Experience: Freshers
Job Title: Trainee Engineer
Compensation: Not mentioned
Location: Hyderabad
Education: B.E/B.Tech/MCA 2008/09/10
Functional Area: Not mentioned
Name Of The Company: KCLINK SOFTWARE TECHNOLOGIES PVT LTD.
Desired Profile:
Greetings from KCLINK SOFTWARE TECHNOLOGIES.
KCLINK SOFTWARE TECHNOLOGIES is an end-to-end IT Company with Level -3
Certification and a subsidiary of few mnc’s, one of the trusted and globally respected IT Company.
We are looking for freshers to work on domestic Projects who would be trained by us. They have to undergo with [.NET,JAVA,TESTING] projects
offered by our clients.
This is a salary based -job program for people interested in making their career in IT.
kclink will provide 5 months of training and thereafter 3/6/9/12 months of job experience on ongoing projects. Fee will be charged for the training.
Job Description : .NET,JAVA,TESTING.
Qualification : B.E/B.Tech/MCA [2008/09/10]
Company Profile:
We specialize in providing services and people that help Businesses use Technology to improve their core business processes. We will continue to focus on helping in implementations, supporting activities, Analysis, planning, designing and managing the projects involving different technologies.
Contact Details:
Executive name: careers@kclink.com
Telephone: 040-40112484/85/86
Job Title: Trainee Engineer
Compensation: Not mentioned
Location: Hyderabad
Education: B.E/B.Tech/MCA 2008/09/10
Functional Area: Not mentioned
Name Of The Company: KCLINK SOFTWARE TECHNOLOGIES PVT LTD.
Desired Profile:
Greetings from KCLINK SOFTWARE TECHNOLOGIES.
KCLINK SOFTWARE TECHNOLOGIES is an end-to-end IT Company with Level -3
Certification and a subsidiary of few mnc’s, one of the trusted and globally respected IT Company.
We are looking for freshers to work on domestic Projects who would be trained by us. They have to undergo with [.NET,JAVA,TESTING] projects
offered by our clients.
This is a salary based -job program for people interested in making their career in IT.
kclink will provide 5 months of training and thereafter 3/6/9/12 months of job experience on ongoing projects. Fee will be charged for the training.
Job Description : .NET,JAVA,TESTING.
Qualification : B.E/B.Tech/MCA [2008/09/10]
Company Profile:
We specialize in providing services and people that help Businesses use Technology to improve their core business processes. We will continue to focus on helping in implementations, supporting activities, Analysis, planning, designing and managing the projects involving different technologies.
Contact Details:
Executive name: careers@kclink.com
Telephone: 040-40112484/85/86
Experience: Freshers
Job Title: Test Engineer
Compensation: Not mentioned
Location: Hyderabad
Education: BE/BTECH
Functional Area: Not mentioned
Name Of The Company: Arcus Infotech Pvt Ltd
Desired Profile:
Candidates should complete testing training in any institute.
2010/2011 passed outs only
Candidates should have 60% aggregate in all academics
Good programming knowledge in C is must
Interested candidates contact sandhya immediately.
Company Profile:
Visit us at http://www.arcusinfotech.com/
Contact Details:
Executive name : Ms.Sandhya
Email: sarada@arcusinfotech.com
Telephone :+91-9394541001
Job Title: Test Engineer
Compensation: Not mentioned
Location: Hyderabad
Education: BE/BTECH
Functional Area: Not mentioned
Name Of The Company: Arcus Infotech Pvt Ltd
Desired Profile:
Candidates should complete testing training in any institute.
2010/2011 passed outs only
Candidates should have 60% aggregate in all academics
Good programming knowledge in C is must
Interested candidates contact sandhya immediately.
Company Profile:
Visit us at http://www.arcusinfotech.com/
Contact Details:
Executive name : Ms.Sandhya
Email: sarada@arcusinfotech.com
Telephone :+91-9394541001
MUMBAI: Reliance Industries is planning to recruit middle management leaders from diverse backgrounds who would eventually be groomed for leadership roles in the company’s growing operations.
The recruitment drive is being spearheaded by chairman Mukesh Ambani and advised by global management consulting firm McKinsey. The exercise, open to candidates of any nationality, will be monitored by a four-member committee that will mentor selected candidates, said two people familiar with the development. Besides Ambani, three directors, PMS Prasad and Nikhil and Hital Meswani will be in involved in mentoring the new recruits.
An RIL spokesman declined to comment. McKinsey India said it will not comment on specific companies.
RIL has not decided on the number of people it would hire. The hiring would be for all divisions including finance, information technology, logistics and operations. The company is looking to hire people in the age group of 27 to 34 years with at least a year’s experience. “The aim is to cast the net wide for global talent,” said one of the persons. “He may have an engineering or a management background or any other professional qualification but should also have worked for sometime,” he added.
An HR expert from a consulting firm which competes with McKinsey said: “This recruitment exercise is being done because staffing for the group’s future plans cannot be done at a unit level, but needs to be done at the enterprise level. That explains why Mr Ambani himself is leading the drive.”
