Visit http://groups.google.co.in/group/myiilm for ‘Lucky alumni of the month contest’ detail Page 1 ISSUE 2 YEAR 2009 VOLUME 1 ONE DAY WORKSHOP FOR IILM ALUMNI SCHEDULED FOR AUGUST 2009 ....... 1 ALL NEW SECTION – BUSINESS CLASSIFIED. SEE WHAT YOUR FRIEND’S COMPANY OFFERS ........ 30 IILM ALUMNI SPEAK AND SHARE WITH YOU.......... 3 IILM alumni The vision of IILM alumni cell is to be the world class forum for alumni interaction and reunion. The second issue of IILM alumni newsletter is here to bring some of the nostalgic moments back to your life. Helping you achieve your goals At IILM we have always tried to make you realize your dreams, and we continue to do so, as a part of the extended family. We also realize that you are at the midst of the most challenging part of your professional career when you are fighting your way up the ladder. We want to make sure that you succeed to your full potential as fast as possible and if you need any support from us, we are able to provide that. For this reason IILM continues to bring about the opportunities to touch base with you. The alumni newsletter, short term training programs, annual get together, personal counseling with the new and old professors, QUOTE OF THE MONTH –“Use what you have to run toward your best - that's how I now live my life.” -- Oprah Winfrey industry interactions, career management counseling etc. are some of such opportunities which we find can be useful for you. We also wish to show our gratitude to those IILM alumni who have wholeheartedly contributed to the advancement of the IILM institute in terms of placement leads, placement efforts, students inputs, curriculum feedback and efforts to spread the message about IILM as the best private B-schools in India which aspires to bring the management revolution and churn out the world class management graduates who have the will and abilities to reach the top - IILM ALUMNI CELL RECONNECTING WITH THE IILM ALUMNI IILM EVENTS................ 8 IILM GALLERY ............ 21 PROFESSOR SPEAK ...... 22 ALUMNI NEWS .............. 28
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ISSUE 2 YEAR 2009 VOLUME 1 ONE DAY WORKSHOP FOR
IILM ALUMNI SCHEDULED
FOR AUGUST 2009 ....... 1
ALL NEW SECTION –
BUSINESS CLASSIFIED. SEE
WHAT YOUR FRIEND’S
COMPANY OFFERS ........ 30
IILM ALUMNI SPEAK AND
SHARE WITH YOU .......... 3
IILM alumni The vision of IILM alumni cell is to be the world class forum for alumni
interaction and reunion. The second issue of IILM alumni newsletter is
here to bring some of the nostalgic moments back to your life.
Helping you achieve your goals At IILM we have always tried to make you
realize your dreams, and we continue to do
so, as a part of the extended family. We also
realize that you are at the midst of the most
challenging part of your professional career
when you are fighting your way up the
ladder. We want to make sure that you
succeed to your full potential as fast as
possible and if you need any support from
us, we are able to provide that. For this
reason IILM continues to bring about the
opportunities to touch base with you. The
alumni newsletter, short term training
programs, annual get together, personal
counseling with the new and old professors,
QUOTE OF THE MONTH –“Use what you have to run toward your best - that's how
I now live my life.” -- Oprah Winfrey
industry interactions, career management
counseling etc. are some of such
opportunities which we find can be useful
for you. We also wish to show our gratitude
to those IILM alumni who have
wholeheartedly contributed to the
advancement of the IILM institute in terms
of placement leads, placement efforts,
students inputs, curriculum feedback and
efforts to spread the message about IILM as
the best private B-schools in India which
aspires to bring the management revolution
and churn out the world class management
graduates who have the will and abilities to
reach the top - IILM ALUMNI CELL
RECONNECTING WITH THE IILM ALUMNI
IILM EVENTS ................ 8
IILM GALLERY ............ 21
PROFESSOR SPEAK ...... 22
ALUMNI NEWS .............. 28
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Getting the most from corporate research analysis IILM has planned a one day workshop for IILM
alumni in the month of August 2009 on the above
topic
IILM invites its alumni to a
one day workshop on –
GETTING THE MOST
FROM CORPORATE
RESEARCH ANALYSIS.
Workshop aims to train
and acquaint IILM alumni
with several methods of
corporate research and
their application. The
workshop will be held in
mid August at IILM
Institute campus at
Gurgaon. Details will be
sent shortly.
In the competitive business
world like we see today,
companies need to differentiate
themselves by most appropriate
decision making. Accurate,
result oriented strategic
management is the need of the
hour. Several research methods
and technologies are frequently
used by mangers to be able to
do things right. The one day
workshop for the benefit of
IILM alumni from all campuses
will focus on the successful
research ideas and methods
SMARTER RESEARCH: Experience vs.
Theory
Research methods, analysis
and application in corporate
sector are gaining
momentum. Delivering the
quality experience to the
customer, retaining talent with
the organization,
benchmarking best practices
in the industry, having a feel
of current trend, all require
research and investigation of
the kind which was never
seen before.
IILM ALUMNI CELL
which are giving results in the
corporate sector for different
products and services. For
example, several research
methods may relate to the
quality management of business
process and services, thereby
deriving a competitive
advantage for a company.
Senior executives from GMR
infrastructure, RFCL, Escorts
are expected to be the honorable
speakers. IILM alumni who
wish to be one of the speakers
may also contact us with the
details of their topic.
Interested alumni, who wish to participate, need to send their details for registration. Registration will be strictly on first cum first serve.
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Overview
A survey of senior human resources
officials from 22 top international oil
and gas companies by Ernst &Young
and Rice University revealed that
shortage of quality talent was among
‗top-five‘ problems for nearly 90% of
the organizations. Alarmingly, these
respondents agreed that the shortage
could potentially hinder the growth
and financial performance of the
company.1 These numbers quantify a
fact that human resources in the oil
and gas sector have talked about all
along. The dearth of skilled and
qualified professionals, hitherto an
organizational issue, has now
snowballed into a business challenge
for firms worldwide. Further, the
impending retirement of a significant
portion of the baby-boomer
generation threatens to create an
industry-wide brain drain. This
includes geologists, geophysicists and
engineers, amongst others. With the
existing pipeline of replacement talent
woefully short in numbers,
organizations face the prospect of
competing for an extremely small
talent pool.
