A work shop on soft skils & job readiness

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions
Gr. Noida

Learner Groups presents
A WORK SHOP ON
SOFT SKILLS & JOB READINESS

Supervised By
Mr. Pawan Kumar Tripathi (Faculty of HR)
&
MR. Sarvendu Tiwari (Faculty of finance)

Department of management studies
Skyline Group of institutions, Greater noida

A WORK SHOP ON
Gr. Noida
SOFT
SKILL
&
JOB
READINESS

Presented
By-
Learners group

Agenda of the workshop
 Starting of work shop P1&P2  Resume writing (P3)
 Introductions (P3)  Group Discussion
 Skyline a right for job seekers (video  Videos of Group Discussion (asses
clip of job fair) your fault)
 Introduction about the personality  Body language
 Temperament  Interview
 Swami Vivekananda concept of  Videos of interview (asses your fault)
personality development (P4)  Strategy for cracking the interview
 Inter-personal skills (P3)  Wanted to become smart (P12)
 Johari window  Seven good thoughts (P13)
 Questions answer session  Essentials of a professionals (P14)
 Tata company (P5)  Identity of a professionals (P3 )
 Reliance group (P6 & P7)  Motivational PPT
 Soft skills (P3)  Questions answer session (
 Maruti Suzuki (P8) PRESENTATER 1 TO 16 ALL)
 Dabur (P9) (P10) (P11)  Valedictory session. (P1 & P2 )

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of
institutions Gr. Noida

Introductions: Learners
Group
 Miss. Runi kumari  Mr. Omkarnath tiwari
 Miss. Khusbhoo  Miss. Devender kaur

 Mr. Satyesh C. Gupta  Mr. Manish mishra
 Mr. Shishir mishra  Mr. Anand singh
 Mr. Ram dular  Mr. Shavej ali
 Mr. Binay kumar  Miss. Arti shah
 Miss. Noopur  Mr. Jivanlal patel


Skyline a right for job seekers


INTRODUCTION
 Are you a job seeker?
 Is job necessary for you?
 Would you think you have a good personality?
 Are you good communicator?
 Are you ready for the job now ?
 Are you ready to sell yourself ?
 Have you asses your value ?


Now you are at right place

Come
let us
know
some
thing

Changing scenario: A raised bar
 The bar has been raised by the industry.
 For decades the main focus of the industry
was on hard skills.
 Hard skills means skills to perform only the job
functions
 The era of LPG changed the realm of industry.
 The industry ambience is undergoing a rapid
transformation.


Cont---------------
 Now the industry required very different skills.
 With the disappearance of a protected
economy, successfully competing with the
world’s best, not only the local group, is a vital
to the success of the companies and
individuals.
 This calls soft skills and personalities that go
beyond depth knowledge and qualifications.


Remember

Personality and soft skills
are the indispensible
wheels that help the
monolith of the modern
industry

The right personality for the job
 At all levels of the organizations, is people with
the right personality.
 That suits the requirements of the job.
 There is not a fix personality that is right for all
roles and circumstances.
 Some positions and situations calls for
aggressive and bold leadership from the front.


The right personality for the job
 A personality that has the backbone of
courage and clarity of thinking, and one that
exhibits strong and soft skills in verbal or
written com skills will be immensely successful
in such a scenario.


Reflect your personality
 The criticality of personality and soft skills in
career growth starts at the very outset when—
 Writing the resume
 Going through the Hiring process such as—
 Group discussion
 Job interview


These are you: you can if you
will


Resume
 A person’s resume provides the employer the
first glimpse of a candidate personality.
 A candidate brings out his /her attributes while
writing the curriculum-vitae.
 Looking the resume the employer creates a
first impression of the personality of the
candidate, even before the interview.


Group discussion
 The Group discussion is the integral part of
selection process.
 A group settings, coupled with a carefully
chosen topic, brings out the real personality
and multiple soft skills of participants.
 GD also bring out the sharp contrast between
different personalities– a good listeners, poor
listeners, good and poor communicators,
introverts and extroverts and so on.

Job interview
 Job interview are the possibly the most
important opportunity to exhibits one’s
personality traits and soft skills.
 Form the moment you entered into the room
your personality is started to observe by
employer.
 Your selections depends upon the hard skills
and more on soft skills exhibited.
 The examples chosen by candidates reflect
their Kumar Tripathi Asst. Professor (HR) skyline Group of
Pawan
strength and weakness.

Soft skills for the first job or in early
stage of career advancement
 The key soft skills required are—

 COM skills
 Teaming and interpersonal skills
 Learning
 Positive attitude


Personality traits and soft skills for
the future career advancement
 The skills required are ----

 Leadership
 Depth knowledge domain- hard skills
 Balanced and consistent COM skills
 Coaching through story telling.
 Logical & rational thinking
 Decision making

Know your personality

A positive move

Personality development

Poor Personality Good Personality


Personality

― I know that I had come face to face with some
one whose mere personality was so
fascinating that, if I allowed it to do so, it would
absorb my whole nature, my whole soul, my
very art itself‖

-- Oscar wilde


Personality
 Personality is concerned with the
psychological pattern of an individual---
 Thoughts
 Emotions
 And feelings
 Which are unique to a person


Moulding your personality

 In fact the totality of character , attributes and
traits of a person are responsible for molding
his/her personality.


Personality : intro---
 The term personality comes from Latin word
persona which means mask.

In layman language personality is a set of
qualities that makes a person different from
others.


 Reputations is what people think you are
 Personality is what you seems to be

 Character is what you really are


Personality attributes and their
characteristics
Individual personality
characteristics
attributes
 Maturity  Wisdom, sagacity,
depth
 Achievement-
oriented  Performance and goal
oriented
 Intellectual  Sharp, intelligent
 Emotional  Excessive feelings
 Energetic  Active, Agile
 Physical attribute  Healthy, robust, strong
 Material attributes  Spendthrift, possessive

Temperaments
 Happy
 Sadness
 Gloomy
 Cheerful
 Jovial
 Anger
 loneliness


Temperaments
 Personality temperament have its origin in 400
BC

 Great physician Hippocrates categorized the
personality patterns into four types depending
on the bodily fluid or humors.

