Career Transition: Indian Armed Forces

A Leadership Primer: General Colin Powell (Chairman (Retd), Joint Chiefs of Staff, US Army)

2009-12-05T11:30:00.000+05:30

This must be one the greatest presentations on leadership I have read. 18 lessons, one slide each. The power of brevity & insight illustrated. Access the presentation by clicking on the link below.

http://docs.google.com/present/edit?id=0ATWUIgebefnGZDV2cDJqbl8xOGhjNno4a2N6&hl=en

Review: Faujnet & XISF

2009-11-19T10:15:00.007+05:30

Two websites I have come across lately which attempt to bring together the armed forces community on one platform are Faujnet (http://www.faujnet.com/) and XISF - which is an acronym for eX Indian Security Forces (http://xisf.org/en/). Having had the opportunity to interact with the founders of both I consider these ventures admirable. Register with them to reap the rewards (both are still very new but are seriously committed to constantly upgrading and improving. As is true for all such ventures, value addition will emerge and multiply based on the membership numbers and interactivity. So you will need to be patient with them for a start). They have similar models:

A web based interface which has elements of interest to members in it. In this case career transition advice, job posts, articles, networking, forums, etc. (let me not do injustice by clubbing all the other utilities with an 'etc', the sites actually have a lot more to offer and it will be well worth your time to explore each in detail).
Creation of a large membership base.
A revenue model revolving around the above elements.

Critical aspects required for them are:

The utilities / resources being provided to members need to be relevant, effective, scalable and engaging on the long term. As an illustration, an officer seeking transition advice must find it on the site and this should help him in his endeavour for a second career (relevant & effective). This and similar transitional advice must reach all officers who need it. Tailor-made and customized advice could be available, however, resources should aim at providing solutions to the maximum majority possible (scalable). The officer who sought and received transition advice should have a reason to continue to be engaged over the long term with the site (engaging). This could imply continuously innovating with new resources / solutions on the site, tweaking existing utilities to keep them relevant & interesting, creating second, third and so on levels of engagement. Thus, if the officer was seeking information on which transition course he should choose and received this information, the site should further tell him how he should evaluate multiple job options at the time of his placement. At the third level, he could be provided with information on how he needs to set his medium and long term career goals and the steps he needs to accomplish them. Thus at every stage of his career he gets the solution / answers he needs and identifies the site as a source for this information referring back to it on frequent occasion. This level of engagement however is infrequent. The sites should further aim at creating frequent levels of engagement (daily, weekly, etc.).
Visibility and branding to propagate the sites to as many relevant users as possible and further ensure they register with the site.
High quality content (including user generated) and resources. A user coming across low quality content or a resource which was supposed to work but doesn't could put him off completely and he might never return to the site (I have seen content on both the sites with numerous grammatical & spelling errors and well as some which was outright bad). The Indian Armed forces community has a very strong element of networking and communication inherent in it. A happy user will tell 10 others about the site. The opposite is true as well. Creation of self appointed brand ambassadors is important to create a successful brand.

XISF seems to have adopted the Barista model where it evaluates each step independently, refines and goes ahead with it. Whereas Faujnet seems to have adopted the Starbucks model (also adopted by Cafe Coffee Day) where it goes all out in expansion / visibility and refines / consolidates along the way.

There are pros and cons of both approaches. As with Barista, they have a far lesser number of stores but loyalists admire the ambience and personal touch of their outlets. Whereas in Cafe Coffe Day, their large numbers ensure huge footfall (consequently revenue as well) and branding / visibility, but people sometimes complain of an outlet being like an assembly line.

The bottom-line of any such venture is its ability to attract and retain users over the medium to long term. A site can be monetized and thus be successful only if it is able to achieve that aim.

My best wishes to both!

You Have Received an Offer from a Company: Taking Things Ahead

2009-08-22T14:20:00.011+05:30

You have received one or more job offers. What next?

Evaluate the profile(s): This includes several factors. These factors have been listed in an earlier post (click on the link to open): Factors to be Considered While Taking up a Job/Profile.
Check the CTC being offered (read my post on the difference between CTC & 'take-home'). Insist on a break-up of the same giving details of its constituents. Negotiate on it - never accept the first offer. There is always scope for improvement. Besides salary, check other perks you will get like a transport allowance, mobile phone allowance, etc. (as components of your CTC and not as profile related facility). The amount will vary depending on the profile. Check if you can change the break-up of the proposed CTC to save taxes.
Check the designation you are being given and negotiate on it, if required.
Read the offer letter carefully to understand the implication of each point in it. Try to read between the lines.
Take into consideration the distance of your home to the office and the time and cost implications it has.
Check the joining date expected of you and see if you are comfortable with it.
Check whether the company works 5 days a week or 6.
Inquire if the company has a formal 'employee rewards and recognition' program. Good professionally run companies have one.
Inquire about the dress code.
Request for a copy of the internal rules and regulations of the company including its leave policy, medical policy and other details.

Decide on the one which seems the best after considering each profile against the points mentioned in the post above.

