CMACMA eMageMagBI-MONTHLY MAGAZINE OF CHANDIGARH MANAGEMENT ASSOCIATION

July 2010Issue 4

INSIDE

• Upgrading Academic Standards and Employability in Punjab

• The Great Indian Manager- India's own Ulysses

• Attrition! How to Retain Talented Employees?

• Is Climate Change affecting J&K?

• Know your President Dr. Gulshan Sharma

INSIDE

• Upgrading Academic Standards and Employability in Punjab

• The Great Indian Manager India's own Ulysses

• Attrition! How to Retain Talented Employees?

• Is Climate Change affecting J&K?

• Know your President Dr. Gulshan Sharma

CMAeMag

ContentsOffice Bearers

President

Dr. Gulshan Sharma

Director

Foundation of ITFT, Chandigarh

Vice President

Dr. Niraj Pasricha

Director

Regional Institute of Co-operative Mgt.

Secretary General

J.N. Vohra

Textile Consultant

Joint Secretary

A.K. Gandhi

Consultant

Jaiparkash Associate, Ltd.

Treasurer

CA Vivek Goyal

Past President

Col. Karamjeet Singh (Retd.)

Director

Continental Group of Institutes, Mohali

Editorcma.chd@gmail.com

http://cmaupdate.blogspot.com/Mob. : 9814556072

Chandigarh

Management

Association

CHANDIGARH MANAGEMENT ASSOCIATIONC/o Bhartiya Vidya Bhawan

Plot No. 5, Sector 27-B, Madhya MargChandigarh-160019, INDIA

Tel .: 0172-2656031, Fax : 0172-2639548Website : www.cma.net.in

email : cmachandigarh@yahoo.com

Affiliated to

CMA

ALL INDIA MANAGEMENT ASSOCIATION

• Upgrading Academic Standards and Employability in Punjab

• Malana-Unique Republic amid Hills

• The Great Indian Manager -India's own Ulysses

• Training and Development Challenges in Corporate World

• College to Corporate -A Journey

• Our Memorable Health Recouping Holiday

• Those who predicted Tsunami, Earth Quake and Global Recession

• Applicability of Part- I of The Act to Arbitration

• Attrition! How to Retain Talented Employees?

• JOHARI WINDOW A Simple Tool for Understanding interpersonal dev.

• Is Climate Change affecting J&K?

• Know your President, Dr. Gulshan Sharma

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I feel humbled on assuming the charge of this prestigious professional organisation, Chandigarh Management Association. I am aware of good work done by my predecessors in sustaining and building on various innovative activities for the benefit of professional management fraternity. That adds tremendous responsibility on my shoulders to keep up and uphold the spirit and endeavours of my predecessors. The immediate past president, Col. Karamjit Singh, has done very appreciable work and shown a remarkable leadership, and I need to tread on the path shown by him. I subscribe fully to the vision of Chandigarh Management Association “to attain leadership in the corporate sector by inculcating the values of social responsibility, and entrepreneurial skills by preparing human capital for the future tasks” The task before me is to involve my team and the large membership of CMA in various professional activities, Management Development Programmes, which we will undertake in the coming year, such as;· Skill development initiatives, and motivational programs for the youth,

including shaping young mind· Discussing on innovative models of entrepreneurship through the use of

IT & ITES and Corporate Social Responsibility· Preparing researched write ups on the city development parameter.· Creating linkages with other institutions, such as CII-NR, PHDCC, FICCI,

ASSOCHEM, TIE, Chandigarh Tourist Club, NRI Convention and Northern India HR Association and strengthening further linkages with AIMA by attending to their programs and inviting their experts here.

Besides other programs, we will continue with the innovative use of electronic media. The CMA eMag, started by my predecessors is such an endeavour. I hope and pray that I come up to your expectations in the coming months. I will welcome, particularly personally talking to my predecessors, to get guidance from them as to how to add value, expand and retain membership of this vibrant body. I invite you to participate in various committees, which we will formulate in this month.With these words I seek well wishes from all of you for my useful tenure in this prestigious organisation of the city.

Thank You and God bless you all.

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Foreword

Dr. Gulshan SharmaPresident-CMA

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Interactions with industry officials and academicians North West India, we find an absence of plus my own professional thought processes have entrepreneurship and success due to excellence in led to a perspective on employability and academic education of the middle class, especially in the standards. The thought process that academic technology sector. The rare stories that do exist in our standards, in North West India need to upgrade region are of individuals who were well connected as urgently and to be reoriented for employability as such already to power centres and then built up the also entrepreneurship, has now evolved as a scale to generate corporate success. reasoned belief. The recent and repeated incidents of The pertinent issue is that respect for intellectualism violence at the academic campuses (even in the coupled with a need for quality education has been private sector) in this region also mask a deeper markedly absent from Punjab or for that matter north malaise, if considered in conjunction with the above. west India for quite some time. A leading business We can safely assume that the attempts to address magazine while ranking Chandigarh quite highly in falling academic standards and violence by an quality of life also went on to state that being a administrative fiat or a law and order approach will landlord and dealing in real estate and to some not work. The academicians, parents and society as extent retail seemed to be the primary employment such have to collaborate explicitly to raise academic o p p o r t u n i t i e s o r o c c u p a t i o n i n Pu n j a b. and employability standards in this region. We firstly Entrepreneurship seems to have failed to mature, need to acknowledge our shortcomings before this particularly in high end technology as also services. region joins the likes of various academic institutions For this the current crop of elders or leaders, from in central & eastern India with a tarnished reputation, varied professions, has a lot to answer for. with a consequential adverse impact on credibility North West Dwell more on politico religious and employability in the employment market. issuesInstitutions have lost flagship courses While the south and west of India have articles in Our academic institutions have already lost ground papers devoted to need for technology as a tool for and even flagship courses do not attract talent or varied developmental issues, business as also employers with the same enthusiasm as earlier. The exports, our papers or media are full of debates on issues however go deeper; these are primarily politico religious issues, language and khap societal in origin and are germane to Punjab and the panchayats etc. Its not that the other regions are North West region as such. Since the process of heavens of opportunity but it is high time we in liberalisation began, we have witnessed tremendous Punjab or north west India punctured our own changes in certain regions of India. Entrepreneurship misplaced sense of well being and superiority and has sprung primarily from the middle class after analysed our shortcomings. We cannot measure the

well being of a society from the number of upper segment luxury cars sold in a city or pure physical infrastructure indicators. Soft skills are equally important for the progress of any society and need to be addressed on priority by the leaders and the society they represent. The real developmental and economic action in India is now south of the Vindhyas except the NCR belt and it cannot be passed off as central largesse as its primarily driven by private sector players and private equity. Just as an aside, a leading private equity player told me informally that very few entrepreneurs in this region could make a quality presentation on need

being rooted in quality higher education. Infosys, for funds or a business plan as compared to the Mphasis etc spring to mind as do cities such as entrepreneurs in south or west India. Some bankers Chennai, Bengaluru, Vadodara, Pune, Surat, Rajkot, also substantiate this viewpoint.Tirupur etc. Even Jaipur is now being touted as a Now students or youngsters brandishing guns or major centre for employment. But beyond Delhi in connections and thinking they are the last word in

Upgrading Academic Standards and Employability in Punjab:

The Broad Perspective.

