Career Opportunities After Completing PGDM

Today,PGDM Program is the most popular amongst the young people because it provides them skills and frameworks that are essential for advancement of your career as manager. By earning this PGDM an individual can broadening his educational horizons. It also prepares him for the leadership positions. This program provides us knowledge about various subjects such as accounting, economics, finance, operations management, marketing, organizational behavior and project management and many more. So we can choose our interested subject and can make our career in our interested field. PGDM is a two years post graduate diploma program that brings a lot of career opportunities for everyone.

Government - Corporate - NGO

Government Jobs

Many of us usually think that an PGDM is good for business man to develop his business. But after completing PGDM, we can also a decent Government job. For Government jobs, we should be a big thinker as well as a team player too. This program is very useful for a career in a government agency.

Corporate Sector

Marketing
People, who want to build their careers in the field of marketing, you should be able to create effective marketing strategies as well as good communication skills for conveying their messages to people more efficiently. An PGDM program provides theoretical knowledge and practical marketing skills to its students.

Finance
For making a career in finance, one should be quick thinker, having high energy levels and require having patience to deal with clients. PGDM in Finance is the best way to determine, if you want to build a successful Career in Finance.

HR

Human resource Management or Personnel Management is a specialised field exclusively for management graduates. It require them to fulfill the responsibilities of hiring, maintaining and motivating the employees.

Non-profit Organizations

After completing PGDM, we can also find a good job in non-profit organizations too. It will be very good for us in the involvement of non-profit organization. As an PGDM graduate, it will be very rewarding for financially and emotionally that our talents are making a positive difference in people lives.

Jobs & Career Opportunities After PGDM

With a PGDM, you are destined to have a great career. There are many career choices in front of you, below are some of the best careers you can consider. They belong to various different fields as with a PGDM, you get the advantage of choice. Here are some careers to consider. 

 

Business Consultant

The consultancy industry has witnessed a sea change over the past few decades and it is booming like never before across the globe. This industry has created immense job opportunities for management degree holders who have specialized knowledge within a particular subdomain of the management field. As per the latest trends, top national and international companies are hiring candidates directly from the colleges and universities that are offering the PGDM program. As a management student, you will be trained keeping in view all the requirements of the industry. You will develop-

•             The ability to provide consultation in the most crucial management related matters.

•             Critical and analytical thinking.

•             The ability to lead, and

•             The zeal to take ownership of your actions.

Investment Banker 

The main job of an investment banker is to help companies raise money. Invest bankers are hired by other companies to be their financial advisors and help them grow their company from one level to another. Invest bankers may also provide advice to individuals, but their services are not cheap. But this is quite rare. Their services are mostly reserved for companies and even governments. You will learn about all the financial markets in a country and should know how to raise capital without putting the company, the lender or the financial market at risk.

Brand Manager 

The brand is the identity of a company that people can recognise and relate to. And brand managers are the people behind brand creation and brand perception. Their main job is to create a brand identity for the company they are working for. From creating logos and designs to creating brand communication, they are responsible for how the brand is represented in the media. They also have to develop future marketing strategies and create a positive online perception of the brand.

IT Marketing Head 

The main job of the IT marketing head is to market the company’s IT products. Most IT companies develop IT related products and services, and the marketing head ensures that these products and services are known to other companies. However, to be able to know these products and services, they also have to be IT and technology experts. They also have to play a role in the development and packaging of these products and services. This may require them to travel overseas to different countries. An IT marketing head has to be an expert in international business laws. 

Hospitality & Tourism Manager 

One of the world’s most thriving industries is hospitality and tourism. Sometimes, hospitality management and tourism management can be two completely different things. Hospitality managers are usually part of hospitality-based businesses like hotels, restaurant chains, resort and amusement park franchises and more. Their main job is to ensure all guests are comfortable and well looked after. They also have to resolve customer complaints and take feedback on how to improve hospitality services. They are also in charge of quality checks and controls. They are responsible for  creating tour packages and itineraries to ensuring the smooth execution of a trip, they are the ones responsible for people having enjoyable tours. They have to manage all the people involved in a tour and ensure there are no issues.

Sales Manager 

Sales are what drives business, and it is probably the most important department in the business. Sales managers are people in charge of the salespeople and department. They have to manage all the teams and ensure they are making all the sales targets. The managers set targets for the sales teams and have to help make sales strategies. Sales managers also have to work closely with the branding and advertising department to ensure the right communication is being presented to the public. They are also an important part of the product and service packaging.

Business Development Manager

As the title suggests, business development managers are responsible for business development. Their position does require a bit of sale and marketing, but they have other responsibilities as well. Along with increasing sales, they also have to ensure the company and its operations are growing and improving. Business development managers have to look for potential customers and new markets they can expand into. They have to attend trade fairs, conferences, expos and more where they can further the business.

Marketing Manager

Marketing Managers hold a pivotal role in an organization's success. They craft comprehensive marketing strategies, analyzing market trends, consumer behavior, and competition. These professionals possess a blend of analytical skills and creative thinking, allowing them to create effective campaigns that boost brand visibility and attract and retain customers. They work on various aspects of marketing, including market research, advertising, and product positioning.