On acceptance of the offer letter and on joining, the company must give you an appointment letter which confirms the appointment as well as mentions other important points in detail.
Ensure you fill up the Providend Fund Form which is a mandatory requirement (only for individuals earning basic pay Rs. 6,500 and below. PF is not mandatory for individuals earning earning basic pay above that amount). The employer has to match your contribution presently fixed at 12% of your basic salary (this point must as it is be mentioned in your offer letter/CTC break-up).

Which Transition / Resettlement Course is the Best Option for You?

2009-08-14T13:18:00.007+05:30

Upgrading one’s qualification is one of the critical considerations an officer evaluates on release / retirement from the armed forces. Deciding which one is the best option for you is a matter of personal choice since each officer is unique by way of his/her qualifications, experience, service profile, years of service experience, preference of a profile, etc.

A few inputs on the options available:

1. 6 month GMP (General Management Program) at Management Institutes (IIMs, XLRI, MDI, etc.): Helps you learn practices and theory of the corporate world. You get up to date with market news. Campus placements, when successful, can get you higher packages. However, these have not been successful for many courses for past year+. This might change now since the economy is on the way to recovery and corporates have begun hiring again.

2. 1 year executive MBA/2 year full-time MBA (ISB-Hyderabad, IIMs, and other management institutes): In any higher education program a lot of learning happens through interaction with fellow students and professors as well as through case studies where practical knowledge and learning play a big role. Thus one should be able to meaningfully give and take learning. With a purely armed forces background this ability is limited. Also, without corporate experience, one may even be unsure of which profile to specialize in. This option is advisable only to officers with minimum 3-5 years of corporate experience.

3. 2/3 year part time MBA: These are specially designed for working executives. Classes are conducted in the evenings or during the weekends. Classes can be real or virtual. This makes sense for executives who cannot afford to take time off from work to upgrade their qualifications. Some courses like the one conducted at the IIM-L campus at Noida and FMS are reputed and can add value to your profile while you continue to earn.

4. Correspondence Courses: These add value to your resume only by way of the tag. Besides basic management theory should you decide to seriously study the course material there isn’t much value in these courses.

Recommendation

1. 6 month GMP (Ser. No. 1): In spite of the poor campus placement record lately of the six month management courses, I recommend this option. However, for placement, ensure that all options are explored (especially networking as this option has worked wonderfully well for officers in the past) and do not depend purely on campus placement. Smart officers have been known to get reasonable placements even during the recession. Officers in the higher age bracket are at a disadvantage for placements, especially if they do not have any technical qualifications.

2. A part time MBA (Ser. No. 3) from a reputed institute is also a good option to take up.

Additional inputs on officers planning to take up Ser. No. 2 as an option immediately on release / retirement

While it is certainly beneficial to be able to absorb knowledge and information from fellow students, however, you might not be able to derive maximum benefit from a full time course right now. There are several factors for this:

1. If you only take and not give, you might be viewed as a cling-on thus changing individual/group dynamics against you.

2. At the present stage you would be like a sponge taking in everything. However, very important is the fact that there are two kinds of information / knowledge to be taken - basic and advanced. You will get so engrossed in taking in the basic that you might either not be able to take in the advanced or might not identify the knowledge as such. Consider yourself as a YO in the corporate world with the difference that given a few years your learning/growth curve will be very steep. Visualize sending a YO for Junior Command as against the basic YO course.

3. Since you lack corporate exposure, the information that you now seek will not be relevant to the level you are entering. Your peers will either be individuals with hard core corporate experience ranging from 15-20 years or young executives at the top of the heap. Interactions with both will be of an advanced nature. Business strategy, advanced management concepts, globally relevant subjects, advanced domain/sector/profile related discussions, etc.

In a nutshell and to put it very bluntly, your investment to return ratio will be much higher in the 6 month MDP / part-time MBA as compared to a full time course. Yes, you must do a full time course, but after at least 3-5 years of corporate experience.

Young Officers: An HR Goldmine for Indian Corporates

2009-04-15T16:30:00.003+05:30

I came across a website through LinkedIn a little while ago. There is a US based company (Alliance International) which specializes in the recruitment of US JMOs (Junior Military Officers) for American companies.

US JMOs have recently been judged as one of the best leaders America has in a Nov 2008 selection with names like Indra Nooyi (PepsiCo), Lance Armstrong (Cyclist & Advocate), Jeff Bezos (Amazon.com), Robert Gates (US Secy of Defence), et al. Check out the links below:

http://www.usnews.com/articles/news/best-leaders/2008/11/19/how-americas-best-leaders-were-picked.html
http://www.usnews.com/articles/news/best-leaders/2008/11/19/americas-best-leaders-us-junior-officers-military.html

Young officers leaving the Armed Forces and taking up corporate employment are a potentially huge HR goldmine who are not being given adequate attention by large Indian corporates. American corporations realized the potential of this group a very long time ago and former military personnel have done exceedingly well in the US government and corporate positions. Indian armed forces officers are judged as amongst the best globally... then why is corporate India lagging?

Another point to be made here is that while Indian Army YOs make great junior leaders and managers, they should be given adequate training / orientation before their complete induction into a profile in a company. The GMPs run in management institutes are not achieving this objective fully. They reinforce general management education / skills into officers who are already generalists not leading to adequate knowledge / skills to prepare them for the task ahead. These 6 month courses need to be specialized ones in functions like HR, Operations, Logistics, Marketing, Sales, etc. Further, on getting placed in a company, the company should have a 30-90 day orientation/training/induction capsule to prepare them fully for the role. Given a medium to long term view, these managers can contribute immensely to an organization.

