Category Archives: Speakers

Tune in for the words of wisdom from God’s own kampus.

Session on Data Science by IIM Kozhikode alumnus Anand N S

IMG_0339A session by Mr. Anand N S (PGP-02), leader of the Data Science team for Verizon Enterprise Solutions was organized by the Alumni Committee, IIM Kozhikode on the 26th of August, 2013. Apart from being the most admired Telecommunications Company of the world, Verizon is the leader in IT solutions and Information & Entertainment Services, and has a presence in 150 countries.

With an experience of over thirteen years in the industry, Mr. Anand talked about how being a Data Scientist has become one of the emerging career paths. He explained how there is a deluge of data today, and from there how the need for Data Scientists arises. The essence of leadership, he said, is ‘decision making’, which in today’s age has become increasingly difficult with the enormous amount of data and information available.

Thus, to understand and analyze the data has become an art that Companies require individuals to master. He quoted independent researched at McKinsey and HBS that advocate the use of Data Science, and encouraged his audience to explore the field and find out how they could attain success on this career path. The session ended with a round of questions by the students.

IIM Kozhikode alumnus Gaurav Sharma visits his alma mater

Continuing with the alumni interaction series, Alumni Committee, IIM Kozhikode organized a talk by its notable alumnus, Gaurav Sharma. Gaurav, a graduate from IIT Bombay before joining IIMK (PGP09), was awarded the institute Gold Medal for all-round performance. He is currently working with HP as Strategy and Planning Manager and has worked with Accenture Management Consulting. He was the founding member of IBOK – an in-house finance certification. He was involved in the making and marketing of a National Award winning documentary film on Indian composer RD Burman called “Pancham Unmixed” (2009). He also co-authored a coffee-table book on RD Burman and his influence on the Indian culture.

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In his brief stay at IIM Kozhikode, Gaurav interacted with the students and offered valuable insights to make most out of their time at the institute. He delivered a talk on career planning and placements and provided a holistic view of the industry. The talk was very useful for the first year students preparing for their summer placements. Students were given a five step success plan: decipher the area of interest, build relevant skills, practice well, talk to friends and alumni and to prepare for the interviews in groups.

Gaurav stressed the need for students to understand the importance of positive first impression wherein appearance does matter. In order to succeed, one must display the skills and exhibit passion for the role offered. He discussed a frame-work START which stood for Situation, Task, Action, Result and Take-away. This according to him could be applied in most of the cases and provides a reliable insight. He urged the students to always be prepared with their elevator pitch.

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He advised the freshmen to pick up a business and apply all the concepts they learn on their choice. This would provide them a greater understanding of the concepts and how they fare in the real-world scenario. An interesting discussion followed on “Black Swan” events wherein Gaurav discussed several examples. A case on HP followed soon after which proved to be a great learning experience for the students. Gaurav also interacted  with second year students in smaller groups on varying topics and offered his valuable assistance. The alumni committee expressed gratitude to Gaurav for coming down to campus and sharing his experience with the students.

IIM Kozhikode alumnus Ronald Philip visits his alma mater

Ronald sharing tips on how to crack a consulting interview with the students

 

Last week Alumni Committee, Indian Institute of Management Kozhikode organized a series of sessions with its distinguished alumnus, Ronald Philip. Ronald is currently working as a management consultant with McKinsey & Company’s Dubai office. Ronald has prior experience with the World Economic Forum in New York, PwC, GE Capital and the World Bank in India. Ronald also holds a MPP from Harvard University, an MBA from IIM Kozhikode.

In his brief stay here at IIM Kozhikode, he delivered sessions and workshops covering a gamut of topics from consulting, women in business to how one can make most of his/her time at IIM. In association with Konsult, Consulting club of IIM Kozhikode, he conducted a workshop on ‘Introduction to management consulting and how to land up in a management consulting job’. The workshop saw a great response from students and the conference hall was filled beyond capacity. The agenda of the workshop was to provide insights in the consulting world and what are the skills required to be a good consultant and grow up the ladder.

Thereafter, he conducted a very candid session with students of first year of PGP course sharing his experience at IIM Kozhikode and also sharing tips on how to make the most of their time while at campus. He also had a brief session with the female students who were interested in starting a ‘Women in Business’ club at IIMK.

One of the most important sessions was the one conducted with all the Interest Groups and Students’ Committee members. The objective was to analyze the current standing of IIMK as a management institute and what all activities should be conducted which can improve it further. He showed the results of the in-campus survey that was conducted regarding the perception of students here in IIMK about the various facets of a B-school life. He then divided the committee and IG members into four groups and made them brainstorm over ideas which can help improve different areas including academics, networking, extracurricular activities and placements. Each group presented their ideas which were then critiqued by the rest of groups. It was an informative and interactive session with the output being a whole set of new ideas that committees and IGs should work upon so as to improve the functioning of various processes on campus.

