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E-NEWSLETTER Issue 29May - Jun 2017

Page | 01

From the Desk of the

Director General

HR and growth are not just integrated, but inseparable. It is

NHRDN’s committed and ongoing effort to put more and

evolved HR possibilities into play – going beyond prevailing,

predominant or traditional perspectives – enhancing the

capability of human resource professionals to tap into

those possibilities.

India is slated to become the world’s youngest nation by

2020, and this will not only provide a huge reservoir of

manpower but also draw unprecedented focus towards

making the talent pool employable. In the current

ecosystem, academic success is not translating into

employability. There remains a gap between the skill sets

of young people and the requirements of employers. The

HR Summit 2017 on the theme ‘Towards Heightened

Employability’ was organized in an effort to identify long-

term HR solutions that can be embedded into business

thinking with all stakeholders seeing the value they create.

Understanding your company’s DNA can help you achieve

agility and authenticity in a changing world. A company

while staying true to its DNA, must have room to adapt and

adopt new ways both for strategic and operational

management. The National HRD Network (NHRDN),

Nagpur Chapter organised its first session of the series on

‘HR is promoter of company’. The topic of the session was

‘Organisation Culture - Defining Your Company’s DNA’

which revealed newer ways for organizations to express

their DNA to create unique value and develop sustainable

advantage.

Today, almost every company is undergoing a digital

transformation. Cloud and mobile computing, artificial

intelligence and increasing automation have created the

potential to transform every aspect of the business.

Being employee-centred and consumer-focused while

applying technological skills requires a new mind-set to thcreate innovative HR solutions. NHRDN’s 5 Human

Capital Conclave on ‘Rewriting the rules for the Digital

Age’ focussed on the power to leverage the latest

technologies within HR. The Global and India Human thCapital Report was launched on 19 April, 2017 at

Hyderabad. The Global Report was based on survey

conducted in 140 countries.

With technologies that enable employees’ to enhance

learning and productivity to achieve their best at work, will

the HR function become extinct and unnecessary? HR is

here to stay… is an insider’s view from Ms. Veena Swarup,

Former Director (HR), EIL on the indispensability of a good

HR function and on the need for continuously evolving HR

capabilities to make the workplace an experience allows

companies to embed their culture and values in the

workplace and use this to recruit and retain top talent.

thICPI-DMA-NHRDN Sessions on 17 May, 2017, Ideas stInteraction Meet (IIM) and 31 May, 2017, T 20 Event &

Webinar were very well received by the participants. More

such activities and collaborations will open newer avenue

to serve fraternity.

NHRDN participated in TCS World 10 K at Bengaluru! Our

cause was ‘Run for Research’!

NHRDN Seminar on Prevention of Sexual Harassment at thWorkplace held on 26 May, 2017 witnessed some intense

and interactive discussion on the subject. We also

launched NHRDN-Complykaro Handbook on POSH!

We invite you to experience new NHRDN In-House

Services and NHRDN Agora Partners available on

www.nhrdnagora.com for your day to day HR

requirements!

Dear Members,

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NHRDN organised its First Train the Trainer Part II Workshop thon 30 May, 2017 at NHRDN premises !

NHRDN signed MoU with Department of Labour and

Employment, Government of Uttar Pradesh! We congratulate

Mr. K Lalit, President, NHRDN Lucknow Chapter and his team

for making the MoU with the Government of Uttar Pradesh a

reality!

The Panel discussion on the theme Is Mediclaim Dying? The thWriting on the wall… was held on 9 June at Mumbai. The

diverse views shared by PSU, Private Sector, CEOs,

Members of HR fraternity, participants from other line

functions, Employees and family members provided their

perspective and NHRDN - India Insure Panel discussion

became melting pot for different point of views. The coverage

of recent activities will feature in next E-Newsletter.

We look forward to the session NHRDN Industrial Relations rdSummit on 23 June, 2017 at Bengaluru!

We congratulate our 3 Elected Members in the National

Board 2017-19 and welcome Mr Saptarshi Roy, Incoming

National President, National HRD Network! It was indeed a

privilege to work with the current Leadership Team and

Members of NHRDN National Board, we look forward to their

continued patronage and support to NHRDN endeavours!

We are grateful to all of you for being an integral part of the

journey!

Regards,

Issue 29May - Jun 2017

Dhananjay Singh

Director General, NHRD Network

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Goods & Service Tax


NHRDN Team Gearing Up for GST Implementation

stAs you aware, GST will be implemented from 1 July 2017. In our context, the important pointers pertaining to GST are as

under:

• For Chapters:

1) If your projected turnover for the FY 2017-18 is over 20 lakhs, you must register under GST Act 2017.

2) Chapters must have their own PAN no. for getting themselves registered under GST Act 2017. Under no

circumstances NHRDN National Body’s PAN no. can be used for registration under GST Act 2017.

3) Under GST regime Membership fees and National Conference accounting will be taken care as below:

• Membership Fees

In the new GST regime, all membership fees will be routed through NHRDN National Body and the Chapter membership

share will be paid to the respective Chapters on monthly basis. Only National Body will file the monthly GST return for

NHRDN Membership.

1. Updation / confirmation of Preferred Chapter’s Bank Account for transferring Membership share ( To be shared by

Chapters) :

As National body will transfer Membership share, may we request you to kindly update your preferred NHRDN Chapter’s

Bank Account details, in the below mentioned format, through a separate mail to:

Mr. Ram Singh ( Email: [email protected], Mobile: 9873002370 ) and

Mr. Pranay Ranjan ( Email: [email protected] Mobile: 8860573438 ) by return mail.

