PRESENTATION FOR VIVA

Ashutosh Chitale Admn No. HPGD/JL14/1813

WE LOUNGE

Mr. NISHANT DESHMUKH

Managing Director, Sugee
Group

Learnings:
Mr. NISHANT DESHMUKH the MD of SUGEE GROUP is a very young
entrepreneur having rich experience in promoting, setting up and
managing information technology and construction companies .His diverse
expertise spans across strategic planning, financial resource management,
Product Development and Marketing. He started off his career in Software
development. However his business venture in ERP software development
could not flourish as expected and so he decided to switch his attention to
his fathers family business in Real Estate. Since 2008 until today in a very
short span of his career he has been able to build his companies brand
image of SUGEE,. This brand name was also smartly chosen as it is
synonymous to Prosperity in Marathi language and also stands for the
first two letters of names of his father and mother Subhash and
Geeta.
He spoke of how at the beginning of his career he involved himself in a
redevelopment project of a Building by the name DWARKESH HIEGHTS,
for middle class families in Mulund a suburb of Mumbai. He decided to do
the entire project in house, without the help of outside contractor. He
learnt all nitty gritties about construction business. He completed the

Learnings:
He then spoke of various challenges he had to face during execution of this
project. This constructions industry is a very price sensitive and
without proper research you cannot succeed with new projects .
He also spoke of how they did thorough market research through hired
agencies before launching any new projects in Dapoli , Mandgaon , Wai, for
the target audience in such rural areas. They studied the sales velocity,
also found out what price the customer is prepared to pay for a
premium quality of construction, what are their competitors offering etc so
on and so forth.
Learnings : His principles of Real Estate Constructions Business as follows.
Study each and every requirement of the customer and try to give
something extra .
Buy land which has a clear title. Start the work on a project only
once when you have all the permissions obtained.
No compromise in quality of constructions material .
Use the best and latest technology available like readymade
concrete mix, RNC, Green Building.
Monitor strictly the parameters for construction material like ,

Learnings:
Choose trusted loyal managers and give them freedom to bring
out the best out of the workers within deadlines.
Create trust in customer by delivering the project in time and put a
penalty clause in agreement to ensure customer satisfaction and
confidence. This also helps in client retention.
Financing from private parties is too costly hence try and take funds
from public sector banks and NBFCS.
Once you get a proper foot hold in the business, by creating a
team who can create value by delivering quality products,
spread your business outside
He spoke about his upcoming projects where they are acquiring big
parcels of land & build houses for elite customers who want 2 nd home or
a weekend home which has a rural touch with little investment. He also
spoke of his dream project of making an arrangement with some of the
recognized firms like KPMG to structure a Product whereby Any person
could become a BUILDER and owner of a building project.
His

advise for students :

Work Hard, Do give your best in

Mr. G. Nilakantan
Head HR at Reliance Industries
Ltd. (Coal bed Methane
Vertical.)

Learnings:
Mr. Nilakantan who now heads the HR dept at Reliance Industries Ltd has a vast
experience in the field of H.R. He started off his career with Voltas then to
Wockhardt, as a Field Operations & Training Manager where he could Capture the
challenges faced at field level and to develop a training program & initiatives
which would be customer focused.
He also spoke of his challenges faced to quickly adapt to new environment in a
totally sales driven atmosphere at Xerox, a Global organization and pioneer in
customer sales and service.
He also shared his experience working with Oil and Gas exploration company (B.G.
Exploration and production India Ltd. ) where he faced peculiar challenges of
recruiting various staff with high technical skills .Also there were lot of
migratory work force ,Ex-pats and offshore staff members who would work for 21
days and take off for 21 days. He also spoke about his next assignment in Dubai in
the Middle East working with Trade Line LLC where it is generally perceived that
people wanted to make quick money with little regards for loyalty and longevity in
the company. The main challenge being to find people who could work the
longest time.
He then spoke about how HR as a function has evolved over a period of time.
It was being considered more of a Admin function or Hire & Fire function with Union
activities. However now H.R has started looking at knowledge as the

