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TRANSITION IN HR
For the born-again executive the revolving doors of the job market hold opportunity and dread in shifting measure. Indeed, the rules of executive search as a process itself have been totally rewritten. “Through technology the process of tracking and locating top executive talent can be made more efficient, collapsing cycle time. This actually moves the focus towards the "advisory" aspect of the engagement, which is, and has always been more value-added,” asserts Mirchandani.
Illustrating the point, he predicts how the low-end (Secretary) job placement market will and should disappear or move onto the Web, but the high end (CEO) retained search market will grow and flourish. “HRD as an enabler of change, keeper of the culture, and trusted advisor to knowledge workers and management is in. HRD as a recruiter, compensation setter, etc., is out,” he emphasises.
In other words, “the marketplace has gone virtual”. People have to closely examine what they do for a living and ensure they are adding value at every link in their career. If they do not, they will need retraining. The Global market has also meant exciting prospects for those who are mobile. Mirchandani sees Advantage India with “us exporting greater numbers of even our mid-managerial talent to parts of the world where these skills are in short supply.”
This is borne out by the relocation of jobs by companies such as the US-based Electronic Data Systems which had already employed over 40,000 people abroad. A report quoted a senior representative of the company thus: “To fill the void that is here right now, we are moving work to Europe, to Ireland, to India, to South America, where there are highly educated work forces available". Back home, relocation and mobility are already being accepted as a given for the inside track.
Continued... (page 4)
NANDITA MUKUL
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