(The Blog post
also serves as BACKGROUND to SURVEY–1: IS CHHATTISGARH READY TO BRING HOME
PROFESSIONALS WORKING AWAY?)
It is widely believed
that promotion of innovation and entrepreneurship in knowledge based industries
is important for future prospects of economic development in Chhattisgarh. Efforts are being made to
encourage investments in diverse sectors associated with knowledge based
technologies. However, inadequate availability of trained and skillful
workforce is recognized as one of the key challenges for driving investments in
knowledge intensive industries in the state. One section of subject matter
experts believe that early mover companies will have the privilege of
attracting skillful resources from the state, who are working in reputed
companies at different locations outside their home state. In this way, if
strategically worked out, early movers may have the advantage of having
extremely useful set of human resources comprising of:-
1.
Talented fresh students from local colleges in Chhattisgarh (includes IIM,IIT
- proposed, IIIT
-proposed, NIT, AIIMS, HNLU, BIT,
Central University, IGKV and many other institutes), with
following advantages:-
a)
Flexibility of grooming young talents from
diverse areas to become professionals trained in line with the prospects of
companies and with aspirations of youngsters.
b)
Cost-effective and efficient human resource
management in relatively cheaper and evolving cities of Chhattisgarh; professionals hailing from
the state itself and starting their career in the state have good chances of
long term association with early movers.
c)
Opportunity to capitalize on aspirations of younger
employees to contribute towards multi-dimensional growth and expansion of the
company within the state (for fresh students joining as early employees, this
may translate to quicker rise in organizational ladder).
2.
Experienced but (may be) lesser trained resources
available in local market with following prospects:-
a)
Organizations like CHIPS and CREDA
have been implementing huge projects in knowledge based industries with the
help of private players (under PPP) in the state; the local talent pool is
actively involved in executing the projects in association with private
players; a few of the local talents excel to more competitive places, after
having local work experience.
b)
Local talents (with some experience) can easily
be tapped for doing the nature of job, they are already carrying out, by
providing benefits like superior employee care and superior work culture; they
may also get value addition in terms of carrier growth and in terms of future
career prospects through institutional bonding with a reputed and growing
organization.
c)
Local market professionals have been efficiently
carrying out repetitive, low tech and routine maintenance work in wide variety
of areas (in different projects running in the state). Many of these
professionals do not get an opportunity to exploit their potential due to lack
of an environment for professional growth. Quite a few among them can be groomed
to work on high end technologies and to take higher responsibilities.
d)
Motivated quality professionals with experience
in less knowledge intensive industries may be engaged and encouraged to develop
a different carrier path in emerging knowledge based industries; in many cases,
previous industrial experience in different domains could become a valuable
asset.
3.
Experienced talent pool (from much competitive
and matured market in different locations across the globe), which comes back
from distant locations to their home state will have following prospects:-
a)
Quality human resources are most critical asset
in knowledge based industries. They will be driving the business. They will
enjoy the privilege of setting up new routines and new processes for the new
offices. At the same time in the age of information, they can always remain
connected with much established offices through different medium of
communications.
b)
Natural temptation of professionals for driving
an organization with vigor in a newly evolving ecology (for knowledge based
industries) can be mobilized for business development opportunities (for example
an IT project manager with experience in telecom operations may have
inclination for business development and may like to take the role of Center
Manager of a (say) non-voice BPO and take the challenge of growing the center
leaps and bounds).
c)
Better job satisfaction due to better work-life
balance and better recognition in social arena would be helpful in building
healthy work culture in office.
d)
Opportunity to get closely connected with the
villages in the vicinity of home towns (of the professionals) through
organizational initiatives under CSR or other social initiatives.
A company that
plans for a big investment in Chhattisgarh,
may need to develop detailed understanding about its human resources
requirements, which would require an understanding of the operational dynamics
of the company to minute details with reasonably long term perspective in
consideration.
However, once
the Human Resource requirements are finalized, it would be possible to go ahead
with the strategic planning and execution to mobilize resources; most
appropriate mix of above mentioned three types of resources may be suitably recruited
and assigned responsibilities. At the same time, efforts to promote development
of quality professionals locally would need to be carried out through
synchronized efforts with government agencies, with training institutes and
academic institutions in the state.
Further, it is
expected that the above arrangements may be a possibility for early movers in
knowledge based industries in Chhattisgarh.
Gradually, other competitors may start following the trend to explore
possibilities in Chhattisgarh causing
early mover advantages to start diminishing. By the time this begins to happen,
state should have got matured enough to accommodate expansion of knowledge
based industry. In this process, state will have developed an institutional
infrastructure to nurture and absorb talents locally. In the follow-up to the development
of infrastructural facilities with good supporting institutional facilities for
human excellence in diverse areas, next level evolution would be triggered for
development of an environment, which would be liberal, accommodative and
progressive; where best of the best intellectuals and intellectual communities in
general would love to reside.
In view of the
above, the most critical aspect is bringing back the talent pool working
outside the state to work in the state for initial push to human resource
requirements of the early investors. In this regards, it is mention worthy that
at least for last four decades, Raipur-Bhilai area has prominently figured
among quality education centers (for school level education) in Central India.
Bilaspur and Korba have also been good centers for schooling in the state.
Therefore, Chhattisgarh is assumed to
have been consistently nurturing good talent for quite a long period of time. Thus,
in corporate world, there is an acceptance of the fact that there are
significant numbers of qualified professionals hailing from the state, who are
working at different locations across the globe. But, the widely raised question in this
regards is - Would the professionals from Chhattisgarh,
who are working away from the state be open and passionate to return to the
home state and work? We have tried to conduct a survey for the same, which is
an attempt to develop a broad understanding on the same.
Details of the
survey are elaborated in following blog post:-
References & Links:
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