Today H.R function has shifted focus to building up competencies, create

the capability within the organization and enrich people to make them ready
for future jobs. According to Mr. Nilakantan Employees possessing High potentials
are not a threat. Every organization has got people with different strengths &
competencies. You need to identify the best! High Potential does not mean that they
are performing very well. We also need to look at their behavioral traits or
learning ability, adaptability & the way they can contribute to higher growth.
There is a need to build a leadership pipeline. Look at the best in the
organization and groom them.
He also spoke about Challenges of Work place diversity not only of capabilities, but
due to different nationalities & ethnicities various diverse work cultures. Also how
contract staffing or free agents have become a norm as they come without any
liabilities and can be used only for the duration of the project.
The HR
recruitment has changed from position based or role based to talent
based. Its more of a Science, Competencies & Compensation Benefits (C&B).
Clear evolution process from transaction to more of a transformation.
HR is the only community which have got lot of forums across the globe.
They share information & knowledge. National HRD in India, SHRM (Society for
HRMHR professional believes that you need to have basic structure in place i.e.
Admin policies, basic facilities etc. and then super build on it. HR is looked at one
of the support function to the business.
HR today is also seen as Value Proposition for the organization.
Learning points as regards various challenges faced by HR today.

From this video I have further understood various aspects in H.R

Need to be business focused. One should look at the growth of business.
Emotional connect is a vital thing within an organization Connecting with
people and
understanding Psychological aspects of
human behavior
is
important.
One should look at Human Elements of individuals rather than analyzing how he
is & what he is? You need to understand a person holistically.
Doing right things today to achieve in a systematic way in future.
We need to provide coaching to the Line Managers.
HR must look into peoples capabilities that they currently have & to look at
future jobs.
HR has to contribute to the business.
HR is an inward looking function. Everybody in the organization is a HR
Manager because they also need to deal with the team.
HR Professionals can provide guidance and tools to handle it.
Lastly his advise for MBA Students.
Education has an expiry date. You need to continuously build your capabilities
& competencies.
You need to be employable. You have to increase your sense of employability
and thats where you need to work on. Please put an effort to get those
competencies, understand the things, listen. Think about how you will add value
to your self.
Ask questions. Dont be constrained by thoughts, what others feel about you.

Mr. Adil Maila

President HR of Essar Group
of Companies.

Learnings:
From this video I have understood various points as he..
Spoke about his journey of 27 years of global work experience, spanning India, South
West Asia, Middle East and U.S. He joined Essar in August 2006. His responsibilities
includes HR Strategy, Policies & programs for the entire group & provides vision &
leadership to HR function to deliver on the groups strategy & operating goals.
His journey was very rewarding, he states Rewards give a sense of return on
your investment. No career is a matter of fluke, all career people have
seriously invested their time in learning and development. There is a science called
HRM, to understand peoples behavior and what make them, drives them and
motivates them.
Spoke about his experience of handling 40 different company's culture and bring
them over to one culture. Cultural migration comes with a resistance because
one feels vanquished. This puts lot of pressure on HR because you have to
integrate despite of having lot of resistance or psychological set backs and to
merge them into well defined common culture.
He has also stated that The leadership personally nurtures the people, This
makes the enabling environment so positive for HR that it makes everything one

He spoke on how effective leaders emotionally connect with their people to establish
credibility.
What human values are all about and why it is important? Whatever you are,
whoever you are.. the most important is for you to be a good human being.
Thats supreme.
You can be given a lot of inputs, a lot of information and your intelligence can be
sharpened up but unless and until, you really learn how to emotionally
connect-up with your people, you will not be able to give full value of what your
coaching is all about.
Why it is important to identify the emotional criticalities or emotional
sparks in an individual and how do you connect with those emotional sparks so
that you can build-up a relationship and then give the inputs and do the
development.
Human being can not be compartmentalized, you should connect emotionally
with your people. Your ability to just touch them at surface level will never give
you the result.
It is your ability to identify how you need to bespoke your motivation,
how do you emotionally connect.
Leader needs to identify how to build loyalty towards his people and how to build
peoples loyalty towards him. It doesnt cost. Motivation is not about money. In
fact, if you motivate with money thats the wrong theory because your money will
go, your problem will remain & the guy will then establish a pattern of going to
another person who will pay him more. These are all mercenary motivation
techniques.

