Insights success the 10 fastest growing hr solution provider companies august 2016

Gender Sensitivity and Social EntrepreneurshipSexual Harassment of The Road Less Travelled Women at the Workplace Dr. Shelly Batra Operation ASHA

Pooja Prabhakar BCP Associates

www.insightssuccess.in

Evolving from CSR (Corporate Social Responsibility) to CSV (Creating Shared Value)

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The Fastest Growing HR Solution Provider

Meena Vaidyanathan niiti consulting Pvt. Ltd.

August 2016

The way of business solutions Enterprise of The Month

K Srinivas Rao Chief Strategist & Partner The Strategist

Anuj Gupta Chief Strategic Ofcer

Highlights Creating a Positive Culture for Better Workplace Pradeep Agarwal Chief Operating Ofcer

Go Green Japan’s Spectacular Breakthrough in Wireless Energy Transmission

hSenid:

Editor’s Pick Stumbling Blocks before Management Consulting Firms

Empowers People and Organisations with Creative Innovation in Human Resources Solution

Editorial

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fficacious HR planning gives the thumbs up to the management 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.

Strategic HR Planning for Innovative Services

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 sourceof-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. Sonal Burghate

August 2016

Contents Cover Story

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10

The Fastest Growing HR Solution Provider

6 Editor’s Pick Stumbling Blocks before Management Consulting Firms

24 Highlights Creating a Positive Culture for Better Workplace

18 Go Green Japan’s Spectacular Breakthrough in Wireless Energy Transmission

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Interview with Insights Success

CXO Standpoint

32 Evolving from CSR (Corporate Social Responsibility) to CSV (Creating Shared Value)

42 Gender Sensitivity and Sexual Harassment of Women at the Workplace

Dr. Shelly Batra Co-founder & President Operation ASHA

BIPS:

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Editor’s Pick

Stumbling Blocks before Management Consulting Firms

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or 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.

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

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

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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

AUGUST 2016 |

Editor’s Pick

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.

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.

While competing in this highly competitive marketplace,

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AUGUST 2016 |

Cover Story

Anuj Gupta Chief Strategic Officer

Pradeep Agarwal Chief Operating Officer

Cover Story

hSenid: Empowers

People and Organisations Creative Innovations in with Human Resources Solutions

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oday, 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.

Cover Story

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

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The Kingpins of hSenid Pradeep 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.

We strive to achieve our vision ‘Make life easy by using ICT’, by being dynamic and benchmarking ourselves against the best in the world 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.

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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.

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 Competent India is home to some of the fastest growing companies in

Cover Story 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 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:

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.

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 hSenid’s 4 Key Values helps them reach clients of Enduring Success across all the segments.

1. Acquiring their first Compared to their few clients: This is one competitors offering similar of the most difficult solution, despite years of tasks as it is always a presence they have not been Anuj Gupta Pradeep Agarwal leap of faith with able to achieve this goal. startups like hSenid.

Many of their competitive Chief Operating Officer Chief Strategic Officer With their experience, partners are showing network and an interest in partnering with awesome product they were able to get their first few clients hSenid and taking their solution to the market. to sign up and today, within a short time span of 18 months Invest in building an awesome product: There is no they acquire almost 2 enterprise logos every three weeks. single HRIS provider in India who offers an end to end For a startup operation, this is a rather significant solution with Indian localisation. Majority of the products achievement and the difference is an enterprise logo not available are strong in one particular area such as just a logo. recruitment, performance or leaning and development.

2. Giving confidence to their partners: hSenid’s strategy Similarly local players and many new entrants lack depth has always been “scale with partners”, therefore it's super and breadth of functionality. With 19 years of legacy they important for the clients to feel confident of their offer the most comprehensive HRIS with the ability of association with hSenid. Any relationship would go through localisation. In a nutshell, a truly global product with local its ups and downs and this is the time when hSenid has held flavor. up their end by securing their valuable connection. They Invest in people: They believe that people are their biggest had their share of differences but every partner who signed asset; with Pradeep's and Anuj’s background from Google up with hSenid is committed to the success of their and Microsoft respectively, they strongly believe that it is business. the people who help them to achieve big goals. They

Cover Story

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.

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 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

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”.

