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WE LOUNGE
Learnings:
Mr. NISHANT DESHMUKH the MD of SUGEE GROUP is a very young
entrepreneur having rich experience in promoting, setting up and
managing information technology and construction companies .His diverse
expertise spans across strategic planning, financial resource management,
Product Development and Marketing. He started off his career in Software
development. However his business venture in ERP software development
could not flourish as expected and so he decided to switch his attention to
his fathers family business in Real Estate. Since 2008 until today in a very
short span of his career he has been able to build his companies brand
image of SUGEE,. This brand name was also smartly chosen as it is
synonymous to Prosperity in Marathi language and also stands for the
first two letters of names of his father and mother Subhash and
Geeta.
He spoke of how at the beginning of his career he involved himself in a
redevelopment project of a Building by the name DWARKESH HIEGHTS,
for middle class families in Mulund a suburb of Mumbai. He decided to do
the entire project in house, without the help of outside contractor. He
learnt all nitty gritties about construction business. He completed the
Learnings:
He then spoke of various challenges he had to face during execution of this
project. This constructions industry is a very price sensitive and
without proper research you cannot succeed with new projects .
He also spoke of how they did thorough market research through hired
agencies before launching any new projects in Dapoli , Mandgaon , Wai, for
the target audience in such rural areas. They studied the sales velocity,
also found out what price the customer is prepared to pay for a
premium quality of construction, what are their competitors offering etc so
on and so forth.
Learnings : His principles of Real Estate Constructions Business as follows.
Study each and every requirement of the customer and try to give
something extra .
Buy land which has a clear title. Start the work on a project only
once when you have all the permissions obtained.
No compromise in quality of constructions material .
Use the best and latest technology available like readymade
concrete mix, RNC, Green Building.
Monitor strictly the parameters for construction material like ,
Learnings:
Choose trusted loyal managers and give them freedom to bring
out the best out of the workers within deadlines.
Create trust in customer by delivering the project in time and put a
penalty clause in agreement to ensure customer satisfaction and
confidence. This also helps in client retention.
Financing from private parties is too costly hence try and take funds
from public sector banks and NBFCS.
Once you get a proper foot hold in the business, by creating a
team who can create value by delivering quality products,
spread your business outside
He spoke about his upcoming projects where they are acquiring big
parcels of land & build houses for elite customers who want 2 nd home or
a weekend home which has a rural touch with little investment. He also
spoke of his dream project of making an arrangement with some of the
recognized firms like KPMG to structure a Product whereby Any person
could become a BUILDER and owner of a building project.
His
Mr. G. Nilakantan
Head HR at Reliance Industries
Ltd. (Coal bed Methane
Vertical.)
Learnings:
Mr. Nilakantan who now heads the HR dept at Reliance Industries Ltd has a vast
experience in the field of H.R. He started off his career with Voltas then to
Wockhardt, as a Field Operations & Training Manager where he could Capture the
challenges faced at field level and to develop a training program & initiatives
which would be customer focused.
He also spoke of his challenges faced to quickly adapt to new environment in a
totally sales driven atmosphere at Xerox, a Global organization and pioneer in
customer sales and service.
He also shared his experience working with Oil and Gas exploration company (B.G.
Exploration and production India Ltd. ) where he faced peculiar challenges of
recruiting various staff with high technical skills .Also there were lot of
migratory work force ,Ex-pats and offshore staff members who would work for 21
days and take off for 21 days. He also spoke about his next assignment in Dubai in
the Middle East working with Trade Line LLC where it is generally perceived that
people wanted to make quick money with little regards for loyalty and longevity in
the company. The main challenge being to find people who could work the
longest time.
He then spoke about how HR as a function has evolved over a period of time.
It was being considered more of a Admin function or Hire & Fire function with Union
activities. However now H.R has started looking at knowledge as the
Learnings:
From this video I have understood various points as he..
Spoke about his journey of 27 years of global work experience, spanning India, South
West Asia, Middle East and U.S. He joined Essar in August 2006. His responsibilities
includes HR Strategy, Policies & programs for the entire group & provides vision &
leadership to HR function to deliver on the groups strategy & operating goals.
His journey was very rewarding, he states Rewards give a sense of return on
your investment. No career is a matter of fluke, all career people have
seriously invested their time in learning and development. There is a science called
HRM, to understand peoples behavior and what make them, drives them and
motivates them.
Spoke about his experience of handling 40 different company's culture and bring
them over to one culture. Cultural migration comes with a resistance because
one feels vanquished. This puts lot of pressure on HR because you have to
integrate despite of having lot of resistance or psychological set backs and to
merge them into well defined common culture.
He has also stated that The leadership personally nurtures the people, This
makes the enabling environment so positive for HR that it makes everything one
He spoke on how effective leaders emotionally connect with their people to establish
credibility.
What human values are all about and why it is important? Whatever you are,
whoever you are.. the most important is for you to be a good human being.
Thats supreme.
You can be given a lot of inputs, a lot of information and your intelligence can be
sharpened up but unless and until, you really learn how to emotionally
connect-up with your people, you will not be able to give full value of what your
coaching is all about.
Why it is important to identify the emotional criticalities or emotional
sparks in an individual and how do you connect with those emotional sparks so
that you can build-up a relationship and then give the inputs and do the
development.
Human being can not be compartmentalized, you should connect emotionally
with your people. Your ability to just touch them at surface level will never give
you the result.
It is your ability to identify how you need to bespoke your motivation,
how do you emotionally connect.
