Dear Readers,
I had very famously proclaimed that I would start blogging and will keep on blogging ... i even thought of taking a revenge and blasting back to blogging.....HOWEVER, it is proving difficult for me...
I realised, I have many other things to do on net and hence, I am giving up on blogging.
You may reach to me on mehulbpandya (at) gmail (dot) com. My website is www.odetomyself.com.
Cio all readers...don't waste your time in future by visiting this page ! Inconvenience is regretted!
Saturday, May 19, 2007
Friday, May 4, 2007
Lack of qualified workers threatens India's success
Recently, Chicago Tribune had an article titled "Lack of qualified workers threatens India's success" by Tim Sullivan. It was indeed a shocking as well as informative article. Though the article mainly looks through the IT, BPO and ITES industry...it has an alarming signals.
It says that nearly two decades into India's phenomenal growth as an international center for technology, the industry has a problem: It's running out of workers.
It further observes that Indian schools churn out 400,000 new engineers, the core of the high-tech industry, every year -- but as few as 100,000 are actually ready to join the job world, experts say and this leads to the increased cost for IT companies which can directly affect the profits and close competitors like China can take advantage of this.
Though, on the positive side, Indian IT giants (TCS, Wipro, Infosys, IBM etc.) are pretty hopeful of normalization of shortage. Infosys has even gone beyond to setup its own Training Center.
Let's hope for the best. You may read the whole article Here.
It says that nearly two decades into India's phenomenal growth as an international center for technology, the industry has a problem: It's running out of workers.
It further observes that Indian schools churn out 400,000 new engineers, the core of the high-tech industry, every year -- but as few as 100,000 are actually ready to join the job world, experts say and this leads to the increased cost for IT companies which can directly affect the profits and close competitors like China can take advantage of this.
Though, on the positive side, Indian IT giants (TCS, Wipro, Infosys, IBM etc.) are pretty hopeful of normalization of shortage. Infosys has even gone beyond to setup its own Training Center.
Let's hope for the best. You may read the whole article Here.
Thursday, May 3, 2007
How to keep blogging even if you don't have comments...
Friends,
Motivation is important...no matter whether it is corporate world or blogging...isn't it?
I have few idols for blogging to which, I aspire to become a good (and regular) blogger....let's see..how I am able to cope up.
For my past three blogs, I have motivated my friends to motivate me (by reading and leaving their comments)...but have been limited....I wish in future, my quality of writting attracts more and more reader...!
Cheers folks!
Keep up the high spirits!
Motivation is important...no matter whether it is corporate world or blogging...isn't it?
I have few idols for blogging to which, I aspire to become a good (and regular) blogger....let's see..how I am able to cope up.
For my past three blogs, I have motivated my friends to motivate me (by reading and leaving their comments)...but have been limited....I wish in future, my quality of writting attracts more and more reader...!
Cheers folks!
Keep up the high spirits!
Sunday, April 29, 2007
Consulting (HR Consulting)
I passed out in 2001 and then worked (have been working with) top consulting firms globally. I initially worked with Deloitte, CRISIL and now with PricewaterhouseCoopers in HR Consulting. Consulting is a specialised nature of profession and success of a consulting firm depends on its innovation and expertise in the solution ... and hence, strategy/management/HR cosnutling, is a different ball game than the line function. I worked in the areas of Organisational Reforms, Structure, Job Analysis, PMS, Training and Capacity building etc. with different clients (mostly government) and I would like to share few insight of the Consulting skills and how it is different than the line function. I think, this would be useful for aspiring consulting professions.
Why Consultancy?
Some of the prominent reasons for client's taking consultancy services are i) Lack of internal expertise ii) Lack of adequate research iii) Lack of expertise/experience of such nature of assignment elsewhere (in order to minise the risk and chance of failure) iv) To have a neutral view on the issue/problem.
However, it is NOT for validating/singing of an important decision by the manage (unfortunately, though it is prevalent)
Skills for Consultancy?
As mentioned, consultants are expected to have the thorough knowledge of the subject matter (at least expected to have) and advise the client on the problem/issues. The solution has to be effective, useful to client, innovative and most importantly, implementable.
