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INTERVIEW

Prof. SANDEEP SANCHETI

President, Manipal University Jaipur
in an exclusive interview with Yogesh Sood,
consulting editor, P&M

Q You have over 33

years of teaching,
research and authoritative
Therefore, in general, it is
difficult to work towards rankings
especially, if you are a young
Involvement in the field of university. The best way to let it
Scholastics. How would you happen is the organic growth/
see the progressions which development in all sectors of
have occurred in the Indian main activities. In my opinion,
training framework? a focused effort in everything
Dr. Sandeep Sancheti did his Ph.D. from the
Teaching and research has an Institute can do is the key to
Queens University of Belfast, U.K. in 1995. success or such regulation.
progressed over more than three
He obtained his [Link] in ECE from Regional d e c a d e s. G E R h a s i n c re a s e d
Engineering College, Warangal (now NITW) and
[Link]. (Engg) from Delhi College of Engineering
tremendously. But the proportionate
increase in teaching fraternity has
Q What are your
perspectives with
respect to the current
(now DTU) in 1982 and 1985 respectively. He not happened as yet. The quality of
Education framework in
has more than 34 years of teaching, research teachers have also taken a dent due
India? What are the big
and administrative experience. to lack of interest and respect from
challenges to university
society for this noble profession.
As an institution builder, prior to joining as education in India?
President of the Manipal University Jaipur, he Fortunately, the advent of E q u i t y, A c c e s s, Q u a l i t y,
has served as founder Director National Institute new technologies has come to our Affordability are the pillars of
of Technology Delhi, Director NITK Surathkal rescue. It is gradually replacing higher education and are the
the need of the teacher who used most challenges of university
and Director in-charge of NIT Tiruchirapally,
to deliver the content more than education as well. Try and Play
NIT Calicut, School of Planning & Architecture
anything. But now, over the past with one parameter and the
(SPA) Delhi and also Mentor Director of newly few years, the teacher’s role is other gets affected. It is a non-
established NIT Goa, NIT Puducherry and NIT undergoing a substantial change, trivial balance. More so, because
Sikkim. He is the former President of IETE which demands several other in my opinion those who don’t
Rajasthan Centre and is currently Vice-President attributes and qualities. The understand this domain well,
IEEE MTT India Chapter and a Council member of training of teachers has been an have taken plunge in starting
IETE. He is a Life Member / Fellow of Institution area of neglect and difficulty due large number of institutions. To
of Engineers (I), Indian Society for Technical to their multiplicity of roles. top it all, they are not seeking
Education and Broadcast Engineers Society (I), proper inputs from the right
IEEE (USA). Q MUJ stands as one of
the premier Universities
in Jaipur, India and has been
set of experts and a result they
are trapped in problems one
He is a recipient of Commonwealth Scholarship after the other leading to many
& Fellowship under Colombo Plan from 1992-
ranked 10th in the Top 10
compromises, in particular with
Universities for Academic
1995 and has been awarded SERC Fellowship that of faculty. On the other
Excellence, by ‘The Higher
from DST, Government of India in 1998 and hand, Government institutions
Education Review’. How did
UKISTRF award from British Council in 1999- may be established with pure
you achieve this?
2000. intent but they are suffering
Ranks are generally an outcome
due to inefficiency in leadership,
He was a founder member of Indo-US of concerted efforts in all domains
slug gish pace of work and
Collaboration on Engineering Education (IUCEE) of activities like academics,
indifference. All in all, efforts
research, training, skilling etc. To
since 2007 and a member of Academic Advisory should be made such that at least
rank in the top 10 in any survey
Board of Microsoft (India) 2009-10 and a few institutions like Manipal
or ranking mechanism highly
member of MHRD Working Group on Technical University Jaipur should be
depends on the parameters chosen
Education for 12th Five Year Plan 2010-11. established in every region to lead
by the ranking agencies which are
by an example and raise the bar
sometimes difficult to meet.
of quality.

6 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

Q How does your educational Not only that one has to deliver with each other and work within
module guarantee best beyond the syllabus and excite the our own limited verticals, the inter-
practices of Industry? How do students with What, Why, Whom, disciplinary aspect is lacking, which
you look at reducing the gap When, How of a course. The main is the real thing. We will have to
(student-industry interaction) thing as was said by one of the increase acceptance and tolerance
at Manipal University, Jaipur expert is not to ‘Cover’ the syllabus for each other and actively seek
given that there are doubts on but to ‘Uncover’ it. As it is a well opportunities to work together, as is
the employability of majority known fact that engineers do find job not the case. Presently it is the well
of Indian graduates? in all walks of life like technology, accepted fact that new knowledge is
Student-industry interaction is finance, banking, management, going to emanate at cross-sections
a sub-set of institution-industry- administration etc., the Syllabus of existing fields of education and
interaction. III (I3) is a multifold should be made flexible and dynamic research.
activity and has to be promoted at so that it can suit to the taste of any
all levels and in all forms. Though
the main goals of both these may be
given individual.
Q What’s your biggest
achievement as MUJ VC?
different, there is enough commonality
to make I3 a win-win situation for
Q MUJ ranked second among
the Cleanest Higher
Educational Institutions in the
It is too early to name any single
achievement as the biggest!!! MUJ
is only little over six years and
both. Various forms of I3 are:
country under the category therefore has a long way to climb the
i) Summer/ Winter Internship
of ‘University’, how was it steps of success and achievement.
ii) Final year Interns from 6 months
conceivable? However, it is heartening that that
to one Year.
We are an institute with one of we have done well in all walks of our
iii) Faculty Internship in industry
the best credentials in campus design, activities be it academics, research,
for up to 2 weeks.
planning, greening, water and energy counseling , external funding, student
iv) Establishment of Industrial Labs
conserving and cleanliness. This growth attracting good teachers,
v) Institutional experts teaching/
has not only happened because the skilling, training teachers and student
training industry
faculty and students wanted to do it placements, residential & sports
vi) Educational experts teaching/
but also due to the solid planning and spaces and finances . The list is long
training industry
foundation for it undertaken by the and it has to be kept in mind that
vii) Joint Consultancy testing, R&D,
top management while conceiving the we are laying foundation of a good
manpower etc.
MUJ. In my opinion, such measures institution which in the coming
viii) Industry donating good but not
cannot be incorporated at a later years can be iconic and become a role
so useful equipment
date as the cost and efforts can be model for others to follow. The biggest
ix) Industry creating Chairs
very high. The real stuff is to plan achievement till now is that all our
x) Establishment of Centers under
well in the context of your campus major expectations have been fulfilled.
special schemes like TIFAC core.
setting and execute it with even better The goal of perfection in functioning
In general the direct beneficiaries finesse and finally to drive it with the of the university as set by the Board of
are our students who stand to gain at highest degree of involvement. I have Management is being executed by the
every step including their placement no doubt that the MUJ would always administration all in the true spirit.
for jobs. However, a critical need be in a good stead whenever it comes
in this respect is that of a proper
interface to make industries and
to such rankings as efforts for these
started happening even before the
Q : Final question, what’s
coming up in Manipal
University, Jaipur that we
institutions to work together. construction of the Campus kicked
ought to watch out for?
off.
Q Do you think the syllabi
at display are sufficient to
reach to the highest colleges Q What do you see as the
most challenging aspects
You can watch out MUJ for any
good work you want to refer to in
the academic system of the country.
like Oxford and Cambridge; of an increasingly diverse To make it International and global
are there any plans for academic community, and may need more time. But MUJ even
updating the syllabus? what steps have you taken to at this stage is raring to go and would
I don’t think that syllabi are the address such difficulties? be a force to reckon with and is ready
only ladder to success in raising the Increasing diversity is a positive to compete with any old and famous
name and position of a university. aspect for any educational institution. institution of the country. I am happy
In fact, the syllabus can be copied This also happens to be a major that our desire of being a research led
more or less easily to emulate any benchmark for many of rankings. university with more work towards
top university as it is not any one’s Indian University system by default direct benefits to the society and
proprietary. But the real thing/ is diverse as it is multi-faculty and humanity will make us stand apart
requirement is that of delivering it therefore multi-disciplinary. But in and make it a hub of innovation in all
effectively. most cases, we do not collaborate its activities.

Vol. 8 Issue 8 • October-November 2017, Noida | 7

from the
publisher’s desk
Welcome to the October-November edition
of People and Management!
Innovation has been the very buzzword throughout The next section, Education to Executive Education
the year- by now we know that Innovation is not only covers the feeblest spot in Indian Society; and how
confined to the plan or the idea. Innovation is another should these issues can be looked at and dealt with
word for inclusion and execution; inclusion of new in order to welcome the millennial into the existing
thoughts & talents, taking risks, and most importantly corporate world.
fight Inertia.
HR-edge delivers messages of HR-Practices which
“It is not the strongest of the species that survives, nor have proved to be noteworthy because HR professionals
the most intelligent that survives. It is the one that is no longer belong to just an HR Management fraternity
the most adaptable to change.” --Charles Darwin but are undergoing a transformation into Human
Capital management.
The rationale behind these contents is to observe
developments in the field of organizational change (OC) Speaking of which, Paradigm Shift gives a clear
with reference to the context of India. picture about the changes that Artificial Intelligence
has brought into the HRM –World, and help us achieve
The Cover Story highlights the requirement of the next level in our recent economic history.
Organizational Transformation in India Inc in order
to achieve the idea of changing the corporate world Finally, Off-shore perspective shares concepts of
notwithstanding the current economic environment bigger understanding by giving a general idea about
that suggest references from the Hindu Mythology... where we actually stand in the corporate world in terms
you will read how! Our Consulting editor describes of leadership within HR functioning.
the resemblance of situations in the corporate
world with the instances between Gods and demons This edition introduces current issues with probable
in his article which is the Cover Story ‘Samudra solutions by minds who aspire to make this world a
Manthan: An eternal template for Organizational better place and has successfully resulted towards a
Transformation’; which will rightfully motivate us to unanimous Goal. However, the role of HRM, being the
fight our demons in the corporate world. Conner stone of a corporation cannot be limited to the
context of a handbook. Moreover, there can never be
This is followed by the HR‘s Contribution to the one solution to arising problems; generating issues
sustainability of business during the crisis. Often we need to have the same number of solutions.
fail not with circumstances but with thoughts when
we think we can’t, as Marsha Sinetar rightly said, We hope our readers will align with these experiences
“Change can either challenge or threaten us...Your as it will enthuse them to welcome new ideas.
beliefs pave your way to success or block you.” Happy reading!
The Focus section wholly features bias and diversity
which the whole world faces; the corporate world
wants to set an example to prove the competency of
an organization that embraces diversity and most Linda Brady Hawke
importantly preserves it. Publisher
CONTENTS
OCTOBER-NOVEMBER 2017
CALL 0120ͳ4727ͳ116/108 or email: info@[Link]

Edited, Printed & Published by COVER STORY

Linda Brady Hawke
Owned by L. B. Associates (Pvt.) Ltd 16 Samudra Manthan: An eternal template
H-108, Sector 63, Noida - 201301 U. P. India
for Organizational Transformation
Printed
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A-24, Sector-68, Noida-201301 A Key Role in Employee Defence and
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Published
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H-108, Sector 63, Noida - 201301 U. P., India
Tel: +91-120-4727100 Fax: +91-120-2427108 28 Keeping Up your Online Reputation
Email: info@[Link]
[Link]
FOCUS
Managing Editor
William Hawke 30 Gender Bias
Consulting Editor
Rajesh Kamath 32 Recalibrating the Status Quo
Yogesh Sood
34 Empowering Women Empowering Generations
Associate Editor
Sandra Branger 36 Women Centric
Sr. Manager - Events & Marketing
Sunita Rawat 38 I Was Once Asked if I was Draupadi or
sunitarawat@[Link] Arjun in the Corporate Mahabharata
Mob.: +91-9873243022

Asst. Manager - Sales & Marketing 41 Cross Roads of work and Life
Krishna Kumar Singh
krishna@[Link] 42 Creating Happiness at the Workplace
Mob.: +91-9891127746

Layout & Design

44 Spirituality at Workplace
Anil Kumar
46 Diversity as a Competitive Differentiator
Webmaster Uday N Jha

Circulation & Subscription EDUCATION TO EXECUTIVE EDUCATION

Rahul
rahul@[Link]
Mob.: 7042487274
48 Building Leaders who Build Future
DISCLAIMER: The views and opinions expressed 52 Academia and Industry
in People and Management are solely those of the
authors and do not necessarily reflect those of 56 Understanding the Millennial
the editors or the publisher. Although all efforts Workforce: Catch them Young!
have been made to ensure the complete accuracy
of text, neither the editors nor the publisher can
accept responsibility for consequences arising from
58 Campus to Commerce
errors or omissions or any opinions or advice given.

10 | Vol. 8 Issue 8 • October-November 2017, Noida

CONTENTS OCTOBER-NOVEMBER 2017

PARADIGM SHIFT
60 Identifying and Selecting
Suitable Employee Profile
64 Using Game Mechanics to drive Digital
Transformation
66 Creating High Performance
Culture through Talent Management
70 The Future of Recruitment Technology

HR -EDGE
74 Cracking the Personality Code On the Go
77 HR – An Important Source
78 Human Resources to Human capital management
80 HR Outsourcing
82 Performance Expectations

OFF-SHORE PERSPECTIVE
84 Are you a ‘Multiplier’ or ‘Diminisher’? Leadership
88 Is Analytics within
HR Functioning New?
90 If your job is getting you down,
AI can switch everything around
92 HR should already have
embraced artificial intelligence

INTERVIEW

54 Dr Pratima Sheorey
Director, SCMHRD
68 Mr. Vivek Gupta
Co-Founder of Storecheq

12 | Vol. 8 Issue 8 • October-November 2017, Noida

ASHISH PATEL
Managing Director & Founder Consultant
+ 91 97696 25444, + 971 55 154 6421
ashish@[Link]

Ashish Patel is the Managing Director Leadership Development, Organisational Culture

& Founder Consultant of Euphoria and establishing employee connect, Organisation
Consulting , one of Asia’s quite well known Strategy Building, Cross Functional Synergy
Organisational Development and Human building, etc.
Resources Consulting firm.
He is doing extensive research on the areas of
Ashish carries with him the wisdom of entrepreneurship and family business models
18 years experience which is a stalwart to extend co-creation concept framework in the
combination of corporate milieu and family entrepreneurship.
consultancy.
Ashish also plays an important role as –
He has conducted more than 1000 workshops
spread over industry and academia in USA, UK, • Member of Company Operating board
Russia, GCC Countries & India. (corporate stint) to align the business strategy
with day to day operational challenges.
Ashish’s proficiency is as -
• Empanelled mentor & Business Scaling
• Champion Business Transformation up Coach for Entrepreneurship centre at 3
Project - initiating organisational prestigious incubation centres
diagnosis followed by agreed planned
intervention designs and necessary • Special invitation to be Jury and Mentor
reviews / feedback for “Power of Ideas – 2010” an initiative by
Economic times and IIM – Ahmedabad.
• Leadership Strategy Coach in defining and
re-aligning individual leadership style in • Board member for three fast growing startup
context to business strategy organisations.

• Role of an Internal Leadership Coach, • Speaker at international conferences (World

initiating strategic & behavioural changes HRD Congress, World Coaching Congress,
World SME Summit, Asia Retail Congress,
During his coaching assignments, he has ASIA Pacific HRM Congress, World OD
designed various interventions in consultation Summit)
with the client requirement. He has done
extensive work in the areas of Organisational • Internationally certified for varied Leadership
Diagnosis, Business Transformation, Assessment and Leadership Coaching
COVER STORY

SAMUDRA MANTHAN:
AN ETERNAL TEMPLATE FOR
ORGANIZATIONAL TRANSFORMATION

(PART I)

This is the first part of a two part series on Organizational Transformation

“May the ocean waves created by the divine breath emanating from the
Supreme One resting on the ocean floor, who took the form of the divine
Tortoise, protect and preserve all the creatures residing in the three worlds.”

T
his shloka (and subsequent how they can change and succeed yet relatively unexplored concept
o n e s ) f ro m I n d i a ’s g re at under any condition, the Samudra is the pantheon of Dashavtaar –
scriptures, Bhaagvat Puraan, Manthan story could have provided the ten forms of Lord Vishnu. A
illustrates the entire episode of the him with an even more profound detailed study of these Avtaars will
Samudra Manthan. It talks of how and comprehensive story of change. reveal an interesting dimension for
the lord descended Himself as a In an earlier article (renewing D & professionals – that of the diversity of
gigantic Kurma (tortoise), bearing the I), I contended that the Dashavtaar roles as per the situation. Whereas Ken
mountain, Mandhara, on His back, so (literally, ten forms) in our mythology Blanchard’s “Situational Leadership”
as to help the Devas acquire the divine actually holds a great lesson for the is a relatively recent framework,
Amrita or the Nectar of Immortality. HR Leader. Now we derive a deeper the phrase is apt to describe the
But before we shrug off the verse significance from one of the Avtaars. following ten roles played by the
as just another beautiful story from Here is what I had written: Lord in different eras, under various
Indian mythology, think again. When circumstances:
John Kotter of Harvard University “The necessity and diversity of
Matsya (Fish): Saviour/ Initiator
wrote his classic fable “Our Iceberg Roles:
Kurma (Tortoise): Support/ Anchor
is Melting” to teach organizations One of the most fascinating and

16 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

They prayed to Lord Shiva, the

Rajesh Kamath healer of sickness and remover of all
is Consulting Editor of People poisons. He came and saw the poison
& Management, Founder – spreading in the ocean. He gathered
Chanakya Consulting Insights the whole poison with his hands into
and Core Member – MTHR Global
a large cup, and while the gods and
demons were watching in amazement,
help them regain their lost kingdom. he swallowed it in one gulp. Parvati,
his consort, who was standing by his
Following his counsel, the devas side, pressed his neck as he swallowed
under the leadership of Indra to make sure that the poison would not
approached the Asuras for help. After flow into his stomach.
deliberations, they all finally agreed to
churn the ocean together and share Once the danger passed, the gods
the proceeds. and demons began chur ning the
Varaha (Boar): Upholder
ocean again. As they churned, several
Narsimha (man-lion): Destroyer To churn the ocean, first they objects of desire came out, fourteen in
Vaman (dwarf): Pragmatist sought the help of Mount Mandhara, all. Some of them were Kamadhenu
Ram: Idealist and the great snake Vasuki. They (the wish-fulfilling cow), Ucchaisrava
Parshuram: Moralist obliged. Using Vasuki, the snake (the winged white horse), Airavata
god as the rope and Mandhara, the (the white elephant), Kaustubhamani
Krishna: Diplomat/ Mentor
mountain, as the churning stick they (a rare diamond), Kalpavriksha (the
Buddha: Spiritualist/ Teacher
began to churn the ocean. While desire-fulfilling tree), Lakshmi (the
Kalki: Role of the future… they were churning it, Lord Vishnu goddess of wealth), Sura or Varuni
So here is the story of Samudra assumed the form of a tortoise and (the goddess of wine) and more. The
Manthan, in brief: held Mandhara from sinking. dDevas and Asuras divided the objects
among themselves. Lakshmi was
Once Indra (lord of the Devas) lost During the chur ning, several gifted to Vishnu who was supporting
his kingdom due to the disrespect he wonderful objects sprung out of the them all along as the tortoise. Finally,
showed to sage Durvasa who cursed ocean. However, the first to manifest Dhanvantari (the divine physician),
him out of anger. He approached Lord from the ocean was a deadly poison, another manifestation of Vishnu,
Vishnu, who advised him to seek the known as halahal, which seemed to appeared with the vessel of Amrit in
help of the Asuras (demonic elements) threaten the very existence of all his skilful hands.
to churn the ocean of milk (called by engulfing the worlds and poison
ksheer sagar) so that he and the devas everything. No one was willing to deal The Devas had a plan from the
could partake the Amrit (ambrosia), with the poison that appeared in the beginning to deny the Asuras their
which would make them immortal and ocean or remove it. share of Amrita because if they

Once the danger passed, the gods and

demons began churning the ocean
again. As they churned, several objects
of desire came out, fourteen in all...

Vol. 8 Issue 8 • October-November 2017, Noida | 17

COVER STORY

became immortal, they would be an impacted by change – the logical and 3. Mount Mandhara,
eternal pain to all other creatures. the creative minded; the analyst and Kurmavtaar the tortoise and
Once again, they enlisted the help of the big picture oriented because they Vasuki the serpent: Focussed
the Lord. Lord Vishnu assumed the will build creative tension that makes and stable mind to anchor
form of a vivacious woman, Mohini, change possible. The two broad sides change and Deployment of
to delude the demons and make them will challenge each other, thus helping resources
forget temporarily all about the Amrit. improve methods and strengthen Mandhara, the mountain, which
commitment. Change requires buy- was used for the churning, stands for
While they were lusting for in of all concerned. It is essential to focus. “Mandhara” is a combination of
Mohini, he quietly distributed the integrate diverse perspectives – this two words “man” (mind) and “dhara”
ambrosia among the gods, which is represented by Dev and Asura – (a point or line) which means a pointed
made them immortal. By the time the note that though they are on opposite mind in a state of concentration. No
Asuras realized what had happened, sides, their movements are causing transformation, with all its pains and
it was already late. Because of Amrit, the churn– the transformation. perils, can be completed without the
the gods not only became immortal Leader/s reigning their mind and
but also defeated the demons in the
war that followed and regained their
world. This brief story of churning of
the ocean by gods and demons (deva
danava ksheera sagara manthan),
conveys much more.

The Template of Change

Management
Now, this episode from the epics
is not just a mythical story. To most
people, the stories from the Purans
look like fictional stories, and some
may even laugh them off. However,
close examination reveals dee p
symbolism and a great template
for organizational transformation.
You will gain an insight into it only
through deep reflection. Like many 2. The ocean of milk: holding it steady. During the churning
other Puranic stories, Ksheera Sagara Recognizing the current state of the ocean, Mount Mandhara was
Manthan has a great learning for HR of the Organization and the supported by Lord Vishnu in his
and other Managers, which becomes desired state incar nation as Kur mavtaar. The
evident as you go through the following The ocean of milk (ksheer sagara) tortoise here stands for stability and
piece. The entire story represents the is an interesting metaphor for the consistency of mindset, even as the
step by step process of change in current state of the organization – it state of the organization changes,
organizations in a systematic manner. is pregnant with endless possibilities which is essential to anchor change.
for the future. Inertia, complacency or Note that even disrupting your own
1. Dev and Asura: Integrating hubris blinds the organization to the organization for progress requires
Thinking & Feeling for Strategy limitless potential of the future, until single minded focus of purpose and
Dev represents thinking, Asura the Leader (in this story Lord Vishnu) stability of approach for the Leaders.
represents emotions or feeling. No creates the urgency to create positive
transformation is possible without change, to leave behind the good for The great serpent Vasuki, who was
the integration of both aspects of the great. Just like the ksheer sagara, used by gods and demons to churn the
human personality – mind and heart, all organizations are full of hidden ocean, represents desired change or
thinking and feeling. treasures (of prosperity). These have intent to change. In Hindu symbolism,
to be discovered through the churn desire has traditionally been compared
Another aspect is the need to align – the transformation process- in the to a thousand hooded serpent. As a
and harmonize all those who will be quest for sustained glory. divine serpent, Vasuki represents the

18 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

resolve, desire or the good intention of itself may sometimes be led by market to resolve the problem of halahal
the gods and demons to obtain Amrit forces which leave no choice; or symbolizes the importance of allies and
and attain immortality (to benefit other transformation which is about leading stakeholders. No large scale change of
beings). Without right intention, there the marketplace – providing the an organization is possible without an
can be no initiation into change and customer with better experiences even equal commitment of its allies – think
without intention and initiation there before it becomes imperative. vendors, dealers, associates, suppliers,
is no possibility of achieving progress. consultants, franchisees, investors and
Intentions are also the driving forces 5. Halahal, the great poison: so on. Lord Shiva symbolizes a yogi or
in our actions or sacrifices. Gods and Facing the challenges of a renunciant (Sanyasi). He represents
demons were able to churn the oceans Execution the ascetic values of renunciation,
because they firmly held the serpent During the churning of the ocean, equanimity, discipline, knowledge, and
with their hands. Organizational halahal, a great poison, first emerged self-control. He was able to consume the
transformation begins to happen when out of the oceans. The halahal poison that arose from the churning of
the reigns of positive intent are held, represents all the challenges which the ocean because he was pure, strong
the mind is focused and progress is unexpectedly daunt the organization, and divine. Lord Shiva is also the lord
steady. The symbolism also suggests when change begins. It represents of breath, prananath, or praneshwar.
the identification and deployment pain and suffering, negative feelings Thus our allies are the lifeline of
of appropriate resources – another and emotions such as anger, doubt, an organization and we need their
essential step to exacting intended frustration or despair which is almost knowledge and wisdom to help us
change. inevitable in most transformations. through the transformation process.

