#IBM Recruitment

[retrocgads]

UK 1998

[peoplematters]

Despite layoffs, IBM's workforce grew. CEO Arvind Krishna said that AI allowed the company to reinvest in roles requiring human expertise—like software engineering, sales, and marketing.

[uniquejobs]

IBM Careers 2023 | Frontend Developer | Bangalore - Apply now

Introduction IBM Careers 2023 :IBM has Published notification for the vacancy of  Front End Developers The educational qualification required to apply for this IBM is B.E,B.Tech Engineers Interested and eligible candidates can apply for IBM Careers 2023. There is enough time to apply for any job. Read IBM Careers 2023 date, last date to use, and  full details of vacancies carefully. As per…

[mostlysignssomeportents]

Reverse engineers bust sleazy gig work platform

If you'd like an essay-formatted version of this post to read or share, here's a link to it on pluralistic.net, my surveillance-free, ad-free, tracker-free blog:

https://pluralistic.net/2024/11/23/hack-the-class-war/#robo-boss

A COMPUTER CAN NEVER BE HELD ACCOUNTABLE

THEREFORE A COMPUTER MUST NEVER MAKE A MANAGEMENT DECISION

Supposedly, these lines were included in a 1979 internal presentation at IBM; screenshots of them routinely go viral:

https://twitter.com/SwiftOnSecurity/status/1385565737167724545?lang=en

The reason for their newfound popularity is obvious: the rise and rise of algorithmic management tools, in which your boss is an app. That IBM slide is right: turning an app into your boss allows your actual boss to create an "accountability sink" in which there is no obvious way to blame a human or even a company for your maltreatment:

https://profilebooks.com/work/the-unaccountability-machine/

App-based management-by-bossware treats the bug identified by the unknown author of that IBM slide into a feature. When an app is your boss, it can force you to scab:

https://pluralistic.net/2023/07/30/computer-says-scab/#instawork

Or it can steal your wages:

https://pluralistic.net/2023/04/12/algorithmic-wage-discrimination/#fishers-of-men

But tech giveth and tech taketh away. Digital technology is infinitely flexible: the program that spies on you can be defeated by another program that defeats spying. Every time your algorithmic boss hacks you, you can hack your boss back:

https://pluralistic.net/2022/12/02/not-what-it-does/#who-it-does-it-to

Technologists and labor organizers need one another. Even the most precarious and abused workers can team up with hackers to disenshittify their robo-bosses:

https://pluralistic.net/2021/07/08/tuyul-apps/#gojek

For every abuse technology brings to the workplace, there is a liberating use of technology that workers unleash by seizing the means of computation:

https://pluralistic.net/2024/01/13/solidarity-forever/#tech-unions

One tech-savvy group on the cutting edge of dismantling the Torment Nexus is Algorithms Exposed, a tiny, scrappy group of EU hacker/academics who recruit volunteers to reverse engineer and modify the algorithms that rule our lives as workers and as customers:

https://pluralistic.net/2022/12/10/e2e/#the-censors-pen

Algorithms Exposed have an admirable supply of seemingly boundless energy. Every time I check in with them, I learn that they've spun out yet another special-purpose subgroup. Today, I learned about Reversing Works, a hacking team that reverse engineers gig work apps, revealing corporate wrongdoing that leads to multimillion euro fines for especially sleazy companies.

One such company is Foodinho, an Italian subsidiary of the Spanish food delivery company Glovo. Foodinho/Glovo has been in the crosshairs of Italian labor enforcers since before the pandemic, racking up millions in fines – first for failing to file the proper privacy paperwork disclosing the nature of the data processing in the app that Foodinho riders use to book jobs. Then, after the Italian data commission investigated Foodinho, the company attracted new, much larger fines for its out-of-control surveillance conduct.

As all of this was underway, Reversing Works was conducting its own research into Glovo/Foodinho's app, running it on a simulated Android handset inside a PC so they could peer into app's data collection and processing. They discovered a nightmarish world of pervasive, illegal worker surveillance, and published their findings a year ago in November, 2023:

https://www.etui.org/sites/default/files/2023-10/Exercising%20workers%20rights%20in%20algorithmic%20management%20systems_Lessons%20learned%20from%20the%20Glovo-Foodinho%20digital%20labour%20platform%20case_2023.pdf

That report reveals all kinds of extremely illegal behavior. Glovo/Foodinho makes its riders' data accessible across national borders, so Glovo managers outside of Italy can access fine-grained surveillance information and sensitive personal information – a major data protection no-no.

Worse, Glovo's app embeds trackers from a huge number of other tech platforms (for chat, analytics, and more), making it impossible for the company to account for all the ways that its riders' data is collected – again, a requirement under Italian and EU data protection law.

All this data collection continues even when riders have clocked out for the day – its as though your boss followed you home after quitting time and spied on you.

