Thursday, July 09, 2015

Finance Profiles

Practitioner-Finance & Accounts

Company Name
IBM India Pvt Ltd

0 to 2 yrs
Bengaluru / Bangalore
Key Skills
Accounting Finance Financial Planning
Job Function
Finance / Budgeting , Financial Analysis
MBA / PGDM (Finance), Any Graduate.
As per Industry Standards i.e  4.5

Job Description

Prioritize urgent invoice and aged invoice processing.
You will have to handle manual and automatic payment requests .Verify & run payment proposal. Processing T&E claims and payments, duplicate payment resolution and recovery. Involve Vendor statement reconciliation.
Would involve query handling through calls and E mail follow ups

Exposure to invoice processing, vendor master management; query resolution, indexing, Invoice reconciliation
Exposure to payment reporting and reconciliation activities
Co-ordinate Audits and manage customer expectations.
Adhere to client SLA's and timelines


Company Name:
JPMorgan Chase & Co

0 to 2 yrs
Bengaluru / Bangalore
Key Skills:
o   Good Communication skill, Knowledge of loan
o   MIS, Investment Banking Finance
Job Function:
Financial Analysis, Investment Banking, Loan / Mortgage
o   M.Com. (Commerce )
o   MBA / PGDM (Commerce, Finance )
o   B.Com. (Commerce ) (Commerce Pass )
Graduates/Post Graduates in Commerce with 0-18 months of Investment Banking experience preferred.

6.00 Lacs per annum

Job Description
§  Process transactions on the loan system, Monitor the loan maturity report and loan queue.
§  Timely follow ups with the agent / customer for any notifications.
§  Ensure all the findings with in theSLA are been completed the same day.
§  Keeping track of the open items and taking appropriate action within the deadlines provided.
§  Ensure that the standard operating procedures are adhered to and are always updated.
§  Taking active participation in process improvement and automation.
§  Update the MIS/KPI on a daily, weekly or monthly basis.
§  Ensure adherence to the quality control standards that have been set for the process.
§  Escalates issues as required to the management.

Roles & Responsibilities

§  Strong verbal & written communication.
§  Candidates with prior experience in Agency function, loan function & Loan IQ will be given preference.
§  Good Analytical skills and eye for details.
§  Strong problem solving skill and Decision making skill.
§  Strong interpersonal skills and customer service skill.
§  PeopleSoft literate with knowledge of MS Excel, Word, PowerPoint, Outlook & Lotus Notes.
§  Ability to work under pressure and high volumes.
§  Analytical bent of mind.
§  A good eye for detail.
·       Must be able to work independently as well as in a team environment.
·       Should be detail oriented, quality conscious & multi-tasking.
·       Strong accounting skills.

Financial Analyst (MBA - Finance Freshers – 2015

Company Name:
Ajax Management Consultants (P) Ltd hiring for Leading MNC
0 - 1 yrs
Bengaluru/Bangalore, Mumbai, Kolkata, Rajkot, Solapur, Thane, Satara, Kolhapur, Delhi/NCR(National Capital Region)
Job Description:
·       Identifies financial status by comparing and analyzing actual results with plans and forecasts
·       Reconciles transactions by comparing and correcting data
·       Maintains database by entering, verifying, and backing up data

We seek an outgoing, organized, self-starter who is interested in pursuing a career in Finance. Candidates should have strong communication skills, the ability to multi-task and a sense of urgency in terms of meeting staffing objectives

Not Disclosed by Recruiter
IT-Software / Software Services
Functional Area:
Accounts, Finance, Tax, Company Secretary, Audit
Role Category:
Financial Analyst.