Ronald also interacted with Director and other faculty members and had a discussion on how alumni involvement can be increased and can develop a symbiotic relationship between campus and alumni. Alumni Committee expressed gratitude to Ronald Philip for taking out time out of his busy schedule and conducting these highly informative sessions.

Leadership Series: Dr. Subramanian Swamy visits IIM Kozhikode

The students of Indian Institute of Management Kozhikode got a chance to interact with the President of Janata Party, Dr. Subramanian Swamy on 20thJuly. Dr. Swamy visited the institute to deliver a key-note address on “Growth versus Development” as part of the leadership series organized by the Industry Interaction Cell of IIM Kozhikode1071233_10151727112122863_12771636_o


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Dr. Swamy stressed the need for women to take active role in the development of the country. He drew an analogy from the Indian mythology where the Hindu deity Brahma had allotted all important portfolios to women. The topic of growth brought back the debate on India and China. Dr. Swamy firmly stated that India was a developed land 1000 years ago, so its only a matter of time when we become a developed nation again. India reigns supreme in terms of intellect and the young population. Indians absorb knowledge fairly quickly but the only issue is lack of risk-taking ability.

Dr. Swamy believes that coming 10-15 years is the time for India to grow at a rapid pace and stand in the league of developed nations. Growth alone would not suffice; it should be coupled with improvement in quality of life, infrastructure and productivity. Only then can one confidently state that India is a developed country. In the present scenario, progress of India and China has been based primarily on Innovation. The onus is on India to channel its immense human capital to transform the world.

India followed the Soviet model from 1950 to 1990. Dr. Swamy was critical of the policies framed by the then Prime Minister Jawaharlal Nehru. A strong supporter of Gandhian views, he said that globalizing agriculture would expose the immense potential of India to the world. With its lowest cost of production in agriculture sector, India can truly become a world leader. Along with agriculture, Dr. Swamy laid strong emphasis on infrastructure.

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He lauded the way statistics are collected in India and criticized the manner in which China inflates its growth rate by estimating GDP on current prices instead of constant prices. He gave a simple formula to estimate the actual growth rate of China, simply subtract 2 from the data released by China. On a lighter note, he quoted an ancient Chinese belief that states – “Do not fear the gods, do not fear the devils, but do fear the foreigner who speaks Chinese.” Even China followed the Soviet model of growth from 1950-1980 but they were quick to realize the drawbacks and changed their strategy.

The issue of corruption pops up in every discussion on growth and development. The rampant corruption has pulled India back from the path of success.  Dr. Swamy criticized the government on allocation of 2G spectrum, coal blocks, black money etc. and illustrated the mis-deeds rampant in these cases. He said that corruption has to cease for India to become a developed nation. Growth should be in such a manner where people do not face the burden. There was severe criticism of the investment priorities where 70% of the investments support the luxury products. The Indian economy is getting de-stabilized due to the artificial shortages being created by the foreign companies which are not regulated. Dr. Swamy expressed his concerns over the use of ‘participatory notes’ in the stock exchange which he feels is the most dangerous derivative ever invented. He also questioned the capital gains tax waiver for investments via Mauritius in the form of participatory notes.

Dr. Swamy believes India should not open its doors for everyone who comes. He has been opposed to few of the key recent deals such as Wal-Mart’s entry, Jet-Etihad deal, entry of Air-Asia, etc. He believes that these deals do not provide a level playing field for the Indian companies. He was extremely critical of the United States for pushing its cheap capital in India and refusing to allow Indian companies to employ cheap labor from India.

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Dr. Swamy provided a 3-step solution to eliminate corruption in India. In the short run, eliminate the discretionary powers on the lines of the case of railway reservation where online booking completely removed the corruption. The medium term should be to catch the big fish and send them to jail which will create an electrifying effect in the entire country. In the long run, Indians should focus on spiritual prosperity instead of the material gains. Indian society has never been graded on money. Dr. Swamy also talked about the inclusive model of development and the failure of MNREGA. On a question about FDI in defense sector, he was in favor of contracts for component manufacturing, but was totally against the foreign companies collaborating in India to manufacture the entire product. He believed it as a threat to the national security.

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Dr. Swamy emphasized that the need of the hour in India is to align the material and spiritual value and a mental revolution in India. People should choose to not only be prosperous but also happy. Indians are special because they can do what others cannot. If they realize their true potential, nothing can stop India from becoming a developed nation again.

