VIVA 1st Year Presentation_Sachin Sardar.pptx

Presentation
for
VIVA
SACHIN SARDAR

Ms. Rubeena Singh
COO at moneycontrol.com

Learnings:
• This video proved to be very motivating as it illustrates the best example of Indian
Career Women. She started her career 15 years ago with star plus,star gold, star
news,etc. channels.
• She also said when its your first job you don’t even know what to exactly to expect.
So her expectation for job was she could sit in a large port room, talking to clients,
well dressed in suits but the reality was quite opposite than her expectation as she
had to wear casuals. Even though she had fun with all her colleagues, clients and
she still continues a good healthy relationship with them.
• Besides that there was a lot of learning too. Star at those days was in its
composition. So she finds herself fortunate to work with best professionals and had
a lot more to learn from them.
• She worked with star for about 4 years which was basically an entertainment
channel in which she did her best but she also was familiar with news so after which
she joined CNBC Aawaz which was a news channel.
• As per her views entertainment and news were different because in entertainment
everything is preset but in case of news it is getting more influence set, getting
them to talk about you, getting them to know about frequency but other than that
the basics remains the same.

• She had a fantastic status in CNBC Aawaz which led her to success and she became the vice
president of it. When asked about her success mantra she said for success there is no need to do
different things but to do same things differently or better than others and also to give 100%
and be focused to the goal.
• As per her re-launch is harder than the launch as in case of launching, it starts with the key state
but in re-launching everything is changed, transfer to new market, audience are changed or the
product and so does expectations. So it was challenging for Star News to launch in India as Star
News English was an iconic brand and AajTak was the leading Hindi News channel.
• She worked for CNBC in south which was very different market and smaller than other plus the
clients were also less in skills so there was a lot of need to apply customized solutions as
compared to other parts of country where marketing is far more practiced.
• She learned the skills of Print Media when she worked for about 11 years in Forbes India and
Forbes Life India which was quite challenging for her even though she did excellent work in it by
growing the branch and calls herself a troubleshooter.
• As in Print Media the news paper is to be printed daily so which must be done fortnight and
which needs extreme discipline and persistency. You just cannot take your eyes off the ball for
single day. So discipline for oneself is what she learned from the Print Media.
• With the help of her excellent team she also managed the magazine and its subscriptions which
were much in demand by then. Effectively her team communicated with the clients by
introducing various categories of magazine which were not so common in those days which
gave them the thrust of increasing revenue.
• She believes focusing on various advertising options and talking with clients persistently they
were able to attract many dealerships and contracts.

• After Forbes Life she joined moneycontrol.com as COO which marked her entry to
the Digital Media Business. From her point of view she saw lot of opportunities in
the Digital Media. She believed that it would be the future of media and when she
got the opportunity to join organization she was keen to work with it which was a
larger role than previous ones.
• She had spent her last 15 years with all those organization wonderfully and with no
regrets and even if she looked back she didn’t want to change anything about
which she feels really lucky to work with different streams as well.
• The only thing that drives her is excellence and continued efforts to do better than
before which she had done till now and look forward to carry the same in future.

Mrs. Shobha Swarup
DIR. HR in Sealed Air Corporation

• Her journey till now was very evolving and exciting .She is happy and fortunate for
her journey so far.
• She started her career as a journalist in well known newspaper Dainik Bhaskar
which was famous in central India and Delhi.
• She believed in fairness that is everything must be righteous, must be done fairly,
so she thought that was her best characteristics.
• She thought management was very structured way of going into people and
fairness equally. So she thought journalism was right thing which she did
natuarally but she was incomplete about academic qualification so she got into
management.
• The part of HR i.e. Human she was attracted to as she always wanted to have
interactions with people. So over all other branches she took HR.
Learnings:

• Sealed Air is very non-glamorous ,be to be industrial selling organization. So she
came from very different background where the audience were quite different as
they were high contact, no commercial people and all of them were either
chemical engineers, food application experts,etc.
• 3 years ago when she joined a typical industrial set-up where attitude was less
important than skills which made her think that the different mind set in India is
parallel shift for de-management leadership, so they started moving to higher
interest skills than attitude as they knew skill is what that can be taught but
attitude is what you have. Once you get your attitude level on board you enjoy
doing your work with more fun.
• By bringing new culture in the company she changed it in a way so that the
employees are taught technical skills as per need but they have now known the
value of attitude. Due to which she says that the employee’s package is formed in a
way that their behavior in industry much more appealing .
• She also said that observing 2012 survey vs 2014 survey of India they have come
with better ratings at global level which she credits to herself.

