Skip to main content

Why you want a premier B School candidate?

High IQ, High on analytical thinking and problem solving, conditioned to manage responsibilities with strategic intent, smart worker, better degrees, better education, are competitive, have seen better teachers, colleagues and are comfortable understanding and managing high level stake holders with ease and poise, have higher aspirations and thus take up challenges, prove themselves faster, better, lead, challenge, create, produce better results, create value and enhance customer's satisfaction and over experience. Anything else, I am missing here, please add!

Now, when I see how many important and critical positions in HR are filled by folks from premier B school backgrounds, I see only 20% at max. Check LinkedIn and you will find this. 
Does that mean, many companies do not want all that what a premier B school guy can produce? Probably yes! 
Look at many LinkedIn job postings and you will see, many a places , there is not mention of education and premier college background, they just ask for numbers of years. 

Arguments in favor of not necessarily getting hung upon the premier tag is, cost and affordability, ignorance and play safe. 
It will be interesting to survey with stakeholders including employees and business leaders and check what difference they have seen in terms of results from people from premier vs not premier B school backgrounds.

Questions to ask--

1. What great changes have been made by the premier B school person, which was not made so far was not seen, realized or not being able to make by a non premier B school guy?
2. What approach did the premier B school guy follow which was way above the approach followed ever followed by the non premier B school guy?
3. What value and prestige/importance that the premier B school guy created for position, department he represented that was not done by a non-premier B school guy?
4. What systems, processes has the premier B school guy has created that was not available or not imagined so far and that helped create value for all stakeholders?
5. What issues and challenges has the premier B school guy brought to discussion and attention of senior management that was never ever articulated by a non-premier B school person so far? 
6. What is the effectiveness scores of HR programs that has been launched by a premier vs Non premier B school guy?

Add comparators that you want to add and try and answer them.


Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through

Well-known interviewing technique “laddering,” the Means-End Chain!

Courtesy HBR article...  The 30 Elements of Consumer Value: A Hierarchy ( Understanding Consumer Decision-Making with Means-End Research - Rockbridge ( Many of the studies involved the well-known interviewing technique “laddering,” which probes consumers’ initial stated preferences to identify what’s driving them In our research we don’t accept on its face a consumer’s statement that a certain product attribute is important; instead we explore what underlies that statement. For example, when someone says her bank is “convenient,” its value derives from some combination of the functional elements  saves time,   avoids hassle,   simplifies,  and  reduces effort.   We have identified 30 “elements of value”—fundamental attributes in their most essential and discrete forms.  These elements fall into four categories: functional, emotional, life changing, and social impact. Our model traces its conceptual roots to the psychologist Abraham Maslow’s “hierarchy of needs,