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India plans to set up 'knowledge bank' - Overseas Indian Affairs Minister Vayalar Ravi

2007-10-02T11:48:00.000+05:30

India plans to set up 'knowledge bank' - Overseas Indian Affairs Minister Vayalar Ravi -India plans to set up a"knowledge bank" to share the expertise of NRI doctors, engineers and other professionals to provide world-class education back home, Overseas Indian Affairs Minister Vayalar Ravi said IGNOU to launch special educational programme for disabled -Indira gandhi National open University (IGNOU) in collaboration with the Rehabilitation Council of India (RCI) is going to launch extensive training programs for the people with disabilities.

East Delhi schools to get Rs. 150 crore for up-gradation purpose -The Delhi Government has announced a package of Rs.150 crore for upgrading and constructing 200 schools in East Delhi.

Punjab University to go ahead with celebrations minus PM -The Punjab University has decided to go ahead with its diamond jubilee celebrations from Monday despite the last minute pullout by Prime Minister Manmohan Singh, who studied as well as taught there.

India is world's 10th biggest talent hotspot - GTI- The first ever global talent survey, conducted by the executive search firm Heidrick and Struggles and the Economist Intelligence Unit, has revealed that India is among the world's top 10 countries for nurturing and developing talent.

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Educomp, Chhattisgarh govt to impart IT skills to students Jobs It sector

2007-08-20T12:27:00.000+05:30

Information Technology skills provider Educomp Solutions has signed an agreement with the Chhattisgarh

government to impart computer aided education to about 30,000 students belonging to backward classes,

over a period of three years. "This is an initiative of the Chhattisgarh government to enable backward children

belonging to the scheduled caste and scheduled tribe communities to enhance their knowledge using

information technology and make them more competitive," Chhattisgarh Minister for Tribal, SC/ST

Development Satya Nand Rathia said. "We are keen to expand this project to the remaining districts of the

state," he said. As per the agreement, Educomp will provide hardware, software, multi-media based content

on various subjects and connected accessories to 323 hostels. It will also provide one faculty to each hostel

to guide the children.

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BPO Jobs : BPO scales a new peak with version 3.0

2007-05-16T03:32:00.000+05:30

Move over night long slogs on mundane outsourcing jobs. The $9-billion business process outsourcing (BPO) sector has graduated to the third generation services, or BPO Ver 3.0. Thanks to moving up the ladder many of the over 5,00,000 staff now see a meaningful career in outsourcing and companies are able to get tasks with higher billing rates.

Sample the work in BPO 3.0: developing structured products for investment banks, using Monte Carlo simulation (statistical tools, in common lingo) based patent valuation, providing actionable legal and engineering reports for products that can be launched in multiple global markets and more.

This is far too complex from what the industry started with — that is, transcribing medical records, answering phone calls and data entry (BPO Ver 1.0). Later the firms graduated to doing problem solving and decision-making tasks such as processing insurance claims or enhancing limit on credit cards.

That was BPO Version 2.0. While the third version is being incorporated by BPOs over the last few months, it is still in its infancy. What distinguishes itself perhaps from the other versions is that the companies are recruiting experts with up to 15 years of experience and the higher billing rates.

Now, in the third avatar, while a huge labour arbitrage remains the driver — for instance, what lawyers deliver here for $75 per hour costs $400 per hour in the US — the point is that “the kind of work that we deliver now was never really being done (even in the host country) as it was too expensive for many global companies,” stresses Sanjay Kamlani, co-CEO of Pangea3, a Mumbai-based legal process outsourcing service provider. Bangalore-based BPO 24/7 Customer’s V-P (global marketing) V Bharatwaj adds, “We are extracting value from transactions that clients make.

This is the third generation of BPO.” The first generation was plain vanilla services like answering calls, the second version included rule based processing and involved ‘lift and shift’ kind of operations. “Now, the customer has seen the India centres deliver to specifics, experienced the quality and is wiring more complicated tasks.

Like, for a financial services customer we worked for four months to analyse data and predict the customers most likely to buy a product. We came up with relevant models using mathematical and co-relation modelling to create the predictive analytical model,” says Mr Bharatwaj.

That’s often the kind of work that knowledge process outsourcing (KPO) companies claim to do. But even here the scaling up to more complex tasks has happened only recently. For instance, banks are routinely looking at products that offer good returns.

Gurgaon-based Evalueserve has engaged PhDs in statistics and mathematics to deliver such work. The company claims that investment banks from the US, Japan and UK have outsourced new products development work to it.

Here’s what the Evalueserve’s COO and country head Ashish Gupta has to say on it: “We are running offshore research centres for clients and helping them grow. For instance, in the West the sales person may just be spending 15 minutes with the client but all the MSO (marketing sales and operations) related work is executed at our office. We have built customised Monte Carlo simulation-based patent valuation techniques to deliver intellectual property related work.

Such scaling up has happened only in the last few months.’’ In Mumbai on the other hand, Pangea3 does the high-end work for about 50 of its 150 clients. “For an auto emissions product company we studied emission law in various countries and also did the intellectual property and technical analysis.

The challenge here is that each country has different emission laws. Even within the US, the law may differ across states. In many instances such work was not being done earlier due to costs and complexities involved. Now, companies are seeking vendors around the world who can deliver such jobs,’’ says Mr Kamlani.

