Build an Access form that allows HR to access applicants’ resumes

• Date: March 18th, 2008
• Author: Mary Ann Richardson

The managers in Human Resources have asked you to build an Access database of all applicants. This database includes a form that the managers can use to look up all available information on anyone who has applied with your firm. Now they would like to you to add a control on the form that would allow them to access each applicant’s resume without having to search through the paper or electronic files. Once your company receives resumes — e-mailed, faxed, or mailed — a Human Resources rep scans, if necessary, and stores each resume as a Word file in the applicant’s folder on the server. To allow access to each applicant’s file from the Applicant Information form, follow these steps:

1. Open the Applicant database in Design view.
2. On the next blank field cell, type Resume.
3. Press [Tab] and select OLE Object from the Data Type cell.
4. Close and save the table.
5. Open the Applicant Information form in Design view.
6. Click the Field List button in the toolbar.
7. Click and drag the Resume field onto the form.
8. Close and save the form.

Now you are ready to enter a link to the resume file for each record. Follow these steps:

1. Open the Applicant Information form.
2. Right-click the Resume control for the first record.
3. Select Insert Object.
4. Navigate to the applicant’s resume file.
5. Click to select the Link check box.
6. Click to select the Display as Icon check box, then click OK.

The field now contains an icon that links to the applicant’s resume document. The Human Resources manager can double-click on the icon to open the applicant’s resume in Word. Because the link provides the managers with access to all Word functions, not only can they read the resume, they can also insert comments and save them for future reference.

BY:

Amresh Anjan

Surfing the Web at Work

Surfing the Web at Work

by Susan M. Heathfield

What Employers Are Doing About Employees Surfing the Web at Work

Employees spend between one and three hours a day surfing the Web on personal business at work, depending on the study reviewed. Since most studies depend on employee self-reported data, this productivity loss, combined with the concerns employers have for "where" their employees are surfing the Web at work, causes more employers to monitor employee use of the Internet.

In fact, according to the 2007 results of the annual Electronic Monitoring and Surveillance Survey, conducted since 2001 by the American Management Association (AMA) and The ePolicy Institute, the percentage of employers monitoring their employees' Internet use increases each year.

This article will first take a look at what employers are doing in their surveillance of employees surfing the Web at work, as determined by the survey. And, it will also look at why employers believe they need to monitor employees surfing the Web at work.

From the survey results, 66% of employers are monitoring Internet connections. And, 65% of companies use software to block connections to inappropriate Web sites - a 27% increase since 2001. Additionally, employers are monitoring the use of email and telephones.

Employer Surveillance of Employees Surfing the Web at Work

Employers who block access to employees surfing the Web at work are concerned about employees visiting adult sites with sexual, romantic, or pornographic content (96%); game sites (61%); social networking sites (50%); entertainment sites (40%); shopping/auction sites (27%); and sports sites (21%). In addition, some companies use URL blocks to stop employees from visiting external blogs (18%).

Depending on the company, computer monitoring takes many forms: 45% of employers track content, keystrokes, and time spent at the keyboard; 43% store and review computer files; 12% monitor the blogosphere to see what is being written about the company by employees, and 10% monitor social networking sites. Of the 43% of companies that monitor email, 73% use technology tools to automatically monitor email and 40% assign an employee to manually read and review email.

Why Employers Are Monitoring Employees Surfing the Web at Work

Employers believe this employee surveillance is necessary for employee productivity, legal reasons, the safety of company information, and to prevent an environment of harassment. According to Manny Avramidis, senior vice president of global human resources for the AMA:

"There are primary reasons why employers monitor employee Internet behavior at work, depending on the organization and its employees. Employee productivity is key. Some companies will say that trade secret issues are important, not necessarily because employees intentionally share company information, but employees may not realize the importance to competitors of such items as new product features and organization charts. Intranet sites share information employers don't want outsiders to know because of competition and the need to beat competitors to market."

"Other companies are concerned about fraud as far as data security, making sure information is not being stolen. Some companies will say safety and productivity are their key concerns which may involve monitoring employee location via GPS [global positioning satellite], video cameras in production work areas, and security guards to check IDs and the contents of items brought to work. And, other employers will cite potential liability because they have been burned in the courts. Most organizations have some capital to monitor and it's fairly cheap to do it. So they do."

And, it will also look at why employers believe they need to monitor employees surfing the Web at work.

What Employers Are Doing About Employees Surfing the Web at Work

In addition to the concern about the kinds of sites employees are visiting at work for these reasons, a number of additional concerns motivate employers to monitor employees surfing the Web at work.

Litigation is a serious issue to employers said Nancy Flynn, executive director of The ePolicy Institute and author of The ePolicy Handbook, 2nd Edition (AMACOM, 2008) and other Internet-related books. "Concern over litigation and the role electronic evidence plays in lawsuits and regulatory investigations has spurred more employers to monitor online activity."

"Workers' e-mail and other electronically stored information create written business records that are the electronic equivalent of DNA evidence." Flynn noted that 24% of employers have had email subpoenaed by courts and regulators and another 15% have battled workplace lawsuits triggered by employee email, according to the 2006 AMA / ePolicy research. According to Avramidis,

"There are more and more employers placing employee computer use under surveillance because the technology is becoming cheaper and cheaper. No matter how you feel about it, employers that don't monitor will become fewer and fewer, not to nail employees, but because monitoring increasingly makes business sense. It's only going to become more and more significant in America. Employees really need to read and be aware of policies."

"Employers should establish policies to be clear with employees about their employment relationship. A policy acts as a deterrent. In Florida, as an example, it is not unusual to park police cards by the road over night as a deterrent to motorists speeding."

"Where employers often fall short is that they tell employees that they will be monitored but they don't describe exactly what behavior is expected or unexpected. To explain exactly what their expectations are about the policy is important. Educating the employees and explaining the definition of what is fair and acceptable Internet and email use annually is recommended."

While only two states, Delaware and Connecticut, currently require employers to notify employees of electronic monitoring, the majority of employers are doing a good job of alerting employees when they are being watched.

According to the survey, 83% of employers inform employees that the company is monitoring content, keystrokes and time spent at the keyboard; 84% let employees know the company reviews their computer use; and 71% alert employees to e-mail monitoring. This is one of the survey results that Avramidis finds doubtful. He feels that the percentage of employers who inform their employees about monitoring is higher but the employees miss the information. "Most employees receive policies regarding use of office business tools and privacy issues on the first day of employment, but too often they don't read them," says Avramidis.

It would behoove employees to understand their employer's Internet, email, and computer policies and expectations. According to the survey results, over half of all employers surveyed fired employees for email and Internet abuse. The 27% of employers who have fired workers for email misuse did so for these reasons: violation of a company policy (64%); inappropriate or offensive language (62%); excessive personal use (26%); breach of company confidentiality rules (22%); or other (12%).

