Hi Every one,
The arguments are logical. Undoutly Citehr is open for all either Students, Freshers or experienced Professionals.
It is good to say "Old Wine" in a "New Bottle". Likewise Personnel Management now a days changed in HR Management.
In my opiniun there are three elements. One is
Personnel Management Second is Human Resource Management and Third is Administration. In most of the company's all three are combined and headed/leaded by one fellow.
In my opinium HRD - stand for Human Resource Development and it is not a function. In the ancient it is the function of the saints and the kings' to develop the peoples alround. It is the pure function of the Government to provide resource to develop peoples bcoz peoples are the assets of the nation.
In the Industries we develop the peoples for acomplishment of the set targets. In the organisations there are Human Resource Management instead of Human Resource Development.
Always there are new thinks and research in every fields. We should recognise and analyse the new thinks of new comers. It is always good to give chance to new professionals bcoz they having more energy, new ideas.
No one Professional is perfect. I have seen the HR Professional who knows the different latest system of HR but are awared about the legal points or statutory compliances. Would we say HR professionals ? Or those who does not have the knowledge of latest HR System, are they now HR professionals ?
It is good to discuss the things rather than arguments.
Regards
L.C.Pal
From India, Delhi
1The arguments are logical. Undoutly Citehr is open for all either Students, Freshers or experienced Professionals.
It is good to say "Old Wine" in a "New Bottle". Likewise Personnel Management now a days changed in HR Management.
In my opiniun there are three elements. One is
Personnel Management Second is Human Resource Management and Third is Administration. In most of the company's all three are combined and headed/leaded by one fellow.
In my opinium HRD - stand for Human Resource Development and it is not a function. In the ancient it is the function of the saints and the kings' to develop the peoples alround. It is the pure function of the Government to provide resource to develop peoples bcoz peoples are the assets of the nation.
In the Industries we develop the peoples for acomplishment of the set targets. In the organisations there are Human Resource Management instead of Human Resource Development.
Always there are new thinks and research in every fields. We should recognise and analyse the new thinks of new comers. It is always good to give chance to new professionals bcoz they having more energy, new ideas.
No one Professional is perfect. I have seen the HR Professional who knows the different latest system of HR but are awared about the legal points or statutory compliances. Would we say HR professionals ? Or those who does not have the knowledge of latest HR System, are they now HR professionals ?
It is good to discuss the things rather than arguments.
Regards
L.C.Pal
From India, Delhi
I totally agree with Sanjeev and CHR moderator.
Knowledge of HR comes with experience. However, to do the job well, the courses and qualifications are necessary.
I'm only 3 years into HR, I am capable of setting HR policies, market research on compensation & benefits, payroll, performance management, performance appraisal, KPIs, recruitment, training & development, talent retainment... you name it.
However, I will have to read a lot. As nowadays, HR being a business partner, I need to know the business very well too. I am currently reading a lot on business strategy and how to align HR with the organisation's business, which is to make profit.
My knowledge in HR is sufficient for me to perform my daily tasks. But it is not sufficient for me to further add value to the organisation. Learning never stops.
I have already had an advanced diploma in Business Management, and I intend to pursue my degree in HR in near future. However, one HR consultant told me, with or without degree in HR doesn't make any difference, it is the skills and knowledge that make the organisation grow. Only constant reading that could help us grow with the market.
Regards,
Ashley
From Malaysia, Kuala Lumpur
Knowledge of HR comes with experience. However, to do the job well, the courses and qualifications are necessary.
I'm only 3 years into HR, I am capable of setting HR policies, market research on compensation & benefits, payroll, performance management, performance appraisal, KPIs, recruitment, training & development, talent retainment... you name it.
However, I will have to read a lot. As nowadays, HR being a business partner, I need to know the business very well too. I am currently reading a lot on business strategy and how to align HR with the organisation's business, which is to make profit.
My knowledge in HR is sufficient for me to perform my daily tasks. But it is not sufficient for me to further add value to the organisation. Learning never stops.
I have already had an advanced diploma in Business Management, and I intend to pursue my degree in HR in near future. However, one HR consultant told me, with or without degree in HR doesn't make any difference, it is the skills and knowledge that make the organisation grow. Only constant reading that could help us grow with the market.
Regards,
Ashley
From Malaysia, Kuala Lumpur
Hi.
