Amcham HR Committee Meeting April 2, 2014, Mumbai
The AMCHAM HR Committee Meeting for the year 2014-15 was held on 2nd April 2014 in Mumbai. Ms. Anuranjita Kumar, Chairman, Amcham HR Committee, chaired the meeting.
Ms. Camille Richardson, Principal Commercial Officer, U.S. Commercial Service, commenced the meeting with her inaugural address on ‘Opportunities to collaborate with the US Consulate’
Mr. Sarab Preet Singh and Ms. Shibani Belwalkar updated the committee members on the activities and events which had taken place since the last meeting and introduced the committee members to the Best Practices Competition which was a part of AMCHAM’s continuous efforts to create a platform to bring together and cross pollinate ideas, thoughts and best practices across various organizations. Five member companies participated in the competition. The details of each presentation are appended below:
Ms. Shibani Belwalkar presented on behalf of LRN. She highlighted the best practices of LRN as under:
- LRN’s Leadership model is based on a flat and self-governing model.
- LRN follows a very unconventional and transparent management approach characterized by their flat and self-governing leadership model and an open and transparent Performance Management system.
- For instance, LRN’s Performance Management system encourages employees to complete their performance appraisal and also invites feedback from their colleagues.
Ms. Prema Patri and Mr. Binu Philip presented on behalf of Microsoft India. They highlighted the following salient features of Microsoft India’s ASPIRE initiative:
- Microsoft India’s ASPIRE initiative incorporates the fundamental belief that ‘personal mastery’ is the path to ‘leadership mastery’.
- The ASPIRE development model is based on the idea that the process of ‘personal mastery’ is a journey of multi-years of: Knowing, Doing, and Being.
- The ASPIRE leader development process hence, aims to embed the process into the business rhythm and is aligned to the various stakeholders.
- The model has three phases of development, namely: Discover Self, Challenge Self and Seek Support.
Ms. Priyanka Choudhary Kumar and Mr. Laksh Sharma were the presenters from Fiserv. They brought forward Fiserv’s leadership development philosophy which aimed at ensuring that the programs meet the dynamism of the new generation leaders. Fiserv represented a good and adaptable conceptual model for leadership development.
The Best Practices of InterraIT were presented by Mr. Manoj Sehgal. Mr. Sehgal highlighted the best practices of InterraIT as under:
- InterraIT focuses on creating a flexible organization so as to utilize the knowledge and skills of each employee most effectively and efficiently.
- Their emphasis is to enhance the collective and individual leadership talents towards owning the future through “Individualized Corporation”.
- Their main motto behind “Individualized Corporation” is to promote “Ownership”.
- The key model used to implement their three-fold practice is C-A-R (Challenge, Achieve, Recognize) cycle.
The leadership model of Owens Corning can be summarized through their philosophy of “Winning with customers and growing with people”. Mr. Abhijeet Jadhav and Mr. Sanjay Rao further highlighted the following salient features of the Owen Corning’s Best Practices as under:
- Owens Corning carries out a Talent Review from a country to the global level, every year.
- Their leadership development model provides a value map, driven by a matrix of level leaders, operational leaders and strategic level developments inputs.
- They run various programs to build leaders for India and global requirements.