newsletter May.docx

8/10/2019 newsletter May.docx

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EDITORS DESK

Corporate Speak

Name: Mr. Vishwas Shah

Designation: Vice President - Synthesis Business and Materials

Organisation: Indofil Industries Ltd.

1.

What is Vision & Mission of your Organisation?

Vision : To become a Global leader in growth with customer success

2. What Products/Services are offered by your company?

Agro Chemicals and Farm inputs

3. Where do you see your organisation from ten years from now?

To become a $1Billion company

4.

What is the impact of current economic trends on your industry?

We see a very positive impact. Under the leadership of our PM we are

geared up for Make in India as we are into the manufacturing and

exporting of Agro Chemicals all across the world.

Also there is increasing need to improve the productivity of Agricultural

output, as there are more and more people to be feed with less and less of

land.

5.

Is there major attrition problem in your organisation? If so, how do you

tackle it?

No we have people staying within the organisation for over 10/15/25

yrs....Our CEO is with the company for over 40yrs and have grown from a

sales executive to CEO....This shows we have a very strong People Strategy

and our Organisation give great opportunity to grow.


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6.

What is your opinion about present Management Education in India?

While the Management Education is our country is improving, however we

have still to learn a lot. I feel the institutions should be more autonomous

for them to adapt quickly to every changing needs of the corporate world.Surely more interaction required between the institute and corporate for

betterment of both.

7. What specific traits are you looking from MBA Candidate during Job

Interview?

How well is he/she able to learn and adapt to the changing needs of the

business. How well can he/she take initiatives on his own.

How well can he/she works as the team member and wether he/she can be

seen in the leadership position

How trustworthy is he/she

8. When it comes down to two similar candidates, what pushes one over the

other?

Team work.

Trustworthy.

9. What is career progression of MBA Candidates in your organisation?

Excellent, provided of-course if he/she has been performing well

10.

What is your advice for improvements in current Management Education?

Adapt to changes fast

Increase interaction with the Industry


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Alumni Speak

Photo

Name: MANISH KUMAR

Company: INDUSIND BANK LTDDesignation: Executive Officer

Expertise: Banking & Finance

Alumni Batch: 2012-2014

I am currently associated with INDUSIND BANK LTD., as Executive Officer

INDUSIND BANK.

IndusInd Bank derives its name and inspiration from the Indus Valley civilisation -

a culture described by National Geographic as 'one of the greatest of the ancient

world's combining a spirit of innovation with sound business and fair trade

practices.

Swayam Siddhi College of Management and Research is an institute that imparts

quality education to its students. SSCMR as we fondly call it, provides quality

teaching for its students who aspire for a management degree which today is

considered as a Pass port for better employment opportunities.

The two years that I spent at SSCMR were the most memorable ones end will

always be highly cherished by me.

ARTICLE

SOCIAL MEDIA IN TODAY CORPORATE WORLD

In today what is social media and how it is related to the corporate world or any

business is really important to known.

First it is necessary to known that what social media means is

As according to the MICHAEL HAENLEIN as define the social media like a group

of internet-based application that build on the ideological and technology

foundation of web and that allow the creation and exchange of user-generated

content as it was define on the basis of information technology.

As today social media in simple way define as exchange of information and

content through the web


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The evolution of social media as by the late 1990 no one was known about it .

From 2002 onward the large number of social media sites were launched and by

2007 social media gained widespread acceptance when facebook hits 1 billion

user worldwide. And from that year is was start treading of social media

As social media also contain types of it or categories like Social networks: Social

networking websites allow users to build web pages featuring personal portfolios

and interests Examples of social networks include Facebook, LinkedIn, MySpace

and Bebo.

Web blogs: Some of the oldest and most popular forms of social media are blogs. .

Blogging websites include WordPress, Blogger and Tumblr.

Microblogs: Microblogs are blogging tools that feature short posts, as opposed to

journal-style posts. Microblogging is particularly common for posting quick

updates and distributing content via mobile devices. Notable microblogging sites

include Twitter and Tumblr. However, social networks such as Facebook, Google+,

LinkedIn and MySpace also have their own microblogging features.

Content Communities: Users on content communities organize, share and

comment on different types of content, including images and videos. YouTube,

Flickr and scribe are examples of content communities.

Wikis: Wiki websites allow a community of people to add and edit content in a

community-based database

Apart from this other type of media also include in social media like

Rating and review sites

Social bookmarking or social tagging features

Forums and discussion boards

Virtual social worlds

Music and audio sharing

Advantage of social media in corporate world

Marketing of the product: As big company or business person set their product

web page on the social sites like on facebook, yahoo.com or they set their own

account of product on this site and use this site for promoting their product. In

that a person like or tweet on their product the automatic the marketing of

product is done by person and it send to other person by him in this case

marketing of product is done.


