Wednesday, December 30, 2009
Sunday, December 20, 2009
Wednesday, December 16, 2009
Head of Finance- Engineering Firm @Hyderabad. CA, ICWA with about 15years of experience in a manufacturing industry handling working capital enhancement. Product/process costing exposure essential, apart from familiarity with taxation, customs, VAT etc.
Head of Finance, MNC Telecom player @NCR Region
Internal audit and Shared finance roles @Chennai
Sales Manager- India for MNC in the printing inks business
Circle Head-MNC Startup -Education Domain @Hyderabad
Zonal Business Manager- Education [email protected]
Manager -Sales, Industrial Sales @Chennai
Manager Sales-Government sector@ Chandigarh
Coal based Thermal Power projects pan India
Wimax project roll out
Civil /Electrical engineers for Power plant in Andhra Pradesh
General Manager -Marketing -Telecom company @Chennai. Leading a team of 10, will be responsible for all marketing activity, branding, marcom.
Manager [email protected] -Desired exp in Brand launch in consumer/retail industry -specifically BTL Activities. Prior experience in handling events, promotions, road shows, and handling creative agencies a must.
Content Management- experienced professionals who have developed content for K-10 segment based on NCERT guidelines, have subject knowledge and are creative in their approach.
Subject Matter experts to handle course ware for Mathematics, English, Science and Teachers training.
For more jobs please refer http://jobs.optionsindia.com/
Of course, please feel free to reach out to [email protected], and I shall be glad to keep you abreast with some specific opportunities keeping in line with your profile!
Thursday, December 10, 2009
2.There is increased activity...not resulting in higher offers though!
No tearing hurry as in the hey days! Our experience- while companies go thru the different rounds and rounds of hiring process of screening before and finalising the shortlist, and even negotiating the salary to be offered-there is a certain reluctance to sign on the dotted line. There is an underlying assumption that lot of talent is available..so let us wait for a "Sachin Tendulkar' to come along, and lets be more patient :-)!
The media hype has had the job aspirants in a tizzy. Perhaps it has to do most of the professionals being shortchanged out of a decent hike in 2009-reckoning that it entitles them to a higher negotiating posture. Most of them expect up to 30% to 40% hike while changing jobs-little realising they are out pricing themselves :-)! They have no compelling reason to change at the conservative figures clients are willing to pay in the 'present market'!!
3.Strategic hiring! It is interesting to note that in the last 12 months, one has seen a range of activity from the clients in
We at Options are working on a wide variety-Finance manager(Gurgaon), techno functional consultants for infrastructure(
I recall listening to a speech by Mr Subroto Bagchi. Frustration happens when there is a gap between ability and aspirations. Two choices to bridge it. Either increase ability. Or reduce aspiration!
Time will tell -who will blink first-the corporates wanting to hire? Or the job aspirant willing to give in!!
Tuesday, December 08, 2009
Saturday, December 05, 2009
Friday, December 04, 2009
Friday, November 27, 2009
Yesterday morning, I listened to a podcast of Prof Vijay Govindarajan-on HBR talking about "How GE is Disrupting Itself" -and evangelising "reverse innovation' for all companies to have a cultural mindset change to be able to unlock opportunities in emerging markets.
To tap opportunities in emerging markets and pioneer value segments in wealthy countries, companies must learn reverse innovation: developing products in countries like China and India and then distributing them globally.
While multinationals need both approaches, there are deep conflicts between the two. But those conflicts can be overcome.
During the day, I came across two more articles:
1.Mr Shyamal Majumdar of Business Standard, who wrote 'that almost 30 per cent of companies in the 2009 Fortune Global 500 list have been developing global talent by long-term assignments in the Asia Pac region.' and cited examples from companies like the Unilever group, Volvo, Essar Telecom, Sony and Nokia!
2. Elsewhere half way across the globe, the Prime Minister of India, Mr. Manmohan Singh was exhorting all Indian Americans and Non resident Indians to leverage on "Modern technologies" and invited the diaspora to 'return back home'!! Highlighting the Five Es - economy, energy, environment, education and empowerment - Mr. Singh mentioned that it forms a critical part of the “next phase” of the relationship between the two countries -US and India.
I somehow have this nagging feeling that global migration of professionals is very imperative for a WIN WIN for all concerned!
And as I listened again to the podcast repeatedly this morning, the writing is very clear on the wall. To quote Prof Vijay Govindarajan, "Companies that don't have a sense of urgency in this area are going to face serious threats to their very existence"!
May be we should look for more answers?
1. How long would off shoring or outsourcing continue relevant? May be it works for cost rationalisation -when one is able to migrate low end repetitive tasks?
2. Unlike globalisation and glocalisation, which needs a very highly centralised organisation structure and decision making process, to implement 'reverse innovative' processes, there is a need for a leadership roles at local /country level-across functions-strategy/R&D/Supply chain etc.
3. Will the quality of the professional in demand be different? As pointed elsewhere in my blog, I would anyday back a returning Indian -who has had prior Indian experience before going abroad- as a better bet as he would be able to bridge the ethos much better.
I look forward to hearing from you!!
Wednesday, November 18, 2009
Aren't the images in the rear view mirror clearer than those seen through the windscreen?
It is amazing how comfortable people are -doing things the way 'it has been always done'! So much so, that the willingness to give up the old ways of thinking and adapting the new -seems to be a trait that is akin to taking risks and sticking one's neck at the chopping block!
In one of the books, Execution, by Larry Bossidy & Ram Charan the authors point out:
"Most leaders are too busy thinking of how to make their companies bigger or more global than those of their competitors. What they are overlooking is that the quality of their people is the best competitive differentiator."
"Developing leaders begin with interviewing and assessing candidates. I'm not talking about overseeing the HR department and interviewing finalists; I am talking about hands-on hiring. Most interview processes are deeply flawed. Some people interview well, and some people don't. That's why it is important to probe deeply, know what to listen for, and get supplement data. It takes time and effort to drill down further, but it's always worth the trouble"
In the hey days of the booming industry, everyone played the game of hiring more than necessary-as one was used to the concept of 'having a bench" but also to account for a 20-30% "dropouts"- euphemisms that helped hide the inefficiencies of hiring under the carpet.
Whoever had the time to farm and track talent? Poaching is the name of the game. Little realising that it ain't a one-way street!?
Yet, if one were to look around in the industry-recruitment is a task -the execution of which is delegated to an entry level HR professional -even as she/he is eyeing those coveted roles in OD, training, C&B, HR operations !! Job descriptions seldom are the KRAs that hiring managers are looking to evaluate prospective employees. And as ease or convenience -it all boils down to those vital 'keywords' in the resumes that get parsed by an automatic resume management system. (Of course the same is used to check 'duplicity" of resumes -when the scores of third party recruiter pump them in- from the ubiquitous active job seeker-as a method of reducing 'cost of hire" :-)!!).
The past year has given all of us the breather-to think, review and plan for the future. If 'top line' is vanity-bottom line is sanity? Time for us to invest in the right processes-in order to get the right people for the right jobs.
Business is all about connectivity-right? Connect with customers. With employees. With potential jobseekers. With the other stakeholders.
Imagine if the recruitment exercise of any company were to incorporate social media tools to reach out to all those in the ‘catchment area’, and find reasons to engage them on a regular basis, would they not have access to a pipeline of talent?
Here is an interesting job description of a Community Manager!! Will this be the person spearheading the recruitment drive for identifying the new leaders of tomorrow?
We are at the crossroads. The recession has got over. The 'yellow' light has come on. Can we look at the future and drive?