Opportunity in Adversity ?

Context :

Covid-19 scare: Cautious India Inc asks staff to work from home

Extract :

 Ø  “We have postponed all internal events that required large gatherings and everyone has been advised to adequately leverage technologies such as tele-presence and video conferencing,” said Harshvendra Soin, chief people officer, Tech Mahindra.

Ø  “Young parents can work from home,” said Rajneesh Kumar, senior vice president, Flipkart Group, adding that workers are being encouraged to use videoconferencing tools to interact with colleagues and customers.

Ø  “We are sure that in the current situation, working from within the safe confines of their homes, the efficiency and productivity of our colleagues would increase,” said a representative for Paytm.

Ø  “By asking some employees to not come to office, our goal is to reduce density and risk for everyone else,” said Andrew Macdonald, senior vice president for rides and platform, Uber

Ø  “All employees, including hourly workers, will receive reimbursement toward their home office set-up expenses, and we are working with our vendors to ensure our contractors’ work-from-home needs are met as well,” said a spokesperson for Twitter.

Ø  On Thursday, Coal India allowed its over 300,000 employees to skip biometric attendance and move to a manual attendance register system

===================================================

What is the Opportunity in working from home ?

Ø  Immediate       :     Control spread of Corona Virus

Ø  Medium Term   :
   #  Save man-hours travelling to work / travelling expenses
                               
#  Reduce Traffic congestion

  Save Petrol - Diesel / Reduce import bill for crude oil

#  Reduce pollution
    

Ø  Long Term        :    Create millions of Self – Employed

========================================================

What Governmental Policies are urgently needed to seize this Opportunity ?

Ø  To create millions of Self Employed

           India BPO Promotion Scheme :  [  IBPS  ]  V  2.0…………… [ 11 April 2018 ]

           A NEW ECONOMIC ORDER ? aka " Start Up Act - 2015 "   [ 12 Sept 2015 ]

 

Ø  To reduce traffic congestion / reduce pollution

           Transport : an Integrated Logistic Plan ?                         [ 20 Nov 2018 ]

 

Ø  To “ Export Services “ all over the World – remotely

           Will Holograms beat H1B Visa Ban ?                                [ 31 Jan 2017 ]

           Wormholes Across the World ?                                        [ 03 Mar 2017 ]

           " BACK FACTORY " OF THE WORLD ?                               [ 09 Sept 2015 ]

 

Ø  To skip “Biometric Attendance “

           From BAD to MAD                                                          [ 01 June 2016 ]

 

 

=========================================================

What software APPS can help remote-working from homes ?

 

Ø  Google Drive / Notion / Dropbox Paper / Trello / Evernote / Slack / Google Keep / Basecamp / Zoom / Harvest / G-Suite Apps / Microsoft Teams / Doodle / Noisli

 

    { source > Seven apps that make it much easier to work remotely  }

 

=========================================================

What funds are countries budgeting to boost economy slowing down due to Virus ?

 

Ø  USA ( Federal Budget ) ……………  $    8.3 Billion

Ø  Maryland ( US State   )……………… $  10.0 Billion

Ø  UK ……………………………………………… $  15.0 Billion

Ø  South Korea………………………………… $  13.7 Billion

Ø  Japan …………………………………………. $    9.6 Billion

Ø  Italy ………………………………………………$   8.4 Billion

Ø  Iran ……………………………………………..$    5.0 Billon

 

No doubt, India too can spend a few billion dollars to lift its economy from current ( but temporary ) global downturn – and, most likely it should

 

But simultaneously , we need to undertake above-mentioned STRUCTURAL REFORMS , through appropriate POLICY ANNOUNCEMENTS, in order to permanently lift our economy into a higher orbit, for next 2 decades

 

Best part is :

Implementing these reforms would cost a very small fraction of what other countries are budgeting !

 

========================================================

13  March  2020

hcp@RecruitGuru.com

-------------------------------------

Added on 14 March 2020 :

 

 

==========================================================
Added  on  15  March  2020 :

Managing remote workers? It takes more than the latest apps  

Work-from-home can transform Indian cities  

Slow and Steady ? Way Democracy Works

Context :

House panel with TMC, BSP MPs validates EVMs 

Extract :

The department-related committee……..passed unanimously and placed in the RajyaSabha on Friday, praised EVMs for eliminating invalid votes as well as delays and errors linked to counting of ballot papers

The report said voter verifiable paper audit trail (VVPAT) to the EVM had strengthened the voters’ trust and transparency of the electoral process 

EC experts' panels push for digital voter cards, e-filing of nominations

Extract :

Key recommendations made by nine working groups set up by the Election Commission :

-------------------------------------------------------------------------------------------------

What :

Ø  Digital version of electoral photo identity card  [ e-EPIC to each voter ]

Ø  E-filing of nominations

How   :

Digital Dividend from Demographic Data                                           [ 14 Feb 2019 ]

