HR Era,     Issue # 52,       Oct 3, 2004
 

Sharing and Growing

Writing down what we learn thru reading or experience sharpens our own understanding and thinking on the subject. Publishing it adds value because we gain from appreciative as well as critical comments received. Publishing also makes us known amongst fellow professionals and makes our contribution permanent.

We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your contributions to Alka@HREra.com


CONTENTS

1. Moderator's Space - Maintaining a Positive Attitude

2. Invitation for International  Convention of National HRD Network - Dr PVR Murthy

3. The HR and IT Partnership at Satyam: Reaching out to People  - Roshan Joseph & Gautam Ghosh

4. Glass Ceiling : They Impose it on Themselves - Member's Response

5. Tomato Soup for the Soul - from S Sampath Kumar

6. More Articles from HR Era Members

6.1 Manpower Planning and Employee Attrition Analytics - by Suvro Raychaudhuri
6.2 Across the Interview Table - compiled by Sanjeev Sharma
6.3 How to Manage Your Career & Your Expectations - Credited to Mr. R.Gopalakrishnan - Vice Chairman, Tata Group of Companies
6.4 Hi Sweety - sent by Ambar Nanavaty

7. Stimulators to Reflect - sent by Rakesh N Sahay

8. Presentations forwarded by HR Era Members

8.1 Listening Skills - by Challa Rama Phani
8.2 The Wood Cutter's Story - sent by Neeraj Narang
8.3 Economics for Corporates & Nations - sent by Neeraj Narang
8.4 Marriage - sent by Ambar Nanavaty

9. Training Programs (India)

10. Best HR Jobs (India)

11. Aims of HR Era, How to Contribute Articles.
 

HR Era is a Free fortnightly for HR Professionals with 4600 subscribers. If you have friends who you think will benefit from our articles & messages, please tell them to send a blank email to hrera-subscribe@yahoogroups.com . Visit our website at http://hrera.com
 

1. Moderator's Space: Maintaining a Positive Attitude

HR Era has commenced one more website : http://geocities.com/bhatnagar_alka .

I need to infect myself with some motivating viruses every other day to keep my attitude positive and spirits flying high. This website is a collection of such presentations and ebooks - inspiring, motivating, energizing, or funny!

We have uploaded only 12 items and there is space for 48 more.

Add this site to your favorites. Visit when  you have a bad day and also when you have a moment to spare on good day.

warm regards

Rajeev B Bhatnagar
Moderator

Rajeev@HREra.com
 


2. Invitation for International  Convention of National HRD Network - Dr PVR Murthy


 Dear Members of HR Era

Greetings.

As you are aware hectic preparations are on for the Inter National Convention of NHRD at Bangalore from 19th 21st October. More than 800 delegates are expected to participate.

Highly renowned academicians and HR Experts from various corners of the globe will address and share their experiences and future trends. Click Here to download the eBrochure.

I am sure your HR professionals and some other senior professionals from your company would immensely benefit from this. Hence can you please arrange to send the nominations?

Please do feel free to call me for any clarifications.

Thanks and warm regards

 PVR Murthy

98410 52358, Chennai
pvrmurthy@clickitjobs.com
 

3. The HR and IT Partnership at Satyam: Reaching out to People  - Roshan Joseph & Gautam Ghosh

[This Paper was submitted to National Conference of Young HR Professionals. It was awarded a prize under the sub-theme  "HR in the Next Millennium." Reproduced with permission of Author.]

This paper attempts to show how the Human Resources function in Satyam Computer Services Ltd. is utilizing Information Technology in various facets of its daily functioning from Recruitment to Training to Performance Management to Associate Relations. The authors take a look at the various approaches to information technology used by the HR function, from ubiquitous ones like e-mail to state of the art performance management software developed in-house.

It is the age of buzzwords. It is an age that the Greek philosopher Heraclitus (544-483 B.C.) would have loved. It is the age that Alvin Toffler foretold in the 1970s. It is an age, which baffles and confuses the majority. It is an age where the abnormal is the normal, where apparently the rule is to break all the rules. It is an age where values have to be redefined. It is an age when the core has to change, not just appearances. It is an age where the storm of change is increasingly leaving both employers and employees clueless as to how to handle this dilemma, and increasingly HR professionals are finding out that in this age playing ostrich-in-the-sand gets one nowhere.

In tune with Bob Dylan's song, "The times, they are a-changin’", HR professionals in this new age, need to become facilitators of change, people who help deliver competitiveness and profitability. HR’s new positioning and needs portend interesting times for Information Technology. 

Why should HR embrace Information Technology?

