Sunday 12 October 2014

Who moved my cheese?

                                  Who moved my cheese?

It is a great anecdote by author Spencer Johnson  !
It teaches you lesson of life & deal which changes happening around in personal or professional life.
It teaches you not to be complacent. Here Cheese is used a metaphor, you may correlate in your lives with personal achievements or professional success.
It is a story of 4 characters- Sniff & Scurry, Hem & Haw !
In the event of finding their cheese in a maze it thought them to fight with their fears and many other things, to find out other things..... I would recommend to read it  !

Overall a good read ....

Cheers

Dhaval

Monday 18 August 2014

Men are from Mars and Women are from Venus

Reading this amazing book by John Gray " Men are from Mars and Women are from Venus".
Discovering a lot of things which I actually do unknowingly and end up with lot of confusion.
I have not completed this book yet, however will write more about this book post completion.
I suggest every married men and women should read this.

Cheers ....

Monday 16 June 2014

FIFA 2014 Germany Vs Portugal review

FIFA 2014

Germany Vs Portugal or was it Germany strategy Vs C Ronaldo.

Another fantastic match of soccer. Germany beat Portugal 4-0.Pepe head-butted Muller. Pepe shown red card.

German strategy of short passes proved worth against one man show Portugal. It seemed Portugal‘s reliability on Ronaldo cost them the match. Germans with their defending strategy greased the wheels for them.  Muller’s heroics were cheered in whole of Germany by their fanatic fans. Muller’s 3 goals out of the 4 scored by Germany sets the tone for the rest of the tournament. Without star player Germans proved how one can win match by a successful strategy. You don’t need star players to win matches.

Pepe being a senior player showed immaturity by head-butting Muller eventually shown red card. Portugal had their chances, but could not pull it off. Did it show lack of confidence or lack of practice?

Poor show by Portugal Goal-keeper adding to the injury.

After a penalty was not called on Portugal’s behalf, Ronaldo became incensed. He ran after a referee, pleading his case. USA TODAY Sports’ Mike Foss pointed out, “No one else on the planet would get away with acting like that towards a referee, Cristiano.”


Long way to go for the tournament let see if we see a turnaround.

Article on People Matters

Bullish & Bearish- Recruitment

http://www.peoplematters.in/blog/2014/06/10/talent-acquisition/bullish-and-bearish-recruitment/6041

Tuesday 27 May 2014

My First article on People Matters

My First article on People Matters

http://www.peoplematters.in/article/2014/03/25/employer-branding/eleven-tips-for-hiring-the-right-candidate/4762

Tuesday 6 May 2014

New girl in my life !

New girl in my life!

Adorable, true fighter, mood swings, shopping, travelling, difference in opinion, vegetables, backlashes, love, tender, soft moments, friendship, sense of belongingness, partying and partying hard…
Yes life has been full of all these and I am writing about my better half... Anamika after almost 1.5 years of marriage. People say life changes after marriage, yes it does and for me it changed 360 degree but for good.
Lost some friends, won some… Lost some hearts, won more hearts…
When you travel in Volvo bus and give up the window seat to your better half, then yes you are in love…
When tired coming from office and again you have to go back and buy something and you do it with a smile, yes you are in love…
When you try to cover up your wife's mistake... yes you are in love…
At times you give up your favorite programs then yes you are in love…

Very happy to commit always, yes I am in love…

Monday 5 May 2014

Last few days @ Steria

Last few days @ Steria

More than a couple of days left in Steria. The energy is down, taken myself on the backfoot dont know why... Yet there is a ray of hope of win-win situation for me and Steria.
I will remember the lush green lawns where we celebrated many events and breaking ice with new members in the team. Playing cricket in the play-area till today could not discover whether the play-area was actually meant for playing basketball or tennis. There is also a faint memory passing by that we won a match against one of the process teams, well I don’t like to praise my captaincy in the match but the medals are the testimony. When irritated used to walk down to the waterfall area, water resonates from the top and produces a genuine expression of nature which eases all the worry, tension etc. and gives lot of energy & vista. We also used to have B-day celebrations at this place. Will miss the gossiping at Phase III, all wondering @ Steria Pune we have only Phase I and Phase II, where does this Phase III comes from? We call tapri as Phase III, where we used to break for tea in morning and in evening and discuss topics ranging from cricket to Indian economics to General elections, yes it’s the year 2014 and a ripple effect of NAMO travelling across.
Will remember second stint of my cubicle, yes I changed my cubicle post my below average performance in 2011, where I was best at cracking ideas, well that’s my take JJJ….
Most importantly shall miss the people be it Managers, Business, and various other stake holders…
There was a new learning whilst working with each and every individual. People elder to me taught me patience, professionalism while the younger lot taught me how to build relationship faster.
I shall remember recruitment reviews (Video conferences...) though am aware will have it in my new organization.
The most difficult task came to me when I had to prepare a handover folder; my mind was not ready to accept that there are few days left to be with those wonderful people. However, I had to do so I have started preparing my handover task.
I can go on & on ; on and on about my experience…… but everything has an expiry date…
Though there will be a ray of hope in my heart when I walk down on the last day that I could meet all these wonderful people again...

