CROSSROADS
RAJIB KUMAR
Will events like IPL bid adieu to the age-old policy of marginalizing the states?
Ever Since India attained independence, union governments have implicitly and explicitly worked towards weakening individual states. The philosophy behind this “official line” was empowered states were a threat to the center. The public position was of course that this would augment thoughts of secession from the Indian state.
The dreaded article # 356 of the Indian Constitution (or as some would say a section in the Indian Penal Code!) has been freely used over the years to teach errant states a lesson.
This was quite in contrary to the way of life in, say, America, where you would observe the same vociferous support in Chicago for the Bulls as for the US soccer team and with undiluted official sanction.
Perhaps the realization that stronger states mean a stronger nation came to India managers only post globalization.
Events like the Indian Premier League which has caught the nation’s imagination (including the most wanted men and women of Bollywood) might just give the much-needed fillip to greater feelings of federalism.
It is silly that thus far this was scorned upon. In Chicago, Illinois you would spot banners of Bulls happily fluttering alongside the stars and stripes just like those of Phoenix Suns would in Phoenix, Arizona.
I take the American example because of the synonymity with the Indian Example: Both are huge countries (America huger ofcourse and both have a huge number of states (America 50, India, not too far behind… 28 and 7 so called “union territories”) The American citizen’s loyalty to his state and country is equal and mutually exclusive. Thanks to market forces we get to see the celebration of the “state” in the lanes and bylanes of Kolkata…. Kolkata Knight Riders banners fluttering all over the place. The next obvious question is: when shall we get to fly the tricolor atop our apartments?
The views expressed in this article are the author’s own and do not necessarily purport to constitute an official position of Offline or Material World. The author’s write up is based on an entirely personal reflection and is bereft of any intention of a personal tirade against any individual or group or section of society
(Offline,Volume-5, No- 2, April 2008)
Material World Group is Eastern India's emerging knowledge group. Material World through its knowledge aims at resolving man (human) and materials resource issues of those availing its services.
Monday, April 28, 2008
Designing A Corporate HR Plan
INDRANIL BANERJEE
As the business year has completed and the industry and the stakeholders are anxiously waiting for the results, the corporate world hardly has time to take rest, rather the honchos are gathered to develop new strategy to chalk out the corporate plan for new financial year. The corporate plan whether involving issues ranging from creation of a new image building drive or setting up of a new division or outsourcing of some non-core activities involve vital inputs from its HR department. To offer meaningful inputs in the business process of organization value chain during recent time the role of HR became noteworthy. HR just cannot remain isolated or behave like a mere headcount in the Corporate Think tank team. In order to ensure proper assimilation of Company objective with the aspiration of its people during recent past the need of a corporate plan for HR department of the organization has strongly been felt. Such plan if developed thoughtfully helps the organization to build its roadmap and thus may act as a useful strategic management tool. The following issues are required to be kept in mind at the time of developing plan to ensure its deliverable value.
· Role expectation of HRM wing :
The general expectation in corporate circles is to let HR perform its support service role, remain busy with people centric issues, maintain industrial peace and so on. Strangely, a good number of HR people are happily carrying out such maintenance role and thus when they look back find difficulty in counting one’s “Key Success Areas”. This issue becomes evident especially when they make self-assessment at the year-end. Finding very little alternative became force to express their performance for the preceding years only on generic terms. It is true that service role is important; rather it is the foundation on which business houses are built upon. But out of absolute volatile nature of stability of the business houses in this era of competition it is the need of the hour to look after the detail of deliverables rather than remain happy with doables only.
· Culture related issues :
HR often attributes lack of appropriate culture as the stumbling block for them to extend strategic support to the organization. They find difficulty in generating support whenever they come out with any proposition of change. Unless the Organization harness the HR philosophy how could one deliver? But rather than expecting somebody else to clear the path it would be better if HR itself shoulder this role. Definitely it is easy saying than practicing. But then, what is easy in this world – digging a well or opting for a vacation at space. If the organization could be focused with its target to acquire a definite part of pie of market share through its sales organization why not HR team would not strive for achieving desired level of cultural change indices. Even for choicest organization, there is a propensity to opt for professional service for culture survey without analyzing its utility value. If designed properly survey outcome may act as an important source of information but it would be futile if HR is not sincere to solve genuine people issues and mixes with all stakeholders.
· Customer orientation of HR :
To ensure that HR deliver on change initiatives processes the HR team is required to be exposed to both internal and external customers of the business house. It is required to act as a glue for cross functional alignment which may range from arranging cross functional meeting on Monday morning to participate Yoga class with all corner to mobilizing fund for marriage gift of employee ward. Other than transact Company policy with employee representative exchanging views on contemporary issues always add value for relationship building thus create a positive atmosphere for acceptance of change initiatives thus works excellently as Salesmanship. This is a phase where HR’ization of organizations’ IR department takes place and is viewed as a launching pad for building a learning and knowledge Organization.
· Alignment of organization goal to HRM function :
At the time of building corporate plan the HR team must be equipped with vital inputs of corporate objectives. Financial statements of the organization as well as its competitor, growth plan along the value chain and demographically, plan for capturing market share are a few illustrations which required being readily available to the top team of HR to work upon. In spite of imparting training on general topics like “Finance for non-finance executives” the top team preferably equipped by imparting industry specific training on “Interpretation of financial statement” and “Financial implication of HR Decision”. This initiative generally builds interest level for active participation of managers to the programme and helps to visualize Industry realities and appreciate issues while framing corporate plan.
· End-to-end architecture of plan :
Generally, Organization plans for setting target. Once the year ends effort of going for another round of target setting drive may turn to be futile if we not look back. It is worthwhile first to study previous years’ Corporate plan, check out the goal set, measure the achievement made, analyze the gap, if any, and cause thereof and once these processes are over then only plan for setting target for next year.
· Measuring Indices :
We all know – if we are not planning for success, we are simply planning for failure. To check out our wards performance we anxiously look for school annual report, before make investment decision look for Company balance sheet. It is time to consider that if measurement process is accepted practice for judging value contribution at every walk of life why the same is relevant for HR. Similarly, if compensation is determined for every additional number of units sold by a salesman why the same analogy is not applicable for HR. Here lies the importance of measurement. However, before we develop a measurement system it is imperative to know what to measure and then derive the inherent how part. These days it has become one significant issue for corporate to address. Whenever we check up for revamping our existing measurement system it should be remembered that Measurement is a key driver for performance and not the Performance itself. Also at the time deriving corporate plan the periodical benchmarking of individual HR process necessarily be aligned to get best result out of the plan. The HR team preferably must develop its own system of measurement and thus needs to be provided with relevant software and desired training for this purpose.
· Transaction approach :
Normally, cascading of management decision run down the hierarchy and thus essentially a Top-down process. There is common grievance of the operating level management regarding unilateral approach of top management of imposing decision to execute without assessing prevailing ground realities and thus advocate for Bottom up approach. Providing democratic platform for operating level Manager to encourage information flow to reach to a decision is welcome but the issues cannot be left to mercy of individual wishes and proposition. A sensible balance of both approach make the corporate plan realistic and contribute significantly not only to express comprehensive mission statement of the HR organization but also act as a control devise.
