A Brief Note On Indian Poetry After Islam Essay - 1435 Words

Vernard Whitfield II World Lit Reflection #3 12/6/2016 Indian Poetry after Islam: The Indian Poetry came off very different compared to the poetry that I am used to. There was a guy named Kabir who was born in a place called Uttar Pradesh in India. The exact year and circumstances of his birth still remain unknown. There are sources that say Kabir was born before the beginning of the fifteenth century. The year of his death was also said to be between 1448 and 1518. There are legends surrounding his birth and life that describe him as a son who was abandoned of a widowed Brahmin woman who was the son of a miraculous virgin birth to a young Muslim girl. He was raised by Muslim foster parents in a poor family household. Although he neglected traditional Hindu rituals and the strict Muslim practices, the influence of grassroots religious doctrine from each tradition was evident in his teachings. Calling himself â€Å"the son of Allah and Rama,† he incurred the wrath of religious leaders who had no interest in the blurring of polit ical or theological boundaries between the two traditions. Petrarch: Petrarch was born on July 20, 1304, in Arezzo, Tuscany. He was a classical scholar who was considered the Father of Humanism. There was a philosophy that helped spark the Renaissance. Petrarch s writing included well known odes to Laura. Laura was known as his lover. Petrarch was writing and was also used to shape the modern Italian language. He passed away at age of 69 in 1374.Show MoreRelatedRise and Decline of the Muslim Ummah9373 Words   |  38 Pagesand grandeur of the Muslim Ummah should be realised by young Muslims. They should know that there was a time when the armies of the Arabs starting from Gibraltar had reached north-east into the heart of France. At another time the Turkish armies, after trampling all of Eastern Europe, were knocking at the gates of Vienna. Perhaps in this way we can recreate in the hearts of our young men a desire to revive the past majesty and glory of the Muslim civilisation. It should also become clear from thisRead MoreHistory of Paki stan18783 Words   |  76 PagesMy History Notes Harris Masood Don’t Dare Touch! O Levelz O2 LECTURE 1- IDEOLOGY OF PAKISTAN. LECTURE 2- IDEOLOGY OF PAKISTAN IN THE LIGHT OF STATEMENTS OF QUAID-I-AZAM AND ALLAMA IQBAL LECTURE 3- THE ALIGARH MOVEMENT LECTURE 4- SIR SYED AHMAD KHAN AND HIS CONTRIBUTIONS . LECTURE 5- MAJOR POLITICAL DEVELOPMENTS 1857-1918 LECTURE 6- THE KHILAFAT MOVEMENT LECTURE 7- MUSLIM POLITICS IN BRITISH INDIA: 1924-1935 LECTURE 8- ALLAMA IQBAL’S PRESIDENTIALRead MoreMughal Painting5148 Words   |  21 Pagesevents and scenes from court life, wild life and hunting scenes, and illustrations of battles. Development Mughal painting developed and flourished during the reigns of Akbar, Jahangir and Shah Jahan.Mughal painting reflects an exclusive combination of Indian, Persian and Islamic styles. As the name suggests, these paintings evolved as well as developed during the rule of Mughal Emperors in India, between 16th to 19th century. The Mughal paintings of India revolved around themes, like battles, court scenesRead MoreThe American Culture : Key Values10736 Words   |  43 Pagescommunication style Greetings and Goodbyes For most Americans a smile and verbal greeting are appropriate. In a business context, however, a firm handshake is used. Weak handshakes can be perceived as a sign of weakness. It is likely the handshake will be brief. Men usually wait for women to offer their hand before shaking. Also, direct eye contact is also appreciated. Americans tend to dislike over-formalised greetings and can feel uncomfortable with too much protocol at first meetings. This relatively ‘casual’Read MoreEnergy Healing Essay examples10168 Words   |  41 PagesFor thousands of years, religions the world over have extolled the benefits of meditation and quiet contemplation. In Islam and Catholicism, Judaism and Buddhism, Hinduism and Taoism, and in religious practice from the Americas to Africa to Asia, the value of sitting quietly, using various techniques to cultivate stillness or focused attention of the mind, has been well recognized. The goals of religious meditation extend far beyond its potential physical health benefits and also extend beyond theRead MoreRastafarian79520 Words   |  319 Pagestheir sons would start sprouting them. I heard the term â€Å"black heart man† used again and again as a means of expressing fear or ridicule of the Rastafarian. And this was in the early 1970s—after Bob Marleys emergence as an international viii FOREWORD star, after Selassies arrival in Jamaica, and after so much had been written about the importance of Rastafarianism. The problem was that Rasta was counter to the strong Christian structure that dominated and continues to dominate JamaicanRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesof globalization from the mid-1990s) and afterward (9/11, or the global recession of 2008) when one could quite plausibly argue that a new era had begun. A compelling case can be made for viewing the decades of the global scramble for colonies after 1870 as a predictable culmination of the long nineteenth century, which was ushered in by the industrial and political revolutions of the late 1700s. But at the same time, without serious attention to the processes and misguided policies that ledRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesed. p. cm. Includes indexes. ISBN-13: 978-0-13-283487-2 ISBN-10: 0-13-283487-1 1. Organizational behavior. I. Judge, Tim. II. Title. HD58.7.R62 2012 658.3—dc23 2011038674 10 9 8 7 6 5 4 3 2 1 ISBN 10: 0-13-283487-1 ISBN 13: 978-0-13-283487-2 Brief Contents Preface xxii 1 2 Introduction 1 What Is Organizational Behavior? 