Tuesday 1 April 2014

Indian students with foreign degrees returning home

Indian students with foreign degrees returning home

Akshay Kumar, 25, knew his journey would be tough. But he thought he was prepared.

In 2012, after an engineering degree and a oneyear stint with a multinational, Kumar felt he needed a makeover. "I didn't want to be stuck with civil engineering all my life. I also wanted to see the world and explore new options," he recalls. Doing an MBA from a premier institute was on his mind.

He did think of the Indian Institutes of Management (IIMs) and the Xavier School of Management, but the desire for global exposure pushed him to explore options overseas. Kumar settled for a oneyear post-graduate course at the Imperial University in the UK, which he financed via an education loan. "Visa rules and the bleak job market there did weigh on my mind. But I had a feeling I could manage it," he says. He had confidence in Imperial's good global ranking, its alumni network and his own hard work.

Kumar began his hunt for a job virtually from the day he landed in the UK. He studied hard to get good grades but worked even harder to find a good job. By tapping into networks of his alumni, friends and family, Kumar reckons he would have reached out to over 200 firms during that year. "It didn't work. My good grades made me eligible for plenty of jobs, but my non-European Indian passport was the problem," he shrugs.

Kumar moved back to India late last year and has just landed a job with a private equity firm. "All my plans have been delayed by five years," he says. Close to half his salary today goes in paying monthly instalments on his education loan.

The World isn't Flat

The West has a problem. Its economy is in a funk, not enough jobs are being created, cautious companies aren't hiring too many, and worried governments — from the US to the UK — are raising visa barriers for foreigners to work in their countries.

Young Indians, who went overseas for education, are facing a tough time finding a job. Many like Kumar have returned home. And some are now casting the net wider — looking for jobs from the US to Hong Kong and Singapore — or settling for sub-optimal options. Rupa Chanda, professor, IIM-Bangalore, who has worked on reports on international student mobility, says visa and immigration is the biggest factor affecting Indian students' decisions.

The US, the UK and Australia — the three most popular destinations for Indians seeking global education — have seen the number of Indian students come down over the past few years (see Out of Favour?). Remember, many Indian students take hefty education loans to finance their studies abroad. While many would find decent jobs back in India that would not help much as these students need dollar salaries to comfortably service their loan. This is taking its toll. "Overseas education is costly. Many Indian students are doing a cost-benefit analysis to figure how to recoup their investments overseas and putting off their plans [to study there]," explains New York-based Rahul Choudaha, chief knowledge officer, World Education Services (WES), a non-profit organization that provides credential evaluations for international students planning to study or work in the US and Canada.

But to be fully able to understand how this trend will play out, one must understand the backdrop. A big generational shift is taking place among the students looking for overseas education. Many of them now are India's liberalization children, who have grown up post-1991 and lived in an increasingly global world with fewer barriers.

So in many ways this is their first brush with a world with barriers. Many are also children of globetrotting well-paid senior corporate executives who think differently about education, exposure and investing in a world-class education. "These parents understand the long-term rewards of a world-class education. I see many of my friends taking their children to these top campuses after they pass out from school to give them a first-hand feel," says Hema Ravichandar, strategic HR expert and a former HR head of Infosys.




Woes on Foreign Shores

Both of Ravichandar's children have studied overseas. Her daughter, Aditi, is doing her MBA from Wharton in the US and her son Nikhil, 22, completed his Bachelor's in economics from Warwick in the UK. Nikhil chose the UK over India because of the flexibility available in picking courses — he wanted to do economics with law which was impossible in India with its rigid course structures. "Education in India is not very research-driven and multicultural," he adds.

But during his stay there, the UK revoked the two-year work permit for foreign graduates. Thus he needed a firm job offer to stay on after graduation. This was difficult since he was particular about the kind of work. "I wanted a job in economic consulting," he says. Unable to get that he preferred to do a postgraduate programme instead. While he did not take any loan, for many of his classmates, who had taken a hefty education loan, things were difficult.

Now, Nikhil is back in India getting some interesting exposure at a few start-ups in Bangalore, India's Silicon Valley. He is contemplating a startup of his own. "This is the best time to take the risk and explore it," he says.

