Why Facebook ID Doomed To Fail In Future??

Just, like Orkut and MySpace this has also been predicted by analysts that Facebook ID will be failed in future. Especially when recently the company has been public, the expectations from Facebook have gone higher on earning through advertisements. Facebook has been facing the issues sometimes related to the privacy concerns and sometimes for unwanted advertisements.  Everything has an end it goes true with Facebook too. It is expected, lacking innovation along with generalization and the rise of new Mobile world generation, will soon reduce the glory of Facebook as a networking tool. Just think how many of us prefer facebooking that calling or emailing the friends and family?


A Strong Woman Versus A Woman Of Strength

A strong woman works out every day 
to keep her body in shape
but a woman of strength looks deep inside 
to keep her soul in shape

A strong woman isn’t afraid
of anything
but a woman of strength shows courage
in the midst of her fear

A strong woman won’t let anyone
get the best of her
but a woman of strength gives the best
of her to everyone

A strong woman makes mistakes
and avoids the same in the future
but a woman of strength realizes life’s mistakes
can also be blessings and 
capitalizes on them

A strong woman walks
sure footedly
but a woman of strength knows
when to ask for help

A strong woman wears the look
of confidence on her face
but a woman of strength
wears grace

A strong woman has faith
that she is strong enough for the journey
but a woman of strength has faith
that it is in the journey that she will become strong

Stayed Too Long In Your Job?

7 Signs For Perfect Timing To GET OUT!

This article is really for you loyal souls who stay at least 5 years or more at one company! Boy you are loyal and some of you may be scratching your head saying, “5 years? Hell, I have been at this company for 15 years!” Yes, there are still a few of you out there that have survived or perhaps even thrived for many years at your company. We call it, “Having a good run.” I remember a time when a good job run could last up to 15 or 20 years for some and actually, for an older generation, even finish the run with the perfect ending; a fully realized juicy retirement package! Lately, it appears that a good run can be defined as 5 years in the medical sales industry! I find it is not the length of the run that matters, it is finding the perfect timing to know when to end the run for yet another.

The past 2 weeks I have talked to a number of people who had good runs in their careers (some even a couple of runs at two different companies) each lasting sometimes 5 to 8 years. Then I noticed a common theme occurring, something funny happened, their “good runs” simply “ran out”, but they didn’t. No, not them, they stayed until the company fell apart or changes left them politically out. Oh there were signs, but they thought they could survive and perhaps even thrive yet again! After all, everyone hates to leave a good party, perhaps the best is yet to come? But alas, all good parties almost always come to an end and if you stay too long, you are usually left sitting with a bunch of sloppy drunks in a smoke filled room at one in the morning, wondering why you didn’t leave hours ago! So why? Why do people do this?

You may be saying, “Not me, oh no, I always get out when the going is good!” Well hats off to you! That means you went out of the stock market and into 100% cash when the market peaked in 2007! It also may mean that you sold your house in 2005 and put all that cash aside in a safe place and moved into an apartment. Did you escape the Tech crash of 1999? You never bought a stock at a low price, watched it soar up and then watched it slide back down below your purchase price before you sold out at a loss too, right? Worse, are you still holding onto it waiting for a comeback? You see what I mean? Everyone hates to get off of a good run! We keep thinking things will keep soaring and when they turn south most keep holding on, hoping it will get better.

We do it with our jobs too! We might have worked for what was a solid or even a hot company and then slowly, but surely their foundation starts to crumble. Perhaps our company is doing fine, but be we begin to feel that we are politically out. We think we can still survive if we keep hanging on and they will start liking us again. You see, in the beginning there are always signs, signs that the “good run” is coming to an end and if we read them correctly, we get out before the downturn or minimally before the total crash. In the context of careers, the crash is typically a loss of a job; you just didn’t get off quickly enough, unless you planned to wait and get a LARGE cash settlement (which actually can be smart depending how employable you are and the current market hiring conditions). So what are the signs?

