Walking Interview


Employee engagement is an imperative activity but it should not be practiced in isolation only by the HR department. The real strength of organisations are its informal teams. Engagements activities are the starting points of understanding employee expectations. Managers need to diagnose the sentiments initially in the most informal approach and graduate it to a formal process that collects vital data and helps in retaining the talent.

We all have heard the concept of Walk in Interview

I recommend a concept of Walking Interview.

It involves interacting with the potential candidates who has cleared the initial rounds of hiring and is close to a decision for a job offer. Smart Entrepreneurs or senior managers can engage their future employees through Walking Interviews.

The walking interviews can be in an informal discussions with candidate while showing them the various departments in your organization or taking a walk with them in your premises. This is the best engagement with your workforce even before they are on board.

Walk the interview is an idea which came to my notice while discussing the recruitment challenges at an Entrepreneurship forum

For better results all other teams must contribute in this process and focus on creating a vibrant culture that will sustain the workforce. Engagement is a committed activity and will give perceptible results in the long run.  It has to be a long sustained effort involving various levels of stakeholders.

Knowing whether employees are engaged or disengaged is an important input to take strategic decisions for organisations.

Fundamentals that energies engagement are usually similar across most organisation but the specific concerns and level of importance are exceptional and specific in every company and even in different geographies.

Employees must not only be engaged with organisations but committed and productive. All employees that may be active in engagement activities and team building programs may not be productive. Dialogue and consultation with correct interventions is a vital support in the employee engagement process. All engagement activities must have the ultimate goal of employee productivity. The time required to achieve it may be altered for different employees.

My experience has taught me that that engagement can sometimes be challenging. Dangers of the process is that your engaged and devoted employees face the hidden obstacles that are encountered along the journey. Engaged and committed employees who are in the front and actively helping the HR team in the process encounter bumps along the way, and the threat comes when these bumps become frustrations.

It’s like a classic military scenario where the infantry faces the most casualties. The trick is to use the energy of engaged and committed employees to appropriately clear the obstacle so the engagement activity can keep moving. Organisations have Employee engagement committee with representations from various departments and members are rotated so various inputs can be originated and formal work and informal activities can be shared and balanced.

Employee engagement is necessary because groups that feel emotionally connected to their organisations are more likely to go the added mile, remain devoted and accomplish to the best of their ability. Employee engagement is the emotional anchor which keeps employees motivated during difficult economic and personal times.

Employee engagement platforms helps in Internal Branding of the organisations. HR departments can work closely with the marketing and branding teams to create programs and workshops fully loaded with fun, excitement and quiz which has company history and information that will help in internal branding. Employees must act as the brand ambassadors for every organisations. This helps in the retention process.

I believe that Employee retention is customer retention.

It’s always a challenge to find a right replacement for productive employees who resign and adding them to live projects in a short time. Employee Engagement will continue to be the need of the hour!!!

Gaurav Ambedkar

Marque HR Consultants

Cell: – 98224 34966

HR Analytics: Seek And Ye Shall Find

HR Analytics: Seek And Ye Shall Find
Did you know that cynical and disgruntled employees are likely to decrease team productivity by 40%? Are you aware that a 0.1% increase in employee engagement resulted in Rs.65 lakh incremental annual revenue for a mid-sized company? Or the fact that you can predict how many new recruits are likely to quit within the first 6 months, if they excelled at individual sports during college days. Welcome to the mystically bewitching yet befuddling world of HR analytics; known to all, understood by few. “In God we trust; all others must bring data.” Little did W. Edwards Deming know that his off-the-cuff remark would become the mantra by which businesses operate in the future.

If information is touted as the oil of the 21st century, then analytics is indisputably the engine chugging it forward. Data analytics has become so pervasive in business circles that the term is becoming hackneyed, with savants proliferating everywhere. Core business functions are embracing and harnessing the power of analytics to great effect, but data analytics is to HR what a comb is to a balding person. In recent years, we have witnessed technological innovations fundamentally disrupting and changing the way our clients operate, but the HR fraternity has been sluggish in reinventing itself. Data analytics holds the key for HR to justify its seat at the table and progress from a support function to a valued business partner.

HR analytics must be viewed across three primary areas: data management, interpretation of data, and implementation of actionable insights emanating thereof. The first base is already covered with most HR functions deploying either rudimentary or sophisticated HRMS solutions nowadays. The real treasure trove exists in the mining of employee-related data that gets churned out voluminously. For starters, recruitment provides enough fodder for analysis. Meaningful analysis of candidate data, coupled with correlation against background data available for existing high performers, can predict good quality of hiring, thereby improving effectiveness of recruitment and limiting future attrition. HR analytics decode the enablers or motivators for productivity, engagement and retention so that the success of few can be replicated across many.

