a work shop on soft skils & job readiness

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. Noida

A WORK SHOP ON SOFT SKILLS & JOB READINESS

Department of management studiesSkyline Group of institutions, Greater noida

Learner Groups presents

Supervised ByMr. Pawan Kumar Tripathi (Faculty of HR)

&MR. Sarvendu Tiwari (Faculty of finance)


A WORK SHOP ON SOFT SKILL & JOB READINESS

Presented By- Learners group


Agenda of the workshop Starting of work shop P1&P2 Introductions (P3) Skyline a right for job seekers

(video clip of job fair) Introduction about the personality Temperament Swami Vivekananda concept of

personality development (P4) Inter-personal skills (P3) Johari window Questions answer session Tata company (P5) Reliance group (P6 & P7) Soft skills (P3) Maruti Suzuki (P8) Dabur (P9) (P10) (P11)

Resume writing (P3) Group Discussion Videos of Group Discussion (asses

your fault) Body language Interview Videos of interview (asses your

fault) Strategy for cracking the interview Wanted to become smart (P12) Seven good thoughts (P13) Essentials of a professionals (P14) Identity of a professionals (P3 ) Motivational PPT Questions answer session

( PRESENTATER 1 TO 16 ALL) Valedictory session. (P1 & P2 )


Introductions: Learners Group Miss. Runi kumari

Miss. Khusbhoo

Mr. Satyesh C. Gupta Mr. Shishir mishra

Mr. Ram dular

Mr. Binay kumar Miss. Noopur

Mr. Omkarnath tiwari

Miss. Devender kaur Mr. Manish mishra Mr. Anand singh Mr. Shavej ali Miss. Arti shah Mr. Jivanlal patel


Skyline a right for job seekers


INTRODUCTION Are you a job seeker? Is job necessary for you? Would you think you have a good

personality? Are you good communicator? Are you ready for the job now ? Are you ready to sell yourself ? Have you asses your value ?


Now you are at right place

Come let us know some thing


Changing scenario: A raised bar The bar has been raised by the industry. For decades the main focus of the

industry was on hard skills. Hard skills means skills to perform only

the job functions The era of LPG changed the realm of

industry. The industry ambience is undergoing a

rapid transformation.


Cont--------------- Now the industry required very different

skills. With the disappearance of a protected

economy, successfully competing with the world’s best, not only the local group, is a vital to the success of the companies and individuals.

This calls soft skills and personalities that go beyond depth knowledge and qualifications.


Remember

Personality and soft skills are the

indispensible wheels that help the monolith of the modern industry


The right personality for the job At all levels of the organizations, is

people with the right personality. That suits the requirements of the job. There is not a fix personality that is right

for all roles and circumstances. Some positions and situations calls for

aggressive and bold leadership from the front.


The right personality for the job A personality that has the backbone of

courage and clarity of thinking, and one that exhibits strong and soft skills in verbal or written com skills will be immensely successful in such a scenario.


Reflect your personality The criticality of personality and soft

skills in career growth starts at the very outset when—

Writing the resume Going through the Hiring process such as

— Group discussion Job interview


These are you: you can if you will


Resume A person’s resume provides the

employer the first glimpse of a candidate personality.

A candidate brings out his /her attributes while writing the curriculum-vitae.

Looking the resume the employer creates a first impression of the personality of the candidate, even before the interview.


Group discussion The Group discussion is the integral part of

selection process. A group settings, coupled with a carefully

chosen topic, brings out the real personality and multiple soft skills of participants.

GD also bring out the sharp contrast between different personalities– a good listeners, poor listeners, good and poor communicators, introverts and extroverts and so on.


Job interview Job interview are the possibly the most

important opportunity to exhibits one’s personality traits and soft skills.

Form the moment you entered into the room your personality is started to observe by employer.

Your selections depends upon the hard skills and more on soft skills exhibited.

The examples chosen by candidates reflect their strength and weakness.


Soft skills for the first job or in early stage of career advancement

The key soft skills required are—

COM skills Teaming and interpersonal skills Learning Positive attitude


Personality traits and soft skills for the future career advancement The skills required are ----

Leadership Depth knowledge domain- hard skills Balanced and consistent COM skills Coaching through story telling. Logical & rational thinking Decision making


Know your personality

A positive move


Personality development

Poor Personality Good Personality


Personality

“ I know that I had come face to face with some one whose mere personality was so fascinating that, if I allowed it to do

so, it would absorb my whole nature, my whole soul, my very art itself”

-- Oscar wilde


Personality Personality is concerned with the

psychological pattern of an individual--- Thoughts Emotions And feelings Which are unique to a person


Moulding your personality

In fact the totality of character , attributes and traits of a person are responsible for molding his/her personality.


Personality : intro--- The term personality comes from Latin

word persona which means mask.

In layman language personality is a set of qualities that makes a person different

from others.


Reputations is what people think you are

Personality is what you seems to be

Character is what you really are


Personality attributes and their characteristics

Maturity Achievement-

oriented Intellectual Emotional Energetic Physical attribute Material attributes

Wisdom, sagacity, depth

Performance and goal oriented

Sharp, intelligent Excessive feelings Active, Agile Healthy, robust, strong Spendthrift, possessive

Individual personality attributes characteristics


Temperaments Happy Sadness Gloomy Cheerful Jovial Anger loneliness


Temperaments Personality temperament have its origin

in 400 BC

Great physician Hippocrates categorized the personality patterns into four types depending on the bodily fluid or humors.

According to Hippocrates four main humors or bodily fluid are found in human body


The four main humors are – yellow bile, black bile, blood and phlegm

Any one fluid out of all four is in dominant state

The nature and temperament of the person depends upon the domination of that fluid


Yellow bile –

The domination of yellow bile in a person gives rise to irritable behavior.

The person is found more often restless and hot-blooded

These kind of persons are termed as “choleric”


Black Bile-

Dominant state of this fluid arise symptoms of depression in the person

These kind of persons are known as “melancholic”


Blood-

The dominant state of this fluid makes the person cheerful and jovial

The persons with dominant blood fluid is known as “Sanguine”


Phlegm-

The dominant state of this fluid in a person gives rise to calmness and inactiveness

Such persons are less emotional

Such pattern of personality is called “Inactive or phlegmatic”


Ancient Greek HumorsIrritable

DepressedOptimistic

Calm


According to this categorizations temperaments can be categorized as-

Sanguine temperaments

Melancholic temperaments

Phlegmatic temperaments

Choleric temperaments

Caused by excess of blood

Caused by excess of spleen

Caused by excess of phlegm

Caused by excess of bile


Attributes and temperaments

Sanguine temperaments

Melancholic temperaments

Phlegmatic temperaments

Choleric temperaments

Optimistic, confidents, hopeful , cheerful

Sad, miserable, gloomy

Placid, indifferent, apathetic

Angry, irritable, hot tempered

Attributes Temperaments


Personality pattern According to a theory expostulated by

Carl Jung (1875-1961) a contemporary of Freud, all personal characteristics are by-product of two fundamental attitudes types—

Introversion Extroversion Besides these several temperaments

also plays a vital role in determining personality


Are you believe?

Personality is god gifted (by borne)

Personality can be mould, shaped and refined.


Personality, unlike what many people believe, is not in born and static.

It can be consciously developed and changed.

With conscious effort , one can project the desired personality.


Personality is our ornaments identity, as perceived by others.

A particular personality can be groomed


Freudian analysis of personality Id Ego superego


Freud’s Three-Part Personality Structure

Id

Ego

Superego


The Id

Is the original personality, the only part present at birth and the part out of which the other two parts of our personality emerge

Resides in the unconscious mind

Includes our biological instinctual drives, the primitive parts of our personality located in our unconscious

The nervous system, as id, translates the organism's needs into motivational forces called, in German, Triebe, which has been translated as instincts or drives. Freud also called them wishes.

Life instincts for survival, reproduction, and pleasure

Death instincts, destructive and aggressive drives detrimental to survival


The Id..

Id Operates on a pleasure principle; that is, it demands immediate gratification for these drives without the concern for the consequences of this gratification

For tension reduction aroused out of the mental conflict, Id uses two mechanism: Reflex action- In this mechanism ID reduces tension

by responding to the source of tension. E.g. coughing, sneezing, blinking of eyes

Primary Process- In this process the person imagines the situation or the thing from which he has been deprived to reduce the tension


The Ego Starts developing during the

first year or so of life to find realistic and socially-acceptable outlets for the id’s needs Operates on the reality principle,

finding gratification for instinctual drives within the constraints of reality (the norms and laws of society)

Part of the ego is unconscious (tied to the id) and part of the ego is conscious and preconscious (tied to the external world)

Serves as the executive manager of the personality


The Superego Represents one’s conscience and

idealized standards of behavior in their culture Operates on a morality principle,

threatening to overwhelm us with guilt and shame

The demands of the superego and the id will come into conflict and the ego will have to resolve this turmoil within the constraints of reality

To prevent being overcome with anxiety because of trying to satisfy the id and superego demands, the ego uses what Freud called defense mechanisms, processes that distort reality and protect us from anxiety


Dynamic or structural Model

According to Freud structural model refers to those means by which the mental conflicts aroused out of instincts are resolved

By instincts Freud referred to An inborn pattern of behavior that is characteristic of a species and is often a response to specific environmental stimuli


Defense MechanismsRepression Unknowingly placing an

unpleasant memory or thought in the unconscious so that we are not anxious about them; the primary defense mechanism

Not remembering a traumatic incident in which you witnessed a crime

Regression Reverting back to immature behavior from an earlier stage of development

Throwing temper tantrums as an adult when you don’t get your way

Displacement Redirecting unacceptable feelings from the original source to a safer substitute target

Taking your anger toward your boss out on your spouse or children by yelling at them and not your boss


Defense MechanismsSublimation Replacing socially

unacceptable impulses with socially acceptable behavior

Channeling aggressive drives into playing football or inappropriate sexual desires into art

Reaction Acting in exactly the opposite way to one’s unacceptable impulses

Being overprotective of and lavishing attention on an unwanted child

Projection Attributing one’s own unacceptable feelings and thoughts to others and not yourself

Accusing your boyfriend of cheating on you because you have felt like cheating on him

Rationalization Creating false excuses for one’s unacceptable feelings, thoughts, or behavior

Justifying cheating on an exam by saying that everyone else cheats


Unhealthy Personalities

Develop not only when we become too dependent upon defense mechanisms, but also when the id or superego is unusually strong or the ego unusually weak


Swami Vivekananda concept of Personality development

According to the vedantic concept advocated by Swami Vivekananda, all round harmonious development of is possible if proper attention is given to the five dimensions.


Vedanta 5 traits Physical self Energy self Intellectual self Mental self Blissful self


Inter-personal skills


interpersonal skills An interpersonal relationship is an association

between two or more people that may range from fleeting to enduring.

