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(Chronicle note: The following article is written by Himanshu Rai (Mechanical 2008), who feels there is a need to make improvement in the various fields for our institute in particular and for IT-BHU community (students, alumni, faculty, administration) in general. Particularly, it discusses about the issues of conversion to IIT, foreign collaborations, industrial linkage, campus life, curriculum, websites, branding of institute, steps needed for improvement, etc.
He has collected and compiled the information from wide range of sources, including from online discussion groups and by talking to different people. All views expressed are his own, and they are stated in a positive way. He can be contacted at: himanshurai.mec08itbhu@gmail.com)
Below is the excerpt from his article. To view his full article, click Suggestions_for_improvement_of_our_institute.pdf
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Excerpts from the article:
As per my observation and after talking to different people, I present my view about needs to improve our institute and steps needed to achieve it.
IIT Step:
One clear message emerged:
IT Administration must make a sincere and serious effort to gain IIT status. This sentiment is echoed by other Alumni and students and there is activity to support this cause. We felt, however, that the leadership for this effort must come from the Institute. If IT Administration can articulate a vision and clear plan to make conversion to IIT viable, all IT Alumni and students will join forces to make this vision a reality.
We hope our endeavors will scale out to alumni from all batches, multiplying our collective efforts to help IT Administration, Faculty, Students and Alumni to execute a shared, heretofore handicapped, vision of our alma mater as a world-class institute for learning, growing intellectual equity, excelling in academics and imparting key life-skills to the next generation of India’s brightest.
Look Beyond IIT:
Lack of funds and geographical position hurts chance of growth of ITBHU.
It is evident in conversion of ITBHU to IITV in few days. What is next your goal? Think ahead of IIT. What IITs do today, other engineering colleges will follow tomorrow.
The ambition of all of us is faulty. We wish to be in TOP 10, hence we revolve (+3 to -3) around this rank. We should aim to become No.1 institute of technology in India. If we cannot dream a dream, we cannot achieve the dream itself. We must take inspiration from ISB, Hyderabad. The IITs are not learning from their own errors nor are they willing to learn from those that are more successful. They are islands of excellence in India. But they lack behind in the world rankings.
What can be done?
A lot, Believe me, we can bring the change.
First of all, there should be common platform where representatives of administration, alumni and students can come together and discuss different things. The administration should give an ear to the things being discussed. So, please register @ http://www.itbhuglobal.org/
Students should come up and speak out if they are facing any difficulty. It can be about lack of funds or lack of any facility or anything. They can directly mail to alumni council about their problems or form a student council with C.R. from each branch selected like T.P.R.
Take the example of ISB, Hyderabad. It has reserved a place among the top B schools in India in no time. It has made so much progress that people have started to prefer ISB to IIM A. The reason behind this trend is that ISB have done so much to maintain the aura of exclusivity of the Institute. If we can do something similar ISB has done, then there is no doubt that we shall be one of the best engineering colleges in India and who knows JEE toppers might want to join IT BHU instead of joining any other IIT. Our alums are at very prestigious positions and we can come together to make our Institute the best in terms of facilities; in terms of benefits; in terms of academics; in terms of anything that comes to the mind of the students when they opt for a college during the JEE counseling.
Goals:
Stress on How to think than What to think.
Each institution should set its future goals and document its success/ failures. Individual departments/ groups also need to be reviewed. The mechanism /process of review need to be discussed with the major stakeholders –faculty, administrators, industry, government, students and alumni. Industry/ professional bodies should be involved in the review process.
I do not have any idea of the existing quality improvement programs (QIP) implied in the institution. During the summer and winter vacation, focused two week modules covering the providing recent advances in the field should be provided by each department. Apart from this, discussions on methods of teaching the subject, course material etc. in a workshop mode would help. The new QIP modules should include post-course evaluation and follow-up. Cash incentives, salary increments and links to promotions will help in inducing faculty to participate actively in these programs.
