Monday, November 4, 2019
Bilamana kita benar-benar menyakini sepenuhnya bahawa Allah itu Maha Satu (Simbol 1) dan kita mengosongkan diri kita dengan meletakkan keyakinan sepenuhnya bahawa kita tidak mampu menghasilkan apa-apa tanpa keizinanNya (Simbol 0) lalu bersandar sepenuh padaNya (Simbol /), maka possibility yang mampu kita hasilkan adalah tidak terbatas! (Infiniti)
Jom jadi Mr Zero!
Wednesday, October 30, 2019
It is a lovely night with a feel
It's a lovely night with a good feel
So forget whatever happened today
You just have to think about
The day that is going to come
Feel that silence in the air
Graceful heart that wants to care
Good night and feel so good
As it's a lovely night today
The moon that sparkles bright
You have a reason to feel all right
The night and its charming way
Will surely make your day
For a day that will bring more light
Wishing you a lovely Good night!
A beautiful day
A beautiful sunrise and a new day,
Where you can have your say,
Take this day as a start,
Of another bright day,
The day has just started
The day has just begun,
With positive vibes and fun,
So smile and embrace the same,
Reach out to your aim,
Because each day gives a fair chance to play,
So, go ahead and have a nice day,
Good morning to you,
For everything relaxed and new!
Tuesday, October 29, 2019
Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics).
In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.
Specifically the need for training arises because of following reasons:
1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes that require trained staff possessing enough skills. The organization should train the employees to enrich them with the latest technology and knowledge.
2. Organizational complexity:
With modern inventions, technological upgradation, and diversification most of the organizations have become very complex. This has aggravated the problems of coordination. So, in order to cope up with the complexities, training has become mandatory.
3. Human relations:
Every management has to maintain very good human relations, and this has made training as one of the basic conditions to deal with human problems.
4. To match employee specifications with the job requirements and organizational needs:
An employee’s specification may not exactly suit to the requirements of the job and the organization, irrespective of past experience and skills. There is always a gap between an employee’s present specifications and the organization’s requirements. For filling this gap training is required.
5. Change in the job assignment:
Training is also necessary when the existing employee is promoted to the higher level or transferred to another department. Training is also required to equip the old employees with new techniques and technologies.
Importance of Training:
Training of employees and mangers are absolutely essential in this changing environment. It is an important activity of HRD which helps in improving the competency of employees. Training gives a lot of benefits to the employees such as improvement in efficiency and effectiveness, development of self confidence and assists every one in self management.
The stability and progress of the organization always depends on the training imparted to the employees. Training becomes mandatory under each and every step of expansion and diversification. Only training can improve the quality and reduce the wastages to the minimum. Training and development is also very essential to adapt according to changing environment.
Counselling is the process that occurs when a client and counsellor set aside time to explore difficulties which may include the stressful or emotional feelings of the client.
The act of helping the client to see things more clearly, possibly from a different view-point. This can enable the client to focus on feelings, experiences or behaviour, with a goal of facilitating positive change.
A relationship of trust. Confidentiality is paramount to successful counselling. Professional counsellors will usually explain their policy on confidentiality. They may, however, be required by law to disclose information if they believe that there is a risk to life.
Counselling is not:
- Giving advice.
- Being judgemental.
- Attempting to sort out the problems of the client.
- Expecting or encouraging a client to behave as the counsellor would behave if confronted with a similar problem in their own life.
- Getting emotionally involved with the client.
- Looking at a client’s problems from your own perspective, based on your own value system.
Like coaching, counselling is rooted in the principle that individuals can help themselves, provided that they receive the right kind of support.
A counsellor is not there to tell their clients what to do, or how to do it, but to help them work out for themselves what they are going do, and the best approach to take. It is, therefore, very individual and person-centred, and those who provide counselling need to remember that above all.
Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protégé).
