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Business of healthcare
JOB bUZZ
New job hunting grounds
Accenture grant
LIFE’S LESSONS
Course chat
Being BOSS
Power naps
NEWS BOARD
Designing a lucrative career
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Business of healthcare
Healthcare is one of the fastest growing sectors in India. This sector is growing at the rate of about 15 per cent per year and is expected to reach US $ 40 billion by 2012 and US $ 280 billion by 2020. At present the private sector accounts for 80 per cent of the total healthcare spending in India. Privatisation has also resulted in increased competition, better quality of healthcare services at competitive prices and the use of innovative techniques to satisfy customers.
The sector is witnessing rapid growth of corporate hospitals with state-of-the-art healthcare facilities, and a healthy growth of medical tourism in India. Booming population and increasing health consciousness among Indians has added to the significance of this sector. These factors have created a significant gap in demand and supply of trained healthcare personnel resulting in enhanced need for trained management professionals in this sector. People are key to the success of healthcare organisations. Realising the growing need and importance of this sector, several management institutes have introduced specialisations in healthcare management in their MBA programmes or have started a new specialisation in Healthcare Management. MBA in healthcare management can be used as an effective tool to exploit the present environment. MBA in healthcare Management prepares graduates professionally for this sector. The main objective of this programme is to provide students with an integrated, contemporary, and multidisciplinary education. This includes an understanding of the modern healthcare industry and enhancing knowledge, skills and abilities to assume administrative roles in various organisations in the industry. The programme also gives an opportunity to develop leadership skills and a platform to interact with diverse specialists in the healthcare industry thereby integrating theory and practice in management.
Healthcare Management
MBA in healthcare management teaches management principles in finance, operations, and communications and in other areas specific to this sector. The degree can also meet the urgent and long-term requirements of hospital administrators, hospital services, operations managers, chief executive officer of healthcare organisations, health executives, hospital accreditation experts and consultants, hospital legal system advisers, hospital architecture planning and designing consultants, hospital project consultants, medical tourism executives. Apart from jobs in hospitals, it can also make one eligible for getting jobs in pharmaceutical companies, credit rating firms, NGOs, health insurance companies, e-health ventures etc. Students with a degree in healthcare management can also have job opportunities in the medical tourism industry. A recent trend in healthcare sector is of medical students going for a management degree. As many as 50 per cent of healthcare management students are doctors. Many pharmaceutical companies as well as consumer healthcare and medical devices/equipment companies, these days, prefer to hire doctors as brand managers. These professionals generally go up the ladder to become marketing directors, medical directors, and managing directors. It is expected that the growth rate of healthcare management jobs will almost double in the next couple of years, which will make it an important sector in the employment arena.
Opportunities
Hospital Administrator A hospital administrator functions like a de facto CEO or business manager and is fully responsible for the smooth, efficient and day-to-day running and operations of a hospital. Responsible for managing operations, he plays a leadership role and is involved in identifying potential hospital locations, hiring doctors/staff etc. Head of Operations Head of Operations leads a team of doctors and maintains the profit maximising objective of a hospital.
CEO
CEO is responsible for making strategic plans and setting business objectives, evaluating the profitability of various plans, focusing on generating revenues. He decides and implements the financial investment plans for the company, analyses and distributes budgets etc. He is responsible for the overall performance of the company in terms of sales, future plans etc. Health Executives They are responsible for multipurpose tasks like visiting doctors to promote and develop a hospital, creating promotional strategies and achieving sales target to meet different requirements. Medical Tourism Executive He is responsible for counseling of patients and their queries and makes arrangements for their visit with their board arrangement/collecting reports on e-mails/ discussion and giving replies to the patients related queries. Hospital Project Consultant He is responsible for different types of jobs such as *
Management of international and Indian public health and hospital software projects. *
Managing a team of domain consultants for successful deployment. * Developing methodologies for deployment and training domain consultants team for the same. *
Interacting with architects, designers and team leaders for development projects. *
Interact with stakeholders of public health organisations/hospitals for project planning, organising, executing and monitoring. *
Focusing on customer satisfaction, timely deployment and high degree of quality and success.
