BAG a place in retail

The new retail management course at MDU will meet the manpower needs of this sector, writes Sunit Dhawan

The enormous expansion in the retail sector during the past few years has thrown up a big demand for trained professionals in the discipline. This, in turn, has created a brand new genre of retail management.

Shopping malls, supermarkets and hypermarkets are not new to the residents of metros and other big cities. Nonetheless, the recent advent of numerous retail chain stores in small towns has given a further push to this sector.

Growing demand

Thanks to the mushrooming of a vast number of retail outlets across the country, the demand for retail managers possessing the requisite skill set is rising at a fast pace. A number of big construction and FMCG companies like Sahara, DLF, Ansals, Pantaloon, Reliance, Future group and Spencers have ventured into the retail market segment.

Study scene

In response to the trend, a number of educational institutes have launched — or are contemplating to start — a wide variety of courses in this field of study.

These include the Indira Gandhi National Open University (IGNOU), New Delhi; Indian Retail School, Delhi; Narsee Monjee Institute of Management Studies, Mumbai; Welinjkar Institute of Management, Mumbai; Maharshi Dayanand University, Rohtak; and Pearl School of Business, New Delhi.

While most of the educational institutions run certificate or diploma courses, the Mumbai-based Narsee Monjee and Welinjkar institutes offer MBAs in retail management. Some institutes offer postgraduate diplomas, while others run certificate and diploma courses for school passouts.

Course content

The basic framework of the retail sector, resource management, operations, customer relations, e-retailing, accounting, theft and leakage management and target achievement, etc are the main subjects of study.

Apart from it, certain prestigious institutes also arrange for some practical hands-on training sessions in collaboration with some established retail outlets.

Skill set

The students aspiring to join the field should understand its requirements before taking the plunge. The skills essential for one to join retail management include a fine understanding of human behaviour, good mathematical and accounting acumen, efficient communication skills, thorough knowledge of the consumer mindset and requirements, patience and perseverance.

At the same time, the educational institutions running study programmes in this specialisation should also realise that tie-up with established retail chains is a must for the success of their courses.

Scope and significance

Seeing the rapid expansion in the field of retail management in the country, there is ample scope for the students going in for a professional course in the discipline. As the companies running retail chains require skilled professionals to man their existing and upcoming stores, there are good prospects for the youngsters aspiring to enter 
the sector.

The educational institution-industry partnership in the retail sector has laid the foundation of a promising career in retail management.



Shopper Stop

With big chains making a foray into major towns, a course in retail management was the need of the hour, says Prof S.D.Vashishtha, head, Department of Commerce, Maharshi Dayanand University, Rohtak. Excerpts from an interview:

Why all this hype about retail management?

A number of universities and other educational institutions across the country have introduced or are planning to introduce courses in retail management; and it’s not for nothing. The retail sector companies are going to require a large number of trained professionals to man their upcoming stores. To cater to this, we would need a whole lot of qualified persons with the requisite skills.

Prof S.D. Vashishtha
Prof S.D. Vashishtha

What is the USP of MDU’s study programme?

We have launched a one-year PG diploma programme in retail management from this academic session. As practical exposure is a must for success in the field, we are already planning to have an MoU with a big retail chains for providing hands-on training and job opportunities to our students.

What is the scope and significance of this discipline?

In view of the fast-track and multifold expansion of the retail sector in recent years, the scope of a professional qualification is immense. Getting a decent job soon after completing a course in this discipline should not be a problem for any hard-working student.



Career Hotline
Find cover in actuarial science
Pervin Malhotra

Q. What is the actual demand for actuaries in India? One keeps hearing of all sorts of figures. How many actuaries are there at present, and how do I become one?

— Deepali Verma

A. The demand for actuaries in India is expected to exceed supply for the next five years even as insurance firms face competition from other industries to retain actuarial talent.

In fact, the shortage of actuaries is a major problem.

India currently has 18 life and non-life insurance firms each and one re-insurance firm.

