A Case Of Need

There are several illustrations of how bootstrapped companies cannot afford to be patient over the outcome of training programmes, and in fact, find it worthier to invest in processes. For the CEO or the Promoter of the company, such decisions are a business imperative, while for the HR, an investment towards training and development is one that assures long term rewards. While both are not entirely wrong in their own way, they cannot truly anticipate as to the right roadmap for the employees as well as the organisation.

- Anamika Sinha

It was one of those dark and gloomy nights in Ahmedabad, and despite all its beautifully developed infrastructure, a spell of rain would disrupt life in the city. Caged in her office due to water logging in the nearby areas, Samriddhi, sat by the window sill of her cabin listening to the honking of the cars, and watching people drag their broken-down scooters in the heavy rain. Water, reflected lights and clogged traffic resonated well with her present state of mind. She fixed herself a coffee and was glad that she had some time to be alone and think through some of the things that she was required to do. Her Boss, Pankaj Patel, CEO of ABC Pharmaceuticals had rejected her budget proposal for training and development. To Samriddhi, this had come as a shocker. As Vice President-HR, she had consistently and systematically institutionalized formal learning processes for the last two years in a company that was otherwise family owned and managed. The formal education programmes had been well received by the very few who opted for it. The members nominated for the courses had given a good feedback, and had found partnering with the local business school to be very helpful.