Golden Rules to Avoid Management Crises.

Golden Rules to Avoid Management Crises.

They raise the effective manager’s efficiency when they occur and after they occur:

1- To be a successful manager, you should identify individuals who are outstanding in their performance and behavior and seek to promote their skills.

2- To action can succeed without a definite time program, and a program of action without planning is impossible to implement. You should also place alternatives to avoid crises.

3- It is wrong to seek to solve all problems simultaneously. You should set priorities.

4- You should learn the most important thing about everything. Learn everything about the most important  things in your field of work.

5- To receive observations is part of the manager’s profession and it is proficient to be ready for them and deal with them and encourage, yet it is wrong to accept criticism or an opinion without making a comment or as a matter to be granted.

6- Your strength does not lie in power given to you by your superior. Rather, your influence lies in the acceptance you can get among your colleagues and supervisors.

7- The correct option in the wrong time and the wrong opinion in the right time are both bad and so are decisions.

8- You should expect pressures in work. A successful manager should reduce their effect on crisis occurrence, in cooperation with the team, discipline in work, creativity, high drive for achievement and overcoming insufficient time.

9- The issue is not to face problems, difficulties or losses and the aim is not to make profits or overcome rivals but rather in the final outcome: Is it or not to your benefit? Is this outcome to the benefit of the entity or not?

10- Believe it or not, the problem is not how to deal with the crisis but how to behave after its ends. What are the necessary preventive measures? What are the means and alternatives to resume activity?

The effective manager’s management behavior includes the following points:

•  Closing the door before crisis occurrence.
•  Reducing the opportunities for crisis occurrence.
•  Having indicators of crisis occurrence.
•  Expecting and monitoring signs of crisis occurrence.
•  Facing and reducing the passive aspects of crises and   acting    positively towards them.
•  Having the possibility of getting advantages from crisis occurrence.

Source: Extracted from various sources.

CYRUS P MISTRY SUCCESSOR OF RATAN TATA

The long wait is over now. After 18 meetings of selection committee to choose the next chairman of India's industrial pillar Tata Sons, the official announcement is made in-front of media and public. The next legend in Indian industrial history 

Ratan Tata announced his successor as Cyrus P Mistry.

“I will be committed to working with him over the next year to give him the exposure, the involvement and the operating experience to equip him to undertake the full responsibility of the Group on my retirement,” Tata said.

Mr. Mistry said he was deeply honoured by this appointment. “I am aware that an enormous responsibility, with a great legacy, has been entrusted to me,” he said in a statement.

He announced that he will legally dissociate himself from the management of his family businesses to avoid any issue of conflict of interest. Shapoorji Pallonji Mistry, father of the new deputy chairman of Tata Sons, owns 18 per cent in Tata Sons. The Shapoorji Pallonji Group is into construction, textile, water treatment and other businesses. Cyrus Mistry is currently the managing director of the $ 2 bn SP Group.

Executive Profile of Cyrus P Mistry : Shri. Cyrus Pallonji Mistry serves as Senior Vice President of Production of DQ Entertainment Plc. Mr. Mistry serves as Senior Vice President of Business Development and Technology at DQ Entertainment (International) Limited. He serves as Chairman of the Board of Shapoorji Pallonji Group and Afcons Infrastructure Limited. He has over 22 years of experience in the Indian entertainment industry in the fields of filmmaking and animation, technical and production pipeline management. Mr. Mistry serves as a Director Tata Sons Limited. He has been a Non-executive Director of Forbes & Company Ltd. (alternate name: Forbes Gokak Ltd.) since June 23, 2003. He was associated with Convergence Media Private Limited India, as Senior Vice President - Operations and Planning and UTV Toons India. Mr. Mistry serves as Director of following companies: Forvol International Services Ltd., Shapoorji Pallonji & Co. Ltd., Cyrus Investments Ltd. Shapoorji Pallonji Power Co. Ltd., Buildbazaar Technologies (India) Pvt. Ltd., Sterling Investment Corporation Pvt. Ltd., Samalpatti Power Co. Pvt. Ltd., Shapoorji Pallonji & Co. (Rajkot) Pvt. Ltd., Shapoorji Pallonji Finance Ltd., Shapoorji Pallonji Infrastructure Capital Co. Ltd., Oman Shapoorji Construction Co. Ltd., and Muscat Pallonji Shapoorji & Co. Pvt. Ltd. He served as a Director of Tata Elxsi Limited, from September 24, 1990 to October 26, 2009. Mr. Mistry served as a Director of Tata Power Co. Ltd. until September 18, 2006 and of United Motors(India) until November 26, 2009. He served as Director of Gokak Textiles Ltd. until July 7, 2008. He is Fellow of the Institute of Civil Engineers. Mr. Mistry holds B.E.(Civil Engineering) from Imperial College, London and Master of Science in Management from London Business School. He holds a Bachelor of Commerce from Mumbai University. He is also on the board of the Construction Federation of India, the Imperial College Advisory Board, the board of governors of the National Institute of Construction Management and Research (NICMAR).

