Article

Indian Convention is a platform of B2B conferences and awards ceremonies which are organized annually for the various corporate fields like Marketing, Advertising, HR, Start-Ups and Finance and also in the field of social work specifically related to women.

January 4 2021

Global Electric Submersible Pump Market Size, Status, Types, Applications, Key Players and Forecast 2026

Boris Perry Article Business, Electronics 0

Global Electric Submersible Pump Market 2021 Research Report and Forecast 2026 completely concentrates each part of the business and the latest things prompting this vertical pattern in different areas. The report investigates a definite examination of the market dependent on different divisions. The market is divided as far as various viewpoints, for example, the worldwide Electric Submersible Pump market’s serious scene, industry patterns, market size and offer, vital participants, provincial breakdown, types, and applications. The report shows a piece of the pie, market size, applications, rivalry investigation, advancement designs, and the relationships between’s the market elements and conjectures.

Key Competitors Of The Global Electric Submersible Pump Market Are:

Weatherford International plc, Falcon Pumps Pvt. Ltd., JSC Novomet-Perm, General Electric, NOVOMET, Borets Company, Grundfos Pumps Corporation, Schlumberger Limited, Walrus America Inc, Halliburton Company.

Download FREE Sample PDF of Global Electric Submersible Pump Market @ https://www.eonmarketresearch.com/sample/75888

The COVID-19 pandemic has drastically changed the elements of the Electric Submersible Pump market. This statistical surveying report remembers broad information for the effects of the market. The exploration examiner group of the firm have been checking the market during this Covid emergency and has been conversing with the business specialists to at long last distribute a point by point examination about the future extent of the market.

This market report includes conceivable income development, possible worthwhile chances, the item goes, estimating elements, and boundaries to present the arising and new participants in the business with a piece of organized market information. This report incorporates the urgent government approaches and guidelines that essentially controls the Electric Submersible Pump market. In addition, it incorporates the new business arrangements, consolidations, acquisitions, organizations, and even aftermaths to give the business players a complete review of the Electric Submersible Pump market.

Customization of the Report: This report can be customized to meet the client’s requirements. Please connect with our sales team ([email protected]), who will ensure that you get a report that suits your needs.

By Type:

High Temperature
Low Temperature

By Application:

Offshore Oil and Gas Well
Onshore Oil and Gas Well

Buy This Premium Report @ https://www.eonmarketresearch.com/buy/75888

Significant Insights In Market Research:

1. Featuring significant components affecting the development of the worldwide Electric Submersible Pump market.

2. Essential outline of the market including market definition, grouping, and applications.

3. Inspecting each market player dependent on consolidations and acquisitions, R&D activities, and item dispatches.

4. Significant areas and nations offering worthwhile occasions to showcase partners.

Topographically, the market is spread across a few key geological locales, and the report covers the local investigation just as the creation, utilization, income, and piece of the pie in those districts for the estimated time of 2020-2026. The locales incorporate North America, Latin America, Europe, Asia-Pacific, and the Middle East and Africa.

This Research Report Covers Following Points:

Complete global market size.
Most favored dissemination channel.
Most favored objective client section.
Key driving component and limitation factor of Global Electric Submersible Pump Market.
Effect of guidelines and law in Electric Submersible Pump market.
The biggest portion of this market by area and nation.
Change in utilization design in the future.
Significant contenders and their system.

Do Inquiry Before Purchasing Report Here and Ask For Discount @ https://www.eonmarketresearch.com/enquiry/75888

About Us:

Eon Market Research (EMR) is a market intelligence company, providing global business information reports and services. Our exclusive blend of quantitative forecasting and trends analysis provides forward-looking insight for thousands of decision-makers.

Contact Us:

Eon Market Research

Phone: +1 703 879 7090

Email: [email protected]

January 4 2021

Pleated Filters Market Research and Region Wise Analysis of Top Industry Players 2021-2026

janice ritchie Article Advertising and Marketing 0

Global Pleated Filters Market 2021 Research Report and Forecast 2026 completely concentrates each part of the business and the latest things prompting this vertical pattern in different areas. The report investigates a definite examination of the market dependent on different divisions. The market is divided as far as various viewpoints, for example, the worldwide Pleated Filters market’s serious scene, industry patterns, market size and offer, vital participants, provincial breakdown, types, and applications. The report shows a piece of the pie, market size, applications, rivalry investigation, advancement designs, and the relationships between’s the market elements and conjectures.

Key Competitors Of The Global Pleated Filters Market Are:

The Strainite Companies
AG Industries
Ford Motor Company
Freudenberg and Company KG
Koch Filter Corporation
General Electric Company
Columbus Industries Inc.
3M Company
Atlas Copco
Donaldson Company Incorporated
Airex Filter Corporation
Midwesco Filter

Download FREE Sample PDF of Global Pleated Filters Market @ https://www.eonmarketresearch.com/sample/75766

The COVID-19 pandemic has drastically changed the elements of the Pleated Filters market. This statistical surveying report remembers broad information for the effects of the market. The exploration examiner group of the firm have been checking the market during this Covid emergency and has been conversing with the business specialists to at long last distribute a point by point examination about the future extent of the market.

This market report includes conceivable income development, possible worthwhile chances, the item goes, estimating elements, and boundaries to present the arising and new participants in the business with a piece of organized market information. This report incorporates the urgent government approaches and guidelines that essentially controls the Pleated Filters market. In addition, it incorporates the new business arrangements, consolidations, acquisitions, organizations, and even aftermaths to give the business players a complete review of the Pleated Filters market.

By Type:

HEPA
Air Filter
Oil Filter
Medium Efficiency Filter
Others

By Application:

Residential
Commercial
Industrial

Buy This Premium Report @ https://www.eonmarketresearch.com/buy/75766

Significant Insights In Market Research:

1. Featuring significant components affecting the development of the worldwide Pleated Filters market.

2. Essential outline of the market including market definition, grouping, and applications.

3. Inspecting each market player dependent on consolidations and acquisitions, R&D activities, and item dispatches.

4. Significant areas and nations offering worthwhile occasions to showcase partners.

This Research Report Covers Following Points:

Complete global market size.
Most favored dissemination channel.
Most favored objective client section.
Key driving component and limitation factor of Global Pleated Filters Market.
Effect of guidelines and law in Pleated Filters market.
The biggest portion of this market by area and nation.
Change in utilization design in the future.
Significant contenders and their system.

Do Inquiry Before Purchasing Report Here and Ask For Discount @ https://www.eonmarketresearch.com/enquiry/75766

About Us:

Contact Us:

Eon Market Research

Phone: +1 703 879 7090

Email: [email protected]

October 8 2020

Face-Enhancement and Rejuvenation Book

Tackyon Editorial Team Article, Healthcare 0

Face the World with Confidence – The Truth About Artificial Facial Treatments

They say the face is the window to the personality. Well, rightly so. Your face speaks volumes about your hidden emotions, thoughts, nature, and overall character of who you truly are. People look at and talk to you face to face to try and understand you better. They read your face to identify what’s going on in your mind.

Buy Now

And that’s precisely the reason why people are so conscious of how they look and how their facial features are shaped. While natural beauty is much more beyond your physical appearance, the advancing technology has encouraged people to experiment with their facial features to get that perfect facial makeover. Probably the most important aspect of a perfect and pretty face is that million dollar smile. To be able to confidently face the world, it is important to have a perfect smile and a healthy mouth. A perfect oral hygiene adds to the beauty of your overall facial enhancements.

So while Dermatologists, Plastic Surgeons and Dental professionals deal with the scientific treatments for better oral hygiene, the advancing facial treatment technology has made it imperative for them to expand their expertise into other facial rejuvenation treatments.

Consumers or seekers of artificially enhanced beauty need to be informed about the beneficial as well as sometimes harmful aspects of artificial facial treatments. Face-Enhancement and Rejuvenation Book is aimed at eliminating the gap between women looking to enhance their beauty through artificial techniques like micro-pigmentation, Botox, stem cell rejuvenation, dermal fillers, cosmetic surgeries etc. and the doctors or experts performing these minimal invasive treatments. In order to prevent aging and preserve their natural beauty, it is important that women are made aware of the right time to opt for such services and more importantly about the need for such treatments.

Demystifying the concerns, popular and often misplaced beliefs about artificial face enhancement, Face-Book is committed to present to its readers the newest therapies and technologies as well as clarify the limitations of each of these beauty treatments. Connecting the expertise of East and West, Face-Enhancement and Rejuvenation Book is authored by two globally well-known Croatian experts in delivering quality facial treatments.

Dr. Ivona Igerc is a practicing minimal invasive surgeon in Europe and South East Asia apart from being a trainer of minimal invasive techniques and conference speaker, and the first foreigner who is a member of Korean Stem Cell Association and Mrs. Ines Vrdoljak-Mudric – a pioneer in her field of micro-pigmentation techniques and famous Makeup Artist in Europe.

Packing in the global expertise of these three internationally acclaimed professionals, Face-Enhancement and Rejuvenation Book is your one stop solution for familiarizing yourself with the true facts about anti-aging and other beauty treatments.

The Reader

This book was written with you in mind and is dedicated to you.Yes, you, the woman reading these words right now. Why, youask? Quite simply, our goal is to help you to deeply and truly seeyour own unique and amazing beauty.A woman’s ability to see her own beauty has never been moreunder threat. From the heavily photo-shopped images in the mediato under-weight bodies being prized as ideal, today’s world isplagued with unrealistic images of beauty.

Sadly, such destructiveimages and messages can make even the most confident womenfeel inadequate. This leads many women to engage in a varietyof self-destructive feelings, thoughts and behaviours such as havingpoor self-esteem, eating disorders or undergoing too manycosmetic surgeries and other procedures.While enhancing oneself through wearing makeup or having cosmeticprocedures such as Botox injections can be a wonderful wayto put your best foot forward, these measures should be takenwhen a woman’s self-esteem is on solid ground.

All people havefaults, inadequacies and problems. When a woman has poor selfesteemmaking these external changes can either mask a woman’sinadequacies, or make them worse.Recognizing this key point, we have writtenthis book to conveyone simple yet powerful message: beauty comes from within.Yes, we are sure you have heard this sentiment before.

This proverbis quite popular and often gets much lip-service when peoplewant to sound profound or support a person feeling bad abouttheir looks. But we ask you to really stop and think about whatthis saying means.Beauty comes from within. The feelings, personality traits,thoughts and other components that make a woman who sheis are really the things that make a woman beautiful. The moreself-assured a woman is, the more she will value her inner self.When this internal sense of confidence and comfort is stable andsecure, a woman will love herself inside and outside.

Thus, how she carries herself, dresses or otherwise enhances her appearance(i.e. make-up, Botox, etc.) will stem from a healthy place with in her. Accordingly, these enhancements will not serve the purpose of fixing errors or problems but instead serve as enhancements to make good better.It is our desire to foster this strong love of self in all women. We are all beautiful and valuable based on the fact that we received the gift of life. It is our hope that you will seize this message and best apply it in your own life. We look forward to the great things you can and will do.

What Is Beauty?
Part-The Main Lines Of Facial Expression
The Face-The Heart Of The Expression Of Beauty
Organic Beauty
A Short Overview Of The History Of The Profession Face
Knowledge Or Artistic Inspiration
The Geometric Source Of Human Proportions Face
The Golden Ratio Rule
Ratios And Proportions
Facial Proportions And Shapes
Symmetry/Asymmetry
Facial Analysis By Measurement
Chimeric Presentation Of The Face
Examples Of Chimeric Presentation Of Faces
Aesthetics=Perfection Of Harmony
Aesthetics, Beauty And Attractiveness
The Principle Of Evaluation Of Attractiveness
The Criterion For Distinguishing Attractive From Unattractive Faces
Beauty And Attractiveness In Terms Of Aesthetics
X Factor
The Aim Of Any Intervention On The Face
Social Reality
The Secret Of Fashion
The Main Factors Of Facial Expressions
What Is Meant By Attractive Face?
Three Important Lines Forming The Intensity Of Expression
Pigment Implant Or Permanent Makeup
Consultations
The Skin After Pigmentation Treatment
Possible Complications
Pigments
Pigment Acceptance And Durability Of Pigment Retention In The Skin
Pigmenting Methods
Sensation And Pain
The Goal Of Perfect Permanent Makeup Is To Highlight The Natural Beauty
What Is Beauty?
Content Measuring The Eye-Brows
Individual Measurement
Various Forms Of Eyebrows
Various Eye Brow Widths
Positioning The Eye Brows In Relation To Specific Eye Forms And Proportions
The Shape Of The Face And Eyebrows

The Most Common Examples Of Malformed Eyebrows
Micro Pigmentation Of The Eyebrows
The Course Of The Procedure
Durability
Side Effects
The Eyes

Tooth Whitening
Overlays, On Lays, Full-Ceramic Crowns, Envisaging, And Plastic Surgery Youth Gingival
Small Beauty Parlor-Tip Sand Advices
“Staying Healthy “As Our Life Style Motto
Dictionary
Literature

About the Author

Ivona Igerc, DMD, Aesthetic,Regenerative and Anti-Aging MedicineSince graduating from the Medical University of Croatiain 2000, Ivona has been working in dental andaesthetic field in Europe and in Asia.

