JNTU-HYD : Change in the Evaluation Procedure of the internal marks of both UG and PG courses for students who got admitted from academic year 2012-13

From the academic year 2012-13 onwards, the procedure for the evaluation of internal marks has been changed. This change is applicable for the students of all UG and PG courses who are admitted in the academic year (2012-13) onwards.

The internal marks evaluation procedure is summarized as follows:

UG (B.Tech & B.Pharmacy)
i) In case of I year of study, the average of the performances of all the three mid-term examination shall be considered and
ii) In case of II, III and IV years of study, in each semester, the average of the performances in both the mid-term examinations shall be considered.

PG (M.Tech, M.Pharm, MBA & MCA)
1) In each semester, the average of the performances in both the mid-term Examinations shall be considered.

The Principals are informed to communicate the same to the students, faculty members and the officers of examination branch in their respective colleges. The cooperation of the Principals is highly solicited for the smooth and successful conduct of academic work in their respective colleges.

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Notices issued to 35 tech colleges

Nearly 70 engineering colleges have violated rules pertaining to management quota admissions this year. The department of higher education has started issuing show-cause notices to managements of these colleges asking them to explain why action should not be taken against them. The department may not ratify those admissions that were made in deviation of the norms. Parents who bought seats for their wards in these colleges by paying huge amounts of money are worried about this development. The AP State Council of Higher Education had constituted inspection teams to verify whether management quota admissions were made according to the rules in GO No.74 issued by the state government last year.

The rules stipulate that colleges should release admissions notification in three leading newspapers and issue applications to all the students who approach them. They should display the list of all the applicants on their website and prepare the merit list from among those applicants, which should be displayed on college notice boards and their websites. However, it was found that several colleges flouted rules and sold seats to students of their choice. In some cases, the number of applications issued by the colleges were equal to the number of seats available in them, proving beyond doubt that the seats were allotted to only those students who agreed to pay the ‘donations’ demanded by the colleges.

“We have issued show-cause notices to about 35 engineering colleges so far. Show-cause notices will be issued to another 15 colleges in a couple of days. Based on their reply, we will decide on the future course of action. The government has all the powers to cancel such admissions which were made in deviation of norms by not following merit and transparency,” said Prof Jayaprakash Rao, chairman, APSCHE. The college managements, of course, are trying to use their political clout to ensure that they are let off this year. While the government-prescribed fees in most of these colleges for management quota is only Rs 35,000, many of the errant colleges collected between Rs 50,000 and Rs 85,000.

Source : DC

IT companies hiring youngsters to lead emerging technologies areas like social media, analytics, cloud computing

BANGALORE: IT companies looking at emerging technologies like social media, mobility, analytics and cloud computing (SMAC) are turning to younger people to lead these areas.

The younger professionals tend to be more tuned to these technologies and more easily adapt to them.

"The candidates we find for these positions are in their mid to late thirties and come with 11-12 years of industry experience," says Prasad Medhury, partner at executive search firm Amrop India.

Naresh Nagarajan, senior VP and head of ecosystem business incubation in HCL Technologies, says the company's mobility team is headed by a 30-year-old and its advanced analytics is headed by someone who is 32.

HCL Technologies is planning to make SMAC a $1 billion business in the next five years.

Procuring talent for these new technologies is tough. The turnaround time is slower as the technologies themselves are relatively new, and the talent pool is limited.

For this reason, many of those who are hired for these positions do not come with a background in these areas, notes Medhury.

"Cloud capability doesn't exist as yet," says Deepak Jain, global head of work force planning and development in Wipro Technologies. Wipro, he says, is hiring domain consultants and architects who understand the virtualisation engine and demonstrate integration capabilities. "You need professionals who have launched web solutions to understand what it means to design cloud solutions. Unlike mobile solutions, where it's easier to find a Windows or iOS programmer, people who design cloud solutions come with a combination of storage or platform skills; the rest is imparted through hands-on lab experience," he says.

Infosys Technologies is focussing on a mix of incubation and focussed talent sourcing for cloud, mobility and product development. "These are futuristic technologies therefore this initiative. We also look at start-ups as one of the hiring grounds. This is important as new hires from such organisations bring in a keen sense to explore and create new things," says Nandita Gurjar, group HR head at Infosys.

Venkat Shastry, office managing director in executive search firm KornFerry Bangalore, however feels that in some cases you may need leaders who are fairly senior. "Though you need people with web-scale kind of skills, services companies are hiring talent to create IP-based offerings and therefore need core technology experts or those with a digital legacy. Such people needn't be very young," he says.

Source : TOI

Engineering graduates falling prey to fraudulent job offers

After almost a year of searching for an IT job in Chennai, S. Mohana, an engineering graduate from Tirupati, recently got a mail from ‘Infinity Software Services', telling her, “Congratulations, you meet all the requirements of our vacant post for a software trainee. You can join us from February 1, after a brief round of verification about which you will be intimated shortly.”

