BHEL Openings engineering Graduates 800 posts 28th Jan 2012 last day

BHEL invites applications from Young ENGINEERING Graduates trainee – 800 posts – Today 28th Jan 2012 is the LAST DAY for online submission . Click the below link for further details.
http://careers.bhel.in/bhel/static/etgate2012.pdf

Five sectors likely to emerge as largest employers in India - Business Today

Five sectors likely to emerge as largest employers in India - Business Today

JobsCareerLife@Global: Bal Gurukul -IDF-Quality and Right Education for u...

JobsCareerLife@Global: Bal Gurukul -IDF-Quality and Right Education for u...: Indian Development Foundation (IDF) has launched its first Bal Gurukul in Hyderabad on 23rd Jan 2012– Andhra Saraswathi Balika P...

Bal Gurukul -IDF-Quality and Right Education for underprivileged children, HIV /AIDS

Indian Development Foundation (IDF) has launched its first Bal Gurukul in Hyderabad on 23rd Jan 2012– Andhra Saraswathi Balika Patashala (ABSP) Bal Gurukul.

Education is of prime importance. IDF in its diversified objectives has included education programmes into its fold.There are many first time school-goers in a family. In such cases, the children attend schools but do not get proper educational guidance from home.

Indian Development Foundation (IDF) has found a method to remove this barrier by opening up `Education Programmes’ – `Bal Gurukuls’ in India. These Bal Gurukuls not only provides quality education to the underprivileged children but also facilitates in raising the literacy level of the district. IDF also believes in providing `right education’ to those who need the most.

Regarding Andhra Saraswathi Balika Patashala" - This school is in Feel Khana , Hyderabad.
This school is established in 1924 and is partially an aided school and run by the "Kanya Vidya Samithi". This Samithi management committee comprises of local Businessmen , donors ,etc who contribute to run this insititution. The school is located in a huge residential/ market area and the building is their own with necessary infrastructure.

The government provides
1. Salaries to few qualified teachers only and mid day meal to students.
The management committee provides :
1. A nice computer lab is established with 10 - 12 computers and training is given to class 9th and 10th students.
2. A tailoring class is established and tailoring is taught as a vocational.
3.  School uniform to all new students are provided free of cost
4.  Mid day meal scheme is run by the government in this school but the govt just gives rice and sambar and most students did not like it and were wasting the food . So everyday the management ensures to cook vegetables and gives curd at their cost.
5. Every two years during winter sweaters are provided free of cost.
6. RO water is provided for drinking.

The Principal Ms.Anajana Devi and the committee presidennt Mr.Nagender and the rest of the committee members are committed people who are working and contributing to give quality eduaction and a good culture and life to the children , who mostly are underpriveliged.

Principal , teacher and Students at ABSP school assured  that they would certainly work hard and ensure that this Bal Gurukul would be successful. We thank Ms.Anjana , Mr.nagender , the committee memnbers and all the staff for their whole hearted cooperation.

Later in the day We had the Blanket distribution at Sivananda Ashram for the HIV /AIDS affected children – The time spent along with these children  was very touching moments for all of us and will always be memorable.

Later in the day We had the Blanket distribution at Sivananda Ashram, Hyderabad for the HIV /AIDS affected children – The time spent along with these children  was very touching moments for all of us and will always be memorable.

On 24^th Jan 2012 morning we had the health awareness talk on eradication of TB  in Bharatiya Vidya Bhavan , Sainikpuri. Approx 3000 children , teachers , vice principals and Principal and support staff of the school participated ,Listened , interacted and even gave some suggestions. We hope this school will be associated with IDF and become a partner in implementing and supporting IDF activities.

It gives us immense pleasure that we are an Integral part of IDF in this noble cause of educating the underprivileged children, helping the HIV /AIDS patients and health awareness.

How the U.S. Lost Out on iPhone Work ­- and maybe India also lost out!!

How the U.S. Lost Out on iPhone Work 
­ 
An interesting article in The New York Times , 21^st Jan 2012 –  and maybe India also lost out!!

http://www.nytimes.com/2012/01/22/business/apple-america-and-a-squeezed-middle-class.html?pagewanted=1&_r=1

Almost all of the 70 million iPhones, 30 million iPads and 59 million other products Apple sold last year were manufactured overseas- All in China - Not one in India. !!  

Interestingly INDIA also lost out on this big manufacturing opportunity.

Or are we still losing such oppurtunities ???

