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Greetings!
#9 December 1, 2012
In this issue… A Book release report
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The whYs, hoWs and TEN commandments of HR automation -Rohit Khurana
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Your selfIMPROVEMENT plan – Rajiv Khurana
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Tips Talk
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This Earth…
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Wisdom from Confucius
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When educated and intelligent people leave reasons aside and are driven by the emotions of appeasement, chaos strike. Two young girls in Mumbai discovered this recently when they were at the receiving end of the mind-less application of a law that should not have been there in the first place. Media came to their rescue but by that time the damage had been done. We may spend many more months of fixing the blame but the result would remain a gross shame. No one now disagrees that Section 66A of the Information Technology Act should be relooked for its further possible extensive imaginative misinterpretations. The time is now. IT is not bad at all. This eMag would not be there if there were no IT tools. To prove the point of how IT tools can ease out life for HR professionals, Rohit talks about the TEN Commandments of HR automation. Time to ask Y. WhY can’t I guide people around me to be more progressive in their thoughts and actions. Start MAG – My Actions Game to remain a true INDIAN. Cheers, Rajiv Khurana Editor
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PS – Please don’t forget to send your feedback at rajivkhurana@vsnl.com. You may even call me at 9810211256.
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The PRESIDENT of INDIA releases the book edited by Dr. S R Mohnot
#9 December 1, 2012
www.presidentofindia.nic.in An Introduction
Human Society at the Crossroads in Search of a New Vision Essays in Commemoration of the Memory of Dr. L. M. Singhvi 2
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#9 December 1, 2012
Dr. S. R. Mohnot
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International Management and Industrial Consultant (worked for UNIDO, UNDP, ADB, SWEDFUND OECF, IDE) Specialising in Strategic Planning and Marketing Research, Chairman INTECOS & CIER
Contributors
● Volume I Dr. Justice A S Anand Former Chief Justice of India Dr. A. P. J. Abdul Kalam Former President of India Dr. Karan Singh Member of Parliament Prof. Indra Nath Choudhuri Former Visiting Professor Jawaharlal Nehru University Dr. Subhas C. Kashyap Former Secy. Gen. Lok Sabha Sharu S. Rangnekar Leading Mgmt. Educator Dr. S. R. Mohnot Former UN Industrial Economist ● Volume II Lord Bhiku Parekh Member, House of Lords Dr. Bimal Jalan Former Governor, RBI Somnath Chatterjee Former, Speaker Lok Sabha Dr. M.S.Valiathan Former Professor, SC Tirunal Inst. Of Medical Sciences
● contd., Justice P. Sathasivam Judge, Supreme Court L. N. Jhunjhunwala President Emeritus, LNJ Bhilwara Group Abid Hussain Former Secretary and Ambassador to USA ● Volume III Rahul Bajaj Chairman, Bajaj Group K. N. Memani Leading Mgmt. Consultant Dr. A. M. Singhvi Supreme Court Lawyer & MP Dr. P. C. Bansil Leading Agro-Economist S. A. Khadar Former Dy. Director General NPC D. N. Patodia Leading Businessman ● Volume IV Thoughts of Dr L.M.Singhvi A Collection of thoughts
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#9 December 1, 2012 The world is witnessing today a turbulent phase in human history. It has become a conundrum of extremes leading to unprecedented complexities. The turbulent world needs the balm of wisdom, compassion and nobility of some unique personalities like the late Dr. L. M. Singhvi. One has only to span through scores of his writings, speeches and social and cultural initiatives, to comprehend how one could contribute to the challenging tasks that are emerging for the present and future generations. The commemorative volume is a loving and respectful tribute to Dr. L. M. Singhvi, the distinguished parliamentarian and diplomat, a scholar of eminence, a thought leader and an innovator, an honoured jurist, a litterateur and a poet, an outstanding institution-builder, decorated by a large number of globally known institutions. Dr. Singhvi had espoused a large number of social concerns and issues with distinction and lasting impact, which are reflected in the basic theme of this volume Human Society at the Crossroads In Search of a New Vision The volume represents a wide spectrum of issues, social concerns, human values, positive thoughts and advances which were not only dear to Dr. Singhvi but on which he devoted immense dedication and com-mitment. The contributors include an impressive array of thought leaders and public figures of eminence who have, in their own variegated styles, espoused the causes and concerns which were dear to Dr. Singhvi. The galaxy of distinguished persons whose contributions, are included in this volume is, perhaps, unmatched. 4
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#9 December 1, 2012 The volume also covers six discourses by Dr. Singhvi himself, although it is a commemorative volume in his honour. Devoid of these, the exercise would be incomplete. It is highly rewarding to know the way in which he conceived, developed, articulated, propagated and promoted the human concerns of the contemporary world. Nothing could graphically describe his multifaceted personality as these contributions do. The volume is divided into four modules. The first attempts to analyse basic societal dynamics, all geared to the central theme of the volume. The second focuses on specific issues, highlighting those which are confronting the society of today. Economic and business dimensions are assessed and evaluated in the third module considering the growing dominance of economic and business developments. The fourth carries Dr. Singhvi’s own incisive thoughts and delineations.
