Monday, December 17, 2012
Unregulated and Unsustainable City called Gurgaon
Sunday, October 28, 2012
Indian Immigration forms - Can Hindi make an entry??
Ever wondered, why don't we have bi-lingual immigration forms in India. It is shame for the country which boasts of being multi-lingual status but can't even print Immigration forms in at least one local language say Hindi. Flights have become multilingual with signs on aircraft and entertainment content in many languages including Hindi but sadly not the immigration forms. Hindi is just relegated to celebrating Hindi Divas. It is also sad that country's high, mighty and influential have simply ignored this anomaly and not taken much desired action of printing such forms in Hindi as well as English. Assuming Hindi is not permitted for filling the form, at least instructions could be printed in Hindi so that it becomes easier especially for elderly who can read instructions in Hindi and write in English.
Wednesday, June 13, 2012
ICICI Bank - The undisputed technology leader from India
- Technology adoption and its creative usage is not just for the biggest banks of US or Europe.
- Many Indian banks that implemented Core Banking solutions in last decade are slowly becoming smug about their achievements but if they don’t act agile, the technology divide created by banks such as ICICI will leave them exactly in same disadvantaged positions as they were few years back.
- Banks need to learn from ICICI and make “Information Technology” - a Board agenda and give senior technology executives a platform to form and shape the corporate strategy of their banks.
Sunday, March 25, 2012
Inflight Internet- A step forward in customer service
Saturday, November 19, 2011
Does CII truly represent Indian Industry?
Saturday, November 05, 2011
An Attempt to optimize Vegetables/Fruits spending
- Before you buy, Compare veggie and fruit prices with HOPCOMS prices on their website or just by sending SMS HOPCOMS VEG OR HOPCOMS FRUIT to 9243355223.
- Find nearest HOPCOMS stall near your home when you plan to buy
Thursday, October 06, 2011
The world pays tribute to Steve Jobs
Friday, September 30, 2011
Birthday wishes by Google
Also, gave me a thought how Companies,Organizations,employers can do a similar act and make their customers,employees feel better.
As a learning from this Google experience, all employers can send a Birthday message to employees, also IT Systems can trigger a reminder to reporting managers for birthdays of their reportees.
This simple HRMS, CRM functionality can be useful in creating a better company-customer, employer-employee connect.
Sunday, September 25, 2011
Can Kingfisher Airlines reduce its in-flight trash?
Comment if you have ideas, I will send them to Vijay Mallya , Chairman Kingfisher for taking the lead in making Kingfisher not only most loved airline in India but also the most ecofriendly.
Sunday, July 17, 2011
Cricket Insights and Winning Lessons
It was a jam-packed session at Landmark, Forum mall where Harsha and Anita Bhogle addressed audience and answered their questions with utmost humility and poise making people feel comfortable and entertained with all his intelligent humor.
Harsha Bhogle, You meet him and sure to be enamored by his glib talking and his down to earth attitude. In my personal observation, I have found Marathi people in general to be very humble and simple people without a tinge of flamboyance. Harsha and his wife Anita are two such individuals who fit into this category of “humble, simple and non flamboyant people.
In his book launch in Bangalore, he made a point which reminds of his personality, “Generally, people make mistake of assuming polite people to lack aggression and aggressive people to be impolite. He broke the general misconception, by giving examples of Anil Kumble who is very polite but with full of aggression on field and M S Dhoni considered to be very aggressive player but extremely polite individual. Such presumption of “aggressive” being “non polite” and “polite” being “non-aggressive” is common malady which one should be beware of.
His and Anita’s book “The winning way” is incredible piece of work which is simple and fascinating. It gives lessons on success, failure and leadership in a context which people can relate very well to and this precisely is the “USP of book”. The examples from cricket, football, tennis and other sports make the book easy to read, help in correlating with real life examples and keeps the reader engaged. The parallels from sports and comparisons from Business makes it one of its kinds in the world of books where books on leadership are replete with on boring and unappealing winning themes and leadership messages.