Let the next lion rule. Wish him all success.

Read more at: http://profit.ndtv.com/news/show/cyrus-mistry-to-succeed-ratan-tata-189190?pfrom=home-lateststories&c

Brand India - Trust, quality, image, promises and glamor. Etc...

Some thing more intellectual in fashion, most productive, highest revenue generator, symbol of status - I am talking about brand's here.

Brand's are not just brands - they are symbol of status "Rolls-Royce", they are symbol of quality "BMW - German Engineering", they are symbol of trust "SBI - State Bank of India", they are symbol of fashion "LVMH - Louis Vuitton Moet Hennessey", they are symbol of generation "Apple - Designed in California", they are symbol of innovation "TATA NANO", they are symbol of customization "DELL", they are classic symbol of hospitality "TAJ", they are symbol of sporting nature "NIKE - Just Do It", they are symbol of education "Oxford University", they are symbol of lifestyle " Abercrombie & Fitch", they are symbol of your image "Ray-Ban", they are symbol of thrust "Coca-cola - Pepsi".

Do brand's generate more revenue ?, Yes, they do. Value of brand and its attachment towards its users/followers is the tool to generate business. Eg: Apple - ipod/iphone/ipad/itunes, again a brand revolution in the consumer oriented hi-tech digital electronics market. Apple designed with perfection which is more handy and stylish, which gives pleasure, which generates i followers all around the world. People are queuing in front of Apple  showrooms on product release days - to checkout whats new? no, to buy? yes-no, to say "i tried it"? yes exactly. i lovers are more today, especially people of age 10 - 30 are crazy about i.

So what is the emerging market like India, China, Russia and Brazil's share in this brand revolution/revenue. Relatively  very less compared to developed economies like America, Britain, Germany, France and Italy. developed economies owns the maximum number of world's famous brands but they are produced by emerging and developing economies. Even in the two later economies people love the brands of developed economies. So the case is developed economies still enjoys the brand revenue and value. Established brands getting the scale of market very easily.

When this situation is going to change ? 

When emerging and developing economies going to establish and appreciate their own brands ?

Brand's with no history is not doing well in the market, is it so? definitely not. Come up with quality in service/product and innovation in design, then observe the result. Success ratio is really high. Todays worlds famous brands were just 'start-ups' one day.

India with world's second largest population has its own market for new brands and products. Market is open to explorers - let us be home explorer's first.

Brand India (Brand's - Promote & Support) 

Visit:http://www.facebook.com/pages/Brands-Support-Promote/150115745012108

Facebook page to give your thoughts to this forum, which is working to raise Indian Brands position and visibility globally. Post Indian brand logo's and write about them to raise awareness about it. Spread the word "Brand India" in your network.

Website for Brand India in construction - www.brandindia.org.

