In his essay, Andreessen argues that the most important factor in successful start-ups is the combination of market and product. His definition couldn’t be simpler: “Product/ market fit means being in a good market with a product that can satisfy that market.” Without product/ market fit, it’s impossible to grow a start-up into a successful business. As Andreessen notes, You see a surprising number of really well-run start-ups that have all aspects of operations completely buttoned down, HR policies in place, great sales model, thoroughly thought-through marketing plan, great interview processes, outstanding catered food, 30" monitors for all the programmers, top tier VCs on the board—heading straight off a cliff due to not ever finding product/ market fit. Unfortunately, it’s far easier to define product/ market fit than it is to establish it! When you start a new company, the key product/ market fit question you need to answer is whether you have discovered a nonobvious market opportunity where you have a unique advantage or approach, and one that competing players won’t see until you’ve had a chance to build a healthy lead. It’s usually difficult to find such an opportunity in a “hot” space; if an opportunity is obvious to everyone, the chance that you’ll be the one who succeeds is exceedingly low. Most nonobvious opportunities arise from a change in the market that the incumbents aren’t willing or able to adapt to.

He began, “There is absolutely no doubt in the mind of a very overwhelming number of Americans, that the best immediate defense of the United States is the success of Britain in defending itself. “Now, what I am trying to do is eliminate the dollar sign. That is something brand new in the thoughts of everybody in this room, I think—get rid of the silly, foolish, old dollar sign. “Well, let me give you an illustration,” he said, and then deployed an analogy that distilled his idea into something both familiar and easy to grasp, something that would resonate with the quotidian experience of countless Americans. “Suppose my neighbor’s home catches fire, and I have got a length of garden hose four or five hundred feet away: but, my Heaven, if he can take my garden hose and connect it up with his hydrant, I may help him put out the fire. Now, what do I do? I don’t say to him before that operation, ‘Neighbor, my garden hose cost me $15; you have got to pay me $15 for it.’ What is the transaction that goes on? I don’t want $15—I want my garden hose back after the fire is over. All right. If it goes through the fire all right, intact, without any damage to it, he gives it back to me and thanks me very much for the use of it. But suppose it gets smashed up—holes in it—during the fire; we don’t have to have too much formality about it, but I say to him, ‘I was glad to lend you that hose; I see I can’t use it any more, it’s all smashed up.’ “He says ‘How many feet of it were there?’ “I tell him, ‘There were 150 feet of it.’ “He says, ‘All right, I will replace it.’ ” That became the kernel of an act introduced in Congress soon afterward, numbered H.R. 1776 and titled “A Bill Further to Promote the Defense of the United States, and for Other Purposes,” soon to receive its lasting byname, the Lend-Lease Act. Central to the proposal was the idea that it was in the best interests of the United States to provide Britain, or any ally, with all the aid it needed, whether it could pay or not.

In “Flag Plot,” the naval operations room, Anderson became irritated with McNamara’s specific instructions on how to run the blockade. The admiral told McNamara that the Navy had been conducting blockades since the days of John Paul Jones and suggested that the defense secretary return to his office and let the Navy run the operation. McNamara rose from his chair and retorted that the operation was “not a blockade but a means of communication between Kennedy and Khrushchev,

The dawn of AI in HR operations signals a shift from routine administration to strategic management, catalyzing a renaissance in the HR profession.

Team-building is critical at all times, but even more so when you’re not involved hands-on. Not everyone you bring on board will perform at peak capacity from day one, some take a while to get into their roles. But as a leader, you need to give each individual a clear mandate, the freedom to operate and make mistakes, and unstinted support. Treat your team members like colleagues and not employees. Then watch them shine. I say this not because it’s a great HR exercise, but because that’s the reality guiding a successful business.

