Monday, December 03, 2012

Tough time calls for smart decisions. When the global recession struck India, Tata Consultancy Services (TCS)took a look at its hr policies and practices to attract talent with optimum cost utilisation

In 2009, the global economy grappled with the most severe economic shock. The defaults on subprime mortgages (home loan defaults) led to recession in the U.S. which significantly affected Indian IT companies, TCS being one of them. U.S. clients took a cautious approach and postponed all outsourced projects, which led to financial crunch.

The biggest challenge for TCS in this economic downturn was to survive and remain competitive. The attrition rate recorded in TCS during this time was at 12.6 per cent in comparison to IT services attrition rate at 10.8 per cent. With rising manpower requirements due to heavy lay-offs, TCS was increasingly hiring non-technical science graduates, which posed a challenge for HR trainers to bring them on a common platform with other employees.

As the recession unfolded, it created the need for HR to take a fresh look at traditional models. Traditional model of HR focuses on administrative functions: benefits, compensation benchmarking, dispute resolution, employee grievance, and performance review and rules compliance. It was the time for management to understand the actual needs of the employees and the employers, and strike a balance, redesign the new roles of HR as per the need of company objectives and market environment.

So, what was the mantra adopted by the HR to ensure the company strategy and people strategy are in sync to create employee value proposition? Read more...

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Monday, November 26, 2012

Effective communication by the business and HR collectively works the best towards damage control or mitigating a negative.

While recruiting during a turnaround, HR should be honest and transparent with the candidates on the key concerns within the organisation and what exactly the company is expecting from them. It has been noticed that, if handled well, the organisation can find appropriate people who find handling turnaround situations a great challenge and satisfying as a career opportunity. They can truly help organisations deliver.

Q. How can the HR best respond to the change in management during a turnaround as also when there is an external agency/person involved to set the mathematics right?
A. As there is no established rapport and trust that people have with the new management, HR can act as a bridge between the employees and the new management. Therefore, the responsibility of the department increases manifold.

Ensuring alignment between the new management and the business and people needs is the key to success and HR is best poised to deliver on this front.

Q. Please share with us a turnaround that has inspired you.
A. It was a situation when we had to turn around a company through a management change.

The new team had been hired, the top existing team had to be fired. The challenge was to ensure no unplanned people exit and integration of the team in the shortest time possible to ensure business transformation. The first part of the exercise was completed in a day. The jolt was absorbed and reduced through continuous daily communication over a fortnight, independently with the old and new teams and jointly with them. We ensured the induction and orientation of the new management and the team were handled by existing business teams and the HR department. After two months of the change, we conducted a trust building intervention with an external faculty. The communication on any people issue continued for six months, with lesser frequency with the time lapse.

We did not have a single loss of client or a team member. The market share of the business improved dramatically within a year. The business works as a one-unit cohesive team. Read more...

Thursday, November 22, 2012

Sandeep Banerjee, Managing Director & CEO, Edenred India

.....Q. The youth today wants the best. What are the challenges you see for organisations here?
A. According to a UNICEF 2011 report, India is one of the youngest nations in terms of demographics. With globalisation and MNC entrants in India, youngsters are becoming global citizens. Today’s youth values communication, job enrichment, career and succession planning, over increase in compensation. Firms too realise hikes can be easily replaced by competitors and intangible benefits is the differentiating factor.

Q. What do you expect from HR?
A. I expect the basics with reference to HR operations, as routine elements of the HR function needs to be ensured. HR needs to start contributing more meaningfully to sense people issues proactively. The key points here are feeling the pain, emotionally connecting, getting to the root of discordant behaviours, aligning with the leadership team towards finding enduring solutions and effectively executing for enduring business impact and organisational and cultural transformation.

Q. How can the HR needs be best communicated to the CEO?
A. There is no substitute to in person conversations with facts and data. Trust and transparency between the duo, along with the rest of the leadership team, is the main determinant of free and fair communication, thus leading to quicker response times. Read more..



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Thursday, November 01, 2012

The Sharpest Arrow in Ceo’s Quiver

Q. How can HR link itself to the overall business strategy?
A. To be involved at the start of the strategy development, HR has to understand where the organization is going and what will that mean for its skills and talent needs, e.g., how many people will retire. It should also understand what skills will they take with them; the expansion plans; what skills will that take; the business trends and the impact they will have on skill needs.

