India vs Australia: Onus on bowlers to curb Aussie batsmen

There is little to choose between the two teams as they are still to decode the formula to stop the free flow of runs.

NAGPUR: Two new balls; four fielders outside the circle in non Powerplay overs; thicker willows; shorter boundaries; flat tracks; fast outfield and regular 300-plus scores. It has been a typical sub-continent one-day series so far. While batsmen aren't complaining, it has been a nightmare for the bowlers. There is little to choose between the two teams as they are still to decode the formula to stop the free flow of runs.

Australia, though, have bowled slightly better barring that Jaipur game where dew played a crucial role in the historic Indian chase. They now have the chance to seal the series here at Vidarbha Cricket Association's Jamtha stadium in the penultimate game of the series on Wednesday.

With two back to back abandoned games due to rains, the seven-match series has been reduced to a five-match series and India — trailing 1-2 — have everything to play for. They haven't won the full ODI series against Australia at home so far. From here on, they need to pull up their socks and plug a few loopholes if they want to create history.

It's one of those rare series for MS Dhoni where none of his bowlers have made their presence felt. Bhuvneshwar Kumar hasn't given the early breakthrough; R Vinay Kumar and Ishant Sharma are neither economical nor effective. Ravichandran Ashwin and Ravindra Jadeja have been Dhoni's go-to men but this series is a bit different. Jadeja might have bowled economically but he hasn't been amongst the wicket so far. Ashwin, on the hand, has picked five wickets but he has gone for plenty and that's where the Australian middle order has taken advantage. Despite early hiccups, the visitors managed to post a healthy total in Ranchi. The rules have been loaded heavily in batsmen's favour but the Indian bowlers haven't bowled up to the mark. Their poor show will certainly put pressure on the batsmen at some stage but Dhoni would be hoping that it won't happen in Nagpur.

The Indian top order has fired but the middle order hasn't responded well. Rohit Sharma, Shikhar Dhawan and Virat Kohli are looking good, while Dhoni continues to play the role of crisis man. However, the left-handed trio of Yuvraj Singh, Suresh Raina and Jadeja is yet to fire. Yuvraj has struggled against the extra pace of Mitchell Johnson. Raina has so far been entrusted with the crucial No.4 spot but he too has had a quiet series so far.

Australia, on the other hand, have thoroughly covered most of the bases. Openers Aaron Finch and Philip Hughes have denied the Indians early success so far. Captain George Bailey has been in the form of his life and looked fluent against both spinners and pacers. Adam Voges has played the role of a grafter with aplomb while Glenn Maxwell has been at his explosive best. Only worry for Australia is the inconsistent show of Shane Watson. But the kind of player he is, Watson may quickly turn the tables. As far as bowling is concerned, Australia look more settled than India.

Both camps are unsure about the nature of Jamtha wicket but it won't be different to other wickets in the series. With the VCA outfield closely shaven, the ball will travel faster. Expect another run feast!

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How to impress me?

How to impress me?

Sunder Rajan, Sr. Vice President and Head-HR, Infinite Computer Solutions

Striking the right chord with the interviewer, during an interview, is absolutely imperative. You may possess an impressive academic and professional track record, with degrees and recommendations to substantiate your mettle, but, it’s how you present yourself and your skills during the 30-45 mins of interview duration that makes all the difference. Different interviewers judge you on the basis of different parameters. So, how do you impress them? In this ‘How to impress me’ column, Sunder Rajan, Sr. Vice President & Head-HR, Infinite Computer Solutions, talks about how an interviewee can impress him. 

How can a candidate strike an impression on you?

The opportunity to make a good first impression is very small. Having eye contact is a must during job interviews. The candidate should speak at our pace and volume level. Nervousness might make them talk too fast.

The candidate should try to avoid sounding rehearsed. The answers sound better when they are more conversational.

Most importantly, their body language can say more about how nervous they are than their answers. We watch out for the non-verbal cues such as jittery movements or twitching.

Basically the candidates who are relaxed, interesting, strong, ambitious, mature and pleasant are the ones who tend to get hired.

Any candidate that you came across who struck a chord with you? How did he/she do it?