 According to Hippocrates four main humors or
bodily fluid are found in human body

 The four main humors are – yellow bile, black
bile, blood and phlegm

 Any one fluid out of all four is in dominant state

 The nature and temperament of the person
depends upon the domination of that fluid


 Yellow bile –

 The domination of yellow bile in a person gives
rise to irritable behavior.

 The person is found more often restless and hot-
blooded

 These kind of persons are termed as ―choleric‖


 Black Bile-

 Dominant state of this fluid arise symptoms of
depression in the person

 These kind of persons are known as
―melancholic‖


 Blood-

 The dominant state of this fluid makes the person
cheerful and jovial

 The persons with dominant blood fluid is known
as ―Sanguine‖


 Phlegm-

 The dominant state of this fluid in a person gives
rise to calmness and inactiveness

 Such persons are less emotional

 Suchpattern of personality is called ―Inactive or
phlegmatic‖


Ancient Greek Humors
Calm Irritable

Optimistic Depressed

According to this categorizations
temperaments can be categorized
as-
 Sanguine temperaments  Caused by excess of
blood
 Melancholic
temperaments  Caused by excess of
spleen
 Phlegmatic
temperaments  Caused by excess of
phlegm
 Choleric temperaments
 Caused by excess of
bile

Attributes and temperaments

Attributes Temperaments

 Sanguine  Optimistic, confidents,
temperaments hopeful , cheerful
 Sad, miserable,
 Melancholic gloomy
temperaments
 Placid, indifferent,
apathetic
 Phlegmatic
temperaments
 Angry, irritable, hot
tempered
 Choleric temperaments skyline Group of
Pawan Kumar Tripathi Asst. Professor (HR)

Personality pattern
 According to a theory expostulated by Carl
Jung (1875-1961) a contemporary of Freud, all
personal characteristics are by-product of two
fundamental attitudes types—
 Introversion
 Extroversion
 Besides these several temperaments also
plays a vital role in determining personality


Are you believe?

 Personality is god gifted (by borne)

 Personality can be mould, shaped and refined.


 Personality, unlike what many people believe,
is not in born and static.
 It can be consciously developed and changed.
 With conscious effort , one can project the
desired personality.


 Personality is our ornaments identity, as
perceived by others.
 A particular personality can be groomed


Freudian analysis of personality
 Id
 Ego
 superego


Freud’s
Three-Part Personality Structure

Id

Ego

Superego

The Id

 Is the original personality, the only part present at birth
and the part out of which the other two parts of our
personality emerge
 Resides in the unconscious mind

 Includes our biological instinctual drives,
the primitive parts of our personality
located in our unconscious

 The nervous system, as id, translates the
organism's needs into motivational forces
called, in German, Triebe, which has been
translated as instincts or drives. Freud also
called them wishes.
 Life instincts for survival, reproduction,
Pawan Kumar Tripathi Asst. and pleasure
Professor (HR) skyline Group of
 Death instincts, destructive and

The Id..

 Id Operates on a pleasure principle; that is, it demands
immediate gratification for these drives without the concern for
the consequences of this gratification

 For tension reduction aroused out of the mental conflict, Id
uses two mechanism:
 Reflex action- In this mechanism ID reduces tension by
responding to the source of tension. E.g. coughing,
sneezing, blinking of eyes

 Primary Process- In this process the person imagines the
situation or the thing from which he has been deprived to
reduce the tension

The Ego

 Starts developing during the first
year or so of life to find realistic and
socially-acceptable outlets for the
id’s needs
 Operates on the reality principle,
finding gratification for instinctual drives
within the constraints of reality (the
norms and laws of society)
 Part of the ego is unconscious (tied to
the id) and part of the ego is conscious
and preconscious (tied to the external
world)
 Serves as the executive (HR) skyline Groupthe
Pawan Kumar Tripathi Asst. Professor manager of of
personality institutions Gr. Noida

The Superego

 Represents one’s conscience and
idealized standards of behavior in their
culture
 Operates on a morality principle, threatening
to overwhelm us with guilt and shame
 The demands of the superego and the id will
come into conflict and the ego will have to
resolve this turmoil within the constraints of
reality
 To prevent being overcome with anxiety
because of trying to satisfy the id and superego
demands, the ego uses what Freud called
defense mechanisms, processes that distort
reality and protect us from anxiety Noida
institutions Gr.

Dynamic or structural Model

 According to Freud structural model refers to
those means by which the mental conflicts
aroused out of instincts are resolved

 By instincts Freud referred to An inborn pattern
of behavior that is characteristic of a species
and is often a response to specific
environmental stimuli


Defense Mechanisms
Repression Unknowingly placing an Not remembering a
unpleasant memory or traumatic incident in
thought in the unconscious which you witnessed a
so that we are not anxious crime
about them; the primary
defense mechanism
Regression Reverting back to Throwing temper tantrums
immature behavior from an as an adult when you
earlier stage of don’t get your way
development
Displacement Redirecting unacceptable Taking your anger toward
feelings from the original your boss out on your
source to a safer substitute spouse or children by
target yelling at them and not
Pawan Kumar Tripathi Asst. Professor (HR) skyline Groupyour boss
of

Defense Mechanisms
Sublimation Replacing socially Channeling aggressive
unacceptable impulses drives into playing football
with socially acceptable or inappropriate sexual
behavior desires into art
Reaction Acting in exactly the Being overprotective of
opposite way to one’s and lavishing attention on
unacceptable impulses an unwanted child
Projection Attributing one’s own Accusing your boyfriend
unacceptable feelings and of cheating on you
thoughts to others and not because you have felt like
yourself cheating on him
Rationalization Creating false excuses for Justifying cheating on an
one’s unacceptable exam by saying that
feelings, thoughts, or everyone else cheats
behavior institutions Gr. Noida

Unhealthy Personalities

Develop not only when
we become too
dependent upon defense
mechanisms, but also
when the id or superego
is unusually strong or the
ego unusually weak


Swami Vivekananda concept of
Personality development
 According to the
vedantic concept
advocated by Swami
Vivekananda, all round
harmonious
development of is
possible if proper
attention is given to the
five dimensions.


