Popular jobs for overseas management/finance graduates

As it’s the placement season here in IFIM B SCHOOL, We came up with an informative Article covering the news on INDIAN and INTERNATIONAL job Market.

Management and finance being the most essential functions for every business, there is a broad range of job opportunities available for graduates having an overseas management or finance degree. TimesJobs.com lists the popular job options…

Finance

1. Corporate Finance Advisor

Job Description: A Corporate Finance Advisor specialises in mergers and acquisitions. A finance advisor mediates these transactions and protects the interests of the client, either the company doing the bidding or the targeted company.

Hot Skills: Problem-solving ability, agility and flexibility, thorough knowledge and hands-on efficiency with computer literacy (data crunching and management), risk management ability and master persuaders with a streak of sales are the best fit for this job.

Salary Range: Starting from Rs 4.5 lakh per year.

2. Tax Accountants

Job Description: Tax Accountants assist clients with their financial and income statements. They prepare federal, state and local tax returns for businesses, organisations and individuals. The person should have complete knowledge of financial management and accounting.

Hot Skills: Complete knowledge of accounts and accounting basics, ability to work on preparation of balance sheet, profit and loss account, BRS, finance and tax basics.

Salary Range: Rs 2.7-3 lakh per year.

3. Investment Bankers

Job Description: Investment Bankers are like financial consultants for corporations, which is precisely where the Corporate Finance Group comes into play. Big money and long hours are the hallmarks of the investment banking industry. The role includes helping firms devise and implement financial strategies, analyse their financial needs (structuring balance sheets, etc) and work with the sales and trading departments to determine valuations for new offerings. The role also includes activities such asunderwriting, selling and trading securities (stocks and bonds), providing financial advisory services such as mergers and acquisitions and managing assets.

Hot Skills: Research ability, focused attention, risk management, thorough knowledge of general accounting and financial planning,

Salary Range:  Starting from Rs 4 lakh per year 

Management

1. Research Analyst

Job Description: The role involves performing extensive primary and secondary research to build a detailed understanding of the targeted market, industry, company or opportunity. The person must be capable of analysing and synthesizing research findings to develop valuable insights and strategic recommendations for the client.

Hot Skills: Strong analytics and research skills, discretion and ability to work with sensitive and confidential information, comfort working against aggressive daily goals for thorough output, detail-oriented and excellent follow-ups.

Salary Range: Rs 3.5-4 lakh per year

2. International Marketing & Sales

Job Description: The role involves interaction with clients, generating and closing leads, handling and maintaining client relations, reviving dormant accounts and ensuring customer satisfaction. Most importantly the person should ensure his/her revenue targets are met.

Hot Skills: Business development management, negotiation and analytical skills and strategic and tactical thinking.

Salary Range: Starting from Rs 5 lakh per year

3. Entrepreneurs

Job Description: There are many industries where wealth creation is possible be it the internet and IT, personal services, media, engineering or small local business. If you want to be self-employed or an entrepreneur, explore a new business concept or buy a franchise. He/she needs to have motivation to practice his dream. It’s important to be savvy and understand what is and is not realistic.

Hot Skills: Willing to pursue career in entrepreneurship, must be hard-working, smart, creative, willing to take risks and people management skills.

Salary Range: There is no salary range for being an entrepreneur. One is paid what he/she earns using his/her business wits.

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Five HR strategies for mid size firms to retain the right talent

One of the core HR challenge that mid size firms face is good talent leaving the organisation for better opportunities in large enterprises which might promise a brand image, better compensation package or a better career path.

In an exclusive interaction, Keyuri Singh, VP-HR, Blue Star Infotech - a mid size IT company - talked about some basic work culture-centric HR strategies which can go a long way in building a strong motivation within the employees to work within the mid size firm.

1) Have a 'real' open door policy
A lot of organisations talk about the importance of having an open door policy but not many actually follow this at the ground level. Many times this happens because the CXOs are not approachable.

Within a mid size firm, CXOs must not only focus on the business but also be a people's person who believes in a transparent work culture. Only if the top management is transparent, would this work culture percolate down the hierarchies and employees would develop faith in the company.

