Tuesday, March 30, 2010

CII National Conclave

March 05, 2010. Confederation of Indian Industry (CII) organized its national conclave on “IT for inclusive growth, at Hotel ITC Sonar, Kolkata. The event started with the inaugural session, outlining the importance of inclusive growth in a diverse economy like India; in this important era of globalization coupled with major technological changes. Mr. Tamal Dasgupta, Chairman Eastern Region, CII ICTE sub committee and Managing Director, WEBEL, mentioned the initiatives of CII member organizations in promoting inclusive growth as a point of focus among corporate India. Dr. Ganesh Natarajan, Chairman, CII National Committee on IT/ ITeS /E-commerce, and Vice Chairman & CEO, Zensar delivered the theme address of the conclave citing examples of how smart ICT interventions have led to social inclusion and how West Bengal has led the way for the rest of the nation. Dr. Debesh Das, Minister of IT, West Bengal, Mr. Siddharth, Principal Secretary-IT, West Bengal and Mr. Ashis Sanyal, Sr. Director-IT, Ministry of Communications and IT, Government of India; reiterated the various flagship programmes of the governments at the center and states, in promoting inclusive growth, including NREGA, NRHM, SSA and the role of IT in the same.

The following sessions were lively with presentations from senior corporates of KPIT Cummins, Cognizant, Beyondcore, Mckinsey, Zensar, Cisco, Canon, HP, Intel, Educomp, Deloitte, HSBC, Metalogic, Wipro, etc. the audience were appraised of the newer innovations in IT and its benefit to the masses. Mr. Arijit Sengupta, CEO, Beyondcore and Indian Ambassador to IAOP (International Association of Outsourcing Professionals) outlined the important measures taken by IAOP in certifying the aspirant organizations and individuals of outsourcing sector; hence decreasing costs of client organizations, prospective recruiters and also uplifting the employability factor. The themes hovered around India’s opportunities in leveraging its ICT potential, transforming the nation to a knowledge e-economy, etc.

A special session was focused on the improvement of the ICT scenario in the East and North-Eastern states of India. The sessions witnessed engrossing discussions, supported by thought provoking data, and the participative audience asked critical questions; thus leading to serious debates on certain issues; like “if government would incentivize entrepreneurship in underdeveloped areas for the cause of inclusive growth?”, etc. The need of using ICT for agriculture, education and healthcare were discussed in detail. The conclave ended with a lot of learning for the participants and in the concluding remarks, the chairman vowed to organize many similar events in future.

Prof. Debajyoti Majumder
(Globsyn Business School)

Thursday, March 18, 2010

Employee Engagement

Employee engagement is a concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization’s interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. Engaged employees care about the future of the company and are willing to invest the discretionary effort. Engaged employees feel a strong emotional bond to the organization that employs them.

An organization’s productivity is measured not in terms of employee satisfaction but by employee engagement. Employees are said to be engaged when they show a positive attitude toward the organization and express a commitment to remain with the organization.
Organizations that believe in increasing employee engagement levels focus on:

  1. Culture: It consists of a foundation of leadership, vision, values, effective communication, a strategic plan, and HR policies that are focused on the employee.
  2. Continuous Reinforcement of People-Focused Policies: Continuous reinforcement exists when senior management provides staff with budgets and resources to accomplish their work, and empowers them.
  3. Meaningful Metrics: They measure the factors that are essential to the organization’s performance. Because so much of the organization’s performance is dependent on people, such metrics will naturally drive the people-focus of the organization and lead to beneficial change.
  4. Organizational Performance: It ultimately leads to high levels of trust, pride, satisfaction, success, and believe it or not, fun.

Contributed By:
Prof. D. P. Chattopadhyay
(Globsyn Business School)

Monday, March 8, 2010

Tips for motivating employees

  • Give recognition to your employees
  • Treat them with mutual charm, dignity and respect
  • Be dispassionate and objective in your actions
  • Do not unduly enlarge one employee at the detriment of the other
  • Take care of employees' career path
  • Applause for major accomplishments
  • Inculcate teamspirit
  • Implement contests that earn your employees time off
  • Observe pizza/popcorn/cookie/rose days
  • Spend time evenly with each team member
  • Give on-the-spot praise
  • Never howl, scream or denigrate any team member in public view

Contibuted By:
Prof. DP Chattopadhyay
(Globsyn Business School)