NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT PRESENTATION

Dream > Believe > Pursue
AICH
INDRANIL
1
HUMAN RESOURCE CHALLENGES AND
OPPERTUNITIES FOR STARTUP
&MSME ORGANISATIONS
KOLKATA CHAPTER
CHAPTER
Thursday, December 18, 1

DREAM>BELIEVE>PURSUE
MODULES OF THE PRESENTATION
• Entrepreneurs – Definition , types, classification ,triggers and traits
• Entrepreneurship – Human resource the key to success
• Key challenges and possible measures of mitigation
• Startups - The initial human resource team crucible for growth an overview
– Team formation ,co founding ,advisors and retention
• Recruitment - innovation ,route to reach ,social media ,employee branding
• Training and development in start ups .
• Retention and attrition in start ups
• Concluding remarks

ENTREPRENUERSHIP IN
VERNACULAR
Entreprenuership in Hindi
(pr. udyog upakram)[Noun]

ENTREPRENUERSHIP
• Entrepreneurship is like raising children; it starts with a
moment of enthusiasm, followed by decades of hard
work” -Howard Stevenson

ENTREPRENUER- DEFINED
Entrepreneur Webster’s - someone who runs a business his or her own
financial risk
An entrepreneur is a person who undertakes the creation of an enterprise or
business that has the chance of profit (or success).
Some qualities of an entrepreneur
-Partnerships
-Robust network
-Realistic view
-Passion!
-Clear strategy
-Technology
-Ethical Behavior
-Flexibility

ENTREPRENEURSHIP –TRIGGERING EVENTS
Downsizing
M&A
Relocation
Semiretired / retired
Passion for an Idea
Environment
Deregulation / regulation
Disruptive Events
Career
Change

MY TRIGGERS
Atmano mokshartham jagad hitaya cha,
"For one's own salvation, and for the
welfare of the world".
JOY OF GIVING !
DREAM>BELIEVE>PURSUE 10/14/2013 7

MY TRIGGERS
BYOB - BE YOUR OWN BOSS !
EMPLOYMENT GENERATION !
CHALLENGES -PERSONAL ,PROFESSIONAL ,SOCIETAL
TO BE REMEMBERED AS A FOUNDER OF AN INSTITUTION
ENTREPRENUER GENERATION
LEARNING LIFE, LIFE LONG LEARNING !
BECTEL MODEL -PUBLICATION ON
THE WAY!

ENTREPRENEURSHIP
Business is not a dirty word!

WHAT SOLUTIONS DO WE HAVE TODAY IN INDIA ?
•
•
•
•
•
•
Government jobs - minimal
,reservations!
Private sector - Economy driven, Revenue driven ,Recession driven
Academic profession - Water , water every where not a drop to drink!
Political will to create jobs - Policy paralysis!
Skill development- Negligible !
Only 9% of Chartered accountants passouts were placed this year!
ENTREPRENUERSHIP IS THE
ANSWER !

MY INFERENCES
• Know more be more !
• Knowledge is power !
• Net work!
• Go kiss the world !

CLASSIFICATION OF ENTREPRENEURS
Innovative Entrepreneur - He is the one who introduces a
new product or a new method of production or opens a new
market or explore new source of supply of raw material or carry
out a new type of
organization.- STEVE JOBS
Initiative / Adoptive Entrepreneur - are those who
initiate the successful entrepreneur in technique innovated by
others. - NIRMA
Drone Entrepreneur - are those who will never allow any
change in their production or style of functioning-.HINDUSTAN
MOTORS

CLASSIFICATION OF ENTREPRENEURS
FABIAN Entrepreneur - are always on caution. They neither introduce nor
changes nor adopt new methods invented by others. They are lazy and
follow old customs, old method of production - Typewriter industry
,pagers .
Another classification
1) Natural Entrepreneur
2) Motivated Entreprenuer
3) Created Entrepreneur
4) Forced Entrepreneur

ENTEPRENUERSHIP
CHARACTERISTICS AND TRAITS
• Ability to deal with a series of tough issues
•
•
•
•
Ability to create solutions and work to perfect them
Can handle many tasks simultaneously
Resiliency in the face of set-backs
Willingness to work hard and not expect easy
solutions
•
•
Possess well-developed problem solving skills
Ability to learn and acquire the necessary skills for
the tasks at hand

ENTEPRENUERSHIP
CHARACTERISTICS AND TRAITS
Being an entrepreneur requires specific characteristi
often achieved through education, hard work, and planning.
Risk Taker
Businesses face risk. Entrepreneurs minimize risk through research,
planning, and skill development.
Perceptive
Entrepreneurs view problems as opportunities and challenges.
Curious
Entrepreneurs like to know how things work. They take the time and
initiative to pursue the unknown.