This association may be based on inference, love, solidarity, regular business interactions, or some other type of social commitment. Interpersonal relationships are formed in the context of social, cultural and other influences. The context can vary from family or kinship relations, friendship, marriage, relations with associates, work, clubs, neighborhoods, and places of worship. They may be regulated by law, custom, or mutual agreement, and are the basis of social groups and society as a whole.

http://en.wikipedia.org/wiki/Inference

http://en.wikipedia.org/wiki/Love

http://en.wikipedia.org/wiki/Solidarity

http://en.wikipedia.org/wiki/Family

http://en.wikipedia.org/wiki/Kinship

http://en.wikipedia.org/wiki/Friendship

http://en.wikipedia.org/wiki/Marriage

http://en.wikipedia.org/wiki/Employment

http://en.wikipedia.org/wiki/Club

http://en.wikipedia.org/wiki/Neighborhood

http://en.wikipedia.org/wiki/Places_of_worship

http://en.wikipedia.org/wiki/Law

http://en.wikipedia.org/wiki/Norm_(sociology)

http://en.wikipedia.org/wiki/Social_group

http://en.wikipedia.org/wiki/Society


Types of relationships A relationship is normally viewed as a connection between

individuals, such as a romantic or intimate relationship, or a parent–child relationship. Individuals can also have relationships with groups of people, such as the relation between a pastor and his congregation, an uncle and a family, or a mayor and a town. Finally, groups or even nations may have relations with each other, though this is a much broader domain than that covered under the topic of interpersonal relationships.

Interpersonal relationships usually involve some level of interdependence. People in a relationship tend to influence each other, share their thoughts and feelings, and engage in activities together. Because of this interdependence, most things that change or impact one member of the relationship will have some level of impact on the other member.

http://en.wikipedia.org/wiki/Intimate_relationship

http://en.wikipedia.org/wiki/Attachment_theory


Factors affecting interpersonal relationship

Factors affecting

IPR

Self concept (Belief ,F

eeling Behavior

s) Interpersonal

orientations

(Tough battler, friendly helper

and objective thinker)

Interpersonal

attractions


Developing IPRKey actions-

Forming first impressions. Developing Mutual expectations. Honoring psychological contract. Developing trust and influence.


Understanding interpersonal relations


INCREASING INTERPERSONAL AWARENESS

“Johari window”


Johari window The Johari window is a technique

created by Joseph Luft and Harry Ingham in 1955 in the United States, used to help people better understand their relationship with self and others. It is used primarily in self-help groups and corporate settings as a heuristic exercise.

http://en.wikipedia.org/w/index.php?title=Joseph_Luft&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Joseph_Luft&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Harry_Ingham_(psychologist)&action=edit&redlink=1

http://en.wikipedia.org/wiki/Self-help

http://en.wikipedia.org/wiki/Heuristic


Conti----- Open: Adjectives that are selected by both the

participant and his or her peers are placed into the Open quadrant. This quadrant represents traits of the subjects that both they and their peers are aware of.

Hidden: Adjectives selected only by subjects, but not by any of their peers, are placed into the Hidden quadrant, representing information about them their peers are unaware of. It is then up to the subject to disclose this information or not.


Blind Spot: Adjectives that are not selected by subjects but only by their peers are placed into the Blind Spot quadrant. These represent information that the subject is not aware of, but others are, and they can decide whether and how to inform the individual about these "blind spots".

Unknown: Adjectives that were not selected by either subjects or their peers remain in the Unknown quadrant, representing the participant's behaviors or motives that were not recognized by anyone participating. This may be because they do not apply or because there is collective ignorance of the existence of these traits.


Increasing awareness (with time passes)


Transactional analysis

TA offers a model of personality and the dynamics of self and its relationship to others that makes possible a clear and meaningful

decisions of behavior


TA cont-- Transactional Analysis is a theory developed by Dr. Eric

Berne in the 1950s. Originally trained in psychoanalysis, Berne wanted a theory which could be understood and available to everyone and began to develop what came to be called Transactional Analysis (TA). Transactional Analysis is a social psychology and a method to improve communication. The theory outlines how we have developed and treat ourselves, how we relate and communicate with others, and offers suggestions and interventions which will enable us to change and grow. Transactional Analysis is underpinned by the philosophy that:

people can change we all have a right to be in the world and be accepted


Different ego states under TA At any given time, a person experiences and manifests

their personality through a mixture of behaviours, thoughts and feelings. Typically, according to TA, there are three ego-states that people consistently use:

Parent Adult Child


Parent ("exteropsyche") a state in which people behave, feel, and think in

response to an unconscious mimicking of how their parents (or other parental figures) acted, or how they interpreted their parent's actions. For example, a person may shout at someone out of frustration because they learned from an influential figure in childhood the lesson that this seemed to be a way of relating that worked.

1. Nurturing parent ego2. Critical parent ego


Adult ("neopsyche") a state of the ego which is most like a

computer processing information and making predictions absent of major emotions that could affect its operation. Learning to strengthen the Adult is a goal of TA. While a person is in the Adult ego state, he/she is directed towards an objective appraisal of reality.


Child ("archaeopsyche")a state in which people behave, feel and think similarly

to how they did in childhood. For example, a person who receives a poor evaluation at work may respond by looking at the floor, and crying or pouting, as they used to when scolded as a child. Conversely, a person who receives a good evaluation may respond with a broad smile and a joyful gesture of thanks. The Child is the source of emotions, creation, recreation, spontaneity and intimacy.

Natural child Adaptive child Rebellion child


Transactions and Strokes Transactions are the flow of communication, and more

specifically the unspoken psychological flow of communication that runs in parallel. Transactions occur simultaneously at both explicit and psychological levels. Example: sweet caring voice with sarcastic intent.

Strokes are the recognition, attention or responsiveness that one person gives another. Strokes can be positive (nicknamed "warm fuzzies" or negative ("cold pricklies"). A key idea is that people hunger for recognition, and that lacking positive strokes, will seek whatever kind they can, even if it is recognition of a negative kind. We test out as children what strategies and behaviours seem to get us strokes, of whatever kind we can get.


Conti-- People often create pressure in (or experience pressure

from) others to communicate in a way that matches their style, so that a boss who talks to his staff as a controlling parent will often engender self-abasement or other childlike responses. Those employees who resist may get removed or labeled as "trouble".

Transactions can be experienced as positive or negative depending on the nature of the strokes within them. However, a negative transaction is preferred to no transaction at all, because of a fundamental hunger for strokes.

The nature of transactions is important to understanding communication.


Kinds of transactionsThere are basically three kinds of transactions: Reciprocal/Complementary (the

simplest) Crossed Ulterior - Duplex/Angular (the most

complex)


1.Reciprocal or Complementary transactions

A simple, reciprocal transaction occurs when both partners are addressing the ego state the other is in. These are also called complementary transactions. AS—

1. P2P2. P2A3. P2C4. A2P5. A2A6. A2C7. C2P8. C2A9. C2CSome of them are as--


P2 P


A: "Have you been able to write the report?" (Adult to Adult)B: "Yes - I'm about to email it to you." (Adult to Adult)


A: "Would you like to skip this meeting and go watch a film with me instead?" (Child to Child)B: "I'd love to - I don't want to work anymore, what should we go and see?" (Child to Child)


A: "You should have your room tidy by now!" (Parent to Child)B: "Will you stop hassling me? I'll do it eventually!" (Child to Parent).


2.Crossed /Non complimentary transactions

Communication failures are typically caused by a 'crossed transaction' where partners address ego states other than that their partner is in. Consider the above examples jumbled up a bit.

This is a crossed transaction likely to produce problems in the workplace.

1- P2P and C2A 2- A2A and C2P 3- C2C and P2P


A: "Have you been able to write that report?" (Adult to Adult)B: "Will you stop hassling me? I'll do it eventually!" (Child to Parent)


3.Ulterior transactions

Another class of transaction is the ulterior transactions, where the explicit social conversation occurs in parallel with an implicit psychological transaction. For instance:


UT A: "I need you to stay late at the office with me." (Adult

words), body language indicates sexual intent (flirtatious Child)

B: "Of course." (Adult response to Adult statement), winking or grinning (Child accepts the hidden motive).


Life positions In TA theory "Life Position" refers to the general

feeling about life (specifically, the unconscious feeling, as opposed to a conscious philosophical position) that colors every dyadic (i.e. person-to-person) transaction. Initially four such Life Positions were proposed:

"I'm Not OK, You're OK" (I-U+) "I'm Not OK, You're Not OK" (I-U-) "I'm OK, You're Not OK" (I+U-) "I'm OK, You're OK" (I+U+)


LP


Improved -LP However, lately, an Australian TA analyst has claimed that in

order to better represent the Life Position behind disorders that were not, allegedly, as widespread and/or recognized at the time when TA was conceptualized as they are now (such as borderline personality disorder and narcissistic personality disorder) the above list requires alteration.

Also, two additional Life Positions are proposed: "I'm not-OK, You're OK" (I-U+) "I'm not-OK, You're not-OK" (I-U-) "I'm not-OK, But You're Worse" (I-U--) "I'm a Bit More OK Than You Are" (I++U+) "I'm OK, You're OK" (I+U+) "I'm OK, You're not OK" (I+U-)

http://en.wikipedia.org/wiki/Borderline_personality_disorder

http://en.wikipedia.org/wiki/Narcissistic_personality_disorder


Transactional analysis and conflict resolution

Life position Conflict resolution strategy

Probable behavior

"I'm not-OK, You're not-OK" (I-U-)

Avoidance Non- Assertiveness

"I'm not-OK, You're OK" (I-U+)

Smoothing Non- Assertiveness

"I'm OK, You're not OK" (I+U-)

Forcing Aggressiveness

"I'm OK, You're OK" (I+U+)

confronting Assertiveness


Conflict Management Styles

Assertivebehavior

Aggressivebehavior

Accommodatingstyle

Collaboratingstyle

Compromisingstyle

Avoidingstyle

Forcingstyle

Passivebehavior

High concernfor others’

needs

Low concernfor others’

needsHigh concern

for ownneeds

I’mnot OK —You’re OK

I’m OK —You’re OK

I’mnot OK —

You’re not OKI’m OK —

You’re not OK


Benefits of TA Developing positive thinking. Interpersonal effectiveness. Motivation. Organization development. Healing Interpersonal relations. Avoidance/resolution of conflict.


How to enhance interpersonal skills

Resolving conflict A smiling face Appreciative attitude Assertive nature Com skills Listening skills Developing empathy


For sharing good time with us

Skyline Institute of Management & Technology

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of

institutions Gr. Noida


Mr. Ratan TataRatan Naval Tata, (Gujarati: રતન નવલ ટાટા) Born 28 December 1937), is an Indian businessman who became chairman (1991– ) of the Tata Group, a Mumbai-based conglomerate.[2] He is a member of a prominent Tata family of Indian industrialists and philanthropists.Among many other honours accorded him during his career, He has also been ranked as India's most powerful CEO.