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How To Choose your job wisely

2007-05-06T10:28:00.000+05:30

If you are young, and have had the benefit of a good education, you will have many suitors in the job market. But a plenitude of opportunities also poses the challenge of choosing wisely and well. If too many of your peers have fallen for the glitz and the show and if easy money seems attractive, it is time you pause and think. If you are just out of management school, you have a 40-year working life ahead of you.

And that is a long time! At the pace of change we are experiencing, you are likely to have a varied career, with more than one employer, in more than one geography, and in more than a few jobs. If you are bold, you could strike out on your own and if you are resourceful and lucky, strike gold.

So, how must you choose if you are on the threshold of a career? What considerations should influence your decision? First, consider the challenge of the job and the opportunities it provides to acquire new skills or hone old ones. Trite as this may be, the evidence suggests that very often, other considerations, chiefly money and a recognised brand, count more.

And so, you would do well to interview your suitors to get to know more about your employers and the organisation they represent, the reasons for their interest in you and most important, the job offer and what it entails.

Will I be able to make a unique contribution? Does it challenge me sufficiently? Will it help me put my skills to use? What will I learn on this job that I do not know or possess? These are a few questions that can help guide your thinking. It is not enough that the answers to the questions are positive. You must then find out if the culture of the organisation and the environment in which it operates will allow you to make the contribution that you would like to make.

All of this suggests that you should know your mind, your strengths and weaknesses, the skills you possess and those you do not. Inventorying these will give you a clear idea of where you stand and what you should seek. Doing so will also help you temper your immediate aspirations with a keen sense of what your limitations are, an essential antidote to arrogance and hubris. More importantly, it will help you reach for opportunities that will train you in the skills you lack, but which you think are worth acquiring.

For skills matter more than knowledge in the practical world of business. Planning, organising , negotiating, working across cultures, communicating clearly and persuasively, listening, working in teams and decision-making are some of the skills that contribute to success at the work place. Though taught formally in business schools, these skills are best acquired and perfected at work.If the challenge of the job does not excite you, you would be better off declining the offer.

Indeed, as an employer, I would be disappointed if you evinced no more than perfunctory interest in understanding the job, your role, and the challenges it presents and focused instead on the title, compensation, how quickly you can rise through the ranks and how you can bolster your resume for the next job. Remember that today more than ever before, you have choice unlike the preceding generations who had to pretty much to accept what was on offer.

So choose wisely and well. Do not allow short-term considerations overwhelm your longer-term goals. Lastly, remember that nothing will make you unhappy than the tendency to compare yourself with your peers as you progress through your working life. To quote Wordsworth again, “The race is not to the swift nor the battle to the strong, but chance and circumstance happeneth to them all.”

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Laws to hike H-1B cap introduced in US

2007-04-18T21:23:00.000+05:30

It could be the year that the H-1B aspirants get lucky. A number of legislations, each calling for an increase in the annual cap for highly skilled worker (H-1B) visa, have been introduced in the US Congress.

The SKIL Bill, Securing Knowledge, Innovation, and Leadership Act of 2007 or the SKIL Act of 2007 has been reintroduced by Senator John Cornyn while Senator Chuck Hagel has introduced The High-Tech Worker Relief Act of 2007. Both legislations propose increasing the number of H-1B visas from 65,000 to 195,000. The renewed effort to increase the number of H-1B visas comes at a time when the annual quota of H-1B visas for the fiscal year 2008 has been exhausted.

H-1B visas allow highly skilled foreign workers to work in the US for up to three years. Congress has imposed an annual cap on the number of H-1B visas at 65,000. However, this cap does not meet the demand. Immigration expert Arun Vakil said, “This is the first time since the launch of H-1B visa that a lottery system is being introduced.

This could lead to a situation where the most deserving IT professional from India may not get the visa, which will affect the American employer and the Indian applicant who may have to wait till April 1, 2008, to apply for 2009 quota.

Looking ahead, the pro-H-1B lobby in the US will become more active to press for increase in H-1B quota to save the US from losing its competitive edge in world technological leadership.” The Hagel Bill exempts all students who earn a master’s degrees from the cap.

It also exempts advanced degree graduates that have three years of working experience. All family members of H-1B visa holders can come to the US and they can work in the US during their stay.

Foreign physicians can get exempt visas as long as they agree to work in areas that are designated as an area with a shortage of doctors. More on..............

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Make your overseas salary less 'taxing'

2007-04-16T04:47:00.000+05:30

Sameer, a software engineer is being deputed to the US for two years. His company has given him certain options for payment of salary during his overseas deputation and Sameer needs help in making the right choice.

His employer has offered him the following alternatives which are typical in the case of Indian employees being deputed overseas: Salary net of hypo tax with taxes borne by the employer: This arrangement, where the employee receives salary after reduction of hypo tax is popularly known as Tax Equalisation. The hypo tax would be equal to the Indian taxes that Sameer would have paid had he continued to remain in India.

The entire overseas tax liability would be borne by Sameer’s employer. Guaranteed net salary with taxes borne by the employer: Under such an arrangement, the employer agrees to pay a guaranteed net salary and bears the entire overseas tax liability. Any risk of increase or decrease in overseas taxes would be borne by the employer.

Gross salary: The employer pays a gross salary and withholds the relevant taxes as applicable to the overseas country. In such cases, the risks and benefits attached to increase or reduction in tax liability would be to the employee’s account.

Existing salary plus additional allowances for the overseas deputation: This is a structure usually followed in case of short-term deputations (six months to one year) with the deputed employee continuing to get his Indian salary plus an additional net of tax daily allowance (per diem) during his stay abroad. Sameer’s perspective, the safest option would be to go for a guaranteed net salary with taxes to be borne by the employer (the employer needs to be a foreign entity in such cases).

