volume no : 3 issue no : 8 april 2015 · decathlon 2k15 paper presentation academic corner book...
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Volume No : 3 Issue No : 8 April 2015
1
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Table of contentsEditorial
Message from Director
Contribution by committee
MARKET SNAPSHOT.
FUND FACTS : UTI INFRASTRUCTURE FUND.
Faculty Write-up’s
INVESTMENT, RE-INVESTMENT IN GOLD DEPOSIT SCHEME
CAN WE TEACH THIS IN CLASS ROOM
Guest Faculty Write-up’sEMPLOYEE RETENTION: “A BIGGEST CHALLENGE IN PRESENT COMPETITIVE ENVIRONMENT” -
PROF: ALOK V. GADDI DR. MAHESH G DESHPANDE
ECRMCONTRIBUTION TOWARDS THE EFFECTIVE BUSINESS
Events and Happenings
THE OUTBOUND PROGRAM
USES OF CLOUD COMPUTING TO MANAGE BUSINESS’ BY MR. VEERU UPPIN,
CAMPUS TO CORPORATE
IMERGE-15 NATIONAL LEVEL FEST IN BELGAUM
DECATHLON 2K15
PAPER PRESENTATION
Academic Corner
BOOK REVIEWS.
QUIZOMANIA
Feedback
Best Wishes
BHUMIKA AWARDS
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We are pleased to release the GBS Focus April-2015 issue to our esteemed well
wishers.
April has been a month full of activities. The month began with Mr Veeru
Uppin, CEO AaaRgees, Business Solutions, Hubli conducting a session on
Cloud Computing to the students.
The students of first year MBA went on two day outbound to Pune and visited
NDA and other places helping their learning.
GBS saw its students participating in two management festivals at Belgaum
and Hubli and winning the events. Kudos to the winning team.
“Campus to Corporate” a well designed programme to help the students at under
graduate levels to get the feel of placement process was a contribution to the
society by GBS.
Half a day workshop to the students of Shiggaon College on Personality
Development and a visit to Akshya Patra was a further addition to the GBS
efforts to help the under graduate students and thereby the society.
While all this was on, the academic process went on and was closed for the
students to write the final examination.
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Dr.Ramakant KulkarniEditor GBS FOCUSFrom The Desk of Editor…
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Make in India is the buzzword these days and has the potential to be a game changer.GBS is planning to host a national conference on this theme soon. We seek yourwhole hearted patronage as always and contribution in the form of papers
On the faculty front, two faculty presented papers at Jain Institutions at Bangaloreadding to their academic progress. The case contribution by a faculty based on the liveexperience highlights the academic progress further.
The contribution by two well wishers is brought to you in the articles they have sent.
The book review, the market watch and quiz continue to appear as a regular feature.
As the academic year comes to an end we go off line. As per the practice with thisissue for next few months and promise to come back in few months once theacademic year commences with a new batch. Before that we wish our out going batchall the best for their career as they pass out in the meantime.
You have been sending us your timely feedback to our monthly GBS Focus issues. Wehave compiled all such feedback received from you right through this year and thesame is brought to you in this issue.
We profusely thank you for your support during the year and do look forward toreceive the same next year once we come back with GBS Focus next year.
The editorial team has done a great job well supported by all the staff at GBS andthey deserve the appreciation. Kudos to all of them for the excellent work done.
With Kind Regards
Ramakant Kulkarni.
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Message from Director
Let me begin this note with best wishes to all our students for the examinations
of semester II and IV. It has been a busy year as always at GBS, as we have a
calendar packed with events and activities. These are great opportunities for
testing the experience and bring in new learnings.
With the academic sessions having ended, it is time now for faculty to review
their approach and find out ways and means to make things even better. This
introspection will lead to an even more fruitful interaction with students in the
next semester. The business environment is becoming more unpredictable and
challenging. With the Indian economy showing some positive energy, it is time
to be optimistic. This demands an even greater degree of measured response
from the faculty and students.
Students have always been the moving force and their contribution needs
recognition. They have brought laurels to GBS in academic as well as extra-
curricular activities. Our focus at GBS is to create well rounded individuals and
students are given opportunities in academics, sports, co-curricular and extra-
curricular activities to excel. Commitment, honesty, single minded approach to
a task, enthusiasm, transparency and sincerity to the purpose are all the qualities
a corporate looks for. These, coupled with knowledge gained from books and
the experience from teachers and projects, go a long way in creating these
future managers.
GBS has been built with great care and dedication and will ensure that we all
achieve our individual aspirations and collective goals. I owe a lot to Dr.
Ramakant Kulkarni for his able leadership over the years. He is a source of
knowledge to the team and a guide on whom I can rely upon. I wish to put on
record all the good work done by the faculty and non-teaching staff to make this
year go as planned. Later this year we planned to host national conference on
Make in India. It will help us to create a platform for industry leaders to their
strengths transform the employment scene in the region
I am sure, with the kind of positive environment within and outside of GBS,
students can look forward to great careers in future. My best wishes to all.
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Prof: Uday Lawate
S&P BSE Sensex (27011.31)
Ind
ia -
Eq
uit
y
Market Snapshot
S&P BSE Sensex ended the Aprilmonth on a weak note at27011.31 with a loss of 946points / 3.38% on monthlyclosing basis.
S&P BSE Mid-Cap registered aloss of 1.46% and while S&PBSE Small-Cap indices endedflat at 0.49% for the month.
BSE Sectoral Indices Performance in the Month
Top Sensex Gainers in the Month
Company% Chg
(M-o-M)
Tata Steel 13.78%
Sesa Goa 10.85%
ICICI Bank 5.06%
Top Sensex Losers in the Month
Company% Chg
(M-o-M)
Wipro -14.22%
Infosys -12.37%
Hero Motors -11.85%
Disclaimer: The information contained here was gathered from sources deemed reliable; however, no claim is made as to accuracyor content. This is an informatory report and does not contain specific recommendations to buy or sell at particular prices or times.
Invite your feedback on [email protected]
Mr. Prasad KulkarniFaculty (Finance)
-10.00%
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-6.00%
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-2.00%
0.00%
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4.00%
6.00%
BSEAuto
BSEBankex
BSE CD BSE CG BSEFMCG
BSE HC BSE IT BSEMetal
BSE Oil& Gas
BSEPower
BSERealty
255002600026500270002750028000285002900029500
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Rs. 10,000 invested at inception in UTI Infrastructure
Scheme vs. S&P BSE 100
Ind
ia –
Mu
tual
Fu
nd
s
Mr. Prasad KulkarniFaculty (Finance)
[email protected] Facts: UTI Infrastructure Fund
Investment Objective
Sectoral Breakdown (% as compared to Benchmark)
Risk Measure
Fund Benchmark
Beta 0.88
Standard
Deviation
(annual)
12.8% 13.8%
Portfolio
Turnover
Ratio (annual)
0.27
Management Style
L L & M M & S
Aggressive
Moderate
Conservative
Note: L=Large, M=Medium, S=Small
The Fund is suitable for Investors who are seeking*
Long – Term Capital Growth
Investment in predominantly in equity instruments of top 100 companies by market capitalisation
High Risk
*Investors should consult their financial advisor if in doubt about whether the product is suitable for them
The fund aims to provide long term capital
appreciation / dividend distribution by investing
predominantly in equity and equity related
instruments of top 100 stocks by market
capitalization. There can be no assurance that the
investment objectives of the scheme will be
realised.
Disclaimer: The information on this document is collected from the deemed reliable sources and is provided for information purpose only.
