A satellite view of the Human Resource Organisation

imageRecently, I was questioned about the role of Human Resources function, in a vibrant organisation. This blog relates a satellite view of a balanced human resource function.

The purpose of the HR function is to build an organisation, which delivers the Vision, through a culture based on a defined set of Values. The culture should be one desired by the system, including shareholders, BOD, management, employees and even related business parties.

The Values are chosen after consideration of the Vision, the preferences of the system, and applicability to ethics, morality and environment of the resident society.

HRs purpose is not to create the Vision, but to ensure the capability and culture which delivers it. Once the Values are set, the broad HR roles are:-

A) Recruitment of employees who fit within this Value system. If we ignore ‘the right fit’ and hire willy nilly, we will never deliver the desired culture nor the Vision. Open the gate only to suitable people. So, there has to be a defined profile to hire, which is strictly adhered to.

B) HR ensures employees are dealt with even-handedly. Compensation & Benefits should never be a reason, for an employees failure. This means compensation benchmarking to comparator companies and an agreement on a percentile versus the market. So, if we target mid quadrant, then the company will sit around 50 percentile of compensation levels. If it is the top quadrant, it will be 75 percentile. At 100 percentile, it would be the top payer in the comparator basket.

C) While ensuring day to day functionality through C&B, the strategic work of HR is in Talent & Organisational Development.

Annual evaluation
Developing talent
Developing the organisation
Employer branding

Annual Evaluation

If merit is the culture, then evaluation of employees performance becomes the crux. A fair, well orchestrated and deep rooted evaluation (at least on an annual basis) is an essential. A development plan for each employee will be a subset of this evaluation. Compensation, promotions and career building are the end result of this evaluation. The company Vision, Values and culture will sustain or fail on the back of this process.

Developing talent

The talent recruited is modelled to suit the company culture . HR builds their capacity to ensure delivery of employee potential. This includes initial orientation, creating a development plan (based on annual and a 360 degree evaluation); later, executing that development plan. Development could be on the job, through in-house training, counselling (mentoring) or outside training. Sometimes a short term work assignment could be another method of development.

High potential (HiPo) employees are a special breed and this career development route is popular. Employees assessed with high potential are developed on a fast track. They are visibly treated better. It does not go against the culture of merit, since HiPo are evaluated through a transparent system. Nevertheless, the jury is out on this HiPo system and time will tell if it is successful.

Developing the organisation

Organisational development is built around the tool of engagement. An evaluation tool could be an engagement index or an organisational health report. We gauge the health of the organisation, based on the criterion of values and culture implemented. Structures, level changes, shape of organisation and employee engagement activities are based on these reports. Through these actions the company develops its organisation to achieve its Vision.

Engagement activites are many fold. Sports events; birthday bashes; lunch talks; magazines; employees interactivity; town hall talks; homogenous privileges; management walking corridors for better engagement; an open door/communications policy.

In the end, both company and employee should benefit from this development. It value addition to the organisation and the individual. Even if the individual moves on to another organisation, it is adding value to society.

Employer branding

This is taking a leaf out of our brand knowledge in Marketing. Through HR strategy, positioning, its imagery and execution, we create a visible icon, which then represents the employers brand. It is recognised internally and also externally in industry, public and universities. It becomes the main driver of the encapsulation of our HR culture, strategy and the execution centres around this employer brand. Just as we create brands for consumers, so we create a brand for our people and the world of employment.

D) HR plays business partner for CEO. They are the culture and people pulse for the organisation. HR should be the first to feel any vibration, inform the organisation and take action accordingly. Therefore, be a shadow behind the CEO, stepping into the brain whenever required or appropriate.

E) HR being the owner of culture is also the owner of policies, history, and the purveyor of the company story. It establishes an appreciation and awards culture; institutionalises the history; and celebrates its heroes. Once you achieve this institutionalisation, a company very rarely will disappear. There is just too much foundation for that to happen.

F) Technology and its role is already like an extra skin of HR. A reasonable size organisation just has to use technology for efficiency and ensuring data capture. But it should not de-humanise the face of HR. In the coming decades, with huge digitalisation, cognitive artificial intelligence and 3D printers (robotics), I expect this to be the greatest challenge which HR will face. Maybe the greatest challenge which the human race will face.