Ivona has also spoken at many international conferences,and organized workshops and seminars totrain medical professions in the field of Anti-aging andAesthetic medicine.She is testimonial and developer of different medicaldevices.Ivona has a keen interest in Stem Cells and RegenerativeMedicine and is currently involved in aestheticapplications with adipose derived stem cells.

Author: Ivona Igerc

October 3 2020

FarmERP Paving the Way for a Smart Farmer

Tackyon Editorial Team Article 0

The Covid-19 pandemic has spread all around the world rapidly and has negatively impacted several business sectors including the agricultural sector. The nationwide lockdown also played a role in weakening the economy. India is the land of agriculture. Agricultural land in India was reported at 60.45 % in 2016, according to the World Bank collection of development indicators. Agriculture, with its associated sectors, is an extensive and wide-ranging source of subsistence in India with 82 percent of farmers being small and marginal. Covid-19 and several other economic, environmental, and sociological factors have affected the agricultural industry.

Rural livelihoods play a pivotal role in achieving a peaceful and prosperous future free from poverty and hunger, as for a very long time, rural areas have been seen as poverty traps. They are key to economic growth in developing countries, with immeasurable potential for fiscal growth pegged to food production and related sectors. The government has laid down the groundwork to eradicate rural poverty; ending extreme poverty by 2030 is the first and foremost goal of the 2030 Agenda for Sustainable Development.

Mr. Borkar, the Co-founder of FarmERP adds, “We help farmers in contracting their businesses to initiate the digital alteration of their operations with regards to contract management and agriculture supply chain management. With the idea of sustainability, we are working on optimizing the use of chemicals, fertilizers, and water to aide farmers to grow sustainable produce while keeping the environment safe and also enabling them to reap the benefits of their harvests.”

FarmERP has been conscientiously collaborating with the government to aid farmers. FarmERP has been aggressively working with various FPO’s and allowing stakeholders to streamline their businesses by the practice of operations on this technology platform; they have collaborated with MAHAFPC to implement technology spanning acrosstheir entire operations. This will assist the working patterns of MAHAFPC in a

way that helps bring their entire business operations over a single digital platform. FarmERP further achieves an end to end traceability, mitigates climate risks along with assuring consistent supply to their customers.

FarmERP works on four main objectives: – sustainability, food safety, climate resilience, and traceability. With its supply management software, it enables produce to be tracked from the initial place of production, right up to its availability in the market thus, helping farmers to understand the supply chain better.

The two major issues that most of the farmers face in India are yield and market relations. Most of them are not paid the right price for their produce and are constantly exploited by the middlemen. FarmERP helps them to get in touch with authorized buyers, farming companies, and stakeholders to make their lives easier.

In order to improve the multi-cropping patterns of some businesses, FarmERP prepared crop planning and crop schedules. The farm supervisors were trained to capture production data over mobile client application which helped them control production activities in real-time. Multiple Plot Record helps to plan row-wise farm production activities. It enables field managers to add or edit farm production activities including minute details based on the type of operations.

Not only this, but FarmERP also helps farmers to better the quality of their produce by providing them details on soil health and degradation through their “Safe to harvest” feature on the FarmERP Lite app. This helps the farmers to know when their plot is ready for harvest in view of chemicals sprayed on the land. Secondly, their “Safe to Spray” feature helps to guide farmers on which chemicals and pesticides are impervious. FarmERP’s agriculture software solutions offers three essential features – soil observation details, tree observation details, and water observation details.

Apart from this, its geo-mapping, tree encoding, and crop scouting solutions, FarmERP helps to anticipate and respond to hazardous events or disturbances related to climate, thus improving climate resilience and helping farmers to avoid risks and cut down on losses.

Various Venture Capital firms are looking at agriculture start-ups for a rich harvest. FarmERP with its future-ready, agriculture ERP platform for smart agriculture has enabled a leading fresh produce start-up in India to minimize wastage and manage the entire business on a single digital platform.

According to the Department for Promotion of Industry and Internal Trade (DPIIT), “the Indian food processing industry has cumulatively attracted Foreign Direct Investment (FDI) equity inflow of about US$ 9.98 billion between April 2000 and March 2020”. The Indian Government has also assisted farmers during the pandemic with various Acts such as the amendment of the Essential Commodities Act Technology is currently advancing at a breakneck pace, much like the exponential growth experienced by database technology in the late twentieth century.

“Databases have grown to become the core infrastructure that drives enterprise-level software”. Similarly, most of the new value-added from software over the coming decades is expected to be driven by technology. Farmers must obtain the benefit of this digital integration with agriculture as it will not only help them become self- sufficient and organised but also help them to take on future challenges effortlessly.

Name: Miloni Jhaveri
Email: [email protected]
Company: FarmERP

September 12 2020

The Alarming Global Leadership Crisis: T. S. Babu

Editorial Team Article 0

It’s quite alarming to note that the global leadership crisis is hopelessly gloomy because of the following reasons-

a) A research study undertaken by Brandonhall Group has reported that only 18% of organizations stated that their leaders are quite effective. Further, 80% of companies are already suffering an acute shortage of leaders. The fact that despite global awareness during the past two decades, the global average employee engagement is only 15%, only indicates that leadership effectiveness is considered inadequate. What could be inferred here is that those in leadership positions were functioning like managers and not as leaders. Since, while leaders should be ideally influencing the culture of organizations to influence and inspire the workforce to deliver beyond 100% productivity of people, they have let loose the culture by which every team leader creates a unique but not enabling culture.

b) In another study undertaken by Price Waterhouse Cooper (PWC), it has reported that the success rate of hiring Managers with leadership skills is only 25%.

Which, only goes to indicate that both effectiveness and availability of leaders are alarmingly critical at this juncture and also for the years to come unless we have with us an effective leadership development design and delivery model.

c) As regards, the aspect of progress of Leadership Development a study by Deloitte stated that a whopping 87% of companies have failed to develop leadership. Further, a Mercer-Mettl study reported that the Return on Investment of Time on leadership development is (-) 68%. Which means that all the hue and cry made about Leadership Development through publications and workshops are not of substance. Unless knowledge is transferred to practice and has delivered value it carries no significance.

Considering all the above factors, I had undertaken an intensive analysis and developed a Leadership Effectiveness framework titled ‘Organizational Synergistic Eco-System’. This framework shall be of immense help to leaders as it would be a hands-on guiding system to function effectively. Further, the same framework could be utilized as an effective practising tool towards the objective of leadership development as a learning methodology through a systems approach. I would appreciate if you could view the detailed video that I have posted on youtube at:

Please do share your views by writing to me at [email protected]

August 14 2020

Employee Engagement in Covid – 19

Tackyon Editorial Team Article 2

Communication and engagement with employees are an indispensable part of business at any time. The benefits of an engaged workforce include improved Higher Productivity, Lower employee turnover, and a happier and more motivated workforce. Clearly, engagement and commitment can potentially translate into valuable business results for an organization. Employee Engagement is a key pillar of the future of work.

COVID-19 has put the world in a state of agitation – previously unknown stress of the pandemic has brought routine life to a standstill. The outbreak has significantly impacted multiple sectors, industries, Unemployment of multiple profiles, economies at large.

The current coronavirus pandemic has changed the essence of working. People all over the world are working from home, which give rise to several interesting questions about employee engagement and collaboration during this period, how organizations and which style they should follow to continue their work in future work progress and the vital role that leaders will play.

In this Pandemic situation, most of the organizations has taken phenomenal steps from an immediate inhibit to the adoption of remote working. During this period of lockdown, ‘work from home / remotely working’ is become a main practice. For this practice, Companies can continue their business, and ensure the safety of their employees.

Nevertheless, this new normal remotely working has their own challenges. Being away from office physically for a longer time tends to lose employees’ interest level, lack of engagement activities , lack of motivation level leading to anxiety, stress, mental sickness and depression. Therefore, it is very crucial for the organizations to keep their employee engaged.

Communicating regularly is very important through various channels. Companies can arrange Virtual Team Meeting, One to One, Town halls, webinars for up skills, can introduce wellbeing programs to understand their stress level, Counselling sessions, provide the basic facility to WFH, One time allowances for a home office setup (Wi-Fi, Furniture, Head phone etc.)

In this time, Human resource department playing a very crucial and vital role. As a leader and as a mentor they can guide them and come forward to discuss the issue they are dealing with on the daily basis.

Companies are experimenting and finding the innovative ideas to connect with the employees through organizing various quiz, contest and providing certificates and published the same on social networking site like LinkedIn, Twitter and Company Page. Instant rewards and recognition for their contribution on a difficult time will also motivate and engage them. These things will keep them alive because employee may be feel undervalued and lonely because of low engagement.

“What good is an idea if it remains an idea? Try. Experiment. Iterate. Fail. Try again. Change the world.” – By Simon Sinek

During this time, Where companies are laying off manpower due to economic crisis on the other hand few companies are remain as vehement as ever about training, learning and development of their employees. Organization are working on innovative ways to work on this side, they are providing special Task to the employees, involved in Challenging project, working on Job Rotation and Job Enrichment and make participating employees on social cause, CSR activities and volunteering programs.

As we all are very well aware this pandemic will lead one of the rebellious economic occurrences of our generation and there is no industry sector that will be immune to this Pandemic.

Most of the companies already aligned steps forward to ensure their business will grow – From Health and Safety to Security to Production to maintenance, social distancing to HR Polices to Sales and Marketing strategies.

There is only way, we can protect our business is through alliance, staying engaged and connected with the employees and frequently introduce innovative ideas and handle grievance with empathy and give a solutions to the problems immediately as and when they arise.

It’s not the size of the dog in the fight, it’s the size of the fight in the dog. –Mark Twain

Name: Ruchika Garg
Email: [email protected]

August 3 2020

FarmERP Gears up for the Future as Top Executives from Cognizant and SAP Join them

Tackyon Editorial Team Article, Banking & Finance, Foods & Agriculture, Press Release 0

1^st August 2020

FarmERP’s main focus lies in rigorous technology-intensive transformation of agriculture and agribusinesses, through latest advancements including Internet of Agricultural Things, AI, Blockchain and Machine Learning. To enable revolutionary ease within the management system, FarmERP welcomed Mr. Abhijeet Dange and Mr. Vikram Metkari on board.

The team at FarmERP recently announced the appointment of Mr. Abhijeet Dange as the Associate Vice President for Delivery at the organization. With vast experience in banking and financial services, learning, and talent development for over 22 years while working for organisations like Cognizant and Silverline, he has immense knowledge about handling large offshore customer engagements.

On his appointment, Mr. Dange quoted, “With the knowledge I possess, I aim to help in maintaining FarmERP’s competitive advantage by effectively aiding the growth of agribusinesses through cutting edge technology platforms.”

Mr. Sanjay Borkar, the CEO of the Indian-grown 2001 brand believes that, apart from being a strong leader with excellent people management skills, with his expertise in streamlining digital IT transformations, Mr. Abhijeet will play a crucial role in uncomplicating complex product management for FarmERP.

The team also welcomed on board Mr. Vikram Metkari as the Head of Sales and Marketing, who shares the same passion that the co-founders of the organisation do, for transforming the inner workings of agriculture through the use of tech platforms. Mr. Metkari, an MBA and BE professional with rich work experience in marketing, sales, and business strategy, is a self-motivated and confident leader. He is not only a keen planner and strategist, but also an articulate communicator offering high- calibre presentations, negotiations, and analytical skills.

Mr. Santosh Shinde, the COO of FarmERP believes that Mr. Metkari’s extensive experience of working for various companies- both smaller organizations and world leaders like SAP and Vodafone in the IT & Telecom domain will enable him to guide, innovate, build, and provide value to agribusiness’ customers by strengthening FarmERP’s existing leadership in the domain.

With the valuable addition of both these members to the team at FarmERP, striving to make a difference and create an impact in these testing times, and the immense experience and culmination of expertise that they bring to the table, the management is now stronger than ever.

###

ABOUT FARMERP :

FarmERP is a leading smart agriculture management ERP technology platform. It was incepted as a part of Shivrai Technologies more than a decade ago and is currently deployed in 25 countries, assisting a variety of agribusinesses.

FarmERP is a pioneered effort by engineers, classmates, and now partners, Mr. Sanjay Borkar and Mr. Santosh Shinde. Both coming from an agricultural background, they were and are well aware of the toils and troubles that the agricultural sector faces on a daily basis. They turned to technology as a helping hand and as a partner. Due to the connection, both personal and professional that they have towards the agricultural sector, it makes each individual work that much harder towards achieving the long-term goals they stand for. Aiming at the revolutionizing of the practices the agriculture sector follows as of date, FarmERP strives to make considerable progress in the agri-sectors they work with, while actively trying to incorporate their offerings with additional sectors as well, since they are a platform which can accommodate the personality of numerous agribusinesses.