The 30% of bosses who have fired employees for Internet misuse gave these reasons:

viewing, downloading, or uploading inappropriate/offensive content (84%); violation of any company policy (48%); excessive personal use (34%); or other (9%).

Source Information

In the Electronic Monitoring and Surveillance Survey, done by the American Management Association and The ePolicy Institute, which forms the basis for the information provided in this article, 304 U.S. companies participated: 27% represent companies employing 100 or fewer employees; 27% represent employers employing 100-500 employees; 12% represent employers with 501-1,000 employees; another 12% represent employers with 1,001-2,500 employees; 10% of the employers interviewed have 2,501-5,000 employees and, finally; 12% of the employers in the survey have 5001 or more employees.

By:
Amresh Anjan

Project of Organizational Behavior

Project of

Organizational Behavior

Term Paper on

Maslow’s and Herzberg’s Theories

Maslow’s Theory

Physiological Needs: - Canadian people have more natural resources and less population, so these needs are generally satisfied.

Physiological Needs: - Indian people have more natural resources as well as high population, so they have to work hard to satisfy these needs.

Safety Needs: - In Canada these needs must be taken care because a general people require these needs more to satisfy himself.

Safety Needs: - In India these needs are more required because of high population and less land place. So these needs are to be taken care.

Social Needs: - Some of these needs are widely accepted in Canada but some are not given importance.

Social Needs: - In India also some of these needs are widely accepted but some are not given importance.

Esteem Needs: - These needs are more important because Canada is a grown country and financial strong country.

Esteem Needs: - These needs are also important because India is a growing country, but financially not as strong as Canada.

Self-actualization Needs: - These needs are highly important because Canadian people are more capable of achieving one’s potential.

Self-actualization Needs: - These needs are also important in India but Indian people have to work hard to fulfill these needs because of high population and high competitions.

Employment

Employment requirements are high in Canada because the population is less in respect of land space and natural resources. And Canada is a grown country like US.

Employment opportunities are less in India because of high population and high number of younger people and lees number of industries to apply.

Herzberg’s Theory

In India the job dissatisfaction is more because they more care about hygiene factors or hygiene needs, and less care about motivators in respect of hygiene.

In Canada the job satisfaction is more because they care more for motivators in respect of hygiene.

Facts about Canada

Introduction: - A land of vast distances and rich natural resources, Canada became a self-governing dominion in 1867 while retaining ties to the British crown. Economically and technologically the nation has developed in parallel with the US, its neighbor to the south across an unfortified border. Canada faces the political challenges of meeting public demands for quality improvements in health care and education services, as well as responding to separatist concerns in predominantly francophone Quebec. Canada also aims to develop its diverse energy resources while maintaining its commitment to the environment.

Natural Resources: - iron ore, nickel, zinc, copper, gold, lead, molybdenum, potash, diamonds, silver, fish, timber, wildlife, coal, petroleum, natural gas, and hydropower

Population: - 33,390,141 (July 2007 est.)

Age structure: -

0-14 years: 17.3% (male 2,967,383/female 2,824,189)
15-64 years: 69.2% (male 11,604,723/female 11,490,839)
65 years and over: 13.5% (male 1,927,035/female 2,575,972)

Languages: - English (official) 59.3%

French (official) 23.2%

other 17.5%

Literacy: - definition: age 15 and over can read and write
total population: 99%
male: 99%
female: 99% (2003 est.)

Economy: - As an affluent, high-tech industrial society in the trillion-dollar class, Canada resembles the US in its market-oriented economic system, pattern of production, and affluent living standards. Since World War II, the impressive growth of the manufacturing, mining, and service sectors has transformed the nation from a largely rural economy into one primarily industrial and urban. The 1989 US-Canada Free Trade Agreement (FTA) and the 1994 North American Free Trade Agreement (NAFTA) (which includes Mexico) touched off a dramatic increase in trade and economic integration with the US. Given its great natural resources, skilled labor force, and modern capital plant, Canada enjoys solid economic prospects. Top-notch fiscal management has produced consecutive balanced budgets since 1997, although public debate continues over how to manage the rising cost of the publicly funded healthcare system. Exports account for roughly a third of GDP. Canada enjoys a substantial trade surplus with its principal trading partner, the US, which absorbs about 85% of Canadian exports. Canada is the US' largest foreign supplier of energy, including oil, gas, uranium, and electric power.

GDP – per capita (PPP): - $35,600 (2006 est.)

GDP – real growth rate: - 2.7% (2006 est.)

GDP – composition by sector: - Agriculture: 2.3%
Industry: 29.2%
Services: 68.5% (2006 est.)

Labour force – by occupation: - Agriculture 2%

Manufacturing 14%

Construction 5%

Services 75%

Other 3% (2004)

Export Commodities: - motor vehicles and parts, industrial machinery, aircraft, telecommunications equipment; chemicals, plastics, fertilizers; wood pulp, timber, crude petroleum, natural gas, electricity, aluminum

Facts about India

Introduction: - The Indus Valley civilization, one of the oldest in the world, dates back at least 5,000 years. Aryan tribes from the northwest infiltrated onto Indian lands about 1500 B.C.; their merger with the earlier Dravidian inhabitants created the classical Indian culture. Arab incursions starting in the 8th century and Turkish in the 12th were followed by those of European traders, beginning in the late 15th century. By the 19th century, Britain had assumed political control of virtually all Indian lands. Indian armed forces in the British army played a vital role in both World Wars. Nonviolent resistance to British colonialism led by Mohandas GANDHI and Jawaharlal NEHRU brought independence in 1947. The subcontinent was divided into the secular state of India and the smaller Muslim state of Pakistan. A third war between the two countries in 1971 resulted in East Pakistan becoming the separate nation of Bangladesh. Despite impressive gains in economic investment and output, India faces pressing problems such as the ongoing dispute with Pakistan over Kashmir, significant overpopulation, environmental degradation, extensive poverty, and ethnic and religious strife.

Natural Resources: - coal (fourth-largest reserves in the world), iron ore, manganese, mica, bauxite, titanium ore, chromite, natural gas, diamonds, petroleum, limestone, arable land

Population: - 1,129,866,154 (July 2007 est.)

