Promising Future for Veterinary Clinical Research

Veterinary clinical research is at an exciting juncture, where there are incredible opportunities ripe for the picking,

This is an exciting and optimistic time to be a clinician scientist.  With advances in molecular biology and genetics, the publication of whole animal genomes and an increasing recognition of the value of the study of animal diseases to human medical research, we now have an incredible tool box to study disease in veterinary patients.

We also have an unprecedented opportunity to use new technologies, advance clinical practice and create appropriate environments and career structures for the current and next generation of clinical scientists. 

Veterinary medicine – clinical research is often defined as research conducted with animals in which an investigator directly interacts with his subjects – perhaps to develop new technologies and ways of treating diseases.

Apparent decline

As veterinary medicine has evolved, however, the perceived value of this clinical research has suffered an apparent decline. It doesn’t result in large grants or publication in important journals, as it is perceived to have less of an impact.

Consequently, clinical research is considered by some to be not as valued as basic science – the fundamental knowledge upon which our clinical practices today have been built.

However, much of what we know about disease can be traced back to basic clinical observation and the pioneering efforts of clinical scientists.  Further, without clinical research, there is no way to translate basic science into actual clinical practice so that patients can be treated.

That the term “clinical research” should apply to research conducted across a spectrum, from basic science through to clinical cases, all with the aim of advancing knowledge and translating discovery into practice. 

Achieving this will be challenging, but that there are some simple ways in which we can make success more likely. For example, we need to inspire the next generation by ensuring that undergraduate students experience research, so they may understand the value of an academic career.

Right environment

Universities should value and respect clinical research, and there should therefore be a focus in institutions on creating an environment that fosters the development of strong clinical research programmes. The clinical specialities within a Veterinary College should reflect the research interests of that school to create a platform where collaboration between clinicians and basic scientists can be nurtured.  Where clinicians can become part of a research team, there will be fewer time pressures, greater innovation and greater productivity.

Mentoring

Strong mentoring programmes within Universities could also guide budding clinician scientists towards collaborative research programmes. Significant advances in our understanding of disease and full exploitation of new genetic technologies will require large amounts of clinical data and clinical material. This will only be achieved with good international collaboration, and every effort should be made to foster that. 

Veterinary clinical research is at an exciting juncture, in which there are incredible opportunities ripe for the picking. For the advancement of veterinary and human medicine, there is an absolute requirement for the clinician to provide the key biological questions. Recognition of this is key to driving investment in strong clinical research programmes.

Divergence

It is true that recent times have witnessed a divergence within veterinary schools of clinicians and basic scientists, the former focusing on publishing case reports and conducting low-budget research projects. However, it is time now to bring that era to a close, bring clinicians back into strong research programmes, and value the absolute requirement for clinical expertise.

Integrating Technology into Education

Technology is the live wire. We, the educators, need to cater to the learning styles of iKids of the new millennium who are growing up with mobile phones, iPads, iPods and the Internet. They are very techno-savvy and have excellent navigation skills. They multi-task, have inquisitive minds, share learning experiences, and are team players and leaders as well. We must, therefore, adapt to their needs, and identify new learning models that can engage them in a meaningful way.


Keeping in line with the emerging trends of the 21st century education, Continuous Comprehensive Evaluation, an initiative by CBSE, is a welcome measure. The paradigm shift in pedagogy, competencies and skills is evident in the new framework of education that is characterised by flexibility and experiential learning. Core curriculum is intricately woven with inter-disciplinary subject approach to offer ample opportunities to engage learners in meaningful experiences.

 As educators, it is essential for us to understand how technology should be used in pedagogy. It is neither a separate subject nor support for a core subject project. Technology, when used effectively, can be a magic wand in the hands of teachers for effective learning. The challenge, therefore, lies in planning strategies to integrate technology into our daily classroom routine.

Let’s refer to the Framework for 21st Century Learning that presents a holistic view of teaching and learning that combines a discrete focus on 21st century outcomes with innovative support systems to help students master the multi-dimensional abilities that even CBSE has emphasised.