3 The Individual 2 3 4 5 6 7 8 Diversity in Organizations 39 Attitudes and Job Satisfaction 69 Emotions and Moods 97 Personality and Values 131 Perception and

The Western Front And Storm Of Steel - 1319 Words

All Quite on the Western Front and Storm of Steel are two of many influential pieces of literature that reflect World War one from a German point of view. It is important to note that All Quite on the Western Front is a work of fiction that is based on the events of the war, Were as Storm of Steel is memoir that is based on the events of Ernst Junger on the western front. Junger is criticized that he takes a positive stance on the war, were as Erich Remarque’s novel tries to show the reality behind the war. The two authors believed the Great war had effects on those who fought in it through the influence of their perception of the war and how new technology had changed the way it is understood. The psychological implications on the soldiers were a direct link between survival, technology and their rural life style. This phenomenon can be seen in both Remarque and Jungar’s works. The memoir describes Junger experiences without restraint which results in a graphic book. H owever, he constantly attempts to convey a position of noble courage in himself and his fellow soldiers, even when Junger experiences situations of true horror. An Example of this can be seen when he is marching into the Battle of the Somme, he seems more concerned with a clear description of the events rather than reacting to it. In certain situations it almost seems that he was relying only on his extinct rather than clearly processing what was happening. This was due to the constant exposure of enemyShow MoreRelatedStorm of Steel vs All Quiet on the Westen Front1023 Words   |  5 Pagesviolent and traumatic time for soldiers on the fronts of the war, but even though it was a dramatic time for these men the memoirs from the war was varied on the western front within the German ranks. Two well known books written by the German men were Storm of Steel, written by Ernest Junger, and All Quiet on the Western Front, written by Erich Maria Remarsque which were written on the same fron tier, yet were different on many basic levels. In Storm of Steel, Junger explains the war through his own personalRead MoreStorm Of Steel : A Western Heritage Review1346 Words   |  6 PagesMiranda Beals Professor Wilson History 106-27 May 6th, 2016 Storm of Steel: A Western Heritage Review In the famous war memoir, Storm of Steel, an extraordinary story is told through the eyes of an ordinary German World War I soldier. Written by German author Ernst Junger, the novel is based on Junger’s sixteen personal journals he kept during his time as as a young World War I soldier. After being edited and revised numerous times, Storm of Steel was published in 1961. Junger’s story begins with hisRead MoreStorm of Steel Paper1286 Words   |  6 PagesQuestion #1: Should Junger s Account Be Considered A Pro or Anti War Book? October 11, 2013 This essay will try to answer the question: should Ernst Junger’s book â€Å"Storm of Steel† narrative describing his personal experiences during his service in German Army on Western Front of WW1 be consider anti or pro war? In order to answer this question it is first important to determine the fraises â€Å"pro-war† and â€Å"anti-war†. The term â€Å"pro-war† describes an attitude in which warRead MoreAnalysis Of The Book The War I And Cold On The Western Front 2352 Words   |  10 Pagesmediums. One way is the novel by Maria Remarque All Quiet on the Western Front. In his novel Remarque’s describes the war as a horrifying experience, one in which soldier’s live in horrible conditions and are prone to fits of hysteria. A place where there is little glory to be had, and men do not understand what they are fighting for. These opinions contradict the description of the war presented by Ernst Jà ¼nger’s memoir Storm of Steel. The events that both Remarque’s characters encounter and Jà ¼nger’sRead MoreAll Quiet On The Western Front2051 Words   |  9 Pagesnovel, All Quiet on the Western Front and Ernst Junger’s memoir, Storm of Steel, present the differences of the experience of The First World War with intriguing contrasts that spark debates between the two accounts. These texts illustrate real events within The First World War. Both