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RATNAGIRI 2

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SubhanAllah.

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سبحان اللہ

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Monday 1 December 2014

A typical job interview is a conversation between two liars: Fernandez-Araoz

A typical job interview is a conversation between two liars: Fernandez-Araoz


An expert on hiring at Egon Zehnder, Claudio Fernandez-Araoz says looking at potential is essential R. Sukumar

New Delhi: Claudio Fernandez-Araoz, global expert on hiring at executive search firm Egon Zehnder, has interviewed more than 20,000 executives in more than 40 countries. The author of books like It’s not the How or the What but the Who, Great People Decisions, Hiring Without Firing, and How to Hang on to your High Potentials, he is a frequent lecturer at Harvard Business School. In an interview with Mint, he speaks about succession planning and leadership assessment. Edited excerpts:



You must have hired a lot of people. How many?
I would have interviewed 20,000 people and hired about 400. That translates to nearly four interviews per day over 20 years. The more I interview, the more cautious I get to complement my interviews with reference checking, because even after 20,000 interviews, I still trust more in what people working close to the candidate can tell me about the person.

What can we learn from this?
A typical interview is a conversation between two liars. The hirer will tell the candidate that come and join us in paradise...it is a spectacular place, look at the integrity...we change the world, society... And the candidate who is desperate to get the job would say that the day I join you it will be like walking in paradise. A lot of people ask questions in an interview which are absolutely useless. A typical question is: tell me about your strengths and weaknesses. What would you expect from a question like that? It is like a glorified lie where you show something that you hope the other person will interpret it as a strength which you tried to disguise as a weakness. The right interviews are interviews where you really focus on what needs to be done and you check that the person in the past has been able to do something similar that requires similar skills under similar circumstances. For example, if you are looking for a project manager that needs to work on a strict deadline and a very strict budget, then you should ask the person if he has been in a situation where he had to manage a situation with a very tight deadline and a strict budget. Ask what was the situation like, what was his role, how did he do it, what were the circumstances and consequences. And then you need to complement or confirm that the person is telling you the truth. Technically, these are called behavioural type of interviews, where the person demonstrates that he/she has the right kind of skills to successfully perform in the job.

This is great at mid- and senior-level hiring. But when a company is recruiting tens of thousands of people at the entry level, what is a good model to have because it is not easy to have face-to-face interviews?
This is related to one of the things that fascinates me about India because Indians are blessed by an Anglo-Saxon mind. It is part because of the logical mind and part because of the huge growth and dearth of talent that India is a hotbed of innovation for people precisely at the mass level. You probably are familiar with the case of TCS (Tata Consultancy Services Ltd). I met Subramanian Ramadorai and I asked him how many people was he hiring this year. He said 50,000. This is what they have been doing for more than a decade. They hire graduates from colleges, universities. For each one they hire, they calculate the rate of return. Then they divide the productivity of each programmer by their salary board and then they calculate the average rate of return of each hire of each university they are coming from. Then they go to the universities with the highest yields and make a blanket offer to the entire graduating class without interviewing anybody. So you spend zero time and money interviewing and you still manage to hire. When you yield massively you have a lot of data about what makes for success in that type of world and you can do all sorts of analytics. India is most advanced in applying this massive matrix to all type of decisions but for some reason has not applied it to managing talent.

In one of your books, you have said we should move away from hiring on the basis of competencies which everyone is obsessed with and focus more on hiring for potential. But isn’t potential nebulous and difficult to measure?

 The answer is no. In order to assess the potential right, the first thing is to know what to look for... The first indicator is curiosity, and it is obvious looking at children as to how they move from doing nothing to achieving things because they are curious. They start playing, experimenting, they learn from their mistakes. Then you need insights…the ability to connect the dots and the ability to separate the signal from noise and to see new possibilities. The third element is engagement; you have to do all this in this tough world, with all the crises and difficulties. Fourth condition for high potential is determination. So if you look at all these four indicators—determination, curiosity, engagement and insights—then you are going to achieve a very good accuracy of about 85% that can help you identify potential in your own organization.

