Work experience is a burgeoning sector of the study abroad industry and a client requesting "work experience" might have only a vague notion about the type of programme they require.
Programmes can be divided into definite sub-sectors, depending on whether a student expects payment or not, for example.
The Global Work Experience Association (Gwea) has recently developed International Standards for Programmes available across the sector, in which work experience programmes have been categorised into four types: internships, volunteer programmes, work & study programmes and working holiday programmes.
These distinctions make it much easier for students to decide which placement is best suited to their individual needs.
INTERNSHIPS
Classic internships have traditionally been the main focus of the work experience sector. Gwea's manual defines the internship as "a temporary, supervised, practical experience programme in which a young person, usually a college or university student, carries out a training experience in a temporary position at a host company".
These placements are unpaid but usually directly related to a student's field of studies or future career aspirations, so students can gain relevant hands-on experience. Another advantage of these programmes is that it is usually easier for students to secure visa entrance for unpaid work placements in another country, making them accessible to a wider range of nationalities.
Many internship providers offer a wide range of placements. Jill Arcaro-Gordon at Best Programs in Spain, says, "The fields that we have a lot of interest in are business related, such as marketing, import/export, finance, consulting, information technology, public relations, etc".
However, placements are not limited to this area; Jean-Paul Barsoum at the Alpha College of English in Ireland, has organised placements "for a number of more specialist areas: chemical engineering, shoe design, cosmetics, manufacturing [and] microbiology". With a little bit of research and the help of an agent, students should be able to find an internship to suit their interests and aspirations.
March 30, 2010
PLACEMENT AND INDUCTION
Q1)What is placement?
Ans. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate.
Q2). Give the significance of placement?
Ans. The significances of placement are as follows: -
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined objectives of the organization.
Q3). What is induction?
Ans. Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction.
Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.
4). What are the objectives of induction?
Ans. Induction is designed to achieve following objectives: -
* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
* To give new comer necessary information such as location of a café, rest period etc.
* To build new employee confidence in the organization.
* It helps in reducing labor turnover and absenteeism.
* It reduces confusion and develops healthy relations in the organization.
* To ensure that the new comer do not form false impression and negative attitude towards the organization.
* To develop among the new comer a sense of belonging and loyalty to the organization.
Q5). What are the advantages of formal induction?
Ans. The advantages of formal induction are: -
* Induction helps to build up a two-way channel of communication between management and workers.
* Proper induction facilitates informal relation and team work among employee.
* Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging.
* Induction helps to develop good relation.
* A formal induction programme proves that the company is taking interest in getting him off to good start.
* Proper induction reduces employee grievances, absenteeism and labor turnover.
* Induction is helpful in supplying information concerning the organization, the job and employee welfare facilities.
Ans. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate.
Q2). Give the significance of placement?
Ans. The significances of placement are as follows: -
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined objectives of the organization.
Q3). What is induction?
Ans. Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction.
Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.
4). What are the objectives of induction?
Ans. Induction is designed to achieve following objectives: -
* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
* To give new comer necessary information such as location of a café, rest period etc.
* To build new employee confidence in the organization.
* It helps in reducing labor turnover and absenteeism.
* It reduces confusion and develops healthy relations in the organization.
* To ensure that the new comer do not form false impression and negative attitude towards the organization.
* To develop among the new comer a sense of belonging and loyalty to the organization.
Q5). What are the advantages of formal induction?
Ans. The advantages of formal induction are: -
* Induction helps to build up a two-way channel of communication between management and workers.
* Proper induction facilitates informal relation and team work among employee.
* Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging.
* Induction helps to develop good relation.
* A formal induction programme proves that the company is taking interest in getting him off to good start.
* Proper induction reduces employee grievances, absenteeism and labor turnover.
* Induction is helpful in supplying information concerning the organization, the job and employee welfare facilities.
March 25, 2010
PLACEMENT IN B-SCHOOLS
About B-School Placements
Management studies have gained much importance in India over the past years with bigger and better companies offering lucrative job offers. Some of the top notch recruiters from various business sectors are involved in several B-Schools Placements. India boasts of a number of leading business schools that are both nationally and internationally recognized. These institutes enjoy special preference when it comes to their students getting hired by top multinational companies. Campus placements in B-Schools provide management pass-outs the ideal opportunity to get their dream jobs. This site is your guide to B-Schools placements in India.
B-School placements in India
B-Schools placements in India have always created much news as they involve top recruiters offering very attractive pay packages. The various Indian Institute of Management (IIM) enjoy an edge over other business schools in the country due to their strong brand image. On account of the excellent performance of the students, the institutes are highly favored by Indian and foreign recruiters. Besides the IIMs, the other B-Schools in India that have 100% placement record are XLRI, Symbiosis Institute of Business Management, Pune and Institute of Business Management & Technology, Bangalore just to name a few.
Procedure in B-School Placements
The process involved in placements of students may vary from one B-School to another. A day system of placements is followed at IIM Ahmedabad, where the institute invites companies to recruit in different slots based on the preference of the students. The placement process at IIMA includes Internship Placements, Graduate Placements and Lateral Placements. There are placement planners at the various B-Schools that have important dates of various placement activities. Other Business Schools such as XLRI, IIMB and IIMC have their individual placement procedures.
POSTED BY:-
SMRITI SRIVASTAVA
PGDM 2nd SEM
Management studies have gained much importance in India over the past years with bigger and better companies offering lucrative job offers. Some of the top notch recruiters from various business sectors are involved in several B-Schools Placements. India boasts of a number of leading business schools that are both nationally and internationally recognized. These institutes enjoy special preference when it comes to their students getting hired by top multinational companies. Campus placements in B-Schools provide management pass-outs the ideal opportunity to get their dream jobs. This site is your guide to B-Schools placements in India.
B-School placements in India
B-Schools placements in India have always created much news as they involve top recruiters offering very attractive pay packages. The various Indian Institute of Management (IIM) enjoy an edge over other business schools in the country due to their strong brand image. On account of the excellent performance of the students, the institutes are highly favored by Indian and foreign recruiters. Besides the IIMs, the other B-Schools in India that have 100% placement record are XLRI, Symbiosis Institute of Business Management, Pune and Institute of Business Management & Technology, Bangalore just to name a few.
Procedure in B-School Placements
The process involved in placements of students may vary from one B-School to another. A day system of placements is followed at IIM Ahmedabad, where the institute invites companies to recruit in different slots based on the preference of the students. The placement process at IIMA includes Internship Placements, Graduate Placements and Lateral Placements. There are placement planners at the various B-Schools that have important dates of various placement activities. Other Business Schools such as XLRI, IIMB and IIMC have their individual placement procedures.
POSTED BY:-
SMRITI SRIVASTAVA
PGDM 2nd SEM
March 16, 2010
IS ADVANCE PLACEMENT TOO GOOD TO BE TRUE???
If Neil Panchal had known last year what he was in for, he might have tried to get a little more sleep. Panchal, who recently started 12th grade at Barrington High School outside Chicago, is a man on a college admissions mission: He took his first Advanced Placement course as a sophomore, aced the U.S. History exam, and set his sights on an elite school. Last year, when he saw his classmates filling up their schedules with two, three, even four AP s, he figured that if he was going to be competitive, it was time to ante up.
So he pushed his nonacademic life aside and signed up for a total of five AP courses as a junior--Spanish, calculus, statistics, European history, and chemistry. The workload made him miserable, of course. He had five hours of homework most every night and scaled back his commitment to his beloved tennis team to just one weekly practice. Nevertheless, this fall Panchal is at it again: He's taking another four AP s as a senior, which will bring his grand total, by the time he graduates, to 10. No regrets, though. If his classmates were going to load up on APs, he thought he'd better do the same. Otherwise, "they'd be better off than me when it came to getting into colleges," he says. "I didn't want to fall behind."
The race. Who can blame him? These are, after all, the glory days of Advanced Placement, the latest rage in the ever more challenging race for selective college admissions. AP classes are the highest-level honors curriculum at many high schools: They usually require more reading, more writing, and more problem sets--and they carry high prestige. Some 1.2 million high schoolers took AP exams in 2005, up from 134,000 in 1980. In the past five years, the number of students taking at least one exam in any of the 34 subjects now offered by the College Board, which runs the tests, has jumped by 45 percent. Most colleges continue to give credit to those who score 3 or higher (on a scale of 1 to 5). And as high schools continue to create more AP classes, elite schools are being inundated with applicants like Panchal: At Northwestern University, for example, over 90 percent of incoming freshmen received AP credit last year.
But just as AP, celebrating its 50th anniversary this fall, hits its frenzied peak--with Newsweek going so far as to rank high schools based on the percentage of students who take AP or International Baccalaurate exams--some experts wonder whether the program's wild proliferation has begun to dilute its quality. Several new academic studies indicate that simply taking AP classes--as opposed to passing the end-of-year examinations run by the College Board--isn't a very good predictor of college success. Some high schools are complicating matters by pasting the AP label onto subpar existing courses. And a few highly selective schools have become sufficiently alarmed over the quality of AP classes that they are getting picky about awarding credit even to those who have passed the exams. At Northwestern, for instance, the economics and biology departments grant credit only to students who have earned perfect 5s; Harvard applies the same stringent standard to all AP classes. And Stanford won't give credit at all for such relative newcomers to the Advanced Placement scene as AP Environmental Science and AP World History. A dozen high-profile prep schools have dropped AP altogether. All of which has left some would-be collegegoers and parents wondering: Could Advanced Placement be overrated?
So he pushed his nonacademic life aside and signed up for a total of five AP courses as a junior--Spanish, calculus, statistics, European history, and chemistry. The workload made him miserable, of course. He had five hours of homework most every night and scaled back his commitment to his beloved tennis team to just one weekly practice. Nevertheless, this fall Panchal is at it again: He's taking another four AP s as a senior, which will bring his grand total, by the time he graduates, to 10. No regrets, though. If his classmates were going to load up on APs, he thought he'd better do the same. Otherwise, "they'd be better off than me when it came to getting into colleges," he says. "I didn't want to fall behind."
The race. Who can blame him? These are, after all, the glory days of Advanced Placement, the latest rage in the ever more challenging race for selective college admissions. AP classes are the highest-level honors curriculum at many high schools: They usually require more reading, more writing, and more problem sets--and they carry high prestige. Some 1.2 million high schoolers took AP exams in 2005, up from 134,000 in 1980. In the past five years, the number of students taking at least one exam in any of the 34 subjects now offered by the College Board, which runs the tests, has jumped by 45 percent. Most colleges continue to give credit to those who score 3 or higher (on a scale of 1 to 5). And as high schools continue to create more AP classes, elite schools are being inundated with applicants like Panchal: At Northwestern University, for example, over 90 percent of incoming freshmen received AP credit last year.
But just as AP, celebrating its 50th anniversary this fall, hits its frenzied peak--with Newsweek going so far as to rank high schools based on the percentage of students who take AP or International Baccalaurate exams--some experts wonder whether the program's wild proliferation has begun to dilute its quality. Several new academic studies indicate that simply taking AP classes--as opposed to passing the end-of-year examinations run by the College Board--isn't a very good predictor of college success. Some high schools are complicating matters by pasting the AP label onto subpar existing courses. And a few highly selective schools have become sufficiently alarmed over the quality of AP classes that they are getting picky about awarding credit even to those who have passed the exams. At Northwestern, for instance, the economics and biology departments grant credit only to students who have earned perfect 5s; Harvard applies the same stringent standard to all AP classes. And Stanford won't give credit at all for such relative newcomers to the Advanced Placement scene as AP Environmental Science and AP World History. A dozen high-profile prep schools have dropped AP altogether. All of which has left some would-be collegegoers and parents wondering: Could Advanced Placement be overrated?
HOW TO GET A GOOD PLACEMENT
Getting quality visitors to a web site is a mystery to most new web site owners. By now you may have figured out that paying for visitors can get very costly. You know that there are tons of sites that get plenty of visitors for free from the top search engines, but you just can't figure out how they do it. This series of articles will explain the steps required in order to get good search engine listing placement for your site.
Before we go any farther there are a few basic things you should know upfront.
Good search engine listing placement takes time. Sometimes you may get lucky and see results in less than 4 weeks. However, it generally takes anywhere from 6 weeks - 6 months to see any significant changes in your search engine listing placement and it is extremely rare to go from nowhere into the top 20 on the first shot. Expect it to take months.
Also, expect to have to make modifications to your site content every 2 - 3 months until you get your site listed as high as possible. There's alot of trial and error involved for you to be able to figure out what the search engines want to see to be able to get your website well listed. Only highly experienced webmasters know how to get into the top 20 on the first try. To get that same experience, you will need to try, fail, investigate, learn, try again, and repeat the whole process multiple times. The object of this series of articles is to help you to learn the process, teach you how to learn from your results and mistakes, and to hopefully reduce the amount of times you will have to repeat the process to get the results you want.
Getting good placement takes a reasonable amount of effort. There is no magic wand. You will need to do some significant reading, research, and writing to get any kind of decent search engine listing placement.
This article is being written in January 2003 based on proven techniques that work at the time. All the top search engines will tend to change the way they determine their listings 2 - 3 times per year. Some will change only slightly and some will change dramatically. That means you will need to try to stay on top of those changes and keep track of how they affect your search engine listing placement. * Note - We do periodically review and revise this information to make sure it is as current as possible. The latest review was done in January 2007 and all information is still just as effective as it was when originally written. Remember that because "so called experts" and fads will come and go the longer your site is online. Don't get caught up chasing after them. SEO (search engine optimization) fundamentals will likely never change.
The information we are about to share is very valuable. Many other companies charge hundreds and sometimes thousands of dollars to do the things we are going to share with you. Try to keep that in mind while you are doing all the work on your own and that will help you to see the light at the end of the tunnel. We use the exact same tactics to get our own website pages listed high in the search engines. Most of which we have gotten and held for over 5 years without any modifications the entire time.
Getting good search engine listing placement is remarkably easy if you do it properly. However, if you choose to try and do it improperly by applying our recommendations excessively then you run the risk of getting your site banned from all the search engines. There's a fine line between good search engine optimization and bad. Consider yourself warned.
Because this lesson is quite long, we have broken it up and put it on several pages. Having it on several pages also increases the possibility that more of our own site pages will get well indexed by the search engines for this particular topic. That is one of the parts of your lesson. The more pages your site has and the more you get indexed the better
Before we go any farther there are a few basic things you should know upfront.
Good search engine listing placement takes time. Sometimes you may get lucky and see results in less than 4 weeks. However, it generally takes anywhere from 6 weeks - 6 months to see any significant changes in your search engine listing placement and it is extremely rare to go from nowhere into the top 20 on the first shot. Expect it to take months.