Enterprise of The Month

The Strategist: Transforming the People Practices through Innovation

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

& Academia-Survey & Research, Research Reports, Future Trends, 101 series, Tool kits. They have cutting edge technology products that act as HR enablers, like eHRP, myEdge, IGNITE, ADDA, myManager CONNECT and Gaming software.

The Learning & Leadership services includes, but are not limited to Learning Strategies, Competency Frameworks, Talent Profiling, Custom Learning Programs and Life Sciences.

Today, ‘The Strategist’ is crowned with their service verticals which consists of Advisory, Research, Technology, Learning As part of HR outsourcing the company offers services & Leadership, HRO, Psychometrics. ranging from managing end to end HR operations to handling specific functions like Exit Interviews, Voice of The Advisory wing of the firm specializes in HR & Biz Strategic Alignment, Values Deployment, Employer Branding, candidate etc. Their employee relations (Industrial relations) wing specializes in conducting ER capability Employee Engagement, Leavers DNA [Exits], Internal audits & workshops.

Communication, Succession Planning, Gen Y Readiness, Rewards & Recognition, Performance and Analytics.

The Psychometric tools consist of a battery of tests that ER/Industrial Relations HR Metrics & Analytics etc. assess everything from quality of hiring to identifying the Future Leaders. They also specialize in designing various The Research wing focuses on cutting edge research Applied training programs and learning interventions.

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 K Srinivas Rao Chief Strategist & Partner

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AUGUST 2016 |

Enterprise of The Month

The main strategy at The Strategist has always been to live up to the statement “To Be The Most Admired

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.

People Practices Firm and Enabling Business

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.

To Fuel Their Dreams

By Innovation And Intellect”

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 (Employee Engagement Inspiring Practices, Generation - Y Inspiring Practices, Rewards and Recognition Inspiring Practices, Internal Branding and Communication Inspiring Practices and Human Resources Inspiring Practices) 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.

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She has worked across various sizes of Family Owned Business, across multiindustries including Garments, Manufacturing, and Education. Shefali started her career with Tata Exports and moved on to work with various export houses in the Garments & Yarn industry including GTN exports, Indira Exports and Sanghi Group. Shefali is also Chief Creative Officer of “Devils Workshop”- a boutique corporate gifting studio. Shefali holds a Masters’ degree in International Business besides a diploma in Fashion Designing and Merchandising.

SHEFALI RAO, PARTNER & CHIEF FINANCIAL OFFICER

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.

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.He has a wide exposure of experience in the pharmaceutical industry in diversified roles including Medical Sales, Strategic Sourcing, Supply Chain Management, Clinical Operations and its allied areas.

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

AUGUST 2016 |

Enterprise of The Month

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.

Subbu Parameswaran Partner & Chief Leadership Architect Differentiating Strategies of The Strategist The 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, 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

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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 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 deviates 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 Techniques The 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, Partners Attention and Cutting edge solutions which directly impact business.

expecting to expand 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 Industry Inspiring advice by The Strategist to the youngsters is that ‘Entrepreneurship is a Five Day Test Match and not a T20 (Entrepreneurs

need to have patience & pursuance while operating in a diverse and complex economy like India.), Stay committed to your dreams and not to success(Dont change your plans too often or run after short terms success, stay put to your original dream and nurture it like a farmer.)

And Hunger & Humility are two best friends you need to feed (Hunger will

help you overcome failures easily as you dont have time to cry and Humility will help you overcome hangover success quickly and equalise you to be normal.)

Future Plans of The Strategist In the coming years, The Strategist is

AUGUST 2016 |

Go Green

JAPAN’S SPECTACULAR BREAKTHROUGH IN WIRELESS ENERGY TRANSMISSION

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uman-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.

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.

The Japanese breakthrough gives the hope that humans will This Space Solar Power System would define that solar one day be able to use an inexhaustible source of energy in power would be available anywhere on the earth, at any space. 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 ‘Breakthrough in wireless energy transmission’, What does antennae nearby 22,300 miles from the Earth, which could this mean exactly? It’s that humanity which has now take various decades to practically realize. JAXA has officially begun to realize one of the most aspiring thought evaluated that the system would probably not be ready until experiments of the 20th century - The Dyson Sphere.

