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Shaji Gangadharan
Shaji Gangadharan

Shaji Gangadharan

Manager Administration

Electrolux Maintenance and Commercial Services LLC

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Improving Education system
Education is state subject 881984 the policy varies in each state on political will. Some times, political party's interest diverts the syllabus to keep up their own interest, forgeting the ideologies. Where as the syllabus followed by CBSE and ICSE are more futuristic and provide student’s a clear vision on science, politics, geography, arts and opportunity to learn various languages. The role of NCRT and most of the SCRTs, in developing education systems are commendable, but unfortunately these recommendations are not given enough importants and lacks political will to implement them. On higher education front too, government central bodies like UGC, AICTE, MCI, BCI are having very clear vision and mission, but their recommendations also faces the same dilemma. Even with all these limitations our educations system is one among the best in the world.
Qualities that we Look For While Hiring:
Education, experience, job knowledge, competency, consistency, attitude etc are primary factors of consideration.Verification of qualification with suitable questions will get an idea about the candidate’s education back ground and its reliability. Checking their past work experience with suitable questions will provide their exposure to work environment, their work culture, method of working and awareness about organizational policies and job knowledge. Previous work tenure, candidate’s future plan and career ambitions can provide their consistency plan. Where technical qualifications to be verified a practical test can be conducted to check the competency. Its important to hire a person with better attitude, who will become a value addition to existing team. Depending on category of job, organizational capabilities, team building abilities, managerial abilities etc need to be identified and individual exposure to be explored to understand, if the individual is suiting the organizatio
Pain Points:
There are various pain points for a HR Professional. Successful talent management plan connecting with business development plan is one of them. HR professional need to study the business development plans and his talent management plan needs to be sustainable in the developed scenario. Identifying existing skill gaps within the organization, identifying future talent gaps, performance management, controlling attrition ratio, creation of successful matrix for others to understand what HR is doing etc are other major pain areas for HR. More significant gains can be made by HR, if they are able to project and strengthen their team to sustain the challenges and work as a team to improve its reputation and attain organizations goals.
Advice For Fellow HR Leaders:
I am of the view that no one is perfect and experiences can guide a person towards perfection. In my experience I learned few things which I would like to share for the benefit of others. A HR professional need to :-
- Be aware about an employee’s unspoken feelings and act accordingly.
- Be transparent in policy implementation and act as professional in dealing with various issues.
- Consider suggestion of every employee as valuable.
- Play the role of music composer, just advising them where to start and where to end.
- Be honest and sincere in dealing with employees problems as this can create a magical morale boost to them.
- Communicate clearly, at the required level.
- Encourage team members to share information.
- Have informal meetings to build excellent team.
- Make a clear view of goals and aims.
- Set ground rules clear, so that no one violates them
- Delegate power to resolve various issues at their own level.
- Conduct regular trai
Leadership Programs in Place:
Various Leadership Development Programs (LDP) are :-
Operations L D P
Human Resources L D P
Financial L D P
Commercial L D P
Consumer Sales L D P
Project Management L D P

Leadership development programs provides following benefit :-
More personal satisfaction with work and personal life
Learn to transfer ownership to the people doing the work
People grow, developing personal strengths
Expanded skills and competencies
Leader's time is freed for vision, mission, values, strategy .
More strategy in addition to operations roles
More qualified and developed people
More qualified, stronger leaders coming through the "rank"
Eighty percent of problems experienced in any organization are people-related. Twenty percent are of a technical nature. Developing the people to function at higher levels benefits the organization.
Advice to upcoming professionals
Be sincere, honest and concentrate on work. Improve general awareness by reading various articles and remain in touch with professional bodies, their web sites. Remain calm, become an approachable person, maintain ability to listen and provide basic advises wherever possible. Be a team player, improve technical knowledge on various HR and related fields.
Current job profile
At present I am working as Head Administration & Purchase, in Electrolux Maintenance and Commercial Services LLC, in Abu Dhabi, UAE.

