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: Feature Article One: "Executive Coaching"
Feature Article Two: "The Bumblebee Syndrome"
Feature Article Three: "E-book Theft: What To Do When It Happens To You"
PSTD National Convention

Book Review: "First, Break All The Rules"
Attitude Vitamins
Links of Interest
Organization News
Production Details 
    

Editorial

Welcome to the August 2002 edition of HRD Gateway.

Executive coaching has emerged as a powerful human resource development catalyst over the last few years.  Many organizations serving the executive coaching profession have sprung up in Europe and the United States.  According to Embrace Ltd., there are more than 10,000 coaches worldwide.  Read about the How's, the Why's, the Who's of executive coaching in the article, "Executive Coaching", below.

You know the story of Bumble Bee.  They say it cannot fly.  Of course, it cannot fly -- any self-respecting scientist or engineer can tell you that.  Problem is, the bumblebee doesn't know that.  So it flies.  Our article, "The Bumble Bee Syndrome," discusses the need to not to listen to others who say we cannot do it -- whatever it is that we want to do or achieve.

Our third feature article in this issue deals with piracy of e-books.  Writers would particularly be interested in this piece. Milana Leshinsky explains how unscrupulous people can "steal" your e-book, and resell them.  She outlines some ways to make sure this doesn't happen.   Interestingly, some writers want their e-books to be stolen.  In that case, the article suggest ways for your e-book to be stolen!

We are positive the three articles featured here will help you tremendously in your professional and personal development.  Write to us and tell us your views of these articles or of HRD Gateway in general.  We need feedback.

Cheers!

G. K Lim
Editor
HRD Gateway

Feature Article One: Executive Coaching

By Embrace Ltd, Knowledge Hub Resource

Throughout history, both in western and eastern world, people have sought collaborative assistance to help them achieve their goals. Guides, mentors, teachers, and coaches - they've always been with us, illuminating the path to success.

In the last thirty years, coaching began to assume an official role in business. A handful of people, particularly senior executives, began seeking coaches to help them advance personally and professionally. This practice has shown some good results. News of coaching's effectiveness spread, and soon the corporate world embraced it.

Whatever the issue, coaching was there to help. People changed and grew, mastering new skills and achieving more. Businesses prospered. Individual and organizational goals became more aligned.

Today, coaching is a multi-million dollars business, with more than 10,000 coaches worldwide. A vital part of many Fortune 1000 and successful companies, coaching uses formal techniques and quantitative methods to assist hundreds of thousands of people each year maximize their potential, productivity, and achieve greater success.

The value of coaching to develop excellence in sports and artistic performance is well recognized. Coaching can be equally valuable in the business world. At senior levels, occasions for coaching generally fall into the following categories:

• Assimilation of new executives into a different culture. 
• Development of high potential executives by improving communication and management 
  style or by strengthening value systems.  
• Business coaching or mentoring for executives with new responsibilities or significant 
  challenges.
• Remedial work with talented executives who are lacking communication, business or 
  interpersonal skills.
• Transitional counseling to assist executives with career development issues or to help 
  executives successfully exit an organization.
• Assisting senior executives with defining and realizing their legacies.  

What really is Executive Coaching?

Coaching is a formalized, one-on-one process to develop potential, enhance performance, and align goals within an organization.

Based on a collaborative relationship and a clear process, coaching focuses on and moves people to purposeful action.

By working in a completely confidential setting, coaching breaks down barriers to success and challenges individuals to reach new levels of achievement.

Benefits of Executive Coaching

A good coach ignites potential. The individual benefits of coaching are as wide-ranging as the individuals being coached; impacting not only careers, but lives. Some of the most common benefits described by clients include:

• Setting targeted goals and taking deliberate action
• Becoming more self-reliant
• Feeling more satisfied
• Contributing more efficiently and effectively
• Taking greater personal responsibility
• Working more easily and productively with others
• Communicating more effectively
• Working more effectively with difficult personalities
• Handling challenging situations quickly and decisively
• Recognizing efficient ways to change
• Aligning individual goals with organizational objectives
• Experiencing a more enriched personal life
• Sensing greater possibilities

Clearly, these kinds of individual benefits can have a ripple effect throughout an organization, improving morale, retention, efficiency, and productivity.

Systematic coaching takes these wide-scale benefits even further, with services uniquely designed to make a measurable, sustained impact on the organization as well as the individual.

What is more important is that we need to identify and use a good coach.

