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A R T I C LES AR TI CLES IN T E R V IE W S E V E N TS

how would youve MS Dhoni the HR MANAGER Friends from Whats in the Campus
stopped the battle of Yonder
kurukshetra as an HR ANYONE CAN BE A HR

Nov 2017

MANAV the HR Magazine by HR-nXt

BUSINESS CULTURE TRAVEL MONEY TOMORROW QUESTIONS AND


ANSWERS BUSINESS CULTURE TRAVEL MONEY TOMORROW QUESTIONS
AND ANSWERS BUSINESS CULTURE TRAVEL MONEY TOMORROW

MY HONEST TAKES PLUS


WITH PROFESSOR How to win an
interview by
Mr. Sriyansh

BUDDHADIP Gupta
p.8,9
Interview with

MUKHERJEE Mr. Sourya


Banerjee
p.16, 17
PAGE 12, 13 Dhoni, the HR
Manager
p.10,11

HOW WOULD YOUVE STOPPED Whats in the


Campus
p.18,19

THE BATTLE OF KURUKHSHETRA AS Q-Quotient


p.14
My SIP
AN HR
PAGE 6, 7
Experience
p.15
2 SECTION NAME

Recently, I
was asked
if I was go-
ing to fire
an employee who made
a mistake that cost the
company $600,000. No,
I replied, I just spent
$600,000 training him. Why
would I want somebody
to hire his experience?

Thomas John Wat-


son Sr., IBM

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CO N T E N T S
MAGAZINE
1 Our Well-wishers
From our HOD, MHRM p.4

2 Focus Point
How would Youve Stopped the Battle of p.6,7
Kurukshetra as an HR
3 Anyone Can Be AN HR
p.6,7
MS Dhoni, the HR MANAGER p.10,11

4 My Honest Takes
Interview with Prof. Buddhadip Mukherjee p.12, 13

5 Friends from Yonder


Interview with Mr. Sourya Banerjee and Mr. Sriyansh p.16,17,
8,9
p.8,9, 16, 17 Gupta

6 Q-Quotient
Innovative HR Practices p.14
p.10, 11

7 From HR nXt
HR Club of MHRM p.5

8 Whats in the Campus


p.18.
Photogallery, Events and Everythings else from MHRM 19

9 My SIP Experience
Interview with Roopsha Ghosh on her Summer p.15
Internship

p.18,19

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FROM HODS DESK


OUR WELL-WISHERS

Prof.(Dr.) Madhumita
Mohanty
H.O.D., MHRM
IISWBM

The Students of Masters in Human Resource Management (MHRM), Indian Institute of Social Welfare
and Business Management, have taken the initiative to start an e- magazine Manav with the help
of the Human Resource club - the HR - nXt.
The magazine will be a culmination of industry knowledge shared by the departments alumni, as
well as the placement interview experiences of different batches of MHRM. It will also have arti-
cles written by the young budding minds of MHRM, IISWBM.
The magazine would serve as the interactive forum for the students of IISWBM and their esteemed
alumni, who have made the department proud. I, as the Head of the Department of MHRM, is
happy, that this is going to bloom further.
I congratulate the students of MHRM, who took the innitiatve, and wish them success in their
endeavor.

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FROM HR-NXT
TEAM TALK

IN ORDER TO SUCCEED, WE MUST FIRST BELIEVE THAT WE CAN


We, the students of Masters in Human Resource Management department (MHRM) of Indian insti-
tute Of Social Welfare and Business Management, take pleasure in taking you through our very
first Human Resource Club of the department, HR-nXt. MHRM is a course designed to provide
students with a business educations thats progressive as much as enriching, that is sowing seeds
for ability to manage the human capital, later in future. Our team will serve the department of
MHRM, by facilitating programs that will enhance our Human Resource insight and makes prac-
tical knowledge, more accessible to all.
One of the many ventures to add up to our club is our quarterly HR E-Magazine, MANAV, wherein
we are aiming to provide necessary information at an organisational level accessible, by con-
ducting interviews with our departmental students, alumni and faculty members who have been
giving us the much needed information on industry experience, innovation in HR, and on differ-
ent trends and the much desired section How to Win an Interview and by also providing excit-
ing articles on the same. We are also bringing back Friends from Yonder and Q-Quotient from
the last e-Magazine.
We as HR-nXt, would want to lay the bridge that ambitious students can walk through to a more
augmented arena of knowledge. We aim to organise seminars in the near future, so we can col-
laborate with brands that hold significant importance and help our department grow further. We
also aim to network and tie up with recognised organisations that add value to the degree being
pursued and adds a plethora of understanding of the domain.
Anything worth having doesnt come easy and we as HR-nXt will give in our all, so we can make
the not so easy things, achievable.

