Isckon Vrindavan doing a great service to Humanity. I helped them. Now its your Turn.

JUST SEE THE JOY OF THESE CHILDREN AFTER GETTING KICHADI PRASAD…..

Dear Friends,
Hare Krishna, Hope you are well. My name is Sanak Sanatan Das. I am serving in ISKCON, Vrindavan in Food for Life. I am happy to inform you that we are distributing Kichadi Prasad for 500 poor children, widows and also temple’s visitors. Last Sunday, while I was coming from Delhi by train to Mathura at the station I was approached by a young boy and a young girl saying, “We are hungry, please be merciful upon us….!”

They both had torn clothes and scruffy hair and were thin, suffering from malnutrition. I felt compassion for them and I took out some Mahaprasad Laddus I had in my handbag and gave them. Both of them were very happy eating the Laddus and it reminded me of our Founder Acharya, Srila Prabhupada.

While Srila Prabhupada was at the ISKCON temple at Mayapur, West Bengal and looking outside his room, he saw that the village boys were so hungry that they were fighting with dogs for scraps of food. Srila Prabhupada was shocked to see this scene and was very sad. He told his disciples, “Just think how hungry these children must be? Temple means free food distribution. No one should go hungry within a ten mile radius from the temple. Start free food distribution for these people, by generous Prasadam and Sankirtan distribution the whole world can attain Prosperity and Peace.”

A similar incident took place a few weeks ago when one of our devotees was returning from a bath in the Yamuna River at Kesi Ghat. He came across two widows who were begging for food. The devotee bought some bananas and gave them and asked them to come to the temple for Kichadi Prasad which we have been serving at the temple since last 8 years for around 500 persons everyday. Both the widows came in the evening to the temple and upon taking Kichadi Prasad were very satisfied. You would have loved to see this with your very own eyes.

Taking inspiration from these two incidents I met the temple management committee and we decided to increase the Daily Kichadi Prasadam Distribution, so that the needy can take advantage of the Kichadi Prasadam. We wish to distribute Kichadi Prasadam daily for 1000 persons at the cost of Rs. 1.85 for each donna. The annual budget for feeding 365000 persons will be Rs. 6,75,995/-

Dear Friend, You are a very fortunate person of an intelligent caliber and you very well know that “Charity of food is the highest charity.(Annadhan Sresta Daan)”

Vishnu smriti says “Lakshmi, the goddesses of fortune, resides where those who are charitable.” Srimad Bhagavatam (10.22.35) also says “It is the duty of every living entity to perform welfare activities for the supreme and eternal benefit for others with one’s life, wealth, intelligence and words.”

So Dear Friend, with your compassion filled heart let the love and care for needy flow by making a crossed cheque/DD in the name of ‘ISKCON, payable at Vrindavan and write your full address, e-mail ID, mobile number and send it to the address given below by post/courier at your earliest convenience and acquire divine mercy. You can also pay by credit or debit card through online.

When you think of the wonderful way in which your generous contribution will help, then you shall experience the joy of doing something meaningful, worthwhile, and also the satisfaction of caring for others.

For your generosity and compassion we shall send you a Memorandum Gift Pack, Mahaprasadam and your Tax Exempt Receipt.

Thank you very much for helping the needy. Everyone who receives the Khichadi Prasad will thank you several times.

Thank you for taking time to read this mail.

Yours in the service of Lord Sri Krishna,
Sanak Sanatan Das,
Food Distribution Manager.

If you have any queries related to ANNADAAN seva or our temple and its activities, please feel free to contact us by telephone or mail us or visit our website given below.
BUDGET (For 365000 persons, 73000 Kg. Khichadi Prasad)
Rice 10950 KG Rs. 229950
Vegetables 13140 KG Rs. 118260
Dal 2190 KG Rs. 175200
Oil 730 KG Rs. 36500
Leaf Cups Rs. 73000
Masala Rs. 43085
Total Rs.675995

Sponsor for the needy and get the following memorandum pack given below respectively.

