Learning from Thane HR group event about learning and development

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After a long time I attended Thane HR Group HR event. Thane HR group is a not for profit HR body for HR professional in and around Thane. Occasionally, multiple times in a year, on a Friday evening they keep learning session which is free of cost. The session lasts for around 2 to 3 hours and enriched with learning. The speakers are well known personality from HR fraternity. This time, the speaker was Dr. Prince Augustin, Mahindra Group. He is  ‎EVP - Group Human Capital & Leadership Development at Mahindra & Mahindra.

This was a great learning session on learning and development initiative and change management. Change management is not an overnight things. It needs lot of efforts and collaborative efforts. It is not easy either. People resist for change and even Mahindra faced it. They faced lobbying from people but succeeded.

Mahindra is a value based and people centric organisation. It is probably India's only debt free organisation with more than 2 lakhs employee in more than 40 countries across the globe. The company's business includes auto sector as a number one utility vehicle makers, farm sector where it has in top position based on volume, financial services as largest NBFC in rural and semi urban area, IT sector as one of the top 5 IT companies in India, Hospitality as largest hospitality company in non US area (Club Mahindra holidays) and as a largest pre-owned car in India. Other diversified area includes defence, B2B, real estate, agribusiness, e-marketplace, retail, construction and industrial equipment, boats and aerospace.

Mahindra & Mahindra was set up as a steel trading company in 1945 in Ludhiana as Mahindra & Mohammed by brothers K.C. Mahindra and J.C. Mahindra and Malik Ghulam Mohammed.After India gained independence and Pakistan was formed, Mohammed emigrated to Pakistan where he became that country's first finance minister. The company changed its name to Mahindra & Mahindra in 1948. It has traveled the journey from being a steel trading company to a multi national purely due to its leadership and vision.

You can find more about it at


Here is the learning from the session

How the change took place since joining of Prince Augustin.
Change management take place gradually when one join an organisation, they should not start changing things. One must scan the organisation environment and carefully roll out the plan.
 In 2003 there was nothing such as learning and development centre, change management centre etc, Till 1 year of joining, Prince did nothing. He Created engineers drive in auto business, created PMS system, used balanced scorecard and set goal for everyone in a month's time He brought 300 top people together  for this drive. Engaging people in change management drive is very important. Then organisation goal  was set , then department goal and finally individual goal. All these were linked together. It  took 2 years to complete the process and roll out. Then talent management council in each business launched in 2005. Participation of top management in such initiative is very important. Mr. Anand Mahindra spends 15 days every year in listening talent management initiative. Anand mahindra and HR discuss rotation. The top management's action also reflect in buying such initiative. This gives a clear message across the organisation. 

After 1945, first time, Mahindra changed its core purpose in 2009 and Mahindra Rise came to existence. Rise is the new brand positioned and company budgeted spending of Rs. 120 crore to redefine the brand and to have common message across all companies of Mahindra group. The rise message evolve around three main pillars i.e. accepting no limits, alternative thinking and driving positive change. It was all about involving,  organisational soul-searching and seeking to unite the Mahindra workforce as a group of unconventional thinkers who create world-class offerings. HR had to play vital role in this. Prince and his team definitely put lot of hard work. He explained this further as 

 The year 2011 to 2014 was very crucial after launch of Mahindra Rise initiative. He had to  revamp the entire hr processed and aligned to the 3 pillars reflected in the Mahindra Rise. He created algorithm to map all the HR processes, need aligned with 3 pillars of Rise initiative. First year was disaster. We need to learn from mistake. When any change initiative taken, there can be issues.  While giving presentation to  Mr.Anand Mahindra, the presentation was not upto the mark. LATER THE HR AND TALENT MANAGEMENT TEAM CORRECTED AND AUTOMATED THE PROCESS INCLUDING SUCCESSION PLANNING. They learned from it and evolved step by step.


How they did it- change management, succession planning, aligning HR processes?
It started with Mahindra Rise initiative. 
You can see all the core principle in House of Mahindra

Image credit: https://image.slidesharecdn.com/makingahappyorganizationfinal-140730125055-phpapp01/95/building-a-happy-organization-39-638.jpg?cb=1406724777


The next was aligning all the business and making all people agree to these core purpose and core values. This happened gradually. 

house of Mahindra- House of Mahindra is part of Rise initiative which is combination of core values: The 5 core values are: good corporate citizenship, professionalism, quality focus, customer first and dignity of the individual + core purpose i.e. accepting no limits, alternate thinking and driving positive change.

