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SIIB_Indian Challenges
- 1. “Managing Organizational & Management Challenges in India” By: Anu Moudgil and Naveen Kumar Symbiosis Institute Of International Business
- 2. The Magnitude of Challenges There is not one, but many challenges that India Inc. is facing. But it is not an impossible task to overcome those challenges.
- 3. Rural Transformation Thus ET carries the news, on the occasion of a CII meet, “India Inc was urged to invest in rural India, which according to a McKinsey survey, will provide a market worth $500-600 billion by 2020.” Fortune at the “Bottom of the Pyramid”
- 5. Inclusion is the word
- 6. Companies like Hero Honda have harnessed the benefits.
- 8. Highly Demanding Customers : Flocks to Segments
- 10. Airline
- 12. Multiplexes and Malls“Pandemics typically diminish GDP growth rates by 0.5-2% according to viciousness. If Swine Flu grounds increase, FIIs will make gigantic way out due to poor representation on Indian health standards.” - TOI
- 13. Internet and Social Networking "25% of Kochi team is given free to Rendezvous sports for life," wrote the IPL Chairman, LalitModi Tweet!! When a company doesn't value your time and your investment get their attention with CustomerPayback.
- 15. Mutually beneficial hand shake
- 18. Stress on existing resources
- 19. Project delays- From Orissa to West Bengal.
- 20. The Global Cocoa production- Impact on India.
- 22. May lead to high demanding employees!! Afraid of Growth?? Mergers and Acquisitions
- 24. Jaya he… Jaya he… Jaya he…….` Victory… Victory… Victory….. Thank you
Editor's Notes
- If we consider the challenges facing India today, its not just their diversity but their individual magnitudes also that concern us. Where is the thrill in achieving something if its too simple to do that ?Keeping the ants in mindCan carry 6 times their weight
- R n d
- http://www.instituteforpr.org/essential_knowledge/detail/corporate_social_responsibility/
- Skills Development2. Communication3. Promotion/Progress4. Management Style5. Work-Life BalanceWhen we look at attrition and how to improve it we are asking “how can I keep my staff motivated?” If you refer to any motivational theory, personal development is always a high motivator. So why would a contact centre be any different? Looking for ways to enhance the skills of your employees is good for the business, the customer and the employee.Many centres use multi-skilling as a way to be more efficient; used correctly, this can also be seen as a development tool. Employees would be trained in new skills after certain periods of time and/or reaching a certain performance level. If communicated correctly, this gives employees a sense of achievement and creates variety in a job. This can be achieved without the need for financial reward, therefore providing motivated staff, who will stay with the business longer as they move along the skill path, whilst meeting the business need for efficiency.CommunicationCommunication is key to any successful business! In contact centres there is a need for everyone to understand the goals of the business. It is important that employees feel part of the brand, and understand what the business is striving for and the part that they have to play in making it happen. Attrition rates are high in centres when employees feel disengaged, “nobody listens to me”. There have been a number of good communication examples where employee focus groups are used to make change happen, employee champions are used to drive change forward and give the employees a voice.Targets need to be aligned and communicated effectively. Results need to be reported and discussed. Many centres now have web-based technology to display performance stats and working patterns. The use of intranet sites to display information can also be very effective. We must use all the communication media we have available, and remember that what may not seem important to a manager may be crucial to an agent.Promotion/ProgressionMany now view contact centre work as a career, and with the varying roles available, from the traditional path of Agent, Coach, Team Leader or a support role in HR, Resource Planning, or Finance, there are many opportunities. It is important, therefore, that at least some of these vacancies are filled with internal candidates. This gives employees the knowledge that if they work hard and do well they have a chance to progress.It can also be useful to give people opportunities to try out new roles; “try before you buy”, if you like. This can be done through secondments, day-in-the-life or development programmes. Many centres have development opportunities designed at finding the next team leader from the agent population; these schemes could be extended to include the many other support roles available in today’s contact centres.Management StyleThis area is closely linked to communication. Does an employee feel valued? do they want to come to work? There is an old adage: “you don’t leave the business you leave your manager”. How many times have you heard someone say “the job’s ok but the people are great”? This shows how important management style is to employees. The contact centre should be a great place to work, with an element of fun and hard work. The management approach will go a long way to achieving these goals.Work-Life BalanceWork-life balance is not easy to achieve. Employees have to understand that the business must meet its customers’ demands, while the business must understand that employees have external pressures as well and do all it can to help them.The introduction of family-friendly legislation has forced many contact centres to look at how they schedule staff. Contact centres have then taken this more flexible approach and developed it for all employees, creating a number of lifestyle schedule options that give employees more choice, whilst still meeting the business needs. These schedule choices are often created by the employees through focus groups, always bearing in mind that the business needs must be met. All employees are different and it would be wrong to assume we know what everyone wants or needs, so providing options is a great way of providing a suitable solution for all.SummaryIf you understand what motivates employees and what de-motivates them, you then know which areas to focus on to improve attrition. Many believe that pay and benefits have a significant impact on their attrition rate. However, providing these are at an acceptable level, increasing them will not have the desired effect. There is a disconnect between what we see on the exit questionnaires and the real reasons for employee turnover, so it is important that we dig down and find the real reasons for leaving. Only then can you tackle them.The later part of 2009, however, saw signs of revival reflecting improving sentiment in India. The International LabourOrganisation also reported that as many as five lakh jobs were created in the third quarter following the government's stimulus measures.
- When it comes to mergers and acquisitions deals in India , the total number was 287 from the month of January to May in 2007. It has involved monetary transaction of US $47.37 billion. Out of these 287 merger and acquisition deals, there have been 102 cross country deals with a total valuation of US $28.19 billion.
- If the people, their minds, the government and its bureaucracy work in coherence then we have the perfect recipe for a flourishing India. If we collaborate against all the challenges, the welfare of our people will be imprinted in our destiny and as India is counted amongst the first world, we will earn that moment of jubilance that we have lasted for!! No doubt, jaya he will actually be incorporated in the corporate!!jaya he will actually be realised then.