HRD

The Latest News, Tips, and Trends of the HRD Communities
Published by HRD Gateway for the e-ASEAN Endorsed ATN Project
www.hrdgateway.org/hub5
news@hrdgateway.org





June 2003, USD$3.00




CONTENTS

Editorial
Feature Article One: Feature Article One: "Mental Farming-Newest Challenge to Management"
Feature Article Two: "Brand Your Brilliance"
Feature Article Three: "The Coach�s Battle With The Human Mind"
Book Review: Wired for Good - Strategic Technology Planning for Nonprofits
Attitude Vitamins
Links of Interest
Organization News

Editorial

Welcome to the June 2003 issue of HRD Gateway Newsletter!

It�s an interesting world we live in. As we witness events that bold people together, such as what we do at HRD Gateway, we also see lots of events that move us in the opposite direction.

What can we do about it? Lots. By beginning with ourselves. We are HRD / HRM professionals. Let�s be the best we can be at our profession. Let�s serve our portion of humanity the best we can ever do. This newsletter is aimed at helping you do just that.

According to Jayadeva de Silva, quality circles are today not performing the original functions they were created for; they have lost their shine. To overcome this situation, he suggests that companies form creativity circles or circles of innovation (COI) in order to institutionalize creativity at work. Creativity is vital to business success. Companies need to manage creativity effectively so that it contributes positively to the bottomline. Read all about it in �Mental Farming-Newest Challenge to Management.�

How do you best serve your portion of humanity? Stop promoting those other brands � and start promoting your own brand. In the article �Brand Your Brilliance,� Ramon Williamson says that you are a brand, so start thinking brand consciousness the right way, instead of just proudly drinking, wearing, or driving other people�s brands. He offers ways of promoting your brand. Great personal development article there.

How can you be a better coach, mentor, confidante, etc., to your wards, your clients? This issue�s International Coach Federation Malaysia Chapter article on coaching focuses on how coaches can use the power of the mind to enhance client (mentee) effectiveness. Great coaches �unlock� the mind, get rid of unwanted stuff, and then �relock� the mind.

We have lots of great stuff in our regular departments!

Enjoy this issue!! (And do tell us what you think of it!)

Cheers!

G. K Lim
Editor
HRD Gateway Newsletter

Feature Article One: Mental Farming-Newest Challenge to Management

by Jayadeva de Silva, M.ScM, BIM, FIPM, FITD

It is now the established practice for organizations to computerize routine tasks. It is also time that they consider ways and means to cultivate non-routine and other aspects of the work of their employees which no computer can perform. That will necessitate use of mind of people more than ever before.

If �Agriculture� is the cultivation of land and �Aquaculture� the cultivation of sea, then �Cogniculture� should be the term to this kind of mental farming. Whatever name that one may tag to this new phenomenon, it seems to be here to stay. Further more, since this is considered to be the new information age, it follows that such an age should produce a new type of worker, the information or knowledge specialist who will be known as the �Gold Collar Worker. These new Gold Collar Workers are generally engaged in complex problem solving instead of ordinary bureaucratic routine. Employers will have to offer these employees forums for their imagination and original thought.

Popular concept of Quality circles provides us with a conceptual framework to deal with this new development. However, Quality Circles, on the whole, have operated in a rather restricted manner. Their main objectives have tended to place a heavy emphasis upon manufacturing issues. Although the notion of quality circles could be applied to a much wider scope of functional excellence and to a much broader area of problem solving and innovation, experience of such practices is less known.

Innovation in an organization covers a great many aspects. The quality circle movement therefore should be further expanded to institutionalize corporate creativity and innovation. In this connection, we feel that the very name Quality circle could be an intellectual barrier to the broadening of creative scope of the teams in the circles. May we therefore, suggest creativity circles or circles of innovation (COI) in order to encompass the broader scope of activities highlighted above in this direction.

