insights success fastest growing hr solution provider

The way of business solutions

www.insightssuccess.in June 2016

The Fastest Growing HR Solution Provider


1010Gender Sensitivity and Sexual Harassment of

Women at the Workplace

Pooja Prabhakar Executive Director

BCP Associates

Evolving from CSR (Corporate

Social Responsibility) to CSV

(Creating Shared Value)

-By Meena Vaidyanathan

niiti consulting Pvt. Ltd.

Dr. Shelly Batra

Co-founder & President

Operation ASHA

Social Entrepreneurship-The Road Less Travelled

Anuj Gupta

Chief Strategic Ofcer

Pradeep Agarwal

Chief Operating Ofcer

HighlightsCreating a Positive Culturefor BetterWork Place

Go GreenJapan’s spectacularbreakthrough in wirelessenergy transmission

hSenid:Empowers People and Organisationswith Creative Innovation in Human Resources Solution

fficacious HR planning gives the thumbs up to the Emanagement for recruiting, deploying and recruiting the right talent at the right time to run internal as well as external

service level responsibilities. It also allow them evaluate performance appraisals; motivate employees, workplace communication and safety, and many more. Organizations are continuously striving for the strategies to grapple with inadequate skill. At the same time HR tools are allowing management to plan to hire and enhance right level of skills and competencies in the organizational inventory with the sections like learning, training and development to achieve target goals and objectives.

With HRM professionals can minimize the company’s costs associated with attrition, turnover, and hiring employees, a most important asset to the company. For that, they determine the most effective methods for including assessing, recruiting applicants, even which applicant tracking systems are best fitted for the organization's needs.

Hiring Predictions for 2016 are optimistic, and employers aiming to gain head count will be tasked with distinguishing themselves from the race to win talent.

Experts forecast many of the recruiting trends widespread last year such as Branding, Rebuilding the candidate experience, maximizing talent analytics and holding untapped sources of hire will continue to resonate in 2016.

Most of the companies are simply reviewing fundamental operational measurements like cost-per-hire, time-to-fill, and source-of-hire, and further they are instead hiring full-time analysts to mine for more in-depth talent metrics. However, some companies are using data to analyze competitor talent pools to seek candidates with the right skills and right potent to connect with the organization.

Strategic planning avoids the situation of customer dissatisfaction due to right competence shortages. Also, this minimizes the staff surplus layout that usually give rise to knee jerk reaction to lay off unwanted skills, which is an expensive exercise and impacts negatively on staffs' self-esteem.

Any organization, whether a small or big is bound to suffer from

serious problems without a proper setup for HRM, while managing

its day-to-day activities. Here is need of companies today, must put a

lot of zeal and endeavour into setting up a strong and effective

HRM.

Strategic HRPlanning for

InnovativeServices

Editorial

Sonal Burghate

Contents

CXO STANDPOINT

Operation ASHA

4632

Gender Sensitivity and Sexual Harassment of

Women at the Workplace

42




Editor’s PickStumbling Blocks

Before ManagementConsulting Firms

HighlightsCreating a Positive

Culture forBetter Work Place

Japan’s spectacularbreakthrough in wireless

energy transmission

Go Green

Cover StoryCover Story6

24

18



1010

8

Stumbling BlocksBefore Management

Consulting Firms

For the past few years, the performance of the IT Consulting Industry in the challenging economic climate is excellent. The performance of IT

consulting industry in the major markets, for example, Financial Services and Insurance Providers, is the reason of its expansion. The consultants industry is expected to grow in the coming days with the changing economy and improving business sentiment. Also, the demand of IT consultants in various industries is expected to grow in the coming days.

Though there are various high-profile global corporations, still no single consultants can rule the market. In reality, the consultants industry include, network infrastructure companies, like, IT outsourcing companies, traditional large consulting firms, global computer equipment companies, and a wide range of other companies that do not necessarily compete directly with one another, but offering one or the other service related to information technology.

The management consulting industry has a very good knowledge of the challenges they have to face today and even the days before. The management consulting industry is witnessing the changes coming with the time being. There are three main features transforming the marketplace; disruptive technology, the rise of new business models, and the growing pressures of intense global competition.

Here are some of the market trends the management consulting industry is witnessing, which is the result of the challenges faced by the IT consulting firms with the planning to address the difficulties, identifying marketing techniques and implementation strategies.

All this clears the picture of the whole management consulting industry. Here are the business challenges management consulting firms have to face, which will give a clear view to the priorities management consulting firms

have to observe.Cardinal Business Challenges Before Management Consulting Firms

Here are the Cardinal Business Challenges the Management Consulting Firms have to face which clears the industry scenario.

Roping in New Clients

This concern is on the top most position of the list at 81%, which is a key point. Because, while new business is the overriding priority of every industry, it tops the list by a significantly higher percentage for management consulting firms. Just to make a comparison, 72% of all professional services firms note generating new business as their number one challenge.

The urgency of a new business in the world of management consulting is observed by over three times more respondents than the second-highest challenge. This is a delineate concern for the firms of all sizes, and this struggle for new clients is going to shape the future of many upcoming firms.

Hard-won Task of Dealing with the Competitive Marketplace

The traces of competitive pressure are clearly seen in the second business challenge, and that is the hard-won task of dealing with the competitive marketplace.

A management consultant is an active, progressive global marketplace. With multiple international players exacerbate their efforts, the competition is heating up. The current condition of the economy, which is sluggish is prevailing in

Editor’s Pick

AUGUST 2016 |06

some markets, becoming the reason for many firms to look forward to the others for opportunity.

Herculean Task of Finding and Keeping Good People

With the massively competitive marketplace comes a massive competitive talent environment. This makes the process of finding and retaining the best people difficult, making it a top agenda for the management consulting firms.

From the angle of setting marketing priorities, this is peculiarly notable. This can mean prioritizing the consideration of a specific audience, potential recruits. Unfortunately, searching for the best talent in the industry is always a big challenge.

New Inventions

While focusing on induce new business, this is one more differentiating feature for the management consulting industry. To face this challenge, management consulting firms will have to search out new ways to not only spawn those new ideas but share them adequately with their audiences, including both prospective clients and industry influencers.

While competing in this highly competitive marketplace,

firms can’t simply build a reputation on the claim or idea of innovation. Firms have to exhibit their expertise, thought processes, and results, and then only they can be come out as a winner.

The Panning Issues

The current scenario shows that management consulting firms have to face lots of diverse challenges. The need of developing new clients, finding and keeping quality people, and continuously keep on innovating, are some of the challenges which are the key concern of today’s management consulting firms.

With the perspective, to compete with these many different pressures, management consulting firms will have to identify sophisticated and efficient strategic approaches. Additionally, these firms will have to keep on finding ways to use time and resources more adequately as they work to confront new competitors and find new clients, in the heating competition.

The changing time keeps on creating new challenges, which the management consulting firms have to handle by their own. To be in the competition, while being on the forefront of the competition, the management consulting firms have to instrument variety of latest marketing techniques.

Editor’s Pick

AUGUST 2016 |07

Cover Story

Anuj Gupta

Chief Strategic OfficerPradeep Agarwal

Chief Operating Officer

Creative Innovations inHuman Resources Solutions

hSenid:E m p o w e r s

People and Organisationswith

Cover StoryCover Story

TToday, businesses are more global than ever before and not restricted to local boundaries. A number of multinational corporations are creating partnership, influencing every new requirement of Human Resource Management. It is becoming a challenge for those in the field of HR to find right talent in terms of skills, knowledge and cultural fitment in

handling global assignments. To fulfill these requirements, organizations have to up-skill individuals to meet globalization challenges.

For any company, a human resources department is very crucial. It acts as a support function to provide skilled and talented labour to management training services, employee enrichment opportunities and many more. As workforce is one of the largest expenses for most companies, HR helps organizations derive greatest value from this vital asset.

However, HR departments must have the right tools that can be implemented to improve productivity and gain a level of support in achieving the desired goals.

With over 19 years of creative innovation in empowering human resource functions of global organisations, hSenid Business Solutions has become a leading provider of human resources solutions across Australia, Africa, India, Middle East, Singapore and Sri Lanka. Over the past few years, the organisation has ventured out into other areas including Software Development, Tracking Solutions and Revenue Management Solutions. They develop state of the art HRIS applications which cater to all HR and Payroll needs of any industry, be it companies of medium or large scale.

Recognizing that every client is unique with every individual requirement, hSenid has evolved to specialise in the most

crucial aspects in all the areas they focus on, while tailoring the services to meet each client requirement. Their core values emphasis in quality, accountability, personal growth and discipline. Their integrity and focus on giving the best possible client service, have led hSenid Business Solutions to greater heights.

Currently, hSenid Business Solutions marks it presence among 30+ countries, with 850+ clients across 18 industries. They offer a comprehensive HRIS solution both On-Premise as HRMEnterprise and On-Cloud under the banner PeoplesHR, a solution that caters to the entire

spectrum of operational, tactical and strategic functions of Human Resource Management. The system encompasses a structured approach from Talent Acquisition, Nurturing, Managing Tenure Life-Cycle, Compensation & Benefits and Stronger Employee Engagement. It consists of over 25 functional modules that are seamlessly integrated to enhance visibility, empower decision making, support and enrich employee engagement. PeoplesHR is encapsulated within some of the world's best-of-breed processes with practices consolidated throughout many years of client association.

hSenid also offers JURRA (www.Jurra.com) an enterprise social network. A solution that aids a company to obtain insight from the bottom-up hierarchy or vice versa, where every post and message becomes content, which becomes valuable sources of information.

The Kingpins of hSenidPradeep Agarwal, Chief Operating Officer of hSenid is an accomplished leader having worked for large multinationals like HERE (a Nokia company), Google,

Salesforce.com, Oracle and IBM. Over the years, Pradeep have been Instrumental in identifying, designing, leading and marketing technology related products in Enterprise Software and Cloud spaces. Pradeep has helped in establishing companies like ‘salesforce.com’ and ‘Google for WORK’, in India, where he was instrumental in setting up the operations from scratch. During which time, Pradeep has been a key contributor to enterprise-level planning and decision-making. Valued adviser and requested consultant to board members, investors, and top-tier executives. Pradeep is an Engineering graduate from NIT and a Post graduate in Management from Narsee Monjee, Mumbai.

Anuj Gupta, the Chief Strategic Officer of hSenid is a seasoned professional with 16+ years of experience in working with large enterprises such as Microsoft, SFDC, Infor, GTL, in selling enterprise applications as well as to creating & scaling partner ecosystem in India for application business. Anuj can not only oversee long term vision but can also roll up his sleeves to turn vision into reality.

At hSenid, he is responsible for building & scaling partner ecosystem for application business. He is a proactive planner with abilities in implementing strategies for incubating and augmenting businesses to increase wallet share, identifying and penetrating new market segments across the verticals.

Strategies Implemented to Stay CompetentIndia is home to some of the fastest growing companies in the world. With strong initiatives being taken by honorable PM on ‘Make in India’, ‘Skill India’ there is a huge emphasis on HR best practices within a company, whether it’s big or small. India is a diverse market spread far and

We strive to achieve our vision‘Make life easy by using ICT’,

by being dynamic and benchmarkingourselves against the best in the world


‘‘ ‘‘

wide, and there isn’t a single state or city where companies are clustered. Keeping all of this in mind, hSenid’s big differentiation is:

Scale with partners: hSenid is building a very strong partner network and within a short span of 18 months they are armed with 12 trained partners. This helps them reach clients across all the segments. Compared to their competitors offering similar solution, despite years of presence they have not been able to achieve this goal. Many of their competitive partners are showing interest in partnering with hSenid and taking their solution to the market.

