Leadership During Crises Times
Civilization has just been pushed into another World War situation, where the enemy is acting innocent and weapon is invisible. Yes, there is an enemy out there, with a weapon, which nobody can apprehend or track — which can be present anywhere & anytime. There is a desperate battle going on, a war against & for human life. Only this time the battle is not in some faraway country or continent – lives are not threatened in trenches, in fields away from city & home, in forests or in mountains – the confrontation has nothing to do with swords & arrows, or guns & bombs. The battlefield is right where people live & breathe, where they eat & sleep, work & rest. Like in all previous occasions such as the World Wars, it is nothing but muddle-headed leadership which brings defeat, which makes mankind suffer.
Battling the invisible “Covid 19” has exposed the entire “First World” and its leaders on their ability – or rather inability – to handle a severe, unexpected crisis. Till now they were sitting on past laurels and claiming to be so-called developed nations without realizing that they have rusted, blunted swords in their sheaths, in the form of complacent, overconfident, rotten leadership.
The blind arrogance of developed countries has not allowed them to take enlightened decisions of protecting their people first. The confused conduct of the President of America, who won his election on the slogan of America First, has forgotten to take care of his own countrymen. He is more interested in making sure that the US economy should not suffer, irrespective of its cost to the life of Americans. Europeans have always considered themselves superior due to their education system, technological edge over the rest of the world and their fine healthcare system. They never expected that this could happen to them. Having resources and effectively marshalling those resources are two different things.
On the other hand, over the last few years, Indian leadership has not only survived among bad boys but also created a mark of its presence on world forums and become one of the big influencers in global politics.
True leaders are people who can quickly assess a situation, see beyond the immediate horizon, prioritize needs and take timely & prompt decisions. In the context of the Covid pandemic, underdogs like India, Greece, Vietnam, and Thailand have done pretty well with limited resources to keep their people relatively protected. A small country like Vietnam has not reported even a single death due to Corona.
Trust in leadership plays a big role in establishing discipline and the confidence that encourages people to follow the policies of a leader.
People should want to follow a leader.
He must be like their friend, philosopher and guide. With all difficulties & limitations, the people of India have shown great discipline and trust in their leaders. This is due to absolute sync between what the leadership preaches and what it demonstrates, and because the leadership has placed the people before its own ego. TV viewership of the Indian PM’s address to nation on 19th March was highest ever in history. This is a sign that people listen to their leader and that they are willing to follow him.
Decisions have to be full of compassion & empathy, and sometimes could be like a bitter pill which can heal the nation and inaugurate a better tomorrow for the people. Trusting the intentions of leadership certainly inspires people to place themselves in challenging situations, to make the necessary sacrifices, and to bravely face the required hardships.
A cooperative approach to take others along, and stand for humanity, makes one a global leader. Extending a hand of support in evacuating citizens of neighboring nations from pandemic areas, readiness to support nations worldwide by supplying Hydroxychloroquine tablets, taking initiative to bring together neighboring countries to create a common fund to deal with the escalating crisis.
During such times of emergency, rising above personal likes & dislikes, a definite ideology, and taking people along is very important. With a few exceptions, most state governments have shown great deal of camaraderie with the national leadership.
The future is very uncertain. We don’t know how things will emerge, but a series of incidents in last few months have exposed that the world is short of true leaders. Leaders with foresight, prompt decision-making ability, humility, and patience.
These few months have demonstrated that there is a big difference between a Real Leader and just a leader.
Creating Value Through Outsourcing
Outsourcing the non-core activity to an external agency is a very old concept practiced during Mughal era and British period. Agriculture and trade tax collection activity were outsourced to specific personnel, who were often contracted by the government to collect taxes.
With the Industrial revolution, technological advancement and the principle of specialization coming in, effort and time have shifted on core activities of organizations. Companies are focusing on high quality products and services, which demands time on innovation, research and development. Non-core activities, repetitive activities and support function tasks were found suitable to be outsourced.
In the late 20th century not only activities of support functions, but also repetitive and standard activities were outsourced to specialists or a third party. Annual maintenance contracts and third party production in FMCG are some examples. In the 21st century, where the concept of business has moved from profit making to value creation, it has forced start-ups to focus more on value added activities to build business rather spend time on non-core activities.
Over a period of time due to technology enablers, activity outsourcing in Human Resource function was possible. Human resource outsourcing entails the delegation of one or more human resource service(s) to an external service provider, who owns, manages and administers the delivery of the services. Outsourcing of human resource management activities have become a common phenomenon globally. Organizations, regardless of their size, find themselves having to replace, supplement or broaden their span of control by outsourcing various aspects of their HR verticals.