Age structure: -

0-14 years: 31.8% (male 188,208,196/female 171,356,024)
15-64 years: 63.1% (male 366,977,821/female 346,034,565)
65 years and over: 5.1% (male 27,258,259/female 30,031,289)

Languages: - English enjoys associate status but is the most important language for national, political, and commercial communication; Hindi is the national language and primary tongue of 30% of the people; there are 14 other official languages: Bengali, Telugu, Marathi, Tamil, Urdu, Gujarati, Malayalam, Kannada, Oriya, Punjabi, Assamese, Kashmiri, Sindhi, and Sanskrit; Hindustani is a popular variant of Hindi/Urdu spoken widely throughout northern India but is not an official language

Literacy: - definition: age 15 and over can read and write
total population: 61%
male: 73.4%
female: 47.8% (2001 census)

Economy: - India's diverse economy encompasses traditional village farming, modern agriculture, handicrafts, a wide range of modern industries, and a multitude of services. Services are the major source of economic growth, accounting for more than half of India's output with less than one third of its labor force. About three-fifths of the work force is in agriculture, leading the UPA government to articulate an economic reform program that includes developing basic infrastructure to improve the lives of the rural poor and boost economic performance. The government has reduced controls on foreign trade and investment. Tariffs averaged 12.5% on non-agricultural items in 2006. Higher limits on foreign direct investment were permitted in a few key sectors, such as telecommunications. However, tariff spikes in sensitive categories, including agriculture, and incremental progress on economic reforms still hinder foreign access to India's vast and growing market. Privatization of government-owned industries remained stalled in 2006, and continues to generate political debate; populist pressure from within the UPA government and from its Left Front allies continues to restrain needed initiatives. The economy has posted an average growth rate of more than 7% in the decade since 1996, reducing poverty by about 10 percentage points. India achieved 8.5% GDP growth in 2006, significantly expanding manufacturing. India is capitalizing on its large numbers of well-educated people skilled in the English language to become a major exporter of software services and software workers. Economic expansion has helped New Delhi continue to make progress in reducing its federal fiscal deficit. However, strong growth - more than 8 percent growth in each of the last three years - combined with easy consumer credit and a real estate boom is fueling inflation concerns. The huge and growing population is the fundamental social, economic, and environmental problem.

GDP – per capita (PPP): - $3,800 (2006 est.)

GDP – real growth rate: - 9.2% (2006 est.)

GDP – composition by sector: - agriculture: 19.9%
industry: 19.3%
services: 60.7% (2005 est.)

Labour force – by occupation: - agriculture: 60%
industry: 12%
services: 28% (2003)

Export Commodities: - textile goods, gems and jewelry, engineering goods, chemicals, leather manufactures

By:

Amresh Anjan

Organisational Behaviour: 'B' For Bully, 'B' For Boss-II

'B' For Bully, 'B' For Boss-II

Some self-defence techniques to handle despotic bosses ...

Reading Time: 5 minutes(799 Words)

Key learnings:

• Facts about bullying boss's behaviour
• Self-defence techniques to counter the same

Part one of this mailer discussed the different forms of bullying behaviour demonstrated by bosses. As a sequel, this mailer will delve into strategies that would help workers build effective self-defence strategies to deal with bullying bosses.

Bullying bosses, as mentioned earlier, are becoming increasingly common. This sudden upsurge in their number can be partly attributed to extreme competition leading to even higher stress levels. In addition, personal attributes of a manager add to the misery. Thus to counter the compounded impact of these factors, subordinates need to develop self-defence techniques that would help them deal with their bullying heads more diplomatically.

But before we delve into self-defence techniques, it is important to accept certain facts about bullying bosses. These facts are important revelations and provide a certain degree of exactness to the science of managing bullies.

Bully facts

• Avoid personal confrontations with bullying bosses since it will only worsen the situation.
• Personal confrontation with your immediate boss may be interpreted as a behavioural disorder by other seniors. And hence, your difference of opinion on an issue may get tagged as an act of insubordination.
• Bullies view justification of an action as cover-up of mistakes.
• Make eye contact with your bullying boss. It may annoy him but it will also convey your courage of conviction.
• Emotional bargaining rarely helps with bullies. When it comes to their interest, they are downright practical and insensitive. Hence, any attempt to win them over through emotional bargaining may backfire.

Understanding and accepting these facts will help workers maintain their guard while interacting with bullying bosses.The following self-defence techniques would enable workers to deal with their bullying bosses and rise above the misery of a tyrannical head.

Be systematic and meticulous
Workers need to treat their interaction with their bullying boss as an important strategic meeting. This implies that workers need to be extremely systematic and meticulous in their interactions and make a note of points that they feel are vital for betterment of their relationship. Workers also need to guard against getting emotional about the whole issue unnecessarily. They need to be more practical and approach the problem with an open mind.

Become a thinking warrior
A person's attitude determines his altitude. This implies that it is the thinking power of an individual that determines his success. Similarly, when workers work with an attitude of a warrior, their chances of getting victimised would drop drastically and they will begin to feel more comfortable in the presence of their bullying boss.

Identify subtle signs of bullying
Workers should make a note of even the smallest incidence of bullying. The incident could be as insignificant as a glare but making a note of it would help workers understand the pattern of their boss's behaviour.

Stay connected
Bullies work their way through by alienating their subordinates. Hence, workers need to make an attempt to connect with others around them by taking time out for focussed conversation with a new person everyday.

Work with a positive attitude
Wear a positive attitude. This, however, does not mean that one needs to compromise on one's self-esteem and take everything lying low. It only means that working with a positive attitude would help workers accept a bullying boss and prevent them from resorting to undue acts of aggression.

Maintain confidentiality on your personal front
Experts advise confidentiality of personal information. It is important for workers to guard their feelings about their bullying boss closely. For, unnecessary sharing of such information can complicate matters.

Try and stay in groups
Staying in groups minimises bullying opportunities. Thus, workers should try and stay with colleagues and other managers as far as possible. Bullying bosses generally hesitate to demonstrate their nasty side in the presence of others.

Bully or toxic?

Toxic bosses are a variant of bullying bosses. They are more common than their bullying counterparts. However, they elude the expert eye since their personality is deceiving. They seem perfectly humane initially but lose their human touch almost instantly. They are mean and conniving in their approach. Their ruthless approach to their subordinate's performance is a sure morale -dampener. However, they are great workers themselves. Hence, eliminating them from the system would result in a performance vacuum. Leaders, therefore, need to be extremely careful in dealing with toxic bosses since they can neither be hated nor loved; they just need to be managed.

Bullying or toxic- bosses have to be managed. The only difference between managing such bosses and others is that the experience in such cases is more adventurous. Hence, leaders and workers with an appetite for adventure are sure to succeed in their attempt to deal with their respective bullies.

By:
Amresh Anjan

Boomer Retirement:

Boomer Retirement: The Shortage is Not the Problem...The Replacements Are

by Michael Brannick

For decades, the backbone of America's workforce has been formed from one generation: the baby boomers. Born in the years following World War II, boomers are supposedly on the brink of mass retirement, with economic doomsayers forecasting the demise of the working world as we know it. But as the oft-quoted Mark Twain said, "The rumors of my demise are greatly exaggerated."

More and more signs are showing this workforce exodus either will not happen or is completely skewed in scale. The business world needs to worry less about the boomers leaving and worry more about the arrival of the Millennials.