The recruitment drive is being spearheaded by chairman Mukesh Ambani and advised by global management consulting firm McKinsey. The exercise, open to candidates of any nationality, will be monitored by a four-member committee that will mentor selected candidates, said two people familiar with the development. Besides Ambani, three directors, PMS Prasad and Nikhil and Hital Meswani will be in involved in mentoring the new recruits.
An RIL spokesman declined to comment. McKinsey India said it will not comment on specific companies.
RIL has not decided on the number of people it would hire. The hiring would be for all divisions including finance, information technology, logistics and operations. The company is looking to hire people in the age group of 27 to 34 years with at least a year’s experience. “The aim is to cast the net wide for global talent,” said one of the persons. “He may have an engineering or a management background or any other professional qualification but should also have worked for sometime,” he added.
An HR expert from a consulting firm which competes with McKinsey said: “This recruitment exercise is being done because staffing for the group’s future plans cannot be done at a unit level, but needs to be done at the enterprise level. That explains why Mr Ambani himself is leading the drive.”
BANGALORE:After years of hiring experienced professionals to serve top customers in the US, Indian tech firms are now seeking to hire fresh engineering graduates from American universities, as stricter immigration norms and high unemployment rate make local hiring attractive in the country.
In a year when India’s top outsourcing firms are under pressure to position themselves as more global companies not necessarily responsible for America’s ‘jobless economic recovery’, experts and company officials say a war for local US talent is set to become a priority.
Apart from stricter and costlier visa permits in the US, outsourcing customers such as GE are also asking Indian vendors to play a role in addressing high unemployment rates.
India-based tech firms including Wipro, Tata Consultancy Services , Infosys and Cognizant are now battling it out to hire hundreds of fresh engineering graduates from campuses of Pennsylvania State University , Rutgers, University of Massachusetts , University of Connecticut , North Carolina State University and University of Michigan, among many others. Companies such as Infosys, which counts JP Morgan among its top customers, say they have started hiring from US campuses. “We have a target of hiring 250 local employees every quarter in the US for the next four quarters,” said S Gopalakrishnan, CEO of Infosys. “As we develop our consulting and systems integration services, we need to hire more at all levels in the United States. Brand recall for companies like ours is improving every year, we are slowly getting there,” he said.
US talent pool much smaller
“There is no big cost difference because we have to pay American salaries even to our Indian employees going there,” he added. However, unlike India, which produces nearly 600,000 engineering graduates every year, the US pool is much smaller, ensuring a much more intense fight for whatever talent is available.
“Though IT is a popular choice, compared to Indian colleges, the pool of students looking out for a career in IT is smaller and all tech firms are tapping into this pool; so definitely, the war for talent is there,” said Priti Rajora , global head, talent acquisition, Wipro Technologies. On their part, India’s top outsourcing companies TCS, Infosys, Wipro and HCL have already started setting up development centres in locations such as Atlanta and Michigan. While TCS aims to double its foreign workforce from 10,000 currently to 20,000 over the next five years, Infosys and Wipro could see non-Indians account for 10-15% of their total employee base in next 3-5 years, from around 5% currently.
In a year when India’s top outsourcing firms are under pressure to position themselves as more global companies not necessarily responsible for America’s ‘jobless economic recovery’, experts and company officials say a war for local US talent is set to become a priority.
Apart from stricter and costlier visa permits in the US, outsourcing customers such as GE are also asking Indian vendors to play a role in addressing high unemployment rates.
India-based tech firms including Wipro, Tata Consultancy Services , Infosys and Cognizant are now battling it out to hire hundreds of fresh engineering graduates from campuses of Pennsylvania State University , Rutgers, University of Massachusetts , University of Connecticut , North Carolina State University and University of Michigan, among many others. Companies such as Infosys, which counts JP Morgan among its top customers, say they have started hiring from US campuses. “We have a target of hiring 250 local employees every quarter in the US for the next four quarters,” said S Gopalakrishnan, CEO of Infosys. “As we develop our consulting and systems integration services, we need to hire more at all levels in the United States. Brand recall for companies like ours is improving every year, we are slowly getting there,” he said.
US talent pool much smaller
“There is no big cost difference because we have to pay American salaries even to our Indian employees going there,” he added. However, unlike India, which produces nearly 600,000 engineering graduates every year, the US pool is much smaller, ensuring a much more intense fight for whatever talent is available.
“Though IT is a popular choice, compared to Indian colleges, the pool of students looking out for a career in IT is smaller and all tech firms are tapping into this pool; so definitely, the war for talent is there,” said Priti Rajora , global head, talent acquisition, Wipro Technologies. On their part, India’s top outsourcing companies TCS, Infosys, Wipro and HCL have already started setting up development centres in locations such as Atlanta and Michigan. While TCS aims to double its foreign workforce from 10,000 currently to 20,000 over the next five years, Infosys and Wipro could see non-Indians account for 10-15% of their total employee base in next 3-5 years, from around 5% currently.
INDORE:A student of Indian Institute of Management (IIM), Indore, has been offered a salary of Rs 32 lakh per annum, the highest ever for the institute here. An investment bank has made this offer to a student of 2009-11 batch, with a posting in India, institute sources said.
