Managing human capital risks effectively
Fortunately in our industry (particularly in the newspaper and packaging segments) I see investments in human capital and occasionally, serious strategies to mitigate risk by addressing concerns such equally insufficient leadership bench force, retention of critical talent segments, capability gaps, low workforce productivity and inadequate talent attraction programs. At the same time, I see some of our near experienced and talented technical personnel fleeing even the largest companies for what they perceive are better opportunities in Africa.
Some of the reasons for our mismanagement of human capital may be systemic or cultural – change may crave the evolutionary development of the overall ecosystem including employer and employee attitudes. My observation is that overall, Indian employers are neither unlike nor better than their employees. There is a remarkable similarity in outlook and in spite of awards and recognition programs, there are very few part models to emulate, particularly for their investments in human capital.
The time to act is now
Nath and Shriram write, "A coordinated and formal risk management process is more crucial than ever before." If human capital is your biggest nugget what are you doing about it? My respond is of course a sales pitch. I cannot help you lot lose a few kilos past signing up for a subscription (although this is possible along with an improvement in your golf score).
What I can do is bring to your attention again, a structured and formal way to educate your human being capital letter in colour management and print standardization by signing upwardly to become an Idealliance Bharat member and to then brainwash your technical talent either online or by sending them to the 4-day G7 Expert and Professional training program by Steve Smiley in Mumbai from twenty to 23 September. Companies that can afford to train and retain trained talent volition as well attract the best talent. Obviously this is not a remedy for the faint-hearted, but for those who desire to leverage technology with homo capital.
The third reason
In a contempo visit to the Aptec centre in Hong Kong, the head of Idealliance China Brenda Peng explained why Chinese printers become members of Idealliance and why they train their employees as G7 professionals and experts and go on to qualify their plants as G7 Masters. "First of all it is because their customers (brand owners and print buyers) demand it; secondly it is because they desire to become print and packaging exporters and this is a qualification that is globally recognized and in need. Thirdly, they do this because its the right matter to do – this is a practical path to talent enrichment, to standardization and printing past numbers to achieve excellence in quality and reduce wastage. Non many print owners even know what their real wastages are."
I am hoping that the pinnacle fifty printing and packaging organizations in Bharat will have part in this showtime 4-mean solar day G7 Expert grooming and certification program. If yous are interested talk to me or email me. From 29 May to nine June I will be at drupa. You tin call my jail cell number or join the Team Bharat at drupa WhatsApp group send a bulletin to Krishanu +91-8826596502 or my cell number given beneath.
Source: https://packagingsouthasia.com/events/managing-human-capital-risks-effectively/
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