Desired Candidate Profile Education:
Any Graduate - Any Specialization
MBA/PGDM - Any Specialization, Finance, Any Postgraduate - Any Specialization
Any Doctorate - Any Specialization, Doctorate Not Required
·         Must know MS Office very well.
·         Advanced Excel and related analytics skills
·         Understanding of Industry workflows
·         Understanding of Financial statements

Wednesday, July 08, 2015

Human Resources learning at Infosys

The students specializing in Human Resources visited the Infosys facility for an industry visit under the guidance of the Department Head, Professor Shaji Kurian and Personality Enhancement Faculty, Professor Raj Chakraborty. The students arrived at Infosys facility at Electronic City, Phase 1 post lunch on 25th June 2015 for an experience of a lifetime. The students were welcomed by Mr. I.S. Krishna murthy who is one of the senior departmental heads for the human resource department there. The students were first escorted to the Management Council Hall at the facility where they were shown two inspiring and euphoric video presentations about the journey of the company, its values and focus on solutions and services. The video presentations also showed some of the distinguished dignitaries who have visited the Campus, which reiterates the status of Infosys as a established Global Brand.Post that, everyone broke for a quick tea break after which the students were given a house tour of the facility.It was refreshing to see so much of greenery amidst the campus. Some of the highlights of the campus are it comprises of 5 Food Courts, 2 multi cuisine restaurants 2 Huge Gyms with state of the art equipment, an exclusive yoga room and a shopping arcade catering to basic necessities.The students were then taken to the training block for a presentation on the hr practices and training practices of the company.The floor was then left open for questions, which the student had plenty. Some of the questions asked by the students included the expectations from B school graduates across various domains, opportunities and support provided to mid and senior level manager for further enhancing skills and knowledge. The Recruitment manager of Infosys for B-Schools and universities was present at the presentation as well. He gave the students an insight as to what they as a company expect before they recruit from various B-schools.  The staff at Infosys was all praises for the students of IFIM and were amazed at their energy and enthusiasm levels.The students of IFIM were all exhilarated at the opportunity provided to them and learnt quite a few new things.

By:- Sarthak Daing

Tuesday, July 07, 2015

Gamification a buzzing word

“Gamification” the word coined in the year 2002 is gaining buzz in the recent past with popular companies like PWC, Walmart and Qualcomm using gamification to create magic in facets such as recruitment, employee training and employee engagement respectively.
According to a survey conducted by Gartner, 70% of 2000 organizations will have at least one gamification application by the year 2015. 40% of Global 1000 organizations will use gamification as the primary mechanism to transform business operations by 2015.
Gamification Helps in 47% user engagement, 22% increase in brad loyalty,15% brand awareness,9% motivation and &% employee training according to the sources from Gartner.
The above figures show the positive impact of gamification could create in an organization.
Gamification is the use of game thinking and game mechanics in non-game contexts to engage users in solving problems and increase users' contributions. Gamification has been studied and applied in several domains, with some of the main purposes being to engage (improve user engagement, physical exercise, return on investment, flow, data quality, timelines, teach (in classrooms, the public or at work), entertain (enjoyment, fan loyalty), measure (for recruiting and employee evaluation).
Human resources can imbibe gamification to improve Talent acquisition and Management, cultivate and retain valued employees to learn and participate in training, incentivizing paperwork and other administrative requirements. Some prominent examples gamification in HR are Walmart usage of gaming for safety training for the employees, Qualcomm  using gamification to increase collaboration amongst its employees.HR gamification is the hot topic of 2015.The game is ON for HR.

Article by M.Aishwarya


Entrepreneurship is taking the Indian economy by storm! The fear of uncertainty is overcome by a great appetite for risk and a greater hunger for success. Here are the lists of stars that made it big in their own way – solving ordinary problems in extraordinary ways.
  •  Team Indus

Name of Founders: Rahul Narayan, Dilip Chabria, Julius Amrit
Industry: Aerospace

  •      Instamojo

Name of Founders: Sampad Swain, Akash Gehani, Harshad Sharma 
Industry: Ecommerce & Payments

  •  Proof of performance

Name of Founders: Harjaap Singh Mann, Arvinder Mann
Industry: Outdoor Advertising