The elitest of the elites open their secrets @ HR Summit Day 2013

The day 3 of the summit saw the final chapter of the extravaganza with eminent speakers sharing their insights on the topics of employee voice, hi-tech HR, happiness in a workplace and personal life and so on.

Professor Vishal Gupta

The elitest of the elites open their secrets @ HR Summit Day 2013

Professor Vishal Gupta is working as an Assistant Professor in the Human Resource Management Group at the Indian Institute of Management (IIM), Calcutta, India. He is a Fellow of IIM Lucknow and a graduate in Electrical and Electronics Engineering from BITS, Pilani. His areas of research are High Performance Organization Design and HR Practices, Employee Creativity, Organizational Justice and Leadership Development. His research has been published in top rated journal of national and international repute. In a 2012-13 survey of young HR professionals in Industry and Academia by People Matters ), Prof. Gupta has been chosen by People Matter as one of the 25 young HR leaders of India.  Before joining the Fellow Program in Management at IIM Lucknow, Prof. Gupta worked for 3 years with ST Microlectronics Pvt Ltd., Greater Noida where he was involved in the design of high-performance ASICs.

During the session Professor Gupta mainly touched upon the topic of the appropriateness of the HR policy in terms of Industrial relations. He spoke briefly on the Maruti’s Manesar plant case. It was hence to provide the methods to design HR policies and the lessons to be learnt from it. This case hence provided a condensed viewpoint towards the importance of employee voice within a company of the stature of Maruti. Giving examples from Hero Motocorp he talked about how the organisation made consistent salary hikes for the workers. He talked about the cultural aspects and the divide that it created in such organisations. The aspect of the huge difference between the salaries of the permanent and temporary workers which ultimately led to unfair labour practices also featured during the session. He stressed upon the point of how in the Indian scenario 94% of the sector is unorganised and how organisations are missing the human touch because of condition of labour rights in Indian industries. To remedy all the shortcomings he tried to put forward a few points which included giving up the colonial mindset, applying laws to the service sector which basically did not involve workers and redefining the HR studies as a collectice and inclusive one. Finally he spoke on the fairness of treatment and ethics in a workplace. He said that the respect of laws and agreements was foremost and a shift from hostility to co-operation was necessary.

Mr Sumendra Chakraborty

The elitest of the elites open their secrets @ HR Summit Day 2013  Mr Sumendra Chakraborty is the Vice President – Human Resource, Renault India, Chennai. He is a graduate in economics and has completed PGDPM & IR from XISS Ranchi in 1989. He joined Renault India in April 2010 and is responsible for Renault India- Synergy with Nissan, Compensation &Benefits and one unanimous policy across Renault – Nissan. Previously, he Head – Human Resources at Huntsman Advanced Materials (India) Pvt Ltd (Formerly Ciba – Giegy), Assistant General Manager – HRD at Tata Finance Limited, Manager – Corporate Human Resources at Knoll Pharmaceuticals Ltd, Executive HRD at Timex Watches Ltd and Personnel Officer at Escorts Limited (Tractor division). He has in depth experience in aligning Human Resources to the Business Goals, Job evaluation and mapping and has expertise in compensation and benefits. He is very skilled in MIS  – HRMS Implementing & Designing. He has excellent coaching skills and is an expert of talent management and change management. He has Managed two large mergers and led HR integration through extensive MOC interventions and is a proactive Business HR partner with 23 years’ experience in strategic HR roles across Manufacturing, Engineering, Banking, Pharmaceuticals, Automobile, IT and ITES organizations. Other fields of interest for Mr Sumendra are reading, race cars, modified cars and blogging. Also, he teaches in IIPM, IIT and Symbiosis Institutes (SIBM and SCHRD)

Mr Chakraborty sternly instigated the topic of happiness in life, its implications and far reaching effects. He said that happy workers are more productive. Also that the emloyeed of an organisation are employees first and workers next. He emphasized the need of work-life integration, how work takes huge toll on the happiness quotient of a person and how one can sort things out in this context. He spoke on the roles of an HR in a company which he defined as not only recruitment but also improvement in the work conditions for an employee and generating a light environment by the use of casual humour. He talked about the meaning of happiness which included giving tiny bits to everyone whenever necessary. He spoke about the importance of being a fun manager, giving acknowledgement and due recognition at right times. He shunned the pkilosophy in someone else’s business and stressed on forgiving things which didn’t matter. He said that grievances led to loss of sleep and far reaching health problems. He also said that a person shall not long for recognition and jealousy is not a good policy. Along with many other tips and tricks given by him for fighting of these habits were meditation, enduring, avaiding procrastination and vauing time. Finally he closed by the faous saying “Don’t worry be happy”.

