insights success fastest growing hr solution provider

The way of business solutions
www.insightssuccess.in June 2016
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
Gender Sensitivity and
Sexual Harassment of
Women at the Workplace
Pooja Prabhakar
Executive Director
BCP Associates
Evolving from CSR (Corporate
Social Responsibility) to CSV
(Creating Shared Value)
-By Meena Vaidyanathan
niiti consulting Pvt. Ltd.
Dr. Shelly Batra
Co-founder & President
Operation ASHA
Social Entrepreneurship-
The Road Less Travelled
Anuj Gupta
Chief Strategic Ofcer
Pradeep Agarwal
Chief Operating Ofcer
Highlights
Creating a Positive Culture
for Better
Work Place
Go Green
Japan’s spectacular
breakthrough in wireless
energy transmission
hSenid:
Empowers People and Organisations
with Creative Innovation in Human Resources Solution

fficacious HR planning gives the thumbs up to the
Emanagement for recruiting, deploying and recruiting the
right talent at the right time to run internal as well as external
service level responsibilities. It also allow them evaluate
performance appraisals; motivate employees, workplace
communication and safety, and many more. Organizations are
continuously striving for the strategies to grapple with inadequate
skill. At the same time HR tools are allowing management to plan to
hire and enhance right level of skills and competencies in the
organizational inventory with the sections like learning, training and
development to achieve target goals and objectives.
With HRM professionals can minimize the company’s costs
associated with attrition, turnover, and hiring employees, a most
important asset to the company. For that, they determine the most
effective methods for including assessing, recruiting applicants, even
which applicant tracking systems are best fitted for the organization's
needs.
Hiring Predictions for 2016 are optimistic, and employers aiming to
gain head count will be tasked with distinguishing themselves from
the race to win talent.
Experts forecast many of the recruiting trends widespread last year
such as Branding, Rebuilding the candidate experience, maximizing
talent analytics and holding untapped sources of hire will continue to
resonate in 2016.
Most of the companies are simply reviewing fundamental
operational measurements like cost-per-hire, time-to-fill, and source-
of-hire, and further they are instead hiring full-time analysts to mine
for more in-depth talent metrics. However, some companies are
using data to analyze competitor talent pools to seek candidates with
the right skills and right potent to connect with the organization.
Strategic planning avoids the situation of customer dissatisfaction
due to right competence shortages. Also, this minimizes the staff
surplus layout that usually give rise to knee jerk reaction to lay off
unwanted skills, which is an expensive exercise and impacts
negatively on staffs' self-esteem.
Any organization, whether a small or big is bound to suffer from
serious problems without a proper setup for HRM, while managing
its day-to-day activities. Here is need of companies today, must put a
lot of zeal and endeavour into setting up a strong and effective
HRM.
Strategic HR
Planning for
Innovative
Services
Editorial
Sonal Burghate

Contents
CXO STANDPOINT
Operation ASHA
4632
42
Editor’s Pick
Stumbling Blocks
Before Management
Consulting Firms
Highlights
Creating a Positive
Culture for
Better Work Place
Japan’s spectacular
breakthrough in wireless
energy transmission
Go Green
Cover StoryCover Story 6
24
18
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
8

Stumbling Blocks
Before Management
Consulting Firms
For the past few years, the performance of the IT
Consulting Industry in the challenging economic
climate is excellent. The performance of IT
consulting industry in the major markets, for example,
Financial Services and Insurance Providers, is the reason of
its expansion. The consultants industry is expected to grow
in the coming days with the changing economy and
improving business sentiment. Also, the demand of IT
consultants in various industries is expected to grow in the
coming days.
Though there are various high-profile global corporations,
still no single consultants can rule the market. In reality, the
consultants industry include, network infrastructure
companies, like, IT outsourcing companies, traditional large
consulting firms, global computer equipment companies, and
a wide range of other companies that do not necessarily
compete directly with one another, but offering one or the
other service related to information technology.
The management consulting industry has a very good
knowledge of the challenges they have to face today and
even the days before. The management consulting industry is
witnessing the changes coming with the time being. There
are three main features transforming the marketplace;
disruptive technology, the rise of new business models, and
the growing pressures of intense global competition.
Here are some of the market trends the management
consulting industry is witnessing, which is the result of the
challenges faced by the IT consulting firms with the planning
to address the difficulties, identifying marketing techniques
and implementation strategies.
All this clears the picture of the whole management
consulting industry. Here are the business challenges
management consulting firms have to face, which will give a
clear view to the priorities management consulting firms
have to observe.
Cardinal Business Challenges Before Management
Consulting Firms
Here are the Cardinal Business Challenges the Management
Consulting Firms have to face which clears the industry
scenario.
Roping in New Clients
This concern is on the top most position of the list at 81%,
which is a key point. Because, while new business is the
overriding priority of every industry, it tops the list by a
significantly higher percentage for management consulting
firms. Just to make a comparison, 72% of all professional
services firms note generating new business as their number
one challenge.
The urgency of a new business in the world of management
consulting is observed by over three times more respondents
than the second-highest challenge. This is a delineate
concern for the firms of all sizes, and this struggle for new
clients is going to shape the future of many upcoming firms.
Hard-won Task of Dealing with the Competitive
Marketplace
The traces of competitive pressure are clearly seen in the
second business challenge, and that is the hard-won task of
dealing with the competitive marketplace.
A management consultant is an active, progressive global
marketplace. With multiple international players exacerbate
their efforts, the competition is heating up. The current
condition of the economy, which is sluggish is prevailing in
Editor’s Pick
AUGUST 2016 |06

some markets, becoming the reason for many firms to look
forward to the others for opportunity.
Herculean Task of Finding and Keeping Good People
With the massively competitive marketplace comes a
massive competitive talent environment. This makes the
process of finding and retaining the best people difficult,
making it a top agenda for the management consulting firms.
From the angle of setting marketing priorities, this is
peculiarly notable. This can mean prioritizing the
consideration of a specific audience, potential recruits.
Unfortunately, searching for the best talent in the industry is
always a big challenge.
New Inventions
While focusing on induce new business, this is one more
differentiating feature for the management consulting
industry. To face this challenge, management consulting
firms will have to search out new ways to not only spawn
those new ideas but share them adequately with their
audiences, including both prospective clients and industry
influencers.
While competing in this highly competitive marketplace,
firms can’t simply build a reputation on the claim or idea of
innovation. Firms have to exhibit their expertise, thought
processes, and results, and then only they can be come out as
a winner.
The Panning Issues
The current scenario shows that management consulting
firms have to face lots of diverse challenges. The need of
developing new clients, finding and keeping quality people,
and continuously keep on innovating, are some of the
challenges which are the key concern of today’s management
consulting firms.
With the perspective, to compete with these many different
pressures, management consulting firms will have to identify
sophisticated and efficient strategic approaches. Additionally,
these firms will have to keep on finding ways to use time and
resources more adequately as they work to confront new
competitors and find new clients, in the heating competition.
The changing time keeps on creating new challenges, which
the management consulting firms have to handle by their
own. To be in the competition, while being on the forefront
of the competition, the management consulting firms have to
instrument variety of latest marketing techniques.
Editor’s Pick
AUGUST 2016 |07

Cover Story
Anuj Gupta
Chief Strategic Ofﬁcer
Pradeep Agarwal
Chief Operating Ofﬁcer

Creative Innovations in
Human Resources Solutions
hSenid:E m p o w e r s
People and Organisations
with
Cover StoryCover Story
TToday, businesses are more global than ever before and not restricted to local boundaries. A number of multinational
corporations are creating partnership, influencing every new requirement of Human Resource Management. It is
becoming a challenge for those in the field of HR to find right talent in terms of skills, knowledge and cultural fitment in
handling global assignments. To fulfill these requirements, organizations have to up-skill individuals to meet globalization
challenges.
For any company, a human resources department is very crucial. It acts as a support function to provide skilled and talented
labour to management training services, employee enrichment opportunities and many more. As workforce is one of the
largest expenses for most companies, HR helps organizations derive greatest value from this vital asset.
However, HR departments must have the right tools that can be implemented to improve productivity and gain a level of
support in achieving the desired goals.
With over 19 years of creative innovation in empowering human resource functions of global organisations, hSenid Business
Solutions has become a leading provider of human resources solutions across Australia, Africa, India, Middle East, Singapore
and Sri Lanka. Over the past few years, the organisation has ventured out into other areas including Software Development,
Tracking Solutions and Revenue Management Solutions. They develop state of the art HRIS applications which cater to all
HR and Payroll needs of any industry, be it companies of medium or large scale.
Recognizing that every client is unique with every individual requirement, hSenid has evolved to specialise in the most

crucial aspects in all the areas they focus on, while tailoring
the services to meet each client requirement.Their core values
emphasis in quality, accountability, personal growth and
discipline. Their integrity and focus on giving the best
possible client service, have led hSenid Business Solutions to
greaterheights.
Currently, hSenid Business Solutions marks it presence
among 30+ countries, with 850+ clients across 18
industries. They offer a comprehensive HRIS solution both
On-Premise as HRMEnterprise and On-Cloud under the
banner PeoplesHR, a solution that caters to the entire
spectrum of operational, tactical and strategic functions of
Human Resource Management. The system encompasses a
structured approach from Talent Acquisition, Nurturing,
Managing Tenure Life-Cycle, Compensation & Benefits
and Stronger Employee Engagement. It consists of over 25
functional modules that are seamlessly integrated to
enhance visibility, empower decision making, support and
enrich employee engagement. PeoplesHR is encapsulated
within some of the world's best-of-breed processes with
practices consolidated throughout many years of client
association.
hSenid also offers JURRA (www.Jurra.com) an enterprise
social network. A solution that aids a company to obtain
insight from the bottom-up hierarchy or vice versa, where
every post and message becomes content, which becomes
valuable sources of information.
The Kingpins of hSenid
Pradeep Agarwal, Chief Operating Officer of hSenid is
an accomplished leader having worked for large
multinationals like HERE (a Nokia company), Google,
Salesforce.com, Oracle and IBM. Over the years, Pradeep
have been Instrumental in identifying, designing, leading
and marketing technology related products in Enterprise
Software and Cloud spaces. Pradeep has helped in
establishing companies like ‘salesforce.com’ and ‘Google
for WORK’, in India, where he was instrumental in setting
up the operations from scratch. During which time, Pradeep
has been a key contributor to enterprise-level planning and
decision-making. Valued adviser and requested consultant
to board members, investors, and top-tier executives.
Pradeep is an Engineering graduate from NIT and a Post
graduate in Management from Narsee Monjee, Mumbai.
Anuj Gupta, the Chief Strategic Officer of hSenid is a
seasoned professional with 16+ years of experience in
working with large enterprises such as Microsoft, SFDC,
Infor, GTL, in selling enterprise applications as well as to
creating & scaling partner ecosystem in India for
application business. Anuj can not only oversee long term
vision but can also roll up his sleeves to turn vision into
reality.
At hSenid, he is responsible for building & scaling partner
ecosystem for application business. He is a proactive
planner with abilities in implementing strategies for
incubating and augmenting businesses to increase wallet
share, identifying and penetrating new market segments
across the verticals.
Strategies Implemented to Stay Competent
India is home to some of the fastest growing companies in
the world. With strong initiatives being taken by honorable
PM on ‘Make in India’, ‘Skill India’ there is a huge
emphasis on HR best practices within a company, whether
it’s big or small. India is a diverse market spread far and
We strive to achieve our vision
‘Make life easy by using ICT’,
by being dynamic and benchmarking
ourselves against the best in the world
‘‘ ‘‘