Sameer would be insulated from fluctuations in tax rates and interpretations by the US and Indian tax authorities. The concept of hypo tax is gaining popularity even though under this structure, the employee is not insulated from fluctuations in Indian tax rates. The employee’s decision should also factor in key aspects like employer entity (usually a foreign entity), continuity of retirement benefits, and assurance of continued employment at an appropriate level on eventual return to India.

Once the overseas deputation commences, there are various overseas tax compliances that the employee must be aware of. While an employer would typically organise for assistance on the above aspects, these compliances are the personal obligation of the employee.

Further, Indian tax filing obligations, Indian taxes, if any, payable on salary received when overseas and availability of tax credit are matters that need consideration. So, if you are all set to go overseas, you know the questions to ask to ensure that your deputation is less taxing!

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Learning via cellphones for exams

2007-04-14T09:24:00.000+05:30

If you were tired or bored of studying books for Common Admission Test (CAT) for IIMs or GRE for admission to colleges in US, you can now use your handset for studies.

EnableM, a wireless applications developer and IMS, the management entrance training institute, will launch a learning vertical for MBA aspirants on cell phones. Starting May 2007, this service would be available on the mobile phones through Wireless Application Protocol (WAP), SMS, voice or data.

The duo although, refused to disclose the cellular service operators which will launch the service, but it will be initially launched by three national players followed by all others.

Charged at Rs 100 to 150 per month on a subscription basis, the companies expects to get 35% market share of test takers within the first quarter.

The service will work as a supplementary learning aid and will allow to take quick tests on specific subjects, access wordlists/ flashcards, quick tips on math and logic etc.

The interactive nature of the medium will enable quick and personalized feedback from the faculty of IMS. Further a student will also get help to figure out eligibility across institutes and universities in and outside the country, with tips on group discussions and personal interviews along with . Eventually, this service will also facilitate greater interaction within the student community.

Amit Zaveri, COO, EnableM says, “Learning through mobile is still at its nascent stage and with the growing usage of mobile phones, we thought this would be the most opportune period to tap this market. We think that mobile can be used to enrich one’s quality of life .”

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IT companies outlook grim on increased wages, MAT

2007-04-07T10:21:00.000+05:30

The IT industry performance for the 2006-07 may well be in line with expectations or even better but the outlook for the current fiscal won’t be anything to cheer about. It’s not just the strengthening of the rupee, which is at an eight-year high, that will impact the outlook but also increase in wages and the minimum alternate tax (MAT) that could cumulatively take a toll on the IT industry.

Another worrisome aspect is the continued dependence of the IT companies on the routine applications development and maintenance (ADM) tasks and their inability to scale up significantly to the higher billing and more complex tasks in areas like logistics, retail, automobiles and aerospace.

Says Sid Pai, partner TPI International (a global advisory firm), ``sustaining topline growth will be a challenge.’’ Adds Kiran Karnik, president, Nasscom ,``margins will be down 1% to 2%. M&A activity will also be impacted with valuations coming down.’’ On topline growth, while there is no worry on the demand side, the IT companies particularly the top tier ones will have to evaluate how much can they grow in the ADM space. Explains Pai, ``the market share numbers are a cause for concern.

The Indian IT companies have at least a 26% market share of the $50 million plus contracts in the ADM space. Some studies estimate the share of Indian players to be 50%. While demand is there, the fact is that there is a limit to how much you can grow with routine services.

Adding to the problems is the fact that billing rates are flat and companies do not have the capability to deliver the much talked about high value tasks.’’ While there is lot of room for the IT companies to grow which in effect could ensure topline grows at rates witnessed in the past, that is upwards of 30%, it is the large players who will have to evaluate their options. Says Karnik, ``I don’t see a reason why topline could be impacted.

Though there could be constraints in managing the growth. For instance, the industry could find it difficult to get the right kind of talent.’’ Apart from the shortage of skilled manpower, another issue is the increase in wages which will impact profitability. Says Vikram Bapat, associate director, PricewaterhouseCoopers (PwC), ``wages have been increasing at about 12-15% a year.

I see a combination of factors including wages, minimum alternate tax, fringe benefit tax on ESOPs, sluggishness in the US economy and the strengthening rupee together denting operating margins.’’ Typically, for every 1% fluctuation in foreign currency against the Rupee there is a 0.4% impact on operating margins. Says a CFO of an IT major, ``companies usually take forward cover for one or two quarters to take care of currency fluctuations. Though if the rupee continues to remain strong, as is anticipated, there will be a squeeze on margins.’’ A large exposure to the US market makes the companies more vulnerable to currency fluctuations. To overcome the hurdles on the growth path companies now have little choice but to accelerate growth in new markets and new services. ..... More

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H-1B visas hit 65,000 ceiling for FY08 on Day 1

2007-04-05T05:24:00.000+05:30

This is not a bad April Fool’s joke, but a harsh reality. In a record of sorts, the 65,000 cap for H-1B visas for the financial year 2008 was reached on the very first day when the US Citizenship & Immigration Services (USCIS) started accepting applications — on April 2.

The USCIS has now announced that it has received enough H-1B petitions to meet the Congressionally mandated cap for fiscal year 2008 and has, in effect, extended the deadline by a day to April 3, even though more than 65,000 applications were received on the very first day.