Q. How can a CEO participate in making efficient HR processes?
A. CEOs need to use their role to help the organisation understand the critical contribution of HR to business’ success. But they also want senior HR executives to be more assertive in demonstrating their value and demanding their issues be recognised. CEOs believe senior HR executives can and should drive their agenda forward by ensuring they are business savvy, relevant, trusted and focused on issues that matter. HR needs to pound the table more as their issues get ignored in the heat of the battle.

Q. Which are the key strategic areas where involvement of HR becomes mandatory?
A. CEOs need leadership that is skilled, available and ready to act. HR needs to play a leadership role in identifying and developing talent. CEOs are looking to HR to help identify the behaviours and skills that will drive its productivity and success. Now that economic recovery is underway, most CEOs expect HR to lead a renewed focus on both talent management and succession planning.

Creating the employer brand
HR plays a key role in connecting culture with objectives and defining and communicating what makes its organisation a great place to work.

4 generations at the workplace
CEOs want HR to help predict and manage the impact of four generations at the workplace.

Social media
HR must have a solid grasp on how to use social media to communicate with and recruit employees.

Trend analysis
CEOs expect HR to forecast and analyse trends that will impact the business.Click here to read full interview..

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Thursday, October 25, 2012

Anisha Singh (Founder and CEO, mydala.com)

Continued...“We do not want our employees to feel that they are coming to office but want them to feel that they are a part of the family,” she says with a smile. She points out that there can not be any progress unless you challenge yourself. “I do not think there is any entrepreneur who has not had challenges and if you are not challenging yourself, you are not at the place where you should be.”

Buoyed by the success, Mydala.com plans to expand in the future and make its presence felt in 32 cities. “Besides increasing our presence in more cities, we are also working on creating zones in cities. We have been trying to incorporate customer feedback over last one-and-a-half-year and will come out with version 2 of our website soon,” says Mrs. Singh, who was recently conferred the ‘Leading Woman-Owned Innovative Project’ for 2010 by the Women Leaders in India Awards.

When it comes to her quality as a team leader, this enthusiastic businesswoman candidly describes herself as an “impulsive and impatient” person. “When I want something, I want it now,” however, she believes that there is a certain value system she goes by and likes to be the leader of the team while being a part of it.

On a concluding note, Mrs. Singh sends out a message to all new entrants: “Test the waters before you decide to jump in to it as the view from rose-tinted glasses may not always give you the true picture.” An advice worth its weight in gold! Click here to read more...

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Wednesday, October 17, 2012

Paras Ajmera (Director – Operations & HR, Financial Technologies Group) delves into The Nitty Gritties for Creating a ‘Trading Platform of Choice’ at this IP Company Powered by Knowledge, in a Q&A with Aditi Sharma Kalra

Q. With an 80 per cent market share, what has led to the Group’s rapid growth?
A. Technology is the common thread that binds all the Group companies. The Group has leveraged the advantages of exchange traded products and added value by creating new exchanges, new markets, new products and investing in strategic geographies, while focusing on promoting an interconnected and sophisticated marketplace. This allows us to build unprecedented shareholder value through a non-linear business model. It also helps us democratise global trade, transform economies, and drive inclusive and equitable growth, in India as well as globally.

Q. What kind of talent does the employee base here comprise?
A. We have a diverse employee base with myriad backgrounds and skill sets. Our financial and domain knowledge experts complement the efforts of the technology experts. We derive support from the repertoire of unmatched experience and expertise of our leadership, and members of our Board of Directors and Advisory Board. We believe that an organisation’s most invaluable resource is its people. Our intellectually-stimulating work culture and learning opportunities have helped us retain people. Over 50 per cent of our employees have been with us for over five years and our attrition rate is amongst the lowest in the industry. Click here to read more...

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Friday, October 12, 2012

Indranil Das talks to Professor Yash Gupta, Inaugural Dean of Johns Hopkins University, Carey Business School, Regarding The Changing Academic trends in B-Schools in The US

Q: Why is it happening only with the Indians, why don’t we see people from other countries such as China accomplishing the same, as they too stepped into academics when India did?
A: Well, that is correct. A large Chinese population has been residing in the US for generations but the problem is of language. The language barrier is a huge problem when it comes to leadership roles. Secondly, I think many Chinese want to go back home as there are better opportunities in their country. Perhaps, Indians do the exact opposite because leadership opportunities in Indian academia are less.  