The good majority of students are content with a good job and not many aims to establish higher benchmarks in their life. This rather unfortunate mindset, apart from mirroring the booming economy and the concomitant surfeit of jobs, is also a reflection of the ‘chalta hai’ attitude of a rustic IT-BHU which is all pervading. Starting from the students to the teachers, lab assistants and the people in administration to the students, everyone gets bitten by this mediocrity bug .There are always exceptions but they only serve to emphasize the general rule. Considering that every one guy/gal out of 10 who steps onto the portals of this institution is a school topper/ NTSE scholar/ national quiz winner etc, it is rather surprising that the same commitment to excellence takes a nose dive two years into their graduation.
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(This article is written by Mr. Shiv Shankar Kedia (Mechanical 1975). He owns franchise of Surlin.com at Jaipur, which involves recruitment, training and web services. Views expressed are his own. He can be contacted at: ersskedia@gmail.com)
Every day we open our eyes in the morning with the news of the Economic Break-down. This is a fact and cannot be denied. In economics parlance it is a cyclic thing and bound to repeat many times. There are attendant problems, hardships, rethinking, re-alignment and so on and so forth. When the bottom lines are at stake, no other thinking has any place but to think of survival and when it becomes a question of survival – it is natural to fight back all-out.
In such a scenario – the HR processes definitely are under extreme pressure. The most common solutions – as is evident from the actions of many Global Corporations – large scale retrenchments of the work force.
Is this the only solution? This question has made me think about the whole HR process and Employee- Employer relationship. Are we the same people who in the flourishing times call employees as the most important asset of an organisation? By mass layoffs – we are safeguarding the physical assets and laying-off the Human Assets, can this be considered prudent by any line of sane thinking? And who is to blame for this line of thinking? Probably – The Human Resources Advisors have to take the majority of the blame. Why cannot we think beyond the easy alternatives? It may be difficult to take the alternative routes – agreed – but looking beyond the crisis – the results will be something un-imaginable.
Both the Top Management and the HR experts have to sit down and think of possibilities of saving both the physical as well as Human Resources – then only we can say we have learned and mastered the art and science of HR management.
There are n numbers of top notch experts in the field and they definitely must be working overtime to tide over the situation. Compared to them – I’m a non entity to even ponder over the issue, leave alone daring to even think on the issue, but the state of affairs do agitate me to the core to at least voice what I feel.
As written in my earlier articles on HR – I belong to a typical Marwari Businessmen Family and my school and college starts at home first, then beyond. Over the years, my education and attitude towards life has compelled me to think and rethink on issues beyond my professional capabilities. Everytime I delve inside, something new seems possible. In the present case also, the traditional Marwari System of HR management holds a lot of promises. I won’t get in to the details here as, I’m not trying to provide a solution for the issue at hand but instead the attempt is to initiate an alternative line of thinking. In the Marwari system of Management, though it was devoid of any modern day professionalism, it had solutions for almost every situation and especially HR management was probably the best part of the system. Retrenchment never had a place in the system. Still they could tide over a lot of storms.
I feel a very similar approach in the Japanese system, various discussions with peers and family members have indicated – How the Japanese Corporations value their Human Resources and the ways of overcoming the hurdles by both the Employees and the Employers. In case of Germany also, I feel their systems should also be very good, as, though laid-back, their performance and results are any day commendable. I’m not sure of the actions and policies of the Japanese in times of Turmoil, but in normal times, on firsthand experience, I can say they work very much parallel to the Marwari system. In case of economic difficulties faced by companies, there are instances of voluntary acceptance of LOWER WAGES by employees by mutual consent between the Employees and Employers. This is just one example – the modalities may be difficult – but the end result is definitely something to be emulated. It is a question of trust and care. Commanding and building confidences; Measures based on humane considerations.
