1 "TAKE NO AS A QUESTION "

Friday, 24 January 2014

India in a do-or-die situation against New Zealand

India in a do-or-die situation against New Zealand


India in a do-or-die situation against New Zealand
Dhoni's men have lost four of their last five one-dayers, all of which were played outside the sub-continent. (Getty Images)

AUCKLAND: Their campaign in tatters after two consecutive defeats, India need to regroup quickly and find the right combination as they go into a must-win match against a gutsy New Zealand in the third one-dayer on Saturday. 

Down 0-2 and having lost the world no. 1 tag, the Indian team would be desperate to make amends and stamp their authority in what will be their last chance to make a come back into the five-match series. 

If Dhoni's men fail to win on Saturday, it will be their second consecutive series loss after South Africa outside the subcontinent. 

The visitors lost the first ODI at Napier by 24 runs and then went down in the second one-dayer by 15 runs (D/L method) at Hamilton, which dethroned India from the number one ranking in the ODIs. 

Overall, Dhoni and Co. have lost four of their last five one-dayers, all of which were played outside the sub-continent. This has undoubtedly opened up a number of points for the concerned team to ponder upon. 

The fact that the Indian skipper Mahendra Singh Dhoni likes to chase, opting to bowl first in both matches so far, the size of Eden Park should be another worry for him. 

The Indians have looked to contain the batsmen in the middle of the innings before restricting the damage in the death overs, and this strategy has so far backfired. It is because not many wickets have fallen until the 35th over. 

Only three wickets fell before the 35th over in Napier, with Kane Williamson and Ross Taylorbatting since the eighth over. It was much the similar case in Hamilton. 

R Ashwin has not taken a single wicket in the last two ODIs. But the blame doesn't lie with him alone, since Dhoni uses his main bowlers in short bursts and makes them bowl during the powerplays as well as death overs. If the idea is to contain runs rather than taking wickets, it is precisely where the Indian bowling is failing. 

Ashwin has conceded runs at 5.89 per over in the last five matches, while Ishant Sharma (6 wickets) has conceded at 6.12 per over in four games. 

Other bowlers in Ravindra Jadeja (3 wickets) has conceded at 6 per over, while Bhuvneshwar Kumar (2 wickets) has played only three matches and gone for 5.73 per over. Mohammad Shami is by far the most expensive bowler, giving away runs at 6.70, but that is negated by his ability to take wickets -- 16 in five matches. 

The size of this ground should excite the Indian batsmen, but these are troublesome times. The openers -- Shikhar Dhawan and Rohit Sharma -- have produced their best opening stand in the last four ODIs on foreign soil, worth a meagre 22 runs. 

There has been a marked difference in the manner they have performed, both as a pair and as individuals, ever since India finished their home leg of this 2013-14 season. 

While they played handsome hands with some regularity in chases of 300-plus at home, in South Africa and now here in New Zealand, they have struggled to find the optimum balance between attacking stroke-play and curbing their natural instincts to give the team a solid start.

Rohit, whose batting is defined by the ease with which he scores, has found the going tough. His shot-making options have been closed down at the beginning of the innings as the two new balls do a lot in these friendly conditions. 

Meanwhile, bounce troubled Dhawan in South Africa and got the better of him again in Napier, before he played a horrific shot to get bowled at Hamilton. 

Their performances in the last year, adding 1247 runs in 22 matches at an average of 59.38, means that they have been given a long rope at the top of the order. But their performance outside the subcontinent is surely going to give way to some serious questions being asked, unless things change around from here on. 

At number four, Ajinkya Rahane has put on 90 runs for the third wicket with Virat Kohli in the second ODI, contributing 36 runs to the stand. This isn't a very high score but it must have been a relief for the team to see someone other than Kohli or Dhoni scoring runs in a chase, as also standing up to the rivals. 

It puts the spotlight on the other end of the batting line-up, wherein Suresh Raina is struggling to produce runs. He is under the scanner more anyone else, as Yuvraj Singh was dropped after the South African tour. 

Whilst batting in the nets, Raina picked up a knock on his left arm, treated with ice-packs and heavily bandaged. But if he is able to pick his bat, he is expected to play, in what is arguably a make-or-break game for him. 

With the series on the line here, Dhoni must re-think of the playing XI with Ambati Rayudu, Stuart Binny, Amit Mishra, Ishwar Pandey and Varun Aaron sitting on the bench. Will the team think-tank look to make changes or will they stick to their guns of fielding the current eleven will be something to watch out for. 

