|
|
|
| JOBS & CAREERS |
|
|
|
Overseas call
Career Hotline
Firms want to be doubly sure
the right Angle
Conquer with self-confidence
Gaming makes workers perfect
Happiness @ work
|
|
Overseas call The initiation
Starting an immigration consultancy doesn't require a huge capital input, says Sukhmeet Grewal, Senior Vice-President of CANAM Consultants, who has been in this field for the past 13 years, and his consultancy service now has 20 offices in India, besides an associate office in Kuwait. But running a consultancy is not a cakewalk. The field of immigration consultancy is highly regulated and the people who manage the show have to send reports to the various affiliate bodies for scrutiny. They even have to give exams for constant up-gradation else their licences do not get renewed. "I shifted to Canada in 1987 and saw that many people reached Canada through illegal means even though they fulfilled all conditions for legal immigration. Lack of right guidance caused a lot of problems for these immigrants. So in order to guide people better and through correct procedure we started WWICS in 1993", says Col. B.S. Sandhu, who is the CMD of WWICS. His venture now has 700 employees in 20 offices across India and 10 offices overseas. Consultancy business largely functions on customer satisfaction and most of the people who run this business staunchly believe that the word-of-mouth publicity from a satisfied client is the best source of publicity in their business. "The immigration or overseas consultancy business is very volatile, because the rules and regulations change on a very short notice. So we need to
Since the immigration industry is highly fragmented and the entry barriers are quite low, a lot of fly-by-night operators are there who fleece people after charging exorbitant amounts. So credibility is a big issue in this field and this is something which a reputed consultant can't afford to make a compromise on. "Earlier people used to charge Rs 6 lakh for an American visa; I have brought this down to a mere Rs 20,000 and that too through hassle-free procedures. I secured 430 American visas in the last two years itself," says Swati Chaudhary, who runs an immigration Consultancy business by the name of Careers Abroad.
Business model and jobs at consultancies:
People skills are very important for those planning to enter this field. "We hire people with abilities and train them; we don't hire specialists. But given a choice we hire people with commerce background", informs Naresh Gulati. Counselling has a very important role to play in the consultancy business, since people make their decisions about which course to follow in which university, and also which country they should try and migrate to on the basis of information provided by counsellors. The counsellors shape careers and future. A counsellor has to have thorough knowledge about the various rules and regulations and full information about a particular country apart from having a compassionate and trustworthy attitude. Counsellors should be abreast of all the latest developments, since many a time people come with false information, and
the counsellors are required to put their thinking on the right track.
Each consultancy has its own operational structure and career growth depends on the system of a particular consultancy. "We have an absolutely flat structured organisation with proper hierarchy in place. We have branch managers, who head a location, reporting to regional managers who further report to General Mangers. For exceptional performers we even organise all-expenses paid overseas trips", says Grewal. As consultancy business is not scientific or technical, so the candidates having good interpersonal skills along with people friendly attitude are fit for this industry. Training teams along with case-filing teams form the core of immigration consultancies, so youngsters willing to enter this field can become a part of either of these. At the time of hiring educational degrees are not of that much significance as the personality traits. So a good pleasing personality is a sure shot hit for those wanting to enter this field. "Ours is a very well-structured and foolproof organisation, where we give more importance to people who have grown organically with us. Our Regional Manager Middle East is a guy who is from the ranks and was earlier our Branch Manager at Chandigarh. Apart from rewards and recognition, we take care of the career of our employees also", says Colonel Sandhu (retd) of WWICS. "Though our organisation is in the system for the past six years only, we give a lot of stress to client satisfaction. So our staff is given extensive training on this. We give an ID to every client as soon as he deposits our fee, and from there on he can have access to the movement of his case through our portal only. One of our centre heads is now in USA, and is taking care of our liasoning business over there", says Swati
Choudhary. Commitment is the key
to success
Q. What do you have to say about the mushrooming of immigration agents in this field? A. See we don't have any restrictive barriers in the industry, so whosoever wants to become an immigration consultant can become one. Unscrupulous elements have crept into the system which has given a bad name to the industry. Q. Do you think that the immigration industry has lost a bit of its sheen? A. It has to some extent. But that is why it is all the more important now to have serious committed players in this field. We are always looking for youngsters who are confident, can win the confidence of clients and can keep track of any changes in the rules and regulations. Q. How do you maintain that quality is not compromised in your organisation? A. First we get our 'Performance Management done from Price Water House Coopers. Then our organisation is very well segregated with no two verticals having even an inch of a common domain. So the brief or the KRA of every employee is crystal clear. We started in 1996, and as of now we have about 200 employees on our payroll with 19 offices, including two offices overseas in Melbourne and Birmingham. Q. Do you see a growth in the overseas education business? A. For every established name in the business the market size has diluted as the industry size has not increased but the number of individual players has increased. But the industry is in a consolidation phase and would go through significant correction in times to come.