Though, I am new to the CiteHR and the field of professionals as well then too I would like to comment on the arguement. As said by Sanjeev "whom to be consider in HR and whom to be not", its a very subjective question and the debate should go on, for our better understanding. But as far as his intentions are considered, I am not very happy bout it.
Before I go on, a bit about myself - I am a commerce with computers graduate from IP university delhi, and then I completed my post grads in Management Innovation and Change from University of Aberdeen(dec 2006).
Reason for my intro is- Change management is an integral part of HR and so is Management of innovation. But still, I donno anything about types of PFs and not much about performance analysis stuff.. So, m i not a HR person ? or if u a HR pro donno about change mgt, are u not a HR person ?
There is no specialist for whole of HR. HR is not a function but a practice with lots of subfunctions in it. here is the list of most common ones-
Labour and Employee Relations
Diversity/Affirmative action
Safety/security and health
Benifit (only/Compensation (only) nd benifits and compensation
Shared Services/Policies/HRIS
Learning
Mgt/Leadership Dev/Career dev
Training
Technical training
Recruiting/Staffing/Talent Aquizition
Talent Mgt
Orgn Development
some emerging ones-
Knowledge Mgt (institutionalization)
Change Mgt - Organizational Change/Cultural Change/Behavioral change
Information MGt
loads, right ?
So Sanjeev, be honest and analyse in how many fields are u specialized in? Cannot be all, may b few ones only.
knowledge about all cant make u a good HR person, But specialization in one can !
the reasons for dividing HR into so many fields is not coz one cant read about all.(we do it in school and then in college). but the reason for so many subfunctions is that u become the expertize in it by not just knowing about them, but to start thinking in one particular way. for eg- a person in ethics department can never be a sales or marketing person, coz his/her nature of thinking is for the benifit of others, for the society. whereas that of sales person is for the benifit of company and finally for him. Similarly, a person dealing with talent mgt,benifits, and safety of employees cannot perform the very good in change mgt.
similarly, people working as tele recruiters are also HR people and people working as training and development come under HR.
I am not too sure if my point make sense to u all.
So let me know if it does or if it dont.
Thanx
Bipul
From India, Delhi
Though, I am new to the CiteHR and the field of professionals as well then too I would like to comment on the arguement. As said by Sanjeev "whom to be consider in HR and whom to be not", its a very subjective question and the debate should go on, for our better understanding. But as far as his intentions are considered, I am not very happy bout it.
Before I go on, a bit about myself - I am a commerce with computers graduate from IP university delhi, and then I completed my post grads in Management Innovation and Change from University of Aberdeen(dec 2006).
Reason for my intro is- Change management is an integral part of HR and so is Management of innovation. But still, I donno anything about types of PFs and not much about performance analysis stuff.. So, m i not a HR person ? or if u a HR pro donno about change mgt, are u not a HR person ?
There is no specialist for whole of HR. HR is not a function but a practice with lots of subfunctions in it. here is the list of most common ones-
Labour and Employee Relations
Diversity/Affirmative action
Safety/security and health
Benifit (only/Compensation (only) nd benifits and compensation
Shared Services/Policies/HRIS
Learning
Mgt/Leadership Dev/Career dev
Training
Technical training
Recruiting/Staffing/Talent Aquizition
Talent Mgt
Orgn Development
some emerging ones-
Knowledge Mgt (institutionalization)
Change Mgt - Organizational Change/Cultural Change/Behavioral change
Information MGt
loads, right ?
So Sanjeev, be honest and analyse in how many fields are u specialized in? Cannot be all, may b few ones only.
knowledge about all cant make u a good HR person, But specialization in one can !
the reasons for dividing HR into so many fields is not coz one cant read about all.(we do it in school and then in college). but the reason for so many subfunctions is that u become the expertize in it by not just knowing about them, but to start thinking in one particular way. for eg- a person in ethics department can never be a sales or marketing person, coz his/her nature of thinking is for the benifit of others, for the society. whereas that of sales person is for the benifit of company and finally for him. Similarly, a person dealing with talent mgt,benifits, and safety of employees cannot perform the very good in change mgt.
similarly, people working as tele recruiters are also HR people and people working as training and development come under HR.
I am not too sure if my point make sense to u all.
So let me know if it does or if it dont.
Thanx
Bipul
From India, Delhi
Dear Bipul,
I don't quite agree with the remarks above.