Cheers………………….



Sunday 13 April 2014

IPL-7 KKR

                                              IPL-7 Team KKR
1 Gautam Gambhir (capt), 2 Robin Uthappa (wk), 3 Jacques Kallis, 4 Manish Pandey, 5 Yusuf Pathan, 6 Chris Lynn/Shakib Al Hasan, 7 Piyush Chawla, 8 Vinay Kumar, 9 Sunil Narine, 10 Morne Morkel/ Pat Cummins, 11 Umesh Yadav

KKR are the dark horses in this season of IPL-7. Gautam Gambir, their captain is retained and so is their most valuable player Sunil Narine. KKR looks a very formidable side and can demolish any side
On their day. On spin friendly pitches eg: Chepauk, Ahmedabad(Sardar Patel Stadium),Firoz Shah Kotla stadium(Delhi)- their spin trio of Chawla, Narine and Shakib Al Hasan ( an unsual spinner) will be deadly against strong oppositions.
In flat “ Patta “ pitches the pace attack with Pat Cummins, Morne Morkel, Umesh Yadav and Vinay Kumar may ruffle real good stroke makers.
In terms of batting KKR heavily relies on Gauti, Jacques Kallis and Yusuf Pathan( who just fired in first season of IPL). Gautam has backed him in all the seasons. Robin, Manish Pandey very unsure of their
form in the middle order. Only drawback is they are lacking fire power in the lower middle order except Yusuf Pathan. With the kind of bowling attack KKR will love to defend more totals compared to chase it down.


My observation:  Being the dark horses KKR may upset a team who is trying to qualify for the playoffs in IPL season-7.

Tuesday 8 April 2014

Employee engagement blue print

                                             Employee engagement blue print
Retaining, inspiring, providing congenial environment to employees through employee engagement is the key for employees in services industry. Recruiting teams engaged in bringing best and right hires to the company, while it is the management who has to see to it that the employees are retained and work without any mental or emotional strain. Management who is the key stake-holder is accountable to provide employees a working environment where the employees thrive.
One cannot motivate an individual at work, i.e. Workforce/ employee comes to work because they are already motivated. Questions asked then why employees switch jobs, why the employee-manager equation is being questioned, why the question of favouritism arises and many more.
Organizations doling out funds for the year, engagement team to execute it, however not sure how much does it impact the retention or any other factors? Events, festive seasons are celebrated but the staff not happy at times due to unknown reasons. The point is does the engagement events are designed in line with their aspirations.
Studies suggest that it is the “Self-actualization” stage where the workforce brings all the creativity, problem solving skills, innovation and work without being prompted.
Maslow’s hierarchy of needs provides a framework where organizations can knit a healthy work culture wherein employees may bring best on the table.
Physiological needs – Companies giving pay above average to attract the talented professionals. People leave jobs for Moolahs. People are motivated and hence they come to work, they do not need fancy festive, parties etc. to get motivated. Companies need take care of their financial needs by paying above average salary.
Companies walking the extra-mile by assisting them with education loans for their children, providing leaves as incentives etc. Companies having snacks, lunch, dinner on the house.
Companies have state of the art facilities like gym, free hair-cuts, library, onsite-medical staff, laundry facility etc.
Safety needs-Companies have even gone to the extent of having “No layoff” policy. This indicates that employees are secured in their jobs. Employees are not distracted by external economic pressures and they spend their majority of time in productive, innovative, creative work.
Equality-How to give a feel of a family? That answers the question. Often companies have gone to the extent of calling their employees “associates”, “family members”, etc. Companies are not biased and illustrate that they hire employees and treat their employees irrespective of gender, age, culture, race, national origins, color, creed etc. Companies have to provide an environment where there is a sense of belongingness. Some companies do not call their employees as employees, it is considered as a crime to call them as employees. The companies should follow open door policy, bottom-up approach in decision making.  
Recruitment & Training-Companies receive many applications for jobs. They have a robust recruitment process. They filter employees at each level. Companies have competency based questionnaires. If they find a prospect technically the best but does not mesh with the company’s culture they do not hire him/her. After the robust recruitment process it has to be supported by the training team or sponsorship program. Employee has to be inducted and briefed about organization’s policies. Prospect will get a rough idea about organization’s culture.
Companies even have a buddy program, where a mentor or a senior employee is assigned to hand hold and have a smooth knowledge transfer. As per the maxim “First impression is the last impression” it goes very appropriate here, these are companies first impressions and has to controlled with utmost care.
Leaders shout lead, and not give orders- After the efforts of Recruitment & Training a company has put in hiring the right talent, it is not appropriate that mangers give orders to their subordinates. Such talented people need no direction to do work, they are already motivated and creative, innovative people who needs no interference. So managers in some companies follow the rule “Give what the employees need and get out of their way”. If all the above needs are satisfied then managers don’t need to micromanage.
Managers don’t need to micromanage their employees; if they do then they breach the trust with their subordinates. Management by numbers is not the theory they adopt here. Let me give me some examples of companies who don’t follow this theory- Zappos, Google, Southwest Airlines, WL Gore & Associates Ltd etc. These companies have scored very high in Great Place to Work.

