HR NEWS & VIEWSFEBRUARY | 2019

MILLENNIAL

BEHAVIOUR TRENDS

HR INTERNATIONAL

COMPANY UPDATES

TRUE LEADERSHIP

is not about POWER

TIME TO PREPARE

THAN REPAIR

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TRUE LEADERSare not POWER HUNGRY ...

People very often, misunderstand the

meaning of a Leader. The first and

foremost thing that comes to mind when

we think about a Leader is "POWER".

Unfortunately a TRUE LEADER never

believes in holding on to the Power,

instead create a platform to make others

powerful in leading to the larger vision.

What defines Leader...

A visionary individual who inspires notinfluence

An individual who can imbibecollective energy in a group of people

An individual who can embracedifficult challenges with highest orderof ease

An individual who truly believes inholistic growth and development of it'speople

Someone who identifies and nurturesthe strengths instead focusing on theteam's weakness

Leadership Myth's...

Servant Leadership...

This is the new evolving concept imbibing great

and true leaders. They do not believe and focus

in getting serviced, instead feel that they are

responsible to serve others.

"I" is immaterial for such leader's as they

demonstrate a high level of selflessness.

Impact on Corporate...

Creates a strong vision for corporate goals

Exercise highest level of empowermentleading to highly successful teams

Are not concentrated on skills andeducation, instead focus revolves aroundinspired deliverables

Believes in teams wisdom and open togenerate ideas from teams and respectsthem

Collectively achieves much beyondexpected

Provides an environment of creating anoverall wellbeing

True Leaders...

are willing to loose power

- companies choose

professional CEO's and plan

self retirement

are not worried about

individual

benefits - grow themselves

beyond what they earn

individually, willing to

sacrifice for larger goals

take risk's with

accountability - are open to

explore new shores and take

accountability for failures

invest in people - are true

well wisher of their people

and put them before

themselves

People who believe in holding to

information / data / secrets, believing they

make them powerful, are the most

vulnerable and insecure people on earth.

a TRUE LEADER

defies this very principal of management.

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PR

EV

IEW

NEW TRENDS

MILLENNIAL

BEHAVIOUR

2019

SURESH MUCHIPALLI

SR. DY. GM – HR

GUJRAT METRO RAIL

CORP. LTD.

Millennials have been given “kind of a bad rap” by being overly stereotyped and studied. “Millennials are India’s

most diverse generation. They hold more college degrees than any other generation, and they’ve experienced

social, economic and political turmoil.

They’re savvy, educated, skeptical, and on top of it all, they’re idealists. All of this has led to vast changes in the

ways today’s workforce views business, engages with their organizations and leaders and makes decisions

about their careers. And yet, just as with any generation, one must be cautious about assuming one profile fits

all.

However one feels about this generation, there’s the fact that millennials are going to be the prime engine of the

workplace for years to come. The truth is that companies have to adapt to them, not the other way around.

In order to focus on Company growth and its tenure of service, benefits we need to identify top millennial worker

trends for 2019. Here’s his list:

1. Shifting motivations

Salary and culture continue to rank high on the list for attracting millennial and Gen Z candidates, but the

following factors are increasingly important:

Flexibility: They expect more control over where and when they can work, with the ability (enough PTO and

work-life balance) to travel and have other life experiences.

Mission driven: They are more in touch with the environment, society, and the future of both. They feel they are

not only representative of their organization, but their organization also represent who they are as individuals

and want to be a part of organizations that share similar views. They look for leaders who will make decisions

that will better the world, not just their organizations, and solve the problems of the world through their work.

Development and training opportunities: Because millennials have seen such dramatic shifts in the economy,

they seek to have more control over the future of their careers. Not only to “recession proof” but also to “future

proof” their careers by constantly learning and developing.

.

2. Declining levels of loyalty and increased job hopping

These phenomena, well-known to employers or millennials, are largely due to:

Shifting motivations (outlined above): The key to managing this group is understanding the shifting motivations

and finding ways to meet those needs/wants will help organizations attract and retain top talent.

Higher value placed on experiences, constantly wanting to try and learn new things: Managers need to give

these employees an opportunity to grow and develop in their roles is essential, but also an opportunity to

explore different fields and disciplines is also a key. Keeping the work and the environment interesting and

diverse will keep millennial employees engaged for longer.

