‘Finding product development professionals is a major challenge in India’

Sanjay Singh, CEO and co-founder, hCentive (provides cloud-based healthcare technology solutions)

What are the different talent management strategies you implement while handling your workforce in India and US?
There are certain HR practices that are universal and there are certain practices that are unique to specific geographies.
The practices that are universal are:
a) There is a culture that we have tried to inculcate within the company whether it is US or India. This includes the culture of openness. By default, we would openly share any and all information with our employees in India and US. To make it happen, similar practices are implemented in US and India. The culture of customer centricity and being goal oriented also runs across the company irrespective of the geographical location.
b) We have set a common bar for all the recruits joining our company. Being a product development company, we require a certain level of skill set. To attain that, we have similar screening processes for people joining our company in India as well as US. All our prospective employees have to clear a universal IQ test before being interviewed. The pattern of this test might be slighting different in both the countries.
Things that are unique are
The employee benefit schemes are highly geography specific. In an Indian context, we provide flexible work timings and work from home options. To aid this, we provide data cards to all out employees in India so that they can access the internet and work from home. We are also contemplating on providing cab facilities to our employees in our Noida office for metro connectivity. These practices are highly specific to locations and are not implemented in the US.
What are the various HR related challenges you face here in India?
a) We are a product company and we would like to have people who know their domain and can start contributing from day one. Not having people with deep domain expertise is a big challenge.
b) We also require people who are skilled in product development. This seems to be a major challenge here in India. For example; we would like to hire a number of product managers into our workforce. The skills that we look for in them are domain knowledge coupled with the ability to develop new products. Finding people with both the skills is a big challenge and we end up compromising one way or the other.
What are the specific skills sets and courses you look for/prefer while sourcing talent here in India?
1. Products managers: We source people with strong technical background (BE and BTech from IITs and NITs) and MBA from reputed business schools.
2. Senior product architects
3. Good business analysts: People who understand business and translate into technical requirements. They will always be in demand. Successful business analysts must be highly detail oriented, good analytical skills and excellent communication skills.
4. Really good UI designers: I am not talking about people who can just write HTML. There is a whole industry in US for these people who deal with human computer interaction. They are extremely skilled. We don’t find such skill sets in India and if we did, we would hire them in loads.
What are your organisation’s workforce expansion plans for India?
All our product development happens out of India. We are close to 300+ people in Noida. The workforce growth has been almost around 200% year upon year. In 2009, when we started off we were just three of us. Now we are around 300. This is a very significant growth and we don’t see it stemming anytime soon. We are planning to increase our workforce by about 500 people in the next couple of years. We would be doubling our workforce every year for now.

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Google, Infosys using internships to hire talent

Google, Infosys etc are increasingly looking at internship as a key HR strategy that enables them to recruit A-grade performers.

NEW DELHI: Organisations like Google, Infosys and Coca Cola are increasingly looking at internship as a key HR strategy that enables them to recruit A-grade performers based on how individuals fare in an actual workplace scenario, experts say.

A good internship programme helps an organisation build a solid talent pipeline, also known as 'bench strength'. They recruit people from the campuses for internship programmes and based on their performance and inclination, induct them for full-time roles in the company.

Leading executive search organisation, GlobalHunt, MD Sunil Goel said: "Any specific skills and the functional knowledge is restricted in total number and the only way to grow the skill sets and domain expertise is through internship programme."

Companies nowadays look at internship programme as a talent management and talent acquisition strategy and convert that talent pool to pipeline of growth. Internship programme plays a very active role in creating that pool for companies.

Commenting on the trend, a Google India spokesperson said: "It is undisputed that a good internship programme helps attract A-Grade talent, it also helps an employer evaluate how an individual would fare in the actual workplace scenario."

Google India has BOLD (Building Opportunities for Leadership Development) Engineering Internships for summer 2013.

These internship programmes are also designed to bridge the gap between academic study and the profession. It also doubles up as an important platform in corporate hiring and talent acquisition for us, Google India said.

"Investing in Googlers drives business outcomes that we care about: innovation, retention. And we know that happier employees are more productive, and more likely to stay at Google," the spokesperson said.

IT major Infosys has a global internship programme -- InStep for undergraduate, graduate and PhD students from leading academic institutions around the world.

Interns across 35 different nationalities are given a chance to work on high impact assignments ranging from live technology projects and cutting-edge research to business solutions from Infosys offices in India.

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Raina, Jadeja, Ojha managed by firm owned by Dhoni

According to documents filed by the firm with the Ministry of Corporate Affairs, Dhoni held 30,000 shares or 15% stake in Rithi Sports as on March 22.

NEW DELHI/MUMBAI: A day after BCCI president N Srinivasan had to step aside because of a conflict of interest, Indian cricket captain Mahendra Singh Dhoni faced a similar charge for holding shares in Rhiti Sports Management Pvt Ltd, a firm that manages three Indian national players—Suresh Raina, Ravindra Jadeja and Pragyan Ojha—besides Dhoni himself.