Even as the visiting camp may seem chaotic, the hosts are particularly calm and composed. 

Since New Zealand have a cushion of two victories going ahead, they will be looking to close-out the series in the third match itself, given that the fourth ODI is again in Hamilton where the square is arguably slower. 

While windy Wellington could be fairly unpredictable for a series finale. 

The drop-in pitch at Eden Park will keep their bowlers very interested. Hamish Bennett, with his lively pace, is expected to come into contention for a place in the side as the pitch curator Blair Christiansen assured that the wicket will generate some pace and bounce, enticing both batsmen and bowlers. 

The boundaries down the ground are shorter than 55 metres while the square boundaries at 66 meters are longest parts of this makes-shift cricket stadium. It allowed two chases of 200-plus in the domestic T20 matches here recently. 

It will bring short bowling into play as well. Needless to say, India will again be on trial in more ways than one. 

Teams (from): 

India: MS Dhoni (Capt.), Shikhar Dhawan, Rohit Sharma, Virat Kohli, Ajinkya Rahane, Suresh Raina, Ambati Rayudu, Stuart Binny, Ravindra Jadeja, R Ashwin, Ishant Sharma, Mohammad Shami, Bhuvneshwar Kumar, Ishwar Pandey, Varun Aaron, Amit Mishra. 

New Zealand: Brendon McCullum (Capt.), Corey Anderson, Martin Guptill, Mitchell McClenaghan, Nathan McCullum, Kyle Mills, James Neesham, Luke Ronchi, Jesse Ryder, Tim Southee, Ross Taylor, Kane Williamson, Hamish Bennett
.



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Tuesday, 21 January 2014

How tech helps in predicting future

How tech helps in predicting future


How tech helps in predicting future
If you got an irresistible discount offer from your telecom provider, it might not be because your number was picked in a lucky draw. 

If you got an irresistible discount offer from your telecom provider, it might not be because your number was picked in a lucky draw. At the backend, they must have had telltale evidences of you being an unhappy customer; the concessional rate was an attempt to ensure your loyalty and pre-empt your probable switch to another service provider. 

Advanced computing technologies have helped collection of large amounts of data: in telecom, for example, a drop in the number of calls made, increased number of calls to customer care etc. An intelligent analysis of those information can lead to insightful details about not only how a system is working, but also how it will work in the future. 

"But, that's easier said than done," says Gaurav Vohra, whose nearly three-year-old Bangalore-based startup Jigsaw Academy has now grown into a leading online data analytics training company. 

The fact that huge amounts of data show interesting patterns about a variety of things -- like retail spending, customer preferences, employee satisfaction etc --was engaging the minds of Vohra and co-founder Sarita Digumarti, back in 2010. 

"There were a few courses in analytics. But it was all academic and bookish. It's one thing to have statistical figures like mean and median, but another to make sense of them in the real-world sense," says Sarita. They felt something needed to be done to bridge the gap, and thus was born Jigsaw Academy. The two initially thought of going the conventional way of setting up physical classrooms, but when they realised that their potential students were scattered across the world, they turned online. "When we launched the first course in May 2011, not only was the subject of online training in data analytics new, but so also the course material we used," says Vohra. 

Says Angshuman Bhattacharya, lead consultant, advanced analytics, Wipro, "One of the challenges in training was the geographic distribution of our team. As our analytics team is spread across multiple locations , Jigsaw's online training approach worked efficiently and saved a lot of cost and time. The approach of using everyday business examples is very good."

Vohra has over 10 years of experience in analytics and has worked across multiple verticals including financial services, retail, FMCG, telecom, pharmaceuticals and leisure industries. With an economics undergrad degree from DU and an MBA from IIM Bangalore, he has been in the analytics industry from its initial days. 

Sarita has over 10 years of analytics and consulting experience across diverse domains including retail, healthcare and financial services. She has worked in India and the US. She has a Master's degree in Quantitative Economics, from Tufts University , Boston, and a PG Diploma in Management from TA Pai Management Institute , Manipal
.