wide, and there isn’t a single
state or city where companies
are clustered. Keeping all of
this in mind, hSenid’s big
differentiationis:
Scale with partners:
hSenid is building a very
strong partner network and
within a short span of 18
months they are armed with
12 trained partners. This
helps them reach clients
across all the segments.
Compared to their
competitors offering similar
solution, despite years of
presence they have not been
able to achieve this goal.
Many of their competitive
partners are showing
interest in partnering with
hSenid and taking their
solution to the market.
Invest in building an
awesome product: There is
no single HRIS provider in
India who offers an end to
end solution with Indian
localisation. Majority of the
products available are strong in one particular area such as
recruitment, performance or leaning and development.
Similarly local players and many new entrants lack depth
and breadth of functionality. With 19 years of legacy they
offer the most comprehensive HRIS with the ability of
localisation. In a nutshell, a truly global product with local
flavor.
Invest in people: They believe that people are their biggest
asset; with Pradeep's and Anuj’s background from Google
and Microsoft respectively, they strongly believe that it is
the people who help them to achieve big goals. They
believe in hiring the best and then offering them the best
benefits. They are attracting talent from all across and their
employees are happy with the opportunity and exposure
they receive.
Social HR: A big
differentiation for
hSenid is their ESN
tool, Jurra, they are
probably the first HRIS
company to bring out a
socially integrated
solution into the market.
The product is light,
simple to deploy and
extremely easy to use.
hSenid’s 4 Key Values
of Enduring Success
1. Acquiring their first
few clients: This is one
of the most difficult
tasks as it is always a
leap of faith with
startups like hSenid.
With their experience,
network and an
awesome product they
were able to get their
first few clients to sign
up and today, within a
short time span of 18
months they acquire
almost 2 enterprise
logos every three weeks.
For a startup operation,
this is a rather significant achievement and the difference is
an enterprise logo not just a logo.
2. Giving confidence to their partners: hSenid’s strategy
has always been “scale with partners”, therefore it's super
important for the clients to feel confident of their
association with hSenid. Any relationship would go through
its ups and downs and this is the time when hSenid has held
up their end by securing their valuable connection. They
had their share of differences but every partner who signed
up with hSenid is committed to the success of their
business.
3. Hiring the right talent: Attracting the right people to
work with them is the single biggest challenge they faced.
However, with a combination of right benefits, long term
vision and successful career they have been able to
Pradeep Agarwal
Anuj Gupta

overcomethischallenge.
4. Staying the course: With every new client they have a
new requirement, one can easily lose their way by over
customising and over committing. However, this is still a
big challenge with Indian clients. hSenid made some initial
mistakes, but now they have a robust product and their sales
team understands what they can deliver. Their newest India
release would be out by 31st August and they call this
Wave 1. The company is so excited with the release of the
product and confidently stated that this would change the
market perception on HRIS.
What clients are getting from hSenid Software?
Both HR Management and Employees save time, cost and
improve their productivity. This contributes towards
strategic objectives of reducing administrative program
cost. Administrative HR processes get fully automated and
operate as required, the HR Management has time to
venture into strategic HR areas and take the workforce to
further heights. hSenid’s clients can concentrate on
employee performance management, perform training and
development and look at HR metrics. The Performance
module of PeoplesHR is used to carry out, performance
appraisals using tools such as 360° appraisals as well as
balanced scorecard methods. This is now being used to
assist with training and development of employees at their
client companies. With HR Analytics and Metrics, the
management is now able to generate reports which give a
much needed insight to assist in HR planning. Reports such
as demographic employee profiles and analysis are now
being generated for the use of the management. The
management generates standard reports monthly; some
reports are even generated on-demand. Finally, HR
technology has professionally enabled cultural
transformation. The management level of a company is now
streamlined by the use of technology. Both employees and
HR management can now spend less time on administrative
activities and concentrate more on work and transform lives
every day.
Focus on India Localisation
One of the fastest growing HRIS companies in India,
hSenid has achieved this feat in just 18 months. They strive
to be ranked as the no 1 HRIS solutions in India by the year
2018-19 and the way they are moving they can easily get
there. They are super excited about their new release and
with India localisation, and they would be the only
company providing an end to end comprehensive HRIS
solution. They are acquiring clients and the best part is that
their ecosystem is growing very fast. More and more
partners are getting connected. Microsoft and SAP B1
partner ecosystem is keen on tying up with hSenid as there
is one big gap they see in their HRIS offered from their
parent.
Success mantra for aspiring entrepreneurs
hSenid’s success mantra for aspiring entrepreneurs in the
current industry is “ First, Have clear goals. Second, focus
on client, never over commit and believe in under
commitment and over delivery. Third, for right expansion,
Hire to scale. Fourth, invest in listening to the clients and
incorporate whenever you can. Fifth, Set right
expectations with stake holders and finally, keep your
employees engaged”.

The Advisory wing of the ﬁrm
specializes in HR & Biz. Strategic
Alignment, Values Deployment,
Employer Branding, Employee
Engagement, Leavers DNA [Exits],
Internal Communication, Succession
Planning, Gen-Y Readiness, Rewards &
Recognition, Performance Analytics,
ER/Industrial Relations, HR Metrics &
Analytics etc.
from Human Capital Strategy to
Engaging Employees to Optimizing
HR operations through Outsourcing.
Today, ‘The Strategist’ is crowned
with their service verticals which
consists of Advisory, Research,
Technology, Learning & Leadership,
HRO, Psychometrics.
Striving with the operating
philosophy to “Energize Clients’
Growth, By Transforming The
People Practices”, The Strategist is an
advisory & research ﬁrm , innovating
since 2009, headquartered in
Hyderabad with a global presence. The
company specializes in the complete
spectrum of People Practices ranging
The Strategist: Transforming the
People Practices through
Innovation
The main strategy at
The Strategist has
always been to live
up to the statement
“The Most Admired
People Practices
Firm Enabling
Business To Fuel
Their Dreams By
Innovation And
Intellect”
Enterprise of The Month
K Srinivas Rao
Chief Strategist & Partner
AUGUST 2016 |14

The Learning & Leadership services
includes Learning Strategies,
Competency Frameworks, Talent
Profiling, Custom Learning Programs
and Life Sciences.
As part of HR outsourcing the
company offer services ranging from
managing end to end HR operations to
handling specific functions like Exit
Interviews, Voice of candidate etc.
Their employee relations (Industrial
relations) wing specializes in
conducting ER capability audits &
workshops.
The Psychometric tools consist of a
battery of tests that assess everything
from Quality Of Hiring to Identifying
The Future Leaders. They also
specialize in designing various training
programs and learning interventions
based on IDPs.
Modelled on lines of some of the best
in class firms, the team of strategist
professionals consists of industry
experts who have served with some of
the best known names and have opted
out to build this firm with a dream of
‘enabling their partners to fuel their
dreams’.
Strategists behind ‘The Strategist’
K Srinivas Rao, Chief Strategist and
Partner, is a human capital strategist
with expertise of 23 years across
Human Capital Value Chain. Prior to
The Strategist, he was heading Strategy
- HR at Satyam Computer Services.
Formerly, he held management roles at
various levels in CATS (Computer
Associates-TCG), Baan Info Systems,
Ernst & Young, Videocon
International.
An avid writer and guest speaker on
the subject of Change Management
and Human Capital, he wrote 5 books
under the “101 Smart Ideas Series”
published in 2015, “Managing HR
Issues in a Merger” - published in the
Handbook of Business Strategy
2002,“Whispers of a Devil in an
Angel”,“Principles and Practices of
Management”. He also co-authored a
book titled ‘Unconscious Leadership
Conspiracy’ and has published more
than a dozen articles in International &
National Publications.
Mr. Rao holds dual Masters’ degrees
and attended Indore School of Social
Work, where he topped the class of ‘93
and later pursued Masters in Military
Sciences. Currently, he is a Research
Scholar at XLRI Jamshedpur and a
visiting faculty at ISB and IIM Indore.
He was awarded “HR Leadership
Award” in 2008-09 by Employer
Branding Institute and Super Achiever
as HR Professional in 2006 by Indira
Group and Fun & Joy Institute.
Shefali Rao, Partner and Chief
Financial Officer, is a founding Partner
of The Strategist. Shefali is also the
Chief Strategist - Talent
Transformation and specializes in the
verticals of Education, Manufacturing
and family owned businesses. Shefali,
with an experience of 18 years, has
considerable background in Business
Planning & Reviews, Business
Transition, Business Process
Reengineering, Employee
Engagement, and Training &
Development. She has worked across
various sizes of Family Owned
Business, across multi-industries
including Garments, Manufacturing,
and Education. Shefali holds a
Masters’ degree in International
Business besides a diploma in Fashion
Designing and Merchandising.
Subbu Parameswaran, Partner and
Chief Leadership Architect, is leading
the Learning & Leadership domain at
The Strategist, post the merger of
Learning Curve and The Strategist.
Subbu is a Certified Project
Management Professional (PMP) with
more than 15 years of experience in
managing and directing complex
projects in client facing roles.
In the last 5 years Subbu has focused
on the areas of designing and
Shefali Rao,
Partner & Chief
Financial Officer
AUGUST 2016 |15

delivering learning programs in the
areas of Project Management,
Leadership Development, Conflict
Resolution, Change Management,
Innovation and Building High
Performance Teams for workforce
professionals, as well as Life Skills and
Employability Development for
students. He completed his MSc in
Marketing from The Robert Gordon
University, UK and currently pursuing
an MA in Psychology.
Differentiating Strategies of The
Strategist
The work philosophy of the company
has been ‘If HR doesn’t make business
impact, it’s just a diversion’. Its unique
service offerings are in line with the
future industry challenges and which
also keeps them ahead of their
competition. In 2012, The Strategist
was offering solutions around Gen Y
and Social Media, in 2013, it innovated
popular Psychometric tools like Mood
Meter for understanding engagement
levels of employees, in 2014, it
pioneered Quality of Hiring based on
Psychometric profiling of candidates
and in 2015 it innovated TRACKER
which calculates Return of
Effectiveness for Training Programs.
These efficient innovative techniques
are in popular demand by clients and
have benefited them significantly.
Currently, it is successfully running a
signature 24 weeks modular training
program which is a combination of
Classroom, Coaching and Live
Business Case solutioning followed by
Talent Landscape.
The strategies are adopted always
keeping in mind the future trends and
the present business scenario, which
successfully enables them to meet the
industrial challenges.
The Strategist’s Key Values
The Strategist is one of the few
establishments that started during the
worst economic recession in current
times and has not only survived the
downturn, but has successfully
outgrown it. It has achieved that by
focussing on the key values of
providing a combination of Advisory/
Consultancy. As Advisors, they support
their clients even if the client deviate
from the original scope or in cases of
wrong estimation by Senior experts.
They have supported their clients with
no extension to the investment plans.
Their priority is to create an IMPACT
and not merely focus on OUTPUT.
Customer experience as a value has
been hallmark at The Strategist and
Customer experience typically consists
of - Custom driven solutions, Adhering
to delivery timelines, Intellect driven
solutions which scale with time and,
Combining HR solutions with business
needs and aspirations. With innovating
services the company is staying ahead
of the curve and created a niche for
itself.
Unique Tools and Techniques
The unique tools and techniques used
in providing services to the client
include benefits such as Innovations
based on Intellect , Cost Effectiveness ,
Comprehensive solutions under one
roof , dedicated Partners Attention,
Cutting edge solutions which directly
impact business.
Future Plans of The Strategist
In the coming years, The Strategist is
expecting to expand substantially
beyond India and explore creating
dynamic tools and techniques which
are India centric. Their Research team
helps in forecasting the future trends
and focuses on finding solutions to the
current and emerging challenges faced
by the industry. As India Inc. explores
acquiring global companies, The
Strategist is gearing up to equip India
Inc. to manage this transit successfully
through comprehensive solutions like
M&A integration, Global Leaders
MDP, Success DNA, Future Leaders
Assessments, Culture Audits and
Integration etc.
Mantra for Aspiring Entrepreneurs in
The Industry
Inspiring advice by The Strategist to
the youngsters is that
‘Entrepreneurship is a Five Day Test
Match and not a T20, Stay committed
to your dreams and not to success, And
Hunger & Humility are two best
friends you need to feed’.
Subbu Parameswaran
Partner &
Chief Leadership Architect
delivering learning programs in the
areas of Project Management,
Leadership Development, Conflict
Resolution, Change Management,
Innovation and Building High
Performance Teams for workforce
professionals, as well as Life Skills and
Employability Development for
students. He completed his MSc in
Marketing from The Robert Gordon
University, UK and currently pursuing
an MA in Psychology.
Differentiating Strategies of The
Strategist
The work philosophy of the company
has been ‘If HR doesn’t make business
impact, it’s just a diversion’. Its unique
service offerings are in line with the
future industry challenges and which
also keeps them ahead of their
competition. In 2012, The Strategist
was offering solutions around Gen Y
and Social Media, in 2013, it innovated
popular Psychometric tools like Mood
Meter for understanding engagement
levels of employees, in 2014, it
pioneered Quality of Hiring based on
Psychometric profiling of candidates
and in 2015 it innovated TRACKER
which calculates Return of
Effectiveness for Training Programs.
These efficient innovative techniques
are in popular demand by clients and
have benefited them significantly.
Currently, it is successfully running a
signature 24 weeks modular training
program which is a combination of
Classroom, Coaching and Live
Business Case solutioning followed by
Talent Landscape.
The strategies are adopted always
keeping in mind the future trends and
the present business scenario, which
successfully enables them to meet the
industrial challenges.
The Strategist’s Key Values
The Strategist is one of the few
establishments that started during the
worst economic recession in current
times and has not only survived the
downturn, but has successfully
outgrown it. It has achieved that by
focussing on the key values of
providing a combination of Advisory/
Consultancy. As Advisors, they support
their clients even if the client deviate
from the original scope or in cases of
wrong estimation by Senior experts.
They have supported their clients with
no extension to the investment plans.
Their priority is to create an IMPACT
and not merely focus on OUTPUT.
Customer experience as a value has
been hallmark at The Strategist and
Customer experience typically consists
of - Custom driven solutions, Adhering
to delivery timelines, Intellect driven
solutions which scale with time and,
Combining HR solutions with business
needs and aspirations. With innovating
services the company is staying ahead
of the curve and created a niche for
itself.
Unique Tools and Techniques
The unique tools and techniques used
in providing services to the client
include benefits such as Innovations
based on Intellect , Cost Effectiveness ,
Comprehensive solutions under one
roof , dedicated Partners Attention,
Cutting edge solutions which directly
impact business.
Future Plans of The Strategist
In the coming years, The Strategist is
expecting to expand substantially
beyond India and explore creating
dynamic tools and techniques which
are India centric. Their Research team
helps in forecasting the future trends
and focuses on finding solutions to the
current and emerging challenges faced
by the industry. As India Inc. explores
acquiring global companies, The
Strategist is gearing up to equip India
Inc. to manage this transit successfully
through comprehensive solutions like
M&A integration, Global Leaders
MDP, Success DNA, Future Leaders
Assessments, Culture Audits and
Integration etc.
Mantra for Aspiring Entrepreneurs in
The Industry
Inspiring advice by The Strategist to
the youngsters is that
‘Entrepreneurship is a Five Day Test
Match and not a T20, Stay committed
to your dreams and not to success, And
Hunger & Humility are two best
friends you need to feed’.
Subbu Parameswaran
Partner &
Chief Leadership Architect
AUGUST 2016 |16