|
|
Career Hotline
Q. Please tell me something about the Sub-Officers’ course for joining the fire service. — Sunit Tandon Amongst others, the National Fire Service College (Ministry of Home Affairs), Nagpur conducts different types of courses for training fire officers in India, including a BE (Fire Engineering). An all-India entrance exam is held for the Sub-Officers’ Course at Mumbai, Delhi, Hyderabad, Bhubaneswar and Nagpur . Duration of the course is 25 weeks (including 4 weeks of practical attachment with major fire brigades of the country, anywhere in India. Private and defence candidates have to undergo additional practical attachment for a period of eight weeks). The course provides the basic knowledge needed for protecting life and property from fires and other natural disasters, and to familiarise the trainee officers with the actual fire situations, different fire-fighting organisations, and with the operation and maintenance of appliances and equipments. This course is useful for those who want to make Fire Service their profession. The exam, conducted in two sessions on the same day, covers General English and General Knowledge in the first session and General Science and Mathematics in the second session. The objective type question paper is printed bilingually (Hindi and English) and can be answered in either language. The questions are of the Higher Secondary level. Eligibility: Age: 18-23 years. (Relaxed by 5 years for SC/ST) Educational Qualifications: 10+2 or equivalent with Science subjects. You must be able to read, write, speak and comprehend instructions in both Hindi and English. Physical Standards: (i) Height: minimum 165 cm. (160 cm. for candidates belonging to hilly regions e.g. Gurkhas, Garhwalis, Assamese, Nagaland, Tribes etc.) (ii) Weight: Minimum 50 kg. iii) Chest: Minimum 81 cm. normal with minimum expansion of 5 cm. (d) Vision: 6/6; No colour blindness. Medical Exam: Shortlisted candidates are examined by the College Medical Office for physical fitness. Those found medically unfit are not granted admission. Results are communicated individually to the selected candidates by post.
Opportunities in healthcare sector
Q. I am a student of B.Com 1st year and am working in a medical store. As a result, I have acquired good knowledge of medicine. What are the opportunities for me in the healthcare sector? Would it be better for me to do commerce related courses instead? I want to get a job soon. Please also suggest some courses. — Lalit Kumar Should you wish to study further, you could go for postgraduate courses in pharma marketing/management or even in hospital/healthcare management, public health administration or even law (medico-legal and relate litigation is on the rise).
Interested in Cosmology
Q. What are the entry requirements for pursuing M.Sc. (Theoretical Physics) in IISc? Actually, I am very interested in cosmology. — Avni Pathak At present, there is no evidence of faculty members working in the field of cosmology in the physics department, but do check out on your own. If you are determined to do your Ph.D. in Cosmology, you can leave IISc after your M.S. and apply to institutions like TIFR, Mumbai (www.tifr.res.in), IUCAA, Pune (www.iucaa.ernet.in) etc, where a great deal of work is being done in this field. You can also apply to foreign universities for pursuing your Ph.D. programme. For a sample question paper for the IISc entrance exam, log onto:
www.iisc.ernet.in/admissions/syllabus2008.htm
Computer engineer with flair for music
Q. I am a computer engineering graduate and have very good communication skills and a flair for marketing. Music is a passion for me and I look to make my career in it. Essentially, I intend to moonlight my music and pursue a day job that only furthers my cause. I want to know what kind of jobs I can look out for right now in the music industry given my abilities. (I don’t want to do a sound/audio engineering job). — Paritosh Behra A. Based on the details you have given, here are some options you could look at: Assuming you have good communication skills, you can look at the following job profiles in the following industries: Radio: Be part of their online/ operations team Internet: Work with a media portal like Sa Re Ga Ma, Reliance, Landmark etc Music: Work in the Digital team to handle operations and account management. TV: I’m not sure what exactly you can do here with your engineering background but in the TV Marketing profile you can look at advertising sales.
