In Engineering & Management, we teach around 48 subjects. However, in gist, our target is to prepare the students to be effective in the following 3 fields:
1) To be an outcome based technologist who can design, operate, repair and maintain a technological system. He/She can use his/her knowledge to innovate new technology for human use
2) To manage a business successfully and profitably.
3) To manage the administration of public as well as a private organization.
In short, we try to make our student employable in a corporate environment and also in public sector and Government environment.
AICTE has made it mandatory that students in the 1st year, 2nd year and 3rd year must do outcome base internship programme.
Now, we can do internship i.e., actual outcome-based work, in a business/industry or public administration.
The internship can be done in companies where actual business technology will be learned in a practical way, For example:
a) any car manufacturing company like Suzuki, Hyundai, Toyota, etc.
b) any machine manufacturing company, HMT, Bharat Heavy Engineering, BML, ISRO, Atomic Energy Commission, Pathak Machine Manufacturing Company. Any CNC machine manufacturing company, HAL, Boeing India, TISCO, SAIL, any Hydro-electric power companies, etc.
c) any business organizations, ie., Google, Amazon, Flipkart, Grofers, TCS, Wipro, IBM, CTS, Infosys, Tech Mahindra etc.
d) System and project development companies/consultancy companies, i.e., PWC, KPMG, M.N.Dastur & company, Salt Lake IEM, Facebook, Whatsapp, Engineers India Ltd., Railway Workshop, Metrorail projects, Signal Manufacturing and installing companies, etc.
There are few companies in Kolkata, Delhi who are doing classroom, training and charging money for that i.e., Globsyn, Ardent, Simoco, etc are not eligible for internship programme.
e) Those who will be doing start-up and will make genuine attempt and get orders will get 100 marks out of 100 marks. And minor certificate in entrepreneurship.
f) Once the students are placed they will have a choice to continue their start-ups with the permission of the companies and they may sell their shares to the 1st year students of our institute so that the company will run forever and flourish but the old students will join jobs and take pride that he /she was once a past member of the company which may be a billion dollar company.
Entrepreneurship experience will enhance employability and enrich their CVs and students will get a minor in entrepreneurship.
How Can HR Managers Identify Candidates with Entrepreneurial Zest?
- Your company’s established products and great services cannot be commercialised, unless you find the right talent with entrepreneurial skills to meet the business demands. However, in today’s highly competitive race to fetch best people from the talent pool, how do you identify candidates with exceptional business acumen and an entrepreneurial zest?
- Beyond anything else, finding the right talents for your team has always been a challenge for every organisation. As the most powerful driving force, human capital holds the key for business’ success or failure. Candidates that apply for job openings always come with varied skills, experience and knowledge. Hence, it becomes more important for HR leaders’ to recognise employees with suitable company values and principles.
- Rapidly-growing companies keen on expansion plans should be supported by fast-growing workforce as well. And to stay relevant in the market, business leaders should encourage talent development and innovation in the entire organisation. Given the business imperative, entrepreneurial zest is one of the key characteristics HRs should seek in a candidate.
- To help you conduct better hiring process, here are few potential talent indicators who possess strong entrepreneurial skills:
- Good employees always showcase high flexibility and openness toward change. Possessing an open-minded perspective, they have great ability to negotiate. Be it an important project with promising clients or individual tasks, people with high flexibility always nail every responsibility given to them.
- Employees with entrepreneurial spirit take ownership of everything they are doing. Being a goal-oriented person, they always strive to be the best in order to meet company expectations. They are willing to go an extra mile, as long as they can realise the goals.
Willingness to take risk
- Big business deals never come across as easy projects. To level up in the industry, organisations should have a risk-appetite to be able to clinch new business opportunities. Therefore, employees who are not afraid take risks and deal with uncertainty is required for a business to flourish and prosper. They should be able to move forward and make important decisions even during critical periods.
Passion and enthusiasm
- No good business impact can be derived from weak-willed employees. Therefore, HR managers should make sure that the next hires demonstrate passion and enthusiasm in their jobs.
- They should be filled with energy and surrounded by positive aura, that will generate better work environment. During the interview, it is important to test if the candidates showcase commitment and dedication for success.
Excellent communication skills
- Employees with an entrepreneurial zest should have excellent communication skills. They should be high-potential leaders able to work both individually and in a team. These people fully understand their roles and responsibilities for the success of an organisation. They have the ability to communicate ideas and opinions explicitly to their managers, clients, or co-workers.
Willingness to learn
- Great employees showcase willingness to learn and are endowed with the ability to think ahead. They always seek to be upgraded with skills as per industry demands, and share a passion for learning new things. They are not afraid of taking up higher responsibilities since they aspire for a better career opportunity.
- While finding candidates with entrepreneurial zest is not an easy task to accomplish, it is not difficult either with some key hiring strategies used to attract talent. However, these six characteristics mentioned above will be of great help to find the next potential hire with business acumen. All you need to do is, start paying closer attention to details about your candidate’s personality during the interview.
TCS hires IT entrepreneurs before they become startups
- Indian IT services company Tata Consultancy Services (TCS) is driving its own innovation in digital technology by recruiting entrepreneurs in Silicon Valley when they have an idea.
- The digitization of business is forcing IT service providers to develop new services quickly to meet customer demands. Rather than recruit masses of people or acquire established technologies, TCS in Silicon Valley is in contact with IT entrepreneurs and recruits them when they have an idea it wants to take forward.
- Entrepreneurs typically have an idea and then go through the process of trying to get funding. TCS’s approach will get an idea into production quickly with the brains behind it still at the helm. TCS will benefit by taking ownership of the idea rather than acquiring a technology once it is established.
- The scheme puts capital behind the idea, arms entrepreneurs with global development and marketing resources, and TCS’s expertise in serving businesses will help the IT entrepreneur get the business angle right. Startups often require support in understanding how their technology can work for businesses.
- TCS’s global head of digital enterprise, Satya Ramaswamy, said it has an operation in Silicon Valey so it is well connected to the local entrepreneur network.
- “The traditional source of entrepreneur funding cannot fund all ideas and is very selective. We can hire entrepreneurs and give them access to global resources,” added Ramaswamy.
- He said entrepreneurs are often in a hurry to get their ideas into production because many people often have the same ideas. By TCS taking them on, they can do it much quicker. He added that first-time entrepreneurs would struggle to get funding through traditional channels because of a lack of experience.
- TCS has already introduced five products in the big data space and 11 in the mobile space through this method. For example, in the big data space it has created a system that connects customer relationship management (CRM) and internal data with data from public sources, such as social media, which gives a more complete picture of customers.
- In the UK, the startup community is expanding, with developments such as London’s Tech City. Competition for funds and mentoring is tough. UK IT services firms see the opportunity of buying ideas. In 2011, IT services firm Logica lobbied government to set up a central register of the intellectual property (IP) of universities to help good ideas make it into commercial environments.