Q: You have been a big champion of diversity in all spheres and business too. Any particular reason you see that diversity is important?

A: Diversity is a fundamental thing for any society, never mind the US because what it provides you with is an opportunity to learn from different perspectives. Last century what we saw was a specialisation of one kind. This century is different. You need a different kind of skill set for more creative solutions. When you look at America, the competitive advantage is of technology and we hold a monopoly on the same. Whereas, India’s competitive advantage is that it follows suit with the development of software et al. In short, there are three things which diversity teaches us: the ability to understand and adapt, two it gives you better understanding of global problems, third, it really prepares you for uncertainty in the market. Click here to Continue...

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Wednesday, October 10, 2012

Health is wealth !!

Continued...Since people’s goals are determined by their unique sets of circumstances, values, belief systems, family background, education, work experience, and personality styles, organisations need to understand these as well as their goals. For this, we have to return to the humanistic psychologists – including or perhaps especially, the much-maligned Maslow. He suggested that the needs at the bottom of the list were fundamental goals and that only about one per cent of the population would ever be self-actualising. Critical to Maslow’s ideas, and important to managers using his theory, is that no one stays at one level for a long time. One constantly strives to move up the hierarchy while, forces outside one’s control may try to push him/her down.

One of the most powerful things managers can do is ascertain where a person is located, to determine an effective motivator; in other words, to match horse with course. However, an organisation’s real goal is to help people obtain the skills and knowledge that will push them up the hierarchy permanently. People who have their basic needs met become much better workers. They are able to concentrate on fulfilling the leadership vision instead of worrying about making ends meet. Appealing as Maslow is, we should heed the words of Peter Drucker: “As a want (need) approaches satiety, its capacity to reward, and with it its power as an incentive diminishes fast.”

But of course, we cannot rule out that a person may be highly motivated to succeed but may not have the ability or role clarity to do so. These are important management issues to resolve. Read More...

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Monday, October 08, 2012

US OFFICIAL LIST OF TERRORISTS: AND AN ANALYSIS OF WHY YOUR NAME COULD FEATURE THERE

January 20, 2009, Bush leaves the White House; but before that, he ‘updates’ the ‘official’ US terrorists list. 

Corporation being preferentially allocated to China by the Chinese government.” That then “would weaken the ability of the US to influence the oil and gas supplies of the Nation through companies that must adhere to United States laws.” The CNOOC deal therefore threatens “to impair the national security,” and “the President should initiate immediately a thorough review of the proposed acquisition, merger, or takeover.” From Dubai Ports to Singapore’s Temasek, all investments by foreign countries have faced similar opposition in the US.

Clearly, when the US drains out oil from Iraq, then it’s not a problem the Pope should worry about, but if some other country goes in for a legal acquisition of a powerful US company, then Nostradamus inferences are redrawn to ensure that such moves are nipped even before the bud is born. If Iran is the latest to face the brunt of Mr.Bush’s rottweiler-like attitude – who wants the world to stop trading with Iran completely – what is not often told is the fact that there are several Israeli companies, like Medent [quoting Steve Rodan, Jerusalem Post Service] who do brisk business running up to hundreds of millions of dollars at the same time with Iran.

Bush might be leaving on January 20, 2009; but has ensured that NCTC stays in absolutely safe hands. The current NCTC Director, Michael E. Leiter, is pretty well qualified. One hears that just a few handful of years back, Mr. ‘well qualified’ Leiter served as the Dy General Counsel and Assistant Director of the US President’s Commission on “US Intelligence Capabilities Regarding Weapons of Mass Destruction!” Gotcha Elvis!!! Rock on!!!


Source : IIPM Editorial, 2012.

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IIPM : The B-School with a Human Face

Saturday, October 06, 2012

Satyen Gupta, former Principal Advisor, TRAI

Telecom Regulatory Authority of India (TRAI) played a pivotal role in the great Indian telecom success story. The body keeps a close watch on the quality of services offered by the telecom operators to millions of wireless subscriber. However, there is little that the regulator can do when it comes to implementation of these norms on the ground level. Former Principal Advisor to TRAI Satyen Gupta spoke to Akhilesh Shukla about the MNP and regulators role in implementation of QoS norms.