Vedanta 5 traits
 Physical self
 Energy self
 Intellectual self
 Mental self
 Blissful self


Inter-personal skills


interpersonal skills
 An interpersonal relationship is an association
between two or more people that may range from
fleeting to enduring.
 This association may be based on
inference, love, solidarity, regular business
interactions, or some other type of social
commitment. Interpersonal relationships are
formed in the context of social, cultural and other
influences. The context can vary
from family or kinship relations, friendship, marria
ge, relations with associates, work, clubs,
neighborhoods, and places of worship. They may
be regulated by law, custom, or mutual
agreement, andProfessor (HR) skyline Group of social
Pawan Kumar Tripathi Asst.
are the basis of
groups and society asinstitutions Gr. Noida
a whole.

Types of relationships
 A relationship is normally viewed as a connection between
individuals, such as a romantic or intimate relationship, or
a parent–child relationship. Individuals can also have
relationships with groups of people, such as the relation
between a pastor and his congregation, an uncle and a
family, or a mayor and a town. Finally, groups or even nations
may have relations with each other, though this is a much
broader domain than that covered under the topic of
interpersonal relationships.
 Interpersonal relationships usually involve some level of
interdependence. People in a relationship tend to influence
each other, share their thoughts and feelings, and engage in
activities together. Because of this interdependence, most
things that change or impact one member of the relationship
will have some level of impact on the other member.


Factors affecting interpersonal relationship
Self concept
(Belief ,Feeling
Behaviors)

Interpersonal
Interpersona Factors need
l affecting (need for
attractions affections,
IPR control and
inclusions)

Interpersonal
orientations
(Tough battler,
friendly helper
and objective
thinker) Gr. Noida
institutions

Developing IPR
Key actions-

 Forming first impressions.
 Developing Mutual expectations.
 Honoring psychological contract.
 Developing trust and influence.


Understanding interpersonal
relations


Gr. Noida

―Johari window‖

INCREASING
INTERPERSONAL
AWARENESS

Johari window
 The Johari window is a technique created
by Joseph Luft and Harry Ingham in 1955 in
the United States, used to help people better
understand their relationship with self and
others. It is used primarily in self-help groups
and corporate settings as a heuristic exercise.


Conti-----
 Open: Adjectives that are selected by both the
participant and his or her peers are placed into
the Open quadrant. This quadrant represents
traits of the subjects that both they and their
peers are aware of.
 Hidden: Adjectives selected only by subjects,
but not by any of their peers, are placed into
the Hidden quadrant, representing information
about them their peers are unaware of. It is
then up to the subject to disclose this
information or not.

 Blind Spot: Adjectives that are not selected by
subjects but only by their peers are placed into
the Blind Spot quadrant. These represent
information that the subject is not aware of, but
others are, and they can decide whether and how
to inform the individual about these "blind spots".
 Unknown: Adjectives that were not selected by
either subjects or their peers remain in
the Unknown quadrant, representing the
participant's behaviors or motives that were not
recognized by anyone participating. This may be
because they do not apply or because there is
collective ignorance of the existence of these
traits. Tripathi Asst. Professor (HR) skyline Group of
Pawan Kumar

Increasing awareness (with time passes)


TA offers a model of personality and the dynamics of
self and its relationship to others that makes possible a
clear and meaningful decisions of behavior

Transactional analysis


TA cont--
 Transactional Analysis is a theory developed by Dr. Eric
Berne in the 1950s. Originally trained in psychoanalysis,
Berne wanted a theory which could be understood and
available to everyone and began to develop what came to be
called Transactional Analysis (TA). Transactional Analysis is a
social psychology and a method to improve communication.
The theory outlines how we have developed and treat
ourselves, how we relate and communicate with others, and
offers suggestions and interventions which will enable us to
change and grow. Transactional Analysis is underpinned by
the philosophy that:
 people can change
 we all have a right to be in the world and be accepted

Different ego states under TA
At any given time, a person experiences and manifests their
personality through a mixture of behaviours, thoughts and feelings.
Typically, according to TA, there are three ego-states that people
consistently use:
 Parent
 Adult
 Child


Parent ("exteropsyche")
a state in which people behave, feel, and think in
response to an unconscious mimicking of how their
parents (or other parental figures) acted, or how they
interpreted their parent's actions. For example, a person
may shout at someone out of frustration because they
learned from an influential figure in childhood the lesson
that this seemed to be a way of relating that worked.
1. Nurturing parent ego
2. Critical parent ego


Adult ("neopsyche")
a state of the ego which is most like a computer
processing information and making predictions
absent of major emotions that could affect its
operation. Learning to strengthen the Adult is a
goal of TA. While a person is in the Adult ego
state, he/she is directed towards an objective
appraisal of reality.


Child ("archaeopsyche")
a state in which people behave, feel and think similarly to
how they did in childhood. For example, a person who
receives a poor evaluation at work may respond by
looking at the floor, and crying or pouting, as they used
to when scolded as a child. Conversely, a person who
receives a good evaluation may respond with a broad
smile and a joyful gesture of thanks. The Child is the
source of emotions, creation, recreation, spontaneity
and intimacy.
 Natural child
 Adaptive child
 Rebellion child

Transactions and Strokes
 Transactions are the flow of communication, and more
specifically the unspoken psychological flow of
communication that runs in parallel. Transactions occur
simultaneously at both explicit and psychological levels.
Example: sweet caring voice with sarcastic intent.
 Strokes are the recognition, attention or responsiveness that
one person gives another. Strokes can be positive
(nicknamed "warm fuzzies" or negative ("cold pricklies"). A
key idea is that people hunger for recognition, and that
lacking positive strokes, will seek whatever kind they can,
even if it is recognition of a negative kind. We test out as
children what strategies and behaviours seem to get us
strokes, of whatever kind we can get.