The various objects that came out of the ocean during

the churning of the ocean symbolize the powers or
prowess (siddhis), which manifest, once organizational
transformation sees its success

4. Manthan: Churning – When the Organization is first 7. The objects: Receiving

Execution & the emergence of subjected to change (think change the fruits/ benefits of
change caused by large scale automation, for Transformation – Positive /
Churning symbolizes instance), there is a lot of disturbance. Negative
t r a n s fo r m at i o n ! W h e n m i l k i s No matter how bright the vision of The various objects that came out
churned, butter becomes separated the future, everyone wants change of the ocean during the churning of
from the milk. In spiritual churning, but no one wants to change because the ocean symbolize the powers or
what become separated from the the familiar almost always seems prowess (siddhis), which manifest,
impurities of the mind like the comfortable. once organizational transformation
butter are sattva (goodness) and sees its success. As the organization
pure intelligence. In organizational Collectively, all the suffering realigns itself to the new normal
transfor mation, the past of the that arises in the initial stages of (after having gone through the pains
organization, no matter how glorious transformation can be considered of change) and institutionalization of
gives way to an even brighter future. halahal, the great poison. It can change happens, it will begin to enjoy
Churning here represents all kind of potentially destabilize the change the fruits of success, power from its
change – of mindset, people, processes, process itself and wean the new state.
technology, products, services, habits organization away from from the
and assumptions. path of success. To be continued…

Chur n leads to increased 6. Lord Shiva: Resolution of

discernment of the Leader- building challenges with the help of
ability to see things clearly without stakeholder allies
distortions. This transfor mation The intervention of Lord Shiva

Vol. 8 Issue 8 • October-November 2017, Noida | 19

COVER STORY

HR’S CONTRIBUTION TO
BUSINESS SUSTAINABILITY
A Key Role in Employee Defence
and Business Sustainability

C
rises are situations which Often the question – What is the significantly depends on Managing
t h re at e n t h e i n t e g r i t y, Role of HR in Crisis Management? People and Managing Situation and
reputation and ultimately, How does HR handle crisis? Is it HR should be efficient in dealing
the viability of a company. visible that HR can handle crisis with both situations. Though 45
more confidently? percent respondents did not agree
Events like the hor rific with this, from the other answers it
September 11 terrorist attack on Well, in army there is a proverb is evident that HR may play vital and
the World Trade Centre, Asian t h at ‘ M a n b e h i n d t h e g u n i s strategic role in crisis management
tsunami, or Nargis in 2008, were important’ likewise, ‘Man behind even though the HR is not in leading
vast in their scope and impact. But the Plan is important’. role.
more commonly, corporate crises
are triggered by lesser-publicized A recent SHRM survey found “Vision without action is a
events such as adverse regulatory that only 54 percent of companies daydream. Action with without
actions, large jury verdicts, product have disaster plans in place. There vision is a nightmare.”
safety issues, theft, fires, industrial are several reasons for lack of — Japanese proverb
accidents, damaging weather, and crisis planning; typically HR
power failures. professionals are not trained in It is always recommendable to
disaster preparedness, nor has have a plan, practically motivated,
Such catastrophes’ have brought crisis management been viewed as for the ease in execution, so far
about a heightened consciousness a function of Human Resources. studies encourage including the
of the need for clearly defined, There is also a natural tendency following points to be taken into
e f f e c t ive c r i s i s m a n a g e m e n t to put off thinking about disasters consideration:
procedures. As a result, crisis or any frightening topic. Finally,
management is becoming a top it may seem overwhelming to take HR may be put in front
priority across organizations of all responsibility for crisis planning. line for managing crisis: HR
types – public and private, large and may lead or even HR can take the
small. Crisis management includes A study has been conducted
the activities that enable a business, regarding the Role of HR in Crisis
an organization, or government Management. The responses showed
agency to plan for, respond to and 55 percent respondent agreed on this
recover from an event. as they feel that Crisis Management

Crisis management is a major

issue that HR leaders should take
charge proactively of because
they are the primary caretaker of
employee welfare and motivation.
HR is in the best position to ensure
that an organization’s human capital
can be preserved and can continue to
create value under any circumstance.

20 | Vol. 8 Issue 8 • October-November 2017, Noida

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role as strategic partner for crisis

a management plan. However the
involvement of HR as a strategic role
must be ensured for the proper and
effective management of crisis.

Training of Personnel: Persons

involved in Crisis Management must
be trained professionally so that they
can deal with the issue professionally
and can save lives.

Instruments/Logistics: Proper
and suf ficient instruments and
logistics must be ensured for timely
crisis management as well as to
ensure effectiveness of the plan.

Pe o p l e s h o u l d b e
Rupak Muhammed
treated as the First
Nasrullah Zaidi
Priority while managing
Head of HRM &
crisis and recovering the Admin, Prime Finance
situation. As humans are & Investment Ltd,
the most credible asset Bangladesh & Accredited
Management Consultant
for any Company they
and Trainer
should get the priority
in recovery attempt. So to
ensure the safety of employees will be
the top priority.

Proper Communication: As
Crisis management is a matter of
team effort with the help of some
external experts, proper and timely
communication is one of the
significant tools and strategies.

Employment: Once the

initial crisis has passed, and the
company moves from the response
to recovery stage, HR can help the
company return to some sense of
normalcy as it attempts to get back
on its feet.

Alternative Work Locations

and Ar r ang ements: Managers
should consider the possibility the
company will be unable to resume
operations in its pre-crisis location
and should have a contingency plan
in place for varying levels of business
disruption.

Vol. 8 Issue 8 • October-November 2017, Noida | 21

COVER STORY

Most senior
managers are
not trained and
typically do not
have the resources
to simultaneously
manage a crisis
and carry out
normal business
duties

Layoffs and Reduced Work crisis. Clear definitions must exist for such as of MSDS
H o u r s : A f t e r a c r i s i s, s o m e a management structure, authority • Provides weather conditions
businesses unfortunately will have for decisions, and responsibility from the internet
no choice but to lay off employees for implementation. Most senior • Gathers information that may be
or reduce their work hours for the managers are not trained and needed – e.g. trucking company,
business to survive. HR professionals typically do not have the resources disaster contractor, access crisis
need to be aware of this possibility; to simultaneously manage a crisis calendar, etc. Helps to set up the
should be involved in the decision, and carry out nor mal business room.
and should have a plan in place for duties. Senior managers who are not • Makes sure phones are ready to
how to handle such an eventuality. members of the crisis management use.
team should carry on with their
F l ex i bl e L e ave O p t i o n s / normal business unless requested Other Activity: Additionally,
Leave Donations: HR personnel by the team leader. a number of other activities may
should examine company policies be necessary such as to protect and
concerning illness, bereavement, or However, the core Corporate backup HR records, to identify and
other types of leave and determine Crisis Management Team (CMT) reserve emergency office space and
whether special leave policies should include –a team Leader, to provide sufficient manpower for
should be developed specifically for responsible for managing the CMT business recovery.
catastrophes. and a Team Coordinator to assist
the team while staying in the crisis “No enterprise is more likely to
Re c r u i t i n g a n d H o u s i n g : centre and to assure the members succeed than one concealed from the
Another issue to consider in CM working with the most current enemy until it is ripe for execution”
planning is that of recruiting new information. –Niccolo Machiavelli
employees to replace those lost once
the business attempts to reopen. Team Resource To be most effective, HR leaders
Many businesses in the stor m- (Admin Position) should work collaboratively with
damaged areas are having difficulty If not a specific individual, these other key organizational functions
resuming operations because of a duties need to be assumed by one or involved in crisis management such
shortage of manpower. more team members as risk management and business
continuity management, build the
Corporate Crisis Management • Provides computer support to case and obtain top management
Team: It is important that an access data and procedures commitment to support the
appropriate administrative structure • Operates and relays fax(s) development of enterprise-wide
be in place to effectively manage a • Provides copies of documents, crisis readiness plans that fully

22 | Vol. 8 Issue 8 • October-November 2017, Noida

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integrate the human side of the impending crisis and suffered the Have an Alternate Plan: In
crisis. consequences. The cost in terms of a changing world, even carefully
money and damage to the brand were conceived plans may not work
Establish the Tone at the Top: high, and the CEO lost his job. as anticipated. Under the best
While some companies invest heavily of circumstances, only slight
in producing and maintaining Anticipate the Probable: While corrections are required. Under
complex crisis management not every crisis can be foreseen, the worst, entire plans must be
manuals, we have found that there many can. CEOs and boards can abandoned, resulting in crisis.
is no substitute for embedding a and should be prepared to deal
meaningful set of values that govern with basic problems. To manage I n t e r ve n i n g wh e n C r i s i s
behaviour in times of crisis. crisis effectively, companies must Occurs: One needs only to look to the
be aware of what is being said dot-corn era to find classic examples
A n e x a m p l e i nvo l v i n g t wo about them and must be attuned to of ineffective crisis intervention.
consumer goods companies any warning signals that surface. Many dot-corn companies of the
illustrates the point. When Company Today’s environment demands that 1980s and 1990s were not prepared
A discovered that tampering had monitoring activities go beyond the to reco gnize that a crisis was
occurred to one its products, it mainstream media. In response, new looming involving lack of business
immediately pulled the product resources are becoming available, fundamentals and cash-generating
from the shelves. Consumer safety such as blog monitoring services profit.
was a core value at Company A, and added to the traditional services of
that value shaped the organization’s media research firms. Develop a long ter m
immediate and effective response. Reputation Recovery Plan: In
While some loss of market share C o m p a n i e s t h at a n t i c i p at e the after math of crisis be gins
occurred in the wake of the crisis, problems avoid the Demise Curve the critical task of restoring
it eventually was restored and by periodically confirming that their reputation—a task that is never
exceeded once the product had strategies are in line with market really completed. While some accept
been repackaged and reintroduced. needs and that their operational that companies may go through
A long-ter m crisis was averted. efficiencies are maximized. To crisis as part of their natural
Company B faced a similar problem accomplish this, we advise clients evolution, others, including the
but without strong corporate values to develop a dashboard of key media, have long memories. Once a
in place, was unsure as to how to perfor mance indicators and to business has gone through a crisis,
proceed. Management ignored the monitor them regularly. even positive stories in the press
will continue to reference the crisis
long after it has been resolved.

To Conclude,
None can avoid crisis. So it’s
really better to have a very good
crisis management system in each
and every organization. It has been
found that if the HR persons with
good expertise and responsibility
for crisis management, crisis can
be managed in a more effective and
efficient way with less loss of wealth
& resources.

“Good business leaders create

a vision, articulate the vision,
passionately own the vision, and
relentlessly drive it to completion.”
— Jack Welch

Vol. 8 Issue 8 • October-November 2017, Noida | 23

UTILIZETHE
POWER OF
DELEGATION

A
manager’s primary responsibility is to
get work done through other people, and
the single most effective technique for
achieving this purpose is delegation. Rahul Pillai
CEO Interem
Effective delegation is the act of giving someone Relocation
else the responsibility and authority to carry
out an assignment or to represent you or your
organization in a specific role. In addition to
sharing responsibility, delegation involves
communication and training. When teamwork is
at its best, effective delegation occurs. Practicing problem solving, and tracking required to build
the art of delegation is a vital tool in your a more productive organization.
development as a leader and manager because of
these key benefits: Choose Delegation Carefully
Choose carefully the team members to whom you
1. You improve your personal time management, delegate specific tasks, especially those you would
leveraging yourenergy and ideas. like to train for the highest level of delegation.
2. You provide motivational and development Explain your reason for delegating a piece of
opportunities forothers on your team. work, get a clear commitment from the person to
3. You maximize the interests, strengths, and perform the task, and provide adequate training
contribution of others and increase the team and instruction. Evaluate the time required to
productivity. perform the task and adjust work schedules or
4. You make use of a valuable yet easily work load as needed.
overlooked training tool – delegation!
Monitor regularly the responsibilities you have
The definition of delegation can be expanded delegated and measure the progressof individual
to include sharing of responsibilitieswith team team members to keep them on track, to stay in
members, other managers, or anyone with touch, and to avoid wasted time and effort. To
whom dividing responsibilities is appropriate reap the benefits of delegation and also avoid the
and logical. The concepts used for traditional pitfalls, define the following degrees of freedom
delegation apply with some modification when according to the situation:
sharing responsibility. For example, some tasks
within your work load may best be accomplished 1. Act and report routinely.
by counterparts of yours. Certain individuals may 2. Act and report immediately.
have special skills or knowledge, information, or 3. Seek approval, then act.
relationships that make it more effective for them 4. Wait until told.
to complete the work. Keeping in mind the overall
goal and being willing to share responsibility, as To increase your team’s results, set a goal to move
well as the credit, increases your success. as many people as possible to the highest level
of delegation. Delegation challenges the most
Effective delegation multiplies your efforts promising, capable people on your team to develop
many times over by using the time, knowledge, their potential and to use more of their abilities.
experience, and creative power of other people. When they do, you and the organization are direct
Effective delegation frees you for the planning, beneficiaries of their growth.
COVER STORY

YOU ARE, AS YOU ARE

KNOWN
I
n order to find a suitable employee,
the primary thing Professionals do
these days is simply bouncing to a
speedy attentive search for more data
which is easily accessible via social media
– Face book, LinkedIn, Twitter, Instagram,
Snapchat etc. It is given that a person
in this day and age, using any of these
online networking speaks more about their
individuality. Some are entirely dynamic on
these platforms, where we can get a decent
sense on what they think and how what
makes a difference to them and their points
of view on various issues.

Democracy is the system of a well-

educated Nation; there is a compulsive
need to stay informative and
voice our opinion on it. People
do go to the extent of updating Mukund Menon
Director – HR &
everything about their thoughts Communications,
and deeds which sometimes goes International Paper India
overboard; after all, it is about
creating bags of personalities.
Obviously, it is no compulsion but a personal
choice.

Now, for a company, building a brand is

serious business. A significant amount of
money, effort and time is spent in creating
one. Over a period of time, reputation and
goodwill have become more important
than the company’s product itself. It takes
years to build one and takes a lot of effort to
sustain it. Many have become institutions
over a period of time due to their ability
to reach out to the population that also
requires credibility and trust among their
employees, marketplace, shareholders and
community to a large extent.

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Most get confused, thinking brand issue at all. The speed and reach A few decades back companies
and reputation are the same, well are enormous. It is surveyed that were able to maintain distance from
they are not. The brand is customer- ninety percent of the data in the the external world and were able to
centric and reputation is company- world today has been created in the manage their customers, shareholders,
centric. But both are important for last two years alone. As a whole, the employees and communities in
the company. Companies build their Internet population has grown by 7.5 different constituents separately.
reputation based on their sweet spot percent since 2016 and now includes Neither were they interconnected
that is influential enough to gain over 3.7 billion humans; in terms nor got aggregated through common
mileage and recall value. In earlier of data usage, that’s a lot of strain! platform unlike today when we have
days’ organizations were known by On average, the US alone spits out active inter net and social media
their products and built a reputation 2,657,700 gigabytes of Internet data platforms, bloggers, chat rooms, social
based on the brand. To exemplify, in every minute. It only indicates how forums and so on.
India the common usage of terms much the world has moved into the
like – “Get me a Colgate” or “apply Recently, on interviewing a
Amurtanjan”, indicates how the candidate I asked “what do you know
brand has triggered into the usage about the company?” The candidate
of words. These are powerful brands In every brand answered, ‘I went through your
and products which have gained their website and got pretty good info on
own name and reputation based on and reputation
your company and also looked at your
the trust and faith that several users of the company, annual report and balance sheet. In
have reposed on them. Even today, to
find something informative on the
there is a powerful addition, I read reviews on Glassdoor
and got a positive feeling about the
internet, the term used is ‘Google it’. personality to company’. I then realized that more
coexist and give than what the company’s website
None of these are achieved
overnight. There is a sustainable life and continuity provided information, the candidate
depended on what Glassdoor stated
effort to excel and companies position to the brand, a about the company. I am sure that was
them to gain customer confidence and
build on that over time and most of
classic example influential enough to add reputation
to the Company.
them are personality driven. In every would be Steve
brand and reputation of the company, Jobs of Apple, we This compels more and more
there is a powerful personality to
coexist and give life and continuity cannot think of companies to focus on creating an
environment of transparency, with
to the brand, a classic example would separating them ethical standards, good corporate
be Steve Jobs of Apple, we cannot
think of separating them. Everyone governance, compliance in the core of
remembers Jack Welch of GE, Walt culture and way of doing business as
Disney of Disney, Ratan Tata of TATA, digital world. Our lives are going new talents hunt for companies with
Mark of Facebook and the list goes on. to be based on how digital we are suitable work culture and reputation
Even in politics, leaders like Mahatma and the ability to take advantage of that would yield a handsome return.
Gandhi set the reputation and face of digitization. Henceforth, whatever Companies have witnessed growing
India to the external world, similarly said or done in the digital world will intolerance for noncompliance and
Nelson Mandela for South Africa and work for or against us at the same scandalous management styles. It
Martin Luther King in the US etc. speed. would be foolish enough to treat
They worked hard, communicated people or your own employees to be
across levels, faced hardships, stood There were several corporate a fool(s). Thus, a good management
firm on their principles, and dedicated s c a n d a l s, s e n i o r m a n a g e m e n t is the cornerstone to a business to
their lives to a cause. These impacted misdeeds, embezzlements, boost the productivity and also build
the minds of many and influenced conspiracies, gover nance issues, a reputation, like Warren Buffet said,
them towards their core purpose. anonymous blogging and unsavoury ‘It takes 20 years to build a reputation
activities which have damaged the and five minutes to ruin it. If you
In today’s world of digitization, reputation of the company and the think about that, you'll do things
reaching out to millions is not an executives involved in it. differently’.

Vol. 8 Issue 8 • October-November 2017, Noida | 27

COVER STORY

KEEPING UP YOUR ONLINE

REPUTATION
S
ometime in the past, corporate
business stressed just over
building their notoriety in the
market locally (much through word
of mouth), gradually this extended
to a worldwide stage. However today,
entrepreneurs have a new set of
challenges. They don’t just need to
consider their brands in the worldwide
market yet additionally on the web.
Indeed, Online branding is similarly
imperative as the local branding, as
everything is accessible in a single
click on our preferable gadget. Thus,
it has turned out to be necessary that
the brand is no longer oblivious to
individuals.

Wi t h t h e r a p i d g r o w t h o f
technology, one is able to access things
which were considered impossible a
few years ago. Smart phones were a
dream just a few years back and today,
we are using some of the advance
technology and are completely in
ease with it. So are we with our
laptops! We started out with the huge,
heavy ones and today, most of us are
using laptops which are very light
but at the same time very powerful.
RDP is one such company which
has come up with very unique and Vikram Redlapalli
user friendly laptops which are thin, Founder-Managing
light, powerful and budget friendly. Director, RDP
Workstations Pvt. Ltd
RDP, India’s leading IT Hardware &
Mobility Manufacturing Company
founded in the year 2012, with a
mission to provide simplified and The success was possible with the a dead body is in the third page of
affordable computing solutions to the addition of online marketing that Google. So, if your brand is on the
nation. RDP entered into mobility on boosted the ‘word of mouth’. When third page, it is equivalent to a dead
August 3rd 2016 by launching India’s it comes to online branding, it is business. Therefore, online presence,
most affordable Laptop for 9999/- important that the brand is visible visibility and branding are very
and took every customer’s attention in the first two pages of Google. As important for any business whether
towards it. the saying goes, the best place to hide locally or globally to sustain and grow.

28 | Vol. 8 Issue 8 • October-November 2017, Noida

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Here are a few pointers which can negatively to any comments written Blog: A powerful tool to expand
help you ace up your online marketing by the viewers. Try to apologize, your brand is blogging. This is a
presence. especially if the comments are medium with which you can reach to
negative for your product. Ensure all the tech enthusiasts. This is a great
Build Brand Marketing: As that you build up a positive reputation medium to increase your visibility
an entrepreneur, it is important that among your viewers and remember and build your brand. Blogging helps
your brand is visible in most used that today people do read comments you to connect with other business
social websites and media. You should and reviews. Never ne glect any professionals who are into the same
already be present on Facebook, reviews posted on social media or vertical and helps you stay updated
Twitter and Google+, at least. In e-commerce sites, rather; thank the about the latest trends.
addition, create accounts in LinkedIn, customer if it is a positive review
Tumblr and if your products need and try to resolve the issue if it is Stay Updated: Knowledge is
visual re presentation, g et into a negative comment. Never pick power. This should be your mantra
Instagram, Flickr and YouTube where as the world is advancing rapidly. It
you can share pictures and videos. is always advisable to keep track of
LinkedIn is one medium where you latest happenings in the market. Keep
can connect to business professionals, Ensure that you up with the latest trends as this will
employees and create a portfolio of
protect your help you have an upper hand. Know
your business, ensuring that your
about the latest trends in search
brand presence is known to the people identity online and
engine optimization and social media
who are already present in the same maintain it. It is optimization. This can help your
market. It is a good medium to build
up your contacts.
very easy to detract brand appear in the first two pages
of Google search. Always keep your
a first-time visitor website updated with the latest news
Stay Active on Social Accounts
from your site. So and events. This will help the viewers
and create Strong Social Presence
for Individuals: Creating accounts ensure that your understand your brand better and
create a factor of trust.
is not enough; you have to ensure domain names
that there is some kind of activity
taking place for your brand to get
and your social Awareness Regarding Online
Forums: Internet forums or message
more visibility. Try posting content, accounts all link to
boards are online platforms where
authored articles, pictures or even
your website people can hold discussions. It is
videos at least once in a month.
important to be aware of such sites
Activity is the priority for better
awareness of your brand. Also, create to increase your visibility, credibility
a strong social presence for all the top up arguments online, especially in and connectivity. Most forums request
management. At times, readers or the comments. Apologize and try to a membership, so wisely choose
customers search by individual names address and resolve the issue which your forum. Also beware of online
and this could help you in diverting the the customer has. fraudsters and do not fall prey to
traffic towards your website. However, such sites.
ensure that the personal details of Protect Your Identity: With
these people are secured and that similar names on the internet, it gets In Conclusion
only their professional attributes are a little difficult to divert the traffic to When it comes to business, online
mentioned. Also, creating different your website. Ensure that you protect presence has become a vital aspect
accounts for them will help you as this your identity online and maintain it. for an entrepreneur to survive and
could be a diverse means of getting in It is very easy to detract a first-time grow. Ensure that your business
more number of viewers. visitor from your site. So ensure that is visible on the search engine
your domain names and your social and do not compromise with your
Dealing with Ne g ative accounts all link to your website. Also online branding. Remember that
Remarks: When it comes to the when you opt for guest posting, make online brand reputation is equally
internet and especially your brand, sure that a link provided is accurate important as your brand market
ensure that you do not respond and takes the viewer to your site. reputation.

