Iconic Business Women to Follow in 2024

Founder and MD | Search Quest

A Navy Veteran's Impactful Leadership in Talent Acquisition

LETTER EDITOR’S

Iconic Business Women to Follow in 2024

The Power of She!

DearReaders,

Inthedynamiclandscapeofbusinessandcommerce,theroleofwomenasleadersandinnovatorscontinuestogain prominence,shapingindustriesanddrivingeconomicgrowthacrosstheAsia-Pacificregion.Againstthebackdropof evolvingeducationalparadigmsandshiftingsocio-economicdynamics,theempowermentandrecognitionofwomen inbusinesshaveemergedascriticalimperativesforfosteringinclusiveandsustainabledevelopment.

InthiseditionofBusinessAPAC,weproudlyshowcasetheexemplaryachievementsandleadershipprowessofsome ofthemostIconicBusinessWomentoFollowin2024.Aswedelveintotheirstoriesofresilience,determination,and success,wenotonlycelebratetheiraccomplishmentsbutalsohighlightthebroadersignificanceoftheircontributions withinthecontextofcurrenteducationindustryscenarios.

Asweembarkonajourneyofinspirationandempowerment,weinviteourreaderstojoinusincelebratingthe indomitablespiritandunwaveringdeterminationoftheseiconicbusinesswomen.Throughtheirleadership,vision, andrelentlesspursuitofexcellence,theynotonlyredefinesuccessbutalsopavethewayforamoreinclusiveand prosperousfutureforgenerationstocome.

OurcoverstoryfeaturesNishuMiglani,FounderandManagingDirectorofSearchQuest.NishuMiglani,aseasoned leaderwithadistinguishedbackgroundintheIndianNavyandtherecruitmentsector,bringsoverthreedecadesof experiencetoherrole.Hertenureinexecutivesearchandselectionhassolidifiedherreputationasatrustedadvisor, knownforherabilitytoidentifyandplacetoptalentforleadingcorporationsinIndiaandabroad.Miglani’sjourney exemplifiesthetransformativepowerofperseveranceandexpertise,servingasaninspirationforaspiringbusiness leadersandprofessionalsalike.

AmongtheothernotableprofilesshowcasedinthiseditionareShrutiJaipuria,MaithilleeZaveri,Gomathi Shanmugam,andUmaShankar,whoseremarkableachievementsandleadershipacumenhaveleftanindeliblemark onthebusinesslandscapeoftheAsia-Pacificregion.

Fromspearheadinginnovativestartupstobreakingglassceilingsinestablishedindustries,thesetrailblazingwomen embodythespiritofresilience,creativity,andexcellence,drivingpositivechangeandshapingthefutureofbusiness intheregion.

HappyReading!

Parag Ahire PROJECT EDITOR

PAGE CREDIT

Publisher : Archana Ghule

Editor-in-Chief : Vikram Suryawanshi

Managing Editor : Pankaj Gholap

Creative Head : Project Editor :

Sachin Kharat Parag Ahire

Graphic Designer : Omkar Uravane

Head of Distribution & Production: Aakash Mahajan

Web Development & Maintenance : Vishal More

Project Manager : Aishwarya Bhokare

Business Analysts : Maria Smith

Advertising : Jacob Eddy

BUSINESS APAC

Nishu Miglani

Founder and MD | Search Quest

Search Quest's

A Navy Veteran's Impactful Leadership in Talent Acquisition

Keypoints:

●NishuMiglani,founderandMD, bringsherexperiencefromthe IndianNavyandtherecruitment sectortoleadSearchQuest.

●SearchQuesthelpsbusinesses overcomecriticalhiringchallenges likescarceresources,highattrition, andskillsgaps.Theyofferramp-up recruitmentforgreenfieldprojects, helpingbusinesseslaunch operationsquicklyandefficiently

●SearchQuesthasservedover100 clientsgloballyandrecruited5000+ candidates.Notably,90%ofthe placedcandidatesremainintheir organizationsformorethan3years.

THE

Therecruitmentmarketisatoughand competitivearena.Itisriddledwith variouschallenges,suchasscarce resources,highattrition,skillsgaps, costpressures,andmarketshifts.To tacklethesechallenges,businesses needareliableandexperiencedally whocansourceandsecurethebest talentandsolutionsforthem.Thisis thevaluepropositionofNishu Miglaniandherfirm,SearchQuest.

SearchQuestisafirmthathelps businessesoptimizetheirassessment andselectionstrategiesby benchmarkingthemagainstthebest

practicesintheindustry.Withtheir tailoredapproachtorecruitment,they haveenabledmanycompaniesto achievetheirgoalsandobjectivesby reducingcosts,enhancingefficiency, andboostingrevenues.

NishuMiglaniisaseasonedand respectedleaderintheexecutive searchandselectionindustry With over31yearsofexperienceunderher belt,shehasaproventrackrecordof findingandplacingtoptalentfor leadingcorporationsinIndiaand abroad.ShehasaMaster’sinCivil Engineeringandawealthofexpertise

Cover Story

andskillsinbusinessdevelopment, salesmanagement,people development,strategy,andpolicy formulation.Sheishands-onand personallyhandlesCXOand leadership-levelsearches.

ButwhatsetsNishuapartfromthe crowdisherbackgroundandjourney NishuisaformerLieutenant(Short ServicesCommission)intheIndian Navy.Sheisoneofthefirstwomen officerswhoservedthecountrywith courageandhonor.Sheisan inspirationandarolemodelformany womenandyoungprofessionalswho

wanttopursuetheirdreamsand ambitions.

BusinessAPAChadthepleasureto interviewNishuMiglani,whoshares herstory,hervision,andher challengesinleadingthissuccessful andimpactfulcompany.

(ThefollowingQ&Ahasbeenedited forlengthandclarity.)

BusinessAPAC:Tellusaboutthe foundingstoryofSearchQuest Consultants.Whenwasthecompany established,andwhatmotivatedyou tolaunchit?

Nishu:AfterretiringfromtheIndian Navyin1999,Iwantedtosetupmy owncompanytogivebacktosociety andtomakeadifferencebytouching lives.Ichoserecruitmentconsultingas thebestoptionforme,asitallowsme tohelpcandidatesfindsuitablejobs andcreateawell-balancedecosystem. Igainedeightyearsofexperiencein companieslikeABCConsultantsand ManpowerGroupbeforelaunching SearchQuestin2008.

SearchQuestwasestablishedwiththe visiontocreatefutureCEOsforthe industry.Mysinglemostmotivation wastocreateaplatformwherebright professionalswhowanttocontribute, learnentrepreneurship,andleavea legacybehindcanworktogetherto createhappycustomerswithflawless deliverystandards.

BusinessAPAC:SearchQuest positionsitselfasa“fullspectrum recruitmentservicescompany.” Couldyoupleaseelaborateonthe specificproducts,services,or solutionsyouofferthatdifferentiate yourcompanyfromcompetitors?