Ratan is the grandson of Tata group founder Jamsedji Tata. His childhood was troubled, with his parents separating in the mid-1940s when he was merely seven and his younger brother Jimmy was five years old. Their mother moved out and both Ratan and his brother were raised by their grandmother Lady Navajbai

Residence- Colaba, Mumbai, India

Spouse- Unmarried Awards-

Lifetime Achievement Award

(2012)Padma Bhushan

(2000)Padma Vibhushan

(2008)

http://en.wikipedia.org/wiki/Gujarati_language

http://en.wikipedia.org/wiki/Indian_people

http://en.wikipedia.org/wiki/Tata_Group

http://en.wikipedia.org/wiki/Tata_family

http://en.wikipedia.org/wiki/India's

http://en.wikipedia.org/wiki/Jamsedji_Tata

http://en.wikipedia.org/wiki/Jamsedji_Tata

http://en.wikipedia.org/wiki/Colaba

http://en.wikipedia.org/wiki/Mumbai

http://en.wikipedia.org/wiki/India

http://en.wikipedia.org/wiki/Lifetime_Achievement_Award

http://en.wikipedia.org/wiki/Lifetime_Achievement_Award

http://en.wikipedia.org/wiki/Padma_Bhushan



http://en.wikipedia.org/wiki/Padma_Vibhushan




The Tata Group was founded as a private trading firm in 1868 by entrepreneur and philanthropist Jamsetji Nusserwanji Tata

It encompasses seven business sectors—

Communications and Information Technology,

Engineering, Materials, ServicesEnergy,Consumer Products, Chemicals,

Employees 424,365 (2010-11)

Revenue US$ 83.3 billion (2010-11)

Profit US$ 5.8 billion (2010-11)

Total assets

US$ 68.9 billion (2010-11)

The major Tata companies are Tata Steel, Tata Motors, Tata Consultancy Services (TCS), Tata Power, Tata Chemicals, Tata Global Beverages, Tata Teleservices, Titan, Tata Communications and Taj Hotels.The combined market capitalisation of all the 31 listed Tata companies was $76.76 billion as of July 2012. Tata receives more than 58% of its revenue from outside India.

http://en.wikipedia.org/wiki/Jamsetji_Nusserwanji_Tata




http://en.wikipedia.org/wiki/Tata_Steel

http://en.wikipedia.org/wiki/Tata_Motors

http://en.wikipedia.org/wiki/Tata_Consultancy_Services

http://en.wikipedia.org/wiki/Tata_Power

http://en.wikipedia.org/wiki/Tata_Chemicals

http://en.wikipedia.org/wiki/Tata_Global_Beverages

http://en.wikipedia.org/wiki/Tata_Teleservices

http://en.wikipedia.org/wiki/Titan

http://en.wikipedia.org/wiki/Tata_Communications

http://en.wikipedia.org/wiki/Taj_Hotels



http://en.wikipedia.org/wiki/Market_capitalisation

http://en.wikipedia.org/wiki/Market_capitalisation


TATA Consumer Products


TATA Chemical Products


TATA Telecom

Telecommunications service provider based in Mumbai, Maharashtra, India. It is a subsidiary of the Tata Group, an Indian conglomerate. It operates under the brand name Tata DoCoMo in various telecom circles of India.In Nov 2008, Japanese telecom giant NTT Docomo picked up a 26 per cent equity stake in Tata Teleservices for about Rs 13,070 crore ($2.7 billion) or an enterprise value of Rs 50,269 crore ($10.38 billion)

Founded- 1996Revenue- 3191 Cr.

http://en.wikipedia.org/wiki/Telecommunication

http://en.wikipedia.org/wiki/Tata_Group

http://en.wikipedia.org/wiki/NTT_Docomo

http://en.wikipedia.org/wiki/NTT_Docomo

http://en.wikipedia.org/wiki/Enterprise_value

TATA Information Technology

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of

institutions Gr. Noida

TATA Detroit TATA Pixel TATA Nano


Learner Group

Presents

An introductions


NAME-Dhirajlal Hirachand Ambani

Dhirubhai Ambani Born 28December 1932

Chorwad, Gujarat, India

Died 6 July 2002 (aged 69)Mumbai, Maharashtra, India

Cause of death stroke

Children

Mukesh AmbaniAnil Ambani

Occupation

Founder of Reliance IndustriesFounder of Reliance PowerFounder of Reliance Capital

http://en.wikipedia.org/wiki/Gujarat


http://en.wikipedia.org/wiki/Mumbai

http://en.wikipedia.org/wiki/Maharashtra


http://en.wikipedia.org/wiki/Stroke

http://en.wikipedia.org/wiki/Mukesh_Ambani

http://en.wikipedia.org/wiki/Mukesh_Ambani

http://en.wikipedia.org/wiki/Anil_Ambani

http://en.wikipedia.org/wiki/Reliance_Industries

http://en.wikipedia.org/wiki/Reliance_Power

http://en.wikipedia.org/wiki/Reliance_Capital


The Reliance Group, founded by Dhirubhai H. Ambani (1932-2002), is India's largest private sector enterprise, with businesses in

the energy and materials value chain.

Group's annual revenues are in excess of US$ 28 billion. The flagship company, Reliance Industries Limited, is a Fortune Global 500 company and is the largest private sector company in India.


It is the control area of gas and power industry at Visakhapatnam. Which is being control by reliance co. it is one of the most biggest plant in our country .


Exploration & Production

Growth through Energy Security for India India imports about two-thirds of its crude oil requirement. Exploration and production of oil and gas is critical for India's energy security and economic growth. Reliance's oil and gas exploration and production business is therefore inexorably linked with the national imperative. Exploration and production, the initial link in the energy and materials value chain, remains a major growth area and Reliance envisions evolving as a global energy major.

Business

http://www.google.co.in/imgres?imgurl=http://www.topnews.in/files/RIL_13.jpg&imgrefurl=http://www.topnews.in/buy-reliance-ind-karvy-2180924&usg=__GttZ1l3p0dq7-OCGzT_STfHRfiA=&h=203&w=272&sz=15&hl=en&start=4&zoom=1&tbnid=Jgi1kBW286l0hM:&tbnh=84&tbnw=113&ei=x5tkUNnMHMePrgemuoGwCw&prev=/search?q=reliance+gas&hl=en&sa=X&biw=1024&bih=587&tbm=isch&prmd=imvnsz&itbs=1

http://www.google.co.in/imgres?imgurl=http://www.projectsmonitor.com/NewsImages/photo%206/KG-3.JPG&imgrefurl=http://www.projectsmonitor.com/OILGAS/reliances-kg-basin-starts-gas-production&usg=__wpVIZr8Z4JgHvIiUvE7I8XzznnI=&h=1296&w=1944&sz=421&hl=en&start=2&zoom=1&tbnid=8B9z0kqAB53P0M:&tbnh=100&tbnw=150&ei=x5tkUNnMHMePrgemuoGwCw&prev=/search?q=reliance+gas&hl=en&sa=X&biw=1024&bih=587&tbm=isch&prmd=imvnsz&itbs=1


Petroleum Refining and Marketing

Growth through Energy Products Petroleum Refining and retailing is the second link in RIL's drive for growth and global leadership in the core energy and materials value chain. RIL has 1.24 million barrels per day (MBPD) of crude processing capacity, the largest at any single location in the world.


Textiles

Growth through Consumer Products Reliance's Manufacturing Division at Naroda, Ahmedabad is one of the largest and most modern textile complexes in the world. The Company's flagship brand VIMAL is one of the most trusted brands of premium textiles in the country. Main growth drivers for VIMAL are retail presence across India, innovation and focus on premium products and men's formal wear.

Petrochemicals


Reliance retail

•Type – super marketIndustry -retail

Foundation – 30 oct 2006

Head quarter –Mumbai ,India

Key people – mukesh ambani


Controversy Recently their stores in Jharkhand faced the ire of mobs of local vegetable vendors. They vandalized and attacked the stores claiming that they were stealing their livelihoods.In August 2007, Uttar Pradesh Chief Minister Mayawati ordered to close 10 new stores keeping view of Law & order situation. In November 2007, Reliance Fresh stores were attacked by Bharatiya Janshakti Party supporters headed by Uma Bharti.

Shopping mall

http://en.wikipedia.org/wiki/File:GntRelFresh.jpg


Thank you


Soft skills

Soft skills are your ornaments which helps you to make first impression.


Classifications of soft skills

Time management Attitude Responsibility Ethics integrity value Self confidence and

courage Consistency Predictability

Team work Com skills Networking Empathy Effective listening Problem solving Speed reading leadership

personal traits Interpersonal traits


Time management Remember you have same

time as- To Dr. Kalam To Anil Ambani To JRD Tata To Your father To Your teacher


See this is you are


Time Is continuously running


Time management Scope Estimations Priorities Scheduling Contingency planning Organized workplace


Attitude Positive or negative Optimistic or pessimistic Flexible or stubborn Motivated or demotivated Deep or shallow Humble or arrogant Driven or passive Proactive or reactive


INSIGHT INTO THE SELF

&

POSITIVITY FOR

SELF TRANSFORMATION


What is Consciousness ?

Mind Intellect Sanskars


Who am I ?

1. I have a soul in me.2. I have a soul in my body.3. I am a soul in my body.

Which is the correct statement ?


Introduction of SelfHuman +Being = Human Being

Body + Soul = Human Being (Consciousness)


Driver CarDiamond BoxLamp HutImage TempleCharioteer

ChariotActor Costume

SOUL BODY

Relationship between

Soul & Body


THE SOULNon physicalImmortalEternalConsciousConstant self imageNatural state of peace

THE BODYPhysicalMortalTemporaryNo ConsciousnessChanging self-imageState of motion

The Inner & Outer Self


THOUGHT POWER

thinks, feels, experiences, imagines, forms ideas

RECORD OF EXPERIENCES

habits, tendencies,

memories, talents, qualities

WILL POWER

evaluates, reasons, decides, discerns,

understands

STATE OF CONSCIOUSNESS

Mind

IntellectSanskars Impressions

The Inner Self


a) Recollection of Past Birth.b) Out of Body Experience.c) Hypnotic Regression/Progression.

Proof for the Existence of Soul


I Thoughts

Remember : As is my thought so is my life

It is the Greatest but least understood energy resource of the Universe. When we understand and harness this energy, then we can master our life.


THOUGHTS

Words Actions Feelings

Personality / Habits

Physical Body Relationships Atmosphere

What you think that you become.


EXTERNAL INFLUENCES ON THE MIND

THOUGHTSPastMemories Possessions

Physical Body

People

PastSanskars Situations


1) Necessary Thoughts

PastPresentFuture

2) Waste Thoughts

4) Positive Thoughts RighteousAuspiciousGood

ResponsibilitiesInformationExperience

3) Negative ThoughtsUnrighteousInauspiciousEvil

The Thought Process


Action

Judgement

EitherREJECT

OrACCEPT

ThoughtsEmotionsDesires

Sub-ConsciousnessImpression

MIND

SANSKARS (Personality)

INTE

LLECT


Knowledge

Peace

Happiness

Purity

Love

Bliss

Truth

Power

Qualities of a Soul


ACQUIREDCan be changedFacade, personalityAbilities, talentsParameters of the ego, name, form, caste Gender, religion, age….

