If things progress as they are, India is certain to face a 'talent gap'- the lack of right skills for the job required - of more than 5 million by 2012, as existing educational institutions do not impart employable skills. If training has to deliver job-level skills in an increasingly globalised world, strong industry leadership and engagement with skills training, qualification and assessment framework is essential.
India has a huge brand name internationally in supplying skilled manpower. According to one estimate, at any point of time, around five million Indians work abroad. With its demographic advantage and the large pool of English speaking people, India can well provide the solution to the world's skills shortage problem. But, what is needed is a holistic approach to address the problem of skills shortage within the country.
At another level, if India is to attain its goal of becoming a global economic power, it needs people of calibre to power and accelerate growth, be it in manufacturing, services or even agriculture now. Development is dependent on proper infrastructure like power, roads, irrigation, etc., and on social upliftment in terms of health, sanitation, and so on. And for all this India needs qualified people. Even doctors are scarce, says a recent Planning Commission report. India needs 600,000 doctors, 1 million nurses and 200,000 dental surgeons. Health ministry estimates that India needs 2.1 million nurses if there has to be one nurse for a population of 500. But only 1.1 million are available.
A recent report published by the Confederation of Indian Industry (CII) and the Boston Consulting Group (BCG) has estimated that India would face 'talent gap'- the lack of right skills for the job required - of more than 5 million by 2012, as existing educational institutions do not impart employable skills. The report titled, 'India's Demographic Dilemma' brings out the fact the $1.1-trillion economy will have a shortfall of 750,000 skilled workers over the next five years. On the other side, there will be a surplus of 1.3 million unskilled and unqualified school dropouts and illiterates. Though a large part of the report was written before the current financial crisis started affecting India's growth rate, the numbers still look worrying. Post the financial crisis, new concerns have emerged.
As Bhaskar Chatterjee, Principal Adviser, Planning Commission, says, "unemployment among educated youth may be caused by a variety of factors. It might be that the economic - more specifically the job market - conditions are such that enough jobs are not created to absorb all the educated manpower. This may happen under recession, slow-down or even under job-less growth."
Alternatively, the number of educated unemployed may rise due to a mismatch between knowledge and skills that are imparted by the educational institutions on the one hand and what is required by industry on the other. "It is this second situation that puts the blame squarely on the education sector and that is, in fact, the phase through which we are passing in contemporary times. We are saddled with a situation where industry is lamenting skill shortage and at the same time we have educated youth complaining of non-availability of jobs," he adds
Admittedly, in one sense, the year gone by was a watershed year in the area of skills development initiatives as it has been recognised that bridging the skills gap is essential if India is to maintain the current pace of growth.
The National Skill Development Policy, approved by the Cabinet, under the National Skills Development Mission aims at empowering all individuals through improved skills, knowledge and internationally recognised qualifications to enable them access to decent employment and to promote inclusive national growth.
Apart from upgrading the existing government ITIs, the government has also launched the Skill Development Initiative Scheme to train one million people in the next five years and then one million every year. Training will be provided in demand-driven, short-term courses, based on modular employable skills and the cost will be borne by the Central Government.
Giving an overview of the latest policy initiatives, Sudha Pillai, Secretary, Labour & Employment, says the government is committed to creating quality employment and equipping the labour force with relevant skills in an age of intensified competition and technological diffusion. Towards this end, two major schemes totaling US$1,340 million have been launched for upgradation of all Industrial Training Institutes (ITIs) in the country, of which 500 ITIs are being upgraded into Centres of Excellence.
However, the issue of aligning skills with jobs has been a recurring one for quite a while. There are clearly still many concerns and challenges. Many of the people we spoke to had definite and valuable perspectives on the way forward, but a holistic approach is absent; one that synthesises the many strands that our education system has developed into over the years.
Diversity
India has one the largest education systems in the world, but there is an urgent need to modernise it. We need more institutions in diverse fields like agriculture, biotechnology, and human resources, among others, if we have to reap the advantages of our demographic profile.
In a country like India, it is also important to ensure equitable distribution and access to skill development opportunities. Says Pillai, "the employment exchanges are going to be drastically altered during 2009 and are going to be converted into web-based employment portals." The state governments run them but the Central Government has now got in the mission mode, a programme under the National e-Governance Plan (NeGP) where all the 1,000 odd employment exchanges will be so altered that you can actually give vocational counseling and guidance to make sure that people are employed, she adds.
The Planning Commission has also sanctioned the setting up of 5,000 Skills Development Centres under the Skill Development Initiative. In a move to widen outreach, the Initiative does not require Class 8 pass; it has brought the educational qualification down to Class 5. Non-governmental organisations (NGOs), which are engaged in non-formal education, can utilise this opportunity to skill their pupils after Class 5. For any training, one should have the ability to read a little. Hence, NGO programmes, will ensure that the children are literate and numerate.
MC Pant, Chairman, National Institute of Open Schooling (NIOS), says "when we talk of education and employability it is not enough to address the challenges of the formal system which compels everybody to go to the school and study a structured curriculum that is not suited to their requirement."
Upon being asked for a solution, Pant asserts: "We need flexible systems, modular approach and small units of competency-based courses. In the open schooling system, we are trying to provide modular courses where we have multiple entries, multiple exits, and facilities for-on-the job training. The institutions have to develop the courses as per the requirements of the employers, the competencies have to be mapped, evaluation systems have to respond to the requirements of the assessment of competencies which have been acquired by the learner and not simply knowledge domain. These are the challenges before us."
In order to meet the burgeoning requirements of skilled and unskilled labour, a massive increase in quantity of training is needed. As suggested by the National Knowledge Commission, the government can explore new delivery models to increase capacity such as public private partnerships, decentralised delivery, distance learning and computerised vocational training. At the same time, the government must introduce certain minimum standards as a measure of quality and ensure that these are adhered to by all public and private Vocational Education and Training (VET) institutions.
Quality
India has 350 universities, 18,000 colleges and 6,000 ITIs, which every year come out with about 500,000 technical graduates, of which, according to NASSCOM estimates, 75 per cent are not easily employable, and 2.3 million graduates, of which 90 per cent are considered unemployable. These are statistics which can vary from panel to panel but they are essentially true. Sam Pitroda, Chairman of the National Knowledge Commission says that of the 90,000 odd MBAs that are produced each year, only a miniscule percentage are found to be worth employing.
Most of the college graduates remain unemployable because of lack of job oriented training. If training has to deliver job-level skills in an increasingly globalised world, strong industry leadership and engagement with skills training, qualification and assessment framework is essential.
Agreeing that there was need to build bridges between industry, education and skill providers, Vijay Thadani, Chairman, Chief Executive Officer, NIIT Ltd, points out that there is also need to build soft skills as demanded by the new evolving global culture. Importantly, he advocates "synchronisation between knowledge and application".
These soft skills, according to MM Pant, Former Pro Vice-Chancellor, IGNOU, are communication skills, good team working skills, information seeking skills and logical skills. All these skills are not taught at university. "So, we need to distil skills for employability and put them on top of the agenda for inclusion in the curriculum."
Focusing on the twin imperatives of quality and competitiveness, Ravi Pillai, Country Head, City & Guilds (South Asia), pointed out that funding is no longer a constraint given the increased commitment levels of the government, but the institutional structure to deliver quality of output has still to come alive.
Across the globe, industry skills councils work actively to address the skill gaps, provide training and enhance employability. A sector-specific approach was imperative to determine curricula and training outcomes. Putting in place an institutional arrangement for training, certification and placement is critical to meeting industry requirements and improving the nation's productivity levels. It is learnt that testing at the new Skills Development Centres will be done by mostly industry-oriented testing entities and it is likely to be quite rigorous.
Navin Bhatia, COO, Bharti Airtel, says the future requires close cooperation with and among industry players to define a 'look, see and feel' curricula, create assessment guidelines and partner ITIs.
Planning for the VET sector should specially take into account the needs of emerging sectors like retail, automotive, IT, construction, and financial services. These sectors have no fixed training courses currently and a new beginning allows for evolving sustainable solutions.
Setting up special auto training institutes and development of special training modules catering to the needs of the auto industry is already on the cards. The auto industry has indicated its willingness to adopt 100 ITIs. In the construction sector, it is essential that a seamless supply chain of placement, retention and career progression is set in place if the country's infrastructure needs are to be met. For the financial services sector, training assessment can be conducted in different languages so as to widen outreach and incorporate the rural population into banking and financial services. Investment in healthcare, which would include not infrastructure but development of human resources, could be incentivised.
The role of ICTs in education is well recognised the world over. If we look at it from the perspective of employability, then as Rajan Anandan, Managing Director, Microsoft Corporation (India) says "we need a second information revolution."
The first information revolution in India was about the successful export of IT services where we leveraged low-cost developer resources. There are over 1.5 million software developers in India today, which has now become the largest developer community in the world.
The second revolution is about where we need to learn how to use IT to power job creation, to leverage IT to accelerate education where we can actually educate 500 million plus youngsters below the age of 20 and the remaining 500 million, many of whom who actually need further enhancement of professional capabilities. "This revolution will require several paradigm shifts. It will require IT companies to innovate for India instead of simply innovating from India," explains Anandan.
There is another perspective which holds that quality should be looked at from the primary school level itself. Non-governmental organisation Pratham publishes an annual report on the state of education, and the most recent one shows unacceptably low learning outcomes in the country. The public schooling system is shown to be grossly deficient, with students unable to read, write or solve arithmetic problems prescribed for far lower grades. Consider this: 44 per cent in Class 5 cannot read Class 2 text or 42 per cent in Class 7 cannot divide!
Capacity
There is a shortage of capacity in the Indian education system. India today needs at least 1,500 universities, but has only 370. There are more than 550 million young people in need of education but do not have educational institutes to go to. India also needs around 1,500 IITs, 1,500 management institutes, and 1,500 medical schools. A million good schools are also required.
But, due to tight regulation by the government, private sector entry into the education sector has been stifled. Equally valid is the opinion that the country's education system needs greater autonomy along with more inclusive private sector participation. Educationists ask, for instance, why should there be a single monopoly body in the sector granting deemed status to universities.
Sharda Prasad, Director-General Employment & Training, Government of India, says an institutional structure at the state level has already been suggested in the National Skill Development Policy. To achieve the objectives of developing skills, raising productivity and income levels, the states have to be on board, he said. Therefore, State Skill Development Councils headed by the Chief Minister and State Skill Development Corporations to serve as funding mechanisms have been envisaged. The Government has made large allocations but this funding should be viewed as a catalyser, to jumpstart the programme, suggested Prasad.
Capacity also needs to be upgraded in terms of human resources. In other words, we need to also train more teachers, re-skill them according to today's requirements. Young people should be motivated to train as educationists and trainers. This will partly solve the unemployment problem and add to the system a large number of people who can then transfer those skills to students There is a need for faculty enablement, faculty development and faculty recruitment. There is a need for blended training which is part ICT-enabled training and part faculty-driven. Clearly, the list of things to do is not small.