How do you know if you have a competent coach? Does the coach have to be able to run your organization better than you? No - most tennis coaches have not achieved the star status of their best performing clients.

Does the coach have to be an expert in your industry? Not necessarily. Peter Drucker never ran a high-tech firm. Then what do good coaches have to be able to do?

What A Good Coach Does

A good coach has to be able to do the following for clients:

1) RAPPORT

Tiger Woods and his father are in love with each other. You and your coach don't have to be. But your coach must be able to perceive and appreciate the strengths, talents and unique gifts you bring to your job. Only when appreciation and trust exists will you be able to accept coaching. Otherwise you will naturally respond defensively.

2) OBSERVATION

An effective coach is a keen observer. Keen as in HAWK EYED. The coach observes every gesture, tone, hesitation, choice of words, body language, motion, innuendo, tactic, and decision. A coaching session is not a casual "let's get together and talk." You are being observed from every angle. You should be somewhat startled by how much your coach learns about you in a very short time.

3) FEEDBACK

Change requires mechanisms for accurately perceiving the existing state of affairs so you know what needs to be changed. A strong coach will tell you clearly and precisely what he or she perceives about your behaviors and their effects on others. The coach will choose one or two high-payback behaviors to focus on and not overwhelm you with a stream of observations undifferentiated in importance.

4) CHOICE

A skillful coach will articulate the consequences of your current behaviors - the price you are paying for these and the price you are likely to pay in the future. He or she will encourage you to weigh the costs and benefits of your current behaviors and decide if you want to change these. The coach will respect you making a conscious choice to live with the behaviors or work to change them, but will not allow you to simply use the old behaviors by reason of habit.

5) OPTIONS

An effective coach will help you generate options for different behaviors that would be more productive. The coach will pay attention to which option interests you and encourage you to try that option first as, whether or not it is his or her first choice, you are more likely to stick with it over the long run.

6) REINFORCEMENT

A supportive coach will stay alert for instances in which you are using the new behaviors well and will validate these. Perfection is not a realistic goal, but continuous improvement is. Shining a spotlight on an instance of improved behavior helps you use it as a model for future behavior.  

Selecting A Coach

Before you sign on with a coach, you can and should do your reference checks, but they are not as important as what you experience in your initial encounter.

Coaching is a cumulative process. You and your coach will go over the same or similar ground several times while working together, and each time you will build on previous progress..

But even at first meeting when you discuss your interests with a potential coach, you should be able to experience how the process begins. If you feel you are being seen in fresh and perceptive ways, if you feel appreciated rather than threatened, if you are given feedback which smacks of honesty and options for proceeding which seem workable, you have probably found a good coach with whom you can work with.

At that point my advice is simple - get to work!

How does a typical Executive Coaching Program work?

Initial Consultation - The initial consultation is used for a preliminary formulation of the purpose and goals for the coaching program. At this time the roles of the various parties involved and reporting requirements will be mutually agreed upon. The breadth and limits of confidentiality will also be determined.

Assessment - The assessment process begins with in-depth interviews with the person being coached and her/his immediate superior.

Based on the results of these interviews, appropriate assessment techniques will be selected from the list below to comprehensively determine the developmental needs of the person being coached.

There will be in-depth interviews with other superiors, peers, colleagues, direct reports, family and friends. Shadowing the person being coached will follow.

A series of behavioral assessment using formal assessment instruments will normally be introduced at this stage.

Developmental Planning - A developmental plan is proposed based upon the findings from the assessment phase. The final plan is determined in collaboration with the person being coached and other relevant decision-makers. The plan includes methods to measure progress.

Implementation - During the implementation phase various modalities are utilized including face-to-face coaching sessions, phone coaching sessions, shadowing and feedback, and action learning.

Evaluation - The first evaluation occurs midpoint in the Executive Coaching Program when the client meets with her/his manager regarding the progress of the coaching.

At the conclusion of the program, a final report is prepared based on the measures of progress established in the developmental plan. Since I strive for excellence in my coaching, structured feedback about my performance is obtained from the person being coached and other relevant parties, and this feedback is also included in the report

Executive Coaching In Asia

In Asia, Executive Coaching is not very popular at this moment. Most of it is only carried out in subsidiaries of foreign companies.

The pressure for executive coaching will come when senior executives find themselves unable to manage or lead the younger and more talented generation of managers and executives.

