Issue 22 E-NEWSLETTER Mar - Apr 2016
From the Desk of the Director General
Dear Members, The new financial year begins and I sincerely hope that this these three new initiatives are NHRDN Agora, NHRDN year too will usher positive economic growth & the Connect App and the new Membership Offerings. ‘Agora’ business environment improves in various sectors in India means a common gathering place in Greek; we have & globally. With these business complexities & intense created this unique online platform where a plethora of competitive pressures, leaders will need to bank on new services are offered including building expertise through talent to be its source of competitive advantage for Professional Course Certifications, credible business achieving success. Thus the thrust on HR will be more than information, Jobs Search, platform where companies can ever before and it would require to play a partnering role post jobs to attract new talent, where you can access & talk with the leadership to plan & achieve the business goals in to Industry leaders through Expert Connect, share your future. Taking this forward, NHRDN organised the first of thoughts through Blogs & Webinars and many more its kind ‘National Summit on Transforming HR in Power features to be added in due course of time! The other Sector’, to discuss the various HR issues needed to re- initiative is the NHRDN Connect - a Digital App which will align HR with the emerging changes and challenges in the help members to stay updated and connected. The App is Indian Power Sector. It was well received and a detailed in its beta testing phase and we will keep you posted about story about the Summit is featured in the Newsletter. the launch date shortly. The 4th NHRDN Summit on Workforce Technology & Another milestone that we are touching is the HRSCAPE-a Shared Services – where the focus theme was on ‘Lean & Competency Assessment & Development Framework for Smart HR – Transforming Work‘, dealt with the challenges HR Professionals. HRSCAPE has been conceptualised to companies faced with implications of the new Digital help professionals in HR capability assessments & change and how the world of work will change and what building relevant skills, while the corporate will be able to role a Lean & Smart HR will play in this journey. assess & build required competencies for their HR Teams. The 4th Summit on ‘Gender Balanced Leadership-The Way For more details about these initiatives, please click Forward’ was also successfully conducted, where the below for an AV presentation. participants had an understanding as to how to support Gender Balanced Leadership in five power-packed sessions. We also had the 4th HR Summit on Leveraging Compensation & Rewards for Sustainable Business Growth which focused on the rewards strategy needed to be adopted by the top management which was quite interactive. The details of this Summit are featured in the Newsletter. Talking about the age of digitization which has changed the dynamics of connectivity among people, NHRDN has come out with three new initiatives. I am excited to share that
Page | 01 Issue 22 E-NEWSLETTER Mar - Apr 2016
Our New Membership Offerings for both Individuals/Students and bounds. I seek your cooperation in joining us and and Institutions include options where you can avail taking forward these new endeavours of Relevance, Reach discounts and various other benefits like a wide range of and Results, which is now the new slogan of NHRDN and physical & digital products and services etc., For more be a part of this vibrant network! details about our New Membership drive please click here. With Best Wishes & Regards I am also pleased to share that the 4th NHRDN Ranking of Business Schools Report 2015-2016 - a very prestigious initiative by NHRDN, is under progress and the Report will be published as soon as the results are validated. Kamal Singh We hope that in this 30th year since its inception, these new Director General initiatives will make the NHRDN fraternity grow in leaps NHRD Network
Page | 02 Issue 22 E-NEWSLETTER Mar - Apr 2016
RELEVANCE, REACH & RESULTS.
From the Desk of the Executive Director
Dear Members, I am delighted to inform you that as NHRDN touches its 30th NHRDN Connect - This is an app where we help support milestone in December, 2016; to commemorate this our NHRDN fraternity to stay connected wherever, significant year, we at the National Secretariat under the whenever. Currently in the beta testing phase this is leadership of Mr. K. Ramkumar, National President- another offering from NHRDN in sync with the digital NHRDN, the Leadership Team and the Board have set off connectivity phase. various new initiatives. As rightly mentioned in Mr. Kamal New Membership Offerings - As part of our Membership Singh’s message, the age of digitization has changed the reach we have evolved a new proposition for all members dynamics of connectivity and reach among people and we who can benefit from various Institutional and Individual at NHRDN are in the process of leveraging this wave to membership schemes . Not only do you get high discounts serve you better. but also give a wide range of digital and physical products NHRDN soul searched our existence in three words- and services. We also cater to the Students who can benefit Relevance, Reach & Results. This is to get our new from subsidised membership rates apart from the initiatives and our multifaceted activities closer to our exposure to the ‘how’ part of the real life HR. These and growing HR fraternity, which at the end will be of great many more benefits are in the fray for Life members. Also benefit to our members. At this juncture, I feel humbled to for those who join newly, we offer a 30-day trial share that NHRDN has given me this tremendous membership. A brief video about NHRDN Agora, NHRDN responsibility of leading the New Initiatives. Digital App and Membership is available by clicking here The new initiatives in pipeline are NHRDN AGORA, NHRDN Our sincere thanks to a wonderful set of Volunteers – Connect App, New Membership Offerings & HRSCAPE – World Class Professionals, for developing New Initiatives, NHRDN Competency Assessment & Development drawn from organisations such as American Express, Framework for HR Professionals. Cognizant, HCL Technologies, ICICI Bank, ICICI Prudential, NHRDN AGORA - This is one of our prestigious initiatives & Infosys, M&M, L&T, TCS among other prominent this one-stop Online Platform offers many services at one organisations. We look forward to their continued common place for all HR professionals. For instance you patronage. can access and talk to Industry Leaders through our Expert HRSCAPE - A Competency Assessment & Development Connect, acquire Professional Certifications through our Framework for HR Professionals – As Dr. Wayne online accredited certificate courses, locate trainers, Brockbank, Professor of Business, Ross School of consultants, and other HR Service Providers etc. through Business, University of Michigan sums it up, it is a robust our Agora Partners, and the Knowledge Hub is a place tool which“ will communicate to fledging and advanced HR where you can share your thoughts and read views through professionals what is required to be a complete HR blogs, articles & webinars. The Agora website will soon be professional”. This framework is structured to assess launched and we will keep you updated when its fully professionals for 8 Functional and 4 Behavioral functional and online. Competencies. Each Competency has 4 stages-
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Foundational, Competent, Advanced and Expert and in turn will help professionals build relevant skills. With Best Wishes & Regards Please click here for more details about HRSCAPE. These are few prominent initiatives which will be launched by NHRDN to serve you. We seek your support and Dhananjay Singh cooperation in being a part & taking these initiatives Executive Director forward and spread the word amongst the HR fraternity and make this a huge success. Thanking You.
Page | 04 Issue 21 CODE OF CONDUCT Jan - Feb 2016
I will always strive to meet the highest evolving standards of COMPETENCE in the profession and ADD VALUE to organizational success.
I will deal with all stakeholders with utmost INTEGRITY and create an environment of TRUST leading to ETHICAL success of my organization.
I will ensure that I am always RELIABLE and consistent in all my actions by accepting responsibility for my decisions and actions thereby creating CREDIBILITY for my profession and myself.
I will be OBJECTIVE in all my actions and decisions and foster FAIRNESS with firmness.
I will conduct myself in a way that FACILITATES GROWTH and DEVELOPMENT of all those I am responsible for.
I will strive to be a ROLE MODEL for all others and CHAMPION exemplary practice of the HR profession.
I will respect the rights of privacy, will not use my position for personal gains and ensure that there is no CONFLICT OF INTEREST in what I do with any of my stakeholders.
Page | 05 Issue 22 E-NEWSLETTER Mar-Apr 2016
HOW TO HANDLE AN EXIT INTERVIEW
How to Handle an Exit Interview
When an employee joins a company, s/he is highly • Complete confidentiality and anonymity guaranteed motivated and full of energy especially when they • Conduct of interviews in accordance with company spend an estimated 75% of every waking hour in work- core values and beliefs related activity. It’s not hard to see that ending the It is a fact that a wide range of organizational, inter- relationship between employer and employee is a big personal and personal factors do play a decisive role step in moving on from the company and how an which leads to an employee’s decision to quit. Exit is a employer handles the exit interview can have a lasting natural phenomenon. However, exit of good impact on the employee's perceptions of the company. employees anytime due to the causes attributable to A sensitively-managed exit can ensure that their organizational indifference to their just aspirations alumni become brand ambassadors who will speak can cause major problems, especially in the context of highly of their former employer. Such a situation, if not critical role of people power for enterprise excellence. arrested by timely and pro-active action, the de- All possible efforts have to therefore be made to motivated employee tends to leave for better and prevent talent migration. greener pastures. Like an induction programme, which introduces the How to Go About an Exit Interview new employee to the intricacies of the organization to Normally, exit interviews are conducted after the help him/her settle down fast, the exit interview can acceptance of the resignation letter of the employee also be an effective HR tool to reach the bottom of the pending release formalities. The exiting employee as employee’s grievances which ultimately leads to a matter of precaution and fear of burning the bridges his/her exit, if not redressed. The exit interview and reprisal from the current employer restrains concept has been in existence since 1920 and is one himself from expressing his/her frank views. The of the most effective mechanisms to get a feel on the reason being that the reference checking which is a health of the company culture and its short comings, vital aspect of recruitment process globally and any provided the exit interview is conducted by persons adverse comments on reference will ruin his/her with deep insight into human psychology and who are career prospects in the future. To overcome this aware of human dynamics and organizational politics. major hurdle, my recommendations are as under An Action Plan drawn up based on factual and which I have experienced and found to be very unbiased findings will help the company to prevent effective: exit of highfliers. a) On receipt of the resignation letter and before its An attempt has been made to highlight the critical acceptance, the department manager and HR must importance of an Exit Interview based on my 35 years have a one-to-one interview with the employee to of corporate experience both in public and private ascertain the factual reasons for his/her decision to sector companies. An effective interview system gives quit. Based on the findings, if the grievances could be due importance to the following factors: redressed as per the existing policy without upsetting the balance and harmony within the company, s/he • Interviewers have to be well-trained and should be asked to withdraw his/her resignation experienced. letter. The redressal measure should be acted upon • Action on the findings have to be mandatory. within the stipulated time frame as per the commitment made to the employee.
Page | 06 Issue 22 E-NEWSLETTER Mar-Apr 2016
HOW TO HANDLE AN EXIT INTERVIEW
However, if the employee is determined to leave, then What to Ask his/her request to leave must be accepted with grace. As emphasized, the exit interviews have to be However, s/he has to be informed that there would be conducted by experienced persons either from the a formal exit interview which will be conducted by the company or by outside experts covering aspects such company authorized consultants and the views and as - reasons for leaving, job satisfaction, treatment of suggestions shall be treated strictly confidential and supervisors / team members and general issues as complete anonymity shall be guaranteed. listed below: b) To get to the bottom of the real reasons of quitting, 1) Reasons for Leaving a formal structured interview by the company • Why did you decide to leave? authorized consultants as per the company guidelines and treating interview findings a strictly confidential • What were the provocations for you to quit? and anonymous must be arranged. The findings • Was there a single or multiple reasons which received must cover detailed analytical report minus forced you to leave? the name of the interviewee since thrust of the • Whom did you speak to before taking final decision interview is to know the factors responsible for the exit to quit? of the employee. The focus has to be on what is wrong • Did you face any discriminatory treatment or and not who is wrong. The reason may be either experienced inhospitable working conditions? company HR policy or supervisory / team members treatment. • When did you realize it’s time to say good-bye? c) The advantages of such procedures are: 2) Job Satisfaction I) To get actual feedback from the departing • Most and least satisfying aspects of your job? employee without fear of reprisal • Best and Worst aspect you like about the II) Confidentiality and anonymity are guaranteed company? III) The inputs received will be of immense value for • Why do you want to change ? corrective actions • What improvement would you suggest in your Guidelines for Interviewers current job? • Never lose sight of company’s core values and • Is the job profile not as per your expectation? beliefs • What are the skill-sets and attributes needed in • Allow 80% talking time to the interviewee to tell your current job? his story and 20% to interviewers, they should do • Describe the difference between what was told to more probing than imposing. you at the time of joining and what you found in • Interview ambience has to be relaxed, friendly and actual about your job? enabling. • Did the job help you in your career growth? • Confidentiality and anonymity fully guaranteed • How do you rate your current pay and perks as • Unless sacked for misconduct or poor performance, compared to the offer on hands? send them off with a feeling that they are always • Did you find the company policies, rules and welcome back. regulations facilitating or a hindrance?