Across the Atlantic, Sujoyini Mandal, in her 20s, offers another peek into the odds that Indian students face overseas. After her graduation from Jadavpur University, Mandal went to Singapore for her postgrad and worked with a think-tank there. Life was good but since she had always yearned for a degree from a world-class university, she applied for a Master's at Harvard's Kennedy School.

For two years, she deferred her admission as she did not get any financial aid. She saved some money and, with a bit of aid, finally took the plunge in 2011. Foreign students in her college face an education loan cap of $30,000 ($15,000 a year), she says, making things even more difficult Mandal started looking for a job when she graduated in May 2013. But mandates that fitted her needs and aspirations were not easy to come by. She did land a contract with the World Bank but that was short term, uncertain and had no medical cover. Last month Mandal finally landed a job with an investment bank.

Despite such struggles, there are many reasons why the pursuit of overseas education among young Indians is unlikely to die down any time soon.



The Demographic Bulge

Every year, around 800,000 Indian students reportedly go overseas for their education. This costs the country close to $15 billion of forex annually, estimates industry lobby Assocham. If students are going overseas for education, it's because India has a problem of both capacity and quality. The country has one of the world's largest education infrastructures: 600 universities and 34,000 colleges with 17 million students enrolled and 5 million students graduating every year. But India is also witnessing a demographic bulge — it has perhaps the world's largest young population. Experts estimate that some 100-million-odd students will seek higher education over the next decade.

The capacity problem is compounded by the quality issue. About 70% of the capacity in India is of poor standards. At the other end of the spectrum, competitive intensity at the premier colleges is so stiff that it is often easier for bright students to get admission in Ivy League colleges in the US and the UK than in the IITs, IIMs and even top colleges in Delhi University.

All this coincides with the rise of India's aspirational upper middle class. Over the past two decades, many first-generation Indians have risen up the corporate hierarchy and are financially well-off. These welltravelled, financially stable corporate executives desire the best for their children. "They are looking for the best educational experience. They know it is a life-long asset. Indian premier colleges do not have the capacity and are very rigid," says TV Mohandas Pai, chairman, Manipal Global Education. Pai's son studied at Stanford University in the US and now works for a start-up in Silicon Valley.

This aligns well with the global trend of rising international mobility of students. According to Institute of International Education (IIE), since 2000, the number of students leaving home in pursuit of higher education has increased by 65%, totalling about 4.3 million students globally. What is more interesting is that the share of students from the developing countries in this pie is rising — it moved up from 54.8% to 69% between 1999 and 2009.



India vs China

Not surprisingly, the world's two most populous and powerful emerging countries — China and India — send the largest number of students overseas. But China has rapidly shifted gears to overtake India.

Consider what's taking place in the US. In 2000-01, India topped the list of international students by country, with 66,836 against China's 63,211. But by 2009-10 China had overtaken India. In 2012-13, China sent 236,000 students; India was nudging the 97,000 mark. While the number of Chinese students has been growing in double digits of late, that of Indian students has been sliding. To understand why that is happening, it is important to analyze the profile of students going overseas from both the countries.

Chinese students going to the US are evenly split between undergraduate (40%) and postgraduate programmes (44%). But Indian students are heavily skewed towards postgraduate programmes (55%) with just 13% at the undergraduate level. Indian students are also unique as over 60% are in the STEM (science, technology, engineering, maths) category. Bear in mind that historically, postgraduate and STEM programmes offer more financial support than undergraduate and non-STEM programmes.

"The decline in Indian students is directly related to the 'Strivers' [value-for-money seekers as per WES research, see Different Breeds], who have been putting their plans on hold due to increasing cost of studying abroad which in turn was triggered by economic uncertainty and currency devaluation," says Choudaha.

A majority of Indian students arrives at the Master's level and funds education by taking loans as financial aid from colleges has dried up. So, while the majority of Indian students go for education loans, Chinese students are supported by their families. According to a research by WES, 47% of Indian respondents report loans as one of the primary sources of funding as compared with only 3% of Chinese.

