E-NEWSLETTER Issue 24July - August 2016
Page | 01
From the Desk of the
Director General
It gives me great pleasure to present the July-August
edition of the NHRDN Newsletter. After the successful
launch of the NHRDN App, we are ready to launch another
prestigious initiative, NHRDN AGORA – a digital platform
which offers many services at a one common place for all
HR professionals. For those who would like to make use of
this opportunity and showcase your products & services
and be associated with NHRDN, you can contact us and get
enrolled in this unique platform. We shall be launching it thon 26 of August 2016 at Mumbai.
NHRDN successfully conducted its flagship program the rd3 CEO Conclave at Mumbai. The theme for this Conclave
was on ‘Simplifying Complex Realities: Scripting the way
Forward’, where more than 125 participants experienced
eminent CEOs from across industries shared their
thoughts about Strategy, Customer Management, Talent
Management and Boundary Management - the sub
themes for the Conclave.
Apart from the flagship programs, we conducted the 3rd
NHRDN CSR Summit on ‘Strategizing CSR for Sustainable th thDevelopment’ held on 11 - 12 August 2016 at Bengaluru.
thThe 4 NHRDN HRM Summit is being held in New Delhi
along with a host of other programs lined up this month.
Please do block your diaries and ask your colleagues and
friends from your organization to come and be part of these
sessions.
We have also announced the NHRDN-Prof Ram Charan rdYoung HR Icons Awards, the 3 in its series which aims to
recognize and reward emerging young HR Icons, both at
the Professional and Student level. The Competition will
identify from amongst young minds, the next wave of
potential pacesetters in the HR Profession. The last date stfor registration is the 1 of September 2016. Kindly do send
your nominations at the earliest and the winners selected thwill be honoured at the 20 NHRDN National Conference
th thscheduled to be held this year on 8 - 9 December, 2016 in
Bengaluru.
Apart from the Chapter News we have an interesting
article titled MASTI- Meaningful Analysis, Structured
Thinking & Institutionalize by Mr. Amit Acharya, where he
talks about the implementation of the concept keeping in
mind the multi generational workforce in an organisation.
At this juncture I would like to invite our members to come
forward and contribute articles/ cover stories, features on
emerging trends etc. in the field of HR and share your
knowledge with the our members through the Newsletter
platform.
You can send in your articles to [email protected]
Also featured is the updated NHRDN Calendar of
Programmes for your perusal. I am extremely excited
about the future prospects and expect continued support
from all of you. I hope you enjoy reading this edition of the
NHRDN E-Newsletter and look forward to your feedback
and suggestions.
Dear Members,
Kamal Singh
Director General, NHRD Network
Issue 24July - August 2016CODE OF CONDUCT
I will always strive to meet the highest evolving standards of
COMPETENCE in the profession and ADD VALUE to
organizational success.
I will deal with all stakeholders with utmost INTEGRITY and
create an environment of TRUST leading to ETHICAL success
of my organization.
I will ensure that I am always RELIABLE and consistent in all
my actions by accepting responsibility for my decisions and
actions thereby creating CREDIBILITY for my profession and
myself.
I will be OBJECTIVE in all my actions and decisions and foster
FAIRNESS with firmness.
I will conduct myself in a way that FACILITATES GROWTH and
DEVELOPMENT of all those I am responsible for.
I will strive to be a ROLE MODEL for all others and
CHAMPION exemplary practice of the HR profession.
I will respect the rights of privacy, will not use my position for
personal gains and ensure that there is no CONFLICT OF
INTEREST in what I do with any of my stakeholders.
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E-NEWSLETTER
CustomerNew Age Boundary-less CustomersRedefining your Value Propositions
2
TalentSharpening the Talent Edge3
Boundary ManagementManaging Responsible Eco System4
Page | 03
rd thThe 3 NHRDN Conclave for CEOs’ was held on 15 June,
2016 at the ITC Grand Central in Mumbai. The Central
Theme for the Conclave was ‘Simplifying Complex
Realities: Scripting the Way Forward’, which was
covered in 4 sub themes during the course of the day.
Background of NHRDN’s CEO Conclave InitiativeAs the HR Agenda revolves around the CEO’s thought
process, NHRDN in its endeavour of capability
building & aligning the HR agenda with business goals
conceptualised the NHRDN CEO’s Conclave series.
The idea was to bring CEO’s from across varied
industries come together and share their unique
experiences and make us understand the true
meaning of leadership. The first two of the NHRDN
‘CEO’s Conclave’ series were held in Delhi - NCR in
2013 and 2014. The response was overwhelming with
over 100 participants in each Conclave and this time, rd
the NHRDN 3 CEO Conclave was held in Mumbai,
with over 125 participants who attended this session
on ‘Simplifying Complex Realities: Scripting the way
Forward’. The format of the sessions was conceptualized
uniquely where each session had a Theme Voice who
set the context for the Session and moderated the
discussion with two perspective holders. Participants
& experienced eminent CEOs from across industries
shared their thoughts on 4 themes that included
S t r a t e g y , C u s t o m e r M a n a g e m e n t , T a l e n t
Management and Boundary Management.
Mr. Adil Malia, Conclave Director & Group President
HR-Essar Group, was ably supported by a strong team
comprising of senior HR leaders from well-known
companies who gave a perspective to the agenda of
the Conference. FORE School of Management, New Delhi was the
Principal partner and EY was the Knowledge Partner
for this event.
rdNHRDN 3 CEO Conclave - Simplifying Complex Realities: Scripting the way Forward’.
Issue 24July - August 2016
NATIONAL SECRETARIAT NEWSDate VenueParticipants
::: 125+
th15 June 2016Hotel ITC Grand Central, Mumbai
Mr. Adil Malia, Conclave Director & Group President
HR-Essar Group
StrategyUnleashing the Entrepreneurial Edge1
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The Conclave began with the Welcome Address by
Mr. K. Ramkumar, National President, NHRDN, who rd
took the audience through the significance of the 3CEO Conclave, for the business community as a whole. He highlighted the fact that the intent of NHRDN as an institution was to uplift the holistic capability of Human Resources and not just the HR function. With every successive chapter of the CEO Conclave, this purpose is being met aptly by bringing key issues impacting the working population to the forefront.