Invite your feedback on [email protected]
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THE OUTBOUND
PROGRAM
(April 12-13th 2015)
Finally the much awaited and anticipated Outbound program arrived on the 12th and
13th of April 2015.The students were excited to the core and in all 102 students joined
the touring party. All the students were divided into groups of 12-13 members and
were assigned to the 8 student coordinators. The tasks of checking attendance and
discipline were given to the student coordinators. The student coordinators reported to
the central student coordinator. The central student coordinator in turn reported to the
faculty coordinator. So a very neat reporting structure was created which worked very
efficiently. The touring party was accompanied by 6 staff members. The program was
coordinated by Joha Adventures Private limited.
The journey commenced on the night of 11th April 2015 at 10 pm from GBS campus.
Two buses and one tempo traveller were arranged for the travel. We arrived at 6 am at
Pune.
On day one, after having our breakfast, we proceeded to the National Defence
Academy (NDA) situated at Khadakvasla on the outskirts of Pune. As we entered in
to the vast campus of NDA, our expectations just sky rocketed. The words at the
entrance of the main building read “CREATOR OF GENTLEMEN & WARRIOR”
enamored us. Next, we proceeded to the aircraft hangar where 2 seater chetak engine
powered aircrafts were stationed. The personnel explained us the physical features of
the aircraft in terms of length, breadth, wing span, flying speed, fuel capacity etc.
Usually they conduct two sorties a day, one in the morning and one in the evening.
From here on we proceeded to the auditorium. We were shown a 20 minute video clip
on the life of an NDA cadet. The course encompasses both strategic thinking as well
as a tough physical regimen. Physically the cadets are pushed to the limits up to the
point where the body becomes irrelevant and its all about the mind driving you to
your destination. It was a great experience to see young men training for combat roles
and the ultimate high was their pass out parade. They train for hours and hours
together to get everything right in their parade. It’s no surprise that they can give a
flawless guard of honour to the visiting dignitaries. From here on, we moved to the
museum where we were shown various kind of weaponry in the defense arsenal, war
memoirs, portraits and achievements of outstanding NDA cadets who went on to
achieve laurels for the country.
Mr.Nitinchandra
(Co-ordinator)
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General Khetrapal was one among them who laid down his life for the country and
was awarded the Ashok Chakra. All this was a proud and humbling moment for all of
us.NDA truly stands for discipline, teamwork and leadership of the highest class.
In the evening the students had a nice time shopping for their friends and family.
On day two, after having our breakfast, we proceeded to the Adlabs IMAGICA water
park situated 85 kms off Poona on the Poona –Bombay expressway. The journey was
of 3 hours and we reached the location at around 12.15 pm. The students and staff had
a great time for the next 7 hours as they enjoyed the various water games at the park.
Finally we left the park at 8 pm. On the way we had our dinner at a local restaurant
and reached Hubli at 7 am on Tuesday.
The accommodation was good, the food was decent and all the students were well
behaved throughout the journey. I thank all my student coordinators and my staff
colleagues for assisting and supporting me throughout the tour.
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The session was conducted ininteractions with 96 students andteaching faculty members. Thesession was an attempt to study theterm Cloud, connecting of remotelocation, Cloud Computing and howthe Cloud Computing is making ourbusiness application mobile andcollaborative. The models andservices in working behind thescene making the cloud computingfeasible and accessible
‘USES OF CLOUD COMPUTING TO
MANAGE BUSINESS’
Mr. VEERU UPPIN,
CEO, AarGees Business Solutions,
Hubli/Bangalore.
01-Apr-2015
Dr. Bhargav RevankarCo-ordinator
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USES OF CLOUD COMPUTING TO
MANAGE BUSINESS
On 01-Apr-2015 a session was delivered "Uses of Cloud computing tomanage” by Mr. VEERU UPPIN, AarGees Business Solutions,Hubli/Bangalore.
The session was conducted in interactions with 96 students and teaching facultymembers. The session started with the detailing of the term Cloud, connectingof remote location, Cloud Computing and how the Cloud Computing is makingour business application mobile and collaborative. The models and services inworking behind the scene making the cloud computing feasible and accessibleto end users are (a) Deployment Models (b) Service Models.
PUBLIC CLOUD – allows systems and services to be easily accessible to thegeneral public. Public cloud may be less secure because of its openness, e.g., e-mail.
PRIVATE CLOUD – allows systems and services to be accessible within anorganization. It offers increased security because of its private nature.
COMMUNITY CLOUD – allows systems and services to be accessible by groupof organizations.
HYBRID CLOUD – is a mixture of public and private cloud. However, the criticalactivities are performed using private cloud while the non-critical activities areperformed using public cloud.
Service Models are the reference models on which the Cloud Computing is based.These can be categorized into three basic service models as listed below:
(a) Infrastructure as a Service (IaaS)
(b) Platform as a Service (PaaS)
(c) Software as a Service (SaaS).
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There are many other service models all of which can take the form like XaaS,i.e., Anything as a Service. This can be Network as a Service, Business as aService, Identity as a Service, Database as a Service or Strategy as a Service.
The Benefits
Cloud Computing has numerous advantages.
One can access applications as utilities, over the Internet.
Manipulate and configure the application online at any time.
Installation of a specific piece of software to access or manipulate cloudapplication is not required.
Cloud Computing offers online development and deployment tools,programming runtime environment through Platform as a Service model.
Cloud resources are available over the network in a manner that provides platform independent access to any type of clients.
Cloud Computing offers on-demand self-service. The resources can be used without interaction with cloud service provider.
Cloud Computing is highly cost effective because it operates at higher efficiencies with greater utilization. It just requires an Internet connection.
Cloud Computing offers load balancing that makes it more reliable.
Business Applications:
Cloud computing has made businesses more collaborative and easy byincorporating various apps such as MailChimp, Chatter, Google Apps forbusiness, and Quickbooks.
Mail Chimp: It offers an e-mail publishing platform. It is widely employed bythe businesses to design and send their e-mail campaigns.
Chatter:Chatter app helps the employee to share important information aboutorganization in real time. One can get the instant feed regarding any issue.
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Google Apps for Business: Google offers creating text documents,spreadsheets, presentations, etc., on Google Docs which allows the businessusers to share them in collaborating manner.
Quick books: It offers online accounting solutions for a business. It helps inmonitoring cash flow, creating VAT returns and creating business reports.
Data Storage and Backup: Box.com, Mozy, Joukuu are the applicationsoffering data storage and backup services in cloud
Management Applications: There are apps available for management tasksuch as time tracking, organizing notes.
TOGGL :It helps in tracking time period assigned to a particular project.
EVERNOTE is an application that organizes the sticky notes and even canread the text from images which helps the user to locate the notes easily.
OUTRIGHT :It is an accounting app. It helps to track income, expenses,profits and losses in real time.
Social Applications: There are several social networking services providingwebsites such as Facebook, Twitter, etc.
Cloud Computing Providers:Salesforce.com,Appistry, AppScale, AT&T ,Engine
Director Prof. Uday Lawate welcomed the Guest Speaker. Prof BhargavRevankar introduced the Guest to the gathering. Students posed variousquestions and sought answers after the session
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Campus to Corporate
A practical approach towards recruitment process
22nd April 2015
Campus to Corporate is a unique program designed for the undergraduate
students. Based on the past experience of interacting with the undergraduate
students, trying to understand the career goal after graduation. It was found that
majority of students choose job and hardly a small percentage prefer for higher
education. The reason for choosing job is varied few said they need to support
their family, other financial problem to undergo higher education, yet other said
degree/PG doesn’t matter in the corporate world, if the candidate perform in the
job. Going by the assumption that the students takes up Job after graduation.
