the times of abbs...the advertising campaign started in india starring miss world 2017 manushi...

THE TIMES OF ABBS NOT FOR SALE | VOLUME – 11 | NOVEMBER 2018

www.abbs.edu.in

DIRECTOR’S MESSAGE

Dear Readers,

When it rains, sometimes practically it ‘pours’. It is true with our Monthly ‘Newsletter’. It is colorful, exhaustive, vibrant, and has ‘soul’. It is released on time. Thanks to all my Student editors and Faculty coordinator, Prof. Ashish Vazirani. I feel like sitting on a bank of river and

seeing a river flowing. Just flows. What an experience. Thanks again!!!

This month’s issue of ‘Times of ABBS’ is educative and informative. Students have shared their real life experience. Their practical experience of running Mutual Fund and the trouble

they have taken to bring it on track is worth reading. It has ‘soul’ as author has shared his experience of playing with others money. There are many articles like this.

Wish Readers would read the Newsletter from cover to cover and give feedback at

[email protected].

With best wishes!!

Dr. H. R. Venkatesha

Director, MBA Department,

Acharya Bangalore B School

mailto:[email protected]

www.abbs.edu.in CONTENTS

Table of contents Pg. No.

Marketing

Instagram Marketing Vs YouTube Marketing, Which

One is Ruling The World? 1

The Likes and Shares of Club Factory 3

Human Resource

Cloud Computing in Human Resource 7

Automation and Attrition 10

Social Media Hiring 13

Finance Section Career Options in the Financial-Services Industry 15

Mutual Fund 18

Entrepreneurship

Cell

Start-Up Analysis - Cleverpick 20

Intrapreneurship 21

General Section Work-Life Balance 23

Activities

Lead Series – Session 11 25

E- Drive 27

Introduction to Entrepreneurship Development Cell 28

YOUNIX Inauguration Ceremony 29

Book Review 30

Mr. Nikhil P. Thakare Mr. Sree Charan Seethamraju

Editor Designer

1 | P a g e www.abbs.edu.in

MARKETING

INSTAGRAM MARKETING VS YOUTUBE MARKETING, WHICH

ONE IS RULING THE WORLD?

Let’s try to understand Instagram Marketing and YouTube Marketing

individually, before we learn about the

differences.

Instagram:

Instagram which is also called as IG is a social

networking platform where you can share

photos and videos, which includes features

similar to Facebook i.e. likes, comments,

messaging, and similar features of Snapchat i.e.

filters and 24 hour duration stories.

The new add-on feature on Instagram is the

IGTV, which is a newly launched video

application by the Instagram in June 2018 and

is also featured within the Instagram

application and website.

The new whole idea of Instagram was created

by Kevin Systrom and Mike Krieger and it

was launched in October 2010 which was then

exclusive only on iOS (operating system by

Apple Inc.). The Android version was launched

in April 2012, the Instagram website in

November 2012, Windows 10 mobile

application in April 2016 and Windows 10

system application in October 2016.

Why Instagram for Marketing?

1. One Billion Active Instagram Users -

Among them 500 million are using

Instagram every day, which means every

day users come across some brands and

their posts.

2. $7 Billion Ad Revenue - The estimated

global ad revenue for business products and

services which shows that it reaches around

10 million active Instagram users globally.

3. 72% of Instagram users are teens- which

is a lot more helpful for increased customer

engagement. Youngsters these days are

being influenced by the brands promoted on

Instagram. Thus it was also nominated for

the Teen’s Choice Award. 4. 35% of adults use Instagram- this means

right products/services to the right

customers i.e. the income earners.

5. 4.2 Billion Posts are being liked by

Instagram users – It feels great for any

brand understand user behaviour and to be

liked by their customer which is brand

engagement.

6. 95 Million Posts/Day – Enough portion is

available to the brands to promote their

products/services

7. 400 Million Stories Every Day – Among

these, 2 million brands are sharing their

stories through ‘Stories’. Every brand’s

marketing strategy includes sharing their

stories with their customers.

8. 80% Increase in Video Posts Per Year –

Instagram users love video posts, that’s how the new way of blogging started which

is vlog (video + blog). This is a very

engaging and interactive way of branding,


MARKETING

and it’s usually done through influence

marketers.

9. 25 Million IG Business Profiles – Over

200 million Instagram users come across at

least one business profile every day and

80% of them follow them right away.

10. 60% of Instagram users discover a new

product/service on Instagram – A great

platform to get recognized by your target

customers.

YouTube:

YouTube is a website/application where one

can share and watch videos. It was founded on

14th February 2005 by ex-employees of PayPal

i.e. Chad Hurley, Steve Chen and Jawed Karim,

headquartered at San Mateo, California, United

States. In November 2006, this site was bought

by Google for US$1.65 billion.

Now, why YouTube for Marketing?

1) 1.5 Billion YouTube Viewers Per Month

– How about reaching this large population

with your brand? Sounds great right?

2) 30 Million YouTube Viewers Per Day –

With proper segmentation and by targeting

the right audience on YouTube, a minimum

of 30% of these 30 million viewers can turn

into your customers.

3) More Than 1 Billion Hours Of Video

Watched Per Day – So make sure your 10-

30 seconds advertisement video or a video

by an influencer marketer for your brand is

also viewed.

4) 1.8 Billion Of YouTube Users – Seems

like 80% of your target customers are on

YouTube. Why not use this opportunity to

reach more number of people in less time.

5) 400 Hour Volume Of Videos Is Uploaded

On YouTube Per Minute – How many of

them are really being viewed by the users?

Not sure, because the world wants more,

more than just a video. So being creative is

all you need to promote your brand on

YouTube.

Have a look at the differences between the two major marketing platforms.

Instagram YouTube

Parent Organization is Facebook. Parent Organization is Google.

Users are generally teens and adults between the

age group of 18-40, and aged people aren’t quite

active on this platform.

Users are teens, adults as well as the aged.

Great tool for influence marketers because it’s a platform where users get inspired by others.

