The Latest News, Tips, and Trends of the HRD Communities Published by HRD Gateway  for the e-ASEAN Endorsed ATN Project www.hrdgateway.org/hub5 news@hrdgateway.org

CONTENTS

Editorial
Feature Article One: "Evaluation: Who Needs It?"
Feature Article Two: "Overcoming the Fear of Learning"
Feature Article Three: "Be An Effective HR General (Part I)"
Humor Resource
Book Review: ""Hitch-a-Ride on The Three Kingdoms "
Attitude Vitamins
Links of Interest
Organization News

Editorial

Welcome to the October 2003 issue of HRD Gateway Newsletter!

Ruth Belling, in her article, Evaluation: Who Needs It? discusses the question of evaluating a training session.  After a training program, participants would normally fill in the training evaluation sheet.  Now, we know that that is not really an evaluation of a training program; it’s a feel good exercise.  Real evaluation of a training session needs to be conducted some time after the session.  Belling's article lists eight reasons why you should evaluate a training session.

Children take to learning as naturally as fish to water.  However, as we grow older, we tend to develop a fear of learning.  As Jarrett D. Ragan Jr., in his article Overcoming the Fear of Learning says, instead of continuing to learn, we do everything else except learn, we procrastinate, and we rationalize.  Found out what Ragan has to say about overcoming the fear of learning.

Can we learn a thing or two about HRD/HRM from the emperors and warriors of the Three Kingdoms?  Apparently Dr Sunny Goh thinks we can, and he proceeds to explain it in his article Be An Effective HR General (Part I) -- Learning From Ancient Chinese Generals.  Looks like the sayings of Sun Tzu and gang can be applied to HR as well.

As usual, our other departments give you lots of great ideas on how to enhance your career/profession as a HRD/HRM executive/manager/director.

Enjoy this issue! (And do tell us what you think of it!).

G. K Lim
Editor
HRD Gateway Newsletter  

Feature Article One: Evaluation: Who Needs It?

by Ruth Belling

It’s a sad fact that many organizations fail to evaluate their training and development activities.  Many others go no further than providing an end of course ‘happy sheet’.  Why? 

Well, the most frequently cited reasons are lack of time, lack of skills/resources and difficulties in ‘measuring’ results. 

The bad news is these organizations are also failing to think strategically about the benefits of evaluating.  Worse, they are losing out on the rewards that evaluation can bring. 

[1]  To provide you with information.  Information is vital.  Without it your business cannot show how learning and development contributes to moving your organization successfully towards its strategic goals.

[2]  To enable those responsible for and involved in design and delivery of learning, development and training to know what is being achieved by their efforts.  A ‘happy sheet’ immediately after a training session will not do this for you.  Trainees may love a presentation, get excited about a particular exercise and be more than glad to tell you so, but what did they take away with them?  What did they do differently afterwards?  If it was something significant, you’ll never know unless you evaluate. 

[3]  To show how your people are delivering against your business’ strategy.  Or at least to talk about it, preferably where it can feed into discussions about the future of your business. 

[4]  To help identify gaps between current and desired management and leadership capabilities. 

[5]  To ensure consistency and compatibility with strategic objectives.  An evaluation framework can act as a vital, integrating force, bringing together many disparate forms of training and development activity, which then tie in to your business’ needs. 

[6]  To avoid wasting money on ineffective training.  What is that saying?  If something’s worth doing, .......  So, first you have to know if it’s worth doing.  Why waste precious resources on something that isn’t doing its job? 

[7]  To improve the quality and effectiveness of management and leadership development activities.  If something’s not doing its job, you may want to change it.  If it is, you can make it better, by finding out what’s working well and what’s redundant. 

[8]  To identify what any particular program can and cannot achieve in relation to business needs.  Sometimes we expect too much of a training or development activity.  Set out your overall business needs as clearly and precisely as you can, then match each specific program against them based on what it can realistically be expected to cover.  You’ll be better placed to spot gaps and find some other way of closing them.  

If you don’t want to do the whole evaluation yourself or feel you don’t yet have the expertise required to evaluate successfully, then don’t.  Leave it to the experts and focus instead on what the results can do for you and your business, now and in the future. 

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Ruth Belling is an evaluator and researcher specializing in management development and learning transfer, author of  ‘The Evaluation MazeTM’ available from Evaluation Works (www.evaluationworks.co.uk).