The Boomer "Problem"

One of the major reasons behind the bogeyman of boomer retirement is the sheer scale. Doomsayers are preaching that the number of jobs will only continue to increase, while the number of available workers (with the boomers retiring en masse) will not be able to meet the talent demand. With almost every company expecting to lose a portion of their employee base through the exodus, competition among employers is likely to heat up, making talented, and therefore desirable, workers more expensive due to the increased need for their skills.

Another reason is the loss of the knowledge, skills and abilities - collectively known as KSAs - possessed by boomers. After having been entrenched in the workforce for decades, boomers often occupy positions that require a high level of technical expertise, business acumen or, at the very least, industry experience. Watchers fear that even if there are enough bodies to fill every position left vacant by retiring boomers, the odds that these new workers will be able to function at the same level as their experienced and knowledgeable forefathers are very low, and succession planning therefore becomes a relevant phrase in the talent management lexicon.

This KSA vacuum plays into another business concern: lost experience. Even if a fresh or recent college graduate can demonstrate the technical or business skills necessary for a position, how can businesses replace the sawy, historical perspective of their former employees? The answer is that they cannot, striking fear in the hearts of CEOs and management boards across the country.

So is business Armageddon at hand? The short answer is no. The proposed shortage of workers is shaping out to be less and less of an issue, with a recent Bureau of Labor Statistics figure showing that by 2012, there will be 165.3 jobs available for 162.3 workers - a shortage, but not nearly as severe as some are predicting. Many boomers also will continue to work longer, past the "normal" retirement age, simply due to poor financial planning. With the dollar falling and the cost of living increasing, the retirement flood probably will shake out to be nothing more than a slow trickle.

As for the KSA drought brought on by retiring boomers, it does not exist. Especially in technical fields, recent upticks in certification numbers mean the business world's technology knowledge base actually is increasing. Professionals are earning certifications in all aspects of technology - from specific coding languages to hardware to networking - making it easier to replace a retiring boomer in a technical position, as candidates can demonstrate immediately whether or not they possess the necessary KSAs for the position.

If Not Boomers Then...?

With the boomer exodus effectively debunked as a major business catastrophe, organizations can set their sights on what is shaping up to be an actual problem: Millennials. The term refers to the newest generation of workers, those entering the workforce in the 2000s. While technically sawy, their collective attitude is something previously unseen in the business community and for which older employers are completely unprepared and unfamiliar.

While previous generations of working professionals were prepared to sacrifice self-interest for their career, Millennials are not. They have a sense of entitlement in their job, as well as a need for constant positive reinforcement and feel that if their requirements for the job are not met, they will move on - and they do. Job hopping, previously considered a black mark on one's resume, is regarded by Millennials as just one notch on their working life's ladder and representative of their pursuit of the "perfect" career.

Reinforcing the Millenial and Replacing the Boomer

Responding to the Millennials' need for constant positive reinforcement can be faced in much the same way as replacing retiring boomers: through certifications. For Millennials, certifications serve as an effective means of positive reinforcement, letting them know that they are competent in their position and are doing a "good job." This validation gives them the feeling that their organization cares about them and will continue to care about them, as they have validation that their KSAs are correct for their position.

Certifications play an even more important role in replacing retiring boomers. Unless your organization uses some obscure legacy system on the back end, filling a technical position with a certified professional can be considered a KSA "upgrade" in some cases. Many boomers in technical positions have alllowed their certifications to lapse or relied solely on their experience to get the job done. By hiring a certified professional, businesses can be assured their candidates have the current skills and knowledge necessary to do the job properly, and possibly even more effectively, than before.

With the rumored worker shortage disproved, businesses must focus on new problems inherent with the influx of Millennials into the workforce. These talented yet fickle workers will require constant positive reinforcement, something that certifications provide, along with the side benefit of showing their supervisors they possess the necessary skills and knowledge for their position. Certifications will not only help organizations replace their skilled boomers, but they can also aid in the management of the Millennial, the true talent management crises du jour.

[About the Author: Michael Brannick is the CEO at Prometric



Compiled By:
Amresh Anjan

HR Headlines: March, 08(Part-3)

IT Companies Tightening Hiring Process To Tackle Fake CVs
Faced with false claims by candidates at entry level, top Indian IT companies have woken up to the need to fine tune their recruitment processes. The IT industry is widely afflicted with fake CVs and employees exaggerating their work experience in entry and mid-level jobs. Most of the times, companies make inadequate background checks and it is difficult to get the accurate picture of an employee at the time of recruitment. This leads to low-quality hires which deplete the value of the company. Companies like Wipro have already started taking measures to tackle this problem. Instead of a single HR head, the company has appointed Mr Pradeep Bahirwani and Mr Satish Krishnan to take charge of recruitment who in turn will make headhunters accountable for every employee that they recommend. Also, IT companies are looking at outsourcing recruitment processes.
Source: 10-03-08 Hindustan Times Compiled By Amresh Anjan

Let Your Employees Blog To Bond Better
Gone are the days when social networking sites like Orkut and Facebook used to give nightmares to the HR department of a company. With the changing face of work culture, many corporate managers are allowing their employees to browse social networking sites. The new age managers believe that blogging and socializing online lets co-workers bond better. In fact, at some places, such social media has emerged as a vital office communication tool. For instance, Tata Consultancy Services (TCS) is trying to leverage online social networking for knowledge creation across its 110,000 employees. In another instance, employees at Webchutney are on G-chat as a rule. Employees even chat with the CEO online.
Source: 08-03-08 Hindustan Times Compiled By Amresh Anjan

ESOPs Bonanza For 20,000 Rcom Employees
Over 20,000 eligible employees of Reliance Communications will receive employee stock options as the company’s ESOPs committee has approved the grant of 17.5 million options for employees based on a specified criterion. Each option would be exercisable into equal number of fully paid-up equity shares of the company. As prescribed in the exercise schedule, the options will start vesting at one year from the date of grant and shall be eligible for exercise up to a period of nine years.
Source: 09-03-08 Business Standard Compiled By Amresh Anjan

B-school Grads Increasingly Taking The Entrepreneurial Route
More and more students at various reputed business schools are opting out of the placement to start their own entrepreneurial ventures. For instance, at IIM-Ahmedabad, 11 students decided to don the entrepreneurial hat, while at IIM-Bangalore, the number stands at four and at IIM-Kozhikode, five students decided to kick-start their own venture. In fact, to abet the entrepreneurial spirit of the students, a few institutes also brought policy changes this year. S P Jain Institute of Management and Research in Mumbai allows any candidate who opts out of the placement process to pursue entrepreneurial interests to sit in the placement process for the next two years. Similar policies are being followed at IIM-A and IIM-Indore. The Indian School of Business is planning to institute a scholarship for students who opt out of placements to set up their own companies.
Source: 12-03-08 www.rediff.com Compiled By Amresh Anjan