Chinese students, in contrast, are "explorers" (experience seekers), says Choudaha. Often the only-child of financially well-off parents, they have the financial wherewithal to study abroad and are under less pressure to find a job there. But change may be afoot. Some Indian students could make the transition from 'strivers' to 'explorers' and Choudaha expects more and more Indian students — most of them children of well-off senior executives — to go overseas at the undergraduate level. Not so dependent on financial aid, he also sees many more Indians exploring new interdisciplinary fields, beyond STEM. Even in the STEM category, experts feel that Indian students will be the biggest beneficiary as the Obama government eases rules for this critical segment in future.

Lessons from China

Two decades back, China faced problems similar to those India faces today — its higher education had both capacity and quality issues. Since then China has worked hard to upgrade its educational institutions. It has two programmes — Project 211 and Project 985. The former aims to make 100 Chinese universities world class in the 21st century; this will help China churn out world-class trained professionals to push economic growth. These universities are expected to set national standards for education quality that can be replicated by others.

Project 985 started more than a decade back and is an attempt to build China's own Ivy League colleges in the 21st century. In the first phase the project included nine universities. The second phase, launched in 2004, includes 40-odd universities. The projects have been backed by significant investments. According to a New York Times report, China is investing $250 billion a year in human capital.

The dragon country's efforts are now bearing fruit. Many Chinese universities are climbing up the global ranks. Two Chinese universities have made it to the top global 50 in the Times Higher Education report. India has none. In the top 500, 16 Chinese universities make the cut against seven from India. Mobile international students are taking note. A decade back, China was hardly on anybody's radar.

Today, it is the third largest education hub in the world after the US and the UK with 3.28 lakh international students, according to IIE. By 2020, it hopes to host 500,000 international students. Even Singapore is targeting 1.5 lakh foreign students by 2015. In contrast, India was home to just 27,000 international students in 2012. China is aware that to push innovation and realize its economic ambitions, it must be able to attract top talent — in its colleges and workforce.

Also, in virtually every key statistic, the world today is seeing a shift from the West to the East. From economic GDP to consumption power, MNCs across the board are looking at Asia and the world's two most populous nations. This shift is happening demographically too. But in the education space, the West still dominates.

Of the world's top 100 universities, 46 are in the US. Seven of top 10 universities are in the US. Asia has just 11 in the top 100. "It is difficult to replicate what US has done with its universities to 2emerge as an innovation hub," says Pai. So, ambitious and aspirational Indians will continue to look overseas for education. But if India has to realize its potential, it must invest heavily in building world-class institutions in the country — the China way.




Source : The Economic Times

Friday 7 March 2014

Seven Ways To Negotiate For A Higher Salary

Seven Ways To Negotiate For A Higher Salary

1. What value you bring in?

Be very clear about how you are going to add value to the business objectives and deliverable s. Once you have the clarity on the linkage between your own deliverable s and the tangible business outcome, it becomes much easier to justify the basis for negotiation and one becomes confident of the compelling reasons to look forward to a higher salary.

2. Overcome fear/shyness:


Probably, the most common reason why one doesn’t ask for a higher salary is for the fear of being rejected, fear of coming across as demanding or fear of resentment from one’s boss. One has to overcome this fear and bring in self-confidence to justify the case of asking for a higher salary. This can only be possible when someone has substantial data and facts captured from research as mentioned earlier, which helps in an objective and professional discussion around salary increase.
 
3. Last drawn salary as the baseline:
 
Most often any new salary offer gets pegged to the last drawn salary. It is only fair that the current salary should be treated as the baseline for further increments. However, one needs to keep in mind the additional competencies required to manage the challenges and deliverables of the new role. This will help justify the indicative increase on the last drawn salary. 
 
4. Negotiate the CTC components: 
 
In most cases, negotiation happens over CTC (Cost to company), which in most cases, is divided between fixed and variable parts. However, it is very important to comprehend and if required, negotiate on the various components of your CTC, which might help in arriving at a better take home salary.
 
5. Be realistic and reasonable: 
 

One should be realistic about what you are asking for. The negotiation discussion should not be perceived by the organization that the employee is demanding and greedy, something which is unreasonable and unjustified. It is always appreciated when the employee creates a platform for objective and factual discussion, which leads to a mutually agreed outcome.
   