Mr Rajiv Noronha

The elitest of the elites open their secrets @ HR Summit Day 2013

In a career spanning over 20 years Rajiv has made diverse contributions to the world of HR Practice, the world of Academics and has also leveraged his experience to make a contribution the larger industry Fraternity. His experience primarily cuts across various domains of HR & OD after a few early career stints in the areas of plant operations, quality assurance and environmental control. His specialty has been in the conceptualization, design and deployment of large complex enterprise wide HR systems for global organizations. Currently Rajiv is Associate Vice President & Head – Organizational Effectiveness (BPO Services) with Tata Consultancy Services. He also holds responsibility as Location HR Leader for BPO Services at Bangalore Center of TCS. Rajiv is the Lead for a team of industry HR experts under NASSCOM umbrella who are aiming to drive a nation-wide survey on the employment attractors of the BPO industry as well as seeking to understand attrition drivers in this industry.  Rajiv is a regular speaker at national and international conferences speaking on various HR practices. His paper on Responsible Leadership: The Case of TCS won the outstanding paper award at the symposium on Responsible Leadership held at XLRI Jamshedpur in 2012. Rajiv has been recognized for his contribution to the world of HR by being awarded the “HR Leadership Award” at the 2nd Asia’s Best Employer Brand Awards at Singapore in August 2011. He was also conferred award for HR Leadership at the Global HR Excellence Awards at Mumbai in Feb 2012. At the Asia Pacific HRM Congress in Sept 2012, Rajiv was conferred a citation for being chosen among the “Most Powerful HR Professionals of India” along with 59 other professionals spanning various industries.

Mr Noronha started the session with the importance of HR management in a company. Being from a IT services company he talked about the configuration of knowledge and practices in a work place, the nature of work and employee relationship. He talked about the systems which act within a company and are essential for its sustaining. He informed about the Tata code of conduct which included drivers for the HR policy recreation, the legal regulatory compliance within the company, supporting and improving business performances and the importance and implications of engaging the employees. he mentioned the 4Cs of the HR policy and the evolution in the field over the years. This included the focus of mobility on access. The emergence of globally large companies and the absence of information automation in them also featured in his session. He said that content was key to the implementation in HR. He said that the concept of VUCA(Volatility, uncertainty, complexity and ambiguity) far beyond attainability because of the challenges were huge in terms of growth and scale. He switched his focus to the specific HR responses in TCS where the concepts were beyond numbers. The focus was on the augmenting touch-feel influence and care which were both internal and external factors to TCS. Technology was considered to be an external factor. He also put forward his concern on the shortage of employee graduates. At the end he talked about the driving focus of companies towards health, wellbeing and safety.

HR Summit 2013 comes to a successful end

The three-day HR Summit 2013 successfully concluded at IIM Kozhikode on February 10, 2013. The conference with a theme of “High-tech people, High-touch HR: are we missing the humane touch?” was aimed at providing a common platform to academicians, practitioners and policy makers where they can interact and share their experiences and research findings. Considering the indispensability of the human resource to the growth and survival of any organization the recent trends in human resource management and talent acquisition and HR policy formulation warrant a serious outlook and inclusive approach owing to the diversified employee profiles today. The event saw the participation of saw the participation of   various eminent academicians, practitioners, policy makers and research students from across the length and breadth of the country.

HR Summit 2013 comes to a successful end

The first day of the event included an inauguration ceremony presided over by Mr. Satish Pradhan (Group HR Head, TATA Sons Ltd), Mr. Radhakrishnan Nair (CHRO – Federal Bank), Prof. Debashis Chatterjee (Director, Indian Institute of Management (IIM), Kozhikode) and Prof. Manoranjan Dhal (Co-Convenor, HR Summit 2013). The second session of the opening day was comprised of a Panel Discussion with the panel comprising of Shri KK Nair (National Treasurer for INTUC, New Delhi), Dr. Vishwanath Lele (Professor in OB& HRM at NICMAR, Pune) and Prof. Unnikrishnan K Nair (Professor in OB&HR at IIM Kozhikode).

The second day of the event saw eminent personalities from the field- Shri KK Nair (National Treasurer for INTUC, New Delhi), Mr Thomas Varghese Simon (Vice President HR, Global Talent Engagement, TCS) and Mr Rajesh Nair (Vice President Markets, Ernst & Young Pvt. Ltd). The post- lunch session on the second had Mr. Sandip Dash (AGM, SAIL), Ms. Kalpana Sinha (Co founder and CEO, Cosmode Consultants) and Dr. Prashant Nair (Head HR, Cipla) sharing the stage to discuss the concept of spirituality at workplace and enlightened the audience with their views on the contemporary issues from the field of Human Resource Management.