Can potential be developed?

Yes, out of these elements, determination is a result of an early upbringing and doesn’t change that much, though it can through a life-transforming experience. But the other three, curiously, develop through habit. So, for example, if you look at some management consultants, they spend so much time looking at decision creation and analysis that you become, by exercising this, more insightful. We’ve all been in this programme of influencing skills. All of these can be developed through training. Having said this, the brain is much more plastic in the early years; and if you look at a senior executive, you don’t want to run the risk of trying to develop the potential—it takes time and is very costly (the opportunity cost is huge), so you rather make sure that you assess high potential when making a senior appointment. Looking at potential is essential for three things—the world has become more volatile and, by definition, if it is more volatile, your work itself changes. For instance, a person who has perfect competence for a job, his job will change rapidly and if the person doesn’t have the ability to adapt to the change... The second reason why potential is important is because for a series of reasons, I’m convinced that there will be a major scarcity of qualified people. India is blessed with a wide range of demographic dividend, but all the European countries, for instance, or North America and, soon, even China and Russia, are not so blessed with demographics. You will soon have lesser young people. In the programme where I teach, we found that the pipeline that serves qualified successors is the lowest we saw in many years…

Could you elaborate on the pipeline of successors?

Pipeline means the number of qualified successors that you will have for senior leadership positions.

Does it indicate a failure of higher education or on part of the companies that hire them? At the senior level, mostly, failure in the development process.

The main reason for the failure we’ve identified at Harvard Business School is that companies are not very good at the process for developing people, such as proper job rotations. A child initially grows and learns so much is because he is exposed to so many things—first is walking and speaking, then thinking and communicating, and so on. So the way to develop high potential is to expose people from time to time to new challenges. Some organizations do this beautifully, such as ANZ Bank. Every time they spot high potential, every two-three years they assign them to a new responsibility, moving from one service to another to another country. The main reasons why organizations have poor successors is because they didn’t manage well their job rotation. Everything you’ve said about potential is skewed towards young people. No; so I will give you a dramatic example. I’m a Catholic. Last year, when pope Benedict resigned, I said this is the chance of my life, how can I influence this decision? So I wrote a letter to the electing cardinals where I tried to suggest to them criteria to appraise which of the electing cardinals had the highest potential to become a pope. You have to predict who has the highest potential. I made three recommendations, one central recommendation was to take a look at the indicators of potential; we use this criteria for CEO succession, for electing directors and boards. Recently, for example, in London, we hired two directors for John Lewis Partnership, and the main criteria for appraising them was, where CEOs were joining the board part-time as directors, was potential and, particularly, curiosity. Jack Welch retired from his CEO role and remained a curious person and eager to learn. Look, for example, at the CEO level. Twenty years ago, the average tenure of the CEO was 20 years; now, it’s five years; that’s because jobs change so much so if someone was a good potential, say, five years ago, he’s not any more; but if they have potential, they will be able to adjust, even at a high level in the future with a more complex job.



Saturday 4 October 2014

ممبرا اسٹیشن کا روڈ کب بناؤ گے ۔ ۔ ۔ جناب ؟ ؟ ؟ मुंब्रा स्टेशन का रोड कब बनाओगे. . .? ? ? When you will make ROAD of MUMBRA STATION? ? ? ? ?

  
August 15. . . . . . .  Ganpati. . . . . . . . . . Dashera. . . . . . . .
All festivals came and went. . . .
Now. . . Eid will come  . . .  . . . . But
When you will make ROAD of MUMBRA STATION? ? ? ? ?


یوم آذادی  ۔ ۔ ۔ ۔ ۔ ۔ ۔  گنپتی ۔ ۔ ۔ ۔ ۔ ۔ ۔ ۔ ۔ ۔  دسہرہ ۔ ۔ ۔ ۔ ۔ ۔ ۔ ۔

سب تہوار   آئے اور چلے گئے  ۔ ۔ ۔ ۔

اب  ۔ ۔ ۔  عید آئے گی ۔ ۔ ۔ ۔ ۔ مگر

ممبرا اسٹیشن کا روڈ کب بناؤ گے ۔ ۔ ۔ جناب  ؟ ؟ ؟




15 अगस्त. . . . . . .    गणपति. . . . . . . . . .     दशहरा. . . . . . . .
सभी त्योहार आए और चले गए. . . .
अब. . . ईद आएगी. . . . . लेकिन

मुंब्रा स्टेशन का रोड कब बनाओगे. . .? ? ?

