70 years post independence, India is touching new heights is all fields of development. India is the home of Asia’s richest billionaire and is also the home to some of the most well paid executives and a bunch of millionaires. While everyone knows it pays to be a CEO, not many know how much. Let’s take a look at who the 10 highest paid CEO’s of India are and what their salary is.
1. C.P. Gurnani
Gurnani is the CEO of the multinational information technology, networking technology solutions provider Tech Mahindra. For the financial year 2016-2017, Gurnani earned a salary of Rs. 150.7 crores including perks and bonuses. India’s fifth largest service provider pays the highest salary to their CEO, trumping the salaries of the entire boards of TCS, Infosys and Wipro.
2. Kalanithi Maran
The grand nephew of former Tamil Nadu Chief Minister M. Karunanidhi, Kalanithi Maran is the Chairman and MD of The Sun Group, Suryan and Red FM, Sun Cable Vision and Sun Pictures. Having started his entrepreneurial journey in 1990, he has come a long way and has earned Rs. 62 crores for the financial year 2016 – 2017. He was named the “Television king of southern India,” by Forbes and has also won the Young Businessman award from CNBC and Ernst & Young.
3. Pawan Munjal
The Chairman, Managing Director and CEO of Hero Motocorp., Pawan Munjal is the son of Brijmohan Lall Munjal. During its much publicized partnership deal with Honda Motors, Pawan Munjal was the chairman for Hero MotorCorp. For the fiscal year 2016 – 2017, he took home a salary of Rs. 60 crores and is considered to be one of India’s 50 Most powerful people of 2017.
4. Vishal Sikka
The CEO of India’s second largest IT services exporter, Vishal Sikka joined Infosys in 2014. Inducted as a full time director of the board and CEO and MD, his annual compensation was set at $ 6 million with stock options worth $ 5 million. His salary for 2017 was Rs. 45. 11 crores inclusive of a 50% hike in remuneration.
5. N. Chandrasekaran
One of the youngest CEOs of the Tata Group, Natarajan Chandrasekaran took over the position in 2009. He spent his entire career working in Tata Consulting Services and led the company to generate a consolidated revenue of $ 16.5 billion in 2015 – 2016. As a compensation for his services, he took home a salary of Rs. 25.9 crores in 2017.
6. Rahul Bajaj
Harvard Business School alumnus, Rahul Bajaj took over the Bajaj Group in 1965 and is currently serving as the chairman of the conglomerate. For the fiscal year 20156-2017, he earned a salary of Rs. 25.59 crores and is also one of the richest billionaires in the world with a net worth of $2.4 billion.
7. Guenter Butschek
Guenter Butschek was appointed as the chief executive officer of Tata Motors worldwide after two years of extensive search with a proposed annual package of Rs.28-29 crores per year. But for the financial year 2016-2017, Guenter took home Rs. 22.5 crores only as his salary.
8. Kumar Mangalam Birla
One of the main proponents of the Indian Industrial Revolution, Kumar Mangalam Birla is the Chairman of Aditya Birla Group and the chancellor of the Birla Institute of Technology and Science. Birla took over the position of the chairman in 1995 when he was 28 years old. His salary for the financial year 2016 – 2017 was Rs. 22.5 crores.
9. Yogesh Chander Deveshwar
The chairman and CEO of Indian Tobacco Company (ITC,) Yogesh Chander Deveshwar is India’s longest serving CEO and earned nearly the triple of the second highest salary in his company in 2011. For the financial year 2016 – 2017, his salary was Rs. 21.16 crores.
10. Mukesh Ambani
The richest person of Asia, Mukesh Dhirubhai Ambani is the chairman, managing director and largest shareholder of Reliance Industries Limited (RIL) with a 44.7% stake in the company. His net worth is estimated to be around $ 36.2 billion. Asia’s richest man, Mukesh Ambani earned a salary of Rs. 15 crores for the financial year 106 – 2017 and has consistently held the title of India’s richest person.
Five Ways To Build An Effective Startup Team
No matter how strong your idea is, the ultimate fate of your startup lies in the strength of your final team. It takes only one weak member to topple all your hard work and in order to avoid that, it is extremely important to make sure you have crossed all your T’s and dotted all your I’s. Here are a few tips you could follow to get the perfect team for a startup which could change the world.
1. Identify The Positions
Before you start the hiring process, identify the positions you need for your startup. Be sure to prioritize. Figure out which position to fill first and balance out the hiring. It does not make sense to hire five project managers and not a single programmer. Be sure to have enough money or customers to pay for staffers before you start hiring them.
2. Envision The Bigger Picture
When you go out to hire people for your startup, let your vision drive you. Why were great thinkers like Steve Jobs or Verghese Kurien so successful? Because they had a dream and they let the world know their dream. The people they hired believed in their passion and because of that, their companies are still rock solid.
3. Adopt A Game Management Approach
Great cricket, football and basketball coaches always talk about watching films and studying the competition. As a new startup founder, you should do the same thing. Identify the competition. Understand where their strengths and weaknesses are. This helps get a clearer picture of where you are as a potential game changer. Just like our favourite coaches and quarterbacks, having a head start always helps increase your chances of winning!
4. Get A Consultant
Every movie has the main guy and the Right Hand Guy to help with the more serious work. A consultant is also just like that. They will tell you things you do not want to hear and they will get the job done for you whether you like it or not. Get one! Play the game safe and play it right.
5. Post Hire
Once the entire process has been finalised, it is important to do a background check on the people you are hiring. What if they look really good on paper but have serious flaws within? To avoid issues like hiring an employee with a police case or a fraud case on them, do a background case and avoid all the hassle.
Your company is as good as the people you hire. Hire the right kind of people and who knows, you could become the next Microsoft or Swiggy!
Relationship Between Manager And Employee
The relationship between a manager and employee is extremely vital to the entire mood of the office. A poor relationship brings down the entire moral and effects the productivity of not one but every employee. On the other hand, a good relationship breeds positivity and fosters a functional work environment.
According to multiple studies, more than half the employees were unhappy with their direct supervisors. This friction between management and staff not only manifests itself in poor attitudes and work culture, but it can also have a deleterious effect on a company’s productivity and revenue. What employees lack in the workplace is one simple thing, cooperation.
Managers are successful only if they keep reinforcing the fact that performance at work is not always about competition. While healthy competition is always encouraged, it goes against the overall work atmosphere of the company if the competition becomes too negative too soon. Performance is about coming together to serve a common purpose: that of delivering a brilliant product at the end of the day. As a manager/employee, once you convey this message to your team and tell them you actually mean it, the work flow makes more sense.
As a manager/superior, you can create a positive work life by simply charting out certain details. Delegate specific responsibilities to certain employees and make sure each responsibility is linked with the next in a ceaseless effort to provide exceptional products. Find ways to bring your team together. Hold workshops, have constant feedback meetings and create goals for each team with a reward incentive at the end of a successful task.
Workers without a career advancement or a near goal in mind are usually demotivated. Develop and guide talent to ensure you have a loyal and stable workforce that can fill the needs of the present and future. In short, do not, at any point, make your employees dread coming to work. Get the pay cheques rolled out on time, ensure you have enough number of holidays planned for the year and make sure you and your employees always have a strong connection.
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