HR Conclave May 2014
Delhi School of Business stands steadfast to its objective of creating Industry Ready professionals. As a part of this endeavour a HR Conclave was organised on its campus on May 1st, 2014. It intended to bring eminent HR professionals and Business leaders from the industry with significant achievements to their credit.
It was a rendezvous for the participants to listen to views and experiences pertaining to the emerging trends & challenges in HR with a focus on operationalization of HR concepts specific to different industries.
The Conclave aimed at providing firsthand experience sharing opportunities for students as a part of their curriculum.
Experts from different domains of industries gave valuable insights to students on the latest trends on employment front for these sectors.
Mr Brijesh Kapil Business Head – Global Consumer Health Care Division Ranbaxy spoke about the challenges of VUCA – Volatility, Uncertainty, Complexity and Ambiguity as the parameters of business environment.
He said the paradigm of India is that it being the third largest Economy ranks 127th out of total 199 nations in Per Capita GDP. India ranks 3rd in PPP and its GDP doubles every 10 years.
With these realities the business scenario was tough and was posing increasingly tough challenges every day. Students need to be aware of the scenarios and work as per the requirements of the work place.
Discussing the services sector it was highlighted that this sector catered for Gen Y which was a large chunk of workforce. It was difficult for organisations to connect to this population. It was even more difficult to deal with turnover and attrition in this sector. Organisations need to constantly think of strategies for retention. And students need to think of how can they become more employable and add more value to the job. Taking an analytical perspective towards the cross cultural environment it was highlighted that students need to get trained on multicultural sensitivity. Students need to be more technology savvy and more open for learning and change to adapt to the rapidly changing global economy and socio economic paradigms.
The First Panel Discussion acquainted students with critical issues like employment avenues in the upcoming sectors in Banking and Financial services. The essential qualifications needed to succeed in the competitive scenarios. Experts guided students on how to choose a job with good job content rather than with greater money.
There was discussion on whether to join a big company to earn a brand name or join a small company to have increased ground reality learning. The input was that big companies offered intensive training as they have set training programs and schedules whereas small companies gave opportunities to learn from the market realities, Students could choose which mode of learning they wanted to.
Regarding choice between Indian and Foreign Companies for their job choices, they said global brands whether Indian or Foreign are always better because they have set systems and processes which gives a lot of scope of systems based process learning. Small local companies generally may not have processes hence the learning would be more from scratch and grass root level rather than from a strategic perspective.
Students were advised to not switch jobs in less than 3 years because first year is only learning second year is performing and third year is contributing. So one must expect a promotion by year 2 and can switch to a better profile only by year 3.
There were deliberations on how to develop EQ and Sensitivity to handle workplace pressures and work culture clashes.
It was highlighted that come what may there should never be a compromise on Values and Principles of one’s life even if it costs ones job. This will give confidence and conviction to lead a better life at the end of the day. Because, at the end of the day Money may be very important but money is not everything and students must know and understand this right from the first day of work and for their entire life to be better individuals and citizens of the nation.
Students were made to realise the importance of creativity to be able to generate innovative solutions. They were taught how to enhance their creativity. There were deliberations that role of HR is more of facilitation rather than control or training. HR does its job best when it is redundant. If organisations does not need HR then the HR has done all that was needed to run the organisation in its best form.
Students were again made to understand how highly process-oriented versus less process-oriented organisations differ in their functioning. Especially when organisations are growing at a rapid pace there is an evolving need for development of processes to ensure every aspect of the various roles are taken into consideration before decisions are taken for the entire organisation.
Regarding whether to choose process driven versus non process driven organisation, students were told that every individual is different in his or her capabilities. Each individual had different competencies hence each one could choose a specific type of organisation. It is all about coherence of personality with the organisation rather than independent characteristics of the employee and employers. However as organisations grow big there is a need to greater interaction between different functional areas to bring cohesive growth.