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Vineet Nayar @ TISS OD Conference

After twenty eight years with HCL Technologies, Vineet Nayar stepped down as CEO in order to pursuit his philanthropy venture ‘Sampark Foundation’.

 

Vineet Nayar

At the TISS OD & Change Conference, Transcendence 2017, Vineet Nayar shared some valuable thought nuggets.

An organization is formed when collective set of people come together for a purpose. Business is not sustainable when that purpose is solely profit. The key is in accepting that profit is not all-encompassing, and that we need to balance profit with a higher purpose. Only then, the business undergoes a transformation.

Gandhi’s Leadership

In the initial British Raj era, not all people were unhappy. However, with changing times and with stringent dogma, people became distressed. When Mahatma Gandhi returned back to India, Indians immediately accepted him as an inspirational leader and followed his inspirational ideology of non-violence. Here, Nayar propels us to question, why it did it take three decades for India to find a leader? This is because, Gandhi through his inspirational leadership and ideology, pulled people into the independence struggle. Gandhi’s ideologies wouldn’t have worked if people were not involved.

Nayar believes, transformation is a factor of Leader, Idea and People. Organizations fail when people are not carried forward.

Employee First; Customers Second

Business is all about creating value for the customers. Creating value is not management’s role. It is an employee’s role. So, what is management’s role? The management encourages it’s employees to jump out of their skins with excitement and provide new solutions to the customers.

The Employee First; Customer Second (EFCS) initiative at HCL focuses on actively helping employees in making it easier for them to do their jobs and respecting them for the value they bring to the company. EFCS holds that when employees are passionate about their work, their enthusiasm is reflected in their customer centricity.

When asked does EFCS really work? To this Nayar claimed that HCL is the only IT company which has not seen any negative growth in a quarter!

Transformation by Sampark Foundation

According to an all-India Annual Status of Education Report (ASER) survey of school kids in the rural areas found that only 58% of children enrolled in class 3 to 5 could read a class one text. More than half were unable to do simple two-digit subtractions and only half the children in class 5 to 8 knew how to use a calendar.

Vineet Nayar’s inspirational idea of transforming learning through an interactive kit that uses various child-friendly teaching aids to make learning fun, easy and interactive for kids, would not be possible without having the active participation of teachers. Sampark foundation actively trained teachers using the Audio Box – which they call ‘Sampark Didi’ .

As a result, classroom became exciting and teachers started receiving respect and love from the students. Something that they had not experienced before!

Conclusion

It was only when teachers were actively involved, did the transformation took place!

Transcendence 17

​Rethinking Change – The ADKAR Way!

Why do some people seem to sail gently through the changes life brings to them, while others get upset if they have to change smallest of their ritual? Numerous researches have shown that the key is in understanding change better, and creating acceptance for the uncertainty. ADKAR model is a tool that is based on five building blocks that lay the foundation for successful change.

SO WHAT IS ADKAR?

ADKAR model is a change management tool to help identify why change is difficult and why some changes succeed while others are unsuccessful. This model was developed by Jeff Hiatt in 2003 and was introduced as a practical tool by Prosci, a renowned change management consultancy.

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YOU MEAN ‘A D K A R’?

ADKAR is an acronym of the five steps for successful implementation of change. The process begins with an assumption that change will be resisted and hence, it creates acceptance for the resistance for change.

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The five pillars for change are:

Awareness:

Do we understand why change is needed? What are the goals, needs and reasons for change? Early communication for the reason for upcoming

change results in having the necessary level of awareness.

Desire:

What is the level of engagement and willingness to participate in the change? When people know about the individual benefits occurring from the change, they may be awakened to participate in the process.

Knowledge:

How will the change be implemented? What are the various steps involved? Breaking the whole big – pitcher for change into small actionable is required in this step.

Ability:

Are we translating the new learning as habit? How quickly are we adjusting to the new environment? Support and guidance are the key elements here.

