Project report for Welingkar PGDP in Supply chain

1.  
HPGD/JA15/0035
Prakruti Shah

2. 1. Theory of Constraints
2. Enhancing Emotional Resilience
3. Effective Time Management
4. Kaizen - Small Change, Big Gains
5. Researching Exit Interview

3. The video explains the Theory of Constraint developed by Eliyahu Goldratt in the mid 1980’s with his business
novel The Goal.
 Brief overview of problems faced by Mr. Alex Rogo the protagonist a plant manager desperate to turn
things around in the novel:
o Midsize company having difficulty shipping products on time.
o Mr. Peach, the VP has decided to give Alex 3 months to turnaround the company, else he will shut
down the plant.
 With the help of his professor Mr. Jonah, a Physicist, Alex is able to locate the bottleneck and find a
solution.
 Symptoms noted :
o Obsolete inventory.
o Low inventory turnover and high amount of inventory in storage.
o Idle workers or machines.
o Machine breakdown.
o A large amount of scrap pieces.
o A large amount of retooling and rework needed.

4.  Every organization has a single goal – that of making money. Organizations have a set of processes working
together to achieve this common goal.
 Typical constraints that organizations face are Time, Capacity, Materials, Human Resources, Capital
Resources, Financial Resources
Through the book what Alex did and learned can be summarized as below
 Identify the bottleneck(s)/constraint(s).
o Look at your production plan as a whole and determine which resource is preventing you from
achieving better performance.
o Look at the cause (old machine, untrained employee, long setup times, machine breakdown).
o According to Goldratt, an entire plant’s throughput (productivity) is limited to the bottleneck’s
productivity.

5.  Exploit the bottleneck(s).
o All process efforts should be focused primarily on the constraint to maximize throughput
 Subordinate everything else to the bottleneck(s).
o According to the theory, other activities must be subordinated to the actions taken to fix the bottleneck
in hand.
 Elevate the bottleneck(s).
o At this point, management has to decide whether to purchase additional capacity (new machine,
better trained employee)
 Evaluate whether solving the current bottleneck(s) created other bottlenecks. Do not allow inertia.
o The production plant has to be monitored carefully as to whether other constraints now exist and to
monitor the progress of the old constraint.
Bottleneck!

6. We Tube – 2
Merriam-Webster dictionary defines resilience as: “an ability to recover from or adjust easily to misfortune or
change
To be resilient means to be able to 'spring back' into shape after being deformed.
To be emotionally resilient means to be able to spring back emotionally after suffering through difficult and
stressful times in one's life.
It is rare for individuals never to be confronted with adversity or challenging circumstances during the course
of their lifetime, therefore its important to be emotionally resilient.
Emotionally resilient people tend to:
 Have realistic and attainable expectations and goals.
 Show good judgment and problem-solving skills.
 Be persistent and determined.
 Be responsible and thoughtful rather than impulsive.
 Be effective communicators with good people skills.
 Learn from past experience so as to not repeat mistakes.
 Have a social conscience, (caring about the welfare of
others).
 Feel like they are in control of their lives.
 Be optimistic rather than pessimistic.

7. Learning to develop Resilience
 Positive (optimistic) thinking styles
 Experiencing tough challenges
 Recognising and developing signature
strengths
 Using active (Problem-focused) coping
strategies – rather than emotion-focused
coping
 Retaining a clear sense of purpose
 Cognitive flexibility - control of thoughts
and feelings
 Establishing and nurturing a supportive
social network
 Looking after your physical condition –
exercise may
be the “magic bullet”
Lack of emotional resilience may manifest
as:
 moodiness, irritability,
 clinical depression,
 increased negative thinking,
 negative perceptions of events,
 decreased motivation,
 floods of negative emotion,
 appetite and sleep problems,
 decreased or increased sexual
responsiveness or social isolation.
 an impaired ability to regulate levels of
fear, anger and sadness, and may lead to
chronic anxiety or depression.
 substance or behavioral disorders,
 problems in regulating alcohol, eating,
sexual or spending habits

8. Strategies that Contribute to
Resilience
 good nutrition
 regular exercise
 enough sleep
 relaxation and imaging skills
 positive affirmation
 self-help groups
 ventilate
 change/ vacation
 time management
 social support network,
 inter-dependence
 assertiveness skills
 negotiation skills
 Problem-solving directly rather
than avoidance
The 7 C’s of Emotional Resilience
 Competence: Knowing you can handle difficult Situations
 Confidence: Believing in your abilities
 Connection: Maintaining ties with loved ones
 Character: Developing a strong set of values
 Contribution: Using your strengths to help Others
 Coping: Being able to handle stress in a healthy way
 Control: Knowing you have the ability to make
choices.

9. ‘’The most valuable commodity now for many people is
TIME and How to parcel that out.’’
 Are we always short of time ?
o I have no time even to die.
o I am so busy, I skip meals.
o I sleep only 4 hours at night.
o I wish I had four arms.
People who feel this way feel stressed out as they are not
managing their time well
 Downside of too little time :-
o Important task left undone or half done.
o Can’t even enjoy that are complete.
o Don’t get credit for those that are done.
‘’Time stays long enough for
those who use it.’’
-Leonardo Da
Vinci
Just as we spend so much effort
managing money, we need to spend
equivalent effort managing time.

