Académique Documents
Professionnel Documents
Culture Documents
Meghana Nevrekar
HPGD/ OC15/ 2183
PROJECT TIMELINE
We Tube : 1. New roles in HR and support functions
: 2. Employee engagement
: 3. MICE Tourism
: 4. Building a winning resume
: 5. Handling criticism with grace
Newswire : 1. Why It Makes Sense To Start Your Career With Start Ups
: 2. Quikr Buys Online Real Estate Platform CommonFloor
: 3. Ericsson India Offers Incentives To Employees For Referring Potential Recruits
: 4. Flipkart To Hire 10,000 Temporary Staff Ahead Of Festive Season
: 5. Ways To Tailor Your Resume For A Leadership Position
: 6. Google, American Express Are Top Workplaces In India: Et Survey
: 7. India Seen Surpassing Us As Country With The Most Facebook Users
: 8. Skill Development And Its Impact On Employee Retention
: 9. Ways To Maintain A Positive Mindset
: 10. Now Your Smartphone Will Reveal Your Personality
WE TUBE
5 Topics
New roles in HR and support functions
Prof. Chinmay Kamat
Learnings -
Evolving Hr.
• HR started out as personnel department which was responsible for payroll benefits. Since 1990’s HR became
more strategic.
• Recruitment, learning and development, organizational design, payroll compensation and communications
were the new topics covered under HR functions.
• HR now has moved from business partners to business integration.
• They are responsible for Talent management, competency management, performance management,
succession planning.
• Need for Change :
o Attrition
o Competition
o Workplace Diversity
o Changes In Global Thinking.
Creative activities conducted by Biz. HR.
Innovation recruitment.
• Out of box styles
• Networking styles (Facebook, LinkedIn)
• HR sites (CiteHR)
• Discotheques or malls
• Radio Adds
Value adds by training and development.
Development
• Providing training solutions in different industry domains.
• Creating custom training content.
• Integrating online & instructor led training.
• Mapping of organizational training objectives.
• Providing support services to end users, trainers, administrators etc.
• Creation of E-Learning modules
• Creation of learning management portals
Training
• Talent manager - Responsible for finding and retaining of brightest workers.
• Vendor manager - Responsible for monitoring quality and costs.
Employee Engagement
Prof. Vinima Sharma
Learnings -
Employee Engagement :
• Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the
organization, and put discretionary effort into their work.
• The concept is from business management.
• An engaged employee is fully involved and enthusiastic about his work.
• Employee engagement exists when the employee feels attached to work in below areas :
Physically
Intellectually
Emotionally
Why does employee engagement matters :
• When employees are engaged, they are not there for the money, they are there because they care.
• They genuinely want to see the company succeed, and they’re willing to use discretionary effort without
being asked.
• Engaged employees are happy and satisfied with their work.
• They are always more innovative.
• They are more committed to customer satisfaction.
• They contribute more than their less engaged peers.
• They consistently go extra mile to get the exact required results.
Role of HR in employee engagement :
• HR make employee feel more comfortable and motivate them.
• They help building a culture of praise and recognition.
• They give them responsibilities to prove their abilities.
• Board Meetings
• Management Meetings
• Shareholder Meetings
• Training Seminars
• Meeting with Partner, suppliers and Clients.
• Product Launches
• Strategic Planning meets
More About Incentives.
• Incentive is anything that motivates an individual to perform an action. Incentive travel is management tool for
rewarding and motivating employee, dealers, distributors and in some cases customers.
• In Travel incentive, employees are sent on a trip which includes hotel stays, dinners, parties, and games.
• Factors behind Incentive travel decisions :
1. Incentive budget economy
2. Buying power
3. Political climate
4. Value
5. Uniqueness of experience
2. Don’t be defensive.
• Cipla believes medicines should reach to the needful and works for it.
• Very early in his career stage he realized importance of people and getting along with them. He developed
interest in HR as he realized how an HR professional can make difference in the life of people.