INNATEPermanentEssencePotentialGoing beyondQualities of soul - Purity, Peace, love, happiness bliss…..

Main Points about Qualities


Abode of Souls

Soul World

Paramdham, Shantidham, Muktidham, Incorporeal World, Brahmlok


PRACTICE• I AM A POINT OF LIGHT

Not the body or this role.

•I DETACH AND OBSERVE My body and the scenes

going on around me.

•I REJECT ALL NEGATIVE THOUGHTS about me and accept only positive thoughts,

emotions and desires.


PEOPLE LIVE AS LONG AS VALUES REMAIN. IF THEIR VALUES

GO THEN THEY WILL ALSO GO.

Importance of values


They are the foundation oflearning They are the beauty of a person They are the treasure of life They nurture the soul They bring harmony in relationships They empower society

VALUES


It is the awareness of one’s true self. It is the awareness of the

Supreme Being. It is the awareness of the philosophy of karma.

SPIRITUALITY


Responsibility

• Responsibility is what you think that is associated with you not what is delegated to you.

• You are as much as responsible as think your association towards the task is.

• In corporate settings a responsible person recognized highly among the individuals.


Ethics integrity value and trust


Self confidence and courage


Consistency Repeating the same traits at the same

situations at different times.


Predictability Guessing the result of future outcome of

event in most closed possible outcome.


Interpersonal traits Team work Com skills Networking Empathy Effective listening Problem solving Speed reading leadership


Team work Team always produce synergic effect---- Human is always consisted with synergy not with

energy Synergy reflect---- 2*2=5 5*4=25 10*9=101 and also 3*3=5 General maxims– 1 is sleeping, 2 is readings, 3 is talking, and 4 is

fighting


Com skills Speaking bla-bla-bla is not all about ur

com skill.


Networking


Empathy Thinking by putting yourself in place of

others.


Understanding solving Problem

Tricks are as- knowing about What Who Where When Why How


Speed reading Reading fast with accuracy and with

understanding.


leadership Your previous and interpersonal traits-

Leadership functions= f (leader* follower *situations)

If rate each them as 1 to 10 L= F (L*F*S) (5*6*4)=120 it may be 1000


Communications skills Com skill is the one most important skill

in today scenario. The main intent is to convey your

thoughts(what you want to say) properly to other.

It is a two way process.


It comprises the followings—1. Speaking skills2. Listening skills3. Non- verbal communications or body

languge


Two way process

To convey message

To receive message


Process of communications


NON- VERBAL COMMUNICATION

Interpreting the nonverbal part of the message

Nonverbal communication consists of that part of a message that is not encoded in words. The nonverbal part of the message tends to be less conscious and often reveals the sender’s feelings and preferences more spontaneously and honestly than the verbal part. If the verbal message does not match the nonverbal communication, people tend to believe the nonverbal message.


Four types of nonverbal messages

1. Personal (to the individual) 2. Common to a group of people or

culture 3. Universal (to humankind) 4. Unrelated to the message (random)


Personal Nonverbal communication

Personal Nonverbal communication involves kinds of nonverbal behaviour that are unique to one person.

The meaning is also unique to the person sending the message. For example, someone may work while talking; another person may work in silence. One person may laugh due to nervousness or fear, while another may cry.


Cultural nonverbal communication,

Cultural nonverbal communication,

by contrast, is characteristics of, or common to, a group of people. It is learned unconsciously by observing others in the society group. In Aboriginal culture, for example, eye contact is less acceptable than it is European culture.


Universal nonverbal communication

Universal nonverbal communication

is behaviour that is common to humankind. It shows happiness, sadness or deep-seated feelings – for example, a smile or tears.


Unrelated nonverbal communication

Unrelated nonverbal communication, such as a sneeze, is unrelated to the verbal message. It can distract from the verbal message, but has little effect on the meaning of the verbal part of the message.


Analysing Nonverbal Communication

• People communicate nonverbally with body movement and with personal relationship behaviours.

This nonverbal communication changes or complements the verbal communication. Nonverbal communication always occurs in a context, or framework. The context often determines the meaning of the nonverbal behaviour. On different occasions the same nonverbal gesture may have completely different meanings. Without context and spoken works, nonverbal behaviour is almost impossible to interpret with any accuracy.


Seven different aspects • Theoretical writings and research classify

nonverbal communication into seven main areas:

1. Body movement (kinesics behaviour) 2. Physical characteristics 3. Touching behaviour 4. Vocal qualities (paralanguage) 5. Space (proximity) 6. Artifacts 7. Environment


Body Movement • Body movement, or kinesics behaviour,

includes movement of the hands, head, feet and legs, posture, eye movements and facial expressions – all these affect the message.

• Body posture – the way a person stands, leans forward, pointing and shaking a finger at someone, is seen as trying to dominate the other person. The way this is received by others, and the type of feedback given, determines how the communication will flow.


Physical Characteristics • Physical characteristics such as body shape,

general attractiveness, body and breathe odours, weight, hair and skin colour are important parts of nonverbal communication.

• Because people react and respond to these factors, they all determine their responses in interpersonal encounters. First impressions and images of others can be associated unconsciously with past experiences of people with similar physical characteristics.


Paralanguage (Vocal Qualities)

• Paralanguage is that part of language associated with but not involving the word system. It consists of the voice qualities and vocalizations that affect how something is said rather than what is said.

Voice qualities include: • Pitch range • Pitch control • Rhythm control • Tempo • Articulation control • Resonance.


Vocalizations • Vocalizations also give clue to the total

message. Three of these are shown in table. The tones of voice, rate of speaking and voice inflection are an important part of the total message. A tired person, for example, will speak more slowly than usual, a disappointed person may speak with a flat tone, while the tone of voice of someone excited about a coming holiday reflects this excitement.


Type Examples

Vocal characterizers laughing, crying, sighing, yawning, clearing the throat, groaning, yelling, whispering

Vocal Qualifiers intensity (loud/soft); pitch height (high/low).

Vocal Segregates sounds such a ‘uh-huh’, ‘um’, ‘uh’; silent pauses.


Speaking skills Pt. Jawahar lal nehru’s saying—

“English is india’s window to the modern world is providing on the spot”


How to become a good speaker


Tips for uttering 1. Practice speaking English.2. Don’t allow initials difficulty3. Don’t give up- practice-practice-practice.4. Listen to English as much as possible5. Get recording of your own voice and

listen it.6. Get a group of friends whose

pronunciation is reasonably good.7. Learn vocabs as much you can,


Tips while speaking Look into the eyes of audience Stand at a appropriate personal distance Speak clearly and moderately Aware about audience proficiency in

language


Pronunciation etiquette Have eye contact so that audience listen you Try t make your sound pleasant and soft Don’t speak in a monotonous voice Even if you feel nervous never show it to your

audience Don’t mumble. Speak clearly Use proper body language to show your

interest. Don’t forget the customary etiquette as wishing

before starting and thanks on ending.


LISTENING – A PROACTIVE SKILL

In oral communication situations, listening plays an important role.

Listening is different from hearing. One can hear all noises and sounds and yet

could be a poor listener. Listening is hearing attentively and

responding appropriately. Only a good listener can became a good

speaker. Attentiveness begins with the posture a

listener adopts while he is listening.


LISTENING –------- If a person inclines towards the speaker, it means

that the speaker is not clear either in the message or in his articulation.

If the listener tilts his head backwards, it shows that he is indifferent.

A Good listener is proactive. He is, as they usually say, “all ears”. He responds appropriately using paralanguage.

He says, Hmm—yeah—yes—come on now and then. He asks questions and verifies facts. A listener’s role in an oral communication situation

is as important as a speaker’s role.


Benefits of good listening Listening in communication has several

beneficial results. Good listening leads to getting useful

and updated information. Good listening creates a better

understanding and rapport between the speaker and listener.

Good listening leads to better decisions. Good listening provides the best feed

back to the speaker.


Difference between hearing and listening

• Hearing is a physical process. The ear receive stimuli or sensations and transmit them to brain

• Listening refers to the interpretive process that takes place when we hear something. When we listen, tore ,classify and label information

• Listening is the most important of all the communication skills.

Upon awakening we listen to people, friends around us. Wherever we go, we listen to something. We spend most of our time engaged in listening. Listening occupies more time than any other communication.


What is exactly listening?

• Listening is an active process of receiving aural stimulus. Listening is an active rather than a passive process.

• Listening does not just happen we must make it happen.

• A great time is spent listening and talking listening serve two purposes in its process

1. As the sender of the message, listening to your receiver tells you how the other person has interpreted your message

2. As the receiver of a message listening to the other person allows you to understand their meaning


Purpose of listening Purpose of listening serves a number of important

purposes. It enables the listener to check on the accuracy of understanding what the speaker said. Besides, the listener expresses acceptance of speaker’s feelings. Most important of all, listening provides a chance to the speaker to explore his or her feelings and thoughts further.

A variety of listening skills can be learned and developed with practice the following skills are worth practicing

Attending listening Encouraging listening Reflecting listening Active listening


In attending listening In attending listening you focus on

speaker by giving them your physical attention you use whole body, eye contact posture personal space in short complete feedback


Encouraging listening Encouraging listening It invites speaker to say

more without pressuring them to disclose their feelings or though it is their choice

• Minimal and brief responses • Brief spoken responses let speaker know you

are listening and encourage them to talk Pause Brief pause allows speaker time to consider

reflect and decide whether to continue speaking Allow silence

Use encouraging question (5w)


Reflecting listening Reflecting listening Restate the

speakers feeling and contents it shows the other person you understand


Active Listening An active listener has empathy with the

speaker that shows that you understand the issue from other person point of view

Feedback is the connecting continuing or completing link


Faults in listening Remember that every sound or voice that we

receive cannot be termed as listening. There are certain occasions when you

receive some certain sound stimulus but you do not understand it because your attention is towards something else.

In such cases, we say that you heard something but you did not listen to anything.

Moreover there are certain other factors which bar our proper listening.


listening pit falls: An average person remembers only half

of what is said during a 10-minute conversation and forgets half of that within 48 hours.

Studies agree that listening efficiency is no better than 28 to 30 percent. Following are the causes of listening pit falls:


Prejudice All of us have personal opinions,

attitudes, or beliefs about certain things. When we listen to a speaker who is contrary to our ideas, we cannot maintain attention. As a result we do not listen to whatever he says. We should give a chance to the speaker to finish his message. Later, we can agree or disagree.