10.  Ways in which we waste time
o Interruptions – phone calls, questions from coworkers and customers
o Doing and attending unnecessary and unproductive tasks
o Unplanned work and changed priorities
o Inability to say “No” when appropriate – taking on too much
o Failure to delegate when possible
o Lack of good planning and organization, failing to set and maintain priorities, losing
focus on task at hand – jumping from project to project without completing any
 Time management is not a way to make you work harder and longer, but a means to help
you work smarter to accomplish your work more easily and rapidly.
 If you can manage your time more effectively, you will be rewarded in a variety of ways:
o You will be more efficient in serving your district and will be able to support your clubs
better
o You will achieve greater success in your very important, and highly visible, role as a
Lions Leader
o On a personal level, you will certainly feel healthier, more energetic, and in a generally
better mood

11.  Plan each day in as much detail as possible. Do this ideally at the end
of the preceding day or the first thing at the beginning of your day. (
Plan your week on a “big picture” basis making notes in your day-timer
or desk calendar.)
 Make a daily to-do list of your objectives in order of priority. Use
whatever system you prefer to record this list – handwritten,
computerized, day-timer, blackberry. Cross out items as they are
completed. Move items that cannot be done that day to another day in
the week.
 Batch routine tasks together – separate from your high priority tasks
 Break any large task or project into smaller pieces
 Delegate to others if appropriate and possible.
 Set aside uninterrupted blocks of time for difficult and lengthy project.
Close your door or find a closed room, forward your calls to your
phone mailbox, refrain from checking e-mails.
 Give yourself a break or several breaks during the day. Get up and
stretch, leave your desk for lunch. Getting away even for a few
minutes from your work will help you return alert and refreshed.
Time is finite – there is
only so much of it. So
its important to
manage our time
effectively

12. Kaizen is a Japanese word synonymous with Continuous Improvement
Kai – Change Zen – For Good
Kaizen refers to philosophy or practices that focus upon continuous improvement of processes. By improving
standardized activities and processes, kaizen aims to eliminate waste (Muda) (activities that add cost but do not
add value)
Key Features of Kaizen are
 Improvements are based on many, small changes rather than the radical changes that might arise from R &
D .
 As the ideas come from the workers themselves, they are less likely to be radically different, and therefore
easier to implement
 Small improvements are less likely to require major capital investment than major process changes
 All employees should continually be seeking ways to improve their own performance
 It helps encourage workers to take ownership for their work, and can help reinforce team working, thereby
improving worker motivation

13. Kaizen Process
 Define the problem
 Document the current situation as is
 Define measurement targets
 Brain storm for solutions with a cross
functional team
 Reduce and eliminate
o Muda – wastages
o Mura – unevenness.
o Muri - overburden
 Develop a Kaizen Implement Plan
 Implement the solutions found during the
Kaizen
 Measure, record and compare results to
targets
 Track the sustenance of the changed process
in 30/60/90 days for effectiveness or changes
required.
 Standardize the new process
 Find the next pain area and so on

14. 5S is an integral part of any Kaizen
event:
 Seiri (Sorting): Sort articles into
necessary/unnecessary categories;
remove those that are not needed
 Seiton (Orderliness): Necessary articles
at necessary time; you should be able to
take out any article at any time.
 Seiso (Cleaning): Inspection to find
abnormalities, keeping ergonomics in
mind
 Seiketsu: Maintain a clean state (that
you have got from the above 3S)
 Shitsuke: Develop the habit of abiding
by what is laid down.
Avoid some common mistakes to ensure
successful kaizen outcomes :
 Lack of a charter
 Lack of identification of critical success
factors
 Scope is too large
 Kaizen event not linked business plan
 Poor team selection
 Striving for perfection
 Poor follow through
 Not presenting results
 Lack of visibility for non participants
 Lack of management commitment
Learning what not to do is as equally
important as learning what to do

15. What is the first thing you would do if you started losing your key customers to your competitors? Well the
simplest way to find out why they are leaving and stop the loss of business is to obviously ask them. To find out
what made them leave you and what attracted them to another supplier.
Employee exit interviews are an important part of HR management and monitoring employee retention and
satisfaction. It is important to understand why an employee leaves and what information you can use to avoid
future employee losses.
Goals for Exit Interviews
 Improve employee retention and reduce turnover.
 Increase company objectivity by having employee exit interviews handled by a fair and non-partisan third-
party.
 Benchmark against industry and company norms for the exit interview survey items.
 Compare exit interview scores against overall the Employee Satisfaction Tracking Survey to determine if
employee satisfaction impacts turnover.
 Track trends in employee exit interview satisfaction to measure improvements made.
A departing employee can offer some valuable insight into areas needing improvement – insight that may
ultimately assist the employer in enhancing its future recruitment and retention strategy.
However, Exit interview may be underutilized for several reasons such as,
 The exiting employee may be bitter and therefore may harbor some level of resentment
 The employer simply does not have the time and/or resources to conduct such a process
 The employer does not want to hear the truth about its deficiencies and the areas requiring improvement
 Departing employees are not interesting in participating in the process – after all they are leaving for a
reason

