Fashion Designing

Fashion Designing : Introduction

India which has always been a centre for the textile and garment trade is also growing into a centre of innovation in garment and accessory design. Fashion technology has a wide scope for choosing a career. Now the fashion industry has become so specialized that it encompasses a vast field of studies in design, concept management, design production management, quality control, planning, 



fabric design, printing, fashion accessory design, fashion merchandising, textile science, colour mixing, marketing and so on. 


The primary areas of work in the fashion industry are market research, designing and manufacturing of garments and textiles.  
Fashion design is the most important area of work in fashion industry. Designing involves creating original designs after studying the changing trends of the market i.e market research. It has various fields of specialisation like garments, footwear, jewellery and even luggage. It is a challenging field as it requires the coordination of various jobs, in small concerns it is usually a one man show but in big organisations the jobs are specialised and allotted to different people. 






Manufacturing involves purchasing textiles and fabrics required for the design and making the garment according to the master pattern. Manufacturing process requires employment of a large number of trained personnel






 Eligibility & Course Areas

Minimum eligibility for the Undergraduate course in this field is 10+2 with 50% marks and for Post Graduate courses graduation. In the prominent institutes, admission is strictly on merit- through written test, situation test, group discussion and interview. These courses are aimed at understanding concepts related to costume, jewellery, leather goods and many other similar products where fashion matters. 


The courses include Graduate, Post graduate, Certificate and Diploma in the following areas: 


 • Accessory designing and fashion designing 





 • Garment Manufacturing Technology
 • Apparel marketing and Merchandising
 • Leather and Garment Design and Technology
 • Knitwear Design and Technology
 • Textile Design and Development
 • Fashion Journalism and Presentation
While 10+2 is sufficient for Accessory designing and Fashion Designing, Graduates are preferred for other courses.


The training also includes internship in an organization which gives the students industry functions. Training is usually imparted keeping in mind the demands of the international market. Most training institutes have the  latest technologies including laboratories, workshops, design and research centers, libraries, computers and information about the latest development in the industry.
Prominent institutes in Fashion Technology are National institute of Fashion technology (NIFT), National Institute of Design (NID), International Institute of Fashion Technology, New Delhi (IIFT); IEC School of Art and Fashion, New Delhi; Indian Institute of Art and Fashion Technology (IIAFT), Mumbai; Pearl Academy of fashion, New Delhi; J.D Institute of fashion Technology, New Delhi.




Job Prospects  :The candidates after successful completion of the course can find excellent placements in garment, leather and jewellery industry as merchandising executives, fashion designers, illustrators, fashion co-coordinators, etc. Export houses, textile mills, garment store chains, boutiques, leather companies, jewellery houses, fashion show organisers also look for such candidates. 


Career Options in Fashion Industry
Fashion Designing | Textile Designing | Apparel Merchandising | Journalism & Presentation (Media)


Fashion Designing
Fashion designers develop new styles and products for clothing apparel and accessories by creating original designs or by adapting fashions to suit local conditions, trends and buyers. They are the ones who approve final samples before they go into production. The designer begins the designing process only after thorough market research, i.e., understanding the needs of the client/market in terms of changing trends, budget etc. Accessory Designers specialise in designing shoes, bags, scarves, jewellery, ties, etc which complete the look of the garment.


Personal Attributes:  Fashion designers need to be artistic, creative and must posses ability to translate ideas in sketches, must have keen sense of colour i.e. combination of shades and tones, visual imagination & knowledge of market trends. 


Educational Qualification: Basic qualification for a course in fashion designing is 10+2, it varies depending on the course chosen.


Job Prospectus: They can find employment with professional designers as apprentices, with manufacturing units, export houses, boutiques, media as costume designers, freelancing for fashion houses and boutiques and at the same time it is a rewarding possibility for self employment by opening your own boutique.  


Fashion coordinators arrange and supervise the marketing of fashion clothing for manufacturing houses, textile firms and retail stores. It is a highly competitive job involving a variety of functions. They advice on latest fashion trends, organise fashion shows, assist in advertising i.e. promoting sales and liaison with fabric dealers to ensure that the fabric, buttons and colours are of the correct shade, quality and design. Coordinates may be required to travel widely to get an idea of the fashion trends.


Personal Attributes: Must have high level of artistic and creative talents, a natural flair for fashion, sound judgement, excellent communication  and organisational skills.


Illustrator draw free hand sketches of designers ideas. They not only need outstanding sketching skills but at the same time requires excellent communication skills. Illustrator at times has to discuss with customers when new collection is introduced and this requires ability to interact.


He/she is a much sought-after person by big garment houses and organisations.


Fashion Consultant must be aware of the trends and transitions in the fashion market along with knowledge about fashion designing. They are expected to offer ideas regularly on how to further develop a product to be readily absorbed in a market. He/she should be a sharp observer sensitive to changing trends.