Nishu:SearchQuestisafull-spectrum recruitmentservicescompanythat

specializesinramp-uprecruitment solutionsforgreenfieldprojects. SearchQuesthassuccessfullyhelped severalcaptives,especiallyintheBFSI sector,tolaunchtheiroperationsin Indiawithastronganddiverse workforce.

Greenfieldprojectshaveahigh demandfortalentacrossvarious domains,levels,andlocations.They needtohirehundredsoreven thousandsofemployeeswithinatight deadlineandbudget.Theyalsoneedto ensurethatthecandidatestheyhireare alignedwiththeirvision,culture,and values.

SearchQuestunderstandsthese challengesandprovidescustomized end-to-endrecruitmentsolutionsthat catertothespecificneedsofeach project.Wehaveadedicatedteamof experiencedrecruiterswhowork closelywiththeclientsfromdayone tilltheyreachacriticalmassof500+ employees.Weuseourextensive network,marketintelligence,and innovativesourcingstrategiestofind thebesttalentforeachrole.Wealso providerecruitmentconsulting services,turnkeyprojects,and recruitmentprocessoutsourcingtoour clients.

Inaddition,SearchQuestprovides recruitmentsolutionsforleadership rolesathighlycompetitiveprices.

BusinessAPAC:SearchQuest operatesacrossvariousindustries. Whatarethemostprevalentpain pointsfacedbytheirbusinesses?

Nishu:Themainpainpointforany clientisfindingtherightcandidateat therightcostattherighttime.Dueto changesinmarketscenarios,whenthe demandforcandidatesishigh,many candidatesreceivemultipleoffersand endupnotjoiningtheclientatthelast

minute.Thisleadstonotonlylosingtimebut alsoaffectingtheprojectandincreasingthecost.

Thesecondpainpointforallbusinessesis findingaqualitycandidateforeachopenrole. However,sincehigh-performingquality candidatesaremostlyretainedbytheirexisting employers,clientssometimeshavetohire candidateswhohaveonly70-80%ofthe relevantexperienceandtrainthem.

BusinessAPAC:Beingatthehelmofthe company,whatareyourprominentrolesand responsibilities?Also,sharewithusyour notableawardsandachievements.

Nishu:Asthefounderandmanagingdirectorof SearchQuest,mymainresponsibilityisto ensurethatthecompanyremainsprofitableatall times.Thisinvolvesputtingtherightstrategyin placeeveryyearandexecutingitdailythrough myteam.Mycorejobistolead,motivate,and inspiremyteamtodeliverthebestresultsfor ourclients.

Oneofmykeyrolesistoacquirenewclients whocangenerateaminimumof10millionplus revenueonayearlybasis.Ialsofocuson retainingourexistingclientsandbuildinglongtermrelationshipswiththem. Anotherimportantroleistoretainourteamand keymembersyear-on-year.Ibelievethatour peopleareourgreatestassetandIinvestintheir growthanddevelopment.

SomeofthenotableachievementsthatIam proudofare:

●Served100+clientsgloballywith5000+ candidatesrecruited.

●90%ofcandidatesplacedbySearchQuest staymorethan3yearsintheorganization.

●100%ofkeymembersplaced,VPandabove, staymorethan6years.

●60%ofcandidatesplacedbySearchQuest havebeenratedasHIPOs.

BusinessAPAC:Pleasebriefusaboutyour team.Howdoyouensuretokeepthem motivatedandproductive?

Nishu:Wehaveateamof35in-houseprofessionals whoarepermanentemployees,andmanyofthem havebeenwithussincetheinceptionofthecompany Wealsocollaboratewithoutsourcedpartnersfor someresearchprojects.

SearchQuesthasacultureofempowermentand growth,whereeveryonecanexcelbydeliveringhigh performance.Wealsohaveagenerousincentive structurethatmotivatesourteamtodomore. Moreover,weprovidepropertrainingonthejoband alignourteamwiththevisionandmissionofSearch Quest.

BusinessAPAC:Asawomanleader,what challengesdidyouface?Howdidyouovercome them,andwhatadvicewouldyougivetoother aspiringwomenleaders?

Nishu:Havingabackgroundinthedefenseforces, genderneverbecameanybarrierassuch.Theonly thingIhadtodowastohavetherightvaluesand systemsintheorganization,leadingfromthefront dailytomotivatetheteamandretainhighperformers inthiscompetitiveworld.

Ihadtoworktirelesslytohavetherightsetofclients andthenensurehigh-qualitydeliveryatalltimesto retainthoseclients.Butpassionanddetermination helpedmetosailthroughsuchsituationsatalltimes.

Myadvicetootherwomenleadersistobelievein yourselfandyourvisionanddon’tletanyonetellyou whatyoucanorcannotdo.Beconfident,resilient, andadaptable,andalwayskeeplearningand growing.Andmostimportantly,supportand empowerotherwomeninyourfield,becausetogether wecanachievemore.

BusinessAPAC:Therecruitmentlandscapeis constantlyevolving.Whatarethekeytrendsyou seeshapingtheindustryinthecomingyears, especiallyintheAPACregion?

Nishu:Oneofthekeytrendswecanexpectisthat morefinancialservices,includinginsuranceand credit,willbeembeddedintosocialchannels,nonfinancialconsumerproductsandservices,andsuper apps.Theaimistofurthersimplifyandspeedupthe customerexperience.

Thisisoneofthe10maintrendsacross consumer,media,andtechnologythat theOmnicomMediaGroup(OMG) 2024APACTrendsReportidentifies. Thereporthelpsmarketersstayahead ofthecurvebyhighlightingtheneedto bebraveandstepoutoftheircomfort zone.

AnothertrendisthatAPACwill continuetogrowacrossindustriesfrom arecruitmentstandpoint.WithAIin demand,moreandmoretechnology hiringwilltakeplace.Thismeansthat recruiterswillhavetoadapttothe changingskillsetsandexpectationsof thecandidatesandtheclients.

BusinessAPAC:Howdoyoumanage tohaveaperfectwork-lifebalance? Whatareyourhobbies/interests beyondthecabin?

Nishu:Idon’tseework-lifebalanceas aproblembecauseIlovewhatIdo.It comesintothepicturewhenoneis unknowinglythrownintoastressful situationwithoutanychoice.Founding andbuildingSearchQuestispartofmy

“Search Quest was set up in 2008 with the vision to create future CEOs for the industry.”

responsibilityandmyultimategoalto givebacktosociety.So,doing anythingforSearchQuestisnota burdenbutasheerjoy.Ienjoyevery momentofmyworkandlife.