We started doing brainstorming as to how to guide the students on recruitment
process and help them to prepare their mindset to be ready to face the corporate
world. In almost all the degree colleges, the career guidance officer will make
lot of effort to orient the students on campus placement and also on the job
opening available in various sectors. At the same time he also helps the students
by organizing seminars, workshop and Mock tests. Yet the mindset of student is
same. The feel getting job is a cake walk. With this pre notion and background.
A team of faculty members of GBS, Hubli under the leadership of Prof.
Mahesh Bendigeri came up with the concept called Campus to Corporate – A
practical approach towards recruitment process in the form of competition.
The objectives of this competition were to put the student in the shoe of a job
seeker and make him undergo the various rounds that are conducted for the
actual job opening. To orient him the importance of Management Education and
bridge the gap that higher education always lead to better career prospect.
The competition was conducted in two phases. 1st Phase was held in the
respective degree college where the student is studying, by administering 30
min aptitude test, objective type. And the top 5 students of each college &
stream were shortlisted based on the score and intimated them for final round.
Prof.Mahesh Bendigeri
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A team of faculty, admin and support staffs were sent across 6 districts i.e.
Dharwad, Gadag, Bijapur and Bagalkot, Haveri and Uttar Kannada covering 75
degree colleges and 1235 final year students taking part in the 1st round. This
round was held between 6th April to 11th April 2015.
Out of this 169 students were shortlisted and intimated them to attend the final
round on 22nd April at GBS campus. On 22nd April 44students has participated
in the final round. The final round comprised of General Studies with MCQ for
45 min. The questions were set on all the domains covering history, geography,
physics, chemistry, GK, commerce, economics, banking, etc. To orient the
students on the importance of Management Education – we had requested Mr.
Ramani- Varnaz Bangalore to conduct the session. Our Placement Director Mr.
Nagaraj Goudar with his rich experience in recruitment process, oriented the
students on recruitment process.
Later the students were formed a group of 8 and Group Discussion was done.
The score in General Studies and Group Discussion were considered for
selecting top 10 students for Personal Interview. The personal interview was
conducted by expert panel members consisting of Mr. Prakash Yellavati – SEBI
Trainer and Financial Advisor, Mr. Ramani – Varnaz Bangalore, Mr. Howard W
– Director Placement. Mr. N I Rodlin from KLE BBA college bagged the first
prize, Ms. Sneha Churi from Sana college bagged second prize and Ms.
Shahnaz Goundi from Nehru college bagged Third Prize. In addition to this 5
consolation prizes were given to the students and all the students got
participation certificate. Overall the students gave good feedback about the
event. It was a eye opener for the students in terms of understanding there
strength and weakness and their level of preparedness to face corporate world.
The event was well supported by Management, Directors, all the faculty
members, admin staff and support staff and the students.
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eCRMCONTRIBUTION TOWARDS THE EFFECTIVE BUSINESS Prof Vivek Desai, Chanakya Indian Management
Abstract:
Customer relationship management (CRM), it is always an amount of
confusion regarding its domain and the meaning. The attempt is made to
explore the conceptual fundamentals of CRM by examining the literature on
relationship marketing that contributes to the knowledge of CRM and a route
towards eCRM. A CRM process is proposed to build customer base for the
corporate in total.
KeyWords: Customer Relationship Management; Relationship Marketing;CRM, eCRM.
Customer relationship management (CRM) has attracted the expanded attention
of all practitioners and business houses. More and more corporations are
adopting customer-oriented strategies, cultures, programs, and technology for
effective customer relationship management. It is the fact that they need to
know their customers and total knowledge in order to build pleasant partnering
relationships with respective customers. Abundant new technologies interface
with their customers itself a new challenge, and which is developing and
bringing sea changes in integration between marketing, sales, and customer
service functions in any business house. For professionals CRM represents an
enterprise approach to developing knowledge base about customer behavior and
preferences and to evolving programs and strategies that encourage customers
to continually enhance their business relationship with the organization.
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Implementing technology base CRM best practices is a big challenge of ensuring andbalancing your infrastructure and equipped to reach the goals of the business house.
CRM in ecommerce has transformed the online advertising, promotions, sellinglandscape, and it is up to company to realize the potential that e-CRM or m-CRMbrings to your company. Few of the best practices in CRM with the pros are:
1. Determination of your business goals and objectives. Develop the mobile CRMintegrations aligned to business goals. The reviewing and testing the systems beforeexercising with customer operate in accordance with existing business objectives iscore
2. Understand the roles, ease and needs of your end user. Believe that there is no‘one solution fits all’. Do enough research on how consumer behavior before propermobile CRM best practices instituted.
3. Choice of the right technology. We should have zero down which technologycomponents to use to support to latest mobile CRM for the best practices for thecurrent market. Pick of the right telecommunications provider, devices, platformsand operating systems is the key.
4. Up-to date and any time access of business critical information on the move. Byresearcher it is proved that the most important value in electronic CRM lies in itsconvenience, mobility and ease of use.
5. M-CRM initiatives need to align with overall mobile strategy. Priority towardsconsiderations of user experience, security, governance, devices and applications ismust.
6. Beware of the effects of m-CRM. Research reports and statistics of mobile CRMmade sales people 6.6% more productive, collectively resulting up-selling and crossselling caused a 6.9% increase.
7. “How to sort data?” is a BIG question to any business house. The best part of m-CRM is appropriate sorting involves determining how your brand will spear throughall of the mobile data that with security amongst consumers.
8. Training: mobile CRM practices comewith a set of new tools, frameworks andsystems to learn. Employees will have to learn how to use the software that is createdand handle the customer queries.
9. Data safety: The big customer data flow in, and need to determine where the dataflow and safety measures. Security is a seriously fundamental of m-CRM process.
10. Frame the right execution methodology. Finally, it is a strategic approach forexecution. Focus on team initiative, timelines, prioritization and technologydeployment.
Above are the controlling-CRM best practices, if practiced, will result in rapidimprovement of customer service and operations infrastructure. Further your CRMsystem will purely integrate into the overall business models that routine process andexecutions goes with ease.
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Can We Teach This In Class
Room?
Recently I had an occasion to visit a textile showroom of repute in Bangalore tobuy quite a sizeable quantum of textile and of course in money term a big buyfor me befitting the occasion. It was obvious that we were to spend couple ofhours in the showroom to complete the purchases. The time being spent wasgoing to be really more with the ladies wares were being purchased and aboutfive ladies were to do the decision making. Patience was the key for me besidesthe money. I was ready for both so I decided to learn something applying theobservation method of learning. A junior member of ladies team had goneahead to the showroom to book a space to avoid the rush which was expectedand it has been a routine in that showroom. She had done some ground workbefore the full team could reach there and settle for the main job.
We were being attended by a counter sales person (CSP) who was about 35years in age. Heaps of after heaps he poured the material before us and made uscomfortable and familiar with the variety the showroom could offer. Beforethat, over hearing the talk among the team that one of the ladies was not to siton the floor( more as a matter of convenience) he offered a chair to her whichshe did not ask and eventually she sat down on the floor though with the othermembers of the team.
While the decision making began among the team he very carefully starteddown playing the price aspect of the items pushing the team towards the choiceand liking aspects, talking more on design, color, how the item suits the personand so on. Tirelessly he sat down and got up to show the item making himself amodel to show case how the item would look when it is worn.
After about an hour or so realizing that the team was not heading towards anydecision and the sales was not closing, he slowly shifted his focus on closingthe sales by pushing the team towards decision. Within next few minutes theteam closed quite a few items.
Dr.Ramakant Kulkarni
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While this was on, he kept his ears wide open to the talks the team was doing
among themselves that an item was to be finalized for a lady who was an
important member of the family but she was not the part of team sitting there in
showroom as such the team was not able to decide her choice, he quickly
realized that and started helping the team to close the item for her by taking her
name(nick name as was being used by the team, once again hearing from the
team) repeatedly which not only brought humor and eased tense moments but
also helped the team a great deal.