2. All NHRDN Membership payments will be routed through following bank details:

BENEFICIARY NAME NATIONAL HRD NETWORK

BENEFICIARY BANK ICICI BANK

BANK ADDRESS 005 A Unitech Trade Centre, Sector Road, Sushant Lok

Phase - 1, Gurgaon - 122002

BRANCH NAME Sushant Lok

BANK ACCOUNT NO 018301007404

BANK IFSC CODE ICIC0000314

BANK MICR NO 110229042

3. In case of Cheque/ Demand Draft (DD)-

Any at par Cheque or DD favoring ‘National HRD Network’ payable at Delhi.

• National Conference

In the new GST regime, National body’s Statutory Auditor will Audit the National Conference accounts.

Needless to say, other than the above two, Chapters will be responsible for all direct receipt of revenue generated through

other activities conducted from time to time (through delegate fees, sponsorship fees, stall, Ad income etc), if the total

revenue of a Chapter is over ` 20 lakhs in any financial year.

Please feel free to connect with us for any further assistance.

Issue 29May - Jun 2017CODE OF CONDUCT

I will always strive to meet the highest evolving standards of

COMPETENCE in the profession and ADD VALUE to

organizational success.

I will deal with all stakeholders with utmost INTEGRITY and

create an environment of TRUST leading to ETHICAL success

of my organization.

I will ensure that I am always RELIABLE and consistent in all

my actions by accepting responsibility for my decisions and

actions thereby creating CREDIBILITY for my profession and

myself.

I will be OBJECTIVE in all my actions and decisions and foster

FAIRNESS with firmness.

I will conduct myself in a way that FACILITATES GROWTH and

DEVELOPMENT of all those I am responsible for.

I will strive to be a ROLE MODEL for all others and

CHAMPION exemplary practice of the HR profession.

I will respect the rights of privacy, will not use my position for

personal gains and ensure that there is no CONFLICT OF

INTEREST in what I do with any of my stakeholders.

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E-NEWSLETTER

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Dear Member,

Notice is hereby given that, in accordance with the provisions of Article I.18 of the Memorandum of Association and Rules and ndRegulations, the 32 Annual General Meeting (AGM) of National HRD Network (NHRDN) will be held at 1730 hrs - 1830 hrs

thon Saturday, 24 June, 2017 at Ball Room 1, Ramada Powai Hotel & Convention Centre, The Residence Hotel & Apartments, Saki Vihar Road, Near L&T Gate No.1, Before NITIE – Powai, Mumbai 400087.

The Agenda for the AGM will be as follows:st1. Approval of the 31 AGM Minutes

2. To consider and approve the Audited Accounts for the Financial Year 2016-2017

3. To consider and approve Statutory Auditor’s for the Financial Year 2017-2018

4. Announcement of Appointment of National President 2017-2019

5. Any other item with the permission of the Chair

The following are eligible to attend and vote:

• Members HonorisCausa, Authorized Representatives of Institutional Member, Individual Members whose membership rdis valid as on 23 June, 2017.

You are requested kindly to confirm your attendance in the Performa as given below so as to make necessary arrangements. AGM will be preceded by tea and light refreshments at 1715 hrs.

NAME .......................................................................

DESIGNATION .......................................................................

NHRDN MEMBERSHIP NO. .......................................................................

I WILL ATTEND AGM (SELECT) YES / NO

rdPlease send your response at [email protected] by 1730 hrs on 23 June, 2017

Student Members are eligible to attend AGM but are not eligible to vote.

The Annual Report and the Audited Accounts of the NHRDN for the FY 2016-17 can be downloaded with the following links:

• Annual Report

• Audited ReportthThe Annual Report is available on NHRDN website w.e.f. 8 June, 2017.

As part of our endeavour to adopt best practices and give back to the society we operate in, NHRDN adopted ‘GO GREEN’ policy a few years back and received encouraging support from all its members. As part of this policy, NHRDN has been sending out key documents including the notice convening the General Meeting, Accounts, Annual Report etc. in electronic

thformat. In case you desire to receive the Annual Report in physical form, please inform us on or before 20 June, 2017 at [email protected].

Warm regards,

Dhananjay Singh Director General

National HRD Network (NHRDN)

AGM Notice


www.nationalhrd.org

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New Board Members

Dear Member,

Greetings!

At the outset, let me thank you for your continued support to NHRDN endeavours.

Due to your involvement, I am pleased to inform you that the NHRDN Election for the post of Three Elected Board Members 2017-2019 is over and it is the time to announce the result.

The Three Elected Members of the National Executive Board for the year 2017-2019 are as under (In alphabetical order, first name basis):

S. No. Name of Person Designation Organization

1 Mr B Ashok Reddy President - CA Cyient Ltd

2 Prof Biswajeet Pattanayak Director Asian School of Business Management

3 Mr R P Singh Director HR & Legal IFFCO

Please find below the list of contestants and the votes received, for your ready reference:

Name of Contestant No. of votes received

Mr R P Singh 106

Mr B Ashok Reddy 96

Prof Biswajeet Pattanayak 77

Mr Aman Rajabali 65

Mr Indranil Banerjee 64

Dr S K Tamotia 63

Mr R K Dinavahi 57

Regards,

Dhananjay Singh

Returning Officer NHRDN Election for the post of Three Elected Board Members 2017-2019

NHRDN Election Result for the post of Three Elected Board Members 2017-2019

www.nationalhrd.org


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HR is There to StayMs. Veena Swarup, Former Director (HR), EIL

“While extraordinary products and unique services

still afford competitive advantage, the one advantage

that stands the test of time is “People”.

