HERD LOGISTICS

images

Images – Courtesy Google

 

Started in March 2017, HERD Logistics emerges as a reliable goods-transport service division of the HERD Group of Companies. Headquartered at Nagpur, in Central India, the unit offers transportation services coupled with tailor-made solutions to meet the requirements of its clients. Forging working-links with some of the best-in-the-business it combines broad outreach and grip over local market realities to give operations its cutting edge.

Providing hassle-free freight services from the center of the country, HERD Logistics offers 360 degree radius coverage. Its forte lies in planning, executing and control over movement of consignments. These suitably match with its ability to manage smooth run of goods while in motion from destination to destination. Also consignments are covered by insurance thereby assuring safety of goods.

Leveraging on wide-ranging logistics and communications outreach, the team working on this unit efficiently create cost-effective solutions tailored to meet all kinds of transport needs. It has therefore established itself through flawless freight forwarding services, carefully synchronized with factors like timeliness, flexibility, swiftness, safety and reliability.

The division works with the twin mission of –

  • Being committed to providing inclusive logistic solutions in an efficient, reliable and affordable manner, and
  • Gaining and retaining confidence and trust of valued customers by conducting business with complete honesty and integrity.

The Team comprises of professionals led by Mr Shriram Paralkar who knows all there is to know about the business.  Alongside Mr Vijay Satpute efficiently manages tasks to serve people and organizations in need of transport operations, cutting across state borders. Together they successfully handle operations with in-depth understanding of the trade.

It is this team that is the driving force for HERD Logistics to facilitate our unmatched services. Their guidance takes the company to new levels, charting out new territories for expansion. As an upcoming logistics service provider, HERD Logistics offers transportation of goods and materials and relocation of all kinds of cargo across destinations.

HERD Logistics is distinguished through its operational excellence which is the corner stone of all integrated logistics solutions that the division offers to clients. The team of professionals monitors every aspect of the operational performance. With required formats and best practices in place we maintain optimal control over operations.

The company believes there is always room for continuous improvements. We focus on developing highly advanced logistics technology through in-house facility of skilled IT personnel. Our key strength lies in seizing business opportunities for which we rely more on our proven track record of quality operations and a tradition of integrity.

We have consistently demonstrated collaborative approaches that are the backbone of this business. We work with clients to offer the most suitable logistic solutions tailored to meet their exact needs. Our work methodology enables us to create a name to reckon with and our work ethos helps us deliver efficient cargo services. We have always remained duly responsible for stock control and timely delivery.

The works are equipped with modern communications that helps in accessing and handling entire relocation and cargo transportation needs for customers. The latest tracking facilities enable us to provide exact status of the consignment on the move. Moreover, our experienced team can quickly assess a critical situation, identify transportation alternatives and implement a delivery solution that meets your time and cost requirements.

Following strict safety standards and superior quality control we take pride in our professionalism and speedy execution of assignments. Under the proactive style of working and association formed with leading freight forwarding companies that extend due support we hope to reach every corner of the land.

The Changing Interview Process

There are interesting changes happening within HERD HR unit that is looking to adopt more efficient and quick processes to being more techno-savvy in its working. From processing and filing resumes efficiently to going online through Skype and Facetime to interview prospective candidates – the team is taking on exciting options. They are also exploring all kinds of technical opportunities that may best assist in sourcing employees with the required skills to be able to collate highly effective business teams.

It is management at the top that is at the heart for bringing about these futuristic trends and transformations. Wanting more efficient methods with the idea to do away with traditional interview techniques that focused too much on factors that allowed for delays and postponements, the new-age techniques help in identifying tech friendly and tech-users required in today’s increasingly digital world.

Online interviews are now the staple of many tech-savvy recruiters. Besides saving time, money and resources on personal interviews they allow for instant real-world feel and conditions without the hassle of arranging a formal face to face discussion.  It seems okay to do away with the rigors of regular interviews and adopt the perceivable superficiality of online interviews. One of the best things to happen is that there is a lot less stress for interviewees and the digital barrier makes them free and open to stating their mind

It then appears to be a life-line in this day and age to be able to recruit tech savvy candidates who are more than willing to go through screen interviews to explain their inclinations to be keen for the job profile. For HERD HR it is now increasingly becoming a neat hiring process to scan candidates and be able to adjudge on screen what they do not want to opt for. Yes the declining route certainly becomes easier.

