Many a crossroad between cops and NID

TNN May 18, 2009, 04.41am IST

Ahmedabad: The cherished dream of cops wearing smart uniforms that smell of rose and jasmine and keeps bacteria away was supposed to become a reality. But, it now seems that the dream may just turn sour.

It was the pet project of National Institute of Design (NID), Ahmedabad. The institute had reached out to help Gujarat State Police department become trendy, sophisticated and get an image make over.

They planned to do so by designing new uniforms for the cops that had unique features like rose or jasmine, anti-bacterial finish, new colours and accessories like badges, caps and belts.

Many like Dipaksinh Baria, a traffic police constable, were eagerly waiting for the final decision by police authorities on the colour, design and the variety of add on's to their uniform.

But the excitement is gradually fading away as the project seems to have been put on the back burner.

"We had made the final presentation to senior police officials in August 2008. The department had informed us that we were to meet the Chief Minister with the final three prototypes and then the final decision would be taken," said Somesh Singh, who was the faculty in charge of the apparel designing and merchandising that had under taken a massive research and came up with 15 prototypes. The presentation was done on styling, pattern, colours and fabrics for these new options.

Since then, there has been no word from the police top brass or the state Home department. "I guess one will have to wait till the department finds the suitable time to take the project up again. The work from NID's side has finished," said Singh, who has recently moved from NID to Institute of Apparel Management in Gurgaon as the joint director and head of faculty development and academic programme.

Fashion tips now at your fingertips Monday, Apr 16, 2007, 23:48 IST Saeed Khan

India's premier design institute, the National Institute of Design (NID), has now come up with the novel concept of launching a fashion helpline. AHMEDABAD: After extending help to the army and the Gujarat police to design their uniforms, India's premier design institute, the National Institute of Design (NID), has now come up with the novel concept of launching a fashion helpline. The helpline will provide not only fashion tips but complete customised guidance to people for makeovers and the service will be available on the phone, web interface as well as through personal interaction at shopping centres. Head of the department of apparel design and merchandising at NID Somesh Singh, who was instrumental behind floating the idea, said that the interactions between fashion designers and customers in an organised manner would reduce "shopping coma". "In today's organised retail, the human interaction is completely missing. The ambience is so heavy in shopping malls that the customer loses focus and indulges in impulsive buying, which he or she might find irrelevant after some time. If proper guidance is provided by an expert, it will not only help the client but also the company to sell its brands," Singh said. The objective behind the helpline, Singh explained, was to look at each person as an individual and address his or her need personally. "This will be to satiate the personal aspirations - what the clients want to get done as part of their makeover," he said. According to Singh, the web interface will be experimental. "It will operate through basic software. People can view different attires by altering their own photographs. They will just have to feed in data like their body-type, skin tone and feature, and they will have images projecting how they would look in those particular clothes," he explained. Regarding the phone helpline, Singh said it would mainly provide tips to people particularly on how to dress for social occasions. However, for NID the most important aspect of the fashion helpline will be the personal interaction. The institute plans to propose a strategic framework regarding the helpline to shopping complexes and big companies across the country. "A small place in shopping complexes can be allocated to a trained person who would be able to offer fashion tips to customers," he said. The personnel at the 'fashion clinics', which are likely to start within a year, would offer more than mere suggestions regarding garments and will also include health tips and shopping guidance. "We will rope in behaviour scientists also during our sessions with customers because apart from good clothes, mannerisms are also equally important," Singh added. He said he got the idea from a similar service being provided by an image consultant in New York. "They charge $300-350 per hour but we plan to offer the service by imparting sessions for minimum three months on a membership basis." Singh said feedback and guidance to customers was missing in the present shopping scenario.
http://www.dnaindia.com/india/report-fashion-tips-now-at-your-fingertips-1091269

-------------------------------------------------------------------------------------Developing Human Capital: Traditional Indian approach for Human Resource Management
-------------------------------------------------------------------------------------Somesh Singh, Jt. Director, Institute of Apparel Management

