LDP

Much excited with 2010 JO:)

*groundbreaking Learning and Development Programs!

Retention of Employees

Recently read an article that would catch up every organization's interest in ways of retaining their most-valued assets!

It is a burning problem today that most of the employees are leaving the organizations as they like on account of taking up employments elsewhere. Even in some of the cases, the employees are not even informing the organizations about their intention to leave. However, some of them are giving prior notices to leave the organizations and firms as per the norms of the organization and taking better prospects. This will create a great disturbance to the organizations for want of suitable substitutes immediately due to sudden relief of its employees. Organizations and firms are taking up Programmes for recruitment of the employees to fill up the consequential vacancies. Because of the new employees appointed from time to time in the place of the employees left, the organizations suffers a lot to stimulate the new employees for desired objectives and goals. This will affect badly on the HR policies of the Organization/firm. To overtake this problem, major steps have to be undertaken for the retention of the employees in an organization for the better sustainability and cognitive involvement. Some of the factors which definitely cause for retention of employees are embodied below:

Brand Name

Many of the employees consider the brand name of the organization for taking up assignments. Employees feel prestige of the institution as their personal to run with the organization. Working in a famous company or organization, generally makes people to adore with commitment. Dignity of the institution is one of the major factors for attachment of the employees all along without any fear for future. It gives maximum satisfaction to the employees and diversification of their ideas towards the Institutional Development. Employees naturally inclined to generate their future plans and prospects with the existing organization and tend towards their sustainability and regularity in their firm. This will lead to the Employees retention more. Employees may not think to leave the organization because of its brand name and familiarity in the pubic eye and wanted to stay with the Organization for ever not only for the sake of the Company but also for their future prospects.

Wage Policy

The wage policy of the any organization definitely attracts the employees a lot. Many employees look forward for monetary benefits and Social security measures adopted by the organization or firm. Adoption of a regular time scale of pay with proper Efficiency Bars including adoption of Grade Pay System, for various categories of posts existed in an organization from top to bottom is much more importance for the retention of employees. Employees naturally observe the salary structure of each category of post and fringe benefits extended by the organization or company. A systematic wage policy, revision of pay scales in the convenience intervals, provisions for additional allowances, rewards for extra-ordinary work of the employees from time to time, will definitely catch the employees and more retention is possible.

Career Advancement Schemes

Career Advancement Scheme is one of its kinds to introduce for the regular promotions, professional growth and development of an employee in any firm. Every employee expects advancement in his career by way of promotions, grades, and relocation to next higher category or grade for furtherance of his interests. A lucrative policy on Career Advancements of employees is much more than enough for retention of employees in a firm. Automatic Advancement of the Career is also to be thought of by the firms for the benefit of its employees. For every 5/10/15 years of service of an employee, automatically, the employee should be placed in the next higher category or scale of pay or Grade with monetary benefits so that the Employees would be in a greater satisfactory mood to work for the promotion of the Institution/Firm/Concern. If such a systematic policy on promotions and career growth is implemented, employees retention will be reduced and experienced persons will be continued in a firm for its growth.

Social Security Measures

Social Security measures are very much obligatory on the part of any concern to adopt for the welfare of their employees. Employees Welfare Schemes, Health Schemes, Group Insurance Policies, Payments of Bonus, Ex-gratia, Incentives, Awards, will render much security to its employees in the Society, and the employees will not leave any institution if it implemented such social security measures to its employees. Retention is possible greatly if any organization/firm adopts suitable Social Security Measures.

Transparent Recruitment Policy

The Recruitment policy of an organization or Institution must be transparent. It should not be biased on any means. A plain recruitment procedure keeps the Institution at top level among other co-institutions. Talented peoples will be aspired to take placements in such an organization and wanted to retain in the same organization for years together. The prestige of the Institution or organization reflects on account of the transparent recruitment policy. Specific guidelines should be framed to meet the various parameters in the recruitment section. Service Rules inclusive of the regulation of the employees, the method of selection, written tests, Interviews etc., should be broadly defined in the rules.

Judicious Disciplinary Rules

Disciplinary rules should framed in such a way that they should not be in any way contrary to the Law. Every employee must be treated with equal treatment in a justified manner for which a set of rules called “Disciplinary Rules” should be framed and adopted. There should be a classification of category of posts, grades, Controlling authorities duly specified in a clear terms, quantum of punishments right from “Censure” to “ Removal from service” should be specified, and provision for making appeals to the Appellate authorities be included. A detailed procedure for conducting “Inquiries” against the employees committed irregularities, frauds; misappropriations etc. should be categorically prescribed. This will strengthen the employees’ caliber and dedicated employees will be formed in any institution without fear and favour leading to much retention in the concerns.

Conduct Rules

It is also necessary to frame certain Conduct Rules for the interest of the Institution. The conduct rules must specify the attitude, behavior and conduct of each and every employee while discharging their duties. Employees tend to discharge their duties utmost care and devotion. Violation of conduct rules attracts the provisions of the Disciplinary rules. Hence Employees regularity and sincerity will be developed and sustained. This can be termed as one of the causes for retention of employees.