It’s Raining Jobs In The Insurance Sector
For jobseekers hunting jobs in the insurance sector, it is boom time. Employment generation is moving at a brisk pace in this sector with private insurance companies such as ICICI Prudential Life, Bajaj Allianz and HDFC Standard Life having almost doubled their employee strength in the past one year. ICICI Prudential raised its staff strength from 16,000 to 30,000 last year while Bajaj Allianz, with current strength of 28,000 employees, plans to add a minimum 10,000 more in the next fiscal. However, with a lack of a ready talent pool, insurance companies are looking to tie up with academic institutes to offer post graduate diploma courses in insurance and management for freshers.
Source: 12-03-08 Hindu Business Line Compiled By Amresh Anjan

Despite Hurdles, Good Times Ahead For The PR Industry
According to a study by Assocham, the Public Relations sector in India is booming and is unlikely to be fazed by high rates of attrition (40%). The study predicts an annual growth rate of 32% for the sector which would double its size to over $6 billion by 2010 from over $3 billion presently. There is an increasing need among corporates to rely on PR Brand building and image management. Currently, the Indian PR industry comprises 1200-1500 agencies with manpower strength of 30,000 to 40,000. However, with a boom in business, skills shortage and rising attrition have become major concerns. Competent workers are continuously being lured by better pay masters.
Source: 10-03-08 www.livemint.com Compiled By Amresh Anjan

President Doles Out Benefits For Women Scientists
Indian President Ms Pratibha Devisingh Patil believes that women scientists can initiate significant social change by working at the grassroots level for women’s empowerment. She exhorted more women to pursue science courses. In accordance with her views, the Government has announced that all Department of Science and Technology aided institutions would provide flexible working hours for women scientists having children up to the age of three years and allocate financial aid to establish a crèche facility in all institutions.
Source: 30-11-99 Hindustan Times Compiled By Amresh Anjan

Tata Group Announces Internship Programme For Women Professionals
For those talented women professionals who took a career break after some initial years of work, the Tata Group has announced the ‘second career internship programme’. The programme is open to women who have taken a career break of less than eight years. It will target women with qualification in management, accountancy, law or engineering. The programme will not only provide a well-deserved opportunity to these women but also explore their expertise.
Source: 11-03-08 The Financial Express Compiled By Amresh Anjan

Satyam HR Job Going To Tier II & III BPOs
GramIT, the tier-II and tier-III BPO centres promoted by Satyam Computers will undertake a portion of human resources management activity of Satyam Computer Services. The company plans to virtualise repetitive HR functions like filing, documentation and other paper-based administrative work to let HR professionals focus on their core job - managing people. The employees in these small town and rural BPOs are from the same or nearby villages. The company claims that its main aim is to give a source of livelihood to youngsters in rural India.
Source: 09-03-08 Hindu Business Line Compiled By Amresh Anjan

India To Bag Bulk Of 1,000 Jobs Outsourced By Nortel Networks
In a bid to save costs and return to profitability, telecom equipment vendor Nortel Networks Corp. is moving a majority of 1,000 jobs from countries such as the US and the UK to India by end-2009. The company will eliminate 2,100 jobs in the US and the UK and move an additional 1,000 jobs to low-cost, high-growth locations such as India, China and Mexico. Currently, Nortel’s $2.1 billion global services business employs nearly 10,000 employees globally.
Source: 12-03-08 www.livemint.com Compiled By Amresh Anjan

Datacraft Appoints New CFO
Southeast Asia’s largest computer data network builder, Datacraft Asia has appointed Mr Stanley Ip as company’s Chief financial Officer. Prior to this, he was Senior Finance Director (Asia Pacific) at Sun Microsystems. At Datacraft, he replaces Mr Philip Chu.
Source: 11-03-08 Hindu Business Line Compiled By Amresh Anjan

Office Communication Tool Turns The Office Timewaster
According to a study by researchers in the UK, office e-mails are taking up huge amounts of work time and are lowering productivity at the workplace. The study reveals than an average employee now spends an estimated 9 minutes to two hours a day in reading and replying to e-mails. Most of these e-mails are spam and junk mails. Currently, the worldwide e-mail traffic is around 196 billion messages a day and it is estimated to reach 374 billion per day by 2011.
Source: 10-03-08 The Financial Express Compiled By Amresh Anjan

Debate Raging In The US Over Work Visas
The number of H-1B visas issued to workers of Indian outsourcing firms has become a topic of hot debate in the US. The program was originally set up to allow US companies to import the highly-skilled workers who are in short supply in America. However, federal government data shows that Indian outsourcing firms such as Infosys and Wipro dominate the list of companies awarded H-1B visas in 2007 with 4,559 and 2,567 approved visa petitions, respectively. They account for nearly 80% of the visa petitions approved last year. Detractors in the US believe that this amounts to abuse of the program as outsourcing firms train low-cost workers in the offices of US clients, and then send them back home to provide tech support and other services from abroad. This leads to undermining the American economy by wiping out jobs, critics have alleged.
Source: 10-03-08 www.rediff.com Compiled By Amresh Anjan

Internet Bank Egg Boss Quits
Mr Ian Kerr, the boss of internet bank Egg, owned by Citigroup, has resigned. His resignation follows the controversy over the bank's decision to withdraw 161,000 credit cards, a move that angered many customers and consumer groups. Mr Kerr was at the helm of things since November 2006. He will be replaced by Mr Bert Pijls, Citigroup's country manager for the Czech Republic.
Source: 11-03-08 news.bbc.co.uk Compiled By Amresh Anjan

US Panel Slams Fat Pay of Sub-Prime CEOs
The House of Representatives Oversight and Government Operations Committee in the US has criticized the hefty pay packages of three US CEOs whose companies were badly hit by the widening mortgage crisis. The three firms- Countrywide Financial Corp, Merrill Lynch & Citigroup- lost more than $20 billion on investments in sub prime and other mortgages. Despite this, their respective CEOs took home fortunes. The panel blamed them of skimming selfish benefits at a time when thousands were losing jobs and home foreclosures were soaring and
Source: 09-03-08 Hindustan Times Compiled By Amresh Anjan

Job Cuts To Follow Google’s Acquisition Of DoubleClick
Following its $3.1 billion acquisition of the advertising technology company DoubleClick Inc, Google is set to reduce the headcount at latter. The immediate task at hand for Google is to match and align DoubleClick employees with its organizational plan for the business. The job cuts will take place in the U.S. and possibly in other regions as well. DoubleClick has 1,500 employees.
Source: 11-03-08 news.yahoo.com Compiled By Amresh Anjan

Bleak Hiring Outlook In The US For 2nd Quarter
According to the global employment services provider Manpower Inc, there has been a gradual slowdown in the US net employment outlook. U.S. employers are less optimistic about hiring in the next three months than they were in the first quarter or a year ago. The outlook fell to 14 for the second quarter as compared with 17 in the first quarter and 18 during most of 2007. Manpower believes that the US sub-prime mortgage crisis is working its way through the system and the poor job index is only an indicator of the lagging economy.
Source: 11-03-08 news.yahoo.com Compiled By Amresh Anjan

