Ingredients

Raw 1/2 jackfruit(young,small,tender) Onion Turmeric Salt 1 1/4 tsp As needed

To grind

Coconut Coriander seeds Pepper Jeera Red chilli Garlic

3 tblsp 1 & 1/2 tbslp 1 tsp 1 tsp 2 2

To temper

Oil Mustard Urad dal Curry leaves

2 tblsp 1 tsp 1 tsp 1 sprig

Method
1. Before touching the raw jackfruit, spread 2-3 news papers, grease both your hands with generous sesame oil or use gloves. Grease the knife too with oil. This is because when we cut the veggie, it will leave a milk like thing which is so sticky. And it leaves stains as well. So prevent the floor, your dress and everything from it. Half the veggie like this.

2. Then cut one of the half into big pieces and remove the thorny green skin part as shown. Remove the centre stalk too(thick part) and chop into small pieces.

3. Keep ready, a bowl of water with buttermilk to immerse the chopped veggie. You can also use the drained water we washed the rice (kahzhani). Boil water with salt an turmeric and cook the finely chopped veggie until soft. Will take roughly 15 minutes.

4.

Mean while,grind the ingredients under to grind table with little bit of water,to a fine

paste. 5. Drain the water and keep aside. Heat kadai with oil an temper with the items given under To temper table. Add onions and fry till transparent. Mix the ground paste with the cooked raw jackfruit along with salt.

6. Add it to the kadai and fry well. Keep in medium flame to ensure the curry gets roasted evenly and mix now and then. This may take some time. Say 15 minutes.

Transfer to the serving bowl and serve as accompaniment for sambar/rasam/more kuzhambu. Do try this different veggie, you would love it!v

Ingredients

1/2 green sliced jack fruit 3 nos. of peeled sliced potatoes 2 nos. chopped onions 1 tbsp. ginger paste 1 tbsp. garlic paste 1 tbsp. mustard oil 1/2 tsp. turmeric powder 1/2 tsp. cummin powder 1/2 tsp. coriander powder 1/2 tsp. red chilli powder 1/2 tsp. kashmir mirch powder 1 chopped tomato 2 bay leaves Salt to taste For Garam Masala: 1 no. big elichi 2 nos. green cardamom 1/2 inch Cinnamon 2 nos. clove a little star anise a little jayatree & jaiphal

Directions
1. 2. 3. 4. 5. 6. 7. 8. 9. Put the sliced potatoes & green jackfruit into the pressure cooker. Add required water with 1/2 tsp. of salt. Allow to steam up to 2 whistles. Remove from fire & allow it to cool. Put a frying pan in fire. Add 1 tbsp. of mustard oil to heat. Add bay leaves. Add chopped onion till it becomes light brown. Add ginger & garlic paste and cook till the masala are fried. Add turmeric, cumin, coriander, red chilli powder & mis with the masala. Add chopped tomatoes and cook it for 2 minutes till the tomatoes got soften. Add kashmir mirch powder. Grind the garam masala ingredients & add to it. Add 1 cup of hot water. Add boiled potatoes & jackfruits and cover it with a lid. Cook it for 3 minutes. (Do not use the water boiled with potato & jackfruit) Serve with parata or rice.

Ingredients: 1. 4 Eggs 2. Onion, chopped 3. 2-3 Tomatoes (like Roma Tomatoes), chopped 4. 2 Tablespoons of chopped cilantro 5. Green Bell Pepper chopped into small pieces 6. 1 inch ginger peeled and grated 7. 1 Tablespoon of ghee (Butter can be used too) 8. 2 Serrano Peppers chopped (optional) 9. Teaspoon turmeric 10. Salt to taste 11. Teaspoon Garam masala (Also available in Indian Grocers)

Preparation: Beat the eggs in a bowl with an egg beater or fork till frothy. Heat Ghee and add the onions, grated ginger and the serrano peppers. Fry for sometime till the onions just start to brown. Add the tomatoes and the green peppers and salt and turmeric. Fry for a couple of minutes. Slowly pour the beaten eggs and break and mix it while doing it (Like you would do a scramble). Keep cooking and breaking up the eggs till the eggs are done. Finish it with chopped cilantro and the garam masala. Serve with Toasted Buttered Bread or Parathas.

Masala Egg Bhurji

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By : Mamta Category : Egg, Bhurji and other dishes Servings : 2 Time Taken : 15-30 mins Rating :
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Method 1. Beat the eggs lightly and keep aside.