Some More Strategies
The theme of the 11th Five-Year Plan is inclusive growth and it not merely the backward areas and regions that are economically and social deprived and also people who are economically and socially backward. The biggest initiative being taken is in the area of education. A huge amount of money is being spent all over the country, not merely in the IITs and IIMs, but also in primary and secondary education and expanding the scope in the area of vocational education.
"Work-oriented education should begin right from pre-primary education and go up to high school where along with general education the children are taught the dignity of work," says Subhash C Kunthia, Joint Secretary, Ministry of Human Resource Development. "We are in the process of reformulating this higher secondary vocational stream with an element of general education so that children will have more choices if the want to go for higher education."
Subas Pani, Secretary, Planning Commission, points out that one of the critical shifts in philosophical approaches is that in the first meeting of the National Skill Development Mission, it was recognised that skill is not an end in itself. "So, it is essentially an employment mission."
"We must try and rework the training programme in such a manner that it is both demand and supply driven. Skilling is required to leverage employment and to give empowerment to those who get skilled for a sustainable living," he adds.
The problem and therefore the solution to the entire issue of unemployability vs. employability rests on one word, matching.
What does 'matching' mean? First, look at each vertical sector of the Indian industry and assess the numbers at each level in terms of manpower requirements. This kind of knowledge exists all over the place, in many studies. The second step is to create courses which answer the needs of the skill requirements. There are lots of courses but they do not exactly match the skill requirements and, therefore, the assessment which may lead to a certification the industry will find of use and accept. The third step is to find skilled teachers. One way is to retrain the existing faculty so that they are able to impart the needed skills to the students. The roadmap should incorporate the following:
• Initiate a comprehensive change process driven by innovative approaches for skill development, in terms of outreach, flexibility, labour market relevance and transparency. In addition, we need to:
• Implement policy direction and utilise allocations effectively so as to build a skill infrastructure.
• Channel investments and global partnerships for skill development to sector-specific needs and opportunities.
• Strategically align vocational training to higher education providers and also allow coherent, seamless transfer between various education sectors.
• Undertake reforms in both the supply and demand side of the training sector.
• Identify specific issues related to delivery and administration of skills, and then dovetail the same in a revamped education system.
Skills development is major initiative that tries to reach out to those people who need the most. All they need is to get some skills so that they stand on their own feet. They are willing to work and improve their life through their own efforts, but they need that little help of giving them some skills with which they can carve their own destiny. Let us all note it is not just about creating 10 million jobs within the country but it is actually skilling 47 million people to work not only in India but also abroad
(A Team Inclusion analysis)
Tuesday, May 24, 2011
Friday, April 22, 2011
4 Mindsets Of A Successful Leader
The author is Keith Ferrazzi, Author of book"Who's Got Your Back"
Have you found yourself thinking of starting your own business? Are you trying to climb the corporate ladder while the company is working through the recession? In other words, are you aiming to be a leader?
Well, behind every great leader, at the base of every great tale of success, you will find an indispensable circle of trusted advisers, mentors and colleagues. These groups come in all forms and sizes, and can be found at every level and in nearly all spheres of both professional and personal life. What they all have in common is a unique kind of connection with each other that I've come to call "lifeline relationships."
In order to build these all-important lifeline relationships, there are four core mindsets that can be learned and practiced, and help lead you on a path to personal and financial prosperity. They are:
Generosity: This is the base from which all the other behaviors arise. This is the commitment to mutual support that begins with the willingness to show up and creatively share our deepest insights and ideas with the world. It's the promise to help others succeed by whatever means you can muster. Generosity signals the end of isolation by cracking open a door to a trusting emotional environment, what I call a "safe space" -- the kind of environment that's necessary for creating relationships in which the other mindsets can flourish.
Vulnerability: This means letting your guard down so mutual understanding can occur. Here you cross the threshold into a safe space after intimacy and trust have pushed the door wide open. The relationship engendered by generosity then moves toward a place of fearless friendship where risks are taken and invitations are offered to others
Candor: This is the freedom to be totally honest with those in whom you confide. Vulnerability clears the pathways of feedback so that you are able to share your hopes and fears. Candor allows us to begin to constructively interpret, respond to and grapple with that information
Accountability:Accountability refers to following through on the promises you make to others. It's about giving and receiving the feet-to-the-fire tough love through which real change is sustained.
The real key to establishing close relationships with people you consider your trusted advisers in your career and in your personal life is how these four mindsets work together.
The process starts with generosity. It jolts people out of traditional transactional do-for-me-and-I'll-do-for-you relationships. Actively reaching out to and helping others gives us the opportunity and permission to take a relationship to a deeper level. This allows us to explore intimacy, ultimately to the point of being vulnerable and open with one another.
If we've created a safe space, a place where we feel safe enough to say candidly what we think and feel, we can take greater risks in the relationship. It can lead to making a commitment to mutually support one another through thick and thin and to hold one another accountable for doing the things that will allow us to achieve our dreams and destinies. Taking such risks can lead us to create more than just friendships -- we can create lifeline relationships to a better future.
This process is iterative: The more you give, the deeper you get and the more profound your sharing becomes. That strengthens your safe space, and provides more freedom to be vulnerable and candid -- which opens the relationship even more deeply. Trust builds incrementally, by stages, growing deeper and stronger as the mindsets are practiced more sincerely and passionately.
Once you work within the four mindsets, you will see it's a truly inspiring experience. Whether you're working with an experienced sales team or building a business from scratch, the lifeline relationships you build will become more than your colleagues or assistants. They will become you're a trusted circle of advisers and your peers.
That's worth repeating: peers. Equals. Even though one of them may have clear organizational authority -- and the title and decision-making power to go with it -- each member functions as a highly respected equal, offering up creative ideas, candid feedback and criticism voiced with authentic concern for the others' interests, and rigorous attention to accountability around goals, goal setting, follow-through and, of course, results. Each member has free, open and respectful permission to call the others out when they are falling short (because we all fall short, and most of us, as I know well, tend to do so repeatedly).
Do you want to be more successful in your career and more fulfilled in your life? Then let's get started.
Keith Ferrazzi, CEO of Ferrazzi Greenlight, has counseled the world's top enterprises on how to dramatically accelerate the development of business relationships to drive sales, spark innovation and create team cohesion. His most recent book is "Who's Got Your Back: The Breakthrough Program to Build Deep, Trusting Relationships That Create Success -- and Won't Let You Fail" (Broadway Business). You can find more information about him at www.keithferrazzi.com.
Have you found yourself thinking of starting your own business? Are you trying to climb the corporate ladder while the company is working through the recession? In other words, are you aiming to be a leader?
Well, behind every great leader, at the base of every great tale of success, you will find an indispensable circle of trusted advisers, mentors and colleagues. These groups come in all forms and sizes, and can be found at every level and in nearly all spheres of both professional and personal life. What they all have in common is a unique kind of connection with each other that I've come to call "lifeline relationships."
In order to build these all-important lifeline relationships, there are four core mindsets that can be learned and practiced, and help lead you on a path to personal and financial prosperity. They are:
Generosity: This is the base from which all the other behaviors arise. This is the commitment to mutual support that begins with the willingness to show up and creatively share our deepest insights and ideas with the world. It's the promise to help others succeed by whatever means you can muster. Generosity signals the end of isolation by cracking open a door to a trusting emotional environment, what I call a "safe space" -- the kind of environment that's necessary for creating relationships in which the other mindsets can flourish.
Vulnerability: This means letting your guard down so mutual understanding can occur. Here you cross the threshold into a safe space after intimacy and trust have pushed the door wide open. The relationship engendered by generosity then moves toward a place of fearless friendship where risks are taken and invitations are offered to others
Candor: This is the freedom to be totally honest with those in whom you confide. Vulnerability clears the pathways of feedback so that you are able to share your hopes and fears. Candor allows us to begin to constructively interpret, respond to and grapple with that information
Accountability:Accountability refers to following through on the promises you make to others. It's about giving and receiving the feet-to-the-fire tough love through which real change is sustained.
The real key to establishing close relationships with people you consider your trusted advisers in your career and in your personal life is how these four mindsets work together.
The process starts with generosity. It jolts people out of traditional transactional do-for-me-and-I'll-do-for-you relationships. Actively reaching out to and helping others gives us the opportunity and permission to take a relationship to a deeper level. This allows us to explore intimacy, ultimately to the point of being vulnerable and open with one another.
If we've created a safe space, a place where we feel safe enough to say candidly what we think and feel, we can take greater risks in the relationship. It can lead to making a commitment to mutually support one another through thick and thin and to hold one another accountable for doing the things that will allow us to achieve our dreams and destinies. Taking such risks can lead us to create more than just friendships -- we can create lifeline relationships to a better future.
This process is iterative: The more you give, the deeper you get and the more profound your sharing becomes. That strengthens your safe space, and provides more freedom to be vulnerable and candid -- which opens the relationship even more deeply. Trust builds incrementally, by stages, growing deeper and stronger as the mindsets are practiced more sincerely and passionately.
Once you work within the four mindsets, you will see it's a truly inspiring experience. Whether you're working with an experienced sales team or building a business from scratch, the lifeline relationships you build will become more than your colleagues or assistants. They will become you're a trusted circle of advisers and your peers.
That's worth repeating: peers. Equals. Even though one of them may have clear organizational authority -- and the title and decision-making power to go with it -- each member functions as a highly respected equal, offering up creative ideas, candid feedback and criticism voiced with authentic concern for the others' interests, and rigorous attention to accountability around goals, goal setting, follow-through and, of course, results. Each member has free, open and respectful permission to call the others out when they are falling short (because we all fall short, and most of us, as I know well, tend to do so repeatedly).
Do you want to be more successful in your career and more fulfilled in your life? Then let's get started.
Keith Ferrazzi, CEO of Ferrazzi Greenlight, has counseled the world's top enterprises on how to dramatically accelerate the development of business relationships to drive sales, spark innovation and create team cohesion. His most recent book is "Who's Got Your Back: The Breakthrough Program to Build Deep, Trusting Relationships That Create Success -- and Won't Let You Fail" (Broadway Business). You can find more information about him at www.keithferrazzi.com.
Employability Skills - Types
In my earlier blog, I had mentioned about employability skills and the need for it. Let us discuss the various employability skills.
Employability skills can be categorized into three skill sets:
(a) Basic Academic skills which includes reading, writing, science, maths, oral communication and listening skills.
(b) Higher-order thinking skills which includes learning, reasoning, creativity, decision making and problem solving, and
(c) Personal qualities which includes honesty, integrity, team spirit, adaptability & fexibility, good work attitude, social skills, cooperative, self motivation, self confidence and self control.
