Wednesday, November 6, 2013
Baselines, Pastocity, Flexors and Extensors and the Color of our pen - G...
http://www.youtube.com/v/CjefXRFAJq8?version=3&autohide=1&autoplay=1&showinfo=1&attribution_tag=uXnknBhvdvz1LRKQNHBBWg&feature=share&autohide=1
Friday, December 21, 2012
An Act of good deed…
While recruiting for a position a couple days ago, came across a strange candidate. I discussed about the profile and his interest level with the candidate (whom I’ll name Mr. X here) and got a positive response from him. So next day, I tried calling him again to communicate his interview schedule to him. Well, the number on which I had contacted him very strangely was answered by some another guy and he got harassed with me and repeatedly screamed wrong number. But I being an aggressive recruiter would not want to lose him. So I decided to try the 2 alternate numbers written on his CV (Thank God for that!)
So now, while the other mobile number temporarily did not exist, the
landline number was finally answered. Seeing some hope of getting a number to
reach Mr. X, I started conversation with the lady on the other side, who I
found was the aunt of Mr. X. The lady learnt that I had spoken to Mr. X just a
day before. And then came the twist in the story; instead of providing a number
to reach him (which she did not have) she requested Mr. X’s number from me.
Well she sounded quite distressed, so I asked her what was the issue. Had a
selfish interest too of knowing where exactly Mr. X was. So I understood from
her that Mr. X lived with this aunt in Pune and was absconding since the last
15-20 days!! And the poor aunt did not know where to get a clue of his
whereabouts from. After consoling her that I would definitely tell her if I got
in touch with him, I cursed Mr. X and disconnected the call.
However, believe me I’m really aggressive when it comes to
recruiting. With a little amusement and curiosity about what I had just
witnessed about an absconding candidate, I was reflecting on this; when it
struck to me that I must check his contact details on the portal too. And what
my experience has taught me, I was right. The number on his CV and number on
the portal were altogether different. So hoping to get in touch with him I
dialed, and YES! I got him. Well this guy seemed to have settled in Thane
(Mumbai) and was working there. (this critical information was hidden from me,
when I spoke the earlier day). Well, all my efforts to reach him were now in
vain, as I wanted someone from Pune.
But this did not end for me here….. I was disturbed yet with the
worried aunt of Mr. X and thought of doing a good deed. So I called this aunt
of Mr. X and shared the contact details of the latter. Obviously conniving that
she does not reveal the identity of who has given her the number. Now I
definitely did not want to get into their personal matters. And the point of
writing this ‘No Big Deal’ story is that…………… ‘HOW GOOD DID I FEEL DOING THIS!!!’
I was delighted that I had done a tiny-bit act of goodness. I was happy that I
helped someone in whatever small way I could. Getting a little filmy here, I
would say I was happy that I played a small role in reuniting the aunt with her
relative!
And when you come to think of it….. ‘How many such instances does
one remember, where one has tried going out of the way to help someone?’ In my
entire life till date, I think I can really count such instances on my fingers.
Not many….ya!
I remember once helping a blind man (who had by mistake entered into
a ladies compartment of a local train in Mumbai), and was really helpless and
dint know what to do. While many fellow ladies just stared at him with pity, no
one stepped further to help him. He was pushed and dodged from this side to
that, and finally when I couldn’t bear to see his plight, I asked him which
station he would get off at, managed to create a seat for him so that he was no
longer tortured, and got him off at his destination. And I felt the same like I
had now felt helping this aunt of Mr. X.
Coming to talk of trains….how many times have we sacrificed and
offered our seat to old men and women? How many times have we helped ease the
burden of a lady in our neighborhood, who with great difficulty is carrying heavy
bags of groceries for her family? I am sure we all feel empathy for the one who
is in need of help, but we all hesitate to come forward and do an act of good
deed. We hesitate, because we think we are busy in our lives and do not have
time. We hesitate because we think, we ourselves are too troubled to offer any
help to others. We empathize, but…….. we ‘think’! And when we think, we
rationalize. And good deeds do not happen after rationalization. It should just
come straight from the heart, impromptu… without speculating about the
consequences.
Let’s all strive to make each day a “Good Deeds Day” and touch the
lives of others to spread smiles and joy!!
Friday, December 7, 2012
HR . . . A Friend in Need OR A Friend Indeed ! ?