-----------------------------------------------------------------------------------------------------

What :

Ø  exploring new voting methods

How :

 Block Chain for Voting ?                                                                  [ 11 Mar 2018 ]

-----------------------------------------------------------------------------------------------------

What :

>   Integration of voter registration process with citizen-facing services like Digi-Locker

     And UMANG so that necessary documents , maintained by citizens in Digi-Locker and

      UMANG , may be uploaded / connected easily for the purpose of registration

Ø  a single and simplified form for all voter services like registration , change of address, deletion of names

Ø  online registration of prospective voters at 17 years in schools and colleges

Ø  multiple qualifying dates for voter registration on attaining 18 years of age

How :

I am One , I will become Many                                                          [ 06 Jan 2020 ]

---------------------------------------------------------------------------------------------------

What :

     >   exploring possibility and feasibility of different voting methods that are secure for

           enhanced electoral participation

Ø  remote voting on a secured EC device to be deployed at “ National Polling Stations “

How  :

From “ Lost Votes “ to “ Remote Votes “ ?                                            [ 12 Jan 2020 ]

-------------------------------------------------------------------------------------------------------

What :

     >  a cap on political party expenditure

How  :

Electoral Bonds for Transparency ?                                                         [ 03 Jan 2018 ]

======================================================

It is a matter of satisfaction ( - and, no doubt, a pleasant surprise ! ) that MPs , cutting across party lines , have come forward to support these ELECTORAL REFORMS

With the ELECTION COMMISSION and the SUPREME COURT already urging such reforms for a long time, let us hope , before long , NDA government asks EC to conduct all elections, using Mobile App :

VotesApp  [  18  Dec  2012  ]      

=========================================================

13  Mar  2020

hcp@recruitGuru.com

"Job - Candidate Assessment " made easy

Dear Recruiter In my yesterday's post , I talked about GRAPHICAL PROFILES of a Job-seeker , generated when he submitted his RESUME on ( now de-hosted ) job portal ...www.IndiaRecruiter.net What are these Profiles ? #   Skills Profile ( 3 Main Skills of the Candidate ) #   Project Profile #   Salary Profile #   Tenure Profile #  Career  Profile #   Education Profile What does these profiles tell you about that candidate ?

SKILL PROFILE

The “Skills Profile” is a group of 3 graphs, which specify the top three Skills  for a particular candidate. What each of these graphs shows is the standing of a candidate relative to his co-professionals present in our database. The graphs show the “Raw Score” of a candidate based upon the keywords present in his resume and the “Percentile Score” with respect to other co-professionals. The graphs also show the sample size i.e. the no. of co-professionals with whom the candidate has been compared. The graphs also show the mean, +1 sigma and -1 sigma values which determine the trend followed by 68% of the sample population. If a candidate’s standing falls before -1 sigma line, then it means that he/she holds a very low score and if he/she falls beyond +1 sigma, then it means that he/she lies amongst the cream of the population.

PROJECT EXPOSURE

The “Project Exposure” graph shows the different Projects that the candidate has worked upon, over the years of his academic and professional career. It indicates the no. of projects he/she has completed during a particular period. Plus, it shows the Key skill (technology) that is used for a particular project and the duration taken to successfully complete the project. The table below (“My Projects”) shows the complete details of the Projects that the candidate has worked upon.

SALARY PROFILE

The “Salary Profile” graph shows the relative standing of a candidate amongst his co-professionals with respect to his salary. It is an indication that helps you to determine if the candidate is overpaid or underpaid in his current job. The graph also shows the mean, -1 sigma and +1 sigma values. The table below the graph shows the trend, the candidate’s standing, and the no. of candidates having salary which is less than, equal to and more than the salary of the present candidate. It also shows the total sample population.

TENURE PROFILE

The “Tenure Profile” graph shows the relative standing of a candidate amongst his co-professionals with respect to his tenure. It is an indication that shows how stable a candidate is. It helps you to determine if the candidate is a ‘job jumper’ or a ‘contented cow’. The graph also shows the mean, -1 sigma and +1 sigma values. The table below the graph shows the trend, the candidate’s standing, and the no. of candidates having tenure which is less than, equal to and more than the tenure of the present candidate. It also shows the total sample population.

CAREER PROFILE

The “Career Profile” graph shows the trend that a candidate has followed over the years of his career. It indicates the no. of years he/she has remained at a particular designation level. The graph also have a table which shows the date of generation of the graph, the current age, the age when passed the first degree/diploma, the years taken to pass the second degree/diploma, the age at which the first job started, the years elapsed since first degree / diploma and the total years of experience indicated. You can easily come to know of any ambiguity in the data provided by the candidate by glancing through the table. The number in the 2^nd row and 4^th row should normally match. Similarly, the number in the 5^th row and 6^th row should match. Plus, the sum of the numbers in the 2^nd and 5^th, or 2^nd and 6^th, or 4^th and 5^th, or 4^th and 6^th rows should be equal to the number in the first row    

KARMASCOPE

Skill 1

JAVA

CORE JAVA

UML

SERVLETS

JAVA

HTML

Skill 2

SQLSERVER

SECURITY

DATABASE

Skill 3

VISUALBASIC

CONTROLS

The “KarmaScope” is basically the list of keywords for the three top Skills that the candidate claims to have knowledge about. You can ask questions based on the keywords shown in the KarmaScope.