INDEPENDENCE Day - - - -  GANPATI Fastival - - - - DASHERA  Fastival - - - -
Sab Festivals Aaye aur Chale gaye

Abb
BAKRI EID ki baari hai   . . . . . . . . . Magar . . .  . . . .

MUMBRA STATION ka  ROAD KHARAB KA KHARAB . . . . . Kab Banaoge Janaab ? ? ?


Tuesday 9 September 2014

Darul Uloom Deoband Condemns Al-Qaida Move







Darul Uloom Deoband Condemns Al-Qaida Move

Darul Uloom Deoband, 08/09/14

Al-Qaida Chief Ayman al-Zawahiri’s video tape announcing the outfit’s India wing is anti-Muslim and a mischievous act. The Vice Chancellor Mufti Abul Qasim Nomani reasserted that Indian Muslims are non-violent and they love their country. They will never be persuaded by a terrorist group. Reacting to the video message from the al-Qaeda announcing the creation of its branch in the Indian subcontinent, Mufti Nomani said, “Islam is a non-violent religion which talks about propagating peace across the world. Followers of this peaceful religion would never buy arguments of the terrorist groups.”

He emphasized that the Indian Muslims have firm believe in the Indian secular constitution and the judiciary; therefore such provocations may not attract the attention of Indian Muslims. But, he expressed concern that Ayman al-Zawahiri’s new video tape can adversely affect the Indian Muslims and the communal forces in the country can seize this opportunity to spit venom against Muslims. The VC feared that the move may cause arrest of innocent Muslims in false terror cases as numerous Muslim youths were previously subjected to torture and imprisonment on the account of being a member of so-called SIMI or Indian Mujahidin.

Mufti Nomani also cited to the anti-terrorism fatwa issued by Darul Uloom and the All-India Anti-Terrorism Conference held in Feb 2008 which was applauded in the national and international media.

The Vice Chancellor urged the government, intelligence agencies and the media to fairly investigate the truth behind the video tape. According to him, it may be part of the conspiracies hatched against Indian Muslims in order to incriminate them.

Saturday 30 August 2014

I am RoMaNTiC !!!



Thursday 14 August 2014

haPPy inDepenDenCe dAy !!!! सारे जहाँ से अच्छा हिन्दोस्तान हमारा !!! سارے جہاں سے اچھا ہندوستاں ہمارا !!!! Better than the entire world, is our Hindustan;




सारे जहाँ से अच्छा हिन्दोस्तान हमारा
हम बुलबुले है इसकी ये गुलसिता हमारा ॥धृ॥
घुर्बत मे हो अगर हम रहता है दिल वतन मे
समझो वही हमे भी दिल है जहाँ हमारा ॥१॥
परबत वो सब से ऊंचा हमसाय आसमाँ का
वो संतरी हमारा वो पासबा हमारा ।२॥
गोदी मे खेलती है इसकी हजारो नदिया
गुलशन है जिनके दम से रश्क-ए-जना हमारा ।३॥
ए अब रौद गंगा वो दिन है याद तुझको
उतर तेरे किनारे जब कारवाँ हमारा ॥४॥
मझहब नही सिखाता आपस मे बैर रखना
हिन्दवी है हम वतन है हिन्दोस्तान हमारा ॥५॥
युनान-ओ-मिस्र-ओ-रोमा सब मिल गये जहाँ से
अब तक मगर है बांकी नामो-निशान हमारा ॥६॥
कुछ बात है की हस्ती मिटती नही हमारी
सदियो रहा है दुश्मन दौर-ए-जमान हमारा ॥७॥
इक़्बाल कोइ मेहरम अपना नही जहाँ मे
मालूम क्या किसी को दर्द-ए-निहा हमारा ॥८॥