Cutting Assistants have to cut samples according to specifications of the designer. A cutting assistant cuts samples, makes and alters patterns to see that the design visualised can be converted to a real dress. 


Sketching Assistants make the technical sketches of the garments and makes drawings for presentation. It is from this specification sketches one decide how a garment has to be fabricated. The sketching assistant sometimes have to the select the fabric also.  


Fashion Stylist has to coordinate the entire wardrobe for a fashion show or programme to promote the sales of the products. It involves coordinating the dress, accessories, make up, hairstyle, even the colour of the nail polish of the model according to the theme and the overall look of the show.  Sometimes a stylist is even involved in fabric selection. He/ she has to be well versed in the trends and happenings in the industry and also have a keen sense of current fashion trends.


Textile Designing


Textile Designer or Fabric Designer : designs woven, knitted or printed fabrics for clothing and other home ware items like carpets, tableware etc. They treat the yarn through different types of processes to give it a particular finish. The textile designer also make drawings of initial concepts and work with various yarns and fabrics taking into account the final use of the fabric by translating the designs into marketable fabrics.


Textile designers work within and alongside industries such as fashion, interior design, and textiles. They may also work under professional designers or as freelance designers working with a client base.


Colourist play a vital role in the textile-printers, artist team. They are involved in block printing or machine printing. They must keep a record of colour samples and fabric pieces and have to work in a high paced environment, to meet deadlines. The colourist has to be very organised and must carefully follow precise instructions. 


The other career options in textile designing are weavers, embroidery designers, dying & printing consultant, fabric analyser, textile lab manager, fabric resource manager etc.


Apparel Merchandising  
Fashion Merchandisers are mainly responsible for marketing. He/she has to study past and current sales data and analyse trends. They have to collect specifications from the buyers, coordinate with fashion designers and production team to develop a product which meets market requirement. They must have knowledge of fashion trends, textures, materials and colours on one hand and understanding of market demand and the production processes on the other. At the same time have analytical ability and communication skills. 


They can find employment with garment industries, export houses, manufacturing firms etc.


Visual merchandising  a comparatively new career field which has sprung up with the growing popularity of window and floor displays. Visual merchandisers main area of work is to create impressive window displays. They can find employment with fashion boutiques, shopping malls, emporia etc. They are also engaged as shop floor managers. They can also do freelancing on contract basis for window displays in exhibitions, fairs and other places. 


Other career options under this head are production coordinator, quality control supervisor, fashion retailer, export manager etc.  


Fashion Journalism and Presentation
Fashion Journalist is an overall in-charge of a fashion magazine. It is through them that the general public gets to know the latest fashion trends. 


He/she should have excellent taste for fashion and keep themselves abreast with latest fashion news, consumer reaction to new collections, fashion shows, current and future trends in colour, design and fabric. Today fashion journalist has a bright scope for employment as there is a need for exclusive articles and programmes with the development of fashion industry. 


Fashion Photography is an extremely creative and well paid profession. Fashion photographer needs to have a keen eye for aesthetic detail, a thorough knowledge of cameras and the technicalities involved in taking pictures, of light, distance and perspective to be successful. He/she should be inventive and able to visualise and communicate his ideas,  at the same time must be sensitive to the moods of the models and interact freely with them. Fashion photography is one of the choices that photographers can diversify into. They can do freelancing and find employment with fashion houses, designers, fashion journals and news papers. 


 
 



Modelling If you have an attractive and outgoing personality and good communication skills, you can opt for modelling. Modelling is a highly paid job and is categorised into live modelling and photographic modelling. Live modelling is what we see in fashion shows, exhibitions where models display clothes and accessories for potential customers. Photographic or still modelling is taking photographs for Magazines, newspapers, catalogues and films for advertisements. One must take care to maintain their figure and looks, as modelling is a highly competitive field. Good looks, height,  an attractive physique combined with self confidence and a trendy approach to life goes a long way to make a model popular. In addition they should be highly photogenic. Patience and the ability to stand criticism are vital for survival and progress.


Models can find employment with designers, in design houses, advertisement firms etc.


Fashion Stylist has to coordinate the entire wardrobe for a fashion show or programme to promote the sales of the products. It involves coordinating the dress, accessories, make up, hairstyle, even the colour of the nail polish of the model according to the theme and the overall look of the show.  Sometimes a stylist is even involved in fabric selection. He/she has to be well versed in the trends and happenings in the industry and also have a keen sense of current fashion trends.




