The Main reasons why employees leave a company: SOL:Retain and Make them Happy – Human Resources

http://mystudentrockstars.blogspot.com/

There are seven main reasons why employees leave a company:

1. Employees feel the job or workplace is not what they expected.
2. There is a mismatch between the job and person.
3. There is too little coaching and feedback.
4. There are too few growth and advancement opportunities.
5. Employees feel devalued and unrecognized.
6. Employees feel stress from overwork and have a work/life imbalance.
7. There is a loss of trust and confidence in senior leaders.

Here are some effective strategies for motivating and retaining employees:

Instill a positive culture. : First effective strategy for motivating and retaining employees is, there should be healthy office working atmosphere because employees get lot of motivation by good working atmosphere. Working place should be attractively designed and maintained. The working atmosphere should be free from any kind of politics and bad things. Every employee should be happy by his colleague’s growth. It’s very essential that every one must take initiative for doing any type of work. Always be clear in making any rule or policy.

Proper Compensation and benefits: A compensation, benefit or incentives are designed on the performance of employee.Any company or organization is set up for offering quality service to it’s customers, gain profit, reputation in the market and make progress day by day so for getting capable employees who can contribute in attaining all above things an, employee should always see to their needs and reward them for their performance by giving them money or promotion etc. This strategy aids in encouraging employee’s honesty, efficiency, courtesy, and professional pride.

Employees Should Be Independent: If employees do the work in their own style then it can result more beneficial in comparison to the work set on conditions so it’s very necessary that they should be independent as it makes the working environment healthy and light. They should be free to give their suggestions related to any issue related to the work.

Use communication to build credibility. No matter what the size of the organization, communication is central to building and maintaining credibility. Many employers get communication to “flow up” through a team specifically for this use which solicits and/or receives employees’ opinions and suggestions and passes them on to upper management. If there will be proper communication between employee and his colleagues or employee and his employer then he will be able to tell about his problems and concerns regarding various issues. Communication can be done by organizing meetings, giving training and having dialogues

Work Should Be Recognized: If any employee’s work is recognized by his seniors and he gets appraisal or acknowledgment then he gets motivated to do the work with more sincerity. Instead of rewarding money, if few words of praise are said to motivate the employee by his employer then it works a lot. The employer should watch their employees recurrently and when he sees any good work done by his employee then he must praise that employee then only this will motivate them to repeat his performance again and again.


Make employees feel valued. : Employees will go the extra mile if they feel responsible for the results of their work, have a sense of worth in their jobs, believe their jobs make good use of their skills, and receive recognition for their contributions Be ready to give your employees support whenever they have any query or problem. Support by the employer can be given through telephone, by email or on-site. This keeps the employee busy in doing their work with full concentration. Also remember to give respect to the workers, they motivate to work beyond their limits

Encourage referrals and recruit from within. Having current employees offer referrals could help minimize confusion of job expectations. Current employees can realistically describe a position and the environment to the individual he/she is referring. Another way an employer can lessen the impact of turnover is to hire from within, since current employees have already discovered that they are a good fit in the organization

Fun @ work: In effective strategies for motivating and retaining employees, another step is always try to keep the work atmosphere light and full of fun because people like to work in the atmosphere which is enjoyable. As this kind of environment keep the employees motivating and retaining to do the work with full enthusiasm.

Sense Of Responsibility: Everyone is wholly responsible for the action done by him. By providing power to employee for taking the decision makes him sincere towards his work. This is another best way to motivate and retain the employee.

Foster trust and confidence in senior leaders. Develop strong relationships with employees from the start to build trust. Employees have to believe that upper management is competent and that the organization will be successful. An employer has to be able to inspire this confidence and make decisions that reinforce it. An employer cannot say one thing and do another. For example, an employer shouldn’t talk about quality and then push employees to do more work in less time.

A good working atmosphere and proper training are very necessary. There should be support and timely benefit should be rewarded to the employees for encouraging them to give their best in the organization development and progress. These benefits can be given in the form of money, promotion or even if few words of praise are said to the employee then also he will be motivated to do the work enthusiastically

How to prepare HR Budget

http://mystudentrockstars.blogspot.com/

HR Budgeting is a powerful financial tool that can estimate the expenditures made by the HR vertical . This strengthens and allows the HR to control the cost rather than letting it control the HR initiative. The budget is drawn parallel to the goals of the organization. If the organization expands and requires to register a double digit growth in terms of its strength, it percolate to apportion funds in different areas including recruitment , retention, up-skilling, global mobility management and etc. The allocation of funds would be governed by the HR Strategies. The decision makers in an organization remain the main players to approve the budget. The recommendations and inputs are taken from different sources including operation, marketing, logistics and every other vertical within the organization. Macro areas including employee retention, recruitment and training and micro areas including programs designed for incremental benefits are all mapped into one complete budgeting program. It can be zero-based budget with no reference to last year’s expense.

The organization plan is drawn and the HR strategy gets aligned to it. Different expense points are defined followed by the identification of the bottlenecks which may affect the business. Such as sudden business ramp-up by a competitor would lead to a compensation review to arrest attrition. Similarly, every such area which may stand a threat within the HR systems needs to be covered. Allocation would be on the basis of priority and necessity. Few areas such as communication may not require a big budget but is an important and a continuous process. Correspondingly training and retention will have a great attention for a stable organization. In case the company plans to expand, recruitment would remain the primary focus. Legal and statutory will require allocation and follow-up as per the administrative guidelines. A study of the business units and products is important to identify the growth mode. Recognise the problem areas in those units. Emphasise on the HR strategies that can eradicate and improve productivity including time to market, profit-margins etc. This includes increase retention through employee engagement program and the recruitment of top performers. Implement metrics to measure these improvements. The metrics to calculate the ROI should be clear to the HR at all levels so that everyone can ‘think numbers’. Few measures as suggested in HR Management needs to be considered . This include average cost of recruitment per year, average cost of recruitment per staff, average cost of training per year, percentage training cost / sales turnover or productivity, training cost per employee, salary budget ratio / sales turnover, health safety cost per year, human resources cost per sales turnover and compensation and benefit cost / sales turnover per year. This helps in building up the high level report for the CFO to deliberate on it.

The HR Budget would further require the CFO’s approval. HR Specialist suggests certain measures which can be implemented to sell the budget to the CFO. Other than linking it to the organizational goals and emphasizing revenue returns, every program needs to highlight the benefit. Even an assistance package offered to an employee at the point of retrenching, adds to the bottom line. The average or the below average employee is considered as ‘cost’. Hence even when an advance salary of one month is offered to the employee at the time of separation, it still saves the outages for forthcoming months. Hence the cost of outages should be included as revenue. Measure the employee effectiveness program with the increase in profitability. Every engagement expense adds on to the productivity. Besides the training program that amount to up-skilling therefore connected to the profitability. The Budget needs to be in line with the current and future strategies of the organization. If the productivity level within the organization was high last year, the focus this year might be on the logistics and marketing. This year the spending on the human capital might shift into that direction. Finally it needs to include certain pre-emptive measures to mitigate any exigency including calamities such as swine flu, which may require relevant coverage of health benefits and talent deployment.

Every risk needs to be mitigated and loop holes mended. The budgeting program needs to be industry driven. Such as the cost of hire and ROI on training can be curbed if the retention programs are introduced. As explained by Dr. John Sullivan “The CFO from a top firm that I once worked for told me at our first meeting that he “hated” HR people. When I asked him why he said it was because they always used a term he hated, “strategic investment”. “Strategic investment”, to him, meant “putting a lot of money in up front and maybe getting a little return a long time later”. He later added that he also loved to cut the HR budget first because no matter how much you cut it…they still managed to “suck it in” and find a way to maintain all of their existing services”. Therefore the pre-emptive approach to understand the financial measure and implementing them through metrics will prepare a fail-safe  HR Budget.

