Charismatic Leadership and Why Charisma is Important in a leader.

2. BUSINESS MANAGER MARCH 20181
IN THIS ISSUE
COVER FEATURE
22-41
07
HR Analytics : the next
frontier for workplace
transformation
The recent boom of developing HR analytics
capabilities in organisations is
indicating that it is the next big
thing to transform the
workplace and workforce. In
this article, the author has
explored the scope of HR
analytics, framework of HR
analytics, how to implement
the same in organisation, barriers to
implementation, current practices, benefits
of HR analytics and the way forward.
An article by Dr. Debendra P. Kar
16 INTERVIEW
Technology
can aid
business but
it cannot
replace human
touch
KANKANA BAURA
Chief People Officer,
Tally Solutions Pvt.
Ltd.,Bangalore
There has been a massive transition in HR in
the last few decades, moving from mere paper
pushers to becoming strategic partners.
Technology, analytics and robotics are fast
gaining importance and certainly they have
made processes easier and less people
dependent. However, no technology can take
over the emotions associated with people.
11 2018 - Multilennials-1
Millennials and mature
workforce form multilennials
The concept of lifetime employment is
slowly changing to that of a hire-and-fire
culture. However, an applicant expects that if
he or she joins any organization with certain
skills, he or she would like to leave with
additional skills (more than what he/she
came with). Thus, employees are constantly
looking to join organizations that will
enhance their employability as they manage
their careers.
An article by Dr. Ganesh Shermon
IN EVERY ISSUE
Response
From the Editor’s Desk Guest Column by Dr. Vinayshil Gautam
03
04
05
06
Quick Comment
PNB Scam: human side
overpowers technology?
By Anil Kaushik
The future is here:
AAII ttrraannssffoorrmmiinngg hhuummaann
rreessoouurrccee mmaannaaggeemmeenntt
BM Editorial Team
AI :The Game Changer for Future HR
By Indraneil Roy
The Romance of HR & AI
By Purvi Sheth
Using AI to deliver value in HR
By Ruma Batheja
Forcing us to be really human!
By Prasad Kurian
AI and Recruption in talent management
By Kiran Bhatia Tandon
Making HR functions smarter
By Akanksha Tripathi
AI : Need to moniter long term
impact on HR
By Payal Sondhi
AI to create jobs of tomorrow
By Ishan Gupta
AI :Why and where is the need?
By Zaheer Adenwala

3. Abuse of powers by EPFO on rise
PF Authorities cannot make
recovery during appeal period
Power tends to corrupt and absolute power
corrupts absolutely', said thinker John Acton.
This appears
to aptly
apply for the
EPF officials.
They remain
so inebriated
with
delusionary
power that they
forget even the
basic norms of the
law. They often think
that they are above
law. This is mainly
because the
Government of the day
does not crack it whips
to bring them under
control. They are
usually allowed to go
scot-free for their overreach resulting in the
erosion of faith in the system by the people.
It is also because of these power drunk
officials that the government draws flak
from the Courts and money of the taxpayers
is unnecessarily spent on avoidable
litigations. An article by H. L. Kumar
BUSINESS MANAGER MARCH 20182
IN THIS ISSUE
LABOUR LAW
43
20 Charismatic Leadership
To have a charismastic leadership, one has
to have certain set of qualities like maturity,
humility, integrity, respect for all with good
listening skills etc. The author outlines such
set of qualities and others in the article. Look
for it, if you have some of them?
An article by Vibha Singh
42 HR Head as CEO
HR is in a better position to become a CEO
because CEO's in these challenging times
can-not be just number crunchers and
control compliance type. They are to be
inclusive, develop chemistry with the work
force, work in teams, energise people
passionately, and align the people's vision
with the organisational goals.