According to documents filed by the firm with the Ministry of Corporate Affairs, Dhoni held 30,000 shares or 15% stake in Rithi Sports as on March 22. This would indicate an obvious conflict of interest since he has a role in picking the Indian team and the firm would benefit if its clients were to be part of the team.

A sports management firm essentially gets its income from commissions on a player's commercial deals like endorsements, event appearances and so on. Clearly, a Team India player demands higher fees for all of these than somebody who is a domestic player. Rhiti Sports also managed the marketing of Chennai Super Kings of which Dhoni is captain, as well as badminton ace Saina Nehwal.

He had signed up with Rhiti Sports for three years, reportedly for Rs 210 crore in 2010, which translates to an average of Rs 70 crore a year, the costliest deal ever in Indian cricket.

Rhiti Sports sought to refute the allegation on Monday by suggesting that Dhoni is not a shareholder and had only been one for a month in March-April this year. A statement issued by Arun Pandey, the main promoter and a childhood friend of Dhoni, said: "MSD holds no shareholding in Rhiti Sports Management (P) Ltd. It is made clear that shareholding was allotted to MSD on 22.03.2013 only to secure certain old outstandings which were due for more than one year. Further, the payments were cleared in April 2013 and the shareholding was transferred back to promoter of the company on 26.04.2013."

In short, Rhiti Sports' claim is that shares were allotted to Dhoni to raise money for about a month to repay dues and the shares were subsequently bought by either Pandey or one of the other promoters. While pledging shares as collateral for loans is a common practice, their ownership doesn't change.

Former India batsman VVS Laxman said Dhoni should sell off his shares as it could drive him into a "compromising situation." He said: "When such a problem arises, the stakeholder should come out by selling off his shares. I think that can solve all the problems at one go. I am not sure if Dhoni has any share in Rhiti Sports, but if it true, he should sell off shares as it can put him in a compromising situation."

Documents available on the website of the ministry of corporate affairs show that Dhoni was allotted 30,000 shares on March 22 this year for a total price of Rs 3 lakh including share premium. Arun Pandey was also allotted 1.2 lakh shares on the same date for Rs 12 lakh. There were no documents on the website showing the transfer back of Dhoni's shares to Rithi or anybody else.

An experienced chartered accountant told TOI that what Rhiti Sports was suggesting was an extremely unusual business practice. "Companies do not normally allot shares to raise money for such a short period, particularly if they have crores in reserves, as this company appears to have," he said. He added, "If the shares were being allotted to raise money, why were they allotted to an 'outsider'—as the firm claims Dhoni was—at face value? The promoter could be allotted shares at face value, but when an outsider in buying shares in a privately held firm, the question of valuation of those shares is bound to arise." The CA pointed out that in such a situation even the income tax department would normally raise a question about undervaluation of the shares.

On paper, the company has for most of this period had only three shareholders—Pandey, his sister Pratima Tiwary and one Arun Kumar Dass. At the time when the company was set up, Pandey's sister held 1,000 shares of the 10,000 issued, Dass held just one share and the remaining nearly 90% was held by Pandey.

As of September 29, 2012, when the last AGM of the company was held, Pandey held 47,499 of the 50,000 equity shares in the company (about 95%), his sister Pratima held 1,250 shares (2.5%) and a relative Subhawati the remaining 1,251 shares (2.5%). Dass, one of the original promoters, was no longer a shareholder.

This also means that the 1.5 lakh shares allotted in March this year to Dhoni and Pandey would have quadrupled the company's equity base, as already pointed out in the seemingly strange way of tiding over what is claimed to be a temporary cash crunch.

Interestingly, two other firms floated by the Pandey family in 2006—Rhiti Studio Pvt Ltd and Rhiti Production Pvt Ltd—have languished, with no activity worth mentioning. Another firm, Inspired Entertainment, was floated by the same promoters in 2011 to manage corporate events, including fashion shows.

Atul Srivastava, the founder of Gaames Unlimited, that manages R Ashwin and Ajinkya Rahane, said that Dhoni wouldn't push for an inferior talent. "It's just not possible. There's just too much scrutiny and I'm very clear in my mind that Dhoni wouldn't back a lesser talent," Srivastava said.

Interestingly, Rahane had spent 18 months in the squad before getting to play in a Test match against Australia even as the likes of Raina and Jadeja were preferred over him. Or, for instance, Manoj Tiwary who was forced to warm the benches for more than 20 One-Day Internationals after scoring a hundred against West Indies. Srivastava, however, denies that. "What you are saying sounds logical. I can't comment on Tiwary's non-inclusion. But the fact is that Rahane hasn't taken the chances that have come his way."

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Dhoni-Rhiti deal, a curse for fringe players

Chennai Super Kings' Skipper MS Dhoni and Suresh Raina during an IPL encounter.

MUMBAI: It has been an open secret for ever. India captain Mahendra Singh Dhoni maintained a strategic distance but his association with Arun Pandey, the face if not brain behind Rhiti Sports, was well known in top cricket circles.