I had also asked this question in LinkedIn to serving and retired/released (working in companies) armed forces personnel, HR managers and recruitment consultants. All the answers I received were in glowing reference to this group.

Where do Indian Army Officers stand if they were compared globally against officers of other armies on key parameters like leadership experience, communication and interpersonal skills, problem-solving abilities and the ability to perform under pressure.

The question is in reference to an article in US News. If JMOs of the US Army can be judged as such and suitably absorbed & rewarded by corporate America, why hasn't corporate India discovered/recognized this HR goldmine?

The Job Search

2009-03-17T17:14:00.004+05:30

So, you're looking for a job... The manner in which to go about this is important. Broadly, a good job search will involve the following:

Job portals: The leading job portals today are Naukri, Monster, Timesjobs and Shine. There are others as well but in my personal experience I haven't found them as effective as the above. Ensure to complete your profile on these as well as update the resume every fifteen days since a prospective employer is then sure that all your details are updated. There are options available on some sites where you can, for a fee, increase the visibility and circulation of your resume. You can try one of these options as well. When looking for an opening try different permutations and combinations for the desired profile you are looking for since it can lead to different but suitable results.
Recruitment consultants (also known as executive search firms, head hunters, placement consultants, etc.): Call, e-mail, meet. Try to establish a rapport with them and in the long term a good relationship. A directory of all recruitment consultants nationally is available for a nominal fee. Click here to access the link.
Professional networking: This can be done through the contacts and associations you have made or through LinkedIn and references. Also read my post on Networking & Relationship Management.
Personal networking: Tap friends and relatives. As Sun Tzu said, "Opportunities multiply as they are seized". So energize your network and create a buzz (a discreet one though) around your job search.
Newspaper supplements and classifieds: Opportunities are featured in the career supplements of newspapers like the Times Ascent as well as in the High Flier section of the ET. Look for similar features of other leading newspapers.

Is it the Right Time to Leave the Services?

2009-01-27T20:27:00.004+05:30

An emphatic NO! This is certainly not the right time for you to leave the services. If you have been considering the option, rule it out for the short to medium term. That would be between six months to a year. Timing the economy is difficult and never very accurate. But it is presently plain to see that the current scenario is not an employment friendly one. Further, if you take the Sixth Pay Commission into perspective then if definitely does not make sense to leave now. I advice only those officers to leave who feel they either cannot continue in the services due to overriding factors - personal or professional or those ones who feel they are bringing special skills to the table which will ensure a top notch job immediately. All others wait and watch...

The economy is in a slowdown. Sentiment is low. Pink slips are having a field day and recruitment has been frozen. Even replacement hiring is not taking place (also read my earlier post - "Current Recruiting Environment").

For those officers who have already left and are in the process of looking for a job, doing a resettlement course or waiting for their papers to get through don't loose heart or feel discouraged. There are still good avenues available, though harder to find at the moment. The challenge is to be able to identify these opportunities and go for them. Plan harder, work harder and walk that extra mile to contact as many prospective employers and placement consultants as possible. Even consider options available on recruitment portals that promote your resume amongst prospective employers and consultants for a fee (my next post will delve into the manner to go about a good job search).

Ensure that your resume is top notch. Sometimes great candidates may be missed simply because their resume failed to attract adequate attention. Bear in mind that at this time there are those many more resumes floating in the market and far lesser vacancies than before which makes the task of finding suitable employment that much tougher.

Your Resume

2008-11-19T16:13:00.004+05:30

One of the most important tools to facilitate passage into the corporate environs is your resume. It initially helps get an interview call and then assists you during the interview since a large number of questions (sometimes as high as 90% of an interview) are asked from the resume. A big challenge a former armed forces officer faces in his resume is showcasing his armed forces experience in a corporate perspective. One invariably finds military appointments, terminology and incorrect comparisons of profiles to corporate ones being reflected in resumes. The right terms, inferences, terminology, layout and length go a long way in ensuring a great resume.

An interviewer invariably starts an interview with questions originating from the resume. Thus, unless your resume is exceptional, your interview may well start on the back foot. Remember, interviewers go through hundreds of resumes and the only reason they are likely to dwell on yours is if it’s exceptional. A few pointers on a great resume:

Keep it very short and brief. Contrary to having a negative effect, it will have quite the opposite and gives you more to talk about during the interview.
Think about the new job/profile and find ways to link your previous experience to it.
Analyze the strengths and weaknesses of your candidature with reference to a profile. These will change for every new profile you decide to apply for. Showcase your strengths. This means fine tuning your resume for every new profile you apply for.
Display your personality in the resume in whatever manner you can.
Ensure that the e-mail address is appropriate for business. Addresses like "coolguy81@yahoo.com" is NOT okay. Make a special mail address for this purpose if you need need to.
Add your LinkedIn profile to your resume. Before doing that, ensure it is up-to-date, complete in all respects and impressive by way of recommendations (to read more on how to maximize your LinkedIn profile read "9 Ways to Maximize Your LinkedIn Profile".
Don’t mention your private life unless you can make it sound interesting.
Change the layout and design to make it look distinct.
Always ensure you affix a smart photograph of yours on the resume.