  •         Zoomcar

Name of Founders: David Back (President), Greg Moran (CEO)
Industry: Personal Transportation

  •         Shield square

Name of Founders: Pavan Thatha, Rakesh Thatha, Vasanth Kumar G
Industry: Security

  •         Grey orange

Name of Founders: Samay Kohli, Akash Gupta, Wolfgang Hoeltgen
Industry:  Warehouse Automation

  •         Qlicket

Name of Founders: Vivek Kumar, Deependra Tewari
Industry: Internet

  •         CarlQ

Name of Founders: Sagar Apte, Deepak Thomas, Vinu Kanakasabhapathy, Rajendrakumar Rajguru
Industry: Connected Cars/ telematics
  •   Aakar innovations

Name of Founders: Jaydeep Mandal and Sombodhi Ghosh
Industry: Social Enterprise, Female Hygiene, Livelihood.

  •  Culture alley

Name of Founder: Nishant Patni
Industry: Education

  •  Wooplr

Name of Founders: Arjun Abraham Zacharia, Soumen Sarkar, Praveen Rajaretnam and Ankit Sabharwal
Industry: Mobile commerce

  •       Gecko tag

Name of Founders: Bahubali Shete, Kirankumar Rajarao, Rajeevkumar, Varadarajan S
Industry: Internet of things


Name of Founders: Anirudh Motwani, Parul Bansal
Industry: Education

  •             SensiBol Audio

Name of Founders: Sujeet Kini and Nagesh Nayak, Vishweshwara Rao, Sachin Pant, Preeti Rao
Industry: Education, Entertainment & Technology


Name of Founder: Naeem Khan
Industry: Online food ordering and delivery logistics (the last mile connectivity)

Gamified Exposure

Gamification is the process of taking something that already exists – a website, an enterprise application, an online community – and integrating game mechanics into it to motivate participation, engagement, and loyalty.

Gamification offers the opportunity to simulate the working environment and create a selection technique that chooses the best talent. For example, Marriott Hotels launched a mobile app that makes candidates virtually perform hotel industry tasks. This provides insight into how the candidate would approach real work and it helps eliminate those applicants lacking the patience or aptitude for the job.

Gamification offers new ways to align candidate behaviour with organizational goals. So instead of telling an employee that he “meets expectations,” it is better to say that he did not clear the second level of the game. Instead of creating performance ratings, HR representatives can create transparent leader boards with badges attached to each level, so that an employee knows how he or she is doing in his business unit, region, country or globally. If an organization has an internal social media portal, the conversations and chatter around the game can create employee engagement at this “virtual water cooler.”

The cases for using gamification are numerous and growing. SAP uses games to educate its employees on sustainability; Unilever applies them to training; Hays deploys them to hire recruiters and the Khan Academy uses it for online education. According to the Aberdeen survey, organizations with gamification in place improve engagement by 48%, as compared to 28% with those who do not, and improve turnover by 36% as compared to 25%.
Year 2015 will be the year of gamification inside the workplace migrates from a few isolated pilots to a new way to engage and recognize high performing employee.
         Gamification takes the essence of games — attributes such as fun, play, transparency, design, competition and yes, addiction— and applies these to a range of real-world processes inside a company from recruiting to learning & development.

Gallup’s latest research shows why companies are increasing their interest in gamification. The Gallup study finds 31% of employees are engage at work (51% are disengaged and 17.5% actively disengaged) but what is most interesting is how this data compares when you apply a generational segmentation.It turns out Millennials are the least engaged generation, according to Gallup, with only 28.9% engaged as compared to 32.9% for Gen X & Boomers. What is going on here? Gallup findings segmented by generation point to low engagement among Millennials who say they do not have the opportunity to show their best work or have a vehicle to contribute their ideas and suggestions. Using gamification to address this will influence not only engagement levels but also help a company become a magnet for best of breed talent. After all, Millennials will reportedly make up 75% of the global workforce by 2025!

