Success beyond the barriers of age
Khushwant s. Gill

In today’s dynamic and fast-paced work culture, age has come to play a more complex role than it did earlier. Traditionally, seniority went hand in hand with age. While this will broadly always be the case, the trend of younger bosses and older employees is gaining steam, especially in India. Young bosses with a dynamic and balanced outlook are breaking new ground in India Inc and are in top positions in corporate hierarchies.

In a world where stability has become synonymous with the ability to adapt to change, companies can no longer operate with a hierarchical, ‘walled-off offices’, ‘top-down’ rigid structure. Power is more decentralised and decision-making more democratised. In such an atmosphere ability and talent, which are generally independent of the age factor, come readily to the forefront and are consequently rewarded with promotions and power.

While changing demographics are propelling younger workers to the forefront and putting them in positions of responsibility, the challenges being faced by them have also multiplied manifold. Here’s what some young bosses have to say about the challenges of taking the reins at a young age 

The error of youth is to believe that intelligence is a substitute for experience,

While the error of age is to believe that experience is a substitute for intelligence.

— Ernest Hemingway 

Garima Moitra, Head-Internal HR, Unison, “A young management graduate joins an FMCG’s sales team and probably spends about a year in the field learning the ropes and interacting with clients. After this he is promoted and suddenly finds that he/she is the boss of people with five to eight years of experience and a more intimate knowledge of the market. This scenario can be a potential cause of friction, but it is here that the innate ability of the young boss, the professionalism of the company make a difference. If all three elements are of a high quality, then after a brief period of friction, things settle down and the team moves forward.”

Udit Mittal, Founder & MD, Unison, a career counselling and placement firm in Gurgaon, started in the business when he was just 24. “In the beginning it was a little challenging. People like me were considered brash and impulsive youngsters who had a long way to go before they became good managers or owners. But, as my decisions and management style started bearing fruit, the senior member of my team started taking me seriously. There are two kinds of people — those who don’t want to work for someone younger and those who are more practical. The latter group feels that as long as the manager is efficient, no matter his age, it is of benefit to everyone.”

The top management has to take care of two basic elements. First, foster a work culture which combines experience and an old-fashioned work ethic with a contemporary office atmosphere and a constant focus on innovation. Second, be supportive of the young boss. They have to put in place systems that help his or her growth within the company. 

Gagan Chhabra, Managing Partner of Ardisons, manufacturers of distribution and power transformers, emphasises the need for a synthesis between experience and innovation. “With their years of experience and their knowledge of the personalities in the company, older employees usually have valuable input on most issues. The ideal would be a combination of their experience and the fresh ideas and outlook of the younger employee, or the younger boss, as the case may be. A company having these two elements in balance is heading for growth and stability.” 

Hardeep S. Chandpuri, founder of a broadcasting academy in Chandigarh who is soon going to launch a course in Luxury Brand Management, feels that how a younger boss is accepted solely depends on an individual. “I started as a young entrepreneur and faced resistance on account of my age from all quarters — external as well as internal. But I learnt that one has to believe in oneself, work harder than ever and respect those who have age and experience on their side. It’s all about performing well; after that the perceived age differences fade away.”

Yogesh Bansal, Founder and CEO of Apna Circle, and a 30-something boss, believes that “You have to give space to all employees, no matter what their age or experience profile is. Space to display their skills and to grow. Older employees bring balance to the company in terms of experience and decision-making abilities. More than the age it is the passion for one’s job that matters the most. One has to love what one does and nothing else matters then.”

Shreeram Iyer, Founder & CEO of Prisma Global Ltd, an IT products and services company based in Mumbai and Germany, says, “The profile of employees in the IT sector tends to be younger and there is more turnover. Still, if an age-related situation does arise, then it has its positives too. If I have an older and experienced employee working in the accounts or administration departments, that definitely is of benefit. The work ethics, discipline and time management skills that many older employees have are of great advantage in specific roles in any company.”

Make the most of placement season
Arka Bhattacharya

Campus placements mark the final phase of a student’s life at a professional college.

Many students join a course looking for better career opportunities. But it is crucial to do well at the selection processes on campus and secure that dream job. Here are some basic tips and pointers to help students do well during the placement season:

Get the basics right

Getting the basics right is the most important factor. Corporate recruiters visit campuses in the hope of recruiting their next wave of leaders and managers. This necessarily means that certain factors have to be taken care of — attire, body language, communication skills and general awareness have to be perfect and working on these things from day one is essential for anyone serious about securing the best jobs on offer.

Students might want to work on these aspects from day one. Perfect dress sense and good body language are social skills that play a major role in creating the all-important first impression on the recruiters. Similarly, time spent on improving one’s communication skill and general awareness is worth the effort.

Have the right attitude

In the current economic environment where knowledge gets obsolete at a rapid pace, it is imperative for students to possess the right learning attitude. In fact, this factor is given the highest priority by the recruiters also, as they expect their employees to be able to cope with fast changing business scenarios. Attitude forms the core of a successful career and continuous skill building and knowledge acquisition are expected by most companies today.

Know the selection process

The next aspect relates to preparation for the company selection process. There are some common processes which most companies have as part of their selection process. The most common recruitment process followed by companies is to conduct an aptitude test followed by group discussion and personal interview. Most companies rely on these primary tools to select candidates. The aptitude tests and GDs help shortlist candidates whereas the personal interviews enable recruiters to identify an individual’s strengths and weaknesses and make an informed selection about a candidate. Students may need to find out company-specific selection process elements from seniors and peers and prepare for these in order to ace them.

Do your homework for the personal interviews

In fact, the most crucial aspect of doing well during the placement season is knowing how to handle yourself during a personal interview. It requires going beyond communication skills and understanding oneself. Students should go beyond the basics and focus on preparation for specific companies that they are being interviewed for.