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At its best , social legislation seeks to make the weak strong and the strong just. We know an animal farm model of a world in which some nations are for ever more equal them others. The concept of independence of justice is as variegated as different legal systems and cultures and yet it is quintessentially universal.
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Rohit Khurana Head , HR Operations VIOM Networks
The whYs, hoWs and TEN commandments of HR automation TECHNOLOGY is the in-thing in today’s digital world. It is everywhere, in offices, on the streets, in schools and shops. The village folks have not been left behind, they are always demanding their rightful share. It is hardly surprising, therefore, that human resources (HR) departments, which have traditionally been running manually, are now turning to technology to handle their management information systems (MIS). Using computerised HR operations has a lot of advantages. For instance, it reduces the amount of papers being processed by the HR department that have always been known for paper shuffling. With a computerised system, however, it might be a thing of the past. It has now reached the level of a ‘paperless’ office, it is good to maintain hard copy files as backups. Computerisation eases work, especially producing reports for management. It is also handy for reference by regulators, auditors and other external parties.
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HR Management software refers to the application of computers that help and enable HR department store, manage, retrieve and process employee data which is obtained from the various HR processes of the organization. As the current environment is quite dynamic, an organization's internal structure also varies in many different ways from time to time. Hence the HR management software is usually customized and developed based on the individual organization needs and demands. It therefore becomes quite useful especially for those organizations having a large employee base and operating from multiple locations. This will make sense and help them with all their data management activities.
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#9 December 1, 2012 The HR Software evolution has undergone several significant changes over the last few years, resulting in a shift from static to dynamic integrated HR solutions. It is being viewed as an essential component in any strategic decision-making process, rather than just an aid to a recruitment or any other standard HR process. To support the rapid growth of workforce and ease the HR management procedures, many organizations including small enterprises are increasingly implementing HR software. Such software increase efficiency in the recruitment process, enables simplified maintenance of the employee records, tracks career interests, and provides constant and valuable feedback regarding employee performance. It also helps HR and line managers automate routine tasks and processes of employees. Presently, the HR Software market is witnessing integration of HR software systems with enterprise solutions such as ERP (Enterprise Resource Planning). This integration provides various modules such as talent management, performance management, etc., that results in reduced attrition rates and faster ROI (Return on Investments). Further, vendors are launching SaaS based HR solutions, which are being aggressively adopted by organizations. The adoption of SaaS in HR simplifies the use of the technology and provides cost-effective solution as it eliminates the cost of implementing the entire HR Software package and maintaining server space. In the future, collaboration of Web tools and related technologies with the HR Software appears as an important force of innovation in the HR Software market. Also, established vendors seek to provide a more comprehensive array of HR applications, leading to more acquisitions and vendor consolidations.