Users usually just watch videos of their own

personal interests.

Includes influencers’ video content and customer engagement.

Includes TV commercials, advertisements,

influencer’s video contents and paid media.


MARKETING

Helps marketers in brand equity, purchase intent

and mainly brand engagement.

Helps marketers in creating awareness, brand

equity, and reaching new audiences.

Likes, comments, hashtags and impressions

define the marketing strategy.

Number of views, video completion rate, likes

and comments define the marketing strategy

Time to conclude which one is ruling the

world! Instagram marketing or YouTube

marketing?

With the above provided statistics, it’s pretty clear that the Instagram is the fastest growing

social networking site compared to the other

platform i.e. YouTube. But, before you decide

upon which platform is the best for marketing

of your brand, always remember to focus on

your target customers and try to understand the

their behaviour on various social media

platforms. Also, the type of content your brand

is using for marketing is very important. This

will help you in analyzing which is the right

platform for your brand. For example, you can’t use memes on YouTube; memes can be used on

Instagram.

THE LIKES AND SHARES OF CLUB FACTORY

Recently an e-commerce company found a new way to increase

their traffic on to their website, APP and Facebook page.

The company that started sending notifications to people to avail

free products by sending the links of the specific product they like

to others is none other than “CLUB FACTORY”.

It is a Chinese company started by two young minds Aaron Jialun

Li and Vincent Lou who are graduates from Stanford University

with the headquarters located at Hangzhou, Zhejiang China

which is created using Jiayun Data Technology and is being

operated in US, India, South Asia, and Middle East regions.

Ms. Aishwarya R

MBA 3rd Semester


MARKETING

India is the leading market for Club Factory. It's

not all surprising to see that Indian mentality is

always attracted to free or cheap goods as they

say Indian consumers are “Discount Hunters”. With over 70 million users Globally 40 million

users are from India.

The advertising campaign started in India

Starring Miss World 2017 Manushi Chillar and

Bollywood actor Ranveer Singh. Must say,

Club factory has identified the top-notch people

and in the field of advertising industry which is

Publicis Beehive. Below is the data of the ad

campaign.

They made no mistake in selecting the youth

icons who has the highest number of fan

following and also can impact a large number

of people in the Indian market.

LET US SEE WHAT IS IT WITH THIS

LIKE’S AND SHARES

Generally, any social media platform which has

the highest number of likes and comments will

Client Club Factory Client Team Aviva Wu

Agency Publicis Beehive MD & CCO Bobby Pawar

MD Srija Chatterjee COO Paritosh Srivastava

Creative Team Shyamashree D’Mello, Avinash Parab, Savita Nair, Nikhil Warrier, Harish Iyengar,

Shreyas Shetty

Account Management

Smita Das, Khushbu Hisaria

Account Planning Binita Tripathy Production House Prodigious Production Team Vandana Watsa, Anup Das, Andalib Patel,

Sajid Shaikh

Director Karan Kapadia


MARKETING

have a good position on google search engine

page.

Let’s Say, if you search for a product online you can see the results with respect to Amazon,

Flipkart, and Snapdeal. From now you can see

that Club Factory is included in the Search

Results as well. The Indian marking is looking

for a plethora of options and which is being

satisfied by the CLUB FACTORY as well.

It uses an AI-Algorithm and knowledge graph,

the algorithm helps in comparing the price of

the products from multiple manufacturers in

real time.

Initially, they made the algorithm with respect

to medical devices to reduce the cost but later

they thought it can be used in supply

management as well. And later they thought

CLUB FACTORY can be a better option to

help suppliers liquidate their inventories by

selling it to their customers.

Like most of the e-commerce companies CLUB

FACTORY doesn’t hold any inventories!!

THE EXPERIMENT

With the latest

messages of links

of club factory

everywhere, I tried

looking at the links

a little bit closer.

According to my

analysis, the

product you like

can be freely

availed only if the link of yours gets a specified

number of likes, either it is 30 or 50. The thing

which made me notice is that to like and share

the links, you have to log in through Facebook

which is giving them the traffic to Facebook as

well.

So I tried to create a WHATSAPP group with a

specific number of people to check how the like

and shares of the products are working.

BREAKING DOWN THE URL

If you can look at the word “DISPATCH” in the URL a bit closer, it means that you are liking

the products that have been already purchased.

Which means your providing likes and shares

for a product which is brought only once and

providing it more ratings (which is not good).

The word “DISPATCH” will not be considered in an URL unless it is ordered with the


MARKETING

completion of payment or the product is

dispatched to the consumer.

Something more in detail!!

When we like a product and share the

algorithm understands which product you

like.

How many references is it making?

How many of them are liking it and creating

a new link of the same product of their

own?

This help in identifying which product has

more necessity and possibility of driving traffic

and can also increase in the rating and likes of

the product which has is not being purchased by

most of them.

One person sends the link to get 30 likes and

only one person gets the product the ratio is

1:30 that’s AWESOME!!

Let me tell you how I got into CLUB

FACTORY!!

To say frankly I got introduced to the app with

from my family telling me that some of her

friends brought some mop cleaner at a low price

so, they asked me to check how much does it

cost.

Pointed to be noted CLUB factory is not only

targeting people of our age it is targeting the

people with various demographics as well.

And later to that, I became aware of the links

from one of my friend telling me that “check out the link!! CLUB FACTORY is giving away

products for free if you like it and ask others to

like it as well”, Thank you for letting me know about it.

Linking Facebook to get the link of the product

or to like is one of the best ways to drive traffic

to the CLUB FACTORY PAGE. With all these

like and share there is no doubt how the page of

CLUB FACTORY reached 9.9 million

followers worldwide and only with 6 posts

daily on their Facebook Page.

How is it possible with 6 posts per day and 9.9

million users following the page there is only a

range between 500k to 3000k likes which is

also not sure!!

For example, most of you know about the latest

sensation Priya Prakash varrier right!! The girl

who touched everyone's heart with one wink.