There is naturally many a pitfall between the resume and the real person. And if one is able to discern this while talking online you may gather as much as you would from a face to face consultation and say no to the person without much compunction. While it is true that HERD HR hiring practices have earlier scrutinized qualified candidates and noted them wanting in certain areas as to required credentials, but in online cases it just becomes so much easier to say no.

We are also aware that the digital way may have them in a position to access answers with online information to give all the correct technical responses. Also we may not be able to really comprehend the culture fit talking to a person online. However the team keeps an open mind on this count to be aware that while they look for people who fit in with what the culture is but it is also a good idea to keep ourselves open to new prospects and new perspectives.

With varied business units under the belt, HERD Group of Companies can very well do with a mix and match of talent recruiting. Online talent scouting and interviews are just another convenient process to scout for a good thing if it comes by. The important thing is to ensure that anyone with the requisite skills and matching credentials will get an equal if not quicker shot at being taken in through this hiring process. This will not only be good for the person it will be good for the company and the business too.

The HERD HR team is quite accustomed by now to this recruiting procedure and recruiters too are more open to it than in-person interviews. With advances in modern technology our HR professionals make the process easier and more efficient and fortunately they do not dilute the human element. Video interviews do away with travel costs and allow for scheduling at everyone’s convenience.

The convenience provided by this technology is readily being acknowledged and spurring the team to adopt it more extensively. It is especially great for far flung and even out-station candidates. It allows for visibility into a candidate’s qualifications, presence, and skills in a more convenient atmosphere for the recruiter. In a world of greater connectivity it is just the thing to happen more and more now.

HERD TECSOL – IT Arm of HERD Group of Companies

download (14)

Images – Courtesy Google

HERD TECSOL is a private limited IT company attached to the HERD Group of companies. It came into existence in June 2016 that makes it a very young startup, just barely beginning to get noticed. Starting in a small way, it was self-financed and operated by founders Dr Amol Deshmukh and Dr Suchika Gupta. IT Manager Jigar Joshi runs the operations with help of a small team. As yet in its early stages the company is doing it all – developing, testing and marketing its IT services brand.

As we all know pretty well a startup company is an entrepreneurial venture that typically follows an emerging, fast-growing business aiming to connect with the marketplace. Improvising a viable business model around the idea, HERD TECSOL offers IT services through the platform offered by HERD Group of Companies. Small in size it is gradually working its way around to develop and validate its existence.

On a typical day we can see IT Manager Jigar Joshi responding to numerous in-house projects spread across the city as well as catering to out-station assignments every now and then. Just last week took him to Kurha and Titamba villages of Amravati district to install biometric machines in two remote schools located there. Fixing biometric machines, CCTV cameras, or computer peripherals as and where needed, he is also catering to installation of IT communication gadgets in sync with service providers.

It is ongoing research that opens up new markets. Aside from regular in-house jobs that come, HERD TECSOL watches out to offer services in under served areas. For doing this the manager has to stay alert around the local market to grab upcoming opportunities. With increasing number of web-based IT services the potential is definitely out there. Our best route as of now has been through the in-house niche that helps us to reach out to known institutions. We are now ready to offer IT services to the open market as well.

As HERD TECSOL prepares itself for offering needed IT services and skills, the team is advised to keep honing their talents to serve and ensure that they are at par with existing trends and requirements. Whenever feasible they attend seminars and conferences sponsored by IT sector to stay up to the mark in an industry that works on current knowledge. Credibility in the IT industry is critical and HERD TECSOL strives at being successful as a reliable IT company.

The founding directors of the company launched it with the knowledge that their networks and skilled operational team will help it get on its feet in the all-pervading robust IT environment. They were not wrong in their assumption. With a planned business approach in line with the HERD Group credentials it has been an experiential process thus far.  The team uses its work experience to identify customers, services, features and IT products that make it known as a hub for information technology. Satisfied customers will be our best bet to lay the foundation for HERD TECSOL.