authors, who are veterans of the war tell the reader their conclusions in post-war experiences and opinions. It is essentially two faces of the same coin. One, â€Å"All Quiet on the Western Front†, reflects the inner dialogueRead MoreEssay about Storm of Steel1495 Words   |  6 PagesIts a fact, when talking on the subject of war, we presume that if the generals and country leaders didnt start them, they would by no means occur. In a book like Storm of Steel by Ernst Junger, though, there seems to be one more requirement, ready and enthusiastic soldiers. Junger would have probably preferred themselves warriors or barbarians. Its within this book that Ernst Junger tells the story of a man who describes and most likely believed that the battlefront of World War I was not aRe ad MoreViews On Humanity. As The Human Race Evolves, Some Evolutions1661 Words   |  7 PagesHobson, Imperialism, in Mark Kishlansky, ed., Sources of the West: Readings in Western Civilization: Volume 2 (Pearson, 2012), 219.] [3: John P. McKay, et al, Western Society: A Brief History: Volume II, (Boston New York: Bedford/St. Martin’s, 2010), 681.] [4: McKay et al, 676.] [5: McKay et al, 688.] [6: Rudyard Kipling, The White Man’s Burden, in Mark Kishlansky, ed., Sources of the West: Readings in Western Civilization: Volume 2 (Pearson, 2012), 234.] [7: Kishlansky, 233.] [8: McKayRead MoreWorld War One Of The Great World1719 Words   |  7 Pagesthey would not know any locations or military planes) just the fact that their solider held this very same piece of paper, and wanted to tell then that things were well, was enough. From British Officers in the trenches, German soldier on the Western Front, Turkish prisoner of war, Russian nurse to a solider in the British Indian Army, these letters are all we have left to tell us what truly happened out there. There are victories told by the solider, to tell their love one that what they are doingRead MoreWorld War One Of The Great World1712 Words   |  7 Pagesletter they would not know any locations or military planes) just the fact that their solider held this very same piece of paper, and wanted to tell then that things were well, was enough. From British officer in the trenches, German soldier on the Western Front, Turkish prisoner of war, Russian nurse to a solider in the British Indian Army, these letters are all we have left to tell us what truly happened out there. There are good, victories told by the solider, to tell their love one that what they areRead More total war Essay2000 Words   |  8 Pageswent beyond the immediate cost of casualties.2 The psychological, social, economic and technological effect these wars had on those who survived earned this type of conflict a new n ame: total war, which encompassed all aspects of life. Before 1914, Western society believed in progress, peace, prosperity, reason, and the rights of the individual. During that time, people believed in the Enlightenment, and industrial developments and scientific breakthroughs were a daily reality apparent in the rising

Competency Based Recruitment and Selection Free Essays

Title: – Competency Based Recruitment and Selection Theme: – Recent advances in commerce and management Introduction: Competency for any job can be defined as a set of human attributes that enables an employee to meet the expectations of his internal and external customers and stake holders. We have generally observed that only hard work, knowledge, sincerity towards work, and intelligence does not alone makes a person star performer in his/her profession. There are many other factors that actually help an individual practically in achieving success in performing job. We will write a custom essay sample on Competency Based Recruitment and Selection or any similar topic only for you Order Now For example we have observed that during our school or college days a star student who scores maximum marks in exam may or may not be a good leader. Similarly to this a good batsman may or may not be a good bowler in the game of cricket. The only reason behind this to be a leader requires different set of competencies and to be a good bowler requires a different set of competencies than for a good batsman. That’s why human qualities and attributes which makes a person suitable for his/her job defines competency for that particular job. A competent manager is always aware about different competencies that a person requires to perform the job effectively and efficiently. And on the basis of their knowledge about this they select and train their subordinates for that job. There are many factors such are Social culture, work environment, nature of business, Organizational structure, responsibilities, nature of process and assigned activities, attitude and motives of management affects competency require for particular job. Competency based recruitment and selection focuses on identifying those candidates that can evidence those behaviourally defined characteristics which underpin desired performance in the role you are seeking. Competency based Human Resource