A multi-pronged approach is essential to realise the goals of this Framework for 21st Century Learning. This calls for serious deliberation on how to plan, implement and deliver it effectively. Since our students belong to the digital world, technology can be used as an effective pedagogy tool. 
My perception of looking at technology as a tool for transforming vision into reality is focused on four pillars of pedagogy – curriculum, learning environments, teaching strategies and assessments.

Technology as a tool for curriculum

Curriculum is the academic manual that defines the learning objectives to be achieved by learners within specific time framework.  Technology can be of great advantage not only to deliver the core content but also to enhance the learning through multifarious interactive activities on inter-disciplinary themes. Technology as a tool can facilitate curriculum – the pivot of the education system.

— Design curriculum to build understanding of  core subjects and inter-disciplinary themes                                
— Plan enriching curriculum with learning resources online 
— Implement with tools to develop skills, content knowledge, understanding  and expertise
— Deliver with efficient  time management                                         
— Enhance learning  through Continuous Comprehensive Evaluation
— Reinforce with regular feedback and customised reinforcement

Technology as a tool for learning environments

Current trends of education as envisioned in CCE by CBSE transform the pedagogy by a shift       from “instructivist” to “constructivist” education philosophies; a move from teacher-centred to student-centred learning activities; from a focus on local resources to global resources and an increased complexity of tasks with use of multi-modal information.

Audio-visual aids, simulations, virtual manipulative, multi-media and on line resources can be used to create learning environments that engage learners in experimenting, exploring and applying skills of analysis, interpretation, synthesis to create new concepts and validate their experiences.

Technology can help create environments that support differentiated teaching and learning.

— Collaborate, share and integrate skills into classroom practice
— Connectivity with global professional learning communities
— Create relevant, real world  context for  group, team and individual learning
— Experiment and explore with extensive learning tools, technologies and resources
— Engage in meaningful learning situations

Technology as a tool for teaching strategies

Changes in the learning-related attitudes and values of today’s students call for the changing role of a teacher. The teacher, as a guide and mentor, is expected to be a facilitator in the learning process. Technology transforms the teacher from an authoritative knowledge expert into a facilitator. This is because the teacher has to be aware of the needs of her students, and know how to plan and deliver her lessons as per their learning style.

Technology as a versatile tool can help the teacher to innovate ways to demonstrate concepts, assign projects, and assess progress.    
— Innovative learning methods that integrate the use of supportive technologies
— Interactive approach for effective teaching and learning through the use of multimedia 
— Inquiry and problem-based approach through the use of simulations and visuals
— HOTS - higher order thinking skills
— Competency-based approach to learning in the context of a student’s potential
— Skill-based application across core content and inter-disciplinary themes
Technology as a tool for assessments
CBSE Chairman Vineet Joshi says that assessment is a form of communication and should be seen as an integral part of learning and teaching. Assessment can be diagnostic, formative or summative. The overall goal of assessment is to improve student learning.

The paradigm shift meaningfully highlighted by CBSE clearly indicates the importance of assessments for the purpose of learning. It fixes the accountability of the teacher by way of sharing concrete feedback on each assessment with the learner. The feedback is aimed at helping the learner to reinforce the outcome of pre-set learning objectives.

Technology can facilitate the teacher to become an effective evaluator by continuously tracking the progress of every learner and that too through multiple ways.
— Standardised high-quality effective formative and summative  assessments
— Assessment based on knowledge, concepts, understanding of content and skills for application, analysis, synthesis, etc.
— Useful feedback on student performance
— Varied methods for reinforcement to build inter-disciplinary competencies and skills

Technology as a tool for professional development of teachers

Effective implementation of technology needs a strong support system, especially by way of intensive training programmes for all stake-holders to develop a positive outlook towards embracing technology into education. Professional training programmes for teachers to help them understand how various tools and techniques of technology can be used are of utmost importance.