One should spend some time and effort to understand the industry and nature of business the company is in, besides understanding the role that one is being interviewed for and coming up with a few ideas/ suggestions that you would implement if you were hired. Even accurately identifying and explaining personality traits that will help you succeed in the job offered might impress recruiters. The key to such preparation will require reaching out in advance to mentors and people who know the industry and can give you insights for the same.

At the end of the day given the intensely competitive scenario, students need to prepare seriously for campus interviews in order to make the most of placement opportunities while on campus.

— The writer is Dean, Academics, Vanguard Business School

Career Hotline
Pervin Malhotra email your queries to careers@tribunemail.com
What are the prospects in the field of public health?

Q.I am a student of third year of the BSc. Nursing course. I want to know something about the MPH (Masters in Public Health) and MBA in Public Health courses in India and abroad. What are the career prospects in these fields? Are nursing students eligible for these courses?

— Leena Midha

A.Sadly, India has one of the highest disease burdens in the world, which in the long term, can prove to be a major stumbling block to our country’s economic development.

Some of the major public health concerns are chronic diseases, toxic wastes, health problems of the impoverished and disadvantaged, new infectious diseases, health of infants, mothers and senior citizens etc.

The acute shortage of public health professionals further compounds the problem. There is a worrisome dearth of trained healthcare professionals in preventive and social medicine in the country to address these issues.

Leading business groups and philanthropic organisations including the Melinda Gates Foundation, Ranbaxy-Fortis Healthcare group and a few others have joined hands with the government to set up public health schools on the lines of leading global PH institutions (e.g. National Academy of Sciences and the Institute of Medicine, US) with a corpus of over Rs 100 crore under the aegis of the Public Health Foundation of India, Delhi.

The public and private sectors coming together to breath life into the ailing public health system should bring a host of opportunities both in terms of teaching at these new public health schools as well as working with the government and NGO sector for providing healthcare facilities to the people. You may find some further inputs on the website of the Public Health Foundation of India’s website: www.phfi.org

The Guru Gobind Singh Indraprastha University, Delhi offers a Master’s Programme in Public Health (MPH). The programme is funded by the WHO and offered by the National Institute of Communicable Disease, New Delhi.

All India Institute of Hygiene & Public Health, Kolkata (under the M/o Health & Family Welfare, GoI and affiliated to the West Bengal University of Health Sciences) (www.wbuhs.org) offers a Postgraduate Diploma in Public Health (2-yr)

Check out their websites for details.

Let the genius bloom naturally 

Q.We have a very bright 4 year-old daughter. She can memorise things very quickly and is also very good at maths. What special training can we give her to make her a super achiever? Which IQ Test should he take? I could never do anything great in my life, but would like to see our daughter achieve fame and success. 
— Mina Omprakash

A.It must be so wonderful to know that you have such an intelligent child! Less than one per cent of children are really gifted. However, there is no need to give her any special attention. Just leave her alone with lots of colours, paper, pencils, toys and books.

Try to expose her to as many new experiences, stimuli and learning opportunities as possible, so that she can discover her real talent. Don’t force anything upon her at this point as it may hamper her growth.

Also, I think it’s too early for an IQ or any other test. Not all abilities can be captured in pen and paper tests. I know of so many precocious kids ending up confused and stressed out because of well-meaning but over-ambitious parents who vicariously inflict their aspirations on their offspring – with disastrous outcomes. So I would urge you not to rush or push her. Just enjoy her and let her enjoy a normal and balanced childhood.

My best wishes for her brilliant future.

Architecture a good option

Q.Is architecture a good career option if I want to pursue it after Class XII ?

— Anil Sharma

A.The inflow of FDI coupled with the corporatisation of India’s realty sector has come as a windfall for fresh architecture grads who are reaping the profits of an unprecedented demand from the growing industry commanding salaries at least 3-4 times that of their predecessors.

The profession has become far more multi-disciplinary. Architects now play a critical role in areas such as evaluating new projects, developing prototypes or liaising with national or overseas architect firms.

Leading developers have increased their team of architects by 4-5 times over the last couple of years. Even the IT sector is knocking on the doors of young professionals for CAD and architectural design outsourcing projects.

Architecture has become a much sought-after discipline during placements in engineering/architectural schools with international builders and realty firms visiting the IITs and some of the leading architecture schools (the likes of Jones Lang LaSalle, Knight Frank, Unitech and L&T turned up for this year’s recruitments at the IITs).

Salaries are also pretty decent now. In fact, many architecture grads and post-grads who earlier moved to the Middle-East or Singapore are now choosing to stay back in India because of the exposure and packages available here.

The future for architects is much better now in India than it was five years ago. And there’s no dearth of opportunities with more and more new companies coming into the sector and existing giants revving up their expansion plans. In fact, so great is the demand that even expats are being wooed by the top guns of the industry. Many young architects are even running their own firms or going into specialised fields such as medical architecture, school architecture or exhibition design.

Language lab: A cutting-edge tool

Language is defined as the medium of communication that carries a message. Learners from diverse cultures sometimes find it difficult to absorb the language and its proficiency. Technology has answered this need today with a cutting-edge tool called the Language Lab, which is a breakthrough for imparting skills in English.

Language laboratory is an audio-visual installation used in modern teaching methods to learn foreign languages. Perhaps the first lab was at the University of Grenoble. In the 1950s up until the 1990s, they were tape-based systems using reel to reel or (latterly) cassette. But the current installations are generally multimedia computers. The multimedia based language lab helps to learn and enhance the language proficiency by sharing the course materials within a second where the teacher and the students can be involved effortlessly. The language lab is developed on the methodology of Listening, Speaking, Reading and Writing (LSRW) skills.

With the most advanced computer hardware performance and multimedia technology, pure software solutions are becoming more and more common. The language lab contains advantages like using the “Function Oriented” design concept and the divided teaching method with the user-friendly interface. By using professional sound technology with video broadcasting function, the language lab provides a rich environment to learn the language.