Dinesh K Kapila

virility and leadership are absolutely wrong but so is be many but a primary factor seems to be the the society which refuses to condemn their actions reluctance of senior valuable potential employees to unequivocally or the police force. If unchecked, the work from cities in the north west. This is but natural slide downwards can be too fast while the already when the value system of the youth or even elders rapidly developing regions of India move on. Virility seem to place more importance on the thanedar or and a misplaced sense of being masculine and even patwari rather than the corporate intellect!. I am superior by violence or muscle power has been not decrying certain professions but suggest a ingrained in us as a society since long but now needs change in social mores to respect a wider range of to be controlled. professions. Another pertinent point, how many

major well respected corporate houses across are now owned or started by Punjabis or residents of North West India. North West seem to place high value on Need to focus on soft skills for employabilityconnections, clout, money….The states of this region do state that the expansion, This issue can be approached from another modernization and reorientation of Technical viewpoint, the number of professional institutes Education and Industrial Training systems to match ranked highly from this region or valued for quality with the needs of modern corporate organizations is by HR officials from well known corporate in the a priority but this is yet to be apparent on the ground. Management, Information Technology, Engineering 361 Colleges, 7 architecture colleges, 4 biotech or even Fashion Technology sectors. The institutes are colleges, 48 engineering colleges, 40 management just a handful, primarily as the intellectual capital colleges, 38 law colleges, 6 mass communication itself from such institutes which imparts knowledge colleges, 4 universities etc in Punjab are just the is not rated highly. Students with merit flock to physical aspect or numbers. The quality of education professional educators in Pune, Bangalore, Vellore, imparted and value placed on the pass outs from Manipal etc.The techie from south of the vindhyas is a professional institutions is the real test of the quality bit of a joke as also awe in the north but unless we of education. Just as an aside, we need to quantify the initiate the respect for knowledge and intellect again, number of papers contributed by educationists from we cannot match the progress and employment this region in leading journals of their professions or opportunities being generated in the west or south we can attempt to quantify the number of modern India. Our present societal mores in the north west day respected management experts who have seem to place a high value on connections, clout, emerged from this region. Again pertinently, the few money or physical prowess and a quick return on professional experts of repute that do emerge rarely capital with a minimal concern for human capital. It get the respect from our society and stakeholders in should rather be on support and respect for governance that they actually deserve. This indirectly knowledge, technology, ethics and a genuine impacts adversely the respect for the drive in concern for the human resources. excellence or professionalism amongst the youth. The amount of regard for NRIs in our region certainly As already explained, we need to rebalance our value seems unwarranted as such considering their systems and mores, with leaders in varied fields minimal contribution to boosting intellectual stressing the need to change and to evolve as a content and knowledge. Their inclination seems society with a focus on respect for soft skills, quality more for gaining importance, both political and professional education and employability. The economic here rather than in their adopted academicians need to be the initiators with leaders homelands. Likewise, the corporate leaders from this from industry in this regardregion seem to exhibit normally an unseemly haste

to migrate to the NCR once their operations scale up. Written purely in author's personal capacity. This does not reflect the This deprives us in the north west of valuable views of his employer in any manner.corporate intellectual capital at the senior level. The

factors to shift head offices and operations seem to

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One of the very striking villages in the Kullu Valley in range which divides Kullu Proper from the Malana Himachal Pradesh is Malana, Which having retained glen. One of the legends in connection with the its remoteness over many hundreds of years, has Chandrakhani is to the effect that when Jamlu ( the recently become an attraction on account of its presiding deity of Malana and a god of great power peculiar tribal organization characteristics and its still and importance in Kullu) came from Hamta to prevalent primitive method of settling differences of Malana with his wife Narol, they carried a basket its inhabitants of their satisfaction. containing all the gods of Kullu. On top of the pass Situated in a mountain fastness, accessible only they opened the casket and a very strong breeze during that period of the year when the mountain blew all the gods all over Kullu valley to their present ridges by which it is enclosed are free from abodes.impassable snow, Malana comprises a small A particularly strik ing view of Deo Tibba,

aporoximately 6,000 meters high, which overlooks the Malana glen as well as of othe snow-crowned giants on the Spiti border is obtainable at the top of the Ridge.In addition to the Chandrakhani pass route, the other feasible paths by which Malana can be reached are from the Parbati valley; one of which is from Manikaran over the Rashol Pass (3,150 meters) and another from Jari, along the Malana river.Malana comprises two villages about a hundred yards apart. The village in which the temple buildings are located is sacred and no one wearing leather boots or shoes is allowed within its precinect, but the leather footwear is substituted by locally made rope shoes (pullas ) permission to view the temple surroundings may be granted. An addition to the actual temple is the devta's treasury (bhandar) which is believed to contain fabulous wealth, the accumulation of centuries, as well as a large c o l l e c t i o n o f gold and silver s t a t u a r y , including an i m a g e o f Emperor Akbar, the Great. There is also a large r e f r a c t o r y w h e r e t h e people of the

conservative society of probably less than a v i l l a g e d i n e thousand people, steeped in superstition and still t o g e t h e r performing ceremonial rites and practices of an during certain aboriginal ancestry. f e s t i v a l s : a The Village of Malana lies on a trek route that room for the connects Naggar and Kasol. The distance from temple musicians; and an other small building in Katrain to Malana is 30 Km. En Route is the which, in early spring , barley is forced,, so that young dramatical ly beautiful 3 ,660 meters high blanched shoots may be available for offering to the Chandrakhanai Pass, which lies east of nagger on the tod at an important festival in February and March.

Malana-Unique Republic amid Hills

Dr. N.K.SharmaITFT College-Chandigarh

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Local tradition represents Jamlu as a kind of demon methods of settling their disputes to their own or spirit and that Gyephang Lha, the god who satisfaction. It is said that Malana is the oldest inhabits the lofty peak of that name in Lahaul, is his democracy in the world in existence where all the elder brother. Jamlu has other temples and granaries inhabitants of the village take part in managing its in Kullu, Rupi and saraj, but his central abode is affairs. They have the lower and upper houses and Malana where he is paramount and owns all the land Jamlu is the final courts of appeal.under cultivation and where all the cultivators are his The inhabitants of Malan speak a peculiar language tenants. There is no image of him in any of the called kanashi, which is entirely different from the temples; consequently he has no rath like other gods Pahari of Kullu and is a mixture of aboriginal Mundari of Kullu. In comparison with other gods he holds and Tibetan.somewhat independent position, not only hostile to A day is sufficient to take the whole of Malana. The Raghunathji, (the Principal god of Kullu) but he does temple buildings and the surroundings of the two not, like other Kullu gods, show his allegiance during villages do not invite lengthy or detailed inspection, the Dussehra festival. but compensation, to a large extent, is provided by At intervals of every few years ( the actual interval the natural scenery especially the view Malana is depending upon the will of the god), declared by his included in the national Himalayan trekking mouthpiece (Guru), on the first day of Haddon, a very programmes by the Youth Hostels Association of large fair is held at Malian at which special India, while a number of persons have started visiting ceremonies are performed. the glen out of sheer curiosity as also to enjoy the A Ceremony in commemoration of the Emperor breath taking views it affords.Amber's connection with this remote and almost Although, with the inflow of tourists, economic inaccessible glen is held every year in Phalgon, when benefits do accrue ot the local inhabitants, but his images are removed from the treasury house and tourism should not be allowed to have nay taken to a grove above the village, the spot at which deleterious effect on their age-old customs and Jamlu received the homage of the Emperor. traditional cultural behaviors. Tourism should create Some anthropologists are of the view that the armies health employment opportunities for the people, of Alexander the Great touched the point in the many of whom indulge in collecting cannabis and in fourth century BC and gave rise to this unique village. selling the same. Their women should be given Malana is the oldest democracy training to produce small articles, which should be

taken by the visitors a souvenirs. Tourism should also act a positive force in preserving the environment and the fragile ecology.