HOW TO Crack an interview

http://mystudentrockstars.blogspot.com/

First of all, you want to make sure that people have the necessary intellectual skills to do the job. Second, you want to see if people have a track record of actually getting stuff done. Then, third, you want to look for people who are thoughtful and that tie into learning and being self-aware”. It’s important to know the interviewer’s perspective as it is quintessential to land a job .The preparations made before the interview are focussed on what is required for the job. The real exploration begins with first round, where it is confirmed if the candidate is interested in the role or not. The trick to utilise this step is by probing. The information received may primarily be on the periphery. If any detailed information about the KRA is not shared. Suggestion including what the role would be , needs to be made. This leaves a room for correction by the interviewer, which would offer necessary information to the interviewee. Preparation taken before the interview is from an external perspective. Even though there are many sources to prepare for the probable question including internet, peer group, mentoring and etc. The answers would require to be altered to fit the role . Few areas to be covered during the interview are as discussed below:

Attention trap: Read the body language of the interviewer. If they are drawn to read the resume, its positive. If they are distracted with any other actions such as taking telephone calls during the interview or looking away. Remain humble and breathe. When they attend back to you, paraphrase what were the last few lines discussed before the distraction and then take it ahead. It will demonstrate that the interviewee is accommodating and not hostile.

Answers Trap: If the interviewer asks questions its imperative to answer it followed by a suggestion in that area. Often, they may not probe, but expect the interviewee to come up with more relevant data towards the role.

Acknowledgement: Paraphrasing the discussions shows attention. This needs to be coupled with data towards the strength of the candidate maintaining the focus on the role. For e.g.:  A detailed discussion on the technical questions measuring the depth of the interviewee’s knowledge requires to be  followed by the certain inputs,  made by the interviewee including,  few escalations handled in the area. This would establish the level of the knowledge for the interviewee.

Areas of concern: Often the interviewer may have a bias towards the role. They may look for an archetype such as aggressive for sales, people orientation for HR and process oriented for operation. It’s important to identify those biases early. In addition to that several questions would be asked towards the problem areas of the last employee working on the role or the current problem in the project. Such as, if an interviewer constantly questions on client communication or timely project completion, the interviewee needs to understand that this is a problem area. Hence offer solution based answers. Share what the interviewee had done or would do in similar situation and how it would help the current role.

Stress interview: Few interviews are built around creating stress on the interviewee to find the resilience and true nature. The best approach to it would be, the moment the interviewer starts building stress by constantly asking question with escalating complexities, gives non-verbal ques of being unsatisfied with the answer or keep cutting in between, worst make a derogatory remark. It’s quintessential to stay focussed. Do not get panicked even if the answer is not known. Use the structured answering approach by using the tree diagram and return to the point made by the interviewer. Keep the answers directed to the knowledge gained about the interview so far.

Finally end the interview by sharing the understanding about the role gained so far. Agreeableness is objective.  If an interviewee saves few questions for the end related to the future opportunity in the job and share certain training program planned towards it. It shows interest towards the role. Certain questions including hobbies are often asked unintentionally. Yet measured ,as the activities taken up during the free time , can add on to the personal effectiveness hence contribute to the role. The interviewer tends to predict the future behaviour of the employee through the discussion. Malcolm Gladwell, in Most likely to succeed wrote , “A prediction, in a field where prediction is not possible, is no more than a prejudice”.  Yet identifying the structure for the prediction can help cracking the interview.

Indian labor Unions History

http://mystudentrockstars.blogspot.com/

The Indian labor movement is more than 150 years old, with its origin in the 1850s and 1870s. But it gained momentum in 1918 when the Madras labor union was formed with mill workers as members. The formation of the All India Trade Union congress (AITUC) in 1920 gave a fillip to the organized labor movement in India. A series of agitations and strikes happened during the early years of unionization in different parts of the country. The focus of the unions was to end exploitation of workers in factories and other workplaces like mines, Trade union also participated in the freedom struggle against the colonial rule. National leaders like Mahatma Gandhi were active in the trade union movement. The introduction of the Trade Union Act of 1926 provided the required legal framework for unions.
The changes in the political landscape of India resulted in the AITUC splitting into the Indian National Trade Union Congress (INTUC) in 1947 followed by the formation of the Hindustan Mazdoor Sabha (HMS) in 1948. Later political events like the split in the Indian National Congress and the communist party also resulted in formation of corresponding unions. Thus, in India, politically connected unions became a regular feature. The election of communist government in states like Kerala and West Bengal gave a flip to the labor movement in the states.
With the support of political parties and the elected governments, the public sector companies and many private companies became heavily unionized. What followed in the 1960s and 1970s was a rise in trade union activity leading to strikes and lockouts. Though the imposition of emergency in 1975 led to the suspension of trade union rights and a sudden fall in trade union activity (many prominent opposition trade union leaders were jailed during the emergency period), post emergency the activities picked up. Under pressure from trade unions, in 1976 the Industrial Disputes Act was amended making it mandatory for firms employing more than 300 workmen to take prior government permission before retrenching workmen.
The failure of the Bombay textile strike (started in 1981) led by independent trade union leader Dutta Samant marked another shift in the labor unions. Nonpolitical unions focused on members’ requirements alone became a reality. After the first wave of economic liberalization in 1984, the approach of unions also started to change. By that time the profile of their members also changed with more people wanting better living conditions, rather than those led by larger political ideology. Private sector unions became increasingly open to productivity linked agreements that were later accepted by the public sector unions also. The powerful banking sector trade unions allowed the introduction of computers in a limited scale. They extracted a price for this in terms of extra payment. In many workplaces there was a marked shift towards adopting a collaborative approach rather than a confrontationist approach.
The next phase of economic reforms introduced in 1992 focused on the opening of the economy and integrating with global economic forces. Privatization of state owned enterprises and the closing down of unviable ones were part of reform package. The voluntary retirement scheme (VRS) became a legal option for firms to separate excess employees on mutual agreement. The national renewal fund (NRF) was established to help firms adjust to the new economy realities. Currently, many traditional unions both in public and private sectors have recognized the significance of market forces and competition and are prepared to work with the management to increase competitiveness. While the industry and investors demanded reforming the labor to introduce more flexibility and the hire and fire, due to opposition from national unions such progress could not be made.
The emerging new generation IT / ITES sector saw firms where labor union activity was absent. The career and professional growth focused employees showed antipathy toward unions and their employers went ahead to ensure good conditions of work. Though there have been discussions about introducing trade union activity in the new sectors, not much progress could not be made. Similar non-union firms are functional in the traditionally unionized sectors like manufacturing and services (for example the new private banks are completely trade union free)

Sign in & Access Multiple Google / Gmail Accounts at Once from the same Browser

http://mystudentrockstars.blogspot.com/

Google introduced a new feature which lets you sign in and access two  different Gmail / Google accounts at once on the same browser.  Most of us have more than one email Id which we use for different purposes. Previously , one can login to only one account at a time through one browser. This new feature eliminates the need of signing out or using a different browser for using other account. Here is the procedure to use multiple accounts in the same browser at the same time..

• Go to google.com/accounts
• Navigate to Multiple sign-in option – “Use multiple Google Accounts in the same web browse” and turn it on.
• Sign into your first account.
• After that, you can sign in with up to two additional accounts using the new accounts menu.

After enabling it, You can open  and use multiple Gmail / Google accounts in different tabs of the same browser. The feature can also be disabled by going to the above path and turning it off.
Although the multiple account sign-in feature is available for users, it doesn’t support all Google services like like Blogger and Picasa Web Albums, etc. For these services, the default account will be the first account you signed into. As of now, This feature is supported App Engine, Code, Calendar, Gmail, Reader, Sites and Voice and is restricted to desktop broswers and cannot be enabled on your mobile phones.

Satisfaction Versus Money!!!!

http://mystudentrockstars.blogspot.com/

The eternal dilemma between money and job satisfaction continues to vex individuals even today.

Few are lucky to find a dream job that is enjoyable and also pays well. Most of us mortal souls are forced to pick between two greatly divergent interests – many and job satisfaction.