Reinforcement:

It is human nature to seek a return to the status quo. Is there a turning back to the original behavior? Or is change the ‘new normal’? Recognizing and rewarding change lays emphasis on continuing it.

WHAT HAPPENS WHEN YOU ARE ‘STUCK UP’?

adkar-gap-model

 

HOW TO DIAGNOSE THE GAP?

This exercise will help to understand and clarify the key elements of the change , in a real life or work setting.

adkar-implementation-sheet

TO SUM UP

ADKAR model helps to plan effectively for a new change and also diagnose where a current change is failing, so that we can take corrective action.

Dan Pink on Engagement

The recent Gallup finding has astounded the organizations. According to Gallup, pioneer in the study of engagement, a staggering 87% of employees worldwide are not engaged. This means, many companies are experiencing a crisis of engagement and they aren’t aware of it. With such astonishing fact before us, perhaps, it’s time for us to rethink and reinvent our ideology on what motives and what does not.

 The Problem of Management

We have taken the term ‘Management’ too seriously! Management is just a technology to get people do what you want them to do. At the core of Management lies the ‘If – Then’ principle – if you do this, then you get that. This principle works under few situation. However, for a lot of tasks, it actually doesn’t work or might even do harm. Pink says, “This is one of the most robust findings in social science, and also one of the most ignored.”

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The Mismatch of Business & Science

In a cross-culture experiment conducted by Dan Ariely, he found out that people who were offered medium level of rewards did no better than people offered small rewards. Surprisingly, people offered highest rewards, did the worst of all.

This explains the mismatch between what science knows and what business does. Pink calls this phenomenon an ‘Economic Mess’. 

Business, today, no longer can build itself on the Carrot and Stick principle. If we really want high performance in the 21st century, the solution does not lie with the ‘If Then’ practice, to entice people with a sweeter carrot. Instead, we need a whole new approach.

What Drives Engagement?

Management creates compliance. It is good for Short & Simple tasks. However, for Long and Complex tasks, it fails. This is because the reward principle of management hampers creativity. It obstructs conceptual thinking. Today’s business yearns for engagement and not management. Engagement is driven through Self – Direction – a new operating system for business that revolves around three elements: Autonomy, Mastery and Purpose.

  • Autonomy is the urge to direct our own lives.
  • Mastery is the desire to get better and better at something that matters.
  • Purpose is the yearning to do what we do in the service of something larger than ourselves.

These are the building blocks of an entirely new operating system for our businesses.

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Hinduism Supports Dan Pink’s Model

According to Bhagwat Gita, if a person is dedicated to his work  & works for the sake of work only without any fear of success or failure (Rewards), then that person is going to be certainly successful in his/her job.

Gita emphasizes on performing meditation & yoga for disciplining the mind that can be made to concentrate on one’s job better, producing better results. (Mastery)

The Ultimate Goal of life is SAT CHIT ANADA – Be Happy, live in Love, Peace and Bliss and spread the same to others. (Purpose)

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To Sum Up

  • 20th century rewards work only in a surprisingly narrow band of circumstances.

  • If-then rewards often destroy creativity.

  • The secret to high performance isn’t rewards or punishments, but the drive to do things for their own sake. The drive to do things because they matter.

 

The Economic Outlook @ Thane HR

Economic conditions directly impact HR as they provide a background to determine the recruitment, development & retention policy for the organization to meet it’s customer needs. Thane HR professionals got an excellent opportunity to receive an overview of the country’s changing demography & it’s impact on the third largest economy.  On 18th March, 2016, Thane HR Group invited Mr. Prashant Jain, Executive Director & Chief Investment Officer, HDFC Asset Management Co Ltd (Popularly known as HDFC Mutual Fund) to share his take on the current Indian economic outlook.

Indian GDP Outlook:

Real GDP growth rate for India was around 7.5% in 2015 and Nominal growth rate was around 12%-13%. A nominal GDP will often appear higher than the real GDP, as real values are adjusted for inflation, while nominal values are not.