Management course from IGNOU
Q. I will be taking the CAT and MAT. Do I still have to take IGNOU’s entrance test if I wish to enroll for its MBA? I have two years of work experience. Will that suffice? — Akanksha Bir A. To enable more aspirants to obtain an MBA degree, IGNOU has relaxed its minimum cut off marks to 50 per cent as eligibility to seeking admission to its MBA programme for general category students. Now, fresh graduates in the general category with 50 per cent marks and reserved category students with 45 per cent marks are eligible to appear for OPENMAT, the IGNOU’s entrance test for admission to their MBA programme. The essential clause of three-year work experience in supervisory and managerial category for graduates seeking admission to the MBA programme has also been scrapped. Even graduates who have successfully cleared the entrance test for admission to management programmes of recognised institutions like CAT, MAT and state level tests conducted by state governments need not sit for the OPENMAT test of IGNOU. Apart from MBA, the age limit for admission to other management programmes offered by IGNOU has also been removed. Selection is based on an entrance test: OPENMAT which is conducted twice a year in February and August. The next OPENMAT will be held in the first week of February 2011 across the country. The application deadline will be mid-December.
The writer is a noted career expert and director, Career Guidance India (CARING). Please send in your queries with your full name, complete address
and academic qualifications to: The Editor, Jobs and Careers, The Tribune, Sector 29, Chandigarh-160030, or at careers @tribunemail.com
|
|
Firms want to be doubly sure In order to ensure a perfect match between the job and the candidate, more and more employers are now going beyond a basic reference check and deploying a variety of tools to verify their antecedents. “A decade ago, reference check of candidates used to be quite basic but for the last five to six years, it has been observed that most global and large organisations are very conscious on checking candidate’s antecedents, which is deeper than a reference check”, Sunil Goel, Director, GlobalHunt, a leading executive search firm, said. “These reference checks are very popular in big MNCs but even large Indian conglomerate and mid-size organisations are also opting to this as they want their businesses to be managed by reliable people”, he said. Apart from education, duration of employment, Key Result Areas (KRA), team size, achievements and compensation are very important factors to be checked, he said. The need for deeper checks has assumed importance as it had become quite common for candidates to give references of friends by claiming them as their bosses, he said. Candidates sometime “claim their colleague’s achievements as their own and overall they try to give a rosy picture which misleads future employers”, he said. It was found that professionals from small and mid-size organisations generally claimed that their responsibilities included managing operations in India as well as in the SAARC region. Whereas on verification, one gets to know that the company’s business in other SAARC countries is either negligible or it has presence in one or two countries only, says an executive of a leading hiring firm. Most of the time, people at the leadership level claim that they launched a particular product/service or they came up with a great idea. On assessment, one finds that they were just a part of the process for launching product/service. In 30 to 60 minute interview, a recruiter gets only a basic view. Well spoken people usually crack interviews and most of the time, evaluation process revolves around CVs. On job performance is not assessed and truth identification is left. So to counter this problem, companies are now verifying basic facts, doing an in-depth assessment of KRAs and are also going for discreet reference checks from industry people for present job profile of a prospective candidate. Earlier, reference checks were confined to education, employment duration, compensation and general feedback, but now it was much more than that, the executive said. Firms are now focusing on KRAs which details the exact responsibilities that a candidate handled in
previous jobs. “Often a candidate may have just peripheral knowledge of the job and might lack in-depth knowledge. The KRAs help to define what exactly are the candidate’s key areas of responsibilities in previous jobs and thereby help assess whether he could handle the scope of the new job”, Sunil said. The focus is on ensuring there was a match between the candidate’s skills and the responsibilities of the new job. KRAs being more a skill metric helps in being more accurate in terms of the candidate’s potential. The need for matching of a candidate’s skill metrics and job assumes a greater significance in jobs (especially in the technology domain) that require a very highly specialised skill set. These kinds of jobs demand a more accurate mapping of candidate skill set to ensure that there was a perfect match between the job and the candidate, says Sunil. If the expectation and performance do not match, it could all be a case of failure in the hiring process, he says. Apart from KRAs, firms were also checking out other factors. While interviewing candidates, content in their resume plays 40-50 per cent of their role in overall