Professional training programmes on merging technology with education help:

· Cultivate the ability of a teacher to identify the particular learning styles, intelligences, strengths and weaknesses of her students
· Illustrate how a deeper understanding of subject matter can enhance problem-solving, critical thinking and life skills
· Develop a teacher’s abilities to use various strategies to reach diverse students
· Highlight ways to identify and  integrate skills, tools and teaching strategies for learning
· Balance direct instruction with project-oriented teaching methods
· Encourage knowledge sharing among professional communities in the education sector

Technology as a tool for school management

E-governance is gradually becoming the norm of every organisation. Technology, in fact, helps record keeping and upkeep in almost every aspect of administration and smooth conduct of related functions. Education institutions are no exception. An extensive range of ERP solutions, even customised ones, are available to reduce the work load of the administrative and support staff.  It would be to our advantage to move on and take advantage.

Conclusion

Technology is being adopted by schools slowly in comparison to the way we have adapted ourselves to learn and use new technical gadgets and services for our own comforts.

The priority is to tune ourselves to the needs of the 21st century learner and equip them with employability skills for the global economy. As teachers, we must go ahead to unlearn whatever is redundant, learn whatever is desired, and relearn if required on an ongoing basis without fail.

Investment in technology is an investment for the better future of our children. Technology can give results only when it is used effectively as a tool by teachers.
Let’s remember there is no short-cut to success. No tool by itself is an excellent device unless experimented with and validated by the user, in this case, the TEACHER.

Next Education India Pvt. Ltd., based in Hyderabad, is a technology-driven education enterprise. It provides ICT-based solutions across CBSE, ICSE, IGCSE and 23 state boards in eight languages in India. The company offers several products in the K-12 segment, including TeachNext, LearnNext, NextStudio, NextLabs and NextERP.

References:
http://www.p21.org/index.php?option=com_content&task=view&id=254&Itemid
http://www.usask.ca/education/coursework/802papers/antifaiff/antifaiff.htm
http://www.edu-cyberpg.com/Technology/HowToIntegrateTech.html

Integrating Technology into the Curriculum, by Gloria Antifaiff, written for EDCUR 805
Pedagogy, Innovation and eLearning in Primary Schools, by Jenni Way University of Sydney
and Colin Webb, University of Western Sydney
Characteristics of a 21st Century Classroom -Commitment to the role of the teacher as a facilitator of learning (2007);
http://www.onu.edu/a+s/cte/knowledge/facilitator.shtml
(The author is Director (Academics), Next Education India Pvt. Ltd., Hyderabad)

Campus Recruitment

Campus drives are campus recruitment sessions that connect organizations with today’s talented students for the purposes of employment. Campus interviews are very popular and much sought after in professional colleges. Many educational institutions flock to a College Placement Officer to make selections for the young Graduates and Post graduates. It is very convenient for the students to select a job and have the satisfaction of taking it up immediately after completing the course. They can start their career with lot of confidence.

The Recruitment Process

The campus placement officer usually coordinates the recruitment process. The recruitment season typically extends from mid-October to mid-March. However, because of increased competition, campus recruiting is becoming a year-round activity.

Campus Selection

One of the first steps in developing a campus recruitment programme is to select the right campus with which to build a relationship. According to the National Association of Colleges and Employers (NACE), employers should target only campuses that “produce both types of students that best fit into its corporate culture and the number of students it needs to achieve its hiring goals.” Although there is no set formula for determining which campuses to visit, campuses can be rated by several objective factors.

In addition to Indian IT firms, global giants like IBM, Accenture and HP, also have plans to hire in large numbers in India. This requirement of IT companies can be fulfilled by two different methods. In the first method, companies can reach out to the vast pool of talent through advertisements in newspapers. This way the prospective candidates approach the companies. This method may be particularly useful, if the number of job vacancies is less. When the number of vacancies is high, this method is time consuming. The other more proactive approach by the organization is to directly visit the campuses and recruit the candidates from those campuses. This method is referred to as Campus Recruitment. This way both the organizations and the prospective candidates come on a common platform. This common platform provides excellent opportunities to the companies to interact with the talented students who are enthusiastic and extremely motivated and who are willing to go that extra mile to prove themselves. For a student, this system provides a smooth path to enter the job market straight from the campuses.