Sometimes, the celebrity status of Harsha places all the focus and accolades on him and Anita sometimes doesn’t get that much credit for her contributions in this creation. It was very evident during book launch where almost all questions where directed to Harsha and rightly so as he this star attraction and I am sure all cricket insights in this book mostly come from his cricket mind.
Overall, full marks for this extremely well written, insightful and reasonably priced literary treasure.
Monday, June 27, 2011
Why should you quit an organization?
Some food for thought, why should you quit an organization?
1> Lack of Information, its availability and access
Many companies have stated policies that senior management is very much accountable to junior most staff in organization, still large number of companies suffer from “Ignore Mail policy” where in senior management don’t respond to queries from employees directly or through their Office. New age companies such as Infosys have been known for their accountability and responsiveness shown by senior members of the company. If a company doesn’t evolve a mechanism where voice from ground is heard and responded, then that company is not worth y for your talent and time.
2> No roadmap for career progression
If you don’t see a short term /long term career path and how can you tread that to reach to a goal then leave the company. If you don’t know what you will become 5 yrs /10 yrs/20 yrs down the line in an organization, then those organizations can never give you a career roadmap. It will be all confusion and maze, which will keep you non focused on your dreams and goals.
3>No Variable Pay
As we know, variable pay is added to one’s pay structure to motivate and incentivize individual performance and aligning the individual performance to achieve company’s goals. With variable pay, companies ensure that employees are geared towards profit orientation, more the company grows, more it gets profitable and higher the variable pay to employees. That’s why you find Sales and senior management jobs have bigger variable component in their compensation in order to drive them towards higher Performance. Hence, think twice why should not continue in your organization.
4>No Profit orientation
What is the difference between a mail dispatch department and Product Management department? One is internally focused other looks externally. One is cost center other is geared toward customers orientation and profit generation. If you work in a cost center think twice, there is higher chance that you are rewarded more for your efforts in a profit center than in a cost center
5>Where Bosses don’t create leaders?
An environment which gives birth to natural leadership is essence of long lasting organizational setup. If there is shortage of leaders, where leaders are not created where leaders are not recognized and groomed then perhaps the place will suffer from lack of growth or unmanageable growth.
6>where you can’t inspire and get inspired (lack of mentor)
Mentorship is absolutely essential. It is required not only at junior levels but all levels. Higher you go more is need for a structured and unstructured mentorship. Chanda Kochhar talks but how KV Kamath groomed her to be in his shoes . Mentoring helps eliminate barriers and enables a cultural continuity. Mentoring clear doubts, gives a direction to mentee’s aspirations, and enables mentors to be always in touch with organizational human dynamics. Good mentors are few but organizations should create an environment where mentors are produced and mentors easily seek and find mentees. So if you don’t have mentor, can’t find one, you guessed right, quit the organization.
Sunday, June 05, 2011
Convocation on Youtube
Monday, March 28, 2011
Some intelligence in Business Intelligence game
I was recently involved in a Business Intelligence (BI) assignment wherein we were pitching power of BI to a customer. We did couple of weeks of consulting (mostly interviewing customer to understand systems, processes and their pain areas) and built a POC to demo our power of product and implementation cum consulting capabilities. This was first BI assignment for me and felt the need to document few leaning that I have had in last few months.
BI market is highly competitive with plethora of BI tools from MS BI, IBM Cognos to SAP BO and many others. Hence, in a deal on BI is going to be competitive with different product vendors and partners making an aggressive stance to sell product and their implementation capabilities to customer. Hence, never take a BI deal lightly.
Customers are quite aware of BI and mature in terms of their expectations. They don’t talk about basic features anymore. They might be looking for standard Dashboards to start with but go all the way to convince you that they looking for fancy and stuff from in memory analytics to Dashboards working on Android Mobile phones.
Never only build scenarios or dig KPIs from past experience or domain understanding. Always request to play around with various source data (transactional, master etc) to understand the relationship and how scenarios, KPIs etc could be effectively built from it.
Always keep Datawarehosuing expert in your team: He will be key to map relationships, perform very important ETL activity. He will be the one to provide solid foundation for analytics project to follow. Customer feels comfortable if you demonstrate what you can do with BI tool using real data. Always request customer to provide you with real data.