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Where employees see HR personnel as a devil’s advocate (devil refers to
management here), and management presumes HR to serve them as an advisory, HR
is always expected to play with this double – edged sword effectively. And here
comes the most difficult role of walking along the tight rope of managing
expectations. This funambulism does not come easy to all, and needs to be acquired/developed.
However amidst all this, HR feels trapped in a dilemma whether to be sociable
with the employees, or to always keep the ‘professional’ approach in dealing
with the staff.
There are 2 perspectives to this theory: (a) The HR Angle (b) The Employee Angle. We shall look at both from the HR point of view here.
Let’s first take the HR personnel’s angle. First and foremost argument I
would like to make here is that “HR Personnel are people too.” They too are
individuals who seek a confidante amongst people with whom they spend 8-9 hours
in a day. HR people too are individuals who walk in with emotions much alike
any other employee.
But again, they have a job to do, of ensuring
discipline and managing conflicting-interest situations. They have no option
but to fear such predicament, because a true HR professional should not be
affected by personal biases and prejudices. Better safe than sorry! You
undertake a risk of being misquoted, as what you have said or done in personal
capacity or as a joke might be perceived as an act by an “HR” of the
organisation.
However, it is also necessary to keep yourself
approachable, since employees need to feel free to talk about their issues to
the HR. Most of the times, what they just require is a good listener. Also, it
helps HR understand the culture and systems prevalent in the organisation. It
thus becomes imperative for an HR professional to be able to clearly
distinguish between personal and professional effects in a relationship. If one
cannot do so, he/she must refrain from friendships on a personal level with the
colleagues. It is essential to understand that organisational commitments have
precedence over personal bias.
Looking at this from an Employee’s Perspective, where some people fear
coming in close quarters with HR, some employees purposefully connect with you.
Very starkly, we can see employees being very conscious of what they say/do
when HR is around. You find them abruptly changing the topic of conversations, or
hush when HR unexpectedly appears in the scene; may be because they feel that HR
is always judgemental.
Often, ‘being friends’ with the HR is seen as an option by the
employees, not by choice but by compulsion. They do take extra efforts to ‘update’
/ ‘inform’ HR occasionally about their achievements, especially when it’s
something beyond the demands of their role. Well, some employees see to it that
they make the so-called ‘true’ friendships with HR, with the sole anticipation
of extracting confidential information that HR is expected to have. These are
the testing times for HR. For a mature HR professional, difficult here is not that he/she needs to choose the organisation over friendship; but to not
choose friendship over job commitments. It requires strong will, risk-bearing
ability and clear professional & personal goals, making emotional stress a
part of routine.
All said and done, it is absolutely indispensable for HR to be friendly
with the employees. Being social with colleagues outside office might be a
riskier option, nonetheless they always need to be aware that every move they
make or every word they say, must be well-thought upon to measure the consequences.
Performing a balancing act during the working hours also becomes elemental. While
keeping the ‘human element’ in our profession alive, we sometimes need to
forget that we too are human beings with emotional needs, we too have issues
that we need to share with ‘friends’, we too need to enjoy and spend some
casual moments with colleagues without calculating costs and risks that we
might have to bear. May be we need to change the very definition of “FRIENDSHIP”
that otherwise applies to us in the outside world. . .
- VAISHALI PARGAONKAR
- VAISHALI PARGAONKAR
Friday, November 30, 2012
The Rozabal Line, by Ashwin Sanghi – BOOK REVIEW
The Krishna Key, Chanakya’s Chant, and The Rozabal Line…. Thankfully
that’s the order in which I read the 3 creations of Ashwin Sanghi; yet less
than half-way through the last one. And I’m already having second thoughts on whether
to complete this one, or relieve myself from the overdose of research that rather
leads to a very mystifying storyline.
The story (or should we say excerpts from history) revolves
around different timelines from B.C. to A.D. to the present day. Well, I could
have fairly attempted to manage that, but Ashwin Sanghi wanders with his knowledge
of history across the globe at the same time. And not to forget, his simultaneous
endeavour to connect to several religions deviates you from the main storyline…
if at all there is one!
The writer loses grip over your interest, as there is no one
central character to the tale. The plot is interesting, but it takes a toll on
you to be connected to the same. With 2 new characters being introduced on
every other page, you are nothing but left baffled.
I think I will yet make an effort to complete this book, but
this time… I will attempt at reading it at a stretch. Hoping that will make
some sense…!