At some point in their career most job seekers are forced to prioritize one over the other. This choice is not an easy one. The big bucks are tempting but at the risk of being stuck in an uninteresting job. The greatly polarized needs of security and satisfaction are difficult to balance. Countless surveys have been done on the topic, but human psyche is not as predictable. 

Money matters

Call it pragmatic or just plain practical – but money matters. The basic requirement of a job is that it should secure you financially. The income should pay the bills and put food on the table. It is doubtful anyone can be happy with a satisfying job but an empty bank balance.

Money makes the world go round. Job satisfaction is personal happiness. It cannot be shared. Be it medical bills, education or daily provisions, the family needs money. An individual should secure his or her family first. Those at start of their career mirror similar views. The need to gain independence form their parents and families is great. In the quest for self sufficiency money becomes a key concern. 

Unlike money which is tangible and finite satisfaction is a rather ambiguous ideal. It is foolhardy to chase an ephemeral dream. Job satisfaction is not a constant concept. Hard cash is an assured, while pursuing happiness is usually just a pipe dream. 

Those prioritizing money tend to separate their profession from their passion. I work to earn money, I engage in hobbies for personal satisfaction. The line between two should remain distinct. When people try to satiate their souls through their career the questions of choice erupts.

Satisfaction Speaks

Most people who take up a job for money do not last. We have observed that they slack off lose interest and become a liability in the team. Those who work for love of their job are noticeably more dynamic and interested so our company makes it a point to find recruits who are not joining only for the money. Job satisfaction is a greater priority than money. It directly affects efficiency, motivation and involvement in the job. Money is simply a subset of the same.

Twenty nine year old Engineer and MBA yet this spunky girl is chasing her dreams as a theatre artist. I spent two years stuck in a job I disliked for sheer monetary reasons. Ultimately money can’t hold you to a job. The need for job satisfaction is very great. Today, this spunky girl may not be earning the big bucks but loves her work. I am proud and involved with what I do. Money and success cannot remain elusive.

The Common ground

Perhaps these seemingly divergent concepts aren’t all that dissociated after all. It is not difficult to find a common ground between the money and satisfaction. You just need to know where to look. Do your job to the best of your ability. Enjoy it and the money will follow. 

Psychologist agrees I have seen several cases of patients suffering from stress and anxiety due to inability to priorities one over another. I always encourage patients to pick personal satisfaction. In case where the individual is unable to leave a job due to monetary reasons he is encouraged to engage in a hobby along with work. Or perhaps find an aspect of their work that complements their personal interest and build on this. However, in most cases it is lack of confidence that encourages people to pick money security over satisfaction. 

The challenge is to unite these divergent priorities and build on this common ground.

Things To Know Before You Become An Entrepreneur

http://mystudentrockstars.blogspot.com/

 Things To Know Before You Become An Entrepreneur



Taking a leap into entrepreneurship is like riding a bike for the very first time. Although it can be fun and exciting, there are consequences such as falling on the ground and getting hurt. To prevent yourself from being hurt why don’t you look at the following blog and help yourself from not falling and not getting hurt. After-all “Prevention is better than cure”.



Let’s take a glance at them. Just 8 simplest things you need to keep in mind which you’d not regret for later.



1. You don’t need to be a Jack of all trades



Be focused. Don’t grab too much from your hands at a time from a container. The more you grab, the more it becomes difficult to let your hand out from the mouth of container and then you are in vain. Greed is the worst thing in a man’s life which may even lead him to his destruction. So, do your work. One at a time, don’t run your mind in all directions. Be focused and determined. After-all, people are good at one thing not at all of them at once.



2. Don’t focus on bad, focus on good



Positivity is the key to success. Once you lose hope or start de-motivating yourself you can always see things around you getting worse. And so, we should always focus on our good and not on our bad. The more good we think, the more happy we stay and the more we progress then.



3. Never under-estimate your parents



Though your parents may not belong to an entrepreneurial background; but always remember- they are more experienced, more knowledgeable than what you are. They have experienced the world more than you. So, listen to them and always ask them for an advice.




4. There is no such word as “trying”



Trying... is for failures. Winners always say- “done”. Being an entrepreneur, how can one have a casual attitude towards work? Trying depicts a care-free nature for work which is not at all acceptable from an entrepreneur. The reality is, if you need money to survive then you better figure out a way to succeed. Failing won’t make you rich. So every time you fail, don’t pat yourself on the back because you tried… instead learn from your mistakes so you’ll improve your odds of succeeding the next time.



5. Little is the new big



You’re going to get excited every time you meet a celebrity. And no, I don’t mean Lady Gaga. I mean anyone in your industry that is looked highly upon. Every time you meet one of these celebrities you shouldn’t get star struck because the majority of the celebrities you meet won’t care about you. So don’t focus on networking with celebrities, network with the average Joes. They will spread the word about you and your company to everyone else. And when a lot of those average Joes talk about you, the celebrities will have no choice but to listen.



6. Compliments are free



Never hesitate or think before giving compliments to your employees. They love to hear their work being appreciated. During Monday through Thursday you can give them criticism and keep on pushing them, but you have to be respectful at the same time. Yelling at your team won’t solve anything; you have to be proactive at helping them improve. At the same time, you have to be willing to take criticism from your team because it isn’t fair to dish it, if you can’t take it.



7. Don’t be afraid of confrontation



Confrontation in the business world doesn’t lead to fist fights like it does in elementary school. Instead it helps make things move along. It helps the company move forward in positive fashion. As, life can never be stagnant so can never a stagnant business grow.



8. You eat what you measure



One of the first things you’ll do when you start your first company is that you’ll setup metrics. These metrics will help you determine how your company is doing, right? You’ll probably end up measuring metrics like page-views, visitor counts, and time on website. So what’s the problem with these metrics? Well, if all those metrics improve, it doesn’t necessarily mean that you’ll make more money. If you start tracking metrics that aren’t important to your business, you’ll focus on improving them when it won’t necessarily make you more money. So instead of wasting your efforts on metrics that aren’t important, make sure you start tracking what’s really important, such as your revenue per marketing channel or your conversion rate.

what the skills required by Business Consultant

http://mystudentrockstars.blogspot.com/

Business Consultant

Skills

Business consultants must have good analytical, problem solving and communication skills. They must be confident individuals as they will be providing advice and guidance to mom and pop shops as well as Fortune 500 companies. They must be computer savvy and stay abreast on current technologies as sometimes certain technology must be implemented into the overall success of the organization. They must have good writing skills and be adaptable to change.

Environment

Business consultants may travel extensively to organizations requiring their assistance. They may spend a lot of time in front of the computer looking at data and numbers to analyze any issues in the organization's system. They may spend a lot of time in meetings communicating with managers, CEOs and business owners of small to large businesses. They may work long hours and must be versatile and flexible due to companies having different work hours and work conditions.

Education

Most business consultants have bachelor degrees in business management, economics or finance. For business consultants to gain higher salaries--depending on the organization they are working for--they can obtain a Master's in Business Administration (MBA). Though rare, business consultants can also earn a DBA which is a Doctorate in Business Administration. Business consultants can also get internships in business consulting firms and can become certified as management consultants by passing a series of written and oral tests from the Institute for Management Consultants.

Salary

Salaries can range depending on education and experience. Based on PayScale.com the median income for business consultants is approximately $64,126 as of May 2010. The location and region can also affect the salary of a business consultant.

AP ICET 2010 EXAM RESULTS

http://mystudentrockstars.blogspot.com/

INTEGRATED COMMON ENTRANCE TEST  (ICET)

AP ICET 2010 EXAM RESULTS 

ICET 2010 is an Integrated Common Entrance Test for admission into M.B.A and M.C.A courses of all universities in Andhra Pradesh and their affiliated colleges. This test is being conducted by Andhra University, Visakhapatnam on behalf of Andhra Pradesh State Council for Higher Education, Hyderabad on 27 May 2010(Thursday).

ICET 2010 Results are likely to be  released this morning 14^th June 2010 at 11.30 am onwards.