IMG_20160318_200947.jpg

Referring to the image above, you will notice that Indian economy is growing at a static rate i.e. from 15% (1991-2000) to 14% (2001-10) to 15% (2011-15).

Why is Indian Economy Growing?

Rising Population

Every year, India’s population is increasing by 2% leading to a steady increase in the rate of consumption.

Nuclear Families

Large number of joint families are breaking down to form nuclear families. About 1% increase in consumption rate is experienced annually due to this reason.

Penetration Levels of Consumer Durables

Mobile phones which are just 15 years old in the country, have penetrated the 80% – 90% of Indian market. On the contrary, motorcycles & cars have been able to cover 40% &  8% respectively. This shows the growth potential that Indian markets still possess.

Consumer Choices

Due to more consumer product offerings, new items are frequently bought.


Outlook into Indian Equities:

IMG_20160318_204819

Volatility in the Short Run

Markets give volatile returns in the first few years. However, as the holding period increases, the volatility come down to providing returns which fall mostly between 11% – 19%. This is because Indian GDP growth is around 15% every year.

Correlation Between Sensex & Equity

If profits grow by 20%, the value of company also increases by the same percentage. The value of the company is in correlation to the profits of the company. At the same time, we understand that Indian GDP growth & the growth in Sensex go hand-in-hand. This is because Sensex has the tendency to correct itself to be higher or lower based on the GDP growth.

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Insights by Mr. Sharad Gangal, Executive Vice President HR , Admin, IR, Thermax

 

With one million new entrants joining the labour force every month for the next 20 years, Skill India has gained a corner stone importance. While, India’s biggest contribution comes from Service Sector, there is a need to leverage the Manufacturing industry that has the capability to provide employment to the increasing population. HR needs to be awakened and aligned to deal with the emerging Employee Relations in the country. He emphasized the below mentioned pointers:-

  • Awareness on ER is missing. it is rare to find a skilled ER/IR manager as compared to an OD or Comp&Ben expert. 

  • Apart from Dunlop’s Systems Theory, we do not have a strong theoretical model in the IR field. There is a need to encourage research and more thinking in this field.

  • Contract Laborers are our responsibility. Organizations need to take proactive steps to further regulate the conditions of Contract workforce. One has to be judicious for the disparity between the different working units in the organization.

  • Today, workers lookout for income security as compared to job security. This is a critical reason for the employees not to join unions. Once direct communication between workers & management flourishes, unmerited union demands are tapered off automatically.

Conclusion

While a lot of tittle-tattle occurs on where to invest and when to invest, Mr. Prashant Jain suggested to enter in the mutual fund market especially when the bull does not seem that strong. Eventually, the head-strong bull will equate itself to the growing GDP. Moreover, if you are confused between the different funds, bet on anyone that has given consistent returns more than the market rate, over a long period of time!

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About Thane HR Group

Thane HR Group was founded in the year 1996 with an objective of getting the HR Professionals staying or working in Thane District on a common HR platform. Over a period of 18 years, Thane HR Group had many HR experience sharing meeting. Thane HR has successfully arranged for more than 150 such programs, absolutely free of cost!

You can connect to Thane HR Group through the following website –

 FB – https://www.facebook.com/groups/ThaneHR/

LinkedIn – https://www.linkedin.com/groups/Thane-HR-Group-136361/about

Bijay Sahoo on New Frontiers of Skill Development @ Thane HR

As we move ahead in our careers, we focus more on the conceptual skills, leaving aside what forms the base of skill development – the technical and functional skills. Mr. Bijay Sahoo, President – H R at Reliance Jio Infocomm emphasizes on the developing technical skills in India, especially when the country has a second largest workforce in the world and merely 2% are skilled.