The blue print to employee engagement is Empowering employees in line with their aspirations is the key. To sight some examples forum where employees can come and express themselves in large or small groups, providing a forum to share best practices, also leverage self-forming groups in an organization. Allowing employees to spend at least 10 % of their time in doing a project matching their aspirations. License employees to setup their own goals and may tweak it as per their aspirations (Managers may assist here).


Note: The observations are personal and not against any organization’s employee engagement practice.

Monday 24 March 2014

Osmosis-Recruitment

                                                Osmosis-Recruitment
It is a process where a rookie experiences a gradual assimilation of ideas, knowledge etc. in the field of Recruitment. We often argue that a person has worked 5 different organizations in h/she 6 years of stint is considered to be unstable. Recruiter will not even make a call to the prospect and find out reasons of jumping the ships.
A Prospect might have worked in contract companies earlier or may a startup companies to mitigate the risk of being unemployed for a long time. It may also happen prospect might have been switching jobs because of the rising inflation.
Recruiter when inducted in the system always under the impression that the resume will be a misfit if the candidate has jumped more than 3 companies in 2 years unaware of the real scenario behind the scene. A candidate who has been switching his jobs frequently to meet his economic demands raised by his/her family vis-à-vis rising inflation.
Rookie (recruiter) assumes that the candidate would have been asked to leave because of xyz reasons, however if one has a robust verification check process in place all the doubts can be answered. Before that the candidate also has to go through resilient selection process.
I am sure the candidate if found misfit will not sail through the selection, background verification process.

I am contradicting the old adage,The best predictor of future behavior is … past behavior"

We should not go by proverbs rather we should have a pragmatic approach, rational thinking while scrutinizing resumes. We may not go for the best fit; ideally we should go for the right fit.

We should give an opportunity to candidates in this rising inflation seen in our daily lives, not without proper scrutinizing and increasing time and cost to the process.
It is a gradual and systematic process where one gathers knowledge, experience in recruitment.
It is something which is not taught in the high reputed B-Schools or MBA colleges. One may realize there will be only one chapter on Recruitment & Selection in the course. Definitely can’t expect much from a fresher in Recruitment. It is the apprentice, intern who has to get proactive and learn from the veterans in the field. An experience which will be learnt on the job rather than in classrooms unlike courses in SAP, Java or any other technical courses.

                                I say it is Osmosis in Recruitment.


Sunday 23 March 2014

Movie reviews :Bewakoofiyan & Shaadi ke Side effects

Bewakoofiyan: Very nice love story. Strong performances by Ayushman, Rishi Kapoor,Sonam Kapoor.. The protagonist loses job in the economic crisis and how it affects their relationship.
Rishi Kapoor initially acting as a barrier for his daughter’s love affair and later turns into enabler in a  subtle way. Nicely woven relationship between Rishi Kapoor and his to be in-law.
Must watch.

