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TAKE CHARGE OF YOUR OWN CAREER

Azim Premji founder, Wipro , at IIT Delhi's Convocation ceremony.


The funny thing about life is that you realise the value of something only when it begins
to leave you. As a hopeful Indian, I look at our country as one which is rich in ethnic and
cultural diversity and one that has an effective, secular democracy which will help us
build an enduring society.
He said,instead of running from challenges, decide to take charge and be a leader as
leadership begins from inside. . It is a small voice that tells you where to go when you
feel lost. If you believe in that voice, you believe in yourself. When it comes to choosing
your careers, you have to take charge of your own destiny. By competing challenges you
can earn your happiness as a rupee earned is of far more value than five found. In fact,
what is gifted or inherited follows the old rule of come easy, go easy. So, nothing will
succeed you like failure. Life is full of challenges you win some and lose some. Must
enjoy your winning but do not let them go to your head because then it will lead to the
path of failure,so learn from your failures. Because nothing fails like success. It includes
two kinds of people- confident and arrogance. Confident people are always open to learn.
Arrogance on the other hand stops learning. It shows that the single most important
quality needed for leadership success was the willingness to learn from any situation.
There has to be a better way of doing everything. Excellence is not a destination but a
journey. One keep on creating and innovating that need inspiration from other disciplines.
Excellence and creativity go hand in hand. And there is a difference between failure and
success. The difference is that the mind comes in between responding and reacting. When
we respond, we evaluate with a calm mind and do whatever is most appropriate. We are
in control of our actions. When we react, we are still doing what the other person wants
us to do. To be calm one need to remain physically active. It will help to deal with stress
in a better way which is increasing everyday. One should never compromise on their core
values as they are the one which provide you stand in a society. They are part of ones
life. To become successful you must play to win. It brings out the best in us and in our
team. With the motive of winning will lead to success but not on the expense of others. It
is about innovating all the time. It is a continuous endeavour to do better than last time.
Whatever you achieve or get must give back something to the society as it is a social
responsibility to minimize the gap between unemployment and poverty. This can only be
done by providing quality education that is accessible by all.

HR PAVES THE WAY


Sanjay Gupta head-group human resources,Questra Technologies,mentally ran through
the agenda of meeting for merger and integration initiative that his company had
undertaken. There are many doubts that warned him about the pitfalls awaiting . the
doubts were like management team did not spend enough time to analyse what would be
in the new integrated entity. Two third people thought that the were not well prepared for
the task. No wonder that the current failure rate of M&A was more than 50%. Its vision
was to be a leading provider of cutting edge communication products and services,
specializing in application and global market. It decided to acquire two companies that is
EMARIN inc- was the leading direct communication provider to the new york stock
exchange. SEQUENCE TECHNOLOGY it has an international footprint in broadband
services. They together had 9500 enterprise customers. The aquisition will increase
economies of scale and scope. It was critical that Questra integrated the cultures of all the
three companies into a cohesive one.
Merger initiative had become a painful task for many managers . It leads to problem for
the HR department. Downsizing and consolidation is a normal feature of merger. thus
several employees resisted to change , they were worrying about their future . this is due
to lack of communication from top level to lower level.Then there is also a problem
regarding the imposition of new policies. Every company wants to protect their own
employees. Questra was aware of this situation.
So they decided how to deal with this situation such as the integration of cultures,
retention and better communication with employees. Human resource mgt had taken
some decisions. They placed all the important players on the radar without losing sight of
their interest or capabilities. For this they planned a meeting in which the top mgt went
through organisation structure to identify the key employees who must be retained. They
made a short list of the employees. They meet them and explained the fundamentals of
the mergers and outline the future process. Open discussions were implemented between
them. They also informed their international employees. Managers were excited about
this acquisition. This will result to employees feeling valued.

