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When you travel the halls of your memory, who do you remember as your most influential teachers? How did these teachers influence your life and change it for the better? Great teachers spark more than math, literature, or science in your life. They spark something else as well, something deeper and long-lasting that stays with you. As an individual living your life, you have another teacher you may not have touched on in your memory. That teacher is you! When you’re trying to get healthy and support your body and mind better, your inner teacher is key toward achieving what you want.Health involves learning. You learn about your body and which lifestyle habits foster balanced health, versus which habits derail health. But you also learn something else. You learn about yourself as a person, how you face challenges, and which obstacles are blocking your road to health. The journey toward health involves more than regimens for diet, exercise, and sleep. The journey is unique to who you are and where you’re at in life too.Bringing out your inner teacher to learn about your health isn’t always easy. Everyone wants to believe they are perfectly healthy, and sometimes facing the reality that your health needs more support can be challenging. It means admitting that you’re not perfect and that you still have more to learn. It takes knowing that supplements, medications, or doctor’s visits alone can’t keep you healthy. You as a person are an essential part of your health, and acknowledging this fact takes honesty and courage.When you call forth your inner teacher in an open and honest way, you can explore your physical and mental-emotional health through a unique lens. You can ask yourself if there are societal and personal expectations that are burdening you and blocking your health. You can explore whether some part of your past unfairly has a hold on your health and who you are today. You can explore your relationships with yourself and other people to see whether they are supporting or hindering health. You can also notice how you manage stress and emotions and whether your current approach could use some adjustment for better health.Good teachers both challenge you out of your comfort zone and patiently support you through the discomfort that can result. Getting healthier can feel strange and uncomfortable at times. The body and mind are used to doing what they always do—in other words, homeostasis or equilibrium. They will maintain states of health, but they also maintain states of unbalanced health. To get healthy, your inner teacher has to push you beyond comfortably unhealthy habits. On the other hand, your inner teacher also has to patiently help you through these potentially awkward transition periods and regularly remind you: “I can do this!”What steps have you taken lately to bring out your inner teacher on the road to better health? If you feel that it’s been a while since you’ve listened to your inner teacher, that’s okay. He or she is always there and you can turn to that side of yourself when your health feels neglected or stuck. Remember to give your inner teacher the same respect that you would any other great teacher in your life.As you head into the autumn season, a period of time that is infused with transition in the air around you, encourage your inner teacher by asking yourself the following questions:1) What are current strengths in my health?2) What are some weaker points of my health that require more attention and learning?3) Without focusing too much on the past or the future, what steps can I take today toward better health?4) What are my obstacles to health in the present moment?5) How can I create space in my life for my inner teacher to express itself and help me with health?As you ask yourself these questions, you’ll find that your body and mind naturally know which direction to go in—if you listen to them. By paying attention to your inner teacher, you’ll learn new things about your health and how better to support it. And you’ll enter your own hall of fame of great teachers.