To Check ur ICET-2010 results please go through the following official website link:

CLICK HERE TO CHECK UR ICET 2010 RESULTS

OR

Copy and paste the below link in ur address bar or click on it.

http://icet2010.net/results.html

ICET 2010 results

http://mystudentrockstars.blogspot.com/

The ICET-2010 results will be released on June 14 at 10 a.m. by the Minister for Technical Education Mopidevi Venkataramana at the Andhra University, Vishakapatnam, according to the ICET-2010 Convenor G.S.N. Raju. Meanwhilearrangements are being made to release the EAMCET-2010 results on June 16 in Hyderabad. The final decision will be taken based on the availability of the Minister.

Motorola FlipOut

www.c2clive.com

http://mystudentrockstars.blogspot.com/

Images of an upcoming Motorola handset, FlipOut, have surfaced online, reports techtree. FlipOut has MotoBlur interface layered over the Android Eclair 2.1 operating system. It has a square form factor in which the screen can be slided to reveal QWERTY keyboard. It has a 2.8-inch display screen and sports a 3.1 MP camera and GPS. It is expected to be out in June in black, green and pink.

Raajneeti receives good reviews from critics

http://mystudentrockstars.blogspot.com/


wonderful publicity like there was no other film. The expectations were sky-high but it stumbled from the very outset. The critics were not impressed – not even a bit. But Raajneeti, featuring Ranbir Kapoor, Katrina Kaif, Ajay Devgn, Arjun Rampal and Nana Patekar is a different film all together. Half the battle is won, as the critics are all praise for the film. It have received good reviews from all quarters.

Prakash Jha, the producer and director of the film, seems to be very confident of his product. The film was screened to the critics a day early – very much unlike other Hindi films. It’s a big risk because good review could do wonders to the film and at the same time, it could fall even before its release had it received bad review. Luckily, Prakash’s confidence paid off. Critics are all praise for the film – everything about it.

“Raajneeti story alters constantly, unravelling in a serpentine manner and speed… so much so that you don’t know what’s gonna happen next. It keeps you awed at the constant turn of events. Clearly, unpredictability is the biggest strength of Raajneeti. Yet, let me clarify, this is not a documentary, tetchy or preachy film. This one not only entertains, but also enlightens,” wrote well known critic Taran Adarsh in his review. “I strongly advocate this film. Do yourself a favour: Watch Raajneeti,” he added.

Well, it looks like Raajneeti is going to break this year’s box office record and bring new ray of hope to Bollywood, which has been struggling for so long. ‘Well begin is half done’ would best describe Raajneeti at the moment.

EAMCET Key is to be released on June 5th 2010| EAMCET RANKS WILL COME ONLY AFTER THE SUPPLEMENTARY RESULTS

EAMCET entrance test has been conducted peacefully through out Andhra Pradesh. Revenue and Police departments have extended their hand to conduct theentrance test transparently. Attendance percentage is 95.37%. In the engineering stream, 3, 28, 945 students have applied and of them, 3, 16, 115 students have appeared to theentrance test. In the medical stream, 54, 585 students have applied and of them, 49, 698 have appeared to the entrance test . The primary key of EAMCET will be release on 5th of June and the abjections will be taken into consideration till 12… of June. The EAMCET marks and the final key may be released after 15….of June.
EAMCET RANKS WILL COME ONLY AFTER THE SUPPLEMENTARY RESULTS
The EAMCET results will be announced 5 days after the announcement of the intermediate supplementary exams. Inter results will be very important. Counseling will be held after 10 days from the announcement of the EAMCET ranks. In order to reduce the time of counseling, conformation letters are supposed  to be verified in advance before the announcement of EAMCET ranks. Discussions are being going on in this regard and the final decision will be announced in one week.

AIEEE 2010 Cutoff Marks

VISIT further AIEEE news : http://mystudentrockstars.blogspot.com/

AIEEE 2010 Colleges Cutoff

Marks	Expected Rank in AIEEE 2010
380 and Above	1-10
350 – 379	11-100
325 – 349	101-500
300 – 324	500-1000
280 – 299	1000-2000
250 -279	2000-5000
220 – 249	5000-10000
195 – 219	10000-20000
175 – 194	20000-30000
160 – 174	30000-40000
147 – 159	40000-50000
125 – 146	50000-75000
108 – 124	50000-100000
Less than 108	Above 100000

On 26th April over 10 Lacs students appeared for AIEEE 2009 Paper, which was held all across the country. There was a major change in the pattern of the paper, which surprised many students and according to them this year Math Question paper was the toughest. This year No.of questions also decreased from 35 to 30 per section as compared to 2008. Total Marks: 432
Total Questions: 90
(Physics, Mathematics, Chemistry 30 – Questions Each)
There were 24 questions of 4 marks each and 6 questions of 8 mark each. The 8 mark questions had -2 marks for incorrect answer while the 4 mark questions had -1.

• AIEEE 2010 Results

AIEEE Results 2010

http://mystudentrockstars.blogspot.com/

AIEEE Results 2010

The results of AIEEE-2010 is likely to be declared on or before 7th June, 2010

Score Card indicating All India Rank and State Rank with total marks and marks in each subject shall be sent to all candidates appearing in AIEEE. Candidates scoring above a certain cut off percentage of marks (being different for General, OBC, SC/ST/PH category candidates) to be called for counselling shall be determined at the time of declaration of AIEEE results.All India/State Rank and marks shall also be released on AIEEE website.

The results of AIEEE-2010 is likely to be declared on or before 7th June, 2010.The All India/State Rank to be called for Central counselling will be decided by Central Counselling Board which will be constituted by the Ministry of Human Resource Development, Govt. of India and decision of seat matrix etc. will be taken by Central Counselling Board. The required information will be displayed at apropriate time on website www.ccb.nic.in . The score cards will be dispatched to the candidates from 12.06.2010 to 27.06.2010 under Certificate of Posting (UPC).

The Board will not be responsible for any consequences that may arise due to loss of score card in transit.In case of non-receipt of the score card within the stipulated period candidate may apply for duplicate score card on payment of Rs. 50/- (plus postal charges of Rs. 30/- for outstation candidates) in the form of Demand Draft in favour of Secretary, CBSE, payable at Delhi/New Delhi between 09.07.2010 to 31.08.2010.
No request for issue of duplicate score card will be entertained thereafter. As per the notified cut off score and the candidates declared eligible up to the notified Rank shall be called to appear for counselling. In case of two or more candidates obtaining equal marks, inter-se merit of such candidates shall be determined as follows: B.E/B.Tech – By marks obtained in Mathematics and then in Physics in the AIEEE and then by age (preference to older candidates).

B.Arch/B.Planning – By marks obtained in Aptitude Test and then in Mathematics in the AIEEE and then by age (preference to older candidates). Rules For Rechecking/Re-Evaluation of Answer Sheets Since the AIEEE answer sheets are machine graded with extreme care and repeatedly scrutinized, there is no provision for rechecking/re-evaluation of answer sheets. No correspondence in this regard will be entertained.

• AIEEE 2010 Cutoff

IIT JEE Result 2010

please visit: http://mystudentrockstars.blogspot.com/

IIT JEE Result

The results of the IIT-JEE-2010 for admissions to undergraduate courses in the fifteen IITs, IT-BHU and ISMU Dhanbad will be declared on May 26, 2010 (Wednesday).

A total of 4.7 lakh candidates appeared in JEE-2010 which was conducted by seven of the IITs on April 11, 2010. Out of them XX candidates have been declared qualified to seek admission for XX seats in the IITs at Bhubaneswar, Bombay, Delhi, Gandhinagar, Guwahati, Hyderabad, Indore, Kanpur, Kharagpur, Madras, Mandi (H.P.), Patna, Punjab, Rajasthan and Roorkee, IT-BHU Varanasi and ISMU Dhanbad.

On-line filling of CHOICES open for ALL the qualified candidates will be available from May 27 to June 09, 2010 i.e. Thursday to Wednesday.