• She said once they hire a guy they make him to experience everything in real so
that he faces all sorts of responsibility and the environment would teach him
everything.
• She said there are hundreds of people who are hired yearly which all come from
very different culture so they transient them into one single culture.
• Before Sealed Air she worked with Wockhardt, Reliance Broadcast, Tata Finance,
Tata Capital and Glaxo Smithkline Pharmacuticals. This diversity helped her in all
way it could be. And all these diversed industries had same context only the
background changed but context remained same.
• Finally her advice to students pursuing MBA in HR is that to be brutally real to
organization and get into its DNA which means get into its ground realities even if
you know concept of theory but reality is always far away from concept.
• So her suggestion is to bring concept to reality and to be in its rhythm.

Mr. Gaurav Mehta
Sr.VP & Market Director
at Centrum Capital

• From this video I understood various points as he spoke about his journey in various
organizations. His professional journey was fantastic.Overall it was very rewarding
professionally and personally.
• He says, when you start your journey you build your career graph, you have your
own milestones in mind that you want to achive. So he had achieved few of them
but not all yet.
• During his journey till now he was able to build up relationships with professional
friends, clients,etc. across India and overall. Also worked with best brains of industry
who were in front panel of wealth management who were very motivating and
supporting to him which matters a lot to him.
• Since his childhood he wanted to be in finance and wealth management and the
reason was he was very fascinated about bottom lines,balance sheets,profit and
loss market and how things moved and capital markets moved. Besides he wanted
to work in India as well as across India.
• He also says finance gives you much more opportunities like that.
Learnings:

• He said, his father spent his entire career into the banking which inspired him to go
into the finance sector. Though he studied CA but his interest was in business so he
also pursued MBA. He felt that he had a bigger role to play for any organization so
he thought he should have better perspective on business. He says MBA is better
to enhance the bottom line of organization.
• During his stint with Standard Chartered Bank, he set up the wealth management
business and was responsible for the overall business of the region which under his
leadership topped the performance.
• He said, it was the first MNC in that region and he was first employee in it. So he
had various challenges and opportunities with it but always had a very strong
support from top management plus he had a good local knowledge of banking
platform which helped him to set him in an MNC.
• Setting a new business there must be very concentration on client satisfaction and
must work on very small details. It was difficult in setting new business as clients
were new to investment like mutual fund so he decided to first educate them and
when they get comfortbale with take them in.
• During early 2000 environment was not very stable as there were changes in
financial industries, privatelization of insurance company,mutual fund was
reviewed which helped to bring lots of suitable products to client.

• He was very successful in setting a wealth sector as he set up a private banking
business for Kotak in MP and Gujarat. He worked for Kotak in MP for about 3 years
then shifted to Gujarat which he was new to the location and language. But he says
in order to achieve something you need to come out of your comfort zone.
• During that time Kotak was one of the very few private banking sector and had an
advantage of private equity fund and real state fund. When he spoke to various
people about it most of them were new to it so it gave him challenge plus
opportunity to make great business out of it.
• He also continued the same success story in Axis Bank as well. He feels that once
we have build up our own skill and we go on updating it then it becomes our ability
to take our skill portability across organizations but organization must also be
adaptive to it.
• With his skills and experience Centrum has been very successful in expanding its
business all over the world.
• He guides students in Finance that its very challenging stream as it requires lots of
patience but with growing ideas and enthusiasm you can have a fantastic career in
it.