New Chief Executive For Reliance Power
Mr J. P. Chalasani has been appointed as the new Chief Executive of ADAG owned Reliance Power. Prior to this, Mr. Chalasani aws on the board of Reliance Energy, whre he has tendered his resignation now. He has also been a former whole-time Director (Business Development) of Reliance Energy and has worked with National Thermal Power Corporation before joining the Reliance Industries group in 1995.
Source: 09-03-08 www.thehindu.com Compiled By Amresh Anjan

Yahoo! India Appoints Mr Gopal Krishna As Audience Head
Mr Gopal Krishna has joined Yahoo India as head of audience. In this role, he will be responsible for all consumer-facing products in India including Communities and Communications, Media and Entertainment, Front Doors and Yahoo India Search. He will also look after marketing and business development for Yahoo India. Before joining Yahoo, he was setting up a venture capital fund focused on internet and mobile startups in India.
Source: 12-03-08 www.alootechie.net Compiled By Amresh Anjan

Mr Aditya Ray Appointed CEO Of LastMinuteInventory.com
Dentsu India has appointed Mr Aditya Ray as Chief Executive Officer and chief evangelist of its online media inventory trading portal LastMinuteInventory.com. The portal is expected to go live in the beta testing stage in the next week and will allow exchange and sales of TV, print and radio advertising inventory between media houses and advertisers. Prior to this, Mr Ray was with Bennett, Coleman & Company Ltd as Vice President, Response. at (The Times of India Group). He has also held senior positions at MTV Channel, Sri Lanka and at Zee Telefilms.
Source: 12-03-08 www.alootechie.net Compiled By Amresh Anjan

Successful Body Language

Body Language

Body language is fascinating. People rarely recognize how much information they give off and how noticeable it is to the human eye. Even to the untrained human eye. It is said that no less that 50 percent of information on a person’s character, impact and credibility is conveyed through no verbal communication.

The following list takes some common body postures and states the persons position.

Arms crossed: Defensive and cautious.
Resting chin on palm: Critical, cynical and negative towards the other person.
Dropping eyeglasses onto the lower bridge of the nose and peering over them: Causes negative reactions in others.
Slowly and deliberately taking off glasses and carefully cleaning the lens: The person wants to pause and think before raising opposition or asking for clarification.
Pinching bridge of the nose: Communicates great thought and concern.
Nose-rubbing or nose-touching: A sign of doubt, it often reveals a negative reaction.
Rubbing around ears: Performed while weighing an answer, commonly coupled with 'well, I don't know'.
Resting feet on a desk or chair: Gestures of territorial hegemony.
Swaying back: Weak ego.
Retracted shoulders: Suppressed anger.
Direct Eye Contact: Interested, likes you

Smiling Eyes: Is comfortable

Relaxed Brow: Comfortable

Limited or No Eye Contact : Lying, uninterested, too confined, uncomfortable, distracted

Tension in Brow : Confusion, tension, fear

Shoulders hunched forward : Lacking interest or feeling inferior

Rigid Body Posture : Anxious, uptight

Crossed arms : Can be just cold, protecting the body, or defensive

Tapping Fingers : Agitated, anxious, bored

Fidgeting with hands or objects (i.e., pen) : Bored or has something to say

Leaning forward : Interested

Fingers Interlocked placed behind the head leaving elbows open and armpits exposed : Very open to ideas, comfortable

Mirroring you : Likes you and wants to be friendly

Still : More interested in what you are saying than anything

Eyes open slightly more than usual: Gives people the impression that they are welcome.

Breath faster: Nervous or angry

Inhaling loudly and shortly: Wants to interrupt a speaking person

Loud sigh: Understand the thing that is being told.

Twisting the feet continuously : A person is nervous or concerned, but can also mean that a person is stressed or angry and that he don't want to show that to everybody.

Legs wide apart or Sitting straddle-legged: Shows that a person is feeling safe, and is self - confident. Can also show leadership.

A big smile that goes on longer and disappears slower.: Unreal or fake smile

Crossed legs with highest foot in the direction of the speaker.: Relaxed and self-confident and they are listening very carefully.

Rapidly nodding your head : Shows impatient and eager to add something to the conversation

Slowly nodding: Shows interest and that they are validating the comments of the interviewer, and this subtly encourages him to continue.

Dangling the loose shoe from the toes : Signals physical attraction

Rubbing your collar: Nerves

Adjusting your tie: Insecurity

Pressed Lips: Pressed lips convey disagreement and disapproval. It communicates a desire to end the discussion. A raised chin implies aggression that may be acted on if the conversation is not ended.

Pursed Lips: This is also a sign of disapproval. It indicates that the person has fixed views that cannot be changed. This usually reveals an arrogant and superficial character.

Biting the Lips: The person expresses embarrassment when he bites his lips. He also communicates a lack of self-confidence.

Reading Hand Signals:
People have been granted with two hands: the left and the right hand. The left has been dubbed as the "emotional hand” since an imaginary line can be drawn from the third finger leading directly to the heart. This is why the wedding ring is placed on this finger. The right hand, literally on the other hand. has been named the "proper hand” since it is with this hand that people communicate a blocking or stopping signal.

Open Hands: Open hands may be demonstrated by showing the palm of one’s hand, especially in a conversation or an argument.. This expresses a trust in other and an interest in their opinions. It also offers an opinion and invites the sharing of the other person’s view.

Covered Hands: This is expressed by raising the back of one or both hands against others. This indicates the setting up of barriers or the keeping of distance. It is an act of concealing feelings and covering insecurity

Clinging Hands: Those who cling to objects, such as handbags. files or tables. show a need for support. This action conveys confusion or insecurity. It expresses fear and difficulty in coping with the current situation.

Twisted Hands ( crossing both hands then clasping the palms together) : Expression of a complex personality. It may indicate a difficult emotional life. The way the palms are held together conveys a need to hide something.

Clasping the hands : indicates defence.

Shrugged shoulders: You can recognize stressed shoulders by the fact that they are a bit shrugged, which does make the head look smaller. The meaning of the signal comes from crouching in dangerous situations. The meaning of this posing depends on the combination. In combination with big eyes it means that someone is concerned about something that is going to happen. In combination with a face that is turned away it means that the person wants to be left alone. An introvert person has nearly always those stressed shoulders.

Difference in level of both shoulders: By most of the people the left and the right shoulder are of the same height. When they are not, it often means that someone is doubting about what he is going to do. With this movement we simulate (unconscious) that we are weighing the possibilities. Sometimes when someone makes this movement, his head will move a little like he is looking above.

Crossed arms: There are a lot of different explanations of the meaning of crossed arms. When someone has crossed arms and he is shaking his head it means that he does not agree with you. But he can also cross his arms when he is frightened, then his arms give him some protection. Another option is that he is feeling cold and he is trying to hold his body-warmth with him. When someone is sitting in a chair with his arms crossed, it indicates that the person is relaxed.

