Infotech or Politics, good leaders take all

I have been talking to a few folks, seniors in the high-tech industry, in both India and USA for the past one month – checking both from my business stand point as what to plan for and what client’s needs, I have to be ready for, and also in a more general way. Here is how I can bucket these people in three slots:

(i) Ready to Lead (from the front):  I have seen many of my friends invent small

devices for COVID, or some application that make life easier for farmers to

sell in these down time, all in the click of a button – they have wilfully

taken this opportunity to lead and try to transform and do their bit to the

society as well. Form our client relationship, I see at least a few customers

not getting bothered (yet) but wants to invest in this downtime and stay ahead

when the economy turns around and new demands are created. They are ready to

engage with us both at the project level and augmenting key resources to push

their projects through without any hiccups. Couple of them asked us to take the

whole project and execute them now. They are ready to move fast now.  Bold Marshals. Salutes.

(ii) Wait and Watch: These are the folks

called “cat on the wall”. They usually say wait till end of June to

get a clearer picture and then come to us. They do have ongoing projects that

they can invest but something is not allowing them to open their purse strings

although they have not got any news one way or the others. They are ready to

move with caution. They are the careful treaders.  And

(iii) Looking lost kind: Nothing has happened to them, but still they have gone into a shell and gone negative in their outlook. No good reasons to back their despair but still sounding dejected and feeling helpless.  For them, they do not see any light at the end of the tunnel anytime soon and when we talk to them, we feel that they are so far from reality and not capitalizing on their strengths to move ahead. They just sulk and are told what has to be done for the gloomy days ahead. This is their attitude. Born losers.

      We have seen these three types in the political circles recently with the handling of the COVID situation, in the US or India or elsewhere, Governors or Chief Ministers, Presidents or Prime Ministers.  They get the people around them and work together in a transparent way forward. The leading from the front folks always win and stay ahead. I am glad and overwhelmed to see their optimism and their realistic change transformation attitude and how they have used opportunities presented to them to their advantage. Amazing. You can see a lot of world and corporate leaders being at the helm only because of this one strength of theirs.

As things stand, depending on how the public relations wave goes against China, led by both USA and Australia, in my humble opinion (and I want to be right ) India has a lot to gain both in the manufacturing and information technology front to come up with innovative products with high quality quickly. 

Vendor management – I

A professional services vendor, in this context, is someone who provides skilled resource for contracting or consulting to bigger organizations as and when the need arises. These vendors need to be registered with the organizations for them to offer their services – with the organization which requires their services, usually it is a vendor management team or a procurement team or even the finance team in the organizations which interacts with them. Tier 1 vendors here may include the likes of Infosys and TCS, Tier 2 vendors may include the likes of L&T Infotech and Tech Mahindra, and then we have specialized vendors who concentrate on niche areas like analytics or hardware or just CRM or ERP solutions to provide their services.

  So, when does an organization usually need the services of any external vendor? Some top possibilities when external vendors come into play are (but not limited to only these)

–     When the scope and duration of the project that they are working on or likely to work on, is low – may be a short-term project for a year or two after which they do not see anything beyond, sometimes called “filler projects”.

–     When they want someone outside their core competency to enable what they do, and do not want to grow in this particular area so that they remain focused on what they deliver best. Example being someone who delivers high quality hardware designs but still needs an IT infrastructure that enables them to store and share data, and hence they may outsource the IT infrastructure. It can also be food or transport vendors who work with the high-tech organizations.

–     When they are unsure about the outcome of what they want to try and have very little visibility or confidence. If they succeed, they may continue the project for a longer term and even add it to their competence, but if it fails, they want to cut their losses short and move on

–     When they have bursts of short term needs to complete some tasks needed for the execution of certain projects, or adding up to it

–     When they have big project, which requires huge number of workforce and they may not be enable to staff them alone with full time folks

    The business models that the organizations deploy with such vendors can range from just resource augmentation, milestone based delivery, and even outsourcing an entire low value projects (like support, which makes them to concentrate on next generation new products) completely to them, and it can be in either at the customer site or even at the vendor’s physical location as long as proper information and data security arrangements are met. Big companies usually ask for an ISO 27001 and an ISO 9001 certification from vendors for them to outsource any work being done at the vendor premises.