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The most important aspect of an HR solution is, to find a solution that has a complete suite of HR modules, fulfil all your process requirements, is workable with least amount of deviations from your existing practices and of course is cost effective. In all, a package that can be called as “sasta, sundar and tikaoo�.
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TEN commandments of choosing the best HR software
I Know Thy Need - Know your needs and state them clearly. People who design HR systems maybe software developers and not HR professionals, unless they operate with a specialist HR support, hence they might not know your exact needs. It is, therefore, crucial to list what you want the software to do for you. Most HR software companies are now making systems that are based on modules. If you state what you want, you will not be forced to buy the entire enterprise system to satisfy your specific needs. For instance, if you want to use only for payroll or employee management etc, you may not need to buy the whole software, you could choose the relevant module only. II Know Thy Pocket - How much are you willing to spend? It would be unwise to forget about the budgetary aspect. There are all sorts of systems and the costs are as varied as the number of systems available. Your budget will tell you what kind of system you may afford. In case of budget limitations, modular systems are most appropriate as you will only pay for what you really need. The HR software market presently has a variety of companies offering their solution, these companies can be demarcated by cost and / or depth in features in their modules. III Know Thy Market - Get as many proposals as possible. It is important ask for proposals from as many vendors as possible. This will help you to view different systems available. Most systems are made for off-theshelf-purchase, so you will need to establish to what extent they may need customisation. Choose the system that has a potential to bend to match to your HR processes. IV Know Thy Product - Ask for a test-run. Ask for a demonstration on how the system works in order to establish whether it is presentable, userfriendly, covers your requirements and is doesn’t require a lot of training for your employees. Check the compatibility of the product with your other systems. This is often forgotten, but it is one of the most important aspects. Your IT people should ask the relevant questions here. Make them a major part of the project since they are the experts in this. Let them lead the way. 8
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#9 December 1, 2012 V Know Thy Product Scalability - The system should cater for scalability. There is no point in buying a system that cannot grow with the business or is based on old technology. Your needs will soon outgrow the system and you will be required to move to another one before getting valuefor-money. VI Perform Due-diligence - Visit other organisations that are using the system. Ask for references and visit organisations that are using the same system to view it in action. Ask the users as many questions as possible. Ask about the challenges they have faced in implementing the system. You do not want any surprises when you have already bought the system! Don’t forget… There are no stupid questions, ask until you are satisfied. VI I Know Thy Vender’s Expertise – You would need to be convinced about how much your vender know about the subject, how much do they understand your processes and contribute to betterment of it. Are they just selling their system’s process or do they also share other organizations way of working. VI II Know Thy Vender’s Service - Will there be post-project support close by? Do they offer an account manager? Purchasing software from other countries with no local support could be a blunder. This is because it would be hard for you to get help when the system needs servicing. A quick turn around time in solving the issues goes a long way in supporting the HR team to do their day to day activities. Check for the backup team size. IX Check for VAS – One should also check what all benefits you as a organization will be getting alongwith the system. Your vender should also work as a consultant to help you improve your processes. The product should also get you the best practices of the industry and help you get answers for difficult situations. Do they offer an online/ on site support? Do they have a defined SLA?
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X Know Thy Product’s Future – It is always a good practice to know how does the system evolve? How do they plan the upgrade? How often? How do they share the updates?
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Rajiv Khurana
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CMC, FIMC www.thepersonnellab.com www.rajivkhurana.com
#9 December 1, 2012
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Initiate, don’t procrastinate “Zindagi Na Milegi Dobara”, even if you have not seen this bollywood blockbuster, what is the fun of delaying it each day and feeling guilty about it increasingly. If you initiate something, only then you can finishiate it.
Make goals Your career, health, social life, family commitment, hobbies etc. keep crying for your attention. Pick anything to evolve your improvement plan.
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Play with goals
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Reduce/remove fears
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Out-smart the routines/break off
Life becomes quite boring when you complete one goal and work on the next. Sometimes, you may realize that you were running after a wrong one. Overdoing can be wasteful. Review. Change. Play a bit.
