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Sankat Mochan Foundation, Sewa Sansthan srisriravishankar.org/ 8 followers|44,034 views AboutPostsCollectionsPhotosVideosReviews People In your circles83 people Rajesh Sirohi's profile photoSri Sri Ravi Shankar's profile photopratima pathak's profile photoVIKASH SINGH's profile photoshalini sharma's profile photoraj mehra's profile photoChannakeshvaG keshva's profile photoMr.uday cool's profile photoNirmala Jha's profile photo Have you in circles7 people Parshuram Jha's profile photoshubham tiwari's profile photoBagh Badi's profile photoMr.uday cool's profile photoTarak Nath Mishra's profile photoSarika Jha's profile photo Edit Communities78 communities 9,999,999 Pictures & Photography & Art's profile photo 9,999,999 Pictures & Photography & Art View Amazing Places to See's profile photo Amazing Places to See View Art of Living's profile photo Art of Living View Edit Contact Information Contact info Phone Call us Store sale and customer support: 0008004402127 For products bought elsewhere: 1800-11-11-00 (BSNL) 1800-102-1100 (Airtel) 080-40103000 (Toll Paid), http://www.bprcegohana.com/ Email parshuram.jha@yahoo.comVerify Fax customer support: 0008004402127 For products bought elsewhere: 1800-11-11-00 (BSNL) 1800-102-1100 (Airtel) 080-40103000 (Toll Paid)nd customer support: 0008004402127 For products bought elsewhere: 1800-11-11-00 (BSNL) 1800-102-1100 (Airtel) 080-40103000 (Toll Paid) Google Talk At most companies, hiring is a partnership between a recruiter and a hiring manager. And that means that there’s the potential for both parties to be critical of the other. On the one hand, the recruiter is the one whose core job is to master the hiring process, whereas for the hiring manager, it is generally a secondary duty. So, the recruiter should take most of the responsibility for how the process unfolds. However, often hiring managers will make complaints about recruiters that are unfair, as the problem is partially their fault. The main issue with doing that isn’t that the blame is being passed around, but that the crux of the issue isn't fully addressed, meaning that it can’t be fixed. What are those circumstances, where a hiring manager’s critiques of a recruiter are unfair? Well here’s a list of four common complaints, and when they are unwarranted. 1. “The recruiter doesn’t know what I want.” This is one of the most common complaints levied by hiring managers about recruiters. But the question is, did the hiring manager really tell the recruiter what they wanted? Granted, it is the recruiter’s job to set up the intake meeting and get a good idea of what the hiring manager is looking for. But was the hiring manager really clear in that meeting about what they wanted? Did the hiring manager have a definitive idea themselves of what they wanted? Chances are, if the same hiring manager is having this problem again and again, it might be a problem with their communication skills – not the fault of the recruiting team. 2. "The recruiter isn’t giving me high-quality candidates." Another common complaint. But what does a high-quality candidate look like, exactly? The top minds in the business world have looked to solve this exact problem, and still no one has come up with one universally accepted metric to measure quality-of-hire. That leaves “quality” to be defined almost arbitrarily. To a recruiter, quality might mean someone with a great resume. To the hiring manager, quality might mean someone who interviews well. Whose to say which one is right? Hence, it is tough to complain about a recruiter not getting high-quality candidates, when “high quality” is a subjective term. Instead, a recruiter can do the best job they can finding the type of people a hiring manager wants, which goes back to the first point. 3. "The recruiter isn’t getting people fast enough." This is arguably the most unfair complaint hiring managers make about recruiters. If all things work perfectly, it generally takes about two months to hire someone. And that can be a lot longer, if the hiring manager wants to hold out for the perfect candidate. Obviously, hiring managers want the person immediately, because generally the new hire is filling a need that’s immediate. But that’s just not reality, particularly if the hiring manager wants someone excellent. The recruiter should lay out a timeline at the beginning of the hiring process and explain if it has to be extended, and the reasons why. But hiring managers need to be patient as well and realize that hiring a strong person is not something that can happen overnight. 4. "The recruiter couldn’t close the candidate." A hiring manager interviews a candidate, likes them and offers them a job. The candidate rejects the offer. If the hiring manager blames the recruiter, they are likely blaming the wrong person. LinkedIn research reveals a candidate’s interview with the hiring manager will have the most impact on if they take the job or not. So, if the candidate doesn’t take the job, the root cause is often a bad interview experience with the hiring manager, not something the recruiter did. There can be other reasons too. Maybe the candidate got a better job offer elsewhere, they had something come up in their personal life, or they just changed their mind. Again, none of those are really the fault of the recruiter. That isn’t to say a recruiter has no say in closing candidates, they definitely play a role (the biggest of which is coaching up hiring managers to provide strong interview experiences). But, more times than not, if a candidate interviews and doesn’t take a job, the blame lies with the hiring manager, not the recruiter. How to address these issues in a balanced way The point of this list isn’t for recruiters to show it to their hiring managers and say, “I told you so” or somehow use this to shield themselves of all blame. Instead, the point is to re-emphasize that hiring truly is a partnership, and everything that goes wrong isn’t the recruiter’s fault. Same goes for fixing problems. Yes, recruiters need to take responsibility for recruiting and the problems that arise, but they can’t fix everything on their own. They need their hiring managers to work with them, or else problems are likely to persist. Bottom line, if you want your company to get better at hiring, you can’t just look to recruiters. Everyone else at your organization needs to improve as well, particularly your hiring managers. we recognize the imperative of imparting an educational experience that is world-class in every respect and which prepares children for global citizenship. We are a school with an Indian mind, an Indian heart and an Indian soul; a school that celebrates the culture of excellence and is an embodiment of Free. We believe that a curriculum of excellence with a global dimension is central to the education of children to face the challenges of the 1st century with confidence and strength of character.The School’s vision is to provide a learning environment that encourages children to bring out the best in themselves and which supports their all-round development, through discovering the joy of learning, awakening and illuminating their intellect in multi-dimensional ways, and abiding in themselves. Address IndiaSankat Mochan Foundation, Sewa 1979	Mar-02	Birth in Bihar Tarar, Bhagalpur-1996	School -J.P.S Gurudawar1997-1998 Social Action Work1999	November	First meeting with Kolkatta2000	Jun-05	Association with Any Time2010	Jan-01	Passes B. A. Examination IGNOU New DelhiFather passes away2000-2003	June	Eceril Tech.. Pvt.Ltd2003	Aug-03	Steel Next2004	OPELIN2007	Aug-03	Opelin Laboratories Pvt Ltd2008 -20014	Fab-28 HP2014	E&Y2015	Aug-24 www.myntra.com2015	Aug-24	CITI BANK GURGAON Haryana India2016	May-16 Mobilous GURGAON Haryana India2016 Sankat Mochan Foundation, Sewa Sansthan Edit Story Tagline Inspiration empowers empaths to live healthy, productive lives. Host,Sankat Mochan Foundation, Sewa Sansthan Carlin, is an empath, author, intuitive channel, and natural health and holistic nutrition consultant. Each week, she answers listener questions and shares practical information, tools, and support that empaths can apply to their daily lives to bring about vibrancy, peace, joy, and wellbeing. Introduction Causes Bambina cares about:

