Difference between Business HR & Conventional HR

Corporate HR and Business HR are terms used to distinguish area of operations. In organizations which are concentrated on single core business the terms are one and the same.

There has been an increasing awareness in the past decades that HR functions were like an island for cool comfort jobs which are far away from the hard world of real business. In fact I have received many such comments on this from colleagues who were headed departments like Sales, IT, Finance, Customer care etc. In order to justify its own existence HR functions had to be connected with the strategy and day to day running of the business side of the organization.

Here is a small attempt to distinguish between Business HR and Traditional HR. Actually, the question behind writing this small article is “what roles can be identified for the current day HR department in the context of increasing globalization of the corporate domain?”

I used to perform the below KRA in previous organizations apart from the conventional HR operations. I introduced new revenue models in my previous organizations, increased profit ratio, enjoyed the pressure too and stood as a successful leader. Often, I happened to receive a query from HR community that “why not a CEO from HR background?”. Who will stop you if you handle the below KRA.

Business HR:

·    The primary goal of Business HR is to increase employee productivity by focusing on business obstacles that occur outside of human resources.

·   The primary actions of Business HR are to identify key HR areas where strategies can be implemented in the long run to improve the overall employee motivation and productivity.

·  Ensuring Effective Manpower planning, recruitments, training & skills development, provide effective supervision and leadership, grievances handling and retention of team.

·    Plan and direct the organization’s activities to achieve stated/agreed targets and standards for operational, quality, culture and statutory adherence.

·       Review and report performance / progress of the organization on a regular basis & ensure the efficacy of System.

·  Examine the functional operations and identify profit improvement / cost reduction opportunities.

·         P & L responsibility.

·    Maintain and develop organizational culture, values and reputation in its markets and with all staff, customers, suppliers, partners and regulatory/official bodies.

·         Engage, Build and maintain effective long-term relationships with key members of the client team and discussing future Trend in Operations.

·       Create cross-functional project teams to encourage team building & employee development in terms of Knowledge & Skills.

·  Conducting continuous audits on MIS to ensure compliance and sound functioning of the process.

Corporate HR:

Corporate HR can play a significant role in monitoring the implementation of corporate HR policies throughout subsidiaries. HR can thus become "Champions of processes", building commitment of top management, providing training for managers and monitoring these processes. Corporate HR has a social responsibility to ensure future leaders are sensitive to and equipped to deal with global challenges. This creates a new role for HR as ‘guardian of culture’, overseeing the implementation of global values and systems.

However in a diversified organisation there may be need to have Corporate HR and individual SBU or Business HR as each business may need to have unique business requirement.

When Organisations grew and they could see the visible impact of good HR practices in their bottom line, they wanted HR to reach out to where the business is, rather than be restricted to cool comforts of corporate Office. Both are one and the same for a small company where there is only one HR dept but for a large organisation which has large geographical spread or multi business environment, the HR team at the Corporate Office would be called Corp HR and the HR presence in individual businesses would be called Business HR.

For Ex. Recruitment strategies are handled at Business HR level and hiring also happens there. There is a small team of senior recruiters at corporate office to handle corporate openings. However, Rewards are managed centrally. Salary structures, annual increments guidelines etc are all planned at corporate level. Payroll processing is at corporate level however entry is done at business level. Training is handled at business HR level however succession planning is done at corporate HR level.

Please add your suggestions in the same page as the viewers of this page also read the same.

Regards

Ram

Ram.k.reddy@adrgroup.in

Differences between Jan Lokpal Bill and Govt Bill

The streets are witnessing a demand that the government's Lok Pal Bill be replaced by the Jan Lok Pal Bill (JLP) as drafted by the team led by Anna Hazare. There are several significant differences between the two bills. In this note, we describe the some of these differences.