When senior executives start reflecting how they can seek answers for these conceptual, behavioral, and interpersonal issues in the workplace, their need for coaching becomes clear.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
"Embrace Ltd is Asia’s leading Full Service HR Outsourcing Provider. We work with businesses from various industries in the region, helping them reduce cost and improve productivity by capitalizing on HR Optimization Strategies.  The companies we work with employ from as few as 10 people to as many as 10,000.  And in all instances, we have been able to save cost at higher service level of HR delivery for our clients."
www.embrace.com

Feature Article Two: The Bumblebee Syndrome

by G. K Lim

When a teacher doesn't know that a child has a learning disability, she treats him as a normal child and gets amazing results.

The teacher is like the bumblebee.  Scientists studying the bumblebee's body shape conclude that, aerodynamically, it cannot fly.  The bumblebee doesn't know that.  It flies all the same.

There was a teacher who, at the beginning of the school year, entered her new class and found that the children had high IQ.  Well, that was what the record said.  She went on to teach them with enthusiasm and they did very well in the examinations, much to the surprise of the school board.

Later, she found out that the numbers in the record were not IQ points; they were the children's school locker numbers.

An article in an issue of the Readers Digest tells the story of a teacher, Sara, who didn't know that her new student, Larry, had had several heart operations.  The school board had certified him TMR (trainable mentally retarded), meaning, “Don't bother about him, just train him to feed and look after himself.”

Problem was, Sara received Larry long before his records arrived.  She assumed he was EMR (educable mentally retarded), a level much higher than TMR.

The result?  Larry's mother cried when she saw her boy standing straight, and walking and writing as would any other normal boy.  Larry went on to become the school's most popular student.

What do we learn from these stories above?  Well, lots.

For example, we learn ……

1.  To heed the advice of people like Zig Ziglar, Norman Vincent Peale, Earl Nightingale, Napoleon Hill, Deepak Chopra, etc.: whatever the mind accepts as possible, sincerely believes that it's so, and passionately desires it, will eventually become reality.

2.  To stay away from people who put rubbish into your mind.  They have the right to their opinion and views of life; but if these views sound negative to you, don’t try to change them; just move away from them.  Stand tall, move in the company of those who believe in your ability to achieve greatness.

3.  To listen to medical professionals, scientists, psychologists, neurobiologists, etc., who have accepted the documented and proven fact that the mind controls, and has absolute influence, over the body.

4.  To deal with our children from the standpoint of this truth.  Don't steal their glory from them.

The bumblebee wants to fly; it goes ahead and does it.  Sara wanted Larry to grow; she went ahead and did it.  What do you want?  Go ahead and get it.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
G. K Lim is a training consultant, specializing in the core area of persuasion psychology, which includes strategic / tactical selling skills, negotiation skills, customer service excellence, effective presentation skills, emotional intelligence enhancement, personal development, motivation, and mind development.
Copyright 2002 G K Lim

Feature Article Three: E-book Theft: What To Do When It Happens To You

Copyright © 2002 by Milana Leshinsky

Checking my e-mail one Sunday morning, I immediately noticed a message. A chill went down my spine. The subject line said, "Your e-book has been stolen".

I always knew something like this could happen, but never thought it would happen to me... and so soon! I have only released my e-book a few months ago, and already the "digital pirates" went to work.

E-book theft is the biggest fear authors have, especially if they are working on their very first e-book, their "baby".  Most new authors take months writing their e-books, and are worried that as soon as their e-book "hits" the Web, it will be stolen, copied, illegally sold, or even given away.

I. How exactly does an e-book get stolen?

Sharing computer files between friends, family members and colleagues is not a new concept. People have been doing it for decades. But now that they can do it remotely, the number of files shared (e-books and software) has greatly increased.

This is not the authors' main concern, though.

It's the people who get their hands on your e-book and make money reselling it to others in some shape or form. An e-book may be copied, re-written, extracted from, packaged with other e-books, and illegally sold on thieves' web sites.

The worst case, though, is when a thief decides to really make a big chunk of money on your e-book and offers Resale Rights to his customers. This simply means that anybody who buys your e-book from him will also be "allowed" to resell it to others.

Now the Internet is literally flooded with your e-book, and you begin to notice a huge drop in sales AND your income. Every author's worst nightmare.

II. Why would anyone risk getting caught?

While e-books are extremely easy to publish, they are just as easy to steal. "Digital pirates" know it, and take this risk in exchange for making a few bucks (well, actually "my" thief claimed to have made over $10,000 selling my e-books. To this day I don't know if this is accurate, but I am sure it turned out quite profitable for him).