Organizations that can devise an
effective talent scouting and retention
strategy can gain the competitive edge in
a market that is expected sustain its
growth in the long run. Many economists
and analysts predict the industry to grow
in spite of the prevailing economic
downturn. The recent dip in demand
notwithstanding, India and China will
account for over half the increase in the
world primary energy demand between
2006 and 2030, as per IEA estimates.
As the demand grows, existing supply
sources are shrinking. Newer finds are
getting more complex. As the complexity of
these exploration and production projects
grows, there is a greater need to have on
hand people with the technical chops to
deliver and manage such projects. However
companies, both public and private, are ill-
equipped to handle this aspect.
Demand Growth
The global energy sector is not immune
to the effects of the economic downturn.
As the global economy continues to
languish, demand for crude oil has
slumped. The IEA, in its World Energy
Outlook 2008, estimated that global
primary energy demand will expand by
45% between 2006 and 2030, at an annual
growth rate of 1.6% per year, lower than the
projection in 2007. The projection for
2009 too was revised downward by 1.5%
year-on-year as economic growth slowed
down. However, this will only have a short-
lived impact on the long-term growth of
the sector. As economies regain their
growth momentum, oil demand is
expected to rise again. With political
instability running through some of the
key Energy producing countries in the
Middle East, Venezuela and Nigeria,
the direct impact is on the global
Energy prices. In the coming few years,
little is expected to change. The price
points are expected to rise and the
demand is likely to increase as well.
The Right Type of Talent is Critical With the industry expected to tide
over the short-term recessionary trends,
the biggest challenge remains finding
highly-skilled personnel in the oil
exploration and production space. Finding
and producing oil & gas is an expensive
proposition. The enormity of the capital
outlay required to secure oilfields is
further amplified by the fact that there
are not enough Greenfield opportunities
for oil and gas firms. Thus, there will
By 2010, the Oil & Gas industry will face a 38 percent shortage of Engineers and geoscientists and a 28 percent shortage of Instrumentation and electrical Workers.
The IEA, in its World Energy Outlook 2008, estimated that global primary energy demand will expand by 45% between 2006
and 2030
Divya Nagpal, IILM Gurgaon PGP batch
06-08, HR Generalist Role
(Recruitment/selection, Induction, HR
Strategy, Compensation, Exit formalities,
Employee engagement, etc)
Searching right talent
IILM
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As the old saying goes- ‘recruitment is grand, retention is
ten grand’.
The recovery in the market did little to bring the talent back into the industry. Post the ‗bust‘, students stayed away from the sector due to fears of another
shakeup and lack of stability.
be cutting edge technologies deployed
to make the exploration and production
processes more efficient.
However, it is also imperative that these
technologies are backed by adequately
skilled and trained talent that can weather
the complex and hazardous nature of
E&P operations. The key talent
requirements are in areas, such as
• Geologists & geophysicists
• Reservoir engineers
• Production engineers
• Techno-commercial managers
• Country and development managers
However, the slow influx of talent into
the sector has created a talent deficit that
is as difficult as it is critical to fill. In the
coming days, the problem will intensify
as the current cohort of field
professionals decide to retire. The
median age for technical professionals
in this industry is 51, according to the
Society of Petroleum Engineers. The
―crew change‖ that is coming over the
horizon is going to be widespread and
severe. In the next five years, the
industry will need a large pipeline of
both new graduates as well as mid
career professionals to fill the void left
by the retiring technical talent.
Why the Talent Crunch
The talent crunch of today has been a
long time in the making. In fact, the
origins of this crisis can be traced back
to the 80s and 90s, when several
thousands of skilled professionals
exited the industry, due to the effects
of softening oil prices. The recovery in
the market did little to bring the talent
back into the industry. Post the ‗bust‘,
students stayed away from the sector due
to fears of another shakeup and lack of
stability. In the past 20 years, an
estimated 500,000 professionals have
abandoned the global oil and gas
industry. It is expected that 50 percent of
the existing workforce will retire by
2015. On the contrary, the flow of new
talent into the industry is expected only at
a rate of 2-5 percent by 2010.
Consequently, the industry could face as
much as a 15 percent talent shortfall by 2010.
Given the rapid growth of high-potential
sectors, such as information technology
and financial services, it is not hard to see
why young talent is shying away from a
career in the oil and gas industry.
Enrolment for undergraduate petroleum
engineering programs in the US touched a
low point with a 79% decrease between 1982
and 2004. This trend has only reversed
itself in the last few years, however, the
graduate pipeline will take a few more
years to fully revert back to pre-80s
levels.
Demanding work conditions, remote sites,
and perceptions of the industry being
―dirty‖ or ―old world‖ have only served
to discourage entry of young professionals.
Also, many new areas of production are
located in politically unstable regions,
pushing the sector further down the pecking
order.
The HR Manager’s Dilemma
For HR managers in the oil and gas
sector, it‘s a peculiar problem. They need
to optimize the human resources they have
in a way that gets the most productive
results. At the same time, they need to
be careful to not their limited talent pool
to a point of saturation.
In the emerging scenario, the role of an HR
manager is more strategic than operational.
As a departure from common practice, the
HR department should be involved in a
project right from the design phase. From
determining the right talent-fit, to allocating
appropriate resources to each aspect of the
project, HR managers need to play a more
proactive role.
As the old saying goes- „recruitment is
grand, retention is ten grand‟. HR managers
need to find strategies to ensure that
employees are motivated to stay for the
long haul.
The Global Talent Pool There is an immediate need to lure
young talent, provide extensive training
and bring them up to the required
operational levels. To facilitate this,
companies need to reach out to regions
where such So where can we find the
workers of tomorrow? One place to look
would be where there is a surplus of
technical graduates. India, China and
Mexico are
producing large numbers of geosciences
and engineering graduates.