16. For a truly effective exit interview
Do
 Select the right person to conduct the interview.
 Ensure the interviewer is properly trained, has prepared a list of
questions and is capable of handling a hostile employee.
 Determine whether the information collected warrants further action
by HR
 Determine the information users for more effective actions.
Don't
 Choose the outgoing employee's direct supervisor to conduct the
interview.
 Allow an unqualified or unprepared individual to conduct the exit
interview.
 Sit on the information obtained during the interview or otherwise fail to
take necessary corrective action.
 Use the information obtained during the exit interview as motivation to
retaliate against the reporting employee in any way, shape or form.
Exit Interviews can
offer you the means
of getting information
that you may not
otherwise obtain from
your remaining
workforce. It is simply
another source of
important
organizational
intelligence
You may not be able to keep the person who is
leaving, but you can certainly prevent others
leaving.

17. 1. Sagarika Kantharia – Chief People’s Officer / Radio City.
2. Makarand Khatavkar - MD & HR Head / Deutsche Bank.
3. Debdutta Upadhyay – Founder & C.E.O / Timesaverz.

18. Background
 JBIMS Alumni.
 Worked in HR department for top media
companies her efforts saw radio city included in
the “Great places to work for” list.
 Founding member of “Forum of intelligence
learning”
 Speaker in Top b-schools in the country
 Founding member of Radio City school of
broadcasting
 Presently heads HR at Radio City
Key things that employees look at their
organizations are-
 What they are learning in the organization ?
 What can be their career growth in the
organization ?
 Is the organization fair & transparent in its
policies ?
Steps taken by Radio City
 Training and development programs
 Cross functional projects
 General management roles
 High Achievers from multiple teams come
together & do innovative projects
 Employees recognition programs introduced

19. Challenges –
 Retention of talent at Radio City was key.
 Critical staff was leaving the organization.
 Most people left in search of better career opportunities.
 She aimed to gave a career opportunity to its
 employees to grow in their respective field.
Solutions -
 Strategically important projects where people re-cognition is
the main focus.
 Searched &presented their findings to top management.
 Main aim is to make them realise that they are adding value
to the organization.
 This challenged employees & gave them a sense of
belonging.
Other Initiatives take at Radio
City to retain the key talents –
 Some initiatives like artist
management & brand
management were
successful projects started
by employees & now have
developed into operational
functions in the organization.
 Strategic thinking program.
 Workshop on work
delegation, managing
people, inspiration
workshop, crucial
conversations etc.
Our business in life is not to get
ahead of others, but to get ahead of
ourselves

20. Overview of Radio Industry in India
 All India Radio (AIR) - is the national
service, which is planned, developed and
operated by the Ministry of Information &
Broadcasting under the Government of
India.
o Planned, developed & operated by
Ministry of I & B.
o Network of 214 broadcasting centres
o covering 24 languages
o covering 91.37% of the area
o serving 99.13% of the Indian populace
 Private FM Broadcasters
o Entertainment Network India - in 7
cities,
o Radio Today - in 3 cities
o Radio City
o Radio Mid – Day West
o India FM Radio
HISTORY OF FM IN INDIA
FM Radio was first introduced by All India Radio in
1972 at Madras and later in 1992 at Jalandhar.
Phase One: In 1993, the government sold airtime
blocks on its FM channels in Madras, Mumbai, Delhi,
Kolkata and Goa to private operators.
Four years later (1997), after the initial euphoria died
out and most of the bidders could not meet their
commitments to pay the governments the amounts they
had expected and defaulted.
Phase Two: In 1999, bids were invited for 32 cities for
an auction of 108 FM frequencies across India. Many
private players bid heavily but the Times-sponsored
ENIL won the largest number of frequencies, and thus
started its operations under the brand name Radio
Mirchi.
Final Phase: In January 2006, 338 frequencies were on
offer. Of these, about 237 were sold. Radio Mirchi
bagged 25 frequencies in the second wave of licenses
that were issued by the Government of India.

21.  Makarand has developed specialized skills of large system change
management , Appreciative enquiry & executive & leadership coaching.
He has coached leaders at vice president/ Director levels in financial
services, FMGC, Banking & consulting.
 Makarand drives the employ engagement drive across the organization
under concept of engagement PEIR. These are four basics things which
are necessary to keep employee engaged
•P - Participate
•I - Inspire
•G - Growth
•R - Recognition
Background
 Masters in Personnel Management and Industrial Relations from Tata
Institute of Social Science.
 Presently pursuing Ph. D. program, Organizational Life Cycles and
Leadership Effectiveness
 Appreciative Inquiry Certificate in Positive Business & Society Change
 MBTI Practitioner
 Board Certified Coach (BCC)
Publications
 Resilience : Three
Practices For
Leaders(Link)
 How to Use Positivity as
a Leadership Tool?(Link)
 Why Coaching Works?