First, there is a divergence on the jurisdiction of the Lok Pal. Both bills include ministers, MPs for any action outside Parliament, and Group A officers (and equivalent) of the government. The government Bill includes the Prime Minister after he demits office whereas the JLP includes a sitting Prime Minister. The JLP includes any act of an MP in respect of a speech or vote in Parliament (which is now protected by Article 105 of the Constitution). The JLP includes judges; the government Bill excludes them. The JLP includes all government officials, while the government Bill does not include junior (below Group A) officials. The government Bill also includes officers of NGOs who receive government funds or any funds from the public; JLP does not cover NGOs.

Second, the two Bills differ on the composition. The government Bill has a chairperson and up to 8 members; at least half the members must have a judicial background. The JLP has a chairperson and 10 members, of which 4 have a judicial background.

Third, the process of selecting the Lok Pal members is different. The JLP has a two stage process. A search committee will shortlist potential candidates. The search committee will have 10 members; five of these would have retired as Chief Justice of India, Chief Election Commissioner or Comptroller and Auditor General; they will select the other five from civil society. The Lok Pal chairperson and members will be selected from this shortlist by a selection committee. The selection committee consists of the Prime Minister, the Leader of Opposition in Lok Sabha, two Supreme Court judges, two high court chief justices, the Chief Election Commissioner, the Comptroller and Auditor General and all previous Lok Pal chairpersons.

The government Bill has a simpler process. The selection will be made by a committee consisting of the Prime Minister, the leaders of Opposition in both Houses of Parliament, a Supreme Court judge, a high court chief justice, an eminent jurist and an eminent person in public life. The selection committee may, at its discretion, appoint a search committee to shortlist candidates.

Fourth, there are some differences in the qualifications of a member of the Lok Pal. The JLP requires a judicial member to have held judicial office for 10 years or been a high court or Supreme Court advocate for 15 years. The government Bill requires the judicial member to be a Supreme Court judge or a high court chief justice. For other members, the government Bill requires at least 25 years experience in anti-corruption policy, public administration, vigilance or finance. The JLP has a lower age limit of 45 years, and disqualifies anyone who has been in government service in the previous two years.

Fifth, the process for removal of Lok Pal members is different. The government Bill permits the president to make a reference to the Supreme Court for an inquiry, followed by removal if the member is found to be biased or corrupt. The reference may be made by the president (a) on his own, (a) on a petition signed by 100 MPs or (c) on a petition by a citizen if the President is then satisfied that it should be referred. The President may also remove any member for insolvency, infirmity of mind or body, or engaging in paid employment.

The JLP has a different process. The process starts with a complaint by any person to the Supreme Court. If the court finds misbehaviour, infirmity of mind or body, insolvency or paid employment, it may recommend his removal to the President.

Sixth, the offences covered by the bills vary. The government Bill deals only with offences under the Prevention of Corruption Act. The JLP, in addition, includes offences by public servants under the Indian Penal Code, victimization of whistleblowers and repeated violation of citizen's charter.

Seventh, the government Bill provides for an investigation wing under the Lok Pal. The JLP states that the CBI will be under the Lok Pal while investigating corruption cases.

Eighth, the government Bill provides for a prosecution wing of the Lok Pal. In the JLP, the CBI's prosecution wing will conduct this function.

Ninth, the process for prosecution is different. In the government Bill, the Lok Pal may initiate prosecution in a special court. A copy of the report is to be sent to the competent authority. No prior sanction is required. In the JLP, prosecution of the Prime Minister, ministers, MPs and judges of Supreme Court and high courts may be initiated only with the permission of a 7-judge bench of the Lok Pal.

Tenth, the JLP deals with grievance redressal of citizens, in addition to the process for prosecuting corruption cases. It requires every public authority to publish citizen's charters listing its commitments to citizens. The government Bill does not deal with grievance redressal.

Given the widespread media coverage and public discussions, it is important that citizens understand the differences and nuances. This may be a good opportunity to enact a law which includes the better provisions of each of these two bills.

-Courtesy IBN

Launching "Upadhi" in Prakasam District, AP

Not-For-Profit – Upadhi

Mission: Aiming for better society through our vision of providing employment for people in rural segments.