INSTITUTES in INDIA

  

A.L.T. Training College, Bangalore( Karnataka )
Kaikodanahalli, Sarjapur Road, Near Bellandur Gate, Carmelram Post , Bangalore ( Bangalore (Bengaluru) Dist. ) - 560035


I.I.F.A. India, Jaipur( Rajasthan )
65, Greater Kailash colony, Behind Apex Mall, Lal Kothi, Tonk Road , Jaipur ( Jaipur Dist. ) - 302015


J.D Institute of Fashion Technology, Noida( Uttar Pradesh )
JD B-23A, Sector 62, Next to Fortis Hospital , Noida ( Gautam Buddha Nagar Dist. ) - 201301


J.D. Institute of Fashion Technology, Mumbai( Maharashtra )
Hemu Arcade, West Vile Parle Station , Mumbai ( Mumbai Dist. ) - 400056


Mangalore Institute of Fashion Technology, Mangalore( Karnataka )
Plot No.152-A, Near BP Filling Plant, Baikampady , Mangalore ( Dakshina Kannada Dist. ) - 575011


N.I.F.T. - T.E.A. College of Knitwear Fashion, Tirupur( Tamil Nadu )
SIDCO, East of TEKIC, Mudalipalayam , Tirupur ( Coimbatore Dist. ) - 641606

AKS Group Of Institutions, Cuddalore( Tamil Nadu )
86, Pudupalayam Main Road, Pudupalayam , Cuddalore ( Cuddalore Dist. ) - 607001


Arch Academy of Design, Jaipur( Rajasthan )
Plot No. 9, Govind Marg, Opp. Block A, Malviya Nagar Institutional Area , Jaipur ( Jaipur Dist. ) - 302017


Cadence Academy, Nagpur( Maharashtra )
Hakkim Arcade, 2nd Floor, Rear Wing, W.H.C Road, Dharampeth , Nagpur ( Nagpur Dist. ) - 440010


Dezyne E'cole, Ajmer( Rajasthan )
106/10, Civil Lines , Ajmer ( Ajmer Dist. ) - 305001


Global Institute of Fashion Technology (G.I.F.T.), Kolkata( West Bengal )
216/2F, AJC Bose Road , Kolkata ( Kolkata Dist. ) - 700017


Green Institute of Management Studies, Kannur( Kerala )
Casa Marina Complex, IInd Block, IIIrd Floor, Near A.K.G. Hospital, Talap , Kannur ( Kannur Dist. ) - 670004


I.I.F.A. India, Jaipur( Rajasthan )
65, Greater Kailash colony, Behind Apex Mall, Lal Kothi, Tonk Road , Jaipur ( Jaipur Dist. ) - 302015


I.N.I.F.D., Pune( Maharashtra )
INIFD Campus, 1st floor,Above Raj Motors,Opp. Geetai Shopping Mall,Paud Road, Kothrud , Pune ( Pune Dist. ) - 411038


International institute of Fashion Design (I.N.I.F.D.), Kalyan( Maharashtra )
A/204 Zojwala shopping center ,Above Ramdev Hotel, Agra rd,Kalyan (west) , Kalyan ( Thane Dist. ) - 421301


S.C.S. Kothari Academy for Women, Kilpauk( Tamil Nadu )
SBK House, 17, Venkatapathi Street , Kilpauk ( Chennai Dist. ) - 600010


Sasmira - The Synthetic and Art Silk Mill's Research Association, Mumbai( Maharashtra )
Sasmira Marg, Annie Besant Road, Worli , Mumbai ( Mumbai Dist. ) - 400030

The Merchant Navy

Introduction

The Merchant Navy is a non-combatant commercial fleet, which deals with transporting cargo and occasionally, passengers, by sea. Its fleet is therefore composed of passenger vessels, cargo liners, tankers, carriers, as well as other special types of vehicles. A career in this field is full of adventure and long voyages to exotic places. Above all this, the excellent pay and promising promotional opportunities make the career lucrative and exciting in spite of all the hard work life and long absence from family and home.

The main positions open in the merchant navy are for navigating officers, radio officers and marine engineers. They are usually employed by shipping companies on a contractual basis, which is generally of six to nine months' duration. Earlier a career in this field was considered purely for men. Women were not generally known to take up jobs in Merchant navy but the past few years have seen a positive change with many women taking up jobs as ship doctors and radio officers.
In Merchant Navy, major tasks performed are in three basic areas of a ship. The Deck, the Engine and the Saloon Department. There are thus, many career options that are available for any youngster who has dreams to join the merchant navy. The deck officers include the captain, chief officer, second officer, third officer and other junior officers. The engine department consists of the chief engineer, second engineer, third engineer, fourth engineer, electrical officer and junior engineers. The service department manages the kitchen, laundry and other services.  

    
Jobs are available with shipping companies in India and other countries.
Prominent institutes conducting courses in this field are TS Chanakya, Mumbai and Marine Engineering Research Institute (MERI), in Kolkata and Mumbai.