Digital Marketing Manager

Digital Marketing Managers specialize in online marketing channels in today's digital age. They are experts in optimizing websites for search engines (SEO), running effective social media campaigns, email marketing, and overseeing online advertising. Proficiency in a range of digital tools and platforms is crucial for success. These professionals are adept at data analysis and constantly adapt to evolving online trends.

Retail Manager

Retail Managers are at the helm of the operation of retail stores. They manage staff, inventory, and customer service. Their ultimate goal is to ensure that the store meets and exceeds its sales targets. Success in this role requires strong leadership qualities, excellent customer service skills, inventory management, and a knack for visual merchandising.

Operations Manager

Operations Managers are responsible for optimizing an organization's daily functions. They evaluate and enhance processes to ensure maximum efficiency and productivity. Strong analytical skills are necessary to identify areas for improvement. The focus extends to supply chain efficiency, quality control, and cost optimization.

 Risk Analyst 

Mitigating risks is one of the most important jobs in any business, especially in times of market volatility. The risk analyst’s main job is to analyse risk in the market and prepare reports and strategies to circumvent the risks. Business decisions based on analysis have proven to be far more effective, making the job of a risk analyst that much more important. They have to prepare detailed reports on the markets, stating all the risks involved. They have to be adept at all forms of analysis like PEST analysis and SWOT analysis. They also have to be proficient in using the latest risk analytics software.

Financial Analyst 

The financial analyst analyses the financial standing of a business. It’s their job to look after all the financial dealings of the company and make suggestions for improvement. They are also in charge of the accounting and finance of the company. They have to study the market and make detailed reports based on which the company management can make decisions. They also recommend investments to their companies. Independent financial analysts can offer their services to anyone, and charge a fee for their services. 

Communication & PR Manager 

The communication & PR manager is responsible for all the communication put out in the media by the company. They are the ones who create this communication along in consultation with the senior management. They have to represent the company in media and even conduct press meets and press conferences. They have to ensure that the company always has a positive representation in the media. 

In case there is any negative publicity, the communication and PR manager has to ensure to counter the negativity and get all the correct facts out. They also manage the social media accounts of the company. Online reputation management has become an important aspect of any business, and the communication & PR managers have to be adept at handling this new phenomenon.

Supply Chain Manager

Supply Chain Managers are crucial in efficiently moving products from procurement to distribution. Their primary objective is to optimize logistics and inventory systems, reducing costs and enhancing efficiency. Strong organizational skills and analytical thinking are vital to excel in this role. They need to manage complex networks of suppliers, production, and distribution channels.

Healthcare & Hospital Manager

Healthcare & Hospital Managers are pivotal in the smooth operation of healthcare facilities in the healthcare sector. They are responsible for ensuring compliance with complex healthcare regulations, maintaining high standards of patient care, and managing budgets. A deep understanding of healthcare management and regulations and strong organizational skills are fundamental for this role.

Project Manager

Project Managers are responsible for guiding projects from initiation to successful completion. They must oversee resources, budgets, timelines, and teams to meet project objectives. Exceptional organizational and leadership skills are critical in this role. Project Managers often work in diverse industries, managing projects from construction to IT implementations.

Business Management Faculty

There is no dearth of people who still link business degrees and diplomas only with managerial or even executive-level jobs. But, the scenario is completely different. Teaching is also one of the most respected and rewarding career options. Over the past two decades, the number of management colleges and institutions has gone to a new high. It is because of the ever-growing demand for trained management professionals from across the industry sectors. This is why the demand for qualified and trained teachers in India and across the globe is always on the rise.

 

New Field Of PGDM In Business Analytics

The new emerging field of PGDM In Business Analytics offers the following opportunities. 

·         Data Scientist

The responsibilities include analyzing and incorporating the data to establish current trends in business. In simpler terms, the work that you do should help the company in maneuvering its overall performance. A data scientist should be well acquainted with information technology to comprehend and come up with the solution required in a short duration of time. 

·         Market Researcher

Here the main role is to assess the market conditions to determine whether a service will thrive or not. As experts, you will help businesses in deciding what services the consumers are looking out for and at what rate. 

·         Management Analyst

As a management analyst, you will be responsible to contribute to a business’s maximum usage of profitable resources. For this role, you need to have great communication skills, as well as a persuasive personality. 

·         Relationship Manager

Your main responsibility here will be to advise clients in either retail or consumer banking. This would include everything from serving clients with account facts and figures to providing financial investment support.

·         Customer Service Analyst

This particular job includes analyzing a service department’s functioning and recommending tips to boost their efficiency and in turn deliver client satisfaction.

·         System Analyst

Your role here is to make sure that the computer’s performance is well maintained and improved as and when required for its clients. Here it is required for you to have precision reasoning and the ability to explain complex ideas to others as this is the main foundation of this career path.

·         Business Analyst

This role requires you to do more than just analyze the data! You should be able to find new ways to boost the client’s profits, manage resources, and map out a system that is in line with the client’s current demand.

·         Logistician

As the name suggests you will be responsible to oversee purchasing, shipping, and the management of inventory. You will be directing the movement of a variety of products, supplies, and services.

·         Sales & Market Analyst

You will be responsible for keeping an eye on the dynamics of the stock market and the supply-demand chain. The most crucial part here is to be able to sell the company’s product/service as much as possible. 