2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

Heat oil on medium high heat and add onion. Fry them till slightly golden. Add ginger, garlic and chillies. Fry for 30 seconds. Add all the masala powders. Fry for about 30 seconds till they become fragrant. Now add tomatoes and salt, and cook and mash the tomatoes till done. Next lower the heat to medium low and add the eggs. Beat them continuously with a fork till they resemble rice grains. Garnish with coriander leaves and serve hot with rotis.

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Ingredients: Eggs - 2 Tomatoes - 1 large chopped finely Small Onion - 1/2 chopped very fine Green chillies - 2 chopped Ginger - 1/2 tsp minced Garlic - 1/2 tsp minced Garam masala - 1/2 tsp Coriander powder - 1/2 tsp Jeera powder - 1/4 tsp Paprika - 1/2 tsp Oil - 2 tbsp Salt to taste Coriander leaves for garnish

Recent trends in critical HR management practices

K V Rao

The term 'human capital' was coined by a Nobel Prize winning economist Gary S. Becker.

Nobel Prize-winning economist Gary S. Becker, who coined the term human capital, says thatthe basic resource in any company is the people. The most successful companies will be those that manage human capital in the most effective and efficient manner. The present day economy has been titled as Knowledge economy. In such an economy, it is people who make all the difference. In political economy capital or market was important. Talent occupies centre stage in the Indian workplace. In view of this, managing and retaining manpower is becoming crucial to an organizations success. To achieve this, companies across sectors are focusing on some of the more critical HR practices. Some of the trends that have been noticed are: Leadership development Creating a pipeline of leadership talent is key to a business future growth. It is imperative for the top level of an organization to make leadership talent management a priority, and put its money into longterm plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people. Work-life balance No company or employee has found the Holy Grail of balancing work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance. Interestingly, most companies in India use benefits such as flexible timings, telecommuting, crche facilities and concierge services as an attraction and retention strategy. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families. Inclusion and diversity With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. Therefore, companies are investing both time and resources in ensuring that all age groups are comfortable working together. Organisations in India have also been focusing on making workplaces more representative. For

companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus. Health and wellness The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlines - and all this often leaves employees mentally and physically stressed. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus.HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres. DuPont has an Intranet-based tool, which assesses an employees health through a questionnaire and makes recommendations based on the scores. Right skilling Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent baseApart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher. Managing solid citizens Organizations which neglect their solid citizens are doing this at their own peril, say experts. Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a fresh look at solid citizens and invest time and resources in managing and developing this group. Instant rewards Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind. Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes; competency pay packages where niche skills are compensated; and career opportunities, such as overseas assignments, new projects, etc., to reward staff. These rewards can be tailored to suit the top performers aspirations to achieve maximum effect. Measuring human capital: Evaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective. Managing aspirations

As aspirations of organizations grow, so do those of employees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them. 360 degrees feedback Finally, recognizing the need to make performance appraisal systems more effective, an increasing number of companies are using the 360 degrees or multi-rater feedback process. Unlike the traditional appraisal system, which gives unidimensional feedback, this one allows an employee to give feedback to her reporting manager, peers, direct reports and others. While most companies started using this system as a means for performance appraisal, most of them now use the 360 degrees feedback system to identify the learning and development needs of employees. Since companies are finally valuing people and their softer skills, does that make it easier to hire good people? The answer is no. In todays business climate, attracting and retaining the best employees is very difficult. The reason is a combination of the change in business practices and the shift in employee attitudes. The business landscape has changed dramatically in the past decade as a result of many factors from the feverish hiring boom of the 90s to the economic slowdown in the later part of the last decade. During this same period of time, employee attitudes have changed dramatically. Exposure to widespread layoffs and corporate scandals has led to an erosion of company loyalty and reevaluation of career and life priorities by many employees. So now we have companies looking to acquire the best talent and a growing workforce of talented individuals who are no longer attracted by compensation alone, but who require and value intangibles as well. The bottom line is this. In order to achieve professional growth and success in the next period of increased talent acquisition, technology professionals are going to have to step out of their comfort zone and develop the holistic, relationship-focused business skills that companies are requiring. And by the same token, companies are going to have to take a more strategic and supportive approach to recruiting and retention if they want to find and keep the new breed of evolving talent.