Basic Academic skills are essential at all levels of the job, but more so at mid and senior levels. At the entry-level jobs, basic academic skills are essential for high job performance. Ideally, employees at the entry level jobs should have the ability and desire to learn. They also need the ability to listen to and read instructions and then to carry out those instructions. These individuals should be able to respond appropriately both orally and in writing. Reading ability includes comprehending what has been read and using a variety of written materials, including graphs, charts, tables and displays. Entry level employees also need the ability to complete basic math computations accurately.
Higher-order thinking skills refer to the ability to think, reason, and make sound decisions, which is very crucial for employees. A person who can think critically, act logically, and evaluate situations to make decisions and solve problems, is a valuable asset to the company.
In addition to basic academic skills and higher order thinking skills, personal skills are also very important. It is difficult to utilize workers effectively who lack personal skills. Entry-level employees with good personal skills have confidence in themselves and deal with others honestly and openly, displaying respect for themselves, their co-workers, and their supervisors regardless of other people’s diversity and individual differences. They view themselves as a part of a team and are willing to work within the culture of the group. They have a positive attitude and take the initiative to learn new things to get the job done. Rather than blaming others when things go wrong, they are accountable for their actions. They also have the ability to set goals and priorities in their work and personal lives so that resources of time, money and other resources may be conserved and managed. These individuals practice good personal habits, come to work as scheduled, on time and dress appropriately, and are agreeable to change when necessary.
Employability skills can be categorized into three skill sets:
(a) Basic Academic skills which includes reading, writing, science, maths, oral communication and listening skills.
(b) Higher-order thinking skills which includes learning, reasoning, creativity, decision making and problem solving, and
(c) Personal qualities which includes honesty, integrity, team spirit, adaptability & fexibility, good work attitude, social skills, cooperative, self motivation, self confidence and self control.
Basic Academic skills are essential at all levels of the job, but more so at mid and senior levels. At the entry-level jobs, basic academic skills are essential for high job performance. Ideally, employees at the entry level jobs should have the ability and desire to learn. They also need the ability to listen to and read instructions and then to carry out those instructions. These individuals should be able to respond appropriately both orally and in writing. Reading ability includes comprehending what has been read and using a variety of written materials, including graphs, charts, tables and displays. Entry level employees also need the ability to complete basic math computations accurately.
Higher-order thinking skills refer to the ability to think, reason, and make sound decisions, which is very crucial for employees. A person who can think critically, act logically, and evaluate situations to make decisions and solve problems, is a valuable asset to the company.
In addition to basic academic skills and higher order thinking skills, personal skills are also very important. It is difficult to utilize workers effectively who lack personal skills. Entry-level employees with good personal skills have confidence in themselves and deal with others honestly and openly, displaying respect for themselves, their co-workers, and their supervisors regardless of other people’s diversity and individual differences. They view themselves as a part of a team and are willing to work within the culture of the group. They have a positive attitude and take the initiative to learn new things to get the job done. Rather than blaming others when things go wrong, they are accountable for their actions. They also have the ability to set goals and priorities in their work and personal lives so that resources of time, money and other resources may be conserved and managed. These individuals practice good personal habits, come to work as scheduled, on time and dress appropriately, and are agreeable to change when necessary.
Thursday, April 21, 2011
Employability Skills
- The two greatest concerns of employers today are finding good workers and training them. The difference between the skills needed on the job and those possessed by applicants, called the skills-gap, is of real concern to CEO’s and HR managers looking to hire competent employees. While employers would prefer to hire people who are trained and job ready, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. However, certain skills, referred to as employability skills, are mostly found missing in most of the applicants, especially at the entry level. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position.
In a recent survey carried out, following were the Top 7 skills which the employers were looking in employees:
Communication
Team Working
Integrity
Planning & Organization
Good writing
Numeracy (good with nos.)
Analysis & Decision making
These skills are transferrable or teachable skills and the earlier the person is trained in the skills the better. Governments all over the world are siezed with the problem and are taking steps to ensure that these form a part of school curriculum rather than being taught at a later stage, as is being done now.
Tuesday, March 01, 2011
Old Age Home
I am a frequent visitor to the Old Age Home at Hyderabad run by a Christian missionary. The center is home to around 135 old people. These include people who have worked through out their life taking care of their children and when it was the time for the children to take care of them, they abandoned them. This also includes people who do not have any close relative to take care and thus have taken shelter in the old age home. There are married couples as well as old people who have lost their spouse. I have been greatly impressed by the manner in which the Sisters take care of the inmates. Each and every inmate is given individual attention and care. They try to shower as much love as possible so that the old person does not feel the pain of not having a loved one. If an inmate is sick, they are not only given proper medical treatment but also the love and care which only a family member can give. The very old and sick inmates are even fed food by hand by the Sisters.
During a recent visit to the Home, I expressed a desire to go around the Home and meet the inmates. The Sister took me around the Home. Since it was lunch time, the inmates had gathered in the dining room. I was really stunned by the converastion that the Sister was having with the inmates. She addressed every one with whom she had a conversation, by their name. If some one was sick, she would ask them about their sickness, knowing exactly what the disease was. She introduced me to the inmates and told them that I had sponsored the lunch. I could see the happiness in the old eyes. I could feel the blessings they were showering on me – some said it in words, others by their eyes, some by raising their hands for blessing and some by their smile.
After the lunch was over, I thanked the Sister for giving me an opportunity to meet the old people. I thanked them for the excellent work which she and other Sisters were doing in taking care of the old people. Specially, if you realise that some of the Sisters are old. While leaving, I asked the Sister what I could do to make the life of the inmates slightly better. The Sister paused for a moment and then said,” there are many people who come and give donations. Some sponsor meals, some donate clothes and some donate money. But do you know – not many come forward and donate their time. While we require the money to run the Home, the Old people require people who come and talk to them, listen to them and make them feel that they have some one with whom they can share their feelings. They require some one to share their solititude”.
During a recent visit to the Home, I expressed a desire to go around the Home and meet the inmates. The Sister took me around the Home. Since it was lunch time, the inmates had gathered in the dining room. I was really stunned by the converastion that the Sister was having with the inmates. She addressed every one with whom she had a conversation, by their name. If some one was sick, she would ask them about their sickness, knowing exactly what the disease was. She introduced me to the inmates and told them that I had sponsored the lunch. I could see the happiness in the old eyes. I could feel the blessings they were showering on me – some said it in words, others by their eyes, some by raising their hands for blessing and some by their smile.
After the lunch was over, I thanked the Sister for giving me an opportunity to meet the old people. I thanked them for the excellent work which she and other Sisters were doing in taking care of the old people. Specially, if you realise that some of the Sisters are old. While leaving, I asked the Sister what I could do to make the life of the inmates slightly better. The Sister paused for a moment and then said,” there are many people who come and give donations. Some sponsor meals, some donate clothes and some donate money. But do you know – not many come forward and donate their time. While we require the money to run the Home, the Old people require people who come and talk to them, listen to them and make them feel that they have some one with whom they can share their feelings. They require some one to share their solititude”.
Wednesday, August 18, 2010
Challenges Facing Management
The management role and style has undergone frequent changes with time. Accordingly, the challenges being faced by the management also change. Successful managers adapt themselves to the change. Let us see what are the biggest challenges being faced by the management today:
1. Corporate Culture: Corporate culture flows from the top to bottom. Corporate culture is a mix of written and unwritten rules and policies, the philosophy of the management and the management style of operation. One of the critical elements of the culture is how the employees perceive the management behavior. If a culture directly or indirectly rewards a certain type of attitude or behavior, you are, by your actions or inactions, reaffirming that these are acceptable. Hence, if you want to change behavior, reward the behavior you want and discourage unacceptable behavior.
2. Decision Making: Most managers would like to make the decisions which they would expect others to implement and which would also be affecting the employees. Research has proved that the outcome of such decisions is less than desired or expected. It is always better to involve all the stake holders directly or indirectly and make them a party to the decision to make the outcome successful.
3. Organization Direction: One of the biggest challenge faced by the management is to effectively communicate the corporate direction with clarity and consistency to all the employees who have a right to know. Most organizations do a poor job on this count. One way to find out what your employees believe is to conduct anonymous surveys of attitudes, perceptions and opinions.
4. Communication: Communication is through various ways – emails, meetings, individual counseling, rumors, hearsays and newsletter. If the communication is only top-down, then it is assured that the management is not in touch with the realities of the organization, marketplace, customers and suppliers. The communication channel should be both ways and employees should be encouraged to air their views. Management should provide ample opportunities to obtain employee feedback.
5. Performance Feedback: Employees want to know how they are performing – what their strengths and weakness are and how they need to improve. Most of the time, the feedback is given at the time of annual appraisal. Since the appraisal is linked to rewards, the employee perceives the appraisal feedback as a method of justification of the reward. The feedback should be given on a regular basis and the should not be only limited to annual appraisal.
6. Trust: Trust is an important elemant of a harmonious, synergistic and efficient work envioronment. Trust starts from the top since trustfullness and trustworthiness can exist only if management can set an example. It is very difficult to build trust but very easy to break it.
1. Corporate Culture: Corporate culture flows from the top to bottom. Corporate culture is a mix of written and unwritten rules and policies, the philosophy of the management and the management style of operation. One of the critical elements of the culture is how the employees perceive the management behavior. If a culture directly or indirectly rewards a certain type of attitude or behavior, you are, by your actions or inactions, reaffirming that these are acceptable. Hence, if you want to change behavior, reward the behavior you want and discourage unacceptable behavior.
2. Decision Making: Most managers would like to make the decisions which they would expect others to implement and which would also be affecting the employees. Research has proved that the outcome of such decisions is less than desired or expected. It is always better to involve all the stake holders directly or indirectly and make them a party to the decision to make the outcome successful.
3. Organization Direction: One of the biggest challenge faced by the management is to effectively communicate the corporate direction with clarity and consistency to all the employees who have a right to know. Most organizations do a poor job on this count. One way to find out what your employees believe is to conduct anonymous surveys of attitudes, perceptions and opinions.
4. Communication: Communication is through various ways – emails, meetings, individual counseling, rumors, hearsays and newsletter. If the communication is only top-down, then it is assured that the management is not in touch with the realities of the organization, marketplace, customers and suppliers. The communication channel should be both ways and employees should be encouraged to air their views. Management should provide ample opportunities to obtain employee feedback.
5. Performance Feedback: Employees want to know how they are performing – what their strengths and weakness are and how they need to improve. Most of the time, the feedback is given at the time of annual appraisal. Since the appraisal is linked to rewards, the employee perceives the appraisal feedback as a method of justification of the reward. The feedback should be given on a regular basis and the should not be only limited to annual appraisal.
6. Trust: Trust is an important elemant of a harmonious, synergistic and efficient work envioronment. Trust starts from the top since trustfullness and trustworthiness can exist only if management can set an example. It is very difficult to build trust but very easy to break it.
Sunday, November 15, 2009
VALUE OF TIME
Have you been to the bank?