6. Do homework on market benchmarks, compensation trends: 
 
Take inputs from professionals and recruitment consultants, the state of business operations and the compensation structure of the organization in order to assess its percentile positioning in the market compensation. One should use this data to take an informed stand prior to the salary negotiation. 

Some of the important research areas will be to find out the range of market salary for the position offered by the new organization, or the role in the current organization based on experience and qualification; and, the market trend specific to the industry/sector.

7. Overcome the fear of rejection and resentment and bring in self-confidence while asking for a higher salary.

Though difficult, it is necessary that employees at all levels overcome the fear of rejection while asking for a salary hike. Let’s find out the trick of doing it the right way… 

Salary negotiation happens either when an employee explores a new job opportunity, or during the yearly performance assessment meetings in the current organsiation

Sunday 2 March 2014

If your laptop can no longer go two to three hours without needing to be plugged in, then it may be time to replace your laptop battery. Replacing a laptop battery is quite easy, and it is a much cheaper alternative to buying a new laptop.
When our laptop's screen began to flicker, and the laptop would suddenly power off without warning, I was worried that we would have to buy a new laptop. Luckily these issues all stopped after buying, replacing and calibrating our laptop battery.
To replace a laptop battery, first make sure the laptop's power is off. Turn the laptop upside down and look for the battery compartment. There should be a ridged slide to unlock the battery compartment.
Open up the compartment and remove the battery. Look at the writing on the battery to find a model number. The model number will look something like this: HSTNN-LB72.
Do a Google search for your battery's model number. If you were unable to locate a model number, try typing in the name of the computer.
Typically there will be a number of places online that sell your model of battery. Find a source you trust, and purchase the battery. My battery was available at a number of stores for $25-$45. Be sure to add in the cost of shipping when figuring out the best deal.
When the battery arrives, make sure the laptop's power is off, slide the battery compartment open, and insert the new battery. If the laptop battery came with instructions, follow the instructions for charging the battery. Otherwise charge the battery for 2-5 hours or until the laptop indicates the battery is fully charged.
Some battery manufacturers recommend calibrating your new laptop battery before using it.
To calibrate a battery, you should first turn off your screensaver. Then go to your power management settings and turn off any power saving settings that would put your computer to sleep. Disconnect the power adapter and run the computer using only the battery until the computer dies. Reconnect the power adapter and charge the battery to 100%. Do this process 3-4 times to optimize the battery's performance.
Calibrating the battery can also be good for older batteries that have "forgotten" how to hold a charge. You may find you don't even need to buy a new battery after calibrating an older battery.

Tips to Prevent Cyber Bullying Effecting Teenagers

Avoid Posting Personal Info
Avoid sending angry messages.
Avoid opening messages from strangers.
Avoid certain topics
Dont share your passwords with others. But share only with your parents.
Identify the real cause behind it.
Even adding fb accounts write in a book like opened gmail account at 12-12-12 etc,.
Dont use emails for confidential matters.

Massive layoffs at IBM Bangalore, Laptops confiscated and employees asked to vacate premises immediately 

"People broke down after seeing the inhuman treatment. Laptops along with the cases were confiscated, so several employees were seen crying and exiting building carrying and balancing their personal belongings with their two hands."
"IBM STG INDIA is doing RA and it is very deep and numbers are huge."

"Just heard from a colleague in Bangalore that job cuts there have begun. Workers asked to leave on the spot. He claims 6 out of 23 people in his department."

IBM's latest $1 billion "rebalancing," as described by its CFO last month, is underway. And the first country hit is India, based on reports from Blue Blue workers there on Tuesday. The so-called "Resource Action" struck in the country where IBM reportedly employs its greatest number of workers.
One employee describes the layoff process as a "slaughter."

Workers were given little notice. Reads one note just sent to the union seeking to represent IBM workers:

"Job cuts in India STG. .Announced today including managers. Asked to return laptops with in 2 hrs and leave premises."
Other notes as cited below were much more detailed. All reflect sudden notices - and quick departures, with many reportedly being quite emotional.

