Companies like Wipro, Tesco plan to include top executives to give an edge during placements

Wipro, one of the largest campus recruiters in India, will not rely on its usual HR team to net students this year. Instead, its entourage will include several general managers who will represent the company in their respective alma maters.

The top brass from this year onwards has been given the responsibility of adopting their colleges, engaging with students throughout the year and being " brand ambassadors" for the company. Wipro started this initiative in 2011 end to make better inroads into colleges in a hyper-competitive market.

"It will help us focus better and understand issues the institute has," says Saurabh Govil, VP, HR. The company hopes to have an edge during the placement season when it has to pick up a large number of students from a limited talent pool.

Wipro hires over 5,000 employees every quarter, of which 60-70% are freshers and its competitors Infosys, TCS, Cognizant will also be hiring a similar number in the same time.

While Wipro sends its top brass for placements, Mahindra Satyam prefers to send freshers - those who have graduated in the past two to three years - because they know the faculty and some of the students, and are still emotionally attached to their colleges.

This, it hopes will help them build a better connect with students. With the economy on a see-saw, having dedicated line managers as ambassadors helps companies hire the most appropriate set of employees who will stay for a longer tenure.

As a one-point contact with the candidate, an alumnus can see through his or her resume, knows the professors and can gauge the quality of projects done, says an executive of an MNC who has been short listed to go to his alma mater, IIM Ahmedabad, over the past two years by his firm.

"You can eliminate the wrong candidate, and it increases retention as well. You become a pseudomentor who will be approached by the newcomer with queries on processes and the company culture," says the executive, who does not wish to be named.

An industry academia interface is common with multinational firms, but Indian firms have are going a step further in asking their executives to dedicate time to this.

"Some of our alumni who travel from abroad to cities like Bangalore have been asked by their companies to halt in Mumbai for a day. They are expected to visit the campus, talk to students about the company and career opportunities," says Ravi Sinha, head of placement for IIT Bombay. There is a conscious effort from companies to engage with IIT students in a structured manner.

NIKITA SINGH

PGDM-1st year

Emerging Trends in Human Resource Management

Human resource management is a process of bringing people and organizations together so that the goals of each other are met. The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate heroes. The name of the game today in business is personnel . Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order.

Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are decreasing. This calls for future skill mapping through proper HRM initiatives.

Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the global alignment of Indian organizations. There is a need for multi skill development. Role of HRM is becoming all the more important.

Some of the recent trends that are being observed are as follows:

• The recent quality management standards ISO 9001 and ISO 9004 of 2000 focus more on people centric organizations. Organizations now need to prepare themselves in order to address people centered issues with commitment from the top management, with renewed thrust on HR issues, more particularly on training.
• Charles Handy also advocated future organizational models like Shamrock, Federal and Triple I. Such organizational models also refocus on people centric issues and call for redefining the future role of HR professionals.
• To leapfrog ahead of competition in this world of uncertainty, organizations have introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership from the top and develops a method for sustainable improvement. These practices improve organizational values and helps in creating defect free product or services at minimum cost.
• Human resource outsourcing is a new accession that makes a traditional HR department redundant in an organization. Exult, the international pioneer in HR BPO already roped in Bank of America, international players BP Amoco & over the years plan to spread their business to most of the Fortune 500 companies.
• With the increase of global job mobility, recruiting competent people is also increasingly becoming difficult, especially in India. Therefore by creating an enabling culture, organizations are also required to work out a retention strategy for the existing skilled manpower.

POOJA NEGIPGDM 2ND SEM

.NY Fish Market to Pay $900,000 for Racial Discrimination

NY Fish Market to Pay $900,000 for Racial Discrimination

M. Slavin & Sons Fish, a Bronx fish market, has agreed to pay $900,000 to settle a racial discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The lawsuit alleged that management at the company’s Brooklyn facility routinely subjected more than 30 black and African male loaders and drivers to sexual and racial harassment and retaliated against employees who complained.

Was Firing in Retaliation for Whistleblowing?

A Louisiana credit union manager became convinced that her employer was allowing lending practices that amounted to criminal fraud. She repeatedly brought her concerns to the attention of senior managers, board directors, and co-workers. At the point where her complaints seemed to come to a head, she was fired. Was that a coincidence?

KANCHAN  BHARTI PGDM 1 st YEAR

NZ has high rate of men-only boards

New Zealand businesses have the most all-male boards out of the Asia Pacific region, according to a new survey.

The latest research from executive recruiter Korn/Ferry shows that 65 per cent of all company boards in New Zealand are male-only, more than in India, Malaysia, Singapore and Hong Kong.

It is more than double the figure of male-dominated boards in Australia, where 29 per cent of companies have boards made up of men only.

There has been no improvement since Korn/Ferry surveyed the number of women on New Zealand boards last year. It revealed in July 2011 that only 35 per cent of Kiwi boards had any female members.

''The world is taking notice of the potential and power of women as consumers, as leaders, and as a growing majority of the talent pool," Korn/Ferry Asia Pacific global consumer market managing director Alicia Yi said.

