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Ever wondered what it would be like to get back to college where you are trained for your first steps into the corporate world? You might soon find yourself back at one with corporates across the board sending their managers to various kinds of Managerial Development Programs in the face of the recession.
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Everyone's facing the heat of recession. Fear of downsizing hangs like Damocles's sword over the heads of most employees. Frivolities of all kinds are being cut down drastically in most establishments. Nothing new here.
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What is new is that one area has been deliberately overlooked by all major corporate giants when it comes to cost cutting. If anything, it's outlay has been increased. And rightly so. The area in question: Executive Learning!
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The Business Outlook magazine recently quoted a number of senior managers and personnel across industries and found that progressive industries were allocating bigger budgets for training and development of their employees.
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At first glance, this would seem needless and an added cost to company with no guaranteed returns. But when the magazine panel put these posers to the HR Managers of 15 major corporates in India, they explained that they wanted to train managers to steer them through the bad times and prime them to seize opportunities when the good times return.
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And Voila! Instead of churning out poison in the form of huge incurred debts, losses, downsizing and the like, these industries are instead tasting the sweet nectar of success.
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Some of the success stories extracted from Business Outlook are listed below:
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� � � � � � � � Rajesh Jejurikar, the man behind Mahindra's hugely successful SUV Scorpio, is the poster boy for executive learning. He climbed the corporate ladder after pursuing Management programs at various reputed institutes. Executive VP, Marketing and Sales in 2007, he believed the programs helped him drive things on the ground.
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� � � � � � � � Says Sudhakar, HR Officer at Tata Chemicals,
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� � � � � � "We have recovered four to five times the expenditure that we incurred on our�
� � � � � � � � management development programmes."
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� � � � � � � � Says Sangram Tambe, VP (HR) Tata Motors,
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"It is more about reorientation and customization of existing skills. As you go up� � the hierarchy, the requirement for functional skills goes down. Things like people� management becomes a more critical element."
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� � � � � � � This explains the executive management programs taken up by Tata Motors in the
� � � � � � � past.
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� � � � � � � � Wipro devotes a third of its education and training budget (1% of its turnover) to tie-ups with management and training institutes.
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� � � � � � � � Siemens has tied up with a number of higher-education institutes to design high-end training modules as well as strategic leadership programmes for its business managers.
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"We have clear and defined training and development programs for all our employees, � � right from workmen and staff members to the top management," says Kavita Ghatge, HR Head of Siemens.
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� � � � � � � � Steel major Corus exemplifies the approach of many corporations to the slowdown. When the global steel industry came to a standstill last year, one of the first steps Corus took in Europe was to engage employees in training programs. It was a systemic reaction to a problem when demand was down.
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� � � � � � � � Says Karan Khemka, Senior Principal of the Parthenon Group,
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� � � � � � "During an upswing, people would be reluctant to spend even an hour out of office. Reason: 'I could be missing a promotion or get a lower bonus.' During a downturn people might as well up-skill because as things go downhill they will be better off if they have more qualifications.
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Employees, organisations and institutes are the three pillars on which the edifice of executive education stands. Neglecting any one of the pillars could lead to a major collapse of your corporate establishment. None can do without the other—and so far, all three have come out ahead thus:
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The employee/manager widens knowledge and qualifications, the company gets a skilled manager who can drive growth and training institutes profit as well.
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IT'S A WIN-WIN-WIN SITUATION ALL THE WAY!!!
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Sanjana.S
Oscar Murphy International
Content Developer
Email: sanjana@oscarmurphy
Web: www.oscarmurphy.
Changing Attitudes Reaching Effectiveness
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