Medical examination and counselling for qualified PD candidates (the schedule will be announced on the IIT websites) will be from June 09 to 11, 2010.Course allocations to the successful candidates will be declared on Wednesday, the 28th June, 2010.

IIT-JEE 2010 Results can be found online at the following websites:

• IIT Delhi JEE 2010 – Results Link : www.jee.iitd.ac.in
• IIT Bombay JEE 2010 – Results Link : www.jee.iitb.ac.in/result.htm
• IIT Guwahati JEE 2010 – Results Link : www.iitg.ernet.in/jee
• IIT Kharagpur JEE 2010 – Results Link : www.iitkgp.ernet.in/jee
• IIT Kanpur JEE 2010 – Results Link : www.jee.iitk.ac.in
• IIT Madras JEE 2010 – Results Link: www.jee.iitm.ac.in
• IIT Roorkee JEE 2010 – Results Link : www.jee.iitr.ernet.in

If you are feeling stressed or anxious please remember to call 24 hour IRS Crisis Line at 1-866-925-4419

West Bengal Board of Madrasah Education (WBBME) Exam 2010 Results came

http://mystudentrockstars.blogspot.com/

The West Bengal Board of Madrasah Education (WBBME) ALIM and FAZIL examination result 2010  has declared .

The results available  from now onwards in our sites http://results.c2clive.com/ and engstudent.com.

West Bengal Board 2010 of Madrasah Education  ALIM and FAZIL Exam Results 2010 on the following websites :
http://www.wbmadrashboard.org/
http://www.wbresults.nic.in/
 
Candidates can also obtain the results of WB Board of Madrasah Education ALIM and FAZIL Examination 2010 through SMS. To obtain the result of via SMS one must type WBBME (space) Roll Number and send to 57333. For any further queries one can visit the board’s aforementioned official website.

The Madrasah Education System in Bengal was grown up and flourished with the foundation of the Calcutta Madrasah in 1780 by the British East India Company. Two systems of Madrasah Education are functioning in the State namely )  the old scheme Senior Madrasah Education System and ii) the new scheme – High Madrasah Education System.

Management Education is a career ladder

http://mystudentrockstars.blogspot.com/

Chennai, 17th May: Graduate Management Education is the most suitable education for all streams of undergraduates today. It is applicable to all walks of life and a suitable education that equips young graduates with knowledge and opportunities.  It is an education for life that can take you to a job you desire or more. The need of the hour is managers as the economy is growing cautiously back , it is indeed the right time for choosing management education the best higher education option available for all streams of undergraduates, as at some point in life they will need to become a manager of some sorts Opportunities exists for people and everyone prefers quality over mediocrity. Quality business education can shape an individual to help plan and build strategies that work and have enable structured approach to business. Business education today is not just for fresh undergraduates but it is a preferred option for people who have put in a few years of work experience in any vertical to move up in their career ladder. When a person has a few years of work experience the business concepts can be well understood. Businesses today are not local it is going global in every possible way and understanding global business becomes an inevitable necessity for new managers. Respecting different cultures working with a heterogeneous group of people are a must. Having quoted the need for managers and what is desired out of them by the industry, the management students today will need to look for a holistic approach to management studies, which provides strong concepts , provides a chance to experience work culture, guides them to realize their inner potential and provides a global approach to their thinking and enable them to think out of the box.  More hands on approach to learning management principles is a must to make the young managers understand better, Educators will have to do away with rote earning classrooms. Also just learning practical ways of doing things within a short time cannot be a substitute for strong foundation of the principles as this also seems to be an increasing trend in management education. Students should look for strong aggressive academic curriculum that is reflective of the industry the people who deliver these courses and the methodology used in class rooms to teach management education.  Also need to see how closely the institute interacts with industry, exposure to the global field as MNC s are inevitable and placements or career options not just for your first job but one that prepares you for life. Source: Online tutor

Goa Board Class 12 Results 2010 available online

http://mystudentrockstars.blogspot.com/

	Panaji, 17th May: Goa Board of Secondary and Higher Secondary Education (GBSHSE) HSSC Result 2010 or Goa Board Class 12 Results 2010 will be available from on May 18, 2010 at 3:30 pm onwards. The students of 12th class will check their results online and mobile massages also. The online results will be get official web site of Goa is gbshse.gov.in and our results server http://results.c2clive.com/.   And you can check your GBSHSE HSSC Result 2010 or Goa Board Class 12 Results 2010 in the available links below c2clive.com and engstudent.com. Stay with us for your GBSHSE HSSC Result 2010 as we will update you the latest information and if you want to share and discuss about your results with others readers or friends of our website, please do write your comments below. Results on mobile screen: HSSC (Class 12) Examination Results 2010 SMS – ResultGOA12SEATNO to 56263, Example: RESULT GOA12 123456 – Send it to 56263. SSC (Class 10) Examination Results 2010, SMS – ResultGOA10SEATNO to 56263, Example: RESULT GOA10 123456 – Send it to 56263 Take away your results on ivrs/ mobile phones, Reliance Users Call 56263, Idea Users Call 52345. For the results online visit our web sites c2clive.com and engstudent.com and our results server:  http://results.c2clive.com/.  Source: c2clive desk.

Mega brother creates chaos at Jaatara

The holy town of Tirumala Tirupathi was suddenly awakened and the people got into life of sorts. All this happened due to the presence of one man. He is none other than mega brother Naga Babu and he was present as part of the Gangamma Jaatara which took place in Tirupathi. Looking at the music and the tempo of the devotees, mega brother got into the mood and he began dancing. In no time, the crowds went berserk looking at Naga Babu's dance and they joined the party. Overall, it was an energy filled evening.

REVIEW : YOUNG INDIA MOVIE

Film: YOUNG INDIARating: 1/5Banner: Siri Media
Cast: Dasari Narayana Rao, Brahmanandam, Venu along with 81 new Telugu artistesMusic: KeeravaniCinematography: Ramana RajuDirector: Dasari Narayana RaoProducer: K Ramakrishna Prasad Release Date: May 15, 2010

Story:
An aimless tale, the story begins with a group of youngsters Abhi, Venky, Razzaq, Rai who want to commit suicide but are saved by another girl who hears their flashback. Her father Rangaiah Naidu (dasari) is an SP and he gives them accommodation and a new life. He gives them six months and tells them to do something good and then think about dying. What starts as a journey to do good becomes a movement called 'Young India'. However, there are the regular share of villains trying to cause trouble. What happens from there forms the rest of the story.

Presentation:
The director has come up with a rotten tale and both the presentation and narrative were disappointing. The dialogues were weak, the script was shallow and the screenplay was pathetic. Background score was okay and only one song was alright. Cinematography was very poor, editing was just okay. Costumes and art department didn't have much to do. As usual, it is a Dasari show as he shows his eccentricity now and then in his Tamil accent. The youngsters put in their best efforts to make use of the opportunity given but time will tell whether they made an impact or not. Brahmanandam was annoying, the villains were all from the TV circuit so they did a good job.

Conclusion:
The film is attempted to create awareness among the youngsters but more than that, it will give a negative impact. While the first half goes about with some bizarre sequences, the second half gets into the routine commercial manner and in no time, the audience is seen twitching in their seats and scratching their heads. The film by no means will appeal to any genre of audience and it will sink in no time at the box office.

SSC Results 2010, 10th Results 2010 AP SSC 10th Results Coming 4th week of May 2010 SSC Grading System SSC board has introduced grading system And is implemented from this year. Nine point relative grading is used to evaluate the student performance. This grading system had both subject grades and aggregate grades according to the student performance in all subjects . The highest grade A1 will be given to first 12.5 % passed Candidates. If one lakh students pass in the exam, the top 12,500 will get A1 grade. So this makes a note that this system consider students performance and also overall performance of all the students. SSC Grades A1 Top 12.5% of the passed candidates A2 Less than top 12.5% but above 25% B1 Less than top 25% but above 37.5% B2 Less than 37.5% but above 50% C1 Less than 50% but above 62.5% C2 Less than 62.5% but above 75% D1 Less than 75% but above 87.5% D2 Bottom 12.5% of the passed candidates i.e., between 87.5% and 100% of the passed candidates E Candidates who secure less than 35% marks in any subject will be treated as failed and awarded E-grade for that subject. They will also be awarded E-grade for final result.