Many O&G companies see the potential
value locked in these areas, but are not
able to take advantage. Small and
medium-cap organizations with modest
HR resources find it difficult to source
talent from distant geographies. Some cite
distance and lack of local knowledge and
networks. Others are unable to accurately
judge the quality of incoming talent. There
is a constant need to ensure that
graduates have the basic foundational
skills as well as the aptitude to succeed.
Start Today The current economic climate may have
scared many organizations off recruiting
but therein lies the opportunity. This is
the time when the market has better
talent liquidity at affordable cost
packages. Additionally, this is the time
when well-thought out retention strategies
have a greater success rate.
Thus, it is critical that you start today
to solve your talent crunch challenges.
Remember, it is not an HR problem. In
fact, an effective talent management
program calls for cohesive action from
the HR, Operations and Administration
departments. Let this checklist be the first
step of that program.
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Well to much of my surprise, this is the first 5-Star hotel, I came across where I had to pay Rs.100 for valet
parking.
Are MBAs fit for Managerial jobs? and so on…… Are we doing right by paying more to IIM passed
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The judge asked why you robbed the bank. The thief said that is where the money is
The IPL work on a similar pattern to Britain‘s English Premiership League where clubs are the franchisees of BCCI and players of the said clubs were sold and purchased like any professional
club
Abhishek Tewari
PGP 07-09, Gurgaon
Executive Marketing
NCM (India) Ltd
IILM
Can 20/20 replace other forms of cricket
The IPL is a professional Twenty20
cricket league created and promoted by
the BCCI and backed by the ICC. The IPL
works on a franchise-system based on the
American style of hiring players and
transfers. These franchises were put for
auction, where the highest bidder won the
rights to own the team, representing each
city. The IPL works on a similar pattern to
Britain‘s English Premiership League
where clubs are the franchisees of BCCI
and players of the said clubs were sold
and purchased like any professional club.
This innovative game of 20/20 cricket
changed the game in many ways. Night
matches have become very common in
most nations, and one-day cricket has
become the most widely followed form.
Players are full-time professionals. There
were exciting matches in colored clothing,
on drop-in pitches and under floodlights.
All these varieties have stuck and become
regular features of cricket in the world
today.
The judge asked why you robbed the
bank. The thief said that is where the
money is
Twenty20 has prompted some to speak of
it as a purely money-making exercise that
will ruin the cricket‘s rich fabric. Others,
though, see it as an opportunity to take
cricket to new audiences, new frontiers.
The emphasis on innovation like music,
cheer girls, franchise business model
where celebrities and business tycoons
owning the teams, lucrative offers for
players and the fan-friendly format for
the time deprived spectators have already
proven wildly popular at domestic level
in England, South Africa and Australia,
and those at the forefront of the IPL
believe that this successes will be
replicated internationally especially in a
cricket frenzied nation like India. There is
no doubt that 20/20 is truly and purely a
money machine for the BCCI. It takes
some time for the franchise to pull their
money back or to achieve break- even the
money that has been pumped in.
There is no doubt that this format is most
fitting for the time deprived viewers and
fun lovers. But 20/20 undoubtedly invites
many questions. Is 20/20 a real test of
cricketer‘s caliber? Considering the tight
international schedule and the amount of
cricket we play here, will it not cause
players burnout? Whether the inclusion
of cheerleaders degrades women or the
game or both depends on the way we
perceive, assume, and believe about
women and the game in general.
Will the players of other teams like
Australia, New Zealand, share their
core competency, team‘s strategy and
success secrets with the Indians and
vice versa? Yes if they exhibit true
sportsmanship and respect for the game
for what it is and not what they are.
The answer would be no if they see
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Can we take one moment and think about others games in India. Is cricket the be all and end all of all
the games?
The need of the hour is an inclusive growth. Let us nurture the malnourished sports before we call ourselves as a nation of sports lovers.
their teammates as long term threats when
they play against them representing their
nation
Presuming that this format of the game
will be a huge success considering the
changing preferences of the spectators and
promoters of the game, at what cost will it
be achieved is worth pondering and
analyzing.
The promoters of the game never thought
of promoting Ranji and Duleep trophy in
an innovative way. Is 20/20 gained or
gaining lot of prominence because of the
failure of the promoters in making other
forms of cricket like the Ranji and Duleep
trophy alluring to the players and the
spectators? Some of the aspiring and
talented youngsters did not get an
opportunity to play at the international
level because some of the senior players
have taken their place for granted
consistently. Besides our memories are
pretty short and a fifty or century from one
player after some time ensures his place in
the team for the next few matches.
Can we take one moment and think about
others games in India. Is cricket the be all
and end all of all the games? Is the game
begins and ends only in cricket. Where we
stand in terms of other games? Are we
devoid of any other games which are
physically and mentally stimulating except
cricket? Where are the sponsors for these
games? Are we living in a nation which is
dearth of talents? Even the media attention
is also focused too much on this ignoring
or being oblivion to other games. They try
to capitalize on this bandwagon forgetting
their role and influence on other forms of
the game.
The need of the hour is an inclusive
growth. Let us nurture the malnourished
sports before we call ourselves as a
nation of sports lovers.
Besides I do not think this form of game is
the real indicator of ones cricketing
caliber. For instance we all know that
V.V.S Lakshman and Rahul dravid are
talented cricketers in the other versions of
the game like 50 over and test cricket. If
they perform poorly in this game does it
mean that they are not good cricketers?
Perhaps this version of the game might not
suit their batting style. I am not here to say
that 20/20 is all about hard hitting. Of course
one has to give due merit and respect to
cricketers like Sachin, Pollock, McGrath,
Gilchrist, etc all for their cricketing prowess
and experience.
What will happen if a team does so badly in
this game? What impact it will have on their
franchise and the brands they endorse
pondering the amount of money they roped
in. Only time will tell.
It is not the wrong strategy or the strategies
that make or break a game because there is
nothing like right or wrong strategy. It
depends upon the context, outcome, and
application. The application of suitable
strategy for that situation at the right
moment decides the winner from the loser.