Mark Salisbury, Human Resource Capital

The need for professional HR within an organization

has been a matter of discussion over time. It is popular

consensus that with outsourcing of HR services being

he future, and with Line Managers efficiently running

the organization, the role of Professional HR is

redundant.

The key differentiator for any Organization is its

Human Resource. Systems and processes being

same, it’s the quality of Human Resource which

makes a company stand above others. HR has been at

the Heart of an Organization, it’s the Nerve Centre,

drawing the contours of the Organization, setting the

culture and carrying its people through the journey

within the System. The journey however, essentially

being covered along with Line Managers.

In the field of HR, there is a major shift from “Working

for the Business” to “Working with the Business”, and

challenges are now not only “Return on Investments”

but also “Return on Expectations”. While Business

Strategy – the hardware, is the driver for future

Organizations, value led and purpose driven HR

Practices are the software that drive sustainable and

responsible growth.

Change is the New Normal. In the future, it will be even

faster, and more intense than at present. In these

challenging times, an effective HR Group within an

Organization is performing multiple specialized

roles:-

• A Partner in Business – Having thorough

knowledge of the Organization, its challenges,

future strategies and action plan, it’s HR strategy

aligned to the Business strategy drawn in

consultation with all stakeholders within the

company and ensuring its implementation.

• A Domain Specialist – With complete ownership

for every action related to employees. Ideally a

guiding force, to lead all matters relating to

Structure, Culture, Discipline, Ethics and

Governance, People Management Policies for

Growth & Development, and driving them in

consultation with the Line Managers.

• Custodian of Employees – Having a true feel of the

pulse of the work force, where the test is now no

longer an engaged only and engaged workforce

but the total employee experience.

• Caretaker of Environment – Internal through

implementation of appropriate Industrial relations

policies and practices for collectives. External

environment through branding, social outreach

and management of the external elements

strategically.

• Change Agent – Setting the Agenda, to cope with

the intense speed of the changing environment,

through building faith and credibility, effective

communication and leading the actions for

change, hand holding all along for smooth

transition.

We have witnessed the changes with opening up of

Economies & Markets, Globalization, but today we are

once again witnessing a phase of drawing up of

boundaries. In the present scenario all the more,

concepts and practices of Outsourcing HR services,

Managed services, may need a re-look to maintain

Organizational boundaries. We have seen the roles

ARTICLE


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ARTICLE

and position of HR changing over the years, but the

sensitive area related to employee satisfaction

through growth and development, which touches

every employee, needs to be ensured professionally.

When technology was entering the realm of HR,

almost 3 decades ago, there was a fear that it would

impact jobs. Digitization has reached an advanced

stage today, with Big Data, AI, IOT hitting the work

environment. The challenge is to keep pace and

leverage it for better and quicker decisions and better

HR Services, where competencies are mapped to the

fast changing Roles and Human Resource geared

through Learning & Development towards the needs

of the future, where timely and trained persons

are provided for the niche jobs coming up due to

changes in Business Strategy.

There is an urgent requirement for an agile

workforce, exhibiting talent fungibility, able to

quickly adapt to new structures, new technology,

new business and increased operational

challenges. In this scenario, Organizations need

agility and professionalism in HR too, to be able to

sense the need of the Organization and its

workforce, and deliver effectively. HR hence, sure

is “for Keeps”, for after all “it is not Businesses

that create value – it is people that do !!”.


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Manage Impact of Attrition Ms. Meenakshi Khera, Director HR, Fastbooking India Pvt. Ltd.

Oh No, s/he has put in her papers and I have no back up

to execute the task. What do I tell my boss!

I just heard that s/he has decided to leave our

organization. The project will get delayed. How can I

deliver to the customer now?

Aren’t these the worried questions that we hear when

employees leave the organization? Most times it feels

like all hell has broken loose and the floor has given

way!

It is indeed a loss (at times a big one) to lose employees

but the fact remains that people will come and go and

you cannot retain employees forever.

So, attrition will always be there. That brings us to the

moot point: should the focus be on controlling

attrition, which seems the natural thing to do or

should our attention be on reducing the impact of

attrition?

Let’s have a look at how both these alternatives

seemingly have the same objective, but actually differ

in their philosophy and thus the end results.

Reduce the rate of attrition

We frequently hear the following from our functional

heads:

Our salaries are not the best and that’s why my sales

guy left

The HR policies are suffocating and not employee

friendly and that’s why my production engineer left

The culture of our company is very hierarchical / YES

SIR and that’s why my finance executive left

The managers in our company are not mature enough

and thus the junior employees leave us as they feel

they cannot learn much here

The reward and recognition policies reek of nepotism

making my process head felt neglected and quit

because he needed a change. Lack of self development

opportunities through training forced my professional

services lead to quit

Therefore, to reduce the rate of attrition, our focus

automatically would be to suggest improvements in:

Salaries (peg them at par with or at better levels than

the market rate)

Policies (make them more employee friendly)

Appraisals (offer annual increments higher than

competitors)

Culture (more fun at work, better facilities for

employees, open environment, etc.)

Reporting Managers (take them through series of

leadership programs so that they become better

mentors)

Skill Development(nominate your staff to series of

skills development programs, to increase their

confidence)

However, many a time even with the best of efforts in

the above areas, employees still leave. WHY?

Because, an individual who is happy with salary,

culture etc. may still be unhappy with R&R policy that

deprived him of the outstanding employee of the year

award. An employee who is satisfied with the R&R, HR

policies and salaries may quit due to lack of career/

skill development opportunities, and so on. Every

employee differs on what s/he believes is important in

the workplace and job

The point I am trying to make is that while

improvements in salaries, culture etc. will definitely

bring down attrition (say from 25% to 15%), there

would still be attrition.