Advantages

Auditory: The direct sound transmission gives step-by-step guidance from the teacher to the students with crystal clear clarity.

Better attention: The Lab software is more attention engrossing for the students, where they are engaged with individual systems.

Quick comprehension: The Lab increases the pace of comprehension as students' coaching is purely based on the level of study.

Inculcating the ideas: The Lab regulates the language through different thoughts created in the mind of the students.

Effective learning: The lab facilitates learning the foreign language and practicing it in a focused setting that eliminates the feelings of self-consciousness.

Focus veracity: With the use of text, audio and video, it can be easily integrated with actuality in everyday situations.

Guiding the group: It is easy to guide the groups by monitoring each student independently without disturbing the other students.

Self-evaluation: The students can do a periodical self-evaluation to measure the progress as well as evaluate his/her language with the help of the expert.

Independent learning: Access to resources beyond the timetable encourages independent learning.

Support for learners: It takes care of the learners to make them skilled at the language that they are learning.

Eliminate fear: The automated learning environment removes one's fear and creates a happy learning situation.

Medium of interactivity: The students can record their own voice and play back the recording, interact with each other and the teacher, and store the results.

Though the language lab is believed to be self-accessible, we need an expert to handle the classes. Especially in multicultural countries like India, students have to overcome socio-economic barriers to learn English language and acquire proficiency. So we need a solution that facilitates the second language learning in a trouble-free way. Foreign language learning lends itself naturally to the use of the media. The content that is now used in the new language labs is much richer and self-authored or free. Now not just audio, but video, flash based games, internet and the speed are much more appealing.

The variety of the delivery of media from teacher to student and student to teacher is much quicker, and therefore, much more engaging for the teacher as well as the student. The students feel differently when they learn in a different atmosphere. Apart from the traditional classroom, the lab creates an easy atmosphere.

Language lab plays a pivotal role in learning spoken English. The basic proficiency in spoken English is imparted to students through the same.

With inputs from Vivek Agarwal, CEO and Co Founder, English Edge

guest column
Exploring new frontiers in education
C.S. Nagpal

Trans-disciplinary Learning (TDL) is emerging as an increasingly popular mode of education. It refers to learning and teaching that transcends disciplinary boundaries. It involves the exploration of a relevant issue by integrating the perspectives of multiple disciplines in order to connect new knowledge and deeper understanding to real life experiences.

The Indian Government has announced the creation of a Meta University to promote multi-disciplinary learning and foster innovation by combining the best features of Jamia, DU, JNU and IITs. A Meta University by combining Jadavpur University, Calcutta University and IIM (Kolkata) is also in the pipeline in the East. Several private universities have also switched over to the trans-disciplinary learning approach in various academic programmes.

This approach is completely different from the traditional approach stressing on super-specialisation and lecture-based knowledge sharing. The compartmentalisation of knowledge into disciplinary boundaries had emerged alongside the growth of mass education on one hand and commercialisation of higher education on the other. But disciplinary boundaries have been blurring over time for many years now. Today, student-centred collaborative learning is becoming the need of the hour with the increase in demand for disciplines like management, performing arts, design, architecture, communication and others which by nature are trans-disciplinary. Trans-disciplinary learning takes inter-disciplinary learning a step further by facilitating collaborative, project-based learning to ensure that students are better prepared for real-life situations by attaining knowledge through a multi-dimensional perspective.

This approach offers the flexibility of multiple entry-exit options or lateral movements to students who are still trying to find a bearing in their career or want to change their career choice. The concept has in-built flexibility to continually incorporate innovation, team-building, creativity and new course developments. For some students lying rather low on the so-called ladder of academic achievement, this kind of system could also possibly provide a new lease of life. A lateral entry could be obtained in the major programmes if they accumulate enough credits in a particular stream through trans-disciplinary learning. The flexibility will also be seen during award of degrees which will be based on accumulation of credits for it. It will eliminate problems of backlog papers, year-long academic break for students, supplementary examinations and offer many other such benefits. With its obvious benefits and futuristic approach, Trans-disciplinary learning is poised to emerge as all pervasive in academic activities across educational institutions in India.

The writer is the Vice-Chancellor of Ansal University, Gurgaon

Scholarship roundup

Programme for diaspora children in India

The Ministry of Overseas Indian Affairs (MOIA) is offering Scholarship Programme for Diaspora Children (SPDC) for Persons of Indian Origin (PIOs) and NRIs. Total 100 scholarships are awarded for pursuing undergraduate studies in professional and non-professional courses (except medical and related courses) in India.

Assistance provided under comprises of financial assistance, primarily towards tuition fee, admission fee and post admission services. Last date for receipt of completed application form is 10th June 2013 for 2013/2014 academic year.

Study subject(s):

Engineering/Architecture/Technology, Humanities/ Liberal Arts, Commerce, Management: BBA/BBM, Computers: BCA, Journalism, Hotel Management, Agriculture/Animal Husbandry, Sciences, Law and Ayurveda etc.

Eligibility: The applicants should be aged between 17 and 21 years as on October 1, 2013.

Applicants must be (i) a Persons of Indian Origin (PIO) and a citizen of a country listed or (ii) an Indian National studying abroad.

Applicants must have passed the Senior Secondary (10+2) or equivalent examination with an aggregate of 60 per cent marks.

Means Criteria: In case of only NRI candidates, the total monthly income of the family of the candidate should not exceed an amount equivalent to $ 2250.

Number of award(s): 100

Details: In the first year: Partial financial assistance to the extent of 75 per cent of the total Institutional Economic Cost (IEC) subject to a maximum of $ 4,000 per annum in respect of NITs and other institutions covered under DASA Scheme with effect from the academic year 2011-2012. The scholarship will be continued on the basis of the academic performance of the student.

How to apply: By post.

Deadline: June 10, 2013.