You may see detailed explanation in the above image.

To drive this and to make the Rise complete, the next thing required was moving talent across globe and it was not easy. The ultimate goal was that all employee should agree to it and speak the same language of the Rise. They used Kotter's 8 step change model (1. create urgency, 2. form a powerful coalition, 3. create a vision for change, 4. communicate the vision (Rise), 5. remove obstacles (resistance from managers initially and lobbying, different business verticals, different working styles), 6. create short term wins, 7 build on the change 8. anchor the changes in the corporate culture )

To develop the competencies for this, they created Mahindra University and LMS module. They integrated it with coursera MOOC. They worked on competencies and framework. They made people accountable. Mahindra never force for any of the training program to any employee, it is they who need to take it voluntarily. However, they are made accountable. Since they have chosen a program, they have to finish it. Otherwise it impacts them. He explained further about initiative of Mahindra Leadership University. 

Mahindra leadership university focuses on group aspiration + Mahindra Leadership University role + Mahindra Leadership University (MLU) objective. MLU has governing council and its chairman is Mr Anand Mahindra. Group presidents are governing member. Academy develops content and talent management is managed by business. Anybody can develop content but has to be delivered by academy only. No force to attend any program as stated,, it is upto employee's. There .is e learning program but there is consequences if you enrol but do not complete.

Acceleration framework of MLU = Prince explained about it and it was quite interesting. learning framework was coded as yellow, green and son on. When green is compeed yellow 50% red is not started done. The framework is copyrighted. and not available in public domain. An individual's competency and role in the organisation is decided on the basis of this.

Role matrices at Mahindra
Mahindra's leadership has 7 competencies: strategic business orientation leadership through sustainability customer focus, innovation led transformation, leveraging human capital, result orientation with execution excellence , weaving passion and energy at work.
You need to be collaborative in order to sustain in Mahindra environment

How many training program an organisation should have?
He explained that any organisation need only 5 to 6 training program at a time but to show we are busy, we have 30+ program which is not required. To do away with too many unwanted training programs algorithm is used. Mahindra HR does not involve any consulting form to design learning and development program (and it was interesting to know)
Doing training need is most difficult thing. Mahindra does not have any training need analysis. Designing product is an art. They used Bloom taxonomy for instructional design. It has 7 level :understand apply should be able to practice, analyse should be analyse to behavior strength and practices and last level is create you should be able to create difference. Mahindra trains people in instructional design otherwise development does not take place and program lose value.

About Conceptual framework of Mahindra
1. Leadership pipeline model there is a global program fot leadership development . HiPos and yellow HiPos (in pipeline) solid citizen , PIP. Mahindra does not label people. They are classified as 1,2,3,4 and 5. People migrate in this label constantly. They learned from failures and developed module.



image: Bloom's taxonomy for instructional design. 


What next
After instructional design, implementation, Kirkpatrick's level of measuring effectiveness is used. It has essence such as line managers should be able to understand, should be able to run. Reaction based and evidence based. 1. Reaction 2. Level 2 learning level 3

Flagship program of Mahindra for leadership development
Mahindra has integrated with MOOC programs with Coursera and also creating e based module for knowledge based program. Skill based and talent based program

Before going to managerial level a person is screened on yellow
People attend training according to band. It has also tied up with University of michigan for global management development program. This is usually meant for those with 10 to 15 years experience. the Chairman and senior leaders attend this in Nashik. Retired senior people are involved in the assessment and teaching at leadership centre. Global Management Development Program has element of 7 days in singapore, USA and India each and the participants learn from global organisations about their practices.
Future leaders program are not like MBA focussed on future of business and incubation 2 modules covered there and a break of period of 3 years. People have gone through this program have to grow. It is part of strategic talent management program

Under this 30 people group to be subdivided into group of 10 each they will go to different companies in US and then come back. they will assimilate the learning.

Reflective conversation: certification is given to the participants. 3 months intervention based on appreciative inquiry. Appreciative inquiry is the process. For RC there is an ecosystem. This is towards becoming top 50 companies goal. ACC certification from ICF is given to the participants.

There is a GMC. They are brought from top B school and it is part of the infusing leaders from external.

Result
Aon hewitt ranked Mahindra and Mahindra no 10 in global compaies in leaders list (you may read about it and Mr. Anand Mahindra's interview for more insight) http://www.aon.com/india/attachments/Talent-scape-Volume1%20Issue%202.pdf only 3 Indian companies figured in the list. This result of process of last 10 years.