Page | 07 Issue 22 E-NEWSLETTER Mar-Apr 2016
HOW TO HANDLE AN EXIT INTERVIEW
• Identify where our company is doing well? through outside agencies, they can get real inputs for 3) Managerial /Team Support corrective actions. Research findings have established that 40% of the responses are found to be • Did you receive required guidance and support on different when the exit interviews are conducted after the job? the employees have left. (Source: Martin Burt • How do you rate or describe the quality of Financial Post) leadership of your immediate supervisor? Conclusion • Did you enjoy the support of your team members? An effective and comprehensive exit interview finding • Did you receive ongoing feedback on your will reflect the mirror image of the company work performance? culture. It will help identify the changing trends in the industry. Exit interviews are a powerful source for • How was your role clarity? Was it well-defined or review and modifications of the company policies, confusing? systems and management styles & keep pace with • Was there scope for professional development? changing business realities. If actions are taken on the 4) General Issues findings, it will not only prevent migration of the highfliers but the company can also retain and attract • What could we have done to retain you from new talents for its competitive edge. leaving? Exit interviews have become a powerful HR tool. As • What lesson will you take with you from the time per the recent survey in US, 80% companies conduct you spent here? exit interviews but only 1/3 of them act on the findings. • Were you satisfied with company training and Therefore, inaction on the findings is the main reason development programmes? why exit interview fails to provide value addition to the • What were the specific reasons for accepting the company. new offer; what was the best part of the offer? So, to derive maximum benefits out of the system, • Did you enjoy a balanced work life balance? there has to be a built in mechanism in place for taking • Will you ever refer or recommend your friends for action on the findings of exit interview and make it a job with us ? mandatory and internalized as part of work culture. Otherwise the exit interview process will be an Cultural Factors Mamutty Chola is the CEO of ZAMS HR Consultants Any enterprise with an open, trust and transparent Mumbai and can be reached at based work culture can always expect feedbacks from [email protected] their departing employees since they have no fear of reprisal, victimization and harm coming to them for speaking out their feelings both pleasant and unpleasant. Whereas those companies which follow closed, autocratic and command-and-control work styles will have problems in eliciting honest feedback from their departing employees for fear of reprisal. For such companies, exit interviews, if conducted
Page | 08 Issue 22 E-NEWSLETTER Mar-Apr 2016
THE REAL CULTURE OF THE ORGANISATION
The Real Culture of the Organisation
We are most careful of our behaviour and actions, not and values but what would work on ground are the when we were reprimanded by our parent, not when traits displayed by the CEO and through him by those we were told the reasoning by our teachers, not even who decide agendas in the meeting room. A CEO when we faced nagging from our partners, but when wouldn’t get his subordinates to follow transparency our child starts observing, imitating and questioning till the time he himself displays that on ground. us on why s/he is asked to do what we don’t do Integrity as a value can only work with employees if the ourselves. Kids make us realise how important it is for CEO himself demonstrates highest level of us to do things right and more importantly do what we righteousness. It’s important for the leader to first expect them to do. introspect his own strengths and use it to drive the Seldom do we realise this to be the truth in corporate organisation as nothing else will work. Play to your world too. Pretty much like our young ones our strength is the answer. subordinates follow what we do and the truth is, unlike The HR has an important role to play here, as few our kids they have lesser options of doing things their rightly say they are the consciousness of the own way. Not many can challenge or dare to put their management. They thus, need to play an active role in foot down (and survive in the company). In a way listing the drivers of the culture in-line with what is subordinates perform in the broad framework given being displayed at the top. The lower squad needs to by their manager, they do what managers do first. And see senior management walk the talk, only then will they observe managers and know all that they do or they follow it and internalise it. HR, further is don’t do, more than what managers think. responsible to build an ecosystem which would help The dictionary definition of culture is “The totality of sustain and grow culture through various policies socially transmitted behaviour patterns, arts, beliefs, (reward and recognition, performance management, institutions, and all other products of human work and development programs etc.). The people managers thought. Culture is learned and shared within social are further responsible to propagate it through groups and is transmitted by non-genetic means”. In various engagement programs and initiatives. And simple words, Culture is the way of doing things in a that’s when one will see the culture getting ingrained particular set-up. in the system at a much faster rate since its built on the right foundation. Senior management usually expects HR to drive culture in the organisation. To my mind, the proverb - In a nutshell, the real culture of the company is the 'As is the king so are the subjects' aptly defines the traits the leader has and more importantly the traits set-up; Culture always percolates down from the top. that he is perceived to have by the team down below. The very top knowingly or unknowingly is driving what And now don’t think about what is being displayed by is ‘real’ culture all the time. At the end of the day, HR your boss as you can’t change that, but put your mind and other functional heads too work within the and thoughts on how do YOU behave and does it match framework given by the CEO. with your expectations from the subordinates?
This theory also throws light on, what should be the Sonia Uppal is currently working as culture of the company? Though management and HR DGM-HR Ireo Private Limited is free to use any fancy words for company’s culture & can be reached at [email protected]
Page | 09 Issue 22 E-NEWSLETTER Mar-Apr 2016
NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
National HR Summit on Transforming HR in Power Sector
The National HR Summit on Transforming HR in introduced power trading and created and de- Power Sector one of the first of its kind, was conducted regularized the power sector. Since then, successfully by NHRDN in association with BIMTECH, amendments to the Bill have further helped in Power HR Forum & Deloitte in New Delhi. The main generating power for the country. In the last decade, objective of the Summit was to deliberate upon we have managed to significantly improve our power important HR issues needed to re-align HR with the generation capacity which is in line with our aim to rd emerging changes and challenges in the Indian Power become the 3 largest GDP in the world by 2030. Though, in order to achieve this, substantial Sector today. A total of six themes which included four improvements still have to be made in efficient main Panel Discussions were conducted successfully execution of projects. Even with a high power by eminent speakers from the HR fraternity and the generation capacity, there is significant power leaders from the Power and Infra industries. A gist of shortage in the country due to increase in cost of what the panelists and speakers had spoken during power generated through renewable sources of the session is presented in this article. energy and also due to inefficiency of distribution Session 1: Inaugural Session channels which vary depending on the state. The Inaugural Session commenced with the Welcome The power sector is going through a major Address by Dr. H Chaturvedi, Director BIMTECH and transformation due to the emphasis of power Dr. Vishalli Dongrie, Sr. Director, Human Capital generation through renewable sources of energy Consulting, Deloitte who spoke about the Theme of such as solar energy and wind energy. This has also alignment. The Inaugural Address was delivered by led to a number of technological changes that have the Chief Guest Mr. Piyush Goyal, Hon’ble Minister of happened in the last few years. The power sector must State with Independent Charge for Power, Coal and also be supported with a well-built infrastructure to New & Renewable Energy, Govt. of India. be able to cope with the many changes that are taking place.
Inaugural Session Cross section of delegates Power Sector of India Along with this, there is a need to focus on the HR In the 1910’s, India had a very poor capacity to generate strategy of all the stakeholders of the power sector power which ultimately resulted in shortage of power which will pave the way towards inclusive growth and all across the country. The Electricity Bill, introduced will help tackle problems such as skill development, in 2003, was a major boost to the power sector as it talent acquisition and advanced learning techniques.
Page | 10 Issue 22 E-NEWSLETTER Mar-Apr 2016
NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
Challenges for HR in the Power Sector Mr. Kamal Singh, Director General, NHRDN delivered • The effectiveness of dealing with rapid and radical the Vote of Thanks at the close of the Inaugural changes hinges on the effectiveness of HR Session. strategies that the power sector implements in Session 2: Challenges of Changing Power Sector the time to come. Scenario • Attracting talent in the power sector is a major The second session was chaired and moderated by concern as attraction towards public sector Mr. R.V. Shahi, Chairman, Energy Infratech Pvt. Ltd. enterprises has declined substantially over the The Panelists’ for this session included: years. The new generation of workforce, also Mr. R S T Sai, CMD, THDC - Mr. K M Singh, CMD, NHPC called the Millennials, expects a dynamic - Mr. Anil Sardana, MD, Tata Power Co. Ltd. - Mr. A K workplace, a strong culture and a diversified Jha , CMD, NTPC - Mr. I S Jha, CMD Designate, PGCIL - profile. Mr. B.P. Rao, CMD, BHEL - Dr. Rashid Al Leem, • The transformational changes taking place in the Chairman, Sharjah Electricity and Water Authority - sector would require employees to be well Mr. Banmali Agrawala, President & CEO, South Asia, trained. Skill development becomes a critical part GE Power - Mr. Vineet Jain, CEO, Adani Power - Mr. of the development process for the existing Ravi Uppal, Group CEO, Jindal Steel & Power - Mr. S. workforce. N. Subrahmanyan, Deputy MD & President, Larsen & • A culture of innovation needs to be built in order to Toubro imbibe the same within the employees. This is required as the sector is witnessing innovation in every aspect of power generation. With the emphasis on generation of power through renewable sources of energy, manpower requirement has increased considerably. It becomes the responsibility of the HR domain to ensure a balance of manpower cost vis-a-vis increase in manpower count. • A major concern among the employees of the power sector is their lack of trust on the vision and strategy of the organizations. This concern needs to be addressed through various employee Session - I engagement sessions.
• Building a leadership pipeline also becomes a What are the Major HR Challenges? critical challenge area for HR in the current • Power consumption demand is going to grow in scenario. Unavailability of skilled people within double digits. This leads to people demand both in the organization leads to outsiders becoming the Quantity and quality. There are issues with old leaders of the organization which ultimately affects the culture of the organization. Aging curriculum, not good relationship between workforce is another concern in the Power Sector. institutes and organizations.
Page | 11 Issue 22 E-NEWSLETTER Mar-Apr 2016
NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
• Attracting the people in power sector is a What is the Way Forward for HR? challenge. Out of top 25 best places to work, there • D e v e l o p n e w c a d r e s a n d p e o p l e w i t h is no power company. People no longer perceive competencies such as customer connect, us as great place to work.This sector provides - distribution relations to enable the employees be equipped with the new demands of the. Job satisfaction, cordial relationship and work life balance, but the talent is not willing to join the • Training people for new technologies, especially sector. in the field of power distribution. • Gen Y and Millennials - we have not innovated • Lack of consulting expertise in HR area specific to power sector is a challenge. enough in the sector. HR mindset is not aligned to the new challenges of sector. 75% of population in • Obliging a customer of whatever you have Tata power is millennial. HR should understand promised should be the mindset. Customer centricity is the competency that HR has to build new generation challenges and aspirations of the especially for all distribution companies. new generation workforce. • Another competency to be built is Advocacy. There • The sector is not perceived as great place to work should be brand ambassadors of the distribution by young talent. Once of the reason behind the companies, who can minimize the voices that are same is that the power companies have a rigid raised against the distribution company by people structure and follow the same business model in with vested interest. the changing business scenarios. What is the Role of HR in Changing Climate • Finding new skill is very difficult especially when Scenario Across the World? government has requested to add 175000 MW • Currently, 80% of the electricity comes from fossil solar requirement and around 2.5 to 3 GW of fuel and 20% from renewable sources of energy. nuclear every year To bring down the portion of fossil fuels, we should • Need to recruit people who have an aptitude of look at the latest technology. Also, to adhere to the changing compliance norms, there are high investments and changes required in fossil fuel based plants. Focusing on training in new areas should be proactively managed by HR. • HR should strategize on how to relocate and manage the employees of the plants asked to close down due to regulations. • Promoting innovation should be the key focus for HR. HR should play a role of catalyst to invoke
ideas relating to better use of emitted CO2 and Session - II development of power storage and fuel cells. • HR should understand business and dynamics change especially as the sector undergoes thoroughly. They should predict the people impact significant changes day in and day out. of the changing business dynamics.
