Speech by Milind Kaulgud, Chairman, NIPM Pune Chapter
on the occasion of launch of ‘NIPM web site’
on 9th July 2003 at SIMS, Pune
Hon. Chief guest Mr. Atul Kirloskar, Chairman & Managing Director of Kirloskar Oil Engines Ltd. who also happens to be the Chairman of Mahratta Chamber of Commerce, Industries & Agriculture, Pune. Respected Dr.S.B.Mujumdar, Founder Director & President of Symbiosis Institute, in whose sylvan campus we have gathered today, distinguished members of NIPM, Members of Executive Committee of the Pune Chapter, students of Symbiosis Institute of Management Studies, guests, fellow HR professionals, ladies & gentleman.
On behalf of Pune Chapter of NIPM, I welcome all of you to this function of ‘launching of NIPM web site’. Indeed, it is a rare honour for NIPM to have two distinguished personalities on the dais, who by all definition are institution by itself. Our Chief guest, Mr. Atul Kirloskar has championed the Kirloskar Group over last decade after his great grandfather Late Shri Shantanurao Kirloskar,
He is one amongst few successful professionals who have turned around the Company, keeping a human face in mind. Many Indian organizations, particularly manufacturing organizations have been passing through great difficulties post globalization are fighting for their survival. Many of them gave up quickly to the pressures of global competition and handed over the batons to foreign companies, which even attempting to fight back. However, I am proud to say, Kirloskar Oil Engines is an exceptional organization, which kept with the pace of change and succeeded in increasing shareholder value. Ladies & gentlemen, KOEL has a reputation of no strike in last 28 yrs. which is metaphor of perfect harmony between employees and the management. Signing a wage settlement in today’s era is not so difficult because of pressures of global competition and price wars but signing a wage settlement 2 day prior to expiry of previous settlement is a landmark by itself and more particularly during license raj where the labour movement was in its peak. I think this was possible, because of the deeper mutual understanding between the management and unions and the strong family bonding build by managers, Kirloskar family and the union and its members something which many big industrial houses failed to achieve. Indeed is a case study for the management students. I am sure if Macormick, the renowned author of a book called ‘What they don’t teach you at Harvard’, had known this, would have certainly devoted few pages in his book on the story of achieving industrial peace.
Dealing with ‘knowledge workers’ is easy in away, however, dealing with uneducated workforce driving them towards service excellence is most difficult challenge and there will be no exaggeration, if I resemble this achievement with story of ‘Lagan’. Ladies & gentleman, both Mr. Atul Kirloskar & his entire team deserves a round of applause for their wonderful contribution towards Human resource management. Thank you, Mr.Kirloskar we are grateful to you for accepting our invitation to be the Chief guest of this function.
The Second distinguished personality on the dais, Ladies & gentleman requires no introduction. A person, who is university by itself, a genius, who created a great institution called ‘Symbiosis’, a great brand that stood to the test of all scrutiny. An impeccable honesty, character and passion towards excellence, Dr. Mujumdar implanted a sapling of Symbiosis in early 70′s, today it has become a conglomeration of 28 institutes teaching nearly 45000 students and employing nearly over 1000 employees. What fascinates me his simplicity, humility and passion towards excellence. Who walks the talk. A teacher in him has never allowed him compromise in nothing than best. He never allowed Symbiosis to join in the trading of education for the sake of raising money. Symbiosis has become a temple of education and character. The students passing out from this institute have always done proud to this institute through their excellent work and intelligence.
There will be no exaggeration if I say, Symbiosis Institute stand no comparison with any other institute other than IIMs. This is the man who has made Pune & all of us proud.
Ladies & gentleman both these great personalities on the dais are icons of the modern management & practices and therefore deserve a ‘standing ovation in their honour’.
Thank you, sir for accepting our invitation. We are indebted to you for the love and affection shown to us. Your preaching of Compassion, Commitment & Character will be source of inspiration to all of us in all kind of situations that we face.
Indeed today is a most happy moment for me & my team as much awaited NIPM Web Site is about to be launched. This website will open another window of knowledge sharing for HR professionals in the era of knowledge management. Although you may found the site too informative of the activities of Pune Chapter, we promise you we shall offer meaningful insights to all the viewers and make a preferred site for buddy HR professionals.
My new team, which was elected recently, is committed towards bringing all new initiatives for the overall development of HR resource profession. The first leaf was opened with the introduction of a forum called ‘Horizon Broadening’ inviting speakers from all walks of life to deliberate, discuss and reflect on the issues concerning human resource management, which I am sure will hone our skills and add value to our respective organizations.