The research also revealed evidence of a secretive worker scoring system that ranked workers based on undisclosed criteria and reserved the best jobs for workers with high scores. This kind of thing is pervasive in algorithmic management, from gig work to Youtube and Tiktok, where performers' videos are routinely suppressed because they crossed some undisclosed line. When an app is your boss, your every paycheck is docked because you violated a policy you're not allowed to know about, because if you knew why your boss was giving you shitty jobs, or refusing to show the video you spent thousands of dollars making to the subscribers who asked to see it, then maybe you could figure out how to keep your boss from detecting your rulebreaking next time.

All this data-collection and processing is bad enough, but what makes it all a thousand times worse is Glovo's data retention policy – they're storing this data on their workers for four years after the worker leaves their employ. That means that mountains of sensitive, potentially ruinous data on gig workers is just lying around, waiting to be stolen by the next hacker that breaks into the company's servers.

Reversing Works's report made quite a splash. A year after its publication, the Italian data protection agency fined Glovo another 5 million euros and ordered them to cut this shit out:

https://reversing.works/posts/2024/11/press-release-reversing.works-investigation-exposes-glovos-data-privacy-violations-marking-a-milestone-for-worker-rights-and-technology-accountability/

As the report points out, Italy is extremely well set up to defend workers' rights from this kind of bossware abuse. Not only do Italian enforcers have all the privacy tools created by the GDPR, the EU's flagship privacy regulation – they also have the benefit of Italy's 1970 Workers' Statute. The Workers Statute is a visionary piece of legislation that protects workers from automated management practices. Combined with later privacy regulation, it gave Italy's data regulators sweeping powers to defend Italian workers, like Glovo's riders.

Italy is also a leader in recognizing gig workers as de facto employees, despite the tissue-thin pretense that adding an app to your employment means that you aren't entitled to any labor protections. In the case of Glovo, the fine-grained surveillance and reputation scoring were deemed proof that Glovo was employer to its riders.

Reversing Works' report is a fascinating read, especially the sections detailing how the researchers recruited a Glovo rider who allowed them to log in to Glovo's platform on their account.

As Reversing Works points out, this bottom-up approach – where apps are subjected to technical analysis – has real potential for labor organizations seeking to protect workers. Their report established multiple grounds on which a union could seek to hold an abusive employer to account.

But this bottom-up approach also holds out the potential for developing direct-action tools that let workers flex their power, by modifying apps, or coordinating their actions to wring concessions out of their bosses.

After all, the whole reason for the gig economy is to slash wage-bills, by transforming workers into contractors, and by eliminating managers in favor of algorithms. This leaves companies extremely vulnerable, because when workers come together to exercise power, their employer can't rely on middle managers to pressure workers, deal with irate customers, or step in to fill the gap themselves:

https://projects.itforchange.net/state-of-big-tech/changing-dynamics-of-labor-and-capital/

Only by seizing the means of computation, workers and organized labor can turn the tables on bossware – both by directly altering the conditions of their employment, and by producing the evidence and tools that regulators can use to force employers to make those alterations permanent.

Image: EFF (modified) https://www.eff.org/files/issues/eu-flag-11_1.png

CC BY 3.0 http://creativecommons.org/licenses/by/3.0/us/

[iww-gnv]

As firms increasingly rely on artificial intelligence-driven hiring platforms, many highly qualified candidates are finding themselves on the cutting room floor. Body-language analysis. Vocal assessments. Gamified tests. CV scanners. These are some of the tools companies use to screen candidates with artificial intelligence recruiting software. Job applicants face these machine prompts – and AI decides whether they are a good match or fall short. Businesses are increasingly relying on them. A late-2023 IBM survey of more than 8,500 global IT professionals showed 42% of companies were using AI screening "to improve recruiting and human resources". Another 40% of respondents were considering integrating the technology. Many leaders across the corporate world hoped AI recruiting tech would end biases in the hiring process. Yet in some cases, the opposite is happening. Some experts say these tools are inaccurately screening some of the most qualified job applicants – and concerns are growing the software may be excising the best candidates. "We haven't seen a whole lot of evidence that there's no bias here… or that the tool picks out the most qualified candidates," says Hilke Schellmann, US-based author of the Algorithm: How AI Can Hijack Your Career and Steal Your Future, and an assistant professor of journalism at New York University. She believes the biggest risk such software poses to jobs is not machines taking workers' positions, as is often feared – but rather preventing them from getting a role at all.

[meret118]

Worst Interview Ever

Pitched by tech companies as a cost-efficient means of automating a laborious screening process typically done by an HR representative or recruiter, this A.I. software has the capability to “interview” hundreds of candidates, whom it can then recommend for further interviews with actual human beings. But for those on the other side of these chats, the experience of auditioning for a computer can feel somewhat surreal—and leave a rather unpleasant impression of a potential employer.

. . .