2040 and they even haven't find out how to achieve the large structure they need into space, or how to develop it, or Japan is struggling to expand its scientific opportunities. how to maintain it.

The Japan Aerospace Exploration Agency (JAXA) has contributed to this major scientific achievement. With the Hats off to all those Scientists! Just imagine the power of use of microwaves, JAXA’s researchers were able to this innovation. When a great theoretical physicist and transmit 1.8 kilowatts of energy through the air to a receiver mathematician Freeman Dyson look through the science 170 feet away. There are no wires, no cables, no pipelines, fiction novel Star Maker, he was truly inspired to propose no trains, no trucks, no nothing. Just Energy. Through the what has become called as the Dyson Sphere, which is a air. Granted, it is not a lot of energy –1.8 kW is about wide range of solar panels that enclose the sun and beam sufficient to run an electric kettle, according to the reports. energy back to the Earth. Considering JAXA continues to improve this technology, and assuming it looks a major “This was the first time someone has managed to send a investment from the right parties, at the end of this modern high output of nearly 2 kilowatts of electric power through era we could have access to a renewable, sustainable source microwaves to a small target, with the use of a delicate of energy. directivity control device,” as per JAXA researches. Today,

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AUGUST 2016 |

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The Fastest Growing HR Solution Provider Human Resource for Every Organization’s Success

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or every organization’s success Human Resource has become the most valuable and essential element. For flourishing organizations, workforce has to be 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.

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The Fastest Growing HR Solution Provider

Management

Brief

Vic Gupta Director

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

BIPS bipsindia.in

Raju Monga Founder & CEO

BIPS is a company that specializes in providing talent recruitment solutions that caters to any client’s requirement across industries and nations.

HCM Info Systems hcminfosystems.com

Bhupesh Chaurasia Managing Partner

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.

hSenid hsenid.in

Pradeep Agarwal Chief Operating Officer Anuj Gupta Chief Strategic Officer

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

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

Company Name

Beehive Software beehivesoftware.in

Placewell HRD Consultants Mr. D. S. Reddy placewell.in Chief Executive Officer

NextGen Sales Solutions rajeshshethia.com

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

Placewell HRD Consultants is an end-to-end overseas recruitment services and placement consulting provider.

Rajesh Shethia MD

NextGen Sale Solutions is a leading Sales Solution company

The Strategist thestrategist.in

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.

Vyakta vyakta.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.

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The Fastest Growing HR Solution Provider

: The Most Advanced HR Software Solutions To Manage The Entire Employee Life Cycle 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 Vic Gupta operational modules like HRIS Director (Employee Information System), Recruitment Management System, Employee Self Service, Time & Attendance Management, Leave Management, Payroll We will never se le for less or make Management, Claims & Reimbursement, Performance false promises nei er to our Management, Training & employees nor to our clients Development, E-separation, Loan Management, Travel Management, Grievance Management, Letter Generation, here are plenty of HRMS Timesheet & Task Management, products in the market place.

Mobile App and HR Analytics Beehive is a clear market dashboards. leader by far, in this crowded place, because of its adaptability, Beehive Secure, Scalable and affordability and easy-on-the-eye Flexible Beehive HRMS is designed to interfaces that are designed to be be Secure, where sensitive data fields quick and user friendly. This product are encrypted and is hosted on is conceived, designed and made in Microsoft Azure and backups on India for Indian Companies and is also Amazon AWS. It allows a constant the first comprehensive solution for all monitoring of logins, VPN access and sizes of companies that can also be IP/Mac validation; Scalable, as it starts accessed via Mobile App and Tablets. with one module and add-on modules Leading with the motto “Bee The as required, and can be deployed as Future”, Beehive HRMS is built Enterprise Software while providing ground-up with Cloud First Strategy. unlimited data size for SaaS customers.

Beehive is committed to Innovation And, Flexible because you can choose and Excellence with significant your database - Oracle, MySQL or

T

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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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

Beehive for CXO 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

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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.

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Highlights

Creating a Positive Culture for Better Workplace

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ost 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

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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

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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.

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.

Recruitment It begins with an effective process like recruitment which is 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.

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

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stages along with periodic feedback.

Training Everyone should get enough time, sufďŹ cient 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.

