The document discusses Manusandhan 2010, an annual event at Dalmia Institute of Management Studies and Research. It began with ups and downs but provided an enriching experience. It followed an unprecedented path as a panel discussion with eminent HR professionals. The discussion covered key topics like drivers of employee engagement and its correlation to retention, loyalty and performance. Students' questions were answered and the discussion was summarized by a professor. Overall, Manusandhan 2010 provided students an interesting and informative experience through the panel discussion.

1. swered their questions. The discussion was
then beautifully summarized by Prof. Khedkar
in his quintessential style.
The journey of Manusandhan 2010 has been
through its ups and downs. We made some
right decisions and some not so right ones,
however, it has certainly been an enriching
experience. After all, isn’t it rightly said that :
‘It’s better to be a diamond with all its flaws
rather than be a pebble with all its perfec-
tions’.
- Manusandhan Team 2010
Devika Kaushik,.
Priyanka Nikarge,
Leena Rajput.
Topic: Emerging Employee Engagement
Practices – Key Strategy to Superior Or-
ganizational Performance?
“If you’ve built castles in the air, do not worry; that
is where they should be. All you now need to do is
to build foundations under them”.
As we had set on an ambitious plan of making
Manusandhan 2010 an altogether different ex-
perience, we knew we were building castles in
the air. Nevertheless, we were confident that
the foundations would be provided to us. The
immense faith once again shown by our be-
loved Director Prof P.L. Arya in the HR Batch
of 2010-11, the guidance of Prof. Rajan (HOD
– HR) and the leadership of Prof. Ronie
D’Costa (Head – HR Club) provided us with
the foundations we so needed.
Manusandhan 2010 following an unprecedented
path was on the lines of a ‘Panel Discussion’.
The panelists boosted of eminent personalities
like Mr. Aniruddha Limaye (President – Great
Place To Work Institute), Mr. Salil Raghavan
(Head HR- Great Eastern Shipping Company
Limited), Mr. Sanjeev Bhatia (Vice President HR
– Reliance Infrastructure) and our respected
Prof. N. Rajan. The discussion was moderated
by Prof. Vijayan (Principal Consultant-
Empowered Learning Systems and Faculty Mem-
ber - HR, Welingkar Institute).
The discussion started with each panelist sharing
his opinion on the topic. Under the moderation
of Prof. Vijayan the discussion then veered on to
include sub topics like drivers for employee
engagement; correlation between employee
engagement and retention of top talent, em-
ployee loyalty and team performance.
The knowledge and anecdotes shared by each of
the guest panelists made the discussion an inter-
esting and enriching experience. Prof. Vijayan
livened up the discussion with his expertise and
sparkling sense of humour. The curiosity of the
students was also satiated as the experts an-
7 T H N O V E M B E R 2 0 1 0V O L U M E 1 , I S S U E 1 1 I
RISHTIKON
VISION BEYOND HORIZOND
AAKARSHAN 2010
Manusandhan 2010– It’s Different!!!
For More on Aakarshan, Turn to page 3...
Our Alumnus SpeaksOur Alumnus SpeaksOur Alumnus SpeaksOur Alumnus Speaks
(Sneak Peak into Last year’s Manusandhan Ex-
perience)
Manusandhan is a platform for bringing to-
gether stalwarts in the HR field & enabling the
students of Dalmia to gain from their expertise
& insight.
The entire preparation for the event till D Day
was a full flurry of numerous events. There was
immense satisfaction derived at the end of the
event as it was well managed on the organiza-
tion and execution front as well and that too
with a small army of 14 HR people. It showed
that size truly does not matter.
The interaction with guests for the event was
truly enriching and the guests left with a happy
experience.
- Vanessa Crasta
(Vanessa is from the full time batch 2008-10 and
is currently working in Mahindra & Mahindra)
ARE YOU A LEADER OR A
FOLLOWER?
There are times when your spontane-
ity, and not the analytical ability, is
put to test. Spontaneity is a function
of one's belief system. When you are
made to work in a team, you sponta-
neously exhibit certain traits, which
you may be unaware of, but can be
noticed by others. These traits can
distinguish a leader from the crowd.
