Souviner 2010 New

8/8/2019 Souviner 2010 New

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S. Navjot Singh SidhuHon'ble MP Amritsa

PEOPLE, SKILLS & CHANGE MANAGEMENT

(Unlocking Youth Potential)

CMA ChandigarhManagement AssociationALL INDIA MANAGEMENT ASSOCIATION

Released by

CHANDIGARH MANAGEMENT ASSOCIATION

ManagementDay 2010Day 2010Monday, 25th October 2010, Chandigarh

LET US GIVE LIFE MANAGEMENT SKILLS TO EVERY YOUTH

Learn Excel

Build

SkillsDevelopment

2010-11

SOUVENIROUVENIRSOUVENIR


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Services & SolutionsHARTRON has got installed computers, peripherals and other allied items in various State government

Departments, Boards and Corporations. These computers are being used for various jobs ranging from word

processing to generating MIS reports. The corporation has provided its consultancy to more than 80 State

government departments and organizations.

HARTRON provides IT services in the gamut of following areas :

IT solutions Planning Software Development

Website Design and Development Services

Hardware & Software Purchases

Data Preparation and Processing Services

Franchise

Placement

Projects ITT Complexes at Gurgaon

E-District

State Wide Area Network (ADHAAR)

Common Services Centres State Data Centre (SDC)

State Portal and State Service Delivery Gateway (SSDG)

Smart Cards

Schemes NORAD Scheme

e-Empowering Village Women

Computer training for SC college students

Infrastructure Development Independent Sheds in Gurgaon

Flatted Factory Complex / Modules

MarketingHARTRON is providing technical support as well as facilitating procurement for various state of the art IT projects/

products to its clients, including state government departments, boards and corporations. These include high end

surveillance, digital trunking equipment, computers, peripherals and other allied items, networking products, test and

measuring instruments and various other scientific instruments etc. The Corporation has also entered into strategic

alliance with well known IT, electronics, computer and communication companies and marketing their products.

Research and DevelopmentThe instruments Design Development and Facilities Centre (IDDC) set up by HARTRON at Ambala in 1983 with the

financial and technical assistance from the United Nation Development Program (UNDP) / United Nation IndustrialDevelopment Organization (UNIDO), boasts of high level of skill, technical manpower and hi-tech

equipment/machinery and fulfills the research & development requirements of the industry.

HARYANA STATE ELECTRONICS

DEVELOPMENT CORPORATION LIMITED

( A Haryana Government Undertaking)

SCO 111-113, Sector 17-B, Chandigarh 160017Tel. : 0172-2722961, 2722962, Fax : 0172-2705529website : www.hartron.org, e-mail : [email protected]

An ISO 9001Certified Organisation

hartron


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Messageam pleased to know that Chandigarh Management

Association is organizing its annual 'Management Meet'thIon 25 October. As I know, CMA is a body of

management professionals engaged in the promotion anddevelopment of sound management practices in theindustry, trade and businesses and is doing commendable

job in its domain.

I am further happy to know that in the current year CMA hastaken up some innovative programmes giving much neededimpetus to skills for employability for the youth ofChandigarh and its satellite townships other than industry-academia interface for corporate social responsibility, andinvolving women wing for its agenda of social causes.

I firmly believe that skilled human resources will continue toplay significant role in the socio-economic development ofour country. The greatest concern of employers today is

finding good managers and skilled workforce to bring abouta change in the work culture of the corporate to competeglobally. I, therefore, am happy to know that the ChandigarhManagement Association has chosen a very appropriatetheme for its Management Meet, i.e. "People, Skills, andChange Management

I congratulate CMA for releasing a Souvenir on the occasioncontaining research articles and am sure that the outcome ofthe deliberations of the meet will provide a roadmap for the

corporate to emulate to take the region on a higher economictrajectory and making our youth employable.