The icing on the cake was yet to come. Most of the purchasing was over and the
billing was done, he personally took the items to the billing counter and assisted
in billing giving priority to our items( as well as helping the counter cashier on
the various discounts those were available) in the long queue in front of the
billing counter.
In the mean time the team realized that they had forgotten an item for a young
female as she was not around. The CSP was called in again for this but the team
had a doubt if the young female would accept the choice made. The CSP had a
readymade solution that we never thought. He sought the whats app contact of
the young female and sent her the samples selected to help make her choice
using his cell phone loaded with whats app, made the team member call her and
got the decision within few minutes and thus helped the team close the sale.
A barely educated but well versed and astute CSP gave a lot to think and learn
to me.
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What learning we got from this CSP
• He should lead to closing of sales.
• He has to have lot of patience.
• He should play down the price part shrewdly.
• He should have good knowledge of mobile phone technology useful for his job.
• He should take the buying team along and assist in decision making.
• He should subtly make use of humor to the advantage of closing the sales.
• He should be sensitive to the buyer’s difficulty and assist in overcoming (Achair was offered to a lady who was not able to sit on the floor much before shecould ask for it).
• He should suggest options on items and help making the choice.
• He should have ownership for the things he is doing as well as inspiration to dothe things.
I came out wondering can all these things be taught in the formal class room inthe management school.?
Do these things come by experience alone?
Can these things be converted into a theory and build a model?
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“Employee retention: A Biggest Challenge
in Present Competitive Environment”
Prof: ALOK V. GADDI Dr. MAHESH G DESHPANDEAbstract
In the present competitive Business environment, the goal of every employer isusually to decrease employee turnover, thereby decreasing training costs,recruitment costs and loss of talent and organizational knowledge. Byimplementing lessons learned from key organizational behavior conceptsemployers can improve retention rates and decrease the associated costs of highturnover. However, this isn't always the case. Employers can seek "positiveturnover" whereby they aim to maintain only those employees who theyconsider to be high performers. This employee retention has become one of theimportant components in the companies’ strategies, to stay ahead of theircompetitive partners in terms of timely delivery of service and better quality ofservices to their customers, because of the reason that service differ from oneperson to another and retaining a high performer is the most for anyorganization .In this paper we highlight on the importance of retention to theorganization and various challenges in the competitive market .
Introduction
Human resources:is the set of individuals who make up the workforce of anorganization, business sector or an economy. "Human capital" is sometimesused synonymously with human resources, although human capital typicallyrefers to a more narrow view; i.e., the knowledge the individuals embody andcan contribute to an organization. Likewise, other terms sometimes usedinclude "manpower", "talent", "labor", and simply "people".
Human resource management
Human resource management (HRM or simply HR) is the management of anorganization’s workforce, or human resources. It is responsible for theattraction, selection, training, assessment, and rewarding of employees, whilealso overseeing organizational leadership and culture, and ensuring compliancewith employment and labor laws. In circumstances where employees desire andare legally authorized to hold a collective bargaining agreement, HR willtypically also serve as the company's primary liaison with the employees'representatives (usually a labor union).
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HR is a product of the human relations movement of the early 20th century,when researchers began documenting ways of creating business value throughthe strategic management of the workforce. The function was initiallydominated by transactional work such as payroll and benefits administration,but due to globalization, company consolidation, technological advancement,and further research, HR now focuses on strategic initiatives like mergers andacquisitions, talent management, succession planning, industrial and laborrelations, and diversity and inclusion.
In startup companies, HR's duties may be performed by a handful of trainedprofessionals or even by non-HR personnel. In larger companies, an entirefunctional group is typically dedicated to the discipline, with staff specializingin various HR tasks and functional leadership engaging in strategic decisionmaking across the business. To train practitioners for the profession, institutionsof higher education, professional associations, and companies themselves havecreated programs of study dedicated explicitly to the duties of the function.Academic and practitioner organizations likewise seek to engage and further thefield of HR, as evidenced by several field-specific publications.
Organization
A set up where individuals come together and work in together to achieve acommon goal is called as organization. Individuals working together in anorganization to earn their bread and butter as well as make profits are calledemployees. Employees are the lifeline of an organization and contributeeffectively to its successful running and profit making.
An organization can’t survive if the employees are not serious about it and aremore concerned about their personal interests.
Employee retention
Employee retention refers to the various policies and practices which let theemployees stick to an organization for a longer period of time. Everyorganization invests time and money to groom a new joinee, make him acorporate ready material and bring him at par with the existing employees. Theorganization is completely at loss when the employees leave their job once theyare fully trained. Employee retention takes into account the various measurestaken so that an individual stays in an organization for the maximum period oftime.
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Theory’s for Retention
Retention and Motivation Theory
Retention has a direct and causal relationship with employee needs andmotivation. Applying a motivation theory model, such as Maslow’s Hierarchyof Needs, is an effective way of identifying effective retention protocol
Herzberg's Theory
An alternative motivation theory to Maslow’s Hierarchy of Needs is theMotivator-Hygiene (Herzberg’s) theory. The theories have overlap, but thefundamental nature of each model differs. While Maslow’s Hierarchy impliesthe addition or removal of the same need stimuli will enhance or detract fromthe employee’s satisfaction.Herzberg’s findings indicate that factors garneringjob satisfaction are separate from factors leading to poor job satisfaction andemployee turnover.
Equity Theory
Equity Theory realizes the humanitarian concern with fairness and equality.While one party may be given motivational rewards and opportunities, theindividual will assess the work-reward ratio based on similar, externalpositions.
Why do Employees Leave?
Research says that most of the employees leave an organization out offrustration and constant friction with their superiors or other team members. Insome cases low salary, lack of growth prospects and motivation compel anemployee to look for a change. The management must try its level best to retainthose employees who are really important for the system and are known to beeffective contributors.
It is the responsibility of the line managers as well as the management toensure that the employees are satisfied with their roles and responsibilities andthe job is offering them a new challenge and learning every day.
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Need & Importance of Employee Retention
Let us understand why retaining a valuable employee is essential for an
organization.
Hiring is not an easy process: The HR Professional shortlists few individuals
from a large pool of talent, conducts preliminary interviews and eventually
forwards it to the respective line managers who further grill them to judge
whether they are fit for the organization or not. Recruiting the right candidate is
a time consuming process.
An organization invests time and money in grooming an individual and makes
him ready to work and understand the corporate culture: A new joinee is
completely raw and the management really has to work hard to train him for his
overall development. It is a complete wastage of time and money when an
individual leaves an organization all of a sudden. The HR has to start the
recruitment process all over again for the same vacancy; a mere duplication of
work. Finding a right employee for an organization is a tedious job and all
efforts simply go waste when the employee leaves.
When an individual resigns from his present organization, it is more likely that
he would join the competitors: In such cases, employees tend to take all the
strategies, policies from the current organization to the new one. Individuals
take all the important data, information and statistics to their new organization
and in some cases even leak the secrets of the previous organization. To avoid
such cases, it is essential that the new joinee is made to sign a document which
stops him from passing on any information even if he leaves the organization.
Strict policy should be made which prevents the employees to join the
competitors. This is an effective way to retain the employees.
The employees working for a longer period of time are more familiar with the
company’s policies, guidelines and thus they adjust better: They perform better
than individuals who change jobs frequently. Employees who spend a
considerable time in an organization know the organization in and out and thus
are in a position to contribute effectively.