• The fundamental of Channel’s performance is based on following:
1. Coverage:The market which is further divided into route and beat needs to
covered.
2. Availability: It is imperative to ensure to make product available at market place.
3. Visibility: Products don’t sell by themselves so visibility helps us in selling them.
• The second mantra of channel management and distribution is:
1. Width: Sell to more outlets.
2. Depth: Sell more to every outlet serviced.
• One must value the need of chain i.e.distributor,dealer and influencer which leads
to the success channel management.
• Gauging business investment is decided based on market potential assessment
and through knowledge of the geography spread to as to maximize time,energy
and effort.
Learnings:

• Business Investment in terms of:
1. Initial capital
2. Time taken to sell the products from the time of investment
3. Credit period in the market and honoring norms along with
4. Stocking norms and cost of capital/money in the market is important to
understand while calculating returns on investment.
• Forecasting is a most important thing for any business as it has the seasonality.And
one of the biggest challenge that business managers are faced with today is about
the accuracy of forecasting.
• While accurate forecasting will always be a challenge, it is possible to increase the
accuracy levels.
• By calculating the total market potential and the share that a manufacturer has
based on sales data available, It is also important to understand the wallet share
which is with respect to the sale in specific counters.

• The penetration levels of products is determined primarily through wallet share
and hence market share.
• Though it is important that we focus on our own strategies to build our market,
knowing the industry has to offer to customers through competition is equally
important.
• Needless to say that we don’t have to react to every move of our competition, it is
better to learn best practices, adapt to changes and proactively lead changes in the
market.
• Be it product quality, price pointers, promotions, new marketing strategy
introduction or channel strength, one needs to keep agile of the changing market
scenarios all the time.
• The strength and performance of a channel partner plays a key role in the process
of an organization.

• Channels go through multiple stages of growth. Following are those listed:
1. Incubation: Needs hand holding, coaching and guidance
2. Performance: Needs constant support to grow beyond the initial stages
3. Sustainability: once the channel starts performing, sustaining volume of growth
apart from value is critical for the business partner to stay motivated.
4. Retention: At this stage, the channel partner feels that there is no more to
achieve and the market is saturated.
• The channel needs to be fed with various value additions to the business apart from
money.
• The value balance needs to be titled so very strong that the channel feels that the
cost of leaving the system is much higher than continual efforts which helps them
keep afloat.
• Another area of focus could be introduction of the channel to newer and modern
businesses that the company could be planning for the near future.

• An entrepreneur or even the industrialist hesitates to advertise.
• Some misconceptions about it are:
1. Advertising is a costly affair.
2. Advertising makes a short term impact
3. Advertising happens to be an additional expenses.
4. We don’t need publicity.
• There are a lot of opportunities in advertising as it plays a vital role than marketing
and sales team.
• It widens marketing area, no geographical constrain.
• It communicates wider and faster.
• It is link between seller and buyer.
• It has no language barrier, visually we can advertise.
Learnings:

• It increases the sales and ultimately profit.
• It can attract and persuade target customers by reminding about benefits and
discounts etc.
• It plays important role in brand building.
• Widely the meaning of advertising is, “If you have a product or service to offer the
world, advertising starts with market research and finds a unique selling point of
your product or service, through a best content about your product or service with
creative design and best concept selecting effective media which communicates
faster with various promotions which attracts and persuade to target customer to
buy and build your BRAND from roots to fruits and establish NICHE place in the
market is all about ADVERTISING”.
• Market research plays a vital role in Advertising, it facilitates to find:
1. Target customers
2. Scope of business
3. Demand or requirement of target customer

4. Strength of competitors
5. Number of players in the market
6. Demand and supply ration in the market
7. Gives strength to marketing, advertising and selling strategy
• Mediums of advertising are as follows:
1. Advertising stationary:Visiting Card, Letter, Billboard, Broucher, etc.
2. Print media: Newspaper, Magazine, Bulletin
3. Outdor media: Hoarding, Bus, Bus shelter,Train, Rickshaw, Airport, etc.
4. Electronic media:TV channels, Radio.
5. Digital media: Email, Website, App
6. Social media: Facebook,Twitter, Blog, etc.
• Media planner choose effective media which gives best results and attracts
target customer within the advertising budget.