Shaadi ke Side effects: Not sure why the movie was made. There is no clear intent, no soul to the movie. Director trying to touch a lot of aspects of life of a married couple but fails to concentrate on
Crux of the movie. Director trying to convey a message which is irrelevant, impractical and surely people do not connect with the movie. Albeit good comic timing by Farhan Akhtar in bits and pieces.

It is okay if you skipped this movie.

Tuesday 18 March 2014

Why complain to HR?

                                               Why complain to HR?
Any and every organization wants to have best of the process, people, machines etc.  HR being the bellwether among other functions has influential authority to make a point in the management gatherings. Not that other team doesn’t.
Management wants to be nimble by listening diligently to their staff. CEO / Chairman cannot go to each and every staff member of the workforce and resolve problems. CEO /Chairman will be calibrated by the HR teams on various issues.
In an organization there are multiple departments working together apart from the projects, processes etc. To name a few Facilities, Canteen, Waste management, Transport, IT hardware support teams, Security, Gardening teams.
Staff facing problems consistently can notify the local HR team and in turn the HR team can take appropriate action. HR internally may address the problems to the management, where management can take agile action. If the staff is working in the same lukewarm manner, then there will no complains and no improvements in the process, machines or people. The process will not grow, people working in the process will be deprived of innovation and hence no growth in people. People do not grow then the organization will not grow. Everything is interlinked.
Process, people do not grow then it may affect employer branding also, the organization is deprived of attracting new talent.
Interact more with your HR teams, any innovative idea -suggest it to the HR teams, more and more ideas splurge to HR team that means the staff is pretty observant of things and light-footed in approach which is healthy sign for an organization. It is a process where one complains about something and that turns out to be an activism for other people too.
To name a few HR teams, Learning & Development, some companies knows as Training and development, Corporate HR, People Help Desk, Recruitment, Talent Acquisition, HRBP, Resourcing, Generalist, and Employee Engagement etc.
So if you have not complained on anything, which means have not contributed in the growth of the organization and in turn your own growth?

Start complaining J

The Iron is Hot-2014 elections

                                             The Iron is Hot-2014 elections
This is the time where the politicians are at their receptive best in listening to ideas. This is the time politicians are reaching out to masses in listening to ideas, solutions, thought process and sensing pulse of the commoners. The behavior is contradicting to their tyrannical behavior all these years. Thanks to the 2014 elections, where all the leaders showcasing urge for India’s top job.
Lot of initiatives in reservation, subsidizing gas cylinders affecting woman of the house, corruption free framework, development, growth, GDP, agriculture, IT, Pharma, Manufacturing industries etc. echoing during their pre-election campaigns. Some of them working on reference to context model, some on silent politics, few on populist politics.
Is it not ironical that these aspirants for the top job are so engaged during post elections and are made publicly available for pre-election campaigns? Leaders are also seen jumping the ships more often than not.
Government inherently has to provide physical security from externally and internally, congenial environment to do free trade, provide a robust judiciary. Pre-election candidates taking jibe on riots seems to be futile.
All the industry should join hands including all the IT, Manufacturing, Pharma, Automobile, Retail, Shop-keeper association etc.. define problem-arrive at solution approach should be adopted and notify the leaders of various groups.

                                        The idea is to strike while the Iron is hot.



                                          This is our chance to make a right vote.

                                                     Happy Electing!


