A Teachers Inner voice 2.0

Compilation of 12 articles (Aug. 18-July 19) published in of Vol. 2
Computer Science
Faculty
2.02.02.0

I am happy to bring out the 2nd Edition of this ebook titled “A Teachers Inner
Voice 2.0” which is a compilation my articles from all the twelve issues of the
monthly newsletter “Computer Science Faculty” (August 2018 to July 2019)
Every article was a reflection of faculty community’s Inner Voice
2.0, whenever I want to address some faculty issues, I will
always find someone in my group who has already experi-
encing it tell me what it was. I use to follow my heart,
listen to my Inner Voice 2.0 and understand its rele-
vance and applicability in reality because Non-
judgment quiets the internal dialogue, and this opens
once again the doorway to creativity and that’s how
every month the article was been presented. I strongly
believe in opinions, we meet new people every day who
have something to give us. Different people have different
opinions, and I respect all of them. Please share your views, opinions
and off course any constructive
criticism by mailing at
cvsureshbabu@yahoo.com
C.V. Suresh Babu
P A G E 2
3 Organizing Conferences: Art of Creating Moments
4 I want to Publish a paper. What should I do?
5 Know your Teachers, who made to “Know yourself”
6 “Just do what I say”, I’m HOD
7 “Jack of all Trades and master of none”
8 Education: A place where pebbles are polished and diamonds are dimmed
9 Chase your passion, not Pay, Position, Promotion or Pension
10 CAUTION:CAUTION: Women Empowerment zone ahead
11 Institutional success are measured by the reputation
created by its Faculties not by its ROI
12 Summer Vacation for Teachers: Myth or Reality?
13 Implementing UGC qualification: Good, Bad and Ugly side
14 Paradigm shift in campuses: From Imparting Higher
Education to Employment Exchanges
15 Lions Club-Anniyappa: Book Bank

A Teacher’s Inner Voice 2.0 © Anniyappa Publications
P A G E 3

P A G E 4
I want to Publish a paper. What should I do?
A Frequently Asked Question among academic circle
A faculty friend once approached me while standing in
the queue for tea in a conference break and told me that
he collected scopus indexed journals, but he couldn't
understand them. He came near and said, "Do you mind
if I ask you a question?" "Of course not," I replied. He
asked, " I want to publish a paper. What should I do? I
said, “approach a Journal” he asked “Suggest a Journal
to publish a paper?"
He was clueless…. After a deep thinking between cou-
ple of somosas .. he continued… “Impact factor jour-
nals” ..
I was little annoyed, still holding the tea cup, I contin-
ued… ok. “What was your domain”…
He gave me a astound look while refilling his plate and
repeated “Domain?”
Hope he would have not expected this one from me…
he said after couple of bytes, “new trends… ok.. maybe I
do on Data Science….
My cup came back without touching my lips..and
I keenly asked him… “Have you studied Data
Science..”.. he said instantaneously… “No.. but, I
use to get lot of information to my mail… hope I
can learn it and with help of my UG students i can
publish a paper..”
Without more ado I asked “Did your students
have knowledge about Data Science”…
He said, "Oh no. and anyhow, but they are good in col-
lecting information from Google” he added “I got very
brilliant students… and they will do anything for me…
since I am their HOD no…”
Buy this time…I was little stimulated to digging him
more…I asked “Ok, why do you want to publish a pa-
per…”
He just started giving me the reasons one by one.. and I
started losing consciousness …
1. Our Management want us to publish pa-
pers..then only we will be consider for incre-
ments
2. Being a “Senior” Professor, in my department I
have to do it.. because all my juniors are keep on
publishing
3. I have to update my CV, I need atleast 5 papers
with ISSN no.
By this time, I just interrupt him and asked what is
ISSN…. He quickly gone to next point.. to dodging the
question
4. Want to complete my Ph.D, and the university
says I have to publish two papers..
By this time, he completed his plate… I was Wowed and
still holding the cup… “Ph.D.. Oh, you are doing Ph.D..
“ and asked “do you have any research experience…”
He said “Yes I had done M.Phil degree, so I felt I can do
it easily…”
I asked “what was your M.Phil. topic”, “Is it tea or cof-
fee” he asked the person who was serving, and took a
cup of coffee with couple of cookies.. and continued..
“Issues faced in Network Security”
“Is it a Research topic”..I asked..
He replied, “my M.Phil guide only gave me the topic..” first
Cookie has got over
And I asked, “ok.. how did you complete the thesis..”
After a sip, he casually replied … “my guide gave me the
thesis too…”, I was speechless
I asked “ok…where do you register for your phd, and who
is your guide…”
He said “a University Name and his guide name, and he
was registered as Part time…
I just can‟t have my sip, i asked.. “how frequently you meet
your guide…
He took the last sip from his cup and replied, “Two months
back we met.. otherwise we use to communicate through
WhatsApp..because my guide was a busy person and I am
also busy with my college work…”
I asked.. “What was your phd topic..” after couple of trial..
he whispered “Network Security
Analysis on …….” few more
phrases, which he struggled a lot to,
put it as a complete statement…
Now, I asked.. “Your Domain is
Network Security, why do you
want to publish a paper on Data
Science..
While verifying the service table
and make sure that no ice creams are served, he replied,
“Actually Data Science seems to have good potential, I
thought while registering, Network Security will be
good… but somehow I don‟t like it now…” I was com-
pletely perplexed….
To end up the conversation.. I just asked one last ques-
tion..“ After getting your Ph.D. what is your plan…” He
looked at me with limp sympathy and said, “I will apply
for Guideship, and become a Research Supervisor….”
I have to put the cup back, since my tea turned cold
Takeaways
People were seriously listening me in the seminar, some-
how, I like to listen to him, i have a great deal of takeaways
from this conversation. These types of people are my great-
est source of learning and I was lucky enough I was sur-
rounded by many.
Recent times in academia, some faculties are persistently
miserable only because they do not have some of the things
some people expect them to want. Peer pressure plays a
huge role in people's desire to get a Doctorate degree.
Today, research becomes a mere excuse for idleness; it has
never achieved, and will never achieve any results because,
if we knew what it was we were doing, it would not be
called research. To do successful research, you don't need
to know everything; you just need to know of one thing
that isn't known. Those who are exceptionally strong and
passionate towards their domain can only publish papers.
Furious activity is no substitute for understanding. As for
the future, your task is not to foresee it, but to enable it.
Nowadays, if any one ask me, “I want to publish a paper.
What should I do?" Now I started telling them stop asking
me and get on with it. . Stay true to yourself. An original is
Dr. C.V. Suresh Babu
“As for the future,
your task is not to
foresee it, but to
enable it.”