Also, expect to have to make modifications to your site content every 2 - 3 months until you get your site listed as high as possible. There's alot of trial and error involved for you to be able to figure out what the search engines want to see to be able to get your website well listed. Only highly experienced webmasters know how to get into the top 20 on the first try. To get that same experience, you will need to try, fail, investigate, learn, try again, and repeat the whole process multiple times. The object of this series of articles is to help you to learn the process, teach you how to learn from your results and mistakes, and to hopefully reduce the amount of times you will have to repeat the process to get the results you want.
Getting good placement takes a reasonable amount of effort. There is no magic wand. You will need to do some significant reading, research, and writing to get any kind of decent search engine listing placement.
This article is being written in January 2003 based on proven techniques that work at the time. All the top search engines will tend to change the way they determine their listings 2 - 3 times per year. Some will change only slightly and some will change dramatically. That means you will need to try to stay on top of those changes and keep track of how they affect your search engine listing placement. * Note - We do periodically review and revise this information to make sure it is as current as possible. The latest review was done in January 2007 and all information is still just as effective as it was when originally written. Remember that because "so called experts" and fads will come and go the longer your site is online. Don't get caught up chasing after them. SEO (search engine optimization) fundamentals will likely never change.
The information we are about to share is very valuable. Many other companies charge hundreds and sometimes thousands of dollars to do the things we are going to share with you. Try to keep that in mind while you are doing all the work on your own and that will help you to see the light at the end of the tunnel. We use the exact same tactics to get our own website pages listed high in the search engines. Most of which we have gotten and held for over 5 years without any modifications the entire time.
Getting good search engine listing placement is remarkably easy if you do it properly. However, if you choose to try and do it improperly by applying our recommendations excessively then you run the risk of getting your site banned from all the search engines. There's a fine line between good search engine optimization and bad. Consider yourself warned.
Because this lesson is quite long, we have broken it up and put it on several pages. Having it on several pages also increases the possibility that more of our own site pages will get well indexed by the search engines for this particular topic. That is one of the parts of your lesson. The more pages your site has and the more you get indexed the better
GD PREPARATION
Most Companies today when they are on Recruitment process they take Group Discussion (GD) round into their consideration.GD is the round where most of the students afraid of.Group Discussion is the round where thought process of the candidate attending the GD can be determined.So Guys i am providing you some Group Discussion tips and common topics for preparation.
Group discussion tips:
1. Always be the initiator and concluder of the GD then being a participant.
2. But if you are the participant always try to be the key participant.
3. Put points firmly and always try to get other�s support too.
4. If you find that the discussion is going off track then never loose an opportunity to bring it back to stream this is The best point to score max.
5. Try to keep latest information on the topic.
6. Be very polite, people may try to provoke you to to get more points but try to keep cool.
7. Most important don’t wait for your turn to speak when discussion is on. Interrupt politely if you want to put forward your points.
8. Last but not the least keep a tab on the time given for discussion. Score points by wrapping up the discussion if you feel that the discussion is heating but the time is going to be over.
9. During conclusion, do end with the conclusion note that shows your leadership quality.
Best scoring points are:
*initiation of discussion,
*always keeping/trying to keep discussion on track
*Conclusion on time
*Your capability to keep your cool and listen as well as putting across your points. Be a Leader. GD basically means searching your team player, leadership, communication capability.
Some common topics:
Everybody jumping into software field – is it good or bad.
"EDUCATION AND SUCCESS" DOzES IT HAVE A CORRELATION.
"Whether impact of western culture on Indian culture is a boon or a bane".
Is internet suitable for Youngsters?
IS MBA needed?
What Should India do to win a gold medal in the Olympics?
Will India need a Dictatorship / Democratic rule now?
"Two solutions to improve engineering standard"
Advantages and disadvantages of Internet
Betting in cricket should legalized or not
Education system in India.
A discussion on Iraq and America war
Group discussion tips:
1. Always be the initiator and concluder of the GD then being a participant.
2. But if you are the participant always try to be the key participant.
3. Put points firmly and always try to get other�s support too.
4. If you find that the discussion is going off track then never loose an opportunity to bring it back to stream this is The best point to score max.
5. Try to keep latest information on the topic.
6. Be very polite, people may try to provoke you to to get more points but try to keep cool.
7. Most important don’t wait for your turn to speak when discussion is on. Interrupt politely if you want to put forward your points.
8. Last but not the least keep a tab on the time given for discussion. Score points by wrapping up the discussion if you feel that the discussion is heating but the time is going to be over.
9. During conclusion, do end with the conclusion note that shows your leadership quality.
Best scoring points are:
*initiation of discussion,
*always keeping/trying to keep discussion on track
*Conclusion on time
*Your capability to keep your cool and listen as well as putting across your points. Be a Leader. GD basically means searching your team player, leadership, communication capability.
Some common topics:
Everybody jumping into software field – is it good or bad.
"EDUCATION AND SUCCESS" DOzES IT HAVE A CORRELATION.
"Whether impact of western culture on Indian culture is a boon or a bane".
Is internet suitable for Youngsters?
IS MBA needed?
What Should India do to win a gold medal in the Olympics?
Will India need a Dictatorship / Democratic rule now?
"Two solutions to improve engineering standard"
Advantages and disadvantages of Internet
Betting in cricket should legalized or not
Education system in India.
A discussion on Iraq and America war
Recruitment Vs Selection
Both recruitment and selection are the two phases of the employment process. The differences between the two are:
1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to
fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee
For us, the dreams of a billion is the real fuel
Oil and Natural Gas Corporation Ltd, (ONGC) is a Fortune- Global 500 Company and the first ever Indian entrant in Fortune list of ‘Most Admired Companies 2007’. It ranks 20"' among leading global energy majors as per 'Platts Top 250’ Global Energy Company Ranking 2007 and also leads all India Corporates in Forbes Global 2000 and in Financial Times Global 500, ONGC, through its subsidiary ONGC Videsh Ltd. (OVL), is India’s biggest transnational Corporate with Overseas investment of over 10 billion USD 16 countries.
ONGC is hiring competent professionals:
DGM (Aviation Safety) -
Served as a commercial pilot, with at least 2500 hours of total flying experience or qualified Aircraft Maintenance Engineer (AME) having basic AME license.
Company Secretary -
ACS/FCS and CAIICWA with post qualification experience of 12 years, Additional qualification of degree in Law preferred.
Manager (F&A) –
ACS/FCS and CA/ICWA with post qualification experience of 12 years. Additional qualification of degree in Law preferred.
Senior Medical Officer -
MD/MS in specialty of pediatrics / Radiology / Orthopedics / Ophthalmology/ Dental/Obs. & Gynecology / Cardiology/ Anesthesia / Pathology.
Medical Officer
MBBS with valid registration
Both recruitment and selection are the two phases of the employment process. The differences between the two are:
1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation WHEREAS the basic purpose of selection process is to choose the right candidate to
fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.
5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee
For us, the dreams of a billion is the real fuel
Oil and Natural Gas Corporation Ltd, (ONGC) is a Fortune- Global 500 Company and the first ever Indian entrant in Fortune list of ‘Most Admired Companies 2007’. It ranks 20"' among leading global energy majors as per 'Platts Top 250’ Global Energy Company Ranking 2007 and also leads all India Corporates in Forbes Global 2000 and in Financial Times Global 500, ONGC, through its subsidiary ONGC Videsh Ltd. (OVL), is India’s biggest transnational Corporate with Overseas investment of over 10 billion USD 16 countries.
ONGC is hiring competent professionals:
DGM (Aviation Safety) -
Served as a commercial pilot, with at least 2500 hours of total flying experience or qualified Aircraft Maintenance Engineer (AME) having basic AME license.
Company Secretary -
ACS/FCS and CAIICWA with post qualification experience of 12 years, Additional qualification of degree in Law preferred.
Manager (F&A) –
ACS/FCS and CA/ICWA with post qualification experience of 12 years. Additional qualification of degree in Law preferred.
Senior Medical Officer -
MD/MS in specialty of pediatrics / Radiology / Orthopedics / Ophthalmology/ Dental/Obs. & Gynecology / Cardiology/ Anesthesia / Pathology.
Medical Officer
MBBS with valid registration
INTERVIEW PREPARATION
Interviews by Institutes abroad is very rare and is usually limited to some business schools. You most probably will not have to go through one. But, just to let you know, Wharton visits Delhi, Bombay and some other cities every year to interview applicants. Some schools conduct interviews telephonically and some others through their alumni who are based in the city you live in.
If you happen to be applying to an institute that wants to interview, you ought to be prepared.
Preparing for the Interview - have the right attitude and do your homework.
Consider the interview as your final opportunity to market yourself. Establish your objectives for the interview. Think about ways of reinforcing your strengths and addressing your weaknesses. Be prepared to support your claims in the application essays. Good preparation will also help you relax somewhat during the interview.
Know all that you can about the school and the program - the school brochures and the website can be useful sources. Carry out a search in Google or Yahoo by the name of the school and read the relevant results. This could make you aware of some specific details about the school or the program, which would reflect in your answers during the interview. It could pay to project yourself as a person who pays attention to detail. It also conveys your interest in the school.
Prepare for the typical interview questions. Most of the interview questions come from two categories
(1) Standard questions for all students like Why MBA, Why Yale etc.
(2) Questions tailor-made for you based on your essays and your resume.
The interviewer may wish to probe into some of your claims to fame in your essays. Be sure to review your application, essays and resume prior to the interview. The worst thing you can do is contradicting yourself at the interview.
List of standard questions
Why do you wish to pursue the program that you have applied to?
Why do you want to attend this school?
Name some other schools that you have applied to?
Tell me about yourself.
What are your career goals?
Where do you see yourself in ten years?
What value can you add to the program?
What are your greatest achievements?
What do you consider your three top strengths/weaknesses?
Why should we accept you?
Do you have any questions?
Most of the above questions would have been covered in your essays in one form or the other. Review the exercise that you did in the essays section to get your life in perspective. The interview is your big chance to elaborate on things that you could not cover in your essays. You should also be ready with 3-5 good questions that reflect your concerns about the school and your success in the program.
Other typical interview questions would most likely be from one of these categories:
a) Undergraduate Education
Tips:
Remember your interviewers are from the academia, so give adequate importance to learning and education. Show your commitment to learning and growing. Talk about your extracurricular activities and how these activities helped build your well-rounded personality. Detail your contribution as well as what you learnt. Describe how your schooling will help you in achieving your career goals. Describe any leadership experiences and what you learnt from those experiences.
b) Work Experience
Tips:
Be enthusiastic about your job experience. Portray yourself as one who tries to exceed expectations. Stress on teamwork, motivation, continuous learning and ownership. Be positive when talking about your boss or your firm. If you changed jobs, it should have been motivated by a desire for more challenges, more responsibilities, opportunity to grow and so on. Avoid negative comments like unappreciated, underpaid etc. Don’t be afraid to talk about a failure. Stress on what you learnt from your failure. Describe your leadership experiences at work. Leadership potential is a very important quality desired by all MBA programs.
c) Goals
Tips:
Show that you are committed to your career objectives. Your goals should be consistent with your experience and your desire to pursue further education. Be practical where you see yourself in five years ( refrain from making a statement like "I will be the CEO of Hewlett-Packard") and be prepared to demonstrate how advanced training and education will help you achieve your goals. Highlight some of the strengths of the program to further justify your choice. Make sure that all your answers connect and reflect the thought you have put in planning for your future.
d) Personal
Tips:
Be sure to prepare a brief outline of your upbringing. Take every opportunity to show that you are achievement oriented and strive to develop both personally and professionally. At the same time, show yourself to be a well-balanced and sensible person with varied interests. In your choice of books, it does not matter whether it is science fiction or biographies: the idea is to show yourself as knowledgeable in whatever interests you pursue.
If you happen to be applying to an institute that wants to interview, you ought to be prepared.
Preparing for the Interview - have the right attitude and do your homework.
Consider the interview as your final opportunity to market yourself. Establish your objectives for the interview. Think about ways of reinforcing your strengths and addressing your weaknesses. Be prepared to support your claims in the application essays. Good preparation will also help you relax somewhat during the interview.
Know all that you can about the school and the program - the school brochures and the website can be useful sources. Carry out a search in Google or Yahoo by the name of the school and read the relevant results. This could make you aware of some specific details about the school or the program, which would reflect in your answers during the interview. It could pay to project yourself as a person who pays attention to detail. It also conveys your interest in the school.
Prepare for the typical interview questions. Most of the interview questions come from two categories
(1) Standard questions for all students like Why MBA, Why Yale etc.
(2) Questions tailor-made for you based on your essays and your resume.
The interviewer may wish to probe into some of your claims to fame in your essays. Be sure to review your application, essays and resume prior to the interview. The worst thing you can do is contradicting yourself at the interview.
List of standard questions
Why do you wish to pursue the program that you have applied to?
Why do you want to attend this school?
Name some other schools that you have applied to?
Tell me about yourself.
What are your career goals?
Where do you see yourself in ten years?
What value can you add to the program?
What are your greatest achievements?
What do you consider your three top strengths/weaknesses?
Why should we accept you?
Do you have any questions?
Most of the above questions would have been covered in your essays in one form or the other. Review the exercise that you did in the essays section to get your life in perspective. The interview is your big chance to elaborate on things that you could not cover in your essays. You should also be ready with 3-5 good questions that reflect your concerns about the school and your success in the program.
Other typical interview questions would most likely be from one of these categories:
a) Undergraduate Education
Tips:
Remember your interviewers are from the academia, so give adequate importance to learning and education. Show your commitment to learning and growing. Talk about your extracurricular activities and how these activities helped build your well-rounded personality. Detail your contribution as well as what you learnt. Describe how your schooling will help you in achieving your career goals. Describe any leadership experiences and what you learnt from those experiences.
b) Work Experience
Tips:
Be enthusiastic about your job experience. Portray yourself as one who tries to exceed expectations. Stress on teamwork, motivation, continuous learning and ownership. Be positive when talking about your boss or your firm. If you changed jobs, it should have been motivated by a desire for more challenges, more responsibilities, opportunity to grow and so on. Avoid negative comments like unappreciated, underpaid etc. Don’t be afraid to talk about a failure. Stress on what you learnt from your failure. Describe your leadership experiences at work. Leadership potential is a very important quality desired by all MBA programs.
c) Goals
Tips:
Show that you are committed to your career objectives. Your goals should be consistent with your experience and your desire to pursue further education. Be practical where you see yourself in five years ( refrain from making a statement like "I will be the CEO of Hewlett-Packard") and be prepared to demonstrate how advanced training and education will help you achieve your goals. Highlight some of the strengths of the program to further justify your choice. Make sure that all your answers connect and reflect the thought you have put in planning for your future.
d) Personal
Tips:
Be sure to prepare a brief outline of your upbringing. Take every opportunity to show that you are achievement oriented and strive to develop both personally and professionally. At the same time, show yourself to be a well-balanced and sensible person with varied interests. In your choice of books, it does not matter whether it is science fiction or biographies: the idea is to show yourself as knowledgeable in whatever interests you pursue.