A random selection process will be used for all cap-subject H1B visa filings received on April 2 and April 3. USCIS will reject and return along with filing fees all petitions received on those days that are not randomly selected. So petitioners who are eliminated through the random selection process will now have to wait for a year till April 1, 2008 to re-submit their applications when H-1B visas become available for FY 2009.

The USCIS has set April 2 & 3 as the final receipt dates and has devised a special computer-generated random selection procedure to cope with the unprecedented rush.

All H1B applications received on or after April 4 will be automatically rejected. Till late on April 2 (Monday), USCIS had received more than 150,000 cap-subject H-1B petitions.

Considering the large number filings, the random selection process too is likely to take time and may run into several weeks.

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$100,000 placement offer at XLRI

2007-03-27T04:55:00.000+05:30

IIMs are not the only management institutes where students are getting job offers with fat pay cheques, with

city-based Xavier Labour Relations Institute touching the $100,000 figure in this year's placements.

XLRI's General Management Programme placement 2007 has seen its 49 students getting as many as 106

offers from 26 companies, including Tata Motors, JSPL and Anil Ambani Group.

While the highest international offer was $100,000, the highest domestic one stood at Rs 35 lakh and the

average salary on offer for the GMP class of 2007 was Rs 15 lakh.

According to XLRI sources, offers poured in from diverse sectors like investment banks, FMCG, telecom,

banking, management consulting, manufacturing, IT and ITES. ADAG, Atos Origin, Cognizant, JSPL, Mindtree

Consulting, RPG group, SBI Caps, Tech Mahindra and Tata Motors were among the companies that

participated in the placement process for the one-year fully residential programme.

"Given the care with which we selected participants, the thinking that went into the design of the programme

and the quality and delivery of the programme, we were always confident of the success of the placement

process," XLRI chairperson Uday Damodaran said.

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11K new scholarships for graduates

2007-03-22T05:11:00.000+05:30

The HRD ministry has announced two new major schemes for students.

The first being 11,700 new scholarships for graduate students and second a finance corporation to provide financial assistance to help students secure their admissions in the institutions of their choice.

The outcome budget tabled in the Parliament states that the 11,700 new scholarships — costing Rs 14 crore — would be for the meritorious students coming from all disciplines.

There is a provision of renewal on a year-to-year basis within the same stage of education, subject to fulfillment of eligibility criteria.

The new Refinance Corporation for Education — to be set up with a provision of Rs one crore — would assist students who are academically eligible to enter institutes of higher education including professional education.

The token money has been provided to set up the institute and more would be given when it becomes fully functional, said a Planning Commission official.

The ministry has huge plans to improve language skills of Indian students with a new National Testing Service conceptualised in the outcome budget.

The institute would formulate graded syllabi and standards for courses in Indian languages applicable to all seven levels of Indian education.

The institute would also test the language aptitude, proficiency and achievement of students in three languages – native, second language and foreign language.

The source material would be produced in four languages – English, Hindi, Tamil and Urdu.

Four models in English — two each for XII standard and graduation — would also be prepared and then translated into other three languages.

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Seeing is believing these Video Resumes

2007-03-18T07:33:00.000+05:30

So you think you are the right person for that job you have been eyeing? It is time you proved it — on camera.

Video resume, the global mantra in recruiting, has caught the imagination of Indian head-hunters, who now find candidates explaining what they do on video more convincing than bloated and doctored paper resumes.

Industry insiders say video CVs are a hit among recruiters scouting training talent.

"Most of our international clients first want to see their future training consultants in action on video," says Anil Sachdev chairman and MD, Grow Talent, the Indian subsidiary of Right Management.

A typical three-minute video CV has a short clip of the candidate talking about himself and his work profile followed by short clips of his work.

Another emerging trend is uploading your video CV on a server or your blog and e-mailing the link to the prospective employer.

Says Sachdev: "Recently, applicants for an international corporate communication position sent links to their video blogs.

"Thanks to the webcam, it takes just about half-an-hour to get a three-minute video CV ready.

Ronesh Puri, MD, Executive Access, feels that video and podcast-laced CVs are a New Economy fad that will not be able to replace the traditional methods of recruitment.

"Hardly 2-3 per cent of recruitments have been influenced by video CVs," he says.

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Wall Street takes MBA Salaries to new high In India

2007-03-14T11:02:00.000+05:30

WALL Street recruiters can be as aggressive as professional football players, says Chris Eitzmann, who will receive his master of business administration degree in May from Dartmouth College’s Tuck School of Business. “Once given the offer, you are getting anywhere from two or three to four phone calls a day,” said Mr Eitzmann, 29, a Harvard University graduate who spent three years in the National Football League. “They want to know if they can talk to your wife.

Can they have their wife talk to your wife?” Competition for MBAs from banks like New York-based Citigroup and Goldman Sachs may push starting-pay packages above last year, when graduates averaged a record $186,174 in total compensation at Harvard Business School and $183,000 at Stanford University’s Graduate School of Business.

It also is prompting universities to crack down on the timing and number of on-campus recruiting events. “There has been a tremendous uptick in the companies’ presence on campus,” said Roxanne S Hori, director, career services at Northwestern University’s Kellogg School of Management in Illinois. Banks and consulting firms are particularly active, she said. Recruiting grew so intense at the University of Pennsylvania’s Wharton School that some companies were holding 10 to 15 events each over two months, said Michelle Antonio, director, career management office.