Mahindra's philosophy also reflects in the business decision they make. Prince explained when Satyam was a negative company full of litigation, Mr. Mahindra spoke to the client globally. Whatever scam Raju did in Satyam, it was a customer centric company and 50000 people working there had no fault. Thus, he decided to buy Satyam a company nobody wanted to take- with negative value and lot of litigation. Now, the same company Tech Mahindra is among the top 5 IT company in India. It's all about value, leadership and business which turns a sick company into profit making.

Leadership philosophy. You may not succeed in everything you do. If you failed need to think why did not work. A leaders should be able to use both brains (left and right). Mahindra uses harrisson assessment also use firo B. and Mahindra 360 degree for competency mapping.
A leader should have mindfulness, multiplier , whole brain thinker + trust creator + manage failure


Where Mahindra and Mahindra lacked

In its candid acceptance Prince said "We created diversity council, had vision, idea, framework and focussed in the area however it still could not work for diversity for LGBT community but definitely this will be achieved one. He praised Godrej for excellent culture of inclusiveness for LGBT community.


Future ahead
Mahindra and Mahindra does leadership brand at workplace level. Participated in Great Place to Work,in Hewitt survey where participation by top leaders visible.
Another aspiration is to be top 25 companies in leadersh grooming byp 2021
The company's result talks, 5000 invested 25 years has beco,e 30 to 40 Lakhs. Senior leaders are wealthiest and their wealth has grown 80 times through ESOP.


Conclusion: It was an excellent session. I could feel the experience of Mahindra value. Even after 4 years of buying my bike, Mahindra Centuro, I get excellent support. My friend has a Honda bike and every time the service centre loot him in pretext of this and that whereas on a single email, Mahindra take cares of everything. I was so happy to recruit people for Mahindra (that time Intertrade, I guess HR was Nora Bhatia- not in touch now) and was so happy to see the process, professionalism and people's interest to join the company. The session was very good. In 2 hours, Prince covered so many topics and gave lot of insight. Few takeaways are: It's leadership, value and the way leadership shows interest in those what defines success of an organisation. Change management is not an easy task even the best organisation face challenge. They took almost 15 years to manage the change and it is still a continuous process. Often, Prince referred his team members during presentation and again he showed the value of Mahindra and Mahindra i.e. including everyone, being participative.

Govind
Mumbai
February 29, 2017

Doing PhD from University of Mumbai and PET 2017



Hello Friends,

Thank you for being part of the whatsapp group PET 2017 

I have written a detailed blog article about pursuing PhD in India and with special focus on working people. Please go through them also



PhD is a rigorous research program and one has to really earn it. There are several steps and each university has their own process. 

Here, I will explain about process in Mumbai University.

First of all you need to apply for PhD Entrance Test also known as PET. The registration process is very easy. You need to visit online link, apply and then appear for entrance exam. Please note the last date is 30th April and link will automatically close by 6 PM. So apply before the deadline.

Hall ticket will be available from 3rd May 2017 and entrance exam will be held on 6th May 2017 between 2 PM to 5 PM

I know the time is very short and need to prepare a lot. Let us go one by one

Who can pursue PhD from University of Mumbai and other universities?
You should have completed your masters degree in the respective subject with minimum 55% marks without any round off if you are from open category and 50% if you are an SC, ST and OBC. 
If you do not have a PG degree, but a PG Diploma, please note that you are eligible only if it is approved as equivalent to a masters degree by Association of Indian Universities. 

Where to apply for entrance examination?
Please click on following link and apply

Also visit following link related to PET 2017 of Mumbai University

Fill the data and submit. Please keep your details ready and ensure you have filled all the spellings correctly. 

So, if I have applied for PET and clears it, does it mean I have secured the seat?
No, unfortunately no. Mumbai University is very bad in terms of administration. PET is a first step 
Everyone who appears for PET and secures minimum 50% marks in PET entrance tests are assumed to have cleared the PET and the nightmare starts here. It means if 10000 people apply for PET, if all of them scores above 50%, they have cleared PET. 
Once you get your PET scorecard stating qualified, you have to search for colleges where you can apply for PhD. 
You need to prepare following
1.  Decide your research topic
2. Make your research proposal, check if it in standard format and such research has not been done before. You have clearly made it as per the standard of research methodology. Keep the copies ready. 
3. Search the college who offers PhD in your area of interest.
4. In order to get selected, apply to at least 10 colleges. 
Please do not think that a top rated college is very efficient. My experience is, even so called top institute like JBIMS is very bad in handling PET query. 
There is no fixed date when a college announce admission for PhD, so need to constantly monitor when they publish news.