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ARTICLE

So, that now takes me to the next moot point:

Reduce impact of attrition

The rate of attrition whether it’s 10% or 20% is just a

number.

By reducing the rate of attrition, we would probably

save on recruitment costs but the real losses to the

company could be much bigger than the savings on

the cost of recruitment. They are as follows:

1. The company loses the specific and relevant

knowledge and experience which possibly only

that departing employee had.

2. Internal and client facing projects could get

delayed leading to a loss of reputation, delayed

payments etc.

3. The exiting employee, if in sales, could take away

clients resulting in big losses.

4. Valuable HR time that needs to go into strategy is

spent on mundane transactions like recruitment,

training etc.

5. The employee could have been instrumental in

developing your best product. Programmers you

have now may not be competent to manage that

product leading to loss of clientele.

So the real losses are: loss of clients, delayed cash

flows, knowledge drain, cost of re-training, loss in

productivity, delays in projects. All these lead to a loss

of both money and reputation, and require large

investments in time and effort to regain.

Attrition is unavoidable. You could plan to minimize

it but when you focus on reducing the impact of that

attrition, you will not lose sleep over employees

leaving your organization.

Let’s now focus on how we could reduce impact of

attrition. Let me share one example here, which is

IDENTIFY SKILLS AT RISK:

Step 1: Divide every department into ROLES. In sales,

roles can be: front end sales, managing sales, making

marketing campaigns, executing advertising etc. In

technology, roles could be programmer, project

manager, architecting etc.

Step 2: For each role, list the skills required. A front-

endsalesperson must be a good listener, expressing,

probing, qualifying and negotiating with expetise.

A programmer has to be good in analysis, coding, unit

testing etc.

Step 3: After listing out the skills, rate each employee

against each skill.

Step 4: Once this is done, then identify areas where you

have very fewer competent people etc. THAT IS YOUR

AREA TO PLAN FOR.

Imagine, you did this exercise and figured that of the

programmers you have, 9 are good in programming

and only one is good in architecting and designing.

What would your next step be?

If you believed in reducing the rate of attrition, you

probably would not have done this analysis and would

have focused on salary increases and so on. You might

have possibly retained all your programmers but lost

your architect. Your attrition would be just 10% but the

loss would be huge. Now you have no one to manage

the designing of solutions for new clients. This would

be a big impact loss.

However, if you worked on reducing the impact of

attrition your focus would have been more on training

the other 9 programmers on Architecting. As a result

of which you may have lost 2 programmers (attrition

20%) but you would still have architects to help you

attract and retain new clients. Big impact losses

averted!!!

LET’S EMBRACE ATTRITION AND NOT RUN AWAY.

L E T S P L A N T O R E D U C E T H E I M P A C T O F

ATTRITION!!!


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It is abundantly clear that technology is advancing at

an unprecedented rate. Technologies such as artificial

intelligence (AI), mobile platforms, sensors, and

social collaboration systems have revolutionized the

way we live, work, and communicate - and the pace is

only accelerating. Business conditions are changing

at great and unpredictable speeds, causing radical

shifts in the workforce, the workplace, and the world

of work, and forcing today’s HR leaders to rewrite their

rules for organizing, recruiting, developing, stmanaging, and engaging the 21 - century workforce.

Recognizing these imperatives, this year, NHRDN thorganized its 5 Human Capital Conclave on the

theme‘Rewriting the Rules for the Digital Age’ The

Conclave was supported by BIMTECH, Selfdrvn,

Sodexo, People & Management, Corporate Citizen,

NEC & Giftxoxo.

The inaugural session of the conclave saw the release

of the findings from a research survey on Human

Capital Trends (both Global & Indian), undertaken by

NHRDN in collaboration with Deloitte as Knowledge

Partner. The data, drawn from more than 10,000

respondents from 140 countries, fueled analysis of the

social, economic, political, technological, and cultural

issues facing business and HR leaders, and employees

worldwide.

Mr. J Ravikanth Reddy, President – NHRDN

Hyderabad Chapter & Founder and CEO – PQuest

Human Resources Pvt Ltd delivered the welcome

address while high lighting NHRDN’s purpose of

sharing contemporary trends, insights, and practices.

The half-day Conclave focused on the following key

areas

• Improve work, workforce, and workplace through

digital

• Digital HR: Platforms, people, and work

• Future of Work: Augmented workforce

Mr. S V Nathan delivered the Conclave overview and

theme address.

Mr. Josh Bersin, Principal, Bersin by Deloitte, Deloitte

Consulting LLP presented the Global Human Capital

Trends followed by Keynote Address.

Mr. Gaurav Lahiri, Partner and Human Capital Leader

– Deloitte presented the Indian Human Capital

Trends.

Mr. Dhananjay Singh, Director General – NHRDN

presented the vote of thanks

thNHRDN 5 Human Capital Conclave‘Rewriting the Rules for the Digital Age’

NATIONAL SECRETARIAT NEWSDate Venue

Participants

::

:

th 19 April 2017International Convention Centre (HICC), Hyderabad100 HR professionals PAN India


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NATIONAL SECRETARIAT NEWS

Conclave speakers included:

• Mr. Debabrat Mishra, Partner – Deloitte

• Mr. Josh Bersin, Principal, Bersin by Deloitte –

Deloitte Consulting LLP

• Dr. Chandrasekhar Sripada, President & Global

Head (HR) – Dr. Reddy’s Laboratories

• Ms. Uma Devaguptapu, Director (HR) – Signode

Asiapac & MEA-Signode Industrial Group

• Ms. Padma Kiran Rao, CHRO – Society Generale

Global Solution Centre

• Mr. Gaurav Ahluwalia, CHRO – JP Morgan Chase

• Mr. Krish Shankar, CHRO – Infosys

thNHRDN 5 Human Capital Conclave

‘Rewriting the Rules for the Digital Age’

Date Venue

Participants

::

:

th 19 April 2017International Convention Centre (HICC), Hyderabad100 professionals PAN India


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Organized by National Human Resource Development

Network in association with Faculty of Management

Studies, Manav Rachna International University

Employability indicates that educational institutions

and employers in equal contribution provide support

to students interms of knowledge, attributes and

disposition to ensure their success in the workforce.