Conti--
 People often create pressure in (or experience
pressure from) others to communicate in a way that
matches their style, so that a boss who talks to his
staff as a controlling parent will often engender self-
abasement or other childlike responses. Those
employees who resist may get removed or labeled as
"trouble".
 Transactions can be experienced as positive or
negative depending on the nature of the strokes within
them. However, a negative transaction is preferred to
no transaction at all, because of a fundamental
hunger for strokes.
 The nature of transactions is important to
understanding communication.

Kinds of transactions
There are basically three kinds of transactions:
 Reciprocal/Complementary (the simplest)
 Crossed
 Ulterior - Duplex/Angular (the most complex)


1.Reciprocal or Complementary
transactions
 A simple, reciprocal transaction occurs when both partners
are addressing the ego state the other is in. These are also
called complementary transactions. AS—
1. P2P
2. P2A
3. P2C
4. A2P
5. A2A
6. A2C
7. C2P
8. C2A
9. C2C
Some of them are as--


P2 P


A: "Have you been able to write the report?" (Adult to Adult)
B: "Yes - I'm about to email it to you." (Adult to Adult)


A: "Would you like to skip this meeting and go watch a film with me instead?" (Child to
Child)
B: "I'd love to - I don't want to work anymore, what should we go and see?" (Child to
Child)


A: "You should have your room tidy by now!" (Parent to Child)
B: "Will you stop hassling me? I'll do it eventually!" (Child to Parent).


2.Crossed /Non complimentary
transactions
 Communication failures are typically caused by a
'crossed transaction' where partners address ego states
other than that their partner is in. Consider the above
examples jumbled up a bit.
 This is a crossed transaction likely to
produce problems in the workplace.
 1- P2P and C2A
 2- A2A and C2P
 3- C2C and P2P


A: "Have you been able to write that report?" (Adult to
Adult)B: "Will you stop hassling me? I'll do it eventually!"
(Child to Parent)


3.Ulterior transactions

 Another class of transaction is the ulterior
transactions, where the explicit social
conversation occurs in parallel with an implicit
psychological transaction. For instance:


UT
 A: "I need you to stay late at the office with me." (Adult words), body
language indicates sexual intent (flirtatious Child)
 B: "Of course." (Adult response to Adult statement), winking or
grinning (Child accepts the hidden motive).


Life positions
 In TA theory "Life Position" refers to the general feeling
about life (specifically, the unconscious feeling, as
opposed to a conscious philosophical position) that
colors every dyadic (i.e. person-to-person) transaction.
Initially four such Life Positions were proposed:
 "I'm Not OK, You're OK" (I-U+)
 "I'm Not OK, You're Not OK" (I-U-)
 "I'm OK, You're Not OK" (I+U-)
 "I'm OK, You're OK" (I+U+)


LP


Improved -LP
 However, lately, an Australian TA analyst has claimed that in
order to better represent the Life Position behind disorders
that were not, allegedly, as widespread and/or recognized at
the time when TA was conceptualized as they are now (such
as borderline personality disorder and narcissistic personality
disorder) the above list requires alteration.
 Also, two additional Life Positions are proposed:
 "I'm not-OK, You're OK" (I-U+)
 "I'm not-OK, You're not-OK" (I-U-)
 "I'm not-OK, But You're Worse" (I-U--)
 "I'm a Bit More OK Than You Are" (I++U+)
 "I'm OK, You're OK" (I+U+)
 "I'm OK, You're not OK" (I+U-)


Transactional analysis and conflict
resolution
Life position Conflict Probable
resolution behavior
strategy
"I'm not-OK, You're Avoidance Non- Assertiveness
not-OK" (I-U-)

"I'm not-OK, You're Smoothing Non- Assertiveness
OK" (I-U+)

"I'm OK, You're not Forcing Aggressiveness
OK" (I+U-)

"I'm OK, You're OK" confronting Assertiveness
(I+U+) Kumar Tripathi Asst. Professor (HR) skyline Group of
Pawan

Conflict Management Styles

Passive I’m Assertive
behavior not OK — I’m OK — behavior
You’re OK You’re OK

High concern Accommodating Collaborating
for others’ style style
needs

Compromising
style

Aggressive
Avoiding Forcing behavior
style style

Low concern High concern
for others’ I’m for own
needs not OK — needs I’m OK —
You’re not OK You’re not OK


 Developing positive thinking.
 Interpersonal effectiveness.
 Motivation.
 Organization development.
 Healing Interpersonal relations.
 Avoidance/resolution of conflict.


How to enhance interpersonal
skills
 Resolving conflict
 A smiling face
 Appreciative attitude
 Assertive nature
 Com skills
 Listening skills
 Developing empathy


For sharing good time with us

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skyline Group of institutions Gr. Noida (2012)

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Indian conglomerate. It operates under the brand name
Tata DoCoMo in various telecom circles of India.
In Nov 2008, Japanese telecom giant NTT Docomo picked
up a 26 per cent equity stake in Tata Teleservices for about
Rs 13,070 crore ($2.7 billion) or an enterprise value of Rs
50,269 crore ($10.38 billion) Asst. Professor (HR)
Pawan Kumar Tripathi

TATA Information Technology

TATA Detroit TATA Pixel TATA Nano


Presents
An introductions


NAME-Dhirajlal Hirachand
Ambani

Dhirubhai Ambani
Born 28December 1932
Chorwad, Gujarat, India

Died 6 July 2002 (aged 69)
Mumbai, Maharashtra, India
Cause of
death stroke
Mukesh Ambani
Childr Anil Ambani
en
Founder of Reliance
Industries
Occupatio Founder of Reliance
n Power
Founder of Reliance
Capital Pawan Kumar Tripathi Asst. Professor (HR)

 The Reliance Group, founded by Dhirubhai H.
Ambani (1932-2002), is India's largest
private sector enterprise, with businesses in
the energy and materials value chain.

