Who are anchor investors?

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The IPO of Adani Power was the first in India to use anchor investors. Adani Power roped in six anchors to raise about Rs 500 crore while Pipavav Shipyard secured Rs 92 crore from some top anchor investors.

The concept of anchor investors came up in June this year following a directive by SEBI. Put briefly, anchor investors are entities which are offered, and subscribed to, shares in an IPO before the offer opens to the public.

Anchor investors belong to the Qualified Institutional Buyers (QIBs) category, which include mutual funds, foreign institutional investors, banks, and venture capital funds - domestic and international provident and pension funds.

These entities are deemed to be in a better position than regular investors to judge the fundamentals and prospects of a company.

Any new public offer of shares is split into sections, each of which is allocated to an investor group such as retail, non-institutional and so on. QIBs form the third investor group.

A company can carve out a maximum of 30 per cent of the QIB section and offer it to anchor investors. In terms of money, the minimum application size for each anchor should be Rs 10 crore.

Anchor investors also have to make available a margin of 25 per cent of their application and part with the balance within two days from the close of the issue.

An anchor investor will apply for these shares like a regular investor, at the prices it deems is the best fit. The offer for these investors opens - and closes - on the day before the whole issue is open to the public.

Once the entire issue, that is, to the public as well, is over and the issue price fixed according to the book-building process, anchor investors have to make up the difference if their price is lower than what has been fixed.

But should their price be above the fixed issue price, they have to forgo their cash.

As for the allocation among the anchor investors, while it is left to the company to decide it has to make sure that, for an issue size of up to Rs 250 crore, there are at least two investors and for issues bigger than that there are at least five.

The details of anchor investments have to be made public before the issue opens. For instance, among Adani Power's anchor investors were Credit Suisse (Singapore) and Sundaram BNP Paribas.

Entities that belong to the promoter group of the issuing company or to the book running or lead managers to the issue are, however, barred from being anchor investors. Note that anchor investors are not allowed to sell their investments for 30 days after listing. This could mean that there may be fewer investors cashing in on listing gains.

Idea behind anchorinvestors:

What could have been the reasons for introducing the anchor investor concept in the first place? For one, anchor investors set a rough benchmark for issue pricing.

Secondly, attracting investors to public offers before they hit the market would have an effect of infusing a measure of confidence.

Along the same line, volume and value of anchor subscriptions may serve as an indicator of the company's reputation and soundness of the offer.

It could also be a move to pep up capital markets and prod a greater number of companies to tap the markets for funds following the dearth of offers in the past few quarters.

Manappuram Grp to invest up to Rs1K cr in healthcare arm!!!

The Manappuram Group would be investing close to Rs1000 crore in its healthcare arm Manappuram Health Care in the next 5 years to set up a chain of 50 medical, dental and diagnostic clinics across South India.

V P Nandakumar, chairman, Manappuram Group said here that the company plans to set up such clinics in other leading cities across the country. The company opened its diagnostic centre and international dental hospital in Kochi on Wednesday.

The healthcare arm of the group operates under the MAcare brand name. A super specialty medical centre will also come up at the centre shortly. The centre will offer services of expert doctors from all fields of medicine including cardiology, nephrology, neurology and gastroenterology.

A highlight of the centre will be laparoscopic day surgery centre. The centre will also have a pharmacy.

WEST BENGAL : AMRI Hospital directors sent to police custody till December 20

KOLKATA: All seven directors of the fire-ravaged AMRI Hospital have been sent to police custody till December 20. The directors were produced in court earlier today.

The directors, Radhe Shyam Goenka, Prashant Goenka, Manish Goenka, Shrawan Kumar Todi, Ravi Todi, Dayanand Aggarwal and Radhe Ahyam Aggarwal, had voluntarily surrendered to the police yesterday and were later arrested for culpable homicide and negligence.

Civic authorities on Saturday also sealed two blocks of the hospital. Meanwhile, a small fire was also reported from the basement of the hospital. A fire engine stationed at the hospital doused the fire.

90 people, most of them patients in sleep, were yesterday choked to death in the fire suspected to have been caused by inflammable material stored in the basement of a multi-speciality private hospital. Authorities handed over majority of the bodies to their relatives.

The postmortem of 87 of the total 90 who were choked to death due to the fire yesterday was completed last night and the autopsy of the rest three would be done during the day, police said.

The police, however, did not give the number of bodies handed over to their families.

Family members of 65 year-old Bangladesh resident Gouranga Mondal, who was among the victims, had reached the morgue to receive his body. Mondal's body would be flown to his country, the police, however, said.