The theme address was delivered jointly by Ms. Sonu Iyer and Mr. Paresh Vaish, Partners at EY. They discussed the EY Megatrends 2016 – ‘The upside of Disruption’ and highlighted the fact that three forces which are currently at play are Technology, Demographics and Globalization. The degrees of interaction between these three forces are fuelling
disruption and associated complexities. As part of this report eight global megatrends that are shaping the future were indentified which have their impact on businesses, economies, industries, societies and individual lives. The eight megatrends included: Industry redefined- Is every industry now your industry? The future of smart-What intelligence will we need to create a smart future? The future of work-When machines become workers, what is the human role? Behavioural revolution-How will individual behaviour impact our collective future? Empowered customer-How will you change buyers into stakeholders? Urban world-In a fast-changing world, can cities be built with a long-term perspective? Health reimagined- With growing health needs, is digital the best medicine? Resourceful planet-Can innovation make the planet resource rich instead of resource scarce? The shared certain actions that can be taken here and now to simplify complex realities. This was followed by presentation of the People CEO Awards in different categories.
People CEO AwardsAs part of the Conclave CEOs in five categories listed below are felicitated for their outstanding contribution towards People Leadership, Governance Leadership and Performance Leadership
The selection of the Awards was done by a high level Jury, Chaired by Mr. Santosh Desai, Managing Director & CEO – Future Brands Ltd. along with eminent professionals from Corporate, PSU and Academia who were part of the Jury.
NATIONAL SECRETARIAT NEWSDate VenueParticipants
::: 125+
th15 June 2016Hotel ITC Grand Central, Mumbai
Ms. Sonu Iyer-Partner, EY Mr. Paresh Vaish- Partner, EY
1. CEO in Public Sector
2. CEO in Private Sector
3. Women CEO Award
4. Young CEO Award
5. CEO in MSME Sector
Issue 24July - August 2016
Mr. K. Ramkumar, National President, NHRDN
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• Interviews conducted with CHROs / PR teams of Top 2 Contenders per Category
• Winners in each Category arrived upon on the basis of scoring by members of the Jury
Scoring Parameters
As part of the selection process many names of
leaders who had done considerable work in the above
parameters were shortlisted. The Jury, after detailed
deliberation had unanimously conferred the NHRDN
People CEO Awards for 2015-16 on the following
people at the Award Ceremony held in the Conclave.
While Mr. S Varadarajan & Mr. N K Chaudhary were
present to receive the awards, Mr. Aditya Ghosh, Ms.
Mallika Srinivasan & Mr. Manish Sabharwal were
represented by their team members who received the
awards on their behalf.
NATIONAL SECRETARIAT NEWSDate VenueParticipants
::: 125+
th15 June 2016Hotel ITC Grand Central, Mumbai
Jury Members
1. Mr. Santosh Desai (Jury Chairman)
2. Mr. K Ramkumar, (Formerly) ICICI
3. Mr. Adil Malia, Essar
4. Dr. Arvind Agrawal, (Formerly) RPG
5. Mr. Rishikesha T Krishnan, IIT Indore
6. Ms. Veena Swarup, (Formerly) EIL
7. Mr. Rajeev Dubey, Mahindra & Mahindra
8. Mr. Pankaj Bansal, PeopleStrong
(Jury Convenor)
9. Mr. D Rajiv Krishnan, EY
10. Dr. H P Kumar, (Formerly) NSIC
11. Ms. Apurva Purohit, RadioCity
12. Mr. D Shivakumar, PepsiCo
13. Mr. SV Nathan, Deloitte
14. Mr. Kamal Singh, NHRDN
How the winners are chosenstStep 1: Nomination (1 List)
• Inputs from various stakeholders and market intelligence
• List of 60+ CEOs across categories collated with special focus on People Leadership apart from Performance Leadership & Governance Leadership
ndStep 2: Data Collection (2 Shortlist)
• Data collection from company specific resources among others
rdStep 3: Subjective Ratings (3 Shortlist-submitted
to Jury members)
• Comparative Ratings provided to 4 or 5 Names in each Category
Step 4: Best 2 chosen by Jury members
• 2 top contenders chosen per Category
Step 5: Collation of scores for Top 2 per Category
PARAMETER WEIGHTAGE
People Leadership
Performance Leadership
Governance Leadership
40%
30%
30%
Issue 24July - August 2016
Winners
NHRDN People CEO Awards 2015-16: Public Sector: S. Varadarajan- CMD – BPCLNHRDN People CEO Awards 2015-16: Private Sector: Aditya Ghosh-President & CEO – Indigo Airlines,NHRDN People CEO Awards 2015-16: Women Leadership: Mallika Srinivasan- Chairman and CEO – TAFENHRDN People CEO Awards 2015-16: Young Leadership: Manish Sabharwal- Chairman – TeamLeaseNHRDN People CEO Awards 2015-16: MSME N K Chaudhary- CMD – Jaipur Rugs
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Mr. Santosh Desai, Managing Director & CEO, Futurebrands India Ltd. and Mr. Kamal Singh, Director General, NHRDN delivered the Vote of Thanks for the first half of the Session.
Post the Awards Event the Sessions commenced, where the Conclave leaders discussed various issues faced by the Corporate & shared their thoughts & experiences. Some of the highlights as per the 4 themes included:
NATIONAL SECRETARIAT NEWSDate VenueParticipants
::: 125+
th15 June 2016Hotel ITC Grand Central, Mumbai
Mr. Kamal SinghDirector General, NHRDN
Mr. Santosh Desai, MD & CEO,Futurebrands India Ltd.
Issue 24July - August 2016
• The customer in new markets is ‘spoilt’ for options. Multiple competitors, new products, new offerings, and innovative extensions all continue to make it more and more challenging for the enterprise.
• Renewal of value propositions that an enterprise offers its customers is the differentiator.
• How do effective leaders continue to renew and refresh their value propositions to sustain the loyalty of their existing customers and attract new customers into their folds? By offering a new wave of propositions.
Customer
New Age Boundary-less Customers Redefining your Value Propositions
Strategy
Unleashing the Entrepreneurial Edge
• The economic environment in the market is a never-ending dynamic. Leaders need to constantly focus on opportunities that emerge for business growth as well as threats that may disrupt the existence of their enterprise. A successful leader, in this context, has to analyse, think, behave and execute like an entrepreneur.
• How leaders unleash that entrepreneurial edge to strategise and maximise value creation for their enterprise is the purpose of this theme.
• Talent will continue to offer itself as the cutting edge value provider. Disengaged talent is a wasted cost, while engaged talent is a high yield investment.
• New market situations and context will require looking at talent and inducing its participation in the value creation journey very differently as compared to the way it has been done for so long.
