The 2018-19 edition of DSM Chronicle - Business Magazine of Delhi School of Management, DTU

BUSINESS MAGAZINE

DSM

ISSUE 2018-19

CHRONICLE

It It gives gives me me immense immense pleasure pleasure to to introduce introducethe the2018-19 2018edition of DSM Chronicle, the annual magazine of 19 edition of DSM Chronicle, the annual magazineDelof hi School of Management, Delhi Technological UniverDelhi School of Management, Delhi Technological Unisity.

ThisThis magazine is anis endeavour by the of DSM versity. magazine an endeavour by team the team of Chronicle guided by Dr. Archana Singh, Faculty Advisor, DSM Chronicle guided by Dr. Archana Singh, Faculty to highlight the expertise, work and interests of a wide Advisor, to highlight the expertise, work and interests of community of budding managers and industry experts. a wide community of budding managers and industry DSM has always encouraged ideas and we have taken experts. small, but sure steps towards innovation.

DSM has always encouraged ideas and we have taken We believe in holistic development of students by emsmall, but sure steps towards innovation.

We believe in phasizing not only on the academic front but also on the holistic development of students by emphasizing not ethics meet corporate only onthus theenabling academicthem fronttobut alsocomposite on the ethics thus requirements and be successful and effective in their varenabling them to meet composite corporate requireious domains. ments and be successful and effective in their various DSM Chronicle is a platform to share and acquire knowldomains. edge to complement the process of developing into DSMand Chronicle is a platform to share and acquire integrative I sincerelythe hope that DSM Chronknowledge managers. and to complement process of developicle will integrative reach newmanagers. heights with the unmatched ing into I sincerely hope that enthuDSM siasm of our students.

I wish the faculty and students Chronicle will reach new heights with the unmatchedto continue doing thestudents. fine work and the takefaculty DSM to enthusiasm of our I wish andgreater stuheights. dents to continue doing the fine work and take DSM to greater heights.

Dear Readers, We proudly present to you the 2018-19 edition of DSM Chronicle – The Business Magazine of DSM, which also turns out to be our first full-fledged printed edition of the magazine. The magazine has come a long way since its inception in 2011 from an all online 4-page version till today.

This edition captures the essence of current trending and relevant business topics by assimilating entries for Pariprekshya 3.0 from B-schools across the country. Top three entries have been selected in the edition along with an informative piece by a DSM student.

This year around, the most anticipated and interesting section, ‘Corporate Connect’ gave us the opportunity to interact with Rohit Koshy- Director at EY India (Advisory Services) wherein he has enriched the edition with his wide encompassing knowledge across industries. We connected with Saranya L., pass out of 2016 batch to chart her memories of her time at DSM for Alumni Speaks Section.

As DSM is growing leaps and bounds, so are the numbers of events defining the life at DSM. Our first International Conference (ICBM), HR Conclave, Ahaan, Umang Utsav and all our sports events have been beautifully recorded in this edition.

A new section, Placement Interview experience has been added to help the upcoming batches gauge useful advice from their seniors to crack the tough placement rounds. Other sections include winter internship stories, achievers’ corner and a lot more.

We extend our gratitude to all our readers, contributors to the magazine and our esteemed faculty for their constant support and guidance throughout the year. We pledge to keep releasing the ever-enriching and stimulating editions every year.

With the promise to return with new paradigms of knowledge, we sign off with a quote by Victor Hugo “To learn to read is to light a fire; every syllable that is spelled out is a spark.”

-Team Chronicle

Traditional banks and insurers have spent many years building customer bases which trusts them to safeguard their money and provide 24x7 year-round real-time services.

They focused on geographical expansion by opening up branches to target new customer segments and to increase their customer base. With the growth of internet, they offered various avenues to these customers to make electronic payments using internet banking. But today they find themselves, innovators seeking to disrupt their businesses by developing new business models such as crowdfunding, peer-to-peer lending, mobile payments, payments in cryptocurrency, robot - advisers, etc. there seems to be no end to the diversity of these “fintech� innovators.