Eligibility & Course Areas

qualification: The minimum eligibility for courses in Nautical science and Marine engineering is 10+2 or an equivalent examination with physics, chemistry and mathematics. He should also pass a medical fitness test for sea service under standard norms and with eyesight 6/6 with no colour blindness.
Candidates wishing to enter the navigational and engineering fields of Merchant Navy need to complete a Bachelors degree in Nautical Science or Marine engineering, before they can gain admission to the field.
Selection: Candidates are selected for the B.Sc. Nautical Science degree of TS Chanakya, Mumbai; and the four-year Marine Engineering degree course at Marine Engineering Research Institute (MERI), in Calcutta and Mumbai, known as DMET, through the Joint Entrance Examination conducted by the Indian Institute of Technology (IIT), which assesses the candidate’s knowledge of physics, chemistry and mathematics. The examination is followed by personal interviews/counseling, where the interviewers assess the degree of alertness, and awareness of the external environment, in the candidates and their suitability for a career in the Merchant Navy.  
The entry level for a fresh Marine Engineer (ME) is at the rank of fifth engineer or junior engineer and a Nautical Science graduate is as a Deck Cadet. Promotions depend on further examinations conducted by the Directorate General of Shipping (DGS), the quality of experience and personal merit. On successfully completing these examinations the candidate receives the 'Certificates of Competency' needed for promotion to the respective classes. This examination is conducted by the Ministry of Surface Transport, in association with the Directorate General of Shipping (DGS) Mumbai, for determining the promotion prospects for the officers.
Direct entry to Merchant Navy is also possible - students who have completed their 12th with PCM (Physics, Chemistry, Mathematics) are eligible to join as Deck Cadets and a student holding a bachelor's degree in Mechanical/ Electrical/ Technology Engineering could also join the Merchant navy as a Engine Cadet/ Fifth Engineer/ Junior Engineer. Direct entry Deck Cadets are required to undergo basic pre-sea training arranged by the recruiting company itself and the direct entry Engineering cadets are preferred to do a Pre-sea course of 9 months duration in Marine Engineering conducted by the MERI.
  
  
  
Personal attributes: A career in the merchant navy requires people with strong inner self and tough physical form, along with a sporting, adaptive and adjustable attitude. Willing to take on responsibility, love for adventure and challenges; have the urge to strive for higher positions; be able to work as well as study for examinations in between. Candidates need to be intelligent, intuitive, willing to work as a team, flexible, patient; have a liking for solitude, willing to live apart from loves ones for long stretches of time. Those opting for a career should not be sea sick.
Engineers need to be resourceful and practical; skilled at Maths and Physics; have in-depth knowledge about the workings of the different machines. Manual dexterity is a must; one should be willing to learn new ways and work with modern technology; and able to work in the deck department as well if need arises.

Job Prospects
Merchant Navy is the backbone of international trade, carrying cargo across the globe. Without the merchant navy, much of the import-export business would grind to a halt. Therefore trained personnel is required for various departments of the ship and this widens the scope for employment in this field.
They are offered jobs in the following major areas :
 •  By various shipping companies in the government and private sector.
 •  Foreign shipping companies also offer good job prospects.
Career options
Deck Department
The Deck Officers: Deck officer or navigation officer as the name suggests is in charge of the navigation of the ship. That particular department is called Deck department. The captain or the master of the ship is in charge of the ship. He is not only responsible for the safe navigation of the vessel but also for the discipline on the ship and safety of passengers, crew and the cargo. He must ensure the observance of national and international codes of conduct guiding sea transportation. The captain of the ship is further assisted by first mate, second mate and third mates. The First Mate / Chief officer is the right-hand man to the Captain; the second in-command. He overseers all the cargo planning, assists during navigation, allocates duties and work for the maintenance and upkeep of the ship to the Deck Cadets and deck crew, ensures that discipline and order are maintained. The Second Mate / Second officer, assistant to the First Mate is in-charge of checking all mails and keeping the navigational equipment and charts in good condition and also assists in navigational watches at sea and cargo watches at port. The Third Mate / Third officer is responsible for keeping safety equipments -the lifeboats, firefighting and signaling equipment in top condition; acts in the capacity of signal officer and assists with cargo work.
The deck department also has other staff with specific duties called 'ratings'. They act as look outs and helmsmen, assist with the securing of the ship as it docks at ports and help clean tanks and holds before the cargo is placed in them.
Engine Department
Marine Engineers: Marine Engineers have the complete responsibility of the ship's technical management. The main personnel in this department is the Chief engineer who ensures safe and economic running of all engines, boilers, electrical, refrigerating and sanitary equipment, deck machinery and steam connections aboard the ship. He supervises the work of the engine-room crew and is assisted in his duties by the Second, Third, Fourth and Fifth Engineers and other junior personnel.
Second engineer looks after the day to day work in the engine room. Third engineer is in charge of the main engine, spare parts for the main engine, all purifiers, boilers, compressors etc. Fourth engineer is in charge of the numerous generators onboard ship as well as certain small pumps.
Besides the officers of the navigation and engineering teams most ships have a Radio Officer and an Electrical officer. The Radio Officer is in charge of the radio room and handles the operation of the wireless and transmitting of signals. Electrical Officer is responsible for the functioning and handling of all electrical equipment onboard the vessel. There is another one named seaconny, who ensures that the ship is on course and that the gangway at port is well-guarded.
Service Department
The work undertaken here revolves around the living and catering services for all the crew on board. A chief steward heads a large team of stewards, bakers, mess men etc. Apart from this, the department also has other services such as the services of Divers for underwater examination of the heel of the ship, propellers, pipes etc. Light Keepers, who operate light house signaling equipment to guide incoming and passing  ships, and Nautical surveyors, who prepare charts of particular regions of the seas, with regard to topography and conditions of the sea.
Promotions in Merchant Navy:
Ministry of Surface Transport, Government of India, takes care of the training needs and conducts competency exam through the Directorate General of Shipping (DGS). 'Certificates of Competency' awarded by the DGS, is needed for promotion to the various respective classes.
Deck Department: A candidate joining as Deck cadet after finishing his bachelors in Nautical Science or through direct entry, is eligible to appear for his Second Officer/ Second Mate FG - Foreign Going Examination after 36 months of sailing. Lal Bahadur Shastry Nautical College, Mumbai which gives training for Second Officers Exam has made college attendance of 6 months compulsory to appear for the exam. Besides physics and Mathematics a student is tested in Ship stability and Construction, Meteorology, Principles and Practical navigation, Chart work; written as well as oral and the cadets knowledge of seamanship.
  