The HR Summit 2017 on “Towards Heightened

Employability” was organized in an effort to identify

attainable measures and map a possible blueprint for

educational institutions and corporates to function as

a concerted system in the future,

Representatives from the industry, aspiring

managers, senior academicians, and students were

enthusiastic participants at the Summit, mentored by

Padma Shri Dr. Pritam Singh.

In his keynote address, Mr. S Y Siddiqui, Chief Mentor

at Maruti Suzuki India Ltd. recounted experiences

from his 35 - year long career. Building magnanimity

is one way in which to develop people, he shared.

The summit saw two rounds of panel discussions on

the topics – ‘Employability: Dimensions, Issues and

Challenges’, and ‘Steps required for Checking the

Increasing Numbers of the Unemployed’. The

discussions were moderated by Mr. Nishchae Suri,

Partner and Head, KPMG Academy and Mr. R Anand,

Sr. VP and Global Head - People Practice, HCL

Technologies, respectively.

Statistics confirm high levels of unemployment in

India, with most of those unemployed in the age group

between 20 - 30 years. Some say this is because of the

mismatch between the knowledge imparted, and the

skills required; while others say it is a mismatch

between aspirant expectations and job roles.

The HR Summit, brought out that industries require

higher skill levels, beyond academic degrees,

and specific skill sets. It is not enough to just build a

bridge between industry and academia but to keep

renewing it with strength.

The HR Summit was an effort made by NHRDN and

FMS, MRIU to strengthen the industry - academia

connect, and to impress upon the need to build HR

skills. The event paved way for nurturing thought

leaders for the future, under the guidance of

Dr. Chavi Bhargava Sharma, Dean, FMS; and

Dr. Vijay Aggarwal, Director, FMS.

Panelists: Employability: Dimensions, Issues and

Challenges

• Mr. Nishchae Suri, Partner and Head, KPMG

Academy (Moderator)

• Ms. Mamata Vegunta, Director - HR, Invesco

• Ms. Rashi Kaushik, Principal, Mercer Consulting

• Prof. (Dr.) Chavi Bhargava Sharma, Dean, FMS,

MRIU

Mr. Dhananjay Singh, Director - General, National HRD

Network. Panelists: Steps Required For Checking The

Increasing Numbers of The Unemployed

• Mr. R Anand, Sr. VP and Global Head- People

Practice, HCL Technologies (Moderator)

• Mr. Srikanth Balachandran, Global Chief Human

Resource Officer, Bharti Airtel

• Mr. G P Rao, Management Advisor

• Mr. Amit Malik, Chief People Officer, Aviva Life

Insurance Co. Ltd.

• Mr. Subrat Kumar, Co - founder, Cinque Training

and Consulting Pvt. Ltd.

Please find the link of selected pics for collage:

https://drive.google.com/open?id=0BzZuFPuZRDkxd

ms3ZGVhUWttRGc

HR SummitTowards Heightened Employability

NATIONAL SECRETARIAT NEWS::

: 60+

th 11 May 2017VIVANTA by Taj, Surjajkund Faridabad


Date Venue

Participants

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NATIONAL SECRETARIAT NEWS

Glimpses of HR SummitTowards Heightened Employability


::

: 60+

th 11 May 2017VIVANTA by Taj, Surjajkund Faridabad

Date Venue

Participants

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The National HRD Network (NHRDN), Nagpur

Chapter organised its first session of the series on HR

is promoter of company’’. The topic of the session was

‘Organisation Culture -Defining your company’s DNA’.

The keynote speaker was Judhajit Das, Chief HR, ICICI

Prudential Life Insurance and President of NHRDN,

Mumbai Chapter.

Judajit began by sharing his professional journey,

following it with the question 'Who decides an

Organisation's Culture?'. The unanimous answer

being that the CEO / Entrepreneur has the authority to

decide on their organization’s culture. When asked

about HR’s role in creating and sustaining the

organization’s culture Das shared an anecdote about

specialists being required only when someone's life is

in question. Like for example a Doctor or a Pilot.

With his vast experience of working in different

companies, Das explained that it was the organisation

which was most important rather than any particular

department of the organisation. He suggested to

make the manpower more efficient. One must

maximise values of the enterprise and minimise the

value of any department. Judajit strongly believes that

academic success doesn't guarantee professional

success. Everyone can do everything, but someone

can do a job better. To know who is better at what,

employees should be given exposure to all the

departments on rotational basis. The role of HR is to

make people deliver desired value to the customer

and that is possible only when HR uses the business

lens.

His responded to questions on managing change and

cultural alignment, spoke about the future making

people think, He explained that things change faster

and change is the only certain thing. As future is

unpredictable, only culture which adapts to the

changes is a good culture; suggesting variable cost

s tructure & agi l i ty as two ways to enable

organisations to respond to change without any

adverse impact. Flexible cost structure, cross-skilled

employees and embarrassing technology to deliver

value to customer are the key levers to a business

success.

