India CFO Summit 4th Edition 2019

As the GDP, it inspires us to understand our Economic Growth Story. Large corporates and companies that are changing the economy have the best of the leaders and rainmakers who are spearheading this economic growth. To understand how these leaders are impacting this change, BizIntegration successful concluded the India CFO Summit 4th Edition on 22nd February at Radission Blu GRT Chennai. Top CFOs across the nation brainstormed the evolving role of CFOs and solutions to top the challenges faced in their Business.

Over the past few years, the responsibility of the CFO has evolved extensively. CFOs are now expected to build strategic judgments on critical decisions on the outsourcing of back office functions and transformative projects. To deal with this, high-performing Chief Financial Officers (CFOs) have to play a more active role within the organization. They will have the responsibility of strategic personnel planning and continuous forecasting. They have to think beyond the stipulated perception of planning a workforce with respect to headcount budget.

CFOs are known to bring with them their expertise and analysis, and combine external and internal data in a way that helps the business strike the right equilibrium in building, obtaining and deploying talent to support the corporate strategy. This summit addressed all the challenges facing a modern CFO and the opportunities they have to lead their organizations.

The day started with Welcome note by Nabomita Mazumdar , Founder Nabomita.com followed by a keynote by Kannan R Head, Corporate Performance Monitoring & Research, Hinduja Group

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Pranay Ramkrishnan,Country Head – Indian Subcontinent, Kyriba delivered a speech on The World’s #1 Cloud Platform for Finance and Treasury .  He said, “Most corporate treasury departments know when the time is right to implement a treasury management solution (TMS), and it’s no longer feasible to rely on spreadsheets as their primary treasury tool. After all, experts and analysts agree that a TMS provides significant benefits by improving overall efficiency, timesavings and control. However, the challenge lies in building the case internally to prove the benefits of adopting a TMS, and this often requires hard dollar figures in terms of either savings made or incremental added value achieved.”

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Pranay further reflected, “If you need help understanding the specific ROI that a TMS can deliver, you can sign up for a free online business case with us.”

Swapnesh Patel, CEO & Co-founder, Omniscient Software Pvt. Ltd addressed the Automating Working Capital & Liquidity Management, approach taken by CFO’s of Top 40 Indian Corporates.

This was followed by a Panel Discussion on the ‘Evolving Role Of The CFOs’

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Moderated by Nabomita Mazumdar, Founder Nabomita.com. The panel hosted R Kannan, Head, Corporate Performance Monitoring & Research, Hinduja Group , Jayaprakash Kalappan, Chief Financial Officer, Panasonic Appliances India Company Limited , Ganesh S, CFO , Parry Sugars Refinery India Private Limited, S Kathir Kamanathan ,Chief Financial Officer ,Lanco Tanjore Power Co. Ltd.

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ALD Automotive spruced up with an interesting streak of launching cars including Toyota Yarris .Big wheels and budget-friendly plans to own them got every delegate thinking about their existing Car Leasing Plans at their organizations.

And a Tailorman added the glam quotient with their presence !

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Finance Function Transformation – CFO’s Lens in the Digital Era was discussed on the second panel by Giridhar Janardana, Partner, BlueRidge Consulting Services Aparna Gopalakrishnan, Director Finance at Automation Excellence Pvt Ltd , V G Suchindra, CFO, Veritas Finance , Pranay Ramkrishnan, Country Head – Indian Subcontinent, Kyriba, Sripathi Chakkravarthi, Regional Sales Head – SAP Concur, Sangeeta Sumesh, High-Performance Coach (Credentialed from ICF) | ED & CFO, Independent Director, Board Adviso, Author,Speaker, Prashant Ganti, Head of Global Accounting, Compliance and Payroll Solutions, Zoho.

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The day concluded with a heartwarming speech on ‘A Story of a Successful Entrepreneur’ by CK Kumaravel,Co-founder of Groom India Salon & Spa Pvt. Ltd.