The final day of the event witnessed Prof. Vishal Gupta (Professor, HR area, IIM Calcutta), Mr. Soum Chakraborty (VP- HR & A, RENAULT India Pvt. Ltd) and Mr. Rajiv Noronha (AVP & Head-Organizational Effectiveness, TCS) coming together to discuss the appropriateness of the extant polices of selection, training, compensation and benefits in the country.
HR Summit 2013 comes to a successful end Paper presentations exploring the theme brought forth a mix of academic treatment and industry practices.  The event culminated with the distribution of the Best Paper awards. The ‘Outstanding Doctoral Student Paper’ was given to Ms. Srabasti Chatterjee for her paper titled-‘Examining the antecedents and consequences of career decisiveness using motivational systems theory – A conceptual model’ and the ‘Outstanding Paper’ award was given to Dr. Vijai Giri & Dr.Pavan Kumar for their paper titled- ‘Assessing the relationship between participation in decision making and organizational citizenship behavior: The mediating role of organizational commitment’.

HR Summit 2013 comes to a successful end

IIM Kozhikode plays host to Dr. P.Sainath

It was a momentous occasion for IIM Kozhikode as Dr. P. Sainath, the rural affairs reporter of The Hindu interacted with students and made efforts to make management students aware of the socio- economic issues facing the country.

Dr.Sainath is regarded as one of the leading voices of rural India, having worked extensively in the areas of poverty elimination and sustainable rural development. He is often referred to as one of the world’s greatest experts on famine and hunger and is known to spend between 9-10 months in remote localities chronicling the travails of India’s poor and highlighting the realities of rural India.

He is a recipient of numerous awards for his unique effort of using journalism for people’s development .Besides the Magsaysay Award in 2007, he is also the recipient of the B.D. Goenka Award for excellence in Journalism Award in  2000, PUCL Human Rights journalism Award and Amnesty international global Award for Human rights journalism in 2000 .

Drawing from his rich experience, he chose to illuminate the eager crowd through a method of discourse by asking students their concerns and answering using his numerous experiences and factual observations. He explained the vast diversity of India by elucidating about the number of spoken languages (400+) across the breadth of the country and emphasized that cultural forces are far too deep rooted and Indian constitution needs to recognize the regional languages in order to limit the detachment that the rural and the urban classes of India have seemed to gather over the centuries.

IIM Kozhikode plays host to Dr. P.Sainath

He cited many examples and recollected with nostalgia his coinage of the phrase ‘Resident Non-Indian’ to denote an Indian who never becomes a national citizen owing to myriad factors. He said that Urban India is blindly aping the west which could be seen in the fact that while poorer neighbourhoods of the developed countries depend on McDonalds, in India it is seen as a status symbol! He moved towards the divide between news and paid news and said it has become more of a Mass Media versus a Mass Reality of late. He spoke at length while answering a question on the national water policy and water sharing issues and lay stress on the fact that a majority of states in India have some of the most major political issues over water and the government of late has tried to ‘Nationalize rivers’ and ‘Privatize water’. He also is flabbergasted to the fact that after 65 years of Independence and centuries of newspaper publishing we still don’t have any full time agricultural correspondent in any fourth estate.

IIM Kozhikode plays host to Dr. P.Sainath

He dwelled further and deduced, over a lot of mythological and cultural instances that water always has strong caste geography when it comes to usage by various strata. He highlighted the detrimental impact of mindless bore wells and lambasted India’s billion bore well drive of the late 80’s. Lastly, on being asked over the real issues facing India; he answered that India needs to respect the artisan, the farmer and a multitude of other craftsmen. In his ambitious venture touted as the rural Wikipedia, ‘People Archives of a rural India’ he explains that more the information about a segregated tribe, a downtrodden society and traditional arts come into the light, the more would be the respect for rural India and hence an end to the rampant predatory commercialization practiced by many corporates.

Contributed by Pragyananda Mishra, PGP 15, Editorial Board

HR Summit 2013 kicks off at IIM Kozhikode

HR Summit 2013 kicks off at IIM Kozhikode

The HR Summit 2013 kicked off at IIM Kozhikode on February 8. The three-day conference with a theme of “High-tech people, High-touch HR: are we missing the humane touch?” is aimed at providing a common platform to academicians, practitioners and policy makers where they can interact and share their experiences and research findings. The inauguration ceremony was presided over by Mr. Satish Pradhan (Group HR Head, TATA Sons Ltd), Mr. Radhakrishnan Nair (CHRO – Federal Bank), Prof. Debashis Chatterjee (Director, Indian Institute of Management (IIM), Kozhikode) and Prof. Manoranjan Dhal (Co-Convenor, HR Summit 2013).

