The availability of skilled manpower to sustain the explosive growth appears to one of the key challenges at present situation. The skill set that is being developed by the current education system in India is considered inadequate. The educational system in India does not teach practical aspects of how to do work and stuff like that. It is very bookish.
We develop people who do not have ability to imagine who do not have ability to create a big picture in their mind and then try to figure out where they fit in. We also do not create people who are more globally oriented. We create people who are more locally oriented, who do not seem to have the framework of working in a global environment.
My views to create a skilled workforce are follows,
-A standardized national curriculum
-No discrimination whatsoever of any kind in schools and colleges.
-Compulsory and universal free education for all children in the age group of six to 14
-Necessary number of schools must be built in all communities
-Private schools must reserve 25% percent of their seats for the disadvantaged
-Norms and standards for all schools (Government and private) including teacher qualifications, which out which no schools will be recognized
-Exposure to practical knowledge than full of theoretical knowledge.
-Public, Private organizations and Government should join hands to prevent childlabour and create a healthy workforce in India.
Sunday, November 22, 2009
Tuesday, November 17, 2009
Recruitment Process Outsourcing (RPO)
RPO is a specialized service that allows clients to outsource some or all of the recruitment function. An RPO provider leverages the combination of strategy, technology, resources and vendor management to improve the recruitment process.
Operating as the client’s internal recruitment function and strategic partner, the RPO provider will work closely with the client to improve the recruitment efficiencies of quality of hire, speed of delivery and cost containment. Improvements measured and monitored through real-time metrics are then tied to strict service level agreements.
The client’s goal is to select a world-class RPO partner that continuously recognizes and delivers best practices to tactically elevate the client company's internal processes and to promote the company as an employer of choice.
Benefits of RPO
In general, companies do not determine the true costs of hiring, which should include the overhead costs of the recruiter, time spent interviewing, the productivity lost while the position is vacant and similar factors. An RPO provider can collect, refine and analyze a broad set of information that most companies either have not considered, or do not have the tools required to adequately assess and utilize.
This analysis is then used as the foundation on which to build a customized outsource model. Effective talent management requires the coordination of multiple data points, which are often maintained in separate areas of the business are geographically inconsistent and difficult, if not impossible, to quickly access.
An RPO Provider's talent management platform can respond to these challenges by combining all critical talent management functions in an integrated, Web-based process. This automates the talent management lifecycle, provides real-time data and Statistics as well as workforce planning information to better meet the needs of a changing business.
In addition, an RPO provider can offer a client a market analysis that evaluates its overall competitiveness, compensation scales and other factors such as the strength of its brand relative to other industry employers.
Operating as the client’s internal recruitment function and strategic partner, the RPO provider will work closely with the client to improve the recruitment efficiencies of quality of hire, speed of delivery and cost containment. Improvements measured and monitored through real-time metrics are then tied to strict service level agreements.
The client’s goal is to select a world-class RPO partner that continuously recognizes and delivers best practices to tactically elevate the client company's internal processes and to promote the company as an employer of choice.
Benefits of RPO
In general, companies do not determine the true costs of hiring, which should include the overhead costs of the recruiter, time spent interviewing, the productivity lost while the position is vacant and similar factors. An RPO provider can collect, refine and analyze a broad set of information that most companies either have not considered, or do not have the tools required to adequately assess and utilize.
This analysis is then used as the foundation on which to build a customized outsource model. Effective talent management requires the coordination of multiple data points, which are often maintained in separate areas of the business are geographically inconsistent and difficult, if not impossible, to quickly access.
An RPO Provider's talent management platform can respond to these challenges by combining all critical talent management functions in an integrated, Web-based process. This automates the talent management lifecycle, provides real-time data and Statistics as well as workforce planning information to better meet the needs of a changing business.
In addition, an RPO provider can offer a client a market analysis that evaluates its overall competitiveness, compensation scales and other factors such as the strength of its brand relative to other industry employers.
Saturday, November 14, 2009
The top Business schools in India
I have searched the Internet and have not found a comprehensive list of top B-schools in India.These are the schools that are generally regarded as the top B-Schools in India.Here is a list that I thought would be beneficial to the readers who are interested in B-Schools in India.