Navjot Singh Sidhu

Navjot Singh SidhuHon'ble Member of Parliament


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ForewordOffice Bearers

President

Dr. Gulshan Sharma

Director

Foundation of ITFT, Chandigarh

Vice President

Dr. Niraj Pasricha

Director

Regional Institute of Co-operative Mgt.

Secretary General

J.N. VohraTextile Consultant

Joint Secretary

A.K. Gandhi

Consultant

Jaiparkash Associate, Ltd.

Treasurer

CA Vivek Goyal

Past President

Col. Karamjeet Singh (Retd.)

Director

Continental Group of Institutes, Mohali

http://cmaupdate.blogspot.com/[email protected]

CHANDIGARH MANAGEMENT ASSOCIATIONC/o Bhartiya Vidya Bhawan

Plot No. 5, Sector 27-B, Madhya MargChandigarh-160019, INDIA

Tel .: 0172-2656031, Fax : 0172-2639548email : [email protected]

CMA

Affiliated to

ALL INDIA MANAGEMENT ASSOCIATION

Chandigarh

Management

Association

Website : www.cma.net.in

Various researches, including FICCI education work, shows that there will

a shortage of skilled manpower in different sectors; industrial as well

service sectors. The projected growth rates in industry and services secto

are expected to generate 60 million job opportunities during 2012 and 1

million during 2016.

Rising growth of manufacturing to 12 % could create 1.6 to 2.9 million dire

jobs annually, and another 2-3 times that number indirectly. Constructisector with a current employment of over 30 million is to witness boom by a

annual growth rate of 30% in infrastructure. It would translate in large jo

opportunities far short of the availability. In Health sector there is shortage o

lakh doctors and 10 lakh Nurses, in IT sector shortage of 5 lakhs (half

million) engineers, and in Education sector, faculty shortage of 25-40 percen

The shortage of knowledge workers in the manufacturing sector and skill

construction workers has already become an inhibiting factor in developin

infrastructure at a fast pace. Similarly, Food industry is fast-expanding, nee

professional food scientists and technicians to cope up with this expansio

In Media and Entertainment industry, demand for animation productio

services from India is growing which has opened up innumerab

opportunities for students of Design, Fine Arts and Mass Communication.

and BPO sector could employ 9 million persons directly and indirectly b

2010.

The Need of the hour is SKILLS DEVELOPMENT. The skills provided have

be attuned to new business requirements; improving quality of education an

trainings at all levels; and to make technical/ vocational education syste

more flexible and inclusive for sustainable growth.

Chandigarh Management Association looks forward to the most valuab

support of all segments of the society to address some of these challeng

and will endeavour to promote industry and academia interaction to narro

the existing gap between the demand and supply of the skilled manpower

The revision of course curricula lags far behind the need of the industry. The

is a disconnect between skills provided and skills required by the industr

What is taught is by and large not required. We need more activities, ca

studies, discussions and industrial visits including on the job training cultu

and reform higher technical education to promote research and to facilita

skill development simultaneously facilitating capacity expansion throug

private sector participation

Let us join hands in making the Tri city as Skill Capital of Northern India.

Dr Gulshan Sharma

President CMA


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PMIDC is a non profit making company established by the Punjab

Government under section 25 of the Company Act with a objective touplift the living standard of urban population by augmenting essential

resources through pooled manner facilitated urban infrastructure

projects and to assist urban local bodies for addressing the problem of

urban poor.

Following projects have been undertaken by the PMIDC on behalf of the

Urban Local Bodies : -1. E-Governance Implementation in the Department of Local

Government.

2. Energy Efficiency concept in Street Lightning in all the Municipal

Corporation in the state of Punjab.

3. Installation of CCTV (Closed Circuit Television) at various

intersections in Amritsar, Jalandhar, Ludhiana and SAS Nagar

Mohali.

4. Implement the Jawarharlal Nehru National Urban Renewal Mission

schemes.