The Philadelphia Business School, ranked No 1 in the world by London’s Financial Times for seven years running, limited the number of events this year to three per company. Wharton also delayed the start of on-campus recruiting until late October to give students time to settle in. “We wanted to reduce the frenzied perceptions by some students they had to attend all 15 events to show they were really interested in a particular company,” Ms Antonio said. Companies are moving beyond the usual campus consulting clubs to host joint events with student groups in biotechnology or international affairs.

Some firms set up tables at the local Starbucks cafe for 20-minute pitches over coffee, or commandeer a spot in the school’s atrium, Ms Hori said. Mr Eitzmann, who played for the Cleveland Browns and the New England Patriots, accepted a job with Tudor Investment, a Greenwich, Connecticut-based hedge fund run by Paul Tudor Jones. Mr Eitzmann said the recruiting experience was “overwhelming at times”.

He declined to name the suitors he spurned. Citigroup responded to the stresses on students by combining social events with educational offerings such as case studies. “We felt it was important to make our events education-focused so the students feel there’s some value to them,” said Caitlin McLaughlin, global head of recruiting for Citigroup’s markets and banking unit.

The goal in “the war for talent” is to be on campus once a week to every other week, hosting events, she said. At a school like Wharton, Citigroup might bring as many as 70 of its professionals for an event for 300 to 400 MBA students. “The students from the top schools will always be attractive to us because of the proven track record,” said Janet Raiffa, head of campus recruiting for Goldman Sachs. Salaries and signing bonuses for newly- minted MBAs nationwide were the highest last year since the data have been tracked, said Bob Ludwig, a spokesman for the graduate management admission council in Virginia.

The average salary was $92,360 and the signing bonus was $17,603. Additional income like stock-purchase plans takes average pay packages even higher. Schools gather the information using surveys of their most recent graduates. “It is a really good time to be an MBA,” said Andy Chan, assistant dean and director of the MBA Career Management Centre at Stanford, near Palo Alto, California. - Bloomberg It’s a simple case of supply and demand, said Richard Schmalensee, dean of the Massachusetts Institute of Technology’s Sloan School of Management in Cambridge. Sloan posted a total average pay package of $148,081 last year and that may rise again this year, he said.

Northwestern’s Kellogg School reported average total compensation of $150,942 for its graduates last year. The Wharton School reported $167,607, and Columbia University’s Graduate School of Business in New York, $169,194. “I see the demand just going through the roof for this kind of talent,” said Paul Danos, dean of Dartmouth’s Tuck school in Hanover, New Hampshire. His MBA program ranks ninth in the world, according to the Financial Times 2007 ratings.

Money Flows at IIM campuses again In India

2007-03-09T07:00:00.000+05:30

It’s that time of the year again when big money flows into IIMs and the paypackets offered in campuses scale new highs. Heavyweights Indian Institute of Management, Ahmedabad (IIMA) and IIM-Bangalore (IIMB) kicked off their campus placements on Thursday while the IIM-Lucknow (IIML) concluded its own.

But there’s bad news for all those who have been waiting to see the new high in campus offers-the country’s premium business schools have for the first time decided not to reveal the salaries on offer, or at least to play down the money part.

One reason why IIM bosses have chosen to play down the hype around big salaries is the complaint from recruiters that leaks spoil the party for them.

Also, students from the ‘Bimaru’ states have drawn attention to the fact that stories about their fat pay cheques could make them targets of kidnappers back home.

However, there are enough hints that jaw-dropping salaries are pouring into the campuses like never before.

For example, at IIMA one could spot some new high profile international recruiters like Fischer Jordan and Bridgestone taking the rounds. “A total of around 20 companies visited the campus for recruitment on the first day of placements,” an IIMA source told us on condition of anonymity.

They included BCG, Barclays, McKinsey & Company, ABN Amro, AT Kearney, Bain Consulting and UBS to name a few. According to sources, the highest salary in slot zero at the institute this year has been in the range of $225,000, a cool $40,000 more than the last year’s highest offer.

The institute however did not confirm the figure.

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GRE registration from July 2007

2007-03-05T20:34:00.000+05:30

The GRE registration will commence from July.

The registration for the test in India had been closed as more than 52,000 aspirants had applied for the test in

2006 alone which created a disproportion in the total number of applications in comparison to other countries.

''The decision was taken to ensure that we have an adequate number of Indian test takers in the September

2007 administrations of the revised GRE General Test.

The results from September tests will be used to set the score scales for the GRE Verbal Reasoning and

Quantitative Reasoning sections, and these score scales will be used for decades to come,'' said David Payne,

GRE executive director, ETS.

Payne also added that, "Individuals who have already applied for admission to graduate programmes but are

not able to register to take the GRE general test in time to meet admission deadlines should contact the

respective graduate school, in which they applied.''

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India Emerging as online Tutoring hub & Jobs For Teachers

2007-02-26T09:58:00.000+05:30

According to industry experts, India is fast emerging as the global online tutoring hub due to large number of

post-graduates who are well versed in English.

Currently, Indian teachers provide tutoring services at a fraction of the amount charged by their

counterparts in the United States, United Kingdom and other European countries.

The growth rate in this sector is calculated to be around 100 to 150 per cent. India presently earns around

$15 million per year from online tutoring --10 per cent of the total market share.

Other countries who have ventured into this business are Pakistan, Sri Lanka and Malaysia.