ENTEPRENUERSHIP CHARACTERISTICS
AND TRAITS
Self-confident
Entrepreneurs believe in themselves. Their self-confidence takes care of
any doubts they may have.
Flexible
Entrepreneurs must be flexible in order to adapt to changing trends,
markets, technologies, rules, and economic environments.
Independent
An entrepreneur’s desire for control and the ability to make decisions
often makes it difficult for them to work in a controlled environment.
DEFERRED GRATIFICATION !

STARTUPS - HUMAN RESOURCES - THE UMBILICAL CORD
Key challenges and opportunities
Core founding team - foundation, qualification as founders, building pillars ,
cofounding advisory help, Retention
Recruitment - Innovation , Routes to reach, ROI of recruiters ,Employee
branding , Use of social media.
Training and development -
Retention and attrition -

TEAM BULDING - A FOUR PRONGED PROCESS
• Building a strong foundation
• Creating the strong pillars to build the next floors
• Building the first model floor
• Then just replicating as long as you grow.

KEY FACTOR /CHALLENGE – FOUNDING
TEAM

INITIAL HUMAN RESOURCE - THE CRUCIBLE OF FORMATION
OF THE STARTUP ORGANISATION
Thursday, December 18,
Why a strong foundation?
For maintaining an effective team you have to concentrate on foundations required for
them. You must build or repair the foundation first if you are seeking to build an effective
team. Stronger the foundation, higher the building will go. This stage needs lots of
digging, too much patience and unbounded perseverance.
20

INITIAL HUMAN RESOURCE - THE CRUCIBLE OF FORMATION OF
THE STARTUP ORGANISATION
Who qualifies to be a founder member?
Identify the three core skills needed for your business and get them in the team as much
as possible. The members should have shared goals and similar values. Don’t mix
personal and professional relationships in your business because friends and relative don’t
always make a good team.
Key traits to look for - from our experience
Intellectual honesty
Emotional energy
Animal instinct - in the right sense of the word !

Who builds the pillar and the first floor?
This is the next core team, may be next 5-6 key people. This may include more
functional experts (marketing, HR, technology, sales etc depending on your business).
Hire them for passion and skills. New businesses are much about ownership, hardship
and passion as much as about skills. Hire for attitude with shared goals and values, and
train for business.

Who builds the floor?
This is the growth stage where your business is working. You know what to sell,
to whom you sell and where you want to go. Here skills are more important as
you know what you are looking for. Passion, common goals and shared values
are important too but to a lesser extent now
23

THE STARTUP ORGANISATION - COFOUNDING OF THE TEAM
How do I find co-founders?
The key to find a co-founder is networking: network, network and network
some more. Make an effective impression: talk about your business with
passion. Apply your checklist to all prospective co-founders: core skills,
shared values and common goals. Come clean on every discussion point
as you spend more time with your co-founders than your better half.
Be ready for divorce before marriage !
EX COLLEAGUES
CHAMPIONS WITH LOCATIONAL OBLIGATIONS
RETIRED BUT NOT TIRED
24

How do I deal with stock options?
Ideally co-founders should own common stocks. It’s a good practice to have vesting
for founders too, it keeps you accountable. The options should be decided based on
your plans for next three years. You will always need more senior people than your
plan says. The core team should be given healthy dose of options, nothing like
ownership. 20% is always a good number to keep as options pool. Give options but
only once you have explained the value.
25

How does Board of Advisors add value?
It is an interesting approach to add skills to the team. Look for the key skills
missing in the team; it could be networking, bouncing of ideas, reality check
or anything else. Do good reference checks and look for relevant advisors.
- Retired domain specialists
- Freelancers
- Professionals on sabbatical
- Chartered accountants and company secretaries
26