5. Unified Metropolitan Transport Authority.

PUNJAB MUNICIPAL INFRASTRUCTURE DEVELOPMENT COMPANYst

SCO 89-90/1 Floor, Sector 34-A, Chandigarh-160043

Phone No. +91-172-4020101, 103-108, Fax No. +91-172-4020100


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Chandigarh Management Association (CMA) is a registered society and is affiliated to All

India Management Association (AIMA). Established in 1966, CMA is now more than 40

years old. One of the objectives of the association is to promote the understanding of

professional management practices and principles. At present CMA has more than 400listed members drawn from Industry, Trade, and Academia of the Chandigarh City and

its adjoining satellite cities.

The main objective of the association is to promote the development of professional

management practices in the industry, trade and businesses in private and public sectors

and management of the cities by cultivating an understanding and appreciation of sound

management philosophies and principles.

About CMA

CMA AWARDS OF EXCELLENCE TO EDUCATIONAL INSTITUTIONS 2009-2010

CMA AWARDEESEXCELLENCE TO EDUCATIONAL INSTITUTIONS 2010-2011

Sh. Gurvinder Singh BahraChairman-Rayat & Bahra Group

Sh. Zora SinghChairman-Desh Bhagat Group of Institutes

Sh. Manmohan GargChairman -Gurukul Vidyapeeth

Sh. J.S. BediChairman - Gian Jyoti Institute of

Management & Technology

Sh. Dharinder TayalDirector - Anovus Institute of

Clinical Research


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IT IS IN GIVING THAT WE RECEIVE

The silkworm weaves threads around itself into a cocoon. Then, before it develops wings and slips out of cocoon

the manufacturer gets hold of it, and the silkworm meets its death in its self created

prison. We all are similarly entrapped.

See the state of mind of so many people. They think they are so wise all rushing formoney to satisfy their desires for security and pleasure. They use their life like a train

speeding to one goal. money, money. Failing to use reason to see where this course

will take them, they play with material ambitions until they are spirited away from

this earth empty-handed. Life in such an existence is tasteless, meaningless.

A businessman, who, by sincere, honest, wholesome, constructive actions and labors,

enable himself to look after his own and his family's needs, and provide useful service

to others.

Such a businessman is far superior to one who thinks and acts only for himself, with no regards to those he servesor those dependent on him for support. The later is acting against his own best selfish interests, for according to the

law of cause and effect, he himself will in time attract sufferings.

The wealth of many misers is left to relatives, who often squander it on wrong self indulgences. Such selfishness, in

the end, helps neither the giver nor the receiver.

The things one own is not really ours, they are given for our use temporarily. When death comes, they all will be

taken from us. Banish the consciousness of possession

Consciousness of possession is root cause of miseries in society. A man, who owns a goat, holds it with a rope with

sense of possessiveness, starts living with miseries, with a fear of loosing it. He spends sleepless nights to protect

the goat from families of cat. But, the moment he frees the goat, both are free from miseries. Possessiveness must bebanished in order to lead a happy life. This is possible only by way of giving and sharing.

Every action has its equal and opposite reaction. This Newton's Law of Motion is not limited to the boundaries o

physics only, but is applicable in every horizons of life. How can we expect a tree of mango when we have sowed

Guava? Therefore, all our acts are reciprocated in the same manner in which they are performed.

We are dissipating energy even with tiniest movement of any part of the body. To spend this energy, some source

of input is required, which comes in two ways - one from the food and another from the cosmos. Many sages have

lived for years in absence of food by drawing energy from the cosmos. When energy cannot be created nor be

destroyed? We get it back in the same form and quantum the way we had dissipated it. As we generate electricity

at power house, put it into the national grid and then withdraw the same quantum of electricity barring a fewtransmission losses at the destination.

Humans have highest tendencies of supporting their acts with logics. Now those who possess, say, getting the

same possession by dispossession is foolish act. When we get the same which we already possess, then why to

relent? When one can reach the destination by smallest route then what is the need to travel through long way.

