Q: THE IDEA OF A MENTOR IS ASSOCIATEDWITH THE INITIAL STAGE S OF ONE’S CAREER.WHAT ARE THE BENEFITS OF GETTING A MENTOR L ATER IN LIFE? A mentorship programme in the organisation focuses on both short- and long-term professional development goals.Most often, a mentor i s a person at least one level higher than the mentee in the organisa tion. A mentor plays an important role in shaping the mentee’s future in the organisa tion. During the mentorship programme, the mentor guides his/her mentee towards self- development and career growth . This also creates a safe learning environment, where the mentee feels free to discuss issues op enly. Q: WHAT ARE THE KEY FEATURES OF A GOOD MENTORSHIPPROGRAMME? It is important to plan a mentoring programme that aligns wi th the culture of the organisation as well as development needs of the employees . The mentor has to be chosen carefully based on the development plan and need. The mentor and mentee need to be explained the pros and cons of the mentori ng programme . While selecting mentors,it is important to select employees who possess the required knowledge , skills and experience that would benefit the mentees and act as positive role models with a genuine interest in developing others.These would be employees with strong interpersona l skills, who are committed and willing to set aside the time to work with a mentee. Q: DO MENTORS AND MENTEES REQUIRE ANY TRAINING IN ORDER TO MAKE THE MOST OF A MENTORSHIP PROGRAMME? WHAT SORT OF TRAINING WOULD THEY NEED? The entire mentorship programme should be designed in a way that almost negates the need for a separate training . A well-designed programme leads to the gaining of knowledge and expertise within a trusting and supportive mentoring relationship. Q: IS MENTORSHIP A LIFE-LONG JOURNEY OR DO A FEW MONTHS SUFFICE? Yes , mentorshi p is a lifelong journey . We seek gu idance at all stag es of life.While in an organisat ion, based on the capabili ties of the employ ee and the busin ess need, a programme is devised in a structured manner for a fruitful outcome. Q: THEY SAY THAT THERE IS SOMETHING TO LEARN FROM EVERYONE.IN VIEW OF THIS STA TEMENT,DOESN'T IT MAKE SENSE TO HAVE MULTIPLE MENTORS RATHER THAN FOCUS ON ONE PERSON? We learn from different people around us in a ll walks of life. But in a formal structure, depending on the identified key development areas,every mentee has the best chosen mentors.Ultimately , the mentee does learn from their colleagues and other managers at all levels. Q: FROM YOUR EXPERIENCE , DO MENTORS AND MENTEES CONNECT BETTER WHEN THEY SHARE SIMILAR BACKGROU NDS OR HAVE SOMETHING IN COMMON,OR IS THAT NOT A CONTRIBUTING FACTOR? It is evident that people from similar backgrounds are compatible and show better productivity. But at the same time, divers ity is equally important when choosing mentors within organisation. ankita.shreeram@ timesgroup.com WHILE GEN Z AS PER the popular definition is still a generation in the making, a large secti on of it is under the age group from 12 to 18.They are forming their opinions and perception s of careers an d are mostly known as the ‘connected’ generation as well. The research takes the grounded theory appro ach. The key is to obtain categories with data and interpret the interlinkages and develop broad theoretic al linkages. The substant ial use of this metho d is when muc h of the resear ch or theory is not available in the field of study or whe n the study is o f unique/no t repeated incidents. 36 youngsters in the age group 14 to 18 were interviewed for the research . The approach was to understand their career aspiration as it is perceived by them. The data an alysis of interviews using the major key words and word clouds, gave a few clear themes: Freedom: Most of the respondents felt that they would like to do a job that offered a lot of freedom. They ha d heard of compani es that do not bother about work hours, leaves , permission s, and wanted to work for some company like that.They felt that they are responsible and did not want somebody else to tell them what to do every time. They wanted to seek feedback, though,from time to time. They would require a friend at work rather t han a b oss. Many o f them believed that at one point of time, they aspired to become someone like Steve Jobs or Zuckerberg. The other heroes for them were Anna Hazare and Sachin Tendulka r. Howev er, many of them could not relate to Indian business leaders. The unconventional way: Arou nd ten of the participants mentioned about ‘doing somethi ng