Name: Apoorva Rajput
Company: FarmERP
Phone: 9311594037
Email: [email protected]

July 19 2020

Obituary To: “The #Consumer #Protection #Act, 1986” & Welcoming the rise of Phoenix “The Consumer Protection Act, 2019” By Advocate Md. Zaryab J Rizvi

Editorial Team Article, Automobile & Aviation, Banking & Finance, Featured, Legal & Compliance, Marketing, Real Estate & Infrastructure 2

Year 2020 has brought a sea change in the modus in which the world runs its affairs and in furtherance of the said series of changes, India is also bidding a final goodbye to one of its most admired and trendy legislations, which had brought immense confidence and positive change in the lives of the common man, while wearing cap of a consumer

Yes, Goodbye our dear most “Consumer Protection Act, 1986 (68 of 1986)”, you will be dearly and surely missed and remembered by the laymen and legal professionals equally.

The Consumer Protection Act, 1986 (hereinafter lovingly referred to as “the Act of 1986”) came to be passed by the both Houses of the Indian Parliament and received assent of the President on 24^th of December 1986 in the Thirty-Seventh year of the Republic of India. Chapter I, II and IV of the Act came into force on 15^th April, 1987 and the Chapter III of the Act of 1986 came into force on 1^st July, 1987. The act introduces itself as:

“An Act to provide for better protection of the interests of consumers and for that purpose to make provision for the establishment of consumer councils and other authorities for the settlement of consumers’ disputes and for matters connected therewith”

Coming into Existence of this Act, was not an isolated event, infact the entire world had got conscious of the plight and miseries of a class of people defined as ‘the consumer’, reason whereof the United Nations had formulated, “The United Nations Guidelines for Consumer Protection” (hereinafter referred to as “UNGCP”). UNGCP are “a valuable set of principles for setting out the main characteristics of effective consumer protection legislation, enforcement institutions and redress systems and for assisting interested Member States in formulating and enforcing domestic and regional laws, rules and regulations that are suitable to their own economic and social and environmental circumstances, as well as promoting international enforcement cooperation among Member States and encouraging the sharing of experiences in consumer protection.” The guidelines were first adopted by the United Nations General Assembly (hereinafter referred to as “UNGA”) in Resolution No. “39/248” of 16^th April 1985, which were later expanded by the Economic and Social Council in Resolution No. “E/1999/INF/2/Add.2” of 26^th July 1999, and recently revised by the UNGA in Resolution “70/186” of 22^nd December 2015. It is pertinent to mention that even though the Resolution No. “39/248” was adopted in the year 1985, it was on account of rigorous efforts made by various stakeholders, over a decade.

The Indian Parliament, as stated above, enacted the Act of 1986, the very next year i.e. 1986, of the adoption of the Resolution of UNGA Resolution “39/248” of 16^th April 1985. The necessity of enacting the said legislation in India arose in view of the rapid changes in the dynamics of the trading environment in the country, due to the exponential growth in industrial production and the potential opening of world markets to the consumers in India. The aforementioned changes in the late 20^th century were driven by a rise in the per capita income of individuals, which in turn, created a healthy market for new and better products as the appetite for consumption of better services and products increased with the growth in purchasing power of the consumers. However, the sudden burst in the market consumption of goods and services also brought along with it the associated risks posed to the consumers, due to the higher probability of supply of defective or deficient services and products to the consumers.

The requirement of a special law to deal with the grievances of the consumers and to govern the relationship between the consumer and the manufacturer/service provider was felt necessary as the existing legal framework at the time of the execution of the Act of 1986 was inadequate and inapt to provide for effective and speedy Redressal of consumer disputes. The consumers, prior to the enactment of the Act of 1986, never had a proper forum or law to seek redressal of their grievances and were forced to seek refuge under the generic provisions of either the Code of Civil Procedure, 1908, the Indian Contract Act, 1872, the Sale of Goods Act 1930, the Indian Penal Code, 1860, the Standards of Weights and Measures Act, 1976 or the Motor Vehicles Act, 1988 amongst other laws, but the said provisions under the aforementioned enactments failed to provide any efficacious remedy as the same were grossly inadequate, time consuming and generic.

The Act of 1986 brought about a paradigm shift in the manner in which the consumer and consumer affairs were being dealt with, and it irrefutably instilled a new confidence in the consumers. Principal objective of the Act of 1986 was to provide for a statutory mechanism, wherein a special class, “Consumer” was created by fiction of law and the same was conferred with statutory rights and for protection of the said rights a Redressal mechanism was devised. The Act of 1986, amongst the other rights, primarily provided for right to be protected against marketing of goods and services which were hazardous to life and property of the Consumers; right of being informed about the quality, quantity, potency, purity, standard and price of goods, so as to protect the Consumer from unfair trade practices; right of Redressal in the event the products or services were deficient etc. The Act of 1986 also addressed the problem of long drawn litigation and provided for summary proceedings with strict and defined timelines for disposal of consumer complaints. The adjudication bodies were enabled with powers for enforcement of its order and ensure compliances.

The Act of 1986 was a small enactment comprising of only 31 sections divided into 4 chapters and for smooth implementation of the said provisions, the Act was buoyed by ‘The Consumer Protection Rules, 1987’ and ‘The Consumer Protection Regulations, 2005’. It is pertinent to mention that the concise format of the Act only acted as strength and never caused any hindrance in providing justice to the parties. The Act had a lifespan of just over 33 years, during which period the Act was amended by the Indian Parliament on 3 occasions, the same being; The Consumer Protection (Amendment) Act, 1991 (34 of 1991) (w.r.e.f. 15^th June 1991), The Consumer Protection (Amendment) Act, 1993 (50 of 1993) (w.r.e.f. 18^th June 1993), and The Consumer Protection (Amendment) Act, 2002 (62 of 2002) (w.r.e.f. 15^th March 2003).

During the life span of 33 years, the class of people defined as consumers by the Act of 1986, were not only protected from the abuse, exploitation and manipulation, but also empowered by the provisions of the Act. Legislature, quasi judicial bodies established under the Act of 1986, and the Hon’ble Supreme Court, actively ensured that the provisions of the Act, achieve the main objective it was formulated for. The legislature, from time to time, made the necessary amendments in the Act and the adjudicatory bodies ensured that the legislative intent of the beneficial legislation is not diluted. During this period, several disputes and conflicts in respect of the Act of 1986 arose, some of the disputes being the extent of the application of the general provisions of the Code of Civil Procedure, 1908; The conflict of the Act of 1986 with other special legislations like the Arbitration and Conciliation Act, 1996, The Electricity Act, 2003, the Real Estate (Regulation and Development) Act, 2016, etc. That on most of the occasions the adjudicatory bodies held that the rights under the Act of 1986, prevail over the others. Initial years of adjudication under the Act of 1986 were smooth and hassle-free, certain unscrupulous irregularities, in the form of disputes of a commercial nature, marred and desecrated the essence of the Act and resulted in gross abuse of the process of law. That upon realization of this grave issue which had crept up from the crevices in the Act, the Parliament sought to deal with this issue vide the Consumer Protection (Amendment) Act, 2002, wherein commercial disputes were specifically excluded from the domain of the Act of 1986. The huge popularity of the Act also had some unforeseen consequences, as the number of consumer disputes over the years amplified, resulting into delay in adjudication of disputes. Successively, the adjudicatory bodies, passed important judgments addressing the said issue and strict construction of provisions defining timelines were re-iterated.

The Act of 1986 rendered justice to the consumers who were victims of the deficient product & services and of unfair trade practices. The beneficiaries of the provisions of the Act were spread over many sectors i.e insurance, automobile, transport, housing, real estate, electricity, telecommunications, entertainment, hospitality, banking, finance, airline, education etc, but one sector which is of great significance is Medical negligence. The consumers who were victims of medical negligence were greatly benefitted from the Act of 1986, as the said Act proved to be an effective tool in rendering justice to the victims.

It is not that the Act of 1986 and its implementation was not marred with challenges and difficulties. Challenges faced by the adjudicatory machinery as per the Act included being undermanned at many instances, shortage of sufficient financial assistance, lack of proper infrastructure to cope up with the increased burden, and ever snowballing cases which saw an exponential rise in pendency. However, it will be unfair to even suggest that various stake holders made no effort to address the said issues. On the contrary, regular efforts were made to address each and every issue which was faced in the implementation of the Act of 1986 and all the stake holders made significant contributions to the same.

At this juncture, when we say a final adieu to The Consumer Protection Act, 1986, we should cherish the positive changes that it has brought to the society at large. The Act of 1986 has left behind a legacy, which will not only be remembered forever, but has also laid down a fertile ground for the implementation of the new Legislation which succeeds the Act of 1986.

The necessity of this obituary to ‘The Consumer Protection Act, 1986’ arose as the same is now being replaced by ‘The Consumer Protection Act, 2019’ (35 of 2019) (herein after referred to as the “Act of 2019”). The Act of 2019 received, assent of the President of India and was published in the official gazette on 9^th August 2019. Further, in exercise of the powers conferred by sub-section (3) of section 1 of the Act of 2019, the Central Government vide notification dated 15^th July, 2020 has appointed the 20^th July, 2020 as the date on which the provisions under Chapter I: Section 2 – [Except clauses (4), (13), (14), (16), (40)]; Chapter II: Sections 3 to 9 (both inclusive); Chapter IV: Sections 28 to 73 (both inclusive) [Except sub-clause (iv) of clause (a) of sub-section (1) of section 58]; Chapter V: Sections 74 to 81 (both inclusive); Chapter VI: Sections 82 to 87 (both inclusive); Chapter VII: Sections 90 and 91 [Except sections 88, 89, 92 & 93] and Chapter VIII: -Sections 95, 98, 100, -Section101 [Except clauses (f) to (m) and clauses (zg), (zh) and (zi) of sub–section 2] – Sections 102, 103, 105, 106, 107 [Except sections 94, 96,97,99, 104], of the Act of 1986 shall come into force. Hence, with the said provisions ‘The Consumer Protection Act, 1986’ comes to an end for prospective disputes, but at the same time from the rich legacy of the Act of 1986, the rise of the Phoenix i.e the Act of 2019 also takes place simultaneously.

Even though ‘The Consumer Protection Act, 1986’ was a good legislation, the same was found inapt to handle the changes in the new world order, as carrying out a plethora of amendments would have been very difficult task and would have resulted in more of confusion and chaos than any reprieve. Hence, the Central Government in its considered opinion decided to enact a fresh law, to replace the old law and lay out a fresh scheme of law, apt for the modern times and capable to provide Redressal to the new age grievances of the Consumers.

It is ostensible by a quick glance of the provisions of the Act of 2019, that same covers facets which were not dealt with in the Act,1986. Some of the salient features of the Act of 2019 are as follows:

The definition of ‘Consumer’ has been broadened to include any person who buys any goods or services, whether through physical or electronic means, teleshopping, direct selling or multi-level marketing.
The ‘District Consumer Dispute Redressal Forum’ shall now be known as the ‘District Consumer Dispute Redressal Commission’.
A Pre-deposit of 50% of the amount ordered by District Commission has been made mandatory for preferring an appeal before the State Commission and the ceiling of Rs. 25,000/- as was provided in the Act of 1986 has been done away with.
Limitation for preferring an Appeal before the State Commission has been revised to 45 days from the earlier limit of 30 days as was provided in the Act of 1986, while not touching the power of the Forum to condone the delay.
The Composition of the State Commission and the National Commission has been revised and the same shall now have atleast 4 Members apart from the President. However the maximum number of members can also be prescribed in consultation with the Central Government.
The Original Pecuniary Jurisdiction has been revised:
- District Commission: From 0 – Rs.20 Lacs the same shall now be from 0 – Rs. 1 Crore.
- State Commission: From Rs. 20 Lacs – Rs. 1 Crore the same shall now be from Rs. 1 Crore – Rs. 10 Crore.
- National Commission: From Rs. 1 Crore and above, the same shall now be from Rs. 10 Crore and above
The territorial jurisdiction to institute a Consumer Complaint shall now also be over the area where the complainant resides or personally works for in addition to the existing place of jurisdiction.
The Consumer has been granted liberty to institute Complaints electronically through e-filing mode and to conduct hearings/lead evidence/advance final arguments through video conferencing.
The State Commission and the National Commission have been empowered to declare any term/provision of any contract between the parties, same of which is unfair to any consumer, as null and void.
The power to review its own orders have now been conferred upon the District and the State Commission, which was not there earlier.
Provision for conducting investigation into allegations against the President and members of a State Commission/District Commission has been introduced and provided for.
Redressal of disputes through Mediation has been given a statutory status.
A complainant against a product manufacturer or a product service provider or a product seller may bring a product liability action, as the case may be, for any harm caused to him on account of a defective product.
A regulatory authority known as the ‘Central Consumer Protection Authority’ (herein after referred to as “CCPA”), has been provided for, which shall have wide powers of enforcement, and shall regulate matters relating to violation of rights of consumers, unfair trade practices and false or misleading advertisements which are prejudicial to the interests of public and consumers, thereby promoting, protecting and enforcing the rights of consumers as a class.
The CCPA will consist of an investigation wing headed by a Director-General, which may conduct inquiry or investigation into consumer law violations. The National Commission is empowered to hear appeals against the order of the CCPA. The CCPA has further been granted wide powers to take suo-moto actions, to recall products, order reimbursement of the price of goods/services, cancel licenses, and file class action suits if a consumer complaint affects more than 1 (one) individual.
As per the definition of Unfair Trade Practices, sharing of personal information given by the consumer in confidence shall also be included, unless such disclosure is made in accordance with the provisions of any other law.
The Act of 2019 further imposes liabilities on endorsers, in addition to the pre-existent liability of manufacturers, considering that numerous instances have mushroomed in the recent past where consumers have been subjected to unfair trade practices under the influence of celebrities who act as brand ambassadors. In such cases, it becomes important for the endorser to take the onus and exercise due diligence to verify the veracity of the claims made in the advertisement to refute liability claims. In addition, the CCPA may impose heavy penalties on a manufacturer or an endorser for a false or misleading advertisement, with provisions for imprisonment.