Invest in building an awesome product: There is no single HRIS provider in India who offers an end to end solution with Indian localisation. Majority of the products available are strong in one particular area such as recruitment, performance or leaning and development. Similarly local players and many new entrants lack depth and breadth of functionality. With 19 years of legacy they offer the most comprehensive HRIS with the ability of localisation. In a nutshell, a truly global product with local flavor.

Invest in people: They believe that people are their biggest asset; with Pradeep's and Anuj’s background from Google and Microsoft respectively, they strongly believe that it is the people who help them to achieve big goals. They believe in hiring the best and then offering them the best benefits. They are attracting talent from all across and their employees are happy with the opportunity and exposure they receive.

Social HR: A big differentiation for hSenid is their ESN tool, Jurra, they are probably the first HRIS company to bring out a socially integrated solution into the market. The product is light, simple to deploy and extremely easy to use.

hSenid’s 4 Key Values of Enduring Success1. Acquiring their first few clients: This is one of the most difficult tasks as it is always a leap of faith with startups like hSenid. With their experience, network and an awesome product they were able to get their first few clients to sign up and today, within a short time span of 18 months they acquire almost 2 enterprise logos every three weeks. For a startup operation,

this is a rather significant achievement and the difference is an enterprise logo not just a logo.

2. Giving confidence to their partners: hSenid’s strategy has always been “scale with partners”, therefore it's super important for the clients to feel confident of their association with hSenid. Any relationship would go through its ups and downs and this is the time when hSenid has held up their end by securing their valuable connection. They had their share of differences but every partner who signed up with hSenid is committed to the success of their business.

3. Hiring the right talent: Attracting the right people to work with them is the single biggest challenge they faced. However, with a combination of right benefits, long term vision and successful career they have been able to

Pradeep Agarwal

Chief Operating Officer

Anuj Gupta

Chief Strategic Officer


overcome this challenge.

4. Staying the course: With every new client they have a new requirement, one can easily lose their way by over customising and over committing. However, this is still a big challenge with Indian clients. hSenid made some initial mistakes, but now they have a robust product and their sales team understands what they can deliver. Their newest India release would be out by 31st August and they call this Wave 1. The company is so excited with the release of the product and confidently stated that this would change the market perception on HRIS.

What clients are getting from hSenid Software? Both HR Management and Employees save time, cost and improve their productivity. This contributes towards strategic objectives of reducing administrative program cost. Administrative HR processes get fully automated and operate as required, the HR Management has time to venture into strategic HR areas and take the workforce to further heights. hSenid’s clients can concentrate on

employee performance management, perform training and development and look at HR metrics. The Performance module of PeoplesHR is used to carry out, performance appraisals using tools such as 360° appraisals as well as balanced scorecard methods. This is now being used to assist with training and development of employees at their client companies. With HR Analytics and Metrics, the management is now able to generate reports which give a much needed insight to assist in HR planning. Reports such as demographic employee profiles and analysis are now being generated for the use of the management. The management generates standard reports monthly; some reports are even generated on-demand. Finally, HR technology has professionally enabled cultural transformation. The management level of a company is now streamlined by the use of technology. Both employees and HR management can now spend less time on administrative activities and concentrate more on work and transform lives every day.

Focus on India Localisation One of the fastest growing HRIS companies in India, hSenid has achieved this feat in just 18 months. They strive to be ranked as the no 1 HRIS solutions in India by the year 2018-19 and the way they are moving they can easily get there. They are super excited about their new release and with India localisation, and they would be the only company providing an end to end comprehensive HRIS solution. They are acquiring clients and the best part is that their ecosystem is growing very fast. More and more partners are getting connected. Microsoft and SAP B1 partner ecosystem is keen on tying up with hSenid as there is one big gap they see in their HRIS offered from their parent.

Success mantra for aspiring entrepreneurs hSenid’s success mantra for aspiring entrepreneurs in the current industry is “ First, Have clear goals. Second, focus on client, never over commit and believe in under commitment and over delivery. Third, for right expansion, Hire to scale. Fourth, invest in listening to the clients and incorporate whenever you can. Fifth, Set right expectations with stake holders and finally, keep your employees engaged”.


The Advisory wing of the firm specializes in HR & Biz. Strategic Alignment, Values Deployment, Employer Branding, Employee Engagement, Leavers DNA [Exits], Internal Communication, Succession Planning, Gen-Y Readiness, Rewards & Recognition, Performance Analytics, ER/Industrial Relations, HR Metrics & Analytics etc.

from Human Capital Strategy to Engaging Employees to Optimizing HR operations through Outsourcing.

Today, ‘The Strategist’ is crowned with their service verticals which consists of Advisory, Research, Technology, Learning & Leadership, HRO, Psychometrics.

Striving with the operating philosophy to “Energize Clients’ Growth, By Transforming The

People Practices”, The Strategist is an advisory & research firm , innovating since 2009, headquartered in Hyderabad with a global presence. The company specializes in the complete spectrum of People Practices ranging

The Strategist: Transforming the

People Practices through

Innovation

The main strategy at

The Strategist has

always been to live

up to the statement

“The Most Admired

People Practices

Firm Enabling

Business To Fuel

Their Dreams By

Innovation And

Intellect”

Enterprise of The Month

K Srinivas RaoChief Strategist & Partner

AUGUST 2016 |14

The Learning & Leadership services includes Learning Strategies, Competency Frameworks, Talent Profiling, Custom Learning Programs and Life Sciences.

As part of HR outsourcing the company offer services ranging from managing end to end HR operations to handling specific functions like Exit Interviews, Voice of candidate etc. Their employee relations (Industrial relations) wing specializes in conducting ER capability audits & workshops.

The Psychometric tools consist of a battery of tests that assess everything from Quality Of Hiring to Identifying The Future Leaders. They also specialize in designing various training programs and learning interventions based on IDPs. Modelled on lines of some of the best in class firms, the team of strategist professionals consists of industry experts who have served with some of the best known names and have opted out to build this firm with a dream of ‘enabling their partners to fuel their dreams’.

Strategists behind ‘The Strategist’

K Srinivas Rao, Chief Strategist and Partner, is a human capital strategist with expertise of 23 years across Human Capital Value Chain. Prior to The Strategist, he was heading Strategy - HR at Satyam Computer Services. Formerly, he held management roles at various levels in CATS (Computer Associates-TCG), Baan Info Systems, Ernst & Young, Videocon International.

An avid writer and guest speaker on

the subject of Change Management and Human Capital, he wrote 5 books under the “101 Smart Ideas Series” published in 2015, “Managing HR Issues in a Merger” - published in the Handbook of Business Strategy 2002,“Whispers of a Devil in an Angel”,“Principles and Practices of Management”. He also co-authored a book titled ‘Unconscious Leadership Conspiracy’ and has published more than a dozen articles in International & National Publications.Mr. Rao holds dual Masters’ degrees

and attended Indore School of Social Work, where he topped the class of ‘93 and later pursued Masters in Military Sciences. Currently, he is a Research Scholar at XLRI Jamshedpur and a visiting faculty at ISB and IIM Indore. He was awarded “HR Leadership Award” in 2008-09 by Employer Branding Institute and Super Achiever as HR Professional in 2006 by Indira Group and Fun & Joy Institute.

Shefali Rao, Partner and Chief Financial Officer, is a founding Partner of The Strategist. Shefali is also the Chief Strategist - Talent Transformation and specializes in the verticals of Education, Manufacturing and family owned businesses. Shefali, with an experience of 18 years, has considerable background in Business Planning & Reviews, Business Transition, Business Process Reengineering, Employee Engagement, and Training & Development. She has worked across various sizes of Family Owned Business, across multi-industries including Garments, Manufacturing, and Education. Shefali holds a Masters’ degree in International Business besides a diploma in Fashion Designing and Merchandising.

Subbu Parameswaran, Partner and Chief Leadership Architect, is leading the Learning & Leadership domain at The Strategist, post the merger of Learning Curve and The Strategist.

Subbu is a Certified Project Management Professional (PMP) with more than 15 years of experience in managing and directing complex projects in client facing roles.

In the last 5 years Subbu has focused on the areas of designing and

Shefali Rao, Partner & Chief

Financial Officer

AUGUST 2016 |15

delivering learning programs in the areas of Project Management, Leadership Development, Conflict Resolution, Change Management, Innovation and Building High Performance Teams for workforce professionals, as well as Life Skills and Employability Development for students. He completed his MSc in Marketing from The Robert Gordon University, UK and currently pursuing an MA in Psychology.

Differentiating Strategies of The StrategistThe work philosophy of the company has been ‘If HR doesn’t make business impact, it’s just a diversion’. Its unique service offerings are in line with the future industry challenges and which also keeps them ahead of their competition. In 2012, The Strategist was offering solutions around Gen Y and Social Media, in 2013, it innovated popular Psychometric tools like Mood Meter for understanding engagement levels of employees, in 2014, it pioneered Quality of Hiring based on Psychometric profiling of candidates and in 2015 it innovated TRACKER which calculates Return of Effectiveness for Training Programs. These efficient innovative techniques are in popular demand by clients and have benefited them significantly. Currently, it is successfully running a signature 24 weeks modular training program which is a combination of Classroom, Coaching and Live Business Case solutioning followed by Talent Landscape. The strategies are adopted always keeping in mind the future trends and the present business scenario, which successfully enables them to meet the industrial challenges.

The Strategist’s Key Values

The Strategist is one of the few establishments that started during the worst economic recession in current times and has not only survived the downturn, but has successfully outgrown it. It has achieved that by focussing on the key values of providing a combination of Advisory/ Consultancy. As Advisors, they support their clients even if the client deviate from the original scope or in cases of wrong estimation by Senior experts. They have supported their clients with no extension to the investment plans. Their priority is to create an IMPACT and not merely focus on OUTPUT.

Customer experience as a value has been hallmark at The Strategist and Customer experience typically consists of - Custom driven solutions, Adhering to delivery timelines, Intellect driven solutions which scale with time and, Combining HR solutions with business needs and aspirations. With innovating services the company is staying ahead of the curve and created a niche for itself.

Unique Tools and TechniquesThe unique tools and techniques used in providing services to the client include benefits such as Innovations based on Intellect , Cost Effectiveness , Comprehensive solutions under one roof , dedicated Partners Attention, Cutting edge solutions which directly impact business.

Future Plans of The StrategistIn the coming years, The Strategist is expecting to expand substantially beyond India and explore creating dynamic tools and techniques which are India centric. Their Research team helps in forecasting the future trends and focuses on finding solutions to the current and emerging challenges faced

by the industry. As India Inc. explores acquiring global companies, The Strategist is gearing up to equip India Inc. to manage this transit successfully through comprehensive solutions like M&A integration, Global Leaders MDP, Success DNA, Future Leaders Assessments, Culture Audits and Integration etc.

Mantra for Aspiring Entrepreneurs in The IndustryInspiring advice by The Strategist to the youngsters is that ‘Entrepreneurship is a Five Day Test Match and not a T20, Stay committed to your dreams and not to success, And Hunger & Humility are two best friends you need to feed’.

