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Ranjit Singh Bhutani
Ranjit Singh Bhutani

Ranjit Singh Bhutani

Director- Red Rock Consultants

Red Rock Consultants

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Ranjit Singh Bhutani is a member of:

Current HR Trends:
I see the following trends:

1. The Changing Role of the HR Professional- We need to put the “human” back into human resources. Employees are
humans, not commodities, and HR departments have to start seeing them
differently. With the current push towards strategies that engage
employees, attract top talent, and contribute to the bottom line, this change
is imperative.

2. The Demand for Talent- The most important corporate resource over the next few years will be talent:
smart, sophisticated business-people who are technologically literate, globally astute, and operationally agile .

3. Outsourcing of HR Functions- No one can be jack of all trades, so lets do what we're experts at.

4. The Impact of Technology - Eventually technology is going to eliminate most HR jobs, which is another reason for HR professionals to become more strategic. Technology, with all its self-service and anytime-anywhere communications capabilities, coupled with outsourcing, will ensure fewer people
Helping to develop the country
1. Choose the right road to run.
2. Ensure robust world class processes.
3. Adhere to timelines. Excepting the BPO Industry, in the India sceanrio, even a 30min late is considered as 'On Time". In some scenarios, even 1 day late is Not Late.
4. Set right customer expectations in terms of product / service features and time lines.
5. Avoid promoting regional gossip groupism at work which many times later leads to cheap politics anf favourism.
6. Maintain Men- Women equality at work. Promote women employment is several verticals. Women avoid applying for lower - middle level jobs like admin, purchase, logistics, transport or even for jobs with night shifts.

7. Creating structure, culture for growth and a successful promoterprofessional “tango”
Relationship with HR and Top Management
When CEO’s, CFO’s and HR Team work together, they form the three points of a results inspired triangle that produce truly awesome results.”

HR can help the CEO see the business from a human capital perspective, and help him understand that by doing so they could create very productive outcomes including tangible bottom line results. If HR Managers enable CFO/CEO to experience the value they provide to the business by understanding the challenges CEO's have and assisting them to deal with them moreeffectively, they have the foundation to building a successful partnership with the CFO/CEO. CEO’s have a strong grounding in risk assessment, analysis and control, they can be a very valuable asset to HR. HR practitioners are people and resources orientated, and must utilisethese skills to be an asset to CEO's. If HR use risk concepts in their rationale it will create a common language with CEO’s.
Attract good people, Retain Better Performers and Advance the Best:
1. Provide competitive benefits.
2. Offer regular promotion & opportunities.
3 Give opportunities for career advancement.
4. Aim for diversity.
5. Create flexible work environment.
6. Streamline hiring processes
7. Be clear on the position you are filling
8. Educate and train employees
HR Challenges:
Human resources is not a revenue-producing department. Consequently, budgeting for human resources functions should be carefully considered given other start-up costs and expenses for your business.

To work on the Employee Perception of Human Resources

The challenge you are sure to encounter with staffing is the decision to hire human resources generalists experienced in all areas of human resources or to invest in specialists for each area.

Managing Talent

Improving Leadership Development

Strategic Workforce Planning

Enhancing Employee Engagement
Leadership Programs in Place:
Many B-Schools where fresh talent is nurtured to the industry standards is working hard on Leadership Development Programs. For Eg: at ISB through the Leadership Development Programm, which is unique as it is based on a 360-degree feedback and introspection model. It inculcates a spirit of teamwork and leadership through a series of lectures, discussions, workshops and group practice sessions. Essential skills for leadership such as effective listening and communication, presentation, team building, assertiveness and problem solving are developed.
Qualities that we Look For While Hiring:
1. Flexibility
2. Creativity and Risk-Taking
3. Trust
4. Passion
5. Communication
6. Energy Levels
7. Approach towards life.
8. Problem solving approach.
9. Patience
10. IQ
Pain Points:
1. Infrequent Performance Reviews
2. Generic Feedback
3. Inadequate HRMS solutions
4. New hires are demanding higher salaries than you are paying long-term employees; you have to pay those rates to attract qualified candidates.
5. Employees starting to complain about pay and internal equity issues.
6. Candidates taking the offer letters and backing out to renegotiate elsewhere.
7. Candidates not turning up for the interviews even after several followups.
Improving Education system
1. 80% of schools are managed by the government.
2. Private schools are expensive and out of reach of the poor due to theie severe points system and demand for soaring high donations for admissions.
3. More hands to earn remains the mentality amongst many families and therefore little kids are set out to fend for the family over going to school to garner an adequate education, in the most literal sense of the word.

4. Infrastructure facilities at schools across rural areas and in slums dispense very poor quality of education.

5 The teachers are not well qualified and therefore not well paid and therefore are not willing to work hard enough.

To improve the quality, we can consider to improve the:

1. Marking System
2. Respect for all streams- Its not just Science or Commerce that leads to a great future.
3. Variety in education streams.
4. The system of tuition classes
Advice For Fellow HR Leaders:
1. Take care of your people-Do you think your employees will look to you as a leader if they don’t think that you really care and want the best for them? (Hint: no!)

2. Look for ways to innovate-Find new ways to compensate your people. Switch up your recruiting strategy. Gather some metrics and do some forecasting. When people see you coming up with fresh, exciting ideas, they’ll naturally be more interested in listening to you at other times, too.

3. Stand your ground when it counts-When it really counts, and you are pressured to make a hard choice, you’re going to forever remember what you chose to do. Whether it’s an ethical question or one where your gut is telling you that something’s a bad idea, stand your ground. Leaders make the tough choices.

4. Finish what you start and never stop learning!

5. Go the Extra Mile.
Parting Thoughts
Lack of professionalism in Corporates where Indian work. We inherited growth of International Business and our population lacking exposure to the Corporate Culture of the outside world. Also, there is mis-understanding or mis-conception of the word "PROFESSIONALISM" in the Indian context. For example,
1. People showing to work often late and not feeling bad about it.
2. People running away over night from work without giving any notice and not handing over the ongoing work. 3. Not following bath room manners 4. Lack of respect for seniors/women at work
5. Using telephones and computers for chatting and personal work.
6. Not adhering to timelines. An Indian cannot follow time by the German minute. Even 30 mins- 1 hour late is not late for many. Sometimes even 1-2 days is not late. ... and so on. I am interested in knowing your views on professionalism and how it affects India, its Image and Indian business.
Recommended Reading
SiliconIndia.com, SHRMIndia.org, Economic Times
HR Strategies In Place
Mine is brand new startup with just a handful of employees so I am still getting things in place which would take sometime.
Identifying and Promoting New Leaders:
Natural leaders stand out – they’re easy to identify. Identifying those that have the potential to become leaders is a much harder process but it’s what every business owner has to do when looking for team members to promote into supervisory or management positions. Look at past performance first. Who has been able to define a vision and motivate others to go with it? Who has shown the willingness to take on a challenge and enjoyed accomplishing something noteworthy? This is what leaders do.

Motivating others begins with energy and commitment. Leaders infuse those they lead with their own energy. They obtain a commitment from others to achieve the goals they’ve set. They provide the force that drives the engine and harness the power of their followers.
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