Entrepreneurs are not only born, they can also be created by providing mentorship, guidance and an atmosphere that promotes out of the box thinking." - FIIB's e-cell, UDAAN aims to do just that...
It's a time to make a most of it.
MERAKI
Emerging Trends in Entrepreneurship
Starting a new business is an attempt to address a demand in an economically viable manner. It is also well understood that a demand may not be satisfied by a single organization. Given the diverse demographic strata in the markets, several organizations strive to address the demand for a given good. Therefore, it can be said that a demand would have entrepreneurial ventures clustered around it.
Naturally, if the demand for a product and/or service is recent and large enough, the cluster of organizations would grow faster; displaying a trend in the type of entrepreneurial ventures. To exemplify, let us consider the emergence of social technologies. The need to interact is perhaps the most basic social need of a human being. Yet, this need earlier was confined to one to one communications (for example, through emails) or personal interactions. The so-called social media has provided platforms that allow users to communicate with the most distance audiences in an efficient manner. We today see a horde of social media platforms that look to engage users.
Unfortunately, the success of early exploiters like Facebook, Twitter, and LinkedIn remains unrivaled The point is that it is not enough to spot an unmet demand. It is equally important to develop an economically viable way to exploit it.
Most venture capitalists are often interested in riding the success by funding start-ups that look to leverage a new demand. It is therefore important for a budding entrepreneur to anticipate such demand trends. In this panel, by allowing the audience to engage with the venture capitalists, we hope that entrepreneurs can identify emergent trends that could be potentially exploited through innovative business models
Panel Discussion II:
Challenges for Young Entrepreneurships
Entrepreneurship is as much a social phenomenon as economic. Thus, success of entrepreneurship depends on several contextual attributes. Broadly, these factors could be classified at four levels.
·The most granular level is perhaps the individual competencies. Commonly cited individual competencies include risk taking abilities, financial acumen, and leadership styles. For example, it is often observer that founder's personality leaves an everlasting imprint on the organization.
·The next level is organizational. As entrepreneurial ventures grow, the organizational context becomes increasingly complex. For example, an organization may venture into different geographical locations or different product/service offerings. In such changing and complex context, several factors influence its success. In fact, an entire discipline of strategic management aims to assess the firm's performance as a function of firm characteristics such as size, age, and structure.
·The third level is industrial. Every industry follows different trajectories of evolution. Some evolve radically while others evolve more incrementally. Each path, however, poses its own set of challenges that influence the survival and success of new organizations. Examples of industrial attributes include high cost of materials, talent crunch, and rate of innovation.
·The final level is political. Most organizations have to confirm to a set of rules based on their geographic locations. When such rules change due to reasons like change in the government or global economic shocks, their impact on the entrepreneurial ventures becomes evident. Recent economic meltdown and changing investment norms are clear instances of political attributes that influenced the start-up organizations
Challenges for Young Entrepreneurships
Entrepreneurship is as much a social phenomenon as economic. Thus, success of entrepreneurship depends on several contextual attributes. Broadly, these factors could be classified at four levels.
·The most granular level is perhaps the individual competencies. Commonly cited individual competencies include risk taking abilities, financial acumen, and leadership styles. For example, it is often observer that founder's personality leaves an everlasting imprint on the organization.
·The next level is organizational. As entrepreneurial ventures grow, the organizational context becomes increasingly complex. For example, an organization may venture into different geographical locations or different product/service offerings. In such changing and complex context, several factors influence its success. In fact, an entire discipline of strategic management aims to assess the firm's performance as a function of firm characteristics such as size, age, and structure.
·The third level is industrial. Every industry follows different trajectories of evolution. Some evolve radically while others evolve more incrementally. Each path, however, poses its own set of challenges that influence the survival and success of new organizations. Examples of industrial attributes include high cost of materials, talent crunch, and rate of innovation.
·The final level is political. Most organizations have to confirm to a set of rules based on their geographic locations. When such rules change due to reasons like change in the government or global economic shocks, their impact on the entrepreneurial ventures becomes evident. Recent economic meltdown and changing investment norms are clear instances of political attributes that influenced the start-up organizations
An opportunity to gear up for future in Human Resources !!!!!