Less patience, with a desire for frequent indicators of career progress (higher pay and/or promotions): Job

hopping often allows the quickest opportunity to make more money and climb the career ladder. As a result,

organizations are building in a quicker cadence for promotions and pay raises.

3. An increasing lack of basic professional skills/awareness

Many of these talented young people lack essential knowledge about what to wear, how to act and how to

engage in an office setting. Here’s how to respond:

Managers need to be ready to guide these new workforce entries into the professional skills areas. They often

don’t have a network of older (parents/relatives) professionals around them to set an example and advise on

what “professionalism” looks like and means. And colleges often don’t provide education in professionalism in

an office setting: aside from business schools, many colleges don’t prepare students—especially those in the

liberal arts—on meeting etiquette, business apps and technology, and other everyday professional practices.

Corporate onboarding of new entry-level employees often excludes the “basics” (meeting protocols, MS Office

skills, etc.). While companies typically have some type of job-specific training programs, they often assume

these basic office skills are there and aren’t able to see a candidate’s potential when lack of professional

skills/awareness is present. This can create a barrier for highly qualified but more “good” candidates, especially

first-generation graduates. Effective companies will develop training, coaching, and mentorship programs can

help once on the job.

Best suggestions to manage millennials:

1. Create clear and fast-moving career tracks.

Create distinct career tracks with clear direction on how to advance to each level.

Restructure promotion and incentive programs that give smaller, more incremental promotions and salary

raises, giving more consistent positive reinforcement and closer goals that make it more enticing to stay.

Create professional development opportunities that help them advance in those career tracks and build other

skills they need and want.

Create ways young employees can explore other career tracks without leaving the company. Millennials and

Gen Z’s have a higher propensity for changing their minds and/or wanting different experiences, so consider

ways that enable employees to make lateral moves, or create rotational programs that allow inexperienced

professionals to get experience in a variety of business capacities and are then more prepared to choose a

track.

2. Alongside competitive compensation packages that include CTC matching programs and comprehensive

insurance offerings, provide benefits that allow them to have a sense of flexibility when it comes to how they

work.

Workings remotely, flex schedules/hours

Floating holidays–especially beneficial as the workforce becomes more and more diverse

Restructure PTO that gives employees more autonomy and responsibility for their work

Tuition reimbursement programs to increase retention and build leaders internally

3. Create a strong company culture: company culture is one of the strongest recruiting and retention tools.

Go beyond the flashy tactics of having an on-site game room and fun company outings and bring more focus to

the company’s mission. Create and live/work by a set of core values that represents your company’s mission.

People will be more engaged and move beyond just being their role or position when they feel connected to the

mission.

4. Challenge without overworking. Boredom and stress are equally common as factors for driving millennials

out of a workplace. Allow involvement in bigger, higher-level projects and discussions to provide meaningful

learning opportunities, and create goals that stretch their capabilities but are attainable.

Key Innovative

Product

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EUROPE HR

Paul Strange

HR Consultant

PROLONGING EMPLOYEES’ WORKING LIVES

Is it possible to extend the working life ofyour employees and have this as an HRgoal?

In Germany, some employers are usingergonomics to tackle this issue, and withsurprising methods. The Porsche factoryin Leipzig is an ergonomically designedworkplace.

Porsche workers use swivel chairs withbuilt in tools in the arm rests to inspectand finish production tasks. An exampleis a two-tonne sport utility vehiclesuspended from an overhead conveyor.

It is lowered down to the assemblyline, then rotated 90 degrees on to itsside so workers in their grey overallscan tighten bolts in the chassiswithout the need to look up.Elsewhere, workers who must lifttheir arms repeatedly are helped by€5,000 exoskeletons — lightweight,metallic structures worn likebackpacks that attach to the arms andprovide support for repetitive tasksknown to cause injuries.

HRINTERNATIONAL

Porsche has mapped out the Leipzig factory with a traffic-light systemindicating ergonomic comfort. Managers can schedule shifts in such a waythat the same body parts are not overburdened. Green is good; yellow is thenormal strain you might experience at home, red means we need to dosomething. Human Resources track sickness absence which is reduced by suchmeasures.

