Specialist skills like global exposure and leadership in high demand in subdued job market

Certain specialist skills are in high demand even in a subdued job market. According to a study by the specialist recruitment  firm MIchael Page International, in India the demand for these skills is likely to continue in the medium to long term. Says Michael Page (India) managing director Tulika Tripathi, “top skills in demand are strong global exposure; good transitioning, change management experience, and strength in risk, controls and compliance across sectors.”

A peep into the skills in high demand at middle and senior levels, and the reasons: 

Indian MNCs are looking for international talent to fuel global expansion plans. Manufacturing, pharmaceutical and logistics sectors continue to drive jobs growth for finance and accounting professionals. Telecom and infrastructure sectors have seen high rates of attrition, resulting in recruitment primarily due to replacement needs. A significant number of manufacturing companies are diversifying into new lines of businesses and are looking for top talent.
Strategy and corporate finance exposure across sectors Investor relations & core accounting experience at senior levels Plant controllers at remote locations , with companies paying a high premium for quality talent to relocate
Healthcare and life sciences sectors are hiring. Major consumer goods companies reported a stable yearon-year growth rate. However, some brands experienced aboveaverage growth due to low base, and more recent entry into the Indian market.
Leadership for business units in pharma sector Marketing domain knowledge in healthcare and life sciences Regulatory affairs and compliance , research & development
There is increased demand for human resource professionals to act as business partners. In the banking sector, there is higher focus on staff retention strategies such as succession planning. Outside BFSI, investment into HR has seen an increasing demand for business partners who understand internal client needs and who can take proactive initiatives to drive the business forward as a first-line interface.
Experience in staff retention covering areas such as training, learning and development, employee engagement and succession planning Compensation and benefits, talent acquisition , sales & frontline training
There is a shortage of high quality mid-level professionals within frontoffice area, as foreign banks continue to target this talent pool. However, within back-office areas, there has not been a shortage in associate-level professionals across different backgrounds and roles. Smaller firms are considered particularly attractive for senior analysts and junior associates as they gain exposure to multiple business areas.
Business development and origination experience at senior level Experience in trade sales and trade finance Many banks are also looking to increase their ratio of female-to-male employees . Senior diversity operations professionals in India that specialise in non-vanilla derivatives and swaps with international experience are highly sought

Source :  The Economic Times

What is cloud computing?

Cloud computing is a comprehensive solution that delivers IT as a service. It is an Internet-based computing solution where shared resources are provided like electricity distributed on the electrical grid. Computers in the cloud are configured to work together and the various applications use the collective computing power as if they are running on a single system.

The flexibility of cloud computing is a function of the allocation of resources on demand. This facilitates the use of the system’s cumulative resources, negating the need to assign specific hardware to a task. Before cloud computing, websites and server-based applications were executed on a specific system. With the advent of cloud computing, resources are used as an aggregated virtual computer. This amalgamated configuration provides an environment where applications execute independently without regard for any particular configuration.

Source: Internet

Factors of Leadership

Leadership is backed by majorly four factors. Knowing these factors will unable an individual to be a leader.


You must have an honest understanding of who you are, what you know, and what you can do. Also, note that it is the followers, not the leader or someone else who determines if the leader is successful. If they do not trust or lack confidence in their leader, then they will be uninspired. To be successful you have to convince your followers, not yourself or your superiors, that you are worthy of being followed.


Different people require different styles of leadership. For example, a new hire requires more supervision than an experienced employee. A person who lacks motivation requires a different approach than one with a high degree of motivation. You must know your people! The fundamental starting point is having a good understanding of human nature, such as needs, emotions, and motivation. You must come to know your employees’ be, know, and do attributes.


You lead through two-way communication. Much of it is nonverbal. For instance, when you “set the example,” that communicates to your people that you would not ask them to perform anything that you would not be willing to do. What and how you communicate either builds or harms the relationship between you and your employees.


All situations are different. What you do in one situation will not always work in another. You must use your judgment to decide the best course of action and the leadership style needed for each situation. For example, you may need to confront an employee for inappropriate behavior, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective.

Also note that the situation normally has a greater effect on a leader’s action than his or her traits. This is because while traits may have an impressive stability over a period of time, they have little consistency across situations (Mischel, 1968). This is why a number of leadership scholars think the Process Theory of Leadership is a more accurate than the Trait Theory of Leadership.

Various forces will affect these four factors. Examples of forces are your relationship with your seniors, the skill of your followers, the informal leaders within your organization, and how your organization is organized.

Source: http://www.nwlink.com


In the class, you will come across a whole range of personalities – the silent, the arrogant, the super-intelligent, the vociferous, the subdued, and the life-of-the-party types. For many group activities, the Type A personalities invariably end up dominating the show and assuming leadership roles. But does that automatically mean they are good leaders?

We can’t accept or dispute that without getting into the details on a case-by-case basis. Leadership can be considered as an amalgamation of many traits that are listed in this section.

Consider each of them and evaluate for yourself if it is a quality that you already possess or if it is something you need to cultivate. If it is the former then the answer is clear. If it is the latter, then ask yourself if and how a business school degree can impart it to you.

Source: http://www.rediff.com