HR Era,     Issue # 55,       Mar 8th, 2005
 

CONTENTS

1. Moderator's Space

2. Human Resources Management

2.1 Organizational Transformation in UTI and IDBI – by Mr. M Damodaran
2.2 Competency Concepts - by Sonia Nair
2.3 The Wonder Of Dabbawallas Unfolded - sent by Sonia Nair
2.4 Independent Contractors vs. Microsoft  - sent by Tan Li Li
2.5 Enabling Organizational Transformation - sent by Gaurav Singh

3. Guiding Principles of Staying Afloat in a Changing World - by Azim Premji - sent by Gaurav Singh

4. Self Improvement

4.1 Fish Philosophy - sent by Sonia Nair
4.2 Lessons in Leadership : The Lagaan Way - sent by Sonia Nair
 

5. For Your Information

5.1 Call for Papers: 2005 ARTDO International Management and HRD Conference
5.2 Inter-collegiate Debate on HR, 12th Mar 2005, Chennai
5.3 Training Programs (India)
5.4 Best HR Jobs (India)

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

HR Era is a free fortnightly for HR Professionals with more than 5800 subscribers.
Your friends and colleagues can also subscribe it by
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This 55th issue of HR Era is solely and exclusively based on contributions received thru HR Era Executive Committee Members.

The Executive Committee (EC) has many many roles, including the above. I feel happy that EC's interaction has produced the first result. Chinese say that the longest journey is begun by a small step. The EC taken a first step.

Thanks for the warm response to invitation for joining the Executive Committee. The membership of EC has increased from 4 to 44.

At this juncture, I pray to God to give all of us the dedication & imagination required for making a significant contribution to the practice of Human Resource Management thru HR Era.

warm regards

Rajeev B Bhatnagar
Moderator

Rajeev@HREra.com
 

2.1 Organizational Transformation in UTI and IDBI – by Mr. M Damodaran

[Summary by: Rajeev B Bhatnagar from speech made by Mr. Damodaran at 33rd World IFTDO Conference. The Conference was attended by over 1200 delegates from 32 countries. Credit for all inaccuracies and mis-interpretations is mine - RBB.]

An Outstanding Professional

Presently Mr. Damodaran is Chairman, Industrial Development Bank of India, the apex bank in India for industrial finance.

He has substantial experience in managing large financial institutions facing crisis. A serving bureaucrat in Govt. of India, he moved to Reserve Bank of India, where his brief was to supervise the turnaround attempts of three large banks which were “weak.” Two of the three, UCO Bank and United Bank of India, have recently posted profits.

In 2001, he became Chairman of UTI (Unit Trust of India), India largest mutual fund, which was passing thru it’s worst crisis. Then UTI was managing assets exceeding US $ 16 billion (INR Rs. 750 billion) and around this time, the previous chairman of UTI was put in jail in connection with alleged misappropriation of public funds.

In 2003, after dealing with the UTI crisis, he became the CMD of IDBI, which is his current role.

About Transformation

Mr. Damodaran’s talk was also based on his personal experience of transforming large organization like Unit Trust of India.

• He also said that change and transformation are not same. Change can be incremental whereas transformation is all encompassing.
• General impression is that only the sick or weak organizations need transformation. Truth is that even healthy & strong organizations need transformation otherwise they tend to fall into difficult & bad times.
• Unfortunately transformation in organizations takes place only when its existence if threatened and challenged ( rarely happens proactively).

He said he had seen such transformation in last 10 years.


Overall Guidelines for Implementing Transformation

All organizations have products, processes and people. For transformation we

• have to focus on people, people and people.
• clearly need to bring a new leadership. You cannot have leaders who have been part of the problem.

Mr. Damodaran said leaders have some common attributes, which are same irrespective of time and countries. They also have some specific attributes, which are specific to the organization which they are leading. Then he went to describe the general attributes.