Whether it is 20/20 or 50 over or test format
if one who invariably does the basics right
like picking the right combination,
strategically positioning the players in right
areas according to the situation based on
their strengths and weakness, being
proactive in making the changes in bowling,
batting and fielding differentiates the top
from the mediocre.
Will 20/20 be the future of the cricket?
Before one can come out with an answer for
this debatable question let us look at
different possibilities. One possibility is that
all three formats of the game can co-exist
together satiating different spectators. The
other possibility is that 20/20 can be a fad or
a trend which has been taken with lot of zeal
and enthusiasm by the players, sponsors,
promoters, and spectators of the game
understanding the potential market across
the globe and the money that has been
involved in for the players, sponsors, and the
owners of the team. On the other hand Test
and fifty over format may get revamped and
fine tuned to suit all types of spectators. But
this must be achieved without compromising
on the very core of what test and fifty over
cricket is made of Test of physical and
mental endurance and agility.
All said and done one cannot deny the fact
that 20/20 format is a terrific
entertainer for the crowd except for
the cricket experts who believes
strongly in the rich fabric of what the
game is made of.
Ultimately what we need is respect
among all formats of the game
without taking away the core or the
essence of what each game is made of.
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IILM Alumni Events
ONE DAY IILM ALUMNI WORKSHOP
IILM organized a one day workshop for IILM alumni on 18th April 2009 at its Gurgaon campus and was attended by more than 40 alumni. The topic - Impact of Recession on the Indian Industry, was very well debated upon. Speakers included industry experts from Automobile, Media and Exports among others. The future course of action which is desired by the industry to come out of the current recession was very well discussed. Several new insights emerged from the workshop notably one regarding the management perspective to the current crisis, where quality in management can lead the industry to come out of this recession. As emerged form the workshop, management practices need to re look at its priorities, in particular with regard to the nature and dynamics of the owner - manger relationships.
'Talk cum interaction' between IILM alumni and students IILM Gurgaon alumni team is pleased by the support of IILM students for the successful presentation of the above event in Feb 2009, which was very well attended by the current IILM students and invited alumni guests. Mr. Rakesh Chander from HT Media, Mr. Pratyush Das from Wunderman Advertising and Mr. Nikhil Arya from Buniyad Properties put in best of their efforts to guide and interact with the students with regard to their queries related to the summer project, future career strategies and related
topics.
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Shiv Agarwal, IILM Gurgaon PGP
batch 07-09, Finance., Working with
Copal Partners
IILM
Approximately 6.7 trillion people live on
this earth. Out of those any one who can
read this article is some how related with
it - HIGHER EDUCATION.
Some wants to pursue higher education,
other wants their children to pursue,
some other wants their siblings or other
dear ones to pursue higher education
Government of India is also very
desperate to make higher education
within the reach of the common man.
During the election times also it is a hot
topic. Some years back finance ministry
had started a new scheme by the name
Educational loan, to help all those
students who have caliber but may be
financially weak. Every year GOI gives
huge subsidies to institutes like IIT, IIM
& AIIMS etc so that they will charge
affordable fees from the students.
Above is a common knowledge, but it is
an important issue, since it is an
important part of our life. All this shows
the weight of the two words HIGHER
EDUCATION. But this story becomes
more interesting when we add two other
issues which I have discussed below
There was a huge debate on the
reservation policy last year. It was like
22.5% for SC & ST and 27.5% for OBC
category students in the institutes like IITs,
IIMs & AIIMS and all other government
funded institutes. If we talk in numbers it
comes like this: total seats in IITs in 2009
were 6491. Their so called support by
providing reservation to these categories, the
fact comes in reality like this:
A report in TOI says that this year 1100 quota
seats in IITs not filled. The basic reason
behind is that there were not enough qualified
candidates ho could fill these seats and it is at
the cost of those several other candidates who
are technically qualified but are refused to get
admission because of reservation.
Delhi government‘s budget for the year 2009-
10 is for 10k Crore, out of that 1032 Cr is
proposed for education sector only. GOI has
provided Rs 34,400Cr in the budget for the
year 2008-09 for education sector. But where
this money goes….??? A report in TOI says:
students in villages have to walk 5-8 kms.
Teachers do not entertain students who are
from backward community or dalit families.
They are forced to sit on ground while their
fellow classmates are sitting on the benches.
The worst part is they are not even allowed to
use toilets, why, because they are Dalit.
Now the second part which is related to
students like us. An article written by Arindam
Choudhry (IIPM): this is the story of IITians
and IIM grads.
It starts in the class XI, when a student
with lots of dreams starts preparing for
IIT JEE, mostly by paying huge
coaching fees. After this exercise, two
kind of students emerge - One who gets
thru with IIT JEE….. second who does
not.
Those who don‘t, will either drop the
dream of IIT or prepare again for next
year again. But the ones who get thru
with IIT JEE, study in dream college by
paying a very small fees. Example IIT
Delhi (under graduation): Rs 22035/
semester. Post graduation: 60,000 for
full course. Govt. subsidies you know.
So it is clear that it is a wise investment
of government. But the fact is that, it is
a most stupid kind of investment.
I tell you why?…..
Students after graduating from IITs get
into IIMs and other places for pursuing
their MBA. And when they come out,
do you think they are using their
engineering knowledge anymore or
even do they remember the scientific
principles they have learned in IIT.
This is the story of India‘s higher
education dream. A dream which says –
‗higher education for all‘. A dream by
our Nuclear man ―Vision 2020‖. By
applying your little mind you can
imagine India in 2020.
Higher Education Dream of India
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What remains with us when we graduate from - is it the memories; the fun we had, or is it the placements we managed to get, the value addition; academics etc.
Anurag Arora, IILM Gurgaon PGP
batch 07-09, Finance., Financial
Planning Manager- DST, Max New
York Life Insurance Company Ltd.,
New Delhi
IILM
“SUMMER OF 69”an article written by Anurag some time back when he was being graduated at IILM.
―Summer of 07 - 09‖ would be infinitely
more appropriate, but it seems a little
cheesy. Okay – really cheesy! But any
reminiscing about one‘s time in college –
and everything‘s acceptable (so no funny
jokes about “summer of 69!!” period!)