We recently consulted with a large-sized organization where we put this theory to test and crafted ideal candidate profiles across job families; the resultant outcome was a 6% dip in early attrition. Analytics is taking the guesswork out of manpower planning and provides early indicators of shortage or excess of key competencies and capabilities within teams. Predictive analytics help tide over volatile business cycles and support strategic HR initiatives. Rigorous data analysis and integration with succession planning is ensuring human capital readiness for the future. All of this is possible only if HR professionals maintain high quality data and are willing to understand business a bit better to contextualize the data into business solutions. Knowledge of statistical modeling is useless if we don’t know what are the questions that we ought to be asking of the data. And that brings us to the final weapon in the arsenal – problem solving approach to decision making.

The success of HR analytics is inextricably linked to HR leaders acting and implementing in line with the findings, while eschewing their traditional beliefs or gut instincts. Building a winning team for tomorrow starts today, and data analytics will guide HR to stay ahead of the curve.

Article Written By: –
Eklavya Malhotra
Upohan Management Consultants

Hiring ‘The One’ in the Matrix

Hiring ‘The One’ in the Matrix

Number of job switches is one of the most commonly accepted factors in the screening process. The thumb rule is lesser the job switches, better the candidate. But is it always right? Based on the employment duration and career stage, I have identified few patterns among the job seekers.

1. Rabbits

“Short career span and high number of job switches”

Most of the times these are the candidates who have entered into the field because of peer pressure of parents, family, friends and society. They have seen tremendous growth of close friends or family members. However, they are living in the era where the industry is not as lucrative as it was before. Thus they choose the easiest option – Switch the job and go for better hike. These candidates absolutely no idea if they are acquiring right kind of skills which are useful in the long run. The moment they achieve financial stability, they get into comfort zone, just like the rabbit in the story!

2. Tortoise
“Short career plan and Minimal job switches”
These folks have chosen their career out of their own interest or might have chosen in peer pressure but have developed interest while walking on the path. This is the breed of candidates who understand that they will achieve whatever they want, not instantly but eventually – just like the tortoise in the story. They understand that it will take some time to create an impact and they are ready to give such time. In a way they equip themselves.

3. Settlers
“Long career span and constantly switched their jobs”
Just like the settlers used to roam around from one place to another in the quest of gold or diamonds, these guys keep moving from one job to another. The quest monitory or technical or positional, but they never spent significant time at a single organization

4. The One
“Long career span and minimal job switches”
‘Neo’ in the ‘Matrix’! Dream employees for every organization! They are the infinite players in the industry. They might have ups and down in their career but their career graph moves in upward direction. This is the breed which delivers maximum leaders.

How Organizations should define resource matrix?

Organizations not only require leaders but also followers and temporary performers. There are two basic criteria to be considered while selecting the employees.

Every organization is not always in the search of ‘The One’. If complex technological skills/architecture is need of the specific project for a shorter time span, it is always better to hire the settlers as it might be difficult to bear the cost of the ‘The One’ in the long run. If Organizations hires all the Tortoises, the project speed is likely to get hampered.
Stakeholders in the talent acquisition should consider all the dynamics while defining the hiring strategy. In the Era of globalization where technological and socio-economical paradigm is shifting at a rapid place, it would always be beneficial to have the right combination of all 4 types of organization and define the percentage of every category as per business requirements.

Post Script (PS)
As the name ‘Human Resource Management’ itself suggests, recruiters need to deal with ‘human beings’ and every human being is unique. His/her psychological quotient changes with age, socio-political-economic factors. A candidate, who was a ‘rabbit’ few years back, may transfer to ‘the One’ and ‘the One’ may transform into ‘settler’. It is always advisable to start the fresh discussion without preconceived mind while starting the process of Talent acquisition.

Blog Article By: –
Saurabh Karnik
Talent and Culture Strategist

An electric war just begun. If we don’t win it – we will perish…

I have been reading about fears of World War III but let me tell you that the war has already begun and either India or China are going to be victorious at it. This is what I call an electric war. This is a war not between the armies but between two economies and citizens of two countries who want to achieve industrial production, sales, technical, research superiority over each other. This is the time that the unions and workmen alongwith the companies must rise to the occasion stop fighting amongst each other for a dime and focus on our industrial war with China. This may sound poetic or patriotic but let me tell you that the livelihood of each and every citizen depends on our actions for which we shall be responsible at the end.

The Indian government has set an ambitious target I will call it Target 2030 for electric cars. This is one of the targets for an emission free country to reduce its dependency other countries.

For the first time the government is leading from the front and has a feel of what is happening around the world. I am happy that the government has given up its nomadic thinking and is moving forward to an emission free world. The latest policy shifts comes in the automotive sector.