Foxconn Technology Group  Taiwan is the largest manufacturer and exporter in Greater China and the second-largest in the Czech Republic. Foxconn clients include American, European and Japanese companies wishing to reduce labor costs without sacrificing quality. Notable products which the company manufactures include the Amazon Kindle, iPad, iPhone, PlayStation 3, Xbox 360 and Wii.

But Why isn’t  Indian Manufacturing sector not able to compete with China and other Asian countries which are able to attract such opportunities?

India's growth is slowing down while inflation is going up. The manufacturing sector’s contribution to India’s GDP is considered low when compared to other Asian economies (where manufacturing contributes closer to between 25 percent and 34 percent of GDP) and is seen as not fulfilling. The share of manufacturing sector in China's GDP was 34 per cent in 2007, compared with 16.1 per cent for India in 2009-10. Two years ago, a conference of the State Industry Ministers put forth the goal to increase the contribution of the manufacturing sector to GDP from 16 percent to 25 percent.

The Union Cabinet on October 25, gave its approval to the long-awaited ambitious National Manufacturing Policy (NMP), which seeks to set up mega industrial zones, create 100 million jobs by 2022 and put India at par with manufacturing powers like China and Japan. The NMP seeks to enhance the share of manufacturing in the GDP to 25 percent within a decade.

 Another critical advantage for Apple was that China provided engineers at a scale the United States could not match. Apple’s executives had estimated that about 8,700 industrial engineers were needed to oversee and guide the 200,000 assembly-line workers eventually involved in manufacturing iPhones.

China is today the largest producer of engineering graduates in the world, with some 600,000 passing out of its colleges and universities last year.   India, it seems, isn't far behind.
India currently has 113 universities and 2,088 colleges, many of which teach various engineering disciplines. Engineering colleges in the country have been growing at 20 per cent a year, while business schools have grown at 60 per cent. Five Indian states -- Tamil Nadu, Andhra Pradesh, Maharashtra, Karnataka, and Kerala - account for 69 per cent of India's engineers. Uttar Pradesh, Bihar, Gujarat, Rajasthan  and Orissa account for only 14 per cent. 

The outturn of technical graduates and post graduates increased to over 7 lakh in FY11 compared to a little over 5.5 lakh in FY10, says Nasscom in a report earlier in the year. Enrolment in technology colleges in the same period increased sharply from 12 lakh to 16 lakh.
Due to deceleration in the rate of growth of real emoluments, Most engineering graduates do not prefer to pursue their engineering skills on the shop-floor and instead prefer to take up managerial positions. It is necessary for the manufacturing sector to retain technologists who are engaged in production process and for this the real per capita incomes to technologists have to move in tandem with those for the other managerial staff. 
Productivity increases depend both on technology and managerial improvements and India can ill-afford to neglect either of these.

According to a McKinsey Global Institute study on the emerging global labour market, India produces a large number of engineering graduates every year, but multinationals find that just 25 per cent of them are employable. 

One is constantly reminded by the corporate sector that India does not have an unemployment problem but an ‘unemployability’ problem, i.e., a lot of the workforce is unemployable due to lack of skills. This gap between demand for skilled labour and the available supply is already large and rising further.  Though Indians are among the most educated workers in the world, the nation has stopped training enough people in the mid-level skills that factories need.
We shouldn’t be criticized for using Chinese workers,” a current Apple executive said. “The U.S. has stopped producing people with the skills we need”.  Steve  Jobs commented “This country (US) is insanely great. What I’m worried about is that we don’t talk enough about solutions.” – IS INDIA IN A SIMILAR SITUATION or are we only talking and not ready to "Walk the Talk"?

 In the last decade, technological leaps in solar and wind energy, semiconductor fabrication and display technologies have created thousands of jobs. But while many of those industries started in America, much of the employment has occurred abroad. Companies have closed major facilities in the United States to reopen in China.  

How many of such SUCH JOBS have come to India??

Apart from the liberalized government policies , power generation, environment and infrastructure development needed, if India needs to compete with the manufacturing giants in this era of globalization we need to produce quality engineering graduates.

If such companies and jobs are coming to India – are our engineering graduates  ready to grab the opportunity?  

India Inc does not have unemployment problem but an 'UNEMPLOYABILITY'’ problem

We have an employability problem.