• Media planning depends upon:
1. Product or service
2. Age, gender, literate or non-literate, language, economic conditions of end user
or customer
3. Target area or place
4. Budget of advertiser
5. Suitable and available mediums
6. Advertising rates of medium and their viewership ratio
• Advertising agency provides services to advertiser: Marketing research, Designing
of advertising campaign, Media planning for advertising campaign and Brand
development.
• Career in Advertising: Marketing Executives, Sales Executives, Art Director, Studio
Manager, Graphics Designer, DTP Operator, CopyWriter, Media Planner,
Accountant and Photographer.

• RECORD- means proof of existence and that can be used to recreate or prove state
of existence.
• In Insurance industry records means tangible record application forms filled by
customer(insured person) and other documents such as service form and letters.
• In New Business-Operation team-Record Management is Storage of Application
form.
• Application forms are scanned- it creates a copy in an electronic form.
• Before storing it to the external vendor few steps of RMC activities are carried out
in-house.
1. In warding and indexing(Term wise)
2. Sorting and filling
3. Dispatch(to external vendor)
Learnings:

• Indexing is done term wise i.e. no. of years selected by customer on application
form. Base data is taken from the system.
• Logical indexing helps you to take a decision in storing the document.
• Each RMC steps has a exception report which needs to be cleared by the person in
charge.
• The process of record management is as follow:
1. The Branch dispatch application forms, services forms and letters to ops and
service team.
2. Then Application forms are indexed, sorted and dispatched by New Biz, RMC
team.
3. Simultaneously service forms are indexed and dispatched by customer service
team.
4. Finally files and forms are then received by external storage vendor P.N writer.

• The need of integrated system:
1. As the business grows manual indexing of application forms becomes tedious and
time consuming.
2. Dependency is high e.g. master data updation-uploading new policy no’s in
software.
3. Manual intervention has chances of errors.
4. No online summary and exception reports.
5. No back ups were taken on server.
• Automation is vital for every process. It increases productivity and saves time.
• Cost reduction and revenue is a core concern in every industry whether big or
small. It affects over all profit.
• Every organization has a different view on handling and preserving the document.
This area has to be timely revisited to get innovative solution.

4.
Health information management

• Health Information Management(HIM) is the practice of acquiring, analyzing and
protecting digital and traditional medical information vital to providing quality
patient care.
• HIM professionals are highly trained in the latest information management
technology application and understand the workflow in any healthcare provider
organization from large hospital systems to the private physician practice.
• They are vital to the daily operations management of health information and
electronic health records.
• Weaknesses of paper-based medical records have been identified:
1. Illegible handwriting
2. Ambiguous and incomplete data
3. Data fragmentation- each lab report is a separate piece of paper which does not
allow a physician to visualize the progress of a patient’s conditions.
4. Insecure in open, unguarded shelving in a clinic.
Learnings:

5. Poor availability- studies have shown that as much as 40% of the time the paper
record can not be found.
6. In addition, paper records often become bulky with time, which leads to lack of
overview.
7. When the time comes to share this record with another clinician, each individual
piece of paper has to be hand copied, then mailed. It can cost a heavy for clinic to
do this.
8. Employee have to pay the cost of moving all this paper around.
9. Space- heavy rents.
• So the health information management (HIM) is the urgent need of this era.
• Public health decision making is critically dependent of the timely availability of
sound data. The role of health information systems is to generate, analyse and
disseminate such data.
• The health information system has four key functions:
1. Data generation

2. Compilation
3. Analysis and synthesis
4. Communication and use
• The his firstly collects data from the health sector & other relevant sectors.
• Then it analyses data & ensures their overall quality, relevance & timeliness.
• Then it converts data into information for health-related decision-making.
• Benefits of HIS:
1. Providing an alert and early warning capability
2. Supporting patient & health facility management
3. Enabling planning, supporting and stimulating research
4. Permitting health situation and trends analysis
5. Supporting global reporting