If you are building a Proof of concept (POC) which typically is the case these days, always work in an iterative model. The first output will never be perfect so never try to make it perfect. Share and showcase some of portions of POC as early as possible to ensure that customer appreciates your work and give important insights of its business and make the your output more meaningful.
POCs are typically nobody’s baby. A Customer more often than not doesn’t care whether he pays for the it. Neither do the internal organization where resources are deployed on live, Rupee/dollar generating projects. So it is important that only those resources are carefully put on such short assignments who have capability to deliver fast and who could be effectively channelized to create an impactful showcase.
Convince customers to pay for POC: It is always good to get some money from pocket of customer. This will ensure that customer is keenly involved in responding to presales and POC activities. See a sea change in terms of how a POC develops once customer shells out few bucks.
Never hurry in jumping to create or deliver a BI solution. It is extremely important that important set of KPIs from mountain of not so useful KPIs are selected. Build scenarios carefully of how would you dig into a business problem and find a root cause of it; suggest possible solutions which a decision maker can rely on.
and Finally, Involve the product vendor early on as he would be most eager to sell a product license to your customer. Hence leverage their infrastructure, ideas and resources to build an invincible story which customer can trust and feel confident about.
image:http://www.enterprise-dashboard.com/2007/08/06/george-bush-on-business-intelligence/
Saturday, February 26, 2011
Cricket and Harsha
Monday, December 06, 2010
Story of I & We
Again, it has been a while since a scribbled last time. Lot of thoughts occupy mindscape but somehow could not make an effort. I just wonder how good it would be if a gadget which I could just touch can record the thoughts and ideas and produce a written output. Nevertheless, I will come back from my imaginative world to reality. Last 2-3 months have been very hectic and eventful. I have been keeping busy at work with lot of new and interesting assignments on hand. Somehow this weekend has been totally free after long time, which brought me to the blog again.
This time, I will share an observation from work life. We all work in teams and an effective teamwork is key to success in today’s hectic work environment where you chase one deadline to another and switch from one assignment to other in matter of hours. This is story of “I&We”. I have been appalled and amazed as to how well educated , well experienced industry professionals glibly use “I” in an effort to take credit while giving presentations, updating about the work to senior colleagues and discussing work output with customers without giving any regard to teamwork that behind the output/result. It looks very odd that people at workplace give a damn about the team members who have equally and at times contributed more than them to produce an output. What perturbs me is that people don’t do this because they lack communication skills or have less fluency and control on English because I am referring to MBAs from premier institutes. Such acts are demotivators to contributors and also put them off at work. It creates friction in execution of assignments and more importantly such acts create a negative environment at workplace. But seemingly a small act of weak inter personal skill creates a distress in high performance work environment. But question is why such a thing happens. Here is my take on this:
· There is unending and cutthroat competition among colleagues, there is strong drive among them to be keep stepping up the corporate ladder at any cost.
· Lack of respect and appreciation for peers and their work.
· Schools, Colleges, MBA degrees have failed in some way to teach such people small but very essential etiquettes. These are same guys who are taught to core during their preparations of Group Discussions but they forgot it the days they got admissions.
· B-Schools and corporates have failed in imparting effective soft skill training to their employees.
Monday, September 13, 2010
A tale of a professional company and sleeping shareholders
Do shareholders come for fine dining or assessing performance of the board and keeping them accountable?
b. One shareholder was very upset with recruitment process- He questioned why do Infosys imposes requirement of 65% cutoff in exams. He suggested everyone should get an opportunity like UPSC exam to appear in a written test. He was asking this question during time reserved for accounting related queries.
c )Another Gentleman was speaking in non-stop Kannada. While perturbed, NRN interrupted and requested to put a stop at the lengthy speech instead ask a question but he was in no mood to listen to such trival request by chairman of the Board.