These insurance firms, which need actuaries to help develop products, assess profits, conduct valuation and reinsurance based on historic statistics, have barely half the number of specialists they need.

There are 225 actuaries in India at present against a requirement of at least 400, and many of them are close to retirement. Demand for the specialised talent will only grow as more and more Indians opt for insurance.

The Institute of Actuaries in India which has 6,500 members is growing by 30 per cent every year.

The institute expects to add at least 1,000 actuaries in the next 10 years. Many Indian firms are using the services of the actuaries of their foreign partners.

According to a Reuters report, there are 43,000 actuaries globally. In addition to the inherent shortage of actuaries, insurance firms also face competition from other industries and countries in attracting and retaining the specialised talent.

Many Indian actuaries move to other countries, especially West Asia and Africa where the demand is high.

Actuarial talent can also be used in other areas such as banking and environmental science where different actuarial models can be applied.

Many big companies abroad have their own actuaries to develop their own health insurance and pension products. A number of firms have an actuary as chief risk officer who works to either minimize or transfer risks.

To qualify as an Actuary, you must be a Fellow Member of the Actuarial Society of India, Mumbai. This involves clearing a series of exams conducted by the ASI.


A master’s in Maths/Stats would be an ideal qualification to enrol for the course.

Heart in Hindi

Q. I am a final year student of BA (Hindi). My friends say there is hardly any scope for Hindi students. I am very disheartened because my English is not very good.

— Nitesh Behra

A. Forgive your friends, for they know not what they speak!

In fact, Hindi is becoming a popular subject at the college level, even in prestigious campuses like Delhi University. You could either teach in a school (after doing your BEd) or join the print or electronic media as a journalist, web content creator, compere, announcer, newsreader, anchorperson or scriptwriter or travel guide.

The proliferation of the media -- 100+ TV channels and soon 300+ FM stations -- has spawned the need for youngsters who can communicate with style, ease and competence in Hindi (preferably bilingual).

If you have a way with words, you could also become a copywriter in an advertising agency, technical writer, public relations executive or join the tourism industry (Mahatma Gandhi Antarrashtriya Hindi Viswavidyalaya, Wardha (a Central University) offers a PG Diploma in Cultural Tourism Management. Details: .

An additional course in PR, journalism, advertising or mass communication would give you the necessary professional edge.

Familiarity with another language can open up avenues in translation amongst others. Several universities offer one-year diploma courses in translation for graduates.

Hindi translators are recruited by various government departments including the M/o Home Affairs and M/o external Affairs.

Institutions like the National Book Trust, the Bharatiya Gyanpeeth, the Sahitya Akademi, the Sangeet-Natya Akademi, the Central Hindi Directorate, the National School of Drama and the Bureau of Translation also support talented and upcoming translators.

They are also required in foreign embassies, banks, print and electronic media, theatre, film industry, advertising and PR and travel agencies, MNCs, etc.

The typical eligibility required is a Master’s degree in Hindi/English with English/Hindi as a compulsory subject and as an elective subject at the bachelor’s level or a bachelor’s degree with Hindi & English as the main subject.

There is also a large requirement for people who can do DTP work in Hindi. Knowledge of computers and good typing skills would be very helpful in this area. Domestic call centres, particularly in the North, also require people with good spoken Hindi.

Hindi being our national language, there are several jobs at the clerical level and for typists and stenographers in banks and government offices.

You can also opt for teaching at the higher level there are a lot of universities and colleges perpetually short of faculty.

And if that’s not enough, there is a need for Hindi language teachers even in the US!

Content creation

Q. What exactly does a web content developer do? What are the skills required to go into this line?

— Kriti Kasniwal

A. A Web Content Developer/Creator prepares information, articles and features that go on to a website, as per the requirement of the client. Close on the heels of the BPO industry, outsourced web content development is emerging as one of the biggest employers in the field of offshored work.

