Placement Support Event
A Case for Management Institutes


By

D.V. Ramana Murthy
Senior Faculty
P.G.Department of Commerce & Management Studies
The Hindu College
Machilipatnam-521001, Krishna Dist, A.P.
Guest Faculty
Department of Business Management
Krishna University
Machilipatnam-521001, Krishna District, Andhra Pradesh
Director & Core Faculty
Attitude+ve, Behavioural Training Solutions
Machilipatnam-521001, Krishna District, Andhra Pradesh
 


There is a growing concern on the employability of management graduates coming out of educational institutions. Cook Book recipe syllabi are taught at the institutions under governed environment and little freedom is there for teacher. But today with teaching methodologies and educational pedagogies, there is an ample scope for a teacher in motivating the learner in classroom. This can enhance teaching learning process.

The next issue is how to market a student who is turned out from a management institute in the employment market. Now a days in the era of liberalization and globalization, there is a tremendous growth in ever sector. Most of the organizations are now looking for quality manpower. They organize campus recruitment, job melas, career meets and fairs to capture young talent straight from the colleges. "Catch Them Young" is the slogan and HR strategy for almost all new generation private companies.

This trend presents a challenge for the management institutes in fine tuning their young graduates and make them ready to face employability tests in the campus recruitment drives, job melas, career fairs etc.

PLACEMENT SUPPORT EVENT A CASE IN POINT:

It is an alarming fact, that most of the organizations who visit campuses are experiencing low level of preparedness on the part of the students and ending up with low level of selection rates which may not be proportionate to their time, cost and effort to pick up candidates with right kind of aptitude, knowledge, and skill sets.

This necessitates us to design an exercise to prepare young graduates to confidently face the recruitment tests. Let us see how this model can be worked out in our institutions. The important objective is to prepare, test, screen and train students for campus recruitment.

LEVEL: I

WRITING OF CURRICULUM VITAE

Prospective candidates can be trained on writing their bio-data. Various styles of presenting personal details can be explained in this session. One should market effectively himself or herself through a good presentation of  bio-data. Candidates must be trained in a write up of not exceeding 200 words on "Why I Consider myself Suitable For the Post Applied". Most of the organizations may take preliminary assessment through this. The candidates should be in a position to identify their strengths and weakness-and opportunities and threats. The importance of SWOT Analysis and process of SWOT analysis can be explained in this session.

LEVEL: II

MANAGEMENT TRAINEE APTITUDE TEST :

The prospective candidates can be asked to take a management trainee aptitude test. The test can be planned for a duration of two hours. The test aims at assessing the managerial aptitude and basic skills required at entry level in any organization the test also assumes the functional knowledge at a general  level to understand the candidates' subject knowledge. The test may be planned for four sections covering general English, reasoning ability, managerial aptitude and functional skills. All the questions may be objective in nature. Each section will carry 60 questions and time allowed is thirty minutes. There need not be any negative marks. Preferably the test can be designed to be administered on-line, and the results can be declared on the same day. About 25 percent of the students will be short listed for Group Discussion.

LEVEL : III

GROUP DISCUSSION:

The students short listed at the written test will be called for the Group Discussion on the next day.

Seminar on "Discussion Leading" can be planned wherein few topics can be given to the students. Students can be formed in to 5 or 6 groups and need to discuss on the topics. Some members may be selected from among the students and faculty may act as observers. The observers will be supplied with rating forms to assess the process of Group Discussion and rate the groups and individual students on selected parameters on the effectiveness of leading group discussions.

After this G.D. training seminar is over, final G.D. will be conducted and will be evaluated by a panel of experts who will select approximately about 20 percent of G.D participants for Personal Interview. A good feed-back session on G.D should be planned. The panel of experts will provide the participants feed back after the G.D session. This provides scope for the clear understanding of strengths and weakness in Discussion Leading (G.D) among the participants.

LEVEL : IV

PERSONAL INTERVIEW

The students short listed after group discussion will be called for a personal interview.

Training seminar on how prepare for interview, interview etiquette, dress code, body language, maintaining eye contact with the interviewers etc., can be planned to train the candidates on the interview fundamentals. This enhances the confidence levels of candidates appearing for personal interviews in the campus recruitment.

After the seminar is over, the students short listed after group discussions, will be called for a personal interview. The interview panel comprises of experts from different specialization areas and selects the candidates finally. The final list of candidates can be placed on the notice board and may be offered awards in cash or in kind ( in the form of books). An open feed-back session on the performance at the interview should also be planned so that the participating candidates can understand their strengths and weakness in personal interview.

THE ADVANTAGES

Students of management courses can richly benefit from the experience of the placement support event. The placement cell/ office can have a continuous rapport with the friendly organizations and share the data by inviting them into such events.

M.B.A. PROGRAMME : SOFT SKILLS TRAINING:

Management institutions can schedule a formal timetable for seminars, T-Groups, Group Discussions and other presentation skills apart from routine curriculum. Every student should be motivated to participate very actively in these events.

Next question is marking and grading of each candidate on the relevant parameters in each event. A careful selection of parameters is necessary to rate the candidates competencies in each activity. The institutions which have been doing these activities already in their management programmes would need to generate the data on the performance of students very carefully and document them properly. It is important to prepare the student profiles and this data is very useful for recruiters who come for campus recruitment or career fairs etc., This data can be shared with friendly organizations with whom the institution's placement cell builds up a very good rapport.
 


D.V. Ramana Murthy
Senior Faculty
P.G.Department of Commerce & Management Studies
The Hindu College
Machilipatnam-521001, Krishna Dist, A.P.
Guest Faculty
Department of Business Management
Krishna University
Machilipatnam-521001, Krishna District, Andhra Pradesh
Director & Core Faculty
Attitude+ve, Behavioural Training Solutions
Machilipatnam-521001, Krishna District, Andhra Pradesh
 

Source: E-mail February 24, 2011

          

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