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Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
Empowerment - Investment in Human Capital
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Empowerment - Investment in Human Capital

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Presentation conducted by Arun Verma at the Asian Empowerment conference - held on May 13, 2010 at DTCC in downtown New York City

Presentation conducted by Arun Verma at the Asian Empowerment conference - held on May 13, 2010 at DTCC in downtown New York City

Published in: Technology
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  • 1. EMPOWERMENT “Investment in Human Capital” Arun Verma DATA Inc.
  • 2. SEGMENTS Abstract on Empowerment Storyboard of DATA Inc. Core Doctrine Evolution Key Success Factors Best Practices Challenges Investment in Human Capital 2
  • 3. A B S T R A C An Employee’s Wish List T Corporate Mission Challenge Meaningful Work; Variety of Work Trust & Responsibility Quantifiable Results Recognition & Praise Training Mentoring Career Path Investment in Human Capital 3
  • 4. A B S T R A C Developing an Employee T Boost Self-Esteem Listen & Respond with Empathy Share Feelings and Rationale Promote ideas & suggestions Encourage Involvement Provide Support without removing Responsibility Investment in Human Capital 4
  • 5. A B S T R A C Empowering an Individual T DELEGATE Convey Key Result Area - Direction Establish Metrics & Measurement Publish Goals Monitor and Supervise Performance Feedback vis-à-vis goals Mentor (Purpose; Process; Demo; Observe; Comment; Support) Investment in Human Capital 5
  • 6. A B S T R A C Empowering a Team T For Operations & Governance • Establish Mission • Develop Operational Charter • Draw Limits of Empowerment • Meet them often • Cross Train members • Give Technical Training at the right time • Teach People Skills (interacting, solving, deciding, implementing) • Permit members to lead meetings Investment in Human Capital 6
  • 7. D A T A I N STORY BOARD C CORE DOCTRINE • Initial Operational Model : “Staff Augmentation” • Business Model : “Preferred Vendor at Fortune 500” • Financial Model : “No Debt & Re-invest Profits in Expansion” • Subsequent Op. Model : “Staff Augmentation & Project Delivery” Investment in Human Capital 7
  • 8. D A T A I N STORY BOARD C EVOLUTION PHASE I • 1983 – 1995 Initial Years PHASE II • 1995 – 1997 Formative Years PHASE III • 1997 – 1999 Reorganization & Investment PHASE IV • 1999 – 2001 Leap Forward PHASE V • 2001 – Expansion Investment in Human Capital 8
  • 9. D A T A I N KEY SUCCESS FACTORS C BEST PRACTICES MENTORING CONTROLLED EXPANSION. Financial Growth Scale of Operations DIVERSITY GLOBALISATION Regions are empowered with independence Regions are integrated for Functional Leverage IMMIGRATION PARADIGM ROLE OF MILITARY TRAINING Investment in Human Capital 9
  • 10. D A T A I N KEY SUCCESS FACTORS C CHALLENGES LANGUAGE BARRIER CULTURAL BARRIER PROFESSIONAL SKILLS CLIENT ACQUISITION Investment in Human Capital 10
  • 11. CONCLUSION “I have never in the past 30 years have someone say to me on the show, that the reason I am so good at what I do is because I am smarter than everyone else. It is all because I have wanted it more, I worked harder, I focused more, I sacrificed more, and more importantly, I had a deep passion for the thing.” ~ Charlie Rose, Investment in Human Capital 11

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