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Permalink to Sustainable Investment is the Key to Growth

Sustainable Investment is the Key to Growth

Naushad Forbes, Director, Forbes Marshall & Chairman, CII Innovation Council, gives his take on the Indian manufacturing growth story, provides insights on improving energy conservation and fostering innovation in India. 

How do you look at the sudden surge in demand in the manufacturing sector?

Yes, there has been an improvement in the growth rate, but I would not like to term this as a surge. The improvement in the growth rate is really a reflection of our long-term potential and the coming together of many things finally. If you look at four decades of protection to the period of 1991, one could look at it as really a period of building good widespread capabilities in the Indian industry. But these capabilities were held back by government policies; policies that were redundant and directly intended to actually keep industry down as opposed to letting it flower and flourish. All that changed past 1991, when there was a huge boom in the economy, particularly in services. That is when, services really took off and general view was that services would drive the Indian story forward. In that same period, there were more and more manufacturing companies that were also doing the right things. Looking at Bharat Forge, I think Baba Kalyani was one of the first really articulate, passionate advocates of manufacturing and of Indian success stories coming from manufacturing. The role that Hans Gass played as the then MD of Sandvik in turning the factory from a relatively low performer in the group into one of the leading performers in the Sandvik group worldwide, was highly credible too. Same goes with the likes of Tata Motors and Bajaj’s. Some of these role models started to inspire manufacturing more generally and by the early 2000, there was much greater confidence in manufacturing. This confidence was further reinforced after India opened up to consumer goods imports. Yes, a lot of Chinese imports came in but a lot of Indian exports went out too. In the last couple of years we have seen a remarkable export growth, with it growing around 30-35 per cent a year in dollar terms. Today, we export a quarter of our total GDP and this is up from 6 per cent in 1991. Our exports are driven not only by services but very strongly by manufacturing. So we are now becoming not only a manufacturing-led growth story but even our export story is manufacturing-led.
How do you improve the manufacturing output and make manufacturing more efficient today, in these constant ups and downs of the economy?

I think one should take a longer term view of the Indian manufacturing story, which is a part of the Indian growth story. According to me, the only question for India for the next 25 years is whether we would be growing at 7-8 per cent or at 9-10 per cent. If we do all the right things on the reforms side, whether it is in the remaining part of FDI, financial sectors, education & skills development, various infrastructure reforms, etc, we will grow at 9-10, if we don’t we will still be at 7-8 per cent. If one indeed has the view of growing at 7-10 per cent over 25 years then that says invest. Invest in manufacturing, capacity, in getting better and on the basis that you would be confident of the future. Fear of failure would creep in but at the worst, what will happen is that we will have some capacity ahead of demand but we will have it for a year or two, which is okay. A much more potential serious problem, which we have been coping with for several years, is that we have less capacity than the demand. This is a bigger danger than the former. I think as a country we have the potential to grow at 10-12 per cent for 25 years and it can come about if manufacturing grows at somewhere between 15-18 per cent y-o-y for 25 years.

Manufacturers are trying their best to cut down on energy costs. Are they doing enough on the energy conservation front? What are your recommendations?

The trend is thoroughly positive and the pace is improving with firms investing in energy conservation. Today, energy conservation is receiving attention like never before in our industry. Why is that? One reason is that energy costs have gone up and everyone has become more aware and concerned about the costs. From our side as a firm as well, we have tried to become more credible in terms of the way we go about energy conservation proposals with customers. We tell them that “X” is the fuel consumption for your industry, this is what the gap is and this is what you need to do to reduce it. Though the awareness has increased, there is particularly a huge amount to do in certain industrial clusters. In answer to what could one do to speed up the process, this would be a terribly unpopular proposal, but if you really want to improve efforts towards energy conservation, energy prices should be increased drastically and in a short time. The objective is to shock people. If prices are doubled over a two year period then no one notices but if the same is done overnight, then everybody takes notice and does something about it.

Forbes Marshall conducts energy audits. What are the basic problems that your teams come across that if taken care of can help reduce the energy costs to a measurable extent?