Vol. 8 Issue 8 • October-November 2017, Noida | 29

FOCUS

GENDER BIAS
By Arpita Khulia *

A
ll of us would like to believe largely seen against women employees
that gender bias does not and it manifests itself in certain ways
exist. My point of view is which are fairly common.
that there are a few lucky members of
society who may not have experienced A lot of the manifestations are
it themselves but may have observed basis the worldview that one may
it happening to someone else. Women have grown up with or imbibed.
have come a long way since the This colours one’s perspective with
time they made their entry into the stereotypes and affects our behaviour
corporate world. We should indeed be towards others. This is especially true
grateful to all those women who could of how it may have impacted the way
achieve ‘firsts’ paving the way for we view gender issues.
others to follow. However, there is still
a long way to go before true equality In the socio-cultural milieu of
in the workplace and indeed all areas India, there are certain stereotypes
of life come about. associated with women. The woman is
seen as the home-maker. The woman
What is the dictionary definition is seen as the one if she is married,
of gender bias? It is ‘an inclination will follow her husband based on his
towards or prejudices against one job. Her job is seen as secondary to her
gender’. In India, the prejudice is husband’s and therefore her choices My thoughts are that even a male
are seen to be in keeping with this. candidate can leave although the
reasons may be different. So to make
One such is the bias that women a female candidate uncomfortable at
of marriageable age or even single this stage really is counter-productive.
women face. As a fresher itself a As they do not have a crystal ball it is
woman is much more likely to be unlikely they can predict something
probed on questions regarding their like this. If they already have plans
plans for marriage than any man. women are intelligent enough to
The questions depending on the make choices based on those plans.
interviewer and interviewing style The extreme version of this is when
can range from being politely phrased interviewers will avoid hiring women
to downright intrusive. The reason, candidates giving some justification
of course, is that interviewers want or the other because they do not want
to assess the stability of a candidate. the so-called ‘risk’. In turn, they are

A lot of the manifestations are basis

the worldview that one may have grown
up with or imbibed. This colours one’s
perspective with stereotypes and affects
our behaviour towards others

30 | Vol. 8 Issue 8 • October-November 2017, Noida

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then losing out on hiring talented

individuals just by having this barrier When there is no healthy gender diversity
in their minds. you see the imbalance in every sphere
When the woman candidate is
of life. A term that has come of age is
married the next intrusive question ‘manels’ i.e. the all-male panels. You
they may end up facing is around get to see them all over
‘when do they plan to have children’.
M a n a g e r s a re w a r y o f wo m e n
proceeding on maternity leave and
the disruption which they feel they training and counselling at times in the entrenched wrong beliefs in some
will then face. With the advent of the organisations to ensure prevention of would have severe consequences
new maternity benefit amendment any such cases. Also from a woman’s in the future. To do this there must
act, where the maternity leave benefit perspective, an organisation which be a change in thinking not only of
has been raised the wariness has only is known to take strict actions once men but also of women. To stand
grown. What is needed is that instead proven against harassment cases are up for what is right, to ensure that
of losing a talented team member think always an employer of choice. there is gender sensitivity, to realise
of how you can make that person more that actions of men and women like
comfortable and happy to join back. An organisation which already changing jobs happens irrespective of
During the period of absence and in has a healthy diversity ratio is also gender and does it really matter that
any case it is a planned absence no seen as an employer of choice. It is the reasons behind those changes may
different from say a sabbatical, make seen as a place which culturally must be different.
sure you have ensured that there is a be encouraging of women employees
way that work is taken care of with progressing successfully and with Let’s come to the point of ‘why do
minimal disruption. merit. we want to get rid of gender bias?’
That’s because it will ensure diversity
Women in India do need to take When there is no healthy gender in the workplace. This will have a
career breaks from time to time as diversity you see the imbalance in spiralling positive effect not only on
responsibility for the family and every sphere of life. A term that has our economy but the society at large.
family members continue to be come of age is ‘manels’ i.e. the all- Diversity will bring in a richness of
largely her domain. We are seeing male panels. You get to see them all thinking and balance.
the winds of change here with policies over. High-level conferences, high-
allowing leave for such care of family level discussions where decisions
being offered to all irrespective of of far-reaching consequences are
gender slowly coming in. However, often taken and the representation
the deeper root is in the traditional of women is either zero or minimal.
social structures and the changes Given the impact of decisions will
to that are going to be slow. Thus affect people of either gender it only
welcoming women back to the makes sense that representation is
workforce and various initiatives balanced and enables the capturing of
that forward-thinking organisations all the differences in thinking.
are implementing of late are a great
step forward. To e n s u re g e n d e r b i a s a n d
discrimination come to an end we
The other fear I have seen in male have to take small and incremental
managers in having women team steps. Even if we recognise the fact
members is that of having a sexual that we are a patriarchal society, it
harassment case unfolding against is important that we do something
them. If one is gender sensitive in the to chang e the imbalances that
way one speaks or handles colleagues, society has enforced. To deprive
this is an absolute non-issue. The half the population the chance to * Head HR ,
need of the hour is gender sensitivity contribute meaningfully because of NEC India

Vol. 8 Issue 8 • October-November 2017, Noida | 31

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A
s we transition from the
industrialization era into
the services era, more and
more organizations have started to
focus on gender parity, inclusion
and talent diversity in order to drive
innovation, creativity and garner
that much needed competitive edge.
A recent Credit Suisse report stated
that companies with greater gender
diversity in the senior cadre reflect
higher valuations, greater returns
on equity, better stock
performance, and higher Sangeeta Chacko
p ayo u t s o f d iv i d e n d s. Head – Corporate
Communications,
Gender diversity is also Percept Limited
c r i t i c a l f o r i n c l u s ive
economic growth and the
fastest way to generate accelerated
GDP growth. While the intent of
government policies, legislations
passed and corporate announcements
to this effect seem genuine enough,
much work still needs to be done to
make rapid strides in this area.

Women certainly want to rise to

the top, but they don’t want to give
up every other constituent of their
lives to achieve it. In many societies,
RECALIBRATING
women are still expected to shoulder
most of the burden of child-rearing
THE STATUS QUO
and household management tasks,
which can limit their ambitions and
career options. Balance is critical for women to adjust their schedules, that there is no stigma associated
a woman. Given the fact that many without a price being paid, for the with taking advantage of these work
women today are single parents, many curve balls that life throws arrangements, so as to avoid further
independently running their homes, at them such as an ailing parent, gender bias and backlash from their
or value adding to the household children’s school hours, attending male co-workers.
income, it is imperative for companies parent teacher days and more.
to wake up to the trials faced by Companies that allow flexibility Unfortunately, pay parity does
women everywhere and empathize showcase a progressive side and are not exist globally even today. An
with their multi-role challenges to viewed by potential employees as an important factor that contributes to
offer competitive wages and excellent advanced company that focuses on this wage gap is the gender leadership
benefits that will support them in performance, and not on the hours gap. Women have been shut out for
their future life choices and help drive punched in at the office, therein makes too long from positions of power,
the big picture inclusion agenda. employees feel more appreciated, which automatically shut them out
respected and content with their from higher incomes and financial
Flexi timing is an important employer. However, it is important stability. Even today, most women
yardstick by which women choose to to note here that if a company offers do not initiate wage negotiations,
join or quit companies. This allows flexible arrangements it’s critical and when they do, they ask for less

32 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

than their male counterparts. This within, see a greater percentage of policies against gender discrimination
could be happening because when female workers joining and being and sexual harassment, creating a
women break stereotypes and do the retained for a longer period. A culture that fully embraces equality
unimaginable by initiating aggressive company that showcases a critical goes much beyond having a policy
wage negotiations they “pay a higher mass of powerful women across the manual or showcasing a few edifying
price in the long run” than men for cadre creates a climate of comfort films on discrimination. Management
doing so. Given this global malady, for freshers, which in turn creates must actively expunge prejudice
along with transparent hiring and an upward positive cycle of female and associated harassment in all
promotion practices, companies growth and empowerment within for ms from the workplace. This
must focus on pay equity through the system. i nvo l ve s e d u c a t i n g e m p l o ye e s
transparent pay scales and by finding about subconscious biases and the
ways around the “men negotiate and associated maladaptive consequences.
women do not” dilemma. Training must be consistent and
customized in such a manner that men
R o l e m o d e l s m a t t e r, s o Role models matter, will finally be able to identify with
organizations that are earnest about and recognize the challenges faced by
recruiting talented women to grow so organizations women, and the female staff must also
their business must ensure that their that are earnest be trained to ensure that they don’t
management team includes strong censure or exclude men as a result of
women leaders. The modern woman
about recruiting ‘ignorant bias’.
expects far more from their career talented women
than any of her previous generations. to grow their An interesting technique of
Millennials openly state that career retaining good female talent is the
advancement is the most attractive business must concept of the “Stay Interview.”
trait in choosing a company, while ensure that their Rather than collecting the exit
the least attractive trait is the lack of interview from an employee on the
growth opportunities. Companies that
management team way out, companies must have an in-
have formal career progression plans includes strong depth dialogue with talented female
will have better luck at attracting women leaders employees who may be at perceived
employees and keeping them motivated risk of leaving to pre-empt and better
and committed. Aspiring candidates understand how to accommodate,
and mid-level female employees need retain and empower them.
to gauge their career paths within
the company, and if men seem to Simply showcasing a few female Attracting and retaining top-notch
dominate the Boardroom, women are leaders in the C-Suite to comply female talent can bring countless
less likely to believe that their efforts with Gover nment legislations is benefits to companies, including
will translate into a successful career self defeating to the cause. Women an enhanced talent pool, a more
growth within that company. Many staff must feel empowered enough engaged leadership team, greater
women who are eager to take on larger, to become a vital part of shaping the job satisfaction and unmatched
more powerful roles at the office corporate culture. Companies must company loyalty. Purging barriers to
lack inner confidence. By training ensure that women have an equal female empowerment via training,
such women to develop an executive say in all matters pertaining to the mentorship, growth opportunities
presence in terms of charisma and policies and culture, and that their and flexi arrangements that respect
communication, organizations can views are given a fair ear when taking a woman’s needs, along with a vast
create a larger base of women who can key corporate decisions. range of family-friendly benefits will
be propelled into a wide range of high- help companies achieve incredible
gambit and high-visibility corporate Drawing in a talented female targets in the years ahead. After all,
situations. Organizations that have workforce also requires creating and you can’t have a profitable commerce
robust policies in place which ensure nurturing a corporate culture that if you overlook 50 percent of the world
training, global exposure, mentorship openly denounces persecution of any population.
programs and tangible career growth sort. While many companies have

Vol. 8 Issue 8 • October-November 2017, Noida | 33

FOCUS

T
echnology has taken over our rewards should not be gender-based. to reckon with. For her, potential is
lives and infusing positive Global research has proved that at undetected because of gender bias,
changes and adding much least 60 percent of misconduct at was a huge challenge, and till date, she
convenience to our manner of the workplace especially with the has succeeded in building a mammoth
working and functioning in our fairer sex, was always conducted billion dollar business where women
personal and professional lives. The by authoritative personnel. So she drive home the big bucks.
HR department which forms the core introduced awareness about women
of every organization around the empowerment through her own voice Challenges and skills are unique
world is also geared towards newer and proved how they too, are a force to all individuals and the fairer sex
and enhanced HR technology trends
which will drive home many changes
at our workplace in the years ahead. A EMPOWERING WOMEN
EMPOWERING
conscious effort will be made to recruit
growth-driven individuals which will
add value to the organization from

GENERATIONS
the day they set foot in their work
stations. Company culture across the
globe will be planned to sieve through
talent which will add to the existing
fortunes.

Some of the areas that should be

largely focused upon would be sharing
of knowledge, teaching and training
to make every employee including
teamwork, increased engagement and
involvement of the employees, be it
peers or contemporaries, add to the
productivity and enjoy substantial
growth within the organization.

Women v/s Men

To d a y o r g a n i z a t i o n s h av e
awakened to the fact that given the
right opportunity, women are equally
and perhaps even more competent
t h a n t h e i r m a l e c o u n t e r p a r t s.
Organizations around the world have
become more supportive towards
wo rk i n g wo m e n , n ew m o t h e r s
and enthusiastic learners who in
their early careers are desirous of
venturing into the challenging aspects
of their working roles.

The senior vice president of a

global company, a lady, exercised
her influence to encourage women
at the workplace to be mentally
strong, bold and learn how to voice
their thoughts fearlessly. When
questioned about this support, she
affir med that opportunities and

34 | Vol. 8 Issue 8 • October-November 2017, Noida

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no longer has to be submissive. When the most prominent commercial hubs

a woman is confident about her work, of Mumbai city. The K. Raheja Group
she has every right to question a Today adopted strict measures to ensure the
foregone promotion denied to her and safety of the children by providing a
organizations have
ask “why not me”? CCTV camera facility to the parents
awakened to the who can monitor the movement of
K. Raheja believes in championing fact that given the their kids. A dedicated website has
change and like other established been launched for parents to avail of
companies, the HR division is
right opportunity, all details.
sensitively skewed towards redefining women are equally
the company culture and values by T h e r e h ave b e e n i n s t a n c e s
and perhaps even
instituting a high trust culture. In the of Human Resources extremely
recent past, the HR department of K. more competent hesitant in recruiting young girls
Raheja, has been making consistent than their male o f m a r r i a g e abl e a g e b a s e d o n
efforts with a large focus on their the premise that investing time
women force especially expectant
counterparts in them may result in naught if
mothers. ’Aanchal’ a ‘Mater nity they have a change of plans after
Support Programme’ supportive of marriage.
all women employees/consultants, will take over the mantle of becoming
was launched in the recent past that ‘special friend’ (My Saheli) to the Learning is a great example and
in support of expectant mothers new mother during the maternity K. Raheja has earned much goodwill
for their 1st and 2nd pregnancies. leave phase like a pillar of support for being instrumental in adopting
‘Aanchal’ offers a host of benefits, apprising her of all developments at change in the larger interests of
noteworthy amongst which are a the workplace. The ‘welcome-back- their employees. Their extensive
monthly transport allowance of Rs. to-work’ phase begins with special initiatives for female employees are
10,000/, a special reserved car parking reintegration sessions organized by striking in their features and range
facility, a working day of 7 hours in the Head of the HR department. These from medical tests (bone density, eye
the last trimester of their pregnancy, are aimed at making the new mother & dental check-up) to yoga sessions,
a provision to work from home in resume her duties effortlessly and adoption assistance, breast cancer
the last month (optional for select being allowed to work for only 8 hours. camps and safety & defence training.
functions with the consent of HOD These are not only impressive but
& HR) and a much-needed maternity Day-care centres are an exemplary exemplary by all standards. Truly
leave of 26 weeks. In addition to this feature of the K. Raheja Group and inspiring!
one member from the specific team these are present at the Bandra-Kurla
commercial hub in Mumbai as well K. Raheja has been included
in Hyderabad. The Little Company a m o n g ‘ I n d i a ’ s To p 1 0 0 B e s t
/ KCLAY Schools are an interesting Companies for Women’ in the Real
offering of the Group and include Estate industry. The organization
facilities that range from a is constantly trying to improvise
Daycare and Playgroup to its HR initiatives for their women
Urvi Aradhya a Nursery and an Activity employees. The core management
CHRO,
K Raheja Corp Centre. The Little Company team firmly believes that when an
or TLC as it is popularly organization does not acknowledge
known, are the successful talent it will never be able to retain
pioneers in the management of their invaluable resources. This is
day care facilities with ten years something they believe in and abide
of experience to their credit. They by. From the start, they have always
function from Mondays to Fridays believed in knowledge sharing,
from 8.30 in the morning until 7 in which they continue to apply to
the evening. Their services cater to every enterprise of theirs. This has
kids in the age group of 6 months earned them ample trust from their
to 6 years and have a presence in workforce and this has held them in
Hyderabad, Madhapur and some of good stead by all.

Vol. 8 Issue 8 • October-November 2017, Noida | 35

FOCUS

Today women comprise

a high percentage of
employees at our plant
and most certainly
everywhere

Adoption leave where adopting

mother can avail 3 months of paid
leave for adopting a child immediately
after the day of adoption and much

WOMEN
stronger maternity benefits.

It is not merely a fad to enhance

CENTRIC
gender diversity; the company through
several of its policies should make it
favourable and conducive for the
female employees to build sustainable
careers. Amway has created “We
Care” lear ning Communities

W
orkplace gender equality is and most certainly everywhere. We within a concept called “Learning
achieved when people can have undertaken various measures Academy”, where internal experts
access and enjoy the same to ensure retention by providing conduct various sessions. Some of
rewards, resources and opportunities t h e m a s u p p o r t ive e c o s y s t e m these sessions are focused on women
regardless of gender. Achieving and opportunities for learning & employees like effectively managing
gender equality is imperative for development; as the matter of fact, work life, mentoring young women
organizations not only because it more than 60 percent of Amway direct leaders. These sessions go a long way
is ‘fair’ and the ‘right thing’ to do; sellers are women who are doing in helping employees learn from real
it also has a clear linkage to an exceedingly well, hailing from all life experiences of leaders they have
organization’s overall performance. strata of society. worked with and have been inspired
And there is enough evidence in the by in their everyday life.
world to show the positive impact It is also seen that there is an
of a diverse workforce, especially overall lack of women in key and Additionally, research has proved
women who have successfully built senior leadership positions in India. that organizations with more gender
and run countries, cities, economies Although with the evolving times, equality perform better as compared
and institutions in leadership roles. the gender and sexism discourse to the others, so it is really in the
To create a robust pool of diverse in workplaces are finally taking interest of the management to initiate
resources and drive positive cultural shape in India. Having realized the action. Change cannot happen if we
changes organizations need to start by role of women in the workforce, cannot see what to change. As an
aligning diversity with each process, organizations are making conscious employer, one should understand and
goal and objective. We at Amway efforts to make workplaces more recognize the need to support women
care for our women colleagues and conducive for women. through various life stages to ensure
partners, which reflects in many of that any Company does not lose any
our benefit programs and amenities Our vision - ‘Help People Live valuable resources:
aimed at supporting them through Better Lives’ is most visible in the
various life stages. success stories of these women. Some • ‘Flexi working hours’ and ‘Work
of the policies to support women from Home’ is a benefit available to
Today women comprise a high workforce could include ‘Am Flexi’ employees to avail basis need. This
percentage of employees at our plant which supports working parents, is a cooperative and consultative

36 | Vol. 8 Issue 8 • October-November 2017, Noida

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arrangement that allows them to

balance work and home needs.

• Safety first: With women in roles as

diverse as sales & operations, there
is a sensitivity towards ensuring
employee safety while undertaking
official travel on account of which
the organization had tie ups with
major vendors to provide safe
transportation locally and during
official travel.

• Optimal U: Amway has an Employee

Wellness Pro g ram branded as
OPTIMAL U. Under this program
the organization recognizes the
need to focus on mental & physical
wellbeing. Various programs are
organized every quarter
ranging from fitness
Shantanu Das sessions to art of living
Chief Human Resources Officer,
Amway India sessions. In my opinion,
Companies should
organize some special
women centric quarter events like
Self-defence workshops, financial
planning sessions for women,
parenting counselling, wellness
sessions by clinical psychologists
and a lot more, which Amway
practices.

• Women now comprise a high

percentage of employees at most
plants and hence the suppor t
extended to them at the plant is
critical to their success. Sanitary
Napkin dispenser should be installed
in all women washrooms.

Change is essential for the next

generation to thrive and do what
they want at every level based on
Women now comprise a high ability and irrespective of gender.
The growth benefits of unlocking
percentage of employees at most the economic potential of women
plants and hence the support are immense. The business case for
advancement of women and pay
extended to them at the plant is parity is compelling and thus, as a
critical to their success community, we need to keep working
towards it.

Vol. 8 Issue 8 • October-November 2017, Noida | 37

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O
n cumulating History and today’s corporate world 1. Having a Clarity of Vision
practise on leadership, my thoughts on ‘Women • Knowing where one wants to go with his/her career
Leadership’ in particular is a Question to the self, objectives and how to get there.
furthermore the trajectory of my Career span and having • A Leader with a vision sees clarity and enables to bring
worked across multiple industries, my understanding of out the best in his/her environment and teams, having
leadership is neither in its literal sense nor differentiated a fair understanding of each person’s best ability.
on gender defined capabilities. To paint a clear picture with • With this clarity brought on the table by the leader,
a balanced equation, let’s take model from both genders tasks and roles fall into focus and the team becomes
exemplifying the topic of discussion, Draupadi first and one unit. Each member works with precision. The
then Arjuna. Leader brings out the best talent in each person. Each
person’s own unique skill sets can be utilized to bring
What does it take to being the vision into reality.
Draupadi in a corporate world?
We all are well-versed with the character of Draupadi. 2. Knowing your employee’s strength and
Regardless of her motive to destroy the Kauravas and weakness and the right path to lead your
anyone in their support, she stood as a pillar supporting resources in achieving objectives
her husbands, each day each time, starting from the day of • At times we get so focused on the vision that we forget
their exile. She was more of a cornerstone than a leader. how to build a sturdy roadmap so that our path has

I WAS ONCE ASKED IF I WAS

DRAUPADI OR ARJUN IN THE

BY Anyuta Dhir *

38 | Vol. 8 Issue 8 • October-November 2017, Noida

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the strength to sustain the test of time. (When Draupadi lost her own children in the Battlefield)
• A path has to be free of obstacles and
roadblocks. One of those roadblocks is • It was known to her that she would lose many in the
that everything cannot be done all at process, thus we need to be prepared.
once. • Reactions made under stress or having negative
• Time needs to be invested, with a focus characteristics after repercussions often lead to errors
on putting the right people in the right in judgment which may be fatal to a career and many
jobs and building the objective with a a time to an organization.
clear purpose. • Therefore, Introspection or knowing the self is the
• Success comes when it is clear on name of the game
how people are valued versus the
purpose/objective. 4. We need to have our own personal space to
reassess our deeds
3. We as Humans, tend • Questions to ask the self while introspecting may be:
to fall into the trap of • What leads you to an upset and what do you do?
emotions but to stand • What behaviours in upsetting circumstances won’t
above all, overcoming serve you well?
Personal loss is • What will your environment i.e. seniors, peers, juniors,
required, and bosses say about your act?
• Do you see a pattern in your behaviour?
• Have you in any way contributed to the failure?

5. To know what to do is essential and to

know what to know to do can only be attained
through feedback sessions
• Do a feedback session with your direct reports asking
them to share their opinions with brutal honesty,
anonymously and ensuring their confidentiality.
Nothing will be held against them. Questions to ask
others may be:
• Do you feel driven nuts by me?
• Do I force you to work ‘around’ me rather than with
me?
• When under stress, do you see me doing counter-
productive things?

A Leader with a vision

sees clarity and enables to
bring out the best in his/
her environment and teams,
having a fair understanding
of each person’s best ability

Vol. 8 Issue 8 • October-November 2017, Noida | 39

FOCUS

6. Consider having a Coach or a What it takes to be Arjun. self-guided missile to meet the
Mentor or a trusted confident/ set target/goal.
adviser; Lord Krishna 1. Arjun’s hold on the skill
• To get the most value from talking of Archery & his response to 4. Being able to resurrect his
with someone, you must have Dronacharya at the Gurukul, will and grit to fight the war
complete trust in the process and as only seeing the bird’s eye as of righteousness
the person. the goal • Ability to Surrender, to be a part
• A willingness to expose • Self-Sustenance and being self- of the bigger picture
vulnerabilities to go beyond the reliant • Knowing that the universe has a
usual self-defence mechanisms. • Integrity & Commitment not plan
• Just knowing that these are dependent on external factors, • H av i n g Fa i t h i n U n ive r s a l
common factors in all humans • Inter nalizing the ability to Energies and Synergies,
and knowing them helps in strengthen the Self, irrespective • Having Acceptance of what is
overcoming them of the eventualities presented upfront
• And that it’s smart to admit and • Being high on Authenticity and • Knowing how to use internal
examine personal flaws rather honouring one’s own words capabilities to work for it and to
than being flighty and taking the • Should mistakes be made, having further empower the purpose,
escape route. the courage to own up to them situation, objective, target or goal
Then springs in a time, when we and acknowledge effects while
know the right and should take a stand providing mitigation solutions 5. A mindset
on our axiom to overcome the same? • Ability to operate from Un-
Attachment and not detachment
(When Draupadi took a stand on 2. Arjun being a part of the • Where detachment is seen as first
not tying her hair until it was smeared Pandavas who were the heir to getting attached and then detach;
with Duryodhana’s blood) the throne Whereas Unattached is not to get
• Leading by Example attached in the first place.
7. Ability to take a stand • Increases sense of ownership • However, being unattached yet
for self with transparency and increased motivated, and look at any given
• Understanding that respect is trust index situation from these three lenses
not a factor that accounts for • Also work on keeping personal • STRATEGIC
acceptance of the world but views out of the workplace • TACTICAL and
knowing that it’s a space for with a focus on the business • OPERATIONAL
SELF to be in with a pertinent objective, while working as one And at the end seeing that the only
ap p re c i at i o n o f s e l f - wo r t h with People constant is Change; while the world
valuing it unconditionally will remain thus and being present to
• Knowing how to be assertive 3. Awakening to Self-awareness that always keep in mind – THIS TOO
without being aggressive or and spiritual elevation (after SHALL PASS
passive listening to the song of Gita by
• Overcoming self-created limits the Lord Almighty himself) This is yet another Thought-
due to fear: by Operating from • Self-Awareness Provoking story I derive inspiration
Integrity and authenticity • Believe in creating and from History, probably to be elaborated
• Treating others like you want to implementing New Possibilities upon another time another day.
be treated w i t h I n t e g r i t y a n d S t ro n g
• Unlimiting the Limitless which Relationships. In a nutshell, either as Draupadi
gets limited due to self-created • Being aware that opportunity or as Arjun, keeping an unattached
limits. knocks once and leave no stone frame of mind, having faith and
The above-discussed points were unturned in the course, hence confidence in my professional skills
on a different stratum of leadership, make all possible attempts and strengths I have been able to
we now take a paragon of Arjuna towards successful fruition while establish myself in the corporate for
who didn’t command his army yet there is still time. 2 decades strengthening ties with one
lead them to a path of success under • While appreciating that the world and all.
the leadership of his elder brother, is the way the world is, yet have
Yudhishtir. the ability to be a supersonic *Director –HR, Veolia India

40 | Vol. 8 Issue 8 • October-November 2017, Noida

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CROSS
ROADS OF
T
he month of October is recognized the corporate sphere. According to The
as the ‘National Work and Family Expedia Vacation Deprivation Report,
month started in the year 2003, WORK AND 2016, says Indians are the fourth most
USA and was actively supported by the
former president Mr. Barack Obama who LIFE vacation deprived in the world.