The shift to A.I. among human resources sectors is real. Earlier this month, the CEO of IBM confirmed that the company had laid off “a couple hundred” HR workers and replaced them with A.I. agents. A recent survey of 500 HR professionals also found that almost three-quarters of them believe they’re adopting the technology more quickly than other departments. Despite this, HR remains among the fastest-growing sectors in the U.S., with the Bureau of Labor Statistics predicting an 8 percent growth by 2033. According to the HR Digestmagazine, although A.I. can be used in this field to automate “an unnecessary amount of manual work,” like payroll management and vacation requests, it can’t yet “oversee the human section” or company culture. Still, amid concerns that the technology may develop algorithmic biases in hiring, Peditto believes that recruiters should be worried. “Good recruiters are more than just box-checkers and 15-minute screeners,” he said. “But for the people who this is sort of all they do, that can be scary, especially those early in their careers.”

The recruiters that are using A.I. are, in one sense, leveling the playing field. After all, some applicants, like Mayfield Phillips, who’ve been interviewed by A.I. bots have themselves used A.I. to boost their chances of landing a job by receiving help in polishing their résumés or tailoring cover letters. (You can even use the tech to practice your answers in mock interviews—a feature highlighted by Google in a recent Super Bowl ad—or have it listen to your job interview in real time and secretly suggest responses.) But Phillips, a 55-year-old IT project manager in New York, said he still found his experience this week of being interviewed by an A.I. chatbot, one also made by Apriora, to be profoundly surreal. Although he knew in advance he’d be conversing with an A.I. program that would listen to his verbal answers and ask him questions via text, he still had to schedule a time to chat with “Alex” (whose avatar appeared as a white woman with brown hair), and a preplanned interview had to be postponed due to technical difficulties the A.I. was experiencing. Phillips said he was also particularly frustrated and unimpressed after the A.I. was unable to answer a question he posed about what success might look like in the position.

slate.com/life/2025/05/jobs-ai-job-hiring-character-interview.html

[stentorai]

Predicting Employee Attrition: Leveraging AI for Workforce Stability

Employee turnover has become a pressing concern for organizations worldwide. The cost of losing valuable talent extends beyond recruitment expenses—it affects team morale, disrupts workflows, and can tarnish a company's reputation. In this dynamic landscape, Artificial Intelligence (AI) emerges as a transformative tool, offering predictive insights that enable proactive retention strategies. By harnessing AI, businesses can anticipate attrition risks and implement measures to foster a stable and engaged workforce.

Understanding Employee Attrition

Employee attrition refers to the gradual loss of employees over time, whether through resignations, retirements, or other forms of departure. While some level of turnover is natural, high attrition rates can signal underlying issues within an organization. Common causes include lack of career advancement opportunities, inadequate compensation, poor management, and cultural misalignment. The repercussions are significant—ranging from increased recruitment costs to diminished employee morale and productivity.

The Role of AI in Predicting Attrition

AI revolutionizes the way organizations approach employee retention. Traditional methods often rely on reactive measures, addressing turnover after it occurs. In contrast, AI enables a proactive stance by analyzing vast datasets to identify patterns and predict potential departures. Machine learning algorithms can assess factors such as job satisfaction, performance metrics, and engagement levels to forecast attrition risks. This predictive capability empowers HR professionals to intervene early, tailoring strategies to retain at-risk employees.

Data Collection and Integration

The efficacy of AI in predicting attrition hinges on the quality and comprehensiveness of data. Key data sources include:

Employee Demographics: Age, tenure, education, and role.

Performance Metrics: Appraisals, productivity levels, and goal attainment.

Engagement Surveys: Feedback on job satisfaction and organizational culture.

Compensation Details: Salary, bonuses, and benefits.

Exit Interviews: Insights into reasons for departure.

Integrating data from disparate systems poses challenges, necessitating robust data management practices. Ensuring data accuracy, consistency, and privacy is paramount to building reliable predictive models.

Machine Learning Models for Attrition Prediction

Several machine learning algorithms have proven effective in forecasting employee turnover:

Random Forest: This ensemble learning method constructs multiple decision trees to improve predictive accuracy and control overfitting.

Neural Networks: Mimicking the human brain's structure, neural networks can model complex relationships between variables, capturing subtle patterns in employee behavior.

Logistic Regression: A statistical model that estimates the probability of a binary outcome, such as staying or leaving.

For instance, IBM's Predictive Attrition Program utilizes AI to analyze employee data, achieving a reported accuracy of 95% in identifying individuals at risk of leaving. This enables targeted interventions, such as personalized career development plans, to enhance retention.

Sentiment Analysis and Employee Feedback

Understanding employee sentiment is crucial for retention. AI-powered sentiment analysis leverages Natural Language Processing (NLP) to interpret unstructured data from sources like emails, surveys, and social media. By detecting emotions and opinions, organizations can gauge employee morale and identify areas of concern. Real-time sentiment monitoring allows for swift responses to emerging issues, fostering a responsive and supportive work environment.

