Diptakirti Chaudhuri (BMD 99) pens - Cricket! AYWTKATWC

Diptakirti Chaudhuri (BMD 99) pens - Cricket! All You Wanted to Know About the World Cup

Crazy about cricket? Mad about Mahi? Waiting with fingers crossed for the World Cup?

Here's a book that will help you navigate your way through the 2011 ICC Cricket World Cup. Filled with fun facts, quick and quirky history, tell- your-friends-about-it trivia, games, cartoons and information about key players, teams and even stadia, this is the ideal companion to enjoy the World Cup with!

So if you want to know:

• Who was the person who witnessed two ten-wicket hauls forty- three years apart
• How cricket got its name (Wooden planks, wicket gates and some Dutch is involved.)
• What were the highlights at each World Cup since 1979
• Which 9 ODI records Sachin might break (Let's hope it is not the one for most runs on a losing side!)

Cricket! is the book you must have!

About the Author
Diptakirti Chaudhuri has been a salesman for more than a decade now. He was born and brought up in Calcutta but currently lives in Gurgaon. He loves books, trivia and books on trivia. You can find him at his blog, Calcutta Chromosome, at http://diptakirti.blogspot.com

You can order the book from flipkart or Amazon

Support Shariq Siddiqui (BMD 01) at the London Marathon in aid of Samaritans

Shariq Siddiqui (BMD 01) is running his first Marathon in London in aid of Samaritans. Samaritans provides confidential non-judgemental emotional support, 24 hours a day for people who are experiencing feelings of distress or despair, including those which could lead to suicide.

Shariq is aiming to collect 2000Pounds for Samaritans and is close to reaching the halfway mark. Read up more on his effort and contribute at Virgin Money Giving

Support Shariq on Facebook

Keep up with his progress on www.twitter.com/RunSharRun

XL celeb watch - PMIR 98 Sonali Roychowdhury

Sonali Roychowdhury (PMIR 98) gets interviewed in the latest issue of People Matters magazine.

Cover Story Interview: Sonali Roychowdhury

Talent management today is as much a social process - Sonali Roychowdhury, Head - HR, Procter & Gamble

What are the key trends for Talent Management that you see today?

In the current scenario and increasingly becoming stronger there are three major trends that I see shaping the talent management space: one is the overall talent management approach moving away from the traditional “checking the box” approach of competencies to more a social process, second is the increasing importance of the use of technology specially as an integrator of all the functions in Talent Management and finally the relevance of diversity in the talent management strategy going forward.

From my opinion, talent management needs to be understood as both a formal and a social process. Traditionally competencies have analyzed following a formal structure and primarily focusing on final results. Currently it is a formal structure process, one-fits-all approach. Today, that cannot work anymore, today we need to have a more targeted approach to be able to leverage the talent of different people vs. deselect those who do not fit a particular mould. Results are of course important but how are those results achieved is also becoming equally important; that’s why I think talent management today is as much a social process. The softer aspects of talent management will be the differentiators in the future. In P&G we look at the numbers, the results but also the way those are achieved. This focus on the process helps us identify skills that people have that otherwise could have been missed out. Our Talent review process includes senior leadership/mentors/managers observing the individual in a series of assignments/situations (Key meetings, Management interactions, accelerator experiences - often spanning years), from which they get intimate insights into 'how' results are achieved (Context in which the results were delivered, influencing skills, peer interaction, collaboration across different cultures, social intelligence, ability to form and sustain productive networks internally etc.). This is then converted into an actionable assessment of potential, and destination roles that the individual would be a good fit for. This results in customized talent plans for individuals and finds a fit for different skills throughout the organization. The Talent/Succession Management process of the future needs to seamlessly integrate both the above (the 'what' and the 'how') to grow the right leaders.

The second key trend is the use of technology to integrate all platforms in talent management. The use of technology today exists mostly in selection and hiring. Technology is not effectively utilized as it does not integrate all the pieces of the puzzle. In P&G we have invested in unifying information that is available in different platforms, for example we are going to be using technology in a very strong way to identify and utilize people more efficiently - the vision is to have a single End-to-End process which is then used to match talent and opportunities anywhere in the world. When looking internally for talent we need to know what skills are available in the organization and these information should be updated from the different touch points that talent management provides, from recruitment, to performance, to learning & development etc. This will become a large enabler for organizations going global, where at the click of a button multiple options can be thrown up.

Finally, diversity will continue to play an important role in the talent management strategy, specifically gender diversity. This is much talked about but I think results are not yet visible consistently. Companies will start looking at diversity, especially gender diversity in a big way as the business choice for accessing these talent pools becomes clearer.