Human-made satellites like the International Space
Station, have long been able to utilize the solar
energy that affects from the sun, getting that
power back to Earth where people can use it.
The Japanese breakthrough gives the hope that humans will
one day be able to use an inexhaustible source of energy in
space.
‘Breakthrough in wireless energy transmission’, What does
this mean exactly? It’s that humanity which has now
officially begun to realize one of the most aspiring thought
th
experiments of the 20 century - The Dyson Sphere.
Japan is struggling to expand its scientific opportunities.
The Japan Aerospace Exploration Agency (JAXA) has
contributed to this major scientific achievement. With the
use of microwaves, JAXA’s researchers were able to
transmit 1.8 kilowatts of energy through the air to a receiver
170 feet away. There are no wires, no cables, no pipelines,
no trains, no trucks, no nothing. Just Energy. Through the
air. Granted, it is not a lot of energy –1.8 kW is about
sufficient to run an electric kettle, according to the reports.
“This was the first time someone has managed to send a
high output of nearly 2 kilowatts of electric power through
microwaves to a small target, with the use of a delicate
directivity control device,” as per JAXA researches. Today,
they can get into what this wireless energy transmitted is
for- JAXA has been investing on a system that would use
solar-powered satellites to transmit energy directly to the
Earth.
This Space Solar Power System would define that solar
power would be available anywhere on the earth, at any
time of day, regardless of whether or there is no sunlight on
the planet. JAXA’s ideal goal is to set up solar panels and
antennae nearby 22,300 miles from the Earth, which could
take various decades to practically realize. JAXA has
evaluated that the system would probably not be ready until
2040 and they even haven't find out how to achieve the
large structure they need into space, or how to develop it, or
how to maintain it.
Hats off to all those Scientists! Just imagine the power of
this innovation. When a great theoretical physicist and
mathematician Freeman Dyson look through the science
fiction novel Star Maker, he was truly inspired to propose
what has become called as the Dyson Sphere, which is a
wide range of solar panels that enclose the sun and beam
energy back to the Earth. Considering JAXA continues to
improve this technology, and assuming it looks a major
investment from the right parties, at the end of this modern
era we could have access to a renewable, sustainable source
of energy.
Japan’s spectacular breakthrough
in wireless energy transmission
Go Green
AUGUST 2016 |18

MAGAZINE SUBSCRIPTION FORM
Name :
Address :
Country :City : State : Zip :
Global Subscription
1 Year 2500 Rs.(12 Issues) 6 Months (06 Issues) 1300 Rs.
3 Months (03 Issues) 700 Rs.
Check should be drawn in favour of :INSIGHTS SUCCESS MEDIAAND TECH PVT. LTD.
1 Month (01 Issue) 250 Rs.
Date :
Corporate Ofﬁce
Insights Success Media and Technology Pvt. Ltd.
Ofﬁce No. 513, 5th Floor, Rainbow Plaza, Shivar Chowk,
Pimple Saudagar, Pune , Maharashtra 411017
Phone - India: 020-69400110 | USA: 302-319-9947
Email: info@insightssuccess.com

Human Resource for Every
Organization’s Success
or every organization’s success Human Resource has become the most valuable and essential element. For flourishing
Forganizations, workforce has well suited as it impacts the company’s long term goals.
In the past few years, the HR industry has observed some evolutionary leaps with inescapable impacts of technology and the
growth of local businesses to global level. And the blend of Social, Cloud, and Mobile Technologies fueling an innovation to
the HR field.
We are honored to rank an exclusive listing of India's ‘The 10 Fastest Growing HR Solution Provider’. These companies are
shortlisted as per the parameters such as profit, sales, capital return and market capitalization.
In our issue, ‘The 10 Fastest Growing HR Solution Provider’, we have shortlisted ‘The Strategist’, as an ‘Enterprise of The
Month’, on the basis its complete spectrum of people practices which ranges from human capital strategy to engaging
employees to optimize HR operations through outsourcing.
Netcomm labs for its product ‘Officenet’, which covers everything an HR Executive needs at one place. Beehive Software
Services for delivering the most advanced HR software solutions for managing the entire employee life cycle of its client
within an organization. NextGen Sale Solutions has shortlisted for helping their client companies to build their businesses
through the efficient acquisition with the best qualified sales talent. From recruitment services and placement consulting
providers, Placewell HRD Consultants has achieved the place in our issue. Vyakta has been shortlisted for developing talent
and aligning it with their client’s organizational strategy. HCM Info Systems for developing, implementing and supporting
their HCM business processes with midmarket and global companies. PACE for its innovative and simplified service
offerings in the various facets of HR which covers the entire HR life cycle.
While choosing a cover story, our criteria was to showcase the company who develops state-of-the-art HRIS applications
which caters to all HR and Payroll needs of any industry, be it medium or large scale organizations. We are delighted to share
hSenid as the cover story for this issue, who is at the forefront of HR industry leading with creative innovation in
empowering Human Resource functions of global organizations.
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010

Management BriefCompany Name
hSenid Business Solutions is a one of
the leading providers of human resource solutions.
Placewell HRD Consultants is an end-to-end overseas
recruitment services and placement consulting provider.
Beehive Software Services, is a company that helps companies
focus on their employees by delivering the most advanced HR
software solutions, built to manage the entire employee life
cycle within an organization
beehivesoftware.in
Beehive Software
Vic Gupta
Director
BIPS
bipsindia.in
Raju Monga
Founder & CEO
BIPS is a company that specializes
in providing talent recruitment solutions that caters to any
client’s requirement across industries and nations.
hSenid
hsenid.com
Pradeep Agarwal
Anuj Gupta
hcminfosystems.com Bhupesh Chaurasia
Netcomm Labs Pvt Ltd
netcommlabs.com
Sonali Chowdhry
Founder &
Director of Marketing
Netcomm Labs is an established software
development firm which provides corporate
solutions in the area of Web Design, Applications & Intranets.
PACE Global HR Consulting
paceglobalhr.com.
Girish Nair
Founder & CEO
PACE offers its innovative and simplified service offerings
in various facets of HR, covering the entire HR life cycle.
Placewell HRD Consultants
placewell.in
Mr. D.S. Reddy
Chief Executive Officer
NextGen Sales Solutions
rajeshshethia.com
Rajesh Shethia
MD
NextGen Sale Solutions is
a leading Sales Solution company
thestrategist.in
The Strategist
K Srinivas Rao
Chief Strategist & Partner
The Strategist is a People Advisory & Research Firm, who
specializes in the complete spectrum of People Practices
ranging from Human Capital Strategy to Engaging
Employees to Optimizing HR operations through
Outsourcing.
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
Vyakt
vyakta.com
Ashish Kumar Jha
Founder
Vyakta is a consulting firm helping companies win in business
by developing talent and aligning it with their organizational
strategy.
HCM Info Systems is a leading HCM consulting services firm
working with midmarket and global companies to develop,
implement and support their HCM business processes.

The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
There are plenty of HRMS
products in the market place.
Beehive is a clear market
leader by far, in this crowded place,
because of its adaptability,
affordability and easy-on-the-eye
interfaces that are designed to be
quick and user friendly. This product
is conceived, designed and made in
India for Indian Companies and is also
the first comprehensive solution for all
sizes of companies that can also be
accessed via Mobile App and Tablets.
Leading with the motto “Bee The
Future”, Beehive HRMS is built
ground-up with Cloud First Strategy.
Beehive is committed to Innovation
and Excellence with significant
: The Most Advanced
HR Software Solutions To Manage
The Entire Employee Life Cycle
Vic Gupta
Director
We will never se le for less or make
false promises nei er to our
employees nor to our clients“ “
SQL, you can choose the way you buy
or license - pay as you use, pre-pay for
additional discounts or buy an
Enterprise License, pay for the users
that use the system and not for the
employee Headcount.
Beehive’s Core Key Values
Beehive is leading with the key values
such as Customer Satisfaction, which
is a leading indicator of consumer
loyalty. They are providing great
service by which they increase
customer lifetime value. Continuous
Improvements, they follow a
standardized policy at each level of the
transaction, whether it is signing a new
customer or supporting existing.
Standard SLA driven process which
gives their customers a higher
turnaround across different processes.
Quick Implementation - their average
on-premise implementation time to be
up and running in less than 30 days.
With the built in best practice
templates, they can have their software
ready to use in no time. Higher ROI -
by automating end to end HR
transactions, they give you an
unbelievable ROI. Accuracy -they
guarantee maximum accuracy in the
calculation and budgeting. Analytics -
Beehive’s analytics dashboards helps
HR leaders to understand the insights
and drawing foresights, understanding
the trends and re-engineer the HR
policies with meaningful data saves
time, money and efforts. Drawing a
Big Picture -in order to support
growing needs of an enterprise,
Beehive’s scalability of the application
allows companies to grow, change and
update their HR technology. Maintain
value proposition- with constant
updates and releasing additional
investments in Research and
Development. Beehive offers the most
comprehensive Enterprise Human
Capital Platform at a fraction of a cost
of most Enterprise HCM solutions. It’s
extensive features and easily
configurable workflows make the
implementation a breeze.
Beehive offers a complete life cycle
of an employee in the company from
Recruitment to Resignation/Retirement
(hireto- retire). It is offered as an
integrated HCM platform with
operational modules like HRIS
(Employee Information System),
Recruitment Management System,
Employee Self Service, Time &
Attendance Management,
Leave Management, Payroll
Management, Claims &
Reimbursement, Performance
Management, Training &
Development, E-separation, Loan
Management, Travel
Management, Grievance
Management, Letter Generation,
Timesheet & Task Management,
Mobile App and HR Analytics
dashboards.
Beehive Secure, Scalable and
Flexible Beehive HRMS is designed to
be Secure, where sensitive data fields
are encrypted and is hosted on
Microsoft Azure and backups on
Amazon AWS. It allows a constant
monitoring of logins, VPN access and
IP/Mac validation; Scalable, as it starts
with one module and add-on modules
as required, and can be deployed as
Enterprise Software while providing
unlimited data size for SaaS customers.
And, Flexible because you can choose
your database - Oracle, MySQL or
AUGUST 2016 |22