22.  Makrand believes that for organization success employee engagement is must. It is necessary to have a
combination of coaching & Mentoring. This helps employ growth on career path.
 Coaching is all about transformation & responsibility.
 Talent management has become most important agent in HR function.
 Today HR works has been significantly transformed from industrial relationship to employee relationship.
 HR agenda should ultimately contribute to business goal
 One should always ready to take the challenges. You must go beyond academic study and define your path.
 Key attributes of success :-
• Ability to learn and adopt.
• Ready to take challenges.
• Problems are essentially temporary.
• Gender diversity
• Providing developing opportunities
• Mentoring , coaching & leading on career path
"The focus is not just on ‘What’ the
employees have achieved, but also on
'How' they have achieved it."

23. Business Partner:
 Key HR Role in the modern organization
 Builds, maintain and develop the relationship
with managers and employees
 Single Point of Contact for the management
 Shares goals with business leaders and takes
ownership of the strategic HR agenda
 Drives employee and performance related
agenda
Change Agent:
 Leads complex projects and initiatives with the
aim to change the corporate culture.
 Engages employees and manages the change
management process
 Plans and executes programs for t employees to
ease and speed up the adaptation.
 Acts as the contributing project team member,
who is responsible for the people agenda
Administrative Expert:
 Implements modern HR Processes
 Monitors, analyzes and implements all regulatory
changes
 Implements the measurement system, which
provides information about the day-to-day
performance of Human Resources Department
 Implements all necessary processes and
changes resulting from the legal framework
 Reduces the HR administration
Employee Advocate:
 Protects and acts in the name of employees
 Conducts regular opinion surveys as emotions
and feelings of employees are fully recorded
 Introduces and maintains the grievance process
 Recommends and implements best approaches
in change management projects
 Defines clear job profiles and systems of Roles
and Responsibilities
Role strategic human resource
management

24. Debdutta is an eternal challenge seeker who loves tough jobs to be done and have always succeeded in
rallying together smart and winning teams .
Background
 Bachelors degree in Mass communication from Nagpur University
 Worked at Times of India & Yahoo in Media-sales
 Grew up to head national sales at Yahoo
 Served at Vice President – APAC at Vdopia
 Conceptualized and is CEO & Cofounder at Timesaverz Dotcom.
Inspiration behind Timesaverz
As a young working mother Deb (as she is popularly know
amongst her circles), faced the conflict between spending time
with her family or getting chores done. This made her
conceptualize the idea behind Timesaverz.com, not only helping
her to be an hands-on mother, but helping millions of mothers in
metro cities to save time and spend quality time with their
families.
Timesaverz is in the business of getting curated home service
providers for various services ranging from cleaning tasks,
appliances repairs, handyman jobs and running errands.
Convenience for users
 Request a service on
www.timesaverz.com or call
+919022711888
 Get connected to a trusted agent.
 Watch your service getting done
 Pay after service is done

25. Services offered by Timesaverz
 Civil Works
o Electrician, Plumber,
Carpenter
 Household Appliance
servicing and repair
o AC, Microwave, Washing
machine, Fridge, Water Filter,
Kitchen chimney, etc.
 Computer Related servicing
o Laptops & Desktops, Printer
issues, Broadband router
config
 Bill Payments
o Mobile, Landline, Electricity,
Credit card, Insurance
premiums
 …And many more
Over the last 3 years, the Timesaverz team has established a business
around organizing a disorganized home services market through mobile
technology intervention.
Not only that, the social impact of this model has seen job creation and
supplementary income for individual skilled workers.
 Her key drivers
For Deb, drivers keep changing with the changing phases of life. She
says that three years back making a mark in the corporate world was
her key drive, but currently her key driver is to spend maximum time
with her son who is at a growing stage and needs maximum care,
support and guidance.
 If not Timesaverz, what?
“I would really like to do something in the field of kid’s education,” says
Deb. For her the genesis of growth lies in a strong educational system.
She believes it is very important to encourage everybody to have the
best education.
 Advice for entrepreneurs
Deb believes entrepreneurship comes with similar tribulations, triumphs,
wins for every entrepreneur. Having said that, she says that
entrepreneurs should never shy away from ‘leaning in’; together they
can solve far more problems than individually.