FinTech is new applications, processes, products, or business models in financial services industry, composed of one or more complementary financial services and provided as an end-to-end process via the Internet. It comprises of companies that use technology to make financial services

more efficient. These organizations are typically start-ups that challenge traditional corporations that are less reliant on software. They leverage on technologies such as social networking, mobility, emerging payment solutions, cloud computing, location-based services, radio-frequency identification (RFID), voice recognition, enterprise content management and customer relationship management (CRM) to develop an engaging and effective banking solution for meeting customer demands.

The characteristics of today’s Fintech companies: deploying highly focused products and services, automating and commoditizing high-margin processes, and using data strategically. Fintech companies provide two key features: better use of data and frictionless customer experience. But there is also a risk of data being prone to misuse and hacking. The various technologies used by companies include Fintech apps, Cryptocurrency, and Aadhar.

ByByNAMRATHA PRASHANTKOLLU NAIR BANGALORE T.A.PaiIIPM Management Institute 1

FINTECH APPS

Financial technology is used to automate insurance, trading, and risk management. A decade back, Indian banking sector also rode on the wave of the dot-com bubble and introduced the use of internet banking for e-payments. These facilities were further developed into Net Electronic Fund Transfer (NEFT) and Real Time Gross Settlement System (RTGS), which facilitated faster and secured online payments but involved a transaction fee and often processed transactions in batches or only during the working hours of bank. This paved way for various fintech companies like Google Pay (Tez), Paytm, etc. to develop technologies which offered a faster, secure, transparent, affordable and 24x7 payment solution. They also aggressively marketed their products by offering incentives like cashbacks, cash incentives on referrals, etc. The popularity of these apps has prodded companies to develop their own apps which are user friendly, and which facilitate secure and faster payments.

Cryptocurrency is a digital/electronic currency based on Blockchain technology. Encrypted blocks of data are accepted as currency or as a monetary unit.

The creation of units and verification of funds transfer is done with the help of advanced encryption techniques. The Blockchain is a distributed ledger where there is a timestamp on each block and

the batches of individual transactions are held with a link to a previous block thereby ensuring continuity in transaction records. The prime focus is on payment settlements, trade finance, and reconciliation. Banking systems are prone to cyber-attacks since they are built on a centralized database which makes it more vulnerable to data theft

and misuse. Therefore, blockchain’s potential to reduce the fraud in the financial sector is gaining a lot of attention.

AADHAR Aadhaar is a 12-digit unique identification number issued by the Indian government to every individual resident of India. It also serves as a “Know Your Customer” (KYC) document, through which all the details of the individual such as Pan card number, bank account details, etc. are linked. The Supreme Court in its judgement opined that 'Aadhaar' has become a symbol of a digital economy and opened up multiple avenues for a common man. The court has declared Aadhaar constitutionally valid which can be used for subsidies and government schemes so that there is no leakage of government funds. It can be used to prevent tax evasion and to curb black money. The KYC intends to avoid identity duplication, reduce money laundering and other criminal activities by giving banks a means to identify their customers.

Aadhar has found to be a fruitful project as it has made it easier for companies like insurance, in faster settlement of claims. It has also enabled the Income Tax Department to track income tax defaulters and bring them to books. Under the Direct Benefit Transfer (DBT) scheme of the Indian government, the beneficiaries who have Aadhar are entitled to subsidy benefits. Since Aadhar prevents duplication, the chances of bogus or excess outflow of funds is minimized.

In this dynamic environment, continuous changing demand of the customers and compliance with regulatory laws have forced businesses to keep pace with technology. But every solution has its cons: One, hacking expertise of hackers is improving significantly and this poses a challenge to the organization's security systems. Two, due to fintech apps, number of customers who availed internet banking services from banks has declined resulting in a decline in additional income. Three, the cost on developing new apps and compliance with new rules has increased the costs for banks, which affects the bottom line performance of the companies.