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Mr. Bijay Sahoo, President – H R at Reliance Jio Infocomm

Mr. Bijay Sahoo presented insights from his extensive research in the area of Skill Development at the Thane HR podium on 20th March, 2015 . Thane HR Group is a group dedicated to bring together the HR talent pool to a common platform.

Understanding the Skill Demographics

A. Workforce Statistics

The global workforce in India comprises of 3.3 Billion. India is the second largest workforce of 1.2 Billion after China. We have an edge over China with respect to our young population i.e 65% of our workforce is young. 12 Million seek jobs in India and the country is adding 1 million workforce every year.  1.2 crores Indians are currently unemployed and we stopped creating employment after 2011 onwards.

B. The ‘Made in China’ Vision

In 2010, IT started creating employment. Today, we receive 125 billion dollars from IT sector. However, Approx. 100 crores of such money is spent on an expensive Apple phones and other such luxury items which are imported from abroad.

80% of goods in the world are manufactured in China.  So, a large portion of our income ultimately is shared with our neighbor country. Similarly, 80% of Intellectual Property income of the world goes to USA.

Interestingly, China has started lower level of designing. This means they are getting into IP slowly and steadily. Even though USA is currently a 16 trillion dollar economy and China is a 9 trillion dollar, USA has increased with merely a 2.2% GDP and China with is growing at a steady rate of 7.4%.

We see that India has to learn from it’s neighbor country to ‘think in advance.’

C. The Indian Skill Problem

India has merely a 2% skilled workforce. The world is ageing, Mr. Sahoo mentions, India needs to prepare it’s manpower. This needs to be at a technical level i.e. an ITA level.

Global Skilled Workforce

According to Mr. Sahoo, there is a huge % of employers having difficulty in filling job vacancies. In it’s growth phase, India has shortage of skills, whereas UK’s vocational education seems to be mature enough to meet it’s current skill demands.

Demand Supply Skill Gap

Disruptive & Emerging Technologies

Research has identified 12 technologies that will create 30 trillion dollars in the coming time. Any talent amongst us in these 12 technologies, will fetch us the next fat salary.

Emerging technologies

These disruptive & emerging technologies are :-

  1. Mobile Internet

  2. Automation of Knowledge Work. This Also Includes Ecommerce.

  3. Internet of Things.

  4. Cloud Technology

  5. Robotics

  6. Automation Vehicles

  7. Next Generation Geononics

  8. Energy Storage

  9. 3d Printing

  10. Advanced Materials (Gene Sequencing)

  11. Advance Oil and Gas Exploration

  12. Renewable Energy

Suggested Solution on Indian Skill Gap
Skill Gap Solution in India

Skill Gap Solution in India by Mr. Bijay Sahoo

New Frontiers for HR Department
  1. In the changing world, ‘Employability’ has become more important than ‘Employment’. This means skilled people, in the coming times, will work for multiple companies. One person will take salaries from 4 companies.

  2. People will also work after the retirement age.

  3. The emerging technologies will shift the demand for skills.

  4. Disruptive technologies like “automation of work” will make the HR jobs irrelevant.

  5. HR needs to think in terms of what the enterprise needs and how can I fill the gap in the fastest way.

Conclusion

While skill development is crucial, India needs to develop skills for the ‘Next Big Thing’.

About Thane HR Group

Thane HR Group was founded in the year 1996 with an objective of getting the HR Professionals staying or working in Thane District on a common HR platform. Over a period of 18 years, Thane HR Group had many HR experience sharing meeting. Thane HR has successfully arranged for more than 150 such programs, absolutely free of cost!

You can connect to Thane HR Group through the following website –

 FB – https://www.facebook.com/groups/ThaneHR/

LinkedIn – https://www.linkedin.com/groups/Thane-HR-Group-136361/about

About LNML Maharashtra Institute of Labour Studies

LNML Maharashtra Institute of Labour Studies is an independent department under Maharashtra Labour Ministry. It is one of its kinds in the field of labour studies. It has a glorious past of 67 years and has emerged as a stronger body which has contributed to the economy and industry in many ways.

