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Welcome to the World of Opportunities  

TRAINING AND DEVELOPMENT:

        Soft Skills are an integral constituent in any recruitment process. It is the culmination of your communication and behavioral skills that can give you a competitive edge in the job market. We have a brief description of the essential skills that can give you an better insight for your preparedness.

Soft skills are the non-technical skills, abilities, and traits that are essential to function in a specific employment environment. They include four sets of workplace competencies: problem solving and other cognitive skills, oral communication skills, personal qualities and work ethic, and interpersonal and teamwork skills.

Training is an integral part of any and all Change Management processes. That training includes as much "soft" as "hard" skills. "Change Management" skills are seen as "soft skills".

"Hard" skills, by definition, are those skills, which produce an immediate visible result. If I teach you to operate a tractor, then I can see, very quickly, if you've acquired the skill. The same is true if I teach you welding, programming, glass blowing or how to enter an invoice into an accounting system. The result is well defined, visible, and immediately obvious and usually involves a human being gaining mastery over an inanimate object.

Those superficial soft skills don't have it so easy. Soft skills usually involve interaction with other human beings. Human beings who have a will of their own; who suffer from short attention spans; are prone to personal trials and tribulations; and possess agendas not always perfectly in synch with organizational goals. Soft skills are difficult! Hard skills are easy in comparison.

There's another aspect to "hard skills" seldom included in the definition. In each of the cited examples, a manager can send a staff member to a course and when they return, the training "problem" is fixed. Management input, aside from the cost of the course and making the time available to attend it, is zero.

That's not true of soft skills. The acquisition of a soft skill is a behavior modification. It requires constant management feedback, involvement, encouragement and attention. Acquiring a soft skill imposes a management burden. In a world where time is at a premium and management wants effortless solutions to pressing problems, those superficial "soft skills" are a poor fit.

A final argument for paying more attention to soft skills is simply an observation. The difference between good and poor managers has nothing to do with their ability to deal with inanimate objects, and everything to do with their ability to manage interactions between subtle and fickle human beings.
Return On Investment  

HARD SKILLS VS SOFT SKILLS:

         In the world of work, “hard skills” are technical or administrative procedures related to an organization's core business. Examples include machine operation, computer protocols, safety standards, financial procedures and sales administration. These skills are typically easy to observe, quantify and measure. They're also easy to train, because most of the time the skill sets are brand new to the learner and no unlearning is involved.

By contrast, “soft skills” (also called “people skills”) are typically hard to observe, quantify and measure. People skills are needed for everyday life as much as they're needed for work. They have to do with how people relate to each other: communicating, listening, engaging in dialogue, giving feedback, cooperating as a team member, solving problems, contributing in meetings and resolving conflict. Leaders at all levels rely heavily on people skills, too: setting an example, teambuilding, facilitating meetings, encouraging innovation, solving problems, making decisions, planning, delegating, observing, instructing, coaching, encouraging and motivating.

Obviously, people come to organizations with interpersonal behavior patterns already thoroughly ingrained, and they weren't learned in a classroom. Instead, individuals learn how to deal with relationships and other life challenges “on the street” at a very early age. They observe how the people around them do things, they experiment, and they stick with what works for them. So everyone ends up with a unique portfolio of people skills; some behaviors may be effective, but others cause problems. By the time employees get to a training room, they've already worked hard for decades to reinforce the way they deal with people.

Like all behavior patterns, interpersonal skills are “hard-wired” in the neuronal pathways of the cerebral cortex. This means that at some point a behavior was repeated often enough that neurons grew dendrites that reached out to other neurons to make the connections needed to make behavior pattern automatic.

Introducing a new interpersonal skill is extremely difficult, because it means replacing the old skill. The brain may be an information processor, but it doesn't work like a digital computer. There is no “delete” key for unwanted programs. Behavior patterns are physically established at the brain cell level. Any new pattern, even one that makes sense, even one that is desired and expected, will seem extremely awkward. The only way to replace an old pattern will be to establish a new one that gets better results. If this new pattern proves to be more satisfying than the old pattern, and if there's an adequate period of reinforcement, there's a chance that new connections will establish themselves.

What an understanding of the brain teaches us about learning is that the only thing that can create permanent behavioral change is frequent reinforcement over the long term. If someone who truly desires to change an interpersonal behavior is supported by a knowledgeable coach's ongoing encouragement, new patterns can be established.

The most useful perspective on people skills training is that it's an essential first step—a necessary “introduction” to the right way of doing things. After that, ongoing reinforcement of desired behaviors has to be there. When a newly trained individual returns to a workplace, he or she needs knowledgeable coworkers to give ongoing feedback, guidance and encouragement.

In tandem to the latest corporate standards irrespective of the industry that you opt for, we have customized programs and training sessions to groom you for your competitiveness. The training sessions on soft skills are conducted through simulated means of Discovery Learning Methods, Skill Development Exercises, Mock Sessions and Case Analysis.

RECRUITMENT TRAINING:
  • BASIC COMMUNICATION SKILLS.
  • EFFECTIVE COMMUNICATION SKILLS.
  • DEVELOPING EMOTIONAL INTELLIGENCE.
      • SELF AWARENESS
      • SELF MANAGEMENT
      • SOCIAL AWARENESS
      • RELATIONSHIP MANAGEMENT
  • BASIC COMMUNICATION SKILLS.
  • EFFECTIVE COMMUNICATION SKILLS.
  • DEVELOPING EMOTIONAL INTELLIGENCE.
TRAINING TOOLS ADOPTED:
  • DISCOVERY LEARNING METHODS.
  • PSYCHOMETRIC TESTING EXERCISES.
  • COMMUNICATION GAMES.
  • BRAINSTORMING EXERCISES FOR INNOVATION AND CREATIVITY.
  • MOCK EXERCISES.
  • SIMULATED CASE ANALYSIS..
GENERAL FOCUS:


         It has also been our endeavor to conduct such training sessions on an institutional basis. We also have a tie up with a number of premier management and educational institutions in bangalore to conduct such workshops on an ongoing basis to provide the much needed philip and impetus for developing the professional skills of the budding managers.

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