I was a specialist in Compensation & Benefits. However, that couldn't get me very far. The possibility was I might become a HR Specialist in Com & Ben. But, I would not be able to go as far as to HR General Manager. To equip myself for the next level, I needed to pursue HR in general. That was the reason I gave up the position in Com & Ben. Instead, I joined this company 8 months ago to be a HR generalist, which I am in charge of setting up the HR Dept for the company. I call myself as HR practitioner, rather than HR specialist or professional, because I practice HR.
Yes, I agree with you there are lots of functions in HR other than recruiting, training and compensation & benefits. We also need someone who specializes in these areas to help setting up a HR Dept.
I am still learning how to be a good HR person, as learning never stop for being in HR profession.
Specialized in one area couldn't make one a good HR person too. Like me. I did not know anything that you mentioned in the list. I was only a specialist in Com & Ben. But that did not make me a good HR person. Because I did not have knowledge in other field, that made me less marketable. But now, look where I am. 8 months into this company already earned me a HR generalist place, and the HR Manager position is waiting for me.
I am now good at recruiting, training, retain talented employees, set up a performance management system, KPIs, leadership, set up HR policies, restructured the organization structure, set up a whole new career path for employees, reviewed the benefits, got the safety & health policy in place, dismissal, industrial relations, workplace survey, managed impact on changes... What made me proud was recently an employee got dismissed and I handled it very well, which I never did that before. I've received complements from both my superior and the consultant.
I have knowledge of all these, am I still not a good HR person?
It's the perception that we have that make us different. You may still perceive I am still not a good HR person, but there are still other people out there which might think I am already doing a good job.
Guess what is my career goal? To step up as a CEO. Many might ask, how could a HR person become a CEO. Well, there is the possibility. It is only whether you want to achieve it. Since nowadays HR as a business partner to the organization, HR needs to understands the business goals more than others. CEO? Why not? Ambitious? Why not? I'm reading a lot now on the business and strategic planning. I need to be a business person too to help the organisation better and add more value to it.
Guess my sharing has gone completely out of topic, apologize for that. It is only for the purpose of sharing. Sorry if you are offended in any way.
Best regards,
Ashley
P/S: Let's make friends, not foe. :)
From Malaysia, Kuala Lumpur
I don't quite agree with the remarks above.
I was a specialist in Compensation & Benefits. However, that couldn't get me very far. The possibility was I might become a HR Specialist in Com & Ben. But, I would not be able to go as far as to HR General Manager. To equip myself for the next level, I needed to pursue HR in general. That was the reason I gave up the position in Com & Ben. Instead, I joined this company 8 months ago to be a HR generalist, which I am in charge of setting up the HR Dept for the company. I call myself as HR practitioner, rather than HR specialist or professional, because I practice HR.
Yes, I agree with you there are lots of functions in HR other than recruiting, training and compensation & benefits. We also need someone who specializes in these areas to help setting up a HR Dept.
I am still learning how to be a good HR person, as learning never stop for being in HR profession.
Specialized in one area couldn't make one a good HR person too. Like me. I did not know anything that you mentioned in the list. I was only a specialist in Com & Ben. But that did not make me a good HR person. Because I did not have knowledge in other field, that made me less marketable. But now, look where I am. 8 months into this company already earned me a HR generalist place, and the HR Manager position is waiting for me.
I am now good at recruiting, training, retain talented employees, set up a performance management system, KPIs, leadership, set up HR policies, restructured the organization structure, set up a whole new career path for employees, reviewed the benefits, got the safety & health policy in place, dismissal, industrial relations, workplace survey, managed impact on changes... What made me proud was recently an employee got dismissed and I handled it very well, which I never did that before. I've received complements from both my superior and the consultant.
I have knowledge of all these, am I still not a good HR person?
It's the perception that we have that make us different. You may still perceive I am still not a good HR person, but there are still other people out there which might think I am already doing a good job.
Guess what is my career goal? To step up as a CEO. Many might ask, how could a HR person become a CEO. Well, there is the possibility. It is only whether you want to achieve it. Since nowadays HR as a business partner to the organization, HR needs to understands the business goals more than others. CEO? Why not? Ambitious? Why not? I'm reading a lot now on the business and strategic planning. I need to be a business person too to help the organisation better and add more value to it.
Guess my sharing has gone completely out of topic, apologize for that. It is only for the purpose of sharing. Sorry if you are offended in any way.