P A G E 5
Know your Teachers, who made to “Know yourself”
Fairy tales
“Education is the process of instruction aimed at all
round development of youth. Education enables people
to contribute to societal development. Education has the
responsibility for transferring human beings into hu-
man resources. The progress of any nation depends
upon the standards of its educational system and educa-
tional institutions. The successful running of any edu-
cational system depends mainly upon the teacher, the
students, the curriculum and the infrastructure. But the
teacher is the most important one and is the pivot on
whom the entire educational structure rests.….”
All of sudden everywhere including in media..people
started “talking before crowd”, discussing the impor-
tance of Teacher in Nation building…. Oh.. today is Sep-
tember 5, “Teachers Day”
Factu.. factu…factu..
When we become a really mature, grown-up, wise soci-
ety, we will put teachers at the center of the com-
munity, where they belong but the fact is….we
don't honor them enough, we don't pay them
enough.. beyond inflation shoots up badly… pet-
rol prices creating new records… the average
teachers salary in any self financing institutions
were between 15K to 20K range, while their stu-
dents in their placement drive, their own manage-
ment assures they get placed for not less than 20k.
Teaching profession was once viewed as a „low stress
occupation‟ and they have been envied for tenure, light
workload, flexibility and other perks such as foreign
trips for study and conference. However, the fact is of all
the hard jobs around, one of the hardest is being a good
teacher.
Jack of all Trades, but still on their best
The teachers in self-financing colleges are at a greater
disadvantage also because they are overworked and are
at the complete mercy of the managements. In today‟s
system, the teacher‟s duty does not end by taking class
and finishing the syllabus, but includes:
Admission Duty, Attendance record, Result Analysis,
Official work, Administrative work, Social work, Apti-
tude tests, Group discussions, Entrepreneurship cell,
Revaluation, Practical oral exams, Newsletters, IQAC,
IIPC, Placements, College Magazine, R & D cell, NSS
activities, NBA, NAAC, Autonomous, AICTE, Uni-
versity Affiliation work, Intra college events, Semi-
nars, Presentations, Conferences, Symposium, On
Duty Class committee, Workshops, FDP, Exam duty,
Govt. exam duty, Floor duty, Admission Round duty,
Assignments, Term work, Invigilation, Paper Checking,
Paper setting, Counseling, Remedial classes, Industrial
visits, Planners, Discipline, Website, Hospitality, Exhi-
bitions, Student Clubs, Pamphlet design, Banner de-
sign, Guest lectures, Annual sports, College day, An-
nual Dept meeting, 2 to 5 hours per week stay after
working hours, Floor duty, Campus coordinator, Men-
tor report, Lesson plan, Assessment in Google form
Mentoring, Result Analysis of all semesters, Floods duty,
Aadhar number collection, Mini project In-charge, Weekly
absentee's report In-charge, Monthly report In-charge,
Class room projector In-charge….
Some Think or Even Say that “Teachers have too Many
Holidays, they never know that these teachers spend those
Holidays either correcting Papers or Planning for their
class….”
Pleasure within pain
Usually, we always want more. Whether it is better clothes,
a bigger house, faster cars, or the latest gadgets, satisfaction
in these days of consumerism is difficult to find, but for
these teachers, the value of life lies not in their length of
days, but in the use they make of them..... Teaching is a
pleasure in their life, for them satisfaction does not mean to
have too much money or to have too much material things
but it deals with feeling of harmony with life, their success
is finding satisfaction in giving a
little more than they take.
The main source of this Teachers
Satisfaction is when they see their
students progressing. Whether they
Acknowledge them or not, felt
happy when they see their students
drive while they walk, they, see
them succeeding, feel proud when
their students bravely facing the World and its Challenges.
Despite all sarcastic jokes and memes in social media about
the Teachers, they come to class for teaching because they
Love to Teach.
All work no play makes not only jack but also our
Teachers dull
Family-related absences are inevitable, sick kids, lack of
childcare, or a spouse with a sudden medical condition
who needs support or help are all valid reasons to miss
work, but for availing it these teachers usually, volunteer
for extra tasks at department, asking their HoD for more
responsibility by taking some additional special classes etc.
Before applying for a leave, they consider their reasons to
apply for that leave carefully. Determine the positive or
negative impact of availing the leave for themselves, for
their collogues, and for their department. And usually
those HoD‟s patiently read their mind, even their voice
shakes.. and approve the leave telling themselves “hmmm..
I think these guy’s performance seems to be much better
than what I use to do with my HOD…….”…. since they
too have a story….
Conclusion is the place where you get tired of thinking…
Needs are important for everyone and the need of every
teacher is independence, recognition, security and new
experience if the needs of teachers are not met, the unrest
and dissatisfaction among teachers is increased which is
very unhealthy for not only teachers but also for students.
Because even in this world of Google, behind any other
profession, there is a teacher
“I think these guy’s per-
formance seems to be
much better than what I
use to do with my HOD...”