Subbu ParameswaranPartner &

Chief Leadership Architect

delivering learning programs in the areas of Project Management, Leadership Development, Conflict Resolution, Change Management, Innovation and Building High Performance Teams for workforce professionals, as well as Life Skills and Employability Development for students. He completed his MSc in Marketing from The Robert Gordon University, UK and currently pursuing an MA in Psychology.

Differentiating Strategies of The StrategistThe work philosophy of the company has been ‘If HR doesn’t make business impact, it’s just a diversion’. Its unique service offerings are in line with the future industry challenges and which also keeps them ahead of their competition. In 2012, The Strategist was offering solutions around Gen Y and Social Media, in 2013, it innovated popular Psychometric tools like Mood Meter for understanding engagement levels of employees, in 2014, it pioneered Quality of Hiring based on Psychometric profiling of candidates and in 2015 it innovated TRACKER which calculates Return of Effectiveness for Training Programs. These efficient innovative techniques are in popular demand by clients and have benefited them significantly. Currently, it is successfully running a signature 24 weeks modular training program which is a combination of Classroom, Coaching and Live Business Case solutioning followed by Talent Landscape. The strategies are adopted always keeping in mind the future trends and the present business scenario, which successfully enables them to meet the industrial challenges.

The Strategist’s Key Values

The Strategist is one of the few establishments that started during the worst economic recession in current times and has not only survived the downturn, but has successfully outgrown it. It has achieved that by focussing on the key values of providing a combination of Advisory/ Consultancy. As Advisors, they support their clients even if the client deviate from the original scope or in cases of wrong estimation by Senior experts. They have supported their clients with no extension to the investment plans. Their priority is to create an IMPACT and not merely focus on OUTPUT.

Customer experience as a value has been hallmark at The Strategist and Customer experience typically consists of - Custom driven solutions, Adhering to delivery timelines, Intellect driven solutions which scale with time and, Combining HR solutions with business needs and aspirations. With innovating services the company is staying ahead of the curve and created a niche for itself.

Unique Tools and TechniquesThe unique tools and techniques used in providing services to the client include benefits such as Innovations based on Intellect , Cost Effectiveness , Comprehensive solutions under one roof , dedicated Partners Attention, Cutting edge solutions which directly impact business.

Future Plans of The StrategistIn the coming years, The Strategist is expecting to expand substantially beyond India and explore creating dynamic tools and techniques which are India centric. Their Research team helps in forecasting the future trends and focuses on finding solutions to the current and emerging challenges faced

by the industry. As India Inc. explores acquiring global companies, The Strategist is gearing up to equip India Inc. to manage this transit successfully through comprehensive solutions like M&A integration, Global Leaders MDP, Success DNA, Future Leaders Assessments, Culture Audits and Integration etc.

Mantra for Aspiring Entrepreneurs in The IndustryInspiring advice by The Strategist to the youngsters is that ‘Entrepreneurship is a Five Day Test Match and not a T20, Stay committed to your dreams and not to success, And Hunger & Humility are two best friends you need to feed’.

Subbu ParameswaranPartner &

Chief Leadership Architect

AUGUST 2016 |16

Human-made satellites like the International Space Station, have long been able to utilize the solar energy that affects from the sun, getting that

power back to Earth where people can use it.

The Japanese breakthrough gives the hope that humans will one day be able to use an inexhaustible source of energy in space.

‘Breakthrough in wireless energy transmission’, What does this mean exactly? It’s that humanity which has now officially begun to realize one of the most aspiring thought

thexperiments of the 20 century - The Dyson Sphere.

Japan is struggling to expand its scientific opportunities. The Japan Aerospace Exploration Agency (JAXA) has contributed to this major scientific achievement. With the use of microwaves, JAXA’s researchers were able to transmit 1.8 kilowatts of energy through the air to a receiver 170 feet away. There are no wires, no cables, no pipelines, no trains, no trucks, no nothing. Just Energy. Through the air. Granted, it is not a lot of energy –1.8 kW is about sufficient to run an electric kettle, according to the reports.

“This was the first time someone has managed to send a high output of nearly 2 kilowatts of electric power through microwaves to a small target, with the use of a delicate directivity control device,” as per JAXA researches. Today,

they can get into what this wireless energy transmitted is for- JAXA has been investing on a system that would use solar-powered satellites to transmit energy directly to the Earth.

This Space Solar Power System would define that solar power would be available anywhere on the earth, at any time of day, regardless of whether or there is no sunlight on the planet. JAXA’s ideal goal is to set up solar panels and antennae nearby 22,300 miles from the Earth, which could take various decades to practically realize. JAXA has evaluated that the system would probably not be ready until 2040 and they even haven't find out how to achieve the large structure they need into space, or how to develop it, or how to maintain it.

Hats off to all those Scientists! Just imagine the power of this innovation. When a great theoretical physicist and mathematician Freeman Dyson look through the science fiction novel Star Maker, he was truly inspired to propose what has become called as the Dyson Sphere, which is a wide range of solar panels that enclose the sun and beam energy back to the Earth. Considering JAXA continues to improve this technology, and assuming it looks a major investment from the right parties, at the end of this modern era we could have access to a renewable, sustainable source of energy.

Japan’s spectacular breakthrough

in wireless energy transmission

Go Green

AUGUST 2016 |18

MAGAZINE SUBSCRIPTION FORM

Name :

Address :

Country :City : State : Zip :

Global Subscription

1 Year 2500 Rs.(12 Issues) 6 Months (06 Issues) 1300 Rs.

3 Months (03 Issues) 700 Rs.

Check should be drawn in favour of : INSIGHTS SUCCESS MEDIA AND TECH PVT. LTD.

1 Month (01 Issue) 250 Rs.

Date :

Corporate Office

Insights Success Media and Technology Pvt. Ltd.

Office No. 513, 5th Floor, Rainbow Plaza, Shivar Chowk,

Pimple Saudagar, Pune , Maharashtra 411017

Phone - India: 020-69400110 | USA: 302-319-9947

Email: [email protected]

Human Resource for EveryOrganization’s Success

or every organization’s success Human Resource has become the most valuable and essential element. For flourishing Forganizations, workforce has well suited as it impacts the company’s long term goals.

In the past few years, the HR industry has observed some evolutionary leaps with inescapable impacts of technology and the growth of local businesses to global level. And the blend of Social, Cloud, and Mobile Technologies fueling an innovation to the HR field.We are honored to rank an exclusive listing of India's ‘The 10 Fastest Growing HR Solution Provider’. These companies are shortlisted as per the parameters such as profit, sales, capital return and market capitalization.

In our issue, ‘The 10 Fastest Growing HR Solution Provider’, we have shortlisted ‘The Strategist’, as an ‘Enterprise of The Month’, on the basis its complete spectrum of people practices which ranges from human capital strategy to engaging employees to optimize HR operations through outsourcing.

Netcomm labs for its product ‘Officenet’, which covers everything an HR Executive needs at one place. Beehive Software Services for delivering the most advanced HR software solutions for managing the entire employee life cycle of its client within an organization. NextGen Sale Solutions has shortlisted for helping their client companies to build their businesses through the efficient acquisition with the best qualified sales talent. From recruitment services and placement consulting providers, Placewell HRD Consultants has achieved the place in our issue. Vyakta has been shortlisted for developing talent and aligning it with their client’s organizational strategy. HCM Info Systems for developing, implementing and supporting their HCM business processes with midmarket and global companies. PACE for its innovative and simplified service offerings in the various facets of HR which covers the entire HR life cycle.

While choosing a cover story, our criteria was to showcase the company who develops state-of-the-art HRIS applications which caters to all HR and Payroll needs of any industry, be it medium or large scale organizations. We are delighted to share hSenid as the cover story for this issue, who is at the forefront of HR industry leading with creative innovation in empowering Human Resource functions of global organizations.



1010

Management BriefCompany Name

hSenid Business Solutions is a one ofthe leading providers of human resource solutions.

Placewell HRD Consultants is an end-to-end overseas

recruitment services and placement consulting provider.

Beehive Software Services, is a company that helps companies focus on their employees by delivering the most advanced HR

software solutions, built to manage the entire employee life cycle within an organization

beehivesoftware.inBeehive Software

Vic GuptaDirector

BIPSbipsindia.in

Raju MongaFounder & CEO

BIPS is a company that specializes

in providing talent recruitment solutions that caters to any

client’s requirement across industries and nations.

hSenidhsenid.com

Pradeep AgarwalChief Operating Officer

Anuj GuptaChief Strategic Officer

hcminfosystems.com Bhupesh Chaurasia

Netcomm Labs Pvt Ltd netcommlabs.com

Sonali Chowdhry

Founder &

Director of Marketing

Netcomm Labs is an established software

development firm which provides corporate

solutions in the area of Web Design, Applications & Intranets.

PACE Global HR Consulting

paceglobalhr.com.

Girish Nair

Founder & CEO

PACE offers its innovative and simplified service offerings

in various facets of HR, covering the entire HR life cycle.

Placewell HRD Consultants

placewell.in

Mr. D.S. Reddy

Chief Executive Officer

NextGen Sales Solutions

rajeshshethia.com

Rajesh Shethia

MD

NextGen Sale Solutions is

a leading Sales Solution company

thestrategist.inThe Strategist

K Srinivas Rao

Chief Strategist & Partner

The Strategist is a People Advisory & Research Firm, who specializes in the complete spectrum of People Practices

ranging from Human Capital Strategy to Engaging Employees to Optimizing HR operations through

Outsourcing.



1010

Vyaktvyakta.com

Ashish Kumar Jha

Founder

Vyakta is a consulting firm helping companies win in business

by developing talent and aligning it with their organizational

strategy.

HCM Info Systems is a leading HCM consulting services firm

working with midmarket and global companies to develop,

implement and support their HCM business processes.



1010

There are plenty of HRMS products in the market place. Beehive is a clear market

leader by far, in this crowded place, because of its adaptability, affordability and easy-on-the-eye interfaces that are designed to be quick and user friendly. This product is conceived, designed and made in India for Indian Companies and is also the first comprehensive solution for all sizes of companies that can also be accessed via Mobile App and Tablets. Leading with the motto “Bee The Future”, Beehive HRMS is built ground-up with Cloud First Strategy. Beehive is committed to Innovation and Excellence with significant

: The Most AdvancedHR Software Solutions To ManageThe Entire Employee Life Cycle

Vic Gupta

Director

We will never se�le for less or make

false promises nei�er to our

employees nor to our clients“ “

SQL, you can choose the way you buy or license - pay as you use, pre-pay for additional discounts or buy an Enterprise License, pay for the users that use the system and not for the employee Headcount.

Beehive’s Core Key Values Beehive is leading with the key values such as Customer Satisfaction, which is a leading indicator of consumer loyalty. They are providing great service by which they increase customer lifetime value. Continuous Improvements, they follow a standardized policy at each level of the transaction, whether it is signing a new customer or supporting existing. Standard SLA driven process which gives their customers a higher turnaround across different processes. Quick Implementation - their average on-premise implementation time to be up and running in less than 30 days. With the built in best practice templates, they can have their software ready to use in no time. Higher ROI - by automating end to end HR transactions, they give you an unbelievable ROI. Accuracy -they guarantee maximum accuracy in the calculation and budgeting. Analytics - Beehive’s analytics dashboards helps HR leaders to understand the insights and drawing foresights, understanding the trends and re-engineer the HR policies with meaningful data saves time, money and efforts. Drawing a Big Picture -in order to support growing needs of an enterprise, Beehive’s scalability of the application allows companies to grow, change and update their HR technology. Maintain value proposition- with constant updates and releasing additional

investments in Research and Development. Beehive offers the most comprehensive Enterprise Human Capital Platform at a fraction of a cost of most Enterprise HCM solutions. It’s extensive features and easily configurable workflows make the implementation a breeze.