Imagine there is a bank that credits your account each morning with 86,400 units. It carries over no balance from day to day. Every evening it deletes whatever part of the balance you failed to utilize during the day. What would you do? Draw out every cent, of course !!!!
Each of us has such a bank. Its name is TIME.
Every morning, it credits you with 86,400 seconds.
Every night it writes off, as lost, whatever of this you have failed to invest to good purpose.
It carries over no balance. It allows no overdraft.
Each day it opens a new account for you.
Each night it burns the remains of the day.
If you fail to use the day’s deposits, the loss is yours.
There is no going back.
There is no drawing against the “tomorrow”.
You must live in the “present” on today’s deposits.
Invest it so as to get from it the utmost in health, happiness, and success!
The clock is running.
Make the most of today.
To realize the value of ONE YEAR, ask a student who failed a grade.
To realize the value of ONE MONTH, ask a mother who gave birth to a pre-mature baby.
To realize the value of ONE WEEK, ask the editor of a weekly newspaper.
To realize the value of ONE HOUR, ask the lovers who are waiting to meet.
To realize the value of ONE MINUTE, ask a person who missed the train.
To realize the value of ONE SECOND, ask a person who just avoided an accident.
To realize the value of ONE MILLISECOND, ask the person who won a silver medal in the Olympics.
Treasure every moment that you have! And treasure it more because you shared it with someone special, special enough to spend your time.
And remember that time waits for no one.
Yesterday is HISTORY
Tomorrow is MYSTERY
Today is a GIFT
That’s why it’s called the ‘present’ !!
(This is a reproduction of an article forwarded to me by a friend of mine)
Imagine there is a bank that credits your account each morning with 86,400 units. It carries over no balance from day to day. Every evening it deletes whatever part of the balance you failed to utilize during the day. What would you do? Draw out every cent, of course !!!!
Each of us has such a bank. Its name is TIME.
Every morning, it credits you with 86,400 seconds.
Every night it writes off, as lost, whatever of this you have failed to invest to good purpose.
It carries over no balance. It allows no overdraft.
Each day it opens a new account for you.
Each night it burns the remains of the day.
If you fail to use the day’s deposits, the loss is yours.
There is no going back.
There is no drawing against the “tomorrow”.
You must live in the “present” on today’s deposits.
Invest it so as to get from it the utmost in health, happiness, and success!
The clock is running.
Make the most of today.
To realize the value of ONE YEAR, ask a student who failed a grade.
To realize the value of ONE MONTH, ask a mother who gave birth to a pre-mature baby.
To realize the value of ONE WEEK, ask the editor of a weekly newspaper.
To realize the value of ONE HOUR, ask the lovers who are waiting to meet.
To realize the value of ONE MINUTE, ask a person who missed the train.
To realize the value of ONE SECOND, ask a person who just avoided an accident.
To realize the value of ONE MILLISECOND, ask the person who won a silver medal in the Olympics.
Treasure every moment that you have! And treasure it more because you shared it with someone special, special enough to spend your time.
And remember that time waits for no one.
Yesterday is HISTORY
Tomorrow is MYSTERY
Today is a GIFT
That’s why it’s called the ‘present’ !!
(This is a reproduction of an article forwarded to me by a friend of mine)
Wednesday, July 22, 2009
DARKNESS AFTER DAWN
On 22nd July 2009, India woke up to witness a rare celestial phenomenon not to be surpassed in the 21st century– the total solar eclipse. This is the longest eclipse of the 21st century, being 6 minutes 38 secs at some places. The eclipse footprint began around 6:30am from western India and then racing across to eastern India in a few minutes before crossing to Burma, small islands of Japan and China. In India, total solar eclipse was visible in the cities lying close to the central and eastern part of India – a narrow strip beginning from the western shore of Surat , moving to the northern cities of Agra, Varanasi, Indore Bhopal, Patna , Bhagalpur and then to the eastern cities of Jalpaigudi, Guwahati, Dibrugarh and Itanagar. In the remaining parts of the country, partial solar eclipse was visible. However, at many places thick dark clouds disappointed many enthusiasts who had gathered to watch the celestial spectacle.
The eclipse had generated a lot of interest in the country. Teams of scientists from various parts of the world including NASA had camped at various places in the country to witness the phenomenon and conduct experiments. Taregna, a small sleepy village 12 miles from Patna, had been declared as the best place to witness the solar eclipse by NASA. Hence, Taregana attracted the maximum number of tourists and scientists. However, man proposes and God disposes. The dark clouds which blotted out the view in many parts of the country, played spoil sport at Taregana too, thus disappointing the people who had gathered there. The spectacular solar eclipse was witnessed in full glory in Agra, the city of Taj Mahal and the holy city of Varanasi.
The next solar eclipse of such a long duration is expected on 13th June, 2132.
The eclipse had generated a lot of interest in the country. Teams of scientists from various parts of the world including NASA had camped at various places in the country to witness the phenomenon and conduct experiments. Taregna, a small sleepy village 12 miles from Patna, had been declared as the best place to witness the solar eclipse by NASA. Hence, Taregana attracted the maximum number of tourists and scientists. However, man proposes and God disposes. The dark clouds which blotted out the view in many parts of the country, played spoil sport at Taregana too, thus disappointing the people who had gathered there. The spectacular solar eclipse was witnessed in full glory in Agra, the city of Taj Mahal and the holy city of Varanasi.
The next solar eclipse of such a long duration is expected on 13th June, 2132.
Saturday, July 11, 2009
Birthday Celebrations - For Whom
All of us celebrate our birthday. Birthday is a very special day in the life of an individual. We party with our friends and relatives. But in all the hullabaloo we tend to forget the most important individual - MOTHER. She is the person resonsible for our existence and who underwent pain for nine months to give birth to the child. She spent sleepless nights so that the child can sleep peacefully. She sacrificed a lot - whether it be her career, money, etc for proper upbringing of the child. Hence, on birthdays, we should never forget our mother. Rather for the child, on his/her birthday celebration, mother should be the most important person. The child's birthday should be cdelebrated as "Mother's Day".
I am reminded of a birthday celebration of a friend of mine, Naresh (name changed). Naresh is a senior executive in a MNC at Hyderabad. He had hosted a big party at his Banjara Hill residence, where he had invited a number of his friends, senior executives of his company and the IT sector and senior bureacrats of the government. His old mother had come all the way from Delhi to celebrate his birthday. However, when I reached his home, I did not find her in the party. I asked Naresh where his mother was. "She is in her room", he said in an indifferent manner. "But she should have been here", I said. "No, she will get bored since she does not know anyone here", Naresh said.
I went to his mother's room which was on the first floor. I found her sitting near the window watching the celebrations from behind the curtain. "Auntie", I said, "why don't you come and join the pary for sometime?". She looked at me, as if trying to figure out an answer. Then she said "No, I do not know English and would not be able to talk to the educated people there. I am fine here". I could sense the pain and agony in her voice and eyes as she uttered these words. She had travelled 2000 kms to be with her son on his birthday, but she could not travel the last 10 meters to be by his side. She watched the celebrations as a mute spectator, sometimes smiling and sometimes tears flowed down her cheeks.
I am reminded of a birthday celebration of a friend of mine, Naresh (name changed). Naresh is a senior executive in a MNC at Hyderabad. He had hosted a big party at his Banjara Hill residence, where he had invited a number of his friends, senior executives of his company and the IT sector and senior bureacrats of the government. His old mother had come all the way from Delhi to celebrate his birthday. However, when I reached his home, I did not find her in the party. I asked Naresh where his mother was. "She is in her room", he said in an indifferent manner. "But she should have been here", I said. "No, she will get bored since she does not know anyone here", Naresh said.
I went to his mother's room which was on the first floor. I found her sitting near the window watching the celebrations from behind the curtain. "Auntie", I said, "why don't you come and join the pary for sometime?". She looked at me, as if trying to figure out an answer. Then she said "No, I do not know English and would not be able to talk to the educated people there. I am fine here". I could sense the pain and agony in her voice and eyes as she uttered these words. She had travelled 2000 kms to be with her son on his birthday, but she could not travel the last 10 meters to be by his side. She watched the celebrations as a mute spectator, sometimes smiling and sometimes tears flowed down her cheeks.
Thursday, May 21, 2009
PLANTS AND FENGSHUI
The power of plants and flowers in your home
Plants are auspicious from the point of feng shui. It is always good to grow plants in the house, especially wooded plants.
Plants in the office also bring about increased luck in your career. Place plants in the east, south or south-east corners of your office for maximum luck.
If you are a married couple and want children, avoid putting flowers in the bedroom. Instead, place a basket of fruits in your bedroom. Fruits, especially pomegranates, are a symbol of fertility.
Don't place thorny plants inside your home. Thorny plants do form a protective shield, and could be placed outside the home. Don't place them too near the front door. They could be placed a little further away from the door, or in the balcony.
Don't place bonsai plants inside or outside the home. They represent stunted growth.
Trim your plants regularly. Overgrown plants promote bad energy. Similarly, trim trees in your garden regularly. Don't let them overwhelm your house.
Fresh flowers bring luck and fortune in your home. Place fresh flowers in your living room on a regular basis. However, once they die, throw them out. Don't leave dying flowers in your home.
Avoid placing dried flowers in your house. They are believed to bring misfortune. Artificial flowers are a far preferable option and are believed to bring luck.
Do not place any flowers, plants or any other auspicious feng shui symbol in the bathroom. The good luck will backfire and turn into bad luck.
Ever noticed lemons (nimbus) hanging on the entrances of shops? They are believed to ward off the evil eye, according to Hindu superstitious beliefs. Similarly, oranges and lemons are believed to be powerful symbols of fortune, and bring prosperity to the home. They should be placed at the entrance.
General tips for enhancing prosperity
The three-legged frog is considered to be a strong symbol of prosperity. Keep it anywhere in your living room.
In your office, sit with your back to the wall or a closed cabinet Avoid sitting with your back to the window or an open bookshelf or you may become the victim of malice and betrayal. Place a painting or image of a mountain range on the wall behind you. Never sit with your back to the door.
Flowing water is always considered auspicious. If you have a fountain in your reception area, ensure that the water is flowing inwards, and not in the outward direction - or money will flow out instead of flowing in.
If you live close to a swift river, prosperity just gets swept along with the current. It is best to live close to a meandering stream.
Plants are auspicious from the point of feng shui. It is always good to grow plants in the house, especially wooded plants.
Plants in the office also bring about increased luck in your career. Place plants in the east, south or south-east corners of your office for maximum luck.
If you are a married couple and want children, avoid putting flowers in the bedroom. Instead, place a basket of fruits in your bedroom. Fruits, especially pomegranates, are a symbol of fertility.
Don't place thorny plants inside your home. Thorny plants do form a protective shield, and could be placed outside the home. Don't place them too near the front door. They could be placed a little further away from the door, or in the balcony.