Check out: moia.gov.in

Ecological Informatics

The Government of Kerala is funding scholarship for MPhil programme in Ecological Informatics at Indian Institute of IT&Management,Kerala. This programme had been started to plug the prevalent deficiencies in quantitative and informatics skills among postgraduate students of environmental science, botany and allied disciplines in order to enable them to undertake a more meaningful doctoral research.

Eligibility:

The applicants must be postgraduate students of environmental science, botany and allied disciplines

Should have scored 65 per cent marks or 7.0 CGPA in the qualifying examination (MSc. degree).

Details: ~8,000 per month

Duration: One year.

How to apply: By post.

Check out:
www.iiitmk.ac.in/admission/About-MPEI.html

University of Miami

University of Miami is offering limited number of academic scholarships for international students. The scholarships are available for pursuing undergraduate degree level courses.

Eligibility: Academic scholarships are limited in number and awarding is highly competitive. The University of Miami takes into account students' high school grades, difficulty of course curriculum, extracurricular activities, essay, and guidance counselor recommendation(s), as well as the overall quality of the pool of applicants applying to the university each year when making scholarship award decisions. International applicants should not submit SAT scores to be considered for a University of Miami President's scholarship. A student may receive only one academic scholarship from the Office of International Admission.

Details: University of Miami international freshman President's Scholarships range from $5,000 to $30,000 University of Miami annually. Students are automatically considered for the President's Scholarships when they apply for admission to the University.

How to apply: Students can apply to UM online. To be considered for academic scholarships, international candidates must submit a complete application for admission with all academic credentials, including a bank letter by the deadline listed below. The bank letter must indicate the applicant will be able to cover the difference between the scholarship award and the total cost of attendance (approximately US $59,500). Please note that we do not have academic scholarships to award for spring semester.

Deadline: The application deadlines are November 1 (early decision/early action deadline) and January 1 (regular decision deadline).

Check out: www.miami.edu

BlackBerry Scholars Programme

BlackBerry is offering scholarships to women applicants under its scholars programme. It is a global four-year scholarship programme open to US and non-US students worldwide for pursuing undergraduate study in the fields of science, technology, engineering or mathematics at an accredited college or university.

Eligibility:

Applicants should be aged 18 or above.

Applicants must be entering as a full-time first year undergraduate in the 2013-2014 academic year at an accredited college or university.

Number of award(s): 10

Duration: Four years

Details: The scholarship award includes full tuition for four academic years, and will be awarded at the beginning of the school year. The scholarship does not cover room and board, other living expenses, books or materials fees, transportation, or other costs not included in tuition.

How to apply: Online.

Deadline: June 26, 2013

Check out: global.blackberry.com/campaigns/scholarship/scholars-2013/overview.html

study abroad: south africa
Classic learning laboratory
Segran Nair

Africa has taken its rightful place in the world as an emerging centre for higher education over the past few years and South Africa in particular is leading the charge. In 1994, with the end of apartheid, South African universities opened up to the world. Since then the country has become a popular study destination in Africa — with more than 64,784 international students enroled in different universities in 2010.

The plus points of studying in SA

Over the past few years India has seen steady consolidation of close and friendly ties with South Africa, both bilaterally and through the trilateral IBSA Dialogue Forum.

With South Africa emerging as one of the world’s most exciting student destinations this relationship continues into the sphere of higher education.

South Africa is a nation at the cutting edge of change, which is why it is one of the world’s most interesting places to be as a student. With its combination of world-class educational institutions and emerging market challenges, it is a classic learning laboratory.

And because of international exchange rates, South Africa offers real educational value for money.

Popular courses

Business management is among the most popular courses here as there are a large number of universities that are offering international-level MBA courses that have been ranked high by academicians. For example the University of Cape Town’s Graduate School of Business features in the Financial Times top 100 MBAs for its full-time MBA programme. Besides business management courses, technical degree and certificate courses and courses in social sciences being offered by some of the universities are world class.

Admission, visa and work permit requirements

International students should apply for a Study Permit at the South African High Commission, Embassy, Consulate or Trade Mission in their country of origin.

If there is no South African representative, prospective students must apply to the South African High Commission, Embassy, Consulate or Trade Mission nearest to their home country. It is imperative that students await the outcome of this application for a study permit in their own country of residence or origin.

Study permits are issued for a programme of study at a specific institution. International students should obtain a new permit if they wish to change institutions.

International applicants should be aware that obtaining study permits from the South African authorities can take approximately two months from the date of being offered a place on the programme.

Any local queries/assistance required studying at UCT as an international student can be directed to: Fax: +27 21 650 5667 Tel: +27 21 650 2822 / 3740 Email: int-iapo@uct.ac.za

Are these degrees valid in US or UK?

The GSB is accredited by the Association of MBAs (AMBA), the global benchmark for MBA programmes, and has been awarded EQUIS accreditation by the European Foundation for Management Development (EMFD). As such, GSB qualifications are recognised in the UK and US and many graduates pursue careers around the world.

Well known universities

The 2012-2013 edition of the Times Higher Education World University Rankings ranked the top universities in Africa, in order, as follows:

The University of Cape Town;

University of Witwatersrand,

Stellenbosch University, the University of KwaZulu-Natal.

— The writer is the Director of the Associate in Management (AIM) certificate programme, University of Cape Town

The right strategy
David Jones

Any organisation’s success depends on the pillars of strategic business knowledge, operational expertise, a business process orientation, effective change management, astute awareness of information management and the expanding capabilities of technology. Strategic Operations Management (SOM), provides business knowledge and skills that are both strategic and operational.

All businesses are concerned with survival in the fast-changing global market in order to have consistent future. Ideas or noble intentions do not suffice the fundamentals of business. Rather in today’s competitive world meaningful strategy with operational enactment is the call. Strategy in a business is like the nervous system of a body. Strategic operations of an organisation should include mass customisation, lean production, agile manufacturing, customer-centric provision and much more.