Personalized Retention Strategies

AI facilitates the development of tailored retention strategies by analyzing individual employee data. For example, if an employee exhibits signs of disengagement, AI can recommend specific interventions—such as mentorship programs, skill development opportunities, or workload adjustments. Personalization ensures that retention efforts resonate with employees' unique needs and aspirations, enhancing their effectiveness.

Enhancing Employee Engagement Through AI

Beyond predicting attrition, AI contributes to employee engagement by:

Recognition Systems: Automating the acknowledgment of achievements to boost morale.

Career Pathing: Suggesting personalized growth trajectories aligned with employees' skills and goals.

Feedback Mechanisms: Providing platforms for continuous feedback, fostering a culture of open communication.

These AI-driven initiatives create a more engaging and fulfilling work environment, reducing the likelihood of turnover.

Ethical Considerations in AI Implementation

While AI offers substantial benefits, ethical considerations must guide its implementation:

Data Privacy: Organizations must safeguard employee data, ensuring compliance with privacy regulations.

Bias Mitigation: AI models should be regularly audited to prevent and correct biases that may arise from historical data.

Transparency: Clear communication about how AI is used in HR processes builds trust among employees.

Addressing these ethical aspects is essential to responsibly leveraging AI in workforce management.

Future Trends in AI and Employee Retention

The integration of AI in HR is poised to evolve further, with emerging trends including:

Predictive Career Development: AI will increasingly assist in mapping out employees' career paths, aligning organizational needs with individual aspirations.

Real-Time Engagement Analytics: Continuous monitoring of engagement levels will enable immediate interventions.

AI-Driven Organizational Culture Analysis: Understanding and shaping company culture through AI insights will become more prevalent.

These advancements will further empower organizations to maintain a stable and motivated workforce.

Conclusion

AI stands as a powerful ally in the quest for workforce stability. By predicting attrition risks and informing personalized retention strategies, AI enables organizations to proactively address turnover challenges. Embracing AI-driven approaches not only enhances employee satisfaction but also fortifies the organization's overall performance and resilience.

Frequently Asked Questions (FAQs)

How accurate are AI models in predicting employee attrition?

AI models, when trained on comprehensive and high-quality data, can achieve high accuracy levels. For instance, IBM's Predictive Attrition Program reports a 95% accuracy rate in identifying at-risk employees.

What types of data are most useful for AI-driven attrition prediction?

Valuable data includes employee demographics, performance metrics, engagement survey results, compensation details, and feedback from exit interviews.

Can small businesses benefit from AI in HR?

Absolutely. While implementation may vary in scale, small businesses can leverage AI tools to gain insights into employee satisfaction and predict potential turnover, enabling timely interventions.

How does AI help in creating personalized retention strategies?

AI analyzes individual employee data to identify specific needs and preferences, allowing HR to tailor interventions such as customized career development plans or targeted engagement initiatives.

What are the ethical considerations when using AI in HR?

Key considerations include ensuring data privacy, mitigating biases in AI models, and maintaining transparency with employees about how their data is used.

For more Info Visit :- Stentor.ai

[iareative]

Find the Best College for MBA in Bangalore: What You Need to Know

Best College for MBA in Bangalore: A Comprehensive Guide

Choosing the best college for an MBA in Bangalore can be a daunting task, given the plethora of options available. Bangalore, often referred to as the Silicon Valley of India, is home to numerous prestigious institutions offering top-notch MBA programs. This guide aims to provide a comprehensive comparison of the leading MBA colleges in Bangalore based on factors like specialization, placements, faculty, fees, and more.

Comprehensive College Comparisons

Indian Institute of Management Bangalore (IIMB)

Specializations: IIMB offers a wide range of specializations including Finance, Marketing, Operations, Human Resources, and Entrepreneurship. Placements: IIMB boasts a stellar placement record with top companies like McKinsey, BCG, and Goldman Sachs recruiting in large numbers. Faculty: The faculty at IIMB is renowned for their academic prowess and industry experience. Fees: Approximately INR 23 lakhs for the full program. Analysis: IIMB is often ranked as one of the top MBA institutions in India, offering a rigorous curriculum and excellent placement opportunities.

Xavier Institute of Management and Entrepreneurship (XIME)

Specializations: XIME offers specializations in Marketing, Finance, HR, and Operations. Placements: XIME has a robust placement cell with companies like Infosys, TCS, and Deloitte recruiting graduates. Faculty: XIME has a mix of experienced academicians and industry professionals. Fees: Around INR 11 lakhs for the full program. Analysis: XIME is known for its affordable fees and strong industry connections, making it a great choice for MBA aspirants.

Symbiosis Institute of Business Management (SIBM)

Specializations: SIBM offers specializations in Marketing, Finance, Operations, and HR. Placements: SIBM has an impressive placement record with companies such as IBM, HUL, and Google participating in the placement process. Faculty: SIBM's faculty comprises experienced professionals and researchers. Fees: Approximately INR 13 lakhs for the full program. Analysis: SIBM is recognized for its comprehensive curriculum and strong placement support.