Ahem…so that issue over the title cleared
up; let‘s get down to business (drum roll)
I thought a lot (a lot!) about writing this
article. My instant, impulsive endeavor was
to keep it docile, good natured and all
hunky dory (after all who knows how many
prospective students in future years would
be wooed (?) away after reading this). But
after some introspection I thought that
might not be the best way to go about
things. Sure, we are morally bound to
render our college in good light – but that is
not quite the purpose, right?
So what I have attempted to do here is to
quite simply just recapitulate my time in
college and be as honest – to – good candid
and sincere regarding whatever I say (true
for placements as well).
So with our session about to end in like, 20
days; I‘m practically standing on the
threshold (of greatness?) Well – ‗that‘
remains to be seen! But jokes apart, with
our placements in full flow (at the time of
writing of this article) it would seem
anything but fair to touch over the (ahem)
rather delicate issue. I am not going to delve
into ‗that‘ topic of conversation right now
(there‟s a better time – a better place) But
the reason I broached that issue is pretty
straightforward – as I was thinking about my
time spent at college (and getting really
nostalgic at it) what I seemed to ask myself
was - well a pretty dumb question – but an
interesting question nonetheless!
What remains with us when we graduate
from - is it the memories; the fun we had,
or is it the placements we managed to get,
the value addition; academics etc.
I mean, really – like 5 years down the line,
what is going to be stuck indelibly in our
head – the memories … or the latter? It‘s
rhetoric, so no need to answer that one. Just
giving you all with some food for thought,
that‘s all! (don‟t we all „know‟ the answer to
that one?)
Well it isn‘t an exact mystery that people out
here (read: my batch mates) have not been
too overtly excited about the placements this
season. Now I am not attempting to preach,
nor am I trying to suggest that we need to
lower our own expectations. It is just about
being realistic and well…realistic. We are all
witness to the turbulent economic forces at
present; and to put it mildly – staying put and
having a little trust is imperative.
My only earnest attempt is to ensure that we
do not tarnish our college‘s image in our
mind unnecessarily. Though I have
mentioned before that most likely what we
are going to be left with years down the line
is perhaps only memories about out time at
college and not about our placements –
that‟s not the point! The whole point is to
keep our college‘s name unblemished.
As it is, alma mater is not particularly
strong around here due to the reasons
beyond control. The externalities factors
(meltdown in the U.S. subprime crisis and
scanty jobs vis a vis survival of the fittest)
have already put a dark cloud. The
placements at our college invariably should
be geared up as the students look forward to
pursue this course with a goal of getting a
decent job post – exit.
So ending things up on a good note is
extremely important – and at the same time
being honest to oneself. And just as how
important it is to me to be able to look back
at this article years down the line and feel
happy about the way I wrote it; it is
likewise important for us, as students, to be
able to look back at our own actions – and
be able to feel proud about being able to
give as much to the college as the college
gave to us! Exelcior!
Visit http://groups.google.co.in/group/myiilm for ‘Lucky alumni of the month contest’ detail Page 11
Manish Vohra, IILM Gurgaon PGP
batch 07-09, Finance., Planning
Manager- DST, Max New York Life
Insurance Company Ltd., New Delhi
IILM
Status Quo for Indian Banks Redefined!! An article written by Manish some time back when he was being graduated at IILM.
The world order has changed.
Developments in past months, amidst
turbulent economic atmosphere, have
indeed redefined the world economic
system. A decade long loose policy
structure in the United States, coupled
with unguarded investment banks
functioning, has now led us into a
troublesome spot. We‘ve in effect dug
out a hole for ourselves – and seem to
be sinking further. The whole mess has
been exacerbated due to the world‘s
increasingly worrying exposure to U.S.
economy, such as treasury bonds. With
bail – outs becoming the order of the
day, we have begun to accept things as
they are and foolishly assume that they
are the only way out. And while it may
be true that they are indeed the only
resort left; we owe ourselves to first
understand the gravity of the situation
and then take the necessary steps.
So, from a solely Indian context, it is
imperative; it is necessary for us to
gauge the situation properly and then
take the necessary steps. Jumping to
conclusions will not help matters; and
neither will stay put. But it would be
foolhardy to worsen the situation even
more than it is.
India’s prudent policy base
Indian Banks are relatively free from
the crisis because of the prudent and judicious
policies adopted and implemented by the RBI.
Prudent policy base provided relative
immunity to Indian Banks from the major
adverse effects of global financial crisis. The
financial sector and banking reforms
implemented in the 90s were based on
adequate capitalization, sound provisioning
norms and effective supervision. The RBI has
also started implementation of Basel II norms.
We did not permit investment banking on the
lines of US investment banking model. In
India, product innovation was on sound lines.
Another important factor was that India did not
allow full Capital Account convertibility of the
Rupee. If that was done, India would have
been exposed to a much greater adverse impact
and contagion from the crisis prevailing in the
US and Europe. India proceeded with
economic reforms with extreme caution.
Although India is relatively free from the
major adverse effects of the crisis, it is likely
to face some jitters. Indian Banking System as
a whole and particularly the major Indian
banks have been able to withstand the crisis so
far and it is necessary to limit the future impact
of the crisis by adopting corrective strategies.
Suggestions
The main principles - bank supervision aimed
at assessment of risk management capabilities
and systems, transparency in accounts, and
minimizing moral hazard issues in both
regulation and compensation schemes – apply
strongly. This will necessarily involve
innovation and some measure of risk.
Drawing Lessons
Capital flows out of the US have started
seeking safer sanctuaries, but emerging
markets, including India, do not figure
high in the list of preferred destinations.
The path to survival today and to continue
surviving in the days to come is to stay
focused on fundamentals. Professionalism
in lending business should be accorded
prime importance.
Saving Capital
The sentiments in the stock market have
made it difficult for banks to mobilize
additional equity at present for meeting the
capital adequacy requirement under Basel
II. Under the Basel II framework, banks
will need to provide capital based on the
risk associated with their loan portfolio. A
bank with high quality credit exposures
will save capital on account of lower credit
risk.
