Posts tagged ‘Aditya Birla Group’

19/10/2014

India’s big manufacturing push: Time to make in India? | The Economist

NO ONE doubts that Narendra Modi, India’s prime minister (pictured), is a capable speaker. On September 25th he called together hundreds of diplomats, business leaders, journalists, ministers and others to a swanky hall in Delhi to launch his latest marketing push. The event was broadcast live across India and to diplomatic missions abroad. A remarkable cast of industrial heavyweights were called on to show support, including Cyrus Mistry of Tata Sons, Reliance’s nervy-sounding boss, Mukesh Ambani, the chairman of Wipro, Azim Premji, the chairman of Aditya Birla Group, Kumar Mangalam Birla, and the chairman of ITC Limited, Yogesh Chander Deveshwar.

Over the course of two hours these business cheerleaders, along with ministers and then Mr Modi himself, took turns to explain why it would be a great thing if industrial production, in particular labour-intensive manufacturing, could blossom in India. They are absolutely right. India needs to create lots of jobs—perhaps 1m additional ones a month—if it is to employ its booming population. One speaker suggested 90m manufacturing jobs could be created in India over the next decade. Mr Premji set out how Wipro—better known for IT—has five manufacturing units in India (they make hydraulic cylinders) and overall relied on a broad network of 1,200 Indian suppliers, meaning lots  of jobs created indirectly.

Mr Birla spoke of a new high-end aluminium manufacturing site in Odisha (formerly Orissa) which now does quality work for the firm that used to be done in a British factory. A representative from Lockheed Martin, an American defence firm, explained how its factory near to Hyderabad makes component parts for its global production of the massive C130-J Hercules plane. A stronger manufacturing sector could help in a host of other ways, suggested speakers, linking India into global supply chains, boosting exports, helping to reduce the current-account deficit and so on. Mr Ambani concluded that India’s economy could boom in the long run, at a sustained rate of 8-10%, growing quicker than China, if only the right conditions were created.

All this looks and sounds attractive. So, too, do a flash new website that Mr Modi inaugurated, a new symbol—a lion made up of cog-wheels—and some new brochures that set out how India is a bit more welcoming to manufacturers. But was the exercise anything more than a PR event? As one cynical member of the audience grumbled, it seemed to be a big palaver for the launch of a few marketing tools.

What has actually changed in India as Mr Modi pushes manufacturing? First, discount the worst gush from business leaders. The likes of Mr Ambani and Mr Deveshwar may be embarrassed to be reminded of how sycophantic they were in Mr Modi’s presence. Mr Ambani waffled on about being “blessed with a leader”, the “unique leadership quality of a prime minister, a man who dreams and he does”, who has apparently motivated a billion Indians to “dream and do”. Mr Deveshwar was even more craven, thanking “the Almighty” for the leadership “given to us” in Mr Modi, for “your astuteness, your wisdom…Sir, I’m profoundly inspired by the boldness of your vision and the simplicity with which you have communicated.” Mr Modi sat stony-faced as they fawned. But he probably agrees with the implied message: that most of what it takes to boost manufacturing in India is strong leadership from him, as he showed when he was chief minister of Gujarat. Indeed, when he spoke, he referred back to his success in Gujarat, saying that with the same civil servants and resources as the rest of the country, he had produced striking industrial successes. He expects more of the same in the country as a whole.

Sadly, leadership alone will not do it. Matters are more complicated than that. Mr Modi, endearingly, admitted in his speech “I am not a big economist” while urging investors not to think of India only as a big emerging market, but also as a place for production. As he suggests, achieving that requires progress in a host of areas. He spoke of an urgent need for skills development as far too many of India’s youngsters are poorly prepared for globally competitive work (though that is a huge mission, since it means fixing a rotten school and university system) and identifying 21 clusters for industrial development. He spelt out how infrastructure would improve (but not where massive capital to fund that will come from). Laudably, he emphasised the need to make India a far easier place to do business by scrapping red-tape and oppressive rules, mentioning a recent meeting he had with the World Bank to discuss India’s awful ranking—134th—on its annual “ease of doing business” assessment. Mr Modi thinks India should aim to be ranked much higher, quickly, in the top 50 countries.

via India’s big manufacturing push: Time to make in India? | The Economist.

18/12/2013

Butter chicken at Birla – excerpted fromReimagining India: McKinsey & Company

From: http://www.mckinsey.com/insights/asia-pacific/butter_chicken_at_birla

What succeeds at home may not work overseas. The chairman of Aditya Birla Group, Kumar Mangalam Birla, says Indian companies must be prepared to change long-held traditions if they are to thrive on the global stage.

December 2013 | byKumar Mangalam Birla

Mahatma Gandhi was killed in my great-grandfather’s home. Near the end of his life, India’s founding father used to stay at Birla House when he came to Delhi, and in January 1948 an assassin shot him point-blank as he walked out into the grassy courtyard where he held his daily prayer meetings. The house and garden are now a shrine and museum, visited by tens of thousands of admirers every year.