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After completing 18 months of sailing time the third officer can appear for the Chief Officer/ First Mate Foreign Going Examination. Here again the candidate is required to attend 6 months classes in Lal Bahadur Shastry Nautical College, Mumbai. A further period of 18 months sailing time is required before a candidate can appear for Masters foreign Going Exam. The process of rising from a deck cadet to the master of a ship will take a minimum of at least 12 years.
Engineering Department: A candidate joining as Engine cadet/ Fifth Engineer officer/ Junior Engineer after finishing Bachelors in Marine Engineering is eligible to appear for class IV examination for promotion to the fourth Engineer or in some cases as Third Engineer. After completing further 18 months of sea time of which minimum 12 months is propelling time the candidate can appear for class II examination for promotion to Third Engineer or Second Engineer. Again on completion of 18 months sailing time candidate can appear for Class I examination for promotion to chief Engineer officer.

Remuneration
The starting salary varies between Rs 25,000 to Rs 50,000 a month. A person gets a variety of benefits such as free food, accommodation, paid leave, two-way free passage and facilities for families. In other words, the salary can be saved totally while one is on ship. The perquisites include bonus, holiday travel and other annual benefits. Foreign companies pay higher, and a starting salary of $ 1,500 to $ 2,500 can be expected.  


Institutes

Coaching center for Merchant Navy Selection
The Horizons
B-xx-83, college road civil lines
Ludhiana, Punjab
Phone  :0161-3941308
E-Mail :Contact Us, Contact Us
Website : http://www.thehorizons.in/
The institute is Authorized by stet maritime education pvt ltd Singapore, to select candidates and send them to Singapore for training and jobs. The institute also prepare fresh candidates and help them for selection into world's best shipping companies. It is  run by a master mariner, committed to quality and excellence.
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CAREER OPTIONS IN MODELING

CAREER OPTIONS IN MODELING




Modeling : Introduction


 Modeling today has become one of the most sought after career options for youngsters . This is one of the most thrilling as well as lucrative profession, it attracts males and females equally, though there was a time when females dominated the field. With the expansion of consumerism and media there has been a fabulous boost in the ad industry. This along with upsurge in fashion industry have made modeling an attractive career option.
It has generated a large and continuing demand for fresh faces and personalities to launch and promote a variety of branded products or show a garment to its best advantage.

Modeling is undoubtedly a glamorous field which offers tremendous opportunities to travel and meet various classes of people. Moreover once established it is a highly paid job. Even with all these plus points it involves lot of hard work, dedication and perseverance to be successful in this field. It is a highly competitive and short- lived career. Further, stress factor is high and the hours are erratic. The job also requires a lot of stamina and patience. 

 It is a profession where educational qualifications become insignificant and physical attributes and personal qualities assume importance.

Modeling are of various types. The modeling can be broadly classified into ramp modelling, television modeling and print modeling.

Modelling : Eligibility & Course Areas

 Eligibility: There is no specific qualification or age limit to enter into this field. First step for making an entry is to prepare a portfolio. This consists of a series of photographs taken by a professional photographer. The portfolio can then be shown to an advertising agency, a model co-ordinating agency providing suitable models according to requirements, or a fashion designer. Another way to enter into this career is to apply for the contests sponsored by magazines, cloth manufactures, cosmetic companies etc and participating in beauty pageants.