 On February 1, 2011, the Prime Minister appointed S Ramadorai, former chief of Tata Consultancy Services, as his advisor on skills development. With India’s average age expected to be around 29 years by the year 2020, it becomes imperative that India creates productive jobs for the youth.
The success of Mahatma Gandhi National Rural Employment Guarantee Scheme (MGNREGS) lies in the fact that it has provided a cushion to withstand wage related shocks to the poor majority of India. With the MGNREGS providing the basic protection, the next challenge is to provide industry-employable skills to the MGNREGS beneficiaries that will boost their income levels.
One is constantly reminded by the corporate sector that India does not have an unemployment problem but an ‘unemployability’ problem, i.e., a lot of the workforce is unemployable due to lack of skills. This gap between demand for skilled labour and the available supply is already large and rising further. This gap needs to be bridged. The three main issues that need to be addressed to bridge this skills gap in India include training capacity, funding for training and urban migration.
To provide employable skills in large numbers there needs to be a manifold increase in the training capacity. The biggest bottleneck seems to be funding. The solution could be for the government to act as financiers for the needy and provide training vouchers that can be encashed at any of the training institutes. The third issue is of urban migration. If the government and private sector are able to create large pools of skilled workers, the private sector can then go to non-urban towns to set up businesses and provide local jobs. The finance minister had earlier announced the formation of the National Skills Development Corporation with a mandate to provide skills training to 50 crore people by the year 2022. Now, with the appointment of a person from the corporate sector to oversee skills development there is hope in achieving this target.
 

(Milind Deora - Member of Parliament. The article was written with inputs from Praveen
Chakravarty of Unique Identity Authority of India)
Source: Excerpts from Economic Times

Job Interview Questions - Preparation Is Key

Speak to any seasoned recruiter and they'll tell you that one of the most overlooked aspects of interviewing is coming prepared to ask engaging and searching questions. In case you're in any doubt, this can really blow a candidate's chances of success. When it comes to job interview questions - preparation is key!

Think about it.
The chance to ask questions of your interviewer is usually towards the end of the interview. So what you ask, how engaged you are, the message that your questions convey - these things can either reinforce your strength as a candidate or undermine all the good work you've done up to that point.
That's why before you go to any job interview it's essential that you take a few moments to think of some great questions to put to your interviewer. Here are some ideas to get you started in your preparation:
Questions that demonstrate how excited you would be to join the company and how interested you are in what they do
It's important here to make the distinction between appearing desperate and appearing excited and engaged. The former is bad, the latter good. Ideally you want to also learn things about the company and the position that will help you to sell yourself in subsequent rounds of interviews. Good examples would include:
- "If you were to make your ideal hire for this position, what transformation would you hope to have seen in your department / business six months from now?"
- "If we were to ask a handful of your staff what it is that really excites them and challenges them about their roles here, what do you think they might say?"
- ... plus any question that shows you have done more than a cursory bit of research into what the team does or who the key team members are is likely to be well received and make you stand out from other candidates.

Questions that signal your ambition and desire to succeed
- "What do you think are some of the common traits of new joiners who've really gone on to excel at this company? What have they done that has really set them apart?"
- "What career path do you envisage for a successful hire and what would you advise your hire to do to maximise their chances of success in this company?"

Questions that help you to connect with your interviewer
Let's face it, one aspect of whether an interviewer looks favourably on your performance will be whether or not they warmed to you as an individual. What questions might you ask that would help you to connect with them? Remember people generally love to talk about themselves... Examples of questions you might ask include:
- "If you don't mind me asking, what was it that made you choose to join this company rather than any others you were considering?"
- "I'd be intrigued to know how you hope to see your career progress here in the coming years and what challenges you've had to overcome to progress to where you are today?"
- "If there's any advice you could give to a new joiner based on your years of experience here, what would that be?"

Hopefully these questions will have started you thinking about how you can end your next job interview on a really strong note. The good news is that preparation is the key, if you just invest the time and intelligence to craft some good questions then your interviews are much more likely to end with you having strengthened rather than undermined your candidacy.
Good luck

by Social-Hire.com on 17 January 2012

Pharma rides on launches, demand

Demand for low-cost generics, key blockbuster drugs going off-patent, focus on complex products and tie-ups with multinational companies are set to spur growth for Indian pharma companies in the years to come, says a research report by Morgan Stanley.

This is likely to enhance presence of local drug firms, both in the domestic and international markets, with top players like Dr Reddy’s Laboratories, Ranbaxy Labs, Lupin and Cipla gaining tremendously.