Group's annual revenues are in excess of US$ 28
billion.
 The flagship company, Reliance Industries
Limited, is a Fortune Global 500 company and
is the largest private sector company in India.


It is the control area of gas and power industry at Visakhapatnam. Which is being control by
reliance co. it is one of the mostPawan Kumar Tripathiin our country .
biggest plant Asst. Professor (HR)

Business
Exploration & Production

Growth through Energy Security for India India imports about two-
thirds of its crude oil requirement. Exploration and production of
oil and gas is critical for India's energy security and economic
growth. Reliance's oil and gas exploration and production business
is therefore inexorably linked with the national imperative.
Exploration and production, the initial link in the energy and
materials value chain, remains a major growth area and Reliance
envisions evolving as a global energy major.

Petroleum Refining and Marketing

Growth through Energy Products Petroleum Refining and
retailing is the second link in RIL's drive for growth and
global leadership in the core energy and materials value
chain. RIL has 1.24 million barrels per day (MBPD) of
crude processing capacity, the largest at any single
location in the world.

Petrochemicals

Textiles

Growth through Consumer Products Reliance's Manufacturing
Division at Naroda, Ahmedabad is one of the largest and most
modern textile complexes in the world. The Company's flagship
brand VIMAL is one of the most trusted brands of premium
textiles in the country. Main growth drivers for VIMAL are retail
presence across India, innovation and focus on premium
products and men's formal wear.


Reliance retail

•Type – super market
Industry -retail

Foundation – 30 oct 2006

Head quarter –Mumbai ,India

Key people – mukesh ambani

Controversy
Recently their stores in Jharkhand faced the ire of mobs of local
vegetable vendors.
They vandalized and attacked the stores claiming that they were
stealing their livelihoods.
In August 2007, Uttar Pradesh Chief Minister Mayawati ordered to
close 10 new stores keeping view of Law & order situation.
In November 2007, Reliance Fresh stores were attacked by Bharatiya
Janshakti Party supporters headed by Uma Bharti.

Shopping
mall


Soft skills

Soft skills are your
ornaments which helps
you to make first
impression.


Classifications of soft skills

personal traits Interpersonal traits

 Time management  Team work
 Attitude  Com skills
 Responsibility  Networking
 Ethics integrity value  Empathy
 Self confidence and  Effective listening
courage  Problem solving
 Consistency  Speed reading
 Predictability  leadership


Time management
 Remember you have same
time as-
 To Dr. Kalam
 To Anil Ambani
 To JRD Tata
 To Your father
 To Your teacher


See this is you are


Time Is continuously running


Time management
 Scope
 Estimations
 Priorities
 Scheduling
 Contingency planning
 Organized workplace


Attitude
 Positive or negative
 Optimistic or pessimistic
 Flexible or stubborn
 Motivated or demotivated
 Deep or shallow
 Humble or arrogant
 Driven or passive
 Proactive or reactive

INSIGHT INTO THE SELF

&

POSITIVITY FOR

SELF TRANSFORMATION


What is
Consciousness
?

Mind Intellect
Sanskars

Who am I ?

1. I have a soul in me.
2. I have a soul in my body.
3. I am a soul in my body.

Which is the correct statement ?

Introduction of Self
Human +Being = Human Being
Body + Soul = Human Being
(Consciousness)


Relationship between
Soul & Body
SOUL BODY
Driver Car
Diamond Box
Lamp Hut
Image Temple
Charioteer Chariot
Actor Pawan Kumar Tripathi Asst.

The Inner & Outer Self

THE SOUL THE BODY
Non physical Physical
Immortal Mortal
Eternal Temporary
Conscious No Consciousness
Constant self image Changing self-image
Natural state of peaceKumar Tripathi State of motion
Pawan Asst.

The Inner Self
thinks, feels, experiences, STATE OF
imagines, forms ideas CONSCIOUSNESS
THOUGHT POWER

Mind

Sanskars
Intellect
Impressions WILL
RECORD OF
EXPERIENCES POWER
evaluates, reasons,
habits, decides, discerns,
tendencies, understands
memories, talents, Pawan Kumar Tripathi Asst.
qualities Professor (HR) skyline Group of

Proof for the Existence of Soul
a) Recollection of Past Birth.
b) Out of Body Experience.
c) Hypnotic Regression/Progression.


It is the Greatest but least understood
energy resource of the Universe.

When we understand and harness this
energy, then we can master our life.

Remember : As is my thought so is my life
I Thoughts

THOUGHTS

Words Actions Feelings

Personality / Habits

Physical Body Relationships Atmosphere

What you think that you become.

EXTERNAL INFLUENCES
ON THE MIND

Past
Sanskars Situations

Past THOUGHTS Possessions
Memories

Physical People
Body

The Thought Process
Responsibilities
1) Necessary Thoughts Information
Experience
Past
2) Waste Thoughts Present
Future
Unrighteous
3) Negative Thoughts Inauspicious
Evil
Righteous
4) Positive Thoughts Auspicious
Professor (HR) skyline Group of Good

Either
REJECT
Thoughts
Emotions
Judgement Desires
Or
ACCEPT

SANSKARS
(Personality)
Action
Sub-Consciousness
Impression

Qualities of a Soul

Truth
Knowledge Purity
Peace Love
Happiness Bliss

Power

Main Points about Qualities

INNATE ACQUIRED
Permanent Can be changed
Essence Facade, personality
Potential
Abilities, talents
Going beyond
Parameters of the ego,
Qualities of soul -
name, form, caste
Purity, Peace, love,
Gender, religion, age….
happiness bliss…..

