Berkeley CSUA MOTD:Entry 39123
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2005/8/15-17 [Politics/Foreign/Asia/China, Computer/Rants] UID:39123 Activity:high
8/15    India's IT companies emulating Toyota to combine low cost and
        talent with discipline, quality and continuous improvements.
        Man, you guys are deadmeat.
        http://yahoo.businessweek.com/magazine/content/05_34/b3948443.htm
        \_ "Think of any job that can be done remotely, by computer or
           telephone, and you're looking at a job that can be done by an
           Indian" and therein lies the crux of the problem.  How long do you
           think these guys are going to want to do the backoffice out-of-sight
           shit work?  They'll start outsourcing the outsourcing to China.
           And at some point you're going to get enough local demand there for
           consulting know-how to absorb all their cheap excess capacity.  At
           the same time, you'll see companies in other parts of the world go
           for competitive advantage through knowledge of their local markets.
           I'm not weeping, nor am I worried.  -John
           \_ that's just your wishful thinking.  the answer to the question
              "How long ...." is there are 1.4 billion indians, pakistanis
              and bengali.
              \_ Yes, and another 1.x billion Chinese, and another uncounted
                 hundreds of millions of Indonesians, Malaysians, Thais and
                 other smart, educated and ambitious folks.  So?  It's a
                 peculiar sort of arrogance to assume that these people will
                 all be happily living in mud hovels while they evolve
                 economically.  Power to them.  Likewise, the more advanced
                 local economies become, the more demand you'll see there for
                 goods and services of the sort that American and European
                 firms were happily providing to each other for decades.  Go
                 join a union or something, the rest of us will be working to
                 adapt and compete with these guys on increasingly equal terms.
                 It's called "progress".  -John
                 \_ This reminds me of Hong Kong.  While virtually all textile
                    and electronic industries, once the dominant driving forces
                    of its economy, have relocated to the nearby SE China,
                    people in Hong still managed to survive somehow.  What do
                    people do to make a living these days?
                    people in Hong Kong still managed to survive somehow.  How
                    do people make a living these days?
                    \_ err ... it's much easier for a hong konger to go
                       start a business or go work in shen zhen, etc., then for
                       your american worker to go work in bangalore.  the
                       relationship between hong kong and its south china
                       hinterland is very different from that between US and
                       India / China.  another example is taiwan where the
                       starting salary for university graduates has been
                       dropping, and unemployment rates rising, while the
                       rich business men of taiwan are doing well in china.
                    \_ When it gets down to it -- talking trade balances here --
                       once we've brain-drained all our technology into other
                       countries, once things have evened out, they're making
                       cars in Bolivia and microwave ovens in Tadzhikistan and
                       selling them here -- once our edge in natural resources
                       has been made irrelevant by giant Hong Kong ships and
                       dirigibles that can ship North Dakota all the way to New
                       Zealand for a nickel -- once the Invisible Hand has taken
                       all those historical inequities and smeared them out into
                       a broad global layer of what a Pakistani brickmaker would
                       consider to be prosperity -- y'know what? There's only
                       four things we do better than anyone else:
                                music
                                movies
                                microcode (software)
                                high-speed pizza delivery
                       And I guess all the Hong Kongers are into banking or
                       similar now.  Remember that all the Guangzhouers or what-
                       ever they're called also want the shiny cars.  -John
                       \_ John, I never would have guessed you were a
                          Stephenson fanboy.
                \_ Language barriers will still be an isssue with many of
                \_ language barriors will still be an isssue with many of
                   the outsourcing efforts.
                \_ really?  check out the trade statistics with US among
                   the more advanced countries of asia.  "progress"?  sure.
                   american capital, know-how and expertise flowing freely
                   to china and india most certainly will help them progress,
                   and help the rich capital owners in the US prosper.
                   big loser?  american workers, who are getting screwed in
                   so many different ways.
                   \_ So what do you suggest?
                   \_ Apparently not.  "barriers".
                      \_ I suggest a career change.
                         \_ I work for the government.  My work is not
                            outsourceable.
                            \_ thanks for sharing.