Porsche is reacting to the “demographic time bomb”. 2019 is expected to bethe first year on record in which German workers aged over 60 wouldoutnumber those younger than 30, according to the Federal Statistical Office.The average age of Germany’s is 46 years, a dramatic rise from just 40 in 2000.

The solutions here are not to replace workers with robots, but to add roboticaids to enable experienced workers have longer working lives. Ergonomicallydesigned workplaces are a relatively inexpensive way to keep workersengaged.

GROWING USE OF MESSAGING APPS IN THE WORKPLACE

A recent report in the UK has found that 53% of workers use messaging appssuch as WhatsApp up to six times a day for workplace communication. Thisleaves leaving organisations vulnerable to regulatory and cyber risks.

Many businesses are responding by banning like the use of messagingapps like WhatsApp and Snapchat to comply with the regulations. Forexample, Deustche Bank banned the use of SMS, WhatsApp and othermessenger services in 2017 because of the stringent documentationobligations required of banks for regulatory compliance.

German company Volkswagen restricts its employees from using chat apps forbusiness purposes, and BMW only permits authorised apps on companyphones.

What are the risks that HR departments should be aware of? There are twoserious problems with using tools like WhatsApp and Facebook Messenger foremployee communications – digital wellbeing and data security. These appsare accessible to scammers who can change the messages transmitted.Scammers can change a quote – a feature that allows people within a chat todisplay a past message and reply to it – to give the impression that someonesent a message they didn’t actually send.

In addition to data security, use of messaging apps is making it difficult foremployees to achieve a healthy work/life balance. 30% of the respondentssaying that the 24/7 nature of messaging apps and social media sites makes itdifficult to maintain a work/personal life balance.

Should businesses ban the use of messaging apps in the workplace? Thisresearch indicates that it should.

SHORT STORIES

France: The government is introducing a soft version of national service –where all young adults are required to spend a few years in the country’sarmy. This version is only a month, and a trial starts in June. Teenagers will begiven military-style uniforms and undertake exercises that include standing toattention to the national anthem, the Marseillaise, and saluting the nationalflag.

Retail jobs: Thousands of job losses have been announced in January inGermany and UK. This includes 15000 jobs in UK’s Tesco supermarkets, and3000 jobs in Germany’s Galeria Kaufhof.

Belgium: One in three employees has a company car as part of their paypackage. Company cars made up for about one fifth of all cars on the road inBelgium.

DREAM JOBS

What would you do if you were recruiting into a dream job? A rare role that isso desirable that that your advertisement attracts a deluge of applicants –more than you can cope with. Some of the following jobs fall into thatcategory.

Water Slide Tester. A holiday company received over 2000 applicants for a sixmonth contract as slide tester. – travelling around its 20 water parks. Theadvertisement stated that the right applicants would be ‘ happy to get wet atwork, and be comfortable in swimwear.

Lego master builder. The Danish home of the toy building brick has only 22master builders, so this position does not become vacant often. Duties includeconstructing large structures in its theme parks, curating exhibitions, andhelping children create their own models. A vacancy in the UK attracted 7000applicants, and was won by a former HR assistant. ‘I have been playing withLego my whole life’, she told the company.

Cat sanctuary manager. For cat lovers, this job is heaven. A Greek cat rescuecentre used social media to advertise its vacancy, and received 25,000enquiries in a return – a ‘virtual tsunami’, said the hirer.

Netflix analyst. The film and TV streaming service Netflix has just launchedin India. Elsewhere in the world, it employs part-time ‘taggers’. This job is justto watch 20 hours of Netflix new programming a week, and help to classifyand identify target audiences. A couch potato’s dream job, and rarelyadvertised. Look out for any new roles in India.