P A G E 6
“Just do what I say”, I’m HOD
Introduction
The head of department occupies a key institutional
position yet the role is a complex and demanding one
which is subject to pressures, conflicts and uncertainties.
Changing Roles and Raising Standards: New challenges for
HODs
i Academic Leadership
The ability to exhibit leadership is of fundamental im-
portance to a successful head. Four areas in which or
through which this leadership is required are: faculty
quality, statesmanship; instructional programs; and stu-
dent affairs.
b. Administrative Leadership
A successful head must be able to handle the adminis-
trative details which make the office function efficiently,
professionally, and effectively.
Success Stories Takeaways
These are some of the takeaways which were practiced
by successful Heads:
 Lead by example: "You must be the change you
want to see in the world.", Don't focus
on you, instead put your efforts into
modeling the very best practice. Be the
first to share ideas; lessons, model an-
swers, revision guides. Put all your
lessons on the shared area, encourage
others to observe you. Not because you
think you're amazing, but because you
want others to do the same, and if they see you do-
ing it, they're more likely to return the efforts/
opportunity.
 Choosing the right faculty: Your first priority is to
recruit the best faculty, it is time consuming, but
worth spending, Keep in mind “Talent is cheap;
dedication is expensive. It will cost you your life.”
 Take responsibility for others’ failures, not their
successes: Some of your faculties may lack confi-
dence and competence, remember every faculty was
first an amateur. Identify their core strength and give
them an opportunity to become more productive and
more likely to succeed.
 Appear to be in control at all times: Smile a lot
and remain calm no matter how extreme the cir-
cumstances. If you do this, faculties will believe
that you are in charge and they will behave ac-
cordingly. If you stop pretending, even for a mo-
ment, faculties will say that you are losing it. And
you will have lost their confidence.
 Respect process: Quick decisions are good and
process takes time. But process permits consulta-
tion, ownership and legitimacy. If your depart-
ment has clear processes, for example, for incre-
ments or promotion, maintain them. If your de-
partment lacks them, devise them, have them
agreed, and be bound by them yourself.
 Don't do things for NAAC/NBA: Consult your faculties
input into the department if you genuinely care and
you're going to reflect on the results. Remember, Suc-
cessful HoD‟s talk about ideas, Mediocre HoD‟s talk
about procedures, and ineffective HoD‟s talk about their
co-faculties. If you're doing it just because it looks good
then frankly don't bother; it's a waste of your staff's valu-
able time and when the inspectors scratch below the
surface they'll realize it's done purely for effect anyway.
 Tell the faculties what you are going to do, then do
it: This is the basic rule that you must impose on your
colleagues – and maintain yourself – at all costs.
 Do not make the support staffs cry: This is the second
rule. Whatever you conceive and believe, it can be
achieved only by your support staffs. Remember that
your support staff will still be running your department
long after you are gone.
 Maintain good relations with everyone: When a fac-
ulty comes with a story for permission or
leave, patiently read their mind, even their
voice shakes.. and approve the leave. Be-
cause you only know, how much of stories
you would have told with your HOD… You
never know when you will need a colleague
to cover your back.
 Manage your Authorities: Sometimes,
you will need to take a decision to the Principal, Director
or Dean. Remember that these people are just as over-
worked as you are and they too have stories like you. If
possible, never go to them without being able to state
clearly what outcome you prefer and why. Your authori-
ties will give you what you want gratefully because
you‟ve solved a problem before they knew it existed.
 Time out: The larger your department, the more it
needs parties. Food and outings brings faculties to-
gether and keeps them cheerful. They will enjoy each
other‟s company and rediscover what they share.
Conclusion
Respect and caring are the two most important attributes a
department head brings to leadership. Today‟s HOD‟s are
expected to do more with less, Planning and managing the
department‟s resources may be more challenging but there
are big opportunities for HOD‟s – it needs the vision, com-
mitment and discipline to grasp them.
Most importantly, know where you're going as a depart-
ment. Set the focus as a team of what you want to achieve;
better results, increase student strengths, better teaching,
etc.. Then work out the steps to get there; better exam tech-
nique, revision materials, whatever. Next allocate jobs, but
do more than your fair share. Finally meet regularly and
discuss how you're getting on with the goal you set. Once
it's achieved, celebrate, tell someone, and set another one.
“Successful HoD’s talk about
ideas, Mediocre HoD’s talk
about procedures, and ineffec-
tive HoD’s talk about their co-
faculties. ”
it doesn’t work any-

P A G E 7
“Jack of all Trades and master of none”
Introduction
Today, most faculties will have a dream that “One day I
will become The Principal”, and the Heads of the Depart-
ment were all been in the race to occupy the most glamour‟s
seat of the institution.
But, in reality, especially in the Self financing institutions
the actual role of the Principals was not as
commanding as it sounds to be. And in most
cases these Head of the Institutions are some-
one who is able to do many things, from cafe-
teria monitor to disciplinarian to systems man-
ager to parent negotiator. Above all others, the
priority one – instructional leader, but in most
of the cases he/she won‟t be an expert in any.
“jack-of-all-trades”, the reason is obvious,
satisfying all the stakeholders such as, Management,
HOD‟s, Staffs, Students, Parents etc.. since the fundamental
fact is “If one try to please all, then they please none”
Too often in most of the self financing institutions, princi-
pals are hired and feel a sense of urgency… to make change
and immediately show that “we can do the job” as the new
principal. The fire should certainly burn as the new leader,
but channel this energy into listening to your stakeholders,
take good notes and learn the history, culture and present
state of the college and community.
Rationale behind
The purpose of this article is to provide a
guidelines for those aiming for the top seat.
This is a framework which is a result of a
descriptive study and provide suggestions
and procedures for achieving there goals.
Successful Institutions “talk the walk” (articulating what
needs to be done) and “walk the talk” (doing what should
be done). These Institutions evolve in academic environ-
ments that are determined to succeed and have no excuses
for anything less than success.
Challenges ahead
Principals are suppose to create the climate, structures and
practices for academic success of all students. For a new
principal in a college with a high percentage of city stu-
dents with academically low-performing may be especially
difficult to create that climate.
These are the some of the top challenges that continu-
ally crop up for colleges to overcome or goals to
achieve.
1. Improve the institutional climate
2. Establish and nurture human relationships among
HOD’s, faculties and administrators, among faculties
and students, and among faculties and parents.
3. Provide opportunities for collaborative planning and
designing curriculum and lessons.
4. Provide staff development opportunities on effective
teaching strategies.
5. Recruit competent faculties who are sensitive and ca-
pable to teach all student populations.
6. Provide guidance to new faculties; protect them from
the influence of other faculties who overtly or covertly
are sabotaging any innovative institutional reform.
7. Map the assets represented in the community and in
families and integrate them into the instructional plan.
8. Organize instruction in innovative ways; build flexibility
into the instructional design.
9. Provide a challenging, intellectually enriching cur-
riculum.
10.Align curriculum both horizontally and vertically.
11.Establish a program that capitalizes on the linguistic
strengths of students and families in the community
12.Ensure and deliver grade-level content.
13.Promote instructional approaches that promote
literacy development and content acquisition.
Suggestions
Effective institutional leadership is often less about giving orders
than about leading through social influence personal connections
and shared leadership. Everyone agrees that principals are crucial
to a college‟s success. But what makes a principal effective. The
following are a common framework derived from successful insti-
tutional leaders across the country:
Vision: They are visionaries with a clear sense of moral purpose.
They have the ability to formulate and shape the future, rather
than be shaped by events.
Courage: They have the determination, willpower, and patience to
see things through. They are willing to take risks and remain
steadfast in the face of challenge.
Passion: They are passionate about teaching and learning, show
great commitment to students, and take an active interest in the
work of students and staff.
Intelligence: They are team builders. They understand the impor-
tance of relationships. They empower their staff
and students and show empathy for all.
Judgment: They make wise decisions. They don‟t
act alone; they involve the whole faculty commu-
nity to move students forward.
Resilience: They are optimistic. They stay ener-
getic and positive. They remain calm in the face of
crises and have strategies to steady themselves in
stormy waters.
Persuasion: They are communicators and storytellers. They are
persuaders and listeners. They are motivators who get people to
do things and go those extra miles.
Curiosity: They always on the lookout for good ideas. They are
excellent networkers and great opportunist who always stay in
touch with the latest trends.
Conclusion
Today, to effectively address financial restraints and enrolment
problems in self financing colleges, Managements are looking for
skilled, talented principals. Principals are made, they are not born.
They are made by hard effort, which is the price which all of us
must pay to achieve any goal that is worthwhile. If you are being
aiming for that glamorous position, no matter who you are, no
matter what you did, no matter where you‟ve come from, you can
always change, become a better version of yourself. Before you are
a Principal, success is all about growing yourself. When you be-
come a principal, success is all about growing others.
As a principal, you must think: “I‟m a leader, I‟m a provider, I‟m a
nurturer, I‟m an encourager.. I‟m the number one determinant to
the success or failure of my college. Great principals can help to
close constant achievement gaps, improve student attitudes about
college and build habits of mind that can change a student‟s life
path
As a principal, today you lead the institution; tomorrow your stu-
dents will lead the world, because “Influence of a good Principal
can never by erased”
“Principals are
made, they are not
born”
- Principals of self financing institutions