Page | 12 Issue 22 E-NEWSLETTER Mar-Apr 2016
NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
What is the Role of HR in Appointing People to Key President-HR, RPG. - Ms. Jyoti Arora, Joint Sectary Positions? Ministry of Power, Govt. of India. - Mr R K Verma Chief • “People perspective of 2025”: 7 youngsters have Engineer –Distribution, Central Electricity Authority. been identified by Tata Power where they undergo • Power sector has 90% of employees who are with grooming by external coaches. Brainstorming a background of engineering technology. Current sessions are carried out with them to understand talent is so focused on their core technical area and mitigate various HR issues related to e.g. turbine engineering, they are not willing to succession plan. think from business perspective. Building • Cross functional job rotation is a must especially in business perspective in the employees is very PSUs. When a person reaches GM level, he should critical for talent management. have a strong cross functional experience to lead • 66% of employees from power sector belong to the organization as CEO effectively. There should be an institutionalized mechanism of identifying, power distribution. Skill council of India is grooming and tracking the successors to key addressing the skill gap between the education roles. provided by institutes and what is required by industry. Overall process include setting the skilling standard for all jobs, get them verified by industry, put in public domain for validation. And then implement along with credible learning providers. HR should actively participate in these initiatives by Skill council of India. • VUCA being the overall theme of the organization, the same can be addressed effectively through Visioning, Understanding, Clear communication and Adaptability. These could be the core Session - III competencies that can help the professionals in Session 3: Working for Talent Management managing VUCA world. The third session was moderated by Mr. Anujesh • Attracting and retaining talent especially due to Dwivedi , Director, Deloitte and the panelists were: remote locations and frequent transfers is one of Mr. U. P. Pani, Director (HR), NTPC Ltd. - Mr. R S Mina, the challenge that power sector faces. Director (Personnel), NHPC Ltd. - Mr. Adil Malia, • Clear career path attaining leadership position Group President-HR, Essar Services India Ltd.- and building an employer brand through beliefs Mr. Ajay Mehta , CMD , Maharashtra State Electricity and culture are used as tools to tackle the issue of Distribution Company ltd. - Mr. Vinod Behari, CEO, attracting and retaining talent. Power Sector Skill Council of India. - Mr. Deepak Bharara, CHRO, LANCO InfraTech. - Mr. V.C. Agarwal,
Page | 13 Issue 22 E-NEWSLETTER Mar-Apr 2016
NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
• Focusing on right talent is very much important. It • A rigid Performance Management System can be is important to focus on non-engineering core an issue. If not implemented correctly, leadership talent which also is critical for power sector. pipeline will suffer as people might get promoted not on the basis of their performance but on other Especially - Legal, regulatory and finance. A factors (such as tenure, age etc.). This results in a special focus should be given to build and grown weak middle management which is incapable of this talent for power sectors. handling bigger responsibilities and roles. Hence, • To address the issue of skill gap the engineering succession planning suffers. institute should look at some courses specific to • Leadership development depends on how much Power sector. 90% of power sector population committed the leaders are towards their goals. being form engineering background, it is essential They must own the system, processes and for them to understand the depth of industry and policies as well for it to succeed over a long term. way of operations. The courses could be of 3 years • Strong Vision is critical to build character among graduation in power sector or a sandwich course the employees. Only leaders with a strong vision of mechanical and power etc. will be able to build a leadership pipeline. • The government is designing state specific action • Aligning the purpose of the organization, the plan for power sector companies which help in business strategy, the structure and policies / building 24*7 electricity network and other. These processes is necessary as well. state specific action plans will help in estimating the manpower needs in power sector. HR should • Big data can help in identifying characteristics look proactively at these and make a strong talent about individuals in an organization. For example, plan. information about transfer, promotion etc. could Session 4: Building Leadership Pipeline for be decided in a better way through big data Delivering Success analysis. The Chairman & Moderator for the fourth session was • Aligning talent management process with the Mr. Ajith Kumar Seth, Chairman, Public Enterprises business strategy and the organizational goal is Selection Board (PESB) and the panelists were Mr. important to build a strong leadership pipeline. Dr. Pritam Singh, Chairman – LEAD Centre - Dr. Santrupt Misra, CEO, Carbon Black ABG - Mr. Ravi P Singh, Director (Personnel), Power Grid - Mr. Yogi Sriram, Sr. VP - Corporate HR, L&T - Mr. Pradipta Panda, Group President HR, Adani Group - Mr. S K Biswas, Director (Personnel), THDC. What are the Challenges in Building a Leadership Pipeline? • Stakeholder buy-in is necessary for HR without which no policy can be implemented. The ability to convince senior leadership is extremely important. Session - IV
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NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
What are the Traits of a Leader? HR, Jindal Steel & Power Ltd. - Mr. D. Bandyopadhyay, • Strong vision for the organization is required so Director HR, BHEL - Mr. Paritosh Mishra, Director HR, that the same could be trickled down to lower AES - Mr. Amarnath Dogra ,Central Leader, Bharatiya levels thus giving a sense of responsibility to the Mazdoor Sangh (BMS). middle management. Trends and Challenges in Employee Engagement • Conviction – A leader must remain focused on • The major challenges that the employees face in his/her goals. any organization is non-resolution of queries and grievances. An efficient mechanism to handle • Character – A leader must showcase positive employee grievance should be the first step attitude & must possess the ability to stand up towards keeping employees engaged. Also, not all during tough times. This will give confidence to the employees would readily share their problems people who follow him/her. with HR or any concerned body, hence it becomes • Empathy & Compassion– Every leader must be even more important to implement good ground able to connect with the people that work for them. sensing mechanisms which helps resolve queries An individual ability to get the work done depends before they have any negative impact on employee on how compassionate he/she is towards the morale. employees. • Formation of committees such as Joint Bipartite • Not be egocentric – A leader must be willing to Committee for Coal India (JBCCI) is one step that accept a different point of view. Coal India took to handle issues between employees and the management. Every organization should ensure involvement of employees in committees such as canteen committee etc. to create a better workplace. • Many organizations also conduct employee engagement surveys but do not take the necessary steps following the results of the survey. Appropriate actions needs to be taken to create a positive environment and keep the employees engaged. Minor activities such as Session - V birthday/anniversary, farewell celebrations etc. Session 5: Building Employee Relations and also ensure that employees feel valued in the Engagement workplace. The fifth session was moderated by Mr. Sarat Acharya, • Considering the above point, the various factors CMD, Neyveli Lignite Corporation and the panelists that drives employee engagement can be clubbed for fifth session were Mr. Mohan Das, Director HR, into three categories: Coal India Ltd. - Mr. Chetan Tolia, Chief People Officer, Tata Power - Mr. Rajeev Bhadauria, Director – Group
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NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
1 Relationship with managers: Organizations with a as ‘participative decision making’, is also critical highly involved leadership body have the most for an engaged workforce. engaged workforce. Because management has such an essential role in employee retention, it • Another acute problem among organizations is should be leveraged in HR strategies to attract and the lack of a robust performance management retain talent. Transparency and communication system. An engaged employee would always look have been identified as the basis of building trust forward to appraisal system which fulfills the in leadership and gaining employee engagement. following things: 2 Nature of work: It’s impossible to be engaged at • Effective implementation at Organizational, work if employees feel like the work they are doing functional and individual level. is not engaging. Situations like these create strong • Based on meritocracy. feelings of unhappiness, inadequacy and frustration. • Focuses on development of individuals. 3 Organizational values: An engaged employee is • Understanding engagement and performance aware of business context, and works with management is critical to success of any colleagues to improve performance within the job organization. It’s up to the organization and its for the benefit of the organization. A trend that has managers to fuel engagement, which results in been observed in the last decade is decrease in improved performance and productivity. commitment from the ‘GenY’ or the ‘Millennials’. • Having a diverse set of employees drives creativity Reluctance to believe in the mission and vision of and innovation. Innovation, as already mentioned, the organizations, inability of existing leaders to will keep the newer generation engaged. understand the new generation leading to less Organizations that effectively capitalize on the engaged employees are some of the reasons strengths of all employees and leverage their identified for the same. Bharat Heavy Electricals differences and unique values have the most Limited (BHEL), one of the largest PSU’s in India, engaged employees. Insights on the labor has initiated a program called ‘My idea’ to promote landscape. involvement of the newer generation. ‘My idea’ • The focus should be towards having a committed promotes innovative ideas among them and gives workforce than a cheap workforce. them a platform to express them freely. • In order to have a successful dialogue with the • Another vital point put forward was to treat labors, 3 major factors have been identified: employees as people and not as ‘laborers’. The fact that they are still referred to as ‘labor’ and considered as physical entities is a flaw that needs to be corrected soon. Employee Participation • Employee participation was unanimously identified as a reason for less engagement among employees. To improve in this aspect, the medium of communication must be strong in any organization. Involvement of employees in the decision making process, which is also referred to Delegates in rapt attention
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NATIONAL SECRETARIAT NEWS Date : 21th, 22nd January 2016 Venue : Ashok Hotel, New Delhi Participants : 125+
• Freedom of association. • The continuous refusal, of the Government of • Freedom of representation. India, to ratify the ILO Convention Numbers 87 and Number 98 has been identified as a major setback • Effective grievance handling. in establishing strong relations between the trade • As per CITU, demand creation should be the focus unions and the management. As per this, non- keeping in mind the economic situation of the ratification of these conventions cannot be a country. Lack of demand has led to reduced permanent feature and must be addressed duly to investment from the private sector and export, promote decent conditions of work. too, has been plummeting. Demand creation cannot be achieved without ensuring unfettered • The merger of 44 labor laws into 5 labor codes trade union rights. An ever expanded indigenous effecting abolition, alteration and addition of the demand can be achieved through guarantee of existing provisions of all the labor laws is seen as quality collective bargaining. outcome that could hurt the trust that labors have • An alarming trend that was referred to was the with the management. increase in number of contract workers for The sixth and Valedictory Session ended with a regular operational jobs. The proportion of Summary of the issues discussed, with Dr. Pritam contract workers has already crossed the 50% Singh, Chairman – LEAD Centre presenting the mark on an average in the PSU’s and it is even Welcome and the Way Forward and the Valedictory more in the private sector. Even after the Address was delivered by Mr. P.K. Sinha Cabinet significant contribution of these contract workers Secretary, Govt of India and the Vote of Thanks was towards production, productivity and profitability given by Prof. K K Sinha, Dean - Development, of organizations, they are victims of exploitation with respect to employee contracts including BIMTECH. wages, benefits, social security etc.