* thanking Kanwer Anwer Saeed for his valuable input
** picture is from Dreamstime.com

Cuba, the Final Frontier

imageTo use Star Trek language, imagine Captain Kirk of the Enterprise relating his mission in 21st century Cuba. “This is the story of Cuba, the final frontier, where modern man has never been. Our mission is to enter it, hunt for archaic humans, modernise them and change the culture to modernity. Our goal is to make profits out of that modernity, by bringing consumerism.”

That is the sort of briefing which must have been given in the White House a few weeks ago, as Obama flew across to meet Raul Castro. The first US President to visit since almost ever.

The BBC was recently running a series of pictures from Cuba. It is fascinating. Garish coloured cars from the 1950s, probably shipped across from US, in the days when this was a US backyard. Old men sitting smiling, chewing on their cigar. Old women dancing and younger school children studying in schools, which could well be from early 20th century. This is a place which has no money, an infrastructure which is minimal and whatever is available, is abysmal. There is no consumerism, no malls, no retail giants. The television is archaic and the internet almost non-existent. So, it carries all the pain which poverty brings. But, they seem happy and their lives belong to them. The rat race has not descended on this last bastion of antiquity.

There is a blue print of just such a place. Pre 1975, Hunza, a region in Northern Pakistan, was remote from the world. Some millenia ago, roaming bands of Greek army (invading India) or maybe Albanians or Eurasians, wandered past the Hindu Kush range and entered the Hunza valley in the Karakorum Mountains. They settled there and were remotely administered from the world. When civilisation finally caught up with them in 1975, they found people over a hundred years of age working out in the fields. They were blessedly happy, totally ignorant, healthy (there were no recorded cases of cancer for instance) and lacked stress. They lived long and did not prosper in terms of commerce. Our assessment? Of course they needed to be helped and brought into modern life! It was our mission to do that. Today, they are not as happy, live shorter, catch all the modern diseases and while they have some of modern life’s trappings, are still not prosperous. They have lost a lot and gained little.

My fear is that this is what is going to happen to Cuba also. A place of poverty and happiness, is going to be converted into a modern commerce centre, where no one will be happy and once the worlds great MNCs have taken their share of profits out of it, will be in debt and not prosperous either. Sadly, the final frontier will be conquered, and much that is human will be gone forever. It has been so for successive civilisations, including the Red Indians, Mayans and tribes in Africa. Look what happened to them. Allah forfend!

As a footnote. Mick Jagger and the Rolling Stones visited Cuba to do a free concert in Havana. Chanel and Lagerfeld have held fashion shows, with Paris haute couture on display, along with the stick thin modern models. That is what I mean. They are bringing happiness to the Cubans and will go away with their souls. Cuba, the final frontier! Wish they would let them be as they are.

The Curse of Béla Guttmann

imageI write this not as a superstition, but as an intriguing series of events, which defies logic. Nevertheless, the element of bud-dua exists in our belief system. For the rest, Allah knows best.

As I watched the football match between Benfica and Bayern in the European Champions Cup Quarter-Final, my mind flashed back to when Eusebio was king of Europe and Benfica the best football team in the world. Picked out of Mozambique, based on a chance discussion in a barber shop in Lisbon (about a soccer wonder kid), this 20 year old had made Benfica European Champions in 1961 and then again in 1962. It was no mean achievement, as they had beaten Barcelona and then Real Madrid in those finals.

Béla Guttmann was the manager behind Benfica. Much traveled and besides playing for Hungary, had been in the USA, South America and various European clubs. His history besides being adventurous, was also one of hard nosed independence and eccentricity. He rarely lasted beyond two seasons and was attributed with the quote “The third season is fatal”. After World War II, Europe being short of food, he asked that his managerial compensation be in the shape of fresh vegetables, so that he could feed himself and his family. He also had renowned arguments, which meant he had to move on from his job. He was fired from AC Milan in the mid 50’s despite the Rossoneri leading the Italian Serie A. He also took on Ferenc Puskas, the Captain of the Mighty Magyars of the 50’s and got fired.