Making a fist from your hands: A fist is a sign for aggression. It comes from hitting someone. But it is seldom used with a threatening meaning. Most of the time it is used to indicate that you are angry or irritated.

Holding the hand before the mouth: Holding a hand before your mouth means that you are hiding something. In western countries it is impolite to belch or to hiccup. So someone can hold his hand before his mouth to hide that he is hiccupping. When someone puts his hand before his mouth when he is talking it indicates that he is saying something or has said something that he did not want to say.

Making the eyes look larger: The meaning of making the eyes look larger can be that someone is astonished. In that case he opens his mouth a little. It can also mean that he is happy or that he likes the thing that is talked about. And because it means that you like something, you can use it on purpose. It pleases people when you have your eyes opened a bit further. When people open their eyes a bit further it can also mean that they are unhappily surprised. Then they will frown their eyebrows.

Raising the eyebrows: Raising the eyebrows shortly means that people are surprised. They raise their eyebrows to allow them to look better. But it can also mean that somebody is looking at you, and that he likes you.

Raised forehead: A raised forehead often means that someone is remembering something he has seen. This often happens very quickly. It can also be a sign of a certain emotion. It is a biological reflex that you raise your forehead a little when you are crying so the tears can move easier.

Pursed lips: When somebody purses his lips it means that he has to make a decision and is thinking about that. Sometimes he also moves his lips, like he is saying the possibilities. When somebody purses his lips, he often looks a bit upward.

Firm Handshake: The strong, firm handshake usually is given by a person who is sure and confident of themselves.

Weak hand shake: People who give these types of handshakes are either nervous, shy, insecure, or afraid of interaction with other people.

Cleared your throat: Nervousness.

Bitten your fingernails: Nervousness.

Wring your hands: Nervousness.

Paced the floor: Nervousness.

A person is bouncing their legs and their arms are crossed over or their torso is slumped: Closed off

BY:

Amresh Anjan

HR Headlines: March, 08(Part-2)

Chefs Will Be Luckier Than IT Professionals In 2008
According to a latest survey by HR consultancy firm Ma Foi, the hospitality sector will generate the largest number of jobs in 2008 leaving behind the IT and ITES sectors. Education and Health will be the other two big job creating sectors. The hospitality sector is pegged to create 4,30,000 more jobs from 6.16 million in 2007 to 6.59 million in 2008. The health sector will follow adding 2,90,000 more people from 3.32 million in 2007 to 3.62 million in 2008. The education sector is expected to add 1,66,000 employees in 2008. In contrast, the IT and ITES sector will add only 1,30,000 jobs taking the employee strength to 1.93 million in 2008 from 1.8 million last year. Overall, the survey predicts creation of one million jobs across various sectors within one year. The survey was done across 22 different sectors. The survey also suggests that the appreciation in value of the rupee has hit new job creations in sectors like IT and textiles.
Source: 06-03-08 Business Standard Compiled By: Amresh Anjan

Good And Not So Good News For Working Women
A new report “Global Employment Trends for Women- March 2008” by International Labour Organisation (ILO) says that there is a surge in the number of working women and more women are working now than ever before. However, on the flip side, women are still more likely than men to get low productivity, low-paid and vulnerable jobs, with no social protection, basic rights nor any say at work. The number of working women touched 1.2 billion in 2007 compared to 1.8 billion men. During the same period, the number of unemployed women also grew from 70.2 to 81.6 million over the same period. Also, the service sector has overtaken agriculture as the prime employer of women over the past decade.
Source: 07-03-08 The Hindu Compiled by Amresh Anjan

Big Leap For IIM (A) Grads In Salary Offers
It is undoubtedly boom time for the 2006-08 batch of management students at Indian Institute of Management, Ahmedabad. They have witnessed a considerable jump in job and salary offers. The average salary offered this year went up from Rs16.2 lakh last year to Rs18.3 lakh this year. This year, the number of students eligible for lateral placements at IIM-A was 112 as compared to 89 last year. The highest domestic salary offered was Rs 35 lakh plus and international salary was around $1,30,000.
Source: 04-03-08 www.livemint.com Compiled by Amresh Anjan

Rising Wages & Attrition May Ring The Death Knell Of Indian Outsourcing
If rising wages and growing attrition is anything to go by, the Indian outsourcing boom may soon be headed towards doom. The cost advantage for offshoring to India once stood at 1:6. However, today, it has come down to 1:3. Also, rising attrition and low employee loyalty have reached scary heights. More importantly, India's tech industry is primarily a services industry and not one that is inventing new technology products of its own. Thus, India's $30 billion IT/ITES services industry is slowly but surely losing its competitive advantage. If the cost advantage keeps depleting, it will soon become inefficient to use Indian labor. Already, for many Europeans, Eastern Europe has already become more compelling than India.
Source: 03-03-08 www.rediff.com Compiled by Amresh Anjan

Job Growth In Tier-II Cities Faster Than Old Employment Hubs
The Ma Foi job survey says that Tier II cities like Hyderabad, Pune and Bhubaneshwar are creating more employment opportunities than cities like Delhi, Mumbai and Bangalore. The cyber city of Hyderabad is the fastest growing and has created nearly two jobs for every job created in Delhi this year. Even, cities like Aurangabad and Nagpur have picked up. The smaller cities in the west zone created the most jobs.
Source: 06-03-08 Hindustan Times Compiled by Amresh Anjan

Babus May Get To Work With India Inc
The Sixth Pay Commission is likely to recommend that bureaucrats may be allowed to serve significant stints outside of government in private sector companies. This allows mid-career officers to pick up new skills. This practice may be institutionalised in administrative rules. The private sector stints could be compensatory as government salaries lag behind private sector compensation. The recommendations of Sixth Pay Commission are likely to create a fiscal impact of around Rs 21,000 crore (Rs 210 billion) on account of the award.
Source: 04-03-08 Business Standard Compiled by Amresh Anjan

HR Summit on Leveraging Technology for Excellence in HR
Delhi Management Association, in collaboration with AIMA, is organizing ‘National HR Summit on Leveraging Technology for Excellence in HR’ on 14th March 2008 in New Delhi at Gulmohar Hall, India Habitat Centre. The principal sponsor of the event is SAP India and co-sponsors are Adrenalin E Systems and ONGC. The summit will focus on how sophisticated technical tools can be leveraged by HR to analyze and address the issues of culture and skill deployment, which were traditionally regarded as ‘soft issues’. For further details/registrations, please contact:
Rajan Pandhi, Assistant Director (Mob: 9810877615)
Delhi Management Association, India Habitat Centre, Core 6 A
1st Floor, Lodhi Road New Delhi 110003
Tel: 24629555,24649552 Fax: 24649553
E-mail: dmadelhi@sify.com or dmadelhi@ndb.vsnl.net.in
Website: dmadelhi.org