Seats are very limited. Usually, each college (Where PhD is allowed) has around 5 to 10 seats and there is still competition. 

Next process:
The college where you have applied will call you for viva and interview and they will ask questions. Accordingly, they will allot seat. 

You may get more details from:


How will I get list of Mumbai University colleges where PhD is offered , no of PhD seat and other details?
Please click following link:

I am a graduate and then I have done my CA/ CS/ CMA, am I eligible for PhD?
Yes, you are eligible

I have done my MBA/ PG from distance learning mode/ part time mode. Am I eligible?
If you have done it from a recognized state and central university, you are eligible. 

I have done my Pg in a subject but want to do PhD in a different discipline, possible?
Yes, possible in some cases, you may give additional aptitude test and apply but chances are very low for selection as there is lot of competition. 

I am working and cannot do a full time PhD, is it possible?
PhD is a full time course but that does not mean you need to visit campus whole day as a college lecture. You need to remain in touch with your guide, need to submit progress on time. However, if you cannot visit your guide at least twice in a week for initial 6 months, it is advisable not to pursue PhD.

What is the fee for PhD in Mumbai University?
The fee is nominal. It is from around 13000 per annum to 65000 per annum. Depends from college to college. 


What is the syllabus for PhD Entrance Test (PET) 2017 of Mumbai University?
Unfortunately, they have not elaborated it. As per the circular, it is as per PG syllabus of University and it is vast.
There are 2 section of PET
1. Your Specialisation
2. Research Methodology

The question papers are in multiple choice format. Management was difficult, law is comparatively easier. Here is the link to see old question papers.

Commerce and Management old PET question paper


Molecular Biology

Mathematics

Computer Science

I am not from Mumbai. What is the chances of getting selected?
Very difficult. Candidates / students staying within 200 Kms of Mumbai will get more preference and as you know, seats are limited. 

We will discuss about research methodology , research proposal writing and further preparation on whatsapp group. 

Let me know if you have any questions

in next article, I will publish about Shivaji University's PET

Govind
Mumbai
April 26, 2017

Ten rules of impactful and meaningful leadership







Hello Friends,

I have written previously about MOOC (Massive Open Online Course) and enroll in many of them. However, my work schedule did not allow me to complete most of them. I found most of them very useful. I have deep interest in social entrepreneurship and wanted to take my learning to next level. Thus, I enrolled for various program offered by Barkley Haas in collaboration with Philanthropy University (actually it is not a university). 
The good news is, this program is free of cost now. 
The bad news is, from next session, this program is going to be paid one. 
So, I thought not to miss this and complete the course. One of the program for which I enrolled is: Leadership- Ten rules for impact and meaning. I am enjoying its each content. 
So, I thought to make a summary of learning and linking this with my own corporate and social experience. 

The three interconnected principles:

1. Be a giver: As a leader, we should be a giver. Giving brings lot of love and happiness. It is all  about giving your time, giving your resources, love and so on. I have a friend, a friend for life who truly believer of this principle. I have seen him giving whatever he has, without thinking even he need those things and what I saw that he is a very successful entrepreneur today. 

2, Be an earner: We can give when we earn. Earning is not just about earning money and wealth. It is all about earning knowledge, earning respect, wealth, partnership and fame. We need to earn them through your positive and affirmative actions. 

3. Be sustainable: Sustainability is all about taking care of your all the stakeholders.It focuses on them and ensure that nobody lose their legal and natural rights. Be it our planet, our family, our friends, our investors and it is a holistic approach. 

When you start an enterprise or  business, think about all these. Like we have planned to start Samvad foundation and NAME foundation. both of them exist for two different reason. Samvad focuses on better governance and people's right through advocacy as its giving activities. It also has to sustain, thats why it is going to start lot of capacity building program, support and training to earn revenue. While doing so, it will ensure that all the stakeholders are taken care of. for more information, please visit www.samvadfoundation.org
NAME foundation is more focus on livelihood intervention and building brand for name community. You may visit its ad hoc website namefoundation.strikingly.com to know more. 


The ten rules are as follows:

1. I aim, therefore I am: Decide your aim, what is our end goal of whatever we are doing. If we do not have end goal in mind, we cannot link our purpose of existence.