• While speaking about the evolution of Hr. he mentioned Hr. role has evolved from administrative role to
analytical role of current.
• He adds that primary role of HR. should be connecting with people addressing their problems.
• Talking about employee working styles and work ethics in different countries he explains that culture varies
from place to place hence the differences can be easily managed if we are aware of the differences.
Key Learnings :
• While talking about selecting HR as a profession he says take up Hr. as a profession if only you are interested
in taking it.
• They should have basic interest in working with people for the people.
• Taking about frequent job switches by young generation Mr. Prasanth says that organisation should itself be
more creative in employee retention as the new generation is very career aspirant.
• He advises to an individual not to jump for salary hike but jump for value adds to your skills and abilities.
• Speaking about work life balance he prefers keeping off work on weekends. He adds work life balance is most
important to keep you mentally stable.
• As a final message in his discussion he mentions importantly that everyone should be happy, keep
inspirations and passions in life to look forward.
Discussion With Mr. G. Nilakantan – Head – HR – Reliance
About Reliance Industries :
• Reliance Industries Limited (RIL) is an Indian conglomerate holding company
headquartered in Mumbai.
• Mr. Nilakantan has been involved with various industries in his career such as consumer durables,
engineering, Pharma, oil and gas and much more.
• Speaking about challenges working with various industries he mentions biggest challenge is to manage
people of different mindsets and different working profiles and those are culturally different.
• Speaking about Hr. role in next few years he says hr has evolved from basic duties to business decision. Hence
the future role of Hr Would be more matured and analytical over the time.
• He adds the organisation and Hr. activities are going to a huge transformation process and it will continue in
future.
• He explains that Hr. should start from basics such as basic facilities, administrative policies and then look
forward for higher level Hr. parts. If basic start is not correct the next levels of Hr Functions can be improper.
• Mr. Nilakantan always tries to reach out the people and address their problems and he wishes to build young
HR professionals.
Key Learnings :
• Speaking about involvement of Hr. in strategic roles he says.. Hr must make people ready for the future jobs.
try to make people adapt new knowledge.
• High potential employees are always a plus point to the organisation. This helps to maintain a leadership in
the organisation.
• Talking further about workplace diversity he says workplace diversity is more than gender diversities.
Workplace diversity includes cultural diversity as well.
• Contact staffing is a new trend in global corporate market which has very advantages in terms of liabilities ,
short term projects, and it doesn’t build in your balance sheet year on year.
• This helps to get large variety of skills from pool of large people for short period of time.
• Now speaking about emotional connection with organisation he says it is important to understand people to
understand various phases of organizational culture. Currently organisations are spending more on
employee relation building to enhance the emotional connect with them.
Discussion With Ms. Shobha Swarup – Director HR – Sealed Air Corporation.
• Sealed Air Corporation has three divisions: Food Care & Product Care.
• Ms. Shobha Swarup describes her excited journey being in HR. She started her career as journalist. She
started her management course as she was more into her academics.
• She speak about her role in sealed air corporation. She speaks about her journey and growth from past till
current in her organisation.
• Speaking about her role in diverse industries and how it affected her she explains working with different
industries has made her more creative.
• Every industries are different in terms of their work culture, their growth, practices and their approach hence
it is lot to learn from all those sectors.
• There is definitely age group difference in all industries which was a task to manage as you have to
understand each age group in different manner.
• She further suggests current students pursuing Hr. that this field is be totally real and get on the ground of
reality as reality is far away from the concept. This will help you to get more adjustable to the new
organisations.
Key Learnings :
• HR function in Sealed Air Corporation is very transparent. The working culture here is very politics free hence
the agenda are very to the point and achievable.
• Sealed air corporation has around 30 thousand employees worldwide and strength of 600 employees in India.
• Engagement at workplace is carried out in various forms by celebrating various events such as family day,
personal development coaching.
• Recruitment of skilled talent has always been a challenging task. To overcome this talent Hr. should first
decide whom they dint want to hire.