Large foreign investments and changing global business weather needs to embrace SOM. Failure to do so will result in deteriorating the good health of business and also malfunctioning of the management strength. This will directly or indirectly affect the business model of the organisation and also the productivity.

Role and responsibilities

Often, people think that an operations manager does day-to-day work and resolves short-term issues, but in the real world, this role comes with a host of responsibilities and tasks to perform. Consequently, there is a growing need for managers and consultants who can excel in operations management.

SOM improves employability and offers students an option to undertake a SAP qualification. SAP is the preferred choice of Enterprise Resource Planning for many international businesses.

An SOM course offers high quality treatment of strategic operations. It provides a clear understanding of the importance and nature of operations by determining exactly which management activities, core competencies, resources and technologies underpin an operational strategy.

A course in this field prepares the SOM representative of a company to combine the planning and execution while managing the resources.

There are various courses for both full-fledged business along with the SMEs that require quick and strenuous strategic involvement with different key elements in the course that provides a series of planning and methodology for different business types. With the increase of SMEs and other budding businesses, survival and growth is a challenge that calls for standard operations managers who are ready to drive the productivity with consistency.

Who should pursue the course?

A graduate in business or management discipline aiming to increase knowledge and skills before starting a career in strategic operations management can do the course.

An IT graduate aiming to develop soft skills and business support knowledge in strategic operations management.

A business professional with solid understanding of core business and management concepts wanting to expand knowledge and skills in strategic operations management and business process management can pursue the course.

Successfully completing the course will give an expertise to be a business and technically-oriented professional. SOM also provides unconditional business leadership quality and in-depth strategic operations management and niche knowledge of Enterprise Resource Planning systems, in particular SAP.

Scope

A degree in strategic operations opens a broad choice of careers not only for the aspiring students but also for those who are in businesses. One can become a senior operations manager, business process management analyst, business process consultant, senior business process owners etc. This will surely pave the way to have self-developed areas in business that calls for strategy and operations.

— The writer is senior lecturer in Business Operations, Finance and Information Systems at Sheffield Hallam University.

Institute watch

Some of the universities that offer an MBA in operations management

Indian Institute of Management (IIM)

XLRI - Xavier Labour Research Institute, Jamshedpur

ISB - Indian School of Business, Hyderabad

FMS - Faculty of Management Studies, University of Delhi

Jamnalal Bajaj Institute of Management Studies, 
Mumbai (JBIMS)

S. P. Jain Institute of Management Studies, Mumbai (SPJIMR)

Schools of Management, IIT (Mumbai, Delhi, Chennai)

Xavier Institute of Management, Bhubaneswar (XIM B)

Symbiosis Institute of Business Management, Pune (SIBM)

SOM vs other MBA courses

There is a distinction between SOM and other MBA courses. This is a more focused course. Unlike the traditional MBA, it is a focused postgraduate qualification which allows students to distinguish themselves.

The role of business administrators is primarily centered on carrying out the tasks and duties defined by the management. In business administration, the focus is on the practical side of business and how to employ various strategies to fulfill their mandates. They often study and gain proficiencies in economics, finance and accounting and are trained in organisational behaviour, ethics and human resource allocation.

On the other hand, SOM is holistic in nature that combines these strategies to deliver a better and polished output that is measurable and calculable. It provides sustainable competitive advantage and allows organisation a diverse range of services in their increasingly demanding, complex and dynamic marketplaces. 

check out: taxidermy
The model approach
Preetinder Kaur

Taxidermy is the reconstruction of deceased animals, birds, mammals, fish, and reptiles for educational and representational purposes. Evolved from the Greek words ‘taxi’ meaning arrangement and ‘dermy’ meaning skin, taxidermy, popularly known as ‘stuffing’ of an animal is the art of preserving, tanning and mounting the skin of a deceased animal onto a sculpted model. The job of a taxidermist is to create life-like figures of animals using their skin and bones that are in turn used for educational purposes or as models for research. These displays are also popular among hunters.

This is one area which students of veterinary sciences can specialise in or get training in to broaden the scope of employment.

Skill set

A professional in this field is required to have five major skills — cobbler art, sculpturing, painting, carpentry and knowledge of animal anatomy. Apart from these, interest in natural history and wildlife, artistic skill, a keen eye for detail, agility and fitness, will to work alone, and patience are a must. Making an animal look life-like is the true test of a taxidermist’s talent. It means using glass eyes, matching fur colours, repairing damage, and creating correctly proportioned bodies. It’s a challenge because each animal is different. Your work is your portfolio and that’s what will bring in loyal, repeat customers. The best customers are private individuals or museums. As you can imagine, hunters make up a huge percentage of the work. Most taxidermists are hunters too.

The foothold

Animal lovers who are qualified veterinarians having a graduate degree (BVSc), or a master’s in veterinary science (MVSc) can get into this field. Students can also take up a diploma in veterinary science and animal husbandry after HSC (science).

Since these courses acquaint students with dissection and anatomy, it is usually the students of veterinary medicine who pursue this career path. Basic courses in painting and sculpting will also come handy.

Attending a specialised training programme can be beneficial. Some trade schools offer certificate or diploma programmes in taxidermy that teach the skills and techniques needed to get started in this career.

Students can take up courses that teach how to preserve mammals, fish and birds, as well as courses in habitat building and mount construction.

One can also learn to mix tanning solutions and oils. As an alternative to attending a training programme, you might be able to gain the skills you need through an apprenticeship working alongside a professional taxidermist. Apprenticeships are also helpful in picking up business and marketing skills.

The work

Most taxidermists are self-employed small business owners, though they can also find work in existing taxidermy shops, sports goods stores and museums.

Remuneration

As a fresher, one can earn Rs 20,000-Rs 25,000 per month. The fee of taxidermists varies with experience and depends on the kind of animal, the size, structure and time frame given.

Institute watch

Mumbai Veterinary College

Nagpur Veterinary College

Maharashtra Animal and Fisheries Sciences University, Nagpur.