2. Design organically: Do not put lot of control in your organisation's structure. Many time, organisation feel that by putting lot of control, they can enhance productivity. That never happens. Better, you tell them what do you expect from them end of the day, end of the week, end of the month and end of the year and let them do whatever they want to do.

3. Have people with required skill: We should surround ourselves with those whose skills and gifts will enhance our own performance. Do not bother about cost, do not feel insecure if your team member has better skill. That is bound to happen. I know an HR leader who was very strong in interpersonal skill, very good in team handling but wasn't strong in payroll and compliance. She gave her team member free hand to move around. She never felt insecure. That should be a leadership spirit.

4. Collaborate to accelerate: Remember, we cannot do everything by our own and we are not master of everything. So have competent team to handle the task and collaborate.

5. Common shared values and goal: It is good to have a goal, but it is very important to have a common goal and a common agenda. We, our team members and different stakeholders should be in same page, in same understanding to create win win situations and as a leader, it is our responsibility to pass the communication..

6. Make stakeholders delighted: Our employee, our customers, people around us, our society, our government and everyone who has direct or indirect relationship is our stakeholders. A leader must have ability to take care of all stakeholders and make them delighted. We must ensure and measure how our each action has positive impact on them.

7. Take risk: No risk no gain is mantra. Those who are hiding in their safer cocoon never grow. We have seen many time generation after generation running same provision store, no change in that, no expansion and many such thing. We have seen people working in the same designation and same salary or with very slow monetary and role growth and not changing organisation, why? Because they have developed the comfort zone. I met at least 2 area managers in a FMCG retail organisation. They are with the same organisation for almost 20 years. Same role and drawing half of the salary compared to their counterpart. When I asked them if you are not growing why are you not leaving the job. Their answer was safety. Even if they do not perform for 1 or 2 quarter, this organisation is not going to throw them out. With such mentality, neither they are growing nor their organisation. In other hand, I have a very close friend. I had placed him for a well paid job almost a decade back. He left the job within 3 months and started his own venture. Today, his organisation has turnover of 3.5 million Rs much higher than what he could earn in the job, Life and leadership is all about risk taking. Higher the risk, greater the success.

8. Execution: A good leader is not only a good planner, rather a good executor too. Mere planning does not help. Even the best strategies will fail if they are not properly executed. Share your story shows how your success can be accelerated when audiences embrace your stories of struggle and achievement. In order to ensure our strategies are effective, we have rule number eight, exceptional execution. Exceptional execution can be defined in four words, what, how, who, and when.

9. Amplify: A good leader is an amplifier. He plan, he strategies, he execute and show way to the world. You may be a good planner, but you also need to be a good executor. You also need to be an amplifier. You should be able to tell the people how you achieved this and you may able to show the world. Arunachalam Muruganatham is such an example. He was a poor guy. When he saw that his wife is using clothes as they could not afford a sanitary pad, he decided to make a sanitary pad. He experimented, he failed. People told him insane, his wife abandoned him but he did not give up. Finally he succeeded to make affordable sanitary pad, scaled it up and now many state government in India has adopted his model and he is sharing it, amplifying it. He exemplify a true leadership quality.

10. A good leader is a good resource mobiliser : a leader must be able to drive ideas, expertise, community, events, and crowds to the traditional measurement of value. It is all about taking other along with you.

Thats all for today. If you are interested for this course, enroll now before it gets over.
Click following link for MOOC on leadership from Barkley Haas.

https://philanthropyuniversity.novoed.com/leadership-2017-1/home

Following are the quote from the course video

If it's not right, don't do it; if it's not true, don't say it. --Marcus Aurelius One person with passion is better than forty people merely interested. --E. M. Forster Respect for ourselves guides our morals; respect for others guides our manners. --Laurence Sterne Advance and never halt, for advancing is perfect. --Khalil Gibran Alone we can do so little; together we can do so much. --Helen Keller

My view on celebrating women's day



Hi,

Following is article, an excerpts from essay presented by my sister in Maratha Prasarak Mandal's college of nursing, Nasik

What is women's empowerment?
We talk a lot about women empowerment and every year as we are close to 8th march, as a ritual, we make posters, we organizer some event, we send lot of whatsapp message and looks everyone loves all women. Some organizes women bike rally, some organize cycle rally, some talks about freedom to dress or freedom to marry and suddenly we see everyone becoming a women’s specialist or a women sympethiser and so on.

