I interviewed Dr. Rajesh Arora who discussed Employability Enhancement Initiatives At All Levels.

 

 

 

 

 

 

Can you first provide a brief background of yourself?

 

Good evening.I'm Dr. Rajesh Arora, president and CEO of TQMS Global, Mumbai. I have been in the industry for the last 20 years of my life. And my mission is to enhance human capital in conflicts that does not get left in the balance sheet of any organization. My focus is enhancing capability of people that have a static relationship with productivity and profitability of the organization.

 

What is this about, employee enhancement initiatives?

 

First of all, I think it's very important for us to know what are career lifecycles. Every individual starts their career with the basic graduation of a Master's degree, which is [00:01:20] and assume that they have got all the skills necessary to perform the job. And year after year, their focus is on getting [00:01:33] and looking at due promotions.

 

We had to turn around the world and say it should not be that way because as new jobs, new industries, new markets, new products, new business environment, it's extremely good intention for every individual to know what are new skills that they need to develop. Enhancing becomes imperative for them to understand that it's not just the first job, even if it was a job after 10 years of your work experience, you need to know what around the new skills you need to really learn and master it well.

 

Can you talk about how it's done in practice?

 

Sure. The initial part, when we look at the first time people who want refreshers, they start with their job, because they need to first, be on the floor, to understand how much they know and what they don't know.

 

But I would like to talk about the learning cycle, which talks about very clearly that if an individual is unconsciously incompetent, that means I don't know that I don't know about my skills, knowledge, and professional skills supplied for the job, they won't learn anything. it's the intention for every individual to observe. And the strategy should be that you should always observe people who are one level up. So, you should know how your boss actually operates. You should know their strategic thinking. Then find it within yourself.

 

So, observation is the best way to learn the mechanics. That's where you come to know, and you become consciously incompetent, that you know that I don't know certain things, and I need to learn about it. Now, that's their willingness that is required for an individual after the observation to put it into practice. So, once you know that what you don't know, you can go for certain training sessions organized by the company. You can have on-the-job training with your immediate manager, which can be done anywhere. You can observe certain colleagues in their presentations while it is happening.

 

There are fantastic videos available on YouTube, all levels of skill that allow you to observe. There are lots of professors from various foreign universities who are [00:03:43] sessions on scale enhancements. I'm sure we can observe that too. And I will [00:03:46] I think, if you are going to put up a certain [00:03:49] the site, really certain [00:03:53] books, subsequent [00:03:54] people and individuals who respect others.

 

Can you share any success stories that you've seen?

 

A lot. I think I've trained now more than 35,000 people. And a huge number of people I have [00:04:13] in the success shows that one is the willingness. Because you may train them, you may coach them and communicate with them, but it's equally important that they follow those practices in reality. So, when I talk about a sales person who has not been able to enhance their skills and get more [00:04:32], we are not able to [00:04:35] the call well. They can't handle the objections well.

 

So, obviously with the [00:04:41] guided methodology which we use in training the development, it has helped them to enhance their conversion ratio of approximately from just [00:04:51] 8 to 12% to almost now 20 to 25%. It has doubled their insight to what they were able to do it in the past. And if I communicate this as an attitude [00:05:05], I would say that even a person with five or 10 years’ experience would have similar issues because they have stopped practicing the skills they learned in the past. And that was where we bring out the [00:05:19], why communicating to the world in term of coaching and [00:05:19], but it's equally important for you to use those skills which you have stopped using in the past, so use it now. And you'll find that they also are able to improve upon their conversion issues.

 

Have you dealt with any clients in the supply chain industry?

 

In the supply chain industry, especially the intensity level [00:05:52], which has a mass distribution that work all over the country, especially when I look at oil, power, and gas, we [00:06:01] a really [00:06:03] in terms of a solution that's [00:06:06]. And [00:06:09] from the doorman and the chairman will be trained on everything.

 

Can you talk more about at all levels? You mentioned that this should be done at all levels. For example, what are some levels that you deal with?

 

That's right. You want to talk about the first level, which [00:06:29] initial [00:06:31]. The second is the first time managers. From an executive level, you become a first time manager. How do you manage it? Because most of the time it happens that people start looking from management [00:06:48] collection. All the managers have to [00:06:50] aspect of the job. [00:06:55] essential for you not only look at [00:06:56] but also start looking at how do you build up people. So, you coach them. And you do on-the-job training that is required. So, the first time manages [00:07:06]. Because it's the one constant which I have still not been able to understand in this role is that people think that [00:07:14], they think that they don't require any training. They don’t require any help.

 

And I say that it requires more help. Because they are not able to communicate to anyone as to what they’re lacking. And [00:07:28] that I [00:07:31] for company because I've invented so many [00:07:34]. But it is not necessary that it would be affecting my position because I have spent so many [00:07:40], because I have acquired certain skills. And then to be continuously employed at that level also, you acquire certain [00:07:47] in which you get for those individuals. So, private coaching, a counseling session, a mentoring session can definitely work eben at that level.

 

[00:07:58] the person is open to learn. I think any person of any level who thinks, I would love to learn more, and I can learn from person down the line. I can learn from a colleague, and I can say to someone, "Hey, look. I don't know this, and I want to know more." That person has to be [00:08:13] work very well for them.

 

Thank you, again, today for sharing today on this topic.

 

Sure. Thanks, Dustin. I would love to hear this interview sometime in the future, whenever you post it.

 

 

 

 

 

About Dr. Rajesh Arora

 

 

Dr. Rajesh.jpg

Dr. Rajesh Arora

 

President & CEO - TQMS Global

 

LinkedIn Profile