Daily Archives: November 11, 2005

One of my first blogger pals, Veer has started a blog focussing on the Mobile/Cellular phone industry in India. Go check his blog Mobile Pundit if India’s telecom industry is of interest to you.

On a different note, I got a mail from a Dr. Nimish Shrivastava of eMbience who said they are coming up with a mobile blogging product on Tata indicom as a limited launch in India next month. He requested me if he could include my blog in the launch, and I told him to go ahead.

So “Gautam Ghosh on Management” might soon be coming to your Tata Indicom phone !

Remember I posted about the Business Innovation blog?

The blog has been updated to state that:

This weblog is a companion to this year’s FORTUNE Innovation Forum to be held November 30-December 1 in New York City.

And they’ve been kind enough to add me to their blogroll in the company of giants like Tom Peters, Clayton Christensen, John Hagel, John Seely Brown, Dave Pollard and Seth Godin !

Phew ! I am stunned and overwhelmed ! I shall try to live upto their high standards (but if I am not able, please don’t kill me

EZ‘s Indian consultants focus on India in a special series to commemorate 10 years of their presence in India.

Sonny Iqbal, Egon Zehnder International, New Delhi writes about how the War for talent picks up pace in India’s retail industry.

Namrita Shahani Jhangiani, Egon Zehnder International, Mumbai says that India’s evolving pharma sector needs outsiders.

From the The McKinsey Quarterly. (Search on title to retrieve article. Subscription required.)

Looks like India is not the only country with a booming economy and a talent gap

Chinese firms will require 75,000 global leaders to implement their international expansion plans in the next 15 years. There are currently only 3,000-5,000 such leaders in China, claim the authors. It is also hard for foreign firms to recruit middle managers from Chinese companies due to their limited knowledge of English, lack of communication skills and poor cultural fit. In the war for talent multinationals often poach players from each other, note the authors. Middle managers are more plentiful in Hong Kong, Singapore and Taiwan, but can often only be lured to mainland China with “local plus,” bonus packages.

To address this potential problem, China needs to improve the quality of its university graduates, claim the authors. This can be achieved by improving English instruction and designing university courses that meet industry’s needs. China must also try to stem the current brain drain by ensuring that those who leave to study abroad return home, as many of these graduates could work for multinationals. However, this will be a long-term effort, warn the authors. In the immediate future, companies will have to invest more on training programs to develop talent internally, they conclude.

It’s list time yet again !

Business Today, Mercer and TNS have come with the list of the top 10 companies to work for in India. And Infosys tops the list yet again. (One feels like Infosys has become the IIMA equivalent in such cases followed by Sasken. What was interesting was to see GE’s divested company Genpact (earlier, Gecis) also making it to the top 10 amidst many upheavals it has seen over the last year.

As BT commented there are a majority of firms from the IT and ITES sectors. What was impressive was a public sector company NTPC making it to the list again. It goes to show that being a good employer does not mean only certain things like special allowances or a high pay packet or an MNC brand.

As the team behind the study says:

One company has elevated recruitment to a fine art, and its hr team does not treat hiring as a number crunching exercise. The description of the technology-driven hr processes at another of our winners speaks of its fast and efficient service delivery. The detailed career management system showcased by another winner highlights the degree of autonomy that the company provides its employees to chart their own career in multiple streams through a role/skill-based, performance-factored and business-driven interactive software. Another one of our winners has received strong endorsement of its employer brand from its internal and external labour market. Its employees perceive it as a quality employer, search firms are keen to have the company as client, alumni speak warmly about it, and new hires feel proud to be part of the company.

Now looking forward to the rankings of BusinessWorld and CNBC. )