Growing up, I hardly needed to visit the memorial to be reminded of the values held by my close-knit Marwari family. Our tiny community, originally from Rajasthan, has had spectacular success in business, in part because we have maintained tight familial relations and traditional values—including many of those promoted by Gandhi himself. Marwari traders apprenticed their sons to other Marwari firms, loaned each other money, and insured one another’s goods, confident that their partners held to these same codes. To some in the West, our ways probably looked old-fashioned: when I took over the company, in 1996, at age 29, after the sudden death of my father, no meat was cooked in Birla cafeterias; no wine or whiskey was served at company functions.

Seven years later, we bought a small copper mine in Australia. The deal wasn’t a huge one, worth only about $12.5 million, but it presented me with a unique challenge of the sort I had not yet faced as chairman. Our newest employees were understandably worried about how life might change under Indian ownership. Would they have to give up their Foster’s and barbecues at company events? Of course not, we reassured them.

But then several of my Indian managers asked why they should have to go meatless at parties, if employees abroad did not. At Marwari business houses, including Birla, the top ranks of executives traditionally have been filled with other Marwaris. I had introduced some managers from other firms and other communities, and they had a valid point. I was genuinely flustered. My lieutenants were relentless: I had never faced a situation where my own people felt so strongly about something. Yet at the same time, I knew vegetarianism was a part of our values as a family and as a company. A core belief! I had broken a lot of family norms, but I thought this one was going to be multidimensionally disastrous for me.

 

Fortunately, my grandparents merely laughed when I approached them with my dilemma: they understood better than I did that our company had to change with the times. If we wanted to make our mark on the world, we had to be prepared for the world to leave its mark on us.

The Aditya Birla Group is now one of India’s most globalized conglomerates. We have operations in 36 countries on five continents and employ 136,000 people around the world. Over 60 percent of our revenues come from overseas.

Some lessons surprised me even more. Ironically, before we became more international, I used to be much more impressed by someone who could speak the Queen’s English than, say, by a chartered accountant from Jodhpur whose spoken English required some effort to understand. Now when I look across all our operations in places like Brazil or Egypt or Thailand, I see a whole host of people who aren’t comfortable in English, who need interpreters, but who are very, very good at what they do. Sadly, it took that experience for me to respect an accountant from Rajasthan—my home state—as much as a graduate of St. Stephen’s in Delhi. At one time, we even wanted to run English classes for some of our employees! Now it’s not an issue in my mind. If you can get your point across, if you are adding value, if you are competent, then bloody hell to your English.

The good news is that globalization gets easier over time: there is a snowball effect. The next time we bought a pulp mill in Canada, we were known. The New Brunswick government was comfortable with us; the mill workers knew who we were. Interestingly, as we become more global, people have real feedback to fall back on. When we acquired Columbian Chemicals, in 2011, executives at Columbian headquarters in Atlanta were able to go across town to the Novelis headquarters and ask about us—what we were all about, how we’re run, what sort of autonomy we encouraged. They were talking to people to whom they could relate easily and who could give them honest and accurate information. Maybe not all of it was positive, of course, but at least it was real.

Now, when we want to recruit expat talent to move to India, it’s much easier as well because they know about our global operations. They know that opportunities across the group are getting bigger and more interesting. That’s made us a more attractive employer to non-Indians. As we are “going global,” we’re also finding that global executives are becoming more willing to “go Indian.”

As I’ve said, this has taken years of painstaking work. It’s not an overnight process, and it’s not as easy as writing a check. There are opportunities out there for ambitious and well-run Indian companies—as long as they remember that the world will change them as much as they hope to change the world.

About the author

Kumar Mangalam Birla is chairman of the Aditya Birla Group. This essay is excerpted fromReimagining India: Unlocking the Potential of Asia’s Next Superpower. Copyright © 2013 by McKinsey & Company. Published by Simon & Schuster, Inc. Reprinted by permission. All rights reserved.

 

20/10/2013

The Balance of Global Corporate Power Is Sliding Eastward – Businessweek

… a new report from the McKinsey Global Institute forecasts the economic future not of nations, but of dominant global companies. Today there are roughly 8,000 companies worldwide with annual revenues exceeding $1 billion. Together these heavy hitters generate consolidated global revenue equivalent to 90 percent of global gross domestic product, or $57 trillion. Three out of four of these leading companies are located in developed countries, but McKinsey predicts the balance of power will gradually shift eastward and southward.

Half of all large global corporations are headquartered in the U.S., Canada, and Western Europe, which together account for 11 percent of global population. Meanwhile, only 2 percent of large global corporations are based in South Asia, where 23 percent of the world’s population lives.

By 2025, McKinsey predicts another 7,000 companies will surpass annual revenues of $1 billion, and that 7 out of 10 of these emerging companies will be headquartered in the developing world. In particular, the report names Chinese telecommunications giant Huawei, Brazilian aircraft manufacturer Embraer (ERJ), and Indian industrial conglomerate Aditya Birla Group as examples of emerging titans.

The impacts of the gradual shift won’t be felt only in corporate boardrooms. “This geographic rebalancing … will shift more of the world’s decision making, capital, standard setting, and innovation to emerging markets,” the report says. Perhaps in the future, professionals in the U.S. and Europe may have reason to worry if Alibaba or Tencent (700:HK) halt services unexpectedly for a week.

via The Balance of Global Corporate Power Is Sliding Eastward – Businessweek.

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