Beehive offers a complete life cycle of an employee in the company from Recruitment to Resignation/Retirement (hireto- retire). It is offered as an integrated HCM platform with operational modules like HRIS

(Employee Information System), Recruitment Management System, Employee Self Service, Time &

Attendance Management, Leave Management, Payroll

Management, Claims & Reimbursement, Performance Management, Training & Development, E-separation, Loan Management, Travel Management, Grievance Management, Letter Generation,

Timesheet & Task Management, Mobile App and HR Analytics dashboards.

Beehive Secure, Scalable and Flexible Beehive HRMS is designed to be Secure, where sensitive data fields are encrypted and is hosted on Microsoft Azure and backups on Amazon AWS. It allows a constant monitoring of logins, VPN access and IP/Mac validation; Scalable, as it starts with one module and add-on modules as required, and can be deployed as Enterprise Software while providing unlimited data size for SaaS customers. And, Flexible because you can choose your database - Oracle, MySQL or

AUGUST 2016 |22

features, they help companies stay compliant and tackle new business challenges.

What Beehive HCM brings to an Organization? Beehive’s clients are getting benefitted from the incredible features such as Higher Productivity- here you would have automated a large number of HR functions along with payroll and benefits administration. Increased HR Morale -allows your HR team to not just move on to other issues as noted above, but also gives non-HR employees the ability to manage their own benefits. Employee Satisfaction -it gives access to the employee data and thereby empowering employees with the ‘Employee Self-Service App’. Error Free Process -Beehive HCM helps to automate the most common processes such as Payroll Information, and the Automation that HR software provides helps keep everything working properly. Compliance-HR software provides easy methods for managing all aspects of your business



1010

including compliance related information and can keep you on the right side of the law. Metrics -Beehive HCM includes HR metrics tools that allow you to accurately gauge issues such as Turnover Rate and Hiring Costs. Beehive’s HCM giving numerous tools that can be used to devise business strategies. In addition, it will give you Efficiency of Administration, Reduced Cost, Access to Information, Data Analysis and Informed Decisions, Improved Communication.

Future in New Market Segments Beehive adopts newer technologies to make the application stronger. Integration with different systems enables HR technology to be a platform for all the enterprise level applications. Beehive is getting into new market segments which are changing the business culture.

Success Enablers of Beehive Haresh Awaratamani, CEO of Beehive is a seasoned technology

entrepreneur and has over two decades of experience in cutting edge technology products. He has owned and ran successful Software firm, Services firm, Systems Integration firm and various others. Having adequate experience in managing large teams, he realized that there is no viable and affordable solution to manage people for companies of size under 1000 employees, which led him to start Beehive.

Vic Gupta, Director of Beehive is a seasoned technology professional turned Entrepreneur. Having worked in several roles spanning over numerous technologies, he fully understands the day-to-day business and technological issues that clients and consumers are constantly faced with. Vic’s background includes mobile apps, HR, IT and staffing domains. Vic holds a Masters in Systems Engineering from Institute of Technology, Banaras Hindu University. He co-founded, invested, managed and led several technology companies.

Beehive for CXO

AUGUST 2016 |23

Creating a Positive Culturefor

Better Work Place

to know how you would like each and everyone in your company. The greater involvement of people in the business has led to more significant contributions by employees, which results into more appreciation from customers. So if you are alone with nothing but technology, your business is built across the people producing products and providing services for others.

It has been always noticed that the long period of peace and prosperity comes in those companies equipped with the right personnel, where the best people do their best. Employees like to work hard when they get greatly encouraged by their leaders.

Corporate culture reflects what your organization believes and supports like how you interact and work. One bad attitude is sufficient to affect the entire team’s performance. Jazmin Truesdale, CEO, Mino Enterprises stated earlier, “The kind of people you hire will be the ones to contribute

Most of the organizations possess exuberant employees, and with a collaborative work, they showed willingness to their work. Is that an

organization’s fate? Or the environment itself created by the company?

What is the core value of successful business? Obviously your ingenious team. So, it is mandatory to create a culture that recognizes and embraces shared values, standards, attitudes, and beliefs that characterize the objectives of the organization. For that, you need to ensure that it meets the requirement of the organization with the best people who work with the company at the same time creating a positive impression on your clients or anyone who is associated with the business. Most of the Founders or C-level executives see “business first, people second”. But, for creating a positive culture you have to possess a clear and consistent vision and need

Highlights

AUGUST 2016 |24

the most important thing to be considered for creating a positive culture within an organization. The process or technique to find and select the right people who have a lot to do with. How will you develop and maintain your company culture? Yes, a proper screening and evaluation must be there. The high cost of turnover makes it especially important, when hiring, the right talent put on the payroll.

Interviews sould be done only by skilled interviewers who has the ability to assess a recruit's sincerity. He/She should be able to relate to others. He/She also has to listen, assume and/or assign responsibility. He/She should possess enthusiasm and commitment to the job. In labor-scarce cases, applications should be simplified and employment decisions finalized during that interview.

2.Orientation Orientation can be the most critical factor once the decision is made to take someone on board. The thing is to ensure that the first day is a great day. Usually, it has been observed that people are more open to understanding and adapting to a new culture during the first day at the job. Introduction to other key players and exposure to existing policies and procedures (which may be described in an employee reference manual) is essential during the early

to your work environment. So make sure you’re hiring people who are professional, can work in a team and can contribute to a positive work environment, because one bad apple can spoil the bunch.” There are a few key elements to create a positive corporate culture.

1.RecruitmentIt begins with an effective process like recruitment which is

AUGUST 2016 |25

stages along with periodic feedback. 3.TrainingEveryone should get enough time, sufficient energy and support for the newly entered employee. All training programs should be motivational and informative for setting a classroom or on the job. They must offer English language courses to native speaking employees, as per the audience. Such courses will boost morale and help the new talents assimilate while increasing their productivity and effectiveness.

4.Communication: Communication should be clear, consistent and constant which may term a hallmark of operations in any culture. For an effective two-way process, communication requires follow-up and feedback. Everyone should have an authority to communicate, ask questions and seek elucidation of issues to avoid misunderstandings. In a positive environment culture, everyone at the company enjoys a sense of belonging and involvement.

The ability to hand over the responsibility is again another form of communication, easy way of informing and involving others in an operation. In today's sophisticated environment, being able to give responsibility may be a major factor in meeting customer expectations and

deadlines.Also, an open door policy with ongoing and frequent meetings, that include members of management and a sampling of employees, review of the primary goals, problems and various opportunities, and ensuring these are communicated to the rest of the staff.

5.Recognition And Reward: Recognition of both positive and negative behaviors, and achievement against goals, should be explained as major factors while establishing a positive culture. Everyone in the company should have a set of goals and objectives. In a positive culture, encouragement, appreciation, and recognition should be steadily described by the company lead runners. Incentive programs, such as cash bonuses, a trip, or other award functions for encouragement, for meeting and/or exceeding objectives and goals, are also recommended.Negative behavior has to be addressed. Individuals who do not choose, or are unable to embody the positive aspects and goals set by the company, may be terminated. Often, such individuals decide on their own to seek employment elsewhere.Once established, high standards, become the accepted norm in a positive culture, fostering teamwork and camaraderie.

AUGUST 2016 |26



1010

Cities are driving new business on the basis of their creative ideas and innovations, and

becoming the reason of development of countries. It opens up the opportunities for other businesses and new talents in the industry.

By providing the right talent for company’s effective working strategy, recruitment companies are accelerating their processes for urban development and improving the overall quality of their resident lives. However, it’s not possible with every city to be in the leading global place. Only a few companies are successful in making their identity remarkable.

With the record of serving many clients from pan Asia and in the MENA region Bangalore International Placement Services (BIPS) delivers and covers every range of recruitment services. Over time, a lot of prospective talent from South East Asia has moved to better careers through BIPS’ services and enables organizations to gain

competitive advantage. With the innovation and adaptation, they have grown to cater to various clients’ talent and resource needs over time.

Adroits behind BIPS Raju Monga, Founder & CEO of BIPS, is a dynamic leader, having over two decades of experience. Raju

Bangalore InternationalPlacement Services (BIPS):Behind Prime Movers in Every Industry

Raju Monga Founder & CEO

“ “We deliver what we promiseand we cover every rangeof recruitment

AUGUST 2016 |28

has a good understanding of a wide range of industries. His initial vision has carried the organization a long way since its inception, through each milestone. His involvement has led to many accolades, including many Business Excellence Awards. He is a Lead Quality Auditor of ISO 9001 certification from the Lloyds Register of Quality Assurance (LRQA) & KPMG.

Also, Raju is the youngest board member and director of the Employment Promotion Council of Indian Personnel (EPCIP).

Bhavana Raju, Co-founder & Managing Partner, has over a decade of experience in the Hospitality and Services Sector. Prior to BIPS, she has worked with leading international premier hospitality brands including Jumeirah International-Dubai.

She also worked with law firms in both India and the Gulf. She has an extensive experience in HR Recruitment and Management for international clients.

Raju and Bhavana were based in UAE in the Banking & Finance and Hospitality sectors respectively, they founded BIPS to provide a one stop solution for their clients to all their pain points in the areas of recruitment from India, as aspiring migrant workers from our country.

“The challenge was to differentiate ourselves from the hordes of recruitment agencies and to emerge as a leader in the International Recruitment market, offering clients viable, innovative and practical recruitment solutions as per the



1010

verticals/domains that they did their business in,” asserts Raju Monga, MD & CEO.

Raju and Bhavna’s valiant efforts towards setting up a team of qualified and experienced recruiters, and technical consultants from different industry sectors brings BIPS to reach great heights of success.

“As we acquired new clients across various industry verticals, we concentrated on understanding the client brief, their business processes and systems and their manpower needs. We then co-related the requirements and the demographics, social indices, cultural issues, economic conditions availability of skill sets across India. This has enabled us to offer our tightly focused and well managed recruitment campaigns and services as per the availability and even employability of candidates across India for catering specifically to each industry,” expresses Raju.

Besides deploying Engineers, Industry Professionals and Management staff, BIPS is mastered at sourcing skilled Technicians and trained industry professionals for various sectors. Today, BIPS has clients from top notch Fortune 500 MNCs in the EPC, Oil & Gas, Hospitality, Facilities Management sectors.

Outstanding Services by BIPSBIPS is an Indian Government certified foreign recruitment agency. In addition to this, BIPS is a lifetime member of the important trade bodies such as Indian Personnel Export Promotion Council (IPEPCIL) and Employment Promotion Council of Indian Personnel (EPCIP). BIPS processes are well built

to serve to an excellent standard. They always use cloud-based customised recruiting software to ensure accessibility. For that, the company uses their in-house cloud based recruitment software Web Alligator designed by Blue Leaf.

At BIPS, All face-to-face meetings are done with full motion video and integral video conferencing. BIPS provides candidates who are medically fit and professionally efficient. In case they fall short, they are repatriated and replaced at their own cost. BIPS has partnered with many flourishing organizations with their superior services. BIPS understand the human resource necessary for their growth and provide the solution to meet their requirements.

Being India’s most reputed International Recruitment & Manpower consultants, BIPS retains its unique client centric focus and is steadily improving its systems & business processes. With an exceptional track record of providing outstanding services, resulting in repeat business from over 95 percent of clients.