The Times of India published the

emphasized the effectiveness of having By: Sandra Branger *
report on the online survey conducted
a balance in Work life in order to refine
by ET Wealth last month that reinforces
our productivity. The focus is on the
the fact that Indians don’t realise the
challenges families face in order to create
necessity of taking a break and even if they do, myriad
a balance between their personal and professional life and
to remind the employees that it is no use of working hard reasons seem to occupy them in one way or the other.
when the fruit of productivity is not consumed. According to the survey, 28 percent are unable to take even
one yearly vacation. Even those who manage to take time
Never get so busy making a living off, end up engaging in the calls and related work during
that you forgetto make a life. the vacation. More than 11 percent participate in con-calls
–Dolly Parton
while on holidays.
According to a recent study of 100 cities around the In order to find closure, we need to identify our
world by the Amsterdam based consultancy- Arcadis, five intentions and the outcome of them. The work pressure
of India’s biggest cities — Mumbai, Bengaluru, Chennai, seems to intimidate us to such an extent that the thin line
New Delhi, and Kolkata ranked extremely low when it
between personal and professional life is often perished.
came to work-life balance. The Sustainable cities report
We cannot be perfect in managing both, but we can try
says that Indians work around 2,195 hours on an average
balancing them with finding effective ways. Many would
per year, far above the employees of Hamburg who work
recommend, taking a break, exercising, doing yoga and
for 1,473 hours a year, the city that ranked among the top
some may even ask to change the current job profile which
three for work-life balance.
is the most important factor to consider if unsatisfied with
Don’t confuse having a career with having a life. the job.
–Hillary Clinton
Speaking of which, at times, we may not be receiving
On the other hand, assuming most of us do the job we relevant benefits from our Company as desired, as the
like and it would be spiteful to say that working on our matter of fact, each employee is different from the other as
fervor does not provide us happiness. Because when we individuals and so our needs. The best work-life balance for
do something we believe in, we cannot be drained by it. one will be different from that of his co-worker or his boss.
But assumptions don’t always seem to be accurate, given Ultimately, it becomes very difficult for an organization to
the employability rate and job opportunities scenario in create the best work-life balance for all its employees. So,
India; most people are not found to be satisfied doing their as individuals, we must find and create it for ourselves. In
respective jobs. case of financial crunch, Plan!
The study stated that over 30 percent of the Indian According to The Hindu Business Line, “There may
respondents admitted to the fact that managing work, be different reasons for employees to be under stress at
family, and personal responsibilities had become harder the work place. A study by TeamLease Staffing Solutions
in the past five years. found that in Bangalore 74 per cent of the employees felt
In the opinion of many top honchos of the corporate pressured keeping up with advancements in technology.
world, Indian corporate employees work under a wide In Delhi, 73 per cent attributed the work load as the major
range of uncertainties and under tough competitive cause of stress and 71 per cent said that office politics
environment to constantly prove themselves. Further, and lack of influence led to stress. In Kolkata, 78 per cent
there’s a constant struggle to maximise the profits for the employees experienced most stress when asked to manage
company. By the time they reach the age of 40, they are other people’s work and 77 per cent respondents in Mumbai
already burnt out. In many Countries, taking vacations are felt stressed due to relationships with other people. In
largely practised; but in India there are many who still take Hyderabad, 64 per cent employees felt stressed out while
pride in the fact that they’ve worked continuously without making decisions.”
a break without realising its repercussions in the long
run. The scuffle for endurance seems to have spilled into *Associate Editor, People and Management.

Vol. 8 Issue 8 • October-November 2017, Noida | 41

FOCUS

CREATING
HAPPINESS
at the
WORKPLACE
Survey by ‘LeadCap Ventures’
& ‘More than HR Global’

G
iven the current lifestyles Vidyadhar Prabhudesai
and work pressures, one in Co Founder of LeadCap, UN
every five employees in the & Ford Fellow, Global Shaper
World Economic Forum.
corporate world is undergoing some
kind of stress, show studies. To counter
this, many corporates are inculcating the culture of
happiness within their organizations. There is enough
evidence to show that happiness at workplace improves
employee productivity and makes good business
sense. Many studies show that companies with happy
employees outperform the competition by 20 percent.
It is hard to ignore this fact and more and more global
organizations realize this.

To study what corporate India is up to as far as

Workplace Happiness is concerned, More Than HR and
LeadCap Ventures undertook a survey during MTHRG
Discovering Happiness Retreat for HR Leaders in
Bangalore in the month of October. Top HR and other
professionals from companies such as Biocon, Northern
Trust, CLP India, Oracle, Continental AG, CGI Group,
Talocity, and Avaya participated in the survey. The
survey was answered by senior executives or heads of
business units / regions / divisions.

The survey uncovered interesting findings:

One of the key findings of the survey was the top
factors contributing to happiness @ workplace. They
are 1) Less work pressure, 2) Organization culture, 3)
Respect, 4) Job autonomy and 5) Career and progression
opportunities.

42 | Vol. 8 Issue 8 • October-November 2017, Noida

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TOP 3 HAPPY DEPARTMENTS HR in India is

already working
t ow a rd s t h e ab ove.
Some of the practices
adopted in India
include: 1) Recognizing
work/achievements;
2) Giving respect; 3)
Self availability; 4)
Develop trust; and 5)
Open communications
& training. Some
respondents narrated
instances where they
helped someone to find happiness and
found happiness for themselves.
– entry level employees and junior
managers were found relatively Instances of finding happiness for
happier than others. The respondents self or others include: changing mind-
The study also revealed that also drew a path to achieve happiness set; coaching/counselling others; giv-
Production, Sales and HR were most at work place. Following are steps ing back to society; taking additional
happy departments in the company. to be taken to induce happiness @ responsibilities; interacting with
When it comes to level/designations workplace: employees’ families; giving respect;
emotion; and creating autonomy.

“When with counselling, I have

changed the perspective of my employees
towards their work and bring in fun
every time,” said one respondent while
“When I wrote a personal letter to an
employee’s family member - thanking
her for her support,” said the other.
One respondent also mentioned “I
Counselled an employee with nervous
breakdown and got him settled in life”

Undoubtedly, Happiness at work

creates a win-win situation for both
employees and employer. Happy and
engaged people are healthier and
more productive. They have more
ideas, are more likely to contribute
over and above the responsibilities
of their job and help out colleagues.
They are less likely to leave or be
off sick and are more likely to get to
work on time. They are better to be
around as happiness is also catching.
So, if your team is happy – you and
others around them are more likely
to be happy too.

Vol. 8 Issue 8 • October-November 2017, Noida | 43

FOCUS

SPIRITUALITY AT
WORKPLACE
‘A new dimension for increasing the 3 P’s of Positivity,
Productivity and Performance at the Workplace’

‘What’ is workplace spirituality (WS)?

‘Why’ spirituality is needed in
workplaces.

Spirituality evolves from the word Spirit,

which originates from the Latin word Spiritus’
meaning breath. Spirit is defined as ‘the vital
principle or animating force traditionally
believed to be within living beings’ (Anderson,
2000:16). Approximately two decades ago,
spirituality at workplaces was introduced in
American corporations or largely western
context but in eastern philosophy, spiritual
values at workplaces are instilled since time
immemorial. Philosophies of Zen Buddhism,
Confucianism, Hinduism, encourages
spiritual practices such as meditation and
emphasizes values on compassion and
purposeful life, loyalty to one’s group, finding
spiritual centre in any activity, renunciation
of the fruit and many more. However, it
becomes imperative to state that WS is not
an attempt to make organization religious
centric. The discussion here is non-religious
and is devoid from making people accept
belief or practice any religious
ceremonies within organization.
Ayatakshee Sarka One must understand that
Research scholar,
TISS Mumbai religion is a narrower subset of
spirituality and both should not
be treated equally.

The notion of inner life, which is an

important aspect of WS, simply begins
acknowledging the fact that employees have
both inner and outer life and nourishing the
inner life actually polishes the outer self.
The nourishment of inner life is important
because employees bring their entire self

44 | Vol. 8 Issue 8 • October-November 2017, Noida

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The expression spirituality at work also

requires employees to be involved in work that
gives them greater meaning in their lives and
a sense of purpose. This meaningful work is
responsible for inner nourishment, and sense
of community that enhances when employees
are connected with each other in the team
and they work together to achieve common
organizational goals. Although spirituality is
an individual phenomenon, but spirituality
in the workplace is generally discussed in
terms of organizational attributes such as
corporate values. At an organization level,
it refers to the activities of an organization
designed to further individual spirituality
and organize self around spiritual goals.
Keeping organisational values in mind,
Giacalone & Jurkiewicz (2003) defines
WS as “a framework of organizational
values, evidenced in a culture that promotes employee
experience of transcendence through the work process
facilitating their sense of being connected to others in
The expression spirituality a way that provides feeling of connectedness and joy.
at work also requires ”Thus this definition tells us that WS is a composition of
organization values which forms the core of organization
employees to be involved in
culture, where these values lead to self-transcendence,
work that gives them greater interconnectedness which ultimately leads to greater
meaning in their lives and a meaning in life and promotes absolute happiness.

sense of purpose Judi Neal, a management consultant on WS,

once talked about “legitimized schizophrenia” at the
workplaces which she refers to ‘uneasy feeling of
putting on masks, hypocrisy, artificially and playing to
be successful’. This legitimized schizophrenia leads to
i.e. body, mind and spirit to work. Nourishment of this artificial separation from work and life with results in
inner life leads to wellbeing and greater engagement. Many lower productivity, higher stress and burnout where most
scholars, academicians and practitioners once critically employees at workplaces feel unappreciated, unconnected
assessed a statement expressed by Henry Ford in which he (an aspect in spirituality), lost and insecure about their
asked, “Why is it that I always get the whole person when jobs. The encouragement of spirituality in a workplace
all I really want is a pair of hands?” (Pollard, 1996).The fact can, therefore, lead to benefits in the areas of creativity,
is whether or not organisations want the ‘whole person; honesty and personal fulfilment, the commitment which
whole persons actually report to work. The concept of ultimately results in increased positivity, employee
“whole person” necessarily rests upon assumptions about wellbeing and increased organisational performance.
the ontological status of humans “being” in the world. Not Thus, spirituality at work is imperative due to reasons
only do disciplinary branches of psychology, sociology, being: it nourishes inner self and brings sense of purpose;
management, and communication see human beings as interconnectedness with oneself and others; and leads to
comprised of physical, mental, emotional, and spiritual self-interests transcendence, thus going beyond achieving
dimensions, but so also do a diverse array of world cultures, the economic goal which ultimately leads to the 3p’s of
belief systems and philosophies. positivity, productivity and performance.

Vol. 8 Issue 8 • October-November 2017, Noida | 45

FOCUS

DIVERSITY AS A COMPETITIVE
DIFFERENTIATOR

W
hile traditionally diversity Our success story is a testimonial of thoughts and culture among the
at the workplace is to our senior leadership team’s workforce in order to bring unity in
associated only with gender commitment towards building a diversification.
and race, at Huntsman India the unified Huntsman culture, based
understanding of diversity is far- on respect, honesty, integrity and In terms of gender inclusivity,
reaching. We believe in wider a responsibility. For us ‘inclusion’ Huntsman India encourages women
definition and for us diversity means in simple terms means that our all leadership and empowerment. At
the visible and invisible differences employees, irrespective of their our India corporate office alone, we
in thought process, leadership gender, race, ethnicity and physical have over 100 women employees,
style, gender, religious background, ability, can freely put forth their which is almost 30 percent of our
ethnicity, age, experience, etc views and contribute to the success total strength. Many of them are
of the organisation. Our inclusive in leadership roles and handle the
Huntsman as an organization has culture provides an excellent work critical functions of integrated talent
always been committed to inclusion environment that is free from any type management, financial prospecting
and diversity. We strongly believe of discrimination and harassment. and cor porate communications,
that a diverse workforce gives a Irrespective of their nationality, breaking the industry mould of
competitive advantage in the market, culture, gender and ethnic background, women workers being restricted
and this advantageous position our associates get equal opportunities to customary roles in sales and
can be strengthened and sustained to grow and fulfil their potential to manufacturing.
only when it is supplemented with realize their career aspirations. At
inclusion. We have a global footprint the same time, it is important to study Our employee engagement team,
and we love to work with a diverse our employee as their difference in The Fun Drivers, consists of a
workforce that develops the capability opinion, in any matter, is thus taken diversified group of associates chosen
of our organisation in the areas of into consideration as each employee from corporate and business teams.
innovation and creativity. contributes his skills into the vision This team celebrates cultural events,
for our Company and we respect it. In as well as drives team engagement on
Therefore at Huntsman India, case of fiction, the HR Management other important occasions, thereby
inclusion is closely linked to diversity. takes into account to bring unification ensuring that our associates are

46 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

Rajib Kumar
HR Head,
Indian Sub-continent

having fun at work and continue to

remain a cohesive unit.

Our work-life balance philosophy

offers flexible working hours and
freedom to work from home. Women
employees find such flexibility
extremely helpful in maintaining
a healthy balance between their
personal and professional lives. We
encourage returning mothers for
re-employment. Needless to say,
celebration of the Inter national
Women’s Day is a big occasion for us,
and a day to applaud our emerging
women leaders.

Our commitment for women

l e a d e r s h i p a n d e m p ow e r m e n t
goes beyond the boundaries of our
organization and sees form in our
cor porate social responsibility
i n i t i a t i v e s . We b e l i e v e t h a t
empowering women to become
financially independent has a direct
positive impact on the economic
growth of our nation. Organising
vocational programs for young girls to
learn skills that will help them earn
their livelihood is just one such CSR
initiative. As a part of our on boarding
process, new employees are trained in
our core values, respect being one of
them. This helps them understand the
cross-cultural sensitivity and ensures
Our success story is a testimonial
that they honour the value systems of
to our senior leadership team’s different cultures.
commitment towards building a
The diversity of our workforce
unified Huntsman culture, based on and the culture of inclusivity
respect, honesty, integrity inspire ideation, boost efficiency and
improve productivity, thus giving the
and responsibility
organisation a competitive edge in a
challenging environment.

Vol. 8 Issue 8 • October-November 2017, Noida | 47

EDUCATION TO EXECUTIVE EDUCATION

BUILDING LEADERS
WHO BUILD FUTURE
By: Mr. Raghavendra K *

T
h e ch a n g e d wo rl d o rd e r, answers especially as the new trends are ready to build a new future. This
owing to the revolutionary are emerging every single day. changes the whole conversation
technology advancements, Technology continues to disrupt and because in an increasingly disruptive
has ushered in a new era of make current skill sets redundant world, it is clear that the leaders
complexities for org anizations while making prediction of future and need to develop radically different
– VUCA (Volatility, Uncertainty, client needs extremely unpredictable. leadership capabilities.
Complexity and Ambiguity). It is Increasingly, org anizations are
more than a widely used managerial pressurized to determine the skills Marshall Goldsmith’s in his
acronym, as organizations worldwide and competencies to be nurtured in acclaimed book – “What Got You
are breathing, speaking and living their leadership, which in turn, can Here Won’t Get You There” succinctly
these business conditions, albeit at a help them, build tomorrow today for alludes to the fact that skills, which
much faster pace. Another significant our clients. helped successful professionals to
shift is a new generation of the reach the top, may not be sufficient
workforce that is getting into the In such an evolving scenario, and relevant anymore to help them
corporate world. Increasingly we are leaders are expected to navigate navigate the way forward. The need is
witnessing a change in the managerial through choppy waters and emerge to continuously pause, review, reflect
bench strength with the baby boomers with winning solutions that will hit and refresh.
retiring from the workforce and age the bull’s eye. The dilemma facing
becoming increasingly irrelevant (on our leadership is not whether our Following snapshot briefly captures
a relative basis) for folks to get into executives are future-ready but a more how the corporate world has shifted
leadership roles. challenging one, that is, if our leaders gears in recent times:

The world is reeling under the

effect of Digital revolution. This is Then Now
influencing the entire life cycle of an Pace of change was steady Disruptions are happening at a much
employee and even life beyond the scope faster pace; while growth engines
of work – be it business economies, are not keeping pace with the change
communications, entertainment, Focus on scaling up the business Focus on Automation, Robotics,
defence, retail, manufacturing, Analytics to digitize processes and
hospitality, transportation or any reduce human intervention as busi-
nesses continue to grow
other aspect of our existence. Not
only is this affecting the individuals, it Replicate the success formula Take calculated risks
is also impacting all our stakeholders Innovation was a separate function Innovation that gets a grass root
including the businesses of our clients of the business level reach, becomes a way of life
and the way we serve them. Talent needed to have experience Talent needs are more complex
and relevant academic accolades and needs specialized skills in a
Some questions that are “gig economy” where attitude and
increasingly being asked: Do aptitude for continuous learning
becomes paramount
organizations know what the future is
and will look like? Are organizations Clients and internal processes were Customers’ needs and client’s cus-
the focus tomers are the focus
future-ready? There are no easy

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While there are multiple le- Let’s look at the profile of the
vers to manage the change and hit Executive-level learner’s pool:
the ground running, Executive educa-
tion is one amongst many, which can • Executive level of the organization Executive level of
be effectively leveraged to prepare is a very niche learner and generally the organization
comprises of top leadership (5-10
our leadership to transcend that
percent referred to as the senior
is a very niche
change.
most leadership and close to 15-30 learner and
percent, comprises of senior to
Executive Education generally
mid-level leadership). The profile
A c c o r d i n g t o Wi k i p e d i a ,
of this group is such that they are comprises of top
“Executive education refers to
academic programs at graduate-
vastly experienced and would have leadership (5-10
good understanding of the markets
level business schools worldwide
they operate in.
percent referred
for executives, business leaders and
to as the senior
functional managers. These programs
• Executive level lear ners are
are generally non-credit and non- most leadership
extremely hard pressed for time
degree-granting, but sometimes lead and therefore, interventions like and close to 15-30
to certificates.” While “executive” this needs to fit within their work percent, comprises
and “manager” and “leader” is often schedules.
used interchangeably, “executive” of senior to mid-
is commonly used to signify the Following are some of the key level leadership)
top 5 percent to 10 percent of the characteristics of the Ex ecuti v e
organization. Education program:

These reasons present a very

clear case for org anizations to
look towards the well-established
institutes to fill the lacunae, which
cannot be plugged through in-house
customized programs for a highly
specialized employee segment – the
top leadership. Organizations need
Quickly Networking
Opportunities: a wide-ranging exposure for their
Implemented
Takeaways: Cohorts are leadership to engage with the world-
Executives intelligently renowned faculty and top performing
need real-life grouped to business leaders in the outside world
scenarios and maximize the from around the globe.
quick tools/ networking
techniques, relationships,
which helps Some of the top executive education
which they can
Extensive in building on Disrupt institutes typically curate integrated
implement from
Research-based each other’s Habitual learning solutions, programs and
day 1 after being
Insights: experience Approach:
educated interventions comprising blended
Based on sharing Executives are learning modules, in-house sessions,
in-depth case encouraged to
studies and real develop new/ inter national project trips (in
life scenarios/ complimentary some cases), experiential learning
experiences, the muscle; unlearn e x p e r i e n c e, d e b a t e s , s u r ve y s ,
management traditional/ assessments, coaching, mentoring
gurus build usual ways; and networking.
insights learn adapting
which help the to different/new
executives at the approaches Harvard Business School,
pivotal point of University of Michigan, University
their careers of Oxford, London Business School,

Vol. 8 Issue 8 • October-November 2017, Noida | 49

EDUCATION TO EXECUTIVE EDUCATION

Executive level learners are extremely

hard pressed for time and therefore,
interventions like this needs to fit
within their work schedules

• Negotiation;
Instead, Stanford Graduate School most sought after topics covered in
of Business, MIT: Sloan, University Executive Education are: • Critical thinking;
of Pennsylvania: Wharton, Indian • Disruptive Leadership;
• Driving innovation;
Institute of Management are some
of the world’s top most institutes in • Decision-making;
• Risk-taking abilities;
Executive Education. Closer home • Leveraging Human Capital;
• Entrepreneurial Thinking;
IIMs and ISB are among the preferred
institutions. • Leading Transformation Change;
• Preparing for Disruptive Future;
• Agile Leadership;
• Leading global Teams;
Addressing the current challenges
and future trends, some of the • Creating Effective Teams;
• Assessment Tools.

50 | Vol. 8 Issue 8 • October-November 2017, Noida

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CASE STUDY
Real life scenarios that find their way into The leadership identified Design Thinking (dT) as
Executive Education program one of the platforms to foster a different approach and
is implementing this framework at a grass root level.
Our vision of making “Innovation” a grass root-
The organization has an ambitious target to cover a
level movement through Design Thinking has enabled
wide range of employees across levels, functions and
employees to not only solve current problems but look
geographies as it builds awareness/expertise in the
for new problems and approaches to solve them.
above approach of problem identification and look at
Being a Technology pioneer, it is imperative for the challenges in totality. The Desirability, Viability
us to bring in predictability and reassure our clients and Feasibility methodology is used in devising
by building fail-safe, future proof solutions for them. innovative solutions. The organization is ensuring that
We create new experiences for our clients and also for design Thinking is a way of life for every Infoscion.
their customers. However, with thousands of projects Behind every dT workshop, the clear objective was to
running for a range of clients from various sectors instil “innovation” as a culture at Infosys.
had made us heavily delivery focused. The need of
Several organizations have found this success
the hour was to prompt employees not just to think of
story worth replicating in their organization and this
various approaches to solve a problem, but find newer
is a part of discussions in many executive education
approaches and problems to solve.
programs.

(Additionally, there are several and Succession Planning. In some citizens, and eventually a smart
functional and technical specialized instances, Knowledge Management world ready to face the new world
trainings and programs in Business mandates the Executive Education order which is increasingly being
Analytics, Finance, Project participants to share lessons with impacted by various technological
Management practices, Business their counterparts and teams on disruptions, socio-economic changes,
Strategies etc. using technology as application of the concepts learned political considerations and changing
an enabler.)Infosys emphasizes a lot in executive education programs in demographics of the workforce.
on the “learnability quotient” across their field of work.
level and has covered a significant
ground on Executive education. While Executive Education is
not a new concept, it has gained
Duration of Executive Education exponential momentum in recent
Programs also varies depending on times of technology disruption and
the business role and Program topic. social media eruption. It is imperative
Some programs are extensive while that organizations fully leverage
others are capsules courses. There’s lot what the academia has to offer by
of focus on continuous learning and way of content, research findings
institutes are leveraging collaboration and pedagogy, which in turn, assist
tools to keep the conversations and organizations in attaining their full
learning going beyond the prescribed potential. This calls for a greater
course duration. collaboration between academia
and the corporate world with inputs
Org anizations are attaching from the government and society
more seriousness to Executive at large too so that the synergies
Education. In several organizations, arising out of it could benefit the
Executive Education is tied to entire ecosystem – towards smart * Senior Vice President and Global Head –
Performance, Rewards & Recognition organizations, smart cities, smart HRD, Infosys BPO

Vol. 8 Issue 8 • October-November 2017, Noida | 51

EDUCATION TO EXECUTIVE EDUCATION

ACADEMIA AND
Recent Studies say that about 90
percent of Engineering students, an
equal proportion of Management

INDUSTRY
students, are not employable. Those
who are employed, only a few are in
the right job or else most of the lot is
compromising on the job role. With
India becoming the youngest country
By: Haresh Chaturvedi *
the above statistics seem scary.

The collaboration if looked at

starts with Academia to Industry and
ends with Industry to Academia;

• The education institute has the

primary responsibility to satisfy the
Industry by providing the required
workforce, the right quality of
Student;

• To get the right quality of students,

Industries are required to spell
out the expectations of today and
tomorrow.