· Level of specialization :
HR is not administration but definitely has evolved out of administration. The HR started with its welfare role and significantly moved to the direction of employee development for better productivity. At the time of holding corporate plan meeting it is also advantageous to have the generalist people of administration, sharing the corporate objectives and funding issue. Many a time HR thinks due to lack of administrative support the best of plan remained non-implemented. Thus, it is worthwhile to discuss budget constraints and implementation timeline for individual agenda. While handling HR specialization initiatives like Training & Development, it is worthwhile to keep the long-term objectives of the Organization in mind. Similarly, issues related to Compensation & Benefits need to be dealt after comprehensive study of available salary survey of the industry and contemporary HR market. The robust Performance Management linked with C&B and T&D are guiding factors of Talent management practice and thus is helpful as attrition control device. There is a general propensity to undermine the Personnel Service function although it delivers the final product. It is true that now-a-days the companies are forging ahead to reach absolute specialization but what is the use of designing great HR policies if the same is not implemented and the benefit are not passed onto the all stakeholder. The spirit should be acknowledging the contribution of Personnel Service provider at operating level and request for their support for future implementation.
· Conclusion :
If the corporate plan of the organization is considered as part of initiation of scheduling project the same analogy is equally applicable for HR plan too. The process should ideally be started by mid March and finalized by mid April and communicated across the organization in a documented manner, which would work as guiding principle to achieve corporate HR goal. Recently across the corporate corner there is hue & cry to implement Balance Scorecard. More specific HR Scorecard is also floating. The scorecard an internal control devises works as motivator if properly displayed for both internal and external customer. It may have a significant impact for large diversified complex organization. However it would be a prudent step to check up relevancy of same for smaller organization. The experience says much effort on measurement may lead to shift of focus from performance to presentation. The corporate HR Plan as we found is a strategic tool and must have some uniqueness every year. It should reflect seriousness of the HR team to help bottom-line of the organization without being any source of embarrassment for the top management. It should be transparent without any hidden agenda concerning the employees in general. To generate support from all corners and enhance buy-in of the Plan, it should be launched by CEO of the organization.
(Offline, Volume-5, No- 2, April 2008)
Indranil Banerjee is Manager (P&A), WB State Electricity Distribution Co. Ltd. Kolkata. He can be reached at indranil.hr@gmail.com
The views expressed above are the author’s own and does not necessarily purport to constitute an official position of Offline or MW.
As the business year has completed and the industry and the stakeholders are anxiously waiting for the results, the corporate world hardly has time to take rest, rather the honchos are gathered to develop new strategy to chalk out the corporate plan for new financial year. The corporate plan whether involving issues ranging from creation of a new image building drive or setting up of a new division or outsourcing of some non-core activities involve vital inputs from its HR department. To offer meaningful inputs in the business process of organization value chain during recent time the role of HR became noteworthy. HR just cannot remain isolated or behave like a mere headcount in the Corporate Think tank team. In order to ensure proper assimilation of Company objective with the aspiration of its people during recent past the need of a corporate plan for HR department of the organization has strongly been felt. Such plan if developed thoughtfully helps the organization to build its roadmap and thus may act as a useful strategic management tool. The following issues are required to be kept in mind at the time of developing plan to ensure its deliverable value.
· Role expectation of HRM wing :
The general expectation in corporate circles is to let HR perform its support service role, remain busy with people centric issues, maintain industrial peace and so on. Strangely, a good number of HR people are happily carrying out such maintenance role and thus when they look back find difficulty in counting one’s “Key Success Areas”. This issue becomes evident especially when they make self-assessment at the year-end. Finding very little alternative became force to express their performance for the preceding years only on generic terms. It is true that service role is important; rather it is the foundation on which business houses are built upon. But out of absolute volatile nature of stability of the business houses in this era of competition it is the need of the hour to look after the detail of deliverables rather than remain happy with doables only.
· Culture related issues :
HR often attributes lack of appropriate culture as the stumbling block for them to extend strategic support to the organization. They find difficulty in generating support whenever they come out with any proposition of change. Unless the Organization harness the HR philosophy how could one deliver? But rather than expecting somebody else to clear the path it would be better if HR itself shoulder this role. Definitely it is easy saying than practicing. But then, what is easy in this world – digging a well or opting for a vacation at space. If the organization could be focused with its target to acquire a definite part of pie of market share through its sales organization why not HR team would not strive for achieving desired level of cultural change indices. Even for choicest organization, there is a propensity to opt for professional service for culture survey without analyzing its utility value. If designed properly survey outcome may act as an important source of information but it would be futile if HR is not sincere to solve genuine people issues and mixes with all stakeholders.
· Customer orientation of HR :
To ensure that HR deliver on change initiatives processes the HR team is required to be exposed to both internal and external customers of the business house. It is required to act as a glue for cross functional alignment which may range from arranging cross functional meeting on Monday morning to participate Yoga class with all corner to mobilizing fund for marriage gift of employee ward. Other than transact Company policy with employee representative exchanging views on contemporary issues always add value for relationship building thus create a positive atmosphere for acceptance of change initiatives thus works excellently as Salesmanship. This is a phase where HR’ization of organizations’ IR department takes place and is viewed as a launching pad for building a learning and knowledge Organization.
· Alignment of organization goal to HRM function :
At the time of building corporate plan the HR team must be equipped with vital inputs of corporate objectives. Financial statements of the organization as well as its competitor, growth plan along the value chain and demographically, plan for capturing market share are a few illustrations which required being readily available to the top team of HR to work upon. In spite of imparting training on general topics like “Finance for non-finance executives” the top team preferably equipped by imparting industry specific training on “Interpretation of financial statement” and “Financial implication of HR Decision”. This initiative generally builds interest level for active participation of managers to the programme and helps to visualize Industry realities and appreciate issues while framing corporate plan.
· End-to-end architecture of plan :
Generally, Organization plans for setting target. Once the year ends effort of going for another round of target setting drive may turn to be futile if we not look back. It is worthwhile first to study previous years’ Corporate plan, check out the goal set, measure the achievement made, analyze the gap, if any, and cause thereof and once these processes are over then only plan for setting target for next year.
· Measuring Indices :
We all know – if we are not planning for success, we are simply planning for failure. To check out our wards performance we anxiously look for school annual report, before make investment decision look for Company balance sheet. It is time to consider that if measurement process is accepted practice for judging value contribution at every walk of life why the same is relevant for HR. Similarly, if compensation is determined for every additional number of units sold by a salesman why the same analogy is not applicable for HR. Here lies the importance of measurement. However, before we develop a measurement system it is imperative to know what to measure and then derive the inherent how part. These days it has become one significant issue for corporate to address. Whenever we check up for revamping our existing measurement system it should be remembered that Measurement is a key driver for performance and not the Performance itself. Also at the time deriving corporate plan the periodical benchmarking of individual HR process necessarily be aligned to get best result out of the plan. The HR team preferably must develop its own system of measurement and thus needs to be provided with relevant software and desired training for this purpose.