P A G E 8
Education: A place where pebbles are polished and diamonds are dimmed
The (Heart) Breaking News...
It seems at recent times, Government too being influenced by
Medias and channels
for giving Breaking
News. The recent GO
about the validity of
those popular 33 courses (most of them of Computer Science
streams) from various State Universities for Government Jobs,
created panic among those who graduated with those degrees.
Rationale behind these issue..
People go beyond glamorous degrees...
 Need an status identity in this world driven by imagi-
nary credits..
 To qualify themselves for the Government jobs
Supply based upon the demand
Universities including State universities capital-
ised on these human desire, used it as an opportu-
nity and created an eco system to cater these de-
mands by advertising degrees with fancy names,
on various forms such as.. Distance Education, Off
campus programs, Virtual Classrooms, On-line
programs.. etc.
To meet the overwhelm demand with their available limited
resources, they started following the corporate models like:
Franchises, Private Study centres, Joint ventures, Study
(Business) partners.
To make use of these business opportunities, the non perform-
ing educational institutions grab these offers to make use of
their unutilised resources such as Human Resources and infra-
structure for the little revenue given by the universities.
Bad to worst...
These situations worsen, when they find an opportunity to
exploit those students by allowing them to violate the basic
norms such as attendance, internal marks, submission of as-
signments, practical marks, record submission, etc.
Win-Win Model
It was a Win-Win business model for all the stake holders, such
as Universities, Franchise centres and Students
Universities: It was a quick and effort less revenue generating
strategy along with grabbing the market share in this sector,
usually the profit share among those franchise centres will be
anywhere between 60:40 to 80:20. And most of the overheads
will be borne by those franchises. The universities major role
will be Student enrolment, Issuing study materials, Conducting
of the examination, evaluation, result declaration and issuing
the degrees.
Franchise centres: It becomes a Status symbol for the Fran-
chises, there are centres.. conduct their own certificate and di-
ploma courses giving an impression that they are the Univer-
sity affiliated centre. Beyond that, they can make use of their
unutilised resources, even the share given by the university is
very meagre, still they prefer, because they devised a New
Business model devised for revenue generating mechanisms
from students for easing the student‟s academic burdens such
as: Attendance, Assignment, Practical classes, Records, Project
work etc.
This was a new Business model, emerged as a minimum effort,
risk free, low cost, maximum profit in a short time.
Students: It will be much cost effective process and it is a
greater advantage for students, to get an effortless, quick de-
gree from a recognised university, without affecting their per-
sonnel and professional commitments.
Theory of Supply Demand
Taking the Demand supply theory, the supply usually gets in-
crease, when there is an increase in demand. It has happened
here… The university has started increasing its courses whenever
they find there is an increase in student‟s enrolment and in one
point of time they gone to the extreme by adopting the “Buy one
Get one” model by offering Dual Degree, Double Degree and
Integrated PG courses. We have seen one of our State University
have come out with 21 different MBA programs. The unfortunate,
yet truly exciting thing about our life is that there is no core cur-
riculum. The entire place is an elective.
The Blaming Game...
In this process, all the three stakeholders
are Universities, Franchise centres and
students are equally responsible. .... it is no
point in blaming only
the universities... students
are also equally responsible to this present
scenario..Today‟s Graduates differ from their
previous generations in many ways, in par-
ticular they brought up in the culture of
Google, Wikipedia and Ctrl C + V. Most
Successful people will certainly accept, that in their campus life,
their greatest lessons came from outside the classrooms and their
learning‟s doesn‟t stop just because they received a degree which is
just “a piece of paper”, your degree is nothing but a passport
which is just an identity, but you need the Knowledge which is the
real visa to travel in your life, the end is often the beginning. The
beautiful thing about knowledge is nobody can take it away from
you.
Excuses...
Students often give an excuses that ”we don‟t have enough time”,
but you have exactly the same number of hours per day that were
given to Bill Gates of Microsoft, Steve Jobs of Apple, Jack Ma of
Alibaba and Mark Zuckerberg of Facebook. The most common
factor of all these successful people was their academic failure and
the take away from them is “You can fail at what you don‟t want,
so you might as well take a chance on doing what you love, if op-
portunity doesn‟t knock, build a door and go the extra mile, be-
cause it‟s never crowded.”
Following the Trend…
Students have a tendency to choose their carrier options by the
current industry trends instead of their core interest... We have
seen these trends in recent times.. Medicine, Engineering educa-
tion, Teacher Education, Commerce & Management, Hotel & Hos-
pital Management, Distance/Online Courses. And we use to jus-
tify it has “Need based education”, at present we can see a wave
towards: UPSC and TNPSC for government jobs, NET and TET for
Teaching Professions, NEET fever around the country for Medical
Education..... and the story continues...
Take away: Follow your heart…
Do not follow where the path may lead, go instead, where there is
no path and leave a track, otherwise very soon you will be more
disappointed by the things that you didn‟t do than by the ones
who did it, so come out of the safe zone, you have brains in your
head, you have feet in your shoes, you can push yourself in any
direction you choose, you‟re on your own, and you know what
you know, you are the person who‟ll decide where to go, have the
courage to follow your heart and intuition to explore, dream and
discover because difficult roads often lead to beautiful destina-
tions. The direction in which education starts a man will determine
his future since, true education is the kindling of a flame, not just
filling of a vessel and its core function is to teach one to think in-
tensively and to think critically.
“Every time you point a
finger in scorn—there are 3
remaining fingers pointing
right back at you ”