March 15, 2010
TIPS FOR MIC PLACEMENTS
Vocals
This is where the art lies (forgetting, for a moment, the somewhat critical role of the vocalist). A good beginning point is to position the mic so that the diaphragm is slightly above and facing the singer's mouth. This not only helps keep the singer's throat open, it also lessens sibilance and plosives.
Start with a distance of about 6-12 inches between singer and mic, and adjust to taste. If you've got a quiet or breathy singer, having the mic too far away will rob the sound of presence, with the added risk of too much room tone. Bring the mic in close for a present, intimate sound.
Conversely, the singer who really belts it out can make close miking a real challenge - plosives, excess sibilance, and overload could ruin an otherwise-excellent take. Move the talent back or pad the mic for a better overall sound.
Drum kit mics
Bass/kick drum
General principles: The closer you place a mic to the beater, the less bass you will have. Also, avoid getting too extreme with the EQ knobs on the board channel. Many drummers max out the bass knob, to get a big, punchy sound, but turning the bass knob beyond 3 o'clock is asking for trouble. With a mic designed for bass drum frequencies, such extreme board EQ settings will not be necessary.
bass drum with a hole in the head
great for getting an open, contemporary sound.
Placement: 1-12" inside the sound hole
Position: Parallel to the floor
Angle: Aimed off center. Do not point at the beater
with front head off
good for a general purpose drum sound with plenty of attack.
Placement: Midway between the beater and the bottom of the drum
Position: Parallel to the floor
Angle Aimed off center. Do not point at beater
with the front head on
perfect for the classic traditional sound. Especially good for jazz.
Placement: 10-14" in front of drum, off center, 6-8" high
Position: 11 o'clock or 1 o'clock
Angle: 90 degrees, parallel to the ground
Obscure Marshall info
Stereo Mic techniques
I really like Stereo recording (as opposed to close micing and mixing). It sounds great, if you have great singers/muscians.
Common Stereo setups include:
Coincident:
Microphone diaphragms are located within the same vertical plane. Sound waves reach both capsules at the same time, so direction cues are limited to intensity.
Blumlein (Blumlein Crossed Figure-Eights Technique):
Two bidirectional (figure-8,bi-polar) microphones crossed at 90 degrees, aimed toward 45 degrees left and right of the sound source.
2 figure-8 (bi-polar)
X-Y: Two cardioid mics placed facing each other at 90 degrees. The center of the sound source situated at the apex of this angle.
2 cardioids with heads nearly touching
90 degrees included angle for cardiods
110 degrees (hyper-cardioids)
M-S (middle-side): Stereo mic placement technique. Stereo spread can be adjusted after the tracks are recorded. Pretty cool, eh?
Cardiod mic is placed toward the sound source (M, Mid, Middle, Mono).
Figure-8 mic is positioned so that the two lobes of this pattern are directed towared the sides (S,Side,Stereo).
Near-Coincident:
Microphones positioned within the same horizontal plane. Timing difference in when signal reaches each mic provides the spacial placement clues.
ORTF ( Office de Radiodiffusion Television Francaise): Developed by the French national broadcasting system.
2 cardiods aimed apart
Heads 17 cm apart
110 degrees included angle
Overall coverage = 180 degrees
NOS: Dutch Broadcasting System.
two cardiods
90 degrees included angle
30 cm apart
Overall coverage = 160 degrees .
Spaced Micing Techniques: Two or more microphones spaced several feet apart.
This is where the art lies (forgetting, for a moment, the somewhat critical role of the vocalist). A good beginning point is to position the mic so that the diaphragm is slightly above and facing the singer's mouth. This not only helps keep the singer's throat open, it also lessens sibilance and plosives.
Start with a distance of about 6-12 inches between singer and mic, and adjust to taste. If you've got a quiet or breathy singer, having the mic too far away will rob the sound of presence, with the added risk of too much room tone. Bring the mic in close for a present, intimate sound.
Conversely, the singer who really belts it out can make close miking a real challenge - plosives, excess sibilance, and overload could ruin an otherwise-excellent take. Move the talent back or pad the mic for a better overall sound.
Drum kit mics
Bass/kick drum
General principles: The closer you place a mic to the beater, the less bass you will have. Also, avoid getting too extreme with the EQ knobs on the board channel. Many drummers max out the bass knob, to get a big, punchy sound, but turning the bass knob beyond 3 o'clock is asking for trouble. With a mic designed for bass drum frequencies, such extreme board EQ settings will not be necessary.
bass drum with a hole in the head
great for getting an open, contemporary sound.
Placement: 1-12" inside the sound hole
Position: Parallel to the floor
Angle: Aimed off center. Do not point at the beater
with front head off
good for a general purpose drum sound with plenty of attack.
Placement: Midway between the beater and the bottom of the drum
Position: Parallel to the floor
Angle Aimed off center. Do not point at beater
with the front head on
perfect for the classic traditional sound. Especially good for jazz.
Placement: 10-14" in front of drum, off center, 6-8" high
Position: 11 o'clock or 1 o'clock
Angle: 90 degrees, parallel to the ground
Obscure Marshall info
Stereo Mic techniques
I really like Stereo recording (as opposed to close micing and mixing). It sounds great, if you have great singers/muscians.
Common Stereo setups include:
Coincident:
Microphone diaphragms are located within the same vertical plane. Sound waves reach both capsules at the same time, so direction cues are limited to intensity.
Blumlein (Blumlein Crossed Figure-Eights Technique):
Two bidirectional (figure-8,bi-polar) microphones crossed at 90 degrees, aimed toward 45 degrees left and right of the sound source.
2 figure-8 (bi-polar)
X-Y: Two cardioid mics placed facing each other at 90 degrees. The center of the sound source situated at the apex of this angle.
2 cardioids with heads nearly touching
90 degrees included angle for cardiods
110 degrees (hyper-cardioids)
M-S (middle-side): Stereo mic placement technique. Stereo spread can be adjusted after the tracks are recorded. Pretty cool, eh?
Cardiod mic is placed toward the sound source (M, Mid, Middle, Mono).
Figure-8 mic is positioned so that the two lobes of this pattern are directed towared the sides (S,Side,Stereo).
Near-Coincident:
Microphones positioned within the same horizontal plane. Timing difference in when signal reaches each mic provides the spacial placement clues.
ORTF ( Office de Radiodiffusion Television Francaise): Developed by the French national broadcasting system.
2 cardiods aimed apart
Heads 17 cm apart
110 degrees included angle
Overall coverage = 180 degrees
NOS: Dutch Broadcasting System.
two cardiods
90 degrees included angle
30 cm apart
Overall coverage = 160 degrees .
Spaced Micing Techniques: Two or more microphones spaced several feet apart.
March 12, 2010
RECRIUTMENT AND PLACEMENT
Recruitment industry is going through a tough time at this moment, the numbers have dropped drastically for the biggies and I know of recruitment agencies that are battling for survival. Being a co-founder of Synergy Solutions (we provide recruitment services to companies in India and in US) the biggest challenge today is to find newer and better ways to add value to our clients. There is a need to find innovative ways to improve recruitment ROI for the client. I am writing this article to share our ideas with the world so that other companies in the recruiting and staffing business can take advantage of the same.
First things first, the base idea is not to wait and find ways to weather the storm but to take proactive measures to tide the wave. The world is changing very quickly to combat recession and it’s about time we translate our thinking into action or else we will be late. The main reason being the companies who are hiring have recently made drastic cuts in their recruiting budget and are in the process of streamlining their side of the story.
We strongly believe that companies (clients) will demand greater accountability from recruitment agencies and focus on improving their recruitment ROI. Recruitment agencies / staffing companies who are agile in their operation and can quickly adapt to the changing environment will emerge victorious at the end of this recessionary period.
Few areas where placement agencies should focus:
Closely monitoring the way each industry is changing in current times and the way companies within the industries are changing their hiring strategy.
Build stronger relationship with clients thereby working closely with your contact points in the company to get clarity on their internal hiring plans and prepare accordingly. This will also help protect your share in the pie from your competitors.
Clients will use this recession to re-negotiating the recruitment contracts with recruitment agencies. Since numbers are falling every day recruitment agencies will be concerned about their cash flow situation and as a result will have no option but to be forced to negotiate their existing contract. New client would want to start the relation on the terms advantageous to them, that means lower rates and tougher terms.
Look out for companies who are brave and would consider recession as the right time to recruit good quality talent at the right price. These are usually multinationals with deep pockets and would want to drive competitive advantage home. Be smart to attack these companies.
Train your recruiters to be tactically smart and agile in their actions. During the boom there were a lot of open positions and even more candidates available so the match making activity was comparatively easy and largely govern by the good sentiments in the market. During tougher times recruiters need to be smart and get themselves deeper into the fit gap process and ensure win – win situation for the client and the candidate
Use of technology and social media applications to hunt better profiles as compared to job boards. Sites like LinkedIn, Facebook, Twitter and other social and business networking sites are fast becoming every recruiter’s trump card. Lot of head hunting can happen over these networking sites.
If your salary component are on the higher side and you foresee that it’s going to be difficult to sustain then take adequate action now try and offer a mix of lower fixed and higher variable with an assurance that salaries will get back to normal once the market stabilizes.
First things first, the base idea is not to wait and find ways to weather the storm but to take proactive measures to tide the wave. The world is changing very quickly to combat recession and it’s about time we translate our thinking into action or else we will be late. The main reason being the companies who are hiring have recently made drastic cuts in their recruiting budget and are in the process of streamlining their side of the story.
We strongly believe that companies (clients) will demand greater accountability from recruitment agencies and focus on improving their recruitment ROI. Recruitment agencies / staffing companies who are agile in their operation and can quickly adapt to the changing environment will emerge victorious at the end of this recessionary period.
Few areas where placement agencies should focus:
Closely monitoring the way each industry is changing in current times and the way companies within the industries are changing their hiring strategy.
Build stronger relationship with clients thereby working closely with your contact points in the company to get clarity on their internal hiring plans and prepare accordingly. This will also help protect your share in the pie from your competitors.
Clients will use this recession to re-negotiating the recruitment contracts with recruitment agencies. Since numbers are falling every day recruitment agencies will be concerned about their cash flow situation and as a result will have no option but to be forced to negotiate their existing contract. New client would want to start the relation on the terms advantageous to them, that means lower rates and tougher terms.
Look out for companies who are brave and would consider recession as the right time to recruit good quality talent at the right price. These are usually multinationals with deep pockets and would want to drive competitive advantage home. Be smart to attack these companies.
Train your recruiters to be tactically smart and agile in their actions. During the boom there were a lot of open positions and even more candidates available so the match making activity was comparatively easy and largely govern by the good sentiments in the market. During tougher times recruiters need to be smart and get themselves deeper into the fit gap process and ensure win – win situation for the client and the candidate
Use of technology and social media applications to hunt better profiles as compared to job boards. Sites like LinkedIn, Facebook, Twitter and other social and business networking sites are fast becoming every recruiter’s trump card. Lot of head hunting can happen over these networking sites.
If your salary component are on the higher side and you foresee that it’s going to be difficult to sustain then take adequate action now try and offer a mix of lower fixed and higher variable with an assurance that salaries will get back to normal once the market stabilizes.
March 11, 2010
Career Opportunities After Completing PGDM
Today,PGDM Program is the most popular amongst the young people because it provides them skills and frameworks that are essential for advancement of your career as manager. By earning this PGDM an individual can broadening his educational horizons. It also prepares him for the leadership positions. This program provides us knowledge about various subjects such as accounting, economics, finance, operations management, marketing, organizational behavior and project management and many more. So we can choose our interested subject and can make our career in our interested field. PGDM is a two years post graduate diploma program that brings a lot of career opportunities for everyone.
Government Jobs
Many of us usually think that an PGDM is good for business man to develop his business. But after completing PGDM, we can also a decent Government job. For Government jobs, we should be a big thinker as well as a team player too. This program is very useful for a career in a government agency.
Marketing
People, who want to build their careers in the field of marketing, you should be able to create effective marketing strategies as well as good communication skills for conveying their messages to people more efficiently. An PGDM program provides theoretical knowledge and practical marketing skills to its students.
Finance
For making a career in finance, one should be quick thinker, having high energy levels and require having patience to deal with clients. PGDM in Finance is the best way to determine, if you want to build a successful Career in Finance.
Non-profit Organizations
After completing PGDM, we can also find a good job in non-profit organizations too. It will be very good for us in the involvement of non-profit organization. As an PGDM graduate, it will be very rewarding for financially and emotionally that our talents are making a positive difference in people lives.
Government Jobs
Many of us usually think that an PGDM is good for business man to develop his business. But after completing PGDM, we can also a decent Government job. For Government jobs, we should be a big thinker as well as a team player too. This program is very useful for a career in a government agency.
Marketing
People, who want to build their careers in the field of marketing, you should be able to create effective marketing strategies as well as good communication skills for conveying their messages to people more efficiently. An PGDM program provides theoretical knowledge and practical marketing skills to its students.
Finance
For making a career in finance, one should be quick thinker, having high energy levels and require having patience to deal with clients. PGDM in Finance is the best way to determine, if you want to build a successful Career in Finance.
Non-profit Organizations
After completing PGDM, we can also find a good job in non-profit organizations too. It will be very good for us in the involvement of non-profit organization. As an PGDM graduate, it will be very rewarding for financially and emotionally that our talents are making a positive difference in people lives.
Resume Preparation
Resources
There are several good books on creating resumes. Visit your public library to find a good selection of current books on creating high impact resumes. If near campus, career services usually have informed guidance as well as access to some hard copy materials. Resume guides need not be LIS specific and few are.
The most common reasons [ranked] for rejecting a resume.
From a survey of 2,500 recruiters/headhunters:
Spelling errors, typos, and poor grammar [often leads to automatic rejection]
No clear sense of specific accomplishments
Missing or inaccurate dates [include month and year for employment]
Missing or inaccurate contact data
Poor formatting
Functional rather than chronological arrangement
Too long for accomplishments
Long, dense paragraphs
Inadequate qualifications -- does not match requireds
Inclusion of irrelevant personal information such as interests or hobbies
Missing employer information
Misleading or lying re: qualifications
Generic, fuzzy, or irrelevant career objectives, goals, and introduction
Poor font choice or style
Use of inappropriate or difficult to open digital format such as a ZIP file
Irrelevant images, graphics, or URLs
Inadequate summary of skills and accomplishments
Written in the first or third person
Unexplained gaps in employment
Burying important information
What can you do to avoid these common problems?