Managing human resources in the emerging scenario

“People are our greatest asset” is a mantra that companies have been chanting for years. But only a few companies have started putting Human Resources Management (HRM) systems in place that support this philosophy. There are a number of challenges in the Indian IT industry which require the serious attention of HR managers to ‘find the right candidate’ and build a ‘conducive work environment’ which will be beneficial for the employees, as well as the organization. The IT industry is already under stress on account of persistent problems such as attrition, confidentiality, and loyalty. Other problems are managing people, motivation to adopt new technology changes, recruitment and training, performance management, development, and compensation management. With these challenges, it is timely for organizations to rethink the ways they manage their people. Managing HR in the knowledge based industry is a significant challenge for HR managers as it involves a multi-task responsibility. In the present scenario, HR managers perform a variety of responsibilities. Earlier their role was confined to administrative functions like managing manpower requirements and maintaining rolls for the organization. Now it is more strategic as per the demands of the industry.

Managing People

In view of the industry dynamics, in the current times, there is a greater demand for knowledge workers. Resumes abound, yet companies still fervently search for the people who can make a difference to the business. Often talented professionals enjoy high bargaining power due to their knowledge and skills in hand. The attitude is different for those who are taking up responsibilities at a lesser age and experience. These factors have resulted in the clear shift in approach to individualized career management from organization career commitment.

Motivating the Workforce

As the competition is growing rapidly in the global IT market, a technological edge supported by a talent pool has become a crucial factor for survival in the market. Naturally, as a result every organization gives top priority to technology advancement programs. HR managers are now performing the role of motivators for their knowledge workers to adopt new changes.

Competency Development

Human capital is the real asset for any organization, and this makes the HR role important in recruiting, managing, and retaining the best. The HR department has a clear role in this process and determines the success tempo of any organization. An urgent priority for most of the organizations is to have an innovative and competent HR pool; sound in HR management practices with strong business knowledge.

Recruitment and Training

Recruitment has become a major function from an imperative sub-system in HR, particularly in the IT industry. HR managers play a vital role in creating assets for the organization in the form of quality manpower. Attracting new talent also is a top priority for software companies, but less so for smaller companies. Another challenge for HR managers is to put systems in place to make the people a perfect fit for the job. Skill redundancy is fast in the IT industry. To overcome this problem, organizations give the utmost priority to training and skill enhancement programs on a continuous basis. Many IT companies are providing technical training to the employees on a quarterly basis. These trainings are quite useful also in terms of providing security to the employees.

The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is essential that the IT industry takes more initiatives to improve the security levels of the employees.

Work Life Balance Factor

Another dimension to the challenges faced by IT Industry is the growing pace of talent acquisition. This aspect creates with it the challenge of a smoother assimilation and the cultural binding of the new comers into the organization fold. The pressure of delivering the best of quality services in a reduced time frame calls for ensuring that employees maintain a work life balance.

One of the most important duties of the modern HR manager is to get things done through people. He has to bring employees into contact with the organization in such a way that the objectives of both groups are achieved. He must be interested in people, the work and the achievement of assigned objectives. To be effective, he must balance his concern for people and work. In other words he must know how to utilize human as well as non-human resources while translating goals into action.

Thank you for your comments in advance.

Major Hurdles in INDIAN TEXTILES - Human Resource, Volatile Market, Cotton Price, Slower Returns, Electricity.

In India the culture of silk was introduced in 400AD,while spinning of cotton traces back to 3000BC.

Indian textile enjoys a rich heritage and the origin of textiles in India traces back to the Indus valley Civilization where people used homespun cotton for weaving their clothes. Rigveda, the earliest of the Veda contains the literary information about textiles and it refers to weaving. Ramayana and Mahabharata, the eminent Indian epics depict the existence of wide variety of fabrics in ancient India. These epics refer both to rich and stylized garment worn by the aristocrats and ordinary simple clothes worn by the common people. The contemporary Indian textile not only reflects the splendid past but also cater to the requirements of the modern times.

A Labour Intensive Industry is now facing a major hurdle called "Man Power Shortage". 

Will it be resolved ? or else the industry will be wiped away from INDIA ?

Textile sector accounting for 30% of Indian exports will be in vein then, global clothing sector will face trouble in getting enough productions. World of Textile will face various difficulties, if Indian Textile market stumbles.