The body of a resident of Tripura would also be handed over to his family today.

Chief minister Mamata Banerjee has already cancelled the licence of the hospital on the charge of gross negligence and lapse.

A few patients are, however, still inside the old block of the hospital which was unaffected in the blaze. Their worried relatives waited outside as there were no doctors or nursing staff to provide any treatment or attend to them. The number of patients in the old block was not provided by the police or the hospital authorities.


Source: TOI

TCS Recruitment Drive For 2011 Freshers All Over India

ompany Tata Consultancy Services (TCS).

Website www.tcs.com

Eligibility BE / BTech / ME / MTech / MSc / MCA

Experience Freshers

Location Across India

Tata Consultancy Services (TCS).

Job Role: Freshers-2011

Candiates Should Have:

To apply for a job, please upload your resume highlighting your qualifications : Click Here 

FDI in India’s Retail Trade.. Pros and Cons!!!

 The retail industry is mainly divided into:-

1)      Organised and

2)      Unorganised Retailing

Organised retailing refers to trading activities undertaken by licensed retailers, that is, those who are registered for sales tax, income tax, etc. These include the corporate-backed hypermarkets and retail chains, and also the privately owned large retail businesses.

Unorganised retailing, on the other hand, refers to the traditional formats of low-cost retailing, for example, the local kirana shops, owner manned general stores, paan/beedi shops, convenience stores, hand cart and pavement vendors, etc.

The Indian retail sector is highly fragmented with 97 per cent of its business being run by the unorganized retailers. 

Currently, the organized retail sector is dominated by the likes of large business groups which decided to diversify into retail to cash in on the boom in the sector - 

HOW TO CRACK JNTU SEMESTER EXAMS

Hello Folks,

 After so many months  iam writing a new post for my blog. After thinking so much what to write and finally decided to share my 4 years experience as a JNTU student. In this post i'll give some tips for the JNTU students, why JNTU means we all knows how certain the JNTU correction is!!!. i saw some people who wrote some nonsense in the exam paper  and got good marks, if our mercy is bad even you answer all the five questions with meaningful stuff you wont even get a pass mark, some time you may got single digit marks!!!. so guys i am sharing some tips which will be helpful for the people who are appearing for the JNTU exams.

General suggestions!!!

• First but not least, attempt all the five questions!!!!!!!
• Underline the important keyword with sketch pen, sparkle pen, sketch pencil e.t.c
• Draw diagrams, charts, tables with pencil only!!!

Central Board of Secondary Education Class 10 Results 2011 (Chennai Region) Coming

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Central Board of Secondary Education (CBSE), New
Delhi, will declare the Class 10 examination 2011 results today, i.e.
on May 31, 2011, for Chennai region.Results will be made available in
the CBSE board's official website:http://cbseresults.nic.in/, once
declared.

All those students who have appeared the CBSE
Class 10 2011 Exam can check the results by logging the board's official
website. The report cards issued this year will contain information on
students’ curricular and extra-curricular performances. Vineet Joshi,
the board’s chairperson has said that there will be a lot of information
in the new report cards, which will be good for parents to know.

As per sources, CBSE board will only release the
results for the Chennai region, which includes Tamil Nadu, Kerala,
Andhra Pradesh, Maharashtra, Karnataka, Goa, Puducherry, Andaman and
Nicobar Islands and Daman and Diu. Besides, the board has not issued any
specific date when the Class 10 results for the country’s other regions
will be declared.

All India Pre-Medical/Pre-Dental Entrance Main 2011 Results

Central Board of Secondary Education (CBSE), New
Delhi, has announced the All India Pre-Medical/Pre-Dental Entrance
(AIPMT) Main / Final 2011 Examination results.Results are made available
online in the CBSE board's official website: http://cbseresults.nic.in

All those students who have appeared the CBSE
Board AIPMT Main / Final 2011 Exam can check the results by logging in
the aforementioned website. To get the results one must enter their Roll
Number in the box provided and click in the Submit button in the given
link: http://cbseresults.nic.in/pmtfinal/cbsepmtfinal.htm

The Central Board of Secondary Education (CBSE),
New Delhi, conducts the All India Pre-Medical/Pre-Dental Entrance
Examination (AIPMT) 2011. This entrance examination is being conducted
exclusively for the 15% merit positions for the Medical/Dental Colleges
of India as specified in the directive of the court and will be governed
by the rules and regulations specified for the same by the Government
of India, Ministry of Health and Family Welfare from time to time.