A Cautionary Note
In today's Internet world, employers often Google to see if candidates have a website or are visible on the web. The appearance and intellectual content on your website may make quite an impression on the prospective employer. That impression could be negative or positive. Some academic librarians have reported "dumping" applications of candidates after a website visit disclosed behavior that seemed unprofessional, inappropriate or simply not a good fit for the library. To some degree, the same is true for "cute" email names when found on the resume or cover letter. Avoid "trainluver" or "wildlibman" or whatever in business correspondence.
One of the tenets of the search is that you don't want to be employed by someone if that requires that you change something important to you. In that sense, perhaps it is better for the "real you" to be revealed on your website. You don't want to "sell out," but your student or personal website may not introduce you as a thoughtful and thoroughly professional individual. Note that tattoos and body-piercings are not always acceptable to some employers so website images might be a problem.
Take Your Time
Allocate enough time to do a superior job. The resume is not a first draft, last draft effort. In a very real sense, the resume is YOU. If it is not well done, readers may assume that you are not an organized, competent information professional. LIS professionals are supposed to be patient and attentive to detail. The resume is a basic personal document that you will maintain for your career. Be certain to get it right in the beginning.
Format
Many reports by those who select candidates for a positions, including LIS ones, indicate that most resumes are scanned rather than read. This is because there are too many applicants for each resume to be read carefully word by word. This fact emphasizes the importance of a scanable, easy to find key elements, format. The top half of the first page may be as much as the reader scans before making a toss or keep decision. What does the first half of the first page of your resume say? Is there something there that will appeal to the potential employer? Anything to make you standout [positively!] from the other applicants?
Since you already have the information needed (remember your biofile), your first resume decision is format. Unhappily, there is no one standard format for the several information professions, and there are several formats to select from. The resume books--available at Hodges (try the HF 5383s) and the Career Center as well as your friendly public library or book store--give a variety of examples.
Many information agencies are traditional and conservative and prefer the time-honored chronological format. This is the most common form of resume. That's what I discuss below. However, a narrative or functional resume can make a difference, especially with a less traditional employer who is tired of "look alike" resumes. Discuss format assets and liabilities with your academic advisor. In general, functional resumes work best when you have had considerable experience and can point to notable accomplishments. If you are working in an information agency, ask those who have been involved in hiring decisions to comment on which format they prefer and why.
The functional format works well for those with substantial employment experience who can point to accomplishments and specific skills. This format is often organized around specific skills elements and then focuses on the accomplishments seen as examples of success. Business oriented resume books provide good examples.
Relate Format to Strengths
Some resume experts suggest that the elements in a particular format should be arranged in the order that best matches what the employer is looking for while focusing on your strengths. Thus, candidates (that's what you become when you apply for a professional position) with considerable professional or pre-professional work experience place employment experience before their educational experience. You do not have to slavishly follow any particular model. Format models are suggestions and not prescriptions. However, you must be consistent. Clearly, but briefly, indicate how your previous skills and experience relate to the position and successful performance on the job. Examples of strength might be in communication, supervision, planning, or evaluation. Solid, concrete [specific and skill and accomplishment focused] examples work best.
Purpose
The resume must be good enough to get you to the interview. Once you get to the interview, your experience, personality, knowledge, charm and whatever can be demonstrated. But first you have to get to the interview.
Resume Used to Filter Candidates
For a position where there are many applicants, typical of most entry level positions in an academic library, for example, the resume (and the cover letter) are first used negatively. One way to reduce 247 applications to the 3, 6, or 9 normally considered finalists is to discard any resume with an error in it. That error might include inappropriate information, a typo, grammatical problem, incorrect spelling, poor physical copy--anything that suggests to the reader that the person who prepared this resume is not accurate and careful. Be certain that your resume is perfect in its presentation. Do not trust your spell or grammar checker. Use both but also check by reading aloud and having a thoughtful colleague proofread.
Filtering also compares the "requireds" in the position announcement with the skills and experiences found on the resume. If there is not a good match, your resume will be rejected.
Employer Perspective
The resume is a marketing presentation. It is designed to sell you: to convince an employer that you are the best candidate for the position. Look at your resume as if you were an employer. Does it provide the information that you need to make a decision? Are the skills needed to be successful in the position clearly visible? Does this candidate clearly standout from the others? Would this candidate help the library to be more successful?
The Chronological Resume
Typical major elements (in sequence) include complete contact block, career objectives (if yours is narrowly focused), educational experience (reverse chronological order), employment history (reverse chronological order), information technology skills/experience, professional activities, and references.
Contact Block
This section includes an email address that will be active while you are searching for a position as well as your telephone number. If you will be moving, place your local street address with an "until statement" included as well as the address where you will be after you move. An answering machine may be useful if you expect to receive calls from potential employers and are not likely to be at home between 9.00 a.m. and 5.00 p.m.
Personal data
Federal and state legislation generally prohibit the use of information about your age, marital status, race, ethnic background, religion, or physical condition. These elements should not appear on your resume. They may appear on application forms or in the interview situation and will require some consideration then. For the same reasons, do not attach a photograph to your resume.
Career Objectives
Most SIS students do not include the career objective statement because it is too restrictive. This element works best when you will only be applying for a particular type of position. For example, if you are only applying for map librarian positions, include the objectives. If you are seeking gainful employment in a variety of settings, it is difficult to construct a career objective statement that is broad enough to cover the likely possibilities and still seems like a reasonable career objective. One could create an individualized objective for each position application, but it needs to have a clear career focus.
If you do include a career objective statement, focus on what you would wish to do rather than what you would like to be. Employers seek candidates to perform certain tasks and match what they need to have done with a "to do" in your career objective statement. For example, in your statement you mention that you want to prepare digital pathfinders and bibliographies and the employer is looking for someone to do that.
Educational History
This section comes first when information agency work experience is limited. Otherwise, it would follow work history. For start and end dates use whole years and for work history. If you created an individualized academic emphasis or focus, add an emphasis statement after the degree ("with an emphasis on collection development and reference services").
Academic Honors
Academic honors may go here or may be placed under an honors and awards heading later in the resume. Unless your honors are many, better to place them here. Most information agency employers are not particularly interested in your GPA, so do not include it. If this seems important to you, include it, but you might want to check with area information professionals first to see what they say.
Don't Include High School
Unless you went to a prestigious prep school or are applying for a position with a local library, begin educational history with college.
Continuing Education and Professional Training
Continuing education and workshop experiences may appear under education unless you have several entries.
Employment history
Some prefer "Experience" or "Professional Experience." In some cases, it may be helpful to briefly include the size of the place where your worked, the number of people supervised, and your budget. Provide enough information about each position so that the employer clearly understands where you worked, for how long, and exactly what you did. Emphasize aspects of a job that involved responsibility, supervision, initiative, evaluation, and planning. Emphasize accomplishments and skills more than responsibilities. What did you accomplish while in this position? {for the interview later, what did you learn or what skills did you gain from each position?} Focus on those tasks that are similar [transferable skills] to what information professionals do. Don't assume that your employer knows what a "reference assistant," for example, does. Provide specifics and be concrete. Use action verbs as much as possible.
Include part-time positions. If you have had several relatively short part-time positions, you may wish to place them together under a sub-heading. Employers often want to account for your time. Also be prepared to discuss why you left each position.
Substantial time gaps in the resume may lead to questions during the interview. Since library work is normally a second or third career, often undertaken after family responsibilities have lessened, it is normal for there to be a substantial gap in your career path. Typically, only recent gaps in employment will receive attention. Be direct when responding to questions. Often, this can be handled in the cover letter rather than in the resume with a sentence explaining why you left a previous position. No need for extensive explanations, especially about family or personal situations.
Practicum Experience
Ordinarily, the practicum experience would also appear under the employment heading. Substantial volunteer experience might also be included here depending upon the level of the experience. As a general rule, experience more than ten years old should receive less emphasis.
Language Competency
Interest in foreign language competency ebbs and flows. At the moment, there is increased interest in some research-oriented information agencies. Typically, employers are interested in your ability to read the language rather than speak it. Be honest in rating your degree of competency.
Information Technology Competency.
This is important to employers today. Multi-platform experience is desirable. Do not list every software program you have ever used. Limit yourself to hardware/software with which you are genuinely competent. Note the importance of indicating what you can do with software/hardware such as create an award-winning website rather than merely listing names.
Professional activities
These vary in importance. In some environments, being a member of the appropriate professional organization is seen as evidence of professional commitment. In others, it doesn't seem to make much difference. Include professional activities with the date membership began. If an officer or responsible for some activity, include that too. The SIS student memberships have little value here, but student dues-paying membership in the parent organization does.
Interests
This section is generally not included on resumes. Public librarians, however, often find interests to be professionally relevant if they provide evidence of community engagement. Obviously, if you are interested in model railroading and the employer is a model railroader you could benefit. Still, most employers don't care about your interest in reading, listening to Latvian folk songs, or whatever. Interests with linkage to information activities are probably the most useful. Specific interests (performing Celtic fiddle music) are more useful than general ones (love to read).
References
These are crucial to your success in finding the right position. Having the right mix of references is essential. One of the virtues of the digital age is that you can have a pool of references and use just the right ones when you apply for a particular position. Place references on a separate sheet that is attached to the resume.
If the references are not attached, the employer must contact you to obtain them. This delays the process, especially if the employer has difficulty in reaching you. Include full street address and telephone number for each reference. Do include email address and fax number if available.
With few exceptions, employer references have more value than those from faculty since faculty have had little opportunity to observe on the job skills and habits.
Structure and Length
The structure -- what the resume looks like when you can't actually read every word -- must be clear and logical. Each section should stand out and the elements under each entry should be logical and follow the same template. Does each page look balanced and attractive?
The resume needs to be long enough to include the information that the employer needs. With more experience, education, activities, references, or whatever, your resume will need to be longer. For a typical SIS graduate who has already had reasonable full-time employment, two pages will be about right. References would be attached as a third page. Your full name should appear in a header on the second and following pages.
Style
Be concise and use a telegraphic style. Resume books emphasize the importance of using "action verbs." Use past tense for all but current activities. Use standard, formal English. Spell out abbreviations and acronyms. Avoid personal pronouns unless that results in clumsy writing. In general, it's bad form to use "I." You may use phrases instead of complete sentences. Be truthful. Don't promise what you cannot deliver. Be specific and avoid fuzzy generalities.
Paper
Use white or off-white paper of good quality. Cover letter and resume paper should match. Paper need not be expensive but it should be durable and the text should be highly readable on it. Unusual colors and textures may make your resume stand out, but may also create problems.
Type
You may wish to use a display font for your name, but the text itself should be in a standard, clean, conservative font. While you might be tempted to use a smaller size to get more on the page, emphasize legible, easy to read text. Go no smaller than 10 points and that may be too small for some fonts. Appearance is crucial. The resume should be neat, attractive, and easy to scan [many resumes are scanned and not really read] and read. Use rules [lines], special characters, and display type sparingly. Print should be dark and even. Reasonable margins and adequate white space between lines and sections is important. Headings should receive appropriate emphasis so that they stand out.
Proofreading
After reading the draft aloud several times, have a thoughtful colleague, family member, and your advisor read your almost final draft with some care.
Note that this is your resume and it should be an accurate image of the professional you. Don't show it to eight people and then attempt to incorporate all those suggestions. Some suggestions will disagree with each other. No resume will please every reader.
BY:-
PRANJALI PRIYA
PGDM 2nd SEM
There are several good books on creating resumes. Visit your public library to find a good selection of current books on creating high impact resumes. If near campus, career services usually have informed guidance as well as access to some hard copy materials. Resume guides need not be LIS specific and few are.
The most common reasons [ranked] for rejecting a resume.
From a survey of 2,500 recruiters/headhunters:
Spelling errors, typos, and poor grammar [often leads to automatic rejection]
No clear sense of specific accomplishments
Missing or inaccurate dates [include month and year for employment]
Missing or inaccurate contact data
Poor formatting
Functional rather than chronological arrangement
Too long for accomplishments
Long, dense paragraphs
Inadequate qualifications -- does not match requireds
Inclusion of irrelevant personal information such as interests or hobbies
Missing employer information
Misleading or lying re: qualifications
Generic, fuzzy, or irrelevant career objectives, goals, and introduction
Poor font choice or style
Use of inappropriate or difficult to open digital format such as a ZIP file
Irrelevant images, graphics, or URLs
Inadequate summary of skills and accomplishments
Written in the first or third person
Unexplained gaps in employment
Burying important information
What can you do to avoid these common problems?
A Cautionary Note
In today's Internet world, employers often Google to see if candidates have a website or are visible on the web. The appearance and intellectual content on your website may make quite an impression on the prospective employer. That impression could be negative or positive. Some academic librarians have reported "dumping" applications of candidates after a website visit disclosed behavior that seemed unprofessional, inappropriate or simply not a good fit for the library. To some degree, the same is true for "cute" email names when found on the resume or cover letter. Avoid "trainluver" or "wildlibman" or whatever in business correspondence.
One of the tenets of the search is that you don't want to be employed by someone if that requires that you change something important to you. In that sense, perhaps it is better for the "real you" to be revealed on your website. You don't want to "sell out," but your student or personal website may not introduce you as a thoughtful and thoroughly professional individual. Note that tattoos and body-piercings are not always acceptable to some employers so website images might be a problem.
Take Your Time
Allocate enough time to do a superior job. The resume is not a first draft, last draft effort. In a very real sense, the resume is YOU. If it is not well done, readers may assume that you are not an organized, competent information professional. LIS professionals are supposed to be patient and attentive to detail. The resume is a basic personal document that you will maintain for your career. Be certain to get it right in the beginning.
Format
Many reports by those who select candidates for a positions, including LIS ones, indicate that most resumes are scanned rather than read. This is because there are too many applicants for each resume to be read carefully word by word. This fact emphasizes the importance of a scanable, easy to find key elements, format. The top half of the first page may be as much as the reader scans before making a toss or keep decision. What does the first half of the first page of your resume say? Is there something there that will appeal to the potential employer? Anything to make you standout [positively!] from the other applicants?
Since you already have the information needed (remember your biofile), your first resume decision is format. Unhappily, there is no one standard format for the several information professions, and there are several formats to select from. The resume books--available at Hodges (try the HF 5383s) and the Career Center as well as your friendly public library or book store--give a variety of examples.