We find a very mixed strike rate in the implementation of the audit. Our audit conversion ratio is approximately one third; meaning one third of all the audit recommendation actually gets implemented. Now that one third is higher than what it used to be but obviously not, what it should be. In order for an effective energy conservation program to really take-off at the firm level, you need three levels of involvement. One, the top management commitment needs to approve a proposal. Two, there should be imaginative plant engineers and energy managers who will put together the right kind of schemes and proposals and three, there should be technicians on ground who will make sure that whatever is implemented delivers savings not just today but six months down the line. If improvements are sustained through the right kind of training and technician involvement then that will inspire the company and top management to invest in other schemes as well. I am yet to find top management of a company that has rejected an energy conservation proposal that has made sense.

Tell us more about CII’s Innovation Index Model.

The usual matrix used for innovation is R&D as a percentage of GDP, which is a very imperfect measure. Because if one looks at R&D as a percentage of GDP for India then for the last 20 years it hasn’t changed and has been varying between 0.7 to 0.9 per cent. This however does not mean that innovation in India has not changed in the last 20 years. Hence, we need a broader set of metrics that are more comprehensive and look beyond R&D as a percentage of GDP. Also there is no logical basis to figure out which is the most innovative company. So we decided to have some metrics at the firm level. We decided a sectorwise approach for this. The automobiles and auto-components was grouped under one sector, while engineering, pharmaceutical, textiles and garments, specialty chemicals formed the others. We thought of making a list of firms between these sectors and tried to establish a set of metrics around product innovation, IPR, the proportion of new products in sales, R&D spending, engineers employed, growth in exports, etc. Currently, we are at a stage where we have identified the sectors and the list of firms and are starting to gather some data for those firms. When we put all that together we will then have a list of firms in each sector with some metrics and hopefully coming out of there will be some overall metrics that can apply to all firms and identify how innovative a firm is. If we can do this for innovation, just like how in manufacturing a few companies lead the growth story, the same can happen here.


Permalink to FM:Riding on learning culture with openess

FM:Riding on learning culture with openess

FM:Riding on learning culture with openess

Forbes Marshall has been ranked No. 11 in the top 25 “Best Workplaces” in India for the year 2011 based on a survey conducted by the Great Place to Work Institute. Forbes Marshall, the only Pune based company to make it to the top 50 list for the country, was awarded the 11th Position among the 471 Companies which participated in the survey across all sections in the Industry. The award ceremony was held in Mumbai on 23/6/11.
Forbes Marshall was also recognised as 2nd best company in the Manufacturing & Production Industry and 2nd best company in employee participation in CSR Activities. Renuka Ankolikar from HR was selected as one of the top ten project champions amongst the 471 company’s who competed. This is the third time Forbes Marshall is ranked among India’s top 25 “Best Workplaces”. They were also listed among the top 25 in 2005 and 2008.

In a conversation with BM, Bobby Kuriakose, GM (HR) shares all about, which makes Forbes a great place to work. Excerpts of the Interview :

About your self and your professional journey up to present position

I have completed my Post Graduation in Management from Symbiosis Institute of Business Management, Pune and joined Forbes Marshall as a Management Trainee from Campus. I took on the overall responsibility of HR function for the Group Companies in the year 1998 and continue to be associated with the area, but with enhanced responsibilities of Learning and Development .

What are the main tenets that make Forbes Marshall one of the best places to work for

  • Forbes Marshall Culture which is very open and family oriented is one important aspect. The strong values serve as foundation stones in ensuring that the culture is sustained over the last three generations.
  • The senior leadership team’s approach to people policies and processes is another aspect which is rated high by the members of the organization.
  • The learning culture which is nurtured in the organization and tracked very closely with the active involvement of the senior leadership team also adds great value.
  • The focus given by Forbes Marshall in engaging it’s own employees in CSR initiatives and the satisfaction they derive out of this involvement is another key area.
  • The involvement of families of members is another area which also is topped with a strong focus on FUN at work.
  • The people friendly policies also add to making FM being a Great Place to Work.

HR vision of your industry

Forbes Marshall’s HR vision aims at “Being one of the most preferred employers in the country by being a role model organization to our present and potential employees”.