He also talked about:

All the rewards are ROI. Careers are about long term serious investments in
terms of time, energy, focus, intelligence & intellect.
Leaders of different businesses manage their own assets. People are sources
of value creation. We should not call people as resources. Resources are to be
utilized, people are not utilizable from that perspective. People are value
creating partners of the business.
Learning is a concept which is totally different from training &
development. The journey from discovery to destination has to be built by
suitable capability & competencies of the people. Transformation comes from
learning.
HR Department does only 4 jobs, Get, Give, Grow & Guard : You get
people, you give them value benefits, you grow them into the enterprise & you
guard them from being taken away. This can happen only with emotional
connect & an emotional bridge that the organization build with the employees.
Everyday there is a goal, every moment is a dynamic challenge & there
are no two same problems. Different people, different dynamics, different
way of thinking & every challenge is a new challenge.
Conclusion:
You need to be a good human being.
There are no short-cuts to hard work .

WE TUBE

IPersonal Budgeting
By Prof Raj Kumar

Learnings:
What is Budget?
It is an itemized summary of likely income and expenses.
It provides a concrete, organized and easily understood
breakdown of how much money is coming in and how much is
going out.
It is an invaluable tool to help you prioritize your spending thus
saving.
It is important because it identifies and helps to achieve
financial goals with ease.
Manages your money helps you save.
Directs your money flow.

Seven steps to effective Personal Budgeting

Step 1 Choose your system. Determine how will you track
the budgeting information e.g on weekly or monthly basis, on
paper book or use some software to track etc.
Step 2 Determine income. Calculate your income from
various sources. Be conservative while calculating. Average out
your income over longer period of time like 6 months rather
than 1 month.
Step 3 Determine your expense and categorize under
Fixed expense - e.g. loans, taxes, insurance premiums, child
education, savings etc.
Variable expense e.g. household expenses, transport,
repairs, phone bills, laundry, medical bills, professional
services etc.
Discretionary expense - e.g. Recreational and

The above three steps is used for tracking and preparing the
initial budget. The tracking of income expenses should be done
at least for 3 months before formulating the budget. In the
tracking period, the spending habit should not be changed and
even small expenses should be noted down.
Step 4 - Compare your income and expenses.
Step 5 - Determine your financial goals.
Step 6 Improve your situation so as to align with your
financial goal.
Step 7 Review and evaluate your progress.
Monitor your budget on an ongoing basis to confirm that you
are on target. Monitoring will help you remain on the right track.
Fix a date like 15th of every month to check your progress. If you
observe any deviation, address to it immediately.

II Knowledge Management
By Prof. Gaurang Chandrana

Learnings:
What is Knowledge?
The psychological result of perception learning and reasoning. As per famous
philosopher Plato, knowledge can be defined as Justified True Belief.
Knowledge is continuous input which u process or learn or experience and you
retain with yourself. It is an ongoing and ever-growing process.
Knowledge could be got by any means whether formal or informal , structured
or systematic could be your inherent skill or experience or acquired skill through
theory in short all you learn, obtain and gain is knowledge.
Knowledge could be an idea process or technology which would be the basis of
any product or service. In 1999 the term of personal knowledge management
was coined. Knowledge has a shelf life which has now come down to remain for
approximately 3.2 years.
What is Knowledge Management?
Knowledge Management is range of strategies and practices adopted in an
organization to identify, create, represent, distribute and enable adoption of
insights and experiences.
Knowledge needs to be deliberately imbibed ,maintained, learnt and

Knowledge needs to be managed in a systematic way by every organisation.

Knowledge engineering is mainatining a systematic procedure to acquire,
accumalate and share knowledge, know how etc with a strategy to update it an
propogate same for long term within an organisation.
Types Of Knowledge or categories of Knowledge.
Empirical Knowledge - Derived from observations and inferences based on
some statistical data . It is intuitive and demonstrative.
Formalized Knowledge Knowledge acquired from empirical data is
formalized and make available in an understandable format.
Institutional Knowledge Imbibe knowledge, make it part of an institution by
networking, training, manual. Knowledge includes environmental issues and
legal issues pertaining to the institution.
Market Knowledge Knowledge of customer, assessment of brand equity,
knowledge of distribution, competitor information from market etc.
Product Knowledge method of manufacturing, operational process, product
concept, design and development, know-how for product.
Organization Knowledge Knowledge about ability of organization, staff. All
knowledge owned by the organization

Knowledge needs to be managed , there has to be a strategy .