Why Campus Recruitment?
Today, many top corporate houses are giving a lot of importance to Campus recruitment. Corporates want to hire and retain the best possible talent in order to gain competitive edge over their rivals. During recruitment process, a company employs various selection tools to ensure that it hires right person for the right job. This quest to attain the right fit between a person and a job has magnified the importance of Campus Recruitment and not only engineering colleges but also degree colleges have started to adopt this process. In this context, it is worthwhile to mention that the job-market, today, is promising, not just, for engineering graduates but also for non-engineering graduates. Top notch IT companies are also hiring non-engineering graduates like B.Com, B.Sc, BCA graduates, diploma holders.
For example, in the year 2010-2011, Infosys made offers to 1000 non-engineering graduates. The compensation package offered to them was Rs 2.18 lakh per annum. Similarly, TCS is recruiting commerce graduates for software development. The coding has been redesigned so that these graduates can do that part of the work, which does not involve engineering knowledge. This, surely, is an encouraging sign for all those who are from non-engineering backgrounds and who wish to take up jobs with companies like TCS, Infosys, Wipro etc. Not just IT industry, but other industries too are buzzing with recruitment activities. For example, the Mahindra Group, which has a wide range of businesses, plans to hire around 25,000 professionals by the end of this year.
Eligibility criteria for entry level position:
    Each company has its own eligibility criteria in terms of age, qualification, year of graduation, % marks scored in class Xth, XIIth, UG/PG. The basic eligibility criteria for entry level position in different IT companies may vary slightly from company to company, but broadly they do not differ much.
For example, for an entry level position in TCS, a prospective candidate should have an aggregate of 60 percent in Std X, XII, & Graduation/ Post Graduation (all semesters including optional subjects). He also should have less than two years of gap in his academic career. Similarly, for an entry level position in Cognizant, a prospective candidate should have secured over 60 percent in X, XII, UG/PG (if applicable). There should be no outstanding arrears.
Stages in Selection Process:
Various stages of the selection process remain, broadly, the same for these companies, with some slight variations. These variations could be in the form of an additional or less number of stages for some companies.
The following are the stages that students normally go through as a part of Campus Recruitment:
(i)    Aptitude Test    (ii) GD    (iii) Interviews

(i)    Aptitude Test:
Aptitude test is one of the integral components in the entire scheme of the selection process. The areas normally covered in the aptitude tests of most companies are Quantitative ability, Reasoning, Verbal Ability and basic computer skills. These tests are well structured. The kind of questions that are asked or the topics that are tested depends entirely on the company conducting the test. Each company has its own pattern. For analytical test you need to be through in the following areas:

Numbers: HCF # LCM of Numbers, Decimal Fractions, Simplifications, Square Roots, Average, Problems on Numbers, Problems on Ages, Surds, Percentage, Profit and Loss, Ratio and Proportion, Partnership, Chain Rule, Time and Work, Pipes and Cisterns, Time and Distance, Problems on Trains, Boats and Streams, Allegation or Mixture, Simple Interest, Compound Interest, Logarithms, Area, Volume & Surface Areas, Races, Calendar, Clocks, Stocks and Permutations & combinations…

Puzzles: HCF # LCM of Numbers, Decimal Fractions & Simplifications, Square Roots and  Average, Profit and Loss, Ratio and Proportion, Partnership, Figure, Time and Work, Pipes and Cisterns, Simple Interest,  Compound Interest, Time and Distance, Problems on Trains, Boats and Streams, Problems on Numbers, Ages, Surds, Percentage, Syllogism, Logarithms, Area, Volume & Surface Areas, Coding and decoding, Logical connectives, Data sufficiency, Data interpretation, Statement – Conclusion, Blood relation, Cube and dice, Races, Calendar, Clocks, Stocks and Permutations & combinations…

For example, in the written test of Infosys, there are two sections, each with specified time limit. In one of the sections, 40 questions are asked, with a time limit of 35 minutes. This section tests a student’s Verbal Ability. Usually, out of 40 questions, 10 questions are on Reading Comprehension (involving two passages). The remaining questions are based on English Usage. The second section has 30 questions to be attempted in 40 minutes. This section tests a student’s problem solving ability. The type of questions can vary slightly from one exam to another. But broadly, the questions come from different areas like Data Interpretation, Data Sufficiency, Non Verbal Reasoning, Analytical Reasoning, and Quantitative Aptitude.