Many information agencies are traditional and conservative and prefer the time-honored chronological format. This is the most common form of resume. That's what I discuss below. However, a narrative or functional resume can make a difference, especially with a less traditional employer who is tired of "look alike" resumes. Discuss format assets and liabilities with your academic advisor. In general, functional resumes work best when you have had considerable experience and can point to notable accomplishments. If you are working in an information agency, ask those who have been involved in hiring decisions to comment on which format they prefer and why.
The functional format works well for those with substantial employment experience who can point to accomplishments and specific skills. This format is often organized around specific skills elements and then focuses on the accomplishments seen as examples of success. Business oriented resume books provide good examples.
Relate Format to Strengths
Some resume experts suggest that the elements in a particular format should be arranged in the order that best matches what the employer is looking for while focusing on your strengths. Thus, candidates (that's what you become when you apply for a professional position) with considerable professional or pre-professional work experience place employment experience before their educational experience. You do not have to slavishly follow any particular model. Format models are suggestions and not prescriptions. However, you must be consistent. Clearly, but briefly, indicate how your previous skills and experience relate to the position and successful performance on the job. Examples of strength might be in communication, supervision, planning, or evaluation. Solid, concrete [specific and skill and accomplishment focused] examples work best.
Purpose
The resume must be good enough to get you to the interview. Once you get to the interview, your experience, personality, knowledge, charm and whatever can be demonstrated. But first you have to get to the interview.
Resume Used to Filter Candidates
For a position where there are many applicants, typical of most entry level positions in an academic library, for example, the resume (and the cover letter) are first used negatively. One way to reduce 247 applications to the 3, 6, or 9 normally considered finalists is to discard any resume with an error in it. That error might include inappropriate information, a typo, grammatical problem, incorrect spelling, poor physical copy--anything that suggests to the reader that the person who prepared this resume is not accurate and careful. Be certain that your resume is perfect in its presentation. Do not trust your spell or grammar checker. Use both but also check by reading aloud and having a thoughtful colleague proofread.
Filtering also compares the "requireds" in the position announcement with the skills and experiences found on the resume. If there is not a good match, your resume will be rejected.
Employer Perspective
The resume is a marketing presentation. It is designed to sell you: to convince an employer that you are the best candidate for the position. Look at your resume as if you were an employer. Does it provide the information that you need to make a decision? Are the skills needed to be successful in the position clearly visible? Does this candidate clearly standout from the others? Would this candidate help the library to be more successful?
The Chronological Resume
Typical major elements (in sequence) include complete contact block, career objectives (if yours is narrowly focused), educational experience (reverse chronological order), employment history (reverse chronological order), information technology skills/experience, professional activities, and references.
Contact Block
This section includes an email address that will be active while you are searching for a position as well as your telephone number. If you will be moving, place your local street address with an "until statement" included as well as the address where you will be after you move. An answering machine may be useful if you expect to receive calls from potential employers and are not likely to be at home between 9.00 a.m. and 5.00 p.m.
Personal data
Federal and state legislation generally prohibit the use of information about your age, marital status, race, ethnic background, religion, or physical condition. These elements should not appear on your resume. They may appear on application forms or in the interview situation and will require some consideration then. For the same reasons, do not attach a photograph to your resume.
Career Objectives
Most SIS students do not include the career objective statement because it is too restrictive. This element works best when you will only be applying for a particular type of position. For example, if you are only applying for map librarian positions, include the objectives. If you are seeking gainful employment in a variety of settings, it is difficult to construct a career objective statement that is broad enough to cover the likely possibilities and still seems like a reasonable career objective. One could create an individualized objective for each position application, but it needs to have a clear career focus.
If you do include a career objective statement, focus on what you would wish to do rather than what you would like to be. Employers seek candidates to perform certain tasks and match what they need to have done with a "to do" in your career objective statement. For example, in your statement you mention that you want to prepare digital pathfinders and bibliographies and the employer is looking for someone to do that.
Educational History
This section comes first when information agency work experience is limited. Otherwise, it would follow work history. For start and end dates use whole years and for work history. If you created an individualized academic emphasis or focus, add an emphasis statement after the degree ("with an emphasis on collection development and reference services").
Academic Honors
Academic honors may go here or may be placed under an honors and awards heading later in the resume. Unless your honors are many, better to place them here. Most information agency employers are not particularly interested in your GPA, so do not include it. If this seems important to you, include it, but you might want to check with area information professionals first to see what they say.
Don't Include High School
Unless you went to a prestigious prep school or are applying for a position with a local library, begin educational history with college.
Continuing Education and Professional Training
Continuing education and workshop experiences may appear under education unless you have several entries.
Employment history
Some prefer "Experience" or "Professional Experience." In some cases, it may be helpful to briefly include the size of the place where your worked, the number of people supervised, and your budget. Provide enough information about each position so that the employer clearly understands where you worked, for how long, and exactly what you did. Emphasize aspects of a job that involved responsibility, supervision, initiative, evaluation, and planning. Emphasize accomplishments and skills more than responsibilities. What did you accomplish while in this position? {for the interview later, what did you learn or what skills did you gain from each position?} Focus on those tasks that are similar [transferable skills] to what information professionals do. Don't assume that your employer knows what a "reference assistant," for example, does. Provide specifics and be concrete. Use action verbs as much as possible.
Include part-time positions. If you have had several relatively short part-time positions, you may wish to place them together under a sub-heading. Employers often want to account for your time. Also be prepared to discuss why you left each position.
Substantial time gaps in the resume may lead to questions during the interview. Since library work is normally a second or third career, often undertaken after family responsibilities have lessened, it is normal for there to be a substantial gap in your career path. Typically, only recent gaps in employment will receive attention. Be direct when responding to questions. Often, this can be handled in the cover letter rather than in the resume with a sentence explaining why you left a previous position. No need for extensive explanations, especially about family or personal situations.
Practicum Experience
Ordinarily, the practicum experience would also appear under the employment heading. Substantial volunteer experience might also be included here depending upon the level of the experience. As a general rule, experience more than ten years old should receive less emphasis.
Language Competency
Interest in foreign language competency ebbs and flows. At the moment, there is increased interest in some research-oriented information agencies. Typically, employers are interested in your ability to read the language rather than speak it. Be honest in rating your degree of competency.
Information Technology Competency.
This is important to employers today. Multi-platform experience is desirable. Do not list every software program you have ever used. Limit yourself to hardware/software with which you are genuinely competent. Note the importance of indicating what you can do with software/hardware such as create an award-winning website rather than merely listing names.
Professional activities
These vary in importance. In some environments, being a member of the appropriate professional organization is seen as evidence of professional commitment. In others, it doesn't seem to make much difference. Include professional activities with the date membership began. If an officer or responsible for some activity, include that too. The SIS student memberships have little value here, but student dues-paying membership in the parent organization does.
Interests
This section is generally not included on resumes. Public librarians, however, often find interests to be professionally relevant if they provide evidence of community engagement. Obviously, if you are interested in model railroading and the employer is a model railroader you could benefit. Still, most employers don't care about your interest in reading, listening to Latvian folk songs, or whatever. Interests with linkage to information activities are probably the most useful. Specific interests (performing Celtic fiddle music) are more useful than general ones (love to read).
References
These are crucial to your success in finding the right position. Having the right mix of references is essential. One of the virtues of the digital age is that you can have a pool of references and use just the right ones when you apply for a particular position. Place references on a separate sheet that is attached to the resume.
If the references are not attached, the employer must contact you to obtain them. This delays the process, especially if the employer has difficulty in reaching you. Include full street address and telephone number for each reference. Do include email address and fax number if available.
With few exceptions, employer references have more value than those from faculty since faculty have had little opportunity to observe on the job skills and habits.
Structure and Length
The structure -- what the resume looks like when you can't actually read every word -- must be clear and logical. Each section should stand out and the elements under each entry should be logical and follow the same template. Does each page look balanced and attractive?
The resume needs to be long enough to include the information that the employer needs. With more experience, education, activities, references, or whatever, your resume will need to be longer. For a typical SIS graduate who has already had reasonable full-time employment, two pages will be about right. References would be attached as a third page. Your full name should appear in a header on the second and following pages.
Style
Be concise and use a telegraphic style. Resume books emphasize the importance of using "action verbs." Use past tense for all but current activities. Use standard, formal English. Spell out abbreviations and acronyms. Avoid personal pronouns unless that results in clumsy writing. In general, it's bad form to use "I." You may use phrases instead of complete sentences. Be truthful. Don't promise what you cannot deliver. Be specific and avoid fuzzy generalities.
Paper
Use white or off-white paper of good quality. Cover letter and resume paper should match. Paper need not be expensive but it should be durable and the text should be highly readable on it. Unusual colors and textures may make your resume stand out, but may also create problems.
Type
You may wish to use a display font for your name, but the text itself should be in a standard, clean, conservative font. While you might be tempted to use a smaller size to get more on the page, emphasize legible, easy to read text. Go no smaller than 10 points and that may be too small for some fonts. Appearance is crucial. The resume should be neat, attractive, and easy to scan [many resumes are scanned and not really read] and read. Use rules [lines], special characters, and display type sparingly. Print should be dark and even. Reasonable margins and adequate white space between lines and sections is important. Headings should receive appropriate emphasis so that they stand out.
Proofreading
After reading the draft aloud several times, have a thoughtful colleague, family member, and your advisor read your almost final draft with some care.
Note that this is your resume and it should be an accurate image of the professional you. Don't show it to eight people and then attempt to incorporate all those suggestions. Some suggestions will disagree with each other. No resume will please every reader.
BY:-
PRANJALI PRIYA
PGDM 2nd SEM
MBA placement season 2009
The tough decision for this month's column was whether to write about the prognosis for consumer demand in India, post the global meltdown, India slow-down, e-sops (as the ET elegantly described vote inducing election expenditure); OR whether to write about what lessons placement committees (mostly comprising students) of top tier MBA schools ought to learn and act on, after the 2009 stressful placement season. This column opted to discuss the latter, because we want to urge future leaders of India Inc. to use their intellect and education to courageously depart from the past and do things differently for the different world of the future. If they are content being status-quo-ist in their placement models with the justification of "hamare khandaan ke purane rivaaz hain", they are out of step with the mindset that winning companies of India Inc. and the world want and need.
Closer home, students running placement at top MBA schools will run two risks if they do not review and revamp the whole placement game as it exists today. They will be scrambling harder as students' numbers increase each year and nimbler, smaller, challenger institutions, with no baggage re-write the rules of MBA campus placements.
The current placement game is all about rationing scarce resources, iron clad rules about which company comes how early, rules for how students must bid for jobs and choose them. This model was perfect for the 80s and 90s - low competition, few students, low heterogeneity in the batch, and total predictability of the hirer market. If several customers were upset, too bad, let them go, there are too many of them anyway, and the batch size is small. But let's take this year. Graduating class sizes are larger, the most popular category of employers, Wall Street, consulting companies, foreign banks are not recruiting or recruiting in diminished numbers. The placement 'business managers' have responded to this new world by not altering their rules of the game in terms of doling out day wise slots to companies, determined by majority votes, discouraging off-campus interviews, and by not questioning the old belief that "how early placement finishes = how good the placement season/ institution is". There have been no new innovative customer friendly propositions to widen the net of companies that could participate, no encouragement to students to seek to widen the net through pursuing "off-placement" jobs and bringing them into the placement fold for the future and so on.
In fact the response has been "more of the same", with more pressure and better cosmetics on courtesy. Wonder what these students would say about a case study where the airline industry is going through severe turbulence and perhaps being changed forever, and the leadership team of a leading airline decides to (a) distribute more fliers on the routes available, to crowds at every shopping mall and (b) change the uniforms of the crew and add an extra mint free in the menu.
This is also a good time to look at the placement fee imposed on companies. The logic of the fee was that there had to be an entry price paid for access to a privileged pool of candidates, and also that if headhunters charged a fee why should institutes not do so. Today, there are limited takers for the access to a privileged pool and the need is to re-examine the price elasticity of demand; also when the tide is not rising in overdrive, it is a good time to look at things truthfully. Other than logistic support on campus, no real search-firm like services was being provided by the institutions. No advice, no pre-interviewing and feedback in terms of fit with the company, no help in decision making or selling jobs to chosen candidates etc. Paying for placement isn't where money needs to be charged - it is paying for "advertising" (pre-placement talk or any other form of advertising and relationships building) that potential recruiters should be made to do.
Why have on campus interviewing at all in these days of technology and several flights a day to most destinations? Looking at it 'outside-in", it is pretty tough to get calendars synchronized for travel of any group of people from a company. It is a lot easier to do it via a conference bridge. Perhaps placement offices should contract with Reliance web worlds to get up several extra bridges for placement season - and get employers to pay for the use of them. Why have day slots in terms of how popular companies are? On the contrary, in these days of management theories on the 'long tail' and 'n=1', life is not about the bulk buyer getting preference. If two or four students want a product design job in an automotive company then they should be allowed to interview on day zero with companies of their choice. Even more worrying is the non sturdy academic legs that the receding tide is showing up. One recruiter said that in one of the institutes, he found that the majority of students had very narrow course specialization making them less than literate in other disciplines. And since jobs pertaining to that specialization were not available this year they were not even able to think (or talk!) their way through interviews for jobs in other verticals. That is worrisome because good managers must have a 'T' knowledge base - a decent knowledge of all disciplines and a deep spike in one or two chosen ones. Clearly the academic system needs to tweak the rules of course choice to ensure that there is enough choice for specialization but also creates a 'T' knowledge base. Perhaps the US liberal arts college system is one model, mandating a minimum number of credits in each area. From the students and placement point of view it de-risks them from the likes of events that we have just seen.
Even if the final steady state of the new world in 2012 is 60% similar to the old world of 2007, if the legacy systems and business models are of the 1980 and 1990s, it is time to dismantle them and build anew. That's what India Inc. has done post liberalization and World Inc. is doing today - so why should their suppliers of talent be stuck in quota/ license-permit raj and not move to a free market economy?
Closer home, students running placement at top MBA schools will run two risks if they do not review and revamp the whole placement game as it exists today. They will be scrambling harder as students' numbers increase each year and nimbler, smaller, challenger institutions, with no baggage re-write the rules of MBA campus placements.
The current placement game is all about rationing scarce resources, iron clad rules about which company comes how early, rules for how students must bid for jobs and choose them. This model was perfect for the 80s and 90s - low competition, few students, low heterogeneity in the batch, and total predictability of the hirer market. If several customers were upset, too bad, let them go, there are too many of them anyway, and the batch size is small. But let's take this year. Graduating class sizes are larger, the most popular category of employers, Wall Street, consulting companies, foreign banks are not recruiting or recruiting in diminished numbers. The placement 'business managers' have responded to this new world by not altering their rules of the game in terms of doling out day wise slots to companies, determined by majority votes, discouraging off-campus interviews, and by not questioning the old belief that "how early placement finishes = how good the placement season/ institution is". There have been no new innovative customer friendly propositions to widen the net of companies that could participate, no encouragement to students to seek to widen the net through pursuing "off-placement" jobs and bringing them into the placement fold for the future and so on.