There needs to be a structure for maintaining knowledge , and transferred or
communicated . There is a need to create a concious culture to spread the
knowledge.
There has to be a process to deliver it to market place, or shop floor or within
the organisation.
Knowledge transfer :Knowledge transfer needs to use enabling technology for
dissemination of information either through data management or through
softwares or through some other means.
Knowledge transfer can be made in various ways like on the job,
training , videos etc.
There is a cost required to be incurred for knowledge transfer.
Knowledge Selection Risks
Learner might fail to acquire complete knowledge.
Knowledge may not produce expected profit or required result.
Knowledge becomes obsolete because of reasons like customers preference
shift, competition, new technology eg. IBM from main frame to personal ,
Cassetes, Apple
Managing Knowledge Risk
Visualize Knowledge
* Predict demand
Enhance demand
* Create Knowledge
Match demand and Supply

III- Networking and Building

Relationships
By Prof Harsh Sharma

Learnings:
Networking is a way to build mutually beneficially relationships with
other people.
It is not immediately asking about a job, trying to get something from
every encounter or maintenance free.

Important assets in networking

Your initiative.
Your confidence in being yourself.
Your reputation.
Networking can be done just about anywhere you meet people e.g.
class, airport, workplace, meetings, information nights, alumni
gathering, online, Entertainment venues, Weddings, waiting in line etc.

Things that draw people in :

A Great sense of humor
Being approachable

Confidence

Smiling and eye contact

Start conversation instead of waiting

Good Manners

Respect for cultural differences

Sharing Knowledge

Not taking oneself seriously

How to open a conversation.

Genuinely listening to others

Open with shared reality

Comment or ask about a prop

Use the introductions/question opening.
Knowing how to end a conversation appropriately..
While giving a compliment, identify what you are complimenting,
share what you specifically liked about it and share why you liked it.

Ten steps for successful networking

Dress appropriately and arrive early.
Always carry plenty of business cards.
Make goals to meet three new people each week.
Never start a conversation talking about yourself.
Keep your conversation short and focused.
Listen and ask sincere questions.
Good manners are everything.
Thank people.
Make a point to sit with new people at a meeting or conference.
Create opportunities for continued contact.

IV- Screening Employees The need

of the hour.
By Prof. Priya Nair

Learnings:
In this topic we have learnt why background screening is a critical aspect before
onboarding a Candidate. We also looked at some of the key components that are
verified by companies.
Organizations are continually on the lookout for new ways to mitigate their risk
Researching the histories and stated capabilities of employees is always a sound
business practice
The main reasons:
IT jobs get scare , fake CVs rise. Nasscom tightens audit of empanelled
background screening firms to check spurious resumes.
Fake companies are involved in anti social activities. The spread is across all
sectors.
Credit History & Financial Status check
Why Screening?.
Compliance
Ongoing safety & security
Sharing of background screening report in mandatory.
Better safeguarding organizational assets

Help promote safety at workplace.

Minimize the possibility of violence at workplace by checking for past
criminal behavior.
Hiring the best employees or selecting the ideal applicants
Background screening helps establish that the Candidates are qualified for
the positions for which they have applied.
It can also weed out any Candidates that were dishonest in their resumes or
CVs, helping bring in trustworthy individuals.
Avoiding long-term costs
Recruiting and on-boarding is an expensive process.
By screening employees, we can ensure that individuals are properly
qualified and can thus reduce turnover.
We can also uncover potential costly red flags like histories of absenteeism or
poor work performance.
Maintaining good reputation
Hiring mistakes should not turn into a public relations disaster.
Just one employee who wasnt qualified or had a criminal history can tarnish
a carefully built reputation.
Building trust within the organization
Performing background checks means commitment to integrity and safety of
employees
These values help underscore the employees faith in the Organization.

What points do you need to Screen?