· Transaction approach :
Normally, cascading of management decision run down the hierarchy and thus essentially a Top-down process. There is common grievance of the operating level management regarding unilateral approach of top management of imposing decision to execute without assessing prevailing ground realities and thus advocate for Bottom up approach. Providing democratic platform for operating level Manager to encourage information flow to reach to a decision is welcome but the issues cannot be left to mercy of individual wishes and proposition. A sensible balance of both approach make the corporate plan realistic and contribute significantly not only to express comprehensive mission statement of the HR organization but also act as a control devise.
· Level of specialization :
HR is not administration but definitely has evolved out of administration. The HR started with its welfare role and significantly moved to the direction of employee development for better productivity. At the time of holding corporate plan meeting it is also advantageous to have the generalist people of administration, sharing the corporate objectives and funding issue. Many a time HR thinks due to lack of administrative support the best of plan remained non-implemented. Thus, it is worthwhile to discuss budget constraints and implementation timeline for individual agenda. While handling HR specialization initiatives like Training & Development, it is worthwhile to keep the long-term objectives of the Organization in mind. Similarly, issues related to Compensation & Benefits need to be dealt after comprehensive study of available salary survey of the industry and contemporary HR market. The robust Performance Management linked with C&B and T&D are guiding factors of Talent management practice and thus is helpful as attrition control device. There is a general propensity to undermine the Personnel Service function although it delivers the final product. It is true that now-a-days the companies are forging ahead to reach absolute specialization but what is the use of designing great HR policies if the same is not implemented and the benefit are not passed onto the all stakeholder. The spirit should be acknowledging the contribution of Personnel Service provider at operating level and request for their support for future implementation.
· Conclusion :
If the corporate plan of the organization is considered as part of initiation of scheduling project the same analogy is equally applicable for HR plan too. The process should ideally be started by mid March and finalized by mid April and communicated across the organization in a documented manner, which would work as guiding principle to achieve corporate HR goal. Recently across the corporate corner there is hue & cry to implement Balance Scorecard. More specific HR Scorecard is also floating. The scorecard an internal control devises works as motivator if properly displayed for both internal and external customer. It may have a significant impact for large diversified complex organization. However it would be a prudent step to check up relevancy of same for smaller organization. The experience says much effort on measurement may lead to shift of focus from performance to presentation. The corporate HR Plan as we found is a strategic tool and must have some uniqueness every year. It should reflect seriousness of the HR team to help bottom-line of the organization without being any source of embarrassment for the top management. It should be transparent without any hidden agenda concerning the employees in general. To generate support from all corners and enhance buy-in of the Plan, it should be launched by CEO of the organization.
(Offline, Volume-5, No- 2, April 2008)
Indranil Banerjee is Manager (P&A), WB State Electricity Distribution Co. Ltd. Kolkata. He can be reached at indranil.hr@gmail.com
The views expressed above are the author’s own and does not necessarily purport to constitute an official position of Offline or MW.
Thursday, March 27, 2008
One India?
Some months ago a leading newsweekly of the country reported how more and more of India’s young were building their support systems outside the family. The phenomenon is catching on like wildfire all over the place. Networking and support systems have turned a full circle in India today.
While we read gory stories of the unscrupulous landlord from Howrah, (the ex-Sheffield of India), dispersing tenants through Liquefied Petroleum gas; there is another, confident, young India emerging and working on a whole new value system. You will see this young India in departmental stores, malls, and multiplexes… and even on the road. Are we seeing two Indias then making a satire of the much-touted “official” one liner: One India?
I noted with amazement the predicament of a family wherein first cousins (all aged below 25) working with blue-chip companies or into some successful entrepreneurial activity networking among each other while their 50+ fathers tearing each other apart over property issues and sundry.
Again, I know of a “heritage” family of Kolkata with property valued at several hundred crores where one of the guys who went to school with me is refreshingly, not sitting on “Income from Property” and running a successful export business since the past 10 years.
And then there is another instance of a superrich 60+ father who actually wants to see from heaven his two sons “fight it out” for his long list of movable and immovable assets! One of the sons, in his early 30s (and an acquaintance) and his lovely wife (working with a private financial institution and whom he married against the consent of his folks five years back) is going on his own trying to make a mark in real estate business.
As the proportion of the ageing workforce increases by the day and the demand for younger people with new age skills on the rise (in fact the demand is even more because a small section of the young has the requisite skills) intellectual clashes between the redundant oldie versus new skills acquiesced rookie (mind you I am not just talking about IT skills…in the new economy skills like PR and Gab are in as much demand) are growing. The retired and retiring sections are casting aspersions at the fast changing lifestyles of the “knowledge” workforce.
Intellectual alignment with senior members of the family is hard to come by these days. In this changing scenario, India’s young is holding on to friends, peers and colleagues and interestingly…ladies and gentlemen in their age group from the extended family/relative circuit who a decade ago were “out of bounds” in terms of the whereabouts of a person.
There are cries of “injustice/unfair” from sections of the ageing workforce. They are through with their prime- an age where moneymaking was sacrilege both by government and society. It is therefore natural that they would view the spending spree or the lifestyles of the younger folk with contempt. The idea is not to universalize; many are actually coming to terms with demands of the new world order. My hair rose up when a relative (in his late 50s) expressed vehement interest to work in a call center after his retirement, in under two years but such cases are a rarity.
There’s intellectual clash with regards to how warring sections view (even on) compliance to matters of taxation and issues of black and white money. There’s the “corrupt” 40 or 50 something trader in the locality; (interestingly, he too gets benefited by the real estate boom), takes up, “promoting” as a side business, albeit mostly with unaccounted money. His potential customers are of course also products of the old economy who would again buy mostly with unaccounted money.
The professional of new India would instead approach a credible project and seek suitable home loan or put up in company housing.
The confident young man or woman is again sinned for “obnoxious” display of affluence or “opulence”.
How would the 2020 nation reconcile these two Indias finally? Is it like Test Cricket vs One Day vs 2020; or ICL vs IPL? In Bangalore there are two kinds of prices for the oldie and rookie for buying fruits and vegetables from the market. Nobody seems to be complaining.
And where does the concept of “One India” in letter and spirit go from here?
As I was adding final touches to this write up I get a whole new dimension to complicate the analysis further: the techie from one of India’s top IT companies killing his wife suspecting her of having an extra marital affair…Reconciling events and issues is becoming tougher by the day in India today with new dimensions being added every other day. Analyses have just begun.
(Rajib Kumar, Offline Vol 5, Issue-1, March 2008)
While we read gory stories of the unscrupulous landlord from Howrah, (the ex-Sheffield of India), dispersing tenants through Liquefied Petroleum gas; there is another, confident, young India emerging and working on a whole new value system. You will see this young India in departmental stores, malls, and multiplexes… and even on the road. Are we seeing two Indias then making a satire of the much-touted “official” one liner: One India?
I noted with amazement the predicament of a family wherein first cousins (all aged below 25) working with blue-chip companies or into some successful entrepreneurial activity networking among each other while their 50+ fathers tearing each other apart over property issues and sundry.
