Wednesday, September 25, 2013

The system overhaul

I often wonder, why I still remember some of my nursery rhymes but not the teachers who taught them. Perhaps, the rhymes are so deeply entrenched in my system that forgetting them is out of question. Also, I must confess the delivery of those rhymes in my early formative years was innately creative to keep me engrossed. Remembering a particular teacher has a lot to do with remembering things associated with him or her.

One barely remembers 100 per cent of what one was taught in school. And of all that one remembers, pedagogy and teaching methods have a significant role in effective recall.

Recently, a report about teacher education in Scotland laid emphasis on grooming teachers for future. The findings from international research on teaching and educational leadership highlighted a number of key features of good teachers. It demands teachers to be reflective, creative, committed to profession and development of each child, passionate about learning, enthusiastic about their subject and keen on participating in their own personal learning and development. Click here to Read more IIPM article at IIPM


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Finding your way to light

Laxmikanth Venkatraman has been a part of the IT industry since 1982. His experience spans software product development and support, marketing of IT products and services, business process outsourcing, human resources and systems administration. His expertise lies in development of offshore delivery models and he has been instrumental in setting up offshore delivery centres for MNCs like Intergraph Corporation, D. E. Shaw & Co., ADP and Broadridge. Mr. Venkatraman is a member of the Chartered Securities Investment Institute’s India committee; chairman, AMCHAM Hyderabad chapter; and a member of the advisory board of the ICFAI.

Q. From physics to management, how did it all come along? Also, what was your career idea when you were in school?
A. I really never had any career idea or goal as such. I have always been an avid cricket fan and used to spend my time playing the game. After completing my post graduation, my father suggested that I do a course in computers, as it was the ‘in thing’ then. Eventually I became a trainer in a computer coaching centre. This is how the journey started that brought me where I am today.

Q. Please throw some light on your journey to becoming the MD of Broadridge Financial Solutions India Pvt. Ltd.
A. In many ways, I would say my journey was probably one of the earliest in software industry in India and pioneering in the ecosystem around it. When I look back, I can see that there were a lot of things that we introduced in those days which are still prevalent. For example, knowledge management, innovative HR practices were some of the practices which we introduced in our organisation, and associates wholeheartedly accepted them. These ultimately translated into becoming the best practices of the organisation. All this was possible may be because we were young, enthusiastic and wanted to do a lot of new things. Click here to read more...

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Wednesday, July 31, 2013

United Kingdom: PAST AND PRESENT

Trade union density has fallen markedly in the UK since its peak at 56.3 per cent in 1980. Despite occasional small rises in membership since 1997, statistics over the past decade would suggest that union density has reached one of its lowest levels at just under 30 per cent. A large difference in trade union density rates is evident between the private and public sectors. As of 2008, trade union density in the private sector was 16.1 per cent, while it reached 59 per cent in the public sector.

Trade unions in Britain are organised both horizontally and vertically. The sole trade union confederation in the UK is the TUC. There are 6,471,030 members in TUC affiliated unions, down from 12,172,508 members in 1980. However, the TUC does not conclude or has the power to conclude collective agreements at any level. In response to declining membership figures, UK trade unions have engaged in many mergers in recent years. In 2008, there were 167 trade unions in the UK – down from 238 unions in 1998 and 326 in 1988. In 2007, the UK Trade Unions Amicus and the Transport and General Workers’ Union (TGWU) merged to form Unite the Union (Unite). This is the UK’s largest union, with a membership of about 1,900,000 workers. The largest public sector trade union is Unison, which has a membership of 1,344,000 persons and organises workers in all areas of the public sector. Click here to read more...

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Saturday, July 20, 2013

The burning question

The problems with India’s higher education sector are well-known – poor leadership and management, inadequate investment and infrastructure, poor utilisation of resources, and inadequately trained and rewarded faculty. There are definitely some successes, most prominently the IIMs and a few other top institutions, which have deserved reputations for their high quality graduates. But this success reflects the shortage of options for students, which creates extreme competition for admission to top institutions. The high quality of the small cohort of graduates from these top institutions and the gap in quality of graduates from the mainstream of institutions reflects the broader failure of the educational system in India. The success of the few at the top and the failure of the system to provide for the rest is an indication of defeat and a cause for concern rather than celebration.

