Category: Blog

28 Jul 2017
How to find the right person for your organisation

How to find the right person for your organisation

Like most job responsibilities, hunting for the right kind of talent for your organisation can be overwhelming as well as baffling. To fill your cubicles with people who will contribute their best to the organisation is something you cannot predict beforehand. But all you can do is take rounds of interviews to test and re-test their potential. Now, there seems to be a lot of different strategies and opinions on what works best. However one point everybody will agree: If you get talent recruitment wrong, it can be very costly! So what’s the strategy for not going wrong? For managers to hire the right talents for their team today, they have to unlearn everything they know about hiring from past experience and reconstruct the objectives, approach and measurements to hire the right people for the team from scratch. Here are few key points to take note of when finding and retaining the right talents for your organisation:

Identify your organisation’s goal – Creating an ‘ideal’ team means the result you want them to achieve after a period of time. And before you search for talents to fit into that team, you have to decide the team’s goal before anything else. This will help you pick the kind of talents you will retain and recruit to achieve your goal. Maintaining the status quo will mean bringing in talents of similar skills and experiences as existing members.

Understand what talent best suit your organisation – Be thorough with Talent Magnetism which is all about attracting the right people for your organization. Be very specific with what sort of talent you are looking for. The easiest way to do is to take a close look at the most successful people in your organization, their traits and competencies. That would give you a fair idea of selecting people who have these traits in common. For instance one company may want to fill its cubicles with out-of-the-box entrepreneurial thinkers, while another may value thoughtful, deliberative, method driven executives. What’s right for others may be absolutely wrong for your organisation. So, identify the kind of talents you need before going ahead with selection.

Don’t follow the pattern – A weak resume may not always prove that the candidate isn’t strong. Test him or her and you may end up hiring an underappreciated star. A common trait of organisations is to impose previously identified (and sometimes flawed) patterns onto new situations. If you discontinue following this trend, it can become a source of competitive advantage. For example, hiring managers may automatically assume that because someone is over the age of 50, he won’t be technically savvy. Or, a fresher won’t be having a fair idea about the industry. In many cases, this couldn’t be further than the truth. Be open-minded when bringing in new people and you’ll be surprised by their talent or their dedication to flourish.

Be careful who you promote – Be very selective when promoting people to management and be sure to reward them for the right behaviour and the value they put in as a responsible team member. Provide opportunities for continued growth so they can fine-tune their skills, be an ideal leader and improve the performance of his team as well. If you promote people carelessly, they can harm the moral of entire organization.

For more information, feel free to reach us on, or call + 011 – 4240 2032, 40545977, 49036836 or

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29 Jun 2017
Kitna Mileage deti hai- Financial Planning,

Kitna Mileage deti hai?

Sir, I’ve told him that he has a 80% Debt and 20% Equity portfolio where safety has been given more importance as this is his retirement corpus, but he insists that he won’t accept anything less than 15% annualized returns since the markets are now booming!” -I could make out my hapless young financial planner was at her wits end.

“Sanjeev, what is this yaar? My overall portfolio returns are 25% CAGR (Compounded Annualized Growth Rate) but this one stupid fund is stuck at 17% and my planner is just doing nothing about it!”, ranted one of our aggressive customer.

One of our bigger investor has moved almost 50% of his life’s savings to a well-known Portfolio Management Service (PMS) because his initial ‘test-drive’with their 100% equity portfolio produced great results in these rising markets.

We routinely get calls from prospective clients who ‘haggle’ with us on ‘returns’ – if they invest with us, will we surely get them 15-20-25% returns? If not, then why not? During such conversations, sometimes we feel as if we’re in the business of manufacturing returns rather than managing portfolios, helping meet customers’ future financial goals and keeping them away from harm’s way!

So, what am I trying to bring out here by these examples? ‘Safety’ and ‘Returns’ are two ends of the investment scale. The twain shall never meet!! Your own personal investment slider has to be placed on that scale in such a manner that it meets your risk comfort level, takes you solidly towards meeting your future requirements (‘financial goals’) comfortably and of course, takes care of the market conditions – now and in anticipated future. If you want more safety, you have to move away from returns expectations while desire for more returns will always compromise safety. This is a universal rule and never gets flouted.