features, they help companies stay
compliant and tackle new business
challenges.
What Beehive HCM brings to an
Organization?
Beehive’s clients are getting benefitted
from the incredible features such as
Higher Productivity- here you would
have automated a large number of HR
functions along with payroll and
benefits administration. Increased HR
Morale -allows your HR team to not
just move on to other issues as noted
above, but also gives non-HR
employees the ability to manage their
own benefits. Employee Satisfaction -
it gives access to the employee data
and thereby empowering employees
with the ‘Employee Self-Service App’.
Error Free Process -Beehive HCM
helps to automate the most common
processes such as Payroll Information,
and the Automation that HR software
provides helps keep everything
working properly. Compliance-HR
software provides easy methods for
managing all aspects of your business
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
including compliance related
information and can keep you on the
right side of the law. Metrics -Beehive
HCM includes HR metrics tools that
allow you to accurately gauge issues
such as Turnover Rate and Hiring
Costs. Beehive’s HCM giving
numerous tools that can be used to
devise business strategies. In addition,
it will give you Efficiency of
Administration, Reduced Cost, Access
to Information, Data Analysis and
Informed Decisions, Improved
Communication.
Future in New Market Segments
Beehive adopts newer technologies to
make the application stronger.
Integration with different systems
enables HR technology to be a
platform for all the enterprise level
applications. Beehive is getting into
new market segments which are
changing the business culture.
Success Enablers of Beehive
Haresh Awaratamani, CEO of
Beehive is a seasoned technology
entrepreneur and has over two decades
of experience in cutting edge
technology products. He has owned
and ran successful Software firm,
Services firm, Systems Integration firm
and various others. Having adequate
experience in managing large teams, he
realized that there is no viable and
affordable solution to manage people
for companies of size under 1000
employees, which led him to start
Beehive.
Vic Gupta, Director of Beehive is a
seasoned technology professional
turned Entrepreneur. Having worked in
several roles spanning over numerous
technologies, he fully understands the
day-to-day business and technological
issues that clients and consumers are
constantly faced with. Vic’s
background includes mobile apps, HR,
IT and staffing domains. Vic holds a
Masters in Systems Engineering from
Institute of Technology, Banaras Hindu
University. He co-founded, invested,
managed and led several technology
companies.
Beehive for CXO
AUGUST 2016 |23

Creating a Positive Culture
for
Better Work Place
to know how you would like each and everyone in your
company. The greater involvement of people in the business
has led to more significant contributions by employees,
which results into more appreciation from customers. So if
you are alone with nothing but technology, your business is
built across the people producing products and providing
services for others.
It has been always noticed that the long period of peace and
prosperity comes in those companies equipped with the
right personnel, where the best people do their best.
Employees like to work hard when they get greatly
encouraged by their leaders.
Corporate culture reflects what your organization believes
and supports like how you interact and work. One bad
attitude is sufficient to affect the entire team’s performance.
Jazmin Truesdale, CEO, Mino Enterprises stated earlier,
“The kind of people you hire will be the ones to contribute
Most of the organizations possess exuberant
employees, and with a collaborative work, they
showed willingness to their work. Is that an
organization’s fate? Or the environment itself created by the
company?
What is the core value of successful business? Obviously
your ingenious team. So, it is mandatory to create a culture
that recognizes and embraces shared values, standards,
attitudes, and beliefs that characterize the objectives of the
organization. For that, you need to ensure that it meets the
requirement of the organization with the best people who
work with the company at the same time creating a positive
impression on your clients or anyone who is associated with
the business.
Most of the Founders or C-level executives see “business
first, people second”. But, for creating a positive culture
you have to possess a clear and consistent vision and need
Highlights
AUGUST 2016 |24

the most important thing to be considered for creating a
positive culture within an organization. The process or
technique to find and select the right people who have a lot
to do with. How will you develop and maintain your
company culture? Yes, a proper screening and evaluation
must be there. The high cost of turnover makes it especially
important, when hiring, the right talent put on the payroll.
Interviews sould be done only by skilled interviewers who
has the ability to assess a recruit's sincerity. He/She should
be able to relate to others. He/She also has to listen, assume
and/or assign responsibility. He/She should possess
enthusiasm and commitment to the job. In labor-scarce
cases, applications should be simplified and employment
decisions finalized during that interview.
2.Orientation
Orientation can be the most critical factor once the decision
is made to take someone on board. The thing is to ensure
that the first day is a great day. Usually, it has been
observed that people are more open to understanding and
adapting to a new culture during the first day at the job.
Introduction to other key players and exposure to existing
policies and procedures (which may be described in an
employee reference manual) is essential during the early
to your work environment. So make sure you’re hiring
people who are professional, can work in a team and can
contribute to a positive work environment, because one bad
apple can spoil the bunch.”
There are a few key elements to create a positive corporate
culture.
1.Recruitment
It begins with an effective process like recruitment which is
AUGUST 2016 |25

stages along with periodic feedback.
3.Training
Everyone should get enough time, sufﬁcient energy and
support for the newly entered employee. All training
programs should be motivational and informative for
setting a classroom or on the job. They must offer English
language courses to native speaking employees, as per the
audience. Such courses will boost morale and help the new
talents assimilate while increasing their productivity and
effectiveness.
4.Communication:
Communication should be clear, consistent and constant
which may term a hallmark of operations in any culture.
For an effective two-way process, communication requires
follow-up and feedback. Everyone should have an authority
to communicate, ask questions and seek elucidation of
issues to avoid misunderstandings. In a positive
environment culture, everyone at the company enjoys a
sense of belonging and involvement.
The ability to hand over the responsibility is again another
form of communication, easy way of informing and
involving others in an operation. In today's sophisticated
environment, being able to give responsibility may be a
major factor in meeting customer expectations and
deadlines.
Also, an open door policy with ongoing and frequent
meetings, that include members of management and a
sampling of employees, review of the primary goals,
problems and various opportunities, and ensuring these are
communicated to the rest of the staff.
5.Recognition And Reward:
Recognition of both positive and negative behaviors, and
achievement against goals, should be explained as major
factors while establishing a positive culture. Everyone in
the company should have a set of goals and objectives. In a
positive culture, encouragement, appreciation, and
recognition should be steadily described by the company
lead runners. Incentive programs, such as cash bonuses, a
trip, or other award functions for encouragement, for
meeting and/or exceeding objectives and goals, are also
recommended.
Negative behavior has to be addressed. Individuals who do
not choose, or are unable to embody the positive aspects
and goals set by the company, may be terminated. Often,
such individuals decide on their own to seek employment
elsewhere.
Once established, high standards, become the accepted
norm in a positive culture, fostering teamwork and
camaraderie.
AUGUST 2016 |26

The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
Cities are driving new business
on the basis of their creative
ideas and innovations, and
becoming the reason of development
of countries. It opens up the
opportunities for other businesses and
new talents in the industry.
By providing the right talent for
company’s effective working strategy,
recruitment companies are accelerating
their processes for urban development
and improving the overall quality of
their resident lives. However, it’s not
possible with every city to be in the
leading global place. Only a few
companies are successful in making
their identity remarkable.
With the record of serving many clients
from pan Asia and in the MENA region
Bangalore International Placement
Services (BIPS) delivers and covers
every range of recruitment services.
Over time, a lot of prospective talent
from South East Asia has moved to
better careers through BIPS’ services
and enables organizations to gain
competitive advantage. With
the innovation and adaptation,
they have grown to cater to
various clients’ talent and
resource needs over time.
Adroits behind BIPS
Raju Monga, Founder &
CEO of BIPS, is a dynamic
leader, having over two
decades of experience. Raju
Bangalore International
Placement Services (BIPS):
Behind Prime Movers in Every Industry
Raju Monga
Founder & CEO
“ “We deliver what we promise
and we cover every range
of recruitment
AUGUST 2016 |28

has a good understanding of a wide
range of industries. His initial vision
has carried the organization a long way
since its inception, through each
milestone. His involvement has led to
many accolades, including many
Business Excellence Awards. He is a
Lead Quality Auditor of ISO 9001
certification from the Lloyds Register
of Quality Assurance (LRQA) &
KPMG.
Also, Raju is the youngest board
member and director of the
Employment Promotion Council of
Indian Personnel (EPCIP).
Bhavana Raju, Co-founder &
Managing Partner, has over a decade
of experience in the Hospitality and
Services Sector. Prior to BIPS, she has
worked with leading international
premier hospitality brands including
Jumeirah International-Dubai.
She also worked with law firms in both
India and the Gulf. She has an
extensive experience in HR
Recruitment and Management for
international clients.
Raju and Bhavana were based in UAE
in the Banking & Finance and
Hospitality sectors respectively, they
founded BIPS to provide a one stop
solution for their clients to all their
pain points in the areas of recruitment
from India, as aspiring migrant
workers from our country.
“The challenge was to differentiate
ourselves from the hordes of
recruitment agencies and to emerge as
a leader in the International
Recruitment market, offering clients
viable, innovative and practical
recruitment solutions as per the
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
verticals/domains that they did their
business in,” asserts Raju Monga, MD
& CEO.
Raju and Bhavna’s valiant efforts
towards setting up a team of qualified
and experienced recruiters, and
technical consultants from different
industry sectors brings BIPS to reach
great heights of success.
“As we acquired new clients across
various industry verticals, we
concentrated on understanding the
client brief, their business processes
and systems and their manpower
needs. We then co-related the
requirements and the demographics,
social indices, cultural issues,
economic conditions availability of
skill sets across India. This has enabled
us to offer our tightly focused and well
managed recruitment campaigns and
services as per the availability and
even employability of candidates
across India for catering specifically to
each industry,” expresses Raju.
Besides deploying Engineers, Industry
Professionals and Management staff,
BIPS is mastered at sourcing skilled
Technicians and trained industry
professionals for various sectors.
Today, BIPS has clients from top notch
Fortune 500 MNCs in the EPC, Oil &
Gas, Hospitality, Facilities
Management sectors.
Outstanding Services by BIPS
BIPS is an Indian Government certified
foreign recruitment agency. In addition
to this, BIPS is a lifetime member of
the important trade bodies such as
Indian Personnel Export Promotion
Council (IPEPCIL) and Employment
Promotion Council of Indian Personnel
(EPCIP). BIPS processes are well built
to serve to an excellent standard. They
always use cloud-based customised
recruiting software to ensure
accessibility. For that, the company
uses their in-house cloud based
recruitment software Web Alligator
designed by Blue Leaf.
At BIPS, All face-to-face meetings are
done with full motion video and
integral video conferencing. BIPS
provides candidates who are medically
fit and professionally efficient. In case
they fall short, they are repatriated and
replaced at their own cost. BIPS has
partnered with many flourishing
organizations with their superior
services. BIPS understand the human
resource necessary for their growth and
provide the solution to meet their
requirements.
Being India’s most reputed
International Recruitment &
Manpower consultants, BIPS retains its
unique client centric focus and is
steadily improving its systems &
business processes. With an
exceptional track record of providing
outstanding services, resulting in
repeat business from over 95 percent of
clients.
While talking about the future of the
BIPS, Raju stresses, “As we continue
our journey into this experience, BIPS
will be constantly adapting, growing
and innovating so that we are able to
truly address the talent requirements of
every industry that we serve. We aim to
scale our business model across
different geographies/countries of the
world like Japan, South Korea, and
Europe.”
AUGUST 2016 |29