Prevailing customs ordained that the inhabitants of the two villages of Malana intermarry, so the whole population must be more or less related to each other. In recent years, probably to counteract the deterioration resulting from continued inbreeding, a few marriages with inhabitants of other villages, outside their own clan, have been contracted. The people of Malana seldom appear in Kullu courts,

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James Joyce's “Ulysses” is an epic novel which depicts company Amylin came up with a promising drug the travails and tribulations of the modern man- a molecule to treat Diabetes but could not make it native of Dublin on a single day- June 16, 1904. Unlike commercially viable because of the high Homer's epic “Odyssey”, where the hero is a stoic development costs involved. It then approached Greek warrior, his hero 'Lepold Bloom' has all the Biocon, a Bangaluru based Indian company to do flaws and frailties of human beings. He must suffer something about it. Biocon found an innovative way the emotional traumas of betrayal and loss. The novel to express that molecule in the host system which makes a difficult reading. reduced the development cost ten-fold making it Sometime in early 1950s, Bell Telephone, then the commercially viable.biggest company in the United States, prescribed a As many as 63 companies out of Fortune 500 management education program for its managers companies have Research and Development who rose from the grassroots levels of technicians. facilities in India. General Electric' R&D centre in The curriculum included readings from Bhagvad Gita Bangaluru is the biggest any where in the world. and Ulysses. Both enriched their emotional and Cisco, Yahoo and Microsoft, all, have R&D facilities in intellectual experience and enabled them to think of India. 15.5 per cent of all start-ups in Silicon Valley are the both sides of an argument. The management founded by Indians

th Vanguards of Globalizationdiploma was awarded to the first batch on 16 June, Indians and Indian companies are in the vanguard of 1954 with the greetings of 'Happy Bloom's Day'. Since Globalization. Laxmi Mittal's Mittal Steel became the then this day has come to be associated with the largest steel group after &27 billion acquisition of grooming up of managers.Arcelor. Former Vodaforne Chief Arun Sarin acquired In India where the managers grow up in the Hutch for $11 billion. Tata Steel bought Corus for environment of 'adversity', 'scarcity' and excessive $11billion. Infosys, TCS , Wipro, Mahindra, Reliance 'bureaucratic red tape', they are the modern day's and many other are on acquisition spree all over the Ulysses.world.Secret of SuccessAs Indra Nooyi, CEO of PepsiCo since 2006 and These are difficult times- uncertain and volatile- all Manvinder Singh Banga former Unilever President of over the world. David Cameron, the British Prime Food division have becoming iconic figures in the Minister calls it an “Age of Adversity” as his Chancellor world of business and management; there is a of the Exchequer George Osborne delivers an scramble for multinational companies to recruit Austere Budget.Indian executives. The beleaguered US investment IBM Global CEO Study 2010, points out that 71 per banks Goldman Sachs, Morgan Stanley to Bank of cent of the CEOs in the world find it difficult to America's Merrill Lynch, have picked up Indian provide leadership under such complex and exacting managers from ICICI and Axis Bank to head their environments. Under such circumstances, the mantle business operations in India.of leadership in the world of business and politics, Earlier Neel Kashkari of Indian parentage was chosen naturally, falls on the shoulders of Indian Managers.as an Assistant Secretary of US Treasury to oversee The secret of success of the Indian Managers lie in his the implementation of Troubled Assets Relief legendary power of improvisation, most commonly Program of US $ 700 billion.called “Jugaad” a “can do, will do and never die” Men of valuesattitude to rig up something in the face of adversity. Besides innovative spirit of the Indian manager, it is Many call this an “incremental or frugal innovation” as his ethics and moral values, which are moored deep opposed to the radical or revolutionary innovation into the philosophical musings of Bhagwad Gita. Mr. which is possible only in the large Research and N.R. Narayana Murthy, the founder of Infosys, in a Development laboratories of the West.recent interview to a leading business TV channel Whereas the Indian way of innovation is highly cost said, “The business of the business is to add value to effective and can be replicated en mass, the Western the society; create goodwill with every stakeholder way has forbidding costs and lacks en mass and build more respectable enterprise than more application. Nothing can illustrate it better than a profitable or with more market capitalization.”recent case where an American pharmaceutical

The Great Indian ManagerIndia's own Ulysses

Prof. Gursharan Singh BediFaculty - IBS Chandigarh

“Try not to become a man of success but rather a man belongs to India and China, one wonders if it does not of value”, said Albert Einstein. Time magazine has used belong to India alone. As per Forbes list of World's this quotation to describe Mr. Manmohan Singh, our richest, as many as 10 out of 25 in Asia belong to India. Prime Minister while declaring him as one of the 100 Hongkong and Japan each have 5; Mainland China most influential persons of the world. It says, “In has only one. More than half of the Indian billionaires endeavoring to lift India's people to prosperity and are self made business leaders.stability, Singh has achieved both.” What is true of Mr. The Indian Manager has arrived. The world is Singh as the CEO of the nation is true of the great cheering. But we have “miles to go” before we rest on Indian Manager. our laurels

stToday, when economists say that 21 Century

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Elected body of CMA - 2010-11Dr. Gulshan Sharma – President Dr. Niraj Pasricha – V.PresidentMr. J.N.Vohra – General SecretaryMr. A.K.Gandhi –jt. SecretaryCA Vivek Goyal - Treasurer

Other elected members of the ExecutiveDr. Anshu Kataria Mr. Amarjit Singh Tanda Col M.G. S. Khurana Col SC Sharma (Retd) Dr. Manoj K Sharma Dr. T.L Kaushal Mr. H.S Bhatti Er. M.L. Garg Mr. Tarlok Singh Chhabra

Annual General Meeting of CMA in progress

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Col. D S Cheema

Training and Development Challenges in Corporate World

The basic purpose of any T and D activity is to help · Recognize talent, spot, nurture, useindividuals convert their potential in to usable · Create learning environment.competencies needed for effective functioning of 5. Emphasis on Learning and Mentoring rather any organisation. Unfortunately ,most of the so- than training/ teaching/ coaching alone, in called training ends up being a ritual of training alone certain specific areas.(and not training and development) and that too 6. Think distance education in selected areas.unintelligently because establishments given the 7. One-shot Training is not effective. Track the responsibility, do not invest in H R D practices in trainee and re-enforce inputs at appropriate supporting new techniques and technologies. Also, intervals.such best practices are possible only under the right 8. Sharing Technical/ administrative information set of organizational attitudes. It is common and knowledge on line at individual/ knowledge that what ever is learnt by the organizational levels. Use of websites, blogs etc participants does not get converted in to new for sharing solutions to problems and for desirable behavior as firstly 'Right' inputs are not developing new systems etc. given and secondly learning is not re-enforced at 9. Training and Development Need Analysis appropriate intervals. There is a need to leverage (TDNA). Identity deficit areas. Initiate research individual expertise and experience for the benefit of related with T and D needs.the organisations by supporting self development of 10. Basic Management Training at all levels as an employees at different levels and by providing deficit essential input.knowledge and expertise. 11. Realistic Terminal Behavior as out come of T and What can de done? D 1. Break the old barriers- unconventional thinking 12. Build linkages with suitable institutions all over

needed Hence perceptions, attitudes and to take advantage of their expertise in areas that actions of those who frame T and D policies have meet special needs.to be redefined. For example, recognizing the 13. Outsource T and D activities wherever possible fact that all employees don't learn the same way. to conserve own resources and take advantage Also, we must not talk only of training but of expertise available elsewhere.Training and Development as a package since 14. Make T and D a 24 x 7 learning activity . they complement and supplement each other. 15. Cost-consciousness must become part of every

2. T and D policies must be designed in such a T & D activity.manner that they become more 16. Encourage Professional Democracy in T & D.

· Alert Encourage and reward fearlessness in · Dynamic professional matters (of course, within the limits · Futuristic of discipline) Organisations could pose a · Responsive problem area on net and invite solutions from · Effective any level from within the Department. The idea

3. Set up Nodal T and D Centers by identifying is to create continuous rigorous and fearless suitable geographical areas/ professionally learning/T and D environment .viable locations to take T and D where it is most 17. Develop a system of Potential Appraisal so that required rather than calling every trainee to suitable senior/middle/junior level officers can training establishments as is being done now. be trained and developed as faculty for different Admittedly, some activities will have to be types of courses.centralized 18. Training of Trainers- look for Master Trainers or

4 Develop suitable Talent Management Systems Certified Trainers in different areas /disciplines. to identify, grow ,use and create talents in areas 19. Create Knowledge Repositories of useful c o n s i d e r e d u s e f u l . T h i s i n v o l v e s information, knowledge and wisdom available mentoring/modeling and coaching new talent. in different forms at different places. Aim is not

· Mind set to identify talent needs change.. What to keep 're-inventing the wheel'. There is no is talent ? Not only the genius or those with high- harm in copying a good idea and modifying it to fie qualifications. Do seniors in the Departments suit our requirements. have the ability to judge the ability of their 20. Personal development must become an juniors? integral part of any professional training. Include

Vice President (HR), FTP

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(a) Knowledge of self to lead a meaningful and for every new batch, with feedback received successful life professionally and personally. from participants. (How to realize one's full potential and use it 14 Suitable noise- free environment and audio- for professional achievements ?) visual aids are necessary for learning.