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.

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 Communication: positive culture, encouragement, appreciation, and Communication should be clear, consistent and constant recognition should be steadily described by the company which may term a hallmark of operations in any culture. lead runners. Incentive programs, such as cash bonuses, a For an effective two-way process, communication requires trip, or other award functions for encouragement, for follow-up and feedback. Everyone should have an authority meeting and/or exceeding objectives and goals, are also to communicate, ask questions and seek elucidation of recommended. issues to avoid misunderstandings. In a positive Negative behavior has to be addressed. Individuals who do environment culture, everyone at the company enjoys a not choose, or are unable to embody the positive aspects sense of belonging and involvement. and goals set by the company, may be terminated. Often, such individuals decide on their own to seek employment The ability to hand over the responsibility is again another elsewhere. form of communication, easy way of informing and Once established, high standards, become the accepted involving others in an operation. In today's sophisticated norm in a positive culture, fostering teamwork and environment, being able to give responsibility may be a camaraderie. major factor in meeting customer expectations and

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The Fastest Growing HR Solution Provider

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

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ities 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.

Raju Monga Founder & CEO

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We deliver what we promise and we cover every range of recruitment

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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

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The Fastest Growing HR Solution Provider

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

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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 BIPS BIPS 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.”

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The Fastest Growing HR Solution Provider

HCM Info Systems: Human Capital Management Simplified

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eader 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.

Bhupesh Chaurasia Managing Partner

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Happy Clients Ma er

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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

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 bottomline. 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 upto-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.

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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.

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.

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 AUGUST 2016 |

Thought Leader

Evolving from CSR (Corporate Social Responsibility) to CSV (Creating Shared Value) -By Meena Vaidyanathan niiti consulting Pvt. Ltd. The need India 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,

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public and social sector is emerging.

Emergence of a new converging economy A 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-forprofit 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

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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.

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 The concept of shared value could lead to large scale Companies can improve the quality, quantity, cost, and social Innovation reliability of inputs and distribution while they The concept of shared value seeks to promote inclusive simultaneously act as a steward for essential natural growth as a key agenda in India’s economic growth story.

Corporations are finding new ways to accelerate growth and resources and drive economic and social development increase competitive advantage through innovative business • Enabling local cluster development - Companies do not operate in isolation from their surroundings. To compete models that meet societal needs and help create impact at scale. A well-known shared value example is that of Nestle, and thrive, they rely on an ecosystem of players, all that decided to train and assist cocoa smallholder farmers to collaborating to create enhanced value and improved foster rural development while ensuring a reliable supply of sustainability.

Our future ability to meet growing needs in education, high quality raw materials. This rural development strategy healthcare, energy, climate change, and the inclusion of has had a direct impact in furthering the company’s vulnerable populations such as seniors, people with business goals while at the same time ensuring disabilities, requires an integrated approach to link and sustainability of critical stakeholders in the supply chain. unlock economic and social value.

Small-scale initiatives of this nature could also be important test-beds for large-scale sustainable solutions.

About Meena Strategically implementing and networking among small Meena Vaidyanathan, has a double Masters degree in scale initiatives can create an environment that supports large-scale change by connecting relevant stakeholders and biotechnology and business management and a certificate holder in Social Entrepreneurship from INSEAD, has groups, such as from the policy or business domain. Many worked with Monsanto, Honeywell and HCL Technologies. new emerging businesses like solar energy storage and She founded niiti consulting Pvt. Ltd. in 2010, with the aim distribution, waste management, etc. were of supporting and enabling programmes and organisations considered as small scale social that create large scale social impact. Meena has innovations just a few years ago. But led many projects with educational and they are considered the sunrise healthcare institutions, NGOs, corporates industries of today. The impact and social enterprises alike. niiti also investment market is currently worth conducts training workshops on topics of around $50 billion (£30 billion) social relevance for professionals like globally, but it is estimated to be sexual harassment at work place, worth $1 trillion (£600 billion) in the monitoring and evaluating social next five years. This is because the impact, CSR reporting, leveraging lines between investment portfolios social media for community and philanthropic objectives are mobilization, etc. through its becoming blurred and impact programme called Doer’s investing could soon be part Labs.