Last year, the highest offer was Rs 28 lakh per annum. The average package offered to the ‘Post Graduate Diploma in Management’ (PGDM) students this time around was 27 per cent higher than the last year, the sources said.
Over 100 employers from India and abroad participated in the final placement round.
Last year, the highest offer was Rs 28 lakh per annum. The average package offered to the ‘Post Graduate Diploma in Management’ (PGDM) students this time around was 27 per cent higher than the last year, the sources said.
Over 100 employers from India and abroad participated in the final placement round.
MUMBAI: Buoyed by the gradual turnaround in the US and European economies and the consequent increase in spending on IT, Hexaware Technologies is eyeing over 25 per cent growth in its top-line and a substantial accretion in its headcount in FY 11.
“The business environment is steadily improving. Client acquisition has been good and we are in advanced stages of negotiations to seal about half-a-dozen deals worth around USD 150 million, making me confident of achieving a 25 per cent growth in our revenues in FY 11,” Hexaware Chairman Atul Nishar told PTI here. The IT firm had clocked revenue of Rs 1,054.6 crore in FY 10 as against Rs 1,038.6 crore in the year-ago period. The company follows the January-December financial calendar.
A healthy order pipeline backed by good client acquisitions (45 in FY 10 and 11 in the last quarter) coupled with disappearing pricing pressure will further help the company, the software services firm’s chief said. “Pricing pressure is a thing of the past and we believe prices will improve further. In fact, in some of our new orders we are charging higher.” The company is pursuing 5-6-deals in the USD 25-30- million range totalling about USD 150 million and “we hope to seal at least a few deals in the next three months. These will be in our core business segments of travel and transportation and capital markets,” Nishar said.
The customers are US and Europe-based, signifying that the business environment there is improving, Nishar said. A significant majority of the company’s business emanates from the US and European markets.
Reflecting the company’s optimism, it also plans to add significant numbers to its headcount. “There will be a substantial upping of our headcount this fiscal (FY 11). We plan to add another 1,500 personnel and our total headcount should touch the 8,000-mark this fiscal,” Nishar said.
“The business environment is steadily improving. Client acquisition has been good and we are in advanced stages of negotiations to seal about half-a-dozen deals worth around USD 150 million, making me confident of achieving a 25 per cent growth in our revenues in FY 11,” Hexaware Chairman Atul Nishar told PTI here. The IT firm had clocked revenue of Rs 1,054.6 crore in FY 10 as against Rs 1,038.6 crore in the year-ago period. The company follows the January-December financial calendar.
A healthy order pipeline backed by good client acquisitions (45 in FY 10 and 11 in the last quarter) coupled with disappearing pricing pressure will further help the company, the software services firm’s chief said. “Pricing pressure is a thing of the past and we believe prices will improve further. In fact, in some of our new orders we are charging higher.” The company is pursuing 5-6-deals in the USD 25-30- million range totalling about USD 150 million and “we hope to seal at least a few deals in the next three months. These will be in our core business segments of travel and transportation and capital markets,” Nishar said.
The customers are US and Europe-based, signifying that the business environment there is improving, Nishar said. A significant majority of the company’s business emanates from the US and European markets.
Reflecting the company’s optimism, it also plans to add significant numbers to its headcount. “There will be a substantial upping of our headcount this fiscal (FY 11). We plan to add another 1,500 personnel and our total headcount should touch the 8,000-mark this fiscal,” Nishar said.
As a public speaker, I'm always looking for ways to engage my audience. One old trick — which I never use, precisely because it is so old — is to challenge executives and entrepreneurs to imagine their obituary in the New York Times. What impact did you have? What contribution did you make? What kind of life did you lead?
As it turns out, this audience-participation exercise requires a special act of imagination for women. Consider this amazing statistic, brought to you by a Web site called The NYTpicker, which pokes, prods, and otherwise critiques the world's greatest newspaper. For the month of August, the New York Times ran 78 obituaries, but only six were of women. For 2010 as a whole, the Times has published 698 obituaries — and only 92 were of women.
What's going on here? The question is especially vexing since the percentage of women in the paper's 2010 obituaries is virtually identical to the percentage of women chronicled in Times obituaries back in 1990. "Are the world's prominent women — the ones deserving of NYT obituaries — simply living forever?" the NYTpicker wonders. "In the last two decades, has there been zero growth in the number of notable women who've died? Does it stand to reason that no more women have worked their way into the limelight in the last twenty years than in the previous twenty?"
It's always fun to challenge a powerful institution like the New York Times — especially when it is (ahem) dead wrong.
But the real issue, I'd submit, goes beyond a "gender gap" in the editorial offices of one newspaper. It speaks to basic questions of life, work, success, and how society (and all of us) measure those attributes.
For example, Who really matters? So much of how we continue to define impact (one reason to deserve a prominent obituary) involves people with high-profile positions in established organizations — big-time lawyers, Fortune 500 executives, investment bankers and money managers.