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H O W W O U L D YO U V E
S TO P P E D T H E B AT T L E O F
KURUKHSHETRA AS AN HR
FOCUS POINT
SOUMYA TIWARY
MHRM 2017 - 19, IISWBM

Winner of Article Writing Competition

There are two forces: Fate compared to the great epic practices. He ascends to the
and human effort-all men which transcends the con- throne after the death of Pandu
depend on and are bound by fines of time and encompasses due to a curse. It was his greed
these. There is nothing else. each and every aspect of ones and concealed desire for legit-
daily life beyond organiza- imizing his stronghold on the
-Kripacharya (The book of tions and institutions to ideol- throne that made him oust the
Sleeping Warriors) ogies and personal relations. Pandavas. He is the one who
The Mahabharata offers varied shouldve been censured and
Human Resource management lessons, however have the powers curtailed.
Management as defined by in this article we shall try to Machs are people who
Edwin Flippo is the planning, discuss the human resource manipulate others for their per-
organizing, directing, control- aspect as succinctly as possi- sonal gains. There can be no
ling of procurement, devel- ble. Let us assume one is the better example than the great
opment, integration, main- HR manager and the charac- diplomat Shakuni who was
tenance and separation of ters as the persons in the orga- the driving force behind the
human resources to the end nization, in this respect let us evil deeds of Duryodhan. Such
that individual, organizational discuss the issues that couldve people should be kept away
and social objectives are met. been addressed to avoid the from critical make-or-break sit-
The Mahabharata is the ulti- great massacre. uations and must not be easily
mate source of all management Dhritarashtra as the king be given into. He incited the
principles. HRM as defined of Hastinapur is an example Pandavas for the game of dice
by Western authors offers a of a CEO or an MD of an orga- (chausad) which they lost mis-
much narrower perspective nization indulging in corrupt erably thus losing their hard

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earned Indraprastha.
Responsibility and unbi- Responsibility and unbiasedness in word
asedness in word and spirit is and spirit is important for the betterment of
important for the betterment any organization and its people. Gandhari in
of any organization and its spite of knowing her brothers unscrupulousness doesnt
people. Gandhari in spite of address it. She couldve kept him away from her sons but
knowing her brothers unscru- didnt. She didnt even object when her sons tried to poison
pulousness doesnt address it. Bheem.
She couldve kept him away
from her sons but didnt. She
didnt even object when her when one occupies an impor- of the virtuous individual in
sons tried to poison Bheem. tant position and must rec- an organization who is not
Her passive support only wors- oncile for peace. Draupadis mindful or shrewd enough. A
ened the situation. She, blind- repeated insults to Duryodhan strategic decision on his part
folding herself to share in - calling him the son of blind, wouldve been to simply avoid
her husbands agony of blind- astringent words to all Kauravas the chausad (dice game) and
ness, turned a blind eye to the and humiliation of Karn as sut- instead pull himself out when
evil deeds, when in reality she putra in swayamvar provoked given a chance like all smart
shouldve been the eye for them for the heinous vastra- managers do when then get
him. haran later, adding oil to the an opportunity to move out of
Lack of recognition in an burning fire of enmity between a bad deal. Yet he continued
organization can give rise to the Pandavas and Kauravas to play putting everything at
conflicts and so it becomes which culminated into the stake.
paramount to appraise people great war. The Mahabhrata is
as they deserve. Kunti not Duryodhan is neither fit to extremely diverse. The quote
acknowledging Karn as her be a leader nor a commander, by Kripacharya implies that
son made him move to the such a person should be sometimes things are managed
Kaurava camp and earned the stripped of all his powers. He by human effort, even fate of
Pandavas, a bitter and potent refused to budge even when kingdoms and individuals, but
enemy. Had she acknowledged a peace truce was offered. then there are factors out of
him, who knows, the story So entrenched was he in his our reach and control which
could be much different. revenge that lives of people do make blunders happen, but
One should be mindful of didnt matter to him but his then youre a wise man today if
what says or does or how one vengeance. youve learnt from yesterdays
interacts with others especially Yudhisthir reminds one blunders.