As yet another example, in the online test of TCS, a total of 35 questions are asked. The questions are taken from a large pool of questions. All these 35 questions are based on either quantitative aptitude or reasoning. In Wipro, a total of 50 questions are asked, spread across three sections, to be attempted in 50 minutes. In test area of Verbal Ability, a total of 15 questions are asked. Out of these three sections, there is one section in which there are 20 questions, which test your technical knowledge and you need to have sound understanding of different subjects like Computer Science and Engineering (programming languages like C, C++), Electronics and Communications (Microprocessors). In Cognizant Technology Solutions (CTS), however, there is no technical section. As per the new pattern, there are a total of 55 questions spread across two sections.

You need to be adequately prepared to handle the aptitude test of any of these companies. The questions won’t be as smooth as you may be thinking. This stage is very important and if you do not clear this stage, then you cannot move to the next stage in the selection process, which is usually the Group Discussion.

(ii) Group Discussion:

A group discussion or GD is conducted to test the inter-personal, including communication skills of candidates. It also tests a candidate’s knowledge and his ability to link the facts.
In a GD, a group of students is asked to discuss a topic given to them. The topics that are given in GD are of two types – Knowledge based and Abstract. GD is conducted to test certain key attributes in you. You would be tested for your clarity of thought and clarity of language. The companies, also, test your ability to understand and structure a response to the topic. Your leadership skills are also put to test during Group Discussion. In order to do well in GD, you need to read newspapers, magazines regularly.

(ii)    Interview:
Interview is the last stage in the entire scheme of selection process. Some companies conduct HR and Technical Interviews separately, while some other companies combine both types in a single interview. The interviews are conducted to test a candidate’s knowledge of self, his career plans, hobbies, interests, achievements, knowledge about his specialization etc. Questions can be drawn from any area. It is expected that you have a clear career goal or objective when you face an interview panel. If you are from the department of Electronics Engineering and you are applying to TCS, then it is expected that you have good command over the subjects you have learnt in your engineering. At the same time, you need to show interest in the field of IT and come up with a convincing answer as to why you are shifting your field from “Electronics Engineering” to “IT”. Overall, your confidence and your knowledge are the key attributes which would be checked here.

The CSE, IT students do prepare C, Java, Data Structure, DBMS, Software engineering and SQL query very carefully. Core students prepare C, data structure and departmental subjects. Do remember that, the technical part is most important round. You should have good technical/ subject knowledge.

Some sample HR questions:

1.    Tell me about yourself?
2.    What’s your short and long term goal?
3.    Why do you want to join in our company?
4.    Why should I hire you?
5.    What will you do if you are not selected?
6.    What are your strengths and weaknesses?
7.    Expectations from our company?

Each of these stages is eliminatory.

Salaries: Pay packages offered by companies are usually in the range of Rs 3 lakh to Rs 4.5 lakh a year for fresh engineering graduates.

Need for preparation: Today, many organizations seem to offer a good salary package and a better work profile. This has only intensified the competition amongst candidates. It, then, becomes very important for a candidate to display excellent professional skills - be it in terms of inter-personal skills or in terms of mathematical skills, analytical skills or technical skills. So, even good students need to fine-tune their knowledge base and enhance their overall speed and accuracy. This can be done through regular practice and under expert guidance.

How to prepare for campus interview
Campus Interview … Hmm… is what one looks forward to with enthusiasm, fear and excitement towards the beginning of the final year. For some it’s a make or break, at least that’s the way it’s looked at and for some it’s a matter of pride. Follow these commandments to get success.