Yet in an age of huge problems and great flux, many of the people who have a real, game-changing impact are startup founders, social entrepreneurs, community activists, nonprofit leaders — the sorts of innovators to whom we pay plenty of attention today, but who have been flying under the radar for decades. I'd much rather read about the passing of a gifted educator, or a committed neighborhood leader, or a beloved nun, than yet another starched-shirt banker or lawyer. These unsung heroes and grassroots innovators don't live forever — even if their ideas and impact do.
A related question is, What really matters? As a society and business culture, we still tend to equate money with success. If someone is rich, the thinking goes, he or she may or may not be a no-good SOB, but a fortune is evidence that someone is smart, or at least shrewd, and no doubt a success. Which helps to explain why so many wealthy males get New York Times obituaries, while women who died with smaller bank accounts, but who may have led richer lives, don't get the attention they deserve.
If we've learned anything from the boom-and-bust cycles over the last 20 years, it's that money is a pretty empty (and fleeting) metric of success. I think back often to an interview we published in an early issue of Fast Company with the philosopher Jacob Needleman, a professor at San Francisco State University, who wrote a great book called Money and the Meaning of Life.
"What's your definition of success?" we asked Needleman. His answer: "To be totally engaged with all my functions, all my faculties, all my capacities in life. To me that would be success. I grew up around the Yiddish language, and in Yiddish there are about 1,000 words that mean 'fool.' There's only one word that means an authentic human being: mensch. My grandmother would say, 'You've got to be a mensch,' and that has to do with what we used to call character. To be successful means to have developed character."
Maybe it's time to pay more attention to the legacy of people with deep character than those with overflowing bank accounts. They may be harder to find (Forbes doesn't publish a list of the World's 400 Best People), but they may offer richer lessons about what it means to succeed.
So as I think about the bizarre gender gap in the obituary page of The New York Times, I worry less about what it says about the newspaper of record--and more about what it tells all of us about who deserves such recognition in the first place, and what their stories might suggest about a life well-lived.
Come to think of it, maybe that exercise I dismissed at the outset of this post isn't such a bad idea. Imagine your obituary in the Times. What do you hope it will say?
Job Position : HTML Executive Trainee
Experience : 0 Years/Fresher
Qualification : B.Sc – Computers,BCA – Computers
Job Location : Chennai
Required :
Walkin Venue :
Laserwords Pvt Ltd Arihant ePark 117/1 L. B.
Road, Adyar
CHENNAI,Tamilnadu,India 600020
About Company :
Laserwords – Murugappa Group Company was founded in 1983 as a software company, and continues to leverage that capability to provide technology-driven solutions for print and media production. Today we are one of the oldest and most successful independent typesetting companies in India, offering our clients a wealth of experience combined with cutting-edge production techniques.
Laserwords provides comprehensive print and media production services to Global leaders in educational and professional Publishing ranging from School [K-12], Higher Education, Academic, Professional and Trade.
Laserwords extends its services to Product management, Composition, New Media, Illustration and Graphic Art, Editorial, XML and Keyboarding.
Laserwords has its Two production wings in Chennai, India, a sizeable full-service production team in Maine, USA, and sales and support offices in multiple locations in the US. Technical and support staff around the globe handle customer queries and route materials.
Website http://www.laserwords.com
Experience : 0 Years/Fresher
Qualification : B.Sc – Computers,BCA – Computers
Job Location : Chennai
Required :
- Strong HTML & CSS knowledge
- Good written & Oral Communication.
- Flexible working hours.
- Good analyticsl skills
- Good comprehensibility
- Specific subject knowledge
- Ability to work in a team.
- Candidates should have completed graduation.
- Only Bsc – Computer Science & B.C.A. graduates can apply. 2009 & 2010 PASSED OUTS ONLY.
Walkin Venue :
Laserwords Pvt Ltd Arihant ePark 117/1 L. B.
Road, Adyar
CHENNAI,Tamilnadu,India 600020
About Company :
Laserwords – Murugappa Group Company was founded in 1983 as a software company, and continues to leverage that capability to provide technology-driven solutions for print and media production. Today we are one of the oldest and most successful independent typesetting companies in India, offering our clients a wealth of experience combined with cutting-edge production techniques.
Laserwords provides comprehensive print and media production services to Global leaders in educational and professional Publishing ranging from School [K-12], Higher Education, Academic, Professional and Trade.
Laserwords extends its services to Product management, Composition, New Media, Illustration and Graphic Art, Editorial, XML and Keyboarding.
Laserwords has its Two production wings in Chennai, India, a sizeable full-service production team in Maine, USA, and sales and support offices in multiple locations in the US. Technical and support staff around the globe handle customer queries and route materials.
Website http://www.laserwords.com
At the Nasscom HR summit 2010, held at Chennai, Mr. Som Mittal, the President of Nasscom said, “There has been a 6-fold increase in direct employment. The number of direct employees in 2001 was around 4.3 lakh and now it has zoomed up to 23 lakh in 2010.” He added, “The contribution of the private sector in this regard has seen a 3-fold increase. It has grown from 5% in 2001 to 15% in 2005-06.”
After a long year of curtailed hiring at the IT and BPO sector, software lobby Nasscom has now given positive forecast for the next decade. It is estimated that the IT and BPO sector will provide direct employment of 10 million and indirect employment of 20 million by 2020.