The above mentioned points are generic and applicable to any resume. Besides the above you will get numerous tips and pointers on making a resume on the internet. The challenge however remains on how to showcase yourself distinctly to prospective employers by writing the correct things in the best manner possible. For this, it is best to have your resume made professionally. Consider the expenditure involved in getting a professional resume made as an investment.

Career Transition Diagram

2008-09-05T18:31:00.008+05:30

I have tried to represent the actions before and after leaving the armed forces in the slide above (click to enlarge).

I (Before Leaving)

There are positive and negative aspects in all organizations and it depends on the attitude of an individual, how he/she makes the best of it.
There must be overriding reasons for an individual to leave the army. Unlike an ordinary job change, this change has far more at stake and is like changing worlds. Be very clear about why you want to leave.

II (After Leaving)

Try and create a balanced merge of your professional training, interests/aptitude and what you can do best professionally. An imbalance in either may take away from you your job satisfaction and/or growth.
Carry out a SWOT analysis of yourself and the career you want to take up. Analyze the industry you plan to join, sectors which are doing well, profiles where you can grow fastest.
Based on your analysis, decide which profile you would like to take up. Keep your options open as far as the sector/industry is concerned.
Take affirmative action where required by way of doing a course, adding to your qualifications, etc.
Try to ensure you are performing a core function for the business you are in or are a profit center for that business. This maximizes the scope for your growth.

Corporate Etiquette & Soft Skills

2008-08-31T14:53:00.001+05:30

Some of my biggest queries when I entered the corporate environment were about what to wear, how to address people and how to go about writing work related e-mails.

Corporate etiquette and soft skills can be classified under the following categories:

Business Etiquette.
Corporate Dressing.
International Protocol.
Business Communication.
Boardroom Etiquette.
Dining Finesse.
Presentation Skills.
Networking & Mingling.

Without making this into a classroom sermon, for me the simple solution was precedence ("When in Rome...") and the internet. I dressed the way my colleagues around me did (media has casual dressing as a norm, bankers dress more formally and conservatively, etc.) and addressed people the way I felt it was required dealing on a case to case. "Sir" for ex-colleagues from the armed forces who are senior, "Mister" when dealing with someone for the first time especially on the phone when I don't know the persons age but in most cases by first name. The internet provided solutions for ways to write business e-mails.

In a nutshell: Precedence and the internet can provide most solutions you are looking for. And of course, the standard - I am always available for queries.

Shine.com

2008-08-17T19:36:00.004+05:30

When the advertising campaign of Shine.com broke out across media (and it was BIG!), I approached it with cynicism, "Another job portal... pleeease." I did however check it out, to keep myself informed even if for no other reason, and was in for a pleasant surprise. It was different. Different from the likes of naukri, monster and timesjobs (and personally between these three I prefer timesjobs). Besides boasting of some new job search and salary related tools, it also has a career advice section with some very good articles.

Definitely worth checking out, and no I don't get paid for this!!

Networking & Relationship Management

2008-08-17T19:34:00.002+05:30

I am sure you have heard the "Don't blow your own trumpet" line? Well, there's the modern version of that and for those of you who haven't heard it, it goes "If you don't blow your own trumpet, nobody will blow it for you"... Ancient wisdom turned 180 degrees.

The same is true for networking and relationship management. Contrary to what we learnt as kids about being completely self reliant (professionally) and not approaching others for favours, I think it is okay to ask people for something or to seek a favour when you need one. Hasn't someone in the recent past asked you for something and you without really giving it a very serious thought given a fair shot at doing whatever was requested?

I follow a two fold and really quite simple philosophy for this:

You never know when you need someone.
It doesn't hurt to make friends. Something good always comes out of it in the end.

Thus I make it a point to make friends whenever I get the opportunity to and then to nurture these relationships. I think at a very fundamental level one has to try and genuinely invest in people. Insincerity comes across clear and glaring.

As you gain more experience, change a few jobs, maybe a profile or two and meet and invest in people along the way, you will begin to realize and harvest the power of your network. There is nothing selfish or materialistic about this. Remember, you too are part of someone's network. At what rank you figure in his/her list is very dynamic and fluid. You will always be at the top of one list and may be at the bottom of another. However, if you honestly and sincerely invest in people, your network will fall into place like a complex web of simple mutually beneficial relationships, opening doors and opportunities of varying nature, sometimes when you are least expecting them...

Current Recruiting Environment

2008-08-10T10:25:00.009+05:30

Is it the right time to take the leap now, especially with the economy going into a slowdown? Timing is very important in getting into a good company and profile. The current recruiting environment is not very positive. Over the past few weeks business and industry leaders have generally reflected an optimistic outlook of things but basic economic indicators point towards a slowdown in the economy. Some sectors like real estate, IT/ITES, airlines, etc. are definitely going to bear the brunt of this however one can expect recruitment across industries/sectors to take a hit in the short/medium term.