B&E: How you will rate the present QoS of the telecom services in India?
SG:
The QoS of the telecom operators has never been upto the mark. TRAI has not enough teeth to force the telecom operators to match the QoS benchmark laid by the regulator. Operators also did not see any incentive in investing in upgradation and maintenance of quality of services, due to the falling margins. Besides, issues related to building up a new base station were always there. Operators face several hurdles in putting up base stations, especially because of the rules and unrealistic taxes laid out by the local development bodies. Improper spectrum management has lead to a crunch leading to network congestion. But now MNP will force operators to improve QoS.

B&E: Some of the telecom operators do not meet the quality of service norms in some circles. What is the action that a regulator can take in that case?
SG:
Telecom regulator TRAI has a very little role to play when it comes to implementation of QoS norms. The maximum that the body can do is to bring out the QoS report in public, making consumers aware of the telcos not meeting the minimum norms set by the regulator. It can also recommend cancellation of license, but the final call lies with the Department of Telecom, the body which issue licenses. TRAI can penalise the operators also, but it is a cumbersome process as the regulator has to court of law.

B&E: After 3G and MNP, what is the next step you see in Indian telecom?
SG:
3G spectrum auction and role out of 3G services by private and PSU operators was one of the biggest landmarks in the Indian telecom success story. Implementation of MNP would be another milestone in the second largest telecom market. Now, it is the right time for the country to look forward for Next Generation Networks and Next Generation Access technology. Both the technologies will provide better and faster internet speed to subscribers. It would also be helpful in bridging the digital divide between the rural and urban part of the country.


Source : IIPM Editorial, 2012.

For More IIPM Info, Visit below mentioned IIPM articles.

 
IIPM : The B-School with a Human Face


Friday, October 05, 2012

MOVIE PRODUCTION HOUSES: INVESTOR DISINTEREST

Soon after the Economic Liberalisation, It became almost Impossible to lose Money in the Movie Making Business due to The Rise of Multiple Revenue Streams. However, Despite Delivering Blockbusters, Dalal Street largely remains Disinterested in These Stocks.
 
One of the possible reasons for investors turning blind eye is the lack in consistency of cash flows. In the notoriously fickle business of movie making, consistency in profits is what would attract investors. However, our production houses have time and again failed to explain the exact nature of profits. Mahendra Swaroop, Vice President, Indian Venture Capital Association (IVCA), says, “Although listed, Indian movie production houses are mostly non-corporatised. They have no formidable approach of tracking profits except for box office performance because they are not present in the end to end value chain.” Compare this with the case in US and the US investors share an everlasting relationship with Hollywood. The combined market cap of Walt Disney, Time Warner and Newscorp stands at a staggering $150 billion. Walt Disney alone is valued at $64 billion, around 5 times the size of the entire Indian media and entertainment industry. Even the recent MGM collapse, despite its James Bond franchise, is purely because of visible fundamental debt and loss aggregation issues.

In fact, globally, media and entertainment is a relatively lucrative sector for all kinds of investors ranging from private equity to individual ones. But back home in India, the case is quite to the contrary. The total market cap of stocks listed on the BSE is $1 trillion. Out of this, the market cap of media and entertainment companies is roughly 1.1% amounting to a mere $11 billion. And this is where the opportunity lies for Indian movie production houses, which have a great future provided they decide to be present in the entire value chain (as against the present form where the distribution rights, music rights et al are dispersed). This will help investors too in understanding and realising the true worth of the scrip and the company– a traditional happy ending for both. Till then, our production houses will continue to languish in the forgotten alleys of Dalal Street.


Source : IIPM Editorial, 2012.
For More IIPM Info, Visit below mentioned IIPM articles.
 