Rosabeth Moss Canter author of the book �Change Masters�, having studied a number of companies, defined innovation as �the process of bringing any new problem solving idea into use.� Innovation is the generation, acceptance and implementation of new ideas, processes, products and services. It can thus occur in any part of the organization and can involve creativity as well as original innovation. The father of modern management Peter Drucker, makes the point that until the mid nineteenth century, innovation was looked upon as the occasional flash of genius, the product of a half romantic, half ridiculous figure, tinkering away in a lonely garret. Today innovation is an entirely different animal. According to Drucker it has become a� systematic purposeful activity which is planned and organized.�

We cannot think of any organization that does not admit the need for innovation. But innovation is like a rainbow. It does not happen because we want it. It happens because the conditions are right to make it happen. As such the organizations that desire innovation must provide an environment with suitable structures to nurture and encourage it. The task of top managers should be to find ways to unleash creativity in a constructive way. It will be clear then that the concept of creativity circles (on the lines of quality circles could be a useful avenue to foster the flair for creativity with careful harnessing of it to the needs of the organization. What is more, these circle activities could be started and institutionalized at top and middle levels of the organization as well. Such circles could then serve as model for emulation at lower levels in the organizational hierarchy

Groups brought together to attempt creative approaches to problems or decisions at times have been very negative and unadventurous. There have been instances when new ideas were too easily killed and people have become bored, with joint efforts at creativity. Yet groups offer important contributions for creative decision making and problem solving. For this, it is necessary that groups be properly constituted, structured and guided. The facilitator of the group should know about the group and understand how to guide their progress and development. He should provide the frame work for the whole operation, devise a timetable and ensure that the group knows whether it is being too conformist, over combative, veering out of control, excessively negative, and so on. Facilitators can use techniques such as brainstorming, Reverse Brainstorming, Free Association, Attribute Listing, Collective Notebook, Morphological Analysis, Creative Drawing, De Bono methods, etc., etc., in the creative circle work.

Creativity is an integral part of management. Creativity circles could use many techniques referred to above for projects such as formulation of marketing strategies, creation of brand names, etc. Creative methods depend on the use of the brain�s connective powers, and demand willingness to be open, and readiness to explore strange ideas. Members for the creativity groups should be selected carefully and managed skillfully.

We are also experimenting promotion of creativity through the e- learning groups. One such group is� humantalents� International, which has over 475 professionals as members from all over the world Other popular e-learning groups such as �HRSriLanka� and �malaysiaHRonline� are also working out a model to harness the creative abilities of professionals with diverse backgrounds. Mental farming thus has generated much interest among top executives these days.

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A strong advocate of Human Talents Development, Mr. Jayadeva de Silva is the Principal consultant of humantalents Unlimited, a professional practice that provides holistic professional services in Training & Management Consultancy. With over 25 years of experience, Jayadeva has carried out several management consultancy projects and has conducted numerous training programs / workshops. He has contributed numerous articles and authored the trend setting book �Human Talents Management� which introduced a new leadership theory. He founded �HRSriLanka" and �humantalents� international e-learning groups, and he's also serving as one of the VPs for HRD Gateway. Jayadeva can be reached at www.geocities.com/jayadeva_de_silva.
Feature Article Two: Brand Your Brilliance

(c) 2003 by Ramon Williamson

Most people think nothing of putting on their T-shirt with the distinctive swoosh on the sleeve, grabbing their Starbucks travel mug or jumping in their car with the "see-I've made-it" icon on the trunk. Yet, few have ever considered using the power of "brand think" to build their career or small business.

In the traditional sense, a brand is a word, usually a proper noun. Brand building is the process of creating a perception in the mind that there is no product or service on the market quite like yours.

In the new world of work, you are a brand. And to stand out and prosper, you must leverage your experience, way of thinking, ideas, skills and braggables to create a perception that there is no one in the marketplace quite like you. I call this process "branding your brilliance".