• Next they try to look people who are aligned in their values, cultures, able to relate to company’s values.
• Sealed air is very open to employees transfers as they do not want to constrain their ability to work in
different areas.
NEWS WIRE
10 Topics
1. WHY IT MAKES SENSE TO START YOUR CAREER WITH START UPS.
• A Start-up company is an newly emerged and fast growing business. It is usually a company such as a small
business or a partnership firm.
• Working in a company that is only a few years old can be both challenging and enlightening.
• Mr. Dinesh R - Chief HR officer, OYO Rooms says fresh graduates are perhaps the ones most anxious but also
the ones with the newest of ideas about a particular field.
• Mr. Dinesh believes to stand out from the crowd Graduates should do their homework well before seeking an
interview.
• The real challenge for first time employees is adjusting into the complexities of a professional life.
• Sometimes they can be deliberately given new challenges to test their ability.
• Most new-age companies encourage risk-taking ability as long as the checks and balances are in place.
• One must also have hobbies and interests in his life beyond work. This is important for both mental and
emotional wellbeing.
• One should be ready to take up new challenges and use the unique opportunities that start-ups provide in on
job learning.
2 . QUIKR BUYS ONLINE REAL ESTATE PLATFORM COMMONFLOOR.
• Quikr, an Indian classified advertising platform, which is founded in 2008 has a use base of 30 million and is
quite prevalent in verticals such mobile phones, household goods, cars, jobs, services and education.
• In January 2016 Quikr acquired Commonfloor.com, which is a real estate online portal for $120 million in an
all-stock deal.
• Quikr had reported sales of Rs.24.78 crore for the year ended 31 March 2015 while CommonFloor
generated sales of Rs.45.76 crore for that year.
• However, Common Floor attracted a much lower valuation because of the metrics used by e-commerce
investors seem unusual to shareholders in traditional businesses.
• Over the past six months, Quikr has been expanding into new businesses segments like automobiles, real
estate, jobs, services and customer-to-customer sales to boost revenue.
• CommonFloor will continue to exist as a separate brand, however, as a combined entity they will have the
largest real estate inventory in the country.
• Quikr is betting that its user base of more than 30 million will help the company make profits in the online
real estate business.
• Also, CommonFloor gets access to Quikr user base – which helps it grows faster than the competition.
3 . ERICSSON INDIA OFFERS INCENTIVES TO EMPLOYEES FOR REFERRING POTENTIAL RECRUITS.
• Great employees are the foundation of a successful business, but finding them can be challenging.
• Since word-of-mouth is an effective recruiting tool, it makes sense to use existing staff to help you locate the
talent you seek. An employee referral program might just do the trick.
• Employees recommend qualified friends, relatives or colleagues, can be an excellent source of candidates.
• Ericsson has continue this year to provide incentives to its staff for referring potential recruits, after this
mechanism helped it hire 45% of the people added to its workforce in India in 2015.
• Since 2013, when the programme was launched in Ericsson the number of employees hired through referrals
has gone up 20%.
• They emphasis on employees personal network to bring in more suitable employee in organization.
• Under this 'Get Connected' campaign, an incentive is given to employees for successful recruitments for select
positions.
• Such programmes help speed up the recruitment process and the possibility of retaining new employees
through referrals gets enhanced because they are already familiar with an Ericsson employee
• They are also using social media platforms such as LinkedIn for special skilled candidates and Facebook to
post updates on company openings.
• Flipkart is an e-commerce company founded in 2007 by Sachin Bansal and Binny Bansal. The company is
registered in Singapore, but has its headquarters in Bangalore, India.
• Shopping is in high mode in India during festive seasons. Flipkart expects to hire over 10,000 temporary
staff to ramp up its delivery and logistics service to meet the festive demand.
• This decision is made as they launch offers to boost sales during the upcoming festive period.
