Satyam Story is one off and this cud have happened in any part of the world not only India .if Enron/Lehman cud crash ...why not Satyam .If GM and CITI cud run for cover ...why not Satyam .Problem does not lie in what Raju did or didnt do ...lets look at what prompted him to do so ...Shareholders greed ...the fact that you cant go back to ur people and be honest abt whats happening .If not now bare facts would have toppled satyam few years back.Falling margins ,unethical business practices seem to be order of the day .If everything would have worked out finally raju was a great crisis manager ...Stocks failed ..realty got hit ...and almost everything else worked against satyam and raju ...story was to be out someday ...

Lets analyze role of core team of professionals running the show i cant believe everyone else was sleeping ..they had no clue as to what's happening .We all know every sneeze in board room is reported , analyzed and grapevined in the company much more than real killer business ideas or wins .

You see people enjoy the benefits and when it comes to governance , fall out of any malprctices ..catch the promoter ..he has done it all wrong .Common.. wake up guys a 7K crore scandal....everyone is involved ...Systems also have to be blamed ..not only people What our regulators were doing , PWC ...the mecca of Audiotrs ,Management gurus ...wow ..this is shameful for regulatory mechanisms and Order/systems of the day not only Satyam, PWC or Raju or someone else .Smart people will always try play their designs ....were we sleeping (full spirited) as an economy.

Sanjay

Well very interesting topic ..

My Experience has been that its HR which has too many problems with break or Months of Joining and leaving ...reasons for leaving ...reference check with last employer and so on .

I have seen management or Functional Heads are more concerned abt delivery on the job or capability matrix ..expertise and experience on the jb matters much more than month to month continued jobs and very long lifeline with various employers .

Given practical challenges in sr roles wherein what you bring to the table,collaboration with peer groups, and monthly/quarterly survival challenges are way bigger than mundane acctg/Hr issues i wish all this goes to trash soon .

We are no more in one life one job days .Commitments have shrunk to Role Vs delivery .ROI ...is the Buzz ...on both the sides .

How will you react to unethical practices @ board ...corporate governance ...what"s that ? Satyam is latest example .

Sanjay

Thats not true ,

Chinmay i never faced any problem .I usually forget my PWD's for all online boards and everytime i requsted PWD mailed back ,Hrlink did that .

Putting bogus members doesnt require genuine members to be forced to sign up 6-7 times .u run the risk of lossing genuine visitors/sign ups.

U can have the base mass start at 1 Lakh ....all that takes is one excel ..or just any random selections put together .That's technology and i guess u will find that hard to grab else u wont have posted this topic in first place .

Well....My exp with Pf Withdrawls has been painful and time taking .It always too more than 9-12 months to get my PF out .Recent case i have been visiting epfo Vashi for my PF withdrwal ...claim returned once and resubmitted ...whole process time wasted 9 months ( employer was sleeping on the form returned) .and now the claim is pending with them for past 2 months post corrections made by employer .

When i visited the clerk concerned .....filings condition is smiilar to what wud have been in 1920's .....papers lying anywhere ...somehow this clerk pulled out the form and says ...it shdu happen in a month ...absurd ....India Govt needs accountability , check and balances and not computers ....all the automation , web based trackers are useless if these clersk dont change ...

Sanjay

Hi Jeanne,

are u the franchisee for this firm .the idea looks good ...BTW who is this firm , have a friend with these skills in navi Mumbai , do they offer only night shifts or 6 hrs work a day etc .

regards
Sanjay

Please keep ur PJ's to urself

I want to question parameters for quantification of qualitative aspects such as employee satisfaction or Morale Improvement .Are there any set benchmarks to authenticate numbers attched to intangibles such as team Work .

regards
Sanjay

Thanks ! Harish ,

Your views complete the globe.


Must appreciate recruiters are the most sought people ....on any network .Most of the intro forward requests i recieve are for recruiters, from Job aspirants ...and not the other way.

having more recruiters around someone gives certain comfort ,very useful connections ...in times of need ...besides keeping a tab on overall key movements/opportunities.

Agreed that Knowledge is two way street ....Some of the finest new ventures are built by 20+ crowed ...may be they have had more clarity/resources/knowledge and energy to drive the ideas thru .


Lastly i am sure many people here may not appreciate "timepass" kind of remarks ..this is not the box playing "balika vadhu".

BTW we are connected on toostep.

regards
Sanjay

Hey Kshitiz and Ram,

Interesting views .First Kshitiz using networks for sharing gyan ..or identifying leads is ok .in fact coolest ways to hook up to decision makers are networks these days .Online Marketplaces are too cluttered and spoilt for choices ....with everyone claiming to be a lead er there , it gets difficult to identify wheat from chaff .

Social networks are a great deal better reason you bump into some common friends/connects and u can always crosscheck references/credibility of the person you are latching on to .

Ram...150 beer friends is way too good provided 85 pay all the time .that was on the lighter side .very interesting inputs ...as you rightly said zillion connections recruiters carry still they fail to get right clicks they desperately need .I Guess reason are networks itself ...as you would see current set of features on linkedin, hr-link and various other forums show you network updates and if soemone with a huge network can put a genuine clip in status or opportunities section without flooding people with all sorts of quotes/anecdotes and vacancies ...people would appreciate referring friends/themselves or their networks to the opportunities posted .

Its not bad to have numbers but how to structure ur network to leverage value out of hard work you have put into building a collosal framework is the key .

With a huge network another problem is not only to manage but build thereon reason if you know 1000 people another 10K people know you and chances are 1000 more would like to connect to ur profile ..may be for their own interests .a typical snowballing effect makes it difficult to manage the roll out .

You may not choose to ignore requests from someone like you who is expanding ....at the same time you dont see any value on adding that new connect.

IMO manitaing 2-3 set of contacts is helpful.

1.SOS Network
2.We Know them
3.Hey There .

You can have your own tools (mailing lists/excels) to manage these relationships .

I am online on 3-4 messengers most of the time and i prioritize contacts on various messengers depending on the set they belong to .

Regards
Sanjay

Great Post , My two cents .....

1.Be Honest if possible else try pose honest .make sure you dont get trapped, i hve observed for sr level hirings interviewers (mostly directors or VP's)take notes on the meeting and they ask similar or contradictory questions in the same meet or next meet ideally to map consistency in ur responses .Be sure you dont sound like a smart jugglar with answers for the Occasion .Consistency is very important across the presentation .

2.Be clear , do confirm about role, teams, plans, expectations and rewards as and when you are asked to put your questions that shows you are chooser and will not fall for any job.that also shows you are meticulous on your carrer plans .

3.You can politely agree to diasgree with the interviewer on certain instances , sitautions or references if asked for your views on

4.Dont panic ....they might put you thru stress situtions ...e.g Dont u think u may not be fitting this role ...someone junior shud be doing that or someone with different skills shud be hired .Remember you are there to pitch ...and make right pitch ....sell on ur strengths and avoid steering the dialogue into wrong lanes.

5.be Positive , be aware on industry trends , general practices/happenings across the domain .Have some knowledge to share with people talking to you ...have references ready if asked to substantiate.

6.Never Oversell , you can end up the meeting with "Great , meeting you ".You may not get your appointment letter the same day .if the role doesnt suit your skills , you may say ..i dont fit in here ...mind it ..."getting job is easy ..retaining that is important ."

Regards
Sanjay