Here are six simple steps you can take to standout and prosper in the new world of work:

1. Think like a free agent.

Free agency is a decision to be your own boss, whoever you work for. To be in the best possible position to move ahead: do your best work now, create a remarkable track record, take responsibility for your own security and, keep your eyes peeled for the next great job.

2. Discover what sets you apart and market it shamelessly.

The next step in building your brand is to identify all the qualities and characteristics that make you distinctive in the marketplace.

Action Step: Ask yourself: What do I do that adds distinctive, measurable value? What have I accomplished that I can shamelessly brag about? What real benefits do I offer? Ask others: What do you see as my greatest strength? Use this information anytime you have to write or speak about who you are and what you have to offer.

3. Get visible.

When it comes to branding your brilliance, publicity is superior to advertising.

Here are five simple ways to create "buzz" about your personal brand. Create a personal web site, lead a project at work, start an e-mail newsletter, write an article or teach a class.

4. Stop networking, and build a network.

Are you the type of person that people call when they need to get connected to others? If not, stop networking and build a network. The key to success is access, and the key to gaining access is getting connected.

Action Step: Create a list of everyone you know in every profession. List everyone that you know in your field. Participate in on-line communities. Start introducing (connecting) everyone to everyone else. When you do, you'll get connected, gain access and move ahead very fast.

5. Add value - and then some.

Adding value is going the extra mile. Doing just a little more than is expected makes people feel that there is no one better to know or do business with. The key is to find out what others place a high value on.

To begin, ask your employer, your clients and even your colleagues what they feel adds value to them. Then look for ways to add value everyday.

6. Accelerate your brand power by getting in sync with a major trend in your field and moving to the head of it.

What's a big trend in your field? Read everything about it. Participate in conferences. Take a position. Become known as a specialist. Focusing on what you can be best at is a powerful way to upgrade and accelerate the perceived value of your brand in the marketplace.

Bottom line? To get hired, promoted, or paid more, branding your brilliance is your most important job.

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Ramon Williamson is famous for helping clients promote their way to celebrity status, and earn above average incomes in their professions. He is an author and popular keynote speaker quoted in Entrepreneur, Fortune Small Business, US Weekly, and Business Journal newspapers. For more info, please visit http://ramonwilliamson.com.

Feature Article Three: The Coach�s Battle With The Human Mind

by the International Coach Federation Malaysia Chapter

Whether it is winning at competitive sports, reaching the summit of a mountain, or achieving flying colors in an examination, very few succeed entirely on his or her own. Often these people and many others who have achieved significant measures of success have had plenty of help along the way. Aspiring individuals or teams have people who play the �behind the scene� roles to perform some forms of coaching role. They either act directly as coaches for them, or indirectly performing coach roles as bosses, teachers, personal advisors, mentors, confidante and many others.

Often these coach-leaders have gone through the �terrains� of experiences themselves and are therefore highly competent to offer much invaluable support to those who come after them.

The sports arena, both locally and internationally, are full of examples of former sports champions lending their experiences to help others reach or surpass their own personal level of accomplishments.

Similarly, there are many shinning examples in the non-sports arenas as well. In the arena of nation building, outgoing Malaysian Prime Minister, Dr. Mahathir Mohamad can be well regarded as Malaysia�s No. 1 Coach. Few would dispute that he is the man behind many of the country�s achievements.

Great coaches are like �co-pilots�, who sit closely next to an aspiring individual, a team or a nation of people, guiding them while they navigate along rough terrains of experiences to reach success and happiness.

On its own, hard work does not necessarily get us anywhere. Neither is sheer bull-like determination or persistence. So despite having fine human qualities, efforts channeled and expended in the wrong direction and doing the wrong things will lead to little progress. There�s also this saying that �working smart is better than working hard�.

