PROJECT WE LIKE

1. We Like Project
Presenting by : Pratik Goyal
Admission No.: HPGD/OC17/2117

2. WE TUBE

3. 1
PROGRAM EVALUATION & REVIEW TECHNIQUE

4. Learnings:
Need of PERT ?
A project is known as implementation of a certain set of activities within a timeframe. It is
a time bound activity . To facilitate the project we need some project management tools
i.e. Critical Path Method, Gantt Chart & Program Evaluation & Review Technique.
What is PERT ?
The program (or project) evaluation & review technique, commonly known as PERT is a
model designed to analyze & represent the tasks involved in a project. It gives the
minimum time required to complete the project & time taken for individual activity. It is
commonly used in conjunction with critical path method.
Background :
PERT was developed primarily to simplify the planning of large & complex projects. It was
developed for the US Navy Special project office in 1957 to support the US Navy Polaris
submarine project. It is more of a event oriented technique rather than start & completion
oriented & is used more in project where time, rather than cost is the major factor. It is
applied to very large scale, one time, complex non routine infrastructure & research &
development projects.

5. Rules of PERT :
 A PERT chart is a tool that facilitates decision making. The first draft of a PERT chart will
number its events sequentially in 10s to allow the later insertion of additional events.
 Two consecutives events in a PERT chart are linked by activities, which are conventionally
represented by arrows.
 The events are presented in a logical sequence & no activity can commence until its
immediately preceding event is completed
 The planner decides which milestones should be PERT events and also decides their proper
sequence.
 A PERT chart may have multiple pages with many sub tasks.
Implementation of PERT :
 For each task show the earliest start date
 Show the estimated length of time required to complete the activity.
 Whether the activities are parallel or sequential.
 Prepare the Gantt Chart.
 Prepare a network diagram
 Map the Critical Path

6. Advantages :
 PERT chart explicitly defines & makes visible dependencies (precedence
relationships )between the elements.
 PERT facilitates identification of the critical path & makes it visible.
 PERT facilitates identification of early start, late start, & slack of any activity.
 PERT provides for potentially reduced project duration due to better
understanding of dependencies leading to improved lapping of activities &
tasks where feasible
 The large amount of data can be organized and presented in diagram for use in
decision making.
Limitations :
 There can be potentially hundreds or thousands of activities and individual
dependency relationships
 The network charts tend to be large and unwieldy requiring several pages to
print & requiring special size paper.

7. 2
Behavioral Event Interview (BEI)

8. Learnings:
Defining Behavioral Event Interview
Behavioral Event Interview is an interview technique that ask the candidate to
describe a situation or an experience that he/she had in a previous job. Behavioral
Event Interview helps hiring managers to conducting an interview. The interviewee
is asked to describe, in detail most important situation he or she has experienced in
a specific job. The candidate is asked to few questions e.g. * what was the situation
and what event led up to it?, * Who was involved?, * What did you think, feel or
want to do in the situation? etc.
The interview technique is all about knowing from the candidate what he is capable
to do and not he should be doing that’s not important what’s he is capable to do has
he display those capability in the past if yes can we get something from that to
predict how good he or she will be in the near future.
BEI Includes Competency Based Selection Interviewing Techniques
As a easy definition of competency is that it is something you need to be able to do well
in a specific job. Role competency is a term that describes a pattern or cluster of actions
taken to achieve a desired positive result.

9. Why use Behavioral Event Interview
It’s important to assess whether the candidate demonstrates traits that fit to workplace
culture. BEI questions solicit real-life experiential responses that provide a way to
evaluate skills, knowledge, and behaviors versus philosophical views. The candidate’s
responses are a true indication of how the candidate will behave and perform in future
work-related situations. BEI’s provide the opportunities for HR departments and
interview panel to use a standardized assessment method to measure the responses and
qualifications of their prospects. To meet the employer’s need hire the candidate who
has the best skills for the job.
Pre Preparation of Interview Panel
• All questions should be designed and agreed upon
• Each question should be a specific purpose
• BEI Questions are always open-ended questions
• BEI questions should be designed so they evoke responses that are based within the interviewees own
personal experiences and abilities.
• The interviewers must also review and agree upon the measurement form they will use.
• Role to analyze position to be filled: Skills, Knowledge, Abilities, Attitudes & Experience.
STAR Method to develop Behavioral Questions
S– Situation – Detail the background provide a context. Where? When?
T- Task - Describe the challenge and expectations. What needed to be done? Why?
A- Action - Elaborate your specific action. What did you do? How?
R- Result - Explain the achievement and results.