Besideswork,Ihavesomehobbies thatkeepmefitandhappy.Ilike sports,especiallyrunningmarathons.I alsoenjoycookingandreading. Stayingfitbothmentallyand physicallyispartofmyDNA,soI consciouslyworktowardsthatwitha highlydisciplinedapproach.

BusinessAPAC:Finally,ifyoucould leaveonepieceoflastingadvicefor ourreaders,whatwoulditbe?

Nishu:Iwouldsaythatnothingis impossibleandoutofreachforanyone whoappliesafocusedapproachwith passionandhardworkonadailybasis. Weallhavearesponsibilityto contributetosocietybysharingour knowledge,coachingothers,and makingthisworldabetterplaceto live.

Navigate the Future of Work with

FFeelingboggeddownbyadministrativetasksand complianceheadaches?OutsourcingHRservices canbeagame-changerforbusinessesofallsizes.

OutsourcingHRservicesinvolvesdelegating specificHRfunctionsthatfreeupyourinternalHR teamtofocusonstrategicinitiativeswhileensuring experthandlingofday-to-daytasks.

Wereyouawarethattheprojectedvaluationofthe globalhumanresourceoutsourcingmarketin2024 was$19.97billion?Shockingright?Thatiswhy wefeelthateverybusinessprofessionalwould wanttoknowmoreaboutoutsourcingHRservices.

So,inthisarticle,wewillsumupthefollowing pointsforyou:

● WhatareoutsourcingHRservices,and whataretheirbenefits?

● Differentservicesyououtsource

● TypesofOutsourcingModels

● Alistofcompaniesinvolvedinthis service

HereIsAComprehensiveGuideOn OutsourcingHRServices

1. TheA-ZofOutsourcingHRServices

HRoutsourcingtakesplacewhenacompany makesacontractwithathird-partyorganizationto handlecertainadministrativeandHRtasks.While somecompaniescanoutsourcealltheHRservices, othercompaniespreferthisserviceforcertaintasks only

ThefollowingarethebenefitsofoutsourcingHR services:

● SavesMoney:Ifyourcompanyoutsources HRservices,itdoesn’thavetospendasmuch onthingslikemanagingpayrolls,training,and HRstaffsalaries.

● BetterBenefits:OutsourcingHRservices offersyouremployeesmoreandbetter benefits.E.g.,insurancebenefits.

● ManageableRisks:It’shardforbusinessesto keepupwithallthechangingemployment laws.ButwhentheyhireanoutsideHRfirm, theygetexpertswhoknowallabouttheselaws andcanmakesurethecompanyfollowsthem.

● BetterPerformanceTools:HRoutsourcing servicesplayacrucialroleinhelpinga companymanageitsemployeesmore effectively Additionally,itprovidesthemwith varioustools,suchassurveysandinterviews, togaininsightsintowhatemployeesneedand howtheyfeelabouttheirjobs.

● SavesTime:IfyourcompanyoutsourcesHR services,itcanworkmoresmoothly,andsave timesincealotofpaperworkandothertasks takeupvaluabletime.Additionally,byhaving anoutsidecompanydoit,yourin-houseteam hasmoretimetofocusonimportantthings.

● EasytoHireEmployeesinDifferent Locations:Ifyourbusinessstartsinanew place,outsourcingHRservicescanmakeit easiertohireandmanagenewstaff.These serviceshelpthebusinessfollowallthe differentemploymentlawsineachnewplace.

2. TheVariousTypesofOutsourcingHR Services

OutsourcingHRservicesisasmartmoveforbusinesses lookingtostreamlineoperationsandfocusontheircore competencies.Importantly,here’sarundownof servicesthatcanbeaccessed:

● BenefitsAdministration:Thisservice managesemployeebenefits,ensuringthey’re

competitiveandcompliantwithregulations,whichis crucialforattractingtoptalent.

● PayrollAdministration:Outsourcingpayrollcan savetimeandreduceerrors.Itincludesprocessing paychecks,taxfilings,andmaintainingrecords.

● Recruitment:HRfirmscantakeoverhiring,from postingjobadstoscreeningcandidates,helping businessesfindtherightfitwithoutthehassle.

● TrainingandDevelopment:ExternalHRcan designandimplementtrainingprogramstoupskill employees,fosteringacultureofcontinuous improvement.

● PerformanceManagement:Settingupsystems toevaluateandimproveemployeeperformance candrivebusinessgrowthandemployee satisfaction.

● ComplianceManagement:Stayingontopof laborlawsandregulationsisvital,andHR outsourcingcanensureyourbusinessremains compliant.

● EmployeeRelations:Managingworkplace dynamicsandresolvingconflictscanbe outsourcedtomaintainapositivework environment.

● HRConsulting:Forstrategicinsightson managinghumancapital,businessescanturnto HRconsultantstostayaheadinacompetitive market.

● TimeTracking:Monitoringworkhoursand attendanceisstreamlinedwithHRoutsourcing, ensuringaccuratepayrollandcompliancewith workinghourregulations.

● InsuranceServices:Managingemployee insuranceplans,claims,andrenewalscanbe complex,butHRoutsourcingcanhandleit efficiently.

● TalentAcquisition:Thisservicefindsqualified candidatesforopenpositions,savingyourteam timeandresources.

● TrainingandUpskilling:Providersoffer programstodevelopemployeeskillsand knowledgeneededfortheirroles.

● WorkplaceRiskManagement:Thisservice helpstoidentifyandmitigaterisksrelatedto employeehealth,safety,andsecurity

3. HROutsourcingModels:TailoringSolutionsto YourBusinessNeeds

Didyouknowtherearedifferentwaysto outsourceHR?Itcanbeagame-changer forbusinesses,butchoosingtheright modeliskey.HerearethedifferentHR outsourcingmodelsyoucanexplore:

a) ProfessionalEmployer Organization

Imagineyourunasmallbusiness. Payingpayroll,taxes,andbenefitscanbe ahassle.APEO(professionalemployer organization)willhelpyouinsuch situations.

Importantly,theywilltakecareof:

● Firstly,payingyouremployees (includingtaxes)

● Managingbenefits(likehealth insurance)

● Lastly,dealingwithgovernment paperwork

Moreover,here’sthecatch:Your employeestechnicallybecomepartof thePEOfortaxandbenefitpurposes. Notably,thePEOpaysyouremployees, notyoudirectly.

b) AdministrativeServices Organization

AnAdministrativeServicesOrganization (ASO)actsasapartnerforbusinesses, handlingmanyofthebehind-the-scenes tasksinvolvedinhumanresources(HR) andadministration.Notably,they specializeincoreHRfunctionsbutdiffer fromaProfessionalEmployer Organization(PEO)inakeyway

Here’sabreakdownofwhatanASO does:

● HRadministrationtasks

● Payrollprocessingandsupport

● Selectingplans,enrolling employees,andmanaging claims.