Equity finance means the owner, own funds and finance. Usually small scale business such as partnerships and sole proprietorships are operated by their owner trough their own finance. Joint stock companies operate on the basis of equity shares, but their management is different from share holders and investors.Merits of Equity Finance:Following are the merits of equity finance:(i) Permanent in Nature: Equity finance is permanent in nature. There is no need to repay it unless liquidation occur. Shares once sold remain in the market. If any share holder wants to sell those shares he can do so in the stock exchange where company is listed. However, this will not pose any liquidity problem for the company.(ii) Solvency: Equity finance increases the solvency of the business. It also helps in increasing the financial standing. In times of need the share capital can be increased by inviting offers from the general public to subscribe for new shares. This will enable the company to successfully face the financial crisis.(iii) Credit Worthiness: High equity finance increases credit worthiness. A business in which equity finance has high proportion can easily take loan from banks. In contrast to those companies which are under serious debt burden, no longer remain attractive for investors. Higher proportion of equity finance means that less money will be needed for payment of interest on loans and financial expenses, so much of the profit will be distributed among share holders.(iv) No Interest: No interest is paid to any outsider in case of equity finance. This increases the net income of the business which can be used to expand the scale of operations.(v) Motivation: As in equity finance all the profit remain with the owner, so it gives him motivation to work more hard. The sense of inspiration and care is greater in a business which is financed by owner’s own money. This keeps the businessman conscious and active to seek opportunities and earn profit.(vi) No Danger of Insolvency: As there is no borrowed capital so no repayment have to be made in any strict lime schedule. This makes the entrepreneur free from financial worries and there is no danger of insolvency.(vii) Liquidation: In case of winding up or liquidation there is no outsiders charge on the assets of the business. All the assets remain with the owner.(viii) Increasing Capital: Joint Stock companies can increases both the issued and authorized capital after fulfilling certain legal requirements. So in times of need finance can be raised by selling extra shares.(ix) Macro Level Advantages: Equity finance produces many social and macro level advantages. First it reduces the elements of interest in the economy. This makes people Tree of financial worries and panic. Secondly the growth of joint stock companies allows a great number of people to share in its profit without taking active part in its management. Thus people can use their savings to earn monetary rewards over a long time.Demerits of Equity Finance:Following are the demerits of equity finance:(i) Decrease in Working Capital: If majority of funds of business are invested in fixed assets then business may feel shortage of working capital. This problem is common in small scale businesses. The owner has a fixed amount of capital to start with and major proportion of it is consumed by fixed assets. So less is left to meet current expenses of the business. In large scale business, financial mismanagement can also lead to similar problems.(ii) Difficulties in Making Regular Payments: In case of equity finance the businessman may feel problems in making payments of regular and recurring nature. Sales revenues sometimes may fall due to seasonal factors. If sufficient funds are not available then there would be difficulties in meeting short term liabilities.(iii) Higher Taxes: As no interest has to be paid to any outsider so taxable income of the business is greater. This results in higher incidence of taxes. Further there is double taxation in certain cases. In case of joint stock company the whole income is taxed prior to any appropriation. When dividends are paid then they are again taxed from the income of recipients.(iv) Limited Expansion: Due to equity finance the businessman is not able to increase the scale of operations. Expansion of the business needs huge finance for establishing new plant and capturing more markets. Small scales businesses also do not have any professional guidance available to them to extend their market. There is a general tendency that owners try to keep their business in such a limit so that they can keep affective control over it. As business is financed by the owner himself so he is very much obsessed with chances of fraud and embezzlement. These factors hinder the expansion of business.(v) Lack of Research and Development: In a business which is run solely on equity finance, there is lack of research and development. Research activities take a long time and huge finance is needed to reach a new product or design. These research activities are no doubt costly but eventually when their outcome is launched in market, huge revenues are gained. But problem arises that if owner uses his own capital to finance such long term research projects then he will be facing problem in meeting short term liabilities. This factor discourages investment in research projects in a business financed by equity.(vi) Delay in Replacement: Businesses that run on equity finance, face problems at the time of modernization or replacement of the capital equipments when it wears out. The owner tries to use the current equipments as long as possible. Sometimes he may even ignore the deteriorating quality of the production and keeps on running old equipment.