In the present context in India, where self-employment is gaining momentum and we see large number of start-ups taking birth every month, first generation SMEs are more of a family business with average understanding of labor law regulations, unprofessional outlook towards HR processes. This has created an opportunity for specialist service provider to support business on effectively managing the HR function.
Financial Efficiency
In the current VUCA scenario, where the market is very un-predictive and volatile for any business, duration of business cycles are reducing, needing high degree of discipline and efficiency on financial resources. Start-ups, which have invariably started with low investment and high dependence on external funding, have to be cost conscious on allocation of resources between core and non-core activity. HR function derives lot of initiatives for productivity improvement, engagement and innovation but it does not directly show any returns. Outsourcing HR function helps the organization focus on the core business activity. By outsourcing HR functions, the size of some of the HR verticals can be reduced. Organization can utilize expertise of experienced specialist of HR function at low shared cost. It’s a win-win situation for organization to have complete HR or some activities managed by experts at low cost.
Regulatory Management
Regulatory landscape in India is still a lot complex and is always in need of experts to handle its complexities. Although, the government is trying to reduce the complexities through “ease of doing business” drive, but there is still a long way to go.
In last few years we have seen consolidation taking place in various sectors through mergers and acquisitions. These are not normal scenarios and internal HR teams are not necessarily experienced to handle human resource issues in light of this. Organizations need structures and HR processes that are capable of blending corporate cultures, handling layoffs and consolidation of employees. Outsourcing HR functions would appeal to an organization during a merger or an acquisition because specialized personnel would not be required after the completion of the project. Organizations also have to comply with various legislations and regulations during such activity.
Many regulatory compliance monitoring activities are not full time 8 hours jobs but require the depositing of dues, filing returns, registrations, licenses, etc. periodically. It is always effective to manage such periodic activity by external agency. Keeping up with the regulations is demanding. An organization is better off engaging a subject matter expert to handle matters of compliance.
Technology Enablers
Technology has played an important role in making virtual services possible. Time Office function has lost its relevance in any organization after Web based or App based services have been implemented. With 80-90% penetration of mobile services in the country, even a daily wage earner is connected through phone. Automation of driving online data of daily attendance, over time, leaves, etc. has made it possible to manage payroll activity from outside. HR operations can be efficiently managed by outsource agency in a cost effective manner. HR MIS is available at a click of a button. Virtual learning platforms enable employees to have access to large knowledge base.
Buying and implementing all technology solutions internally would be an expensive affair as some of the systems are only useful for a given period of time whereas some are required on a daily basis. An external HR solution provider can significantly reduce the financial burden associated with introducing new technological applications and interventions.
Human Interface
Human interface of the HR department with employees gives a varied experience to the internal customers due to human perception and past interactions. These non-standardized experiences lead to engagement or dis-engagement of employees. Interface through technology and external agency through help desk eliminates possibility of past perception and undesired experience. External agencies are agreed by quality of services and employee feedback therefore bound to maintain good services to the organization.
Demographic Dividend, bane or boon
We have seen and talked about one side of the story, but have not visualized or prepared ourselves for the associated problems we are going to face with a gigantic working population that continues to explode.
Today India is the 6th / 7th largest economy in the world and is on the fastest growth trajectory. This growth is expected to continue in times to come, as most of the other nations have peaked their growth curve and are struggling to sustain those levels.
India is reaping its demographic advantage of large consumption &rapidly increasing number of working hands.
As a nation, we are still on a growth path of +7% whilea major economy like China is struggling to sustain a 6% rate of growth.
The current government’s endeavors towards building basics strong in business cycle, and its focus on infrastructural development, will help in the long run.
The Law of averages says that anything which peaks has to come down.
The challenge is how we can sustain growth for a longer period of time, or hold out a plateau of sustained development, once we attain the peak of the curve.
Today, 50% of India’s population is under 25 years of age, and 65% under 35 years. By the year 2025, 75% of working population will be of Gen Y (born in 80s and mid 90s). The next 5 to 7 years will engorge the inflow of people in job market exponentially.
With 1.35 billion people, India can boast of a colossal self-consumption market and lot of young people to work.
This will help economy to progress in short run.
But as nation we have to create right opportunities for this young blood to engage productively & creatively in the long-term.
No government has been able to create job opportunities in line with rapid population growth.