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IIT JEE Exams by Forign students : Joint Admission Board

2007-02-22T11:02:00.000+05:30

IIT Matters The dreaded T-school entrance test is in for a lot of changes this year. Our Career Counselor does a round-up of the reforms and how they affect you

The more things change, the more they stay the same. The joint entrance exam (JEE) conducted by the Indian Institutes of Technology (IITs) may have seen rapid evolution in the last two years,but the premise of the test remains the same -- the JEE is still considered one of the toughest T-school entrance tests in the world. The Joint Admission Board (JAB), in charge of conducting the exam announced that the JEE, to be held on April 8, 2007 will have two papers,each being mixed bag of questions from all disciplines.

However, while the total testing time of six hours remains the same, the IITs are silent on the number of questions. IIT-Karagpur director S K Dube in Mumbai stated that: "The idea is to reduce stress further." But he added that the "total number of testing hours and the total marks all, however, would remain the same."

The note released by the JAB in Mumbai, states that: "JEE-2007 will be a single-stage objectivetype examination consisting of two papers of three hours duration each to test comprehension and analytical ability of the candidates." Even the marks card that the IITs will give away will list subject-wise marks and students need to secure the minimum marks in each subject following which they are short-listed. Last shotFor many candidates who took the entrance exam in 2006, this year will be their last try at JEE. In 2005, the number of JEE attempts has been reduced to 2; earlier there was no restriction on the number of attempts.

Application forms get dearerThe IITs have raised the application fee this year by a whopping 67 per cent -- from Rs 600 last year to Rs 1,000. For girls, SC and ST candidates, the forms will be available for 50% less. "There are expenses that we (IITs) need to incur to hold an exam.AIEEE charges Rs 500 for one exam, but we have two papers," said a JEE chairperson.

Foreign applicants JEE this year is also expected to have more foreign students this year. As part of the plan to draw talent from overseas, the IITs are setting up exam centres in Singapore and in West Asia, said officials. However, this will not mean more competition for local students as the IITs can admit 10% foreign students over and above their intake capacity.

"It's time we open our doors to foreign nationals," Ashok Misra, IIT-B director said. Some facts With no clarity on the 27% OBC reservation issue, the IITs are themselves unclear of the total number of seats that will be available for candidates who take the JEE in 2007.The number of seats available in all is about 5500, and the success rate for candidates in about 1 in 50.The break-up of seats for various institutes in JEE-2005 was 574 at IIT Bombay, 553 at IIT Delhi, 302 at IIT Guwahati, 555 at IIT Kanpur, 779 at IIT Kharagpur, 550 at IIT Madras, 577 at IIT Roorkee, 643 at IT-BHU and 402 at ISM Dhanbad. For JEE-2006,the seats were increased to 365 at IIT Guwahati, 895 at IIT Kharagpur, 616 at IIT Roorkee, 708 at IT-BHU and 658 at ISM Dhanbad while IIT Madras decreased the intake to 520.

Candidates who clear IIT-JEE can apply for admission in B.Tech (Bachelor of Technology), Dual Degree (Integrated Bachelor of Technology and Masters of Technology) and Integrated M.Sc (Master of Sciences) courses in the various institutes. Eligibility criteria General category candidates must secure a minimum of 60% marks in aggregate in their qualifying exam. SCs, STs and persons with disabilities require a minimum of 55% marks in aggregate.With effect from 2006, candidates can attempt the JEE only twice.

Candidates who get admission in any of the IITs,ITBHU, Varanasi and ISM Dhanbad through JEE will not be allowed to appear for the exam in future. The age limit for appearing in IIT-JEE is 25 years. For candidates belonging to SC, ST and PD categories, the relaxed age limit is 30 years.

Analysis JEE 2006 Officials analysis conducted by the HRD ministry suggests that the purpose for revamping the pattern of the exam has been met. JEE-2006 saw 43.5% of those who took the exam qualify in the first attempt, as compared to JEE-2005 in which only 28.49% got through the first time around.

The analysis also observes that the test had been able to make inroads into small towns and villages. "The proportion of successful candidates belonging to towns and villages has increased.This further indicates reduced dependence on coaching centres,which candidates from town and village have no access to, the report observes. JEE-2006 saw registration by female candidates go up by almost 100% --58,997 female candidates registered for the exam, as compared to about 29,000 in 2005.

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French woo the youth with new visa norms

2007-02-21T04:51:00.000+05:30

The UK may not be looking very hospitable for young Indians with the changes in the highly skilled immigration programme and a new set of rules for medical graduates.

However, there’s good news from across the English Channel as France gears up to launch its Compitences et Talent (competencies & talent) scheme in March. This new category of combined visa and work permit creates a fast track entry into France.

The visa was conceived under the new French immigration law unveiled last year. “For Indians who have original and good projects which will impact both France and India, the new competencies & talent scheme will provide an opportunity to live, work, study or carry out research in France very easily,” Dominique Girard, the ambassador of France in India.

Those qualifying under the new scheme will be directly issued with the combined work and residence permit for three years by the French ministry of interior.

“This new category also comes as a shot in the arm for Indian students in France who — if they come up with projects that can convince the government authorities — can stay back to study or carry out research without having to apply for any new work permits or coming back to India,” says Andre Siganos, director general of EduFrance in Paris, the apex organisation for foreign students.

EduFrance is also expanding its activities and rebranding itself as CampusFrance soon.

“We plan to handhold foreign students right from the time they apply to French institutions and help them with visa, settling down, finding accommodation and various other issues,” Mr Siganos said.