The close relationship

between Industry and academics
should include: understanding
the requirement; developing the
cur riculum accordingly; and
providing a practical approach to
the theory which will help both
the domains mutually. This would
also help the younger generation
improve their skills to suit the perfect

A
job of a plantation was and uncertainty in business have employability standard.
assigned to two people – one compelled both the domains to work
person to dig the pit and refill in collaboration with each other. The collaboration will not end
it; and the second to set the sapling here; it is also useful for the current
into the pit. When the supervisor With pressure on the bottom employee working in the organization.
saw only one man digging the pit line, industries, on one hand, expect In the VUCA world, and the cutting
and refilling it without the sapling, the Right manpower to enter their edge competitive market scenario,
he curiously asked: “what are you workforce – putting pressure on it’s only the updated Human Resource
doing”? To which the man at work Academia to generate maximum which is going to make a difference (as
replied, “I am doing my job, the other Employable students; on the other other Resources like Money, Machine
person did not come for work.” hand, those who are already in and Material will be easily available
employment need continued updating to all).
The relationship between of knowledge to keep themselves
Academia and Industries is no self-relevant in the competitive Industries are required to
different than the example quoted job market as well as to contribute continuously update the knowledge
above. Industries and Academics to ever increasing demand of the domain of employees by relevant
were operating in two dif ferent organization. ways of training. Actually, if you
domains. But the growing complexity ask me training is just like making

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a horse fly – once a King declared

the death sentence to one of his
citizens as he had no relevant skills. Academia should have courses
The citizen ran to one of the most content designed by the experts of
intelligent officers in the Kingdom.
The Intelligent officer asked the man the relevant field in order to work out
to make a plea to the king that with the competency gap. The gap can be
him, he is killing one skill to which
the citizen was perplexed as he had
bridged by way of short-term course/
none. The officer then asked him to training programs
convince the king that he can make
a horse fly and to train one horse he
required in a year’s time. This way
the person could survive a year and Institutes of both sectors should underutilized can be used more
by the end of the year, he may claim make sure the employee is fully efficiently used with students
the horse’s death. This could go on skilled and has all the qualifications being involved in the Industrial
until any of the Natural deaths occur necessary; workforce, enhancing their skill
to the King or the person. Hence, the at the same time. On the Monetary
Horse may fly. • Industries are now working with aspect; most of the Universities get
educational institutes from ITI grants for research from the Gov’t
So avoid situations based on this to IIT for specific on the Job which at times are not sufficient,
context; it is necessary for the HR to be training. Of late, a Company had so, Industries, on the other hand,
updated and provide relevant course to a partnership with ITI for Cooler take advantage of knowledge,
suitable employee of his organisation. mechanic course/Car assembly infrastructure and other resources
Hence, Academic institutions should course and Industrial colour course and Educational Institutes earn
be in sync with the Industries in order to fulfil their own requirements. money while contributing in the
to work out the model keepings: Similarly, Industries are having larger interest.
partnerships with institutions
• Academia should have courses like IIM, XLRI or SIBM which In conclusion, the partnership/
content designed by the experts of are Institutes for Management collaboration between Education
the relevant field in order to work Development Programs; institute and Industries has become
out the competency gap. The gap inevitable – they have to go hand in
can be bridged by way of short-term • With volatility and uncertainty hand for self as well as for the benefit
course/training programs; in a business scenario, research of the business at large.
plays a vital role in the growth
• U n d e r m a n y c i r c u m s t a n c e s, in business much ahead of time
employees join the job market with as Industries are utilizing the * Vice President - HR at Reliance Industries
minimum qualification that is expertise of Educational Institutes. Limit - Dahej
required, which should be avoided. The resources which are at times
INTERVIEW

BRIDGING the GAP

Dr. Pratima Sheorey, Director of Symbiosis Centre for Management and
Human Resource Development (SCMHRD) Pune, India speaks to People and
Management Associate editor, Sandra Branger on initiatives by the SCMHRD
towards Campus to Commerce.... and how to make students industry-ready.
Excerpts...

Dr Pratima
Sheorey
Director
SCMHRD

Q UE: SCMHRD specializes

in producing quality talent
in the fields of HR, Marketing,
Finance, Operations,
Infrastructure Management
and Business Analytics and it
has consistently been ranked
ahead of several prestigious
B-schools. What makes
SCMHRD the prestigious B
school in India?
A N S : S C M H R D h a s a lw ay s
encoura g ed nur turing one’s
entrepreneurial spirit that helps
the students identify opportunities,
optimise resources and come up
with innovative solutions to myriads
of critical problems in today’s
age. The institute focuses on the
holistic development of students that
imbues them with a high degree of Infrastructure Management, SCMHRD can be gained through experience and
personal integrity and professional focuses on building strong basics practical learning. Hence the intense
commitment, enabling them to and encouraging lateral thinking. academic curriculum is designed such
become future leaders. SCMHRD has We believe in driving students to that it prepares students to deliver
developed an immaculate curriculum achieve academic excellence along their best. Apart from academic
to bring out the leadership instincts with being technologically competent, excellence, the institute also focuses
and entrepreneurial prowess amongst and morally and ethically correct, to on equipping students with the latest
students. The Institute has been graduate as a holistically developed technical competencies used in the
constantly redefining the boundaries individual. corporate world. It also provides
of the mana g ement discipline, oppor tunities to develop their
allowing students to learn and apply
their skills and talent in this ever-
changing global scenario. Comprising
Q UE: What makes SMHRD
Students industry ready?
ANS: SCMHRD is a premier
leadership and entrepreneurship skills
through various student activities
and institute initiatives. ‘Association
six prominent disciplines of Finance, institute honing world-class leaders with National Entrepreneurship
M a rke t i n g , H u m a n Re s o u rc e s, and entrepreneurs. The institute Network’ is one such initiative to
Operations, Business Analytics and believes that wholesome knowledge train young entrepreneurs. The

54 | Vol. 8 Issue 8 • October-November 2017, Noida

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program teaches students to not only Various courses like leadership

recognize opportunity but to create
Apart from & capacity building, Cor porate
it, an essential ability in a business academic Governance & Ethics, Sustainability
environment which is constantly etc. build the theory. The curriculum
evolving both inside and outside of
excellence, is structured to always keep students
their organizational environment. the institute on their toes and helps them to develop
SCMHRD focuses exclusively on skills integral to leadership roles such
leadership education with a focus on
also focuses as time management, multi-tasking,
education and research in solving the on equipping contingency planning etc. The extra-
leadership challenges plaguing the cur ricular re gimen included in
organizations of today. The methods
students with student-run committees’ serve as
involve Harvard Case studies and the latest a training ground for corporate
live projects which directly give life. Students are vested with real
insights on Industrial practises.
technical authority and power to execute and
MBA in SCMHRD is just like a mock competencies run various critical activities like
drill to industry experience with the admissions, corporate relations,
mission for self-discovery and skill
used in the symposiums, conclaves etc.
development. PMI ‘Pune-Deccan corporate world
Students’ Chapter was launched on
the 19th of July 2013 at SCMHRD. It
operates primarily in collaboration feature strongly in the programme.
Q UE: How does the institute
maintain its competitive
edge in the placements scene
with PMI Pune-Deccan India Chapter. All courses have a solid lab component and corporate market?
The Project Management Institute w i t h c a s e s t u d i e s p rov i d e d by A N S : S C M H R D b e l i e ve s i n
(PMI) is the world’s leading non- experts from the industry. Courses experiential learning and applied
profit organization for the project include cutting-edge technologies research. Both these have been
management profession with the like the Inter net of Things and able to substantially improve the
purpose of advancing and promoting Mobile Analytics. The courses are competitive edge that the institute
the culture of project management. designed and taught in a way that has students from all full-time
PMI’s activity takes place in Chapters will give an appreciation for various programmes are involved in live
located in over 80 countries. Chapters functions encountered in a real-life projects with various Corporate like
are open to PMI Members and led by analytics situation – the interplay Coca-Cola, Tata Chemicals, IBM,
volunteers. Participation will give the between Marketing, Risk, Operations, HDFC AMC and urban local bodies
opportunity to meet new aspirants HR, and Finance. For the general like PMC and PMRDA. These hands-
and professionals and to build new MBA students, Capstone business on real-time experiences help the
networks by sharing knowledge and simulations engage participants students to understand the application
experience. Students will also start a in a dynamic competition to turn of concepts lear nt in class. The
project with PMRDA. struggling companies into successful, curriculum is revised every year with
profitable businesses. Faced with a inputs from stakeholders like Alumni

Q UE: How does SCMHRD

equip the students on the
technical competency part?
full range of strategy-based decision-
making options, students have the
opportunity to try new tactics, test
and Corporate experts and is thus
benchmarked against other world-
class institutions. The institute has a
ANS: The programme of MBA unfamiliar strategic paradigms and dedicated student-driven placement
analytics is built on a solid foundation take risks in a risk-free environment. team which in collaboration with
of programming in R - the de facto the administration is responsible for
standard for statistical computing
and analysis. Students are also given
a strong grounding in using SPSS and
Q UE: What
Leadership
are the
development
programmes conducted by your
handling all interfaces between the
campus and corporate firms. They do
this by driving engagement activities
SAS with various add-on packages. Institute? with various corporate entities and
Data mining tools like Weka and data ANS: At SCMHRD leadership is connecting with them to ensure their
visualization software like Tableau inculcated in theory and in practise. presence on campus.

Vol. 8 Issue 8 • October-November 2017, Noida | 55

EDUCATION TO EXECUTIVE EDUCATION

N
ew age technologies require
new age understanding and
curious minds working
them to churn out the best results.
Innovation works best when people
are thinking about something that
has never been done before, perhaps
by using the same tools, in a different
way. Employers have been talking
about the next gen workforce, that
doesn’t just believe in following
but are curiously interested in
creating; the millennials who are
changing the work culture globally
by instilling their enthusiasm to
create a better-connected world
through technology.

The millennials are a whole new

generation born between the 1980s
and 2000. They were born in the time
of a rapid change across the world in
business, technology,
lifestyle and culture.
By Nishith Chaturvedi H av i n g w i t n e s s e d
VP & Head – Human Resources,
NPCI
the oncoming digital
revo l u t i o n , wh at
defines millennials
best is their ease of adoption of tech.
They are the first digital natives on
the planet; they like to play social
and stay connected; they have less
UNDERSTANDING money to spend but big dreams to
THE MILLENNIAL pursue and their priorities are very

WORKFORCE: different from how the world has

thought so far. They are energetic,

CATCH
open to ideas and exploration and
above all, they are focused on their

THEM
career in ter ms of associating
themselves with the Company
which in turn gives them the credit

YOUNG!
and opportunity to grow.

Almost all workforce-related

re p o r t s c o nve y o n e m e s s a g e
singularly; that the world is

56 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

u n d e r g o i n g a f a s t ch a n g e a n d picture and then bringing the lens A thoughtful and smart employer
companies need to evolve alongside to down to focus on BFSI, the pool is will look at gauging the potential
keep businesses alive by integrating quite big, but the employability of of participating students through
advanced technologies and flexible fresh graduates often mismatches the pre-placement camps, hackathons,
work culture to keep the younger requirement or vision of the business. paper submissions through the
generation excited and ongoing. As Payments sector, on the other hand, executive program. A strong line of
we head towards a time when people is a furiously growing segment of communication where people are not
of the age group between 22 and 35 the BFSI industry and is seeing a afraid to think beyond the possible and
will comprise major chunks of the generally higher influx of interest voice it through their work will help
workforce, how does an organization among the students. build an environment that allows and
adapt itself to the growing differences fosters free thinking. Organisations
in expectations? This question has In order to ensure that your when seen implementing the concepts
been asked over and over at forums organization gets seen and heard at coming out of such collaborative
and gatherings, at conferences and the right stage, executive education sessions, fosters the essence of being
summits, and while a few organisations programs and collaborations with true to their promise.
have already started working towards premium academic institutions
making themselves more relevant work great; these programs not only More and more people are now
there’s still a long way to go. help organizations evaluate their looking at exciting opportunities across
quality of the available talent pool but sectors as India continues to open up
As employers strive to recruit also provides an equal opportunity to advanced research and development,
and retain the best talent from to engage and interact with the product based portfolios and increased
management and technical institutes, students. Campus to commerce model interest in digital businesses. The right

Some of the foresighted industries have already

taken a step forward by aligning the college curriculum
with their industry requirements

it is extremely important to remember is taking shape in various forms time to invest in resources is when the
that your organization is not the only with organisations realizing the economy is showing signs of positive
one trying to get the best talent on importance of investing their effort growth, and India is riding on a path
board. The competition is fierce! To and time in shaping careers. to achieve the same.
make a mark on a student’s shortlist
of companies they would like to go Both organisations and institutes Once on-boarded, inte g rated
work for, it is beyond emphasis that need to come together to create a mentorship pro g rams, training
you ought to catch them early on. platform that not only allows students schedules catering to the growing
Executive education and student to take a peek into the business need for up-skilling at work and
outreach initiatives are now the key employee development programs are
of a potential employer but also
to creating awareness and influencing the tools organizations use to engage
to be able to align their passion
young minds to add value to a booming and retain relevant talent. Over and
for innovation in building a trust
business. above a flexible work culture and
relationship with the employer.
exciting perks, today’s workforce
Hosting competitions or organizing
Taking about talent gap, according is motivated by the zeal to build
forum discussions for cross-group
to NASSCOM, “each year over 3 something new, contribute towards an
million graduates and post-graduates knowledge sharing, sessions – where industry-changing models and become
are added to the Indian workforce. experienced professionals and fresh the part of an important change.
However, of these only 25 percent of graduates come together to create Engage them with the promise to
technical graduates and 10-15 percent and build, are only a few ways that we create a better future, because if that
of other graduates are considered already know of. The horizon expands is what your business strives for, you
employable by the rapidly growing as people start taking notice of new are in the right century. Innovation
IT and ITES segments.” This is just technologies and assert themselves drives businesses, the opportunity to
one industry. Considering the overall to create more with them. innovate drives people.

Vol. 8 Issue 8 • October-November 2017, Noida | 57

EDUCATION TO EXECUTIVE EDUCATION

CAMPUS TO
COMMERCE

I
n today’s scenario, the students
are more aware and are exposed
to global intelligence at the press
of a button. Social networks, media
and various other forums give them
an overall insight of the industry even
before they are out of campus. The
information download is so large, that
the expectations of the students from
the organisations to provide them a
platform to set their skills on a right
path. Today’s student is tomorrow’s
workforce and hence comes the need
to build a strong communication
platform between Institutions and
Industries to bridge the gap between
fiction and fact.

It would do a lot of good

Felicita Shanthy
to the institutions to have Director of Human Resources,
various industries come Taj West End, Bangalore
over to share experiences
and real-life situations of
organisations with the students. A
regular interface through industrial
exposure and various competitions
should be initiated by campus
and industries to bridge the gap
between theory and practilities.
This would also help in creating the
right aspirations in the students
before joining any organisation. In
fact, I would go further to advocate
that even institute faculty should
connect and orient with industries to
stay relevant to the dynamic trends,
systems and processes to impart
realistic education to the students.
This will go a long way in producing a

58 | Vol. 8 Issue 8 • October-November 2017, Noida

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stable workforce that is well informed taken a leap forward by connecting

of the realities of the industry they with the hospitality training institutes
plan to make their careers in and in moulding the student from day one. Building close
provide the hiring companies with Industries participate as part of the
an opportunity to meet and exceed panel in selecting the right students
communications
expectations of the ever demanding for the academic batch enrolment. between campus
customers we serve. Thereon, the students are taken
through several industrial orientation
and industry
Some of the foresighted industries programs and guest lectures. Students will help in
have already taken a step forward are also given exposure at workplaces bridging the gap
by aligning the college curriculum as trainees, where real-time learning
with their industry requirements experience are imparted which gets
for tomorrows
and working with educational bodies the students to be mentally ready human capital
towards implementing it. They and clear about the industry they
organize seminars and training are preparing themselves for. Such
needs
sessions for the faculty to give them intense networking and campus
an industry perspective, enabling connect leverages the organisations
them to train the students accordingly. to get the right pick for their future
They design industry-oriented topics talent. This also aims at creating the challenges that they will be facing in
and provide the courses and projects right behavioural changes in students the days to come when there will be
to students. The industry courseware that organisations are looking for in a rise in competition and decline in
is also published on their portal to be their employees. The industry also availability of right human capital.
viewed by member colleges. They also orients faculties to the changing
have faculty enablement programs, trends in the industry, providing By 2020 several job opportunities
and through these programs they opportunities to carry out understudy will be opened up but there will be
aim at ‘paradigm shift’ in learning and projects to equip and enable them a scarcity for quality candidates as
and teaching methodolog y at to understand the transition the organisations are already facing crisis
an accelerated pace, to increase organisations are making through in sourcing the right candidate to
effectiveness. The way the faculty technology, digitalisation and service have seamless operations. It is time
train the students, assess them and designs which most times does not that organisations and institutes be
put technology to use undergoes a get covered through the regular in sync to overcome this challenge in
major change. It exposes faculty to syllabuses. grooming and preparing the students
the industry’s way of professional for these openings. Building close
training and sharing industry’s best Explainations of what these communications between campus and
practices. organisations and industries are industry will help in bridging the gap
doing is that they are being foresighted for tomorrows human capital needs.
A few Hospitality Industries have and are looking at a larger picture of Results have shown that planned and
systematic campus and commerce
connects, enables students with
quick Employability Opportunities,
Some of the foresighted industries Training with Guarantees results and
opportunities to Attracts Companies
have already taken a step forward for Placements.
by aligning the college curriculum
There is no doubt in concluding
with their industry requirements that it is of paramount importance
and working with educational bodies to have a healthy commerce campus
towards implementing it connect to sharpen and shape students
for a richer and brighter Human
Capital.

Vol. 8 Issue 8 • October-November 2017, Noida | 59

PARADIGM SHIFT

IDENTIFYING
and
SELECTING
Suitable
Employee
Profile
By: Anand K. Ghurye *

H
uman resource management is strategic
approach to management of an organisation’s
most valued assets – the people. The people
collectively contribute to achievement of business
objectives as HR encompasses looking after selection,
training, and deployment of personnel. It also
contributes to career path design, succession planning,
maintaining discipline and enforcing rules and
regulations. The focus area in this series of articles
will be only selection of personnel.

Selection poses, by far, the biggest challenge to

HR today as unknown people from outside are to be
welcomed into the family and are expected to last and
perform for a considerable period. So at the time of

60 | Vol. 8 Issue 8 • October-November 2017, Noida

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selection, one has to evaluate the anymore due to the remedial connected to or being an offspring of
person as a whole and evaluate his measures available. For example science, in one way or the other. Each
abilities to fit the job and character short sightedness is corrected with has its own share of glaring successes
to fit in the culture and climate of the prescription glasses, an amputated and failures.
organization. leg is replaced by a prosthetic leg or
even a totally debilitating disability Many methods have become
In much earlier days of recruitment like in case of Stephen Hawking can well entrenched in the selection
only physical attributes mattered. be overcome with technology. arena, though they may not have
Goliath was chosen because of his been designed originally with this
great physical appearance despite Evaluating personal purpose in mind. Measurement and
having many medical disabilities characteristics, cognitive abilities numbers satiate the need of the
including double vision, as the size along with cultural fit and climatic human mind to grasp the subjective
would matter in close combat and abilities however is different game reality objectively, so some of the
other disabilities would be of little altogether. It is an extremely difficult methods boil the subjective results
consequence. Even as late as the task; the reason being that the to numerical or quantitative output.
twentieth century an industrialist had “demonstration” methods cannot
remarked “I only need a pair of hands work here. The qualities measured Astrology too is one such empirical
and eyes;” sadly the human comes here are subjective at best. It is the science, based on a set of principles.
with it. With the advent of tools and dynamic individual whose abilities Like any other science it is as good as
technologies, physical abilities along must be evaluated to work in dynamic the tool employed in the interpretation
with technical abilities began to be business environment. This entails a and the person practising it. It has

Astrology too is one such empirical science, based on a set

of principles. Like any other science it is as good as the tool
employed in the interpretation and the person practising it

evaluated. A gunner would be chosen much more holistic approach. The job
for his knowledge to operate the gun in boils down to selection, justification been passed on to us by ancient sages
combat conditions, a miner would be of selection and performance of the of India, since the Vedic times and
chosen for his skill with the hammer selected on the job, in the backdrop of dates back to the Vedas. Contrary to
and a king’s body guard would be the business organization for the next common perception and connection of
chosen for his skill with the sword for one year or so in terms of climate, astrology to daily newspaper columns,
manoeuvring in closed spaces. culture and qualities. the ter m astrology encompasses
a vast area of knowledg e. T he
Evaluating technical and physical This has given rise to use of common premise of astrology was
abilities of a human being is relatively various techniques of appraisal, that the ancient sages through their
easy. Checking the qualification, some of which have are even referred meditations deciphered the mystery
background checks with the to as “pseudoscience”. Among of the universe, the planets and the
institution where the candidate comes such practices are psycholo g y, stars and coded it in the form of Vedic
from and asking him to demonstrate behavioural science, phrenology astrology.
the abilities practically, sums up the (skull protrusions), physiognomy
issue in most entry level and mid level (facial features), astrology (birth The main concept of Astrology
positions. date), and graphology (handwriting), is “As outside, so inside.” In modern
palmistry (palm reading), signature times, this is translated as “As the
As the technologies have improved analysis, body language, universal cover so is the book” or as the “As
the physical inputs have become facial expressions and the day is not the expression so is the interior”.
less and less important for the jobs. far when DNA analysis will also make Interestingly these are the same
Many disabilities which would have it to the list. Each of these techniques parameters and premises used by all
totally disqualified a candidate in the claims to be better than the other, the personality judgement tests or
past are not counted as disabilities many of these techniques claim to be cognitive ability tests.

Vol. 8 Issue 8 • October-November 2017, Noida | 61

PARADIGM SHIFT

The method that astrology employs may not have natural inherent times in the recent past, even on
in taking a ‘peek’ into a person’s abilities or likings, just because international platforms.
nature is significant. In moder n that profession gives a good salary.
dialect we can divide an individual’s Isn’t such an ill-fitting employee, a • HR - Astrology will also help you
personality into three: the Spiritual long term liability for the company? choose people in the domain aligned
Quotient (SQ); Intelligence Quotient Astrology can also draw up a better with one’s passion, which can be
(IQ) and the Emotional Quotient (EQ). fitting career plan for the employee compatible, leading to a stronger
SQ is the highest. When a person so that the organization can gain team spirit and thus better, higher,
seeks an astrologer’s advice, the not only from the abilities but also faster productivity. Compatible
astrologer tries to investigate which passions, keeping the Achilles heels colleagues are akin to a compatible
quotient is deficient, on the basis at bay. couple, and can work wonders,
of his or her planetary chart and right? Also if a team has become
afflictions. And the astrologer, again • In higher levels of the organizational too complacent, Astrology can be
like a psychologist or a doctor helps pyramid, we need staff who are of help to introduce a different
to identify the malady and prescribes honest, sincere, loyal and ones who member/s in the same team to
the remedy. However, the emphasis are going to have a positive time infuse it with new vigour.
should be on balancing out the IQ and in their own near future. Knowing
the EQ and in line with AQ (Ability well in advance about an important The actual process of HR astrology
Quotient) so that the SQ can be taken is far more complex and complicated
care of. An astrologer can give useful t h a n wh at i s m a d e o u t i n t h e
tips that can assist an individual in newspaper sun sign columns, which
education-related matters and in apparently divides all the population
making a career choice. Moreover, into twelve distinct compartments.
organisations can use astrological Just think about it, if you only take
methods to find out more about their the time division you have a starting
employees and tap their hidden point of two thousand nine hundred
potential as astrology does not depend and sixteen variables, and if you
on expression alone. Astrology can be add other disciplines line palmistry,
an important human resource (HR) handwriting analysis, numerology,
tool, if used wisely. even more variables are available.
staffer’s times will allow HR to be
Numerous organisations ready to understand his problems * A researcher in Ancient Wisdom and
worldwide are using astrology to know and opportunities and also help Holistic Business Management Consultant.
more about the personality traits of him, so that in turn he will be
their employees and people they deal engaged. On the other hand, HR can
with. In this way, it becomes a tool for also be ready with back up.
personality development as well and
can be effectively used in managing • On the other hand, while choosing
people. “How can astrology be useful an employee solely based on his
in choosing employees? Why and what past performance in the industry,
should one expect from astrology in an astrologer will be able to point
this matter: out if a major shift in time line
is likely to ensue. If the timeline
• We c a n k n o w w h e t h e r t h e change is negative, the newly
prospective employee is fit for the selected employee is likely to
function/responsibility, based on become a major liability despite
his natal basic characteristics his series of past successes in the
and nature as well as his ability. same industry elsewhere. This
He may have studied something employee being placed at the top of
else, very much contrary to his the pyramid will cause the pyramid
basic nature and may have chosen itself to sink and submerge. This
such a profession, in which he is something seen far too many

62 | Vol. 8 Issue 8 • October-November 2017, Noida

PARADIGM SHIFT

B
u s i n e s s e s t o d ay f a c e a
very VUCA world, where
VUCA stands for volatility,
u n c e r t a i n t y, c o m p l e x i t y, a n d
ambiguity. Change today is accelerated
by technology like the internet, mobile
and the Internet of Things (IoT).

In addition, the influx of

millennials into the workforce has
increased pressure on organisations
on digitization.
According to a PwC
Mun Choong Lam Survey, millennials will
Founder and CEO form 75 percent of the
SelfDrvn Enterprise
global workforce by
2025.