• Flipkart’s rival Snapdeal also expects creation of 10,000 temporary jobs at the company between 15
September to 15 November, with the positions mostly being in logistics to ensure smooth deliveries.
• Mr. Nitin Seth – Flipkart says company’s hiring plans are in line with its business goals and that it continues
to hire talent in key strategic areas.
• In July, Flipkart had sacked some of its “underperforming” employees.
• Asked about reports of the company laying off 800 people, Seth answered. “We completely and unequivocally
deny any layoffs at Flipkart in the coming months.
• The big round of layoffs at Flipkart just further fuels the concerns people have over e-commerce, particularly
as this comes soon after rival Snapdeal completed a round of approximately 200 job cuts, which it had started
in February.
• While the company had refused to comment on the number of layoffs, officials had said the number ran as
high as 1,000.
• Before applying to job an individual should us below seven strategies to tailor your resume for maximum
impact.
• Google India, known for pampering its people with spas and massage chairs, has emerged on top in the
India’s Best Companies to Work in 2015.
• This company has just gone public with a very successful initial
public offering (IPO) and stock options have made its people rich.
• In the top 10 are hospitality brands like Marriott, Oberoi and Lemon Tree.
• "Any company can be a great place to work," said Prasenjit Bhattacharya, CEO of Great Places to Work. "It
doesn't matter what size they are or what industry they are in.”
• India, Indonesia, Mexico and the Philippines seen as the top four countries to see the fastest Facebook user
growth until 2020.
• Six years ago, 60% of the social platform’s 482 million monthly active users lived in the US.
• Now two-thirds of its 1.7 billion users are from outside US.
• Researcher E-Marketer estimates India will surpass the US next year as the country with the most Facebook
users.
• “This is probably one of the most unappreciated platforms even though it’s really well-known and it’s a
large market cap”.
• India currently has 57 million registered Facebook members, putting it some distance behind the US (157
million) .
• The increasing affordability of low-end smartphones and Web-enabled feature phones is a key factor in this
development.
8 . SKILL DEVELOPMENT AND ITS IMPACT ON EMPLOYEE RETENTION.
• The organisation needs to ensure that its employees are efficient and in line with the competition.
• To maintain and sustain these valuable resources, organisations are required to look after the job
satisfaction and retention of employees.
• Today most companies are investing money on skill development of their employees to be successful.
• Such opportunities by companies does not only helps person in enhancing his skills but also ensures
profitable outcome to the organisation.
• Various companies provide various trainings and development programs to their employees.
• Many organisations now have online portals and platforms to help the employees nominate themselves for a
training course or opt for an e-learning course.
• Employees should be encouraged and motivated to have their career aspiration discussion with their
superiors
• Various industry best practices on career and skill development can be implemented in organisation's today
to see a positive change
• A positive mindset makes you happier, it improves your relationships, and it even increases your chances of
success in any endeavor.
• In addition, having a positive mindset makes you more creative and it can help you to make better decisions.
• You don't learn anything when the wind is always at your back.
• You don't improve your problem-solving skills when there's never a problem to solve.
• Whenever you are confronted with a challenge, take a moment and realize that someone else, somewhere,
has most likely run into this exact same challenge and they've found a way through it.
• There is always a solution hence the solution you're looking for might come in a variety of different forms.
• Most people resort to stressful behavior whenever they're put in a challenging situation.
This sort of thinking does nothing to help you or your team move forward.
• If you remain open and in a positive problem-solving state, then the answers will float your way.
• The latest study has revealed that people who use Android smartphones are more modest and have greater
levels of honesty than iPhone users.
• The study also stated that women are two times more willing to acquire an iPhone than Android one.
• Android clients are seen to have more noteworthy levels of genuineness and modesty, suitability and
openness qualities yet are seen as less outgoing than iPhone customers.
• This study provides new insights into personality differences between different types of smartphone users.
• Smartphone choice is the most basic level of smartphone personalisation, and even this can tell us a lot
about the user.