Cross section of participants Session - VI
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NATIONAL SECRETARIAT NEWS Date : 11th-12th February 2016 Venue : Hotel Leela Ambience, Gurgaon Participants : 150 +
4th NHRDN Summit on Workforce Technology & Shared Services Lean & Smart HR – Transforming Work NHRDN, organized its 4th NHRDN Summit on calliberates its processes and practices to the Workforce Technology & Shared Services in changing business needs, Lean & Smart HR (HR partnership with Shine as a Lead Sponsor, People Shared Services and Technology) are going to be Strong - the HR Technology & Summit Partner, EY - the game changers. With this in mind, National th The Knowledge Partner, Tata Sons as a Co-Sponsor, HRD Network organized its 4 National Summit on th BIMTECH, Jaipuria Institute of Management and IFIM Workforce Technology and Shared Services, on 11 th as the B-School Partners, Edenred as an Associate -12 Feb, at Leela Ambience, Gurgaon on the theme “Lean and Smart HR – Transforming Sponsor, People Matters as a Magazine partner, Gifts Work”. were sponsored by GIFT XOXO and Design and Communication partner was Fulki. The Summit was This one-and-a-half day event saw over 20 attended by more than 150 participants from across Business Leaders who shared their views on how the country. the world of work will change and what role Lean & Smart HR will play in this journey. The event was India is at an interesting cusp as the wave of spread across 6 Sessions which covered various digitization changes the work and workforce aspects of the theme. Emphasizing on the dynamics of the country. There is a new generation of increased need for such summits in the country, companies coming up which is changing the way work the Summit Director, Pankaj Bansal, Regional is perceived or performed. From 9-5 desk jobs to part time jobs and multiple employments, this President-North, NHRDN, and Co-Founder and “Uberisation” of work will have a significant impact on CEO, PeopleStrong highlighted, “While 70-80% of the Human Resources function. As the HR function HR oriented events in the United States and Europe
Glimpses
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NATIONAL SECRETARIAT NEWS Date : 11th-12th February 2016 Venue : Hotel Leela Ambience, Gurgaon Participants : 150 + focus on HR Shared Services and HR Technology, Officer, Wipro, Ms. Ester Matrinez, CEO & Editor-in- Indian platforms need to increasingly discuss and Chief, People Matters, Mr. Sandeep Sinha, Co- learn from the experiences of latest and proven HR Founder & Managing Partner, Lumis Partners, transformations. Especially now when India has an Mr.Rajeshwar Triptahi, Chief People Officer, opportunity to be the HR capital of the world, a lot Automotive & Farm Equipment Sector, Mahindra & more focus needs to come up.” The event saw Mr. Mahindra, Mr. Biplob Banerjee, Exec. Vice President Manoj Kohli, Chairman-Softbank as the Keynote HR and CSR, Jubilant Foodworks, Mr. G. Kalaiselvan, speaker, who shared how work has transformed in the Head-Technology Transformation, BPCL, Mr. past decade and how will it take up a new face all Srinivas Yelandur , Director & Digital Advisory Leader, together in future. He shared that an organization has EY, Mr. Anand Subbaraman, Vice President HCM only 2 goals : Profitability and Happiness, achieving Cloud Product Strategy, Oracle, Mr. B Srikanth, both requires a combination of Art and Science and HR CHRO, Airtel, Shubhro Bhaduri, CHRO, ABFSG & Mr. needs maintain a golden balance in order to so. Sukhjit Pasricha, Vice President-HR, IndiGo. The other eminent business leaders who were part of Workforce Technology and Shared Services have a the interesting deliberations which happened in the 6 major role to play in the coming days to establish Lean sessions reflected the same thought who included Mr. & Smart HR structures and NHRDN’s Summit was Anurag Malik, Partner, People & Organisation successful in projecting this in the minds of over 150 Advisory Services, EY, Mr. Sandeep Banerjee, CEO, future HR leaders of the country. Compass group, Mr. Abhijit Bhaduri, Chief Learning
Glimpses
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NATIONAL SECRETARIAT NEWS Date : 15th-16th February 2016 Venue : ITC Windsor, Bengaluru Participants : 100+
4th Summit on Gender Balanced Leadership-The Way Forward
On 15th & 16th of March 2016, NHRDN organized its 4th because Energy is On. Hence, at Schneider Electric, Summit in Bengaluru on Gender Balanced our intent is to make sure Life Is On for everyone, Leadership-The Way Forward. The Summit was everywhere and at every moment with our sponsored by Schneider Electric and Deloitte was the technology. I feel proud to say that my women Knowledge Partner. colleagues are changing the way the electricity grid The intent of this summit was to move beyond operates and the way manufacturing and production establishing the case for diversity (because that’s processes produce far better efficiency. So, uni- already been done), and instead focus on the tangible actions taken and the impact created. In each of the dimensional thinking does not work in this brave new sessions, the panellists and speakers challenged the world.” She further added, “All humans are the audience to raise the bar on: product of diversity. Today, we are taking diversity (i) Where has the needle moved and what led to it? from our homes all the way to our workplaces. We are creating a much more beautiful world” . (ii) What can we learn from our actions and good practices? While presenting the Welcome Address, Mr. Kamal Singh, Director General, National HRD Network, said: (iii) How can we move ahead with greater pace and “Women represent 50% of the highly educated commitment? people and 30-50% of the entry pool at campus, The Keynote Address was given by Ms. Chris Leong , however, the percentage of women in the board Global Marketing Head, Schneider Electric. rooms today are much less than that of men. It clearly Elaborating on the need of women in leadership, Ms shows that even with a strong pipeline of female Chris Leong, Chief Marketing Officer, Schneider leadership, somewhere the disparity sets in the way Electric, said: “Life is Energy, and Life is On today that impacts a woman’s career growth trajectory immensely. At NHRDN it is our constant endeavour to bring awareness about the need of Gender-balanced leadership”. This was followed by five sessions focusing on: (i) Impact of Diverse Leadership on Business & People Metrics (ii) Women in the Boardroom - Looking Beyond Compliance (iii) Women in Leadership Positions: How to Build a Sustainable Pipeline of Women Leaders
Inaugural Address By Ms. Chris Leong , (iv) 4 significant M’s of a working woman’s life: Global Marketing Head, Schneider Electric Marriage, Maternity, Mobility and Medical Care
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NATIONAL SECRETARIAT NEWS Date : 15th-16th February 2016 Venue : ITC Windsor, Bengaluru Participants : 100+
(v) Inclusion Matters - moving beyond diversity. organizations’, rather than use minor interventions to The session on the theme ‘Women in Board Rooms - keep women engaged in the vision of the company for Looking Beyond Compliance” by Mr. Bhaskar Bhat, business success. Managing Director, Titan Company Limited, in Once an organization has successfully modified their conversation with Ms. Hema Ravichandar, Strategic recruitment and hiring practices to reach a more HR Advisor’ helped articulate precisely what more diverse audience, the next step is to successfully should be done, to drive this goal and identify the key engage and support employees especially around life issues that prevent gender parity in the Board rooms, changing events, as was discussed in the session on and how should those be addressed. the theme: ‘4 M : Marriage, Maternity, Mobility and The session on the theme ‘Women in Leadership Medical Care’. Positions: How to Build a Sustainable Pipeline of The Summit concluded on the premise that ‘Inclusion Women Leaders’, discussed how Indian women have Matters’ and that diversity fosters creativity; adopted to so many roles in their own lives before awareness of diverse perceptions and points of view is entering the portals of the corporate world that in turn crucial to creating an inclusive workplace. impacts the style flexibility, which is the essence of Experiences and Insights from Organizations who leadership today, is almost ingrained in their psyche. have successfully spearheaded this agenda and from In order to push women into leadership roles, individuals who have beaten the odds to take a seat in companies who wish to attract, retain, and nurture the corporate world enriched the deliberations and women for advanced management positions will need ensured all participants had valuable takeaways from to take a hard look at ‘what women want in their the programme.
Summit In Progress
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NATIONAL SECRETARIAT NEWS Date : 15th-16th February 2016 Venue : ITC Windsor, Bengaluru Participants : 100+
The key take away was that for building a gender set higher ‘Threshold Limit’ for themselves before diverse leadership, both the organizations as well as they feel that they are ready for bigger roles or to put the women themselves have an equal role to play. across their point of view. Women need to become Several organizations have taken cognizance of their more mindful of this. They also need to challenge role as an employer. Examples were cited from themselves as to why they feel that they have the various organizations such as Schneider, Wipro, IBM, luxury to quit ‘when the going gets tough’. Creating 3M, where a ‘systemic’ approach has been taken to personal & organization support mechanisms work on policies that support diversity and inclusion, Leaning In, formal / informal sponsors and networks manager sensitization to deal with unconscious bias, are important for success. Successful women women leaders’ development, building diverse talent leaders who have broken the glass ceiling too have a pipeline and focused development of internal talented responsibility to engage in the diversity agenda. women. The Summit concluded on the premise that ‘Inclusion Deloitte shared about the concept of ‘Dial down’ and Matters’ and that diversity fosters creativity; ‘Dial up’ to support women in different stages of their awareness of diverse perceptions and points of view is life & career. The panellists also shared the need for crucial to creating an inclusive workplace. moving to ‘Sponsorship’ (only mentoring) of high Experiences and Insights from Organizations who potential women leaders. have successfully spearheaded this agenda and from Many of panellists strongly brought out the point that individuals who have beaten the odds to take a seat in big share of accountability for building ‘Gender the corporate world enriched the deliberations and Balanced Leadership’ rests with women themselves. ensured all participants had valuable takeaways from Research and experiences show that women tend to the programme.
As part of the Summit, the ‘Prerna Awards’ constituted by Schneider Electric were also presented. The awards quantified the theme in totality and exemplified the need to acknowledge the power of women leadership. The recipients of the honour were :
Ms. Pavithra Y.S. for her incredible Ms. Kala Charlu for her significant role in skilling entrepreneurship in the field of BPO with a team of women/girls who are burn victims and provide them only People with Disabilities (PWDs) with gainful employment. Mr. Anil Chaudhry, Country President and MD, Schneider Electric India presented the awards.
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NATIONAL SECRETARIAT NEWS Date : 15th-16th February 2016 Venue : ITC Windsor, Bengaluru Participants : 100+
Mr. Anil Chaudhry, Country President and MD, Ms. Rachna, Mukherjee, Chief HR Officer, Schneider Electric India Schneider Electric India
Mr. Dhananjay Singh, Mr. Kamal Singh, Director General, NHRDN Executive Director, NHRDN
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NATIONAL SECRETARIAT NEWS Date & Venue : 4th-6th February 2016, Mumbai 11th-13th February 2016, Hyderabad 18th-21st February 2016, New Delhi Participants : 235 + Managing the Contract Labour (Issues, Concerns, Problems & Remedies) and What Every Manager Should Know of Labour Laws (With Reference to Recent Judgements on Labour Laws)
The Programmes on “Managing the Contract Labour Court & Chief Editor - Labour Law Reporter, (Issues, Concerns, Problems & Remedies)” & “What Mr.Michael Dias, Secretary - The Employers Every Manager Should Know of Labour Laws (With Association and Mr. Alok M Bhasin Advocate - High reference to Recent Judgments on Labour Laws)” Court were part of the Delhi program faculty and Mr. were held on 4-5-6 February, 2016 at Mumbai, 11-12- Lancy D’Souza, Advocate - High Court and Legal 13 February, 2016 at Hyderabad and 18-19-20 Advisor - Bombay Chambers of Commerce and February, 2016 at New Delhi. Industry was part of the Mumbai faculty. Mr. M. R. Gera, Eminent Law Professional led these It was a truly intensive information packed program programmes with other experts both from Legal provided valuable insights to more than 235 Profession and Industry. Mr. Gera is also the Director, Participants across industry, the discussions held Management Development Centre in Delhi and has were highly thought provoking and imbibed d i r e c t e d / c o o r d i n a t e d n e a r l y 3 5 0 participants with the knowledge about issues and programmes/workshops on the subject for both trends prevailing in the domain of Contract Labour private and public sector organizations as also under and how employers can effectively overcome the the auspices of various leading national bodies and challenges in managing the contract labour in the companies. M.r H L Kumar, Advocate - Supreme current scenario.