Don't place bonsai plants inside or outside the home. They represent stunted growth.
Trim your plants regularly. Overgrown plants promote bad energy. Similarly, trim trees in your garden regularly. Don't let them overwhelm your house.
Fresh flowers bring luck and fortune in your home. Place fresh flowers in your living room on a regular basis. However, once they die, throw them out. Don't leave dying flowers in your home.
Avoid placing dried flowers in your house. They are believed to bring misfortune. Artificial flowers are a far preferable option and are believed to bring luck.
Do not place any flowers, plants or any other auspicious feng shui symbol in the bathroom. The good luck will backfire and turn into bad luck.
Ever noticed lemons (nimbus) hanging on the entrances of shops? They are believed to ward off the evil eye, according to Hindu superstitious beliefs. Similarly, oranges and lemons are believed to be powerful symbols of fortune, and bring prosperity to the home. They should be placed at the entrance.
General tips for enhancing prosperity
The three-legged frog is considered to be a strong symbol of prosperity. Keep it anywhere in your living room.
In your office, sit with your back to the wall or a closed cabinet Avoid sitting with your back to the window or an open bookshelf or you may become the victim of malice and betrayal. Place a painting or image of a mountain range on the wall behind you. Never sit with your back to the door.
Flowing water is always considered auspicious. If you have a fountain in your reception area, ensure that the water is flowing inwards, and not in the outward direction - or money will flow out instead of flowing in.
If you live close to a swift river, prosperity just gets swept along with the current. It is best to live close to a meandering stream.
Thursday, April 30, 2009
RECESSION - A BOON IN DISGUISE
Dave Gartenberg, Director HR of Microsoft UK, reportedly said recently: “In turbulent times more than any other, there is not only the opportunity but the need for HR to provide leadership to the business. The ability to attract and retain workers when times are really tough requires leaders to be at their best.” Many feel that issuing pink-slips and managing layoffs are the biggest challenges that HR faces today; but there is far less wisdom in this belief because the real challenge that confronts corporate HR today is to utilise this period of recession as an opportunity. Some of these opportunities are:
Consolidate workforce: Workforce consolidation is a huge opportunity that any organisation has nowadays. This is not only in terms of having a leaner workforce, but also in redeployment of the workforce to improve utilisation and efficiency.
Streamline salaries: For the past few years most industries have seen above-normal salary hikes due to the pressure of retention. In fact, India Inc recorded the steepest salary hikes in Asia for seven years running till 2008, according to Hewitt Associates. But the recession has changed things dramatically. Salary freezes and pay cuts have suddenly become the order of the day. The 13th annual Salary Increase Survey conducted across 480 companies by Hewitt Associates shows that salary increase projections for 2009 in India have dipped to 8.2 per cent from an actual increase of 13.3 per cent in 2008, but continue to be the highest in the Asia-Pacific region and among the highest globally.
According to the company, for the first time in six years, India will see single digit salary increases. Importantly, the data for the survey was collected from December 2008 to January 2009 and Hewitt expects that the salary increase projections may fall even further in coming months. Hence, this period can be viewed as an opportunity to streamline salaries and cut costs.
Make organisations more performance-centric: The recession has forced organisations to take a close look at the workforce and identify the real performers. The non-performers have either found their way out of the organisation or have been put on a short notice to ‘deliver or perish’.
Identify real talent: The renewed strict focus on performance alone for survival in organisations has not only exposed low- and non-performers, but has also brought to the fore ‘real talent’ in the organisation.
Develop talent as leaders: A recession is the right time to wisely invest in the development of talent, both in terms of skill sets and in the form of future leaders. The focus has to be on how much they are investing in their employees and what skill sets they will need to grow their businesses in the future.
Review and restructure policies: The mad pace of hiring, training and appraising seems to have come to a screeching halt. And if not to a complete full stop, the rate is low and slow. This also gives HR the time to revisit its policies, compare them with the best-in-class practices and restructure them for maximum effectiveness in the present and the future.
Build employer brand: Despite the fact that many companies have put a freeze on hiring, both hiring talented people and retaining them will continue to be a challenge for HR. Hence, keeping the employer brand intact and re-building the same could have a cascading impact later.
Communicate and build trust and morale: Communicating with employees not only remains one of the greatest needs of HR, but is also an opportunity to build the trust and morale of people during tough times. It is vital for HR to see that the morale of employees does not sag while the organisation is sailing through rough waters.
Consolidate workforce: Workforce consolidation is a huge opportunity that any organisation has nowadays. This is not only in terms of having a leaner workforce, but also in redeployment of the workforce to improve utilisation and efficiency.
Streamline salaries: For the past few years most industries have seen above-normal salary hikes due to the pressure of retention. In fact, India Inc recorded the steepest salary hikes in Asia for seven years running till 2008, according to Hewitt Associates. But the recession has changed things dramatically. Salary freezes and pay cuts have suddenly become the order of the day. The 13th annual Salary Increase Survey conducted across 480 companies by Hewitt Associates shows that salary increase projections for 2009 in India have dipped to 8.2 per cent from an actual increase of 13.3 per cent in 2008, but continue to be the highest in the Asia-Pacific region and among the highest globally.
According to the company, for the first time in six years, India will see single digit salary increases. Importantly, the data for the survey was collected from December 2008 to January 2009 and Hewitt expects that the salary increase projections may fall even further in coming months. Hence, this period can be viewed as an opportunity to streamline salaries and cut costs.
Make organisations more performance-centric: The recession has forced organisations to take a close look at the workforce and identify the real performers. The non-performers have either found their way out of the organisation or have been put on a short notice to ‘deliver or perish’.
Identify real talent: The renewed strict focus on performance alone for survival in organisations has not only exposed low- and non-performers, but has also brought to the fore ‘real talent’ in the organisation.
Develop talent as leaders: A recession is the right time to wisely invest in the development of talent, both in terms of skill sets and in the form of future leaders. The focus has to be on how much they are investing in their employees and what skill sets they will need to grow their businesses in the future.
Review and restructure policies: The mad pace of hiring, training and appraising seems to have come to a screeching halt. And if not to a complete full stop, the rate is low and slow. This also gives HR the time to revisit its policies, compare them with the best-in-class practices and restructure them for maximum effectiveness in the present and the future.
Build employer brand: Despite the fact that many companies have put a freeze on hiring, both hiring talented people and retaining them will continue to be a challenge for HR. Hence, keeping the employer brand intact and re-building the same could have a cascading impact later.
Communicate and build trust and morale: Communicating with employees not only remains one of the greatest needs of HR, but is also an opportunity to build the trust and morale of people during tough times. It is vital for HR to see that the morale of employees does not sag while the organisation is sailing through rough waters.
Saturday, March 21, 2009
VOTE AND BE THE AGENT OF CHANGE
As the general elections in India are drawing near, the momemtum in the country is picking up with a large number of NGO's or forums asking the registered voters to come out and vote. This is one opportunity that the common man gets once in 5 years to determine who will represent them in the legislature and form the next government.
The terrorist attack in Mumbai on 26/11 was the rallying point when the common man realised that their voice was not being properly heard by the power that be and that something had to done to change the situation. Since corporate India was the worst affected by the attack, the initiative was naturally taken by the corporate India.
One such initiative was launched by Lets Vote (www.letsvote.in) at Hyderabad by a group of professionals. “Let’s Vote” initiative is aimed at helping the citizens of the nation to find their voice, exercise their right, and contribute to positive development outcomes. Within a few weeks, the lets vote initiative has spread to other cities like Bangalore, Ahmedabad, Vishakapatnam and Vijaiwada.
Lets Vote has actively and effectively coordinated with the Chief Election Officer of Andhra Pradesh in getting thousands of employees of companies and students of schools in Hyderabad to get registered as voter. It also organized several events in Hyderabad and other cities to popularise the concept to vote. It is organizing a 5K walk on 5th April to motivate people to come out and vote.
Lets Vote's volunteers are actively propagating in companies the importance of vote and encouraging employees to go and vote. From informal gatherings around water coolers, overflowing with conversations underlining the importance of one’s right to vote, to mailers being sent out to demystify the electoral process, all attempts are being made to encourage employees to cast their votes during the upcoming general elections.
As per statistics, only 10% of the youth vote. There are an estimated 43 million first time voters this time. The intention is to mobilise as many as possible to vote so that democracy actually wins.
Let us vote and become the agent of change.
The terrorist attack in Mumbai on 26/11 was the rallying point when the common man realised that their voice was not being properly heard by the power that be and that something had to done to change the situation. Since corporate India was the worst affected by the attack, the initiative was naturally taken by the corporate India.
One such initiative was launched by Lets Vote (www.letsvote.in) at Hyderabad by a group of professionals. “Let’s Vote” initiative is aimed at helping the citizens of the nation to find their voice, exercise their right, and contribute to positive development outcomes. Within a few weeks, the lets vote initiative has spread to other cities like Bangalore, Ahmedabad, Vishakapatnam and Vijaiwada.
Lets Vote has actively and effectively coordinated with the Chief Election Officer of Andhra Pradesh in getting thousands of employees of companies and students of schools in Hyderabad to get registered as voter. It also organized several events in Hyderabad and other cities to popularise the concept to vote. It is organizing a 5K walk on 5th April to motivate people to come out and vote.
Lets Vote's volunteers are actively propagating in companies the importance of vote and encouraging employees to go and vote. From informal gatherings around water coolers, overflowing with conversations underlining the importance of one’s right to vote, to mailers being sent out to demystify the electoral process, all attempts are being made to encourage employees to cast their votes during the upcoming general elections.
As per statistics, only 10% of the youth vote. There are an estimated 43 million first time voters this time. The intention is to mobilise as many as possible to vote so that democracy actually wins.
Let us vote and become the agent of change.
Wednesday, March 18, 2009
MY EXPERIENCES AT THE PASSPORT OFFICE
Passport office in India is one such place where any normal Indian would dread to go. The brokers who throng around the passport office scare you to such an extent that it makes you feel that without their assistance, it may not be possible to get the work done at the passport office.
Sometime back, I had an opportunity of going to the passport office for re-issuance of my passport which was about to expire. I went on the passport website and found out the necessary documents to be submitted along with the application form under the Tatkaal scheme. After arranging the documents, I registered online. I was given a time and date to submit the application form at the Hyderabad passport office. On the allotted date, I reached the passport office 15 minutes before the scheduled time. The security guard guided me to a gentleman who was allotting the serial no. and the counter no. I walked and sat down at the counter, waiting for my turn. After around 10 minutes, my turn came. I showed my documents to the concerned passport department official. He went through it quietly and found them in order. Then he dryly said,"get all 36 pages of the old passport photocopied and fill these two pages..your name here (pointing to the place on the paper) and the name of the person who has issued the certificate,here”. “But”, I protested,”your department website says that photocopies of only 4 front pages and 4 back pages of the passport are to be submitted, which I have done.”. “Listen”, he said ”get all 36 pages photocopied. I am not bothered what is mentioned on the website”. And saying this, he waved to the person standing behind me to show him the application. Reluctantly, I went out of the office and got all the 36 pages of the old passport photocopied. Then I filled up the form, which, should have been done by the passport official. The form is a verification letter sent to the government authority issuing the certificate, seeking confirmation of issuance. I went back again to the counter. I found that the concerned passport department official was not on his seat. He was busy helping out a person in getting the application form signed by some senior official and then carried the file to the cash section for making payment. Since the concerned official at the cash section was busy, he waited and got the payment made out of turn and then after chatting with the gentleman whom he helped, he came back to his seat. This lasted for around 5 to 10 minutes, when the entire crowd in the qeue was waiting for his return.