• Everyone gets angry.
• But what exactly anger is? The answer to this question is, anger is a potent energy.
The more we observe ‘anger’, it makes one think that, human beings are so unique
and creative in expressing their anger.
• There are primarily 7 kinds of anger as:
1. Anger, due to lack of energy.
2. Anger, due to expectation of instant results.
3. Anger, when one’s ego is hurt.
4. Anger, when one’s heart is hurt.
5. Anger in not able to manage the irritants of life.
6. Good anger
7. Useless anger
Learnings:

• To manage the anger we should not try to control our anger, but we must
channelize our anger for higher purposes. A simple prescription would be to
build awareness, because, the more we become aware, the more the
possibility of we conquering anger.
• To channelize our anger let us accept the outcome.The moment we accept,
peace returns. And with peace, one can move forward with ease to solve the
issue.
• Let us be aware of our anger also its cause. If we don’t know the cause, we
can never correct or channelize it.
• Let us be aware that everybody lives and works for their own reason. Let us
drop the ‘over’ expectation, we have from others.
• Let us be aware that we have 2 choices in every situation.
• Focus on ‘what is in my control’ and don’t bother much about ‘what is not in
my control’.

• Anger is nothing but an expression of helplessness.
• Look for creative solutions.
• Anger leads to lot of hurt.
• During any hurt, we have the power to exercise anyone of the 3 choices:
1. Low morale and inaction
2. Process hatredness and rebel, agitate an fight
3. Convert hurt into growth
• Anger is a potent energy, which should never be wasted for a purpose,
which is not going to serve anything. Major revolutions of the world have
occurred due to a collective anger towards a social issue.
• Anger has a power and let us not waste it for a wrong person.

1. FY17 TO WITNESS UP TO 15%
RISE IN HIRING: SURVEY
• Learnings:
• India Inc’s hiring plans for this fiscal look bullish with over 43 per cent
corporates spanning diverse industries saying there will be up to a 15 per
cent rise in their staff strength during the year, a survey said.
• According to staffing firm Genius Consultants’ survey on ‘Hiring, Attrition &
Compensation Trend 2016-17’, 44.25 per cent organizations believe that
employees with ‘4-8 years’ experience will have the most opportunities in
the ongoing financial year.
• “Around 45.13 per cent respondents believe that both new vacancies and
replacement hiring will take place in a current hiring scenario,” Genius
Consultants’ Chairman and Managing Director R. P.Yadav said.
• Regarding increments, 46.90 per cent of business houses said 5-10 per cent
is the normal range of increments likely in this fiscal.

• On attrition, the report said 52.21 per cent industry folks believe ‘junior’
level employees in their organizations are most susceptible to attrition and
noted that 38.05 per cent of companies think that the anticipated attrition
level in their organization for 2016-17 would be 5-10 per cent.
• A zonal wise analysis shows that the southern region has the brightest
hiring scenario currently, followed by the northern, western and eastern
zones.
• Notably a significant majority of respondents (66.37 per cent) said using
analytical tools such as psychometric tests for hiring new recruits is still not
the norm for the industry.
• The online survey is conducted every year to gauge hiring trends across
sectors.
• Some of the corporate brands that participated in this year’s survey include,
Infosys, Mahindra and Mahindra, Reliance Communications, Alstom India,
TCS, Larsen and Toubro, Vijaya Bank, Schneider Electric India and HCL
Technologies.

2. SENIOR CITIZENS RETURN IN DROVES TO FILL THE SKILLS GAP
IN THE WORKFORCE
• Learnings:
• As the youth struggle to cope with demands of employability,
headhunters woo the post-60 generation.
• Ravindra Kumar retired as a deputy superintendent of police last year. But
time didn’t slow down for him. Rather than step into the comfort of family
life, Kumar joined the Central Bureau of Investigation within three months
of retirement—in a similar job profile to the one he had just left—to help the
agency track criminal investigation from Patna.
• T. Adhikant, a retired superintendent engineer, is helping the National
Highway Authority of India oversee maintenance work of NH 2 in western
Uttar Pradesh. Adhikant is more than happy—he has a good salary, a
respectable job profile and a life without the boredom of post-retirement
routines.