The energy department said its aim is that by 2030, all vehicles sold in India should be electric vehicles. A look at the current numbers provides a good gauge of how ambitious a target this is. Electric vehicle sales stood at about 20,000 units in the year ended 31 March 2016, according to the Society of Manufacturers of Electric Vehicles.

Though many may doubt the governments words about the time frame yet giving a timeframe would definitely indicate the intention of the government. The time for this could not be more appropriate. The electric vehicle market has reached an inflection point. Sales of electric cars grew at an exponential pace of 94% between 2011-15 the world over, led predominantly by the US, Europe and China. In fact, a top University in the United States has predicted that all new vehicles sales in late 2020’s will be electric, and fossil fuel-based vehicles would have vanished by the late 2030’s. The growth in the electric vehicle market will change the landscape of the Indian automobile industry significantly. It will also have a big impact on the overall Indian economy.

India has a thriving automotive industry serving the local and global markets, particularly in small cars. Over 22 million people, making up 5% of India’s workforce, are employed in the sector, which is mostly centred around internal combustion engines.

As the country moves towards an electric vehicle-led future, there will be a requirement for new, efficient vehicle components such as high-density batteries. The current crop of manufacturers and suppliers will need to pivot quickly to capitalize on this wave. They will need to collaborate closely, invest smartly, establish global tie-ups to get a leg up on technology and quickly build up scale. I will not go into the technical aspects however only a handful of companies in India seem to be getting ready for this wave

However, companies need to act on this urgently, not least because competition in the sector is heating up and countries like China have been making rapid progress. Chinese firms have steadily increased their electric vehicle output and technical capabilities in the sector, leaving their global peers behind in building capacity as well as sales. China is poised to become a global hub in the electric vehicle space, ahead of traditional auto hubs such as Germany..

India’s move to electric vehicles will open diversified opportunities for downstream industries such as lithium-ion battery packs, electric traction motors and charging infrastructure..

The scale of the opportunity can be gauged best by the investments being made on this front. Tesla, the US-based electric car maker, and Japan’s Panasonic are investing $5 billion in a “gigafactory”. Their aim is to produce 35 GWh of battery power by 2018—more than the combined global production of batteries in 2014. China is expected to produce 121 GWh of batteries by 2020.

Nitin Gadkari quite bluntly made the government’s intentions clear to India’s automobile lobby group, SIAM, on Septmeber 7. “We should move towards alternative fuel…I am going to do this, whether you like it or not, And I am not going to ask you. I will bulldoze it.”
Now comes the million dollar question if the companies are not prepared they will be bulldozed out of the market. The chances are that 50 percent of the industry who are supplying various products to the Car Manufacturing industry will be bulldozed out of the market whether you like it or not. Their place will be taken by technically superior, progressive, futuristic companies with educated, intelligent and superior manpower unlike what is present today.
Unions and the workmen will have to change and fight for their future. I will not name the companies and the unions but many of the unions are ready for this change and are aware about this change. However about 80 percent of the unions are still day dreaming and living in wonderland. Please mark my words in an electric world where the jobs are going to be very technical only an extremely skilled person or an extremely educated person or a person willing to change with time will survive. Many unions are not even ready to give productivity. I have always maintained that it is a failure of the union if the management is forced to link productivity to wages.
Finally we are at an industrial war with China anybody who is working against our companies is as good as working for the benefit of China. This is a war which we cannot loose at any cost no matter what consequences it has.
I have my strong reservations about what I see with my open eyes about what is going on in the industry. It really saddens me to see the corruption at a government level where disputes can be resolved. The government authorities are making no effort to settle disputes but only adding fuel to fire. I am appalled to see that there is absolutely no vision about what is going on in the international markets to the labour department. When we have a Prime Minister and a Chief Minister who are working day and night for the benefit of the country and the state it is disheartening to see the attitude of the Labour Department who needs to be sensitized with the realities of the market. How often do we see the cases of general demands being referred to the court only after 1 or 2 meetings. I am shocked to see that not even an attempt is made to settle the dispute by bringing both parties that is the employers and the unions at the tables. Though not all officers are such but what example are we setting to expats and multinationals about red tape in our government machinery.
To conclude there is a lot to write however I will make an humble appeal that the time has come that we sensitize the unions and the employees to the harsh realties of the markets. We must not threaten them or make them insecure but we must educate them, train them are prepare them for the future.

Aditya Joshi

Identity of HR in this “perceived” IT Industry slowdown

News of Indian IT companies going sluggish on growth is all over the papers, articles and blogs. H1B restrictions imposed by US are proving to be additional riders directly impacting top line of a number of companies with high dependence on US projects for Business.

Role of HR therefore is pivotal especially in such scenarios and it is important for HR folks to understand what the HR function should be identified as by Organizations going through such pressures impacting their growth.