Does he really have sleepless nights because of the venue and not what’s happening in Outsourcing industry, ROE and NPM margins, performance of independent board members and executives of the company?
g. Axis Bank is not updating my passbook, why? – Why can’t shareholders not ask a question when they don’t know what and what not to ask?
Had Even Infosys employees holding shares come, they would have made an impact by perhaps asking intelligent queries. It’s disturbing to note that even employee shareholders show little interest in health of the company.
Wednesday, September 01, 2010
Cloud and Virtualization
Monday, August 09, 2010
Why HUL's illustrious days are over?
Recently, glanced over Hindustan Unilever (HUL’s ) full page chairman’s annual statement; I wondered why HUL and ITC unlike other companies need to publish a full page chairman’s AGM speech/annual statement. This year, HUL’s chairman talked about HUL’s contribution in grooming managers and producing leaders out of them. As a Bschooler, it was enough to attract my attention and write this post which is highly critical perhaps one sided but definitely food for thought.
I somehow think days for HUL as a supreme brand which commands awe in all respects are over. Here is why I think so.
Poor financial performance: HUL’s topline and bottomline are stagnant since last few years. In recent past, There has not been any innovation in an emerging country like India which is full of innovation for masses. There have not been any revolutionary product launches in recent years which would have enhanced lives of consumers.
HUL has become a reactive competitor. Which products/brands have they brought and sustained after the success of Wheel? Does it not seem that they are consciously ignoring bottom of pyramid markets?
Has Power brands strategy worked? HUL management seems to be driven by what bosses say in Unilever. Do HUL board and executive have mind of their own? Why do they follow strategy of premium brand, high margin business in a country which is full of opportunities in low margin, mass market? In fact it seems in implementing this strategy; HUL managers have killed many promising brands.
Shareholder returns: Why HUL doesn’t talk about Shareholder returns? Shareholders have not gained much in terms of stock appreciation. With average financial performance, the stock has languished for past 10-12 years. Why does the board not wake up and think seriously for creating wealth for stockholders as many other companies consciously do?
Poor Top of mind recall- Think of Tea, you think of Tata tea, Think of milk, you think of Amul, Nestle or Britannia, Salt – you think of Tata salt and list goes on. Despite huge spending on advertisements, many brands of HUL don’t even figure in the consideration set of consumers.
Overpaid management: It is said that HLL managers are paid through nose and yet such conventional and poor performance?? Performance to payment ratio seems to be definitely better for companies such as Dabur, Future group, Tata group etc.
CSR: HUL never shies away from bragging about Shakti amma project. But are they really serious? If yes, then why is it restricted primarily in South India? India has 600,000 villages. Why don’t they become aggressive through out India in such well meaning project as they are in fighting Pantene over billboards?
HUL gives impression of an arrogant MNC which has lost its way. Serious rethinking is needed to mend old ways of doing business. HUL is full of excellent professionals who just need to take control of situation and put pressure on their top leadership to act sensibly and do things out of box.
image http://www.hul.co.in/
Tuesday, July 20, 2010
XLRI GMP 2010 Batch's Placment Summary
Yahoo News
Financial Express
CoolAvenues
Thursday, July 08, 2010
Project Managers: Can they live up to the expectation?
With so many young people working in Indian IT industry, there is huge challenge to manage the staff in unique ways so as to keep them motivated and guide them. I have been huge fan of Mr. NRN Murthy, Chief Mentor, Infosys and Mr. Subroto Bagchi, Chief Gardner, Mindtree. These great men spend considerable in mentoring, helping employees become true professionals. Mr. Bagchi mentions need for mentorship in his fabulous book, Go kiss the world. It is a must read for all young professionals.
Sadly, employees don’t realize the value of a guide or a mentor, and even if they do, they don’t find mentors because of their acute shortage. A mentor is one who can bring you out of all disillusions and confusions; He is the one who shapes the young mind to do the best. He understands and helps you with lessons on career and industry; He nurtures your ambitions, aspirations and goals. Most importantly, he is the one whom you look up to and get inspired.
In IT industry, this mentor role can be beautifully played by Project Managers who closely work with team members, especially with those who are new in their careers and can play a vital role in mentoring them. Unfortunately, neither Project managers nor employees seek such a kind of role modeling.