1.    Know Thyself!

The first step in preparing for an interview is to do a thorough self-assessment so that you will know what you have to offer an employer. It is very important to develop a complete inventory of skills, experience, and personal attributes that you can use to market yourself to employers at any time during the interview process.

In developing this inventory, it is easiest to start with experience. Once you have a detailed list of activities that you have done (past jobs, extra-curricular involvements, volunteer work, school projects, etc.), it is fairly easy to identify your skills. Simply go through the list, and for each item ask yourself “What could I have learned by doing this?” “What skills did I develop?” “What issues/circumstances have I learned to deal with?”

Keep in mind that skills fall into two categories - technical and generic. Technical skills are the skills required to do a specific job. For a laboratory assistant, technical skills might include knowledge of sterilization procedures, slide preparation, and scientific report writing. For an outreach worker, technical skills might include counseling skills, case management skills, or program design and evaluation skills. Generic skills are those which are transferable to many work settings. Following is a list of the ten most marketable skills. You will notice that they are all generic.

•    Analytical / Problem Solving
•    Flexibility/Versatility
•    Inter-personal
•    Oral/Written Communication
•    Organization/Planning
•    Time Management
•    Motivation
•    Leadership
•    Self-Starter/Initiative
    Team Player

2.    Know the Organization

The more you know about an organization, the better prepared you will be to discuss how you can meet its needs. Some of the characteristics that you should know about an organization are:

Where is it located?
How big is it?
What are its products and who does it serve?
How is the organization structured?
What is its history?
Have there been any recent changes, new developments?

If the organization is fairly small, or fairly new, there may not be much information published. In this case, it will be necessary to do an information interview. Contact someone within the organization, introduce yourself, explain that you are considering moving into the field, and ask if it would be possible to meet with him/her to inquire about the company/organization and about what exactly the position would involve.

3. Testing What You Know and not What You Don’t.

Many interviewers may ask the student the subjects that she/he wishes to be interviewed upon. Here’s a golden opportunity. Answer this wisely! Never end up choosing a difficult subject that you know only little about, rather choose the one you are most confident of.

4.     Rack Your Brain – Analyze

The interview is not just limited to testing your knowledge base, but also interested in knowing your ability to apply it. Often questions that need to be solved then and there are asked. Now keep in mind – the right answer is not the only thing being looked at. The focus area is also the way in which you attack the problem i.e. approach to problem solving is equally important. So, remember to put your thinking caps on!

5. What are your biggest accomplishments?

You may like to begin your reply with: “Although I feel my biggest achievements are still ahead of me, I am proud of my involvement with …. I made my contribution as part of that team and learnt a lot in the process”. It will be a good idea to close your answer with also specifying what attributes and circumstances made you succeed.

6. Be Calm, have Clear Verbal and Sound Non-Verbal Communication

Calmness shows emotional maturity. True, being calm in a job interview is a difficult proposition, but then that is where it is required! Calmness does not imply being unenthusiastic or apathetic during the interview, but knowing that you are nervous and not letting it come in the way. A clear verbal communication implies clarity of the thought process. One should also watch out for the impressions made in non-verbal communication. Body language and facial expressions can assist you in establishing a good rapport with the interviewer. Pauses, silences and gestures may all indicate what you mean, understand, or would like to emphasize.

7.  Two-Way Exchange Process

The interview process is a two-way exchange of information. Make sure you also understand about the company, its activities, and job requirements. The company is in need for good candidates and you need a good company to launch your career.

Interview is an opportunity to present yourself and your skills to your best advantage. Make sure you make the most out of it. And YOU are the best one to do it!!

Books for Placements preparation:

• Quantitative Aptitude by R.S.Agarwal
• Puzzles by Shakuntala Devi
• GRE Barrons for Aptitutde Test
• A modern approach to verbal and non-verbal reasoning by R.S.Agarwal


Final Suggestion:

If you have the campus recruitment in your college, then see what are the profiles of the companies which come to your college? For software companies, you need not worry, if you have good percentage and your anxiety shows how serious you are about your career. Apart from this, if you have communication skills, it would be enough to sail through them very easily.