P A G E 9
Chase your passion, not Pay,Position,
Promotion or Pension
Entrepreneurship skills, Decision making, Leadership, etc.
After their life long services in the government institutions,
once they retire, most of these teachers regret for the chances
they didn‟t take.
Opportunities ahead
In private sector many educational reforms are being done due
to privatisation and globalisation of educational sector by edu-
cational policies, practices, protocol and similar parameters; it
opens the door in the process of integration, exchange, and
interaction between people, ideas, resources and opportunities
across national and regional borders. Subsequently these cre-
ated an opportunity for those competent private institution
teachers to show case their talent, hence for them age is just a
number.
Opportunities often come hidden in the form of suffering or
temporary defeat and those who initiate change
will have a better opportunity to manage the
change that is expected.Recently we use to see,
there are many research projects funded by both
National and International funding agencies
have been granted to many institutions across
the country and most of them were private insti-
tutions and only few premier government insti-
tutions and we hardly find Government colleges
have bagged these opportunities..the reason is
obvious “Infrastructure”.
Comparing with Govt. institutions, private insti-
tutions have more opportunities such as:
 Industry Academia networking
 Collaboration projects with various research institutions
 Travel grant for visiting abroad for conferences and seminars
 Exchange programs with foreign universities and institutions
 Opportunities to be Visiting faculties for various higher educa-
tional institutions
The future growth of these private institutions teachers relies
on competitiveness and innovation, skills and productivity. If
they can do just one thing well with much conviction or pas-
sion, they will be needed by someone.
Comparison is the thief of joy
Be it is Government or private, teachers are the builders of
nations character and intelligence; they spend their lives edu-
cating our students, the philosophy of our todays class room
will be the philosophy of future government. Comparison is
the best way to judge our progress but not with others, com-
pare your yesterday with your today and your achievements
with your goals. Personality begins where comparison with
others ends, so let us stop comparing since there‟s no compari-
son between the sun and the moon. They shine when it‟s their
time.
Time for Change
Everyone faces challenges in life, it‟s a matter of how you learn
to overcome them and use them to your advantage, your life
does not get better by chance, it gets better by change. No mat-
ter who you are, what you did, where you've come from, you
can always change; if you can change your perception, you can
change your world, become a better version of yourself.
Teachers questions, this time to Govt.
Nationalism is the courage to challenge the government
when it's wrong, but the recent Government teachers‟ pro-
tests have triggered massive vibrations among the teachers
in private institutions. There were mixed opinions are been
trending in social medias which are gone viral.
Perceptions vs. Reality
Private institution teachers often in a perception that Gov-
ernment Teachers are in a comfort zone, there are things
known and there are things unknown, and in between are
the doors of perception, at times it is not the reality.
Known: Govt. Jobs are known for its comfort zone such as:
Pay, Position, Promotion and Pension. For most of these
Govt. teachers right from posting to retirement their focuses
were mostly limited to getting promotions, increments and
transfers.
Unknown:There were many challenges such as:
 Discrimination of pay among Govt. Teachers based on their
services and seniorities
 Regarding work load, actually these teachers at times used
to do many tasks beyond class room teachings such as:
 Continuous Documentation work for various audits.
 Mini and major Funding projects (that too with available
limited resources)
 govt. tasks which were non-teaching assignments and
they have no choice too (eg, election duties)
There were exceptions among the Govt. teachers too... there
were many dedicated service minded teachers who inno-
vate with their unique style of pedagogy within their lim-
ited scope and available infrastructure; they were driven by
their personal desires merely for job satisfaction by teaching
those under privileged, for these teachers, happiness is not
in the mere possession of pay or position; it lies in the joy of
achievement, in the thrill of creative effort
Connecting the Dots..
The actual demands of Govt. teachers were read between
the lines by most of the teachers of private institutions and
they started connecting various issues which was not rele-
vant to the present context, which lead to comparing the
salary structure, work load, leave benefits, quality of stu-
dents outcome, etc. The underlying fact is these compari-
sons are like comparing your beginning to someone else‟s
middle.
Comfort zone is your danger zone
Actually there is no such comfort zone exist anymore in
government institutions. The comfort zone is the great en-
emy to creativity; great things never came from comfort
zones, outside of your comfort zone is where the magic
happens, you can only grow if you are willing to feel awk-
ward and uncomfortable when you try something new.
These Govt. teachers might be economically stabilised
when they get retired at the age of 58, but it would have
incurred at the cost of their potentials such as: Creativity,
Innovation, Progressive growth, Sustainable development,