Some must do’s as you grow
You must personally meet and interview every person you want to hire
till your first floor is complete. Keep in mind that first set of team members
join because of you not for the business.
Communicate, communicate and communicate some more, it is never
enough. Try to answer all the tough questions yourself. Behave like a foundation
and support everyone. In reality, great people organizations are in inverted
pyramid style.
The inverted pyramid is a metaphor for a reversal of traditional management
practices. Employees who are closest to clients or production processes
are placed at the top and managers at the bottom. The employee is
empowered with greater decision-making authority and freedom of action. The
manager becomes a facilitator spearheading a team effort. In theory, overall
organizational performance becomes faster, more adaptable and more effective.
27

Some don’ts as you grow
Never ever strive to fake values, it just doesn’t work. Don’t try and hide behind system
and processes. Early stage companies need more personal touch than process for
people. Your core message can be same but words need not be for different teams.
28

CHALLENGES AND PITFALLS OF START UP FOUNDING TEAMS
Getting Lost amongst the new talent acquired and their capability
Developing complacency
Missing out on skill development due to high commitment to growth
Deferred gratification - getting used to it!
Big fish in a small pond to a big fish in a big pond transition !
Transform them to intrapreneurs !
Give them opportunities to be a part of the industry through
representation on the in various forums
Role swapping and swapping of profile .

STARTUP HUMAN RESOURCE RECRUITMENT – A PARADIGM SHIFT
STARTUPS NOW ARE IN THING IN CAMPUSES !
Flipkart.com hires171 IIT grads in day zero 2013 DECEMBER !

KEY FACTORS /CHALLENGE RECRUITMENT

STARTUP HUMAN RESOURCE RECRUITMENT- - STRATEGY
• Innovation in recruitment
• Routes to reach the right resource
• Employee branding
• ROI of recruiters
• Use of social media .

STARTUP HUMAN RESOURCE RECRUITMENT- - ROUTES TO
REACH THE TALENT
Employee referrals Most prevalent in MSME’s in India
Internal job postings - Prevalent in slightly older startups
Social networking on websites such as LinkedIn
Job portals- domain specialists
Campus Recruitments- huge rush in India.
Hiring through Placement Consultants
Hiring teams instead of an individual
Targeting public-sector employees, ex-servicemen
Partnering with educational and training institutes
Participation in Job fairs
Pre-placement offers (PPOs)
33

STARTUP HUMAN RESOURCE RECRUITMENT- -INNOVATION IN
RECRUITMENT
BRINGING IN EXTERNAL CONSULTANTS FOR HIRING
PHYSICALLY CHALLENGED SKILLED PEOPLE .
EX SERVICEMEN IN ENGINEERING AND ADMINISTRATION.
INCLUSION OF EXTERNAL HR MANAGERS IN INTERVIEWS .
More stress on - innovativeness
- conceptual understanding
- more stress on mobility ,outlook and innovative outlook
towards work
- matching of the core skills
- multiskilling and multi disciplinary skills (engineering
plus management )
34

STARTUP HUMAN RESOURCE RECRUITMENT- EMPLOYEE
BRANDING
The entrepreneur is normally the brand who people look up to and join
instead of the company
Employees working in the start up can be good referrals
Employees from campuses could be used to revisit the campus once again
to talk about the company .
Star performers can be showcased for culture and other growth stories of
the organization .
EVP - Employee value proposition and return on investment demarcated is
clearly worked out .

STARTUP HUMAN RESOURCE RECRUITMENT- ROI OF
RECRUITERS
A very important indicator of the validity of the recruitment made .In
Msme’s the is directly proportional to the turnover since backend and
support services are important .
A Ratio of 1:10 - compensation to gross revenue generated - normally
MSME’S turnover is low . For manufacturing sector 1 : 20 ratio .
Service sector – 1:5 ratio and manufacturing 1:10 ratio minimum benchmark
.

STARTUP HUMAN RESOURCE RECRUITMENT- USE OF SOCIAL
MEDIA
6.1 billion people have access to Facebook .
Twitter ,linkedin and other social media .
Below 25 years of age social media is a powerful tool to associate
.Every startup should have a webpage and a page in Facebook.
Need to have a presence in social media both employees and
employers

KEY FACTORS /CHALLENGE –TRAINING
AND DEVELOPMENT

STARTUP HUMAN RESOURCE - TRAINING AND DEVELOPMENT
Training and development not a need a necessity .
Structured training ,unstructured training and on the job training.
Career development programs – From day one
Using government help in training and development .
Training and development as a retention tool for startups .