Glimpses of workshop
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NATIONAL SECRETARIAT NEWS Date : 3rd, 4th March 2016 Venue : The Leela ,Mumbai Participants : 120+
4th HR Summit on Leveraging Compensation & Rewards for Sustainable Business Growth The 4th NHRDN Summit on Leveraging Compensation consider themselves to be Procurement Managers & Rewards for Sustainable Business Growth was held for their organization. They are responsible for on 3rd and 4th March, 2016 at The Leela, Mumbai with designing policies that enable the organization to buy EY as the Knowledge Partner for this event. Rewards time and competencies from their most valuable can be used to reinforce the organisational values that resource – the employees. He also suggested that the are important to an employer. If behaviours are on-goings of the compensation function need to important to an employer, it should consider the way transcend from being transactional to being in which results are achieved, not merely that targets relational – and possibly look to be customised for are met. Rewards can also be used in every part of a each employee. talent management strategy, from attracting The 1st session of the Summit was a Panel discussion individuals to ensuring they stay engaged. The central moderated by Mr. Rajiv Krishnan, Partner & India theme for the Summit was Leveraging Compensation Leader, People & Organization, Advisory Services, EY. and Rewards for Sustainable Business Growth, which The panelists included Mr. Amandeep Gupta, Whole covered 8 sessions spread across two days. The Time Director and CEO OCL India Limited, Mr. Hitesh Summit was a mix of panel discussions and Oberoi, Co-Promoter MD and CEO at Info Edge India presentation of case studies, which saw distinguished Ltd (Naukri.com) and Mr. Prashant Srivastava, business and HR leaders sharing their thoughts with President Group HR & People Excellence at Reliance Total Rewards practitioners, who attended from ADA Group. across the country. The main objectives of this session were - Executive Compensation, Using Employee The Panel offered the view from the top and enlisted Preference Data to become ‘Rewards Ready’, the expectations of the C-Suite from Total Rewards Rewarding the Blue Collar, Moneyball, Executing a professionals, the interplay between the Benefits strategy and chalking out the Future of Organization’s Culture, Rewards Strategy and Rewards Systems. Employee Behaviour, how does the C-suite/board approach the upheaval in modern rewards strategy to The Summit began with the theme address by Mr. ensure an inclusive workforce. Arvind Usretay, Executive Director, Rewards nd Consulting, India Leader, EY. He touched upon the The 2 panel discussion was led by Dr. Aquil Busrai, style of rewards within the overall Talent CEO, Aquil Busrai Consulting with Mr. Rajesh Management strategy that an organization must Padmanabhan, Director & Group CHRO, Welspun adopt to be identified as a top employer. The Group, Mr. Raj Raghavan, Director HR, Amazon, discussion veered towards how a Rewards philosophy Mr.Dependra Mathur, VP & Head – Compensation & draws heavily from the vision of the organization and Benefit and International HR, Infosys BPO. is most likely unique to an organization, its culture and The panel shared their views on Executive its people. Dr. P.V.R. Murthy, Sr. VP & Global Head Compensation and offered perspectives on what i) pay HR, Taj Hotels Resorts & Palaces, Summit Director, for performance really means for the C-Suite had helped give form to the agenda along with Mr. members, ii) whether equity plans have delivered the Usretay. desired behaviours and outcomes. They also offered Mr. K. Ramkumar, Executive Director, ICICI Bank & their opinions on the topic of equity and fairness of President, NHRDN delivered the Keynote Address. He executive pay. The Panel members agreed that “Cost suggested that Total Rewards practitioners must also of Leadership” could be a key metric in determining
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NATIONAL SECRETARIAT NEWS Date : 3rd, 4th March 2016 Venue : The Leela ,Mumbai Participants : 120+
The 3rd session was a presentation of the interim The next session was a case study presentation by Mr. findings of the EY Total Rewards and Talent survey Ashish Sen, General Manager, HPCL. Mr. Sen took his 2016 – employer’s perspective. Data collected from audience through the components of an effective Total and analysed for 150 unique respondents across India Rewards Communication strategy, some of the key Inc. gave insights into the current practices which are people initiatives, talent management practices and governing key talent management processes such as total rewards offerings at HPCL. compensation, benefits and performance Mr. Satheesh K. V. Director - Total Rewards, Flipkart, development. presented the company’s journey in defining benefits The day drew to a close with a panel discussion on that strike a chord with employees and help deliver a Rewarding Blue Collar workers. Mr. G. P. Rao, superior employee value proposition. Mr. Satheesh Founder and Managing Partner at GPR HR Consulting emphasized the importance of understanding the LLP., moderated the panel which saw participation employee demographic in details to be design from Ms. Geetha Ghaneckar, CHRO, Lifestyle programs that build an “emotional bond”. Business, Raymond, Mr. Dharm Rakshit, Vice Ms. Shalini Adhaar, Director, HR, Tupperware India President HR, Godrej, Mr. Balkrishna Patil, Vice Pvt. Ltd. took the audience through a very interesting President – Employee Relations, Mahindra & direct selling business model of Tupperware and how Mahindra Ltd. & Mr. Uday Mahale, President – that translates into compensation and benefits Siemens Workers Union. The eminent panel provided offerings for a large segment of their employees, who fact-based insights on the virtues of understanding never visit an office setup. She emphasized how the needs of the workforce, tailoring reward benefits are not a retention tool for companies and programs and impact of personalized rewards. have transformed into a key employee attraction tool. The Day-Two opened with a panel discussion on Sales The Summit was brought to a close by Mr. Adil Malia, Compensation. The panel was moderated by Mr. Group President HR, Essar Group. He underpinned Arvind Usretay, Executive Director, Rewards shortcomings of most Total Rewards programs and Consulting, India Leader, EY. He brought together followed by a detailing with the 6Gs model for a views from Ms. Sujatha Sudheendra, Head HR, Aditya successful Total Rewards program. Birla Finance Ltd., Ms. Jyoti Punja, Chief Distribution Officer, Cigna TTK Health Insurance Co., Ms. Seema At the end of the Summit, delegates were left with Ambastha, SVP – India & Global Business Netmagic thought provoking insights and perspectives from Solutions, Mr. Barttanu Das, Head HR, Blue Dart eminent leaders on building a future ready, Total Express Ltd. Rewards program that leverages deep knowledge of The panel talked about similar set of challenges faced an organization’s workforce, understanding of across various industries in dealing with sales market factors, how they dictate employee choice and incentive programs, whether sales compensation make it imperative for organization to offer intelligent, rewards behaviours or results and the need for personalized rewards programs to their talent pool. programs to be designed based on real time inputs from key stakeholders.
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NATIONAL SECRETARIAT NEWS Date : 3rd, 4th March 2016 Venue : The Leela ,Mumbai Participants : 120+
Glimpses of Summit
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KUDOS/MOVEMENTS
Avinash Kohli is the new Head HR of Boeing Avinash Kohli has been appointed as the Head of HR for Boeing Company subsidiary- BICIPL- Boeing India Corporation Private Limited. Currently working as Vice President- HR at Citi Technology Centre in Pune, he will join the firm on April 4th, 2016. An alumnus of Delhi School of Economics, Avinash has dealt with HR Strategy & Business Partnership, Organization & Talent Management, Compensation & Benefits, Leadership Development & Training, and HR Operations. In his new capacity as the Head of HR at Boeing, he will work as a member of the IMEA HR team and Lead India specific HR programs, initiatives, business partner support and services to Boeing employees and specifically, manage the HR function to deliver HR support, services and provide guidance and direction to the Leadership team in India. Avinash is also the Honorary Secretary of the Delhi & NCR Chapter, National Human Resource Development Network.
Welspun Group appoints Rajesh Padmanabhan as Director, Group CHRO Rajesh Padmanabhan who was past President and group CHRO of the Vedanta Group has joined , Welspun Group as Director and CHRO. Welspun is a 3 billion dollar business company dealing in pipes, plates and coils, as well as the home textiles sector with its presence in other areas, such as steel, infrastructure and energy. Padmanabhan, who has post graduated in HR as well as finance, from Narsee Monjee Institute of Management Studies, started his career with the ICICI group, handling systems on mainframes, and went on to become a corporate banker. His stint with Vedanta as President and Group CHRO ended in December 2015.
Dr. R. Sridhar is new HR Head of ITC ITC has appointed Dr R Sridhar as the new Head of Human Resources, continuing the process of appointing second-generation executives to key positions that the conglomerate kicked off three months ago. Dr Sridhar was earlier executive Vice- President and Head (Learning and Development). He replaces veteran human resources professional Anand Nayak who retired after 42 years of service in ITC. Sridhar joined ITC in 1982 after his MBA from XLRI, Jamshedpur and worked in various sectors including cigarettes and will be incharge of grooming younger talent in the company and prepare a succession plan across various levels in ITC.
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CHAPTER NEWS - BHUBANESWAR Date : 29th January 2016 Venue : Infosys, Bhubaneswar Participants: 80 WPOWER 2016 Bhubaneswar Chapter is one of the most dynamic shared her perspectives on Journey of Powerful Chapters of the NHRDN & is committed to the cause of Women @ Work: My Journey as a Lawyer. Men and the HR professional within the State and to HR Women need to work together, respect each other’s Professionals at large. It is recognized as one of the roles and rights to make choices and take decisions is front-runner Chapters under NHRD aegis that works what she stressed upon. Mr. Suresh Dutt Tripathi, towards furthering the aims and objectives of the VP(HRM), Tata Steel touched upon the theme of body. The Chapter won the Best Chapter Award at the Feminity and Power hand-in-hand-What female National Conference of NHRD in 2014-15 and the glory power should look like and where he spoke about the based on, inter alia some of the flagship programmes importance of empathy as a crucial element for that this Chapter offers. One such flagship survival. To be sensitive to each others’ needs is the programme that it offers every year is WPOWER. This essential factor to make workplace a better one. In her year, WPOWER is in its third edition looks at debating remarks Ms. Paramita Mahapatra, MD & CEO UMSL, and discussing critical areas influencing women at Director IMFA & President NHRD Bhubaneswar workplace.The inaugural session was graced by Ms. Chapter spoke about feminity and power & how we Rebecca John, Senior Advocate, New Delhi, who think determines and conveys our power.
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CHAPTER NEWS - BHUBANESWAR Date : 29th January 2016 Venue : Infosys, Bhubaneswar Participants: 80
The session on Are Women in Leadership Roles in a This was followed by Panel Discussion on the theme of Bind – where women were expected to be strong & Let’s play True or False: Women still have to do more decisive as leaders, nurturing & cooperative, saw at workplace to prove themselves. The Panellists eminent personalities like Ms. Shampa Dhar Kamath, were Ms. Sanghamitra Jena, CEO & Founder, Eastern Managing Editor, New Indian Express, Mr. Debiprasad Tours & Travels, Ms. Sashmi Nayak, Ambedkar Chair Das, Sr. VP & CHRO, CEAT and Dr. SK Mahapatra, Professor of Social Work, NISWASS, Prof. Supriti President-HR (Power Business), Bajaj Group sharing Mishra of IMI, Bhubaneswar and moderated by Mr. their experiences and perspectives. Sujit Mahapatra, Founder & Secretary, Bakul Foundation.
What Stops Me from Getting There - was an interactive A very pertinent issue the question no one asks: session conducted by Ms. Simren Mehn, Learning & Sexual Harassment of Women @ Workplace Development – Infosys where the audience (Prevention, Prohibition and Redressal) Act, 2013: participated and shared their own journeys to the top. What the New Law Says, was debated and discussed with Ms. Namrata Chadha, Former Member State Commission for Women, Member, Juvenile Justice Board & President, Maadhyam and Ms. Saswata Patnaik, Additional Govt. Advocate, High Court of Odisha .
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CHAPTER NEWS - BHUBANESWAR Date : 29th January 2016 Venue : Infosys, Bhubaneswar Participants: 80
The DIVA Awards This time The Diva Awards were instituted to honour, cause despite tremendous hardships and challenges. recognise and appreciate the laudable efforts of the Our Chapter salutes their passion , commitment and unsung heroes who have contributed for a social the courage to keep that fire burning.