Mohana was ecstatic, because all that she had to do to get the job was enrol for an ‘online trainee course on database management' by paying Rs 10,000 to a certain placement agency she had registered with. A month's power-point lessons on ‘basics of database management' later, she went to the offices of ‘Infinity Software Services' in Nungambakkam, only to find an entirely different company with an entirely different name functioning from that address. “It was an animation company, and the staff there had no clue of the job offer. The agency that offered me the job doesn't exist too. Even the email IDs have become dysfunctional (sic) now,” she said.

This is not an isolated incident of engineering graduates being duped. Nearly 60 students of Aarupadai Veedu Institute of Technology were lured by an agency that promised them software jobs with decent pay once they shelled out Rs. 5,000 each for training. “Despite several warnings from professors and college administration, we decided to go for the agency's offer. When you don't have campus recruitments, it is natural to fall for such offers,” said a student.

MCA students are the ones who often cheated in large numbers. S. Selvaraghavan, a student from a private engineering college on OMR, says, “Most of these agencies know that a certain number of students are not eligible for recruitment in IT companies or have many arrears. They approach us through a common Google group. While many students ignore such mails, there are some who take them seriously because the mail has employee codes, holograms, office locations, details of the training programmes — complete with name and designation of the signatory. These often convince students.”

Many of these emails originate from IDs that do not look fake. “I got an offer from hclvacancies@rediffmail.com, saying I got selected in the off-campus interview I had attended that weekend. So I had no doubts at all,” says Kannan Rajkumar, a graduate of SRM University. “When I responded to the mail, I was asked to deposit Rs.10,000 in a bank account as a refundable deposit for sending air tickets for the interview in Bangalore. Sometimes, these companies also insist on medical tests and clearly ask us to bring cash, because they don't accept payment by cards,” he said.

TCS is among the many companies often cited as a potential employer by such fraudulent offers. The company, on the careers page of its web site, has put an alert about fake job offers and has also created a toll-free TCS Careers Serviceline for people to report such job alerts. Other companies including Wipro, HCL Technologies, Maruti Suzuki, Tata Motors, Hyundai, Aricent have expressed their concerns too.

“Companies do not send job offers from free email services like Gmail, Rediffmail, Yahoomail or Hotmail. They might employ the services of an agent, agency or company to conduct employment interviews, but they certainly do not authorise people to charge any security amount or even offer jobs,” says an HR official of TCS.

NASSCOM has urged students to be careful of such fraudulent offers. “Companies have an operation process, details of which are available on their websites. Students can always call the numbers listed to get more clarity, instead of falling prey to the fake offers,” says K. Purushottaman, regional director, NASSCOM. “And, never trust any company that asks you to deposit money affront. No reputed company will ever ask you to do that.”

Source : Hindu

IT companies hiring more temporary staff

Companies across the information technology (IT), IT-enabled services and retail sectors are hiring more temporary staffers, shining a glimmer of light in a bleak economic scenario. At the same time, they are moving with caution, cutting the number of permanent employees on their rolls and running multiple checks before they hire.

"We are adding 7,000 temporary employees a month, but are down by 35 per cent permanent staffers in the past few months compared with the same period last year," says Sangeeta Lala, senior VP and co-founder, TeamLease Services. In the previous slowdown in 2008-2009, companies fired 20,000 temporary staffers in a 15-month period, before asking permanent employees to go.

Companies can take in temporary hires with every spurt in business, but if things become difficult, they will not renew contracts, adds Lala.

While cutting jobs is standard practice during a downturn, staffing firms have started to feel the heat this year. Team-Lease Services, Randstad India, Kelly Services, Adecco India and Manpower India notice that business heads are playing extra safe while adding to the permanent head count.

The temporary staffing business in India is pegged at around Rs. 3,000 crore while the permanent staffing business is at nearly Rs. 17,200 crore. The global temporary staffing industry is at around $140 billion. "Temporary growth takes place where there is a need for maintenance and sustainability, but when there is growth in industries and greenfield projects, the demand is for permanent employees," says a senior Randstad India executive who does not wish to be named.

The firm has seen temporary hiring go up by 20 per cent compared with the same period last year, while permanent hiring has slowed down by 25 per cent in the past six months. "While last time, all hiring had stopped, this time recruiting is taking a while. There is a squeeze in the middle and junior-levels and clients are not looking at volumes," says the executive.

Even for temporary hires, companies are opting for multiple rounds of interviews, psychometric and other assessments tests. Manpower Services has seen temporary staffing grow by 15 per cent in the March-May period compared with the same time last year, while fixed hiring has dropped. But since around 85 per cent of its business is from workforce on lease, the staffing firm is not too perturbed, says a senior executive of the firm who does not wish to be named.

On the other hand, Kelly Services has seen a 15 per cent dip in permanent hires, mainly in the IT industry. The staffing firm has also seen some permanent positions in the sector going to the temporary workforce, says Kamal Karanth, MD.

In 2008-2009, all costs were curtailed and therefore the temporary workforce was flagged down as well. "Organisations are conservative as permanent hiring is at least two to five times more expensive than a temporary one," says NS Rajan, partner & global leader - people & organisation, Ernst & Young.

