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Current Affairs - Corporate Employment Trends Entrepreneurship Human Resource Industry Evolution Leadership Uncategorized

Democracy – Strength or Weakness??

India is suffering from a disease called ‘Democracy’. 

Everyone can’t be a speaker. Some have to be listeners. Because listeners are the Doers. And doers are the change-makers.

So democracy or dictatorship? 

India has a better chance to grab the business opportunities from other Countries as an alternative to China. Since China has created a paranoia with minimal justification, the forecast is, many countries depending on China for their’ manufacturing support will move to India. The other option the world has is Vietnam, Malaysia and Indonesia.

India might seem a lucrative option compared to any other country to the Investors. We might win the competition over any other country due to the statistics our country shows – 130 cr population, 68 million graduates,  43% of the total population in the age group of 18 to 44 yrs ( the highly productive phase of the age) and nearly 10 % more in the age group of 44 to 54 yrs (still the employable group) keeping the average age of an Indian to 29 years according to 2011 census , (rightly called – Young India) , which has grown proportionately now, 7th largest country in the world, ranking 4th in the world in natural resources. What else?  But, how will we sustain?

How will we accommodate these countries and the business opportunity? How will we prepare to accommodate them?

What is the transformation we need to undergo? 

A country with a mindset of the population – ‘Degree is the criteria for getting a job’. 

Companies are always on the hunt for good resources. Industry is suffering due to unavailability of the right resources. Higher rates of attrition are causing project delays. Here we have headlines stating unemployment as a burning issue. Resource availability, Skill issue or will issue? What is the underlying truth? 

Designations are more attractive than the quest for knowledge and zeal to deliver. 

Resource approach: Everybody wants to be a Manager, dictate terms, enjoy the luxury of the authority and higher pay package, not understanding their contribution to the system from their current role. 

The way we revolt….

We have a voice, so we will voice out everything coming to our mind through revolution, strike or with the support of media. Everyone’s pain needs attention by blowing it out of proportion. Resolution isn’t the only aim. Noise is also the aim. ‘You need to stand for yourself, no matter what’. But the way we do it is so ridiculous. We revolt in a way which yields to our own long term damages. These revolts cause irreversible damages. Any fair chance of recovery takes years and decades. 

No one wants to follow the right leader. Everyone wants to be one. We follow a leader with destructive ideologies rather than constructive ones. There are very few leaders – wise and selfless. Else most of them are keen on making a statement, irrespective of the chaos the statements may create. Leaders need to be orators only or strategic thinkers? 

Most of them think adversely or momentarily than aligning to the benefit of the Country and Community. Too much wisdom about unnecessary and nonproductive things exhausting the bandwidth further delaying the growth of the country. Personal and individual gains are priority as compared to community gains. 

Only one set of people is in alignment with law making and law abiding process. Rest of the majority are only commentators. These people can debate for days and months, to prove the law or the rule as wrong. Such approach lead to delay in Implementations. This delay results into non availability of data to measure the outcome of amendments made. It dilutes the purpose of amendment by the time data is available.

The definition of hard work means number of man-hours, quality and quantity of work. Management of resources is on extreme sides at both ends. Either the management is too ruthless or the workers are too dominating, lazy and take advantage. Laws do not give an upper hand of control to the victim in any case either, in a defined time period. 

Industry suffers from attrition, underperformance, lack of  accountability and  ownership in the deliverables. No yardstick to measure and record workers’ performance or integrity.

No common forum by Govt or a central body to define the benchmark and SOP of any technical, non-technical  activity. 

Industry is slowly reducing the efforts in the development of the employee. Either by means of training or any other investment on employee’s development. The reason is eventually the investment on resources is a loss, when the employee leave without adding value to the organization.

Government’s  changing decisions and processes with every new party who replaces the earlier. Every Govt coming to power within 1,2 3 or 5 yrs at state level have different agendas. These leaders push behind the running projects to the backstage creating fear for the MNC’s by keeping their projects on status quo for longer duration delaying their ROI schedules. Time overrun takes the project cost higher. There is no audit mechanism of projects to secure the investment and complete projects on time irrespective of which Govt is in power. 

The Grants, licenses and documentation are time consuming. Its complicated because of people’s non cooperative approach, is another roadblock. Superficially every process seem like ‘one window support’ as written and published. But ground realities vary drastically. 

There has to be a platform which will give control to the Govt rather than the Employees. The Corporate Governance need better rules. On the other hand develop an attrition control method. Devising compulsory fixed tenure for employees in each organization. Introduce automated evaluation mechanism to measure employee performance giving the Employer better confidence to develop the Resource. Save time and money of the Industry, lost in all this transition of resources leading completion of assignment or projects without hassles. 