سارے جہاں سے اچھا ہندوستاں ہمارا
ہم بلبليں ہيں اس کي، يہ گلستاں ہمارا

غربت ميں ہوں اگر ہم، رہتا ہے دل وطن ميں
سمجھو وہيں ہميں بھي، دل ہو جہاں ہمارا

پربت وہ سب سے اونچا، ہمسايہ آسماں کا
وہ سنتري ہمارا، وہ پاسباں ہمارا

گودي ميں کھيلتي ہيں اس کي ہزاروں ندياں
گلشن ہے جن کے دم سے رشک جناں ہمارا

اے آب رود گنگا، وہ دن ہيں ياد تجھ کو؟
اترا ترے کنارے جب کارواں ہمارا

مذہب نہيں سکھاتا آپس ميں بير رکھنا
ہندي ہيں ہم وطن ہے ہندوستاں ہمارا

يونان و مصر و روما سب مٹ گئے جہاں سے
اب تک مگر ہے باقي نام و نشاں ہمارا

کچھ بات ہے کہ ہستي مٹتي نہيں ہماري
صديوں رہا ہے دشمن دور زماں ہمارا

اقبال! کوئي محرم اپنا نہيں جہاں ميں
معلوم کيا کسي کو درد نہاں ہمارا

Translation
Better than the entire world, is our Hindustan;
we are its nightingales of mirth, and it is our garden abode
Though in foreign lands we may reside, with our homeland our hearts abide,
Regard us also to be there, where exist our hearts
That mountain most high, neighbor to the skies;
it is our sentinel; it is our protector
In the lap of whose, play thousands of rivers;
gardens they sustain; the envy-of-the-heavens of ours
O waters of the Ganga mighty, do you recall the day
when on your banks, did land the caravan of ours
Religion does not teach us to harbour grudges between us
Indians we all are; India, our motherland
While Greece, Egypt , Rome have all been wiped out
till now yet remains, this civilization of ours {it has stood the test of time}
Something there is that keeps us,our entity from being eroded
For ages has been our enemy, the way of the world
Iqbal! Is there no soul that could
understand the pain in thy heart?

Tuesday 5 August 2014

GENOCIDE of PALESTINIAN - - - मानव (फिलिस्तीनी) नरसंहार

Director of the United Nations operation "UN has provided not only list of the shelters to the Israeli authorities but also identified the location of the same. Still, Israel is attacking on these sites.

We can understand from the Israeli and Palestinian casualties that . . .
HAMMAS  NOT attacks ON Israeli civilians, They only killed 66 ISRAELI SOLDIERS and not ISRAELI Civilians . . . (Means they are Targeting only Israeli Soldiers)

Where as . . .
ISRAELI Soldiers are KILLING innocent CHILDRENS, WOMENS  and innocent CIVILLIANS.

Even they are killing the innocent civilian who came under the shelter of the UNITED NATION.


What we can call this act of Israeli soldiers except GENOCIDE of PALESTINIAN. !!!!


संयुक्त निदेशक ऑपरेशन ने कहा कि "इजरायली अधिकारियों को संयुक्त राष्ट्र आश्रयों कि   केवल सूची  दी नहि दि गई है बल्कि उनकी निशान दही कई बार करा चुकी है, इसके बाउजूद इसराइल का उनकी शरण गाहोंपर हमले करना समझ में न आने वाली बात है ".

हालांकि इजरायल और फिलिस्तीनियों की मौत के निशान दही से: न समझ में आने वाली बात समझ में आने लगि है

हमास के हमलों से "इसराइली नागरिक मारे नहि गये केव्ल " 66"  इस्राइली सैनिक मारे गए  । । ।
यानी हमास केवल सैनिकों को निशाना बना रहा है,

जबकि इसराइली सैनिक, मासूम बच्चों, महिलाओं और निर्दोष फिलिस्तीनी नागरिक नागरिकों की हत्या कर रहे हैं । । ।
यहां तक ​​कि संयुक्त राष्ट्र आश्रयों यानी दुनिया के देशों के संयुक्त आश्रयों में आने वाले फिलिस्तीनियों को भी इसराइल मार रहा है.

