Notes: June 2008

Tuesday, 24 June 2008

NEW FEATURES RESUME BLAST

NEW FEATURES RESUME BLAST

Header Information

From/To: Rahul $\rightarrow$ Shalaka
Date: 24-06-08
Title: RESUME BLAST
Tabs/Sections: Resume Blast function | Why of Resume Blast | Boarderless World

Body Text

Dear Jobseeker

If you have talent, you are welcome all over the world. Talent makes you a World-citizen. From this tabulation it is clear that the proactive executives do not wait for their resumes to be discovered (> 150 million on 50,000+ jobportals!). They announce their talent to HR Managers / Recruiters around the World.

— shalaka

Note in Margin: (New Feature)

Table: WHO wants to go and work WHERE?

Countries Which Jobseekers belonged to (Source ↓)	India (To →)	USA (To →)	UK (To →)	Canada (To →)	Australia (To →)	TOTAL
India	98646	42365	39406	64832	12484
USA	—	89404	12333	64302	14044
UK	46	64396	102,345	14632	14565
Canada
Australia
Pakistan
Indonesia
Phillipines
TOTAL

Sunday, 15 June 2008

TIME TRAVEL

18 May 2010

Kartavya,

TIME TRAVEL ?

Why time travel ?

Simply because the reports / notes which are listed below were written by me some 20 / 25 years ago. Some are even older.

Most were written during my 30+ years of service ( 1959 - 1990 ) with India's topmost engineering conglomerate, Larsen & Toubro Ltd .

You can download these from,

www.IndiaRecruiter.net>site map>Time Travel

free, and without registering.

Question :

But why should anyone want to download this ?

Answer :

Agree. These notes are not for "everyone".

But those who wish to leverage the power of open - direct - honest communication with colleagues / superior / subordinates, in order to improve industrial relation - ethics - work culture , would find these useful.

I am acutely conscious that in another 25 years, no one will search for "INFORMATION" on Google - Yahoo - MSN etc. They will enter their current / expected "problem" in a hand - held device and receive readymade "solution / answer / advice" in milliseconds !

Till then, you may search - and may be find, solutions to some of your problems here.

Regards,

HEMEN PAREKH

Title:
Date:
Synopsis:

Filesize:
Download Time: _______ (@ 2 Mbps)
No. of Downloads so far: _______

[Download Button]

✓ Communicating for Productivity (softcopy available)

✓ Quo Vadis? (floppy available)
✓ Prosperity Sharing – An unsolved issue
✓ Training – A solution
✓ Productivity – Vol. I / II / III
✓ Education Policy
✓ Kaun Banega BhagyaShaali?
✓ Elect Accountable Representative (EAR)

Notes:

Ask Sachin to scan/OCR, convert & deliver chapter-wise
Softcopies available – Check with Reema.

Kaun Banega BhagyaShaali?

(Who will get lucky?)

This is not a parody of “Kaun Banega Crorepati?”
If anything, I have been inspired by KBC to envisage an engrossing / gripping TV program centered around recruitment, whose essential character is the convergence of TV / Mobile Phone / Internet (job portal).

Elect Accountable Representative (EAR)

The Governor of California (preceding Arnold Schwarzenegger) was recalled by the voter for leading the state of California into a bankruptcy.

If we wish to introduce a system of “recall” for the Councillors of Mumbai Municipal Corporation, then what should be its framework?
How do you set a “Management by Objective” for your Councillors?
How do you measure their performance?
How do you reward them for excellent performance?

Productivity – Vol. I / II / III

For Indian industry to compete globally, productivity must rise. There were many things that companies could do (to raise productivity) and then there were a lot of things the Govt could do. Tomes full of platitudes have been written by thousands of Govt.-appointed committees. This report is different. It spells out specific/concrete actions to be taken, by whom and when.

Education Policy

70% of students graduating from professional colleges are “unemployable” (according to some experts). Why has our schools/colleges failed to impart the skills needed by businesses/industries? Is there a deeper malice? Has anyone bothered to estimate what it will cost to implement the suggestions of the experts? From where will we get the resources? Are we putting the cart before the horse?

Communicating For Productivity

Some 7500 letters written to workers / managers / union leaders, following a period of strike / go slow / murders (1979–1987), at Mumbai factory of Larsen & Toubro Ltd.
This direct / open / honest communication led to a remarkable atmosphere of trust between workers and management, which, in turn, increased productivity at 3% per year (ave.)

Quo Vadis?

It was license/permit raj (regime) in 1989.
Indian corporates needed a Govt. license, even to manufacture needles / staplers!
And Govt. took from several months to several years, to grant such a license.
Corporates got licenses only to prevent competitors from getting one!
Quo Vadis? was my attempt to envisage a vision for L&T (Larsen & Toubro Ltd) under such uncertain conditions.

Prosperity Sharing — An Unsolved Issue

When a company prospers and makes profits — how should this profit get shared amongst the stakeholders? — viz: employees / shareholders / suppliers / customers / society, etc.?
How do you apportion their respective shares?
How do you decide who contributed and how much?

Training: A Solution

As today, skill-upgradation of employees was an issue, even [__] years back (– and, I am sure, it will remain so in 2050!).
Who should be trained? For what? When?
Technologies are constantly evolving. So are manufacturing methods and management processes.
Training — and continuous retraining of employees, is the only way to avoid obsolescence and getting overtaken by competition.

Saturday, 14 June 2008

UNLOCKED VALUE

Unlocked Value?

Dear HR Manager

That is right. Profiles is value “unlocked”. Value that has remained locked in those 5000/500,000 plain text resumes lying on your harddisk. Accumulated over the years.

Plain text resumes, of which,

10% are “faked/fudged”
70% are “outdated/obsolete”
100% are “unsearchable”

(Red ink note: Do you even know how many of these candidates are still looking for a job-change? Maybe it is time to purge that constipated harddisk!)

There is only one way to unlock this goldmine. By turning all of these text into Profiles, of which,

0% can be “faked/fudged”
70% will always remain “Valid/Up-to-date”
100% are instantly “searchable/interpretable/interviewable”.

All that you have to do is to,

extract email IDs of these candidates, using any email ID extraction software
then send out, to all of them, following email.

— Rahul. P.S. Profiles are the new currency of recruitment. Don’t remain stuck with plain text resumes.

Suggested email:

Dear Executive

We have your plaintext (emailed) resume on our harddisk. Unfortunately, being a text resume, it fails to project your true image. Being unstructured, it is also unsearchable. It may also lack your latest data (skills/designation/salary etc).

The only permanent (and onetime) solution for you is to,

register on www.IndiaRecruiter.net (to which we subscribe)
convert your plain text resume into your Profiles (takes seconds)
email your Profiles to me

Why? How do you benefit? Because, once you do, everytime we shortlist your Profiles on IndiaRecruiter, at any time in future, you will get to know (thru IndiaRecruiter’s Admin Tool)!

with regards

P.S. With immediate effect, we have stopped accepting plain text resumes

Revised email writeup for “Unlocked Value?” 16/02/07

Dear Executive,

Profiles

We have your plain text (emailed) resume on our harddisk. Unfortunately, being a text resume, it fails to project your true image.

Being unstructured, it is also unsearchable. It may also lack your latest data (skills-salary-designation-employer name etc).