You can connect to LNML Maharashtra Institute of Labour Studies through the following website –

Website – http://www.mils.co.in/

LinkedIn- http://www.linkedin.com/profile/view?id=285636594&locale=en_US&trk=tyah2&trkInfo=tas%3Amils%20%2Cidx%3A1-1-1

FB – https://www.facebook.com/milsplacementcell

Maharashtra Government Website – http://mahakamgar.gov.in/MahLabour/mils-index.htm

Labour Law Reforms with Prakashji Mehta, Minister of Labour, GOM

It is undoubted that a comprehensive view on labour market reforms is required, one that addresses the needs of both employers and workers. Therefore, on 7th Feb, 2015, Samarth Bharat Vyaspith (SBV) along with Thane Manufacturers Association (TMA), National Institute of Personnel Management (NIPM) and Thane HR Group (THRG) brought together a symposium on “Labour Law Reforms” with an aim to bring to a single platform, the views of the tripartite bodies of Industrial Relation – Government, Union and Management. 

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The uniqueness of this symposium rested in the fact that it provided a holistic understanding on the topics of labour laws reforms, not only through the perspective of Management and Union, but also presented the viewpoint of Government.

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The Chief Guest for this event was Honourable Shri Prakashji Mehta, Minister of Labour, Government of Maharashtra. (See:- http://www.mediapartner.in/nirdhar-parishad/)

The eminent speakers on the Labour Law Reforms were:-

Mr. Sharad Gangal – Executive Vice President HR, Admin, IR, Thermax

Mr. Deepak Gadekar – HR & IR, Voltas

Mr. Arvind Shrouti – Employee Relations Expert

Mr. D. P. Pagar – Ex-Joint Labour Commissioner, Mumbai

The event was facilited by Mr. Alok Sheopurkar, Executive Vice President & Head – HR at HDFC. Mr. Prashant Sawant, Chief – HR at Jupiter Hospital played an important role in organising the entire event.

Background on Labour Reforms 

India needs jobs; 1 million kids will join the labour force every month for the next 20 years. This is why the Government is stressing on the ‘Make in India’ initiative. However, the biggest hurdle to this initiative is the ‘ease of doing business’ in the country.

 

Problems for Labour Law Reforms in India
  1. The 67 Licenses Problem

In his speech, Hon. Minister Prakashji Mehta mentioned that to open a factory in Maharashtra, one has to apply for 67 licenses. Complying with these licenses lead to a stumbling block to the start-ups in the country. Mr. Mehta informed audience that his government is proposing a reform where the licenses, to be complied with, will come down to as low as 25 in number. Moreover, efforts are also being made to provide for all the 25 licenses in a single go.

  1. Reactive Approach to Labour Reform

Mr. Sharad Gangal threw light on how Indian labour law reformations are unstructured in India. They have a legacy of following a reactive approach. There were times when exit policy was much talked about. Eventually, when the organizations started facing the problems of talent drain, the exit policies no longer remained a problem. The hot topic for the country today is the problem of Contract Labour. Mr. Gangal mentioned, “There exists a problem, and we simply react to it. There is a need for comprehensive reforms.” Therefore, it becomes important to set a direction for the reforms. We should not make the reforms a reaction to the labour law issues. Instead, the reforms should be proactive towards what the country wants to achieve. The key lies in acting for the long term sustainable solution.

  1. Wage Arbitrage or Job Arbitrage?

It is a wide known fact – ‘Compensation ∝ Risk’. However, in the case of contract workers, the realities are completely the different. Contract labour are not only paid the lowest but also without any social security. Another widely observed fact, Mr. Gangal, says is that, “We all know that permanent workers act as supervisors to the contract labourers and most of the work is performed by the contract labour workers.” Contract workers are not only underpaid for the hard work but they also have risk of losing the job. Interestingly, it is not Job security that employees look for. It is the wage security. Mr. Gangal suggested that Contract workers should be paid higher than their permanent counterparts. If the contract workers are paid more wages, the employers hire less Contract labours. This will play an important role in diffusing the current problem of increasing Contract Labourers in India.