The IT and BPO industry would play a key role in increasing the women/female candidates employment. By 2020, the industry expects to have around 5 million women employees on its rolls. Currently, the industry has around 37% women employees and around 26% of the female employees are chief wage earners.
Mr Mittal also laid stress on the need for adopting best practices in the IT-BPO industry and wanted companies to follow rules like ethical hiring, insisting on relieving letters, campus hiring in eighth semester, support reference checks and mandate background checks for all employees. “This would help the company and employer. It would ensure that the employee serves his/her notice period correctly with the previous employer,” he said.
The industry is also looking at discouraging frequent job-hoppers in less than 6 months. “There are some employees who join an organization undergo the soft skills and product training and quit. They then go and join another company and do the same. This practice should be strictly discouraged,” Mr Mittal pointed out.
In the coming decade, the industry would witness multi-cultural workforce with 15-20% foreign origin. “Employers would look for talent pool with multiple, specialized domain expertise. They would look for talents with value add capability through innovation and analytics,” he said.
After a long year of curtailed hiring at the IT and BPO sector, software lobby Nasscom has now given positive forecast for the next decade. It is estimated that the IT and BPO sector will provide direct employment of 10 million and indirect employment of 20 million by 2020.
The IT and BPO industry would play a key role in increasing the women/female candidates employment. By 2020, the industry expects to have around 5 million women employees on its rolls. Currently, the industry has around 37% women employees and around 26% of the female employees are chief wage earners.
Mr Mittal also laid stress on the need for adopting best practices in the IT-BPO industry and wanted companies to follow rules like ethical hiring, insisting on relieving letters, campus hiring in eighth semester, support reference checks and mandate background checks for all employees. “This would help the company and employer. It would ensure that the employee serves his/her notice period correctly with the previous employer,” he said.
The industry is also looking at discouraging frequent job-hoppers in less than 6 months. “There are some employees who join an organization undergo the soft skills and product training and quit. They then go and join another company and do the same. This practice should be strictly discouraged,” Mr Mittal pointed out.
In the coming decade, the industry would witness multi-cultural workforce with 15-20% foreign origin. “Employers would look for talent pool with multiple, specialized domain expertise. They would look for talents with value add capability through innovation and analytics,” he said.
Bharat Sanchar Nigam Ltd. (BSNL), a state-run telecom giant, plans to hire 10,000 employees in next two years in its sales and marketing division. Presently having 350,000 employees, BSNL was suggested by Sam Pitroda panel to cut down this number by 100,000. This recommendation was opposed by the staff unions, who said that they would go on strike if this is implemented.
On the contrary, BSNL plans to carry out a major recruitment drive, pushing the marketing and sales division size to 25,000. Kuldeep Goyal, Chairman and Managing Director, said, “It has already redeployed and trained about 10,000 people from other departments for the division and would hire about 10,000-15,000 people in the next one to two years.”
BSNL is also in the process of integrating its operations across the country. The public sector undertaking would implement an enterprise resource planning (ERP) project at an estimated cost of Rs 400 crore to integrate all its segments — finance, personnel, marketing, real estate and others, Goyal said. “The implementation of ERP will increase our productivity and efficiency.
Further, we will be able to access information across all segments immediately, as all the processes will be automated,” he said. The company had also started giving incentives to employees, specifically in the sales department, on achievement of targets within the stipulated time, he added. BSNL has set up a sales division in each of its four business verticals — fixed line, mobile, enterprise and new businesses.
With the hiring processes coming to a forefront in the present scenario, it is sure to establish a mark in the area of employment.
On the contrary, BSNL plans to carry out a major recruitment drive, pushing the marketing and sales division size to 25,000. Kuldeep Goyal, Chairman and Managing Director, said, “It has already redeployed and trained about 10,000 people from other departments for the division and would hire about 10,000-15,000 people in the next one to two years.”
BSNL is also in the process of integrating its operations across the country. The public sector undertaking would implement an enterprise resource planning (ERP) project at an estimated cost of Rs 400 crore to integrate all its segments — finance, personnel, marketing, real estate and others, Goyal said. “The implementation of ERP will increase our productivity and efficiency.
Further, we will be able to access information across all segments immediately, as all the processes will be automated,” he said. The company had also started giving incentives to employees, specifically in the sales department, on achievement of targets within the stipulated time, he added. BSNL has set up a sales division in each of its four business verticals — fixed line, mobile, enterprise and new businesses.
With the hiring processes coming to a forefront in the present scenario, it is sure to establish a mark in the area of employment.
During the first half of 2010, Online hiring activity by Indian companies has risen around 42 per cent. According to the Monster Employment Index, it climbed by 42 per cent to 135 in June this year as compared to 95 in December 2009.
Online hiring in the IT industry during January-June period registered 66 per cent growth, followed by the sector comprising of engineering, cement, construction, iron and steel, which grew by 48 per cent. The Advertising and Public Relations industry was the worst affected as it declined by around 13 per cent in the first six months.