After return, he again looked at all the documents I had submitted with the application form. He glanced at me and asked in what business I was? “Private service”, I replied. “In which company?”, he asked. Unable to understand why he wanted this information and trying to avoid any possible demands from his side, I replied,” and Indian company in Punjagutta”. “OK”, he said glancing at me, “take these documents and tie these together ”. He then pushed the entire application form along with the supporting documents in a folder and gave me a screwdriver like instrument and a bunch of thread. Since everyone ahead of me had done it, I did it, although reminding him that this was not my job. He looked at me and smiled and told me to go to the cash counter to deposit the necessary fees.
At the cash counter, something else was brewing up. The concerned passport official, although deputed to accept payments, was busy in scrutinizing the application form of some lady who had come to him through a broker. I could infer this since he talked at least 3 times in 10 minutes to the broker, informing him the documents required for issue of the visa. Ultimately, he advised the lady to wait and he will get back to her after talking to his boss. After waiting for around 15 minutes, the payment was accepted.
Three things I would like to bring out:
First, the department needs to update it’s website about the number of pages of the old passport for which photocopies are required – 4 front and 4 back or the entire 36 pages.
Second, they can attach the verification form along with the application form to prevent delay in handling of the application form by the passport officials. It was noticed that everyone who had applied under Tatkaal scheme was being asked to fill in the verification form and till that time, others in the qeue had to wait.
Thirdly, the passport officials dealing with the general public should be trained to be polite and behave properly with them. They are doing any favor by issuing a passport, rather they are paid by the government for that work.
Sometime back, I had an opportunity of going to the passport office for re-issuance of my passport which was about to expire. I went on the passport website and found out the necessary documents to be submitted along with the application form under the Tatkaal scheme. After arranging the documents, I registered online. I was given a time and date to submit the application form at the Hyderabad passport office. On the allotted date, I reached the passport office 15 minutes before the scheduled time. The security guard guided me to a gentleman who was allotting the serial no. and the counter no. I walked and sat down at the counter, waiting for my turn. After around 10 minutes, my turn came. I showed my documents to the concerned passport department official. He went through it quietly and found them in order. Then he dryly said,"get all 36 pages of the old passport photocopied and fill these two pages..your name here (pointing to the place on the paper) and the name of the person who has issued the certificate,here”. “But”, I protested,”your department website says that photocopies of only 4 front pages and 4 back pages of the passport are to be submitted, which I have done.”. “Listen”, he said ”get all 36 pages photocopied. I am not bothered what is mentioned on the website”. And saying this, he waved to the person standing behind me to show him the application. Reluctantly, I went out of the office and got all the 36 pages of the old passport photocopied. Then I filled up the form, which, should have been done by the passport official. The form is a verification letter sent to the government authority issuing the certificate, seeking confirmation of issuance. I went back again to the counter. I found that the concerned passport department official was not on his seat. He was busy helping out a person in getting the application form signed by some senior official and then carried the file to the cash section for making payment. Since the concerned official at the cash section was busy, he waited and got the payment made out of turn and then after chatting with the gentleman whom he helped, he came back to his seat. This lasted for around 5 to 10 minutes, when the entire crowd in the qeue was waiting for his return.
After return, he again looked at all the documents I had submitted with the application form. He glanced at me and asked in what business I was? “Private service”, I replied. “In which company?”, he asked. Unable to understand why he wanted this information and trying to avoid any possible demands from his side, I replied,” and Indian company in Punjagutta”. “OK”, he said glancing at me, “take these documents and tie these together ”. He then pushed the entire application form along with the supporting documents in a folder and gave me a screwdriver like instrument and a bunch of thread. Since everyone ahead of me had done it, I did it, although reminding him that this was not my job. He looked at me and smiled and told me to go to the cash counter to deposit the necessary fees.
At the cash counter, something else was brewing up. The concerned passport official, although deputed to accept payments, was busy in scrutinizing the application form of some lady who had come to him through a broker. I could infer this since he talked at least 3 times in 10 minutes to the broker, informing him the documents required for issue of the visa. Ultimately, he advised the lady to wait and he will get back to her after talking to his boss. After waiting for around 15 minutes, the payment was accepted.
Three things I would like to bring out:
First, the department needs to update it’s website about the number of pages of the old passport for which photocopies are required – 4 front and 4 back or the entire 36 pages.
Second, they can attach the verification form along with the application form to prevent delay in handling of the application form by the passport officials. It was noticed that everyone who had applied under Tatkaal scheme was being asked to fill in the verification form and till that time, others in the qeue had to wait.
Thirdly, the passport officials dealing with the general public should be trained to be polite and behave properly with them. They are doing any favor by issuing a passport, rather they are paid by the government for that work.
Saturday, February 28, 2009
ATTITUDE
When my daughter was a small kid, I remember showing her a glass filled with water and asking her to describe it. She thought for a second and said “well, this is a glass half full of water”. “Good”, I said, “this shows that you are an optimistic person”. My daughter could have said that the glass was half empty and that is equally right. But that would have shown that she was pessimistic. So the way you look at situations in your life relates to your attitude.
The dictionary meaning of ‘attitude’ is “a state of mind or a feeling; disposition”. Attitude plays a vital role in one’s life. It affects the quality and direction of our thoughts with which we approach a situation. It can therefore make a lot of difference to the quality of life of the person. A person with a positive attitude is likely to reach greater heights in his career or profession. The people with a positive attitude see things in an altogether different perspective. They are people with a never-say-die spirit. Whatever the circumstances may be, they stay calm and cool and go about solving the problems with confidence. Motivational speaker, Zig Ziglar’s quote on attitude is relevant in today’s scenario: “It’s your attitude, not your aptitude that will determine your altitude.”
How does Attitude Influence the Corporate World?
There is an awakening in the corporate world of the importance of a positive mental attitude. Customers are lost, friction and conflicts occur, stress increases, employees report sick, performance at work gets affected, productivity goes down – all due to a negative mental attitude. There is an increasing awareness on part of the top management and HR to ensure that while hiring, attitude of the employee also needs to be properly assessed and only employees having a positive attitude should be hired. I have noticed that an employee with a positive attitude disseminates the same to his colleagues and thus helps in improving the work environment of the company.
To summarize, there are two key attributes that an individual possesses — the skills he requires to perform and his attitude towards work. While skills can be developed over a period of time with hard work, it is critical to develop a positive attitude towards work, which includes learning from failures, helping others, working under stress and with people from diverse cultures.
The dictionary meaning of ‘attitude’ is “a state of mind or a feeling; disposition”. Attitude plays a vital role in one’s life. It affects the quality and direction of our thoughts with which we approach a situation. It can therefore make a lot of difference to the quality of life of the person. A person with a positive attitude is likely to reach greater heights in his career or profession. The people with a positive attitude see things in an altogether different perspective. They are people with a never-say-die spirit. Whatever the circumstances may be, they stay calm and cool and go about solving the problems with confidence. Motivational speaker, Zig Ziglar’s quote on attitude is relevant in today’s scenario: “It’s your attitude, not your aptitude that will determine your altitude.”
How does Attitude Influence the Corporate World?
There is an awakening in the corporate world of the importance of a positive mental attitude. Customers are lost, friction and conflicts occur, stress increases, employees report sick, performance at work gets affected, productivity goes down – all due to a negative mental attitude. There is an increasing awareness on part of the top management and HR to ensure that while hiring, attitude of the employee also needs to be properly assessed and only employees having a positive attitude should be hired. I have noticed that an employee with a positive attitude disseminates the same to his colleagues and thus helps in improving the work environment of the company.
To summarize, there are two key attributes that an individual possesses — the skills he requires to perform and his attitude towards work. While skills can be developed over a period of time with hard work, it is critical to develop a positive attitude towards work, which includes learning from failures, helping others, working under stress and with people from diverse cultures.
Thursday, January 01, 2009
NEW YEAR RESOLUTIONS
It is customary with people to make a new year resolution at the beginning of the new year. It is at this time that people contemplate what habits need to be changed /improved. They then resolve to change their old habits and adopt new ones, hoping to improve their relationship with other people or improve their health etc.
Whether the previous resolutions were achieved or not, people still make New Year resolutions with full determination and commitment at the beginning of the year, as this period allows for planning for the whole year.
Many vow to reach office in time, pay debts, do away with junk food, quit drinking and smoking, spend quality time with family members, enjoy life more, learn something new, keep one fit by workout and exercise, shed off a few kilogrammes of weight or do social service by helping the needy etc etc.
However, all these good intentions get derailed within days, if not weeks, if no proper planning is put in place.
But why do many New Year Resolutions fail? One major reason is making resolutions that are unrealistic and unattainable. Then later after adopting them, you discover that it is difficult to follow them. Consequently, you end up failing leading to frustrations.
Therefore, come up with a plan that will define the steps that can be put into action. Establishing a goal without developing a plan is an exercise in futility. A good plan should define the steps to be followed and what it takes to achieve your objective.
Establishing resolutions that are easy to follow can help. Just find out what you are capable of doing without expecting too much from yourself. Some are not easy to stick to, for example quitting cigarette smoking, so find out what it takes before committing yourself.
As you make your resolution, always remember that you may not realise you goal in a day or even a week. It may take even longer, hence you have to remain committed and perseverent.
This is despite the fact that it may take you just a day or even hours to come up with a resolution. It is usually a process that starts with one step, leading you to the accomplishment of the ultimate goal.
Whether the previous resolutions were achieved or not, people still make New Year resolutions with full determination and commitment at the beginning of the year, as this period allows for planning for the whole year.
Many vow to reach office in time, pay debts, do away with junk food, quit drinking and smoking, spend quality time with family members, enjoy life more, learn something new, keep one fit by workout and exercise, shed off a few kilogrammes of weight or do social service by helping the needy etc etc.
However, all these good intentions get derailed within days, if not weeks, if no proper planning is put in place.
But why do many New Year Resolutions fail? One major reason is making resolutions that are unrealistic and unattainable. Then later after adopting them, you discover that it is difficult to follow them. Consequently, you end up failing leading to frustrations.
Therefore, come up with a plan that will define the steps that can be put into action. Establishing a goal without developing a plan is an exercise in futility. A good plan should define the steps to be followed and what it takes to achieve your objective.