Current efforts on creating opportunities for self-employment, will, to some extent, ease out the pressure of unemployment.
The trend is towards organizing the unorganized sector through the medium of digitalization.
In other words, what people were doing in an unorganized manner has become systematized, i.e. system-driven – it has gone “online” – has turned service-oriented.
Today, the producer is reaching the customer, rather than the customer visiting the market physically.
The pressure generated by the inflow of employable manpower is so strong that it is ejecting experienced, mature human resources out of the job market before the industry can reap the fruit of their fully ripened experience, insight & knowledge.
This is a no-win situation for both the employees as well as employers. This phenomenon is leading to scarcity of people endowed with long-standing experience & in-depth wisdom regarding their industry, vocation or organization.
The work place is staffed by less experienced & immature resources, which is leading to difficulties like diminished commitment & stability, slacking discipline & limited loyalty.
Due to the availability of young human resources at lower cost, organizations are replacing experienced resources with less experienced manpower. This is leading to wastage of expertise & knowledge – of leadership skills & the ability to change & innovate (based upon past achievement) – which people had built over several years, even decades, of hard work & direct involvement in the industry.
Competence of available resources in the working population is also questionable.
With the problem of many, the government decided to open up education to private sector, which led to mushrooming of institutions, and commercialization of this crucial activity.
Our education system, with exceptions, has not been able to deliver international quality output.
Education in private institutions is expensive and out of reach for many.
The poor are unable to afford quality education, hence a substantial segment of the population is still uneducated or not rightly educated.
Scarcity of jobs in comparison to available working population, a swelling mass of the un-educated, and poor socio-economic conditions, is compelling our youth towards crime & unethical practices.
To handle the changing demographic landscape and to reap dividends out of our unique demographic situation, the government has to take some positive steps:
- The reach of education has to be widened & deepened so that it penetrates the population till the remotest villages.
We need to ensure not only availability of school premises & basic infrastructure such as roads & water-supply, medicine & electricity, but also a dedicated, socially-aware and socially-responsible workforce to provide good education in the outreaches of our society.
By socially aware is meant that people undertaking this task are fully conscious of the relevance of their work, its role in the development of our society, its significance for the future of India.
By socially responsible is meant is that they are imbued with a personal sense of commitment, enhanced with energy & enthusiasm, built upon perception of their importance in the scheme of things.
For this, they need adequate motivation & training, to devote their skill & effort in the often trying, demanding environments of rural areas, or regions with minimal infrastructure. - Focus on vocational courses, skill development, and self-employment. The degree of commitment, dynamism, healthy competitiveness, and even innovativeness, tend to be higher in the self-employed.
- Elimination of subsidies and loan waivers;stress on government funds
- Easy migration treaties with nations that need skilled resources.
In this respect, Africa has the potential of generating employment for millions of skilled, technically-qualified Indians in the future. - Building character of the nation.
The moral-ethical angle should never be underplayed, or considered irrelevant.
One of the principal pillars of this aspect would be the building of a cohesive community feeling in people, so that they work for the benefit of the whole, rather than churn out individual profit at the expense of society.
Location:Delhi/NCR,Mumbai
Role : Sales/Business Development Manager
Functional Area:B2B Sales, Institutional Sales
Key Responsibility Include:
- Generating opportunity for new sales and converting opportunity into actual sales of the product.
- Building sales funnel through cold calling.
- Prepare sales plans and sales strategies
- Develop and maintain a customer database
- Deliver product and solution to customers.
- Assist customers to design/optimize the complex system.
- Visiting customers’ to provide solutions, to do installation of product, demonstration and training users
- Provide post-sale service.
- Assist customers in maintenance of product , trouble-shooting in product, under certain circumstance repair the product of minor problem.
- Compose technical document, including training material, operation guidance and web-site introduction.
- Has experience in DR/CR machine sales
Experience:2 – 4 years
Salary:₹ 6,00,000 – 12,00,000 P.A
Required Candidate profile,Candidate should be:
B.Tech / M.Tech in Information Engineering, Telecommunication Engineering, Electronic Engineering, Computer Science or related major.- At least 2+ years of experience in B2B Sales, Direct Sales of digital imaging products
– Has experience in DR/CR machine sales- Responsible for designing, maintaining or operating of electronic equipment or digital device.
– Being familiar with digital medical device is a plus.
– Knowledge of digital image processing, programming language is much preferred.
– Good communication to influence potential customer. Excellent written communication.