Organizational Culture

There is emphatically need to formulate organizational culture in every organization. The organization must resort to plan where it wants to go before trying to make any changes in the organization culture. The organization must choose for Mission, Vision, and Values to provide a frame work for the assessment and evaluation of the current organizational culture. Organizational culture grows over time. People are comfortable with the current organizational culture. They need strategic changes to suit to the present day needs. People in every workplace talk about organizational culture. They need to expect some sort of convenient organizational culture. Culture is the environment that surrounds us at work all of the time. Culture is a powerful element that shapes our work, enjoyment, relationships and work processes. A congenial Organizational Culture makes people happy and retain for ever. It leads to definitely Employees retention.

Terminal benefits

Providing terminal benefits at the end of the service of an employee will be a added advantage now a days for future secure. Each and every employee must expect some quantum of money at the end of his service to lead a peaceful life after retirement. However there are statutory obligations on the part of the organizations to provide EPF, Gratuity, etc. Apart from that, Organizations must plan for creation of further monetary benefits as a retirement plans for the welfare of its employees. This will give much relief to its employees to retain in any organization till the end of his service. This may also cause for retention of employees.

Theorem Christmas Celebration '09

With the theme of Paskong Pinoy sa Bahay ni Kuya, Theorem celebrated its BIG DAY with Abot Kamay Inc. as final task of Kuya!

It’s been a fun-fun experience to be with their kids. And yes, the spirit of Christmas enveloped the whole event.

Praise God for its success!:)

Forgiving

just sharing this worthy-to-be-read article :)

How Do I Forgive Him? How Do I Forgive Her?

by Jim Butcher

We all understand the general concept of forgiveness, but most of us are not especially proficient on the specifics on how to do it. So, this morning, we’re going to answer the questions: How do I forgive him? How do I forgive her? (As I said that you thought of who that ‘him’ or ‘her’ is in your life).

As we begin our study this morning, let me acknowledge my debt to the various writings of Lewis Smedes for many of the concepts that undergird this sermon.

How Do I Forgive Him? How Do I Forgive Her?

1. Acknowledge that you have been seriously hurt.

- The starting point for being pursuing forgiveness is to admit that you’ve really been hurt. We like to pretend like what he said didn’t really bother us or what she did didn’t even phase us, but until we are willing to admit that we were hurt by them, we’re not in a place where we can begin to pursue forgiveness.

- There are many incidents in life that are not candidates for forgiveness - things like minor disappointments or passing slights. Situations that require forgiveness are ones where the pain inflicted is personal, unfair, and deep. Things like betrayal and brutality (physical or emotional) come to mind.

- At this point, as we hurt, we are likely to find some hatred in our heart. Hatred, of course, is never a good thing, but we must be careful that we don’t try to get rid of it by covering it up. When we find that hate in our heart, that’s simply a sign we’re going to need to forgive.

2. Surrender your right to get even.

- The mother ran into the bedroom when she heard her seven-year-old son scream. She found his two-year-old sister pulling his hair. She gently released the little girl’s grip and said comfortingly to the boy, "There, there. She didn’t mean it. She doesn’t know that hurts." He nodded his acknowledgement, and she left the room.

As she started down the hall the little girl screamed. Rushing back in, she asked, "What happened?"

The little boy replied, "She knows now."

[source: www.preachingtoday.com]

- Few would dispute our right to get even. The rule of the world is ‘do unto others as they’ve done unto you.’

- When we choose to forgive, though, we choose to lay aside our right to extract our revenge. In the moment of making that decision, we are doing a couple of things: 1. We are leaving ultimate justice and vengeance to God, and 2. We are deliberately choosing for ourselves the path of forgiveness.

This is the first step down a different path.

Acknowledging that we have been hurt gets in the right place to begin, but surrendering our right to get even is the first step down the path.

- Some would argue that choosing such a path is inevitably going to make us a patsy - we’re yielding all our power and are going to end up as a doormat. I believe, though, that there is a power that is unleashed in this decision that cannot come from any other source. What does this power look like? Consider the following story:

- Albert Tomei is a justice of the New York State Supreme Court. A young defendant was convicted in Judge Tomei’s court of gunning down another person execution style. The murderer had a bad record, was no stranger to the system, and only stared in anger as the jury returned its guilty verdict.

The victim’s family had attended every day of the two-week trial. On the day of sentencing, the victim’s mother and grandmother addressed the court. When they spoke, neither addressed the jury. Both spoke directly to the murderer. They both forgave him.

"You broke the Golden Rule——loving God with all your heart, soul, and mind. You broke the law——loving your neighbor as yourself. I am your neighbor," the older of the two women told him, "so you have my address. If you want to write, I’ll write you back. I sat in this trial for two weeks, and for the last sixteen months I tried to hate you. But you know what? I could not hate you. I feel sorry for you because you made a wrong choice."

Judge Tomei writes: "For the first time since the trial began, the defendant’s eyes lost their laser force and appeared to surrender to a life force that only a mother can generate: nurturing, unconditional love. After the grandmother finished, I looked at the defendant. His head was hanging low. There was no more swagger, no more stare. The destructive and evil forces within him collapsed helplessly before this remarkable display of humaneness."

