Friday, November 23, 2007

New Indian Women in the Workforce

Indian women are joining the bandwagon with their male counterparts.
As we are just 25 months away from 2010 when the Indian Economy may touch US$ 1.3 Trillion GDP (1US$=Rs39.34) we find lot of contribution from these middle class forward looking Indian women who are going to take lot of responsibilities on their shoulder and help to build a growing robust economy.
NYT reports today about this new class who are ready to take the challenges of the globalization of the Indian economy. All career minded young women those who are investing time and money in education will contribute in building the Indian economy.No more waiting for a Suitable Boy. Suitable Boys will come to them.

You will find it very interesting:
Please click:

Thursday, November 22, 2007

Ramalingam Raju of Satyam Has Become "The E&Y Entreprenuer" of 2007

Ramalingam Raju of Satyam Computers has won the prestigious award from
E & Y for Entreprenuership in 2007.

Mr Rajus contribution in the field of Indian Information Technology has been been stupendous.
In spite of global ups and downs in the IT and ITes in the for last two decades Mr Raju has been able to steer Satyam Computers and have made tremendous contribution to this particular sector.
Please Click:

Satyam has recently tied up with Eli Goldratt Institute to teach TOC for her Indian customers.

Wednesday, November 21, 2007

Great News For Indian Born C.K. Prahlad.

C।K. Prahlad has been nominated as one of the Top Management Thinkers of the world. His contribution in the Contemporary Management thoughts has been phenomenal and Strategic Intent and Core Competence were mind-boggling theories.
Please Click.

In the recent past his book "Bottom of the Pyramid" has been very much accepted by the Global Corporations. Unleashing the power of the poor and making them prosperous and thereby opening a new economy।

Waiting for more Indians to come out with innovative thinking like C.K. Prahlad.

Thursday, November 15, 2007

Professional Managers are KARMA YOGIS

Change Management is the Buzz Word in today’s Business world.
As Management is a combination of Art and Science. In recent past
Management is borrowing lot of things from the old Religious Philosophy and Mythology.
Japanese were the first to take their old Buddhist Philosophy from Kaizen
Kai Zen.. It means Kai-Continuous, Zen- Improvement/Development.
It is a continuous process of development/Improvement in all fields of Management.
Toyota Production System is the out come Kaizen.
There is always a room for improvement in all fields of management , and all are trying to thrive for excellence and perfection.
Management has lot of things that it has borrowed from the Old Testament, the stories of Gospels has taught the HR field about positive attitude towards the work and corporate culture and corporate governance.
Recently I have found in the west teaching from Gita is very much appreciated by Western Management experts.They are looking for Hindu Gurus who can give teaching from Bhagavad Gita on Leadership and Mahabharata which can teach the modern corporates about the Business Strategies.Nearly 10% of the Harvard Business Professors are from
Indian Origins they are taking about the Philosophy's of Gita in the class rooms and the corporates are benefiting from them . Karma is a very familiar word in Hindu philosophy how you perform your good work and you are paid back according to your Karma that you do.Yoga has been very handy for all the highly stressed business executives.
Managers should become KARMA YOGIS in order to excel and to achieve peak performance.It is the KARMA which ultimately matters for your life success or your business success.
Change is a continuous process , and Management is borrowing all great teachings from different religious thoughts.
May be time to come when Management can borrow things from Islam.
In Arabic Slam means Peace , and Islam it is a Religion of Peace.
You may find it interesting please make a posting.