The writer is Dean Academics, Invertis University, Bareilly
INSTITUTE WATCH * The Institute of Health Management
(IHMR), Jaipur * TATA Institute of Social Sciences, Mumbai *
All India Institute of Medical Research, New Delhi * Invertis University, Bareilly *
DMS, Indore * Madurai Kamraj University, Madurai
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JOB bUZZ Charandeep Singh Perhaps the most significant contribution of the rise in the economy has been of the financial sector, where increasing opportunities have resulted in multiple job openings for people having different qualifications and experience. As the stock markets are escalating so are the job opportunities in the financial sector where the companies are trying to consolidate and diversify their operations like never before. The resultant effect is higher retainership packages being offered as well hike in the variable payouts in order to retain the performing resources. Soumantha Bose, executive chairman of Manpro India, says: “The optimism of Indian employers reflects the pace at which business throughout India is growing post recession, especially in the financial sector, which has now been regulated by a slew of reforms”. Let us study the employment scene in key components of the financial sector: Banking Services
The banking industry is on a roll since the past two quarters. The interesting aspect is that the action is not only restricted to big cities, but is also hectic in Tier II cities and towns. Or one can say that rural banking is now a priority. “We opened our branches all across Punjab in the major rural centers. For example we have a branch in Landran near Chandigarh and similarly we have also come up with a branch in Payal near Ludhiana”, adds Amandeep Sikand, Senior manager, HDFC Bank. Even Kotak Bank and IndusInd Bank are expanding their base in the countryside pretty fast. Now banks have positioned themselves as one-stop shops selling deposit products, loans, credit cards, debit cards, depository and custody services, investment advice, bill payments and various transactional services, apart from third-party products such as mutual funds and insurance to retail customers. “We are offering our customers in rural market the entire range of products which we offer to our clients in metros and other big urban hubs as well. We are bringing banking at the doorstep of villagers”, remarks Inderjit Singh, who is working with Yes Bank. With all this expansion a lot of jobs are on offer. Most of the hiring is at the junior and entry level as also at middle management level with people with the right kind of experience. Senior management is more or less settled everywhere. Now, interestingly many banks are getting into “Privilege Banking”, which is a personalised service for a niche customer. It was earlier also in the banking portfolio, but now most of the banks are very seriously developing this vertical since it is normally associated with people having large accounts. “We are recruiting a specially empowered team which would only deal with our privilege banking customers”, says the spokesperson of Axis Bank. Even PSUs are recruiting in bulk, in view of the large number of retirements coming up. “Vacancies are coming up both at the supervisiory level and in the managerial cadre”, says Kailash Tripathy, Chief Manger of a nationalised bank. Furthermore, six new licenses are to be given to operate new banks. “So as and when their operations start a lot of action on the job front is expected at that point of time also as there would poaching of resources from the existing banks and job shifts with new vacancies also being created”, observes Aman Bhardwaj, who is a manpower provider to various banks.
Securities Market
Buoyant capital markets have propelled the demand for experienced as well as freshers in this industry. Opportunities lie in areas of investment management, sales and marketing, back office operations, customer care, risk management and other related areas. Most of the companies are in an expansion as well as consolidation phase. “Basically as of now, the emphasis of all the companies is on consolidation and the productivity of employees. Earlier, it was distribution in one office and the brokership business in a separate office and that too with separate teams. Now all of it has been clubbed. A company operates all its verticals under one roof and that too with the same team”, observes Vikram Gupta of Edelweiss. So basically as of now requirement is not of specialised people, but of candidates who can sell multiple products. “See it has all come down to productivity per employee and cost consciousness. Now you have the same person selling wealth management portfolio as well as Dmat Accounts”, says Aman Bhardwaj. These companies are so aggressive that apart from enhancing their product range, some of them are now exclusively selling real estate as an investment instrument. Companies like Il&FS, India Bulls, Religare etc are all strengthening themselves. New currency in this market is the dollar denominated products which are being sold as investment propositions. “Our product range has enhanced manifold. So with certain complex products coming in we are very specific in hiring the new resources at man management profile. Plus we hire resources who are jack of all trades and are able to do multiple selling of our products”, adds Arun Mahajan of Religare.