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Ex-Yahoo COO De Castro got higher pay cheque than CEO Mayer

Ex-Yahoo COO De Castro got higher pay cheque than CEO Mayer



Ex-Yahoo COO De Castro got higher pay cheque than CEO Mayer
WASHINGTON: Yahoo's now ex-COO Henrique De Castro is reportedly said to take home a fatter paycheck than that of the company's CEO Marissa Mayer.
De Castro is expected to walk away with somewhere from $88 million to $109 million for 15 months of work at the internet giant.
According to Cnet, former Googler Mayer had hired De Castro for Yahoo offering a fat contract, which was touted as the biggest golden parachute packages ever.
In an explanatory memo to staff, Mayer said that she made the difficult decision that COO, De Castro, should leave the company and appreciated his contributions and wished him the best in his future endeavors.
Forbes has calculated that during his brief tenure at Yahoo, De Castro pulled down $244,000-a-day.
His total compensation, apart from the additional goodies in the parachute package, was 39.2 million dollars, higher than Mayer's 36.6 million dollars, the report added.



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Dell eyeing IBM's low-end server business: Report


Dell eyeing IBM's low-end server business: Report


Dell eyeing IBM's low-end server business: Report
International Business Machines is thinking of selling off its low-end server business and Dell may be among potential bidders.
International Business Machines is thinking of selling off its low-end server business and Dell may be among potential bidders, the Wall Street Journal reported, citing sources. 

A deal to sell all or part of the world's largest technology service company's x86 server business to China's Lenovo Group Ltd fell through as the two sides couldn't agree on a price, sources had said last year. 

Whether Lenovo was still interested in the business and if there are any more potential buyers was not clear, the Wall Street Journal report said. (r.reuters.com/bup26v) 

The low-margin, but high-growth businesses will help Dell, which has been trying to increase sales, gain scale as it focuses more on enterprise clients. 

Founder Michael Dell succeeded in taking the company private in a $25 billion deal last year after prolonged trouble.


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Microsoft to unveil Siri rival Cortana


Microsoft to unveil Siri rival Cortana


Microsoft to unveil Siri rival Cortana
Microsoft is at long last about to release its own voice-enabled personal assistant coming April.
Apple unveiled Siri in the fall of 2011, Google took the wraps off Google Now in the summer of 2012 and now Microsoft is at long last about to release its own voice-enabled personal assistant coming April. 

Reports say that Microsoft plans to release itsCortana virtual assistant this spring, just in time for its annual Build developers' conference. 

According to the tweets of an MS follower MSFTNerd, the new service is likely to be integrated directly with Bing and users can activate it on their mobile devices simply by saying the phrase "Bing tell me..."

MSFTNerd also says that "the service will expand to the Bing app for iPhone in the US market this fall" and that "the underlying technology will be extended to American Xbox One & Windows users in 2015 with Threshold."


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After FB, Google buys startup with Indian link

After FB, Google buys startup with Indian link


After FB, Google buys startup with Indian link
Acquisitions of India-based startups by the likes of Google and Facebook are expected to provide a big boost to the startup ecosystem.

BANGALORE: After Facebook's acquisition of Bangalore-based Little Eye Labs earlier this month, it's Google that has now bought a three-year-old startup that had two Indians — Vish Ramarao and Naveen Jamal — as co-founders and offices in Bangalore and California. The startup, Impermium, had a third co-founder Mark Risher.

Jamal was based in Bangalore and looked after the office here, while Ramarao and Risher were based in California. All three had previously worked together in Yahoo and came out of it in 2010 to found Impermium. The startup focused on building security products for websites.

Impermium's website now has just a note from Risher, who was the CEO, with the headline 'Impermium is joining Google'. It goes on to say: "By joining Google, our team will merge with some of the best abuse fighters in the world. With our combined talents we'll be able to further our mission and help make the internet a safer place. We're excited about the possibilities."

Impermium had received $9 million in funding from a host of venture firms including Accel Partners, AOL Ventures, Charles River Ventures and Highland Capital Partners. Google has not disclosed the terms of its deal with Impermium.

Acquisitions of India-based startups by the likes of Google andFacebook are expected to provide a big boost to the startup ecosystem. Not too many India-based startups have had great exits yet, but the latest instances look to be changing that trend. Software product startup associations like iSpirt are actively engaged in trying to marry Indian startups with global ones.

Jamal is originally from Thanjavur in Tamil Nadu, went to the US to study, worked as a software engineer in a small US company and then joined Yahoo in 1998. He moved to Bangalore around the time Impermium was being founded and established the office here. Ramarao is from Bangalore, went to the US for higher studies, and has since been there.

Prior to Impermium, all three co-founders were in Yahoo Mail, where they dealt with problems of spam, web security and fraudulent account creation. In an interview to TOI early last year, Risher said they realized that the problems they dealt with weren't an issue with just Yahoo's services but rather a problem with every website on the internet, and that encouraged them to found Impermium.