HR Summit 2013 kicks off at IIM Kozhikode

In his keynote address, Mr. Satish Pradhan spoke about the legacy of JRD Tata in the Human Resources practices of Tata Group who relentlessly advocated the idea of leadership with affection. Taking instances of two situations- A sucide of an ITI operator and whether or not his suicide note should be taken on record and the case of the recent unrest at Maruti Plant, Mr. Pradhan further the need for compassionate leadership and rued the erosion of human values across all organizations.

Mr. Radhakrishnan Nair dwelled upon the concept of coaching and spirituality with regard to HR practices and raised a question to the audience- “Are we cleansing ourselves before we clean the world?” He further built upon the point that today’s corporate world is devoid of the words -love and affection with an example from the Tata Steel Plant at Jamshedpur. Mr. Nair also envisaged an ideal organization as a one which has the purity of thoughts, words and deeds as among its primary objectives.

HR Summit 2013 kicks off at IIM Kozhikode

Prof. Debashis Chaterjee started with an acknowledgment of the presence of the eminent guests present at the summit. He started with a quip- “High-touch is more high than high-tech”. Prof. Chaterjee spoke of purpose and productivity as the prime objectives of the HR Community. Speaking of productivity as a value creating proposition and purpose as a heartshare, he substantiated his argument with the example of the Taj Hotel in Mumbai where some employees laid down their lives during the terrorist siege on November 26, 2011.

The second session of the opening day was comprised of a Panel Discussion with the panel comprising of Shri KK Nair (National Treasurer for INTUC, New Delhi), Dr. Vishwanath Lele (Professor in OB& HRM at NICMAR, Pune) and Prof. Unnikrishnan K Nair (Professor in OB&HR at IIM Kozhikode). The discussion centered on various aspects of HR practices in an organization including the issues of neglect of labour in an organization, contract employees versus regular employees, accelerated promotions etc. The panel discussion concluded with a round of question to the panel from the audience.

HR Summit 2013 kicks off at IIM Kozhikode

Learn more about the HR SUMMIT here http://www.iimk.ac.in/hrsummit/

HR Summit day 2, The knights get mightier, their swords tougher…

Day 2 of the HR summit @ IIM Kozhikode held firmly the bandwagon of the gathering and concentrated mainly on the topic of employee voice in an organisation. the speakers spoke well in favor of the rising need of this crucial power of an employee.

Mr K. K. Nair, National Treasurer, INTUC.

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With 4 decades of experience in banking and finance having worked with a premier Public Sector Bank in different capacities including as a DIRECTOR for over 10 years. Actively associated with Trade Union movement during the past 35 years in different sectors and capacities. Presently, he is serving as the National Treasurer for INTUC, New Delhi and as the General Secretary for INTUC Maharashtra State, Mumbai. He is also the General Secretary of the Indian National Bank Officers’ Congress, Mumbai and the All India Bank of Baroda Officers’ Association, Mumbai.

Mr Nair talked about a very basic concept of Human Resource which is of huge importance, Employee voice in the workplace. He spoke in detail about how employee redressal is and should be one of the priorities to a company. How the smooth operation in a workplace is ensured by the two way communication between the seniors and their subordinates was looked upon by him. He gave a simple theory of 1 2 3 which clearly defined what should be the emphasis precedence in a company. He talked about how peer and other pressures lead to supressing of the voice of an employee in a company and how human resource managers should make sure for it not to happen. During his session he took upon the case of Maruti’s recent upheaval at their Manesar plant which led to disastrous consequences. He explained how the incident turned out to be a precise example of the cumulative effect of employees not being heard. He said that every employee has a right to raise his/her voice in their workplace, the only constraint being the pressures which drives them not to. Also he elaborated on how a huge part of the Indian business sector is unorganised and how it resists the system to take place. He suggested the formation of a grievance redressal procedure for companies for a better way to look into these matters. Finally he acknowledged the effort IIMK had put to organise the summit and how voice could be taken as an outcome to this summit.