The focus of mentoring is to develop the whole person and so the techniques are broad and require wisdom in order to be used appropriately. A 1995 study of mentoring techniques most commonly used in business found that the five most commonly used techniques among mentors were:
Accompanying: making a commitment in a caring way, which involves taking part in the learning process side-by-side with the learner.
Sowing: mentors are often confronted with the difficulty of preparing the learner before he or she is ready to change. Sowing is necessary when you know that what you say may not be understood or even acceptable to learners at first but will make sense and have value to the mentee when the situation requires it.
Catalyzing: when change reaches a critical level of pressure, learning can escalate. Here the mentor chooses to plunge the learner right into change, provoking a different way of thinking, a change in identity or a re-ordering of values.
Showing: this is making something understandable, or using your own example to demonstrate a skill or activity. You show what you are talking about, you show by your own behavior.
Harvesting: here the mentor focuses on "picking the ripe fruit": it is usually used to create awareness of what was learned by experience and to draw conclusions. The key questions here are: "What have you learned?", "How useful is it?".
Coaching is a form of development in which an experienced person, called a coach, supports a learner or client in achieving a specific personal or professional goal by providing training and guidance. The learner is sometimes called a coachee.
Occasionally, coaching may mean an informal relationship between two people, of whom one has more experience and expertise than the other and offers advice and guidance as the latter learns; but coaching differs from mentoring by focusing on specific tasks or objectives, as opposed to more general goals or overall development.
Coaching is applied in fields such as sports, performing arts (singers get vocal coaches), acting (drama coaches and dialect coaches), business, education, health care, and relationships (for example, dating coaches).
Coaches use a range of communication skills (such as targeted restatements, listening, questioning, clarifying, etc.) to help clients shift their perspectives and thereby discover different approaches to achieve their goals.
These skills can be used in almost all types of coaching. In this sense, coaching is a form of "meta-profession" that can apply to supporting clients in any human endeavour, ranging from their concerns in health, personal, professional, sport, social, family, political, spiritual dimensions, etc. There may be some overlap between certain types of coaching activities. Coaching approaches are also influenced by cultural differences.
Business coaching is a type of human resource development for business leaders. It provides positive support, feedback, and advice on an individual or group basis to improve personal effectiveness in the business setting, many a time focusing on behavioural changes through psychometrics or 360-degree feedback. Business coaching is also called executive coaching, corporate coaching or leadership coaching. Coaches help their clients advance towards specific professional goals.
These include career transition, interpersonal and professional communication, performance management, organizational effectiveness, managing career, and personal changes, developing executive presence, enhancing strategic thinking, dealing effectively with conflict, and building an effective team within an organization. An industrial-organizational psychologist may work as an executive coach.
Business coaching is not restricted to external experts or providers. Many organizations expect their senior leaders and middle managers to coach their team members to reach higher levels of performance, increased job satisfaction, personal growth, and career development. Research studies suggest that executive coaching has positive effects on workplace performance with some differences in the impact of internal and external coaches.
Monday, October 28, 2019
Untuk sebuah bangsa merdeka
jauhlah daripada rendah diri dan hipokrasi
mimpi malam kolonialisme yang ngeri
keluh-kesah hak asasi
menghilang identiti diri.
Untuk sebuah bangsa merdeka
luas dalam horizon perjuangan
tiada lupa akar bangsa
serta sejarah yang mengalurkan nama megahnya
tiada lupa tentang jerit bahasa.
Untuk sebuah bangsa merdeka
teruslah bergelut dengan dilema yang mengganggu citra unggul
semakin kuat ditekan makin kemas berpegang kepada ikatan
bukan nama simbol keris merdeka
tapi semangatnya menjadi tajam hingga akhirnya.
Seperti sebuah jarak padang terbuka
tetap berani dengan kewujudan dirinya
seorang yang memahami tangis bangsa
monolog pada dirinya sendiri
bersyukur kepada hari-hari lalunya.