TAKE CHARGE OF YOUR OWN CAREER

Azim Premji founder, Wipro , at IIT Delhi's Convocation ceremony.

The funny thing about life is that you realise the value of something only when it begins to leave you. As a hopeful Indian, I look at our country as one which is rich in ethnic and cultural diversity and one that has an effective, secular democracy which will help us build an enduring society.

He said,instead of running from challenges, decide to take charge and be a leader as leadership begins from inside. . It is a small voice that tells you where to go when you feel lost. If you believe in that voice, you believe in yourself. When it comes to choosing your careers, you have to take charge of your own destiny. By competing challenges you can earn your happiness as a rupee earned is of far more value than five found. In fact, what is gifted or inherited follows the old rule of come easy, go easy. So, nothing will succeed you like failure. Life is full of challenges you win some and lose some. Must enjoy your winning but do not let them go to your head because then it will lead to the path of failure,so learn from your failures. Because nothing fails like success. It includes two kinds of people- confident and arrogance. Confident people are always open to learn. Arrogance on the other hand stops learning. It shows that the single most important quality needed for leadership success was the willingness to learn from any situation. There has to be a better way of doing everything. Excellence is not a destination but a journey. One keep on creating and innovating that need inspiration from other disciplines. Excellence and creativity go hand in hand. And there is a difference between failure and success. The difference is that the mind comes in between responding and reacting. When we respond, we evaluate with a calm mind and do whatever is most appropriate. We are in control of our actions. When we react, we are still doing what the other person wants us to do. To be calm one need to remain physically active. It will help to deal with stress in a better way which is increasing everyday. One should never compromise on their core values as they are the one which provide you stand in a society. They are part of one’s life. To become successful you must play to win. It brings out the best in us and in our team. With the motive of winning will lead to success but not on the expense of others. It is about innovating all the time. It is a continuous endeavour to do better than last time. Whatever you achieve or get must give back something to the society as it is a social responsibility to minimize the gap between unemployment and poverty. This can only be done by providing quality education that is accessible by all.

HR PAVES THE WAY

Sanjay Gupta head-group human resources,Questra Technologies,mentally ran through the agenda of meeting for merger and integration initiative that his company had undertaken. There are many doubts that warned him about the pitfalls awaiting . the doubts were like management team did not spend enough time to analyse what would be in the new integrated entity. Two third people thought that the were not well prepared for the task. No wonder that the current failure rate of M&A was more than 50%. Its vision was to be a leading provider of cutting edge communication products and services, specializing in application and global market. It decided to acquire two companies that is EMARIN inc- was the leading direct communication provider to the new york stock exchange. SEQUENCE TECHNOLOGY –it has an international footprint in broadband services. They together had 9500 enterprise customers. The aquisition will increase economies of scale and scope. It was critical that Questra integrated the cultures of all the three companies into a cohesive one.

Merger initiative had become a painful task for many managers . It leads to problem for the HR department. Downsizing and consolidation is a normal feature of merger. thus several employees resisted to change , they were worrying about their future . this is due to lack of communication from top level to lower level.Then there is also a problem regarding the imposition of new policies. Every company wants to protect their own employees. Questra was aware of this situation.

So they decided how to deal with this situation such as the integration of cultures, retention and better communication with employees. Human resource mgt had taken some decisions. They placed all the important players on the radar without losing sight of their interest or capabilities. For this they planned a meeting in which the top mgt went through organisation structure to identify the key employees who must be retained. They made a short list of the employees. They meet them and explained the fundamentals of the mergers and outline the future process. Open discussions were implemented between them. They also informed their international employees. Managers were excited about this acquisition. This will result to employees feeling valued.

The first phase of the merger process had been successfully accomplished. To make merger successful they capitilased on their strengths , employee selection on the basis of merit . They also launch a new culture across the company. This will help to tackle the issues and challenges , employee interaction with each other etc. this will gurantee employee commitment to the newly merged entity. This analysis helped Questra to evolved a road map for immediate implementation which included identification of the best value system emerging from all three cultures.

HR PAVES THE WAY

The article is about the merger which Questra industries went under with Sequence technology and Emarine Inc.and the HR issues involved. In 2004 Questra technologies decided to acquire two next generation telecom companies. If however , the M&A was the result in increasing shareholder value it was imperative for the merged entity to operate using the knowledge capital, capability and best practices of all three companies. To do so it was critical that questra intergrated the cultures of all the three companies into a cohesive one and insure that it retained the key knowledge workers. In the previous merger questra faced many problems which include employees resistance to change. At the time of the merger the employees were worried about how the merger will affect their career . Lack of communication further created worry and anxiety in the employees. Inevitably employees see the other companies policies as less effective than the policies currently being followed. So during this merger human resource mgt was given the highest priority with questra beginning the employee restructuring initiative even before the announcement of the merger. To ease the transition Questra announced the nomination of Sanjay Gupta as integration officer. He was aware that any negligence over the choice of mgt ran the risk of sinking the M&A .in a meeting top mgt team went through the organisation structure line by line to identify the key employees who must be retained. When the merger was announced the questra mgt team already had a detailed list of key employees. The ideology was to get in touch with the employees quickly , communicate extensively and tell the employees what you know before they fall prey to rumours.

The first part of the merger process had been successfully achieved. The company launched a comprehensive communication program . The questra mgt also realized that the integration would succeeded more if it was modeled on an inclusive process rather than an autocratic one. A decision was therefore taken to launch a new culture formation initiative across the company. Questra industries believe that it was necessary to harmonise , regularize and communicate about all elements that influence culture. It was further believed that to avoid the backward looking thinking it is more beneficial to form new teams with employees from all the three companies. And the basis of the above rational the questra mgt carried out a detailed analysis of all the three companies.