IIPM : The B-School with a Human Face

Monday, September 10, 2012

Lack of long term strategies

Post the frenzied activity that begins in any sector opened up in the Indian Economy, many entrants, including the larger ones, lose out due to lack of long term strategies and inability to adapt to business dynamics. Ultimately, market forces take them off road, putting paid to all the aspirations that convinced them to enter the sector in the first place

The same has been the case in the insurance sector, where the state-owned Insurer LIC stands tall among its counterparts with close to 73% market share (as of September 2010) and 22 players are fighting for the remaining 27% market share. Clearly the market hasn’t picked up like it was expected (one wonders about the possible scenario when the new banking licences are issued, currently sought by a number of players). There were even forays made by a number of players in the IT and BPO space, but players like L&T & Birla failed to make a mark. For that matter, even steel has proved to be an El Dorado in India. Some Indian steel players may beg to disagree, but ask an Arcelor Mittal or a Posco and brace yourself for ayes galore! Players entering the power sector face innumerable constraints in terms of infrastructure, raw material, labour, et al, ever since they entered the sector to take advantage of the new electricity policy. The list goes on.

The fact is that new entrants come into the sunrise sectors solely on the basis of potential. However, only a few years later, they realise that success in the respective sector may be too elusive due to competition, market readiness, regulatory hurdles, infrastructure constraints, et al. If they have gone too far to start afresh from square one, they are left with no option but to move out. Resources can sustain them to an extent, but industry dynamics can take no time to overwhelm them if they are not prepared. And then there is no sense in putting more good money where the bad disappeared! B&E provides an in depth analysis into four major sectors that are giving every indication of being future El Dorados, even as the players remain engaged in a relentless battle in the hope that they won’t be the chosen ones for capitulation.


Source : IIPM Editorial, 2012.
For More IIPM Info, Visit below mentioned IIPM articles.
 
IIPM : The B-School with a Human Face

Saturday, September 08, 2012

Feed me right!

Whether or not your baby will grow up to be an obese Adult, is partly in your hands!
 
Every son or daughter would vouch for the fact that one of the primary aims of parents, especially mothers, is to stuff them with all possible food available, world hunger and poverty be damned! And as a helpless tot, all you can do is burp. But here is something they would love their parents to read; now if only they took time off from making all those meaningless noises to get the li’l one’s attention! Researchers at the Institute of Child Health, London, have reported that 20% of adult obesity is caused due to this attitude and the practice of over-feeding in infancy.

Throughout the years, doctors have been voicing the benefits of breast-feeding, and besides the reasons of higher immunity being developed through breast-feeding, research now reveals that with bottle and formula feed, the baby ends up consuming more food than is required, which in turn results in them developing larger appetites. And with the development of a large appetite, there are more chances of the baby growing into an over-weight adult.

Priya Vashisht gave birth to a baby boy five months ago. After two months of rest, she rejoined work. On enquiring about her baby’s food routine, Priya said, “I had switched to bottle-feed after three months of my delivery. Breast-feeding is a tedious process. Also, now that I’m in office during the day, it’s easier with the bottle. And when we have easier options, why not?” Priya isn’t the only woman with this thinking, for there are many more like Priya who prefer to switch to easier options of feeding the baby, much sooner than the recommended period. 



Source : IIPM Editorial, 2012.
For More IIPM Info, Visit below mentioned IIPM articles.
 
IIPM : The B-School with a Human Face

Tuesday, September 04, 2012

Lesson #2: A great Dealership and Retail Presence means half the products sold already!

Arvind Saxena, Director, Sales & Marketing, Hyundai Motors India explains the importance of dealers to Hyundai’s Indian operations and his company’s expansion plans to B&E’s Pawan Chabra

There is no denying the fact that over the past decade, Hyundai has always been regarded as one of the strongest competitors to the market leader (Maruti Suzuki) in the Indian market. There was a time, when the Indian auto fraternity was only abuzz with tales of Maruti, its affordable offerings and a strong distribution and service network. Hyundai challenged their dominance by rolling out its blockbuster Santro and building a robust distribution system in the country. Arvind Saxena, Director, Sales and Marketing, Hyundai Motors India, explains to B&E how the company’s distribution (retail) network has been the secret spice that helped cook the success dish for Hyundai in India.

B&E: There was a time when car manufacturers in India were disinterested to build world-class retail outlets. The outlets were simply places to close a sale, with inadequate/bad infrastructure and almost no displays of vehicle models. The situation has changed today. What prompted the change?

Arvind Saxena (AS):
I think the first reason to that will be that the volume in the industry has grown manifold over the past years. This has given the dealers the confidence that the investments in infrastructure of their auto retail outlets are good bets. Secondly, the dealers in the recent past and today also expect that the market will continue to grow strongly even in the future, which again encourages them to invest more to match the quality and volume that helps them keep pace with the growing market.