● Regulatorycompliance

Additionally,it’simportanttoknowthat,unlikeaPEO,an ASOdoesn’tbecomeaco-employer

Importantly,thismeansthatyounotonlyremainthe employerofrecordbutalsokeepyourtaxIDnumbersince payrollandtaxesaredoneunderyourcompany’sID,not theASO’s.

c) HumanResourcesOrganization

HROislikeaone-stopshopforHRoutsourcing.Insimpler terms,HROiswhenacompanyhiresaspecialistfirmto handlesomeorallofitsHRtasks.Notably,thiscaninclude thingslikepayroll,benefitsadministration,recruiting, training,andevenkeepingupwithemploymentlaw

Thereareafewreasonswhyacompanymightchooseto outsourcetheirHR:

● Savingmoney

● BetterPerformance

● Tohandlecomplextasks

ListofCompaniesInvolvedInOutsourcingHRServices

ConsideringoutsourcingsomeHRtaskstofreeupyour teamandfocusoncorebusinessactivities?Herearesome well-regardedthird-partyorganizationsthatcanhelpyour businessthrive:

● SearchQuest

● Gusto

● CastleHR

● ADP

● VeroHR

● Bright+Early

● ExtensisHR

● Rippling

● Bambee

● Trinet

Conclusion

Inconclusion,wehavesummarizedthebasicdetailsof outsourcingHRservicesforyou.Furthermore,wehave alsomadesuretolistoutsomeofthemostwell-known companiesthatyoucanrefertoincaseyouneedto outsourceHRservices.Additionally,wehopethatyougain valuableknowledgethroughthisblog.Formoresuch content,keepreadingBusinessAPACmagazine.

Maithillee Zaveri

An Ingenious Artist And A Brilliant Entrepreneur Of The Art Industry

Oftenartistsgounderappreciatedinthe society,asartisalwayscategorizedamongst ahobby.Duetolackofsupport,thereare fewartistswhogettheopportunitytoexploreandopt forartasacareer.Onesuchartistwhobelievedin herselfandpursuedhercareerinartisMaithillee Zaveri(FounderatMaithillee),despiteofinitially havingnosupportersshecontinuedfollowingher zealforart.Fromdoodlingonroughpagesto establishingherartstudio,Maithilleehasemergedas aningeniousleader.Shewasonly10yearsoldwhen shediscoveredherloveforart,andsincethenshehas beenexperimentingwithallkindsofmediumsand th colors.Inthe10 grade,theUniversityofCambridge showcasedoneofhersculpturesartworkandwithin thesameyear,shemanagedtosell3ofherpaintings.

“I was ambidextrous and I struggled a lot in studies. My mind always wandered in doodling or just sketching whatever I would visualize & capture those memories. The doodles were always at the last 10 pages of all my notebooks,”saidMaithillee.Itwas duringhercollegedayswhenthehorizontowardsart andhistorybroadenedandshedecidedtopursueitas acareer.However,herfamilybelievedthattherewas nofutureinarts,butafterseeingMaithillee establishingherselfasanentrepreneur,successfully runningherartstudioandfeaturingthroughout variouspublications,theystartedbelievinginher.

ArtDoesHaveaFuture

Asanartist,theassetyouhaveisyourartanditis difficulttogettheexposureneededtosucceed.For Maithilleetooitwasastruggleduringtheinitialdays ofhercareer,astherewerenotenoughopportunities fortheemergingartists.Shehadtophysically struggleoutsideartgalleriestomeetthegallery

ownersandgetherworknoticed.Allthiswastoo overwhelmingforastrugglingartistwhoinitially lackedsupportwhichledherintodepression.

Asartisthebesttherapyformentalhealth,Maithillee didovercomethistimetoo.Whileresearching,she alsofoundoutthatthebestplatformtoshowcaseart issocialmedia.

Socialmediadidgrantherwiththenoticeable attentionsheneededtoshowcaseherart,thuslanding herwithlotsofemailsfromartgalleriesacrossIndia. Shestartedgettingclientsforwhomshewould commissionartworksfortheirhomes/offices.These contractsgaveherthecourageandstrengthtoopen herartstudioinMumbaiin2017.

Itwasdifficulttosetupherselfintheindustrybut withalotofhardworkanddedication,shemanaged tosettleherartstudioonthemapofartgalleriesand provethatartdoeshaveafuture.

Shefurtheradded,“I thought I could sell through my own private collections directly to clients, conduct workshops for all age groups and do commission or customized works for clients too.”Thiswayshealso foundawaytocutthecommissionforthegalleries thatfeatureotherartwork.

Moreabout'Maithillee'

MaithilleetranslatestohappinessandforMaithillee herself,happinessisart.Anartistisagreatvisualizer andobserversoisMaithillee.Hermission,through Maithillee,istobecomeasuccessfulartistandhelp thosetalentedartists,whodreambig.Shehasbeenon herjourneyalonewithoutanysupportsoshe understandsthestrugglesofanartistclosely

Thispersonalexperienceledhertocreatea platformthatwouldassisttheotherstruggling artist.Theseartistswouldnothavetoworry aboutanysupportandwouldfocuson completingtheirdreams.

Maithilleebelieves,whenartistssupporteach other,theygrow.Eachartworkhasadifferent storyattachedtoitsonobodycanjudgeor analyzeit.Alloneshoulddowithartisto appreciateit.Andthishasalwaysbeenher missionandgoal.

Hercompanyprovidesvariouscreative servicesforvariousclientsacrosstheglobe. Theyincludethefollowing:

Ÿ Commissionworkswhereanimagegiven viamessagesorpersonallytotheartistto paintitexactlythewayitis.Thisalsogives themthefreedomtochoosetheirrequired size,medium,andmaterialtheywouldwish togetitmadeon/with(materialand medium).

Ÿ GivingthemVastutipsastowhatkindof paintingswouldsuittheirhome/office

Ÿ Stylingtheiroffice/wallsaspertheir preferenceorgivingthemsuggestionsby closelyworkingwithinteriordesigners

Ÿ Sellingartworksthroughprivatecollections andartexhibitions

Ÿ Conductingartworks(allagegroups)and seminarsforemergingartists(schooland collegestudents)

WithoutTalent,ThereIsNoBusiness

Maithilleebelievesthattheartindustryhasno genderstereotypes,talentiswhatcounts.And withouttalent,thereisnobusiness,whatsoever Becominganentrepreneurcamewithashare ofdifferentstrugglesbutMaithilleeswayedall thestrugglesthroughsheertalent.Shesays,

“Every individual has their own sets of qualities. But mine, are in the talent sector.” Wheremanyartistssticktoaparticulartheme, Maithilleebelievesinexploringalltheoptions. Thisiswhathelpsherinsharpingherskillsand becomebetterdailybecauseoftalenttriumphs attheend.

