Good Afternoon

Good Afternoon

Often we get disillusioned about societal rejection even when we are trying our best and find no reason why they should act that way

Please find a thought which is so pertinent in this direction

Also attaching a compilation by cajobportal.com of  the differences between Companies Act 1956 and Companies Act 2013

Warm Regards
Anurag
9088026252/9836056252

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Anurag 01:02  

Wisdom

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Anurag 07:37  

Recruitment is NOT Talent Acquisition

Tuesday, February 07, 2012

In our Lexicon, we define Talent acquisition as “a strategic approach to identifying, attracting and onboarding top talent to efficiently and effectively meet dynamic business needs.” 

The term Talent Acquisition (TA) is often used synonymously with Recruiting. However, these are two very different things. Recruiting is a subset of TA, and includes the activities of sourcing, screening, interviewing, assessing, selecting and hiring. In some organizations this extends to the early stages of onboarding, which then becomes a shared responsibility between HR and the hiring manager, with support from the learning organization.

Talent acquisition includes recruiting, but it is inclusive of other strategic elements as follows.

• Talent Acquisition Planning & Strategy – ensures business alignment, examines workforce plans, requires an understanding of the labor markets, and looks at global considerations. 
  
• Workforce Segmentation – requires an understanding of the different workforce segments and positions within these segments, as well as the skills, competencies, and experiences necessary for success.
  
• Employment Branding – includes activities that help to uncover, articulate and define a company’s image, organizational culture, key differentiators, reputation, and products and services. Employment branding can help advance the market position of organizations, attract quality candidates and depict what it is truly like to work for that organization.
  
• Candidate Audiences – necessitates defining and understanding the audiences in which an organization needs to source for specific roles.  Different sourcing strategies should be applied based on the understanding of the jobs and where the audiences will come from to fill them.
  
• Candidate Relationship Management – includes building a positive candidate experience, managing candidate communities, and maintaining relationships for those candidates not selected.
  
• Metrics & Analytics – is the continuous tracking and use of key metrics to drive continuous improvement and to make better recruitment decisions, to ultimately improve the quality of hire.
  

Within each of these core elements of TA are many other sub-activities and best practices.  And, of course, the selection of tools, technology and outsourcing partners is a key element of a company’s talent acquisition strategy. 

Recruiting is what many people want to dive into; however, that is what we call putting the cart before the horse.  The elements listed above are necessary for doing recruiting well. To use an analogy - the design and implementation of leadership programs is only a piece of a leadership development strategy, following an understanding of business goals, defining leadership competencies, and integrating with other talent management process.   In other words, a leadership program is to leadership development what recruiting is to talent acquisition.  Alone, neither will drive their highest value to the business.

www.bersin.com/blog/post/2012/02/Recruitment-is-NOT-Talent-Acquisition.aspx

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Anurag 00:41  

Hosting of exemption(s) in a paper(s) granted in Intermediate (IPC) and Final examinations, valid for May, 2015.

Exemption(s) in a paper(s) are granted to candidates of Intermediate and Final examinations, in terms of Regulation 37C (8) and Regulation 38C (6), respectively, of the Chartered Accountants Regulations 1988.

The rules in this regard are provided in the Guidance Notes made available to the candidates along with the examination forms and hosted onhttp://icaiexam.icai.org. The related FAQs are also hosted on www.icai.org.

However, in spite of the information already made available, it is seen that some of the candidates carry a mistaken notion that they enjoy an exemption in a paper(s) whereas in reality they do not and end up absenting themselves in the said paper, resulting in avoidable hardships.

To avoid this kind of situation, exemption(s) granted in a paper(s) which are valid for May, 2015 examination are hosted on http://exemptions.icaiexam.icai.org, so that candidates can check their exemption status before the exams and take necessary action.

Date of hosting the exemption data: 16th April, 2015

Last date for emailing discrepancy, if any: 26th April, 2015

Hence, candidates are advised to check the details more particularly, the month and year of exam and roll number indicated on the said site, with those contained on the relevant Statement of marks issued to them. Exemptions granted in a paper(s) are indicated by way of “#” against the marks awarded thereon and the Result of the relevant Group is indicated as “F-EX”, in the Statement of Marks.

In case of discrepancy, if any, candidates are advised to write to Exam Dept. immediately, in any case not later than 26th April, 2015, at the e-mail address provided herein below, enclosing scanned copy of the relevant mark sheet in which exemption was granted.

Final candidates: final.exemption@icai.in

Intermediate (IPC) candidates: inter.exemption@icai.in

Exam Dept. will respond, within 7 days of the receipt of the e-mail. In case you do not receive any response within 7 days, write to:

Final candidates: final2@icai.in

Intermediate (IPC) candidates: inter7@icai.in

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Anurag 10:45