Animal Welfare Arts and Culture Children Civil Rights and Social Action Economic Empowerment Education Environment Health Human Rights Disaster and Humanitarian Relief Poverty Alleviation Science and Technology Social Servicesmeans come and join toegether. It works for the people those who doesn't have environment or better opportunities and the people below poverty line, backward class and in the rural areas. In spite of all the developments that we have had in the last more than 60 years, we still have the challenges related to disparity, development, demography, expansion, education, excellence and equity. All of these things require different thinking. All of these require leadership. All of these things require people who are willing to give something as, of course, to take something. Invariably, in our society, those who are capable of giving, want to take more. And those who want to give, don’t have much to give. I think its important for us to train people who focus on giving. As you all know that most of the shortfalls in community development programmes could be overcome with the active people’s participation in the community development programme at the grass root level. In this participartoy approach the main principle of is that “all people come together, work together and share toegether” right from decision-making stage through implementation stage.

Let me tell you a little of myself I'am a Graduate from Delhi University and have MBA in Total Quality Management and Certified Internal and Lead Auditor. I have also done two years computer Diploma and Certificate Course in Portuguese Language from Ministry of Commerce and from Embassay of Portugal Cultural Center, New Delhi. I have more than 15 years professional work experience in different profile and currently working as a Asst. Manager Quality in US based IT company and play vital role on Quality Control, Process Compliance and Six Sigma etc and have more than 10 year experience in Social Welfare and active participation on Social Activities with different Organizations.