As of now the prognosis looks good and we have secured good business even as we look beyond the potential of just profits. The small team wearing all kinds of professional hats is working hands-on with all kinds of tasks.  They have undertaken work for reputed companies and venture on in every direction to turn it into a profitable venture. They are confident to take on increasing targets for IT delivery services.

With customers in academia and education the going certainly looks good. Although the information technology industry can be highly competitive HERD Group of companies is confident it can establish HERD TECSOL on its own credentials with a stronger business plan and by offering innovative services. It is the drive and efficiency of the team that will pave the way to future success.

Adopting Best Practices in Leave Management

images (3)

Poised on this last day of August, it is eight months checked off the calendar in the soon-to-be-gone year 2017! With barely four months (122 days, 6 hours, 46 minutes, 17 seconds – to be exact) left before we finally bid the year adieu, suddenly a sizable chunk of time appears to have vanished. This leaves us wondering whether we could have done things better if only we had managed our time more efficiently. Going through the company deliverables and charting out near-future projections we notice a pattern of absences that make us realize that despite having an HR policy in place we still need to adopt certain best practices for leave management.

We need to get more resourceful in the art of managing absences by creating fool proof processes to handle leave absences,  for whatever reasons be they due to illness or injury. These processes will have to involve better responsiveness and proactive stance by employees. The goal of better managing sudden leave processes would be to control unexplained, unscheduled or excessive absenteeism. Any company needs to take care of neat hand-overs and smooth run-of-operations to meet the requirements of functioning of its varied units.

Despite having stated leave-of-absence rules and norms in place, there are bound to occur incidental events, occasions or hazards that may disrupt an employee’s regular work pace. These sudden lapses will decidedly affect direct costs to the company in the wake of unannounced incidental absences. Unplanned absences certainly result in indirect costs to the company in terms of lost productivity or replacement of manpower. We know full well that no sincere employee plays truant but unless some best practices are set in motion we cannot disrupt the progression of operations.

Often times we are really struck by the spate of such events and it is then that we look for ways to manage these kinds of situations created by sudden leave of absence. It is not possible to replace an employee at the spur of the moment and temp positions are still not available to us in our city. All this makes the absence management situation very much more complex, leading to heartburn, confusion and disarray if HR attempts at administering intermittent leaves with a heavy hand.

It is for this reason that management seeks to establish a process to facilitate employees with a clear cut modus operandi to ensure that the charted work does not suffer. Herein it would become essential to monitor and appraise individual employee requests and assess the reasonableness, urgency and necessity for leave absences in lieu of their commitment to return-to-work performances.

The company can feel really quite challenged if employees leave them high and dry, how-so-ever it might be able to manage processes in-house. It is for this reason that following a set of best practices in managing sudden absences will be critical. For one, employees must inform about leaves in the first hour if a situation is coming up that will require their absence. They should never wait to inform at the eleventh hour or depend on well-meaning colleagues to inform management. It is for this reason that we need to develop a written information sharing policy. Such will clarify the disability of the employee and give management time to intervene for makeshift alternate duties by other staff members.

Such processes of necessity require individual assessments as well as accommodations by the company to facilitate smooth run of operations. Further the establishment of a central leave reporting system (WhatsApp leave record group) would be ideal. Herein all absences may be reported in a single line at the very earliest. This will enable the HR managers to understand beforehand how to fill the gap. Once sudden leave gets notified the employee may begin with regular administrative procedures leaving no one in any kind of uncertainty.

What is really needed here is to develop the attitude for being responsive. This will save one from being classified with some employees who are regular leave-abusers and yes every office has them! We have all done it – combined Friday leaves until Mondays to extend weekends to do our thing!! However in case of unforeseen circumstances we should be seen as following best practices that will suit both management and us. This will make the process of reviewing and establishing clear cut norms for sudden leaves, and easier on HR to manage administering such leaves of absence. It would be good to adapt to this format of sudden leaves and HERD Group of Companies will certainly stand to benefit from continually improving on it.