For me, women’s empowerment is nothing more than a buzzword and a hypocrisy people have. We do not need a day for their empowerment, do we?  What is women empowerment and what are the parameters? My view is, it is neither so called “career oriented women”, “let them chose career”, “let them have life partner of their choice”, “let them have right to smoke”, “let them have right to drink”, “let them have right to wear what they want or not” it is far beyond that. We see a new drama where someone wants to enter a temple, wants to enter in a dargah and want to be a “leader” of women empowerment. 

My question is, will a woman be empowered by just entering in a temple or dargah? How?

In a very simple term, the women empowerment is all about to let them do what is right, to let them have the treatment they deserve. Men and women both are never same and they cannot be and please, for women’s sake, never ask for same either. There is definitely differences that’s why we have men and women in this world. They both have distinctive role to play and please stop comparing. 


I read a story shared by Margaret Alva which was part of my school curriculum. In Nagaland, a woman was walking with baby on back and woods on head and a man was walking behind with a stick. When she asked why is he without any load and woman has baby as well as those woods. The man’s answer was because he wants to protect the woman in case if any unforeseen happens. What a shame! Definitely the man could carry at least the wood and still could protect her if required. Giving protection is not empowerment, but making women competent to protect themselves is empowerment.

My own experience of a true women's empowerment. 
I would like to share a real life story of women empowerment, related to my life only.
We were from a poor agrarian family. My mother knew well that if she does not take a step, we will have to live life of a poor forever and she could predict the future well. She barely had been to school as she had to take care of younger siblings and kids of her elder sisters but she can read and write Hindi and Sanskrit well so the mother tongue.  Realising this, soon  after marriage, she pushed our father to migrate to Mumbai and find an alternate source of income and managed agricultural and farming work back home single handedly. As usual, Hindu culture is not so kind on a woman staying without her husband and she faced criticism from home and outside home. She did not care never begged for thar. She continued what she had determined. Soon, she informed that she is coming to Mumbai and without further waiting for approval from my father, she just  picked us (4 of us) , took our grandpa alongwith and traveled almost 2000 kms to reach Mumbai. She had never traveled even a 200 kms distance in her life.  My father was shocked but was helpless. Soon, we were in Bhiwandi. She worked with my father in textile office in quality check and both started earning. Soon, from 1 room kitchen rented apartment, we moved to 2 RK and then 2 BHK rented and as determined, she ensured all of us get basic required education. Nobody in our entire past generation had been to school but my sister became a science graduate, working in ICICI bank, my brother is an MBA from prestigious Pondicherry University and also an MBA from NMIMS, India’s top 10 B school also a law graduate from Mumbai University.

That’s one part of the story.
She knew we will never earn enough by just doing job, so she pushed my father to start business and he started third party manufacturing unit of textile in Bhiwandi. She never sat idle. She left job within 5 years of coming in Mumbai and started selling saree. She thought to learn yog and did it and also completed her yog instructor’s certification. She has deep interest in Ayurved and she studied lot of book related too. She wished to learn four wheeler driving and a year back, got her driving license too. (none of us have 4 wheeler license yet and she first in our family to do so and she also forced my father to do so). She has traveled from Mumbai to Dwarka, Surat to Jamnagar, Mumbai to delhi, Haridwar, Mathura, Bangalore, Varanasi, Patna, Tirupati and length and breadth of the country. Even we haven’t traveled so far in our life (and being attached to traditional belief, my father not liked it always and she damn care about it. For her, when she is not doing anything wrong, why should she care about world and their thinking). Now, still she is impatient. She wanted to learn English and she did it. She just started reading English and fairly read it. She wants to start something in rural tourism and I am sure she will try this too. When she watch news, she can analyse the content, she can easily tell why people are being bhakt and how these bhakts are coined by baba and politician (and I realized, for this you do not need a degree, a tag of being “educated”).

Who played role of empowerer here? 
Who asked her to do it? Was it my father, were we? To whom she empowered- to herself or to our father or to all of us? I guess you can guess what I want to say. Empower comes from within. It is neither about being in live in relationship, even not wearing cloth are kissing publicly or publicly display of affection or entering a temple. It is being yourself, it is protecting yourself, it is balancing and playing your role the best way you can do.

Look at the history, what a great society we have Aditi (credited to give birth to God and earth) Shakuntala, Sita. Damyanti everyone had right to chose with whom they wanted to marry. Kunti has illegitimate son Karna, still society accepted her and gave respectful position. Kaikeyi fought war along with dashrath. Women were trained in warfare. Girl’s vagina are worshipped as “garbh” of mother goddess. It was there. What has changed is, we lost our own self estimation. Today, along with men, women also exploit. How many women really ready to give punishment to their son and other male relative if they rape a girl? Who buys girls in brothel ? How many female doctors ensure they won’t do C section surgery for money? (I haven’t found a single in my career) and then what the hell women empowerment we are talking?

