ogressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personiIncreasingly the answer phone, domestic fax machine, portable phone and soon videophone will be the strands that hold the corporation together. It is my belief that by the end of this century our children will be viewing the current business practices … with amused nostalgia.

- Steve Shirley in 1981

Stop talking and go to work

- John Akers when he was Chairman of IBM

Start talking and go to work

- Alan Webber, Editor of Fast Company magazine

These quotes are one thing in common. They reflect the importance of building great organisations filled with people full of positive, proactive and productive qualities who strive to excel in their professional life. Our work life always related to organizations, and we are part of organisations which forms part of the Society. Organisations help build people skills, knowledge and attitude which help in the professional progression of employees. But organisations enable objectives to be achieved that could not be achieved by the efforts of individuals on their own and have three factors in common: people, objectives and structure. You need to unite all the people by creating some kind of identity through purpose and co-ordinate their work and split it up at the same time. Building great organisations is always a great challenge for business visionaries with a missionary zeal. A lot of planning, organising, directing, controlling, resourcing and outsourcing will go into building sustainable and everlasting organisations. Tatas, Birlas, Infosys, Wipro, Satyam - all are living examples of great organisations with highly sustainable business models.

HR Departments will always play crucial role in planning and building great organisations. Building organisations will not end in raising the buildings with walls and structures. It is all about managing, training and developing people to suit the needs of the organisation. It needs meticulous planning from day one where HR Department is omniscient, omnipresent and omnipotent which would help in realising the dream of building a great organisation. Indian IT Industry is the greatest example of the maturity of our entrepreneurial managers and our inimitable ability in managing human resources for building great organisations. It had created incredible demand for Indian Managers worldwide and they proved their mettle beyond doubt, heading some of the biggest global business corporations. Wipro, Infosys, Satyam, Ranbaxy and Biocon stand as examples with their highly acknowledged global achievements. ICFAI created a business model in the field of Education establishing group of institutions with global presence, utilising the strengths of local talent. ICFAI can be termed as new age Knowledge organisation, where knowledge processing through research is an ongoing process. ICFAI is taking management education to the door steps of middle class unemployed with their Pan Indian Network of Institutions. These organizations created ‘Brand India’ and enhanced the image of India as producers of result oriented Managers.

What are the golden rules they have followed to create world-class organisations? Then, what are the basic requirements for building great organisations? The following are some of the most important factors to remember, which help in achieving the goal of building a sustainable organisation.

Ten Commandments for building a great organisation

1. Never compromise on recruitment.
2. Though a bit lesser qualification and experience, always look for proactive, progressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personi

e professional progression of employees. But organisations enable objectives to be achieved that could not be achieved by the efforts of individuals on their own and have three factors in common: people, objectives and structure. You need to unite all the people by creating some kind of identity through purpose and co-ordinate their work and split it up at the same time. Building great organisations is always a great challenge for business visionaries with a missionary zeal. A lot of planning, organising, directing, controlling, resourcing and outsourcing will go into building sustainable and everlasting organisations. Tatas, Birlas, Infosys, Wipro, Satyam - all are living examples of great organisations with highly sustainable business models.

HR Departments will always play crucial role in planning and building great organisations. Building organisations will not end in raising the buildings with walls and structures. It is all about managing, training and developing people to suit the needs of the organisation. It needs meticulous planning from day one where HR Department is omniscient, omnipresent and omnipotent which would help in realising the dream of building a great organisation. Indian IT Industry is the greatest example of the maturity of our entrepreneurial managers and our inimitable ability in managing human resources for building great organisations. It had created incredible demand for Indian Managers worldwide and they proved their mettle beyond doubt, heading some of the biggest global business corporations. Wipro, Infosys, Satyam, Ranbaxy and Biocon stand as examples with their highly acknowledged global achievements. ICFAI created a business model in the field of Education establishing group of institutions with global presence, utilising the strengths of local talent. ICFAI can be termed as new age Knowledge organisation, where knowledge processing through research is an ongoing process. ICFAI is taking management education to the door steps of middle class unemployed with their Pan Indian Network of Institutions. These organizations created ‘Brand India’ and enhanced the image of India as producers of result oriented Managers.