Technology & HR-Leverage one for the other: “Technology and HR are enablers of business. Integration of the two would mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR would mean digitizing the mundane HR activities and automating the back office and transactional activities related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change associated with technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles.”Technology and HR both have one thing common i.e., both these are enablers of business.In recent times, technology has become synonymous with information technology, as hardly any other technological development of the past would have impacted all spectrum of business as information technology has impacted. Irrespective of the kind of business you are in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in one form or the other is a foregone conclusion. To manage and deploy technology in an effective way, all business Organizations would need knowledge workers. Managing of these knowledge workers is the responsibility of HR function. Hence the integration of technology and HR is an absolute must.Having understood technology and HR in the present context we must understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing the other i.e., technology is used to enhance effectiveness of HR and HR functions helps in adopting and managing change which technology deployment brings in.Leveraging technology for HRHR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology is being deployed.e-RecruitmentRecruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. One is recruitment through company’s own sites and the other is hosting your requirement on the other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The first models is more popular with the larger companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other companies prefer to go to the job sites. Some are adopting both.E-recruitment has gone a long way since its start. Now these sites have gone global. Sites like jobsahead.com and monster.com have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers are able to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted a company profile on the Ireland site that highlights the contributions of 3 com’s Irish design team in its global projects.In the early days e-recruitment was plagued with flooding the employers with low-quality bio-data’s. Again technology has come as a savior. Now pre-employment testing like the one introduced by Capital One, a US based financial company, help in filtering the applicants. These tools test online e.g., applicants for call centers. ‘Profile International’ a Texas based provider of employment assessments, has developed tools that allow instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are leading to more and more companies adopting e-recruitment at least as a secondary recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.Employee Self ServiceEmployee self-service is perhaps one utility of IT, which has relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is a plethora of small activities, which were earlier carried out by employee through administration wing of HR. These are travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier all these rules and information were in the custody of HR. Every user employee was expected to reach out to HR and get it done. Now with deployment of ESS in most of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is completely digitized in its corporate office. It is working towards digitizing travel related activities, perks and even compensation management and performance management administration. ‘Digitize or outsource all the mundane and routine focus only on core and value add’ – Vineet Chhabra V.P. -PDC BILT.CommunicationCommunication which is most talked about management tool has always been a gray area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Starting with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one area of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which caters to most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.Knowledge ManagementAnother area of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is one of the most effective ways of adult learning. Use of technology for this purpose can’t be over emphasized. Aptech Online University and ‘The Manage mentor’ are some of the Indian sites, which are in this business knowledge management, which is an integral part of any learning organization, which cannot become a reality without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Talk to ‘Big-5′ or not ‘so big’ consulting companies you will find that main stay of their business is the knowledge repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed is the name of game technology driven Knowledge Management constantly provides a strategic advantage.If you look at HR module of ERP solutions like people soft, SAP, Oracle and Ramco they provide you with a comprehensive package which helps in man-power planning, recruitment, performance management, training and development, career planning, succession planning, separation and grievance handling. A transaction happening in all these areas are digitized and form a closed loop ensuring employee database is always updated. E.g. a joining letter of a new employee is system generated. It will be printed only when all mandatory fields of information are entered. Similarly a transfer order or a separation letter is issued from the system only if that transaction has been carried out in the system.For career planning, success planning, skill and competencies matrix methods are used by most of these systems. They search an employee with the required skills first in the in-house database of employees. Once put in practice in letter & spirit, this system not only enhances business results by matching the right candidate for right job but also improves retention of employees.Processing payroll, churning out time office reports, providing HR-MIS are some other routine activities of HR which have been off-loaded to technology.Leveraging HR for TechnologyAll HR professionals, preaching or practicing, learning or experimenting, teaching or studying have experienced leveraging technology for HR. But most of us come across a situation where we need to leverage HR for technology. Let us understand what do we mean by this.Whenever technology is deployed afresh or upgraded it involves a change. The change may be at