B&E: But you mentioned nothing about the evolved demands of the Indian consumer, who has over time displayed an increased appetite for superior ambience at any retail outlet?

AS:
The Indian consumer has surely moved on with times and is today, certainly more mature than he was a few years back. Since the very beginning, we also have been quite aware of this fact, and being a strong competitor in the Indian auto market, have constantly worked towards aligning ourselves as per the demands of the consumers.


Saturday, September 01, 2012

Sunny Gaur, Managing Director, Jaiprakash Associates Limited

You have a captive power capacity of 227MW. How important and beneficial this has been for you? Any plans to expand it further in near future?
The existing captive thermal power plants have reduced our power cost from `406 PMT in 2001-02 to `293 PMT in 2008-09. We are now planning to expand it further to 702 MW by FY12.

So far coal has been one of the key raw material and low coal linkages can impact your production units. Keeping that in mind, some players have started switching over to alternate fuels. Do you have any plans on this front?
We feel use of alternate fuel in India is still at a nascent stage. In our Group, we already have provisions to use lignite in our Gujarat plant and are evaluating usage of tyre. However, in the Indian context, usage of tyre is an area, which still needs of lot policy change.

Jaypee Cement, at present, is quite aggressive on capacity expansion. Would you like to share your expansion plans with us?

The increase in capacity will come from the group’s Greenfield projects in Gujarat, Andhra Pradesh, Chhattisgarh, Jharkhand and Uttar Pradesh.

Would you also consider inorganic route for expansion?
We are open to evaluate any such opportunity that may come our way. As on date Jaiprakash Associates Limited is the only company in India, which has taken over a plant declared as a sick industrial unit and successfully scripted a turn around story by restructuring the entire plant. We are open to such options.

You are looking at an investment of around `100 billion for capacity enhancement. How are you planning to fund it?
The investment to be done over the next 3 years aims at increasing our production capacity to 50 MTPA. The proposed investment will be funded through an optimum mix of debt and equity.

What is your prime target at present?
Achieving 34 MTPA installed capacity is our first target now. To achieve it we are now working on our new cement plants across the country.

Read more.....

Source : IIPM Editorial, 2012.

An Initiative of IIPMMalay Chaudhuri
and Arindam Chaudhuri (Renowned Management Guru and Economist).

For More IIPM Info, Visit below mentioned IIPM articles.

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IIPM Links


 

Friday, August 31, 2012

INDIA’S 100 MOST PROFITABLE COMPANIES

Global Investment Guru Jim Rogers, who Co-Founded the Quantum Fund along with George Soros (The Fund Returned 4,200% in ten years, as compared to the S&P 500’s 47% in the same duration), believes that commodities are a strong investment avenue for indian firms, and that the govt. should cooperate to make india inc. more profitable

Then again, Indian tourism also has a bright future, as even the Chinese can come to India easily now for the first time in 300 years and tourism can be of great potential especially when there is peace between India and China now. The natural resources in India especially mineral wealth ensure a great future and with reforms coming up in infrastructure and the promises made by the government on infrastructure, therein lies a huge potential. If India finds competent companies to look on and manage these sectors, all of them have a very bright future.

But, India is failing to attract investors because no one wants their money to be blocked, as investors will never want to move their money out of US or Australia to a country like India where their money is almost trapped. Bonds are one of the best investment options and I really want to look up to the bond market in India, but it is not open. India has a huge population and many people can invest in bonds but the problem lies in the fact that the currency is not convertible and rigid barriers to entry of foreign investors does not allow the Indian bond market to open up properly. It is one of the best times to open up the bond market, making India a hot investment destination and Indian companies the biggest profit making corporations in the world.

For that to happen, India must open up to capital account convertibility, which is of great significance to corporates around the world. India should actually develop an offshore bond market as most of the Indian citizens don’t have money offshore, and it’s really strange that India still has a non-convertible currency. Indians are investing all around the world but there has to be some money that should even come to India. And investors will always take it as a great opportunity, if they allow reforms. The politicians in India should actually realise the benefits of currency convertibility in a globalised economy. And with the sovereign debt crisis going on in the Europe, investors are sure to move to countries which are not in trouble, and India is certainly a big destination for these investors, as they will prefer their money to be safe in a developing economy than a debt-shadowed economies like in EU.