Again, I know of a “heritage” family of Kolkata with property valued at several hundred crores where one of the guys who went to school with me is refreshingly, not sitting on “Income from Property” and running a successful export business since the past 10 years.
And then there is another instance of a superrich 60+ father who actually wants to see from heaven his two sons “fight it out” for his long list of movable and immovable assets! One of the sons, in his early 30s (and an acquaintance) and his lovely wife (working with a private financial institution and whom he married against the consent of his folks five years back) is going on his own trying to make a mark in real estate business.
As the proportion of the ageing workforce increases by the day and the demand for younger people with new age skills on the rise (in fact the demand is even more because a small section of the young has the requisite skills) intellectual clashes between the redundant oldie versus new skills acquiesced rookie (mind you I am not just talking about IT skills…in the new economy skills like PR and Gab are in as much demand) are growing. The retired and retiring sections are casting aspersions at the fast changing lifestyles of the “knowledge” workforce.
Intellectual alignment with senior members of the family is hard to come by these days. In this changing scenario, India’s young is holding on to friends, peers and colleagues and interestingly…ladies and gentlemen in their age group from the extended family/relative circuit who a decade ago were “out of bounds” in terms of the whereabouts of a person.
There are cries of “injustice/unfair” from sections of the ageing workforce. They are through with their prime- an age where moneymaking was sacrilege both by government and society. It is therefore natural that they would view the spending spree or the lifestyles of the younger folk with contempt. The idea is not to universalize; many are actually coming to terms with demands of the new world order. My hair rose up when a relative (in his late 50s) expressed vehement interest to work in a call center after his retirement, in under two years but such cases are a rarity.
There’s intellectual clash with regards to how warring sections view (even on) compliance to matters of taxation and issues of black and white money. There’s the “corrupt” 40 or 50 something trader in the locality; (interestingly, he too gets benefited by the real estate boom), takes up, “promoting” as a side business, albeit mostly with unaccounted money. His potential customers are of course also products of the old economy who would again buy mostly with unaccounted money.
The professional of new India would instead approach a credible project and seek suitable home loan or put up in company housing.
The confident young man or woman is again sinned for “obnoxious” display of affluence or “opulence”.
How would the 2020 nation reconcile these two Indias finally? Is it like Test Cricket vs One Day vs 2020; or ICL vs IPL? In Bangalore there are two kinds of prices for the oldie and rookie for buying fruits and vegetables from the market. Nobody seems to be complaining.
And where does the concept of “One India” in letter and spirit go from here?
As I was adding final touches to this write up I get a whole new dimension to complicate the analysis further: the techie from one of India’s top IT companies killing his wife suspecting her of having an extra marital affair…Reconciling events and issues is becoming tougher by the day in India today with new dimensions being added every other day. Analyses have just begun.
(Rajib Kumar, Offline Vol 5, Issue-1, March 2008)
Thursday, October 04, 2007
Text of the MW CEO Rajib Kumar's welcome address at the MW Anniversary Debate 2007
Respected Sheriff of Kolkata, Guest of Honor, Distinguished Speakers, Moderator Sir, Guests, Members of the MW Board of Advisors:
A Very Good Afternoon and a warm welcome to all of you on our 7th Anniversary.
Material World instituted the MW Anniversary Debate in year 2004 in keeping with our vision of a consulting house with a social commitment. Through this annual event along with our other events, our e-zine, our blogs we have endeavored to put forth for discussion issues of industrial and social importance envisaging an audience that would challenge each other intellectually and foster growth through ideas generating therein.
While making available our knowledge to address needs of our varied clientele-be it in areas of executive search and executive value addition along with our recently taken up one umbrella support services for US aspirants in association of the Indus Foundation, USA we have been trying relentlessly to influence decision makers in the circuit so that we can live in an environment which is more intellectually challenging.
MW has neither the dedicated readership base of a publication nor the numbers might of a professional association. In the process of our mission of greater societal and industrial benefit through our services and our vision of influencing decision making we also have to present ourselves a brand which has a profit and loss account to take care of and not surpluses.
Ladies and Gentlemen: Let me dwell on the motion for a couple of minutes, with your permission.
I attained a small part of my higher education in an overseas nation, US, to be specific, in the early 90s…. at that stage the very going to the land of opportunities was an achievement for me.
My take off from the then Dum Dum Airport had a theatric overtone… I was denied visa on Day 1; granted on Day 3 and I was off on Day 4…. I was still shopping in the afternoon on the day I was to board the Air India flight to Chicago.
It was a never-ending flight all of 36 hours what with a bizarre route…. Calcutta to Bombay; Bombay to Delhi; Delhi to London; London to New York; New York to Chicago; Chicago to Toledo…New York to Toledo.
Well Toledo was quite a comedown from the overnight stay in New York City what will dry barren mid western land and huge pick up trucks.
I slit opened the tea bag when it was meant to be dipped; I was perplexed at my American friends addressing the 60 something math professor by his first name and I was curious why my hosts drank their “pop” which was the mid western colloquy equivalent to soft drinks with lots of ice.
Overseas education is a dream of many a student in today’s competitive world. The various benefits, which a student gains through overseas education apparently gives them an edge over others. Overseas education has the potential of transforming lives. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package for the prospective employers.
Again, that is not to suggest that the decision to opt for overseas education is way out of all woes as perceived by some. Overseas education, with all the associated benefits like better career prospect and a wider perspective of life is also pregnant with the potential of jeopardizing a career if an impressionable mind fails to overcome the stress involved in living life all by oneself in the fast lane.
Again, in an era where international degrees area available right here in India where does overseas education stand?
While trying to make a case for a print media tie up with a leading daily in town, albeit unsuccessfully I was repeatedly confronted by a question as to why we were organizing this debate…
I’ll sign off with an answer to my young interviewers:
We want you to form an independent opinion on this subject and it is our hope that through the deliberations of our distinguished speakers shall aid you in this process.
Phew…aligning this annual debate has always been difficult. Our role as a facilitator well and truly in place.
(Sligted edited from the actual address. The above does not necessarily purport to constitute an official position of the Material World Group)
A Very Good Afternoon and a warm welcome to all of you on our 7th Anniversary.
Material World instituted the MW Anniversary Debate in year 2004 in keeping with our vision of a consulting house with a social commitment. Through this annual event along with our other events, our e-zine, our blogs we have endeavored to put forth for discussion issues of industrial and social importance envisaging an audience that would challenge each other intellectually and foster growth through ideas generating therein.
While making available our knowledge to address needs of our varied clientele-be it in areas of executive search and executive value addition along with our recently taken up one umbrella support services for US aspirants in association of the Indus Foundation, USA we have been trying relentlessly to influence decision makers in the circuit so that we can live in an environment which is more intellectually challenging.
MW has neither the dedicated readership base of a publication nor the numbers might of a professional association. In the process of our mission of greater societal and industrial benefit through our services and our vision of influencing decision making we also have to present ourselves a brand which has a profit and loss account to take care of and not surpluses.
Ladies and Gentlemen: Let me dwell on the motion for a couple of minutes, with your permission.