  The other areas in which external vendors are looped in would be

–     in the providing food and transportation for the employees of the organization which has been stated above and such vendors would be managed by the administrative and operations team of the organization

–     in the recruitment front where external consultancy agencies are looped-in to help in sourcing rich talents for organizations or in the training front where experts in selected technical domains are used to train employees, both likely to be managed by the HR team of the organization, and

–     in providing manufacturing assistance for the designs that the organizations create, be it an ergonomic chair or a high-end IC.

      There are definitely other areas where vendors are employed and there are other business models being used as well, which is not explicitly stated here but the rule of thumb of evaluating if one needs to use external vendors is based on duration of the need, the scope and the core expertise. Eventually it would be a decision of whether to budget it (for full time employees) long term or to expense it (for external vendors) short term, term being a subjective number here.

   In the next few parts, we will talk about some of the practices common in the vendor management domain and talk about transparency and better ways of working that would evolve with the automation era dawning now.

   We are Business Intellects, a digital age consulting, training, auditing and recruitment firm based out of Bangalore.

Manufacturing – the next big wave for India

Thanks to COVID, now it has suddenly thrown India into the manufacturing arena. Due to the perception that China has not been too forthcoming with the origin and spread of the Corona virus, due to their recent show of strength on Taiwan and Hongkong residents and along Indian borders, and also more importantly, Chinese banks and investors trying to buy huge stakes in corporations of other countries, the world order feels they may be capitalizing on other’s misery. Lots of conspiracy theories abound and not getting too much into them as that is not the intent of this article, it is a welcome sign for India to capitalize its manufacturing prowess and prove itself to be a viable manufacturing alternative now over the next decade or so.

   In 2014, the average cost of manufacturing labour per hour was $. 92 in India and $3.52 in China (Ref: GenimexGroup).  When labour costs make up a significant portion of cost of goods, lower labour costs do indeed lower the per unit cost.   Purchase cost is usually the most important factor when manufacturing overseas, but so is quality, delivery times, and ease of doing business, the three items that India has to improve on and impress the world on their capabilities.

    UN data shows China is the world’s manufacturing powerhouse, followed by the United States and Japan and accounted for 28 percent of the global manufacturing output in 2018. Lower costs of living make China’s low wages manageable for the common manufacturing worker, and their factories are thriving by producing goods for the entire world. China’s gross domestic product per capita is almost five times that of India’s, and its manufacturing sector is ten times bigger. India is the second largest crude steel manufacturer in the world after China but our output is a ninth of what China manufactures.  Even if India gains about 5 to 10% of the entire Chinese manufacturing portfolio, we stand to gain big. It did take China about 3 decades from 1980s to be called a Juggernaut in Global manufacturing.

   India has shown the world they can manufacture high quality automobiles (Hyundai exports certain models from Chennai), can make good leather and textile products that are export worthy, and of course, we have in built expertise in creating the best in class satellites, rockets, fighter jets and heavy armaments, We Indians can also be regarded as the best intellectual designers and developers as evident by the fact that we as a community shine in all other countries where we live.

   Now it is a question of self-belief and some quick government actions to turn the tide in our favours. Given the exodus of the migrant population to their natives due to COVID fears in Tier 1 cities, now is the time to use that population on less expensive towns and cities to start building factories and employ them at large, and this would also manage the explosion of the cities beyond its bounds that we are witnessing for the past two decades or so.     Putting a manufacturing base in and around a major city would increase the labour cost and bleed the already broken infrastructure in the cities, and hence it is obvious to choose lesser known towns near good ports and good access to rail network to develop them as smart manufacturing hubs.