Fear of failure, fear of ridicule or even the fear of success may bother you. Even if you don’t have any, fear of the unknown may come out from somewhere. Take charge. If you can’t remove a fear, promise yourself to work towards reducing it.
If your life has been a repetition of yesterdays and the days before, for how long will you bear this monotony. Check it. Break it. Use variety as the spice of life. Rekindle the interests and put the sparkle back.
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#9 December 1, 2012
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Value and accept unchangeable
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Engage/expand on hobbies
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Remember what Confucius said, “God give me the courage to change what I can, patience for what I can’t and wisdom to know the difference.” Be the wise one.
Hobbies and interests would never take you offcourse. They will bring a different perspective to what you do and you can come back rejuvenated in a much better way. Think. What have you left behind in life?
Make others a partner You are not alone in your desire to improve yourself. Look around. There are plenty of them with a similar desire and hesitation. An occasional pep-talk, both ways, will do both of you very good. A bit of competitiveness would add a different flavour.
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Enjoy what you do
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Negotiate timelines
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Top up the speed gradually
Ignite your intrinsic motivation and keep dreaming the returns coming towards you. Look forward to each day of improvement and accomplishment. Enjoy some momentary self-appreciation too. You deserve it. Accomplishments of goals can’t have unlimited flexibility. Be serious about managing your time. Time management is after all life management. Keep getting stricter with yourself.
Two rules work well in self-improvement. Increase your pace and change the way you have been working on improvement. Try both. Increase the challenge.
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Making a DENT in our conflicts with people around us. Describe the conflict Talk to the person. Understand his perspective. Share your version. Focus on the main problems. Explore causes Ignore the symptoms. Identify real issues. Focus at the problems and not the personalities. Negotiate a resolution Work out the solution that could be acceptable with least resistance. Take actions Be honest to each other. Review periodically. Celebrate your success together. It can even be over a cup of tea. 12
- Rajiv Khurana
Speed reading Be flexible with speed. Read different materials at different speeds. Skim less important items, and read critical items when you are most alert. Search for main ideas. Cover flaps, table of content, preface, or introduction can help you to quickly locate key words. Make visual pictures. Try to register the full lay out picture in your mind. This will help build better connections.
Highlight or underline sparingly. You can refer to them later. Jot down quick notes, questions or thoughts. You will appreciate the material better. Taking notes also makes for active reading and better retention of important points. Practice, Practice and Practice. There are no short cuts.
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#9 December 1, 2012
Your local coffee shop may now be recycling paper cups. Nice! But really, we should all just be using—and recycling—less paper. It's easy to slip into the recycling-bin habit. There are other easy ways curb paper recycling: Ask sales staff not to give brochures — a pdf file should help Bank and pay bills online — even cheques can be avoided with money transfers. Opt out of the phone book — it's like a tree branch landing in your recycling bin! Get news online — it's the same information as in print! Buy eBooks – Everything in your laptop or tablet or phablet! Howzzat! Saves your furniture costs too!! Resurrect the hanky — paper-free nose blowing is possible! Purchase with less packaging. — do those socks really need to be wrapped around cardboard? Carry a commuter mug — no paper cup, nothing to recycle. THINK MORE! SHARE MORE! DO MORE!
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#9 December 1, 2012
Confucius By three methods we may learn wisdom: First, by reflection, which is noblest; Second, by imitation, which is easiest; and third by experience, which is the bitterest. A superior man is modest in his speech, but exceeds in his actions. If you look into your own heart, and you find nothing wrong there, what is there to worry about? What is there to fear?
If I am walking with two other men, each of them will serve as my teacher. I will pick out the good points of the one and imitate them, and the bad points of the other and correct them in myself. The superior man understands what is right; the inferior man understands what will sell.
Kong Qui, better known as Confucius, was born in 551 B.C. in the Lu state of China. His teachings, preserved in the Analects, focused on creating ethical models of family and public interaction, and setting educational standards.
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readers say Yes and whY-not to positive action
Ymag is an initiative of YPROSINDIA, a social enterprise founded by Rajiv Khurana