Most people who steal other people's digital products have no respect or appreciation for hard work and talent it takes to produce a quality product. "You put a few words together and now charging $50 for it!", complained the thief in one of his messages to me. (How ironic - I thought it was my place to complain!)

An e-book is mostly prone to theft when 2 things are true:

a) The topic is hot and in demand, so it will be easy to make money selling it.

b) If you sell Master Reprint Rights to your e-book, which makes it difficult to track who resells it legally and who has not paid for the rights to sell it.

III. What steps to take when it happens to you?

If you have just discovered that your e-book is being illegally sold on another web site, stop. Take a deep breath. Has your e-book been really stolen? Go through this list to rule each situation out:

a) You sold Reprint Rights to this person and forgot about it 

b) This merchant simply sells a demo version of your e-book

c) This merchant has purchased Reprint Rights from one of your authorized reseller (who holds the Master Rights to your e-book)

d) The e-book has a similar title and content, but is not YOUR e-book.

e) The seller may be not aware that he is infringing on your rights, and is selling your e-book by mistake (this is only the case if you offer Reprint Rights to your e-book)

If you ruled every item on this list, it's time to take action.

1) Find out the name of the person who is reselling your e-book. You can do this by doing a "Whois" search on Network Solutions web site (www.netsol.com). The search will reveal to you the name of the person who registered the domain name for the illegal site, his e-mail address, mailing address, and a phone number. There is no guarantee that this information is 100% accurate, but it's worth a try.

Your perpetrator's web site may also contain his name and e-mail address. Your first step is to send him a polite but firm message. Ask for an explanation, and wait 24 hours for his reply. If you do not get a response, or he refuses to remove your e-book from his web site, move on to the next step.

2) Find out the name of the hosting company, domain name registrar, and the Internet Service Provider (ISP). The hosting company may be listed under Technical Contact when you do the "Whois" search, or under "Domain Servers" at the bottom of the listing. It may look something like this: NS181.PAIR.COM.  Enter this address into your Internet browser location bar and you will see that this site belongs to www.Pair.com.

The ISP may be located right in the person's e-mail address. For example, if the e-mail is jsmith@earthlink.com, then the ISP is Earthlink.com. If the web address is hosted by a free hosting company (e.g. www.tripod.com/members/~jsmith) then grab the phone number of their customer service or even a fraud department.

Contact as many of these agencies as possible to inform them of the situation. Firmly ask them to suspend their services for this client. Always be calm and polite in your first message. 

Charles Petit, an attorney and the webmaster of www.authorslawyer.com says that "Some ISPs... claim that they will not take any action without seeing the certificate of copyright registration.  Don't believe them. This is really just lawyerese for "we won't resolve disputed copyrights." The United States Copyright Law (17 U.S.C. section 512) makes the ISP responsible once notified of the infringement in writing, and is signed "under penalty of perjury." The copyright need not have been registered at all, mentions Mr. Petit. "It is required only for a lawsuit, and late registration only limits the remedies available in court."

Be sure to "immediately print the outgoing message and sign and date the printout", mentions Mr. Petit. Mr. Petit's more-detailed discussion, including sample letters, is at www.authorslawyer.com/c-pir0.shtml 

3) Be sure to also contact the payment processor. Most thieves use a third party processor such as PayPal or ClickBank. Contact them immediately asking them to close their client's account.

4) In most cases, by this time your problem will be solved.  The hosting company will suspend their services, the payment processor will stop processing payment, or the ISP will stop the thief's Internet Service.

If not, you may need an attorney who handles intellectual property disputes such as an e-book theft. It may take just a letter from him or her to resolve this situation.

You may think, "I will let it go - it's only one person, how much harm can he possibly do?". One illegal reseller is most likely not going to hurt your business. But if you don't take measures to stop more than one thief, you may slowly notice a drop in sales, as the Internet becomes saturated with your product.

Do take basic measures outlined in the steps above. It won't take you more than a couple of hours, but will save your business cash flow in the long run.

IV. How can you prevent e-book theft?

Catching and pursuing your thieves is not easy and time-consuming. Many e-book authors choose to prevent such situations before they even write their e-books. Here are some ways that you can stop theft before it happens.

1) Use an e-book compiler that makes your e-book 100% theft-proof. "E-book Pro" offers you such protection. With it you can remotely cut off access to anyone who stole, illegally redistributes, or otherwise loses their right to your ebook. Developed by the Internet Marketing guru, Cory Rudl, this is the ONLY software on the market that offers such protection for your e-books. You can check it out at: www.helpingfoot.com/ebook-security.html

2) Always hide the contents of a directory where your e-book file is located. There is not much you can do if your customer decides to resell your e-book, but for those who are looking for easy-to-steal files, be sure to place "index.html" in that directory. This will insure that your files are invisible to Internet users.