-- VAISHALI PARGAONKAR
Thursday, October 25, 2012
RESUME BLUNDERS! (Part - II)
In accordance with my promise that I will continue to collect more artefacts (pls refer my earlier blog @ http://vaishalipargaonkar.blogspot.in/2012/04/resume-blunders.html) ONLY FOR THE SAKE OF HUMOUR! ... here is the 2nd set of Resume Blunders for you.
Hope you have a hearty laugh. Have cited my comments (VP) for each …. Enjoy!
1) Objective:
My first intention is to use my knowledge to understand
my work. As a result of this my work will become easier and I will understand
the strength of my knowledge. It may be beneficial for all and I would get the fruitful
results.
VP: A flowchart representation of intentions and abilities ...
2) Summary :
I myself xxxx have qualified CA Exam. with in three years both groups in one sitting.
VP: What an achievement to boast of! I'm sure my CA friends do comprehend this.
VP: Resume of a secret agent ... I guess!
4) Others:
I
am very passionate about my physical and mental fitness. I do Gym every morning
for workout of 60 minutes and also listen to classical music for urban stress
busting.
VP: Now this can really get me a good job ..... hmmm! Any takers?
5) I MR xxxxx HAVING xx YRS EXPERIANCE IN
CIVIL WORKS WOULD LIKE TO APPLY FOR THE ABOVE SAID POST IF GIVEN CHANCE TO WORK
IN YOUR ESTEEMEED ORGANISATION WILL WORK WITH FULL LOYALTY TOWARDS THE
ORGANISATION ALL GIVEN INFORMATION ARE TRUE MY KNOWLEDGE FOR YOUR KIND APPROVAL
FOR THE SAME
VP: Breathless! This gentleman does not believe in punctuation.
6) Current Designation: Additional
General Manager – Projects
VP: 'Additional' ... ??!! I would never want to be an 'additional' whoever.
7) MORE
IMPORTANT THAN ANYTHING ELSE YOU READ IN THIS RESUME IS THE FACT THAT I CAN GET
THINGS DONE. I CAN MAKE THINGS HAPPEN.
VP: Resume of Rajnikant ... yenna rascala !!
8) Career objective :
With my
knowledge and good communication skill I assume my self in a position in an
organization where I can contribute towards the development of organization as
well as hones in all my assignment.
VP: No comments... just laugh :)
9) OBJECTIVE :
TO JOIN A HOTEL AND GROW WITH IT.
VP: Please apply at infancy stage of your life!
10) OBJECTIVE :
To provide the best service
wherein being continuously, as a part of a team that dynamically works towards
growth of the organization and to achieve excellence there of.
VP: Yes... finally we have a Shakespeare in the making..!
And like always... I have saved the best for the last ....
11) I have been able to consummate
advanced techniques with self initiative ability to work effectively to lead
the team effort to its achievements.
VP: Yeah ... I know its dirty thinking... hahaha!
Hope you guys enjoyed reading this. And as promised, I will keep up the good work of collecting such artifacts. If you have come across any creative work, please feel free to share ….
ONLY FOR THE SAKE OF HUMOUR!
Hey and do not forget to mention which one you liked the best!
- VAISHALI PARGAONKAR
Monday, April 23, 2012
RESUME BLUNDERS! (Part - I)
Resumes flow in and out of my hands characteristically, being in the HR profession. I come across some innocent, sincere lines mentioned by candidates many a times, which convey a different meaning altogether than what is intended.
Here are a few such examples. Have inserted my comments (VP) for each…. Enjoy!
Disclaimer: Please note that this article is posted Just for Fun, and has no intention to hurt, ridicule or insult any person in particular whatsoever.
- Please see last Left for Educational Summary
VP: Seems like some direction for a Map!
- Designation: sales exicativew
VP: Tried real hard to get it right!
- Job Profile:-
Independently looking after Vice President of project ………
VP: May be he is applying for a nurse’s job!
- ACHIVMENTS successfully construcated the residentian, commercial.molles. scheme "shravan apparment from shihagad road & vagholi from row housses & raje contruction,cumarsial bilding(8 floor)&ambegone
VP: Read the sentence without taking a breath! Hoooosssshhh!
- I possess the ability to relate a wide range of people and capable of achieving personal goals and objectives performing with my professional carrier till date.
VP: Achieving personal goals with ‘professional carrier’? …. Hmmm!
- Having good respect in Organization with family status.
VP: I still dint get this! If anyone of you gets it, please post a comment to explain!
- OTHER SKILLS : INDIAN DRIVING LICESES.