In 2010, he turned it into a business partnership by signing up with Pandey to market him for a whopping Rs 210 crore-deal over three years. It now transpires that the relationship went much deeper: Dhoni owns a 15 per cent stake in the firm, even if it was only for a brief while, as they are so feebly claiming.

Not surprisingly, Indian cricket has responded angrily, with players and officials crying foul. The company, incidentally, also manages Suresh Raina, Ravindra Jadeja, Pragyan Ojha and RP Singh (who denied being part of Rhiti at the moment), four players who have been almost regular fixtures in all three formats of the game for Team India.

More than that, the preferential treatment that Raina and Jadeja have enjoyed under his dispensation at Chennai Super Kings has always seemed strange. Jadeja, in fact, was acquired for an incredible annual fee of $2 million. One can imagine the killing Rhiti made when the deal was stuck.

TOI spoke to a cross-section of players and BCCI officials and almost all of them conceded that the skipper of the Indian team holding shares in an agency that manages players in his team itself was not an ideal situation. "It should not be allowed because the captain does influence the selection of as team; in fact, overseas, he and the coach have the sole authority on team selection. Now, I can only think of all the instances that looked like 'wrong' selections in recent times," former Board secretary Jayawant Lele said.

"It is better that the BCCI deals with the issue quickly before it gets any bigger," said former India off-spinner Erapalli Prasanna.
Dhoni has shown a preference for certain players in the team, and this revelation has only added fuel to the fire, with many connecting the dots. According to his critics, many talented players have been dumped during his reign without a fair opportunity. Dig deeper into first class cricket and you can cull out those names: batsmen Manoj Tiwary, Saurabh Tiwary, all-rounder Abhishek Nayar, seamer Dhawal Kulkarni, leg-spinner Amit Mishra, wicketkeeper Parthiv Patel, to start with.

"With him, it's a question of like and dislike. If you are disliked by him, good luck to you! You can keep performing in domestic cricket, it doesn't matter" said a player.

Dhoni and N Srinivasan aren't alone in the 'sea of conflict of interest in Indian cricket' though. A Board member pointed out: "Anil Kumble heads the Karnataka State Cricket Association (KSCA) and runs a player management agency (Tenvic). When Dilip Vengsarkar & Co selected Virat Kohli ahead of S Badrinath in the Indian team, Srinivasan was miffed, and got the then Board president, Sharad Pawar, to remove that selection committee on the pretext that those who were office-bearers in the state associations could not be selectors at the same time. Now, the same Board has allowed Roger Binny, who is the vice-president of KSCA, to be a selector. Ratnakar Shetty, till last year, was a vice-president with the Mumbai Cricket association (MCA), while being the CAO of the Board. I can cite ten instances in Indian cricket where there is a conflict of interest. All this works according to people's convenience," he says.

A few voices, though, defended Dhoni's association. "I don't see any conflict of interest here. Unless it is proved that he has been influencing the players to join the company or is pushing the said players' inclusion in the Indian team, it is not proper to make such allegations. He may have a stake in the company but that doesn't mean he is guilty of foul-play. Can't a player invest his money in a business?" questions former India left-arm spinner Venkatapathi Raju. "Dhoni can have stakes in a company and that should not be looked in a different way. Dhoni is a captain and knows what to do. We are unnecessarily making an issue out of it," says Rajasthan batsman Robin Bisht.

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The entire history of Windows in one video

Watch the entire string of upgrades from Windows 1.0 to Windows 8, as well as some gameplay from Reversi and Doom, in just over an hour.

Oh, misty Doom-colored memories...

Windows has come a long way over the decades from the now antiquated-looking boxes of Windows 1.0 to the layers upon layers of desktops, start screens, charms, tiles, and whatever that bar on the left is in Windows 8.

Now, you can spend a little over an hour watching the entire evolution of Windows unfold in the video below. For some reason, someone spent what looks to be a few hours (the video seems to have been sped up) upgrading Windows using a virtual machine all the way from Windows 1.0 to the latest Windows 8 Pro. The result is an hour and seven minutes of pretty comprehensive history for the world's most famous graphical user interface (GUI). Along the way, we get treated to a few quick games of classic Reversi and Doom, which launch easily from the early versions of Windows. However, Doom has some real problems launching from a version of Windows 1.0 running within Windows 8. How deliciously uber-meta-nerdy...
Most hilarious: how quickly the earlier versions of Windows install, and how much of the video is basically waiting for Windows 8 to load. This is to be expected of course, but for someone with distant memories of fumbling for hours with the more than 15 floppies needed to install Windows 95, it's satisfying -- and a little maddening -- to see the process fly by.

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Dear Apple, is wearing a watch really natural?

Apple's Tim Cook suggested this week that wearing something on one's wrist is natural. But why, then, has Apple spent the last few years making it unnatural?

Well, one of them is wearing a watch.