This is a crucial juncture where we enter into a phase of transition from widely popular system established as per the provisions of the Act of 1986, to the ambitious and rich provisions as laid down in the Act of 2019. The transition phase shall not be easy, and all the stakeholders shall have to face some amount of challenges in the coming time. However, the bona fide steps initiated by the Government of India needs due appreciation as most of the provisions in the Act of 2019, have been incorporated after due deliberation, rigorous efforts involving wide consultations, with the noble intentions to formulate a better system to ensure protection of the rights of the consumer. We sincerely hope that the efforts of the Government of India bear fruits.

About The Author:

Md. Zaryab J Rizvi, is Founder Partner of L.C.Z.F (Law Firm), having rich and diverse experience in the field of Law for more than one and a half decade, more specifically Civil , Consumer , Service and Alternative dispute resolution laws. He is an alumni of prestigious Symbiosis Law College, Pune & is representing multiple corporate clients, private individual clients as well as statutory bodies. He has been conferred with the award for being a Young Achiever in the Field of Law under the age of 40, by Hon’ble Justice Rajiv Sahai Endlaw, Delhi High Court, in the august presence of Shri Suresh Prabhu, Former Hon’ble Union Cabinet Minister, Government of India.

Author’s Contact: [email protected], [email protected]

July 19 2020

Diaspora Laborer Carried by #Sonu Sood Names his Shop After the# On-screen Character

Tackyon Editorial Team Article, Media & Entertainment, Press Release 0

From the previous barely any months, entertainer Sonu Sood has been at the bleeding edge in helping individuals during the lockdown. He has been sending transient workers home by organizing transportation for them. Not just has he helped individuals stuck in Mumbai, however he is likewise helping individuals from different states.

#Diaspora laborer carried by #Sonu Sood names his shop after the# on-screen character

Half a month back, the on-screen character had carried a gathering of transient specialists from Kochi in Kerala to their old neighborhood in Orissa. One of these individuals, so as to offer his thanks towards the entertainer has named his shop after the on-screen character. An image of him remaining before his shop named ‘Sonu Sood Welding Work Shop’ has been doing the rounds via web-based networking media. The sign board additionally has an image of the entertainer.

In the mean time, Sonu Sood has chosen to think of a book to relate the encounters he had during the lockdown.

July 11 2020

Is #Sushant’s death also a victim of #PayPerClick Greed?

Editorial Team Article, Marketing, Media & Entertainment 0

With every unfortunate incident in our society hypocrisy spills over and the masses use it to massage their ego. It is at times used to curse the ones that they wouldn’t otherwise dare to speak about. There is no doubt that every genre of work has its own evils, exploitations and hardships. Yes, obviously Nepotism is always there. But inside their system or ecosystem people prefer to keep silent or maybe they wish to maintain their comfort zone with manageable evils.

Let us not forget that success comes with challenges and moreover everyone knows about the issues in their respective fields. Most of the most successful men did not have a legacy to take them to the top but they paved their way upwards. A general misconception most people have that there are no challenges in the family legacy. The capable only take the legacy ahead most of the kingdoms, dynasties & business empires are nowhere today as they didn’t have righteous successors.

In the recent case of Sushant Singh Rajput, I was very disturbed as had recently watched one of his movies called Chhichhore where he explains the meaning of life to his son who attempted suicide. I have been following his work and watched a number of his movies in empty cinema halls barring M.S. Dhoni: The Untold Story. He was an exceptional talent and a great human being. Fewer people appreciated his art in cinema halls compared to the numbers of distress we saw on social media. Appreciation of any art form is by patronising its creators by paying not by praising them. Same goes for any other profession in the world. You like the work pay for them and help them survive.

He was having a tough time and for some unknown reason better known by him he took a drastic step to end his life. I would refrain to make a remark on the same. No matter how short it was his life was big and so were his achievements at this age.

“I wish to discuss the reaction post his demise

Every incident in today’s world has a victim and beneficiary. We find hate, gossip and sensationalism across the digital platforms. There is huge content being circulated that has no basis or facts and over a period of time they become real facts. Digital platforms are beautifully designed keeping the choices and preferences of end user in mind it feeds a person that he chooses to read, listen or view in simple words the make “Birds of a feather flock together“

Birds of a feather flock together — collaboration and Svandis | by ...

Sushant’s death and Digital Earnings

After every unfortunate incident, hundreds of videos of wannabe politicians, cribbing celebrities and unknown faces on video platforms appear out of nowhere. They present their ideas with so much conviction that over a period of time we start believing them. We listen to what they have to sake and skip the advertisements after 5 seconds>> or may watch some ads that are randomly appearing in the video. When we watch our preference is recorded and whenever something similar appears on the platform. It gets served before us.

Unfortunate incidents are trigger points for Digital Earnings

Genuine content curation is an uphill task not a cup of tea for everyone. Yes, but gossip from a tea shop on your phone is worth listening to. Generally, people lend ears to gossip and any content that they would derive sadistic pleasure. We see a surge in posts on social media which are negative in nature but somehow to become appealing to a select audience. The content focuses on sympathy, inner fears and perceived hate.

In this case, How Perception is built

Nepotism is a social evil.
It has stopped you from growing. Owner of your company passes wealth to his family. You get peanuts as salary.
Your generations will face the same if you don’t do something.
Stand Up and Raise your voice.

So how one raises voice

Login to Social Network promote # Hashtags
Shout a loud against the presumed culprits.
View & Share Celebrity Videos
Share News Items + Fake News Items
Listen to conspiracy theories by every Tom, Dick & Harry‘s who recently turned Sherlock Holmes

What is the Result of the activity

For the Content Creator, their

Videos are circulated across
Websites get footfall
Readership Viewership goes up by your sharing the posts
The revenue from the advertisers on their websites grows.

What does reader or viewer get ?

Frustration
Few hours of life wasted in reading or viewing & a few thinking.
Getting in arguments with people whom you might not know personally may be trolls.
Might end up losing some friends whose views are not aligned with yours.
You don’t even watch the ads that you were supposed to see.

What does the advertiser get?

Just matrix of the eyeballs which were not watching him
Expenses towards advertising
A share in spreading hate and angst in society
Yes, there would be some revenue for sure but it could have come without unwanted outcomes.

What does the cause get?

Social Media #Hashtage and #Whatabboutry
Online Petitions (Which I am sure no one reads)
Lots of cribbology from anyone who has an internet connection in forms of posts tweets or maybe live videos.
A few days of engagement before another incident takes place.

There are no resolutions that we make as a society as we are to fragmented in thoughts. Problem is not hat we might never be able to set past right but we don’t intend to protect the future that is in our hands.

There will be challenges and unfortunate things but are we going to pledge as an individual to help or blame the once who could have helped.

Sushant is no more but we are taking about him when he is no more and this publicity would help him much.

The Question That Need to Be Answered

Are we going promote the struggling
Actors, who are #ALIVE ?
They need visibility & exposure more than

SUSHANT
May his Soul Rest In Peace

July 11 2020

Mid COVID-19 Performance Report

Tackyon Editorial Team Article, Business & Management, covid 19, CSR, Marketing, Press Release 0

July 10, 2020

We have been publishing our annual report in the first week of April for the last 3 years. Typically, our annual reports outline our performance during the last year, and some narrative on what we think the future holds in store for us. This year, when the pandemic hit the world, our past became irrelevant, and the future uncertain. We decided to delay our annual report by a few months (some perks of being a private company).

1 – Financials (FY19 vs FY20, Q1 FY21)

Our revenue in FY20 grew by 105% as compared to FY19 while the costs grew by only 47% in the corresponding period. Moving our business towards profitability was a core focus for us in FY20 and we made significant progress along that journey.In the last few quarters, as is evident from the charts above, we fast tracked our efforts towards making our business profitable and drive efficiency into our spends. While COVID-19 has impacted the size of our business, it has accelerated our journey to profitability. In terms of the size of the business, COVID-19 has set us back by a year or so – but a year is only a small blip when you are building a company for the next 100 years.

All numbers are basis management information system and may vary from Indian Auditing Standards. Q1 FY21 numbers are unaudited. All data is converted to USD at a constant exchange rate of 1 USD = INR 75. Our business has negligible CapEx and debt; and hence EBITDA loss is almost the same as cash loss.

Having said that, COVID-19 has positively impacted the health of our business – we seem to have gained 2-3 years along this vector. In July 2020, we estimate our monthly burn rate to land under $1m, while our revenue should land at ~60% of pre-COVID peaks ($23m per month). We expect to make complete recovery over the next 3-6 months while continuing to maintain tight control on costs/profitability.

2a – India Food Delivery

FY20 was a defining year for food delivery in India. While FY19 saw hyper-competition between 4 well-funded food delivery players, FY20 ended with a two player market structure. Zomato’s FY20 India Food Delivery GMV grew by 108% over FY19.

We acquired Uber Eats India business in January 2020 which helped propel us to market leadership in this hotly contested space. The transition of users and merchants from Uber Eats India to Zomato was swift, and so well coordinated by both the teams that we were able to transfer and retain 97% of the combined GMV on the Zomato app.

Right after the rise of COVID-19 cases in India towards the end of March, our food delivery GMV hit its lowest point in two years – GMV was 80% down in the last week of March 2020, compared to our peak pre-COVID-19 week (in mid February).

2b – Dining Out

Our dining out business grew steadily in spite of headwinds (e.g. logout campaign against Zomato Gold by restaurants in India) with significant gains in EBITDA margins across India and our international markets in FY20.

This business is fast moving towards being a transaction-led business where the focus is to closethe-loop with restaurants by encouraging users to pay their eating-out bills through the Zomato app.

Last month, we rebranded Zomato Gold to Zomato Pro with an enhanced value proposition for both users and restaurants (more details here https://www.zomato.com/blog/zomato-pro). Deals on Zomato Pro are now only available if a user pays their restaurant bill through the Zomato app.

Our dining out business segment is the hardest hit as restaurants remain shut for dining-out – leading to almost negligible revenue across advertising and Zomato Pro. The recovery here is going to be slow. Users will be concerned about social distancing and hygiene and restaurants will need to reorganise themselves to be able to build trust with users on these fronts. To help our industry, we have launched ‘Contactless Dining’ in India and 8 more countries. With Contactless Dining, users can enjoy visiting a restaurant without touching any menu cards or interacting with the restaurant staff.

3 – Social Responsibility

(Feeding Foundation) The Zomato Feeding Foundation aims to be the largest and most impactful not-for-profit aimed at solving hunger in the developing world.

The COVID-19 crisis hit the daily wager community badly – leading to widespread hunger across the country. Springing into action, Feeding India (the India chapter of Zomato Feeding Foundation) launched ‘Feed the Daily Wager’ campaign to raise money and provide food support to daily wagers who lost their livelihood during the COVID-19 lockdown. Feed the Daily Wager collected ₹32 Cr (~$4.2m) which was used to distribute over 65 million meals (in the form of ration kits, see photo below) to the daily wager community

*Over the last few weeks, the Feeding Foundation has also started working to reduce hunger in Philippines and Indonesia.*

At Zomato, we deeply appreciate the trust our countrymen put in us to make us one of the largest and most impactful social campaigns in the country during the COVID-19 crisis. We are deeply grateful to the thousands of volunteers and partners who helped us (help them) make thousands of tonnes of food reach the needy.