Best regards,
Ashley
P/S: Let's make friends, not foe. :)
From Malaysia, Kuala Lumpur
Hi Ashley,
I agree to what all u said. and I appreciate for ur frank opinion. But I wonder, where do we stand differently ?
I kept my opinion in the forum coz i felt that any one indulged in recruiting or in compensation and benifits or in change management, all are HR people.. u dont need to know everything to be a HR person. infact, no one can know everything. So, those who are into recruiting or staffing, consultancy business or service, are also HR people (while arguing with sanjeev's point).
Now, when I said that a compensation manager cant fit into other department - i didn't meant that he cant perform. but, i wanted to say he wont be the best suitable person (exceptions are always there). its because of working nature we all develop. say - a sales executive is very aggressive still polite. he develops a behavior to sell sell sell no matter what. he can give all the reasons to prove that his product is better than others. whereas, a sales advisor would tell all the pros n cons of the product comparing with other products as well (very calm in nature, and not very eager to sell but to make the customer aware and satisfied).
people do shift from one kinda job to another and in most cases they start learning from the begining (not in terms of designation but learning).
Similarly, a person dealing in one subfunction of Human Resource might have knowledge of other functions as well but cant b specialist in all. one needs to perform as per his/her job requirements. and all functions varies in it. I think for PF,compensation, and policies a person from finance backgroud would be most suited, but all can perfrom it as well. c the difference ? can do and very well do ! though this difference helps initially the most. coz in long run all would be the same..
take the simple example -
for MBA, students with commerce background enjoys the most in the begining whereas students from engg background needs to struggle with marketing and management concepts. but at the end of 4 semesters, everyone develops the same taste and attitude !
Ashley, you are at very senior level of HR and I have started working one and a half month before and that too I could find a good HR job so m working as a research analyst for a consultancy firm. So, please correct me if I am wrong any or everywhere.
ur suggestions could make a big difference in my perceptions.
Thanks
Bipul
From India, Delhi
I agree to what all u said. and I appreciate for ur frank opinion. But I wonder, where do we stand differently ?
I kept my opinion in the forum coz i felt that any one indulged in recruiting or in compensation and benifits or in change management, all are HR people.. u dont need to know everything to be a HR person. infact, no one can know everything. So, those who are into recruiting or staffing, consultancy business or service, are also HR people (while arguing with sanjeev's point).
Now, when I said that a compensation manager cant fit into other department - i didn't meant that he cant perform. but, i wanted to say he wont be the best suitable person (exceptions are always there). its because of working nature we all develop. say - a sales executive is very aggressive still polite. he develops a behavior to sell sell sell no matter what. he can give all the reasons to prove that his product is better than others. whereas, a sales advisor would tell all the pros n cons of the product comparing with other products as well (very calm in nature, and not very eager to sell but to make the customer aware and satisfied).
people do shift from one kinda job to another and in most cases they start learning from the begining (not in terms of designation but learning).
Similarly, a person dealing in one subfunction of Human Resource might have knowledge of other functions as well but cant b specialist in all. one needs to perform as per his/her job requirements. and all functions varies in it. I think for PF,compensation, and policies a person from finance backgroud would be most suited, but all can perfrom it as well. c the difference ? can do and very well do ! though this difference helps initially the most. coz in long run all would be the same..
take the simple example -
for MBA, students with commerce background enjoys the most in the begining whereas students from engg background needs to struggle with marketing and management concepts. but at the end of 4 semesters, everyone develops the same taste and attitude !
Ashley, you are at very senior level of HR and I have started working one and a half month before and that too I could find a good HR job so m working as a research analyst for a consultancy firm. So, please correct me if I am wrong any or everywhere.
ur suggestions could make a big difference in my perceptions.
Thanks
Bipul
From India, Delhi
Hi.
(tried to write earlier as well, but not sure if msg was posted properly or not. so trying one more time.)
Though, I am new to the CiteHR and the field of professionals as well then too I would like to comment on the arguement. As said by Sanjeev "whom to be consider in HR and whom to be not", its a very subjective question and the debate should go on, for our better understanding. But as far as his intentions are considered, I am not very happy bout it.
Before I go on, a bit about myself - I am a commerce with computers graduate from IP university delhi, and then I completed my post grads in Management Innovation and Change from University of Aberdeen(dec 2006).