EDUCATION PROFILE

The “Education Profile” graph shows the trend that a candidate has followed over the years of his academic career. It indicates the no. of years he/she has taken to pass a particular education level. Plus, it shows the degree passed at each level and the no. of years taken to successfully pass the degree.

Unanswered Questions

Dear HR Manager / Headhunter,

You always had many questions to ask candidate during a personal interview. But unless you made meticulous notes on the candidate’s text resume printout beforehand, you tend to forget ( to ask ), quite a few.

And, unfortunately, the text resume itself cannot answer your questions!

Whereas, a “Profiles”, not only raises relevant questions, our graphical / relational presentations, even answers most.

Listed below, are these questions that “Profiles” asks – and answers too!

Career History

• What is his total experience? Does this match with the experience required for our position/vacancy ?

• During this “total experience”, how many jobs has he changed ?

• Does he seem to be a “job-jumper” ?

• Does he seem to have stuck to the same organization for a long time? What could be the reason ?

• Does he seem to have stuck at the same “Designation – Level “ for a long time ? Was he “un-promotable” ?

• He seems to have got very frequent promotions /salary-raise. Does he come through as a “Fast Track”

  Candidate ?

• Given his “Average/Longest/Minimum” tenure with the companies where he worked, how long can we expect him

  to stay with us ?

• He is in his current job for less than a year. Why is he keen to quit within such a short period?

• Is he plateauing ? i.e. rose very rapidly in early years but now seems to have slowed down.

• In terms of the size/turnover/reputation of the companies where he has worked, does he seem to have steadily

  “progressed” ? Are there any reversals ? i.e. leaving a large/organized company to join a small/family owned

   company.

• Has he spent his entire career in one city or is he mobile ?

• Does his “Total Years of Experience” tally with his current age ? If not, does he seem to have “inflated” his

  experience ? Or, he should have got 20 years of experience by now, but graph shows only 12 years ! Has he

  failed to “list” some “unfavorable” tenures ? e.g.: where his services were terminated or where the service was

  “temporary / contractual” ?

• Did any of the companies that he worked for, belong to his father/relative? If so, what was his designation/salary

  during such tenure? Was that commensurate with his qualifications/experience?

• During his career, were there any periods of “self-employment” ? If so, has he listed those in his “Career History”

  section? What factors made him “start / give-up” such self employment ?

Salary

• He seems to have picked-up a huge salary-jump, every time he changed jobs. What kind of salary-increase

   Would he expect us to offer to motivate him to change ? Can we afford ?

  Would that upset a lot of our existing employees and demotivate them ? Would we be upsetting the apple-cart ?

  
• Has his salary kept pace with his rise up the career ladder ? Is his salary lagging behind/ way ahead of a majority

  of his co-professionals ? How does it compare with similar professionals in our organization ?

• What seems to be his “trade-off” between

    a) Salary

    b) Designation Level ?

Would he be prepared to accept

  . Same salary ( his current salary ), if offered a higher / better designation ?

  . Same designation ( his current designation ), if offered a higher salary ?

Academic Inputs

• At what age did he pass

  . SSC

  . HSC

  . Bachelor’s Degree

  . Master’s Degree

Do these seem reasonable ?

• What no. of years did he take to pass

  . Bachelor’s Degree

  . Master’s Degree

Does he seem to have taken longer than stipulated period ? Could he have failed once – or more ?

• Were any of these qualifications obtained through “Correspondence – Course” ? or through “Part-time study” in

  evenings ? If so, for how long ?

• What about the educational institutions/universities that he attended? Are these recognized/reputed/accredited

  institutions?

• Why did he not pursue higher studies in the same institution/university ? Why did he have to go to another

  state/country ?

• Is there an “overlap” between

  . Completion of his education, and

  . Start of his first job ?

If yes, how did he manage that ?

• If there is a substantial “gap” between

  . Completion of his education and

  . Start of his first job

Then, what did he do during that period ?

• He seems to have obtained more than one degree/diploma during the same year. How did he manage that ?

 

Dear HR Manager,

Are there any questions that profiles fail to answer? If so, please send me an email. Who knows, we may manage to develop a better / different profiles that manage to answer your question!

===============================================

A Page from www.IndiaRecruiter.net ( now de-hosted ) dated 16 Nov 2007

https://web.archive.org/web/20080115193004/http://www.indiarecruiter.net/wfrmUnansweredQusestions.aspx