Risher said the company had built a number of services that worked as a risk-determination system, which could help identify when an account had been compromised. The system calculates the risk from parameters like where you accessed the account from, the device software and historical usage pattern of the links you're posting.

And Risher then had this to say about his new employer: "Security is always a balance between convenience and safety. And a complete overhaul (of the password system) becomes difficult. Google talked about an RFID ring that you would wear and which would transfer a secure certificate. Yes it would work but it would be a hassle and everybody would have to buy a reader. It's not going to happen overnight."

Impermium has said it has 300,000 clients, including Tumblr, Pinterest, CNN, ESPN, Typepad and Washington Post
.



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Firms Recruit More Undergraduates This Year; Salary At St Stephen’s, LSR, SRCC Tops Rs 14 Lakh


Firms Recruit More Undergraduates This Year; Salary At St Stephen’s, LSR, SRCC Tops Rs 14 Lakh

Firms Recruit More Undergraduates This Year; Salary At St Stephen’s, LSR, SRCC Tops Rs 14 Lakh
Even as the Indian Institutes of Management (IIMs) prepare for placements this month, it’s business as usual at top undergraduate colleges, regardless of the slowdown.
Companies are recruiting similar and even marginally higher numbers than last year, and highest salaries are competing with and even beating the average salaries at some of the IIMs.
Highest salaries at some of the country’s premier undergraduate institutions like St Stephen’s,Lady Shri Ram College (LSR), St Xavier’s Kolkata and Shri Ram College of Commerce(SRCC) are between Rs 12 lakh and Rs 14.7 lakh this year, and top recruiters include McKinsey & Company, Citibank, Deutsche Bank, Google, Deloitte, American Express and DE Shaw.
Average and median salaries at IIM Indore and IIM Kozhikode hovered at Rs 12 lakh last year. While Deloitte stated it hired at similar numbers and salaries like last year, companies like Citi and PwC state they recruited higher numbers than last year.
The highest salary at St Stephen’s College is at Rs 14.7 lakh and students from streams like mathematics and economics have received the maximum offers. The average salary for the present batch is at above Rs 8 lakh, says a member of the campus placement cell of the college. “All our top recruiters have hired similar numbers if not more, compared with last year,” he adds.
At LSR, the average salary has risen to Rs 7 lakh from Rs 5 lakh last year, while the highest package is at Rs 13 lakh. “This year, the number of students who have been placed till date is equal to the total number of placements last year,” says Kanika Khandelwal, chairperson of the placement committee.
Firms recruit more undergraduates this year; salary at St Stephen's, LSR, SRCC tops Rs 14 lakhCompanies like Barclays and Crisil visited the campus for the first time in 2013-14. Placements at Delhi University colleges are spread over two semesters of the academic year. While the first season spans from August to October, the second begins in January, ending in March.
At SRCC, average and highest salaries have stayed at levels similar to last year. The highest salary, offered by Deutsche Bank, is at Rs 14 lakh per annum while the average is at Rs 6.5 lakh. Placements at St Xavier’s Kolkata began this month and will continue till April. The highest salary offered by Reckitt Benckiser is at Rs 12 lakh till date – the same as last year.
“There is a very good response from the students for registering their names for placements as there are many more opportunities than before,” says Niladri Sinha, placement officer at the college. The Big Four audit and advisory firms are regular recruiters at undergraduate campuses for roles like audit and assistant trainees and business technology analysts. “We have experienced a high offer acceptance rate and the trend continued this year,” says P Thiruvengadam, senior director, Deloitte Touche Tohmatsu.
PwC has have hired from business schools, engineering schools and graduate colleges in Delhi University, says Mark Driscoll, human capital leader. “The total numbers of recruitment as well as salaries are comparatively higher than last year,” he adds. Citi India’s hiring from undergraduate campuses has gone up by 34% over last year.
“This year, we will introduce a summer internship programme for undergraduates and aim to start it with 45 interns to build a ready talent pipeline for the analyst programme,” says Kripa Krishnamoorthy, head, talent, diversity and organisational development. Airtel will offer greater salaries to undergraduates this year. “Basis their performance and potential, students also stand a chance for a global stint at Airtel Africa,” says an Airtel spokesperson.