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Branding the image: In this social media plays a important role on this because

today every image of business or product is created with the help of the social

media like on facebook if a person like or comments on product the brand of

product is increase and on twitter it depends upon the tweets that how many

tweet had done on the product and the business and on the other websites is

depend upon the no of like has done in day or year etc had make the brand name

Reached to customer:social media play important role to reach the out customer

through all over the world in with the help of the social media site the product

knowledge and the information is reach to the customer and company also

provide the knowledge of new scheme or new product through this site and also

updated the company profile so customer doesnt call to customer service or go

to other place.

It also provides the customer opinion about the product directly to the company.

Customer handling: as social media has help in maintain the customer relation in

good way like On Twitter Company shared information regarding the customer

queries and problem asked about the product. On facebook the company

developed their own website which solved issue and clearing the myths about the

false thing related to the product.

It not only connects the company directly to the customer but also helps the

business person and company to known the suggestion and thoughts provide by

customer about the product.

Minimum costs:as compare to the advertise on TV or on radio, or through the

paper it is cheaper and also every effective and fast responding that the TV add

And advertise done on TV have 30-40% chance than that from100% and on web it

show about the 80-70%.

Investment:Has in today many company invested a lot of money in social media

and also state as different department in the company and it become important

part of the business.

Examples of company or business which has gone rapidly through the social

media like HDFC bank which recently had come on top in India in bank sector not

in terms of promotion but also in providing the better services to the customer as

compare to the other competitor .


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Other company like coco-la is lack behind but is getting into market by help of this

media and many have started their promotion of the product on these sites like

woodland, mc Donalds, and many more.

Drawback:

Social media also contain some drawback also like fear of getting bad image into

market. False information or knowledge is provided to the customer through the

faked accounts or the competitor. Or some time the advertises is cost more than

expected and profit is not gain or promotion is done in good way or expected

way.

Future concepts about the social media: As today a company which working

without the social media or not using the social media will not gone survive in the

market or in the field very long. As in future it will become necessary for company

to maintain the their link with the social media or to invested or must be part of it

It will become important for the company to reach out the customer directly

through it and make the promotion and developed their brand name through it.

And in future it will become a different part or another important department in

the marketing department

Other concept of the social media

As it not only help the corporate world but is very useful to the student or person

also In studies a student is connect in social media it will interact with corporate

person in LinkedIn and facebook for their quires and problem related to the

subject and it also help to student or fresher to find the jobs or be in touch with

famous person or become their followers so they will experience the knowledge

about the market which will be the beyond the book so it will also help the

students

Article by: BARAI ABHISHEK SURESH PRASAD

First Year MBA Student


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FINANCE NEWS

Stress tests and TLAC will transform bank funding markets

Bankers are looking past Sunday's publication of the stress-test results and theTLAC requirements that will follow to a substantial change in how banks fund in

the capital markets and maybe even new forms of senior debt. Investors, bankers

and analysts are braced for a busy Sunday afternoon examining results of the

European Central Bank's (ECB) asset quality review of the euro-areas biggest

banks and any capital shortfalls after attendant stress tests. Full results will be

posted on the ECBs website at noon on Sunday. Leaks, rumours of leaks and pure

speculation abounded, as banks were each informed of their own results on

Friday.

Full results will be posted on the ECBs website at noon on Sunday. Leaks,

rumours of leaks and pure speculation abounded, as banks were each informed of

their own results on Friday.

RBS Credit strategists ran a simplified stress test on European banks after the EBA

methodology and its projections in the adverse scenario. Alberto Gallo, credit

strategist at RBS, says: "Based on our results, we think a majority (70%) of banks

are likely to pass the ECB test comfortably, with 18% on the border and 11% at

high risk of failing. "The weakest are generally mid-tier banks in Italy, Cyprus,

Portugal and Germany with relatively small balance sheetsone exception is

Monte Paschi in Italy. Total assets of banks that are most likely to fail account for

only 2.9% of total bank assets in the test." RBS expects the total remaining capital

shortfall to be just 10.2 billion under the adverse scenario, which appears quite

manageable, given that European banks have already raised 40 billion of equity

and 31.2 billion of AT1 CoCos in 2014.

So while there is always the risk of short-term market surprises if the ECB

stretches to appear tough, bankers are already looking past the stress test and

wondering how bank funding markets will change in the weeks ahead. A big

source of remaining uncertainty is the proposals on total loss-absorbing capacity

(TLAC) for the 29 global systemically important banks, of which 16 are based in

Europe. The delta for expectations of what will be unveiled at the G20 Brisbane

summit in November is extraordinarily wide, ranging from 16% to 25%. Sam


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Theodore and Thue Sondergaard at Scope Ratings suggest: "Once the new TLAC

norms are firmed out, the marketinvestors, analysts, rating agencieswill

increasingly consider TLAC coverage as a key risk-protection metric for banks,

alongside CET1 or leverage ratios."