For any further queries one can visit the AIMPT official website: http://aipmt.nic.in/

How to deal when you are reporting to more than one boss

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One of the most difficult tasks is reporting to more than one boss, it can be two or more, by nature of work. You may prioritise your work but each boss wants his work or task or project to complete first. The employee is puzzled about what to do.

Life at corporate world is full of challenges and opportunity. There are various rules and regulations in professional world that one has to be followed for proper running of business. It is the responsibility of the employee to follow the decorum of office for smooth running of official work. There are numbers of aspect that need to be handled regularly and reporting to boss is one of them.

Be Responsible for different tasks simultaneously

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When you reach a certain position in the organization in some cases you have to take the responsibilities of multiple tasks it can even be more like 5 or 6. This   particularly is applicable in case of HR Manager who also has to take responsibility of administration, transport, estate maintenance etc., in addition to normal Human Resources functions.  This is called multi-tasking.

First come to the mind is to delegate the functions to different executives in the department but the HR manager is overall responsible for all the different tasks assigned to him.

Before you start your work for the day, take 10 minutes to set your goals Decide what all needs to be done in the next few hours. Then prioritize your tasks, the larger project being on the top of the list. If you often tend to forget things easily, it is a good idea to use stick slips and stick right in front of you in your workplace.  They can help as reminders.

Tackle the most important project ASAP. Working step by step will help getting work out of your way slowly by delegating. Also, make sure you clean your desk of clutter, as it can prove to be a big distraction. Neat work table and clean working surroundings make the tasks much easier.

If you do not want to start with the big project, choose tasks according to concentration required. Concentrate on one task at a time. If you think that your concentration level is high in the mornings, tackle the most important job then. If you have to work when half of the crowd has left for home, work then. What is important is to give complete focus to the job at hand. Try to stay away from distractions such as chatting with colleagues surfing on the net, checking e-mails every two minutes etc. Complete assigning the tasks to your team mates if you are in that position and take up the project which you want to undertake yourself.

Multitasking – In fact many get overwhelmed with the amount of work they have to do in a day and believe that they can’t do justice to even one task, while others find it easy completing through the multiple tasks with unruffled feathers.

As you wait for more information to put together your top priority job, take care of smaller tasks then. A call you need to make, writing an e-mails to the client, checking few things with a colleague from the other department etc. This way you will get other jobs started and won’t have lost precious minutes.

As you rush to bring you multiple jobs to completion, take breaks to further your cause. Lunch with clients and coffee meets with colleagues will ensure you get your work done while you get a much needed break.

When you are successful with your multi tasking or leading a team you feel a good amount of job satisfaction but at the same time you expect some rewards in the form of increase in salary or a more recognizable position. Position like promotion from Senior manager to General manager and so on.

More important than your salary or your position is your work profile. One of the prime reasons for people quitting on their jobs is not money but lack of job satisfaction. Salary is definitely an important part but at the same time the decision making factor should be whether you like the job profile or not does it excite you to wake up every morning and spend the best part of your life at work.

Well, of course position is also important. After all, its position that brings power and responsibility. Position can be earned if you do your job well, and one does his/her job with finesse and excellence when one enjoys what s/he does. So coming back to square one, your job position being important you need to see if your job profile and professional expectations tug at your heart and call you to become bigger and better than you are.

If it’s a new job and you have the opportunity to make the right decisions, we suggest that while at the interview also request a tour of the office. Get a feel of the place because this is where you will spend most of your time. Also talk to some employees there on how they find the work culture and then take a call.

The way of Reading and usage online Resources

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As this famous quotes indicates

“For me, books have been a life-long resource–to learning, laughter, solace, excitement, inspiration. At your library, the world awaits you, free for the asking.”

—Lady Bird Johnson

Inculcate Reading habits: Dependency on gadgets and internet actually keeping us away from Reading books and magazines. The bridge between the reading and application is widening. When we start working in companies the reading habits actually take a back seat and we don’t realize that this is actually the time when reading can really help us out in many ways, be it a practical problem you are facing at workplace or you are stressed, books can be your best friend.

“The greatest gift is the passion for reading. It is cheap, it consoles, it distracts, it excites, it gives you knowledge of the world and experience of a wide kind. It is a moral illumination.”

—Elizabeth Hardwick

Research: Libraries, online libraries, search engines to be used extensively but only to gather information and data. Plagiarism should be avoided as it might help you in short term but have no long term benefit. The knowledge base will not only increase but you may also will have enough material to go through and help others. Just make sure whatever material you are getting through DO NOT use it without applying your mind. Make sure the material/information is suitable as per your organizational needs and not just a work of COPY and PASTE.

