Managers for the BOP

Simon — Fri, 20 Jun 2008 15:33:38 -0500

Hi, thank you very much for this topic. It was about time. Although we explored issues like business models, strategy, and collaboration (although we rarely scratched on the surface of these topics by try&error-attempts), we completely neglected the human resources topic. Although it was identified it Prahalads book right from the start. Take me for example, I recently graduated from my university with a high-distinction grade, and wrote my final thesis about BOP-strategies (Management of Cross-Sector Collaborations). I did various internships in private, state and non-profit organizations. However, talking to some human resource-managers from MNC (Germans mostly, I am from Germany), these people mostly have no idea what BOP is! Even the few who heard about it, they have no idea how to prepare new staff for this task. So much for "overcoming their imperialistic mindset"! This is also very demotivating! I don't expect to get a place in a BOP-team directly, but I would expect to get trained for this task in the future. However, there is no training curriculum out there. Furthermore, accept of a few post on this side, I haven't heard about many BOP-posts. You raised an interesting point: How to incorporate the BOP-talent into your human resources! This is interesting because it has immense conflict potential in cross-sector teams. I started a blog on this topic and will explore it more deeply. I wish that any case-study writer will explore this topic in the future and write a case study about it. Feel free to engage in the discussion and leave some comments on my blog: http://bop-manager.blogspot.com/ Please also visit my other blogs: http://bop-collaboration.blogspot.com/ http://bop-logistics.blogspot.com/

Talent Strategy for NextBillion Enterprises

Nitin Rao — Tue, 18 Sep 2007 06:40:14 -0500

On NextBillion.net, we have discussed business models, strategies, and funding for successful enterprises aimed at the world’s poorest citizens. Another critical issue is getting the right talent.

Sure, you are catering to the Next Billion people. Sure, you have unprecedented hype - and investment. But what about the people to lead and drive the next phase of development through enterprise?

A friend at a leading social investment consulting firm spoke to me about their interns from Ivy League universities in the US. Many, he said, took far too long to get acclimatized to India. As he put it, "before they settled down, it was time to go back".

While it is indeed commendable that these students have travelled far for an internship, it raises serious questions about whether this is talent that will endure, and be equipped to make the biggest impact on the "next billion."

Consider India, at the heart of green and social enterprise. Unlike in the US, the vast majority of talented students elect to major in Engineering or Medicine. The engineering graduates are then hounded for opportunities in the software industry, and code their way to narrowing a global arbitrage. Few consider a career in Development Through Enterprise. For some, it's about the remuneration. But for most engineers, they choose software due to a lack of understanding and exposure to alternate opportunities. (Of course, a number of IT professionals help effect social change).

If enterprises investing in developing economies are to be sustained, they should attract the best talent. And much of this can come from providing students access to a challenging work environment.

It may seem all too obvious. But the gap has not been driven out. On one hand, some of the brightest talent is seeking internship opportunities. On the other, social enterprises need the perspective and energy of young employees.

I propose: Engineers for Social Impact: an opportunity for current sophomores to spend a summer at a social enterprise, gain understanding and contribute. Connecting, to begin with, say the 10 best candidates from 10 reputed universities to the 10 most credible for-profit social enterprises.

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Managers for the BOP

Talent Strategy for NextBillion Enterprises