The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
Leader in the HR Technology
Services Market
HCM Info Systems is a leading HCM
consulting services ﬁrm serving
businesses across India. Their team
consists of talented, dedicated and
creative business and technology
professionals who are extremely
committed to their client’s success.
Cloud, Mobility, Social, Big Data, and
Analytics have changed things so fast
that they had to reinvent themselves so
they can help their client’s businesses
to be the winner not the victim of all
these changes.
Belief in Customer Commitment, High
Quality, Innovation, Integrity, and
Teamwork makes the base of HCM
Info System more stable and is
recognized in the HR Tech ecosystems.
Behind HCM Strong Performance
Bhupesh Chaurasia, Managing Partner
HCM Info Systems, brings a wide
perspective to his role of
driving HCM Info systems as
he's been working for more
than a decade across all sides
of the Human Capital
Management spectrum.
Bhupesh has over 13+ years of
HCM Sales and Consulting
experience across various
verticals. He has been able to
HCM Info Systems:
Human Capital Management
Simpliﬁed
Bhupesh Chaurasia
Managing Partner
AUGUST 2016 |30
Happy Clients Ma er
“ “

make a significant impact in the
complex business environment because
of the professional acumen and
patience honed over the years. He is a
Human Resources professional with
diverse industry experience, from the
Service to Engineering, Oil & Gas,
Pharmaceuticals, Transportation,
Utilities, Energy, Telecom,
Manufacturing, Beverages and
Automotive. The changing scenarios of
market dissolve many businesses;
whereas Bhupesh has made these
scenarios to work in his favor.
Uniqueness of HCM
HCM Info Systems believes that
people are the core to everything a
business needs, to propel its bottom-
line. Its people who do the business,
run the business and it’s the people to
which a business serves its very own
purpose.
HCM help these people to connect,
engage and collaborate to the
fulfillment of business goals. It’s not
just the systems and processes but the
human at the core of the business
which plays the vital role of engine
that drives everything in and around.
Their rich experience, expertise and
people centric approach along with up-
to-date and beyond HR technologies
lead organizations to attract, retain and
develop talent within the organization.
Services Offered by HCM
At HCM Info Systems, the main focus
is to ensure that they have the right
strategy, structure, processes, and
technologies that move from
anticipating to responding at the speed
of opportunity and help their client in
navigating their challenges.
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
With Cloud based offerings using SAP
Success Factors, Ramco HCM and
SAP Human Capital Management
suite, they have responded with the
speed, quality, flexibility, and
predictability that allow them to take
advantage of opportunities with the
right solutions. HCM Info Systems
helped organization’s Human Resource
function a data driven HR strategic
business function. Be it recruitment,
performance or workforce planning,
with their best-in class solutions and
expertise, they help their client’s
people function in their shift towards
data driven approach.
Challenges HCM Faced
Most organizations are happy with
their decision to move to the HR cloud.
Top barriers to implementation include
the organization’s willingness to adapt
to deliver cloud processes, products
that often under-deliver, and
maintenance schedules that can disrupt
operations.
Future Ahead
HCM Info Systems’ services ranging
from expert Consultancy,
Implementation, Business
Transformation, Expert Support to
Data Migration & Integration are
seeing continuous growth year-on-year.
Their services in Success Factors HCM
Suite, which includes Core HR
(Employee Central), Talent and Human
Capital Analytics solutions, SAP JAM
for social collaboration have done
quite well.
By next year, all Success Factors
customers can expect to run their
applications on SAP HANA for added
performance and interactive analytics
boosting speed and decision support
along the way.
They are now focusing on
strengthening their capability in People
Analytics as well as building new
capability for SAP Fieldglass solution
to cater growing client’s requirement
for hiring of part-time and contract
employee.
As per the recent survey, last year 23%
of organizations used SaaS (Cloud
Software-as-a-Service) for core HR
and another 26% planned to move
within three years. Fast forward just
one year and the number using SaaS
for core HR has climbed to 44% with
an additional 30% planning to move in
the next one to three years. With this
kind of shift, HCM is well poised for
growth and will dominate the Cloud
HR services.
AUGUST 2016 |31

The need
India is the world’s second most populous country in the
world, and the fifth largest economy in terms of GDP when
adjusting for international price differences. However, its
per capita income in 2011 is only $3,600, placing India 129
out of around 184 countries. Despite this, India’s economy
grew at a pace of 7.45% between 2000 to 2011, making it
the world’s second-fastest growing major economy,
according to, “Indian Social Enterprise Landscape Survey
2010”.
The increasing urgent need to tackle social issues in
more effective ways. At present, India’s rapidly growing
economy has not managed to alleviate the extreme poverty
of nearly half the country’s population that lives below the
$1.25 per day poverty line. There are several reasons for
this, including non-uniform infrastructure, low quality
public good provision by the government (especially in
health and education), and resource limitations. Successive
governments have dealt with the complex problems at the
root of tackling and alleviating the social challenges.
Despite several initiatives, social inequalities remain even
as we begin 2016 and we are very far from resolving some
of our urgent social challenges like homelessness,
malnutrition, illiteracy, substance abuse, gender-based
violence, etc. The social sector has admirably addressed
many of these burning issues but they have also been
woefully underfunded, despite the CSR Bill and increasing
Philanthropic donations. It is imperative that we look at
addressing the social challenges in an innovative manner.
In the traditional bifurcated system, social needs are
primarily met through grants, CSR funds, non-repayable
contributions, while capital markets are focussed on
financial returns and economic growth. In addition, while
the industry deals remarkably with economic consequences
but more often than not, it largely doesn’t take into account
social consequences in its primary business models. In
recent times, however, a new sector that is bridging private,
public and social sector is emerging.
Emergence of a new converging economy
A rising wave of social entrepreneurship is seeking to make
meaningful difference to people’s lives. India’s vibrant
social enterprise space is young in terms of years of
operation, and nascent in terms of revenue size per
enterprise. According to the Beyond Profit 2010 survey,
about 68% of SEs have been in existence for five years or
less.
The social enterprises have several innovative business
models. Enterprises could have a for-profit business models
like Udhyogini; include collective ownership structures
such as cooperatives and producer companies, like Waste
Ventures, which “incubates solid waste management
companies owned and operated by waste pickers”, not-for-
profit structures, which make up a fifth of all social
enterprises, such as Aravind Eye Care Hospitals, or have a
business model that can be categorized as hybrid, wherein
two or more entities, while not legally bound, work in close
synergy with each other, usually because they are both
founded by the same individual or individuals, like
LifeSpring Hospitals.
By definition, a social enterprise is a means to achieve
sustainability through earned income. However, it is
important to note the financial objectives differ among
organisation. Social enterprises do not need to be profitable
to be worthwhile. They can improve efficiency and
effectiveness of an organisation by:
- reducing the need for donated funds
- providing a more reliable diversified funding base; or
- enhancing the quality of programmes by increasing
market discipline
Globally, there are multiple experiments in this space
linking CSR, entrepreneurship and livelihood, including
helping existing/traditional community businesses as CSR
(e.g. Indian public sectors like Oil and Natural Gas
Thought Leader
-By Meena Vaidyanathan
AUGUST 2016 |32

This trend is gaining ground in India as well. Mahindra
Finance and Marico have partnered with social venture fund
Villgro to finance startups by using their corporate social
responsibility (CSR) budget. The new Companies Act
amendment allows such funding though incubators as CSR
contributions, according to economictimes.
Companies can create shared value opportunities in three
ways:
• Reconceiving products and markets - Companies can
meet social needs while better serving existing markets,
accessing new ones, or lowering costs through innovation
• Redefining productivity in the value chain -
Companies can improve the quality, quantity, cost, and
reliability of inputs and distribution while they
simultaneously act as a steward for essential natural
resources and drive economic and social development
• Enabling local cluster development - Companies do
not operate in isolation from their surroundings. To compete
and thrive, they rely on an ecosystem of players, all
collaborating to create enhanced value and improved
sustainability.
Our future ability to meet growing needs in education,
healthcare, energy, climate change, and the inclusion of
vulnerable populations such as seniors, people with
disabilities, requires an integrated approach to link and
unlock economic and social value.
About Meena
Meena Vaidyanathan, has a double Masters degree in
biotechnology and business management and a certificate
holder in Social Entrepreneurship from INSEAD, has
worked with Monsanto, Honeywell and HCL Technologies.
She founded niiti consulting Pvt. Ltd. in 2010, with the aim
of supporting and enabling programmes and organisations
that create large scale social impact. Meena has
led many projects with educational and
healthcare institutions, NGOs, corporates
and social enterprises alike. niiti also
conducts training workshops on topics of
social relevance for professionals like
sexual harassment at work place,
monitoring and evaluating social
impact, CSR reporting, leveraging
social media for community
mobilization, etc. through its
programme called Doer’s
Labs.
Corporation- ONGC- trying to promote local craft);
using/leveraging social innovations/businesses as an
extension of the company’s business strategy with tighter
alignment (e.g. U.S. company Patagonia using recycled
denim for their textile products); and linking social
innovation with entrepreneurship, while keeping and
treating them distinct from core businesses (e.g. Tata Steel /
Usha Martin’s effort to empower local communities through
entrepreneurship). Many companies in India are looking to
this model for bringing about sustainability to their
programmes.
The concept of shared value could lead to large scale
social Innovation
The concept of shared value seeks to promote inclusive
growth as a key agenda in India’s economic growth story.
Corporations are finding new ways to accelerate growth and
increase competitive advantage through innovative business
models that meet societal needs and help create impact at
scale. A well-known shared value example is that of Nestle,
that decided to train and assist cocoa smallholder farmers to
foster rural development while ensuring a reliable supply of
high quality raw materials. This rural development strategy
has had a direct impact in furthering the company’s
business goals while at the same time ensuring
sustainability of critical stakeholders in the supply chain.
Small-scale initiatives of this nature could also be
important test-beds for large-scale sustainable solutions.
Strategically implementing and networking among small
scale initiatives can create an environment that supports
large-scale change by connecting relevant stakeholders and
groups, such as from the policy or business domain. Many
new emerging businesses like solar energy storage and
distribution, waste management, etc. were
considered as small scale social
innovations just a few years ago. But
they are considered the sunrise
industries of today. The impact
investment market is currently worth
around $50 billion (£30 billion)
globally, but it is estimated to be
worth $1 trillion (£600 billion) in the
next five years. This is because the
lines between investment portfolios
and philanthropic objectives are
becoming blurred and impact
investing could soon be part
of everyone’s asset
allocation, according to blue
and green tomorrow.
Meena Vaidyanathan
Founder
AUGUST 2016 |33

In this advanced Information Age,
businesses find it very difficult to
exist without use of Technology.
Whereas, HR is a very vast function in
any company covering activities right
from recruitment, performance
appraisals to the entire Employee
lifecycle management. Handling this
manually without the use of any
Intranet or HR tools can be extremely
difficult and time consuming.
HR Technology Companies with their
expertise and software help to simplify
the tasks of the HR Executives. The
Netcomm Labs have created a ready to
use Intranet product called
“Officenet”, which is proved to be the
most beneficial tool for the HR
Executives.
The Complete HR Suite
Officenet Today is a complete HR
Suite with all the features required by
the HR teams for Employee Self
Service, Employee Engagement,
Communication and Collaboration.
Being a company’s Intranet, Officenet
acts as a single window platform for
Employee’s to fill and submit their
online requisitions following the
automated approval workflow
matrix. These could be in the
form of leave requests, travel
claims, help desk queries,
downloading company policies
or just sharing and sending
their suggestions.
For the Enterprises using
Officenet: Everything an HR
Executive needs in One Product
“
Sonali Chowdhry
Founder & Director of Marketing
Our clients should see us as an established domes c player,
experienced en ty wi focus on giving a reasonably
priced, customized HR solu on for any Industry
from 100 to 10000 employees
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |34