To support our mission statement, we began with the idea of linking rural youth to job opportunities in Indian corporate and development-sector organizations. As a part of this noble cause we have taken Kurnool district, AP for a pilot project and initiated a program called “Upadhi”. Since its inauguration in April 2011 we have placed more than 600 candidates through various job fairs conducted under this project. All these candidates are from rural areas and financially weak families. 

Upadhi is completely a nonprofit bustle where we will not charge any service fee neither from the government nor candidates or industries. From the perspective of the Indian economy, more jobs mean a contribution to GDP, more foreign exchange, more raw materials for industries, more manufactured goods and more services. Hence, employment for the rural youth has the potential to provide momentum to the giant wheel of the economy.

All able bodied un-employed persons in the 21 to 45 years age group of the local population shall be compulsorily enrolled to form human resources units in every Village / Panchayat. Enrollment shall be an incessant progression. And employment could be for any level i.e., a software engineer, medical, an MBA, nurse, pharmacist, carpenter, plumber, security guard, sales force, warehousing assistant, driver, etc.

With the confidence gained from the success and series of activities done earlier, we are now expanding our activity to Prakasam District basing at Kandukur town, Andhra Pradesh. When I was looking for a helping hand to make this program successful in Prakasam District, Mr. Srikanth has assured his kind support in terms of Finance, Hospitality & Infrastructure. Mr.Srikanth will announce the inauguration date in a press meet very soon.

Project Mentors:

Mr.Srikanth Chowdary Kancharla: A young Engineering graduate, A visionary leader started his career with CMC and then served major corporates for more than 6 years. Presently he is a Director at Prakasam Engineering College, Kandukur, AP. His vision and the values he believe in were made Prakasam Engineering College to stand as one of the best in AP. He is highly dedicated to the people of rural background in developing their skills and making them Industry Ready and placing them in different verticals.He was honored with "NTR Seva Award" from Honorable Governor Mr.Narsimhan, Andhra Pradesh for serving the flood affected areas at Kurnool, Organized by NTR Trust, Hyderabad.He is a member in CII,CSI and IEEE.

Ram K Reddy A, HR Business Partner: Ram has more than 15 years of experience in organizations leading the HR function. A hands-on experience as the Strategic HR and SBU Operations Head has helped Ram to polish his skills in the area of People Management. He has been associated with the organizations like Reliance ADA Group, Mind Source, Optimal Minds etc. He holds a Masters in Business Administration (HR) and PGDM in HR. He was honored with “Leadership Excellence” award from President HR, Reliance Communications. 

Rural India is the heart of the nation. If it functions well, the country flourishes.

Let us reach the untapped potential.

Write a mail to ram.k.reddy@adrgroup.in for further details.

The Top 5 Interview Questions That Employers Should Always Ask

Making a decision on whom to hire during the job interview process isn’t an easy task. Finding and hiring the best candidates starts with asking the right interview questions. I never miss to ask the below questions to assess the job applicant whether he is a strong potential hire.

1. We all make mistakes on the job. Share with me 2 mistakes that you have made in your current or past job. How did you resolve these mistake(s) and what did you learn from the mistake?

Reason to ask this question: You can check their ability to acknowledge that they have made mistakes. You can check their ability to problem solve, fix mistakes, make decision under stress and whether the mistake became a learning experience or not. Also we can understand whether he can do better job when faced with a similar situation in the future.

2. If I were to contact your current supervisor/colleague today for a reference, what would he/she say about your work performance and commitment to the job?

Reason to ask this question: You can check his honest and his self-awareness on his work done.

3. What is your long term objective? Share with me 3 activities you do in a day to achieve your goal?

Reason to ask this question: Working without keeping a goal for life is equivalent to missing a heart in human body. This question will help us to understand whether the candidate does a goal in his life and how they in line their daily schedule towards it.

4. How does your past and current work experience that makes you the best fit for this position?

Reason to ask this question: This question requires the job applicant to give real life examples of their specific experience and skills sets and how this experience can be applied to the job that you are hiring for.