There are no set standards of training in this area, and models are usually expected to learn on the job. A beginning for training in this field has been made by ex-models who have set up training schools, however it is restricted mainly to Delhi and Mumbai.

Training programs includes instructions on beauty care, make-up, hair styling, diet and exercise, how to walk and carry yourself elegantly and so on. These training programs include guidance on how to make a contract and other technicalities. Guidance on making a portfolio also forms a part of such training programs.
 Personal attributes:

Main attributes required to become a model is a good and healthy complexion, and lustrous hair. Models should be tall, fashion industry criteria for best models are 5'7" to 6' or 6' plus. For a man, height should be 6' or 6' plus and he should be muscular. Being photogenic is the single most important quality to have for a model. Apart from this good knowledge of acting, camera friendly attitude and a great amount of self confidence will reward success in this profession. They must also be open to criticism

Modelling : Job Prospects & Career Options

 Job prospects

There is no dearth of jobs in modelling these days. Job prospects are available to models :

 •  In product advertising
 •  Featuring in music videos
 •  Doing live fashion shows
 •  Showroom displays or garment fairs
 •  Opening a school for models
 •  Setting up a model co-ordinating agency
 •  Acting in television programmes or films

Career options

Modelling can be mainly classified into Television modelling, Print modelling/Still modelling, Ramp modelling/live modelling, Show room modelling, Advertising modelling etc.

Television modelling: This involves modelling before the Movie camera, to be used for Television commercials, cinema, video, internet etc. Modelling for video or films often includes some acting or dance and is mostly conducted on location. To make a successful television model you need a flair for acting.

Print modelling: Models generally pose for still photographs, to be utilized in the press advertisements, brochures, magazines, catalogues, calendars etc. Models for print media have to work along with ad agencies and photographers.

Show room modelling : As per the name it take place in the showrooms. Models work generally for the exporters, garment manufacturers and the big garment retailers to display the latest trends of fashion to the buyers.

 Ramp or catwalk modelling / Live modelling: Requires models to display the garments and accessories in front of a live audience. This can be at an exhibition or a fashion show, or at a showroom or point of purchase. Ramp modelling, thus, requires long hours of practice. Performing in a live show before an audience can be very stressful. It requires tremendous confidence and poise. Ramp models should have a good posture, walking style and body language.

Advertising modelling: This is the one where both print & electronic media has equal importance. It is in order to promote or popularise a product. Advertising models appear in press advertisements, on posters, in TV commercials and advertising films. Advertising modelling is open to models of all age groups. Basic acting skills and a photogenic face are must.


Modelling : Remuneration

        

The amount of money paid to models depends upon how prestigious the show is and who the organisers are. Female models typically earn more than male models for similar work. An established model who is consistently on the popularity charts earns anything between Rs 20,000 to Rs 50,000 per fashion Show. Low budget shows pay models somewhere around Rs 5,000 to Rs 10,000. Print ads pay according to the number of photographs used. Magazine spreads and billboard advertisements also pay well - reputed magazines paying around Rs 15,000 to Rs 25,000 per photograph.

Modelling : Contact Details of Model / Talent Agencies

Modelling Agencies in USA(New York Only)

  University Models Inc.
1133 Pleasantville Rd, 3rd Flr, Briarcliff Manor, NY 10510
web: www.universitymodels.com
E-mail: Contact Us
Fax:914-923-3664

 •  Conwall Career Centre
Two Symphony Circle, Buffalo, NY 14201
Ph: 716-884-0763; Fax: 716-882-8931

 •  New Faces
70-10 Austin St, Forest Hills, NY 11375
Ph: 718-261-7759; Fax: 718-261-3506

 •  Personal Best,
3960 Harlem Rd, Ste 11C, Buffalo, NY 14226
Ph: 716-839-9012

 •  Nexus Personal  Mgmt,
PO Box 614, Fairport, NY 14450
Ph: 716-425-1377; Fax: 716-425-1362

 •  New Faces
25 Woodbury Rd, Hicksville, NY11081
Ph: 516-822-4208; Fax: 516-938-1725

 •  Barbizon/Shiver Model Management
117 Metropolitan park, Liverpool, NY 13088
Ph: 315-457-7580; Fax: 315-457-6289

 •  Claire Model & Talent Mgmt Inc.
PO Box 1351, Long Beach, NY 11561
Ph: 516-897-3703; Fax: 516-889-4889
Email: Contact Us

 •  Mary Therese Friel Inc.
1251 Pittsford Mendon Rd, Mendon, NY 14506
716-624-5510; Fax: 716-582-1268
Web: www.youcanbe.com

 •  Elite Model Management
111 East 22nd St, New York, NY 10010
Ph: 212-529-9700; Fax: 212-475-0572

 •  Flaunt Model Management Inc.
114 East 32nd Street, Ste 501, NYC, NY11016
Ph: 212-679-9011