Herkeytosuccesswasalso'patience'.Shedidnotrushand exhaustherselfinthejourneysheawaitedheropportunity patientlyanddidsucceed.Sheadds,“It's very important to be patient in an art career. It may take days, weeks, months or even years to get noticed but don't lose hope because hard work always pays off!”

EffortsMaketheDifference

Thedefinitionofsmartandhardworkisdifferentforevery individual.Maithillee,however,believesthattoattaingreat heightsandleadabetterandcomfortablelifeifbothsmart andhardworkareincorporatedequally.Suchapersonindue timeattainsalltheaccoladesandrecognition.Maithillee furtherasserts,“If you are not smart your hard work will never pay. Just like a donkey only does hard work, whereas a horse does hard work but uses his smartness whenever and wherever needed.”Similarly,forsmartworkistheresultof hardwork,aswekeepworking,wedogainexperiencewhich helpsusattainexcellence.

Maithilleeconcludesbystatingthattheeffortisimportant, butwheretomakethateffortmakesadifference.

“Art is serenity, compete with yourself, and not others.”

The Ultimate Guide to Talent Management

Attract, Develop, and Retain Your Top Talent

Doyouknowhowmuchdoesitcostfortalent management?

Itisacostlyprocessofonboardinganewemployee. Furtherittakesarelevanttimeforthenewjoineetoget usedtothecompanysystemanddelivertheresults.Itwill beeasyforanexperiencedcandidatetolearnandadaptto theprocess.However,incaseofafresher,therequired tenurecanmounttotwiceorthricetheexperienced candidate.

Hence,talentmanagement(termedashumanresource(HR) managementorpersonnelmanagement)isacriticalprocess formanagersoremployers.But,wehavecuratedthe essentialguidelinesandstepsforemeryemployertoretain andeffectivelymanagetheirtalentedemployees.

Inthisblogyouwillgettoknowabout:

1. WhatisTalentmanagement?

2. Whyisitimportant?HowDoesitbenefit?

3. Step-byStepGuide

4. TailoredApproach

5. LeveragingTechnology

6. Conclusion

7. FAQs

WhatisTalentManagement?

Thebusinesslandscapeisconstantlyevolving.New technologiesemerge,customerdemandsshift,and competitionintensifies.Inthisdynamicenvironment,a company’sgreatestassetisn'titsmachineryorsoftware–it'sitspeople.

That’swheretalentmanagementcomesin.Effectively managingtalentisthestrategicprocessofattracting, developing,andretainingtoptalent.It’sacontinuous tightropewalk,ensuringyouhavethe “right people in the right roles at the right time.”

WhyisTalentManagementImportant?HowDoesit Benefit?

Intoday’sknowledgeeconomy,skilledemployeesarea differentiatingfactor.Strongpersonnelmanagement practicesleadtoamoreengagedandproductiveworkforce. Engagedemployeesaremorelikelytogotheextramile, innovate,andcontributetothecompany’ssuccess.

Additionally,effectivetalentmanagementhelpsreduce costlyemployeeturnover.Replacingaskilled employeecanbeexpensive,andonboardingnewhires takestimeandresources.

Investinginhumanresourcemanagementisn’tjust aboutavoidingproblems–it’saboutunlocking immensepotential.Herearesomekeybenefits:

● ImprovedPerformance:Awell-managedtalent poolwiththerightskillsandmotivationleadsto increasedproductivityandefficiency.

● ReducedTurnover:Byfosteringapositivework environmentandprovidinggrowthopportunities, youcanretainyourtopperformers.

● EnhancedInnovation:Engagedemployeesare morelikelytothinkoutsidetheboxandcomeup withcreativesolutions.

● ImprovedCustomerSatisfaction:When employeesfeelvaluedandempowered,theyare morelikelytogotheextramiletodeliver exceptionalcustomerservice.

● StrongerEmployerBrand:Areputationfor attractinganddevelopingtoptalentmakesyour organizationamoreattractiveplacetowork, givingyouacompetitiveedgeinthetalent market.Hence,itmakesrecruitmenteasierand morecost-effective.

● IncreasedAdaptability:Intoday’srapidly changingbusinessenvironment,organizations needtobeadaptable.Byinvestingintalent management,youcanensureyourworkforcehas theskillsandagilitytothriveinthefaceof change.

Talentmanagementencompassesawiderangeof activitiesacrosstheentireemployeelifecycle.Itall startswithstrategicworkforceplanning,which involvesidentifyingyourcurrentandfuturetalent needs.Onceyouknowwhatskillsandexperienceyou need,youcanfocusonattractingtherighttalent througheffectiverecruitmentandonboarding processes.

AStep-by-StepProcessforTalentUpholding

Everyemployerorethicalleadermusthavecontinuous

guidingprinciples.Becausetalentmanagementisan ongoing,cyclicalprocessthatcanbebrokendowninto keystages:

Step1-StrategicWorkforcePlanning

Thisstageinvolvesanalyzingyourcurrentandfuture talentneeds.Whatskillswillbecriticalforyoursuccess inthecomingyears?Considerfactorssuchasyour organization’sstrategicgoals,industrytrends,and technologicaladvancements.Conductingaskillsgap analysiscanhelpyouidentifyanydiscrepancies betweentheskillsyouremployeescurrentlypossess andtheskillsyouwillneedinthefuture.

Step2-Recruitment&Onboarding

Onceyouunderstandyourtalentneeds,youcan developtargetedrecruitmentstrategiestoattract qualifiedcandidates.Thismayinvolveleveraging onlinejobboards,employeereferralprograms,and attendingindustryevents.Theonboardingprocessis crucialforintegratingnewhiresintoyourorganization andsettingthemupforsuccess.Effectiveonboarding shouldprovidenewemployeeswiththeinformation, resources,andsupporttheyneedtofeelwelcome, informed,andproductiveintheirnewroles.

Step3-Training&Development

Investinginyouremployees’skillsandknowledgeis essentialforensuringtheyhavethecapabilitiesto performtheirjobseffectivelyandcontributetoyour organization’sgoals.Trainingprogramscantakemany forms,suchasclassroomtraining,onlinecourses, mentoringprograms,andon-the-jobtraining.When developingtrainingprograms,considerthespecific needsofyouremployeesandtheskillsgapsyou identifiedinthestrategicworkforceplanningstage.

Step4-PerformanceManagement

Personnelmanagementisanongoingprocessthat involvessettingcleargoalsandexpectationsfor employees,providingregularfeedback,andevaluating theirperformance.Regularperformanceconversations helpemployeesunderstandhowtheirworkcontributes totheorganization’sgoalsandidentifyareasfor improvement.Effectiveperformancemanagementcan alsomotivateemployeesandboosttheirengagement.