Mr Thomas Varghese Simon, Vice President HR, Global Talent Engagement, TCS

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With a rich experience profile of over 25 years having dealt with diverse functions such as Global Sourcing, Resource Deployment, Talent & Leadership building and Succession Planning, he is currently responsible for engaging the Global Talent for all the TCS Industry Solution Units besides compliance management for all TCS subsidiaries. He is very closely associated with Academia and has been instrumental in developing and nurturing the stakeholders in the supply chain.  He is a Core Committee member of The Centre for Industry – Institute Interaction Committee (CUIC), Anna University- besides being the executive committee member of the National HRD network and National Institute of Personnel Management. He is also on the MBA Governing Council of SRM University, Vellamal College of Technology and is also a member of the governing council for Loyola Institute of Business Administration. Recently he has been co opted to be on the advisory panel at the Department of Electronics at the national level on the formation of an e Governance academy for India

Mr Simon touched upon various topics amongst which employee voice, employee engagement and hi-tech hum touch were prominent. He spoke about the importance of the mentioned titles and how these are the very fundamentals of an organisation. Mr Simon told that engagement and touch are the two faces of the same coin. During his address he constantly gave examples of Starbucks, TCS etc. Talking about TCS he spoke on how policies are highly employee oriented within TCS, how the company focuses on keeping its employees healthy and happy. He talked about how the whole company is a family and employee engagement id ensured by different forms of activities. He said that the new aim that is being looked upon at TCS is to transform the organisation into a vivacious one by making learning as a practice, having an open culture where voices are addressed, where people within certain limits of decency can raise their voices in cases of disagreements to certain things, connections are made on a regular basis and people speak and share what is on their mind. He touched upon the attrition rates and parallel learning from different sources. Finally he talked about the concept of people’s manager in an organisation, emphasis of health and fitness where he told about the programme in which people are given money for every kilometre they run. He closed the session by insisting and laying importance to the idea of nation building and literacy.

Mr Rajesh Nair, Vice President Markets, Ernst & Young Pvt.Ltd

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Mr. Rajesh Nair has worked with companies like Accenture, ECS Ltd and Tata motors and as an Independent Management Consultant. He has played a key role in identifying and running quantum improvement programs in various industries and spearheaded change management programs involving complex cultural and implementation issues. He has had an eclectic experience in multiple industries like banking and Financial Services, Agrochemicals, Pharmaceutical, Hospitality, Real Estate and Knowledge Services. Currently, he is responsible for business development of all services of Ernst &Young and is a subject matter expert for organization strategy, organization change management and post-merger integration

An alumnus of S.P.Jain Institute of Management & Research, he is a renowned speaker and has been a presenter at the World Congress on Total Quality, 1999. He has been a key note speaker for ‘Leadership Development’ at Indian Electrical & Electronics Manufacturers’ Association (IEEMA) conference, 2007 and for ‘Leadership and People Management Systems’ at Global Seafarers conference, 2007.

Mr Nair spoke on the topic of Hi-tech people, high touch HR as his topic for the summit. He talked about the biggest challenges in human resource field these days. He talked about the fallacies in this department which lead to the attrition of an employee. The main highlight in this context was the 11-60 principle which told us that the students who do their MBA during the age of 24 are likely to change eleven jobs by the time they reach the age of 60. He talked about the basic topic of ‘work-life balance’ and how is it an overstated topic as he never understood its meaning and its presence in a corporate’s life. He talked about the Kochi office of Ernst and Young where the GenY had taken control and how he was the senior most person there. From here he talked about giving emphasis to the genY. He talked on the state of education in India in terms of availability of right people for the job as he gave insights on how India has the highest number of people being unemployed not because of their qualifications but because of their choice. He talked about the concept of employee engagement pillars and closed the session by listing out the aspects which are needed to be considered like planning fallacy where tendency to make mistakes remains unchanged, optimum bias, stifled employee voice, development of the ability to see the warning signs and parity with social recognition to every class of people.

HR Summit day 1 @ IIM Kozhikode, Who’s Who of the HR world spill the beans

Day 1 of HR summit @ IIM Kozhikode saw the emminent personalities from the field on the dias with their precious insights and thoughts for the world with the common agenda of ‘High-tech people, High touch HR. Are we missing the human touch?’

Sandip Dash, AGM (Personnel & Training; Faculty at Management Training Institute, SAIL)

SandipDashThe day saw the discussion on “Spirituality at Workplace”. Mr. Sandip Dash, AGM, (Personnel & Training; Faculty at Management Training Institute, SAIL) began the proceedings by narrating a story about Heisenberg and his mystical experience. He spoke about the existing philosophy which is not sufficient to explain the new dimensions at workplace and how spirituality can provide answers to these issues. He quoted “Uncommon Wisdom” to relate spirituality and science. Spirituality according to him is the conditioning of inner self. One can look beyond what is visible the natural way. If science can accept this belief, then why not implement it in the organization.