Most of us spend our lives sliding on a scale between impossible and gullible.
We're sometimes persuaded so easily, yet, at others, even the most accepted pieces of information can't penetrate our obstinacy.
No, I'm not thinking about global warming, Sharon Stone, or the New York Yankees. I'm musing on this supposed iWatch that Apple may or may not ever create, produce, market or give away as a free gift at Christmas with the purchase of two pink iPhones.
In his epically stoic performance at D11, Apple CEO Tim Cook offered that while Google Glass was "risky" (translation: You look as if the asylum wouldn't take you), wearing something on one's wrist is "natural."
Well, it might be natural for some girls who like to alert you they're on the way to your restaurant table by wearing 16 noisy bangles.
It might also be natural for men who work in money to wear a bulbous lump of Swiss gold on their wrists in order to inform those several hundred yards away that they work in money.
It might even have been natural for those who once believed that Lance Armstrong was the second coming of a Texas Jesus to wear those sweet little yellow bands that told them to Live Wrong. (I think that's what the words on them said.)
But Apple has spent the last few years freeing our wrists from burden.
Slow though we are, once we realized that we didn't need to turn our wrists to tell the time, we discovered that we didn't need watches at all. We had cell phones.
Suddenly, no sweaty wrists, no watches left behind at Mrs. Kasiwag's Late Night Emporium, no pinching sensation when the buckle gets caught in your wrist-hairs. No scratching your lover during impromptu romantic enthusiasm.
Now, when we want to know the time we look at our phones -- which is something we do 376 times a day anyway.
You may be one of those who is slowly returning to wrist-wearing with, say, a Jawbone Up, in order to track every single moment of your waking and sleeping hours.
However, try using a laptop while wearing one and you may discover an annoying banging against your keyboard.
If it is "natural" to put anything at all on your wrists, the purpose is surely beautification rather than edification.

It's certainly true that one of Apple's great strengths lies in beautification. The company can take a thing that's supposed to be useful and make it really rather attractive too. It's the gadget equivalent of the perfect life-partner.
So if this purported iWatch is to somehow appear and appeal to one's wrist, it will have to be even prettier than an iPhone.
It will have to have a novel purpose and an engaging look. What might that novel purpose be?
It won't be enough that it will be some mini phone-substitute, there to scroll the sports scores with a delicate finger, so that you don't have to reach for your phone (Which is never difficult, because you always put it on the bar or restaurant table, don't you?).
Are you going to want to turn your wrist to, say, take a picture?
Are you really going to want to talk into your watch? Won't you look even more potty than a Google Glass-wearer, who, at least, might look as if he's merely talking to himself. (Most of us do that on occasion, don't we?)
Sometimes it seems as if wearable tech is the next big thing because those who make gadgets want everyone to believe it's the next big thing. Perhaps it's the Emperor's New Big Thing.
Unless it looks (very) different and does something (quite) different, will there truly be hordes ready to prettify their wrists?
Of course, thinking different has always been Apple's natural claim. But it's one thing having something up your sleeve and another to want to show off what's beneath it.
Wearable tech has to involve a certain amount of showing off. That's the nature of fashion. We wear things -- as often as not -- so that others can be impressed.
If, as Cook suggested at D11, Apple is preparing "game-changers," will a watch be one of them? Or might this be a natural area for one of Apple's little "surprises."

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Today`s Quotes

“It matters not what someone is born, but what they grow to be.”

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Employers using social media for internal communications

Employers are now utilising a host of social media tools such as instant messaging and social networks to communicate with their employees, a new study has found.

The research, which was based on surveys of 290 organisations from across North America, Europe and Asia, found that more than half of the employers surveyed currently use various social media tools as part of their internal communication initiatives as a way to build community.
Among the companies surveyed, instant messaging, used by 77 per cent, and streaming audio and video, used by 61 per cent, were the most popular social media tools, ‘BusinessNewsDaily’ reported.
Other tools being widely used include human resources or employee blogs, enhanced online employee profiles, social networks, SMS messaging and mobile apps, according to the study by global professional services company Towers Watson.
“We believe that social media can be a great tool for communicating with employees in the workplace,” said Kathryn Yates, global leader of communication consulting at Towers Watson.
“By its nature, social media is designed to build community and could help engage employees on key topics such as performance, collaboration, culture and values,” Yates said.
Despite the increased adoption, reviews regarding each tool’s effectiveness have been less than overwhelming. The study found that for each social media tool, less than half of those using it find it to be effective.
Also, only 40 per cent rated the use of social media technology as cost-effective.
However, researchers believe the importance of social media tools will only grow as businesses become more dependent on remote workers.
Currently, just 23 per cent of those surveyed said their company is effective at building community among its remote workers.

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People most likely to face discrimination at work

People most likely to face discrimination at work: Study

A new Australian study on racism has found that people were most likely to face discrimination at work while over 50 per cent such cases go unreported.