Source: 05-03-08 DMA Compiled by Amresh Anjan

Background Screening Firms To Form An Association
With the importance of background screening continuously rising, the firms in this business have decided to form an association to be called the Indian Association of Professional Background Screeners (IAPBS). These services mainly include checks on the educational qualifications, employment details and criminal records of prospective candidates of a company. The association will help tackle the issues that are typical to this industry, like legitimacy of background screening firms, protecting the interests of both the candidates and the clients, establishing best practices, and introducing certification programmes for the screening companies.
Source: 08-03-08 www.livemint.com Compiled by Amresh Anjan

Govt Will Not Recommend Minimum Wage For Indian Workers Abroad
The Indian government has clarified that it will not prescribe a minimum wage for Indian workers abroad, particularly in Bahrain. Some time ago, the Indian embassy in Bahrain had issued a notification fixing the minimum monthly wage limit for unskilled Indian workers at 100 Bahraini Dinars ($266) from March 01. However, the notification was put on hold pending clarification from New Delhi. This led to widespread confusion and even strikes by Indian workers in Bahrain. Now, the government has made it clear the power was given to Indian ambassadors in various countries to prescribe the minimum wage only for women workers between $300 and $350 based on local conditions. For labourers of general categories, protected under local laws, the salaries were to be driven by market forces.
Source: 03-03-08 www.sify.com Compiled by Amresh Anjan

L&T Intensifying Efforts To Curb Attrition
Reeling under a talent crunch and high attrition among its skilled workforce, the engineering and construction giant, Larsen & Toubro (L&T) has hired global consulting firm Accenture to define talent strategies, including new talent pools. L&T has also sought the services of Gallup Consulting to refurbish its employee engagement programme. L&T is taking a hard look at the compensation for its staff, including ESOPs to improve retention. The company has an attrition rate of 12-14 percent.
Source: 08-03-08 The Financial Express Compiled by Amresh Anjan

Sri Lankan Airlines Pilots Up for Grabs For Indian Carriers
Over 28 pilots of Sri Lankan Airlines are available to be picked by Indian carriers. Their contracts are nearing an end and they are not interested to renew them after the Dubai-based carrier Emirates pulled out its 43 per cent equity stake from Sri Lankan Airline. Thus skilled and experienced pilots from Sri Lankan Airlines flying wide-body aircraft are more than welcome at the airlines in India looking to expand internationally. In fact, Jet Airways and Kingfisher Airlines, have already reportedly hired from the Sri Lankan carrier. With shortage of skilled pilots in India, this comes as a blessing. Even carriers in West Asia are eyeing the pilot booty.
Source: 04-03-08 Business Standard Compiled by Amresh Anjan

Citigroup To Augment Commodities Staff In Asia
As global raw material prices rise to record highs, Citigroup Inc plans to hire more commodities staff in Asia in the coming two years. Currently, the company has 17 people in energy and commodities in Asia. Going forward, the bank expects to offer more risk management and investment products in coal, freight, emissions and agriculture.
Source: 07-03-08 The Financial Express Compiled by Amresh Anjan

British Manufacturers Looking To India To Meet Skills Shortage
An industry survey in England has revealed that more than half of the manufacturers in the region are looking outside the UK to hire skilled people they need to expand their businesses. To plug the widening technical skills gap, nearly 60 per cent manufacturers are recruiting talent from Eastern Europe and India. The survey respondents also believe that this skills shortage is driving up the real-term cost of recruitment.
Source: 03-03-08 www.rediff.com Compiled by Amresh Anjan

Infosys Mentor To Join Global HSBC Board
Mr N R Narayana Murthy, chief mentor of Infosys, is set to join the board of global banking giant HSBC in May. He will be an independent non-executive director at HSBC. He will be paid an annual remuneration of 65,000 pounds (about Rs 52 lakh) in his new position. His appointment shall be for an initial three-year term, expiring at the conclusion of the 2011 Annual General Meeting.
Source: 03-03-08 www.rediff.com Compiled by Amresh Anjan

CFO Of Hexaware Resigns
Mr Rajesh Ghonasgi has resigned as the Chief Financial Officer (CFO) of Hexaware Technologies. Mr Ghonasgi was surrounded with controversy ever since the company faced the recent forex mess causing a loss of Rs 103 crore. He had joined Hexaware in July 2002 from Wipro, where he worked as Finance Manager. Until a new recruitment is made, Mr P K Sridharan, Executive Director and Chief Mentor, will be the acting CFO.
Source: 07-03-08 Hindu Business Line Compiled by Amresh Anjan

Aztecsoft Gets New Senior V-P
Software Engineering Services Company, Aztecsoft has appointed Mr Satish Venkatachaliah as the Senior Vice-President for their Global HR and Recruiting. Formerly, Mr Venkatachaliah was working with SAP Labs, India as Vice-President, HR and a member of the Board of Directors. He brings to the table over 14 years of experience in HR.
Source: 05-03-08 Hindu Business Line Compiled by Amresh Anjan

Mr Rajeev Rastogi Joins Yahoo! R&D Lab In India
Yahoo! has launched a new research and development lab in Bangalore and has appointed Mr Rajeev Rastogi as Vice-President and head of the lab. Mr Rastogi was the founding director of Bell Labs India. Currently, he is on the editorial board of Communications for the Association for Computing Machinery (CACM). The R&D lab is aimed to be a centre of excellence for next generation search and advertising technologies.
Source: 04-03-08 www.rediff.com Compiled by Amresh Anjan

New CEO Of Reliance Capital
Reliance Capital, the financial services arm of Anil Ambani group, has appointed Mr Sam Ghosh as the new CEO. He replaces Mr Amitabh Chaturvedi. Mr Ghosh played a key role in ramping up German insurer Allianz’s Indian insurance ventures. He has reportedly put in his papers at Allianz.
Source: 07-03-08 Hindustan Times Business Compiled by Amresh Anjan

Merrill To Trim 650 Jobs
Merrill Lynch & Co is set to cut down 650 jobs as it stops making sub-prime mortgages through its First Franklin Financial Corp Unit. Lending was halted due to the deteriorating market for home loans. Recently, Merrill faced a huge Q4 loss of $9.83 billion, the worst ever in its 94-year history.
Source: 06-03-08 Hindu Business Line Compiled by Amresh Anjan

US Workers Napping On The Job
In a latest American survey, roughly one-third of the respondents said they had fallen asleep or become very sleepy at work in the past month. There has been a recent debate on the issue after security guards at the Nuclear Regulatory Commission were videotaped sleeping on the job. The respondents admitted six hour forty minutes of average weekday sleep pattern, which means at least forty minutes estimated shortfall in sleep. Workers felt stressed as they were staying up on account of work and were trying to squeeze in more time for themselves and their families.
Source: 05-03-08 Hindustan Times Business




Compiled by Amresh Anjan