In fact the response has been "more of the same", with more pressure and better cosmetics on courtesy. Wonder what these students would say about a case study where the airline industry is going through severe turbulence and perhaps being changed forever, and the leadership team of a leading airline decides to (a) distribute more fliers on the routes available, to crowds at every shopping mall and (b) change the uniforms of the crew and add an extra mint free in the menu.
This is also a good time to look at the placement fee imposed on companies. The logic of the fee was that there had to be an entry price paid for access to a privileged pool of candidates, and also that if headhunters charged a fee why should institutes not do so. Today, there are limited takers for the access to a privileged pool and the need is to re-examine the price elasticity of demand; also when the tide is not rising in overdrive, it is a good time to look at things truthfully. Other than logistic support on campus, no real search-firm like services was being provided by the institutions. No advice, no pre-interviewing and feedback in terms of fit with the company, no help in decision making or selling jobs to chosen candidates etc. Paying for placement isn't where money needs to be charged - it is paying for "advertising" (pre-placement talk or any other form of advertising and relationships building) that potential recruiters should be made to do.
Why have on campus interviewing at all in these days of technology and several flights a day to most destinations? Looking at it 'outside-in", it is pretty tough to get calendars synchronized for travel of any group of people from a company. It is a lot easier to do it via a conference bridge. Perhaps placement offices should contract with Reliance web worlds to get up several extra bridges for placement season - and get employers to pay for the use of them. Why have day slots in terms of how popular companies are? On the contrary, in these days of management theories on the 'long tail' and 'n=1', life is not about the bulk buyer getting preference. If two or four students want a product design job in an automotive company then they should be allowed to interview on day zero with companies of their choice. Even more worrying is the non sturdy academic legs that the receding tide is showing up. One recruiter said that in one of the institutes, he found that the majority of students had very narrow course specialization making them less than literate in other disciplines. And since jobs pertaining to that specialization were not available this year they were not even able to think (or talk!) their way through interviews for jobs in other verticals. That is worrisome because good managers must have a 'T' knowledge base - a decent knowledge of all disciplines and a deep spike in one or two chosen ones. Clearly the academic system needs to tweak the rules of course choice to ensure that there is enough choice for specialization but also creates a 'T' knowledge base. Perhaps the US liberal arts college system is one model, mandating a minimum number of credits in each area. From the students and placement point of view it de-risks them from the likes of events that we have just seen.
Even if the final steady state of the new world in 2012 is 60% similar to the old world of 2007, if the legacy systems and business models are of the 1980 and 1990s, it is time to dismantle them and build anew. That's what India Inc. has done post liberalization and World Inc. is doing today - so why should their suppliers of talent be stuck in quota/ license-permit raj and not move to a free market economy?
Placements in India
There are millions of young graduates and post graduates with sound academic records in our country. Freshers are eager to look for jobs and have plenty of choices in hand soon after they step out of the colleges. In fact, over the last five years, plenty of jobs have been created in various fields and there is a huge requirement of freshers too. There is need of only a platform that can work as a bridge between the freshers seeking jobs and the organizations looking for fresh and untapped talents. Here comes in Placements.indiaedu.com, which acts as the well-desired platform and helps the fresh job seekers to make the right choice and bag their dream jobs.
Here the jobseekers may search for the employers recruiting freshers and the recruiters can advertise their job openings to attract suitable candidates. We have categorized the freshers jobs under different categories. A job seeker can search the job on the basis of a city, company, work field and even his or her area of interest. S/he will also be able to get a proper guidance for job search by going through our resume and interview tips. Therefore, catch the bird before it flies!
Here the jobseekers may search for the employers recruiting freshers and the recruiters can advertise their job openings to attract suitable candidates. We have categorized the freshers jobs under different categories. A job seeker can search the job on the basis of a city, company, work field and even his or her area of interest. S/he will also be able to get a proper guidance for job search by going through our resume and interview tips. Therefore, catch the bird before it flies!
Tips on interview helps us to get succeed in job interview by valuable Interview Tips, No matter where you studied and which school or college we studied , it doesn’t matter how much experience we have, and whom you know in Industry--if you aren't able to answers to interview questions in interview successfully, you won't get the job. Our job interview tips gives you information about how to face Interviews and covers most job interview Techniques and tips and also covers lots of things which we have to avoid during interview.
Applying for a job is an easy task however, an employer short listing a candidate’s resume and inviting for an interview is the hardest part. Employers look for several qualities in a candidate - to name a few, personal attire, knowledge and experience in the previous job, friendly and sociable person apart from other skills. Interview tips guide you on how to make use of the interview and determine whether you can be successful in the available job position and whether the company you attended for interview will give you the opportunity for professional growth and career development.
Interview is used as a platform to determine whether or not you're qualified for the job position, motivated to do the job and to find if you are the right fit for the applied position. When you attend for an interview you should answer questions in a way which is acceptable to a interviewer, but not necessarily right to the interviewer. We know many people struggle with interviews though they are the most experienced and best qualified for the job. A successful interview is critical to landing the job you want. As the job seeker ,Knowing the interview tips, interview Dos and Don'ts reviewing likely questions in advance and being prepared for interview will put you in the best possible position for a successful interview.
Applying for a job is an easy task however, an employer short listing a candidate’s resume and inviting for an interview is the hardest part. Employers look for several qualities in a candidate - to name a few, personal attire, knowledge and experience in the previous job, friendly and sociable person apart from other skills. Interview tips guide you on how to make use of the interview and determine whether you can be successful in the available job position and whether the company you attended for interview will give you the opportunity for professional growth and career development.
Interview is used as a platform to determine whether or not you're qualified for the job position, motivated to do the job and to find if you are the right fit for the applied position. When you attend for an interview you should answer questions in a way which is acceptable to a interviewer, but not necessarily right to the interviewer. We know many people struggle with interviews though they are the most experienced and best qualified for the job. A successful interview is critical to landing the job you want. As the job seeker ,Knowing the interview tips, interview Dos and Don'ts reviewing likely questions in advance and being prepared for interview will put you in the best possible position for a successful interview.
Placement: Employment Outlook
Employment Outlook
If the economy is rebounding, the library world has yet to feel it. The budget constraints of the last several years are now showing up in salary growth that lags behind inflation and in job searches that seem endless and are three times as long, on average, as last year." Stephanie Matta [Library Journal, "Placements and Salaries 2003" but still mostly true today].
Accurate predictions are always a bit fuzzy. Your best bet is to check the current Occupational Handbook, an annual publication prepared by the Bureau of Labor Statistics. It provides substantial useful information for librarians, but some data is not current. There are also outlooks for other information related professions. Here we focus on librarians. In 2008, the Handbook reported:
"Employment change
Employment of librarians is expected to grow by 4 percent between 2006 and 2016, slower than the average for all occupations. Growth in the number of librarians will be limited by government budget constraints and the increasing use of electronic resources. Both will result in the hiring of fewer librarians and the replacement of librarians with less costly library technicians and assistants. As electronic resources become more common and patrons and support staff become more familiar with their use, fewer librarians are needed to maintain and assist users with these resources. In addition, many libraries are equipped for users to access library resources directly from their homes or offices through library Web sites. Some users bypass librarians altogether and conduct research on their own. However, librarians will still be needed to manage staff, help users develop database-searching techniques, address complicated reference requests, choose materials, and help users to define their needs."
Jobs for librarians outside traditional settings will grow the fastest over the decade. Nontraditional librarian jobs include working as information brokers and working for private corporations, nonprofit organizations, and consulting firms. Many companies are turning to librarians because of their research and organizational skills and their knowledge of computer databases and library automation systems. Librarians can review vast amounts of information and analyze, evaluate, and organize it according to a company’s specific needs. Librarians also are hired by organizations to set up information on the Internet. Librarians working in these settings may be classified as systems analysts, database specialists and trainers, webmasters or web developers, or local area network (LAN) coordinators."
Job prospects
More than 2 out of 3 librarians are aged 45 or older, which will result in many job openings over the next decade as many librarians retire. However, recent increases in enrollments in MLS programs will prepare a sufficient number of new librarians to fill these positions. Opportunities for public school librarians, who are usually drawn from the ranks of teachers, should be particularly favorable."
Salaries
Obviously, salaries vary with experiences, skills, and location. Librarians in management positions earn the most. The Handbook for 2008 reports:
"Salaries of librarians vary according to the individual’s qualifications and the type, size, and location of the library. Librarians with primarily administrative duties often have greater earnings. Median annual earnings of librarians in May 2006 were $49,060. The middle 50 percent earned between $39,250 and $60,800. The lowest 10 percent earned less than $30,930, and the highest 10 percent earned more than $74,670. Median annual earnings in the industries employing the largest numbers of librarians in 2006 were as follows:
Junior colleges $52,030
Colleges, universities, and professional schools 51,160
Elementary and secondary schools 50,710
Local government 44,960
Other information services 44,170"
Variables To Consider
It is difficult to generalize about placement because so many variables are involved. Placement opportunity varies with type of information agency, type of activity or function, and geographical area. Variables most likely to influence placement success include: personality and manner; vitality and enthusiasm; pre-professional work experience; subject knowledge; ability to cope with ambiguity and change; intelligence; academic performance; and quality and amount of effort in seeking a position. Non-traditional positions in information management offer an opportunity for graduates with an entrepreneurial personality and a strong background in information technology.
Where Opportunities Are Best
Employment opportunities are best for graduates with academic background in business, science, and technology; graduates with extensive pre-professional experience; graduates who are pleasantly aggressive, personable, and outgoing; graduates who feel comfortable with evaluation and planning; graduates who performed at a high level while at SIS; and graduates who are flexible in their position choices and are not tied to a particular geographic area.
Employers place particular importance on meaningful pre-professional experience, or professional experience in a related field, and in information technology competence and understanding.
Although placement can be difficult, there are never enough genuinely outstanding graduates. If you want to be a music librarian and positions are limited, you should consider alternatives such as humanities reference or music cataloging. Still, if you know what you want to do, prepare as best you can and then go for it. Do consider fall back positions if you don't find what you want.
Thoughtful Preparation
The more that you know about the profession and the job market, the more successful that you will be. Below are a few digital resources that should give you a better sense of the current information. Do spend some time on current awareness. Several years ago, I encountered a student who withdrew from our program in the second semester when he discovered typical entry level salaries. That's something that you should know at the beginning.
BY:-
PRANJALI PRIYA
PGDM 2nd SEM
If the economy is rebounding, the library world has yet to feel it. The budget constraints of the last several years are now showing up in salary growth that lags behind inflation and in job searches that seem endless and are three times as long, on average, as last year." Stephanie Matta [Library Journal, "Placements and Salaries 2003" but still mostly true today].
Accurate predictions are always a bit fuzzy. Your best bet is to check the current Occupational Handbook, an annual publication prepared by the Bureau of Labor Statistics. It provides substantial useful information for librarians, but some data is not current. There are also outlooks for other information related professions. Here we focus on librarians. In 2008, the Handbook reported:
"Employment change
Employment of librarians is expected to grow by 4 percent between 2006 and 2016, slower than the average for all occupations. Growth in the number of librarians will be limited by government budget constraints and the increasing use of electronic resources. Both will result in the hiring of fewer librarians and the replacement of librarians with less costly library technicians and assistants. As electronic resources become more common and patrons and support staff become more familiar with their use, fewer librarians are needed to maintain and assist users with these resources. In addition, many libraries are equipped for users to access library resources directly from their homes or offices through library Web sites. Some users bypass librarians altogether and conduct research on their own. However, librarians will still be needed to manage staff, help users develop database-searching techniques, address complicated reference requests, choose materials, and help users to define their needs."
Jobs for librarians outside traditional settings will grow the fastest over the decade. Nontraditional librarian jobs include working as information brokers and working for private corporations, nonprofit organizations, and consulting firms. Many companies are turning to librarians because of their research and organizational skills and their knowledge of computer databases and library automation systems. Librarians can review vast amounts of information and analyze, evaluate, and organize it according to a company’s specific needs. Librarians also are hired by organizations to set up information on the Internet. Librarians working in these settings may be classified as systems analysts, database specialists and trainers, webmasters or web developers, or local area network (LAN) coordinators."
Job prospects
More than 2 out of 3 librarians are aged 45 or older, which will result in many job openings over the next decade as many librarians retire. However, recent increases in enrollments in MLS programs will prepare a sufficient number of new librarians to fill these positions. Opportunities for public school librarians, who are usually drawn from the ranks of teachers, should be particularly favorable."
Salaries
Obviously, salaries vary with experiences, skills, and location. Librarians in management positions earn the most. The Handbook for 2008 reports:
"Salaries of librarians vary according to the individual’s qualifications and the type, size, and location of the library. Librarians with primarily administrative duties often have greater earnings. Median annual earnings of librarians in May 2006 were $49,060. The middle 50 percent earned between $39,250 and $60,800. The lowest 10 percent earned less than $30,930, and the highest 10 percent earned more than $74,670. Median annual earnings in the industries employing the largest numbers of librarians in 2006 were as follows:
Junior colleges $52,030
Colleges, universities, and professional schools 51,160
Elementary and secondary schools 50,710
Local government 44,960
Other information services 44,170"
Variables To Consider
It is difficult to generalize about placement because so many variables are involved. Placement opportunity varies with type of information agency, type of activity or function, and geographical area. Variables most likely to influence placement success include: personality and manner; vitality and enthusiasm; pre-professional work experience; subject knowledge; ability to cope with ambiguity and change; intelligence; academic performance; and quality and amount of effort in seeking a position. Non-traditional positions in information management offer an opportunity for graduates with an entrepreneurial personality and a strong background in information technology.
Where Opportunities Are Best
Employment opportunities are best for graduates with academic background in business, science, and technology; graduates with extensive pre-professional experience; graduates who are pleasantly aggressive, personable, and outgoing; graduates who feel comfortable with evaluation and planning; graduates who performed at a high level while at SIS; and graduates who are flexible in their position choices and are not tied to a particular geographic area.
Employers place particular importance on meaningful pre-professional experience, or professional experience in a related field, and in information technology competence and understanding.
Although placement can be difficult, there are never enough genuinely outstanding graduates. If you want to be a music librarian and positions are limited, you should consider alternatives such as humanities reference or music cataloging. Still, if you know what you want to do, prepare as best you can and then go for it. Do consider fall back positions if you don't find what you want.