So here was a man at the peak of his career. Acknowledged as the main force behind Benfica, he had already mentored Eusebio to greatness (who eventually became Ballon d’Or) and was looking at his last years of management spent at the top of world football. He was however, in his third season at Benfica, and maybe he should have reflected on his own words.

Somethings never change. Guttmann’s history was one of them. Having beaten Real Madrid in the 1962 European Final and Eusebio ending runner up in the Ballon d’Or election, Guttmann approached Benfica for an increase in salary. In todays monied world this is such an obvious move; Benfica would have done well to increase Guttmann’s pay. They chose to refuse and Guttman being who he was, walked. Much regret from everyone, but it seemed not the end of the world. However, as Guttmann left Benfica, legend has it he cursed the club, declaring “Never in a hundred years, will Benfica ever be European champion”. This is what in our words, is called a bud-dua.

I am no one to judge the merits of this curse. But, 54 years on, as Benfica lose to Bayern Munich in another European Champions Quarter-final, they have lost all eight of their subsequent European finals, comprising five European Cup finals (1963, 1965, 1968, 1988, 1990) and three UEFA Cup/Europa League finals (1983, 2013 and 2014). An amazing series of events and a statistic which has intrigued many in football. This course of events is similar to the much spoken “curse of the Bambino” on the Boston Red Sox, which took almost 90 years to break.

Just to show that in Portugal they take this curse very seriously, before the 1990 European Cup final, which was played in Vienna, where Guttmann is buried, Eusébio (Guttmann’s former star player) prayed at Guttmann’s grave for the curse to be broken. As I finish writing, the score ends Bayern 3- Benfica 2. Another year gone.

* picture is from Sportskeeda.com

The evil behind Panama Papers

imageIf you feel low and sick, it is quite all right. You have every right to feel as sick as is possible for a human being. Behind, in the background one can hear the clinking of dollars and the shuffle of thousands of wads of money. If you close your eyes, there is even a slight smell of fresh dollars in the air.

Alas, all this fresh smell of dollars, is really evil being syphoned into off shore bank accounts. Filed away in quiet corners, hidden deep in computer records where the probing eyes cannot reach. At least that is what they thought, till one day by some miraculous leak, it has appeared on the internet. That this is millions of people hiding away their evil in closed files, is the most astonishing thing. This is not some poor person surviving at the bread line. Or middle class people hiding away their pathetic little savings, to bring out on a rainy day. These are people who own mansions, factories, shares, their wives flash 14 ct diamonds and wear flashy clothes at parties. They drive around in Mercedes AMG or come to world wide events in black coloured chauffeur driven Rolls Royce. They buy escorts at twenty thousand dollars a night and wear watches which are worth millions.

They have these things so that they are admired, but behind this facade they hide away filth, like you and I cannot imagine. How can we? We are ordinary people. We have worked hard, earned some bread, shared plenty with family and friends and we do not belong to a Global Elite. We are insignificant and are the 99 plus percent of this world. In this world of so called democracy, we are the ruled. We line up for hours for the privilege to vote for this Global Elite and then we are exploited till the next election. I wish there was some magical settling of earth, which gobbles them all up, so we could start anew.

As for our own bits of local elite. Our PM comes on air and complains about all the wrong done to him. Astonishing. He does not tell us how, so many of him and them, got into these Panama Papers. He just blames others. And the bad part is, you know he will get away with it again. He has been doing that for 35 years. So why not again?

I have just this to say to him and others like him. You are old and soon you will go where there is no coming back. Beware of the hurt of that child whose hand you have bitten. Beware of that mother who cannot feed her children properly in your domain. Beware of the father who has toiled all day to put a couple of pieces of bread on his table. Also beware of the ill who cannot pay for his cure and the old who is getting minuscule pension and struggles to survive. And beware of the collective hurt of your nation. They will never excuse you for these clinky dollars and fresh smelling wads of cash, and you shall pay a price stretching an eternity of pain. You will regret this yet. Our time will come beyond the grave.

*the picture is from inquistr.com

Cruyff the Magician

imageAlmost forty-two years ago, in my first minute of ever watching live football on television, a thin, lose limbed footballer, charged through the West German defence in the first moments of the World Cup Final 1974. Uli Hoeness brought him down at the edge of the penalty area. That Neeskens stepped forward to score the resultant penalty, is at the moment just by the way. The tragedy is that the lose limbed magician, who made the penalty is today gone from among us. History will remember Johan Cruyff as one of the greats of all time and within the period immediately after Pele, the greatest footballer of that era.