UPDATES

Salaries in India expected to increase 10% in 2019: Korn Ferry ReportEmployees in India are likely to see a double-digit salary growth in 2019, but inflation may play adampener capping the hike at 5 per cent, a report said. According to global consulting firm KornFerry, as a result of rapid economic growth, India continues to enjoy the highest overall salaryincreases and real-wage growth in Asia. Salaries in India are expected to increase 10 per cent in2019 as compared to 9 per cent last year and inflation-adjusted real-wage hikes are likely to riseto 5 per cent from 4.7 per cent in 2018. "Consequent to rapid economic growth, India continuesto enjoy the highest overall salary increases and real-wage growth in Asia," said Mr. NavnitSingh, Chairman & Regional Managing Director, Korn Ferry India. Mr. Singh further saidcompanies should take a broader perspective to define their business strategy and cost drivers inview of increasing automation, used of new technology and the rising demand for skilledworkers. "Compensation programmes need to be regularly reviewed to make sure they alignwith the changing business and market conditions," he said. The Korn Ferry 2019 Global SalaryForecast, which predicts real-wage salaries across the world, is based on Korn Ferry's paydatabase which contains data for more than 20 million job holders in 25,000 organizations acrossmore than 110 countries. Source : Businesstoday.in

Amazon is looking to hire 1,300 people in India, the most anywhere outside USThe Indian government may have tried pull the rug out from under e-commerce players likeAmazon but the enterprise led by Mr. Jeff Bezos’ remains bullish on India. There are a whopping1,300 job openings available with Amazon India currently, which is thrice as many as comparedto China. Globally Amazon has 610,000 employees and at the end of 2018, 10% of them weredirectly employed with the company in India. Most of the vacancies in India are available inBengaluru, Hyderabad, and Chennai. Even if you’re looking outside the Asia-Pacific region,Germany is the only other country where Amazon has as many openings as India. It’s not onlyAmazon expanding its e-commerce space that’s having an impact, but also Amazon’s expansionof AWS, its cloud business, to meet India’s data localization norms and launch its own UserPayments Interface (UPI). The localisation of its content on Prime Video and its voice-assistant,Alexa, is another facet that the company is in the process of addressing. Source :Businessinsider.in

Flipkart quashes Myntra CEO post as Mr. Ananth Narayanan resignsOnline retailer Flipkart announced the exit of Myntra chief executive officer (CEO) Mr. AnanthNarayanan, the last to hold that title at the fashion unit. In an internal email, the Flipkart boardnamed Mr. Amar Nagaram the new head of Myntra reporting to Flipkart CEO Mr. KalyanKrishnamurthy, practically abolishing the CEO post at Myntra. “We would like to share with youthat Mr. Ananth Narayanan has decided to step down as CEO of Myntra and Jabong to pursueexternal opportunities. Mr. Amar Nagaram will be the new lead as head, Myntra and Jabong,”said the email sent to employees. Mr. Nagaram will lead the Myntra-Jabong business, reportingdirectly to Flipkart CEO Mr. Kalyan Krishnamurthy. He had earlier been designated as the chiefproduct and technology officer of Myntra in December, after he was moved to the fashionretailer from Flipkart. Source : Livemint.com

Walmart looking to hire 2,000 technology experts in 2019Walmart Inc. plans to hire 2,000 technology experts this year in order to bolster its efforts bothin stores and online. The drive comes as it plans to boost the group’s ranks by more than afourth. Walmart Chief Technology Officer Mr. Jeremy King stated that the retail behemoth islooking for data scientists, software engineers, designers among others to work in nine officesfrom Silicon Valley to Bengaluru. The retail technology group that he leads currently has about7,500 employees after hiring 1,700 last year, he revealed. Mr. King also looks after Walmart’scloud-computing network and its massive databases. The hiring initiative will support Walmart’sefforts to expand its online business and embed in-store technology, for instance, robots thatscrub floors and scan shelves. The initiative is also a part of its plans to wrest market share fromrivals such as Amazon. Walmart’s recruitment drive will expand its battle against Amazon toacquire the best talent beyond technology hotbeds like Sunnyvale, California, where both therival companies have offices to emerging places like Northern Virginia. Source : Peoplematters.in

