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Features of CAT— |
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The
first step in becoming a serious aspirant for CAT is to understand the
features of the exam. Following are the various features of CAT. |
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(a)
Sections |
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CAT
tests the candidates on the following areas: Quantitative Ability (QA),
Data Interpretation (DI), Reading Comprehension (RC) and Verbal Ability
(VA). This feature of CAT has not changed over the years. These sections
administered in a particular sequence, with or without time constraints,
form the structure of CAT. For example in CAT '99 there were 3 sections (55 questions in each section) to be attempted in 120 minutes. CAT '98 had 4 sections (QA 45 questions, DI 40 questions, RC 50 questions, VA 50 questions) to be attempted in 120 minutes with no individual section time limits. |
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(b)
Speed versus accuracy |
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Usually
CAT has between 165 to185 questions to be attempted in 120 minutes.
Thus there has to be a clear trade off between speed and accuracy. |
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(c)
Adequate section-wise competence |
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To
be selected in CAT every candidate has to demonstrate a minimum level
of competence in every section. Time management across sections, thus,
becomes very important. So one cannot get through CAT if one solves
all the questions in one section and fails to solve a substantial number
of questions in the other sections. |
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(d)
Negative marking |
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This
has been a regular feature of CAT. Although the IIMs have never disclosed
the exact extent of negative marking, for practice sake one should assume
0.25 marks per wrong answer. But in actual it could even be 0.33, 0.5 or 1 mark per wrong answer. |
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(e)
Unpredictable |
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Unpredictability
arises on two accounts: content and format. Thus for a serious CAT taker
it becomes very important not to get ruffled by surprises on the D-day
and to familiarise himself/herself with the various formats while preparing
for CAT. |
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Scope
and Specialisations in Management |
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You
can specialise in various disciplines in CAT. The areas of specialisation
are as follows: |
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(a)
Finance |
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Finance
has evolved from the simple statutory function of reconciliation of
figures to a gamut of financial activities. With the takeover of the
capital markets by the Securities and Exchange Board of India and the
advent of international financial institutions, the Indian capital markets
and corporate financial activities have changed. Merchant banking firms,
financial services offered by most large business houses and activities
of the investment industry have opened up formidable challenges for
finance professionals. |
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Financial
operations and services offer a variety of opportunities to specialists
in finance. MBA's specialising in finance have a multi disciplinary
approach and a strong conceptual base. Postgraduates in Finance Control
are trained in financial planning, decision making and control, corporate
finance, project finance and investment analysis, merchant banking,
equity analysis and research, portfolio management, issue management,
treasury management, international finance and retail banking, which
are specialised areas for the financial wizard. |
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(b)
Marketing |
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Marketing
management is the performance of business activity that directs the
flow of goods and services from the producer to the consumer. The marketing
job entails identification of the needs of the customer and employing
marketing strategies with profit objective in mind. The purpose of marketing
is to provide customers with the goods and services they want, where
they want them and at a price suitable to both the customers and the
company. Marketing entails a marketing campaign in which all departments,
from design to distribution, work towards the marketing objectives keeping
the consumer need in mind. Marketing may also involve the export market. |
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Some
of the careers a marketer can pursue are described below. |
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Market
research: This supplies the managers with information about
customer preferences. The research executive or a market research agency
decides what information needs to be gathered so that they can use the
findings of the research in planning the marketing strategy. |
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Product
management: The Marketing Manager communicates to the design
and production departments the customers' requirements and discusses
the introduction of new products. He attends meetings, gives presentations
and writes reports based on the market research findings. |
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Promotion
campaigns involve them with publicity officers, packaging designers
and with advertising agencies. They discuss the advertising campaign
and media. Pricing involves calculating prices in terms of both production
costs and sales. Managers co-ordinate production and promotion with
sales and distribution. |
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Sales
and distribution: Sales Managers have to ensure that the demand
and supply is maintained. They analyse the effectiveness of the sales
promotion campaign (usually) and help in planning future production.
In some companies, sales and marketing roles are combined and the marketing
manager takes personal accountability for sales. |
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(c)
Human resources |
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Human resource is vital for an organisation. The efficient use and growth of individual talent and potentialities is critical to the growth of any organisation. |
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In
the current age of professionalism and management there are two critical
issues which HRD managers address: individual development to provide
the organisation with skilled workforce for all levels (from operatives
to management) and devising suitable training programmes for transference
and development of individual skills to suit changes in working patterns.
Hence the task involves structuring procedures for recruitment, training,
placement, promotions and movements within the industry. HRD is also
committed to employee services for matters concerning health, work related
facilities, welfare services, etc. |
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The
main tasks incorporated in Human Resource Development are |
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Recruitment:
The recruitment department is involved in preparing job descriptions,
personnel specifications, advertising, screening applications, interviewing
and testing applicants, obtaining references and selecting or rejecting
candidates. They identify individual potential and plan educational
inputs as well as training schedules on an individual basis. Further,
occupational psychologists conduct most of the testing and evaluation
procedures for recruiting candidates. |
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Training:
Training of staff is vital in any organisation as it helps people to
acquire the knowledge and skills needed to do their jobs proficiently.
Such trainings help to prepare them for more responsibility in the future.
Some personnel officers are given responsibility for staff training
but in many organisations, specialist-training officers are employed
for this important area of work |
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Training
is conducted generally at two levels: at the time of induction or during
departmental restructuring for professional growth. Individual skills
have to be matched to the needs of the organisation i.e. specific skills
for specific levels in the organisation. When the organisation goes
in for modernisation of technology, the workforce needs training to
upgrade their skills. This too is organised by training personnel. |
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Inter
or intra departmental transfers or promotions need orientation, guidance
as well as training. This is also the responsibility of the training
department. This requires a thorough understanding of the employees'
present tasks and responsibilities and the possible impact of the proposed
change on individual growth. |
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Personnel
services and labour relations: Personnel welfare services have
assumed tremendous value in the light of optimum utilisation of human
resources. The employees in any organisation need to be satisfied, taken
care of and managed. Labour Relations Officers as well as Labour Lawyers
are generally engaged in the function of negotiating with trade union
representatives for pay, perks and other conditions. They also advise
the management on related matters. Welfare services incorporate health services, facilities for sports, social facilities, staff counselling, community service and all welfare related activities. Social workers work in these specific areas and assist the personnel department in keeping liaison with the staff at an individual level |
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