IA School of Management Studies

Specializations: IA School offers specializations in Marketing, Finance, HR, and International Business. Placements: The placement cell at IA School collaborates with companies like Wipro, Accenture, and ICICI Bank for recruitment. Faculty: IA School's faculty includes a blend of seasoned academicians and industry experts. Fees: Approximately INR 8 lakhs for the full program. Analysis: IA School of Management Studies is noted for its practical approach to learning and affordable fees, making it a viable option for many students.

MBA Aspirant's Guide

Application Process:

Entrance Exams: Most colleges in Bangalore accept scores from entrance exams like CAT, GMAT, XAT, and MAT.

Application Preparation: Focus on building a strong profile with a mix of academic achievements, work experience, and extracurricular activities.

Interviews: Prepare for personal interviews by understanding the college's ethos and demonstrating clarity on your career goals.

Choosing the Right Specialization:

Assess your interests and career goals. If you're interested in financial markets, a specialization in Finance would be ideal.

Research industry demands and emerging fields to choose a specialization with robust career opportunities.

Industry Insights and Trends

Current Trends in the MBA Job Market:

Increasing demand for data analytics and digital marketing professionals.

Growing opportunities in the startup ecosystem and entrepreneurial ventures.

Higher demand for MBA graduates with skills in sustainability and corporate social responsibility.

Alumni and Expert Interviews:

Interviews with alumni and industry experts can provide valuable insights into the job market and emerging career paths.

Networking with alumni can also open doors to mentorship and job opportunities.

Campus Life and Experiences

Student Experiences:

IIMB: Students at IIMB often highlight the intense academic rigor and vibrant campus life, with numerous student-run clubs and events.

XIME: Known for its supportive environment, XIME students benefit from a close-knit community and numerous extracurricular activities.

SIBM: SIBM offers a well-rounded campus experience with excellent facilities, diverse student clubs, and a strong focus on personal development.

IA School: Students at IA School appreciate the practical learning approach, active student clubs, and strong peer support network.

Campus Facilities and Extracurricular Activities:

IIMB: State-of-the-art classrooms, extensive libraries, and modern sports facilities.

XIME: Well-equipped classrooms, a library, and facilities for various sports and cultural activities.

SIBM: Modern infrastructure, including advanced classrooms, a comprehensive library, and numerous clubs for different interests.

IA School: Modern classrooms, comprehensive library, and various student clubs and activity centers.

Conclusion

Selecting the best college for an MBA in Bangalore requires thorough research and consideration of various factors such as specializations, placements, faculty, and campus life. Institutions like IIM Bangalore, XIME, SIBM, and IA School of Management Studies stand out for their comprehensive programs, excellent faculty, and strong placement records. By focusing on your career goals, understanding industry trends, and seeking insights from alumni, you can make an informed decision and choose the MBA program that best aligns with your aspirations.

Frequently Asked Questions (FAQ)

1. How can I determine which MBA program in Bangalore is the best fit for me? Ans:  Match your career goals, specialization interests, and budget with the college's offerings, placements, and fee structure.

2. What are some of the emerging industries in Bangalore that MBA students should be aware of? Ans: Focus on sectors like IT, biotechnology, e-commerce, and sustainable business as they offer promising opportunities.

3. How important is the alumni network when considering an MBA program? Ans: A strong alumni network provides mentorship, job referrals, and industry insights, enhancing career prospects. 4. What role does faculty expertise play in the overall quality of an MBA program in Bangalore? Ans: Faculty expertise influences curriculum quality, teaching methods, and student learning outcomes, impacting overall program value.

[collegesearches]

Unveiling Chandigarh University's Academic and Placement

Chandigarh University  

Chandigarh Institution (CU or CUCHD) is a private institution authorized by the NBA and awarded an A+ grade by the NAAC. The university is accredited by the UGC, AICTE, BCI, NCHMCT, PCI, COA, NCTE, AIU, and CSI. CU Chandigarh is affiliated with ICAR, AUAP, IAU, ACU, IEEE, ASME, IUCEE, and the American Chemical Society. The QS Asia University Rankings 2024 have placed Chandigarh University as one of India's top private universities; furthermore, the university has been rated 149 in the Overall Asia Rank. 

Chandigarh University Programs 

At the undergraduate level, Chandigarh University provides three to five-year BTech, two to four-year BSc, three-year BBA, BA, Bcom, and other courses. At the postgraduate level, students can pursue a two-year MBA, a one- to two-year MSc, and other courses. Chandigarh University provides around 200 courses in fields such as Management, Commerce, and Law at the UG, PG, and PhD levels, as well as a few industry-collaborated MBA and CSE courses in association with IBM, UpGrad, Virtusa, and SHRM, among others.  