I attained a small part of my higher education in an overseas nation, US, to be specific, in the early 90s…. at that stage the very going to the land of opportunities was an achievement for me.
My take off from the then Dum Dum Airport had a theatric overtone… I was denied visa on Day 1; granted on Day 3 and I was off on Day 4…. I was still shopping in the afternoon on the day I was to board the Air India flight to Chicago.
It was a never-ending flight all of 36 hours what with a bizarre route…. Calcutta to Bombay; Bombay to Delhi; Delhi to London; London to New York; New York to Chicago; Chicago to Toledo…New York to Toledo.
Well Toledo was quite a comedown from the overnight stay in New York City what will dry barren mid western land and huge pick up trucks.
I slit opened the tea bag when it was meant to be dipped; I was perplexed at my American friends addressing the 60 something math professor by his first name and I was curious why my hosts drank their “pop” which was the mid western colloquy equivalent to soft drinks with lots of ice.
Overseas education is a dream of many a student in today’s competitive world. The various benefits, which a student gains through overseas education apparently gives them an edge over others. Overseas education has the potential of transforming lives. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package for the prospective employers.
Again, that is not to suggest that the decision to opt for overseas education is way out of all woes as perceived by some. Overseas education, with all the associated benefits like better career prospect and a wider perspective of life is also pregnant with the potential of jeopardizing a career if an impressionable mind fails to overcome the stress involved in living life all by oneself in the fast lane.
Again, in an era where international degrees area available right here in India where does overseas education stand?
While trying to make a case for a print media tie up with a leading daily in town, albeit unsuccessfully I was repeatedly confronted by a question as to why we were organizing this debate…
I’ll sign off with an answer to my young interviewers:
We want you to form an independent opinion on this subject and it is our hope that through the deliberations of our distinguished speakers shall aid you in this process.
Phew…aligning this annual debate has always been difficult. Our role as a facilitator well and truly in place.
(Sligted edited from the actual address. The above does not necessarily purport to constitute an official position of the Material World Group)
MATERIAL WORLD ANNIVERSARY DEBATE 2007- A Report
In his welcome address Rajib Kumar, CEO, Material World shared some lighter moments of his stay in the United States. He listed the advantages and disadvantages associated with getting educated overseas. In an era where international degrees are available right here in India where exactly does overseas education stand? Kumar invited the distinguished panel to deliberate on this.
Inaugurating the anniversary celebrations Rathin Datta, Sheriff of Kolkata said he had an “institutional interest” in the topic in light of his association with the Indian Institute of Management.
Guest of Honor Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry said that we (in India) do not have enough good learning institutions and that we desperately needed to upgrade the quality of our higher education.
Dr. Anuradha Das, Principal, Calcutta International School said a large percentage of students from her school go abroad for higher studies. She was therefore speaking from that perspective (and experience). Overseas education gives a lot of flexibility and a greater level of confidence to students with which they can come out as winners in professional and personal life. She mentioned the very admission process in overseas institutions is a lesson in time and stress management.
Prof Ananya Chakraborty, Professor In Charge, Departments of Journalism and Film Studies, St. Xavier’s College countered Das’s assertion. "What is the percentage of population going abroad for education? How many can afford overseas education in India?" she asked. This was essentially a luxury of the elite she asserted. Chakraborty mentioned that he knew people who went abroad for education and experienced immense trauma in their 1st year- “uprooted from their own culture”. They experienced not only geographical alienation but also alienation within the student community she asserted.
Dr. Sushanto Banerjee, Director of the American Center Library at Kolkata countered Chakraborty’s assertion that students get traumatized in foreign nations. Students are given full orientation before they begin their stay he reassured the house. Banerjee mentioned that the demand of getting educated in the US is so high that it is difficult to find a space to sit in the United States Educational Foundation in India. He said, currently, there are about 76,000 students from India in institutions in the US. He cited examples of Prof Amartya Sen, Prannoy Roy and Azim Premji all of who excelled, he said, with the help of the education they attained in overseas nations. Through overseas education one becomes a “complete man” Banerjee opined. Political interference in educational institutions in India was rampant Banerjee said. There are good institutions in India like the IITs, IIMs or ISIs but very few can get in these the ex-ISI noted.
Sushmita Chakraborty, English teacher of La Martinere for Boys analyzing the motion said with the medium of Internet at everybody’s access level- why would one have to venture outside to gain information or know about other cultures? She said though she too spent an extended period of time in the UK for her education she feels it is not a “necessity”. “Its not air, water or shelter” she quipped. Sushmita paralleled overseas education with a mobile phone with “added features”. A mobile phone is a necessity today but a mobile phone set with added features like camera, megapixel, MP3 Player etc and so on is a luxury.
Dr. Das said overseas education empowers the student to choose what he or she wants to learn. She cited the example of the year’s ISC topper who gave the IITs a miss and went to Singapore for higher education. “We must value the decision of a topper,” Dr. Das told the house building a strong case in favor of the motion.
Ananya Chakraborty wondered if overseas education was that great why are medical and business establishments in countries like United States still dominated by Indians and Pakistanis? Where are the “complete” men? Countering Sushanto Banerjee’s example of Amartya Sen, Chakraborty said Sen’s roots are firmly here. “Amartya Sen has not given up his Indian citizenship,” she reminded her worthy opponents. Chakraborty was critical about the American system for international students. The visa fees, fees of TOEFL are exorbitant she opined. The system, she felt was not transparent and all this was a “huge source of income”. She also questioned the justifiability of taking the TOEFL for a Masters in English. “I do not see those long cues in front of the American consulate any more” Chakraborty commented.
Dr. Sushanto Banerjee said gone is the age of Nalanda University. Most campuses in India lack basic technologies like Wi Fi. Contrary to the conventional wisdom and views of his opponents, Banerjee mentioned that many students are going overseas from middle class families with the help of financial aid from US universities and funding agencies. He cited the example of the son of driver at the American center who made it to the US with the help of scholarship assistance.
Veteran PR and Media personality Biswajit Matilal was the moderator.
The House remained divided on the issue. The Motion, therefore, remain open ended.
(Editorial Team, Offline)
Inaugurating the anniversary celebrations Rathin Datta, Sheriff of Kolkata said he had an “institutional interest” in the topic in light of his association with the Indian Institute of Management.
Guest of Honor Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry said that we (in India) do not have enough good learning institutions and that we desperately needed to upgrade the quality of our higher education.
Dr. Anuradha Das, Principal, Calcutta International School said a large percentage of students from her school go abroad for higher studies. She was therefore speaking from that perspective (and experience). Overseas education gives a lot of flexibility and a greater level of confidence to students with which they can come out as winners in professional and personal life. She mentioned the very admission process in overseas institutions is a lesson in time and stress management.
Prof Ananya Chakraborty, Professor In Charge, Departments of Journalism and Film Studies, St. Xavier’s College countered Das’s assertion. "What is the percentage of population going abroad for education? How many can afford overseas education in India?" she asked. This was essentially a luxury of the elite she asserted. Chakraborty mentioned that he knew people who went abroad for education and experienced immense trauma in their 1st year- “uprooted from their own culture”. They experienced not only geographical alienation but also alienation within the student community she asserted.