China,Pakistan and Bangladesh being our major competitors with surplus manpower and lower production cost is now raising the edge to dominate the market. 

Electricity Interruption and Cotton Price questions the Survival!

India is second largest producer and consumer of textiles globally is in need of man power and legal support. With high electricity interruptions, we already lag behind the target, additionally few more problems like frequent power crisis is  disturbing the industry. Cotton export is open from October 2010, which will eat the complete cotton production of 2010.From a month back ginning industry started to stock the production to export, this drastically increased the cotton price 20% hike in per candy price.  New cotton is expected by the end of November 2010. Hope new stocks will serve Indian needs.

Volatile Market and Slower Returns not like IT to deal with !

Cotton. Yarn. Clothing. Woolen. Rayon. Synthetic. Polyester. Technical Textiles. Agriculture. Natural Disasters. Climate.

When we speak about, Volatile Market and Slower Returns, we are forced to consider all the above fields. Climate, Natural Disaster accounts for major agricultural - Cotton production loss, which is the major production area. When it comes to cost of agricultural production, modern machineries are used because of labour shortage in breeding and sewing seeds to getting the agri product ready - it needs more money, so this is the start up place for increased production cost.

Next comes the ginning segment, where today lots of modernization takes place and automatically when investments goes high automatically quality, production cost and profit returns are expected high. Here the investment returns are obtained 88% successfully.

Next Comes the Spinning segment, where the advancement is at its peak and huge infra and investment is expected gives a very slow returns. This Spinning segment is one of the widely spread-ed one, where cotton converted in to cotton yarn, synthetic made in to synthetic yarn, polyester converted in to poly-yarn, woolen converted in to wool-cotton-polyester yarn (Mixture can be any kind), Rayon converted in to Cotton-rayon-yarn. So, here all the conversion process takes place after treating the raw material in wide process ares under different conditions and shapes.

Next comes warping, weaving, clothing segment. Where the any yarn output is made in to grey cloth and utilized for different fabric materials and shapes, designs are made. 

Next comes Knitting - Garment  segment. Where a final shape of cloth is made like Shirts, T-Shirts, Trousers, Suitings, Inner wears, Table Cloth, Screen Cloth, Socks, Jersey's,Denim's non-woven fabrics and many more.

Next Comes the Hand Loom and Auto Loom segment. Where the Saree, Bead spread, Towels, Terry Products and lot more are produced.

Human Resource a Serious Issue..,

Above said all segments were integrated with a huge number of processes, industries, businesses, manufacturers,labour's, farmer's, buyer's, seller's, marketing agencies and lot more were engaged in this textile segment in total.

So a final product like Under wear, Tie, T-Shirt are reaching the desired segment of people after surpassing various quality standards and tests. A single textile product in any store is hard work of the whole textile society. Farmer to seller everybody involved and every one needs a income to survive automatically as per the social & economic needs salaries are increased, product cost was raised time to time. 

Even though we are getting slow returns for our huge investments. This is how the manufacturing industry of India facing physical, Financial, social, economical and climatic problems and still overcoming every hurdle to survive and employing the 46% of Indian Population in different ways and in need of more man power. Will we survive ? this is answered periodically and the question arises periodically again and again.

We should get more man power to survive or else survival is really really difficult.

Sustaining the Change !

Sustainability in this market place with lots and lots of changes on the go is very essential factor to consider to lead a business. Not only the market place, the production according to requirement - over production may lead a heavy loss to manufacturing units.

How to convert the over production as a profit ?

When over production exists - it exits when a market place shrinks and when our productions capacity expands with out finding the right market. Here we should concentrate on exploring the new markets, for eg. Cameras, today the cameras are not only the cameras and digital recorders - they were installed for surveilince, they are working in the place of human more effectively to manage the corporate work ethic. It creates more space for anti-crime activities. So the cameras now found a place which is much important in domestic market, now cameras are not the devices only made for occasions. They are now the goodie of every human. They create most memorable images of daily life in to pictures. Now even a pen has a camera embedded on it. This is how camera manufacturers explored and found the potential market place. Like wise what ever the product is there is a market. No matter how big your features are , creating awareness and occupying a place in the market matters. So just concentrate of exploring new phases of market just increase your companies market share 0.1% everyday. Dont stop at any point. Dont stop discovering.