Attitudes & Characteristics that Help Transformation

The new leader who comes to transform an organization should have certain attitudes and characteristics which Mr. Damodaran described as under:

1. New Leader should have an open mind. He cannot be carrying ideological baggage or informational baggage or past learning baggage. If people perceive him having fixed solution they may not respond to his call of transformation.

2. When the new leader enters to transform an organization, he faces a several pitfalls. First set of people to reach you are those who have been part of the problem. The second set of people reach you are those who tell that whatever your predecessor did till yesterday was wrong. Neither of them are correct and you must give a clear message that they should give an authentic information.

3. Don’t deal with papers, deal with people. Identify the change agents, empower them, incentivize them and hold them responsible.

4. Get constructive devils advocate of organization to work under you. Since you are new, you do not know the nature and culture of the organization – perhaps not even the industry.

5. Mr.Damodaran has pointed out that many years back he dramatically saw two leadership styles. He saw a British Army contingent where the leader walks 20 steps ahead of the boys. The other was in the Australian Army contingent where the leader was one amongst the boys. He said, in today’s world one has to be one amongst the boys to bring about transformation.

6. You have to get some quick wins by taking some decision and getting them implemented. You have to make clear & emphasize that you are the boss.

7. After a dispassionate analysis of the situation, you have to move to passionate implement of the solution.

8. Do not bring any outside consultants immediately. This sends a message that no one within the organization can solve the problems. It also gives the impression that you do not really have the solution. Every organization has enough wisdom within it to find what is needed and you have to find them. At some later times, outside consultant can be involved.

9. Mr. Damodaran said that one big point he has kept for mentioning in the last. We have to have continuous communication with external as well as internal stakeholders. The attitude that I will talk to stake holders after I have fixed things is not workable. Stakeholders do not wait.

10. Do not fix the people. Focus on fixing the problems. Do not do postmortem. In postmortem you are dealing with the dead, in transformation you are dealing with the live people.

11. Finally pray that you succeed in transforming the organization because even if you have done everything outlined above, there are no guarantees.


Guaranteed Success

Mr. Damodaran gave an example of a man who went to doctor and asked: “I want to live long. What should I do?”

Doctor said do not smoke, do not drink, do not eat sweets and fried things. Exercise daily. Do not stress yourself.

The person asked “Will I live long?”

Doctor replied, “No, at least it will seem very long.”

Mr. Damodaran emphasized that just like that long life cannot be guaranteed by following all the right rules, so also success in transformation.

 

Sharing and Growing

Writing what we learn thru reading or experience sharpens our own understanding of the subject. Publishing it makes us known amongst fellow HR 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 or Rajeev@HREra.com

Here is a brief note [ 3 pages] on application and use of competencies in managing Human Resources. Click Here to download this article.

Author : Sonia Nair

Contact:

Sent by : Sonia Nair
 

http://www.keepmedia.com/ShowItemDetails.do?ema_id=100522&item_id=676838&oliID=176

regards

Tan Li Li

Email: lltan@relinc.com
 

This presentation gives a theoretical framework of  concepts in Organizational Transformation. Click Here to download.

Presentation: 9 Slides, 45 KB

Sent by : Gaurav Singh

Contact : gaurav_singh12@yahoo.com   , 9810578250

A very inspiring, interesting and thought provoking speech by Azim Premji at the 37th Annual Convocation 2002, IIM, Ahmedabad, ......... Click Here to read.

regards

gaurav......

www.divyajyoti.org
Contact : gaurav_singh12@yahoo.com  , 9810578250
 

This presentation on FISH! Philosophy outlines 4 principles which help us to "catch the energy and release the potential" in us. This philosophy is being used by hundreds of organizations in 28 countries to become alive, engaged & more profitable. Click Here to download.

Presentation: 15 Slides, 326 KB

Sent by: Sonia Nair

Contact: soniaknair@yahoo.co.in

Sent by: Sonia Nair

Contact: soniaknair@yahoo.co.in
 

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

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

There is provision for free accommodation for those presenting papers.