Scope Ratings suggests there could be some big shortfalls to a 25% ratio of TLAC

to risk-weighted assets, which might leave BNP Paribas, for example, needing to

issue 56 billion more of capital instruments and subordinated debt, HSBC 51

billion and Santander 45 billion. Greater risk And while banks hope to build their

TLAC reserves overwhelmingly out of equity, new capital instruments and

subordinated debt, there is the obvious chance that the higher the standard set

for TLAC, the more likely that senior unsecured debtand even depositswill be

seen to be at greater risk of bail-in and so will re-price to banks substantialdisadvantage. Coupons on AT1 deals that had been coming at 5.625% earlier in

the year now require 7.5% to 8% to win investors, and the market is not working

well. "This could trigger a sea-change in the way banks fund themselves," one

head of DCM at a large bank tells Euromoney. "Were seeing discussion of many

banks each needing to raise 30 billion or more of CoCos and tier 2, but I dont

understand this obsession only with subordinated debt. "A portion of TLAC has to

comprise senior unsecured and the market has to find a price for that." Behind

the scenes, there has been discussion of whether losses to restore a bank to

viability might be applied to just a specified portion of their senior unsecured

debt, say 2.5%% to 3%. "And we have been talking about a new special category

of senior unsecured debt that is bail-inable, possibly with shorter maturities and

regularly rolled over," says the DCM head.

How might markets price this? Another banker says: "You have to see the asset

quality review, the stress test and the single supervisory mechanism in Europe all

as part of a process that also includes resolution regimes. "OK, it has taken six

years in Europe to achieve what the Americans seemed to do in six months in

2008 and 2009, but this process has vastly improved the stability of European

banks. In 2007, the banks funded for five years through senior unsecured at

spreads around 15 basis points while operating with just 2% of equity. Today,

senior trades at 45bp, but banks have 10% equity." He adds: "And more than

that, the single supervisory mechanism should do away with regulation by nods

and winks between national banks and local regulators. I work for a French bank,

whose primary contact at the new supervisor is a Spaniard who in turn reports to

an Italian."


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The banker tries to end the argument on a hopeful note: "Maybe after the

markets absorb the stress tests, improved supervision, comparable regulatory

standards and the TLAC requirements, then even if that includes 3% of senior

unsecured, maybe senior spreads sink to 35bp." Maybe. However, there isanother worry: if the outcome of all this is that analysts and investors downgrade

actual and implied ratings of senior debt funding and more banks become

dependent on high-yield investors. That is a smaller pool of money and one

overseen by specialists that are not experts in analyzing banks. And policymakers

have another concern: slowflation, the combination of slowing growth and

increasing fears of deflation in Europe. Anshu Jain, co-chief executive of Deutsche

Bank, on an Institute of International Finance panel on the future of banking at

the Washington IMF meetings, declared: "We have had five or six years of rules

and regulations, but at some point we must focus on making the world grow. "In

Europe, 80% of credit creation is via bank lending. Of the multiple factors

impacting European growth, contraction of bank balance sheets is definitely one."

Source: Euro money

ECB-Fed divergence triggers corporate hedging

The US has reached a milestone by announcing the end of its eight-yearquantitative easing stimulus programme as its economy recovers, but the news

highlights the increasing policy divergence between the US and Europe.

Corporates have as a result started factoring in increasing euro weakness ahead

of 2015.

The US Federal Reserve has pumped trillion of dollars into the US economy since

the global financial crisis by buying securities such as government bonds, but will

wind up its asset purchase programme this month.

The central bank released a statement yesterday that it was ending the

programme because it was confident of a continuing US economic recovery,

despite a global slowdown, citing "solid job gains and a lower unemployment

rate".

The decision was widely anticipated but the relative hawkishness of the

statement has led many to believe that the Fed will increase interest rates earlier

than expected, triggering a surge in the dollar against the euro.


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"[There is a] clear shift towards more hawkishness [this]provides the catalyst

for dollar momentum," says Vasileios Gkionakis, head of global FX strategy at

UniCredit.

Euro weakness

The euro/US dollar currency pair fell from a high yesterday of 1.27 to as low as

1.25 after the announcement, and analysts predict furthereuro weakness.

The euro might even hit parity with the dollar, according to analysts at leading

banks including Goldman Sachs, Morgan Stanley and Barclays. This would suggest

the euro could become a leading funding currency for carry trades, enabling

investors to borrow cheaply in euros and invest in higher-yielding currencies,

typically emerging market currencies. "The euro been used as a funding currency

for quite some time now; I think people will keep using euro as the currency[goes] lower," says Gkionakis, UniCredit predicts further weakness in the euro,

with a year-end euro/dollar forecast of 1.22. But despite the euros decline and

apparent attractiveness as a funding currency, it pales in comparison to the yen.

The yen has substantially weakened against the dollar this yeardollar/yen

traded as high as 109 today, compared with 98 a year ago. "If looking for a true

funding currency, we prefer the yen to the euro." says Adam Myers, head of FX

strategy at Crdit Agricole. "The Bank of Japan is more likely to do sovereign QE

than the ECB. It is more likely the yen will be used as a funding currency."