5. What is your life’s philosophy?

Reason to ask this question: We can predict his behaviour in the organization based on the philosophy he has adopted in his life.

Upadhi Jobfair - Wipro selections & Photos

We have done a job fair on 26th July 2011 at Nandyal Taluk, Kurnool Dist, AP exclusively for B.Sc/BCA 2011 passed outs under "Upadhi" program which is a non profit charity activity to help the rural youth.

Details Below:

Number of students appeared in the Aptitude Test: 76

Number of students cleared the test: 22

Number of students cleared in HR round Interview & offered: 10

All these 10 students will join with Wipro after completion of formalities in 10 days. They will be trained by Wipro on various technologies and start working on various applications. And also simultaneously they will do an MS program from BITS PILANI at free of cost.

All the selected candidates are from farmer families and financially weak. I am really thankful to Wipro management and Wipro HR team Mr. Sunil, Mr. Narendra & Mr. Yaswanth for their kind support extended to help these rural students by giving them employment.  

Regards

Ram

Best Mass Hiring Practices - My success story

Organizations face unique challenges when they must hire massive numbers of individuals. Organizations should shun opening large facilities requiring thousands of employees in places where there are low population rates. Local unemployment rates can play a key aspect in the success of firms’ mass recruitment efforts. To keep the recruitment momentum on, they must implement variety sourcing strategies and develop sufficient databank.

I am listing some of the innovative and low cost sourcing strategies designed and implemented by me that are reduced cost per hire up to 800% in my previous organization RADAG. This has been resulted in managing more than “16,000 walk-ins in 2008-09”, “20,000 walk-ins in 2009-10” and over “30,000 in 2010-11”. Most of these walk-ins for vacancies in Customer Care, Tele-calling, Frontline Sales, Networking Engineers, BPO, Insurance Sales Officers, Corporate Sales Executives, Engineers etc.

Sourcing Techniques:

·         Job fairs through District Employment Exchanges (Free of cost).

·         Job Fairs through Rajeev Udyogasree (Free of cost).

·         Job Fairs through Community Associations & NGOs (Free of cost).

·      Job Fairs through “School of Employability” agencies like NIIT, NIS Sparta etc. (Free of cost).

·      Campus Recruitments (Free of cost. Colleges used to arrange Transportation and Accommodation).

·         SMS Blast through company’s Bulk SMS division (Free of cost. We used to send SMS to Pre paid/Post paid customers with vacancies details every month).

·    Pamphlets distribution (Free of cost. We used to keep a leaflet along with mobile bills).

·           Pamphlets distribution through news papers (Very low cost method).

·         Field Recruitment Activities through Field Recruiters. Their duty is just to head hunt sales force from targeting competitors. Every field recruiter has to get 120 people on boarded every month. (Very low cost method).

·       Free Job postings on job portals (Free of cost. There are few websites where we can post at free of cost).

·        Collecting two references from every candidate who attends the interview (Free of cost).

·      Keeping Kiosks at crowded and residential areas through field recruiters (Very low cost method).

·         Internal Job Postings.

·         Social Media Networking (Free of cost).

·   Implemented “Hiring as Teams” method extensively rather than taking individuals. (Free of cost).

·         Pre-placement offers (Free of cost).

·        Poster activities in crowded areas, business centres, cyber cafes etc. (Very low cost method).

·      Pre induction by the HR Managers to increase the turn up ratio. This is one of the best practices I have introduced and implemented.

What can be done more?

1.       Develop own job portal and make it popular through social media.

2. Collect list of village Panchayat officers and their addresses and post employment news.

3.     Post employment news letter to colleges.

4.    Recruit social media experts, create blogs, join the groups, publish articles and create a brand.

5.     Network with placement agencies who can offer services at lower price.

6.   Reach untapped potential in semi-urban areas. Correlate network in depth to District, Taluk and Mandal levels.

7.     Mass mailing within permissible cyber law.

Friends, you can add your ideas. Please write a mail on ram.k.reddy@adrgroup.in.