 But let us not carried away as well – yes, we need Made in India to attain self-sufficiency in many aspects, but let us not miss the global bandwagon either – we should recognize and act to what the global needs are as well. Made in India should be rather Made By India and it has to be first Made For India before we go globally.  We need to build capabilities first, be it in terms of training and skilling, where the Skill Development councils (SDCs) can help. But we also need to go a little deeper in changing some of the higher secondary education into a vocational stream as well consciously to make the labour market more skilful. Winds of change are blowing for the past few years with more and more seats in engineering colleges get vacant as there are lots of alternatives for students to choose from. IT companies like HCL and Google do not even need a college degree for their talents anymore. Once we build such capabilities, and once we start manufacturing credibly, slowly poverty and homelessness decreases thus creating wealth and better hygiene across all classes of people. When wealth starts spreading, better infrastructure gets built, goods and people gets transported better, spending increases and the economic divide gets to improve.

   If you look at America after the industrial revolution, and Germany and Japan after the World Wars, it was manufacturing that got them to the top of the world last century– automotive being the biggest facilitator for this success across these three countries, and quick and easy transportation became their strong forte. The expertise mainly involves electrical, mechanical and electro-mechanical domains that made them world leaders in what they do. When you have an economy based on manufacturing, you would have credible assets unlike any software companies. You can even turn around perception of lower quality (the Hyundai Pony introduced in the USA was considered a lemon) when you start being a manufacturing country like South Korea did in the 1970s by giving exceptional products over time across the automotive and consumables products, be it the Hyundai or the Samsung now.

  Quality can never be an afterthought, it has to be built-in and this has to happen from Day 1 – as India starts its manufacturing, this has to be infused into the working culture. Japan had a Deming to make them Quality kings after WWII. Also speed of execution is key – getting something quick to the market is the best way to climb up and show case manufacturing leadership. Given that we have enough automotive expertise now, this is the best place to start – build WORLD CLASS cars and trucks, driver or driverless, petrol or electric and showcase to the industry that each component that goes into them can be built with high quality in India for the WORLD. This must slowly lead to building good planes, ships and trains and work in the infrastructure to link cities to towns to villages.

    Solar initiatives and battery technologies for all segments is something that India can showcase as a key strength and lead the world as well. Then comes the electronics segment where we have been laggards – it is time to establish some good Indian brands in the consumer product segment, be it smartphones or electronics and electrical appliances than can compete with the best of the world – yes, we can start being the manufacturing hub of established players but it is time we rise up and start building our own unique brands that we can be proud of. We have some good success stories from the TATAs-Voltas, and from Godrej in terms of HVAC and refrigerators that can compete with the best of class, but it is time to go much more.

   In all these, manufacturing usually is the biggest culprit for all environment damages with its pollutions – we should start the blue print with all environmental effects factored in and again not look at it as a post manufacturing fix. Given we have a heavy responsibility here, and with some credible ethical leadership, we can make all these happen within the next decade. Hoping to see the Indian flag waving higher and stronger.  We should be able to cover the entire spectrum, from a simple needle to a huge aeroplane in years to come.

 We are from Business Intellects, a digital enterprise era consulting, training and recruitment firm based out of Bengaluru, India. 

Martina’s Mantra

Martina’s Mantra

 Recently I read an article on Martina Navratilova, one of the greatest tennis players ever to have played the game, most fit individual every played, where she has said that everything that one does, is about what goes on in those 6 inches between the ears – MIND. Inferring, extrapolating and elaborating from what she said that performance is actually potential without the interferences, it is great to understand in depth her wisdom (in my own words now):

                     Performance = Potential – Distractions

    Potential is usually the talents one is born with that is unique to that person, along with appropriate rigorous training and good lots of motivation, both internal and external. Michael Jordan and Kobe Bryant, and Usain Bolt definitely are champions in basketball and the field, and some of their on-field exploits are beyond reason – just pure raw talent that they were born with. I am sure the 11 players selected to any national cricket team are not the only best players there are in that nation, but rather talents who had been identified and given opportunity to play at higher levels.   Your support staff, your friends and family and your entire team should be encouraging you always to give out the best performance day-in day-out.