The Diva Awards at WPOWER 2016 felicitated and The Valedictory address was given by Guest of Honour appreciated the efforts undertaken by the unsung Ms. Soma Mondal, Director (Commercial), NALCO heroes. They are Ms. Basanti Lohar from Keonjhar, and the Chief Guest of the occasion Mr. Sunjoy Hans, Ms.Sarada Lahangir from Sambalpur, Dr. Pragyan Chairman,Lalchand Group felicitated the Diva Bharati and Ms. Senha Mishra Bhubaneswar . Awardees.
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CHAPTER NEWS - CHENNAI Date : 26th March 2016 Venue: Mahindra City,Chennai
Outlearn 2016 As part of its ‘Outlearn Programme’, the Chennai What was planned as a half day session went well into Chapter organised a visit to Infosys, Mahindra City, the lunch hour with the participants trying to take it all Chennai as part of its innovative ways of adding value in. The Q&A spilled over the lunch time, which was to its members. It was attended by close to 36 followed by a tour of their campus spread across 130 members of the NHRDN Chennai Chapter. The visit acres. The participants had the opportunity to see conducted on 26th of March 2016, was a good balance amazing facilities, its landscape, the Japanese between a campus walk, visit to the workplace, a live garden, the play courts, and their accommodation demo and an engaging presentation and interaction centre and last but not the least, a block dedicated only session with the senior leaders at the Mahindra for recreational activities. The employees were shown Campus. how the company provided an environment that ensures work life balance to its employee with the The participants had a world class experience in the management sparing no effort to ensure that form of expert talks on Infosys and its business employees have a worthy time inside be it work or fun. presented by one of their senior leaders and the HR The visitors were hosted for a game of bowling during practices shared by none other than Mr. Sujith Kumar, the visit before calling it a day. It was a day well spent HR Business Leader, Infosys Ltd, Chennai & the learning, having fun and an insightful learning President-NHRDN, Chennai Chapter. experience for all the participants!
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CHAPTER NEWS - HYDERABAD Date : December 2015, January 2016 Venue: EThames Degree College, Hyderabad
Snapshots An Interactive Session on “Achieving Personal Excellence by Managing SELF effectively” by Mr. Vangipuram Balaji was held on Thursday, 3rd Dec 2015 at EThames Degree College, Hyderabad. Another Interactive Session on “SUCCESS - The Changing Definitions In The World Of Work” was held by Ms. Madhavi Iragavarapu on Thursday 10th Dec 2015 at EThames Degree College, Hyderabad.
An Interactive Session on Re-designing Life – an Inside-Out Approach by Mr. Vikramaditya Duggal Chief Energising Officer, Abhivyakti - the Expression on Thursday 17th Dec 2015 at EThames Degree College, Hyderabad.
An Interactive Session on “Managing Implicit Bias to build an Inclusive Culture” by Ms. Madhujit Singh on Thursday 24th Dec 2015 EThames Degree College, Hyderabad.
An Interactive Session on “Human Resources Strategies for Organization Transformation” By Mr. Raamchander Maddela on Thursday 31st Dec 2015 EThames Degree College, Hyderabad.
An Interactive Session on “Importance of a Leadership Model” by Mr. K. Srinivas Rao on Thursday 7th Jan 2016 at EThames Degree College, Hyderabad. An Interactive Session on “Business Dynamics and New HR” By Mr. Venkatesh Palabatla on Thursday 21st Jan 2016 at EThames An Interactive Session on “Performance Management System Model” By Mr. Sridhar Remella on Thursday 28th Jan 2016 at EThames.
Page | 33 3rd Seminar on Prevention of Sexual Harassment at the Workplace: Awareness, Enforcement & Leading Practices
06th May 2016, The Leela, Mumbai
Seminar Directors Ms. Kanika Bhutani - Director EY & Ms. Priti Kataria - V.P HR Wipro
CONTEXT It is extremely unfortunate to realise that in spite of having a sizable number in society and workplace, Indian women still have to struggle hard for their safety and security. This struggle not only hampers their individual professional growth but also adversely affects the overall organisational productivity. Realising the increasing incidences of such cases at the workplace, the Indian Parliament has passed a special act for the Safety of Women i.e the Sexual Harassment Of Women At Workplace (Prevention, Prohibition, And Redressal) Act, 2013. Thus, it requires serious attention and sincere efforts to create awareness so as to further help prevention of the issue from its roots, by enforcing leading practices in the corporate world. Recognising these concerns, National HRD Network has taken the initiative to organise a special program on “Prevention of Sexual Harassment at the Workplace: Awareness, Enforcement & Leading Practices”. This program is the 3rd in the series and will have some eminent speakers from the judiciary, consulting, and corporates who will discuss and deliberate upon the provisions of the law, as well as various ways and methods of effectively framing anti-sexual harassment policies and dealing with such cases in organisations. KEY DISCUSSIONS • Understanding the implications of sexual harassment prevention law at workplace • Understanding the appropriate ways and methods of approaching and responding to sexual harassment concerns and incidents • Responsibility of the state towards sexual harassment prevention at workplace • Corporate/Industry responsibility under the law • Knowing basic rights and privileges of women at workplace • How HR and legal teams can frame effective anti-sexual harassment policies in organisations • How to sensitise and train employees regarding the new sexual harassment prevention law • Individuals’ approach towards the concern of sexual harassment at workplace • Introducing complaint committees in organisations and defining the roles and responsibilities of the concerned executives • Identifying both preventive and corrective measures against sexual harassment • Framing clear cut punishment policies • Making organisations ready and compliant with rules and procedures prescribed under the sexual harassment Knowledge Communication & prevention law Partner Design Partner • Understand the enforcement agencies’ perspective SOME OF THE CONFIRMED SPEAKER
Ms. Kanika Bhutani Ms. Priti Kataria Mr. Yogi Sriram (Key Note Speaker ) Ms. Harlina Sodhi Director VP-HR Sr.VP Corporate HR SEVP – Head-Culture & EY Wipro L&T Capability, IDFC Bank
Ms. Aparna Sharma Ms. Rani Desai Prof. Asha Bajpai Mr. Vishal Kedia Ms. Pooja Prabhakar Independent Director CHRO TISS Founder Director T.S. Alloys LTD. Deloitte ComplyKaro BCP Associates
Ms. Manjusha Bhatnagar Mr. Jairam Pawar Ms. Lovleen Joshi Ms. Dipti Kotak Ms. Urvi Chhaya Director HR & CA District Officer Mumbai Head HR S.V.P Legal VP – HR Balmer Lawrie & Co. Ltd. Sub-urban (Dy. Collector) IDFC Ltd Sony Pictures Networks India ICICI Prudential Life
Mr. B.C Prabhakar Mr. Rajkumar Shriwastava Dr. Anagha Sarpotdar Mr. Senthilnathan B Advocate Director- Assurance External Member & Consultant - SVP & Head Employee Relation Karnataka High Court & President EY India Sexual Harassment at Workplace Citigroup South Asia - Citibank Karnataka Employers’ Association
WHO SHOULD ATTEND The program has been vigilantly crafted for HR Heads, Leaders, Managers & Executives to enable them to build a conducive workplace for employees across levels, and the ways & means of dealing with such situations. The Session would also be a great learning experience for Academicians & will enable them to understand the practical implications of Sexual Harassment Laws.
CERTIFICATE OF PARTICIPATION FOR ALL THE DELEGATES
DELEGATE FEE
Fees (Per Participant) For 1 For 2-4 For 5 & more NHRDN Platinum Member (Institutional) ` 6,400/- ` 6,000/- ` 5,600/- NHRDN Gold Member (Individual + Institutional)* ` 6,800/- ` 6,375/- ` 5,950/- NHRDN Silver Member (Individual + Institutional) ` 7,200/- ` 6,750/- ` 6,300/-
Non-Member ` 8,000/- ` 7,500/- ` 7,000/- Student / Academician ` 4,000/- ` 4,000/- ` 4,000/-
*All Existing Life Members may avail Gold Member rates
• Service Tax of 14.5% is applicable on the fee • For NEFT/RTGS, please find below the details: • Extra 10 % discount on 3 and 15% off on 5 or more BENEFICIARY NAME : NATIONAL HRD NETWORK nominations from the same organisation BENEFICIARY BANK : ICICI BANK • Fee includes cost of tea/coffee/lunch and other organisational BRANCH NAME : SushantLok, Gurgaon expenses BANK ACCOUNT NO. : 018301007404 • Fee to be paid by NEFT or cheque favouring “National HRD BANK IFSC CODE : ICIC0000314 Network” and sent to the below mentioned address BANK MICR NO. : 110229042 National HRD Network, C-81-C, DLF Super Mart-1, DLF City IV, Gurgaon 122002 Service Tax Registration No.: AAATN1283CSD001 NHRDN PAN No.: AAATN1283C
ADMINISTRATIVE DETAILS
Megha Bist Date : 06th May 2016 Tel: +91-124-4041560, 9899150663, [email protected] Registration : 08:00 A.M. – 09:00 A.M. National HRD Network | National Secretariat Session : 09:30 A.M. – 05:30 P.M. C-81C, DLF Super Mart I, DLF City, Phase IV Venue : The Leela, Mumbai Gurgaon – 122002 | Website: www.nationalhrd.org FORE School of Management New Delhi Presents 3rdCEO CONCLAVE 2016 15th June 2016 | ITC Grand Parel, Mumbai
Simplifying Complex Realities: Scripting the Way Forward
Click here for more details
rdrd 33 IndianIndian ManagementManagement SSiimmuullaattiioonn CChhaalllleennggee 22001166
Regional Rounds
Kolkata 22-23 April 2016
Bengaluru 29-30 April 2016
Mumbai 9-10 May 2016
New Delhi, Round 1 19 -20 May 2016
New Delhi, Round 2 23-24 May 2016
Champion Team Runner-Up 1 Runner-Up 2 Trophy & INR 1,00,000/- Trophy & INR 60,000/- Trophy & INR 40,000/-
What is the Indian Management Simulation Challenge? The Indian Management Simulation Challenge is a National Championship where participants are exposed to the challenges of Managing Business Enterprises in a competitive environment. The competition will enable participants to experience the thrill of business intricacies and learn how to react to them. Time is compressed so that years of simulated time can be condensed into days or even hours. The competition will allow other competitors to outperform each other and challenge the power of cross functional operations, team working, business acumen and decision making. The IMC enables participants to learn how to cope with complex challenges while building the capability of managing competition in ever changing business scenarios. Our Partners and Sponsors HR Magazine Partner Communication Design Partner Eligibility • Organizations can nominate multiple teams • A team comprise of 2-3 members • Participation is welcome from PSU's, Private Sector, Academicians and Entrepreneurs • No cross-corporate teams are allowed
Key Learnings Participants will be able to harness • Strategic Thinking • Financial Analysis • Market Analysis • Cross Functional Application of Operations • Teamwork • Leadership Development & Sharpening Decision Making Per Team Participation Fee (INR)* Register NOW Fees (Per Participant in INR) For 1-2 per team For 3-4 per team For 5 & more per team NHRDN Platinum Member (Institutional) ` 21,600 ` 20,000 ` 18,400 NHRDN Gold Member (Individual + Institutional)* ` 22,950 ` 21,250 ` 19,550 NHRDN Silver Member (Individual + Institutional) ` 24,300 ` 22,500 ` 20,700 Non-Member ` 27,000 ` 25,000 ` 23,000
Special Discount INR 1000/- per team till 15th April 2016
*Service [email protected]%, Swach Bharat Cess 0.50% is applicable on the participation fee NHRDN Service Tax No : AAATN1283CSD001 *Each team consists of 2-3 members NHRDN PAN No : AAATN1283C Remittance of participation fee in advance is compulsory to confirm participation of your nominees DD/Cheque towards participations fee should be drawn in favour of "National HRD Network" BENEFICIARY NAME: NATIONAL HRD NETWORK | BENEFICIARY BANK: ICICI BANK BANK ADDRESS: 005 A United Trade Centre, Sector Road, Sushant Lok Phase - 1, Gurgaon - 122002 | BANK MICR NO.: 110229042 BRANCH NAME: Sushant Lok Branch, Gurgaon | BANK ACCOUNT NO.: 018301007404 | BANK IFSC CODE: ICIC0000314
Winners of IMC 2015
HPCL National Champions - nd 1st Runner Up - HPCL 2 Runner Up - TATA Steel Ltd About NHRDN The National HRD Network is the National Apex body of professionals committed to promoting the HRD movement in the country and enhancing the capability of human resource professionals to compete globally and thereby creating value for society. Towards this end, National HRD Network is committed to the development of human resources through education, training, research and experience sharing. Established over 29 years ago, NHRDN is an autonomous, not-for-profit professionally managed organization, playing a catalyst role in grooming Leaders for Tomorrow. It has 12,500 members representing, Multinationals, Public & Private Organizations including Government, MSME & NGOs spread across 30 chapters in India and serves as a reference point for HR Professionals in Indian Industry.