HR is once again on the crossroads. The boundries that we created during last few decades in order to manage human resource have been demolished thanks to globalisation. HR has a big challenge to create a boundry-less and stimulating work environment. ‘Perform or perish’ is the only mantra for success for all whether corporates or individuals. Consistency in performance can offer you continuity of your employment with the organization. Knowledge management, excellence in quality and delivery and customer delight are three challenges which all organization have to deal with. Quite often than not, HR Manager is always blamed for his happiness in performing the ‘maintenance role’ and has been seen as non-value adder, when it comes to boardroom discussions. However, HR Managers have always played a key role in ensuring industrial harmony, accepting most of the times brickbats from all sides and sparing with flowers and rarely pat on their back. I have noticed in all seminars, conferences the temptations of all speakers (except our Chief guest Mr.Kirloskar) to whip HR professionals for their ‘passive role in development of human resource. To some extent, we have to blame ourselves for our non creativity or lack of knowledge of business and market conditions, I must say, it is also true that the industries have not given sufficient attention towards development of human resource. I wish Industry leaders, view Human resource not as a resource which can be managed but as a human capital that can be deployed intelligently to achieve its goals. I am sure like always, HR Managers will stand next to the CEO in implementing all his strategies with changed role of an ‘entrepreneur’ and not as an ‘Administrator’. What is necessary at this point of time is to constantly update our knowledge, understanding of the business imperatives, hone our own skills and work in partnership with the business. I think, if we can reflect upon, and modify our approach, I am sure the days are not longer, where HR Managers, will be invited to the boardroom consultations.
Once again, I welcome the distinguished personalities on the dais and all of you for this wonderful evening which is ushering a new chapter of industry, management institution and practicing professionals.
I wish you an enjoyable, thought provoking and meaningful deliberations, which you reflect upon. Once again, ladies and gentlemen welcome to NIPM Evening.
Thank you
The because of the approach of industries in looking at themThe National Institute of Personnel Management (NIPM) came into existence in March 1980, as a result of merger of two professional Institutes, viz., the National Institute of Labour Management and the Indian Institute of Personnel Management. The NIPM is now the only All India body of HR professionals dealing with Personnel Management, Industrial Relations, HRD and Labour Welfare in the country. The total membership exceeding 10,000 spread over 50 chapters all over the country.
NIPM is a non-profit making body and its main objects are to encourage and assist the development of Human Resource Management by spreading knowledge and information and practices, through its various Conferences, seminars, workshops.
NIPM is recognized as the leading human resources management Institute in India supporting standards of excellence in every phase of the profession and represents practitioners in business, government and academic community. It is the premier forum in the country devoted to furthering the cause of professionalism in the personnel and industrial relations field through an exchange of knowledge and experience of experts from all parts of the world.
The NIPM is a member of the Asia-Pacific Federation of Human Resource Management, which is affiliated to World Federation of Personnel Management Associations. NIPM regularly interacts with Institute of Personnel and Development (IPD) U.K., Society for Human Resource Management (USA) and ILO-Geneva.
The Institute through its Chapters holds regional conferences, symposiums and seminars, Discussion Meetings, Study Courses etc., on import topics of Personnel Management and Industrial Relations to encourage and assist development of the profession of Personnel Management. The Institute promotes investigation and research on subjects of topical interest pertaining to labour. The Institute publishes a quarterly Journal devoted to the study of developments in the profession of Personnel Management and its practices nationally and internationally.
Thought provoking speech by Azim Premji
At the 37th Annual Convocation 2002, IIM, Ahmedabad
While change and uncertainty have always been a part of life, what has been shocking over the last year has been both the quantum and suddenness of change.
For many people who were cruising along on placid waters, the wind was knocked out of their sails. The entire logic of doing business was turned on its head. Not only business, but also every aspect of human life has been impacted by the change. What lies ahead is even more dynamic and uncertain. I would like to use this opportunity to share with you some of our own guiding principles of staying afloat in a changing world. This is based on our experience in Wipro. I hope you find them useful.
First, be alert for the first signs of change. Change descends on everyone equally; it is just that some realize it faster. Some changes are sudden but many others are gradual. While sudden changes get attention because they are dramatic, it is the gradual changes that are ignored till it is too late. You must have all heard of story of the frog in boiling water. If the temperature of the water is suddenly increased, the frog realizes it and jumps out of the water. But if the temperature is very slowly increased, one degree at a time, the frog does not realize it till it boils to death. You must develop your own early warning system, which warns you of changes and calls your attention to it. In the case of change, being forewarned is being forearmed.
Second, anticipate change even when things are going right. Most people wait for something to go wrong before they think of change. It is like going to the doctor for a check up only when you are seriously sick or thinking of maintaining your vehicle only when it breaks down. The biggest enemy of future success is past success. When you succeed, you feel that you must be doing something right for it to happen. But when the parameters for success change, doing the same things may or may not continue to lead to success. Guard against complacency all the time. Complacency makes you blind to the early signals from the environment that something is going wrong.