Sponsor Rs. 3700/- to Feed 2000 Persons & get :
1. Set of seven spiritual books.
2. Two bhajan CDs.
3. Agarbatti.
4. 10” X 8”Laminated Photo of Sri Sri Krishna Balaram.
5. Mahaprasadam from Vrindavan.


Sponsor Rs. 1850/- to Feed 1000 Persons & get :
1. Set of seven spiritual books.
2. One bhajan CDs.
3. Agarbatti.
4. 7” X 5” Laminated Photo of Sri Sri Krishna Balaram.
5. Mahaprasadam from Vrindavan.


Sponsor Rs. 925/- to Feed 500 Persons & get :
1. Set of two spiritual books.
2. One bhajan CDs.
3. Agarbatti.
4. 4½ ” X 3½ ” Laminated Photo of Sri Sri Krishna Balaram.
5. Mahaprasadam from Vrindavan.


Sponsor Rs. 555/- to Feed 300 Persons & get :
1. One spiritual book.
2. One bhajan CDs.
3. Agarbatti.
4. Mahaprasadam from Vrindavan.

Dear friend we invite you to attend our annual Janmastami Festival on 22nd august 2011, for details please see our website www.iskconvrindavan.com

OUR ADDRESS:
Bhisma Department,
C/o ISKCON,
Sri Sri Krishna Balaram Mandir
Raman Reti, Sri Vrindavan Dham,
Mathura Dist., U.P. Pin: 281121
Country - India

Phone: 09358258406 between 10 AM - 5 PM (Mon-Sat)
E-mail: iskconvrindavanbhisma at gmail.com
Website: www.iskconvrindavan.com


ALL DONATIONS ARE TAX EXEMPT UNDER SEC.80G
International Society For Krishna Consciousness,
Founder Acharya : His Divine Grace A.C.Bhaktivedanta Swami Prabhupada
SRI SRI KRISHNA BALARAM MANDIR

Hare Krishna Hare Krishna Krishna Krishna Hare Hare Hare Rama Hare Rama Rama Rama Hare

Nightmare 2012: Chinese Special Forces cut off Siliguri corridor

India has the potential to be to Asia what America is to the world - a symbol of hope, liberty and freedom.

Closed societies like China or Pakistan do not fit the bill. Due to authoritarian regimes in Beijing and Islamabad, in times to come they will remain preoccupied with growing internal societal turmoil.

Therefore, they will naturally tend to threaten democratic India, militarily and with the help of their irregular forces to divert attention from the brewing internal storm. Also because on one hand, the Indian democracy negates their authoritarian philosophy, and on the other, the Union is perceived as a soft target to be conquered or ruptured.

Read more here

'This is Radio Pakistan from New Delhi'

Read this article and it'll shake your soul. It'll definitely gives a logical explanation on the reasons Pakistan should be treated for what it does.

'This is Radio Pakistan from New Delhi'

Why Microsoft has failed to bring us the future

SAN JUAN ISLAND: As they marvel at Apple's new iPad tablet computer, the technorati seem to be focusing on where this leaves Amazon's popular Windows 7
More Infotech Stories


e-book business. But the much more important question is why Microsoft, America’s most famous and prosperous technology company, no longer brings us the future, whether it’s tablet computers like the iPad, e-books like Amazon’s Kindle, smartphones like the BlackBerry and iPhone, search engines like Google, digital music systems like iPod and iTunes or popular Web services like Facebook and Twitter.

Read more here. Click on me.

Worlds Fastest Processor is Here!!!

IBM P6 Processor

Why firms must treat Employees better?