• Retirement is no more than a temporary stop in the journey of personal and
professional growth as they believe their experience and skills can be better
utilized than in the comfort of an armchair.
• As the debate continues on the lack of a quality workforce, both the
government and private sector are happy to offer careers to retired people.
This trend adds a new dimension to the jobs landscape and experts say that
while the youth are struggling to cope with the demands of employability,
experienced elders are being sought—virtually as the new youth.
• “As per rules, you retire at a certain age. But I don’t think 60 is the age to sit
down at home and not do anything,” said Kumar. “I retired in June 2015
from the police department and in September joined CBI—the position, the
profile and the place of work suited me.”
• Adhikant echoed the sentiment: “For 30-40 years, one hones a skill and
suddenly you would not like that proficiency to go to waste. Organizations
have started valuing experience and certain skill-sets. And if you have that,
then a post-retirement job is not difficult to land at all.”

3. ONLINE FURNITURE STARTUP URBAN LADDER ROLLS OUT NEW
MATERNITY BENEFITS
• Learnings:
• These benefits will also apply in cases of adoption and surrogacy. The
new policy is effective 1st April 2016 onwards.
• Bengaluru-based online furniture and home decor startup Urban Ladder has
revised its maternity benefits policy, in line with industry trends and in an
effort to prevent women at mid to senior levels dropping out of the
workforce when they become mothers .
• "We enjoy a healthy diversity ratio - 38% of our workforce is comprised of
women. We intend to take this number to 50%. We had many group
discussions and looked at industry-wide policies, and revamped our
maternity benefits to make our company much more inclusive for women,"
said Geetika Mehta, director - human resources, in an exclusive interview
with ET.

• Previously, women employees going on maternity leave could take three
months of paid leave and an additional three months of unpaid leave.
• Now, under the new policy, women taking maternity leave can take six
months of paid leave, with an option to avail an additional three months of
part-time work on equivalent pay basis, or an additional three months of
unpaid leave.
• These benefits will also apply in cases of adoption and surrogacy. The new
policy is effective 1st April 2016 onwards.
• This apart, the company also provides Rs 1 lakh of coverage for normal and
C-section deliveries. Urban Ladder has around 350 employees in its
corporate team.

4. NOKIA CUTS OVER A THOUSAND JOBS
• Learnings:
• Layoffs in Finland part of cost-cutting programme after Nokia’s Alcatel-
Lucent acquisition.
• Nokia is cutting 1,032 jobs in Finland as part of a cost-cutting programme
following its acquisition of Alcatel-Lucent, the telecom network equipment
maker said in a statement on Friday.
• Finland’s biggest company has cut thousands of jobs in its home country
over the past decade as its once-dominant phone business was eclipsed by
the rise of smartphone rivals.

• Nokia started the latest cost cutting program in April and is targeting €900
million ($1 billion) of operating cost synergies from the Alcatel deal by 2018.
• The company has declined to give an overall figure for global job cuts, but
has said it in talks with employee representatives in about 30 countries.
• Nokia employs about 104,000 people worldwide, with about 6,850 in
Finland, 4,800 in Germany and 4,200 in France

5. TCS HELPS 100,000 EMPLOYERS SIGN-UP FOR PENSION SCHEME
IN UK
• Learnings:
• "It is vital that our IT infrastructure and digital services are able to flex
and scale to meet demand as auto enrollment continues to roll-out.“
• Tata Consultancy Services (TCS) has announced that its UK client, the
National Employment Savings Trust (NEST), has signed up more than
100,000 employers to its auto-enrollment pension scheme.
• Established in 2010 as part of the government's workplace pension reforms,
NEST requires all UK employers to enroll their eligible workforce into a
qualifying workplace pension scheme.
• The rollout of the auto enrollment began in October 2012 and since then
more than three million members have been enrolled with NEST, which
depends on its IT solutions partner and scheme administrator TCS for
delivering outcome-based, end-to-end administration services across all
aspects of the scheme.