Feature Article Two: Overcoming the Fear of Learning

by Jarrett D. Ragan Jr.

In August of last year Terry Netto of People Potential asked me, over a teh tarik (a cup of local tea), if I would be interested in writing a series of articles on learning for a proposed ezine.  I said I would be.  When he later told me by email that the project was underway I told him I was excited to be involved -- but my old fear of writing came back and I did what I have done in the past.  I became too “busy” doing “important” day-to-day things that we all have to do.  I used this as an excuse not to write.  Are you doing this in some area of your life now?  Has fear of some kind gotten in your way and prevented you from doing or learning?  Are you just too “busy” to begin that course or read that book or write that report?  Maybe you have gone on to this next stage.

I started writing the first article but stopped.  It was not good enough I told myself.  An email came saying to get my articles in, as they would begin the ezine soon.  I began to write and even almost finished 4 or 5 but I still thought they were not good enough.  I found other “more pressing” things to do.  My fear kept me from completing and sending the articles.  The first edition came out but still I did nothing.  Have you ever found yourself in a similar situation?  By now I have the added embarrassment of not coming through on a commitment.  Have you been there?  What did you do?

Fear and laziness by being busy are two of the problems that I talk with my students about in the English as a second language classes I taught at Minnesota State University in Akita, Japan.  Well, it is time to walk the talk and not just be another academic that teaches but does not do.  This article is my response.  This is where my learning will begin and I hope yours too.  Will the articles be perfect?  Of course not, learning is about making mistakes, not avoiding them.  It is not about writing the prefect article or getting an “A” or even passing a course or getting a degree.  It is really about learning from the mistakes that we make as we learn. It is about overcoming our fears and weaknesses.  It is about focusing on the important things in our lives.  It is about doing those things we know we need to do to improve ourselves in the ways we desire.  The desires, fears and weaknesses are different for all of us but the process of learning is the same.  We must make mistakes in order to learn.  To make mistakes we must risk doing something that we may not think we are good at or that we really do not know much about.  We must risk being criticized and ridiculed, by others or even worse by ourselves, so that we can learn.

As my friend and fellow learner Glenn Capelli of the True Learning Center in Perth Australia says, “we are all born to learn”.  Our brains are designed for learning and success.  Learning is natural.  Think of an infant about 10-14 months old who has decided it is time to walk.  What does she do?  What do her parents or siblings do?  Stop and think about it for a minute before you read on.

The child pulls herself up and walks around holding on to a coffee table or chair.  At some point she decided to begin walking just like those big people around her.  She takes a step or two and ten falls down.  This process is repeated over and over many times.  Do the parents stop the child from doing this very dangerous activity?  Usually not and even the overprotective of us can not prevent the child from learning to walk since it is something the child really wants to do and must do.  She has a very strong desire to walk.  No amount of “failure” will stop her from learning to walk.  Will she cry? Will she get hurt? Of course she will, but she will learn to walk, then run and skip and latter ride a bike or even ski down a slope at break neck speed as my youngest son was doing at 4 years of age.

We were all born to learn, so what happened to us adults?  Why the fear of failure or rejection?  Why the fear of learning?  Why the need for perfection on the first try?  Why are we so lazy by being busy? How can we get back to being the great learner we were as a small child before we went to school and learned how not to learn?  Are you still with me?  I hope so.

Here is a secret that will help us learn.  Keep an open mind.  The impossible just may be possible.  Think about this.  If you take the “i and m” out of impossible you are left with possible.

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Jarrett D. Ragan Jr. is from Miami, Florida and was raised in Georgia, Singapore and Malaysia. Mr. Ragan attended Miami-Dade Community College and Florida International University receiving bachelors degrees in History and English and a Master's Degree in Teaching English to Speakers of Other Languages. Currently he is working at the Akita International University Preparation Office of the Department of Planning and Development of Akita Prefectural Government in Japan. He may be contacted at ragan@mail2.pref.akita.jp.

Feature Article Three: Be An Effective HR General (Part I) -- Learning From Ancient Chinese Generals

BY Dr. Sunny T.H. Goh

Simplicity Marketing Specialist & Co-author:
MARKETING*WISE: An Unconventional Approach To Strategic Marketing For Asia (Prentice Hall, 2003)
HITCH-A-RIDE ON THE THREE KINGDOMS: Learning From Ancient Chinese Strategists (Prentice Hall, 2003)

In fighting their battles in the marketplace, marketers have long benefited from ancient Chinese generals’ wisdom, gained from a long history of “fighting it out” in the military battlefields. Hence, what good virtues can HR professionals learn from these ancient generals to be effective HR generals? Plenty. As the late Konosuke Matsushita once remarked, “Everything in the world can be our teacher if we're willing to learn." So, allow me to share some thoughts with you.