In such situations, HR in any organization is suddenly expected to proactively take certain measures to “cut the flab”. Should HR succumb to the Business pressures? Should HR go ahead with layoffs as directed by Business? Should HR take the lead in making the bench policies further stringent by cutting the bench aging resulting in shorter turn around on separations? Should HR start scrutinizing every employee who may now have started pinching business by virtue of being paid well and in more common terms “high on cost”?

To me personally, role of HR function in any organization encompasses the following 3 areas:

  1. Enable Business Growth
  2. Strengthen the ecosystem & culture
  3. Enhance employee value proposition

While 2 & 3 are self-explanatory, it is extremely critical to understand how HR function can enable business growth. HR Business partners can truly play that role by being able to understand and comprehend the Business challenges and priorities thus working out Talent actions that can help Business address the issue(s) they are grappling with.

As an example to cover just one facet, if Business is looking for quicker turnaround on resource fulfilment so as to positively impact the top line, HR must device an innovative mechanism for faster redeployment by ensuring that the employee is mapped to future requirements and is equipped with necessary skills (through multiskilling/cross skilling) even before he/she hits the bench. The thrust therefore should be on making the employees relevant in terms of their skills against the industry demand.

HR must therefore act as solution provider to Business so as to be looked at as a true enabling function.

Separations therefore could address issues for shorter term but is likely to impact Business in the long run. As HR professionals, we must therefore invest all our effort to ensure that the value created by HR through creative and innovative ways far outweigh the short sighted decisions carried out by business especially on separations and cost cutting measures.

HR thus has to make a strategic shift in working closely with Business & help achieve its business goals which is the only way Identity of HR can truly be acknowledged and appreciated.

Views Shared By Ranjit Pandit

AVP HR, Zensar Technologies

Engaging with Fast Trackers by Vinod Bidwaik

Fast trackers are ambitious. They are hungry for growth. They are calibrated in top box of high performance and high potential. There is a correlation between their potential and ambition. Whenever they are with your company they will add value to the business and they need frequent changes. Hence, their engagement is crucial.

Most of the time companies hesitate to take risk on fast trackers. If you tag somebody as fast tracker, your next step should be their development plan and action plan for engaging them. I have few suggestions for keeping these guys (read girls as well) engaged in your organization.

Compensation: Compensation isn’t everything! Yes. True, but compensation is also important. You should have your compensation philosophy where you can position your fast tracker and high potential at specific percentile. Not necessary you pay above the market, but there should be reasonably good positioning as compared to your regular talent.

Development: Follow 70+20+10 rule. 70% development happens through on the job assignment, project assignment. You need to put your employees in the water directly. 20% development happens through coaching and 10% development through training programmes. Make the development plan based on this logic. You need to create it with concrete deliverables with timelines. Don’t hesitate to put the person on the project, assignment whenever you find it for this group. Coaching always takes back seat. The issues are with time investment required by bosses and seniors. If company is really serious about the development of these guys, seniors have to take time for coaching them. You may take the external help of an expert coach, but internal coaches are always beneficial.

Mentoring: Assign mentor from top management like board member, management team, other functional leader or any senior member. Employee would have priorities where he would like to take the help of mentor on development areas.

Define the next career step: Most of the time, line managers are unaware on what should be communicated on the next career move for the employee. When you identify the talent, you should have the plan for this. It is ok, if you don’t have next vacancies but at least possible move is always motivating for the employee. Whenever possible, try to define the career move and place the candidate whenever you find opportunities.

Long term incentive: I am sure, now every company has short term incentives like variable pay or performance bonus, but do you have long term incentive plan? ESOP or some other creative ways of rewards are necessary to engage the employees who are critical to your business.

Education: First assumption for identifying fast trackers is that they are future leaders. The question is how are you developing them as a leader and also improve their business acumen. Educate them in general management. Executive MBA or leadership programmes with top colleges is the top most motivation for these guys.

Shadowing of top management or functional leader: The most appropriate way to develop & also engage these guys is assigning them to shadow top management or any other functional leaders. By doing this they will understand the complexity of the job and skills sets required to perform the leadership jobs. Further, they will also get the exposure at top management level. Visibility and appreciation from top people always increase the engagement. You also need to be very critical while assessing this high potential and fast trackers. Hence, Identification of this talent group is always critical…

Vinod Bidwaik

Views About Future of Industries in Pune by Adv. Aditya Joshi


I am writing this blog to speak my heart out in the most open way as I always have and the way in which I see that the employees are being handled by the companies in Pune. This blog is nothing but a warning of a prospective destructive situation that is presently going on in the industry in Pune. We either will now lead the world by being a manufacturing prowess or we will be an example of how an the industry in Pune and in turn Maharashtra was systematically destroyed.

Being one of the advisers of some big and some multinational companies in Pune at a young age and being a principal support of the Companies who are conducting cases day in and day out in the courts on behalf of the companies I think now it has come down to the managements being strong and taking the right decisions now otherwise  these companies will reach a point  of no return.