Educational background
Employment History
Criminal records
Address verification
Pan card / Passport verification
Drug test
Reference check
Credit history
Driver motor vehicle check (Specially for company drivers)
Infinity screening / Continuous screening

V Researching Exit Interviews

Prof. Priya Nair

Learnings:
In this topic we have understood the challenges associated with the Exit
Management process. We also looked at the strategic approach HR leaders need to
take to make the most out of this process.
Three main usages of exit interview:
Diagnosis and strategy Determine reasons for company turnover, help identify
training & development needs, develop strategic-planning goals, identify the
areas where procedural changes are needed
Public relations It allows separating employees to raise issues that are important
to them
Positive separations It provides an effective means for bringing about an
amicable separation between employer & employee in which frustrations are
vented and the separating employee leaves feeling that he or she has had their
say.
Common Problems with Exit Interviews:
Under-utilization
Too often, such tools are mere symbolic gesture
When dissatisfaction is expressed by an exiting employee, there is often no
feedback to the management

Methodological
Questions being asked are not driven by any particular purpose
No set procedures for administering the instrument to exiting employees
Unclear on the respondents voluntary exiting employees or involuntary
exits as well
Ambiguous questions asked leading to multiple interpretations.

Deception
Exiting employees are not motivated to give controversial, personal or inside
information that could endanger future choices
They may want references from the employer at a later date
They may be trying to protect those who still remain with the company
Interviewer not skilled enough to extract information from the employees

Best Practices: (MUST use scientific approach)

Make a real commitment to the process
Have a clear objective approach
Use methodical, scientific approaches
View the process as a central, ongoing data gathering technique

Identify and commit the data users

Go beyond the HR department and get others in the organization committed
to using the data
Establish clear parameters for how the data will be used and confirm that this
is being done consistently.

What is the ROI?

Know what are the expectations for the organizations ROI
Each user should be able to determine how much the process has impacted
their unit directly

Its

not over when its done

Commitment to this process is an ongoing choice
Usefulness must be monitored
Instrument must be adjusted to changing needs

Conclusion
Exit interview process needs ongoing monitoring and revision to bring about
excellent results
Should be constructed purposefully and scientifically and administered
consistently and effectively
Most critically the data needs to be used
Else it is essentially a waste of time and money and should be discontinued

NEWSWIRE

I - 10 SMART WAYS TO AVOID CHEQUE FRAUD

With internet banking and mobile banking occupying a prominent place in banking transactions,
traditional ways still are considered safe for some individuals. With advancement of technology,
fraudsters have many ways to defraud easily. So one should be really careful, while handling
any finance related things. Cheque fraud can happen by forgery or counterfeiting and alteration.
10 Smart ways to avoid cheque fraud are given as below
1. Never leave your cheque book in the open. Place your cheques, bank statements and
cancelled cheques in safe and secure area
2. Once you receive your cheque book, make sure that all the leaves are intact, and that
none are missing. In case of missing report to the bank immediately.
3. Never sign a cheque before hand unless you are about to hand over to someone.
4. Destroy cancelled cheque immediately by properly scribbling the cheque number and MICR
code
5. It is always suggested to look at your bank statement.
6. After writing the payee name draw a line till the end of the place. This is to ensure that you
are not giving any space to make any alteration in the name. Write the name intact and do
not leave space between letters.
7. It is always better to cross the cheque at the left corner, if there is no need of cash
transaction. By drawing two lines and writing Account Payee' means that the cheque can
only be transferred to another account.
8. Suffix the amount for which the cheque is drawn with "/-" For instance, Rs. 25,000 should be
quoted as Rs. 25,000/9. Keep a record of all details of the drawn cheque including cheque number, date of issue for
further reference.
10. In case of account closure, destroy all unused cheques

II Union Budget 2015: For Digital

India Rs. 500 Crore
Learnings:
The vision of Digital India aims to transform the country into a digitally
empowered society and knowledge economy.
The Vision areas of Digital India:
Impart training in IT skills in villages, especially in schools.
Bridge the divide between digital haves and have-nots.
High speed internetas a core utility shall be made available in 2.5 lakh Gram
Panchayats and provide essential social infrastructure such as education and
basic health care services in form of e-Education, e-Health.
Government services available in real time from online and mobile platforms
through e-Kranti.
To ensure improved access to services through IT enabled platforms, greater
transparency in Government processes.
Increased indigenous production of IT hardware and software for exports and
improved domestic availability of these goods.
The Government hopes to put a focus on supporting software product startups
and to encourage domestic manufacturing of electronic goods in the country.