A survey by the Victorian Equal Opportunity and Human Rights Commission conducted on 227 people found that 15 per cent had encountered racism on public transport and 31 per cent had seen it on the street, according to ABC news report.
It said 55 per cent of racist incidents were unreported. The study, ‘Reporting Racism: What you say matters’, found that almost one in three of people surveyed had witnessed or experienced racism at work and three out of 10 witnessed it in public.
Verbal abuse emerged as the most common form of racism and people were twice as likely to be abused walking down the street than on public transport.
“It does have a profound impact on people and really it is about the rest of us being conscious about what we say, because what we say does have an impact on people,” said Karen Toohey, the state’s Equal Opportunity Acting Commissioner.
It also found that most of people did not report such incidents. “Generally people think you’re being oversensitive and there’s no formal process that will yield any formal results,” the report quoted a respondent as saying.
Another participant, who worked in a small private hospital, said: “There have been several occasions when older patients, both male and female have stated very clearly that they don’t want to be looked after by… foreign or dark-skinned people.”
Toohey attributed this to concern that nothing would be done, and the frequency of abuse.
In a bid to combat racism, there is a report which one who witnessed racism can fill out on the commission’s anti-hate website which will be passed on to the police.

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Middle-East, North Africa & US emerging job hubs for fresh commerce graduates

TimeJobs.com study reveals that the American continent has 43% share in international jobs for B.Com graduates

B.Com graduates with less than 2 years of experience have lucrative international job options available; reveals a study conducted by TimesJobs.com. The study highlighted that B.Com graduates with less than 2 years of experience are most in-demand with 58% share of jobs postings for international positions.
The data also revealed that the American continent alone has 43% share in international jobs for B.Com graduates, followed by Asia 19%. Countries such as USA, Middle East and North Africa have maximum number of job postings for B.Com graduates. And, together they have a 3/4^th share of jobs amongst top 10 locations for B.Com graduates.
Sunil Goel, Director of Global Hunt, a recruitment service company attribute this trend to the fact that B.Com graduates have an advantage of knowing finance, accounting, supply chain and logistics. So, they can actually do a range of jobs which includes general data entry, analytics and number crunching.
According to Radhakrishnan Nair, Head-Human Resource, Federal Bank, a subject like B.Com in the newer colleges in Indian Universities is taught to prepare the students for becoming successful entrepreneurs. This makes them confident in taking on assignments that may need to learn skills that will challenge them.
What gives Indian B.Com graduates an edge over their international counterparts? “Most of Indian B.Com graduates are tech savvy and can easily combine their technical capabilities with the subject that they have to deal with,” replies Nair. Also, Indian students have a natural flair of being able to understand the culture of the country for which they are working, he added.
Commenting on the rising demand of B.Com graduates in Middle East, North Africa and US markets, Goel explains that in North Africa, there is a demand for commerce graduates in the commodities business. They need people who can handle warehousing, accounting and can take care of a large pool of consumer accounts.
“In the US market, commerce graduates are required to handle general ledger entry, bid preparation, invoicing and ARP process, which a qualified professional or a chartered accountant will not like to take up,” he adds.
“B.Com Graduates can easily fit into front office roles in Banks and NBFCs. With adequate training they may do well in Credit and Treasury. Having said this, it must also be stated, that there is an assumption in the quantitative/analytical capabilities of students pursuing B.Com,” says Nair.
The data also revealed that the top 5 industries which are hiring B.Com graduates, internationally, are BFSI, Construction/Cement/Steel, Educational/Training, IT/Telecom and Recruitment/Placement Agencies.
While there are many opportunities available for B.com graduates back-home, the international job market also looks promising for those who are eyeing greener pastures and some much needed global exposure.

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‘CXOs are equally entitled to have fun at work like other employees’

Udit Mittal, Founder & Managing Director, Unison International

How can a healthy and fun working atmosphere have an impact on one’s productivity?
A good nice harmonious environment will be less stressful and thus result in better performance of the employee. After long stressful hours of work fun exercises help rejuvenate the environment and the employee, thus helping them to concentrate on work in a productive manner. In many organisations few game activities are organised to break the ice between the employer and the employee, thus helping them to understand each other better. It is observed that fun activities have always benefitted the employer in terms of understanding its employee and their key competencies.
How can a leader create fun at work? 
Typically in every organisation the top management is more confined to the four walls of the board rooms and their participation in fun activities is therefore very restricted. Also, some employers see that a close association with employees can take a little unprofessional turn and therefore they try to maintain a distance. However, in our organisation we follow a fun filled approach from top down levels and encourage participation among all hierarchies of management. We also believe it is the employer or top management who has the potential to create fun at work.
Employees can never be forced to have fun at work. If they are content with their job, they will automatically have fun at work. Do you agree?
I truly agree employees cannot be forced to have fun, a good job will want people to go to office everyday and, office becomes a playground rather than a battle field. For this it is essential that the skill set of the employee is mapped with the kind of work he is doing which is possible if there is a healthy communication between the employee and the employer therefore team building meetings and fun activities are always encouraged.
As far as creating a fun atmosphere at work place is concerned, what is the general trend in organisations at present? 
With world turning into a global village more informal cultures prevail, employees cannot be forced to work, therefore, most organisations are making flat structures and dividing the curriculum into work and leisure. In many organisations separate fun clubs/employee refreshment centers have been created in order to make employee feel more comfortable at workplaces thus increasing the productivity at work.
Isn’t the top management equally entitled to have fun at work like other employees?
Yes they are equally entitled as part of the organisation because they are more stressed and responsible than their junior counterparts. And it also helps to understand each other’s work and responsibilities in a healthier manner
What can companies do to encourage senior management to join this ‘fun’ group?
Companies can evaluate senior management on their interpersonal skills, their ability to gel with their juniors and colleagues, make them part of fun teams and make them compete in terms of informal competition.
Is it true that employees don’t take their bosses seriously if the latter participates in fun activities along with them?
No I don’t agree with this because they know that this activity is only for a purpose and performance at work is the key parameter which will keep the relationship intact.