decision making about a particular candidate. “Any false representation of job profile achievements, academic qualifications can lead to a complete wrong hiring”, he says. “Firms ask for all copies of academic certificates along with originals, Form 16, bank statements, copies of previous pay slips, previous offer letters, photo ID card and credit cards and these all get verified through issuing authority, by sending them scanned copies of documents”, he said while talking about the in depth reference check. The oral claims of candidates are not taken just at face value, he says. “All the oral claims can be countered orally and cross questioning them from 360 degree perspective will help to understand the truth. For example, if someone claims of achieving a big sales deal, then the complete truth could be found out by dragging the discussion to micro level”. Peers and previous colleagues are strong stakeholders in whole background process check, he said. With news reports of employees in reputed firms being involved in cases of murder, child abuse, frauds, companies were also getting a verification check about a candidate’s antecedents. “Permanent and temporary address checks and police verification from those locations are also part of background reference check exercise, which helps in getting all the records about an individual (if he/ she is ever involved in criminal offence)”, he said. “There are full fledged background reference checking agencies and agents, who verify education, job duration, compensations and KRAs. Some of the areas can also be identified through discreet reference check from ex-colleagues, managers and subordinates”, he said Most of these reference check services were now available through third party and costs around $100 to 200 per case and check, he said. —
PTI
|
|
Nurture positivity Shiv Khera Q. I am a student of Class XI. I got your book “You Can Win” as a gift from my cousin about two years back. I have read this book thrice. I have even put many of the quotations into practice in my day-to-day life, and I saw them really working. By reading this book I understood the meaning of positive attitude and its importance in life. Now I am popularly known as “Miss Optimist” among my classmates and even by my school Principal. But I face a problem. The optimism in me no doubt stays for a long period but it is not there always. Often there are days when I get pessimistic. I start getting angry at small things. In spite of knowing that tension solves nothing, I still get tense and frustrated at petty issues. No doubt, I become my normal self within a few days but these spells trouble me a lot. I strongly believe that days are never good or bad, its always the consequences of our works and our thoughts that make them favourable or unfavourable for us. Then why sometimes my inner soul denies to accept this fact? I would like to mention that this pessimism is not affected by whatever happens around me. When I am in this “sad” mood then even if I get good score or a good news, I remain sad and frustrated. Because of these mood swings many of my close friends even call me multicoloured. Please guide me as I desperately want to lead a successful and happy life in future. — Deeksha A. First of all I would like to congratulate you for inculcating such optimism and a positive attitude. You deserve complete credit for this as you are the one who has put in the hardwork and achieved results. I say this because there are so many people who read my book, appreciate it but don’t implement. They continue with the negative attitude not realising that it doesn’t matter how much we eat, what matters is how much we digest. It is not important that how much we know, but how much we implement. It is great that you understand the importance of being optimistic in life. Just by becoming a positive person, you seem to have won half the battle. However, in life you will come across situations in which you become very upset and agitated, and suddenly it becomes tough to remain positive. But in those times the biggest challenge for most of us is how to stay calm and positive. To address your concern specifically: staying positive and motivated is like eating food. Just like our body needs food every day, our minds need positive thoughts every day. What will happen if you eat junk food? You’ll fall sick. That means our body does not need junk food, it needs good food. Similarly, our mind does not need just thoughts, but it needs positive thoughts, otherwise we become mentally sick. The computer phrase GIGO holds true, everywhere. Garbage in, Garbage out ! Good in, Good out ! This is true in every sphere of life. Input determines output. Seeds determine harvest. Staying positive is a matter of mental conditioning which is very similar to physical conditioning. Just as an athlete gradually builds stamina by constant practice, and then only can he run a marathon,positive thoughts have to be consciously nurtured in our mind. Try to stay positive for 10 minutes and then gradually increase the time to 25 minutes, 35 minutes and whole day, week and years. You keep conditioning your mind. Developing a positive attitude is a process, not an event. Also, as you have mentioned that your classmates and school Principal look up to you as the “Miss Optimist”, therefore, you should continue to spread the positive attitude. God bless ! You are a great inspiration to people like me also.