This, I guess, explains the event. And,
yes it was fun…
- Ashish Borar
(First year, Div D)
MOCK PI
Among the various events conducted in Aakar-
shan 2010, the Mock PI was the most realistic.
The anxiety, preparation and nervous rush be-
fore each of the 3 levels was akin to that of an
actual corporate interview. The interviewers
were prepared as much, if not more, than the
participants. Their conduct was as professional
as it gets. Especially, the 2nd round which was a
stress interview round, was quite a test of
nerves, patience and confidence. Their de-
meanor could shake some of the most confi-
dent of the lot. That said, the overwhelming
presence of Prof. Arya and Prof. Chodhary was
the final phase that tested it all. In a sentence I
would compare the mock PI to three forms of
cricket where the first level was an introduc-
tory T20; the second, a nerve wrecking ODI
and the final one was the true test.
- Mangalam Maloo
(First year, Div A)

2. D R I S H T I K O N
P A G E 2
The next challenge lies in the
need to quantify the significant
factors of influence in organi-
zations.
According to Backgroundmall
it is essential to measure the
things to which value is at-
tached to. Measuring the per-
formance of the people will
enable organizations to
quickly make improvements in
any underperforming part of
the business, to make effec-
tive plans for succession and
to return real value to the
shareholders.
A study conducted by Price-
waterhouse Coopers has
predicted three types of or-
ganizational worlds, each re-
plete with distinct people
management characteristics in
2020 –
The Orange World : Com-
panies would begin to break-
down into collaborative net-
Counseling Skills
HR 2020
As we brace ourselves for
the opportunities that unfold
before us, our aim lies in
matching the knowledge we
have acquired with the ever
changing demands of the
corporate fraternity. As we
envision a different India in
2020 we must acknowledge
the changing dimensions of
the Human Resources func-
tion in 2020.
The primary challenge that
HR in organizations will
continue to face in the years
to come, is the ability to
Manage Paradoxes with re-
gards to their workforce
such as
• Offering well defined
work roles and variety in
workplace
• Challenging work and
work-life balance
• Entrepreneurship and job
security
Can we meet such contra-
dictory needs of employees?
works of smaller organisa-
tions; specialisation would
dominate the world economy.
The Green World : Social
responsibility would dominate
the corporate agenda with
concerns about demographic
changes with climate and sus-
tainability becoming the key
drivers of business.
The Blue World : Big com-
pany capitalism would rule as
organisations would continue
to grow bigger and individual
preferences would belittle
beliefs about social responsi-
bility.
Thus, we hope to equip our-
selves with adequate skills
subject to constant self learn-
ing to meet the the oncoming
challenges.
- Deepika Rao
(deepskr@gmail.com)
The counselor is more of a co-
learner or facilitator than a doc-
tor prescribing medicine.
Next, they went on to describe
the hallmarks of an effective
counselor – Unconditional ac-
ceptance of the client’s emo-
tions, treating him as an equal
rather than a diseased patient,
being genuine (to oneself and
the client as well), concentrating
change efforts on things that are
in control, being non-judgmental
and a good listener (not just
staying shut, but prompting the
other person to speak).
Later they went on to explain
the four broad types of self
perceptions and the respective
styles of counseling. A big I
personality will use the aggres-
It is very aptly said, “God helps
those, those who help them-
selves.” And counseling is all
about helping people help
themselves. On the 6th
of Oc-
tober 2010, Ms. Sulabha Subra-
maniam and Ms.Deepika Dabke
competent in counseling and
even better at training, gave us
an insight into this art.
They began by explaining to us
the 3 pillars of counseling, all
equally important – Rapport,
Genuine Support and Solution.
Still here the main intention of
counseling is not to give solu-
tions, but to help the other
person (or client) to own up
their situations and design and
implement action plans to
make their situations better.
sive antipathetic style, while a small i
personality uses the submissive sympa-
thetic style. However the most bal-
anced personality – multiple small i’s in
the form of a big I – uses the most
appropriate counseling style, assertive
and empathetic.