My role include whole administration,part of HR management along with Purchase management. My responsibilities includes drafting HR policy, quality manual, HSE policy, job description, job analysis, office policies & procedures etc. Interaction with wide spectrum of clients, vendors to solve business difficulties. Support draft contracts, procedures, cost monitoring, vehicle fleet management. Manage accommodation for staff and workmen. Manage various facilities, safety, security, cleanliness and office decorum etc. Devise an extensive filing system to organize and update company documents. Purchase & Stores management, General office management, provide training etc.
HR Challenges:
Major challenge remains meeting the attrition ratio. With present global scenario people expectations are not limited to salary, work place, work culture, long term job or better career path. New generation job seekers are yet to fix-up their mind in any of the above said criteria while selecting a job. They just wanted to fit-in within an organization and work for today and look for a better future while working in the organization. And hence the attrition rate keep raising. Other major challenges are dealing with negative attitude employees, implementing strategic planning, with vision and mission statements and values. Making employees to do what management wanted them to do and resolving personal conflicts are other major time consuming challenges in most of the organizations.
Attract good people, Retain Better Performers and Advance the Best:
•Develop long-term strategy for attracting, developing, connecting and deploying talented workforce.
•Recruiting talented people and support them to develop appropriate skills and capabilities, according to business needs.
•Verifying people's capabilities, while also meeting people's needs for motivation, development and job satisfaction.
•Providing work management that matches with skills and experience.
Achieving clear, measurable and sustainable changes within the organization, while maintaining the day-to-day operations.
HR Strategies In Place
HR strategy is aligning HR goals to the strategy or goals of the organization. That is HR strategy on recruitment, retention, development, compensation and termination etc. Our recruitment process is centered around our work culture depicting human values and management style. Our employees are recruited at raw level and given training to develop their skills and oriented through on-job training before assigning to a project work.. At various level of their career, they are given support to develop their knowledge and human values and creating a trust and understanding between employees and management.
Identifying and Promoting New Leaders:
It becomes evident from day today interactions, managerial meeting, development plans and strategy developments, a leader among the managers. The identifications can be based on following aspects :-
-His inspirational style
-He develop policies first and then others follow it
-His ability to praise his subordinates
-His ability to follow up and get the things done.
-He sees his fellow employees as a human rather than subordinate.
Being different from other stream
HR stream is basically knowing and understanding human. HR is a function rich with transformation, and this transformation is underscored by the growing importance of the HR operations function. As firms continue to grow in size, across global and become more complex, they must look to drive effective, efficient HR service delivery. The results of this benchmarking study strongly suggest that the HR operations function is becoming a strategic differentiator for organizations. HR operations professionals note increased functional responsibility and an up tick in the usage of formal mechanisms, such as HR operations employee competency models, to drive sustained competitive advantage. HR professional will necessarily have an understanding of the organizations whole functional objective, where as other streams are focused just within their departmental work.
Helping to develop the country
Every individual can contribute to national development. As a professional one need to express their views in the interest of national development and make every one aware about the real facts and requirements in national development and business development. Criticise wherever the systems are not followed in appropriate forum. Support the emerging leaders. Make awareness among subordinates and within family about being sincere and honest. Provide support to bring able leadership for the country. Make every one feel the importance of having a political stability with minimum corruption in all governmental departments. Support a system which can make government services easy & make the system transparent. Selection of ideal candidate for key position, based on merit, whether political or non-political. Professional bodies needs to step out from their sphere of activities to support society and support building the nation.
Relationship with HR and Top Management
Effective HR communications contributes to learning, teamwork, safety, innovation and improved productivity etc across the organization. It also plays an important part in reducing employee turnover and customer turnover. The present hindrances in effective communications are :-
- Multi-generational work forces
- Different HR communication preferences and needs
- Information overload
- Constrained message recall
- Virtual Workforce
- Over loaded e mail correspondences
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