Working with the Feeding Foundation team will make you realise (if you don’t already) that the world is full of nice people who want to help make it a better place. We sometimes feel that the world is going to hell, but there’s plenty of good out there – it just doesn’t get seen as much.We aim to grow our Feeding Foundation community multiple folds going forward. Solving hunger is a massive problem, but a solvable one if all of us just started caring about it enough.

Team updates
In order to quickly reduce our costs during the initial days of the COVID-19 crisis, we had requested our staff to volunteer for salary cuts. 75% of our employees volunteered for partial salary cuts resulting in a total reduction of 14% in our payroll costs. As of today, all the original salaries have been re-instated, and our net losses of under $1m for July reflect the increased payroll cost already.

We strongly believe that a founder in an organisation is not a title, but only a mindset. We announced Mohit Gupta (MG, he leads our food delivery business, among other things) as a founder at Zomato. While the foundation of Zomato was built before MG joined us, he has been instrumental in significantly strengthening it over the last two years. What he and his team have built is a very large part of our business, and our DNA today.

When I introduced the Founders Program a little over a year ago (refer to our annual report for FY19), I outlined a few qualities that founders must exhibit. These qualities include trustworthiness, commitment and resilience among other things. MG checks all these boxes and more. He never shies away from telling me, or anyone, the truth.

MG is very committed towards building Zomato for the long term, and has extremely high levels of ownership. His resilience to continue building and aim for victory even during the toughest times, is something a number of people at Zomato lean on as we continue to build Zomato.

The way the coronavirus suddenly hit the entire world made me realise that our world runs on an assumption of certainty, while there is none. Nobody, no matter how big or small, poor or rich, has any control over many important aspects of the way this world works. The world will change when it has to. Tough times will happen when they have to. The only way to weather what the world throws at us is by following the old adage – ‘tough times don’t last, tough people do’.

Being tough means that you handle pressure cooker situations calmly, and continue to find ways to get out of them. The path to building a company is non linear – you need to make enough of the right calls to make sure that you catch the tailwind, and not make so many bad calls that you get caught in the headwind.That’s all for now. We wish everyone the best of health, and hope that the world gets over the pandemic soon.

Source: https://www.zomato.com/blog/performance-report
Company: Zomato
Website: https://www.zomato.com/blog/zomato-pro

July 7 2020

Is #COVID19 pushing us into a Virtual Future: Talees Rizvi

Editorial Team Article, Banking & Finance, Business & Management, Marketing 0

Talees Rizvi 07 July 2020 : Fast pace of technology adaptation by industry and masses during COVID 19 Situation

Revisiting History Without Information Technology

It has been more than 3 decades that we witnessed the rise of information technology in India. I got introduced to a PC in Standard 3 at my school in Lucknow. It was a divine piece of technology where we had to be courteous and remove our shoes before we entered the sacred room. The little we were taught was a language called #Logo. Where we were fascinated by drawing Squares, triangles and the ultimate thing we learnt was to draw a circle. The year was 1986.

चित्र:Old India railway ticket from Kollam to Ernakulam.JPG ... — Manual Railway Tickets

It was the same time when we also wrote letters, booked trunk calls to communicate and most of the remote areas worked on manual analogue dialling systems. We booked railway tickets from the counters and received handwritten reservation confirmation along with a ticket cut of cardboard.

The challenges were huge, We never had pointed whereabouts travellers. At times we hardly knew that the person who started the journey has reached safely or not until he wrote back via post or had a facility in his area to call back. Let us not forget the cost of calling was high for a common man plus there were very few phones available. In those days it was a pain to own phone, as one became a messenger for everyone in the vicinity. Call back was an option and privilege to host guests would visit to receive calls.

P.F. Chang's turns to vintage 1970s tech after credit card breach ... — Manual Credit Card Swiping Machine

In those days one needed to carry hard cash in stealth pockets may be in pants or specially designed vests. There was no facility of Online Transfers, Debit Cards & Cheque encashments facility from outstation branches. Even the Credit Cards swiping was a manual procedure where the cards were telephonically verified by the merchants.

The Cheques would take minimum of 10 days to 2 months to get credited in accounts and to check the status one had to personally visit the bank with passbook. In case of any error, the time would get extended. I remember when express clearing was introduced during my hostel days it sounded like a blessing.

Television License issued under Indian Telegraph Act 1885. : india — Radio & TV Licence

We never had a choice when it came to entertainment. The authorities decided what we watched and hours we watched TV. The menu was set by them 8-10 movie songs in a week in Chitrahaar on Wednesday & Friday. 2-3 Movies and some primetime serials at night and 2 news bulletins. Don’t be surprised to know that we had to take a #Licence for the Black & White TV that my Dad bought in 1980.

Information was tough to gather or procure. The sources of authentic information were rare in those days as well. By the time I reached my Standard 10 and became inquisitive about almost everything that existed. The only source to know was to read books, magazine, newspapers etc. As the inquisitiveness grew the next level was #Library_Memberships only good one in Lucknow was #British Library(Now Closed). Yes, it wasn’t easy to fetch information it needed time to travel and surf shelves for authentic and relevant information. Seeking was the word instead of surfing.

We eventually started moving ahead with technology and it started getting embedded in our lives. Every day there were innovations or I might say the integration of the old system with IT tools to make existing processes faster and efficient. In the past 15 years, the pace has been much faster. We have progressed in exponential progression. With every passing day, the quality of information sharing and transfer is getting faster and easier. We are almost plugged into the #Matrix for all our needs.

Has COVID19 opened the Portal to the Matrix Opened

Back 2011 in a discussion with Mr. S.Jafar Naqvi, Editor, Media Today Group over the upcoming competition in industry he said something strange. I somehow didn’t buy the idea its implementation and acceptability was questionable. He said that the biggest competition that we would witness in the future would be between “Travel & Hospitality” Versus “Communication & Technology”. I never thought about it for a very long time. Eventually, communication became faster, secure & easier but at the same time, the love of travelling and meeting up didn’t take a back seat.

It was on 3rd March 2020, When COVID impacted my life. Coming from the event industry, I suddenly started getting calls that would result in no shows of the main stakeholder. They went into an apologetic mode and there were corporate advisories floated and WFH (Work from Home) became the keyword across the industry. One of the tabooed words in private sector suddenly became the talk of the town.

Students were asked to close by the administration and within a few days, the panic in the industry was in full swing. Everyone was hit by the videos being shared in social media inducing a sense of fear in masses. Almost every searched & viewed Contagion(2011 film). The days went hunting for bad news from across the globe. Most people went into the sadistic mode and filled social media with frightening communications. With all the panic and uncertainty in mind, we went into #Lockdown on 22 March 2020. We all were stuck where we were. No one to answer How, When or Why about our future.

It is difficult to realise and find a way out of an unforeseen situation. So people jumped up and started an era of #Webinars. The time for change has arrived and shall force us into a world which is more virtual and Less real. It is the fastest transition that I have ever seen.

Education

If one may recall an advertisement by Idea that became a reality with Virtual classes being introduced in schools. Teachers took initiative to learn to adapt and adopt the technology. A number of platforms are being used to facilitate the students to attend classes, Submit an assignment and take examinations from their homes.

These products were already available in the market by educational institutions didn’t use it as were not required during classes were being conducted at campuses.

Now Education is Plugged in To The Matrix

Media

We have been accustomed to accessing information and authentic news through print media that is newspapers and magazines. Generally, everyone subscribes to newspapers and periodicals on a daily and monthly basis. In spite of having access to loads of information internet, the preference is always given to the print medium. The post-COVID situation has been a decline in newspaper subscriptions due to the contagious nature of coronavirus. A number of people have moved away and subscribe to choices online. The newspapers and periodicals are been circulated in PDF format to the subscribers.

The readers are gradually transitioning to the online subscriptions of news portals.

Media is Plugged in To The Matrix

Healthcare

The Government of India has come up with app call Aarogya Setu that enables the citizen to be updated with the current situation of COVID-19. It has enabled the citizens to locate hospitals in facilities created by the government across the country. It also enables us to find out the availability of hospital beds and the guidelines provided by the government to help contain the epidemic. It became easier for people to get authentic information instead of following the rumours beings spread about the epidemic.

It is a smart move to be technology-enabled. It is accessible in all parts of the countries by the use of information technology and digital connectivity.

Healthcare is Plugged in To The Matrix

Cinema

Cinema is one of the biggest industries where people spend to keep themselves entertained. Post-COVID lockdown there has been no release of any movie in India. All the cinema halls have been shut down until further notice. The entertainment business has a major investment in the production of movies and other forms. This can become an alternative to recover the cost. Some of the directors and producers opted for OTT platforms to release their movies. This is given the content creators a wider reach and a mass audience. They have opted for digital promotion and digital reach out a program to promote their movies. It is a new beginning that would eventually pave a path for others to explore digital media. this would definitely become a future mode to sell contact to the masses.

Cinema is Plugged in To The Matrix

Banking

As I discussed in the beginning, about the banks and the system. The banks have given a lot of flexibility in terms of reach out and making their services available online. In order to cut down the customers and Bank, We have taken measures is the facility opening bank account online. Recently a number of banks have announced digital KYC for customers. But in this case, the bank had already moved towards digitalization watch before the others. we are pretty comfortable with the banking system and can operate with ease. Here banks have taken lead Over The Other industries in digitalization and have been widely accepted by the users worldwide.

Another payment there are other payment gateways which have helped during the covid-19 situation.

Banking is Plugged in To The Matrix

Corporate Offices

The companies have been forced to move to work from home culture. To enable this work from home culture. The technology became a major facilitator in the monitoring of work, meeting the employees, human resource departments, client reach out initiatives, customer care, finance and accounts functions of the organisation, marketing and branding initiatives, client meetings, internal communications, supply chain management, e-commerce, project management, operations management and many more functions became remotely driven by the use of communication techniques.

Most of the IT organisations are giving solutions for processes according to the current COVID situation to live up to their customer expectations. Gradually they are moving towards a better and evolving system.

Corporate is Plugged in To The Matrix

Branding

Branding is a major contributor to the revenues of any business. All businesses spend heavily branding activities across the globe. Branding initiatives take them close to their customers. It is one of the most important functions in running any business. If branding stops the recall value of any product gets hurt. The branding initiatives are vast in nature there are hundreds of brand activation activities, product launches, conferences, events, media advertising, roadside branding, point of sale branding, exhibitions etc. These initiatives have taken a backseat due to COVID-19’s social distancing norms & lockdown. It is not possible to organise mass gatherings and so the number of the product is being launched online.

The car company Skoda launch their premiere on virtual media. Recently there was a Virtual Premiere of OCTAVIA RS and OCTAVIA SCOUT

Branding is Plugged in To The Matrix

COVID -19 has raised concerns about our existing systems such issues might keep coming in future as well. It is time for us to take a step forward and embrace technology for our businesses. The transition towards technology during the COVID-19 situation has been rapid and fast. The users have been forced to adapt as the options are limited.

Probably the future is more technologically enabled. Instead of direct human we would be relying on tech in future. It will be more comfortable and secure to deal with clients, customers, buyers and sellers remotely. In future, all the interactions, transactions, communications or movements would be monitored, traceable, accountable and transparent. Digitally driven businesses would be the future.

COVID -19 has led to downfall in travel tourism and hospitality industry and the direct beneficiaries have been communication services today I feel that my doubts about the competition between “Travel & Hospitality” Versus “Communication & Technology” are eventually being answered.

So are we ready to be plugged in The Matrix

June 16 2020

Success Mantra to building an emotional organization by T Sreenu Babu

Editorial Team Article 0

(About Leadership, Inclusive Love, Engagement and Business Outcomes)

Over the last two decades, Gallup has shared insights that only 20% of global workforce is engaged and detailed about the levers of engagement and the emotional side of the organizations wherein the work force delivers beyond 120% of its capacity if they were emotionally engaged. Yet, no corporate has succeeded in achieving a quantum leap in its employment engagement index.

If a mission to Mars seems to be an achievable goal, then why are we failing to get the global work force engaged at far superior levels? I believe that both HR and the Big or Small consulting firms have failed to demonstrate commensurate gains in terms of dollars by way of the engagement surveys, presentations, Reports year long Fun activities. Obviously, Lalajis or a Stanford graduated CEO would ultimately expect to see the results of the investment in the form of a rosier balance sheet. This being the key, if we ourselves do not have the conviction that engaged and emotional organizations deliver better profits and thus cannot promise our business leaders why should they earmark bigger budgets for this purpose?