BE WISE

Cao Cao, the ruler of Wei kingdom, had one great virtue: Filling key positions or promoting people based on their merits and competencies. Yet, being human, he still erred from time to time. In AD 200, Cao Cao defeated his enemy Yuan Shao at Guandu. Following Yuan Shao’s death two years later, two of his three sons – Yuan Tan and Yuan Shang – struggled for power, while Cao Cao waited for another opportunity to attack the Yuans. The opportunity came in AD 205; Cao Cao attacked the city of Nanpi. Yuan Tan was caught and killed as he tried to flee. Meanwhile, a mutiny by Yuan Xi’s troops forced Yuan Xi to flee with Yuan Shang to a remote desert region. After seizing all four regions of the Yuans, Cao Cao decided to pursue the two surviving brothers to wipe them out, against his men’s advice. His troops suffered greatly due to harsh climate and treacherous terrains as well as the lack of food and water. Many lives were lost.

When Cao Cao returned from that expedition, he did a simple thing but which many modern-day generals seem to have tremendous difficulties in doing. In his own words: “Your prudent objections deserve to be well rewarded. Please do not hesitate to speak out again.”

So, fill positions in our company with competent people (Use deadwoods where they belong – fireplace). Promote people based on merits (Not on whims and fancies). Listen to good counsel and advice (Otherwise, get a good hearing aid). Encourage people to speak out (Learn to shut up). Reward them proactively, and without regard to customary practices if they’ve done a great job (We’re not running a zoo, so don’t pay “peanuts”).

These are simple wisdoms, right? Not necessarily. Consider competency. A well-intentioned CEO promoted a manager to be the head of manufacturing, though he lacked the skills in running a manufacturing plant. The result? Losses skyrocketed, production lead-time lengthened, and customers suffered tremendously. And he was later fired.

BE SINCERE

Liu Bei, who later became ruler of Shu kingdom, first visited the recluse Zhuge Liang to engage the latter to be his military strategist, but he failed to meet Zhuge Liang. Undaunted, Liu Bei made another visit to Zhuge Liang’s thatched cottage to invite him. It was a time of severely cold winter. Again, Liu Bei failed to see Zhuge Liang. Much to the chagrin and disapproval of his sworn brothers Guan Yu and Zhang Fei, Liu Bei made another visit. But Zhuge Liang was soundly asleep then. Liu Bei patiently waited for him to wake up – hours later. Moved by Liu Bei’s sincerity and genuine aspiration to bring peace to the country, Zhuge Liang gave up his carefree life, and joined Liu Bei in his noble quest.

So, be sincere to those we want to engage or currently in our “kingdom” to achieve our objective. When I left one previous company for another to be its department head, I had to pay US$1,300.00 to the former due to short notice period of my resignation. My boss over at the new company made a decision to reimburse me. Well, nothing earth-shaking about it – except to me. Why? His decision was totally unexpected. Even more unexpected was that no such obligation existed especially when I had already joined the company. That gesture touched me so much that I’ll never forget his sincerity. When I wrote him a thank-you note, back came his reply: “The good things in life are worth the price.” As a result, I gave my wholehearted commitment to my new company. About a year later, I was promoted to take on an increased responsibility.

Humor Resource

Managed by Dr James Y Lin

Get a calculator.  Try this out…

Key in the first 3 digits of your handphone number (not the 01X number) into the calculator

Add 1

Multiply by 250

Add in last four digits of your handphone number

Add in last four digits of your handphone number again

Minus 250

Divide by 2

What do you get?  Aha!

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Golfing ……

Golf is a game in which the slowest people in the world are those in front of you, and the fastest are those behind.

There's no game like golf: you go out with three friends, play eighteen holes, and return with three enemies.

Golf was once a rich man's sport, but now it has millions of poor players.

An amateur golfer is one who addresses the ball twice: once before swinging, and once again after swinging. 