Corporate hedging Corporates are preparing themselves for further weakness in

the euro and anticipating how this might affect their bottom lines in 2015. "That

[euro/dollar] move overnight after the Fed announcement will prompt a lot of

corporates to lift their hedge ratios on EUR/USD," says Myers. "If it hadnt fallen

overnight I think a lot of corporates would have been inclined to maintain their

currency hedging ratios in the 2015 hedging meetings they are having now, as the

euro has remained relatively strong over the last three years." He adds: "But with

the fall I think a few will come out to protect their P&L in 2015." However, a

weaker euro is a boon for exporters in the eurozone. Ignacio Sanchez Miret,global treasurer and risk manager at international shopfitter HMY Group, says the

company had anticipated euro weakness and worked on a few strategies over the

past few months to boost its competitiveness. He says: "We have changed some

of our Chinese suppliers' contracts into euros and offshore renminbi and fixed

some rates for the whole of 2015 with some of our foreign customers with annual

agreements, concentrating as much as possible on the use of the euros in our

commercial flows. "The weakness of the euro currency has to be seen as a good

opportunity to sell abroad for our teams and our treasury department is focusing

to reduce the bad impact of the currencys life," he says. Analysts are divided as
http://www.euromoney.com/Article/3388029/Euro-weakness-seen-as-foreign-investors-hedge.htmlhttp://www.euromoney.com/Article/3388029/Euro-weakness-seen-as-foreign-investors-hedge.html


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to whether the euro will sink so low as to hit parity with the dollar. Myers points

out that the euro remained conspicuously strong throughout the eurozone crisis,

largely because central banks continued to diversify their dollar reserves into

euros, which artificially supported the currency. "Now that QE is ending, that

force has considerably lessened, but it is still a force in 2015 and one of the

reasons EUR/USD wont drop [to parity]," he says.

Myers remains long on the euro, arguing that investors are too optimistic about

the Fed tightening monetary policy and will be proved wrong in the coming

weeks. Despite his contrarian view, it remains clear that US and European

monetary policies are increasingly divergent, which will put pressure on the euro.

Source: Euromoney

Marketing News

Google launches ecommerce Export Business Map

Google has launched an Export Business Map to help UK companies to expand

overseas. The map identifies the ten most excitinginternational markets, in

terms of strategic value and operational readiness, for UK digitalbusinesses. Markets profiled include Germany, USA, France, Austria, Spain, Italy,

Netherlands and Switzerland. The new map includes information on internet

penetration, web search and online purchasing, along with other key

demographic insights into each marketplace. The Export Business Map is backed

up by new research from OC&C Strategy Consultants in collaboration with Google.

The study revealed UK businesses in the travel, retail, leisure and content sectors,

could benefit from a global ecommerce export market worth 45 billion by 2020

three times its current estimated value of 13 billion.

Peter Fitzgerald, UK country sales director at Google, said: Therules on

international business have changed. The internet has removed boundaries,

changing markets forever. This means that everyone from traditional businesses

and established internet players, to bedroom start-ups, can take advantage of

online tools and digital marketing to easily target new territories and engage with

new customers. Wehope the Google Export Business Map will help UK

businesses to capitalise on the 45 billon opportunity, inspiring them to think

beyond their local markets and grow quickly and strategically.


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Source: B2B Marketing

Global Brands Are Using Fantasy Sports in Their Marketing Mix

As the popularity of fantasy sports continues to grow, some ofthe most prestigious global brands such as Unileve, Toyota, and

Hilton have begun to use fantasy sports to help market their

products.

This fall, Unilevers Dove Men+Care launched its all-new fantasy

football hub, which grants customers exclusive access to fantasy

football advice from ESPN analysts. Meanwhile, Toyota

purchased advertising space to become the exclusive sponsor

of Yahoo YHOO +0.44% fantasy football league recaps, andHilton launched a free-enter fantasy racing contest for the

hotel chains honorsclub members. For each of these large

global brands, their promotions involving fantasy sports help to

capture a challenging marketing demographic: high income

males between ages of 25-50. This is an audience that has

become becoming increasingly difficult to reach through

television commercials, and which spends far more time on the

Internet and their smartphones than watching television orlistening to radio. Global brands such as Unilevers Dove

Men+Care and Toyota recognize that entering the fantasy sports

marketplace as a sponsor provides a low-risk way of involving

their companies with Americasnewest national

pastime. Unlike companies that must navigate around the

complex of federal and state laws that apply to online skill-

based contests such as Yahoo! and CBS CBS -0.3% Sports, global

brands such as Dove Men+Care and Toyota have very little, ifany, legal risk associated with their current fantasy promotions.

It remains to be seen how many other large global companies

join Unilever, Toyota, and Hilton in the fantasy sports craze. But

for now, all signs point to this being just the beginning of a new

form of target marketing by major brands.

In all likelihood, it will not be long before these same large

national brands become named sponsors of fantasy football


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contests, or begin to white label fantasy sports website

themselves. But for now, this is an important marketing step in

a new direction.