How HR Can Use Gamification

HR teams can leverage gamification to achieve business goals by

  • ·        Improve Talent Acquisition and Management

Company can easily turn the hiring process into a gamified experience by rewarding prospects with both acknowledgement and rewards for completing each step, from application to start date. Providing incentives can not only help attract qualified candidates from the start, but can also dramatically increase onboarding efficiency, as candidates are motivated to complete various steps to earn rewards.
At the same time, much like a sales function, HR teams can also use gamification internally to reward top recruiters and incentivize employees to refer top candidates. The opportunity for an employee to earn Referrer of the Year status can encourage employees to take a more active role in talent acquisition, and even help relieve some of the pressure from the HR department itself.

  • ·        Cultivate Corporate Culture and Retain Valued Employees

Keeping employees engaged and feeling that they are part of the team is critical for retention and retention is paramount in maintaining valuable personnel assets, institutional knowledge and consistency, and avoiding costly turnover.
              Gamification can be used to promote a positive corporate culture by rewarding employees for cross-departmental collaboration, providing process or product improvement suggestions, or even participating in company-wide volunteer programs, for example.
           Company can use a gamified platform to track these activities and opportunities, as well as showcase employee participation to their co-workers to provide intrinsic motivation. As an added benefit, the platform maintains a record of all employee activities in the program, which is quite valuable information when it comes time to consider promotions, raises and other tangible rewards.

  • ·        Motivate Employees to Learn and Participate in Training

Mandatory HR training, like harassment, diversity and other compliance programs, are often not high on most employees’ priority lists, especially when they do not see a relationship to their day-to-day job duties. Motivating them to take time out of their busy day to complete these programs in a specified period can be challenging.
Adding a gamification experience to the online learning program can spur action. Employee who earn rewards and recognition for having completed these tasks, or missions in the gamification lexicon, are far more likely to make it a priority and HR benefits from the ability to check those boxes for compliance in a timely fashion, without the pressure of having to hound employees to complete the programs.

  • ·     Incentivize Paperwork and Other Administrative Requirements

No one likes to complete paperwork, especially when other tasks are more pressing — and exciting but paperwork is unavoidable in areas such as completion of benefits enrolment forms and expense reports, So why not make it fun?
Similar to training applications, rewarding employees with either peer or management recognition — or even tangible incentives — for completing required forms can create a friendly competition where employees try to out-do one another for the title of best expense reporter or quickest to complete benefits update forms.
  •             Map the Path to Career Success

Employees see colleagues earning praise, achieving goals and climbing the proverbial ladder, and they want to know how they can achieve the same results. Using gamification, HR departments can create transparent, mission-based career paths that show the steps employees have taken to level up in the organization.
For example, perhaps the top salesperson completes refresher training annually, turns in expense reports within a week of travel, keeps his/her prospect pipeline up to date, logs five new leads every week and follows up on two.
By highlighting this behaviour in a gamified platform, other employees can see what it takes to become the top salesperson as this mentor provides a breadcrumb path to show peers the way to the top.
You can even design such programs to allow team members to recognize one another for contributions made toward a common goal and all of this data is tractable, creating a valuable historic record to capture employee and organizational knowledge.
By consulting the platform, it’s easy to identify employees who have achieved certification in specific skills, worked with clients in a specific industry or make other connections throughout the data. All of this combines to create a more efficient, collaborative, productive and upwardly motivated workforce.

To some, the idea of gamification sounds like a thinly veiled attempt to bait employees into doing what they should already be doing But the truth is organizations can use gamification as an effective way to combat the employee engagement crisis in the U.S.
According to a recent Gallup poll, 71% of American workers report feeling not engaged or actively disengaged in their work. This two-thirds majority translates into nearly $350 billion in lost revenue.

Using gamification, HR executives and their teams can create a more interactive, rewarding and attentive workforce. It can help ward off worker malaise by leveraging intrinsic motivators to drive desirable employee behaviour and improve efficiency and ROI, while reducing turnover and churn costs.