Dr. Sushanto Banerjee, Director of the American Center Library at Kolkata countered Chakraborty’s assertion that students get traumatized in foreign nations. Students are given full orientation before they begin their stay he reassured the house. Banerjee mentioned that the demand of getting educated in the US is so high that it is difficult to find a space to sit in the United States Educational Foundation in India. He said, currently, there are about 76,000 students from India in institutions in the US. He cited examples of Prof Amartya Sen, Prannoy Roy and Azim Premji all of who excelled, he said, with the help of the education they attained in overseas nations. Through overseas education one becomes a “complete man” Banerjee opined. Political interference in educational institutions in India was rampant Banerjee said. There are good institutions in India like the IITs, IIMs or ISIs but very few can get in these the ex-ISI noted.
Sushmita Chakraborty, English teacher of La Martinere for Boys analyzing the motion said with the medium of Internet at everybody’s access level- why would one have to venture outside to gain information or know about other cultures? She said though she too spent an extended period of time in the UK for her education she feels it is not a “necessity”. “Its not air, water or shelter” she quipped. Sushmita paralleled overseas education with a mobile phone with “added features”. A mobile phone is a necessity today but a mobile phone set with added features like camera, megapixel, MP3 Player etc and so on is a luxury.
Dr. Das said overseas education empowers the student to choose what he or she wants to learn. She cited the example of the year’s ISC topper who gave the IITs a miss and went to Singapore for higher education. “We must value the decision of a topper,” Dr. Das told the house building a strong case in favor of the motion.
Ananya Chakraborty wondered if overseas education was that great why are medical and business establishments in countries like United States still dominated by Indians and Pakistanis? Where are the “complete” men? Countering Sushanto Banerjee’s example of Amartya Sen, Chakraborty said Sen’s roots are firmly here. “Amartya Sen has not given up his Indian citizenship,” she reminded her worthy opponents. Chakraborty was critical about the American system for international students. The visa fees, fees of TOEFL are exorbitant she opined. The system, she felt was not transparent and all this was a “huge source of income”. She also questioned the justifiability of taking the TOEFL for a Masters in English. “I do not see those long cues in front of the American consulate any more” Chakraborty commented.
Dr. Sushanto Banerjee said gone is the age of Nalanda University. Most campuses in India lack basic technologies like Wi Fi. Contrary to the conventional wisdom and views of his opponents, Banerjee mentioned that many students are going overseas from middle class families with the help of financial aid from US universities and funding agencies. He cited the example of the son of driver at the American center who made it to the US with the help of scholarship assistance.
Veteran PR and Media personality Biswajit Matilal was the moderator.
The House remained divided on the issue. The Motion, therefore, remain open ended.
(Editorial Team, Offline)
Friday, September 28, 2007
MATERIAL WORLD ANNIVERSARY DEBATE 2007
RAJIB KUMAR, CEO, MATERIAL WORLD GROUP DELIVERING THE WELCOME ADDRESS
Monday, August 13, 2007
Material World Anniversary Debate 2007
OFFICIAL RADIO SPONSOR .jpg)
Overseas Education: Luxury, Then; Necessity, Now
Overseas education is a dream of every student in today’s competitive world. The multiple benefits which a student gains through such education gives them an edge over others. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package which is often of special interest to future employers. However, before a student endeavors to opt for overseas education he or she must make sure that there are genuine and positive reasons to do so. One must never think of this option to run away from certain issues; as a student may have to go through few stressful moments too while studying abroad.
With all the advantages associated with overseas education, one has to remember a few things the other way round. International Education is now available right here in India. Degrees of various foreign universities are available in India and what’s more at a quarter of the price the student would end up spending at an overseas location.
Education overseas also exposes candidates to alien cultures, which may sometimes be not just a stressful exercise but also a traumatic one. On the other hand a large number of young people fail to handle the newly earned “freedoms” of stay in a Western nation and their careers plummet to the point of no return.
Dr. S. Banerjee, Director, Library Services, American Resource Center, Kolkata
Mr. S. Chakraborty, Principal, La Martiniere for Boys, Kolkata
Prof Ananya Chakraborty, Professor in Charge, Departments of Journalism and Film Studies, St. Xavier's College, Kolkata
Mr. Biswajit Matilal, General Manager (Public Relations & Advertising), Birla Corporation (Moderator) & Advisor, MW
Mr. Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry (Guest of Honor)
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Overseas Education: Luxury, Then; Necessity, Now
Overseas education is a dream of every student in today’s competitive world. The multiple benefits which a student gains through such education gives them an edge over others. The international exposure one gets makes a student competent enough to face the increasing demand of knowledge and skills and present themselves as a complete package which is often of special interest to future employers. However, before a student endeavors to opt for overseas education he or she must make sure that there are genuine and positive reasons to do so. One must never think of this option to run away from certain issues; as a student may have to go through few stressful moments too while studying abroad.
International exposure, Opportunities across the globe, Better career prospects, Multi-cultural experience are just a cross section of the multiple benefits of overseas education.
With all the advantages associated with overseas education, one has to remember a few things the other way round. International Education is now available right here in India. Degrees of various foreign universities are available in India and what’s more at a quarter of the price the student would end up spending at an overseas location.
Education overseas also exposes candidates to alien cultures, which may sometimes be not just a stressful exercise but also a traumatic one. On the other hand a large number of young people fail to handle the newly earned “freedoms” of stay in a Western nation and their careers plummet to the point of no return.
Again, critics of overseas education point out the notion of “Rome and Roman” citing that our education system, despite its drawbacks is best suited to local needs. For instance, the liberal arts curriculum of western nations is viewed, as “irrelevant” in the Indian context as such in depth exposure in subjects outside the area of specialization is “unnecessary” and “wastage of time” feel some education experts.
In the age of globalization has overseas education become a necessity or as Dominoes India makes sure it has a kebab on its pizza, shall “Indiansed” education stand out in the years ahead?
The Material World Anniversary Debate 2007 panel shall deliberate on September 1, 2007
(With inputs from the World Wide Web)
The Material World Anniversary Debate 2007 panel shall deliberate on September 1, 2007
(With inputs from the World Wide Web)
The Panel *
Dr. S. Banerjee, Director, Library Services, American Resource Center, Kolkata
Mr. S. Chakraborty, Principal, La Martiniere for Boys, Kolkata
Prof Ananya Chakraborty, Professor in Charge, Departments of Journalism and Film Studies, St. Xavier's College, Kolkata
Mr. Biswajit Matilal, General Manager (Public Relations & Advertising), Birla Corporation (Moderator) & Advisor, MW
Mr. Khokan Mookerji, Secretary General, Bengal Chambers of Commerce and Industry (Guest of Honor)
*not comprehensive
Wednesday, June 27, 2007
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Tuesday, May 29, 2007
The State of the State's Mind
Exploring a sudden spurt of aggression in the native’s behavior pattern
RAJIB KUMAR
It felt good to note that a leading Kolkata newspaper has at last taken note of the growing intolerance and aggressive behavior among the state’s citizens. I recall having briefly dwelt on this subject in these columns some months back.