Chandigarh University Admission Process

Chandigarh University admission 2024 to all UG and PG degrees is based on the Chandigarh University Common Entrance Test (CUCET). Admission to Chandigarh University is divided into two parts. Students can also visit CollegeSearch to get the most recent exam-related updates. In addition to CUCET, Chandigarh University (CU) accepts numerous national-level entrance examinations for scholarships, including JEE Main, NATA, CAT, MAT, and XAT.  

Chandigarh University Placements 

During Chandigarh University Placements 2023-2024, participating recruiters placed 9,124 students from the 2023 class in a variety of degrees such as BTech, MBA, and MCA. 904 recruiters participated in the placement process, placing 9,124 students from batch 2023-2024 in new-age work roles. The top domestic and overseas packages provided during Chandigarh University placement 2023-2024 were INR 170 LPA and INR 54.75 LPA, respectively. Additionally, 31 MNCs provided packages of INR 20 LPA or above during Chandigarh University placements 2023-2024. In 2024, the top recruiters at Chandigarh University (CU) included Microsoft, Google, Amazon, IBM, Arcesium, Adobe, Deloitte, Morgan Stanley, Qualcomm, Philips, Goldman Sachs, Toshiba, and others.

Chandigarh University Faculty 

Chandigarh University has established the Foreign Faculty Exchange Programme (IFEP), under which various eminent foreign academics visit the CU campus and guide students via their lectures. The institution has approximately 100 national and 80 international faculty members who visit the school regularly. Furthermore, from Presidents to CEOs, CU Chandigarh has hosted several inspirational figures, including Dr. APJ Abdul Kalam, the Dalai Lama, Virender Sehwag, and Larry Stone, among others.

Chandigarh University Hostel & Campus  

Chandigarh University's campus spans 150 acres, providing enough green space. The college's campus is well-known for providing modern amenities to its students, including cutting-edge facilities. Students have access to AC/non-AC hostel rooms, sports, transportation, banking services, medical facilities, restaurants, libraries, media centers, and many other amenities on the Chandigarh University campus. Continue reading to learn more about the Chandigarh University campus, housing, and student life. 

[mitcorerbarshi]

From Campus to Career : MITCORER creates exciting opportunities in Corporates and Railway Engineering fields

Embarking on the journey from campus to career is a pivotal moment for engineering graduates, filled with anticipation and excitement. At MITCORER (MIT College of Railway Engineering and Research), this transition is not just a step, but a leap towards a future filled with opportunities and achievements. Renowned for its excellence in both corporate and railway engineering fields, MITCORER goes above and beyond to prepare its students for success in their professional endeavors.

MITCORER's commitment to academic excellence forms the cornerstone of its approach to placement preparation. The institution leaves no stone unturned in ensuring that students receive a robust education that not only equips them with technical knowledge but also hones their critical thinking and problem-solving skills. With a curriculum designed to meet industry standards and evolving trends, students graduate from MITCORER well-prepared to tackle the challenges of the real world.

However, MITCORER's efforts do not end with academics. Recognizing the importance of industry exposure and practical experience, the institution goes the extra mile to facilitate internships, projects, and industry interactions for its students. From corporate giants to niche railway engineering firms, MITCORER invites a diverse array of companies to its campus, providing students with firsthand exposure to the workings of the industry.

In the mechanical engineering field, for instance, MITCORER ensures that its students have access to opportunities in leading companies such as Tata Motors, Mahindra & Mahindra, Larsen & Toubro, Bosch, and Siemens. These companies offer internships and job placements across various domains, including manufacturing, automotive, and aerospace, allowing students to explore their interests and gain valuable experience.

Similarly, in civil engineering, students have the chance to intern or work with reputed companies like Larsen & Toubro, Shapoorji Pallonji, Hindustan Construction Company (HCC), Tata Projects, and Gammon India. These companies are involved in a wide range of projects, from infrastructure development to real estate, providing students with exposure to diverse aspects of civil engineering.

In the E&TC (Electronics and Telecommunication) and CSE (Computer Science and Engineering) fields, MITCORER ensures that students have access to opportunities in both IT giants and startups. Companies like Infosys, TCS, Wipro, IBM, and Google actively recruit MITCORER graduates, offering them roles in software development, data analytics, cybersecurity, and more.

Moreover, MITCORER takes pride in its global reach, with alumni spread across more than 10 plus  countries, making significant contributions to society through their engineering expertise. Whether it's designing sustainable infrastructure, revolutionizing transportation systems, or developing cutting-edge technologies, MITCORER alumni are at the forefront of driving positive change in society.

In conclusion,

By providing a strong academic foundation, ample industry exposure, and a global perspective, MITCORER ensures that its students are well-equipped to excel in both corporate and railway engineering fields. As graduates embark on their professional journeys, they carry with them the values instilled by MITCORER – excellence, innovation, and a dedication to serving society through engineering.