Being digital natives, 75 percent

of millennials believe access to
technology makes them more effective
at work. Maggie Buggie, Capgemini’s
VP Global Head of Digital Sales and
Markets noted that this trend and
attributes this pressure from the
richer digital experiences that people
have at home.

Other challenges that

USING organisations encounter include:

GAME
• Increasing competitive pressures;
• Ongoing battle for talent;
• Getting products and services to

MECHANICS
market quickly;
• Battling for consumers.
To m e e t t h e s e c h a l l e n g e s ,

TO DRIVE organisations lean towards digital

transformation programs to retain a

DIGITAL
competitive advantage. This means
implementing innovative and often
fundamental changes in business
operations to incorporate digital

TRANSFORMATION solutions and remain competitive in

the current global digital economy.

64 | Vol. 8 Issue 8 • October-November 2017, Noida

The first condition of human happiness is the possession
of a sound body. This is an asset which will enable a human
being to work effectively in everyday life.

The good news is that companies in the organisation, behavioural Research by McKinsey links these to
that have successfully achieved true psycholo g y and employees’ an increased likelihood of success for
digitisation are twice as likely to motivations. transformation exercises.
report growth, profitability and
customer satisfaction reviews than This is one of the reasons why How enterprise gamification
their competitors. we created SelfDrvn; a technology helps
platfor m to help org anisations
At its basis, enterprise gamification
The bad news: These digital motivate and engage employees
helps org anisations reconsider
transformation projects have a 75 using enterprise gamification while
the way its people, processes and
percent failure rate due to poor providing behavioural analytics to
employee eng agement, cultural give managers actionable insights technologies interact to produce
resistance to change and a lack of into how to keep employees motivated results. These results— based on case
strong management involvement. and get the best out of them. studies—include;

The reason for these failures Enterprise gamification means • Driving faster achievement of
is the assumption that digital applying game thinking or game business outcomes;
transfor mation is all about mechanics to non-game workplace • Cutting the cost of enterprise
technology. They place less emphasis situations, and inte g rating the change;
on communication, collaboration psychologically motivating aspects • Improving employee retention;
and people who are instrumental in of games to real-life work processes to • Motivating cultural shifts to create
making the processes work. influence positive employee behaviour.
employee loyalty and advocacy.
Common gamification techniques
Then there’s the global employee include leader boards, points, badges
What you can do today
engagement challenge. Research by and levels, incremental goals and
If you have already started or
Gallup indicates that only 13 percent timely performance feedback.
of employees around the world are are starting a digital transformation
engaged at work, and only 24 percent Enterprise gamification is not program, ensure that the focus is
agree that the digital technology a silver-bullet solution to digital on raising employee engagement
that their organisation provides transformation challenges. Nor is it to accomplish your organisational
allows them to complete their tasks just about awarding points and badges goals. Do this by increasing your
efficiently. to employees and forgetting about it. communication with them, providing
frequent (if possible, instant) feedback,
How to make digital Organisations must put significant recognising their achievement, and
transformations successful thought into the design of any celebrating milestones.
Organisations already understand enterprise gamification solution to get
that satisfying customers’ needs is effective results from it. Such designs
Digital engagement platforms like
crucial to business success. However, must put ‘people’ at the centre of the
SelfDrvn make processes like these
not many understand that to do this, digital transformation.
easier to accomplish for organisations.
they must elevate employee experience
to be a priority. Other crucial factors include Behavioural analytics also provide
g e t t i n g f u l l s u p p o r t f ro m ke y a deeper understanding of what
Creating a successful and mature company management, and frequent works and what doesn’t, allowing
digital transformation requires an communication, especially about the organisations to be agiler and adapt
understanding of digital cultures progress of the digital transformation. to rapid changes.

Vol. 8 Issue 8 • October-November 2017, Noida | 65

PARADIGM SHIFT

I CREATING
t is well established that the external
environment has grown more and
more complex in the global and local

HIGH
ecosystem day by day. This is due to various
disruptions like technology, geography
breakups, economic structures, political

PERFORMANCE
changes, the millennial generation in the
workforce and now Artificial Intelligence

CULTURE
and Bots, causing stress on the internal and
external environment.

These continuous disruptions have led

THROUGH
to a phenomenal evolution of many of the
industries like hospitality, the music industry,

TALENT
the automobile industry, manufacturing,
service sector industries such as Banking and
IT, and many others. The pace of evolution
has given a new face to the industries in

MANAGEMENT
managing the businesses as well as the
execution of business. Some of the examples
of disruptions are in the space of internet
technology, where B2C business has changed
the face of supply chain management, as well
as the retail businesses. Another example
is the automobile industry, where robotics Insights from ‘Stakeholders and Beyond’
in assembly lines and AI in smart cars is in
existence; we all know how Tesla cars have
changed the paradigm.

This disruption-centred environment

calls for a completely new set of competencies
and innovative thinking for the Talent
management professionals who now have
a larger set of Stakeholders to deal with in
managing employees and the businesses.
It is an excellent opportunity for Talent
Management professionals.

Similarly, the expectations of the

organization from talent management
professionals are also changing – where they
are looking at and advising them on the newer
jobs/roles, forecasting of skills required in
keeping up with the pace of the changing
environment and more. The short term and
long term plans are perhaps getting replaced
with continuous strategic stakeholder plans.

Whilst Talent management professionals

have started taking steps to meet these
challenges, there is a greater need to adapt
Lewin’s model of change for oneself: of

66 | Vol. 8 Issue 8 • October-November 2017, Noida

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And beyond: Therefore, it is Reflection and

• External industry leaders; Introspection time for the Talent
• Perspectives of lawmakers and management professionals where
trends in statutory norms and newer skills are to be learnt like:
understand the dichotomy between • Proficiency in human psychology,
the external environments versus understanding human minds, and
the regulatory norms; develop counselling skills;
• Professionals within the network; • Understand newer emerging
• S t u d y Re s e a r c h threats which are potential risks
Rani Desai papers/reports of the to employees and organisations
A graduate in Social Work from advisory firms; i.e. cyber crimes, the influence of
Mumbai University completed • Subject matter
post-graduation in Personnel social media and risks involved in
Management & Industrial Experts in future skill the ethics and governance;
Relations from TISS, Rani is areas of science i.e. • Understanding diversities in the
among India’s top HR Leaders. in Robotics, Artificial context of changing the societal
She is a graduate and post-
graduate in Law from Mumbai Intelligence; culture, values, attitudes towards
University, has over 25 years • S t ay c o n n e c t e d life in the economy of abundance
of work experience across with the research and emancipation and the
varied industries in Human
Resource management. She is departments of challenges emerging in the work
passionate about driving people Academia; environment. Learning to bring
transformation programs, • Studying the trends in sustainable change processes
leadership development,
coaching & mentoring leaders in human psychology, within to create an inclusive
‘Unfreeze; Change; and and women professionals. experiments and environment;
Refreeze’ breaking away tools; • Understanding the influence
from the shackles of conventional • Connect with champions working and impact of technolog y-
delivery to stakeholders. The focus for a ‘cause’. driven apps, the software games
will have to move from an ‘inward out’ and the psychological effect on
to ‘outward in’ approach with a lot of All of this is to understand the employees. Creating newer
empathy and understanding of the the stakeholder’s challenges from platforms for people connect;
needs of the employees. business, governance and talent. • Researchers show that millennials
spend about 21.5 hours a week on
There is a need to shift the Whilst the understanding of the mobiles and internet; the influence
paradigm of Talent management stakeholders is important, it is perhaps and impact of the apps, games, on
professional from being ‘inward out’ more important to understand the the minds of the millennials are
to being ‘outward in’ before creating impact of the decisions, environment something to be concerned about.
any policies, practices and initiatives. and technology on the individual This sensing and understanding
employees and their mindsets. needs greater degrees of sensitivity
This can happen only when the from the Talent Management
Talent management professionals Perhaps more important is to be professionals;
stay a step ahead of (rapid changes in) aware of the risk in the governance • Creating job roles and career paths
the ecosystem, understand its impact of the employees and the ecosystem for new age business coupled
in the larger context, connect the which calls for a newer set of skills for with performance management
dots locally and globally, get closer to the talent management professionals. processes;
reality and business, and gain insights F r o m a n e nv i r o n m e n t w h e r e • Being innovative and creative in
through various key stakeholders, like: technology and digitalisation are creating a total rewards strategy.
• Organisation Leadership; taking away the personal touch of the
• Business leaders; employee and the employee connect, I t i s i n e v i t a b l e f o r Ta l e n t
• Employees; at the same time it is resulting into management professionals to acquire
• Young high potential millennials behaviour deviations emanating out new ‘Avatar’ to be disruptive Talent
within the organisation. of alienation and stress. management professionals.

Vol. 8 Issue 8 • October-November 2017, Noida | 67

INTERVIEW

Q What led to the creation of

India’s first giftech Platform?

DIGITISATION
What inspired you?
The idea of starting a venture in
the e-gifting space struck us back in the
year 2014, when we received a few gift
cards from various sources. The cards,
Mr. Vivek Gupta, Co-Founder of
we realised, were easy to misplace, lose
or be totally forgotten about. They were
Storecheq, speaks to People and
also single brand cards, which meant Management Associate editor, Sandra
that the receiver was either forced to Branger about his new and promising
buy the product or forgo the gift. With digital platform. Excerpts...
a huge inventory of unwanted gifts and
the difficulty of tracking the distribution
of gifts, the corporate gifting scenario
was even worse. Gurlal, my co-founder,
and I felt it could be a smart move to try
and digitise the gifting card space and by
giving the receiver multiple brand options
to choose from.

Q How does the platform work?

Launched in April 2017, Storecheq
is India’s first gift-tech start-up that allows
users to create, customise and send gift
cards that can be redeemed by the receiver
for multiple brands and products. It is a
unified platform to buy, sell, create and
redeem gift cards.

Storecheq allows individuals as well as

corporates to send virtual gift cards which
the receiver can redeem using a unique
code. Users can create an account with
Storecheq, fill in the details of the recipient
and the gift amount and send it online.

For corporates, there is an option to

create customised gifting cards to help
them create brand visibility. Since the
whole process is managed online, not
only can they track the distribution of
gifts easily, they also are spared from
maintaining and managing a gift inventory
for their employees.

The card can be used for online or

offline purchases depending on the brand’s
policies. Storecheq currently has over 100
brand partners including Shoppers Stop,

68 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

Lifestyle, Dominos, Flipkart, Amazon, achievement beyond their day to

BookMyShow, Allen Solly, Big Bazaar,
We have an day task, and the highest achiever
Elle and Fabindia. intensive is publicly recognised every month.
business reach The achievement can be in form of
Merchants can also use the an idea; support, exceeding deadlines,
Storecheq platform to participate in out programs and and customer delight… what ever it
the gifting market and drive additional work with partners may be.
sales by creating their own Gift card.
like People & We feel that we have succeeded
Management,
Q Who are your customers
and how do you plan to
expand your audience?
to reach out to
when each and every team member
gets to their next level. We provide
them the guidance to start thinking of
Our customers are primarily Business users themselves to take up the larger role as
businesses who have a need of gifting such as HR the organization and business builds
solutions for their employee rewards up. Our vision is that the existing team
& recognition programs, business
Heads, Employee members should become the leaders
gifting, channel incentives and Engagement teams in the longer run.
consumer promotions. We work with
large corporates to even small start-
ups in helping them digitize their
corporate gifting program, develop
departments in sync on what
culture it is?
We are a young team and our
Q What are your initiatives
in hiring right talent and
retaining them?
customised gift options and manage culture’ is evolving. With a fast Most of our Team members have
it more efficiently. paced organisation, binding the team joined us from referrals and we
together in a common fabric is a big encourage this, as we believe that it
We have an intensive business challenge and we spend lot of time to helps build ownership when team
reach out programs and work with ensure that the team is instilled with members are able to contribute in the
partners like People & Management, to the vision and values of the Storecheq organisations growth. We provide our
reach out to Business users such as HR brand. We are an innovation driven team members space to perform and
Heads, Employee Engagement teams, business and we allow full freedom create their own path to support the
Sales Heads, Purchase Managers and to each team member to perform and goals of the organization.
create awareness about the Storecheq create their own path.
platform and its large number of
benefits.
Q What are your best
practices in Creating a
Q What is your vision for
success and how do you
wish to implement them?
Our growth is coming from the High Performance Culture? Success for us is making Storecheq
word of mouth, which ensues once O n e o f t h e ke y s t o e n s u r e as a gift of choice for corporations
an employee receives the Storecheq perfor mance is to create a sense and mobile enabled Indians. We are
Gift Card and is delighted with of ownership of what each one is creating the complete eco-system of
the experience. With thousands of doing. We have created a culture partners who can enable the same. The
Storecheq cards being issued out where everyone understands the ecosystem comprises of gift buyers –
every month, our brand is finding its organization goals, individual goals both corporates and individuals,
way into many more businesses. and then create their own plan users or receivers and the merchant
to achieve the same. There is no partners where Storecheq currency
We are also very active on social micromanagement of the team, and can be used.
media and have a robust digital lead everyone is free to contribute to
generation program, which helps us achieving organizational goals. Our mission is to disrupt the
to deliver our message to the right cash gifting market by creating the
target audience and create interest in We a l s o e m p owe r p e o p l e t o largest pool of select merchants to
our services. think beyond their own specific give universal choice to our customers
tasks and help each other to achieve while maintaining the specific appeal

Q Where do you stand on

Organisational Culture?
Is the work culture of various
organizational and individual goals.
We have created a wall of fame where,
every individual posts his or her
of a gift by giving the givers an
opportunity to express themselves
via their gift.

Vol. 8 Issue 8 • October-November 2017, Noida | 69

PARADIGM SHIFT

THE FUTURE OF
RECRUITMENT TECHNOLOGY
BY Vikramjit Singh Sahaye *

T
he concept of shopping around
in a ‘Marketplace’ has gone
digital. Not just products,
but even Professional services are
now conveniently bought online by
consumers and even businesses.
Think of Uber, Amazon, Alibaba,
Flipkart and Airbnb which are all
very popular and user-friendly online
marketplaces that offer a variety
of choice with quality assurances.
Human Resource is now considered
a fundamental strategic pillar that
defines growth of any company
and has thereby seen a surge in HR
Technology innovations.

Even traditional on-premise

applications like Microsoft and Oracle
amongst others are migrating to the
Cloud to provide ubiquitous access
across devices, thereby simplifying
program updated..

“58% of businesses today already

employ SaaS based solutions for
Recruiting, while another 23% are
planning to adopt them.” –2017 HR
technology survey by PWC.

Another finding in the survey HR technology start-up to ‘discover’ and instantly ‘engage’
suggests that ‘Artificial intelligence’ hiringplugTM is a Curated Marketplace w i t h s p e c i a l i z e d Re c r u i t m e n t
within cloud based solutions will be a of Recruiters that enables employers fir ms to ‘acquire’ quality talent.
game changer which would come in the to acquire quality talent faster. The Businesses browse through pre-
form of ‘Machine learning’, ‘Predictive (Recruitment as a Service) RaaS screened candidates using integrated
analytics’ and ‘Automation’. MarketplaceTM empowers companies AI based tools to match candidates,

70 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

schedule & rate interviews across preparation classes and even provide take away redundant processes and
the Recruitment workflow, which instant feedback on their application. provide us with valuable insights to
is a pleasant change from mundane Job seekers prefer to know their status make better decisions.” - Gartner report
evaluation of bulk applications in than wait for human interaction that on “How we work in 2027”
traditional job boards. Machine may never happen. Automatic load
learning (ML) algorithms enable the balancing of ‘Recruiter workload’ T h e evo l u t i o n o f A I w i l l
[Link] marketplace to based on skills, availability and tasks perhaps bring newer solutions
continuously learn & improve itself is creating a productive and better and challenges, but the element
to provide a refined match. work-life balance. of Human intelligence would
never pale. That’s because People
Machine filters aren’t fair to poorly Blockchain technology which are unpredictable, diverse and
written or over creative resumes. is commonly used for exchange of constantly evolving in their
To avoid dropping exceptionally currency like Bitcoin, is now helping behaviour, roles, communication
skilled candidates who aren’t good at recruitments. It is a decentralized and collaborative techniques.
writing their resumes, hiringplugTM database that can hold important Inte g r ation of ‘People data’
‘Reverse engineers’ the candidate information such as Skills, Certificates, from HCM and other credible
fit by intelligently matching their experience and other credentials in Blockchain data strips would
experience to skills for suitable jobs. strings of blocks or a transactional a n a l y s e c a n d i d at e s by t h e i r

“Marketplaces like hiringplugTM, connect employers

with sourcing specialists to efficiently acquire talent.
These are synonymous with ‘freedom of choice’, fair
play and building relationships.”

For Companies this translates into ledger, which is permanently recorded ‘Skills passport’, antecedents,
free access to numerous vendors, and reviewed to assess candidates a c c o m p l i s h m e n t s , Va l u e
a qualified talent pool and a host while eliminating the need of any demonstrations, psychometrics,
of integrated tools to shorten their third-party verification. compensation & career graphs to
recruitment cycle resulting in a provide near magical predictions.
significant boost of productivity and Applicant Tracking systems Marketplaces like hiringplugTM,
hiring velocity. (ATS) are expanding their scope to connect employers with sourcing
Recruitment marketing and external specialists to efficiently acquire
Candidates are seen like consum- response management. Cognitive talent. These are synonymous
ers and Candidate Relationship search helps understand people’s
with ‘freedom of choice’, fair
Manag ement (CRM) dif ferenti- search intent and judgement to find
play and building relationships.
ates Employers in the competitive data driven results. Companies now
However, the larger question is,
jobs market. The advent of ‘Hybrid have a “Cognitive Coach” for specific
if the Machines would make the
jobs’ and ‘Diversity’ are fulfilled by areas like Career Development,
ultimate hiring decision in this
advanced systems which remove Recruiting, Learning, Onboarding and
race for talent?
bias and check ‘Cultural fitments’. more. Digital interviews constantly
Chatbots on career websites play the monitor candidates using AI based
role of a Recruitment Concierge, en- analysis & recommendation engines Founder & CEO of hiringplugTM – A
curated Marketplace that enables employers
hancing Employer Branding. Natural that process thousands of data points
to #discover and #engage with specialised
language processing (NLP) is pow- which are humanly impossible and far Recruitments firms to #acquire quality talent,
ering “Voice Activated Information more accurate. faster! He is an editorial panelist of www.
Distribution” systems are integrating [Link] – Blog for HR community.
He also mentors HR technology start-up www.
into employee helpdesk applications. “Humans will still be at the center
[Link] – which offers a SaaS based,
Bots can provide instant response at the workplace, co-working with Gamified Employee Engagement platform for
to common queries, run interview machines and intelligent software that a happier & productive workplace.

Vol. 8 Issue 8 • October-November 2017, Noida | 71

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HR -EDGE

T
he curiosity and interest in
studying personality is perhaps

CRACKING
as old as human civilization.
The Greek Doctor Hippocrates (460-
375 BC) classified people into four

THE
categories based on their bodily
fluids and argued that there are
four personality types: Sanguine

PERSONALITY
(enthusiastic, active and social);
Choleric (short-tempered, fast and
irritable); Melancholic (analytical,

CODE
wise and quiet); and Phlegmatic
(relaxed, easy-going and peaceful).
Franz Gall (1758-1828) believed that
there is a link between bumps on the
skull and personality. The presence or

ON
absence of an attribute (e.g. kindness)
in a specific spot on the skull was
marked by a bump or dent respectively.
The era of modern psychology started

the
with the Psychodynamic theory
proposed by Austrian neurologist
Sigmund Freud (1856-1939). Studying
personality has been a long journey of
discoveries and deficiencies; however,

GO
today’s psychologists have a fair
understanding about personality
though some differences still persist.

Cracking the code of diverse

personalities and comprehending
them is a competitive skill and crucial
for leadership effectiveness. Different
people bring different gifts to the
workplace – no one can be outstanding
at everything. Getting diverse
personalities to work together as a
team is both challenging
and rewarding for leaders.
Makarand Khatavkar
Group Head –
I would like to first set Human Resources,
right some key facts about Kotak Mahindra Bank Limited

personality and introduce

readers to the two simple
frameworks that can be used to
understand different personalities
without the use of any psychometric
tests, as frameworks are the key
to minimizing personal bias and
intuition that can at times fail us.

74 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

preference for novelty

• Conscientiousness is a tendency
to be organized showing self-
discipline and acting carefully
• Extraversion describes positive
emotions, sociability and seeking
stimulation in the company of
others
• Agreeableness is a tendency to be
compassionate and cooperative.
• Neuroticism is the tendency to
experience negative emotions like
anger and anxiety easily.

These sets of broad personality

traits occur universally across
cultures, genders and generations.
Psychologists call these factors as
the Big Five. The OCEAN framework
Psychologists generally agree that story you tell yourself and to others is very easy to understand and can
behaviour is at the core of personality. about you and your reputation is the be applied to people you wish to
Robert Hogan differentiates between story others tell about you. Reputation observe. As you apply the OCEAN
the actor’s view and observer’s view explains what you do and identity framework to observe people, you
of personality. According to him the explains why you do it. will recognize that it is applicable
actor’s view refers to the “you that universally. Across cultures and in
you know”- the person you think you The mother of all personality common language spoken by people,
are and the observer’s view refers to theories and frameworks is the reputations of people are described
the “you that we know”- the person famous five factor theory with an as personal characteristics and these
we think you are based on your acronym OCEAN. These factors are characteristics correspond to the
overt behaviour. Hogan refers to the briefly described below: OCEAN model.
actor’s view of personality as your
identity and the observer’s view as • Openness refers to the degree Another framework I use often
your reputation. Your identity is the of intellectual curiosity and a in my leadership coaching role is

Type Characteristics Style Flexing

Analytical Rational • Be structured, logical
Serious • Be specific
Procesws oriented •Avoid unsubstantiated claims
Perfectionist
Amiable Agreeable • Start informally
Dislikes conflicts • Avoid arguments
Team focusedw • Treat them as human beings, not as a role holder
Friendly
Expressive Spontaneous • Match their energy levels
Talkative/animated • Talk about the big picture
Gut feeling • Don’t read too much into volatile verbal attacks
Big picture
Driver Competitive/Assertive • Get to the point
Bottom line oriented • Share most important information first
Strong willed • Focus on results and outcomes
Decisive

Vol. 8 Issue 8 • October-November 2017, Noida | 75

HR -EDGE

people styles. The approach focuses is a salient characteristic of Drivers. dollar question is how does one use
on just two dimensions of behaviour They are more task-oriented than these to decrypt people? The first step
– assertiveness and responsiveness. people oriented, but this does not mean is to develop a deep understanding of
Dr David Merrill discovered these two that they do not care about people. the theoretical constructs. However,
clusters of behaviours in the 1960s. They may have sincere concern for remember that you are far more than
Assertiveness refers to the degree people but they may not talk about it your personality style. Your style is
to which one is seen by others as like Expressives will do. The Drivers’ a significant part of who you are but
forceful and directive. Responsiveness high energy, fast pace and directness it is only a part of you and it doesn’t
refers to the degree to which one is can trigger resentment in people. tell you the full story. You can master
seen by others as showing emotions the art of knowing people by doing
and awareness of others’ feelings. Now the key question is how to frequent reality checks. A good place
The diagram below shows the four find common ground with diverse to start is yourself – if you see yourself
key personality styles seen across people. Fortunately, working with differently than other people see you,
cultures. someone with a different style does then that is an important discrepancy
not have to be a disaster – you have to be aware of. Being sensitive to the
Analyticals: Analyticals have to lear n to be flexible with your gap between how you see yourself
perfectionist tendencies and are hard style. Style flexing involves adapting (identity) and how others see you
on themselves as well as on others. (reputation) makes you self-aware.
They are known for being systematic
and well-organized. This style craves If you observe people passionately
for data – the more the better. They and minimise your own biases, you
Learning is a
like to be alone or with a few people. can apply these frameworks quite
They tend to be more task-oriented great example successfully as our own biases can
than people oriented. and K. Raheja blind us.