While talking about the future of the BIPS, Raju stresses, “As we continue our journey into this experience, BIPS will be constantly adapting, growing and innovating so that we are able to truly address the talent requirements of every industry that we serve. We aim to scale our business model across different geographies/countries of the world like Japan, South Korea, and Europe.”

AUGUST 2016 |29



1010

Leader in the HR Technology

Services Market

HCM Info Systems is a leading HCM

consulting services firm serving

businesses across India. Their team

consists of talented, dedicated and

creative business and technology

professionals who are extremely

committed to their client’s success.

Cloud, Mobility, Social, Big Data, and

Analytics have changed things so fast

that they had to reinvent themselves so

they can help their client’s businesses

to be the winner not the victim of all

these changes.

Belief in Customer Commitment, High

Quality, Innovation, Integrity, and

Teamwork makes the base of HCM

Info System more stable and is

recognized in the HR Tech ecosystems.

Behind HCM Strong Performance

Bhupesh Chaurasia, Managing Partner

HCM Info Systems, brings a wide

perspective to his role of

driving HCM Info systems as

he's been working for more

than a decade across all sides

of the Human Capital

Management spectrum.

Bhupesh has over 13+ years of

HCM Sales and Consulting

experience across various

verticals. He has been able to

HCM Info Systems: Human Capital Management Simplified

Bhupesh Chaurasia

Managing Partner

AUGUST 2016 |30

Happy Clients Ma�er“ “

make a significant impact in the

complex business environment because

of the professional acumen and

patience honed over the years. He is a

Human Resources professional with

diverse industry experience, from the

Service to Engineering, Oil & Gas,

Pharmaceuticals, Transportation,

Utilities, Energy, Telecom,

Manufacturing, Beverages and

Automotive. The changing scenarios of

market dissolve many businesses;

whereas Bhupesh has made these

scenarios to work in his favor.

Uniqueness of HCM

HCM Info Systems believes that

people are the core to everything a

business needs, to propel its bottom-

line. Its people who do the business,

run the business and it’s the people to

which a business serves its very own

purpose.

HCM help these people to connect,

engage and collaborate to the

fulfillment of business goals. It’s not

just the systems and processes but the

human at the core of the business

which plays the vital role of engine

that drives everything in and around.

Their rich experience, expertise and

people centric approach along with up-

to-date and beyond HR technologies

lead organizations to attract, retain and

develop talent within the organization.

Services Offered by HCM

At HCM Info Systems, the main focus

is to ensure that they have the right

strategy, structure, processes, and

technologies that move from

anticipating to responding at the speed

of opportunity and help their client in

navigating their challenges.



1010

With Cloud based offerings using SAP

Success Factors, Ramco HCM and

SAP Human Capital Management

suite, they have responded with the

speed, quality, flexibility, and

predictability that allow them to take

advantage of opportunities with the

right solutions. HCM Info Systems

helped organization’s Human Resource

function a data driven HR strategic

business function. Be it recruitment,

performance or workforce planning,

with their best-in class solutions and

expertise, they help their client’s

people function in their shift towards

data driven approach.

Challenges HCM Faced

Most organizations are happy with

their decision to move to the HR cloud.

Top barriers to implementation include

the organization’s willingness to adapt

to deliver cloud processes, products

that often under-deliver, and

maintenance schedules that can disrupt

operations.

Future Ahead

HCM Info Systems’ services ranging

from expert Consultancy,

Implementation, Business

Transformation, Expert Support to

Data Migration & Integration are

seeing continuous growth year-on-year.

Their services in Success Factors HCM

Suite, which includes Core HR

(Employee Central), Talent and Human

Capital Analytics solutions, SAP JAM

for social collaboration have done

quite well.

By next year, all Success Factors

customers can expect to run their

applications on SAP HANA for added

performance and interactive analytics

boosting speed and decision support

along the way.

They are now focusing on

strengthening their capability in People

Analytics as well as building new

capability for SAP Fieldglass solution

to cater growing client’s requirement

for hiring of part-time and contract

employee.

As per the recent survey, last year 23%

of organizations used SaaS (Cloud

Software-as-a-Service) for core HR

and another 26% planned to move

within three years. Fast forward just

one year and the number using SaaS

for core HR has climbed to 44% with

an additional 30% planning to move in

the next one to three years. With this

kind of shift, HCM is well poised for

growth and will dominate the Cloud

HR services.

AUGUST 2016 |31

The needIndia is the world’s second most populous country in the world, and the fifth largest economy in terms of GDP when adjusting for international price differences. However, its per capita income in 2011 is only $3,600, placing India 129 out of around 184 countries. Despite this, India’s economy grew at a pace of 7.45% between 2000 to 2011, making it the world’s second-fastest growing major economy, according to, “Indian Social Enterprise Landscape Survey 2010”. The increasing urgent need to tackle social issues in more effective ways. At present, India’s rapidly growing economy has not managed to alleviate the extreme poverty of nearly half the country’s population that lives below the $1.25 per day poverty line. There are several reasons for this, including non-uniform infrastructure, low quality public good provision by the government (especially in health and education), and resource limitations. Successive governments have dealt with the complex problems at the root of tackling and alleviating the social challenges. Despite several initiatives, social inequalities remain even as we begin 2016 and we are very far from resolving some of our urgent social challenges like homelessness, malnutrition, illiteracy, substance abuse, gender-based violence, etc. The social sector has admirably addressed many of these burning issues but they have also been woefully underfunded, despite the CSR Bill and increasing Philanthropic donations. It is imperative that we look at addressing the social challenges in an innovative manner. In the traditional bifurcated system, social needs are primarily met through grants, CSR funds, non-repayable contributions, while capital markets are focussed on financial returns and economic growth. In addition, while the industry deals remarkably with economic consequences but more often than not, it largely doesn’t take into account social consequences in its primary business models. In recent times, however, a new sector that is bridging private,




public and social sector is emerging.

Emergence of a new converging economyA rising wave of social entrepreneurship is seeking to make meaningful difference to people’s lives. India’s vibrant social enterprise space is young in terms of years of operation, and nascent in terms of revenue size per enterprise. According to the Beyond Profit 2010 survey, about 68% of SEs have been in existence for five years or less. The social enterprises have several innovative business models. Enterprises could have a for-profit business models like Udhyogini; include collective ownership structures such as cooperatives and producer companies, like Waste Ventures, which “incubates solid waste management companies owned and operated by waste pickers”, not-for-profit structures, which make up a fifth of all social enterprises, such as Aravind Eye Care Hospitals, or have a business model that can be categorized as hybrid, wherein two or more entities, while not legally bound, work in close synergy with each other, usually because they are both founded by the same individual or individuals, like LifeSpring Hospitals. By definition, a social enterprise is a means to achieve sustainability through earned income. However, it is important to note the financial objectives differ among organisation. Social enterprises do not need to be profitable to be worthwhile. They can improve efficiency and effectiveness of an organisation by:

- reducing the need for donated funds- providing a more reliable diversified funding base; or- enhancing the quality of programmes by increasing market discipline Globally, there are multiple experiments in this space linking CSR, entrepreneurship and livelihood, including helping existing/traditional community businesses as CSR (e.g. Indian public sectors like Oil and Natural Gas

Thought Leader

-By Meena Vaidyanathanniiti consulting Pvt. Ltd.

AUGUST 2016 |32

This trend is gaining ground in India as well. Mahindra Finance and Marico have partnered with social venture fund Villgro to finance startups by using their corporate social responsibility (CSR) budget. The new Companies Act amendment allows such funding though incubators as CSR contributions, according to economictimes.

Companies can create shared value opportunities in three ways:• Reconceiving products and markets - Companies can meet social needs while better serving existing markets, accessing new ones, or lowering costs through innovation• Redefining productivity in the value chain - Companies can improve the quality, quantity, cost, and reliability of inputs and distribution while they simultaneously act as a steward for essential natural resources and drive economic and social development• Enabling local cluster development - Companies do not operate in isolation from their surroundings. To compete and thrive, they rely on an ecosystem of players, all collaborating to create enhanced value and improved sustainability. Our future ability to meet growing needs in education, healthcare, energy, climate change, and the inclusion of vulnerable populations such as seniors, people with disabilities, requires an integrated approach to link and unlock economic and social value.

About MeenaMeena Vaidyanathan, has a double Masters degree in biotechnology and business management and a certificate holder in Social Entrepreneurship from INSEAD, has worked with Monsanto, Honeywell and HCL Technologies. She founded niiti consulting Pvt. Ltd. in 2010, with the aim of supporting and enabling programmes and organisations

that create large scale social impact. Meena has led many projects with educational and

healthcare institutions, NGOs, corporates and social enterprises alike. niiti also conducts training workshops on topics of social relevance for professionals like

sexual harassment at work place, monitoring and evaluating social

impact, CSR reporting, leveraging social media for community

mobilization, etc. through its programme called Doer’s Labs.

Corporation- ONGC- trying to promote local craft); using/leveraging social innovations/businesses as an extension of the company’s business strategy with tighter alignment (e.g. U.S. company Patagonia using recycled denim for their textile products); and linking social innovation with entrepreneurship, while keeping and treating them distinct from core businesses (e.g. Tata Steel / Usha Martin’s effort to empower local communities through entrepreneurship). Many companies in India are looking to this model for bringing about sustainability to their programmes.

The concept of shared value could lead to large scale social Innovation The concept of shared value seeks to promote inclusive growth as a key agenda in India’s economic growth story. Corporations are finding new ways to accelerate growth and increase competitive advantage through innovative business models that meet societal needs and help create impact at scale. A well-known shared value example is that of Nestle, that decided to train and assist cocoa smallholder farmers to foster rural development while ensuring a reliable supply of high quality raw materials. This rural development strategy has had a direct impact in furthering the company’s business goals while at the same time ensuring sustainability of critical stakeholders in the supply chain. Small-scale initiatives of this nature could also be important test-beds for large-scale sustainable solutions. Strategically implementing and networking among small scale initiatives can create an environment that supports large-scale change by connecting relevant stakeholders and groups, such as from the policy or business domain. Many new emerging businesses like solar energy storage and distribution, waste management, etc. were considered as small scale social innovations just a few years ago. But they are considered the sunrise industries of today. The impact investment market is currently worth around $50 billion (£30 billion) globally, but it is estimated to be worth $1 trillion (£600 billion) in the next five years. This is because the lines between investment portfolios and philanthropic objectives are becoming blurred and impact investing could soon be part of everyone’s asset allocation, according to blue and green tomorrow.

Meena VaidyanathanFounderniiti consulting Pvt. Ltd.

AUGUST 2016 |33

In this advanced Information Age, businesses find it very difficult to exist without use of Technology.

Whereas, HR is a very vast function in any company covering activities right from recruitment, performance appraisals to the entire Employee lifecycle management. Handling this manually without the use of any Intranet or HR tools can be extremely difficult and time consuming.

HR Technology Companies with their expertise and software help to simplify the tasks of the HR Executives. The Netcomm Labs have created a ready to use Intranet product called “Officenet”, which is proved to be the most beneficial tool for the HR Executives.

The Complete HR SuiteOfficenet Today is a complete HR Suite with all the features required by the HR teams for Employee Self Service, Employee Engagement, Communication and Collaboration. Being a company’s Intranet, Officenet acts as a single window platform for Employee’s to fill and submit their

online requisitions following the automated approval workflow

matrix. These could be in the form of leave requests, travel

claims, help desk queries, downloading company policies or just sharing and sending their suggestions.