An article by R.N. Misra
55
LINE
61GOVERNEMENT
NOTIFICATIONS
57CASE STUDY
Arm twisting by union
- BM Editorial Team
58
60
CASE ANALYSIS
Trade union leadership behavior
By Anil Malik
Internal interruption by intimate
By Pramod Kumar Tripathi
61 BOOK LEARNING
63-64 HR NEWS
Minimum assured benefit in
EDLI is 2.5 lakh
Proposed Revision in Rajasthan
Minimum Wages
Revised Minimum Wages - Maharashtra
Introduction to Business Ethics
Authors : Vivek Viswan V. & M.M. Sulphey
Every Manager Should Know HR
Author : Rakesh Seth
AI will create more jobs than it eliminates
by 2020: gartner
HR Heads become rolling ball: 30 changed jobs
in past six months
13k to lose jobs for long unauhorised
absence in railways
from the COURT ROOM
Recent Important Labour Judgments
45-54

4. Owned, Published and Printed by Anil Kaushik at Sun Prints, Ganpati Tower, Nangli Circle, Alwar - 301001 and
Published From B-138, Ambedkar Nagar, Alwar - 301001 ( Raj.) India. Editor : Anil Kaushik
The views expressed in the articles published in Business Manager are those of the authors only and not necessarily
of the Publisher/Editor.
While every effort is made to have no mistake in the magazine, errors do occur. Publishers do not own any
responsibility for the losses or damages caused to any one due to such ommissions or errors.
This issue of Business Manager contains 68 pages including cover
MARCH 2018
Insightful
In special feature, Rajesh Tripathi views are
insightful. He has cautioned HR people in
right perspective. If HR managers will not
adopt new knowledge and skills as required
by future workplace, it will be difficult for
them to sustain. Reluctance in adopting
new technological features will go to their
disadvantage.
Similarly Ajay Bhardwaj has also indicated
in right direction that HR has to come out of
their self made shells and look and move
beyond and embrace the reality of the
workplace, which is changing very fast. HR
cannot afford to stick to routine
administrative matters and to be fast in
redefining job roles to maximise
productivity.
Summit Gupta
Knowledgable
The article of HL Kumar on fixed term
appointment is very knowledgable and
removes much confusion.
Lata Mehra
Credible
Much awaited annual feature of
important labour judgments has no
comparision in terms of usefulness and
reliability. It shows the hard labour and
efforts put in by your team in compiling
these hundreds of judgments.
Gaurav Sinha
Today’s millennials are #digital
natives who have certain
expectations about working in a
modern world. Embrace #technology
tools to attract and retain today’s
talent or be left out.
Rupak agarwal on Vishal Nagda article in January
Issue.
I have been following your magazine
regularly. Case study & analysis is
very interesting. February story
speaks of the manufacturing
organisation’s reality where
operations are always given priority
over discipline.
Vikram
Enriching
Special feature of February issue on changing
work world is very enriching. The experts of
the corporate world have very candidly
explained and pointed out the challenges
and opportunities of the chaning work world
which cannot be ignored by the HR
managers. Makrand has very rightly pointed
out that inspite of HR undergoing enormous
alteranation in its roles and functions, we
should not forget to connect people and
integrate them with the business
requirements. The important challenge will
be to ensure that employees stay with the
organisations and continue investing in them
in terms of learning and growth.
Vipul Sharma
Sensible
The prediction of Chandan Chattaraj about
the changing work world that basis of HR in
respect of engagement, reward and
recognition and retaining the talent is not
going to change inspite of advance
technological disruptions, appears to be
sensible and correct becasue when it comes
to managing people, one should always
strive to maintain live relationship.
Meenakshi
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BUSINESS MANAGER MARCH 20183

5. BUSINESS MANAGER MARCH 20184
From the EDITOR’S DESK
Artificial Intelligence in HR is the buzzword making rounds in business world more
rapidly than ever before. The reason is the disruptive technological advancements that
are consistently blurring the lines separating the physical world from the virtual world.