Have you seen the likes and followers on her

Instagram profile after the wink video, it has

reached 6.3 million!!

Your likes and Shares are very valuable don’t waste it!! It will completely turn the company

social media presence.

Just think about it and HAPPY SHOPPING

WITH CLUB FACTORY!!

Mr. G. Vishnu Vardhan

MBA 3rd Semester


YOUNIX

CLOUD COMPUTING IN HUMAN RESOURCE

Human Resource Managers today cannot

imagine life without the HRMS (Human

Resource Management System Software) to

update employee databases and skype to take

interviews of candidates in distant lands. Cloud

computing is the new buzz word among

individuals, research scholars, and corporates.

It is an extremely scalable and managed

infrastructure that is proficient in hosting

customer. This model is perceived as a key

factor for gaining competitive advantage as

well as sustainability in globalized

marketplace. Human resource managers are

using these technologies for their day-to-day

operations like searching resumes, tracking

applications, creating mobile human capital,

enhancing flexibility, monitoring performance

and quick decision-making.

Types of Cloud Computing:

Based on the service there are 3 different types

of cloud technologies

Infrastructure as a Service (IaaS): First

Infrastructure as a Service or IaaS is the

most basic type of cloud technology. In this

system, a vendor provides the user with a

virtual server in the form of websites to

deliver specific applications. This type of

service can be public or private. Most of the

IT companies today have resorted to

installing private IaaS in their organizations

that have had a great impact on the

functioning of the HR department. Most of

the information is now stored on these

cloud platforms. There is no problem of

enough memory or space in the hard disk

and the risk of losing data is further

minimized.

Platform as a Service (PaaS): Platform as a

Service (PaaS) is a technology where a

platform is provided to companies to build

and develop on software solutions to ease

their work, than focusing on hardware,


YOUNIX operating systems and databases. This will

allow lot of HR functions to go online like

recruitment, screening and learning

management.

Software as a Service (SaaS): This is the

most updated version of this technology in

the field of HR. The server in this case will

provide the entire software to the user

through an application which does not need

to be installed or upgraded because the

vendor automatically does this onto the

cloud. The user is allowed to upload and

manage information that is stored in the

cloud.

Benefits of Cloud Technology

Whichever form of cloud technology is used by

the organization, the manner in which HR

functions and the procedures that take place has

definitely witnessed drastic change. There are

various kinds of benefits of this technology to

the field of human resources.

1) Fast and Safe –Using cloud technology,

employees have access to information that

is related to them across the organization.

The department heads can update the

information of the entire HR department

instead of HR managers doing it

themselves. The HR should focus more on

important decisions that are specific to their

department. This way of work is not only

faster but will be done with greater

accuracy and perfection. The information

on the cloud is relatively safe when

compared to paper documents that tend to

get lost and be destroyed easily.

2) Easy Implementation – Now a days, cloud

technology is easily available through

various vendors to organizations. It can be

purchased easily and implemented in

organizations today. It just takes a matter of

seconds to set the system and to put all the

information on the cloud. We do not need

to worry about installing all the hardware

and to find space to accommodate that

hardware and frequently contacting the IT

department to manage problems with the

computer.

3) Decision Making – SaaS will provide

services like graphical representation,

dashboards, key indicators and other

organizational options. This is a great help

to managers when they have to make

important decisions that is supported by

facts and figures.

4) Better Talent Management – HR manager

can assess the potential of each individual

employee with all the recruitment details,

regular performance appraisal results,

resumes and work information of the

employees. They can help managers to find

out the training required for different

employees at different levels and can also

plan for individual career development.

This will help the HR Department to serve

the needs of employees better and will in

turn increase satisfaction at the workplace.

Many of the big vendors of cloud solutions

like Oracle and SAP provide specific

options of talent management as part of

their cloud solutions.


YOUNIX 5) Career Monitoring – This technology will

help the employees to see the records of

their performance instantly and track their

development themselves. It works as a self-

motivation technique for employees. In this

regard the HR department does not need to

constantly keep track of every employees’ development; the employees can do it

themselves. This cloud solution provided

by Oracle also proffer facilities for career

and succession planning.

6) One Big Family – The role of HR manager

is to ensure that all employees feel that they

are an equal part of the organization.

Through cloud systems, different

employees in the organization can access all

the information they need at any time

through a simple user ID and password for

different levels. Employees need not have

to request or disturb the work of other

departments to acquire the information they

need. The whole organization looks like

one big family where they all can share their

information with each other at any time

within the organization. It takes intranet to

a whole new level.

7) Global Model – In today’s scenario, maintaining records of employees in an

organization is a tedious job. Cloud

technology helps in solving this problem by

allowing users from any part of the globe to

access information anytime. The employee

queries and problems can be solved within

short period of time regardless of place the

employee is in.

8) Economical –One of the greatest advantage

of this technology is the cost involved in

setting this up. In traditional HRMS

systems, a particular version of software

and specific computer hardware is required.

For every implementation of cloud

technology, the firm does not require to

install any hardware. The information

which is required is easily accessible

remotely through smartphones, tablets or

laptops. The costs associated with this

technology are maintenance and

troubleshooting expenses.

Challenges:

There are various kinds of challenges that the

organization need to face after implementation

of this technology, Confidentiality, privacy,

and security issues are the prime huddles in

reaping the benefits of services fostered

through cloud computing. There is more

disadvantage of using cloud computing by the

HR managers which can be the loss or misuse

of private data. The data which is stored in the

public cloud can be easily stolen that can be

easily accessible to the hackers. The challenges

related to misuse of data arises when the private

data becomes visible to the other users or

malicious attackers get unauthorized access to

the data. The data is usually stored in a remote

location which can lead to issue of vendor-lock-

in or incapability of the user in deleting data

from the cloud. Further there is threat to client’s data being used for commercial objectives, as

these data may be used by the cloud service

provider for commercial purposes. There are

various threat issues like security when

malicious users use botnets to infect clouds

through malware and spams, attempting to


YOUNIX upload malwares to various computers, and

others.