And hence, the skills are:
1. Analytical skills (to understand the problem)
2. Listening skills (to listen to the client/what he/she wants)
3. Client management/customer relationship
4. Research ability
5. Effective communication (presentation, reports, proposals, EoIs)
6. Thinking ability (generating solution to the problems/complex issues)
7. Overall good personality/grooming (i agree, it is artificial and has nothing to do with the person's ability; however, it is desired....but not mandatory skill requirement).
What you can do to join Consulting?
First of all thoroughly research and find out your interest (i know few people who doesn't know, even after 10 years of their professional career, whether which functional line/discipline interest them more)...and hence, it becomes important to know yourself first..introspect....and decide.
Secondly, read thoroughly about general management and the area of your expertise. Keep yourself updated about the latest happening of the field...after all you would be a consultant and expected to know everything....;)
Thirdly, keep eyes and ears open, notice changing political environment, policies, development! They do help!
Fourthly and importantly, learn to be "less Egoistic" as you would often have to bend to the desire of your client...also learn tact and diplomacy....however, this doesn't not mean that you compromise with your ethics.....Be firm and honest to your client....
I guess....this is enough for beginners....if not, please write to me at mehulbpandya@gmail.com.
Keep checking space for more writtings!
Thursday, April 26, 2007
Recruitment - a tough Task
Ever since, passing out I have been working in HR Consulting area and had never been an avid recruiter. In a way, I was away from some of the routine line HR functions like Leave and Attendance management, Recruitment, IR, Labour Laws, Legal compliance etc...
However, I tried to keep myself updated with these things through reading about this functions. Recruitment has been always a function of fancy to me and was always fascinated by it. During school days, I was very keen on recruitment function as I firmly believed (and still believe) that it is the first and foremost import task of HR as it is the foundation of the success of the organisation.....through providing right skill set to the organisation....by filling the gap of the expertise that the organisation needs in order to succeed. Following are some of my insight of recruitment function:
What did I dream of Recruiting function?
Well, I always dreamed about sitting in a interview and analysing the person carefully in order to find out the "right things" about him/her. The "right things" can be defined as knowing his personality, understanding his behaviour/response/reaction in given circumstances, his decision making ability and the ability to contribute to the function...and this I thought, was a very challenging job....i even tried learning Psychometric testing (one of my favourite books Leadership from Within by Peter Urs Bender) in order to completely understand the person's psychometric tendencies..and I felt the real challenge of the recruiting was to understand our requirement (organisation's) and the offering of the candidate!
What is Recruiting now a Days?
Well now a days, Recruitment is even more challenging....but unfortunately, it is not in terms of "finding the right candidate"..but it is more about "meeting the targets"...IT firms have initiated the concept of specialised position of "recruiter" who would do nothing but recruitment...Due to high attrition, Recruiters are given target of recruiting XYZ no. of employees in a given time and this has led to the deterioration of the quality of recruiting function. It has become more of a coordination (with placement agencies, candidates, management), interviewing and offering employment letters. Targets are such that minimum time is spent on checking the real "skill" of employees and per candidate interview time has significantly reduced (though I don't have statistics on this). This has lead to 1) mismatch of skills required and skills hired 2) low motivation and chaos in the job 3) high attrition (as skill set mismatch) 4) fraudulent candidates (as proper reference checks and background checks are done inappropriately). So, accordingly to me, though a highly specialised job, Recruitment function and quality of it is being deteriorated day by day....though I must agree exceptions are there.
My Experience
As a part of my recent assignment, I am involved in setting up a PMU for one of the Govt. Organisations in eastern India and I have been supporting the Govt. in finding the right people....and believe me it is so difficult to coordinate....just to appraise you on the difficulties i faced 1) identification of source of recruitment (here it was placement agencies) 2) Initiating the discussions with them 3) fixing and agreeing the terms and conditions for recruitment 4) getting approval and consent form the govt./top management for proceeding ahead with the agreed rates 5) calling CVs and shortlisting the CVs 6) scheduling the management and candidates' meetings 7) selection of right candidate 8) salary negotiation and finally 9) getting him on board through offer letter....
Believe me, in 2 weeks, I have just reached stage 6...(is it too fast???) for the 5 positions that I am looking at to recruit...uff.....