Judajit concluded the session by answering the

question on 'How to handle Millennials?'. He stated

that there should be no differential treatment for

Millennials, as this generation is no different than

others when it comes to talent. The only thing that

separates millennials is his / her ability to understand

technology faster.

The interaction with Judajit, was an awakening

experience, leaving the audience with food for

thought.

'Organisation Culture - Defining your Company's DNA' Hosted by NHRD Nagpur Chapter

CHAPTER NEWS - NAGPURDate Venue

Participants

::

: 120+ HR Professionals, SME Owners and Professionals

th 7 March 2017Chitnavis Center, NagpurNew Delhi


Dhananjay Singh

E-NEWSLETTER

MEMBERSHIP

st thMembers Admitted between 1 March 2017 - 30 April 2017

Page | 24

Institutional Silver

NAME CHAPTER

CK Birla Hospital Kolkata

J M Financial Institutional Securities Ltd. Mumbai

Kauvery Hospital Tiruchirappalli

Mother Theresa Institute of Engineering and Technology Chennai

MTR Foods Bengaluru

Naval Dockyard - Mumbai Mumbai

Shriramlife Hyderabad

Single Point HR Solutions India Pvt. Ltd. Mumbai

Traianz Bengaluru

Individual Gold

NAME CHAPTER

Aloke Kumar Danapat Kolkata

Anand Joseph Mani Delhi & NCR

Atindra Sarkar Kolkata

Chinmoy Roy Bhubaneswar

GB Rajendra Kishan Hyderabad

Kavita Amol Kapse Mumbai

Manjari Das Mumbai

R John Sekar Tiruchirapalli

Rama Krishna Mumbai

Ravdeep S Marwah Delhi & NCR

Rishi Malhotra Kolkata

Sanesh Ram Maurya Bhubaneswar

Sanjay Agarwal Mumbai

Snehashish Chowdhury Kolkata

Sunny Verma Delhi & NCR

Vinit Agarwal Pune


E-NEWSLETTER

MEMBERSHIP

Page | 25

Individual Silver

NAME CHAPTER

Anand Shaligram Pune

Basab Chakraborty Kolkata

Bhaskar Ghoshal Mumbai

Diptanu Bhattacharjee Kolkata

Pavitra Mishra Delhi & NCR

Prachee Sonchal Pune

Pradip Bandyopadhyay Kolkata

Protima Achaya Bengaluru

Ravi Vaidyanatahn Mumbai

Ritu Dhiman Mumbai

Sakshi Sood Mumbai

Shreya Chaudhary Bengaluru

Supriyo Banerjee Kolkata

Umasree Parvathy Chennai

Individual Annual

NAME CHAPTER

A Sivabalu Tiruchirapalli

A Srihari Tiruchirapalli

Abheek Deb Kolkata

Abhiruchi Verma Mumbai

Abhishek Kolkata

Aftab Alam Bengaluru

Ajay Dhamodharan Tiruchirapalli

Ajitesh David Banerjee Bengaluru

Ajith Kumar Chennai

Alan A Pune

Aloke Tagore Bengaluru

Aloke Tagore Kolkata

Ambika Subhash Bengaluru

Amruta Ugale Pune



E-NEWSLETTER

MEMBERSHIP

Page | 26

Individual Annual

NAME CHAPTER

Anagha Upasani Pune

Anand Arora Bengaluru

Anand V Bengaluru

Anay Shastri Pune

Anjali Awasthi Indore

Anjali R Raghuvanshi Bengaluru

Anjay Bansal Bengaluru

Ankita Pune

Anshuman Mukherjee Bengaluru

Anuja Ratan Mumbai

Anup Kumar Sinha Pune

Anupama Menon Chennai

Apar Jain Delhi & NCR

Archana Rajendra Chennai

Archana Yadav Delhi & NCR

Arunkumar R Bengaluru

Avik Sengupta Kolkata

Ballur Shetty Bengaluru

Bhavna Pune

Bhupendra Kaushal Delhi & NCR

Bhushan Anil Kulkarni Pune

Bipinkumar Mumbai

Chaitra Shankar Bengaluru

Cheran Pradhani Bengaluru

Chitra Patkar Mumbai

Cyril Pune

D Santhosh Kumar Tiruchirapalli

Deepa Jain Bengaluru

Deepali Desai Pune

Derrick Alex J Tiruchirapalli

Devika T Horat Pune

Dr. Anupama Natarajan Bengaluru



E-NEWSLETTER

MEMBERSHIP

Page | 27

Individual Annual

NAME CHAPTER

Dr. Chandra Kant Sahoo Bengaluru

Dr. Nagaraju Kolla Bengaluru

Dr. Veena Angadi Bengaluru

Dr. Abhishek Nirjar Bengaluru

Dr. Githa Heggde Bengaluru

Dr. Nitin Balwani Bengaluru

Dr. R Ramesh Tiruchirapalli

Dr. Subrendra Bharathi Tiruchirapalli

Dr. Meenakshi N Bengaluru

Faiz Nomani Hyderabad

Faizur Rab Delhi & NCR

Feroz Khan Delhi & NCR

Firdaus Saba Kolkata

G Ravindran Tiruchirapalli

Garima Gupta Bengaluru

Geetanjali P Bengaluru

Geetanjali Shivdasani Bengaluru

George Pune

Girish Nandimath Bengaluru

Gouri Rao Pune

Gowri Shankar L Bengaluru

Hareendran K Bengaluru

Harpreet Singh Delhi & NCR

Harshal Goyal Bengaluru

Hidaytulla Baig Bhubaneswar