Abode of Souls
Paramdham, Shantidham, Muktidham,
Incorporeal World, Brahmlok

Soul World


PRACTICE
•I AM A POINT OF LIGHT
Not the body or this role.

•I DETACH AND OBSERVE
My body and the scenes
going on around me.

•I REJECT ALL NEGATIVE THOUGHTS
about me and accept only positive thoughts,
emotions and desires.


Importance of values
PEOPLE LIVE AS LONG AS
VALUES REMAIN. IF THEIR VALUES
GO THEN THEY WILL ALSO GO.


VALUES
 They are the foundation of
learning
 They are the beauty of a person
 They are the treasure of life
 They nurture the soul
 They bring harmony in
relationships
 They empowerTripathi Asst.of
Pawan Kumar
society
Professor (HR) skyline Group

SPIRITUALITY
 It is the awareness of
one’s true self.
the Supreme Being.
the philosophy of
karma.

Responsibility
• Responsibility is what you think that is
associated with you not what is delegated to
you.
• You are as much as responsible as think
your association towards the task is.
• In corporate settings a responsible person
recognized highly among the individuals.


Ethics integrity value and trust


Self confidence and courage


Consistency
 Repeating the same traits at the same
situations at different times.


Predictability
 Guessing the result of future outcome of event
in most closed possible outcome.


Interpersonal traits
 Team work
 Com skills
 Networking
 Empathy
 Effective listening
 Problem solving
 Speed reading
 leadership

Team work
 Team always produce synergic effect----
 Human is always consisted with synergy not with
energy
 Synergy reflect----
 2*2=5
 5*4=25
 10*9=101 and also
 3*3=5
 General maxims–
 1 is sleeping, 2 is readings, 3 is talking, and 4 is
fighting

Com skills
 Speaking bla-bla-bla is not all about ur com
skill.


Networking


Empathy
 Thinking by putting yourself in place of others.


Understanding solving Problem
 Tricks are as- knowing about
 What
 Who
 Where
 When
 Why
 How


Speed reading
 Reading fast with accuracy and with
understanding.


leadership
 Your previous and interpersonal traits-

 Leadership functions= f (leader* follower
*situations)
 If rate each them as 1 to 10
 L= F (L*F*S)
 (5*6*4)=120 it may be 1000


Communications skills
 Com skill is the one most important skill in
today scenario.
 The main intent is to convey your
thoughts(what you want to say) properly to
other.
 It is a two way process.


 It comprises the followings—
1. Speaking skills
2. Listening skills
3. Non- verbal communications or body languge


Two way process

 To convey message

 To receive message


Process of communications


NON- VERBAL
COMMUNICATION
 Interpreting the nonverbal part of the
message
 Nonverbal communication consists of that part
of a message that is not encoded in words.
The nonverbal part of the message tends to be
less conscious and often reveals the sender’s
feelings and preferences more spontaneously
and honestly than the verbal part. If the verbal
message does not match the nonverbal
communication, people tend to believe the
nonverbal message.institutions Gr. Noida

Four types of nonverbal
messages


 1. Personal (to the individual)
 2. Common to a group of people or culture
 3. Universal (to humankind)
 4. Unrelated to the message (random)


Personal Nonverbal
communication
 Personal Nonverbal communication
involves kinds of nonverbal behaviour that are
unique to one person.
 The meaning is also unique to the person
sending the message. For example, someone
may work while talking; another person may
work in silence. One person may laugh due to
nervousness or fear, while another may cry.


Cultural nonverbal
communication,


 Cultural nonverbal communication, by
contrast, is characteristics of, or common to, a
group of people. It is learned unconsciously by
observing others in the society group. In
Aboriginal culture, for example, eye contact is
less acceptable than it is European culture.


Universal nonverbal
communication


 Universal nonverbal communication is
behaviour that is common to humankind. It
shows happiness, sadness or deep-seated
feelings – for example, a smile or tears.


Unrelated nonverbal
communication

 Unrelated nonverbal communication, such
as a sneeze, is unrelated to the verbal
message. It can distract from the verbal
message, but has little effect on the meaning
of the verbal part of the message.


Analysing Nonverbal
Communication
 • People communicate nonverbally with body
movement and with personal relationship
behaviours.
 This nonverbal communication changes or
complements the verbal communication.
Nonverbal communication always occurs in a
context, or framework. The context often
determines the meaning of the nonverbal
behaviour. On different occasions the same
nonverbal gesture may have completely different
meanings. Without context and spoken works,
nonverbal behaviour is almost impossible to
interpret with any accuracy.
 Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of

Seven different aspects
 • Theoretical writings and research classify
nonverbal communication into seven main
areas:
 1. Body movement (kinesics behaviour)
 2. Physical characteristics
 3. Touching behaviour
 4. Vocal qualities (paralanguage)
 5. Space (proximity)
 6. Artifacts
 7. Environment

Body Movement
 • Body movement, or kinesics behaviour, includes
movement of the hands, head, feet and legs,
posture, eye movements and facial expressions –
all these affect the message.
 • Body posture – the way a person stands, leans
forward, pointing and shaking a finger at
someone, is seen as trying to dominate the other
person. The way this is received by others, and
the type of feedback given, determines how the
communication will flow.


Physical Characteristics
 • Physical characteristics such as body shape,
general attractiveness, body and breathe odours,
weight, hair and skin colour are important parts of
nonverbal communication.
 • Because people react and respond to these
factors, they all determine their responses in
interpersonal encounters. First impressions and
images of others can be associated unconsciously
with past experiences of people with similar
physical characteristics.


Paralanguage (Vocal
Qualities)
 • Paralanguage is that part of language
associated with but not involving the word system.
It consists of the voice qualities and vocalizations
that affect how something is said rather than what
is said.
 Voice qualities include:
 • Pitch range
 • Pitch control
 • Rhythm control
 • Tempo
 • Articulation control
 • Resonance.

