Monthly Archives: October 2005
“Come apply to us for a chance to work with our Fortune 500 clients in their BPOs”
“Refer a friends CV and carry home a cool gift”
Before the movie started I was forced to see an ad by Ma Foi (how effective is this kind of advertising anyway?)
That really brought home the point that how difficult it is becoming for organizations to hire people even at the entry stage. Once upon a time recruiters had more CVs than they needed and very few clients. Now the demand clearly is pulling ahead of supply. Or, let’s qualify that. Quality supply. This is leading to salaries rising and active poaching in the BPO industry. even if existing players have a no-poach arrangement (a practice that I think is very inefficient) new players are constantly coming in and to cut through the clutter differentiating themselves on salary.
The thought being:
These people don’t look at it as a long term career, they are here to make a fast buck and therefore lets give them the inducement of more cash and they’ll come.
I think the real differentiator in this market would be an organization that actually offers a career and helps them to develop for further roles. Cunselling and organizational support given by employers can ensure that loyalty to the organization is not an outdated concept.
The bottomline being, so long as organizations treat people as ‘resources’ that’s the mindset that the people have towards the organizations.
Dr. Madhukar Shukla who has his Alternative Perspective and musings blog, has been invited to a talk show on the Voice of America as one of the 3 panelists on the VOA “Talk to America” (hosted by Doug Bernard) on October 25th (9:30pm – 10:30pm IST) – or “Tuesday, October 25th at 16 utc (12pm-1pm Washington time)”
How to Listen
Direct VOA Frequencies (in Kilohertz (kHz))
– Europe, Middle East and North Africa( 9700, 9825, 15195, 15445 )
– Africa (909, 1530, 4930, 9850, 13795, 15410, 15580, 17715 )
– Far East Asia, South Asia and Oceania (1170, 6160, 7125, 9760)
The netbroadast might be available at:
The description of the program reads:
Tuesday – October 25, 2005
Rude America and Cultural Understanding
Peter Post: Director, Emily Post Institute co-author “The Etiquette Advantage in Business”
Madhukar Shukla: Professor, XLRI Jamshedpur School of Management and Labor Studies
Mark Caldwell: Author “A Short History of Rudeness”
A new opinion survey shows Americans are ruder than ever. Road rage and loud cellular telephone conversations at restaurants and other public places are attracting attention to American men and women behaving badly. Where is common courtesy in today’s fast-paced environment? Talk To America asks the manners experts. (from Professor of Strategic Management & Organizational Behavior to a manner expert!? -ir, yeh kya ho raha hai?)
This blog ranks number 5 in Technorati’s Management list and 10 in Technorati’s India list ! Wow ! I’m impressed by myself đź™‚ Of course, the simple reason is that not too many people know about tagging one’s blog by topic. Once that catches on I guess my ranking will slip đź™‚
See where I figure in the Business ranking…number 38 and falling !
Overall I am still around the 14 k ranking , but the interesting fact is that subscribers to my bloglines RSS feeds have been rising even when I was on vacation. Do you read my blog on Bloglines? Can you leave me some feedback on the comment section to this post?
Got this from Egon Zehnder’s newsletter:
Recent shortages of top managers in a wide range of industries have sparked
a war for top talent, write Nanette Byrnes and Amy Barrett in BusinessWeek.
Major oil companies are luring top players away from service providers like
Schlumberger by tripling their salaries. Yet although firms will spend up to USD
50 billion on talent development this year, many either fail to produce
homegrown leaders or, like Coca-Cola Co. pick the wrong internal candidate to
become CEO. So what are the secrets to hiring, training and retaining stars, ask
High-performing companies create a wealth of bench talent by turning
human resources into a strategic asset, they observe. One key talent management
tool often used is a customized HR solution like a global database combining
career records with personal staff profiles. University alliances to hire top
students and graduate training programs can also help to produce talent
internally. Other strategies include recruiting top HR staff, ensuring full
C-level commitment to talent management and amplifying managers’ strengths
rather than criticizing their weaknesses, add the authors. Successful companies
treat losing a high potential as a disaster that is fully investigated via an
exit interview, they note. Talent is a valuable weapon to companies seeking a
competitive edge and deserves far more attention in the future, conclude the