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FRIENDS FROM
YO N D E R
INTERVIEWS

How to Win an Interview with

Sriyansh Gupta
Tata Consultancy Services

1. How are things happening at 3. What were the rounds, should come out in any process of
HR Domain in your organisation? questions that were asked in the selection.
interview?
In my HR domain -Agile is the call 5. What is your take on the
of the day. Flexibility and ability to I dont recall all the questions. But recent changes in career develop-
adapt to any situation of the hour is all were chain of questions relat- ment, where organisations are focus-
the call. Process of unlearning and ing to my extracurricular activities ing more on horizontal growth than
learning is a continuous chain in that were aligned to innovation and vertical growth?
todays field of HR agility. Interviewers wanted to see
my thought process and ability to Dont think so much. People are
think beyond a point. We had apti- looking for T growth where both ver-
2. How was your interview tude round, group discussion and tically and horizontally you need to
experience? then the final interview. be enriched.

My interview experience was out 6. Whats your take on the HR


of the world, it lasted for 1 hour 4. What is your advice to your curriculum being taught at B-Schools
and 5 minutes. It was grilling and juniors who are going for their place- in India? Is it commensurate with the
my thought process was con- ment interviews? industry needs?
stantly being challenged with sit-
uation based questions. I was very Be honest and push yourself in all sit- B- School curriculum and industry
contented with my GD as I was the uations. Quality of you as a learner curriculum is very different. B-School
only one selected in the batch of 14 helps to develop your attitude and

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provides basic framework to view


the corporate world. Book must read for juniours-
Give and Take by Adam Grant
7. What is your take on the
recent scenarios of the growth of
Artificial Intelligence and huge job
cuts?
Whenever It Is In
Up skilling is the key to survive auto- Any Way Possible,
mation. Unique skill sets never lose
their business. Every Boy And Girl
Should Choose As His Life Work
8. Last thing, how to decide Some Occupation Which He
whether IR or HR?
Should Like To Do Anyhow, Even If
Close your eyes and go wherever you He Did Not Need The Money.
get your job, because you will learn a
lot from all places. Enjoy the first pay -William Lyon Phelps
cheque and relax. Loads of oppor-
tunities are on the way because you
will spend 35 years in the industry.

Questions for the Session


1. What is agreement and settlement?
HR- nXt , the
2. Can you implement a Performance Management
first HR club
System in a startup?
of MHRM was
formed in 3. What is Discharge Simpliciter?

August 2017 4. How will you motivate a team of 15 members where


by a group of 5 are underperforming?
students from Send your answers to hrnxt.mhrm@gmail.com
2016-18 and
Best answers will be published in the next edition
2017-19 MHRM
batch
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MS DHONI, THE
HR MANAGER
ANYONE CAN BE AN HR

the team? In this article, I try to Managing egos and legacy


explore MSDs actions under the personalities
ambit of management theories.
He took his time about
making changes and maintained
Being uninhibited and methods that had been proven
confident to work. He managed the egos of
most of his players. This is some-
Dhoni has an arsenal of lead- thing new managers in business
ership skills that can apply to busi- often have to contend with. He
Suryanka Bhattacharya, ness and entrepreneurs. did not rush to make changes or
mark his personal stamp; his main
MHRM 2016 - 18 Even though Dhoni hails from focus at the start of his captaincy
a modest rustic background, he was to establish credibility.
Cricket may be a game but never let this hold him back. He
Mahendra Singh Dhoni on the is always confident, forthright Handling Success
ground is art of cricket personified. and often surprises audiences
and media with his comments. Dhoni won fame and money
Over the years Dhoni has Not holding back and being true at an early stage in his career but
developed a reputation for being to yourself carries you far in the he was, and still is, humble and
one of the greatest leaders that corporate as well as the sporting modest. He maintained a steady
the game of cricket has ever seen. world. path and was not brash, flash or
From a small-town ticket collector overbearing. Managers who gain
to Indian teams captain, Dhonis
journey to fame is about follow-
ing his passion. With hard work
and perseverance, he has proven
that when you Love what you do,
youll always score big.
Is Dhoni a good leader
because he possesses leader-
ship traits and attributes or does
he leverage these skills via major
management theories to get
the better out of himself and