MBA placement season 2009

The tough decision for this month's column was whether to write about the prognosis for consumer demand in India, post the global meltdown, India slow-down, e-sops (as the ET elegantly described vote inducing election expenditure); OR whether to write about what lessons placement committees (mostly comprising students) of top tier MBA schools ought to learn and act on, after the 2009 stressful placement season. This column opted to discuss the latter, because we want to urge future leaders of India Inc. to use their intellect and education to courageously depart from the past and do things differently for the different world of the future. If they are content being status-quo-ist in their placement models with the justification of "hamare khandaan ke purane rivaaz hain", they are out of step with the mindset that winning companies of India Inc. and the world want and need.

Closer home, students running placement at top MBA schools will run two risks if they do not review and revamp the whole placement game as it exists today. They will be scrambling harder as students' numbers increase each year and nimbler, smaller, challenger institutions, with no baggage re-write the rules of MBA campus placements.

The current placement game is all about rationing scarce resources, iron clad rules about which company comes how early, rules for how students must bid for jobs and choose them. This model was perfect for the 80s and 90s - low competition, few students, low heterogeneity in the batch, and total predictability of the hirer market. If several customers were upset, too bad, let them go, there are too many of them anyway, and the batch size is small. But let's take this year. Graduating class sizes are larger, the most popular category of employers, Wall Street, consulting companies, foreign banks are not recruiting or recruiting in diminished numbers. The placement 'business managers' have responded to this new world by not altering their rules of the game in terms of doling out day wise slots to companies, determined by majority votes, discouraging off-campus interviews, and by not questioning the old belief that "how early placement finishes = how good the placement season/ institution is". There have been no new innovative customer friendly propositions to widen the net of companies that could participate, no encouragement to students to seek to widen the net through pursuing "off-placement" jobs and bringing them into the placement fold for the future and so on.

In fact the response has been "more of the same", with more pressure and better cosmetics on courtesy. Wonder what these students would say about a case study where the airline industry is going through severe turbulence and perhaps being changed forever, and the leadership team of a leading airline decides to (a) distribute more fliers on the routes available, to crowds at every shopping mall and (b) change the uniforms of the crew and add an extra mint free in the menu.

This is also a good time to look at the placement fee imposed on companies. The logic of the fee was that there had to be an entry price paid for access to a privileged pool of candidates, and also that if headhunters charged a fee why should institutes not do so. Today, there are limited takers for the access to a privileged pool and the need is to re-examine the price elasticity of demand; also when the tide is not rising in overdrive, it is a good time to look at things truthfully. Other than logistic support on campus, no real search-firm like services was being provided by the institutions. No advice, no pre-interviewing and feedback in terms of fit with the company, no help in decision making or selling jobs to chosen candidates etc. Paying for placement isn't where money needs to be charged - it is paying for "advertising" (pre-placement talk or any other form of advertising and relationships building) that potential recruiters should be made to do.

Why have on campus interviewing at all in these days of technology and several flights a day to most destinations? Looking at it 'outside-in", it is pretty tough to get calendars synchronized for travel of any group of people from a company. It is a lot easier to do it via a conference bridge. Perhaps placement offices should contract with Reliance web worlds to get up several extra bridges for placement season - and get employers to pay for the use of them. Why have day slots in terms of how popular companies are? On the contrary, in these days of management theories on the 'long tail' and 'n=1', life is not about the bulk buyer getting preference. If two or four students want a product design job in an automotive company then they should be allowed to interview on day zero with companies of their choice. Even more worrying is the non sturdy academic legs that the receding tide is showing up. One recruiter said that in one of the institutes, he found that the majority of students had very narrow course specialization making them less than literate in other disciplines. And since jobs pertaining to that specialization were not available this year they were not even able to think (or talk!) their way through interviews for jobs in other verticals. That is worrisome because good managers must have a 'T' knowledge base - a decent knowledge of all disciplines and a deep spike in one or two chosen ones. Clearly the academic system needs to tweak the rules of course choice to ensure that there is enough choice for specialization but also creates a 'T' knowledge base. Perhaps the US liberal arts college system is one model, mandating a minimum number of credits in each area. From the students and placement point of view it de-risks them from the likes of events that we have just seen.

Even if the final steady state of the new world in 2012 is 60% similar to the old world of 2007, if the legacy systems and business models are of the 1980 and 1990s, it is time to dismantle them and build anew. That's what India Inc. has done post liberalization and World Inc. is doing today - so why should their suppliers of talent be stuck in quota/ license-permit raj and not move to a free market economy?

Investment Banking Sector Does The Highest Placement At IIMA

Just after the completion of the placement process for this year at the IIM Ahmedabad, it has been revealed that the Investment Banking sector has done the most recruitment for the year. It has also been found that salaries for both national and international levels have gone up substantially.

This year, IIM Ahmedabad had started a new process called the Cohort based placement process, under which mechanism the companies were placed in groups and placement process carried out on weekends.

110 firms participated in the placement process this year for 289 students .

The Investment Banks who participated at this year’s placement process include Deutsche Bank, Morgan & Stanley, UBS, Goldman Sachs and Citigroup.

According to sources, Deutsche Bank had offered the highest salary of 1.4 crore this year.

The top banks that offered the most include Yes Bank and ICICI banks, which made 13 offers each.