SSC (Secondary School Certificate) SSC (Secondary School Certificate) is a public examination for the 10th class students. SSC is awarded to all the students who pass the exam, and the certificate is an indication of completion of 10years of schooling. AP Directorate of Government Examination conducts the SSC Eaminations in Andhra Pradesh. AP SSC Results are likely to be announced in the month of May, 2010. http://mystudentrockstars.blogspot.com/ publishes the 10th class Results where all the students can check their results easily.

BITSAT 2010 - Birla Institute of Science & Technology Admission

BITSAT 2010 - Birla Institute of Science & Technology Admission
Computer Based Online Test for Admission to Integrated First Degree programmes of BITS, Pilani, 2010-11
BITSAT Online Tests
Admissions to Integrated first degree programmes, at Pilani campus, Goa campus and Hyderabad Campus for I Semester 2010-11 will be made through a computer based online test conducted by BITS. This test is referred to as ' BITS Admission Test', in short as BITSAT.
Integrated First Degree Programmes to which admissions will be made on the basis of BITSAT-2010:

1. At BITS, Pilani – Pilani Campus:
   B.E.(Hons.): Chemical, Civil, Computer Science, Electrical and Electronics, Electronics & Instrumentation, Mechanical, Manufacturing .
   B.Pharm.(Hons.);
   M.Sc.(Hons.): Biological Sciences, Chemistry, Economics, Mathematics, Physics and M.Sc.(Tech.): General Studies, Finance, Information Systems.
   
2. At BITS, Pilani – Goa Campus:
   B.E.(Hons.): Chemical, Computer Science, Electrical and Electronics, Electronics & Instrumentation, Mechanical.
   M.Sc.(Hons.): Biological Sciences, Chemistry, Economics, Mathematics, Physics. and
   M.Sc.(Tech.): Information Systems.
   
   At BITS, Pilani – Hyderabad Campus : B.E.(Hons.): Chemical, Civil, Computer Science, Electronics & Communication, Electrical and Electronics, Mechanical. B.Pharm.(Hons.); M.Sc.(Hons.): Biological Sciences, Chemistry; Economics, Mathematics, Physics and
   M.Sc.(Tech.): Information Systems.

Eligibility:
Candidates should have passed the 12th examination of 10+2 system from a recognized Central or State board or its equivalent with Physics, Chemistry, and Mathematics. Further the candidate should have obtained a minimum of aggregate 80% marks in Physics, Chemistry and Mathematics subjects in 12th examination, with at least 60% marks in each of the Physics, Chemistry, and Mathematics subjects and should have adequate proficiency in English.
Students who are appearing for 12th examination in 2010 or who have passed 12th Examination in 2009 only are eligible to appear in the BITSAT-2010 test.

BITSAT 2010 Important Dates
Deadline to apply for BITSAT-2010 : 30th January 2010
Test center allotment and announcement to candidates : by 15th February 2010
Candidates to reserve Test dates : 18th Feb. – 10th March 2010
Candidates to download the Hall tickets with instructions : 10th April – 30th April 2010

BITSAT 2010 Online tests :10th May – 10th June 2010
Candidates to apply for admission with 12th marks and
preferences to Degree programmers : 20th May – 30th June 2010
Admit List and Wait List announcement (BITSAT 2010 Result Date) : 1st July 2010
Test Format
BITSAT-2010 will be of total 3-hour duration (without break). The test consists of four parts:
Part I: Physics
Part II : Chemistry
Part III:

• English Proficiency and
• Logical Reasoning

Part IV : Mathematics
All questions are of objective type (multiple choice questions); each question with choice of four answers, only one being correct choice. Each correct answer fetches 3 marks, while each incorrect answer has a penalty of 1 mark. No marks are awarded for not attempted questions. While the candidate can skip a question, the computer will not allow the candidate to choose more than one option as correct answer.
There will be 150 questions in all. The number of questions in each part is as follows:

	Subject	No of questions
Part I	Physics	40
Part II	Chemistry	40
Part III	A. English Proficiency B. Logical Reasoning	15 10
Part IV	Mathematics	45
	Total:	150

How to Apply for BITSAT 2010
Interested candidates should register their names for BITSAT-2010 by applying in the prescribed application form online. Complete the application form Online at www.bitsadmission.com and take the print out of the filled form. The completed application form alongwith the prescribed fees of Rs. 1000/- (Rs. 500/- for female candidates) should be sent to Admissions Officer, BITS, Pilani – 333 031. Details for payment of fees are available at the website while applying online.
For more details visit : http://www.bitsadmission.com

Alagappa University-Various Courses

Alagappa University Applications are invited for Admission to the following Post Graduate / P.G. Diploma / Graduate Programs offered in the University Departments under various Schools for 2010 - 2011.

School of Business Management

1. MBA
2. MBA (Banking and Insurance)
3. MBA (Corporate Secretaryship)
4. MBA (International Business & E - Commerce)
5. M.Com School of Computer Science
6. MCA
7. MCA (Weekend Program)
8. M.Sc. (Computer Science) School of Biotechnology
9. M.Sc. (Biotechnology)
10. Post M.Sc. Advanced Diploma in Molecular Diagnostics (One Year - Studentship 5,000/- pm)
11. M.Sc. (Bio - Informatics)
12. M.Sc. (Bio - Electronics & Bio - Sensors) School of Animal Health & Management
13. M.Sc. (Animal Health & Management) School of Nano Sciences
14. M.Sc. (Nano Science & Technology) School of Marine Sciences
15. M.Sc. (Marine Biology)
16. M.Sc. (Marine Microbial Technology) School of Mathematics
17. M.Sc. (Mathematics) School of Physics
18. M.Sc. (Physics) School of Chemistry
19. M.Sc. (Chemistry) (Textile)
20. M.Sc. (Chemistry) (Electro) School of Languages
21. M.A.Tamil
22. M.A. (Communicative English) School of Women's Studies
23. M.A. (Women's Studies)
24. MSW (Social Work) School of Rural Studies
25. M.A. (Rural Development) School of Education
26. B.Ed. M.Ed.
27. P.G. Diploma in Teacher Education School of Physical Education
28. B.PEd
29. D.PEd
30. M.PEd
31. PG Diploma in Yoga Education (Part Time) School of Library & Information Science
32. M.LISc
33. B.LISc
34. C.LISc

Last Date: May 20, 2010

For more details Click here

VIT Results 2010

VIT Results 2010 has been declared. VITEEE 2010 Results are available on its official website and other result websites also. Candidates can get their results by entering register no. and date of birth. VIT Entrance Exam 2010 was held on 17th April 2010.
Around 1, 51,554 candidates appeared in the VITEEE 2010 in 91 cities of India and Dubai conducted by Vellore.

The highest marks in VITEEE 2010 are 87.5%. 50 students scored above 80%, 1,046 students got between 70-80%.

For School of Mechanical and Building Sciences, School of Electronics Engineering and School of Electrical Engineering Programmes, classes will be started from 7th July 2010.
School of Bio Science and Technology, School of Information Technology and Engineering and School of Computing Sciences, classes will be started from 9th July 2010.

The VITEEE Results 2010 are available at the following link of Vellore Institute of Technology Engineering

Entrance Exam: Click Here

`Infosys iRace to stay till 2014′

  Infosys’ employee rating system iRace (Infosys Role and Career Enhancement) is here to stay. The HR programme which seems to have not gone too well with the company’s employees (and has also been blamed for recent staff exodus from the company) is not getting any iterations.

