Tag Archive | human resource

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

Advertisements

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.”

Image result for dan pink quotes

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.

Related image

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)

***

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.

growth

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!

~

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

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.

raj raghavan
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

 raj raghavan 2

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

Capability Development: The ITC Way – Thane HR Group Meeting

Organizations recognize that victory is contingent on how capable their people are. They realize that poached employees are not necessarily equipped with the desired skills. The key lies in developing staff to meet the requirements of the organization. Dr R Sridhar, Executive Vice President, ITC Ltd, addressed this theme of developing critical capabilities at the October event organised by Thane HR, a group dedicated to bring together the HR talent pool to a common platform.

“While planning for new ventures, the companies plan for market potentials, technologies, products & services. I am yet to find a company that devices ‘capabilities’ well in advance”, says Dr Sridhar.  

Dr R Sridhar, Executive VP  , ITC on Capability Development at Thane HR

Dr R Sridhar, Executive VP , ITC on Capability Development at Thane HR

Below are the significant take-away from the Event:

 Have a Portfolio of Capabilities

The audience agreed that a sustainable future is only possible if organizations can sense, adapt, and respond to change. Dr Sridhar, therefore, advised on applying a portfolio of capabilities. This helps to ensure that the capabilities are in place, not only to run the business today but also to meet the demands of tomorrow. 

 

Portfolio of Capabilities by Dr R Sridhar

 

Acting on the Values

Value statement are not flamboyant promotional statements. Organizations, today, lack the mechanisms to translate values to actions. Dr Sridhar advises –

1. Values cannot be “set”:

Organizational values needs to be discovered. They must be found in the people working for the organization and their family background. The value finding process move upwards, starting from the individual level to the organizational level.

2. Leader’s need to subscribe the values:

Leaders are the role models. When they are consistent and follow the values, the values get translated to the bottom level. However, when leader’s selectively implement the values, those values do not reflect at the bottom level. 

ITC’s Remarkable Pune Laboratory

 

  • Problems at the former Bombay Plant:

When ITC’s Bombay plant was decided to be shifted to Pune, it became crucial to bring solutions to the two prevailing problems. Those problems were:-

  1. It was a ‘Control Based Factory’, following the Theory X principles.

  2. There was a lot of Status Quo due to the hierarchical organization structure.

  • 3 Solutions at the novel Pune Plant:

Three significant experiments carried out by ITC at its new Pune Plant were:-

 

  1. Adopt a Lean Organizational Structure

Central challenge was to transform the ‘Control Based Factory’ into a ‘Commitment Based Factory’. This was done through breaking the status quo arising from the layers of hierarchies. At the new Pune Plant, a simple division was made between the designations and workers are categories either as ‘Technical Associates’ or ‘Production Associates’.

  1. Co-managing the Responsibility

“All IR problems begin at the Canteen. Similar was the case at the Bombay plant as well.”, laughed Dr Sridhar. Employees were made a part of the various committees. This was done to create an ownership culture amongst the employees.

  1. Converting Problems into a Learning Laboratory

Dr Sridhar firmly advocated the need for experimentation and continuous learning. He suggests that, “to be able to manage the learning at a factory, you have to be a learner yourself. Learning and experimentation have to become a way of life!” Therefore, it was decided that the Pune Factory of ITC will become a Laboratory for the various management initiatives.

ITC’s Remarkable Pune Laboratory

Changes made at the New Pune Plant of ITC to solve the problems that the former Bombay Plant faced.

Conclusion

To sustain competitive advantage for large organizations like ITC, it becomes crucial to reinvent its processes. This can happen through Learning and Experimentation, which Dr Sridhar suggests, should become a way of life. An example of success is the ITC’s Pune Plant experiment.

 Experimentation - Dr Sridar

 

 

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

An Evening to Remember ~ Brochure Release @ MILS for Batch 2013-15

At every corner around the room, the conversations were taking place that proved how energetic and enthused guests were about the event—what was not to be excited about? It was, after all, the time to meet buddies and relive the good old days. The Brochure Release Event of Batch 2013-15 gathered huge appreciation from many industry professionals who attended the event on 27th September, 2014. The event was held by Maharashtra Institute of Labour Studies (MILS), a name that is close to thousands of hearts in the HR Industry.
On this occasion, the Guests of Honor were Mr. Prashant Likhite (General Manager HR-Tata Consulting Services), Mr. Sanjeev Parkar (Director Human Capital- PricewaterhouseCoopers) and Mr. Machindra Kapare (Head Business-Human Capital at Fullerton India). The guests shared their valuable lessons in leadership that they learned after passing out from MILS:-


10320504_804332186256729_1529032723074023912_n

MILS felicitating Mr. Prashant Likhite, General Manager HR – TCS

 
Expand Horizons
When his boss threw a challenging task at Mr. Prashant Likhite, little did he realize that the challenge would eventually act as a stepping stone to far greater success in his career. Today, when Mr. Likhite looks behind, he sees that the challenges thrown at him, has opened to new ideas, broaden his insight and expanded his horizons. He advises the young batch to learn new skills and develop the ability to challenge oneself for the better, because it is the only way to move forward.
Live the Passion
“Don’t worry about what the world needs. Ask what makes you come alive and do that, because what the world needs is people who have come alive.” ~Howard Thurman
Living passion helps create ones own road to happiness. Mr. Likhite’s passion for singing helped him navigate life’s bumpy roads and dead ends in a smooth way. Passions in life allows oneself to find one’s true calling, and take positive actions to change the life for the better.
10635843_804332056256742_1136076146676474804_n