More than 40 firms also participated in the lateral placement process and extended more than 100 offers. It is a four-fold rise over last year.

Among the different sectors, Marketing and consulting firms recorded an increase in offers this year. However, the finance sector saw a decrease in offers with only 27 offers this year. Last year, it had got 34 job offers.

This year, the average domestic salary offered was 14.94 lakhs as compared to 12.17 in 2009. Similarly, the salaries for the international placements were 110,750 USD in average as

Ways of Getting Internship and Placement in a Targeted Company

1. emailing the targeted company finding out who is in charge of recruiting. Emailing your application to the general email will rarely be met with interest, as it is usually checked by a non-decision maker, or a person who just can't be bothered.

2. Checking the spelling and grammar of your email and don't forget to attach your CV. Don't ever use the SMS shorthand for writing emails. It looks very unprofessional.

3. Doing some research on the company in question so that your email doesn't sound generic or disinterested. Explain in your email why you'd want to become an intern for them.

4. Being prepared for the internship to be unpaid: after all the company will invest a lot of money in training and supporting you, and you will get a reference at the end of it. So do make sure you can afford to be an intern for several months, especially if you are going to be based in another country or even continent.

5. Cheking the company out. Ask about working conditions, location, insurances and working hours. See if you could be put in touch with previous interns who could tell you more not only about the company, but local attractions, accommodation and customs.

6. Following up with a phone call and arrange for a telephone interview. It is important that you clarify any issues of concerns before you commit yourself to the internship. Ask the company about the internship program: they should be able to email you a questionnaire or a work plan, to help you in making sure you are making the right decision.

7. Checking whether your training institution will endorse the internship and if so, how will they liaise with your employer. Do they have any specific requirements?

8. Following up with an email thanking the company for their time and keep in touch regularly. Ask about a duty statement, internship plan or position description. Who will you be reporting to? How often? What happens in case of problems?

INDUSTRIAL PLACEMENT

This scenario emphasises the vital importance of a good industrial placement as an integral part of an engineering degree. There is no doubt that students who do not undergo an industrial placement are less likely to find employment than those with industrial experience.

Commonly, universities leave the task of finding an industrial placement entirely to the student. The consequence of this is that the student is poorly prepared to make a job application and, in the event of an interview, is not able to present themself in the best light. Also, because many companies have built up long-term relationships with specific universities the individual applicant will often simply not be considered.

The solution to this problem lies in your careful selection of your university. Some universities approach the placement of students in industry in a highly serious and efficient manner. These universities employ full-time industrial placement officers whose task it is to assist the students in finding high-grade and challenging industrial placements. Also assistance can be given in preparation of job applications and in improvement of interview techniques.

Experience & Employment
These placements can be in a wide range of industry ranging from the large blue-chip companies to smaller companies as well as companies in all parts of the world. Placement officers will ensure that the students receive good work experience whilst on placement and that they receive formal visits from academic staff members to check on progress. Often an industrial placement leads to a highly relevant and challenging final year project, possible sponsorship and sometimes the offer of permanent employment. Some employers view the industrial placement as a year long interview!

Earning & Learning
An additional bonus of the industrial placement is the opportunity to earn some extra money whilst continuing with your academic career by. You will also interpret your final year degree subjects in a different way as a result of your industrial placement.
So if the objective of your studies at university is to obtain a good well-paid job after the successful completion of your degree then the sensible route to take is via a sandwich degree with a high quality industrial placement.

BUSINESS INTELLIGENCE IN RECRUITMENT

IT recruitment is caught in a paradoxical situation. On the one hand companies are eager to induct new hires, while on the other the right candidate often proves elusive. On the other hand, hundreds (even thousands) of hopefuls who have sent in their particulars wait anxiously for an interview call. The twain seldom meet to their mutual satisfaction.
Data analysis can go a long way in making the hiring process faster and more efficient. This is where the application of business intelligence (BI) has a considerable impact on the hiring process.
BI relates to the tools and systems that play a key role in the strategic planning process of an organisation by gathering, storing and accessing data. Traditionally used by companies to solve problems related to distribution, sales, marketing and logistics, the next step is to use BI to supercharge the hiring process.
To make 250 offers, our team met 5,000 people and went through 20,000 biodatas.

Kris Lakshmikanth Managing DirectorHeadhunters India
BI tools can be used to track blacklisted candidates. It becomes easier to weed them out

Rajaram Agarwal Managing DirectorTalentAhead India
Bangalore-based Headhunters India has been using an in-house-developed proprietary BI tool for the last two years. Says Kris Lakshmikanth, its founder and managing director, “Search or recruitment companies like ours conduct recruitment day-in and day-out. In December, we generated over 250 offers with an average CTC of over Rs 3.5 lakh.” As a rule of thumb, Headhunters India would have to meet 5,000 people in order to make 250 offers. To meet 5,000 people, its team would have gone through 20,000 biodatas. “This is a massive task anytime, so BI tools are useful to us,” says Lakshmikanth. For executive search companies, whose earnings are solely dependent on the joining of the candidate, the BI tool is vital for converting offers into hires.

BI can help recruiters:
Identify cities, companies or media from where they can recruit talent.
Find the right recruitment company to partner with.
Pick the college campuses that must be targeted.