[source: www.preachingtoday.com]

In choosing the path of forgiveness, that grandmother unleashed a power that could not be tapped in any other way. And that power was what caused the defendant to hang his head for the first time.

3. Search for the real person beneath the evil mask.

- When we have been wronged, we like to caricature our wrongdoer. We emphasize all the bad things about them, we twist anything that looks remotely good, we are quick to impugn their every motive, we see them only and always in one way.

- The process of forgiveness requires that we begin to look for the real person behind the caricature we’ve created in our minds. We begin to see that they have not only hurt, they have been hurt. We begin to see that they are weak, needy, and fallible. We begin to find reasons for our hearts to turn toward mercy instead of malice.

- This doesn’t mean we grant them victim status and excuse all their wrong - we’re forgiving, not excusing. It does mean that we begin to try to treat them as another participant in this messy thing called life.

- What is our motivation for doing this? As our passage points out, we are doing for them what God did for us. God could have simply seen our sin and said, “I’ve seen enough, that’s all I need to know about them.” But God looked beyond our sin and saw something worth loving. And that’s what we’ve been called to do as well.

4. Desire that good things would happen to your wrongdoer.

- I know that sounds impossible when you first hear it, but stay with me for a minute.

- In the process of forgiveness, we move from dreaming of bad things befalling them toward hoping for good things in their life.

- At this point, it might be helpful to address a related question: does forgiving mean there’s no

punishment?

The answer to that is, No, forgiving does not necessarily mean there should not be punishment.

If they are unrepentant, punishment that leads to sorrow may be the loving thing to want for them because it will bring them toward where they need to be. The key in this is your motive. Whereas before you prayed for them to be punished because of your anger and hatred toward them, when you’re pursuing forgiveness you might pray for them to be punished because you want to see their heart changed and that is the most likely route for that to happen. Your motive has changed from wanting something bad to happen to praying for something good to happen.

- What are some examples of this?

a. A thief breaks into my house and steals most of my stuff. He is caught and put on trial, but is completely lacking remorse. If I go to the court and plead for his release, he will immediately return to stealing. In that situation, the good things I want for his life are a change of heart and a change of lifestyle. Because this is most likely to happen with punishment, forgiveness does not keep me from supporting punishment, although I might well want to write or visit him while he’s in there to try to share the love of God with him.

b. My spouse says some things in an argument that hurt me. Forgiving her and wanting good things for her life doesn’t mean I pray, “God, I hope you’ll bless her by giving her the ability to win all the arguments we have from now on.” Rather, wanting good things might mean praying that God would open her heart (and mine) to where each of us could be a better spouse.

- When Chris Carrier was ten, he was abducted, stabbed, shot through the head, and left for dead. Surprisingly, he survived, but the emotional and physical scars were very difficult to heal. Eventually, though, his commitment to Christ helped him to move on with his life. The perpetrator was never found.

Over twenty years later, on September 3, 1996, Chris received a phone call from a detective in the Coral Gables, FL police department. The detective said that an elderly man in a local nursing home had confessed to being his abductor. The man’s name was David McCallister.

Chris visited David the following day. Here are his words: “It was an awkward moment, walking into his room, but as soon as I saw him I was overwhelmed with compassion. The man I found was not an intimidating kidnapper, but a frail seventy-seven-year-old who had been blind for the last half-dozen years. David’s body was ruined by alcoholism and smoking - he weighed little more than sixty pounds. He had no family, or if he did, they wanted nothing to do with him, and no friends. A friend who had accompanied me wisely asked him a few simple questions that led to him admitting that he had abducted me. He then asked, ‘Did you ever wish you could tell that young boy that you were sorry for what you did?’ David answered emphatically, ‘I wish I could.’ That was when I introduced myself to him.

Unable to see, David clasped my hand and told me he was sorry for what he had done to me. As he did, I looked down at him, and it came over me like a wave: Why should anyone have to face death without family, friends, the joy of life - without hope? I couldn’t do anything but offer him my forgiveness and friendship.”

In the days that followed, Chris was able to share the love of Christ with David.

[Source: J. Arnold, ‘Why Forgive?’]

- What is our motivation for doing such a difficult thing? Again, as our text points out, we are doing for them what God did for us.

5. If possible, enjoy the healed relationship.

- Sometimes the other person can’t join you in moving toward reconciliation (for example, in forgiving a parent now passed on) and sometimes the other person won’t join you (for example, someone who won’t acknowledge that they’ve hurt you).

- For reconciliation to happen, they must understand the pain that they’ve caused you and must be sorrowful over it.

- But when they are, make sure you enjoy the healing and the renewed relationship that can only come through forgiveness.

a convenient truth

A relationship with Him causes us to be concerned with our thoughts, decisions, attitudes, and actions--all to make our life joy-filled for us and pleasing to God.

-Anne Cetas

new phase to undertake

completely decided to take my LET this coming April 2010.

*a part of God's mission for me: To be the best educator that He wants me to be ^_^

Strength, guidance and wisdom from you Lord is all I need. And may the result will glorify You :)

Love ≠ Investment

love is not an investment...

It's a gift, you are not expecting something in return