Any domain of business is lifeless without INNOVATION. And so Human Resources.
Google famously forces employees to spend 20% of their time doing whatever they want. The purpose of Google €™s employment policy is to foster an innovative corporate culture that reflects the spirit of a start-up.
"240 million working people will be added to our working population in the next 15-20 years. With time we feel as time goes we get older but here, relative to demography we will get younger with time. The demography is such that we will have more younger people to work with." - Mr. Suresh Tripathi, VP (HR), Tata Steel
Get into the insights of INNOVATION IN HUMAN RESOURCES: Gearing for 2020, presented by Fortune Institute of International Business on 23 March, 2013 and equip yourself with knowledge for future. Watch this video : An opportunity to gear up for future in Human Resources !!!!!
Any domain of business is lifeless without INNOVATION. And so Human Resources.
Google famously forces employees to spend 20% of their time doing whatever they want. The purpose of Google €™s employment policy is to foster an innovative corporate culture that reflects the spirit of a start-up.
"240 million working people will be added to our working population in the next 15-20 years. With time we feel as time goes we get older but here, relative to demography we will get younger with time. The demography is such that we will have more younger people to work with." - Mr. Suresh Tripathi, VP (HR), Tata Steel
Get into the insights of INNOVATION IN HUMAN RESOURCES: Gearing for 2020, presented by Fortune Institute of International Business on 23 March, 2013 and equip yourself with knowledge for future. watch this video:
Looking forward for participation !!!!
For more information and registration Log on to our website:
https://sites.google.com/a/fiib.edu.in/innovation-hr/
Looking forward for participation !!!!
Any domain of business is lifeless without INNOVATION. And so Human Resources.
Google famously forces employees to spend 20% of their time doing whatever they want. The purpose of Google €™s employment policy is to foster an innovative corporate culture that reflects the spirit of a start-up.
"240 million working people will be added to our working population in the next 15-20 years. With time we feel as time goes we get older but here, relative to demography we will get younger with time. The demography is such that we will have more younger people to work with." - Mr. Suresh Tripathi, VP (HR), Tata Steel
Get into the insights of INNOVATION IN HUMAN RESOURCES: Gearing for 2020, presented by Fortune Institute of International Business on 23 March, 2013 and equip yourself with knowledge for future. Watch this video : An opportunity to gear up for future in Human Resources !!!!!
Any domain of business is lifeless without INNOVATION. And so Human Resources.
Google famously forces employees to spend 20% of their time doing whatever they want. The purpose of Google €™s employment policy is to foster an innovative corporate culture that reflects the spirit of a start-up.
"240 million working people will be added to our working population in the next 15-20 years. With time we feel as time goes we get older but here, relative to demography we will get younger with time. The demography is such that we will have more younger people to work with." - Mr. Suresh Tripathi, VP (HR), Tata Steel
Get into the insights of INNOVATION IN HUMAN RESOURCES: Gearing for 2020, presented by Fortune Institute of International Business on 23 March, 2013 and equip yourself with knowledge for future. watch this video:
Looking forward for participation !!!!
For more information and registration Log on to our website:
https://sites.google.com/a/fiib.edu.in/innovation-hr/
Looking forward for participation !!!!
Had a great day with "Swanand Sir" by organising the XP simulation game in MIS course:
The objective is to select and execute tasks that cumulatively reduce the resource cost and increase the business value.
Dear All,
Meraki-2013 is over. FIIB has conducted Meraki(B-plan competition) successfully. Two day programme involves huge learnings for us. Panel-1 discussion provide insights about investor concern in investing in the new business and Panel-2 discussion provide challenges faced by some of the rising entrepreneurs...!!! 
Proud Winners of the FIIB Meraki Fellowship
First Prize -Team Enerture(Great lakes)
Second Prize - Team Rainmakers (Jamnalal Bajaj)
Third Prize - Team Cloudwhyte ( IIT Kharagpur)....
First Prize -Team Enerture(Great lakes)
Second Prize - Team Rainmakers (Jamnalal Bajaj)
Third Prize - Team Cloudwhyte ( IIT Kharagpur)....