The Ajax team of the early seventies were to dominate football for a few years, much as Barcelona has in recent years. Out of them came the style of Total Football, where positions were freely exchanged, quick passing and movement bringing new facets to football. That game was transferred into the style of the Holland team which came to the World Cup 1974, with Rinus Michels as coach. It included at least six of Ajax members and names like Neeskens, Rensenbrink and Johnny Rep were household names. But above all came the name of Johan Cruyff, Ballon d’Or for three years, and in that period the greatest player in the world.

Facing them in the 1974 Final was a West German side, likewise represented mainly by Bayern Munich players. Bayern were the new rising power in football and were to dominate the European Cup for the next few years. The German style of play was structured, methodical and set traditional football in direct conflict with total football. On the day, despite the very early lead for Holland, the Germans came out victorious, by a sheer never say die attitude. The famous hitman Gerd Muller getting the winner. Sadly, while Holland were to go onto another World Cup Final loss to Argentina in 1978, Cruyff was never again to grace this world stage.

Nevertheless, Cruyff’s legacy carried forth through his transfer to Barcelona, who were to win a few titles with him in the mid 70’s. Later, his playing days over, the vision and wisdom came forth as the Manager/Coach of Ajax in the 80’s and Barcelona in the 90’s. Both clubs were to win several titles under him. His legacy is further seen in the same total football philosophy which is carried forward by both clubs and by several others even today. Total football has been absorbed into normal football.

Football today has the stamp of Cruyff’s game in every facet. He was also honoured with the iconic award of European Footballer of the 20th century, in 1999. Today is a sad day. Literally, the imagery (those first few moments of live football) which has driven my passion for football has been removed from this earth. It will now abide on Youtube and other such archives. Many of us will miss the magic of Cruyff.

Something Missing

imageAn early morning chat with an old colleague. He is now abroad and working in a big business, making steady money, saving a bit. His family has settled and while he has old parents in Karachi, they are happy for him also.

What I sensed between the lines was a restlessness; though to be truthful, he had not voiced any discontent. Having been down this road three times, I guess I am more qualified than most to talk about it. Thrice, I had left this land of my birth, with a lot of regret and sadness, but also with a sense of adventure. And over a large tract of years -a decade and a half- I had woken every morning with a sense of ‘something missing’.

So I wrote to this gentleman the following

“I have traveled this journey a few times and know that taking away ones home is a huge displacement in life. Some get over it, some never do. Despite doing this thrice, I always felt my destiny was written in Pakistan.”

His reply was

“You have exactly echoed my emotions, I wonder how you do this everytime with me. My wife and kids are happy, parents are also happy , I have cousins here but still I want to believe and pray that my destiny takes me back to Pakistan where my home is. Remember me in your prayers. Thanks”

In my experience, while the second generation do manage to settle in lands elsewhere, very few of the menfolk who emigrate, quite reconcile to the loss of a sense of belonging, the roots. Rahat Fateh Ali Khan has described this very emotionally in his song “Tere Yaad”. It hits the nail on the head.

What is this “something missing” for most of us? And I hasten to add that there are people who emigrate and never look back. In my writing here, there is no sense of judgement, of any right or wrong. It is just the way it is. There are many people who will always be out of sorts when they emigrate.

This is home. Through my formative years it reached into my brains, subconscious and created imagery, which became a part of me. For me the flashes of cricket, bun kebab, Bundu Khan, Sandspit Beach, friends playing cards, the Eids and the Independence Day, none can be detached from me. It is just part of myself. To take it away is to wrench the heart out of a working body. That is the something missing. You can reconcile and say that was the former me, but I have moved on and now the week of Christmas Holidays is my thing. Or Independence Day July 4th is my day. But rarely, if at all, will it be your thing. It will not quite touch the depth in your heart which creates that sheer joy, reminding one of younger days. Just changing a booklet, from green to blue or red, cannot change decades of programming.