Step5-RetentionStrategies

Retainingyourtoptalentisessentialformaximizingyour returnoninvestmentintalentmanagement.Herearesome strategiestokeepyouremployeesengagedandsatisfied:

● Provideopportunitiesforcareerdevelopment: Employeeswanttofeelliketheyhaveopportunitiesto growandlearnwithintheirroles.Therefore,offer themopportunitiestotakeonnewchallenges, participateinspecialprojects,andattendindustry conferences.

● Recognizeandrewardemployeesfortheir contributions:Letyouremployeesknowthattheir hardworkisappreciated.Thiscanbedonethrough formalrecognitionprograms,bonusstructures,or simplybyexpressinggratitudeverbally.

● Createapositiveworkenvironment:Apositive workenvironmentisonethatisrespectful, collaborative,andsupportive.Thus,employeeswho feelvaluedandappreciatedaremorelikelytobe engagedandproductive.

● Offercompetitivecompensationandbenefits: Competitivecompensationandbenefitspackagesare importantforattractingandretainingtoptalent. Regularlyreviewyourcompensationandbenefits offeringstoensuretheyremaincompetitiveinthe market.

BuildingATailoredApproachtoMaintainTalented Brains

There’snoone-size-fits-allapproachtomanagingtalent. Thebeststrategywillbeuniquetoyourorganization’s specificcontext,whichincludesitssize,industry,culture, andworkforcedemographics.

● Industry:Thespecificskillsandexpertiserequiredin yourindustryshouldguideyourtalentmanagement strategy.Forexample,atechcompanywillneedto focusonattractingandretainingemployeeswith strongtechnicalskillsandexperienceinareaslike softwaredevelopment(remotedevelopmentteams), datascience,andcybersecurity Ahealthcare organization,ontheotherhand,willneedtoprioritize candidateswithmedicalexpertiseandexperiencein areaslikenursing,medicalcoding,andpatientcare.

● CompanySize:Smallercompaniesmighthaveamore informalapproachtotalentmanagement,relyingon personalrelationshipsandmentorshiptodeveloptheir employees.Largerorganizationsmightbenefitfrommore structuredprocesses,suchasusingtalentmanagement softwaretotrackemployeeperformanceandidentify skillsgaps.

● EmployeeDemographics:Understandingyour workforcedemographics(age,skills,career aspirations)willhelpyoutailoryourtalent managementstrategytoaddresstheirspecificneeds andpreferences.Forexample,millennialsandGenZ employeesmayplaceahighvalueonwork-life balanceandprofessionaldevelopmentopportunities. Ontheotherhand,babyboomersmaybenearing retirementandmaybeinterestedinopportunitiesfor knowledgetransferandmentorship.

However,therearecertaincommonpointsforall industriesthatencourageemployees,grouptermlife insurance.Itisbecominganecessitytoincludeitinevery salarydeductiontocoversuddenlosses.Thishelps companiesmaintainacaringimageamongstemployees.

Technology

andPersonnelManagement:Leveraging ToolsforSuccess

Talentmanagementsoftwareandtoolscanstreamline processes,automatetasks,andprovidevaluabledata insightstoempowerdata-drivendecision-making throughoutthetalentmanagementlifecycle.Hereare someexamplesofhowitssoftwarecanbeleveraged:

● AttractingCandidates:Applicanttrackingsystems (ATS)canhelpyoumanagetheentirerecruitment process,frompostingjobsandscreeningresumesto schedulinginterviews.Thesesystemscanalso integratewithonlinejobboardstoexpandyourreach andattractawiderpoolofqualifiedcandidates.

● ManagingtheOnboardingProcess:Onboarding softwarecanstreamlinetheprocessofintegrating newhiresintoyourorganization.Thiscaninclude taskssuchascollectingelectronicnewhire paperwork,automatingworkflowsforassigning equipmentandaccesspermissions,andproviding accesstotrainingmaterialsandresources.

● TrackingEmployeePerformance:Performance managementsoftwarecanhelpyousetcleargoalsand expectationsforemployees,tracktheirprogress,and provideongoingfeedback.Thesesystemscanalsobe usedtoconductperformancereviewsandperformance appraisals.

● IdentifyingSkillsGapsandProvidingPersonalized LearningRecommendations:Talentmanagement softwarecananalyzeemployeedatatoidentifyskills gapswithinyourworkforce.Thisinformationcanthen beusedtodeveloptargetedtrainingprogramsand recommendpersonalizedlearningresourcesforeach employee.Additionally,sometalentmanagement systemscanintegratewithlearningmanagement systems(LMS)toprovideemployeeswitheasyaccess toonlinecoursesandtrainingmaterials.

Conclusion:InvestinginPeople,InvestinginSuccess

TalentmanagementisnotjustanHRfunction;it’san investmentinyourorganization'sfuture.Byprioritizing this,youcancreateaworkplaceenvironmentthatattracts, develops,andretainstoptalent,i.e.,workplacewellness. This,inturn,leadstoamoresuccessfulandsustainable organization.

FAQ:DemystifyingTalentManagement

Still,havequestionsabouthumanresourcemanagement? Herearesomeanswerstofrequentlyaskedquestions:

Whatarethebiggestchallengesintalentmanagement today?

Ans.Attractingandretainingtoptalent,keepingupwith evolvingskillsneeds,andcreatingapositivework environmentinacompetitivemarket.

Howcanwemeasurethesuccessofatalent managementprogram?

Ans.Trackmetricslikeemployeeengagement,turnover rates,time-to-fillforopenpositions,andreturnon investment(ROI)fortrainingprograms.

Whataresomeemergingtrendsintalentmanagement?

Ans.Theriseofremotework,theincreasingfocuson employeewell-being,andtheuseofartificialintelligence (AI)inrecruitmentandtraining.

Shruti Jaipuria

A Visionary with Purposeful Fashion and Conscious Clothing

Thefashionindustryisanenormoussectorthatemploys millionsofpeopleworldwide.However,thealarming growthoffastfashionhasraisedsevereconcernsabout innovationandenvironmentalimpact.Regrettably,thishas ledtolimitedexposureforlocaldesignersandartisans. Fortunately,ShrutiJaipuria,FounderandCEOof SatatKi,hastakendecisivestepstobridgethisgap.Asa visionaryfashionentrepreneurbasedinBangalore,shehas uniqueandeffectivestrategiestoelevatetheIndianfashion industry.Inthisexclusiveinterview,sherevealsher inspiringjourneyandoffersherinsightfulperspectiveon theindustry’sgrowth.

Q:Whatisyourtakeonthecurrentscenarioofthe fashionindustryinAPAC?Whatchallengesand opportunitiesdoyouthinktheyarefacing?