Apollo College of Veterinary Science, Rajasthan.

Rajiv Gandhi College of Veterinary and Animal Sciences, Puducherry.

KNP College of Veterinary and Animal Science Shirwal, Pune.

College of Veterinary and Animal Sciences, Udgil, Karnataka.

News board

Tie up with Spanish university

KIIT Group of Colleges has recently collaborated with Catholic University, San Antonio to impart world-class education to the students. Catholic University San Antonio — UCAM— offers high quality, student-centered, results-oriented educational opportunities that are accessible, affordable, and relevant. The subjects or areas of collaboration would include Artificial Intelligence/Intelligent Transport System, Human – Machine Communications, VLSI Design / embedded system design, power/energy efficient systems, green technologies and carbon footprint, mitigation measures for hazardous effects of mobile communications, exchange/share of materials and expertise on research in teacher education, management studies at graduate/undergraduate level.

Galgotia University signs MoU with UK varsity

Galgotias University (GU) and Anglia Ruskin University, UK signed a Memorandum of Understanding (MoU) recently. A second MOU with the Anglia Ruskin University was signed specifically for students of Civil Engineering to provide them an opportunity to study in the UK. Under this arrangement students will study three years of the BTech Civil Engineering programme at Galgotias University and transfer to the third year of a BEng Civil Engineering at Anglia Ruskin University in the UK. On successful completion of the third year, Anglia Ruskin University will award them a BEng Civil Engineering which will immediately give them an Incorporated Engineer status with the Institution of Civil Engineers — the association which qualifies professionals engaged in civil engineering.

The MOU was signed by the Vice-Chancellors of both the Universities — Professor Michael Thorne, Vice-Chancellor of Anglia Ruskin University and Professor Ashok Saxena, Vice-Chancellor, Galgotias University in the presence of Suneel Galgotia — Chancellor GU. — TNS 

Course cruising

MTech (Remote Sensing/ GIS)

Indian Institute of Remote Sensing (IIRS), Dehradun, has invited applications for admission to MTech in Remote Sensing & GIS course.

Eligibility: The applicants should have passed (with 1st division or at least 55 per cent marks at qualifying examination) MSc in Natural/Physical Sciences/Geography/MSc Geoinformatics/ Geomatics/Earth Sciences/Geo-exploration/Petroleum Engg. or equivalent/Geoengineering/ Mining Engineering /Environmental Sciences/Natural hazards/Disaster management, BE or BTech in Civil Engg. / Agricultural Engg. / Elec. & Electronics / Computer Sciences / Computer Engg. / IT / Geosciences / Geomatics / Petroleum Engg. / Mining Engg. / Mineral Processing / BArch / BPIanning / MCA (with BSc Degree) / BSc (Forestry / Agriculture, both with 4 years duration course).

The admission for MTech course is based on entrance test and interview.

How to apply: Applications can be downloaded from the website link:www.iirs.gov.in/iirs/sites/default/files/pdf/application_form.pdf

Completed application may be sent to Group Head, Programme Planning & Evaluation Group Indian Institute of Remote Sensing, Indian Space Research Organisation Department of Space, Government of India, 4, Kalidas Road, Dehradun - 248001

Deadline: May 31, 2013

Entrance Examination: 1st or 2nd week of July, 2013

Check out: www.iirs.gov.in

Hotel management

Department of tourism and hotel management, Kurukshetra University is inviting applications for admission to its hospitality courses, including Master of Tourism & Travel Management (MTTM), Master of Hotel Management & Catering Technology (MHM&CT), Bachelor of Hotel Management & Catering Technology (BHM&CT) Bachelor in International Hospitality Business Management (BIHBM)

Eligibility: The minimum qualification for admission to MTTM / MHM & CT courses is a bachelor’s degree in any discipline with at least 50 per cent marks.

Students applying for BHM & CT courses should have passed Senior Secondary Certificate Examination (Plus II) of Board of School Education, Haryana or of any other Board recognised equivalent by KU.

How to apply: Prospectus and application form can be downloaded from university website. DD for Rs 400 (Rs 100 for SC/BC Candidates of Haryana) in favour of Registrar, K.U. payable at Kurukshetra must be attached with the downloaded Form.

Deadline: July 1, 2013

Check out: www.kuk.ac.in

M.Ed (Regular and Distance)

Panjab University, Chandigarh, has invited applications for admission to M.Ed (Regular and Distance) courses for academic year 2013-14.

Eligibility:

A. MEd (Regular) 1-year course

Eligibility for entrance test is 55 per cent in BEd.

Qualifying marks for entrance test are 20 per cent.

B. MEd (through Correspondence) 2-year course

MEd (through Correspondence) course is only for in-service teachers, with two years paid work experience, in a school recognised by a Board of School Education.

Registration: Online registration can be done at medadmissions.puchd.ac.in/registration.php

Download and print bank fee deposit slip during the online registration process. Deposit fees with that bank slip at any branch of State Bank of India. The fee to be deposited is Rs 900 for SC / ST and Rs 1800 for others.

The entrance test will be held only in Chandigarh on Sunday, July 7, 2013 from 10.00 am to 11.30 am.

Deadline: June 17, 2013

Check out:

http://medadmissions.puchd.ac.in/med-prospectus.pdf

smart strategy: art of giving feedback to colleagues
Correct path
Ragini Gulati

Feedback is an effective management tool which involves letting someone know how they are performing. An honest two-way dialogue, it includes both positive and negative observations. While evaluating subordinates is common, giving feedback to co-workers can be a daunting task. These discussions can easily turn into an argument or conflict between the parties concerned. However, peer feedback is neither a bashing exercise nor an attempt to show the other person in poor light. It is aimed at helping colleagues maximise their potential and improve overall performance. Choose the right approach to turn a potentially hostile situation into a positive one. Prior to giving feedback make sure to remind yourself why you are doing it. Focus on one issue at a time in order to avoid overwhelming the co-worker. Use specific examples and connect those behaviours to the impact they have on the organisation. Subsequently, brainstorm to create a solution for addressing the issue at hand.