P A G E 1 0
CAUTIONCAUTION
Gender disparity in Academics
Women make up the vast majority among teaching profes-
sion - Yet, only few among the Academic and Institutions
Heads are female. There were major discrepancy about
women in education today and there is many other chal-
lenges women teachers face.
Even those National conferences, seminars, workshops i
attend, I notice that most of the key note speakers were
male; male chief guest, male panellists, male conveners, and
even male presenters all seemed to be the ones in the spot-
light. Where were all the females?
Women make up the majority of the teaching force, yet
there are still challenges that we face in the classroom.
Much of these challenges have to do with
power, communication and unre-
solved biases.
The myth, or the idea
that there are too few
women qualified to
hold leadership
positions, is exactly
that–a myth. While
there may be
q u a l i f i e d
women, are they
holding higher-
education leader-
ship positions
is a area to
discover
Leadership unleashed
In most of the established education institutions, men typi-
cally move from teaching positions in the colleges to the
administrative levels of education such as Dean, Director,
Principal, etc. Whereas the women teachers are expected to
demonstrate the mothering role they have traditionally held
in society.
The current status is, there are more than enough qualified
women in higher education who can fill available leader-
ship positions, and women are being prepared at a greater
rate than men. Women have earned more than 50 percent of
all doctoral degrees since 2006. But despite these encourag-
ing numbers and despite women‟s availability for higher-
education leadership positions, they do not hold associate
professor or professor positions at the same rate as men
Challenging your limits
The employment of women teachers in economic activity
has several beneficial impacts of improving the economic
condition of the family.
In low income earning families in cooperation between
husband and wife, especially, on financial matters is very
important in maintaining the overall development of the
family. Despite women's teachers‟ significant role towards the
overall development of the family, the majority of women
teachers encountered a number of difficulties in balancing
their role between family and job responsibility especially
when they need to work more than the normal working
time especially in Self-
financing institutions.
Therefore, it is com-
mon for the majority
of women teachers
suffering from psy-
chological stress
when they are un-
able to complete the
task at a fixed time.
While they spend the
amounts of time away
from their young children
and family can be considered
as one factor that influence family
conflict.
Family friendly policy
Given the importance and demands of
women‟s participation in the teaching pro-
fession, It is high time that the HR should
initiate the implication of family friendly
policy and its practice that supports the
involvement of the women teachers to con-
tinue their teaching profession as well as the
overall development of the community.
Time for CHANGE
Those Indian women, who got the opportunity to study and
develop, are not lagging behind in any way when compared
with their counterparts in other highly advanced countries of
the world. It is evident that Indian women simply need an
opportunity to develop themselves and broaden their outlook,
usually people say time changes things, but you actually have
to change them yourself.
Things are changing, it is happy to see
that Dr. S. Thamarai Selvi, Professor
in Computer Science from Anna
University has been appointed as
Vice Chancellor of Thiruvalluvar
University
A greater number of female teach-
ers in computer science courses
resulted in improving the quality of
various parameters in girls' education,
including access and retention, since teachers have a large in-
fluence on students‟ decision to study computer science.
Rise of women does not mean the fall of men, In the present
progressive age it is desirable that men and women hold the
same status in society.
Women Empowerment zone ahead

P A G E 1 1
Self-financing Institutions
Family owned and promoter run Academic Institutions
are playing a vital role in higher education space for long
term value creation in Tamil Nadu. We are witnessing a
huge difference in the style of management of our Aca-
demic institutions between the promoter managed and
professional managed, and many of these Institutions
have had a mixed record in attracting and retaining high
quality Academic talents.
Promoter managed
Since the promoters have their money invested in the
institution they are more interested in creating long term
return on investment value versus the professionals who
are more concerned about short term profits because
their remuneration and incentives are dependent on that
only. It is argued that since they have started the institu-
tion and withstood tough times to get the institution to a
respectable position they understand the culture of the
institution better than anyone else.
Professional Managed
Professional managers should be
at the wheel of the institution say
that promoters often lack the spe-
cialized skills required to run an
institution whereas professionals
have better skill sets to success-
fully manage an Institution. They
argue that promoters control the
academic democracy and are often dictate and tend to
miss the opportunities because they don‟t listen to others
Actual Scenario
In recent times we have seen that there are Institutions,
both promoters managed and professionally managed,
few are doing well while others have made a big mess
which was reflected clearly in the recent NRIF 2019 rank-
ing which is actually depends on the Chairperson‟s Big
Dreams and poor executions. In Tamil Nadu most of the
Self-financing Institutions are family managed with pro-
moters being in charge of managing the Institution and
only few are professionally managed Institutions.
Work atmosphere
A passionate workplace is a function of clarity of purpose
and an empowering culture. The essence is in how well
the department and its heads have managed to inspire
faculties through their vision, how clearly faculties are
able to see „how their role contributes to department and
degree to which faculties are empowered to do their role.
It is not just the promoter‟s interest but the work atmos-
phere and culture.
Faculty Participations
In the initial stage, faculties may have to adjust before
being accepted into the system, but once they succeed
almost become innovators and creators in their own do-
main.
As long as their results show up, faculties are successful.
Good Institution does not look to appoint just faculties but
associates with multidisciplinary expertise and aptitude
towards Research activities. Decision making is faster in the
successful promoter-led institutions. Once there are clear
positive atmosphere, faculties have the opportunity and
freedom to think and act as heads to drive growth
Head’s Quality
There are certain competencies that are common to good
heads, irrespective of the institutional context – for example a
strong drive for results, strategic thinking ability and the
ability to lead and develop a large department. However,
over and above these general leadership competencies, there
are some traits that are core to Academic professionals who
succeed and thrive in promoter led organizations.
Inclusive of external professionals
Timing is an all important question. In the early stages of
growth, too much management is more dangerous than too
little. There is some merit in living with some
“chaos” and letting the Institutions evolve in an ad
hoc way. Yet successful institutions typically reach a
point where bringing in a different type of Aca-
demic talents is necessary to take the institution to
the next level.
The first step is for the promoter to realize that dif-
ferent professionals are required for the future jour-
ney. Incidentally this is often the stage when an In-
stitution progress is visibly slowed down by the lack
of formal structures, systems and processes. Going external
might also be an imperative if there is a sudden shift in the
research domain and Accreditations which might demand a
certain set of skills that is not available in the current team.
Decision Making Framework: Role clarity alone is insuffi-
cient. Decision making clarity is also needed. Who takes
which decision and how? It is important to have protocols on
areas where the promoters will drive decision making and
areas where they will support/endorse decisions made by
the professional. Only then is the Institutions ready to bring
in an external professional in a senior leadership roles such
as Dean‟s, Director‟s and Heads of the Departments.
Takeaways
There are lessons can be picked from some of the successful
Institutions, we have seen few Institutions in Tamil Nadu
they ran into trouble because of the dictatorship of those
chairpersons. And those successful Institutions appoint
academic professionals those are better than them and then
leave them to get on with it. They also continuously look
for people who will aim for the achievements and not settle
for the routine. However it is ideal to have the promoter
has the Chairperson of the Institution and he/she should
be supported by professionals with diverse skills because
success of any institution not lies in ROI, it's about the
reputation which created by their faculties whom the insti-
tution recruits and retains.
Institutional success are measured by the reputation created by its
Faculties not by its ROI
“Good Institution does not
look to appoint just facul-
ties but associates with
multidisciplinary exper-
tise and aptitude towards
Research activities.”

