1. executive focus
Beyond HR
Leadership
Sujoy Banerjee (President – Group Human Resources & Organisational
Development, McNally Bharat Engineering Company Limited) tells
Sanghamitra Khan how HR at McNally ensures that employees feel
happy about coming to office everyday
C
arrying many challenging assignments off, Mr. Q. As an HR leader, what have been the major
Sujoy Banerjee in his career spanning 22 years changes in your work style?
has handled various HR processes, such as, in- A. It has not changed because leadership styles change
dustrial relations, organisational development, with circumstances and situations. But then, the evolu-
organisational restructuring, performance management, tion of the HR function has not influenced my leader-
talent development and employee engagement. Prior to ship style because I have always believed in inclusive
McNally, he has worked with Eveready Industries India leadership method. I had always, unknowingly of this
Ltd. as vice-president, HR. He has been actively involved terminology of shared leadership, practised it as I was
in developing young professionals through his association the captain at school and in the university’s cricket
with various business schools in Kolkata. team. Now, I can call it shared leadership but in those
days I thought that since I was the team captain I
Q. What prompted you to shift to personnel should make other people accountable for their re-
management after a degree in political sci- spective roles and responsibilities.
ence from the Jadavpur University?
A. I wanted to do MBA, but did not know much about Q. What are the key considerations for a pro-
HR. Unlike present generation, we were less informed spective employee? Can you list out the train-
and did not have the exposure to what alternate career able and non-trainable aspects?
options were available. A. Irrespective of the position, emotional quotient,
Finance is not my cup of tea. The second option ability to influence people, teamwork are some key
was marketing. I had seen a lot of sales and market- considerations. Besides, the ability to manage change
ing people in my family and it was not very appealing – because only change is constant and therefore one
to me. I also had some family members who were in has to be attuned to accepting and adapting to change
HR (personnel management), so I went for it without and be prepared when it happens. A subset of that is
knowing what it was all about. Today, I think it is a learning orientation because one has to constantly
stroke of luck! learn, unlearn and relearn.
52 The Human factor May 2012 May 2012 The Human factor 53

2. executive focus
learning opportunities, cross-functional
exposure in-line with the company policy
and framework, or giving additional as-
signments. A leader should be a mentor
whom the team can look up to even in
case of personal crisis.
Q. Are there any personal projects
you want to take up in future?
A. If money and time permit, I would
want to engage myself in education
because this is one thing close to my
heart in terms of nurturing the youth for
tomorrow. I feel, there is a gap in India
in what academic is churning out and
what future demands. This is despite a
number of institutes in the country. My
efforts will be if I can help these insti-
tutes become ethical and honest in their
They should have the fire in the belly
to achieve their goals in life. I always short takes approach towards education.
Besides, I want to work in the area of
look at what they have done in life to HR process consulting for HR people.
stretch themselves to get something. Book Author: Great by
What was the burning desire and have Choice by Jim Collins Q. How differently does the HR
they faced and overcome odds in terms Cuisine: Japanese need to work for creating tomor-
of winning that something.
Holiday Destination: row’s organisations?
A lot of people talk about integrity,
Switzerland A. HR has to move out of the operational
Gadget: iPad
but integrity cannot be measured. Either mode, has to talk about the future, and
Movie: Seven Samurai by
it is there or it is not there at all. I also Akira Kurosawa create the organisation for the future.
check for honesty, ethical values, value It has to constantly look beyond what
structure of an individual and how has it is today and create systems and sub-
that value structure evolved over time. The HR team at McNally is closely systems which are going to support the
integrated with the business plans and sustainable growth of the company. It
Q. What are the factors that help understands what will be required in might have to develop linkages with the
retain employees at McNally? future. We look at what kind of people educational system, and engage itself
What is the USP of people man- will be needed to deliver and support with the social system where we can
agement here? the organisation and the competency talk about alternate employment gen-
A. One of the factors that drives people availability within the system. We also eration through CSR. HR has to look
to stay is the way they are treated in the provide a lot of TD opportunities. beyond HR and look at the various ele-
organisation, i.e., with dignity, respect, ments that impact business.
transparency, fairness, and clear objec- Q. What are the ways, apart from Earlier, HR was limited to organisa-
tivity in their performance evaluation. money, by which a leader can mo- tions and employees. Now it has to be
The organisation also gives them an op- tivate his people? inclusive and reach out to the stake-
portunity for exploring themselves to en- A. A leader has a major role to play in holder of the environment in which the
able them to think laterally, give them terms of adding value to the individual. organisation exists. It has to look be-
cerebral or creative space to operate in In today’s environment, professionals are yond the organisation and engage itself
and allow them to take risks within their looking for opportunities where their in skill building of the nation where it
framework of accountability. Certainly, professional skills are appreciated. partners with business goals, engineer-
repeating mistakes is not encouraged but Leaders can motivate them to stay back ing colleges and create the talent pool
they are allowed to make mistakes so with the organisation by adding value for the future.
as to come up with opinions, decisions to them. If the organisations need a sustain-
and are provided with the bandwidth. Leaders should be in a position to give able growth, they need to engage with
Besides, we care for our employees’ pro- an individual opportunities for career the stakeholder around them and here
fessional and personal requirements. growth in the company by providing HR needs to play a strong role. hf
t
54 The Human factor May 2012