Good advice helps to keep us aware on where we are heading in order not to end up the wrong way. When the matter is complex and very important, an external person whose role is �outside looking in� is effective in offering new ideas, new perspectives and new information to increase our chances of success. Here is where the experienced coach plays a pivotal role; lending a helping hand to guide and realign people to take the right path in the journey to attain the desired goals in life.
WHY IS THE HUMAN MIND SO IMPORTANT TO THE COACH

Simply possessing a large quantity of subject matter is insufficient to help others achieve success. What is most important is the quality of helping relationship which is deemed to be the single most important factor in determining the success of a coaching experience.

Essentially, a good helping relationship hinges on how well a coach can understand and empathize with the attitude and behavior of a person, and also the ability to draw the connection to the internal going-ons in the mind of the person. With a deep understanding, the coach will be able to adjust the �lenses� inside the mind for it to perceive and interpret the world correctly to yield the desired result. Thus, the point of focus for all good coaches is the human mind. This is the hot seat of thoughts, attitudes and beliefs which determines the habits, actions and behavior of people.

The role of a coach is similar to that of a surgeon in an operating theatre. He has to thoroughly examine the human mind to find out what is inside there first. Then he unlocks it to rid off what should not be there, and later relocks it after it is ready to receive new information and perspectives about its personal self and the world outside. Only when this is done successfully, can aspiring people reach the desired state of their accomplishments.

Fundamentally, a good coach must have a good grasp of human psychology. Firstly, the coach must be fully aware that beliefs, habits and behavior are learnt with the help of the environment. Secondly, these can also be unlearnt either by themselves or with the help of others. Thirdly, they can be re-learnt again with new beliefs, attitudes and behavior.

Such strong conviction is very important for coaches, for without it, coaching will be non-existent and any effort to change people will be a mission in futility! There is sufficient track record to prove this true. It would never have been possible for Cathy Freeman to win an Olympic gold for she is an aborigine raised from the deprived Australian outback. We would never have heard of Albert Einstein for he was mentally slow as a child, or Abraham Lincoln, who was a lethargic day dreamer or Thomas Edison, a �hopeless case� in his early years. But they all became great people because they knew there was hope within them and refused to let their original environments sealed their fate forever as useless human beings.

As Dr. William James, �The greatest discovery of my time was that human being can alter their lives by altering their attitudes of minds.� It goes to say that what happens to you in life is not accidental. It is a direct or indirect result of how you think and what you want to do. With this conviction, a good coach can help reset one�s life for the better.
WHAT IS IT ABOUT THE HUMAN MIND THE COACH IS AFTER?

Although sports coaches have existed for hundreds of years, non-sports coaches have in recent years, become increasingly a great part of many people�s lives. The many demands of modern living exert great pressures on people to perform well to be successful and happy with their lives. This includes the school children of today who are attending many more hours of personal tuition, a direct result of what they (and often their parents as well), want out of their lives.

In helping people to be better and happier, the first logical thing a coach does is asking a very important strategic question, �What is really going inside you?� This is the starting point to describe the self-image as the person sees himself. Like a creative advertising idea that helps to crystallize the final advertising artwork, the self-image is also a personal idea which immensely influences habits and behavior of people.

Take for instance, when someone has fears in public speaking. The coach must find out the real reason for such fears. On examining the mind, he discovers that the main reason for this fear is due to the belief that he will make lots of mistakes. Predictably, he shuns such assignments, and when he has to do it, he feels very nervous and uncomfortable doing it.

The next step is to lock on to identify where and what are the types of �scotomas� or �blind spots� which are inhibiting him from developing greater confidence and skills to do this. The following question to ask is whether being a good public speaker is crucial to him in attaining his long-term goal in life, say, to be a successful lawyer. If it is, then the coach has succeeded in unlocking the person�s mind to accept new learning, new information, new truths and new perspectives for his mind. By pushing further into this, the coach makes him accept self-accountability by gluing him to his goals. This will motivate him to unlearn old ideas and relearn new ones which are now aligned to the goals he wants to attain.