Amiables: The Amiables and

has earned much In conclusion, decoding and
Analyticals demonstrate the same goodwill for being understanding personalities will
level of assertiveness. However, the remain a challeng e for human
instrumental in
Amiables show considerably more resource professionals. Leaders and
emotion than Analyticals. Amiables adopting change line managers remain unimpressed
are team players and generous with in the larger with theories and models of
their time. They are friendly, sensitive personality because most models
to the feelings of people and show
interests of their offer probabilities and not definitive
empathy easily. They have a need to employees conclusions. You can never be sure
maintain pleasing relationships and how a person will behave in a given
are unwilling to confront difficult situation – there are no certainties
people and unpleasant situations. only possibilities. Dr Michio Kaku,
your style to different people and a Japanese American Physicist
Expressives: They are the most situations. Style flexing is advisable articulates the predicament aptly –
flamboyant of the four styles. The vim, when something important is at stake “the two greatest mysteries in all of
vitality and vigour of Expressives are or when the other person seems to be nature are the mind and the universe.”
evident in everything they do. This under stress. One should not flex one’s
style is interpersonally proactive – style by withholding your point of Disclaimer: The views expressed in
they are people oriented and like to view simply to conform to the popular the article are personal.
do things with people and are most viewpoint. The following table gives a
outgoing of the styles. Expressives quick guide on how to flex your style This article is based on “People
are ade pt at networking, have to communicate effectively with each Styles at Work” by Robert Bolton
innumerable contacts who can help of the four styles. By no means is this and Dorothy Grover Bolton which I
them achieve their goals. a comprehensive listing. It is only gratefully acknowledge
illustrative.
Drivers: The Drivers are result
oriented and pride themselves on their After analysing different
bottom line orientation. Decisiveness personality frameworks, the million

76 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

HR-
AN IMPORTANT RESOURCE

T
he HR department in today’s
times has become extremely
important in an organization.
It has a role to recruit, compensate,
R.P. Yadav
train, reward and finally retain the CMD, Genius
best of talents. Although it looks Consultants
simple, it is actually a difficult task.
As the CMD of Genius Consultant
Ltd. my expectations from the HR
department are as follows:

Recruitment
Analyze whether there is a need
for the vacancy; if so recruit the right
fit within a fixed time frame. ‘The
right fit’ does not mean someone who
is just well qualified, good looking and
has excellent communication skills.

‘Right fit’ means someone who has

the required educational background, Training means the person must working atmosphere to ensure staffs
perfectly trained experience be honed aptly about behavioural are comfortable to work. HR must
which matches with ‘cultural and & customer approach, specialized create admin and employee welfare
environmental fitment’ of a company, technical skills and har mony/ policies (abreast with the best in the
at least I personally believe so. Also, coordination with fellow colleagues/
industry) in such a way that there is a
the desired vacancy must be closed peers. To strategize and implement
human approach as well as discipline
within fixed time frame because if this successfully both inter nal
approach so that the employees are
this does not happen then there is training modules as well as external
extra pressure created by existing trainers are required. always meticulous enough to suit
employees as well as client servicing in the corporate frame. Also, as and
actions. Employee Balance when they require any help from the
For us it is necessary that good organization for health and family
Compensation and Training employees are rewarded and promoted management reasons, there must be
I expect that HR department duly, simultaneously poor performers enough space for them.
continuously reviews/surveys the must be weeded out of the system. For
compensation structure in similar doing so a courageous HR domain is
Genius follows several updated
industries and ensures that our required. I have named it as “clear
and sophisticated HR and Admin best
employees get their compensation at approach”..
practices to safeguard the interests of
par with market benchmark.
Administration and performers and retain them. Till now
For me, training does not mean Employee Welfare we have been successful in retaining
sending my employees to five stars, We expect that the HR domain must 80 prcent of top performers at mid-
seven-star properties for few days. create a transparent and conducive senior – top-level employees.

Vol. 8 Issue 8 • October-November 2017, Noida | 77

HR -EDGE

HUMAN RESOURCES
TO HUMAN CAPITAL
MANAGEMENT

E
xpectations from HR Function
have undergone some tectonic Kinjal Choudhary
changes in the last couple of Sr. Vice President and Group
decades and changing at an even faster CHRO , Eicher Trucks and
Buses
pace like so many other changes that
we are witnessing all around us. It was
not so long ago that the expectations
from HR Function were essentially hand, and on the other, focusing on
that of Personnel Management for workforce management to enable the
the employees in the company which desired return on capital employed
essentially meant administrative as far as human capital is concerned
ro l e a s f a r a s e m p l oye e s we re through consistent performance and
concerned. From there, about two delivery of results. The prerequisite
decades ago, it changed to Human for this is to ensure that the goals of the
Resource Development that, as the HR Function are completely aligned
name suggests, meant focusing on with that of the overall business as
developing the employees’ capabilities otherwise the HR Function would are almost universally required in
and skills instead of merely focusing not be seen as an enabler of business today’s world, are:
on the administrative aspect. The shift objectives.
meant that the ‘raison de entre’ for 1. Ability to see around the
the HR’s Functional existence was its The macro forces which have led corner: In today’s volatile, uncertain,
expertise in developing the talent in to this shift in expectations from complex and ambiguous business
the organization for its success both HR are essentially 3 fold: (a) the environment, an employee who is
in the short as well as in the long-run. increasing volatility and uncertainty likely to do well, in the long run, is
across almost all spheres of business the one who can see around the bends
Over the last few years, the environment is putting immense and can prepare herself as well as the
expectations from the HR Function pressure on both top lines as well as organization for the potential changes
have shifted to Human Capital bottom lines; (b) the ever-changing by anticipating them in advance. In
Management. This shift has happened basis of competition makes traditional today’s world, it is no longer sufficient
as organizations realize that its linear growth for organizations almost to be good at what one is doing in
employees are truly an asset which impossible to achieve over a sustained today’s context, instead the questions
they need to nurture and enable period of time; (c) with increasing on criteria are how much foresight
consistent and high retur n on trends towards specialization across the individual has in anticipating the
investment like any other capital asset. almost all areas, availability of changes likely to impact her area of
The dictionary meaning of human desired talent is becoming more expertise in the coming few years?
capital is “the skills, knowledge, and and more scarce. These changes And how adaptable she is in gearing
experience possessed by an individual have meant that the HR Function is up for the same
or population, viewed in terms of expected to play a far more central
their value or cost to an organization role in an organization’s performance 2. Ability to collaborate: Gone
or country”. Now HR Function is and growth than it has ever played in are the days of individual heroism.
expected to play a critical role in the past. The interdependence in organizations
organizational performance, growth is increasing in geometric progression
and profitability. The expectation from How does one define an ideal across almost all organizations and
an HR professional today is to play the employee profile in today’s hence the ability of an employee
dual role of enabling enhancement world? to collaborate across functions,
of employee commitment on the one Some of the competencies, which geographies and hierarchical levels to

78 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

be able to deliver the desired outcome 4. Customer Centricity: In Unless the L&D function is a subpart
is of the essence. In a world which today’s world where a customer has of the HR Function as a whole, it
was stable and uncertainties were umpteen choices in virtually every is unlikely to be very effective in
a few if each employee delivered field, keeping the customer at the playing this role in totality. The
to the best of his/her individual centre of every decision is no longer a L&D function has interdependencies
abilities, the organization as a whole good-to-do thing. It is an absolute must with other parts of the HR
would succeed; not so anymore. In for survival today. If an employee is Function as a whole: the inputs to
a world where tomorrow could not oriented towards the customer L&D Function comes from: (i) the
be very different from today and and does not strive to achieve better performance management process
complexities are much more than and superior results for the customer which identifies the strengths and
we have experienced earlier, the all the time, the chances of success are areas of development for individual
need for collaboration has increased very limited in the long- run. e m p l oye e s ; ( i i ) t h e s u c c e s s i o n
many folds. planning process which defines
It is critical that an organization
which employee could potentially
3. Entrepreneurship: In today’s recognizes the criticality of the above-
take on what kind of organizational
world, it is no longer sufficient to mentioned competencies and focuses
roles in the foreseeable future and
merely follow orders as was the case on them all through the life-cycle of an
therefore the kind of development
a few years ago. In an environment employee – that is, from recruitment
inputs required for the individual to
where speed is of an essence, it and selection process, to employee
be successful in the planned role; (iii)
is critical that every employee development within the organization,
the career development process which
behaves as if she is the “owner” of t o c a re e r a dva n c e m e n t w i t h i n
is essentially to enable employees to
the company. It means a sense of the organization, to performance
reach their career aspirations while
ownership and not just doing what a n d rew a rd m a n a g e m e n t . T h e
at the same time ensuring that
one is being told to do. It means organization has to focus on making
organization deliverables are met.
someone who continually thinks these the DNA of its culture so that
of improving the performance and it gets reinforced in every aspect of
raising the bar higher and higher, people management. The output of the L&D Function
that is someone who never feels has to be in sync with (a) what would
“good enough” with the result that Here’s how to combine HR with make the organization healthy and
one gets. It means someone who can the Training Department profitable from a long-term sustenance
effectively set the agenda by herself To m e, t h e t r a i n i n g o r t h e point of view and (b) the culture that
given the broad contours of the role Lear ning & Development (L&D) the organization wishes to create and
and does not wait for the last details function as I would like to call it, is an sustain in the long run. If the inputs
of instructions to be given from integral part of the HR Function. The and output of the L&D Function are
above. Last but not least, it means motive of L&D Function is to assess intrinsically intertwined with the
someone who has the confidence the business deliverables which the overall HR Function, then the former
and ability to take decisions and organization is likely to have and has to be a part and parcel of the latter
risks and does not shy away from then make the organization future- and will not be successful if it runs
them. ready from the people perspective. outside.

Vol. 8 Issue 8 • October-November 2017, Noida | 79

HR -EDGE

T
his 21st century, studies have Reviews of business processes role of HR is significantly impacted
shown that HR is shifting its have led many organizations to by both external and internal changes
roles — from an operational decide that it makes business sense that are affecting the company.
department whose primary concern is to sub-contract some or all non-core
to recruit and take care of the welfare activities to specialist providers. The operational and administrative
of its workers to a more proactive Support functions like Finance, cost of maintaining a proactive
and strategic division which, aside Administration HR & IT, as a non- and agile HR is high. That’s why
from recruiting, also “markets” the profit centre, is an obvious candidate today, many companies turn to HR
company to attract and retain talent for outsourcing. In this article, I shall outsourcing as a cheaper and more
in this very competitive era. focus only on HR Outsourcing as the effective alternative.

HR OUTSOURCING

Insights from
‘Stakeholders
and Beyond’

With outsourcing,
the Organization
gains assistance
with similar HR
responsibilities,
while also
implementing
several other
business solutions

80 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

An internal HR department is any penalties for non-compliance. A

a strange investment. High-quality service level agreement is a crucial
recruits, well-managed employee document and must be negotiated with
benefits, and assistance with HR policy great care to mitigate the above risks.
compliance, one needs experts working People management plays a crucial
steadily to support your growing role in delivering organizational
business. Rather than going through perfor mance. Today, knowledge
the hassle and expense of setting up economy this is truer than ever before.
and owning an HR department, one can However, it couples with Benefits &
outsource HR to a team of professionals Pitfalls as listed below:
that perfor ms
Raj Mohan Sharma this exact Potential Benefits
Sr. HR & Admin, service for • Reduced cost & Risk;
Nippon Express hundreds of • Increased efficiency, flexibility and
India Pvt Ltd.
other successful speed of response;
businesses by • Access to improved HR IT
keeping minimal headcount for the systems;
Strategic HR function. • Improved management information
(including human capital metrics);
Outsourcing of human • Access to HR expertise not available
resources can be done in the internally;
following ways: • Availability of time to HR resources
• Business process HR outsourcing to operate more strategically.
(also known as BPO), where an
external supplier manages discrete Potential Pitfalls
It takes months to find a new recruit HR activities, such as payroll • Don’t outsource what you don’t
that has all the required skills, as well administration or recruitment, or understand. The HR outsource
as an attitude that will fit well in your perhaps the whole human resources p r o v i d e r w i l l o n l y h ave t o
team. On top of that, each must be on function; subsequently solve the problem (at
board, trained, and properly registered • Shared service HR outsourcing, a cost) and the provider’s solution
for the right benefits package. where only the transaction or might not be most suitable from
Outsourced HR professionals can administrative elements of HR’s your organisation’s perspective;
share their knowledge and resources activities are subcontracted to • It does not absolve the organization of
to help simplify employee recruitment, an external supplier. This may good people management practices
training, retention, and more. include the personal interface with nor of overall responsibility for the
employees; provision of HR services;
With outsourcing, the Organization • Ap p l i c a t i o n ( a n d f a c i l i t i e s ) • Increasingly, HR outsourcing
gains assistance with similar service HR outsourcing, where ar rangements are often long-
HR responsibilities, while also exter nal providers look after ter m (3-5 years contracts). An
implementing several other business the technological (and physical) understanding of the organization’s
solutions. Many HR outsourcing infrastructure to support human current and future business strategy
companies are full-service, meaning resources activities. and potential changing business
they can also supply services in The operation of any HR (and hence risk) profile is important
payroll and risk management, provide outsourcing arrangement should be before entering into any contractual
employee health benefits and perks, governed by a service level agreement. arrangement. This helps to avoid
and implement technology solutions This will define the required standards being tied into unfavourable
to create internal efficiencies. of performance by both parties and contractual arrangements;
• Loss of local knowledge and
processes which instead reside with
With outsourcing, the Organization the outsource provider;
gains assistance with similar • Standardization of processes in
line with outsources provider, not
HR responsibilities organizational preferences.

Vol. 8 Issue 8 • October-November 2017, Noida | 81

HR -EDGE

PERFORMANCE
EXPECTATIONS

P
erformance expectation is an open term which Companies can respond to increasing competition
encompasses every business vertical in the global when HR departments together with Training and
scenario. With recent interventions launched by development organizations/Dept. can work to create an
our central Govt at macro level like ‘Start Up India’, ‘Skill ecosystem for making graduates productive in three years’
India’, ‘Digital India’, ‘Stand-up India’ etc., it has become time while dealing effectively with information overload.
evident with nationwide survey reports from NSDC that Electronic Skill development means are the need of the
after 70 years of independence Korea has 96 percent of hour while encouraging Apprenticeship and Sector Skill
skilled workforce and India has just 3.5 percent. This Councils, Community colleges and B-Walk. Continual
huge gap itself talks about the scope of development that Self Improvement Programs also known as internal
exists and the speed with which we need to catch up with certifications should be encouraged so that Succession
the social, cultural and economic changes. Survey reports Planning becomes easier.
also indicate that by the year 2022, India will require a
skilled workforce of 50 Crore to make the nation reach a Spirit of Entrepreneurship needs to be cultivated in
rich demographic dividend. our youth so that they become Job Creators. Corporate
companies need to come together for funding research
In recent Skill India Events, several global industry on topical entrepreneurship subjects with special focus
leaders from private and govt. organizations came on Applied Research which acts as a crucial link between
together with academicians and T&D professionals to theory and practice in the field of entrepreneurship.
discuss gaps between the expectations by the industries Capacity building in terms of Social Entrepreneurship &
and the availability in market. It was emphasized that CSR, Women
HR department of companies should work closely with
academicians because industry knows best what to Entrepreneurship is required to be taken up at larger
be taught and hence their contribution in academic scale.
curriculum holds great importance. Companies like
Samsung have launched a Digital Academics program for Nowadays, most talented professionals have their
more than 2 lakh students and teachers out of their CSR choice with companies but when it comes to hire a
initiatives and also provide mini projects for students motivated ineffective talent, social media profiles like
while they study. Such programs could be well tailored Facebook, LinkedIn, Twitter and Instagram have become
by more companies to suit their expectations. Corporates standard tools for researching and evaluating talent.
are concerned that after investing in the Training and Candidate’s personal preferences, interests and kind of
Development of their employees, they lose them to their friend connections and followers, content and posts reveal
competitors which is an unavoidable part of the process a great deal about the mindset of the person. Mindset of
but it contributes in overall National Cause. victimhood or solution-oriented mindset is now being

Every business has its own cultural and social

environment, value systems and practices;
however, every business must be adept to its external
changes in cultural and social environment

82 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

Recent Economic changes like Demonetization and

GST application made quite a stir in Indian economic
context. Recessions, downsizing, unsuccessful strategic
acquisitions, or investments in expansion and global
operations can result in an unpleasant economic climate
and companies which aggressively monitor the competition,
take calculated financial risks, manage to retain talent by
building trust, handle diversity with influential leadership
can survive by adapting to such changes. Educating
employees about the Management Policies is important
because it serves as a guide for day-to-day
operations without much management
Sulekha Chandra intervention. Management intervention on
Founder - Gyan Paradise routine matters is equivalent to increasing
operating expenses which can affect
decision making and also lead to neglect of
some critical issues requiring top management attention.
It ensures compliance, adherence to management values
and earns reputation to the organization. For example,
the Corporate Governance of companies like Satyam,
Enron, Wal-Mart and Xerox were failures because of weak
Management policies. Here are some tools and techniques
to enhance performance:
1. Regular management of motivation;
2. Frequent exposure to videos and messages regarding
company history and value systems;
3. Have a strong grievance redress cell for counselling and
conflict management;
4. Regular exposure to trainings by external trainers,
digitally tracked by various technology tools. Besides that, national and international for emotional boast;
Behavioural Analysis/ Emotional Intelligence quotient 5. Encourage employees to maintain a success journal for
and Aptitude Analysis prove to be helpful in addition to moments of appreciation and achievement at work;
Personal Interviews in defining the best employee profile. 6. Encourage fitness, bonding and networking through
Reference checks and testimonials also reveal a great recreation tours and ice breaking techniques;
deal. Organizational leaders look for clues to deeper 7. Encourage self -help reading and sharing of ideas and
relationships than instant gains. new knowledge at work.

Every business has its own cultural and social Since management policies affect the way a corporation
environment, value systems and practices; however, every is directed, administered and controlled, the relationship
business must be adept to its external changes in cultural among the stakeholders becomes an important factor
and social environment. For example, with growing including employees and community at large. Well
concern over global climate change, people prefer to informed employees become brand ambassadors of
have hybrid sedans over gas emitting SUV’s, provision of successful organizations as they are full of self respect,
healthy food outlets and fitness & marathon promotional positive belief systems, inspiration and willingness to
activities have become important for retaining talent. see best in others by offering best of them. Being well
Continual exposure to conclaves with cross industry equipped with right organizational leadership, they stand
thought leaders has become a marketing effort for HR. in contribution and responsibility which is of profound
Transformation workshops and motivational content has importance and need of the hour.
become more relevant

Vol. 8 Issue 8 • October-November 2017, Noida | 83

OFF-SHORE PERSPECTIVE

Multipliers Descriptors and

ARE YOU A Diminishing Descriptors sealed the

importance of leadership standards

‘MULTIPLIER’
and principles that by evidence,
makes a positive or negative impact
on the success of an organisation.

OR The Multiplier description focuses

key elements of Talent Management,

‘DIMINISHER’?
Liberation, Challenges, Debate
Making and Investment, elements
that are essential for excellence in any
leadership style and manner.
Leadership The Multiplier description
By: Lathasha Subban * drives the elements that lead people
with confidence and trust, and

R
ecently at the South African The “Multiplier and Diminisher” most importantly accountability.
Board for People Practices concept was created by author Liz The model creates a relationship
(SABPP) launch of the Wiseman and Greg McKeown in the between leadership and employees
Leadership Standard Journey, held book called Multipliers, How the Best that is balanced and fed off each
on the 26th October 2017, the attendees Leaders Make Everyone Smarter. other to develop each other. It is a
were introduced to the concept of
‘Multiplier and Diminisher’. It was
comforting to embrace the impact
of such a concept when launching
the Leadership Standard in South
Africa, and to acknowledge that it
is practiced in South Africa within
certain companies.

The idea positions leadership

to drive g rowth through talent,
leadership inspiration and
practices; the three very important
aspects that suppor ts excellent
leadership standards. It strategically
positions the comparative between
leadership of excellence and poor Multipliers Descriptors and Diminishers Descriptors: Multipliers, How
leadership. the Best Leaders Make Everyone Smarter

sharing platform, with ownership

and sound decisions the fruit of
the style. It positions leadership to
utilise and recognise talent, driving
their thinking and behaviour with
excellence and high standard of
deliverance, links the performance
of employees to opportunity and
stretch their ability, inclusion
and acknowledgement of debate,
ownership for results and investment
of success.

84 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

T h e D i m i n i s h e r d e s c r i p t o r, their own profits by not leveraging ratings agencies downgrading the

describes elements fitting to the the role of leadership in driving country;
“diminisher” meaning – to make performance, others are simply
smaller or less; reduce or lessen, to maximising profits at the expense • Companies in several major sectors
detract from the authority, reputation, of key stakeholders such as of the economy such as construction
or prestige of. employees, customers and society charged with collusion and anti-
at large; competitive behaviour;
A complete opposite to the
Multiplier description and literally 2. Public service organisations and • O n g o i n g v i o l e n t p ro t e s t s at
destroys the growth and morale of government departments in all universities and in several towns
the company, a definite contrast to three spheres of government are throughout the country;
each other, however both a reality. under-performing when it comes
Many organisations still confuse to service delivery and ethics, as a • Several schools achieving (sic) a
m a n a g e m e n t w i t h l e a d e r s h i p, result of ineffective leadership; 0 percent pass rate in the metric
and many organisations still have examination, attributed to poor
diminishing leadership driving them. leadership by principals.

Reality bites further with people Some of the possible causes of

positioned as leaders drive their
The Multiplier leadership failures are as follows:
people with Diminisher descriptors description
like Empire Building, Tyrant, Know- drives the • People with functional knowledge
it-all, Decision maker and Micro- or technical expertise move into
Manager. By allowing such stains on
elements that leadership positions without
what true leadership should be, is at lead people with leadership training or skills;
the detriment of the people who are • Different and divergent perspectives
faced with “Diminishers”. In fact,
confidence and and definitions of leadership with
it is it a detriment to the credibility trust, and most the result that different leaders try
and reputation of Leaders within importantly different approaches, some of them
organisations and Human Resources, failing in practice;
as they are both responsible for the
accountability • Managers attempting to apply
“people/talent” of the organisation. management theories from
They are the custodians of the overseas without adapting them to
employees, and must lead with the South African context;
“Multiplier” competencies. It goes 3. Non-profit org anisations are • A lack of leadership vision and
against the good leadership practices, stagnating, limiting their own strategy, and many execution gaps;
and isolates the employees through growth or moving backwards, due • Poor decision-making skills by
hierarchy, power trips and fear. to a lack of leadership in crafting leaders resulting in disillusioned
better strategies and execution followers;
The SABPP Leadership Standard plans. • Ineffective and outdated leadership
is delivered in the midst of the crisis and management practices
of leadership within the country and The period 2015-2017 has presented fr ustrating employees and
work environment. “Poor leadership u s w i t h s eve r a l c a s e s o f p o o r customers;
is holding back the development of leadership in each of the above three • A lack of accountability and
the South Africa we want to see, so categories. Some of the reported cases responsibility;
the SABPP, Talent Talks and Wits in the media are as follows: • Poor governance and ethics;
have committed to bring forth action • Inadequate leadership development
and lead with a standard of excellence • State Owned Enterprises becoming inside and across organisations;
in leadership.” The effects of poor financially compromised, thereby • Managers often do not have the
leadership can be seen across society: increasing the State’s risk of right qualifications and/or the
debt defaults on its contingent right leadership skills to take their
1. Private companies are limiting liabilities and thus investment organisations and people forward;

Vol. 8 Issue 8 • October-November 2017, Noida | 85

OFF-SHORE PERSPECTIVE

• Chasing short-term targets at the country. It seems that even though direction. It never hurts to have
expense of long-term sustainability Leadership is an old and familiar possibilities and a starting point to
and social relevance in the broader friend, we have not been very good light up the way in dark times. I look
society. at spending prolific time with it, at these platforms as “clay lamps
The results of poor leadership are making it comfortable in excellence (diyas) that are lit on a dark night.”
manifold and include, amongst other to drive a high standard of delivery It is up to custodians of leadership
things: and introducing it to our leadership to ensure that these “diyas” are kept
• Waste of resources and disengaged in a “Multiplier” expectation. burning with the intensity to infuse
workforces; righteousness.
• Inability to perform or compete
So, are you a Multiplier or
internationally on key benchmarks;
Diminisher?
• Inability to build and sustain
high performance organisation
cultures;
• No or poor corporate citizenship;
• Slow progress in implementing the
National Development Plan (NDP); There is no room for poor
• Poor service delivery; leadership any more. It should not
• The perpetuation of a “business be tolerated, accepted, disguised or
as usual” approach by not making feared. It should not be promoted or
any difference to the country’s big hidden. Leadership should not be
problems: Education, Inequality, allowed to be a “Diminisher” in any
Unemployment, Poverty, Health form. And we have a responsibility
and Crime; to ensure that poor or diminishing
• Many lost opportunities to resolve leadership is eradicated.
South Africa’s problems as a result
of the inability of leaders to form It is refreshing to have the
and build effective public-private “Multiplier” elements of leadership,
partnerships.” and the challenge to identify it and
grow it within our organisations.
The consequences of poor It is hopeful that even within the
leadership, are diminishing to not leadership crisis (around the
just an individual but to an entire world), we have a Standard and the
workforce, a society and even a “Multiplier” to steer us in the right * Head - Knowledge and Innovation (SABPP)

Available for Lease

Corporate Working Space

Elegant, well maintained,

green, eco-friendly
professional working space
of 2000 sqft per floor.