I personally think that this category has lost it or a majority definitely has. So what is the difference of the workmen of the earlier generation and today’s generation. The earlier generation earned their salaries, conditions of service after prolonged bargaining and also after a lot of negotiation and also some coercive actions but all had limits. I think social aspects like respect for elders, connection with reality, knowing your limitations, caring for the family has got a lot to do with respecting your job which the earlier generation did. I think today is a world of fast marriages, fast divorces, easy money, fast money and big cars and hence dissatisfied souls. The workmen are doing nothing but killing the hen that lays golden eggs for a mine of gold. But why blame the workmen? It is also the management that is to be blamed as the workmen has the hefty salaries which are not justified and now you can see the situation in which the companies are. It is unfortunate that the workmen also are having a disconnect with the reality, market conditions, situation prevalent in the company, situation prevailing in the industry and competitive challenge from China. Day in and day  out when I advise a closure of  a company I feel that I have lost another battle with China and I feel very bad that not only the workmen are not concerned about it they seem to care two hoots about the closure of the company. They are only interested in a hefty compensation or a lucrative VRS. If one company closes I wonder how many families must be starving. It is very easy to blame the company but today the workmen have a lions share in this defeat with China and the Starvation that they have brought upon themselves.

I have been advising numerous companies for a number of years now. I have seen that as on today an average worker in Pune earns a salary above Rs.30,000 and a very good proportion of employees along with the production allowances earn upwards of Rs.50,000. I will definitely make a bold statement that even the employees working in the management cadre like the human resource department, the marketing Department, the finance department do not have such a privileged salary. Despite earning such a huge sums of salary these workmen go on and on about bad food, too much of work, stress, and many reasons which are obnoxious and appalling. I had on numerous occasions dealt with cases in various companies during the wage settlement where these employees have not only boycotted food without giving any prior intimation but have wasted food or have stood in the line of upaas food as an agitation and have created a ruckus in the canteen by throwing food dishonouring and disrespecting food. I must say for Gods’ sake we are living in a country in which a majority of people are below the poverty line and do not get food. I believe at least in terms of the salary these people get they should at least respect the food. Food is nothing but a source of living for many people and these employees have scant respect for such a source. I am more appalled with the fact that companies allow such a disgusting and disrespectful behaviour to go unpunished. I have seen that hardly a few companies except companies which are mostly Indian take these acts seriously and actions are taken against such persons.  On a number of occasions I have produced photographs of workmen pouring dal on the floor of the canteen, scattering rice and chapattis or simply thowing pieces of salad on canteen boys before the court to get injunction orders.  However, I have yet to come across a single case where any management has taken action against the workmen for wasting and destroying food. Thus by pardoning such acts  companies  in fact encourage the illegal activities of the workmen.


I have seen that companies get very jittery during settlements and this is the time where touts and touts in the industry come in limelight by giving false promises about how they can manage the unions and get the settlement done in the company. I am very disappointed to see that  a good number of the companies fall  prey to such assurances and make compromises like pardoning illegal actions  to maintain good relations with union leader and try to create a situation of you scratch my back and I will scratch yours.  A sort of a quid pro quo.  I’ve seen with my own eyes that such companies have a short site and in the end up giving such touts huge sums of money and do not have a permanent solution to their problems. Problem solving has to be system based. But quite to the contrary we see that it the individuals which play a major role.   Whether the union leader is A or B and whether the HR head is X or Y it is not the relationship between the two which should be able to solve the problem.  It is the system which should be in place which can do it.  Thus even if a particular person is not present the system should be able to resolve the issue.


In my years of practice I’ve seen that the unions have become extremely smart and in fact they have acquired the mastery of making a fool of the management. Many managements feel that they are extremely educated, highly smart and they can easily get things done in a limited time frame. In the first place we are dealing with human beings. Secondly one must have a connect with what is going around in other companies in the region in which the company situated. The unions have acquired the skill to play one person against the other in the management and in most of the companies they succeed in doing the same. One must learn that these unions and their leaders are extremely well trained and these are the new generation leaders with new generation ideas and hence these companies need new generation lawyers, managers and advisors. However I see that a few managements dwell in the past they are so busy patting their back with their earlier successes and ideas that they forget what is happening in and around them and that the world has changed.


One of the reasons that these unions have become more powerful is the reason that HR managers seems to have an affinity towards the advisors of the unions and treat them like holy saints. One must not forget that whatever name you give to the relationship that is the relationship of an employer and workmen it is as good as a relationship of India and Pakistan and both cannot give up their demands and eventually one is hard done by the action of the other and is waiting to get back at the so called oppressor. I would like to ask such HR managers/ companies that do you treat your management staff, contract labour, trainees and other employees the same way? Whatever you may say I know what treatment is meted out to such staff and the management treats them with disdain and they are left in the open to fend for themselves while companies support their permanent workmen who are systematically destroying the establishment. Please treat this as a warning that your employees have commitment issues because of your behavior against management staff.


