Chennai, 10th May 2016: The Southern India Chamber of Commerce & Industry (SICCI) has today (10th May 2016) hosted a high-profile meeting on Industrial Development of Tamil Nadu that saw participation of CEOs, Leading industrialists and Professionals from across the state. Experts representing diverse sectors such as auto, auto components, medical, MSME, Logistics, Port, Leather, Textile, media, IT, taxation, and MNCs, took part in the event.
April 14, 2016 05:43 IST In a city famed for engineering education, it is for the engineers to use their knowledge and expertise to prevent disasters from causing large-scale damage, said Gopalkrishna Gandhi, former West Bengal Governor. A passion to sound warnings, which go against the contemporary trends, warnings that are difficult and unpopular, could have prevented what happened in the aftermath of the heavy downpour in the city, he said.
Asan Institute of Management in Association with Business Standard organized an event “Celebrating Entrepreneurship” as part of the EDP. Mr. Mohan Narayanan, CEO, Kubos, Mrs. Suma Prashant, Director, RTBI-IIT madras and Mr. M. Arun Prakash, Founder, GUVI, a budding entrepreneur were the panelists…
Friday, 6 November 2015, M. Rajalingam ,www.rajalingam.in This blog post is the follow up of my first post on my meeting with Mr. Mohan Narayanan, CEO of KUBOS Consultancy at the IITM Research Park 2 weeks before. I went to his office and had an interaction with him about the current scenario of startups particularly in Chennai.
This involved fundamental changes to the HR structure and continuous monitoring of the HR function for over 2 years so as to bring HR closer to the ‘business’.
Conducted an in-depth external diagnosis to highlight the reasons for low motivation and high attrition among employees which resulted in restructuring the organization, redesigning compensation philosophies and revamping of key HR policies to create a more professional, open and meritocratic organization.
Worked with the global HR team in Paris to create grades and corresponding compensation bands in line with industry benchmarks. Defined the HR handbook with key HR policies for all employees in the new Company. Provided advisory on optimal HR practices for recruitment, compensation, and employee management. This resulted in creating an attractive, fair and equitable workplace for new and existing employees with a ‘smooth’ launch of the new Company.
Revamped the selection process for the KPO of a large global bank which comprised identification of key competencies required for effective performance, creation of a focused interview toolkit along with extensive retraining of all interviewers in the Organization. This resulted in a significant reduction of recruitment ‘mistakes’, and enhanced the Organization’s ability to select the right person for the right job.
which spanned the key leadership development touch points from identification and assessment of leaders to creation and implementation of multiple developmental interventions. As part of this global program, roped in some of the world’s best strategic thinkers to upskill the Organizational leaders. This resulted in a tremendous step-jump in identifying leaders across levels and developing capability in a structured, systematic manner to align with the Company’s growth goals.
The key challenge in this case was to map a career progression lattice for employees across functions and roles .This involved resolving inter business unit complexities to arrive at a comprehensive identification of unique ‘roles’ in the Organization , followed by a detailed technical, functional and behavioural competency map required for employees to move upward /laterally. This resulted in greater transparency of career growth decisions and provided employees with a structured career map for the first time.