Depending on the nature of the website or portal, specialist knowledge of a field/subject may be required but the key skills needed are:

The ability to write well as well as edit, re-write or polish contributions from other writers, and the ability to think of new and innovative features and “columns” for the website.

A few general guidelines for all budding web writers like you: Remember, writing on the web is somewhat different from writing for print. It’s best to present the information in easy-to-digest chunks that allow browsers to dive straight in and locate what they require.

A content developer co-ordinates with the web designer and other members of the editorial team, meets people and keeps up-to-date with relevant news and developments.

Plenty of such opportunities exist in media, web development and online publishing firms, Check out some of the leading jobsites.

There is no tested specialist course for becoming a content developer. A college degree with fluency in writing, and preferably some experience at the copydesk or reporting in any media would suffice. Thus, a course in linguistics, journalism, mass communication, English, etc would be a good bet. Specialist knowledge as of law or technology would be an asset if you are creating content for a legal or technical website. Familiarity with computer basics is of course mandatory.

Trust me, this field is booming and job opportunities abound. You can start out as a content writer or ID to a Senior ID, analyst and finally specialist as you move up the ladder.

Finance field

Q. I have done a PGDIM from IGNOU and have been working in a state finance corporation for the last 6 years. But my career doesn’t seem to be going anywhere. Pl advice.

— Randheer Chaube

A. The most valuable pointer I can suggest is to first work out a written career plan for, say, the next 5 years, including your realistic yet ambitious goals, and make an honest assessment of your strengths and shortcomings. Without such a plan, it is impossible to plan your career growth successfully.

Once you have drawn up your 5-year career plan, assess the opportunities available for someone with your qualifications, skills and experience. The third step is to marry the two, namely your goals and the opportunities available.

Thus, for instance, considering your experience, you might wish to become a top-flight finance professional. In which case, you might like to consider a switch from your present job to some other, faster-growing company in the financial services sector, which is currently booming. Or, is it that the company you currently work for is not growing fast enough to provide you sufficient growth opportunities?

In a nutshell, work out your goals. The action you need to take will then automatically be evident.

The writer is a noted career consultant

Please send in your query, preferably on a postcard, along with your full name, complete address and academic qualifications to: Editor, Jobs and Careers, The Tribune, Sector 29, Chandigarh-160030, or at



Credit entry
S.C. Dhall

Illustration: Sanjeev Kumar

Public sector banks across the country are on a hiring spree and are likely to fill around 1,00,000 vacancies in the next one and a half years.

It is estimated that around 24 lakh people applied for 20,000 clerical posts advertised by the State Bank of India showing that there are more takers for a career in banking. This is specially so as bank wages are likely to be revised by the end of the current fiscal, for which negotiations are going on between the unions, Indian banks association and finance ministry.

The hiring is expected to go up significantly in 2008-09 due to an increase in business opportunities in retail banking, marketing and expansion in rural banking.

According to the Indian Institute of Banking and Finance (IIBF), which is conducting examinations for the banking sector, it has been receiving requests to conduct recruitments from a number of banks for next year and there will be a mega recruitment drive in the early 2009.

Interestingly, the hiring is getting broad-based, bringing in specialists along with generalists for various cadre posts.

Recently, 10 public sector banks have notified over 30,000 jobs in different categories — both clerical and officer level. Vacancies for Class IV jobs, including security guards, number around 5,000 and these are filled by calling applicants from employment exchanges across the country, as per the requirements of local banks.

Of the total 30,000 vacancies, 21,000 pertain to clerical posts, while 6,000 are for probationary officers, over 3,000 for specialists like — technical officers for computers, law officers, CAs, Industrial Development officers, treasury officers and SME experts.

Public sector banks need to recruit specialists because of the challenge posed by the private sector banks, specially in marketing. The banks which have notified vacancies include the SBI, Dena Bank, Bank of Baroda, Andhra Bank, Union Bank of India, Reserve Bank of India and all the seven associate banks.