Life Insurance
Insurance industry is streamlining itself. It is in a consolidation phase. The reckless opening of new locations is a thing of past. “Actually recession never hit India. It was only in the air, but that time of two years gave companies a lot to brood over and decide how to strategise further. Earlier, there was a rat race, but now there is a lot of rationale and thought behind every move”, observes Manjit Sidhu, who was earlier National Head Corporate Business Bajaj Allainz. Companies have cut down the head count, but the cascading effect is that the targets have also reduced. “When we promote an employee we don’t look into his revenue generation alone. We are more concerned about how he has performed as a manager on the whole. We give due credence to the fact that how many among his reporting staff have got a promotion. Life insurance as an industry is maturing, and in coming times it would gain strength”, observes Jatinder Sandhu who works as a location head in a life insurance company. Since one of the major problems plaguing life insurance industry is attrition and the distribution model is manpower centric, so openings are there but mostly at junior levels. Even the various verticals Bancassurance and Alternate channels have trimmed down, with more stress on customer retention than on acquisition. A lot of stress now is being laid on persistency and renewals. “The sales team these days is even having renewal targets in their monthly target plans”, adds Ajay Sharma of LIC.
Financial Consultancy
Financial Consultancy as a field is growing fast. It is an area where experts from banking and capital markets are taken up by big IT companies as “domain managers”, to act as via media between their global and Indian clients and help them in software development and testing for their big projects. “My core expertise is annuity products in life insurance. It was on this basis that I was taken up by my present organisation so that I can act as an interface between them and their global insurance clients”, says Rakesh Sharma who was earlier working in the LIC and is currently with HCL Financial Services. Most of the IT czars have ventured in the area and are having international projects up their sleeves. So the demand for professionals in the area is only going to rise further with exponential salaries.
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New job hunting grounds
With increasing number of users globally, social networking sites such as Facebook and LinkedIn are turning out to be happy hunting grounds for employees seeking new jobs.
Majority of employees surveyed felt that social media are helping them to find new jobs quickly and efficiently, according to HR services firm Ma Foi
Randstad. “... 82 per cent of Indian employees are extremely confident on using the social media such as
Facebook, Twitter and LinkedIn to enable them to find a new job quicker and more efficiently,” Ma Foi Randstad said. The survey focuses on 'mental mobility status' of employees — reflecting their readiness to change jobs. About 87 per cent of Indian employees use social media to find information about an organisation’s work culture. “... 75 per cent track movements and events of their favourite companies, so that they are up-to-date for attending job interviews and 75 per cent would hesitate joining a company if their co-workers have given negative reviews about the company,” it added. Moreover, the survey found that 90 per cent of Indian employees have an individual accounts on
Facebook, Twitter, LinkedIn and out of them, 81 per cent use it for professional purposes. Among the Indian cities, employees in Mumbai (85 per cent) and Delhi (83 per cent) are most confident about finding a job through social media. As per the report, Indian workforce continues to be the “most mobile in the world”, with an index score of 145. India is followed by China and Mexico. The findings are based on a survey of over 60,000 employees in 26 countries. “Social media has become a potent tool for both employers and employees and as a low cost-high return option, recruiting through social media will soon become a key differentiator in the current global recruitment market,” Ma Foi Randstad's MD and CEO E Balaji said.
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Accenture grant
IT and IT enabled service provider Accenture and Accenture Foundations have awarded Plan International a grant of $ 1.93 million to help provide training and career opportunities for approximately 3,500 underprivileged young people in India and Vietnam.