7 Signs For Perfect Timing to GET OUT

1. Your once solid or even hot company has growing performance issues that are inherent to their mismanagement or worse, products that are dated, no longer competitive. Maybe you are in a market segment where technology has passed you by (Think Smith Corona Typewriters trying to survive with Word Processors, think of the once strong BlackBerry phone vs. the iPhone or Smart Phones, think of selling surgical sutures with open surgical procedures dwindling, think of a foam dressing or silver dressing that everyone has and the price or product life cycle is at the end of the bell curve and the list goes on).

2. You missed the number 1 sign above and now your company has rumors of being up for sale. See my earlier article on this topic: Prepare Your Career; 16 Signs Your Company Is Up For Sale.

3. There has been at least one downsizing at your company (perhaps more to come) and you are a solid quota performer but you live in a remote area between two major cities; you live in Lubbock, TX and a top rep. lives in Dallas and one in Houston; man in the middle is OUT.

4. You begin to notice all the top sales people and managers in your company have begun to leave, you can see you are going to be the last one at the party with all the drunks if you don’t leave now! When I use to do merger acquisition work, we would make a point of going to our top performers to make sure they were valued and had a job, BECAUSE WE KNEW TOP PERFORMERS will always leave first! They ain’t sticking around, they are real good at seeing the signs! We use to say that all the bottom performers would cling to the organization for dear life! Hey, where else were they going? Sounds mean, but ask anyone who has had to downsize or reorganize an organization with a large company…the size of a Covidien for instance.

5. Your company is fine but a new CEO or President has come in and he is there to change the culture; out with old and in with the new. You know what side of the fence you are on, right?

6. You hit the President’s Award and you know it isn’t going to be easy to repeat it in that company (maybe due to the company’s contract loses or local competitive conditions) and you decide to spring board the win right away to a better opportunity. This is a VERY smart move by the way, especially for repeat President Award Winners who know how to crank the sales numbers and they just know when something is headed downhill!

7. Your commission plan or base has been clearly reduced and it is going to affect your earnings not only next year, but probably every year after that. Watch management trying to sell a junky commission plan REAL hard to the sales force by using questionable commission-earning examples of “representative A” hitting quota and “representative B” exceeding quota. This is where top sales performers stampede to the exit door the minute the sales meeting is over….to look for a new job to GET OUT!

So are you having a good run? Is there some “good” still left in your run or do you see the signs that your run may be taking a new turn? Don’t be afraid to be the first one to leave a party; you just never want to be the last one left to turn the lights off.

HR Poll

Thanks Friends for Sharing your views.

Glad to announce results:

Poll Results

Are really CEOs getting Paid More????

A stammering economy and slowing profit growth means company bosses’ pays are unconvincingly raising fast this year as in 2010, but objections from politicians and dissatisfied shareholders over executive rewards are not going away.

If anything, the heat is increasing.

Britain, is measuring new ways to harness excessive salaries and bonuses; European and U.S. officials are aiming for more revealing; and Australia has just passed tough new rules that could force board resignations.

It will not be surprising to note the gap between the top and bottom on pay is largest in US, the average CEO’s earning is 142 times that of subordinates, according to the researches. CEOs in Britain are pulling in 69 times more than their workforces while Sweden has an fair difference of 34 times.

After the interruption of the recession, the gap between the Top and the bottom is getting wider.

At a time of asceticism, it does stand out as being glaring in particular. If the current situation goes on then by 2030 remuneration inequality will reach levels of differences not seen since Victorian times. Comprehended excesses, especially in the banking sector, the numbers aren’t good certainly.

While this year’s wages increases may be lower, many CEOs still stand to benefit from share options granted in the depths of the downturn when stock prices were far lower.

Companies argue that pay policies are more tightly tied to performance than ever, but dissident shareholders — still a minority — are growing frustrated.

“This isn’t just about shareholders letting off a bit of steam. This is about shareholders having serious concerns about the linkage between strategy and stratospheric pay,” said Sarah Wilson, chief executive of Manifest.