Book Review: "Hitch-a-Ride on The Three Kingdoms"

Attitude Vitamins  

Compiled by G. K Lim

Without a sense of urgency, desire loses its value. -- Jim Rohn

When you want something badly enough, you will develop the confidence and the ability to overcome any obstacle in your way. -- Brian Tracy

The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather in a lack of will. -- Vincent T. Lombardi

The difference between the impossible and the possible lies in a person's determination. -- Tommy Lasorda

The fish does not go after the hook, but after the bait. -- Czech Proverb

The fool wonders, the wise man asks. -- Benjamin Disraeli

One man has enthusiasm for 30 minutes, another for 30 days, but it is the man who has it for 30 years who makes a success of his life. -- Edward B. Butler

Get excited and enthusiastic about your own dream. This excitement is like a forest fire -- you can smell it, taste it, and see it from a mile away. -- Denis Waitley

The only competition you will ever have is the competition between your disciplined and undisciplined mind. -- James A. Ray

The truth of the matter is that you always know the right thing to do. The hard part is doing it. -- General H. Norman Schwarzkopf

Hold fast to dreams, for if dreams die, life is a broken winged bird that cannot fly. -- Langston Hughes

More important than talent, strength, or knowledge is the ability to laugh at yourself and enjoy the pursuit of your dreams. -- Amy Grant

Take your life in your own hands and what happens?  A terrible thing: no one is to blame. -- Erica Jong

Links of Interest

Process Improvement Online Course

“Process improvement is not a step by step process. Starting process improvement often results in learning more about area being looked at and its associated problems. This may result in realizing that the approach is being taken is not going to be successful. When this happens, the reasons for predicted failure should be understood and agreed - reasons for failure can be inverted to become the reasons for success.”

For a complete online course on process improvement, go to ….

http://creativeideas.org.uk/proc_crs.htm#Introduction: 

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http://users.anytimenow.com/brian/meeting_management_tips.pdf

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Here is an excellent study on the results of executive coaching with non-profit organizations:

www4.compasspoint.org/cpDir/files/documents/docs_research_evals/exec_coaching.pdf

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The latest issue of HRinIndia’s HRudaya newsletter is now available at …..

www.hrdgateway.org/hrinindia/HRudaya7.htm

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Oak Training (www.oaktraining.com) is the supplier of choice of innovative, practical and competitively priced downloadable training content. Over 50 organizational, management and employee modules available without the traditional barriers associated with purchasing training content. Once you have selected the module(s) you require they are yours to use as often or as wide as you deem appropriate. In other words....

- No Constraining Licences
- No Complicated Contracts
- No Purchasing of keys to Use
- No One-Trainer Rules

And most importantly No Restrictions on Customization.

Recently Oak Training slashed its fees by 50%.

On the top of that, if a HRD Gateway member (or a member of any of its national affiliates) buys a training program from Oak Training, he/she qualifies for a further 20% discount on the current price.  BUT you need to inform us first through oaktraining@hrdgateway.org to qualify for the 20% discount on the current price.  

Organization News  

1. HRD Masters Series Debut

 

On October 8 and 9, 2003, M.U.Jayadeva de Silva, M.Sc, MBIM, FIPM, FITD, Principal Consultant, HumanTalents Unlimited, Sri Lanka, successfully conducted the HUMANTALENT Management & Development program, under the HRD Masters Series umbrella to a group of 15 participants at the JW Marriott, Kuala Lumpur, Malaysia.  The participants were senior HR managers and HR directors from organizations in the insurance, IT, banking, property, hospitality and academia sectors.  This program was sponsored by HRD Gateway and supported by the Malaysian Institute of Human Resource Management.


2. HR Summit Shanghai 2003

The HR Summit 2003 Shanghai is a two-day series of seminars and workshops that focus on all the latest HR practice management issues. Held at the Shangri-La Hotel from 5th & 6th of November 2003, the event, the topics and its leading speakers are set to attract HR directors, HR managers, HR consultants, training officers, corporate and employment lawyers, legal counsel and all those with an interest in people and people management, making it the biggest event in the HR calendar. HR Summit 2003 Shanghai will discuss effective retention strategies with examples drawn from leading organisations. They will also examine the strengths and weaknesses of existing and proposed compensation plans and approaches. This event will provide platforms and avenues to learn about proven strategies and pitfalls that will help an organisation optimise their employees' performance and ensure ROI for their business. HRD Gateway is a major sponsor of this event. Visit www.hrdgateway.org/conferences to download the brochure and agenda.

Readers, please email comments, news items, and article contributions to the editor, G. K Lim. HRD Gateway reserves the right to use your contribution.

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