According to a news report in CIOL, the HR initiative would be around for five years, and changes and restructuring in the programme would take place in 2014. “iRace is a career architecture exercise. The program, which has been designed by the HR team, would continue to be the same. The company would look at any new program only after five years. The changes would depend on the market requirements at that point of time,” said TV Mohandas Pai, Director and Head, Finacle, Admin, Human Resources, Infosys Leadership Institute and Education and Research in the news report.

The news story also quotes Nandita Gurjar, senior vice president and group head, Human Resources, Infosys Technologies, saying that Infosys started iRace as a career growth programme in October 2009. It is being rolled out in a phased manner and the entire rollout would end by October 2010.
iRace led to 4500 demotions in October 2009. Of the 4,500 employees demoted after the introduction of iRace, nearly 2,500 have been given promotion (effective Aroril 2010) while the remaining are reported to have been retained at the same level.

iRace is a career architecture mapping programme designed by Mercer Consulting for Infosys. It aims to grade employees across different levels according to their roles.

http://mystudentrockstars.blogspot.com/

Rashtriya Sanskrit Vidyapeetha (RSV) – UG, PG

http://mystudentrockstars.blogspot.com/

Admission Notice - 2010 Rashtriya Sanskrit Vidyapeetha (RSV) Admission to various Under & Post Graduate, Certificate, Research Courses in Sanskrit, Acharya, Vedanta REGULAR PROGRAMMES

Under Graduate Courses: PRAK-SASTRI (Eq.to+2/ Intermediate with Computers as special subject) ; SASTRI (Eq. to B.A.) with Computer Applications ; SASTRI Vedabhashyam (Eq. to B.A.) ; B.Sc.(Sastri) with Computer Science and Mathematics) ;B.A.(Elect. Sanskrit compulsory).

Post Graduate Courses: Acharya : (Eq.to MA.) in 14 shastras i.e. Sahitya/ Vyakarana/ Jyotisha (Phalita, Sidhanta)/ Nyaya/ Advaita Vedanta/ Visishtadvaita Vedanta/ Dvaita Vedanta/ Vedabhashya/ Agama/ Sankhya Yoga/ Dharmasastra/ Puranctihasa/ Mimarnsa.

Mumbai Indians beat Royal Challengers, enter IPL final

 M0umbai, April 22 (IANS) Mumbai Indians relied on their rampaging form to outclass Royal Challengers Bangalore by 35 runs and romped into the final of the Indian Premier League (IPL) here Wednesday.

Electing to bat, Mumbai Indians recovered from a bad start to post 184 for five in 20 overs. Their in-form skipper Sachin Tendulkar was out early, but Ambati Rayudu (40), Saurabh Tiwary (52) and Kieron Pollard (33 not out of 13 balls) ensured that they set a tough target for Bangalore.

RCB's chase stuttered from the start and they finished at 149 for nine in 20 overs.

Pollard also performed with the ball, taking three wickets for 17 runs. Harbhajan Singh and Lasith Malinga took two wickets each.

It will be the first final for the Mumbai team and they will play the winner of the second semi-final between Deccan Chargers and Chennai Super Kings.

RCB batsmen got the start but lost wickets at regular intervals. Jacques Kallis (11) was the first wicket to fall, dismissed caught behind by express fast Lasith Malinga. Kevin Pietersen (19) was then stumped as he came down to attack Harbhajan.

Robin Uthappa (26) and Ross Taylor (31) added 34 runs before the former was out to Pollard.

Rahul Dravid (23) fell at the same total of 81. He was run out as he sacrificed his wicket for hard hitting Taylor.

It was a slide for Bangalore from there on as Mumbai bowlers took charge of the situation and did not allow the batsmen to score big shots.

Pollard removed Virat Kohli and Manish Pandey and RCB slumped to 108 for six. The writing was on the wall for Bangalore.

Earlier, Mumbai shrugged off an indifferent start after losing Tendulkar and Shikhar Dhawan with 29 runs on the board.

Abhishek Nayar (22) and Rayudu shared 39 runs to steady the innings.

After the fall of two quick wickets, Rayudu and Tiwary, the two youngsters who have performed impressively in the tournament, scored 67 runs.

Tiwary struck four sixes and three fours in his 31-ball knock.

Pollard hit some lusty blows towards the end. He hit three sixes and one four in 13 balls and together with Tiwary added 40 runs in 14 balls.
Indo Asian News Service



http://mystudentrockstars.blogspot.com/

GENPACT Recruitment Event

GENPACT Recruitment Event


We are happy to inform you that GENPACT is conducting Walk in Interviews for Tech Support and Customer care positions. Go through the eligibility criteria, job profile and the selection process.

Eligibility Criteria:

JKC 2009 and 2010 registered students.

Any Graduate(BSc, BA, BCom, BCA, etc)/ PG/ Any B.Tech ( MCA is Not eligible)

Candidate should have Good Communication Skills

Willingness to work in night shift operations

Venue:

GENPACT Office,

14-45, IDA Uppal,Opp: NGRI, Habsiguda,

Hyderabad

Date: 24th April, 2010

AIIMS 2012 Entrance Exam will be an Online Entrance Test

http://mystudentrockstars.blogspot.com/

Entrance exams to the All India Institute of Medical Sciences’ (AIIMS) will soon go online  by 2012 similar to Common Admission Test (CAT) in 2009 and AIMA MAT, reports the Hindustan Times
AIIMS administration wants to conduct its entrance exams for undergraduate (MBBS) , PG and other courses, online, on the lines of AIMA &  Indian Institutes of Management (IIMs) to ensure total transparency. The other online model being considered is ENET as adapted by  Manipal Medical College.

The AIIMS examination department is studying various online entrance examination models to ensure no glitches occur when around 1 lakh students appear for the MBBS and MD entrance exams in 182 centres across India. In all, AIIMS conducts 14 entrance examinations in a year, including biotechnology, M Sc programmes, nursing.

Indira Gandhi National Open University (IGNOU) Master’s Degree Programmes 2010

http://mystudentrockstars.blogspot.com/

Indira Gandhi National Open University

(A central university under MHRD, established by an act of Indian Parliament)

Maidan Garhi, New Delhi-110068, Website www.ignou.ac.in

Invites applications for Master’s Degree Programmes round the year under walk-in admission for July 2010/January 2011 sessions

Last date for submission of applications at Regional Centres

July 2010 session: 30th April, 2010, with late fee of Rs 200/-: 31st May, 2010

January 2011 session: 31st October, 2010, with late fee of Rs 200/-: 30th November, 2010

Students awaiting results (class X and XII) and those appeared or appearing for degree programmes can also apply (subject to fulfillment of eligibility)

Master Degree programme

1. M.A. English (Name of School – SOH)

2. M.A. Hindi (Name of School – SOH)

3. M.A. Economics (Name of School – SOSS)

4. M.A. History (Name of School – SOSS)

5. M.A. Library and Information Science (Name of School – SOSS)

6. M.A. Political Science (Name of School – SOSS)

7. M.A. Public Administration (Name of School – SOSS)

8. M.A. Sociology (Name of School – SOSS)

9. M.A. Public Policy (Name of School – SOSS)

10. M.A. Education (Name of School – SOE)

11. M.A. Rural Development (Name of School – SOCE)

12. M.A. Tourism Management (Name of School – SOTHSM)

13. M.A. Extension and Development Studies (offered from July – 2010) (Name of School–  SOEDS)

14. M.A. Gender and Development Studies (offered from July – 2010) (Name of School – SOGDS)

15. M.A. Social Work (Name of School – SOSW)

16. M.A. Sri Aurobindo Studies (Name of School – SOITS)

17. M.A. Distance Education (Name of School – STRIDE)

18. M.Ed (offered in January session only) (Name of School – SOE)

19. MCA (Name of School – SOCIS)

20. MBA (Name of School – SOMS)

21. MBA (Banking and Finance) (Name of Schooll – SOMS)

22. MBA (Social Entrepreneurship) (Name of School – SOMS)

23. MBA (Corporate Training) (Name of School – CCETC);

24. M.Com (Name of School – SOMS)

25. M.Com Finance and Taxation (Name of School – SOMS)

26. M.Com Business Policy and Corporate Governance (Name of School – SOMS)

27. M.Com Management Accounting and Financial Strategies (Name of School – SOMS)

28. M.Sc Mathematics with Application in Computer Science (offered in January session only) (Name of School – SOS)

29. M.Sc in Counseling and Family Therapy (from July 2010 session) (Name of School – NCDS)

30. M.Sc Dietetics and Food Service Management (Name of School– SOCE)

31. M.Sc Hospitality Administration (Name of School – SOTHMS)

32. MIPL Masters in Intellectual Property Law (online) (Name of School – SOL)

Master Degree Programmes (full time and on-campus)