He stated his example at SAIL. When he joined SAIL, the quality was not up to the mark. There was some issue with the group, the same group which was flawless in its execution of previous projects. Now, it was in a completely different state. This was in congruence with the two kinds of behavior – War, when people are autonomous and self-dependent and Peace, when different tools and techniques are required to get them motivated. He believed Spirituality had answers to both these situations.

He defined “Work” as something which is offered to make us evolve. This was his motivation to try and bring spirituality at his workplace where it was important to see things differently and condition accordingly. So, he started two activities – “Prayatna” at the beginning of the day and “Sameeksha” at the end of the day. He coined words to simplify the concepts such as “Smile” for delivery to the customer. Gradually, the employees began to appreciate it as a reward within them. They started looking at things differently and beyond what they could normally see. It became easier for them to reflect on their contribution rather than expectation.

He concluded by saying that organizations now have a bigger and better role to play than just measuring performance. They should try to evolve spirituality as a concept. It is not only applicable at the workplace; instead spirituality provides an opportunity to find out about oneself, the interaction with the surroundings and thus enables to act in a better way to the stimuli. The need of the hour is to change the mindset and things will automatically fall into place.

Kalpana Sinha, Co Founder and CEO, Cosmode Consultants

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In continuation with the discussion on “Spirituality at Workplace”, HR Summit 2013 hosted talks by eminent personalities. Next in the series was Kalpana Sinha. She is Co-Founder and CEO of Cosmode Consultants. With over 20 years of rich experience in Human Capital Management, Learning, and Organisation Development, she is passionate about aligning the disciplines with business strategy creation and implementation. She has built world-class HR teams and systems. Kalpana is regarded as a trusted advisor to business leaders and recognized as an inspirational “person to work for and with” by peers, she has facilitated over 500+ workshops at senior leadership levels. Having operated across Asia Region with extensive project-related travel through the United States and Europe she has deep cross cultural skills. She has worked with large organisations like Microsoft and McCann Worldgroup and has had entrepreneurial experience in establishing consulting and e-learning organisations; she is also a pioneer in bringing principles of neuroscience to implementing change management.

She related spirituality with neuroscience and talked about the five basic blocks – understanding, deciding, recalling, memorising and inhibiting. She perceived ‘mindfulness’ as something which organizations try to cultivate among their employees to get better. If one is mindful, he/she remembers well and is able to focus. One should try to inculcate awareness in oneself until it becomes a habit. According to her, mindfulness represents spirituality at the workplace. This avoids the statements like ‘the employees have lost their voice’. One can achieve something only by creating an environment to achieve.

She highlighted the role of HR managers in case of retrenchment who are entitled to make things happen. Even the worst kind of news can be delivered in a pleasant manner which avoids unnecessary hassles. But she feels this has to be engrained in the culture of the organization concerned. And to sustain this culture, one needs to have the tools in place. Spirituality is one such tool. She concluded by saying that the practices elsewhere in the world are more evolved. To reach at par with them, we need to learn and start making serious efforts and this can easily be done by incorporating spirituality.

Dr. Prasanth Nair, Head HR – Cipla.

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Dr. Prasanth Nair is the head HR – Cipla. He was previously associated with Thomas Cook. A graduate from the Indian Institute of Management Ahmedabad, he talked about the origin of Cipla and its role in the modern day industry. Cipla being an organization without formal structure, managed to scale great heights. According to him, this was made possible due to the purpose of organization. Even without a structure, every employee knows why he/she is there in Cipla. The leaders play a greater role; leadership in Cipla is without title and people follow them.

He stressed upon making the connect among purpose, respect, role of individual leaders, development of individuals and success of the firm to achieve objective and repetitive measure of success. He discussed the challenges faced by the organization like Cipla in the present day scenario and the ways to sustain the organization. An organization needs to continue even after its leader. This successful transition is very important for an organization to remain competitive in the industry.

Talking about Corporate Social Responsibility, he mentioned that for Cipla as an organization CSR lies in providing life-saving drugs at the lowest possible rates. Selling life-saving drugs is not a means to earn profit. Rather, they focus on other drugs to sustain the organization. Cipla’s contribution in the AIDS/Cancer treatment is way higher than the government norms for CSR. He believes that great HR managers are those who make profit keeping the interest of the people at the heart of it. This is the core philosophy of Cipla.

He concluded the session by stating the challenges which the modern organizations face. Initially, the people in an organizations followed similar culture. But with rapid expansion, companies tend to hire from different organizations in the same sector and from different parts of the world. So, the biggest challenge lies in maintaining the culture of the organization.