Some more suggestions(b) Preparing one self as a knowledge worker st 1. Involve every one associated with T and D in any of 21 century (etiquette, mannerism,

manner in designing the Vision, Mission and professional conduct, good communication Statement of Objectives and Strategy to achieve etc.) those objectives (on 'need to know' basis). It Critical Factors includes regular employees, associates, vendors 1. Training and development is a slow, continuous and suppliers, visitors, well-wishers and friends and cumbersome some process which needs etc. Display these at appropriate locations to personal involvement of the top boss.create a sense of belonging and involvement.2. Recruitment and selection of human resources

2. There is a need to prepare a suitable H R Policy is a vital parameter. The more time, energy, effort Manual , which should include a detailed T and D and money you spend on this, lesser inputs will policy and when approved, it must become a get better desired out -comes resulting in major sacrosanct document. Deviations to be allowed savings in cost.with specific permission only.3. One- shot training is ineffective hence keeping

3. For designing T and D policy, after identifying the track of the trained person and observing Training and Development Needs Analysis, help his/her behavior to modify future inputs is of an expert may be takenimperative.

4. Include a management expert (within the frame 4. All individuals don't learn the same way and all work of rules) for any recruitment and selection don't get motivated by the same techniques. process. A competency and general behaviour Trainer must cater to the specific training needs ,conduct and attitude check is useful in selecting of each participant.the right employee for a long term perspective.5. To do that number of participants should never

5. A system of reporting/performance in the initial be more than 20 in one batch.stages after entry of an employee is very 6. Training sessions must be interactive in nature important. If rules permit, a check at with at least 20 percent participation from the one/three/six/twelve months should be employees.adopted to weed out any undesirable employee, 7. Employees must be categorized in different who manages to get in by hiding his/her levels based on their background education, shortcomings or by any means other than merit, experience, position in organization etc to get as early as possible.maximum benefit.

6. Track the professional movement of the trainee 8. Inputs should be provided in a sequential order and provide T and D inputs to meet specific as far as possible. professional needs.9. Brief and crisp one page notes as aid to memory

7. Regular brain- storming sessions (at least once a must be issued to every participants after the month ) at different locations with a session.management expert as the facilitator, to know 10. Every session to end with 'Food for Thought' for the pulse of the employees and adopt 10-15 minutes.innovative measures for improvemen11. Communication and rapport between the

8. Senior managers must be trained to spend at trainer and participants is a hallmark of any least 10 % of their official working time on learning exercise. Any language, English, Hindi, developing themselves professionallyPunjabi or non- verbal communication may be

9. Innovate methods of Training and Development adopted as long as it hits the emotional chord of through a continuous review processthe participants and help them convert their

10. Prepare a separate document in the form of a thoughts into action i.e. changed improved book to include all that is required for self-behavior.development of employees.12. Deliberate effort should be made to search /

11. Involve officers at the highest level in T and D spot training- talent amongst participants over activities.a period of time and nurture them initially as

12. Develop linkages with other suitable training Associate Trainers and later on as full fledged establishments.trainers so that the Department does not remain

dependent on out-sourced support for training in future.

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In the dusking years in college, you might gain your are the most powerful career and personal skills you maiden glimpse of the ensuing professional world. It can possess. This means, how you communicate with might be through the eyes of a professor who might others and through others to get business results. As have come to the university after a successful career a young professional, you need to focus on both in business or it might be through an internship you verbal as well as written communication skills (e-mail pursue. At times, the business world can seem and regular correspondence).Human resources exciting while at other times, rather daunting. While professionals estimate that more than 80 per cent of college certainly facilitates an important & firm people who fail at their jobs do so for one reason -- grounding for fruitful career, it is certainly not the end they don't relate well to other people. Even in highly of your preparation for surmounting the challenges technical jobs, success or failure is determined more of career. by human relations skills than by technical You've spent approximately the last seventeen years proficiency. A study published by the Carnegie sitting in classrooms absorbing bits & scoops of Institute of Technology reports that 15 per cent of knowledge. Every now and then you were tested to financial and career success is due to technical see how well you remembered that information. competence and 85 per cent is due to interpersonal Occasionally, you had to write a research paper; skills. Let's face it, dealing with others isn't always easy. sometimes quite an extensive one. You were given In fact, if you're like most people, it will probably turn the assignment back in September. The paper wasn't out to be one of the biggest day-to-day challenges due until December. you will face in the workplace. Therefore, it's Suddenly you are out of the safe haven of the important for you to meet the challenge and be classroom, where you were tested on schedule, and successful with all the people with whom you deadlines were not months but days away. You are interact. Strive to build strong and better thrust into the harsh reality of your first job. Deadlines relationships with your work associates (this includes are “tomorrow, at the latest.” There are no formal your manager, clients and customers, peers, co-exams, but don't ever forget -- you are being tested; workers and others). If you work on mastering Career everyday. The results come, not in report cards, but in Skill # 1, you're certain to be on your way to success.

Skill # 2 -- Need for a professional attitudeperformance reviews. Always remember to do your A professional attitude might be the most important best; you are being watched. Why is your employer ingredient for your business success. You need to watching you? You may think it's a money thing. That respect workplace rules and follow a certain code of is, of course, true; but it isn't the only reason. Your behavior. You must be diligent in your work and performance in the classroom impacted you alone, dedicated to your job. You have to arrive on time and not your college, or even your professor. In contrast, reject the temptation to leave early. In short, there are your performance at work impacts the organization no shortcuts to business success. You must be willing as a whole, your bosses, and even your co-workers. to play by the rules of the game.You are one spoke in the wheel that makes the

organization run. If that spoke is broken, your Skill # 3 -- Administrative: Manage your jobemployer will just go out and replace it. It's a fact of business life. Every day employees are Consider the following key career skills that will be judged by their ability to manage projects, priorities vital as you transition to the workplace: and deadlines. An organization's success (and your Skill # 1 -- Develop effective communication skills own career success) depends, to a great degree, upon

your skill in getting things done -- on time and with What do you think researchers say is the most the desired result. Find out as soon as possible what important ingredient for success and achievement in your company and manager expect from you. This today's workplace? What's the foundation for will include using your people (interpersonal supportive, cooperative work and personal communication) and technical skills (the knowledge, relationships? Interestingly, the answer to both of skills and abilities that make you a sought-after these questions is the same -- the ability to professional). Once you determine what's expected communicate skillfully and confidently with people. of you, decide how you will accomplish it. Design a Therefore, excellent interpersonal communication professional development plan so that your action skills (Verbal & non verbal including body language)

College to Corporate A Journey

Navdeep Kaur ChauhanPrincipal Continental College of Higher Studies

items lead to achieving your goals. Stay on top of goals. Strive for harmonious working relationships. even the most demanding schedule of competing Workplace conflict can have constructive or priorities and multiple projects. To help with this, destructive consequences on an individual's build a deadline ie a "safety net" to make sure no performance, the team's performance, and the critical deadlines slip by. Also, make sure that your organisation as a whole. This conflict is often the deadlines are realistic. Finally, get a mentor who can result of clashes in vision, priorities, values and help you design an effective career plan. personal loyalties. Anticipate and sidestep the pitfalls Skill # 4 Persistence pays that could impede your progress. Once you are on Far too often, employees are willing to give up once solid ground with your team and manager, look they encounter an obstacle. They wrongly believe around and see which bridges you need to build so that one failure will lead to a succession of failures. that you are connected with the right people in the They fail to recognize the fact that many of us learn organisation (those who can make things happen for more from our failures than from our successes. If you you). Some of these relationships may last over the analyze the success of a business executive, chances span of your career. Nurture them and value them for are he or she is a persistent person. Certainly, there are what you can get as well as give to them. times when you will need to abandon one approach A final wordand embrace another. However, while your methods A smooth transition from college to the work world is may vary, continue to keep focused on your goals. You possible if you have the proper mental attitude, make might be surprised at how much you accomplish if smart moves early in your career and establish ties to you remain persistent in your efforts. your community. To put things in proper perspective, Skill # 5 -- Build and leverage your relationships by all means recognize the seriousness of starting The old adage "Who you know can be just as your first full-time job, but don't be mentally important as what you know" applies here. And, overburdened by trying to match the success of co-nowhere is this truer than in today's workplace where workers or other professional colleagues. However, as managers, colleagues and mentors (if you're lucky long you stay at your first job, do your best and enough to attract one or two) often determine who accomplish as much as you can. Bear in mind, though, gets noticed and promoted, who finds a new job, and that your career is more than a single job. During your who thrives in the new organisation. Take charge of career you will most likely work with many your career by becoming a partner with your companies in various positions. Some will be more manager. That means that you will be working to gain fulfilling and challenging than others. The success your manager's respect and trust in your you achieve will result from the discipline, dedication competence. Enlist your manager's full support for and determination that you develop as a young your projects. As we covered earlier, know what's professional. These attributes will uniquely shape important to your manager. Be open to constructive your character and promote your success criticism because it has a constructive impact. Your throughout your lifetime. For now, study hard and manager is the person with the power to open doors work diligently but enjoy life to the fullest.for you, help accelerate your learning and development and support you in achieving your