There's a big reason why Punam Anand Keller is in India -- the guilt factor. The Professor of Management at the Tuck School of Business wants to popularise her pet theme, social marketing, in her country of origin.
However, Keller does not tread the beaten path of companies giving back to society. The professor, who's been selected by Financial Times as a woman to watch in business education, believes that businesses could start with smaller things: like treating employees on a par, if not better, than customers.
In an interview with Prasad Sangameshwaran, Keller explains how commercial marketing techniques can be used for enhancing employee programmes and makes a compelling case for HR to learn from the marketing function. Excerpts:
Your central message is 'treat employees the way you would treat your customers.' Is there a connection between happy employees and satisfied customers?
Research has proven that employee satisfaction is directly linked to customer satisfaction, and, of course, customer satisfaction is directly linked to return on investment.
Human resources cannot be a function for hiring, firing and appraisals. They are the gatekeepers for employees and have to be concerned with the overall development of the individual.
HR managers need to work with marketing research and learn techniques to find employee needs, similar to the way marketers find customer needs. Then they should cluster employees with similar needs into groups and develop specific employee engagement programmes for each group. They should then market the programmes to employees through the marketing department.
Finally, HR should evaluate the results of these initiatives by systematically measuring employee satisfaction, looking at how it impacts productivity and return on investment.
Employee satisfaction surveys have always been around. But why do they need to undertake employee marketing?
Because employees should like the company more than customers do. That's because the employee's livelihood depends on the company. Customers always have a choice. How many customer satisfaction surveys do companies do in a year? And importantly, do they undertake the same number of employee satisfaction surveys?
Companies can definitely make good profits. But profits are better if they do it through employee marketing.
As economies get stronger and people have more choices, loyalty to companies is going to go down the tube. On the other hand, customers are going to demand more and more sophisticated services. That's because with the kind of branding we see today, consumer expectations need to be matched with what the communication promises.
As a result, employee training becomes more expensive. Hence when you cannot retain employees, it's a real drain of resources on the company. A new employee needs to be exactly the same, if not better, than the person before. If you do not take care of them, the company stands to lose.
By the time employees are 30-32 years old, they have changed jobs six-seven times. The new generation is not about "am I successful?" They are interested in "do I like it?"
How do you deliver the right experience to employees?
It's similar to marketing research. We go to customers and find their needs and identify barriers. Then we cluster customers according to the lowest price, best services and so on.
Similarly, when you segment your employee base you can develop programmes for each group and brand and deliver it differently. Some employees have weight-related problems, others have diabetes. Some have very good savings but don't know how to invest. Others don't know how to save.
Men think differently than women in terms of savings. For example, women don't want to depend on children when they grow old and are too concerned about future health problems. Men feel they will never stop working. Sixty per cent of men covered in our research had retired without planning for retirement.
Women are anxious about retirement and men are more emotional about retirement. When women are sad, they take more risks than men. When men are sad, they discount it and try to distract themselves from sadness. Since they manage emotions differently, you need completely different employee programmes. We cannot treat everybody the same way.
But customising employee programmes could be cumbersome. Besides are there any real benefits?
In our own university, where we tested the concept, we saw participation of employees go up from 7 per cent earlier to 21 per cent. This was without any monetary incentive. In an investment advisory programme, we did not even push any service provider.
Previously, only 30 employees out of 5,000 turned up for these seminars. The return on investments was horrible. After designing customised programmes, we have a full house. The group that attends feels, "it's just for me". Also, they are more comfortable discussing financial matters in front of their peers.
Would employee programmes need to be fine-tuned from country to country? What works in the US, might not work in India. . .
Across the world, employees are all the same. Companies are going to realise that employees do not have just financial needs. They have spiritual, health and financial needs. They have long-term needs. People always want to be valued and respected for what they like to do.
In India, there's always been this sense of the company being a family and that companies will take care of their family members. As companies grow rapidly, they will lose that family connection. The culture that the US and European companies are artificially trying to develop is naturally present in Indian companies.
But as they are growing, Indian companies have no option but to start focusing on customised programmes for employees. They should then test it by finding out what employees think about the programme and measure effectiveness like "did the programme change employee behaviour?" and so on. Over a 1-2 year timeframe companies should analyse if there was any change in employee attitude, teamwork and productivity. The data will make companies more interested in increasing investments on employee programmes.
Globally, among the Fortune 500 companies, we are analysing what employee programmes these companies run and co-relate that with their rankings. We want companies to realise that with better programmes they have better rankings.
Then companies can afford to pay lesser salaries because they have the reputation of being a big company to work for. So employees feel that in the long-term they are better off in this company even if they have to take a hit in the short term.