With the development of new technologies, the government’s aim to promote digital transactions has had a widespread impact on people. There has been a humongous rise in mobile transactions over the years, but still there are many areas in the nation where payment mechanisms are cash dominated. Further, there has been a threat of leakage of customer’s personal data as well.

The provisions of the Information Technology Act should be complied with to ensure that data is safe and used for genuine purposes. Use of technologies like blockchains not only have the potential to reduce the cost of transacting but also have the potential to reduce duplication in a financial system. With proper data privacy and data protection laws, and with latest technology, the dream of going Digital looks nearer to fruition.

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Paycheque, faith in the company’s goal, or personal success in the professional career - What drives an employee to work for a company?

This forms one of the most crucial and significant questions for any company when addressing factors determining an employee’s motivation to work. Over a period, employee engagement has been the topic of various An engaged worker looks research subjects. Managafter their work and about ers often confuse employees the representation of the taking part in staff meetings company, and they desire or company events, as being engaged employees and that to believe that their atthey are happy and satisfied. tempts could make a difThe happiness of workers ference in the overall funcdoesn’t ensure that they are

tioning and performance of the organization. It is commonly perceived as an internal state of mind; mentally, physically and emotionally that connects and ties the work effort, loyalty, and satisfaction in an employee.

working productively and hard on behalf of the organization.

To define employee engagement, Kevin Kruse from Forbes says, “Employee engagement is the emotional commitment the employee has to the organization and its goals.” Employee engagement is a characteristic of the relationship shared between a company and its employees. An “engaged employee” is defined as the one ho is entirely engrossed and passionate regarding their job and takes actions that enhance the reputation and inter-

By

Kevin Kruse

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ests of the organization.

In simple words, it is the amount of enthusiasm and dedication a person feels for the organization and their job. For an engaged employee, their job is much more than a paycheque to them. What differentiates these em-

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ployees is their eagerness towards their work which is usually reflected in the individual outcomes of their jobs.

According to 2016 Gallup research, there exists a worldwide crisis in employee engagement. Engagement levels are at only 13%, which, in 2015, cost the U.S. economy loses in billions of dollars for many businesses.

The numbers remain consistent even after companies spending millions of dollars on programmes which will enhance leadership development in employees. The main reason for such large spending is that engaged employees create 20% higher in sales, 21% more in profitability and are 50% less likely to drop out than many of their disengaged colleagues. Engaged employee’s teams are incredibly crucial for the success of a company's initiatives and thus leading to corporate growth.

A dedicated employee leads to go another mile for the corporation without being demanded or wanting recognition or acknowledgment for the same. A shared responsibil-

ity for themselves to the roles they took up is established by them which works for the growth of the organization.

When a good manager identifies a dedicat-

goals and targets are, the more engaged the team will be. When a person is doing a job, what would be his preference - to be told how to do it or left it to him to do it the way that he knows best? The latter is the case with most of the people, and especially if they are experienced in accomplishing their job.

If a corporate organization wants to make the most of their teams, simply telling them the outcome they are looking for is enough.

The teams will feel empowered, and they will sense ownership of their schemes. One of the factors adding to employee engagement is by building a company culture that inspires the employees to keep on learning and earning further knowledge all the time. An employee who experiences that their management is not only involved in making profits and increasing sales, but also in advancing and educating all their staff, will soon start to acknowledge the company’s learning culture and will get involved in the company’s aims.

We are presently in a generation which is loaded with multicultural people and each of them coming from a different ethnicity, and this is truer when it comes to India. Thus, cultural diversity is reasonably important in a company. Cultural diversity prevails when companies are open to hiring employees from all kinds of diverse backgrounds; regardless of their religion, ethnicity, and culture. When companies recruit and retain a distinct pool of people, it appeals to different benefits to the company as well as its employees.

ed employee, they look to find ways of retaining and having them involved.