There is a silver lining though. There are certain industries/sectors which are going through an expansion (infrastructure, retail, entertainment, for example. There is an article in the Outlook Money dated 30 July 2008 - 10 Emerging Careers. A must read) and they will continue to grow and hence recruit, so the right thing to do now would be to identify these and try and get into them.

A few pointers:

Time your leaving the armed forces and your plans for further education/training, if possible.
Take time before you leave or during your course to tap any and every network you can (NDA, IMA, OTA, Rimcolians, Georgians, place types, company types, regiment types, unit types, etc... and no humour intended here) and ascertain which industries, sectors, companies and profiles are doing well and work towards them.
Read and keep yourself well informed through various sources. A few of them are mentioned in an earlier post.
Try and get into a company and profile where the skills you bring to the table are a core requirement for the company. This ensures your chances of growing faster. Also remember that there are cost centers and there are profit centers in a company. The former while being a part of the company and performing important/critical functions does not add to its top lines and an employee in this profile is a cost. The opposite is true for an employee who is a part of a profit center. Try to be a part of the latter.

(The timing of this post is important but it does not delve into too many details on the subject. I invite any reader with expertise/detailed knowledge on the same to contribute a guest post on the blog).

Application Through... Now What?

2008-08-09T07:03:00.004+05:30

Okay, so you didn't heed the advice of your family, friends and colleagues and succeeded in dispatching your application for release with the necessary signatures and recommendations in all the right places!! What next...?

First and foremost, continue to work as you did earlier. For SS officers the duration till you finally hang up the boots is approx six months if you have opted for release after the contractual period of five years and thus submitted your papers after 4 1/2 years. For SS officers on extension the period can vary between three to six months. The period for officers who have opted for PMR after whichever period of service could vary wildly (unless of course someone somewhere has your particulars noted neatly on a scribble pad in an office near the India Gate!!). Coming back to the topic at hand, it is very important to contribute like you did till the last day of service. It can leave a very poor taste amongst everyone around (and yes, even jawans know these things nowadays) to find an officer missing from scheduled events like PT, unit functions, assignments, etc. You are building your personal brand and while in your second avtar in the corporate world almost none of whom you leave behind may matter significantly, but in the long term it helps your brand. So be overly cautious not to convey an attitude of indifference or disinterest.

Secondly, start preparing for the 'outside' world. Preparation primarily amounts to the following:

Personal documentation.
Opting for a resettlement course through the DGR.
Preparing mentally and intellectually to enter the corporate sector.

Personal documentation: Ensure all your personal documentation is complete in all respects and sent to the right departments. Be closely and personally involved in this and don't depend on the Head Clerk. They invariably (though unintentionally) let you down. Read the pertinent AOs, regulations and fine print on the forms. It is a blessing to get all your dues within 30-45 days of leaving the Armed Forces (You need to be prepared to fund your resettlement course besides being self sufficient for at least six-eight months after leaving the Armed Forces).
Opting for a resettlement course through the DGR (also read my other post on this): The DGR has amended their rules for allotment of courses a few times in the recent past. Go through the website to update yourself on these. Ideally, interact with one of the officers in DGR at their office in R K Puram or speak to them on the phone (numbers are given on the website and in the DGR booklet. An online version of the booklet is also available on the website). An officer who has done extensive study of the entire process and numerous rounds of the concerned departments has graciously accepted my request of publishing this on the blog. I hope to have that up soon.
Preparing mentally and intellectually to enter the corporate sector: Quite simply put, prepare to WIN. Nothing short of that. Mediocre performance may not be rewarded. Getting sidelined to a second rung profile in the corners of a corporate office may not be something you will accept or enjoy what with a past life of being a Class I gazetted officer with the pay, perks, respect and status we are used to. Resolve to excel in anything and everything you do. Evolve. That seems to be the mantra doing the rounds these days. Leave with only the good you have picked up from the Armed Forces. Besides unlearning the rest and adapting to a completely new eco-system, the only way to evolve is to learn. Formal education, informal education, on the job, off the job, the internet, whichever way it comes. And don't wait for an employer to do this for you. That is an employee attitude. Take control of your life and pick up the skills you need to win in whichever profile you decide to take up. Besides the above, also start reading. Recommended are financial dailies like the Economic Times, Business Standard and the Financial Express. Business magazines like Outlook Business, Business Today, etc. Watch business channels like CNBC, NDTV Profit, UTVi. Read management books. Some are mentioned on this blog. Be sharp, on the cutting edge of knowledge and information and you will feel the difference yourself.

The Difference Between your CTC and your Take-Home

2008-08-06T17:31:00.007+05:30

I have interacted with as well as heard of several officers who were promised a big CTC and ended up getting but a fraction of that amount in their bank account.

Terms defined:

CTC: This is an acronym for 'Cost to Company'. It literally means what your employment is costing the company you are working with or plan to work with. This could besides your salary and allowances also include mediclaim premiums and other benefits the company provides you but doesn't translate into any cash flow in your hands.
Take Home: This is that part or component of your CTC which you actually get in your hand or as good as getting in your hand (like a driver, house rent, petrol allowance, use of company car, etc.).