 •  Grace Del Marco Multi-Cultural Model & Talent Group
350 fifth Avenue, Ste 3110, New York, NY 10118
Ph: 212-629-6404; Fax: 212-629-6403

 •  Gramercy Models Inc
928 Broadway, #500, New York, NY 10010
Ph: 212-598-1003; Fax: 212-254-9486

 •  ID Men
155 Spring Street, New York, NY 10012
Ph: 212-334-4333; Fax: 212-334-4999

 •  Karin Models
524 Broadway, New York, NY 10012
Ph: 212-226-4100; Fax: 212-226-4060

 •  The Lyons Group
505 Eighth Ave, Ste 1400, New York, NY 10008
Ph: 212-239-3539; Fax: 212-643-1920

 •  Mac2
156 Fifth Avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100;  Fax: 212-627-7293
Web: www.macdonaldrichardsmodels.com
Email: Contact Us

 •  Madison Models
84 Wooster St, 4th Flr, New York, NY 10011
Ph: 212-941-5577; Fax: 212-941-5559
Web: www.madisonmodels.com
Email: Contact Us

 •  Major Model Management
381 Park Ave South, Ste 1501, New York, NY 10016
Ph:212- 685-1200; Fax: 212-683-5200
E-mail: Contact Us

 •  Marilyn Inc
300 Park Ave South, 2nd Floor, NYC, NY 10010
Ph: 212-260-6500;  Fax: 212-260-0821

 •  Maxx Men
30 E 20th st, 6th Fl, New York, NY 10003
Ph: 212-228-0278; Fax: 212-228-0438

 •  Mc Donald/Richards Model Management . NYC
156 fifth avenue, Suite 222, New York, NY 10010
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com
E-mail: Contact Us

 •  Mega Management
594 Broadway, Ste 507, New York, NY 10012
Ph: 212-334-5800; Fax: 212-334-9164

 •  Metropolitan
220 Fifth Ave, Ste 800, NYC, NY 10001
Ph: 212-481-0500; Fax: 212-481-2525


•  Model & Talent Management
15 Penn Plaza, Ste. 170 New York, NY 10001
Ph: 212-239-6608; Fax: 212-967-4256

 •  Natasha's Models .Scouting Office
143 E 13th, New York, NY 10003
Contact : Allesandra Litta
Web: www.natashas.com
Tel/Fax: 212-475-8783

 •  New York Model Management
149 Wooster St, 7th Floor, NYC, NY 10012
Ph: 212-539-1700; Fax: 212-539-1775
Web: http://www.newyorkmodels.com

 •  Next Management
23 watts Street, New York, NY 10013
Ph: 212-925-5100; Fax: 212-925-5931
  Web : www.nextmodels.com

 •  New York City, Modeling Agencies, Children
Ford/Children, 142 Greene St, 4th Flr, NYC, NY 10012
Ph: 212-219-6150; Fax212-219-6156

 •  Generation Model Mgmt Inc
20 West 20th, Ste 1008, New York city, NY 10011
Contact : Patti Fleischer
Ph: 212-727-7219; Fax: 212-727-7147

 •  Little Macs/Macs Teens
156 Fifth Avenue, Suite 222, New York, NY 10010
Contact : Benjamin Donner
Ph: 212-627-3100; Fax: 212-627-7293
Web: www.mcdonaldrichardsmodels.com

 •  Product Model Management Inc
240 W 35th, Ste 1001, New York, NY 10010
Ph: 212-563-6444; Fax: 212-465-1967

 •  Withlemina /Children's Division
300 Park Ave, South, New York, NY 10010
Ph: 212-473-1253; Fax :212-473-3223
Modelling Agencies in Canada, Newfoundland


  X-Posure International Inc
155 Water St. Ste 101. St John's NFLD A1C 1B1
Contact : Ms Alma Connock
Ph: 709- 579-2996; Fax: 709-726-3956

Contact Details of Model / Talent Agencies in Australia

•  Allure International Models Pty Ltd
35 Dover St, Albion, QLD 4010
Contact : Jacqueline Schell
Ph: 7-3262-6566; Fax: 7-3262-6577

 •  Tamblyn Models
Concrode House - Level 2, 217 George St, Brisbane, Qld 4000
Contact : Sallie Tamblyn
Ph: 7-3229-1299; Fax: 7-3229-1243

 •  Cosmopolitan Model Mgmt
537 Malvern Rd, Toorak, Melbourne, VIC 3142
Ph: 3-9823-1438; Fax: 3-9826-5196
Contact : Deborah Miller

 •  Jemma International PTY LTD
Level 3, API House, 100 Murray St, Perth, WA 6000
Contact : Maxine Howell- Price
Ph: 8-9421-1770; Fax: 8-9421-1797
Email: Contact Us

 •  Spiers Model Management

858 Hay Street, Perth 6000- Western Australia
Contact : Liz Joyce /Jan Fabretti
Ph: 8-9322-1044; Fax: 8-9322-1044
Web : www.spiers.wantree.com.au
Email: Contact Us