  1. Social Cost for Short Term Saving

In a research made by Mr. Arvind Shrouti, sampling 500 companies in Pune, he found out that about 70% of people are either trainees or casual labourers or they work on contracts. The minimum wages for this class earns about Rs. 4000/- per month, leading to Rs. 130/- per day. Mr. Shrouti expressed that we are creating a weak society for ourselves because Rs. 130/- cannot provide for basic education.

  1. Link between Contract Labour and Rapes in Pune

Another shocking fact in Mr. Shrouti’s report depicted that because of the poor conditions of the informal sector in Pune, they do not get married. This has resulted in the increase of rapes in the region. Therefore, we see that Labour Law reforms not only have an economic implication, but also a social and psychological impact.

  1. Archaic Laws

With the changing time, there is a need to make the laws relevant to the changing needs of the labour market. Mathadi Act, started by Annasaheb Patil, was a beautiful act which ensured income protection to those who carry loads on their heads. However, today, as new technologies emerge, it becomes difficult to identify works to be listed as manual. In order to get workers from the Mathadi board, industries would have to replace existing staff employed on factory jobs.

Another provision which becomes difficult to implement falls under Factories Act which mandates the appointment of a doctor having a diploma in Occupational Health and Safety (OHS). There are about 200 OHS doctors in the State. Therefore, such conditions becomes difficult to comply with.

  1. Small Factories Act Debate

According to Mr. D. P. Pagar, India must aim for an inclusive growth, which not only takes care of doing ‘ease of business’ for large scale industries but also for the Medium and Small Scale Industries (MSME’s). For this reason, the government of India has proposed a draft which clubs 14 existing Acts applicable to the sector, making labour law compliance easier for owners of small factories in India.

A contrary argument was proposed by Mr. Deepak Gadekar. He stated that small factories act would lead to creation of a new class within the existing class. Unorganised sector is deprived of many benefits. Implementation of the Small Factories Act, would lead a classes, one which provides the bare minimum and the other which is even deprived of the same.

  1. Management’s Attitude

Implementation of the basic labour law provisions still remains a challenge in the country. Management goes for cheap labour and ignores the skills essential for running the business. The short – term gains of reducing the labour cost proves costlier in the long run.

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Suggested Solutions
  1. Have a Vision

Before drafting the “Make in India” policy, we need to first understand how “Made in India” dimension would look like. We need to have a clear vision for the kind of Industrial Society we want be a part of.

  1. Labour Code

There are 44 labour laws under the purview of Central Government and more than 100 under the State Government. This leads to tremendous complexity in implementing them. It is, therefore, suggested to prepare a ‘Labour Code’, which will help to simplify the Labour Laws.

  1. Uniform Definition

Having uniform definition for the Labour Laws related to wages and social security will help reduce the complications of implementation of the different laws.

  1. Organising the Unorganised

Our current labour laws, focus only on the 7-8% of the organised sector. Attempts should be made to provide equal benefits to the 98% of the unorganised sector. It is suggested that we should pay 20% more than the Minimum wages to the Contract workers. This will also help reduce the emerging problems of increasing contract labourers in India.

  1. Social Benefits for All

The basic social benefits like PF, Gratuity, ESI and so on should be provided to all – irrespective of whether one belongs to the formal or informal sector. There should be no compromise on the social benefits to the informal sector.

  1. Management Attitude

Management needs to focus on Labour Rate and not on the Labour Cost. It is the HR’s role to check if their workers are getting a fair living condition, and if they have dignity of labour.