First we have to identify the problems, sit down and think and rethink, decide the priorities and at the core believe in what we say – Employees are the Biggest and most Valuable Assets of an Organisation. If so then an attempt to save it should be the TOP PRIORTY of the organisation.
The other way round, if retrenchment is taken recourse to – just imagine the fall-out, psychological pressures on the employees and their families, the after effects and the overall impact on the system. As such the situation is grim and in such circumstances a layoff notice definitely cannot be considered humane by any standard, leave aside justified. The Government should also contribute its two bits in tiding over the situation. A small example of the Government’s role – in case of adjustments of financial aspects – a prorata effect should temporarily be considered by Government in Taxes – both direct and in-direct. Making the government understand is not an easy task, but then for what do we have the Trade Associations and Chambers of Commerce. This is just an example and it is not as easy as it is said, but this time we are talking about is also not easy either. We need highly innovative solutions for extraordinary situation and looking to the present scenario – what more extraordinary situation can be imagined. We are fighting with our backs to the wall and facing a Break-down of the system; a situation where the Survival is at Stake.
Additional links:
1) Shiv Shankar Kedia’s interview in Chronicle:
http://www.itbhuglobal.org/chronicle/archives/2008/08/index-interviews.php#003653
2) Cartoon about layoffs-reproduced from the blog Ruleno.1:
http://rno1.com/2008/10/09/layoffs-layoffs-layoffswhen-will-it-stop/
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(By Yogesh k. Upadhyaya)
(Late Mahendra Kapoor)
MUMBAI: Playback singer Mahendra Kapoor, among the handful of singers who dominated the golden age of Hindi film music, passed away following a cardiac arrest at Mumbai on September 27, 2008. Kapoor, best known for his patriotic songs like Meri Desh Ki Dharti, was 74 year old. With his demise, we have lost the last well-known playback singer of the bygone era. He was in the league of golden singers who passed away one by one, including Mukesh (in 1976), Mohammed Rafi (1980) and Kishore Kumar (1987).
Though he was out of the playback singing scene, he continued to cut private albums. He and his son Rohan had been performing in live shows in India and abroad. Kapoor was planning to start a music school for which he was going to approach the chief minister for land.
Born in Amritsar, Kapoor got his break in playback singing through an all-India singing competition, while studying at St. Xavier’s College, Bombay. Music director C Ramchandra gave him his first break with Aadha Hai Chandrama Raat Aadhi, but it was Chalo Ek Baar Phir Se Ajnabee Ban Jaaye from B R Chopra's Gumrah that set him on the path to fame.
Subsequently, Kapoor sang his best songs for B R Films and the latter's favourite music director Ravi. Among his popular songs are Tere Pyaar Ka Aasra Chaahta Hoon (Dhool Ka Phool), Neele Gagan Ke Tale (Hamraaz) and Sansaar Ki Har Shai Ka (Dhund).
Like Mukesh was the soul of Raj Kapoor, Mahendra Kapoor was Manoj 'Bharat' Kumar's voice; he sang a host of hits for the actor from Mere Desh Ki Dharti (Upkar) to Aur Nahin Bas Aur Nahin from Roti Kapda Aur Makaan . He also sang the title song of Chopra's popular TV serial, Mahabharat, in the late 1980s. He gave his voice in over 200 Bollywood movies. He also was playback singer in a number of regional movies. His deep, Pahaadi voice was more distinct and versatile than the perfect singer, Mohammed Rafi, whom he worshipped.