Third, always look at the opportunities that change represents. Managing change has a lot to go with our own attitude towards it. It is the proverbial half-full or half empty glass approach. For every problem that change represents, there is an opportunity lurking in disguise somewhere. It is up to you to spot it before someone else does
Fourth, do no allow routines to become chains. For many of us the routine we have got accustomed to obstructs change. Routines represent our own zones of comfort. There is a sense of predictability about them. They have structured our time and even our thought in a certain way. While routines are useful, do not let them enslave you. Deliberately break out of them from time to time
Fifth, realize that fear of the unknown is natural. With change comes a feeling of insecurity. Many people believe that brave people are not afflicted by this malady. The truth is different. Every one feels the fear of unknown. Courage is not the absence of fear but the ability to manage fear without getting paralyzed. Feel the fear, but move on regardless.
Sixth, keep renewing yourself. This prepares you to anticipate change and be ready for it when it comes. Constantly ask yourself what new skills and competencies will be needed. Begin working on them before it becomes necessary and you will have a natural advantage. The greatest benefit of your education lies not only in what you have learnt, but in working how to learn. Formal education is the beginning of the journey of learning. Yet I do meet youngsters who feel that they have already learnt all there is to learn. You have to constantly learn about people and how to interact effectively with them. In the world of tomorrow, only those individuals and organizations will succeed who have mastered the art of rapid and on-going learning.
Seventh, surround yourself with people who are open to change. If you are always in the company of cynics, you will soon find yourself becoming like them. A cynic knows all the reasons why something cannot be done. Instead, spend time with people who have a “can-do” approach. Choose your advisors and mentors correctly. Pessimism is contagious, but then so is enthusiasm. In fact, reasonable optimism can be an amazing force multiplier.
Eighth, play to win. I have said this many times in the past. Playing to win is not the same as cutting corners. When you play to win, you stretch yourself to your maximum and use all your potential. It also helps you to concentrate your energy on what you can influence instead of getting bogged down with the worry of what you cannot change. Do your best and leave the rest.
Ninth, respect yourself. The world will reward you on your successes. Success requires no explanation and failure permits none. But you need to respect yourself enough so that your self-confidence remains intact whether you succeed or fail. If you succeed 90 per cent of the time, you are doing fine. If you are succeeding all the time, you should ask yourself if you are taking enough risks. If you do not take enough risks, you may also be losing out on many opportunities. Think through but take the plunge. If some things do go wrong, learn from them. I came across this interesting story some time ago:
One day a farmer’s donkey fell down into a well. The animal cried piteously for hours as the farmer tried to figure out what to do. Finally he decided the animal was old and the well needed to be covered up anyway it just wasn’t worth it to retrieve the donkey. He invited all his neighbors to come over and help him. They all grabbed a shovel and begin to shovel dirt into the well. At first, the donkey realized what was happening and cried horribly. Then, to everyone’s amazement he quieted down. A few shovel loads later, the farmer finally looked down the well and was astonished at! what he saw. With every shovel of dirt that fell on his back, the donkey was doing some thing amazing. He would shake it off and take a step up. As the farmer’s neighbors continued to shovel dirt on top of the animal, he would shake it off and take a step up. Pretty soon, everyone was amazed as the donkey stepped up over the edge of the well and totted off! Life is going to shovel dirt on you, all kinds of dirt. The trick is too not to get bogged down by it. We can get out of the deepest wells by not stopping. And by never giving up! Shake it off and take a step up!
Tenth, in spite of all the change around you, decide upon what you will never change: your core values. Take your time to decide what they are but once you do, do not compromise on them for any reason. Integrity is one such value. These have contributed to our success, including our parents and others from our society. All of us have a responsibility to utilize our potential for making our nation a better place for others, who may not be as well endowed as us, or as fortunate in having the opportunities that we have got. Let us do our bit, because doing one good deed can have multiple benefits not only for us but also for many others. Let me end my talk with a small story I came across some time back, which illustrates this very well.
This is a story of a poor Scottish farmer whose name was Fleming. One day, while trying to make a living for his family, he heard a cry for help coming from a nearby bog. He dropped his tools and ran to the bog. There, mired to his waist in black muck, was a terrified boy, screaming and struggling to free himself. Farmer Fleming saved the boy from what could have been a slow and terrifying death. The next day, a fancy carriage pulled up to the Scotsman’s sparse surroundings. An elegantly dressed nobleman stepped out and introduced himself as the father of the boy Farmer Fleming had saved. “I want to repay you, “said the nobleman. ” Yes,” the farmer replied proudly. “I’ll make you a deal. Let me take your son and give him a good education. If he’s anything like his father, he’ll grow to be a man you can be proud of.” And that he did. In time, Farmer Fleming’s son graduated from St. Mary’s Hospital Medical School in London, and went on to become known throughout the world as the noted Sir Alexander Fleming, the discoverer of Penicillin. Years afterward, the nobleman’s son was stricken with pneumonia. What saved him? Penicillin. This is not the end. The nobleman’s son also made a great contribution to society. For the nobleman was none other than Lord Randolph Churchill, and his son’s name was Winston Churchill. Let us use all our talent, competence and energy for creating peace and happiness for the nation.”
(Source : Shirish Ghude, Plant Personnel Manager, BASF)