Officenet, Netcomm Labs do
customize the workflows as per the
clients’ requirements besides also
changes the design interface of product
to match the company's brand
guidelines.
The Officenet includes features like:
My page, for the personal space on
Intranet; Performance Management,
for an effective PMS tool with goal
setting, multiple review & balanced
score cards; Leave Management, for
the leave applications & related
procedures; Blog, for group
discussions & moderation; Travel
Management; Recruitment, to
automate the recruitment procedure;
Knowledge Base, for sharing
documents with access & version
control; ESS Workflows; Employee
Directory, for searching and reaching
out by location, department or
designation; Company News, for daily
news feed exclusively for the
employee base; Surveys, for seeking
employee opinion on any issue and
Training Calendar, for scheduling
trainings, getting feedbacks and
nominations.
The Tale of Foundation
Sonali Chowdhry, Founder and
Director of Marketing of Netcomm
Labs, is equipped with 15 years of
entrepreneurial zeal and experience
gathered during her tenure at NIIT R &
D. Armed with a degree in Business
Administration, Sonali knew that it
was the right timing to make a foray
into the arena of Web Technology.
The company has started initially as a
Web Design firm, which diversified
into the area of Enterprise Web
Applications, Ecommerce & Mobile
Apps which are the new market
demands today.
“Officenet Intranet is our flagship HR
product which has been deployed in
100+ enterprises in the 5-6 years.
Indigenously built with a rich HR
experience gathered over time from
customers and a complete ‘Hire’ to
‘Retire’ feature-list of modules,
available both on cloud & on premise”,
says Sonali.
The Tac-Tics Followed to Lead
The team of Netcomm Labs knows
very well that, employees would like to
engage with any HR tool only when it
is sticky enough for them to come back
daily. It should also be vibrant & well
represented in the UI, layout and
content.
With companies today talking about
Social Intranets, Netcomm Labs have
built the features like Idea box which
has elements like Facebook to
comment, like, share stories & articles.
HR can run online surveys, opinion
polls and get to see the popularity of
content being posted by them.
Also, features like Knowledge Base
add value as information which is
repeatedly required gets archived
within the folders. Users can create
groups and assign rights of usage to
different set of employees making it a
role based repository with access and
version control. Imagine being able to
retrieve all the Company Newsletters
or specific SOP’s at a click of a button!
Officenet deployment takes almost 6-8
weeks, which includes the
customization & changes as per a
specific enterprise requirements. This
is the strongest USP along with the HR
domain expertise which Officenet
brings with the constant enhancement
and enrichment of the feature-list.
Netcomm Labs believes Good
Customer references have played a
significant role in the increasing
deployments on the PAN India basis.
Persevering to Meet up the Rising
Expectations
An agile development process that
interacts with the customer at every
stage has been helpful towards
building the right HR solution for the
domestic market. A modular product
delivery, which is scalable has helped
the company to offer a competitive
pricing.
Growing economies will always
pressurize companies to retain and
recruit the best talent. HR tools like
Officenet will help in making the first
impact by showing a progressive work
culture to a new joinee and also adding
transparency to the entire process of
HRD. Be it appraisals, trainings,
reimbursements, whistle blower
policies or publishing the company
blog.
Netcomm Labs knows very well that,
as long as HR functionaries continue
their belief to harness technology to
look after their most important asset till
then the HR technology will need to
continue to persevere to meet up to the
rising expectations.
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |35

The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
It seems that in this day and age,
the word ‘sale” has become more
of a four-letter word rather than
what the true phrase it was intended to
be. The sales industry is undergoing
enormous change. The evolution of the
Internet as well as innovations in
multi-media and technology have
altered the buying journey, forcing
sales organizations and salespeople to
change how they pursue and win
business.
Words like ‘the back and forth’ and
‘the bottom line’ are thrown around all
day without any clear definition. It
shreds the fabric of trust and
believability, with no one going
anywhere. NextGen Sales Services is
proud, as a corporation, to separate
themselves from the contrite and strive
to build as a brand of service first and a
one stop sales solution destination.
Sales Talent Search
NextGen knows that the company’s
revenue and expansion is dependent on
the sales. NextGen Sales Solution is
helping the client companies
to build their businesses
through the efficient
acquisition with the best
qualified sales talent.
Focusing their efforts on
locating and placing top
performers in Sales, Sales
Management and Marketing
they don’t shirk on the
individuals who give back
NextGen Sales Solutions:
Passionate About Sales
Rajesh Shethia
MD
We provide one stop customized solu ons
to all our clients’needs by catering to eir
talent requirements right from entry level
to Top Management“ “
AUGUST 2016 |36

disproportionate values to their
employers. No matter how complex a
hiring process may be, the sales
hunters of NextGen are always up to
the task. With the huge success of
Sales Talent Search, the company has
added 2 more services, Sales Skills
Assessment and Trainers Galore.
Sales Skill Assessment is a tool which
will help the organizations to spot the
right talent, eliminate those who need
eliminating, build up those on whom
the future of the organization lies, and
retain potential talents. This technique
is effective because it allows
evaluating the needed skills to excel in
sales. This tool provided by NextGen is
effective because it is very objective,
gives a firsthand view of sales team
potentials, covers more than 50 sales
skill and it is very easy to interpret.
Good training is the key ingredient for
any company to have a powerful team
that is able to produce, deliver and
excel. However, companies often need
to focus mainly on their core business,
instead of having a costly in-house
permanent training department. That’s
where Trainers Galore plays its role,
they have the best selection of talented
trainers that can offer all the benefits of
having own dedicated trainers, without
having the usual costs and hassles of
having your own training department
and staff.
Force That Drives The Company
After leading and working for some
renowned brands such as Tata
Interactive Systems, HDFC Bank,
Airtel, Coca – Cola, etc. Rajesh
Shethia, MD of NextGen Sales
Solution realized that a lot of
recruiting consultancies are falling
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
short in delivering superlative Sales
talent to its clients. His own HR
leadership skills have been a major
force driving the company to
understand recruitment challenges
faced by organizations and planning
services to help them attain HR goals.
“Our experience and complete
familiarity with the industry’s latest
trends and Human resources helps us
understand the requirement faster and
bring skilled talent to organizations”,
Rajesh assert.
Works exclusively for Sales Talent
Acquisition
In the competitive bound recruitment
industry, the foremost objective
recruiters have is to grasp the right
talent. Choosing efficient contenders
from a huge pool of job aspirants has
posed a daunting task, even for the best
Talent Search Companies. Proficient
implementation of such task requires
understanding the nerve of the
businesses. This helps identifying the
kind of talent required by the
companies and picking up the right
talent in the right sector. To perform
this task with efficiency and excellence
in the business of talent search Rajesh
Shethia founded a sales solutions
company. Though a strong competition
is prevailing in the recruitment
industry but there aren’t and recruiting
firm which work exclusively for Sales
Talent acquisition. Because of working
and focusing on just one part of
market, i.e., Sales, NextGen is the best
pick for the sales solutions.
Specialized in the Art of Finding the
Right Talent
The day to day changes in the
paradigm of global business is
directing the business leaders in a
continuous search for new resources
with a competitive advantage in order
to sustain in the long run. Adhering to
these changing trends, NextGen Sales
Solutions works actively to find the
best set of employees who can fit in
culturally and in terms of skill in their
clients’ profiles. The company has
specialized in the art of finding the
right talent that perfectly suits
organizational needs and expectations.
Working with the leading MNC’s and
large Indian firms across industries also
guides the consultancy to acknowledge
the growing trends in the market and
the changed actions among its
customers.
Journey Towards the Pinnacle
NextGen is planning to expand their
business overseas and is all set to
extend its branches in Mumbai, Delhi
and Chennai by the end of next year. In
a scenario where many competitors are
busy in expanding the number of
clients, NextGen Sales Solutions is
focused on working with limited
customers by rigidly following the
processes designed for their clients’
requirements.
From the valued sales recruiting, in-
depth skills assessment, and step-by-
step training, NextGen Sales Solutions
does everything to ensure that
difference equates to profit. They know
how much both service and the bottom
line means for organizations, and their
highly skilled management team does
everything, from their end, to meet
customer expectations.
AUGUST 2016 |37

The concept of HR outsourcing
came about to enable the CEO
and Heads of corporations to
concentrate on their core business,
leaving the entire responsibility of
managing the Human Resources to
professionals in that domain.
PACE Global HR Consulting is an
innovative HR consulting ﬁrm offering
various HR services and providing
proven methods for positively
transforming the HR functions. The
focus is on improved efﬁciency and
effectiveness which in turn leads to
better business results. PACE offers the
entire HR life cycle services under one
roof. “We innovate HR practices and
do not benchmark other companies,”
says Girish Nair, Founder & CEO.
PACE helps organizations to maximize
the potential of every employee,
thereby aiding business growth and in
the process aligning the HR strategy to
the organizational strategy.
Specializing in People (P), Acquisition
(A), Culture Building(C) & Talent
Engagement (E), PACE helps
companies by effectively managing the
ever growing complexities in the HR
arena, thereby helping them utilize
their own resources in the best
possible way.
Headquartered in Bangalore
(India) and with branches in
Perth and Dubai, PACE
provides expertise in various
domains and industry
verticals. Based on
experiential learning, the
PACE team brings to the table
PACE Global HR Consulting Services:
An Innovative HR Boutique for end-to-end
Services of the HR Life Cycle
Girish Nair
Founder & CEO
“What is non-core to you is core to us
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
“
AUGUST 2016 |38

an innovative HR approach. They are
professional, transparent,
knowledgeable, team oriented and
provide an environment which is
conducive to learning.
Artisan Behind PACE
Girish Nair, Founder & CEO of
PACE Global HR Consulting, holds a
Master’s in Business Administration
(HR) and is also a Graduate in Law. He
has been accredited with a number of
HR certifications and has done an
Executive Education program from the
Harvard Business school.
Girish started his career by serving the
Indian Army as a short service
commissioned officer. In his earlier
roles, he was associated with
organizations like Satyam (now Tech
Mahindra) where he played a vital role
in the re-engineering and outsourcing
of HR operational transactions under
the banner of Virtual Delivery
Systems (VDS); Aztec soft- (now Mind
tree consulting) as a Global Head of
HR he spearheaded the implementation
of strategic HR initiatives - including
PCMM (People Capability Maturity
Model) Level 5 Certification. He was
also the Corporate VP and Head-HR
for Aircel, India, where he was
responsible for formulation and
implementation of Aircel’s HR
strategies and policies for its PAN-
India operations.
Services with an Innovative HR
Approach
Pace is an innovative HR boutique firm
which offers end to end services of the
HR life cycle to include:
HR Outsourcing
PACE offers its services in running the
HR department on an outsourced
model either as a whole or in managing
a few functions of HR which are not
strategic in nature.
HR Consulting
Human resource consulting has
emerged from the concept of
management consulting . Pace
addresses the issues faced in HR and
provides optimum solutions for the
same.
People Acquisition
PACE combines strategy, expertise and
efficiency in covering all aspects of
talent acquisition. Customized
solutions are integrated with talent
acquisition strategies, global recruiting
resources, competency-based
methodologies, and a flexible service
delivery model.
Learning & Culture
PACE manages their clients learning
needs through the third-party
ownership (TPO) model. They achieve
this by building a highly skilled and
engaged workforce through learning
and development strategies focused on
core competencies. At PACE, they
analyse and understand the business
goals and the company culture before
they embark on tailor made solutions
for that company.
E-HRMIS
PACE offers HRMIS products on
Cloud and on a SaaS model by
Partnering with HR Product companies
covering all aspects of HR. e-HR
brings about consistency, improves
quality thereby improving employee
satisfaction, maximizes technology
potential, and is very cost effective.
They also offer a wide range of HR
products to enhance operational
efficiency.
Legal HR
The Indian law in relation to Human
Resources (HR) is a complex
combination of Central and State laws.
Diverse laws govern the various
aspects of HR such as employee
compensation, harassment, safety at
workplace, termination, corrective
action, policies, procedures, benefits,
administration and records
maintenance. PACE provides
assistance in the same.
CHRO Services
A CHRO can be a strong link between
the existing HR department and the
CEO of an organization. It also
provides a strong leadership role for
the company. PACE offers unique
CHRO Services though which it
intends to plant a HR strategist in the
client company, with years of
experience in a leadership role to act as
an advisor to the existing management.
PACE Outbound
PACE Outbound offers an exclusive
outbound experience where employees
can take a break from their routine jobs
and spend a day in scenic outdoor
locations, enjoying team building
activities which are a blend of learning
and fun.
Benefits to PACE Clients
PACE clients get benefitted by various
services such as HR and Business
Advisory, cost reduction, enhanced
delivery, effective utilisation of
resources, Innovative and customised
HR solutions, Strategic HR
partnership, HR certifications and
awards and Experiential learning
through outbound trainings.
‘The Future is HR Outsourcing’
While reflecting on the future of HR
Outsourcing Girish says, “We have the
first mover advantage of setting in the
right foundation and now we are
capable of building on these
foundations with mature delivery
models which has resulted in increased
client satisfaction levels since 2009”
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |39