According to the United Forum of Bank Unions, it is a welcome step and it has further asked the banks to speed up their recruitment process as banks need to move faster in the next two to three years as there will be a significant number of retirements, the figure likely to touch around 70,000 in the next one and a half years.

There is another interesting feature. Coaching institutions are also conducting special courses for a steep price for careers in the finance sector.

According to O.P. Bhat, Chairman, SBI, there will be a qualitative shift in recruitment with more focus on specialists. It is not the numbers, but the talent and expertise that matter, he adds.

The average employee strength of Indian private sector banks has increased by 35 to 40 per cent. As per an Assocham study on workforce expansion in the banking sector, the employee cost of private banks has sharply gone up by 50 per cent, while public sector banks witnessed only a meagre rise of 2 per cent in their staff expenses during 2007-08.

A consistent increase in the workforce of private banks is a very positive development both in respect of employment generation and branch expansion, according to Sajjan Jindal, president of Assocham Association of Chamber of Commerce and Industries limited.



Prasun Sonwalkar

Cambridge students travel to India on Tata scheme

Four Cambridge students have left for India as the first participants of the Tata International Social Entrepreneurship Scheme (TISES), a programme which will allow them to get hands-on experience of working on social entrepreneurship and corporate social responsibility projects in India.

The TISES has been launched by Cambridge University in a collaboration with Tata Sons after signing of an memorandum of understanding during the visit of its Vice-Chancellor Professor Alison Richard to India in January this year.

"The Cambridge India Partnership is a long-term, resilient and evolving relationship founded on scholarly and research-based collaborations, two-way exchanges at every academic level, and at the interface of academia with NGOs, business, and public policy, commitment to capacity building for a global future in both Cambridge and India and ever strengthening relations with alumni," says Professor Dame Sandra Dawson, who chairs the Cambridge India Partnership.

The TISES programme, a student placement programme, offers summer internships annually to final year graduates and undergraduates for up to eight weeks with different community initiative enterprises undertaken by the Tata Group in India.

The four students, selected out of a number of applicants, are settling in their respective areas of work after a two-day induction programme in Mumbai, university sources said.

The four students are Valerie Fitton Kane, a student at the Judge Business School; Lee Nordstrum, an MPhil student in Education; Grant Jackson, who recently completed his first degree in Natural Sciences; and Selene Gittings, who has just finished her undergraduate degree in the Faculty of Social and Political Sciences.

Uk-cambridge 2 lst

"This is an excellent opportunity for students to gain real understanding of the impact of social entrepreneurship on the lives of people in developing countries.

"The pioneering work of the Tata Group shows how corporations can engage with communities and lead innovative change at grass roots level," says Helen Haugh of the Judge Business School.

Of the four students, while Nordstrum and Gittings are working with a women's self-help group project at Babrala, in Uttar Pradesh, Valerie Fitton-Kane is joining a Rural Entrepreneurship Development Programme (REDP) at Mithapur, Gujarat.

Grant Jackson is also working at Babrala, but on an animal husbandry project exploring a dairy co-operative initiative, a movement that ushered in the milk revolution or the White Revolution in India in the 1970s.

Their stay in India and part of their airfare are sponsored by the Tata Group.

The MOU with Tata was one of five signed by Vice-Chancellor Professor Alison Richard during her visit to India in January.

Professor Dame Sandra Dawson, who chairs the Cambridge India Partnership, says: "We aim to further develop collaborations and partnerships between Cambridge and India involving scholars at every level from undergraduates to the most distinguished Professor."

The Cambridge India Partnership website acts as a centralised and dynamic resource for information on ongoing activities between Cambridge and India, including academic collaborations, partner institutions, funding opportunities, events and activities, exchanges and student programmes, visits to and from India and alumni relations. — PTI



Raising global acceptability of Indian degrees
Nachiketa Narayan

A move is afoot to make degrees awarded by Indian universities more acceptable by foreign universities and the international job market, by making admission procedures for students uniform and streamlining selection criteria of faculty members.