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5 Ways To Prepare For An Appraisal Conversation

5 Ways To Prepare For An Appraisal Conversation

5 Ways To Prepare For An Appraisal Conversation
Appraisal conversations, besides being the most anticipated, can leave one tongue-tied.
But some amount of preparation and research can assuage employee anxiety, says ET.
1. Gather Data
One of the problems with Indian appraisees is the sheer absence of data collection before appraisals, says P Thiruvengadam, senior director, human capital at Deloitte. “Professionals must take stock of KRAs or other essential performance records before heading to an appraisal chat. This can help remove biases,” he says.
2. Understand your Manager
Understand and make an attempt to anticipate the manager’s questions, expectations and requirements. “Talking to fellow employees or people who might have been appraised by the manager before the discussions can give an idea of the manager’s mind map and conversation style and what he or she seeks from juniors,” says Thiruvengadam. If one has been appraised by the manager before, one can refer to notes of one’s experience from the previous year.
3. Maintain Regular Contact
Show employees the ‘big picture’ of the organisation. Share the good news as well as the bad. “Create visibility, use plain speak, talk about the challenges and explain what you are still trying to figure out in an open and transparent manner,” adds Madappa.
4. Highlight Work
Since the manager’s performance and KRAs are closely linked to the employee’s, Thiruvengadam says one of the most powerful tools to engage the managers is to have a conversation on work matters or projects that would have impacted the team’s or manager’s individual performance in a positive way. “Subtly highlighting such aspects can help one gain a positive impression for the work done for the team,” he says.
5. Emphasise Skills
The emphasis on behavioural skills will gain greater significance in the future, says Tarun Katyal, chief human resources officer at MTS India. “Many global reports are suggesting how performance targets are going to be enhanced and many of these professionals may end up landing far more complex roles and assignments,” he says. It is important to emphasise how one gets the work done. This could about networking or getting the team together — there is a greater emphasis on how targets were achieved, he adds.



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Career Change: Be Wise, Not Impulsive!

Career Change: Be Wise, Not Impulsive!

Career Change: Be Wise, Not Impulsive!
What triggers a career change? Organisations believe there are multiple triggers, finds out 
Career decisions are one of the most crucial and challenging decisions a person can make. Career change decision is as arduous as making your first career choice. So, what triggers a career transition decision? The reasons could be many, but the bottom line is that you stop liking what you are doing! 
Multiple triggers… 
According to Vijay Kumar, founder & CEO, Peepal Technology & Management Consulting, “Decisions pertaining to change in your career track comes with special challenges. They are sometimes more difficult than your initial career choice. You know you’re in a bad career if it makes you unhappy, compromises your values.” 
There are several possible reasons triggering this decision; ranging from work environment (job content, company culture, stability or growth prospects of the organisation) to personal aspirations (financial, title and position) not matching expectations. “Sometimes, it’s also the desire to switch from one sector to another, in the belief that the new sector offers better growth opportunities (such as moving from an FMCG company to an e-commerce startup). It can also be circumstantial (need to relocate cities for personal reasons, getting fired or laid off),” stated Arvind Singhal, chairman, Technopak Advisors. 
The ‘T’ point… 
So, when does this aspiration to change career actually sets in? According to experts, there has been a big shift in employee’s attitudes, pertaining to the point at which they now seek a job change. “A generation ago, usually the first change was sought 5-7 years after starting on the first job. The change was usually for taking advantage of a faster growth track or for changing from one sector to another. Today, the first change often happens within 2-3 years of starting on the first job and the primary motivation for the same is usually just to get better remuneration, pointed out Singhal. 
Further explaining the cycle, he added that this process of changing job continues for the first 8-10 years. By then, a typical professionally qualified employee would have already made 3-4 job changes, each almost entirely driven by the desire to get a better compensation package. The next set of changes occurs in late 30’s. These are usually driven by better ‘title’ desires or the desire to switch from a ‘smaller company’ to a ‘larger company’ in the same sector. Sometimes, the changes are also triggered by the desire to switch from one sector to another. The final set of changes now occur in late 40’s and early 50’s, which are almost entirely driven by taking advantage of any opportunity to become a CEO (or any other leadership title), with a company that has some aspirational value for the individual. 
Wisdom presides… 
While there has been shift in the career point at which an employee seeks career change, the desire to move is intact. But, how wise it is to consider a career transition? While frequent changes could be damaging, a wise decision made at the right time can be rewarding. 
As Singhal puts it, “Frequent job changes rarely lead to spectacular careers. The early years in a career are all about learning. Frequent (every 2-3 years) job changes limit the opportunities to learn, even though many who make these changes rationalise their decisions by claiming that they are trying to enhance their learning.” Though, he added that a mid-career (in late 30’s/early 40’s) change could be useful, especially if it leads to significantly enhanced responsibilities and perhaps in a new environment. 
Kumar shares a similar perspective, “Your current job could be fulfilling your family expectations very well and helping you pay your bills, but it’s not making you happy. Hence, it is sometimes better to think beyond the paycheck and take up the risk for the sake of emotional well-being.” He added that career change decisions are no doubt a risky endeavor; however he affirmed “Nothing ventured, nothing gained!” 