I always look forward to your response, feedback and welcome you for be a part of the for the journey of social welfare on grass root level and provide the oppotunity to the right people.

Come and Join us for this noble cause and take hands of the people and touch them Sky. HAYAT is a non-profit organization registered under the societies registration act 1860. It was established in 2010 under the nationwide act (Reg. No. 68106/2010) by the people who aspired for a healthy and self reliant India. works and support of the Government of India, and for the people of the society without any cast, creed, race, religion or nationality. Since then the organization is raising resources to protect the rights of women and children and other vulnerable section of the society and provide relief to them through various interventions. The society also runs computer training center name as (SYSCO INFOTECH) at new delhi where the computers programmes are conducted. We also organised skill development training programmes and keen to provide scholarships for deserving students. We also organized talent programmes for talented children from under privileged section of the society. Our Core focus areas are Education, Health, Training, Awareness, Enviroment, Self Groups, Women & Child Welfare and Help in Relif Camps. wants to contribute in all the fields that pertain to overall socio-economic development of people from the under privileged section.

Vision

An equitable society empowered & capable of taking India to a newheight in terms of health, education, skill development, training, awareness, prosperity and overall development of mankind.

Mission

As people to discover their potential for Action and Changes.

Aims and Objectives

To strive hard and see that no child/woman of the under privileged community be left illiterate. To strive for overall development of women and children particularly from the weaker sections of society viz. Poor, under privileged, SC, ST and backwards. To provide training & skill development programmes for the development of the society. To make the rural women self-reliant by organizing their self help groups and to train & promote them. To organize and conduct programmes on health, education, sanitation, environment safety & security. To establish educational centers/training institutions on every domain of society for human development.

Sankat Mochan Foundation, Sewa Sansthanis a small, warm, boutique hotel where the staff understands you better, responds to your special needs and is keen to serve you with a sense of personal concern.

You will observe that each time you check in at the Sankat Mochan Foundation, Sewa Sansthan, you get the service, the amenities and the facilities as specified by you and enjoyed by you on your last visit.

That’s the advantage of residing at a small, cosy Sankat Mochan Foundation, Sewa Sansthan, where the chosen, privileged and honoured guests reside and enjoy the calm, serene and a tranquil atmosphere always…

Our concern for you begins well before you arrive at the Sankat Mochan Foundation, Sewa Sansthan, and the care continues till you pay us a visit again. We take a complete care of your airport transfers, local transportation, ticket confirmation; business and communication needs and look after your luggage should you wish to leave some in our custody.

Our expert chefs produce dishes off the menu for you and look after your specific gastronomic needs, be it for the in-room dining, at the restaurant for a conference, a meeting or for an informal party.

Allow us, an opportunity let us extend a personal care to you…

Parshuram joined us in May 2004 asOperations & Admin, a few months after Opelin started. The aim was to help build a development center that could support our Architecture and Design setup in Japan.

We went on to build a team of almost 25 people and as an integral part of the management team, he efficiently managed the setup as the Regional Director. His responsibilities required him to fulfil all operational needs of the India development center right from Accounts, HR ( incl Recruitment), Admin and managing the team of developers and quality assurance engineers.

Subsequently, Parshuram also started to support us with business development activities when opelin signed a contract with Singtel in Singapore. It required him to coordinate and participate in their workshops to demo the product and meet customers. Also, he diligently supported our soft trials in India when we helped demonstrating the product to potential users.

I found parshuram to be optimistic and very keen to take on responsibilities. He is efficient and a keen learner. He comes up with effective solutions for problems at hand. He respects his seniors and maintained a cordial relationship. His excellent communication abilities helped him build a good working relationship with the team mates.

With his drive and enthusiasm, he has a ability to scale great heights. I wish him all the very best in all his future endeavours. Edit Collections Sankat Mochan Foundation, Sewa Sansthan is followingView all Baby Care's profile photo Baby Care New Google+ Collection Tips and Tricks's profile photo New Google+ Collection Tips and Tricks India's profile photo India Edit Links Website srisriravishankar.org/Link website YouTube Sankat Mochan Foundation, Sewa Sansthan Links

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http://www.bprcegohana.com/ Edit

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