Companies are realizing that they must reduce costs and increase the contributions HR makes to the bottom line. As HR searches for business practices that benefit the bottom line, it is likely to reach far beyond back-office automation systems towards the cutting-edge technology in Human Capital Management. HR needs IT’s help-not only to automate recurring processes but also to speed recruitment, to improve employee development, performance management and succession planning.

IT systems are what will drive the HR function forward. In effect, the following changes need to occur if HR is going to make the transition to a strategic role within the organization:

  • Reengineer all employment processes using IT automation wherever practical, ensuring that the end result provides added customer value without mounting the workload for line managers.
  • Reengineer the role of HR, shifting away from the routine of running employment processes, and toward employment process design and audit.
  • Recognize the effect on the role of the line manager, and successfully deploy the line manager's use of HR information in planning and managing people.

IT helps in improving employee access to HR information. It also delivers value in areas such as applicant tracking, recruiting, competency management, training administration and performance management.

This is an attempt to illustrate a case of how the Human Resource function in Satyam Computer Services Ltd. employs Information Technology.

About Satyam Computers

Satyam Computers was incorporated in 1987. In 1992 it became the first Indian software company to go public. Satyam, a SEI-CMM Level 5 company, offers a range of expertise in the areas of Information Technology, Software Development Services, Systems Integration, ERP Solutions, Product Development, Electronic Commerce and Management Consulting. Satyam has over 4,300 IT professionals, who operate out of its state-of-the-art software development centers located in India, USA, Japan, Singapore and UK. These Centers work as an extended enterprise (IT partner) for over one hundred Fortune 500 and multinational clients worldwide.

The Human Resources function in Satyam is a strategic support function . All the geographical locations have there own dedicated HR representatives who help the Strategic Business Units in their day to day functioning. They are in turn supported by Corporate HR operating from Hyderabad.

In Satyam all the sub-functions of HR like Recruitment, Training, Associate Relations, Compensation and Benefits make use of Information Technology (E-mail, Intranet, Software tools etc.) in their everyday operations.

Email for Instant Communication & Payroll Info

E-mail, the most common and ubiquitous embodiment of IT, needs very little explanation. E-mail has forever supplanted the hard-copy internal memo and taken over external communications as well. For example, the recruitment team now receives applications via e-mail. Email is also one of the best ways to keep in touch with associates, and it overcomes constraints of space, time and organizational hierarchies. "Administrivia" in all of its paper-oriented glory is replaced by direct access to information and direct input of data. The associates get their payroll information, Tax computations and Annual salary statements through e-mail. In situations of emergency, for example in an emergency e-mail accesses all the associates in a short period of time, which otherwise would not have been possible.

Employee Manual and Reply to Staff Queries

Satyam has been able to effectively integrate HR content into a company-wide Intranet—rather than a stand-alone HR site- to provide a seamless and intuitive medium for employees to interact with the company and amongst themselves in a comfortable, relevant and logical way. The benefits can be seen as increased information sharing and improved morale.

Moving HR function onto the company Intranet has improved service to internal customers, and helped it interact with associates more effectively, and has reduced many routine administrative costs. Associates with a HR question use the Intranet to access the information they want, when and where they need it. And their questions are answered without requiring personal service, which is costly and often unnecessary. Satyam has eliminated a major part of printing and distribution costs for employee manuals by replacing them with electronic versions on the Intranet. In addition to the cost savings, many employees appreciate the ability to quickly and privately find out about changes that affect their lives.

Training

Satyam Intranet is used for training and communicating with associates. The Intranet has enabled information and learning for use in conjunction with existing training process. It has also enabled disseminating information organisation-wide and provides a forum which supports communication and discussions and collaborative activities directly amongst teams and individuals. The Intranet is searchable and associates can quickly find matters on the subjects they are looking for. The Intranet has moved training from the classroom and the learning centre to the workstation, empowering learners to take control of their personal development and navigate their own paths through information and learning. In Satyam, one of the ways of measuring effectiveness of training is through an online survey on the Intranet. Associates can access course materials, monthly and annual training calendars, calendars of external training institutions through the Intranet.

Library Management

Browser-based Library information has offered immediate savings in administration and distribution. Only one copy needs to be prepared and updates can be implemented universally and instantaneously. Indexes and cross-references within and between documents have become 'live' and meaningful with the use of web-technology. Books can be searched across locations, abstracts can be read and books can be reserved online. One can even find out the associate who has borrowed the book. The medium also gives opportunities to make information much more compelling to use. Unlike printed media, colour comes at no extra cost, and the ability to include features such as animations or short video clips make instructive diagrams not just more appealing, but more informative. Information about the CBTs available with the library and procedures for accessing is mentioned on the Intranet.