For the Enterprises using

Officenet: Everything an HRExecutive needs in One Product

“Sonali Chowdhry

Founder & Director of Marketing

Our clients should see us as an established domes�c player,

experienced en�ty wi� focus on giving a reasonably

priced, customized HR solu�on for any Industry

from 100 to 10000 employees



1010

AUGUST 2016 |34

Officenet, Netcomm Labs do customize the workflows as per the clients’ requirements besides also changes the design interface of product to match the company's brand guidelines.

The Officenet includes features like: My page, for the personal space on Intranet; Performance Management, for an effective PMS tool with goal setting, multiple review & balanced score cards; Leave Management, for the leave applications & related procedures; Blog, for group discussions & moderation; Travel Management; Recruitment, to automate the recruitment procedure; Knowledge Base, for sharing documents with access & version control; ESS Workflows; Employee Directory, for searching and reaching out by location, department or designation; Company News, for daily news feed exclusively for the employee base; Surveys, for seeking employee opinion on any issue and Training Calendar, for scheduling trainings, getting feedbacks and nominations.

The Tale of FoundationSonali Chowdhry, Founder and Director of Marketing of Netcomm Labs, is equipped with 15 years of entrepreneurial zeal and experience gathered during her tenure at NIIT R & D. Armed with a degree in Business Administration, Sonali knew that it was the right timing to make a foray into the arena of Web Technology.

The company has started initially as a Web Design firm, which diversified into the area of Enterprise Web Applications, Ecommerce & Mobile Apps which are the new market

demands today. “Officenet Intranet is our flagship HR product which has been deployed in 100+ enterprises in the 5-6 years. Indigenously built with a rich HR experience gathered over time from customers and a complete ‘Hire’ to ‘Retire’ feature-list of modules, available both on cloud & on premise”, says Sonali.

The Tac-Tics Followed to LeadThe team of Netcomm Labs knows very well that, employees would like to engage with any HR tool only when it is sticky enough for them to come back daily. It should also be vibrant & well represented in the UI, layout and content.

With companies today talking about Social Intranets, Netcomm Labs have built the features like Idea box which has elements like Facebook to comment, like, share stories & articles. HR can run online surveys, opinion polls and get to see the popularity of content being posted by them.

Also, features like Knowledge Base add value as information which is repeatedly required gets archived within the folders. Users can create groups and assign rights of usage to different set of employees making it a role based repository with access and version control. Imagine being able to retrieve all the Company Newsletters or specific SOP’s at a click of a button!

Officenet deployment takes almost 6-8 weeks, which includes the customization & changes as per a specific enterprise requirements. This is the strongest USP along with the HR domain expertise which Officenet brings with the constant enhancement

and enrichment of the feature-list.

Netcomm Labs believes Good Customer references have played a significant role in the increasing deployments on the PAN India basis.

Persevering to Meet up the Rising ExpectationsAn agile development process that interacts with the customer at every stage has been helpful towards building the right HR solution for the domestic market. A modular product delivery, which is scalable has helped the company to offer a competitive pricing.

Growing economies will always pressurize companies to retain and recruit the best talent. HR tools like Officenet will help in making the first impact by showing a progressive work culture to a new joinee and also adding transparency to the entire process of HRD. Be it appraisals, trainings, reimbursements, whistle blower policies or publishing the company blog.

Netcomm Labs knows very well that, as long as HR functionaries continue their belief to harness technology to look after their most important asset till then the HR technology will need to continue to persevere to meet up to the rising expectations.



1010

AUGUST 2016 |35



1010

It seems that in this day and age,

the word ‘sale” has become more

of a four-letter word rather than

what the true phrase it was intended to

be. The sales industry is undergoing

enormous change. The evolution of the

Internet as well as innovations in

multi-media and technology have

altered the buying journey, forcing

sales organizations and salespeople to

change how they pursue and win

business.

Words like ‘the back and forth’ and

‘the bottom line’ are thrown around all

day without any clear definition. It

shreds the fabric of trust and

believability, with no one going

anywhere. NextGen Sales Services is

proud, as a corporation, to separate

themselves from the contrite and strive

to build as a brand of service first and a

one stop sales solution destination.

Sales Talent Search

NextGen knows that the company’s

revenue and expansion is dependent on

the sales. NextGen Sales Solution is

helping the client companies

to build their businesses

through the efficient

acquisition with the best

qualified sales talent.

Focusing their efforts on

locating and placing top

performers in Sales, Sales

Management and Marketing

they don’t shirk on the

individuals who give back

NextGen Sales Solutions:Passionate About Sales

Rajesh Shethia MD

We provide one stop customized solu�ons to all our clients’needs by catering to �eir talent requirements right from entry level to Top Management“ “

AUGUST 2016 |36

disproportionate values to their

employers. No matter how complex a

hiring process may be, the sales

hunters of NextGen are always up to

the task. With the huge success of

Sales Talent Search, the company has

added 2 more services, Sales Skills

Assessment and Trainers Galore.

Sales Skill Assessment is a tool which

will help the organizations to spot the

right talent, eliminate those who need

eliminating, build up those on whom

the future of the organization lies, and

retain potential talents. This technique

is effective because it allows

evaluating the needed skills to excel in

sales. This tool provided by NextGen is

effective because it is very objective,

gives a firsthand view of sales team

potentials, covers more than 50 sales

skill and it is very easy to interpret.

Good training is the key ingredient for

any company to have a powerful team

that is able to produce, deliver and

excel. However, companies often need

to focus mainly on their core business,

instead of having a costly in-house

permanent training department. That’s

where Trainers Galore plays its role,

they have the best selection of talented

trainers that can offer all the benefits of

having own dedicated trainers, without

having the usual costs and hassles of

having your own training department

and staff.

Force That Drives The Company

After leading and working for some

renowned brands such as Tata

Interactive Systems, HDFC Bank,

Airtel, Coca – Cola, etc. Rajesh

Shethia, MD of NextGen Sales

Solution realized that a lot of

recruiting consultancies are falling



1010

short in delivering superlative Sales

talent to its clients. His own HR

leadership skills have been a major

force driving the company to

understand recruitment challenges

faced by organizations and planning

services to help them attain HR goals.

“Our experience and complete

familiarity with the industry’s latest

trends and Human resources helps us

understand the requirement faster and

bring skilled talent to organizations”,

Rajesh assert.

Works exclusively for Sales Talent

Acquisition

In the competitive bound recruitment

industry, the foremost objective

recruiters have is to grasp the right

talent. Choosing efficient contenders

from a huge pool of job aspirants has

posed a daunting task, even for the best

Talent Search Companies. Proficient

implementation of such task requires

understanding the nerve of the

businesses. This helps identifying the

kind of talent required by the

companies and picking up the right

talent in the right sector. To perform

this task with efficiency and excellence

in the business of talent search Rajesh

Shethia founded a sales solutions

company. Though a strong competition

is prevailing in the recruitment

industry but there aren’t and recruiting

firm which work exclusively for Sales

Talent acquisition. Because of working

and focusing on just one part of

market, i.e., Sales, NextGen is the best

pick for the sales solutions.

Specialized in the Art of Finding the

Right Talent

The day to day changes in the

paradigm of global business is

directing the business leaders in a

continuous search for new resources

with a competitive advantage in order

to sustain in the long run. Adhering to

these changing trends, NextGen Sales

Solutions works actively to find the

best set of employees who can fit in

culturally and in terms of skill in their

clients’ profiles. The company has

specialized in the art of finding the

right talent that perfectly suits

organizational needs and expectations.

Working with the leading MNC’s and

large Indian firms across industries also

guides the consultancy to acknowledge

the growing trends in the market and

the changed actions among its

customers.

Journey Towards the Pinnacle

NextGen is planning to expand their

business overseas and is all set to

extend its branches in Mumbai, Delhi

and Chennai by the end of next year. In

a scenario where many competitors are

busy in expanding the number of

clients, NextGen Sales Solutions is

focused on working with limited

customers by rigidly following the

processes designed for their clients’

requirements.

From the valued sales recruiting, in-

depth skills assessment, and step-by-

step training, NextGen Sales Solutions

does everything to ensure that

difference equates to profit. They know

how much both service and the bottom

line means for organizations, and their

highly skilled management team does

everything, from their end, to meet

customer expectations.

AUGUST 2016 |37

The concept of HR outsourcing came about to enable the CEO and Heads of corporations to

concentrate on their core business, leaving the entire responsibility of managing the Human Resources to professionals in that domain.

PACE Global HR Consulting is an innovative HR consulting firm offering various HR services and providing proven methods for positively transforming the HR functions. The focus is on improved efficiency and effectiveness which in turn leads to better business results. PACE offers the entire HR life cycle services under one roof. “We innovate HR practices and do not benchmark other companies,” says Girish Nair, Founder & CEO.

PACE helps organizations to maximize the potential of every employee, thereby aiding business growth and in the process aligning the HR strategy to the organizational strategy. Specializing in People (P), Acquisition (A), Culture Building(C) & Talent Engagement (E), PACE helps companies by effectively managing the ever growing complexities in the HR arena, thereby helping them utilize

their own resources in the best possible way.

Headquartered in Bangalore (India) and with branches in

Perth and Dubai, PACE provides expertise in various domains and industry verticals. Based on experiential learning, the PACE team brings to the table

PACE Global HR Consulting Services:An Innovative HR Boutique for end-to-endServices of the HR Life Cycle

Girish NairFounder & CEO

“What is non-core to you is core to us



1010

“

AUGUST 2016 |38

an innovative HR approach. They are professional, transparent, knowledgeable, team oriented and provide an environment which is conducive to learning.

Artisan Behind PACEGirish Nair, Founder & CEO of PACE Global HR Consulting, holds a Master’s in Business Administration (HR) and is also a Graduate in Law. He has been accredited with a number of HR certifications and has done an Executive Education program from the Harvard Business school.

Girish started his career by serving the Indian Army as a short service commissioned officer. In his earlier roles, he was associated with organizations like Satyam (now Tech Mahindra) where he played a vital role in the re-engineering and outsourcing of HR operational transactions under the banner of Virtual Delivery Systems (VDS); Aztec soft- (now Mind tree consulting) as a Global Head of HR he spearheaded the implementation of strategic HR initiatives - including PCMM (People Capability Maturity Model) Level 5 Certification. He was also the Corporate VP and Head-HR for Aircel, India, where he was responsible for formulation and implementation of Aircel’s HR strategies and policies for its PAN-India operations.

Services with an Innovative HR ApproachPace is an innovative HR boutique firm which offers end to end services of the HR life cycle to include:

HR Outsourcing PACE offers its services in running the HR department on an outsourced model either as a whole or in managing a few functions of HR which are not strategic in nature.

HR Consulting Human resource consulting has emerged from the concept of management consulting . Pace addresses the issues faced in HR and provides optimum solutions for the same.

People Acquisition PACE combines strategy, expertise and efficiency in covering all aspects of talent acquisition. Customized solutions are integrated with talent acquisition strategies, global recruiting resources, competency-based methodologies, and a flexible service delivery model.

Learning & Culture PACE manages their clients learning needs through the third-party ownership (TPO) model. They achieve this by building a highly skilled and engaged workforce through learning and development strategies focused on core competencies. At PACE, they analyse and understand the business goals and the company culture before they embark on tailor made solutions for that company.