In one his articles in The Economic Times dated 5th July 2010, Mr. R Gopalakrishnan, ED Tata Sons suggests “To be successful it is important that a manager is perceived as authentic and genuine.” It is in this context, I have seen that expectation of mentorship is a far cry if managers don’t even match up to such basic qualities.
But why does it happen?
In IT Industry, Project managers manage projects of team size ranging from 5 to 100. Their primary job is to successfully deliver projects within boundaries of scope, cost and time. Fortunately, projects get delivered without much value-add from Project managers. These managers don’t even focus on upgrading their skills, finding scope of doing things better and most importantly setting the benchmarks for other team members to follow. Many of them can’t imagine the scope and challenges of project management involved in building dams, highways, refineries etc. wherein millions of dollars is at stake, work environment is harsh, where project managers need to deal with an unskilled laborer to a highly skilled engineering staff.
How do they survive then?
Without value addition, they are able to survive because of their low cost in dollar terms. A number of clients don’t bother not to pay for a project manager for even small team sizes because in dollar terms, perhaps they get a project manager for the cost of a software engineer.
But how long these so called not performing project mangers survive? Until the cost arbitrage is reduced or IT budgets are severely cut, the breed of underperforming managers will continue to be on board.
It is not that managers are not capable. Many have illustrious pedigree. Just that over the years, the fire in their belly is doused. They have become complacent and habituated of easy money.
In such a scenario, how will they add value to customers and focus on employees’ careers?
If go you around the campuses of IT companies and interview employees, they would grossly crib about their managers. They perceive them as overhead to a project, who does some talking, prepares some reports in excel or doc. Some won’t even have soft skills to deal with human resources because of their rise from technical roles and lack of exposure to human resource perspectives.
It is not that I have come across only such project managers. I have been fortunate to work with one of the best project managers in the industry and have got mentored by them but this post just happens to be an output of series of observations that had been troubling me for a long time.
Image source http://mohannadtayeb.files.wordpress.com/2009/10/proj_mng.jpg
Tuesday, July 06, 2010
Linking Penalties to Inflation
Government of India seems to be very active in annulling dead laws and reframing them in order to keep them meaningful. There are hundreds of laws which need much amended and reviewed .Laws need to be modernized and made relevant for time we are living. To give an example, Under the Aircraft Act, 1934, the Government can control "manufacture, possession, use, sale of aircraft". And ‘aircraft’ includes balloons and kites. This is so ludicrous and in a way symbolizes our archaic laws
We all must have read the warning or ignored it after reading. Laws are made as if they are to be broken. Law says that “smoking is punishable”. We can’t even communicate certainty of punishment. It is just another example of how communications are loosely done.
Another thing noticeable is that in most cases, a paltry sum of penalty is imposed. Is it strong enough to detract? Everybody knows it is not then why do we set them so low they become meaningless. How come Lawmakers arrive at such figures defying all the logic? Even if we set them high while framing laws, over the period of time, they are not revised and hence lose their significance.
Rents increase annually, DAs are linked to Inflation, and almost all costs gets a periodic revision but why can’t we link penalties for committed crime to average inflation growth rate so as to keep them stringent and deterrent enough for offenders of law?
Saturday, May 29, 2010
Have you tried Slideshare?
Recently I received below comments on the analysis of a case study.
"actually, i want to thank you ,your presentation was extremely mind storming ... you are a great team work ... my professor asked me to make my analysis within more than 2 months but believe me i was surrounded by hundreds of question marks till i found your presentation my papers became in order and actually i believe my analysis will be the best over my colleagues i gonna deliver my presentation next Thursday 'if my god wishes' and i will upload it and i wish to receive comments from you... thanx again. "
I uploaded the presentation to share the learnings to the world. During MBA, I can't remember when did I not use Google for references for various assignments and submissions. Hence, thought of sharing some ppts on slideshare. Slideshare is an incredible tool with plethora of information in a concise format as mostly ppts are uploaded. Hence, getting information in capsule format has been made easy by Slideshare. Ppts,Pdfs are uploaded in no time ,hence as a user you don't waste time in waiting for uploads to complete.