Meanwhile, online hiring in the banking, finance and insurance sector continued its gradual rise with three per cent growth in June over the previous month.In contrast, the real estate sector slid by three per cent in June, while maintaining one of the steadiest three and six-month job growth rates at 52 per cent and 47 per cent, respectively.
If we look at the cities, Kolkata registered 5 per cent increase in June, while Chandigarh saw steepest decline of nine per cent.Delhi NCR witness a rise of one per cent in hiring activity in June, while Mumbai saw an increase of 3 per cent.Among the other metropolitan markets, Hyderabad, recorded a four per cent growth while Bangalore saw reduced opportunities, demand edging down by two points.
Online hiring in the IT industry during January-June period registered 66 per cent growth, followed by the sector comprising of engineering, cement, construction, iron and steel, which grew by 48 per cent. The Advertising and Public Relations industry was the worst affected as it declined by around 13 per cent in the first six months.
Meanwhile, online hiring in the banking, finance and insurance sector continued its gradual rise with three per cent growth in June over the previous month.In contrast, the real estate sector slid by three per cent in June, while maintaining one of the steadiest three and six-month job growth rates at 52 per cent and 47 per cent, respectively.
If we look at the cities, Kolkata registered 5 per cent increase in June, while Chandigarh saw steepest decline of nine per cent.Delhi NCR witness a rise of one per cent in hiring activity in June, while Mumbai saw an increase of 3 per cent.Among the other metropolitan markets, Hyderabad, recorded a four per cent growth while Bangalore saw reduced opportunities, demand edging down by two points.
New Delhi: Leading industries banking,IT and FMCG sectors,corporate India’s hiring activity is likely to increase by 30 percent mark this year, said global workforce solutions provider Kelly Services.
“Overall, across the main 7-8 key verticals studied by us, an average 30 percent rise in hiring activity this year as compared to 2009. Expansion plans of firms, revival in attrition rates and taking on board recruitment managers indicate a strong recruitment phase in the next six months,” Kelly Services Managing Director Kamal Karanth told media.
Kelly Services today released a study on employment conditions and salaries across key sectors, which aims to guide organisations in their workforce planning.
The Employment Outlook and Salary Guide 2010-11 revealed there is an increased demand for talent at mid-senior levels and even fresher levels, particularly in Banking, IT and FMCG, sectors.
“Fresh recruitment’s in banking and IT industry are likely to increase by 40-50 percent this year compared to the last year, while FMCG may see a 20-30 percent growth in hiring.”
The main factors propelling the upbeat hiring sentiment include strong domestic demand coupled with country’s fast economic growth as well as revival in the U.S. economy. Other key sectors expected to see strong hiring growth include telecom, engineering and real estate, the study said.
The study highlighted that in the banking sector there was a constant demand for banking and finance professionals and high quality customer-oriented services. The current “hot job” in the banking sector is that of relationship managers to provide advice and financial planning.
In the Business Outsourcing Services (BPO)sector, process managers are expected to be in high demand as the focus is on process improvement and cost efficiency.
“Sales and marketing executives are likely to be in hot demand with companies across sectors want to market themselves aggressively to expand their businesses,” Karanth added.
The study also stated that attrition rates across various sectors are on the rise with the revival in the job market.
The banking and IT sectors are likely to see an attrition levels of 15-16 percent this year, while FMCG and telecom may see 10 percent turnover rates on their large bases.
“Overall, across the main 7-8 key verticals studied by us, an average 30 percent rise in hiring activity this year as compared to 2009. Expansion plans of firms, revival in attrition rates and taking on board recruitment managers indicate a strong recruitment phase in the next six months,” Kelly Services Managing Director Kamal Karanth told media.
Kelly Services today released a study on employment conditions and salaries across key sectors, which aims to guide organisations in their workforce planning.
The Employment Outlook and Salary Guide 2010-11 revealed there is an increased demand for talent at mid-senior levels and even fresher levels, particularly in Banking, IT and FMCG, sectors.
“Fresh recruitment’s in banking and IT industry are likely to increase by 40-50 percent this year compared to the last year, while FMCG may see a 20-30 percent growth in hiring.”
The main factors propelling the upbeat hiring sentiment include strong domestic demand coupled with country’s fast economic growth as well as revival in the U.S. economy. Other key sectors expected to see strong hiring growth include telecom, engineering and real estate, the study said.
The study highlighted that in the banking sector there was a constant demand for banking and finance professionals and high quality customer-oriented services. The current “hot job” in the banking sector is that of relationship managers to provide advice and financial planning.
In the Business Outsourcing Services (BPO)sector, process managers are expected to be in high demand as the focus is on process improvement and cost efficiency.
“Sales and marketing executives are likely to be in hot demand with companies across sectors want to market themselves aggressively to expand their businesses,” Karanth added.
The study also stated that attrition rates across various sectors are on the rise with the revival in the job market.
The banking and IT sectors are likely to see an attrition levels of 15-16 percent this year, while FMCG and telecom may see 10 percent turnover rates on their large bases.
After the global economic downturn which pushed the world economy to hibernate for nearly 20 months, the IT/ITeS sector is expected to hire over 2,000 CXOs in the current fiscal.All these business verticals are action packed today. That means big time hiring. Already there is a 20-30 percent increase in CXO hiring across segments.