Meena Vaidyanathan of everyone’s asset Founder allocation, according to blue niiti consulting Pvt. Ltd. and green tomorrow.

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The Fastest Growing HR Solution Provider

Officenet: Everything an HR Executive needs in One Product

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n 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.

Sonali Chowdhry Founder & Director of Marketing

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Our clients should see us as an established domes c

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experienced en ty wi

focus on giving a reasonably

priced, customized HR solu on for any Industry from 100 to 10000 employees 34

The Complete HR Suite Officenet 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 player, claims, help desk queries, downloading company policies or just sharing and sending their suggestions.

For the Enterprises using AUGUST 2016 |

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The Fastest Growing HR Solution Provider

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 Foundation Sonali 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

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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 Lead The 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!

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 Expectations An 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.

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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

NextGen Sales Solutions: Passionate About Sales

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t 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.

Rajesh Shethia MD

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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

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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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

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

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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.

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, indepth skills assessment, and step-bystep 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.

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

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The Fastest Growing HR Solution Provider

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

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he 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.

Girish Nair Founder & CEO

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What is non-core to you is core to us

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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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

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

Artisan Behind PACE Girish 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 PANIndia operations.

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.

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

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.

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.

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

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

CHRO Services A 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 Clients PACE 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”

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The Fastest Growing HR Solution Provider

Placewell HRD Consultants: Comprehensive Range of Overseas Recruitment Services

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lacewell 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, timeto-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.

Mr. D. S. Reddy Chief Executive Ofcer

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We have in-dep knowledge and The company helps the people to get prosperous jobs and experience in gauging e requirements of lucrative career offers overseas each posi on based on e industry, loca on, country and professional workforce, semiprofessional workers, skilled responsibility, to form effec ve search employees, semi-skilled strategy and recruitment process personnel, un-skilled labour.

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The Fastest Growing HR Solution Provider

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 Placewell Mr. 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 Services In 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

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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 industryrich 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 costeffective recruitment assistance. Total Commitment, they assure you for not recruiting the selected/ shortlisted candidates for other positions with other clients in any circumstances. Reorganizing 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 costeffective 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 costeffective manner, address the requirements of clients with effective delivery models and support diverse business verticals.

AUGUST 2016 |

CXO Standpoint

Gender Sensitivity and Sexual Harassment of Women at the Workplace

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reported 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 Gender sensitivity essentially refers to making women’s as exactly is Sexual Harassment? Sexual harassment is a manifestation of gender discrimination and is defined by the well as men’s concerns and experiences an integral law as: dimension of all policies and programs in an organization so that women and men benefit equally and inequality is not • Unwelcome acts or behavior (whether directly or by implication) such as physical contact or advances, perpetuated. Gender issues are sensitive and complicated • Requests for sexual favours and and affect both women and men regardless of status. The ability of an organization to identify and handle • Any other verbal or physical conduct that is of a sexual nature. gender inequality and gender discrimination The law mandates that every company that has 10 or underpins its success in creating a employees is required to formulate a gender sensitive and Prevention of Sexual Harassment inclusive work culture. policy in accordance with Ultimately, the goal is to the Act, constitute an achieve gender equality.

Internal 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

hat 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.

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AUGUST 2016 |

CXO Standpoint

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 ďŹ nes.

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 multinational, 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, identiďŹ cation of such behavior, appropriate handling of sexual harassment issues/incidents and the manner of conducting oneself within the work environment.

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Pooja Prabhakar Executive Director BCP Associates

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. Proactive, 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.

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The Fastest Growing HR Solution Provider

Vyakta: Empowering Your Talent E

mployees 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.

Ashish Kumar Jha Founder

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We apply e principles of lear ning strategies and data analy cs to build rigorous models relevant to each individual's needs

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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 AUGUST 2016 |

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The Fastest Growing HR Solution Provider

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

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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 approaches Vyakta 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 Learning Care 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 Strategies Vyakta’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 Expansion Vyakta 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.”

AUGUST 2016 |

Social EntrepreneurshipThe Road Less Travelled Interview with Insights Success

Dr. Shelly Batra Co-founder & President Operation ASHA

Q

what 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

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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.

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 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.

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.

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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 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.

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

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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 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 BATRA 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 bestselling 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 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.

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