The corporate organizations need to follow higher employee engagement to make sure that the employees do not feel as though no one bothers about them and their services for corporate growth. Engagement comes from inside the employee. It is an emotional attachment and commitment which an employee has with the organization that then provokes the employee to want to put forward the effort to assure that the organization and the brand succeed.

There are different factors which contribute to an employee's engagement at workplace.

The feeling of doing something worthwhile is something that drives a lot of employees towards working hard. Creating a sense of purpose in their job and going home with a feeling of making some difference is what many employees look forward in a job. The company’s goals and visions must be more than just about making a profit or shareholder value. People look forward to making an impact through their work. The more meaningful the

Communication is a factor which adds to employee engagement. When there is a miscommunication among the employees, there will continually be problems either in some project or within the company itself. Trying to organize a regular team meeting as a significant part of the company’s communica6

tion, and employees should be capable of presenting their viewpoints on how to improve communications within their departments as well as in the company.

Successful companies understand that their employees are the heart of their organization. A satisfied and engaged employee workforce will bring in not only positive energy to the working environment but will also strengthen the company’s profit and sales.

Employees who have a sense that they have developed a positive personal rapport with their administration are more inclined to come out as engaged employees. Not only that, employees would feel valued when they and their work gets remarked, and this feeling of being appreciated encourages constructive employee engagement.

While the term ‘employee engagement' may sound irrelevant in comparison to more strong metrics like sales, it is, in fact, imperative for growth. Observing the current low percentage of employee engagement and taking into consideration its high level of importance, there is an urgent need to implement ways to increase the participation of employees. While developing employee engagement is yet in its initial stages, it is a trending and increasingly significant concept that many major corporates are catching on to. These organizations and their leaders deeply value their talented employees, and as such, work hard to support them so that they can do their job to the best of their capabilities and therefore produce great results for the corporate growth.

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As we are progressing in our careers, the most common debate that is gaining traction is that is industry looking for a generalist or a specialist.

There are pros and cons to both the aspects, but the apt answer is right in the midway.

A new survey of 2,000 white -collar professionals by recruiter Page Group found that workers specialist skills are often being diluted within just two years of them entering a new job. As a result, over half (51%) of the professional workers surveyed now consider themselves to be generalists, despite being employed on the strength of their specialist skills, and a third (31%) report that it has a negative impact on their productivity. One in three professionals (33%) are concerned that their company is not hiring enough specialists and even more (38%) believe that the lack of specialist skills in their company is placing unnecessary pressure on them to meet customer demands.

Individuals are also worried about the impact that the switch from ‘specialist’ to ‘generalist’ will have on their own professional development. Almost a third (29%) of those surveyed fear that being more generalist will threaten their future job prospects and one in five (19%) think that the continued addition of non-core activities will have a negative effect on their future earning potential.

Considering the study Teodoridis, Florenta and Bikard, Michaël A. and Vakili, Keyvan, The Pace of Change and Creative Performance: Specialist and Generalist Mathematicians at the Fall of the Soviet Union (April 1, 2018). Marshall School of Business, the Soviet collapse altered the pace of change differently for different fields of theoretical math. In fields that didn’t change much (slower-paced fields), specialists used to be

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slightly less productive than generalists but this gap widened significantly after the collapse. Our regression estimates a 22% decrease in specialists’ citation-weighted publications per year, relative to generalists in the same slow-paced fields.

This number refers to the average change in the productivity gap between the decade preceding and the decade following the Soviet collapse and is obtained after controlling for changes in publication trends over time and for various individual characteristics such as age, gender, and education.

In fields that were most affected (faster-paced fields), the opposite happened. Whereas before the collapse specialists were slightly more productive than generalists, after the collapse this gap widened because specialists’ productivity increased while generalists decreased. More specifically our regression estimates that specialists ended up publishing 83% more citation- weighted papers than generalists in the 10 years after the collapse, relative to the 10 years before. Generalists are the people who are multifunctional; they serve as a handyman who can fix multiple problems in the industry. The benefit of this approach is that a generalist has a variety of skills which can incredibly be useful in the freelancing economy with a broader skill set. It can be easier to market yourself. If something needs to be done, a generalist can typically do it well and can be called upon in several situations. But there is a great saying “Jack of all trades, master of none”, meaning that a generalist can provide basic competency on several tasks but not actually perform a single task with great expertise. By spreading your skills over a wider area, it takes away the possibility to be good at a single thing.