"Discussions were held in this regard between top academicians of the country and their counterparts in the US and Europe at a conference of educationists held in Washington DC in May end," vice-chairman of the Association of Indian Universities (AIU) M.D. Tiwari says.

Tiwari had led a high-powered Indian delegation to the annual conference of Association of International Educators (NAFSA), according to a recent report from Allahabad.

"At the conference, issues like mutual recognition of degrees and providing facilities to students of India and the partnering nations of NAFSA, which has its network spread across over 150 countries, were discussed while keeping in view the objectives of AIU," Tiwari, who is also the director of Indian Institute of Information Technology Allahabad (IIIT-A), and is likely to take over as the Chairman of the AIU shortly, says.

"A consensus emerged for strict adherence to the principle of uniformity in maintenance of requisite qualifications in the selection procedures for teachers, particularly in the fields of medical and engineering.

Besides, the need for bringing uniformity in fee structures was discussed," he says. — PTI



Smart Skills
Usha Albuquerque

There is a growing demand for HR managers with a background in organisational behaviour

Every story, every film is about relationships, and the ways in which people deal with negative and positive experiences, how people behave within groups, and how alliances can shift over time and through internal or external pressures.

Organisations involved in producing products and services also study human behaviour. How do people behave in an organisation? Do they behave differently inside and outside the organisation? What is the culture of an organisation? How does their behaviour affect the organisation? These and many other questions have led to the study and understanding of human behaviour in an organisation. It is today called organisational behaviour, and enables people to understand how human beings deal with being part of organisations, big or small, working in teams and so forth. The apparent aim of the study is to understand why people work in certain ways and then working out ways to use this knowledge to optimise resources. For those who are fascinated by the study of human behaviour, about people and the way they react to and interact with each other, it is an ideal field for work.

What it entails

Organisational behaviour is an important part of human resource management in any organisation. It involves the study of individuals and groups in organisational and social contexts, and the study of internal processes and practices as they affect them. For commercial and professional organizations, it is important to study and apply the knowledge about how people, individuals, and groups act in organisations with the purpose of building better relationships and, thereby, achieving human objectives, organisational objectives, and social objectives. The study of organisational behaviour covers subjects like psychology, sociology and anthropology and encompasses a wide range of topics, such as human behaviour, change, leadership, teams, etc and thus offers a variety of approaches in interpreting and implementing goals within an organisation.

Every organistion's culture depends on its management's philosophy, values, vision and goals. The culture determines the type of leadership, communication, and group dynamics within the organisation. There are different models or frameworks that organisations operate within. Some are autocratic with a managerial orientation to authority, where employees are oriented towards obedience and dependence on the boss. Others could be more supportive and oriented towards teamwork, more responsible behaviour and self-discipline. Whatever be the structure, the social system within an organisation includes all the people in it and their relationships to each other and to the outside world. The behaviour of one member can have an impact, either directly or indirectly, on the behavior of others. Relationships between worker and supervisor, between managers and subordinates are therefore important, particularly as people with diverse backgrounds and cultural values have to work together effectively and efficiently.

Organisational behaviour is, therefore, a critical component of human resource management where trained professionals apply psychological principles to personnel administration and management, handling industrial relations, improving worker productivity, the interaction between different people and groups in the organisation, and working towards higher motivation levels, personal growth and development of the individual and the organisation. All these elements combine to build the model or framework that the organisation operates from. The strong focus on organisational behaviour is to achieve a higher quality of work-life, productivity, adaptability, and effectiveness. It accomplishes this by changing attitudes, behaviours, values, strategies, procedures, and structures so that the organisation can adapt to competitive actions, technological advances, and the fast pace of change within the global environment.

Entry point

As this is a subject drawn from a variety of different disciplines, there is no specific subject requirement, although a background in psychology, sociology, social work, or social anthropology would be an advantage. Organisational behaviour (OB) is a postgraduate specialisation and often included in the human resource management programme of MBA. It can also be taken up as a specialisation in psychology, or industrial social work at the master's level.

