XLers Unlimited
A blog about XLRI, XLexperiences, XLmemories, XLnostalgia, XLnews .... by XL Alumni
XL Dream Run video
Saturday, November 15, 2008
For the 100th post on this site we have this great creative video on the XL Dream Run
XLRI bags Dewang Mehta Business School Award
Saturday, October 18, 2008
Actually two honors according to this news report:
XLRI has bagged the prestigious Dewang Mehta Business School Award 2008 for the “best academic input (syllabus) in human resource”.
This is not the only award that the institute bagged in the prestigious award ceremony. Jeetu Singh, a professor of human resource management and organisational behaviour of the institute, was adjudged the “best teacher in human resource”.
“This is the first time XLRI has bagged Dewang Mehta Business School Award. This is one of the business schools, which has now come to the forefront,” said R.L. Bhatia, a senior functionary of the Dewang Mehta Foundation that organises the business awards.
“Awards like these will encourage the morale of not only the faculty but also the students. It is a kind of appreciation for the work we do,” said P. Venugopal, dean (academics), XLRI.
“The information had come almost as a surprise to us. Although teaching cannot be judged by awards, it can be considered one of the ways of recognising the teachers,” said Jeetu Singh.
XLRI gets a new Director!
Monday, January 07, 2008
Here's the news:
New year is ushering in change at B-schools too. Xavier Institute of Management, Bhubneshwar and Xavier Labour Relations Institute of Management, Jameshedpur have got new Directors at the helm of affairs.
Former Director of Xavier Institute of Management, Bhubneshwar (XIMB) Fr E Abraham has taken over the charge as new Director at Xavier Labour Relations Institute of Management, Jameshedpur on Jan 1, 2008. Father P T Joseph is the new Director of XIMB. He assumed the charge at XIMB on December 26, 2007.
Dr. Madhukar Shukla gives gyan
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.
XLRI Faculty to co-author FinXLRI Faculty to co-author Finance classic with Brealey, Myers and Allenance classic with Brealey, Myers and Allen
Monday, September 24, 2007
From MBAUniverse
Finance Chairperson and faculty at XLRI Jamshedpur Prof. Pitabas Mohanty has joined the big league of finance thinkers.