|
|
Bright side of dark traits
You may like a leader who is honest, calm and practical. But a new study has found that when it comes to leading, some of the negative personality traits such as being arrogant, hesitant and overly dramatic aren't a bad thing either. Researchers at the University of Nebraska-Lincoln's College of Business Administration studied the development of leaders for three years and found that negative or "dark side" personality traits have their place too. "Mae West told us that when she's good, she's good. But when she's bad, she's even better," Peter Harms, assistant professor of management at UNL and the study's lead author, said referring to the famous quote of famous American actress. "We chose to investigate so-called sub-clinical or "dark side" traits because we really didn't know much about how and to what degree they affected performance or development," said Harms. Previous research had found that positive personality qualities such as extroversion, emotional stability and conscientiousness had helpful effects on both performance and development of leaders. But, little attention has been paid to the negative personality traits and whether they are really so bad. "Was it possible that they might be beneficial in some contexts? For some of them, it turns out that the answer was yes," said Harms. The researchers found, for example, that being overly sceptical was uniformly bad for performance and development. But having a very cautious or hesitant nature was associated with both increased performance and developing leadership skills over time. The study, published in the journal 'The Leadership Quarterly', tracked more than 900 officer cadets in their second, third and fourth years at the US Military Academy at West Point. It used the Hogan Development Survey, a comprehensive measure of sub-clinical traits, to predict changes in a variety of leadership areas that were regularly assessed in developmental reviews at the Academy. Several of the 12 "dark side" traits - like narcissism, being overly dramatic, being critical of others and being extremely focused on complying with rules - had actually a positive effect on a number of facets of the cadets' leadership development over time. Harms said: "By themselves, these sub-clinical traits had fairly small effects, but when aggregated, they played a substantial role in determining which cadets developed leadership skills. "Assumptions about how these traits affected performance and development were mistaken … it appears that even negative characteristics can be adaptive in particular settings or job roles." That's not to say that large doses of these traits will make someone a great leader. "Dark side" traits have always been considered to be adaptive up to a point, Harms said. The findings, he added, could be used to tailor executive training programmes and leadership intervention programmes to employees' unique, individual needs. "Organisations should take these 'dark side' traits into account when making decisions concerning training and promotion," Harms said. — PTI
|
|
Fortnightly Quiz-373
2. How many permanent members are there in the United Nations Security Council (UNSC)? 3. In which year was Doon School established in Dehradun? 4. Which rail coach factory recently rolled out the country’s first AC double decker rake? 5. Name the world’s largest coal-producing company. 6. Which base of the Indian Air Force has become the first in the country to have parallel runways? 7. Which symbol is used for both drug prevention and fight against AIDS? 8. How many times has India completed a series whitewash of Australia in Test cricket? 9. Who is the first Indian woman to have won the singles gold in badminton at the Commonwealth Games? 10. How many medals were won by India at the recently concluded Commonwealth Games? — Tarun Sharma
Second: Rohit Sharma, class X, Happy High School, Jagsi, tehsil Gohana, district Sonepat, Pin Code – 131301 Third: Ankush, class VIII, St Carmel School, Kotli, Ropar, Pin Code – 140001 Answers to quiz 372: VVS Laxman and Ishant Sharma; Russia; Graphene; Robert G. Edwards; Desmond Tutu; Paris japonica; 1990; Bishnoi; Istanbul; Afghanistan Cash awards of Rs 400, 300 and 200 are given to the first, second and third prize winners, respectively. These are sent at the school address. Note: Kindly mention the pincode of your place on the letter/postcard to facilitate the delivery of the prize money. Answers can also be sent at
quiz@tribunemail.com
|
|
Conquer with self-confidence The more they believe in themselves the more they take control of the situation at the workplace. Here are seven tips which can help in bolstering workers’ self-confidence thus bringing laurels not only to the officer at the helm of affairs but to the organization as well.