Qualification:
B.Tech/B.E. – Electronics/Telecommunication, Computers
Hiring for Careray Digital Medical Systems
Location: Noida (Delhi NCR)
Role Category:Programming & Design.
IT Software – Application Programming, Maintenance
Job description:Company is into manufacturing and selling of digital Medical and imagining equipment . Pioneers into Flat Panel Detector Technology for X Ray imaging system. Looking for Head of R&D for its Indian operations.
Key Responsibilities include:-
- Developing and managing global cloud platform that monitors all the products of the company.
- Build and manage R&D team of engineers in India.
- Work closely with the software group in China to develop a DROC system on the Cloud.
Experience:5 – 9 years
Salary: Rs. 20,00,000 – 25,00,000 P.A.
Required Candidate profile,Candidate should be:
- Qualified professional in Computer Science or related fields
- At least 5+ years of experience in programming
- Experienced with cloud technologies, proficiency with AWS.
- Health care software development experience is required
- Software development experience in the area of X-ray medical imaging is an added advantage.
- Should have proficiency in C programming language, and at least one OO programming language (C++, JAVA, Matlab, Python, etc.)
- Experience in hardware accelerator (FPGA or CUDA for example) is a plus.
- Mobile application development is a plus.
- Walked through the entire software development life cycle — from requirements breakdown, code development, schedule tracking, all the way down to software delivery and maintenance.
- Attention to detail, easy to communicate (both written and verbal), and self-motivated.
Qualification:
Location: Gurgaon, Haryana
Key Responsibilities include:
1. Client Invoicing and TDS Return Filing.
2. GST Return filing.
3. Monthly Closing
4. Monthly TDS and GST Deposits.
5. Employee Salary Disbursement, Employee Salary Slips.
6. Daily Day Book and Expense Accounting.
Experience : 2 Years with accounting in business.
Competency: Fluent English Speaker, Keen Problem-Solving skills Description
Qualification: This role is ideal for an M.Com / B.Com graduate for managing the accounting needs of the company. Candidate should be familiar with online accounting software such as Quick Books, Tally and should be diligent. The selected candidate will work closely with the operations and sales team to manage both client and vendor invoices
Location: Gurgaon, Haryana
Key Responsibilities: Vendor Development Manager will be responsible for building both short and long-term supply in multiple cities of companiy’s operations, working in conjunction with Sales teams and the company management. Balancing inventory growth with demand and ensuring competitive rate advantage to pass on the clients are an essential task. Job Description Key Responsibilities include:
• Prospecting, Contacting and Converting new vendor supply for Transportal in all cities of operations and new geographies.
• Keep a close watch on the competitive landscape in the industry and ensuring that vendor contracts and rates reflect the same.
• Building a playbook for supply growth and share this knowledge with interns in different cities.
• Building the Intern program and managing the Interns that will consistently achieve and exceed supply growth targets.
• Reconciliation of Vendor Accounts and Invoices and complete point of contact for Vendors. Requirements
Experience: Minimum 4 years of experience in the Car and Coach rental industry or Transporters
Competencies:. • Execution Oriented with a Go-Getter attitude.
• Demonstrated skills in Negotiations and Problem Solving.
• Smart Phone and own Laptop needed for onboarding and reporting.
Qualification: Graduate / Postgraduate in any discipline (MBA Prefered)
Location: Gurgaon, Haryana
Key Responsibilities: Position holder will drive revenue generations for company in the Travel Trade vertical. The role will involve developing leads, securing meetings and converting additional travel agency, DMC clients for the company. The role will also require the Sales Manager to develop a deeper understanding of competitor activity.
• Revenue Generation through prospecting, qualifying and closing new business.
• Developing strong relationships with key clients to generate incremental revenue and leads.
• Communicate effectively and efficiently via phone, email and in-person meetings and explain the Transportal value proposition.
• Develop and Implement a sales strategy working closely with senior management.
• Work in conjunction with operations team to ensure timely and quality fulfilment.
• Building a sales playbook to share knowledge and communicate with sales managers in different verticals.
• Building the corporate sales team that will consistently achieve and exceed growth targets. Requirements
Qualification: Bachelor’s Degree (Minimum) in any discipline
Experience: Minimum of 3 years of work experience in B2B Sales, ideally in the Hotel Sales Industry. Proven track record of growing client accounts and meeting revenue targets.
Competency:
- Demonstrated experience in developing sales strategies and creative decks for client presentations.
- An entrepreneurial mindset fueled by eternal optimism and a go-getter attitude.