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Leadership Transformation is a success for effective innovation in the organization

Leadership Transformation is a success for effective innovation in the organization

Dr. Chadaram  Satyanarayana,

Director,

Yadavrao Tasgaonkar School Of Business Management,

Bhivpuri Road, Karjat,

Maharashtra- India.

 Leadership is undergone  a  change  through innovation  in  business  as per  new business challenges. Dynamic leadership is a key  for transforming  business enterprise to a successful organization  by adopting  innovating  strategies  for managing complex situations in business. Companies like TCS, Infosysis, Toyata , Mahindra and Mahindra  Asian Paints, transformed  their business  by innovative methods  by their Research and Development efforts.   Today India and China is looked differently for their  approach towards  global  customers  needs and demands.

Hyundai Motors and Maruti has been increasing their market share  by exporting to African and other European countries. This could be only possible by innovation and new methods of manufacturing and increasing their competitive strength  by producing  vehicles  as per standards of overseas markets. In Indi’s and China due to availability of  cheap manpower qualified engineers and good  technicians leads to low manufacturing cost in comparison to developed countries .due to this reason Indian companies became very competitive  to launch new products as per the need of growing market at very affordable price.

 One of the best example of visionary /inspirational leader ship  which can powerfully engage the employees was provided  by  Narayan Murthy of Infosys,  Nairobi of Godrej  , their  simplicity and concern for  the people made them  extremely  loved and respected leaders. Thus transformational leaders who exhibit creative behavior , inspire people  with a compelling  vision, stimulated followers  to challenge assumptions and think for themselves, and who respect their followers.

Branding Human Resources through innovative methods: 

In many industries like the IT industry, attrition is a major problem now –a-days. For IT/ITES the attrition rate is around 16% which is quite high and since there isn’t much distinction between the companies in  the sector, it is quite easy for the people to switch to other companies in the same sector. To curb this the organization has to make sure that it provides the required opportunities that the employees are looking for and meet the expectations of the employees to keep them motivated though it is not always an easy task.

For companies who  don’t really have a corporate brand or its products or services are not really well known, employer branding becomes essential as it has to create awareness among potential and existing employees . This scenario can be observed in a lot of small and medium scale companies which supply products to large companies; hence  for attracting talent they have to create an employer  brand.

For companies like the guns and ammunition industry or a tobacco industry where product offering is generally taken as a social taboo, attracting and retaining the right employees becomes all the more important practices followed at British American   tobacco to provide equal opportunity, job satisfaction and high remuneration has not only helped them creating an identity among its employees, They were ranked 58th in UKs most influential survey by Sunday broadsheet.

Whatever the external arguments about tobacco, the company’s responsible attitude to its staff  has been recognized in various  arenas, and it outperforms many companies associated with responsible business practice in the eyes of the public. Given the natural its business, this is no mean feat  - and represents a tangible business benefit.

In addition to helping the employees plan out his career progression, it is also important to provide him a job in the domain of his choice and expertise with the right kind of responsibility , exposure to one’s  own domain knowledge and variability in the job. Nearly 47% people felt this as a very important factor in selecting an employer of choice.   Another factor which comes under the horizon of the HR function and which people around 31%  people felt is a very important aspect for them to choose an organization to work for is compensation or remuneration provided by the company. With so many companies globally operating in each sector and job profiles remaining rather the same, compensation becomes a major reason for attrition and thus major reason also to attract employees of choice. Hence for providing the right compensation, HR has to the know competitive market figures and structures the compensation in terms of basic and variable pay in such a way that it creates a win-win situation for the employee and employer in terms of a satisfying pay package for the employee and cost effective proposition for the employer.

People also felt that the organizations which provide them with efficient processes and adequate facilities for enhancing their skill sets and developing various competencies in them would be the preferred employers to work for.  It’s  the responsibility of the HR function to put in place the policies and processes, analyze the needs requirements of each and every  employee in the organization, design the programs based on  their individual needs and provide in the form of training and development programs, workshops, seminars, etc.

Conclusion:

 Hence  leadership  through innovation  transform the business and human resources for meeting ongoing changes in the business. Leaders also visionaries  who trying to prepare their people to meet the challenges of  tomorrow. 

About the Author

Dr. Chadaram  Satyanarayana,

Director,

Yadavrao Tasgaonkar School Of Business Management,

Bhivpuri Road, Karjat,

Maharashtra- India.

Hyundai. Like Sunday.

 

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