Aspiration of mine

   

Dear Friends 

Way back 1998 in the month March, I was standing in the Nehru Place and bit frustrated about my future. As after doing MBA from a UGC approved university, could not able to manage a Job in Jamshedpur, my home town. However, in my friend circle so many of my friends were in New Delhi and other Metros. As per them, if I come to Delhi I will get a job. 

This is perception indicates inequalities among different parts of the country. Mainly east part of our country has never been developed unlike other three regions. And the position has almost remained same till now. The opportunity is much less than Delhi / NCR, Gujarat & Maharashtra, Chennai etc. And as a result, brain drain is much higher in Eastern India. Since I was from East India, unlike other passed out average students left my home town for Job. I came to Delhi.

While standing in the Nehru Place, I was searching for good placement consultants for getting a job. Since I was new to the location and not aware of the dynamics of the systems. As a result, land up paying money for so many consultants based on their commitment for helping me to get a job. But I never had any support from any consultant. Somehow I managed to join marketing agency start selling pager. Since my domain expertise is a Human Resources and marketing was not my domain expertise. But I was still on the job for getting financial support to survive in Delhi. So that I can fulfill my aspirations. During those days I stayed in a guest house which was located inside the temple. It is like the survival of the fittest. Ultimately could not continue to sell pager and joined market research organization. Now it was very much clear to me that a long struggle is waiting for me. Even  today also struggling to get over on Covi

 

I am sharing my journey.

To be continued

 

प्रिय मित्रों

1998 के मार्च महीने में, मैं नेहरू प्लेस में खड़ा था और अपने भविष्य को लेकर थोड़ा निराश था। यूजीसी द्वारा मान्यता प्राप्त विश्वविद्यालय से एमबीए करने के बाद, मेरे गृह नगर जमशेदपुर में नौकरी का प्रबंधन करने में सक्षम नहीं हो सका। हालाँकि, मेरे मित्र मंडली में मेरे बहुत से मित्र नई दिल्ली और अन्य महानगरों में थे। उनके मुताबिक अगर मैं दिल्ली आऊंगा तो मुझे नौकरी मिल जाएगी।

यह धारणा देश के विभिन्न हिस्सों में असमानताओं को इंगित करती है। हमारे देश का मुख्य रूप से पूर्वी भाग अन्य तीन क्षेत्रों के विपरीत कभी विकसित नहीं हुआ है। और स्थिति अब तक लगभग वैसी ही बनी हुई है। अवसर दिल्ली/एनसीआर, गुजरात और महाराष्ट्र, चेन्नई आदि की तुलना में बहुत कम है और परिणामस्वरूप, पूर्वी भारत में ब्रेन ड्रेन बहुत अधिक है। चूंकि मैं पूर्वी भारत से था, अन्य उत्तीर्ण औसत छात्रों के विपरीत, नौकरी के लिए मेरे गृह नगर छोड़ दिया। मैं दिल्ली आ गया।

नेहरू प्लेस में खड़े होकर मैं नौकरी पाने के लिए अच्छे प्लेसमेंट सलाहकारों की तलाश कर रहा था। चूंकि मैं स्थान पर नया था और सिस्टम की गतिशीलता से अवगत नहीं था। नतीजतन, मुझे नौकरी पाने में मदद करने के लिए उनकी प्रतिबद्धता के आधार पर इतने सारे सलाहकारों के लिए पैसे का भुगतान करना पड़ा। लेकिन मुझे कभी किसी सलाहकार का समर्थन नहीं मिला। किसी तरह मैं मार्केटिंग एजेंसी से जुड़ने में कामयाब रहा और पेजर बेचना शुरू किया। चूंकि मेरी डोमेन विशेषज्ञता मानव संसाधन है और मार्केटिंग मेरी डोमेन विशेषज्ञता नहीं थी। लेकिन मैं अभी भी दिल्ली में जीवित रहने के लिए वित्तीय सहायता प्राप्त करने के लिए नौकरी पर था। ताकि मैं अपने अरमानों को पूरा कर सकूं। उन दिनों मैं एक गेस्ट हाउस में रहता था जो मंदिर के अंदर स्थित था। यह योग्यतम के जीवित रहने जैसा है। अंततः पेजर को बेचना जारी नहीं रख सका और बाजार अनुसंधान संगठन में शामिल हो गया। अब मेरे लिए यह बहुत स्पष्ट था कि एक लंबा संघर्ष मेरा इंतजार कर रहा है। आज भी कोविड से उबरने के लिए संघर्ष कर रहे हैं।

 

मैं अपनी यात्रा साझा कर रहा हूं।

जारी रहेगा

   

Comments

Post a Comment

Popular posts from this blog

Startup & HR Challenges: Navigating Talent Retention & Growth

I've been working with the startup since its early stages. When I first joined, we had around 40 employees , and over time, we scaled up to over 300 hires . However, due to a high attrition rate , our current workforce stands at 150 employees . Despite continuous efforts to retain talent , attrition remains a pressing challenge. Through analysis, it is clear that attracting and retaining top talent in a startup environment is inherently difficult. Many candidates are drawn to established brands that offer higher salary packages and job security . Addressing these challenges requires innovative retention strategies and a deeper understanding of employee motivation in a startup setting. While HR plays a crucial role in talent retention and employee development, it is equally important to have a well-defined HR strategy backed by strong senior management support . Without this alignment, HR initiatives may not achieve their intended outcomes.
Read more

EMPLOYEES VOICE

  In my understanding Employee voice is the means by which employees communicate their views to their immediate supervisor and highlights matters that affect their performance at work. It actually helps to build open culture between employers and their people which can lead to organizational success. Even for employers, an effective voice contributes to building trust with employees, and also enhances employer branding. And for employees, self-expression in a voice often results in feeling valued, increased job satisfaction, greater influence and better opportunities for development. In my understanding, all organizations should have meaningful HR policies and practices that enable employees to voice their opinions and raise concerns. The basic intent is required to effective employee voices are as follows -           To protect the fundamental rights for getting 100% output as well as for employer branding. Even it is equally esse...
Read more

Does age become a bottleneck for getting a job?

    Hi Friends,   How are you? I am sure, everyone is doing great in their respective fields. Since I am writing this blog after 7 months plus. So let me again introduce myself. This is Shantanu here Gurugram. I am a practicing HR professional.    I am sharing my thought about the trend of talent acquisition strategy. In the initial stage of my career, recruiters typically keep certain things in mind, such as cultural mapping, Job profile matching, Stability, etc., while hiring a candidate.    But presently dynamics have changed even if you are capable enough in terms of the above-said parameters but your age is more than 48 or close to 50 years, you will not be on a priority list for any position. It is not about any particular organization, actually, we all are in the same boat.    In my career, I have seen employees over 45 years of age working efficiently like any other young star. Even the market is not open to them unl...
Read more