STARTUP HUMAN RESOURCE TRAINING AND DEVELOPMENT -
A NECESSITY
In startups there are huge skill gap including the entrepreneur.
Skills gaps in domain and non domain areas
Soft skills a huge area of improvement
Gaps affect the turnover of the company since team is small.
In house training by entrepreneur and his core team
Ten man days per six months time would be an ideal investment in training
Measurement of effectiveness to be measured on work and effectiveness on
training .

TRAINING PROGRAMMES
Structured training programmes are costly needs to be used alike
aftershave . A proper identification process of training needs identification
is required .
Unstructured training programs - impromptu training most commonly
practiced in MSME ‘s
On job training programme – most effective in MSME sector but needs
to be measured and mentored .

CAREER DEVELOPMENT PROGRAMS
Human resources career development plan – MBTI Tests ,EQ Test Brain
mapping , 360 Feedback uncommon but needed .
Career development plan at least for next three years a broad outlook of
career path .
Expectation to achievement measurement

GOVERNMENT HELP
ITI SUPPORT PROGRAMME
BOARD OF PRACTICAL TRAINING PROGRAM
CII INDUSTRY ACEDEMIA PARTNERSHIP INITIATIVES – SKILL GURUKUL
ESI HOLIDAY FOR EMPLOYERS FOR THREE YEARS
PAN IIT INITIATIVES

A RETENTION TOOL
Startups a great place for learning
Flipkart punchline - PPT – Come build the company !
Multi skilling an advantage to employees of startups – a natural offering of MSME’s
High rate of learning in a short span of time !
High rate of growth with the growth of the organization !

KEY FACTORS /CHALLENGE-RETENTION
AND ATTRITION

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION
Average attrition rate in startups in India 8 –47 percent!- TMI GROUP
Survey in December 2013
Major causes - Lack of employment branding !
- Lack of career development
- Succession planning of employees!
- Lack of personal touch ! 25% percent of entrepreneurs
time to be invested in people

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION-
EMPLOYMENT BRANDING
Startups organization branding- great place to work
Startups employee branding - great place to grow
.

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION –
LACK OF CAREER DEVELOPMENT
Launch of career development programmes
MBTI ,360 degree , Leadership strengths assessment
Peer feedback
Career development programmes for each employee from day one
atleast three year growth plan .

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION-
SUCCESSION PLANNING
Job rotation a very important aspect to derisk the business
If you want peace be ready for war
Three tier fall back plan in case of attrition
Ex employees club/informal get togethers’ a great help!

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION –
PERSONAL TOUCH

STARTUP HUMAN RESOURCE - RETENTION AND ATTRITION - PERSONAL
TOUCH
DREAM>BELIEVE>PURSUE 2
Oskar Schindler: I could have got more out. I could have got more. I don't know. If I'd just...
I could have got more.
Itzhak Stern: Oskar, there are eleven hundred people who are alive because of you. Look
at them.
Oskar Schindler: If I'd made more money... I threw away so much money. You have no
idea. If I'd just...
Itzhak Stern: There will be generations because of what you did.
Oskar Schindler: I didn't do enough!
Itzhak Stern: You did so much.
[Schindler looks at his car]
Oskar Schindler: This car. Goeth would have bought this car. Why did I keep the car? Ten
people right there. Ten people. Ten more people.
[removing Nazi pin from lapel]
Oskar Schindler: This pin. Two people. This is gold. Two more people. He would have
given me two for it, at least one. One more person. A person, Stern. For this.
[sobbing]
Oskar Schindler: I could have gotten one more person... and I didn't! And I... I didn't!
Dialogues from Schindler’s list – Schindler dialogue before going into hiding at
the falls of Nazi’s
51

CONCLUDING REMARKS
Spent 25 % of your time on people
Accountability and delegation of power to core team
Change should be the only thing constant
Strong fall back and emergency manpower plan with strong vigil
Training and development
Personal touch .