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th15 Jun was my 67 /68th Birth Day! (PAK/Rawalpindi Naldehra Golf course (18 holes-6800 yds), the Archives: please help). My beloved, one & only lady horse/pony rides. It was a treat watch & mix with the wife of 38 yrs, & Dream Girl/Sweet Heart of 49 yrs, beautiful children, pretty women & men folks of HP! (now 61), was medically advised to take long walks, Being flexible, we extended our stay by a day & night after a surgery (in Apr) to strengthen her abdominal halt at the Hotel Palace, Chail on our return journey. I muscles. The world wide Climate change, was failed to coach my Lady wife, now 61, to play golf, recording 43-44 Deg. C, at Chandigarh. Our indoor although she has almost learnt putting! And why rocker/slimmer, though helpful, was not a substitute not? I had to, therefore, I permitted her to beat me at for Nature cure. My innate love demanded a surprise our daily, short '21 patty' rummy sessions, as usual.

Himachal Pradesh (HP) When I played golf with new friends Iqbal Singh (82), Holiday to restore the & Col Ajit Singh (80), my lady walked in/around the health of my heart golf course & joined us for our lemon tea sessions. Our throb. Of course, I friends could not join us for beer/ drinks because they discretely got her said, & we agree: Ageing, drinking & driving, especially explicit consent/OK, as in hills do not combine! in all family matters; We admired the honesty, hospitality, peace-loving t h o u g h I a m t h e nature, simple life style of all people of Himachal! The master or/& the mouse food was indeed admirable! Though poly-bags are of the house, I have her banned in HP, a lot needs to be done about littering permission to say so! especially at Shimla & HP.

thI booked our hotel accommodations (for our 38 Help avoid Climate Changesthoney moon) on line on 1 Jun: One night at Shimla, All HPTDC Hotels & Resorts, as well as Govt. & Pvt. six nights at Naldehra Golf Glades, & two nights at Sector must adopt Solar Systems not only for heating Narkanda. water, but also generating extra power/energy to We hit the road at 6.30 am (to avoid traffic jam at avoid Climate Change; The Naldehra Golf Course, Kalka) on our 'Bitto', the Maruti SEX4, (Correction SX4- must be made an ideal international hilly golfing ZXi: Get aside the men are here!), after due destination by massive Central & State fund preparations, down to my golf set & kit, a novel, allocation; it must be managed by professional Madonna's biography (yes, Renu only reads golfers & all red tape (from Shimla) must be biographies), CDs, playing cards, extra cells for my eradicated; the lawns hearing aid, essential booze, snacks, an electric tea at HPTDC are indeed kettle, milk powder, tea bags, sugar cubes, two n o t w o r t h umbrellas, torches, candles & blab la; not forgetting remembering/ writing essential emergency medicines, including extra first about. In fact the aid kits & some light warm clothing. erstwhile Maharajas of We enjoyed and made New Friends P a t i a l a m u s t b e We enjoyed each others' company, made new friends, weeping in their ashes halted at will, took long walks morning & evening, at the pathetic state of (averaging 8-10 Kms. per day), admired the nature, lawns at the Palace the melodious music of the towering pines, cedars, Hotel, Chail; If the weeping willows & were lucky to see snow line of Army & Pvt. Sector at higher altitudes, can do it, so Himalayas, one evening from Narkanda! We ritually must the HPTDC; the concept of inferior standards of took time out for doing our routine Guru Ramdev Budget Hotels, must change; majority of golf courses Pranayam & Kapal Bharati. The space constraints do in India were conceived, established, maintained & not permit me to describe the beauty & tranquility of are well managed as Environment friendly innovative nature at Timber Trail, Parks, by the Armed Forces to reach international H o te l D e s t i n at i o n standards. It is high time our autocracy took some lawns, The magnificent serious lessons; lastly, all HPTDC offices & Hotels Peterhof, The establishments must be networked on Skype to save Ridge & Scandal Pt, e x p e n s e s a s w e l l a s t o av o i d c o n s t a n t Hotel Wildflower Hall, communication break-downs.Kufri, , Hotel Hetu, Fagu, Not withstanding some of the above sore points, we a number of temples, thank God, one & all at HP & HPTDC, for the bounty The sulphur spring of nature, & their kind hospitality for giving us an ( Tatta Paani), & of exposure to this wonderful “Heaven on Earth” course the unique during our Memorable holiday!

Our Memorable Health Recouping Holiday

Lt Col S K Suri, (Retd)PSC, MSc, MBA, DTM, Research Associate R.I.P.H.C.,

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If tsunami, earthquake, and economic recession factors like massive bank failures and the stock could be predited, lives of lakhs and billion of rupees market crash, while economists (such as Barry of the corporate, trade, and general public could be Eichengreen, Milton Friedman and Peter Temin) point saved. to monetary factors such as actions by the US Federal The earthquake and resulting tsunami in the Indian Reserve that contracted the money supply, and Ocean on December 26th, 2004 had a devastating Britain's decision to return to the Gold Standard at effect on India. According to the Indian government, pre-World War I parities (US$4.86:£1).almost 11,000 people died in the tsunami and over Recessions and business cycles are thought to be a 5,000 are missing and feared dead It is estimated that normal part of living in a world of inexact balances 380,000 Indians have been displaced by the disaster between supply and demand. What turns a normal and reconstruction is expected to cost more than 1.2 recession or 'ordinary' business cycle into an actual billion dollars (World Bank). The areas hardest hit by depression is a subject of debate and concern. Unless the tsunami were the south-eastern coast and the a lesson is learnt from the previous recessions, it Andaman and Nicobar Islands. would become difficult to manage the future Scientists cannot predict when earthquakes will recessions.

Could Global Recession be predicted?occur and so, they cannot determine exactly when an Had the recent global recession could be predicted, ear thquake-generated tsunami wil l occur. millions of money of corporate, trade and general Volcanically-generated tsunamis can be forecasted if public could be saved. But there were people who the volcano is carefully monitored.

Scientist who predicted Earthquake & Tsunami predicted this downturn and by betting on Professor Kerry Sieh is a geologist at the California the same they made lot of money.Institute of Technology. In 2004, Sieh's team had been The following eMails exchanged between my cousin anticipating that a devastating Indian Ocean tsunami Deepak at Canada and me is a miniscule picture of was likely to happen sometime soon, triggered by a the losses, which the world suffered.

