These are days when there is a huge tremendous change in the nature of jobs, the duration of such jobs, or even the existence of such jobs itself.  For example, there are several companies --- particularly the multinational companies -- where the entire Utilities management function, consisting of mechanical, electrical, electronics and civil maintenance is outsourced to external agencies for "cost effectiveness.

In other words, the jobs have been subcontracted to others who are specialists, but who do the job for far lesser salaries, but are fully accountable for the output from each functional area.

In fact, the entire  Business Process Outsourcing ( BPO) industry in India is built on the same model, where the foreign company, mostly based in the USA or in the UK or some other country in Europe, gets the work done by graduates in Science, Commerce or even Engineering, for salaries that are a very small fraction of what would have to be paid if they were to be done in the parent country by employees abroad.

Such changes need a drastic and dramatic change in the mindset of any young man or woman.  For example, those with an ordinary degree in say, commerce, but with a good command over the English language, can immediately take up a BPO job, where they would be able to use their basic skills in some way or the other.  Since the BPO jobs do fetch good salaries over a period of two or three years, it is very easy for such young people to be very easily employed elsewhere, after acquiring a higher qualification in cost accounting or company secretaryship.  Once this is done, switching from the BPO job to high end jobs in accounting or working capital management or funds management, budget preparation and the like, where there is tremendous scope for cost control, will enable the candidate to have very good careers in Finance.

So, the secret is to utilize whatever opportunity comes one's way and then go ahead.  Similarly, those in the IT profession would do well, to acquire the skills in every single domain, and then become a specialist in more than one area.  However, when they join, through lateral recruitment, a good organization like WIPRO or Infosys Technologies, it is very essential that they stick to one domain, pick up managerial skills and move on to generalist roles where they need to direct and guide hundreds of people.  In fact, only when they are given such responsibilities, the external world starts to look up and find out where such candidates can be poached for even better jobs and salaries and careers.

There is one important thumb rule in Career Planning -- between the age of 22 and 35, one should try to pick up at least five different skills and move on from one job to another, looking for the most important content and intrinsic nature of the job, rather than just salary.  It is very important to be a big fish in a small pond, rather than being a small fish in a big river.

For example, if one where to take the Human Resources function, after the initial three years when the individual needs to get a firm idea of all the statutory compliance work like the PF, ESI, Workmen''s Compensation Act, the Factories Act, and so on, he or she should compulsorily move on to at least a Deputy Manager's position where he or she will either be heading the HR function, with responsibilities of managing the Trade union and signing the long term settlements under the Industrial Disputes Act,  Only when he or she acquires this experience, he or she is respected in the industry.  If there is one single settlement where the person is able to get a whole lot of benefits for the Management as well, he or she is respected.  For instance, some settlements also have agreements on things like controlling absenteeism or reducing overtime.  Since the financial benefits far outweigh the outgo of money in terms of increased salaries and perks for the workers, such settlements, and HR Managers who produce such settlements are most sought after in the HR profession.  It is only such people who also get an exposure in what is now called "soft HR", in areas like Performance Management, Competency Based Management, Potential Appraisal, Training and Development and so on.

So, whet are the real tricks and the basics?  Very simple.  What is really required is a good understanding of what the market wants and then developing a whole range of experiences that match those skills in both the short and the long term.

Those with engineering degrees in South India, for example, hang around for many years without a job.  They do not even understand that the real scope is in the North of India, where there is tremendous scope for both fresh engineers and experienced engineers in any discipline.

For example, in the cement industry, there is tremendous scope for mechanical engineers, electrical engineers and so on.  The real jobs are found in the factories in the North of India, since most of the companies manufacturing cement are based in North India.

A real understanding of the particular domain relating to one's basic qualification and experience is must.

There are emerging areas where one can find very good careers.  For example, those with a background in intellectual property rights are much sought after, as such specialists are very rare.  Very young people, can acquire a good SAP qualification and go ahead for very good careers in this profession.

The secret is to think differently, understand where exactly the scope is and then follow the basic steps.  Career planning is an art that needs to be perfected through experience.