Most recently, a candidate I met for a senior role created a very good impression in my mind purely because of the ease with which the candidate responded to both skill related questions as well as general questions about themselves. More than the ease with which this candidate answered the questions, what stood out was that the interview became more of an intellectual discussion on business and economics. It does help to know not just your subject matter but be able to translate it into practical thoughts and insights.

As an employer, what turns you off in an interviewee? 

One of the major turn offs is a candidate’s casual approach to the initial interview. Most interviewers won‘t even give a second thought to someone who has a negative presence or seem like they almost need to be talked into the job.

Candidates with a perfect resume fall completely flat during interviews if they are not able to rise up to the claims they have made in their resumes. The candidate might have been a star performer, but if he/she can’t back it up with a personal experience incident, it doesn’t work.

Also, sounding rehearsed makes one loose interest in knowing more about them both professionally and personally.

What questions are you most likely to ask at an interview?

I always begin by asking candidates about themselves because everyone loves to talk about themselves and it helps put candidates at ease before moving on to specific job-related questions. These could be anything from where they grew up to their passion outside of work and such.

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“L&D teams need to focus on impact that justifies investment”

Interview of the Day: “L&D teams need to focus on impact that justifies investment”

Raghavendra K, Vice President and Head HR, Infosys BPO

How can companies increase learning and development effectiveness with decreased budgets during a slowdown? 

Amongst the many approaches, a couple of areas where LD effectiveness has been enhanced is the focus on digitisation and proper vendor management.  Where ROI is something which is increasingly being asked for, everyone is looking at cutting costs. The need is to additionally look at impact and outcomes which justifies the investment and this is something the L&D team needs to be conscious of. Based on outcomes, more often than not, it is the people in operations who then become the advocates for additional investments in employee development. There has to be a strong belief and conviction that our employees are our real assets and we need to invest in them to get returns. While developing and firming up the training calendar and interventions the L&D would need to dovetail and prioritize the offerings based on the business need and availability of budgets. The focus has to be on offerings and interventions which will have maximum impact on both the top/ bottom line of the organisation.

What should LD professionals keep in mind?

In order to meet the growing demands of the market and budget constraints, knowledge professionals have to constantly create, innovate and produce learning experiences to help build tomorrow’s enterprises. Today Infosys BPO has translated the L&D expertise into various training programs to create a talent pipeline for the entire Industry. We have taken learning and development outside the confines of the organization and across global borders to build human capabilities. As part of this strategic capability building, collaborating with the experts and leveraging on their experience and expertise organizations should look at different approaches to institutionalize and be ahead of the curve with respect to learning processes and its life cycle. Recently, Infosys BPO and the American Society for Learning & Development joined hands to host L&D Insights Summit where over 150 CLOs and L&D professionals participated. In this learning conference, experts reflected the current L&D trends, the future of L&D, the significance of linking learning to business and valuable knowledge sharing.

How can operations managers be convinced of the ‘ROI’ of LD initiatives during a downturn?

It is important to get buy-in from operations managers for the LD initiatives. In our organisation, we have a ‘Training Council’ which comprises of operations managers who endorse and ensure implementation of new learning initiatives. The council develops the Training Road Map that aligns with meeting the customer’s requirement. Involving the folks from operations and line into decision making provides the required buy-in. We also measure the training effectiveness using the Kirk Patrick model up to level 3 and assess the impact of delta in behaviour and capability.

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5 things to eat to lose weight

5 things to eat to lose weight

Stop worrying about your weight, just eat right. Here are five tips you need to keep in mind.

Have a healthy breakfast
The cardinal rule to any weight loss programme is never to miss breakfast. And oatmeal, a complex carbohydrate is ideal. It is a satisfying breakfast cereal, and compared to any other grain it provides more protein per serving. The fact that it takes longer to digest and hence releases energy slowly makes it perfect because you feel full for longer. Oats also keep blood sugar and insulin levels stable, which helps prevent fat storage. Have it with skimmed milk or yogurt.

Opt for skimmed milk
Milk and its products are rich in calcium and can help keep your bones strong. Skimmed milk, low fat cheese and yogurt helps to break down fat cells.