1. Indian Institute of Management, Ahmedabad (IIM A)
2. Indian Institute of Management, Calcutta (IIM C)
3. Indian Institute of Management, Bangalore (IIM B)
4. Indian Institute of Management, Lucknow (IIM L)
5. XLRI - Xavier Labour Research Institute, Jamshedpur
6. ISB - Indian School of Business, Hyderabad
7. FMS - Faculty of Management Studies, University of Delhi
8. Indian Institute of Management, Indore (IIM I)
9. Indian Institute of Management, Calicut (IIM K - Kozhikode)
10. Jamnalal Bajaj Institute of Management Studies, Mumbai (JBIMS)
11. S. P. Jain Institute of Management Studies, Mumbai (SPJIMR)
12. Shailesh J. Mehta School of Management, IIT Mumbai (Bombay)
13. Management Development Institute, Gurgaon (MDI)
14. Narsee Monjee Institute of Management Studies, Mumbai (NMIMS)
15. Xavier Institute of Management, Bhubaneswar (XIM B)
16. Symbiosis Institute of Business Management, Pune (SIBM)
17. Symbiosis Center for Management & Human Resources Development Pune (SCMHRD)
18. Institute of Management & Technology, Ghaziabad (IMT)
19. International Management Institute, Delhi (IMI)
20. Bharathidasan Institute of Management, Trichy (BIM)
21. Mudra Institute of Communications, Ahmedabad (MICA)
22. Indian Institute of Foreign Trade, Delhi (IIFT)
23. T. A. Pai Management Institute, Manipal (TAPMI)
24. Loyola Institute of Business Administration, Chennai (LIBA)
25. Institute of Management Development Research, Pune (IMDR)
1. Indian Institute of Management, Ahmedabad (IIM A)
2. Indian Institute of Management, Calcutta (IIM C)
3. Indian Institute of Management, Bangalore (IIM B)
4. Indian Institute of Management, Lucknow (IIM L)
5. XLRI - Xavier Labour Research Institute, Jamshedpur
6. ISB - Indian School of Business, Hyderabad
7. FMS - Faculty of Management Studies, University of Delhi
8. Indian Institute of Management, Indore (IIM I)
9. Indian Institute of Management, Calicut (IIM K - Kozhikode)
10. Jamnalal Bajaj Institute of Management Studies, Mumbai (JBIMS)
11. S. P. Jain Institute of Management Studies, Mumbai (SPJIMR)
12. Shailesh J. Mehta School of Management, IIT Mumbai (Bombay)
13. Management Development Institute, Gurgaon (MDI)
14. Narsee Monjee Institute of Management Studies, Mumbai (NMIMS)
15. Xavier Institute of Management, Bhubaneswar (XIM B)
16. Symbiosis Institute of Business Management, Pune (SIBM)
17. Symbiosis Center for Management & Human Resources Development Pune (SCMHRD)
18. Institute of Management & Technology, Ghaziabad (IMT)
19. International Management Institute, Delhi (IMI)
20. Bharathidasan Institute of Management, Trichy (BIM)
21. Mudra Institute of Communications, Ahmedabad (MICA)
22. Indian Institute of Foreign Trade, Delhi (IIFT)
23. T. A. Pai Management Institute, Manipal (TAPMI)
24. Loyola Institute of Business Administration, Chennai (LIBA)
25. Institute of Management Development Research, Pune (IMDR)
10 power words for your CV
A friend of mine forwarded this article,it was very useful for me.Thought will share with all through my blog.
1.Achieved
Good example: Achieved the target of implementing the software onsite for 200 users 15 days before the deadline.
Bad example: To implement the software onsite.
This sounds more like a responsibility. The interviewer is mainly interested in knowing about your output.
2.Built
Good Example: Built new premises to convert the study centre into a residential college accommodating 200 students.
Bad example: Building a new premise for the residential college.
3.Developed
Good example: Developed guidelines for 50 users to understand and use the new process for client handling.
Bad example: Developing guidelines to use the new process for client handling.
The selector and the interviewer will be amused with questions like: What guidelines? When? For whom?. The good example here answers these queries and shows your output rather than your responsibility.
4.Eliminated
Good example: Eliminated the use of thick brown tape for sealing the packages to reduce the cost by over 15 per cent.
Bad example: To eliminate wasteful of resources.
The selector will again have the questions like 'what type of resources?', 'how did your action help?'
5.Forecast
Good example: Forecast a downturn in the FMCG business because of economic slowdown. Suggested measures to combat it and achieve the quarterly target.
Bad example: To analyse and forecast the market.
6.Introduced
Good example: Introduced a new process to handle queries from potential customers to increase the conversion rate by 60 per cent.
Bad example: Introducing a new process to handle client queries.
7.Modernised
Good example: Modernised a chain of 15 retail outlets across three states to meet the taste of urban youth.
Bad example: To modernise the look of retail chain outlets.
8.Organised
Good example: Organised reseller conferences in three cities while maintaining a close co-ordination with three internal departments and four vendors.
Bad example: Organising events like exhibitions and retailer conferences.
9.Recommended
Good example: Recommended five new ways to ensure that the company is able to roll out the new version of its 'small car' before the launch of Nano [Images].
Bad example: Recommending ways for the company to roll out its new 'small car'
10.Secured
Good example: Secured first position in the university while pursuing MBA course and helped the college stand at the top of the list.
Bad example: University topper during MBA.
How do I use these in my CV?
1.List your responsibilities and achievements.
2.Find the one word that best describes your role in that situation such as manage, co-ordinate, plan, advise etc.