P A G E 1 2
This is summer vacation for all of us, and students
around the country are celebrating and our Faculties too,
no doubt. After a long year, they deserve to take a beat
and get some rest before gearing up for a new batch of
students in the next academic. But, do faculties really get
summers off? the actual fact might shocking rather sur-
prising.
Perception on Faculties vacation
Faculties have a lot of benefits, they officially have the
same holidays as students and perhaps the most attrac-
tive of all is summer vacation, May and June faculties
have almost two months were they lazily lying back in a
pile of cash and laughing at their struggles, this is how
often those confused students, frustrated parents and
indeed, society as a whole think because Summer vaca-
tion sounds like a dream to people in other professions
Summer vacation is a great perk, no doubt about it. But
like so many other jobs and so many other perks…it isn‟t
all as it sounds for today‟s faculties.
A much needed Break
How much of a break do faculties actually get? If some-
one asks what‟s your plans are for the summer do they
say, during this time, we can of course look forward to
vacationing with our family, catching up with friends
and taking some well deserved time to ourselves, proba-
bly not.
The end of March and April is a
frustrating time in a classroom.
Often, grades are due several
weeks before the end of the aca-
demic year and, with assessment
tests over and done with, there is a
“down-time” where teachers find
themselves trying to fill the space
with meaningful activities that
they know won‟t be considered.
A similar thing happens at the start of the new academic
year, when the first few weeks are spent getting students
back flow. Summer can be wonderful, but those last
weeks before the year ends and the first couple weeks of
the next year are certainly difficult.
Self Supported Vacation
Actually faculties who don‟t work in the summer aren‟t
really on vacation like the way others think since they
have a job that runs only ten months a year and they are
paid, and contracted, for the months that the Institution
is open. In fact, faculties aren‟t enjoying a paid vacation
in the summer; instead, they just give their management
an interest free loan, and allow them to pay the faculties
over 12 months instead of 10, it's not vacation time, it is
supposed to be their compensation for their overtime
work. It‟s part of the reason that faculties make less than
other professionals.
Vacation is a 2nd Job
Although summer vacation for many faculties‟ means a
second job.
There is much more a faculty can do with their summer
away from the classroom. Summer vacation is a chance to
relax, but the fact is they do many things which related to
their profession such as:
 Qualifying for UGC NET / SET
 Doing coursework for their Ph.D
 Enrolling for on-line courses like NPTEL, SWYAM etc.
 Attending FDP‟s, Seminars or Workshops
 Preparing for Journal Publications
 Planning for Organising Department Conferences
Plan for Next Year (Lesson Plan etc)
Many teachers don‟t get a “break” from their institution at
all, because they go right back into the classroom for sum-
mer-school and training jobs. Other faculties become wait-
ers, clerks in department stores updating supply stocks, or
work outside doing canvassing and marketing or admis-
sions
In Marketing
It was a usual practice where these faculties will be allotted
duties in their Institution stalls in Education and Carrier
fairs. But, today many faculties of self-financing
colleges are now being compelled to do canvass-
ing students for admission, by approaching
nearby schools and standing in the gate and dis-
tributing pamphlets, collecting students‟ database
from the schools and contacting the parents and
students for admission. They literally converted as
marketing professionals and to the worst case they
are doing door-to-door canvassing.
It is not matter that how good and qualified fac-
ulty one is, but they will never be good enough to
be a professional marketer.
These faculties are being given targets failing to reach it
their vacation salary won‟t be paid. The most unfortunate
scenario is to face the same students as a teacher for the
next three years.
for God's sake ...
People.., hold on before you get too jealous of teachers hav-
ing the summers off... when you about to meet your child‟s
teacher this summer, or when you see your friend who is a
faculty, please don‟t say, “Oh, you‟re so lucky you get sum-
mers off – must be nice!” Instead, show them that you
know there‟s a little more to it than that. Because for the
sake of our children‟s and tomorrow‟s citizens they sacri-
fice most important things in their life, family time, their
desires and their dignity... Sacrifice is a part of their life. It's
supposed to be. It's not something to regret. It's something
to aspire to.
Summer Vacation for Teachers:
Myth or Reality? Dr. C.V. Suresh Babu
Summer vacation is a
great perk, no doubt
about it. But like so
many other jobs and so
many other perks…it
isn’t all as it sounds for
today’s faculties.

P A G E 1 3
A Journey towards Quality – triggering survival issues
UGC have started many reforms in ensure the quality of
education in our universities, which have given direc-
tions for the universities to insist the minimum qualifica-
tions for the teaching positions. Subsequently on the di-
rection by the Madras High Court, a circular issued by
the University of Madras recently has directed the princi-
pals of aided and self-financing affiliated colleges to ap-
point qualified teachers in their institutions failing that
their course affiliation will be cancelled.
Cause Effect- a side effect
 All of sudden there were a huge rush in the
deemed universities for Ph.D registration.
 Agents were appointed for Sourcing Quali-
fied faculties
 Faculties hired per day base from Neighbour-
ing States.
 Faculties at home for personal reasons were
called for inspection
Interview – Hype created
Recruitment advertisement were been
continuously published in leading
news papers, faculties desperate for a
change use to apply, only few Institu-
tion call for an Interview for the appli-
cants. Candidates have to fill up a pro-
file which runs to 4 to 8 pages which
collects entire information about the
candidate which also ensures to include many docu-
ments (Horoscope has not been asked so far).
Interview will be conducted before a panel which in-
cludes a university representative; all formality questions
will be asked and finally the core objective of the selec-
tion- salary negotiation process will start... a general re-
sponse regarding the salary will be “As per Norms” and
the salary will be usually ranges from 12000 to 20000 for
Ph.D with NET. (No one knows who‟s Norms it is..). Bar-
gaining will done for experienced candidates for 2000
more!!!. Only few institution issues offer letter, many
gave the traditional reply “We will let you know”
Trend towards Arts and Science...
There was increasing demand this year for B.Sc/BCA
among students due to fall of demand for engineering
courses. Many New arts and science colleges were been
started... few existing engineering colleges and few schools
have shown their existing infrastructure for starting new
colleges, which created massive demand for teachers for
arts and science colleges
Qualified teacher shortage- A created illusion
Every year there were many aspirants clear NET and many
Ph.D‟s are getting awarded. The State Eligibility Test for
aspiring teachers has been regularly held in the State. The
Bharathidasan University, later Bharathiar University, and
in 2016 the Mother Theresa University conducted the test.
But the State has no registry of the number of candidates
who have cleared the test, but the supply of the qualified
teachers is constantly growing. The actual issue is not the
qualified teacher shortage but the compensation for those
teachers. For a Ph.D approximately one has to spend 5
Lacks and for NET considerable expenditure occur by
heavy fees for those Training Institutes and Salary loss on
preparation days.
Qualifications vs. Quality
Any reformation is always right about what's
wrong. However, it is often wrong about
what is right.
Qualification what we mean is a piece of pa-
per, it is a license. People work hard to ac-
quire it just like how we try to get a Driving
License, but it doesn‟t mean that you have a
confident to drive a car, on other hand we
use to see people drive confidently even without a license.
This is obviously applicable for the teaching profession.
Qualifications such as NET and Ph.D are the demonstrated
hard skills and accomplishments that prove to the Univer-
sity that you are Knowledgeable. Qualities are the compe-
tence which is those soft skills that tell the kind of person
you are. Good personal qualities are important for teachers.
Those who qualify will not necessary be a competent
teacher and many of those existing competent teachers are
not been qualified.
and the story continues....
Still majority colleges continue with M.Sc/MCA & M.Phil
with 12000 and the rural colleges not even crossed 10000
and the most unfortunate fact is those college placement
departments make sure that their B.Sc/BCA students get
salary between 8000 and 15000
Implementing UGC qualification:
Good, Bad and Ugly side
Those who qualify will
not necessary be a com-
petent teacher and
many of those existing
competent teachers are
not been qualified.