VP: Obtaining an ‘Indian’ driving licence…. Does it require any skill? I doubt if it even requires driving skills for that matter.
- Saved company money by taking on several job responsibilities.
VP: Now that’s a real achievement!
- Marital Status-Married
Hobbies-Body Building
VP: hahahahaha! No comments!
- Note-Now I’am free for my new Corse I.T.I Serveior Exmanation as a Temperary leave from- -company.
VP: Thanks for the info. I shall remember!
11. Industry Type : Real Estate
Product : Multi Storage Apartments’.
VP: Storage for humans!
- HOBBIES : - TOURRING AT OUT SIDE.
VP: Does anyone have a hobby of Tourring at In Side too?
13. Willingness to learn, keep passions & cool in nature, believes in hardworking as well as smart work.
VP: Keeping passions is a valuable trait really!
- PROJECT WARK DONE:- Panting work & Advantage & Disadvantage of panting
VP: Hahahahaha! You corrupt minds. He is talking about ‘Painting’! How a missing ‘i’ can bring laughter to our innocent souls!
- SEMINAR:- All type of vibrater use in construction
VP: Again, No comments! What are you thinking?
- EXTRA CURRICULAR:- Social Work
Hospitality of pilgrims every year
VP: I always thought extracurricular meant sports, reading, dancing, cooking etc.!
- JOB RESPOUNCEBILITY:
VP: Quite a pouncing one that is!
- About Myself
I AM WORKERS AND SINCERE IN MAY JOB HAVING GOOD QUALITIES OF ESTABLISHING AND MAINTAINING RELATIONSHIP WITH PEOPLE HONESTY INTEGRITY FAITHFULLNESS AND JOYALLY ARE MY STRENGTHS I ALWAYS ENJOY TO ACCEPT NEW CHALLENGES IN LIFE.
VP: In Marathi they say 'Bhavana pohochlya', means 'got the point'.
19. Summary:Plz dont look after my Profil. I m Fresher in this field.I m office Admin in XXXX pvt ltd. From 2years
VP: No one dares to see his profile, got it!?
- CAREER OBJECTIVE
To, pull the best from within to rice to the occasion, only to leave the marks where I work.
VP: Seems like an application for a farmer!
- STRENGTH:
Able to work for longer period without any mental and physical strain.
VP: Superman!
Now, these 2 have been received as emails:
22. Respected Mam,
As per your contacts to me, you have called me for interview today. But, today at 1:30 pm. our companie's C.M.D are coming our site for visiting propram. So, there some meetings are achived among us. So, I'm sorry for this situation! I will come soon with my c.v. in office for iterview! Thanking you!
'GOOD DAY'!!
VP: Though, I truly appreciate that he bothered to inform in advance!
- feb-11 & mar-11 not open excel sheet pls this convert be excel-2003. apr-11 to jun-11 salary sheet open only two month not open salary sheet.pls send repeat
VP: My job is at stake! I wonder what I’m supposed to do here!
Hope you guys enjoyed reading this. I will keep up the good work of collecting such artifacts. If you have come across any creative work, please feel free to share ….
ONLY FOR THE SAKE OF HUMOUR! J
Hey and do not forget to mention which one you liked the best!
P.S.: Fun continued... blog posted on Thursday, October 25, 2012
- VAISHALI PARGAONKAR
More Fun @ 1) Funny Stupid things people write in a resume
2) 150 Funniest Resume Mistakes, Bloopers and Blunders Ever
Hey and do not forget to mention which one you liked the best!
P.S.: Fun continued... blog posted on Thursday, October 25, 2012
- VAISHALI PARGAONKAR
More Fun @ 1) Funny Stupid things people write in a resume
2) 150 Funniest Resume Mistakes, Bloopers and Blunders Ever
4 comments:
Friday, March 9, 2012
Performance Appraisal of the Performance Appraisal System
March
end is nearing and its time for Appraisals. All eyes are focussed on the one
most important thing ‘Appraisals’ and ‘Increments’. To an HR professional,
these two words have distinguished definitions. But, to a layman Appraisals
mean Increments and Increments mean Appraisals.
For
all those who still think they mean the same, here’s the dictionary meaning for
both:
- Appraisal - an assessment or estimation of the worth, value, or quality of a person or thing
- Increment - The process of increasing in number, size, quantity, or extent.
These
two terms are related, but not the same. However, in a typically traditionally managed,
family owned business, there may be not be much of a practical difference
between the two, but in larger organisations Appraisals and Increments have a larger
system in place called the Performance Management System.