Distraction Not only the verbal messages but also the

nonverbal cues of the speaker affect our listening. Actually, the entire physical environment affects listening. Among the negative factors are noisy fan, poor light, distracting background music, bang of a horn, extreme weather. Among the speaker’s nonverbal cues are his clothes, his voice quality, his wearing of a certain perfume, reek of sweat, excessive gestures, etc.


Semantic barrier Meaning of words also create problem in

listening, as meaning of words vary from person to person influenced by feelings, attitudes, prejudices and biases. Sometimes the way a speaker utters a word annoys us.


Preshrinking The average thinking capacity of a person is

up to 800 words per minute while the average speaker utters 80 to 160 words per minute. This difference sometimes make listeners deviate from the speaker’s words and they shift to something else. On the other hand people fill this gap by premature evaluation of what they are listening to. They arrive at the concluding thought quickly. This premature evaluation poses us our effective listening is impaired.


Conti----------- • Borden or lack of interest • Listener’s dislike of speaker • Desire to change rather then accept

the speaker • Tendency to make early conclusion • Intrusion of listeners’ own values or

attitude • Listener’s opinion that the speaker

lacks credibility Ways to improve listening


Effective Listening: Tips 1. It is always to listen quietly and

acknowledge that the speaker is saying either by nodding or saying, "I see."

2. Attention must be paid to the speaker's emotions and feelings.

3. It is necessary to maintain the feel of communication. Listeners must serve as a mirror to the speaker, and reflect the speaker's emotions.


Tips 4. Discussions must be limited by time, and

discussions must be separate from discussions of company plans. Additionally, the tone of discussions must not be authoritative.

5. Direct disagreements and questions must be avoided. These force the speaker to take a defensive position, leading to misunderstandings.

6. If the listener needs an elaboration on a specific statement stated by a speaker, the listener must rephrase the statement as a simple question.

7. Attention must be paid to facts - both that are presented and hidden by the speaker.


For sharing good time with me


MARUTI SUZUKI


Skyline institute of management

& technology

PRESENTATION ON MARUTI SUZUKI

Binay kumar


MARUTI SWIFT

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Logo.svg

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Swift_2092.JPG


t

• Industry Automotive

BSE: 532500NSE: MARUTIBSE SENSEX Constituent

public

Predecessor Maruti Udyog Limited

Founded 1981Headquarters New Delhi, India

Key people Shinzo Nakanishi

ceo,md

Products Automobiles

TYPETreaded as

http://en.wikipedia.org/wiki/Automotive_industry

http://en.wikipedia.org/wiki/Bombay_Stock_Exchange

http://www.bseindia.com/scripsearch/scrips.aspx?myScrip=532500

http://en.wikipedia.org/wiki/National_Stock_Exchange_of_India

http://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=MARUTI&section=7

http://en.wikipedia.org/wiki/BSE_SENSEX

http://en.wikipedia.org/wiki/New_Delhi,_India



http://en.wikipedia.org/wiki/Automobiles

http://en.wikipedia.org/wiki/File:Suzuki_Alto_2008_001.JPG


Revenue -37,522crore• Net Income -2,288 crore

Employees -6903 (2011)

Parent –Suzuki motor corporation


Maruti Udyog Limited (MUL)

MARUTI UDYOG LIMITED established in February 1981, though the actual production commenced in 1983 with the Maruti 800, based on the Suzuki Alto kei car which at the time was the only modern car available in India, its only competitors- the Hindustan Ambassador and Premier Padmini were both around 25 years out of date at that point

http://en.wikipedia.org/wiki/Suzuki_Alto

http://en.wikipedia.org/wiki/Kei_car

http://en.wikipedia.org/wiki/Kei_car

http://en.wikipedia.org/wiki/Hindustan_Ambassador

http://en.wikipedia.org/wiki/Premier_Padmini


It was the first company in India to mass-produce and sell more than a million cars. It is largely credited for having brought in an automobile revolution to India. It is the market leader in India, and on 17 September 2007, Maruti Udyog Limited was renamed as Maruti Suzuki India Limited. The company's headquarters are on Nelson Mandella Rd, New Delhi.In February 2012, the company sold its 10th million vehicle in India.

Conti………

http://en.wikipedia.org/wiki/New_Delhi

http://en.wikipedia.org/wiki/New_Delhi


Maruti Suzuki in India and Nepal's leading automobile manufacturer and the market leader in the car segment, both in terms of volume of vehicles sold and revenue earned. Until recently, 18.28% of the company was owned by the Indian government, and 54.2% by Suzuki of Japan. The BJP-led government held an initial public offering of 25% of the company in June 2003. of 10 May 2007,As of 10 may 2007 the government of India sold its complete share to Indian financial institutions and no longer has any stake in Maruti Udyog

http://en.wikipedia.org/wiki/Government_of_India

http://en.wikipedia.org/wiki/Suzuki

http://en.wikipedia.org/wiki/Japan

http://en.wikipedia.org/wiki/Initial_public_offering


Maruti Suzuki India Limited (Hindi: मारुति� सुज़ुकी (NSE: MARUTI, BSE: 532500), commonly referred to as Maruti, is a subsidiary company of Japanese automaker Suzuki Motor Corporation. It has a market share of 44.9% of the Indian passenger car market as of March 2011.Maruti Suzuki offers a complete range of cars from entry level Maruti 800 and Alto, to hatchback Ritz, A-Star, Swift, Wagon-R, Estillo and sedans DZire, SX4, in the 'C' segment Maruti Eeco, Multi Purpose vehicle Ertiga and Sports Utility vehicle Grand Vitara.

http://en.wikipedia.org/wiki/Hindi

http://en.wikipedia.org/wiki/National_Stock_Exchange_of_India

http://www.nseindia.com/marketinfo/companyinfo/companysearch.jsp?cons=MARUTI&section=7

http://en.wikipedia.org/wiki/Bombay_Stock_Exchange

http://www.bseindia.com/scripsearch/scrips.aspx?myScrip=532500

http://en.wikipedia.org/wiki/Automaker

http://en.wikipedia.org/wiki/Suzuki

http://en.wikipedia.org/wiki/Maruti_800

http://en.wikipedia.org/wiki/Maruti_Alto

http://en.wikipedia.org/wiki/Maruti_Ritz

http://en.wikipedia.org/wiki/Suzuki_Alto

http://en.wikipedia.org/wiki/Maruti_Swift

http://en.wikipedia.org/wiki/Maruti_Wagon-R

http://en.wikipedia.org/w/index.php?title=Maruti_Estillo&action=edit&redlink=1

http://en.wikipedia.org/w/index.php?title=Maruti_DZire&action=edit&redlink=1

http://en.wikipedia.org/wiki/Maruti_SX4

http://en.wikipedia.org/wiki/Maruti_Eeco

http://en.wikipedia.org/wiki/Maruti_Ertiga

http://en.wikipedia.org/wiki/Maruti_Grand_Vitara


• — Jagdish Khattar, Managing director of Maruti Udyog Limited in a press conference announcing the launch of Maruti Finance on 7 January 2002


• Maruti Finance• To promote its bottom line growth, Maruti

Suzuki launched Maruti Finance in January 2002. Prior to the start of this service Maruti Suzuki had started two joint ventures Citicorp Maruti and Maruti Countrywide with Citi Group and GE Countrywide respectively to assist its client in securing loan.[51] Maruti Suzuki tied up with ABN Amro Bank, HDFC Bank, ICICI Limited, Kotak Mahindra, Standard Chartered Bank, and Sundaram

http://en.wikipedia.org/wiki/Maruti_Suzuki


• Maruti Insurance• Launched in 2002 Maruti Suzuki provides

vehicle insurance to its customers with the help of the National Insurance Company, Bajaj Allianz, New India Assurance and Royal Sundaram.


• Sales and service network• As of 31 March 2011 Maruti Suzuki has 933

dealerships across 666 towns and cities in all states and union territories of India. It has 2,946 service stations (inclusive of dealer workshops and Maruti Authorized Service Stations) in 1,395 towns and cities throughout India.[46] It has 30 Express Service Stations on 30 National Highways across 1,314 cities in India.

http://en.wikipedia.org/wiki/States_of_India

http://en.wikipedia.org/wiki/Union_Territory

http://en.wikipedia.org/wiki/Maruti_Suzuki

http://en.wikipedia.org/wiki/National_Highway_(India)


Awards and recognitionThe Brand Trust Report published by Trust Research Advisory has ranked Maruti Suzuki in the seventh position in 2011 and the sixth position in 2012 among the brands researched in India.Bluebytes News, a news research agency, rated Maruti Suzuki as India's Most Reputed Car Company in their Reputation Benchmark Study conducted for the Auto (Cars) Sector which launched in April 2012.

http://en.wikipedia.org/wiki/The_Brand_Trust_Report

http://en.wikipedia.org/wiki/File:To_Munsiyari_on_a_Maruti,_Uttarakhand.jpg

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Alto.jpg

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Swift_2092.JPG

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Zen_Estilo.jpg

http://en.wikipedia.org/wiki/File:Suzuki_SX4_Sport.jpg

http://en.wikipedia.org/wiki/File:Maruti_Suzuki_Swift_Dzire.jpg

http://en.wikipedia.org/wiki/File:2007_Suzuki_Splash_01.jpg


THANK YOU

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. NoidaDABUR


INTRODUCTION : (Dabur India Ltd.)

Dabur (Dabur India Ltd.) (Devanagari: डाबर) derived from Daktar Burman) is India's largest Ayurvedic medicine manufacturer.

The Dabur began with a small, but visionary endeavour by Dr. S. K. Burman, a physician tucked away in Bengal.

He has set up Dabur in 1884 to produce and dispense Ayurvedic medicines. ide mass of people who had no access to proper treatment.

Dr. S. K. Burman's commitment and ceaseless efforts resulted in the company growing from a fledgling medicine manufacturer in a small Calcutta house, to a household name that at once evokes trust and reliability.

http://en.wikipedia.org/wiki/Devanagari


http://en.wikipedia.org/wiki/Ayurveda


Cont------------- His mission was to provide effective and

affordable cure for ordinary people in far-flung villages.

With missionary zeal and fervour, Dr. Burman undertook the task of preparing natural cures for the killer diseases of those days, like cholera, malaria and plague.Soon the news of his medicines traveled, and he came to be known as the trusted 'Daktar' or Doctor who came up with effective cures.

That is how his venture Dabur got its name - derived from the Devanagri rendition of Daktar Burman


Conti---------------

Celebrate LifeType Public (NSE, BSE)Industry Health Care, FoodFounded 1884Founder(s) Dr. S K Burman

HeadquartersDabur Tower, Kaushambi, Sahibabad, Ghaziabad - 201010 (UP), India


Glimps---------------

Area served Worldwide

Key people

Dr. Anand BurmanChairmanMr. Amit BurmanVice-ChairmanMr. Sunil DuggalCEO

ProductsDabur Amla, Dabur Chyawanprash, Vatika, Hajmola & Real


Revenue (INR) 5283 Crore (US$1 Billion) (2011-2012)

Net income (INR) 1475 Crore (2008-09)Total assets (INR) 1559 crore (2008-09)Employees 3000 (Approx.) [1]

Divisions

Dabur Nepal Pvt Ltd (Nepal),Dabur Egypt Ltd (Egypt),Asian Consumer Care (Bangladesh),Asian Consumer Care (Pakistan),African Consumer Care (Nigeria),Naturelle LLC (Ras Al Khaimah-UAE),Weikfield International (UAE), andJaquline Inc. (USA).


