‘Globalisation and Indian MNC’ HR and Talent management Challenges and Opportunities Horton International Global Partners Meet Dr Santrupt Misra Mumbai, March 3, 2012
'Globalisation and Indian MNC' by Dr Santrupt Misra- Aditya Birla Group
May 19, 2015
Dr. Santrupt Misra is the CEO Carbon Black Business of Aditya Birla Group and Director, HR of the Aditya Birla Group , Director on the Aditya Birla Management Corp.Pvt Ltd Board ( Apex decision making body of the Group) , delivered the key note address on Globalization & the Indian MNC - HR & Talent management - Challenges & Opportunities to global partners of Horton International ( hortoninterinternational.com) , a top 20 search firm , in their Annual Global Partners Meeting ( at Taj Lands end Mumbai, India, March 3rd ,2012)
His presentation gave a good perspective of Indian groups expanding overseas, and the challenges they face in acquiring the right talent. According to him the relationship between the company and its search partners is a partnership and the success of the business will be greatly determined by the initial support they receive from the search partners.
Key decisions / initiatives taken at the meet
1. Further strengthen central secretariat / group administration to enhance systems / best practices / seamless delivery across globe
2. Strengthen network – already Appointed New partners in Austria and Peru
3. Build NICHE’ Global practices – Maritime & Pharma / Healthcare launched
4. Build / consolidate >> International & Regional Key accounts
5. Actively promote Cross border business – both clients & CANDIDATES
6. Focus on BRIC – the growth engines – source candidates from other countries to address Talent shortage
7. Launch of “Horton International Leadership Series “ in India
His presentation gave a good perspective of Indian groups expanding overseas, and the challenges they face in acquiring the right talent. According to him the relationship between the company and its search partners is a partnership and the success of the business will be greatly determined by the initial support they receive from the search partners.
Key decisions / initiatives taken at the meet
1. Further strengthen central secretariat / group administration to enhance systems / best practices / seamless delivery across globe
2. Strengthen network – already Appointed New partners in Austria and Peru
3. Build NICHE’ Global practices – Maritime & Pharma / Healthcare launched
4. Build / consolidate >> International & Regional Key accounts
5. Actively promote Cross border business – both clients & CANDIDATES
6. Focus on BRIC – the growth engines – source candidates from other countries to address Talent shortage
7. Launch of “Horton International Leadership Series “ in India
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‘Globalisation and Indian MNC’HR and Talent management
Challenges and Opportunities
Horton InternationalGlobal Partners Meet
Dr Santrupt Misra
Mumbai, March 3, 2012
Context
o What is driving Indian Companies to Globalize ?
o Evolution over time
o Globalization of Aditya Birla Group
o HR Challenges of Globalization for Indian Companies
o Role of Search Partners
Drivers of Globalization Opportunity : Slow Growth , Low Valuation
Liberalization of India
Trade Barriers
Challenges of doing Business in India
Success of IT
Globalization of Customers / Markets
Improvement of Global Knowledge / Understanding
India Diaspora
Cash Surplus
Desire to Derisk: Synergies
Evolution over time - India
o Early Globalization
o IT Globalization
o Late Globalization
o Fashionable Globalization
o Entrepreneurial Globalization
Evolution over time - IndiaForeign Direct
InvestmentFY 1995 FY
2005FY 2011
Inward FDI ($billion) 1.3 6 61.9Outward FDI ($billion) 0 2.3 43.9
Sectoral share of Services as a percentage of GDP has
been above 50% across the last decade, 58% in FY2011
According to the BCG report –”2011 BCG Global
Challengers” - 20 of the top 100 emerging companies
tapping global markets are from India
According to E&Y, the value of mergers and acquisition
(M&A) deals involving Indian companies aggregated to
US$ 34.4 billion in 2011 involving 806 transactions
Aditya Birla Group
Australia | Austria | Bahrain| Bangladesh | Brazil |
Canada | China | Egypt | France | Germany | Hungary | India | Indonesia | Italy | Ivory Coast | Japan | Korea |
Laos | Luxembourg | Malaysia| Myanmar | the
Philippines | Poland | Switzerland | Singapore |
Spain | Sri Lanka | Tanzania | Thailand | UAE | UK | USA |
Vietnam |
India’s First Truly Global Corporation
• Launched globalization journey four decades ago, established first overseas company in Thailand in 1969
• A US$35-billion corporation, in the league of Fortune 500 - Anchored by 133,000 employees from 42 nationalities
• 15 business sectors, over 50 companies in 33 countries across 6 continents – Over 60% revenues from international operations
• Directly serving over 100 million customers
• Over 1.5 million shareholders
Aditya Birla Group: GloballyA metals powerhouse, amongst the worlds most cost efficient
aluminium and copper producers . Hindalco-Novelis is the largest aluminium rolling company . One of three biggest producers of primary aluminium in Asia
Number one in Viscose Staple Fibre
Largest Producer of Carbon Black
Fourth Largest producer of Insulators
Fifth largest producer of Acrylic fibre
Among the top 10 cement producers
HR Challenges Unknown Employer Brand
How to staff the top
Assimilate the newly Acquired / Hired
Generalize or Specialize
Cost Comfort
Overcoming the Attitude of Colonization
Employment Market Trends
Risk Assessment
Speed of replacement
Stop gap arrangements
Talent Assessment: Existing / New
Talent Strategy : Industry / Location / Ownership aspirations
HR Challenges
9
Mode of their Entry• Green Field
• Acquisition
Size of Investment• Large
• Small
Sector• Established/
Entrenched
• New
Familiarity• Many old MNCs
• Early Entrant
HR Challenges
10
Experience as MNC• First Time
• Done it, Seen it
Speed of Internationalization• Rapid
• Slow
Brand of the Company• Known
• Unknown
Leadership in the Host Country• Local
• Expat
Learnings
Support Internationalization Strategy with Competence Strategy
Cadre of Entry Specialists
Your own Organization Culture can be as much a challenge as
national culture
Integration speed based local expectations, not your experience
Trust Building cannot be left to chance
HR Due Diligence & Planning are key to success
11
Role of Search Partners
Centre of Relationship Network – Legal, Accounting, Search
Office Space
Employment Market Trend
Advice on Talent Strategy: Employer Brand
Deep understanding of client – Our experience with search
partners
Initial Hires
Expat CEO mentoring
Cultural aspects of people management
Board composition
Thank You !
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