                               on a national basis, globalization meant
                               that the corporate response to the
                               opening of china and india is simply to
                               move operations there.  the burden thus
                               falls entirely on US workers to adapt.
                               there is little incentive for US corporations
                               to change in terms of investing in
                               automation, R&D, worker training and
                               education, etc.  In fact there may even
                               be less of an inventive than before since
                               they can just obtain their labor source
                               from china and india, abundantly.  thus
                               US workers would receive little help
                               from US corporations.  this would be
                               different if capital does not flow as
                               freely and US corporations and workers
                               must compete as a unit.  Is this a
                               case where government provided
                               incentives are called for?  in the form
                               of incentives for corporations to invest
                               in the US on R&D, workers training,
                               equipment, etc., and perhaps also more
                               direct government help with education and
                               training of US workers?  these would
                               help mitigate the transition, without
                               stifling free market and competition, and
                               are done by countries in asia and elsewhere.
                               \_ Part of the problem is not just that
                                  corporations are moving abroad without any
                                  penalty (which they should be free to do) but
                                  that they're being stupidly subsidized while
                                  doing so.  A good start would be to encourage
                                  SMEs by reducing regulatory and tax burden
                                  on small companies, so people don't feel
                                  beholden to large outfits for jobs.  -John
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yahoo.businessweek.com/magazine/content/05_34/b3948443.htm
Online Extra: The Riches of the Orient CHINA AND INDIA -- THE NEW CORPORATE MODEL Taking A Page From Toyota's Playbook Wipro and other Indian info-tech companies are boosting efficiency by emu lating the Japanese carmaker A year ago, executives of Wipro Ltd. During a guided tour of the factory tha t produces Corollas near their headquarters in Bangalore, India, Wipro e xecs hoped to pick up fresh ideas for their businesses of developing sof tware and handling clients' back-office operations. There were plenty of lessons to learn, but for Sambuddha Deb, Wipro's chi ef quality officer, one stands out. Deb began to take a shortcut when th e safety path painted on the factory floor made a sharp turn. The Japane se manager walking behind him reached out, took his shoulders, and gentl y guided him back onto the path. Before the Toyota tour, Wipro had been struggling to get on track in back -office services. It's not only a leader in software development but also a pioneer in business-pro cess outsourcing, where it does everything for clients from running acco unting operations to processing mortgage applications. In that business, the company was respected for its low prices and dependability, but the work was too labor-intensive. Wipro wasn't doing enough to improve the way it did its clients' business. That's one reason Wipro decided to use Toyota as a model for overhauling operations. Its aim is to make business processes as simple, smooth, and replicable as the way Corollas slip off that Bangalore assembly line ev ery 53 minutes. In an unprecedented move, Wipro took on the tricky task of translating Toyota's vaunted principles for manufacturing into the r ealm of services. "What we do is apply people, technology, and processes to solve a business problem," says TK Kurien, the head of Wipro's 13, 600-person business-process outsourcing unit. Today, Wipro's paperwork processing operations in Bangalore, Pune, and Ch ennai bear an uncanny resemblance to a Toyota plant. Day and night, thou sands of eager young men and women line up at long rows of tables modele d on an assembly line. Signs hanging over each aisle describe what proce ss is being handled there -- accounts receivable, travel and entertainme nt, and so on. Team leaders such as PV Priya, who oversees medical cla ims in Bangalore, set goals with their colleagues at the beginning of ea ch shift. Just like in a Toyota factory, electronic displays mounted on the walls will shift from green to red if things bog down. RUNNING A 21ST CENTURY COMPANY This infatuation with Toyota-like efficiency now permeates India's tech-s ervices industry. The Indian companies see a kindred spirit in the Japan ese auto maker. Like them, Toyota was forced to claw its way into a glob al business with low