tag:blogger.com,1999:blog-4273139713770751485.post2508950691058496011..comments2024-03-29T11:45:43.197+05:30Comments on Musings of Dheeraj Sanghi: Does Indian Industry value meritDheeraj Sanghihttp://www.blogger.com/profile/06367519409840642182noreply@blogger.comBlogger14125tag:blogger.com,1999:blog-4273139713770751485.post-55860979269504705702016-08-02T10:16:50.749+05:302016-08-02T10:16:50.749+05:30Hi
I totally agree that new gen HR WORK. I handle...Hi<br /><br />I totally agree that new gen HR WORK. I handled the operations of a small company around 100 people and being from technical background then shifted to management. So my job was to see overall suitability of the candidate from recruitment till allocating to project. Hr people were concerned till only recruitement because they have nobody to present numbers to management.But nobody gives chance to candidate like me in big company to handle these things. They have their norms to have people from premier institutes like iim or xlri. This is irony. Young Hr people never let a senior person like me to intervene. Now at one stage people like me though being technical can not contribute much in technical things than in the matters of Hr because we understand people and technology and that is where our experience counts. But there is nobody to listen. When I apply for such positions in big/medium companies ,i never got a call for this profile. They have their own selection criteria for these jobs. Anyway this is the way things happen. I hope someday somebody will listen .<br /><br />Sunita Bhat ( BE ELECTRONICS FROM NIT Srinagar 1985.<br />Anonymoushttps://www.blogger.com/profile/06125379497015800501noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-17121239906393330262011-07-11T19:26:23.984+05:302011-07-11T19:26:23.984+05:30Really touching article and really valid for Bscho...Really touching article and really valid for Bschools also. Being an IIMA student, I'm fortunate enough to escape this, but many of my friends at Tier II Bschools do not even get a chance to showcase their talent to recruiters, who play safe. Just like nobody got fired for using IBM, no HR person would get chided for going only to 'top' Bschools.<br /><br />One way out of this morass may be to adopt the Western system of assessment centres-much easier for engineering than for management-where the scores are valid for say 1 yr. It would go beyond GATE and test even aptitude etc. This kind of test is happening for bank recruitment, and can be applied to industry also.Anandh Sundarhttps://www.blogger.com/profile/14874226278638311812noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-46253992850222760502011-06-19T23:03:08.985+05:302011-06-19T23:03:08.985+05:30Really excellent article and eye opener how indust...Really excellent article and eye opener how industry hires people. Hope rationality prevails in these organisations sooner than later. <br /><br />Akshay jhaAkshay Jhahttps://www.blogger.com/profile/16571660329863512224noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-36490256931330629752011-06-02T11:35:03.976+05:302011-06-02T11:35:03.976+05:30@Paresh, you put 100% of the onus on colleges. I d...@Paresh, you put 100% of the onus on colleges. I disagree. If a company is looking for poor quality engineers, and there are 1000s of colleges seeking attention of industry for hiring their poor-quality engineers, then you are right that it has to be a sales job by these poor quality academic institutions. But if a company is looking for quality engineers and there aren't enough of them, then it becomes a joint responsibility. For the institute to tell HR guys about itself, and the HR guys to listen to at least someone.<br /><br />My experience is (and this is what I did not write in the original blog, but many HR guys will informally agree to this) that industry is actually looking for poor quality engineers. It is a fashion to talk about dearth of talent. They are not looking for talent to begin with, not at the entry level. They do look for talent at the senior levels, and senior levels are the ones who are really running the show. At the entry level, they only want to reduce the cost.<br /><br />In fact, one HR person explained to me that if we recruit better quality people, then they will have difficulty in designing training for such people. You can't have individualized training at the induction time.<br /><br />And, please don't assume that I did not put in enough time on this. I traveled to so many cities and met so many people in so many companies, it was not funny.<br /><br />And, if you read the blog carefully, I have also mentioned that we encouraged internships. But even those students who were awarded by companies during the internship for their performance, the HR guys would not look at them next year in the same company.<br /><br />And I am asking for only one simple thing. Transparency in HR policies. Can industry put out information on their criteria for selecting colleges. Considering that they have huge public impact, I think they should be transparent about this information. Till they are transparent, there is no argument.Dheeraj Sanghihttps://www.blogger.com/profile/06367519409840642182noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-64876740604218473552011-06-02T11:06:46.288+05:302011-06-02T11:06:46.288+05:30The issue is more complex than mere lack of apprec...The issue is more complex than mere lack of appreciation of quality. <br />1. The HR Managers have different objectives - at least different short term objectives. Typically they are given hiring objectives and in large companies, the predominant ones are for numbers. They find it easy to do in tried and tested waters.<br />2. Getting companies to visit campus is a professional sales work and this requires long term effort. To be clear, we are not talking here of unhealthy practices being carried out by some institutes in collusion with some people in country. We are talking of ethical hard core work to convince a management of a company to visit your campus and then work at all levels required to make it actually happen. <br />3. This is no different than getting an order from similar companies for some commercial products or projects. In such cases too, a hard effort has to be made to first convince the actual users or beneficiaries within the company and then work with them to get the requirements defined and then work with the purchase department to get the actual inquiry, bid and win the bid.