Reason for my intro is- Change management is an integral part of HR and so is Management of innovation. But still, I donno anything about types of PFs and not much about performance analysis stuff.. So, m i not a HR person ? or if u a HR pro donno about change mgt, are u not a HR person ?
There is no specialist for whole of HR. HR is not a function but a practice with lots of subfunctions in it. here is the list of most common ones-
Labour and Employee Relations
Diversity/Affirmative action
Safety/security and health
Benifit (only/Compensation (only) nd benifits and compensation
Shared Services/Policies/HRIS
Learning
Mgt/Leadership Dev/Career dev
Training
Technical training
Recruiting/Staffing/Talent Aquizition
Talent Mgt
Orgn Development
some emerging ones-
Knowledge Mgt (institutionalization)
Change Mgt - Organizational Change/Cultural Change/Behavioral change
Information MGt
loads, right ?
So Sanjeev, be honest and analyse in how many fields are u specialized in? Cannot be all, may b few ones only.
knowledge about all cant make u a good HR person, But specialization in one can !
the reasons for dividing HR into so many fields is not coz one cant read about all.(we do it in school and then in college). but the reason for so many subfunctions is that u become the expertize in it by not just knowing about them, but to start thinking in one particular way. for eg- a person in ethics department can never be a sales or marketing person, coz his/her nature of thinking is for the benifit of others, for the society. whereas that of sales person is for the benifit of company and finally for him. Similarly, a person dealing with talent mgt,benifits, and safety of employees cannot perform the very good in change mgt.
similarly, people working as tele recruiters are also HR people and people working as training and development come under HR.
I am not too sure if my point make sense to u all.
So let me know if it does or if it dont.
Thanx
Bipul
From India, Delhi
(tried to write earlier as well, but not sure if msg was posted properly or not. so trying one more time.)
Though, I am new to the CiteHR and the field of professionals as well then too I would like to comment on the arguement. As said by Sanjeev "whom to be consider in HR and whom to be not", its a very subjective question and the debate should go on, for our better understanding. But as far as his intentions are considered, I am not very happy bout it.
Before I go on, a bit about myself - I am a commerce with computers graduate from IP university delhi, and then I completed my post grads in Management Innovation and Change from University of Aberdeen(dec 2006).
Reason for my intro is- Change management is an integral part of HR and so is Management of innovation. But still, I donno anything about types of PFs and not much about performance analysis stuff.. So, m i not a HR person ? or if u a HR pro donno about change mgt, are u not a HR person ?
There is no specialist for whole of HR. HR is not a function but a practice with lots of subfunctions in it. here is the list of most common ones-
Labour and Employee Relations
Diversity/Affirmative action
Safety/security and health
Benifit (only/Compensation (only) nd benifits and compensation
Shared Services/Policies/HRIS
Learning
Mgt/Leadership Dev/Career dev
Training
Technical training
Recruiting/Staffing/Talent Aquizition
Talent Mgt
Orgn Development
some emerging ones-
Knowledge Mgt (institutionalization)
Change Mgt - Organizational Change/Cultural Change/Behavioral change
Information MGt
loads, right ?
So Sanjeev, be honest and analyse in how many fields are u specialized in? Cannot be all, may b few ones only.
knowledge about all cant make u a good HR person, But specialization in one can !
the reasons for dividing HR into so many fields is not coz one cant read about all.(we do it in school and then in college). but the reason for so many subfunctions is that u become the expertize in it by not just knowing about them, but to start thinking in one particular way. for eg- a person in ethics department can never be a sales or marketing person, coz his/her nature of thinking is for the benifit of others, for the society. whereas that of sales person is for the benifit of company and finally for him. Similarly, a person dealing with talent mgt,benifits, and safety of employees cannot perform the very good in change mgt.
similarly, people working as tele recruiters are also HR people and people working as training and development come under HR.
I am not too sure if my point make sense to u all.
So let me know if it does or if it dont.
Thanx
Bipul
From India, Delhi
Bipul, you're most welcome.
For your information, I am not at at very senior level in HR. In fact, I am only 3 years practicing HR. And I am only 8 months into setting up a HR dept on my own. Well, not really on my own, with the consultant to help. I am glad that I was given the opportunity, otherwise I'd still be specialising in one area of HR.
Let's work hard to be the best HR practitioner together.
Good luck and best wishes in all your future undertakings.