Experts agree that the hiring process can be made more efficient by analysing data regarding existing employees to create a hiring profile. An organisation also needs to know the right mix of skills needed to achieve its business goals. Nirupama V G, executive vice-president, TeamLease Services, points out that some employers use data mining techniques to understand the characteristics of their top performers. “By understanding the characteristics of this group and rating them on parameters such as education, years of experience, skills and personality traits, a hiring profile can be established to recruit individuals who possess similar characteristics,” she says, adding that while this technique has been used many times, one must realise that the profiling is based on historical data which may not always successfully indicate who will be a top performers in the future as changes in social, economic and environmental conditions can throw a spanner in the works.

Student Placement Policy

Student Placement Policy

Rationale and Objective(s)

1.1. The policy will ensure that:
there is appropriate consistency and Quality Assurance in the management and administration of placements across the University;
placements achieve their educational outcomes;
reasonable steps are taken to ensure that the health and safety of students are not jeopardised by activities undertaken during placement;
reasonable steps are taken to ensure that the University is not rendered liable for any conduct by either a student or placement supervisor during an external placement; and
reasonable accommodations are made for students with disabilities.

2. Definitions and Acronyms

In the context of this policy:
Course Coordinator means the member of the University’s academic staff designated by the Head of School as responsible for planning and coordinating the delivery of a Course and for ensuring its appropriate assessment, in consultation with the Program Convenor and with the Head of School, who has the final responsibility. The Course Coordinator may also be the/a placement supervisor;
misconduct means unacceptable behaviour that includes but is not limited to conduct that:
engages in unlawful or criminal activity on the premises of the placement agency; o r
disrupts, interferes with, or is detrimental to the conduct of the agency; or
obstructs any officer or employee of the placement agency in the performance of their duties; or
damages or wrongfully deals with any property on a location where a student is present under the auspices of the University; or
disobeys, without reasonable cause, any instruction of an officer of the University or the placement agency, including the failure to leave any building or part of a building when directed to do so; or
refuses, withholds, or fails to identify oneself truthfully or furnishes false personal information to any officer of the placement agency; or
disobeys or fails, without reasonable cause, to observe any policy, procedure, or regulation of the placement agency; or
assaults or threatens a person, or causes others to fear for their personal safety; or
breaches confidentiality or privacy requirements or obligations in respect of the placement agency, its staff, or other relevant parties.
placement means a clinical placement, practicum, internship and any other like form of professional, industrial or vocational experience included in a course or required for a program;
placement supervisor means a member of the University’s academic staff responsible for the supervision and assessment of students undertaking placements included in a course;
placement agency means any agency or body which provides placements for students of the University;
placement agency supervisor means a member of staff of a placement agency who is responsible for supervising and/or contributing to the assessment of students on placement;
Pro Vice-Chancellor means the Pro Vice-Chancellor of the Faculty which offers the placement .
unprofessional conduct means behaviour that is not characteristic of or befitting the profession; it includes but is not limited to conduct that:
is unethical,;
departs from the standards set by the profession;
uses language that is unacceptable in the presence of co-workers; supervisors of clients; or
demonstrates a lack of respect or sensitivity to clients.

3. Scope

3.1. This policy relates to all clinical, professional, industrial or other placements that form part of a course or program coordinated by the University1 and for which
students will be assessed; and/or
a grade is awarded; and/or
completion is required for an award of the University.

4. Provisions

4.1. Placement supervisors, placement agency supervisors and students will be provided with appropriate preparation for undertaking placement which will include information regarding their role and responsibilities before, during and after the placement (refer the Guidelines attached to this policy).

4.2. Documentation for each placement will provide a clear statement regarding:
the procedures for allocation of placements;
criteria for determining eligibility to undertake placement if any, for example, completion of required courses or program schedule requirements;
the completion by students of any additional requirements, for example, vaccinations, first aid certificate, essential criteria or course requisites;
the provision by students of any required documentation, for example, Criminal Record Check, Prohibited Employment Declaration or health checks;
procedures for students with disabilities seeking to negotiate adjustments (refer Procedures attached to this policy);
the roles and responsibilities of placement supervisors, placement agency supervisors and students before, during and after the placement;
how the placement fits into the learning objectives of the course and program;
whether the placement is required to comply with relevant professional accreditation;
the specific learning objectives of the placement;
how the placement is to be assessed including the means by which assessment will measure the achievement of the learning objectives;
requirements for complying with privacy legislation within the agency in which the placement is to be undertaken;
procedures for dealing with absences, conflict or other difficulties encountered during the placement, including breakdown of the placement due to student performance and /or other unforeseen circumstances (refer Procedures attached to this policy);
an indication of the cost involved in the placement and clear advice that the cost must be borne by the student; and
the date determined by the Head of School and advised in the Course Outline after which a student may not withdraw from a course containing a placement without academic penalty other than in exceptional circumstances and with approval from the Head of School.

4.3. All students undertaking a placement will be supervised by a professional in the field preferably with at least two years professional experience, or a designated individual supervisor of equivalent clinical/professional/industrial experience.

4.4. All students undertaking a placement will be in regular communication with agency and/or University supervisors.

4.5. All students undertaking a placement will be provided with feedback during the placement regarding their progress towards the learning objectives of the placement.