“Supporting Plan International helps bring to life Accenture’s commitment to building skills — drawing on our people’s passion, experience and dedication to developing and nurturing talent,” said Adrian
Lajtha, chief leadership officer at Accenture in a statement. The grant consists of cash as well as the time and skills of Accenture employees and builds on pro bono work done by Accenture in the Netherlands. The award is part of Accenture’s Skills to Succeed initiative, which has plans to equipping 250,000 persons by 2015 with the skills to get a job or build a business. The grant will help provide underprivileged 18 to 25 year olds with skills training, as well as life skills and work readiness training to prepare them for jobs in industries such as information technology, customer relations, business process outsourcing and electronic repair. An individual will be given two-year training under this
programme. The two-year programme will build networks of employers to match trainees with local job opportunities. “It’s possible to make a significant, lasting impact on the economic well-being of individuals by developing skills and connecting people with the right job opportunities” said Plan International CEO Nigel Chapman. — PTI
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Passport to success
I.M. Soni A polished personality is, at core, a magnetic one - passport to success in social life, and an excellent career-push. Many youngsters nurse the illusion that it is an inborn quality. Hence one is lucky if one has it and those who don't can do nothing about it. If you have nurtured this concept, then you are a fatalist who follows the lines on his palm but makes no effort to re-cast them. True, good physical appearance is a gift of God. But there are millions in the world who have been deprived of good looks and yet they have attractive personalities. Attractive appearance and a polished personality are two different things that are often confused and equated with each other. The former denotes physical features, the latter mental, intellectual and other invisible attributes. For example, a girl may have a fair, lovely complexion, raven crop of hair and a stunning figure. She has an attractive appearance. But this does not mean that she has a mentally and intellectually impressive personality. She may be a dove outside but a dodo inside! A polished personality is burnished, lustrous and refined. What can you do about your personality? You can transform it. You can re-cycle it by changing the perception of your appearance - a solution which is practical and attainable. "What really matters is how you feel about your looks. It is more important than how you actually look". Men and women who perceive themselves as physically unattractive tend to have poor self-esteem, difficulty in social situations and career problems. A poor body image is one of the main elements in self-rejection. To live without self-acceptance is tormenting. Looks do count in work and career. But everyone is not born a Katrina or Ranbir. People are drawn to those with impressive appearance. However, the effort you put into accepting your appearance is of more enduring benefit. Positive thinking and appropriate actions are the keys to accept your appearance. You can learn to like far-from-ideal looks. A polished personality is not necessarily just a stunningly beautiful or handsome appearance. It has attractive attributes which exert an irresistible power over others. Such a person makes friends easily, has little difficulty in exercising leadership. He carries others along effortlessly. In short, he draws people to himself. This is an invaluable asset in climbing the slippery stairs of success. Personality is a fabric of many interwoven tricots, as a rug woven of many strands of difficult colours. Your personality is unique. Develop it. Make it grow, naturally like the branches of a tree. First of all carry out a self-assessment exercise and then set about changing your personality accordingly. There is no reason why you should not have what you want. It is a matter of developing certain habits and attitudes. Be friendly and give evidence that you are. Don't wait for others to take initiative. Do it yourself. Open conversation without waiting for others to break the ice. Offer help or information or do something that will help others to be more comfortable or competent. Be more outgoing and trusting. Do like people. See their good points. Make the other person talk about himself and his interests. A good talker talks about others, a bore about himself! Les Giblin in How to have confidence and Power in dealing with People, describes this as giving your conversation a "You-turn". An attentive ear and you have bagged the man! You can give refreshing novelty and robustness to your personality by challenging and questioning stereotypes. "What is the justification for it?" can provide you new vistas of thinking. The more persistently you press such questions, the more deeply you pursue knowledge, steering clear of superficialities. Such an approach makes you more self-reliant and an objective thinker. One way to win someone's esteem is to boost his ego by praising and appreciating. Be generous in praise. To refuse praise amounts to censure! Look at things from the other person's viewpoint. It develops understanding. When it is found that you have this quality, you are bound to be known as an attractive and a pleasant person. This good quality nurtures harmony in social, business and professional spheres as it reduces the areas of conflict and friction. The great advantage is that others give favourable assessment of your personality.
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Diploma in IP and Patents
Global Institute of Intellectual Property (GIIP) has invited applications for nine-month (full-time) Post Graduate Diploma in Intellectual Property Rights and Patent Management. The course tenure will include three months’ Corporate Internship (to be arranged by the institute for all participants). The course includes up-to-date education in the US, European and Indian patent laws and procedures. Curriculum will cover technical, legal and management aspects of intellectual property and patent processes. The focus is to develop skills in areas like Prior Art/Patent Searches, Analysis, Landscaping, Claims and Specification Drafting, Filing and Prosecution. Training methods include classroom lecturers delivered through video conferencing, mentoring sessions, illustrations and case study methods, individual guidance from IP practitioners and experts. The assessment methodology includes classroom assignments, group discussions and final examination. Only 45 Seats are available (30 at Delhi and 15 at Bangalore centre). Selection will be based on merit, personal interview and written examination (optional). GIIP will provide internship and placement, to all participants, at renowned organizations in India with improved roles, responsibilities and remuneration. Aspiring candidate should be Graduate/ Post-Graduate/PhD with Science, Engineering and other technical degrees or Domain experts, Research scholars, Professors or Legal Professionals (LL.B. & LL.M.) with technical background. Candidates appearing for final year/ semester exam are also eligible to apply. The programme will begin from June 24, 2011 at New Delhi. Last date for submitting applications is May 15. Those interested can send the filled-in application form, available on GIIP’s website (http://www.giipinfo.com), to admissions@giipinfo.com. Diploma in Make-Up Artistry Make-up Studio Training Center (MSTC) has announced admissions open for its diploma course in Comprehensive Make-Up Artistry (CMA). This course is accredited with ANBOS (a European certification body based in the Netherlands) which helps students get recognition and acceptance through internationally recognised certification. The course duration is 216 clock hours (approximately 40 days) and the programme is divided into threelevels — from the basic to advance levels — with content delivery done through audio visual aids, handouts and demonstrations. An eligible candidate should have completed their senior secondary education (10+2) although previous industry experience is not a pre-requisite. The course fee is Rs 60, 000 (plus taxes) and total 10 seats are available. The deadline for submission of forms is June 1, 2011 and the course will commence from June 13. Application forms can be downloaded from MSTC’s website www.makeupstudio.in.