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Indian Software Industry to See Strong Revenue Growth: PwC

New Delhi : The Indian software industry is poised for a strong revenue growth driven by social media, mobility, analytics and cloud, said a report published by PricewaterhouseCoopers (PwC).

The Indian companies in the top 100 emerging markets list bring combined revenue of $797 million. India ranks fifth among the emerging markets based on revenues, according to the PwC Global 100 Software Leaders report, a revenue-based study on the world's top 100 software vendors.

The recent report also contains indices of the top 100 software vendors in North America, Europe Middle East and Africa, and the emerging markets.

"The Indian IT industry has been primarily identified with software services and this focus has relegated the software products segment to the background. However, off late, we are seeing a change in the fortunes of this segment due to significant growth.

"Emerging technologies such as social media, mobility, analytics and cloud (SMAC) are driving the growth in this segment and helping it move to the next level," said Sanjay Dhawan, leader, technology, PwC India.

A number of software product firms have grown over the last decade from a little over 100 in the year 2000 to nearly 2,400 in 2013. According to the industry body NASSCOM, the revenue from the software product segment currently stands at $2.2 billion and is expected to reach $10 billion by 2020.
 

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Coffee can cut diabetes risk

Coffee can cut diabetes risk

Moderate coffee consumption - which equals to three to four cups of coffee per day- may help to prevent risk of type 2 diabetes, according to researchers.

The finding was highlighted in a session report published by the Institute for Scientific Information on Coffee (ISIC), a not-for-profit organisation devoted to the study and disclosure of science related to coffee and health.

Recent scientific evidence has consistently linked regular, moderate coffee consumption with a possible reduced risk of developing type 2 diabetes. An update of this research and key findings presented during a session at the 2012 World Congress on Prevention of Diabetes and Its Complications (WCPD) is summarised in the report.

The report outlines the epidemiological evidence linking coffee consumption to diabetes prevention, highlighting research that shows three to four cups of coffee per day is associated with an approximate 25 per cent lower risk of developing type 2 diabetes, compared to consuming none or less than two cups per day1. Another study also found an inverse dose dependent response effect with each additional cup of coffee reducing the relative risk by 7-8 per cent.

Whilst these epidemiological studies suggest an association between moderate coffee consumption and reduced risk of developing diabetes, they are unable to infer a causal effect. As such, clinical intervention trails are required to study the effect in a controlled setting. One prospective randomized controlled trial, tested glucose and insulin after an oral glucose tolerance test with 12g decaffeinated coffee, 1g chlorogenic acid, 500 mg trigonelline, or placebo. This study demonstrated that chlorogenic acid, and trigonelline reduced early glucose and insulin responses, and contribute to the putative beneficial effect of coffee.

The report noted that the association between coffee consumption a reduced risk of type 2 diabetes could be seen as counter intuitive, as drinking coffee is often linked to unhealthier habits, such as smoking and low levels of physical activity.

Furthermore, studies have illustrated that moderate coffee consumption is not associated with an increased risk of hypertension, stroke or coronary heart disease. Research with patients with CVD has also shown that moderate coffee consumption is inversely associated with risk of heart failure, with a J-shaped relationship.

Finally, the report puts forward some of the key mechanistic theories that underlie the possible relationship between coffee consumption and the reduced risk of diabetes.

These included the ''Energy Expenditure Hypothesis'', which suggests that the caffeine in coffee stimulates metabolism and increases energy expenditure and the ''Carbohydrate Metabolic Hypothesis'', whereby it is thought that coffee components play a key role by influencing the glucose balance within the body. There is also a subset of theories that suggest coffee contains components that may improve insulin sensitivity though mechanisms such as modulating inflammatory pathways, mediating the oxidative stress of cells, hormonal effects or by reducing iron stores.

Dr. Pilar Riobo Servan, Associate Chief of Endocrinology and Nutrition, Jimenez Diaz-Capio Hospital of Madrid and a speaker at the WCPD session concluded the report, commenting: "A dose-dependent inverse association between coffee drinking and total mortality has been demonstrated in general population and it persists among diabetics. Although more research on the effect of coffee in health is yet needed, current information suggests that coffee is not as bad as previously considered!"

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Today`s Quotes

“Knowing yourself is the beginning of all wisdom.”