26. 1. NO ‘MAKE IN INDIA’ WITHOUT LABOUR REFORMS
2. JOB SECURITY VITAL FOR MOST EMPLOYEES BUT
EMPLOYERS PICK SALARY
3. 4 MISTAKES JOB SEEKERS MAKE WITH THEIR LINKEDIN
HEADLINE
4. IS THERE A BUSINESS CASE FOR FLEXIBLE WORKING?
5. HANDLING CONFLICT AT WORK
6. EMPLOYEE ENGAGEMENT PSYCHE: A MINDSET FOR GREAT
PERFORMANCE
7. 6 INTERVIEW TIPS THAT WILL LEAVE THEM WANTING MORE
8. THE 8 DELEGATION MYTHS OF THE OFFICE
9. GOVT CONSIDERING DOUBLING MATERNITY LEAVE TO 24
WEEKS
10. 5 REASONS WHY EMPLOYERS ARE LOOKING YOU UP ON

27. In his maiden independence day speech, if Mr. Modi confidently chanted the economic mantra of
Make in India. This particular article of live mint points out the 2 major reforms required in the
Labor law to make the Make in India successful.
Labor Laws in India are based on
 Establishing a legal system that facilitates productive individual and collective employment
relationships, and therefore a productive economy
 Providing a framework within which employers, workers can interact with regard to work-
related issues, achieving harmonious industrial relations
 Giving clear and constant reminder and guarantee of fundamental principles and rights at work
and establishing the processes for implementation and enforcement of such principles.
However two specific sections of Industrial Disputes Act (IDA, 1947) are of concern to investors
when investing in manufacturing sector in India :
 Section 9A - It mandates that every employer who wishes to make any change in the
conditions of service concerning any matter specified in the Fourth Schedule (especially pt. 10
of the schedule)
o Rationalization , standardization or improvement of plant or technique which is likely to
lead to retrenchment of workmen;
Thus if you quickly need to redeploy the employees to meet certain time bound targets, you
can’t do that. This disallows industrial restructuring and technological upgrading.

28.  Chapter VB - requires that a firm must take approval from the government for laying-off workers or
shutting the firm down if it employees 100 or more workers.
This causes rigidity in the labor market. These provisions simply say that you cannot simply
hire and fire at will because even if you want to fire a single employee, you need to seek the
permission of the labor commissioner (in case of factories employing more than 100 workers). Lay
off, retrenchment and closure becomes very difficult. The results are:
o Lower output by labor
o Lower productivity
o Hesitation in hiring
o Lower overall manufacturing performance
 Conclusion: There is a need to update the labour laws, because these laws don’t reflect the
requirements of the day. The Industrial Disputes Act, the Trade Unions Act, Factory Act and all other
such acts were enacted in those times when liberalization, globalization or privatization was not even
fully understood, let alone practiced. However, it is very challenging to make a delicate balance
between the interest of the businessmen and those of the weaker section of the society. Further,
reforms should bring inclusiveness and lead to economic growth along with job creation.
However, The challenge for the government is to make a delicate balance between the labor welfare
& industry welfare, because it is argued that if these conditions (chapter V-B & section 9-A) are
dissolved, it will give the industrialists a free hand to ‘hire and fire’ thus snatching away the
sheltered environment in which laborers work presently.

29. JobBuzz.in, a company rating platform powered by TimesJobs.com, surveyed the preference
between Salary or Job Security amongst the of salaried employees.
Human capital is a company's greatest asset. It is believed that a company is only as good as
the people it keeps. Hence, it is important to figure out the things that matter to the employees
and work towards their expectations.
Nearly 62 per cent employees say job security is more important than salary for them to stay in
their current jobs. 53% employee preferred to work for the public sector companies indicating
preferences of the larger talent pool towards jobs with stability, security and a long tenure.
Another, JobBuzz survey indicated that the primary reason for workers to leave their jobs was
they were not satisfied with their pay package.
It has been pointed out time and again by various TimesJobs.com studies that while career
growth and development is becoming important for employees, the criticality of a competitive pay
package cannot be ignored. Employees who are paid competitively and appraised fairly are, in
general, happier.

30.  According to the 2014 Global Workforce Study. A cursory glance at the top drivers of employee
attraction and retention shows that of 27 options, job security was the second most frequently
selected attraction driver and the fourth most frequently selected retention driver. Job security has
been a key element of attraction and retention since the 2008 financial crisis, if not before.
 Employees who select job security as a driver of retention fall into five groups of various sizes:
o Fearful (29%) - their interest in job security probably indicates a desire for some type of
employment guarantee to alleviate their worries. This fear may be motivated by several factors,
including individual temperament, job performance and organizational instability.
o Stable & Steady (23%) - their desire for job security likely reflects their preference for
consistency and general aversion to change and new experiences
o Financially Dissatisfied (25%) - Members of this group view their jobs as a source of financial
security. What sets these employees apart from the others is their focus on pay and benefits.
o Making a Career of It ( 12%) - These employees generally believe their employers offer good
opportunities for career development and growth.
o In a Good Place (11%) - these employees value career advancement, they generally would
not accept smaller pay increases in exchange for better career advancement opportunities
in the future