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success too early, often lose when there was controversy Entrepreneurs need to feel safe
their balance and cannot maintain over the Indian Premier League. to experiment- and fail if they
the poise required for longevity. An ability to cut through distrac- need to- on their way to success.
tion and negative energy is one
Staying calm under pressure of the best marks of a leader in Rather than dictate to them,
every situation. Dhoni develops his players so
Even when severely tested, they form their own working
Dhoni manages to stay calm and Trust your Instinct systemin sync with others.
this influences his whole team
to resist caving in. They gain self Leaders generally have advi-
belief and continue to perform sors and data to help them in When it comes to key strategic
at their best, inspired by their decision making, but they also decisions, he is his own man,
captain. This is one of the big- need to rely on their gut instinct. seldom seeking advice.
gest gifts a leader can give to his True captains can do this. His
company. own instinct comes from taking Dhoni, intentionally or unknow-
an educated guess based on ingly, uses many management
Staying Focussed knowledge and experience; his theories and styles in his cap-
decisions dont just come from taincy. He has a better working
Being able to insulate yourself nowhere. understanding of these theories
from your environment is vital than most managers would,
for success, and Dhoni demon- Handling Failure which has made him the best
strated this during the Champi- captain of the best Indian cricket
ons Trophy In the 2011 World Cup, Dhoni team.
and his team were spectacularly
successful but then suffered a
string of losses. Dhoni fought
back simply by playing well. All
When it comes businesses tend to suffer some
to key strategic deci- degree of failure at one point or
sions, he is his own man, another, but it requires strength
seldom seeking advice. and character to stand up and
be counted from that position.
Dhoni, intentionally or Its one of the most important
aspects of leadership.
unknowingly, uses many
management theories Team Playing
and styles in his cap-
taincy. He has a better Dhoni backs his players at all
working understanding times with trust and confidence.
of these theories than This support gives them the abil-
most managers would. ity to play at their best and also
endows them with a sense of
responsibility to perform well.

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M Y H O N E S T TA K E S
INTERVIEW

to what we would have loved to see matters. Because it is not just for the
as an HR vendor industry. So that has sake of the job, it is also for the social
not happened and IR has regained its standing that you have. We have to
importance. So, these are some of the appreciate the fact that we belong
small changes that the HR domain has to a collective society where a col-
come across. lective culture is present. So a lateral
development which enriches a job
Startups and Entrepreneurship is very good but then you also have
to take into consideration that you
First of all, you need to have that feeling cannot harp on that factor much.
within yourself. Dont get into an entre- Because, it is not going to be a big
preneurship just because it is happen- motivation for a particular individ-
ing everywhere. Everyone wants to be ual for a very long period of time.
Recent changes in HR an entrepreneur, but in the beginning So maybe it can serve the purpose
domain you need to understand whether you and create challenges for the
really have the tenacity within you to employees and make them hold on
I came to this institute at a time when take that risk, do you really have the to their jobs. But at the same time,
there was a saying in the industry passion to go through the critical biting you have to take care of the fact that
that a major chunk of HR is going to period, because preliminary dragging they would also want some vertical
get outsourced. HR would rise to a period is an extremely critical factor, growth in their job, otherwise you
separate section, that we call the HR which most of the people are unable may not be able to retain talent for
Vendors. But over the years what I to take for long. So, in case you feel that the organisation.
have seen is that, IR which was orig- you have got the resilience within your-
inally thought to be as a redundant
area is gradually gaining impor-
self or to hold on to it, and you have
got brilliant ideas, then only you can
Prof. Buddhadip
tance, and it has regained impor-
tance. And organizations are proba-
get into the field of entrepreneurship.
Not because it is a happening field,
Mukherjee
bly re-thinking about this outsourc- because you really feel that you can
ing and what they originally thought make a difference.
would go to the vendors, now they IISWBM
are re-thinking on this particular
part, how they can induce technol-
ogy and get those preliminary part Career Development, horizon-
done and reduce the cost factor. tal growth and vertical growth HR as a Profession?
Because what has really happened
is that, the vendors have not been Horizontal growth sounds very nice. As the industry is changing day
able to provide good quality service You can definitely add challenges for by day, so a student who wants to
to the HR client. Because of a lack of the employees but at the same time pursue HR should keep in mind that
a good quality service and a lack of you have to remember that, in a country he or she should love technology as
the number of HR vendors, the orga- like India, up to a certain level, money HR is going be technology driven.
nizations were not able to give rise and the facilities that you are getting