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His words on echoed in the minds of the delegate as he shared, “Entrepreneur is not someone who has a lot of money or great power, it’s anyone who can see a problem and solve it with using minimum resource.” He shared how his dad created Velvets Shampoo Sachets to what led him to create Groom India Salon.

Gig Economy and HR Compliance

Gig Economy is on the rise with IT skills requiring professionals to work on project for shorter duration.  As reported by Livemint, the IT flexi staffing market in India, worth $3.04 billion in 2016-17, is expected to grow 14-16% annually to become a $5.3 billion industry by 2021, [Source: Indian Staffing Federation Report].

Most of the skills that are turning into jobs were not grouped as a job so far.  Tenured jobs are giving way to gigs.

As experts to the HR Compliance and Audit how would you manage this for an employer? The emerging skill groups do not have a clarity in terms of jobs. They are mostly work-based than designation or even salary-band based roles! Hence, which are the areas critical to Compliance that an employer must care for while hiring the Flexi-Employee?

Would the retirals be managed by the employee? If so, how ? How would the benefits be managed?

Join the discussion in here: Comply4HR

Deferred payment at Voonik: HR Compliance

Voonik , an online fashion brand has deferred the payments for its 200 employees by 3 months. As reported by Money Control, Voonik’s CEO and Co-Founder Sujayath Ali said those who will quit the company will get a month’s salary as the severance package. He added the company “is currently one or two months away from EBITDA (earnings before, interest, tax, depreciation, and amortisation) profitability.

Subir Chatterjee, Compensation and Benefit Head says, ” Help me to understand this better. The founder deferred the salary to achieve EBIT? So far I know salary is part of operating expenses, don’t they have to book the salary as future liability? Operating Earning comes much before EBIT.”

Pratik Vaidya, MD Karma Management added, “Very few organisation understand the value of human capital & asset rather than treating as Operating expense. Audited Companies that defer salary and other incentive payables & sheepishly roll back in future when their employee leave”.

Subeer Bakshi, CHRO Bajaj Allianz reflects, “Agree that it’s going to be problematic, but it’s a well-intentioned alternative to lay-offs. That’s laudable, and I hope the employees buy in!”

What impact would this have on HR compliances to be maintained in the company. How would the EPF contribution, ESIC if any, other Retirals and tax deduction be managed by the employer in such a situation?

join us for more on this => Comply4HR

Why should your pay remain a secret?

‘Pay Secrecy’ one of the best kept secret by the HR , which the world comes to know otherwise!

We have tons of research to support how it adversely affects your performance when you get to know how much your undeserving co-worker is getting paid. Is that the only truth ?

Does secrecy breeds trust or transparency? Why as an employer would you want to hide when you have a policy for equal employment and promote equal pay? Is the information of how much an employee draws worth sharing openly within the company or even public domain? In the times of Glassdoor and Payscale, how secret is your pay to your employees?

We can understand the ugly situation of explaining every employee why one is paid more than other, inspite of in-equal education or experience is sticky. More importantly your view of weighing a potential may not remain equate how your employees measure them. But shouldn’t that remain self-explanatory in a result-driven world?

How did Whole Foods manage to make the information salaries open? That too since 1986? They managed to let every employee view how they are stacked up and not loose them? Or run into low-productivity? Why are the talent working in their company behaving differently and not raising a storm in a tea cup with their questions on entitlement ?

In India, Public Sector organisation have grades declared with the pay range. Talents joining such an organization have the exact information on how the hikes would work for them and their peers. Even the timeline to all such hikes remains declared.

When Buffer declared their salaries on the web the number of job applicants grew effortlessly. SumAll followed the lead, with the firm creating transparency within the 40 member team.

With Gig Economy growing through platforms that allow a talent to bid for the gig, how far does the pay remains a secret? When end-result is the only measure, shouldn’t pay remain obvious? If merit is the only edge, how difficult is it to explain potential?

If you have any HR Query or any query on Future of Work, please email me info@nabomita.com . Looking forward to learn more while finding solutions for you.

Recommended : Future of Work , If Bots are taking away your jobs should they pay your taxes too