Imtiaz Hussain Bengaluru

Irbha Mogotra Delhi & NCR

Ishadarshi Mishra Bengaluru

Jagadish T T Chennai

Jeevan Varma Mumbai

Jhumur Thakur Bengaluru

Joseph Alexander Bengaluru



E-NEWSLETTER

MEMBERSHIP

Page | 28

Individual Annual

NAME CHAPTER

Joydip Banerjee Kolkata

Jvalant Pathak Pune

K Arun Tiruchirapalli

K Palanivel Tiruchirapalli

Karikalan K Bengaluru

Karthik Sekhar Pune

Karthikeyan Parasuraman Chennai

Karunanidhi Tiruchirapalli

Kaustav Sengupta Kolkata

Kevin Roman Bengaluru

Kotluru Siddaiah Hyderabad

Krishnateja Venigalla Pune

Lakshmanan C Tiruchirapalli

Lal Bihari Mishra Delhi & NCR

Lalitha M Bengaluru

Leela Bengaluru

Lokesh Kashyap Bengaluru

Madhavi RS Bengaluru

Madhu Nallacheruvu Bengaluru

Mahendra Hari Nagpur

Mahesh Medhekar Bengaluru

Malathi Sriram Bengaluru

Malayanil Chakraborty Kolkata

Manasi Kelkar Bengaluru

Manik Pune

Manohar Duvvuri Bengaluru

Meghana Rao Bengaluru

Milan Khurana Bengaluru

Mohammed Faisal Bengaluru

Molay Chatterjee Kolkata

Surekha Shetty Bengaluru

Vinita Thakur Bengaluru



E-NEWSLETTER

MEMBERSHIP

Page | 29

Individual Annual

NAME CHAPTER

Vinoda Basavanthappa Bengaluru

N Ulaganathan Tiruchirapalli

Nabarun Mukherjee Kolkata

Nandini Mehta Bengaluru

Nandini Sayee Bengaluru

Naveen S Pillai Chennai

Nidhi Agarwal Kolkata

Nikita Joshi Bengaluru

Nikku Singh Kolkata

Nitin Welde Pune

Nitta Phanikrishna Bengaluru

Nivedita Mumbai

Nupur Tiwari Kolkata

P A Ramesh Bengaluru

Partho Chatterjee Kolkata

Paul Johnson Tiruchirapalli

Pooja Agarwal Delhi & NCR

Pooja Verma Bengaluru

Pradeep K Bengaluru

Pradeep Kumar Bengaluru

Pradeep Prabhala Pune

Pratik Shah Surat

Preetha S Tiruchirapalli

Priyanka Korad Pune

Priyanka Nikumbha Bengaluru

Prof. Akshay Bhat Bengaluru

Prof. Mrinmoy Majumdar Bengaluru

Prof. Dr. Savitha GR Bengaluru

Prof. Dr. Sonia Mehrotra Bengaluru

Prof. Jyoti Joshi Pant Bengaluru

Prof. Ramachandran K Bengaluru

Puneet Prakash Bengaluru



E-NEWSLETTER

MEMBERSHIP

Page | 30

Individual Annual

NAME CHAPTER

R Kumar Tiruchirapalli

Rajeev Menon Bengaluru

Rajendra Jadhav Pune

Rajesh Delhi & NCR

Ramesh VM Chennai

Ramitha Bengaluru

Ratikanta Panda Visakhapatnam

Ravianand Kharwar Mumbai

Rohini Seth Bengaluru

Roopali Sundar Bengaluru

Ruchi Raina Bengaluru

Rukmini Giridhar Bengaluru

Ruth Singsit Bengaluru

S Krishnan Tiruchirapalli

S Premanand Tiruchirapalli

Saikiran Kalluri Bengaluru

Sameer Pingle Ahmedabad

Sandeep Narendra Chennai

Sandhya BV Bengaluru

Sanil Chennai

Sarang Brahme Bengaluru

Sarika Gore Bengaluru

Saritha Rahul Cochin

Satish Polekar Pune

Shankar Ganesh Tiruchirapalli

Shathi Sharma Bengaluru

Shelendra Singh Delhi & NCR

Shobana Kamalakar Hyderabad

Shunmuga Natha Durai Tiruchirapalli

Shyam Sundar Tiruchirapalli

Shyam Sundar Krishnaswamy Bengaluru

Sibaji Ganguly Kolkata



E-NEWSLETTER

MEMBERSHIP

Page | 31

Individual Annual

NAME CHAPTER

Sowmya GS Bengaluru

Sowmya Malliah Bengaluru

Sridhar Gopal Bengaluru

Srinivas Bengaluru

Srinivasan V Chennai

Subrata Kolkata

Sudip Ray Kolkata

Sugant R Bengaluru

Suhas GY Bengaluru

Sumant Biswas Delhi & NCR

Sunil Agarwal Bengaluru

Sunil MV Bengaluru

Sunny Angre Pune

Supratik Bhattacharya Kolkata

Supratim Roy Choudhury Kolkata

Surya Mishra Bengaluru

Suryasikha Das Kolkata

Suvrajit Ganguly Kolkata

Syamal Ghosh Kolkata

T K Srivatsan Tiruchirapalli

Tanvi Monga Bengaluru

Tapas Ranjan Saha Kolkata

Tina J Bengaluru

Udaya Bhaskar Bengaluru

V R Shiva Tiruchirapalli

Vaishali Patkar Pune

Venkata Srinath Chennai

Venkatesan P Tiruchirapalli

Vicki Nicholson Bengaluru

Vidyasagar Tulasi Bhubaneswar

Vijay Agarwal Bengaluru

Vijay Kumar Konge Bengaluru



Vijay Kumar Konge Bengaluru

Vikas Kumar Bengaluru

Vinod Patney Bengaluru

Viraj Chachad Pune

Viren Vijayashankar Bengaluru

Vishal Kumar Pune

Vrinda Taneja Bengaluru

Winston Jacob Bengaluru

Wriju Ray Bengaluru

Yusuf Pathan Bengaluru

Zenobia Dsouga Bengaluru

E-NEWSLETTER