-Ram

  

The IIMs ways to beat the Stress

Last Sunday, students at the Indian Institute of Management, Bangalore (IIM-B), took lessons from Kathak maes tro Birju Maharaj in, guess what, stress management.

It's not just IIM-B. IIM-Ahmedabad (IIM-A) and IIM-Kozhikode (IIM-K) have also incorporated stress management in their curricula.

Be it with faculty or students, premium business management schools are engaging newer initiatives for stress management.

"Birju Maharaj gave us a lot of examples from his life and also explained the role of music and dance in curbing stress in the corporate world. He explained to us the role of music and dance in the aspect of management and how it can help us keep track of our career goals in a highly competitive sphere without losing perspective, says Ashish Dongre, media cell coordinator at IIM-B.

"Some of our past speakers included V Rajaraman, the father of Indian cloud computing, and S Gopalakrishnan, chief executive officer of Infosys. We are looking at calling some sports personalities and politicians to give us their insight," he adds.

With B-schools witnessing high competition and stress levels on campuses, even stress among faculty is a recurring phenomenon.

For example, Prathap Oburai, a professor at IIM-A, went missing on July 1 during a pilgrimage in north India. The reason assigned was that he had been suffering from depression. That's why, with yoga sessions, gyms and guest lectures, B-schools are trying newer ways to beat stress.

"As a part of faculty initiatives, we have yoga sessions twice a week that can help in beating stress. We even have a separate meditation room for both students and faculties at the campus that is like a personal zone, where people can take some time in between their day," says Keyoor Purani, professor of marketing and chairperson of the staff welfare committee at IIM-K.

IIM-B has an elective course, personal value growth and career opportunities, for second year students of the post graduate programme in management and the post graduate programme in software enterprise management.

The course allows students to report any kind of stress to faculty members and interact with them for this.

B-schools have also observed that stress occurs specifically during the beginning of academic session and placements. Students at IIM-A will get mentors on campus from this year onwards.

"Each mentor will get eight students who then follows up on any student-related issues, including their entry into the campus to academic submissions to placement issues. After their admission, they can directly contact the mentor on queries they might have about the institute and who will even give them a guided tour of the campus," says Parampreet Singh, general secretary of the Students Affairs Council at IIM-A.

Around 50 second-year students from the post graduate programme in management and PGP in agri-business management have started this mentorship programme for the benefit of freshers.

IIM-K has also roped in a non-governmental organisation, MITR, whose team of counsellors and psychologists visits its campus every Wednesday to interact with students.

"The team of counsellors from MITR has also trained 15 students to act as mentors so they can help with stress management and provide support systems to other students," says Mansi Baranwal, coordinator, student media cell.

-Courtesy Rediff

Define Connection between Nature & Management

Can any one define the connection between "Nature and Management".

Can somebody write 3 or 4 pages article on the topic and post on my blog??

Regards
Ram
ram.k.reddy@adrgroup.in

Invitation to Upadhi Jobfair on 30th July 2011

"A great leader's courage to fulfill his vision to serve the poor comes from passion, not position".

                                            - John Maxwell

Mission: Aiming for better society through our vision of providing employment for people in rural segments.

To support our mission statement, we began with the idea of linking rural youth to job opportunities in Indian corporate and development-sector organizations. As a part of this noble cause we have taken Kurnool district, AP for a pilot project and initiated a program called “Silpa Upadhi”.

In this context, we have organized job fairs in the past and placed around 450 candidates successfully in many companies those participated in the job fairs at Nandyal. Based on the need and request by the candidates, the ‘Job Fair’ is made a regular monthly event and we have allotted the last Saturday of every month for this activity. 

I am happy to announce that I am going to organize one more job fair on 30th July 2011. I sincerely request you to convince your company to participate in this job fair.

Venue: Nandyal Town, Kurnool District, AP

Expected Crowd: Around 500 (Non graduates/Graduates/Engineering Graduates/MBA)

Regards

Ram

ram.k.reddy@adrgroup.in