HR initiatives taken by you to fulfill your HR vision

We have been undertaking a lot of initiatives over the last ten years to be in alignment with our HR vision and also being aligned with our strategic objectives.To mention a few:

  • We have refined all our HR processes over the last 6 years in line with the organizational needs and people expectations.These are reviewed every 18 – 24 months ensure further changes as and when called for.
  • All our people policies have been developed in consultation with our own members and managers with which we
  • have been able to improve the receptivity to the process of change.The flexibility which we provide for these policies makes them really special.
  • In the area of People Development, there has been a clear focus with an in-house developed competency process which helps in better Learning and development initiatives. Importance is given to on the job and off the class room training process in alignment with Basic Principles of Adult Learning.
  • Our flat structure which has very few levels helps in effective and transparent internal communication in the organization.
  • There’s a continuous focus to get members feedback and inputs through various forums for communication.This feedback is analyzed with due importance and course corrections are taken wherever necessary.
  • The focus given on value implementation and value digressions in any form through the FM Value council helps in boosting the employees confidence in the values held by the organization.

Your toughest HR challenge in your career and in present assignment

In the last 20 years with Forbes Marshall, I have faced a lot of challenges. The most challenging ones have been in the process of management of change where you work on people’s beliefs and perceptions and help them to align with the changed situations. This happens when you implement a new HRMS system for the company, talk to members on the shopfloor about a competency map to be done for them, or sitting with the union committee in negotiating an agreement. One of the toughest challenge I faced was when we had to handle a series of forced separations in the organization a few years back, mainly due to performance issues.You can understand, in a family oriented culture in existence for last six decades, where forced separations are a rare phenomenon, it was a daunting task to make our members understand the need for reviewing low performance and take a tough stand where course corrections where a challenge.

Your organization’s HR practices

Some of our unique practices which I feel have made Forbes Marshall a vibrant place to work are:

  • FM Blue Wave (Our Own Inhouse Band ) – 2 years ago,we held our very own “FM Idol”, the winners of which have now formed an In house Band called the Blue Wave.Twice in the year we have the Blue Wave Evening where we all move and groove to the tunes of Blue Wave.A proper mix of Bollywood, Hollywood and Pop tracks in turn rock the evenings.
  • Dushhera Celebrations & Dandiya – Every year we celebrate Dushhera on which members are traditionally dressed, decorate their departments with rangolis, have their departmental poojas, the machine shop poojas.There is a Common pooja at both locations where all the members are present.The Directors address this.
  • Then we have the Dandiya celebration with the typical ghagras, music and garba followed by dinner.
  • Birthday Celebrations – On the birthday of a member a Birthday Card signed by all the members of HR along with a gift from the company is given.
  • Theme Days – FM celebrates various days like Red and White Day, Bangle and Hat day,Traditional day etc.These kinds of activities keep the work place vibrant and get a lot of energy to work as all members are refreshed.
  • Annual Day Celebrations – We celebrate our Annual Day every year sometime during the month’s of December-January. Our members and our member’s children arrange a cultural programme. Long service awards are given to members who have completed 21, 25, 30 and 35 years of service with FM.The entire event is organized in-house; our members erect even the stage with the plates from the Boiler shop. Every member of the company with their spouses convenes for a day of fun and entertainment, in a completely social atmosphere.
  • Baby Gifts – Babies are a bundle of joy and we like being a part of this joyous moment in the life our members by contributing with a gift for the baby. This is given only for the first two babies in a family.
  • Administrative Professionals’Day – Since the year 2000 we have been organizing “Secretaries Day”. It helped the Departments recognize the efforts of their Secretaries. It is a day filled with fun and frolic for the Secretaries.
  • Departmental Outings – For a cohesive working environment it is important that the members within the Department gel well. Hence,we encourage members to socialize with each other’s families outside the factory premises.We also encourage departments to go out for social outings with other departments.The company bears the majority of the expenses incurred for such social outings.
  • One major Event every Quarter (which involves the family of the member): – E.g. Movie Outings,Orchestra, Children’s Picnic, Nature camps etc.
  • Annual Cricket match – This again is an annual event organized by the FM Sports Club wherein departments come up with Teams and the winners are awarded during the Annual Day celebrations.The club also organizes matches for indoor games like carom, table tennis, etc. annually.
  • Meljol – A day of fun for all our lady members.We believe that working women walk a tight rope managing Home and office.They do not get a minute for themselves.We therefore decided to gift them an evening for their own selves where for once they do not have to think about cooking, family, boss and office.The evening begins with fun & games followed by dinner and finally the Dance Floor.
  • Sports Week – Sports Committee arranges the Sports week once in a year where we have all the members rushed on to the sports field. Series of Cricket,Table Tennis and Carom matches makes all the FM members sweat.The sports champions are awarded on the annual day eve.
  • Soccer Mania – We celebrated the Soccer mania in the month of September.We had 32 teams participating which itself displayed the excitement involved in it.
  • Members playing in specially designed jerseys with Waka Waka music accompanied by hot Samosas and tea were worth a celebration to enjoy your heart out.
  • Food Festivals – Food festivals are arranged twice in a year where all the community ladies have a spread of all the delicacies from different parts of the country. All the members relish this festival.This provides one more opportunity for all the teams to celebrate and enjoy together.


