Thursday, January 15, 2009

RBA (Resource Based Advantage)

Dear Students,

Organizations strive to create Resource Based Advantage (RBA) to sustain its position and excel.
RBA should specifically include the following four things:
  • Value (Cash)
  • Rarity(not easily available to others)
  • Non-Imitable (not easily copy-able)
  • Non-Substitutable ( not easily replaceable)

In view of the above, the key emerging themes in HR today, revolve around certain areas as under:

  • Focus on Productivity-raising the bar substantially
  • Non-linearity
  • Focus on Transformational Capabilities
  • Goals & Process Congruence
  • Building Global Capability
  • Strong Middle Management Capability
  • Strong employee engagement and focus on "A" talent
  • Diversity focus

Each of the above calls for 'out-of-the-box thinking' and working assiduously without any bias on hackneyed and stereotyped practices.

Best wishes,

Prof. D. P. Chattopadhyay
(Globsyn Business School)

Monday, January 12, 2009

Top 25 Careers to Pursue in a Recession

If you want to recession-proof your career, the key is to focus on work that continues even when most people don't have disposable income to spend. So while consumers may not hit the mall as often, you can guarantee that people will continue to get sick, pay taxes and use energy. These are just a few of the careers and industries that can be expected to thrive in a down economy.

Health Care: People will always get sick — sometimes even more so when they don't have the insurance or money to take preventative measures or eat healthy food.

Energy: Although consumers are likely to cut back, they're not going to stop using energy. In fact, this industry may grow, as companies look for more efficient ways to deliver using less energy.

Education: No matter how dire the economy is, there are always jobs for teachers. Kids will still go to school, and many out-of-work adults may decide to continue their education.

Utilities: Just like the energy sector, it's safe to assume that people are not going to stop lighting their homes. So utility administration, maintenance and other related jobs should remain intact.

International Business: Even when the economy is doing poorly in the U.S., other countries may be doing well. So if you are involved in international business, you can expect your career to stay safe.

Public Safety: Police layoffs are very rare, especially at a time where public safety is threatened by desperate criminals. A career in public safety is almost guaranteed to be secure.

Funerals: Just like people won't stop getting sick, they'll continue to die as well, so as morbid as it is, morticians will always have customers.

Accounting: Death and taxes are a sure thing. In a recession, people and companies are likely to get desperate for more deductions and a hard look at their books.

Federal Government: Most federal-government jobs end only when workers retire.
Additionally, government services tend to step up in times of recession, so your chances of getting and keeping a government job are good.

Pharmaceuticals: As long as doctors prescribe them, people are still going to take drugs. So whether you're behind the pharmacy counter or in the lab, you can rest easy.

Sales: As a general rule, anyone who is a source of income for a company will be safe, so salespeople — especially in recession-proof industries — have little to worry about.

Military: The military is always hiring, especially during wartime. Also, consider that most of your living expenses are covered, so cost-of-living expenses are not really a concern.

Gambling: When times get tough, people seek an outlet. One of those outlets is gambling, especially because it offers a chance to turn financial troubles around.

Alcohol: Alcohol is another outlet for troubled times, so distributors and manufacturers in this industry will continue to thrive.

Politics: Even in a recession, public officials are still around earning tidy sums, which are often tied to the cost of living.

Skilled Services: Hair will always grow, and drains will always clog, so you can expect steady work in skilled services like plumbing and hairstyling.

Debt Management: Recessions mean crunch time for debtors, and they're sure to need some guidance.

Consulting: Recessions are crunch times for companies as well, and they're likely to bring in consultants for advice on efficiency and squeezing the most out of their resources.

Bankruptcy Law: It's sad, but true: As companies and individuals go bankrupt, they'll need a lawyer to help them work through it all.

Government Contracting: Despite money troubles, roads must be maintained and schools must be built. Contract your work out for government functions for job security.

Food: People need food to survive, and it's not likely that anyone is going to just stop eating — no matter how bad the economy gets.

Beauty, Health and Erotic Services: Regardless of a recession, people who enjoy being pampered will seldom give up the simple pleasures in life.

Debt Collection: As budgets get squeezed, people will fall behind on payments, and companies will look to debt collectors to recoup their costs.

Ultraluxury Items: If you're in a business that caters to the ultrarich, you can expect to be safe, as this type of consumer is likely to have measures in place to weather the recession.

Multifaceted Careers: If you don't put all of your eggs in one basket, you should be able to ride out a recession by relying on secondary income. So if you juggle a career that involves a regular job, plus other sources like online income, freelancing and investing, numerous failures have to happen before you're really in trouble.

Although today's job market may be bleak, there are some bright spots if you know where to look. While recessions hit some sectors hard, others go on like clockwork — or even experience growth. So whether you're hunting for a job or still feeling ostensibly secure, now is a good time to evaluate your options and consider one of the aforementioned recession-proof careers.

Contributed By:
Sunil Sony
Manager-Corporate Finance
Microsec Capital Limited

Monday, January 5, 2009

Salary grows at snail’s pace for execs

Genext is suddenly learning to live within its means. As companies start trimming salaries with a chop-chop hurry, executives scramble to stay two steps ahead of bankruptcy.