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Difficult juniors
Tactful handling can make argumentative subordinates an organisation's assets, writes D.C. Sharma Putting forth points and counterpoints is common in any work place scenario. The general perception that the boss is always right, however, doesn't hold good always. In order to allow a free flow of ideas the rule of hierarchy has to be softened often. But this may lead to unnecessary arguments and discussions between the boss and subordinates which may hit productivity. It is usually a tough take to keep bright and promising subordinates in line as they can be argumentative and stubborn at times and are difficult to manage in decision-making situations. So a boss has to know the art of dealing with argumentative subordinates. In order to enhance productivity, it becomes the duty of a competent boss to "tame" such subordinates in the interest of the organisation. An employee with potential knows his value and worth and when he finds his personality in conflict, he becomes argumentative. This behaviour originates usually from his yearning for appreciation and recognition. When these innate desires are not met then a person gets into the argumentative mould. A sensible boss must know how and when to strike the iron in order to enhance productivity. The "taming" is necessary for maintaining overall discipline. If a boss allows bright subordinates to argue and challenge his views always then even weak employees may get emboldened. All it takes is to effectively handle the ego of each worker individually. It does not cost anything but just a little diplomacy and understanding of the psychology of a subordinate. Give control
Self-esteem is the byproduct of how we all live our lives and therein lays the secret of all workplace conflicts and interpersonal relationships. Self-respect leads to self-esteem. When an employee does a work in his own way he gains self respect. He feels good in doing so. Every employee needs such a sense of dignity and then his output also increases substantially. If the boss tries to interfere unnecessarily and hurt his subordinate's self-respect, the only alternative left for a promising worker is to argue and challenge authority. Boss/manager must never forget that he needs output so some amount of freedom has to be allowed to a subordinate.
Sympathetic ear
Emotional, financial, and physical stress can wear out a worker. A superior should always be sensitive to this aspect while dealing with promising subordinates. He should not always put himself on a high pedestal and deliver sermons to his juniors. In case an argument ensues, the boss should not snub his junior rather he should hear out the agitated employee before explaining his own viewpoint.
Appreciation
A bright worker gets agitated and argumentative if he feels that his boss dislikes him. That makes him feel threatened at the workplace. In such a situation the boss needs to frequently give compliments to his bright subordinates. Such compliments produce reciprocal effect and build a worker's self-respect and trust. It is also a good strategy to appreciate a good worker in front of others and not only on his face. Such honest comments have a far reaching and work like magic bringing about a thorough change in the behaviour and attitude of a bright worker. In nine out of ten cases a good worker becomes argumentative when he has an important idea which he wants to share. When he is ignored he feels challenged and thus gets agitated. A wise boss must know when and how to appease the inner thirst of such a worker in the larger interest of the organisation. When the self-respect of such a potential worker is restored and his idea is appreciated he can prove to be an asset for the organisation. In case his idea is not worth appreciating, then he may at first be calmed down and then be convinced.
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Power naps
Napping on the job is still a fireable offence in the US, but more bosses are realising that allowing a power nap for the staff could be a good strategy to maintain their alertness.