AI while on one side is opening up a world of possibility and opportunity in HR
function, there is no denying fact that there lies a danger of losing human touch in the
whole process which is the spinal cord of HR function.
Use of artificial intelligence and machine learning is increasing in talent management
like recruitment, selection, on boarding process, performance management and
retention etc. with the reasoning that it is going to provide additional advantages by
automating many processes and also removing human biases while dealing with
people issues. AI will add value to data gathering, enabling research, information
dissemination, task delegation and automation thus helping HR professionals in basic
tasks which can improve operational efficiency and create strategic plans on real time
data. It is arming the function in a new full work world where longtime impact is yet to
measured.
There are lot of studies, arguments and stories flooded in the market telling about
benefits of embracing AI in HR but hard to find any such logic or tool that ensures the
continued strong presence of human touch in this function. Sometimes it is also said
that what happens if H is taken out of HR and it remains only R. The possible
unanswered questions before HR professionals may be that AI may strengthen the
decision making process but how people will be driven, engaged and motivated
towards organisation goals? Will AI be able to bring and nurture positive emotions in
people because in India, people are mostly emotionally driven? Can AI motivate teams
and create intent to work is collaboration? Knowledge brings credibility but human
connect brings respect and trust.
One more issue that cannot be ignored is of fear of losing jobs with growing
technological disruptions in a country like India where about 65% of population is of
working age and in next fifteen years about 18 million people will enter in job market.
One cannot eliminate the danger of reducing the job opportunities in future due to
growing use of technology. Robots in manufacturing sector are live example. But
probably, technology and AI in specific will change the skill set of people required for
future jobs and not eliminate jobs itself at all. Even for HR professionals, skill set is
going to be changed. They need to understand and identify the future requirements of
job and required skills and prepare themselves to adapt the change.
This time cover story is on Artificial intelligence where experts have penned down their
thoughts full of possibilities and challenges.
If you like it let us know. If not, well, let us know that too.
Happy Reading!
Danger of losing human touch
March 2018
Vol.20, No.9
Anil Kaushik
@ tdanil
anilkaushik
anilkaushik

6. BUSINESS MANAGER MARCH 201820
J
ack Welch one of the most well - known and admired
Charismatic Leaders is not known only for the great heights he
took GE to as its Chairman and CEO, during his tenure at GE,
the company's value rose 4,000%. He is also known for the kind
of leadership with which he led the organization. He was
driven with conviction and commitment towards the cause.
As a leader he went out of his way to build relationships with the
customers as well as employees. His leadership style engendered a sense
of value and pride in the company.
What sums up his thoughts as a leader, are his own words
"The essence of competitiveness is liberated when we make people
believe that what they think and do is important and then get out of
their way while they do it."
Like any other Charismatic Leader, he led by example, lived his
principles and ensured that the he was positive, level - headed and polite
which in turn earned him devotion, reverence and a commitment that
made great things possible for the company and each person in it.
What is Charisma and
Charismatic Leadership?
Charisma is defined as the "combination of dominance, desire to
influence, self - confidence, and strong moral values. Thus, charisma is
connected to an individual's belief in themselves, a strong moral
conviction, and their own longing to be in a position of power. The
reason that charisma is so significant to the idea of leadership is that it
is a combination of traits that, when present, result in the leader being
able to influence others and create an impact that is long lasting in
others perceptions of them as leaders.
Charismatic Leadership style primarily relies on the charm and
persuasiveness of the leader. Inspirational Motivation is what such
leaders are known for, their ability to inspire and motivate followers to
perform at high levels and to be committed to the organization. What
sets most such leaders apart is that they are exceptionally good
communicators, individuals who are not just the best orators but are
also able to communicate with followers on deep and emotional level.
If we were to sum up some of the qualities of a Charismatic Leader,
those would be as follows
1.Communication
Charismatic leaders have
extraordinary skills in
communication. This helps to
motivate employees through
tough times and also help them
stay grounded when things are
good, there are exceptionally
good motivators. The leaders are
equally comfortable
communicating one-to-one or in a
group setting.