FIIB's Entrepreneurship Cell, Udaan successfully hosted Meraki, The Annual Pan India B Plan Competition on 15th March 2013. After hundreds of plans that were received and scanned by our pool of judges, top 10 teams presented their plans after which the results were announced on 16th March. Winners receive fellowships worth Rs 1,00,000, Rs 75,000 and Rs 60,000 respectively. The winners are as follows
First Prize -Team Enerture (Great lakes)
Second Prize - Team Rainmakers (Jamnalal Bajaj)
Third Prize - Team Cloudwhyte ( IIT Kharagpur)
Congratulations to all!
First Prize -Team Enerture (Great lakes)
Second Prize - Team Rainmakers (Jamnalal Bajaj)
Third Prize - Team Cloudwhyte ( IIT Kharagpur)
Congratulations to all!
and now
FIIB is hosting yet another exciting and informative seminar on Innovation in HR : Gearing towards 2020 on 23rd March 2013 at FIIB Campus. Hear eminent speakers, participate in competitions and get a chance to win cash prizes as well.
For registering and more details visit www.fiib.edu.in/innovation-hr
View the video to know more
http://youtu.be/daJ0uzaAYwk
For registering and more details visit www.fiib.edu.in/innovation-hr
View the video to know more
http://youtu.be/daJ0uzaAYwk
Volunteers and mentors at Meraki! @akshita.FIIB @UTGARG @ajays4054 @ankitp.FIIB and lots more. thankyou!
A crisp presentation were given on utility of EBSCO and PROWESS by Mr Randip Singh, we all get highly acknowledged.
Thanks to admin deptt. for bringing valuable insight, as how to use these software.
FIIB concluded sustainability summit recently and speakers from TERI, IFC, Goonj, Nokia and many other reputed organisations joined us
read on what they had to say here
Gearing up for an internship? Few words i would like to say about how to make the most out of your internship:
Please treat internship as your learning ground. Irrespective of what project, which company and which industry you are working for, try and observe and learn the basics, such as -
1. Corporate behavior
2. Reporting relationships
3. Interpersonal relationships and team dynamics
4. Interdependence of functions and collaborative efforts - sales with marketing, HR with finance/facilities etc
5. Observe differences / uniqueness of theory vs practical/real world.
To get any personalized advice you can connect FIIB alumnis to answers to your queries. @FIIBIndia
https://www.facebook.com/permalink.php?story_fbid=560160727341581&id;=321194021238254&comment;_id=6401529 Źif_t=feed_comment
Please treat internship as your learning ground. Irrespective of what project, which company and which industry you are working for, try and observe and learn the basics, such as -
1. Corporate behavior
2. Reporting relationships
3. Interpersonal relationships and team dynamics
4. Interdependence of functions and collaborative efforts - sales with marketing, HR with finance/facilities etc
5. Observe differences / uniqueness of theory vs practical/real world.
To get any personalized advice you can connect FIIB alumnis to answers to your queries. @FIIBIndia
https://www.facebook.com/permalink.php?story_fbid=560160727341581&id;=321194021238254&comment;_id=6401529 Źif_t=feed_comment
E waste management drive at FIIB
Looking forward to hosting Mr Manoj Shrivastava, COO Homestead Development Corporation, FIIB Alumnus (batch 1999) as he shares his experiences with us at @fiibindia
Dear All,
Cynergy club is organizing a Conclave on
Innovation In HR: Gearing for 20:20on the 23rd of March, 2013 in the Institute Auditorium.
HR professionals from some eminent organizations like Mercer, KPMG, Jones Lang LaSalle and various HR Consultancies are going to join us. It would be great if you participate in the conclave and make best of it.
2 sessions will be conducted:-
Session 1: 9:30 am - 12:30 pm on Building High Performance Work Organizations.
Session 2: 1:15 pm - 4:15 pm on Talent Management and HR Analytics.
Be there...!!
read select 1st year student profiles at
hows the placement of last year batch and current year batch in fiib.i heard that pllacement is not good so please provide correct detail
NO ONE give answer of my qestion thats means placement is poor in fiib thank u