• "From a standing start in October 2012, NEST now has 100,000 employers
signed up to the scheme and more than three million members," NEST CEO
Helen Dean said.
• "It is vital that our IT infrastructure and digital services are able to flex and
scale to meet demand as auto enrollment continues to roll-out," she added.
• The IT platforms that underpins NEST's operations including front and back-
office, IT infrastructure hosting and overarching management and
governance of the scheme administration, were all set up byTCS.
• The rapid growth in employer numbers is testament to a strong working
partnership betweenTCS and NEST, the company said in a statement.
• Employing more than 11,000 people in the UK, TCS is one of the country's
leading digital employers.

6. WOMEN ARE BETTER MENTORS, MEN HAVE HIGHER RISK
APPETITE
• Learnings:
• At the workplace, women and men have different strengths, but
differentiation has also created several inherent biases. Behavioural
assessments can help remove much of them.
• Behavioral analytics company Jombay (Next Leap Career Solutions Pvt.
Ltd.), which has over 200 clients, carried out recruitment assessments for
about 35,000 professionals across different experience levels and evaluated
how men and women fared on various traits. Companies use these
assessments to see the cultural fit of recruits and to see the behaviour
fitment of an individual to a role.
• Analysing about 30 traits, the study found that women scored higher than
men on about half of those traits. On traits like mentoring, desire for
perfection and target orientation, there was significant difference between
the two genders.

• “A behavioral analysis helps break some myths and restore a level-playing
field for women especially,” says Mohit Gundecha, co-founder and CEO of
Jombay.
• For instance, traditionally, men are mostly hired for sales-oriented roles, but
the results show that women score much more than men when it comes to
target orientation. So, mapping traits helps recruiters assess candidates
objectively, says Gundecha.
• Similarly, it also helps eliminate some biases about men.
• The study showed that men tend to agree more than women and are also
more process-oriented. It also showed they were better at networking,
stress tolerance and emotional control, among others.
• Some traits at first do not look like good ones to have. For instance, women
score more than men on guilt consciousness.

7. GOOGLE TO GIVE TRAINING TO 1 MILLION AFRICANS TO BOOST
JOBS
• Learnings:
• Partly to shore up credentials as good corporate citizens, large US tech firms
have often funded free education programs to counter charges of low tax
payments.
• Google Inc. is scaling up its digital skills training programs to accommodate
a million Africans in the next year, aiming to deal with high unemployment
numbers on the continent.
• The US tech giant plans to train 300,000 people in South Africa, it said in a
statement Tuesday, a country where 35% of 15-to-34-year-olds are
unemployed. A further 400,000 Nigerians and 200,000 Kenyans will receive
free digital training, while another 100,000 people will be selected from
other sub-SaharanAfrica countries.

• Google said in February that it had trained one million Europeans in digital
skills and committed to training another million by the end of 2017. The
company has also joined the European Commission’s Grand Coalition for
Digital Jobs, an effort to educate more Europeans for jobs in the information
technology sector, along with companies such as Cisco Systems Inc.
Microsoft Corp., Oracle Corp., Samsung Electronics Co., SAP SE and
Telefonica SA.
• Facebook, in 2014, backed the UK’s Web for Everyone campaign, which
sought to train Britons in Internet-related skills. Apple, meanwhile, has
announced it is opening a training center in Naples, Italy, to encourage
Europeans to learn to code. The company has also highlighted the number
of jobs it has created in Europe, both directly through its stores and data
centers, and through the companies that create apps for its iOS ecosystem.
• Amazon said in January that 10,000 new jobs in Europe were the result of its
business in 2015 and that it would create “several thousand more” this year.
•

8. SKILLS ENGINEERS MUST MASTER TO STAY AHEAD
• Learnings:
• Find out why companies constantly encourage their engineering
professionals to re-skills and up-skill themselves.
• Engineering is one domain where your training/education never ends even if
you have years of work experience in hand. Demand for new skills is always
going up.
• To bridge this gap, companies constantly encourage their engineering
professionals to continuously re-skills and up-skill themselves.
• Vijay Iyer, chief business officer, HCL Talent Care, answered queries on
‘Engineering Skills To Master in 2016’ at a recent High Tea session, a career
chat platform powered byTimesJobs.com.
• “In core engineering streams, mechanical and civil engineering, design,
product manufacturing and supply chain will be good areas to focus on,”
Iyer said.