Seek permission

Giving feedback is not as easy as it sounds, especially to one’s colleague or team member. As a consequence the best way to commence the process is by seeking permission. Take the person concerned aside and ask if they would like to hear your observations. Briefly outline the purpose, what you will cover and why it is relevant. Additionally allow them to choose a suitable time and place as per their convenience. Requesting consent will give a heads up to the receiver about the direction of the conversation. It also mentally prepares them to accept the inputs in a healthy manner. Moreover, a positive framework is created for a situation that could be perceived as negative.

Choose a suitable time and place

While most of us like to be appreciated publicly, getting feedback in front of everyone is generally unacceptable. Irrespective of the circumstances, refrain from sharing your viewpoint with a colleague in the presence of others. Not only is it unprofessional but also demeaning for the receiver. Select a private setting such as a conference room to avoid being interrupted or overheard. An informal and comfortable environment will make the feedback less intimidating. As far as the timing is concerned make sure that the discussion happens immediately after the specific incident or behaviour. Feedback is the most effective when communicated at the earliest opportunity. However, wait till feelings of anger and frustration have passed for an objective conversation.

Be specific

An important aspect of giving effective feedback is specificity. Generic statements are neither meaningful nor generate the desired impact. Moreover, on account of ambiguity these can be interpreted in different ways. Identify the issue clearly and tell the person exactly what he/she needs to improve upon. Refrain from comments that don’t fully demonstrate your viewpoint. Also keep away from extreme words that could draw the conversation away from the real issue. Give examples of specific behavior to explain your laud or critique to the co-worker. Describe your reaction as well of others on account of their conduct. Focusing on specific action will help them not take it personally and also make the feedback more constructive.

Brainstorm solution

The whole purpose of initiating feedback is to improve the situation and maximise the potential of the recipient. As a consequence an assessment is incomplete without a well-laid out plan. Sit down with the co-worker and brainstorm solution for addressing the issue. Volunteer to offer practical suggestions that could be adopted in future. However, make sure to involve the colleague by taking into consideration his/her inputs and viewpoint. It will give him/her a sense of ownership and commitment towards the resolution. Additionally, document everything that is discussed, including the observations, comments and plans for improving the performance. Working together is more likely to create a solution that shall be acceptable to both the parties.

Follow-up

Lastly, follow-up to find out whether the feedback was accepted or rejected by the person concerned . Schedule a meeting to deliberate the outcome and learning from the brainstorming session. Begin the dialogue by appreciating the noticeable improvement in the co-worker’s performance. Ask if they have any questions or clarifications with regard to the action plan.

Encourage the colleague to speak his/her mind on the usefulness of the feedback. Also take the opportunity to highlight any other issues that may have been overlooked earlier. However, keep in mind that you cannot impose your beliefs and opinions on co-workers. They may completely ignore the feedback on account of reasons best known to them. 

Balance with positives

Feedback isn’t entirely about telling others what they are doing wrong. Moreover, the desired result can’t be accomplished by being too critical. Start the conversation on a positive note since negative feedback can be discouraging. Before speaking to the colleague on an issue, outline the things he/she has done well. Break the ice by acknowledging their contribution to the organisation. Praise the co-worker’s strengths and capabilities before discussing areas of improvement. Not only will it put them at ease but improve their response to the feedback. However, avoid going overboard with the compliments so as not to dilute the effect of the intended message. Most importantly, make an effort to turn the whole experience into a positive one. 

in conversation
A happy workforce is the greatest asset

Employee engagement has become the focus of HR function in progressive companies over the past few years. The employers are making extra efforts to build human capital as a happy workforce means more productivity and better customer relations. “Employee engagement is establishing a sense of belongingness and emotional connect with an employee through various fora, trainings and activities. This would result in a higher morale and an engaged employee is less likely to leave the company for a marginal increment or growth because of a higher level of attachment with the company”, says Priya Panjikar, Director Human Resources, JW Marriott, Chandigarh. The Marriot group has a well-chalked out employee engagement programme which has helped it in appearing year after year in the top 10 in “Great Places to Work” list. In an interview Pria talks about the way happy employees can make businesses become strong. Excerpts:

What is the importance of employee engagement initiatives in driving business objectives ?

An engaged employee is a happy and satisfied employee who would have a higher degree of responsibility and ownership of his / her role. Such an employee has a greater desire to succeed and grow within the company. He will engage with a customer better and therefore drive business better.

Do you see a paradigm shift across the industry in the way the HR in corporate houses is taking up employee engagement initiatives to boost employee motivation and retention?

Yes there is certainly a higher focus across industries to engage with employees in the current business scenario. With multiple opportunities at every level, it is easy to lose talented employees to competition which adds to various tangible and intangible costs and stability of the team. There is a higher focus to engage different levels of employees in a more customised manner, and to involve line managers in the process. Though led by HR, employee engagement also forms a part of KRA of the business heads at most MNCs.

The spine of hospitality industry is the customer so how is an increased focus on employees incorporated in the HR mechanics of this industry?

Employee engagement is crucial in the hospitality industry very relevant to the hospitality sector as this is a booming industry with several competitors getting added year on year. There is never enough talent and the attrition levels are high. You can lose talent not only to other hotels but to cruise liners, airlines, BPO’s and any other service sector. There has to be something other than salary to keep Gen Y engaged and loyal to the current company even for a duration of one or two years.

What are the steps taken in this direction by your organisation and how have these helped your organisation?

Marriott has a standardised assessment system both in shortlisting and interviewing process. The experience that we want to give candidates across the world is similar. There are various ways in which candidates can reach out, directly or online. Walk in interviews and campus hiring processes also aim at giving the candidates a great experience irrespective of whether they are selected or not.