Emphasis on Recoveries
Banks should adopt a cautious approach
towards lending and may redirect funds to
those who have strong repayment capacity.
Banks must also adhere to the exposure
limits prescribed for loans and instruments
and capital market Banks may adopt strict
appraisal of applicants for fresh credit
cards.
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Google has forayed into several interesting arenas, and now has a
strong presence in several verticals
The search engine for them is a cash cow, and with an extremely profitable ‗ad – sense’ mechanism running that – they are in safe (and rich) territory for years to come.
IILM VENI VIDI VICI!! It is an article written by Havish some time back when he was being graduated at IILM.
Search ‘Google’ on ‘Google’?
Google‘s name in the computer world
is ubiquitous. And it is not just the
geekdom which I refer to – but even the
strict layman p.o.v. It is only with their
ability to be something special that they
have managed to make such a strong
presence over the last decade.
Naysayers would argue and say that
they are just a one – item show, and
some really critical ones might even
say that it is pure luck that they have
enjoyed so much success. Now pooh –
poohing that accusation on face value
would also be an injustice – and not a
frank assessment. But though it is true
that search is indeed (from the outset)
their only major offering; and
contributes, even today, about 95 % of
Google‘s revenue, there is much more
about Google that meets the eye!
The top echelons at Google would
unabashedly acknowledge (and
happily) that a search – engine is what
they originated as, and that they will
never digress from that. But in recent
years, Google has forayed into several
interesting arenas, and now has a
strong presence in several verticals;
giving sleepless nights to their
neighbors at Silicon Valley. Just take a
dekko at all the Google applications that
have come up in recent years – Google
Earth, Google Maps, Google Docs,
Android, and Chrome etc. The list makes
up for some very interesting reading –
the simple reason being that the
computer – world has been utterly,
completely baffled by Google‘s actions.
Their surprise is justified; because what
they say is that since all these
applications – though very nice to look
at and use – are just … well …
applications! Google‘s breadwinner is
still its search engine. So why is Google
even bothered about venturing out into
these interesting, but seemingly
unprofitable ventures?
Now I have a very simple way of
looking at things. Google undoubtedly
has ingrained itself into the history of
computing – and they are just a decade
old – ‗infants‘ – we might call them. But
they are behemoths in fact – and the sort
of clout they possess today is unmatched
by even the biggies of the computing
world. And the way I see things –
Google does not need to prove anything
else. The search engine for them is a
cash cow, and with an extremely
profitable ‗ad – sense‟ mechanism
running that – they are in safe (and rich)
territory for years to come.
But this – and this is what makes Google
special – is where they manage to
surprise us every time and again. It is
with their foray into new verticals; and
their constant double of simplicity and
innovation in everything they do; that
they manage to charm us. Even the most
ardent Google supporter would question
whether any of the Google ventures
(besides search) has any profitability
model to it. So it simply boils down to
this – what I earnestly feel is that all
these attempts are a way of constantly
reminding the computer – world that
Havish Madhvapaty, IILM Gurgaon
PGP batch 07-09, Finance.,
Marketing Executive, Reckitt
Benkiser
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realize is that a lot of Google‘s
products are, in fact, acquisitions, and
not their own. I mean it‘s not really a
bad thing (at the end success counts-
not how you get it). But with a
company like Google - who pride
themselves for their innovativeness – it
does make sense to clarify this. Now I
won‘t impose an opinion; but just give
some food for thought. For the
uninitiated Ad Sense, Google Earth,
Picasa (among others) are all
acquisitions!
Did they conquer..?
So did they conquer, is the question.
They quintessential Julius Ceaser
The most common finger – pointing comes when people say that
Google has turned into a monopoly
What most people do not realize is that a lot of Google‘s products are, in fact, acquisitions, and not their
own
Google is not a one – hit wonder, and that
they are indeed capable of replicating
their success (in terms of innovativeness
of applications).
A Little – ‘Balancing’ Act!
After such bright admiration, it is only but
fair to even the scales a little – and take
into account all the criticism Google faces,
and see how they face up to it.
The most common finger – pointing
comes when people say that Google has
turned into a monopoly; and that theirs is
the name that instantly pops up whenever
somebody thinks of search. This is a very
lame criticism as it is – and what Google
has to say in turn is that they are not a
monopoly. In fact, if people are so keen
on using other search engines - they can
search for that search engine on Google
and they will be forwarded there. It is
Google‘s way of saying that they are not
boarding out competitors, and the reason
people use Google is because they like it
and find it more effective.
That criticism hardly held any credence;
but this one does (primarily because it is
one of the things which “I” acknowledge
with a wry smile). It is to do with the
pertinent question of how much of
Google‘s success is its own
‗innovativeness‘ and how much is ‗smart
business‟. What most people do not
words ‗Veni Vidi Vici‘ could not ring more
true here. It is understood that Google never
had big time ambitions, and it was perhaps
sheer fate that they ended up with a winning
product (and how!). But the fact that they
have managed to sustain themselves over
the years; constantly innovate themselves;
diversify; (and not to forget indulge in some
smart business acquisitions) goes on to
show that they are truly pioneers – and
maybe a potent threat to the ruling order in
the computing world (wake up MS!!).
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HR is not at all about the organization rather it is totally individualistic in nature.
Through ages human resource has been a victim of exploitation and to put in present scenario organizations need no people rather robots/machines that should work and only work and demand
nothing in return
Rajat Saraf, IILM Gurgaon PGP
batch 07-09, Finance.,Working with
Hughes Communications India Ltd,
Gurgaon
IILM
“HR Within”
HR is not at all about the organization
rather it is totally individualistic in nature.
It is a process that starts from a person‘s
birth. You are born and brought up by
your parents and surroundings, till the
time you are dependent on them they act
as a source of bread and comfort. You
keep them satisfied by giving
unconditional and innocent love.
This process also includes shifting of roles
and responsibilities, i.e. the moment you
enter school your development as a
resource starts as much is contributed by
your focus and inputs from your teacher.