the activity level e.g., applying for leave through the intranet or at the mental model level e.g., digitizing the process succession planning which have been HR professionals forte. The people have always registered adopting change. This is one area where HR professionals are to deliver i.e., become change agents and lead the process of technology and change adoption. The resistance to change is directly proportional to speed of change. Now speed of change has increased and hence resistance.Just to take an example, most of ERP implementation in the world have not been able to deliver all the expectations. Some of these have failed to deliver at all. While analyzing the cause of failure it has been observed that 96% of failures are because of people related issues and only 4% are because of technology.It is the people who make the difference; hence HR should exploit its expertise to facilitate the adoption of technology. I would like to put together some of the thoughts on what HR should do for this.At the time of recruitment, stop hiring for skills rather hire for attitude and a learning mind. Skills of today are no longer valid tomorrow. Managing ever changing change is the only criteria for success.Functional or technical skills can be acquired during the job. Hence recruitment in the technology era needs to undergo a paradigm shift i.e., from a skill/competency based it needs to be attitude and learning mind/ ability based interview. That would translate into hiring for skills for future. In IBM every employee has to fill in his/her individual development plan where the employee commits its learning one/two new skills every year thus remaining competitive every time.If we look at the chemistry of resistance to change it is either a skill issue or a will issue. To address the will issue we need to work at a comprehensive solution starting from recruitment (as discussed earlier), reward, compensation and leading to organization culture which promotes change. A living example is 3M, a US based company, where innovation is way of life, where 10% of revenue must come from new products every year. For them change becomes way of life.To address the will issue further organization need to prepare a communication strategy which creates a ‘pull’ for the technology. For example, in Ranbaxy, when they went for SAP implementation they anticipated resistance. To address this they started a house journal, which was aimed at educating the employees on the benefits, which will result from adoption of ERP, SAP. This created a need rather a potential need or a latent need was brought out. Adoption of ERP did not become much of a problem.At times adoption of technologies is perceived as a threat by the employees e.g., automation leading to reduction in workers, office automation leading to retrenchment of clerks etc. HR needs to be associated with the technical adoption right from the beginning till the end. At the selection of technical stage if HR is associated, it can map the skills required and create a pull during implementation and adoption. Post adoption it can release the excess non-re-allocatable employees.To understand this process more clearly we can take example of ERP implementation. ERP is taken as an example as this is one technology adoption which effects employees across the org. irrespective of function and position. Any other automation may have affected only a segment of organisation. ERP implementation in any organization goes through the following stages.1. Selection of package2. Business analysis3. Solution design4. Configuration and customization5. Conference room piloting (CRP)6. Go-live and productionAt each stage HR has to play a role, which will help in mitigating resistance to change.During selection process, the change agent can understand the business benefit ERP would bring. This would help him to draw a comprehensive communication plant aimed at creating a ‘pull’ for the change. The communication plan may use its various weapons from the armory. The obvious examples are Newsletters, Newsflash. In-house journal, addressing by the top management, web cast, open house sessions, meetings formal and informal.During the business analysis phase implementation team is supposed to analyse the existing business processes. At times this leads to surfacing of some data which is not very desirable by the process owners, leading to resistance at this stage, HR has to be again proactive and carry out a detailed stake-holder analysis. Such an analysis should give a lead to potential areas of problem and potential champions of change.Solution design involves defining ‘To-be processes’ i.e., the way business would be carried out in future. At this stage HR has to play the role of catalyst to turn the heat on. The idea is to ensure to make maximum out of an opportunity of package enabled business transformation. HR can play a role by arranging to educate and train the right people on best business practices, just before this phase.During the configuration and customization HR has to keep on beating the drum, the customization of a standard package is a big no-no. Similarly, during the conference room plotting (CRP) it should help in identifying the right persons to be involved in CRP. A thorough testing at this stage would result in lesser pain at the time of going live. This is also time to focus on training of end users, the employees who are going to use the system once implemented. Training- retraining -training to ensure all the prospective users are comfortable with usage of software before the system goes live.During the go-live stage HR has to work over time to keep the motivation levels high. This is the time when management starts losing patience as one glitch after the other keeps appearing and virtually bringing the business to halt. At this stage, HR has to play ‘conscious keeper’ for the top management once into product relocating the surplus is a challenge for which it has to be prepared before it.This examples makes it clear that involvement of HR during the entire life cycle of technology is valuable. ERP is not an isolated case. It is true for any other technology adoption only finer details may vary. Hence HR must play a proactive role rather than being just a silent spectator or mere executers of the wishes of business or chief technology officer in case of technological changes.Having set the case in different perspective, it seems only logical to leverage technology for HR and vice-versa.