• Undoubtedly, engineering careers have gone under a massive
transformation in the last decade. Defining the course of this evolution, Iyer
said that in core engineering streams such as Mechanical/Civil/Electrical,
technology has begun to permeate faster. So in these streams, it is
necessary to be great at the core subject but also have a good
understanding of technology and its applications.
• Engineering domain seems biased against women. Rarely one will see
women in leadership or decision-making position in this field. While Iyer
accepted the fact that engineering domain is male-dominated, he also said
that this trend will change dramatically in the next few year.
• According to Iyer, a pay disparity has emerged among engineers in core
sectors as compared to other sectors. “Most engineers want technology
jobs and careers. So core engineering sectors have suffered from supply of
good talent. Their response has been to pay more. So today, an engineer
with five years of experience at a steel plant is likely to be paid more for
his/her skills than a batch-mate who joined a tech company as a software
programmer.”

9. TITAN ROLLS OUT VOLUNTARY RETIREMENT SCHEME FOR ITS
EMPLOYEES
• Learnings:
• A bid to reduce head count, Titan says the scheme can be availed by
employees who have either completed 10 years of service or are above
40 years of age.
• Titan Co. Ltd on Friday told BSE that it is rolling out a voluntary retirement
scheme (VRS) to its employees in a bid to reduce head count.
• The watch and jewelry maker, which has a workforce of about 7,558
employees as on the end of 2014-15, said the scheme can be availed by
those who have either completed 10 years of service or are above 40 years
of age.
• The company believes this move will also improve productivity in the
company.

• Titan has been trying to make its brand appeal to the young by expanding
its portfolio to position itself as a lifestyle retailer, moving beyond watches
and jewelry. In January, it also partnered with Hewlett-Packard Co. to offer a
range of smart watches that will be launched soon.
• Titan said it will update the financial impact of this scheme upon its
conclusion.
• Shares of the company fell 3.75% to Rs.355.40 apiece, while the benchmark
Sensex was nearly unchanged at 25,606.62 points.

10. WHAT REALLY MOTIVATES WORKERS? (IT'S NOT ALWAYS
MONEY)
• Learnings:
• What's really driving employee engagement, job satisfaction and career
advancement? According to a nationwide survey from BambooHR,
money's only part of the equation.
• According to new research from BambooHR that polled 1,174 full-time, U.S.-
based workers in March 2016, simple employee recognition, or promotion
to a higher title without a corresponding salary increase and employee perks
can be just as effective as money, if not more so, in rewarding and
recognizing employees.
• The survey revealed that one in five respondents would rather receive a
promotion to a higher title without a 3 percent raise instead of the 3 percent
raise and no title change. And nearly a third (30 percent) of respondents say
they would rather be recognized for their accomplishments in a company-
wide email from an executive than receive a $500 monetary bonus that
wasn't publicized.

• When asked to rank, in order of preference, how they preferred to be
recognized for their work performance, respondents put in-person, verbal
recognition from a supervisor at the top of the list. Second on the list is
direct recognition from a supervisor via email or text, followed by in-person
verbal recognition from a peer.
• Eighty-five percent of employees who receive positive recognition from a
supervisor weekly say they are satisfied in their current job. Eighty percent
of those who receive recognition a few times a month are satisfied with
their current job, and 75 percent of those who receive recognition monthly
are satisfied. Only 43 percent (less than half) of employees who receive
recognition infrequently, or only a few times a year, are satisfied with their
current job, the survey revealed.
• What we see from this survey is that people simply want to know that their
managers and executives really care. They want to know what's expected of
them versus what's exceptional, and how to differentiate between the two.
They want to be rewarded and recognized thoughtfully and meaningfully.
It's that simple.

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