Different companies have different ways of computing an employees CTC and the break up of the same consists of different things like basic salary, HRA, medical allowance, lunch reimbursement (sodexo or other coupons), PF, etc. No company intentionally tries to give you a wrong picture. Policies differ widely from company to company. Due to inadequate knowledge officers sometimes don't check the pertinent details or get the correct picture.

Check your take-home salary after you receive an offer from a company. In case the company does not give you a break-up of the same, ask for it. Also, speak to someone you know in the corporate sector or write to me. Additionally, the take-home component can be increased by optimizing different aspects of the CTC and can make a big difference in the final figure. Be sure to do this.

A word of caution. Several companies, especially small ones provide a big cash component as part of their package but not in writing in their CTCs like a driver, rented apartment, fuel allowance, etc. This is to save taxes and other reasons. While this is certainly part of your take home and can make life quite comfortable please be careful of this practice. The next company you move to might not acknowledge that part of your salary and negotiate for a hike only on the component that is mentioned in writing in your offer/appointment letter.

Testimonial for Resume (Guest Post by Major Ashish Acharjee)

2008-08-03T20:04:00.010+05:30

(My resume was made by Sameer towards the end of my 6 month Management Development Programe at MDI, Gurgaon. I am now working in HR with HCL Infosystems, Noida)

Testimonial

Thanks for the resume you drafted for me. Firstly you understood perfectly how to put in perspective my military experience into corporate terms, which no one else could. This single reason itself got me a number of leads with excellent companies.

The resume fared far better than many other formats I had developed on my own and with assistance of others. It was selected by numerous companies which took me till the interview stage with them and developed their interest in my profile and experience. My own contacts in the corporate rated the resume drafted by you better than all other resumes of mine.

I will go on to even say that I feel one of the greatest reasons apart from my own capabilities, to have the luxury of choosing between 3 good offers, was the resume. The beauty of it is that with a few changes in it , I had put it up for completely different verticals and towards the last phase of my job hunting, I was in a position to choose between three offers in the verticals of HR, Business Development and Operations Management.

Thanks Sameer.

The Interview

2008-08-03T11:29:00.004+05:30

One of the occasions when you have the most at stake during any single conversation is in a job interview. You have one chance to pitch yourself to a prospective employer and making the best of it is of prime importance.

Before the interview, and in a way to even make it to that stage you need to have a great CV. One that sets you out from amongst the others and highlights your abilities, qualities and personality in the best manner possible. As mentioned in an earlier post, spending time/money on a good resume that exhibits the true 'you' is not an expenditure but an investment. Be very deliberate going about it. You will be surprised how many doors can open or close on the strength or otherwise of a CV.

Going about the interview:

Research: Read about the company in as much detail as possible before the interview. Check their website, read news reports from the internet, speak to friends. It always leaves a good impression with a prospective employer that you have come well prepared for the interview.
Confidence: Be confident. This is something most officers can manage well since we have been through so much of this before. Even if you feel nervous/anxious within (which most of us would) force yourself to project confidence and calm. Right before you enter the interview hall practice deep breathing. It works very well for me. If possible try to imbibe a 'nothing to lose' attitude. It really helps to perk up one's confidence.
Clarity & Brevity: Please be very clear, concise and to the point with your answers. They don't have to be in the typical crisp armed forces manner but they shouldn't be a long, boring monologue either. That can leave the interviewer very impatient and discourage a dialogue.
Rehearse: There are some questions which are almost always asked in interviews. It might be a good idea to write down as many as you can remember and rehearse them before the interview.
Honesty: Be honest about your replies. Interviewers typically have so much experience with candidates that a change in the tone, facial expressions, voice modulations, etc. can give away a lie very easily.
Pertinence: Be prepared to mention the pertinence your qualifications and experience have to the vacancy you are applying for. Ultimately that is what an employer is looking for, how well you will fit into the profile and deliver results. Match yourself with the vacancy and highlight those points.
Points from the CV: Up to 90% of questions in an interview can come from your CV. Please ensure you don't write unnecessary things in it which you will not be able to answer if queried in detail about.
Seek Information: The interview is as much about your getting to know the company as it is about the company knowing about you. Don't hesitate to ask questions/queries you may have about the company, profile, etc.
Follow up: In case you get the phone number or e-mail id of the interviewer, it may be a good idea to follow-up with them after a few days of the interviewer. It displays your interest to the employer.

Watch this video on how to approach the interview. As per the source blog it is relevant to college graduates, but I found it quite relevant to a wider audience as well.