The dip in permanent hires will impact staffing firms, but only just. Despite being a high-margin business, only 10-15 per cent of staffing firms revenues come from permanent positions. In comparison, the temporary staffing business a large volume, cut-throat-margin game.

But not all staffing firms are willing to see current trends as a no-win situation for permanent hiring. The changes are after all, cyclical, economy-related, impacted by the outsourcing of services and dependent on hires the firms have made last year, when the going was good.

Source : TOI

7 tips to enhance job prospects through Facebook

Social networking sites, which were earlier considered to be a domain only for teenagers, are increasingly being used as an important tool for building professional relationships and businesses.

According to a survey conducted by reppler.com (a social media monitoring website), 91% of recruiters visited a potential employee's online profile as part of the recruitment procedure and 69% rejected the applicants on the basis of the content found on their online profile.

However, 68% of them also hired prospective candidates on the basis of their presence on social networking sites.

Here are some tips to communicate professionally through social networking sites.

1) Avoid malicious content : What is there on the web stays on the web - Never post malicious content. Always check your posts for grammatical errors. Keep private conversations strictly private.

2) Watch your language : Always maintain consistency in your tone of language. Check the words you use most often. Do you want to relate your personality with these words?

3) Check your post : If a lot of your posts on your Facebook profile are from a game application, do you want your prospective employers to see that?

4) Likes should be ‘likeable’ : Check which pages you associate yourself with on a social networking website. Google yourself -- would you like to associate yourself with the sites that are first on Google's list?

5) Build your credibility : It is important to build your credibility. Ask your seniors and previous employers for recommendations. Join groups which will add different dimensions to your online personality.

6) Never lie professionally : Always give true details about your professional qualifications.

7) Profile update : Always keep your profile updated.

Source : TOI

How Facebook, Twitter can affect your job

If social media websites like Linkedin, Twitter and Facebook can help you find a job and build your corporate network, when used the wrong way can also backfire and jeopardize a job offer or even your current job told experts to TJinsite, research and knowledge arm of TimesJobs.com.

It is therefore important to be careful and consider what you shouldn't do, as well as what you should do, while using social media to search a job or anything concerning your employment or employer.

"Rants about your boss or your job, which were once reserved for after-work drinks are now being voiced in the social media sphere. Workplace complaints are surely not good for your social profile", remarked Gitanjali Puri, Director-Marketing, CSC India.

Adding further, she advised employees to be really careful about what they tweet. "Hiring managers and bosses are using Twitter, too, and if you say it someone will probably read it. Tweets show up in Google search and you don't want to lose your job because you didn't think before you tweeted, even if you hate it."

In view of Faisal Farooqui, Founder, Mouthshut.com, "The most important thing amongst social media etiquettes is to avoid making irrelevant posts, in any careless moments. In the social sphere, you are watched by just not friends and family, but also by your current and future employers."

He also mentioned that nowadays HR managers do a routine check of the candidates' social media profile pre and post hiring. So, don't post anything that you can't justify or can cause embarrassment.

Employees should not disclose company's confidential information on the social networking sites or if necessary should add disclaimer.

According to Sundararajan Narayanan, VP and Global HR Head, Virtusa Corporation everyone in a company has access to information now; not just leadership team. That shouldn't be parked at social media platforms.

"So, it makes sense to encourage learning and knowledge about best practices, and make employees aware about the company's social media policies."

In conclusion, social media is testing the limits and boundaries of professional versus personal worlds. The faster both employer and employees understand this space and follow some basic rules, social media can become a great way to engage and connect with team members.

Most important
It should go without saying, but don't ever use racial or ethnic slurs, slam others with personal insults and obscenities or engage in conduct that would not be acceptable in the workplace or anywhere else

Remember to be considerate of other people's sensitivities to certain topics like politics or religion, too. Therefore, think before you hit "post"

Before commenting in a public forum, remember that you are representing your company. Join online groups on social or professional networking sites with care. The rest will fall into place

Don't pick screen names for which you would have to defend yourself.

Companies monitor what their employees are up to on social media. The reason is simple: what you voice out there might in somewhere reflect the values of the company. Do not tarnish the image of your organization in public view.

Source : TOI

Infosys may skip campus hiring: Morgan Stanley

Brokerage firm Morgan Stanley has released a report stating that IT major Infosys will not hire new recruits from college campuses in the remaining half of 2012. The company has also not released its campus hiring plans for the second half of the year.

Such a step clearly indicates the slump that the country's second largest software services company is going through.

While announcing first quarter results recently, Infosys cut its hiring forecast for the fiscal year 2012-13 by 22% as compared to the year-ago period. As compared to 45,000 hirings in 2011-12, the company planned to recruit 35,000 new employees this year.

In the April-June 2012 quarter, Infosys got fewer employees on board due to losses and diminished revenue forecast. It got 9,236 personnel on board in the period compared with 10,676 in the preceding quarter.

The Indian IT industry is going through a tough phase and many new projects have been delayed, according to Morgan Stanley. This has resulted in a decrease in employee utilisation rate and rise in bench strength across several IT companies.

Last month, Infosys changed plans of getting new recruits on board and pushed the joining date for 28,000 employees to mid-2013.

Source : TOI