And to sum it up, They educated us
about the 5A methodology of counsel-
ing – Awareness, Acknowledgement,
Acceptance, , Analysis and Action – all
done while keeping in mind the goal
for the situation.
Thus, it was an enriching experience
and in the end we all agreed with them
that counseling is not just a skill, but a
way of life.’
- Ankit Jain
(ankit.k.jain@hotmail.com)
A Day of LIFE in Mumbai
Although it's time, the city never sleeps
It was up all night but in sobs and weeps
Terrified by the rigorous tremors of
terror
It was nothing but simply our own error
Allowing malevolence yet again to mar a
scar
And letting benevolence to look from
afar
People all over mourning in anguish
Helplessly looking ov'r the city's languish
But enough is enough!
We need to be tough
One by one we'll answer your atrocity
Take you'll by surprise with our audacity
Leaving no room for attacks to peep
It's a promise that we shall always keep!
-Nita March
(First year, Div A)

3. “Are you a leader or a follower?”
P A G E 3V O L U M E 1 , I S S U E 1 1 I
Mock PI
The word ‘IMPOSSIBLE’ clearly unleashes its
affirmative perspective of being ‘I M POSSIBLE’
when 27 HR students wear their interviewing
caps and conduct 240 interviews in 3 hours.
That was the first round of MOCK PERSONAL
INTERVIEW – an event at AAKARSHAN 2010
wherein the juniors were divided into 12 panels
and evaluated on 3 criteria - Communication
Skills, Confidence and Overall Personality.
The second round got even more exciting when
the word “Grilling” was redefined by the HR
students as they had their first share of experi-
ence of conducting a Stress Interview that in-
cluded the Thematic Apperception Test, current
affairs, situational questions to analyze the candi-
date’s soft skills, ability to cope stress, technical
knowledge, creativity etc.
The Third and the Final round was conducted by
Prof. P.L.Arya and Prof. K.K. Choudhary. The
“senior most” combination of the Dalmia Parivar
proved to be fruitful in understanding hidden
attributes of the final candidates. There were
two winners who were selected from the six
finalists.
The event was a great success in terms of both,
helping the HR students to hone their interview-
ing skills and the juniors to know themselves
better so that they could give their best in their
summer interviews.
-Priyanka Shah
(priyankashah11188@gmail.com)
Priyanka Shah was the event head for this
event)
After the HR Club Inauguration and
the Alumni meet, the “Effervescent-27”
lived up to the glory of the HR Batch
09-11 by conquering a new milestone–
AAKARSHAN 2010 .
We did EVERYTHING!! Right from
participating in events like Antakshari,
singing, cricket and throw ball, making
pom-poms for all the cheerleaders,
scripting various slogans for HR and
the participants individually, being the
most supportive audience and then
gloriously win all of these.
We had new events like “Mock PI” and
“Are you a leader or a follower?” that
were introduced and effectively
organized by our HR mates this year.
But that was not all that we had
thought of. The HR Class had planned
something significant for the final day.
The Cultural Evening of Aakarshan
2010 was kick started by a UV Light
Performance done by the HR Girls,
which undoubtedly was a HUGE HIT.
The evening got even more exciting as
we witnessed an impeccable dance
performance by our Prof. Ameet
Dubey followed by one more show
from the dancing divas of the class in
their Hollywood & Tollywood ishtyle;
indeed, leaving the students and
faculties amazed at the everlasting
energy and talent of the HR Batch 09-
11.
-Tanvi Mishra
(tanvihmishra@hotmail.com)
The first round was relaxing. Contrary to
that, the second round had a grilling effect.
However, it could be seen easily that they
were here to stress out the candidate from
the word go. There was a high amount of co
-ordination amongst the panelists. They
proficiently created a challenging atmos-
phere.
Hardik Mehta
(First year, Div B- Mock PI)
AAKARSHAN 2010 reintro-
duced the business game lost in
2007...”Are you a leader or
follower?”