Thoughtful Preparation
The more that you know about the profession and the job market, the more successful that you will be. Below are a few digital resources that should give you a better sense of the current information. Do spend some time on current awareness. Several years ago, I encountered a student who withdrew from our program in the second semester when he discovered typical entry level salaries. That's something that you should know at the beginning.
BY:-
PRANJALI PRIYA
PGDM 2nd SEM
Proper Placement of Escort Cards
Escort cards are small cards that let guests at a formal dinner or reception know where they are assigned to sit (usually by table number). While using escort cards is often seen as an unneeded hassle, it is a tradition that shows respect for guests and adds an extra finishing touch to many occasions. When using escort cards, there can also be place cards at each guest's place at the table to mark their exact seat.
On a Tray
Traditionally, escort cards were distributed on silver trays. The hostess would arrange the cards in alphabetical order on the tray beforehand and then shortly before dinner was to begin, a server would walk around with the tray and each guest would take his or her own card from it. This is still a nice way to do it if you have someone who can carry around the tray, although often extra help is in short supply. One of the biggest benefits of this method is that it does not take up any extra room in the main party space. The cards do not require a table or other display space. They can rest in another room until needed and then the tray can be hidden out of the way again when the guests have all received their cards.
On a Table
If you do not have a server to offer around a tray of cards, or do not wish to use that method, a table can also be set up. The cards should be arranged in alphabetical order neatly on the table so that all names can be read easily and a clear label should be put on the table explaining what the cards are (perhaps with a map of the tables in the dining room). If the cards are going to be decorative or replaced with small trinkets (like candles or ornaments), make sure that guests know whether they can take the objects and that even if the "cards" are arranged in some decorative way (such as on a small tree), they are organized alphabetically
On a Tray
Traditionally, escort cards were distributed on silver trays. The hostess would arrange the cards in alphabetical order on the tray beforehand and then shortly before dinner was to begin, a server would walk around with the tray and each guest would take his or her own card from it. This is still a nice way to do it if you have someone who can carry around the tray, although often extra help is in short supply. One of the biggest benefits of this method is that it does not take up any extra room in the main party space. The cards do not require a table or other display space. They can rest in another room until needed and then the tray can be hidden out of the way again when the guests have all received their cards.
On a Table
If you do not have a server to offer around a tray of cards, or do not wish to use that method, a table can also be set up. The cards should be arranged in alphabetical order neatly on the table so that all names can be read easily and a clear label should be put on the table explaining what the cards are (perhaps with a map of the tables in the dining room). If the cards are going to be decorative or replaced with small trinkets (like candles or ornaments), make sure that guests know whether they can take the objects and that even if the "cards" are arranged in some decorative way (such as on a small tree), they are organized alphabetically
PRIVATE PLACEMENTS PROGRAMS
Private placement programs normally involve trading medium term notes, bank guarantees or T-Bills.It's illegal for financial institutions to invest their own money, therefore, outside money from private investors and companies is needed. Private placement programs are not always available, they open and close all the time and it's very difficult to find a performing trade.There aren't many genuine private placement programs in the world.Private placement programs are high returing programs associated with humanatarian projects. When private placement programs first came about it was compulsory that the investors gave a of their profits to humanatarian projects. These days there are more programs about and it is likely that you don't have to give any of your profits to humantarian projects. Some traders deduct a small amount prior to you getting your money and have their own projects.Private placement programs provide traders with fresh cut issues of MTNs, BGs or T-Bills that produce significant profits. This is the first tier. They go in cycles and each time they sell for more and more. For example, I run a wholesalers selling something that's very difficult to obtain. I sell the product to a wholsaler and agree a percentage each time he sells it on and as it goes from one wholesaler to another it increases in value and once it reaches the end retail client it's at its highest. Only a few select number of high level traders have acces to these programs. Traders like European banks better then US banks as the leverages are 20:1 and in the US it's normally 10:1. Traders prefer Euro banks for a number of reason not just becasue they are more lucrative.Private placement programs are very dificult to find and contrary to what you may believe, not many people have access to them and this doesn't reflect the number of people offering private placements on the net.Many potential investors have been looking for PPPs for years and have had no success.They have wasted large sums of money by sending MT-760s and the supposed traders have not been able to perform.Private placement programs are without risk as the credit line raised agaisnt the investors funds is underwritten by the trading group, they use their own credit facility.The procedures are standard. You will need to submit a CIS along with POF and a copy of your pasport. You will then go through compliance. Despite what some people claim, the trader does not have the time to talk to people and even the princicples, program manager and compliance have to book to talk to him and have a set length of time to say what ever they need to.
Private placement programs normally involve trading medium term notes, bank guarantees or T-Bills.It's illegal for financial institutions to invest their own money, therefore, outside money from private investors and companies is needed. Private placement programs are not always available, they open and close all the time and it's very difficult to find a performing trade.There aren't many genuine private placement programs in the world.Private placement programs are high returing programs associated with humanatarian projects. When private placement programs first came about it was compulsory that the investors gave a of their profits to humanatarian projects. These days there are more programs about and it is likely that you don't have to give any of your profits to humantarian projects. Some traders deduct a small amount prior to you getting your money and have their own projects.Private placement programs provide traders with fresh cut issues of MTNs, BGs or T-Bills that produce significant profits. This is the first tier. They go in cycles and each time they sell for more and more. For example, I run a wholesalers selling something that's very difficult to obtain. I sell the product to a wholsaler and agree a percentage each time he sells it on and as it goes from one wholesaler to another it increases in value and once it reaches the end retail client it's at its highest. Only a few select number of high level traders have acces to these programs. Traders like European banks better then US banks as the leverages are 20:1 and in the US it's normally 10:1. Traders prefer Euro banks for a number of reason not just becasue they are more lucrative.Private placement programs are very dificult to find and contrary to what you may believe, not many people have access to them and this doesn't reflect the number of people offering private placements on the net.Many potential investors have been looking for PPPs for years and have had no success.They have wasted large sums of money by sending MT-760s and the supposed traders have not been able to perform.Private placement programs are without risk as the credit line raised agaisnt the investors funds is underwritten by the trading group, they use their own credit facility.The procedures are standard. You will need to submit a CIS along with POF and a copy of your pasport. You will then go through compliance. Despite what some people claim, the trader does not have the time to talk to people and even the princicples, program manager and compliance have to book to talk to him and have a set length of time to say what ever they need to.
Mukesh Ambani, Lakshmi Mittal among world's top ten billionaires: Forbes
Mukesh Ambani, Lakshmi Mittal among world's top ten billionaires: Forbes
IANS, Mar 11, 2010, 09.06am IST
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Tags:Mukesh Ambani|Lakshmi Mittal|Forbes List|world top ten billionaires|Carlo Slim Helu|World Billionaires
ET Now: Mukesh, L Mittal among world's top ten billionairesWASHINGTON: Indians Mukesh Ambani and Lakshmi Mittal figured among world's top ten billionaires as Mexican tycoon Carlo Slim Helu beat Americans Bill Gates and Warren Buffett to become the wealthiest person on earth.
Besides fourth ranked Reliance Industries chairman Ambani and fifth placed steel czar Mittal, four other Indians were among top 50 in 2010 Forbes list of the World's Billionaires released Wednesday with as many 49 Indians joining company with the planet's 1,011 richest people.
With his fortune swelling to an estimated $53.5 billion, up $18.5 billion in 12 months, Slim surged ahead of Microsoft cofounder Bill Gates, who had held the title of world's richest 14 of the past 15 years, the US business magazine noted.
Gates, now worth $53 billion, is ranked second in the world. He is up $13 billion from a year ago as shares of Microsoft rose 50 percent in 12 months. Buffett's fortune jumped $10 billion to $47 billion on rising shares of Berkshire Hathaway. He ranks third.
Eleven countries have at least double the number of billionaires they had a year ago, including China, India, Turkey and South Korea.
Fourth placed Mukesh Ambani with a fortune of $29 billion has global ambitions, Forbes said. So has his younger brother Anil Ambani ranked 36 with a $13.7 billion fortune.
Fifth ranked Lakshmi Mittal with a fortune of $28.7 billion is "looking to expand in his native India; wants to build steel mills in Jharkhad and Orissa but has not received government approval," Forbes noted describing him as "London's richest resident" who oversees ArcelorMittal, world's largest steel maker
Azim Premji with a fortune of $17.0 billion was ranked 28. "Software czar chairs $5.5 billion (revenues) Wipro, country's third-largest software exporter. Reported jump in net profits in last 2 quarters, signaling a rebound for US-dependent outsourcing giant."
Shashi & Ravi Ruia brothers took the 40th spot with a fortune of $13.0 billion. Their "$15 billion (revenues) Essar Group has weathered downturn and embarked on an expansion drive in all its businesses, including steel, oil and power."
Last among the Indians in top 50 was Savitri Jindal, ranked 44th, with a fortune of $12.2 billion. She took over as head of OP Jindal Group after her husband died in a helicopter crash in 2005.
Among other Indians on the billionaires list were Kushal Pal Singh (74), Kumar Birla (86), Sunil Mittal (87), Anil Agarwal (113), Adi Godrej & family (148), Shiv Nadar (201), N.R. Narayana Murthy & family (616), Rahul Bajaj (880) and Vijay Mallya (937).
IANS, Mar 11, 2010, 09.06am IST
Article Comments (17)Post a commentEmail this articlePrint this articleSave this articleMy Saved articles Hotklix this Google Bookmarks
StumbleUpon Reddit
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Tags:Mukesh Ambani|Lakshmi Mittal|Forbes List|world top ten billionaires|Carlo Slim Helu|World Billionaires
ET Now: Mukesh, L Mittal among world's top ten billionairesWASHINGTON: Indians Mukesh Ambani and Lakshmi Mittal figured among world's top ten billionaires as Mexican tycoon Carlo Slim Helu beat Americans Bill Gates and Warren Buffett to become the wealthiest person on earth.
Besides fourth ranked Reliance Industries chairman Ambani and fifth placed steel czar Mittal, four other Indians were among top 50 in 2010 Forbes list of the World's Billionaires released Wednesday with as many 49 Indians joining company with the planet's 1,011 richest people.
With his fortune swelling to an estimated $53.5 billion, up $18.5 billion in 12 months, Slim surged ahead of Microsoft cofounder Bill Gates, who had held the title of world's richest 14 of the past 15 years, the US business magazine noted.
Gates, now worth $53 billion, is ranked second in the world. He is up $13 billion from a year ago as shares of Microsoft rose 50 percent in 12 months. Buffett's fortune jumped $10 billion to $47 billion on rising shares of Berkshire Hathaway. He ranks third.
Eleven countries have at least double the number of billionaires they had a year ago, including China, India, Turkey and South Korea.
Fourth placed Mukesh Ambani with a fortune of $29 billion has global ambitions, Forbes said. So has his younger brother Anil Ambani ranked 36 with a $13.7 billion fortune.
Fifth ranked Lakshmi Mittal with a fortune of $28.7 billion is "looking to expand in his native India; wants to build steel mills in Jharkhad and Orissa but has not received government approval," Forbes noted describing him as "London's richest resident" who oversees ArcelorMittal, world's largest steel maker
Azim Premji with a fortune of $17.0 billion was ranked 28. "Software czar chairs $5.5 billion (revenues) Wipro, country's third-largest software exporter. Reported jump in net profits in last 2 quarters, signaling a rebound for US-dependent outsourcing giant."
Shashi & Ravi Ruia brothers took the 40th spot with a fortune of $13.0 billion. Their "$15 billion (revenues) Essar Group has weathered downturn and embarked on an expansion drive in all its businesses, including steel, oil and power."
Last among the Indians in top 50 was Savitri Jindal, ranked 44th, with a fortune of $12.2 billion. She took over as head of OP Jindal Group after her husband died in a helicopter crash in 2005.
Among other Indians on the billionaires list were Kushal Pal Singh (74), Kumar Birla (86), Sunil Mittal (87), Anil Agarwal (113), Adi Godrej & family (148), Shiv Nadar (201), N.R. Narayana Murthy & family (616), Rahul Bajaj (880) and Vijay Mallya (937).
PREPARATION OF INTERVIEW
You need to prepare well for the interview, finding out about the history of the company, its structure, market position and management style, along with details such as: how big the company is, how long have they been operating, what are their key income revenues and core areas of business, who are their major competitors, and have they had any major upheavals or successes. The easiest place to start the research is the website, or calling the marketing department and asking for a company profile or press kit. This will not only help you show your enthusiasm to the company but also enable you to be more relaxed about the questions asked. If you are preparing for a specific job interview, you will need to familiarise yourself with the job description, so matching your attributes to their requested skills.
You will also need to prepare information about yourself by building up a personal profile to enable you to answer questions both quickly and accurately. The profile will comprise of both personal and business information. For example:
Personal: 'I am an ambitious, organised and highly-motivated individual who is goal driven and excels at building long-term customer relationships.'
Business: 'I am an experienced sales professional with five years specific experience in the automotive industry'... go into further details.
Be positive, if you are negative the employers will not believe in you. You need to remember that you have been short-listed, and therefore must stand a good chance. It is good to feel a bit nervous before the interview as it shows that you want the job.
DO AND DONT'S DURING INTERVIEW
Listen intently
Use strong positive language
Ask the relevant questions
Wear a smile at all times
Never indicate that you're desperate for a job
Don't get into discussions about your personal life, and decline any bait to mention secrets of your present employer, the interviewer should respect your trustworthiness and integrity
Ensure that you don't smell of any strong odours, e.g. alcohol, garlic or even perfume
Don't fidget or play with your hair, clothing, items in your pockets etc
Avoid negative phrases such as: 'I don't know'. I'm not sure'
Be persuasive, speak in terms of what benefit you can bring to the company, rather than the other way around
Psychometric Tests
Psychometric means tools for measuring the mind. There are two types of test:
Aptitude test: assess your abilities
Personality questionnaires: which build up a profile of your characteristics
Many employers believe that such tests give a good idea of whether you are able to do the job, and if your personality is suited to that of the job and the company.
Aptitude Tests: These test your critical reasoning skills under timed conditions. A typical test may have three sections each testing a different ability, such as verbal reasoning, numerical reasoning. The test would normally be about 30 minutes long for 30 questions.
Personality Tests: Questions tend to focus on; how you relate to other people, your work style, your ability to deal with emotions (your own and others); your motivations; determination and general outlook and your ability to handle stressful situations. There are no right or wrong answers, just be yourself.
You will also need to prepare information about yourself by building up a personal profile to enable you to answer questions both quickly and accurately. The profile will comprise of both personal and business information. For example:
Personal: 'I am an ambitious, organised and highly-motivated individual who is goal driven and excels at building long-term customer relationships.'
Business: 'I am an experienced sales professional with five years specific experience in the automotive industry'... go into further details.