Tuesday 11 March 2014

Irrelevant- Relevance of Experience

Irrelevant- Relevance of Experience

With the breakneck competition for Talent, Employers are so much fascinated by the experience a person possess or carries.
How relevant is it? As employers claim they have a robust recruiting process. Recruiters evaluate / shortlist / screen / negotiate as per the experience. Is it justified to get compensation on the basis of work experience? Experience is just a number which will increase year on year.
Not undermining the importance of experience in a leadership position also. So, what is the framework to judge a person, skill, ability, and attitude, experience, education, behavior and communication?
As per the old adage, “No one is perfect “, then why do we select someone to do the job.
Rather than a person going a series of interviews, may set a parallel dummy projects, allocate certain
Responsibilities and then observe for couple of days. Don’t issue offer letter until satisfied. Offer a person based on ASK (Attitude, Skill and Knowledge).
The challenge is how you will get a person to come at premises, request to take a day off etc. etc. and spend time on dummy project. This simulation can be much used for newbies in the industry or people with no experience. For lateral entry, Biometrics and Cloud is the answer, as it provides services in Public, Private or Hybrid network.
So many times we feel that we carry certain amount of experience and eligible for promotion / hike etc.
We ought to earmark jobs according to experience and not the ability and not on attitude. Let me give you a real time example of my interview.
Background: There were 2 interviewers in the panel and both were trying to dissect my experience,
Which is bad? Interviewing is all about knowing what other person knows and not what he/she does not know. Was so bemused by their “insular approach” towards an interview. The interview was conducted at one of the leading organization (CMMI Level 5).
They were pointing to the baseless assumptions. The talk was not factual at all. The discussion was predominantly based on their assumptions.
Interviewer: How will you identify fake resumes?
Me: There is no algorithm to identify a fake resume, however there are many ways you may identify a fake resume by organization not listed on MCA( Ministry of Corporate affairs), asking the candidate to describe about the project and that will be based on more of gut feel or assumption and not on real facts.
Interviewer2: Well, I would not reject any candidate; I would allow all the candidates to be interviewed.
I thought, then why was the question asked to me in first place. I felt total disconnect between interviewer 1 and Interviewer 2.
Interviewer: Can you name 5 organizations where Java practice is there in Pune?
Me: Blah, Blah, Blah, Blah etc. (Well, listed more than 5 organizations)
Interviewer: Not satisfied, If you would ask me I would name many ?
Me: Okay! But the question was asked to me, to name any 5 organizations which I did.
I was sure that the interviewer was reading my eyes and he was preparing his feedback, (That the candidate has attitude).
The interviewers were keener on my number of experience and not on ability. There was not a single question thrown on how?
If one asks a “How” question in interview, it illustrates the problem solving techniques and approach toward a problem, whether one sees a problem as problem or a problem as an opportunity.
Rather, the panelist was keener on knowing what and when? “What” gave my solutions to the problems and “when” gave the time period. A question on “how” was not asked so that I would have explained in depth the strategies.
Interviewer 1 and interviewer 2: Explain end to end Recruitment
Me: Drew the complete end to end recruitment cycle.
Interviewer2: Where did you follow this process?
Me: XyZ company
Interviewer1: I see your achievements in your resume, when did you achieve this?
Me: I was conferred with so and so award in the year 2010 for achieving my KRA?
However felt having undergone interviewing skills programs couple of times, even the panelist should have undergone.
Interviews are not only about a certain number of experiences, but also about ASK (Attitude, Skill and knowledge).

Caveat: Absolutely no ambush is intended, the views and experiences unintentional.

Saturday 22 February 2014

Reality of Oil and Gas


Reality of Oil and Gas
Oil and Gas are the heroes of Indian economy. Absolute imbalance is created when there is an upsurge in the price of Oil and Gas. Even contribute important role in our everyday lives. Imagine one day without Oil and Gas. From commuting to offices to taking your child to a play park to eating daily meal seems to be a challenge.
The Government of India has enacted various policies, such as the New Exploration Licensing Policy (NELP) and Coal Bed Methane (CBM) policy, to encourage investments across the industry's value chain. 100 per cent foreign direct investment (FDI) is allowed in the exploration and production (E&P) projects/ companies; and 49 per cent is allowed in refining.
Want to bring to your attention that there are are some companies exiting India as our Government expect them to run pillar to posts to take approvals.
COMPANIES EXITING / ON THE VERGE OF EXITING INDIA

FY,2012 accounted 81 % of imports accounted country’s total oil demand. One hand we have companies exiting because of set of procedure.
FY12, FY 13, FY 14 oil production is / will be 0.8 mbpd, 1.0 mbpd, 1.0 mbpd respectively. Where as imports were / will be 3.5 mbpd, 2.5 mbpd, 2,7 mbpd ( mbpd- million barrels per day).
FY 12, FY 13, FY 14 gas consumption was / is 46 bcm, 109 bcm,137 bcm, where as our gas reserves are 1,330 bcm in FY 12, FY 13 and FY 14. (BCM-billion cubic meteres),Therefore Govt subsidizing on Gas should not come as surprise.
Gas imports in FY 12, FY 13 and FY 14 were 13 bcm, 23 bcm and 32 bcm respectively. If we have gas reserves then what is the need of Gas imports ?
Should Govt get in manufacturing of automobiles which uses CNG. This can also generate lot of employment(inculsivity), also non-renewable energy is preserved for generations to use.
As the proven gas reserves are too high,CNG( Compressed Natural Gas) is made by compressing natural gas ( mainly composed of Methane, CH4). It produces fewer undesirable gas then other fuels which is safer for enviroment.
Why do we have so few CNG stations in that case that’s a question to ask ? Or Are the policies too stringent ?
Reference:
http://www.ibef.org/download/oil-and-gas-august-2013.pdf
http://www.ibef.org/artdisplay.aspx?cat_id=803&art_id=35003
http://businesstoday.intoday.in/story/global-oil-exploration-companies-looking-to-exit-india/1/189226.html