31. To increase your job security while employed:
 Focus on providing core services or products in your organization.
 Be very productive during your work day, go beyond the “call of duty” in your job.
 Be pleasant to work with, respect others, and develop a good reputation related to how you get
along with others and in the quality of your work.
 Find a niche related to your core skills that not many people are involved in.
 Don’t hide your contributions to the organization; be visible.
 Be visible in your line of work outside of your workplace too, volunteer in the community,
attend seminars or professional meetings, etc.
 Believe in yourself: know your strengths, do your best work, but try to live your life in balance,
making time for life outside of career activities.
 Keep your job search materials up-to-date. Update your resume, have a good idea of other jobs
you could pursue if you weren’t currently employed.
 Some people have a very strong passion to pursue a career field or to use some of their specific
strengths in the job market. Such people cannot imagine doing anything else. If this describes
you, seek advice from a variety of mentors to learn about all the possible career paths that you
can consider to help you reach your goal if not now, in your lifetime.
 Consider the possibility of self-employment, is this a possibility for your skills or knowledge?
 Manage your finances carefully. A number of Financial Planners recommend as a high priority
to save at least 3-6 months of your income for an emergency, such as job loss. Some
recommend saving 8 months of income for the economics of our times

32.  This article of Careerealism guides on how to make an impressive headline for Lindkedin
profiles so as to attract employers and ensure that the profile is found in any search.
 LinkedIn is the world's largest professional network
 It has over 259 million members and growing
 As can be seen, Linkedin is the most chosen site for
companies to search for talent. Therefore it is very
important that your Linkedin profile is searchable.
How Employers use LinkedIn:
o 96% Searching
o 94% Contacting
o 92% Vetting
o 93% Keeping tabs on
candidates
LinkedIn is where they do most of their job-seeking
activity:
o 40% contacts referred people for a job
o 34% contacts shared a job opportunity
o 32% made a new professional connection
o 32% contacts provided an employee’s perspective
on a company

33. Best Practices for Linkedin Profile
 Be detailed about your education, internships, volunteering, jobs, study abroad
 Be authentic and include a strengths summary
 Check spelling and grammar
 Create a Headline to grab the reader’s attention, The headline appears under your name and
next to your picture. Do not limit yourself to the default job title and employer. Use the 120
characters to market yourself. Don’t use a title, be creative & describe yourself.
 Complete experiences and use keywords that are relevant in your industry or desired field
 Complete an interesting summary (shows up higher in the profile), Take advantage of the 2000
characters , Tell people who you are, How to contact you, Why they should hire you, Core
competencies, Add your email.
 Create business circles and connections,
Gives you a platform to seek advice ,
Gives you the opportunity to showcase your expertise
 Add Other Profile Information like, Volunteer Experiences &
Causes, Certifications, Education, Honors & Awards,
Skills Section – tell things you are proficient in,
Languages, test scores, patents & others.
 Can show sample work or direct reader to your own website

34. Top 3 LinkedIn Profile Errors to avoid:
 Failing To Use All The Space Provided
o Work history only includes titles, or you skipped sections like Interests or Specialties
 Mistaking A Resume Summary For A LinkedIn Summary
o Write a more personalized, bullet-point account of your background and qualifications
o Break up the text visually so employers can quickly scan through for key words, and consider
adding decorative bullet symbols for easier readability
 Presenting Data Inconsistent With Your Traditional Resume
o The problem arises when your job history, education, or achievements appear differently online
than on paper
o To spot discrepancies: print out both your resume and your LinkedIn profile, reviewing the facts
you’ve listed
o Must deliver the same value proposition message as your resume
4 Clues Your LinkedIn Strategy Is Working
 Your Search Appearances And Profile Views Have Increased
 The People Viewing Your Profile Are In Your Target Industry
 People Are Reaching Out To You—Both On And Off LinkedIn
 Opportunities Start To Come In
Getting hired
today requires a
strong online
identity!

35. A host of companies such as Godrej Industries, Accenture, IBM and Motorola, offer
need-based flexi-work options, including remote working. With technology
available to enable flexi-workers to be connected, productive and accountable, the
stigma attached to flexi-working has eroded to an extent.
Well managed flexible work options can:
 increase employee job satisfaction
 increase the retention of experienced employees
 reduce unplanned absenteeism
 attract high calibre applicants to the agency.
Who needs flexi work options:
 transitioning to retirement
 with caring responsibilities (for children, elderly, disabled or illness)
 needing improved work life balance
 seeking other pursuits e.g. study, travel, health or sport.
… working flexibly is not only for women with young children!!!

36.  Flexible workers are entitled to the same career development and progression opportunities as
other employees.
o Performance management
o Development plans
o Assign a mentor
 Flexible working arrangements can impact an employee’s entitlements, particularly when hours
are reduced.
o Remuneration
o Overtime
o Higher Duties
o Superannuation
o Public Holidays
 Managers need to:
o Understand how flexible working can help you mange your workforce
o Be proactive with flexible working practices to create a positive team environment
o Be flexible in your approach to the management of employees’ leave
o Make sure that an employee considering a change in work arrangement gets appropriate
advice on all changes to their entitlements

37.  Benefits
o Working hours to suit personal preference/domestic responsibilities
o Improved time management/organisation skills
o Productivity level increases
o Less commuter travel (less pressure on traffic congestion/car parking
facilities)
 Barriers
o Suitability of tasks/job role
o Short-term investment to reap long-term gains
o Individual employee type (motivation/initiative/self discipline/time
management)
o Management culture – by outputs>inputs
o Changes to working practices (e.g. clear desk policy, contract arrangements)
o Data Security
o Providing infrastructure at remote location / creating professional space at
home
o Discretionary flexi working can become discriminatory