There
is much ado about effective Performance Management Systems (PMS) and a lot many
theories have been conceptualised for building a robust PMS. The most popular
amongst these are the 360 degrees, 180 degrees, Management by Objectives (MBO),
Ratings Scale methods.
Organisations
invest a great deal of money, time and efforts in formulating a PMS system that
suits their organisational needs, culture and business plans. The effectiveness
of any PMS depends on many factors from Goal Setting Process to the Evaluation
Methodology and the Feedback Mechanism, but the major factor that influences the
success of an organisation’s PMS is the ‘buy-in’ from the top management.
When
you talk of Appraisals, employees imagine a herculean task coming forward i.e. of
filling up pages and booklets of information. Amidst targets and deadlines,
employees struggle to manage recollecting and providing information not only about
their own performance, but also for their colleagues as in the 360 degree
approach. What do companies do with all this download of information? Are the
companies effectively utilising the data generated for the benefit of the
employees and the organisation? Do companies review the Performance Appraisal
Systems viz-a-viz the results it generates?
In a
webinar on "Designing an Effective Performance Management System"
hosted by SHRM India; the speaker Aniruddha
Limaye, an Independent Consultant, pointed out indicators that we need to be
sniffing for, to understand when to start instituting a new PMS or get rid of the
existing one altogether. According to his theory, the key indicators that we
need to look at are:
Employee related issues – unfavourable feedback from employees on PMS,
increase in employee attrition linked to appraisal cycle
Performance related issues – low ownership by line managers that requires tremendous follow up by HR,
lack of team work / turf mentality, organisation struggling to achieve goals,
difficulty in implementing any new decisions /changes / initiatives
In
most companies, Performance Assessment becomes just an HR or Admin process. HR does
play a role in setting up of the process, coordinating the execution, and for
normalisation. But Forced Ranking, Bell Curve Method, Jack Welch’s 20-70-10
principle come into picture as regularisation methods, which might prove to be
de-motivating for many employees. “By implementing a forced ranking procedure,
organizations guarantee that managers will differentiate
talent”, says Dick Grote in his book ‘Forced Ranking: Making Performance
Management Work’. Does forced Ranking mean appraisal of the manager’s ability to appraise
his subordinates?
If
PMS does not have the status of a ‘Business Process’ the organisation should
think of scrapping it rather than redesigning it. PMS is not an HR process, but
should come as a buy-in from the top management. Without an objective Goal-Setting process and a strong &
positive Feedback Mechanism, performance
cannot be reinforced. Hence, if an organisation’s PMS lacks these two important
requisites, it is always advisable to scrap it rather than having a negative impact
on employee’s expectations from the system.
As
quoted by Limaye, “You need to catch someone doing something right and then
reinforce it!”
When
in spite of incessant initiatives of reviving the Appraisal System, there is still
demand / need for change, performance appraisal systems could be eliminated
with no harm done. No Performance Assessment System will work until the organisation
is completely ready for the change it desires to bring in with the system.
All
in all, performance review is a daily activity, and not an annual ritual led by
the HR delegates.
- VAISHALI PARGAONKAR
Thursday, March 1, 2012
Be and It Is! Cracking the FACEBOOK Code!
Kun Faaya Kun in Urdu means
"Be," and “it is”!!
It means – “To have anything done, we simply
say to it, "Be," and “it is”!!
Jab kahin pe kuch nahi bhi nahi tha,
wohi tha wohi tha
Woh jo mujh mein samaaya, woh jo tujh
mein samaaya, Maula wohi wohi maaya
In this recent composition by A. R. Rehman,
he talks about God, but here I’m talking about FACEBOOK! Nowadays to have
anything done or not done, we simply ‘Facebook it!’
“FACEBOOK”…..the word has become
synonymous with ‘Life’.
You tell a friend that you have complete
access to Facebook in office, he will make you realise how lucky you are and
how his company is depriving him of his basic rights.
There are different types of
personalities on Facebook. For some the day doesn’t start and end without
Facebook. And with smart phones today, the world is at our fingertips, and so is
Facebook.
Some people are addicted to Facebook.
They need to check Facebook first thing in the morning, and also the last
‘one-more time’ before going to bed. If you feel the urge to check your FB page
every 5 mins, in spite of knowing that there would be nothing new, then YES!!
You are an FB addict!