10. In Behavioral Interview answers should not be
 Hypothetical
 Theoretical
 Based on feeling and opinion
 Vague
 Without data or factual members
 Open for judgement
Tips for candidate to attend BEI Interview
 Be confident
 Keep a positive outlook
 Give a suitable response
 Give relevant examples
 Listen carefully
 Look through the resume
Closing The BEI Interview
 Signal upcoming conclusion as with “ my final question..”
 Highlight key aspects and overall conclusions.
 Point out areas of agreement and disagreement
 Ask the Interviewee about the accuracy of your summary.
 Give decision and give remarks as – Excellent, Very Good, Good, Average & Poor

11. 3
GANTT CHARTS

12. Need of Gantt Charts ?
AS production started at larger & larger scale there was an requirement to
have better scheduling of activities & for that purpose specifically for
projects which re one time projects which has specific start & end time.
Origins :
• The Gantt chart is named after US Engineer and consultant Henry Gantt who
devised this technique in 1910s.
• The first known tool of this type was reportedly developed in 1896 by Karol, who
named it Harmonogram. Karol did not publish his chart until 1931.
History & Development :
• One of the major application of Gantt Charts was during the first world war on the
initiative of General William crozier, then chief of ordnance.
• These charts were used in the united states arsenals during 1918, in the production
of naval aircraft & other government works like Emergency fleet and shipping board
etc.
• In the 1980s, personal computers allowed for the widespread creation of complex &
elaborate Gantt charts.
• The first desktop applications were intended mainly for project managers & project

13. Advantages
• Gantt charts have become a common technique for representing the phases & activities of the
project.
• They are useful for the projects up to 30 activities.
• They clearly break down the work into specific manageable parts.
• It helps in clarify the workflow, sequence & dependencies.
• The pictorial representation is easy to understand.
Disadvantages
• They become unwieldy for projects having greater than 30 activities.
• Gantt charts only represent a part of the cost, time, & scope of projects as they focus
primarily on schedule management.
• Gantt charts do not represent the size of a project or tentative size of the elements.
• It won’t show the necessity to complete one task before another can begin.
Utility
• Help you to plan out the tasks that need to be completed.
• Give you a basis for scheduling when these tasks will be carried out.
• Allow you to allocate the resources needed to complete the project
• Help you to work out the critical path of a project where it must complete it by a particular
date.
• When a project is under way they help to find out the project is on schedule or not and if not
it allows you to pin point the remedial action to put it back on schedule.

14. Utility…
• Gantt charts are excellent models for scheduling
• They are very useful for budgeting activities
• They are useful for reporting & communicating plans.
• They are also relevant for effectively reporting progress of a project in a concise &
speedy manner
How to prepare
• List all the activities
• Set up a Gantt Chart
• Plot the tasks
• Present the analysis
In a nutshell
• Gantt charts are useful tools for planning & scheduling projects.
• They allow you to assess how long a project should take and resources needed.
• They lay out the order in which the tasks need to be carried out.
• They are helpful in managing the dependencies between the tasks.
• Gantt charts are useful in monitoring its progress.
• We can take a remedial action
• Successful & profitable project implementation

15. 4
INVENTORY CONTROL TECHNIQUES

16. Learnings :
Need for Inventory Control ?
In order to reduce the cost to give competitive price to the customers. The cost of
the product mainly consists of the cost of the inventory. Therefore one has to reduce
the cost of inventory in order to be in competition in market
A) The ABC analysis :
• ABC analysis underlines a very important principal, ‘Vital Few Trivial Many. This is
also known as PERETO’s law or 80-20 principal. In this method 20% of the input is
giving the 80% of the expenses of output. It uses Consumption criteria.
• Statics reveal that just a handful of items accounts for bulk of annual expenditure
on materials, these few items are called ‘A’ items.
• Some are numerous in number but their contribution is less significant.
• ABC analysis thus tends to segregate all items into three categories A, B & C based
on their annual usage :