Details can be had from Maribel Aglipay, Email: aglipay2001@yahoo.com
 

5.2 Inter-collegiate Debate on HR, 12th Mar 2005, Chennai

Sir / Madam,

‘HR Innovators’, the most happening and active Yahoo HR E-Group based @ Chennai and Tamil Nadu Institute of labour Studies & ICFAI Business School invites budding HR professionals from the Management colleges in India to participate in the “CROSS FIRE-A battle of wits”- Inter-collegiate debate to be held on 12th March, 2005 (Saturday) at 10.30 a.m. to 4.00 p.m. at ICFAI Business School, No. 151, ( Old No. 90), Llyods Road, Royapettah, Chennai- 600 014.The

Each college is allowed to field a team of two participants, one to speak FOR and the other to speak AGAINST the topic and each speaker will get 5 minutes. The team has the liberty to pick any one of the topics given below:

HR – Process or People oriented
HR Prodigies – Are leaders born or bred?
HR - a boon or bane in the board room

There are attractive cash prizes to be won.
1st prize – A cash aware of Rs.5,000.00
2nd prize – A cash award of Rs.3,000.00

Participation certificates will be given to all the competing teams. A registration fee of RS.300/- per team has to be paid in the form of Demand Draft in favour of “HR Innovators” payable at Chennai.

Please confirm your participation by filling in the attached response sheet along with the DD and send it to the following address on or before 8th ,March, 2005. HR Innovators, C/o. Sathyam Cinemas, No.8, Thiru-Vi-Ka Road, Royapettah, Chennai – 600 014, Ph : 044 28518292, Mobile: 0 98 413 41361. The participation is limited to 25 teams only.

The teams and all the audience are also invited for a special Movie show on 13th March, 2005 at the Sathyam Cinemas. In case of any further clarification, please feel be free to get in touch with us. The invitation and Brochure is also enclosed along with for your ready reference.

For HR INNOVATORS

Roy.J.George

09840356207

Building World Class Organisation Though HR, 11th-12th Mar 2005, Mumbai

Bombay Management Association's HR Conference will held at the Intercontinental Grand Hotel, Mumbai.

For details please contact

i] Ms. Smita Sen Email: Smita.Sen@lntinfotech.com

ii] Bombay Management Association; 9 Podar House, Netaji Subhash Marg, ‘A’ Road, Churchgate, Mumbai 400020. Tel : 2204 7650 / 9698 ; Fax : 2202 4743 ; E-mail : bma@hathway.com; website: bma-india.com
 

Learning & Development Specialist & Management Trainee, Capgemini India, Mumbai

Capgemini is one of the world's largest providers of Consulting, Technology and Outsourcing services, having global revenues of 6.3 billion Euros. The company helps businesses implement growth strategies and leverage technology and employs approximately 60,000 people across 30 countries. Capgemini India (http://www.in.capgemini.com) has presence in Mumbai and Bangalore, with a combined strength of more than 2000 employees and ambitious growth plans.

Our HR mission is to be an employer of choices, providing our people with a wide range of career opportunities and a chance to develop top professional talent. We believe that the role of the HR team is to manage and enrich relationship with employees, which is why we are called the People Relationship Management (PRM) department. Recognising our efforts in building an employee-friendly organisation, we have recently also been honoured with an award for HR Excellence by Hindustan Times.

To enhance our PRM team, we are looking for candidates for the following functions:

Learning & Development: MBA in HR with 2-3 years’ experience in HR, preferably with experience in the training function in professional organizations.

Management Trainee: MBA in HR (2005 batch) from reputed institutes.

Both positions are located in Mumbai. Interested candidates may write to me at renu.vijayanand@capgemini.com with your detailed resume.



Regards,

Renu
 

Aims of HR Era:
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