Establishing resolutions that are easy to follow can help. Just find out what you are capable of doing without expecting too much from yourself. Some are not easy to stick to, for example quitting cigarette smoking, so find out what it takes before committing yourself.
As you make your resolution, always remember that you may not realise you goal in a day or even a week. It may take even longer, hence you have to remain committed and perseverent.
This is despite the fact that it may take you just a day or even hours to come up with a resolution. It is usually a process that starts with one step, leading you to the accomplishment of the ultimate goal.
Wednesday, December 03, 2008
AFTERMATH OF MUMBAI VIOLENCE
3rd December 2008
It's been over a week since the terrorists attacked Mumbai and over 4 days since they were eliminated (1 was caught alive and he has been giving information how the attack was planned and carried out). What has the government done in the meantime?
Nothing, except some political decisions taken to ward off political attack from OPPOSITION PARTIES. It appears that the government was more worried on how to repulse the opposition attack, rather than another terrorist attack. It does not seem to be bothered about the public outcry against inaction.
The following political decisions were taken in the past few days:
*Central Home Minister, Shiva Raj Patil was dismissed.
*Maharastra Home Minister R.R.Patil was asked to resign since in addition to not working on intelligence report suggesting attack via sea route, he had the guts to say that "such small incidents do happen in big cities".
*Maharastra Chief Minister, Vilasrao Deshmukh is under pressure to resign but he has been able to defer his resignation by raising the question of his successor.
Since then, no action seems to have been taken by the government..the IB and RAW chief are still there. The National Security Adviser, who overlooks the security apparatus, enacted a drama by submitting his resignation and the Prime Minister rejecting it.
It appears that the Central government is in a limbo, unable to take any action.
The general public at large and of Mumbai in particular, is very upset with the politicians. Rarely has any incident united the Indian public. There is a unanimous call to the politicians to take some action and desist from dividing the nation in the name of religion, caste or region. Let us throw the likes of Raj Thackery in the Indian Ocean.
So what should be done now? I suggest the following:
1. We should have a separate ministry to take care of internal security.
2. The ministry should be headed by a competent professional having experience in security matters.
3. All the security agencies should be under a common command and under the Minister of Internal Security. Even agency like Coastal Guard should be under the internal security.
4. The infrastructure for internal security needs to be revamped. The elite NSG commandos should not be stationed ONLY at the 4 metros as per the current plan, but be stationed such that they can reach the place of incident within a short time. Let us have at least 30 or 40 cities where they are stationed. Don't we have the army at so many cities in the country. The army is meant to fight external aggression, but the commandos are meant to fight internal agression. So why should they be stationed in 4 metros only? Similarly, the intelligence agencies should be revamped by not only replacing their heads with competent professionals, but also officials at various levels.
5. The intelligence data should be properly analysed and proper action taken. We should err on the side of being over cautious, even if it means entailing inconvenience to general public. Phrases like "actionable intelligence" should not be used by these agencies..any information is useful..it has to be taken in the correct perspective. We should also share intelligence with other friendly countries so that we have good intelligence.
6. Steps should be taken to enforce security measures at all public places like airports, hotels, malls, etc. Currently, we have a long list of VIP's exempted from going through the secutity drill. Only a handful of executives like President, Vice-President, Prime Minister etc should be exempetd. Rest should be traeted at par with the common man.
7. The police reforms should be implemented soon. Special security cover for VIP's should be reviewed and only those who really require it should be provided. The NSG should be kept away from VIP security and a special force should be constituted to take care of the VIP security.
8. Money should not be any constraint in implementing the above. I am sure the public would not mind paying extra tax if it is convinced that the money is being propely utilised.
9. Involve the general public in neighborhood security. Educate the public on how to do it. I am sure people would not mind getting involved in such a scheme since it is for their benefit.
10. AND LASTLY, FOR GOD SAKE KEEP POLITICS, CORRUPTION AND NEPOTISM OUT OF THIS.
It's been over a week since the terrorists attacked Mumbai and over 4 days since they were eliminated (1 was caught alive and he has been giving information how the attack was planned and carried out). What has the government done in the meantime?
Nothing, except some political decisions taken to ward off political attack from OPPOSITION PARTIES. It appears that the government was more worried on how to repulse the opposition attack, rather than another terrorist attack. It does not seem to be bothered about the public outcry against inaction.
The following political decisions were taken in the past few days:
*Central Home Minister, Shiva Raj Patil was dismissed.
*Maharastra Home Minister R.R.Patil was asked to resign since in addition to not working on intelligence report suggesting attack via sea route, he had the guts to say that "such small incidents do happen in big cities".
*Maharastra Chief Minister, Vilasrao Deshmukh is under pressure to resign but he has been able to defer his resignation by raising the question of his successor.
Since then, no action seems to have been taken by the government..the IB and RAW chief are still there. The National Security Adviser, who overlooks the security apparatus, enacted a drama by submitting his resignation and the Prime Minister rejecting it.
It appears that the Central government is in a limbo, unable to take any action.
The general public at large and of Mumbai in particular, is very upset with the politicians. Rarely has any incident united the Indian public. There is a unanimous call to the politicians to take some action and desist from dividing the nation in the name of religion, caste or region. Let us throw the likes of Raj Thackery in the Indian Ocean.
So what should be done now? I suggest the following:
1. We should have a separate ministry to take care of internal security.
2. The ministry should be headed by a competent professional having experience in security matters.
3. All the security agencies should be under a common command and under the Minister of Internal Security. Even agency like Coastal Guard should be under the internal security.
4. The infrastructure for internal security needs to be revamped. The elite NSG commandos should not be stationed ONLY at the 4 metros as per the current plan, but be stationed such that they can reach the place of incident within a short time. Let us have at least 30 or 40 cities where they are stationed. Don't we have the army at so many cities in the country. The army is meant to fight external aggression, but the commandos are meant to fight internal agression. So why should they be stationed in 4 metros only? Similarly, the intelligence agencies should be revamped by not only replacing their heads with competent professionals, but also officials at various levels.
5. The intelligence data should be properly analysed and proper action taken. We should err on the side of being over cautious, even if it means entailing inconvenience to general public. Phrases like "actionable intelligence" should not be used by these agencies..any information is useful..it has to be taken in the correct perspective. We should also share intelligence with other friendly countries so that we have good intelligence.
6. Steps should be taken to enforce security measures at all public places like airports, hotels, malls, etc. Currently, we have a long list of VIP's exempted from going through the secutity drill. Only a handful of executives like President, Vice-President, Prime Minister etc should be exempetd. Rest should be traeted at par with the common man.
7. The police reforms should be implemented soon. Special security cover for VIP's should be reviewed and only those who really require it should be provided. The NSG should be kept away from VIP security and a special force should be constituted to take care of the VIP security.
8. Money should not be any constraint in implementing the above. I am sure the public would not mind paying extra tax if it is convinced that the money is being propely utilised.
9. Involve the general public in neighborhood security. Educate the public on how to do it. I am sure people would not mind getting involved in such a scheme since it is for their benefit.
10. AND LASTLY, FOR GOD SAKE KEEP POLITICS, CORRUPTION AND NEPOTISM OUT OF THIS.
Saturday, November 29, 2008
INDIA LIBERATED
29th November 2008: Time 8:00am
After a fierce "battle", the brave commandos were able to liberate the last hold out of the terrorists, the Taj Mahal Hotel. Thus ended the 60 hour nightmare in which the terrorists had held the entire country to ransom. The whole world watched live how the security forces battled the terrorists at the Trident (Oberio) Hotel, Nariman House and Taj Hotel. The entire area near the Gateway of India and Colaba, where the operation took place, was turned into a BATTLEFIELD. The three famous buildings, major landmark of Mumbai, have been devastated in the operation.
Statistics;
About 183 killed
About 294 injured
22 Foreigners killed and 23 injured
1 terrorist captured alive and 9 killed.
20 policemen and and 2 NSG commandos sacrificed their lives for the nation.
THE COUNTRY SALUTES THESE BRAVE MARTYRS.
The country also salutes the other warriors who took part in the "liberation' and killed the terrorists.
A sad ending, but this does raise many questions as whether this was avoidable IF our INTELLIGENCE agencies were DOING THEIR JOB PROPERLY.
Lastly, let us not forget the sacrifices made by the heroes..
I am reminded of an old Lata song:
Ae Mere Watan Ke Logo
Jara Yaad Karo Wo Kahani
Jo Shaheed Huey Hai Unkhi
Kuch Yaad Karo Kurbani
After a fierce "battle", the brave commandos were able to liberate the last hold out of the terrorists, the Taj Mahal Hotel. Thus ended the 60 hour nightmare in which the terrorists had held the entire country to ransom. The whole world watched live how the security forces battled the terrorists at the Trident (Oberio) Hotel, Nariman House and Taj Hotel. The entire area near the Gateway of India and Colaba, where the operation took place, was turned into a BATTLEFIELD. The three famous buildings, major landmark of Mumbai, have been devastated in the operation.
Statistics;
About 183 killed
About 294 injured
22 Foreigners killed and 23 injured
1 terrorist captured alive and 9 killed.
20 policemen and and 2 NSG commandos sacrificed their lives for the nation.
THE COUNTRY SALUTES THESE BRAVE MARTYRS.
The country also salutes the other warriors who took part in the "liberation' and killed the terrorists.
A sad ending, but this does raise many questions as whether this was avoidable IF our INTELLIGENCE agencies were DOING THEIR JOB PROPERLY.
Lastly, let us not forget the sacrifices made by the heroes..
I am reminded of an old Lata song:
Ae Mere Watan Ke Logo
Jara Yaad Karo Wo Kahani
Jo Shaheed Huey Hai Unkhi
Kuch Yaad Karo Kurbani
Thursday, November 27, 2008
INDIA UNDER SEIGE
26th November 2008: Time 10:00pm
In a well planned attack, 26 terrorists strike at 10 different places in Mumbai,the financial capital of India,killing over 130 and injuring over 300 innocent people, some of whom were foreign tourists. The places targetted included the Taj Hotel, the Oberoi Hotel, Nariman house and the Chatrapati Shivaji rail terminal. The hotels are frequented by foreigners, mostly Americans and Britishers. The terrorists had even asked the hostages to disclose their nationality, clearly indicating their intentione. This attack on Mumbai is similar to the 9/11 Al Quaeda attack in US.
28th November 2008: Time 12:30pm
For well over 40 hours, the terrorists have held the Mumbai city to ransom. They have holed themselves in the Taj hotel, Trident (Oberoi) hotel and the Nariman House. It is still not confirmed how many people are still held as hostages. The armed forces, with the help of the Mumbai police and other para-military forces, are doing a commendable job in trying to flush out the terrorists without causing any harm to the hostages, the hotel staff or the guests. If one looks at the TV coverage of the operation being carried out by the forces, one can realise the risk the men in uniform are taking to protect the sovereignity of the NATION. I SALUTE THE ARMED FORCES, THE NSG COMMANDOS, THE MUMBAI POLICE, THE FIRE FIGHTERS AND OTHER PEOPLE INVOLVED IN THE OPERATIONS FOR THE BRAVE ACT.