I am highly shocked to see the salaries of permanent workmen in at least 50% of the companies in Pune. That does not me that I am against paying these persons hefty salaries. But seriously a person who is 10th pass/12th Pass/ Diploma or not every one is getting salary in between 40 thousand to 70 thousand. I would love to ask you people a question as to what do you pay an engineer who has slogged for 4 years and has just been placed and companies pay minimum wages or 1000 rs more than minimum wages which they proudly state in various public and international fora. I am really shocked to see that the permanent workmen are given huge salaries without any accountability and just 8 or less working hours however other people have to work day and night and have completion pressures and tactics. I think this is discrimination against one set of employees who are in majority and contributing hugely to the success of the company. My take on this is that there is huge discontent brewing in employees other than the unionized workmen as the companies are ignoring the majority employee and trying to please the minority. I can also see that foreign companies are grabbing these trained and disrespected people and hiring them at foreign locations and the efflux has started in other parts of Asia and Australia. Companies have in fact developed a cast system in which the permanent workmen are the most privileged, trainees, earn and learn, NEEM et.  In times of recession the axe falls on these categories which in fact are the lowest paid because they are the least protected.


The very concept that unions consist of poor people, is absolutely false and untrue.  People who think in such a manner are living in a fools’ paradise I can confidently say that all unions have come together and are funding each other and also if the funds are less then foreign institutions fund them. In fact it has been these foreign institutions who have trained them and they have trained them well. If you suspend a person or transfer him and the court rejects his transfer it hardly affects the workmen as the union pays his salary and fights cases on his behalf and takes care of lawyer’s fees.  A small group of workmen can contribute some amounts monthly and can create a fighting fund. They can hire good lawyers and one should not forget that the law also is mostly on their side. They can practically hold the management to ransom.  Added to the same is the problem of “just in time” supply or a policy of multinational companies for zero tolerance of strikes and go slows. Such companies are ready and willing to pay whatever price to avoid a strike. They also try to compare the wages in rupees with wages paid to the workmen in their mother plants abroad. Such companies tolerate anything in the name of trade unionism.  A large group of office bearers get paid monthly salary without doing any work.  Unions office bearers are given vehicles, foreign tours, special food in canteen, liberty not to wear uniforms and not to mention the money paid under the table for not creating any problems.


The unions are no longer scared of filing cases before the court. The unions are also extremely trained in various aspects as bonus, D.A. and are also well versed with what is happening in and around their industry. This is possible because all the funding that the union receives.  In fact, many a time the management people fall short in various legal aspects. The union arranges various seminars, classes on weekend get themselves educated with all provisions of law.  Unfortunately, there is no such unity in so far as the employers are concerned.  The employers are only united on the face of it.  It is easier to get copies of settlements of various companies by asking the office bearers of our own union than to ask a fellow colleague working in another company. Such is the state of affairs. Unless and until the companies truly come together with their hearts and souls it is going to be very difficult for the industries to survive.  Unity of the employers from now on is the utmost importance for the success of the industry in Pune as well as Maharashtra.


I would like to conclude by saying that today’s time is a very competitive time.  If you are not on your toes you are out of the market and on the road within no time.  The only thing permanent in your company is the permanent workmen. Their salaries kept on increasing every three years which causes discrimination to other employees. There is no connect between the manpower to salary ratio in most of companies and therefore 30% of the companies are in the process of closing down. Remaining 40% of the companies are in the process of giving a VRS in order to keep the business going.  Others want to set up factories in Uttaranchal, Haryana or some other State where labour costs are cheap and government subsidy is higher. The only thing is that is permanent is change which the workmen are unwilling to accept.  However, it is not entirely the workmen’s fault. What can you accept from a person who is 10th or 12th passed? Consequences of any leniency or wage rise need to be thought and discussed by the company.

The companies entering in the market must enter with a perfect plan like how many people they want to employ, in which position they want which person, how to employ the persons, where to employ, list the nature of duties of such individuals, what are realistic salaries can be offered to them, where to situate the company for least amount of employees unrest. All problems can be avoided by proper planning by the company which invests million in a factory. However, it seems that they are unwilling to invest in planning which eventually in the long run will help their industry survive.

There is a lot to write about.  However, I must limit myself to the above few subjects I have touched upon.  In a few weeks I will be writing about some other aspects which I have not touched in his blog.  However, I would advise everyone reading this blog to think, discuss or even criticize my experience which might be harsh. This is what I see every day.