Our Country’s financial strength is visible in times of pandemic, recession or any other natural disasters. Our turnaround-time to come back to normalcy will portray  the strength of our Economy. We ought to redefine the meaning of ‘democracy’ in India to reduce the impact of such a scenario benefiting every single person in this country.

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Industry Evolution Uncategorized

Chain-Reaction across Industries, across the globe…


Work from home will hit the retail Industry, and the repercussions will affect the garment factories, and this, in turn, will influence the lives of lakhs of people associated with the Industry developing chaos further.


Generally, we groomed ourselves or embraced a lifestyle to influence and impress people around us. Now that the audience will decrease drastically, the things we’ve purchased till now will last all our lifetime, if the same lifestyle continues.


The economy will prosper because of our spending on luxuries and not necessaries. So what luxuries to be promoted by our marketing folks to support the economy.


People are losing jobs; schools aren’t entirely functional. Since there are online classes, the fee is reduced. But the staff and Infrastructure cost cannot be circumvented. Schools are forced to declare pay cuts for teachers. So, a series of outcomes on various Industry and professionals due to three reasons lockdown, job- loss, and social distancing.


Many such impacts are passing down from our post-COVID lifestyle, which will impact a series of industries passing down from one tier to another.


How do we safeguard these industries?


All our focus is on Industries, which are having an immediate effect- Airlines, Aerospace, Automotive, etc.. Our level of thought process hasn’t reached to the extent of different industries in a row which will be impacted due to the result on one Industry.


We generally have pursued an approach of post-mortem or analysis limited to a specific area, timeline, department, Industry, business, set of people, or society for most of the problems. COVID has forced us to collate all of the issues and find solutions at one go with zero downtime.


We need to analyze the Industry, which will initiate a chain reaction to many other industries involving most populations and affecting the economy the most. Prioritize them. Find addressal towards the same.


Let us see the unseen, envision beyond visibility, and initiate solutions for the forthcoming issues sooner with a seven-dimension perspective.

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A viewpoint which will include collective analysis of impacts on all the associated departments, industries, demographics, geographical areas, culture, Governing authority rules and regulations at all layers. A blue print for predictive progress every year and decade for next five decades has to be put forth by the Thinkers from all Industries, area and at all levels.

Categories
Employment Trends Human Resource Sectors Uncategorized

Evolution in Employment trends.

Evolution in Employment trends.

How to have a productive work from home model yielding to a win-win situation for both employees and employers?

The industry is figuring out every possible way to accommodate this model since we aren’t left with any option.
Employee’s safety, Client Service, Company’s Survival are all equally important.

But, for Work from home model to be successful, employees need to accept that this is going to be a permanent solution for many of their problems of past and present. Personal, professional problems like travel time to the workplace due to traffic, pollution, uncertain food schedule, family time compromise, work-life balance, COVID Infection, social distancing; and Organization’s problems of today which have enormously increased due to COVID – Economic crisis, Opex, Company’s sustenance, Competition, Cashflow, Governance problems, Communication problems, Adherence to Compliance and Rules of Govt.

How should this be structured?

Every employee has to work to overcome the problems of their Company. All these years, risks belonged to the Company alone. The volume of people facing the uncertainty and directly affected by the risks in an Organizations was majorly the Senior fraternity. They had to risk a significant share of their salaries as a performance incentive – a performance incentive based on the Company’s performance and not just individual performance. The performance, which was at risk with every right or wrong decision since the right decisions and erroneous implementations, also impacted the Organization negatively. The remuneration or incentives of these Senior leaders were dependant on the whole crowd of people working in the Organization. Additionally, their credibilities also were at stake.

One of the possible initiatives could be passing nominal risk downwards. The industry has anyways announced a pay cut as a precautionary measure as a preparation for the uncertain scenario Companies might face in the next two years. The revoking of this decision isn’t having a definite timeline either, as on date. Why not convert the same to incentivize the resource against their performance monthly. This eventually would shift some risks of the Organization to the employee and also focus on the theory’ Survival of the fittest.’ There are ‘n’ number of people who have lost jobs due to this pandemic. Why not allow them to be paid proportionately to their performance.
Making an opportunity of every disaster has been a boon to the thought process of humankind. Why not the employees and employers make an opportunity to survive and thrive towards success following this theory?

We have had consulting engagements for specific roles in most of the organizations. How about increasing the ratio of people in these roles, passing down more accountability for most of the functions?

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Employment Trends Human Resource Outsourcing Model Sectors Uncategorized

Redefining Outsourcing

Redefining Outsourcing,

Bringing in a new trend in Employment and Resource Management, which the industry is in dire need today.