Concrete goals
Self-confident workers have goals and plans at hand. While average workers have only wishes and hopes, self confident workers have clear-cut goals and well-planned ways to achieve and succeed. The self-confident ones know that they could never fail. It becomes easy for them to achieve because their goals are already visualised by them. They can easily see what lies at the other end of the tunnel. They never shoot in the dark.
Self-belief
Self-confidence develops when workers believe habitually in their worth and potential. It is just a matter of practice. One small success leads to another. One can’t climb a mountain in just one endeavour. It consists of a series of small steps. Tenzing and Hillary took small steps with confidence. Their last step with habitual confidence made them tremendously victorious.
Dream big
Self-confident people put no limits to what they can achieve. Once they decide their goal, they initiate their steps with confidence. They have big dreams, and once they decide to achieve them, they never look back with any sense of doubt in what they have decided to do. They are bold enough and no doubt and fear could come near them. Goethe has well said, “Boldness has genius, power and magic in it.” Self-confident workers possess such a magical power.
Overcoming fear
At times self-confident workers also develop a sense of fear. But they know how to minimise it. They admit it and gauge the height of fear. They estimate what is the worst that can ever happen, and they confront it and dissipate it. They boldly walk through self-doubt and fear and end up in success and achievement.
Commitment
Unshakable self-confidence comes from unshakable commitment to values. Self-confident people are committed. They have a policy to do or die. They never leave a task midway. When a worker has such an unshakable faith in himself, he is sure to win and achieve.
Inner peace
The inner and outer life of self-confident people is always in decent harmony. That alone keeps them at peace. Only the workers who have a peaceful mind and body can do great deeds. A disturbed worker always quarrels with his tools. But self-confident people are self-contained and exude faith and enthusiasm.
Exploit potential
Self-confident people try their hand at bigger things. Self-confident workers know how and when to use their maximum potential to achieve and succeed.
|
|
Gaming makes workers perfect
A new research has indicated that organisations using video games to train employees end up with smarter, more motivated workers who learn more and forget less. A University of Colorado Denver Business School study found those trained on video games do their jobs better, have higher skills and retain information longer than workers learning in less interactive, more passive environments. “Companies have been designing video games for employees for years but so far it has all been done on a hunch. They suspected the games helped but they could never actually prove it,” said Traci Sitzmann, PhD, assistant professor of management at the Business School. Sitzmann spent over a year examining 65 studies and data from 6,476 trainees and discovered those using video games had an 11 per cent higher factual knowledge level, a 14 per cent higher skill-based knowledge level and a 9 per cent higher retention rate than trainees in comparison groups. She said games work best when they engage the user, rather than instruct them passively. She found 16 per cent of the games she studied were too passive and no more effective than other teaching methods. Second, employees should have access to the games whenever they like. “One of the advantages of games is that they are intrinsically motivating, resulting in employees choosing to repeatedly engage in game play and mastering the skills,” Sitzmann said. Finally, video games must be part of the instruction but not the only instruction. Employees must be taught before and after the games to ensure they grasp the entire scope of the job. “Remember the video game is a tool and not a substitute for training. But if you can engage your employee with the video game, you will likely get a well-trained worker,” Sitzmann added. The study will be published in the winter edition of Personnel Psychology. — ANI
|
|
Gems of ancient wisdom
Offer something positive Contrary to popular perception, bosses and workers are not in rival camps but working for the same product. Instead of rejecting all that the other proposes just for the sake of opposing, try offering something positive once in a while. Even while poor Sudama had nothing to offer to Krishna, the one who has it all, he offered him a handful of flattened rice (poha). The Lord, in return, gave him riches to last a lifetime. When Sakhwal, a low-caste sand merchant in Kathmandu, chanced upon a heap of gold, he decided to repay the debts of all poor persons in the realm. King Jayadeva Malla not only saluted him, rechristened him Shankhdhar after Lord Vishnu and took him inside Pashupatinath Temple, but also had his statue installed at the southern gate. Nepal still follows the Shankhdhar calendar that started on the day Sakhwal took the vow to help the poor. After