Attitudinal changes are most often a result of multiple factors. We have consciously or subconsciously come to celebrate aggression. Whether it is the bowlers running down the pitch toward the batsmen or movie stars stalking co actors, deep down we have come to emulate our more “aggressive” celebrities…whether it is the shirt flinging Prince of Kalkuta or the topless Salman Khan.
As I pen these thoughts I have in front of me the morning’s papers reporting a case of wrongful confinement of a teenager girl role-playing domestic help. The poor fella apparently was made to toil in darkness and without fan from morning till late in the evening till her 30 something owners, a working couple, would get back from work.
Every other family I encounter in recent times tends to have a story or two to relate on domestic violence or terrorism.
The other day while coming out of a police station on B T Road, reporting a taxi who rammed our car my colleague and I were astonished to bump into a couple in their late 30s rushing to the officer on duty, blood stains all over their clothes and blood gushing out from some parts of their body: a case of domestic violence/terrorism.
Why are we encountering a situation where incidents like these including ones where young people are resorting to physical assault leading to incidents as hair raising as severe injury culminating in death on such trivia as loss in a game of cricket?
One argument that holds some credence is that while these went unreported until recently, thanks to a dozen TV news channels and an equal number of newspapers private have put our hitherto “private” drawing rooms under the scanner.
How far is the above assessment correct?
Viewing this from a different angle: people of this state have been traditionally the emotional kind, what with a creative bend of the mind above the national per capita; the bhadralok, therefore, has been less of aggression and its increased intensity in recent times has been almost unheard of in the past.
Well, we’ve had one Bantala some 15 years ago where a lady officer of UNICEF was subject to an act of medieval barbarianism. Again, political party or ideologue based hooliganism have been a staple diet. These, however, at best have been stray incidents or not necessarily reflective of societal behavioral patterns as a whole or a personality trait of the average native. In fact, the Bengali was until recently viewed as “extremely polite and gentle, accommodating and compromising and (even) to some extent submissive” by his non-Bengali brethren within and outside the state.
As HR Professionals, our adoration of competency mapping questionnaires notwithstanding it has become pertinent that we be appreciative of changing social trends and fads as employee attitude cannot be interpreted in isolation; in other words, without encompassing the proverbial “social animal” parameter (without sparking off another debate between the schools of psychology).
In subsequent editions of Offline we shall be talking to ladies and gentlemen across the social and professional spectrum in an effort to find some clue to this changing psyche. We encourage you, the reader, to share your views and experiences as my colleagues and I endeavor to probe deeper into the state of state’s mind. You may please send your views to rajib.kumar@materialworldind.com or offline@materialworldind.com
(Offline, Volume-4, No- 11, May 2007)
RAJIB KUMAR
It felt good to note that a leading Kolkata newspaper has at last taken note of the growing intolerance and aggressive behavior among the state’s citizens. I recall having briefly dwelt on this subject in these columns some months back.
Attitudinal changes are most often a result of multiple factors. We have consciously or subconsciously come to celebrate aggression. Whether it is the bowlers running down the pitch toward the batsmen or movie stars stalking co actors, deep down we have come to emulate our more “aggressive” celebrities…whether it is the shirt flinging Prince of Kalkuta or the topless Salman Khan.
As I pen these thoughts I have in front of me the morning’s papers reporting a case of wrongful confinement of a teenager girl role-playing domestic help. The poor fella apparently was made to toil in darkness and without fan from morning till late in the evening till her 30 something owners, a working couple, would get back from work.
Every other family I encounter in recent times tends to have a story or two to relate on domestic violence or terrorism.
The other day while coming out of a police station on B T Road, reporting a taxi who rammed our car my colleague and I were astonished to bump into a couple in their late 30s rushing to the officer on duty, blood stains all over their clothes and blood gushing out from some parts of their body: a case of domestic violence/terrorism.
Why are we encountering a situation where incidents like these including ones where young people are resorting to physical assault leading to incidents as hair raising as severe injury culminating in death on such trivia as loss in a game of cricket?
One argument that holds some credence is that while these went unreported until recently, thanks to a dozen TV news channels and an equal number of newspapers private have put our hitherto “private” drawing rooms under the scanner.
How far is the above assessment correct?
Viewing this from a different angle: people of this state have been traditionally the emotional kind, what with a creative bend of the mind above the national per capita; the bhadralok, therefore, has been less of aggression and its increased intensity in recent times has been almost unheard of in the past.
Well, we’ve had one Bantala some 15 years ago where a lady officer of UNICEF was subject to an act of medieval barbarianism. Again, political party or ideologue based hooliganism have been a staple diet. These, however, at best have been stray incidents or not necessarily reflective of societal behavioral patterns as a whole or a personality trait of the average native. In fact, the Bengali was until recently viewed as “extremely polite and gentle, accommodating and compromising and (even) to some extent submissive” by his non-Bengali brethren within and outside the state.
As HR Professionals, our adoration of competency mapping questionnaires notwithstanding it has become pertinent that we be appreciative of changing social trends and fads as employee attitude cannot be interpreted in isolation; in other words, without encompassing the proverbial “social animal” parameter (without sparking off another debate between the schools of psychology).
In subsequent editions of Offline we shall be talking to ladies and gentlemen across the social and professional spectrum in an effort to find some clue to this changing psyche. We encourage you, the reader, to share your views and experiences as my colleagues and I endeavor to probe deeper into the state of state’s mind. You may please send your views to rajib.kumar@materialworldind.com or offline@materialworldind.com
(Offline, Volume-4, No- 11, May 2007)
Monday, April 30, 2007
To Appraise Or Not To Appraise
To Appraise Or Not To Appraise
RAJIB KUMAR
Exploring the sensitive gamut of faculty evaluation by students
The other day there was a brawl at the quarterly faculty meeting of a leading management institute on the sensitive issue of introduction of faculty evaluation by students.
Two senior academicians got into a heated debate; “Some 20,000 students are getting into WBUT affiliated institutions every year now…do you know what kind of students are getting in…you want them to evaluate me? Excuse me…” one thundered at another.
I listened with interest the passionately expressed views of the 60 something professor whose lectures I had attended some 15-20 years back. Surely he had a point. After all, our educational systems are a different ball game and it would be suicidal to implement predominantly western models like these before careful introspection.
Faculty evaluation forms at the end of every course every quarter end has been a regular feature in the United States for more than two decades now. In small and mid sized American private universities and colleges one particular faculty member designs his or her own programs; he then delivers the same and finally assesses student knowledge intake –before that he or she also has to choose an appropriate mode of doing so…. with such an expanse…all the more reason why an appraisal is required perhaps!
On completion of the course, students assess the program as well as the delivery skills of the faculty. Students may decide to remain confidential. The forms are filled up on the last class day and then one particular student collects all the forms; puts them into an envelope, duly seals it and ferries it over to the Dean’s (Academic Affairs) office or uses the campus mail room service to do the needful.
The importance of student feedback should never be undermined; after all they are the customers of our product. The success and failure levels of a faculty, unless under certain extraordinary circumstances (eg. unpopular decisions like frequent class tests or disciplinary action for sidetalking etc) should in all probability be quantified in terms of the success and failure of the students. After all don’t we contemplate on changing the home tutor of our ward if he or she gets a lesser grade in the exam than what is expected of him or her?