Like in physics, every force has its two components horizontal and vertical which is illustrated below. The Push is

difficult than pull because the vertical component adds to the weight of the body. All our acts are divided into

karmic and cosmic plane, like horizontal and vertical components of force. The result of karmic plane is

reciprocated in this life and cosmic acts are like fixed deposits for next reincarnation.

Arun Rawat,Kanha Biogenetic Laboratories


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Similarly to the law of physics, it's difficult for to push society. It needs to be pulled by those who possess by their

clout of influence of money, power and knowledge. One cannot live happily in isolation. Imagine one finger of

hand undergone a unproportional growth or one leg is taller than other. Every part of body is important and needs

proportional growth. The same holds good for the society in which we live. A proportional growth of all the

villages and states will lead to balanced society. If development is focused to few areas, it will lead to many

problems. Our country is victim of the same. The metropolitan cities are overburdened and overpopulated

because of the same reason.

The disparity in the society is increasing. Middle class which gives cushioning to this economic disparity issqueezing. Eighty percent of wealth is possessed by twenty percent people. Had this mass of 20% been in habit of

dispossessions, this disparity would have been wiped off.

Lets focus on the outcome of this disparity. Can anyone have a sound sleep when the neighbor is crying from

miseries? Can one have a food patiently in front of a person who didn't have food for many days? Can anyone

enjoy the knowledge amongst the illiterates? Can one cherish money in the company of poor? Most of the people

are engaged in protecting their possessions. The industries engaged in manufacturing security gadgets have

billion dollar market, increasing in leaps and bounds. The simple reason is un proportional distribution. In times

to come, those who can afford Mercedez Benz will prefer to use scooter. A millionaire will live like beggar so that

others do not smell his possessions. Can anyone cherish this materialism?It is not wrong to have possessions, but it is wrong to be possessed by the possessions. The sun shines equally on a

piece of charcoal and diamond placed side by side in the sunlight, but the diamond reflects the light while the

charcoal does not. Those who are in a habit of dispossessions are like diamonds. Human birth is a great privilege,

Having attained this human birth, if a person just leads the life of animal, its pity. Head moves behind the stomach

Head starts moving ahead of stomach when we are at fag end of the life.

Money becomes a curse to the miserly, but to those who have a heart, it is a blessing

PULL

HORIZONTAL

COMPONENT

VERTICAL

COMPONENT

VERTICAL

COMPONENT

HORIZONTALCOMPONENT

PUSH

FORCE


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'Core assets' such as work-related specific skills (at all levels), general or key skills (such

as communication and problem solving) and key personal attributes (such as motivation

and initiative), and Further key points from the literature include the importance of the

transferability of these skills from one job-related context to another for employability

and the increased consideration employers are paying to the soft skills in selecting

employees. People also need the potential to develop their assets, to market them and sell

them.

Deployment

These are a linked set of abilities which include :

Career management skills and life skills commonly identified as self-awareness (i.e. diagnosing

occupational interests and abilities), opportunity awareness (knowing what work opportunities

exist and their entry requirements i.e. labour market knowledge), decision-making skills (to

develop a strategy of getting from where you are to where you want to be) and transition skills.

Job search skills i.e. finding suitable jobs. Access to formal and informal networks is an

important component of job search and employability.

Strategic approach being adaptable to labour market developments and realistic about

labour market opportunities, be employable and be ready to relocate.

There is an important link between assets and deployment. The degree to which an individual is

aware of what they have in terms of knowledge, skills and attitudes and its significance to the

employment opportunities available may have an effect on their readiness to undertake training

and other activities designed to improve their skills etc.

Presentation

Another key aspect of employability is being able to get a particular job, once identified

sometimes included under career management skills, but is given importance as a separate part

due to its key importance to get employment. It centres on the capability to show 'employability'

assets and present them to the market in an accessible way. This includes:

the presentation of CVs etc., (including Records of Achievement)

the qualifications individuals possess (both academic and vocational)

references and testimonies

interview techniques,

Work experience/track record.