Even, other sectors are going to witness an absorption of nearly 5,000 CXOs this year as thousands of vacant and newly created positions across the industry verticals has to be filled up. “With market recovery, there is a visible uptick in the CXO hiring. Another part in this package of good news is that organizations are not only hiring on a large scale but they also promise to pay heavy salaries to make their offer lucrative for potential CXOs. From now on, a CFO can expect a salary from Rs. 80 lakh per annum to Rs. 1 crore, HR heads get upto Rs. 1.5 crore, CEOs from telecom, retail, real estate can expect a salary from Rs. 2.5 crore to Rs. 3 crore and more.
Even, other sectors are going to witness an absorption of nearly 5,000 CXOs this year as thousands of vacant and newly created positions across the industry verticals has to be filled up. “With market recovery, there is a visible uptick in the CXO hiring. Another part in this package of good news is that organizations are not only hiring on a large scale but they also promise to pay heavy salaries to make their offer lucrative for potential CXOs. From now on, a CFO can expect a salary from Rs. 80 lakh per annum to Rs. 1 crore, HR heads get upto Rs. 1.5 crore, CEOs from telecom, retail, real estate can expect a salary from Rs. 2.5 crore to Rs. 3 crore and more.
UST Global, the California-based company has close to 7,000 employees working across North America, Europe, and Kochi, Thiruvananthapuram, Chennai and Bangalore is planning to add 1,000 employees to its centers in Kochi and Manila by this year. It also plans to set up an 8,000-seater facility in Thiruvananthapuram.
UST plan to add about 500-600 employees in Kochi this year. The Thiruvananthapuram facility built over 36 acres will be opened by next year. The expansions will help us ramp up our managed services and remote infrastructure management practices.In February UST set up its IT services division in Manila. The centre has about 350 employees and now planning to expand its strength by hiring 1,000 employees.
UST plan to add about 500-600 employees in Kochi this year. The Thiruvananthapuram facility built over 36 acres will be opened by next year. The expansions will help us ramp up our managed services and remote infrastructure management practices.In February UST set up its IT services division in Manila. The centre has about 350 employees and now planning to expand its strength by hiring 1,000 employees.
The Paris-based IT services and consulting company, Capgemini has planned to employ more than 4000 people for its India operations during this quarter. Capgemini India added 2,500 people in the first quarter.
The company’s India headcount stood at 23,353 at the end of March, making India one of its largest centres. The company’s headcount at its headquarters at 19,892 saw a drop of 0.7 percent, whereas the India headcount grew by over 5 percent in January-March (Q1). This reflects the company’s strategy to leverage its offshore presence. Onshore recruitment reduced by 11.5 percent on a quarter-on-quarter basis.
The headcount growth also reflects the increased focus of Capgemini on India. Asia Pacific, which also includes India, contributed 2 percent to its revenue in the first quarter, up from 1.6 percent in the same quarter last year. Capgemini reported a revenue of 2,052 million euro (around Rs 11,750 crore) for the first quarter of 2010, down by 6.9 percent from 2,205 million euro (around 12,770 crore) in the same quarter last year.
The company’s India headcount stood at 23,353 at the end of March, making India one of its largest centres. The company’s headcount at its headquarters at 19,892 saw a drop of 0.7 percent, whereas the India headcount grew by over 5 percent in January-March (Q1). This reflects the company’s strategy to leverage its offshore presence. Onshore recruitment reduced by 11.5 percent on a quarter-on-quarter basis.
The headcount growth also reflects the increased focus of Capgemini on India. Asia Pacific, which also includes India, contributed 2 percent to its revenue in the first quarter, up from 1.6 percent in the same quarter last year. Capgemini reported a revenue of 2,052 million euro (around Rs 11,750 crore) for the first quarter of 2010, down by 6.9 percent from 2,205 million euro (around 12,770 crore) in the same quarter last year.
Privately-run business schools in the country are back to war, compared to last year when recruiters had the upper hand on account of the slowdown.IIFT has placed its entire batch of 164 students from its Delhi and Kolkata campuses in more than 60 companies. The average salary offered this year was at Rs 11.54 lakh, up 53 percent from the previous year. This is higher than the increase in average salary reported by some of the top IIMs – IIM Ahmedabad’s 22.7 percent and IIM Calcutta’s 20 percent in percentage terms.
IIFT also received the highest domestic salary of Rs 13.08 lakh from an FMCG company, while Singapore-based Olam International hired three students on a salary of Rs 67.5 lakh ($150,000).In all, the institute received 17 international offers, a record in its history where as last year there was no international offers. Similarly, Xavier Institute of Management, Bhubaneswar also saw a 45 percent increases in average salary over the previous year to Rs 10.5 lakh per annum for its post-graduate diploma in management.
IIFT also received the highest domestic salary of Rs 13.08 lakh from an FMCG company, while Singapore-based Olam International hired three students on a salary of Rs 67.5 lakh ($150,000).In all, the institute received 17 international offers, a record in its history where as last year there was no international offers. Similarly, Xavier Institute of Management, Bhubaneswar also saw a 45 percent increases in average salary over the previous year to Rs 10.5 lakh per annum for its post-graduate diploma in management.
