And I am ashamed to concede this (I hope this doesn’t reveal me as ignorant) despite your useful tips and everything, I still have no idea what companies I should be picking… I listened with rapt attention to your speech at the Boston seminar, but I must admit that I can’t afford success and have to use something called smart money instead (same basic idea… imaginary money, buy imaginary stock), and I have very little idea of what I am doing.
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I also suggest everyone reads my recent blog post about how to invest money wisely. This is a good refresher for regular readers and a good intro for new ones. For those who, like Alex, don’t know where to start when picking a company to research, read on. He saw me speak in Boston a few months back and has been emailing me since, practicing by doing a 4M analysis on Delta. In the recent past, the focus has shifted to providing real-world experiences through a simulation and case study approach.The following question came to me from Alex, age 16, who may be the youngest Rule #1 investor to write to me so far. The company has a two-year programme for rookies starting with a two-week long induction. For this pass-outs from six premier graduate schools in India and three international universities have been hired. In a first for the company, Citi recruited undergraduates for the newly minted analyst programmes. In the past, Citi recruited freshers known as associates, mostly from B-schools. "This year, the 2011 Associate Programme in India not only nearly doubled the total numbers hired from campuses - from a 2010 tally of 135 to 239 this year - but also marked many firsts," says Stephen Cronin, MD and Head HR, Citi South Asia. As the global financial major has expanded operations in India, it has ramped up hiring. Starting this year, the recruits will work with NGOs. Says Vikram Tandon, head of human resources in India: "This initiative was taken to sensitise the new trainees towards the underprivileged sections of the society."Īnother organisation that has made community service a part of its induction programme is Citigroup. HSBC sends its resident management trainees to NGO Salaam Baalak Trust. The idea was to get its next generation of leaders to embrace community service early in their lives. As a part of its induction, last year's batch spent a month at Satya Bharti Schools in rural India. Mihsill particularly remembers his interaction with senior leaders like CEO Sanjay Kapoor and president of mobile services Atul Bindal in the very first week of induction.
By lugging rucksacks, negotiating hostile terrain and working together, the camp is designed as a petri dish for inculcating leadership skills, fostering team communication and motivation among its participants. Better interpersonal relations result in greater synergy and higher productivity at work," says LG India chief operating officer YV Verma. "The Himalayan trek is meant to build team work and emotional bonding to help team members know and understand each other better. Fun and games are just the means to an end at these boot camps. Unlike the army, where trainers ensure that recruits go through a 'hell week' of being pushed to the limits of their physical and mental endurance, corporate India tries to ensure that its youngest employees feel at home and welcome - even during a trek in the Himalayas. Like the boot camps that armies across the world run to train rookies, India Inc's boot camps, being run across the country, focuses on training fresh recruits. This is not your typical group of adrenaline-rush-seeking trekking enthusiasts, but a boot camp for the new employees of LG India. Welcome to Raithal trek, run by the Tata Steel Adventure Foundation.
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