17. A items :
• It is usually found that hardly 5 to 10 % of the total items account for 70
to 75% of the total money spent on the materials. This items require
detailed control. These items should be produced frequently.
B Items
• These items are generally 10 to 15% of the total items and represents 10
to 15% of the total expenditure on the material. These are intermediate
items. The control on this item need not to be as detail and as rigid as
apply to A items.
C Items
• These are numerous as many as 70 to 80% of the total items, inexpensive
represent hardly 5 to 10% of total annual expenditure on materials. Items
should be procured infrequently and in sufficient quantities
B) H-M-L Analysis:
H-M-L Analysis uses Price criterion. The items under this analysis are
classified into three groups, which are called as High, Medium & Low. To
classify, the items are listed in descending order of unit price i.e. the
management for deciding the three categories then fixed the cut lines.

18. C) VED Analysis
• VED analysis represents classification of items based on criticality.
• The analysis classifies the items into three groups called Vital,
Essential & Desirable.
• Vital category encompasses those items without which production
would come to a halt.
• Essential group includes items whose stock out cost is very high.
• Desirable group comprises of items, the stock out of which entails
normal expenditure and cause major for a short duration .
D) SDE analysis
S-D-E analysis classifies the items into three groups called Scarce.
Difficult & Easy

19. 5
YOUNG ENTERPRENEURSHIP JOURNEY

20. Learnings:
‘To any entrepreneur, If you want to do it, do it now, If you don’t you’re
going to regret it’
 Entrepreneur is someone who has the ability and willingness to introduce
new products or services that sell to a market where those products or
services where previously either unavailable or not desired.
 Entrepreneurship is Accepting the risk of starting and running a business.
 Young Entrepreneur are those who wanted to be their own Boss .

21. Let the ides be one that truly satisfies you
 Be the expert in your arena .
 Take competition seriously and create an edge and prove yourself better
than others .
 Research your ideas in depth and present a meaningful ideas not just
thoughts .
 Manage money well .
 Make your team feel that they are equally important in team .
 Delegate your work but take charge of all work done.
 Test your product before launching .

22. Motivations for an
entrepreneur
 Responsibility to society.
 Leave a legacy.
 Design my desired work culture.
 Exploring and new experiences
 Work life balance .
 Take ownership and laurels.
 Face their fears .
 Freedom to work on their own .
 Autonomy .
 Freedom – Be own boss
 Direct Impact – Make or Break
Challenges of a young
entrepreneur
 Initial Capital investment .
 Self doubt sometimes for their
own idea .
 Stress at a young age.
 Delegating work sometime
creates trouble.
 Hiring right employees.
 Fast changing environment is an
important challenge .
 Marketing and branding strategy.
 Making and sticking to the
budget.

23. WE LOUNGE

24. 1
Dr. Prashant Nair
Global Head HR -Cipla

25. Here from this video I understood various points :
He spoke about his journey ,he holds a Bachelor’s Degree in Mechanical
Engineering from Calicut University and is a fellow of the IIM Ahmedabad . He
started his career in the engineering field with GEC Alsthom India Ltd . Post
his Doctoral studies , he had been associated with Human Resources function
in the RPG Group and Wockhardt.
He also headed the Human Resources Function and Insurance distribution
business for Thomas Cook India Ltd . Presently working with the well known
global Pharmaceutical companies that is Cipla as a Global Head HR .
His learning and influences at IIM Ahmedabad was very productive , his
success mantra as to acknowledge and give respect to the views of others but
have your own mind and doing things you feel that is correct .and also ensure
that you did something productive to get a sound sleep at night.

26. Spoke about the role of HR in organisation:
 Influence management with his judgement calls about people .
 HR is a Fulcrum between organization and people. here both
organization and people should believe that HR stands for them.
 HR is required to do fine balancing between business and people .
How involved is HR in the other functions of the business.
1. Manage aspiration in the organisation .
2. Align the individual aspiration to that of the organization
aspiration and we can do that only if we are close to organization.
3. Balance all functions being an emotional, operational ,financial
functions of organization.