Factors to be Considered While Taking up a Job/Profile

2008-07-27T21:47:00.000+05:30

Choosing between competing offers can be a difficult task. Sometimes even knowing which direction to begin a job search in can leave a person more than a little confused. Listed below are some of the main factors you should consider while taking up a job. These are listed in a general order of priority but this could change for different people:

Job Profile: This refers to the broad area of work you will be operating in. This decision can have very long term implications. Choose a career in keeping with your personality as that can be crucial to your long term success and happiness (there are a number of tools on the internet for this. It will definitely be worth your while to check a few out. Try this for a start.) Moving out of a profile into a completely new one may not be possible at a later stage. Also, it may be advisable to build yourself into a profile over the long term as you will add more value to yourself as well as to successive employers that way. Changing profiles, while not an uncommon practice may be more of an exception than the rule. Remember that changing profiles means you have to master a completely new set of skills and theory. You could spend this time in the same profile moving up to the next level in it. Changing profiles is advisable when you are unhappy with the basic fundamentals of one profile or feel you are stuck in a low growth trajectory due in large part to that profile. Some of the profiles where officers may find their calling are HR, Sales, Administration, Security, Operations, Logistics, Supply Chain Management, Purchase, Marketing, Finance, Project Management, Business Development, Strategy, etc. Please think of this in some way as making your choice of arms.
Growth Opportunities: The profile must offer you growth opportunities within the company as well as outside. For e.g. getting into a niche profile even in the biggest company of a small industry may put you at a disadvantage at some stage.
Financial Remuneration: Please decide how much is the minimum you are willing to work for based on all the factors in your life. Anything above that would be a bonus (learn how to negotiate). Salaries can differ widely based on profile, industry, work experience, etc. Please don't make the mistake of deciding your desirable salary level solely based on those of your peers though it is a good idea to know the broad salary levels your peers are getting. While your salary is very important, I would advice officers to be willing to make small compromises when it comes to getting a job with a very good company, or when you are getting a profile you really want. I have a course mate who joined the Aditya Birla Group in its BPO operations since the company was very good (one of the best employers in India) but later found that the BPO industry was not something he really enjoyed.
Working Environment: This may be something you may get to know only after you have actually joined a company but try and find out as much as possible about a prospective employer as possible before taking up an offer with them. Speak to people working in the company, others in the same industry who may have an idea, check on the internet, etc.
Learning Opportunities: This is interconnected in many ways to Serial No 3. The more you learn, more are your chances of growing within and outside the company. Take up new assignments within the company whenever possible. Volunteer. I know its a scary word in the armed forces, but this will certainly help you to learn new aspects of the business as well as to come to the notice of your boss/super boss. I would also like to mention here that smaller/medium ventures/companies tend to provide more exposure and flexibility. Large companies have stricter JDs (job descriptions) and cross learning/exposure may be limited.
Company/Brand: This one is a mixed bag. Varied views and no hard and fast suggestions. However, over the period of your career try to ensure you have worked with good/big companies/brands. You may find yourself getting branded a small company man and be unable to move to a larger company later. However, keep yourself flexible on this and don't limit yourself. Please be careful about very new/small ventures/companies with no pedigree who might offer you large salaries and fancy designations. It may be a good idea to skip these.
Level in the Hierarchy: It is desirable to be as high as possible in a company reporting in to someone senior in the company, however this may be completely out of your hands. Do inquire about this during your job interview though.
Authority: Your level in the hierarchy would decide the authority you have in the system. I have seen though, authority can arise out of the work you do and the interpersonal relationships you share at work. Please remember to hang the ego outside the door before you step into the office. You are there to work and let nothing come in the way of your accomplishing that.

Memberships & Facilities

2008-07-24T17:13:00.002+05:30

Certain facilities, especially clubs and officer's institutes we take for granted in the armed forces command a huge premium outside. Not only is acquiring memberships in clubs very difficult and expensive, using these facilities is expensive as well. Institutes like the DSOI (Delhi & Gurgaon), Army Golf Club (Delhi), USI of India (Delhi), etc. are great facilities where services are available at very reasonable prices.

Make it a point to take up membership of such institutions/clubs which are close to your likely place of work/residence so that you can use them to the fullest. It is advisable that you try and ensure proximity of your rented residence to such an institute since regular usage of facilities like the gym, swimming pool, squash courts, etc. can otherwise become difficult. Similarly, where available, you could explore memberships to libraries, health clubs, etc. before you finally leave the army. Clubs can also be a great place to entertain corporate clients (learn Business Entertaining Skills), guests and friends due to the ambiance, service and exclusivity they provide.

For the sake of mentioning here, the facilities available to officer's post retirement/release are mentioned below:

Pension (for officers having served a minimum of 20 years of service).
CSD facilities (you can save between 30-40% as compared to market rates through the CSD as on date).
Medical (ECHS to officers retiring after the stipulated period of service and select medical facilities at base hospitals, polyclinics, etc. for Short Service and officers taking PMR).
You can apply for an AWHO constructed property if you haven't purchased one already.
Club memberships can be applied for if open (DSOI Delhi has stopped all new memberships except for serving officers and others on compassionate grounds. Membership for DSOI Gurgaon is currently open for Rs. 10,000/-, life membership).

A piece of good news. You will now be earning corporate salaries and yet continue to be able to use the above services which can add to your lifestyle immensely by way of facilities and/or savings.

Using Your Rank

2008-07-24T13:56:00.002+05:30

Using your rank in the corporate can have its advantages and disadvantages (If taken strictly by the rules, anyone not earning a pension cannot use his/her rank after retiring/release). It can depend on a host of factors like the profile you are in, the number of years you have put into the corporate sector, your rank when you retired from the Army, where (city/region) you are working in the private sector, etc. For officers in a security/admin profile or those working in Tier II and smaller cities, it might help to use your rank. The bottom line here is - Do whatever it takes to help you get the job done (needless to say within the limits of moral/procedural sanction).