When this happened, I found that my existence while well ordered and physically stable, became mechanical. The heart was not in it. For me it became worse. As the days and years went by, instead of lessening it became more and one day I realised, I was suffering from home-sickness. So there was no answer, but reverse ones step. Think of it as my mental cussedness, that I tried it three times before finally reconciling to it not being good for me. In the end we live life, not to function but to sense it, feel it and live it. In those years abroad, I was not living it. ‘Something missing’ kept popping up in my brain. So, I finally reconciled and decided to stay here. Alhamdulillah! I just pray that this status-quo remains, as I traverse this stage of life, where eventually physical dependence will rule more than emotions.

*Picture is from Dreamstime a free picture site.

How to live Life

imageNowadays, such clever young people, enter the daily operations of this world. The current curriculum in universities is so advanced, I could only dream about this level in my college days. Education has moved along at a smart pace these past decades and today the science of teaching is just phenomenal. Younger people have analytical skills, work smart, have a way of communicating, own a vision, plan their life goals, are articulate, driven and success agents.

Are we then reaching an era of mankind, when we produce the best of the best, see skills maximisation and benefit all mankind? I would say ‘Yes’ in general commercial terms, considering the high amount of wealth which is owned by the young. But does this bode well for humanity as a whole? Sadly the answer would be an emphatic ‘No’.

During my career in the last decade, I have met many school leavers. They show all the competencies, which will make them great deliverers of material success. But, unfortunately, very few are well-rounded humans, which one would desire in future leaders. These young aspiring managers, entrepreneurs, sports people, artists and lawyers all miss basic soft traits of humanity. Education is delivering efficiency and drive, but not people who will be like Martin Luther King, Mandela or Jinnah. Leaders who care and have a larger purpose in life, which goes beyond materialism.

No wonder we have this huge drive in the world, to deliver growth and profits. Everything is measured in commercial terms. Does not matter, what we have destroyed along the way or the necks we have stepped on. Just look around. Stock markets reign and humans are servants to their whims. Presently, with negativity prevailing in China, declining commodities and stress on large banks, every one is jittery and ready to sell off. Our lives revolve around this phenomenon. Just watch television and that is what you hear. CNN! BBC! Fox! Sky! All of them. Is this what we humans have come to be? There are other issues , like the environment is destroyed; mankind stands at the edge of a precipice. There are over a billion people who suffer from malnutrition. Wealth belongs to less than 1% and 99% other humans suffer. There is death, pillage, and family trauma. So many divorces, so many one parent families. But unfortunately, economics is just more important and reigns supreme. Success and power are measured in economic impact. Reality is, we cannot carry our wealth, position or fame to our graves.

Why would this be? How is it that such efficient human machinery is being delivered, yet cannot work for humanity. My analysis is that basic, simple human stuff is not being taught at any level. Inside our homes, the TV and Internet reign supreme. In the institutions, teaching hard-nosed success takes over and playgrounds, (great teaching places) are deserted the world over. We are never taught the things which matter…how time will fly by, we will become old; our positions are temporary, so how to treat present success; how to treat those less fortunate, not to think ourselves superior to others; as we grow old we shall change, how to handle this with grace; how to fail and learn from it; how to smile through the good and bad, to be patient and thankful. All this amounts to simply the art of ‘how to live life’.

When we are not taught all this, in home, in institutions and outside, then we are producing soulless machinery, which thinks efficiency will lead to success. What an absolute failure of the system. Thus, we are, what we are today.

Parents, urgently need to start this ‘tarbiat‘ at home and then demand it from schools. We should shut the TV, computer and cell phone down for several hours every day, so that the old connection and real conversation returns. Also we have to inculcate skills and feelings which need not just deliver commerce. If we shun some of our present day habits and relearn our millennia old values, then very soon, we will reverse our descent into this hell and turn the tide. We will become humans once more, one humanity and one society.

Tabuk, the Litmus Test

imageThe Surah Tawbah starts without Bismillah. And no wonder. Its a part of the Quran, which talks about hypocrisy. The unusual harshness which Allah (swt) displays within the Surah, shows the importance of the subject. Surah Tawbah partially revolves around the Tabuk incident.