Top 10 filmi songs of Mahendra Kapoor
1. Aadha Hai Chandrama Raat Aadhi (Navrang ) 1959
2. Tere Pyaar Ka Aasra Chaahta Hoon (Dhool Ka Phool) 1959
3. Chalo Ek Baar Phir Se (Gumrah) 1963
4. Din Hein Bahar ke (Waqt) 1965
5. Mera pyar Who hein Ki (Yeh Raat Phir Na Aaygi) 1966
6. Mere Jaan Muz pe Sadke (Sawan Ki Ghata) 1966
7. Neel Gagan ke Tale (Humraaz) 1967
8. Mere Desh Ki Dharti (Upkar) 1967
9. Lakho Hein Yahan Di Wale (Kismat) 1968
10. Sansaar Ki Har Shai Ka (Dhund) 1973
Additional links:
1) Singer Mahendra Kapoor passes away
http://timesofindia.indiatimes.com/India/Singer_Mahendra_Kapoor_passes_away/articleshow/3535573.cms
2) Mahendra Kapoor in Wikipedia
http://en.wikipedia.org/wiki/Mahendra_Kapoor
3) Evergreen hits of Mahendra Kapoor on Smashhits.com
(Listen and view songs)
http://www.smashits.com/music/oldies/songs/5042/evergreen-hits-of-mahendra-kapoor-vol-1.html
4) List of Hindi films with songs by Mahendra Kapoor
http://www.imdb.com/name/nm0438481/
5) View Mahendra Kapoor songs on YouTube
http://www.youtube.com/results?search_query=mahendra+kapoor+songs&search_type=&aq=1&oq
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In July to September each year, several magazines publish rankings of business schools in
a)
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b) Livemint B-School Rankings ‘08
http://www.livemint.com/SectionPages/BusinessSchools.aspx?iname=Name&sid=1&city=0&rank=0&place=false
Rank Colleges City
(Government Colleges-All 16 shown here)
1 IIM A Ahmedabad
2 IIM B
3 IIM C Kolkata
4 IIM L
5 MDI, Gurgaon Gurgaon
6 FMS,
7 IIM I
8 SJMSoM, IIT
9 NITIE, Mumbai Mumbai
10 IIM K
11 IIFT,
12 DMS, IIT
13 VGSoM, IIT Kharagpur Kharagpur
14 Bharathidasan Institute of Management Tiruchirappalli
15
16 Army Institute of Management Kolkata Kolkata
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Rank Colleges City
(Private Colleges-10 out of 50 shown here)
1 XLRI
2 S P Jain Mumbai
3 IBS,
3 IMT,
4 NMIMS, Mumbai Mumbai
5 IMI,
6 XIM, Bhubaneshwar
7
8 BIMTECH, Greater Noida Greater Noida
9 T A Pai Management Institute Manipal
10 Welingkar Institute of Management Development & Research Mumbai
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c) Outlook India-India’s Best B-Schools 2008
http://www.outlookindia.com/full.asp?fodname=20080929&fname=ALead+Essay&sid=3
Top 10
Top rankings of Government and private B-schools by various parameters.
Government B-Schools | |
1 | IIM, Ahmedabad |
2 | IIM, |
3 | IIM, |
4 | NITIE, Mumbai |
5 | FMS, |
6 | IIFT, |
7 | SJMSOM, IIT |
8 | JBIMS, Mumbai |
9 | IRMA, Anand |
10 | IHMR, Jaipur |
Private B-Schools | |
1 | XLRI, |
2 | SP Jain, Mumbai |
3 | XIM, Bhubaneshwar |
4 | IMT, |
5 | MDI, Gurgaon |
6 | IMI, |
7 | NMIMS, Mumbai |
8 | Welingkar, Mumbai |
9 | Symbiosis, Pune |
10 | KJ Somaiya, Mumbai |
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d) Business Today-India’s Best B-Schools Survey-2008
http://businesstoday.digitaltoday.in/index.php?latn=1&issueid=33&page=archieve
July 13, 2008 issue
India’s ten Best B-Schools
1. IIM-Ahmedabad
2. IIM-Bangalore
3. IIM-Calcutta
4. SIBM-Pune
5. IIM-Lucknow
5. XLRI-Jamshedpur
7. JBIMS-Mumbai
8. IIM-Indore
9. FMS-Delhi
9. ICFAI-Hyderabad
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Institute of Technology, Banaras Hindu University
Varanasi 221005, UP