38. The article is an extract from Partha Sarathi Basu’s book Mid-career Crisis: Why Some Sail Through While
Others Don't. Conflict is inevitable at any work-place, especially in the times of uncertainties and high risks.
Organizations need to learn to recognize and deal with constructive conflicts.
If conflict is handled ineffectively or if conflict is ignored, the results can be damaging.
Below are a few of the most common reasons for workplace conflict:
 Interpersonal Conflict
 Structural Conflict
 Differing Goals
 Mutual Dependence of Departments
 Role Dissatisfaction
 Dependence on Common Resources
 Communication Barriers
The single biggest mistake a supervisor or
manager can make is to avoid the conflict,
hoping it will go away. It never does!

39. The ability to look and listen decreases as power increases.
“One of the most common complaints we hear from people engaged in difficult conversations is that the other
person won’t listen. The reason the other person is not listening to you is not because they are stubborn, but
because they don’t feel heard.”
Being able to listen is a basic quality which enables a leader to deal with conflict. But many a times, even
before we realize, we forget this basic requirement. Or if we do listen, we do so with some preconceived
notions.
 Listening – the most important tool
o Showing genuine caring
o Commenting occasionally
o Reading nonverbal messages
o Listening for feelings
o Setting aside your own emotional reaction
Greats Leaders are attentive listeners,
who put the other person at ease
through their words, posture and body
language. For that moment, they make
the other person the most important
person in their life.

40. This article of People Matters by Ajit Malarkode explains the positive correlation between employee
engagement, work culture and the performance of the organization from his experience as Managing
Director (Asia Pacific) at Rackspace.
Rackspace keeps their employees energized and motivated via several engagement tools like awards,
trainings, empowerment and general office ambience of collaborative effort. They believe talent thrives in
enjoyment.
Hiring at Rackspace is done by giving more importance to culture fit and attitude over skill set.
Onboarding orientations includes several programs that make the new joinees align easily to the culture.
Calling their emloyees “Rackers” immediately gives the employee the sense of belonging.
Engaged employee not only stay longer with the company, but becomes a powerful contributor to
customer satisfaction.

41.  Engaged employees love their jobs
 They use their strengths everyday
 They feel their contribution is important to
organizations goals
 They are excited about the future and align
themselves to organizations vision
 They go an extra mile for customer
satisfaction
 They volunteer ideas and work hard and
smart
 They call in sick only when they are ill
 They stay alert to safety hazards and non
compliant practices.
 They don’t quit
The Engagement
Ladder

42. To get the non-verbal communication right, interviewees need to
keep the following tips in mind
 Have The Right Mindset - Be comfortable articulating a
personal value proposition then bridge to why the position and
company could be a fit
 Be The Alpha - Interviewer can smell desperation. People are
attracted to someone who sure about what they want. Be able to
take or leave the job.
 Be Likable - style is more important than substance in the
initial part of the interaction. Eye contact. Gestures. Breathing.
Steadiness of voice. Establishing rapport
 Communicate Effectively - . Get out of your own head and
focus on the needs of the other person. The conversation focus
should be about them.
 Use Mirroring - Match their body language. Match their
communication style. People want to communicate with people like
themselves
 Tease Them A Little - have prepackaged content in the form of
well rehearsed stories that include body language that matches the
verbal content.
The article lays importance to improving non verbal communication to create an atmosphere so that the
interviewers can listen to the content of the interview. Only 7% of communication is verbal, and 93% of it is
non-verbal. Just like in our social interactions, and interviewee needs to understand the need of the interview.

43. Nonverbal Communication During the Interview
 Make eye contact with the interviewer for a few seconds at a time.
 Smile and nod (at appropriate times) when the interviewer is talking, but, don't overdo it. Don't laugh
unless the interviewer does first.
 Be polite and keep an even tone to your speech. Don't be too loud or too quiet.
 Stay calm. Even if you had a bad experience at a previous position or were fired, keep your emotions to
yourself and do not show anger or frown.
 Your verbal communication is important too. Remember your manners and thank the interviewer for
taking the time to meet with you. Don't use slang. Speak clearly and definitely.
 Don't let your arms fly around the room when you're making a point. Not sure what to do with your
hands? Hold a pen and your notepad or rest an arm on the chair or on your lap.
 Do relax and lean forward a little towards
the interviewer so you appear interested and
engaged. Don't lean back. You will look too
casual and relaxed.
 Keep your feet on the floor and your back
against the lower back of the chair.
 Pay attention, be attentive and interested.
 Listen. Don't interrupt.
 Don't slouch.