[retrocgads]

UK 1998

[universitykart2932]

https://universitykart.com/university/universitydetails/assam-down-town-university/

Assam Down Town University, Guwahati

Assam Down Town University was established through the Assam Down Town University Act, 2010 in the state of Assam, India in 2010. The university is located in Panikhaiti, Guwahati, the capital of Assam.

Assam Down Town University is one of the top University in Guwahati, Assam. Here are the details about ADTU - Courses, Fees, Placements, cut off, Ranking, Facilities, Reviews.

Assam Down Town University become set up via the Assam Down Town University Act, of 2010 withinside the kingdom of Assam, India 2010. The college is positioned in Panikhaiti, Guwahati, the capital of Assam. The campus is primarily based out of a 42 acres campus overlooking the Brahmaputra River, best 12 km from the Assam State Secretariat, Dispur; the capital complicated of the state of Assam.

Accreditation and Ranking

Assam Down Town University[ADTU], Guwahati was approved by UGC and accredited by NAAC.

Courses Offered 

Assam Down Town University [ADTU], Guwahati courses are offered at various levels like Undergraduate Degrees (i.e BBA, BCA, Bachelor of Science (B.Sc.) Computer Science, etc.), Postgraduate Degree (i.e MBA HR (Human Resource), MCA, Bachelor of Technology (B.Tech.) Mechanical Engineering, Master of Science (M.Sc.) Computer Science, etc.), Pharmacy Degree (i.e. B.Pharm, D.Pharma) and Doctoral levels and many more. You can also find a brief overview of the different courses the university offers across various disciplines with their specializations on the Course page.

Facilities and Infrastructure

Residential Accommodations:

Boy's and women's hostels were made to be given to college students for convenience. The seats want to be booked earlier than the beginning of the semester.

Library: 

The central library of the college is stretched over a place of 12,000 sq. ft. and includes greater than 25,000 books, country-wide, and worldwide journals.

Labs: 

Well-geared up and technologically superior laboratories were set up below the worried departments to impart realistic know-how to the college students.

Cafe/Mess Facility:

The cafeteria on the college premise offers snacks and exquisite drinks to the college students. The cafeteria can accommodate a very good variety of student

Admission

Admission to this university is selected on the basis of an entrance exam conducted on the National level.

Placements

ADTU recorded 95% placements withinside the 12 months of 2021. The maximum CTC supplied became INR 30LPA, even as the common bundle became INR 8 LPA. The college has collaborated with greater than three hundred recruiting companions and secured greater than 700 processes gives for its college students.

Some of the pinnacle recruiters encompass multinational and country-wide companies together with Amazon, BYJU’s, Wipro, TCS, Cognizant, Capgemini, IBM, HCL, Accenture, P&G, Cipla, Nestle, HP, Genpact, Apollo Group, NIMHANS, Taj Chennai, Lemon Tree Group of Hotels, and Radisson Group amongst many others.

The quality and facility of Assam Down Town University

Assam Down Town University (ADTU) is one of the leading universities in North East India, offering its students a unique amalgamation of professional and academic excellence. ADTU has coupled the experience of top industry leaders and renowned academicians to foster a worldly approach toward life and its challenges among the students. Being the largest educational group in Assam, AdtU has more than 8000 students and over 250 faculty members.

Vision and Mission of ADTU

The students coming from various parts of India as well as from abroad, AdtU is fast growing into a center of ethnical and cultural diversity. A continuous emphasis on modern teaching methods, global links for research, students exchange programs, world class infrastructure, assured placement, diversity of students and industry-institute interactions have consistently placed.

[uniquejobs]

IBM Hiring Software Developer – Machine Learning

Introduction IBM Hiring Software Developer : IBM has Published notification for the vacancy of  Software Developer The educational qualification required to apply for this  IBM Hiring Software Developer is B.E, B.Tech & Related Degree Interested and eligible candidates can apply for IBM Hiring Software Developer. There is enough time to apply for any job. Read IBM Hiring Software Developer…

[aditisposts]

Data Science Career Prospects for International Graduates in Canada

With the Toronto-Waterloo innovation corridor branded as Canada’s Silicon Valley and Montreal rising as an AI hub - data science graduates find unmatched career mobility given the specialized talent crunch amidst booming tech ecosystems nationwide seeking analytics, machine learning and business intelligence experts across sectors.

Whether it is global networks like Deloitte, CISCO, IBM, Aviva,SAP, Thomson Reuters looking to drive data-informed decisions or emerging startups tackling complex business challenges using predictive models - Canadian employers offer exciting learning opportunities for international students transitioning into full-time high-skilled roles.

Lucrative data science salaries averaging over CAD $80,000 for entry roles also make Canada appealing for applicants focused on immigration pathways. Generous 3-year post graduate work permits enable valuable Canadian work experience for express entry eligibility. PR also facilitates global mobility to the USA given NAFTA relationships. 