India’s Statistical View

Following are the highlights of the budget 2011-2012:


* Standard rate of excise duty held at 10 percent; no change in CENVAT rates
* Personal income tax exemption limit raised to Rs 180,000 from Rs 160,000 for individual tax payers
* For senior citizens, the qualifying age reduced to 60 years and exemption limit raised to Rs 2.50 lakh.
* Citizens over 80 years to have exemption limit of Rs 5 lakh.
* To reduce surcharge on domestic companies to 5 percent from 7.5 percent.
* A new revised income tax return form ‘Sugam’ to be introduced for small tax papers.
* To raise minimum alternate tax to 18.5 percent from 18 percent ( Read story )
* Direct tax proposals to cause 115 billion rupees in revenue loss
* Service tax rate kept at 10 percent
* Customs and excise proposals to result in net revenue gain of 73 billion rupees
* Iron ore export duty raised to 20 percent
* Nominal one per cent central excise duty on 130 items entering the tax net. Basic food and fuel and precious stones, gold and silver jewellery will be exempted.
* Peak rate of customs duty maintained at 10 per cent in view of the global economic situation.
* Basic customs duty on agricultural machinery reduced to 4.5 per cent from 5 per cent.
* Service tax widened to cover hotel accommodation above Rs 1,000 per day, A/C restaurants serving liquor, some category of hospitals, diagnostic tests.
* Service tax on air travel increased by Rs 50 for domestic travel and Rs 250 for international travel in economy class. On higher classes, it will be ten per cent flat.
* Electronic filing of TDS returns at source stabilised; simplified forms to be introduced for small taxpayers.
* Works of art exempt from customs when imported for exhibition in state-run institutions; this now extended to private institutions.


* Subsidy bill in 2011-12 seen at 1.44 trillion rupees
* Food subsidy bill in 2011-12 seen at 605.7 billion rupees
* Revised food subsidy bill for 2010-11 at 606 billion rupees
* Fertiliser subsidy bill in 2011-12 seen at 500 billion rupees
* Revised fertiliser subsidy bill for 2010-11 at 550 billion rupees
* Petroleum subsidy bill in 2011-12 seen at 236.4 billion rupees
* Revised petroleum subsidy bill in 2010-11 at 384 billion rupees
* State-run oil retailers to be provided with 200 billion rupee cash subsidy in 2011-12


* Fiscal deficit seen at 5.1 percent of GDP in 2010-11
* Fiscal deficit seen at 4.6 percent of GDP in 2011-12
* Fiscal deficit seen at 3.5 percent of GDP in 2013-14


* Total expenditure in 2011-12 seen at 12.58 trillion rupees
* Plan expenditure seen at 4.41 trillion rupees in 2011-12, up 18.3 percent


* Gross tax receipts seen at 9.32 trillion rupees in 2011-12
* Non-tax revenue seen at 1.25 trillion rupees in 2011-12
* Corporate tax receipts seen at 3.6 trillion rupees in 2011-12
* Tax-to-GDP ratio seen at 10.4 percent in 2011-12; seen at 10.8 percent in 2012-13
* Customs revenue seen at 1.52 trillion rupees in 2011-12
* Factory gate duties seen at 1.64 trillion rupees in 2011-12
*Service tax receipts seen at 820 billion rupees in 2011-12
* Revenue gain from indirect tax proposals seen at 113 billion rupees in 2011-12
* Service tax proposals to result in net revenue gain of 40 billion rupees in 2011-12


* Economy expected to grow at 9 percent in 2012, plus or minus 0.25 percent
* Inflation seen lower in the financial year 2011-12


* Disinvestment in 2011-12 seen at 400 billion rupees
* Government committed to retaining 51 percent stake in public sector enterprises.