Company Compliance for Business Ethics

ethics265-crop-600x338

A certification that your business meets up with all required and accepted practices, legislation, prescribed rules and regulations, specified standards, or terms of a contract is necessary to make your company business compliant. Anyone employed by a company makes sure that you need to be in compliance with all policies and procedures, at all times.

In India, compliance regulations span across three echelons – Central, State, and Local regulations. Financial organizations and foreign funds require central regulation. Compliance regulations often vary between industry segments as also from geographical locations. Most regulations diverge between economic, public interest, and environmental regulation. India suffers from poor compliance with around 65% of companies not following compliance norms.

All businesses need to follow varied compliances to obey the legal laws and regulations with regards to how they manage business, staff, and even customers. The concept of compliance ensures that business houses act responsibly. Compliance management is therefore the process that ensures that a given corporate set up is following the given set of rules.

These norms are actually the compliance standards or compliance benchmark and the process is what actually manages their compliance. Compliance is thus being in accordance with established guidelines or specifications, or being in the process of being so. The definition of compliance includes encompassing all efforts that ensure your organization is abiding by requisite regulations.

HERD Group of Companies is also in the process of following the needed regulatory compliances that we need to adhere to. Presently we are in the process of understanding the regulations, guidelines and specifications relevant to our businesses. Well aware that violations of regulatory compliances could result in legal reprisal we are therefore attempting to conform to the business laws. In this regard we are making sure of taking steps to comply with relevant laws, polices, and regulations.

Due to the increased number of regulations and need for operational transparency, we are going about the process with help from a professional agency. This will help us to adopt tried and tested measures that will harmonize the sets of compliance controls we may be in need of. This approach would ensure that all necessary governance requirements would be met without the unnecessary duplication of effort and activity.

For starters we are following suggestions made by the professional agency and attempting to achieve the corporate compliance aims for our varied business units. By collaborating and coordinating amongst ourselves we will be helped to evaluate and examine measures that would help us automate the compliance measures that need to be put in place. Herein it would be essential to document and manage all the information to be compliant ready.

Monthly Management Review Meetings

hqdefault

Monthly review meetings, held on the first Saturday of every month, have been a mandatory feature with HERD Foundation and HERD Group of Companies. These monthly review meetings allow everyone involved in varied businesses, in their diverse capacities, to join together while taking a step back from routine everyday responsibilities, to assist management in reviewing performances, achievements and setbacks.

These regular assessments help all in remaining focused on the intentions and targets of their units. Management evaluates and ensures that key personnel are focused in the direction of their business and also assesses their continuing suitability, adequacy and effectiveness. Such review meetings help in rethinking about changes that may have occurred in the context of company’s businesses. Review meetings are an opportunity to take cognizance of risky areas of businesses and how best to go forward.

HERD Group of Companies follows the management review process to the tee in order to be on top of situations. The idea is to see the actual results relating to the performance of the business and its systems. Staff members are expected to fill in requisite data about their business performance prior to stepping in for the meeting, with quality objectives and key performance outputs clearly defined therein.

Our management review meetings teach us what we need to do if something is amiss. Senior management looks at problems encountered and suggest ways to improve or eliminate issues that affect productivity. So from month to month, management review provides the team with opportunities to look on business growth from different angles and to evaluate each period so as to improve approaches while planning for the follow-up period.

Headed by Dr Amol Deshmukh and Dr Suchika Gupta, Managing Directors, these management review meetings are facilitated by Chief of Operations, Finance and HR Head who ensure performances are in alignment with the organization’s strategy. As business leaders of the group they demonstrate that they are committed to stringent management systems for effective outcomes and compliance with company policies.

For in the final count the review is as much about individual performance as it is about the company’s financial performance and result. Naturally employee performance directly affects business outcomes and review meetings are aimed at firmly keeping a grip on effective systems to reign in financial accountability. Herein we have to contend with issues – elimination of any waste, optimize operational efficiency, reduce complaints and improve customer satisfaction levels.