Nearly 15,000 jobs will be coming soon as four leading technology and telecom firms are getting ready to expand their operations at a fast pace. Leasing deals for office space of around 15 lakh sqft in Bangalore have been signed in the past two months for Accenture, Oracle, Nokia and Capgemini, reports Anshul Dhamija of Times of India.companies had reduced the space allotted to an individual to around 65 sqft. Even by this revised figure, 15 lakh sqft of office space means 23,000 new jobs.
Capgemini has signed for 2.5 lakh sqft of office space at the Summit in Brigade Metropolis, a deal confirmed by M R Jaishankar, CMD, Brigade Enterprises. It is said Capgemini will have a head count of a little over 2,000 people at the facility, most as new recruits
Many MNCs are expanding their operations in SEZs as the sunset clause for STPIs is coming up by end-2011.Unlike the 2002-07 boom, the wave this time will not be led by the IT industry alone. Other sectors like aerospace, biotechnology, pharma, clinical research, auto design and ancillary and manufacturing are set to pump up the volume.
As companies downsized in the past 18 months, an inventory of 12 million sqft of ready-to-occupy office space built up in Bangalore. IT hubs like Whitefield and Outer Ring Road have over 5 million sqft of inventory waiting to be occupied.
Capgemini has signed for 2.5 lakh sqft of office space at the Summit in Brigade Metropolis, a deal confirmed by M R Jaishankar, CMD, Brigade Enterprises. It is said Capgemini will have a head count of a little over 2,000 people at the facility, most as new recruits
Many MNCs are expanding their operations in SEZs as the sunset clause for STPIs is coming up by end-2011.Unlike the 2002-07 boom, the wave this time will not be led by the IT industry alone. Other sectors like aerospace, biotechnology, pharma, clinical research, auto design and ancillary and manufacturing are set to pump up the volume.
As companies downsized in the past 18 months, an inventory of 12 million sqft of ready-to-occupy office space built up in Bangalore. IT hubs like Whitefield and Outer Ring Road have over 5 million sqft of inventory waiting to be occupied.
Cognizant, after a recent pay out about 200 percent bonus in March to a cross section of its employees, now it is going to promote about 15,000 of its associates globally that are below the ‘manager’ level. As per the report this is the first round of promotions and a second batch of promotions for people above the ‘manager’ level will happen soon. A sizeable chunk of the employees in that level are also likely to see them re-designated to a higher level. The company has 78,400 employees.We have announced global promotions for associates below the level of Manager. These promotions are effective from May 1, 2010.
India’s leading IT firms Infosys, Wipro and Tata Consultancy Services has been listed among the world’s top 10 best outsourcing providers. The list released by International Association of Outsourcing Professionals (IAOP).
The ranking of the top ten firms which made to the list is as follows: Accenture bagged the top position followed by Infosys and Sodexo. Wipro Technologies won the fourth position while IBM and ISS are at fifth and sixth. TCS is at the seventh position while ARAMARK, CSC and Convergys bagged the eighth, ninth and 10th positions respectively.
The ranking of the top ten firms which made to the list is as follows: Accenture bagged the top position followed by Infosys and Sodexo. Wipro Technologies won the fourth position while IBM and ISS are at fifth and sixth. TCS is at the seventh position while ARAMARK, CSC and Convergys bagged the eighth, ninth and 10th positions respectively.
The new project from Unique Identification Authority of India (UIDAI) will provide an identity to over one billion Indians. As a result it will also grant estimated 3,50,000 new jobs. This super project is expected to result in a commercial opportunity of $20 billion in the first five years and after that, $10 billion annually.
The revenue is expected to flow in a phased manner. According to the reports in the first phase the revenue opportunities will be for consulting, IT services, business process re-engineering (BPR), hardware and training and maintenance. Whereas handset makers, mobile payment services, market analytics and business intelligence services, and hardwares will generate it in the second phase. In the third phase, the potential revenue opportunity for targeted marketing could be in the region of $12 billion per annum.
Other than software and hardware providers, telcos and banks will be big beneficiaries. Telcos stand to gain 60 million new subscribers, $4.5 billion in mobile payments, and $2 billion in average revenue per user (ARPUs) and handset sales, while banks stand to gain 125 million new bank accounts from the existing figure of 240 million unique account holders.
The revenue is expected to flow in a phased manner. According to the reports in the first phase the revenue opportunities will be for consulting, IT services, business process re-engineering (BPR), hardware and training and maintenance. Whereas handset makers, mobile payment services, market analytics and business intelligence services, and hardwares will generate it in the second phase. In the third phase, the potential revenue opportunity for targeted marketing could be in the region of $12 billion per annum.
Other than software and hardware providers, telcos and banks will be big beneficiaries. Telcos stand to gain 60 million new subscribers, $4.5 billion in mobile payments, and $2 billion in average revenue per user (ARPUs) and handset sales, while banks stand to gain 125 million new bank accounts from the existing figure of 240 million unique account holders.