Dr UJJWALA PENDSE
Date of Birth: January 03, 1955
Business Experience: 23 Years, Social Sector Experience: 15 years
Education, Career History & Training
Qualification:
Career
MA – Tata Institute of Social Sciences (Personnel
Management & Industrial Relations.
Fellow – Indian Institute of Management, Ahmedabad
(Organisational Behavior)
History
o 1983 – 86 – Tata Consultancy Services, Organisation
Development Consulting within management Consulting
Group
o 1986 – 1991 – Siemens India, Head of Corporaate Training
& Development
o 1991 – 1995 – Wockhardt Ltd., Head of Human Resources &
Organisation Development function reporting to CMD
o 1995 – 1999 – Behavioral Science Center (India) Pvt. Ltd.,
Associate Director
o 2000 to date – Vernalis India Pvt. Ltd, a consulting
organisation in individual and organisation effectiveness,
Founder Director
o 1994 to date – Dr. M. L. Dhawale Memorial Trust (MLDT),
Human Resources Development Advisor
o Since 2005 - Champion / Coordinator of the Sustainable
Livelihood & Eco Development for tribal communities
Project of Rural health Services Group of MLDT within
Vikramgad Taluka, Thane District, Maharashtra, Índia
o 2006 – 2007 – Facilator with Bhavishya Alliance for their
multi stakeholder Programme to address issues of Child
Malnutrition within Maharashtra.
o 1995 – 1998 - Visiting Faculty at Tata Institute of Social
Sciences and S. P. Jain Institute of Management & Research

Training:
o Laboratory training in Personal & Interpersonal
Effectiveness
o Systems Engineering & Cybernetics, TCS
o Train the Trainer Workshop, Siemens, Germany
o Advanced Assessor Skills programme – SHL, UK
o Certification programme in MBTI psychometric personality
instrument
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o Development Workshops in Leadership,
transactional Analysis, Group Dynamics etc
Creativity,
Areas of Expertise
Facilitated
Institution
Building
the cocreation of shared mission, 10 year vision for the
core group of doctors from the MLD Memorial trust, a
Homoeopathic education, clinical care and research NGO. The
process generated tremendous energy which helped propel the
organisation towards fulfilling its Vision within its timeline.
On – going work in the area of organisation culture building and
internalising of values at all levels
Facilitating the management of growth process for the above
NGO through evolving suitable policies, structures, processes
anfd systems which helped transform the organisation from one
which was led by a small team to multi unit structure under a
Governing council.
Currently facilitating internal transformation within the NGO
from a Health Care focus to Holistic Community Health &
Development Focus
Executed
Organisational
Diagnosis &
Design
a number of organisation design / restructuring
assignments while at Tata Consultancy Services for
organisations such as Bharat Aluminium, MSEB, Stock
Holding Corporation, National Bank for Agricultural and Rural
Development (NABARD)
Undertook organisational diagnosis study for Texas Instruments –
Broadband Division, crystallised key issues and facilitated the
implementation of joint action plans
Led the project team for restructuring and design and
implementation of a performance management system at
Mahindra & Mahindra – FES across all functions including
R&D / New Product Development. System was evolved thru’
building internal commitment to the system and transfer of
skills within the internal team. Scope of work entailed
reviewing existing structures to align with business goals,
designing value added hierarchy, role definitions along with
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Leadership
Development
Processes
interfaces & boundary conditions. Special focus on R&D and
NPD functions to identify key issues, design cross functional
interfaces, explore range of organisation models and
recommend and facilitate implementation of best fit.
Designed and implemented process for identifying future leaders
(Bajaj Auto) & identifying leadership potential within the
Senior Management (Aditya Birla Group of companies)
Designed and facilitated an innovative leadership development
process for the entire senior team of a start up company
involving on-the-job training and action learning
Designed and facilitated Leadership Workshops for several
organisations such as L&T, Wockhardt, Emerck etc
Researched and presented transformational leadership styles of 3
organisational leaders within an NGO with implications for
growth & performance
Currently engaged in developing Core Leadership Team within
the Rural Health Services group of a Health Care NGO
Undertook
Competency &
Assessment
HR Strategy &
Systems
comprehensive competency identification &
assessment exercise for a group of 25 Zonal managers at
Wockhardt along with a follow-up Development Workshop as
well as for 200 middle mangement team of Bajaj Auto Ltd to
identify leadership potential
Designed and conducted Development Centres for the Aditya
Birla Group of companies for Senior Management positions
(GM’s to Sr. VP’s) to identify potential for Top level positions
as part of a succession planning exercise
Authored papers on:
o“Mapping Competence for the Future” presented at the
International HRD Conference at Bangalore, India
o”Transformation of India Inc” presented at the
International HRD Conference at Bangkok, Thailand
oPresented a paper on Design & Implementation issues of
AC / DC at Academy of HRD, Ahmedabad.
Over the last seven years conducted AC / DCs covering more than
350 candidates across more than 50 Centres spanning across levels,
functions & businesses. Trained around 100 Assessors largely from
senior levels of management
As Head – Training & Development at Siemens Ltd, involved in
the establishment of the Corporate HRD department and
formulation of policies and systems. Responsibility for
designing systems - Performance Appraisal, Training &
Development (incl. Systematic identification of training needs)
and career & succession planning.
As Head – HRD & OD at Wockhardt Ltd., formulated and
implemented the HRD strategic plan in tune with the Business
strategy. Designed & co-ordinated organisation wide
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programmes on Management by Objectives, Innovation in
action, organisational communication over and above core HR
systems.
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Differentiating Competencies
Diagnosis – Ability to understand the critical aspects of complex systems
from a multidimensional perspective, discern patterns, establish linkages and
interdependencies and converge on core issues from amongst a mass of data and
identify potent levers for action.
Systems
Facilitation – Ability to function as a resource person with groups, sense
group state, deploy a mix of intervening strategies to help the group move forward
Process
Leadership
- Ability to engage others in creating a compelling future, comfort in
navigating ambiguous situations, mobilising resources and expertise within and
across organisational boundaries and discipline and focus for execution.
Knowledge Areas / Competencies
Function/ Business HR, Manufacturing, New Product Development, Supply Chain
management, Employee development, Career planning
Process
Industry
Health Care; Engineering; IT, Infrastructure
Social Sector
Positive Health Care (preventive, promotive, curative),
Livelihood & Eco Development, Women Empowerment, Non –
Formal education
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