Bean it
Foods that are high in fibre and are good sources of protein, can help you feel full for a very long time. And that, will help you control unnecessary bingeing. Protein has a very high satiety index and that is why make proteins an essential part of your meals.

Go for the grain
Grains have complex carbohydrates which during digestion release glucose slowly. Jowar, bajra and ragi etc can help in maintaining your blood sugars levels. The fibre and vitamins in them play an important role too.

Snack on nuts through the day
Stay away from fried and salted nuts but you can munch on raw, unsalted ones — almonds, and walnuts. These have essential roughage, protein, fat, minerals and micronutrient.
A handful can keep hunger at bay and provide energy.

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Boom time for PPOs as Citibank, Wipro, M&M, Philips, others use the route to pick candidates.

Boom time for PPOs as Citibank, Wipro, M&M, Philips, others use the route to pick candidates.

A poor job market should logically have had a knock-on effect on B-school preplacement offers (PPOs). But no, these are actually thriving, even at non-IIMs.

It seems counter-intuitive but the worse the market, better the PPO offers to students. Also, PPOs have become a key hiring strategy for companies that would rather avoid the intense scramble for talent in the few final placement days.

With companies such as Citibank, Wipro, Mahindra & Mahindra and Philips, among others, increasingly using the PPO route to pick candidates, this is reflecting in a flurry of such offers at leading B-schools.

XLRI, XIM, MDI-Gurgaon, Narsee Monjee Institute of Management Studies, Jamnalal Bajaj Institute of Management Studies,TAPMI and IMI are all confident of surpassing last year’s numbers.

It’s a similar situation at the Indian Institutes of Management, with IIM-Calcutta, IIM-Lucknow and IIM-Bangalore witnessing a big surge in PPOs.

Companies feel PPOs are more efficient and cost-effective, besides being a win-win situation as candidates also get the opportunity to see whether a company is the right fit for them.

“I am personally a great fan of PPOs because instead of trying to gauge a candidate from a 40-60 minute sort of interview, it is far better to have them immersed in the system for 8-10 weeks, and see how they function,” said Pratik Kumar, executive vice-president for human resources at Wipro.

PPOs are made by companies to students who have interned with them based on performance, and generally result in a firm job offer. Summer interns are among the preferred profiles of students recommended for hiring for full-time management associate positions, said Anuranjita Kumar, country HR officer, Citi India. The twomonth stint provides an opportunity to assess work ethic and values, she said.

Citi has already awarded seven PPOs to students from XLRI, JBIMS, MDI, Indian Institute of Foreign Trade and Faculty of Management Studies. “About 60% associates of the 2013 batch at Citi were hired through the summer internship channel,” Kumar said.

Top institutes are reaping the dividends. MDI-Gurgaon has already received 52 PPOs till now from the likes of Deloitte, P&G, Coca-Cola, Reckitt Benckiser, Mahindra & Mahindra, JPMorgan Chase and Goldman Sachs. That’s 27% up from the 41 PPOs it received in the whole of last year. It is expecting a 10-20% jump in remuneration. “The increasing number of PPOs showcases the fact that companies are realising the investments that incur on training the students for two months,” said Kanwal Kapil, chairperson-placements, MDI-Gurgaon.

TAPMI has received 12 PPOs already, compared with seven last year, and is confident there are more in the works. XIM-Bhubaneswar has nearly 40, with the highest salary offered being Rs 18.25 lakh.

Students at XLRI-Jamshedpur have got 41 PPOs and 27 PPIs (preplacement interviews), with offers ranging from Rs 12 lakh to Rs 22 lakh. Last year’s total PPO count was 72. ABG, Asian Paints, BCG, Capgemini, Cisco, Citibank, Colgate Palmolive, DBS, Hindustan Unilever, ITC, Philips and Tata Administrative Services are among those who have made PPOs at XLRI. IMI, which had 17 PPOs last year, has got 12 offers this time. “We should be getting at least 24 by December,” said Irfan A Rizvi, dean-corporate and alumni relations, IMI.