3.Begin your sentence with the past tense of the verb you decide to use for every responsibility.
4.Add some figures and facts to your statement.
1.Achieved
Good example: Achieved the target of implementing the software onsite for 200 users 15 days before the deadline.
Bad example: To implement the software onsite.
This sounds more like a responsibility. The interviewer is mainly interested in knowing about your output.
2.Built
Good Example: Built new premises to convert the study centre into a residential college accommodating 200 students.
Bad example: Building a new premise for the residential college.
3.Developed
Good example: Developed guidelines for 50 users to understand and use the new process for client handling.
Bad example: Developing guidelines to use the new process for client handling.
The selector and the interviewer will be amused with questions like: What guidelines? When? For whom?. The good example here answers these queries and shows your output rather than your responsibility.
4.Eliminated
Good example: Eliminated the use of thick brown tape for sealing the packages to reduce the cost by over 15 per cent.
Bad example: To eliminate wasteful of resources.
The selector will again have the questions like 'what type of resources?', 'how did your action help?'
5.Forecast
Good example: Forecast a downturn in the FMCG business because of economic slowdown. Suggested measures to combat it and achieve the quarterly target.
Bad example: To analyse and forecast the market.
6.Introduced
Good example: Introduced a new process to handle queries from potential customers to increase the conversion rate by 60 per cent.
Bad example: Introducing a new process to handle client queries.
7.Modernised
Good example: Modernised a chain of 15 retail outlets across three states to meet the taste of urban youth.
Bad example: To modernise the look of retail chain outlets.
8.Organised
Good example: Organised reseller conferences in three cities while maintaining a close co-ordination with three internal departments and four vendors.
Bad example: Organising events like exhibitions and retailer conferences.
9.Recommended
Good example: Recommended five new ways to ensure that the company is able to roll out the new version of its 'small car' before the launch of Nano [Images].
Bad example: Recommending ways for the company to roll out its new 'small car'
10.Secured
Good example: Secured first position in the university while pursuing MBA course and helped the college stand at the top of the list.
Bad example: University topper during MBA.
How do I use these in my CV?
1.List your responsibilities and achievements.
2.Find the one word that best describes your role in that situation such as manage, co-ordinate, plan, advise etc.
3.Begin your sentence with the past tense of the verb you decide to use for every responsibility.
4.Add some figures and facts to your statement.
Tuesday, November 10, 2009
What makes an Employee Satisfied at Work?
Hi friends i am back after few weeks.I had a busy week with many works to do.Now lets go to the topic What makes an employee satisfied at work?
Employee satisfaction is the core success of any organization.Satisfied employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. Satisfied employees also normally perform better and are more motivated.
Many studies have shown that salaries are rarely the number one priority of employees,there are many other things that can make an employee feel motivated and more productive.
Even i am employee of an IT company now,as an Employee there are many things i expect from my employer.Some of them are mentioned below,
- Challenging task or work ,that makes me learn things and grow,that makes me bring out the best in me.
- Responsibilities that empowers me.
- Positive work environment
- Career Growth
- Recognition and Rewards for the good work done by me.
- My opinions and suggestions seemed to count at work.
- I have the opportunity to do what I do best every day,freedom to work in the way i wish.
Generally few of the main factors that affect employee satisfaction are:
•Job security
•Communication between employees & management
•Lack of training
•Compensation
•Job burnout
•Ill-defined tasks
•Poor working conditions
•Lack of support
•Lack of advancement opportunities
•Feeling unappreciated
Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item. Employer should regularly conduct surveys and hold meetings with employees to know about their needs,concerns and take appropriate actions.Once the employee feels that his needs and concerns are fulfilled by the employer automatically he/she will be satisfied and give more productivity to the organization.
Employee satisfaction is the core success of any organization.Satisfied employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. Satisfied employees also normally perform better and are more motivated.
Many studies have shown that salaries are rarely the number one priority of employees,there are many other things that can make an employee feel motivated and more productive.
Even i am employee of an IT company now,as an Employee there are many things i expect from my employer.Some of them are mentioned below,
- Challenging task or work ,that makes me learn things and grow,that makes me bring out the best in me.
- Responsibilities that empowers me.
- Positive work environment
- Career Growth
- Recognition and Rewards for the good work done by me.
- My opinions and suggestions seemed to count at work.
- I have the opportunity to do what I do best every day,freedom to work in the way i wish.
Generally few of the main factors that affect employee satisfaction are:
•Job security
•Communication between employees & management
•Lack of training
•Compensation
•Job burnout
•Ill-defined tasks
•Poor working conditions
•Lack of support
•Lack of advancement opportunities
•Feeling unappreciated
Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item. Employer should regularly conduct surveys and hold meetings with employees to know about their needs,concerns and take appropriate actions.Once the employee feels that his needs and concerns are fulfilled by the employer automatically he/she will be satisfied and give more productivity to the organization.
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