Experts say the demand for generics is increasing in all the regulated markets, especially Japan, where the government has set a target of 30% market share by volume for generic drugs by next year. The expiries on patents of key drugs including Lexapro, Viagra, Singulair andAlegra in the US in the next three years, too, will boost growth.

A McKinsey & Co report says the value of the average patent expiry in 2010-15 would be $39.6 billion per annum.

Almost every top India based firm will stand to benefit by launching generic variants and, at times, capitalising on their six-month period of exclusivity available.

Adithya Bhat, managing director, Protiviti Consulting, said the generic focus of the US, EU, Japan and other countries will be a key driver, helping foster more alliances between Big Pharma and local drugmakers for the manufacturing and marketing of drugs.

“There is high possibility of more alliances and tie-ups between home-grown firms and MNCs for the manufacturing and sourcing of generics, which would then be sold in the developing and the developed markets,” said Bhat.

Alliances such as the ones inked by Pfizer and GSK with Aurobindo Pharma and Dr Reddy’s Laboratories, respectively — under which the former two are to market the products manufactured by the latter two in emerging markets — are likely to increase going ahead.

“Such alliances benefit not just the MNCs in gaining a stronger hold in emerging markets but also help the domestic firms in strengthening their presence in those markets,” said Bhavin Shah, analyst with Dolat Capital.

Experts say local firms may see at least a 15-20% overall growth in business in the coming months.

Firms will also gain from launching complex and difficult-to-make products with limited competition such as oral contraceptives, controlled substances and injectibles.

Sujay Shetty, partner, PricewaterhouseCoopers, said that such categories are also difficult to manufacture, thereby limiting competition, and increasing scope for garnering a larger market share.

Published: Tuesday, Jan 17, 2012, 9:30 IST
By Priyanka Golikeri | Place: Mumbai | Agency: DNA

PERFORMANCE APPRAISAL- Are You Prepared? – CONTENTS AND RATINGS

 

“Key Result Areas” or KRAs refer to general areas of outputs or outcomes for which the department’s role is responsible.
Key Result Area in simple Terms may be defined as Primary responsibilities of an Individual, the core area which each person is accountable.

Others definition of performance appraisal
• 90 degree = one person review (self or another, the boss)
• 180 degree = two person review (self and boss/manager)
• 270 degree = three person review (self, boss, and peers or direct reports)
• 360 degree = four person review (self, boss, peers, and direct reports)

Importance of KRAs.

• Set goals and objectives
• Prioritise their activities, and therefore improve their time/work management
• Make value-added decisions
• Clarify roles of department or individual
• Focus on results rather than activities
• Align their roles to the organization’s business or strategic plan
• Communicate their role’s purposes to others

 Conditions of KRAs

• Key result areas (KRAs) capture about 80% of the department’s work role. The remainders are usually devoted to areas of shared responsibility.
• Each KRA should capture at least 5 % of work role

CONTENTS

1. Quality of work

2. Quantity of work
3. Teamwork
4. Job knowledge

5. Initiative

6. Interpersonal relations

7. Communications abilities

8. Planning and organising 
9. Problem analysis and decision making
10. Dependability

• Performance reviews are not about the forms. They are about the discussion and the shared understanding.
  Whatever process you use to do performance reviews with your employees, you need to have it documented, shared and understood by your employees.
• Forms are just to summarise the discussion and the outcomes. 
  

Key Responsibility Areas	Employee Comments	Manager  Comments
Achievement of said objectives within the time frame
Productivity, Quality of Work and Quantity of work
Planning and Organising
Initiative
Team work / Interpersonal relations
Adhering to decisions and implementation of management
Updating your Job knowledge , Skills– Technology management, Degree of technical competence
Problem Analysis and Decision making / Solving – Individually resolved or need help
Communication within the team , with superiors and organization
Dependability
Additional Responsibilities (If any)

RATING SCALES OF PERFORMANCE APPRAISAL FORM:

We can use scales as follows for this performance appraisal form.
1. Unsatisfactory: Major improvements needed.
2. Needs Improvement: Less than Satisfactory, could be doing better.
3. Meets Expectations: Performing duties as directed with minimal Supervision.
4. Excellent: Performing all duties in a cost-effective manner with positive, measurable results.
5. Outstanding: Performing at a level above and beyond the duties of the current position’s requirements.
 

SSkills & Attributes	Rating
Result Orientation
Planning & Organising
Communication
Leadership
Decision Making
Initiative
Impact & Influence

Suggested development Plan

Areas of Development	Plan of action	Target date for Completion