• How do effective leaders adopt new approaches to determine talent and how do they Get, Retain, Align, Induct, eNgage (GRAIN) talent in their systems?
• The growing awareness in the environment m a k e s b o u n d a r y m a n a g e m e n t o f t h e environment critical.
• Socially responsible capitalism is a growing reality, fair and equitable governance is mandatory, stakeholder expectations are no longer an option. Shareholder return on capital is important but not the only target anymore.
• H o w d o e f f e c t i v e l e a d e r s m a n a g e t h e evergrowing pressure from the various stake holders of a business while simultaneously meeting shareholder expectations?
Talent Boundary Management
Sharpening the Talent Edge Managing a Responsible Eco System
The Conclave was attended by more than 125 Senior Professionals across the industry and the feedback received from the participants was very encouraging.
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NATIONAL SECRETARIAT NEWSDate VenueParticipants
::: 125+
th15 June 2016Hotel ITC Grand Central, Mumbai
rdGlimpses from the 3 CEO Conclave
Issue 24July - August 2016
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June, 2016 at Hotel Sheraton, Saket, New Delhi.
Over 42 participants attended the Workshop which received a very positive feedback and many of the participants agreed to be part of second phase of the Workshop, which is the certif ication phase.
NATIONAL SECRETARIAT NEWS
NHRDN organized its highly acclaimed Workshop on “Train The Trainer” at two locations Delhi and Mumbai. The Workshop was conducted at Mumbai from 1st -3rd June, 2016 at the Welingkar Institute of Management, Mumbai and at Delhi from 22nd-24th
NHRDN’s Train The Trainer Workshop- Training Delivery Skills for Trainers
Date Venue
::
st rd 1 - 3 June 2016Mumbai
Date VenueParticipants
::: 42
nd th 22 - 24 June 2016New Delhi
Participants at the TTT- Mumbai Workshop
Participants at the TTT-Delhi Workshop
Issue 24July - August 2016
E-NEWSLETTER
KUDOS/MOVEMENTS
Page | 09
Mr. Deepak Kumar Hota appointed as CMD of BEML
Mr. Deepak Kumar Hota has been appointed as the new Chairman and Managing Director
of BEML Limited a defence public-sector undertaking. Mr. Hota served as Director of
Human Resources since July 1, 2013 until July 1, 2016. He is an Economics graduate from
St. Stephens, New Delhi and also holds an MBA in HR from XLRI, Jamshedpur. With over
three decades of professional experience in HR and Business he served in various
capacities in Hindustan Petroleum Corporation Limited including Chief Executive Officer
of HPCL Bio-fuels. Prior to joining BEML, he was heading the Natural Gas Division, HPCL,
Mumbai.
Ram Kumar joins Microland as Chief People Officer
Mr. Ram Kumar, Head HR, HSBC Global Resourcing, has joined Microland, the hybrid IT
Infrastructure Service Provider, as its new Chief People Officer. His mandate at
Microland would be to drive the business performance & productivity & create a future
ready organisation. Graduating from TISS Mr Ram Kumar joined Unilever as a factory
personnel manager & later worked at Citibank, ANZ Grindlays before joining HSBC. In a
career spanning 33 years he has spent 22 years of his professional life at HSBC, holding
important roles as Head-Learning, Talent, Resourcing & OD and Global Head, HR - HSBC
Global Technology Centre
Issue 24July - August 2016
E-NEWSLETTER
KUDOS/MOVEMENTS
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Issue 24July - August 2016
Meenal Jadhav is the new Director Global Leadership Academy
Ms. Meenal Jadhav has been appointed as the new Director Global Leadership Academy
at Schneider Electric, India. Prior to this she was the Director, Talent Management & OD
at Schneider Electric. Ms. Meenal has a double Masters in Economics and Human
Resource Management and is certified in Hogan Assessments, MBTI Step I & II, FIRO B
and Caliper. With over 20 years of experience, she worked as a consultant with firms like
Heidrick & Struggles (Leadership Consulting), Right Management, Grow Talent and
Eicher Consultancy Services before joining Schneider Electric.
Vikram Bector is the new CHRO of Piramal Group
Piramal, a global business company, which has presence across various sectors
including healthcare, life sciences, drug discovery, healthcare information management
etc. has recently appointed Mr. Vikram Bector as the Group Chief Human Resources
Officer. Prior to this Mr. Bector worked in Cipla, as the Chief Talent Officer and Head-
Corporate HR. A seasoned HR professional with over 25 years of experience across
industries such as IT, consulting, BFSI, commodities, automotive and healthcare, he has
worked in various multinational companies like Tata Motors , Reliance Industries,
Deloitte, Canon India, Max Healthcare, Aditya Birla Group etc. in the past.
E-NEWSLETTER
DateVenue
::
th28 July 2016Chancery Pavillion, Bengaluru
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Global Perspective– Labour Relations & Future of Workforce
As part of its Monthly Meetings’, NHRDN’s Bengaluru Chapter organised a program on the topic, Global Perspective – Labour Relations and Future of
thWorkforce at the Chancery Pavilion, Bengaluru on 28 July 2016. Mr. Pri thvi Shergi l l-CHRO, HCL Technologies was in conversation with Mr. Alan Wild-Vice President HR, Employee Relations and Engagement, IBM and through the session the participants got a chance to know about the challenges, ground realities & practices in terms of Industrial Relations prevalent in countries like China, Germany, India, Cameroon, Africa, Romania, Mexico, Latvia etc. Speaking at the session, Mr. Alan said that important events like the collapse of the Berlin Wall and unification of East & West Germany, the uprising at the Tiananmen Square in Beijing, China and the opening of the Indian economy in early 1992 helped thrust around 1.4 billion people/workforce into the Global Economy.
Even a conservative closed culture of China had to open up its economy to help protect its control over the citizens in order to find new jobs and improve their standard of living. The global market expanded and so also the availability of the Global Workforce leading to the world becoming a Global Village. Multinational organisations suddenly had access to world markets and had to learn to thrive in these markets. Engaging & building employee relations with the workforce in these emerging markets required an understanding of the Culture & the nuances of these geographies and a new approach.