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Secondly, HR is going to be highly


information driven as big data analy-
sis is going to play a huge role.
HRM and AI
Also, statistical tools, predictive anal-
ysis, big data analysis, artificial intel-
ligence and also predictive forecast- Prof. Buddhadip
ing methods are going to be of utmost
importance. Mukherjee
Being an HR and talking to people, IISWBM
you cant stay away from technology,
because in the upcoming years HR is
going be a decisive support system of
tomorrow. So, the willing individual Artificial intelligence or AI can add tremendous value
should be ready for it.
to HR by analyzing and predicting trends in HR plan-
ning and HR research. It increases predictive decision
HR Curriculum in B-schools
making in cultural career alignment analysis employee
We need to update the curriculum
from time to time. But one should expectationpotential-organizational job alignment
know that no curriculum in the world
can be exactly as what the industry analysis, especially when organization are dealing with
wants because the industry is chang-
ing at a very fast pace. So the major diversified global work force. Artificial Intelligence
job that a curriculum needs to do is to
strengthen the student theoretically can help to eliminate human bias in selection and can
and from time to time they need to
upgrade themselves. become a tactical asset in psychometric prediction of
Case studies should be given priority likely employee behavior in crisis situation as well as
as it would give an idea of the industry
to the students. But at the same time, situations that demand out of the box thinking and
one should understand that no two
case studies can be the same. It would can be an absolute turning point juncture for orga-
simply give you an idea to analyse the
problems, use the theories and stat- nizational winning process. Preliminary psychomet-
utes to solve the problems. One must
understand that case studies cannot ric clustering of employees and data feeding into pre-
be the panacea of all problems, so the-
ories are required to fall back on. dictive algorithms can create revolution in forecasting
behavioral patterns and facilitating innovations.

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I N N O VAT I V E H R P R A C T I C E S
Q-QUOTIENT

Individual
Zappos has a foolproof Google is no doubt the lead-
hiring system that comprises er in many IT technologies but it
commitment telephone interviews, lengthy is also considered as one of the
to a group effortthat is personal interviews and other best places to work for. It came
what makes a team work, detailed processes. This is not all. up with a unique plan for better
a company work, a so- Once the candidates are select- engagement with employees
ciety work, a civilization ed, they have to attend informal called as the 20% Project. It
work. Vince Lombardi events such as happy hours or motivated employees to work
lunch events to check how they on any pet projects that they
mingle and mix with the com- might have in mind for which
TPC or Technology Pro- pany staff and culture. The ones they could utilise 20% of their
who pass through these are working hours. This idea gave a
fessional Corp has been given an on-board training. At boost to employees morale and
where they asked their employ- the end of the training process, it also became a tool to attract
ees to find the market value these candidates get a strange new talent.
of their skills and accordingly offer $3000 to leave. Around
quote an amount for their an- 3% does take up the offer but
nual raise. Such innovative steps
actually help employees con-
who choose to stay, are the ones Mertzger Associates,
that actually understand the
nect with their company and companys vision and culture Inc came out with a unique
strengthen the relationship. and they do have a long-term Live Long and Prosper Plan
association with the company. where the employees had to
come up with ideas that will
help them lead a healthy life-
style. Accordingly the company
set up a fund and allotted mon-
SAP Labs India has a maternity return program that focuses ey for physical activities, outdoor
on ensuring the return of a female employee after her maternity life, relaxation and education. If
leave as smooth as possible. you thought this plan added to
the cost, then think again. The
Part work from home after the birth of a child implies that male companys retention rate in-
employees, apart from paternity leave, have the flexibility to work creased and made the employ-
for four hours at office and the rest from home. ees engage with the company
more efficiently.