* Net market borrowing for 2011-12 seen at 3.43 trillion rupees, down from 3.45 trillion rupees in 2010-11
* Gross market borrowing for 2011-12 seen at 4.17 trillion rupees
* Revised gross market borrowing for 2010-11 at 4.47 trillion rupees


* To create infrastructure debt funds
* FDI policy being liberalised.
* To boost infrastructure development with tax-free bonds of 300 billion rupees
* Food security bill to be introduced this year
* To permit SEBI registered mutual funds to access subscriptions from foreign investments
* Raised foreign institutional investor limit in 5-year corporate bonds for investment in infrastructure by $20 billion
* Setting up independent debt management office; Public debt bill to be introduced in parliament soon
* Bills on insurance, pension funds, banking to be introduced.
*Constitution Amendment Bill for introduction of GST regime in this session.
*New Companies Bill to be introduced in current session


* To allocate more than 1.64 trillion rupees to defence sector in 2011-12
* Corpus of rural infrastructure development fund raised to 180 billion rupees in 2011-12
* To provide 201.5 billion rupees capital infusion in state-run banks in 2011-12
* To allocate 520.5 billion rupees for the education sector. Rs.21,000 crore for Sarva Shiksha Abhiyan.
* To raise health sector allocation to 267.6 billion rupees (20% hike in health budget )
* Rs.500 crore more for national skill development fund.
* Rs.54 crore each for AMU (Aligarh Muslim University) centres at Murshidabad and Mallapuram.
* Rs.58,000 crore for Bharat Nirman; increase of Rs.10,000 crore.
* Mahatma Gandhi National Rural Employment Guarantee Scheme wage rates linked to consumer price index; will rise from existing Rs.100 per day.
* Increased outlay on social sector schemes. ( Social sector allocation up by 17%)
* Infrastructure critical for development; 23 percent higher allocation in 2011-12. ( Rs 2,14,000 cr allocated for infrastructure sector )

AGRICULTURE ( Farm loans at 4 per cent )

* Removal of supply bottlenecks in the food sector will be in focus in 2011-12
* Agriculture growth key to development: Green Revolution waiting to happen in eastern region.
* To raise target of credit flow to agriculture sector to 4.75 trillion rupees
* Gives 3 percent interest subsidy to farmers in 2011-12
* Cold storage chains to be given infrastructure status
* Capitalisation of National Bank for Agriculture and Rural Development (NABARD) of 30 billion rupees in a phased manner
* To provide 3 billion rupees for 60,000 hectares under palm oil plantation
* Actively considering new fertiliser policy for urea
* Food storage capacity to be augmented – 15 more mega food parks to be set up in 2011-12; of 30 sanctioned in previous fiscal, 15 set up.
* Comprehensive policy on further developing PPP (public-private-partnership) model.
* Farmers need access to affordable credit.
* Moving to improve nutritional security.
* Necessary to accelerate production of fodder.


* “Fiscal consolidation has been impressive. This year has also seen significant progress in those critical institutional reforms that will pave the way for double digit growth in the near future.”
* “At times the biggest reforms are not the ones that make headlines, but the ones concerned with details of governance which affect the everyday life of aam aadmi (common man). In preparing this year’s budget, I have been deeply conscious of this fact.”
* Food inflation remains a concern
* Current account deficit situation poses some concern
* Must ensure that private investment is sustained
* “The economy has shown remarkable resilience.”
* Setting tone for newer, vibrant economy.
* Economy back to pre-crisis trajectory.
* Development needs to be more inclusive.


* “Certain events in the past few months may have created an impression of drift in governance and a gap in public accountability … such an impression is misplaced.”
* Corruption is a problem, must fight it collectively


*Govt to move towards direct transfer of cash subsidy for kerosene, LPG and fertilisers.
*Financial Sector Legislative Reforms Commission, to be headed by former Supreme Court judge B Srikrishna, to complete its work in 24 months; to overhaul financial regulations.
* Five-fold strategy against black money; 13 new double taxation avoidance agreements; foreign tax division of CTBT strengthened; strength of Enforcement Directorate increased three-fold.
* Bill to be introduced to review Indian Stamp Act.
* New coins carrying new rupee symbol to be issued.
* Anganwadi workers salary raised from Rs.1,500 to Rs.3,000.
* Mortgage risk guarantee fund to be created for economically weaker sections.
* Housing loan limit for priority sector lending raised to Rs.25 lakh.

Performance Management System

Most large companies have a formal procedure for reviewing the performance of employees. It typically consists of a performance review form completed by a supervisor, which then becomes the focal point of an appraisal interview between the supervisor and the employee. Most are intended to document performance quality so that future decisions about promotion, salary, […]