SPONSORSHIP TIES For Registrations Kindly Contact: TUNI OPPOR COMMUNICATION Mr. Vinod Kakran +91 9811250897, [email protected] DESIGN PARTNER AVAILABLE National HRD Network, National Secretariat Team C-81C, DLF Super Mart I, DLF City, Phase IV, Gurgaon - 122002 Tel: +91-124-4217172, www.nationalhrd.org
All Work? Add Play!
Give a creative edge to your Board Games Learn Faster. Energizers and Ice-breakers Remember More. Apply it all. While having Fun!
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DLF City Court, DCT 710, Sikanderpur, MG Road, Gurgaon 122 002 • 124 4210356/57 • [email protected] • www.fulki.co.in Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Permanent Institutional
NAME CITY STATE Blue Star Limited Dadra Maharashtra Gems Education Solutions India Pvt.Ltd. Mumbai Maharashtra Guru Nanak Khalsa Inst.Of Management Studies Mumbai Maharashtra HDFC Standard Life Insurance Com.Ltd. Mumbai Maharashtra IDBI Federal Life Insurance Company Mumbai Maharashtra IndusInd Bank Limited Mumbai Maharashtra Invertis University Bareilly Uttar Pradesh JK Cement Ltd. Kanpur Uttar Pradesh KJ Somaiya Institute Of Management Mumbai Maharashtra Mahindra Lifespace Developers Ltd. Mumbai Maharashtra Standard Chartered Bank Mumbai Maharashtra Terex India Pvt. Ltd. Hosur Tamil Nadu
Annual Institutional
NAME CITY STATE Keva Dadra Maharashtra Mando Softtech India Pvt. Ltd. Gurgaon Haryana Navisite India Pvt. Ltd. Gurgaon Haryana Star Union Dai-Ichi Life Insurance Navi Mumbai Maharashtra Videocon D2H Limited Mumbai Maharashtra Vivekanand Education Society Institute Of Management Mumbai Maharashtra
SME Institutional
NAME CITY STATE Les Concierges Services Pvt. Ltd. Bengaluru Karnataka
Page | 42 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Life
NAME CITY STATE Mr. Amruta Abhyankar Pune Maharashtra Mr. Subir Chatterjee Bengaluru Karnataka Mr. Abdul Kalam Azath A Krishnagiri Tamil Nadu Ms. Akanksha Srivastava Bengaluru Karnataka Mr. Anil Kumar Bilaspur Himachal Pradesh Mr. Ankit Gujral Gurgaon Haryana Mr. Antoine Baskar Coimbatore Tamil Nadu Mr. Antony Innocent Krishnagiri Tamil Nadu Mr. Anuj Alphonson New Delhi Delhi Mrs. Archan Mehta Ahmedabad Gujarat Ms. Asha Tripathi New Delhi Delhi Mr. Ashok Kumar Noida Uttar Pradesh Mr. Babu Devasenapati Coimbatore Tamil Nadu Mr. Biswaranjan Sahoo Bhubaneswar Odisha Ms. Chandrakala T Krishnagiri Tamil Nadu Mr. Dipen Sharma Pune Maharashtra Ms. Gayathri Nagaraj Bengaluru Karnataka Mr. Hari Kota Ahmedabad Gujarat Mr. Hrishikesh Jha Mumbai Maharashtra Mr. Huzaifa Merchant Mumbai Maharashtra Mr. Huzaifa Merchant Mumbai Maharashtra Ms. Jai Shri Sharma New Delhi Delhi Ms. Judhajit Das Mumbai Maharashtra Ms. Kalyan Chakravarthy Dayal Lucknow Uttar Pradesh Ms. Kavitha Kolala Bengaluru Karnataka Mr. Kay G N Secunderabad Telangana Ms. Latha N Krishnagiri Tamil Nadu Mr. Manoj Kumar KS Bengaluru Karnataka Mr. Manuel Anand Chennai Tamil Nadu Ms. Meenakshi Khera Gurgaon Haryana
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MEMBERSHIP
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NAME CITY STATE Mr. Mohd Sahil Siddiqui Gurgaon Haryana Ms. Mona Hakeem Mumbai Maharashtra Mr. Narayan Hegde Bengaluru Karnataka Ms. Narmadha K Krishnagiri Tamil Nadu Ms. Nishant Dangle Mumbai Maharashtra Mr. Nitesh Shahi Bengaluru Karnataka Mr. Peter Joseph V G Krishnagiri Tamil Nadu Mr. Piyush Jajodia Navi Mumbai Maharashtra Ms. Pooja Kamath Bengaluru Karnataka Mr. Pradeep S Bengaluru Tamil Nadu Mr. Prakash Subramanian Bengaluru Karnataka Mr. Prashany Y. Joglekar Thane Maharashtra Mr. Prateek Upadhyay New Delhi Delhi Mr. Purushotham S l Bengaluru Karnataka Mr. Rahul Amin Hyderabad Telangana Mr. Rajesh Sisodia Gandhidham Gujarat Mr. Rajinder Kumar Bilaspur Himachal Pradesh Mr. Rakesh Missra Ghaziabad Uttar Pradesh Mr. Ramkishore R Krishnagiri Tamil Nadu Ms. Richa Sinha Ghaziabad Uttar Pradesh Prof. Rishikesha Krishnan Indore Madhya Pradesh Mrs. Shankar Navi Mumbai Maharashtra Ms. Sadhana Rao Gurgaon Haryana Ms. Sangeeta Malkhede Chennai Tamil Nadu Mr. Sanketh Ramkrishnamurthy Bengaluru Karnataka Mr. Santosh Singh Mumbai Maharashtra Mr. Sapan Shrimal Pune Maharashtra Dr. Selvaraj M S Krishnagiri Tamil Nadu Dr. Shameem Chennai Tamil Nadu Mr. Shantanu Bhave Thane Maharashtra
Page | 44 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Life
NAME CITY STATE Ms. Shilpa Kulkarni Mumbai Maharashtra Ms. Shilpi Gupta New Delhi Delhi Ms. Shilpi Prasad Thane Maharashtra Ms. Shweta Pathak Mumbai Maharashtra Ms. Smita Affinwalla Mumbai Maharashtra Mr. Somasundaram A S Krishnagiri Tamil Nadu Ms. Sucharita Dey Bengaluru Karnataka Ms. Sucheta Agarwal Roorkee Uttranchal Ms. Sumantra Mitra Mumbai Maharashtra Mr. Sunil Prabhune Mumbai Maharashtra Mr. Suresh Warrier Bengaluru Karnataka Mr. Suresh Jain New Delhi Delhi Ms. Suruchi Bhatia Gurgaon Haryana Mr. Sutanu Chowdhury Bengaluru Karnataka Ms. Swapna S Sawant Mumbai Maharashtra Ms. Swati Dogra Pune Maharashtra Mr. Tarun Kapoor New Delhi New Delhi Mr. Thomas John A Krishnagiri Tamil Nadu Mr. Thulasidhara S Bengaluru Karnataka Mr. Venkatesan Ramachandran Bengaluru Karnataka Mr. Vijay Gole Mumbai Maharashtra Ms. Vijayalakshmi C Chennai Tamil Nadu Mr. Vimal Mukundan Kochi Kerala Mr. Vinay Kumar Hyderabad Telangana Mr. Vinit Puri New Delhi Delhi
Page | 45 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Annual
NAME CITY STATE Mr. Archan Mehta Ahmedabad Gujarat Mr. Adhir Mane Mumbai Maharashtra Mr. Anand Shankar Chennai Tamil Nadu Ms. Anaouli Desai Vadodara Gujarat Ms. Anitha PD Chennai Tamil Nadu Mr. Anson Emmanual Ivan Pune Maharashtra Mr. Avijit Kar Navi Mumbai Maharashtra Dr. Babu Devasenapati S Coimbatore Tamil Nadu Mr. Babu Sudarshan Bengaluru Karnataka Mr. Balaji M Coimbatore Tamil Nadu Ms. Chitra Arunachalam Chennai Tamil Nadu Mr. Dharmendra Singh Jalandhar Punjab Mr. Dinesh Agarwal Hyderabad Telangana Ms. Divya Sharma Noida Uttar Pradesh Ms. Divya Naveen Bengaluru Karnataka Ms. Divyata Khedekar Mumbai Maharashtra Ms. Elizabeth Paul New Delhi Delhi Ms. Fehmina Khalique Greater Noida Uttar Pradesh Mr. Gaurav Bakshi New Delhi Delhi Mr. Gaurav Wadekar Bengaluru Karnataka Ms. Geetika Suri Bengaluru Karnataka Mr. Giri Krishnan Bengaluru Karnataka Mr. Gopinathan P Coimbatore Tamil Nadu Mr. Harigovindan KS Mumbai Maharashtra Mr. Hariprasad Kandaswamy Coimbatore Tamil Nadu Ms. Homa Rumi Merchant Mumbai Maharashtra Ms. Kafila Md Warangal Telangana Ms. Kakoli Saha Bengaluru Karnataka Ms. Kanika Jaiswal New Delhi Delhi Ms. Karthiiga C Chennai Tamil Nadu
Page | 46 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Annual
NAME CITY STATE Mr. Karthik B Chennai Tamil Nadu Mr. Laxminarayan Nanda Bengaluru Karnataka Mr. Mahadevan Durairaj Coimbatore Tamil Nadu Mr. Mani Narayanan Chennai Tamil Nadu Mr. Manish Rastogi Noida Uttar Pradesh Mr. Manjeet Kocchar Thane Maharashtra Ms. Marianne Franzen New Delhi Delhi Ms. Minal Ganesh Kadam Mumbai Karnataka Mr. Mohan Abbhi New Delhi Delhi Mrs. Monica Vohra Faridabad Haryana Ms. Mousumi Dhar Bengaluru Karnataka Ms. Mridula Sharma Dehradun Uttranchal Ms. Muddasani Rajya Laxmi Hasanparthy Telangana Ms. Mugdha Joshi Bengaluru Karnataka Mr. Muthaiah A Chennai Tamil Nadu Mr. Narendra Singh Bhopal Madhya Pradesh Mr. Natarajan M Krishnagiri Tamil Nadu Mr. Nikhil Mathur Bengaluru Karnataka Ms. Nivedha M Chennai Tamil Nadu Ms. Parvathy Venugopal Bengaluru Karnataka Ms. Pari Jhaveri New Delhi Delhi Mr. Partha Pant Mumbai Maharashtra Mr. Partho Chatterjee Kolkata West Bengal Mr. Paul Joseph Kolanchery Navi Mumbai Maharashtra Ms. Pooja Adhikary Hyderabad Telangana Mr. Prakash Hegde Bengaluru Karnataka Mr. Prakash Hegde Bengaluru Karnataka Ms. Priya Fernandez Chennai Tamil Nadu Ms. Priya Kavichelvan Krishnagiri Tamil Nadu Mr. Rahil Yadav New Delhi Delhi
Page | 47 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Annual