Vocalizations
 • Vocalizations also give clue to the total
message. Three of these are shown in table.
The tones of voice, rate of speaking and voice
inflection are an important part of the total
message. A tired person, for example, will
speak more slowly than usual, a disappointed
person may speak with a flat tone, while the
tone of voice of someone excited about a
coming holiday reflects this excitement.


Type Examples

Vocal characterizers laughing, crying, sighing,
yawning, clearing the throat,
groaning, yelling, whispering
Vocal Qualifiers intensity (loud/soft); pitch
height (high/low).

Vocal Segregates sounds such a ‘uh-huh’, ‘um’,
‘uh’; silent pauses.

Speaking skills
 Pt. Jawahar lal nehru’s saying—

―English is india’s window to the modern world is
providing on the spot‖


How to become a good speaker


Tips for uttering
1. Practice speaking English.
2. Don’t allow initials difficulty
3. Don’t give up- practice-practice-practice.
4. Listen to English as much as possible
5. Get recording of your own voice and listen it.
6. Get a group of friends whose pronunciation is
reasonably good.
7. Learn vocabs as much you can,


Tips while speaking
 Look into the eyes of audience
 Stand at a appropriate personal distance
 Speak clearly and moderately
 Aware about audience proficiency in language


Pronunciation etiquette
 Have eye contact so that audience listen you
 Try t make your sound pleasant and soft
 Don’t speak in a monotonous voice
 Even if you feel nervous never show it to your
audience
 Don’t mumble. Speak clearly
 Use proper body language to show your
interest.
 Don’t forget the customary etiquette as wishing
before starting and thanks on ending.

LISTENING – A PROACTIVE
SKILL
 In oral communication situations, listening
plays an important role.
 Listening is different from hearing.
 One can hear all noises and sounds and yet
could be a poor listener.
 Listening is hearing attentively and
responding appropriately.
 Only a good listener can became a good
speaker.
 Attentiveness begins with the posture a
listener adopts while he is listening.

LISTENING –-------
 If a person inclines towards the speaker, it means
that the speaker is not clear either in the message
or in his articulation.
 If the listener tilts his head backwards, it shows
that he is indifferent.
 A Good listener is proactive. He is, as they
usually say, ―all ears‖. He responds appropriately
using paralanguage.
 He says, Hmm—yeah—yes—come on now and
then.
 He asks questions and verifies facts.
 A listener’s role in an oral communication
situation is as important as a speaker’s role.

Benefits of good listening
 Listening in communication has several
beneficial results.
 Good listening leads to getting useful and
updated information.
 Good listening creates a better
understanding and rapport between the
speaker and listener.
 Good listening leads to better decisions.
 Good listening provides the best feed back
to the speaker.

Difference between
hearing and listening
 • Hearing is a physical process. The ear receive
stimuli or sensations and transmit them to brain
 • Listening refers to the interpretive process that
takes place when we hear something. When we
listen, tore ,classify and label information
 • Listening is the most important of all the
communication skills.
 Upon awakening we listen to people, friends
around us. Wherever we go, we listen to
something. We spend most of our time engaged
in listening. Listening occupies more time than
any other communication. Group of
Pawan Kumar Tripathi Asst. Professor (HR) skyline

What is exactly listening?
 • Listening is an active process of receiving aural
stimulus. Listening is an active rather than a
passive process.
 • Listening does not just happen we must make it
happen.
 • A great time is spent listening and talking
listening serve two purposes in its process
 1. As the sender of the message, listening to your
receiver tells you how the other person has
interpreted your message
 2. As the receiver of a message listening to the
other person allows you to understand their
meaning

Purpose of listening
 Purpose of listening serves a number of important
purposes. It enables the listener to check on the
accuracy of understanding what the speaker said.
Besides, the listener expresses acceptance of
speaker’s feelings. Most important of all, listening
provides a chance to the speaker to explore his or her
feelings and thoughts further.
 A variety of listening skills can be learned and
developed with practice the following skills are worth
practicing
 Attending listening
 Encouraging listening
 Reflecting listening
 Active listening Professor (HR) skyline Group of

In attending listening
 In attending listening you focus on speaker
by giving them your physical attention you use
whole body, eye contact posture personal
space in short complete feedback


Encouraging listening
 Encouraging listening It invites speaker to say
more without pressuring them to disclose their
feelings or though it is their choice
 • Minimal and brief responses
 • Brief spoken responses let speaker know you
are listening and encourage them to talk
 Pause
 Brief pause allows speaker time to consider reflect
and decide whether to continue speaking Allow
silence
 Use encouraging question (5w)

Reflecting listening
 Reflecting listening Restate the speakers
feeling and contents it shows the other person
you understand


Active Listening
 An active listener has empathy with the
speaker that shows that you understand the
issue from other person point of view
 Feedback is the connecting continuing or
completing link


Faults in listening
 Remember that every sound or voice that we
receive cannot be termed as listening.
 There are certain occasions when you receive
some certain sound stimulus but you do not
understand it because your attention is
towards something else.
 In such cases, we say that you heard
something but you did not listen to anything.
 Moreover there are certain other factors which
bar our proper Professor (HR) skyline Group of
listening.

listening pit falls:
 An average person remembers only half of
what is said during a 10-minute conversation
and forgets half of that within 48 hours.
 Studies agree that listening efficiency is no
better than 28 to 30 percent. Following are the
causes of listening pit falls:


Prejudice
 All of us have personal opinions, attitudes, or
beliefs about certain things. When we listen to
a speaker who is contrary to our ideas, we
cannot maintain attention. As a result we do
not listen to whatever he says. We should give
a chance to the speaker to finish his message.
Later, we can agree or disagree.