The Tabuk expedition, was a march from Medina to Tabuk in 9 AH, against Roman Armies – in the peak of the summer- which led to their dispersal without any battle. It helped consolidate most of Northern Arabia within Islamic rule, thus creating unity which (the year after) led to the freeing of Mecca, and culminating at Yarmuk (some years later) in a decisive opening of the world to Muslims, via the defeat of Heraclius. Hence, it is one of the most important events in Muslim history. Some have called Tabuk a non-event, because no battle took place. The reality is that this is where the wheat separated from the chaff. Tabuk, was the Litmus Test for the people in Medina.

In focussing on the march to Tabuk, the Surah brings out the problem which had bedevilled the Muslims for long. The hypocrites pulled out all the stops to cause dissension pre the march, even to the extent of using a mosque outside Medina, as a meeting centre, to execute their plans. They caused issues and doubts, but due to the high profile participation of all the big figures of Islam, the Prophet (saw) marched with thirty thousand in the peak of the burning summer. Only three Muslims did not participate and even these three felt great guilt and were eventually pardoned by Allah (swt). However, due to the difficulties and the danger of possible battle, the hypocrites opted out and this led to a decisive parting of the ways. The reality had come out of hiding. The hypocrites would hereafter, either be sidelined or become responsible members of Muslim society. This seminal moment has affected us down these fourteen centuries. That all this was accomplished without any battle or lives lost, is an absolute wonder.

The lessons learnt from Surah Tawbah were simple and apply even today.

– you cannot have an ordered society, till people take responsibility.
– sacrifice is required from the good to fulfil this responsibility.
– there is no tolerating evil, otherwise it overwhelms you.
– hypocrisy is the biggest danger to societies.

If you read Ayat 75-77 of Surah Tawbah, it is a reflection of what has happened to us in Pakistan.

75) And among them are those who made a covenant with Allah [saying], “If He should give us from His bounty, we will surely spend in charity, and we will surely be among the righteous.”
76) But when He gave them from His bounty, they were stingy with it and turned away while they refused.
77) So He penalized them with hypocrisy in their hearts until the Day they will meet Him – because they failed Allah in what they promised Him and because they [habitually] used to lie.

We made this country for greater things, based on an aspiration and a promise of goodness. However, somewhere along the way, in the 1950s and 60s we lost our way. Its a collective derailment; we all are responsible. The punishment for that breaking of a promise has been a full doze of hypocrisy and its repercussions. Hypocrisy is taken here in the religious sense; to lie, break promises, betray a trust and argue unjustly.

May we learn from the events of Tabuk and be guided on a rightful path.

The above write up, while based on Surah Tawbah, has used the interpretations applied by Maulanas Maudoodi and Israr.

The Tarang Moment

imageThey show these types of moments in movies. Imagine a man sticking his axe into the ground and out shoots a jet stream of oil. The man is sitting on an oilfield and knows that he has arrived. This is his goldmine. And talking about gold, the famous moment in McKenna’s Gold when they enter the valley of gold. The walls, the floor and even the stream are lined with gold. McKenna, Blind Adam and the whole entourage had also arrived. They were looking at a life changing moment.

Sometime in August 2007, myself and many more Engro Foods people, had this same experience. Lifelong we would know this event as the Tarang Moment. It changed our lives.

In commercial parlance, when you launch a brand you are stepping somewhat into the unknown. If you have done it right, then a lot of research on consumer insights has been completed. The product has been tested in stress conditions and has passed. Its taste profile has been matched and tested with consumers. The packaging and name of the brand has been researched, designed and tested. Through research and our own portfolio strategy, we know the bulls eye positioning and the marketing (both media and activation) campaign has been concept tested and fits the positioning. The distribution strategy has been agreed and we know exactly where and at what price the brand will hit the shelves. Our stock levels have been worked out and the production forecast has matched those, so that there is little danger of shortages.

As they say, all the ducks are in a row, and we are ready for success. So then one wonders why, nine out of ten brand launches fail. Unfortunately, that is the history of the world, so very likely things could go wrong and the launch may not be successful. At best recall (I may have missed a small one here or there), I have lived this routine through forty three launches in my career and many of those brands are not around anymore.