New research from the Society of Human Resource Management shows this year more employers are slowly building nap rooms for workers to get some shut-eye during the day. It’s a relatively new concept with a one per cent uptick this year, according to the group’s survey, which says six per cent of employers provide nap rooms compared to five per cent last year. “In most workplaces, especially workplaces involving safety, you want your workers to be maximally alert, and napping is actually a good strategy to maintain alertness,” CNN quoted Dr Thomas Balkin of the National Sleep Foundation as saying. “If you’re really serious about giving your workers eight hours of sleep which is about ideal for an adult, then you should give them 12 hours off between shifts. That’ll give them enough time to commute, eat, bathe, socialise, watch TV, read the paper, do things they want to do. If you don’t give them enough time to do those things and sleep, it’s going to cut into their sleep time,” Balkin says. For example, Yelena Shmulenson works two jobs in Manhattan, and is sleep-deprived. She says her workload is nonstop and she can go a week working as an administrative assistant at a boutique law firm without getting up for lunch. At night, she pursues an acting career. What suffers is her sleep. So for the past two years, she pays to go to what she calls her “oasis” in the city, a spa which offers nap rooms for clients. For $17, she can take a 20-minute power nap that keeps her going for the rest of the day. Shmulenson says, “It really does the trick”. — PTI
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Reverse brain drain
One of the top mega trends that will influence and shape the world in the coming years would be reverse brain drain, with a steady flow of foreign nationals and migrants returning home to fill vacancies for the senior level positions, says a study. According to a new report by Frost and Sullivan one of the top global mega trends the world will witness reverse brain drain, wherein the vast vacancies for CXOs in countries like India will be filled not only by returning Indians, but also by Americans and Europeans seeking better prospects. There will be as many as two million BPO-KPO jobs for foreign nationals from China, Poland, Philippines, besides, salary given by the BRIC nations would be at par with developed countries (in terms of purchasing power) and even more benefits. The objective of the report titled — World’s Top Global Mega Trends to 2020 and Implications to Business, Society and Cultures — was to provide companies with special reports to focus on the evolution of these global trends to help them drive growth and innovation in a rapidly changing environment. “Frost & Sullivan defines Mega Trends as global, sustained and macroeconomic forces of development that impact business, economy, cultures, careers and personal lives, thereby defining our future world and its increasing pace of change,” Frost & Sullivan Partner, Sarwant Singh said.
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Designing a lucrative career
Today's world is an advertisers dream with more and more money being ploughed into advertising and promotion of products and services. This is the age of the market leaders, all vying for our attention. A well-planned retail store layout allows a retailer to maximise the sales for each square foot of the allocated selling space within the store.
The very reason for retail giants being hugely recognised today is the way in which they have marketed themselves. An attractive display makes all the difference. These days every person wants the things to be well organised and the stores need to be designed in a way which helps the customers to identify the brands and unique products of their choice. Rapid growth in the retail sector has increased the demand for retail management professionals to process all merchandise shipments, to achieve store sales and profitability, for the administration of stores as well as for communicating with the clients.
Prospects
There are vast career prospects in the field of Retail Design. There is a growing consciousness for designing in the people all over the world. After completing a course in retail design one can opt for positions like store manager, retail managers, retail buyers, retail design/visual merchandise, merchandise planning and product developers. Designing as a career has good scope and is a very interesting field where one gets a chance to showcase one's innovativeness and creativity. A designer's basic role is to understand the business requirements and design a solution to fulfill these. Job prospects in retail design are exceptionally bright for talented professionals. There is a lot of scope for freelancing and entrepreneurship. A retail designer can revive the entire ambience of a place through his work. He needs to work very actively keeping in mind the business and marketing strategies being executed. The retail sector in India is dominated by the companies like Future Group, Tata Group, Reliance India, RPG Group, Raymond's, Barista, Café Coffee Day, Bata, Crossword etc. They offer large employment opportunities for the qualified retail management professionals. Vacancies are available from the entry to senior management level. Multinational companies such as Pizza Hut, Adidas, Nike, Dominos, Kodak, Benetton, Sony, Sharp and Levis are also recruiting skilled professionals. The growth of luxury retail has also brought higher standards in store designing and visual merchandising leading to higher requirement of trained manpower in design.
Getting in
Many colleges, institutes and universities offer degree, diploma and certificate courses in Retail Designing and for this minimum eligibility criterion is Plus II pass in any stream. Some institutions also have an entrance test. You can also get admission into this course even if you do not have a regular higher secondary degree; with some practical experience in designing.
Remuneration
It is a highly remunerative field as the demand is quiet high for designers. The basic average salary offered to a fresher range from Rs 18,000 to Rs 20, 000 per month. Experienced ones can earn in lakhs. Growth in this filed purely depends upon the abilities of the respective candidate. One has to be very creative and competitive to beat the competition. With some years of experience and extraordinary talent one can easily reach up to Rs 50,000 - 60,000 per month.