I believe that the responsibility for this poor state of affairs is also clear – the fault lies largely with the government, which includes federal state and state governments. Even allowing for resources limitations, the government’s mismanagement is the underlying reason for poor state of education in India.

The government’s poor record in education over the decades suggests that solutions should be sought elsewhere. Unfortunately, the nature of education is such that government involvement is essential. For India, the government has a critical role to play in correcting the current state and in creating conditions necessary for a truly effective education system to emerge. This does not require the government to directly provide higher education or to manage its institutions. Instead, it should create governance and physical infrastructure, and provide financial and HR support where most needed. Click here to read more...

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Thursday, February 28, 2013

Privatisation spurs competition

Q. What are some of the most effective teaching practices you have come across in your career? Please share a cross-national perspective.
A. Two practices have proven highly successful – extending school time upto six days a week and tutoring after school. Countries in East Asia have most or all of these features and generally score highest in international comparisons of achievement. Another advantage in East Asia is that there exists a supportive environment at home along with stimulating parental practices.

Q. What are the major educational reforms introduced by the American government in recent times to raise the standards of learning and teaching?
A. The American government over the past half century has been largely unsuccessful in raising achievement of school children despite being one of the biggest spenders on per student schooling. However, the country has been successful in promoting privatisation, for example, the voucher system that enables children to go to private schools. Click here to read full interview...

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Monday, January 14, 2013

We have a decentralised system of education in the United States.

Q. What are the key motivating factors that draw people towards teaching? How do you assess a teacher’s performance?
A. The fiscal crisis has led to unprecedented cuts in the number of teachers. Young people can see what is happening and they decide to opt for other professions. The amount of money coming from the states to support the public higher education institutions has also been declining rapidly in recent years. As the budgets have gotten tighter, the states have started to put more money in the schools than in their higher education institutions.

Students have been paying more and receiving less from their professors. The increased revenue for the higher education institutions has not been used to improve instruction. The number of days devoted to instruction has declined and the institutions have been cutting down on the proportion of the faculty. Until about 20 years ago, careers in the high status professions were not open to women in the United States. American women with college degrees could choose between nursing, secretarial work and school teaching. Today, careers have opened up to college-educated woman across the whole spectrum of high status professions. Click here to read read full interview..

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Saturday, January 12, 2013

Stress management at workplace

This case study is a peculiar example of organisational psychopharmacology, a science dealing with the stress management of employees. Rajul was efficient in his job and was close to the top management. As a senior he was also answerable to the management. He was being paid well, yet he did not have job satisfaction as he thought the work was monotonous and probably he did not find growth opportunities. Functional tension is a must in employees in order to make them work at optimal level of efficacy and effectiveness. However, dysfunctional tension causes an employee burn out in the long run. The following reasons can be identified for Rajul’s dysfunctional tension:-

Personal reasons: A popular concept in management is, “One should pick up a job which one likes or pick up any job and develop liking for it.” Rajul had been, by and large, doing well as marketing manager. But still, he saw no career development opportunity in GT. He carries this tension home and fights with his wife and shouts at his children. Happiness is a decision and not a dependency. Perhaps Rajul has to learn to be happy and like his job.

Organisational reasons: The chairman, Goldy, being a short tempered lady made Rajul tense while asking for last year’s annual financial report. Remaining cool and not offending the employees is essential for effective functioning of an organisation. Also in weekly conference, when Kaushal and Rajul had heated arguments, Gaurav should have intervened to remove their misunderstanding. Should any organisation recruit employees on recommendations of senior managers, without checking their suitability? Top management of GT has indulged in favouritism by allowing Rajul to be closer to them, which seems to have created professional jealousy. Click here to read more..