IIIBest advice for a career change

THE BEST ADVICE FOR A CAREER CHANGE

If youve been out of work for a while, you may decide what you need is a career
change. The success of that approach depends on your answers to five important
questions.
First, are you considering a change because you do not like your current work
situation? It may make more sense to look for another work situation than to leave
your career.
The Best Advice For A Career Change
Many folks who confuse unhappiness with their current situation as unhappiness
with their career choice. There is a difference. I can help you determine which
change is right for you.
Second, if you have any doubts about a career change, are you sure you have
exhausted every avenue to advance in your current career?
Third, if you are determined on a change, are you moving into a career you can feel
passionate about? If you are depressed about the prospect of changefor example,
if you are leaving behind the only work that gives you joyyou cannot present
yourself well at interviews.
Your lack of passion shows.
That type of career change makes your job search harder, not easier.
Fourth are your skills transferrable? If you need help presenting your skills and
achievements in their best light, get help from a professional.

IV Employee Profiles- Can business

of all sizes benefit from it?
Learnings:
A very informative article on the importance of employee profiles. Employee profiles
tell the story of each and every employees skills and its important to capture this
information which can lead to measurable results.
3 big benefits of employee profiles:
Bring your remote employees together: In a fairly dispersed organization
geographically, it is important to create a platform that can populate profile
information of employees automatically. This way a person who interacts
remotely is able to map a face to the person on the other side.
Encourage employees to network: In every organization, employees depend on
each other, they can build a buddy community for themselves thereby helping
their cause in meeting organizational objectives
Helping to spot talent: It is not easy to know the skill sets of employees. It is
important to provide a tool that can automatically build professional skills and
background. It will help the business to find the right person at the right time.
Conclusion:
By employing a very simple but effective solution through a social people
management tool, the organization can reap multiple benefits. This will be the first
step of building an engaged workforce organization.

V Tourism Industry to generate

additional jobs of 6.5m by 2022
Learnings:
Tourism is not only a growth engine but also an export growth engine and
employment generator. Travel, Tourism and Hospitality industry in India segments
together employed 6.96 million people in 2013, and predicted to provide
employment to 13.44 million people over the next decade.
The report released by Rajiv Pratap Rudy, Minister of State contains the incremental
human resource requirement across 24 sectors is nearly 109.73 million whereby the
top 10 sectors account for about 80 percent of requirements. The top 5 sectors are
asS.N
below:Sector
In 2013
Project 2013-2022

(Million)

ed by
2022
(Millio
n)

Million)re
quired

Building construction & retail

estate

45.42

76.55

31.13

Retail

38.60

55.73

17.13

Transportation & Logistics

16.74

28.40

11.66

Beauty & Wellness

4.21

14.27

10.06

V Contd
Rudy said that as the old adage goes,
what cannot be measured, cannot be
corrected. The idea behind the Skill
Gap Studies is to understand which
sectors are likely to face the biggest
gaps. It is imperative for us to plan the
skilling of future workforce of India.
The reports give an insight on the
quantitative and qualitative findings in
terms of highlighting key job roles in
the sector, existing skill gaps in the
sectors, key interventions required to
map supply and demand, etc. He said,
these will help the Ministry to create a
strategy to bind together the islands of
excellence that we already have in the
country.

VI Top 5 Social Media Hiring Myths

Busted!
Learnings:
Hiring through social media has become a common practice these days. While the
usage is growing, it is important to understand that not everybody consumes it in
the same way. Some assumptions and presumptions need to be checked before
taking the social way...
These days technology seems to be the panacea for all ills and hiring is no
exception. Arguably, the latest trend is to use social media as a hiring platform. But
before logging onto the 'www.com' for your next hire, watch out for these loopholes,
advises Mayank Chandra, managing partner, Antal International:
Myth 1: You can get relevant profiles from social networking
Reality: The world and its cousins are logged on and you are not wrong in expecting
to catch the big fish. But be warned, very few profiles are relevant to the job posted.
Myth 2: Information available is accurate
Reality: This may not always be the case as there is no way to confirm the
authenticity of the credentials on social media. In the end, you will have to resort to
good old reference checks.