Ola’s interim COO Mr. Pallav Singh calls it quitsThe churn at ride-hailing firm Ola continues with Senior Vice-President and interim COO Mr.Pallav Singh calling it quits almost two months after Chief People Officer Mr. SusheelBalakrishnan quit in November last year. Mr. Singh, who had been serving as the interim ChiefOperating Officer of the ride-hailing firm after Mr. Vishal Kaul, an executive roped in fromPepsiCo, stepped down from the post in May 2018, is one of the oldest employees at Ola. Ajunior of Ola co-founders Mr. Bhavish Aggarwal and Mr. Ankit Bhati at IIT-Bombay, he was thefourth employee hired by the Ola cofounders. He was among the first set of employees whocame on board Ola at the time of its inception. Ola has seen a constant churn with top-level exits.2018 has been a year filled with senior exits and resignations for Indian origin onlinetransportation network company Ola. In May, COO, Mr. Vishal Kaul resigned from the post. Thenlater, in September, Mr. Saikaran Krishnamurthy, Senior Vice President of Growth at Ola and Mr.Joy Bandekar, Corporate President of new initiatives at the firm had resigned. Source :Peoplematters.in

Reckitt Benckiser CEO Mr. Rakesh Kapoor to retire by year-endBritish FMCG major Reckitt Benckiser said its chief executive Mr. Rakesh Kapoor would retire bythe end of 2019. The company has now initiated a formal process to appoint Mr. Kapoor’ssuccessor, it said in a statement. RB product portfolio includes Dettol, Durex and Lysol. Mr.Kapoor has “indicated his intention to retire as CEO by the end of 2019, after more than eightyears as CEO and 32 years at the company”, the company said. It further said that “RB’s boardhas now initiated a formal process to appoint his successor, considering both internal andexternal candidates.” On his decision, Mr. Kapoor said: “It has been a huge privilege to lead RBand I am very proud of the hard work and commitment of our people in delivering our successand many achievements. “He added that the year 2020 will herald a new decade and it is a goodtime for the new leadership to take the company through the next phase of “outperformance”.Mr. Kapoor said he will remain on the driving seat until his successor is found. Source :Livemint.com

Ms. Vishakha Mulye reappointed as Executive Director of ICICI Bank for 2 yearsICICI Bank said RBI has given nod for the reappointment of Ms. Vishakha Mulye as bank'sexecutive director for two years. The reappointment is effective from January 19, 2019, ICICIBank said in a regulatory filing. She has been ED of the bank since 2015 and heading thewholesale banking group. "Shareholders through postal ballot resolution passed on April 22,2016, had already approved the appointment of Ms. Mulye for a period of five years effectivefrom January 19, 2016, up to January 18, 2021," it said Source : Business-standard.com

Yes Bank jumps 5% as Deutsche's Mr. Ravneet Gill leads race for CEO positionYes Bank shares rallied 5 percent intraday on January 15 after a media report indicated thatDeutsche Bank's Mr. Ravneet Gill is leading the race for the CEO post. The rally was in addition to6.2 percent upside seen in the previous session. Mr. Gill’s candidature may get swift approvalfrom the Reserve Bank of India as it had got renewal approval from the central bank six monthsago at Deutsche Bank. Hence, due diligence time may reduce for RBI to decide. Mr. Ravneet Gillhas led Deutsche Bank in India for over 6 years now and he has over 30 years of experienceacross bank functions. Mr. Rajat Monga, Senior Group President at Yes Bank is the No 2candidate for CEO post at the country's largest fourth sector lender. Last week, the board hadfinalized names of potential candidates for the position of MD & CEO, and submitted itsapplication to the Reserve Bank of India on January 10, seeking approval for the appointment ofthe newMD & CEO. Source : Moneycontrol.com

Microsoft to train 5 lakh Indian youths in AIIn an attempt to skill Indian youths in Artificial Intelligence, Microsoft India has taken an initiativeto train five lakh youths. The company aims to train five lakh youths in AI across the country andwould set up AI labs in 10 universities. Additionally, the company plans to upskill 10,000developers in emerging technology areas like AI, IoT, etc. Microsoft also started Intelligent CloudHub Program to equip research and higher education institutions with AI infrastructure, buildcurriculum and help both faculty and students to build their skills and expertise in cloudcomputing, data sciences, AI and IoT. Mr. Anant Maheshwari, President, Microsoft India shares,"We believe AI will enable Indian businesses and more for India's progress, especially ineducation, skilling, healthcare, and agriculture. Microsoft also believes that it is imperative tobuild higher awareness and capabilities on security, privacy, trust, and accountability. The powerof AI is just beginning to be realized and can be a game-changer for India." Microsoft India hasformulated four pillars - enabling digital transformation, building coalitions for responsibleinnovation, bridging the skills gap and enhancing employability and creating sustained socialimpact. Source : Peoplematters.in