The coach has therefore succeeded in this last step; he has relocked his mind with new materials. However, it is not the end yet for the person has to be monitored; for each time he falters, he has to be reminded again and again on his goals. Given the time, positive changes will set in and will become a permanent part of his beliefs, attitudes, habits and behavior. In other words, he will not fear public speaking any more and should be on his way to be a good speaker and a successful lawyer as well.

The ultimate goal of good coaches lies in helping to empower an otherwise powerless individual to move into positive transformational mode. It is the change in the person�s self-image which he is trying to get at. When he succeeds in this, he will be able to get the person to change his total internal and external behavioral system with much ease. This is the most satisfying part of a coach�s mission; for he has won the battle with the human mind!

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For more information about the International Coach Federation Malaysia Chapter, call 6-03-77267316 or email to mikeheah@corporate-coach.com.

Humor Resource

Managed by Dr James Y Lin

The teacher asked little Veerachai if he knew his numbers.

"Yes," he said, "I do. My father taught me."

"Good. What comes after three?"

"Four," answers the boy.

"What comes after six?"

"Seven."

"Very good," says the teacher. "Your dad did a fine job. What comes after ten?"

"A jack."

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Every Monday morning for years, at about 11:30 am, the telephone operator in a small Sierra-Nevada town received a call from a man asking the exact time.

One day the operator summed-up the nerve to ask him why the regularity. "I'm foreman of the local sawmill," he explained. "Every day I have to blow the whistle at noon, so I call you to get the exact time."

The operator giggled, "That's really funny," she said. "All this time we've been setting our clock by your whistle.�

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My wife is a "backseat driver" second to none. After years of putting up with her pestering, I finally advised her that I would no longer drive with her in the car; she would have to move around in her own car from now on.

Later that day, while driving alone, I heard my mobile hone ring. It was my wife calling.

By chance, she had entered the highway right behind me.

"Honey," she said, "your turn signal is still on. And put on your lights; it's starting to rain."

Book Review: Wired for Good - Strategic Technology Planning for Nonprofits



Wired for Good is a practical guide to strategic technology planning for nonprofit organizations. Unlike corporations where IT resources are abundant, nonprofit organizations tend to lag behind in technology utilization. This book is designed for those organizations which are ready to explore and implement technology applications.

Published in 2003 by John Wiley & Sons, Wired for Good provides a systematic approach to the technology planning process. Its 292 pages are filled with practical suggestions, templates, and real-life examples. The book describes the technology planning process in great details, including the assessment of organizational readiness and risks. It also addresses the need to manage the process and provides advice on how to build a planning team to lead and work with consultants and volunteers.

The case for technology utilization is made from a business perspective. The desired outcome is to help align an organization's technology strategies with its mission and strategic goals. It's helpful for those who want to re-examine their organization needs and how they do business. The book proposes a careful analysis of the current technology applications before making business process improvements or changes.

A number of other useful topics are also covered in the book: network services, equipment, facilities plan, security plan, technology support plan, training plan, budget, and implementation timeline. All in all, Wired for Good will enable the nonprofit professionals to work more successfully with technology applications for the benefits of their organizations.

Wired for Good can be purchased from Amazon.com. Author Joni Podolsky is the founding program director of Wired for Good, a program of the Center for Excellence in Nonprofits in San Jose, California. As program director, she helps Silicon Valley nonprofits use technology strategically to improve their effectiveness by leveraging the community expertise and resources necessary to assist them in the development and implementation of strategic technology plans. Joni can be reached at jonip@cen.org.