Crucially, the ability to realise or actualise 'employability' assets depends on the individual's

personal and external circumstances and the inter-relationship between the two. This includes: Personal Circumstances e.g. responsibilities, disabilities and household status can all

affect their ability to seek different opportunities and will vary during an individual's life

cycle; while

External Factors such as macro-economic demand and the pattern and level of job

openings in their labour market, be it local or national; labour market regulation and

benefit rules; and employer recruitment and selection behaviour.

Ravneet Jatana, MBA, Ph.D ScholarHead Skills Development Projects, ITFT Education Group, Chandigarh


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ROLE OF PERSONAL ATTRIBUTES IN AFFECTING EMPLOYABILITY

ROLE OF LABOUR MARKET IN AFFECTING EMPLOYABILITY

Managing theLabour Market

StrategicApproach

Presentation

Career Management& Searching Skills

Self awareness

opportunity awareness

Decision Making skills

Transition Skills

Presentation of CV

Qualifications Possessed

References testimonies

Work Experience track record

interview technique

Adaptability to labour market

realistic about opportunities

occupational mobility

Geographical mobility

PersonalAttributes

GenericSkills

VocationalSkills

PersonalQualities

Confidence

Motivation / inclirnation to work

Flexibility & adaptabilityGeneric Skills

Leadership

Judgement

General Skills

Technical Skills

Employment Experience

Occupational Skills

Key Skills

Understanding

LiteracyNumeracy

Language SkillsCommunication

Problem SolvingTeam Working

Ability to use ITApplication of a number

Ability to ImproveEthics & Values

SocietyBusiness

ReasoningAbility to Schedule

DiagnosisPersonal ManagementSequencing operations

Basic Skills


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ROLE OF STRUCTURAL ASPECTS IN AFFECTING EMPLOYABILITY

ROLE OF PERSONAL CIRCUMSTANCES IN AFFECTING EMPLOYABILITY

Physicalrestrictions

Social

barriers

PersonalCircumstances

Transport & Accessibility

Child Care

Homelessness

Physical & Mental health

Management of fiances & debt

Understanding of benefit system

Family Circumstances

Peer group & Wider community

Employer's attitudes

StructuralAspects

(Perceived) Wage Levels

Labour Market factors

Labout Market regulation

Benefit & tax credit levels

job matching processes

wider infrastructure

Employer

behaviour

Recruitment & selection procedures

identification & articulation of needs

specific nature of skills required

direct & indirect discrimination

Training & development strategies


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For the individual, employability depends on :

The knowledge and skills they possess, and their attitudes.

The way personal attributes are presented in the labour market.

The environmental and social context within which work is sought.

The economic context within which work is sought.

Employability Factors

INDIVIDUAL FACTORS PERSONAL CIRCUMSTANCES EXTERNAL FACTORS

Employability skills andattributes

Essential attributesBasic social skills; honesty andintegrity; basic personalpresentation; reliability;

willingness to work; understandingof actions and consequences;positive attitude to work;responsibility; self-discipline

Household circumstancesDirect caring responsibilitiesCaring for children, elderlyrelatives, etc.Other family and caringresponsibilitiesFinancial commitments to children

or other family members outsidethe individual's household;emotional and/or timecommitments to family members orothersOther household circumstancesThe ability to access safe, secure,affordable and appropriate housing

Demand factorsLabour market factors Level of localand regional or other demand;nature and changes of local andregional demand (required skilllevels; occupational structure ofvacancies; sectors where demand is

concentrated); location, centrality /remoteness of local labour marketsin relation to centres of industry /employment; level of competitionfor jobs; actions of employers'competitors; changing customerpreferences, etc.