Conclusion:

The Cloud Market is new in the world of

technology and it is catching up very fast in the

HR market as well. This innovation in the area

of technology has contributed tremendously in

the field of HR, from talent management,

decision making, succession planning to

complete payroll systems and compensation

management. In the organization, HR managers

can effectively use cloud computing for taking

speedy decisions, performance monitoring,

searching for prospective employees,

enhancing mobility of the workforce, and

others. They can even resolve the threat of data

privacy, security, and integrity through clearly

identifying, communicating, and monitoring of

data storage, transmission and handling process

on clouds. By taking these strategic actions

cloud computing will help individual and

organizations to achieve sustainability and

profitability.

AUTOMATION AND ATTRITION

HR Automation is the process by which the

efficiency of the HR department is improved by

freeing the employees from too long manual

tasks and allowing them to focus on complex

tasks such as strategizing and decision making.

Automation improves efficiency by eliminating

information-centred risks. To get their work

done, the Human resource department relies

upon document-driven processes. By

automating repetitive and standard HR

activities, organizations can reduce the time

and cost they spend on manual HR planning.

Whether it is training, hiring new employees or

ensuring that local labour laws are complied

with, HR processes are a vital part of every

organization.

HR has usually been remembered as a highly

manual department process. They are used to

rolling up their sleeves and getting the job done

themselves. But now everything is changing.

Automation is invading the HR space and very

soon everything in HR will be automated.

Current HR staff needs to adapt to the coming

changes to survive or get left behind with the

dust.

Ms. Nithyashree G

MBA 3rd Semester


YOUNIX

Benefits of Automation in HR

Through automation in HR, an organization can

design, streamline, integrate, and deploy

necessary services at a considerably lower cost.

Here are some of the benefits

Productivity can be improved with quick

processing and data sharing.

Stay free from policy violations.

Efficient hiring at optimal operational cost

which enhances organizational growth.

Storage and printing costs associated with

paper-based processing can be slashed.

Intelligent business decisions can be made

with insightful reports.

IBM’s Watson is one the best examples of

personalized automation which can enable it to

act in a predictive way.


YOUNIX

Attrition, in HR, refers to the phenomenon of

the employees leaving the organization. It is

usually measured with a metric called attrition

rate, which simply measures the number of

employees moving out, either voluntary

resigning or laid off by the company. Attrition

Rate is also referred to as Turnover or Churn

rate. It can be calculated as:

Attrition Rate (%) = 100 * (Number of

separations/ Number of employees).

Attrition rate tells us how many employees are

leaving the company at any given time period.

It is very much important for companies to

prepare to start recruiting for the positions

which are critical and cannot be left vacant.

Importance of Attrition

High Attrition is always a concern for every

company as it presents a cost to the company.

Every company loses the amount on

recruitment and selection of new employees

and training them on respective jobs. The

company should also spend additional amount

to fill the vacancies left open by these

employees. Hence it becomes critical for a

company to keep an eye on the attrition rate

which reduces the employee base.

Types of Attrition

1) Voluntary - For a better job opportunity or

career growth or more pay the employee

leaves the company on his own.

2) Involuntary - Due to some ethical issue or

lack of performance the employee will be

terminated. Rapid change in technology

also forces the employees to quit the job if

they can’t adapt to the changes, which leads to a higher attrition rate.

3) Retirement - This is a natural attrition that

occurs and companies are prepared with

succession planning. When an employee

completes his/her tenure at a company and

retires, it is also considered as attrition.

Causes of Attrition

Why employees move out of the current

organization?

Job opportunities and better pay outside the

organization.

Improper work-life balance.

Manager and peers impolite behaviour.

Poor working conditions.

Retirement or death of employees when at

the job.

Lack of recognition or limited growth in

their role.


YOUNIX

How to Control Attrition?

Motivating employees through a growth

plan.

Recognize and rewards.

Help employees to build their careers by

exposing them to newer roles within the

organization.

Constant feedback from employees can

help to control attrition from unsatisfied

staff.

Strategize continuously to remove

irrelevant job positions to reduce misfit

recruitment.

SOCIAL MEDIA HIRING

Social media hiring means using social media

platforms such as Facebook, LinkedIn, Twitter,

websites etc. to promote jobs and communicate

with recruiters about company information.

Before an organization recruits a person

through social media, the company has to

follow certain norms. They have to create a

social media account for their company and get

the employees involved to share posts on social

media. The people who are involved in sharing

the post have to be actively involved in

updating the company’s website, share images of employer brand on Instagram and use

Facebook insights to study audiences. The

above mentioned information should be clearly

followed by the recruiters while hiring an

employee. The information of the company that

is being posted on the social networking

websites should be clear-cut based on which

employees can apply for the job.

There are many online platforms through which

most of the recruiters hire employees. They are:

Twitter:

Companies post on Twitter whenever there is a

job opening. Every organization has their own

account. They have to post the job profile, its

description, salary package, location etc. by

using special hashtags, symbols, and images.

The people wanting a job have to first follow

the company’s Twitter account and have to give comments on whatever information is being

shared on their Twitter page. When job-seekers

become active in that, then the company checks

for their communication skills and other

requirements after which they will send a

message to that person to attend the interview.

Mr. Hemanth Kumar N

MBA 3rd Semester


YOUNIX

Facebook:

Facebook has become one of the most popular

social recruiting platforms among HR

professionals. Most of the companies use

Facebook for hiring employees because it can

save time. Another important aspect of using

this platform is that there are so many job

groups in Facebook which will automatically

help to know if there is a job opening. Facebook

has recently introduced “new job tab” which helps you to post a job within Facebook by

using company updater tool on the company

page. The people who are interested in the open

role can click the “apply now “button and send their CV to the company website page.

LinkedIn:

There are some other upgraded platforms like

LinkedIn which can hire employees for a

particular job. They use the job posting inbox

to communicate with applicants, posting job

descriptions to your LinkedIn profile, etc.