Product Brands Ambassador:-Dabur signs Priyanka Chopra as the brand

ambassador for hair oil.Mumbai: FMCG firm Dabur India today said it has roped in Bollywood actor Priyanka Chopra as the brand ambassador for its new look Dabur Amla Hair Oil. Dabur Amla Hair Oil’s new identity now has Priyanka Chopra’s face on the front label, making this over 60-year-old brand more contemporary and relevant in consonance with today’s lifestyle


Current Market share Dabur Chyawanprash ( DCP) is a heritage brand which came into existence in the year 1949.The brand is now ruling the market with a market share of around 60 - 70 %. The total Chyawanprash market is estimated to be around Rs 300 crore ( AC Neilsen Retail Audit 2006-07).Opportunity Chyawanprash is popular as a kid's health tonic. Parents used to rely on this product for their kids especially if the kids are between 6-16. Because the tweens are usually hyperactive

and lessinclined to taking foods. Hence Chyawanprash offered a solution to the worried parents. The ayurvedic tag also alleviated worries of side-effects DCP although was ruling the market faced the issue of stagnation.


THANKS


REFRESHMENT BREAK

(20 MINUTE)


Resume writing Resume writing is an art of presentation

of your skills. Resume plays a vital role in your

selection for a job. Resume creates a critical contact

between interviewee and interviewer. It decides to go or not to go in next step

of selection.


Difference between resume and C.V

A resume is just a brief summary of the educational qualifications and experience of the candidate

A Curriculum Vitae is more detailed and has information relevant to the requirement of a particular jobs.

Resume C.V


The three main strategy of c.v writing

1. Reveals those personality traits that align with the organizations values.

2. Convince the potentials employer of right fitment to the openings

3. Shows the benefits the candidate will bring into the employer.


1.Reveals those personality traits that align with the organizations values.

Value necessary for any organizations—1. Ethics2. Compliance to policies and procedures3. Respect for others4. Strict adherence to financial norms5. Full compliance to legal norms of the company and

country6. Support for diversity7. Teamwork and interpersonal skills8. Fairness and lack of bias9. Flexibility


2.Convince the potentials employer of right fitment to the openings

Hard skills Personality and soft skills Teamwork Driving change and getting things done Internal vs external orientations Action oriented-(use of actions verbs add

force and luster ) in your CV. Convince that candidate has significant

achievement.


Shows the benefits the candidate will bring into the employer.

This can be done by— Doing a self assessment. Researching the company.


Researching the company. Understand the following aspect of the

company.1. The core business of the company2. Its customer/product/services3. Its recent financials status4. Strategic focus5. Planned areas of investments6. Company SWOT analysis etc.


Your CV must reflect “why you are right person for the job”


A favorable first impression: career objective in C.V

It should have the following attributes-1. It should state the industry for which

you intend to pursue your career2. Specificity to the purpose.3. It should have strong correlations with

the focus of the company or the work group.

4. It needs to be crisp not to be verbose.


For a fresher's resume

Academic consistency of result showing ( % or grade)

Academic achievement other than curriculum.


Few tips for resume writing Eliminate all irrelevant points that do not

speak for you. State your skills achievement from the

employers point of view. Show a balance of strength and

weakness Mentions the reference. Don’t brag /put false statement / or copy

the others.


General contents for experience C.V

Name Address Email Phone no Career objective Core strength Professional

experience Domain competencies

and skills

Publications/conferences/workshop/invited talk

Leadership of industry/professional organizations

Extra-curicullar activities Educations /honors

/awards Date Locations signature


General contents for Fresher's C.V Name Address Email Phone no Career objective Strength Education Project

Trainings Domain skills Achievements Hobbies Personal details Date Locations signature


For sharing good time with me


GROUP DISCUSSION

www.managementstudyguide.com

Group Discussion Strategies


Do’s & Don’ts of Group Discussion

Process of Group Discussion

Preparing for Group Discussion

Evaluation Criteria of Group Discussion

1

2

3

4

5

6

7

Learning Objectives

What is a Group Discussion

Types of Group Discussion

Importance of Group Discussion

FAQs on Group Discussion8


It is a technique or a method used for screening candidates as well as testing their potential.

It is used as a tool to assess candidates in a group at one go in order to select the best in comparative perspective.

It is also called leaderless discussion as it aims to find out the natural leadership level of candidates.

What is Group

Discussion?

It is essentially a verbal -oriented performance where participants have to talk their way out.

What is Group Discussion?


Group Discussion Vs Public Speaking

Group Discussion• Many-to-many situation• Not a solo performance

• Apart from individual views, views of entire group matter

• All the members of the group participate & one has to listen to

the views of other members.

Public Speaking• One-to-many communication situations• Solo performances• Individual views matter• Speaker can take a particular position on the topic and speak accordingly


1Group discussion has become an inevitable part of recruitment process. It measures certain attributes of candidates that are otherwise difficult to identify & time consuming to assess.

Recruitment

2Group Discussions are an important part of the short-listing process for admission to B-Schools as working with groups is one of the most important parameter of success as a manager.

Admission to B-Schools

A number of people who can communicate their ideas

well and discuss effectively with others in a one-on-one situation become tongue-tied in a group situation. A

Group Discussion will identify people who have

such group communication skills and people who do not

possess such group communication skills.




It helps understand a subject more deeply and improves ability to think critically.

More often than not, it helps the group reach a decision and solve a particular problem.

It helps participants gain confidence by being vocal about their thoughts / opinions.

It improves listening skills and also gives a chance to listen other participants’ view points.



3. Group Tasks

1.Topic Based

2.Case Studies


Group Tasks

Case Studies

Topic Based • Based on specific topics• Could be Factual, Controversial, or Abstract topics• Normally used during recruitment process in organizations

• Tries to simulate a real-life situation with an objective to get you to think about the situation from various angles. • Information about the situation is given and participants are asked as a group to resolve the situation. There are no incorrect answers / perfect solutions. • This type of GDs are normally used by management institutes.

• These are an extension of case studies where specific objectives are to be achieved as a group.




Topic Based Group

Discussions

Abstract TopicsControversial

Topics

Factual Topics


Abstract Topics

Controversial Topics

Factual Topics

• Are about practical things, which an ordinary person is aware of. • Typically these are socio-economic topics which may have been in the news lately, or could be unbound by time. • Gives a candidate a chance to prove that he is aware of his environment.• E.g. The Education Policy of India, Tourism in India, LokPal Bill

• Are argumentative in nature and are meant to generate controversy. • Noise level is usually high, there may be tempers flying. • Objective is to see how much maturity the candidate displays by keeping his temper in check, by rationally and logically arguing his point of view without getting personal and emotional.• E.g. Reservations should be removed, Women make better managers

• Are about intangible things. • Usually not given often for discussion, but their possibility cannot be ruled out. • Objective is to test your lateral thinking and creativity.• E.g. A is an alphabet, Twinkle twinkle little star, The number 10



8-10 students are taken as a group, though in some cases, up to 16 people may be included in a group. The GD lasts for 10-15 minutes.

1 2

For a topic-based GD, 2-3 minutes of thinking time may be given; though the group is often told to start right away. For case studies, however, about 15 minutes is given.

3 4

Candidates may be seated in a circle or in a rectangular arrangement, with/out a table. Seating arrangements may be prefixed.

5

Discussion may be stopped at the set time / even earlier. Conclusion may be asked for. A written / oral summary may be asked for at the end from each candidate.

Process of Group Discussion

Evaluation is done by experts, usually professors from B-School. These people are experts and observe all details, even if the GD is chaotic.Pawan Kumar Tripathi Asst.

Professor (HR) skyline Group of institutions Gr. Noida


Crea

tivity

It includes giving direction to the group in terms of content.

It includes ability to convince other participants without being aggressive.

Personality

Pers

uasio

n Sk

ills

It includes smartness, cheerfulness, enthusiasm, attitude, and confidence

It includes nterpersonal skills, body language, aggressive / assertive communication

It includes subject matter, relevance, and depth

Analytical Skills Leadership

Knowledge

Comm

unication Skills

It includes thinking logically and rationally.

It includes thinking out of the box

Evaluation Criteria for Group Discussion


Evaluation Criteria for Group Discussion

LeadershipLeadershipEvaluators evaluate on basis of who initiates the discussion, allows others to express their views & channels discussion to a probable decision.

Content Communication Skills

Communication SkillsBesides listening, evaluators observe your ability to express ideas clearly & concisely, build on others' points, sum up the discussion made by the entire group.

Group Dynamics

ContentCombination of knowledge & ability to create logical arguments on the basis of that knowledge.

Group DynamicsThe evaluators observe participants' willingness to listen & discuss various points, ability to appreciate good points made by others, ability to disagree politely & summarize.


Preparing For Group Discussion

“I couldn’t start”.“I couldn’t finish”.

Nobody let me speak”.

“I didn’t understand the topic”.

“Someone else dominated the GD”.

“Someone got sarcastic”.

Have you heard yourself saying this post participating in a Group Discussion?

Here is how you can better prepare for Group Discussions…



2

3

1. Content• Develop subject knowledge on current affairs, general awareness & business trends.• Structure arguments [for & against] on selected topics, considering both sides to the argument.• Plan for short and crisp points.

1


1

2

3

Display Behavioral Traits• Leadership trait by showing direction to the group whenever group moves away from the topic, coordinate the effort of participants.• Assertiveness is displayed when you put your point to group in a very positive & confident manner.• Listening skills can be displayed by striking a proper balance between expressing your ideas & imbibing suggestons.• Creativity is reflected when you put across a new idea, such that it is discussed at length by the group.



1

2

3

Practice• GD skills cannot be learned from books. Get into practice groups.• Get skilled people to observe and give feedback. • Spend a lot of time analysing each GD performance. Plan specific improvements



We hear discussions in the college canteen, in the train, at the bus stop, during a meeting or anywhere where people come together.Before starting a Group Discussion let’s remember to ask ourselves:

Can we disagree without being disagreeable?

Can we be assertive without being aggressive?

Can we listen and not just speak?

Can we be analytical without being critical?