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’2014 Will Be The Year Of Multi-Skilled Professionals’

Interview Of The Day: ’2014 Will Be The Year Of Multi-Skilled Professionals’

Interview Of The Day: ’2014 Will Be The Year Of Multi-Skilled Professionals’
Rituparna Chakraborty, vice president, Indian Staffing Federation

In the Year 2014, degrees will not matter but experience and skill would…
1. What would be the top recruitment trends of 2014?
The top recruitment trends in 2014 would be:
  • Use of advanced metrics and big data: This allows them to know on what’s happening currently and alert them about the upcoming recruitment challenges and opportunities.
  • Mobile platform: The use of mobile platform, for hiring purposes, would continue to grow and expand, due to the advancement in technology.
  • Employer branding: Strategic employer branding would be one of the long-term recruiting strategy.
2. Which are the top industries to work for and why?
Emerging:
  1. E-commerce– This industry has grown by 50 per cent in the last five years. While this industry has been around for the last 15 years, the appropriate ecosystem has finally fallen in place, in India. The number of users making online transactions has been on a rapid growth trajectory, and it is expected to grow from 11 million in 2011 to 38 million in 2015. Venture Capitalists (VC) and private equity players have demonstrated their faith in the growth of e-commerce, in the country.
  2. Agricultural products and fertilizer – India has emerged as a major player in the global agriculture market. In the last five years, the country’s agriculture exports have tripled from around Rs 80,000 crore (US $ 12.75 billion) to Rs 2.32 trillion (US $ 33.99 billion).
  3. Education and training – Major investments are being seen in the areas of pre-schools, private coaching and tutoring, teacher training, development and provision of multimedia content, educational software development, skill enhancement, IT training and e-learning.
  4. Retail – Organised retail is expected to grow at the rate of 20 per cent year-on-year. Even with minimal policy intervention, this sector shall continue to grow exponentially.
Stars:
  1. Services – India’s services sector contributes to about 60 per cent of the country’s Gross Domestic Product (GDP), 35 per cent of employment, a quarter of the total trade, and over half of the foreign investment inflows.
  2. Pharma – The major factors responsible for the growth in this sector are increasing sales of generic medicines, continued growth in chronic therapies and greater penetration in rural markets.
  3. Healthcare & Medicine – The Indian Healthcare industry, which comprises of hospitals, medical infrastructure, medical devices, clinical trials, outsourcing, telemedicine, health insurance and medical equipment, is expected to reach US $ 160 billion by 2017. This industry, being manpower intensive, witnesses a steady demand for qualified manpower across levels and functions.
  4. Biotechnology - The key growth drivers of the US $ 4.3 billion industry include strong domestic demand for biotech products, growth in contract services, focus on R&D initiatives and strong government support for the sector.
Stable:
  1. BFSI
  2. Consumer durables
  3. Fertilizers, Chemicals, Paints, Dyes & Industrial Chemicals
  4. IT
3. What would be the top five professions of 2014 and why?
  1. Sales – The evergreen profession, which can never lose its sheen in a growing economy like India.
  2. Trainers – Heavily under-skilled India needs tons of quality trainers and teachers. Education and training, being one of our emerging markets, this is likely to be one of the most sought-after professions.
  3. Physicians - No matter what happens to the economy, they would always be in demand. India and the world still have far lesser number of doctors, compared to the demand and hence they dictate their salaries.
  4. Mobile Applications and Device Managers – The increasing proliferation of mobile devices shall bring such professionals to the forefront.
  5. Big Database Administrators – The growing interest in big data, among corporates, for analytics, have fuelled the demand for these administrators.
4. What would the top five locations of 2014?
  1. Delhi NCR
  2. Mumbai
  3. Bangalore
  4. Chennai
  5. Ahmedabad/Pune 
5. 2014 will be the year of
2014 will be the year of multi-skilled professionals who keep focusing on keeping themselves relevant to the changing environment. These professionals are eager to take up projects, assignments and short term skill enhancement programmes in areas beyond their current level of competencies and skills. Degrees will not matter, but experience and skill would.



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