Be positive, if you are negative the employers will not believe in you. You need to remember that you have been short-listed, and therefore must stand a good chance. It is good to feel a bit nervous before the interview as it shows that you want the job.
DO AND DONT'S DURING INTERVIEW
Listen intently
Use strong positive language
Ask the relevant questions
Wear a smile at all times
Never indicate that you're desperate for a job
Don't get into discussions about your personal life, and decline any bait to mention secrets of your present employer, the interviewer should respect your trustworthiness and integrity
Ensure that you don't smell of any strong odours, e.g. alcohol, garlic or even perfume
Don't fidget or play with your hair, clothing, items in your pockets etc
Avoid negative phrases such as: 'I don't know'. I'm not sure'
Be persuasive, speak in terms of what benefit you can bring to the company, rather than the other way around
Psychometric Tests
Psychometric means tools for measuring the mind. There are two types of test:
Aptitude test: assess your abilities
Personality questionnaires: which build up a profile of your characteristics
Many employers believe that such tests give a good idea of whether you are able to do the job, and if your personality is suited to that of the job and the company.
Aptitude Tests: These test your critical reasoning skills under timed conditions. A typical test may have three sections each testing a different ability, such as verbal reasoning, numerical reasoning. The test would normally be about 30 minutes long for 30 questions.
Personality Tests: Questions tend to focus on; how you relate to other people, your work style, your ability to deal with emotions (your own and others); your motivations; determination and general outlook and your ability to handle stressful situations. There are no right or wrong answers, just be yourself.
PLACEMENT AFTER PGDM IN MARKETING & IT
MBA in marketing or MBA in information systems is an oxymoron. There is no such thing. You earn either a Master in Business Administration or a Master in Marketing. One is an MBA the other is an MS. The MBA is a general degree preparing students for management positions in any level of a business, up to CEO. MBA students study accounting, finance, marketing, management, statistics, economics, strategy, policy, and other courses. Many MBA programs offer concentrations in these and many other fields, but that amounts to only 2-3 courses in your chosen field in the second year of study. Many students avoid a concentration and take a variety of elective subjects to gain a broader background. By the time you finish the first year you'll be able to decide which concentration interests you. You don't become a specialist in a field with 2-3 courses. It generally takes a year of concentrated study.
The MBA is not like an MS degree that concentrates study in a single field and prepares students for high level staff or research positions. The MS typically requires an undergraduate education in the field in which you want the MS, or a closely related field. A finance major does not get an MS in chemistry, and a biology major does not get an MS in accounting. If you want to specialize in a particular field other than business administration, such as finance, marketing, operations management, human resource management, or a non-business field such as public health, or public administration, you should get an MS degree in that specialization.
MBA programs accept students in any undergraduate field. They prefer students who do not have a business background because they give you the business training but they cannot provide the broad background that managers should have. I have taught PGDM students with degrees in Music, Medicine, Dentistry, Law, Psychology, Political Science, Chemistry, Biology, Engineering, and many other fields. Most MBA programs prefer students with 2-3 years work experience after the first degree, but some accept students right out of college if they have good grades and a high GMAT score. Some MBA programs are designed specifically for new college graduates without work experience.
No one should consider an MBA program without consulting the Official MBA Guide. It's a comprehensive free public service with more than 2,000 MBA programs listed worldwide. It allows you to search for programs by location (US, Europe, Far East, etc.), by concentration (finance, marketing, aviation management, health management, accounting, etc.), by type of program (full-time, distance learning, part-time, executive, and accelerated), and by listing your own criteria and preferences to get a list of universities that satisfy your needs. Schools report their accreditation status, tuition cost, number of students, class sizes, program length, and a lot of other data. Schools provide data on entrance requirements, program costs, program characteristics, joint degrees, and much more. You can use the Guide to contact schools of your choice, examine their data, visit their web site, and send them pre applications. You can see lists of top 40 schools ranked by starting salaries of graduates, GMAT scores, and other criteria.
The MBA is not like an MS degree that concentrates study in a single field and prepares students for high level staff or research positions. The MS typically requires an undergraduate education in the field in which you want the MS, or a closely related field. A finance major does not get an MS in chemistry, and a biology major does not get an MS in accounting. If you want to specialize in a particular field other than business administration, such as finance, marketing, operations management, human resource management, or a non-business field such as public health, or public administration, you should get an MS degree in that specialization.
MBA programs accept students in any undergraduate field. They prefer students who do not have a business background because they give you the business training but they cannot provide the broad background that managers should have. I have taught PGDM students with degrees in Music, Medicine, Dentistry, Law, Psychology, Political Science, Chemistry, Biology, Engineering, and many other fields. Most MBA programs prefer students with 2-3 years work experience after the first degree, but some accept students right out of college if they have good grades and a high GMAT score. Some MBA programs are designed specifically for new college graduates without work experience.
No one should consider an MBA program without consulting the Official MBA Guide. It's a comprehensive free public service with more than 2,000 MBA programs listed worldwide. It allows you to search for programs by location (US, Europe, Far East, etc.), by concentration (finance, marketing, aviation management, health management, accounting, etc.), by type of program (full-time, distance learning, part-time, executive, and accelerated), and by listing your own criteria and preferences to get a list of universities that satisfy your needs. Schools report their accreditation status, tuition cost, number of students, class sizes, program length, and a lot of other data. Schools provide data on entrance requirements, program costs, program characteristics, joint degrees, and much more. You can use the Guide to contact schools of your choice, examine their data, visit their web site, and send them pre applications. You can see lists of top 40 schools ranked by starting salaries of graduates, GMAT scores, and other criteria.
Investment Banking Sector Does The Highest Placement At IIMA
According to sources, Deutsche Bank had offered the highest salary of 1.4 crore this year.
The top banks that offered the most include Yes Bank and ICICI banks, which made 13 offers each.
More than 40 firms also participated in the lateral placement process and extended more than 100 offers. It is a four-fold rise over last year.
Among the different sectors, Marketing and consulting firms recorded an increase in offers this year. However, the finance sector saw a decrease in offers with only 27 offers this year. Last year, it had got 34 job offers.
This year, the average domestic salary offered was 14.94 lakhs as compared to 12.17 in 2009. Similarly, the salaries for the international placements were 110,750 USD in average as
The top banks that offered the most include Yes Bank and ICICI banks, which made 13 offers each.
More than 40 firms also participated in the lateral placement process and extended more than 100 offers. It is a four-fold rise over last year.
Among the different sectors, Marketing and consulting firms recorded an increase in offers this year. However, the finance sector saw a decrease in offers with only 27 offers this year. Last year, it had got 34 job offers.
This year, the average domestic salary offered was 14.94 lakhs as compared to 12.17 in 2009. Similarly, the salaries for the international placements were 110,750 USD in average as
Just after the completion of the placement process for this year at the IIM Ahmedabad, it has been revealed that the Investment Banking sector has done the most recruitment for the year. It has also been found that salaries for both national and international levels have gone up substantially.
This year, IIM Ahmedabad had started a new process called the Cohort based placement process, under which mechanism the companies were placed in groups and placement process carried out on weekends.
110 firms participated in the placement process this year for 289 students .
The Investment Banks who participated at this year’s placement process include Deutsche Bank, Morgan & Stanley, UBS, Goldman Sachs and Citigroup.
According to sources, Deutsche Bank had offered the highest salary of 1.4 crore this year.
The top banks that offered the most include Yes Bank and ICICI banks, which made 13 offers each.
More than 40 firms also participated in the lateral placement process and extended more than 100 offers
This year, IIM Ahmedabad had started a new process called the Cohort based placement process, under which mechanism the companies were placed in groups and placement process carried out on weekends.
110 firms participated in the placement process this year for 289 students .
The Investment Banks who participated at this year’s placement process include Deutsche Bank, Morgan & Stanley, UBS, Goldman Sachs and Citigroup.
According to sources, Deutsche Bank had offered the highest salary of 1.4 crore this year.
The top banks that offered the most include Yes Bank and ICICI banks, which made 13 offers each.
More than 40 firms also participated in the lateral placement process and extended more than 100 offers
IMPLICATION OF C -ISOTOPE
A high-resolution C isotope profile from a fossiliferous section spanning the Precambrian-Cambrian (PC-C) boundary on the Yangtze Platform, southwest China, is used to constrain C isotope chemostratigraphy and its global correlation. The discovery of a strong negative C isotopic anomaly just below the China marker A indicates that this negative anomaly can be correlated globally, and demonstrates that the PC-C boundary of the Chinese successions should be close to marker A. On the basis of C isotope chemostratigraphic constraints and biostratigraphic data, we find that C isotopic peak S2, also first reported here from the Chinese successions, can be correlated with C isotopic peak I in northern Siberia and C isotope feature D in southwest Mongolia. By integrating the data from archaeocyaeothan fauna, the C isotopic peak S3 in the middle Dahai carbonates may be correlative with feature G in the Mongolian section.
good morning
Slot Zero, the first day of placements, saw 90 students getting placed. This is better than the 64 placements in 2009, but not better than the pre-recession Slot Zero offers of 133 seen in 2008.
March 4, 2010
PRIVATE PLACEMENTS PROGRAMS
Private placement programs normally involve trading medium term notes, bank guarantees or T-Bills.It's illegal for financial institutions to invest their own money, therefore, outside money from private investors and companies is needed. Private placement programs are not always available, they open and close all the time and it's very difficult to find a performing trade.There aren't many genuine private placement programs in the world.Private placement programs are high returing programs associated with humanatarian projects. When private placement programs first came about it was compulsory that the investors gave a of their profits to humanatarian projects. These days there are more programs about and it is likely that you don't have to give any of your profits to humantarian projects. Some traders deduct a small amount prior to you getting your money and have their own projects.Private placement programs provide traders with fresh cut issues of MTNs, BGs or T-Bills that produce significant profits. This is the first tier. They go in cycles and each time they sell for more and more. For example, I run a wholesalers selling something that's very difficult to obtain. I sell the product to a wholsaler and agree a percentage each time he sells it on and as it goes from one wholesaler to another it increases in value and once it reaches the end retail client it's at its highest. Only a few select number of high level traders have acces to these programs. Traders like European banks better then US banks as the leverages are 20:1 and in the US it's normally 10:1. Traders prefer Euro banks for a number of reason not just becasue they are more lucrative.Private placement programs are very dificult to find and contrary to what you may believe, not many people have access to them and this doesn't reflect the number of people offering private placements on the net.Many potential investors have been looking for PPPs for years and have had no success.They have wasted large sums of money by sending MT-760s and the supposed traders have not been able to perform.Private placement programs are without risk as the credit line raised agaisnt the investors funds is underwritten by the trading group, they use their own credit facility.The procedures are standard. You will need to submit a CIS along with POF and a copy of your pasport. You will then go through compliance. Despite what some people claim, the trader does not have the time to talk to people and even the princicples, program manager and compliance have to book to talk to him and have a set length of time to say what ever they need to.
Private placement programs normally involve trading medium term notes, bank guarantees or T-Bills.
It's illegal for financial institutions to invest their own money, therefore, outside
money from private investors and companies is needed. Private placement programs are not always available, they open and close all the time and it's very difficult to find a performing trade.
There aren't many genuine private placement programs in the world.
Private placement programs are high returing programs associated with humanatarian projects. When private placement programs first came about it was compulsory that the investors gave a % of their profits to humanatarian projects. These days there are more programs about and it is likely that you don't have to give any of your profits to humantarian projects. Some traders deduct a small amount prior to you getting your money and have their own projects.
Private placement programs provide traders with fresh cut issues of MTNs, BGs or T-Bills that produce significant profits. This is the first tier. They go in cycles and each time they
sell for more and more. For example, I run a wholesalers selling something that's very difficult to obtain. I sell the product to a wholsaler and agree a percentage each time he sells it on and as it goes from one wholesaler to another it increases in value and once it reaches the end retail client it's at its highest.
Only a few select number of high level traders have acces to these programs. Traders like European banks better then US banks as the leverages are 20:1 and in the US it's normally 10:1. Traders prefer Euro banks for a number of reason not just becasue they are more lucrative.
Private placement programs are very dificult to find and contrary to what you may
believe, not many people have access to them and this doesn't reflect the number of people offering private placements on the net.
Many potential investors have been looking for PPPs for years and have had no success.
They have wasted large sums of money by sending MT-760s and the supposed traders have not been able to perform.
Private placement programs are without risk as the credit line raised agaisnt the investors funds is underwritten by the trading group, they use their own credit facility.
The procedures are standard. You will need to submit a CIS along with POF and a copy of your pasport. You will then go through compliance. Despite what some people claim, the trader does not have the time to talk to people and even the princicples, program manager and compliance have to book to talk to him and have a set length of time to say what ever they need to.
POSTED BY:-SMRITI SRIVASTAVA
PGDM-2nd sem
Private placement programs normally involve trading medium term notes, bank guarantees or T-Bills.
It's illegal for financial institutions to invest their own money, therefore, outside
money from private investors and companies is needed. Private placement programs are not always available, they open and close all the time and it's very difficult to find a performing trade.
There aren't many genuine private placement programs in the world.
Private placement programs are high returing programs associated with humanatarian projects. When private placement programs first came about it was compulsory that the investors gave a % of their profits to humanatarian projects. These days there are more programs about and it is likely that you don't have to give any of your profits to humantarian projects. Some traders deduct a small amount prior to you getting your money and have their own projects.
Private placement programs provide traders with fresh cut issues of MTNs, BGs or T-Bills that produce significant profits. This is the first tier. They go in cycles and each time they
sell for more and more. For example, I run a wholesalers selling something that's very difficult to obtain. I sell the product to a wholsaler and agree a percentage each time he sells it on and as it goes from one wholesaler to another it increases in value and once it reaches the end retail client it's at its highest.
Only a few select number of high level traders have acces to these programs. Traders like European banks better then US banks as the leverages are 20:1 and in the US it's normally 10:1. Traders prefer Euro banks for a number of reason not just becasue they are more lucrative.
Private placement programs are very dificult to find and contrary to what you may
believe, not many people have access to them and this doesn't reflect the number of people offering private placements on the net.
Many potential investors have been looking for PPPs for years and have had no success.
They have wasted large sums of money by sending MT-760s and the supposed traders have not been able to perform.
Private placement programs are without risk as the credit line raised agaisnt the investors funds is underwritten by the trading group, they use their own credit facility.
The procedures are standard. You will need to submit a CIS along with POF and a copy of your pasport. You will then go through compliance. Despite what some people claim, the trader does not have the time to talk to people and even the princicples, program manager and compliance have to book to talk to him and have a set length of time to say what ever they need to.
POSTED BY:-SMRITI SRIVASTAVA
PGDM-2nd sem
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