But the following facts surprise me. It is said that the 26 terrorists had come by ship to Mumbai some time back. Most of them stayed at Nariman House and had stocked huge stock of ammunitions and food in preparation of a long drawn battle with the security forces. Similarly, two of them had joined the Taj Hotel as employees and had provided all the information required for the attack in the hotel. A couple of them had checked in the hotels as guests also. The Central government had intelligence reports that terrorists may use the sea route for attack. BUT OUR INTELLIGENCE AGENCIES WERE NOT ABLE TO MONIOTOR WHAT WAS HAPPENING IN THE HEART OF MUMBAI CITY FOR OVER SEVERAL DAYS.
This is not only shocking but shameful on part of the intelligence agencies. Inspite of knowing how the terrorists had attacked a 5-star hotel in Pakistan, they did not take a lesson and remained lax. The response from the Indian government was on expected lines - "we will ensure that the terrorists do not succeed in their nefarious design" ...or "our countrymen have great resilience and normalcy will be shortly restored" bla bla. It is high time that heads should start rolling..we have had the maximum terrorists attacks in 2008 with the government not seeming to show any muscle and courage to act. Not only the Central Home Mnister, Shivraj Patil, who belongs to Maharastra should be sacked, but the Head of Intelligence bureau and RAW should be replaced. We should work in close coordination with the intellligence agencies of our allies like US, UK, France, Israel etc. It is also reported that as soon as the news of the terrorists attack reached US, the FBI offered to help and we just did not take a decision then. This raises a very vital question: IS IT BECAUSE OF VOTE BANK POLITICS?
In a well planned attack, 26 terrorists strike at 10 different places in Mumbai,the financial capital of India,killing over 130 and injuring over 300 innocent people, some of whom were foreign tourists. The places targetted included the Taj Hotel, the Oberoi Hotel, Nariman house and the Chatrapati Shivaji rail terminal. The hotels are frequented by foreigners, mostly Americans and Britishers. The terrorists had even asked the hostages to disclose their nationality, clearly indicating their intentione. This attack on Mumbai is similar to the 9/11 Al Quaeda attack in US.
28th November 2008: Time 12:30pm
For well over 40 hours, the terrorists have held the Mumbai city to ransom. They have holed themselves in the Taj hotel, Trident (Oberoi) hotel and the Nariman House. It is still not confirmed how many people are still held as hostages. The armed forces, with the help of the Mumbai police and other para-military forces, are doing a commendable job in trying to flush out the terrorists without causing any harm to the hostages, the hotel staff or the guests. If one looks at the TV coverage of the operation being carried out by the forces, one can realise the risk the men in uniform are taking to protect the sovereignity of the NATION. I SALUTE THE ARMED FORCES, THE NSG COMMANDOS, THE MUMBAI POLICE, THE FIRE FIGHTERS AND OTHER PEOPLE INVOLVED IN THE OPERATIONS FOR THE BRAVE ACT.
But the following facts surprise me. It is said that the 26 terrorists had come by ship to Mumbai some time back. Most of them stayed at Nariman House and had stocked huge stock of ammunitions and food in preparation of a long drawn battle with the security forces. Similarly, two of them had joined the Taj Hotel as employees and had provided all the information required for the attack in the hotel. A couple of them had checked in the hotels as guests also. The Central government had intelligence reports that terrorists may use the sea route for attack. BUT OUR INTELLIGENCE AGENCIES WERE NOT ABLE TO MONIOTOR WHAT WAS HAPPENING IN THE HEART OF MUMBAI CITY FOR OVER SEVERAL DAYS.
This is not only shocking but shameful on part of the intelligence agencies. Inspite of knowing how the terrorists had attacked a 5-star hotel in Pakistan, they did not take a lesson and remained lax. The response from the Indian government was on expected lines - "we will ensure that the terrorists do not succeed in their nefarious design" ...or "our countrymen have great resilience and normalcy will be shortly restored" bla bla. It is high time that heads should start rolling..we have had the maximum terrorists attacks in 2008 with the government not seeming to show any muscle and courage to act. Not only the Central Home Mnister, Shivraj Patil, who belongs to Maharastra should be sacked, but the Head of Intelligence bureau and RAW should be replaced. We should work in close coordination with the intellligence agencies of our allies like US, UK, France, Israel etc. It is also reported that as soon as the news of the terrorists attack reached US, the FBI offered to help and we just did not take a decision then. This raises a very vital question: IS IT BECAUSE OF VOTE BANK POLITICS?
Sunday, November 23, 2008
Why Do Employees Leave The Organization?
Why does an employee leave the organization? This is a million dollar question which has haunted the CEO’s and the HR managers of organizations worldwide. Many surveys have been carried out to know the reasons for attrition and how to control it. Surveys have listed various reasons for the employee leaving the organization. Most of the time, during the surveys, it is the reason the employee projects as responsible for his quitting the organization. Or it may be the reason that the HR manager perceives as being responsible for the employee leaving the organization. This may or may not be the same reason which prompted the employee to “look outside the organization for greener pastures”. Sunil, a senior software engineer, resigned since he was offered a much higher salary in another organization. When I asked him why he even thought of quitting the organization, he reluctantly admitted that he was unhappy that his contribution was not properly recognized during the last appraisal, although the client had spoken very highly of his performance in the project. His manager, who was aware of the facts, did not support him, since he was under pressure from his manager. Hence he decided to leave the organization. However, the reason he gave for quitting the organization is that he got a good salary hike in the new organization. In another case, Rima, a female employee resigned from the job, since her manager was harassing her since she would object to his advances. However, officially, she was moving to her hometown to be near her sick father.
The major factors, as mentioned in major surveys, responsible for attrition are:
1. Higher compensation – you have to move out to get more
2. Work environment – performance is not properly recognized
3. Manager’s behavior
4. Employee growth
From my experience in conducting exit interview of employee leaving the organization during the past ten years, I have noticed that most of the time, the reason mentioned by employee for leaving the organization is very different from the actual reason. Of the above mentioned 4 factors, I would rate the "manager’s behavior" as being responsible in at least 50% of the employees resigning. It is on account of some triggering incident by the manager, which hurts the employee and he decides to leave the organization. This may be due to one or more of the following factors:
1. Employee is not recognized for achievements
2. Assurances given by the manager are not honored
3. Job given is not as per employees liking or skill set
4. Employee notices favoritism by manager towards another employee / group of employee
5. Employee is threatened to follow the manager’s wish or face persecution
Srinivas, a manager in one of the software company, resigned since his manager, Prasad, was micro-managing the group reporting to him with the result that he was unable to meet the deadlines. Srinivas brought this to the notice to Prasad’s manager, but he turned a blind eye and held Srinivas responsible for the failures. Srinivas quit the job since he had an offer from a Fortune 100 company.
So what is the way out in such a situation? The top management has the responsibility to ensure that the manager’s treat their team members properly. The Human Resources department should act like a watchdog for the management and should command respect of the employees. The employees should have the confidence on HR that their problems, if any, will be properly and sincerely dealt with and confidentiality maintained. The managers should be coached to be more considerate towards their team members. They should act as their mentor and guide. The management should have zero tolerance when any incident of harrasment / persecution of employee by any manager is reported.
The major factors, as mentioned in major surveys, responsible for attrition are:
1. Higher compensation – you have to move out to get more
2. Work environment – performance is not properly recognized
3. Manager’s behavior
4. Employee growth
From my experience in conducting exit interview of employee leaving the organization during the past ten years, I have noticed that most of the time, the reason mentioned by employee for leaving the organization is very different from the actual reason. Of the above mentioned 4 factors, I would rate the "manager’s behavior" as being responsible in at least 50% of the employees resigning. It is on account of some triggering incident by the manager, which hurts the employee and he decides to leave the organization. This may be due to one or more of the following factors:
1. Employee is not recognized for achievements
2. Assurances given by the manager are not honored
3. Job given is not as per employees liking or skill set
4. Employee notices favoritism by manager towards another employee / group of employee
5. Employee is threatened to follow the manager’s wish or face persecution
Srinivas, a manager in one of the software company, resigned since his manager, Prasad, was micro-managing the group reporting to him with the result that he was unable to meet the deadlines. Srinivas brought this to the notice to Prasad’s manager, but he turned a blind eye and held Srinivas responsible for the failures. Srinivas quit the job since he had an offer from a Fortune 100 company.
So what is the way out in such a situation? The top management has the responsibility to ensure that the manager’s treat their team members properly. The Human Resources department should act like a watchdog for the management and should command respect of the employees. The employees should have the confidence on HR that their problems, if any, will be properly and sincerely dealt with and confidentiality maintained. The managers should be coached to be more considerate towards their team members. They should act as their mentor and guide. The management should have zero tolerance when any incident of harrasment / persecution of employee by any manager is reported.
Wednesday, October 29, 2008
LOVE KNOWS NO LANGUAGE
A friend of mine, Naresh, recently narrated an incident which touched me. His younger brother, Vimal, is an Indian and has married a Britisher, Carolyn. They have four children, all in their teens. Carolyn and the children do not understand Hindi, the language spoken at Naresh's home. Recently, Vimal along with his family visited India to meet his mother, who is around 72 years. Vimal's mother understands English, but is unable to speak fluently. The family would meet during the breakfast and dinner as also during the day, when they were not sightseeing or shopping. Naresh and Vimal would take turns acting as a translator and have the conversation between the mother and Carolyn and the children move on. But most of the time, it was limited to pleasantries or the mother asking them to eat some food stuff she had fondly prepared. Sometimes, the mother would look at Carolyn and the grandchildren and smile, saying nothing. It was left to Carolyn and the children to understand the meaning of the smile. Days passed by and finally came the night when Vimal had to leave for UK. The entire family had gathered over dinner. The mother, as usual, was smiling and offering each one of them the food stuff she had prepared specially for them. When the time came for leaving, she hugged everyone goodbye. The expression of her face had changed. The smile on her face, evident minutes earlier, had vanished. She was getting more and more sober and emotional, trying to control her feelings. Carolyn was keenly observing her mother-in-law's changing emotions. Her expressions were also changing. Finally, when the two of them met and hugged each other, the mother-in-law could only say "goodbye and thank you". Carolyn could not control herself and tears came flowing down her cheeks. For some moments, both of them remained embraced and silent. Then they looked at each other ..then a final hug and the mother-in-law could not control herself, she moved away saying in Hindi.."I wish she keeps loving me like this, I cannot withstand the parting"..and wept. Carolyn stood motionless and as if trying to pull out all her strength, could manage to mutter, "Mom, I love you."
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