Prasanta J Baruah

Face to Face

Prof Papori Baruah is presently Dean, School of Management Sciences and former Head, Department of Business Administration of Tezpur University. She is also the Professor in Charge of Training and Placement (non-engineering), and Coordinator of Yoga of Tezpur University. She has more than 23 years of experience in teaching, research and consultancy.She is also actively involved in extension and training related activities. She had 5 years of industry experience as a leading woman manager of a multinational company.

How do you view the importance of management sciences in the modern world?

Management sciences as a knowledge domain and also as a field of education create managers and leaders who are trained to take up the task of managing organizations whether profit or non-profit and driving them towards achieving their long term as well as short goals efficiently. While doing so it equips individuals to take up pragmatic approach towards managing all the needed resources appropriately.In the current situation of uncertainties, management sciences is becoming more prominent.

Does Strategy Planning have any role in the success of an organization? What about leadership?

Strategy Planning is an effort made in the organization to see that its long term goals are achieved within the stipulated time leading to organizational success. The leader has a very significant role in setting the vision, laying down the organizational goals, driving people towards achieving these goals enthusiastically , monitoring and evaluating the performance, and in doing so provide the necessary support to the workforce.

Why is Human Resource Planning important?

Organizations require people to run them however much technologically advanced they may be. In view of the vital role that people play in an organisation they are referred to as the Human Resource. It is through the competence and zeal of people that the tasks are completed. But, with changing environment the priorities and objectives of organizations might change or expand. Hence, it is necessary to predict the quality and quantity of people that would be required to carry out different tasks at an appropriate time. This implies planning for right kind and number of people against different job positions at the right time. If this is not done the organization is going to suffer.

What is the need for managing organisational change?

We have to admit that change is inevitable. The environment in which an organization is embedded should be dynamic and exposed to stresses by the different forces of change. For sustaining itself the organization must suitably respond to change. Present state of things may be obsolete or of lesser value in future.Accordingly an organisation needs to change. Managing change is about moving the organization towards a desired future state.

How are engaged employees more valuable?

Engaged employees are more passionate about their work and hence are committed to their jobs and the organization. They are more satisfied with their jobs, have more zeal in carrying out the same, and are often better performers. They try to develop their capability in carrying out their job and put their energy and effort towards doing it.

What is the significance of Organisation Climate?

Organization Climate is about perception of employees regarding the internal environment through their relative enduring quality of experiences in the organization, which can influence their own behaviour in the organization. A good Organization Climate would foster a positive work behaviour, employee job satisfaction and attainment of organisational goals.

How can Performance Management be a useful organizational strategy?

The right kind of Performance Management will make the short term and long term goals of people clear. It will align individual goals with the team as well as organization goals that would enthuse employees to perform better.A good Performance Management will see that rewards are in place for good performance; people are suitably trained and developed to carry on their present roles and get ready for the future roles. Present day Performance Management seek employee participation and commitment, and is more transparent.

What is the role of Human Resource Development in an organization?

Like machines that get obsolete with the advent of new technology, so will the employees if their skills, knowledge and abilities are not developed as per the demands of the environment and the change in their roles. Human Resource Development function is a continuous effort in an organization that makes the workforce capable to handle the demands of the current jobs as well as the future jobs. It takes care of training and developmental needs of people and ensures that competent and motivated employees are available at workplace.

Why is talent and its management important in organisations?

Qualities of people that are of utmost importance to an organization’s achievement of its current and future goals are referred to as talent. These qualities may somewhat vary from one organization to another. Talented employees are the backbone of the organization and are behind its success. It is often said that talented people are scarce, and hence it is necessary to have strategies to retain them, which is possible through appropriate Talent Management.

What training do you offer to corporate houses and industry professionals?

My team offers a variety of training at the individual or organizational level. These relate to Organization Excellence, Organization effectiveness, Team work and Team Building, Organization/work culture, Motivation, Leadership, Change Management, Visioning, Performance management, Conflict Management etc. to name a few.

What do you have to say to rural entrepreneurs and  NGOs.

A few things that I would like to say to rural entrepreneurs are to look at the potential of the area where their enterprises would be located, go for participative rural appraisal to identify the resources available in the vicinity, carry outresource planning, skill mapping, identify unfulfilled local demands for goods and services, plan cost efficiency for business sustenance,take advantage of government schemes for funding/loan, proper management of business, develop their own as well as employees’ competence to run the business, take innovative approach and if possible to identify grassroots technology that can be cheap and cost efficient.

They must be futuristic and proactive. Efforts should be given for generation of employment and develop self-sufficient village.

NGOs must be committed towards their mission and objectives. They must involve their stakeholders and be transparent. NGOs are expected to be proficient in service delivery and strive towards a higher goal of uplifting a society and while doing so manifest professionalism.

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