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On the flip side are specialists who focus on one thing and do it incredibly well. These are people like electricians or coders who only work in a single program.

The benefit of a specialist is that it becomes your brand. People know they can come to you to solve a problem related to your specialty. The downside is that if the project includes anything beyond your specialty, you'll likely need to pass it on to someone else.

Being a specialist can open some doors but it can also be viewed as limiting because the focus is on one single area.

Lev Kaye, the founder, and CEO of Cred Spark wrote about these two categories.

The definition of these new career paths states: A generalizing-specialist is someone who starts out as a generalist but also has in-depth knowledge over a particular area. A specializing-generalist is someone who is specialized in a particular field but also has a broader understanding of other aspects of the business.

The best approach is a combination of both or a T-shaped employee skill set. The top line of the T is a general skill set that gives an employee a broad range of understanding and capabilities such as general marketing skills. This is where generalist tendencies come in.

However, underneath that top line is the vertical line of the T that allows the employee to go deep into specific expertise, such as social media or marketing analytics and be a specialist in that area. With this combination of skills, you can market yourself as someone who understands and can perform a variety of marketing tasks but who also can expertly perform tasks in a more defined area. You get the best of both worlds of being a generalist and a specialist which makes it easier to market yourself.

Lev Kaye

In the future of work, the most important skill is to be able to learn how to learn the amount of knowledge available and the skills needed to be successful in the workplace are constantly changing and the best employees know how to find the information they need and continually be honing their skills to be at the top of their game.

This is becoming increasingly important as each employee can view themselves as being an entrepreneur of their own career and look for ways to stand out and build a personal brand.

The T-shaped approach works great for this because it provides employees with a strong basis of gener-

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al skills and sets the groundwork for expanding into other areas. With a deeper focus in one area, you can continue to grow and develop that skill as programs and needs change.

The future of work will bring several changes for employees but with a strategic T-shaped skill set, you will be prepared to be successful no matter what the future brings.

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KEEP CALM AND NAIL THAT INTERVIEW

Rohit kumar yadav Assistant Product Manager IndiaMart

Ananya Mukherjee Research Consultant Ananya Mukherjee KPMG Research Consultant

What were the type of selection tests?

There were 2 rounds of selection test: 1. Group Discussion 2. Personal Interview.

How did you prepare for the selection rounds?

For group discussion, I went through all the recent most news articles and for an interview, the key is to be confident, so I wrote all the possible questions the night before the interview on my resume itself and framed the responses beforehand that actually helped me a lot in the interview.

Could you offer some tips to ace the interview rounds?

For interview round, firstly go through the profile which the firm is offering and get to know more about the company. Secondly, take the print out of your resume and write possible questions that an interviewer can ask you. Thirdly, related questions or your work experience with what firm do and how you can help in there decision making using your past learning. Frame the responses beforehand It will also provide the benefit of helping you keep your thoughts organized.

Any advice to junior students?

Confidence is something that comes from within and you can't practice that in a day or two so I would suggest everyone to be confident before the interview and think as if this job vacancy is for you and you are the perfect fit for this position. This positivity will surely help you to succeed in life. Last but very important point is that Don’t mention anything on the CV which you cannot defend.

What were the type of selection tests?

1. Preliminary screening 2. Aptitude 3. Two rounds of Technical Interview 4. HR Interview How did you prepare for the selection rounds?

Brushing up the basics of MBA, thorough knowledge about work done during the internship, being in touch with current affairs.

Could you offer some tips to ace the interview rounds?