Individual Wider Context

Supply

Demand

The Knowledge & Skills

and individual possesses& their attitudes

The environmental& Social context withinwhich work is sought

The way personal

attributes are presentedin the labour market

The economic contextwithin which

work is sought


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Personal competencies Proactivity;diligence; self-motivation;

judgement; initiative; assertiveness;confidence; act autonomouslyBasic transferable skills Prose anddocument literacy; writing;numeracy; verbal presentationKey transferable skills Reasoning;

problem solving; adaptability;work-process management; teamworking; personal task and timemanagement; functional mobility;basic ICT skills; basic interpersonaland communication skills;emotional and aesthetic customerservice skillsHigh level transferable skillsTeam working; business thinking;commercial awareness; continuouslearning; vision; job-specific skills;

enterprise skillsQualificationsFormal academic and vocationalq u a l i f i c a t i o n s ; j o b - s p e c i f i cqualifications

Work knowledge base Workexperience; general work skills andpersonal aptitudes; commonlyvalued transferable skills (such asdriving); occupational specific skillsLabour market attachmentCurrent unemployment /employment duration; number and

length of spells of unemployment /inactivity; 'balance' of work history

Macroeconomic factorsMacroeconomic stability; medium-to long-term business confidence;level and nature of labour demandwithin the national economy

Vacancy characteristicsRemuneration; conditions of work;

working hours and prevalence ofshift work; opportunities forprogression; extent of part-time,temporary and casual work;availability of 'entry-level' positions

Recruitment factors Employers'formal recruitment and selectionprocedures; employers' generalselection preferences (for example,for recent experience); employers'search channels (methods of

searching for staff whenrecruiting); discrimination (forexample, on the basis of age,gender, race, area of residence,disability, unemploymentduration); form and extent ofemployers' use of informalnetworks; demanding onlyappropriate qualifications orcredentials

Demographic characteristicsAge, gender, etc.

Work cultureThe existence of a culture in whichwork is encouraged and supportedwithin the family, among peers orother personal relationships andthe wider community

E n a b l i n g s u p p o r t f a c t o r s E m p l o y m e n t p o l i c y f a c t o r sAccessibility of public services and

job-matching technology (such as j o b s e a r c h / c o u n s e l l i n g ) ;penetration of public services (forexample, use and credibility amongemployers / job seekers); incentiveswithin tax benefits system; existenceof 'welfare to work' / activation andpressure to accept jobs; accessibilityand limitations on training; extent oflocal / regional developmentpolicies; measures to ease theschool-work transition and addressemployability issues at school anduniversityOther enabling policy factorsAccessibility and affordability ofpublic transport, child care andother support services


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Source : McQuaid and Lindsay (2005: 209-10)It can be seen that the top left cell (employability skills and attributes) is where much of theeducation-for-employability debate has been located. Essentially, this debate has sought to

identify such a list that should then be taught by educational institutions (e.g., Harvey and Green1994; Coopers and Lybrand 1998; Lees 2002; Hartshorn and Sear 2005). Some authors, such asHartshorn and Sear, have identified employability skills with enterprising skills, as defined byGibb (1993).

Health and well-being HealthCurrent physical health; currentmental health; medical history;psychological wellbeing

Disability

Nature and extent of: physicaldisability; mental disability;learning disability

Access to resources Access totransport Access to own or readilyavailable private transport; ability towalk appropriate distancesAccess to financialcapital Level of household income;

extent and duration of any financialhardship; access to formal andinformal sources of financialsupport; management of incomeand debtAccess to social capital Access topersonal and family supportnetworks; access to formal andinformal community supportnetworks; number, range and statusof informal social network contact

Job seekingEffective use of formal searchservices / information resources(including ICT); awareness andeffective use of informal socialnetworks; ability to complete CVs /application forms; interview skills/ presentation; access to references;awareness of strengths andweaknesses; awareness of locationand type of opportunities in thelabour market; realistic approach to

job targeting

Adaptability and mobilityGeographical mobility; wageflexibility and reservation wage;occupational flexibility (workinghours, occupations, sectors)


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