JBIMS has received 25 PPOs and PPIs so far and is confident of surpassing last year’s tally of 55 by December. Chennai’s Great Lakes Institute of Management, which had its first batch going for summer internships this year, has around 10 offers already.

Debashis Sanyal, dean at NMIMS, confirmed that PPOs are turning out to be the favoured recruiting method for companies, with 85 offers in the bag.

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Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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Boom time for PPOs as Citibank, Wipro, M&M, Philips, others use the route to pick candidates

Boom time for PPOs as Citibank, Wipro, M&M, Philips, others use the route to pick candidates.

A poor job market should logically have had a knock-on effect on B-school preplacement offers (PPOs). But no, these are actually thriving, even at non-IIMs.

It seems counter-intuitive but the worse the market, better the PPO offers to students. Also, PPOs have become a key hiring strategy for companies that would rather avoid the intense scramble for talent in the few final placement days.

With companies such as Citibank, Wipro, Mahindra & Mahindra and Philips, among others, increasingly using the PPO route to pick candidates, this is reflecting in a flurry of such offers at leading B-schools.

XLRI, XIM, MDI-Gurgaon, Narsee Monjee Institute of Management Studies, Jamnalal Bajaj Institute of Management Studies,TAPMI and IMI are all confident of surpassing last year’s numbers.

It’s a similar situation at the Indian Institutes of Management, with IIM-Calcutta, IIM-Lucknow and IIM-Bangalore witnessing a big surge in PPOs.

Companies feel PPOs are more efficient and cost-effective, besides being a win-win situation as candidates also get the opportunity to see whether a company is the right fit for them.

“I am personally a great fan of PPOs because instead of trying to gauge a candidate from a 40-60 minute sort of interview, it is far better to have them immersed in the system for 8-10 weeks, and see how they function,” said Pratik Kumar, executive vice-president for human resources at Wipro.

PPOs are made by companies to students who have interned with them based on performance, and generally result in a firm job offer. Summer interns are among the preferred profiles of students recommended for hiring for full-time management associate positions, said Anuranjita Kumar, country HR officer, Citi India. The twomonth stint provides an opportunity to assess work ethic and values, she said.

Citi has already awarded seven PPOs to students from XLRI, JBIMS, MDI, Indian Institute of Foreign Trade and Faculty of Management Studies. “About 60% associates of the 2013 batch at Citi were hired through the summer internship channel,” Kumar said.

Top institutes are reaping the dividends. MDI-Gurgaon has already received 52 PPOs till now from the likes of Deloitte, P&G, Coca-Cola, Reckitt Benckiser, Mahindra & Mahindra, JPMorgan Chase and Goldman Sachs. That’s 27% up from the 41 PPOs it received in the whole of last year. It is expecting a 10-20% jump in remuneration. “The increasing number of PPOs showcases the fact that companies are realising the investments that incur on training the students for two months,” said Kanwal Kapil, chairperson-placements, MDI-Gurgaon.

TAPMI has received 12 PPOs already, compared with seven last year, and is confident there are more in the works. XIM-Bhubaneswar has nearly 40, with the highest salary offered being Rs 18.25 lakh.

Students at XLRI-Jamshedpur have got 41 PPOs and 27 PPIs (preplacement interviews), with offers ranging from Rs 12 lakh to Rs 22 lakh. Last year’s total PPO count was 72. ABG, Asian Paints, BCG, Capgemini, Cisco, Citibank, Colgate Palmolive, DBS, Hindustan Unilever, ITC, Philips and Tata Administrative Services are among those who have made PPOs at XLRI. IMI, which had 17 PPOs last year, has got 12 offers this time. “We should be getting at least 24 by December,” said Irfan A Rizvi, dean-corporate and alumni relations, IMI.

JBIMS has received 25 PPOs and PPIs so far and is confident of surpassing last year’s tally of 55 by December. Chennai’s Great Lakes Institute of Management, which had its first batch going for summer internships this year, has around 10 offers already.

Debashis Sanyal, dean at NMIMS, confirmed that PPOs are turning out to be the favoured recruiting method for companies, with 85 offers in the bag.

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