The first phase of the merger process had been successfully accomplished. To make
merger successful they capitilased on their strengths , employee selection on the basis of
merit . They also launch a new culture across the company. This will help to tackle the
issues and challenges , employee interaction with each other etc. this will gurantee
employee commitment to the newly merged entity. This analysis helped Questra to
evolved a road map for immediate implementation which included identification of the
best value system emerging from all three cultures.

HR PAVES THE WAY


The article is about the merger which Questra industries went under with Sequence
technology and Emarine Inc.and the HR issues involved. In 2004 Questra technologies
decided to acquire two next generation telecom companies. If however , the M&A was
the result in increasing shareholder value it was imperative for the merged entity to
operate using the knowledge capital, capability and best practices of all three companies.
To do so it was critical that questra intergrated the cultures of all the three companies
into a cohesive one and insure that it retained the key knowledge workers. In the previous
merger questra faced many problems which include employees resistance to change. At
the time of the merger the employees were worried about how the merger will affect their
career . Lack of communication further created worry and anxiety in the employees.
Inevitably employees see the other companies policies as less effective than the policies
currently being followed. So during this merger human resource mgt was given the
highest priority with questra beginning the employee restructuring initiative even before
the announcement of the merger. To ease the transition Questra announced the
nomination of Sanjay Gupta as integration officer. He was aware that any negligence over
the choice of mgt ran the risk of sinking the M&A .in a meeting top mgt team went
through the organisation structure line by line to identify the key employees who must be
retained. When the merger was announced the questra mgt team already had a detailed
list of key employees. The ideology was to get in touch with the employees quickly ,
communicate extensively and tell the employees what you know before they fall prey to
rumours.
The first part of the merger process had been successfully achieved. The company
launched a comprehensive communication program . The questra mgt also realized that
the integration would succeeded more if it was modeled on an inclusive process rather
than an autocratic one. A decision was therefore taken to launch a new culture formation
initiative across the company. Questra industries believe that it was necessary to
harmonise , regularize and communicate about all elements that influence culture. It was
further believed that to avoid the backward looking thinking it is more beneficial to form
new teams with employees from all the three companies. And the basis of the above
rational the questra mgt carried out a detailed analysis of all the three companies.

HR PAVES THE WAY


The article describes how Queastra technology a globally admired next generation
broadband company managed to have a merger with other two companies- sequence
technology and emarin inc. They together had 9500 enterprise customers. The aquasition
will increase economies of scale and scope. It was critical that Questra integrated the
cultures of all the three companies into a cohesive one.
Merger initiative had become a painfull task for many managers . it leads to problem for
the HR department. Downsizing and consolidation is a normal feature of merger. thus
several employees resisted to change , they were worrying about their future . this is due
to lack of communication from top level to lower level.then there is also a problem
regarding the imposition of new policies. Every company wants to protect their own
employees. Questra was aware of this situation.
So they decided how to deal with this situations such as the integration of cultures,
retention and better communication with employees. Human resource mgt had taken
some decisions. They placed all the important players on the radar without losing sight of
their interest or capabilities. For this they planned a meeting in which the top mgt went
through organisation structure to identify the key employees who must be retained. They
made a short list of the employees. They meet them and explained the fundamentals of
the mergers and outline the future process. open discussions were implemented between
them. They also informed their international employees. Managers were excited about
this acquisition. This will result to employees feeling valued.
The first part of the merger process had been successfully achieved. The company
launched a comprehensive communication program . the questra mgt also realized that
the integration would succeeded more if it was modeled on an inclusive process rather
than an autocratic one. A decision was therefore taken to launch a new culture formation
initiative across the company. Questra industries believe that it was necessary to
harmonise , regularize and communicate about all elements that influence culture. It was
further believed that to avoid the backward looking thinking it is more beneficial to form
new teams with employees from all the three companies. And the basis of the above
rational the questra mgt carried out a detailed analysis of all the three companies.