Subsequent improvements in these areas will decidedly impact positively on the financial performance. Staff is prepped up to plan and prepare well for these monthly review meetings. With the agenda in place all unit heads present actual results of their key areas of performance on a pre-decided format. With the availability of actual data along with facts and figures in place, management review meetings end up collecting and collating its core processes of performance.

Once the core process performance is evaluated we understand how our products/services/processes have been delivered. Were these implemented as per plan or did we lapse and fail in some areas. What were the costs of such failures and it is here that the top management audits its findings. Thus every month we come to know precisely what have been our levels of achievements vis-à-vis our objectives and strategies. Most importantly, did we fulfill them all? If not, then what are to be the next steps?

The purpose of our monthly review meetings is to undertake a factual approach by presentation, discussions, questioning and decision-making to arrive at facts that help in planning the subsequent strategies. Management expects such meetings to help key staff in gaining confidence to understand their organization and to take ownership of their units. Monthly review meetings have over a period of time evolved and contributed in doing this. Armed with actual data, staff presentations are not subjective, sketchy accounts but hard data that helps in confidently planning the road ahead. For HERD Group of Companies the purpose of Management Review Meetings is now a well-entrenched practice.

Role of Training in an Organization

AAEAAQAAAAAAAAfjAAAAJDZlNDBlYjBmLTY1ZWQtNDA0YS04YTU5LWY3OThhMTVkYmY2ZA

HERD Group of Companies has an energetic HR unit working proactively with both management and staff to bring on fruitful results for the smooth running and upward direction of its several businesses. Any HR Department worth its salt will vouch the importance of training in the success and development of an organization. Likewise our own HR group has been pushing ahead with staff engagement and training programs to inspire all workers at all levels.

Management and HR staff recognizes the fact that employees become more efficient and productive when they are well trained.  Our human resources are therefore offered training every step of the way since we do know how important the role of training is in the overall growth of the organization. It is for this reason that one of the key functions of HR is to continue with regular periodic trainings.

Our management unfailingly realizes the useful return on investment through training and other development activities that assist employees to remain supportive to business goals with an eye for optimal profitability. And so from day one, when we start providing orientation to our new employees, earmarked trainings become a significant step in building up a solid team aimed to become achievers.

HERD Group of Companies has been largely conducting in-house trainings and this has helped build a comfortable employer-employee relationship. We are also open to the idea of inviting training specialists who can be made responsible to coordinate motivational training that will help in employees’ in their transition to the next level. Such training specialists will hopefully conduct training for department heads and also at the supervisory levels for well-rounded orientation for growth and development.

Obviously such trainings occur after proper needs assessment in which again the HR managers cull out the training requirements in critical areas that need reckoning. Identifying employee skill sets and determining the kind of training they need is done to upgrade our workforce. Needs assessments are always critical to stay focused and facilitate appropriate training.  Herein the HR helps in identifying employees who have the aptitude for higher-level responsibilities. Such trainings then help prepare them to take on future leadership roles.

HERD Group of Companies is also keen in promoting the handling of the professional development of it staff. HR therefore also builds professional development activities based on staff abilities to create possibilities of smooth transition for employees keen on rising up within the organization. Our HR unit follows a set pattern for staff development and training is given on four basic grounds:

  1. New candidates who join us are given training so as to familiarize them with the organizational mission, vision, norms and working environment.
  2. Existing employees are given recurring trainings so that they may refresh and enhance their knowledge.
  3. For all update and amendments in technology, business sector and business environment trainings are given to cope up with those changes.
  4. Finally, when career growth becomes important then training is given so that employees are prepared to share the responsibilities of their higher level job.

In the recent past we have sensed certain benefits that such continuous trainings bring about. For one, it improves employee’s morale and self-esteem. This helps in employee contribution for organizational success since employees are in a state of motivation and less likely to be absent. Secondly well trained employees will be better acquainted with their tasks and perhaps will require little supervision. Thirdly, employees acquire skills and efficiency during training. They become more eligible for promotion. Eventually they become an asset for the organization.