Umesh Hota is a senior HR generalist with expertise in merger & acquisition management, change management, employee relation, talent acquisition, retention & development, career and succession planning, creating and restructuring business focussed organisation in multi-locational, multi-cultural environment. Successful in transformation of business units by application of innovative OD & employee relation practices. Passionate about measurement / development of performance & competency and establishing competency based human resources management practices.
An interesting prediction by Mr. Umesh on the next big thing in HR – Industrial Relations, read on to find out about it..
Q: The 1stJob always holds a special place for an individual, where did you start your career?
A: My first job has been very special to me. I started my career with Indian Aluminium Company Ltd (an Alcan Canada operation) at Hirakud, Odisha. This company was taken over by Hindalco (by then I left the company) and now that I am with Hindalco, the unit is now under my care.
I can’t forget my first visit to this unit in my current role. The second generation employees whom I had recruited, trained and stood beside during their days of adjustment to their workplace came out in groups. It was a touching moment, a time when I realised how precious these emotional earnings could be.
Q: Could you share your learnings of your 1stjob?
A: This is the place where I applied my learnings from B-School. Few frustrations, many exciting moments! It gave me an opportunity to experiment and test my assumptions & execute many projects which very few organisations (where innovation is the buzz) allow even today. My biggest learnings, of course, has been ‘don’t look at an easy way, look at the best way’ and ‘any job can be professionalised if you have the drive to do so’. As an HR professional responsible for employee well being, wonderful ideas can strike your mind if you are genuinely interested in people management and not doing it only for the sake of your living.
Q: As an individual gains experience, they are given people management responsibility. Can you recollect who was your 1streportee & the experience of handling your 1stteam?
A: It was initially ‘treading with caution’. All of my team members were older than me. How do I continue to respect without being taken for granted? was my struggle. However, I was fortunate, I learnt a different meaning of ‘respect for subordinates’. Getting result out of a team does not always require direction, putting people under pressure, close supervision etc. It is more about respecting the output and thereby, attaching value to the individual. That makes the person smile and stretch for an extra hour. Pointing out mistake with a context and implication gets more accepted. Your team has to perceive you as a well meaning person.
Q: What are your suggestions for effectively managing teams?
A: Each person is different in a team and no two teams behave the same. While there are some common principles, my first team taught me that the leader’s approach has to be tailor-made rather than ready-made to each individual and each team.
A team member gets a great level of joy when a leader makes the individual realize their area of strength (which they were ignorant about) by hand holding them and helping them grow. It’s not easy to trace, but our professional journeys provide us with many such opportunities. I call it aroma captured by an experienced nose.
There are many more suggestions, but I will conclude with a tip- a leader shouldn’t chase popularity but certainly, should work towards commanding respect. The latter requires consistency, perseverance and patience. At times, it comes with sacrifice of the former.
Q: Technology has made inroads in HR. Improved HR Ratios and Inefficiencies. However, How does a CHRO ensure that e-touch doesn’t reduce p-touch with employees?
A: I, vividly remember this dilemma clouding our minds when e-mail invaded workplace and much before that, when TV invaded our drawing rooms. But today you can’t think of life without these.
We used to have monthly health talks on sunday mornings in our club. With the most popular TV shows synchronising with this, the attendance dwindled. We stopped it only to substitute with an interview with our doctor and aired it through the cable network that we were managing. With improvements, this became one of the most popular TV shows and developed broader audience of the children and other family members. This is a very fundamental example of using technology to improve p-touch.
Opposing inroad of technology into our operation will only be counterproductive. Also as social beings, we have a strong need to be connected as humans. A need for personal touch for us, Asians are strong, which we should be mindful of. There are enough and more ways for us to innovate application of e-touch to improve p-touch.
There is, of course, a danger of being mechanical. We have to guard against it. We need to keep in mind that it’s the medium which is changing and not the purpose and basics around it.
Q: How has HR intervention changed from the day you started your career to now? (wrt employee engagement, retention, recruitment and policies)?
A: ‘Sea change’, I would say! HR has kept pace with the changes in other business processes. Lots of innovations have happened in the domain of HR.
However, I must mention that IR, as a field has not seen many changes. I spent more than a decade in roles and organisations, where I did not stay actively connected with IR. When I got back to a role with fair degree of IR content, I was surprised to learn that the field has not evolved. Possibly, we have ignored it. This is also correlatable with a few incidents we have seen in this landscape in the recent past. Now that the current government is focusing on manufacturing (where IR is more predominant), the HR fraternity has to rise up to the occasion and do a lot in sharpening the skills and bring in overall change in this critical professional field.