prices and a passion for quality. Such commitment i s the key to becoming the back office for hundreds of Western companies, hastening the transfer of many thousands of jobs offshore. "If the Indi ans get this right, in addition to their low labor rates, they can becom e deadly competition," says Jeffrey K Liker, a business professor at th e University of Michigan and author of The Toyota Way, about Toyota's le an manufacturing techniques. Think of any job that can be done remotely, by computer or telephone, and you're looking at a job that can be done by an Indian. Business-process outsourcing, or BPO, includes handling clients' call centers, accountin g, human resources, and the like. Top Indian services companies don't ju st perform these jobs well. They demonstrate how a 21st century company ought to run. They have globalized workforces, super-efficient operation s, and slavish devotion to customer service. This emerging industry is helping India along the path to building a worl d-class economy. Already it supplies relatively well-paying jobs for upw ards of 300,000. A 23-year-old can make $7,000 -- enough to afford a mot orbike, or even a Corolla, to commute in style on Bangalore's jam-packed streets. CONTINUOUS IMPROVEMENT India will only get there if it has more to offer than cheap labor. So Wipro and other Indian tech leaders, inclu ding Tata Consultancy Services Ltd. They're automating processes to skip ma nual steps and using analytical software to mine data about their client s' customers. The goal for Wipro is to become the Toyota of business services. Toyota p reaches continuous improvement, respect for employees, learning, and emb racing change. "It's the soft stuff that makes a big impact on the hard numbers," says Kurien, a cheerful 45-year-old. To embrace Toyota's methods, Kurien last year as signed teams to examine business processes, break them into discrete com ponents, and come up with streamlined services to sell to clients. Almost immediately, Kurien spotted a surprising problem -- cubicles. They 're normal for programmers but interrupted the flow for business-process employees. So he came up with the idea of positioning people side by si de at long tables and running processes up the line step by step. Wipro also adopted Toyota's kaizen system of soliciting employee suggestions f or incremental improvements, and made The Toyota Way required reading. One discovery: It took an a verage of nine minutes for employees to regain optimal performance after water and bathroom breaks. The water coolers were quickly moved closer to people's desks. The initial response to all this "was a roaring disaster," admits Kurien. Some staffers felt like cogs in a machine, and they dragged their heels . Nandini Swamynathan, 34, who runs an employee-benefits help desk, was OK with Kurien's plans. After hearing from his middle managers, Kur ien did a reboot. He set up classes to explain the concepts and show how the methods would make their lives easier. Since the program started, the group has impro ved productivity by 43% and reduced the percentage of transactions that had to be redone from 18% to 2%. On June 14 it announced the country's first round-the-clock paperless mortgage-processing service. E-OPS had just s ix employees on Day One, and they focused solely on marketing. "It's ama zing that you can run a national company with just a handful of employee s, and Wipro does the rest," says E-OPS Chief Executive Joseph Machado. Indeed, Wipro's paperwork-handling operations run with factorylike effici ency. There are two shifts -- 8:30 am to 6 pm and 6 pm to 3 am Wh en each shift starts, the teams, which are organized by process categori es, gather with their team leaders for 10 minutes to discuss the day's g oals and divide up tasks accordingly. During a recent visit by BusinessWeek to an office in Bangalore, we follo wed the journey of a single invoice through accounts payable. The first stop was the "imaging" room, where C Venkatesh fed documents into scann ers and attached electronic copies to work-flow software, which manages each step of the process. Then HV Shivaram typed data from the invoice into the accounting software program, M Rassal checked the math, Srika nth Vittal Murthy posted the charges in the general ledger, D S Varadh arajan authorized payment, and B Ravi Sekhar arranged for a check to be cut. If the process had hit a bottleneck, a digital display on the wall would have turned red. T hat would have prompted managers to swarm the center of the room, confer , and fix the problem on the spot. Wipro's employees seem sincerely excited about their jobs -- work that wo uld likely be considered sheer drudgery by US college grads. Take 28-y ear-old Priya, who has worked for Wipro for nearly seven years. She has already submitted a handful of kaizen, and is thrilled at how quickly he r bosses respond. Empowerment on the job is spilling over into her private life. She's the first woman in her family to go to coll ege, and recently told her parents that while they are free to arrange h er marriage, they must pick a man who will not interfere with her career . It's stuff that wou ld seem corny in the US Employees who submit suggestions to kaizen box es near their desks get little rewards -- pens, caps, or shirts. Every w eek, the bosses wheel out a cake for a top performer. Murthy, a 25-year-...