TAKE CHARGE OF YOUR OWN CAREER DESTINY


The article is about the lessons which the youth should keep in mind while deciding for
their career. In all ten points are mentioned in the article which should be kept in mind.
The first lesson is one should take charge of ones career. Leadership begins within. It is a
small voice that tells you where to go when you are lost. The second lesson is that we
only know the value of what we have if we have struggled to earn it. The third lesson is
nothing succesd like failure. Failures are the pillar of success. The important thing is
when you lose do not loose the lesson. The fourth lesson is that nothing fails like success.
Never let success go to the head. There is a difference between confidence and arrogance.
Confident people are open to learn whereas arrogance stops learning. Lesson five stats
that their has to be a better way. There is always a scope for improvement. Excellence is
not a destination but a journey. Excellence and creativity go hand in hand. Lesson sixth is
respond not react. When we respond we evaluate with a calm mind and do what is
required . whereas when we react we are not in control of our actions. Lesson seven stats
that we should remain physically active. Than only you perform better. Lesson eight is
that never compromise on your core values. One should learn to stand for oneself. Its
very important to sets standards and values for oneself. Lesson nine is play to win.
Playing to win inculcates the desire to excel. But it does not mean winning at others cost.
It is about improving oneself every time.the last lesson is give back to society for this
quality education should be given and that too accessible to all.

TAKE CHARGE OF YOUR OWN CAREER DESTINY


The article describes the inspiring lessons which the youth should follow while deciding
for their careers. The article is in the form of an inspiring speech given by AZIM
PREMJI founder WIPRO at IIT DELHI convocation ceremony. The various lessons to
be learned are as follows :take charge . its important to take charge of your own destiny
when it comes to choosing your career. Leadership begins from within. It is a small voice
that tells you where to go when you feel lost. By competing challenges you can earn
your happiness as a rupee earned is of far more value than five found. In fact, what is
gifted or inherited follows the old rule of come easy, go easy. So, nothing will succeed
you like failure. Life is full of challenges you win some and lose some. Must enjoy your
winning but do not let them go to your head because then it will lead to the path of
failure,so learn from your failures. Because nothing fails like success. It includes two
kinds of people- confident and arrogance. Confident people are always open to learn.
Arrogance on the other hand stops learning. It shows that the single most important
quality needed for leadership success was the willingness to learn from any situation.
There has to be a better way of doing everything. Excellence is not a destination but a
journey. One keep on creating and innovating that need inspiration from other disciplines.
Excellence and creativity go hand in hand. And there is a difference between failure and
success. The difference is that the mind comes in between responding and reacting. When
we respond, we evaluate with a calm mind and do whatever is most appropriate. We are
in control of our actions. When we react, we are still doing what the other person wants
us to do. To be calm one need to remain physically active. It will help to deal with stress
in a better way which is increasing everyday. One should never compromise on their core
values as they are the one which provide you stand in a society. They are part of ones
life. To become successful you must play to win. It brings out the best in us and in our
team. With the motive of winning will lead to success but not on the expense of others. It
is about innovating all the time. It is a continuous endeavour to do better than last time.
Whatever you achieve or get must give back something to the society as it is a social
responsibility to minimize the gap between unemployment and poverty. This can only be
done by providing quality education that is accessible by all.

Assignment
Of
Human resource management

SUBMITTED TO:-

SUBMITTED BY:-

MS.CHIRJOT KAUR

HIMANSHI

ASSIGNMENT
ON
HUMAN RESOURCE
MANAGEMENT

SUBMITTED TO:MS.CHIRJPT KAUR

SUBMITTED BY :RUCHIKA DHINGRA

ASSIGNMENT
ON
HUMAN RESOURCE
MANAGEMENT

SUBMITTED TO:MS. CHIRJOT KAUR

SUBMITTED BY:RIDHIMA DHINGRA

ASSIGNMENT
ON
HUMAN RESOURCE
MANAGEMENT

SUBMITTED TO:MS. CHIRJOT KAUR

SUBMITTED BY:CHETAN RAJA BATRA