Dear Professionals, I read this discussion topic with considerable sadness and dismay ! No Wonder Library profession is so bereft of talent today - as discussed so many times in this forum. If senior library professionals advocate such naked nepotism in the disguise of encouraging in-house talent - where do otherwise qualified professionals but lacking *connections* would go ? Surely to other professions ! Unfortunately, there is no two side of that COIN - however much senior professionals would like others to believe. At best NEPOTISM is the name of the game and at worse underhand wheeling-dealing. Hope saner library professionals would stand up for what is right and just. Best Regards Dr. Amit K Chatterjee CEO Ace InfoBanc Pvt Ltd New Delhi --------------------------------------------------- Only those who risk going too far can possibly find out how far one can go On 31-01-2014 11:23, Aragonda L Moorthy wrote:

Dear Professionals, There is always second side for a COIN. Merit candidate sees one side. If the selection Committee sees the same sidehe/shae is selected. If they see the other side, someone, again with merit (whatever it may be), will be selected. There have been many instances where internal talent to be encouraged as they would have done a lot to the institution and may deserve elevation. You have to accept it as they cannot be elevated witout open advertisement. There are cases where meritorious candidate with experience was ignored and outsiders were selected. I faced this twice in my career. First I faced this in 1983 which made me to migrate to DRDO; I have no regrets as I was able to grow faster professionally and satisfied. Those who were There will be heart burn; but it is a part of life. we have to take it sportively. Regards

Dr AL Moorthy, Former Director-DESIDOC & Chief Consultant (Inf Sci), BrahMos Aerospace, Hyderabad Centre, Adj: DRDL Rear Gate, Kanchanbagh PO, Hyderabad-500058 Ph: (O) 040-24087058; Mob: 09951212000

On Thu, Jan 30, 2014 at 10:13 PM, Prabhat Ranjan wrote:

...

Dear Vinod K. Mishra,

I read the posts on the forum. We might be agree that some external candidates with internal jacks have worse candidature than some internal candidates.

But, there are also candidates that are external and have no internal jacks.

They may be merited or without merit. It is the selection process that should be capable to choose right candidates. It it is not so, then selection process is not worthy to the same.

Why jacks are applied and with jacks are selected? LIS community has to answer it.

Regards,

...

Dear All,

My view is what is the professional status i.e. capability of selected internal candidate so our strength of protest should be accordingly because so many external candidates also selected with the help of internal jack and their performance is very very poor. Therefore we should see the reputation & growth of that particular organization because of the selected candidates performance and then we can point out on their policy of recruitment.

However now a days as far as library science is concern i feel that

On 1/30/14, Vinod Kumar Mishra wrote: their is

...

lack of devotional and technologically advanced manpower. Choosing the best out of poor is grate challenge for good recruiters but it is very easy for poor recruiters.

On Thu, 30 Jan 2014 13:54:29 +0530 wrote

...

Dear Friends,

Since last few years a trend is increasing to select the internal

candidates against open post. We have been witnessing that written exams

and interviews are conducted to fulfill the whole process. But

pre-determined candidates are selected. Examination process is just an eye wash. Nobody will deny for selecting the internal candidates, but don't

make other candidates fool. If there is no promotion policy in the

institutes for internal candidates who deserves for that post, then

promotion policy should be formulated for them. The candidates coming from various places of the country are hoping that somebody from them will be

selected, but they don't know that result has already been prepared and

they are just wasting their money as well as time.

I have been witnessing case of one of the prestige institute of Library

Science in India since last five years. Most of the time, they have

selected the internal candidates. The question is that, why they are

calling number of candidates for the interview and wasting public money by giving TA to the outsider candidates.

Please give your feedback on this issue.

--

with regards,

Anil Singh

Assistant Director (Library Services)

Competition Commission of India (CCI)

(Ministry of Corporate Affairs, Govt. of India)

'B' Wing, HUDCO VISHALA,

14, Bhikaji Cama Place,

New Delhi - 110066

--

-- This message has been scanned for viruses and dangerous content by MailScanner, and is believed to be clean.