Most courses provide both a theoretical and practical grounding in OB,and help develop knowledge, understanding and skills relating to human behaviour in the workplace, the effectiveness of an organisation and well-being of people at work.

Organisational behaviour is currently a growing field. OB study departments generally form part of business schools, although many universities also have industrial psychology and industrial economics programmes. Some institutes offering a specialisation in the subject include---XLRI School of Management, Jamshedpur, and Bhubaneshwar, Symbiosis Centre for Management and HRD, Pune, and Tata Institute of Social Sciences, Chembur, Mumbai. Several universities offering postgraduate courses in psychology and social work include OB in the course.

Those getting into this field should have the desire to work with people, a basic knowledge and understanding of human psychology, good communication skills, effective interpersonal skills and an ability to get on with all types of people regardless of their age, class, social or educational background. Personal attributes can also include some organising ability, administrative skills, effective problem solving skills, lack of prejudice, and an interest in change.

Job prospects

Most graduates with a specialisation in OB can find openings in industrial or business organisations, or factories. Government undertakings and public sector enterprises are large organisations that recruit HR managers with a background in OB. Most organisations recruit trained graduates at the management trainee level, where they are then put through the paces of the job and rotated in all the departments of the organisation for a better understanding of the management structure and the activities of the organisation.

With some years of experience, many OB specialists are branching out on their own, by setting up consultancy services. In this way, they are able to handle the problems of a business, a private or public undertaking, diagnose faults, suggest remedies and provide objective information and analysis for improved management decision making which an employee may not be in a position to handle.

Today, OB is becoming more and more important in the global economy. With the increasing conflicts in personal and social spheres of life and in the highly competitive world of commercial and non-commercial activity, the demand for trained people in this field can only increase.

After well-known practitioners like Peter Drucker turned academic research into business practices, the field of OB has become highly influential in the business world. So, if you are interested in the field of human resource management or industrial psychology, check out the fascinating world of organisational behaviour.

The writer is a noted career expert



Bits & bytes
Working managers’ course opens at IIM-L Noida campus

IIM-Lucknow’s Noida campus recently inaugurated its fourth batch of Working Managers’ Programme (WMP). Dr. Devi Singh, director, IIM-L inaugurated the 2008-2011 batch.

The WMP is the pioneering programme of the Noida campus. It was launched in 2005 along with the campus itself as a three-year part-time programme for professionals having a minimum three years of work experience, according to a Press release.

It is designed for working executives, entrepreneurs and professionals who have a desire to enhance their knowledge and skills in a formal setting while continuing to be engaged in their ongoing professions/ businesses.

There has been a rise in the number of applications for the programme, with this year’s final list having 68 participants, the highest till now.

IIMT programme in international business

In its ninth, year of operation the Institute for International Management & Technology (IIMT), Gurgaon is launching the Master's in International Business programme. The Degree for the programme will be awarded by the Prestigious Oxford Brookes University of UK, which has been ranked as the top New University in England.

Announcing of the courses Kamlesh Misra, Director IIMT, said the one-year International programme sponsored by the UK India Education and Research Initiative (UKIERI) aims to create awareness and understanding the nature of different business environment around the world and equip student with practical skills and competency for survival in multi cultural settings, according to a Press release.

This programme is designed for those students who have completed the undergraduate degree from India or abroad. Work experience although helpful is not a requirement for entry into the programmme.

ICAI to be out with XBRL by Sept

Apex accounting body ICAI has said it will come out with the first part of a user-friendly online language called XBRL (Extensible Business Reporting Language) by September this year. XBRL taxonomy is a dictionary of data definitions that incorporates the mechanism for describing, naming and classifying items of business information, basically a financial statement, in a document.