Climate Surveys

Organizational Climate surveys are conducted in Satyam via the Intranet which ensures that it is not geographically constrained and a large number of associates are covered in a short period of time. There is an online feedback mechanism wherein an associate either anonymously or if he/she so wishes, by his/her name send a grievance or feedback to a particular department. New associates are encouraged to browse through the Intranet and familiarize themselves with policies, procedures and other departments on the Intranet.

Recruitment - Internal Job Postings

The recruitment team posts new job openings on the Intranet letting associates know what opportunities are available. This site details information including job title and the various skill sets required. Associates can access this site and offer their candidature if the vacancies are of their interests, or post resumes of friends online. This is an easy way to advertise vacant positions and all associates have an equal opportunity to apply for job opportunities. There is also a common e-mail id where external candidates can post their resumes.

Performance Appraisal

The performance appraisal process was automated in a case where associates from a Strategic Business Unit along with two assessors for each associate filled the appraisal form online. The data was processed and transferred to HR at the headquarters electronically.

Knowledge Repository

One of the main features of the Satyam Intranet, which many associates find useful is the Knowledge Repository. The Knowledge Repository on the Intranet has the following:

The Knowledge Base is a database of experiences and collection of knowledge captured within functions and projects. It contains information that helps avoid re-inventing the wheel and repeat mistakes, tools methods etc. The Knowledge Base also contains the project information base and a closed project base. In the Knowledge Repository there is an online discussion base where participants can record their own experiences and viewpoints on an issue and react to others queries and comments. Discussions are organised around questions and the posts are archived monthly.

Electronic In-House Magazine

The electronic in-house magazine run by the associates connects associates across the organization. User-friendly applications like ‘Classifieds’ on the Intranet helps associates in locating people, houses, things etc.

Performance Management System

In Satyam associates use an online Performance Management System that draws upon a concept called Numeric Management. This concept uses a framework that objectively captures and manages business concerns. At a very fundamental level all business concerns can be expressed in numbers, and the manager’s role is one of manipulating "reality" to achieve the "desired" state on the specified number. This method enables managers to capture various business phenomena objectively to arrive at decisions. Assigning a number is done by the measurement system. Numeric management uses nominal, ordinal interval and ratio scales of measurement to capture the state of the concern objectively.

Vision Compass, a software product developed and marketed by Satyam Computers Limited draws upon the philosophy of Numeric Management and provides a framework for operationalising Numeric Management within an organization. The flexibility and versatility of numeric management framework enables Vision Compass to handle the specific management framework with equal ease, may it be Management By Objectives, Economic Value Add, Balance Scorecard, Six Sigma or Business Process Reengineering. Vision Compass helps managers analyze trends for any aspect and compute efficiency score. Also, using data from the aspects various types of graphs can be plotted. Performance can be captured through performance dashboards. Vision Compass allows the user to generate variety of predefined reports. It can also be used as a planning and communication instrument. A manager can access his subordinates’ performance sheets and get instant feel of the work and major concerns that they are facing. It helps managers to clarify the job expectations and roles to their subordinates and avoids ambiguity on that front.

Vision Compass enables associates to manage their performance with facts and data. It enables one to capture complex information at a glance on day to day basis. The day to day feedback on performance or efforts of people throughout the organization, aims towards achieving the objectives laid down by the organization allows one to make necessary interventions by the manager to change the course of performance in the desirable direction. This system allows to convert the organization’s vision, a mission and strategy into a comprehensive set of performance and action measures. The product also measures performance at all levels: business unit, team and individual. It helps aligning the individual and team goals with those of organization and provides a framework for enabling objective communication across the organization. In this system concerns are captured and tuned with an objectively stated intent, hence there is no room for misinterpretations.

Conclusion

Thus at Satyam the HR professionals have come to rely on IT to hire and retain good knowledge workers, to automate the administrative function, to share knowledge, experiences and to bring in a feeling of oneness. As the above trends indicate, technology has changed the way HR conducts its business just as it has changed the way businesses conduct theirs.

IT helps in bringing new tools, while HR brings in a strong orientation to improving job performance and a focus on knowledge use. Many IT people will talk about web sites, Intranets, and access to information and knowledge. Most HR people will prefer terms like performance support, human performance and organizational learning. In future the Human Resource function will draw from the best features of organizational learning, IT infrastructures, performance support and knowledge management, and this hybrid vigor will dramatically improve organizational and individual performance. While all the technologies act as facilitators to make HR’s work and responsibilities simple and easy to carry out, there are a loose ends that need to be tied up. The Human Resources function using IT is a recent phenomenon and a learning experience. As stated earlier, this is inducing a change in HR’s own nature of work and only time will tell as to where this process stabilizes. 