Well,itgoeswithoutsayingthattheFashionIndustryinthe APACregionisbooming.It’snotedtobecontributing40% totheglobalfashionmarketwhenitcomestoluxury

fashionandretail.InIndia,somerisingtrendshave beenanaffordableluxury,athleisure,andmore minimalfashion.Wealsoseeariseinlocal homegrownbrandsandmorefocuson collaborationsandretailpartnershipswithinthe Industryhere.Ithinkthebiggestchallengefashion faceshereinIndiaistraceabilityandfairwages.As anagency,weaddresstheseissuesbycollaborating withlocaldesignerswhoworkdirectlywithartisans andcraftsmeninthecountry.India’sdesignskills areavaluableassetthatmustbeshowcased globally.Bydesign,Idon’tjustmeanexcellent qualitybutrefertotheintricate,conscious, purposefuldesignbytheweaversorthe craftsmanshipthatcomeswithpatternmakingor tailoringandfinishing.

Q:Couldyoupleasewalkusthroughyour educational/professionaljourney?Whatinspired youtobecomeanentrepreneur/businessleader?

Iamabusinessmanagementgraduatemajoringin financefromBangalore,India.Afterbeingrecruited byaglobalconsultingfirm,Irealizedearlyonthat mypassionlayinafieldoramostlynon-technical andlessanalyticalrole.SoIquitmyjobasan analystataconsultingfirmandjoinedthefamily businesstobuildtheirlocalretailmarket.Mytime theretaughtmeeverythingIcouldaboutrunninga successfulbusinessonashoestringbudget.Then, gettingaspecializeddegreeinfashionandretail wouldhelpmegrowandgodeeperwithinthe industrythatwasmyheritage.Soaparticularyear inLondongavemetheskills,knowledge,and exposureIneededtofindagap,targetaconsumer segment,andcommittoanicheIcaredabout.Years later,afterbeingacoreteammemberofaB2B fashionstartupsolvingforemergingbrandsfrom India,IfoundedSatatKi,whichmeans “sustainable spirit.” Wearepassionateaboutallthingsfashion andlifestylethatarehandcrafted,slow,and sustainablebutprimarilydesignedfirstandglobal intheirapproach.

Q:WhenwasProjectSatatKiestablished?What arethemissionandvisionofyourcompany? Howisyourorganizationuniquefromothersin themarket?

ThecompanystartedoperatinginJanuary2022. However,theideahasbeensomethingIhavebeen

“

Using creative storytelling to market better and more strategically is game-changing, whether you are a product or service business.”

workingonsince2016.Thebrand’svisionistohelp emergingindependentdesignersfromIndiago global,andourmissionistomakeIndiaadesignfirstnationratherthanjustatextilemanufacturing andproductioneconomywithinthefashionindustry atleast.Ithinkwhat’suniqueaboutus,unlikeother marketingagenciesorB2Bagents,isthatweare focusedonhelpingbuildabrandthroughstrategic andcreativesolutionsthatarefocusedmoreon fixingandimprovingthefunctioningofthebusiness alongwiththebrand’spositioning.Webelievethatto buildasustainablebusiness,yougenuinelyneeda targetedmarketingapproachthatisallabout focused,consciouseffortstogetsalesand conversionsfromtherightaudience,ratherthanjust anyaudience.Youwouldratherspendtimeand energyfindingrepeatbusinessthannewbusinessin thisindustry

Q:Whatareyourcompany’skey products/services/solutions?Whichindustriesdo youprimarilytargetwithyourofferings?

Weofferconsulting,marketing,anddesignservices toemergingdesigners,brandowners,retailers,or justaboutanyonelookingtostarttheirownlabel. Theindustriesarefashionandlifestyle,mainly.I genuinelybelievethatifyouareabrandthatis lookingtogrow,thengrowthdoesn’talwayscome fromthenumberofsalesconversionsyouhaveor therevenueyougenerate.Weofferdevelopment acrosstheboardthroughmostofyoursystems, whichcanrangefromthenumberofopportunities we’vebroughttothenumberofinsightsyoucollect.

Q:AstheFounder/CEOofthecompany,whatare yourprimaryrolesandresponsibilities?Whatare yournotableawardsandachievements?

Myroleisprimarilyfocusedonstrategyand partnershipsfornow.Havingateamhashelpedme delegateandimprovemoreclient-facingand demandingworkflows,butIhaven’tfullyachieved thatatthelevelIwant.

Q:Couldyoupleasetellusthechallengesyou facedasaleaderinyourcareerandhowyou overcamethem?

ThebiggestchallengeIhavefacedasaleaderwithin thefashionindustryisworkingwithanopenand

risk-takingmindset.Contrarytowhatmostpeople thinkaboutmanufacturersandtextileunits,the largerthebusiness,theharderitisforthemtoadapt tochangeandmakeinnovativeandcreativeshifts. It’sreallyfrustratingtoworkwithunitsand businessleaderswhothinktheyknowthetrade insideoutwhenallthey’redoingisworkingwith onlyoneaspectofthevaluechain.Ialsothink usingcreativestorytellingtomarketbetterand morestrategicallyisgame-changing,whetheryou areaproductorservicebusiness.Itworkedforus, sowhynotforthem?Butmostinthefashion industrystillbelieveintraditionalmarketing methodsthatlargelydependonthenumberof SKUsyoucreateandthesizeofyourcatalog.We aretrackingnumbers,butnotquantity There’sa vastdifferencethere.

Q:Howdoyouencouragewomen’s empowermentwithinthecompany?What changeswouldyouliketomaketoavoidgender discriminationintheworkplace?

Well,90%oftheteamatSatatKiconsistsof women.Idon’tpreciselyfocusonhiringor workingwithonlyfemalecreativeprofessionals. Still,Ithinkthegeneraltrendisthatifit’sa creativebusiness,there’smostlyawomanbehind it.SoIgotluckythere.Therealdealisifyouare passionateorcareaboutyourjobasmuchaswedo, whetheryou’reaninsideroranextensionoftheSK family.Iinvestalotmoretimeworkingdirectly withmyteammemberstoencourageandfacilitate learningandgrowth.It’salotofgiveandtake everyday,andthat’showweempowereachother allthetime.

Q:Asasuccessfulleader,whatadvicewouldyou liketogivetoaspiringwomenleaders?

Aswomen,wesecond-guessourselvesalot.We needalotofassurance,validation,andmotivation fromexternalforces.Whilenoneofthatisabad idea,it’ssillytothinkthatwecangetgoingonour thoughtsanddreamsoncewegetthere.Thereis nothingthatcanormuststopyoufromworkingon thoseideas.Also,Idothinkweareharderon ourselvesthanourmalecounterpartsbecausewe havejustbeentrainedtobemoreself-critical. That’spainful,soIhopewecanlearntocut ourselvesslackandbeyoung,wild,andfree.It’s magical.