So back to that Tarang Moment. We struggled to get approval from our Board of Directors to launch a tea whitener. It took three attempts. Their query was that a rival brand had failed to make it a success, so why would Engro Foods succeed? When it was finally approved, we were allowed to launch only in six towns. That really set our backs up, and it was considered a challenge to our professionalism. Research showed us that tea was the highest incidence of milk usage in Pakistan and it also showed that in those very homes where this tea was consumed, there was a great demand and connection to ‘filminess’ (the movie world). It was also researched that as yet, no right fit product – enhancing the taste of tea – was on the market. Hence the brand Tarang, portrayed a ‘filmi’ world which was enhanced by ‘Chai ka Sahi Jor’. In all my career, I cannot remember a clearer positioning, which was backed by product attributes and fitted its brand world. We felt we had hit the nail on the head.

The Tarang Moment arrived for each of us at different times. For me it arrived at 8.32 am on August 15, 2007 in R A Bazaar, Lahore. The brand had been launched, but media had not yet broken. I was on a market visit to see how we had distributed the brand. A ‘SEC C’ class store in R A Bazar was my first stop early in the morning. An old woman walked in to buy something. She saw our colourful pack on the shelves and asked the shopkeeper “Ay kya haey? Ay Taranga?”. He said ‘chai bananay kou’. The old lady bought it, nary any advertising, nary support, nary any awareness. Alhamdulillah! I knew we had hit gold. Two weeks later this was further confirmed. With advertising on TV and strong supporting activation, our capacity to supply the product had gone short. What we had expected to achieve in a years time, we got there in fifteen days with maybe five days of TV coverage. When a new filling machine arrived four months later, that also ran out of capacity within another fifteen days. The Tarang Moment may last all of us a lifetime. Its unique in my career and probably unique for all the team involved.

A Driving Test

imageAs part of an elaborate procedure of hiring, corporates test a candidates personality. This is a dive into the inner being, to see hidden personality traits, create a picture and then try to match this personality with the corporates profile. There is a wish, that within this uncertain and complex procedure, some success is achieved in getting the right personality match.

Over the years I have seen this develop into a very complicated exercise, with hours of online questioning. Myself and the Engro Foods Management Committee (MC) went through just such testing sometime ago, to ensure that the next MC member can be tested for fit and thus make it a successful entry.

Over the years, most managers are still left with a nagging feeling. Where are these tests coming from? Who is designing them? How do we know they reach the correct conclusions? These have been designed for other cultures, do they really fit here? Many times it is simply a case of conflict. Reason and intuition is saying something and the tests are saying different things. Who to believe? Personally, my best results have come based on intuition and some judgement, rather than depending on physchometrics. So the jury is still out, on whether this works and the preferred route. Maybe, it should be a combination, but which is the dominant influence on a hiring decision? Psychometrics or a judgement call.

Now this might sound wacky, but bear with me. I have reached a conclusion, that as part of a hiring procedure, candidates who can drive, should be taken on the road and asked to drive for a time period. A Driving Test! Often, I have found, real personality traits are revealed under driving stress. Sometimes, one is really surprised. A mild mannered individual can turn out to be an aggressive, in the face, rude and abusive driver.

So following on from the above train of thought, I have carried this a bit further. While observing people drive, certain traits are revealed. These I have listed below, to show the appropriateness of my recommendation.

A mild mannered driver, under stress, will tend to be a calm manager, little impulse action and much serenity.

A decisive driver will apply similar decisions in a managerial role and will not dither and lose confidence. The reverse will be true for an indecisive driver.

An aggressive and pushy driver, will most likely take the same attitude into his job and also treat others in the same way at work.

Those drivers who follow all the driving rules, will tend to manage by the book and be strong in process and less so in human connect.

A risky driver can tend to risk himself and others in his surrounding. They might well apply similar behaviour at work and can tend towards taking risks which may or may not be appropriate. Similarly, a person who is a safety first and risk-less driver might be a very careful manager, who then will only take safe decisions.

The above is not a catch all list and there must be many other individual facets which could be monitored. These are better looked at by HR experts for appropriateness.

The above might sound way out of the box, but it is my feeling that if proper research and work is done on the above thought, we should be able to go a long way in revealing the personality profile of a candidate and then doing related work to match these traits to our organisational fit.

Something for HR experts and CEOs to chew on, for improvement in the hiring process.

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