Bibliography

Kay, A.S., (1999) Emerging Technology Making Human Resources More Resourceful.
http://www.cio.com/archive/040199_et.html

Davenport, T., HR and IT in Wedded Bliss. http://www.cio.com/archive/050199_think.html

Rudnick, M., (1997) http://www.shrm.org/hrmagazine/articles/0197cov5.htm

Thanks

The authors wish to thank Mrs. Sheela Reddy (Asst. VP-HR,SES), Dr. U. Balaji (Asst. VP-HR-SLC) for the help rendered in conceptualizing this paper.

Authors:

Roshan Joseph, Senior Executive-HR and Gautam Ghosh, Executive Assistant, Satyam Learning Centre. Satyam Technology Centre, Bahadurpally, Hyderabad- 500 043 

 

4. Glass Ceiling : They Impose it on Themselves - Member's Response

Ask a lady who comes for an interview- would you do all that the male employees do?
"Yes Sir!" pat will come the reply. In fact she might even claim that she would do better.

Later biology takes over. She gets married, God has willed that she sires kids and feeds them. God has designed push and pull into the system. While fathers have no patience and would spank child at the slightest dude act, mothers would show infinite patience and adjustment to child's problem. Naturally nature has endowed the quality of nurturing predominantly on women.

So she cares while the husband keeps away. She cannot see the child being neglected.

Now comes withdrawal symptoms. Any job that needs of her longer attendance or out station visit would find her floundered. She now imposes a 'GLASS CEILING' over herself.

I am not blaming them, I am asking husbands to address them self. While they all like to marry a working girl, they also expect her to look after house and also bring them the salary package every month to swell the bank account so you can buy higher end car.

How many husbands care for their wives and relieve them of the double duty they have to perform?
Response from apstal@yahoo.com

 


5. Tomato Soup for the Soul - from S Sampath Kumar

This happened during the interview rounds of IIM (A) for the class of 2004........

Interviewer said "I shall either ask you ten easy questions or one really difficult question.

Think well before you make up your mind!" A boy thought for a while and said, "my choice is one really difficult question." "Well, good luck to you, you have made your own choice! Now tell me this. "What comes first, Day or Night?"

The boy was jolted into reality as his admission depends on the correctness of his answer, but he thought for a while and said, "It's the DAY sir!"

"How" the interviewer asked.

"Sorry sir, you promised me that you will not ask me a SECOND difficult question!"

He was selected for IIM!

Contributed by S Sampath Kumar, sskr@audcoindia.com
 

6. More Articles from HR Era Members  

 6.1 Manpower Planning and Employee Attrition Analytics - by Suvro Raychaudhuri

We can all benefit from the concepts and nuggets contained in this thorough and rigorously researched White Paper. Click Here to download.

Hold your heart. Don't leave it becoming scared by the Maths Suvro has used. It is limited to Section 5 & 6. Most of us (me included) would not understand it. If so, just read the other Sections of the White Paper (1, 2, 3, 4, 7) - there are many nuggets.

In Section 5 & 6, the paper proposes a quantitative model based on Markov Analysis to predict attrition rate in any industry.

For HR to become real Professional we need more scientific approach so HR is not seen as "common sense," and the non-HR guys & gals can look at us in awe. Can you understand an Ultra Sound Scan? No. So we respect the doctor!

Suvro is from 2003 batch of XLRI, Jamshedpur.

6.2 Across the Interview Table - compiled by Sanjeev Sharma

Dear Everyone!!!

Hello.

Sitting across the interview table, is not new to any of us. We sit, either this side of the table or that side (as an interviewer or interviewee). You may not accept it but not everybody is proficient in taking interviews. Conducting or taking interview is something that needs skills and talent to get best and maximum out of the other person.

I have complied a set of Thirty-four questions and the purpose of each question, indicating what type of information one can get by asking that question. (Click Here to Download). I hope that the information provided here, will be of use to you. Let me know your feedback and comments.

Have a great day and pleaseeeee take care of your good self.

Regards

Sanjeev Sharma
himachali_sharma_sanjeev@yahoo.co.in

(+91-9885200259)

6.3 How to Manage Your Career & Your Expectations  - sent by Ambar Nanavaty

Credited to Mr. R.Gopalakrishnan - Vice Chairman, Tata Group of Companies, this is one of wisest counsels on career I have ever read! You can even give it to every new Trainee in your organization. But before that, it can be of use to ourselves also. Click Here to download.