The next decade will be the decade of “IR skill set” till we get a balance. However, I notice a huge vacuum which bothers me.
Q: What has been your biggest accomplishment so far?
A: Well, it is unfair to ask this question with limitation of time and space. However, let me attempt doing justice to it. Leading and bringing in cultural transformation that brings business success has been the most rewarding experience in my life. I am fortunate to have had such opportunities multiple times. They are highly demanding, put you under stress, teach you to navigate uncertainty and take a risk. These experiments have put my managerial capabilities under test. Also, they have given me tremendous amount of joy and fulfilment.
Q: Finally, Your views on the traits that a new age recruiter should have?
A: Recruitment is the most important job of a manager, irrespective of the function. Your life is as satisfying as the capability of the team you have. Selection is the process which provides the opportunity to choose between your success or failure, contrary to the belief we may like to operate in.
The most important trait that a recruiter should have, irrespective of his/her age, is to be able to understand the attributes required to be successful in a particular role, including the cultural dimension and dynamics in the team he/she will work with. This is where we see a gap. Finding the right fit becomes easy if the gap is addressed. By selecting a wrong candidate, we do definite harm to the employee. It concerns me more. Loss to the organisation could be temporary and you can manage by leveraging others’ capability. For the employee, the damage could be permanent and at times irreparable.
Being able to understand the requirement of the job along with the context, is the most critical attribute. The importance rises with the criticality of the role to the core business.
Agree to the facts that next decade will be for IR. And the gap is alarming.
Excellent insight into leading a team.
Kick the tires and light the fires, problem is officially solved!
Good analysis of the HR / IR perspective, Umesh which weaved well into the overall article !
It’s a very Inspirational Interview. Complements to anchor for asking such relevant questions which is helpful for readers. Thank You Sir for sharing your experience.
Transition from old school of thinking to contemporary dispensation is captured well. The management of disparate team while recognizing and harnessing individual characteristics although a unanimous conviction ,industry has to see more leaders embrace this practice. He has underscored apex qualities in a leader which can bring about phenomenal transformation in the organisational capability and endurance leading more impressive business results.
Good one umesh
Good informative article.
Good and informative interview.
Really it is very enriching and enlightening. This interview is a model and successful case study not only for all HR professionals but also for all professionals cutting across all domains. Mr Umesha Hota Sir’s in-depth knowledge of the subject matter, his leadership, his urge of driving from the front, and at last but not the least his pleasing, sober and modest personality has made him a stalwart in his domain.
As a junior colleague of him i have been learning a lot from him and I am feeling proud to get an opportunity of working with him.
All my best wishes for himand his family from the core of my heart.
GM- Corp. Comms. and CSR
Adity Birla Group
Good one! Well articulated! Liked d way u hv articulated d best way instead of ‘smart’ or easy way! ..pls keep circulating such interviews frm time to time to enable fellow HR professionals understand HR nuances in a more personalized & easy way!
Very precise and enlightening !!!!
It is really an Inspirational and insightful interview by Hota Sir. Many of his responses are true to me as I have experienced in person being a member of his team during my tenure with Hindalco (Aditya Aluminium). His people connect approach and strong HR & IR domain knowledge always helps business leaders to create a performance work culture in the organization. I really admire for his people nurturing and mentoring capabilities. He is my mentor in IR. Sir, thanks you very much for sharing your real life experience and your caring leadership is always keep us motivated.
P. Gunakar Rao, GM-HR, Dalmia Cement (Bharat) Ltd, AP
I have experienced the way mr hota has transformed himself from hid first job till the recent position. I agree with his insight on IR, recruitment and technology in HR. He is right in his approach that we should not be only popular person. One thing that I wish to add is that today in corporate world the HR professional are happy on implementing lot of technology driven HR system but they fail to distinguish the real HR/IR intervention neede for different units or different nature of job.
I have experienced the way mr hota has transformed himself from his first job till the recent position. I agree with his insight on IR, recruitment and technology in HR. He is right in his approach that we should not be only popular person. One thing that I wish to add is that today in corporate world the HR professional are happy on implementing lot of technology driven HR system but they fail to distinguish the real HR/IR intervention neede for different units or different nature of job.
A very impressive,concise and insightful interview.
A very good tip given by Mr Hota for effectively managing teams by a leader.
It is really very insightful and informative interview by Hota Sir. Many of his responses are to true to me as I have experience in person, being part of his team during my tenure with Hindalco (Aditya Aluminium). His people connect approach and strong HR & IR domain expertise helped business leaders to create a performance work culture in the organization. He is my mentor in IR. Thank you sir sharing your real life experience and your caring leadership has always motivated us to achieve excel.
