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For Pranesh Anthapur, a globe-trotting career has come full circle. More than a decade ago, Anthapur left his native India for a job in northern California with the software company Verifone. Last year, he moved out of his “rather lavish” five-bedroom creek-side house in Silicon Valley to return to India as chief operating officer of Yahoo's research and development centre in Bangalore. The R&D centre, with its warren of cubicles filled with balloons, bean bags and playful knick-knacks in Yahoo's signature purple, is the company's largest outside California, with 1,000 employees. 对于普拉内什•安萨普(Pranesh Anthapur)来说，奔波于世界各地的职业生涯已经结束了。十多年前，安萨普离开了他的祖国印度，前往加利福尼亚北部一家名为Verifone的软件公司工作。去年，他离开了硅谷，搬出了位于一条小溪旁“非常豪华的”五居室住宅，回到印度，担任雅虎(Yahoo)班加罗尔研发中心的首席运营官。在这个研发中心，拥挤的小办公室里到处都是气球、豆袋以及带有雅虎标志性紫色的各种有趣的小摆设。这里是雅虎公司在加州之外最大的分支部门，有1000名雇员。 Anthapur has accumulated a wealth of anecdotes during his global journey. A favourite is the Verifone human-resources assistant puzzling over the three Indian software engineers due to arrive in California who wanted to live together. “They're all men!” the assistant said. Anthapur pointed out that they might have wanted to share a house for practical reasons. “Probably one of them knew how to drive,” he said. 在世界各地的游历中，安萨普积累了许多逸事。他最喜欢的故事，是Verifone的人力资源助理为将要到达加州工作的三位印度软件工程师伤脑筋的事，因为他们三个希望住在一起。那位助理表示：“他们都是男的！”安萨普指出，他们可能因为一些实际原因希望住在一起。他表示：“或许，他们之中只有一个人会开车。” An engineer by background, Anthapur's first job in California was in that bewildered human-resources department. “I thought everyone was rude because they were speaking so loudly. I thought, ‘There's no need to shout.' He eventually adjusted to the volume. “It starts making sense after time. For the attitude to be open, to not make judgments right away, is so important.” 安萨普是一名工程师，但他在加利福尼亚的第一份工作，却是在这个令人困惑的人力资源部。“我认为每个人都很粗鲁，因为他们说话声音很大。我认为没必要喊着说话。”他最终适应了这种音量。“在那以后，这开始产生了作用。因为，开放、不立即做出判断的态度非常重要。” Many Indian managers have adjusted to western business - and several have risen even higher than Anthapur. Lakshmi Mittal's Mittal Steel became the largest steel group in the world after last year's $27bn acquisition of Arcelor. Vodafone chief executive, Arun Sarin, heads the world's largest mobile-phone company and earlier this year led an $11bn bid for Hutch, India's fourth-largest wireless operator. Indra Nooyi became chief executive of PepsiCo last year, becoming one of only 12 women to head a Fortune 500 company. 许多印度管理人员已经适应了西方的业务，有几名管理人员甚至担任了比安萨普还高的职务。拉克希米•米塔尔(Lakshmi Mittal)旗下的米塔尔钢铁(Mittal Steel)在去年以270亿美元收购阿塞洛(Arcelor)之后，成为了全球第一大钢铁集团。沃达丰(Vodafone)首席执行官阿伦& #8226;萨林(Arun Sarin)领导着全球最大的移动电话公司，并且，今年早些时候提出以110亿美元收购印度第四大无线运营商Hutch。英德拉•努伊(Indra Nooyi)去年开始担任百事公司(PepsiCo)首席执行官，成为财富500强(Fortune 500)企业中仅有的12名女性领导之一。 A report by Duke University and the University of California at Berkeley, released this January, showed that 26 per cent of US technology companies founded by immigrants during the past decade had an Indian founder - more than those from the UK, China, Taiwan and Japan combined. Between 1995 to 2005, Indians founded 15.5 per cent of all start-ups in Silicon Valley. 杜克大学 (Duke University)与加州大学伯克利分校(University of California at Berkeley)今年1月份发布的一份报告显示，过去10年，在移民创建的美国科技企业中，26%的企业拥有一名印度裔创始人，比例超过英国、中国、台湾和日本裔创建人的总和。从1995年到2005年，硅谷15.5%的初创企业是印度人创立的。 