Social Networking replacing traditional Trade Unions
At the same time, the Digital revolution and the emergence of the Social Media altered the way in which people communicated, engaged and voiced their grievances/opinions. The world has become Social like never before. Geographic barriers are collapsing thanks to the Internet connectivity, the World Wide Web and the Social Media. These changes have had profound effect on Corporate Organisations too, especially the way in which they communicate, engage & collaborate with their employees. Traditionally employees turned to Trade Unions to help represent their cause (wants & grievances) and be their voice before the management. But with the emergence of the Social Media, employees have found other avenues & ways of communicating with the Management, their colleagues, the media & the society at large. The power of Social Networking is fast replacing tradition Trade Unions and grievance redressal mechanisms in organisations. The Trade Unions no longer enjoy the monopoly of representing Employees and even without a Trade Union, employees are now able to communicate with the Organisation (positively & negatively). Mr. Alen also shared about how the share price of Nestle dropped by 10% because of an adverse news / social media campaign about their involvement in the Thai Fishing scandal. He also shared about how a stray incident of an employee being fired at IBM India was totally misquoted & reported by the Media / Social media and it became headline news in Times of India and the Wall Street Journal – “Blood bath at IBM” and how it took a lot of effort to handle this negative impression. We have seen greater events of significance like the Egypt uprising successfully orchestrated using the Social Media. Closer home we saw how HCL Technologies & Flipkart had a battle on their hand when it deferred placement of Campus Graduates and also how TCS had to face a backlash on reports of layoff in their organisation in 2015. He also shared how the employees were leveraging the Social Media – WE CHAT and even organised a strike in China bypassing the traditional Trade Unions.
Issue 24July - August 2016
In Conversation- (Left) Mr. Prithvi Shergill-CHRO, HCL Technologies (Right) Mr. Alan Wild-Vice President HR, Employee Relations and Engagement, IBM
CHAPTER NEWS - BENGALURU
E-NEWSLETTER
DateVenue
::
th28 July 2016Chancery Pavillion, Bengaluru
Page | 12
He said that suddenly they had to communicate, run propaganda and even negotiate with their employees using Social Media platform on WE CHAT.
Left of Boom Approach
He also shared about the US Army experience of
dealing with Militants in the Afghan war and referred
to the Left of Boom theory based on the bestselling
book “Left of Boom” by John Smith & Ralph Pezzulo.
The US despite being a super-power and having all the
might in their Army, weren’t able to win the war over
Taliban and the Al Qaeda in their wars in Afghanistan
& Iraq. They were mostly focusing on reactive action
after the incident was done. The Left of Boom theory
works on a pre-emptive proactive way of looking at
solving problems. Drawing parallel to dealing with the
army experience, Mr. Allen suggested that
Organisations should also look at adopting a Left of
Boom approach. They should pre-empt any potential
employee discontent and listen to their employees
and identify key drivers of employee engagement. He
wanted a more proactive approach towards Employee
Relations & Engagement and not start action/reaction
after the Annual ritualistic Employee Satisfaction /
Engagement survey is over. He wanted organisations
to embark on a program of Winning the Hearts &
Minds of its Employees. He also said that the line
managers or their immediate managers are not
anymore the sole inf luencers of Employee
Engagement. It is who they hang out with that
influences Employee Engagement Index. If the
employees are constantly hanging out with Positive &
Engaged employees, they are likely to be equally
Positive & Engaged but on the contrary if they are
hanging out with Negative & Dis-Engaged employees,
they are likely to be Negative & Dis-Engaged.
Therefore it’s imperative for Organisations through
HR to identify who are the key influencers in the
organisation (informal groups and not based on
hierarchy) and start working with them to build a
positive environment & work culture.
HR to be Employee Advocates
Mr. Prithivi brought out the dilemma that today’s HR
Managers face. Are they supposed to be the Employee
Advocate or be the Business HR Partner? He felt that
most of the HR professionals today tend to be playing
more of a Business Partnering role and less of an
employee advocate and this is dangerous and could
lead to potential trouble in organisations. It was said
that employer relations is not just the responsibility of
HR but also of the Business leader’s. If issues can be
identified and addressed at the ground level, then it
becomes easier to manage, than escalating it to
higher levels and compounding the problems. There
were also discussions about how we need to balance
the need for adopting a global, standard, consistent
approach/policy but at the same time need to show
some flexibility and be agile to the changing dynamics
of the workforce. Mr.Alen shared how the Business
has adapted itself very well to the dynamic needs of
the Customers and is able to constantly offer dynamic,
segmented solutions / offers to its customers based
on the customer needs. He exhorted that HR also
needs to think like Business Leaders and look at their
employees as Customers and work towards offering
segmented solutions & offers based on the Employee
needs while at the same time retaining some bit of
control.
‘Employee Experience’ a new Approach
The speakers and the audience felt that Industrial
Relations as a function was a dying art and there is a
dearth of talent available in the HR Community. Most
Issue 24July - August 2016
Trade Unions no longer
have the monopoly of
representing Employees-
Alan Wild-VP-HR
& ER, IBM
CHAPTER NEWS - BENGALURU
E-NEWSLETTER
organisations especially the Multi National and the IT
organisations loathe accepting a Trade Union in their
organisations. Someone pointed that a recent Labour
Court judgment from Chennai has brought Unions to
the doorstep of IT Organisations and it will not be far
before Unions will make its presence in IT
Organisations. Hence it was felt that Union or no
Union, organisations must be on guard with their ears
to the ground and listen to their employees attentively,
spot any rumblings and address them immediately
before it snowballs into an uncontrollable situation.
Organisations can no longer ignore or resist Unions.
They will need to learn to engage with them and even
fight with them on principles if situation demands.
They must also be aware that there are new forms of
engagement, both positive & negative largely
influenced by the Social Media and they must leverage
Social Media as the new platform for communication
& engagement with their employees. Lastly
progressive organisations are moving away from just
Employee Relations & Engagement approach to an
Employee Experience approach just like how
organisations are wooing their customers through
Customer Experience. A positive and a happy
Employee experience goes a long way in maintaining a
healthy Employee Relations in an organisation.
CHAPTER NEWS - BENGALURUDateVenue
::
th28 July 2016Chancery Pavillion, Bengaluru
Page | 13
Issue 24July - August 2016
Report Credits: Mr. Ramesh Ranjan- Vice President Bangalore Chapter
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CHAPTER NEWS - BHUBANESHWARDateVenue
Participants
::
:
th18 June 2016Nalco HRD Centre of Excellence, Bhubaneshwar50+
Page | 14
Issue 24July - August 2016
Prof. Padhi then went on to enumerate multiple examples of contract labour outsourcing in different organizations. He said while many of these activities may not qualify as the core activities of the organization, nevertheless in most cases the contract labour outnumbered the employees on payroll. Citing recent instances where HR Managers have been at the receiving end of the ire of contract labour, he stressed on the need for plugging in all procedural gaps in the administration and governance of the Contract Labour Law. He plotted the whole life cycle of the way contract labour is engaged and maintained in organizations, adding that sometimes we miss out of some key checkpoints because of our neglect in reading the fine print. The talk was peppered with multiple anecdotes of suits filed and fought in courts of law over contract labour issues. He also explained the significance of the Contract Labour Law being designated as the Contract Labour Regulation and Abolition Law. Explaining especially the important clauses of the law, he deliberated how today no industry is completely free of contract labour, the possible fallouts of not adhering to the legalities of the law and some loopholes and pitfalls which were amply exploited by unscrupulous contractors.The session was attended by officials from NALCO, PPL, Tata Steel, Indian Oil, IMFA, Infosys, faculty members of Bharatiya Vidya Bhawan, Utkal University, IMI and students of XIMB.