Source: Forbes

HR News

Next Generation of Best Practices

Many in HR proclaim a desire to be more strategic, yet most doom themselves by

not acting any differently than everyone else. A clear indication of this can be

seen in the speed by which documented best practices are mimicked and

improved. Benchmarking has become a common practice in the profession of

recruiting, which most organizations use to identify what must be done to

emulate those who do something better. Unfortunately, most stop there with

emulation, and that may doom them to mediocrity forever.

The business world once moved at a significantly slower pace, a pace that made

benchmarking and emulating best practices prudent activities. However, things

no longer move so slowly! By the time firms benchmark a best practice today, the

situation that warranted the development or implementation of the best practice

might have changed or may no longer be present. Instead of systematizing an

effort to consistently follow the leader and mimic the soon-to-be-obsolete

practices of others, I recommend adopting a proactive approach, one in which

you develop your own "next generation" of best practices. I call these "next

practices."

Next practice development isn't about making something more efficient; instead,

it is about a fundamental transformation of the core business activity.

For example, Apple has long been a participant in the computer industry, in which

the core best practices are predominately focused on refinement of

manufacturing technologies that enable computers to do more. While Apple

could have easily jumped on the performance bandwagon, it instead opted to

develop next practices in the areas of product packaging and service.

With the introduction of the iMac, Apple demonstrated that computers don't


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have to be beige and gray boxes. With the introduction of the iPod and iMusic

service, Apple demonstrated that product companies can develop sustainable

long-term relationships with consumers. It abandoned efforts to compete on the

nature of performance, long a computer-industry challenge, and reinvented the

game with best practices that were unique to its business.

Next Practices Help You Create the Future

Best practices only allow you to do what you are currently doing a little better,

while next practices increase your organization's capability to do things that it

could never have done before. By jumping a level up to next practices, you're

taking a giant step in that you are actually creating your future recruiting

capabilities, rather than relying on the innovation of others.

Examples of Next Practices If you are not sure of the distinction between best

and next practices, here are some examples in several HR areas:

Practice Area: College Recruiting :

Average practice: Visit the top schools within your state :

Best practice: Visit the top 10 schools in the US :

Next practice: Recruit remotely (without having to visit) from the best schools

around the world. :

Practice Area: Next Job Hiring

Average practice: Hire individuals who have the skills that are currently needed

by "this manager."

Best practice: Hire individuals who have the skills for both this and the next-

level-up job (that the individual will likely be promoted to in the next few years).

Next practice: Hire individuals who can do both this and the next job but also

have the capabilities of reskilling rapidly into skill and competency areas that have

yet to be identified.


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Practice Area: Global Hiring

Average practice: Hire the best from India and China, and bring them to

America.

Best practice: Hire the best in India and China and then move operations to

India and China.

Next practice: Find the very best performers in every individual country around

the world and let them work remotely in their home countries.

Practice Area: Recruiting Metrics

Average practice: Cost per hire.

Best practice: Measure quality of hire through performance appraisal scores.

Next practice: Calculate the actual dollar impact on business results of each key

hire.

Practice Area: Corporate Website

Average practice: Post information on it, like it was a paper bulletin board.

Best practice: Also include "sales" elements like streaming video and individual

employee profiles.

Next practice: Provide the capability to morph or mass-customize theinformation provided to visitors, so that it provides the right tailored information

for this individual candidate, based on the background and interest profile he or

she provided.

Practice Area: Recruiting Focus and Prioritization

Average practice: Recruiters respond to all jobs equally.


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Best practice: Prioritize requisitions based on the potential business impact of

that position.

Next practice: In addition, assign recruiters, recruiting budget, and the

appropriate sourcing approach, based on the actual success rates of recent hiresin this targeted position.

Practice Area: Candidate Assessment

Average practice: Conduct behavioral interviews with all candidates.

Best practice: Add an online test as the first screen.

Next practice: Replace the test with an online video simulation developed for

this job, which both excites and more effectively assesses the candidate's skills,

weaknesses, and capabilities.

The Process for Identifying Next Practices

Predicting which HR practices will become obsolete and what will be needed to

supplant them in the future is obviously more difficult than merely calling up a

great company and asking it what it's doing now. However, the impacts aresignificantly greater on the business, so it's definitely worth the effort.

The first step is to do some reading in the area of business change so that you can

learn how to identify precursors to change points. Unfortunately, there are but a

few authors who talk about what in business is known as "inflection points,"

where everything in a particular product line or industry changes. Start by

reading Only the Paranoid Survive by Andy Grove and the current best-seller, The

World is Flat. Then, start reading forecasting articles in publicationslike BusinessWeek, Fortune, The Economist, Business 2.0, Workforce

Management, and the McKinsey Quarterly. Individuals who might help you

identify upcoming inflection points include individuals in product development,

R&D, and strategic planning.

After you identify these inflection points where business will change dramatically,

the next step is to identify which practices in recruiting and HR will no longer


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support the direction of the company post-change.