different’. The key for them was that they would like to spend their professional life beyond one organisation. They also mentioned about setting up on thei r own, doing something different like – becoming a ‘National Geographic photographe r’, ‘a hair dresser for celebritie s’, ‘bring rural arts to the forefront ’, ‘being a image consultan t’, etc. Interesti ngly , they are able to share things that were generall y not heard of from the previous generati on. Five of the participants also gave very conventional prospects like being a ‘doctor’,‘engineer’, ‘IAS officer’,etc. All things nice: While many of the partic ipants are still idealisti c, it was interesting to note that more than 50 per cent of the participa nts saw a ‘good life’ and ‘good money’ as drivers for choosing a career. While supportin g parents, and helping family might be so me of the values o f the pre vious generatio n, especially among the middle classes , the new ‘middle class Gen Z’, saw career as an opportunity to create their own life.Another aspect of this facet was that they wanted to be associated with ‘all things nice’ as well, which a re the symbols of a ‘good life’ – owning an ‘ Audi’,or ‘going for vacation to Europe’, and ‘having a bash’. Interestingly, they were also against people showing-off. The global edge: Another interesting aspect that we saw in the respondents is that many view their career canvas as global. They wanted to hav e a stint of educatio n abro ad, imbibe global values , and wanted to be seen as somebody who can influence at a globa l level. They did not bother much about boundaries that exist between global job markets and this might be a reflectio n of what Indi a might be tomorrow. Professional commitment: Many of the Ge n Z participants did not speak about the value o f being in an organisation for long and they never got that as a prerequisite for professional commitment. Many felt that it is important to utilise their talent wherever they are and what matters most is that they deliver on the commitment made for tha t period of time, irrespecti ve of the tenure . Risk-taking: The other significant aspect that came into the picture was that they did not want to be perceived as laid- back or unidimensional in approach.Many wanted to experiment with a couple of fields and choose what they wanted to purs ue the most. It was mostly coming from a fear that if they choose something based on other’s int erest, will they be able to sustain themselves in those fields? Many, especially , female respondents expressed that they were keen to work with NGOs. Beyond technology: It is a known fact that most of the Gen Z is well-versed with technology in mobile,computing and the information space. Interestingl y , many did not show much interest towards technology . Many felt that since everyone seems inclined towards it, it didn’t have a novelty factor . They mentioned about pursuing interesting avenues like ‘journalism’, ‘photography’, ‘working f or the UN’, ‘teaching in Af rica’, etc. - The author is associate director , People Business Zinnov,a nnounced the findings of their latest report,‘Global Roles Benchmarking Study’.The report provides an assessment of global roles across MNC Global In-house Centres (GICs) in India,with regards to depth and variety of global roles across major functions and industry verticals.The study was based on an assessment of 20+ GICs in India across key industry verticals covering a total of 115 global roles. KEY FINDINGS: The stud y indicat es that mos t GICs hav e primarily been able to achieve either depth or variety in terms of global roles creation, but not both,wit h only ten per cent of GICs currently falling in the leadership zone; The int ernet/so ftware in dustry continues to drive a majority of global roles from India with 59 per cent of all the global roles considered belonging to this vertical, followed by telecom/networking/storage (19 per cent) and healthcare verticals (18 per cent); Global roles are primarily limited to the top management (VP/SVP) for GICs with low depth and variety in terms of global roles creation,but increasingly spread across senior leadership (sr directors/ directors) and mid-to-senior leadership levels (engineering/ programme/project managers etc) for GICs in the leadership zone; Companies in the leadership zone also tend to have higher center-level maturity (i.e. a high level of engineering ownership) as compared to GICs in other zones. JUST ARRIVED Dr Sandeep K Krishna n provides a grounded theory approa ch to Gen Z, its