National HRD Network Bhubaneswar Chapter organized its Saturday Capsule Training Programme
thon June 18 , 2016 at the Nalco HRD Centre of Excellence, Bhubaneswar. The Saturday Capsule Programme is a new initiative introduced by the Chapter which aims to impart condensed inputs on an HR related subject in a 3-hour capsule. The subject of this session was “New Advancements in Contract Labour Law”. Prof. P.K. Padhi of XLRI Jamshedpur delivered the session which was attended by more than 50 HR professionals, faculty members, trainers and students.Speaking on the subject Prof. Padhi opined that HR with Labour Law was a deadly combination and without it was dead. Drawing analogies from Hindu mythology, he traced the origins of the Outsourcing sector and connected the dots to the present day Contract Labour scenario and challenges. He said that Outsourcing as a concept was as old as time itself with the Mahabharata itself being a prime example of the same. The soldiers of Lord Sri Krishna fought under the banner of the Kauravas which completely fitted the definition of Contract Labour as ‘someone employed on the payrolls of someone working for someone else’. Similarly Ramayana was also another classic example where the armies of different kings fought under the flag of Lord Sri Rama and defeated the army of Ravana which had no outsourced warriors!
Saturday Capsule Training ProgrammeNew Advancements in Contract Labour Law
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CHAPTER NEWS - TIRUCHIRAPPALLI DateVenue
::
th9 July 2016Hotel Ramyas, Varnam Hall, Trichy
Page | 15
Knowledge Sharing Session - Emotional Intelligence for Professionals
NHRDN Trichy Chapter conducted its Monthly thMeeting on 9 July, 2016 at Hotel Ramyas, Varnam
Hall, Trichy with Dr. SN. Raghavendra, Associate Professor (OD & HRM), BIM, Trichy as the Chief Guest. In today's business environment we require Emotional Intelligence to deal with personal and official crises. To enable HR professionals in this d i r e c t i o n , N H R D N T r i c h y C h a p t e r i n v i t e d Dr. SN. Raghavendra, Associate Professor (OD & HRM), BIM, Trichy as the Chief Guest who spoke on the topic on Emotional Intelligence which is higly necessary for HR Professionals. The meeting started with prayer song followed by Mr. Johnsekar- Trichy Chapter President & Group Head HR – KMC Hospital , Trichy delivering the Welcome Address and recital of HR Code of Conduct by Mr. Krishnan- Treasurer, Trichy Chapter & Senior Group Leader-SRF Limited. Mr. Sankar Ganesh, Vice President of NHRDN Trichy Chapter & Manager-HR,Bunge India (P) Limited, Trichy gave a brief about the Speaker’s profile and invited him on to the stage. Dr. SN. Raghavendra in his address, narrated that the emotional intelligence is the ability to identify, use, understand and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse tense situations. He also mentioned the regulate and revoke situation which is adaptable to both sides of one’s life. He also specified that emotional intelligence is classified under four mantras:
• Self-Awareness – You recognize your own emotions and how they affect your thoughts and behaviour. You know your strengths and weaknesses and have self-confidence.
• Self-Management – You’re able to control impulsive feelings and behaviours, manage your emotions in healthy ways, take initiative, follow through on commitments and adapt to changing circumstances.
• Social Awareness – You can understand the
emotions, needs, and concerns of other people, pick up on emotional cues, feel comfortable socially, and recognize the power dynamics in a group or organization.
• Relationship Management – You know how to develop and maintain good relationships, communicate clearly, inspire and influence others, work well in a team, and manage conflict.
Our emotions evolved to serve a social purpose that enables us as humans to survive. The ability to recognize friend from foe, to reduce stress, and get our nerves to a state of balanced equilibrium and feel loved and happy is essential. These essential abilities all depend on successful emotional communication that is nonverbal and connects you to other people and their emotions. Social emotional communication can instantly express:
• The friendliness or unfriendliness of another person
• Another person’s interest in us
• Another person’s care for or about us
Personal and social attributes play off one another. The world is a social place and we are social beings.The kind of a relationship you have with your emotions is that:
• D o y o u e x p e r i e n c e f e e l i n g s t h a t f l o w , encountering one emotion after another as your experiences change from moment to moment?
• Are your emotions accompanied by physical sensations that you experience in places like your stomach, throat, or chest?
• Do you experience individual feelings and emotions, such as anger, sadness, fear, joy, each of which is evident in subtle facial expressions?
• Can you experience intense feelings that are strong enough to capture both your attention and that of others?
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E-NEWSLETTER
• Do you pay attention to your emotions? Do they factor into your decision making?
If any of these experiences are unfamiliar, your emotions may be turned down or turned off. In order to be emotionally healthy and emotionally intelligent, you must reconnect to your core emotions, accept them and become comfortable with society. The session impacted the audience at an emotional and intellectual level and they had many questions to ask
the Speaker at the Q& A session. The Vote of thanks w a s d e l i v e r e d b y t h e C h a p t e r S e c r e t a r y P r o f . P r e m a n a n d S i v a l i n g a m w h o t h a n k e d Dr.SN.Raghavendra for such an in-depth Session and the Meeting came to an end with rendering of the Nat ional Anthem by the EC members and participants.
Report Credits: Prof.S.Premanand, Secretary, NHRDN Trichy Chapter.