The life of a person in India has been categorized into four phases with key formula of Learn, Earn & Return, even caste system were based on “Occupations” than financial capabilities. As multi-ethnicity, multi-cultural country, it’s a perfect example of unity in diversity. Human resource management has become integral part of the organizations today and perhaps most of the theories practiced have been adapted from west, whereas, the fundamental difference between the EAST and WEST is based on “Collective and Collaborative” to “Individualistic”. Most organizations are collective affairs and not individual aspirations, hence, a culture that inhabit so much of collective thinking can perhaps bring more comprehensive outlook to Human Resource on scale. India, China and Japan based on their “Culture” as core products can bring out eastern insights on human driven approach rather than automation. And one of the beauties of 3000 years old culture is that it derives ethics, ethos and wisdom from their long migrated, mated and intra-cultural influences.

In context to India and new millennium, if we look at Future Human Index, India will be having the world’s youngest population by next decade (Approx. 450 million) under the age of 30 years. However, organized sector in India still has low percentage as compared to other developed nations and most of the businesses are operated in Small & Medium Enterprises (SME’s). The key attribute is, even though these sectors are considered unorganized many of them have been practicing interesting HRM concepts. Traditional markets like Sadar Bazaar, Chandni Chowk, Revdi Bazaar, Kalupur etc. are mostly human centric. These traditional markets functions on “Human Capital” having informal interface with its stakeholders, employees and employers.

Few of the lessons one can derive on Human Factors for these traditional markets are:-

1. Faith and Trust: In modern organization though it is practiced, however unlike traditional market place it may not hold primary importance. Most of the traditional markets function primarily on “Faith & Trust” on human to human level. The immense confidence in employee-employer relationship works in perfect harmony despite these employees coming from financially weaker sections, low in qualification and from various caste and creed.

2. Word of Mouth & Commitment: These market places might neither have the best of the brains nor IIM graduates, but what create an extraordinary team is the ability to adapt and learn, and the commitment for the employer and company. Though, they are not operating on “SOP’s” and latest teaching platform, word of mouth commitments are valued more than written words. Therefore, strong commitment is core of such organizations.

3. Storytelling: India has been known for story telling, it had been the perfect medium to communicate ethos, ethics, value and cultural context to individual and organization, in these organizations the value and ethos are transferred from one generation to another through the mode of story telling within a given context.

4. Training and Re-training: One of the prime most challenges has been to continuously train and re-train employees and adapt them with the changing environment, giving them personal attention and allowing them to make mistakes so that they can learn from the experiences. It has helped to develop tiers of professionals who can adapt fast without fear with changing environment and technologies, products and services.

5. Participation: The salaries and perks are offered through creating shareholders approach like (extended family) from top bosses to drivers to peon, whom so ever are performing are being incentivized, those directly or indirectly involved in these businesses have been compensated well from time-to-time, it also helps them to grow and excel in desirable career pathways.

6. Social responsibility: Some times more humane approach increases employee productivity, if the core is addressed that hampers productivity, be it their child’s education or daughter’s marriage, parents or family members health or welfare or any other financial issues that has been troubling them. Such hurdles only divert them from day-to-day work and, hence, it is extremely important to deal with such issues holistically by ensuring full support to workers to work into tension free environment.

7. Earn and Fun: It is often observed that an attitude towards creating work place more happening and interesting helps the employees to meet up with daily challenges and also help them divert away from monotony of hectic work schedule. Hence, through various forums and interactions organized from time to time works as a stress buster, and helps connect with families and lives of coworkers.

8. Horizontal organizations: Though some of these organizations are even very large groups, there is a good connect from top management to the ground staff. These employers even count on the experience, knowledge and suggestion of their employees who can contribute to overall vision and mission in totality. Therefore, these companies believe in integrating view points and feedback of employees to increase productivity without interfering in the established organizational framework.

9. TPM (Total People Management):- These companies believe that company, culture and organizations are built by people and not by individuals, it’s a team that works together without having the egos of hierarchy, hence, it is all about people and their interface and interest in the organization. The core philosophy of such companies is to create “peoples first approach” and then products by empowering them to act and do, and to create avenues for growth and for life.