It's important to remember there are almost always precursors or warning signs

that alert you to upcoming inflection points. These precursors are alerts that

recruiting and HR must prepare for change by beginning to develop theappropriate next practice so that HR is adapting its own next practices at the

same time and speed as the rest of the business. For example, if product design

implemented changes to dramatically reduce time-to-market so that products

were introduced once a quarter rather than once a year, workforce allocation

models would obviously need to change. Speed of hiring might need to increase

to match the firm's increased speed of product development.

Other approaches you might consider include reading CEO speeches and articles

written by key industry thought leaders who have a track record of forecasting

inflection points. Look for individuals who think outside the box and are

consistently unhappy with current approaches.

The next stage of the process involves setting aside some time to think about the

future. This thinking can be stimulated with ifthen and whatif exercises that

focus on what might soon become obsolete. Part of the process should also be to

develop rules that prohibit looking at solutions that can only help you improve by

5-10%. Next-practice thinking, in essence, demands that you reject all solutionsthat don't allow you to improve by a quantum amount of, say, 25%. This quantum

improvement rate is the key differentiator between best practices and next

practices. If you want to make a quantum jump in business or recruiting, you

simply must have to have tools and strategies that allow you to make a 25-50%

improvement, all within a relatively short period of time. If you are really bold,

just assume that every process must improve by, say, 25% (at the same rate of

change in your company's product line) each and every year.

You can also seek out any developing next practicesby networking with only the

top firms that have been in the forefront of developing previous next practices.

Instead of asking about current best practices, ask them what practices they are

considering or developing for the future. Of course, they will be reluctant to share

future plans, so you'll need to have done your own thinking and propose a trade

of your next practice for theirs. Incidentally, you can't do this with 99% of the

firms in your industry because most firms have never developed a process to

begin thinking about next practices.


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The final step, if your budget allows, is to consult with out-of-the-box thought

leaders to help validate your thinking. Efforts should be made to network with

individuals who have demonstrated their ability to accurately predict inflection

points and the related next practices in recruiting and HR. Thought leaders likeKevin Wheeler, Michael McNeal, Michael Homula, Dan Hilbert, and even myself

come to mind. Sometimes, these individuals can shock your team into thinking

ahead.

If you want to become a leader in developing next practices, the first thing you

need is courage. Think of all the sea captains who told Columbus he was nuts

about his next practice! It takes tremendous courage to constantly argue that

your firm's best practices could ever become obsolete. Another wise move is to

commit yourself to becoming an expert in business change, so that you can begin

to identify the precursors to business change. Finally, develop a mindset that

assumes that every major practice is holding back your firm and the recruiting

function. However, if you are satisfied with a 3% rate of change, don't bother with

next-practice thinking. It's only for those that want to be first every time and to

win big!

Source: ERE Networking

China: Social Media More Often Used as Evidence in Employment Disputes

From emoticon messages to vacation photo uploads, China's social media boom is

creating a vast pool of evidence that Chinese courts are increasingly accepting in

labor disputes, practitioners tell Bloomberg BNA.

A sampling of recent lawsuits shows that employers and employees alike are

using social media posts as evidence. In this new environment, employers should

be aware of how employees use social media and should formulate clearcompany policies that employees understand and notarize any social media posts

to be used as evidence, according to practitioners.

The use of social media evidence has increased in China along with social media's

booming popularity, said Jasmine Chen, an associate in the corporate practice at

Herbert Smith Freehills LLP in Shanghai.


19/26

Social media posts [in employment cases] have become a trend because people

are increasingly using social media posts in their daily lives, Chen told Bloomberg

BNA in a telephone interview Oct. 24.

An informal search in September of a court case database found 37 recent cases

involving social media posts, in 22 of which the posts were accepted intoevidence, said Dan Roules, a partner with Squire Sanders (US) LLP in Shanghai.

Accepting Electronic Evidence

Changes in China's Civil Procedure Law that took effect Jan. 1, 2013, specified that

judges should be able to accept electronic evidence in civil disputes.

Gordon Feng, of counsel in the employment law department at Paul Hastings in

Shanghai, said that in terms of evidence he doesn't see any significantdifference between social media posts and other electronic media such as email,

telephone records or text messages.

It's just a new way people share information, Feng told Bloomberg BNA in a

telephone interview August 26. The rules [for collectingevidence] are still the

same.

Further encouraging its increased use, social media evidence may be easier to

collect in China than in the U.S. because Internet users in China must present an

ID card or a mobile telephone number to use social media accounts, making it

relatively easy to trace messages back to the source, Feng said.

In a July 2014 Beijing decision, the court even went online itself to confirm that a

social media post an employee submitted as evidence was valid, according to

Chen.

Privacy Issues

The interplay between social media and privacy has not so far been directlyaddressed in any court decisions, said Roules of Squire Sanders

Privacy law is under development [in China]. People are aware of the issue but

not sure how to address it here, Roules said. I think an employer is obligated

not to abuse the data it has access to, but it's not clear what that would mean.