E-HRMIS PACE offers HRMIS products on Cloud and on a SaaS model by Partnering with HR Product companies covering all aspects of HR. e-HR brings about consistency, improves quality thereby improving employee satisfaction, maximizes technology potential, and is very cost effective. They also offer a wide range of HR products to enhance operational efficiency.

Legal HR The Indian law in relation to Human Resources (HR) is a complex combination of Central and State laws. Diverse laws govern the various aspects of HR such as employee

compensation, harassment, safety at workplace, termination, corrective action, policies, procedures, benefits, administration and records maintenance. PACE provides assistance in the same.

CHRO ServicesA CHRO can be a strong link between the existing HR department and the CEO of an organization. It also provides a strong leadership role for the company. PACE offers unique CHRO Services though which it intends to plant a HR strategist in the client company, with years of experience in a leadership role to act as an advisor to the existing management.

PACE Outbound PACE Outbound offers an exclusive outbound experience where employees can take a break from their routine jobs and spend a day in scenic outdoor locations, enjoying team building activities which are a blend of learning and fun.

Benefits to PACE ClientsPACE clients get benefitted by various services such as HR and Business Advisory, cost reduction, enhanced delivery, effective utilisation of resources, Innovative and customised HR solutions, Strategic HR partnership, HR certifications and awards and Experiential learning through outbound trainings.

‘The Future is HR Outsourcing’While reflecting on the future of HR Outsourcing Girish says, “We have the first mover advantage of setting in the right foundation and now we are capable of building on these foundations with mature delivery models which has resulted in increased client satisfaction levels since 2009”



1010

AUGUST 2016 |39

Placewell HRD Consultant has established in 2004, with an overriding objective of

providing recruitment assistance and reliable placement solutions for international clients. Headquartered in Hyderabad, Andhra Pradesh, India, Placewell has a strategic network of associates and representatives in Gulf, Africa and European regions to cater the placement needs of clients. The company is recognized & approved by Ministry Of Education And Ministry Of Science & Technology, Ethiopia to recruit academic expatriates for colleges and Universities. Also, recognized & approved by Ministry Of Health, Ethiopia to recruit Medical and Non-Medical Professionals Today, Placewell is providing overseas recruitment support services for International Universities, Multinational companies, Small/ Medium sized enterprises, Manufacturing companies, Trading organizations and many more. Placewell’s core competence is to offer tailored, cost-competitive, time-to-market and end-to-end recruitment Solutions. At Placewell, they emphasize on extending value-driven recruitment services to their clients. They also ensure prospering career

opportunities for job seekers by consolidating the employers’

high-growth areas.

The company helps the people to get prosperous jobs and lucrative career offers overseas professional workforce, semi-professional workers, skilled employees, semi-skilled personnel, un-skilled labour.

Placewell HRD Consultants:Comprehensive Range of Overseas Recruitment Services

““Mr. D.S. Reddy

Chief Executive Ofcer

We have in-dep� knowledge andexperience in gauging �e requirements ofeach posi�on based on �e industry, loca�on, country andresponsibility, to form effec�ve searchstrategy and recruitment process



1010

AUGUST 2016 |40

Placewell’s experienced team addresses the Talent Assessment, Talent Acquisition, Talent Training and Talent Deployment needs of clients. Thus, they ensure them to have an effective Talent Management practice in place. Based in India, Placewell has developed industry-specific talent databank of professionals, technicians, executives, experts, supporting staff, etc. Using this large pool of database, they search, select, test and place professionals with the clients across the globe. Thus, they address their technical and professional recruitment needs.

Adept behind PlacewellMr. D.S. Reddy, Chief Executive Officer of Placewell HRD Consultant, is a Chartered Accountant by profession. He has over two decades of rich experience in Finance, Management and Human Resource consulting domains. He has successfully worked in many senior level positions to lead the teams of Finance.

Prior to establishing Placewell, Mr. D.S. Reddy has worked with many prominent organizations nationally and internationally. With the real-time experience, he garnered over the years, Mr. Reddy has conceptualized Placewell as his brainchild in 2004. With his perseverance, hard work, integrity, planning and business acumen, he spearheads the operations of Placewell. Today, under his aegis, Placewell is considered as one of the reliable source for total overseas recruitments and gained the confidence of organizations of international repute across the globe.

Placewell’s Superior ServicesIn Placewell's Employer Services, they provide the highly targeted, fully skilled and totally professional approaches in recruitment, selection and evaluation processes. Their team possesses extensive experience in the

human resources (HR) domain. Their operations are driven by exclusive teams of Business Development, Sales, Promotion, Recruitments, Panel of Expert Interviewers, Domain specific Subject Matter Experts, HR Executives, Travel Helpdesk Personnel, etc. Today, the company is considered as thought-leaders in providing industry-rich employer services to cater their recruitment and placement needs. They have extensive expertise in recruiting executives, professionals, technicians, support staff, draftsmen, etc. in diverse industry verticals.

Placewell provide all their clients an assured Triple Guarantee. It includes Fixed Fee Agreement, for cost-effective recruitment assistance. Total Commitment, they assure you for not recruiting the selected/ shortlisted candidates for other positions with other clients in any circumstances. Re-organizing the Process, they provide you complete assurance to re-organize the search process in case the selected candidate is terminated from the organization within the mutually agreed time period. Placewell’s team is fully equipped with industry-specific expertise and domain experience to provide comprehensive placement assistance for clients. They support clients in diverse business domains such as Accounting & Finance, Administration, Infrastructure, Construction & Engineering, IT and Telecommunications, Medical & Legal, Oil & Gas, Production, Retail/FMCG, Procurement & Commissioning, Sales & Marketing, Healthcare, Manufacturing and many more.

Placewell emphasizes on bridging the gap between clients’ expectations and performance of Indian professionals. In case of technical placements for overseas openings, they conduct rigorous technical examinations using

their state-of-the-art Trade Testing Center. They also ensure to conduct interviews and other screening tests using skilled consultants and subject matter experts as part of a panel of interviewers. Thus, they help both candidates and clients.

Placewell offers a broad range of Outsourcing Services for employers. Their services are aimed to fit into their existing operational, business and organizational frameworks, workplace environment and production expectations.

Outsourcing services include Conducting Trade Testing, where they have Trade Testing Center, which is useful in identifying and evaluating technical talent under the supervision of technical team of observers and experts; Medical Tests; Visa Process and Travel Helpdesk Support. Placewell has been following the vision to accomplish the leadership position in overseas recruitment services across the globe for diverse business sectors and exceed the expectations of clients and the mission to deliver business-ready, responsive and reliable recruitment, overseas talent management solutions to valued clients on a consistent and cost-effective manner, and foster long-term professional relationships with them. To realize their vision, they adopt the few mission objectives such as providing recruitment services in quicker manner, help clients and address all their overseas placement needs, adopt high levels of quality in the entire selection process, build better bonds with clients with total customer focus, use the best-in-class quality benchmarks, complete each of the recruitment assignment in cost-effective manner, address the requirements of clients with effective delivery models and support diverse business verticals.



1010

AUGUST 2016 |41

What is gender sensitivity? Is it the same as gender equality? Are workplaces in today’s India gender sensitive? Is sexual harassment of

women in the workplace on the rise? These are some of the burning questions and issues at hand in today’s work environment. Multiple companies across all industry sectors are beginning to take note of these issues and address them. While this proactive approach is seen in some organisations, many others have been slow to recognize the need while the rest have completely ignored it.

Gender sensitivity essentially refers to making women’s as well as men’s concerns and experiences an integral dimension of all policies and programs in an organization so that women and men benefit equally and inequality is not perpetuated. Gender issues are sensitive and complicated and affect both women and men regardless of status. The ability of an organization to identify and handle gender inequality and gender discrimination underpins its success in creating a gender sensitive and inclusive work culture. Ultimately, the goal is to achieve gender equality.

What about sexual harassment? Sexual harassment at the workplace has seen a steady rise in India. Though this has undoubtedly been the case for a while now, it is being

Gender Sensitivity and Sexual Harassment of

Women at the Workplacereported more openly and bravely as opposed to a few years ago. This radical shift can primarily be attributed to the enactment of the recent law in India - Sexual Harassment of Women at the Workplace (Prevention, Prohibition & Redressal) Act, 2013. From a global standpoint, most countries have adopted some form of legislation at the national level that covers the issue of sexual harassment but a growing number of countries like India have adopted a specific legislation for the same. The International Labour Organization (ILO) also has standards and guidelines on prevention of sexual harassment at the workplace. So what exactly is Sexual Harassment? Sexual harassment is a manifestation of gender discrimination and is defined by the law as:• Unwelcome acts or behavior (whether directly or by implication) such as physical contact or advances,• Requests for sexual favours and • Any other verbal or physical conduct that is of a sexual nature. The law mandates that every company that has 10 or

employees is required to formulate a Prevention of Sexual Harassment

policy in accordance with the Act, constitute an

Internal

CXO Standpoint

AUGUST 2016 |42

Complaints Committee to handle sexual harassment issues, sensitize its entire workforce on prevention, prohibition and redressal of sexual harassment of women in the workplace and handle any incidents of sexual harassment as per the inquiry procedure laid down by the law. Failure to do any of the above is a serious non-compliance and constitutes a violation of the law. There are serious penalties for the organization including cancellation of their business license apart from fines.

India Inc. is now in its third year of compliance with the Act. While there are a large number of companies that have implemented this law, there is still a long way to go before we can achieve total compliance. Larger corporations, both Indian and multi-national, are more pro-active and compliant than the small and medium sized organizations. Smaller companies have a tendency to think that the law does not apply to them and hence an alarmingly large number of such companies are non-compliant. Therefore, awareness is the need of the hour. Compliance to this law and subscribing to the philosophy of zero tolerance to sexual harassment at the workplace must be more vigorously advocated. Although national forums and federations are broadly addressing gender sensitivity and sexual harassment issues, a greater thrust is warranted from all the stakeholders – the government, society, managements of companies and the workforce itself. Management personnel and employees must be made aware of the implications of sexual harassment, its impact on the individual(s) and the organization, identification of such behavior, appropriate handling of sexual harassment issues/incidents and the manner of conducting oneself within the work environment.

It is time to recognize that women are an important and integral part of our workforce. Women bring in balance and diversity and more importantly emotional intelligence which is an essential element for corporate success. It is therefore important for every employee of every organization to be sensitive, respectful, watchful and inclusive. One must not be afraid and must speak up against any form of sexual harassment.

Despite the existence of an eclectic attitude and approach to sexual harassment in our country and although a lot more needs to be done in this sphere, sexual harassment free workplaces can become a reality. Pro-active, aware and empowered companies along with their employees can be agents of change and create a sexual harassment free workplace where both women and men are treated with dignity, equality and respect.

CXO Standpoint

Pooja Prabhakar Executive Director

BCP Associates

AUGUST 2016 |43

Employees represent an organization. A poor representation trickles down

through organizations and puts cost on large companies in a significant amount per employee. On the other hand, organizations across the country invest annually a substantial amount of money on the leadership training for emerging leaders. But, unfortunately they fail to act accordingly in the development and bringing advancement to the organization. Research conducted by Hogan and colleagues even suggests that, 'half of all leaders are derailed, and costing their companies upward of $1 million each'.There is an immense need of training programs which empower employees, impart new skills and improve existing skills for increasing the business productivity.