his army was routed at Takshshila, Seleukos Nicator, Alexander’s General, sought peace with Chandragupta Maurya. The founder of the Mauryan Empire not only signed the treaty of Takshshila, but also married Seleukos’ daughter Diophantes. Only one among the Trinity — the ascetic Shiva — remained to be married, so Brahma and Vishnu proposed the marriage of Sati, Chief Prajapati Daksha’s daughter and Brahma’s granddaughter, to him. “If she can be a yogini when I become yogi and a loving wife when I turn householder, I will accept her,” Shiva said. Becharmed by her, Shiva married her not once but twice. While positive gestures breed good, negativity gives rise to confrontation. After her offer for marriage was rejected by Salva and Vichitravirya, Amba sought to marry Bhishma. He refused and she became the cause of his fall at Kurukshetra. Arjuna, shielded by Sikhandin, who was Amba reborn, shot fatal arrows at the infallible warrior. “Give the Pandavas their share. This way, you will continue as king and your son as crown prince,” said Krishna to Dhritrashtra. The non-budging attitude of Duryodhana caused the 18-day carnage at the ‘land of the Kurus’. Whenever did some good come out of the bad? — Sai R. Vaidyanathan The writer can be contacted at svaidyanathan@tribunemail.com
|
|
|
Youth in the region have always had fascination for foreign lands. Thus it is no surprise then that Punjab alone counts for around 35 per cent of the total immigration to Canada from India. Around 15,000 people go abroad from Punjab every year, whether for education or for work purposes. In many areas in the state whole families have shifted base to countries like Canada, USA and the UK. Sensing a business opportunity in guiding people through the cumbersome immigration process, people have started immigration and overseas education consultancy business.
Q. Please tell me something about the Sub-Officers’ course for joining the fire service.
In order to ensure a perfect match between the job and the candidate, more and more employers are now going beyond a basic reference check and deploying a variety of tools to verify their antecedents.
“A decade ago, reference check of candidates used to be quite basic but for the last five to six years, it has been observed that most global and large organisations are very conscious on checking candidate’s antecedents, which is deeper than a reference check”, Sunil Goel, Director, GlobalHunt, a leading executive search firm, said.
Q. I am a student of Class XI. I got your book “You Can Win” as a gift from my cousin about two years back. I have read this book thrice. I have even put many of the quotations into practice in my day-to-day life, and I saw them really working. By reading this book I understood the meaning of positive attitude and its importance in life. Now I am popularly known as “Miss Optimist” among my classmates and even by my school Principal.
Youth in the region have always had fascination for foreign lands. Thus it is no surprise then that Punjab alone counts for around 35 per cent of the total immigration to Canada from India. Around 15,000 people go abroad from Punjab every year, whether for education or for work purposes. In many areas in the state whole families have shifted base to countries like Canada, USA and the UK. Sensing a business opportunity in guiding people through the cumbersome immigration process, people have started immigration and overseas education consultancy business. The business is booming as there are no restrictive barriers or any regulating authority. It is estimated that there are about 500 immigration consultants operating in Punjab alone.
A. Being a state subject, fire services are administered by the respective states/ UTs. The Ministry of Home Affairs renders technical advice to states, UTs and Central ministries on fire protection, fire prevention and fire legislation.
A. In the healthcare segment, you could look at marketing jobs either in hardcore pharmaceutical companies or those in the nutraceutical sector (i.e. those manufacturing nutritional supplements, energy drinks and related products.
A. The Indian Institute of Science, Bangalore does not offer M.Sc. programmes as such. But, with a B.Sc. degree, you can apply for their Integrated Ph.D. programme (through the JEST), which includes a two-year M.S. course comprising optional as well as compulsory subjects. The Department of Physics at IISc is mainly oriented towards “condensed matter theory and experimental” work. You can obtain an M.S. degree after successfully completing the course and move on to Ph.D. programme in any of the subject areas pursued in the department (Please check www.physics.iisc.ernet.in for more details on research areas).
1. In which country were miners rescued after remaining trapped for 69 days inside a collapsed gold and copper mine recently?
Winners of quiz 372: The first prize by draw of lots goes to Jayant Arora, class IX-B, Our Lady of Fatima Convent Secondary School, Ajit Nagar, Patiala, Pin Code – 147001
Self-confidence in workers is a boon for the workplace. It helps workers to shed those insecurities which prevent them from achieving and succeeding in their careers. 