        So, Potential = Talent + Motivation(Internal +External) + Training

   The missing part here is that Potential has to be identified. In corporate world, they get to see young leaders in action and constantly do succession planning. In sports or arts, getting opportunities to exhibit one’s potential is where the biggest problem is – some of it being at the right place at the right time. And definitely Lady Luck has to smile as well. If a BCCI committee member is observing some school tournament by chance and identifies a talent, he would be given more opportunities and focused training to hone his skills.

   Distraction in this respect is an inverse of focus – or a lack of it. If you want to achieve higher things in life, it does not come to you in a plate – you have to work for it. Yes, you have regular distractions that can be controllable but still never lose the eventual plot of gaining greater heights. That resolve to strike big, that focus to excel, that zeal to success should drive you to less and unnecessary distraction.   There have been many talents whose life and opportunities have been destroyed by excessive drinking, taking on to drugs or uncontrollable gambling, as they find it difficult to survive in the sudden limelight that they are thrown into, but who have taken care of it consciously have shone well.  Distraction is any time taken away for unnecessary or useless activity that can be detrimental to one’s success.

   Distractions = Vices + bad company + unwanted activities that one gets involved in + any unneeded interferences

  Hence Martina got it dead right by stating that your performance peaks when your identified potential delivers consistently and continuously (for a span of time, before age has a say esp. in high activity sports) and you are able to clearly use the time judiciously and are seen as a role model for many others to emulate. 

Can AI and Automation replace recruiters?

Are recruiters going to be replaced by AI and Automation? This is the question that has many posts now. Let me dig into a ‘rather -simplified’ process of recruiting before we can address this, I sure this is not as simple as this sounds though:

– sourcing is the first and critical part: this would include searching external databases and social sites for suitable candidates according to the requirements, weeding off unqualified candidates, ranking and giving prelim rating for the candidates

– coordinating interviews and any work assignments and tests that needs to be given for details technical fitment

– most important is the negotiating part with the candidate and influencing them to take the offer made, and to on board the candidate

When you look at it, the first step of sourcing and the tasks underneath it can all be automated and AI tools with good search engines with high accuracy can be used to get the top 10 candidates that would be the greatest fit for any particular requirements from the available database. One can easily automate the receipt of applications as well to go into the database through a proper document management system with adequate meta-tags. The issue is most of the large companies have made talent acquisition as a manufacturing process unfortunately with little human interfacing with the candidates before and during on-boarding and recruiters do not come with a ‘recruiting’ degree – still no college offers such programs. This step in the recruitment process has a strong probability of being lost through automation in my opinion in couple of years.

As for the second coordinating role, I feel even though the tests and assignments can be automated for particular job codes and some companies do the first level of interviews through audio and video bots, this step in the process cannot be replaced completely. But I feel technical hiring managers and the hiring team would mandate to talk with the candidates directly or through video conferences to get a feel of the chemistry of fitment. So, this responsibility of the recruiter, although can be automated, may not go that way as this would mean no human touch at all in the recruiting process.

And lasting the negotiating and influencing part would remain with the recruiter as this is where they give their return of investment (“Worth”) to the companies through their soft skills and situational leadership attributes. Good recruiters whom you see would be the one who close a candidate properly within budget and timeline and this is a skill that I believe AI cannot replace (or rather should not). It is more about the proper usage of your social skills that converts a candidate into an employee.

Having given a quick spin on what goes around with recruitment and AI and automation, I certainly feel the number of recruiters that would be needed would be lesser in years to come and these would be the cream of the available pool. I always believe that if you have to dig for gold, you need to go deep and mine for it and no automation can give an optimum result here unless there is a human element interacting with the candidates. But given a likely Post COVID situation though, where we would see more working-from-home employees who later would turn into ‘skill-based Just-In-time contractors’ needed for that particular job, less and less human interaction would take place for establishing an employee-organization relationship as the cultural fabric established through interactive across-the-hallway connects would all be things of the past – I hope this is wishful thinking but still worth analysing further and introspecting as to how the future workforce would actually look like if there is no physical office to go to and how recruitment as a role would have to morph to newer realities.