P A G E 1 4
Campus as Employment Exchanges
Employment Exchange Act 1959, which now colleges
started implementing by assuring every student should
get placed. Hence, formulates training and placement pol-
icy through an exclusive department for Placement Train-
ing which help the students to seek appropriate employ-
ment through Campus Placements
Reason behind…
Campus Placement has become the norm countrywide.
Often, a college is valued on the basis of the campus place-
ments it can facilitate, irrespective of the discipline of aca-
demia. These trends started with engineering colleges and
now it is influencing the Arts and Science colleges. And
these Institutions justify it by saying “…the purpose of
doing so is to identify the talent that would
fit in a particular organization before they
graduate from their degree The process
aims to optimize the time required for a
student to take the right step in the corpo-
rate world.”
Industry-Academia partnership
The core objective of involving Industries
was for the Real world knowledge sharing… but.. the fact
is, most of the colleges have tie ups with corporate who
often are looking for young talent and are welcomed to the
campus in order to pick up students who could join their
organization. These seem to be quite interesting, but the
real scenario was completely different. The top companies‟
expectation for their work force hardly met by these final
year students…hence, Pre Placement Training becomes
inevitable.
Placement becomes Department
Realizing the importance, most of the colleges have
formed a separate department for placement and training
which helps in arranging interviews and often helps in pre
placement training. Today, Placement Training programs
occupies major part of the academic calendar and at times
regular classes have to adjust. Following are few of the
areas which are covered and students are trained in the
following areas:
 Pre-placement Talks: To brief the students about the
company and the positions at offer
 Written Test: To understand the aptitude level of a
student
 Group Discussion: To check the group skills and pres-
ence of a student
 Technical Interview: To check the academic compe-
tency of a candidate
 Formal Interview: To understand the overall motiva-
tions and aspirations of a particular candidate
Campus Job Fairs
Once in a year campuses are transformed into a job fair
venue, like annual day and sports day, Job fairs in cam-
puses become an yearly event. Number of unauthorized
companies participate in these Job fair, interviewed
candidates in a single classroom, HRs taking the corners
and job seekers sitting in rows facing them. So began the
next round of interviews for jobs that had already been
“confirmed” and then ask them to undergo training on
payment basis. Some students who pay money to get place-
ment training do end up employed, but often in an improb-
able profession like call centers
Mushrooming of Training companies...
The Pre placement training programs are conducted by the
in-house trainers as well as the experts from industry. Pre
placement training teams from industries usually visit the
campus and educate the students on the process of selec-
tion and train them to face the interviews effectively. But
after over a period of time top companies have not shown
much interest in recruiting the fresh and
train them. But, the faculties were forced
to bring Industry experts for the pre-
placement training programs, making use
of these opportunities few years back..
many fake companies managed to gain
entry into the campus of many colleges
by misusing the vendor entry cards is-
sued by the top companies. They started operating within
the campus; they have everything in place, from fake com-
pany letterheads to a fake office on the company campus.
Devastating Training Strategies
The students were taught technical terms about the differ-
ent categories of call centers and what they do. Three-
fourths of class time use to spent on the art of self-
introduction. The trainer use to have a formula: first state
your name, then where you are from, where you live, your
education, your experience, and, finally, your hobbies. The
most unfortunate thing is.. “After studying core subjects for
six semesters, finally judged upon the ability of tying a knot
and Communication skills in English.”
Hate Stories..
There were students complaint blogs are full of stories
about final year students being exploited by dodgy compa-
nies. Training companies guarantee jobs that don‟t exist.
Sometimes under institutional pressure, faculty members of
colleges have been accused of promising placements in
exchange for the Industry Academia collaborations.
Placement is not Higher Education…
Higher education has special value in the emerging knowl-
edge society. It contributes directly as well as indirectly to
the wealth of a nation. Therefore, the country‟s future de-
pends on a massive expansion of education particularly at
higher education level. No doubt, placement training is an
essential part of any college placement as students get a
chance to focus on these and several other requirements
that would help them bridge the gap between the knowl-
edge they have imbibed during their education and how
they can apply that learning in real life situations in their
career. But it should be a value addition in Higher Educa-
tion rather becomes an alternate to it.
Paradigm shift in campuses:
From Imparting Higher Education to Employment Exchanges
After studying core sub-
jects for six semesters,
finally judged upon the
ability of tying a knot
and Communication
skills in English

© Anniyappa Publications
P A G E 1 5
@ Gugu Nanak college
@ Sir Thegaraya college
@ Anna Adarsh college of women
Lions Club of Chennai Elite Starts (District 324 A1) has initiated a per-
manent project to serve “Economically weaker section” students by
sponsoring them for their Academic books for their entire course with
association with Anniyappa Publications. For further details please con-
tact anniyappapublications@yahoo.com

@ Annai Vellankanni
P A G E 1 6
@ Sridevi College
@ New Prince
@ Alpha college
@ SSS Jain college
@ KRMMC
@ Alpha

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