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MY SIP EXPERIENCE
INTERVIEW

Roopsha Ghosh
MHRM 2016 - 18, IISWBM

Summer Intership at TATA STEEL

1. Tell us, how did you get Secondly, I got a chance to go 5. What is your advice to
into TATA STEEL for summer to Jamshedpur for three days to people who will be going for
internship? interact with women employees their summer internship?
there. I got the taste of distinct
I got my Tata steel internship variety of people working there My advice would be, people
through a family friend who was which was quite interesting. who are going for internship
working there. must make it a point to talk to
4. What were the chal- other intern students as well, if
2. What was your project? lenges you faced? possible.

The project was on Mentorship When I went to Jamshedpur, I Also I would advice them to
of high Potential Women had to visit a lot of offices within make a plan of what to do and
Employees who are at Tier II a short span of time. I had to when to do and carry a pocket
level, also conducting the entire run from one point to another diary everywhere they go.
process from start to end and to breathlessly. It was quite hectic
create a handbook for the same. and exhausting.

3. How would you describe Secondly, as mentees were high


your internship experience at potential women employees at
TATA STEEL? tier II level so they needed to be
coaxed but in very professional
The experience was very enrich- way. I had to use effective com-
ing. I got the opportunity to munication strategies during
learn a lot about my subject the interactive sessions so that
of the project as well as about maximum inputs or informa-
the culture of the organization, tion could be captured within
how the corporate life operates. the short stipulated time.

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F R I E N D S F R O M YO N D E R
INTERVIEWS

Trends, Practices and Everything


Else in HR
Sourya Banerjee
Q) How are things happen- CESC Limited
ing at HR domain in your
organization?
Q) What are the innovative HR updated with Company news, achieve-
The HR scenario in practices in the organization you are ments, employee related announce-
CESC at present is both stable currently associated with? ments, employee achievements, their
and exciting. Being a Company special skills, their benefits, health
which is more than 115 years We in CESC have started related news and videos, and also
old, most of the initiatives are something known as the Employee their family members special achieve-
process driven here. However, Information Kiosk for the non-cove- ment. The user-friendly machines have
there is this constant urge to nanted employees of the Company. encouraged the employees to come
make the organization more These kiosks are smart, interactive, out more openly with their feedbacks
people oriented and hence touch screen based machines, which and suggestions and enhanced the
in recent times a number of provide real time Company related communication between the employ-
employee-centric new ini- information to the employees, no ees and the management.
tiatives have been launched, matter where they are located. With
especially for the non-cov- the entire workforce of the organiza-
enanted employees of the tion spread over an area of 567 sq kms,
Company. The effectiveness of it was a challenge to provide important
these initiatives are measured and relevant company related infor-
and monitored through the mation to all employees in quick time,
full-scope Employee Opinion especially when a majority of them are
Survey, which are carried out engaged in on-site work. The feedback
every year. Based on the results, received from employees also high-
reinforcement measures and lighted the fact that many a times, they
action areas are then identi- were not receiving all information in
fied & implemented. The trade time and felt disengaged. To address
unions play a vital role in the this issue and also to provide them
organization, and all major ini- an opportunity to give feedback, sug-
tiatives are carried out in part- gestions or put forward their queries
nership with them. to the management, the Employee Q) In the recent past there have been
Information Kiosks were introduced in many mergers & acquisitions. How
the Company. The kiosks are regularly important is the role of an HR in such

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scenarios? can make you 100% ready for the


actual job requirement. The more
HR plays a vital role when mergers industry exposure you get, the
and acquisitions happen. Matching better it is. Try to supplement your
employee aspirations, organiza- academic knowledge with latest
tional requirements, benefits and HR trends and initiatives through
policies with cost and time con- magazines and good articles. Also
straints is a challenging task. be in touch with practicing HR pro-
Sometimes the task is emotionally fessionals to get as much real feel
stressful too as some tough deci- of the current HR scenario in the
sions need to be implemented. industry.
Like any change initiative, mergers
and acquisitions are challenging
to execute and are prone to multi-
ple frictions. It takes time and per- Q) What is your advice to your
severance to get successful M&A juniors or people going for their
accomplished. placement interviews?