27. He created a first of its kind of leadership development program during his
stint at the RPG & objective of which is to create a generic competency
framework.
Spoke that books are essential part to attain knowledge in our life. Books
impart theoretical knowledge .
He said that one should take HR only as profession if he/she is interested to
take it up. HR is not for those who are looking for the short term success.
Also said that success of HR is not tangible. It can be measured by the
sustainability of the organization .
 Research and development is very important for HR.
 HR basic interest is to be working with people.
 One message he spoke of in video at the end is Be Happy as being happy
removes a lot of stress and helps to improve ourselves.
 Have a purpose , principles, passion and proficient in life.

28. 2
Mr Neelesh Talathi
CFO, Pepperfry.com

29. Learnings:
He spoke about his career of 22 years. He is graduated in B.Com from
Aryapatan College and had deep connected with Welingkar Institute of
Management. Then he did Chartered Accountant degree. He worked with P C
Hansotia which is a part of Delloit network now. He did his articles with
them. He has also done ACWA alongside. After completion of his qualification
he had hired by Hindustan lever (Now Hindustan Unilever). There he joined
15 months management training program. Where they exposes to different
part of organization. He spent about 2nd half months in sales roles in Pune.
He told that he is Finance qualified person, but organization got him to be in
the field along with sales team doing sales role, in factory and corporate
centre also he worked. Then he posted as Branch Accountant in Delhi and
did another operating role in Lever where he was running rice export
business as the Commercial Manager for business. Then he move on to role
for Unilever which he did across Asia and Africa.
Mr. Neelesh said that for him the importance of operating role was that it
connected him with transaction and grand level operation. It got him to
empathies with some of the things that his colleagues from other function
suffer. He admit that when he reflects back from his career, that he feels he
should have more empathy with some of his colleagues as sales shop is tough
job.

30. He said that he is a very lucky that he was a finance person setting along
with the talks. There were daily challenges and questions along like strategy
for Laundry business how to take on Proctor & Gamble and new innovation to
bring in market place (Laundry is a category makes lower profitability) and
how to make money over a longer period of time face all cost challenges.
After that he went to Egypt where he was CFO. His last role with Lever was
based out of corporate office in London where he ran Unilever Financial and
Planning a Analysis.
After doing 18 years of career with Lever he thought to do more or some and
decided to part with Lever. He joined Vedanta, the mining cognomen. He told
about Anil Agrawal (Founder and Chairman of Vedanta Resources) that he is a
fantastic entrepreneur, so much sort of risk and desire to move forward. It
Vedanta he suffered many changes and transitions. Then he break from
Vedanta and joined Pepperfry.com. Where he is now CFO, since last 2 years.
In his early career he faced many challenges. In professional career the
biggest challenge is not shaping business, it will always be a managing and
leading people. Business decisions are still money decisions, people decisions
are emotional decision. That’s a big difference between people. So he
decided to met people every day individually.

31. He likes to connect with people first to introduce himself and
about his working style. Secondly he chose to go slow, as he has
new set of ideas but no experience. He seeks feedback from the
experienced people and want to capitalize with them. he told
about learns from his career in Egypt. He said that ,” Life comes to
us with too many small things to happen. He compart metalize the
things. It improved him. He has now structured around 3 buckets
of madness as follows:
1. Changes about business point
2. Changes to bring finance excellence
3. Changes fro people point of view
Even now couple of years his strategy is :
1. Help business to be different
2. To help margin to be better
3. Different finance agenda
4. How to speed up the slow process
5. Will a accounting quality go up?
6. Will the audit happen sooner and faster
7. Team level Skill up

32. 3
Mr. Himanshu Saxena
Head – Brand and Integrated communications – Reliance
JIO Infocomm Ltd