Therefore, besides the gross failure of the HR Community, the other key reasons for the corporates to fail to accomplish maximum workforce engagement is because of the following reasons-

a) Continuity of the Controlled management approach since Fredrick Winslow Taylor propounded the Scientific management thereby opening up new vistas for value creation by way of improvements in productivity and quality, the legacy of managerial style and the aligned autocratic leadership style continues to date making it difficult to build an eco-system for a totally engaged work force. The hiccups with low predictability of productivity or quality could be a reason for the continuity of this management approach.

b) Absence of a holistic and integrated Organizational approach to engaging the organizational work force with the ideology of managing all the people with Inclusive Love with the pursuit to developing the workplace as the First / Warmer home. Organizations where its CEO is obsessed with pursuits for profits and growth, directly engaging with the customers and does not possess any inclination to emotionally energize its work force towards high performance and is free to adopt any style or type of leadership in transacting the business without any guiding philosophy, can never evolve into a largely engaged one.

Only when all the leaders across levels adopt a common philosophy, type and style of leadership such as Inclusive Love as its core and demonstrate that as a default set of behaviors but can switch to situationally varied styles for impact and results, can emotionally energized organization be built.

c) Absence of Holistic Emotionally Intelligent leaders- There are hardly any holistic emotionally intelligent leaders available today. Even if emotionally intelligent they would not have been the ones who believe in finetuning all the teams to a certain default frequency level either by mandate or by choice.

d) Absence of Structured Ownership and Responsibility to build an emotional organization– Building an emotional organization is not a mandate assigned to any CEO or any team leader today. It is the CEO who should now also function as the Chief Behaviour Officer along with other Team Leaders who should be responsible to build emotional work-places by dealing with employees with manifested

e) Love, with the active support of the HR function. The HR Leader shall support the CEO in monitoring the entire Will / Behaviour / Engagement side of the business. At the next levels down, the line function shall be the driver of this agenda and HR an enabler alone.

f) HR to Realign all its practices– The HR function now needs to Realign all its practices such as Performance Management, Employee Engagement Score, Leadership Coaching, Multi-lateral feedback with the strategic objective orientation to pass on to the Line Managers to enable them engage and develop their team members with reference to all the tools in reference.

HR shall also review the strategic approach to Learning and Development by shifting to the spikes based approach to Learning Needs Identification from the present competency gap based Need identification approach.

With this major shift, there might arise the need to set behavioural benchmarks in the absence of competency frameworks. In fact, the maturity path set in the People Capability Maturity Model also needs to be re-evaluated and redesigned for greater impact in practice. More so, since the finding in a recent HBR research study has established that competencies cannot be assessed, the authenticity of the competency platform at the PCMM’s Level-3 is now another big question for validation.

LEADERSHIP IS NOT A CHOICE BUT AN ABSOLUTE ESSENTIAL

Leadership is integral to the position/ rank held and by no means a matter of choice. Every team leader and manager shall have to assume and function as a Leader without exception or choice.

The faux paus committed by the management gurus and wrongfully adopted by the entrepreneurs and business leaders was that of the concept of leadership and the acceptance accorded to choose any style or type of leadership from the leadership menu card. That those in leadership roles have the freedom to function and act like a leader or otherwise though an absolute absurdity, was a wrongful practice acknowledged by Stephen Covey as he stated that “Leadership is a matter of Choice”. This belief and perception should be obliterated from both theory and practice of management.

I strongly believe that this is the greatest damage done to the industries, economies, and people. Leadership just cannot be a matter of choice. If a position is of a leadership rank or for that matter even in the case of a team leader with half a dozen reportees, all of them have to only behave like a leader and there cannot be a choice to either act as a manager or a leader and in case of a leader he cannot be free to employ any type or style of leadership. Because, every individual at work needs to be inspired, influenced and motivated to deliver his discretionary incremental performance, which cannot happen by any which type or style of leadership. Notwithstanding the traits theory, every designated leader has to act and perform like a holistic leader.

If I am a father of two daughters, I cannot be given a choice to either bring them up well or even otherwise. I just have to raise them well to groom them as successful individuals with Inclusive Love and purpose. The President / Prime Minister elect of a large nation cannot have a choice to choose between taking care of well-being of the people alongside economic growth, he just has to deliver both.

The fact that organizations have been able to only achieve marginal increase in their employee engagement index, is because of the lack of the required conviction and focus to build the ‘Employee Will’ side of an organization. I have myself experienced in my past assignments, that it was only on account of my personal PUSH and influence that certain changes in perceptions and deliverables to people could be accomplished as I was essentially accepted as a Coach to

the business leaders. My point is that, it is again a matter of choice which should not normally be the case. It has to be business ideology and the top critical KPIs of the CEO.

Organizations where the CEO considers that his top three critical responsibilities are to-

a) Achieve Profits as planned
b) Monitors customer management and
c) Achieves sales / revenue as planned,

Then, I can assure that such an organization cannot achieve a substantial improvement in Employee Engagement Index, the culture, leadership and management styles shall not be conducive to building a people centric organization.

On the other hand, if the CEO believes that if he shall –

a) Lead with Inclusive Love and a Business Purpose
b) His teams and next level leaders will engage the customers and
c) The planned Revenue and Profits will automatically be achieved.

Then, it shall succeed in developing the right eco-system to build on employee engagement as an obvious way of work and ensure the culture and leadership style are people centric as well.

If the role is that of a leader, then the incumbent should only function and act like a leader without exception.

The twin objectives of Leaders without exception has to be to –

A) Accomplish the Business Purpose,
B) Lead People with Inclusive Love

Leaders should be indoctrinated to lead with Inclusive Love. By Inclusive Love I meant that it would encompass the following Nine Core Values –

Leadership behavioural indicators shall be laid down aligned to all the afore stated Values which shall form the framework of leadership behaviours. In a war situation the soldiers and lieutenants are not free to behave in any other manner than as per the army’s code of conduct. Same should be the case of leaders. Caution shall be applied in coding behaviours as non-tolerant to absence of drive to perform, inefficiencies or laxities, negligent acts etc., However, leaders might adopt situational leadership styles, but the dominant and default style shall be of Inclusive Love.

Since, Inclusive Love is now a business philosophy, the CEO shall be expected to ensure that the same conduct of leadership by Inclusive Love is cascaded to his next level downs with the mandate to ensure it trickles down to the bottom most team leader in the original context.

It shall be well articulated that every team leader shall be responsible for both Peak level motivation as also results from each employee.

The Team leaders shall be provided with the Performance appraisal if there is one in vogue, employee engagement scorecard, 360 degree / multi-lateral feedback report, Personality / Leadership assessment report, the individual strengths / spikes report / graph, Individual Development Plan (IDP). The HR representative shall offer consulting support to every Team Leader. However, it shall be the responsibility of the team leader that each team member improves upon his existing score.

Further, it shall be the responsibility of the Team leader to redesign the individual roles basis their Strengths / Spike graphs and redesign the Organization Charts. The HRBP shall support every team leader, manager, head of a function, the Business Heads included. This way every organization shall be developed into a strength-based organization as a business essential. Again, this is not an option or a choice but a mandate.

DEMYSTIFYING AND UNDERSTANDING LEADERSHIP

Leadership has been over the years inappropriately propagated which needs to be demystified and abundantly clarified-

I have developed a transformational framework for implementation, which encompasses all the afore-indicated Critical Success Factors, which shall deliver an assured and impacting tangible incremental business value.

June 12 2020

How Resumes Attract HR? by Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance 0

Resume writing is both a Science & much more an Art. Infact, these days, it has become a business, where professionals help you write out Resumes in different formats based on your seniority & type of role you are keen on.

Howsoever sincere you may be in preparing a CV & a comprehensive covering letter, what happens to it once you’ve applied for a job/role, is anybody’s guess.

As an Applicant, you would like to believe that when you send your Resume to an employer, someone (usually HR) at the receiving end reads the entire document, word for word.

In reality, your covering letter & resume may not be seen & most likely, will never be read in its entirety. The real thought process crossing the recipient’s mind is more of reasons for elimination from further consideration while screening.

In today’s job market, employers are overwhelmed with the number of applicants they get for each job, most of whom are not remotely qualified.

In the simple point-and-click world of online applications, many people apply to hundreds of jobs whether they are qualified or not, in the hopes that they might get lucky.

We all know that successful applications are not a random match—luck has less to do with being selected than carefully choosing job opportunities and clearly matching the job requirements.

An employer’s only hope of finding the qualified candidates in the hundreds of resumes is to reject as many as possible, as quickly as they can. If they don’t see the connection between background and experience and the job requirements immediately, they move on.

If your resume uses good grammar & has no spelling mistakes, the recruiter will park it in the “Maybe” stack. This step usually separates the “maybe” candidates into two groups — those who are rejected and those who will move forward, likely invited to interview for the job.

Here are a few tips to make your resume stand out –

Make sure your resume portrays “I’m a fit!’ in that initial scan.
Customize your resume for each opportunity.
Your relevant work history must be clearly highlighted.
Appropriate skills, experience and certifications must jump out (bold face font).
Use appropriate terminology from the employer’s job description, not your own.
Be brief. Write concise (easily digested in a quick scan) phrases, not long sentences or paragraphs.
Resume should not be very long.
Be very very careful with spelling and grammar. Typos can end opportunities very quickly! Carefully proofread your resume, and, if possible, have someone else proofread it, too.

Understanding the typical process on the employer’s end when reviewing resumes can help you be more strategic in crafting your resume so that it has the best possible chance of being selected.

The Bottom Line

Always consider the process form the employer’s point of view! What do they want?

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

After completing her post graduation in Personnel Management & Industrial Relations (PM & IR) from Tata Institute of Social Sciences (TISS), Mumbai, Aparna made her foray into the corporate world through Nocil and moved into different roles in the HR function in organisations like Monsanto, Novartis, UCB, Deutsche Bank, Lafarge & Greaves Cotton. In her diverse roles, Aparna has successfully been a learning partner, mentor and coach to leaders, leadership teams and organisations to build competencies, learning abilities and nimbleness for achieving purposeful performance.

She has recently been awarded Doctorate in Human Resources from California Public University, U.S.A. Her research is very contemporary & on an interesting topic of “Future of Work & Workplace-2025”.

An alumnus of IOD, Aparna was an Independent Director on the Board of T.S Alloys Ltd.(100% subsidiary of Tata Steel) & now on the Board of Rajratan Global Wire Limited. With 24 years of experience in HR across different verticals, she is currently contributing as a Board Mentor with various boards & as an advisor to various corporates in areas such as Strategic Leadership, Planning, Organization Behaviour & Strategy for Board Room Effectiveness, Organization Culture & Development, Leadership Relationships, Temperamental Traits & Derailment Factors within Boards etc.

She has been felicitated with the “ Best Employee Experience Personality of the Year 2020 ”, “ Indian HR Champion of the Year-2019”, “ Indian Business Woman of the Year 2019” award by MORPEHUS Enterprises, “ILDC-AMP Woman Excellence Award 2019 for Learning & Development”, “Best HR Trainer” by ICBM-AMP Academic Excellence Awards 2018, “Woman Achiever Award 2018” by Indian Women Convention (IWC),“MTC Global Outstanding Corporate Award for Excellence in Human Resources” during the 6th Annual Global Convention –SANKALP 2016, “Women Achievers Award” by World HRD Congress & Institute of Public Enterprise in 2013, “HR Super Achiever Award” by Star News at the 20th World HRD Congress 2012 amongst many others.

Winner of many accolades like ‘Women Leadership Award’ for BFSI (Banking, Financial Services & Insurance) Awards by Institute of Public Enterprise (IPE), Hyderabad, ‘Achiever of Excellence Award’ by Bombay Management Association (BMA) & Indian Society for Training & Development (ISTD, Mumbai), she is regularly featured as one of the top women HR Leaders in the country & quoted as a Thought Leader in HR. Under her leadership at Lafarge, many in-company Global Awards such as ‘Digilearn Championship Trophy’ & ‘WAVE’ (Women Adding Value & Excellence) have been received besides external recognitions like CLO (Chief Learning Officer’s) Award consecutively for 3 years.

Beyond her corporate role as an HR Leader, Aparna also dons the hat of HR contributor through her associations with Indian Society of Training & Development (ISTD), All India Management Association (AIMA), National Institute of Personnel Management (NIPM), National HRD Network, and Sumedhas, where she actively participates in disseminating her acquired knowledge and build the HR fraternity by creating future leaders. She was the Honorary Treasurer of National HRD Network, Mumbai Chapter (2012-2015) and a member of the Executive Committee. She was also elected as member of the National Executive Board of NHRDN for the period 2013-2015.

Aparna is a celebrated author of 2 best selling books – “Reality Bytes-The Role of HR in Today’s World”, (English & Hindi) Foreworded by Dr. T.V Rao & “ Between U & Me” , Foreworded by PadmaBhushan PadmaShree Dr. Devi Shetty.

To know more about Aparna, visit: – www.aparnasharma.in

June 12 2020

Employee Performance Reviews for Beginners. By Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance 0

Employee Performance Reviews for Beginners

Image result for performance reviews for beginners

This topic can be interpreted in 2 ways- One is how should one prepare & do a Performance Review as a 1^st time People Manager & the other one is if you’re a new employee, how should one prepare for a performance review to be conducted by one’s supervisor.