If you get the companies which offer positions like business analyst, financial analyst etc... Then you need to show your participation in the co- and extra- curricular activities. You have to prove your leadership and management skills in the events you have organized in the college and you should have good analytical thinking.

The best way to begin preparation is to first solve any of the past papers. By doing this, you will understand your weak areas and also the areas you need more preparation. So you must purchase books like Wren and Martin, R.S Agarwal etc. You will find some tricks in these books. Once you cover all the areas you can start solving rest of the past papers.

It’s important for you to first pay attention to a few things before you step into a campus interview and categorically they are:

1. Dress properly and wear a tie.
2. Be confident with a pleasant smile.
3. Never show your nervousness.
4. Answer all the questions asked in the language they are asked.
5. Don’t be over confident.
6. Prepare the basics very well.
7. Prepare your subject well as well as popular  current events and happenings or changes and get yourself well-acquainted with the latest developments in your field.
8. Give answer very precisely and accurately and in a very polite manner.

Remember the three thumb rule; you must be through in Soft Skills, Technical Skills and reasoning. Time is the most important factor in this aptitude test. So do take note of time. Before the interview be prepared for all technical subjects which you have mentioned in your CV. Most important thing is, your CV may be small but it should be full of truth, interviewers do not take dishonest or liars. Review your project/dissertation. Be prepared to elaborate it in not more than two minutes. The interviewers will ask you the areas you are interested in. Don’t pretend on the areas you are not confident about. Focus on what you are thorough. Before going to face any company, study the placement papers of that company (in Google it is available) and go with thoroughness and confidence. All the best! Study hard and never forget the concept, ‘hard work and practice is the only way to achieve success’ in any area.

(The author is Training and Placement Officer in Sree Dattha Engineering College, Sheriguda, Ibrahimpatnam)

Nischal’s Smart Learning Solutions for Students

Nischal’s Smart Learning Solutions Pvt.Ltd.,(NSLS) is a young and dynamic International Company, working for simplifying the education system and making learning fun. NSLS always follows an ancient saying

“I hear I forget –I see I remember –I do I understand”

Hands on experience with  International quality standard math and science manipulative fulfill the above statement .NvSLS achieved the distinction of being empanelled by NCERT for the supply of Math and Science laboratories across India.NSLS offers the widest variety of products and perfectly blended product mix, making every buyer contended. Many products are under one roof to make learning math and science easier.
NSLS is led under the dynamic brains of Master Nischal Narayanm, Mentor ,Double Guinness world Record Holder and Mr.N.Nageswara Rao,CMD.

VISION & MISSION:
To provide innovative educational concepts and products that  help children ,young adults and individuals perform to their potential. We are driven by passion to innovate and passion to excel.

MOTTO:
NSLS is a service to enrich &empower the students with strong Math &Science concepts with innovative components.

ABOUT MENTOR MASTER NISCHAL:
·    The ‘wonder child ‘who became the youngest ‘Double Guinness World Record Holder
‘in the category of memory –‘Most Random Objects Memorized ‘(225) and ‘Most  Numbers Memorized in a Minute(132)

· One of the 7 brilliant brains of the world –”National Geographic Channel”

· World memory champion ,2007(kids)

·National Child awarded for exceptionalachivements,2008 (Gold Medal)

· Author of volumes of books on school mathematics.

· Designer &Developer of Mathematics Laboratory.

· Master Mind to quality Legendary, Cambridge University examination(X,XI,XII standards) at the age of 13.

· Youngest entrant of Osmania University for Under Graduation.

· Youngest to qualify CA-CPT and CA-IPCC

· Promoter of literacy through Nischal Foundation &Nischal Ganithavadhana Peetham.

NISCHAL FOUNDATION:

Master,Nischal got an inspiration to start Foundation to help the deserving individuals for their education and to promote literacy.

Let us
join
hands
together
to
build
a
Literate
World

Feel Free to contact:
NIKHIL NARAYANAM
DIRECTOR, NSLS
Ph.no:7702770719,
E-mail ID: Nikhil@nsls.in