1. M.A. Journalism and Mass Communication (offered in July session only) (Name of School – SOJNMS)

2. Electronic Media Production and Management (offered in July session only) (Name of School – SOJNMS)

3. Gandhi and Peace Studies (offered in July session only) (Name of School – SOITS)

4. Labour and Development (offered in July session only) (Name of School – SOITS)

5. Translation Studies (offered in July session only) (Name of School – SOTST)

6. Social Anthropology (offered in July session only) (Name of School – SOITS)

7. Performing Arts – Dance (Bharatnatyam) (Name of School – SOPVA)

8. Performing Arts – Hindustani Vocal Music (Name of School – SOPVA)

9. Performing Arts – Theatre Arts (Name of School – SOPVA)

10. Fine Arts – Painting (Name of School – SOPVA)

11. Gender and Development Studies (offered in July session only) (Name of School – SOGDS)

12. Women’s and Gender Studies (offered in July session only) (Name of School – SOGDS)

13. Extension and Development Studies (Name of School – SOEDS)

14. Fashion Retail Management (Name of School – SOVET)

15. Master of Social work (Philanthropy) (Name of School – SOSW)

16. M.Sc Chemistry (offered in July session only) (Name of School – SOS)

17. Actuarial Science (offered in July session only) (Name of Schooll – SOVET)

18. Integrated M.Sc-Ph.D in Physics and Astrophysics (through entrance test) (Name of School – SOITS)

19. MBA Aviation Business Management (Name of School – CCETC)

20. Master of Business Administration (Retail) (Name of School – CCETC)

Psychology as one of the disciplines is being introduced in B.A. and M.A. Psychology is being launched from July 2010

The common prospectus can be obtained from the Registrar, SRD, IGNOU, Maidan Garhi, New Delhi-110068 and also from all the regional centres of IGNOU by sending a sum of Rs 150/- through a demand draft drawn in favour of IGNOU payable at New Delhi/the city of concerned Regional centre/or paying Rs 100/- in cash at the respective sale counters. Please write your name and address on the back of the demand draft. An electronic version of the prospectus is also available at IGNOU website at http://www.ignou.ac.in. Application forms can also be downloaded from the website and submitted along with demand draft for Rs 100/- in addition to the programme fee. Application forms can also be submitted online through the University website round the year except the programmes which are offered through entrance test

The filled-in forms submitted at concerned Regional Centres beyond the last dates mentioned above shall be entertained for admission in the next session

Details of abbreviation

SOH (School of Humanities), SOSS (School of Social sciences); SOS (School of Sciences), SOE (School of Education), SOCE (School of Continuing Education), SOET (School of Engineering and Technology), SOMS (School of management studies), SOHS (School of Health Sciences), SOCIS (School of Computer and Information Sciences), SOA (School of Agriculture), SOL (School of Law), SOVET (School of Vocational Education and Training), SOGDS (School of Gender and Development Studies), SOTST (School of Translation Studies and Training), SOPVA (School of Performing and visual Arts), SOITS (School of Interdisciplinary and Trans-Disciplinary studies), SOTHSM (School of Tourism and Hospitality Services Sectoral Management), SOJNMS (School of Journalism and New Media Studies), SOFL (School of Foreign Languages), SOEDS (School of Extension and Development studies), SOSW (School of Social Work), STRIDE (Staff Training and Research Institute of Distance Education), CEE (Centre for Extension Education), NCDS (National Centre for Disability Studies), CCETC (Centre for Corporate Education, Training and Consultancy), CSD (Chair for Sustainable Development), EDNERU (Educational Development of North East Region Unit), CPMS (Centre for Para-Medical Science)

Campus placement services are available visit campusplacement@ignou.ac.in

Delhi High Court sends notice to IITs to explain Selection Process

http://mystudentrockstars.blogspot.com/

The 15 Indian Institutes of Technology (IITs) and the Ministry of HRD have been served a notice by the Delhi High Court to clarify the selection process through the Joint Entrance Examination conducted by IITs, reports Zee News

A Case was Filed by Professor Rajeev Kumar from IIT Kharagpur. The Professor  feels that the IIT-JEE Selection Process is a fraud. He strongly feels that the IIT JEE in its current format is not transparent. No one is aware as to how they select candidates.
Prof. Kumar had earlier filed a PIL in the Kolkata High Court which was dismissed.

Every year tens of thousands of students appear for the JEE seeking a berth in the elite technology schools. Currently India has 15 IITs including the eight new ones who have started operation in the last two years.

In 2010 over 400,000 students will appear in the IIT-JEE scheduled for April 11.

Study in Singapore

http://mystudentrockstars.blogspot.com/

Student Visa Procedure:
New applications must be submitted at least 2 months and not more than 6 months from the course commencement date. Applicants are not required to be present in Singapore while their applications are being considered. Hence, no extension of stay will be considered while their applications are under processing.

Successful applicants may enter Singapore to complete the formalities after applications have been approved. They will be issued Student’s Passes within 1 month from the commencement date of courses.

Local Sponsor is required for the application of a Student’s Pass. The local sponsor must be a Singapore Citizen/ Singapore PR above the age of 21 years old or the school where the applicant intends to study in. Companies are not allowed to act as sponsors.

Basic Documents Required:
From the Applicant,

National Power Training Institute-P.G Diploma

http://mystudentrockstars.blogspot.com/
Post Graduate Diploma Course in Thermal Power Plant Engineering through PGDC CET 2010

Age Limit: For the non sponsored candidates maximum age limit as on 31.08.2010 is 30 years. However, there is no age limit for the sponsored candidates. Relaxation to the reserved category candidate is as per Govt. of India norms.

Educational Qualification: B.E. / B.Tech. or equivalent in Mechanical / Electrical/ Electronics / Power / Control & instrumentation Engineering. Those appearing in their final year examination can also apply. However, they must submit their provisional degree at the time of counseling.

Last Date: 10 May 2010

Exam Date: 20 June 2010

For more details Click here

University of Delhi-2010

Applications are invited for admission to the following Programmes:

1. Ph.D.
2. M.Phil. Full-time & Part-time
3. M.Ed
4. B.Ed. (Bachelor of Education)
5. B.El.Ed.

Last Date: May 24, 2010

For more details Click here

Birla Institute of Technology-admission to the 2-year (4-semester) full-time MBA programme 2010 at Mesra

http://mystudentrockstars.blogspot.com/

Applications are invited from eligible candidates for admission to the 2-year (4-semester) full-time MBA programme 2010 at Mesra, and our Extension Centres at Jaipur, Kolkata, Lalpur and Noida.

Eligibility: Candidates must have appeared in CAT – 2009

Candidates of B.Sc. / B.A. / B. Com. Honors must have minimum 55% marks in average (45% for SC/ST) in their Honors subject. Candidates of BBA and other graduate courses must have minimum 55% marks in average (45% for SC/ST) in graduation, marks to be computed as average of marks obtained in ALL subjects in which candidate has appeared (excluding optional subjects).

Candidates appearing for final examinations of their Bachelor’s programme in 2010 can also apply, provided they have obtained 55% marks or equivalent (45% marks in case of SC/ST candidates) based on latest available grades / marks at the time of applying, and if selected can join the programme provisionally. At the time of the counseling they must bring the following:

Last Date: 07 May 2010

For more details Click here