Once, I was called to conduct Viva Voce for the internship project done by MBA students, during the process got hold of 3-4 similar projects, the only difference was the name of the company where the project was undertaken. Ironically none of them copied they BOUGHT the project reports from a local stationer and just changed the name of the company.

And what happened later on, their marks got stuck and they could not clear the university examinations and have to reappear for exams.

Hence, such practices need to be abolished as it brings shame.

“The principle goal of education is to create men and woman who are capable of doing new things, not simply repeating what other generations have done” Jean Piaget

Value Your Education: what you teachers taught is not about grasping or cramming, it is also about knowing how to develop and use your own critical and analytical abilities to process any information or answer. In a way you could say that learning is about learning to come into your own as a thinking, creative person. One educated person is truly educated if (S) he applies knowledge and think out of the box solutions for the same problem. The basic lies in the Efforts.

Give credit: If you still want to copy some material you really like, take permission to reprint or re use it, or give credit to the original source and provide link, that will help you as well as it will save you from unnecessary problems.

So let me end this write up with this quote of Socrates:

“I cannot teach anybody anything; I can only make them think.” 
– Socrates

Interview OK but not selected!!!

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Not getting selected there may be some reasons. The reasons may be,
*Poor communications skills,
*Lack of adequate knowledge required for the position in that company,
*Changing jobs too frequently,
*Criticising previous employers,
*Not able to produce genuine documents as required by the HE Department of the present company conducting the interview
The main reason can be ‘not suitable’ or ‘insufficient experience’ is noticed during CV scrutiny stage and the candidates may not be sent an interview call.
For a professional facing interview rejection is tough as he/she usually expects a positive outcome from an interview.
Interview rejection is often a hard fact of life. Most of us have faced it at some point in our lives. Facing it is an ordeal as we are usually hopeful after an interview and then the dreaded NO disappoints us. But this is not entirely a lost cause. Everything is fine and not falling under the above mentioned category then there can be a problem at the employer’s end. Therefore interview rejection can in fact be a good inspiration for you to succeed in life and get a better job than the rejected ones.
Facing rejection often helps you to rework on your interview skills and make improvements as a professional. The candidate must know and be convinced that he / she is not the only applicant particularly if it is the preliminary round. That will help the candidate to be less worried about the outcome of an interview.
Here are a few things to keep in mind when the hour comes. Never doubt about yourself.
Taking rejection in one’s stride is not everybody’s cup of tea. However, this is the single most distinguishing factor between the go-getters and the losers. To get disheartened after rejection is indeed natural. But what is important is to move on. The essential technique is never doubt yourself. Re-evaluate your strengths and weakness and take this failure as a stepping up towards future success. Always remember your skills are your assets and a rejection from an employer cannot dismiss them.
Recognize your weakness from the performance during the interview. You need to confront the rejection and own it. Once you recognize your weaknesses and shortcomings you will then be able to positively address any gaps or weak points in your knowledge experience, skills and techniques.
Although it is easier said than done, you need to deal with rejection and move on as quickly as possible. Give yourself a day. Once you’ve calmed down and regained your confidence, it is then time to look back and improve.
Always take the opportunity to gather feedback and gauge whether there are areas that you can improve upon. Learn from the mistakes, correct them and look forward. If you know you were nervous and may not have answered questions, well, then you know you can work on it in the future.
Accept that it may not have been anything personal. You may not have as much experience as another candidate or you may not have the requisite qualifications. On the other hand you could also have been too highly qualified and the interviewer felt   that you wouldn’t have stayed in the job for long. Remember, failure is a necessary step on the path to success.
Take rejections as an opportunity. Always remember the job you missed is not the last job on Earth. With so many fields and job profiles making themselves available every year, job opportunities are waiting in the wings. You just need to be on the lookout for newer ways or jobs in life.

Find a creative way of releasing your frustration. Go to the gym or engage in a hobby like painting or dancing to dissolve the frustration of a rejection. Not only will you feel better you might also come up with newer ideas of self-expression.
Move on with optimism and do not brood and get stuck with the rejection, discuss it with family friends or whoever you are comfortable with. Vent   out your feelings. Look ahead with a positive attitude and be self-confident. Do not leave rejection just like that, it’s part of job search. Keep looking out for new opportunities and never give up. If you feel depressed for a long time, then take professional help. Successful job hunters use rejection as a tool to push further and drive them towards success, so look ahead with optimism. In the next interview learning from the previous job rejection perform well and avoid disappointment.