44. Often, managers do not delegate because of certain myths they hold that may or may not be true. These are
mental blocks of the individual manager.
This article of Newswire has explained how to get over 8 such untrue beliefs which stop managers from
effectively using the human resource they have.
Below are some of the limiting beliefs and the truth to overcome them. The benefits will be there for all to see.
Myth 1. My team can’t handle the task.
Truth: Very often managers underestimate the ability of their people. But the only way you can test how capable
people are, is to give them more to do than they’ve done before.
Myth 2. Training takes too long.
Truth: There is always enough time for training and development. You might very well
be able to complete some specific task faster and more accurately than your employees.
Remember that taking the time to delegate well is the most effective investment of your time.
Myth 3. They won’t do it right
Truth: You don't trust your employees or have you hired the wrong people?
If you learn to tap their capabilities, not only will they get more fulfillment,
but you’ll get a lot more done. Teach them something new and
they will appreciate you for it.

45. Myth 4. I don’t want to be fired.
Truth: Some Manager want people to think they are on top of the job and know what’s going on all the time.
However, once you build the right team , train them and get the tasks off your plate you are free to grow and
take on higher responsibilities.
Myth 5. I like to be in control.
Truth: It is a little frightening to allow a team member to complete a task for which you are ultimately
responsible. Communicating with those to whom you've delegated frequently to check the progress of the task
can help decrease this fear and give you some sense of control.
Myth 7. People already have too much on their plates.
Truth: This may be true, so make sure that you are fairly dividing tasks between yourself and all of your team
members. If everyone feels overworked, you will have to explain that in order to get the job done, everyone
needs to put forth the extra effort.
Myth 8. If they mess up, I’m still responsible.
Truth: This is correct. So apart from explaining the task in detail and providing resources for them to complete
the task, you should monitor their progress and give them feedback in order to correct any mistakes before
they become serious problems.

46. This news article outlines the HRD ministries proposed policy of a longer maternity leave for women workers in
India. This more is done to bring in more women work force into the market and safe guard a woman’s career post
maternity.
“Motherhood” is a very special experience in Every Woman’s life. and this is one time when she needs to take best
care of herself so that she can give birth to a Healthy & Robust baby. It also alters her lifestyle and requires her to
make certain compromises with her daily life style. A woman needs to be able to give quality time to her child
without having to worry about whether she will lose her job and her source of income. The Maternity Benefit Act,
1961, gives her the assurance that her rights will be looked after while she is at home to care for her child.
Existing Law : as per maternity benefit act 1961 women employee are entitle for 12 weeks leave with wages.
There are several clauses attached to the same, like minimum wages, minimum work period etc. to safe guard the
employers interest as well.
Benefits from extended maternity leave:
Better long-term health for children
Lower rates of depression in mothers.
Children’s health and development from
breastfeeding
Benefits to women, families, and society
Employee retention effecting training cost
Ensure the rights of children and women
Improve the quality of workforce
Disadvantages of extended maternity leave:
Discrimination at workplace affecting long-term
earnings and career advancement
Demotion on returning after a long absence
Companies will hesitate to employ women in child
bearing age group

47. Maternity Leave schedule across the
world

48. This article in careerealism throws light on the fact that employers are now more and more using prospective
employees social media profile to make decision. Social media accounts like Linkedin, Facebook, Twitter,
Instagram etc help the employers to get a deeper look into the candidates personality, interests and
professionalism.
 Your personality/passion : employers are looking at how passionate you are about the latest technology,
software updates, and gadgets coming out. Someone who’s sharing and talking about this type of information on
social media clearly has a passion for the space.
 Your qualification for the job: Employers are also looking to see if there are any recommendations your
previous supervisor, clients or colleagues have left that can offer insight to your character at work.
 Your professionalism: Avoid having a profile that shows misspellings, incorrect grammar and profanity – it
can all be looked upon negatively by the potential employer.
 Your interest in the employer: When employers see you’ve liked or you’re following them, it leaves a more
positive impression of you
 Your followers: Begin to build a network to include such people – to the potential employer looking at your
profile, it’s telling them you’re someone of value in the field of work who’s well-connected.
Social networks offer a window into how people live their lives. But should employers be looking at the Social
media ?
Why they should:
 If companies don't pay attention, they may end up facing any number of serious problems.
 Employees bring workplace tensions and complaints, which can damage a company's reputation in the
marketplace, and sometimes it can lead all the way to lawsuits.

49. What to do to ensure to leave a positive impression:
 Hiring managers hold poor spelling and grammar against candidates. Ensure your posts do not have sloppy
language
 Your political affiliation could be objectionable to the hiring manager, keep your political views to yourself
 Make sure there is no reference of any kind to illegal drugs, violence, etc.
 Information about volunteering or donations to charity always give a positive impression.
 Use the latest networking tools & technologies, be innovative and original in what you do online
 Best be vigilant not to post anything you wouldn’t mind an employer or potential employer seeing.
 Keep your communications intelligent, friendly and positive
Objections :
It could lead to discrimination, they say, and it may screen out otherwise strong candidates who have done
some things the company doesn't like but aren't related to work.
Employers fire employees for reasons having nothing to do with work. People have lost jobs because of their
political opinions and religious beliefs.
Taking time away from HR’s crucial activities to go on Internet fishing expeditions diminishes the quality of the
hiring process.

50. THANK YOU