Deepak: From the income I had from publishing books, shift at the Australian-Eurasian plate boundary. Less I had invested $35,000 in the stock market. In the market than two weeks before the Boxing Day tsunami, at a crash of 2007-8, I lost $30,000 of the investment. conference of the American Geophysical Union,

Professor Sieh warned of an impending Sumatran Me: I hope your investment has been recovered by now, earthquake. So concerned was Professor Sieh about since the stock markets have gained.the potential tsunami hazard that he toured Deepak: The loss was realized, which in stock market Indonesia trying to convince officials to take the terms means the stocks were sold and non recoverable. I tsunami danger seriously. He finally resorted to shall be cautious in the future trading.distributing tsunami advice posters in Sumatra, an Me: I also invest in the Stock Market but don't buy stocks. action that saved hundreds of lives. I invest through ETF (Exchange Traded Funds) and Low Viktor Bokov, a scientist from St.Petersburg, deals cost index funds and follow a staggered approach.with short-term earthquake forecasts. The I am reading a very interesting book called 'The Big information about the forthcoming disaster in Short' by Michael Lewis which contains a very incisive Southeast Asia, which killed 215,000 people. Viktor account of the causes of the 2007-2008 crash. It was Bokov predicted major natural disaster of modern fascinating to learn about how sub-prime mortgages times too. He informed about the coming earthquake on homes were packaged into Mortgaged Backed in Turkey, which occurred on April 10th, 2003. The Securities (MBS), a types of bonds sold as investments specialist forecast the disaster with great precision products. Trillions of dollars worth if these mortgages Economic downturn of 1929 backed bonds were created and sold by big Wall Street There were multiple causes for the first economic banks as investment products called CDOs. When the downturn in 1929, including the structural housing market started to collapse in 2007, and people weaknesses and specific events that turned it into a were unable to repay their Mortgages, these bonds major depression and the way in which the downturn crashed which led to a credit crunch.spread from country to country. In relation to the What is interesting is that there were a few investors 1929 downturn, historians emphasize structural who anticipated the housing market collapse and

Those who predicted Tsunami, Earth Quake and Global Recession

Abhay VohraProject Manager-Business Analysis,

Net Solutions, Technology Park, Chandigarh

over spreadsheets, hedge fund titan John Paulson realised that the housing market was vastly overstretched. Fuelled by sub-prime mortgages, it was a classic bubble ready to burst. He had waited his whole life for this perfect trade. Paulson, who had never dealt in real-estate before, struggled to convince bullish Wall Street investors about the coming crash. But as house prices began to falter and the financial system collapsed, he reaped the rewards. He made a now-legendary series of trades, executed with technical skill and perfect timing. The results were spectacular. In a single morning in late 2007 Paulson made $1.25bn from a five-point fall in actually made money betting against it. the markets. Across the year he earned $15 billion for I urge you to read this book, if you can find a copy in your his fund, including $4 billion for himself more than local library.the incomes of J.K Rowling, Oprah Winfrey and Tiger People who predicted the economic CrashWoods put together. Most interestingly, there were people who predicted It was the largest trading windfall in history by far, the crash, such as John Paulson and Dr. Mike Burry. I securing his place in the history books alongside have been reading a story of John Paulson described Warren Buffet and George Soros. Written with the in a book written by Gregory Zuckerman - The exclusive co-operation of the highly secretive Greatest Trade Ever: How John Paulson Bet Against Paulson, The Greatest Trade Ever tells the full story of the Markets and Made $20 Billion. The story of one his trade for the first time. Like Barbarians at the Gate man's refusal to believe in the health of the housing 20 years ago, it also tells a wider story of staggering boom tells us a great deal about the financial crisis. wealth accumulation, hubris and financial whizzery. It On a single morning in 2007, when gung ho sub-is essential reading for anyone seeking to understand prime lender New Century announced it was in the inner workings of the markets and trying to spot trouble, Paulson's fund clocked up gains of $1.25bn. the next bubble.The book review describes: Back in 2006, hunched

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Increasing Housing Prices

Decreasing Housing Prices

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The Arbitration and Conciliation Act, 1996 fuses the Inc (2003) 9 SCC 79 held otherwise. laws on the subject of arbitration in India and is In Bhatia International case, the Supreme Court has primarily based on the United Nations Commission even gone to the extent of saying that in the absence on International Trade Law (UNCITRAL) Model Law. of the word 'only' in Section 2(2), Part I of the Act Prior to this India had the Arbitration (Protocol and would apply to arbitration held outside India, so long Invention) Act 1997, the Arbitration Act 1940 and the as the law of India governed the Contract. In coming foreign awards (Recognition and Enforcement) Act to this conclusion, the Supreme Court has taken the 1961. support of similar provision in UNCITRAL Model Law. With the passage of time, some difficulties in the Article 1(2) of the Model Law says that the provisions applicability of the Act of 1996 have been noticed. of this law, except Articles 8, 9, 35 and 36, apply “only” Therefore, it became very important on the part of if the place of arbitration is in the territory of this the Parliament to re-examine certain provisions of State. the 1996 Act so as to make sure that the arbitral In the case of Venture Global Engg, the Supreme process was easily conducted with nominal Court held that it is also clear that even in the case of interfering by the courts and also to cure the wrong international commercial arbitration held out of India, practices that had sneaked into the arbitral process. (including the non-convention countries) provisions of Taking into account all these facts and circumstances, Part-I would apply unless the parties by agreement, the authorities have proposed to amend certain express or implied, exclude all or any of its provisions. It provisions of the Act in order to remove these was also held that the parties may make an application difficulties. For this purpose the consultation paper u/s 34 of the Act to set aside such awards. This line of has been prepared by the Law Ministry and has been judicial reasoning has been widely criticized by released for seeking comments. practitioners of international commercial arbitration. International Commercial Arbitration Reciprocity Reservation The major changes proposed by the said The New York Convention has rightly been relied amendment are in upon in the Consultation Paper in differing with the relation to Sections judgments of the Supreme Court as aforesaid. The 2(2), 11, 12, 28, Clause (3) of Article 1 of New York convention on the 31(7)(b), 34 and 36 Recognition and Enforcement of Arbitral Awards of the Act. Section permits the signing, ratifying or declaration by the 2(2) of the Ac t acceding State on the basis of reciprocity that it will r e l a t i n g t o t h e apply the convention made only in the territory of applicability of Part another Contracting State. Article I(3) of the New York I of 1996 Act reads Convention has granted liberty to all the signatory “ This par t shal l countries to provide for “reciprocity reservation”. apply where the India has also made the reciprocity reservation as place of arbitration is in India.” This provision has also well as the commercial reservation. Provisions of Part been interpreted differently by the Courts at different II which deal with enforcement of foreign award, is points of time, thereby giving varied inconsistent not applicable to an international commercial implications in respect of international commercial arbitration which takes place in non-convention arbitration where seat of arbitration is not India in a country and where there is no reciprocal agreement range of cases such as Bhatia International vs. Bulk between that country and Central Government. Trading (2002)4 SCC 105, Shreejee Traco (I) Private Sections 44 and 53 of Part II of the Act clearly Ltd. Vs. Paper Line International (2003)9 SCC 79, recognise reciprocity. Venture Global Engineering Vs. Satyam Hence, Part I should not be applicable to arbitrations Computers 2008(1) SCALE 214. In Bhatia whose seat is not in India. However, the language of International case, the Supreme Court has held that Part I does give rise to “practical problems” as it does Part I would apply to international Commercial not enable a court to grant interim orders in case the arbitration held outside India (hereinafter “foreign seat is outside India or grant assistance in obtaining arbitration”) while in certain other decisions for eg. evidence. Shreejee Traco(I) Pvt. Ltd. Vs. Paper Line International

Applicability of Part- I of The Act to Arbitration

DEEPAK JINDALDeputy Advocate General, (Haryana)

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ag Welcome Amendment merit. A bare reading of the above provision leads to

In view of all this, Section 2(2) of the Arbitration and an irresistible conclusion that with the introduction Conciliation Act has been of the proposed amendments, it seeks to exclude the considered again. In order to applicability of all the Provisions of Part I of the Act restrain intervention from except for section 9 (application for interim relief ) the Courts, the Consultation and Section 27 (Court assistance in taking evidence paper proposes to amend for arbitration held outside India). It can also be Sec. 2(2) by inserting the inferred from it that the parties to the arbitration will word “only” in the provision not be able to contract out of section 9 and section 27 to exclude specifically the of the Act in their arbitration agreement. Under the applicability of Part I to the proposed amendment, only these two provisions will

International Commercial Arbitration where the continue to apply in respect of international place of arbitration is not in India. Section 9 commercial arbitrations where the place of (application for interim relief ) and Section 27 (Court arbitration is outside India. This has perhaps been assistance in taking evidence for arbitration held necessitated by realistic difficulties where the place outside India) have been kept outside the purview of of arbitration is outside India, parties might find it this exclusion and for this a proviso has been added necessary, for instance, to move for interim relief in after which the section shall read as follows: India (for eg. where the assets of the parties are “This part shall apply only where the place of entirely in India).