''Companies have started to recognise that successful boards should reflect the markets they serve and that homogenous leadership teams can be less equipped to do business in an increasing complex business environment.

''As Asia's growth trajectory propels it to a central spot in the global economy, the most effective boards will be the ones that are international with functional, sector and gender diversity.''

The survey found that of executive directors in New Zealand, 3.4 per cent were women, while 11.4 per cent of non-executive directors were female and 8.5 per cent of independent non-executive directors were women.

The study found that typically female directors had shorter tenures and were three years younger on average than their male counterparts.

They were more likely to be from an educational, law or accounting background while male directors came from science or engineering backgrounds.

The study surveyed the largest 100 companies in each of seven Asia Pacific countries including New Zealand, Australia, India, Hong Kong, China, Malaysia and Singapore. 

POOJA NEGI
PGDM 2ND SEM

New hr policy of ranbaxy

Ranbaxy Laboratories Limited, India’s largest pharmaceutical company, has made a foray in this direction. To aid career development, Ranbaxy urges it’s employees to develop a distinct career path. The path is developed through a series of discussions between the employee and his manager. A plan is developed about the employees’ career aspirations and a very precise career path is laid out. The supervisors of the employees are also asked to share their views on the employees’ performance and thus, measures are taken to help the employees to reach their desired growth levels. “This helps us increase retention as well as develop a blueprint for succession planning,” states Bhavna Kataria, human resource manager, Ranbaxy.

Ranbaxy’s focus on creating value for the employee is further illustrated with their Mentorship Programmes. Ranbaxy believes that mentoring often functions as an important component of leadership development and also goes a long way in predicting career success. It aims not only at developing and building strong leaders, but also helps develop a loyal team of employees who know how to perform their jobs and how to turn to each other for advice. Through this programme, mentors can serve as sounding boards at critical points during a professional’s career development.

The HR function at Ranbaxy, facilitates the entire process to see that the mentor helps the mentee in every possible manner to overcome his inhibitions and fears.

Ranbaxy’s initiative is a learning for all organisations and human resource must encourage mentoring as a means to further transform their organisations into environments which are conducive to nurturing and developing employees.

AMIT BHARADWAJ

PGDM 2^SEM

hrm

HR News:

Going Green Doesn?t Mean Spending Lots
(2/3) by Ana Ellington, BLR Senior Editor-Environmental. Folks believe that implementing a green program will cost them more money?but this is a myth. There are many different techniques that you can use to go green that can also boost your bottom line.

DOL Reproposes 'Parental Exemption' of Child Labor in Agriculture Rule
(2/3) Saying that it will protect both children and ?rural values,? DOL's Sage and Hour Division announced that it will repropose the portion of its regulation on child labor in agriculture interpreting the "parental exemption."

Was Firing in Retaliation for Whistleblowing?
(2/3) A Louisiana credit union manager became convinced that her employer was allowing lending practices that amounted to criminal fraud. She repeatedly brought her concerns to the attention of senior managers, board directors, and co-workers. At the point where her complaints seemed to come to a head, sh...

NY Fish Market to Pay $900,000 for Racial Discrimination
(2/3) M. Slavin & Sons Fish, a Bronx fish market, has agreed to pay $900,000 to settle a racial discrimination lawsuit filed by the EEOC. The lawsuit alleged that management at the company?s Brooklyn facility routinely subjected more than 30 black and African male loaders and drivers to sexual and racial ...

Has Weight Influenced Your Decision to Hire?
(2/2) Has weight ever influenced your decision to hire a job applicant? If so, was it illegal?  

chandramala, pgdm 2nd sem

Job Descriptions:
Here’s the help you need to develop effective job descriptions (without the hard work of writing them from scratch), perform thorough job analysis, stay competitive in your industry, and attract the best qualified employees.
Wellness:
 for the information you need to launch a wellness program that will not only help keep your employees healthy but also combat increasing healthcare costs and improve morale.
Training:
Some training is required by federal or state law, other training is discretionary, but whichever you need, good training is essential to your company’s success. Here’s where to find the resources you need to do it.
Recruiting:
Whether you’re filling jobs at entry-level or in the corner office, our recruiting resources provide the right recruiting and hiring strategy.
Policies:
Get valuable information on developing solid HR policies that will hold up to scrutiny, improve morale, avoid legal problems, and help you evaluate policy choices in terms of your organization.
Forms:
All the forms you need in one place. All of our human resource forms have been tested and proven at America’s leading organizations!  

chandramala, pgdm 2nd sem  kanchan bharti

HR services on a roll

The Indian HR industry, both staffing and services, has seen significant growth in the last few years and is poised to grow. A recent report on the HR industry in India reveals that permanent recruitment is estimated to be a Rs 30 billion market and HR consultants are increasingly been viewed as partners in an organisation's growth. The value of the search market, the report says, is in the range of Rs 6-7 billion and is largely dominated by global companies expanding into new sectors and geographies . Temporary recruitment market is estimated at Rs 172 billion with professional staffing at Rs 53 billion and general staffing at Rs 119 billion with companies having high margins (30-35 %).

Nikita Singh
PGDM-1st year