Sunday 2 February 2014

Review on IIM-A, Day to Day Economics( Business Book)

Review on IIM-A, Day to Day Economics( Business Book)
Portrays on day to day business understanding on various institutions like RBI, WTO, and intervention of Gov. of India in economic activities. Explains comprehensively about phenomena of Boom and Bust in market, inflation, Crowding-out, Animal spirit in economics, taxes, stock markets, global recessions etc. Draws analogy between Social-Political events and economy like Boston-Tea party. Steps taken by Government to control inflation, Over-heating of economy. Keeps engrossed by illustrating how inflation is good for an economy.
Very pleasingly justifies as a Rookies guide to day to day economics

Monday 27 January 2014

Time to see reverse repo rate!

Time to see reverse repo rate!

RBI surprises again, raises repo rate by 25bp to 8%, keeps CRR unchanged

http://timesofindia.indiatimes.com/business/india-business/RBI-surprises-again-raises-repo-rate-by-25bp-to-8-keeps-CRR-unchanged/articleshow/29481938.cms

RBI is lending money to commercial banks and now we shall see increase in interest rates from the Banks, definitely hitting the commoners.
Important question to ask–Are Banks really running out of liquid cash? If yes then are people using the paper note more than before? Is it because of inflation people have to withdraw more money than before? And hence repo rate is raised by 25 basis points.
After the scams like CWG, Coalgate, Aadarsh etc. people were expecting revival in interest rates, but in contrast repo rate is increased.

Approximately more than 50 % of Indian population is below the age of 30. Now all who are trying to settle down, on the verge of fulfilling daily needs like buying car, house will have to do their calculations again.

Am sure, RBI wants to control inflation by taking certain steps, Time will tell us!

I feel, post elections we may see reverse repo rate where Banks would lend money to RBI and may see fall in interest rates, there by benefiting Indian citizens. Can be an important step to reduce inflation!!!


Views are strictly personal.

“Pro-Reactiveness shown by biggies”

                                                  “Pro-Reactiveness shown by biggies”
Data protection norms in EU may hurt Indian IT sector:
Nasscom
NASSCOM reported on 13th January 2014 that Data protection norms may hurt Indian IT, a billion dollar industry.
Focus on Acquisitionsà



Has the IT organizations shown pro-activeness or did they pre-empt European data regulation norms. Europe showing signs of recovery after sovereign debt crisis.Data protection norms may hurt billion dollar Indian IT-ITES industry.
Above listed organizations have shown pro-activeness by acquiring firms in Europe and their-by the data protection law shall stand null & void. Almost all the organizations reported that they wanted to strengthen their Analytics, ERP or electronics engineering arm. However, the fact can be that they might have anticipated bottleneck in terms of transferring European personal data to India. Or is it that organizations wants to increase their presence by acquiring firms in various geographies.
Infact, I strongly feel reverse data migration is taking place. UIDAI agrees to share contract agreement with French and US biometrics technology companies.

Caveat: Observations are absolutely personal and no ambush is intended.


Thursday 2 January 2014

Mobile internet world for 2014


Mobile internet world for 2014


As we set our foot in 2014, mobile internet users are seen adding up numbers in 2014 in India.

1= 1 Million users


Above data: Reference from ET, IMAI and IMRB

The image depicts an upward trend for mobile internet users in India. More and more people get user friendly with mobile internet in 2014.

Indicates mobile gaming, apps will take a leap in 2014.

Seen more IT heads adding to the list, so scope of sourcing, recruiting more people on social forums increases.

Recruiting, branding, Marketing etc. sees as a golden opportunity to seize their market share.

Increase in sales of mobile companies; online sales will see an increase in revenue.

Cloud computing picks up as more and more hand phones are connected to network; Security becomes imperative in a scenario like this.

Apps like Google maps ensure people reach their destination faster than before.

People behavior observed closely, Social forums like twitter, Facebook etc. will give a freeway to be more expressive.

Middle class, upper middle class becomes more aware of the political scene by easy access to news etc.

which is proportional to change in political scenario in 2014.