Myth 3: Practically everyone has a social account

Reality: That is certainly not the case as many senior level professionals do not have
a presence on LinkedIn or Facebook for that matter.
Myth 4: Uploading a posting will get you responses
Reality: Many postings are done daily so it is better to do a focused search for the
requisition. Usage of the right keyword in your job description will ensure it is always
up in the search results.
Myth 5: Hiring through social media is economical
Reality: Certainly not! At the end of the day very few mandates are converted
through social media, that too after sifting through numerous irrelevant responses.
Access to complete databases on a social networking platform is priced at a
premium by the social media giants.
To conclude, social media is the buzz word these days thus, it is necessary to have
clarity about its utility, reach and scope. Until that happens, 'real world' connection
will be crucial to strengthen the social recruiting process and get the desired
results.

VII The Gift Of Undivided Attention

Learnings:
The courtesy of listening,
participating and excusing ones
self is rare, if not dead. So if
someones talking, while another is
busy texting, and the third is
answering emails whos listening?
By fiddling with your phone when in
company, you are ignoring people
and puncturing their ego. Ignoring
someone is akin to scorning them
openly

Few forgotten facts around communications:

Multi-tasking is different from distraction:So dont even go down that path.
Multi-tasking is doing several important things responsibly, at the same time.
Distraction is the exact opposite. Answering a business email or reading/writing a
message hogs up brain-space theres no way anyone can do anything else,
responsibly, at the same time!
Hearing is different from listening:Listening enables participation and sharing
of opinionsthe fundamentals of good communication, remember? Hearing actually
means nothing in a professional or even a personal communication. When people
say I hear you, it means they are not interested in listening to you. Its not the
same as disagreeing its infinitely worse!
You are there because you are valued:No one invites freeloaders to meetings.
If you have been invited its because you i.e. your opinion, your decisions, your
perspectives, your expertise, your wisdom are all valued. The obvious
expectation, therefore, is that you live up to this image.
Nothing is that important:If it is critical or an emergency, people will call
repeatedly. Look at it this way: If business goes on perfectly well when you are on
vacation, surely a few messages can wait until your meeting ends.
Everyone has an ego:Its subtle, but there. By fiddling with your phone when in
company, you are ignoring people and puncturing their ego. Ignoring someone is
akin to scorning them openly! And, hell hath no fury like anyone scorned.
Chastisement may happen post-facto, but it will happen!
If the speaker doesnt care, you lose!Sometimes people just continue speaking
pretending not to notice. Be aware, nothing goes unnoticed! However, you, the
distracted, will lose. Theres the possibility of missing out on something important
today, only to look foolish tomorrow.
Ultimately, its about respect:Cultural fluctuations may vary the concepts and

VIII Royal Bank Of Scotland To Cut

14,000 Jobs
Learnings:
Britain's state-rescued Royal Bank of Scotland will axe
up to 14,000 jobs by 2019 in a retreat from investment
banking, the Financial Times reported Wednesday.
The daily business newspaper, which cited people
familiar with the matter, said the lender could shed as
much as 80 percent of its investment banking division,
which employs a total of 18,000 people.
A spokeswoman for RBS, which is about 80-percent
state-owned, declined to comment on the press report.
The Edinburgh-based bank had already announced last
week that it would end investment banking in the
Middle East and Africa and "significantly" reduce its
presence in Asia and the United States after posting its
seventh successive annual loss.

Contd.. Royal Bank Of Scotland To Cut

14,000 Jobs
Losses after tax totalled 3.47 billion ($5.40 billion,
4.74 billion euros) last year after a 4.0-billion
writedown on Citizens bank, part of its US operations.
The performance was however much better than in
2013 when RBS had posted an annual net loss of
almost 9.0 billion. Stripping out the writedown and
other items, RBS recorded an operating profit of 3.5
billion for 2014.

IX New Skill Training Scheme

Targets 24 Lakh Youth
Learnings:
With an aim to target 24 lakh youth, the Modi Government on Friday approved a new
scheme for skill development, Pradhan Mantri Kaushal Vikas Yojana (PMKVY), with
an expenditure of ? 1,500 crore.
Post the Cabinet approval on Friday, the scheme aims to reward trainees on
assessment and certification by third party assessment bodies.
The average monetary reward would be around 8,000 a trainee. The statement
further said, This will be the flagship scheme for skill training of youth to be
implemented by the new Ministry of Skill Development and Entrepreneurship
through the National Skill Development Corporation (NSDC).
Skill training would be done based on the National Skill Qualification Framework
(NSQF) and industry led standards, and on the basis of demand assessed on the
basis of recent skill gap studies conducted by the NSDC for the period 2013-17.