Management: A general objective behind hiring a candidate to perform a particular job is to get that job done effectively and efficiently. In short all organizations strive to achieve excellence in whatever business they are. To achieve this goal it is very essential that the entire jobs are performed efficiently and effectively by all the employees. To achieve excellence in performing any job by an employee it is important that an employee should be competent to perform that job. Competency based Human Resource Management helps any organization in achieving in objective. Competency based human resource management is promising as best approach in developing and preserving competent human resources. Competency based approaches to human resource management have been developed since psychologist David McClelland’s research on competency concept. He is credited with launching the competency movement through the publication of his paper titled â€Å"Testing for competencies rather than intelligence†, in which he suggested that academic aptitude and knowledge content tests alone cannot predict a high level of performance, but personal qualities, motives, experience and behavioural characteristics can distinguish most successful from less successful individuals Meaning of Competencies: The Treasury Board of Canada has defined â€Å"competencies† as the knowledge, skills, abilities and behaviours that an employee applies in performing his/her work and that are the key employee-related levers for achieving results that are relevant to the organization/s business strategies. Competency may be defined as: â€Å"The behaviourally defined characteristics which strengthen effective and superior performance†. It’s all about how the person should behave in order to achieve the objectives. According to Schroder competencies are personal effective skills which vary from more basic specialized functional skills to the generic, person based higher level competencies. Competencies allow focus process-â€Å"How things are done? † not simply on outcomes. Classification of competencies: †¢ Core Competencies The Core competencies include those key competencies that all employees in the organization must possess to achieve its mandate and vision. These competencies describe in behavioural terms the key values of the organization and represent those competencies that are core to the organization’s principal mandate. Career Stream Competencies The Career Stream competencies are those behavioural competencies that are common to the all jobs in the stream, and combined with the organization-wide (core) competencies, make up the suite of behavioural competencies necessary for success in the Stream. †¢ Technical / Professional Competencies The technical/profes sional competencies tend to be specific to occupational areas, roles and / or jobs within the Career Stream, and include the specific skills and knowledge (know-how) to perform effectively within the jobs of the Stream (e. . ability to use particular software; knowledge in particular professional areas such as finance, biochemistry; etc. ). These competencies could be generic to the Career Stream as whole, or be specific to roles, levels or jobs within the group. These are the competencies some one must demonstrate to be effective in his job/role, task or duty. Thus these competencies are job or role specific and vary from job to job. A competency model can be used to develop specific job related competencies and come out with a competency dictionary. These competencies are organization specific as roles and responsibilities may vary from organization to organization even though the job title may be the same. Generally HR department of organizations is focused on developing professional competencies and evaluating the same during recruitment and selection process. This classification of different types competencies in not all inclusive it’s an open field of research. In addition to this, competencies can be classified as Personal competencies also. Personal competency includes the various behavioral competencies apart from the knowledge and skill level of an individual. It includes personal attributes like level of motivation, adaptability, developing oneself etc. It also includes interpersonal skills like relationship building, communication ability, openness towards change, cultural awareness etc. In addition to this we can define people management competencies like Leadership, Directing, team building capacity, capacity to work with a team, counseling people, providing motivation, knowledge transformation. A Competency model: A â€Å"competency profile† or â€Å"competency model† is defined as a set of competencies and includes associated behaviours that link directly to the work to be performance, and the levels of proficiency for each behaviour. Competency profiles can cover a group of positions / jobs within an organization. I have developed following process to develop a competency model that can be used for the purpose of delivering competency based recruitment and selection