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Lessons from My First Job: Partha Basu, Akzo

Partha Basu, CFO and Whole Time Director, Akzo Nobel India and the author of the book ‘Make It or Break It’ shares his journey of learning from unlearning
My First Job: I was a management trainee in IFB Industries Ltd.
My Experience: I was amongst the first few employees at IFB’s new venture to create washing machines. I was posted at a plant in Corlim, which is away from the main city of Panjim, Goa. My seniors did not restrict my job to the job description. I was given freedom given to go beyond the function and work with larger teams. I worked closely with manufacturing, stores, IT, planning, logistics, projects, which allowed me to learn operations at an early age. I was fortunate to have seniors who guided me at every step. I still remember the pride and joy I felt when we invoiced the first machine from the factory.
Things I learnt: Being away from home for the first time taught me a lot. My biggest learning was when I realised life is beyond the safe hands of parents. I learnt to manage myself as an individual, live on my own.
Skills I Acquired: Managing adversity, team work, importance of unlearning and relearning, managing transition, ability to accept mistakes, power of positive thinking.
My Manager’s teaching:  Late Mr. B Mukherjee was my manager and mentor. I was fresh from the college with no idea about the corporate world.  Being away from home and friends I was home sick. He treated me like his younger brother, who I could share my problems. His message to me was ‘if you work you will make mistakes. If you don’t, you will never. Hence never be ashamed to make mistakes.’
Turning Point in my Career: The turning point in my life came when I decided to leave my job at the Tata group and decided to leave my home town Kolkata to join a start-up joint venture between IFB and Autoliv. I was 27 years old and had a chance to manage an independent finance department reporting to the head of business. I was advised against this move by many as it was ‘risky’.  However, I am happy that I took that decision that day.
My most crucial step/assignment: It is difficult to single out one assignment. However the one that I can cite is of when I took over as General Manager-Commercial in Coke, I had very limited exposure to logistics & planning function. But, my zeal to learn and excel paid back since that assignment taught me how tough operational roles can be. Similarly, when I was driving the margin management for Asia in Whirlpool, after many months I realised that I was the only finance guy leading a large geography, the rest of the team comprised of marketing/sales folks. That assignment allowed me to learn about global business. Similarly when I was raising fund at SpiceJet, it was an immensely important assignment for me since at that point of time, the economic scenario was difficult and raising fund were not so easy. It too gave me a great exposure.
My Advice: There is life beyond the so called ‘success’; and the four walls of your office. One must explore it to understand and enjoy every day of his/her corporate journey.
Where I see myself 5 years from here: My dream is to mentor young India, especially the youth from tier 2 or 3 cities. This would also help me walk closer to my dream.

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Good companies show career progression to prospective employees

Chinmayi VS, Head- Human Resources, Maxim Integrated shares tips on selecting the ‘right’ organisation for a successful career

To ensure success in one’s career, it is very critical to select an employer who reflects and supports your values and career objectives. So, what’s the mantra to identify a good organisation?
“A good organisation showcases a clear company vision, technology/business roadmap, career progression through real-time data points and their culture to prospective employees. Culture is normally the differentiator. It is easy to copy technology, but not an organisation’s culture and employee testimonials would add value,” explained Chinmayi VS, Head- Human Resources, Maxim Integrated during a ‘High-Tea’ session, a dedicated chat platform on TimesJobs.com for candidates to ask career related queries to experts.
Advising fresh graduates on selecting the ‘right’ employer, Chinmayi said that it is important to join a company that nourishes fresh talent through specialised training programs and provides freshers a good transition into the corporate world. As for a fresher their first employer plays a big role in moulding them into a thorough professional. “Look for an employer who gives you a visibility into your career progression options starting with your year as a freshman.”
What should be the focus money or career growth? According to Chinmayi, both are important. Salary is a hygiene factor, if you feel there is a big gap in your salary that should be addressed first, without compromising on your career path. If you pursue excellence and competence, salary growth would most certainly follow.
Another question which was asked during the High-Tea session was is it better to work with big organisations or small organisation. Chinmayi says that big organisations normally offer very good exposure on systems, processes and learning resources. Whereas, small organisations offer roles with more ownership and normally includes a wider scope within the role. Irrespective of size, a job seeker needs to look at the company’s vision and financial stability while seeking employment.
In her view, if one is offered a full-time job in the organisation where the candidate is interning, they need to specifically clarify the role being offered and if it meets their requirement on salary and career growth.
All in all, you should work for an organisation that offers you a good role with learning and career progression opportunities, along with a good working culture.

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Vegetable juices better than whole veggies?

Vegetable juices better than whole veggies?

One is always confused about eating vegtables raw or in the form of a juice. And rightly so, juicing vegetables is a much harder task than juicing vegetables.
For one, we need to add a lot more flavour to vegetable juices to make them drinkable. But even if you are inclined toward drinking a tasteless vegetable juice for health reasons, how effective will it be? Well, we all have doubts, so let's figure out which one is better: Vegetable juice or whole vegetables.