Careers that can be pursued today

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Even three decades ago MBA was not known to all students and most people believed career means getting into Engineering or Medicine. Of course there were CS and CA to pursue which also had a good scope but very few youngsters had the aptitude for the same. The secondary options were B Com, LLB, BA and BSc. In the case of BA and BSc most people use to undergo post-graduation either to become academics or at the most research scientist.  Those who have pursued BA very few people were successful in getting into MA (Social Sciences) to pursue a career in Personnel management.

There are many careers to pursue today provided candidates have an aptitude for the same. But all those which are in demand by employers require o be selected by an entrance examination followed by an interview at the educational institute level. As III have mentioned in this article earlier one should have an aptitude for the same.

At a glance I am giving here some important careers here. They are MBA (marketing, finance, HR and others), B.E or B.Tech, CA, CS, B.Arch and above, MBBS, MD (specialization), M.C.A., B.Ed, Fashion Technology (post graduate diploma), Forensic science (degree and PG), CFA, Naval Architecture, Animation, B.Sc (computer science), Hospitality and Hotel Industry.

Careers today are not what they were several years ago.  People traditionally viewed careers as a sort of upward staircase from job to job, more often than not with just one or, at most a few firms. trend toward such reinventing of careers in India. Careers today differ in other ways from a few years ago.

First were the MBAs through IIMs located at three places in India as IIM – Ahmedabad as best of the lot. But all the IIMs preferred Engineering with two years’ experience in the industry. The institutes were giving very few seats to non-engineers but with more experience in reputed organizations. This has not helped all the intelligent people from engineering and other backgrounds.

Later several universities have started MBAs mainly with Human Resources, Marketing and Finance. They were initially taking 1st class graduates. When the rush has increased in joining MBA then the common entrance test and Common admission test were conducted. The admission was based on the top rankings based on the number of seats available in the universities. Later on MBA with specialization of retail marketing, capital markets event management etc., were introduced. The reputed institutes  like Tata Institute of Social Sciences, Mumbai, Xavier’s Institute of Labor relations, Jamshedpur, BITS., Pilani have introduced there specialized courses for Human Relations and Technology. The admissions for the same were through entrance test and ranks.

Then universities have started Master courses in Computer applications and some companies like Wipro have started their own courses and recruiting candidates after graduation in Science or   Engineering. The Postgraduate Degree awarded by the universities or companies is called MCA.

Animation:
To be considered an animator, you need to understand animation and be able to think of stories and characters. But many students mistakenly believe that being proficient with certain software qualifies them to be a successful animator.

From The Jungle Book to Toy Story to Beowulf, the animation industry has come a long way and is set to touch a billion dollars by 2012 in India alone.

There was a time when scores of animators laboriously sketched and painted each frame to make an animation film – 24 frames made, just a second of a film. But, today most animations are done on computers, making the process a lot easier and leaving little room for error. The early animators used shading to give depth to their 2D animation. However, this was inconvenient as it was difficult to replicate the same shading in two different frames. Technology made the process simpler. Advancing technology also added a realistic touch to animation.

Talking about outsourcing a big chunk of the technical work in animation is being outsourced to India. However, at present, this work largely comprises technicians involved in the back end production of animation movies rather than animators who idea stories.

Fashion Industry;

The fashion industry demands hard work, passion and tremendous grit. Many young fashion aficionados today, miss out on an early education in fashion because of their misconceptions about the business or a lack of awareness of the educational opportunities available. There are a host of post graduate programs that you can pursue to help you break into the industry. These courses can give you a complete grounding in the business. Today, the PG courses available in fashion institutes in India.

The fashion scene today, is extremely promising, as Indian designers are making their mark globally. Increasing fashion consciousness brand awareness (lead by the retail invasion), higher disposable incomes and higher spend on clothing and life style products, ensure that the domestic market holds great promise as well.

Hospitality and Hotel Management careers:
Hospitality and Hotel Management careers have become much sought after and lucrative options for thousands of young professionals in India. The industry has changed significantly offering high salaries, stability and career growth. In fact, students with hospitality degrees are in high demand, not just from hotels but from variety of companies in the service sector.

ITM IHM provides you great value for your effort by allowing you to achieve much more. With its unique dual certificate programs combined with highly respected Bachelors programs in Hospitality Management ITM IHM offers you a choice of Post Graduate Diplomas in Travel and Tourism Management or Event Management.

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

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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

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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

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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

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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

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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!!!!

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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.