DREAMS CAN NEVER BECOME A REALITY WITHOUT HARD
WORK.

WE VALUE EVERYTHING UNDER THE SUN 10/14/2013 44
55

AICH APPRAISERSAUCTIONERS AND VALUERS
We value every thing under the sun
EMPANELMENTS
56

AICH APPRAISERSAUCTIONERS AND VALUERS
We value every thing under the sun
•EMPANELMENTS
WE VALUE EVERYTHING UNDER THE SUN 47
57

•200% Year on year Growthboth
bottomline and topline
•Strong credit rating
•Qualtrics Rated top 3 in India in Valuation
Services
•Finalist forAIMA -Dr J.S Juneja Award for
Innovation and creativity for MSME
enterprises for 2012 -2013 and ICICI -
CNBC India Emerging India Awards 2013
LUE EVERYTHING UNDER THE SUN 10/14/2013 48
58

59

• KATAICH INFRACORE ENGINEERING PVT. LTD.
•Started with Changling construction machinery distribution and Nawa
crushers
•Year on year growth 200%
•Revenue of ½ million USD in 2011-2012
•Shantui heavy machinery dealership
•Spare parts supplier company
•Started as the flagship company and diversified
60

•
AICH MINING RESOURCES PVT. LTD.
Opencast & Underground Mining of ferrous & non ferrous metal & non
metal mines concept to commisioning projects
•Opencast & Underground Equipment Selection, installation
•Concept to commissioning Technical Consulting & Mining Consulting
•Coal Washers Consulting
•CHF Concept to Concept to commissioning projects
61

•
AICH MINING RESOURCES PVT. LTD.
Opencast & Underground Mining of ferrous & non ferrous metal & non
metal mines concept to commisioning projects
•Opencast & Underground Equipment Selection, installation
•Concept to commissioning Technical Consulting & Mining Consulting
•Coal Washers Consulting
•CHF Concept to Concept to commissioning projects
62

A BREIF PROFILE OF INDRANIL
AICH F ABOUT INDRANILAICH
Chequered career of 19+ years in the industry out of which 14 years
in multinationals of repute
Worked in Titagarh Wagons Ltd GoIndustry - Dovebid (Formerly
Henry Butcher) ,UT Limited (JV between Usha Group and
Telehoist of U.K.) Ingersoll Rand India Ltd,TIL (Tractors India
Limited) -Jayashree Textiles, Indian Rayon Group -Rishra.
Award winning Production engineer with MBA from IIFT kolkata .
Publications and teaching assignments in several institutions of
repute .
63

A BRIEF ABOUT INDRANIL AICH
PROFESSIONAL MEMBERSHIPS
International Memberships
Honorary Life member of Royal Institute of Chartered Surveyors (RICS),
London.
Life member American Society of Mechnical Engineers USA
Life member of the Mining ,geological and metallurgical Society of India .
Life Member of Operational Society of India, Quality Circle Forum of India,
Systems Dynamics Society of India
Life Member of Institution of Engineers (Membership No.M-132302-9) and
Chartered Engineer from Institution of Engineers (AM 092132-5).
Approved valuer (Registration No.18328) Category - Production & Industrial
Engineering and Fellow and Life Member of Institution of Valuers.
Member of Indian Council of Arbitration, New Delhi an organization of FICCI
and Ministry of Commerce.Member of Practicing Valuers Association of India
64

INDUSTRY CHAMBER MEMBERSHIPS
Member of Confederation of India Industry Eastern Region
Member of MSME National council CII
Member of West bengal state council
Member of the economic affairs ,taxation and finance subcommittee
Member of the Safety subcommittee
Member of the MSME subcommittee
65

You can reach me @
indranilaich@gmail.com
indranilaich@outlook.com
Mobile +919831088204/+919038088204

QUESTIONS AND ANSWERS SESSION
10/14/2013DREAM>BELIEVE>PURSUE 2

NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT PRESENTATION

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

En vedette

En vedette (14)

Similaire à NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT PRESENTATION

Similaire à NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT PRESENTATION (20)

Plus de INDRANIL AICH

Plus de INDRANIL AICH (8)

Dernier

Dernier (20)

NATIONAL INSTITUTE OF PERSONNEL MANAGEMENT PRESENTATION