I conclude by saying that speedy disposal of arbitration in India.Provided that provisions of section 9 and 29 shall Commercial disputes is one of the indispensable also apply to International Commercial requisites for growth and development in the Indian

economy. The proposed amendments to the Act of arbitration where the place of arbitration is not in 1996 will have far-reaching effects and would have a India if an award made in such place is great impact on the manner in which arbitrations enforceable and recognized under part II of this would be conducted. Act.“

This is a welcome amendment and has a great deal of

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A number of research and surveys have been carried i. Allow lateral flow of information, openly, truly out on reducing turn over and retaining talented and promptly with compassion. employees and these results have been published. j. Engage employees in celebrating success and Yet, attrition doesn't seem to stop. Many Employers in milestones, be it personal or organisational. service industry find it hard to retain and thus the Create an organisational culture which is open, turnover costs of these companies are mounting. trustworthy and fun. There had been a raging debate by HR experts, as to k. Involve employees in understanding mission whether better compensation package helps retain and vision of the organisation and help them employees or is it the fair treatment? A recent poll work towards the vision.seems to suggest that “good coaching and better l. Last but not the least, have a long term interaction with the Boss” weighs over compensation succession plan in place.

Conclusionpackage. However, I attended a seminar recently and Retaining employee therefore is not very difficult but found that most of the HR experts were in favour of challenging. Gone are the days when an employee “Good compensation package”.spent a lifetime working with an organisation. Ethical Having served in the Armed Forces for over 25 years values like personal involvement, attachment, and now with over 5 years of exposures in corporate

loyalties and mutual world, I tend to agree with the result of recent poll, r e s p e c t b e t w e e n that is, a fair treatment is more conducive for employer and the employee retention than compensation package. employee have been The important factors which help in employee overtaken by faster retention are,

Suggested Measures: Employee Retention growth, higher skills, a. A just and fair treatment of employees is very domain expertise and

important. Treat each employee with respect better compensation and show them that you care about them as a a n d p e r q u i s i t e s . person and not only as an employee. Adequate Today's tech savvy opportunity should be given to interact with and upwardly mobile senior officials of the company. e m p l o y e e w a n t s

b. Good compensation and benefit package does better raise, faster play an important role in helping retain growth and quicker promotions...and the same is employees. being lapped up by like minded “Employers” who are

c. Create stimulating work environment and ready to poach employees of other organisations provide opportunity to employees to learn and with lucrative offers and promise to pay higher develop new skills. Link goals of the perquisites.organisation to that of individual goals. However, all is not lost and a very large number of

d. Employers/Seniors must be vocal in praising organisations are able to stem the tide of attrition by attempts and accomplishments, be it small or introducing and implementing well thought out large promptly, sincerely and publicly. It must be plans. These measures include creating stimulating also be followed up in writing and recorded. work environment, offering flexible career options

e. Goals, objectives, responsibilities should be well laced with excellent benefit packages. A transparent defined and management should encourage appraisal system must be in place to recognise and employees to achieve those objectives. reward good performance. Major steps towards

f. Recognize performance appropriately and retention involve better training and interaction with consistently by rewarding outstanding seniors, improving skills, providing challenging, performances, and coach and train laggards. rewarding and interesting work. It is also important to

g. Involve employees in plans and decisions, encourage better team work, cohesion and good especially those affecting them. Encourage new bonding between the co workers, respect multi ideas, opinions and allow them to take initiative. cultural ethos and norms and ensure respectful

h. Actively listen to employees concerns, be it treatment of all employees. work related or personal. Tacit Involvement of Source- Personal research and information through spouse or family will yield better results. internet .

Attrition! How to Retain Talented Employees?

Col ( Retd) Taj Hoda is currently working as AVP- Admin and is also a Research Scholar in

HR in Panjab University, Chandigarh.

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What it is? individuals about their own blind areas. Leaders also A simple and useful tool for understanding and have a big responsibility to promote a culture and training self-awareness, personal development, expectation for open, honest, positive, helpful, improving communications, interpersonal constructive, sensitive communications, and the relationships, group dynamics, team development sharing of knowledge throughout their organization.and intergroup relationships. It was created by Johari Region 2 American psychologists Joseph Luft and Harry By seeking or soliciting feedback from others, the aim Ingham in 1955 calling it “Johari' after combining should be to reduce this area and thereby to increase their first names, Joe and Harry. Johari window is the open area ie, to increase self-awareness. This blind especially relevant due to emphasis on, and influence area is not an effective or productive space for of, 'soft' skills, behavior, empathy, cooperation, individuals or groups. This blind area could also be intergroup development and interpersonal referred to as ignorance about oneself, or issues in development. which one is deluded. A blind area could also include It represents information feelings, experience, views, issues that others are deliberately withholding from a attitudes, skills, intentions, motivation, etc within or person. We all know how difficult it is to work well about a person in relation to their team from four when kept in the dark. perspectives. It can also be used to represent the Group members and managers can take some same information for a team in relation to other responsibility for helping an individual to reduce teams. their blind area - in turn increasing the open area - by Johari Window's Four Regions : giving sensitive feedback and encouraging

disclosure. Managers should promote a climate of 1. Open area, open self, free area, free self or non-judgemental feedback, and group response to 'the arena': what is known by the person about individual disclosure, which reduces fear and him/herself and is also known by otherstherefore encourages both processes to happen.2. Blind area, blind self, or 'blind spot': what is Johari Region 3unknown by the person about him/herself but Johari region 3 is what is known to ourselves but kept which others knowhidden from, and therefore unknown, to others. This 3. Hidden area, hidden self, avoided area, hidden or avoided self represents information, avoided self or 'facade': what the person feelings, etc, anything that a person knows about knows about him/herself that others do not him/self, but which is not revealed or is kept hidden knowfrom others. The hidden area could also include 4. Unknown area or unknown self: what is sensitivities, fears, hidden agendas, manipulative unknown by the person about him/herself and intentions, secrets - anything that a person knows but is also unknown by othersdoes not reveal, for whatever reason. It's natural for Johari Region 1very personal and private information and feelings to Johari region 1 is also known as the 'area of free remain hidden, indeed, certain information, feelings activity'. This is the information about the person - and experiences have no bearing on work, and so can behaviour, attitude, feelings, emotion, knowledge, and should remain hidden. However, typically, a lot of experience, skills, views, etc - known by the person hidden information is not very personal, it is work - or ('the self') and known by the group ('others'). The aim performance-related, and so is better positioned in in any group should always be to develop the 'open the open area.area' for every person, because when we work in this Relevant hidden information and feelings, etc, should area with others we are at our most effective and be moved into the open area through the process of productive, and the group is at its most productive 'disclosure'. The aim should be to disclose and expose too. The open free area, or 'the arena', can be seen as relevant information and feelings - hence the Johari the space where good communications and Window terminology 'self-disclosure' and 'exposure cooperation occur, free from distractions, mistrust, process', thereby increasing the open area. By telling confusion, conflict and misunderstanding.others how we feel and other information about Managers and team leaders can play an important ourselves we reduce the hidden area, and increase role in facilitating feedback and disclosure among the open area, which enables better understanding, group members, and in directly giving feedback to

JOHARI WINDOW A Simple Tool for Understanding

interpersonal development

Col (Retd.) B.M.SabhlokCorporate Trainer

cooperation, trust, team-working effectiveness and promote the processes of self-discovery, constructive productivity. Reducing hidden areas also reduces the observation and feedback among team members.