Truly an incisive and thought provoking discussion which manifests the true worth of a HR professional – managing people in the context of business requirements, nurturing human resources. The first step in this direction, as rightly pointed out by Mr. Hota, is to understand ‘people as human beings’, different from other human beings. Such an instinct also helps to subserve ‘ retention as the best mode of recruitment.’ I appreciate Mr. Hota’s insights and wish him all the success as a HR professional and as a wonderful human being.
I had the opportunity to work under him. He had made me realise the importance of technology in HR. A lot more to learn….. Learnt again from his experience.
Well Written Mr Umesh. Feel extremely good as an ex colleague & still we are in touch.
Inspirational conversation loaded with rich insight & leadership wisdom in HR domain.With advent of HR technology in the wake of digitization of enterprises, HR competencies are being reshaped & redefined in the New age economy.On other hand with India set to emerge as the manufacturing hub in Asia-Pacific region, it’s high time to rediscover the nuances of IR dynamics & sharpen the IR Skill sets.
Umesh..You have immaculately deliberated & thrown light on a wider spectrum of HR & IR issues/challenges. You have articulated your thoughts & rich experience with absolute clarity. It offers learning for young budding HR Professionals.
Umesh, I agree that wonderful ideas should be looked at dispassionately and taken forward. I also relate most of your experiences in my own case. On the whole, it was worth reading. Thanks.
Really it is amazing article for all HR professionals how personal & professional touch in managing the large team in Hindalco. Congratulation sir.
Interesting interview and comment on IR.
Fortunate enough to work under his guidance. A legendary HR professional who has always been an inspiration for me and many. Your insights will surely gonna enlighten many HR Professionals especially those real life instances.
Excellent insights provided by Umesh.The lines of HR n IR are blurring today.The people aspects brought out by Umesh are based on experiential learnings n sharing which very much needed by professionals .There are no quick fixes to building a culture and efforts have been put to reach the current status as he has shared
Umesh shares these insights as a true HR professional The impetus on IR/ER is the need of the hour very well brought by him
I have been alongwith Umesh in his journey and hence relate to many of the thoughts
Great sharing and inputs .
Its inspirational to young HR professionals.
The whole HR fraternity would immitate e to p touch keeping fragrance of warmth of humanity ( which is the essence of human asset )
Awesome Umesh Sir..Great Insights
It is not often that one finds an HR Professional who genuinely cares for people. Umesh comes across as one such person. May his tribe increase
Very precise and enlightening & inspirational.
Peddarami Reddy R
Mobile: +91 9110690896 / 9901403982
E – Mail: email@example.com
E – Mail (Official): firstname.lastname@example.org
Subject: For the Post of TEAM LEADER – GRAPHIC DESIGNING.
Aim to be associated with a progressive organization that gives me the scope to apply my knowledge and skills in the area of management and to involve in management activities as well as part of team that dynamically works towards the growth of the organization.
Total 13 years of experience in Graphic Designing field.
Contributed in preparing Design Concepts, Presentation & Layout Designs.
Experience in Handling Corporate Product Catalogues, & Packaging Designs, etc.
Experience in Design Implementation, Work Editing Tools like…. MS office, Corel Draw, Photoshop, Illustrator, InDesign and Other Vector Platforms.
Knowledge of Multimedia & Web Designing.
Effective communication skills, good analytical abilities, and zeal in learning new tools.
Graphic Packages : MS Office, Photoshop, Corel Draw, Illustrator, In Design, Adobe Dream weaver, etc.
Languages : C, C++, Java 2.0 & Core Java.
Operating Systems : Windows 7&8, Windows XP, 10 & Windows Vista Ultimate.
Completed M.C.A.,(Master of Computer Applications) in the year 2013 and secured 73% from Sikkim Manipal University, Bangalore (Karnataka).
Completed B.Com (Computers)., in the year 2004 and secured 64% from Sri Krishnadevaraya University, Anantapur (Andhra Pradesh).
Completed P.U.C.,(Bi.P.C.) in the year 1999 and secured 53% from Osmania College, Kurnool (Andhra Pradesh).
Completed S.S.C in the year 1997 and secured 54%, Kurnool (Andhra Pradesh).
Currently working as a SENIOR EXECUTIVE – Packaging Development in STRIDES SHASUN LIMITED from 17th August 2016 to till date in Bangalore.
Graphic Designer for PHARMED Ltd. from 18th June 2009 to 4th July 2016 in Bangalore.
Web Designer for Mindworks Solutions Pvt. Ltd. from 4th October 2007 to 12th June 2009 in Bangalore.