 As a men, we need to start giving due respect to them which was there from vedic age. We need to stop treating them as a liability. I must share the in some part of Rajasthan, there is already scarcity of the girl and now bridegroom pays dowry not the girl. We need to stop labelling them.Before marrying, see the compatibility and what exactly you want. Do not cry later. 

advice for women

Plan your life, plan your career and decide yourself what is right for you. Be a true human. Believe me, you do not need anybody to empower you. Do not expect somebody to come as warrior to help you and support you. Empowerment comes from within. You need to realise your potential and you need to believe in yourself. 

All the best, every day is a woman's day. 

Govind
Mumbai
March 08, 2016

Part time Diploma and MBA in social entrepreneurship from NMIMS admission open for 2017



Hello Friends,
NMIMS University has opened admission for MBA (part time) in social entrepreneurship and Diploma in Social Entrepreneurship. I had written article about it last year too, and reposting it with few changes. 

I am writing about this course due to few reason as follows:

1. I have enrolled for the course and currently pursuing it.
2. There is a need for quality Management education.
3. There is need for more social entrepreneurship and the stigma attached to word "social" as not for profit, poor need to revisit. 
4. My experience so far had been really good. This course gave me an opportunity to make friends, understand human behaviour, how highly competitive people (surprisingly, people working in the corporate and even at senior level so obsessed with the mark that they forget the basic essence of leadership- nurturing those who are not capable and capacity building) and many things. 
5. It shrapens your presentation skills.
6. It build your capacity specially in terms of report writing, analytical thinking and exploring lot of the corporate world and social sector. 


What is social entrepreneurship?
Social entrepreneurship is the attempt to draw upon business techniques to find solutions to social problems. This concept may be applied to a variety of organizations with different sizes, aims, and beliefs. We know, there are many social issues/ problems we face on day to day basis. If you are planning a business around these problems, then definitely you can help people and earn profit too. Social entrepreneurs are individuals with innovative solutions to society’s most pressing social problems. They are ambitious and persistent, tackling major social issues and offering new ideas for wide-scale change.

Rather than leaving societal needs to the government or business sectors, social entrepreneurs find what is not working and solve the problem by changing the system, spreading the solution, and persuading entire societies to move in different directions.

Social entrepreneurs often seem to be possessed by their ideas, committing their lives to changing the direction of their field. They are visionaries, but also realists, and are ultimately concerned with the practical implementation of their vision above all else.



What are few example of social business/ social enterprises?
1. Mirakle Courier
2. Vatsalya Healthcare
3. MILAAP- online fund raising platform
4. Earthen life
5. Akanksha Foundation
6. OSCAR foundation (product of NMIMS MBA SE student)
7. Sulabh International
8. DesiCrew
9. M.Pani
10. Dream Catchers Foundation
11. KISS (Kalinga Institute of Social Science)- Dr. Achyuta Samanta refer http://blog.simplycareer.net/2015/10/kiitandkissanddrachyutasamanta.html
and yes, two of my classmates re-launching their dream project Math Revolution- you need to wait more. They have made through chancellor's challenge. Even my group had proposed Saksham a capacity building and support initiative for NGOs but we could not get through the first round of challenge. 


Why "Social" Entrepreneur?


Just as entrepreneurs change the face of business, social entrepreneurs act as the change agents for society, seizing opportunities others miss to improve systems, invent new approaches, and create solutions to change society for the better. While a business entrepreneur might create entirely new industries, a social entrepreneur develops innovative solutions to social problems and then implements them on a large scale.

Which institutes in India offers MBA Social Entrepreneurship programmes?
1. Tata Institute of Social Science- MA Social Entrepreneurship 2 years full time.
2. PG Diploma (18 months) in Development Studies (not an MBA) from SP Jain, Mumbai
3.  Master of Social Entrepreneurship, Deshpande Foundation, Hubli (2 years, residential, full time)
4. IGNOU MBA Social Entrepreneurship (Distance)
5. Diploma in social entrepreneurship (10 months) and MBA (Social Entrepreneu


Why Diploma and MBA Social Entrepreneurship from NMIMS is a good option?
NMIMS is among the top 10 B schools in India. It has reputation. The MBA programme is recognized by AICTE. Its MBA and not a diploma programme thus, you are also eligible for higher studies in India and abroad. The fee is highly subsidised and competitive. Other executive MBA programme of NMIMS costs around 4.5 lakhs, whereas MBA in SE costs around 1 lakhs  (please reconfirm fee with the university). 