I think mentoring is simply an inborn passion and not something you can learn in a classroom. It can only be mastered by observation and practice. I also realized that most mentees select you, and not the other way round. The mentor’s role is to create a sense of comfort so that people can approach you and hierarchy has no role to play in that situation. The mentee has to believe that when they share anything, they are sharing as an equal and that their professional well-being is protected, that they won’t be ridiculed or their confidentiality breached. As a mentor you have to create that comfort zone. It is somewhat like being a doctor or a psychiatrist, but mentoring does not necessarily have to take place only in the office. For example, if I was travelling I would often take along a junior colleague to meet a client. I made sure they had a chance to speak and then afterwards I would give them feedback and say, ‘You could have done this or that’. Similarly, if I observed somebody when they were giving a pitch or a talk, I would meet them afterwards or send them an e-mail to say ‘well done’ or coach them about how they could have done better. This trait of consciously looking for the bright spark amongst the crowd has paid me rich dividends. I spotted N. Chandrasekaran (Chandra), TCS’s current Chief Executive, when he was working on a project in Washington, DC in the early 1990s; the client said good things about him so I asked him to come and meet me. We took it from there. Similarly urging Maha and Paddy to move out of their comfort zones and take up challenging corporate roles was a successful move. From a leadership perspective I believe it is important to have experienced a wide range of functions within an organization. If a person hasn’t done a stint in HR, finance or operations, or in a particular geography or more than one vertical, they stand limited in your learning. A general manager needs to know about all functions. You don’t have to do a deep dive—a few months exploring a function is enough so long as you have an aptitude to learn and the ability to probe. This experience is very necessary today even from a governance perspective.

Nipsy Jhamb - Responsible for managing HR Operations, HRIS, Benefits, and Recruiting for a global organization specifically designing, aligning and executing a global HR business strategy into the operating fabric of the Firm. Consult with senior business leader across a full spectrum of HR areas, especially in talent programs, total rewards, executive compensation, global integration, etc.

The sweet spot for your work should be where all three intersect. If you’re focusing solely on things you’re good at that bring you joy, you can get stuck galloping down paths that are detrimental to the needs of your company. If you’re doing things the company needs that bring you joy (but you’re not good at), then you’re dragging your company down. But if you’re stuck doing things the company needs that you’re good at (but don’t like), that leads to burnout. That’s exactly what I was doing. I hired an executive assistant who lightened that load for a bit. She helped streamline a few things and made appointments, but what I really needed was someone to whom I could delegate at another level. At the time, I felt like we couldn’t afford someone who wasn’t contributing to the bottom line of the company. In retrospect, this was one of the biggest mistakes I made while building the company. I should have hired someone who could come into the office and handle operations. Things like legal, payroll, HR, and facilities. Most of these were outsourced to external providers, and it was just a matter of interfacing with them. As I look back at my descent into burnout, one thing that could have saved me was having enough funding to hire someone to do the work that didn’t bring me joy. Or prioritizing spending money on hiring and delegating tasks that didn’t move the business forward but were contributing to my lack of satisfaction at work. I hope you’re not at a place where the next section is helpful to you. I hope that you’re smarter than I was and are putting measures into place to keep yourself from burning out like I did. As Jason said in his talk: “The right question is what should you be doing differently now […] in order to build a company that’s more healthy and prosperous, and also avoid this balloon payment of emotional toil at the end.

Conventional wisdom in the HR community held that bosses had to work with underperformers, sitting with them and providing coaching and oversight. As we saw it, that was precisely the wrong thing for bosses to do. Helping the single underperformer on a team of ten get back on track sucks up a lot of valuable managerial time. Leaders are much better off working with the other nine to help them notch wins for the organization, while also attending to customers and operational matters. Underperforming leaders (and lower-level managers and employees as well) needed to take responsibility for fixing their own performance. If they didn’t change within a fairly quick time period, they’d face the consequences. That might sound cold and uncompromising, but it really isn’t—it’s honoring and supporting the vast majority of people who are working hard and performing.

Of late, I have been attempting to increase the number of women employees at Joyalukkas. A few years ago, we hired six young women for our India operations, and I have been deeply impressed by their dynamism and dedication. They have exceptional sales skills and can handle any assignment. I intend to promote women as assistant managers and managers at our stores. I also envisage senior positions for women at our corporate office, particularly in HR and marketing.

Katz lists 8 different kinds of quality. From each, we derive general quality criteria against which any result can be measured. Type of Quality Criterion Description Results - Dimension Functional Quality The level of function, over time, at consistent performance and without problems Operations Structural Quality Durability and resistance to tear & wear of the components of which the item is made of R&D, Operations "Scientific" Quality (Methodological and Didactic) The level of adherence to the governing model / standard / theory / teaching / accepted professional criteria R&D Resultant Quality The level by which the action leads to the desired result Management Perceived Quality The level by which the object is perceived as having desired characteristics Marketing Aesthetic Quality The level by which the appearance / manifestation of the object (color, shape etc.) is considered pleasing Marketing Human Quality The level by which behavior is perceived / accepted as consistent of declared or implied values HR Financial Quality The level by which the result contributes to the preservation and growth of resources Financial When a goal is defined, it can be examined in relation to each one of the quality criteria.