While employers must be cautious not to access employee social media accounts

without authorization, monitoring publicly available social media may be a very

good way to find out evidence against employees during a dispute, Chen said.


20/26

People are usually not as careful on social media as they are at work, so they may

create evidence they wouldn't normally leave elsewhere. And since social media

posts are actually made by the employee, it's hard for him or her to refute.

In one case, for example, a company successfully used an employee's public travel

posts on microblogging site Weibo to prove that she went on vacation with herfamily when she was supposed to be on sick leave.

Notarization of Evidence

To use social media posts as evidence, companies are advised to get an official

registered notary to observe the electronic information being gathered and then

notarize printoutsthe same way evidence is gathered from emails or other

electronic data.

Given China's requirements for civil cases, notarized evidence will prevail over

most ordinary evidence. According to Chen, there is no rule that says this

evidence must be notarized, but notarization will be a very good tool to rely on.

Put It in Writing'

If a company wants to use evidence from social media as grounds to terminate an

employee, there must be written company rules in place on which to base the

claim, said Jonathan Isaacs, a partner in the employment law group at Baker &

McKenzie in Hong Kong.

In one case, a court upheld a company's decision to dismiss an employee after he

posted negative comments about the company on Weibo, in part because the

company's policy clearly stated that employees should not post negative

comments about the company on social networks.

You want to put it in writing, Isaacs told Bloomberg BNA, adding that Baker &

McKenzie recommends companies adopt robust and comprehensive work rules

and policies about social media through employee consultation.

Source: Bloomberg BNA


21/26

Operation News

Supply Chain Screening Without Certification: The Critical Role of Stakeholder

PressureCompanies are increasingly being held accountable for their suppliers' labor and

environmental performance. The reputation of Apple, for example, suffered after

harsh working conditions were exposed at Foxconn, one of its key suppliers in

China. Despite the possibility of major reputational risk when problems are

revealed, however, companies face tough challenges managing this risk because

obtaining information about suppliers' labor and environmental practices can be

very costly. Furthermore, buyers can seldom discern whether the information

suppliers provide a fair representation of their performance or whether it glosses

over problem areas. The authors investigate whether and how "commit-and-

report" voluntary programs, which require companies to make public

commitments and to issue public progress reports (instead of requiring costly

third-party audits), can serve as a reliable screening mechanism for buyers.

Studying the decisions of 2,043 firms headquartered in 42 countries of whether to

participate in the UN Global Compact, the authors find the risk of stakeholder

scrutiny deters companies with misrepresentative disclosures from participating

in the Global Compact. Moreover, this deterrence effect is especially strong 1) for

smaller companies and 2) in countries with stronger activist pressures andstronger norms of corporate transparency. Overall, this research reveals the

critical role for stakeholder scrutiny to enable buyers to use "commit-and-report"

voluntary programs as a reliable mechanism for screening suppliers. Key concepts

include:

The potential for stakeholder scrutiny deters companies whose prior

reports misrepresent their performance from joining a commit-and-report

voluntary program. Smaller companies whose reports are misrepresentative are especially

deterred from joining commit-and-report programs.

Commit-and-report programs can serve as credible screening mechanisms,

especially in countries with more activist pressure and stronger norms of

corporate transparency.

Source- Working knowledge (Harvard Business school)


22/26

The Supply Chain Gender Gap

Last December, when General Motors named Mary Barra its new chief executive,

we at APICS celebrated the decision not only as a victory for women in C-level

roles, but also for supply chain, as Barra headed this area in her former position.

We encouraged the trend of companies recognizing supply chain as a competitiveadvantage and incorporating supply chain knowledge into key leadership

positions.

However, the discussion of gender lines in supply chain is not as clear-cut.An

article in Fortunecaught my attention as well as several peoples on theSupply

Chain Management Now team: Want More Women in the C-Suite? Start with

the Supply Chain. Author Caroline Fairchild relays a sobering statistic from SCM

World researchwhile 37 percent of students enrolled in supply chain courses

are women, women only account for about 5 percent of top supply chainpositions at Fortune 500 companies. Comparing this to the 15 percent of

executive officer roles held by women at Fortune 500 companies reveals quite a

bit of disparity.

The representation of women in top supply chain positions is nowhere near

where it should be, says Beth Ford, executive vice president and chief supply

chain and operations officer at Land OLakes. At the same time, it could be

viewed as tremendously exciting. The opportunities are there for women.

Ford believes the demands of supply chain are partially responsible for the lack of

women in leadership roles. She says taking responsibility for planning and

production, traveling to sites, and spending time in the field can make it hard for

those who also want to start a family. However, the importance of supply chain to

businesses means more and more women are starting their educations with the

field in mind.

Ford credits her career success to taking charge of her own professional

development. She wants to move the conversation away from women being

passive about accomplishments and instead about pushing for the rightexperiences. Be mindful and own your decisions, Ford says. Be an active

steward of your career and make decisions accordingly.