HR PAVES THE WAY

The article describes how Queastra technology a globally admired next generation broadband company managed to have a merger with other two companies- sequence technology and emarin inc. They together had 9500 enterprise customers. The aquasition will increase economies of scale and scope. It was critical that Questra integrated the cultures of all the three companies into a cohesive one.

Merger initiative had become a painfull task for many managers . it leads to problem for the HR department. Downsizing and consolidation is a normal feature of merger. thus several employees resisted to change , they were worrying about their future . this is due to lack of communication from top level to lower level.then there is also a problem regarding the imposition of new policies. Every company wants to protect their own employees. Questra was aware of this situation.

So they decided how to deal with this situations such as the integration of cultures, retention and better communication with employees. Human resource mgt had taken some decisions. They placed all the important players on the radar without losing sight of their interest or capabilities. For this they planned a meeting in which the top mgt went through organisation structure to identify the key employees who must be retained. They made a short list of the employees. They meet them and explained the fundamentals of the mergers and outline the future process. open discussions were implemented between them. They also informed their international employees. Managers were excited about this acquisition. This will result to employees feeling valued.

The first part of the merger process had been successfully achieved. The company launched a comprehensive communication program . the questra mgt also realized that the integration would succeeded more if it was modeled on an inclusive process rather than an autocratic one. A decision was therefore taken to launch a new culture formation initiative across the company. Questra industries believe that it was necessary to harmonise , regularize and communicate about all elements that influence culture. It was further believed that to avoid the backward looking thinking it is more beneficial to form new teams with employees from all the three companies. And the basis of the above rational the questra mgt carried out a detailed analysis of all the three companies.

TAKE CHARGE OF YOUR OWN CAREER DESTINY

The article is about the lessons which the youth should keep in mind while deciding for their career. In all ten points are mentioned in the article which should be kept in mind. The first lesson is one should take charge of one’s career. Leadership begins within. It is a small voice that tells you where to go when you are lost. The second lesson is that we only know the value of what we have if we have struggled to earn it. The third lesson is nothing succesd like failure. Failures are the pillar of success. The important thing is when you lose do not loose the lesson. The fourth lesson is that nothing fails like success. Never let success go to the head. There is a difference between confidence and arrogance. Confident people are open to learn whereas arrogance stops learning. Lesson five stats that their has to be a better way. There is always a scope for improvement. Excellence is not a destination but a journey. Excellence and creativity go hand in hand. Lesson sixth is respond not react. When we respond we evaluate with a calm mind and do what is required . whereas when we react we are not in control of our actions. Lesson seven stats that we should remain physically active. Than only you perform better. Lesson eight is that never compromise on your core values. One should learn to stand for oneself. Its very important to sets standards and values for oneself. Lesson nine is play to win. Playing to win inculcates the desire to excel. But it does not mean winning at others cost. It is about improving oneself every time.the last lesson is give back to society for this quality education should be given and that too accessible to all.

TAKE CHARGE OF YOUR OWN CAREER DESTINY

The article describes the inspiring lessons which the youth should follow while deciding for their careers. The article is in the form of an inspiring speech given by AZIM PREMJI founder WIPRO at IIT DELHI convocation ceremony. The various lessons to be learned are as follows :take charge . its important to take charge of your own destiny when it comes to choosing your career. Leadership begins from within. It is a small voice that tells you where to go when you feel lost. By competing challenges you can earn your happiness as a rupee earned is of far more value than five found. In fact, what is gifted or inherited follows the old rule of come easy, go easy. So, nothing will succeed you like failure. Life is full of challenges you win some and lose some. Must enjoy your winning but do not let them go to your head because then it will lead to the path of failure,so learn from your failures. Because nothing fails like success. It includes two kinds of people- confident and arrogance. Confident people are always open to learn. Arrogance on the other hand stops learning. It shows that the single most important quality needed for leadership success was the willingness to learn from any situation. There has to be a better way of doing everything. Excellence is not a destination but a journey. One keep on creating and innovating that need inspiration from other disciplines. Excellence and creativity go hand in hand. And there is a difference between failure and success. The difference is that the mind comes in between responding and reacting. When we respond, we evaluate with a calm mind and do whatever is most appropriate. We are in control of our actions. When we react, we are still doing what the other person wants us to do. To be calm one need to remain physically active. It will help to deal with stress in a better way which is increasing everyday. One should never compromise on their core values as they are the one which provide you stand in a society. They are part of one’s life. To become successful you must play to win. It brings out the best in us and in our team. With the motive of winning will lead to success but not on the expense of others. It is about innovating all the time. It is a continuous endeavour to do better than last time. Whatever you achieve or get must give back something to the society as it is a social responsibility to minimize the gap between unemployment and poverty. This can only be done by providing quality education that is accessible by all.

AssignmentOf

Human resource management

SUBMITTED TO:- SUBMITTED BY:-

MS.CHIRJOT KAUR HIMANSHI

ASSIGNMENT ON

HUMAN RESOURCE MANAGEMENT

SUBMITTED TO:- SUBMITTED BY :-MS.CHIRJPT KAUR RUCHIKA DHINGRA

ASSIGNMENT ON HUMAN RESOURCE MANAGEMENT

SUBMITTED TO:- SUBMITTED BY:-MS. CHIRJOT KAUR RIDHIMA DHINGRA

ASSIGNMENT ON HUMAN RESOURCE

MANAGEMENT

SUBMITTED TO:- SUBMITTED BY:-MS. CHIRJOT KAUR CHETAN RAJA BATRA