One analyst has estimated that IBM will cut 13,000 of its more than 434,000 workers, based on the amount of money set aside for the rebalancing IBM disclosed after another quarter of disappointing earnings. A similar action in 2013 led to some 3,500 job cuts in North America alone, with several hundred hitting IBM's North Carolina work force.

Lee Conrad, head of union efforts to unionize IBMers, has received emails from workers as well as a reporter in India. The "RA" is expected to hit IBMers in North America as early as Feb. 19, based on internal speculation.

"Slaughter House"
"STG Bangalore literally turned into a slaughter house today.

"Several employees were called to a meeting and RA'd.

"Their TPs were confiscated and they were asked to vacate premises immediately.

"Severance package was on an average 3 months basic component of salary, which is like 6 weeks full pay.

"RA per department as on today

  • SRDC 40%
  • Processors 15%
  • SRAM 80%
  • SSE Just began, final numbers not available

"RAs expected to last till friday.

"The fear is that HCM might be wiped off totally in a day or two. EDA and methodology numbers not yet available"

"People broke down after seeing the inhuman treatment.

"Laptops along with the cases were confiscated, so several employees were seen crying and exiting building carrying and balancing their personal belongings
with their two hands"

Two posts at the Alliance website also referenced layoffs at Bangalore, which is known as India's "Silicon Valley."

IBM employs more than 100,000 people across India, according to India media reports. IBM no longer discloses employee numbers by location.

"RAs Started in Bangalore"

"IBM today had a massive layoff in STG bangalore more than 40% staff was let go off in a single day. Be it PBC 1 or 2 doesnot matter you are just asked to leave IBM premises by immediate effect. I fail to understand how joB cut will help management to achieve 20 EPS. The upper executives lack vision and clarity to restructure business process. Good bye to ibm hopefully will be in better place than ibm."

Source : WRAL Tech Wire

 

Studenbt lost money


College courses to be graded

Soon students will be able to make more informed choices on the courses they wish to pursue. A system to accredit individual programmes offered by colleges and universities is being put in place by the Union human resources development ministry.

Under the Rashtriya Ucchatar Shikshan Abhiyan, a national higher education mission undertaken to provide funding, all institutes and universities must acquire ratings not only for themselves but also all their programmes.

This means individual courses across colleges and universities in the country will be graded. For instance, Jai Hind College will not only need an accreditation for the college, but will also have to get its courses such as BCom, BA or BSc or even self-financed courses like BCom in banking and insurance or BMS graded.

Besides students, the move will help potential employers in selecting the best pass-outs from every college.

The National Assessment and Accreditation Council (NAAC) has been grading colleges and universities across the country since its inception in 1994. But hampered by a staff crunch and facing the ever-changing education scenario, the quality assurance body feels it is not up to the mammoth task of accrediting individual courses along with institutes/universities.

NAAC director A N Rai and deputy adviser Jagannath Patil have suggested a multi-layered framework to bring about quality assurance in institutes of higher education. "A fragmented approach has been taken at the central and state levels. There needs to be a coordinated approach for such a massive project," said Patil, also the president of the Asia Pacific Quality Network.

They recommend that NAAC acts as a nodal agency to accredit universities across the country. "State accrediting agencies can then accredit colleges. Individual programmes can be accredited by subject councils/associations such as sociological society, Indian Commerce Association, etc. NAAC can mentor these quality assurance bodies," said Patil. "These subject councils have experts from industry and academics and, therefore, can evaluate programmes with some training from NAAC."

T A Shiware, from the Indian Commerce Association, said the agency is in talks with them. Being a national body, it can handle the task, he felt.

An HRD official said the ministry has written to some of the councils (like National Council for Teacher Education) asking them to take up evaluation of individual courses (in this case, B Ed and M Ed). The possibility of bringing in third party agencies for the rating has not been dismissed.

Among the states, Kerala has set up the State Higher Education Council, which can function as a state accreditation body. A council to monitor higher education in the state is mandatory under RUSA. Maharashtra is yet to take any concrete measures to set up the higher education council.