There is no such thing as a perfect answer. One should know how to make the questions flow in one's favor and answers should make an impact on the interviewers. Even the most commonplace questions can be answered tactfully to make them sound unique.

Any advice to junior students?

Be confident and answer diplomatically.

KPMG

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What were the type of selection tests?

1.Aptitude test 2. Group Discussion 3. Personal Interview How did you prepare for the selection rounds?

Solved questions for aptitude, went through current topics via newspaper and YouTube Could you offer some tips to ace the interview rounds?

Make sure you are thorough with the CV. Prepare well with the topics from your degree and prepare well about yourself.

Any advice to junior students?

Clearing aptitude is only in your hand but for GD, make sure you are confident and speak aloud. Try to find your spot to speak when you are giving GD. In interview make sure you look well dressed and be confident enough. Try to avoid being nervous and when you are not able to answer just make sure you say you don't know it.

What were the type of selection tests?

1. Aptitude test 2. Group Discussion 3. Technical Interview 4. HR interview How did you prepare for the selection rounds?

Went through some sample aptitude tests and was thorough with current affairs Could you offer some tips to ace the interview rounds?

Just be thorough with your CV. You have to be sure of every word mentioned in the CV and be ready to explain it clearly.

Also, don't try to fake anything. Be yourself and be calm Any advice to junior students?

Be yourself in the recruitment process and be confident of your abilities and skills.

Rahul Ramachandran Junior Management Grade 1 Officer Federal Bank

Siddharth Pillai Data Transformation Analyst IHS Markit

Mallika verma Business Analyst SCA Technologies Pvt. Ltd

What were the type of selection tests?

1. Aptitude test 2. Case study 3. Two Technical Interviews How did you prepare for the selection rounds?

For Aptitude Test, Cover basic concepts of Quant, LR, DI as per CAT Syllabus.

In first Interview- ERP System and its applications followed by a case study related to your specialization (it was related to Finance in my case).

In Second Interview-Basic HR Questions, About the Company and its Revenue.

Could you offer some tips to ace the interview rounds?

Do not waste much time on every question in Aptitude Test.

Just attempt easy questions first.

Be clear about your goals and do not just repeat online answers.

Any advice to junior students?

Be confident.

What were the type of selection tests?

1. Aptitude Test(Logical, Qualitative, Quantitative and Analytical skills) 2.

Technical Interview 3. HR round 4. Skype Interview (Technical) How did you prepare for the selection rounds?

Well, I started by preparing for aptitude tests, as it is the first step towards selection criteria and while preparing for placements I brushed up my knowledge related to graduation subjects and all the skills that I have learned so far in MBA. Then I worked on my communication skills by practicing mock interviews and Group discussions with the help of my friends.

Lastly, I worked on live projects and improved my technical skills to increase my chances in any selection process.

Could you offer some tips to ace the interview rounds?

1. Always research the company you are being interviewed for.

2.

Study your resume and know it well.

3. Revise your previous graduation level subjects too and if you had work experience then prepare all the possible questions related to your previous work.

4. Prepare answers to commonly asked interview questions.

5.Practise GD and Extempore with your friends.

Any advice to junior students?

Take a risk and do what you love. The worst thing you can do early in your career is settling for a job that is safe and comfortable. Taking a leap to do something that may seem risky will set your career on a path that you want from the beginning, and you won’t wake up at 40 wondering what could have been.

All the best

Vishal Garg Management Trainee Mind Infotech 14

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Sandeep Sapkal Sales Engineer Specialist Keyence

Sraddha Hazarika Management Trainee DB Schenker

What were the type of selection tests?

1. Thirty seconds Rapid Interview 2. Group Discussion 3. Aptitude test, 4. Five minutes Interview 5. Twenty minutes interview How did you prepare for the selection rounds?

1. In-depth understanding of basic marketing concepts and major areas in sales and marketing. 2. Self-awareness of recent advancements in techniques of B2B marketing. 3. Be well versed with the what's and why's of my prospective employer.

Could you offer some tips to ace the interview rounds?