Group Discussion - Do’s

Be alert Listen attentively and take notes Non verbal Communication

-Depth/tone of voice-Facial expression, gestures and posture

Verbal Communication -Clearly-Correctly-Confidently

Be polite Be a team player

-Leadership traits-Ability to steer the discussion-Motivate/encourage participation

Maintain eye contact Speak only when you have

something to contribute Be flexible


Group Discussion - Don'ts

Don’t be arrogant, disrespectful, condescending, dismissive, prudish, etc

Don’t monopolize/Dominate the discussion

Don’t interrupt Don’t boast Don’t lose temper/get

emotional Don’t indulge in peer

discussion


The responsibility of the first speaker- Don’t rush to be the first speaker unless you know the topic very well- If you take on the role of initiator, you should introduce the topic clearly and provide multiple views and arguments to carry the discussion forward- Follow through during the entire discussion is equally important

Initiating a GD


Group employers mindset

Through the medium of a Group Discussion, prospective employers hope to gain insight into a number of characteristic traits of the candidates, that are vital for working in a team and effectively executing tasks in the professional world, and make the right selection.

A few important Do’s and Don’ts are discussed here to help candidates prepare themselves.


Group Discussion Situations

In the following slides we shall look at some situations where candidates interact in a group discussion and present various personality traits for the selection panel to study and evaluate


SITUATION 1Picture this situation where one person in the group tries to dominate another.

ANURADHA: I don’t think Global Warming is going to kill us all. Those who create rumours, always try to exaggerate the facts. Even in the past predictions have been made about the end of life on this very earth. And what can you do to tackle global warming? Can you stop moving in cars, flying in planes, running industries, using mobiles, air conditioners and all that we cannot survive without? (Looks at a participant sitting on her left and adds) I don’t think what you are saying is practical. I don’t think we need to create such a fuss about global warming.

Look how the same argument can be said in a better way:

SURBHI: Recently, I read an editorial in The Times of India that global warming may not be as disastrous as it is projected to be. The author had also quoted instances when such predictions were made in the past about bigger disasters but nothing of that sort happened. That, of course, is one point of view. There are others who have a completely different opinion. Therefore, we simply cannot brush aside all this concern in a whiff of over-confidence. I think we need to carefully analyse how drastically we have to change our life-style in order to be able to live up to the demanding adjustments and sacrifices if at all we have to stem the tide.


SITUATION 2

Look how the participant in this situation loses her cool and reacts to her co-participant’s attitude:

AMIT: (with a smirk on his face) You know, I agree with all this women’s liberation thing but you see sometimes, women take this liberation thing a little too seriously. I mean, a baby needs her mother more than her father. So, a woman will have to compromise and may be even give up her job after she has a baby. Men can’t give up their jobs and sit at home and take care of babies… it doesn’t help.

A participant is shown to be responding by saying this in an intensely emotional and angry tone. She looks very agitated and is seething with anger.

PRIYA: You are such a chauvinist (narrows her eyes while saying this). You think children are only the responsibility of the mother and not the father? Tell me, what is wrong if men sit at home and look after babies? You think a woman’s professional career is not important to her. What if she too wants to become rich, famous and important in life? Why should she alone put a break in her career because of the baby?


SITUATION 3

A heated discussion is going on amongst 6 participants:

PRIYANKA: Friends, I think India should develop nuclear weapons. All other developed nations have nuclear weapons, why should we be left behind. Jaideep is shown to be saying very softly after participant 5 has finished…

JAIDEEP: I think we should…. Surbhi cuts in and very vehemently says:

SURBHI: No, I don’t agree. Like I was saying earlier nuclear weapons should be banned. That is the best solution. At this point Anuradha who is concerned that Jaideep had not been allowed to speak says:

ANURADHA: Friends, I feel all of us are keen to know what our friend here (extending her hand, palm facing up towards Jaideep), has to say on this issue. Everybody turns to look at Jaideep who then looks gratefully at Anuradha and begins to say his point of view.


Summing up the discussion- should be an active participant during the discussion- should have been an active listener who took notes capturing the key- points made by the participants—including positions of agreement and disagreement- the conclusion should be a logical one and represent the views articulated by the group- ability to get the buy-in of all members to summarize the group’s views- crisp and succinct communication skills with high degree of clarity

Concluding a GD


Now time to asses your fault

While you at group discussion


GD 1


GD 2


GD 3


GD 4


Do’s Respect the contribution of other speakers. Speak pleasantly. Listen well to the ideas of other speakers; you will learn something. Learn to disagree politely. Respect that others have differing views. Think about your contribution before you speak. Try to stick to the discussion topic. Your body language should be `open' & friendly. Agree & acknowledge anything interesting. Stay with the topic. If the discussion does waiver, bring it back on topic by saying `that's an interesting point, can we come back to that later? Try to speak clearly. Don't whisper.

Don’tsх Don't take offence if a person disagrees with you. х Don't ridicule the contribution of others by using comments like `that's stupid', that's ridiculous, or `you're wrong'.х Don't try to intimidate another speaker.х Don't use a loud or angry tone. Others will not want to listen to you if you are being aggressive. х Don't use aggressive gestures like finger-pointing and table-thumping.х Try not to dominate the discussion. Confident speakers should allow others a chance to speak.х Avoid drawing too much on personal experience.х Don't interrupt or talk over another speaker. Listening to others earns you the right to be heard.


Be prepared with some of the topics.

Keep yourself updated on

current affairs.

Listen to the given topic carefully.

Structure your points on the

sheet provided.

Try to remember the names of the

participants in the GD, when you are

targeting individuals

address them with the names.

Be assertive not dominating; try to maintain a balanced tone

in your discussion and

analysis.

Summarize the

discussion if the group has not

reached a conclusion.


Initiate the GD: Initiate GD only

when you understood the topic clearly &

have some knowledge.

Allow others to speak:

Do not interrupt anyone while

speaking even if you don’t agree

with his/her. Wait for your chance.

Positive attitude: Be confident. Do not

try to dominate anyone. Keep positive body

language. Show interest in discussion.

Speak clearly: Use simple words while speaking.

Don’t be too aggressive if you are disagreeing with someone.

Formal dressing: No fancy and funny

dressing. You should be

comfortable while speaking in group.


Some Myths about Group Discussion

• You should speak more (No!)• You should dominate the discussion (No!)• You should project yourself in style (No!)• You should speak in favor of topic (No!)• You should make others agree to your

point (No!)

FAQs on Group Discussion

Don't ever make the mistake of addressing the panel members while the GD is on. The GD is between you and the other members, not the panel members. You must avoid even looking at the panel members while the GD is in progress. Just ignore their existence.

Should I address the panel or the group members?

It could be semi-circular, or circular, or seating alongside a rectangular table, depending upon the venue. It is best not to bother about trivial issues like this, which you have no control over.

What is the seating arrangement like?

Is there time given for preparation after the topic is given and before starting the GD?

Usually some time (2-5 minutes) is given to collect one's thoughts, but there could be instances when this does not happen, so it is best not to bank on this.


You would not be looked upon favorably if you kept speaking all the time and did not listen to anyone else. Contrary to the misconception, the person who talks the most is not necessarily the one who is judged the best. The quality and not the quantity of your contribution counts.

Suppose I have a lot to say on the topic, should I say all of it?

Do not directly put someone who is consistently silent on the spot by asking him / her to speak up. But If someone has been trying to speak and has a good point but is cut off constantly, you may encourage him / her to continue with her point.

Should I encourage others to speak up?

How should I address the other group members?

If you are initiating the discussion, you could do so by collectively addressing the group as "Friends". Subsequently, you could use names (if the group has had a round of self-introduction prior to starting the discussion and you remember the names) or use pronouns like "he" / "she.


If participants are asked to sit in a circle or a semi circle, one position is as good as another. But if you are asked to sit on either side of a rectangular table, then choose a position as close to the centre as possible.

Is there any particular seating arrangement, which is favorable to the participants?

No. You should not. Leadership in a GD is established implicitly through one's performance in a GD.

Should we begin the GD by appointing a leader amongst ourselves?

Are the group members supposed to keep track of the time or will the panel keep track?

It would be good if you are conscious of the time, but not to the point of getting so distracted looking at your watch that you do not contribute to the discussion.


If you have to use technical terms, do not use abbreviations. After mentioning the term in full, explain to the group what it means. It is quite likely that other participants of the group have a different academic background than you. Make sure you are all on a level playing field.

Can I use technical terms or jargon, which is clear to me, but not to the group?

It is not likely that you will get a chance to ask for such permission. It may also go against you (as appearing weak on your part).

Do I begin my participation by requesting the group's permission to do so?

If I feel strongly about an issue, should I voice my feelings?

It is important to be cool and emotionally objective in a GD. If you react emotionally you are likely to lose control over yourself during the group discussion. Be calm and logical, not emotional in a GD.


You could try the following strategy:• Identify most powerful speaker in the group, and note down the points that he/she is making.• The moment the noise level reduces, enter supporting the powerful speaker.

How do I participate when the noise level is too high?

You certainly do. Insensitivity to others displays a lack of maturity and viciousness. It will act against your favor.

Do I have to be cautious about participants' feelings (on sensitive issues like religion, caste etc)?

What is the right time to enter a GD to ensure that I am heard properly?In any GD, there are crests & troughs during the discussion. Crest - when the noise level is at its peak. Trough - when there is almost total silence. Ideally, you should enter the GD during the trough period. But in competitive GDs, crests occur often and troughs may not occur at all. In such cases, enter the GD irrespective of the noise level provided you have a point to make.


Command over English is certainly advantageous but will not compensate for lack of good content. If your content is good, then even if your English might not be great, you must speak it out, rather than be inhibited by lack of good English. You will get credit for soundness of ideas.

How critical is my fluency in English to my performance?

Use of examples is helpful in elaborating your point, and helping others understand your idea better. But remember to keep it short and simple because in a competitive GD nobody has the patience to listen to long, drawn out examples.

How necessary is it to use examples for illustrating an idea?

Is it beneficial to be the first speaker in a group discussion?Being the first speaker is a high risk, high return strategy. If you can make a good opening statement, which is relevant and sets the tone for the GD, it will go in your favor. However if you speak for the sake of speaking, not really having anything pertinent to say, it will be remembered and will go against you.


Depends on the situation. In a GD that is fairly relaxed, it may be acceptable. But in a competitive situation, where the participants are tensed up, your attempts at humour may fall flat.

Is it good to be humorous in a GD?

To avoid such situation, speak up in the first 4-5 minutes of the GD, else you have two choices:• Agree with the point made by that person and add to it to broaden the scope of the argument.• Drop the point and think of fresh points.

What do I do if someone else has already said what I wanted to say?

How much or for how long should I participate?

In a 20 minute GD with 10-12 participants, try and participate at least 4 times with each entry lasting at least 25-30 seconds. You could participate more depending on your comfort level and the need for participation.


There is a very thin line between aggression and assertiveness. You should always aim to sound assertive and not stubborn.

What level of aggression is seen acceptable?

You may be asked about other participant’s response / views. Therefore it helps to be alert all through the GD.

Will I be quizzed about my (or others) participation in the GD?

How is aggression taken and measured in a GD?

The moment you notice people reacting to you negatively or strongly, you may take it that you are being too aggressive. The degree of the reaction is the measure of your aggression.