2) Cut-throat competition is toxic: discourage it
Within a lot of large as well as mid size enterprises there is unhealthy competitiveness between colleagues in the same team. Though, at the individual level employees might be motivated by the sole aim of growing themselves to the next level, this is toxic for the collective success of the business function or the project.

In the spirit of competitiveness, employees tend to ignore collaboration and asking for or providing help, which is essential for the business to grow. Mid size companies should take care to encourage collaborative work culture and reward collaborative efforts. This sends out a positive message among the employees that the organisation respects and encourages collaboration and growing together as a team and not just as individuals.

A good way to encourage such a culture is leading by example. The top management should set examples within the organisation of how they collaborate with each other to collectively reach a single business goal.

3) Build employee trust in HR
For growing mid size companies, people are its strength. Any kind of office politics or employee issues which could lead to attrition cannot be afforded by the company. So, it becomes even more important for the HR heads of mid size companies to actually be there for its employees, listen to their problems objectively and deal with the problems in a way that the employee who had raised the concern doesn't face any threats or intimidation from the person who has been reported about.
Only if the HR team can become efficient and equipped to tackle such people issues, would the employees be willing to talk about their challenges freely, without being scared.

4) Understand what motivates high performers to stay
Every individual is unique. So are the reasons why an employee would like to work in your mid size firm. The reasons could be a combination of factors such as money, learning opportunities or work-life-balance - with each employee allocating different levels of significance to each.
Since there is no one size that fits all, the HR team in mid size firms need to focus on the personal needs of high performers and offer them a combination of what they attach importance to. This will ensure that personal aspirations of high performers are met and they know they have a robust career path within the company.

5) Give employees flexibility and freedom
At the end of the day, every employee - irrespective of the size of the business in which he/she works - appreciates flexibility and some degree of freedom.
Allowing flexi-timing to employees, as long as they finish the fixed shift hours; allowing work-from-home for certain number of days during the month; giving expectant mothers enough maternity leaves and welcoming them back into the system are few simple ways in which a mid size business can improve the happiness quotient for its employees and enhance the experience of working with the company.

When employees realise that the company is genuinely concerned about them and that the business considers them as a person with his/her own individual needs, the employee motivation to work for the company grows exponentially. 

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3 Tips to Retain and Develop Internal Talent

We all know that the hunt for top talent in organizations is getting very rough. The intention to recruit the best candidate in the industry is taking a competitive turn which is affecting the performance and productivity of an organization in a bad way. Companies are not able to step forward towards their innovative goals.

In the long run it is very important for an HR to feel that strategic and effective talent development and retention program will help the organization to continue its growth.

According to an article on businessreviewaustralia.com by Lee Hecht Harrison, global talent development leader, organizations can cut costs by retaining their existing talent rather than conducting recruitment processes. Developing the existing staff will lead to job satisfaction and engagement and increase in loyalty towards the organization.

Here are few of his tips on how to retain and develop internal talent:

1. Planning- Through new workforce planning process, organizations will be able to predict which positions will be mostly needed in the next few years. These predictions should be ultimately helpful for a leader to decide which employee can become the future leader. Workforce planning mainly includes employees who are appreciable in training and development of potential staff. Try to capture the experience, knowledge and skills from such employees before they leave.

2. Identify your resources- Try recognizing your precious employees in ways such as a creative thinker, ambitious and one who has the ability to adopt new practices quickly because they are the key to your success.

You can identify such employees by some signs such as-

 a. They are always confident with a competitive nature in leading change

 b. Energetic in finding new strategies to improve business performances

 c. Has the ability to communicate easily in multiple languages to deal with international markets.

Once you find such employees you are all set to implement your training and development approach.

3. Employee engagement- It is true that an engaged employee can contribute more in an organization than a non-engaged one. So, prepare training sessions for all employees as this will give them a clear idea of what the organization expects of them. By aligning organizational goals with their career goals, employees will have the faith that their employers are interested about their personal aims. This will also help the organization create a long term relationship with their employees.

In an economically unstable condition it is also very difficult to hire mainly because of the rising costs. So, it is better to identify internal talents in the organization and invest on their training and development.

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