33. Journey of Mr. Himanshu Saxena
He is graduated from Bhavan’s Institute of Ahmedabad. He is an extensive
experience of over 25 years with a successful track record of achieving
extraordinary results in the entire spectrum of marketing communications ,
Advertising , Branding , Market Research and Brand Management.
He is the head – Brand and Integrated communications - Reliance JIO
Infocomm Ltd. Prior to Reliance Jio, he has worked with top notch brands like
brands such as Unilever , GSK , HSBC , PepsiCo , ESPN ,Nike , Diageo , Bardays
, Marico , Madura garments , Asian Paints and the list goes on.
He spoke about his first job at sterling Holiday Resorts as a Senior Product
Manager. He was very certain that he wanted to be a Marketian .Sterling was
those days one of the premium selling company he learned their how to
access consumer ,how to create conversation with consumer. It’s a whole buzz
bird of engagement

34.  He said that In the Sales role what you get to learn on the floor you
will not really get that in any other books. It is always a shared
experience unless you experience on its own.
 Shared his experience of Meccan tenure .he said that other than
fundamentals one need to create a judgement .Biggest experience
had with Marico was one of his leading client and within that
worked with two specific brand that is Saffola and Parachute.
 Learning's from his experience with reliance jio, most of the
marketing professionals built on two Dimensions i.e. having certain
Realistic Ambition and Finite Resources .
 Reliance is a unique company. That the product differential and
product experience differential is significant is very Tactile and
Tangible.
 They do not leave that difference to be built purely through
Emotional differences .they will built it for Brand for Consumer
mind or which are really Perpetual.

35.  Two Fundamental things helps the telecom services to grow more
are :
1 Unified data through Adhaar Card .
2 High speed 4G network connectivity .
 Thoughts for the students appearing for campus
1. Don’t have narrow linear path in life
2. People must be Rich in Experience than Degree.
3. Always Learn from life and people around.
 Fundamental quality one should have to stand out from the herd
1. Your Observation skills .
2. Must develop combination of good Communication Skills and
Analytical Skills
Ability to connect the observation.

36. NEWSWIRE

37. 1.HOW THE PAYMENT BANKS ARE
DIFFERENT FROM REGULAR BANKS
 The Indian Post Payments Bank(IPPB) became operational on 1st
September .As per guidelines of RBI behind licensing of payments
banks , the main objective of a payments bank is to enhance
financial inclusion.
 Financial inclusion is expected to be done by providing small savings
accounts, payments and remittance services to migrant labour
workforce, low income households, small businesses, other
unorganised sector entities and other users.
 In August 2015, RBI had given in-principle approval to 11 entities to
start payments banks in India , Airtel Payments banks was the first
one to launch . IPPB had started operations at two pilot branches in
January 2017.

38. How is it different ?
 Payments bank aims to further financial inclusion , espeically through
savings accounts and payments services . These banks are not allowed to
give any form of loans or issue a credit card.
 In payments banks customers can open a savings account with deposits of
only upto 1lakh & it can’t accept fixed or recurring deposits.
IPPB Accounts
 IPPB will be offering 4% interest to its savings account customers and
provide doorstep services to its customers.
 IPPB account holders can also use the mobile banking app for checking
balance , statement , bill payments and for online transfers.
 IPPB account holders will be issued a QR Card with a unique QR code. The
transactions using the card will be authenticated using the account
holder’s biometrics.

39. 2. 5 WAYS TO KNOW IS YOUR
INVESTMENT STRATEGY IS ADEQUATE
Just saving and investing in the stock market is not enough. One
needs to have a systematic plan in place to be able to make the
most out of their investments.
1. Risk-taking capability and long-term goals - It is important to
sit with a financial planner and determine your goals, objectives
and future desires.
2. Devising a strategy - Once your goals and objectives are clear,
your advisor will devise a strategy that will take into account
your assets, earnings, and your goals.

40. 3. Asset allocation - Once the strategy is ready, your advisor
will allocate your assets to various investment instruments. The asset
allocation will consider your short-term and long-term goals and
objectives. Hence, it will keep changing with time.
4. Diversification- Depending on the available information and
analysis, your advisor will diversify your asset allocation to minimize
risk and maximize returns.
5. Revision and monitoring - You need to analyse and monitor
them from time to time. If they are not giving the required results,
you may consider changing your portfolio and strategy.