Conclusion
Process of recruitment is becoming monotonous and tiresome...it is seriously affecting the recruiters, candidates and the organisation....if we want to keep the attrition in control, may be right recruitment practice can help. Some good practices offered are written tests (for elimination - but used for mass recruitment), technical tests (mostly for IT and Technical jobs), case studies (simulation exercise), psychometric testing (to better understanding of candidate), assessment centres and competency mapping.
You can reach me at mehulbpandya@gmail.com!
Stay tuned folks!
PS: feels good to contribute to regular blogging!
However, I tried to keep myself updated with these things through reading about this functions. Recruitment has been always a function of fancy to me and was always fascinated by it. During school days, I was very keen on recruitment function as I firmly believed (and still believe) that it is the first and foremost import task of HR as it is the foundation of the success of the organisation.....through providing right skill set to the organisation....by filling the gap of the expertise that the organisation needs in order to succeed. Following are some of my insight of recruitment function:
What did I dream of Recruiting function?
Well, I always dreamed about sitting in a interview and analysing the person carefully in order to find out the "right things" about him/her. The "right things" can be defined as knowing his personality, understanding his behaviour/response/reaction in given circumstances, his decision making ability and the ability to contribute to the function...and this I thought, was a very challenging job....i even tried learning Psychometric testing (one of my favourite books Leadership from Within by Peter Urs Bender) in order to completely understand the person's psychometric tendencies..and I felt the real challenge of the recruiting was to understand our requirement (organisation's) and the offering of the candidate!
What is Recruiting now a Days?
Well now a days, Recruitment is even more challenging....but unfortunately, it is not in terms of "finding the right candidate"..but it is more about "meeting the targets"...IT firms have initiated the concept of specialised position of "recruiter" who would do nothing but recruitment...Due to high attrition, Recruiters are given target of recruiting XYZ no. of employees in a given time and this has led to the deterioration of the quality of recruiting function. It has become more of a coordination (with placement agencies, candidates, management), interviewing and offering employment letters. Targets are such that minimum time is spent on checking the real "skill" of employees and per candidate interview time has significantly reduced (though I don't have statistics on this). This has lead to 1) mismatch of skills required and skills hired 2) low motivation and chaos in the job 3) high attrition (as skill set mismatch) 4) fraudulent candidates (as proper reference checks and background checks are done inappropriately). So, accordingly to me, though a highly specialised job, Recruitment function and quality of it is being deteriorated day by day....though I must agree exceptions are there.
My Experience
As a part of my recent assignment, I am involved in setting up a PMU for one of the Govt. Organisations in eastern India and I have been supporting the Govt. in finding the right people....and believe me it is so difficult to coordinate....just to appraise you on the difficulties i faced 1) identification of source of recruitment (here it was placement agencies) 2) Initiating the discussions with them 3) fixing and agreeing the terms and conditions for recruitment 4) getting approval and consent form the govt./top management for proceeding ahead with the agreed rates 5) calling CVs and shortlisting the CVs 6) scheduling the management and candidates' meetings 7) selection of right candidate 8) salary negotiation and finally 9) getting him on board through offer letter....
Believe me, in 2 weeks, I have just reached stage 6...(is it too fast???) for the 5 positions that I am looking at to recruit...uff.....
Conclusion
Process of recruitment is becoming monotonous and tiresome...it is seriously affecting the recruiters, candidates and the organisation....if we want to keep the attrition in control, may be right recruitment practice can help. Some good practices offered are written tests (for elimination - but used for mass recruitment), technical tests (mostly for IT and Technical jobs), case studies (simulation exercise), psychometric testing (to better understanding of candidate), assessment centres and competency mapping.
You can reach me at mehulbpandya@gmail.com!
Stay tuned folks!
PS: feels good to contribute to regular blogging!
Wednesday, April 25, 2007
Back to Blogging
I last blogged in 2004.... So, i am an old player in the blogging; however, this is the second time that I am blogging. I read people's blog, but when it came to my own blog, I convicted myself in a "lazy bum" chair and never updated my posting... But, this time, I am determined. I am high on spirits, motivated to blog...I have friends whose blog daily hit hundreds of hits and hence, I too want to achieve this level of expertise in blogging. Just practicing for reaching that level of expertise...I firmly believe that I have innovating things to share with people with different interest and I think, I can make people addicted to my writtings.....and that's my prime aim!...hurrah...cheeers!~ My target is - 1 post a week....this will gradually be increased.
Stay tuned folks!
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