Here, we will be referring to the 1^st one. If you have recently stepped into the managerial position, it’s ok to feel a little pressure when assessing people based on their performance. Where your MBA degree might have taught you a little about motivating and managing people under your supervision, it doesn’t prepare you for the hardest part of your job: performance review. Here are a few tips for you to refresh & incorporate into your managerial style, which will help you get better at reviews.

Prior Homework

The first thing you need to realize that that no two employees are similar and no one is perfect. Each employee has his own strengths and weaknesses. It is the trait of a good manager to figure out the qualities of his employees. With performance reviews, you can highlight those strengths and areas of development so that a person grows professionally and is guided towards the path of success under your supervision. Make sure that you don’t do any favoritism or hold grudges against a particular employee. Always assess people on the basis of their performance. Seek inputs from peers or other stakeholders. Prepare for the discussion with facts & examples, rather than only subjective opinions.

Use an Appropriate Tone

When writing a performance review or during a performance discussion, the tone of the content matters a lot. The tone you use shapes an employee for a better future. The goal of a performance review should not be to belittle an employee or to congratulate them on their good performance overly. The goal should always be to help them improve. You should keep certain aspects like his/her achievements, punctuality, communication skills, and cooperation etc. in mind.

Listen to Your Employees

You must always give your employee a chance to talk so that they can tell you about their problems. Remember that a performance review is not only a nerve-wrecking experience for you but also for your employees. When you tell your employees that they lack in a certain part of their job, you must always hear their side of the story. Even if you don’t agree with them, it is always better to make them feel that their problems are being heard of. Two way open communication is the master key.

Don’t Go Overboard With Praises or Criticism

As discussed before, the goal of a performance review is not only to let your employees know how they are doing but to help them improve at what they are doing. You don’t want to shower your high-performing employees with praises as they often get cocky and burn out. Likewise, you should not belittle someone who has had a poor year with a lot of criticism. You should make them understand that if they take the criticism made against them positively, it will help them get better and their job and their next job performance review will be a lot better. Use reviews as a way to help your employees set goals and achieve them.

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

To know more about Aparna, visit: – www.aparnasharma.in

June 2020

June 12 2020

Drop The Labels, Please! by Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance 0

Our society lives by Stereotypes! Now, that we acknowledge that the world & society is constantly evolving, I had thought that by now in the professional world the story would be different.

As I was growing up, have heard of various stereotypes even in the professional world like for the role of a secretary , a woman would be best; teaching profession is good for women since they can take care of families well due to better work life balance; a guy is the primary bread earner in a family – a woman’s income is only supplementary ; its okay for a man to be aggressive, if a woman asserts herself, she is aggressive which is not acceptable etc….

While some of these still remain or their degrees vary….there are many more stereotypes that keep coming in ,to add to the professional potpourri!

Very recently, a close friend shared some new ones… I had not heard of them before nor did such thoughts ever cross my mind.

In the Indian context, one strong one was that you must write a book or turn an author only once you have decided to hang your boots in the corporate world either thru superannuation or even before; Another one, if you wrote a book during your corporate career, it was an indication that you wanted to hang your boots & become an academician!!!! I found these really funny. My friend too, that’s why she discussed these with me ☺☺☺.

In my view, any practising manager may want to share his/her experiences for the benefit of others ( students, practitioners, academicians etc) by writing a book. Infact, they are trying to create a body of knowledge which will be a ready reckoner & help everyone immensely. They straddle between their highly demanding jobs & yet have the zeal to contribute.I can’t understand the connection between authoring a book & retirement or the label of turning an academician!!! Can you?

The society or the world at large has strong perceptions which have become stereotypes & we try to label people & fix them into frames.What I told my friend, is that I find such practising managers as versatile & multi talented who rise above their so called professional defined roles to make an impact. They are rare & need to be cherished & encouraged!Point to ponder & act- Can we drop the labels, please? & let people be!

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

To know more about Aparna, visit: – www.aparnasharma.in

June 2020

June 12 2020

Do Happy Employees Equal Happy Customers? by Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance, Marketing 0

Happy Employees = Happy Customers

It’s become a business bumper sticker! It’s a fantastic sentiment! It’s the right strategy!

“If you treat your staff well, they will be happy,” says the Virgin Airlines website (CEO, Sir Richard Branson’s mantra). “Happy staff are proud staff, and proud staff deliver excellent customer service, which drives business success.”Zappos once ran an advertising campaign with the theme “Happy People Making People Happy.”

“We built the Starbucks brand first with our people, not with the consumers,” said CEO Howard Schultz. “Because we believed that the best way to meet and exceed the expectations of our customers was to hire and train great people, we invested in employees.”

“The formula is simple: Happy employees equal happy customers,” asserted an article in CEO Magazine. “Similarly, an unhappy employee can ruin the brand experience for not just one, but numerous customers.

All the above examples & conventional wisdom which we rarely question suggest that there is bound to be direct co-relation between “Happy Employees” & “Happy Customers”. However, I thought it only fair to dig a little deeper.

Do happier employees really mean happier customers? Without giving too much away, the results of my exploration will almost certainly surprise you. Not because happy employees don’t mean happier customers (in general they do). But, because of the potentially worrisome connections between employee performance and happiness, and customer engagement.

Gallup which we are familiar with, for example, has been promoting the 12 Elements of Great Managing – which are all about inspiring top performance in employees – since the 1990s. Remember the famous question from Q12- Do you have a friend at work? Their latest Q12™ research quantifies the (significant) gap between companies at the top and bottom quartiles of employee engagement. In it, they found that organizations in the top quartile had:

22% higher profitability, 21% higher productivity,
10% higher customer metrics, 37% less absenteeism, and
Up to 65% less turnover

No brainer, right? Faced with numbers like these, what company wouldn’t think that employee engagement should be a top priority? What we want to know, though, is if happier employees mean happier customers.Since the top employee-engagement groups beat the bottom by only 10% in customer metrics, it seems the answer is a resounding “maybe.”

Recent research from Leadership IQ states that in 42% of the companies studied, low-engagement employees outperform high-engagement employees. After reading the research, a crystal-clear picture of these high-engagement, low-performance employees emerges. They are happy and engaged, in part because they actually aren’t held that accountable and/or don’t have to work as hard as high performers. Expectations are lower, and their jobs are easier. As a result, they’re even more motivated to “deliver 100 percent at work” than high- and middle-performers.

These higher-performance, lower-engagement employees care a great deal about their work, have loads of intrinsic motivation, and lots of talent – but often don’t feel empowered, encouraged, or recognized.

While higher-engagement/lower-performance employee want nothing more than to please your customers, they may not be as willing (or as able) to make the difficult choices sometimes required to satisfy customers and meet business objectives.Which brings us back to the question at hand, and the “dangers” of conventional wisdom. Because, while happy employees do help deliver happier customers, high-performing employees can help to deliver happier customers and business results.

The trifecta is this: happy, high-performing employees, happy customers and stunning business results. If you’re like the most successful firms I’ve worked with, getting there means aligning your reward systems with your customers wants and needs – and ensuring that your desired outcomes are clearly defined, and that everyone is held accountable for their results.Get that in place, and it gets easier to imagine all your employees contributing to customer happiness – boosting customer metrics, while driving profitability and productivity along the way.

The strongest links between employee happiness and business outcomes occur over the long term and behind the scenes. Innovation, for example, is a fragile thing; it flourishes in supportive, transparent & high-recognition environments. The correlation between employee happiness and innovation is nearly twice as strong as the correlation with customer focus. Businesses are bound to crash once their customers are repeatedly turned off by their experiences with the employees to the point they seek alternatives. In order for your company to grow, you have to ensure positive customer experiences are the norm with your staff – not the exception. Investing in the happiness of your staff translates into happy customers more willing to shop with you more.

Now, let’s also see why happy employees create happy customers?

Happy Employees build better relationships with customers –

When an employee has a positive attitude towards their work and is fully engaged, that positive attitude naturally spills over into their customer relationships. Happy employees easily strive to deliver high quality service with a lot of consistency, resulting in increased customer happiness and loyalty.

It takes presence, attentiveness, and attitude to create and build the strong customer relationships that separate successful companies from mediocre ones. When an employee is happy in their workplace, they are not only far less likely to miss work (presence), they are also more likely to handle customer needs faster (attentiveness) and with much more positivity at that (attitude).

Happy Employees are more creative with their customer service –

Employee-customer interaction is not a scripted role play. In a world of rapidly changing customer preferences and increasing corporate competition, the creativity with which your employees approach their jobs can become the deciding factor between your company’s growth and stagnation.

Innovative thinking is an important skill for your employees because your customer service staff is the first representative of your business that customers interact with. Happiness contributes to the creative ability of your staff because a happy employee has more mental room to come up with fresh ideas and their mind is more likely to take on new challenges with gusto and enthusiasm and such happy employees make happy customers.

Happy Employees provide more knowledgeable service –

Happy employees tend to stay with a company much longer. Not only is employee retention good for the business (think about the additional costs you will have to face when hiring a new worker such as the cost of advertising or interviewing, the cost of onboarding and training, the cost of errors as well as time for adjusting and etc.) but it’s good for the customer as well.

Employees who have spent longer working at your company have more experience and knowledge to use in providing better customer service. And when customers receive more knowledgeable service, they have a better experience and are more likely to do business with you again.

Happy Employees put the company’s best face forward –

Similar to having a positive attitude that promotes a positive customer experience , employees that are happy and committed to their workplace genuinely want to see the company do well.

They are more motivated and innovative, and will often go the extra mile to give customers an exceptional experience. They are a vital asset to maintaining a strong reputation, brand image, and competitive advantage.

In Summary

Even though prioritising your customers’ needs will most certainly increase customer satisfaction and loyalty, under no circumstances should managers forget about equally important assets of their company – happy employees ☺!

Happy employees make happy customers and are the strong foundation on which a successful company can build lasting customer relationships.

Image result for happy employees happy customers

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

To know more about Aparna, visit: – www.aparnasharma.in

June 11 2020

HR Trends to watch in 2020 by Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance HR, leadership, productivity 0

Once again, it’s time to watch out for emerging HR trends in 2020. Based on a recent study, more than 47% of interviewed executives believe that by 2020, technology will have an impact on more than half of their sales as well as future workplace trends.

Organizations will focus on embracing HR technology to their advantage, strengthening workforce capabilities, ensuring data security, improving candidate and employee experiences, and more.

Keep an eye out for –

Holistic HR

HR will be moving to a more holistic approach wherein –

Using advanced technologies and being human-centric
Adding value to all stakeholders, not only management
Combining intuition and thorough analytics
Internal and external focus
Strategic and operational
Short-term and long-term
Action-oriented and reflective (fast and slow)

Less focus on Process Improvement

In different HR conferences, I have listened to many presentations by various HR leaders. Generally, the focus is very much on process improvement. Old processes are redesigned, and new tools are introduced. On the surface, it looks modern and state-of-the-art, but if you look under the hood, the real changes are minor. The solutions and programs are still very much organisational focused (we want something, how do we get our employees to get along). Real employee-centric solutions are scarce.

In the meantime, candidates, employees and managers do not see the clear benefits of the HR-initiatives. The processes are too complex and too standardised. Although we have been talking about the consumerisation of HR for years, the user experience at home is often better than at work.

The expectations were high, but the results are below expectations. Time for us in HR to go back to the drawing board, and to get a lot closer to the various client groups. What are the burning needs and concerns, and how can we contribute today?

Be Kind!

A couple of weeks ago I talked to the Head of HR of an FMCG major in India. “Let’s be kind to each other” is a very explicit philosophy in that company, and HR is an important guardian and driver of the kindness value. Some simple measures were implemented, that reflect kindness, like a day off for employees on their birthday, a nice welcome package including Company T-shirts for your family and high-quality headshots you can use on LinkedIn and elsewhere. If you are ill, you get a “Get Well Soon” basket.

My knowledge of the “kindness” movement is limited, but if you Google kindness a whole new world opens (for example the concept RAK, Random Acts of Kindness).

Kindness is in the air, and it is certainly a promising HR trend for 2020.

Warning: people can doubt your sincerity when you are kind. I had put an old (but good) television on an online marketplace, for INR 5000. It had been there two weeks without any reaction. I wanted to get rid of it, as it was blocking our hallway. Finally, a potential buyer reacted, and he asked: what is your minimum prize? I answered: you can collect it for free. His answer: Why for free? Is something wrong with it? I want to give it to my mother. My answer: it is a good set, and of course you are happy to give me some money. His reaction: ok, thanks. Would you accept INR 3000? Kindness pays….