Johari window also relate to Emotional Quotient potential for confusion, misunderstanding, poor communication, etc, which all distract from and (EQ)undermine team effectiveness. EQ principles provide a new way to understand and Johari Region 4 assess people's behaviours, management styles,

attitudes, interpersonal skills, and potential. The processes by which the information and Emotional Intelligence is an important consideration knowledge can be uncovered are various, and can be in human resources planning, job profiling, prompted through self-discovery or observation by r e c r u i t m e n t i n t e r v i e w i n g a n d s e l e c t i o n , others, or in certain situations through collective or management development, customer relations and mutual discovery. Counseling can also uncover customer service, and more.unknown issues. Again as with disclosure and The EQ concept argues that IQ, or conventional soliciting feedback, the process of self-discovery is a intelligence, is too narrow; that there are wider areas sensitive one.of Emotional Intelligence that dictate and enable Uncovering 'hidden talents' - that is unknown how successful we are.aptitudes and skills, not to be confused with EQ embraces two aspects of intelligence: developing the Johari 'hidden area' - is another • Understanding yourself, your goals, intentions, aspect of developing the unknown area, and is not so

responses and behaviour. sensitive as unknown feelings.• Understanding others, and their feelings.Managers and leaders can help by creating an

environment that encourages self-discovery, and to

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Divya Gurnay, daughter of Mr. Balwant Gurney-a CMA Member, a 20 years old student of MCM DAV College Chandigarh and an alumnus of Yadavindra Public School conquered Rudugaira peak 19090 ft in the region of Gangotri glacier on 17th june 2010. She accomplished this feat as a part of a19 member all girls team from different corners of India. Divya Gurunay is the first young lady along with her team mates to have accomplished this task as a part of an all women team comprising members as diverse as an army Major, Maj. Geetanjali of Indian army and graphic designer Sonali Bhatia.This peak is higher than Mt. Elbrus which is the highest peak in Europe and is higher than Vinson Massif, the highest peak in Antarctica and Puncak Jaya, the highest peak in Oceania. RuduGaira peak is one of the prestigious peaks of Gangotri region and on the wanted list of many experienced climbers. It has been scaled by extreme sport ladies like Padmashree Bachendri Pal and Padmashree Chandraprabha Aitwal to name the famous of the league. It is for the first time that Nehru Institute of Mountaineering has made its all women team achieve this task and create a record in mountaineering.Divya Gurunay has many firsts to her name. Having won more than 24 medals in various athletic events, she was the winner of best all rounder of YPS in year 2008 and remained the school captain of this prestigious school. Other than being the cricket blue of YPS she is an ace horse rider and a hard core adventurer. She is also the winner of more than 30 national inter-school, inter-college and university level debates and declamations.

Divya Gurnay, Duaghter of CMA Member Mr. Balwant Gurunay

From your left to right as you look at the picture:-Standing- Indira Kadambi, Divya Gurnay, Major Geetanjali, Kritika Bhardwaj, Vallari Pathak.

Sitting with NIM flag Neetu Tanwar

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J&K known as paradise on earth with diverse ethos, wildlife all narrates the exquisity of jammu. ethnicity , culture ,religions ,culture, climate but one Kashmir : Nature has endowed Kashmir with thing is common which is topography .we have the innumerable gifts, its towering snow clad mountains, best greenery and forest cover after Madhya Pradesh. icy cold streams, crystal clear and sparkling lakes, Even best in india. Himalyan mountain ranges extend flower meadows, colorful orchards and villages that from Kashmir to jammu and then to himachal, always attracted tourists from all parts of the world. uttrakhand, and north east. One can find pastures, The centuries-old traditional fruit cultivation has devdar trees and many unique trees in J&K. J&k once profusely colored the riposte and tranquility of known as green state now has been loosing its Kashmir's landscapeshine. Exquisite scenaries and picturesque scenario It is loosing its picturesque scenario lures the tourists. The forest ranges of Jammu Irony is that we are witnessing the sudden changes in Kashmir itself is specimen of adorable showcase. The the climate of Jammu and Kashmir. Last decade

mesmerizing and witnessed the dramatic increase in the summer e t h n i c i t y o f temperatures and stretching of summers which geography truly leads contraction of winters. It is all due to massive n a r r a t e s t h e deforestation and encroachment of land which has p l e t h o r a o f altered the well maintained climate of this beautiful tremendous flora state. Now many forests have been clearing in the and fauna. name of development like laying railway tracks and Ladakh, the roof to make habitat for population, some illegal o f t h e w o r l d occupation and many more reasons. Usually earlier in o p e n e d t o this part of the world temperature was pleasant one tourists only in especially in kashmir, ladakh. Now we are the last decade. At experiencing that state's vegetation has been

an awesome altitude, this highland is the bridge jeopardized and vulnerable. between the earth and the sky. Ladakh means "land Lot has to be done from general public. They have to of high passes". Until the coming of the aircraft, the become conscious about the fatalities which state only access into this remote, high Trans-Himalayan could experience if kingdom was across several high pass crossings. this trauma is not Ladakh's landscape has more in common with the c h e c k e d n o w . lunar landscape than any other place on earth. Being Government has to in a complete rain-shadow region, cut off from the f r a m e p u b l i c -monsoon clouds by the Great Himalayas and a host of g o v e r n m e n t subsidiary ranges, it is a cold high altitude desert society by taking where the wind, water from the minimal winter into confidence of snows, and chemical reactions within the rocks public that how themselves, have carved a fantastic, sometimes much it is requisite grotesque, landscape for saving the state Jammu, known as city of temples has also plethora of f r o m e x t r e m i t y. flora and fauna having hill stations like patnitop, Proper consultat ion between publ ic and nathatop, bhaderwah, doda, ,kishtwar. Jammu is government has to be made and a cooperative having similar kind of topography.Jammu is the society primarily for the purpose of saving state's gateway to rest of the state so serve as link .Enroute to greenery from extinction is to be founded. Otherwise katra where Maa vaishno resides in trikuta hills the greenery which is the trademark and logo of J&K bestows the nature a desired gift. Greenery state would be vanished and beauty of Jammu and everywhere, the transqulity of the route itself kashmir would be read and available only in history demonstrates the beauty of jammu .It revitalizes the books. In this way, I conclude by saying that strong body and refreshes as atmosphere and climate is conviction and determination is required to save quite pollution free. Here comes patnitop which is jammu kashmir from dramatic exploitation on the just like mini gulmarg, manda forests,Ramnagar name of development.

Is Climate Change affecting J&K?

Nitin Gupta ( MBA Student Of University of Jammu)

Dr. Gulshan Sharma is the Chairman of ITFT Education Group (Institute of Technology & Future Management Trends) that prepares professionals of calibre to meet the ever growing needs of human resource.Dr. Sharma completed his Doctorate in 1984-85 in Service Industry with special emphasis on International Tourism as Business activity and Emerging Trends in Service Industry in Asia.He submitted his research dissertations to University of Vienna, Austria, University of Woodbury, and George Washington University, USA and for Human Resource Development & Future Trends to WTO Spain, besides his Research Work on Japanese Culture, Cuisine Art & Handicrafts at Saporo, Tokyo, Yokohama, Kobe, & Kyoto. Dr. Gulshan Sharma Formulated India's first Masters Programme in Tourism & Hospitality, India's first Postgraduate Programme in Events Management, and has travelled worldwide. He set up ITFT in 1994At present he is the Secretary General of International Punjabi Chamber for Service Industry, Centre for Media and Entertainment Studies, and Chandigarh tourism Club.Earlier he delivered lectures for CMA on his Vision of Chandigarh, and brought foreign experts to talk on the future management trends. He honoured some of the CMA Past Presidents on the platforms, which he controls as Secretary General.He was unanimously elected President for the Chandigarh Management Association (CMA) and has taken charge of

stCMA on 1 July. Members and the executive body of CMA welcome him on this occasion and wish very useful and exciting year ahead under his stewardship.

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Know your President Dr. Gulshan Sharma

A View of Dr. Gulshan Sharma's Party while assuming charge as President of Chandigarh Management Association.

There was a gathering of Past Presidents of CMA, Theatre and Film Celebrities, prominant nant people of the Tricity.

Edited by : JN Vohra, Secretary General, CMAPlot No. 5, C/o Bhartiya Vidya Bhavan, Sector 27, Chandigarh

Mobile : 9814556072E-mail : cma.chd@gmail.com