The way we do not buy a car just because it gives high mileage disregarding all other factors, we do not need to only look at best returns all the time disregarding its suitability to us, risks taken by it and whether it enables us to get the money when we actually need it.

Most of us know this but we still keep hoping to hit upon that magic formula, that magic investment avenue, which will get us the ‘highest returns with highest safety’. Many unscrupulous elements, sensing this innate human desire, have made their fast bucks on it – the Hofflands, Sterling Tree Magnums, Ponzis and sms-stock-tipping schemes know this weakness and routinely surface to earn their millions and billions. We all hear and read about them, sympathize with the conned ones, bless ourselves that we’ve not fallen for such schemes and then go about looking for such quick returns schemes ourselves! Somewhere we assume that ‘high risk, high returns’ actually implies that if you take high returns, you get assured high returns!!

Herein comes a very basic question – What is the actual aim of investing? Is it to get highest possible returns at any cost and risk, Or is it to make our money grow so that we can meet our future requirements of life, give our children the best education, give our families a great standard of living, and have the money available in the right quantity when we need it? We can already sense you nodding to the latter. If that actually were so, why not make that as the start and end point of our investment process? Why not plan out how much we need for our future big-ticket expenses, what are the best investment avenues to accomplish each one of those ‘financial goals’, how to go about it so that we reach that end point without much risks and how to remain tax-efficient during the whole journey? Believe us, the investment journey will be more pleasurable, more sure-footed, and lead to far less sleepless nights if you change your focus from ‘Kitna Mileage Deti Hai’ to ‘Meeting my financial goals in life’.

And that’s where the concept of financial planning comes in – but then that’s a separate topic by itself, of which a large amount of knowledge is available on our Blog

And for heaven’s sake, do not fall for those predictions of Sensex or stock levels – such predictions keep coming all the time and they sometimes even turn out to be true. But then, even a dead clock shows correct time twice a day!

For more information, feel free to reach us on, or call + 011 – 4240 2032, 40545977, 49036836 or

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12 Jun 2017
How To Build An Effective Expansion Team-

How To Build An Effective Expansion Team

Steve Jobs told us, “Great things in business are never done by one person, they are done by a team of people. Mark Zuckerberg insists that “When you look at the most big things that get done in the world, they’re not done by one person, so you’re going to need to build a team.” Bill Richardson rightly quoted that, “We cannot accomplish all that we need to do without working together.”

Whether you’re running a start-up or looking to expand your business, building effective teams is essential to your success. A team to work as a unit requires some diligence and effort, but it makes the overall goal much easier to achieve. So, what does it actually take to build effective teams that will propel your start up or your project forward? In working with dozens of teams over the years for companies of a multitude of sizes, I’ve seen several elements consistently lead to success. Here’s jotting down the top five tips for building effective teams.

Build team with the right people

Effective teams should have people with diverse but complimentary knowledge sets. Every member brings an area of expertise that contributes to the success of the project they are handling. So team up accordingly. If your team members are compatible with each other then make sure to challenge them at every step. That way they can bring out the best in each other. Healthy competition is also essential for good outcome. Knowledge, intellect and ability to learn are important attributes to look out for when hiring people. But besides aptitude, choose people with the right kind of attitude. A poor attitude can bring down the entire team.

Size does matter

A bigger team doesn’t always mean a better one. In fact research shows that a team of six is optimal. Teams should never be larger than nine as keeping a double-digit interdependent team in the loop and on the same page is problematic and time-consuming. To monitor better and to expect better outcome, break large teams into sub-teams, with sub-leaders, whenever possible. The leaders can then take responsibility for keeping the team together.

Know your people and listen to what they have to say

Mutual respect is very important in work place to achieve objectives. Be it boss-employee equation or employee-employee equation. Don’t spend all your time in your cabin. Go to your employees and listen to what they have to say about work, work environment or the team. Choosing an effective team and then not listening to them is de-motivating and wastes valuable resources. Keep Q&A sessions in regular intervals and hear out what they have to say. You’ll gain valuable insight your employees will feel appreciated, which will make them work that much harder as part of your team.