Dear all, This may be true in some cases. What is seriously lacking in the selection process is the 'transparency' in recruitment, even I may suggest to have a CC TV footage of the interview conducted and there is lack of unbiased experts in the panel. To avoid all these issues, make the process more transparent.  1. On the date of interview,on a notice board it must be displayed, Number of candidates to attend the interview and who are all there in interview panel.  2. What is the weightage given to your written exam (if suppose), subject knowledge, communication skill, experience, publication, innovative work etc? 3. Marks gained by candidates in each parameter and finally selection. Now, with RTI is in place, interviews must be systematic in nature.  Even with all this, there is a chance to manipulate, but may be 'lesser' in degree. Thanks, Praveen Vaidya Librarian, Tolani Maritime Institute.Pune   On Friday, 31 January 2014 7:20 PM, Aragonda L Moorthy wrote: Dear Professionals,       There is always second side for a COIN. Merit candidate sees one side. If the selection Committee sees the same sidehe/shae is selected. If they see the other side, someone, again with merit (whatever it may be), will be selected. There have been many instances where internal talent to be encouraged as they would have done a lot to the institution and may deserve elevation. You have to accept it as they cannot be elevated witout open advertisement. There are cases where meritorious candidate with experience was ignored and outsiders were selected. I faced this twice in my career. First I faced this in 1983 which made me to migrate to DRDO; I have no regrets as I was able to grow faster professionally and satisfied. Those who were     There will be heart burn; but it is a part of life. we have to take it sportively. Regards Dr AL Moorthy, Former Director-DESIDOC & Chief Consultant (Inf Sci), BrahMos Aerospace, Hyderabad Centre, Adj: DRDL Rear Gate, Kanchanbagh PO, Hyderabad-500058 Ph: (O) 040-24087058; Mob: 09951212000 On Thu, Jan 30, 2014 at 10:13 PM, Prabhat Ranjan wrote:

Dear Vinod K. Mishra,

I read the posts on the forum. We might be agree that some external candidates with internal jacks have worse candidature than some internal candidates.

But, there are also candidates that are external and have no internal jacks.

They may be merited or without merit. It is the selection process that should be capable to choose right candidates. It it is not so, then selection process is not worthy to the same.

Why jacks are applied and with jacks are selected? LIS community has to answer it.

Regards,

...

Dear All,

My view is what is the professional status i.e. capability of selected internal candidate so our strength of protest should be accordingly because so many external candidates also selected with the help of internal jack and their performance is very very poor. Therefore we should see the reputation & growth of that particular organization because of the selected candidates performance and then we can point out on their policy of recruitment.

However now a days as far as library science is concern i feel that

On 1/30/14, Vinod Kumar Mishra wrote: their is

...

lack of devotional and technologically advanced manpower. Choosing the best out of poor is grate challenge for good recruiters but it is very easy for poor recruiters.

On Thu, 30 Jan 2014 13:54:29 +0530  wrote

...

Dear Friends,

Since last few years a trend is increasing to select the internal

candidates against open post. We have been witnessing that written exams

and interviews are conducted to fulfill the whole process. But

pre-determined candidates are selected. Examination process is just an eye

wash. Nobody will deny for selecting the internal candidates, but don't

make other candidates fool. If there is no promotion policy in the

institutes for internal candidates who deserves for that post, then

promotion policy should be formulated for them. The candidates coming from

various places of the country are hoping that somebody from them will be

selected, but they don't know that result has already been prepared and

they are just wasting their money as well as time.

I have been witnessing case of one of the prestige institute of Library

Science in India since last five years. Most of the time, they have

selected the internal candidates. The question is that, why they are

calling number of candidates for the interview and wasting public money by

giving TA to the outsider candidates.

Please give your feedback on this issue.

--

with regards,

Anil Singh

Assistant Director (Library Services)

Competition Commission of India (CCI)

(Ministry of Corporate Affairs, Govt. of India)

'B' Wing, HUDCO VISHALA,

14, Bhikaji Cama Place,

New Delhi - 110066

--

This message has been scanned for viruses and

dangerous content by MailScanner, and is

believed to be clean.