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Every individual needs time to adjust with others: One needs time to know his teammembers well, be friendly with them and eventually trust them. Organizations arealways benefited when the employees are compatible with each other and discussthings among themselves to come out with something beneficial for all. When a newindividual replaces an existing employee, adjustment problems crop up. Individualsfind it really difficult to establish a comfort level with the other person. After strikinga rapport with an existing employee, it is a challenge for the employees to adjust withsomeone new and most importantly trust him. It is a human tendency to compare anew joinee with the previous employees and always find faults in him.
It has been observed that individuals sticking to an organization for a longer span aremore loyal towards the management and the organization: They enjoy all kinds ofbenefits from the organization and as a result are more attached to it. They hardlybadmouth their organization and always think in favor of the management. For themthe organization comes first and all other things later.
It is essential for the organization to retain the valuable employees showing potential:Every organization needs hardworking and talented employees who can really comeout with something creative and different. No organization can survive if all the topperformers quit. It is essential for the organization to retain those employees whoreally work hard and are indispensable for the system.
Employee Retention Strategies
The basic practices which should be kept in mind in the employee retention strategies are:
1. Hire the right people in the first place.
2. Empower the employees: Give the employees the authority to get things done.
3. Make employees realize that they are the most valuable asset of the organization.
4. Have faith in them, trust them and respect them.
5. Provide them information and knowledge.
6. Keep providing them feedback on their performance.
7. Recognize and appreciate their achievements.
8. Keep their morale high.
9. Create an environment where the employees want to work and have fun.
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These practices can be categorized in 3 levels: Low, medium and high level.
Challenges in Employee Retention
In the current scenario, a major challenge for an organization is to retain its
valuable and talented employees. The management can control the problem of
employees quitting the organization within no time to a great extent but can’t
put a complete full stop to it. There are several challenges to it.
Let see the challenges to employee retention:
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Let see the challenges to employee retention:
Monetary dissatisfaction is one of the major reasons for an employee to look for
a change. Every organization has a salary budget for every employee which can
be raised to some extent but not beyond a certain limit. Retention becomes a
problem when an employee quotes an exceptionally high figure beyond the
budget of the organization and is just not willing to compromise. The
organization needs to take care of the interests of the other employees as well
and can’t afford to make them angry. The salaries of the individuals working at
the same level should be more or less similar to avoid major disputes amongst
employees. A high potential employee is always the center of attention at every
workplace but one should not take any undue advantage. One should
understand the limitation of the management and quote something which
matches the budget of the organization. An individual should not be adamant on
a particular figure, otherwise it becomes difficult for the organization to retain
him. Remember there is a room for negotiation everywhere.
In the current scenario, where there is no dearth of opportunities, stopping
people to look for a change is a big challenge. Every organization tries its level
best to hire employees from the competitors and thus provide lucrative
opportunities to attract them. Employees become greedy for money and
position and thus look forward to changing the present job and join the
competitors. No amount of counseling helps in such cases and retaining
employees becomes a nightmare.
Individuals speak all kind of lies during interviews to get a job. They might not
be proficient in branding but would simply say a yes to impress the recruiter
and grab the job. It is only later do people realize that there has been a
mismatch and thus look for a change. Problems arise whenever a right person is
into a wrong profile. An individual loses interest in work whenever he does
something out of compulsion. The human resource department should be very
careful while recruiting new employees. It is really important to get the
reference check done for better reliability and avoid confusions later.
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Some individuals have a tendency to get bored in a short span of time. They mightfind a job really interesting in the beginning but soon find it monotonous and look fora change. The management finds it difficult to convince the employees in such cases.Individuals must also understand that every organization has some or the otherproblem and adjustment is required everywhere, so why not in the presentorganization? It becomes really difficult for the HR Department to find out whatexactly is going on in the minds of the individual. An individual should voice hisopinions clearly to make things easier for the management.
Unrealistic expectations from the job also lead to employees looking for a change.There is actually no solution to unrealistic expectations. An individual must be matureenough to understand that one can’t get all the comforts at the workplace just like hishome. Individuals from different backgrounds come together in an organization andminor misunderstandings might arise but one should not make an issue out of it. Anindividual must not look for a change due to small issues. One needs time to make hispresence feel at the organization and must try his level best to stick to it for a goodamount of time and ignore petty issues.
INTERVENTIONS TO RETAIN STAFF
Interventions to retain employee are most effective:
(a) Link staff retention with an effective recruitment and selectionprocesses
A lot of staff losses are caused by bad selection decisions, where the wrongperson is appointed for the job. To prevent this, accurate job descriptions mustbe developed that clearly identify the core competencies required for successfulperformance. And, just as importantly, these must be used during therecruitment and selection process.
(b) Link staff retention with an effective induction process
Best practice studies show that the first few weeks of employment areimportant for establishing employee commitment to employment. It is thereforeessential that line managers and human resource practitioners lay the foundationfor future commitment by being the part of the induction process.
(c) Integrate an employee development into retention strategy
Rather than sending new employees for long periods of training away fromwork, provide them with phased training that allows them to gradually acquirethe required knowledge and skills. This increases confidence in the work andalso builds the employee’s trust in the employer.
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(d) Provide growth opportunities
Besides making sure that employees are able to perform in their current jobs,
they need to be givenopportunities to grow by acquiring competencies that
improve their ability to work in other areas or at otherlevels.
(e) Reward employees who are high performers and value creators within
Department
Reward for excellent work can be both monetary and non-monetary. Ideally,
they should be immediate, linked to performance and individualized. For
example, a letter addressed directly to an employee thatrecognizes their outputs
and good work is much more valuable than a standard letter, addressed to all
staff, once a year.
(f) Lead by example
Most employees are more committed to their managers, fellow employees and
the culture that drives the department than to the department itself. After
establishing your department’s values it is essential thatmanagers are seen to be
living up to them. A leader must lead upfront not rear.
(g) Compensation
Although departments have little flexibility in how much employees are paid,
there are some measures you can make use of to find and keep employees with
scarce skills as indicated above. In additions, jobs in scarce and high risk
categories should be properly designed and evaluated to maximize the
compensation you can offer to candidates and employees. Department must
fully and correctly utilize the scarce skills allowances available for certain
categories of staff like social workers.
(H) Performance management
One of the most important management tools in the Public Service is the
implementation of Performance and Development Systems. Department must
ensure that such systems are available in both SMS andnon-SMS employees
and that utmost care is taken to ensure the fair, consistent and transparent
application of employee appraisal. Processes for awarding of pay progression
and bonuses should be managed fairly to avoid unhappiness and grievances.
Management capacity to deal with poor performers and staff development must
also be improved.
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(I) Career- pathing
Although modern departments no longer need to focus on long-term
employment, employees still need to be made aware that opportunities exist for
career growth and an increased level of responsibilities. These growth
opportunities might not always be upwards though. For example, some
employees may be satisfied with learning a new job that they are very interested
in even though it will not mean a promotion ora higher salary to them. The
establishment of a personal development plan for each employee is the joint
responsibility of line managers and employees and should have to linked to
their current competencies, performance management outcomes and the
department’s needs. Line managers and employees should review these plans
on a regular basis.
(J) Situational factors
A poor work environment leads to employees being unhappy at work and make
other job options attractive to them. In order to retain staff, management must
create work environment which takes consideration of:
Employee morale
Motivation
Employee morale
Motivation
Provision of strategic direction
Leadership and communication
Positive work challenges and
Employee’s empowerment
Conclusion
Hiring top-performing and enthusiastic employees requires a certain knack. But
keeping those employees is an art. Increasing retention requires careful
planning and implementation resulting in a solid program which is a very
complicated task. Companies must realize that by keeping their turnover levels
low, they are in fact improving their bottom line. The cost of replacing
employees is an excessive one which most companies cannot afford.