CHAPTER NEWS - TIRUCHIRAPPALLI DateVenue
::
th9 July 2016Hotel Ramyas, Varnam Hall, Trichy
Page | 16
Issue 24July - August 2016
Mr.Johnsekar- Chapter President, Trichy Chapter& Group Head HR – KMC Hospital ,Trichy
Dr.SN.Raghavendra, Associate Professor (OD & HRM), BIM, Trichy
Prof.S.Premanand, Secretary, NHRDN Trichy Chapter& Director, ARRANT HR Solutions
Participants at the Monthly Meeting
Glimpses of the July 2016 Monthly
Meeting -Trichy Chapter
E-NEWSLETTER
Page | 18
MASTI-Meaningful Analysis, Structured Thinking & Institutionalize
The term “MASTI” was coined by keeping in mind the
multi generational workforce. The acronym MASTI
indicates -
Because irrespective of the generation, people like to
do MASTI and when we give a name which is
synonymous with elements of fun, high-energy and
sporty feelings, people will love to participate,
contribute and enjoy. In this Model we have included
all four generations in the group as it helps us to align
all four generations to think in one direction for
organizational growth. Another benefit of this initiative
is that it also helps us to decrease stress levels of the
team members. Under this initiative we offer team
members to take their assignments with a WINNING
spirit and for that they have to think like a sports
person, fun creator or lateral thinker and develop
structure and models for their departmental
processes. They have to integrate these structures
with the organizational processes in such a way where
organizations can benefit in the long run.
MASTI - Model helps organizations align their
initiatives under one umbrella
Meaningful: The idea, thought and suggestions should be aligned with the business objective of the organization. There will be a base in the thought which contributes to the business process and produce results. Each team member has to think for their respective functional processes by keeping in mind
ARTICLE
Organization
S Structured
A Analysis
M Meaningful
T Thinking
I Institutionalise
A for Analysis,
T for thinking and
for Meaningful,M
for Structured,S
for InstitutionaliseI
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Page | 19
ARTICLE
internal customers, business associates and society to a large extent.
Analysis: In the beginning the team members are
taught Analytical Skills by sharing different case
studies, educating them on different tools, methods
and theories. So with this learning they can analyse
their functional processes and ongoing business
practices, its outcomes/results, failures etc.
Structured: This is a very important aspect of the
entire MASTI model. Each team member has to give
his/her thoughts in a structured manner, where they
are trained in process thinking, 5W1H tool,
standardisation etc. Team members are trained in the
“Design Thinking” method, so they can think in such a
way where all the aspects related to their processes
will be recorded and noted in structured manner.
These processes will be later used for the future and
become part of organizational learning and later
archived for future reference.
Thinking: This part of the model applies at each stage
and beyond also because without continuous thinking
nothing will be possible. To develop and improve the
thinking skill of the team members we need to initiate
very unconventional ways, where each team member
has to go to a different place and write their learning.
For example some of the team members can be sent
to a heritage place where there are many sculptures,
so that they can learn how the sculptors worked on the
art form. A visit to the farm will make them
understand the whole process of how grains are
produced - right from the process of germination to
cultivation and finally the harvesting phase. This is to
make them understand that each process needs
some nurturing by their processes owners and users.
At this stage we also emphasize Design Thinking
principals.
Institutionalize: This model definitely helps persons
to develop their individual skills, thought process,
knowledge etc. But it is important that individual
learning and energy should be institutionalised to
facilitate organisational development and growth.
And that’s why at the end of each stage of this model a
small session needs to be organized where each team
member has to share “How his/her learning can be
utilized in the organization” and also share initiatives
which were already taken as per their respective
functions.
Over all, this entire process of MASTI helps
organizations in the process of Engaging Employees,
Inspiring People to generate new Ideas, Improve
Team Work & Increase Trust levels among team
members. We can also link MASTI with the Rewards &
Recognitions initiative where you can reward the best
idea and process, which not only encourages the
employees to perform better but also promote
organisational growth. So it’s not the end of MASTI...
Amit Acharya is a management professional & is
currently working as General Manager at Bodal
Chemicals Ltd.He can be reached at
Republished from LinkedIn
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CALENDAR OF PROGRAMS
Page | 27
July - March 2017
S.No Date*Duration
(Days) CityProgram ThemeProgram Name
NHRDN Learning Centre Program Calender (2016 - 2017)
In addition to the above, NHRDN also organizes Open Workshops, CHRO Round Tables, Power Breakfast Meeting, Webinar, Global HR Missions, In-house Training Programmes, Business Simulation Games etc.
Issue 24July - August 2016
1 Seminar Prevention of Sexual 6 May, 2016 1 Mumbai Harassment at Workplace