Uma

Shankar

An Ardent Leader Grooming Professionals of Tomorrow

Ialways wanted to be a provider of

employment and not a seeker of employment,” saysUmaShankar,theFounder,CFOand CPOofMaximusInfoware

Whileworkingatthebank,Umacameacross severalentrepreneurswhomadeherrealizeshe toohaddreamsofherownandwhenthetimeis rightshewouldestablishaventureofherown. Sheservedinthebankingsectorformorethana decadeandcalleditquitstopursueherdream. Umacommencedherentrepreneurialjourneyby settingupatraininginstitute.Sheranherown businessofpackagedsoftwaredistributionfor8 yearsandherfirmwonmanyawardsthroughout thistime.Duetoherexceptionalleadership,few ofherkeyemployeesfromthisbusinessventure arestillworkingwithheratMaximustoday

In2007,UmaalongwithherhusbandMr.Shankar co-foundedMaximusInfowareIndiaPvtLtdfor providingsoftwareservicestothefinancial servicesindustry.MrShankarbeingafinancial servicesprofessionalandatechnocratspearheaded theproductmanagement,businessdevelopment andorganizationalstructuring.Thecompany initiallystarteditsjourneywith30employees. Today,MaximusInfowarehasover200 employeesandservicesprivatebanks,financial inclusionserviceproviders,scheduledbanks, publicsectorbanksandcorporatesthatprovide servicetobanks.Maximushasalmostmappedout alloverIndiaandisexpandingitsgeographical reachbysettingitsfootprintsinBhutan,Nepal, Afghanistan,Bangladesh,Djibouti,Papua,New Guinea,andAustralia.

SuperlativeServicesandInnovativeSolutions

Umaco-foundedMaximusInfowarewitha missiontobethebestglobaltechnology-enabled serviceproviderdelightingcustomerswithtopnotchservicesandinnovativesolutions, encompassingeverydeliverychannel,payment method,andcustomertouchpoint.Thecompany

caterstofront-endbanksandfinancialinstitutions forvariousformsofpayments.Inadditiontothis, Maximusalsofacilitatesthetransactionsfromthe user-endandmakethemsmoothandreliable throughitsinnovativesolutions.

Thesebouquetsofinnovativesolutionsinclude channelsforphysicalcash(ATMs),virtualcash (cards,wallets),orstraight-through-processing (UPI,BillPay).Asasecuritymeasure,thisprocess isfurtherauthorizedbyIdentityManagement Solutions.ThroughthisMaximusensuresthe identitiesoftheusersthroughBiometric(thumb, iris,face)ortechnology(encryption/decryption. tokens,anti-fraud,innovations).Besides,allthe solutionsbythecompanyarecertifiedwithboth international(PCI,EMV,etc.)andnational agencies(NationalFinancialSwitches).

ThroughouttheyearsMaximus'visionhasbeento createandsustainafrictionless,end-to-end transactionecosystemthatbenefitsbusiness organizationsandtheircustomers,byleveraging currentandevolvingtechnologies.Thus,Umaand herteam'sfocusonpaymentsandidentity managementformorethanadecadehasenabled thecompanytoexcelandplaceditasaleaderin thefield.

PreservingPeople-centricCulture

UmaShankarisnotjusttheFounderbutalsothe Director,Finance&HumanResourcesat Maximus. AstheHeadofFinance,shehandlesthe finances,managestheinvestments,andoversees thefinancialrisksofthecompany.In2015SIDBI VentureCapitalLtd.,investedinMaximus Infoware.In2017and2018Maximushasbeen ratedas“FinanciallyStable”byCrisil/S&P.

Ontheotherhand,Umaalsooverseesthe departmentofHumanResourcesandensuresthat thecompanyretainsapeople-centricculture.By combiningherfeminineinstinctswithprofessional wisdom,shegeneratesauniquepeople-oriented

culture,whichisakeystrengthofthecompany. Furthermore,inthetimeofthepandemic,the companyhaskepttheemployeehealthatthetop priority Assoonasthevirussurgedaroundtheworld, Maximusinformedalltheemployeestoworkfrom home.ItestablishedVPNconnectivityandalsosent desktopstothehomesofthestaffthatdidnothave theirpersonaldesktoporlaptop.Maximusalso offeredaMediclaimcovertoallemployees.

Apartfromthis,thereareonly5employeesthatopted tostayinofficeandarehandling24*7supporttothe customers.“Keeping their efforts in mind we have fully taken care of their food expenses and also paid an additional allowance for working from the office,” sharedUma.

AttainingthePerfectBalance

Asanentrepreneur,themostdifficultpartofrunning anorganizationisfindingbalancebetweenpersonal andofficelife.Umahasbeenperfectlybalancingthe professionalaswellaspersonallife.Sheunderstands thatpersonalfamilyandofficialfamilyareequally important.However,therecanbetimesonehasto sacrificeeitheronpersonalfamilymattersoron professionalmattersdependingonthesituation.

Umafurtheradds,“The compensating act from my side needs to be doubled up to make the family that sacrificed more to feel better.” Thebalancingactremainsinevitable,especially,for womenentrepreneurshavingasupportivefamilyby sidehelpstoattainthisbalancepeacefully. ProfessionalismamidCrisis

“Women have that innate sense of understanding of others' strengths and weaknesses and their problems as well,”saysUmaShankar.Duetothis,employees tendtodeveloptrustandconfidenceintheirwoman employerandthiscreatesaninvisibleconnection betweentheemployerandtheemployees.

ThecurrentCOVIDoutbreakhasalteredthe traditionalworkstyle.AccordingtoUma,this outbreakhasprovidedwomenprofessionalswitha newopportunitytoresumetheirwork.“Women professionals who had resigned to handle their home responsibility have got the opportunity now to work and also fulfill their career goals,”sheasserts.The work-from-homehasgiventheseemployeesthe

freedomoftimewherecompletionofworkis importantthan9to5timings.Thisfreedomhas resultedintomoresuccessfulproductivehours.Women professionalsarefindingiteasytofocusonworkas wellasbalancingtheirpersonallife.

MentoringtobetheBestProfessionals

Beingaworkingprofessionalforalongtime,Uma Shankarhasexperiencedseveralobstaclesbutshewas alwaysdeterminedtoreachthegoal.Evenafterthe crisis,shehasbeentacklingtheobstaclesintermsof financialandHRrequirements.TheCOVID-19 outbreakhasbeenhard-hittingfortheemployeesin manyorganisationswiththesuddenlay-offsand industryshut-down.Despitetheindustryscenario,she hasbeenencouragingtheemployeestobringouttheir bestandhavealsorecruitedagoodnumberofnovices andgroomingthemtobethebestprofessionals.

Astheveteranoftheindustry,Uma,advisesthe aspiringprofessionalstobedeterminedanddohard workwithcompletesincerity.Besides,alwaysbelieve inthefactthat“Customer is God”andprovidethe customerswiththebestsupporttomakeamarkfor yourorganizationintheindustry.

“Employees develop trust and condence in their woman employer whom they are sure would give a helping hand when in need.”

a billion clicks to help a billion people