People who are searching for job openings

through LinkedIn believe that it is the best way

to communicate with more people who are in

top positions so that whenever there is a job

opening they will be informed.

Importance of using social media in hiring:

Passive and insecure candidates:

Now-a-days it is a fact that most of the youths

lack self-confidence. It is not a universal rule

that most of the people who spend time on

social media during their free time will apply

themselves for the jobs. That is why social

media platforms are a perfect place to not only

advertise but also easily reach out to the

potential customers.

Live Recruitment:

One of the best opportunities that social media

platform gives recruiters are the ability to do

live recruiting of employees. Screening

employees is simple because of the possibility

offered by social media as far as interview and

testing are concerned. By these there are no

long travels and no need for appointment time.

You can recruit employees anywhere by using

live recruitment through internet.

High Speed Low Price Shortens Time:

The main reason why people are using social

media in recruiting is high speed, less time

consumption and low price. While compared to

traditional methods, social media recruiting

takes lesser time. Social networking sites not

only make it easy and faster to communicate

with candidates but also build excellent work

relationships.

Conclusion:

The benefits of using social media and hiring

people is numerous. Now a day’s most of the recruiters reach potential candidates through

social media sites like Facebook, Twitter,

LinkedIn, naukri.com, wisdom.com etc. It is a

potential tool for recruiters to reach a large pool

of skilled and potential candidates.

Ms. P. Mounika

MBA 3rd Semester


FINABBS

CAREER OPTIONS IN THE FINANCIAL-SERVICES INDUSTRY

A career in finance is not all about money, though it’s close. Obtaining a degree is just the beginning for a business graduate. What’s left is to take a closer look at the available career

options and then to choose which industry sectors have the greatest need for new professionals.

The finance industry is multifaceted which

offers a variety of different skills and interests. The financial services industry has multiple sub- industries with unique opportunities.

Below are some of the common career options

in the financial-services industry.

1) Corporate Finance

Corporate finance job involves working for a company in the capacity of finding and managing the capital necessary to run the

enterprise. This is done while maximizing the corporate value and reducing financial risk.

The functions one may implement while in such a position include:

Setting up of the company's overall financial strategy.

Forecasting the profits and losses.

Preparing the financial statements.

Co-ordinating with outside auditors.

Mostly the corporate finance jobs might involve mergers and acquisitions activity, such as calculating the value of an acquisition target. Corporate finance positions are found in companies of almost all sizes, from large international entities to small start-ups. Additional corporate finance positions includes the treasurers, financial analysts and internal auditors.

2) Commercial Banking

Commercial banks, include large entities to local institutions, offering a range of financial services from checking savings accounts to IRAs and loans. Career options which are


FINABBS

available in this sector include bank tellers, loan officers, operations and marketing.

Talented professionals can advance from a local branch job to a position in corporate headquarters. Such a promotion would expose one to a number of other areas, such as international finance.

3) Investment Banking

Some of the most intense – financial careers are

jobs in investment banking. These jobs deal with facilitating the issuance of corporate securities and making these securities available for the investors to purchase, all while trading securities and providing financial advice to both corporations and wealthy individual investors.

The investment banking firms have a number of divisions and groups with many different objectives and responsibilities. Working in a traditional investment banking firm allows one to interact with the issuers of securities, mergers and acquisitions professionals or the trading desk which trades stocks, bonds and other securities in the secondary market.

4) Private Equity and Venture Capital

These professionals help the business to find capital for both expansion and current operations. They also provide financing for a number of corporate business transactions, such as restructurings and managed buyouts.

At times, a private-equity job may involve working as an interim executive at a struggling company, where your success helps determining the fate of the company.

The (VCs) professionals spend most of their time with the start-ups or small, fast-growth companies. Venture capital firms evaluates their pitches by founders and small-company leaders in determining whether the firm will make an investment. Sometimes referred to as "vulture capitalists," VCs are known to structure deals that favour the investor, not the company receiving funding.

5) Financial Planning

Financial planners help individuals to develop plans that will ensure their present and future financial stability. They review their client's financial goals and generate an appropriate plan for saving and investing that suits the client's individual needs.

Mostly the financial planners work in large, nationwide groups or smaller, locally based firms. Some planners charge flat fees, others percentage of assets under management, receiving commissions on the products they sell.

6) Insurance

Finance jobs in the insurance industry helps the business and individuals to anticipate potential risks and protect themselves from losses. Most


FINABBS

insurance jobs are with large insurance companies.

The career could begin by working as a sales representative selling insurance policies, as a customer service rep working with existing clients, or as an actuary computing risks and premium rates according to the probabilities based on historical, quantitative data sets.

7) Public Accounting

It is a broad field, with many opportunities. They help business and individuals to keep a track of their finances according to Generally Accepted Accounting Principles (GAAP). Public accountant record business transactions, help prepare financial statements, audit financial records, prepare income tax returns and provide the related consulting services.

Accountants generally work in partnerships but many jobs exist at many smaller firms. The new

hires start as a staff accountant, then advance to audit manager, then tax manager and eventually, if they can maintain the tough working schedule for many years, a partner in the firm.

Finding Financial Job Opportunities

Financial jobs exist almost in every company in almost every industry. There are two ways to find openings – online and offline – and it's a good idea to use both of ways. Keeping in mind that financial jobs are highly specialized, when looking for offline, specialized executive recruiters can be excellent resources for both

financial job opportunities and career advice.

Choosing the Right Path

It is wise to consider the direction of the market before seeking a financial job. To effectively pursue jobs with the highest probability of success, one should know the demand for that particular position.

Different financial jobs require different skills and present work in different environments, so it's wise to select one that aligns with your long-

term interests and abilities. One with solid interpersonal skills, might do well as a financial advisor, while someone who enjoys crunching numbers might do better in public accounting.

Ms. Chandana Priya

MBA 3rd Semester


FINABBS

FINABBS MUTUAL FUND

Investment Objective:

To generate and grow the invested capital through various investment instruments like Debt, Index

and equity, also to educate and inform the student body about the investment opportunities available

as of now.