Motivate your team with a shared objective

While an effective team’s skill set should be broad, the team’s objective shouldn’t be. A shared and clear objective is essential to the team’s ultimate success. The trick is to involve your team while creating the objective. That way they will fully understand the goal to reach out to and also the strategic move to accomplish the same. Team members who help determine the mission and objectives have emotional buy-in to the project and will feel real gratification when the team succeeds. And that feeling has long-term, sustainable benefits that accrue to company’s achievement.

Focus on rewarding the team

Rewarding employees on their achievement is important but make sure to reward people in a way that feels most rewarding to them. Employee recognition is the acknowledgment of an employee’s efforts, hard work and behaviour at the workplace that have contributed to the organization’s success and objectives in many ways. Small words of praise, little words of encouragement, team outing, formal recognition are highly important to make your employees feel encouraged for their efforts.

For more information, feel free to reach us on, or call + 011 – 4240 2032, 40545977, 49036836 or

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01 Jun 2017
Strategies for Managing a Fast Growing

Strategies for Managing a Fast Growing Company

Satya Nadella, CEO of Microsoft once said that, “Longevity in the business is about being able to reinvent yourself or invent the future.”If you’ve been part of a start-up that has experienced rapid growth, then you’ll understand how important it is to constantly improvise and build systems that measure qualitative factors such as customer satisfaction, day-to-day market learning and incorporating innovation.Of course, that sounds much easier said than done but it needs a lot of time, energy and effort from the Core team to bring change, embrace growth and scale up. Also, you will find yourself juggling between organizational and managerial changes while keeping up with an increase in sales.

Regardless of how beneficial or detrimental acceleration there has been, you have to sustain these challenging changes and you have to grow along. But, how do you do it? Here are some tips on how to manage a fast growing company basis my experience as a COO of Hum Fauji Initiatives.

Have a medium-term goal

Yes you read that right. When planning out business, people mostly aim for either short-term or long-term goals.But a series of medium-term goals serve as the stepping stone of the bigger vision i.e. marking a name for your brand and yourself. Many fast-growing business owners change their goals too often, never quite completing a plan before starting the next one. So set medium-term goals and deliver it. You can also seek short-term goals simultaneously like setting skills, gaining market experiences, business accomplishments, etc. that will help you achieve the medium-term objectives faster.It also helps the management team and works effectively to keep the pace of your brand ambassadors, the CFPs in case of Hum Fauji Initiatives. You facilitate your staff way this and it leads to a healthy work environment.

Keep your customers happy, always

Who do you want to see happy at the end of the day? Your customer. No matter what stage your company is, you can never stop listening to your customers. In fact they are the direct reflection of how your product or service is. So always find a way to communicate with them, get immediate feedback, and find a way to keep them happy. Put in place a formal approach to listening to customers all the time and acting on their input. In short, when customers are happy with your business, nothing can stop your company’s growth.

At Hum Fauji Initiatives, customer service and customer feedback is significant. We conduct timely trainings for our team to help them understand the consumer insights and preferences. It is also essential to integrate the company values in the entire team.

Build a good team 

Having team members with right kind of skills is essential for a fast growing company. To maintain the structure, system and vision of your company, you need to recruit and hire the best people available so they can run each of their departments. By doing so, you can focus on the overall strategy. And once you form that team, you ought to develop an approach to managing your growth, possibly with the help of a mentor. In last 7 years, we have been guiding our team internally through one to one counselling and we also do it with the external experts who master the skill-sets that we want to inculcate in our team members as per the evolving ecosystem of financial advisory services.

Find a great mentor

As an entrepreneur, you have lot on your shoulders. A mentor with experience as an entrepreneur or business executive can take a lot of weight off your shoulders. You have the benefit of their experiences and the advice of someone who has been there before.When you are touring or busy pulling more and more business, your mentor can handle your teams and guide their projects. A good mentor with defined roles will any day add better productivity.

Subtract the old, add the new.

When it comes to business, there can be lots of factors or strategies that used to work but not anymore. You have to get rid of them. There are probably a bunch of things you’ve always done that slowed you down without you realizing it. It could be the systems your team use or traditional way of communication. You have to constantly think of modes that can put your employees into something more productive.

Managing a fast growing business requires constant changes in tactics and sometimes it involves tough decision making. This can involve addition and subtraction in the services we deliver, the territories we expand and also at times the people we work with –you have to be vigil and rational be it the choice of vendors or the team. Here I do not mean to be judgemental about the people you work with but I am suggesting about the dilemma a business owner has to undergo and how necessary it is to be rational about the larger business goal – the vision that you had begun with.