There is a strict need of reforms in the Indian system to make it a hot destination for the investors. India has a debt to GDP ratio of almost 90%, which is actually alarming and studies show when you reach that level, you do not grow significantly and you have trouble attracting anyone. In India’s case, debt is going to rise continuously. Even if you look at the government’s budget projections, debt is going to rise for the years to come. Without some tap on debt and the non-convertible currency, its surely a big problem for Indian companies to dream about a windfall of profits, as there would be no investments. So while China will continue receiving all the FDIs, India will have to be satisfied with just FIIs. India as a whole and Indian companies should look at various smart strategies to build upon their bottomlines. But they need government cooperation too. The first thing is to look at core strong sectors and encourage the foreign companies to invest in the country. Believe in core sectors, reforms, equity and bonds, and profits will automatically follow.




Thursday, August 30, 2012

HYUNDAI AGONY & ECSTACY

AFTER BEING THE CLEAR #2 IN THE INDIAN PASSENGER VEHICLE SEGMENT FOR OVER 11 YEARS, THE TIDE SEEMS TO BE TURNING IN FAVOUR OF ITS CLOSEST COMPETITORS. CAN H. W. PARK, THE CAPTAIN OF THE SOUTH KOREAN SHIP, STEER IT CLEAR OF THE MANY ICEBERGS ON THE WAY? BY PAWAN CHABRA

Fifteen years ago, H. W. Park wasn’t a known name in the Indian automobile circle. Even Hyundai Motor Company wasn’t. The Indian auto-lovers then, were busy test-driving vehicles that bore tags of Honda, Ford, GM, Daewoo, Maruti Suzuki, Hindustan Motors and Premier Automobiles. A South Korean car-maker didn’t bother the car buyers in India. In September 1998, Hyundai rolled-out the first Santro in the country, and six months later, the company (under the leadership of B. V. R. Subbu, the-then President of Hyundai India), surprised all by climbing to the #2 spot in the Indian passenger vehicle market. Park wasn’t talked about even then. He was busy handling costs, auditing and managing Hyundai Motor’s finances, back in South Korea.

He was finally transferred to India in 2003, and was handed over responsibilities as the CFO of Hyundai’s India operations. Six years later, this MBA from the University of Dankook (Seoul), convinced the Hyundai Headquarters to make him the CEO & MD of Hyundai India with his leadership skills and successful management of the company’s resources. They obliged. That was last November.

Nine months into the job, Park finds himself in a tight spot, a spot he might not have wanted to be stuck in at this time, so soon into his leadership. In the Indian passenger vehicles segment (the only playing field for Park), Hyundai had belligerently defended its 2nd rank for 11 years consecutively. No Ford, GM, Fiat or the likes could beat them. The lead was secure, sacrosanct and Hyundai protected the position religiously. Now, for the first time after 11 years, Hyundai saw itself being displaced from the #2 spot by the Ratan Tata army. During Q1, FY2010-11 (April-June quarter), Hyundai sold 83,018 units, while Tata Motors outperformed it with a sales figure of 83,739 units. [For the month of June alone, the figures for Hyundai and Tata Motors stood at 27,366 and 32,479 units respectively]. If one thought this was a quarterly hiccup, in July 2010, while the South Korean automaker managed a sales figure of 28,811 units, Tata Motors yet again sold 32,731 units. Even though the Tata Motors’ lead may be marginal, and may not even last long, what this has done is something iconic yet ironic – it has proved that Hyundai can be beaten. And if Hyundai can be, then so can be Maruti, the leader since years (read the interview with Shinzo Nakanishi, MD, Maruti India, later in this cover story).

Absolute figures apart, Park will get the drift of the argument if he takes a look at the manner in which Tata Motors has grown from being just a minnow in the passenger vehicles segment to a threat to every player around it. The magic wand being the Nano. With negative growth plaguing its performance in the first half of 2009, Tata Motors breathed a sigh of relief with the Nano’s mass roll-out in July 2009, post which, the company has scripted y-o-y growth (in monthly sales) in excess of 19% till date. This followed on the heels of a negative 3.12% growth in the quarter that preceded the deliveries of the Nano (quarter ending June 30, 2009). Continuing its upward trajectory, December 2009 saw the company touch a sales growth of 61.37%. The show continues till date, with a y-o-y growth of 50.13% recorded in July 2010. Hyundai on the other hand, has been a slow runner, its monthly sales growth falling from 53.94% in July 2009 to 24.22% in July 2010 (coupled with a Q1, 2010 y-o-y growth of 21.61% as compared to Tata Motors’ 49.59%).

