Rohit Bansal - IIT Roorkee

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employees. It is the effectiveness andefficiency of employees that determine theeffectiveness of organization in every sphereof activities. Researchers identified thatsuitable match between job requirement andemployee competences enhance output ofemployee. F.W. Taylor in early theory ofmanagement also highlighted the importanceof task suitability with skills available. Lateron motivational theories also proved that jobcharacteristics if compatible with employeespecialization acts as motivator. Job itselfmotivates employees to perform if designedcarefully by considering organizational goalsand matching talent pool. Demotivatedemployee now and later switch theorganization that causes so many cost toorganization i.e. recruitment cost, training &development cost, etc. Human resourceapproach reflects that employee shouldconsider as capital that is capable of increasingbusiness profit if the skill portfolio ofemployee managed appropriately. It is now aworldwide realization that, an organizationmay be having high ideals, goals and physicalfacilities but if it fails to secure and maintainproductive manpower, it risks the hazards ofstagnating or going out of business or it risksits very existence. Every organization shouldconcern with acquiring services of people,develop their skills, motivating them to thehighest level of performance and ensuring thatthey continue to maintain their commitment tothe organization.Talent retention and talent appreciation is theprimary function of HRM. Hiring and placingthe right people is the only mantra of success.Now-a-days, it is more challenging fororganization in the country to get right talent.There is a tough competition in industry intapping the right talent and the competition forthe best of the best is emerging very fast.Organization should focus to build a reservoirof high quality talent and preserve it to keepahead. This is the new scenario, which isemerging all over the world as well as in India.In such type of business scenario, besidesplacing right person at right place, stepsshould also be taken to enhance the skill of theexisting staff as well as to attract the besttalent. These objectives can be achieved byframing proactive and sound HRM policies.HRM practices should be integrated with thestrategic policies of organization so that atalent reservoir always on hand at criticalsituations.About the Author:Umesh Kumar is research scholar in theDepartment of Management Studies, IITRoorkee. He is working in area of HRM &OB.
Face to FaceInterview with Prof. H. K. Verma, Deputy Director IITR & Professor, Dept. of ElectricalEngineeringIn spite of his busy schedule, Prof. H. K. Verma gave us 30 minutes for FACE TO FACEfor the second issue of UDAAN…. scholars quarterly of DOMS.Venue: Office of the Deputy Director, at the Department of Electrical Engineering, IITRoorkee; Time: 12-12:30; Date: 27.12.2010Question: Could you briefly talk about your academic and Professional Background?Prof. H. K. Verma: I did my B.E in Electrical Engineering from University of Jodhpur in1967, M.E. (Honours) in Electrical Engineering from University of Roorkee in 1969and Ph.D. in Electrical Engineering from University of Roorkee in 1977 as a part timescholar since full time research was not available at that time. Then to start the career, Ijoined University of Roorkee as a Senior Research Fellow in 1969. I worked as aLecturer from 1970-1975 and then as a Reader from 1975-1980. As I was keen to haveindustrial experience, I joined as a R & D Manager in Universal Electrics Ltd.,Faridabad and worked from 1980-1982. Then I came back to University of Roorkee asProfessor at the Department of Electrical Engineering.
Page 1 and 2: UDAAN… a Scholar’s QuarterlyJan
Page 3 and 4: From the editor’s deskDear Reader
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Page 9 and 10: Succession Planning: A key toSucces
Page 11 and 12: About The Author:Ms. Neha Verma is
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Page 29: Editorial TeamIshwar KumarKottala S

Rohit Bansal - IIT Roorkee

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