Vivek Wadhwa, author of the report and executive-in-residence at Duke University in North Carolina, says that Indian immigrants in the US often have very strong science and mathematics training and already speak English. Wadhwa is himself founder and former chief executive of Relativity Technologies, a software company in North Carolina. 该报告作者、北卡州杜克大学驻校高管（executive-in-residence）维韦卡•沃德瓦(Vivek Wadhwa)表示，在美国的印度移民往往都有很深厚的科学和数学功底，而且本身就说英语。沃德瓦自己也是北卡罗来纳州软件公司Relativity Technologies的创始人，并曾担任该公司首席执行官。 International companies have recruited managers from their Indian subsidiaries to run their worldwide businesses. Unilever, the Anglo-Dutch consumer products giant, has filled some of its most senior positions with Indians who were groomed at Hindustan Lever, its Indian unit. They include Manvinder Singh Banga, Unilever's president of foods and one of the eight members of the Unilever executive group. Banga joined Hindustan Lever in 1977 and remains its non-executive chairman. What lies behind Indian managers' success? And can it be more widely replicated? These questions have taken on greater urgency as Indian companies extend their global ambitions and foreign companies expand in India. Indian groups are setting up international operations in countries as far apart as Chile, Hungary and China. And Mittal is not the only Indian business leader snapping up foreign companies. This year alone, Tata Steel bought Anglo-Dutch rival Corus for $11bn, United Breweries bought Scotch whisky distiller Whyte & Mackay for $1.2bn and Hindalco bought Canadian aluminum company Novelis for $6bn. In the first four months of 2007, there were 72 foreign takeovers by Indian companies, worth $24.4bn, according to Grant Thornton, the advisory firm. In the same period, there were 38 foreign deals for Indian companies, worth $17bn. 国际企业也已开始从印度子公司招聘管理人员，负责管理全球业务。英荷消费品巨头联合利华 (Unilever)的一些最高级职务已由印度人担任。他们来自该公司的印度分支Hindustan Lever，其中包括曼维恩德•辛格•邦加(Manvinder Singh Banga)——他现任联合利华食品业务总裁，并且是集团执行委员会的8名委员之一。邦加在1977年加入了Hindustan Lever，至今仍是该公司的非执行董事长。 All this activity has led to a scramble by companies to recruit Indian executives who can operate at an international level. “Global managers are the need of the day,” said Arun Mahapatra, managing partner of executive search firm Heidrick & Struggles in India. There is a particular dearth of managers in sectors such as real estate, retail and infrastructure. 印度管理人员为什么能够取得成功？它能被更广泛地复制吗？随着印度加速全球扩张和外国企业在印度扩张，这些问题已变得更加紧迫。印度集团正在远至智利、匈牙利和中国等地建立国际业务。而米塔尔钢铁并非唯一收购外国公司的印度领军企业。单在今年就有多宗大型收购交易：塔塔钢铁(Tata Steel)以110亿美元收购了英荷钢铁制造商哥鲁氏(Corus)，United Breweries以12亿美元收购了苏格兰威士忌酒厂Whyte & Mackay，Hindalco以60亿美元收购加拿大铝制品公司Novelis。顾问机构均富(Grant Thornton)的数据显示，在2007年的前4个月，印度企业在海外共进行了72笔收购，总价值达244亿美元。在同一时期内，外国企业在印度进行了 38笔收购，总价值170亿美元。 Even well-established companies can scarcely keep up with demand. Leading companies in India, whether multinationals or domestic, cite fierce competition for skilled workers as one of the biggest hurdles to growth. Attrition rates are as high as 40 per cent in industries such as call centres and outsourcing. Headhunters say even freshly recruited chief executives fail to turn up because they have accepted better offers. 所有这些行动导致企业争相聘用具有国际经营能力的印度高管。高管招聘机构海德思哲(Heidrick & Struggles)在印度的管理合伙人阿伦•马哈帕特拉(Arun Mahapatra)表示：“当前，全球管理人员炙手可热。”在房地产、零售及基础设施领域，特别缺乏这样的管理人员。 (To be continued) 即便是知名企业，也很难跟上此种需求。印度的重要企业，不论是跨国企业还是本土企业，都认为对熟练工人的残酷竞争是增长面临的最大障碍之一。在呼叫中心和外包等行业，员工流失率高达40%。猎头公司表示，即便是新聘用的首席执行官，也未必都能上任，因为他们接到了条件更优厚的聘用合同。（待续）译者/何黎

印度为什么出CEO?(上)