Distraction
 Not only the verbal messages but also the
nonverbal cues of the speaker affect our
listening. Actually, the entire physical
environment affects listening. Among the
negative factors are noisy fan, poor light,
distracting background music, bang of a horn,
extreme weather. Among the speaker’s
nonverbal cues are his clothes, his voice
quality, his wearing of a certain perfume, reek
of sweat, excessive gestures, etc.

Semantic barrier
 Meaning of words also create problem in
listening, as meaning of words vary from
person to person influenced by feelings,
attitudes, prejudices and biases. Sometimes
the way a speaker utters a word annoys us.


Preshrinking
 The average thinking capacity of a person is
up to 800 words per minute while the average
speaker utters 80 to 160 words per minute.
This difference sometimes make listeners
deviate from the speaker’s words and they
shift to something else. On the other hand
people fill this gap by premature evaluation of
what they are listening to. They arrive at the
concluding thought quickly. This premature
evaluation poses us our effective listening is
impaired.

Conti-----------
 • Borden or lack of interest
 • Listener’s dislike of speaker
 • Desire to change rather then accept the
speaker
 • Tendency to make early conclusion
 • Intrusion of listeners’ own values or
attitude
 • Listener’s opinion that the speaker lacks
credibility Ways to improve listening

Effective Listening: Tips
 1. It is always to listen quietly and
acknowledge that the speaker is saying either
by nodding or saying, "I see."
 2. Attention must be paid to the speaker's
emotions and feelings.
 3. It is necessary to maintain the feel of
communication. Listeners must serve as a
mirror to the speaker, and reflect the speaker's
emotions.

Tips
 4. Discussions must be limited by time, and
discussions must be separate from discussions of
company plans. Additionally, the tone of
discussions must not be authoritative.
 5. Direct disagreements and questions must be
avoided. These force the speaker to take a
defensive position, leading to misunderstandings.
 6. If the listener needs an elaboration on a specific
statement stated by a speaker, the listener must
rephrase the statement as a simple question.
 7. Attention must be paid to facts - both that are
presented and hidden by the speaker.

For sharing good time with me

 MARUTI SUZUKI


Binay kumar

MARUTI SWIFT

public
t
TYPE BSE: 532500
Treaded as NSE: MARUTI
BSE SENSEX Constituent

• Industry Automotive
Predecessor Maruti Udyog Limited

Founded 1981
Headquarters New Delhi, India
Products Automobiles

Key people Shinzo Nakanishi
ceo,md

Revenue -37,522crore
• Net Income -2,288 crore

Employees -6903 (2011)

Parent –Suzuki motor corporation


MARUTI UDYOG LIMITED established in
February 1981, though the actual
production commenced in 1983 with the
Maruti 800, based on the Suzuki Alto kei car
which at the time was the only modern car
available in India, its only competitors- the
Hindustan Ambassador and Premier
Padmini were both around 25 years out of
date at that point

Conti………

It was the first company in India to mass-
produce and sell more than a million cars. It is
largely credited for having brought in an
automobile revolution to India. It is the
market leader in India, and on 17 September
2007, Maruti Udyog Limited was renamed as
Maruti Suzuki India Limited. The company's
headquarters are on Nelson Mandella Rd,
New Delhi.In February 2012, the company
sold its 10th million vehicle in India.

Maruti Suzuki in India and Nepal's leading automobile manufacturer
and the market leader in the car segment, both in terms of volume
of vehicles sold and revenue earned. Until recently, 18.28% of the
company was owned by the Indian government, and 54.2% by
Suzuki of Japan. The BJP-led government held an initial public
offering of 25% of the company in June 2003. of 10 May 2007,As of
10 may 2007 the government of India sold its complete share to
Indian financial institutions and no longer has any stake in Maruti
Udyog


Maruti Suzuki India Limited (Hindi:
(NSE: MARUTI, BSE: 532500), commonly referred to as
Maruti, is a subsidiary company of Japanese automaker
Suzuki Motor Corporation. It has a market share of
44.9% of the Indian passenger car market as of March
2011.Maruti Suzuki offers a complete range of cars from
entry level Maruti 800 and Alto, to hatchback Ritz, A-
Star, Swift, Wagon-R, Estillo and sedans DZire, SX4, in the
'C' segment Maruti Eeco, Multi Purpose vehicle Ertiga
and Sports Utility vehicle Grand Vitara.


• — Jagdish Khattar, Managing
director of Maruti Udyog Limited in a
press conference announcing the
launch of Maruti Finance on 7 January
2002


• Maruti Finance
• To promote its bottom line growth, Maruti
Suzuki launched Maruti Finance in January
2002. Prior to the start of this service Maruti
Suzuki had started two joint ventures Citicorp
Maruti and Maruti Countrywide with Citi
Group and GE Countrywide respectively to
assist its client in securing loan.[51] Maruti
Suzuki tied up with ABN Amro Bank, HDFC
Bank, ICICI Limited, Kotak Mahindra, Standard
Chartered Bank, and Sundaram

• Maruti Insurance
• Launched in 2002 Maruti Suzuki provides
vehicle insurance to its customers with the
help of the National Insurance Company, Bajaj
Allianz, New India Assurance and Royal
Sundaram.


• Sales and service network
• As of 31 March 2011 Maruti Suzuki has 933
dealerships across 666 towns and cities in all
states and union territories of India. It has
2,946 service stations (inclusive of dealer
workshops and Maruti Authorized Service
Stations) in 1,395 towns and cities throughout
India.[46] It has 30 Express Service Stations on
30 National Highways across 1,314 cities in
India.


Awards and recognition
The Brand Trust Report published by Trust Research Advisory has ranked Maruti Suzuki in the
seventh position in 2011 and the sixth position in 2012 among the brands researched in
India.
Bluebytes News, a news research agency, rated Maruti Suzuki as India's Most Reputed Car
Company in their Reputation Benchmark Study conducted for the Auto (Cars) Sector which
launched in April 2012.


Gr. Noida

A work shop on soft skils & job readiness

A work shop on soft skils & job readiness

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