3) Give your e-book a creative file name. I noticed that at least once a day someone tries to "guess" my e-book file name by typing different ones in. Don't name your e-book file close to its title.

4) Password protect your e-books, and change your password at least once a month. This can be easily done through your hosting company control panel, or via a CGI script.

5) Do a search on your e-book title (and your name) at least once a month to see if anyone is selling your e-book without your knowledge. When you start selling Reprint Rights, be sure to save all the names of your resellers. This way you will always know whether this person is authorized to resell your e-book.

IV. How can you take advantage of e-book theft?

Yes, you read it right. Some authors actually take advantage of their e-books being stolen, especially those writers who have been in such situations before.

Here is the thinking behind this concept. If a thief truly wants your e-book, he will find a way to get it. Even if it means typing it up manually!

Instead of doing everything possible to stop the theft, authors take it into consideration BEFORE writing their e-books. Here is how you can do it, too.

1) Promote yourself, other e-books, your services, your newsletter, and your web sites throughout the e-book. If you're giving examples, try to use your own web sites and your own experiences to illustrate.

2) Always have at least one more product for sale as your back-end product. Mention it throughout your e-book and link to it where needed.

3) Be sure to offer an incentive to your readers (whether they come from you or your thieves) to subscribe to join your mailing list. Give away a free report, a free e-book, a free newsletter, a free pen, etc. just to capture their e-mails. You will then be able to send them follow-up messages and special promotions.

4) Create more and more e-books of interest to the same audience. Since they can't get more from the thief, they will get it from you!

5) Put a lot of personality in your e-book. It will make it harder to steal and claim as somebody else's, will make you develop close relationships with your customers, and will make your e-book better.

In my own e-book development, I try to combine all of the above - prevention, pursuing, and promotion. But here is to your e-books never to be stolen! :-)

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Milana Leshinsky is a full-time Internet Entrepreneur, and the author of a web design manual for beginners, "Create Your First Business Web Site in 10 days".
www.firstbusinesswebsite.com

PSTD National Convention

Dates: 9, 10 & 11 October 2002
Venue: MMLDC Antipolo, Philippines

The National Convention of the Philippine Society of Training and Development is to be held in October. The organization is a non-stock, non-profit professional organization of Human Resource and Organization Development practitioners in the country. Organized in 1965 to serve the professional needs of the practitioners in the country, it has been in existence for the past 35 years now. Activities include the conduct of monthly learning sessions of current trends, technologies and practices in HROD profession, seminars and workshops for trainers, conferences, symposium, expositions of training technologies and networking. Its current institutional and individual membership includes more than 600 from the business, industry, academic, government, and non-government organizations.

This convention is a great event for HRD professionals to learn and network with each other. Visit their Web site for more info: www.pstd.tk. 

Book Review: First, Break All The Rules
by G. K Lim

If you think you can change people, think again.  If you think one of a manager's job is to help people improve upon their weaknesses, think again.  If you think climbing the corporate ladder is the best way to improve one's position in the corporate world, well, you got it, think again.

This book, written by Marcus Buckingham and Curt Coffman, and based on 25 years of research by the Gallup Organization,  on over 1 million respondents, has debunked a number of management "myths".  I put myths in inverted commas simply because they were "truths" -- until First, Break All The Rules  (published by Simon & Schuster, London, New York, 1999, ISBN 0-68486138-0) came along.

The Gallup Organization discovered, after asking one million people hundreds of different questions on the subject of managing others, that people excel only when their talents are put to use.  Talents are the recurring patterns of thought and behavior that can't be turned on and off at will. They can't be created or altered.  According to the authors, people don’t change much. Managers should not waste time changing their subordinates, or making them into what they are not.  You cannot give new talent to a person.

The books suggests that every human being has talent, and all roles/functions/jobs in a company require talent.  You cannot train or develop talent, but you can train, develop and enhance skills and proficiencies.  Talent leads to interest; interest leads to motivation; motivation leads to a desire to learn; a desire to learn leads to skills and proficiencies

As for the corporate ladder, the authors suggest that you should throw it away.  For example, good sales person might not perform well if she is promoted to sales manager position.  She might not have the talent to manage others.  Instead, let her continue in the sales position, but improve upon the salary and benefits.