<br />4. In the case mentioned, a gentle suggestion: the Institute leader should not have simply accepted the HR Manager's opposition. He could have called back the management at higher levels and talked to them about this and tried to get their support to tide over the opposition from HR (which is trying to take easy route). This is of course difficult to do as Institute leaders do not have such time to make such long duration efforts.<br />5. An simpler way is also to push for internships which then allow the companies to understand what the students can deliver. The operating managers in many companies have greater freedom in offering internships and this can be used in positive manner.<br /><br />To sum up, in the age where number of institutes are becoming larger, it will require professional marketing efforts to get employment opportunities. It is very essential that good institutes mount vigorous efforts so that their students get opportunity and this will also help counter the unhealthy practices spread by some.pareshhttps://www.blogger.com/profile/10943798690089157124noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-28237806598280171112010-12-03T21:55:06.651+05:302010-12-03T21:55:06.651+05:30I think it clearly says technical people are not t...I think it clearly says technical people are not the only the ones we should deal with, we should also approach people in the decision making process. For it, we have to attract some research projects to our campus from well known companies with the help of our college faculties, board of management and technical people sitting in the industries.Pankaj Agarwalhttps://www.blogger.com/profile/05545348913989525377noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-72021638298453595322010-12-02T17:42:19.283+05:302010-12-02T17:42:19.283+05:30Its really heartbreaking to see so much apathy by ...Its really heartbreaking to see so much apathy by the companies... Their attitude reminds one of the Government 'babus' in the country.<br />Truly said by Arjun sir, HRs need only money. They dont care about which direction their own company is headed...Kumar Harshhttps://www.blogger.com/profile/08010167264796684343noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-44653374003778274792010-12-01T21:38:59.320+05:302010-12-01T21:38:59.320+05:30Yes , I do agree with you sir that with time one s...Yes , I do agree with you sir that with time one sees people from LNMIIT performing better than their peers. <br /><br />And it has already begun as it can be clear seen from off-campus placements of Y06 batch at bangalore. I feel proud to say that many of my friends are hired into very good companies and at very good pay scale (>4.0 lpa) for a fresher. This is just the beginning , the brand and Legacy of LNMIIT is yet to be createdUnknownhttps://www.blogger.com/profile/03422966076570023266noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-26927129926605048722010-12-01T20:06:18.768+05:302010-12-01T20:06:18.768+05:30Intriguing.
Helps to know that its the industry wh...Intriguing.<br />Helps to know that its the industry which has a rather skewed sense of resource exploitation.Deleted Userhttps://www.blogger.com/profile/13831706260693264707noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-57491088805756233452010-12-01T15:53:50.561+05:302010-12-01T15:53:50.561+05:30Talent and hard-work will always be awarded - soon...Talent and hard-work will always be awarded - sooner or later... Companies are doing more harm to themselves by losing on the best of talentPiyushhttps://www.blogger.com/profile/10707408544794263916noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-13463161023386870282010-10-13T13:00:50.556+05:302010-10-13T13:00:50.556+05:30Agree to you sir, that they will realize it after ...Agree to you sir, that they will realize it after 5 years rather than now!! But its quite surprising that the way HR community has set their standards for hiring, and clearly their lack of coordination with technical experts for understanding the quality needed for growth of their organization.Unknownhttps://www.blogger.com/profile/14440510151326904266noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-823020020904246452010-10-12T13:38:00.369+05:302010-10-12T13:38:00.369+05:30Rightly said sir. Even at IITs the location factor...Rightly said sir. Even at IITs the location factor and the "Not to change" attitude from HR is hampering the placement scenario. They won't come to Kanpur just because a day or two will be wasted, while at Delhi or Bombay they would do it in few hours. Even alums of the IIT Kanpur do recruit just from Delhi or Bombay, citing the transportation and time as the main reasons to opt out for. Hope things change in future and HR starts recruiting talent and grown up from their past relations and locations issues.kshitijhttps://www.blogger.com/profile/00277130080013960183noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-32761541963085828932010-10-12T09:21:48.464+05:302010-10-12T09:21:48.464+05:30Well said sir ! Corruption is every where in India...Well said sir ! Corruption is every where in India . HRs do not need quality they need money. <br />Two days ago i was talking to my friend from jaypee noida he told me that TCS recruit almost 90% students from their batch & the criterion is just their pointer . If they have pointer above than 5.5 they are selected . This is what those HR want .They dont want quality they want money & the story is same with many other institutes like Amity. <br />Any institute which can feed corrupt HRs can show 150% placement.Arjun Agarwalhttps://www.blogger.com/profile/01745935337504905747noreply@blogger.comtag:blogger.com,1999:blog-4273139713770751485.post-24014299058238321342010-10-12T01:22:50.681+05:302010-10-12T01:22:50.681+05:30This is a bit schoking that in an enviornment of f...This is a bit schoking that in an enviornment of fierce corporate competetion how a company can afford to have such a lackadaisical attitude towards the people they hier, at the end of the day efficient people means more profit. I do agree with you that with time one sees people from LNMIIT performing better than their peers. Having said that I also think that some industries like RF, which need people with strong mathematical / field calculation foundations are running short of qualified engineers. With the advent of simulation tools one hardly finds graduates who can solve even basic field problem with pen and paper. Hence with lack of understanding of basic physics one finds less of genuinely good ideas in th field.Anshu Guptahttps://www.blogger.com/profile/11634657764934674763noreply@blogger.com