Conclusion 

For a successful ‘Make in India’, there is a need for labour reforms. However, implication of each reform will have a long lasting effects. India needs to have a vision for an industrial society it wants to be, and accordingly ­­make holistic reforms, rather than hastily reacting on the current labour issues faced by the nation.

About Thane HR Group

Thane HR Group was founded in the year 1996 with an objective of getting the HR Professionals staying or working in Thane District on a common HR platform. Over a period of 18 years, Thane HR Group had many HR experience sharing meeting. Thane HR has successfully arranged for more than 150 such programs, absolutely free of cost!

You can connect to Thane HR Group through the following website –

 FB – https://www.facebook.com/groups/ThaneHR/

LinkedIn – https://www.linkedin.com/groups/Thane-HR-Group-136361/about

About National Institute of Personnel Management

National Institute of Personnel Management is the premier all-India Institute of professionals engaged in personnel management, industrial relations, labour welfare and human resources development. NIPM is a professional, non-profit-making society registered under Societies Registration Act, 1960. It has a nation-wide membership of over 8,000 Individual Members and over 250 Institutional members spread over 49 chapters.

You can connect to National Institute of Personnel Management through the following website –

 http://nipm.in/about-nipm

About Samarth Bharat Vyaspeeth

 Samarth Bharat Vyaspeeth is a forum established by and within Shram Seva Nyas, on 3rd September 2005. Assisted by numerous selfless organisations and individual volunteers, it aims to transform India from a developing Country to a Developed Country by 2020 and the First Country among All Countries by 2047.

You can connect to Samarth Bharat Vyaspeeth through the following website – http://samarthbharatvyaspith.com/index.html

About Thane Manufacturer’s Association

In early sixties representatives of a few pioneering industries in Thane started the practice of meeting periodically at an appointed place.  These meetings gradually developed into a Manufacturer’s’ Association Thane.  The need to have a registered body was felt and Thane Manufacturer’s Association (TMA) was incorporated under the Bombay Non-Trading Corporation Act 1959 on 5th April,1963.

You can connect to Thane Manufacturer’s Association through the following website –

 http://www.tma-thane.org/

 About LNML Maharashtra Institute of Labour Studies

LNML Maharashtra Institute of Labour Studies is an independent department under Maharashtra Labour Ministry. It is one of its kinds in the field of labour studies. It has a glorious past of 67 years and has emerged as a stronger body which has contributed to the economy and industry in many ways.

You can connect to LNML Maharashtra Institute of Labour Studies through the following website –

Website – http://www.mils.co.in/

LinkedIn- http://www.linkedin.com/profile/view?id=285636594&locale=en_US&trk=tyah2&trkInfo=tas%3Amils%20%2Cidx%3A1-1-1

FB – https://www.facebook.com/milsplacementcell

Maharashtra Government Website – http://mahakamgar.gov.in/MahLabour/mils-index.htm

The Amazing Amazon with Raj Raghavan @ Thane HR

A company that wants to be the most ‘earth centric’, needs an HR to work ‘Customer Backwards’ than ‘Skills Forward’. HR policies need to be framed by keeping customers in mind. Mr. Raj Raghavan, HR Head at Amazon India, shared more such ‘amazing’ stories on the best practices followed by the e-commerce giant – Amazon India – during the February event of Thane HR Group, a group dedicated to bring together the HR talent pool to a common platform.

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Mr. Raj Raghavan, HR Head, Amazon India at Thane HR Group – February 2015

Below mentioned are the best practices at Amazon India:

  1. A Narrative Company

Amazon is a narrative company. Jeff Bezos, Amazon founder, forbids PowerPoint presentations. Instead, the employees are encouraged to put together a 6 page narrative memo, instead of focusing on the Arial vs. Times Roman font in the presentation.

The typical Amazon meeting begins with the participants reading the 6 page memo completely for the first 20 minutes. Mr. Raghavan believes that facts can be hidden in a PowerPoint presentation, but when one has to write down the ideas in complete sentences, deeper clarity is required.