The book is available for sale at Amazon.com.

Attitude Vitamins

The world is moving so fast these days that the man who says it can't be done is generally interrupted by someone doing it. -- Harry Emerson Fosdick

What do I think about when I strike out? I think about hitting home runs. -- Babe Ruth

More power than all the success slogans ever penned by human hand is the realization for every man that he has but one boss. That boss is the man -- he -- himself. -- Gabriel Heatter

We must not bury our talents, but invest them, spend them, pour them out. Then we will have even more. -- Zig Ziglar

Better hazard once than always be in fear. -- Thomas Fuller

My philosophy is that not only are you responsible for your life, but doing the best at this moment puts you in the best place for the next moment. -- Oprah Winfrey

If you don't understand yourself you don't understand anybody else. -- Nikki Giovanni

Abundance is not something we acquire. It is something we tune into. -- Wayne Dyer

How we think shows through in how we act. Attitudes are mirrors of the mind. They reflect thinking. -- David J. Schwartz

Desire is the starting point of all achievement, not a hope, not a wish, but a keen pulsating desire which transcends everything. -- Napoleon Hill

Links of Interest

1. The 2002 Human Development Report in Canada was released on 24 July 2002. The central theme of the Report this year is “deepening democracy in a fragmented world”. There are main headings: first, the concept of human development and the human development index (HDI); second, the state and progress of human development in the world; and, third, the main findings of the 2002 Human Development Report with regard to the role of democracy in a fragmented world. Read the article. 

2. The latest issue of Human Potential International, a web based ezine published by Malaysian Society for Training and Development (MSTD) is now up for viewing by all. The articles include "Transfer of Learning" by Surjit Singh, "The Burning Bush # 4" by Hj. Mohd Hazri Humphreys Abdullah, and "Cultural Adaptability" by Maxine Dalton.   Read them here.

3. Mind Bloom is a site on the web that challenges you to be creative in the company of creative people! It's up to you and the minds of like-minded people to develop and fine-tune all ideas in a creative manner so that those very ideas resemble something that will be of use to all of humanity. This site facilitates discussions, inspires your mind for ideas and excites all those who participate in search of inspiration.  There is also a special section devoted to children that shows you how parenting and bringing up children can be a whole lot easier and fun for you and your child.

Organization News

1. Brunei-Malaysia Exchange Meeting
On August 24, 2002, Editor G K Lim (and Mrs Lim) drove General Secretary Mazlan Gapar (Brunei) from Kuala Lumpur to Penang to meet with VP of Programs Dr. Kim Phaik Lah. It was a pleasant and rewarding meeting for all three. 

2. HRD Gateway Meetings in Philippines and Singapore
The September meeting for HRD Gateway and HR Philippines members has been scheduled for 4 September 2002 in Manila. Please contact Raffy Perfecto if you are interested in participating. More info will be sent to you later. For Singapore, Dr. James Lin and Hari Ramadas is calling a similar monthly meeting. Please contact Dr. James Lin for more info.

3. HR Summit 2002 Singapore
Dr. James Y Lin was one of the speakers at the recent HR Summit 2000 Singapore.  HRD Gateway was the Supporting Organization, and HR Singapore the Media Partner, for the event. James presented two papers at the event, “New attitude for new economy” and “Humor resource for human resource.” “There were about 500 in my section,” James says, “and the programs were very well received.  The problems were the influx of last minute registrations.  So the venue had to be moved in the last minutes. They expected to have 800 participants but ended up with nearly 1,300.” According to James, the popularity of this HR Summit was because of the relatively affordable fee (S$70 for two days) charged to participants.  In the past such events would cost them an arm and a leg, and only top executives could attend.  For this event, some companies sent three or four of their staff members to experience first hand knowledge, instead of regurgitation from their superiors. James had HRD Gateway flyers displayed and distributed.  His disappointment was that he did not have time to plan for a more attractive booth.

4. New VPs and Advisor
HRD Gateway welcomes the following new officers on board: Mr. Raghav Rao of India, VP of Information Services, Jayadeva de Silva of Sri Lanka, VP of Human Resources, and Mr. AG Balasubramanian of India, Executive Advisor. Their profiles are posted in the Executive Team section: www.hrdgateway.org/hub1/executive.htm.

5. Member Survey Results. HRD Gateway initiated a mini online survey in July/August period to better understand the interests and needs of its members. Nine people participated in the survey, and the results are summarized below: 

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

Copyright © 2002 HRD Gateway and Contributors. Email This Page.