Attitude Vitamins

Compiled by G. K Lim

Doubt is a pain too lonely to know that faith is his twin brother. -- Kahlil Gibran

The best thing to give to your enemy is forgiveness; to an opponent, tolerance; to a friend, your heart; to your child, a good example; to a father, deference; to your mother, conduct that will make her proud of you; to yourself, respect; to all men, charity. -- Arthur James Balfour

No one is in control of your happiness but you; therefore, you have the power to change anything about yourself or your life that you want to change. -- Barbara De Angelis

Single-minded concentration in the direction of your dreams intensifies your desires and increases your self-confidence. -- Brian Tracy

When every physical and mental resource is focused, one's power to solve a problem multiplies tremendously.
-- Norman Vincent Peale

Whose rice I eat, his cart I push. � G K Lim

Most people have no idea of the giant capacity we can immediately command when we focus all of our resources on mastering a single area of our lives. -- Anthony Robbins

There are two primary choices in life: to accept conditions as they exist, or accept the responsibility for changing them.
-- Denis Waitley

If you view all the things that happen to you, both good and bad, as opportunities, then you operate out of a higher level of consciousness. -- Les Brown

I could not, at any age, be content to take my place by the fireside and simply look on. Life was meant to be lived. Curiosity must be kept alive. One must never, for whatever reason, turn his back on life. -- Eleanor Roosevelt

One of the tests of leadership is the ability to recognize a problem before it becomes an emergency. -- Arnold Glasgow

I am beginning to learn that it is the sweet, simple things of life which are the real ones after all. -- Laura Ingalls Wilder

Never argue with the inevitable. -- Patricia Fripp

For peace of mind, we need to resign as general manager of the universe. -- Larry Eisenberg

I am a big believer in the 'mirror test.' All that matters is if you can look in the mirror and honestly tell the person you see there, that you've done your best. -- John McKay

Links of Interest

Human Resources � If We Recognize Issues, How Do We Influence? By Bill Binder

How do we communicate those issues up through the ranks? Human Resources Management is partly involved in being an advocate for employee concerns and issues, which pervade the work environment. We can see what is happening, because we know who our constituents are. We have hired them, we have put them through orientation, and we of course provide many other functions, which help to assure that part of their day-to-day needs, are met. Dependent on the climate of the organization, we have a greater personal stake in the welfare and success of individuals. We know them by name, we hear about the issues, which interfere with them being able to perform their tasks to the best of their ability. Actually, we are still the advocates for their concerns; that is what attracted us to HR and what we are skilled in taking care of. The problem lies, especially, but more importantly in an economy of today, that even though we may hear and see concerns, we are unable to effectively communicate them to higher levels. We may be in a sense �powerless� to do so.

Read more at
www.hr.com/HRcom/index.cfm/WeeklyMag/80784B3E-C5D8-4EDC-B02375237DDCD374?ost=wmFeature

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Is the Talent War Still On? By David Creelman

Once upon a time there was a war for talent in the US. The economy was in an unprecedented boom and many types of white collar workers were in high demand. McKinsey correctly noted this phenomenon but made one rather silly rhetorical mistake, instead of stressing that there "is" a war for talent (which was clearly true) they said that there "will be" a war for talent (which puts them into economic prediction�a mug's game).

Read more at
www.hr.com/HRcom/index.cfm/WeeklyMag/E4AB3860-D583-494F-BA58E06D7DA85990?ost=wmEditorial

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Taming the Savage Genius

To find out about the delicate art of managing employees who are way, way smarter than you, go to:
www.inc.com/magazine/20030501/25409.html

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Mentoring as an integral part of a management development strategy

Powerpoint slides of a presentation by Jill Chiert of United Parcel Service, outlining mentoring methods used at UPS. (This document is in pdf format)

www1.astd.org/astdInterim0304/pdf/handouts/TH204.pdf

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Oak Training (www.oaktraining.com) is the supplier of choice of innovative, practical and competitively priced downloadable training content. Over 50 organizational, management and employee modules available without the traditional barriers associated with purchasing training content. Once you have selected the module(s) you require they are yours to use as often or as wide as you deem appropriate. In other words ....

- No Constraining Licences
- No Complicated Contracts
- No Purchasing of keys to Use
- No One-Trainer Rules

And most importantly No Restrictions on Customization.