in a desired way. A Competency model is the basic tool or competency based recruitment and selection. A Competency model tries to explain what and all competencies are required to perform different jobs in an organization. A competency model also tries to prioritize the competencies for different jobs. It describes these competencies in the form of indicators, which can be quantified. Each competency can be quantified on a scale on the basis of its relative importance with respect to each job. This serves as a reference for all competency management activities in the organization. Competency model is organization specific as each organization may have its own way of defining and quantifying competencies and competencies may be unique for each organization. Procedure to develop standard competencies: 1. First step is to identify the competencies to perform different jobs. Main source to identify these competencies are job description and job specification. On the basis of that a specific competencies can be identified because these throws light on duties, responsibilities, tasks involved in the job. This will work out as basic list of competencies required within an organization. . Now the next step is to find out critical competencies for all jobs, prioritizing them and to give more significance. These core competencies can be find out through discussion with immediate supervisors for the job position. They are more aware of the different competencies required for performing job efficiently. It also includes brainstorming sessions with managers. 3. After finis hing first two steps, the next is to develop the overall list of kinds of competencies required to perform a job. This includes both primary and secondary set of competencies. This can be further categorized job wise competencies also. With this step now we have a whole dictionary of competencies required. 4. Once the dictionary of competency is ready, now the next step is to prioritize and rate or provide weightage to different competency on the basis of its importance for the particular job. This will help us in quantifying competencies. 5. A model for developing standard competencies is now prepared. This can be used as a tool in competency based recruitment and selection by developing different tests to measure such competencies. Competencies are not static for any job. It is a very dynamic in nature. As the time changes and environment becomes more complicated, competencies required to perform a job also changes. Competency based recruitment and selection: Recruitment can be defined as â€Å"The process of surveying all sources of personnel, inside and outside the organization, to locate and attract the best possible candidates for new or vacated positions†. One of the most important problems in any organization is developing an effective recruitment and selection process which can choose right candidate for a right job. Many organizations have already experienced the cost of selecting a candidate who is not competent for performing job although he is qualified and knowledgeable person. Competency based approach for recruitment and selection calls for more meaningful competency based job descriptions, more appropriate job advertisements, better screening process, Specific competency based written tests like psychometric tests, Specific behaviorally based interviews popularly known as behavioral event interviews, tailored reference checks based on desired competencies of specific role. With the help of competency based recruitment and selection process it is possible to improve efficiency of the job getting done in the right way, which leads to achievement of desired results. Following diagram explains the process of recruitment and selection based on competency. [pic] Identifying Recruitment Strategy Team: Form a workgroup whose primary objective will be to develop a gap-closing recruitment plan for the company. The team should include: †¢ Key Human Resources personnel. †¢ Staff who have knowledge and responsibility for day-to-day operations. Other work units as appropriate given your agency’s size and organizational structure. Bringing together a Recruitment Strategy Team from different parts of the company offers a number of advantages: †¢ Team members may have a variety of networking contacts. †¢ Team members may bring new perspectives that result in creative ideas that surface through brainstorming. †¢ Teams members may become m ore invested in the recruitment process and support/encourage involvement of their respective organizational units. Preparation of competency dictionary: Dictionary for competency can be developed with the help of competency model discussed earlier. Defining competency based job profiles: Jobs can be better described in terms of the competencies needed for performing the various activities demanded by the job. The competency based approach defines jobs in terms competencies and this more flexible as rigid descriptions used in traditional job descriptions resulted in employees performing strictly defined