4.6. Placement agencies and placement agency supervisors will be provided with the necessary information, training and support to enable them to fulfil their role and responsibilities to the satisfaction of the University, the placement agency and students

.
4.7. Placement agencies, placement agency supervisors, placement supervisors and students will be advised of their responsibilities under Anti Discrimination, OH&S and Privacy legislation and the University’s risk assessment policy.

IMPORTANCE OF PLACEMENTS

The Importance of placements
The School of Service Management believes that taking a Placement is one of the most important decisions you can make in your university career. Not only will you benefit from building personal confidence during your placement year but you will also establish contacts in your chosen sector which may prove invaluable for graduate opportunity.
The Placement team
Because we place such emphasis on the importance of taking a placement we have invested heavily in our placement provision. Our current placement team consists of a placement co-ordinator and four academic placement tutors, each with specialist knowledge relevant to the degree courses you under their supervision are studying. These tutors advise and support you throughout your preparation for placement, continuing their individual support through email and telephone contact, as well as personal visits throughout the duration of the placement, and aim to visit every student at least once, with many receiving a second visit.
Support before the placement
During the preparation for your placement year, you are supported by a series of academic and skills-based workshops specifically designed to prepare you for the world of work both in the UK and overseas. The placement co-ordinator’s role during this time is to offer advice and assistance to you during your search for suitable placements, arranging for employers to recruit students, on campus, throughout the year. The placement co-ordinator also offers assistance on a range of subjects including job applications, working visas, insurance, travel arrangements and so on.
Support after the placement
On return to your final year of university, you attend a series of reflective practice workshops which support you through the process of reflecting on the learning which has taken place during the Placement. Throughout this time, the academic placement tutors continue to guide and supervise you towards successful completion of your final year placement project. This project forms a unique opportunity for you to relate the Honours element of your degree to your placement experience, thus enabling you to demonstrate to future employers the true extent of your knowledge and appreciation of your chosen sector.
In line with all UK universities, students taking a Placement with the support of the School of Service Management pay a reduced tuition fee for Placement year.

Job Fairs

Job Fairs - create a lasting impression at job fairs

Job fairs. Speed dating for job seekers and employers! Or like a cattle market.

Most Colleges and Universities organise job fairs round about graduation time to allow students to meet new employers - it's a fairly common method of recruiting recent graduates.

Job seekers can use job fairs to find out a bit more information about employers, working life and general industry information. This is what most people use job fairs for.

However, the opportunity exists for job seekers to use the brief few minutes they have with employers to create a lasting impression (er, a "good" lasting impression!) and sell themselves, for job fairs are also an opportunity for the cream of the crop to rise to the top!

So who are those people hanging about the tables?
Employers and recruiters tend to send HR personnel along to job fairs to either weed out unsuitable candidates or pick out some young potentials from the crowd.

Unlike trade shows (which have basically the same format), job fairs aren't "staffed" by marketing people - they aren't trying to sell you anything. They are there to be sold by YOU! (the obvious exception is where you are such an attractive prospect, you get them chasing you, but let's face it - if that was the case, then you wouldn't be reading this!)

You are a salesman competing for business amongst hundreds of others. You could leave your CV with the recruiter. Would they remember you?

Dress for an interview!
Yes, job fairs are interviews and you should treat them as such.

Simply sauntering along in jeans and a t-shirt to see what's going on isn't going to get you anywhere, regardless of your skills and abilities. There are literally hundreds of other people there with the same aim as you - finding meaningful employment!

So, go along to job fairs and be prepared to make an impression!

Do your homework on the fly!
You see those glossy brochures the recruiters have strewn all over their little tables? And the posters on the walls? And the conversation the recruiter is having with the other jobseeker next to you?

This is all valuable information! And you NEED to use it to make your impression!

Find out about the company. Find out about the jobs they are offering or their graduate programme. Listen to the questions the recruiter asks other people and the information he or she gives out.

If you wander on up and ask some vague question about health plan or holidays, the recruiter is simply going to answer you and will soon be distracted by someone else. There it was. That was your chance. It's gone now.

You need to engage the recruiter - not simply hold a one sided conversation with them! At a job fair, a conversation is your best friend, because the longer you spend talking with the recruiter, the more likely they are to remember you.

At least....
The least you should leave a job fair is with some background about your industry (an idea of the types of jobs available), and some information about employers. At best you leave having made a positive impression on several employers and have a few job prospects to look forward to!

TIPS FOR PLACEMENT SUCCESS

12 TIPS FOR PLACEMENT SUCCESS
As this year’s National Convention approaches, CCPA thought it would be helpful to share a few tips for our fellow colleagues participating in Placement. We hope you find these tips to be useful during your job search process!

1. RESEARCH. Go to the websites of each of the schools you are interviewing with and print out their mission, vision, values, etc. Also print out any information about the department/people you are interviewing with so that you can reference certain events, positions, resources, etc. Additionally, this should aid you in coming up with a couple of questions about the job/institution/ department at the end of an interview to answer any lingering questions you may have about your potential future work environment. This is sure to impress your interviewers, as well as hopefully make you feel more comfortable about the interview.

2. JOB DESCRIPTIONS. Make sure to print out and bring the job descriptions for each of the positions you are applying for. It's also a good thing to print out the cover letter you submitted for the position too, just to remind yourself of the experiences you highlighted!