  1. KISS Principle

The Amazon is amazing because it believes in keeping things stupidly simple!  Amazon’s policy aims to de-clutter HR and remove the inept complexities. “Test what is really needed”, believes Mr. Raghavan. Therefore, he is not a fan of the HR surveys. Not only they are time taking, but they are also ‘Anti – Managerial’.

Instead of surveys, Amazon follows an on-going online Questionnaire consisting simple pop-up questions like ‘Did you feel respected at work today?’ or ‘Are you happy working today?’ Such continuous pop-up data provide a more relevant analytics as compared to the one-time surveys.

  1. The Pizza Team

Large teams leads to large structures. Such large structures are often responsible for status-quo in a company. Amazon believes in having minimal teams to get things done.

  1. Inventing on behalf of Customers

It is in the Amazon’s DNA to start with the customers and work backwards. Jeff Bezos is famous for leaving a chair empty at the conference table and letting the attendees know it’s occupied by the most important person in the room – the customer.

Such a customer – centric business needs its employees to listen to the customer value and seek feedback. They need to invent on behalf of their customers. HR, therefore, play an important role to build a culture where mistakes are allowed and employees are encouraged to invent with liberty.

  1. Amazon’s Learning from India

Amazon’s global leadership development program – Pathways – requires a prior work-ex of 8 years. Mr. Raghavan explained that since Indians believe in finishing the MBA at an early stage of their life, they usually do not possess 7 to 8 years of work experience required for Pathways. However, Mr. Raghavan did not want to disadvantage the country’s talent pool. Therefore, they created BOLD – Building Operations Leadership program – to develop participant’s functional and leadership skills through on-the-job learning.

This BOLD program has been highly acknowledged and it may soon go global.

  1. Can I Solve the Problem?

One doesn’t need to wait for performance indicators to measure efficiency, it is simply a matter of self-introspection. Mr. Raghvan explained that the only way to know if one is efficient enough is by asking oneself –‘Can I solve the problem?’ If I cannot solve the problem, then I cannot do the job well! Self – introspection is the key!

Amazon India's Best HR Practises by Mr. Mr. Raj Raghavan, HR Head @ THRG
Amazon India’s Best HR Practises by Mr. Mr. Raj Raghavan, HR Head @ THRG

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Conclusion

Mr. Raj Raghvan was asked his opinions on the e-giant competitors in the market. To this, he replied, “We, at Amazon, focus only on Customers. If our Customers are loyal to us, then we do not need to fear from the competition.” We learn that, being customer centric and reinventing the policies with customers in mind is the way to do business in today’s VUCA world.  

About Thane HR Group

Thane HR Group was founded in the year 1996 with an objective of getting the HR Professionals staying or working in Thane District on a common HR platform. Over a period of 18 years, Thane HR Group had many HR experience sharing meeting. Thane HR has successfully arranged for more than 150 such programs, absolutely free of cost!

You can connect to Thane HR Group through the following website –

 FB – https://www.facebook.com/groups/ThaneHR/

LinkedIn – https://www.linkedin.com/groups/Thane-HR-Group-136361/about

About LNML Maharashtra Institute of Labour Studies

LNML Maharashtra Institute of Labour Studies is an independent department under Maharashtra Labour Ministry. It is one of its kinds in the field of labour studies. It has a glorious past of 67 years and has emerged as a stronger body which has contributed to the economy and industry in many ways.

You can connect to LNML Maharashtra Institute of Labour Studies through the following website –

Website – http://www.mils.co.in/

LinkedIn- http://www.linkedin.com/profile/view?id=285636594&locale=en_US&trk=tyah2&trkInfo=tas%3Amils%20%2Cidx%3A1-1-1

FB – https://www.facebook.com/milsplacementcell

Maharashtra Government Website – http://mahakamgar.gov.in/MahLabour/mils-index.htm