Hoffmann Group names Manav Goel as India DirectorEuropean tooling major Hoffmann Group has named Mr. Manav Goel as its India Director as itlooks to strengthen its expansion plans for the country. The group said in a statement that Mr.Goel will be responsible for driving the group's sales and strategic business partnerships in India.The group's Senior Vice President (Asia) Mr. Christian Kober said Mr. Goel's appointment willfurther bolster its expansion efforts in India and he is expected to strengthen its brand presencein the Indian market. The Germany-based group claims to be Europe's leading system partner forquality tools with major listed companies as customers in more than 50 countries. For 2017, itsworldwide turnover stood at EUR 1.2 Bn. On his appointment, Mr. Goel said, “India has alwaysbeen a huge market for the company and we see immense growth potential for us here. AtHoffmann Group, we have the ability to support the manufacturing industry with ourcomprehensive portfolio and machining expertise of Germany.” Source : Peoplematters.in

HCL veteran and Corporate VP, Mr. Arun Pai quitsHaving been in the HCL Technologies system for almost two decades, Corporate Vice Presidentand long-time Senior Executive, Mr. Arun Pai has quit. He was based out of San Francisco Bayand reported to Chief Executive Officer, Mr. C Vijayakumar. Mr. Pai’s responsibilities includedcharting out, leading and enabling growth of business verticals such as High Tech, Automotiveand Industrial & General Manufacturing. He has more than 25 years of experience in the IT andconsulting sector with a focus on structuring complex IT outsourcing contracts, ProductEngineering, GTM partnerships and alliances. His seasoned skillset would be an asset to anyorganization operating in the same space. In terms of other top-level changes that HCLunderwent, in 2016, CEO, Mr. Anant Gupta quit and Mr. Vijayakumar was promoted to take over.Source : Peoplematters.in

Changes in e-commerce norms to have marginal impact on hiring, say firmsThe recently announced changes in norms for e-commerce companies with foreign investmentmay have sent the players into a tizzy, but recruitment firms expect only marginal impact onhiring in the sector in the near future. According to GlobalHunt Managing Director Mr. Sunil Goel,there could be a "marginal 5-10 per cent" impact in the near future, but hiring is expected tocontinue. "The impact of changes in the policy would not be that large in the sector... supplychain and customer service will remain crucial functions wherein hiring shall continue to happento meet the consistently growing demand of the consumers, he said. In December, thegovernment introduced new regulations that would bar online marketplaces with foreigninvestments from selling products of the companies where they hold stakes, and ban exclusivemarketing arrangements. Another provision states that the inventory of a vendor will be seen ascontrolled by a marketplace, if over 25 per cent of the vendor's purchases are from themarketplace entity, including the latter's wholesale unit. These norms -- which are effectiveFebruary 1 -- would hit Amazon and Walmart-backed Flipkart the hardest. These two e-commerce platforms are also the largest in the country. Source : Business-standard.com

HTC Global Services to hire 3000 peopleHTC Global Services is planning to hire 2,000-3,000 people in India in the coming two years tosupport its $1-billion revenue target by the end of 2020. The IT services company has a strongemployee base across its development centers in Chennai, Hyderabad, and Bengaluru. Thecompany has a workforce of 11,000 employees globally including Ciber and CareTech, which wasacquired in 2014. “We are finalizing hiring and it will not be less than 2000-3000 people by 2020for India,” said Mr. Chary Mudumby, Chief Technology Officer, HTC Global Services, adding thatits customers are looking for better value resulting in an increased demand for talent withdomain knowledge. The IT service firm is competing with the other multinational IT servicescompany such as IBM, Accenture, and others. Companies such as HTC and others have seen adisruption in their business model as clients in the US, and other markets are now demandingmore digital technology-led delivery. “We are trying to bring in talent from the educationalinstitutions because the current market demand for emerging technology is more,” added Mr.Mudumby. He is upbeat about HTC’s growth, and he feels digitization of existing services andsupport using robotic process automation, machine learning, and AI will drive the growth. Source: Peoplematters.in

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