3. ORGANIZATION. A plastic folder with dividers is helpful to organize different positions and institutional information for easy access pretty much anywhere. A great time to review the information is on the plane ride to Atlanta, in between conference sessions, or while you are relaxing in your room.

4. THANK YOU CARDS. Don't forget to bring a box or two (depending on the number of interviews you have) of Thank You cards and promptly write them as soon as possible after your interview! If interviewing with multiple people at one institution, write each one a personalized card! They will truly appreciate it and they will have something more than just your resume and some notes on your interview to walk away with.

5. ORIENTATION. Orientation is your key to navigating this entire experience to the best of your ability. Make sure to go to the Candidate Orientation early so that you can familiarize yourself with the facility and focus more on your upcoming interviews than trying to figure out how it all works!

6. COPIES. Bring about 5 clean copies of your resume to the conference. You will be able to put some in a resume binder, as well as just have a few handy to give out if necessary. It is also a good idea to bring a flash drive or disk with your resume and cover letters on it so that if an institution posts a job while at the conference, you can easily use the business center to print out a personalized cover letter and resume for the institution and drop it off. Don't forget to bring your resume paper too!

7. WATER. Make sure to bring a bottle of water with you to hydrate with, because you will hopefully be doing a lot of talking! The water fountains are almost always crowded with other candidates, so bringing your own is a great idea!

8. BREATH MINTS. Gum can also work too! After talking, your mouth will start to feel icky inside, which is potentially a sign of bad breath. Bringing mints or gum with you during the conference will ensure that you will always have the freshest breath possible...and therefore not causing your interviewers to pass out!

9. COMPETITION. Avoid sharing a room with colleagues or friends who may be interviewing for the same positions as you; it can create tension and an uncomfortable atmosphere in an environment that should be your place to relax after a long day of interviewing.

10. DRESS. Wear clothing that makes you feel confident and comfortable. Your interview will convey how you feel about the position and you definitely don’t want your potential employer to think you’re uninterested because your shoes are killing you!

11. BUSINESS CARDS. Exchange business cards once the interview has concluded. Employers' contact information will come in handy to write any follow-up emails.

12. THE CONFERENCE! Don’t forget to get out of placement and to the conference at least once or twice a day. Attending sessions, business meetings, socials, and committee meetings are excellent ways to network and learn more about potential employers and future job opportunities! Network, network, network!

BEST OF LUCK AT THIS YEAR’S PLACEMENT!

Meaning of Placement (Literally)

Meaning of Placement (Literally)

Noun 1. placement - the spatial property of the way in which something is placed; "the arrangement of the furniture"; "the placement of the chairs"

arrangement
formation - a particular spatial arrangement
spatial relation, position - the spatial property of a place where or way in which something is situated; "the position of the hands on the clock"; "he specified the spatial relations of every piece of furniture on the stage"
columniation - (architecture) the arrangement of columns (especially freestanding columns) in a structure
composing, composition - the spatial property resulting from the arrangement of parts in relation to each other and to the whole; "harmonious composition is essential in a serious work of art"
fenestration - the arrangement of windows in a building
proportionality, balance, proportion - harmonious arrangement or relation of parts or elements within a whole (as in a design); "in all perfectly beautiful objects there is found the opposition of one part to another and a reciprocal balance"- John Ruskin
alignment - the spatial property possessed by an arrangement or position of things in a straight line or in parallel lines
misalignment - the spatial property of things that are not properly aligned
ramification - an arrangement of branching parts
spatial arrangement, spacing - the property possessed by an array of things that have space between them
tandem - an arrangement of two or more objects or persons one behind another

2. placement - contact established between applicants and prospective employees; "the agency provided placement services"
contact - close interaction; "they kept in daily contact"; "they claimed that they had been in contact with extraterrestrial beings"

3. placement - the act of putting something in a certain place
locating, positioning, emplacement, location, position
activity - any specific behavior; "they avoided all recreational activity"
stratification - the placing of seeds in damp sand or sawdust or peat moss in order to preserve them or promote germination
juxtaposition, collocation, apposition - the act of positioning close together (or side by side); "it is the result of the juxtaposition of contrasting colors"
interposition, intervention - the act or fact of interposing one thing between or among others
orientation - the act of orienting
planting - the act of fixing firmly in place; "he ordered the planting of policemen outside every doorway"
implantation - the act of planting or setting in the ground
repositioning - the act of placing in a new position
set - the act of putting something in position; "he gave a final set to his hat"
superposition - the placement of one thing on top of another
fingering - the placement of the fingers for playing different notes (or sequences of notes) on a musical instrument
superposition - (geometry) the placement of one object ideally in the position of another one in order to show that the two coincide

PLACEMENT PREPARATION - BASICS

All the pre-placement preparations, discussions and tension, here are a few tips you can follow.

 Deciding on the company: The most important thing to do is to decide on the companies you would like to attend. Be very careful while deciding; leave out a company only if you are confident about yourself. Make sure you know the present placement policy of our college (how many offers you can have) and decide suitably. If you are not sure of which company u would like to be in, the best thing to do is to attend all companies until you u get placed. But, it is recommended that you know about the companies that are coming in for recruitment before deciding. 