Portfolio:

The capital allocation to various instruments is given below.

Fund Performance:

Monthly NAV performance.

FUND Base NAV Current NAV Growth 3 MONTH

LOW 3 MONTH

HIGH

FINABBS MF 10 10.153 1.53% 9.983 10.743


FINABBS

Remarks:

The share market has seen one of the most brutal corrections

and bearish trends in this quarter most of the index gains

have vanished but the companies’ economy have stayed stable despite the macro fluctuations like oil and US-China

trade wars. The coming quarter in my perceptive will see

investors returning both institutional and retail to fill the

crash which has left the stocks as bargains.

NAV has increased in value from 10 to 10.153 as on 10th

November 2018. In the last three month i.e. there has been

a growth of 1.53%.

The three month low of the NAV was 9.983 i.e. a

depreciation in value of -0.17%.

The 3 month high of the NAV was at 10.743 which is a growth of 7.43%.

Mr. Abhilash P

MBA 3rd Semester


EDC

START-UP ANALYSIS-CLEVERPICK

Earlier the world ran on the power of human

resources but now technology has taken its

place by automation through processing of

knowledge for taking the right decisions at

the right time. Artificial Intelligence is one

of the most widely used technologies by

organizations for taking informed decisions

which may reduce the expenses in the long

run. There are many SaaS products

available in the market but picking the

suitable one for fitting the requirements

aptly is challenging for an enterprise.

Cleverpick is one such company found by

Kaushik Byna which helps customers to

smartly select AI software products

according to their demands. The start-up

which started in mid-2018 deals with the

description on services such as business

processes, chat bots, cloud,

communication, education, HR, annotation

tools and NLP. There are around 10

employees working enthusiastically with

the company’s specialities being SaaS, software, business consultant, Artificial

Intelligence and marketplace.

Positive points Areas to focus on The overall design of the website is

appealing The clarity on the company’s goals,

vision and mission statements are missing in the website.

It is easy for customers to compare and find the product they are looking for

Demonstration of videos about the services rendered by Cleverpick is lacking which brings down the customers’ interest

Customers are free to quote their prices and get good value for their money

Segmentation and being clear about the audience and founder market fit can be given attention

Since the company is relatively new to the

market, they can still go a long way in

changing their processes and approaches so

as to surpass customer expectations by

incessantly providing services which helps

the user to pick appropriate software’s and make the best use of it.

Founder and CEO

Kaushik Byne

Address:

No.22, 15th Cross, Sector 04, HSR Layout,

Near BDA Complex, Bangalore-560102

Official Website:

https://www.cleverpick.in

Mr. R.G. Subramaniyam

MBA 3rd Semester

https://www.cleverpick.in/


EDC

INTRAPRENEURSHIP

The idea of people starting their own

company and being their own boss was a

cool one and suddenly cut to the present,

there is ‘Intrapreneurship’ which is an even more cool idea. This concept is catching up

in today’s corporate world with companies vying with each other to not only attract but

also retain their employees. Having

Intrapreneurs within the organization is

being considered as a key strategy for the

growth of large and small companies alike.

Generally employees face a dilemma of

whether to continue in the monotony of the

corporate life or take the plunge and be an

entrepreneur. Intrapreneurship bridges that

gap and provides a sense of satisfaction and

achievement for the employees. It is

beneficial both for the company as well as

the employee.

So what exactly is Intrapreneurship?

Intrapreneurship applies the 'start up' style

of management which is characterized by

flexibility, innovation, and risk taking to a

secure and stable firm. It is an

entrepreneurial approach where teams and

individuals are driving new venture ideas

from within the organisation. The

person/team putting forth the idea is a term

coined by Gifford Pinchot in 1980’s, Intrapreneur. He creates an impact in any

organization he is working for and keeps

the company innovative and customer-

centric. This concept helps in breeding

talent, boosting the company’s culture as

well as giving the company a competitive

advantage.

A person who tries to bring out successful

ideas from within the organization always

exude a sense of commitment,

determination and passion. They have an

impressive combination of being adaptable,

innovative and resourceful in addition to

being results driven. They show an

impeccable skill for problem solving i.e.;

search for an opportunity in every problem,

focus on prevention rather than

intervention, challenge their limits and go

beyond conditioning. They also tend to

project a high sense of energy and are self-

motivated. Intrapreneurs tread unchartered

territory displaying their ability to take risks

in their stride.

Therefore adopting Intrapreneurship has

many advantages. It helps organizations

generate new business growth. It boosts

innovation and therefore gives the company

a competitive edge in the market.

Employees who feel that their job is not

challenging enough and their daily

activities are getting mundane tend to move

to other organizations. Intrapreneurship

provides that balance which the employees

want and hence acts as a means of employee

retention. Apart from breeding the already

existing talent within the organization it

also attracts external talent. It also naturally

helps in increasing the company’s revenue and reducing the costs.


EDC

There are many renowned companies

which have ingrained this approach in their

work

1) Google – ‘Innovation Time Off’ is the Intrapreneurship programme offered by

Google. They have a 20% time policy

where the employees can come up with

various ideas and make it work. A

product of this has been ‘Gmail’ by Paul Buchheit. It was the first mail having a

search feature and gave the option to

keep mails rather than deleting them to

stay within the memory limit.

Nowadays there could no person who

does not have at least one Gmail

account and in all probability I will be

sending this article through Gmail.

2) 3M – This organization allows

employees to devote 15% of their time

working on projects they want to bring

to the fore. Post it notes was the result

of Intrapreneurship. Their programme

Genesis Grant is aimed to provide

employees time to work on their ideas

and has been ingrained in their

employees.

3) Sony – A junior employee working for

Sony came up with the famous ‘Sony Playstation’. He tinkered with his daughter’s Nintendo with the idea of making the gaming console more

powerful and user friendly. Though his

idea was initially rebuffed by many of

the bosses, one senior executive noticed

its potential and now we know the Play

station for all its worth.