Take Ritesh Kapoor (not his real name), a finance executive with a leading bank, who has just entered the school of hard knocks. With an annual salary of Rs 20 lakh and the promise of a hefty raise every year, he didn’t think twice before taking loans for a flat and a car. Then his world fell apart. Struggling with the credit crisis, his company decided on a salary cut. Repaying the loans is today Mr Kapoor’s biggest worry.

Mr Kapoor is just one of the hundreds of executives burning in the simmering economic crisis. “Employees in real estate, financial services, IT and related services (ITeS) should prepare themselves for salary cuts of up to 15%. The first quarter of 2009 will see major cut in compensation levels and lower pay hikes,” said Kris Lakshmikanth, chief executive of recruiting firm Headhunters India. The salary growth looks worse on a global scale. The latest International Labour Organisation report forecasts that wages will grow at best 1.1% in 2009 — down from 1.7% clocked in 2008. More...

Contributed By:
Indrani Kar
(Knowledge Cell - Globsyn Business School)

Thursday, January 1, 2009

The generations at the workplace

Dear Students,

Demographic change is an important area to address in today's organizations.

The generations at the workplace can be broadly segregated as under:

Generation Bharat (Born 1960-1975): Characterized by collectivism, conformity, stronger family values, not to question authority, belief that higher education is the only way to success, lack of optimism, deep-seated economic insecurity, cynicism, lack of empowerment.

Generation India (Born 1975-1990): Characterized by high confidence to process information very fast, urge to develop a career fast, tendency to be given high responsibility, individualism, impatience, boldness, tendency to overestimate themselves (arrogance of ignorance), tendency to expect employer to adapt to them, roaming in cynicism-optimum paradigm, living in duality.

Generation Globalised India (Born>1990): Characterized by awareness of the world environment-consciousness, high technology – literacy, multi-tasking ability, urge to grow up fast, disrespect for elders authority, lack of proper models and reference, high self-confidence, optimist by nature and sees plurality as a way of life.

Needless to mention, the workplace will also contain ' Pre-Generation Bharat' people (born <1960).

The success of HR therefore, lies in navigating through the above sets of people effectively, integrating their "human variables" (culture, values, etc.) with "organization variables"(goals, policy, etc.) smoothly.

Best wishes & season's greetings for a happy & prosperous new year!

Prof. D. P. Chattopadhyay
(Globsyn Business School)

Monday, December 29, 2008

The C-LEAD Model of Leadership for Business

Dear Students,

Have you heard of the C-LEAD Model of leadership ?

Here it is:

C stands for Collaboration: Ability to work across boundaries, businesses, locations, engaging others, earning trust

L stands for Learn: Internally-driven & ability to see the context in which things change, develop self & others

E stands for Execute: Getting things done, demystify passion, empowering teams

A stands for Accelerate: Keeping pace, staging strategy

D stands for Disrupt: Evolving new business models by discarding old ones if these have become outdated

The above will help create a high-performing culture in an organisation.

Best wishes,

Prof.D.P.Chattopadhyay
(Globsyn Business School)

Friday, December 26, 2008

Talent Engagement & Development (TED)

Dear Students,

The acronym: TED, which stands for Talent Engagement & Development in an organisation, rests on the following 4 pillars:
  • Building Commitment.
  • Building Culture.
  • Building Competence.
  • Building Systems.
  • What does each of these entail ?

Given below are the ingredients:

Building Commitment:

  • Sense of purpose.
  • Competitive pay & benefits.
  • Rewards & recognition.
  • Challenging assignments.

Building Culture:

  • Shared values.
  • Performance Focus.
  • Communication.
  • Participative style.
  • Fun & Celebrations.

Building Competence:

  • Human Resource Planning.
  • Talent Induction.
  • Talent Building.
  • Leadership Development.

Building Systems:

  • Performance Management System.
  • IT Enabled System.
  • Organisation Introspection & Renewal.
  • Quality Systems

Foregoing will help HR in truly shaping the future of an organisation.

Best wishes,

Prof. D. P. Chattopadhyay
(Globsyn Business School)

Monday, December 22, 2008

Non-Financial Rewards

Dear Students,

Non-Financial Rewards are excellent supplements to Financial Rewards. Such practices of institutionalising non-financial rewards provide 'psychological income' to employees and the improve their quality of work place life.

Given below are a few non-financial rewards:
  • Appreciation Letter.
  • Star of the month.
  • Employee of the Year.
  • Excel Awards.
  • Celebrating achievement of milestones.
  • National Level Awards.
  • Long Service Awards.
  • Cultural evening.
  • News Letter/House Journal.
  • Informal get-together, picnics.
  • Continuous training & development opportunities throughout career.
  • Sports Competition.
  • Clubs.
  • Medha Pratiyogita (Quiz).
  • Involving families ("Connect" family).
  • Respect & Fair Treatment.
  • Good working environment.
  • High Impact Touch Points (Birthdays).
  • Straight Talk.
  • "Buddy Program".
  • 1-on-1 Supervision.
  • "Theatre" (for bringing out latent talents of employees through "fun-and-learning" on a particular theme).
  • Shadow Boards (young people mix-up with senior managers in formal meetings).

Remember, an organisation should be driven more on "Value of purpose" than on "Value of performance". More so, HR is the "conscience-keeper' of business. So, the onus of creating a 'value of purpose-based organisation' rests on HR.

Best wishes,

Prof. D. P. Chattopadhyay
(Globsyn Business School)