"We are working very fast on this. A lot of development has taken place...the first part OF XBRL should be completed by September this year," ICAI President Ved Jain said in New Delhi recently.

It will enable the user to utilise information in the right manner, he said, adding in this reporting language each entity has to work out issue-specific things and and then it has to codified.

The institute has set up a committee for it, which is looking at the various aspects and working on the codification, he said.

Individual business concepts such as cash flow, depreciation and share capital can be represented in the taxonomy.

Jain said that once the language was in place one could easily understand and harmonise the financial statements. — PTI



Hiring on high

IT software major Infosys Technologies has said that it plans to recruit 10,000 fresh hands in the second quarter of this fiscal and and a total of 25,000 for the year.

"Hiring has been planned and attrition is under control," T.V.Mohandas Pai, member of the Board and Head-HRD and Education and Research of Infosys, told newsmen in Bangalore recently.

Infosys plans to recruit 10,000 in the second quarter of the fiscal. Out of these, 8,000 would be campus recruitments.

He said that nearly 3,000 of the recruits were B.Sc, B.Com graduates. "Most of these B.Sc graduates recruited are the cream and can be trained", he said. The software major was looking at deploying these graduates in positions like infrastructure management and independent validation.

Stating that attrition was under control, he said that the attrition figure this quarter was 13.6 per cent as against 13.4 per cent in the last quarter. Nearly 16 per cent left the company to pursue higher studies and 47 per cent for other firms.

The total projected employee strength for the first quarter of the current fiscal was 94,379 against 91,187 in the last quarter of 2007-08. The strength of software professionals was 87,816 as of this quarter as against 85,013 the last quarter of 2007-08.

Gross addition this quarter was 7,182 and net addition was 3,912 for this quarter with laterals being 2013.

Capital Expenditure of Rs 337 crore was incurred this quarter. As on June 30, 2008, the firm had 1,78,56,088 sqft of space capable of accommodating 80,880 employees and 70,19, 986 sqft is under completion, capable of accommodating 23,945 employees. — PTI



Fortnightly Quiz-314

Heritage on track

1. What is the length of the narrow gauge Kalka-Shimla railway line that was recently included by UNESCO in its World Heritage List?

2. Where are the headquarters of the International Atomic Energy Agency (IAEA)?

3. Who recently won the "Best of Booker" prize?

4. Which archaeological site in Italy, destroyed by massive eruption of Mount Vesuvius in 79 AD, has come under a state of emergency, as it has fallen into serious disrepair?

5. Name the advanced humanoid robot made by Honda Motor Company.

6. How many times has Venus Williams won the Wimbledon singles title?

7. Who dethroned five-time Wimbledon champion Roger Federer this year?

8. Who are the players to have won the men's French Open and Wimbledon in the same year?

9. By how many runs did Australia beat the West Indies in a one-day match at St Kitts recently, making it the former's largest victory over the latter?

10. Which country recently registered a record-breaking margin of victory (290 runs) in the history of one-day international cricket?

Winners of quiz 313: The first prize by draw of lots goes to Rajat Yadav, XI (commerce), Major RN Kapoor DAV Public School, 53, Napier Road, Ambala cantonment, Haryana - 133001

Second: Ruchi Sharma, 9th, Govt High School, Golwan, VPO Golwan, tehsil, Nurpur, district Kangra - 176022

Third: Sweet Singh Bhullar, 9 Rose, Baba Farid Public School, Faridkot- 151203

Answers to quiz 313: Sam Manekshaw; Sariska National Park; Phoenix Mars Lander; Tamil Nadu; Salman Rushdie; Varanasi; 2009; Kapil Dev; Kevin Pieterson; Spain

Cash awards of Rs 400, 300 and 200 are given to the first, second and third prize winners, respectively. These are sent at the school address.

Note: Kindly mention the pincode of your place to facilitate the delivery of the prize money.

Answers can also be sent at

Name ……………….……………….....…
Class ………………..………….......….…
School address …….………….....……

— Tarun Sharma