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Monday, December 10, 2012

The CSR activities that India needs the most are in the areas of education and health care.

Q- I have done BSc in botany. I love interacting with people and understanding their perspective. Is it a prerequisite to obtain a degree in HR to venture into the industry?
A. Traditionally, it was not a prerequisite but nowadays industry requirements have changed. An HR professional today develops an overall understanding of the industry and is prepared to take up any role. An MBA in HR or doing PGDM (HR) from any reputed institute will not only give you ample exposure to the industry but will also help in finding the appropriate platform to start your career. It is good that you are good with people but learning to manage them is something you need to do.

Q- What can be the best HR practices to achieve organisational goals every year?
A. The role of HR management is evolving with the emergence of new technologies and growth of the global marketplace. It is time for companies to recognise the value of talented and informed HR department.

One of the most important HR practices is delighting employees with the unexpected!

Benefits, compensation, and work-life balance are the most important factors in providing overall job satisfaction. These factors further ensure that employees who stay longer are more productive and earnest. Employee recognition is another important factor that helps a company achieve its desired goals, as it is the talent that ensures the overall growth of any business. Spot awards, annual achievement awards, outstanding performance award, best employee award, could be some of the other initiatives as part of best HR practices. Click here to read more interviews..

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Monday, December 03, 2012

The first obvious thing which surfaces when a company is in trouble is replacement of the CEO

The Yahoo! example fits perfectly in this regard as Bostock, along with three of the directors, is near the exit door after failing to lift the company even after replacing the CEO in a tumultuous time.

During a crisis situation, it is not enough to have just one backup plan. In the current economic scenario, it is necessary to plan for the worse.

Sometimes, board members are too confident and have a notion that there are many within the house capable enough to get in the shoes of the outgoing CEO. How many of the potential candidates can adapt to the role perfectly is something to figure out.

“Boards do get careless because they are under a lot of pressure to replace the person, or they might be looking for qualities like charisma that are irrelevant,” says Hambrick. At times, the consensus on a person’s name deemed fit for the role (due to a particular quality) can be a misfit, considering the need for altogether different skill sets.

Nowadays, researchers are advising board members to analyse on the basis of market trends their decision of substituting the top executive and to decide whether the new person is the right one for the job on similar lines. However, when a company fires its CEO who has started to become a liability considering overall conditions at hand, and brings in someone who they believe can turn things around, then performance might improve substantially. Read more...

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Monday, November 26, 2012

No company is immune to internal hard times — stagnation or declining performance. How can HR pave a way forward when the organisation runs into a wall? Prof. Manas Ranjan Tripathy of IBS, Hyderabad, reveals.

The HR function is often viewed as alien to the organisation’s strategic plan, though there is a feeling of unanimity of its larger role in executing strategies. The role of HR during a turnaround is not definitive in context and application. The major role played by the HR team is that of a coach to the intervention team, facilitator to the employees in adapting change and bulwark for the leadership, devising an exit strategy once the objectives are realised.

Thought leaders DiFilippo and Waldt stressed HR professionals need to be visible to all the employees during difficult times. Although they are merely the messengers, HR staff members often bear the brunt of the blame for reductions in force. But the worst thing they can do is to stay hidden in their offices or walk around looking sombre. Instead they must demonstrate that they are available for questions, are responsive to people’s needs and are continuing to do their jobs in an optimistic way. Another reason to be walking the halls is to listen for rumours and to put an end to them before they go too far. The other important aspect HR may take care of is that of delivering strong messages to the fence sitters as satisfactory underperformance. How a company handles a turnaround can make all the difference when it comes to the business moving forward productively as per the devised strategy of turnaround. The biggest concern for the HR team during this difficult time is to overcome challenges such as talent flight or poaching of talent by opportunistic headhunters and rival companies. Recruiting new talents with the right skill sets for turnaround option is another major challenge for the HR team.

The focus of HR should be to attract the talents who are willing to take risk and script success stories in the form of intrinsic rewards. Read more...