7 Reasons Why a Potential Employer Won't Read your Resume, and What to Do About it

When you write your resume (with or without advice and professional help), who is your target audience? Who are you trying to satisfy?

First of all, you’re not writing your resume to satisfy yourself. For that matter, you’re not writing it to satisfy any “expert” – the author of the resume book you just read, or the recruiter you’re working with, or your career guidance counselor, or your cousin Fred who is a human resources manager, or even a professional resume writer.

You are writing your resume for a particular kind of reader: a potential employer. And if you’re like most of us, you make some very, very optimistic assumptions about that reader. You are certain that your reader is eager to find the best person for the job. Your reader, you are sure, is going to read the important things in your resume, and his or her eye will be drawn to all of those clever formatting tricks you’ve used (columns, underlining, different fonts, boldfacing, italics, strong verbs, skills, numbers, results, etc.).

But you’d better take off the rose-colored glasses. Your resume has a better than 98% chance of ending up in the garbage can (real or virtual).

Here are 7 characteristics of the psychology of the typical resume reader: 

1. Resume readers are some of the smartest and most skeptical readers in the world. They know that at least half of what they read consists of lies, exaggerations, half-truths, and semantic and formatting “tricks.” They don’t accept anything at face value. Remember, the typical resume reader sees literally thousands; they know every trick in the book by now.

2. Most readers are in a bad mood, not a happy mood of eager expectancy. They’ve got 300 resumes to read, and nobody is giving them an extra penny to carefully peruse each one. They are rushed for time, annoyed at having to read yet another resume, and hostile rather than sympathetic. Reading yet another resume is a burden that is keeping them from their attention to what they consider much, much more important matters.

3. Therefore, the typical resume reader is looking for a quick and convincing reason to throw out yours. Some will even discard it if they don’t like the envelope or the way the email looks. Some will read only the resume and not the cover letter, or vice-versa. And they are unwilling to open up a zip file. You know how annoying it is to get an email that requires you to open up several files? For the resume reader, it is triply annoying.

4. They are unimpressed by the latest resume “fad.” For a long time, it was (and to a great extent still is) ‘verbs.’ Since a verb is an action word, we think, the reader will be impressed by lots of great verbs. They’re not. The latest craze is numbers. You’ve got to have lots of quantitative data in your resume, or no one will take you seriously. I see resumes now that are nothing but a bewildering array of numbers, and I do not believe it is any more impressive to the typical resume reader than is a bewildering array of verbs.
5. None will read in detail – that we all know. All will skim-read for about 20 seconds or less. They are looking for certain information FIRST, to see if the resume is worth reading in more detail. Usually they look for job titles and academic degrees first. Some look first for gaps in employment, some for certain skills, some for length of employment. Each reader has his or her own top priority to scan for first. And even if they read it in detail, they’ll give it to 5 other people who will skim it.
6. Most readers know that their company is in no hurry to hire. Even if they are interested in you, they will take their time responding. They are not interested in calling you back right away, even if they like your resume.
7. They are not interested in your personal objectives for your life and your career.They are only interested in how you can help their company solve its problems and achieve its goals—that’s why they hire. But they are totally unaware of your unique strengths and value that you can potentially bring to the organization. That’s because in most resumes, the person’s unique strengths and potential value are buried somewhere in the middle of the resume and not written for a skimmer/reader.

So, when you write your resume (or have anyone else help you write it), keep the above characteristics in mind. You have got to give your reader 1) what they are looking for FIRST, and 2) what you want them to find FIRST. That means that you cannot emphasize everything equally in your resume. You’ve got to write it so that they see their priorities and yours instantly. Make sure to keep that in mind, and you’ll have a much better chance of having your resume taken seriously.

Source : New Grad Life.