We all are cent-percent convinced with the understanding today that our well being is dependent on the Company we are working for. And every individual in the Organization is required to contribute 1000% to help the Company overcome this chaos. Employees are in the phase of giving more, and meeting the expectation of the Organization today.
The definition of working is redefined to what are the deliverables met? Yardstick and parameters to measure performance have entirely changed. It is no more the number of hours spent or efforts put in. Instead, it is only and only the output in the desired or lesser than the desired timeline by the Client that matters today.

It is and has always been of significance for Organizations to earn and save for tomorrow, not for today alone. So every Management decision is based upon securing the future of the Organization. The more sustainable the Organization, the lower are the risks of perishing, higher is the growth.

Outsourcing has been one of the options organizations have adopted for more than a decade to overcome future threats and current ambiguities. The outsourcing industry in terms of Job outsourcing, Subcontracting, or work contract has evolved in a significant way, since the phase of inception of the idea to today. But the outsourcing model concerning Resources has only extended to different sectors but not created depth. It has remained the same or altered very little in the last decade. Outsourcing resources are looked at as an alternative to recruiting or running a payroll of the employees. The resource engagement is considered as outsourcing HR process. Ideally, that shouldn’t be the case. But, the expectations and pricing aren’t clearly defined to plug-in with the organizational/ project requirements in most of the sectors. Resource outsourcing is compared with the resource cost and not the impact cost. This limitation has crippled the thought process of the sector, impacting the transformation of the Resource Industry faster. Or the Organization expects to replace the Work order assignments of PMC/ Contracting Companies. Of course, there are chances to achieve the same, because the deliverables are by the resources whether they are engaged with a PMC, Contracting Company, or a Resource Engagement Company.
Now is the time to expect solutions and not documentations from the Resource Outsourcing Sector.

Additionally, Organizations aren’t counting on them as a partner for their growth. They are just a borrowed identity for the employees engaged by the organizations to save the documentation and statutory disarray. There aren’t defined approaches, evaluated thought processes to draw a graph for the growth of this sector in a rational manner.
Resource outsourcing can be a powerful tool to revolutionize recruitment trends, employment trends, and performance trends. But with the right approach, expectation, and pricing by brainstorming sessions of the major players of the Outsourcing sector in synchronization with the other sectors.

COVID, revolutionizing employment trends, can expect the most efficient process and policy implementations through Resource engagement partners. Its right time now to lay right rules, timelines, and expectations with proper responsibilities, appropriate pricing – allowing the Resource outsourcing industry to mature and give 3-dimensional solutions to the organizations.

-Sucheta Gour

Categories
Employment Trends Human Resource Uncategorized

HOME IS OUR NEW AND PERMANENT OFFICE NOW ON

An Industry Insight – Fast Forward

With Work from Home as the New Employment mantra , can only IT Resources work from home? Not really.

How can most of our teams work from home and be effective?

All the industries today are going through major challenges, though different in nature and magnitude varying from Industry to Industry due to COVID. The Social and Economic revival is slow and will continue to remain so, till the people have acceptance to Covid like a common viral flu cured in an Out Patient department with normal precautions. With the pandemic, direct effects are visible, after effects and the intensity can be analysed only in the following years and partially remain unpredictable too.  The reasons being cascading effect on the other sectors and society too. But what will remain unchanged is this New Normal Employment trend of th industry which will remain constant for rest of our generations.

Industry scenario has turned conservative to an extent of  ‘Pay only for the extent of usage and efficiency’, the age old life lessons.

Breaking the barriers, Who can Work from home?

Support departments –

Human Resource – Talent acquisition/ Payroll/ Training & development/ Org Development, Purchase/Procurement/Supply Chain in any sectors.

Businesses-

Planning, Document Controlling, Project Coordination, Draftsman, Design, Costing, Commercial, Business Development,  Mid/Senior level positions in most of the sectors.

Summing up, it means 90% of the jobs from Corporate Offices refraining the site jobs can integrate and work on a “Work from home” platform.

The pre requisites for an earlier effective functionality of this model is

From Business – a 3600, 7 D approach to redefine and analyse the cross functional SLA’s, accommodate and implement them on the digitalized platform.

From HR – a genuine effort and great skill and experience in synchronization of the process with HR policies.

Efforts can be determined based  on results only- making Companies better productive and cost- effective.

In addition, the costs will be cut down from the Capex perspective like infrastructure investment, which now looking back to appear an unnecessary overhead. Lessons unintentional from COVID, but essential for the cost-effective, sustained, and improvised performance of an organization.