NAME CITY STATE Mr. Raj Kannan Coimbatore Tamil Nadu Mr. Rajamanickam Duraiswamy Chennai Tamil Nadu Ms. Rana Mukherjee Thane Maharashtra Ms. Rashmi R Bengaluru Karnataka Ms. Rashmi Kodikal Mangalore Karnataka Ms. Ratna Sekhar Adika Kolkata West Bengal Mr. Ravinder Kumar New Delhi Delhi Ms. Reena Sharma Dehradun Uttranchal Mr. Remella Naga Sridhar Hyderabad Telangana Mr. Sampath Kumar Coimbatore Tamil Nadu Mr. Sandeep Bhuyan Golaghat Assam Ms. Sandhya Ganapathy Chennai Tamil Nadu Ms. Sandipa Rahul Sinha Navi Mumbai Maharashtra Mr. Sanjeevi Raj Coimbatore Tamil Nadu Mr. Santosh Kumar Dwivedi Bhopal Madhya Pradesh Mr. Sarandha Kumar Pune Maharashtra Mr. Saurabh Kalra Delhi New Delhi Mr. Senthilkumar S Chennai Tamil Nadu Mr. Shailendra Sharma Arasmeta Chhatisgarh Mr. Sharad Misra New Delhi Delhi Mr. Shwetank Sharma Muzaffarnagar Uttar Pradesh Ms. Shyamli Rathore Gurgaon Haryana Ms. Smita Chandel Kolkata West Bengal Ms. Sonali Jain New Delhi Delhi Mr. Srinidhi Prasad Bengaluru Karnataka Mr. Srinivas Darmula Hanamkonda Telangana Mr. Sudheer Kothapalli Hyderabad Telangana Ms. Sudipta Law Bengaluru Karnataka Mr. Suman Kumar Naredla Warangal Telangana Mr. Surendra Kumar New Delhi Delhi
Page | 48 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Individual Annual
NAME CITY STATE Mr. Saurav Kumar Bengaluru Karnataka Ms. Tanvi Garg Bhopal Madhya Pradesh Mr. Thilak TS Coimbatore Tamil Nadu Mr. Vidya Sagar Moningi Chennai Tamil Nadu Mr. Vijayashree Pathikonda Hyderabad Telangana Mr. Vimal Francis T Krishnagiri Tamil Nadu Mr. Vinoth Kishore A Chennai Tamil Nadu Mr. Vishwanath Pundlikrao Karad Pune Maharashtra Mr. Vivek Vijayan Navi Mumbai Maharashtra
Student
NAME CITY STATE Mr. Abhay Mishra Gorakhpur Uttar Pradesh Mr. Abhishek Devdhar Greater Noida Uttar Pradesh Mr. Ahmad Saif Greater Noida Uttar Pradesh Ms. Aiswarya R Ernakulam Kerala Mr. Ajmal Khan New Delhi Delhi Mr. Akash Garg Roorkee Uttrakhand Mr. Akhil kumar Guttapalli Bengaluru Karnataka Ms. Akshatha Purushotham Mysore Karnataka Mr. Akshay Mammen Bengaluru Karnataka Mr. Amit Ojha Ghazipur Uttar Pradesh Mr. Aniket A. Barapatre Mumbai Maharashtra Mr. Aniruddha Rao Mysore Karnataka Mr. Anirudh Pratap Singh Agra Uttar Pradesh Mr. Ankit Tiwari Greater Noida Uttar Pradesh Ms. Anuradha Sharma Greater Noida Uttar Pradesh Ms. Apoorva Mishra New Delhi Delhi Ms. Apurva Bangera Mumbai Maharashtra
Page | 49 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Student
NAME CITY STATE Mr. Ashish Lath New Delhi Delhi Mr. Ayush Upreti Jamshedpur Jharkhand Ms. Bhavani Tejaswini Damodara Hyderabad Telangana Mr. Divyanshu Srivastava Allahabad Uttar Pradesh Ms. Drishti Saxena Noida Uttar Pradesh Mr. Durdana Ovais Bhopal Madhya Pradesh Ms. Dwija Priyadarshini Secunderabad Telangana Mr. Ezra Devakumar V Hosur Tamil Nadu Mr. Ganesh Shimpi Ranchi Jharkhand Ms. Garikipati Vijaya Sri Hyderabad Telangana Ms. Harini K Hyderabad Telangana Mr. Jagadeesh Babu M Hyderabad Telangana Mr. Jason R. Pinto Mumbai Maharashtra Ms. Jaya Sheela M Hyderabad Telangana Mr. Johnty Awana Noida Uttar Pradesh Mr. Karthikeyan K Thanjavur Tamil Nadu Ms. Kasturi Biswal Hyderabad Telangana Mr. Kunal Kulshreshtha Agra Uttar Pradesh Ms. Lavanya S Adilabad Telangana Mr. Madhuri Sawant Mumbai Maharashtra Ms. Madhusree T Hyderabad Telangana Mr. Mahitrajan Tyagarajan Bengaluru Karnataka Ms. Meghamallar Paul Bengaluru Karnataka Ms. Monisha Rajagopal Chennai Tamil Nadu Mr. Naga Sai Teja Timmaraju Hyderabad Telangana Ms. Nandhini S Hosur Tamil Nadu Ms. Neekita Rathod Mumbai Maharashtra Ms. Nivedha Shasti Chennai Tamil Nadu Mr. P S Neemish Secunderabad Telangana Ms. Payella Kezia Florence Hyderabad Telangana
Page | 50 Issue 22 E-NEWSLETTER Mar-Apr 2016
MEMBERSHIP
Members Admitted between January 2016 - March 2016 Student
NAME CITY STATE Ms. Piya Kunal New Delhi Delhi Ms. Pooja Sharma Jamshedpur Jharkhand Ms. Prachi Doshi Mumbai Maharashtra Mr. Pranjal Agarwal Ghaziabad Uttar Pradesh Ms. Pravin Juliyana A Hosur Tamil Nadu Ms. Priya Kumari Greater Noida Uttar Pradesh Ms. Priya Mishra Siddharthnagar Uttar Pradesh Mr. Rahul kumar Soni Mohania Bihar Ms. Ravali K Khammam Telangana Mr. Rishab Regmi New Delhi Delhi Mr. Rishabh Shukla Greater Noida Uttar Pradesh Mr. Rishabh Shukla Greater Noida Uttar Pradesh Ms. Riya Shori New Delhi Delhi Ms. Rohini Agre Navi Mumbai Maharashtra Ms. Sadhana Chandrasekaran Chennai Tamil Nadu Mr. Sanjay Kumar Soni Hyderabad Telangana Mr. Sanju RK Payyanur Kerala Ms. Shalini Lall Ghaziabad Uttar Pradesh Ms. Shikha Sheth Vadodara Gujarat Ms. Shilpa Anakkathil Mumbai Maharashtra Ms. Shirisha Busi Hyderabad Telangana Ms. Shreya Mundhada Mumbai Maharashtra Ms. Shweta Ghosh Ghaziabad Uttar Pradesh Mr. Simran Srivas Greater Noida Uttar Pradesh Mr. Somendar Kumar Greater Noida Uttar Pradesh Ms. Soumya T Khammam Telangana Ms. Spoorthi Poonja Bengaluru Karnataka Ms. Srividya M Hosur Tamil Nadu Mr. Sudeep Sundar Chinna Kandukuri Gooty Andhra Pradesh Mr. Sujay SS Ashokan Mysore Karnataka
Page | 51 Issue 22 E-NEWSLETTER Mar-Apr 2016
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Members Admitted between January 2016 - March 2016 Student
NAME CITY STATE Ms. Sunitha Tiwari Hyderabad Telangana Mr. Tedwin Thomas Bengaluru Karnataka Ms. Udita Banik Bengaluru Karnataka Ms. Uma Sarada Kosuri Hyderabad Telangana Mr. Umair Ahmad Aligarh Uttar Pradesh Mr. Veeraja J Nizamabad Telangana Mr. Venkata Subbaiah Vaddevalli Guntur Andhra Pradesh Mr. Venugopal A Hosur Tamil Nadu Mr. Vinay Abbar New Delhi Delhi Mr. Vishal Nrupan Bengaluru Karnataka Ms. Vyshnavi T Hyderabad Telangana Mr. Saurav Kumar Bengaluru Karnataka Ms. Tanvi Garg Bhopal Madhya Pradesh Mr. Thilak TS Coimbatore Tamil Nadu Mr. Vidya Sagar Moningi Chennai Tamil Nadu Mr. Vijayashree Pathikonda Hyderabad Telangana Mr. Vimal Francis T Krishnagiri Tamil Nadu Mr. Vinoth Kishore A Chennai Tamil Nadu Mr. Vishwanath Pundlikrao Karad Pune Maharashtra Mr. Vivek Vijayan Navi Mumbai Maharashtra
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CALENDAR OF PROGRAMS January - March 2016
NHRDN Learning Centre Program Calender (2016 - 2017)
Duration Program Program Theme City S.No Name Date* (Days)
1 Seminar Prevention of Sexual Harassment at Workplace 6 MAY 2016 1 Mumbai
2 Conclave 3rd CEO Conclave 12 MAY 2016 1 Mumbai
3 Summit 4th NHRDN IR Summit 20 - 21 May 2016 2 New Delhi
4 Conclave 4th NHRDN Human Capital Conclave 27 - 28 May 2016 2 New Delhi
5 Competition 3rd Indian Management Simulation Challenge 22 - 30 April-May 2016 2 Kolkata/ Bengaluru/ Mumbai/ Delhi
6 Retreat HR Leadership Retreat 8 - 9 July 2016 2 Goa
7 Summit 3rd NHRDN CSR Summit: 28 - 29 July 2016 2 Bengaluru
8 Forum NHRDN 2nd Indian Management Forum 5 August 2016 1 New Delhi
9 Summit 4th NHRDN HRM Summit 2015 2 - 3 September 2016 2 New Delhi
10 Summit 4th NHRDN Summit on Learning & Development 14 - 15 October 2016 2 New Delhi
11 Special Event NHRDN & Prof Ram Charan Young HR Icon 1 - 31 July-October 2016 2 TBD Awards 2015
12 Quiz 5th Business Leadership Quiz 12 - 18 October- Bhub/ Championship November 2016 Bengaluru/ Mumbai/ Delhi
13 Program 4th Advanced Leadership Program(ALP) 3 - 10 December 2016 7 China
14 Summit NHRDN-BIMTECH HR Summit on "Transforming 19 - 20 January 2017 2 Delhi HR in Indian Power Sector
15 Lecture NHRDN Udai Pareek Memorial Lecture 21 January 2017 1 Jaipur
16 Summit 4th NHRDN Summit on Compensation & Rewards 9 - 10 February 2017 2 Delhi
17 Summit 5th NHRDN Summit on HR Shared Services 22 - 23 February 2017 2 Bengaluru
18 Conclave 4th CEO Conclave 24 February 2017 1 Mumbai/ New Delhi
19 Summit 5th NHRDN Women Leadership Summit 8 - 9 March 2017 2 Mumbai
20 Special Event NHRDN Case Study Competition on 24 March 2017 1 New Delhi Management Education
Page | 53 Issue 22 E-NEWSLETTER Mar-Apr 2016
Lead Consulting Editor Editorial Team Dhananjay Singh P Charitha Nisha Kurup Executive Director, NHRDN Vinod Kakran
Support Team Nalin Srivastava, Harendra Negi, Nandan Singh Pranay Ranjan, Avinash Khurana, Priyavansh Singh, Megha Bist, Meenakshi Chauhan
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