What is the eligibility criteria?
for Diploma, its graduation and for MBA SE, it is graduation + minimum 2 years experience in the social sector such as social organisation, NGO, executives working in the CSR department of the corporate.The good thing is, from this year, anyone with corporate experience (even experience from non CSR background) can apply. 

How is the quality of the curriculum?
Well, my experience is, few subjects are just like other MBA programme, too theoretical, but few subjects such as oral communication, written communication, Group and organisational dynamics, social engineering and project management, financial accounting etc. are very good and adds value. I have seen excellent transformation in one of my batch mate. It also depends on you as a learner. Few of my best experience had been with seminar paper presentation, statistical analysis, research methodology, performance management, communication, training and development, CSR, Social Engineering and Project Management, Micro Economics, macro economics, Legal Environment of organisation, guest lectures and micro finance. You really get lot of insight. 

How students are evaluated?
It is same as other executive MBA and full time MBA programmes of NMIMS. It has components like quiz, individual assignment including presentation, group presentation, mid term test and term end exam.

How is the course structure?
Each course is divided as trimester. There are total 7 trimester in 2 years programme. 

How hectic is the course?
Its really hectic, take everything out of you and make you a polished individual. Apart from class, you have to spend lot of time on reading, collecting information, working in group etc. For 2 years you really have to sacrifice your personal life and luxury. 

How is the faculty?
Mix. few are with corporate experience. Dr. Meen Galiara is really good and you learn a lot from her. Mine best learning was while writing project proposal for funding. Same experience I had with Prof. Subroto Chatterjee for micro economics and macro economics, Ananya Prabhavalkar during financial accounting, Prof. Simi Vij (excellent trainer and mentor I must say). They also organise visiting faculty from the industry, which provides industrial insight. I had good experience from Tata, Masoom etc. Luckily, for my research paper I got Prof. Subroto Chatterjee as a guide. It has sharpen my skills and I knew actually research is. 

Do they provide placement?
No, NMIMS does not provide placement support for part time MBA, but you really find it useful as you learn team management skills, presentation skills, entrepreneurship, some reality of entrepreneurship, network in the corporate. I am the only HR and from the corporate (other than social sector) in this batch. We have people from Axis Bank foundation, Kotak education foundation, entrepreneur like Ash from math revolution etc. 

What is the no of seats available and how admission done?
30 seats for each- Diploma and MBA
Admission is done on the basis of entrance test, which is easy and test your aptitude (its not NMAT or CAT or CET) and interview. 

Here is the more details for 2017-19 admission:
We are pleased to inform you that the admissions are open for the XIth Batch (academic year 2017-2018) for Diploma in Social Entrepreneurship Ten month and part-time MBA in Social

Entrepreneurship programmes. I shall be grateful if you can refer a few good candidates to us through your network

and help us in publicizing the course. 


 


The course aims at providing management education to potential and current social sector personnel to professionalize their approaches to accelerate social change through adoption of innovative

strategies & hybrid business models. The course also aims to develop CSR professionals who will be able handle requirements of CSR Departments of companies as well as NGOs.


 


Attached please find a brief write up about the course

as well as the important dates.


 


Candidates will have to fill up the online Admission Form and pay registration fee of Rs.1000/- before April 2, 2017. To register for Diploma / PTMBA in Social

Entrepreneurship please click on following link:


https://nmims-septmba.formistry.com/


 


Application form along with the required documents have to be submitted to Deputy Registrar (Admission), SVKM’s NMIMS. Eligible candidates will appear for an Admission Test and Personal Interview

on April 8, 2017.


 


For more details regarding the admission process please click on following link :




 


For program details please log on to :







 


You can also contact us at the following addresses:



 


Ms. Anjalika Gujar, Community Development Officer (anjalika.gujar@nmims.edu; 022-42355799 / 65300288 / 9930322474)


Dr. Meena Galliara, Director (galliara@nmims.edu)


Dr. Satish Kajjer, Associate Professor (satish.kajjer@nmims.edu)      



Dr. Sujata Mukherjee, Associate Professor (sujata.mukherjee@nmims.edu)


Shall you have any query, please feel free to write here or contact the university directly.


Govind
Mumbai
February 28, 2017