Resume: Resume is probably the most important thing you will carry with you to the interviews. The resume should be flawless. Check your resume and correct spelling mistakes. The interviewer might ask you a few questions regarding the information in your resume. Therefore, it is recommended that you are aware of what you have put in your resume. It is best not to go too far from the truth. A resume usually starts with the objective. It tells the interviewer what you strive to achieve in his/her company. State your objective clearly and precisely. Do search the net and check your seniors’ resumes to get an idea about this. Also, do not exaggerate where you should not. For example, listing Microprocessors (8085/8086) under technical skills when you have no knowledge on the architecture would give you a few negative marks. 

Achievements: Take time to think about all your achievements in life. It could be academics or personal achievements (like winning a competition) or sports. Certificates of all these might be asked in your interview. Please do not add things like- ‘I was a school topper in 9th std. Such things can not be proved, nor do they say much about you. Academic achievements should at least be from your tenth grade. 

Hobbies and interests: People sometimes get caught here. The golden rule is to never bluff. For example, saying philately is your hobby when the only stamp u ever had was the smiling Gandhi, could get you in lot of trouble. You can specify only one hobby that is truly yours, rather than mentioning four or five general hobbies. Remember the company people are not hiring you for your hobbies!! 

The D-Day: Schedule: 

1. PPT (Pre-placement talk). 

2. Aptitude/technical test (written or computer aided). 

3. GD (group discussion-optional depending on the companies). 

4. Technical interview. 

5. HR interview. (Some times both technical and HR are clubbed). 

PPT (Pre-placement talk): The pre-placement talks are very important as they give very useful information about the company such as the training period, service agreement (bond), and (the most important) pay packages! The PPT will give you a fair idea about the company (which comes handy in your interviews). 

Aptitude/technical test: Depending on the company there will be an aptitude and/or verbal and/or technical or all three. Prepare well for these tests and search the net for previous years question papers. It helps most of the times to be prepared for this kind of thing. The scores will be relative (at least in most companies), if the papers are difficult. So, give it your best shot and hope for the best. 

GD: (May or may not be present depending on the companies) GD stands for group discussion and not group debate! The content is more important than the quantity. Personally, I would say the only way to prepare for this is take part in GDs as often as you must. So, do make GD groups amongst yourselves. Remember - 

o Never look at the panelists. 

o Never get into an argument with another participant.

 o Never start of the GD if you’re not sure what the topic of discussion is. 

o Be as calm as possible. And try to look at every one who are participating as you talk. Address the group when you speak. 

o Be clear and make your point short. 

o Avoid ‘er’-ing through the points. 

Interviews: 

Greet the interviewers with a ‘good Morning/afternoon/evening’ according to the time. 

Be confident when you greet them and when you shake hands. 

Then sit down when asked to and wait for further instructions. 

Do not cross your hands or legs or any part of your body. 

Do not shake or look away. 

Maintain eye contact as you speak. 

Do not panic and bluff when asked a question. 

A simple ‘no’ would suffice if you do not know the answer. 

For those who get placed at the very first attempt, that’s good going! For those who do not, don’t get disheartened. Every one cannot be placed in the very first company they attend! Think about where you went wrong. If u feel u had given your best shot and still didn’t get placed then remember, rewards await for those who wait.

Objective Placement of Disabled Through Job Analysis

Objective Placement of Disabled Through Job Analysis

Employers--and employees--often have preconceived ideas about jobs. Ask three people to describe the most important requirements for being successful in a particular job and you are likely to get three very different responses. Similarly, employers may have preconceptions about the capabilities of handicapped persons. Mistaken assumptions about the skills required to perform a particular job or about an individual's limitations can result in inadvertent discrimination against workers with disabilities.

How does an employer know whether a worker , who is disabled can perform a particular job?

 Often, if the individual is referred by a rehabilitation agency, a worker profile is provided that outlines the prospective employee's medical condition and limitations, as well as his or her physical and work skills. This information, although valuable, does not answer an employer's question of whether the individual will be able to perform the job successfully. One way that an employer can answer this question is by having a written job analysis. Such an analysis provides a useful means for objectively measuring the fit between a worker with a disability and a given job.

Job Analysis

The technique of job analysis has been a proven tool in industry for many years. A job analysis is not a job description; it goes well beyond the one- or two-page subjective "description" of a particular job. A job analysis systematically identifies the specific tasks involved, the frequency of the tasks, and their importance to successful job performance. It identifies specific background experience and skills that an applicant may need in order to learn, for example, how to operate equipment used in the job. In addition, the prevalent working conditions and the worker skills and behaviors critical for successful performance of the job are spelled out.

From the job analysis, an employer can develop a worker profile of the skills, characteristics, and experience that are required for successful job performance. This profile can be used in recruiting and interviewing to match applicants--disabled and non-disabled--to jobs for which they are qualified. By making job qualifications relevant to job performance, a job analysis can help eliminate preconceptions about what is and is not required. It can also be used to determine what, if any, modifications can be made in the job and to uncover working conditions that should be changed for safety or environmental reasons.

The job analysis also provides an employer with relevant information for setting performance criteria and ascertaining training needs. It often highlights similarities and differences in jobs that can be used in adjusting wage and salary rates. In fact, job analysis provides significant information about a job that goes well beyond the issues involved in hiring.