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Compared to the cost of retaining existing top performing employees, the cost
difference and time constraints are staggering. It is essential that every recruiter
and manager should be concerned with retention from the start of any recruiting
program. The process should be conscious of the end goal: to keep the
individuals who outperform in your company. Making the new employee aware
that the intention is to keep them as long as possible encourages the employee
in committing to long-term goals and planning within the organization. No
retention strategy is static but should be constantly evolving to suit the changing
needs of the workforce.
References
Spector, Paul E. "Measurement of Human Service Staff Satisfaction:
Development of the Job Satisfaction Survey." American Journal of Community
Psychology 13.6 (1985): 693-713. Web. 12 Mar. 2011.
Breaugh, James A., and Mary Starke. "Research on Employee Recruitment: So
Many Studies, So Many Remaining Questions." Journal of Management
(2000): 305-434. Web. 12 Mar. 2011.
"Human Resources, Training, and Labor Relations Managers and Specialists".
U.S. Bureau of Labor Statistics. 2011.
"Human Resources Manager". CNN Money. 2006.
Kahn, William A. (1990). Psychological Conditions of Personal Engagement
and Disengagement at Work. The Academy of Management Journal, Vol. 33,
No. 4 (Dec., 1990), pp. 692–724
Smith, Kendall, & Hulin (1969). The measurement of satisfaction in work and
retirement: A strategy for the study of attitudes.
National Business Research Institute, Inc. The Importance of Employee
Engagement Infographic (2011)
WHITE PAPER on EMPLOYEE RETENTION REDUCING
RECRUITMENTBY INCREASING RETENTION (www.DRAKEINTL.COM)
Burchardt, T. (2003b). Employment Retention and the Onset of Sickness or
Disability: Evidence from Labour Force Survey longitudinal datasets. DWP In-
house Report 109. London: DWP.
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Imerge -15
A National Level Management Fest,
Belgaum
“A wiser step”
The first year and final year students of Global business School had participated
in a 2 day event in a National level Management fest on 6th and 7th April 2015
conducted by IMER college, Belgaum competing with 13 strong teams and also
have bagged trophies in 4 events and other events reaching up to finals.
GBS congratulates the team for their achievements and conveys best wishesfor their future endeavors
Events Participant Prize
Acumen Trade Ruben Stanley and
Vikram
Runners up
Mediathon Vishwanath Runners up
Annuncio Basil and Fayyum Runners-up
Quizdom Deepa T and Mrudula Finalists
English Moxie Sana Semi-Finalist
Atlantis Kirti Finalist
Murder Mystery Vikas and Arpita Finalist
Fashion Walk All Participation
IPL(Cricket) All Semi-Finalists
Affinity
Hunt(Culturals)
All Runners up
Prof: Kiran AmbekarCo-ordinator
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Glimpses of the event:
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Decathlon 2K15
A National Level Management Fest, Hubli
“The tough ones meeting the toughest”
The first year and final year students of Global business School hadparticipated in a 2 day widely scattered events in a National levelManagement fest on 17th and 18th 2015 conducted by IBMR collegecompeting with 9 strong teams and also have bagged trophies in 2 eventsand other events reaching up to finals.
Students Column
A heart filled thanks to the management for sending to the fest and allowing us
to learn something and bag some trophies. It was too stressful, but yes we did
enjoy the stress because we could achieve something fruitful.
GBS acknowledges the efforts of the team and congratulate them for their
achievements.
Events Participant Prize
Best Manager Ruben Stanley Finalist
Marketing Kirti and Vikram Participated
Finance Fayyum and Mrudula Runners-up
Human Resource Deepa T and Arpita Runners-up
Quiz Ravi and Shrinidhi Finalists
B-Plan Antony Semi-Finalist
Treasure Hunt All Participation
Culturals All Participation
Prof: Kiran AmbekarCo-ordinator
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Glimpses of the event:
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Paper PresentationGlobal Business School Heartily congratulates to the below faculties
Presentation Details
Topic: Enabling & Strengthening the E-commerce Industry to re script India’s growth strong.
Venue: CMS Business School Jain University Bangalore.
Date: 17th & 18th of April
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Dr. M.N.ManikMrs. Kiran Magavi
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Title of the paper –Enabling and
strengthening the e-commerce industry to
rescript India’s growth storyAbstract
India Inc. has scripted a success story in the service sector segment and a recent phenomenonis the rise of the E-Commerce sector. The first Indian e-commerce companies mainlyfeatured online classifieds, matrimonial and job portals. It was only in the mid-2000s theindustry took off and the first e-commerce services available were mainly offered in thetravel industry. From 2005-06 onwards the e-commerce sector in India started to growrapidly According to a study by Forrester, between the years 2012-2020, the Indian E-commerce sector is set to grow the fastest in the Asia-Pacific region at a CAGR of 57%.
A report titled ‘Market Research Report on Future of Online Retailing in India (IndustryGrowth Drivers, Statistics, Trends, Market Size, Analysis & Forecasts upto 2017)’ releasedby NIIR Project Consultancy Services provides a profound analysis of the online retailingmarket scenario in India. The report identifies online retailing sector as a thriving sector withexceptional growth potential and investments. India’s population size and demographics willlikely be the driving force behind e-commerce’s expansion in the near future. According tothe IAMAI, India had 213 million internet users at the end of 2013 – a number expected torise to 243 million by June of this year. It is estimated that India will cement its status as thesecond-largest internet base in the world after China’s more than 600 million reportedinternet users, and ahead of the United States’ estimated 207 million internet users. Enticedby the potential, several Indian companies are planning online forays.
In the light of the above scenario it is imperative that the segment is encouraged byaddressing and arresting problems and obstacles so that India benefits more from this sectorand revenues mount. With an ambitious campaign of the ‘make in India’ call by the currentPrime Minister and an exponential growth predicted by market experts and researchers of thesegment it is only fair that services marketing, infrastructural support and skills andcompetencies and other human resources components related to the segment are expandedand cultivated. This will be another successful chapter in ‘rescripting’ India’s growth
Key terms – E-commerce, services marketing, infrastructure support, skills and competencies
Paper written by
1. Dr. M.N Manik, Dean Global Business School, Hubli
2. Ms. Kiran Magavi, Asst. Professor, Global Business School , Hubli and Ph.D Scholar, Management, Jain University, Bangalore
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Investment, Re-investment in GOLD
DEPOSIT SCHEMEIntroduction:
In today's era of investment, people want to invest various assets in different
fields. The modern era, so frequently referred to as the "information age, "has
brought about a new breed of investors who are both savvy and equipped with
the necessary technology to make knowledgeable decisions. The gold attracts a
flood of investments, especially when market conditions are volatile. Today
however, besides physical gold, a number of products whose value is based on
the price of gold, are available for investment like futures, gold ETFs, Gold
Mutual Funds and Gold certificates/Deposit Schemes. But the output is either in
gold or cash return in accordance with current gold rates.
Gold Deposit Scheme (GDS) is in the nature of a fixed deposit in gold. The
customers can deposit their idle gold under GDS which will provide them
safety, interest earnings, tax benefits and a lot more.
The Value of Gold:
Gold investments became popular among common men especially afterthe recent rush in Gold rates. But the value of gold is always a complicateand also risky too. Many investors lose the value of their investment ingold during transaction of the gold.
General understanding of Purity Sign Denoted % of Purity in
base of 1000 ( m.g)
23 Carat 23k 958
22 Carat 22k 916
21 Carat 21k 875
18 Carat 18k 750
14 Carat 14k 585
9 Carat 9k 375
Dr. Bhargav Revankar
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The Objectives of GDS are :
• To mobilize the idle gold in the country and put it into productive use.
• To provide the customers an opportunity to earn interest income on their idle gold holdings.