th2 Summit 4 NHRDN IR Summit 20-21 May, 2016 2 Delhith3 Conclave 4 NHRDN Human Capital Conclave 27-28 May, 2016 2 Delhird4 Competition 3 Indian Management April-May, 2016 3 Kolkata / Bengaluru /
Simulation Challenge Mumbai / Delhi
rd5 Conclave 3 NHRDN CEO Conclave 15 June, 2016 1 Mumbaird6 Summit 3 NHRDN CSR Summit 11-12 Aug, 2016 2 Bengaluruth7 Summit 4 NHRDN HRM Summit 8-9 Sept, 2016 2 Delhi
8 Programme Managing the Contract Labour: 23-24 Sep, 2016 2 Delhi Issues, Concerns, Problems & Remedies
nd9 Forum NHRDN 2 Indian Management Oct, 2016 2 Delhi Forum (Industry-Academia Engagement)
th10 Summit 4 NHRDN Summit on Learning & 20-21 Oct, 2016 2 Delhi Development
11 Competition NHRDN – Prof Ram Charan Young June-Nov, 2016 3 Delhi HR Icon Awards
12 Conference National Conference Oct / Nov, 2016 2 Bengaluruth13 Quiz Competition 5 Business Leadership Quiz Oct-Dec, 2016 2 Bhubaneswar /
Bengaluru / Mumbai / Delhi
14 Programme Advanced Management 10-16 Dec, 2016 6 Bengaluru Programme (ALP-2016)
15 Summit NHRDN-BIMTECH HR Summit 19-20 Jan, 2017 2 Delhi on "Energy Sector”
16 Lecture NHRDN Udai Pareek Memorial Lecture 21 Jan, 2017 1 Jaipur
17 Conference National Conference Jan, 2017 2 Chennaith18 Summit 4 NHRDN Summit on
Compensation & Rewards 9-10 Feb, 2017 2 Delhith 19 Summit 5 NHRDN Summit on 22-23 Feb, 2017 2 Bengaluru
HR Shared Services th20 Conclave 4 CEO Conclave 24 Feb, 2017 1 Mumbai / Delhi th21 Summit 5 NHRDN Women Leadership Summit 8-9 Mar, 2017 2 Mumbai
22 Special Event NHRDN Case Study Competition on Mar, 2017 1 Delhi Management Education
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MEMBERSHIP
Members Admitted between July 2016 - August 2016
Page | 28
Institutional Silver
NAME CITY STATE
Quesscorp Bengaluru Karnataka
Esk India Commerece and Trade Pvt. Ltd. Gurgaon Haryana
Shanti Gears Ltd. Coimbatore Tamil Nadu
Pune Institute Of Business Management Pune Maharashtra
CMR University Bengaluru Karnataka
UTI Asset Management Company Limited Mumbai Maharashtra
Symbiosis International University Hyderabad Telangana
Individual Gold
NAME CITY STATE
Hepsibah Chalanti Hyderabad Telangana
Rahul Madan Delhi Delhi
Jansi Rani D Chennai Tamil Nadu
Senthil Kumar T Chennai Tamil Nadu
Ramesh Babu A Chennai Tamil Nadu
Chidambaram RM Chennai Tamil Nadu
Surabhi Mittal Mumbai Maharashtra
Manoj Ramachandran nair Mumbai Maharashtra
Thayumanavan Shankar Bengaluru Karnataka
Nafisa Yeasmin Kolkata West Bengal
MS Kamalaveni Bengaluru Tamil Nadu
Pasupula Anjani Bengaluru Tamil Nadu
Padmanaban Gunasekaran Bengaluru Tamil Nadu
Sarla Sharma Mumbai Maharashtra
Enma Popli Mumbai Maharashtra
Rajashri Rajashekhar Mumbai Maharashtra
Subrat Kumar Delhi Delhi
Sushil Tayal Bengaluru Bengaluru
Pallavi Bhadkamkar Bengaluru Bengaluru
Kalpak Huddar Mumbai Maharashtra
Renuka Verma Mumbai Maharashtra
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Members Admitted between January 2016 - March 2016
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Individual Silver
NAME CITY STATE
Vishal Kedia Mumbai Maharashtra
Shampi Venkatesh Delhi Haryana
Aakash Yash Sikka Mumbai Maharashtra
Amit Nanda Mumbai Maharashtra
Sumit Mukherjee Kolkata West Bengal
Bhavani Chandolu Hyderabad Telangana
Sujatha Shenoy Bengaluru Karnataka
Bhusan MSN Bengaluru Karnataka
Rakesh Rayiramkandath Bengaluru Karnataka
Tapas Kumar Pattanayak Bhubaneswar Odisha
Ranganath Iyengar Bengaluru Karnataka
Murali Mohan M Bengaluru Karnataka
Individual Annual
NAME CITY STATE
Prashant Chauhan Delhi New Delhi
Malvinder Singh Delhi New Delhi
Vijay Wassan Delhi New Delhi
Manabendra Prusty Delhi New Delhi
Soma chakraborty Delhi New Delhi
Jason D'souza Mumbai Maharashtra
Wilson D'souza Mumbai Maharashtra
Akash Chander Bengaluru Karnataka
Anvaikan Lawrence Bengaluru Karnataka
Radhika Sthanikam Bengaluru Karnataka
Jeevesha Koppam Bengaluru Karnataka
Vinaya Bansal Delhi New Delhi
Madhu Reddy Bengaluru Karnataka
Srikanth Nishtala Bengaluru Karnataka
Siddharth Reddy Bengaluru Karnataka
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Members Admitted between January 2016 - March 2016
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Individual Annual
NAME CITY STATE
A John Serrao Bengaluru Karnataka
Bobby Joshi Bengaluru Karnataka
Anit Nair Mumbai Maharashtra
Prajakta Kale Pune Maharashtra
Deepak Bharara Delhi New Delhi
Prathap Kolla Hyderabad Telangana
Shaik Parveen Ahmed Hyderabad Telangana
Surendra Kumar Vinnakota Hyderabad Telangana
Arvind Unnikrishnan Hyderabad Telangana
AK Chawla Delhi New Delhi
Narendra Singh Indore Madhya Pradesh
Viula Saldanha Bengaluru Karnataka
Namrata Khawas Bengaluru Karnataka
A Shyam Prasad Rao Bhubaneswar Odisha
Arshi Dutta Bengaluru Karnataka
Rajesh Karri Bengaluru Karnataka
Mukund Mandayam Bengaluru Karnataka
Roshni Ravindranathan Bengaluru Karnataka
Lakshmi Manochitra R Hosur Tamil Nadu
Vinayaga Moorthy T Hosur Tamil Nadu
Prabaakaran TM Hosur Tamil Nadu
Delia R D'Souza Chennai Tamil Nadu
Vasuntara Ravichandran Chennai Tamil Nadu
Rajagopalan PV Chennai Tamil Nadu
Gangapriya Chennai Tamil Nadu
Selvavinyagaraja A Chennai Tamil Nadu
Rajasekaran Chennai Tamil Nadu
Rajalakshmi S Chennai Tamil Nadu
MS Swetha Chennai Tamil Nadu
Srinath Narasimhan Chennai Tamil Nadu
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Individual Annual
NAME CITY STATE
Charles VasanthKumar J Chennai Tamil Nadu
TS Ramanujam Chennai Tamil Nadu
Rajan Mohan Kumar Chennai Tamil Nadu
Rajkumar P Chennai Tamil Nadu
Senthil Prakash R Chennai Tamil Nadu
Guruvel S Chennai Tamil Nadu
Vishnu Priya R.P Chennai Tamil Nadu