Under the new immigration law, foreign students who have completed a masters level degree in France, have also been granted an additional six months of residence in the country to facilitate their search for employment.

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Scottish Executive offering six scholarships

2007-02-20T10:37:00.000+05:30

The Scottish Executive is offering six scholarships for students from India during the academic year 2007-2008.

The scholarship is available to students who want to study master’s course of not more than 12 months at any

Scottish Higher Education Institute.

This is an internationally recognised qualification which can give candidates a chance network with Scottish

companies. They have the opportunity to live and work in Scotland to years after their study.

The scholarship covers tuition fees, return economy airfare and a living allowance for a taught Masters

degree.

Priorities are given to courses in science and technology and creative industries (arts, design and culture).

Applications should be submitted at the British Council offices in India.

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Decline in Indians enrolling in US varsities

2007-02-19T05:34:00.000+05:30

There has been a decline in the gross enrolment of Indians pursuing higher education in the US, but the country continues to be the leading place of origin for international students in America.

Open Doors 2006, an annual report on international academic mobility published by the Institute of International Education with support from US Department of State's Bureau of Education and Cultural Affairs, states the number of Indian students decreased by five per cent in 2005-06 over the previous year.

While there were 80,466 Indian students in the US in 2004-05, the number fell to 76,503 in the 2005-06 academic session. However, Indians constitute 13 per cent of international students in the US, the highest segment of students from any country, followed by China (62,582), Korea (58,847), Japan (38,712), Canada (28,202) and Taiwan (27,876).

The total number of international students in the US in 2005-06 stood at 5,64,766, while the number was 5,65,039 the previous year.

The US Education Foundation in India (USEFI), however, said there was no decline in fresh enrolment of Indian students in the US. "The decline of five per cent in the students' strength pertains to gross enrolment.

It does not indicate that the flow of Indian students for 2005-06 academic year has declined. Rather, there has been 32 per cent increase in student visas issued to Indians," Vijaya Khandavilli, country coordinator of Education Advisory Services of USEFI said.

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Tesco comes calling at B-schools In India

2007-02-16T10:49:00.000+05:30

The world’s third-largest retailer, Tesco, is all set to recruit from Indian management campuses for its international chain. This is the first time an international retailer is directly recruiting from Indian B-schools.

There are rumours that a US retail giant is also getting ready to hit the Indian campuses. The $72-billion Tesco is recruiting directly from IIM-B, IIM-C and Indian School of Business (ISB), with help from Tesco HSC, its shared service centre in Bangalore.

“We are hiring operations development analysts and operations development managers from a couple of IIMs and ISB this year, for our international operations development group,” Sudheesh Venkatesh, HR head, Tesco Hindustan Service Centre (HSC).

Tesco’s move assumes significance with the retail sector slowly emerging as one of the hottest picks in the B-school placements. With India’s organised retail industry beginning to open up, this sector is poised to attract much attention in placements, analysts tracking the sector said.

Tesco HSC is the global services arm building competitive advantage for Tesco through a technology support centre. Tesco also operates a sourcing centre in Bangalore. “We are looking at hiring around six candidates and they will be based in India, with assignments across different geographies,” Mr Venkatesh said.

The move also signals global retailing giants’ strong interest for an Indian connection — be it Indian talent or setting shop in the country — which offers more opportunities for growth, thanks to its growing middle class and consumption-driven boom.

Tesco HSC provides IT and business services to Tesco operations across Europe and Asia. It supports existing technologies, pioneers new leading-edge technologies and provides business services to the group, with an emphasis on the UK.

The centre is dedicated to making the Tesco experience better for its 15 million customers worldwide, simpler for its 370,000 employees, and cheaper for the company. It also supports the British retailer’s US operations

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Franklin Templeton support centre to raise headcount

2007-02-14T10:22:00.000+05:30

Franklin Templeton Investment is planning to raise the headcount of its India support center in Hyderabad from 1,100 at present to 2,800 by March 2008.

The India center, Franklin Templeton International Serivices India Pvt Ltd, provides support services to its worldwide operations.

The company has announced the launch of its new campus at Gachibowli outside Hyderabad built with an investment of $40 million.

The first phase of the campus spread across 3.8 lakh sq ft will be able to accommodate 1,800 employees. The India centre provides a range of services including transaction processing, fund accounting, high-end data analysis, equity research, software development and testing to Franklin Templeton's worldwide operations.

"We will begin work on the development of the second phase of the campus, much ahead of schedule. Phase II will be developed with an investment of $18 million and spread across 2.25 lakh sq.ft.

On completion in May 2008, Phase II will accommodate another 1,000 employees", said Jennifer J Bolt, executive vice president, operations and technology, Franklin Resources Inc, addressing a press conference here on Tuesday.

The Hyderabad centre will also be the company's single largest location globally.

The Hyderabad center at present employs 1,100 professionals as against the company's largest center in California where 1,250 professionals work.

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Indians head for Australian universities

2007-02-09T13:15:00.000+05:30

The leap in the numbers of Indian students choosing Australia for higher studies would do a kangaroo proud. While the United States remains the most preferred campus destination, Australia is next in line, having overtaken the traditional universities of old Europe. Until ten years ago, said education consultant Sam Shetty, students would either want to go to the US or the UK.

Down Under was nowhere on their radar. The attitude then was that an Indian degree was preferable to going all the way to Australia for one. “Parents who knew only of Harvard and Oxford would ask, what’s in Australia,” said Shetty. That attitude has undergone a sea change. Recent figures released by the Australian government show that the southern continent is now much sought after by students. While 27,661 students applied for an Australian student visa in 2005-’06, a much lower number, 16,227 applied to the British High Commission.