The batch of 2010-12 was ad-
ministered the leadership profil-
ing test to shortlist 20 leaders
who would compete at the next
level. Level 2 was a ‘time and
resource crunch’ situation given
to the 20 leaders who were
divided in groups of 5 each.
Each group had to make a rep-
lica of a part of a Railway Train
in the given time, with proper
dimensions and with the minimal
resources given to them. This was
not all, we put the leaders under
high pressure by giving one team the
power to stop the work of other
groups for 5 minutes and also
snatch manpower from other teams
and add them to your team.
The final blow came when mid way
into the assembly; we swapped en-
tire teams and set them working on
an altogether different part of the
train.
All this was done to shortlist lead-
ers for the next level, by observing
their decision making, team work,
confidence, influence on the team,
innovation and problem solving
ability. The 8 leaders, who made
it to the final level test, were
tested on their leadership quali-
ties on an emotional level. They
were held in a room under the
situation of having survived a
plane crash.
Slowly at many junctures they
were given situations where they
had to eliminate their team mem-
bers, save themselves, decide and
allocate resources required for
survival.
By subjecting the finalists to such
situations the judge – Prof. Ameet
Dubey was looking at selecting a
leader who had the emotional
quotient required along with the
other qualities.
Through all the confusion, stress
and excessive pressure we put on
the leaders, our winner proved
that he had the right mix of quali-
ties required by a good leader.
- Megha Gagwani & Nikita Joshi
(meghagagwani@gmail.com)
(nikita.joshi28@gmail.com)
(Megha and Nikita were the
event heads for this event)
The final round was a real good one with an
esteemed interviewing panel. Really enjoyed
the way the different techniques like inter-
preting the photo and questions testing the
patience level were thrown in the second
round. It was organized very professionally.
-Anish Agarwal
(First year, Div B- Mock PI)
The event was superb as it tested all the
participants on mental and physical level.
The first round was to test how an individ-
ual would react, given a particular situation.
The second round was more of a group
task which involved communication and
convincing abilities. The third round was
very much task oriented involving the deci-
sion making abilities of a person.
To sum it all, it was an amazing experience
and I am looking forward to many such
events in future.
-Karan Mukherjee
(First year, Div A- Are you a leader or a
follower?’)
Karan Mukherjee

4. P A G E 4
D R I S H T I K O N
Crossword
DOWN
1. Ability to produce novel and useful ideas
3. A person who gets things done through other people
5. Vertical expansion of jobs
6. The medium through which the message travels
11. Intense feelings that are directed at someone or something
14. The sum total of ways in which an individual reacts and interacts with
others
16. The ratio of effective output to input
ACROSS
2. Ability to influence a group towards the achievement of a vision or a
set of goals
4. The degree to which a job requires completion of a whole and identifi-
able piece of work
7. An individual’s capacity to perform the various tasks in a job
8. Relatively permanent change in behavior that occurs as a result of
experience
9. An individual’s belief that he/she is capable of performing a task
10. A managerial tool to mould individuals by guiding their learning in
graduated steps
12. A senior employee who sponsors and supports a less – experienced
employee
13. The organization’s informal communication network
15. A third party with the authority to dictate an agreement.
17. A long term strategy on how to attain a goal or goals
-Dolly Damani
(First Year Div A)
CROSSWORD SOLUTION
The Real M eaning Behind Job DescriptionsThe Real M eaning Behind Job DescriptionsThe Real M eaning Behind Job DescriptionsThe Real M eaning Behind Job Descriptions
"COMPETITIVE SALARY"
We remain competitive by paying less than our competitors.
"CASUAL WORK ATMOSPHERE"
We don't pay enough to expect that you'll dress up.
"MUST BE DEADLINE-ORIENTED"
You'll be six months behind schedule on your first day.
"MUST HAVE AN EYE FOR DETAIL"
We have no quality control.
"CAREER-MINDED"
Female Applicants must be childless (and remain that way).
"APPLY IN PERSON"
If you're old, fat or ugly you'll be told the position has been filled.