Placewell HRD Consultant has
established in 2004, with an
overriding objective of
providing recruitment assistance and
reliable placement solutions for
international clients. Headquartered in
Hyderabad, Andhra Pradesh, India,
Placewell has a strategic network of
associates and representatives in Gulf,
Africa and European regions to cater
the placement needs of clients. The
company is recognized & approved by
Ministry Of Education And Ministry
Of Science & Technology, Ethiopia to
recruit academic expatriates for
colleges and Universities. Also,
recognized & approved by Ministry Of
Health, Ethiopia to recruit Medical and
Non-Medical Professionals
Today, Placewell is providing overseas
recruitment support services for
International Universities,
Multinational companies, Small/
Medium sized enterprises,
Manufacturing companies, Trading
organizations and many more.
Placewell’s core competence is to
offer tailored, cost-competitive, time-
to-market and end-to-end recruitment
Solutions. At Placewell, they
emphasize on extending value-driven
recruitment services to their clients.
They also ensure prospering career
opportunities for job seekers by
consolidating the employers’
high-growth areas.
The company helps the people
to get prosperous jobs and
lucrative career offers overseas
professional workforce, semi-
professional workers, skilled
employees, semi-skilled
personnel, un-skilled labour.
Placewell HRD Consultants:
Comprehensive Range of
Overseas Recruitment Services
““
Mr. D.S. Reddy
Chief Executive Ofcer
We have in-dep knowledge and
experience in gauging e requirements of
each posi on based on e industry, loca on, country and
responsibility, to form eﬀec ve search
strategy and recruitment process
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |40

Placewell’s experienced team
addresses the Talent Assessment,
Talent Acquisition, Talent Training and
Talent Deployment needs of clients.
Thus, they ensure them to have an
effective Talent Management practice
in place. Based in India, Placewell has
developed industry-specific talent
databank of professionals, technicians,
executives, experts, supporting staff,
etc. Using this large pool of database,
they search, select, test and place
professionals with the clients across
the globe. Thus, they address their
technical and professional recruitment
needs.
Adept behind Placewell
Mr. D.S. Reddy, Chief Executive
Officer of Placewell HRD Consultant,
is a Chartered Accountant by
profession. He has over two decades of
rich experience in Finance,
Management and Human Resource
consulting domains. He has
successfully worked in many senior
level positions to lead the teams of
Finance.
Prior to establishing Placewell, Mr.
D.S. Reddy has worked with many
prominent organizations nationally and
internationally. With the real-time
experience, he garnered over the years,
Mr. Reddy has conceptualized
Placewell as his brainchild in 2004.
With his perseverance, hard work,
integrity, planning and business
acumen, he spearheads the operations
of Placewell. Today, under his aegis,
Placewell is considered as one of the
reliable source for total overseas
recruitments and gained the confidence
of organizations of international repute
across the globe.
Placewell’s Superior Services
In Placewell's Employer Services, they
provide the highly targeted, fully
skilled and totally professional
approaches in recruitment, selection
and evaluation processes. Their team
possesses extensive experience in the
human resources (HR) domain. Their
operations are driven by exclusive
teams of Business Development, Sales,
Promotion, Recruitments, Panel of
Expert Interviewers, Domain specific
Subject Matter Experts, HR
Executives, Travel Helpdesk
Personnel, etc.
Today, the company is considered as
thought-leaders in providing industry-
rich employer services to cater their
recruitment and placement needs. They
have extensive expertise in recruiting
executives, professionals, technicians,
support staff, draftsmen, etc. in diverse
industry verticals.
Placewell provide all their clients an
assured Triple Guarantee. It includes
Fixed Fee Agreement, for cost-
effective recruitment assistance. Total
Commitment, they assure you for not
recruiting the selected/ shortlisted
candidates for other positions with
other clients in any circumstances. Re-
organizing the Process, they provide
you complete assurance to re-organize
the search process in case the selected
candidate is terminated from the
organization within the mutually
agreed time period. Placewell’s team is
fully equipped with industry-specific
expertise and domain experience to
provide comprehensive placement
assistance for clients. They support
clients in diverse business domains
such as Accounting & Finance,
Administration, Infrastructure,
Construction & Engineering, IT and
Telecommunications, Medical &
Legal, Oil & Gas, Production,
Retail/FMCG, Procurement &
Commissioning, Sales & Marketing,
Healthcare, Manufacturing and many
more.
Placewell emphasizes on bridging the
gap between clients’ expectations and
performance of Indian professionals. In
case of technical placements for
overseas openings, they conduct
rigorous technical examinations using
their state-of-the-art Trade Testing
Center. They also ensure to conduct
interviews and other screening tests
using skilled consultants and subject
matter experts as part of a panel of
interviewers. Thus, they help both
candidates and clients.
Placewell offers a broad range of
Outsourcing Services for employers.
Their services are aimed to fit into their
existing operational, business and
organizational frameworks, workplace
environment and production
expectations.
Outsourcing services include
Conducting Trade Testing, where they
have Trade Testing Center, which is
useful in identifying and evaluating
technical talent under the supervision
of technical team of observers and
experts; Medical Tests; Visa Process
and Travel Helpdesk Support.
Placewell has been following the
vision to accomplish the leadership
position in overseas recruitment
services across the globe for diverse
business sectors and exceed the
expectations of clients and the mission
to deliver business-ready, responsive
and reliable recruitment, overseas
talent management solutions to valued
clients on a consistent and cost-
effective manner, and foster long-term
professional relationships with them.
To realize their vision, they adopt the
few mission objectives such as
providing recruitment services in
quicker manner, help clients and
address all their overseas placement
needs, adopt high levels of quality in
the entire selection process, build
better bonds with clients with total
customer focus, use the best-in-class
quality benchmarks, complete each of
the recruitment assignment in cost-
effective manner, address the
requirements of clients with effective
delivery models and support diverse
business verticals.
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |41

What is gender sensitivity? Is it the same as
gender equality? Are workplaces in today’s
India gender sensitive? Is sexual harassment of
women in the workplace on the rise? These are some of the
burning questions and issues at hand in today’s work
environment. Multiple companies across all industry sectors
are beginning to take note of these issues and address them.
While this proactive approach is seen in some
organisations, many others have been slow to recognize the
need while the rest have completely ignored it.
Gender sensitivity essentially refers to making women’s as
well as men’s concerns and experiences an integral
dimension of all policies and programs in an organization
so that women and men benefit equally and inequality is not
perpetuated. Gender issues are sensitive and complicated
and affect both women and men regardless of status. The
ability of an organization to identify and handle
gender inequality and gender discrimination
underpins its success in creating a
gender sensitive and
inclusive work culture.
Ultimately, the goal is to
achieve gender equality.
What about sexual
harassment? Sexual
harassment at the
workplace has
seen a steady
rise in India.
Though this
has
undoubtedly
been the case
for a while
now, it is
being
reported more openly and bravely as opposed to a few years
ago. This radical shift can primarily be attributed to the
enactment of the recent law in India - Sexual Harassment of
Women at the Workplace (Prevention, Prohibition &
Redressal) Act, 2013. From a global standpoint, most
countries have adopted some form of legislation at the
national level that covers the issue of sexual harassment but
a growing number of countries like India have adopted a
specific legislation for the same. The International Labour
Organization (ILO) also has standards and guidelines on
prevention of sexual harassment at the workplace. So what
exactly is Sexual Harassment? Sexual harassment is a
manifestation of gender discrimination and is defined by the
law as:
• Unwelcome acts or behavior (whether directly or by
implication) such as physical contact or advances,
• Requests for sexual favours and
• Any other verbal or physical conduct that is of a sexual
nature.
The law mandates that every company that has 10 or
employees is required to formulate a
Prevention of Sexual Harassment
policy in accordance with
the Act, constitute an
Internal
CXO Standpoint
AUGUST 2016 |42

Complaints Committee to handle
sexual harassment issues, sensitize its
entire workforce on prevention,
prohibition and redressal of sexual
harassment of women in the workplace
and handle any incidents of sexual
harassment as per the inquiry
procedure laid down by the law.
Failure to do any of the above is a
serious non-compliance and constitutes
a violation of the law. There are serious
penalties for the organization including
cancellation of their business license
apart from ﬁnes.
India Inc. is now in its third year of
compliance with the Act. While there
are a large number of companies that
have implemented this law, there is
still a long way to go before we can
achieve total compliance. Larger
corporations, both Indian and multi-
national, are more pro-active and
compliant than the small and medium
sized organizations. Smaller companies
have a tendency to think that the law
does not apply to them and hence an
alarmingly large number of such
companies are non-compliant.
Therefore, awareness is the need of the
hour. Compliance to this law and
subscribing to the philosophy of zero
tolerance to sexual harassment at the
workplace must be more vigorously
advocated. Although national forums
and federations are broadly addressing
gender sensitivity and sexual
harassment issues, a greater thrust is
warranted from all the stakeholders –
the government, society, managements
of companies and the workforce itself.
Management personnel and employees
must be made aware of the
implications of sexual harassment, its
impact on the individual(s) and the
organization, identiﬁcation of such
behavior, appropriate handling of
sexual harassment issues/incidents and
the manner of conducting oneself
within the work environment.
It is time to recognize that women are
an important and integral part of our
workforce. Women bring in balance
and diversity and more importantly
emotional intelligence which is an
essential element for corporate success.
It is therefore important for every
employee of every organization to be
sensitive, respectful, watchful and
inclusive. One must not be afraid and
must speak up against any form of
sexual harassment.
Despite the existence of an eclectic
attitude and approach to sexual
harassment in our country and
although a lot more needs to be done in
this sphere, sexual harassment free
workplaces can become a reality. Pro-
active, aware and empowered
companies along with their employees
can be agents of change and create a
sexual harassment free workplace
where both women and men are treated
with dignity, equality and respect.
CXO Standpoint
Pooja Prabhakar
Executive Director
BCP Associates
AUGUST 2016 |43