B.S.L, L.L.B

Experience Sharing by Dr. Vishwanath Lele

My experience with the outbound team building training programme

I came to know about the outbound team building training programme in 1999. I was working as an Engineer. Twenty team members from our department went to the exotic place for three days. The place was really the nice, close to the nature and an excellent staying arrangement. Two trainers cum consultants were appointed by the organization.

Lot of fun activities were conducted by them and after each activity both conducted debriefing sessions.  On the closing session, we sat in a circle and we listened to the nice meaningful song. I was fully charged up and motivated. All of us did the two resolutions, every day morning before we began our work we would do a group exercise and we would write the hand written thank you notes for our team members. If we had the good experiences or received the suggestion from them.  Lateron this programme was repeated across the organization. At least 20 teams participated in this programme. Our senior leaders participated with their spouses. All of them were highly impressed.

For two weeks, we were doing the group exercise before beginning of the work and sending the thank you notes. The trainers came for half a day for follow up session.  After the third week situation started coming to a nought and after a month the team effectiveness wore out completely. This was my first experience with the outbound training programme. I left with the thought why the outbound training went wrong?

In 2008 when I was heading the HR Department with a giant chemical manufacturing organization. One suggestion came from the top management was to organize the outbound training programme before our annual strategic planning meeting.  We went out of the office, trainer conducted ‘Prisoners Dilemma game’. We decided trust is the foundation for the team effectiveness. All of us were charged up! The final activity was the fire walk activity. Again, we had the excellent experience. Within a month original team issues hindering the team performance started emerging one after the other. We concluded that the outbound training didn’t add desired value. Our reflection was, without giving much thought on the expected outcomes one shouldn’t carry this intervention.

My own reflection after attending the various outbound training programmes, this is one of the mean to sensitise you team. Deeper issues are organization culture, leadership team’s commitment and lack of clarity on the reward and consequences if the team norms are not followed.

Team building is a long-term journey. The team effectiveness will not improve by a few outbound training programmes, unless deeper issues are addressed.

Do share your experience regarding outbound training programme.

Dr Vishwanath Lele

Contact id: – vishwanath@people-builders.com

Graphology (Handwriting Analysis)

Article on Graphology (Handwriting Analysis) by Shailendra Deshpande

What is Graphology?

Graphology is about revelation of character, personality & understanding of subconscious thinking from hand­writing & its analysis. It simply reveals the true nature of the writer. But it cannot foretell the future like astrology.

How Does Graphology Work?

We were all taught to write in a specific way when we were children at school, but it is evident that no one continues to write exactly the way they were taught and everyone’s handwriting looks different. He or she gradually alters the shapes and sizes of letters in accordance with individual likes and dislikes.

It originates from the fact that each one of us has a unique handwriting which actually projects our subconscious thinking. Unknown to us, the way we write can reveal the innermost workings of our mind through handwriting.

Few describes graphology is ‘brainwriting’ – the handwriting comes directly from the writer in a uniquely personal and individual way, irrespective of how the person has been taught to write.

A person’s handwriting and its placing on the page express the unique impulses of the individual: logically, the brain sends signals along the muscles to the writing implement they control.

Graphology is based on the principle that every individual’s handwriting has a character of its own and this is entirely due to the uniqueness of the writer’s personality, prevailing moods & emotions.

Graphology is a blend of art and science. It is a science because it measures the structure and movement of the written ‘trait’ forms – slants, angles and spacing are accurately calculated and the pressure is observed in magnification and with precision. And it is an art because the graphologist has constantly to keep in mind the total context in which the writing is taking place: the ‘gestalt’ of the writing as a whole.

Writing consists of three things – movement, spacing and form which are universal and applicable to all humans does not require any information about writer’s nationality, culture, gender, age, left-handed or right handed since the brain and personality directly related with handwriting are not related with these things & hence graphology is completely objective, unbiased and non-discriminatory. It is not even necessary that the person speak or write English.

Graphology not only examines behaviour based on understanding of the subconscious or the whys that lie behind actions, providing information that could not be established in any other way or in such a quick time.  This makes graphology a very powerful tool.

The most common things people say about handwriting are: ‘I have two different styles of writing’. – It is true that some people have styles of writing which appear, on first sight, to be different. However closer examination usually reveals that the key character indicators are the same in both samples. The changes are merely cosmetic. Professionally trained handwriting analysts identify the similarity in characters.

Alfred Binet, the renowned psychologist who founded the present method of I.Q Test was a firm supporter of handwriting analysis. He confirmed that certain character traits are reflected in handwriting.

Benefits of graphology: –

Like other tools of mind analysis & psychometric tests; graphology is also been used & evolved with experiments. No single handwriting feature proves anything specific or absolute by itself; a single feature alone can only identify a trend. It is the combination of features, and the interaction between them that enable a full and clear interpretation. The science of graphology uses at least 300 different handwriting features in its investigative approach. It is like a jigsaw where all the pieces fit together but have a hidden message as well as a revealed image.