41. 3. THE MOST COMMON TECH INNOVATION CAMPAIGNS
 The pace of technology is often what sets the pace of overall
innovation progress . Design thinking and innovation thought
leaders have called innovation the sweet spot between
desirability , viability and feasibility
 Desirability being the needs of the market and what your public
or customers want.
 Viability looks at new ideas through the lens of long term
capabilities – looking at market trends, business models, and
more.
 Feasibility is often about the limits of your current capabilities,
which is why innovation is often empowered or constrained by
new technology

42. The most common campaigns that are being run by
tech innovators ?
 Product Improvement- A famous Harvard Business Review stated that leading
innovators spend about 70% of their time on incremental innovation. Most of the
time, those innovations are product or process improvements for your core existing
offering.
 New Tech Scouting - New technology is constantly emerging: from academics,
researchers, public sector challenges, competitors, and beyond. Your crowd of
customers or employees is a great place to listen to what they’ve been most
impressed by. From there you can start seeing how that technology might apply to
you.
 Security- Security teams will not only track new malicious attacks in innovation
campaigns, but ask for solutions. Some people are surprised by this, but most often
those solution ideas look very different once applied and the initial ideas are just
the starting point.
 Big Data use cases- We’ve seen numerous innovators look for new ways to re-
purpose that data for profit or for good. These campaigns are sometimes run inside
an organization, but sometimes this digital data is offered to the entire public.

43. 4.AFTER IT, THIS IS SECOND HIGHEST SALARY
PAYING SECTOR IN INDIA
Manufacturing has been the second highest earning sector in India in
2017. According to MSI (Monster Salary Index), in 2017 manufacturing
sector is the only sector to see an increase of 9% in median gross
hourly salary of Rs230.9 per hour. It is 5.2 % more than the overall
median gross salary of the country.
The other remaining sector are construction and technical consulting,
education, research, healthcare, caring services and social work, legal
and market consultancy and transport, logistics and communication
sectors.
IT sector paid median wage at Rs317.6 per hour but 17.8 % less than the
2016. due to this more than half employee were not satisfied with
their jobs and also not with commuting time, work-life balance and
working hour, but they are satisfied with their relationship at work.

44. Abhijeet Mukherjee (CEO, Monster.com, APAC and
Gulf) said that, “ India is well positioned to
become one of the largest manufacturing
economies in the world. Also showing the
growth in local manufacturing sector as Steel,
Chemical and Energy.
The advent of automation and Artificial
Intelligence has brought about some
uncertainty, but job creation is expected to
continue with an impetus on upskilling and
reskilling the current work force.

45. 5 CHATBOTS ARE THE NEW
HIRING MANAGERS
Chatbots are making their way into assessing and hiring candidates for the
companies.
Chatbots might be a gateway to jobs. Many companies embrace new hiring
strategies and automation to assess behavioral traits of candidates
before recruiting them. The recruitment process are slowly shifting to
individual interaction, either personally or digitally, before extending
offer letter.
Generally Chatbots are computer programs that interacts with people
through audio or text massages.

46. Hinduja Global Solutions (HGS) is automating the entire recruitment
process. Here candidates are not required to come, they (Short Listed
Candidate) are interviewed through recruitment specific video sofwere
like Skype.
James Job (Vice President at HGS) said that “these new stategy (Chatbots)
has helped them in saving time and money, resulting in better
productivity of recruitment team”.
Ritu Agast (Director, HR person, India) said that, "We use artificial
intelligence to assess competency and personality of the candidates
through psychometric assessment tools like Watson Glazer and SOSIE".
Shamita Ghosh (GM HR, Book my show) said that, "At BookMyShow as well,
we have always given preference to a candidate's attitude, knowledge,
skill set and experience which determines his/ her ultimate potential".

47. 6. The Es Of Successful Career
Transitions
A navigational framework to take ownership of your
career. proper career management requires a
constant dedication to the four steps of successful
professional transitions, or what we call the 4 Es.
EXPLOR
E
EXPERIMENT ENGAGE EXPAND
4 Es

48. 1. Explore
Exploring will give you an opportunity to:
1. Reflect on who you are
2. Think about why and what you want to change
3. Consider your career options.
2. Experiment
The goal of experimenting is to:
1. Try out new things .
2. Build new connections .
3. Reframe and zero–in your search.