The trend is likely to continue with Australian universities predicting a 40% increase in Indian student enrolment for 2006-’07, said Dirk Mulder, chairman of the Australian government’s South Asia Focus Group for Western Australia. Forty per cent is not as irrationally optimistic as it sounds given the 33.5% jump in the last academic year.

In Australia, the most popular universities are the University of Western Australia, the Curtain University of Technology, University of Queensland, University of Adelaide, and Monash University, said Jamal Qureshi, regional marketing manager, Perth Education City, India office. The rush to Australia is not restricted to Indian students. According to the Australian government, 81,184 Chinese students came to Australia in 2005-’06, almost 20,000 more than the number that went to the US.

The Australian Bureau of Statistics said that in 2005-’06 the country earned $9.8 billion from its 2.49 lakh international students spending on tuition, living expenses, travel and the like. Similarly, 5.64 lakh international students contributed roughly $13.5 billion dollars to the US economy during the same period. Europe may have been upstaged but the inflow of Indian students continues. Suchita Gokarn, head of Education UK, west India, said that while 15,000 student visas were issued for the academic year 2004-’05, the numbers went up to 16,227 for the next academic year, and 2006-’07 has seen an even higher jump—almost touching 20,000.

The US is still the biggest draw, with India sending the largest number of students to the US. But the Australian option is bound to have an impact, and already, according to the latest report by Open Doors, the number of students has declined by 5% this year to 76,503. In addition, the annual enrolment rate of Indian students on Australian campuses has significantly outpaced the American universities, clocking a growth of almost 30% to 40%. "Australia is emerging as a cheaper option.

It has more takers today than a decade ago. Several alumni from Australian universities are playing an important role in promoting the country as an education hub," said Sonal Parekh, managing director of Eduworld, a consulting firm that helps students who want to go abroad.

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Two-year course not MBA, says AICTE

2007-02-05T04:57:00.000+05:30

Management institutes offering fancy courses and one-year MBAs are now under the scanner.

The All-India Council for Technical Education (AICTE), which also regulates management education in the

country, has asked all states to caution private B-schools against fooling students by calling their full-time

regular management programme an MBA.

According to its revised regulations, every two-year full-time general management programme, which is not

affiliated to any university, will have to be referred to as post-graduate diploma in management (PGDM).

Along with it, B-schools have to mention the sector/branch in brackets.

For instance, programmes focusing on finance will be called PGDM (finance). AICTE will not approve PG

management courses that are of less than 12-months duration.

Any management programme with duration between one and two years will be treated as a certificate course.

This means that no private B-school can offer an MBA or a PGDM if the course is for more than one year and

less than two years. "Candidates completing these certificate programmes will be awarded post-graduate certificate in management.

If such a programme is sector or function-specific, the parenthesis will denote the focus like in the case of

PGDM," AICTE adviser (management and technical bureau) K Madhu Murthy has said in a note to all states

and AICTE regional offices.

Further regulating executive management programmes, AICTE has said that such programmes will have to be

for a minimum of 15 months.

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How to deal with silly bosses?

2007-02-08T18:36:00.000+05:30

Some thirty years ago, I had a very silly boss. He was not only incompetent, but he wore loud ties and an absurd pair of suspenders! I was willing to overlook the suspenders, but the ties got me! To my credit, I did not revolt easily.

I took him out for lunch taking care not to charge it to my expense account. I tried to understand from him what he wanted achieved and where I could fit into his plans. It was a wasted lunch. I concluded that this inept amateur was going to be a problem for me and for my aspirations.

I went to Plan B. I worked through my network and leveraged the informal labour market within my company. I got myself a decent job in the Middle East and I left Indian shores. After I had accepted my position in the Middle East, I called on my boss' boss (the Country Manager). He was very cold. I was surprised. I assumed that he was in the know about my unhappiness and should have been relieved that an impertinent pushy young fellow was leaving and hence removing one of his sources of headaches. I left carrying in my mind an unresolved puzzle.

Lo and behold, in six months my silly boss had been sacked. On a visit to India, I tackled the Country Manager. "If only you had told me that you were going to sack him so soon, I would never have left" I complained .His response was sardonic. "Aha....but I did hint to you. You were in a tearing hurry. You fixed up a job without telling me. You came to me afterwards.

Even then I tried to tell you that you may not be doing the smart thing. You did not pay attention to the nuances in my conversation." That hasty action set back my career quite a bit. I got lost in the Middle East where there was plenty of money, but not the kind of professional breakthroughs which I could have had in India. The moral of the story for young executives runs like this. "Silly bosses are an inescapable reality. Somewhere in your career you are bound to get stuck with one.

The trick is not to get impatient. One should hang in there and outlast the infernal boss, not run away, if for no other reason than the fact that in the new place one may get stuck once again with a silly boss. Remember you are not the only person aware of his or her silliness. It is likely that the rest of the organization including his seniors share the perception.

One should discreetly (and discretion is mighty important) feel out his or her seniors. They are likely to be sensitive to the fact that day in and day out you have to put up with an inane and banal individual as your leader and if anything they will be sympathetic and hence reward you disproportionately sooner rather than later."

(Views expressed are personal. Next Monday, Mr Jerry Rao, head, EDS Global Financial Services, will takeover from Mr Maira to share his experiences and insights on issues executives face at work.

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