Source : TOI

Virtual Career Fair : 30+ Companies : From 3rd to 7th March 2014 @ Across India

The Monster Virtual Career Fair is an online platform that helps you connect with the best employers while sitting at your desk. Whats more:

• Interact real time with the biggest employers
• Easy access from the comfort of your home
• Find job opportunities 24 X 7

Drive Date : 3rd to 7th March 2014

To participate in the drive & for more details register now.

..................................................

How to Apply for this Job ?

Register Now

Re Getting a job @ Google

Last June, in an interview with Adam Bryant of The New York Times, Laszlo Bock, the senior vice president of people operations for Google — i.e, the guy in charge of hiring for one of the world's most successful companies — noted that Google had determined that "GPAs are worthless as a criteria for hiring, and test scores are worthless. ... We found that they don't predict anything."
He also noted that the "proportion of people without any college education at Google has increased over time" — now as high as 14% on some teams. At a time when many people are asking, "How's my kid gonna get a job?" I thought it would be useful to visit Google and hear how Bock would answer.

Don't get him wrong, Bock begins, "Good grades certainly don't hurt." Many jobs at Google require math, computing and coding skills, so if your good grades truly reflect skills in those areas that you can apply, it would be an advantage. But Google has its eyes on much more.

"There are five hiring attributes we have across the company," explained Bock. "If it's a technical role, we assess your coding ability, and half the roles in the company are technical roles. For every job, though, the No. 1 thing we look for is general cognitive ability, and it's not IQ. It's learning ability. It's the ability to process on the fly. It's the ability to pull together disparate bits of information. We assess that using structured behavioral interviews that we validate to make sure they're predictive."

The second, he added, "is leadership — in particular emergent leadership as opposed to traditional leadership. Traditional leadership is, were you president of the chess club? Were you vice president of sales? How quickly did you get there? We don't care. What we care about is, when faced with a problem and you're a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else? Because what's critical to be an effective leader in this environment is you have to be willing to relinquish power."

What else? Humility and ownership.

"It's feeling the sense of responsibility, the sense of ownership, to step in," he said, to try to solve any problem — and the humility to step back and embrace the better ideas of others. "Your end goal," explained Bock, "is what can we do together to problem-solve. I've contributed my piece, and then I step back."

And it is not just humility in creating space for others to contribute, says Bock, it's "intellectual humility. Without humility, you are unable to learn." It is why research shows that many graduates from hotshot business schools plateau. "Successful bright people rarely experience failure, and so they don't learn how to learn from that failure," Bock said.

"They, instead, commit the fundamental attribution error, which is if something good happens, it's because I'm a genius. If something bad happens, it's because someone's an idiot or I didn't get the resources or the market moved. ... What we've seen is that the people who are the most successful here, who we want to hire, will have a fierce position. They'll argue like hell. They'll be zealots about their point of view. But then you say, 'here's a new fact,' and they'll go, 'Oh, well, that changes things; you're right.'" You need a big ego and small ego in the same person at the same time.

The least important attribute they look for is "expertise." Said Bock: "If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an HR person or finance person, and they have no content knowledge, and you compare them with someone who's been doing just one thing and is a world expert, the expert will go: 'I've seen this 100 times before; here's what you do.'" Most of the time the non-expert will come up with the same answer, added Bock, "because most of the time it's not that hard." Sure, once in a while they will mess it up, he said, but once in a while they'll also come up with an answer that is totally new. And there is huge value in that.

To sum up Bock's approach to hiring: Talent can come in so many different forms and be built in so many nontraditional ways today, hiring officers have to be alive to every one - besides brand-name colleges. Because "when you look at people who don't go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people." Too many colleges, he added, "don't deliver on what they promise. You generate a ton of debt, you don't learn the most useful things for your life. It's [just] an extended adolescence."

Google attracts so much talent it can afford to look beyond traditional metrics, like GPA. For most young people, though, going to college and doing well is still the best way to master the tools needed for many careers. But Bock is saying something important to them, too: Beware. Your degree is not a proxy for your ability to do any job. The world only cares about — and pays off on — what you can do with what you know (and it doesn't care how you learned it). And in an age when innovation is increasingly a group endeavor, it also cares about a lot of soft skills — leadership, humility, collaboration, adaptability and loving to learn and re-learn. This will be true no matter where you go to work.

Source : TOI