2.Maturity
Though they have a very
powerful personality, a
charismatic leader also has
maturity and character. They
don't believe in empty
showmanship, most of their
actions are based on the wisdom
and knowledge which they have
accumulated over the years of life
and business experiences.
3.Humility
Charismatic Leaders place a
lot of value on each employee,
and have the ability to truly listen
to their concerns. The
charismatic leader is able to
showcase to each employee the
value that they bring to the
organization, and show him or
her how their contributions
impact the overall growth and
strategic plans of the
organization.
Vibha Singh
Consultant,Twine HR,Gurgaon
CHARISMATIC
LEADERSHIP
To have a charismastic leadership, one has to have certain set of qualities like
maturity, humility, integrity, respect for all with good listening skills etc. The author
outlines such set of qualities and others in the article. Look for it, if you have some of
them?

7. BUSINESS MANAGER MARCH 201821
CHARISMATIC LEADERSHIP
4.Compassion
Some of the most successful
leaders were found to be
extremely compassionate.
Charisma alone may not be
enough, because there's a very
real possibility that it can
disintegrate into mere hero
worship. Charismatic Leaders
exhibit some complimenting
qualities like compassion,
integrity, honesty, and fortitude.
5.Confidence and Positive
Body Language
It goes without saying that
Charismatic Leaders are truly
confident and warm, open with a
very positive body language.
They are the glass half full kind
of people, and are comfortable
with who they are. Charismatic
leaders are secure and confident
enough to be comfortable in their
own skin. They make eye contact
with whoever they are talking to,
smile, and introduce themselves
to strangers with great amount of
genuineness.
6.Listening skills
Charismatic Leaders are
extremely good listeners. They
listen to understand rather than
to respond. They are engaged in
the conversation and act with
empathy.
7.Self-improvement
A Charismatic Leader
understands that he has certain
qualities that make him different from others, he is also are aware of his
limitations and hence never stops the process of self-improvement.
Is Charisma
really important to a leader?
We know that running a business, especially in the current scenario,
is no child's play. It becomes even tougher if the leadership does not
perform to its optimum and are unable to guide employees towards
success. Amongst the top traits, that people look for in those in
authority is charisma. Charismatic leadership will be able to get
the best out of each person, be able to motivate them to achieve more
and overall be examples of all the positive traits required to run a
business.
In the Business scenarios today, it is becoming increasingly difficult,
attract as well as retain both highly skilled and abled employees and
customers. Both these sets of people will be attracted to a company
where the leadership is aware of their interactions with others, the
manner in which they behave with all those associated with the
company. Charismatic Leadership would ensure that the leaders in
question are positive, level - headed and polite which in turn earns them
devotion, reverence and a commitment of both the talent and
customers.
Coming back to the importance of Charisma in Leaders, many
researchers have stated that Charisma is one the most defining qualities
in a leader and can even compensate for the leaders shortcomings.
Roseabeth Moss Kanter of the Harvard Business Review states that
leaders must possess charisma, because there is a certain level of faith
and belief present in all aspects of business and leadership, therefore,
this factor of trust plays a critical role in who people decide to put their
belief in.
Some others have pointed out that charismatic leaders tend to lead
with their charm and wit, which coupled with a strong sense of
personal empowerment, can make them very compelling to others. Also
those who use this leadership style tend to have a strong conviction
towards their views view and because of the association with
dominance, can make them appealing to audiences, thereby ensuring
success in most of the projects they do and lead.
To sum up we could re - emphasize on Seth Godain's words. "Being a
leader gives you charisma. If you look and study the leaders who have
succeeded, that's where charisma comes from, from the leading."
Charismatic Leaders are
extremely good listeners. They
listen to understand rather than
to respond. They are engaged in
the conversation and act with
empathy.
BM