X Flipkart Aims To Create 2 Million Jobs

This Year
Learnings:
Domestic e-commerce major Flipkart on Wednesday
said it will generate over 2 million jobs through its
marketplace and ancillary services this year.The
Bengaluru-based firm expects 60 percent of this
employment to be generated in the logistics and
warehousing sector.
"Sellers on our marketplace have been directly
responsible for driving employment within their own
communities. In fact, e-commerce support facilities like
merchandizing, buying, packaging and cataloging have
generated more than 75,000 jobs in the last one year,
Flipkart Senior Vice President (Marketplace) Ankit
Nagori said in a statement.
Going by past trends, Flipkart is confident that it will
"generate close to two million jobs this year", he added.

The rapid development of thee-commerceecosystem in India will contribute

towards the generation of employment across sectors. Flipkart said the marketplace
model has opened up opportunities in metros and non-metro cities.
"This year, nearly 50-60 percent of employment will be created in tier II and III cities.
For instance, cities like Jaipur and Baroda have already become the ancillary
industry hubs (cataloging and packaging) and they will continue to generate more
opportunities in the future," Flipkart said.
In the recent times, e-commerce has emerged as one of the key drivers of Indian
economy. This industry has contributed a lot towards generation of employment
opportunities along with enabling SMEs and local artisans. Sellers on our
marketplace have been directly responsible for driving employment within their own
communities. In fact, e-commerce support facilities like merchandising, buying,
packaging and cataloguing have generated more than 75,000 jobs in the last one
year, Ankit Nagori, SVP Marketplace, Flipkart said.

X How to transition from

contract staffing to outsourcing
Learnings:
Customer needs to identify long-term resourcing strategy before converting work from
Contract Staffing to Outsourcing. The entry points for converting Contract Staffing to
Outsourcing are often opportunities to reduce the drag on customers when using outside
resources and lower overall engineering costs. The long-term focus, however, should be an
overall value creation and not limited to just labor arbitrage. It is recommended that focus
be placed on identifying those activities which are more prescriptive and repeatable in
nature, and are more consistently in demand by the customer. Look for opportunities which
can be applied across customer departments, identifying scalable opportunities to leverage
the power of function-based outsourcing.
The strategy for identifying these opportunities and implementing a conversion plan is as
follows:

Define the long-term vision for the service:A necessary first step is defining with
the customer their long term vision for a particular service. This will enable the shifting
of responsibility for managing various activities as work from a Contract Staffing
relationship to a Managed Services Outsourcing model.

Identify a customer champion who will adopt the vision:Commitment at senior

levels is crucial to making the transition from Contract Staffing to Outsourcing. A
customer champion is someone who agrees to sponsor the Outsourcing effort, driving
the requirement to use your resources to identify staff as good Outsourcing candidates.

Highlight benefits of Outsourcing vs. Contract Staffing:After the customer

champion identification, highlight the benefits of Outsourcing versus Contract
Staffing. You may have to customize the customers unique situations towards
those needs which are more suitable for Outsourcing and underline the
advantages.

Develop the implementation plan:The next step is to lay down the

implementation plan that defines the process, identifying the pilot project and
selecting the core team. Initializing and validating the process documentation
while measuring its scalability to realize the long term vision for the service
should follow. Governance mechanism to effectively monitor and control the
workflow should be established.

Clarify investments with customer:These investments come in the form of

effort, facilities and sometimes capital. It is important to set expectations with
customers that there will be some up front effort needed to achieve the benefits
of outsourcing, but that the payoff is worth it.

Promote return on those investments:At this point the customer has

acknowledged the benefits of Outsourcing, identified suitable work streams
suitable for Outsourcing and the advantages of Outsourcing versus Contract
Staffing. To seal the deal, it is recommended that one promote the return the
customer will see as a result of these investments of time and money.

THANK YOU!