What are the challenges that you face despite all the best practices

Some of the typical challenges we face despite all the best practices are in managing people expectations with respect to their own growth, both career and monetary angle.As you know these are challenges faced by any organization especially when you have a flat structure and the growth is more horizontal than vertical. The gaps in this area ends up in attrition levels being sometimes higher but we have always been within the industry average.

Secret of your professional success

There’s no secret as such. It’s a matter of being the self you are, have your core values being aligned to the organizations values so that you don’t have pressures to match them since they are naturally aligned. I strongly believe that someone with a passion for the profession you are involved in will never feel that you are working .This combined with a feet on the ground attitude and limited ego factor will help a person to be successful in his/her career.

What kind of a leader you are 

I strongly believe in giving my team members the space to perform with the accountability factor very clearly resting on their shoulders. When there are gaps in the deliverables, I do help them to do course corrections but not at all tolerant to sloppiness.

What kind of leader would you desire to be considered
I think my expectation of what I should be considered and what I’m today with respect to my own leadership style is mostly in alignment with what’s mentioned above.

Any professional’s development goals set by you for your self and your organization

Yes! the HR team in Forbes Marshall to be one of the best HR Departments in the country and for self, to be one of the most respected HR professionals in the country by 2015.

Opportunities and threats emerging in Indian HR function

Many,many organizations have HR teams where Gen Y working under Gen X population where the final accountability lies with someone from the “Baby boomer”Generation. The creates a huge void in the overall perceptions and aligning of the HR function to overall organization goals. Another challenge is in aligning HR strategies with Organizational strategies in true sense of term by the HR leaders. Third important aspect is in ensuring Employee engagement in a floating population where the tenure of stay has become very limited.

Any individual / professional who has influenced your thought process

There are many, from my parents on to some of my teachers on to my own senior colleagues in the Organization.

What irritates you most at work place

Delay in implementation of any idea which is really exciting…

One skill you would still like to learn

Art of saying NO to people wherever it’s extremely critical.

One natural ability you are blessed with by God

I have great convincing skills and a God given sixth sense and sense of humour.

Any tough / painful decision you had to make against your desire at workplace

Not really…I typically first get convinced myself and then it’s typically not against my desire or conscience.

How HR can acquire center stage in business environment

HR professionals should be clear on the existence of their function and constantly keep reviewing whether they are adding Value to business by:

  • Providing right people at the right time
  • Ensuring they are on Board with the shortest possible period.
  • Help people enhance their capabilities by learning/refining their competencies.
  • Ensure the ineffective people are weeded out rapidly.
  • Ensure external and internal Employer Brand.
  • Help the line managers to be the real HR Champions.
  • Create a climate of learning mixed with fun where people should say “Thank God it’s Monday”.

Focus on these will bring HR to the centre stage.

What are your contributions in HR function throughout your career

I think I have been able to bring professional credibility to HR function in our organization. I think I have managed to develop a high level of Trust about the function among the senior leadership team. I have also been assistance to many HR professionals across the country to be more effective from mutual learning we have had.