We are Business Intellects, a remote/virtual consulting, training audit and recruitment firm based out of Bengaluru, India.

Companies are accountable for transportation of their employees

Even if companies outsource meals & transportation, they would be held ACCOUNTABLE for anything that goes wrong in them, they cannot escape the noose. The vendors would be held RESPONSIBLE but still accountability belongs to the companies who outsourced. Remember that, there is a legal angle to it – responsibility vs accountability.
Having said that , I see lots of IT and manufacturing folks who enjoy the transportation facility not correcting their drivers for errant and rash driving – they seem to be unconcerned about the same. As long as they do not bother about traffic, they are fine – this is the sad attitude of the travelers. As a CSR initiative, ensure all the drivers have a proper license that is readily available for passengers, and reinforce proper driver habits regularly. If your driver is wrong and caused an accident, accept it – do not enlist the support of the passengers for your wrong doing.
Constant monitoring by health inspectors of the cafeterias should be done independently, and disclosed in public as a certificate every month or quarter for hygiene reasons.
Get accountable , companies – try not to escape from them. Do not turn a blind eye to bad food, unhygienic cafeterias and to rash and negligent driving. #CSR #accountability

What is wrong with Linkedin for hiring?

I am so surprised to find lots of job requirements has never been taken off Linkedin job posts (same positions, same title, same companies for over a year sometimes) for a long long time. What does this mean?
(i) the company is just collect profiles and sitting on them?
(ii) company wants to make believe they are still recruiting when they are actually not?
(iii) Recruiters not able to close despite getting 200+ applications per requirement which means they do not know what they are looking out for? Even assuming 90% of profiles got were junk.. still from the 10% they must be able to make a closure.
(iv) a byproduct of (iii), they are looking for a 100% fit for a position in the history of talent recruitment has never been the case, or
(v) they have paid for the posting and they want to just post something there.
In any case, Linkedin has to check the validity of each requirement to ensure quality is maintained. Anyway, Linkedin looks like a good place to advertise and not necessarily to close. If the requirement does not have an actual recruiter name in it, it means they are hiding something and do not want to be contacted. Linkedin is or has lost its relevance when it comes to job postings now… what do you say? Any feedback? #linkedin #recruitment

Be Judicious while hiring

In the newspaper headlines today:” Companies would be cautious and judicious in hiring”. Interesting, I thought. Should it not be the normal behaviour? In India, where one’s power is ‘assumed’ based on the number of people you manage, and not by the impact or revenue your team brings to the table, should not being lean and mean and letting employees assume more responsibility be the order of the day? Always employ at 90% of need and let the gap be addressed by the employees to take one more work, with a careful balance on not to burn them.

It is time to Upskill

“Most of the shadows of this life are caused by standing in our own sunshine” – Ralph W Emerson.
How true! In this knowledge oriented skilled world, your shelf life in any particular job is getting lesser and lesser. Time to up-skill constantly, change the situations around you by understanding what is appropriate in any given time to work on, and start focusing in the right direction where technology takes us. One needs to be hell bent on learning new technologies and be passionate to create new things that makes other’s life better always. #technology #upskillyourself

Strategy is for CEO, Execution is for you

Lots of year planning and strategy sessions annually. But is it really for lower rungs of the organizations, or even the first level or middle level management? Answer is NO – they should be key to execution and achieving results. The CEO and his team has to worry about the strategy part(all these surveys and inputs from all employees may not materialize)- the long term planning is based on where you want to see yourself in the market and against competition and needs to translate to decisive steps to get you there. Hence Planning is the intermediate phase between strategy and tactical operations that is key to success of any organization. Execute flawlessly and consistently and you are still a force to reckon with in the market. Get to be one step ahead of others while strategizing and have a key differentiator that means what you deliver to the market. Plan well and execute should be the mantra for most of us within the organization, and leave the strategy and vision to the top big buck guys. Any thoughts? #leadership #strategytoexecution