Shitsuke


Shitsuke is a Japanese word that means discipline (training for continuous implementation). It makes the habit of keeping things in an orderly and neatly way. This comes by giving proper training and by every individual’s commitment.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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Determining Training Needs


When a supervisor sees evidence of inadequate job performance, assuming the individual is making a satisfactory effort, attention should be given to raising the worker’s skill level. When a supervisor is confronted with a drop in productivity, it may suggest that skills need to be fine-tuned. Of course it would be related to other factors, too—lack of resources or equipment malfunctions. That’s why it’s imperative to pinpoint the problem precisely.

In addition to the productivity measures, high rejection rate or unusual rate of wastage may indicate a need for employee training. A rise in the number of  accidents reported can also suggest some type of retraining is necessary. Furthermore, the changes that are being imposed on workers as a result of a job redesign or a technological breakthrough demand training.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Off-the-Job Training


Off-the-job training covers a number of techniques—classroom lectures, films, demonstrations, case studies and other simulation exercises, and programmed instruction. The facilities needed for  each technique vary from a small, makeshift classroom to an elaborate development center with large lecture halls, supplemented by small conference rooms with sophisticated instructional technological equipment.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Service Culture


Any policy, procedure, aspect, action, or inaction of an organization contributes to the service culture. This includes employee appearance, the way employees interact with customers, and their knowledge, skill and attitude levels. It also encompasses the physical appearance of the organization’s facility, equipment, and any other aspect of  the organization with which the customer comes into contact.

Service culture has following elements:

  • Service philosophy:  Direction or vision of the organization that gives you day-to-day interactions with the customer.
  • Employee roles and expectations: Specific communications or measures that indicate what is expected of you in customer interactions and define how your performance will be evaluated.
  • Policies and procedures: Guidelines that define how various situations or transactions will be handled. These can help or hinder service delivery depending on your flexibility in interpreting and applying them.
  • Management support: Availability of management to answer questions and assist you in customer interactions, when necessary.
  • Motivators and rewards: Monetary, material items or feedback that prompts you to continue to deliver service and perform at a high level.
  • Training: Instruction or information provided through a variety of techniques that teach knowledge or skills, or attempt to influence your attitude toward excellent service delivery

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Flow of Communication Messages


  • Despite computer manufacturers’ promises of the paperless office,  shipments of office paper have risen 51 percent.
  • In less than 10 years, people in the US added almost 135 million information receivers—email addresses, cellular phones, fax machines, voice mailboxes, answering machines—up 265 percent.
  • In one year, 11.9 billion messages were left on voice mailboxes.
  • Even though people are clamoring  to get on the Internet, they are sending even more messages through the postal services, and they are talking on their telephones more than ever.

All companies can hold down costs and maximize the benefits of their communication activities if they just follow three simple guidelines:

  1. Reduce the number of messages;
  2. Speed up the preparation of messages;
  3. Train the writers and speakers.

Even though you may ultimately receive training on the job, you can start mastering business communication skills right now. Begin with an honest assessment of where you stand. In the next few days, watch how you handle the communication situations that arise. Then in the months ahead, try to focus on building your competence in areas where you need the most work.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

The Skill and the Will


All training, whether it is provided by the training department or by you, should accomplish two objectives. It should provide people with the skill, meaning the ability, to do the job. Or it should provide them with the will or the desire to do the job. Some training will accomplish both.

The skills training you provide your people will be dictated by the needs of the business and the current skills of the people. First you must determine what your people need to learn. Here are some questions that will help lead you to the answer:

  • What are the goals and objectives of the area?
  • What are the responsibilities of each job?
  • What are the standards the people are expected to meet?
  • What are the skills needed to meet the standards, fulfill the responsibilities, and achieve the objectives?
  • What are the current skills and abilities of the people?
  • What is the deficit between the skills needed and the current skills of the people?

Providing people with the skills to do the job is only half the training job. People must be motivated to apply the skills they have learned; therefore, some of the training should be principally motivational in nature. As you develop plan for motivating your people, you will want to ask yourself these questions:

  • What should they know about the company in order to have a sense of pride?
  • What I can teach them about the department that will give them a sense of pride?
  • What kinds of personal growth training will enhance their self-confidence and personal pride?

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Checklist for Evaluating a Franchise


The Franchise

  • Did your lawyer approve the franchise contract you are considering after he or she studied it paragraph by paragraph?
  • Does the franchise give you an exclusive territory for the length of the franchise?
  • Under what circumstances can you terminate the franchise contract and at what cost to you?
  • If you sell your franchise, will you be compensated for your goodwill (the value of your business’s reputation and other intangibles)?
  • If the franchisor sells the company, will your investment be protected?

The Franchisor

  • How many years has the firm offering you a franchise been in operation?
  • Has it a reputation for honesty and fair dealing among the local firms holding its franchise?
  • Has the franchisor shown you any certified figures indicating exact net profits of one or more going firms which you personally checked yourself with the franchisee? Ask for the company’s disclosure statement.
  • Will the firm assist you with:

A management training program?

An employee training program?

A public relations program?

Capital?

Credit?

Merchandising ideas?

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

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