tasks. Recruitment and selection methods will have to be based on competency based job profiles. Role analysis can be a better means of developing competency based job profiles. Role descriptions are more effective in identifying job related competencies and thus developing competency profiles. The competency based qualification standards can be based on whole person competency based approach, and characterized by more assessment options and easy to quantify and hence evaluate. . Recruitment Advertisement: A good advertisement is one which can convey the candidates the exact needs of the organization in terms of the basic job related competencies which are necessary for performing the job competently. The exact competencies for each job are available in the competency dictionary and this can be used for advertising purpose to tell possible candidates what knowledge, skills, and attributes they must possess to be able to apply for the job. Competency Tests: Psychometric tests are psychological tests which can provide useful information about a wide range of competencies of an individual like abilities, aptitudes, values and skills, and can function as a scientific aid in selection. These tests are based on person-job fit concept. Psychometric tests are used for several applications like selection, promotion, transfer, placement, and potential appraisal. Different types of psychometric tests can be used are: Personality tests, Occupational interest, Ability test, Value system test, etc. Competency Interviews: A Competency Based Interview is a structured series of questions aimed at eliciting evidence of a candidate’s behavioural fit against specific job-related competencies. In competency based interviews, behavioral focused interviews are used. In behavioral focused interview, the underlying philosophy is that the past behavior is the best predictor of future performance. These types of interviews are generally characterized by questions that relate to specific behaviours which have been found to be linked to successful/superior performance on the job. Candidates are not asked to describe how they would respond in a particular situation or event – that is, they are not asked for hypothetical thinking and responses. But they are asked to describe what they have done, what behaviours they have used, in a certain situation or event which has occurred in the past. Interviewers halting the candidate’s response to a question once they have heard sufficient evidence of the candidate’s competency. A Competency Based interview process will allow for evidence based information which can then be verified with a candidate’s referees. Competency Reference checks: Competency based reference checks the competencies that a candidate has actually exhibited in the past. The information can be obtained from the previous employers or the educational institutions from where the candidates have passed out. Reference checks can be designed in the form of a questionnaire which can be used to obtain information about the candidate’s previous performance levels or capacity to exhibit competencies when needed. Selection of the candidate Training and Development Plans: On the basis of the reference checks and other competency testing we can now select the right person for the right job. Once the candidate is selected further plans for training can be prepared on the basis of the competencies required for meeting future changes in doing the job. Conclusion: From our discussion it is clear that competency based recruitment and selection can be more effective in selecting right candidate for the right job to enhance organizational efficiency. Thus organization’s need to develop a competency model which can be used as standard yard stick for implementing competency based recruitment and selection. This can not only reduce the cost of hiring the people but also enhance productivity significantly by building human resources as per the exact needs of the organization in complex business environment. Author:Nishant C. Mehta Lecturer, Shri H D Gardi MBA College, Jamnagar road, Nyara, Rajkot, Gujarat. Phone: +919227227501 Email: nishantcmehta@hotmail. com ———————– Identify the Recruitment Strategy Team Preparation of competency dictionary Defining competency based job profiles Recruitment Advertisement Selection of the candidate Competency Reference checks Competency Interviews Competency Tests Employee Training and Development Plans How to cite Competency Based Recruitment and Selection, Papers

My Dream Organization free essay sample