Source: By APICS CEO Abe Eshkenazi, CSCP, CPA, CAE |
http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/http://fortune.com/2014/08/20/want-more-women-in-the-c-suite-start-with-the-supply-chain/


23/26

QUIZZOMANIA

1.

Which domestic e-retailer bought t Myntra for 300 million US dollar on 21

May 2014 ?

2. Who has been appointed interim CEO of Multi Commodity Exchange of

India on 23 May 2014?

3. Which application that allows users to share messages that self-destruct

was acquired by Yahoo?

4. Who has been appointed as new Chief Executive Officer of Micromax on 25

May 2014?

5.

Which new smartphone Intex has launched with 13-megapixel camera

launched at Rs 9,990?

6. Who became the top source of foreign direct investment into India on 25

May 2014 ?

7. Which smartphone Huawei launched with 1.3GHz quad-core MediaTek

MT6582 processor for Rs 14999?

8. Who was the President and member of the board of Infosys who resigned

on 28 May 2014?

Answer:

1.

Flipcart

2. Praveen Kumar singhal

3. Blink

4. Vineet Tanreja

5.

Intel Acqa i5 HD

6.

Singapore7.

Honor 3 C

8.

B.G. Srinivas


24/26

Management Quotes

We have to get used to living and operating in a world of vitality, uncertainity

thats the norm. And the future belong to those who can continue to crack the

calculus for growth in the world of uncertainity.

Muhtar Kent, CEO, Coca Cola

To lead in an ever-changing world, leaders must adapt and stay nimble.

Indra Nooyi, CEO, pepsico

I think that our fundamental belief is that for us growth is a way of life and we

have to grow at all times.

Mukesh Ambani, Chairman and MD of Reliance Industries Ltd.

The entrepreneur always searches for change, responds to it, and exploits it as an

opportunity.

Peter Drucker,American Businessman and Author

I dont believe in taking right decisions. I take decisions and then make them right.

Rqatan Naval Tata,

Im convinced that about half of what seperates the successful entrepreneurs

from the non- successful ones is pure

perseverance.

Steve Jobs

If you work with determination and perfection, success will follow.

Gautam Buddha

Change will not come if we wait for some other person or some other time. Weare the ones we have been waiting for. We are

the change that we seek.

Barak Obama

In order to succeed, your desire for success should be greater than your fear for

failure.

Narendra Modi
http://www.brainyquote.com/quotes/quotes/p/peterdruck154441.htmlhttp://www.brainyquote.com/quotes/quotes/p/peterdruck154441.htmlhttp://www.brainyquote.com/quotes/quotes/p/peterdruck154441.htmlhttp://www.brainyquote.com/quotes/quotes/p/peterdruck154441.htmlhttp://www.brainyquote.com/quotes/quotes/p/peterdruck154441.htmlhttp://www.brainyquote.com/quotes/quotes/p/peterdruck154441.html


25/26

It takes twenty years to buils a reputation, and five minutes to ruin. If you think

about that, youll do things differently.

Warren Buffet

Our assets (Employees) walk out of the door each evening. We have to make sure

that they come back the next morning.

N.R. Narayan Murthy, Chairman of Infosys

Technologies

If you think your teacher is tough, wait until you get a Boss. He doesnt have

tenure.

Bill Gates, Chairman of Microsoft

One whose knowledge is confined to books, and whose wealth is in possession of

others, can use neither his knowledge nor wealth, when need arises.

Chayanka, Author of Arthashatra and Neetishastra

In business, whats dangerous is not to evolve.

JeffBezos, CEO of Amazon

If youre changing the world, youre working on important things. Youre exited

to get up in the morning.

LarryPage, CEO og Google

When you are innovate, you must prepare yourself for everybody to tell you that

youre nuts.

LarryEllison, CEO of Oracle


26/26

Business Jokes

In a small town in the US, there is a rather sizable factory that hires only married

men.

Concerned about this, a local woman called on the manager and asked him, Whyis it you limit your employees to married men?

Is it because you think women are weak, dumb, cantankerous..or what?

Not at all, Maam,the manager replied.

It is because our employees are used to obeying orders, are accustomed to being

shoved around, know how tokeep their mouths shut and dont poutwhen I yell

at them.

A disappointed salesman of Coca Cola returns from his Middle East assignment. A

friend asked, Why werent you successful with the Arabs?

The salesman explained, When I got posted in the Middle East, I was very

confident that I will makes a good sales pitch as Cola is virtually unknown there.

But, I had a problem I didnt know to speak Arabic. So, I planned to convey the

message through 3 posters

First poster, a man crawling through the hot desert sand totally exhausted and

panting.

Second, the man is drinking our Cola and

Third, our man is now totally refreshed.

Then these posters were pasted all over the place

That should have worked, saidthe friend.

The salesman replied, Well, not only did I not speak Arabic, I also didnt realize

that Arabs read from right to left

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