But Park hasn’t given up yet, and the fight to capture the coveted #2 spot is still on between the South Korean and the Indian. There is however a small problem for him. The Nano production process is gaining momentum by the day. Translation: Hyundai is in for tougher days ahead in the domestic circuit. Once Tata’s Sanand Nano plant assumes full production capacity of 500,000 units per year (from the current 250,000 units per year, which the company plans by the end of FY2010-11), the South Korean giants will be forced to reconsider their priorities and set their targets higher. Park tells B&E, “We will be looking at close to 340,000 units in the Indian market during FY2010-11. Last year, we did close to 290,000 units.” But will this be enough? While Hyundai has set this target, sales of Tata Motors is forecasted to exceed 500,000 units (including 250,000 units of Nano as forecasted by P. M. Telang, Head of India Operations, Tata Motors). Even if we conservatively assume the non-Nano days growth of Tata Motors to repeat this financial year’s growth (growth of 23.88% during FY2009-10), the sales figure for FY2010-11 will touch 566,508 units – 66.62% more than Hyundai’s! [This represents a y-o-y annual sales growth of 98.2% for Tata Motors – the highest ever since it gained substantial volumes in the passenger vehicles market.] For the records, the A1 segment-ruling and price-conscious buyer-pleasing Nano has already sold 23,779 units of Nano so far in 2010 (as on July 31, 2010), as compared to 30,350 units sold in 2009.

There is no denying that Hyundai has been a force to reckon with in the Indian auto market for long, and the strongest competitor to Maruti (the market leader for over two-and-a-half decades). There is no denying either that Hyundai will continue to be as powerful a force. But the pace at which competition is rising in the small-car (A2) segment (where its flagships – Santro and i10 – have reigned for long), is literally pushing it closer to the furnace. Giving Hyundai much displeasure, products like the Maruti A-Star & the Alto, the Chevrolet Spark & Beat, the Ford Figo, the Volkswagen Polo, the Fiat Grande Punto, the Nissan Micra and many more, have already made their mark in the Indian hatchback car market.

But is Hyundai really worried about the silver hat? Arvind Saxena, Director – Sales & Marketing, Hyundai Motors India refuses the proposition, “The second position is incidental. No one works for it. We are here to create a bigger brand. We will be happy to have a large satisfied customer base.” As for Park, he seems to be showing no dearth of realisation about the importance of the Indian auto market. He has already taken guard. As sources from the company confirm, he is increasingly focusing more on the domestic market. Saxena adds, “The domestic market has always been a priority for us. But when we realised that the demand here was insufficient, we exercised the option of making the most out of exports. This year, the domestic market will account for about 56% of out total unit sales. In five years, this percentage could grow to 65-70%.” In short – Park is determined to run till the last mile is over.

Hyundai is not the only one spending disquieted moments. Maruti Suzuki also faced a disturbing situation as recently as in June 2010, when its market fell below the 50% mark for the first time since it began operations in India. Currently (April 2010-July 2010 period), the market share of Maruti Suzuki in the passenger vehicle segment stands at 44.0%, with Tata Motors and Hyundai as followers with market shares of 15.4% and 14.8% respectively. Notably, even Hyundai has registered a fall in market share from the 20%-plus levels. But Maruti seems more perturbed about numbers at the moment, as Shinzo Nakanishi, MD & CEO, Maruti Suzuki India, tells B&E, “It is our aim that by the end of this fiscal, we will have over 50% of the passenger vehicle market in India...”



Wednesday, August 29, 2012

Learning from the best

After an unexpected turn of events with Kites, Kangana is now hoping to do better with Once upon a time in Mumbai. The surprise of this film is that this time she’s finally playing a ‘normal’ girl and not a maniac or mentally disturbed character! A character inspired by Madhu Bala, Parveen Babi and Zeenat Aman, Kangana was required to pick up nuances of style, grandeur and sex appeal from the consummate work of these veterans. Awed by Madhu Bala, this 23-year-old now dreams of playing Anarkali someday.