Employees represent an
organization. A poor
representation trickles down
through organizations and puts cost on
large companies in a signiﬁcant
amount per employee. On the other
hand, organizations across the country
invest annually a substantial amount of
money on the leadership training for
emerging leaders. But, unfortunately
they fail to act accordingly in the
development and bringing
advancement to the organization.
Research conducted by Hogan and
colleagues even suggests that, 'half of
all leaders are derailed, and costing
their companies upward of $1 million
each'.There is an immense need of
training programs which empower
employees, impart new skills and
improve existing skills for increasing
the business productivity.
Focusing on development than just
deliverables, Vyakta, a consulting ﬁrm
has emerged with their premium
programs in communication, behavior
and leadership, simultaneously helping
companies win in business by
developing talent and aligning it with
their organizational strategy. Vyakta
connects development of the
people with business strategy.
Vyakta’s services range from
designing learning programs
for capability development to
advising businesses on what
people strategy would align
best with the business goals.
Under Vyakta’s coaching
Vyakta: Empowering
Your Talent
Ashish Kumar Jha
Founder
“
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
“We apply e principles of learning
strategies and data analy cs to build rigorous
models relevant to each individual's needs
AUGUST 2016 |44

pattern, they start with studying
individual’s problems and finding the
gaps. They connect those gaps by
designing an effective program for
their long-lasting success. For that they
conduct 3 to 4 months long-term
learning programs which bring a
deeper understanding of the concepts
than just conducting sessions.
Vyakta’s premium, focused and
different programs are not only
designed to train the employees, but
involves the valiant efforts by the team
such as coaching, follow-up, guiding
while learning, and this is the reason,
Vyakta is becoming the need of the
hour for leading industries.
Vyakta’ sprofessional learning
programs in communication, behavior
and leadership are well received by
many reputed organizations such as
L&T, Asian Paints, Sun Pharma,
General Mills, BASF... to name a few.
Vyakta has won several
awards for research papers in
the space of learning
strategies. One of the notable
papers was “Lifting the
Karna's Curse” - Best Paper
Award at the HR Summit
2015 by Mr V Kishore
Kumar, a partner at Vyakta.
An Erudite behind Vyakta
Ashish Kumar Jha, Founder of
Vyakta,is a Journalism graduate. He
started his career as a news reporter
with the Indian Express in New Delhi
and later worked with The Statesman
in Kolkata. Ashish switched to being a
coach in pursuit of an opportunity to
shape the lives of unemployed youth
by enabling them to find gainful
employment.
In 2009, he started working with
corporate organisations and his early
success with companies like L&T laid
the foundation for starting Vyakta in
2010. He was further trained at ISB,
Hyderabad through their executive
courses in Strategy and Business.
An avid reader, Ashish believes that
making people more capable to pursue
their dreams makes not just good
business sense, but also contributes
towards an inclusive and progressive
society.
Adopting innovative approaches
Vyakta embraces the culture of result
oriented work environment.The team
at Vyakta is driven by the values of
care for the learner and rigour in
learning.Vyakta understands that the
team’s skills development is essential
for driving innovation. They invest
significantly in the development of
their own people. Vyakta’s strategy
encompasses hiring of those people
who share Vyakta’s value system, who
are committed to their own
development as professionals and are
audacious in adopting innovative
approaches to solution design.
Vyakta builds long term interventions
interspersed with personal coaching to
ensure that the learning transcends to
habit change in individuals. At Vyakta,
the team enjoys high levels of
autonomy and is encouraged to be
result focussed.
At the clients’ end, Vyakta commits to
the end results and offers differentiated
learning programs. Their clients
engage them to tackle some of their
unique and complex problems that
cannot be solved by conventional
methods. Vyakta believes in “quality
over quantity”, they build a few
relationships at a time and invest in
nurturing it so that their solutions truly
add value to the client’s business.
Care for the Learner and Rigour in
Learning
Care for the learner and rigour in
learning have been the key values of
Vyakta. Businesses face challenges all
the time. At Vyakta, whenever the
company face it they go back to the
drawing board with the commitment
that they cannot give up on someone
who has entrusted them with their
development.
Astonishing Clients with Innovative
Strategies
Vyakta’s high levels of customer
loyalty have been a result of absolute
commitment to end results. Unlike
most other companies in this space,
Vyakta takes full ownership of the
development of the people. Vyakta’s
high calibre team continuously engages
with the client to gauge client
satisfaction levels. They share the
insights from their in-house research in
learning strategies, which is helpful to
them even beyond the scope of their
engagement.
Looking ahead towards the
Expansion
Vyakta is excited about becoming
technology enabled to expand the
scope and reach of the offerings. The
new learning application will further
personalise the learning needs. While
reflecting on Vyakta’s technology
solutions Ashish elaborates,“We are
working towards building technology
solutions that would not just improve
the execution of L&D initiatives, but
will also inform the decisions made
towards investments, selection of right
partners and staying on course with the
rapidly changing external
environment.”
The
Fastest
Growing HR
Solution Provider
The
Fastest
Growing HR
Solution Provider
1010
AUGUST 2016 |45

Qwhat were the risks involved
while starting Operation
ASHA and how you have
addressed them?
A decade back, I decided to establish
Operation ASHA with the aim of
providing health solutions to the
poorest of the poor. I decided to focus
on Tuberculosis ( or TB, as its
commonly known), the biggest health
crisis in the world and in India.
Unfortunately, in 2005, there was no
awareness about TB, and no funds. TB
was considered as the poor man’s
disease, and neither politicians nor
policy makers were interested. There
was no established successful model
for ensuring adherence to the difficult 6
months long treatment. There was no
training information, nothing about
dealing with socio cultural issues and
stigma. So our biggest risk was that we
might not succeed in our mission, the
whole thing will fizzle out, and
OpASHA will sink without trace. We
solved these issues by carrying out
from different walks of life - lawyers,
financers, doctors, and professors.
Right from the beginning they've
helped us not just in raising funds, but
also in strategic decision making and
governance issues. Extensive
discussions with the Board help me to
weigh the pros and cons of the two
parts and then make an informed
decision.
3. What are the things you have
learnt from your mentors?
One of my first mentors was my father,
who always believed that truth shall
prevail. Therefore Ibelieve that
personal integrity is extremely
important. I also believe that values
percolate down the line and people
imbibe the values of those at the helm
of affairs. The Board of Directors
mentored me extensively when I
started OpASHA. I feel I’ve been a
good doctor and a good person, but I
knew very little about running an
organization such as OpASHA, and
next to nothing about finance and
administration. To quote a small
example, one of the board members
told me not to depend solely upon
volunteers, the reason being that there
is no accountability, and it is better to
give a proper wage to everyone.
OpASHA has followed this principle
from the day of its inception. Also, my
teachers at medical school taught me
that every life matters. Doctors don’t
see religion or caste, only the patient.
I’ve been lucky that I’ve learnt
something or the other from almost
every person I have met.
4. What roadblocks has Operation
ASHA encountered while achieving
success?
One of the biggest roadblocks has been
a lack of awareness about TB. When I
started OpASHA, people all over the
extensive meetings with concerned
stakeholders, patients and
disadvantaged communities
themselves, to understand what
challenges they face. My 3 decades of
experience as a doctor stood me in
good stead. I was able to connect with
TB patients and developed a
comprehensive training material by
incorporating feedback from patients
and Community Health Workers. My
Co-Founder and I accelerated
advocacy efforts world wide with a
view to throw light on this burning
issue, and I think we have been largely
successful in our mission.
2. Have you encountered situations
within Operation ASHA where you
have had to take critical decisions? If
so, how have you overcome the
situation?
Yes, there have been times when one
doesn’t know which path to choose. At
one point of time there was a dilemma
whether to invest funds in TB detection
& treatment, or in developing a strong
middle management team. This was a
crucial and difficult decision. On one
hand, we had our donors who wanted
us to, very simply, treat patients. Most
of our donors were in this category.
They were funding OpASHA because
they wanted to directly help TB
patients. On the other hand, we were
losing out on much needed funds
because there was a gap in the
‘middle’, so to speak. We had the top
management, which consisted of the
President and CEO, and we had
Community Health Workers, and
nothing in between. We finally took the
decision of investing valuable
resources in the management team and
in building capacity. But this was not
an easy decision. One thing that helped
us in taking this decision was that we
have a very strong board of directors
AUGUST 2016 |46
Social Entrepreneurship-
The Road Less Travelled
Interview With Inside Success
Dr. Shelly Batra
Co-founder & President
Operation ASHA

world believed that TB went out with
the plague. So it’s been very difficult to
make people believe that TB is the
biggest infectious killer in the world.
Lack of awareness translates into lack
of funds, so fundraising has been a
constant ongoing task. Being too cost
effective has surprisingly worked
against Op Asha, because high quality
coupled with low cost turned out to be
detrimental to developing partnerships.
Certain organizations, would feel that
that they are projected in a poor light
because of Operation ASHA . Working
with the government has been a double
edged sword. While in certain
countries such as Cambodia, the
government has been supportive and
encouraging, this has not been the
casein India. OpASHA has been
hugely successful in several states of
India and has received tremendous
support from government officials. But
Op Asha has faced huge problems in
starting work in some of the other
states of India. In these states, though
TB is rampant, surprisingly, we are not
welcome at all. In some other states,
we are welcome to work but without
our technology. So, technology, which
prevents data fudging and ensures high
quality of work, is not welcome by all
government officers for obvious
reasons, rather it has proved a
stumbling block while going to scale.
5. Your views on Entrepreneurship/
Leadership.
I feel entrepreneurship is challenging,
but very rewarding. I think the
difficulties lie at a personal level. It is
not easy to make a conscious decision
to leave the oft-trodden path and forge
ahead in a different direction
altogether. I remember in the initial
years, my life was miserable because
many people made fun of me, and were
contemptuous and judgmental. I think
on this road, there are less of bouquets
and more of brick bats. Most
entrepreneurs travel a rocky and uphill
road, and their lives are fraught with
uncertainty–and they have to cope with
the fear of failure. This is true
especially for those social
enterpriseswhich are not generating
strong presence online by teaching a
webinar for the CORE Group on the
subject of Pediatric TB. She has
represented Operation ASHA which
was on the board of the Stop-TB
partnership, a wing of the World
Health Organization. Her warm
personality and integrity is a
tremendous asset to Operation ASHA.
In 2010, Shelly was declared an
AshokaChangemaker in view of her
outstanding innovations in TB
treatment and innovative methodology.
With her extensive medical knowledge
and in-depth understanding, she brings
the experience necessary for running a
health NGO. She is skilled at donor
relations and fundraising, and is a
highly sought out speaker to represent
OpASHA at numerous national and
international platforms. Most recently,
she was invited by the World Bank in
Oct 2014 to do a TEDx talk, she was
also the keynote speaker at Social
Enterprise Summit, Geneva Health
Forum 2014, and a panelist at the
World Economic Forum on East Asia
2014 in Manila.
Dr. Batra has been the recipient of
multiple awards, accolades and
recognitions, including the Exemplary
Contribution Award for selfless work
for the underserved, given by the
Indian Medical Association. She holds
an M.D. from King George's Medical
College, India.
Shelly is a powerful advocate for better
policies in TB across the world. Her
concern for the needy goes beyond TB,
as she believes in health and a better
life for all. In collaboration with others,
she has started a social enterprise
called SAATHI to provide clean
drinking water at an affordable price to
those living at the bottom of the
pyramid.
revenue and therefore find it extremely
difficult to be sustainable. Yet, the
rewards that are received after putting
in years of hard work, though not
proportionate, are truly worth the effort
because of the positive ways in which
they affect society. Results matter.
Patients recover and gain health and
productivity. Inspite of daily and
constant difficulties, life is worth living
after all.
About Dr. SHELLY BATRA
Dr. Shelly Batra is a Co-founder &
President of Operation ASHA.
Dr. Shelly Batra co-founded Operation
ASHA and has led the organization as
President since 2005.
Shelly is Social Entrepreneur of the
year 2014, awarded by Schwab
Foundation. She is alsoan
AshokaChangemaker and a best-
selling Penguin author. She is a highly
renownedSenior Obstetrician and
Gynecologist, and Advanced
Laparoscopy Surgeon, in New Delhi,
India.Shelly’s dedication to ‘reaching
the unreached’ started in 1991, when
Shelly went into the heart of the slums
in Delhi. Shelly provided pro-bono
life-saving treatments and operations
as well as free consultations, medicines
and counseling. She is actively
involved with the Free Patient
Department of Batra Hospital and
Medical Research Center which is run
for the benefit of poor patients. Shelly
has contributed heavily through
various media channels, such as
television stations and newspapers, to
impart medical knowledge and create
awareness.
Shelly has taught on Global Health
Issues at the University of Chicago,
Harris School of Public Policy, and has
lectured at major universities,
including Harvard School of Public
Health, University of Illinois, UC
Berkeley and Indian Institute of
Science. She was an invited guest
lecturer to deliver the Hippocrates
Society Women in Medicine lecture at
Wellesley College. Shelly has also a
AUGUST 2016 |47

insights success fastest growing hr solution provider

insights success fastest growing hr solution provider

More Related Content

What's hot

Viewers also liked

Similar to insights success fastest growing hr solution provider

More from Insights success media and technology pvt ltd

Recently uploaded

insights success fastest growing hr solution provider