What are the golden rules they have followed to create world-class organisations? Then, what are the basic requirements for building great organisations? The following are some of the most important factors to remember, which help in achieving the goal of building a sustainable organisation.

Ten Commandments for building a great organisation

1. Never compromise on recruitment.
2. Though a bit lesser qualification and experience, always look for proactive, progressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personi

raising the buildings with walls and structures. It is all about managing, training and developing people to suit the needs of the organisation. It needs meticulous planning from day one where HR Department is omniscient, omnipresent and omnipotent which would help in realising the dream of building a great organisation. Indian IT Industry is the greatest example of the maturity of our entrepreneurial managers and our inimitable ability in managing human resources for building great organisations. It had created incredible demand for Indian Managers worldwide and they proved their mettle beyond doubt, heading some of the biggest global business corporations. Wipro, Infosys, Satyam, Ranbaxy and Biocon stand as examples with their highly acknowledged global achievements. ICFAI created a business model in the field of Education establishing group of institutions with global presence, utilising the strengths of local talent. ICFAI can be termed as new age Knowledge organisation, where knowledge processing through research is an ongoing process. ICFAI is taking management education to the door steps of middle class unemployed with their Pan Indian Network of Institutions. These organizations created ‘Brand India’ and enhanced the image of India as producers of result oriented Managers.

What are the golden rules they have followed to create world-class organisations? Then, what are the basic requirements for building great organisations? The following are some of the most important factors to remember, which help in achieving the goal of building a sustainable organisation.

Ten Commandments for building a great organisation

1. Never compromise on recruitment.
2. Though a bit lesser qualification and experience, always look for proactive, progressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personi

utilising the strengths of local talent. ICFAI can be termed as new age Knowledge organisation, where knowledge processing through research is an ongoing process. ICFAI is taking management education to the door steps of middle class unemployed with their Pan Indian Network of Institutions. These organizations created ‘Brand India’ and enhanced the image of India as producers of result oriented Managers.

What are the golden rules they have followed to create world-class organisations? Then, what are the basic requirements for building great organisations? The following are some of the most important factors to remember, which help in achieving the goal of building a sustainable organisation.

Ten Commandments for building a great organisation

1. Never compromise on recruitment.
2. Though a bit lesser qualification and experience, always look for proactive, progressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personi

ogressive and productive attitude.
3. Always groom in-house talent for higher positions, rather than recruiting from outside. If you recruit from outside for higher positions every time, it will generate politics which would result in negative, unproductive and bad time management leading to mess in meeting deadlines. This would also result in unwanted jealousies, which would mar the office atmosphere spoiling the interpersonal relations. Ultimately, customers may leave searching for their satisfaction elsewhere.
4. Always reciprocate and reward the performance of employees. Reacting proactively to the basic needs and necessities of selective employees will always breed unproductive gratitude, which would result imbalance in loyalties and emotional tension. In such a situation, there would be no binding on performance.
5. A new Recruit is raw material personified entered into the organization. He has to be trained to suit the needs of the organization. Every Employee must be treated as internal customer.
6. Regular review of training effectiveness and updating the knowledge of employees will always bring in good pay back in the form of positive attitude, self-motivation and meeting the targets without fail.
7. Collaborative efforts of superiors will bring in good team efforts to fruitful levels where there is no organisational politics. People reacting to organisational politics will never cooperate with each other resulting in futile efforts in meeting deadlines. Organisational politics latent is always destructive resulting in prolonged deadlines and missing target in identifying the market needs.
8. Productive inter-personal relations will always develop and improve where there is fairness and give and take policy.
9. Encourage and celebrate every moment wherever and whenever you find achievements whether big or small. This will improve inter personal relations and decrease tensions and inhibitions.
10. Continuous training and development of employees is the only success mantra for any organisation in the long run and it will create ever-sustainable business models leading to stable organisations. Integrating talent also will help build good teams to achieve goals in time.

Ultimately, Management has to encourage the entrepreneurial qualities and creativity lying latent within the employees and utilise the same for business development in the long run to achieve the set goals from time to time. In a nutshell, HR Department must be inevitably involved in achieving the business goals of the organisation.