6.4 Hi Sweety - sent by Ambar Nanavaty

Keep the truth in this close to your heart. But to know it, first Click Here and  then follow the instructions.

 

7. Stimulators to Reflect - sent by Rakesh N Sahay

Ability is what you're capable of doing. Motivation determines what you do. Attitude determines how well you do it.

If you say everything you want to say, you'll hear something you don't want to hear.

Ask questions from your heart and you will be answered from the heart

Being defeated is often a temporary condition. Giving up is what makes it permanent

Sent by Rakesh N. Sahay

NTPC-NRHQ, Lucknow, 0522-2720872, rsahay@ntpc.co.in
 

8. Presentations forwarded by HR Era Members

8.1 Listening Skills - by Challa Rama Phani

dear rajeev !

thanks for the nice content which ur uploading from time to time to our site. it is really amazing that how ur collecting such a good stuff. i am sending my 'listening skills' ppt.  u may pl. upload the same.

thanking u before hand and warm regards.

Phani
 cramaphani@yahoo.com

8.2 The Wood Cutter's Story - sent by Neeraj Narang

It is simple reminder about Steven R Covey's Seventh Habit of Highly Effective People.

8.3 Economics as per Corporates & Nations - sent by Neeraj Narang

What will companies and nations do if they are given two cows?

8.4 Marriage - sent by Ambar Nanavaty

Here is a snapshot of most the popular institution on this earth - marriage. Let me tell quitely tell you that Ambar got married two years back!

 


Visit HR Era's free collections of Presentations for you at :

http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
 

9. Training Programs (India)

Conference on Leadership Development, Nov 26-28, Ahmedabad,

Dear Professional colleagues,

Greetings from the Academy of Human Resources Development.

Academy is pleased to announce a special Round Table Conference on

"Leadership Development in the Globalised Economy:
HRD Initiatives and Interventions in Organisations"

The conference is scheduled from November 26 - 28, 2004 at Fortune Hotel Landmark (Welcome Group), Ahmedabad.

The waves of Globalisation led to many challenges for leaders in Indian organisations. In response to these challenges, many initiatives have been undertaken by organisations and their respective leaders to survive and reap the benefit. Keeping view the prime importance of leadership, the Academy is bringing a platform for practitioners and scholars for sharing their experiences and research work to sharpen leadership knowledge and enhance leadership development.

This conference presents a great opportunity for learning. We take this opportunity to invite you to participate in the conference. Detailed brochure of the same is attached herewith for your kind reference. We shall be glad to answer any questions in this regard.

Looking forward to hearing from you,

With regards,

Paramananda

Educational Programs Manager, Academy of HRD, 12, Cosmoville Row House, Satyagrah Marg, Ahmedabad - 380 015. Ph.26870218/6871341 Fax no.26870681.
Website : http://www.academyofhrd.org 
 

10. Best HR Jobs (India)

Senior Executive- HR, Koenigstein Software Lab, Chennai.

Dear All,

SUB : - HR Fraternity NEED TO ASSIST ME TO COMPLETE THIS REQUIREMENT. HOPE U WILL ALL ASSIST ME TO GET A QUALITY CANDIDATE FOR MY COMPANY.

We are looking for an Senior - HR with minimum of 5+ yrs exp for our company Koenigstein Software Lab, Chennai.

Profile :-

* Should be expertise in sourcing Quality Manpower for the company from strong Networking and other sources is highly desired.
*An MBA HR / PG in HR from premier institutes - should be strong in fundamentals
* Should have at least 4-5 years of experience in IT industry
* Should have handled Recruitment, Compensation & Benefits, Training & Development and Performance Appraisal.
* Experience in HR Policy formulation and implementation is highly desired.

Expect all your references to find the better person for my company.

Thanks/regards

Deepa.S
deepa@javaji.com
HR - Executive
Chennai

Technical Recruiters, Bangalore

Hi All

We are looking for 2 Technical Recruiters with 2-3 Years of Experience in
Resourcing for a US based Botique Software Services firm @ their Bangalore
office.

Requirements:

* Should be expertise in sourcing Quality Manpower for the company from
strong Networking and other sources is highly desired.
* Should have at least 2 years of experience in Software Services industry.

Joining : IMMEDIATE

Thanks/regards

Rao

rao@comcreation.com
 

11. Aims of HR Era, How to Contribute Articles, Legal Stuff.

Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.

Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@HREra.com

Visit our Website at http://hrera.com 

 

Copyright (C) 2004 by HREra.com