Depends on how it is done. If you openly request someone to speak, you may be putting the other person in a difficult spot. It is better to use other means of motivation, such as agreeing with a halting speaker, adding on to their points, supporting and giving them direction.

Is motivating other people in the group to speak looked upon favorably?

This may happen if the GD becomes too noisy and if the level of discussion deteriorates abysmally.

Can the moderator to stop or cut short the GD much before the stipulated time is over?

Is it true that the GD is used more as an elimination technique rather than as a selection tool?

Depends on the institute. In most premier institutes/companies it is used as a selection tool, not as an elimination technique.


It is alright to ask questions for the purpose of clarification but not for the purpose of playing the devil's advocate and proving them wrong. By playing the devil's advocate you hamper the flow of the GD. The pointed questions unsettle the other participant.

Is it all right to ask pointed questions to other participants during a GD?

By all means you can. It would demonstrate your creativity and originality. Just make sure it is relevant to the topic.

Are we expected to stick to a line of thought or can we come up with something radical?

Can I be aggressive with a lady participant?

A GD is not the place to demonstrate chivalry (gallantry). Being rude to any participant [male or female] is downright unacceptable. You need not extend any special privileges to a lady.


No. Topics are usually general in nature to give a level playing field to everyone.

Is voting an acceptable method of reaching a consensus?

No. Topics are usually general in nature to give a level playing field to everyone.

Are the topics decided on the basis of the academic background of the participant?

Is an end-summary absolutely essential?

No. If the group has not reached a conclusion, then it would be good if someone puts the whole discussion into perspective by summarizing. But if there isn't sufficient time, a summary may be avoided.


You can interrupt in any of the following ways:• "Excuse me, but I feel that what you are saying isn't universally true ...“• "Yes, I agree with your idea, and I would like to add on to it …”

What are the acceptable ways of interrupting somebody else, so that I may make my point?

The group should brainstorm for about two minutes and narrow down the list of topics to 3-4. After this the group should prioritize them based on the comfort level and ease of discussion of the topics.

How should a group select a topic if asked to?

What do I do if one member is very stubborn and aggressive?You could use any of the following methods:• Ignore him and address the other members of the group.• Be assertive and tell him that his argument is faulty.• Point out to him that his point is well taken and that the group must progress further.


BODY LANGUAGE

Pawan Kumar Tripathi Asst. Professor (HR) skyline Group of institutions Gr. NoidaWhat is Body Language?

Body language is a form of non-verbal communication, which is expressed through body posture, gestures, facial expressions, and eye movements. To understand and inculcate good body language one must be aware of the various emotions displayed by the body in response to various situations.


Emotions displayed by the body

Emotions

AggressiveSubmissiveAttentive

Nervous

Upset

BoredRelaxed

Power

Defensive


Aggressiveness

Characterized by the following traits:

Tightened jaws Stiff facial muscles A sombre face Straight staring eyes Thumping on a table Raised voice Animated gestures


Aggressiveness (analysis)

Aggressive behaviour is an undesirable characteristic especially in professional settings such as interviews and group discussions

Controlled aggression is a useful tool to cultivate and execute in team meetings, negotiations, etc.


Submissiveness


Head down Slack jawed Frequent nods of agreement Poor eye contact Constricted body posture


Submissiveness (analysis)

Submissiveness is also a negative emotion and should be avoided in all situations.

The more desirable characteristic of being flexible should be cultivated and practiced.


Attentiveness


Looking straight at the speaker Mild nods of head at periodic

intervals Chin and body slightly bent forward

towards the speaker


Attentiveness (analysis)

This is a crucial attribute and should be developed consciously.

Attentiveness in interviews, meetings, and discussions with superiors is appreciated and goes a long way in creating a favourable impression


Nervousness

Characterized by the following traits: Visible lack of confidence

-unsteady voice-avoiding eye contact-head bent down

Being restless or fidgety Biting of nails or gripping the chair tightly


Nervousness (analysis)

Nervousness should be avoided in all situations. Nervousness shows lack of confidence and

preparation. It is thus important to identify one’s abilities and

cultivate them as strengths. Practicing on your hand and body movements,

voice, diction, etc, will help you to be more confident in an interview or while giving a presentation


Upset


Tightened jaws Deliberate frown on the forehead Prolonged disapproving nods Walking impatiently at the back or side of

the room, with head down facing the ground, and annoyed face

Eyes closed occasionally Not having eye contact with others or having

a very cold stare Unstable or losing control over emotions (e.g.,

voice shaking, out-of control gestures)


Upset (analysis)

Losing control of one’s emotions, especially in a professional situation is always undesirable.

This is one attribute that is tested during a stress interview and the ability to remain calm under duress is a valuable asset.


Boredom


Prolonged or frequent yawns Eyes shut for a long duration Looking around aimlessly Checking watch/mobile phone Blank stares Body bent back to a significant degree


Boredom (analysis)

Boredom is another negative characteristic that quickly creates a poor impression on an interviewer.

One should concentrate on the task at hand and develop an interest by taking notes and coming up with logical questions.


Relaxed

head straight, chest upright and balanced body

no folds or frown on the forehead easy and quiet breathing arms hanging loosely or confidently placed

in the pocket gentle smile showing on the face calm eyes



Relaxed (analysis)

This is a positive trait and creates a favourable impression on the interviewer or supervisor.

It conveys confidence and the ability to handle a task effectively

Relaxedness should however not be misconstrued as lack of interest or inattentiveness


Power

outstretched arms while doing a handshake to disallow the other person from coming too close or having a firm grip

confident look (accompanying a firm and deep voice)

evaluative looks and demeanor (questioning speakers)



Power (analysis)

This is an important personality trait and one should be aware of one’s power to influence.

However, it is easy to get carried away and misuse power. Judicious and subtle use of power is accepted and appreciated in professional setups.


Defensive


Tightly folded arms Crossed legs Frown on the face Showing nervousness (while giving excuses)


Defensive (analysis)

Defensiveness is a negative emotion and should be avoided

It generally arises out of a sense of insecurity and being overly sensitive, both of which are negative emotions.


Zone of distance in professional settings

Always careful for zone of distance when you are in

professional settings


Body language exhibited during different professional interactions


InterviewDesirable Body language—

1. Politely looking at panel2. Sitting only when signals to do so3. Sitting with a straight posture4. Arms resting comfortably on legs5. Direct eye contact6. Concentration as effective listening7. Responding with conviction through eye

contact with entire panel.


Interviewundesirable Body language—

Entering the room hesitantly Lack of eye contact Distracting mannerism as scratching

head, shaking legs biting nails. Elbows or arm on the table Chin down or raised Folded arms Slouching posture


Manager discussion with a subordinate employeeDesirable Body language of manager— Professional attire Demeanor indicating interest and

attention Respectful posture towards employee Eye contact with employee Leaning slightly forward Listening with talking


Manager discussion with a subordinate employee undesirable Body language of manager—

Casual attire Disinterested/distracted expression Wandering eye across the room Talking more than listening Interrupting employee often Playing with phone or table contents Allowing external interruptions


Presentations to a large audienceDesirable Body language —

Eye contact with audience, up and down, left and right to the room.

Effective use of hand and presentations audio-visual adds

Standing at the center of the stage. visible to the audience

Head held high-confident and straight postures.


Presentations to a large audienceundesirable Body language —

Folded hands Looking at only one person one section

of the audience Standing still at the podium Looking at the slides and not the

audience. Head down, nervous demeanour.


Group discussionDesirable Body language —

Eye contact with the group members Appear very interested in the comments

made by each person through the listening posture.

By standings, or by commanding voice and contents, establishes control of the group.

Seek out the view of the group members by promptings hands gestures

Proper attire to gain respect.


Group discussionUndesirable Body language —

Eye contact with one individuals Appear disinterested when others are

speaking. Allowing the discussion to drift.


JOB INTERVIEW


Job Interview

Job interviews are the gateway to the world of business. A candidate, especially one who is appearing for the first time, should be equipped with the knowledge and confidence to tackle interviews successfully. Soft skills play a very big role in helping interviewers in making an informed decision regarding the suitability of a candidate

A few important Do’s and Don’ts are discussed here to help candidates prepare themselves.


Job Interview - Do’s Do your groundwork

-Prepare your resume-Collect relevant documents-Gather information about the company

Dress appropriately Be polite Appear confident and remain calm Wish good morning when you enter and

thank before leaving Be clear in your thoughts and answer

with good articulation and vocabulary Prepare answers to standard questions

such as:-Tell us about yourself-What are your strengths and weaknesses-What can you offer our company


Job Interview - Don'ts

Don’t be late Don’t be inarticulate/give

monosyllabic answers Don’t lie or showoff Don’t display

nervousness/fidgeting Don’t talk about irrelevant

topics Don’t blame or disparage

people


Job Interview Situations

We shall take a look at some situations where candidates give appropriate answers to interview questions. Please note that there may be several possible ways of answering these and other questions. Candidates will be well advised to concentrate on their strengths rather than try to impress the interviewers with false/insufficient knowledge.


Situation 1

Sheeba: Good morning, please introduce yourself to the panel.

Arti: I am Arti Nair. I have completed my B.Tech from IIT Delhi. My parents are working professionals and I have been brought up in Delhi. During the last year of college, I participated in various extra-curricular activities and was the placement secretary in college. I have been a diligent student, and have maintained a high percentage and rank all through. My favorite subjects are Electronics and 3G technology.


Situation 2

Arindam: Why do you think we should hire you?

Suneela: Sir, over the last one year, I have had the opportunity to enhance my skills that are directly related to the job in question. During my internship at Wintel Corporation last summer, I developed a corporate program code for the entire operations of the Manufacturing unit and my work was well appreciated by the Project Manager.


Situation 3

Sheeba: What are your strengths and weaknesses?

Kiran: My biggest strengths are my perseverance and integrity. During my engineering preparation, it was my aim to get into the best college. In my first attempt, I could not get through any of the IIT’s. However, I did not lose hope, but dropped a year, worked part time, and reappeared in the IIT JEE. Finally, my efforts bore fruit and I got through IIT Delhi.My weakness, as I perceive it, is that I am quite shy, and take quite a while to open up and mix with people.


Telephone / Video Interviews

Be careful of your body language during a video conference. Concentrate on the conversation

Guard against being informal Your confidence should travel

over the phone or video Answers should be well

thought out, precise, and communicated clearly

All distractions such as television, radio, mobile phones, etc should be switched off


See the videos and asses your body language Exhibited in interview


Suggested readings Book---- “Personality development and soft skills” Barun kumar Mitra Oxford university press new delhi


Wanted to become smart


Essentials of a professional Motivations is the core of your life. Confidence is your ornament. Knowledge is a guide for you. Positivity is the soul for you. Hope is the rope for you. Your human approach turn all others

towards you.


Identity of a professionals Stressed Depressed But again-----------------


------------------------------Well dressed


Motivational slides


For sharing good time with us