Human is the ultimate as well as a basic
resource for anything and every thing. But
first he/she must become a resource for
themselves, if you see the big picture
ultimately you aren‘t serving the
organization rather yourself.
Big corporations talk how successful they are
in keeping their employees satisfied. But I
totally disagree with this. Human needs can
never come to an end and hence no power,
wealth, status can satisfy that. Well I don‘t
blame the organization but the truth is that an
organization is run by the people only.
Through ages human resource has been a
victim of exploitation and to put in present
scenario organizations need no people rather
robots/machines that should work and only
work and demand nothing in return. Contrary
to this employees also avoid giving their best
as they have become totally materialistic in
nature. So you can see destruction is from both
the sides.
Organizations talk of employee loyalty. But
why call it a loyalty when it is based on
conductions and have a totally selfish aspect.
You pay to demand loyalty but instead you
give them excuse to quit.
In my first line I mentioned about HR has a
totally individualistic approach, to justify that I
would like to explain it with an example…how
am I suppose to help my team to achieve
common goals if my personal life is totally
messed up. For this I need to manage myself in
such a way that I shall never mix up the two
sides…it involves development and
understanding on my part to deal with the
situation.
HR is all about balancing the equation of life
i.e. both personal and professional.
I must equip my self in such a manner
that I can draw the concerned results.
It is much like this ―If I need to perform
well in exams I need to study harder‖
The problem occurs when there is a
shortage of inputs as compared to
desired output.
I have observed that there is much of
psychology in HR...But it has a few
limitations.ie in order to make your
employee tension free you cannot
interfere in his/her personal matters
regardless your motives are justified. To
put it more accurately organizations try
to influence the thought process of the
employee but trust me most of the time it
backfires. The reason is simple ―why
should I tell my boss I hate my wife‖.
Another question that troubles me is that
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HR is not at all about the organization rather it is totally individualistic in nature.
Through ages human resource has been a victim of exploitation and to put in present scenario organizations need no people rather robots/machines that should work and only work and demand
nothing in return
when ever it comes to HR why every
body thinks of employees and
organizations. Actually our history has
even much to teach us.ie if you look at
the great conquerors such as Napoleon,
Changez Khan, and Alexander; there
was much of HR concept involved there
also. Alexander lost it because he failed
to prevent the mutiny that arose due to
sick and tired soldiers. Changez Khan
conquered more than half of the world
but lost control to manage such a big
empire. Similarly in today‘s world
organizations that strive to climb up fast
usually most of the time results in
following bad HR practices.
The very concept of HR is totally
natural, it is much like this that you can‘t
eat mangos if you don not take proper
care of the tree.
These fundamentals of human resource
are not just embedded to the outer reach
of an individual but also inside.
If I need to fight a gang of 10 thugs I
need sharp reflexes supported by
controlled sences along with the will to
go for it.
HR practices in my opinion should be
like water. When you pour water in a
glass it becomes a glass when you fill a
tea pot it becomes a tea pot. It can take
any shape, structure or size depending on
the situation.
You might me wondering then what is
the significance of managing employees
and other terms that we had studied such
as training, recruitment, appraisal, retention
etc.? Well I believe they don‘t constitute the
concept of HR rather they are the
disciplines or techniques that are totally
employer and employee focused.
These techniques evolved through time and
experience but the very fundamentals of
human resource existed since the dawn of
mankind.
Hey have you ever seen an acrobat
performing on a rope, walking from one
end to the other. Well I am of the opinion
that HR practices play the same role as that
of a stick in that acrobats hand. One can
imagine that the performer performs his
stunts on the rope and must not deviate
from the straight path otherwise he shall
end up in air from both the sides.
Similarly an employee is suppose to walk in
the line of the organization abiding by the
norms and duties given to him and on the
two sides here there is no air rather two
extreme situations. One is his personal life
and other is the role that he plays in the
organization, Overindulgence in any of the
two sides can cause deviation and hence can
be destructive.
Now you must be thinking where in this
situation is the HR practitioner, well sir
seems you have forgotten all about the stick
that I had mentioned to you earlier. In this
situation HR practitioner is like a stick that
is available to the employee for the purpose
of balancing work and play.
Another thing that is of utmost importance
is that walking on a rope involves analysis
of three fundamentals i.e. Speed, Balance
and Weight. Let me explain them one at a
time.
1. Speed: When an acrobat is walking on
the rope he must not be hasty or fast nor to
slow otherwise he will fall hard.
Now in the light of an organization if an
employee acts hasty & does not learn or
takes too much time that will hamper his
own performance as well as of the
organizations.
2. Balance: If the acrobat fails in balancing
his movements left to right he shall end up
flat.
Similarly if an employee fails to balance his
personal life and corporate role his result will
be no different.
Balance also refers to that of his input and
output, his dreams and reality.
3. Weight: Now if the acrobat steps to hard
on the rope or so lightly that he can feel the
air below him that would also hamper his
ability to walk properly. In an organization
also if a person is not patient enough or
considers him one man team, avoids
cooperation and team work, he will never be
able to drive the organization.
Now as far as the role of stick is concerned it
is our job as HR managers to help our
acrobats perform well on this so called rope
named the organization. Let it be thru
training and development, proper staffing,
manpower planning, counseling etc.
While writing this article I was left to wonder
as to who are the good or bad employees
even though ultimately all are able to walk on
the rope. Well I believe the fact of the matter
is not whether one can walk or perform rather
it is how smooth one can walk and it shall
itself determine weather he/she is a good
employee or not.
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/
Many financial experts agree that combining different asset classes — stocks, bonds, and cash — is an excellent way to spread risk and
opportunity among investments
Review your statements each time you receive them to ensure
accuracy
IILM
“Eleven time-tested tips for long-term investment success”
Tajinder Singh, IILM Gurgaon PGP
batch 06-08, Relationship Manager.
iTrust Financial Advisors,Gurgaon
Exercising regularly and eating a
balanced diet are good habits to establish
if you want to ensure a long, healthy life.
Likewise, establishing good financial
habits will help ensure you achieve long-
term investment success. The following
eleven tips will get you started.