Graphology is now an accepted and increasingly used technique for assessment of people in organizations. Handwriting analysis is an effective and reliable indicator of personality and behaviour, and so is a useful tool for many organizational processes, for example: recruitment, interviewing and selection, team-building, counselling, and career-planning and many more.

The slant of your handwriting, the size of your letters, the loops in your alphabets, the spacing between your words and even the pressure with which you write can reveal a great deal about your personality, attitude, interests and even the direction of your life! For instance, big writing indicates an outgoing nature while tiny lettering hints at someone who is introverted and focussed. Forward slants in handwriting signify a future-oriented attitude while doodling wavy patterns suggest an easy-going nature.

A graphologist carefully studies the various intricacies of a person’s handwriting to interpret everything from his character, behaviour, mindset, likes and dislikes to even strengths, weaknesses, fears and future potential. In fact, a study of graphology enables practitioners to gain deep insight into more than hundred personality traits like happy, sad, friendly, caring, angry, self-centred, egoistic, sensitive, loyal, impulsive, dominating, aggressive, perfectionist, procrastination, concentration, tenacity extrovert, positive thinking, negativity, creative, enterprising, realistic, social skills and so on.

Graphology finds a wide variety of applications for diverse groups of people. It is enjoying increasing usage for employee recruitment in various organisations. HR managers employ the services of graphologists to screen candidates and ascertain best job-personality match. It is used in career counselling to judge students’ aptitude and abilities before zeroing in on the right career.

Parents can reap the advantages of graphology in child development and care as it helps understand the nature, interests and motivations of young children.

Similarly, it can help individuals understand various other people – be it spouse, friend or family member. It is therefore an extremely useful tool in identifying the quality and capacity of an individual’s talents and potential, particularly in career guidance and improving marital relationships.

It is also used in forensic science to solve criminal cases by analysing offenders’ handwriting samples. Some expert graphologists can even use their specialised knowledge to diagnose certain diseases and improve health with the help of Grapho-therapy.

Graphology is widely understood and used in many countries. In many parts of Europe and the USA graphologists are brought in by large firms to help assess job applicants. Half the major companies in Germany ask a graphologist for advice on potential employees. And the figure is even higher in Holland.

Brief Details: –

Slant and pressure reveal the emotional aspects of writer, the basis of the total personality. The amount of slope indicates the writer’s ability to feel or show emotions.

Right Slant – Handwriting which leans to the right indicates a person who is outgoing and expresses emotions freely.

Left Slant – Left leaning writing indicates a reserved personality which holds back his or her emotions. This person needs time to think before making decisions.

Vertical Slant – People who write in this way have their emotions very much under control. They tend to be ruled by their heads rather than their hearts.


Pen pressure is an indication of depth of feeling. Heavy pressure indicates a person with strong beliefs. He or she absorb everything as if they are emotional sponges and are self-assertive and have strong-will.

A person who write with light pressure is inclined to be more along with people & trends. He or she is more tolerant as compared to heavy pressure writer.


Upward Sloping Baseline – These writers are optimistic, cheerful and have great faith in the future.

Downward Sloping Baseline – A downward slope is indicative of pessimism. This type of writing may be transitory and related with stress.

Handwriting Size

It shows how one views oneself and how self-confident one is. Very large handwriting is often seen in extroverted, confident super salesmen. Small handwriting usually indicates great powers of concentration. It is frequently found in any person of high intellect like scientist.


There are three zones – upper, middle and lower.

Upper zone indicates intellectual and artistic inclinations, perhaps a philosophical or even mystical tendency. These writers are visionaries and are involved in creative activities.

Middle zone has to do with the practical aspects of the personality. The middle zone symbolizes the present, our daily routine and how well we cooperate with others.

Lower zone involves a person’s interest in good food, vibrant music as well as interest in sports & physical exercises.

Letter spacing shows how much space you give yourself. Wide letter spacing Indicates someone who does what comes naturally without restraint. If letters are crammed close together, the writer is a person who overreacts to everything.

Word spacing indicates how close one wants to be to other people. Widely spaced words may indicate a tendency to social isolation, while words which are close together may be found in the handwriting of those who have a strong need to be surrounded by other people.


A wide left margin shows a desire to leave the past behind, while a narrow left margin indicates a person who is comfortable with the past.

A narrow right margin is usually seen in people eager to set new goals and work toward achieving them.

Well-balanced margins reveal careful planners with good timing, someone who is comfortable staying within familiar limits.


The signature signifies one’s public image; the manner in which one wishes to be seen in society. A clear, legible signature is seen in those who have nothing to hide. While a person who has an illegible signature is searching for his true identity.

For any further details, kindly contact on +91 9890032603 or alternatively put mail on shailendra.deshpande79@gmail.com

Shailendra Deshpande