5. There we were appearing for interviews
to get summer placement – we just
blinked - and here we are appear-
ing for the final placements. The last
few months passed so quickly
that it's actually difficult to be-
lieve whether this is a dream or is this
actually for real!!!
First, The HR Club Inauguration,
then assignments, then the
Alumni Meet, projects, then Manusand-
han, then AAKARSHAN, more assign-
ments and then EXAMS!! Especially the
last month has been as hectic as a
month can be!
The past month has truly been a roller
coaster ride for us. There is so much
happening in the campus this time of
the year that it will surely get embed-
ded in our memories forever.
I am pretty sure that even years after
we graduate from the Institute, we will
P A G E 5V O L U M E 1 , I S S U E 1 1 I
S N E A K P E A K
I N T O N E X T
M O N T H ’ S
D R I S H T I K O N :
• Placements
• Utkarsh
• Projects
• What’s New?
and lots more…...
From the Editors’ Desknever forget Aakarshan. When we
were juniors we thought we had fun
during Aakarshan, little did we know
that it is super fun when you are a
Senior.
Aakarshan is not just getting to wear
T-shirts to the Institute every day for
almost a week, it is like life itself. All
the noise and all the excitement.
Sometimes we can hear all the jingles
even our sleep.
We literally did everything and we
also won in EVERYTHING we par-
ticipated!
But it isn’t just about Aakarshan,
Manusandhan was also a great suc-
cess, the super enthusiastic Batch of
HR left no stone unturned to make
everything perfect. We promised
Manusandhan would be different and
boy was it different! Manusandhan
was a refreshing change from every
other event that happens in the
campus. Prof Vijayan made it so
dynamic that we could hardly be-
lieve that it could be so much fun.
After all the fun it was time for our
EXAMS!! 27 students… 12 pa-
pers… 24 days… 2 major events…
Did the Effervescent 27 prove their
mettle in the exams? Only time
will tell…
- Team Drishtikon
Priyanka Shah
Akansha Khare
Ankita Jhaveri
Saket Deshpande
A novel initiative started by the HR students is
the Live Project. Many institutes have summer
and winter projects for their students. How-
ever the difference between these and live
projects is that live projects are undertaken
during the course of the semester. We ap-
proach companies and offer to undertake or-
ganisational tasks for them.
These are not projects set aside for trainees,
but day-to-day tasks that an HR professional
undertakes. For example, if a company wants
to recruit candidates for a particular position
then the sourcing of the resumes, preliminary
interviews and initial short listing is done by
the live project team and then these candi-
dates are forwarded to the company for their
selection.
As of now we are working on a Live Project
with Mahindra and Mahindra wherein we have
to perform an executive search for candidates
based on the criteria mentioned by the or-
ganisation. Once we make contact with the
candidates matching our requirements we
brief them regarding the various openings in
the organisation and check if they are inter-
ested. If the candidate is interested then we
forward the resume to HR of Mahindra and
Mahindra for them to take it ahead.
This is a great way of learning with firsthand
experience. It also gives the students an op-
portunity to interact with people from the
industry and helps put our theoretical knowl-
edge into practical use.
-Sonali Kapadia
(sonalikapadia@gmail.com)
PlacementsCome November and the entire
campus is abuzz with just one word
‘Placements’. I’m sure most of you
would remember the nervous days
of semester 3 and 4 wherein we had
put on our best shoes, designed our
CV’s and been ready to face the
GD’s , aptitude tests and interviews
of the company we’d like to work
with.
Placement season has started for the
batch 2009-11. This time the market
scenario looks much better than the
last two years, but we have a twist to
take care of. HR batch 2009-11 is a
27 member team. We would like to
turn this huge number into an advan-
tage for our College. We aim at
building a really strong network in
the industry so that we can keep the
industry – institute interface to be a
regular and a value adding process.
We would like suggestions from you,
as you are a part of the industry and
are aware of what the companies
look for in students and the insti-
tute as a whole for placements. Do
write to us at meghagag-
wani@gmail.com to help us build
strong placement partners in the
industry.
-Megha Gagwani
(Megha is Core Member of the place-
ment committee)
Live Projects