If you have not tried slideshare, give it a try and give back to the world!
Monday, May 17, 2010
XLRI GMP Graduation speech
Good after noon Respected Director, Dean, distinguished Guest of ceremony, Faculty, Staff, Families and GMP Class of 2010. I am honored to deliver this graduation speech on behalf of the whole GMP class, A class coming from different parts of India, which has worked around the globe, which comes from diverse sectors from Steel to Education to Hospital, a class consisting of Bankers, doctors, defense personal and technology geeks, a class with work experience ranging from 5 years to 16 years. It has been a wonderful year with memories that we will cherish forever.
Before I speak further, I would like the graduating class to applaud for our families because without their support and sacrifice; we would not have been here.
I remember the day when we 96 of us came to Jamshedpur. Some of us were anxious, some were nervous; after all we were going back to school after so many years of working in the industry. It is said that Gold becomes finest only when it goes through hottest fire. After having gone through 32 courses, numerous mid terms, end terms, quizzes, term papers, assignments, group projects, presentations, we are here in the Graduation ceremony. The XL academic rigor has sharpened and molded us into competent managers.
We are indebted to our esteemed faculty for shaping our minds and guiding us at every juncture of our stint here @ XL. We will remember Fr Jesurajan’s invitation for 7 course meal, Prof Gangopadhyay spine chilling lectures( Like many of you, I remember running without a break from Hostel to class to avoid being late), STP lessons from Marketing gurus, different forms of demand supply curves from Economics Professors, Accounting lesson that Prof Sengupta drilled in us – Profit is different from cash.
How can we forget the strikes and lockout lessons from Prof Sarkar, classes on complex and perplexing organization behavior, the basics of human resource management from our Dean, Mind scratching Anecdotes from Prof TAS Vijayaraghavan, International finance classes from truly Intl professor and realization after every class of Prof Uday Damodaran that how little we know of Fin world. The list goes on….
Inspired by the Jesuit spirit of ‘Magis’, XLRI stands for Excellence and Integrity. It has allowed us to stretch our thinking and imagination. XLRI is known for developing social conscience and beyond doubt; we have not only learnt hardcore management techniques but also have grown emotionally to develop a conscience that extends beyond companies and corporations.
It is not that we just restricted ourselves to academics; we dared to compete in every aspect of B school life. Few of us cleared CFA level 1, A team of three reached the Asia Regional finals of Global Social Venture Competition organized by Haas School of Business, Berkeley University, one of our Sports fanatics reached Badminton Finals in IIM Lucknow’s Annual Sports and cultural competition, Bloggers from the batch emerged XL winners in a Blogging competition organized by Directi and a clear GMP dominance was witnessed in Tata Steel XLRI Peace marathon.
XLRI unlike its peers has always been focused on grass root development. In this context, we were exposed to remotest Naxal inflicted tribal villages in Jharkhand. Harsh realities of tribal villages have had profound influence on our thinking and I am sure we would actively work towards making lives of our people better.
As we move out of XL today, we will miss 2 am Bishuda’s aloo paratha with loads of butter, Chai breaks at Dadus, a sylvan and serene campus, diamond jubilee park that is host to number of gossips as well as serious discussions, our excellent Dining and accommodation facilities and fiercely fought cricket and football matches.
We are thankful to ever cheerful Rani Mam, ever helpful Freddie, Lazarus, Rashmi, Roshan and Sandra Mam, and numerous XL Staff for making our lives easier.
As we graduate today and join companies in middle and senior management positions, our future will be guided by XL’s core values and teachings. This is momentous occasion for all of us as we ready to shape destinies of companies and enterprises. We have task cut out for ourselves as these are most exciting times and we are fortunate to be active participants in this Indian Growth story. In decades to come, we need to evolve as leaders with highest ethical standards, we need to set new benchmarks and beat old records to create organizations which will be world leaders in terms of financial numbers as well sustainable practices.
Thank you