More Appreciation of Complexity

In one of the management magazines, I read an interview with the new CEO of one of the companies I worked for. Of course, he had to make many changes as his predecessors could have done better. HR was not very good, as only 70% of the successors for key positions came from inside. He mentioned two important people KPI’s: the percentage of internal successors (target 90%) and voluntary turnover (target 10%). I could imagine him giving instructions to the CHRO, who immediately started to revamp the talent identification- and development process.

Although it sometimes helps to simplify, it can also help to appreciate the complexity of organisations and of human behaviour. Why are internal successors better than external? Is there evidence to prove this? It might be better for some disciplines (technical areas, complex markers), but not so good for other areas (HR, IT, digital business, top leadership). The same for voluntary turnover. Why the urge to keep people as long as possible? If you work based on evidence, you get a better feel for the complexity of the organisational systems. HR interventions can be very focused and tailored. High level crude KPI’s do not make sense, you need more granular measurement.

Adaptive Systems

When I book my flight with Singapore Airlines, I am asked through which channel I want to receive messages from Singapore Airlines- e-mail, Twitter or WhatsApp. When I made my choice once, they remember my choice for the next time. Super simple and not very advanced. In many organisations even these kinds of choices cannot be made, let alone that a clever system tries to get to know the user, and adapt its behaviour to the user.

Last week, I was discussing pulse surveys in an organisation. They considered the non-response rate still high (around 30%). Their survey process was not very adaptive. All employees with an e-mail address received the link to the survey every month.

You could make some adaptations, for example, stop sending the invite to people who did not react two or three times or decrease the frequency. The content of the survey can also be easily adapted depending on the response (Are you happy? Yes! Thx. Are you happy: No! Ok, what are the specific issues you are not happy about? Thx, you mention your boss. What could he/she do better?). Technology is not the issue, and there are solutions on the market that apply adaptive survey technologies.

There are many opportunities to make your systems more adaptive in 2020. You do not have to start very sophisticatedly.

Here are some ideas:

Ask (or infer) if applicants want a fast or a slower recruitment process. Not everybody wants to go full speed. If you do this well, you will need less capacity in your recruitment team.

– Measure how happy the participants (both managers and employees) are with the different aspects of the performance review process. The feedback will allow you to offer different variants, that can be matched with the users (for example on the dimension support, offering support from low to high). If your organisation is not so rigid, you could also improve the matches between employees and managers/ coaches (managers/coaches with low ratings get fewer people, very directive managers/coaches get employees who benefit from a directive approach).

From People Analytics to Analytics for the People

A lack of trust can influence many workforce analytics efforts. If the focus is primarily on efficiency and control, employees will doubt if there are any benefits for them.

Overall there is a shift to more employee-centric organizations, although sometimes you can doubt how genuine the efforts are to improve the employee experience.

Asking the question: “How will the employees benefit from this effort?” is a good starting point for most people analytics projects. It also helps to create buy-in.

Just measuring the “mood” of employees, and other key people indicators (productivity, tenure) does not necessarily bring benefits to employees. It might actually backfire: employees feel that they are controlled, and their voice is not heard.

Learning in the Flow of Work

It makes a difference if an employee must search actively for a learning module that he or she needs, or if that the micro-learning module is offered at an appropriate moment in the workflow, based on real-time observations of the behaviour of the employee. If there is a meeting with company X in your diary, your personal learning aid might ask: “Do you want to learn more about company X?”. If you are stuck in designing a difficult Excel macro, the Excel chatbot asks you: “Can I help you to design the macro?”.

If you have a meeting scheduled with an employee with a low-performance rating (the computer gets this information in the HRIS), you are offered a short module “how to deal with underperforming employees”. During you online sales call, you receive suggestions in your screen on how to improve the conversation (“Ask some questions”, “Try to close”), and afterwards, your conversation is compared with best-in-class examples, resulting in some learning points.

The solutions become even better if your individual learning style and the level of your capabilities are considered.

A tougher approach to Diversity and Equal Opportunities

In many countries, the differences between men and women in the workplace are still big. Same for the differences between white people and people of colour. The differences are getting smaller, but very slow.

2020 will be a good year for more aggressive and impactful actions. A soft approach does not seem to work. Some organisations have taken brave measures, and more will follow.
Establishing quota for women in senior positions always causes heated discussions, but the “pro quota” group seems to grow.

Hope for a real breakthrough in 2020 with respect to this.

Inclusive leadership

The expectations employees and other stakeholders have of leadership, are often too high. Often you hear: “Change has to start at the top”, and “Leaders have to lead by example”. These types of statements can be paralyzing. If employees are waiting for instructions from the top and get demoralised if their leaders are not perfect human beings, organisations will be in a bad shape. Transforming leadership into more inclusive leadership can be beneficial to organisations.

Inclusive leadership has been focused on the traits of the inclusive leader. It is also about the traits of the organisation and the approach to leadership development. I still see many leadership development curricula that are built up very traditionally: an exclusive program for the top, a program for middle managers and the flagship program for high potentials. Set-ups like this do not reinforce inclusive leadership. Time for HR to initiate new approaches.

Productivity

In the last years, there has not been a lot of focus on productivity. We see a slow change at the horizon.

Traditionally, capacity problems have been solved by recruiting new people. This has led to several problems. I have seen this several times in fast growing scale-ups.

As growth is limited by the ability the find new people, the selection criteria are (often unconsciously) lowered, as many people are needed fast. These new people are not as productive as the existing crew. Because you have more people, you need more managers. Lower quality people and more managers lowers productivity.

Another approach is, to focus more on increasing the productivity of the existing employees, instead of hiring additional staff, and on improving the selection criteria.

Using people analytics, you can try to find the characteristics of top performing people and teams, and the conditions that facilitate top performance.

These findings can be used to increase productivity and to select candidates that have the characteristics of top performers. When productivity increases, you need less people to deliver the same results.

Of course, the long-term mega trends do not change every year. Top trend areas are:

From a collective to a personalised approach
From technology as ‘nice to have’ to technology as major transformational driver
From slow to fast to faster
From prejudice and biases to evidence-based working, based on solid analytics
From rigid hierarchical organisations to open, transparent network type organisations
From big long-term plans to experimenting using agile methodologies
From pleasing the boss to creating a meaningful employee experience
The increasing importance of efficiency in HR operations

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

To know more about Aparna, visit: – www.aparnasharma.in

June 2020

June 11 2020

Games People Play by Aparna Sharma

Tackyon Editorial Team Article, Banking & Finance 0

I was recently invited to an old friend’s 40^th birthday celebrations. Was hoping to party, instead had a stimulating discussion with Maya, a 40 plus Alpha woman (competent, confident & ambitious who always spoke her mind) on being politically savvy in the corporate world.

Maya sounded like she was a victim of organizational politics. Since, only the week before, I had attended a half day session by Elizabeth Coffey on the topic “Political Savvy: Strategic Influencing in an Ethical Way”, I too was raring to share what I had learnt.

“What words or phrases come to mind when one thinks of organizational politics?

Backstabbing
Brown nosing
Bootlicking
Style over substance
Manipulative
Hidden agendas
Old boy networks
Turf struggles
Deals under the table
Power Hungry “

Maya had excelled during the last 3 years and was the main contributor to the business unit profits. Yet, a large chunk of the year-end bonus went to those who had worked for over ten years and constituted what is called the old boy’s network, notwithstanding the CEO’s public commitment to gender diversity. She was disillusioned, hurt and quit because she refused to be treated like this, firm in the belief that contribution, demonstrated leadership and integrity should be the only parameters to measure performance.

The reality is that every organization has its share of organizational politics. Just like it takes all kinds of people to make this world, so also an organisation. Since all are not alike, one must learn to understand and deal with the “Foxes” in the Corporate Jungle. Actually, such insights could become a source of competitive advantage vis-a- vis others.

As one climbs the corporate ladder, the ability to successfully navigate the complexities of organizational politics and influence all stakeholders including peers becomes as critical as professional competence.

What are the roadblocks to being “Politically Savvy”?

As I heard Maya’s story here are my impressions. By nature, Maya was an idealist, a perfectionist, hard-working, with high moral values. She was committed to the organization’s well-being but invariably ignored the importance of interpersonal dynamics in decision-making. When I witnessed similar behaviour in one of our Board Meetings, was impressed but it appeared as if the speaker was the sole custodian of organization’s interests. In short ‘you were with or against me’, thus discussion gets driven by the virtue of righteousness and emotion.

Maya was always so pre-occupied with work that she rarely sat back to reflect on the under-currents and glances exchanged during meetings. In a sense, she was oblivious to the organizational dynamics. So what distinguishes “Savvy players”?

According to Joel De Luca (Author of the book “Political Savvy”), Savvy players have 5 traits namely-

Puts the organisation first,
Keeps career as an outcome versus goal,
Plays above board,
Legitimizes the task &
Practices ethical influence

They constantly take small risks. Thus, Savvy players are able to make an impact continuously, have higher chances of a successful innovation attempt with significantly higher performance ratings and are more likely to be viewed as leaders.

What strategies are adopted by “Savvy managers”?

Here is what Joel De Luca says. One, when building support for a new idea, set up formal and informal meetings with key decision-makers and those who will influence the decision to build widespread support. Two, when you have proposed a radical new idea for the business and your boss says he is going to set up a meeting in a few days with his superiors to discuss it, you can seize the opportunity to prepare a super presentation( be fully prepared) or get the meeting postponed if you are not fully ready. Three, in a meeting, to discuss radical or controversial ideas, ensure that at least 51% of the influence in the room( could be the boss alone) already understand the idea and are willing to explore it further. Four, whilst presenting your idea, always look at the matter comprehensively ie beyond technical merits and emphasise on financial & other benefits to the business. Five, when implementing a strategy to influence others, start with someone you trust, who has the most influence, is a good listener or any person who is a major obstacle.

The starting point to the above strategies is having a good working relationship with those who matter and peers, the ability to see things from other’s perspective and think through your moves carefully.

Before starting meetings, one needs to ‘Map the Territory’. According to Joel De Luca-5 key questions need to be addressed. ‘Who are the key players? What is their power/influence in the organization? How much are they currently for or against the issue? Is that likely to change? Does the individual have strong positive or negative relationships with other key players?

It is very important that the answers to the above questions are mapped before a meeting. Also, try to visualize why is a person for or against the idea and list down possible his/her concerns. Next prepare an FAQ( or maybe clear mental notes) before the meeting that has answers to every concern. This is very helpful since it also helps in clarifying your own thoughts.

If your research tells you that two people are averse to your idea, it might be useful to seek a personal meeting with one of them with an intent to influence and break the Jodi. If your colleague has a personal equation with an opinion maker, request him/her to meet instead. A savvy person would see this as being practical, an idealist might see it going against his/her values.

A peep into the functional responsibility and background of each influencer would help you to identify why a person thinks in a certain way. for eg. if the Finance Director is likely to retire in two years, he/she might be averse to a project that puts pressure on the company’s cash flows in year two. I have particularly benefitted by following this approach, though it requires a lot of groundwork & thorough preparation prior to the actual meeting. But believe me, it is well worth the effort!

Your presentation should incorporate well thought through ( with prior buy-in from most key players) solutions to possible objections from opinion-makers. The best thing would be how to create a win-win situation.

Based on the above analysis, you have to plan your presentation and moves at the meeting.

What are the traits of a “Political Savvy” person vs a “Machiavellian”( Mach)?

According to Joel De Luca, some of the traits are –

Political Savvy Machiavellian

Influences Manipulates
Creates winners Creates losers
Team player Lone wolf
Respect, value Bootlicking, brownnosing
Open agendas Hidden agendas
Choosing shots Calculating
Direct communication Gossip, Backstabbing
Shares credit Takes credit
Statesman Politician

Importantly, my advice to Maya was ‘at every meeting look at yourself as a professional first and then a woman. Identify and play to your strengths. Be your natural self; do not try to be what you are intrinsically not’.

According to Peter Drucker, no leadership education is complete until it is grounded in the political realities of organizational life. However, this is not something that can be taught as a course in a business school. While the theory can be, it is only when people encounter real situations in a “Live” organizational setup, do they understand & over years get a hang of dealing with it by developing political acumen.

About the Author: Aparna Sharma

“HR Practitioner, Board Member, Academician, Best Selling Author & Motivational Speaker “

To know more about Aparna, visit: – www.aparnasharma.in

June 2020

Article

The Reader

“I wish to discuss the reaction post his demise

Sushant’s death and Digital Earnings

Unfortunate incidents are trigger points for Digital Earnings

In this case, How Perception is built

So how one raises voice

What is the Result of the activity

The Question That Need to Be Answered

Are we going promote the struggling Actors, who are #ALIVE ? They need visibility & exposure more than

SUSHANTMay his Soul Rest In Peace

Education

Media

Healthcare

Cinema

Banking

Corporate Offices

Branding

In Summary

Are we going promote the struggling
Actors, who are #ALIVE ?
They need visibility & exposure more than

SUSHANT
May his Soul Rest In Peace