Eligibility for GDS : Any Resident Indian of the following categories:
• Individuals, singly or jointly (as Former or Survivor)
• Trusts
• Companies
Main features of GDS are:
Minimum Quantity 500 gms (gross) (No upper limit for deposit)
Period of deposit 3 yrs, 4 yrs or 5 yrs
Rate of Interest & Payment •The current interest rates w. e f. 01.09.2010 are:
0.75% p.a. for 3 years 1.00% for 4 years and 5 years.
•Interest is calculated in Gold currency and paid in equivalent rupees.
•Interest rate is subject to change.
•Option for Interest Payment: Non-Cumulative (on 31st March) every year or Cumulative
(On Maturity)
Acceptance of gold •Gold i.e. Gold bars, Coins, Jewellery etc. will be accepted in scrap form
only.
•Customers to submit Application Form, Identification Proof, Address Proof
and Inventory Form.
•Provisional Receipt issued at the time of acceptance of gold.
Issue of Gold Deposit Certificate •Gold Deposit Certificate will be issued by Nodal Branch (i.e. Bullion
Branch, Mumbai) after the gold is melted, assayed and minted at India Govt.
Mint (IGM).
•The certificate will be issued for pure gold contents (i.e. in 999 fineness).
•Multiple certificates (max 5) can be issued.
•Gold Deposit Certificate (GDC) will be sent to the depositor within 90 days
from the deposit of gold.
Nomination facility Available for deposits in single names in individual capacity.
Transferability Transferable by endorsement and delivery. Transfer to be noted with Nodal
Branch.
Repayment Option to take repayment of principal either in gold or equivalent rupees as
on the date of maturity.
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Premature
payment
Premature payment permitted after a lock-in period of 1 year
with a penalty on applicable interest rate
Renewal Can be renewed any time after maturity provided the renewal is for a
future period for the term and interest rate as available on the date of
maturity
Loan facility Rupee loans are available at any branch of SBI up to 75% of the
notional value of gold.
Tax benefits Exemptions from Income Tax, Wealth Tax and Capital Gains Tax
available.
Few views of investors from North-West Karnataka:
• Gender Ratio: Female respondents 78% , Male 22%
• Very few investors are interested in GDS: 35.53% are interested ( all may not immediately investing)
Following are the REASONS for not showing interest in GDS scheme:•Jewelry scrap : 77.5%•Repayment in Gold bar : 67.5%•Don’t want to disclose gold inventory : 57.5%•Other reasons : 42.5%
ConclusionDay by day invest ment in gold is becoming very popular. Earlier it was just because of requirements in social events, but today it has value investment which acts as hedge against inflation. However in the race of making more profit, investors forget the real value of gold after making an investment. It has been observed that not much found interested towards in GDS scheme for the reason of (a) feminine affinity towards Jewelry (b) Repayment and (c) individuals do not want to disclose liquid cash capacity in terms of gold and gold jewelry. References: •http://www.bis.org.in/cert/hallbiscert.htm•http://www.ixgw.com/2011/01/characteristics-of-gold- investment/•http://www.buzzle.com/articles/investments
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Valuable FeedbackFeed Back Received from our esteemed well wishers for the GBS Focus during 2014-15
academic year for various issues.
March-2015.
Dear Ramakant,
Compliments to you and your team of 'Focus' on silver jubilee issue. It was a nice reading andnice updates of happening at GBS.
Nitin Dhopeshwar – Faculty of Management IMSR, Hubli.
Thanks Prof kulkarni. It is a pleasure to receive the GBS Focus .
Thanks again.
Regards,
N Pany VP HR MSPL Hospet.
Congratulations Ramakantji,
It is a good one now. Keep it up.
Subhas
Dr.M.S.Subhas BTech (IIT-M), PGDM (IIM-A)Professor of Management, Dean, Faculty of Management and Director,KIMS, Karnatak University, Dharwar 580 003.
Dear Prof Kulkarni-Ji
Greetings,
Thank you for the new letter. Its very nice to see that GBS has been having programs, event,& like running year on year. I have yet to come across MBA collages that religiouslyfollow such a regime. Its the sincere efforts of all the team members at GBS that is makingthe flag fly high.
Wishing you & everyone at GBS all the very best in all spheres
Regards
Hemal Desai
Chief Operating Officer
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Thank you, Sir,will definitely go through it.
Warm Regards,Sandhya Vasudev.Former Manager, Syndicate Bank and freelance writer.
Dear Sir,The present issue has come really nice, well improvised in terms of design my
best wishes to the team. It has come really nice.Congrats to the team behindfocus.Vijay J Deshabag.
February-2015Good evening Sir,I have for reference your monthly magazine GBS Focus for the month ofFebruary '2015.I am very much pleased to note that your people have covered myspeech so nicely which was delivered by me on the eve of All India ManagementDay.
I earnestly hope that the students have taken my words positively . In the days tocome; Your students will
come out with innovative ideas.With regards,R Rama Naik – General Manager KVG Bank, HO Dharwad.
Thank you, Sir. Will get back on this soon.Best regards.
Sandhya Vasudev. Former Manager, Syndicate Bank and freelance writer.
Dear Sir
Thanks a lot for having sent me the GBS Focus of Feb, 2015
With regardsDr. Adinath B. Kuchanur
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Faculty Of Management.Pune
dear ramakant,
my compliments to you and your team. the contents, and the activities are very impressive. keep it up.J M Subramanya- Former Director SDM IMD Mysore.
January-2015.
Dear Ramakant,
The January 2015 issue of GBSFOCUS has come out very nice. It was an interesting reading. Congrats to your TEAM GBS.
Nitin Dhopeshwar – Faculty of Management IMSR, Hubli.
December-2014
Thank You very much Sir. I wish you and the entire GBS HUBLI team a very Happy New Year 2015. I wish God Speed in all your Endeavours .
With kind regards.
C.H.Page Dy. General Manager KSSIDC Bangalore.
October-2014
Tq Sir. Will definitely spend some time with it.Regards Sandhya Vasudev. Former Manager, Syndicate Bank and freelance writer.
Dear Dr. Ramakant,
Thank you. It is good that you keep initiating progress and keeping informed the developments.
Commendable work by you, your Editor and others.
I wish you all the best.
Prof. CC Dixit-Retd Professor of Psychology.
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Dear Sir
Thank U very much for having sent me GBS Focus.
The rest is ok.
With regards
Dr. Adinath B. Kuchanur
Faculty of management. Pune.
Dear Ramakant,
Your GBS Focus Oct.2014 issue has come really nice. Wonderful reading. Congrats to Team GBS.
Prof. N S Dhopeshwar – Faculty of Management IMSR, Hubli.
November-2014.
Dear sirThanks for this issue...Its so nice to see the feedback and joy.I am happy to see my photos also.
Great.. Thank u sirHanagandi – Managing Director Joha Adventure Tourism, Dharwad.
September-2014
Hello sir,
went through the issue. Good to know of all the activities. Especially the re-orientationprogramme for the final year students caught my attention. Re-affirmation of valuesjust before they step into the corporate world is essential indeed. Congratulation!
Regards.
Sandhya Vasudev. Former Manager, Syndicate Bank and freelance writer.
Dear Dr.Ramakant,
Thank you for sending me the GBS Focus. I do appreciate. A good coverage of allevents, lots of information etc. I also think it would be useful to stakeholders. It is agood effort as a house magazine.
It can be even better by seeking feedback from a sample of stakeholders. If it is aimedat industry (including local), it is all the more important to have such feedback. Hopeit is useful.
Best regards,
D. Nagbrahamam – Former Director TAPMI Manipal.
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Sir
Glanced the report.. Excellent work.. Keep up the good work
Santosh Hurlikoppi. Founder, N S Infotech, Hubli
April-2014
Hello Sir,
Hope you are doing good.