It is said that "The first impression is the last impression" which is very true, I believe. So I specifically focused on making my first piece of interaction impactful. Always substantiate your concepts with relevant examples. For instance, I was asked to build a marketing strategy for BMW without incurring a cost to which I responded by citing an example of a popular luxury mobile brand in India.

Srishti Sharma Research Analyst IHS Markit

What were the type of selection tests?

1. Behavioral test 2. Aptitude test 3. Group Discussion 4. Personal Interview How did you prepare for the selection rounds?

Read about the company thoroughly, its financials and industry stucture, Indian economic trends, Resume preparation. Basics of what you did in graduation.

Could you offer some tips to ace the interview rounds?

Be thoroughly prepared about your CVs and personality traits that one might be asked about. Make sure whatever claims you make you have a reasonable explanation about it. Further share about your hobbies and other passion for yourself.

Any advice to junior students?

Do a proper background study about the company you are appearing for. Another key is to be true to one's character and be confident about oneself. Being nervous is normal but don't let that nervousness overpower it.

Shreeni Shrivastava Business Analyst Exponential

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What were the type of selection tests?

1. Aptitude test 2. Group Discussion 3. Personal Interview ( Two Technical and one HR) How did you prepare for the selection rounds?

For aptitude round, I revised basic formulas of time-distance, ratio, percentage, log, compound interest etc.

For the GD round, I went through recent news and articles.

For the interview round, I thoroughly prepared chapters related to bonds, equity, capital market etc. I also followed Investopedia for clearing my concepts. Excel knowledge is a prerequisite for finance so I revised basic functions of Excel and cleared my doubts using various channels.

Could you offer some tips to ace the interview rounds?

1. You should know what have you written in your resume. You could be asked to tell in brief about your schooling, internships, work ex , and hobbies. Be very clear which specialization at college and role in the company you want to take in the future and why.

2. Be prepared with Excel functions like Vlookup, Index, Match etc., mainly their practical application. Interviewers ask problems and expect you to use excel function and solve it.

3. Go through recent things going in the market especially which can affect India. For Ex. Moody's rating of India, Airlines sector, the impact of AI were GD round topics.

4. Clear concepts related to finance. Investopedia is the best source for understanding financial concepts.

5. Be confident. If you do not know anything, accept it instead of giving the wrong answer.

Any advice to junior students?

Work on basics of concepts and theories of finance. Interviewer is not interested in formulas and definitions but the rationale behind them and their relevance in today's world.

Do not look confused while giving interview. Knowledge, confidence and good communication skills are the key to ace an interview.

What were the type of selection tests?

1. Aptitude Test 2. Group Discussion 3. Personal Interview How did you prepare for the selection rounds?

I talked to the seniors that were already working in the firm to get an idea about the selection process and prepare accordingly. I also brushed up on my introduction and the things mentioned in my CV. Lastly, I practiced solving a lot of puzzles and guesstimates with a time limit in mind.

Could you offer some tips to ace the interview rounds?

I had 4 rounds of personal interviews. 3 of them lasted for more than 40 minutes and the last one was an HR round. The best tip I can offer is to keep your calm and not let the interviewer know how nervous you really are. The nervousness goes away eventually but the first few minutes of any interview are very important and generally decide the course of your interview. I was questioned about everything, my graduation, post graduation, summer internship, co curricular and extra curricular activities. It helps to prepare a summary for these before-hand and give crisp and to the point answers when asked about them.

Another important tip is to read the JD and company profile thoroughly because I was asked to solve a case study on the spot and this knowledge helped me structure my answers accordingly.

Any advice to junior students?

Do a lot of mocks, for aptitude, GD, PI. Solve a lot of case studies, puzzles, guesstimates.

Read about the current trends and the latest news related to your field.

Have well-versed answers for the most obvious questions.

Don't be afraid to ask for more time if you get stuck while solving a problem.

Talk about things you already know and drive the conversation in your favor.

