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So in case if you missed the buzz about the world’s thinnest note book , don’t miss this awesome presentation by the best showman in the business today. I’m amazed and thrilled by the passion and child like zeal this guy has for innovation. He’s inspiring and really makes you think how your dreams and passion can drive your efforts towards making a big difference in shaping up the way things are going to be.

GG started an interesting conversation on performance rating scale and promotion practices in organizations. The competencies needed for the new role is fundamentally different from the past role's? No matter how well you've done the performance appraisal for the current role, promoting on its basis for the next role is fraught with danger.One thing you could do before a promotion is assess the person for the competencies for the next role. However that is easier said than done, specially when there are 40,000 employees up for promotion. My take is slightly different from Gautam’s view that the competencies needed for the new role is fundamentally different from the past roles. I don’t think that different roles in a particular career stream fundamentally don’t differ when it comes to functional competencies. If that’s the case then the role competency mapping is something which needs to be corrected. In any particular career stream upward movement/role progression will be link...

Veritude came out with a survey titled “ Working together, Working apart ”which looked at business and HR leaders working relationship and common understanding of each other issues. Overall, the research reveals that in many companies, HR must improve their business leaders' perceptions of theirs skills and abilities and business leaders must learn to turn to HR for support in addressing workforce issues. There is ample room for optimism that both business and HR leaders in this study recognize these trends are working toward effective plans. 1.Strategic Business Challenges: Both business and HR leaders agree that talent acquisition and recruitment top the list of strategic business issues, but one in five business and HR leaders see HR as only involved in "implementing " strategy, not participating in plan development. What's more, a common perception is that HR is lacking adequate financial aptitude and therefore is not asked to contribute to strategy development be...

So what could be the likely challenges for the Business leaders in 2008? HBR’s conversation invited some interesting observations. "With changing attitudes and values, it becomes increasingly necessary for organisations to undergo culture change in order to attract and retain high quality young staff." — Mark Greenshields "The biggest challenge for managers in 2008 will be giving employees 'permission to play', making work more meaningful and keep it real." — Kathryn Aiken "Assuming 'management' is a people-oriented activity, I would presume the biggest challenge will be to openly deal with the wants of employees while still making a profit." — David Malouf IBM global human capital study says that developing the right skill for future business will be the biggest challenge in the coming years. Today's business executives face a host of pressures, including volatile markets, global competition, and the emergence of new business models. ...