While successfully securing full-time employment necessitates preparing for rigorous recruitment cycles - leveraging university career center supports around CV guides, networking events and interview preps can make landing aspirational data science jobs after graduation achievable given Canada’s expanding analytics market.

Posted By:

Aditi Borade, 4th year Barch,

Ls Raheja School of architecture

Disclaimer: The perspectives shared in this blog are not intended to be prescriptive. They should act merely as viewpoints to aid overseas aspirants with helpful guidance. Readers are encouraged to conduct their own research before availing the services of a consultant. 

[cardiac-agreste]

MLB Fic Prompt: A Blast from the Past

In 1962, eccentric French fashion designer Gabriel Agreste believes nuclear war with the Soviet Union is imminent, and builds a secret fallout shelter beneath his backyard. Alarmed by the Cuban Missile Crisis, Gabriel takes his pregnant wife Emelie into the shelter. When an unexpected mechanical failure aboard an F-86 Sabre causes the aircraft to crash into the house above, Gabriel assumes the worst and activates the shelter's time-locks for 35 years. With the house completely destroyed by the crash, the Agrestes' neighbors and authorities assume they were killed and their property is left abandoned.

Emilie gives birth to Adrien, who is educated to a high standard by his father (including becoming fluent in several languages) and grows up on 1950s-era pop culture like I Love Lucy and The Honeymooners, and pop standards by Perry Como and Dean Martin. Above ground, a diner opens in 1965 where a young resident named Fu Wang gets his first job working as a soda jerk. The diner is sold and turned into a pizzeria, then becomes a punk club named Akuma as the suburban neighborhood deteriorates over the decades into an inner city ghetto. By 1995, is a bitter middle-aged alcoholic living in the club's condemned remains.

When the shelter unlocks in 1997, Gabriel mistakes the now-blighted neighborhood for a post-apocalyptic wasteland of irradiated mutants and decides the family must stay underground over the objections of Emilie, who, unlike Gabriel (who enjoys the seclusion) and Adrien (who knows nothing else), has never taken to living in the shelter. With supplies running out and Emilie falling ill, Adrien leaves the shelter for the first time to obtain food. He meets Fu, who had encountered Gabriel the previous night, bursting through the floor in his radiation suit. The old man convinces himself that Adrien is a god. Marveling at the outside world, Adrien purchases supplies, but then cannot remember his way back to the elevator.

Trying to sell his father's classic ~~baseball cards~~ tuxedos at a ~~hobby~~costume shop, Adrien meets Marinette Dupain Cheng, who stops the store owner from cheating Adrien and is fired. Marinette drives Adrien to a Holiday Innin exchange for a rare cravat but returns the next morning out of guilt. Adrien asks her to help him. Unaware of the value of money, Adrien agrees to her request for $1,000 a week, while also asking Marinette to help him find a wife who is "not a mutant" and is from Paris, France, per his mother's advice. Adrien meets Marinette's housemate and best friend Alya, who provides him with advice and a fashion makeover.

Marinette and Alya take Adrien to a '40s swing-style nightclub to find him a wife. Adrien attracts the attention of several women, including Marinette's nemesis Lila. Jealous, Marinette reconnects with her ex-boyfriend Luka and gets him to provoke Adrien into a fight, relenting when Adrien demonstrates his fencing skills (having trained every day with his father). Marinette is disgusted and goes home. Alya later tells her Adrien left the club with Lila. Adrien returns, explaining that he politely rejected Lila's advances, as he could only think about Marinette. He and Marinette kiss, but when Adrien admits the truth about his past and his desire to take her to be his wife "underground", she asks him to leave.

Finding the club, where Fu has recruited a full congregation to worship him, Adrien returns to Marinette's house, where she is waiting with psychiatrist Dr. Tomoe Tsurugi and her assistant to have him committed. Initially cooperating, Adrien escapes, though not before asking Marinette and Alya to collect his things and pay his hotel bill. In his hotel room, Alya and Marinette find toiletries and clothing from the '60s and absurdly valuable stock certificates in companies like IBM (which Gabriel had previously written off as "worthless") and deduce that Adrien is not crazy and was telling the truth the whole time.

As Fu and his cult load supplies into the shelter, Gabriel prepares to seal his family inside again. Marinette spots Adrien outside the club. They embrace and Adrien takes her to meet his parents. Impressed with Marinette, Gabriel and Emma agree to set the shelter's locks for two months while Adrien and Marinette make arrangements. During this time, Adrien and Marinette sell the stocks to build his parents a new home in the country, identical to their house that was destroyed, and purchase and restore a red 1960 Cadillac convertible. They help Fu rebuild the pub into a '50s-themed nightclub called Kamiko after convincing him that Adrien is not God.

Adrien reveals to his parents there was never an atomic war and that the Soviet Union collapsed peacefully, ending the Cold War. Unconvinced, Gabriel plans to build a new fallout shelter as Marinette watches while playing with her engagement ring.