इसराइल इस प्रक्रिया को सिवये . . .
 मानव (फिलिस्तीनी) नरसंहार
और क्या नाम दिया जा सकता है. ? ? ?

Friday 1 August 2014

COME ON . . . . . KEEP IT UP !!!



Thursday 31 July 2014

A Story . . . . . About Truth !!!!!


Monday 14 July 2014

ISRAEL . . . . . . The REAL TERRORIST !!!











Wednesday 9 July 2014

10 Tips on How to be a Successful Husband

10 Tips on How to be a Successful Husband.


1.)        Dress up for your wife, look clean and smell good. When was the last time us men went shopping for designer pajamas? Just like the husband wants his wife to look nice for him, she also wants her husband to dress up for her too. Remember that Rasulullah SAW would always start with Miswak when returning home and always loved the sweetest smells.

2.)        Use the cutest names for your wife. Rasulullah SAW had nicknames for his wives, ones that they loved. Call your wife by the most beloved names to her, and avoid using names that hurt their feelings.

3.)        Don’t treat her like a fly. We never think about a fly in our daily lives until it ‘bugs’ us. Similarly, a wife will do well all day - which brings no attention from the husband - until she does something to ‘bug’ him. Don’t treat her like this; recognize all the good that she does and focus on that.

4.)        If you see wrong from your wife, try being silent and do not comment! This is one of the ways Rasulullah SAW used when he would see something inappropriate from his wives Radiallahu Anhunn. It is something that very few muslim men have learnt or practice with their wives.

5.)        Smile at your wife whenever you see her and embrace her often. Smiling is sadaqah and your wife is not exempt from the muslim ummah. Imagine life with her constantly seeing you smiling. Remember also those Ahadith when Rasulullah SAW would kiss his wife before leaving for Salah, even if he was fasting.

6.)        Thank her for all that she does for you. Then thank her again! Take for example a dinner at your house. She makes the food, cleans the home, and a dozen other tasks to prepare. And sometimes the only acknowledgement she receives is that there needed to be more salt in the soup. Don’t be that person; thank her!


7.)        Ask her to write down the last ten things you did for her that made her happy. Then go and do them again. It may be hard to recognize what makes her happy. You don’t have to play a guessing game, ask her and work on repeating those things in your life.

8.)        Don’t belittle her desires. Comfort her. Sometimes the men may look down upon the requests of their wives. Rasulullah SAW set the example for us in an incident when Safiyyah RA was crying because, as she said, he had put her on a slow camel. He wiped her tears, comforted her, and brought her the camel.

9.)        Be humorous and play games with your wife. Make her laugh, have little ‘inside’ jokes and moments with her. Honestly your wifes laughter is one of the best sounds in life. Make her smile keep & her happy. Look at how Rasulullah SAW would race his wife Aisha RA in the desert. When was the last time we did something like that?

10.)      Always remember the words of Allah’s Messenger SAW: “The best of you are those who treat their families the best. And I am the best amongst you to my family.” Try to be the best!
Never forget to make dua to Allah SWT to make your marriage successful. And Allah SWT knows best. :)



Tuesday 24 June 2014

New Railway ticket fare list - cArtOOn !!!


Friday 20 June 2014

16th Lok Sabha: 12 Interesting Things That Happenedhttp://media.indiatimes.in/media/content/2014/Jun/lok_sabha_1_1402058583_540x540.jpg

16th Lok Sabha: 12 Interesting Things That Happened







1 Sweet Harmony
Prime Minister Narendra Modi Wednesday walked over to the opposition benches and greeted Sonia Gandhi and other leaders with folded hands .A spirit of democracy was visible in the House as members and leaders who took oath were cheered by even their political detractors. Many members, including leaders from rival sides, were seen greeting each other after taking oath or making the affirmation.
2 Narendra Modi is THE Man
Attired in spotless white kurta-pyjama, the Prime Minister was the first to take oath amid thumping of desks.He spent nearly 15 minutes talking to fellow MPs and ministers even after the house was adjourned.In fact, Modi was one of the last members to troop out of the house and even as he went, the prime minister was seen greeting and talking to fellow MPs. 