1. Set goals, create a plan, and
write it down. While you might
have a plan in mind, you‘re more
likely to follow it — and achieve
your goals — if it‘s written
down. Prioritize your goals,
focusing first on those things that
matter the most and, no matter
how painful, backburner the rest.
This concentrated effort
increases the likelihood for
success.
2. Pay yourself first. Consider
setting up an automatic
investment plan with a fixed
amount deducted at set intervals.
This allows you to buy more
shares when the price is low and
fewer shares when the price is
high, thus reducing the overall
cost. Called Rupee cost
averaging, it‘s a great strategy
for long-term investing.
3. Diversify and allocate. Many
financial experts agree that
combining different asset classes
— stocks, bonds, and cash — is
an excellent way to spread risk
and opportunity among
investments. Equally important is
how you allocate the assets. For
example, an aggressive asset
allocation may have 80 percent
equities, while a conservative
strategy may have just 20
percent.
4. Stay on top of your paperwork.
Review your statements each
time you receive them to ensure
accuracy. Take advantage of
online viewing options to reduce
paperwork. Keep financial
documents organized for future
reference in a handy folder or
binder. And once you receive
your annual statements, shred
and toss the rest.
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Be sure to keep your beneficiaries and will up-to-date to reflect your most recent circumstances, especially important if there‘s a
new child in the family
While it‘s easy to get distracted with the ups and downs of the market, in order to achieve long-term goals, you need long-term
investing
5. Changing jobs? Create
Emergency Fund. Despite
hefty penalties, many job
switchers still cash out their
Emergency Funds. It helps to
earn better on your fixed and
long term investments.
6. Check your credit report
annually. Our agency—
iTrust Financial Advisors —
keep tabs on various accounts
opened in your name,
including credit cards,
mortgages and other bills and
banking information, even
those accounts you haven‘t
used in years. This
information is compiled to
calculate an overall credit
score that lenders use to
determine your Financial
Health. For a small fee you
can learn your score using one
of several online credit
services.
7. Stay informed. Reading
financial periodicals such as
the Economic Times,
Bussiness Standard will help
you stay on top of what‘s
happening in the markets.
Most daily local newspapers
also include a financial section
with prices and updates.
8. Review and update your
plan. Be prepared to change.
At a minimum, you should
review your plan and portfolio
annually, earlier if you‘ve had
a major life event, to ensure
your diversification and asset
allocation strategy is still
aligned with your goals. In
addition, changes in the
market may have also caused
your portfolio to become
unbalanced. iTrust can help
you rebalance your portfolio
as needed.
9. Prepare your final wishes. Be sure to keep your
beneficiaries and will up-to-
date to reflect your most
recent circumstances,
especially important if there‘s
a new child in the family. If
you have young children,
make sure you have life
insurance to protect your
family in case of death or
inability to work.
10. Don’t be afraid to call your
investment professional. No
question is too simple or issue
too minor to address. They‘re
there to help.
11. Stay focused on your goals.
While it‘s easy to get
distracted with the ups and
downs of the market, in order
to achieve long-term goals,
you need long-term investing.
Train yourself to block out the
"noise" and stay the course.
This is the only way to stay
focused on — and achieve —
your goals.
Want More Information? To find out how iTrust can help
you meet your investment goals,
contact us on 91 9953968267.
Remember, you're making an
important financial investment in
yourself. Be proud of it, and make
well-informed choices about how
you manage your finances.
Good luck in achieving your
Good Financial Habits
Happy Investing!!!
Tajinder Singh
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Here market is purely service oriented and the three extra Ps (Process, People and Physical
Evidence) has a key role to play.
With a large chunk of capital intensive population Indian Luxury Retail Market has all good reasons to grow even during the
I would like to take this opportunity to introduce PropertyKarobar.com one of the premier Real Estate Management companies in Gurgaon. Propertykarobar currently provides services to several large Investors, Corporate Houses, individuals, Guest Houses. The functions handled by Propertykarobar relate to: Large Investors: Original booking, Resale, Plots, Pool Investment (wherein a group of investors pool in their share for the purpose of a large investment fund) Corporate Houses: Office Spaces, Tie-ups for providing rentals and premium guest houses for their employees Individuals: House on sale/purchase, House for rent in DLF City Taking a methodological and structured approach, we have helped our client(s) make smarter investment decisions concerning real estate deals, through our domain expertise and superior service delivery. In these challenging times, our services could be especially useful in making your first real estate investment. I hope to speak with you in the near future to discuss how we can assist you specifically. In the meantime, if you require any further information, please feel free to call us at the number 0124-4206448. Sanjay Sharma
eCorporate Web Solutions provide effective, stylish and affordable website design and development. As a well established business web design company, we can offer high quality website creation & a range of affordable web design services to any business, individual or company. We have built a strong reputation as a leading website design company by building web pages and producing sites that are good for new , technically excellent and affordable for small businesses and Entrepreneurs .
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CONTACT Satyaveer Pal (PG 06-08, IILM Gurgaon), CEO & MD, eCorporate Web Solutions, Mobile no.
9891256499, 9350025016, New Delhi
Business Classified 3
Business Classified 4
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HR‘s best friend
Increase employee
retention, engagement and productivity
through
Designing smart ESOP schemes
Employee on-boarding - PAN card and induction services
Tax consultation and CTC structuring
Free educational seminars on employee wealth creation
Free worksite financial health clinics
Free finance newsletter for your corporate intranet
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IILM ALUMNI CELL
DEALS IN AGRI COMMODITIES SPECIALITY – OLD & NEW BARDANA, PULSES, OILSEEDS, CEREALS etc. To facilitate our clients we do purchases commodities from mandis (direct from farmers) on commission basis. CONTACT: BALRAM VIJAYVARGIYA (IILM PGP06-08) MO. NO. +919784543180 RAJASTHAN (INDIA) email: [email protected]
Business Classified 6
Alumni Cell Members
Student Members Alumni Members
Atul Kr. Singh (PG-II), Vice President, Alumni Group Rakesh Chander, Firefly eVentures, Chairman, Alumni Group