The final settlement - Interview with D. RAJA, CPI NATIONAL SECRETARY AND MP

How do you see the state of trade unions in India? What are the core issues that result in agitation and unrest?

A. In any economy – be it capitalist or a socialist – the primary productive force is the people who create wealth and surplus value. Trade unions in India have a long history. Madras Labour Union was the first that was founded in 1918 and even leaders like Jawaharlal Nehru, Bal Gangadhar Tilak were associated with the trade union movement.

In India, we have multiple trade unions – AITUC, CITU, Ceramic and Allied Trades Union (left trade unions) and BMS, HMS, INTUC (central trade unions). There are federations such as All India Bank Employees Association, All India Electricity Workers Federation, Defence Employees Federation.

Since 1990, there has been a conscious attack on trade unions, with attempts to restrict their rights and also curb their legitimate functioning. The issues which agitated workers are:

1. Contract labour system: There is a high demand for contract labourers across sectors, but they are paid very less as compared to regular workers. The contract labour system is opposed mainly because employees need job security.

2. Registration and recognition of trade unions: Industry must acknowledge the functioning of trade unions for peaceful and harmonious functioning. The management should also acknowledge its legitimacy. There should be labour laws which give them registration and recognition. In the post-liberalisation period, relevance of trade unions has become more important, where every individual requires some mechanism to negotiate, to settle his or her problems and redressal of their concerns.

3. Minimum wages: All international labour organisations have recommended higher wages. Indian trade unions have demanded at least INR 10,000 as minimum. The decline in real wages occurs when the value of rupee declines steadily, with rise in prices of commodity and hence increase in inflation. That is why minimum wages act must be implemented. Click here to read full interview...

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A massive number of students follow the test papers online for competitive exams such as CAT, GMAT, GRE and AIEEE and Web 2.0 interface has further opened up the channels of communication between students and their peers. This allows students to get feedback and recommendations from fellow online users about test matters, online solutions, tutorials and institutes. Not just academic, the vocational courses are also offered online that is enabling students to complete courses in a stipulated time frame. Preparing for competitive examinations in various fields without having to purchase any books has been a boon for many students. One of the biggest advantages is that the online courses are student-centric and not time-bound that helps even working people to pursue their academic ambitions. India’s online tutoring industry is riding high on success as foreign students are too keen to outsource tutoring services from India.

So, the moot question is: Can online studies replace classroom education, especially at primary and junior level? Chauhan believes the role of a teacher as mentor is important at primary and junior levels of the education process. “That is irreplaceable because the teacher acts as a facilitator to the overall development of the child.” Online studies at this level, feels Chauhan, are really meant to assist the child in gathering knowledge in a simplified yet effective manner. Click here to read more...

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SARAH CORNALLY FOUNDER & MANAGING DIRECTOR, CORNALLY ENTERPRISES Learning lingua franca of the boardroom

With over 25 years as a leadership and management consultant, Ms. Sarah Cornally specialises in developing leaders to create culture that enables organisations to thrive. Ms. Cornally is a leading expert in organisational dynamics, examining culture and strategy of senior executives and leadership at the boardroom level. She has co-authored several books such as ‘Turning Strategic Intent into Real Results’.

Q. How do you see HR’s role as a strategic business partner?
A. Strategy is how you go about bringing a vision from an idea into existence. In business, it requires understanding all the forces at play in the marketplace, deciding how you will create value by mobilising resources that fulfill the purpose of an organisation. Consulting with organisations where there are co-creative relationships between the CEO, CFO, COO, CIO and CHRO gives a clear line of sight to the contribution each function plays in bringing the vision into being.

This requires the CHRO to understand the business strategy from a commercial perspective and all its implications for the organisational design, development and culture – both short and long term. CHRO should be able to demonstrate credible knowledge in understanding what the business strategy demands from various functions of the business and how HR can be a partner to enable this to work effectively.

Q. What does the leadership expect from HR?
A. The leadership needs a well-designed organisation that functions effectively to enable the business strategy to be implemented in the most effective and well-leveraged way that embodies their brand and strengthens their reputation. They need to be attractive to the kind of talent they need, recruit them well and be able to align them to deliver the results and retain them, while optimising their levels of engagement and contribution. They need to grow their future leaders to ensure continuity and evolution consistent with their long-term vision. Creating systems and processes which make sure that they meet all their responsibilities towards the employees and other stakeholder obligations is essential.

The board is concerned about organisational effectiveness and their stewardship responsibility regarding the health of the organisation and factors that impact on organisational performance. The directors need to have accurate picture of the organisation to exercise their responsibilities and work with management. The HR executives need to build understanding in the boardroom by speaking boardroom language and framing messages in meaningful ways. Click here to read full interview...

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Mahesh Gupta (Founder and Chairman, Kent RO Systems ltd.) tells Schweta Chaturvedi about The Voyage of Discovery That Enabled him to Touch Unexplored Shores

Asked to what extent rewards play a role in motivating people, he avers that “motivation to my mind is a very negative term. Whatever motivation you give today becomes a demotivation tomorrow. Bring in belongingness instead of motivation.” If you succeed in doing that, he is your person. Though, the challenge is to implement it in big organisations, he points out.

Highlighting the future path, he says much needs to be done as penetration of water purifier is only four per cent in India at present. More such appliances are required. Kent strives to provide people quality water, air and fuel and its future endeavours will be towards innovating, evolving and producing better products.

Mr. Gupta, however, feels that family should not be neglected in this process. “I still need to achieve a balance between my work and personal life. Though I often get away by saying I am a workaholic and at least not an alcoholic,” his prompt reply left us in splits as we took his leave. Read More..

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A Report on Endeavour 2011, an Initiative by The Students of IIPM-Bangalore in Association with Industry Experts to bring to light The Formula to Acquire The Right Talent for an Organisation

The emphasis was on the need for change in nomenclature of recruitment and staffing, which can be replaced by ‘strategic talent management’, because an organisation has to be very strategic in its approach for attracting the right candidates. Mr. Arjun said, “48% of social media users update their facebook or twitter at bedtime or when they get up in the morning. You get access to talent at just anytime.”

Another point of focus was that it must also be people centric in understanding the aspirations of the Y generation. On this Ms. Deepa said, “It does not matter what jobs we have, you tell us what you are interested in and we will find you a job with us.” The topics under the spotlight at the seminar were: Becoming a Talent Magnet: To ensure that you get the right mix of candidate types, study workforce demographics and adapt to the labour pool’s evolving perceptions of career types.

Leveraging Technology & Social Media: The social networking sites mostly used by companies for recruiting is LinkedIn, followed by Facebook. Recruiters have embraced the power of their Applicant Tracking Systems.

Evaluation of the Strategic Impact of the Success of Talent Acquisition: A good TA process could always help an organisation to hire better employees and improve the recruitment ROI. Read more...

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