Every placement interview is dif-


ferent. Keep your academic prepa-
Q) What is your take on the recent ration as solid as possible and be

HR- nXt, the changes in career development,


where organizations are focusing
confident while facing the inter-
view. Try to steer the conversa-
more on horizontal growth than tion to a topic or subject you are
first HR club vertical growth? more confident about. Remember,
in most interviews, how you saw is
of MHRM I think its an interesting way to
bring cross functional talent and
more important than what you saw.

is working experience in a team. Also it pro-


vides more growth opportunity
to employees as vertical growth is
towards the stagnant at times. I have seen some
of my seniors who have come from
Firstly, I would like
to congratulate
promotion, different vertical, performing excep-
tionally well in their present roles.
the members of
the HR Club for bringing out
magazine Even-though some employee might
feel disengaged when shifted from this e-magazine. I am confident
their core-area, but if necessary that this magazine will be much
publication person-job-interest fit is checked
before the change, it can be bene- helpful to the students and give
& student ficial both for the organization and
the individual employee.
them a crisp view of the present
HR trends in the industry. I wish
development this initiative all the success.

of MHRM Q) Whats your take on the HR cur-


riculum being taught at B schools in
- Sourya Banerjee

dept. of India? Is it commensurate with the


industry needs?

IISWBM No amount of academic experience

B u s i n e s s M a g a z i n e | A p r i l 2 0 11
18 SECTION NAME

W H AT S I N T H E C A M P U S
EVENTS AND EVERYTHING ELSE

01 As said by Mark Twain, To get the


full value of joy you must have some-
one to divide it with, the respected profes-
sor Prof. Chinmoy Jana, Prof. Tanima Roy ,
Prof. Madhumita Mohanty and Prof. Soma
Roy Chowdhury were celebrating the cake cut-
ting session on Teachers Day!

02 Fresh out of the box : Mr and Miss


Freshers of MHRM 2017 (Arnab
Kanti Giri and Jeetsoma Dutta).

03 A successful team beats with


one heart The football
team of IISWBM

04 They stepped into triumph and won over inno-


vation by creating and adverstising best out of
waste. (Winner of Bech-k-dikhao - 1 st year students of
MHRM -Sneha Bhowmick, Souvick Roy Chowdhury)

B u s i n e s s M a g a z i n e | A p r i l 2 0 11
SECTION NAME 19

01 A te a c h e r
helps us to
light the flame that
ignites the love of learn-
ing in usas explained
to us through a dance
drama on Teachers Day
by the 1 st year students
of MHRM (Souvick Roy
Chowdhury and Shreya
Das)

03 Mr. Amlan Das, Head ER, Linde


during Gurukheshtra 2017

02 They won Khay-e- jao by feeding every-


ones souls with kebabs (1 st year MHRM
Sridatri Mukherjee, Mayurika Mukhopadhyay,
Rajesh Roy, Mainak Karmakar)

04 The line between good and evil is permeable and


a teacher can only explain us that (Performance
by 1 st year students of MHRM -Bichitra Srivastava, Tanwi
Roychowdhury, Aditi Burman, Soumya Tiwary, Anasua
Chatterjee)

B u s i n e s s M a g a z i n e | A p r i l 2 0 11
20 SECTION NAME

TEAM HR-NXT
TEAM TALK

Batch of 2016-18

Sayan Dutta Sahin Sengupta Punam Bhattacharjee

Suryankya Bhattacharya Puja Dutta Jayati Chowdhuty

Sreemoyee Roy Subhra Kumar Pan


B u s i n e s s M a g a z i n e | A p r i l 2 0 11
SECTION NAME 21

TEAM HR-NXT
TEAM TALK
Batch of 2017-19

Shrestha Das Mainak Karmakar Rajesh Roy

Abhijit Chowdhury Annyasha Biswas Sridatri Mukherjee

Aditi Barman Soumi Chandra Mayurika Mukhopadhyay

Shabib Akram B u s i n e s s M a g a z i n e | A p r i l 2 0 11
History
was once
rewritten
by the victors. Now we
write our own immu-
table histories with every
email, text, and post.
- Kent Alan Robinson

HR-nXt
AD
The HR Club of MHRM, IISWBM
Mail ID - hrnxt.mhrm@gmail.com
Facebook - https://www.facebook.com/iiswbmmhrmhrnxt/