XL celeb watch - BMD 99 Shoma Narayan

Shoma Narayan (BMD 99) was the 2nd runner up in the recently concluded Mills & Boon India short story
contest.

Shoma Narayanan
Banking Professional, 2nd runner up
Head, Marketing at HSBC, Mumbai, Shoma, a mother of two kids aged eight and three-and-a-half, started reading M&B when she was nine, and found her love when she was in XLRI. Shoma submitted a 2,000 word short story about a college couple who part ways after college gets over only to meet at a friend’s wedding to realise that they are still very much in love.

Happy to have been acknowledged as a prospective M&B writer, Shoma says with a smile, “The story is not a reflection of my own love story, but the emotions are.” Shoma wrote short stories when her kids were fast asleep, but went a step more to register for the competition when she read about the contest at a bookstore last month. Within a few hours, Shoma wrote the story that made her one of the three entries that were selected from a total of 1,000 sent to the competition this year.

Kim's Note: M&B have taken the short listed stories off from their website. If they do bring them back online, I will add the link here.

This season record pay's on offer for non-IIM graduates too

From The Economic Times

KOLKATA: It’s not just the IIMs who are expected to hog the limelight during this year’s student placements. The country’s second-tier B-schools, who started the placement process a few days ahead of the IIMs, have already begun setting pay package records.

Entry-level salaries at leading campuses like XLRI, IMT Ghaziabad, TA Pai Management Institute (TAPMI), Xavier Institute of Management Bhubaneshwar (XIMB), Jamnalal Bajaj, Indian Institute of Foreign Trade (IIFT), International Management Institute (IMI) and Welingkar, have gone up by 12-20 %, including a significant jump in both the lowest and the 10 lakh-plus pay packets.

The institutes are also seeing IIM regulars — I-banks, consultancy firms and top MNCs — visit them for the first time this year. All in all, the campuses claim 2011 has been one of their best placement season ever.

“After a lull in 2009 and 2010, placements this year have seen a complete rebound to the pre-recession days,” says IMT Ghaziabad head (corporate relation) Prakash Pathak. “In fact, they are even better.” IMT was visited, for the first time, by recruiters like Goldman Sachs and P&G.

Average salaries, too, have shot up by 12%, to 9.3 lakh. At Mumbai’s Jamnalal Bajaj Institute of Management Studies (JBIMS), there has been a substantial rise in the number of global consulting firms visiting this year, with McKinsey, Citibank, and Nomura being the major recruiters.

HUL, ITC and P&G also visited the campus. At XLRI Jamshedpur, Swiss pharma biggie Novartis AG topped its last year’s highest package of $1,10,000 to $1,20,000 this year, for the role of HR leadership development at its global headquarters.

Around 15 new recruiters thronged XLRI this year, with average salaries shooting up from 14.2 lakh in 2010 to 15.8 lakh this year. XIMB saw almost 30 new recruiters coming in this year. “The economy is booming, and that translates into more offers and higher salary offers,” says Diwakar Kaushik, secretary, external linkages, at XLRI.

A total of 109 companies made 317 offers to the 240-strong batch at XLRI. Experts say a rebound by IT and ITeS firms, the bullish growth of FMCG companies and the strong performance of banks and financial institutions have rubbed off on placements.

“India Inc is back on its feet. Sectors like IT, ITeS and finance are getting a lot of international business, which is creating opportunities for students,” said Welingkar Institute of Management director Uday Salunke.

Some of the top recruiters confirmed that this year, they took a fresh look at their placement plans to widen their reach beyond the IIMs — but stuck to offering IIM-type salaries. Deloitte India rejigged its campus positioning this year to include other B-schools.

“We are offering a 10-15 % higher salary this year. Everyone is hiring in larger numbers, and recruitment frenzy has touched the pre-slowdown levels,” says Deloitte India’s HR head Dhananjay Bansod. Aditya Birla and RPG Groups have reviewed their campus recruitment plans.

“The idea is to recruit more from all the campuses and not just top ones,” says RPG Group president (corporate HR) VC Agarwal. However, HR heads are confident that changes in campus recruitment strategy by some of the companies will not impact IIM placements.

In fact, the IIMs are expected to make bigger placement records this year, including more number of the 1 crore-plus packages. Madhvi Lall, regional head of HR (India and South Asia) at Standard Chartered said they plan to hire 38 graduates from the premier campuses this year, up from last year’s 26. “We usually target the top 10 B-schools, which includes some of the IIMs as well as institutes like XLRI and FMS. Typically, we look at picking up at least 2-3 students from each campus,” she said.