Cheers,
Ashley
From Malaysia, Kuala Lumpur
For your information, I am not at at very senior level in HR. In fact, I am only 3 years practicing HR. And I am only 8 months into setting up a HR dept on my own. Well, not really on my own, with the consultant to help. I am glad that I was given the opportunity, otherwise I'd still be specialising in one area of HR.
Let's work hard to be the best HR practitioner together.
Good luck and best wishes in all your future undertakings.
Cheers,
Ashley
From Malaysia, Kuala Lumpur
Hi,
It was a good argument and i totally support Randi on this. What sounds stupid for one person may be a valuable information to the other person... I have never posted any question in this site but i love to go through each and every questions and answers to confirm whether my understanding on the topic is right or wrong(e.g how is calculate the attrition rate?).....
Sanjeev :If you think these question to be irrelevant, you can ask your doubts (like succession planning or performance appraisal) and ignore the others and i'm sure there will be some citehr group member who would respond to your question....but mind it there would be a group of person who would consider your question to be stupid.HR activities is broader aspect and cannot be restricted to the topics mentioned by you.
Regards,
Citehr Member
From India, Mumbai
It was a good argument and i totally support Randi on this. What sounds stupid for one person may be a valuable information to the other person... I have never posted any question in this site but i love to go through each and every questions and answers to confirm whether my understanding on the topic is right or wrong(e.g how is calculate the attrition rate?).....
Sanjeev :If you think these question to be irrelevant, you can ask your doubts (like succession planning or performance appraisal) and ignore the others and i'm sure there will be some citehr group member who would respond to your question....but mind it there would be a group of person who would consider your question to be stupid.HR activities is broader aspect and cannot be restricted to the topics mentioned by you.
Regards,
Citehr Member
From India, Mumbai
Hi Sanjeev,
If you into HR and experienced now but they are lot of them just entered and they have to learn
HR always need patience this is one example as u told there are lot repeating they don"t know all this.
no one knows everything only by experience they are learning
this cite is for all HR.try to help them
I didnt oppose what u said its true sometimes as you told anyone can be an HR.But being an HR is not so easy it means managing people not one so many with difft characters behaviour etc
Everyone needs job sometimes they are getting in consulting so they become as recruiter that is quite common.
From India, Madras
If you into HR and experienced now but they are lot of them just entered and they have to learn
HR always need patience this is one example as u told there are lot repeating they don"t know all this.
no one knows everything only by experience they are learning
this cite is for all HR.try to help them
I didnt oppose what u said its true sometimes as you told anyone can be an HR.But being an HR is not so easy it means managing people not one so many with difft characters behaviour etc
Everyone needs job sometimes they are getting in consulting so they become as recruiter that is quite common.
From India, Madras
Hi everyone,
I honestly agree with all viewpoints even i am MBA HR FRESHER but i learnt most of my subject only through CITEHR only after my third sem which was my project. Now i am promoting this site among all my friends as i feel its easier for fresher like us to understand and loads of information under one roof. Even i am member of HR.com and other sites but still feel citehr simple and easy to approach. The typical HR person is the one who have passion to win/excel. MBA, MHRM, other graduation are just entry tool but what is more important is to thrive in the field which u choose. Most of them enter the field without knowing the practical hapening but they try to acomodate to the situation with updated knowledge and the aspiration to excel. So seniors you are doing a great job for freshers like us, please try to continue helping all our citehr members. FROM ALL OUR CITEHR MEMBERS A BIG THANKS TO ALL OF YOU WHO ARE HELPING US LEARN.
Thanks,
ajithaa
From India, Madras
I honestly agree with all viewpoints even i am MBA HR FRESHER but i learnt most of my subject only through CITEHR only after my third sem which was my project. Now i am promoting this site among all my friends as i feel its easier for fresher like us to understand and loads of information under one roof. Even i am member of HR.com and other sites but still feel citehr simple and easy to approach. The typical HR person is the one who have passion to win/excel. MBA, MHRM, other graduation are just entry tool but what is more important is to thrive in the field which u choose. Most of them enter the field without knowing the practical hapening but they try to acomodate to the situation with updated knowledge and the aspiration to excel. So seniors you are doing a great job for freshers like us, please try to continue helping all our citehr members. FROM ALL OUR CITEHR MEMBERS A BIG THANKS TO ALL OF YOU WHO ARE HELPING US LEARN.
Thanks,
ajithaa
From India, Madras
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