Focusing on development than just deliverables, Vyakta, a consulting firm has emerged with their premium programs in communication, behavior and leadership, simultaneously helping companies win in business by developing talent and aligning it with their organizational strategy. Vyakta

connects development of the people with business strategy.

Vyakta’s services range from designing learning programs for capability development to advising businesses on what people strategy would align best with the business goals.

Under Vyakta’s coaching

Vyakta: EmpoweringYour Talent

Ashish Kumar JhaFounder

“



1010

“We apply �e principles of learningstrategies and data analy�cs to build rigorousmodels relevant to each individual's needs

AUGUST 2016 |44

pattern, they start with studying individual’s problems and finding the gaps. They connect those gaps by designing an effective program for their long-lasting success. For that they conduct 3 to 4 months long-term learning programs which bring a deeper understanding of the concepts than just conducting sessions.

Vyakta’s premium, focused and different programs are not only designed to train the employees, but involves the valiant efforts by the team such as coaching, follow-up, guiding while learning, and this is the reason, Vyakta is becoming the need of the hour for leading industries.

Vyakta’ sprofessional learning programs in communication, behavior and leadership are well received by many reputed organizations such as L&T, Asian Paints, Sun Pharma, General Mills, BASF... to name a few.Vyakta has won several awards for research papers in the space of learning strategies. One of the notable papers was “Lifting the Karna's Curse” - Best Paper Award at the HR Summit 2015 by Mr V Kishore Kumar, a partner at Vyakta.

An Erudite behind Vyakta

Ashish Kumar Jha, Founder of Vyakta,is a Journalism graduate. He started his career as a news reporter with the Indian Express in New Delhi and later worked with The Statesman in Kolkata. Ashish switched to being a coach in pursuit of an opportunity to shape the lives of unemployed youth by enabling them to find gainful employment.

In 2009, he started working with corporate organisations and his early

success with companies like L&T laid the foundation for starting Vyakta in 2010. He was further trained at ISB, Hyderabad through their executive courses in Strategy and Business.

An avid reader, Ashish believes that making people more capable to pursue their dreams makes not just good business sense, but also contributes towards an inclusive and progressive society.

Adopting innovative approachesVyakta embraces the culture of result oriented work environment.The team at Vyakta is driven by the values of care for the learner and rigour in learning.Vyakta understands that the team’s skills development is essential for driving innovation. They invest significantly in the development of their own people. Vyakta’s strategy encompasses hiring of those people who share Vyakta’s value system, who are committed to their own development as professionals and are audacious in adopting innovative approaches to solution design.

Vyakta builds long term interventions interspersed with personal coaching to ensure that the learning transcends to habit change in individuals. At Vyakta, the team enjoys high levels of autonomy and is encouraged to be result focussed.

At the clients’ end, Vyakta commits to the end results and offers differentiated learning programs. Their clients engage them to tackle some of their unique and complex problems that cannot be solved by conventional methods. Vyakta believes in “quality over quantity”, they build a few relationships at a time and invest in nurturing it so that their solutions truly add value to the client’s business.

Care for the Learner and Rigour in LearningCare for the learner and rigour in learning have been the key values of Vyakta. Businesses face challenges all the time. At Vyakta, whenever the company face it they go back to the drawing board with the commitment that they cannot give up on someone who has entrusted them with their development.

Astonishing Clients with Innovative StrategiesVyakta’s high levels of customer loyalty have been a result of absolute commitment to end results. Unlike most other companies in this space, Vyakta takes full ownership of the development of the people. Vyakta’s high calibre team continuously engages with the client to gauge client satisfaction levels. They share the insights from their in-house research in learning strategies, which is helpful to them even beyond the scope of their engagement.

Looking ahead towards the ExpansionVyakta is excited about becoming technology enabled to expand the scope and reach of the offerings. The new learning application will further personalise the learning needs. While reflecting on Vyakta’s technology solutions Ashish elaborates,“We are working towards building technology solutions that would not just improve the execution of L&D initiatives, but will also inform the decisions made towards investments, selection of right partners and staying on course with the rapidly changing external environment.”



1010

AUGUST 2016 |45

Qwhat were the risks involved while starting Operation ASHA and how you have addressed them?

A decade back, I decided to establish Operation ASHA with the aim of providing health solutions to the poorest of the poor. I decided to focus on Tuberculosis ( or TB, as its commonly known), the biggest health crisis in the world and in India. Unfortunately, in 2005, there was no awareness about TB, and no funds. TB was considered as the poor man’s disease, and neither politicians nor policy makers were interested. There was no established successful model for ensuring adherence to the difficult 6 months long treatment. There was no training information, nothing about dealing with socio cultural issues and stigma. So our biggest risk was that we might not succeed in our mission, the whole thing will fizzle out, and OpASHA will sink without trace. We solved these issues by carrying out

from different walks of life - lawyers, financers, doctors, and professors. Right from the beginning they've helped us not just in raising funds, but also in strategic decision making and governance issues. Extensive discussions with the Board help me to weigh the pros and cons of the two parts and then make an informed decision.

3. What are the things you have learnt from your mentors? One of my first mentors was my father, who always believed that truth shall prevail. Therefore Ibelieve that personal integrity is extremely important. I also believe that values percolate down the line and people imbibe the values of those at the helm of affairs. The Board of Directors mentored me extensively when I started OpASHA. I feel I’ve been a good doctor and a good person, but I knew very little about running an organization such as OpASHA, and next to nothing about finance and administration. To quote a small example, one of the board members told me not to depend solely upon volunteers, the reason being that there is no accountability, and it is better to give a proper wage to everyone. OpASHA has followed this principle from the day of its inception. Also, my teachers at medical school taught me that every life matters. Doctors don’t see religion or caste, only the patient. I’ve been lucky that I’ve learnt something or the other from almost every person I have met.

4. What roadblocks has Operation ASHA encountered while achieving success?One of the biggest roadblocks has been a lack of awareness about TB. When I started OpASHA, people all over the

extensive meetings with concerned stakeholders, patients and disadvantaged communities themselves, to understand what challenges they face. My 3 decades of experience as a doctor stood me in good stead. I was able to connect with TB patients and developed a comprehensive training material by incorporating feedback from patients and Community Health Workers. My Co-Founder and I accelerated advocacy efforts world wide with a view to throw light on this burning issue, and I think we have been largely successful in our mission.

2. Have you encountered situations within Operation ASHA where you have had to take critical decisions? If so, how have you overcome the situation? Yes, there have been times when one doesn’t know which path to choose. At one point of time there was a dilemma whether to invest funds in TB detection & treatment, or in developing a strong middle management team. This was a crucial and difficult decision. On one hand, we had our donors who wanted us to, very simply, treat patients. Most of our donors were in this category. They were funding OpASHA because they wanted to directly help TB patients. On the other hand, we were losing out on much needed funds because there was a gap in the ‘middle’, so to speak. We had the top management, which consisted of the President and CEO, and we had Community Health Workers, and nothing in between. We finally took the decision of investing valuable resources in the management team and in building capacity. But this was not an easy decision. One thing that helped us in taking this decision was that we have a very strong board of directors

AUGUST 2016 |46

Social Entrepreneurship-The Road Less Travelled

Interview With Inside Success

Dr. Shelly BatraCo-founder & President

Operation ASHA

world believed that TB went out with the plague. So it’s been very difficult to make people believe that TB is the biggest infectious killer in the world. Lack of awareness translates into lack of funds, so fundraising has been a constant ongoing task. Being too cost effective has surprisingly worked against Op Asha, because high quality coupled with low cost turned out to be detrimental to developing partnerships. Certain organizations, would feel that that they are projected in a poor light because of Operation ASHA . Working with the government has been a double edged sword. While in certain countries such as Cambodia, the government has been supportive and encouraging, this has not been the casein India. OpASHA has been hugely successful in several states of India and has received tremendous support from government officials. But Op Asha has faced huge problems in starting work in some of the other states of India. In these states, though TB is rampant, surprisingly, we are not welcome at all. In some other states, we are welcome to work but without our technology. So, technology, which prevents data fudging and ensures high quality of work, is not welcome by all government officers for obvious reasons, rather it has proved a stumbling block while going to scale.

5. Your views on Entrepreneurship/ Leadership.I feel entrepreneurship is challenging, but very rewarding. I think the difficulties lie at a personal level. It is not easy to make a conscious decision to leave the oft-trodden path and forge ahead in a different direction altogether. I remember in the initial years, my life was miserable because many people made fun of me, and were contemptuous and judgmental. I think on this road, there are less of bouquets and more of brick bats. Most entrepreneurs travel a rocky and uphill road, and their lives are fraught with uncertainty–and they have to cope with the fear of failure. This is true especially for those social enterpriseswhich are not generating

strong presence online by teaching a webinar for the CORE Group on the subject of Pediatric TB. She has represented Operation ASHA which was on the board of the Stop-TB partnership, a wing of the World Health Organization. Her warm personality and integrity is a tremendous asset to Operation ASHA. In 2010, Shelly was declared an AshokaChangemaker in view of her outstanding innovations in TB treatment and innovative methodology.

With her extensive medical knowledge and in-depth understanding, she brings the experience necessary for running a health NGO. She is skilled at donor relations and fundraising, and is a highly sought out speaker to represent OpASHA at numerous national and international platforms. Most recently, she was invited by the World Bank in Oct 2014 to do a TEDx talk, she was also the keynote speaker at Social Enterprise Summit, Geneva Health Forum 2014, and a panelist at the World Economic Forum on East Asia 2014 in Manila.

Dr. Batra has been the recipient of multiple awards, accolades and recognitions, including the Exemplary Contribution Award for selfless work for the underserved, given by the Indian Medical Association. She holds an M.D. from King George's Medical College, India.

Shelly is a powerful advocate for better policies in TB across the world. Her concern for the needy goes beyond TB, as she believes in health and a better life for all. In collaboration with others, she has started a social enterprise called SAATHI to provide clean drinking water at an affordable price to those living at the bottom of the pyramid.

revenue and therefore find it extremely difficult to be sustainable. Yet, the rewards that are received after putting in years of hard work, though not proportionate, are truly worth the effort because of the positive ways in which they affect society. Results matter. Patients recover and gain health and productivity. Inspite of daily and constant difficulties, life is worth living after all.

About Dr. SHELLY BATRADr. Shelly Batra is a Co-founder & President of Operation ASHA.

Dr. Shelly Batra co-founded Operation ASHA and has led the organization as President since 2005.

Shelly is Social Entrepreneur of the year 2014, awarded by Schwab Foundation. She is alsoan AshokaChangemaker and a best-selling Penguin author. She is a highly renownedSenior Obstetrician and Gynecologist, and Advanced Laparoscopy Surgeon, in New Delhi, India.Shelly’s dedication to ‘reaching the unreached’ started in 1991, when Shelly went into the heart of the slums in Delhi. Shelly provided pro-bono life-saving treatments and operations as well as free consultations, medicines and counseling. She is actively involved with the Free Patient Department of Batra Hospital and Medical Research Center which is run for the benefit of poor patients. Shelly has contributed heavily through various media channels, such as television stations and newspapers, to impart medical knowledge and create awareness.

Shelly has taught on Global Health Issues at the University of Chicago, Harris School of Public Policy, and has lectured at major universities, including Harvard School of Public Health, University of Illinois, UC Berkeley and Indian Institute of Science. She was an invited guest lecturer to deliver the Hippocrates Society Women in Medicine lecture at Wellesley College. Shelly has also a

AUGUST 2016 |47