Graphic Visual Merchandiser for “Bangalore-Brand Factory (Bangalore- Central”) – a part of Pantaloon Retail India Ltd. from 1st October 2006 to 30th September 2007 in Bangalore.
Print & Imaging Solutions Pvt. Ltd. in the year of 5th May 2005 to 19th September 2006 in Bangalore.
Total 13 Years of experience in Graphic & Web Designing field.
1. STRIDES SHASUN LIMITED
Graphic Designing: Like Carton, Foil, Pack Inserts, LB’s, Brochures, Training Manuals, Brand Books, Banners, Danglers, Packaging designs, Carton sleeves, creating a New Brand Logo’s, Submission, Commercial, Approved Artworks, checking for Print Proof, Shade Cards, Positive’s and files uploading in OAMS (Online Application Management System) and all kind of graphic designing responsibilities.
2. PHARMED LTD.
Graphic Designing: Like Launch Visual Aids, Common Visual Aids, LB’s, Brochures, Training Manuals, Brand Books, Strategy Books, Banners, Tags, Signage’s, Danglers, Monthly Planners, Packaging designs (Cartons), Carton sleeves, creating a New Brand Logo’s and all kind of Graphic designing responsibilities.
3. MINDWORKS SOLUTIONS PVT. LTD.
Web & Graphic Designing:
Web design is the design or designing of a Web page, Website or Web application. The term generally refers to the graphical side of Web development using images, CSS and XHTML.
– Web Page Designing
– Web Banners
– Brochure Designing
– Poster Designing
– Logo Designing
4. PANTALOON RETAIL (INDIA) LTD. (FUTURE GROUP)
At Bangalore – Brand Factory & Bangalore Central
Graphic Designing: Including Posters, Danglers, Arch, Hoardings, brochures, Banners and all kind of Signage’s.
– Pantaloons – Store merchandise display.
– Events and Promotions.
For Example: Signage’s, Branding & Banding for the all floors (Ground Floor to Fourth Floor), Translates, Certificate designs, Flag poles, Floor graphics, Floor directory, Store directory, Pillar graphics, Bulkhead designs, Banners and entire interior and exterior before Store Opening, Floor layouts & VM responsibilities.
All Glossy, matt, Corian Boards, Cyber Excel Boards, Lamination sheets, Vinyl & Non-terribles, Flex, Star Flex Materials & Digital Printing.
My Major Role:
Working on various projects using MS Office, Corel Draw, Photoshop, Illustrator & In Design for creating Catalogs, Brochures, Magazines, White papers, Data sheets, Case studies, Flyers, Product guides, Launch Visual Aids, Common Visual Aids, LB’s, Pullout LB’s, Die-cut LB’s, Brochures, Training Manuals, Brand Books, Strategy Books, Banners, Tags, Signage’s, Danglers, Monthly planners, creating a New Brand Logo’s, Packaging designs (Cartons), Carton sleeves, Pack Inserts, Foil, Positive’s, Shade Cards, Print Proof’s and all kind of Graphic designing responsibilities and also in creating the PPT Presentations etc. Responsible for Developing Outstanding Graphics and supporting brand communications and pharma marketing initiatives by creating relevant and engaging content for print and digital media in a style and tone that conforms to specific branding. To take a leading role in all aspects of conceptual graphic design, layouts and production.
Developed the Design Concepts and analyzing functional and business requirements to the customers and present the PPT Presentations.
Manage, mentor and train junior graphic designers to maintain employee retention and quality standards Concept Development Supporting the Creative and maintain a cohesive relationship between internal design team business needs and developing a concept to suit their purpose.
Thinking creatively to Produce New ideas and Concepts Development of Digital Marketing (Like Design Templates for Facebook and Linked In). As part of a team working on layouts and art working pages ready for production (digital or traditional media).
To actively provide a high degree of creative flair, up-to-date knowledge of industry software and a professional approach to time, cost’s and deadlines.
Utilize the 13 years of experience in design to add significant Contributions to both design output, as well as overall development of the team.
Environment: MS Office, Photoshop, Corel Draw, Illustrator and In Design.
Name : PEDDARAMI REDDY R
Father’s Name : Siva Reddy R
Date of Birth : 01/06/1983
Languages Known : English, Kannada, Telugu, Hindi and Tamil.
Read & Write : English, Telugu and Kannada.
Hobbies : Playing Cricket, Drawing, Reading Books, Listening Music,
Collecting Designs & Paintings.
I hereby declare that all the particulars given are true to my belief and knowledge.
Bangalore (Peddarami Reddy R)