Recently Oak Training slashed its fees by 50%.

On the top of that, if a HRD Gateway member (or a member of any of its national affiliates) buys a training program from Oak Training, he/she qualifies for a further 10% discount on the current price. BUT you need to inform us first through hrdgateway@oaktraining.com to qualify for the 10% discount on the current price.
Organization News

1. In June 2003, HRD Gateway signed a "Letter of Intent for Academic Cooperation" with San Jose State University in the Silicon Valley of California. Commonly known as SJSU, the University has 30,000 students and is the oldest institution in California. Many multinational companies, such as Intel, Yahoo!, AMD, Cisco, HP, Sun Micro, and Solectron partnered with them to provide workforce development programs. HRD Gateway was represented by President Thomas Wong and Advisor Dr. James Lin, while SJSU was represented by Associate VP Dr. Mark Novak, Executive Director Dr. Carolyn Shadle, Management Program Director Judith Kaiser, and International Projects Senior Lead Peter Sterlacci. One of our common goals is to promote mutual understanding, academic collaboration, cultural and personnel exchanges between SJSU and HRD Gateway members in Asia.

From left to right: Dr. James Lin, Peter Sterlacci, Dr. Carolyn Shadle, Judith Kaiser, Dr. Mark Novak, Thomas Wong


2. HRD Gateway and the international arm of Silicon Valley Association of Startup Entreprenenurs (SVASEi) formed an alliance on 24 June 2003 via an Affiliate Agreement. The organization is the link between global business communities and the entrepreneurial community resources of Silicon Valley. We agreed to co-market each other's events and to co-organize conference/training events for businesses in Asia and the Silicon Valley. Together, we represent a grouping of 14,000 HRD and business professionals. SVASEi's lead, Esther Nguyen, also joined HRD Gateway Management as a VP.

Silicon Valley is known for its technology innovation and entrepreneurial culture. A statistics shows that it takes in one third of all US venture capitals, and its workforce income level is almost twice the US national average. One way to learn more about this unique place is to visit the following sites:
- Business Week Special Report: www.businessweek.com
- Asian Americans in the Silicon Valley, www.imdiversity.com
- Joint Venture: Silicon Valley Network, www.jointventure.org


3. Member Meetings and Activites in Malaysia

- Organized by malaysiaHRonline Member TG Lee, HR practitioners at Safira Club in Seberang Jaya, on the mainland side of Penang State, Malaysia continue to meet. See www.mykaizen.com/hr/hrmeeting6.html for more information.

- HRD Gateway helped malaysiaHRonline and MSTD made an informal link with MIDA San Jose in California. They will be able to assist in the answering of any HR questions posted by US businesses interested in investing in Malaysia.


4. HR Summit 2003 in Hong Kong, Beijing, and Shanghai

Now that the SARS epidemic is over, the three HRD Gateway sponsored conferences in Beijing, Shanghai, and Hong Kong will go on as scheduled. Please visit www.hrdgateway.org/conferences for conference agenda and registration information. These conferences are organized by KeyMedia Hong Kong.


HR Summit 2003 Hong Kong will be held at the famous Hong Kong Exhibition and Convention Centre in August


5. Sponsorship Opportunities in HRD Gateway Newsletter

HRD Gateway Newsletter is open to sponsorships from companies that want to inform its readers of their products and services. The Newsletter reaches a minimum of 14,000 members and associates of HRD Gateway. These members, in turn, inform many of their colleagues in the HRD/HRM profession and industry. We also archive previous issues of the Newsletter in the Publications section of HRD Gateway Web site. This means that the readership will easily count in the tens and thousands.

Please contact the Editor for readership demography details and advertising rates.

Readers, please email comments, news items, and article contributions to the editor, G. K Lim. HRD Gateway reserves the right to use your contribution.

Copyright � 2003 HRD Gateway and Contributors. Email This Page.