Most health guidelines recommend that one must consume two to three cups of vegetables every day. This requirement may go up or down, based on your activity level and physical characteristics. Vegetable juices are seen as an easy way out of the monotonous vegetable cooking and chewing process through the day. A juice entails juicing a vegetable, therefore removing pulp and roughage.

Both eating your vegetables and juicing your vegetables will give you essential nutrients needed by the body to help fight disease. But juicing will give you more of those nutrients than just eating your vegetables. Intrigued? Here's why...

Digestion
Now solid food takes several hours to break down, decompose and provide nutrition, in case of juices, it's much easier and quick.

No fibre
Now juicing primarily gets rid of the fibre in the vegetable that is drained out and what you drink gets easily absorbed in the body. They get assimilated very easily with minimal effort, and the nourishment is available almost instantly to the whole array of cells in the body. The exertion on the part of the digestive system is also very fast.

But should you quit whole vegetables completely?
No! You can still munch on carrots and other vegetable side dishes during meals. Your body does need dietary fibre, which might not carry nutritional value but acts as a cleaner for the digestive tract and intestines.

A cup of unprocessed carrots contains roughly 7 grams of fiber. On the other hand, a cup of carrot juice is almost totally devoid of fiber.

Therefore, get that fiber from your meals, but make up for any vegetable shortfalls and extra requirements in the day with vegetable juices.

Nutritional vs bodily enzymes
Our body possesses countles cells and tissues that have their own enzymes requirements and production to perform a whole range of tasks. The ones that are made avaible from eating raw vegetables or juices work in conjunction with the already present ones. So one need not cut off raw vegetables completely. Striking the right balance is essential.

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Samsung Breaks own Record, Ships 10 Million Galaxy S4's In 1 Month

Bangalore: Samsung's flagship series Galaxy S4, has reportedly broken all the company sales record for the fastest selling series. It achieved this feat by shipping a whopping 10 million units of the Samsung Galaxy S4 in the first month.
The sales rate has easily striked of its previous records set by its earlier versions. Samsung Galaxy SIII shipped 10 million units too; however, it took twice the time of Galaxy S4. As for earlier series, Galaxy SII took close to 5 months to reach the milestone and the very first Samsung Galaxy S took much longer at 7 months.

Samsung's marketing technique by launching the phone simultaneously in multiple markets proved to be very successful. One more reason for rapid sales could be its advertising which made people aware of the product beforehand.

Even though Samsung Galaxy S4, faced a stiff competition from HTC One and Sony Xperia Z, it sold several times faster than its predecessor. However, Samsung’s rival Apple is all set to launch its next iPhone in few weeks from now, let’s see how well the Smarphone giant gears up.

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Twitter Introduces 'Two-Factor Authentication' To Control Hacking

Bangalore: After a spate of recent attacks on various prominent Twitter accounts including the ones of Associated Press and Financial Times, the social networking site has finally decided to give its users the option of enabling added security to the Twitter accounts. The company announced that it has finally introduced the two-factor authentication to protect the accounts from hackers, reports The Financial Post.

The feature asks users to confirm identity after a typical log-in, by entering a six-digit code sent to Smartphones. Each time a user attempts to log in to the Twitter account, the user should enter the code sent via text message to the number tied to the account, which makes it really hard for a  hacker to compromise an account without access to the user’s phone.

Repeated hacking incidents have led to questions about Twitter’s credibility and reliability and thus to regain its role in the changing media landscape, the microblogging service has introduced the 2FA-enabled security system.

The company hopes the move will reduce the chance of hacking profiles. In April, hackers gained access to the Twitter accounts of BBC, Financial Times, CBS, NPR and E! Online employees. Most notably, hackers broke into the Associated Press twitter account tweeting falsely that Presidnet Obama had been injured and that there had been two explosions at the White House which led to a lot of perplexity.

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TRAI recommendation on free roaming in 10-15 days

Telecom regulator TRAI has completed the consultation process on nation-wide free roaming and it will give its recommendations in the next 10-15 days."On national roaming, the consultation has been completed, the authority is in the process of formulating its final rules before it takes a decision in 10-15 days," TRAI Chairman Rahul Khullar told PTI.
Industry sources said national roaming is proposed to be done through special tariff vouchers which is not exactly free, but it could bring roaming prices down as a first step.
National Telecom Policy, 2012 aims to abolish roaming charges and allow mobile phone subscribers to use the same number across the country without having to pay extra charges for services once they are outside their telecom circle.
Telecom Minister Kapil Sibal had said that the government would try to start national free roaming for customers before October this year.
As per an Ernst and Young estimate, removing of roaming charges would cause annualised loss in the range of Rs.12,500 crore to Rs.15,000 crore to the telecom players.
In December last year, Telecom Regulatory Authority of India (TRAI) had floated a pre-consultation paper seeking inputs from stakeholders on tariff for national roaming services.
At present, telecom operators have to pay various charges like termination charge, interconnect charges, for completing call of their customers on to other networks which get added to the final cost of the call for the customer when they are out of their circles.

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