MILS felicitating Mr. Sanjeev Parkar, Director Human Capital- PWC

Humility & Modesty - 2 Elements of Being Grounded
There is one particular lesson that MILS teaches it’s students – the value of being grounded. Mr. Sanjeev Parker, proudly declared that his two biggest lessons from MILS were “Humility” and “Modesty”. He indicated that a successful leader knows what his/her core values are and lives by them.
Mr. Parker, also, believes that HR today, should be aware of the ground realities. When a leader acknowledges and respects the time of his subordinates, he sends the message that people are valuable. Employees who feel valued, act valued. If one wants to invest in people, one should invest in how they are made to feel. Feeling appreciated, valued, acknowledged and respected means more to most people than their paycheck.
Boardroom Requires Future
While our actions are guided by the past, the decisions in the boardroom are taken on foresight. Mr. Parker strongly believes that CEOs are focused on the long term and, therefore, it is important to balance results needed today with the investment required for the future. He suggests in thinking like a CEO where value lies in anticipating change before it happens – rather than mindlessly reacting to whatever comes next.
10703684_804332229590058_1965688970197429813_n

MILS felicitating Mr. Machindra Kapare, Head Business-Human Capital at Fullerton India

Business Acumen
“HR professionals are no longer the support staff in an organization who process transactions related to workers”, believes Mr. Machindra Kapare. HR leader is no longer a people’s person with soft skills. He needs business acumen. Every plan and process has to be aligned with the core business strategy. The focus has shifted from what HR does to what they deliver. Mr. Kapare encouraged to step outside of traditional roles and proactively seek out opportunities to learn the business we support.
Self is the Cause and Self is the Effect
Mr. Kapare emphasized on the fact that life is a matter of choices. On a daily basis, the actions we take, the people we spend time with, and the principles we choose to defend, define us. Therefore, he ended his speech quoting, “Self is the cause and self is the effect”. (See Also – https://heetpandya.wordpress.com/2014/08/15/tete-a-tete-with-machindra-kapre-gm-fullerton-india/)

10268451_804332136256734_3919454681745729574_n

Brochure Release Event at Maharashtra Institute of Labour Studies, Batch 2013-15

Conclusion
It was a remarkable evening which has set new standards for the coming MILS batches. A well-appreciated event, Kudos to our beloved Placement Coordinator – Mr. Yogesh Dhotre and the entire team!!

10394011_804077892948825_3897495760877638580_n

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 64 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

Thane HR Soirée with Dr. Santrupt Misra, Carbon Black Business CEO & Group HR Director Aditya Birla

Dr. Santrupt Misra
Dr. Santrupt Misra (Carbon Black Business CEO & Group HR Director Aditya Birla Group) on Leadership and Life at Thane HR

 

अयं निजः परोवेति गणना लघुचेतसां

उदार चरितानां तु वसुधैव कुटुम्बकम ॥

 

A firm believer in the power of literature, Dr. Santrupt Misra, Carbon Black Business CEO & Group HR Director Aditya Birla Group, recited the above Sanskrit Shloka to inculcate an understanding that the whole world is one family (Vasudhaiva Kutumbakam). The event was organized by Thane HR, a group dedicated to bring together the HR talent pool to a common platform. Dr. Misra believes that we all live together on the foundations of mutual love and trust, and therefore, he unfolded his ladder to success, as he revealed the various crossroads of his life.

 

Buddha once said that, “What we believe is what we become”.  The blog is an account of the core beliefs that have shaped Dr. Misra, a small town boy without much access (as he called himself) into a triumphant leader. 

 

  • Distinction between 'Something' and 'Someone'

In a role model, focus should be on the behavior that we wish to emulate, and not on the person as a whole. If we try to replicate someone blindly, we won’t reach anywhere. Dr. Misra holds that we should aim to become ‘something’ in life and not ‘someone’.

 

  • Going Beyond the Call of Duty

Once, Dr. Misra’s Math teacher travelled all the way at 4.30 am in the morning just to send his best wishes before the Math exam. This made Dr. Misra learn, early in his life, the importance of nurturing a human bond and going beyond the basic requirements of the job. He advised the audience to strive to be that person who goes above and beyond what’s necessarily expected and we will see more of life’s rewards making way into our life.

 

  • Courage to Challenge what one feels is not right

HR does not assume a mere bystander’s role in maintaining the ethical tone of the workplace. Dr. Misra believes it is important to lead by example in the organization and to create a culture of mutual respect and dignity. Therefore, it is the HR’s moral obligation to challenge a particular decision of the management which may harm the employee’s interest.

 

  • Success is in Touching People's Life!

Thomas Gray

(Meaning: No matter how much you have acquired and how so ever you show it off, it is soon going to go away)

Dr. Misra narrated the above stanza in Thomas Gray’s elegy, emphasizing his perception about success. “Life is not about how much you have achieved”, he says, “Success lies in how many lives you have touched.” Success is a relative term. While it is important to have our goals high, it is also necessary to check ourselves, as to how much we have outreached and made a positive difference in the other’s lives. 

 

  • Power of Coincidence

Deepak Chopra says that, “Coincidences are not accidents but signals from the universe which can guide us toward our true destiny.” It is the people, places, and events of our lives are showing us what we need to know or where we are ready to go. Many a times,       unexpected things happen. It is vital for us to embrace life and go with the flow of life. 

 

We, students of MILS, had only heard about the popularity index of Dr. Santrupt Misra. But, after his soul-stirring speech, it was natural to become a part of his fan list. Once again a stupendous event arranged by Thane HR Group.   We appreciate and are grateful to the efforts of the group for making it possible for students to join the platform.

 

 

—-

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 mainly hosted by companies. 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 64 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://www.mahashramm.gov.in/mils/index_mils.html