Guruprasad J Chennai Tamil Nadu
Ramesh S Chennai Tamil Nadu
Sheik Jaffer Chennai Tamil Nadu
Deep Mody Mumbai Maharashtra
Gaurav Gupta Mumbai Maharashtra
Sakshi Kashyap Mumbai Maharashtra
Vinno Kurian Thomas Mumbai Maharashtra
Neeraj Agrawal Mumbai Maharashtra
Lavina karnik Mumbai Maharashtra
Siddharth R Bhagwat Mumbai Maharashtra
Sunil P Jagtap Mumbai Maharashtra
Rohit A Bharadkar Mumbai Maharashtra
Satwinder Singh Mumbai Maharashtra
Dhruv A Dilipkumar Mumbai Maharashtra
Rajalekshmy Nair Mumbai Maharashtra
Kirit Nagrecha Mumbai Maharashtra
Sheena Rajan Mumbai Maharashtra
Rochelle Albuquerque Mumbai Maharashtra
Hemlata Nambisan Mumbai Maharashtra
Ketul Shah Mumbai Maharashtra
Anupama Ullal Mumbai Maharashtra
Shruti Harmalkar Mumbai Maharashtra
Mridul Nehru Mumbai Maharashtra
Surabhi Sharma Mumbai Maharashtra
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Individual Annual
Members Admitted between January 2016 - March 2016
NAME CITY STATE
Swati D Rathod Mumbai Maharashtra
Vikram Shroff Mumbai Maharashtra
Ujjwal Divakaran Bengaluru Karnataka
Gurpreet Kaur Delhi New Delhi
Chaitra Shankar Bengaluru Karnataka
Suvrajit Bhattacharyya Kolkata West Bengal
Durga Prasad Sastry Hyderabad Telangana
Thejas Sebastian Kattady Hyderabad Telangana
Kajal Mullapudi Pune Maharashtra
Anusha Reddy Reddy Hyderabad Telangana
Jane Liza Bengaluru Karnataka
Usha Gandepally Hyderabad Telangana
Veena R Kashelkar Mumbai Maharashtra
Shalini Wadhwa Mumbai Maharashtra
Mohit Khanna Mumbai Maharashtra
Hirlal Dholakia Mumbai Maharashtra
Falguni Parekh Mumbai Maharashtra
Sanjukta Maitra Kolkata West Bengal
Dechamma A Pune Maharashtra
Sajita Thomas Mumbai Maharashtra
Atanu Chakrabarti Bengaluru Karnataka
Vimala Viswanathan Bengaluru Karnataka
Jacob Mathew Bengaluru Karnataka
Priya PL Bengaluru Karnataka
Vijay Kalpavriksha Mumbai Maharashtra
KARISHMA Pangler Mumbai Maharashtra
Sanjeev Parkar Mumbai Maharashtra
Nishant S Mehta Mumbai Maharashtra
John Franklin D Coimbatore Tamil Nadu
Sanjeeviraj Coimbatore Tamil Nadu
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Individual Annual
Members Admitted between January 2016 - March 2016
NAME CITY STATE
Sinipriya Appu Coimbatore Tamil Nadu
Meer R Sarma Coimbatore Tamil Nadu
Manoharan S Coimbatore Tamil Nadu
Abinesh. B Coimbatore Tamil Nadu
Sangeetha R Coimbatore Tamil Nadu
Smriti Lekha Bengaluru Karnataka
Martin Mysa Hyderabad Telangana
Suresh T Hyderabad Telangana
Anubrata Roy Hyderabad Telangana
Ulhas Bodhankar Pune Maharashtra
Karan Shorey Chandigarh Punjab
Neha Verma Hyderabad Telangana
Geetha Prasanna Bengaluru Karnataka
Yamini Sheshkumar Bengaluru Karnataka
Justin Babu Bengaluru Karnataka
Flavia Chettiar Mumbai Maharashtra
Joshua Costa Bengaluru Karnataka
Vandana Vidyasagar Bengaluru Karnataka
Somashekhar S Bengaluru Karnataka
Pooja Mazumdar Bengaluru Karnataka
Radhakrishna Nippani Pune Maharashtra
Anchit Kathuria Delhi New Delhi
Sonali Wagle Mumbai Maharashtra
Tanya Anand Delhi New Delhi
Sathish Chandrasekaran Bengaluru Karnataka
Manju Kumar Bengaluru Karnataka
Naveen Kumar Murthy Bengaluru Karnataka
Supriya Chennuri Hyderabad Telangana
Shilpa V Bengaluru Karnataka
Peter Paul Chennai Tamil Nadu
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Individual Annual
Members Admitted between January 2016 - March 2016
NAME CITY STATE
Girish Iyer Pune Maharashtra
Sanjay Roy Chennai Tamil Nadu
Ashish Sharma Jaipur Rajasthan
Kaveriamma Aiyappa Bengaluru Karnataka
Sumir Jeet narayan Bengaluru Karnataka
Parashar Borkar Mumbai Maharashtra
Karishma Brahmo Mumbai Maharashtra
Rakesh R Ebrahimpurkar Mumbai Maharashtra
Kunal Kanekar Mumbai Maharashtra
Dhanashri Gosavi Mumbai Maharashtra
Maria Pontes Mumbai Maharashtra
Navin Sadarangani Mumbai Maharashtra
Reena Shaikh Mumbai Maharashtra
Azeem Asgher Mumbai Maharashtra
Sylvester D'Souza Mumbai Maharashtra
Fabina Mathwes Mumbai Maharashtra
Reena Indian Mumbai Maharashtra
Arun P Coimbatore Tamil Nadu
Mamta Sharma Delhi New Delhi
Sharath Kashyap Bengaluru Karnataka
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Members Admitted between January 2016 - March 2016
Student
NAME CITY STATE
S Hema Visakhapatnam Andhra Pradesh
Sudha BR Krishnagiri Tamil Nadu
Nithya S Krishnagiri Tamil Nadu
Hesuraju R Krishnagiri Tamil Nadu
Divya Kaushik Delhi New Delhi
Dattashyama Durbha R Hyderabad Telangana
Vysakh Shaji Bengaluru Karnataka
VL Ganesh Vijaywada Andhra Pradesh
Sadhna Gupta Delhi New Delhi
Anub Geo Bengaluru Karnataka
Aishwarya R Bengaluru Karnataka
Konasamudram Vyshnavi Bengaluru Karnataka
Mahitrajan Tyagarajan Bengaluru Karnataka
Prathap B Bengaluru Karnataka
Prakriti Dasgupta Hyderabad Telangana
Sushant Bahukhandi Hyderabad Telangana
Astha Roongta Bengaluru Karnataka
Dhrumil Shah Bengaluru Karnataka
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Support TeamNalin Srivastava, Harendra Negi, Nandan Singh
Pranay Ranjan, Avinash Khurana, Priyavansh Singh, Megha Bist, Meenakshi Chauhan
PublisherKamal Singh, Director General, NHRDN
on behalf of National HRD NetworkC-81C, DLF Supermart I, DLF City, Phase IV, Gurgaon – 122002, Haryana
Tel: 91-124-4217171-9Email: [email protected]
For detailed Program Calendar, kindly do visit www.nationalhrd.org
We welcome your feedback and suggestions on: E-mail to: [email protected]
Consulting EditorP Charitha
LeadDhananjay Singh
Executive Director, NHRDN
Editorial Team Nisha KurupVinod Kakran
Creative Design EditorAnuradha Sharma, Founder & CEO, Fulki Communications Pvt. Ltd.
Communication Design Partner
www.fulki.co.in
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