Contact: 98183 97967

[Link]

Dr. Makkar says, “I have to credit more than seventy

six publications in refereed International/National Jour-
nals and have authored ten books. One of my CRM Book
with TATA McGraw Hill is the first book in the area of
CRM which has been translated in Chinese language and
adapted as reference book by China Republic University.”
Keeping her journey to contribute in the areas of Research
and Consultancy, She has recently successfully completed
Certification Course on “Higher Education Leadership
Program” from Harvard School of Education, Harvard
University, Boston, USA in October, 2016. Dr. Makkar
has recently successfully completed Certification Course
on “Harvard University Leadership Program” from
December 03, 2016 to December 06, 2016 at Harvard
University – School of Education, Boston, USA.

Dr. Makkar is currently associated with G. L. Bajaj

Institute of Management & Research (GLBIMR) as Direc-
tor General and has been making phenomenal endeavours
to improve Academic Quality & Research Orientation,

DR. URVASHI MAKKAR

Building Global Interface, Developing Entrepreneurial
Culture, Improving Corporate Linkage and Creating
Performance Oriented Work Culture. GLBIMR has added
A leader who inspires innovative practices based on present requirements of the

academicians to build
corporate sector, benchmarking against top B-Schools and
insights from recent studies on the effectiveness of PGDM

the nation through value programme.

oriented education Dr. Makkar has recently been conferred with the ‘Lead-
ing Women in Education” Award at the Women Leaders in
India & Awards 2017 conference. She received the ‘Eminent

T
he era of globalization has flooded the landscape Director of Leading Institutes of India Award’ by Competi-
of Indian economy with bountiful opportunities tion Success Review (CSR) for two consecutive years 2015
for women empowering them to assume a variety & 2016. CEGR (Centre for Education Growth and Research)
of roles in myriad disciplines. Aspiring women of our awarded her with the prestigious ‘Rashtriya Shiksha
country are edging past untouched barriers in every field Gaurav Puraskar’ in 2014. She also received ‘Confederation
they enter while leaving an indelible mark with their dis- of Education Excellence Teacher’s Award 2014’
tinguished services and making India shine on a global plat-
form. With the perfect blend of extraordinary brilliance, Dr. Makkar says, “My dream, aim, passion & mission
determination and dedication, most women are making have always been to improve the quality of education
groundbreaking strides in unconventional disciplines system in our country. Choosing education sector as a pro-
such as academics. fession was never an alternative to me; I had the focus of
getting into teaching and mentoring from the beginning.”
Dr. Urvashi Makkar, an accomplished academician
who has been making a noteworthy contribution in the Dr. Makkar believes strongly in 3P’s approach of Pride,
field of Research and Consultancy holds a Ph.D., EPHRM- Power of Dreams and Perseverance to facilitate develop-
IIM Calcutta, possesses a varied experience of 21 years ment of future corporate leaders. She is actively working
in academics, research, training and consultancy .With towards nurturing Indian youth so that they can use their
strong entrepreneurial zeal she has conducted more than skills for economic development of the nation which vision
50 EDPs/MDPs/Workshops and has been associated ex- can be achieved by imparting management education to
tensively with Research & Consultancy assignments of Indian youth so that they can use their skills absolutely
reputed companies. and grow as entrepreneurs.

Vol. 8 Issue 8 • October-November 2017, Noida | 87

OFF-SHORE PERSPECTIVE

IS ANALYTICS WITHIN
HR FUNCTIONING NEW?
Ability to measure people’s behaviour
has always existed.
By: Sukumaran Mariappan * I have travelled around the world and
played vital roles in the integration
of acquisitions, change management

D
r. Jac Fitzenz, Founder and
and organization transformation
CEO, Human Capital Source,
interventions. The following are the doing predictive and prescriptive
is the father of human capital
most significant lessons I have learned analytics or jumping to buy any cool
strategic analysis and measurement.
on the path that I have traveled. technology tool. I would focus on
During the 1970s he carried out the
answering the questions business
original research which led to the • HR can genuinely be a strategic
leaders have with credible analysis.
first human resources metrics in 1978. partner to business only if they have
It is essential to building a good
During the 80s and 90s, the concept a clear understanding of “insights”
brand and credibility for the long-
of HR metrics and benchmarking of and can help leaders with evidence
term success. Don’t be in a hurry.
those metrics became an essential to make a decision.
• People decisions are complex.
agenda for HR Leaders. Over the last • HR professionals need to g et
In several occasions, it comes to
several decades, organizations have comfortable with dealing with data
choosing between a set of equally
relied heavily on analytics to provide and insights. Not every great HR
right choices and not between a
them with a competitive advantage and professionals today are number
right and a wrong decision. The
enable them to be more efficient and savvy. So, never underestimate the
responsibility of a HR analytics
effective. We have evolved and matured importance of coaching and up
leader is to present all the important
with tools and HR Scorecard over a skilling your HR organization.
insights and evidence to make better
period, and today, HR Analytics is a • Reports with metrics (with or
decisions. Never try to prove that
critical function in any organization. without benchmarks) and dashboard
your insights are better than the
Organizations are forced to look s are old fashion analytics. We
intuitions of a business leader. That
deeper into their data to find new and need “insights” and “stories” to
seriously won’t help you on your
innovative ways to increase efficiency enable “action” that truly helps in
journey. I would suggest placing our
and competitiveness. The ability to “transformation.”
insights, asking the leader’s opinion
connect the dots from multiple data • Several of the business leaders still
on it and have them challenge your
sets is being enabled by technology don’t trust people data we maintain,
insights. This approach will help us
today. and hence we struggle to prove the
to evolve and improve credibility
credibility of any analytics done
I have been an HR Business Partner over a period.
with that data. Therefore, I am not in
for 15+ years and have worked for
favor of starting an analytics journey The organization needs to first
small, mid-size and large companies.
define the business case to start an
HR analytics journey including the
priorities and measure of the success
of the team. This will help a lot in
deciding what kind of team you want
to bring on board. The value that an
HR leader who moved into Analytics
brings to the table is different from a
pure business or technology analytics
leader.

* Director - Global HR Analytics & Reporting,

Trimble Inc at Colorado, USA

88 | Vol. 8 Issue 8 • October-November 2017, Noida

OFF-SHORE PERSPECTIVE

IF YOUR JOB
IS GETTING
YOU DOWN, AI
CAN SWITCH
EVERYTHING
AROUND
Here’s how AI is opening up
new jobs in various sectors –
and incredible opportunities
for you

F
or us, life seems like a series
of choices that will determine
our future, leaving
us with possible regrets
or, if we’re lucky, sighs of Ishan Gupta
MD, Udacity-India.
relief. From the choice of
the stream at the end of
our schooling to the choice
of college and degree, these decisions
have shaped and guided our careers. The opportunity that don’t exist today. According to
But we were young then and prone Contemplating a dramatic shift the same report, nearly 65 percent
to making mistakes – many of us had in a career is disconcerting for most of the current organized IT/BPM
absolutely no idea that our jobs and people. Conventional wisdom would sector would be redeployed in jobs
careers would feel the way that they suggest that the bird in hand is more in radically different skill sets with
do. Those of us who are happy in our valuable than the better prospects many needing to become AI research
work seem to have lucked out. However, that are yet to materialize. However, scientists.
there are still many of us who are data suggest that if there ever was a
dissatisfied with our career choices. good time to invest in yourself and What these statistics tell us
Ordinarily, switching mid-career to change your career track, this is it. is simple – there is going to be a
an entirely new field is almost entirely A recent survey indicated that the massive churn in the job market
impossible, or requires a long course skyrocketing demand for AI-proficient across industries, as the application
of study and a break in the profession. programmers had already reached of AI technologies will make several
Most people are uncomfortable with nearly 4000 candidates in Bangalore job functions outmoded or outdated.
giving up what they have achieved alone. A study also indicated that the S i m u l t a n e o u s ly, t h e i n c re a s e d
in their own sphere for uncertain demand for IoT programming talent application of these technologies will
gains, even if the other career seems increased by 304 percent between substitute those jobs with careers in
far more exciting. However, Artificial 2014 and 2017. According to a FICCI AI programming, especially applying
Intelligence is breaking down these and NASSCOM report, 37 percent of these technologies to these same
barriers as technology is outpacing the Indian workforce would require sectors and replacing the conventional
skill development, with there being a radically different skill sets by 2022, and business model with AI-driven
huge opportunity for you to make that that 9 percent of the entire workforce processes. Further, advancements in
change you have been yearning for. would be deployed in fields of work technology in various sectors – self-

90 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

driving cars, fintech, and data science ‘If this isn’t your cup of tea; how with the lack of creative expression at
– are creating exciting opportunities in about programming drones?’ the workplace. Your artistic instincts
cutting-edge technologies that would might be stagnating if you work
greatly enhance your career. Drones have moved from being continuously with Excel, e-mails, and
a feared military machine in the spend your workday in drab cubicles.
The arenas collective consciousness to being the If the realm of art and design appeals
The transformative nature of AI presumed vehicle for delivery in the to you, you might not think that AI
technologies are going to transcend near future. Reading stories about programming is the answer. You
all traditional industry divisions, companies attempting to deliver would be very wrong. Companies
as all forms of human enterprise – everything from parcels to pizza using have already begun to deploy AI-
manufacturing, healthcare, retail, drones showcases that there is going to driven data-crunching activities to
logistics, transportation, finance, be a heavy demand for this technology create aesthetically pleasing and
hospitality, education, infrastructure, and its applications in the future. AI optimized User Interfaces (UIs) for
and even politics and governance – programmers will be required to create applications, websites, and different
are going to have to integrate AI to automated drone guidance systems, software suites. The principles gleaned
optimize their processes and bring the collision-avoidance mechanisms, from this deployment can be easily
fruits of this technological paradigm weather prediction software, and take- applied to a range of pursuits that
shift to society as a whole. Being off and landing assist programs. are present at the intersection of art
proficient in AI programming opens and commercial utility – architecture,
doors in any of these industries, where Your professional desires might be industrial design, fashion, and even
you can leverage your proficiency in more analytical and larger in scope. urban planning.
automation to be an integral part of the With the advancement of memory
transformative wave that will indelibly collecting systems and resources, AI Finding the right way
change every one of these arenas. has substantially more data to crunch The prospect of leaving what
and analyze, leading to an increase in we know and entering into the vast
However, that is the veritable tip demand for data scientists in various unknown is exciting for some, but
of the iceberg. If you’re looking to fields. If you are more academically daunting for everyone. Programming
change your career and enter into an inclined, you can become a data seems like an exotic language which
exciting space, AI doesn’t just open up scientist, crunching through the raw requires incredibly specialized skills;
conventional industries to AI-driven numbers that collect the information programming AI seems akin to asking
processes. Consider the self-driving car about any field of human existence someone to conceptualize, design, and
– a game-changing technology that will and help arrive at conclusions to make create a space mission to the moon.
absolutely change such a large part of people’s lives better. If you’re the sort In reality, programming requires no
the human transportation field. With of person who likes to solve problems background in technology whatsoever.
several companies angling to be the and optimize company processes, you Anyone with an analytical and logical
first to bring this radical technology can use your AI-programming skills mind can learn programming AI.
to the market, taking your AI-skills to crunch company data and help There are various resources that
into pattern recognition of shapes and them make more effective decisions to can help you learn to pick up this
programming the required responses improve productivity and profitability. exciting knowledge that can open
from an onboard computer that drives up a new world of possibilities.
a car, or even a ship, aeroplane, and Sometimes, the big g est g ap Several institutions provide courses
buses could be the life your heart truly between desire and fulfilment in the on AI programming, with flexible
desires. professional arena has more to do options that allow you to balance your
current work-life with the teaching
programme, especially e-learning
institutions. Do take care and find a
the biggest gap between desire world-class institution with expert
and fulfilment in the professional faculty from within your industry.
Forearmed with an excellent education
arena has more to do with the lack in AI programming, the vast unknown
of creative expression at will merely be a list of incredible
the workplace possibilities and opportunities, just
awaiting your choices.

Vol. 8 Issue 8 • October-November 2017, Noida | 91

OFF-SHORE PERSPECTIVE

HR SHOULD ALREADY HAVE

EMBRACED ARTIFICIAL
INTELLIGENCE
Whether HR likes it or not, robots and virtual reality are now a workplace reality

A
rtificial intelligence in
recruitment and performance
management giving
employees their key deliverables the
day they join; measuring real-time
performance through identified key
performance indexes; and mapping
employees’ development needs and
creating succession plans for critical
positions is now a workplace reality.

Chatbots helping candidates to

pick the right jobs and enhancing
t h e i r a p p l i c a t i o n e x p e r i e n c e,
predicting employee trends using
data analytics to help manage staffing,
using instant sensing tools to gauge
employee engagement, gamification
o f l e a r n i n g p ro g r a m m e s w i t h
immediate feedback, using virtual
reality for a virtual walk-through of
critical company processes and even
offices – these all sound like a set of a
sci-fi movie, does it not?

Only the beginning

The only difference is that this is
as real as it gets, and is just the tip of
the iceberg of what is to come in the
next five years for the HR profession.

Five years ago, anyone saying

any of the above would have been
labelled as futuristic or a dreamer. enabling the function to demonstrate standard for all org anisations
But welcome to the age of complete how it can impact businesses and their n ow. G o n e a r e t h e d ay s wh e n
disruption, where the future has bottom lines. HR professionals need to be
caught up with HR. Technology has interpersonally savvy. Today, they
completely disrupted the one function With Gen Y-ers becoming the need to be tech-savvy.
that has always struggled to show d o m i n a n t wo rk g r o u p, d i g i t a l
tangible results. These inventions are environments are the base operating They are expected to leverage

92 | Vol. 8 Issue 8 • October-November 2017, Noida

[Link]

T h e ro l e o f H R t e ch n o l o g y start focusing on adding value to

has become not just critical, but the business and not spend time
an integral part of the talent in administrative activities, which
management function. Today, an are being replaced by technological
HR professional is expected to be on solutions.
top of this technological wave as
CEOs demand more accountability As compared to five years ago,
Gaurav Hirey
Group Director HR& Talent from HR and rush to make their the amount of technology solutions
Development, Singapore talent the dif ferentiator in the available in the HR space has more
marketplace. than doubled. Employee self-help
s o l u t i o n s, o n l i n e p e r fo r m a n c e
Shifting from output to mana g ement, digital lear ning,
outcomes employee succession planning,
The whole focus of HR has shifted digitised engagement and reward tools
from output to outcomes as talent for employees are just some of the
challenges take centre stage. With present basic requirements. Exposure
the global economic uncertainty, most to and knowledge of technological
organisations are experimenting with tools is an added advantage for HR
lean management strategies so as professionals.
to try and maximise their financial
outcomes. Adapt or perish
Today the conversations that
With the intense war for talent and happen are mostly in the areas of
the changing demographics, CEOs artificial intelligence and how HR can
today are looking to get the best people leverage it in its critical processes,
to focus on business priorities. Today, how robotics can be introduced into
CEOs look towards HR to lead people employee’s day-to-day life, and how
transformation projects and on how people analytics can help HR to help
their people can be leveraged to their the business leaders anticipate and
full potential. deliver more value to clients by being
able to manage people challenges
This includes the HR function proactively.
itself too, where CEOs want HR to
So if you thought you could stay
away from the dynamic and ever-
changing technological world as
you work in HR, think again. It is
Today, an HR inevitable that if you do not embrace
professional is this technology world you would very
expected to be likely struggle in your career.

on top of this In this age of smart phones

technological wave and mobile apps, broadband and
laptops, social media and instant
as CEOs demand communication, access to timely people
more accountability and business data is becoming critical
technology at every level of the from HR and rush to the success of the HR function. So
employee life-cycle to ensure that there is only one inevitability for all
the mundane and routine tasks to make their talent the HR folks out there: Either adapt or
are eliminated not just from the the differentiator in perish! The future of HR is here and it
employee’s life, but also from the list is happening now!
of tasks of the HR person so that they
the marketplace
This article was originally
can focus on value-adding activities.
published in HRM [Link]

Vol. 8 Issue 8 • October-November 2017, Noida | 93

SOS CHILDREN’S VILLAGES OF INDIA
TRANSFORMS LIVES OF CHILDREN

S
OS Children’s Villages of vicious cycle of poverty towards
India, a non-profit and global self-reliance and promote socio-
child care organization, has economic empowerment of women
been a pioneer with 53 years of through SHG formation.
commitment to take care of the
parentless and the abandoned. With This NGO is part of a large global
the inauguration of the first SOS network present in 134 countries
Children’s Village at Greenfields, and territories around the world.
Faridabad, by Late Mrs Indira The first SOS Children’s Village
Gandhi, the organization has grown was founded by Hermann Gmeiner
and spread all across India with the in Tyrol, Austria, in 1949. As a child
rapid expansion of its programs for T h i s N G O h a s t wo fl a g s h i p welfare worker, Gmeiner saw how
children. programmes, Family Based Care children orphaned as a result of World
(FBC) and Family Strengthening War II suffered henceforth, committed
Today, it impacts the lives of over Programme (FSP). The FBC to help them by building families and
25,000 children through community- programme provides the abandoned supportive communities.
based projects like -Family ch i l d re n w i t h a n i d e n t i t y a n d
Strengthening Programmes, Schools, primarily covers aspects of education, It is also one of the few
Vocational Training Centres, and health, opportunities and support International NGOs that have been
Nursing Schools. Since its inception, for a holistic development. The FSP empanelled with the National CSR
it has settled over four generations programme fosters children from Hub, Tata Institute of Social Sciences,
of once parentless or abandoned broken homes and Below Poverty the GuideStar, Give India, and the
children of the country and provided Line (BPL) families. Spanning 3 to Credibility Alliance.
them with loving homes and enduring 5 years, the program also aims at
family ties. enabling families to move out of the * SOS India Communication team

Awards & Accolades

• First Child Care NGO in India to obtain CRISIL India NGO Awards2007 for setting and promoting best
rating of VO 1A for Very Strong Delivery Capability practices, by the Resource Alliance in partnership
and High Financial Proficiency in 2017; with the Nand and Jeet Khemka Foundation;
• Recognized as a ‘Great Place to Work’ in 2017 and • SOS Children’s Villages of India awarded Best NGO for
Accredited with Alliance under “Desirable norms”, 2005-06 by National Trust (Ministry of Social Justice
the highest form of rating for transparent and credible & Empowerment, Govt. of India) for remarkable work
organization; made towards the care of developmentally challenged
children through a special project at Khajuri Kalan;
• “Best NGO of the year” award at the India NGO Awards
2014; • SOS Children’s Villages of India was awarded the
National Award for Child Welfare – 2003-04 by Ministry
• Prestigious ‘SR Jindal Award’ in 2012 for the category of
of HRD, Government of India;
‘Education - with emphasis on “moral upliftment”;
• The Award for the Best Childcare organization for the
• SOS India received the 2009 PHD Chamber of Commerce
year 1998 by Ministry of HRD, Government of India;
Award for outstanding contribution to social welfare;
• “State Award for the best work done in Child Welfare by
• SOS Children’s Villages of India was felicitated as the
an institution” in 1997 by the Government of Delhi.
Regional Awardee North in the large NGO category at the

94 | Vol. 8 Issue 8 • October-November 2017, Noida

THIS WOMEN’S DAY, 2018
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Advertorial

B
engaluru, 14.09.2017: The 7th Genius The Genius HR Excellence Award was
HR Excellence Award, held on 14th institutionalized in 2011 where it was only
of September, 2017 in Bengaluru, catered to the eastern India and there were 75
was a roaring success, much like all the participants. Year 2012, drew 253 participants.
preceding years...All thanks to the love and support 2013 witnessed an increase in the number of participants to
of the Indian HR Fraternity. Genius Consultants 315 nos., the figure torched a new high at 402 in 2014, in 2015
Ltd., one of the largest staffing firm of India, head the event forayed into the national scenario and saw 515
quartered in Kolkata conducted its magnanimous 7th entries, 2016 with 645 and 2017 broke all records at 756.
Genius HR Excellence Award at Novotel, Bengaluru to
identify and duly honor the best talent in HR domain Celebrated professionals K.V Subramanian, Deputy
across industries from all over India at a global diaspora. Chief Labour Commissioner (Central), Ganapathi
This initiative by Genius transpired into an amazing gala Bhat, Regional Labour Commissioner (Central) and
award night event, which invitees and attendees would MS. Tripti Aravind, Mrs. India 2017 (Educationist,
remember as a regal affair for lifetime. Corporate Trainer) graced the event as Chief Guests.

The Chairman and Managing Director of Genius This year 756 companies which participated were
Consultants Ltd., - Mr. R.P Yadav said “Our event on the industry leaders and pioneering global corporate houses.
14th of September 2017 once again cemented the fact that we The hon’ble Jury Members for the award ceremony
as a brand have always been at the forefront of admiring were Mr. Nadeem Kazim, C.H.R.O, TIL, Mr. O.P Goel,
invincible talent and inimitable caliber. The humungous General Manager, Bosch, Puja Marwah, C.E.O, Cry,
success of 7th Genius HR Excellence Award 2017 is another Sagar Agarwal, V.P, Transystem logistics, Indraneel
feather in the cap for Genius and is attributed to our partners, Som, Director HR, Herbalife.
associates, employees, vendors, media houses and all our well
wishers. ‘Genius’ is vigorously heading towards becoming Guests of Honour for the event were Mr. Rahul
an international brand name to reckon with, as we achieve Ghosh, COO Global Business Services – ISA, IBM
newer feats everyday. We have left competition way behind India Pvt. Ltd. Mr. Rajiv BN, Head HR & Admin-
in terms of quality of world class products and services we Menzies Aviation Bobba-Bang alore. Mr. Ravi
provide, delighting clients and surpassing expectations of Venkatasam. Keynote Speakers at the event were
all our partners and parties involved. After a meticulous CEO – Ontrac Technologies, Ms. Parvin Verma, CRY
assessment via online procedure our venerated jury members Trustee & Mr. Rajendra Tripathi, CSR Lead – Oracle
acknowledged all these deserving winners for the awards.” India Pvt. Ltd.

96 | Vol. 8 Issue 8 • October-November 2017, Noida

In total, there were 45 Awardees- 12, under Notable Individual Achiever Names:
Organisational Winner Category and 33, under the
CEO with HR Orientation Parmod K Sapra
Individual Winner Category.
K G Krishnamoorthy Rao
CHRO Of The Year Dayananda Biradar
Some of the Renowned Brands who won awards
Sanjay Ambhorkar
under Organisational category were - SBI Life, Shankara G
Future Generali, Larsen & Toubro, Herbalife, Piaggio George Thomas
Vehicles Pvt. Ltd., Chassis Brakes International, H. S. Madhu
Annapurna A
Featherlite, Fulham India.
A. C. Arun
HR Leader Of The Year Mahesh M
This year a new Award Category was introduced
Sanjay Mitra
- “Specially Abled HR Professional”, this was Shrinivas Kulkarni
pretty much the USP of the evening. Some of the GSV Murthy
Renowned Brands who won awards under Individual Harish Sharma C L
category were - Ecom Express, IFB Global, Toyota Women Acheiver of The Rashmi Malhotra
Financial Services Ltd., Cafe Coffee Day, Makino Year Deepika Gahlot
Thabitha David
India, Fulham Ltd., Transystems Logistics, Chassis
Purthur Geemol Thomas
Brakes International, Accenture, DB Schenker, Rutuja Deshpande
Toppersedge, Skoruz Technologies, Future Generali,
HR Professional Abhilash Suman
Toyota Kirloskar Motor Pvt. Ltd. Hathway Cable and of The Year Praveen Kumar L
Datacom. Vivek Jolly
Vighneshwar Hegde
Amarnath N
The event’s grand finale concluded with the
Akhshaya Kashyap
illustrious “Life Time Achievement Award” Vikram Babu L V
being bestowed upon industry stalwarts like Mr. Sujhai B
Venkataramana B, VP, Group Head HR - Landmark S. Manjunath
Group and Mr. Nagaraj M, Sr. GM, Bosch Ltd. The HR Professional of The Ramesh Kumar
invited crowd was overwhelmed with the ambience and Year (Specially Abled) Fayaz Pasha
Haritha Muppala
hospitality of the award night event.

Vol. 8 Issue 8 • October-November 2017, Noida | 97

RNI NO. UPENG/2010/37115

YOUR BUILDING BLOCKS

FOR BETTER HEALTH
[Link]
IgG Food Allergy: Diagnostics and Guidance