49. 3. Engage
Engaging will help you to:
1. Find and launch yourself in your new role.
2. Unlearn old skill sets and learn new ones.
Once you have found your new job, you need to leverage your
strengths and capitalise on your transferable skills.
4. Expand
The last step, expanding, will allow you to:
1. Deliver and thrive in your new role.
2. Consolidate and expand your capabilities
3. Continue to reflect on your career journey.

50. 7. These Are The Top 10 Fastest Growing
Jobs In India
 The job industry looks nothing like it was ten years ago and it
won't be the same in the next ten. LinkedIn claims to be the
world's largest professional networking site and the company
has released a survey showing the changing trends in the job
market.
 Since the dot-com boom, the technology sector has been
growing by leaps and bounds and it seems the supply still
hasn't met the demand. Out of the top 10 fastest growing
jobs, eight are from the technology sector. One interesting bit
to note is that there is a fundamental shift from the use of
broader titles like software engineer to a more specific job
role

51. The survey also elucidates the unique hiring pattern in
India. In the US, the majority of the applicants (43 per
cent) had a Master's degree. Indian companies, on the other
hand, seem to hire graduate students. The lack of
specialised courses could be a major reason behind this
disparity.

52. 8. The Right Way To Respond To Negative
Feedback
 Feedback, as they say, is a gift. Research bears this out,
suggesting that it’s a key driver of performance and
leadership effectiveness. Negative feedback in particular
can be valuable because it allows us to monitor our
performance and alerts us to important changes we need
to make.
 But processing and acting on negative feedback is not
always easy. It can make us defensive, angry, and self-
conscious, which subsequently impairs our effectiveness.

53. Here are five empirically supported actions to help you
hear critical feedback openly and calmly:
1. Don’t rush to react
2. Get more data
3. Find a harbinger
4. Don’t be a lonely martyr
5. Remember that change is just one option

54. 9. How To Develop Innovative Leaders
 There is no arguing that in today’s marketplace
companies must innovate to survive. There is more
pressure now than at any other time in history for
innovation, especially if companies want to be industry
leaders. This is because rapidly changing technology is
continually driving changes in markets and shifting trends
in customer behavior and expectations.
 The most effective way to stay competitive is to make
innovation a habit throughout the company. Innovation
should be an initiative that all departments share, and it
must be driven by leaders in order to create staying
power. Innovation is for everyone in the company.

55. So how can you make your leaders more innovative? Here
are five ways to help your leadership team champion
innovation.
1. Help them develop self-awareness.
2. Allow them to take risks.
3. Support their intellectual growth.
4. Encourage them to embrace creativity.
5. Challenge them to develop an innovation system.
 Innovation should be the responsibility of every leader in
your company. It doesn’t matter if your company has a
team that is devoted to innovation, there is room for
improvement in every department.

56. 10. Cashless Revolution! Paytm Launches This
New Feature – Know What It Is And How It Works
 Now, offline stores too can accept Paytm payments directly
into their bank accounts. The new feature will accept
payments from any bank account into their bank accounts at
zero transaction charges.
 Now, offline stores too can accept Paytm payments directly
into their bank accounts. One97 Communications Limited, the
organisation that owns the brand Paytm, on Monday
introduced a new feature on its platform. Paytm, considered
to be India’s largest payments company has launched a first-
of-its-kind ‘Merchant Referral’. The new feature aimed at
enabling Small and Medium Enterprises (SMEs) community to
join the PM Narendra Modi’s cashless revolution. The new
feature will accept payments from any bank account into
their bank accounts at zero transaction charges.

57.  “We have encountered several instances where shopkeepers
actively reach out to our customers seeking help to accept
payments via the Paytm QR. With ‘Merchant Referral’, we
would like to empower our customers to generate a request
for these merchants instantly and enable them to play an
active role in the country’s shift towards a cashless economy.
This product is a showcase of an innovative offering that was
designed grounds up based on the feedback of our customers
and merchants,” Vasireddy said.
 Paytm has said that the new feature will play a significant
role in country’s shift towards a cashless economy.

58. THANK YOU