Leader needs to identify how to build loyalty towards his people and how to build
peoples loyalty towards him. It doesnt cost. Motivation is not about money. In
fact, if you motivate with money thats the wrong theory because your money will
go, your problem will remain & the guy will then establish a pattern of going to
another person who will pay him more. These are all mercenary motivation
techniques.
WE TUBE
IPersonal Budgeting
By Prof Raj Kumar
Learnings:
What is Budget?
It is an itemized summary of likely income and expenses.
It provides a concrete, organized and easily understood
breakdown of how much money is coming in and how much is
going out.
It is an invaluable tool to help you prioritize your spending thus
saving.
It is important because it identifies and helps to achieve
financial goals with ease.
Manages your money helps you save.
Directs your money flow.
The above three steps is used for tracking and preparing the
initial budget. The tracking of income expenses should be done
at least for 3 months before formulating the budget. In the
tracking period, the spending habit should not be changed and
even small expenses should be noted down.
Step 4 - Compare your income and expenses.
Step 5 - Determine your financial goals.
Step 6 Improve your situation so as to align with your
financial goal.
Step 7 Review and evaluate your progress.
Monitor your budget on an ongoing basis to confirm that you
are on target. Monitoring will help you remain on the right track.
Fix a date like 15th of every month to check your progress. If you
observe any deviation, address to it immediately.
II Knowledge Management
By Prof. Gaurang Chandrana
Learnings:
What is Knowledge?
The psychological result of perception learning and reasoning. As per famous
philosopher Plato, knowledge can be defined as Justified True Belief.
Knowledge is continuous input which u process or learn or experience and you
retain with yourself. It is an ongoing and ever-growing process.
Knowledge could be got by any means whether formal or informal , structured
or systematic could be your inherent skill or experience or acquired skill through
theory in short all you learn, obtain and gain is knowledge.
Knowledge could be an idea process or technology which would be the basis of
any product or service. In 1999 the term of personal knowledge management
was coined. Knowledge has a shelf life which has now come down to remain for
approximately 3.2 years.
What is Knowledge Management?
Knowledge Management is range of strategies and practices adopted in an
organization to identify, create, represent, distribute and enable adoption of
insights and experiences.
Knowledge needs to be deliberately imbibed ,maintained, learnt and
Learnings:
Networking is a way to build mutually beneficially relationships with
other people.
It is not immediately asking about a job, trying to get something from
every encounter or maintenance free.
Confidence
Good Manners
Sharing Knowledge
Learnings:
In this topic we have learnt why background screening is a critical aspect before
onboarding a Candidate. We also looked at some of the key components that are
verified by companies.
Organizations are continually on the lookout for new ways to mitigate their risk
Researching the histories and stated capabilities of employees is always a sound
business practice
The main reasons:
IT jobs get scare , fake CVs rise. Nasscom tightens audit of empanelled
background screening firms to check spurious resumes.
Fake companies are involved in anti social activities. The spread is across all
sectors.
Credit History & Financial Status check
Why Screening?.
Compliance
Ongoing safety & security
Sharing of background screening report in mandatory.
Better safeguarding organizational assets
Learnings:
In this topic we have understood the challenges associated with the Exit
Management process. We also looked at the strategic approach HR leaders need to
take to make the most out of this process.
Three main usages of exit interview:
Diagnosis and strategy Determine reasons for company turnover, help identify
training & development needs, develop strategic-planning goals, identify the
areas where procedural changes are needed
Public relations It allows separating employees to raise issues that are important
to them
Positive separations It provides an effective means for bringing about an
amicable separation between employer & employee in which frustrations are
vented and the separating employee leaves feeling that he or she has had their
say.
Common Problems with Exit Interviews:
Under-utilization
Too often, such tools are mere symbolic gesture
When dissatisfaction is expressed by an exiting employee, there is often no
feedback to the management
Methodological
Questions being asked are not driven by any particular purpose
No set procedures for administering the instrument to exiting employees
Unclear on the respondents voluntary exiting employees or involuntary
exits as well
Ambiguous questions asked leading to multiple interpretations.
Deception
Exiting employees are not motivated to give controversial, personal or inside
information that could endanger future choices
They may want references from the employer at a later date
They may be trying to protect those who still remain with the company
Interviewer not skilled enough to extract information from the employees
Its
Conclusion
Exit interview process needs ongoing monitoring and revision to bring about
excellent results
Should be constructed purposefully and scientifically and administered
consistently and effectively
Most critically the data needs to be used
Else it is essentially a waste of time and money and should be discontinued
NEWSWIRE
(Million)
ed by
2022
(Millio
n)
Million)re
quired
45.42
76.55
31.13
Retail
38.60
55.73
17.13
16.74
28.40
11.66
4.21
14.27
10.06
V Contd
Rudy said that as the old adage goes,
what cannot be measured, cannot be
corrected. The idea behind the Skill
Gap Studies is to understand which
sectors are likely to face the biggest
gaps. It is imperative for us to plan the
skilling of future workforce of India.
The reports give an insight on the
quantitative and qualitative findings in
terms of highlighting key job roles in
the sector, existing skill gaps in the
sectors, key interventions required to
map supply and demand, etc. He said,
these will help the Ministry to create a
strategy to bind together the islands of
excellence that we already have in the
country.
Define the long-term vision for the service:A necessary first step is defining with
the customer their long term vision for a particular service. This will enable the shifting
of responsibility for managing various activities as work from a Contract Staffing
relationship to a Managed Services Outsourcing model.
THANK YOU!