MEMBERSHIP

Page | 32

Individual Annual

NAME CHAPTER

Aditya G Chennai

Aishivarya P Chennai

Aishwarya S Chennai

Anjele T Thattil Chennai

Anshu Pratyush Bengaluru

Antoleena Daisy Moral A Chennai

Anusha Narayan Chennai

Aravind Vijayachandran Bengaluru

Arvind Neshanth R Chennai

Bhuwaneshwari P Bengaluru

Booplan N Chennai

Gayathri A Chennai

Gayathri R Chennai

Harini Sriram Chennai

Ismail Khan Bengaluru

Janathan Benjamin Sidharth P Chennai

Karthick Raju G Chennai

Kashif Khan I Chennai

Student

NAME CHAPTER



E-NEWSLETTER

MEMBERSHIP

Page | 33

Student

NAME CHAPTER

Lavanya NG Bengaluru

Madhura Kolhatkar Mumbai

Maria Jecintha J Chennai

Nagarjuna Sadineni Bengaluru

Nupur Kashyap Bengaluru

Prabha M Chennai

Prachiti Bhuskute Hyderabad

Princy R Chennai

Rahul Chatterjee Bengaluru

Reshm Banu Chennai

Sai Kanishkaa G Chennai

Sandeep S Chennai

Shreeja Nair Bengaluru

Sooryaprakash C Chennai

Yuvaraja R Chennai

Zaheeer Samnani Bengaluru



E-NEWSLETTER

CALENDAR OF PROGRAMS

Page | 34

April - March 2018


NHRDN Learning Centre Program Calendar (2017 - 2018)S.No Date* Duration

(Days)CityProgram ThemeProgram Name

In addition to the above, NHRDN also organizes HRSCAPE Workshops, CHRO Round Tables, Power Breakfast Meeting

Webinar, Global HR Missions, In-house Training Programmes, Business Simulation Games etc.

th1 Conclave 5 NHRDN Human Capital Conclave 19 April, 2017 1 Hyderabad

2 Seminar Prevention of Sexual Harassment 26 May, 2017 1 Delhi

at Workplaceth3 Summit 5 NHRDN IR Summit 23 June, 2017 1 Bengaluru

4 Programme Hackathon June, 2017 1

5 Programme Bloggers Day June, 2017 1 Online

6 Workshop Training The Trainers 28-29 July, 2017 2 Delhi

7 Competition NHRDN – Prof Ram Charan Young July - Sep, 2017 3 Delhi / Mumbai /

HR Icon Awards Chennai / Bengaluruth8 Summit 4 NHRDN CSR Summit August, 2017 1 Delhi

9 Conclave Leadership Excellence in the Digital World 1 September, 2017 1 Mumbaith10 Competition 4 Indian Management Aug – Sep, 2017 1 Delhi / Mumbai /

Simulation Challenge Coimbatore / Kolkatath11 Summit 5 NHRDN HRM Summit 8-9 Sep, 2017 1.5 Delhi

12 Summit NHRDN – DMA SCM Summit 14 Sep, 2017 1 Delhi

13 Programme Hackathon September, 2017 1

14 Programme Bloggers Day September, 2017 1 Onlineth15 Quiz Competition 6 Business Leadership Quiz November, 2017 2 Delhi / Mumbai /

Chennai / Bengaluruth16 Summit 5 NHRDN Summit on 17-18 Nov, 2017 1.5 Delhi

Learning & Development

17 Programme Advanced Leadership Programme 2-9 Dec, 2017 6 Bengaluru / Overseas

(ALP-2017)

18 Programme Hackathon December, 2017 1

19 Programme Bloggers Day December, 2017 1 Onlineth20 Programme 4 Strategic Human Resource January, 2018 8 Bengaluru / Mumbai

Leadership Journey 2016 (SHRLJ)th21 Summit 6 NHRDN Summit on February, 2018 1 Mumbai

Compensation & Rewards

22 Summit NHRDN-BIMTECH Steel & Mining Summit March, 2018 2 Ranchi

23 Programme Managing the Contract Labour: Issues, March, 2018 2 Delhi

Concerns, Problems & Remedies

24 Programme What Every Manager Should March, 2018 1 Delhi

Know of Labour Lawsth25 Summit 6 NHRDN Women Leadership Summit 16 March, 2018 1 Delhi

26 Programme Hackathon March, 2018 1

27 Programme Bloggers Day March, 2018 1 Online

E-NEWSLETTER

Support Team

Nalin Srivastava, Harendra Negi, Nandan Singh, Bhagat Singh

Pranay Ranjan, Avinash Khurana, Sunaina Dahiya, Pooja Rana, Meenakshi Chauhan

Publisher

Dhananjay Singh, Director General, NHRDN

on behalf of National HRD Network

C-81C, DLF Supermart I, DLF City, Phase IV, Gurgaon – 122002, Haryana

Tel: 91-124-4217171-9

Email: [email protected]

For detailed Program Calendar visit www.nationalhrd.org

We welcome your feedback and suggestionsE-mail to: [email protected]

Consulting EditorFulki Team

Editorial Team Nisha KurupVinod Kakran

Creative Design EditorAnuradha Sharma, Founder & CEO, Fulki Communications Pvt. Ltd.

Communication Design Partner

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