By applying the above strategies and learning to manoeuvre quickly will help your business grow and succeed. At Hum Fauji Initiatives, it is been a full circle of experiences, dilemma, an array of events where we go to learn & unlearn and the above is as per my experience as a COO of this amazing dream initiative I chose to be a part of – the Hum Fauji Initiatives.

For more information, feel free to reach us on, or call + 011 – 4240 2032, 40545977, 49036836 or

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10 May 2017
Where are your 6th Pay Commission Arrears

Where are your 6th Pay Commission arrears?

The bonanza

1st Jan 2006 was a magic year for Govt servants round the country. The 6th pay commission was operational from that day and had started working on the 10 Year ritual. It did take some time to give its final recommendations, but it was touted as one of the best pay commissions that Govt servants in India had seen. People got a good increase in pay and allowances, hefty arrears and there was rejoice all around.

Even before it had come around physically to all, most of the defence officers had already planned its expenditure. Some had to buy a new car, some a great vacation (alas! there were no selfiesof the vacation spot to post on facebook at that time), some for white goods and some to pay off loans etc. Some even indulged in risky bets like direct stocks or commodity/derivatives play without an understanding. And since it took a long time for the arrears to actually come, they were pretty hefty when they finally came. So lots of dreams got fulfilled and financial satisfaction achieved.

While the bulk receivables were planned for, hardly anybody planned to deploy the good monthly increase in take-home pay even after the hefty taxation. Consequently, the increases got absorbed in the routine and the lifestyle expenses adjusted to take it in without any real long-term benefit accruing to most of the officers.

But where’s all that money now?

Today, do you remember where haveyour 6th pay commission arrears or increase of pay gone to? Or for that manner the 5th or 4th pay commission monies? Has it really contributed to your family’s lifestyle or got something tangible or intangible for you? Most of the people would not really be able to answer this question unless, by chance or by design (or by mistake!), they invested the bulk amount in a credible financial or physical asset or used the monthly increases in salary to pay installments of a loan, or better still, start fresh Systematic Investment Plans (SIPs).

Are you on the way to repeat the same with your 7th Pay Commission (CPC) money – bulk as also monthly increases? Have you made a credible plan to utilize both effectively so that when 8th CPC comes around, you can look back with satisfaction and pinpoint how the decadal exercise adds real value to your family’s life?

So, What should you be doing then?

You have many options for the bulk that will be received as also the monthly increase that will come in your pay. Our suggestion is as given below:-

Bulk Amount: You should use this to pay off your large loans – definitely the expensive credit card and personal loans, car loans, loans against property (LAP) and any other loans that you’ve taken like the white goods loans. It also is a good occasion to at least part pre-pay your home loans and bring down your overall interest burden. If you are fortunate enough not to have any such loans, look at investing this money wisely.

Monthly Increase in Pay: Whether you realize it or not, this is the part which will create your future wealth and give you the ability to meet your long-term obligations. As they say, little droplets make the mighty ocean. You are likely to receive about 15% increments in your gross pay. Instead of following Murphy’s Law and let your expenses increase to absorb the hike like the last pay commission, use this for systematic investing on a monthly basis. And start the process of setting up this systematic investing now, rather than wait for the money to start coming in. Research has shown that if the plans are put into motion well before money actually comes in, the chances of the investment plans surviving beyond a few months are almost 100%.

And what should you invest in?

Getting into a carefully worked out combination of Equity and Debt funds would be a very good idea for the long term as per your future requirements and risk profiling. Make a good and balanced portfolio of mutual funds and start off with monthly SIPs (Systematic Investment Plans) of a MF portfolio. If you don’t have any requirements of the bulk amount, plough that bulk too here. If the requirement for the bulk amount is later, use Liquid Funds to park them and get a better return with flexibility to take it out whenever you want in whatever number of installments.

Make your money count. When 8th CPC comes, you shouldn’t be left wondering where did your 7th CPC money went!!

Need help in planning or organizing this? Give us an email at or Buzz us in on tele numbers 011-4054 5977 / 4240 2032 / 4903 6836 or send us a SMS / Whatsapp on 9999 053 522

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