Super HR heroines/hero's -Eye to spot talent,create USD1 Billion turnover!  

 Real Challenge for HR personnel and Management- Create  a Fortune or Misfortune 1000 company!  Identifying , predicting  A grade performers or" Money Multiplier's 5-10 years in advance with minimum Attrition,waste of time and money is necessary!  In terms of Attrition,do you know," Amazon.com ranks only second among Fortune 500 companies with the highest employee turnover rates, according to a special report by Payscale titled “Companies with the Most & Least Loyal Employees.”"With most new hires quitting after just 9.5 months, the company with  least loyal employees is Massachusetts Mutual Life Insurance Company. Also among the top 20 companies with high employee turnover, are Google Inc ,Berkshire Hathaway, Inc ""A high employee turnover rate isn’t always because the company isn’t a good one to work for. When workers are willing to hop from job to job, it is usually an indicator of an improving job market, Payscale’s lead economist Katie Bardaro said".The relevant Questions and considerations, therefore are: 1.The important thing is not the quantum of salary a person gets,it is the multiplier effect he/she brings or business

problem solving ability to the company through his/her Education, experience, winning strategy, Innovation,Contacts,Business Model and future direction to team.. CEO's/VP's sets viz a viz competition...and that  in a uncertain,unpredictable business environment .....with a Research plan,Design tools,software,equipment,skills.... , a marketing,research budget ,management has at its disposal ....!2.HR has a critical role in predicting the right candidates and consultants with creativity,professional achievements, professional integrity and future performance in a particular role, well in advance maybe 5- 10 years.....3 simple Q can get you the right candidate(s) with a 90 % + Success rate with a little bit of training,guidance and mentoring.3.Do you know that 10 forward looking VP’s/GM’s and 10 experienced Training and Development Consultants (one each for different departments) can make your company grow 22-25% per annum  consistently, regardless of business or economic conditions. Give 100 working days for new employees,consultants and managers to adjust and fit seamlessly into a new work environment.The Marketing department should create new processes,an innovative business model,convert competitive advantage to profitable cash flows and touch the USD 1 billion mark maybe in 10-15 years time frame.

..Winning the hearts and minds of  Customers......! Think Smart. Work Smart-  Strategy ahead of Time and Competition.Just 8-10 hours of Quality work a day.Do you have the vision and ability to spot and retain 20-25 smart,selfless  positive thinkers and performers per year…..!Proceedures ,policies,processes are irrelevant at this stage.One must remember that the HR requirements of an Engineering Company say L&T is  entirely different from an FMCG like HUL or a B2B company like TCS,HCL and Infosys,an automotive company such as Suzuki,Honda,Toyota.Similar strategy is unlikely to work for different companies in terms of IPR's,R&D,Business Models,Brands,Advertising,Contract Management,Dealer network,Manufacturing practices to ensure Quality and Customer delight.....!Job descriptions and key drivers for growth are also different from sector to sector.Do you know 3 sensible questions to ask such brilliant or technically qualified candidates for different functions-  do you still rely on “supersmart nonsense”which  make outstanding candidates  write off your company at the time of interview itself.While the HR people are busy evaluating candidates,consultants ..they are also concurrently evaluating the company’s worth and future!Remember,no single HR person knows all legal,financial,technology,IPR's,constraints, issues and therefore frame your questions sensibly!

Please smile and display warmth and be open to Questions during the course of an interview.However,avoid hiring restless, talkative candidates.Don't waste candidates time at an interview by" Doing nothing,look busy policies". Give them your card,email.....so they can contact you later should they need to!For certain "Job Descriptions" there may hardly be 4-5 candidates in a given city,only one may turn-up , therefore, ensure you hire the candidate even if he/she matches 90-95% job-description...Anyway,most of these job descriptions are"Cut-Paste " affairs.After candidates join, inform them about company policies,initiatives,resources available,answer queries if candidates have them and formally introduce them to team members,other department heads.....and for God's sake give them freedom to operate, perform ,deliver results, develop new brands,IPR's,cut costs,allow them some freedom to try innovation,digital marketing,deliver customer service,allow them basic tools,software,facilities,have proper reward and incentive schemes.For example ,in India the only professional company in IT was CMC Ltd(then surprisingly a Govt owned company with Dr Udai Pareek,ex IIM-A,HR expert as advisor with new,futuristic HR policies which assist employee and company growth) with its honest professional development,growth facilities for employees,managers....!He mentioned,that these were  among the best HR policies

not only in India but also among Fortune 500 companies worldwide.Based on his research..." Learning by doing"is still one of the best methods for newcomers,freshers in a company.Now, reportedly after" tcs" took over,they have scrapped those progressive policies.........and standardized their own HR policies across tcs,cmc ltd.....There are many IT companies in India with advertised "Billion USD turnover companies" based in Noida,Mumbai who do not deliver on their declared Incentive Policy to Marketing people who exceed their targets.....who leave thc company...Many verifiable examples with Rs 20 Lakhs sales incentives not paid.....HR practices and working environment  is not safe for women employees......! What is your considered opinion.....?Does your selection method promote your employee's career path and development, employer's  turnover and profit growth , demonstrate transparency,warmth in working environment, common sense?Does the selection process ensure new customers,customer satisfaction,delight,new business and happy working place?Remember hoodwinking employees with false career promises will improve attrition rates and create a bad reputation in the job market.!Frequent "firing" after" hiring" of employees is a bad sign and produces bad reputation in the marketplace emerging out of unstable HR minds!

Beware.Maybe,the Manager needs counselling instead,better time,goal,customer  and team management.!Winning the hearts and minds of  good candidates,consultants and  professional employees will help your career growth in your present and future jobs as well.Do you perform your job fair and square with emotional balance and without bias?Remember,men and women employees think and feel differently .....hence need to be motivated,groomed and mentored differently for optimum organization's goals , performance,growth!Can you spot smart and selfless talent well in advance,nurture productivity,profitability,efficiency with kindness,balance, a calm,open mind?Create history or become history!(  "10 Challenges for aspiring CEO,VP of Fortune 1000 companies using Google"!Yes......sanjeeev bahadur on LinkedIn)(See Slideshare..... 100 Smart cities project of PM Narendra Modi with 4000 views .....by sanjeev bahadur)