Outsourcing and India

Despite Western backlash against job outsourcing, the Indian software industry was in a buoyant mood as it gathered for its annual conference in Bombay.
The Indian software industry is optimistic as the pace of its expansion accelerates.
India's hi-tech sector is now growing at 30% a year.
Senior executives at a four-day international conference organised by Nasscom, the association of Indian software companies, claim the volume of work outsourced to India has increased by more than 50% in the last year.
The Indian software industry is in an upbeat mood
That is despite an increasingly noisy campaign against outsourcing by British trades unions and some American politicians. "Win-win situation" is the cliché often heard at Indian high-tech business conferences. But this time, Nasscom claims there's a ring of truth to it. A recent study commissioned by Nasscom and widely publicised in Britain claimed the benefits of outsourcing outweighed the temporary social and economic cost of job losses. "It's a win-win situation for countries which allow outsourcing and the countries which receive outsourcing", says Nasscom chairman Som Mittal.
UK government support It was a theme the conference returned to over and over. And there was unexpected support from a surprising source, the British e-commerce minister, Stephen Timms. It's a win-win situation for countries which allow outsourcing and the countries which receive outsourcing
NASSCOM chairman Som Mittal
Despite the increasingly loud complaints from British trades unions against the jobs flight to India, Mr Timms told the conference that his government had no plans to prevent British firms outsourcing work to India or elsewhere. "In the UK we believe in free trade and we practise what we preach," he declared. Mr Timms also announced yet another hefty outsourcing contract for Indian companies to help modernise IT systems for Britain's National Health Service. The UK government's hands-off policy was welcomed by delegates, given the increasingly frenzied debate over the flood of call centre jobs heading east.
American legislation
Neeraj Bhargav, chief executive of WNS Global Services, said that the change was inevitable: "Thirty years ago, the same thing had happened in manufacturing in Britain. There were massive job losses. Has Britain suffered? Their economy for the last ten years has been doing very well," he said. Interestingly, Indian industry also claimed not to be worried by new US government legislation prohibiting outsourcing. There could be two million Indians in the industry in five years' time These, they said, apply only to American government contracts, which account for just 1% of the total volume of India's outsourcing trade. And Nasscom insists that the tide will turn. "It's the election year both in India and the US and democratic governments have their own compulsions," says Mr Mittal. Official projections for the Indian IT sector's exports at the end of the current financial year, ending March, are $12bn.
That's forecast to rise by another $3bn in the following year. Nasscom ambitiously forecasts that the outsourcing sector alone will be a $15bn industry by 2008, up by a staggering $12bn compared to current earnings of $3bn.
New work
These optimistic forecasts come just days after Britain's busiest telephone number, its rail enquiry service, announced it was outsourcing half its 50 million calls per year to India. That adds to the several thousand British jobs already created in India by 30 companies ranging from leading banks such as Lloyds TSB, HSBC and Abbey, to insurance firms such as Aviva (Norwich Union). But even Nasscom admits to a pall hanging over India's sunshine high-tech sector. It is the growing number of Western complaints about the quality of service in call centres.
Quality issues Until now, the British and American media seemed amused by the way Indian call centre workers have been trained to speak in foreign accents to answer calls from customers in London or Los Angeles.
Now, Indian executives admit to a growing concern in the West that the accent training has not been good enough and Indian workers remain hard to understand. They are also increasingly being blamed for an alleged inability to understand the Western way of life. More important, says the industry, is the West's concern about security issues, notably data privacy laws and cyber-terrorism. Raju Bhatnagar, head of ICICI's outsourcing business, admits the worries are real. "In my view the concern is to a large extent justified. If you look at this industry, we have big players, medium-sized players and small players - some know the business, some others don't," he said.
Problems of growth There are no easy answers. But later this year, Nasscom will hold a conference on cyber-terrorism with its US counterpart, the IT Association of America. But the biggest problem faced by India's fastest-growing sector is how to cope with rapid growth. Demand for India's English-speaking, low-wage, highly-educated workforce is starting to exceed supply, executives admit. The industry says India's fledgling outsourcing and call centre sector has expanded massively in just three years. Hundreds more American and British companies are expected to jump on to the outsourcing bandwagon and the Indian industry says it will difficult to recruit enough high-quality staff.