The writer is senior faculty member in Retail School (IRS)
Institute Watch
A-21/12, Phase-II, Naraina Industrial Area New Delhi, 110028 NIFT Campus Hauz Khas, Near Gulmohar Park New Delhi - 110 016 National Institute of Design Core 6A, 3rd Floor, India Habitat Centre Lodi Road, New Delhi - 110003
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Happiness @ work
When Shiva blessed Anjana that she would give birth to a son as strong as him, Vaanara King Vaali felt threatened. He poured molten ore on Anjana’s pregnant womb to terminate the foetus, but Hanuman came out of the womb unscathed. The ore resulted in Hanuman being born with earrings. King Bali felt comfortable till Vaaman, Vishnu’s incarnation as a dwarf, kept his low stature. But as soon as Bali promised to give Vaaman three paces of land measured by his foot, Vaaman began to grow. This led to panic in the Rakshasha camp. Mauryan Emperor Bindusara had 100 sons besides Ashoka. Ashoka’s excellence in the art of war made all his brothers feel insecure. Bindusara’s death led to a tussle among brothers which, as expected, Ashoka won. Weak situations allow the growth of weak bosses. As Krishna and Arjuna, the only two who were capable of negotiating the Chakravyuha in the Pandava camp, were busy tackling the win-or-die Samshaptakas, the Pandava camp was forced to choose half-trained Abhimanyu to lead the charge into Drona’s circular formation. As princess Amba shut her eyes and Ambalika turned pale during Ved Vyas’ advances, Dhritrashtra was born blind and Pandu was born physically weak and sexually impotent. Hence, the Kurus had to first make do with Pandu as King of Hastinapur. The situation turned worse with Pandu’s death and the blind Dhritrashtra was forced to assume charge. As Maharaja Ranjit Singh had become too powerful, the British decided to sign a treaty with him and wait for his death to complete their conquest of India. To get their king out of listlessness, courtiers of Pundra (modern north Bengal) made a proclamation that their King Vaasudeva was the incarnation of Vishnu and not the Krishna of Dwarka. The masses accepted the propaganda and started worshipping Vaasudeva. To keep status quo, make sure your tail is tucked between your legs so that your boss doesn’t trip over it. — Sai R. Vaidyanathan The writer can be contacted at
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Healthcare is one of the fastest growing sectors in India. This sector is growing at the rate of about 15 per cent per year and is expected to reach US $ 40 billion by 2012 and US $ 280 billion by 2020. At present the private sector accounts for 80 per cent of the total healthcare spending in India. Privatisation has also resulted in increased competition, better quality of healthcare services at competitive prices and the use of innovative techniques to satisfy customers.
The sector is witnessing rapid growth of corporate hospitals with state-of-the-art healthcare facilities, and a healthy growth of medical tourism in India. Booming population and increasing health consciousness among Indians has added to the significance of this sector.
Perhaps the most significant contribution of the rise in the economy has been of the financial sector, where increasing opportunities have resulted in multiple job openings for people having different qualifications and experience. As the stock markets are escalating so are the job opportunities in the financial sector where the companies are trying to consolidate and diversify their operations like never before. 
Putting forth points and counterpoints is common in any work place scenario. The general perception that the boss is always right, however, doesn't hold good always. In order to allow a free flow of ideas the rule of hierarchy has to be softened often. But this may lead to unnecessary arguments and discussions between the boss and subordinates which may hit productivity.
One of the top mega trends that will influence and shape the world in the coming years would be reverse brain drain, with a steady flow of foreign nationals and migrants returning home to fill vacancies for the senior level positions, says a study.
According to a new report by Frost and Sullivan one of the top global mega trends the world will witness reverse brain drain, wherein the vast vacancies for CXOs in countries like India will be filled not only by returning Indians, but also by Americans and Europeans seeking better prospects.
Today's world is an advertisers dream with more and more money being ploughed into advertising and promotion of products and services. This is the age of the market leaders, all vying for our attention. A well-planned retail store layout allows a retailer to maximise the sales for each square foot of the allocated selling space within the store.
The very reason for retail giants being hugely recognised today is the way in which they have marketed themselves. An attractive display makes all the difference.
Indian Retail School