As far as the general impression amongst managers in the private sector goes, it is a better idea not to use your rank. The tasks, profiles, systems, etc. in the corporate sector are diametrically different from those in the Army and thus don't require the kind of hierarchical, authoritarian systems in use there. In fact, nowadays in the private sector you may find a manager reporting to two bosses simultaneously (dotted line reporting). The relationships a manager and his boss share (sometimes even with a service difference of 15-20 years) can be as casual as them going out for drinks regularly or spending time together often to discuss common interests, unlike in the Armed Forces where though mixing around is encouraged and common but lines are drawn to ensure 'distance' between individuals. Using your rank can sometimes be an invisible barrier for your professional relationships. Your juniors, colleagues or seniors might be a little reluctant to communicate with you the way they do with others. I once encountered a situation where the Marketing Head of a company actually stammered and hesitated when required to address me since she knew I was an ex-army guy and was not quite sure of how to do so. I had to quickly interject by telling her to please just call me 'Sameer'...

However, at the same it must be said that the Armed Forces continue to be held in high regard amongst most people and when people get to know the fact that you have an armed forces background it does make a certain impact and help facilitation of business objectives.

Hanging up the Olive Greens - The Way Ahead

2008-07-24T13:53:00.006+05:30

(1. In a few places in this post my views are candid and blunt. The intension is not to offend anyone or to be rude. The subject requires thorough soul searching, and complex thought & planning before taking a decision this big.

2. There are no standard templates that can be applied to this issue. Thus this is a generic article for officers retiring/leaving or wanting to leave the Armed Forces. For specific or personal advice, please write to me on my mail id given on the blog).

The biggest apprehensions echoing in an officer’s mind who is thinking about or is about to hang-up the OGs are:

What next?
Should I take up a job (for officer’s superannuating)?
What profile, sector or industry will I fit in?
What is the pertinence of the qualifications and experience I have gained in the Armed Forces to the private sector?
Should I upgrade my qualifications?
Where can I get my resume made?
I did my engineering ages ago, the world has changed several times over since then.
Is there anything beyond Administration and Security for me?
I have done HR all my life, is that where I will fit best?

There are three manners in which an officer leaves the Armed Forces:

Superannuation: This is after completing his service and retiring at the age prescribed by the government.
PMR (Pre-mature release): When an officer at any point during his career decides to put in his papers.
Short Service Commissioned officers leaving after their contractual period of service or at anytime during extension or after having taken permanent commission.

Thus the age of an officer retiring from the Army can range from 26-58. There are no simple solutions or standardized answers. The key to success in the private sector will be a function of several factors like age, qualifications, service profile, interests, aptitude, priorities, special considerations, etc.

For an officer falling in category 2 & 3, you need to be very clear about why you want to leave. In my opinion, a simple yardstick applies. An average officer in the Armed Forces will be average in the corporate sector as well. So wishing away your problems or leaving out of frustration is certainly not reason enough. Leaving should under no circumstances be an escape mechanism. There is politics everywhere, good and bad bosses everywhere. You need to analyze in detail the core values/benefits that you are looking for in your life and profession and apply them to the armed forces and to the corporate sector to get a realistic idea of what your next action plan should be.

Some of the biggest reasons for officers wanting to leave are listed below:

Salary: The sixth pay commission will address this issue to a large extent. Salaries in the Armed Forces can never be equated with the private sector and should not be since these are completely different worlds. The parity will never emerge.
Promotion/Growth: Leaving the army is not a solution to lack of personal growth/promotion. There is no guarantee of growth or promotion in the private sector.
Bad boss: “Individuals leave bosses and not companies” holds true everywhere. In the private sector, you could be in the best company with a bad boss and vice versa.
Politics: Politics is everywhere and is part and parcel of any organizational culture. It cannot be wished away.

Advantages of the Armed Forces:

Job Security
Organizational Support
Administrative Support
Lifestyle, Perks and Facilities
Safe, healthy environs for children to grow up
No rat race for materialistic wants and desires
Quality time with family

Benefits of the Private Sector:

Relatively higher pay scales
Freedom to choose
Easier work conditions
Stability for family and children
Children's education
Freedom for spouse to pick up a career of her choice

Please be very clear about your abilities and caliber. The private sector is not an easy place to thrive and succeed in. Having said that, if you do plan to move on from the Armed Forces for the right reasons, and have the right attitude, abilities and confidence; then there is no stopping you. You can be as successful as you want to be in almost any profile you decide to take up, in any industry or even if you decide to start your own business/venture.

Additional Qualifications

When you leave or are about to do so, it may be a good idea for you to upgrade your qualifications. This can be done while in service through distance learning programs or after you leave through the Armed Forces Management Development Programs or a regular one/two year MBA. You may even decide to upgrade your qualifications at a later stage after gaining some experience in the corporate sector.

Resume

This is one of the most important documents you will need to make a start in the private sector. Please ensure you invest in making a professional resume (Basic Principles of a Good Resume).

Profile/Industry

This will again be a function of factors like age, qualifications, service profile, interests, aptitude, priorities, special considerations, etc. However, please keep your mind open to all profiles across industry. There are innumerable opportunities on offer. Explore as many as possible.