3 A Confused Advani

Advani appeared confused as to where to sit. In the morning, he sat in the front row in the House. When he entered, he wanted to sit in the second row along with Parliamentary Affairs Minister M Venkaiah Naidu, who was seen pleading with him to move to the front row. Then he sat in the front row besides Home Minister Rajnath Singh, Sushma Swaraj and Ram Vilas Paswan and took oath there itself. He, however, did not sit next to Prime Minister Narendra Modi even though the seat was vacant unlike yesterday. In the afternoon when he came after a break, he was looking for a seat and finally sat in the 8th row. 
.
4 From Gandhis, With Love

Women and Child Development Minister Maneka Gandhi took oath in English. Her sister-in-law Sonia Gandhi was seen thumping the desk when she took oath.
5 Mind Your Language



Many members took oath in their mother tongue, notable among them being Shiromani Akali Dal's Harsimrat Kaur Badal, who took oath in Punjabi, Jual Oram, who took oath in Odiya, Mansukhbhai Dhanjibhai Vasava who took oath in Gujarati and Sarbananda Sonowal, who took oath in Assamese reflecting the linguistic diversity of this multilingual nation.




6 Brothers in Arms
Rahul and Varun Gandhi on the opposite sides of the political spectrum took oath as members of the 16th Lok Sabha one after the other. The cousins, who have won from neighbouring Amethi and Sultanpur constituencies in Uttar Pradesh, belong to Congress and BJP respectively. Rahul was the first to take oath in Hindi in the name of God, followed by Varun. 
7 Rangeen Duniya

BJP member from Bihar, Kirti Azad came in traditional Maithili dress and head gear, while two Gujarat MPs -- Devusinh Jesingbhai Chauhan and Mohanbhai Kalyanjibhai Kundariya wore traditional Gujarati garments.
8 Sanskrit Becomes the 'It' Language
Sanskrit seemed to the flavor of the new Lok Sabha Thursday with many members of the ruling party, led by three union ministers, choosing the classical language to take oath. It was a surprise when External Affairs Minister Sushma Swaraj used fluent Sanskrit to take oath followed by Water Resources Minister Uma Bharti and Health Minister Harsh Vardhan. 

It was soon apparent, however, that many members of the party had consciously taken the decision possibly to bring the language back into focus. While Sushma Swaraj, who has a graduate degree in Sanskrit, was fluent, many, including New Delhi MP Meenakshi Lekhi were seen fumbling even while reading out the oath
9 The Backbenchers
Rahul Gandhi, who seems to have taken a fancy for the back seat, was seen having a lengthy conversation with NCP's Supriya Sule. Incidentally, BJP leader Varun Gandhi was also occupying one of the rear benches on the Treasury side.He was seen seated in the ninth row along with party colleagues Asrar-ul Haq and Shashi Tharoor. 


10 Ek Garam Chai ki Pyaali Ho
The prime minister was present till the members of his council of ministers took oath. As soon as he left, many BJP members were seen leaving the house, probably for a cup of tea or some fresh air.The subsidized tea and coffee at Parliament House caught the attention of new Kerala MP and actor Innocent. "Coffee and tea is so cheap, MPs will keep coming out for breaks," he quipped.


11 Speedy Start
The 16th Lok Sabha got off to a speedy start on June 5th creating a record of sorts with 510 of the 539 members, including Prime Minister Narendra Modi and top leaders taking oath on a single day. This is the first time that so many members have taken oath on a single day.


12 Dadi Ma Ho Gayi Main
"Dadi ma ho gayi main" (I have become grandmother) remarked newly elected Lok Sabha Speaker Sumitra Mahajan when INLD MP Dushyant Chautala said he would be under the guidance of a person who has worked with his great-grandfather former Deputy Prime Minister Devi Lal apart from his grandfather and father.


Thanks to : India Times

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