4) ITC – E-Choupal is a platform which

helps fight the challenges faced by

Indian farmers such as weak

infrastructure and involvement of many

intermediaries. S.Sivakumar who is

now a part of the Agriculture division in

ITC worked this idea out by e-Choupal

which helps farmers sell their produce

online without the need for middlemen.

This idea now helps more than 4 million

farmers in over 40,000 villages across

10 states.

All the products from Intrapreneurship

helped companies to grow and distinguish

itself from its competitors. Therefore

organizations adopting this approach are

bound to be more innovative and more

capable of clinching top positions in the

market place.

Ms. Soundarya N

MBA 3rd Semester


GENERAL SECTION

WORK-LIFE BALANCE

Work-life balance, what is it? In today’s helter-skelter of life, work-life balance is becoming

relevant. The literal meaning of work-life

balance denotes the balance between the time

allotted for the work and the time for other

factors of the life. The question is why is it

important? The work is supposed to be

something which provides you both financial

and emotional stability. The emotional stability

is attained only when you are satisfied with the

work you are doing. It has become a difficult

task for employers to appeal to the millennial

workers. Earlier financial stability was the only

thing expected from the job. This has evolved

gradually and hence work-life balance came

into the picture.

WHY IS IT IMPORTANT?

To maintain a healthy environment and a

supportive work culture, the work-life balance

plays a very important role. If the work-life

balance is maintained, stress and burn-out will

be prevented in the work-place. The

millennial’s progenies are supposedly the most vulnerable to the chronic stress. The chronic

stress is the major factor which causes

hypertension, diabetes, digestive problems and

what not. Sometimes, chronic stress takes

another level like depression, anxiety, and

insomnia. The stress-overdose can cause a lot

of irritability and fatigue, which results in

serious burnouts in the workplace. It is very

clear that more disturbed the work-life balance,

lesser will be the productivity of the employee.

This is the reason why the work-life balance is

apparently the most important factor in the real

world.

WHAT CAN BE DONE?

From the baby-boomers to Gen-X and now the

millennial, the expectations of each employee

will be different from one another. Thereby it is

a daunting challenge for the employers to

provide work-life balance to each and every

employee. The best way is to create a flexible

working environment, which satisfies each

generation. The flexible working environment

includes flexible work-hours, work from home,

encouraging work-culture and different

facilities for the staffs. Such an environment

should reduce the level of stress, enhance

productivity and impart a sense of satisfaction

among the employees. Not only is this,

improving the overall workplace experience for

the employees is another way to maintain the

work-life balance. The employers should take

care of competitive compensation, healthy

working condition and a proper professional

growth opportunity to each and every

employee.


GENERAL SECTION

CONCLUSION

The buzz of work-life balance started in 80’s and continued to prevail till now. The evolution

of work-life balance will keep on rejuvenating

with developing cultural and economic

changes. The employers, who sense the need of

maintaining the work-life balance, keep on

reinventing the satisfactory environment for the

same. That is how the sustainability culture

prevails. This move of the employers has a

strategic importance of retaining the loyal and

better-performing employee. From individual

aspect as well, for maintaining the work-life

balance find time for yourself. Perform auditing

on your life, eliminate low-valued task, and

spend more time on achieving your goals.

These things will prevent your life from going

off-balance. Therefore the call is yours!!!

Ms. Anushreya Nag

MBA 3rd Semester


E-CELL ACTIVITIES

LEAD SERIES – SESSION 11

E-Cell conducted its 11th session of LEAD

(Leadership and Entrepreneurship Attitude

Development) Series on 10th October 2018 at

APJ Abdul Kalam Hall from 10:30 am. The

session began with an introduction of E-cell to the

juniors. The major event was the launching of the

club logo ’EDC’ by the Guest Speaker Mr. Bhoopalan Y Padua and Director Dr. H. R.

Venkatesha. The significance and the symbolism

of the logo was well explained by Mr. Nikhil

Thakare.

This was followed by an Investiture ceremony for

the Office Bearers of the club. Then the Inaugural

address was delivered by Dr. H. R. Venkatesha.

Director enlightened us about the concept of

10000 hours and blue ocean strategy. He said that

the ability to think out of the box, take risk and

passion were the 3 hygiene factors required for

being an entrepreneur.

Sir’s speech set the audience ready for the guest speaker, Mr. Bhoopalan Y Padua who is the

present Director at Rapidd Technologies (an

Indo-Slovakian company) and Subhanu

Consulting. He spoke about the transfer of legacy

through generations and its role. He also spoke

about the importance of transformation and

consciousness. He said that India’s capability and contribution is because of its ability to view

things as a whole under one purview unlike the

westerners.

The talk was inspiring and motivating.

This was followed by a question and answer

session. The session ended with vote of thanks

delivered by Ms. Meghna. The lecture went on

without any hitches and was well received and

appreciated by the faculty members and the

student community who participated.


E-CELL ACTIVITIES

Some SNAPS from the event,


E-CELL ACTIVITIES

E- DRIVE

Entrepreneurship Development Cell

conducted E-Drive activity in the month of

October for the 1st Semester MBA students

which is an eligibility test where the

interested ones attend Psychometric Test.

This test helps an individual to understand

his/her own personality that will enhance

them to relate to entrepreneurial qualities.

Psychometric tests judge the participants on

parameters such as introversion,

extraversion, neuroticism, openness etc.

which expresses an individual’s personality traits.

Usually in EDC, psychometric tests have

been conducted so as to analyze and finalize

a set of students who can be a part of EDC

based on the results of their performance in

the test. But this year coordinators of the E-

Cell came up with another idea called ‘Quiz Time’ which comprises of 25 questions regarding entrepreneurship. It was a fun

based activity through which the students got

to know about enterprise, essential qualities

to become an entrepreneur and their famous

quotes.