When I read about the institution the one person who inspired me was Mr. A. who was the first chairman of this great institution, the history of  work structure of ICICI is as follows: ICICI established in 1955, incorporated at the initiative of the World Bank, the Government of India and representatives of Indian industry, with the objective of creating a development financial institution for providing medium-term and long-term project financing to Indian businesses. It emerges as the major source of foreign currency loans to Indian industry. Besides funding from the World Bank and other multi-lateral agencies, ICICI was also among the first Indian companies to raise funds from international markets. ICICI Group offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialized group companies, subsidiaries and affiliates in the areas of personal banking, investment banking, life and general insurance, venture capital and asset management. With a strong customer focus, the ICICI Group Companies have maintained and enhanced their leadership position in their respective sectors. It is the largest private sector life insurance company offering a comprehensive suite of life, health and pensions products. It is also the pioneer in launching innovative health care products like Diabetes Care Active and health Saver. The company operates on a multi-channel platform and has distribution strength of over 2,76,000 financial advisors operating from more than 2000 branches spread across 1800 locations across the country. In addition to the agency force, it also has tie-ups with various banks, corporate agents and brokers. In fiscal 2009, ICICI Prudential attained a market share of 10. 9% based on retail weighted premium and garnered a total premium of Rs 153. 56 billion registering a growth of 13% and held assets of Rs. 327. 88 billion as on March 31, 2009. ICICI Lombard General Insurance Company, a joint venture with the Canada based Fairfax Financial Holdings, is the largest private sector general insurance company. It has a comprehensive product portfolio catering to all corporate and retail insurance needs and is present in over 300 locations across the country. ICICI Lombard General Insurance has achieved a market share of 27. 2% among private sector general insurance companies and an overall market share of 11. 2% during fiscal 2009. The gross return premium grew by 2. 2% from Rs. 33. 45 billion in fiscal 2008 to 34. 20 billion in fiscal 2009. ICICI Securities Ltd  is the largest equity house in the country providing end-to-end solutions (including web-based services) through the largest non-banking distribution channel so as to fulfill all the diverse needs of retail and corporate customers. ICICI Securities (I-Sec) has a dominant position in its core segments of its operations Corporate Finance including Equity Capital Markets Advisory Services, Institutional Equities, Retail and Financial Product Distribution. ICICI Securities Primary Dealership  Limited is the largest Primary Dealer in Government Securities. It is an acknowledged leader in the Indian fixed income and money markets, with a strong franchise across the spectrum of interest rate products and services institutional sales and trading, resource mobilization, portfolio management services and research. One of the first entities to be granted Primary Dealership license by RBI, I-Sec PD has made pioneering contributions since inception to debt market development in India. I-Sec PD is also credited with pioneering debt market research in India. I-Sec PD has been recognized as the Best Domestic Bond House in India by Asia money every year from 2002 to 2007 and selected as Best Bond House by Financeasia. com for the years 2001, 2004 to 2007 and 2009. ICICI Prudential Asset Management  is the third largest mutual fund with average asset under management of Rs. 514. 33 billion and a market share of 10. 43% as on March 31, 2009. The Company manages a comprehensive range of mutual fund schemes and portfolio management services to meet the varying investment needs of its investor’s through162 branches and 185 CAMS official point of transaction acceptance spread across the country. ICICI Venture  is one of the largest and most successful private equity firms in India with funds under management in excess of USD 2 billion. ICICI Venture, over the years has built an enviable portfolio of companies across sectors including Life Sciences, Information Technology, Media, Manufacturing, Retail, Financial Services, and Real Estate thereby building sustainable value. It has several â€Å"firsts† to its credit in the Indian Private Equity industry. Amongst them are India’s first leveraged buyout (Info media), the first real estate investment (Cyber Gateway), the first mezzanine financing for a acquisition (Arch Pharmalabs), the first ‘royalty-based’ structured deal in Pharma Research amp; Development (Dr Reddy’s Laboratories JV) and the first fund level secondary transaction (Collar Capital). ICICI has a great impact in India both monetary and globally. With deep roots in the Indian economy for over five decades, the ICICI Group is Indias fastest growing financial services conglomerate. Its rapid growth, particularly in the last decade, has been accompanied by a long-term commitment to enhancing the economic, social as well as human development outcomes through a variety of initiatives for the weaker sections of society. Its work in the area of development is focused on facilitating wider participation by Indias poorer communities in social and economic processes.