aspirat ions and career c hoices DILEP MISRA, PRESIDENT & HEAD CORPORATE HR,JK ORGANISATION DISCUSSES THE DYNAMICS OF A CORPORA TE MENTORSHIP PROGRAMME WITH ANKITA SHREERAM 59 per cen t of all the gl oba l r ole s be lon g to the sof twar e in dus try THE PERFECT MENTOR Gen Z decoded THE TIMES OF INDIA, NEW DELHI 4 26 FEBRUARY, 2014 IMAGESBAZAAR ;] The World’ s Premier LNG Company www.qatargascornqa Q ATARGAS Change your future . Change the world. We are searching for Operations candidates for QATARGAS “Qatargas established in 1984 , pioneered the LNG Industry in Qatar. Today, Qatargas is the largest LNG producer in the world with a production capacity of 42 MTA from its seven trains , delivering safety and reliably LNG to its customers in all four corners of the world fro m its first class facilities in Qatar. 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For more vacancies in Qatargas & to apply online visit: ww w .ggheewala.com/qatargas.asp FREE RECRUITMENT G.GHEEWALA i i ® M HUSAN RESOURCES CONS uCra rS f ’ 1 63 2 9011412246632 H O.: 202-A , Bombay Market , Tardeo Road , Mumb al -400 034. ‘ L’ ri 1 •F & B MANAGERS I -CATERING SUPERVISORS I •IIOUSEKEEPING SUPERVISORS I. CAMP BOSS - STOREKEEPERS I •COOKS (Chief/ Senior I South Indian / Salad •WAITRESS /HEAO WAITERS/WAITERS ROOM BOYSA i I g SHUTTERING CARPENTERS • MASONS Attractive Salary HEAVY DUTY DRIVERS (C C C. License) R.C.C. ATn Tl JJ lT rn teIy\ SHIVKUMAR ASSOCIATES G-80 Room No. 102 , Gupta Complex , Main Vikas Marg , Laxm i Nagar , Delhi-i 10 092. Tel.: 011-22455123/125 (M) : 09818555434 // 09018133224 / / 9117475119 Email: [email protected] 1 ‘ 1 Ill 1 I ; I r FREJ RI C RUI[ T M E N1ff For a UK based Co IIkTIR in QATAR —— INSULATION SUPERVISORS -10 NOS Eligibility: Any technical qualification higher secondary school with 5-7 years ’ eap in Oil and Gas industry / ower Projects as an Insulaton supervisor . Sulsry — — QAR 3 000 - QAR 4 , 500 1’IM ININ ULATION F OREMEN -15 NOS gli g tbi flty. Hi g h school with 5 to7 ycnrs cap. in Oil and Gas industry / / ower Projects as an Insulation Forctnan.Salary Q AR 1 , 00— QAR 1 700 P M + Over ne included Both pos itions must huve Exp. in Hot Cold Insula tion Free - Food , Accommodation M e d c al , Ai r r i c k e t & Visa Interviews in l Iarch Rush your CVbefo re 2nd Ma rc h 2014 engg©globa loiljobs. com , cvii tr @hot mai l.com Tele : + 91 ii - 23246282 // 43551120 I I i _ 486 4 Ansari Road Darya Ganj, New Dethi-2. w ww . hireindians . co m Lic . B-0185/DELIPARTII000+f /8820 Urgently required for CLAY BRICK , Rockwool and Water Bottling and Beverage Plants Interviews will b e held in MIJMBAI (Muslim & Christian Candidates) ‘Purchaser- Spare Parts & Canteen Supplies ‘Production Supervisor sNeavy Equipment Mechanic (Caterpillar) •Maintenance Manager ,Ceramic Product Machine Operator ••Canteen Canteen upervisor ‘Water Bottling Machine Operator •Maintenanc e Supervisor ‘Clay Brick Machine Operators ‘Quality Control Supervisor vJ1c fl ,, 4 II OMAN AIR Oman Ai r , the flagship company of the Sultanate of Oman , h ave vacancies for MOTIVATED , COMPETENT INDIVIDUALS to join ourteam as: SeniorAuditor • Education: Graduate Degree in the following discipline (Business Studies , Finance or Management) • Experience: 4 years in Internal Audit or Finance functions preferable in airline industry including 2 to 3 years of experience as an Auditor; OR Professional qualifications: Certified Internal Auditor (CIA) / / Certified Public Accountant (CPA) I Chartered Accountantetc. SeniorAudutor- Inlormalion system • Education: Graduate in Computer Science (or Similar) • Experience: 3 years in IT exposure to planning, developing, testing and documenting programming techniques and computer systems. Should have hands on experience in CAATs (AC L . IDEA , SQL , Oracle Business Intelligence tool etc.) and knowledge of Continuous Monitoring. Asst. Manager Internal Audit - BuslIless Analysis • Education; Graduate in Computer Engineering (orSirnilar) • Experience : Minimum 5 years with adequate experience I exposure in compute r r ystems , CM s (preferably IDEA , AC L , Oracle Business Intelligence , SQL) and should have played vita l role in one or more SDLC to plan and accomplish goals. AssistantManager-oporationalAudit • Education: Graduate Degree in the following discipline (Business Studies , Finance or Management) • Experience : Minimum 6 years of experience in Internal Audit or Finance functions preferable in airline industry of which 2-3 years as a SeniorAudito r. • Professional qualifications: - Certified Internal Auditor (CIA) I Certified PublicAccountant (CPA) CharteredAccountant etc. Senior Manager-nAudn • Education; Post-graduate degree in the following discipline I nf o rm a ti o n n echnol o gy andAs s urance . Information Technology, Compute r r Science . Management of BusinessAdministration) • Experience: Minimum 10 years of experience in Internal Audit or Information Technology nduding 2 to 3 years of experience at an lnternalAudIt Managerial Post. • Professional Qualification: Cerlified Information Systems Auditor (CISA), Certified Internal Auditor (CIA), Certified Information Systems Security Professional (CISSP), Certified Information Systems Manager (CISM) or Global Information Assurance Certification (GIAC) in one or more of the above is highlydesirable • With working Knowledge of Continuous Monitoring Job Location for all the above positions : MUSCAT The above positions offer the usual benefits associated with an expatriate package including tax free salary, medical , annual leave with passage , rebated travel facility etc. Interested candidates meeting the above requirements may please forward applications along with a current CV and recent passport size photograph within 10 days . to email address: omanair.audit @gmail.com www .omanair .com lcar eers VACANCY ANNOUNCEMENT LIMITED DCCL/HR/ Vac-13/20J4/277 DUNGSAM CEMENT CORPORATION LIMITED DCCL/HR/ Vac-13/20J4/277 Dungsam Cement Corporation Limited (DCCL) invite s applications from eligible candidates interested in taking up the following position at DCCL: Position Vice President , Sa les and Marketing Employment Type : Contract basis for 3 years Re muneration Package : Consolidate package to be negotiated between Nu./Rs. 20 0 , 000 to N u./ Rs.400 , 000 per month . Thirty percent (30%) ofthe agreed remuneration shall be be inked to achievement of annual sales and marketing targets andand will be paid at the year end after assessment of targets. Employer : M/s Dungsam Cement Corporation Ltd . Industry : Cement Location Ngang lam , Pemagatshel , Bhutan For pos ition details , re fer the Terms of Reference and for further information , kindl y visit our website : www.dccLbt or contact Tashi Penjor , HRAO at Telep hone No. +975-07- 481230/17631764 Required Certified Inspectors for Turn Around Maintenance project in Dunq Quat Refinery n Vietnam for2/3 months (SHUT DOWN). AA I Inspectors I1 US 4000-4500 Per Month With free food . accommodation , ransport and medicals The ob requirementswould bethefollowing: • Strong experience in Oil and Gas Refineries and Petrochemical Fields • Inspectors must have valid API 510 1 570 / / 53 certifloate (other inspection certificates will be considered an advantage) • Experience in at least 5Turnaround / / hut Down Projects • 5 years Experience in Inspection related of in-service process Equipment , Columns , Reactor-Regenerator , Heat Exchangers , Drums , Towers , Flare Boiler , Heater , Furnace , Air Fin Coolers , Spheres , StorageTanks • Inspectors must also have adequate welding and NDT knowledge and experience. • Onl y serious candidates with relevant experience can send his resume alongwit h certificatestoouremail ID: hrdl@[email protected] Shortlisted candidates will be called for f inal interview with foreign delegation in 1st week of March 2014 at our office New Delhi and sele cted candidates canjoin company on urgent basis in 1 st week of May2014. MOZAMBIQUE A A oading mining company in Mozambique are looking for their Tantalum Mining project: • Process ing Plant Su perviso rs — — 5+ years experience in gravimetric concentration using wet plants , spirals , shaking tables) • Mobile Fleet Supervisor — — to work alongside / / assist the mobile fleet supervisors) 3+ years to train mobile equipment operators can manage mobilefleet oading and transporting stockpiles to plant area • Millwright Fifters — — + years experience electrical installations , stripping and repairing pumps and crushers Handsome salary + FoodAllowance , accommodation and 30 days leave with return air-tickets after completion of five months , duration of contract 2 years and can be extended on mutual agreed terms. Candidates with relevant experience may send resume along with experience certificates o email ID: mano ower(&imr.in Shortlisted candidates will be called orfinal nterviewat New Delhi . International Manpowe r Resources Pvt. Ltd. IS’ A-33 , Rajouri Garden , Ring Road , New Delhi-27 so 8001:2008 IMR Tel: 011-41065108 , 25101111 GEHTIFIEU Lic. No. BO131IDELJCOM/1000+/513168/9 1 DRGANISATIIJ N