Monday, November 12, 2007

De Risking a Risky Business

One very old definition of profit: It is an award of taking the Risk.
Business is always Risky: Combating the risk is also a smart businessman ship.
For a Global Business operation different type of risk are there which are as follows
1. Economic Risk
2. Envoirnmental
3. Geo Political.
4. Societal
5. Technological.
Obviously all these thing are to be taken in to consideration and how business is being done.
Question is what to do if any the above things happen and business slows down even it may come to a halt.
Answer to this question can be very ambiguous and very complex depending upon the complexity of the of the business problem.
De risking or minimization of risk is very important for every business but the exit berries are very high for all global business
Reducing the Exit Barriers:
a) Out sourcing 70 %of the activities. Manufacturing and Inbound/Outbound Logistics are to be out sources.
2. Core Activities like R&D should be kept in hand the hand of the firm that’s develops the technology.
3. Process: Business Process should be kept in own hand and continuous working and
innovation and evolution should be made.
Confidence Creation in the mind of the Vendors:
1.All vendors who are supplying products or services has to have a great confidence and shouldon the right side, they should be be equally aware about by business, and the ultimate customers who are buying my product and services where vendors plays an important role.
2. Commercial transparency should be maintained with the vendor.
3. Multiple vendors’ creation must be a continuous activity keeping in mind the price point without compromising the quality of service or product.
Confidence Creation in the mind of the Customers:
The customer is the ultimate Boss, they should not shy away from taking my services or product, firm must be very much aware of the business the customers are doing and about the customer’s customers.
Bad times stays for a limited period and again good time comes , so even at customers bad times the firm may have to stand by side of old customers with lower margins. If you loose a US$ 1 Mn customer today just tomorrow you can’t create another US$1 Mn customers. New customer creation is a difficult and expensive task.
It is during the recession period the hyper activity of the marketing dept should start scouting for new markets new opportunities.
Right time for Business Acquisition:
Cash Rich firms can utilize their excess reserves in buying out firms which are aligned in their line of business activity, or acquisitions of small firms which can come at a very cheap rate.
Confidence Creation in the mind of your Employees:
The employee of the firm should be taken in to confidence they are the firm real assets, during bad times they may tend to leave you or instead you want to get rid of them, in the whole process you may loose out many of your best internal talents.
Proper counseling by the top manager should be done, listen to their grievances and anxiety and make them know about the external situation, even they may come forward and may willfully ready for pay cuts. Here The HR Depts challenge is to retain the workforce and holding them intact.
Confidence Creation in the mind of your Investors:
Here is the real smartness of the firm’s management .Firm’s stock values may melt but the management has to be smart enough to do all positive corporate communication with the retail investors ,FII, VC,MF and the Bankers. Firm’s past financial track records should be highlighted, go ahead and say you can repeat the performance once again and even better.
Resilience: Economic resilience of a firm is very important .Time bound plan must be made to fight back the adversities.

The above Risk can come at any time please go thru this extensive report in the
World Economic Forum.
Please Click:

Sunday, November 11, 2007

Academic Excellence Vs Executional Excellence

Human capital is the ultimate capital of a firm and it is reality.
In this highly competitive business environment it is really very difficult to get quality human capital who can deliver the goods or in other terms can deliver results which a firm desperately needs to satisfy all the stake holders of the firm.
One job of the HR Manager has to recruit the right person for a right job at the right time and at aright place. But more often he lands up with people who is a square peg in a round hole.
Absolutely the success of any business depends to a large extent on the quality of its staff and Manpower. Here the quality of human capital plays a pivotal role.
Take an example between two candidates, A and B.

Academic Excellence:
Candidate A: Through out his career he has got 90% Marks and academically and theoretically he is very sound.

Candidate B: Through out he career he has got 45% Marks and academically and theoretically he is poor.
( Both has passed from the same University and the same Exam)

Executional Excellence:
Candidate A: When in job Candidate A though he has through out his career he has got 90% Marks but can deliver only 45 % of his knowledge while executing a job that he has been assigned with, so arithmetically it comes to 40.5 % efficiency level.

Candidate B: Through out he career he has got 45% Marks and academically poor is given a job assignment can deliver 95% of his knowledge while executing the job, arithmetically it comes to 42.75% efficiency level.

Operational Effectiveness: In the case of Operational Effectiveness Candidate B out smart Candidate A.

Conducive Professional Environment: Suppose both has been selected in the firm .In a very conducive Professional Management environment both Candidate A & B can overcome their respective weakness and can convert that in to their strengths.

HR Manager has to choose one between Candidate A and B:

Now as a HR Manager whom to choose? Can you really write off Candidate B as he has got very poor marks in his College degree examination?

Recruitment and selection is the process has become more complex now a days, as Recruitments has always been a very expensive game now a days, some times betting on Candidate A it can be betting on a wrong horse who may or may not live up to the expectation.His execution excellence may not be as good as academic excellence.
Where as rejecting Candidate B can also be a monumental mistake, you lose out an executional talent who could have really benefited the firm.

It is really a Catch 22 situation for both the HR Manager and a well as the Functional Manager.

Your Comments please on the above case.