Permalink to Tip of the Week July 22 2011

Tip of the Week July 22 2011

On small heat exchangers draining to atmosphere vacuum breakers may be used to avoid “stalling”.

Fluids flow under the influence of difference in pressure. Stall is the reduction or cessation of condensate flow from the heat exchanger, and occurs when the pressure at the inlet of the heat exchanger is equal to, or less than, the pressure at the outlet of the steam trap.

This condition also occurs when there is a sudden drop in heat load of the plant. In this condition the control valve reduces the steam pressure to meet the falling heat load. Now the pressure at the inlet of heat exchanger becomes equal to or less than the pressure at the outlet of the steam trap. Thus the differential pressure across the steam trap reduces, impeding the flow of condensate and causing condensate to waterlog the steam space.

Logging of condensate in the heat exchanger reduces the surface area available for steam to condense. Hence the heat flow reduces and it now requires more steam and longer time to heat the secondary fluid.

On smaller heat exchangers draining to atmosphere, the stall condition can be avoided by installing a vacuum breaker on the steam inlet to the heat exchanger. When the vacuum is reached in the steam space, the vacuum breaker opens to allow condensate to drain down to the steam trap.

However in general, it is not desirable to introduce air into the steam space, since it acts as a barrier to heat transfer and reduces the effective steam temperature. This becomes a problem on larger heat exchangers, where it is not advisable to use a vacuum breaker to overcome stall. Furthermore, if the condensate is lifted after the steam trap, for example, into a raised condensate return main, the vacuum breaker cannot assist drainage. In both these cases, it is necessary to use an active method of condensate removal such as an Automatic Pumping Trap.


Permalink to Tip of the Week July 15 2011

Tip of the Week July 15 2011

 

Illustration: Water Hammer

Opening Steam valves too quickly when the pipes are cold can lead to a phenomenon called ‘Water Hammer’.
Water hammer can damage the steam system by erosion and corrosion leading to leakages.

During cold start up, the rate of condensation in the pipework is higher. As a result if the steam valve is opened quicly a large quantity of condensate will be carried by the steam at high velocities, which can lead to water hammer.
Waterhammer is the noise caused by slugs of condensate colliding at high velocity into pipework fittings, plant, and equipment. This has a number of implications:

  • Because the condensate velocity is higher than normal, the dissipation of kinetic energy is higher than would normally be expected.
  • Water is dense and incompressible, so the ‘cushioning’ effect experienced when gases encounter obstructions is absent.
  • The energy in the water is dissipated against the obstructions in the piping system such as valves and fittings

Indications of waterhammer include a banging noise, and perhaps movement of the pipe. In severe cases, waterhammer may fracture pipeline equipment with almost explosive effect, with consequent loss of live steam at the fracture, leading to an extremely hazardous situation. Additionally, reduced leakage automatically leads to reduced steam consumption and thus a lower fuel bill.

Thus after cold start the steam valves should be opened gradually to avoid such a condition. Good engineering design, installation and maintenance will avoid waterhammer; this is far better practice than attempting to contain it by choice of materials and pressure ratings of equipment.



Permalink to Tip of the Week July 12 2011

Tip of the Week July 12 2011

Illustration:  Working of Vacuum Breaker

Installation of a Vacuum breaker protects the process equipments from damage and thus enhances safety.

Vacuum breakers protect plant and process equipment against vacuum conditions, typically associated with cooling. A vacuum breaker is a device that remains closed during normal operations but allows entry of air when vacuum is created in the steam space.
One of the most common applications of a vacuum breaker is on process equipment such as jacketed pans and heat exchangers. When these items are turned off, they still contain a certain amount of steam. The steam condenses as the vessel cools down, and since condensate occupies a much smaller volume than the steam, vacuum conditions are generated. The same situation can occur on steam mains and boilers.

The vacuum generated can damage the plant equipments and it is therefore necessary to install a vacuum breaker on the steam inlet to such equipment. Doing so safeguards the equipments against a possible damage due to vacuum creation.