Wednesday, October 31, 2007
Posted by Gautam Ghosh
From the Business Standard:
|Beginning November this year, a series of courses at XLRI will train managers in manpower planning, recruitment and selection, performance, career and succession management, managing and coping with the trauma associated with mergers and acquisitions, technological change, training, development and redeployment problems, retention and motivation strategies, empowerment and team-building, redundancy and downsising.|
|According to XLRI officials, the success of managerial efforts largely depend on the executives’ ability to develop and sustain team-spirit among the people under his or her care, both as a team member as well as a team leader.|
|The interpersonal skills for building and working in teams, and for managing conflicts, become essential prerequisites for managers as team leaders.|
|The new courses are therefore designed to help participants learn how to manage their own styles and orientations, while influencing others as leaders in their teams.|
|The courses will also help to understand the dynamics of peoples’ interaction within team members and to develop skills for working with others and leading teams.|
|Moreover, with the rapid growth of information technology , information systems has evolved to become the core of many organisations’ competitive strategies.|
Monday, October 29, 2007
In the business standard
XLRI will help Chhattisgarh in drafting a management policy for better utilisation of human resources available in the state.
The State Institute of Educational Management and Training (SIEMAT) will be the nodal agency to coordinate with XLRI in drafting the policy. XLRI will complete the work in six months and will assign three experts to complete the work within stipulated time, Nandkumar added.
Thursday, October 11, 2007
From the XLRI blog:
Head honchos from the FMCG giant Proctor & Gamble (P&G) visited XLRI today to select a winning idea which could give them big returns in the global market.
The move comes in wake of P&G taking over the popular men’s brand Gillette globally.
Significantly, XLRI was the only B-school that the FMCG giant approached.
The contest, named “The Big Leap”, saw an enthusiastic participation from 33 groups at XLRI, out of which seven ideas were finally selected for today’s presentation by the FMCG major. The event was aimed at the analysis of various management-related issues involved in the acquisition of Gillette by P&G.
But what marked the highlight of the entire event was that the four-member jury from the multinational — comprising Varun Bhatia, VP (HR), Asia Pacific region, Mohit Nayyar, country HR manager India, Sonali Roychowdhury, senior HR manager India and Surya Rai, HR manager products and supply — were all former XLRI students. For the jury, it was a homecoming.
Who says budding managers are not creative and poetic people. Check the sample of writings that the following folks from the 08 and 09 batch cooked up as part of Oktoberfest in XLRI. Seems like good fun was had by all. Writings are hosted on the Dracula blog...which is not so much an ode to the Prince of Transylvania but the Dramatics and Cultural Association of XLRI ;-)
Seema Narera/Bharath Rao
Sonali Ahuja (2nd Place!)
Ankur Sawhney (1st Place!)
Saturday, October 06, 2007
In Businessworld on why organizations follow a herd mentality:
A lot of opportunities spring up when a new sector is opened. Many try to exploit this. Since the sector is new, there are no benchmarks. Capability issues arise only later.
The retail sector, for example. More than 95 per cent of the sector is unorganised. The organised players think that even if they capture 5-10 per cent of the unorganised market, it would be great business. But there are too many unknowns. The strategy that worked in other developed markets may not apply in India.
And in Business Line on how HR education and HR professionals are developing:
Companies do look for trained HR professionals to handle HR roles. More often than not, if the role is assigned to a non-HR executive, the reason is not because of the quality of HR professionals, but the dearth of HR professionals.
Most companies do try to provide training to non-HR people through job-shadowing, nomination to HR courses and so on when they are given HR roles. In fact, this need has also sprouted some innovative partnerships between industry and academia. For instance, at XLRI we have two such partnerships, one with Accenture and the other with L&T, to conduct long-duration certification courses in HR. I think one of the challenges for the education sector will be to keep pace with the demand for HR professionals, both in terms of quality and quantity.
As a fast-growing economy, the HR exposure that India provides is unthinkable in more mature Western industrial economies. To deliver value in the contemporary scenario, HR managers have to think out-of-the-box and innovate new practices and systems. I think it is this requirement and capability, which differentiates the Indian HR professionals from their Western counterparts.
In more developed economies, HR requirements are comparatively more stable and, correspondingly, the role of HR professionals more process-driven. In comparison, Indian HR professionals have to be innovative and build HR processes around those innovations.
The changes in the demands on HR are not just in knowledge-based industries. HR requirements in the manufacturing sector also are no longer what they used to be. Earlier, the primary task of HR was maintenance of the system because manufacturing companies themselves were stable, showing slow growth or change. What we see now is a spurt of restructuring, mergers, international forays through expansion and acquisitions and upgrading of technology in the manufacturing sector. In addition, there is a migration of talent from manufacturing to the service/ knowledge sector, just when the sector requires them.
even at a very conservative estimate we are looking at least 5 million new jobs in the next five years. And a quick calculation would show that even if we need one HR professional for 1,000 employees (which by itself is a pathetic ratio), one needs at least 5,000 new HR professionals.
On the supply-side, the situation is far from comfortable. Among the few educational institutes that provide specialised HR courses — XLRI, TISS, SCMHRD, MDI — the total number of students do not add to more than 250-300 per annum, and many of them join HR consultancies rather than industry.
This is one big gap which the HR fraternity, in industry and academia, should be worried about. I don’t think it will be feasible for educational institutions to suddenly scale up their numbers to meet this demand.
Jishnu Dasgupta, joins the Indian Folk/Fusion Band Swarathma as bassist. The music is an earthy mix of Carnatic Classical, Indian folk and Rock.
Check out the music at www.swarathma.com
Bangalore junta could into Radio One 94.3 FM every afternoon to hear them
The Times of India group has started a competition for selecting a national political leader for India who would be eventually trained in the John F. Kennedy School of Political Leadership. Post-training he/she would be provided with seed funding/media support to contest Lok Sabha
elections in India. Two XLers have reached the regional finals who would eventually go through to the National finals –
- Mr. Sandeep Agarwal
- Ms. Aparna Banerjee
Nisha Millet (the national swimming champ) in Bangalore list is the daughter of Aubrey Millet, XLer of 72 batch.
Abhiji Bhaduri recounts on the MBA Orkut community:
It is official. I am going with HarperCollins. I voted in favour of HarperCollins to publish my novel MARRIED BUT AVAILABLE. I will be working with VK Karthika, Publisher and Chief Editor. I thought you guys should be the first to know the great news.
Married but Available is the story of Abbey's first 10 years after graduating from MIJ ;-)