I took time off today to go through Focus. I must say it felt nice reading about your college activities. Your article on Planning for the MD's visit highlights the need for giving importance to small details and planning for contingency. With each one of the faculty pitching in with enthusiasm the issue is indeed colourful.
Best regards, Sandhya Vasudev. Former Manager, Syndicate Bank and freelance writer.
I am kept updated through you magazine. Thank you.
Subhash Madiman. Businessman, Hubli
Dear ramakant,
Thanks for sending the gbsfocus. I am always impressed with the widthof your activities. pl. keep it up.
J M Subramanya- Former Director SDM IMD Mysore.
Thanks Sir. I will go through in my leisure
Regards
Dr Shankar Bijapur. Practicing Doctor, Hubli
Dear Pro R Kulkarni,
many thanks for the email and the attachment.
with warm regards
Abu Shaikh, Managing Trustee, Shaikh Group of Institutions Belgaum.
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25th
Edition
Take Me Home: The Inspiring Stories of 20
Entrepreneurs from Small - Town India with
Big - Time Dreams
Summary of the Book
Take Me Home collects the stories of twenty people from small towns across
India, showing readers how they succeeded in their endeavours and realized
their dreams of owning large companies. The book shows one how location
does not matter when building a business empire. No longer are we limited by
small towns or minimal resources: all that matters is a desire to see one’s dream
realized. From Parakram Singh Jadeja in Rajkot to Deepak Dadhoti in
Belgaum, these stories bring out Ms. Bansal’s message that any dream can be
achieved through perseverance and hard work.
About Rashmi Bansal
Rashmi Bansal is an Indian writer, youth expert and entrepreneur. She has
written five other books: Stay Hungry, Stay Foolish, Connect The Dots, I Have
A Dream, Poor Little Rich Slum and Follow Every Rainbow.
Ms. Bansal has also co-founded JAM (Just Another Magazine) and is currently
the editor. A regular contributor to Business world, she writes frequently on
youth, careers and entrepreneurship on her blog Youth Curry.
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Mrs. Jyothi Nalwad
25th
Edition
Quizomania
March-2015I NUMERICAL ABILITY
Q1. What value will come in place of the question mark?
A. 13*648/36=?+48
1)166 2)176 3)186 4)196 5)None of these.
B. √45*6+18*8+162=?
1)18 2)24 3)30 4)36 5)None of these.
Q2. What value will come in place of the question mark?
A. 17,21,37,?137,237
1) 69 2) 71 3) 73 4) 75 5) 77
B. 9291,7960,6960,?,5719,5374
1) 6281 2) 6231 3) 6181 4) 6131 5) 6081
II VACABULARY CHECK
Q1. select the correct antonym of the question word from among the choices given
below each word.
A. PHKANTHROPIC
1) Uxorious 2) parsimonious 3) carnal 4) charry
B. BELLIGERENT
1) Seditious 2) genial 3) corporal 4) wary
Mr. Howard Wylde
25th
Edition
C. BENEDICTION
1) antidote 2) intonation 3) endowment 4) anathema
D. DECADENT
1) Seditious 2) genial 3) corporal 4) wary
E. SANGUINENESS
1) elation 2) despondency 3) gullibility 4) ruthlessness
Q2. select the correct antonym of the question word from among the choices given
below each word.
A. PRUDENT
1) lecherous 2) doting 3) canny 4) heedless
B. TORTUOUS
1) prescient 2) snobbish 3) nonchalant 4) oblique
C. ABBEY
1) convent 2) haven 3) egalitarianism 4) proneness
D. CADENCE
1) tediousness 2) inflection 3) prepetration 4)insonciance
E. RECLUSIVE
1) meandering 2) munificent 3) gripping 4) sequestered
Q3. Find the odd man out
a) 1) sagacity 2) perspicacity 3) canny 4) heedless
b) 1) Acerbie 2) Biting 3) Pungent 4) Amorous
c) 1) Dilettante 2) perspicacity 3) canny 4) heedless
d) 1) Benignity 2) Samaritan 3) Repugnance 4) Geniality
e) 1) sagacity 2) perspicacity 3) canny 4) heedless
25th
Edition
III General Awareness
Q1. Which of the following statement about the micro small and medium
enterprises sector is / are correct?
a) MSME sector accounts for 8% of India’s G.D.P.
b) It contributes 45% share in manufactured output .
c) It accounts for 43% of exports.
d) It provides employment to over 10 crores people.
1) ‘a’ Only 2) ‘b’ Only 3) ‘d,a’ Only 4)a, b,c,d
Q2. Arrange the following top 5 companies in fortune’s 2014 most admired
companies list in the order of their ranks.
a) Apple
b) Amazon.com
c) google
d) Berkshire Hathway
e) starbucks
1) c,b,e,d,a 2) e,d,c,b,a 3) b,c,d,e,a 4)a,b,c,d,e
Q3.which of the following observances are declared by UNO to be observed in the
year 2015
a) International year of soils
b) International year of light and light based technoligies
c) International year of small island developing states
d) International year of pulses.
1) b,c 2) a,b 3) c,d 4)a,d,
Q4. the president of India refers to which article while imposing president’s rule ?
1) Article 326 2)Article 320 3) Article 370 4)Article 306
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25th
Edition
Best WishesWedding bells
Ms Tejaswini Patil, faculty member of GBS, got married to one of our ex-
faculty colleague Mr. Kiran Ambekar. The wedding took place at Haveri on 20th
May, 2015. With few colleagues going on the 19th itself and others on the 20th,
it was a good occasion for a get together for the entire team. Team GBS wish
the couple a great time ahead.
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25th
Edition
Welcome to GBS!
It is a pleasure to welcome Mr. Arun Kubasadgoudar to the faculty team of
GBS. He has qualifications like MBA and M.Phil and has registered for a Ph.
D. He will add value to the Marketing team at GBS and likes to describe
himself as a dynamic professional with a total of 12 years of experience, 7 years
in Industry (MNCs) in Sales, Marketing, Training & Development and 5 years
in Academics. Excellent communication and interpersonal skills. Strong
analytical, problem solving abilities.
With his education and experience, team GBS looks forward to a great
contribution from Mr. Kubasadgoudar and a strong association with him.
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25th
Edition
Mr. Kiran Ambekar , who was contributing for the growth of GBS have
moved out for better career Prospects. GBS wishes him all Success in his
career ahead.
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25th
Edition
Achievers of Excellence of 7th Batch 2013-15
During the Yearly parents meet “Bhumika” organized on 28th March 2015, the
students are awarded with the medals. The medal winners are...
Name of the Student Gold / Silver Area Medal Instituted by
Mr. Ruben Stanley
Gold Overall
Performance
Late. Sri. Sanghvi
Hirachand.Kothari
Ms.Ranjita Naik
Gold Marketing Late. Sri. Shankarnand
Manguli
Mr.Shwetank Johri
Silver Marketing Late. Sri. Rajmalji
Mahajanseth
Mr. Ruben Stanley
Gold
Finance Late. Sri. Premnathsa C
Raibagi
25th
Edition
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Name of the Student Gold / Silver Area Medal Instituted by
Ms. Bhagyashree Kulkarni
Silver Finance Late. Sri. Premnathsa C
Raibagi
Ms. Megha R C
Gold HR Late. Sri. Amichandji
Dani (Jain)
Ms. Anita Hoogar
Silver HR
Late. Sri. Amichandji
Dani (Jain)
Mr.Rakesh Navalgund
Gold Sports Late. Sri. Rajmalji
Mahajanseth
Ms.Monica Thakur
Silver Sports Late. Sri. Sanghvi
Hirachanad. Kothari