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dis- ew n i s y wa ntirely n r t i n u port e to an e y caree s p o hip posur resee m variou s n r ex me fo nte e i into mpilar m s e t t g g h n wi n givin helpin sig est, co unting s n i i Th ble i nd also .I gained e, impr in acco - aero a s n pe ea a School . revenu erience d non r a k wor post B- ance i.e -on exp aero an ( path ns of fin t hands ealized o r io sect alary.I g sed and i ,s tion oices ra v of in es). g char

This was my first time working with a consulting company. In today’s world, understanding people and their needs are very important. Ultimately, people and people’s need, drive the business. Therefore, I wanted to learn about Human Resources and its management. There, I was a part of the front end recruitment team in which we had to call and find suitable candidates for the required profile and schedule their face to face interviews. This involved our judgment power and decision-making skills. Overall, it was a good learning experience.

Archana Pandey Elements Human Resource Pvt. Ltd (Human Resource) It was a great learning experience. I worked closely on various External Communication projects including numerous social media campaigns with the Corporate Communications department and gained insights into different dimensions of this department. The internship helped me in developing my skills further and expanded my knowledge. The supportive Work Culture was also an asset.

ar m u K h in) Ankes t Ltd a h C y l e J p e p c u i S Sp d n a s c ti (Logis

This winter, I interned with Spice Jet in the Logistics and Supply Chain department. I was exposed to great challenges and subsequent learnings. Under the guidance of an enthusiastic and rational team, I gained various insights into a company's Inventory management, Supply Chain Management, and Logistics. From gathering and maintaining the data of thousands of aircraft parts ranging from small tools to big machinery parts and their logistical operations from suppliers to inventory and finally to the runway stores, it was a fun and thrilling experience. I also learned about the basics of aviation industry software i.e.

AMOS application. Furthermore, this internship helped me in enhancing my time management, problem-solving skills and know-how of dealing with different people.

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EVENT: QURIOSITY(QUIZ)

UMANG UTSAV

A 5 day event was organized by public relation committee in collaboration with sanskriti club, alfaaz and z-axis club started with great enthusiasm. Events like lan gaming, case study competitions, quiz, debate,tug of war etc took place from 8-12th of October.

Alumni Cricket League was organized on 26th and 27th January, 2019 by Alumni Committee in association with Sporticus, the Sports Club of Delhi School of Management.

The two day league was conducted to foster interaction between the Alumni of Delhi School of Management and the current batches of MBA and EMBA. It gave the Alumni an opportunity to connect with each other and reminisce their time at Delhi School of Management. Also, the current batches of MBA 1st and 2nd year students got the chance to interact with each other outside the classrooms.

EVENT: ART EXHIBITION

EVENT: TUG OF WAR EVENT: GAME OVER

EVENT: BUSINESS TYCOON

MATCH 1-EMBA 17-19 VS MBA 18-20 WINNER-MBA 18-20 EVENT: SELL YOUR STARTUP

EVENT: TREASURE HUNT

MATCH 2-EMBA VS MBA 18-20 WINNER-MBA 18-20 MATCH 3-TEAM ALUMNI VS MBA 18-20 WINNER-TEAM ALUMNI

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AHAAN Diwali MELA

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M E L A

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- Shipra Adlakha & Bhavya Chojar

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DSM ACHIEVERS

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HR CONCLAVE Delhi School of Management organized the HR Conclave ’19 on ‘Industry 4.0 :A Catalyst for transformations in Human Resources’ on 24th January, 2019. The Conclave saw industry stalwarts from renowned organizations like P wC Regulatory Services, IBM, Tata Consultancy Services & PROGILENCE Capability Development, speak on how Industry 4.0 is causing positive and powerful disruption in almost every industry across the globe and how Human Resources is right at the center of it. It gave the students the opportunity to interact with the HR professionals and understand the importance of up skilling and constant learning in this changing landscape.

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DELHI SCHOOL OF MANAGEMENT DELHI TECHNOLOGICAL UNIVERSITY