Before this $120 billion worth creation of Mark Zuckerberg came into being, the first thing anyone
did after logging on to the office computer, was to open the Inbox to check new
mails received. And work would flow gradually. Now, 1st thing that
people do is log on to Facebook to ‘keep in touch’ with other’s lives. “God!
Please may I have atleast one notification, 1 friend request, I have posted
such a nice update yesterday, please please please!” And if you see no red numbers
on the notification bar, you face severe dejection and feel that the day has
not started well today. ‘Red’ is no longer a colour for danger!! And then you
make a resolution, “Today, my status will earn me as many likes and comments as
possible”.
Some people are not so tech-savvy
otherwise, especially those in their mid-40 and 50’s who have been introduced
to this novel concept of ‘keeping in touch’ by their children or other
acquaintances of young age. (Well I don’t mean to say that everyone in their
40’s and 50’s are not well-versed with technology, but here I intend to mention
the not-so tech-savvy crowd amongst them). So, these are the people who make it
a point to log on to the site daily, and make their presence (tech-savvy ness)
felt by liking & commenting on every possible update on earth (read FB). Using newly acquired face-booking
jargons like ‘lol’, ‘rofl’, ‘bro’, ‘superlikes’, ‘nice pic’, etc. becomes a way
of life. Sharing pictures and videos becomes a binding affair. And not to
forget the mannerisms that FB promotes – there are people who say ‘thanks’ on
every ‘comment’ and ‘like’ they have grossed.
And thanks to Facebook, now we all
remember our friends’ birthdays and also send them good wishes on their ‘wall’,
the ‘Great Wall of Fame’!
So is Facebooking a science or an art?
Have not arrived at this conclusion yet, but I have figured out that there are
3 main imperative acts you need to do in order to ‘be there’ (make your
presence felt) on Facebook.
(1) To update your own status. Be
creative here because it is directly proportionate with the amount of likes and
comments you will earn. (After all,
that’s why you are here) ‘Out-of-the-box’ thinking is what you require.
(2) Like or comment on others status /
pictures. If you can’t be creative here, just say ‘nice’, ‘lol’, ‘hahaha’,
‘true’, ‘well said’, ‘agree’ etc… (After all, your friend is going to pray for
your good health and prosperity for giving him the recognition, (read
notification)).
(3) Share and comment on pictures /
videos (shared by 90% of people in your ‘Friend
list’ already? So what!)
Some people are very passive on FB. They
are there, but always invisible. They are like our parents, who are silent
spectators to each and every move that you make. These people never post a
comment / status, but are updated with all that is happening in their friend’s
lives. May be they fear sharing about their lives to the ‘public’. Mind you,
this ‘public’ are the same people who they have added to their own ‘Friend List’!
Leaving aside people on Facebook, and
coming to other aspects. Any website, advertisement (television & print media)
we see, contain Facebook and Twitter icons at some
corner of the page, providing links to these sites. It has become such
an integral part of branding and promotion. The ‘Facebook Timeline brand pages’
prove to be an effective tool in conveying identities of organisations. It
gives added fun and engagement to the one-on-one branding and customer service
experience.
It is no longer only a social networking
site. We have various forums and ‘pages’ by professional bodies and forums
where people discuss topics related to business and strategies. It is used as a
hiring tool to attract talent, promote for seminars and chats, invite for
private parties and functions etc. Not
only business, but it also has importance in creating political and social
awareness, driving campaigns and such.
Facebook has definitely brought the
world closer. Long lost friends, childhood memories, relatives and
acquaintances, this networking site does not know disparities of time, distance,
& boundaries.
So, what was life before Facebook? I
think hard while I question myself because, yes! I don’t remember how I kept in
touch with so many friends (well, I dint know I had 434 friends and more to come until Facebook
happened).
YES! We feel the need to Face-book our life’s
small and big events, we need to Face-book where we had dinner last night (with
a picture if possible), we need to have an opinion and express it too on
Face-book. We just need to Facebook!
It goes without saying that the link to
this blog shall be posted on Facebook the first thing after completion (there is an FB icon down there provided by this blog site too), and I
shall be waiting for your likes and comments on the same.
HAPPY
FACEBOOKING J
- VAISHALI PARGAONKAR
- VAISHALI PARGAONKAR
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1) Marital Status-Married
Hobbies-Body Building
2)PROJECT WARK DONE:- Panting work & Advantage & Disadvantage of panting
3)feb-11 & mar-11 not open excel sheet pls this convert be excel-2003. apr-11 to jun-11 salary sheet open only two month not open salary sheet.pls send repeat