Students may often tend to judge a teacher based on so called “extraneous” criteria like her attire, his or her presentability, accent, the extent of his or her IT savvy ness etc. I have the views of a Chennai based lady faculty expressed in a recent edition of the National HRD Network Journal at hand. But the question is can we call these “extraneous” anymore?
Personality Development & Grooming have become a mandatory requisite for even Chartered Accountants, leave alone management students who are anyways expected to be suave. Just like a doctor must take care of his own health first, we, faculty members, need to equip ourselves with all these new age skills known by a variety of names-soft, finishing school, multi tasking and what not.
In my opinion, at the end of the day a performance appraisal of a faculty person must incorporate methods normally associated with appraising a corporate executive as well; namely, self-appraisal, peer evaluation and immediate superior evaluation addressing the needs of 360°
In addition, the faculty’s involvement in research and publication must also be an important component in the entire process. Faculty members must be constantly encouraged to write whether for the in house newsletter or relevant fraternity journals.
Whether we like it or not student feedback systems should be a part of the system but it should definitely have its “checks and balances” so that a bad fish or two do not misuse the system to settle personal scores with a faculty member. The final appraiser must carefully review the grades or comments made and try to first interpret any grossly adverse feedback in terms of real “extraneous” factors- disciplinary standards set by the faculty, the student evaluator’s personal records on absenteeism, performance in other classes, general attitude etc.
(Offline, Volume-5, No- 4, April 2007)
RAJIB KUMAR
Exploring the sensitive gamut of faculty evaluation by students
The other day there was a brawl at the quarterly faculty meeting of a leading management institute on the sensitive issue of introduction of faculty evaluation by students.
Two senior academicians got into a heated debate; “Some 20,000 students are getting into WBUT affiliated institutions every year now…do you know what kind of students are getting in…you want them to evaluate me? Excuse me…” one thundered at another.
I listened with interest the passionately expressed views of the 60 something professor whose lectures I had attended some 15-20 years back. Surely he had a point. After all, our educational systems are a different ball game and it would be suicidal to implement predominantly western models like these before careful introspection.
Faculty evaluation forms at the end of every course every quarter end has been a regular feature in the United States for more than two decades now. In small and mid sized American private universities and colleges one particular faculty member designs his or her own programs; he then delivers the same and finally assesses student knowledge intake –before that he or she also has to choose an appropriate mode of doing so…. with such an expanse…all the more reason why an appraisal is required perhaps!
On completion of the course, students assess the program as well as the delivery skills of the faculty. Students may decide to remain confidential. The forms are filled up on the last class day and then one particular student collects all the forms; puts them into an envelope, duly seals it and ferries it over to the Dean’s (Academic Affairs) office or uses the campus mail room service to do the needful.
The importance of student feedback should never be undermined; after all they are the customers of our product. The success and failure levels of a faculty, unless under certain extraordinary circumstances (eg. unpopular decisions like frequent class tests or disciplinary action for sidetalking etc) should in all probability be quantified in terms of the success and failure of the students. After all don’t we contemplate on changing the home tutor of our ward if he or she gets a lesser grade in the exam than what is expected of him or her?
Students may often tend to judge a teacher based on so called “extraneous” criteria like her attire, his or her presentability, accent, the extent of his or her IT savvy ness etc. I have the views of a Chennai based lady faculty expressed in a recent edition of the National HRD Network Journal at hand. But the question is can we call these “extraneous” anymore?
Personality Development & Grooming have become a mandatory requisite for even Chartered Accountants, leave alone management students who are anyways expected to be suave. Just like a doctor must take care of his own health first, we, faculty members, need to equip ourselves with all these new age skills known by a variety of names-soft, finishing school, multi tasking and what not.
In my opinion, at the end of the day a performance appraisal of a faculty person must incorporate methods normally associated with appraising a corporate executive as well; namely, self-appraisal, peer evaluation and immediate superior evaluation addressing the needs of 360°
In addition, the faculty’s involvement in research and publication must also be an important component in the entire process. Faculty members must be constantly encouraged to write whether for the in house newsletter or relevant fraternity journals.
Whether we like it or not student feedback systems should be a part of the system but it should definitely have its “checks and balances” so that a bad fish or two do not misuse the system to settle personal scores with a faculty member. The final appraiser must carefully review the grades or comments made and try to first interpret any grossly adverse feedback in terms of real “extraneous” factors- disciplinary standards set by the faculty, the student evaluator’s personal records on absenteeism, performance in other classes, general attitude etc.
(Offline, Volume-5, No- 4, April 2007)
Saturday, December 30, 2006
Editor’s Choice: Our Man of The Year
Sourav Chandi Ganguly is sure a case study for students of management in areas of perseverance and unfailing self-confidence.
Ganguly’s self confidence isn’t a recent development. After that series in England where he displayed his maiden batting exuberance on the international scene, on top of his homecoming was the hush hush marriage to childhood sweetheart Dona, without the proverbial blessings of his parents.
Asked by media persons why he was in such a hurry he furnished Team India’s busy itinerary in the months ahead…such was the level of his confidence … then just a “rookie”.
It is difficult to find Indian sportsmen with such enduring zeal. There is one example that do come to mind though – Mohinder Lala Amarnath but Daddy has perhaps overtaken Jimmy on this one.
(Offline, Volume-5, No- 1, December 2006)
Brand MW
“The idea is to constantly endeavor to act as a reliable support service for the corporate whether it be in the area of executive training or in executive search or HR/Supply Chain consulting. We are rigorously endeavoring to align responsiveness with above average quality of service in the backdrop of an ethos built over 6 years on trust and transparency. And…we haven’t ever lost our sense of humor in the process”
RAJIB KUMAR, CEO, MATERIAL WORLD GROUP
Tuesday, December 05, 2006
Hindi Chini Bhai Bhai- A “Toast” To Sino-Indian Friendship
Caller: Hello, can I speak to Annie Wan?
Operator: Yes, you can speak to me.
Caller: No, I want to speak to Annie Wan!
Operator: Yes I understand you want to speak to anyone. You can
speak to me. Who is this?
Caller: I'm Sam Wan. And I need to talk to Annie Wan! It's
urgent.
Operator: I know you are someone and you want to talk to anyone!
But what's this urgent matter about?
Caller: Well... just tell my sister Annie Wan that our brother Noe
Wan was involved in an accident. Noe Wan got injured and now
Noe Wan is being sent to the hospital. Right now, Avery Wan is on
his way to the hospital.
Operator: Look; if no one was injured and no one was sent to the
hospital, then the accident isn't an urgent matter! You may find
this hilarious but I don't have time for this!
Caller: You are so rude! Who are you?
Operator: I'm Saw Ree.
Caller: Yes! You should be sorry. Now give me your name!!
Operator: That's what I said. I'm Saw Ree.
Caller: Oh...God...
Good Wan! (Good One!)!!
(Offline Humor, Volume 1, No 5, December 2006)
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