Note: The article expresses the views of author, which can help to improve HR systems & practices based on traditional & ethical practices in India across ages.

Shifting Paradigms

The gap in Indian fashion seems to be getting wider and the bubble is busting soon. The examples of Koutons and Vishal had fairly deep impact on the clothing industry and it seems that innovation is going to be the key for enduring success. Indian story is really very interesting the Trends are too fast and they fade away also quick. There has been brands that have seen their peek during 80 and 90 are now somewhat even vague memories. What does all this means, it simply means a need for sustainable business models that can survive the rapid change. And world over the speed is going to be one critical element as Kishore Biyani said speed@though NOT light and this will certainly be the change agent. I truly believe that any Neo models shall refer the Multi-Cultural and Multi-Ethnic routes to ensure its success and redefining the classic assumptions as new techniques. Lets explore few more and see what value it adds to the future. Indigenous ways are the best ways to invent future and we shall explore it. India's is not a country of only snake charmers and slums but its a nation that has order in chaos, it has diversity in unity and it has a legacy as old as human civilization. It's only matter of recognising it and exploring a bit. The discussion will continue...

Welcome Zephyr-Lifestyle

Welcome to the most exotic range of lifestyle product design and home accesories by Ms. Iti Tyagi, a designer who has passionately pursued her interest to build this area. The lifestyle education is not available at present anywhere in the world and probably her contribution and experiences will share the best of "Lifestyle Thoughts" for emerging economies. Hope you will learn more visiting www.zephyr-lifestyle.blogspot.com

Value based education

The value based education encompasses across caste, creed and geographical boundaries. Today GOI is emphasizing at "Sarv Siksha Aviyaan" a scheme through which the education shall be imparted to all. Though my belief is that with "Knowledge Economy" in progress and with new modes and methods of channels of communication, systems and processes the basic literacy will be mandatory for all to operate or function in the times to come. Therefore, future looks promising as far as education is concerned and in my opinion all will be educated NOT necessarily literate by 2020.

The second issues are of the past generation of Netas managing the Future, but are they able to see the future through their past framework? In my opinion the new education also needs to be imparting to our parliament members for future and concerns for tomorrow. Everyday when I read newspapers, I feel that there are some basic pet subjects which are the favorite passé of our politicians rather than something concerning country/world’s growth and progress. Today no matter what one studies or practices but the basic education shall address few basic issues such as quality of life, equal opportunity to all caste & gender, sustainable culture & society, sustainable and livable environment etc. I’m looking forward to such a school that will give "Value Based" education for mankind and not for an individual.

Costing Vs Pricing

We have been debating over this issue for many years now and "Costing" for Indian Market will have to be defined in a very different way. I remember the first time I travelled to Europe and I was paying all the expenses in Euros, interestingly I used to convert all the expenses in INR and the reach of those products looked out of my pocket, some products were reasonably priced such as footwear, perfumes, accessories, clothing etc. others like beverages, food and many other items were exorbitant. The similar approach has been taken by the international brands in India that they are still pricing it based on their European and American cost models, which in my opinion will not last for too long. Their pricing includes their cost as per European/American value+transportation+import duty+other though they might be manufacturing in India OR SriLanka. The base for pricing is based on their company's expenditure model in their countries. Work out a local office, base the prices realistically and see the conversions, otherwise THEY will have to increase sale period from present 3-4 months to 10 months. All objects OR brands can't be fitting into objects of desire kind of Model. They will have to meet utility pattern and discretionary income as per the geography and customs of people at large.

Today you look at cinema tickets, dinner at five star hotels, luxury shopping, and many other activities and you realise that cost of those activities are based on international pricing that are uniform but not localised. One needs to look at the perceived value of these products, experiences and activities in the domain of cultural context. The costing must consider the perceived value of various products, its utility and function and income increase over past decades in order to have a derive correct pricing. The brands and companies needs to look at this aspect that will derive a true global consumption.