There is a great focus on orientation and familiarisation for a smooth on boarding in the first three months. Also a promise of delivering at least 60 hours of training in a year to each employee addresses the desire of an employee for self-development. There are various opportunities for employees at every level to cross train across different brands of properties within India and abroad. While hiring for any position, Marriott makes it mandatory for the property to first interview interested candidates from within the company before venturing into hiring external candidates. We also celebrate the “Associate Appreciation Week” in the month of May across the world to appreciate our associates for all their hard work. The week is full of fun and frolic and lets the associates know how important they are. There are various discounts on stay and food that associates are eligible for across the world at any of the Marriott properties.

These initiatives have helped Marriott in appearing year on year in the top ten at “Great Places to Work” list. The attrition rate at Marriott is marginally lower than the industry average.

Any interesting initiatives taken at the local level?

Apart from the initiatives stated above, we involve our associates in various “Spirit to Serve” — CSR activities with some of the local NGOs that we support. For a continuous “Fun at Work” culture we have at least one fun activity in a week and concept of being part of “ Houses”. We spend at least five hours in a week for classroom trainings for soft skills development. We have also rolled out a customised “English classes” module for all associates that may be interested. There are several localised rewards and recognition programmes that we have rolled out where every associate gets a chance to shine.

— As told to Geetu Vaid

Women missing in top slots

Not enough women in top ranks in Indian firms: Survey There are not enough women in top positions in Indian companies even though nearly 90 per cent of women desire to take up leadership roles, says a survey.

According to Randstad India’s recent Workmonitor survey, 76 per cent of the survey respondents felt there are not enough women in top positions in their organisations, even as 89 per cent of women desire to take up leadership roles.

In India, 80 per cent of respondents said there are more men than women in leadership positions.

Moreover, the percentage of respondents in India who felt there are not enough women in top positions (76 per cent) is higher than that in the rest of the world.

Commenting on the findings, Randstad India MD and CEO E Balaji said: “Gender diversity is a business imperative and there are proven studies to show that it results in good governance and growth of the company and its people.” Moreover, 91 per cent of Indian employees have indicated high leadership aspirations and a very narrow gap exists between leadership aspirations of men (92 per cent)and women (89 per cent). The survey further noted that 75 per cent of Indian workforce believe in quota to ensure companies promote more women to leadership positions, but experts have a different opinion.

“It is interesting to note that Indian employees have indicated a preference for quota to promote women to leadership positions. However, we need to understand that a quota may trigger the initiative, but it may not help in building a strong talent pool or may not be sustainable,” Balaji said.

Companies should have a progressive HR policy and create a conducive environment and policies for women to reach leadership positions, he added. Meanwhile, amongst Indian employees, the job loss fear has decreased from 31 per cent to 23 per cent over the last quarter, indicating improving confidence amongst them.

In terms of workforce mobility, India has the highest index of 150, an increase from 147 reported in the last quarter, indicating that the war for talent continues to be a major challenge for organisations in India. Randstad Workmonitor is a quarterly review that tracks job seekers confidence and provides a comprehensive understanding of job market sentiment and trends relating to the employment market across 32 countries. — PTI 

Paucity of skilled staff

Nearly six in 10 Indian employers are experiencing difficulty in finding the right staff with the right skills and in sectors like accounting and finance, IT staff and engineers are the most difficult positions to fill, says a survey.

According to ManpowerGroup India’s annual talent shortage survey, 61 per cent of employers in India are struggling to fill jobs, way higher than the global average which stood at 35 per cent. Commenting on the findings ManpowerGroup India Group Managing Director A G Rao said, “business leaders have accepted that talent shortages are an ongoing, long-term challenge and are ready to address solutions, they just want guidance.” Rao further said “after years of talking about talent shortages, the employers are now awakening to the business affects that occurs when talent is scarce.” Employers in India have the most difficulty filling jobs in accounting and finance, IT staff and engineers. — PTI 

Happiness @ work
Gems of ancient wisdom
Happy meal

The office canteen is good place to let off steam after a back-breaking day in front of a machine. A cup of coffee or a quick snack gives one an opportunity to bond with colleagues, chew the cud on the day’s work and plan for the future. The Gita (17.8-17.10) says that one’s personality and choice of food are interconnected.

Vivekananda was resting under a tree in a forest when he saw a tiger. I am the tiger’s food, Vivekanada thought. Should I fight it? The tiger looked at him and slowly walked away. Taking it as a signal from his master Ramakrishna Paramhans, Vivekananda continued to spread the master’s message across the world.

On the third day after the Crucifixion, Jesus resurrected himself. But his disciples couldn’t recognise him. So he joined them for supper. When he broke the bread, they recognised him.

To prove that every living being is equal in the eyes of God, Lord Rama ate fruit already tasted by his tribal devotee Shabari. To prevent cities from living off rural hard work, Lord Krishna — in his childish way — laid excess butter and milk waste in Gokul and Vrindavan. When Guru Angad approached Guru Nanak for admission into his community kitchen, Guru Nanak said, “All who wish to work and eat are welcome. It is only for idlers that I have no room.”

When Mother Teresa took some food to the house of a starving family, the lady of the house divided the rice into two bowls. Then, she left with one of the bowls. On her return, the Mother asked, “Where did you go?” The woman answered, “I gave the bowl to my neighbours who too were starving.”

On spotting ants carrying grains coming out of a crack in the floor of a newly built palace for Mauryan Emperor Chandragupta Maurya, Chanakya ordered that the palace be burnt immediately. Thus the wily Brahmin got rid of enemy soldiers who were hiding in the basement. Even in the cold weather in London, Gandhiji stayed away from meat and wine. He joined the London Vegetarian Society and realised that “the seat of taste lies not in the tongue, but in the mind.” According to Vedic thought, food leads to thought which, in turn, leads to conduct (aahaar se vichar se aachaar).

— Sai R. Vaidyanathan

The writer can be contacted at svaidyanathan@tribunemail.com