There were around 20 eager participants for

this event who actively took part in this

activity which was a great success. As

members of EDC we sincerely thank our

faculty coordinator Dr. Syed Kazim for his

guidance throughout the activity and we also

express our gratitude to ABBS for creating

such a platform which engages the student

community to go beyond the curriculum.


E-CELL ACTIVITIES

INTRODUCTION TO ENTREPRENEURSHIP DEVELOPMENT CELL

Entrepreneurship Development Cell is a

platform in ABBS for budding entrepreneurs

to put their ideas and thoughts into actions

which helps in the mutual growth of the

student community as well as the members of

EDC. This year MBA 1st semester students

were introduced to E-cell in the month of

September. The program began with an

introduction about Entrepreneurship Cell

where live examples were quoted on

entrepreneurs followed by videos on various

unconventional entrepreneurs sharing their

journey.

The students were then engaged with an

activity to apply their knowledge practically

through ‘Business Model Canvas’. The activity was designed to give the students a

glimpse on how an idea could be converted

into a business. There were around 70

participants divided into 10 teams with each

team having 7 members. The participants

were given the liberty of choosing a feasible

idea which could bring about a change to the

real life problems plaguing the society.

The participants were expected to meet the

parameters as expected by the judges for

which the participants received appreciation

for their unique ideas. The judges also gave

them a few tips on how to improve their

business model. This event turned out to be a

huge success with eager participants

displaying their leadership skills along with

their creativity and uniqueness of their ideas.

It was a fun-filled event where the students

got practical insights into the corporate

world. The student community expressed

their gratitude towards the faculty

coordinator as well as the members of EDC

for such an interesting activity where the

participants were benefitted throughout the

event.


HUMAN RESOURCE CLUB

YOUNIX INAUGURATION CEREMONY

The inauguration ceremony of Human

Resource club for the year 2018-19 was

held on 2nd November 2018. The chief

guest for the event was Mrs. Preeja

Shreedhar, HR Corporate Trainer. The

duration of the entire event was 2 hours.

The inauguration ceremony was followed

by launching the logo and the naming of the

club as ‘YOUNIX’. It is a conglomeration

of two words i.e. YOU and UNIQUE

having its tag line Realize, Focus &

Achieve. The abbreviation of YOUNIX is

“You are Next in Excellence”. The purpose of YOUNIX is to bring together students

interested in the field of Human Resource

Management, help them develop

interpersonal skills needed in the corporate

world and encourage them to meet

professionals who work in the field of

Human Resource. The club promotes active

participation of the students.

The next event of the program was

Investiture ceremony for the office bearers.

Ms. Nithyashree G – President, Ms. Desu

Harika – Treasurer and Ms. Priyanka being

the Secretary. Followed by the price

distribution ceremony for the winners of the

debate competition and for ‘selecting the

best name for HR club’.

The guest lecture was delivered by Mrs.

Preeja Shreedhar on the topic ‘Steering

Changes Transformation in Human

Resource’. The outcome of the session was

on building our confidence, personality

development as well as skill mapping

which is very much necessary for being a

professional.

30 | P a g e www.abs.edu.in

BOOK REVIEW

THE IMMORTALS OF MELUHA

This book revolves around the Hindu Mythology God, Lord

Shiva but seen from a different perspective. The brilliance

of the story is that Shiva is believed to be an actual man who

was born millions of years ago. The author poses a question

to us "What if Shiva was an actual human being and his

actions and deeds made him God like?” Hence this is not the story of ‘Shiva - The God’, it's the story of Shiva the man.

It's a different take on the Hindu Mythology God. It's Shiva's

story from another perspective and not the ones we've heard

from religious books. The story is narrated in a brilliant,

scientific and easy to understand manner. Every myth or

blind belief is explained scientifically.

Shiva, a tribal from Tibet seeks to find answers as to what

his purpose is, what is evil and so on. A man who is

proclaimed the savior of the nation overnight. He is just as

confused about all these as the readers. That's what makes

us connect to him. He's just a man trying to find his standing

and acceptance for the new role he didn't ask for. The pacing of the story is great. The love story of

Shiva and Sati, the discussions on good and evil, the battle sequences and so on.

Shiva is put in a situation where an entire nation was waiting for the great Mahadev's arrival to destroy

evil. Everyone believes Shiva to be the Mahadev. Shiva himself is not sure of that and he's always put

in an awkward position when someone calls him that name. Shiva is shown to be a great warrior,

marvelous dancer, singer, leader, and a brilliant strategist. The scenes where Shiva's army screams the

battle cry "Har Har Mahadev” are some unforgettable events. The author translates it to "Everyone is

a Mahadev".

The author explains the misunderstandings of good and evil. Both are necessary to seek out the balance

in the world. He explains that too much of good is evil. Sometimes even the greatest good transforms

into the greatest evil. There are distinctions on two different ways of like the Suryavanshis and the

Chandravanshis.

The characters are all well explained right from their looks to personality. The author makes sure that

every new term, technology, and myth are examined to the tiniest detail. Hence the readers are never

31 | P a g e www.abs.edu.in

BOOK REVIEW

confused. The first part of the trilogy ends very well leaving the readers shocked, and increases the

reader’s interest and makes them want to read the second book.

Overall it’s a book worth reading because it's a book about love, friendship, trust, betrayal, revenge, regret, and faith.

About the author,

Amish Tripathi is an Indian author known for his bestselling Shiva trilogy

novels. He was born on 18th October 1974 in Mumbai. He worked 14 years in

financial services industry before beginning his writing career. The Shiva trilogy

which includes The Immortals of Meluha, Secret of the Nagas and The oath of

the Vayuputhras were the fastest selling book series in the Indian publishing

history.

Mr. Darshan D. Borkar

MBA 3rd Semester

E-Mail ID : [email protected]

Website : www.abbs.edu.in

Phone Number : +91 80 23245515, +91 9141707070.

Address : Acharya Bangalore B-School, Andrahalli Main Road, Off Magadi Road, Bengaluru - 560091, Karnataka, India.

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