•  China Arts - Int'l  Asian Model Management
7B, 2nd Flr, 251 chapel St, Prahran, VIC 3181
Contact : Hanning l. Han
Ph: 3-9533-6688, 0412-466-996; Fax: 3-9533-6688

 •  Giant Management PTY Ltd
15 Darling St, PO Box 580, South Yarra, VIC 3141
Contact : Greg Tyshing
Ph: 3-9866-6455; Fax: 3-9866-6389
Email: Contact Us

 MODEL INSTITUTIONS IN INDIA
 
Aditi Modelling Service, Bangalore( Karnataka )
324,Upper Palace Orchard , Bangalore ( Bangalore (Bengaluru) Dist. ) - 560 080

Ashraf Studios, Mumbai( Maharashtra )
Opp.Mahim Rly. Station,Mahim West , Mumbai ( Mumbai Dist. ) - 400016

Boman Irani, Mumbai( Maharashtra )
51/L. Paradise,Shyam Niwas,Bhulabhai Desai Road , Mumbai ( Mumbai Dist. ) - 400026

Catwalk, New Delhi( Delhi )
K-40, Hauz Khas Enclave , New Delhi ( Delhi ) - 110016

Face 1, Mumbai( Maharashtra )
797, Jesia Building,Jam-e-Jamshedji Road,Parsi Colony,Dadar , Mumbai ( Mumbai Dist. ) - 400 014

Glitz, New Delhi( Delhi )
F-100 Lajpat Nagar II , New Delhi ( Delhi ) - 110 024

Mayrose Management Services, Mumbai( Maharashtra )
302,Radha Mukund,B.P. Road,Dahisar-West , Mumbai ( Mumbai Dist. )

New India Models.Com, New Delhi( Delhi )
201,Mayur Plaza,LSC Opp. ASN School, Mayur Vihar Phase-1 , New Delhi ( Delhi )

Ozone Models Management, Mumbai( Maharashtra )
Gamdevi Phiroze Shah Road,Santa Cruz(W) , Mumbai ( Mumbai Dist. ) - 400007

Passion EC, Kolkata( West Bengal )
191,Sector I,Salt Lake , Kolkata ( Kolkata Dist. )

Platinum Models, New Delhi( Delhi )
A 276, Shivalik , New Delhi ( Delhi ) - 110017

Profilez Estd., Hyderabad( Andhra Pradesh )
P29, F10, UCO Avenue Apts.,Novodaya Colony,Srinagar , Hyderabad ( Hyderabad Dist. )

RG Advertising & Modeling Agency, New Delhi( Delhi )
J-1/31, Malviya Nagar , New Delhi ( Delhi ) - 110017

The Bridge, New Delhi( Delhi )
201,Bhanot Trade Centre,Paschim Vihar , New Delhi ( Delhi )

The Modelling Academy, Mumbai( Maharashtra )
Malad , Mumbai ( Mumbai Dist. ) - 400064

Interview Questions

  

Interview Questions

 

Colleges and units are required to develop a core set of questions for each selection process as a

mechanism for gathering consistent information about each candidate they consider.

Thes e

questions can assess candidates based on the position responsibilities/duties (for example, “Can you

discuss your experiences us ing software to create profess ional presentations and give me an example of

ion?”) and should also include ques tions that assess whether

a time you did this for a previous organizat

an individual is committed to our institutional values (s ee previous page).  Below is a set of sample

questions based on these values.  A sample interview guide follows these questions on pages 22-24.

Change Management

1.  Tell me about the most difficult change you have had to make in your professional career.  How

did you manage the change?

2.  Describe a time when you felt that a planned change was inappropriate.  What did you do?  What

were the results?

3.  Tell me about a time when you had to adapt to an uncomfortable situation.

4.  Tell me about a time you led a change effort.

5.  Describe a time a c hange effort you were involved in was not as successful as you would have

liked.

6.  Give me an example of a time you had to adjust quickly to changes over which you had no

control.  What was the impact of the change on you?

7.  Give me an example of a time when you helped another person accept change and make the

necessary adjustments to move forward.  What were the change/transition skills that you used?

8.  Describe a s ituation where you, at firs t, resisted a change and later accepted.  What specifically,

changed

Collaboration

1.  Work ing with others usually involves some give and take.  Describe a time when you worked out

an agreement with a peer or colleague.  What did you do?

2.

Describe a time when you wished you’d been more collaborative with others.  What did you do?

3.  Leaders often have opportunities to foster positive relations hips at work.  Give me an example of

a time when you did this.

Tell me about one of the toughest groups that you’ve had to work with.  What made it difficult?

4.

What did you do?

5.  Interdepartmental cooperation involves giving and receiving.  Tell me about a time you

collaborated with others  to determine courses of action to achieve mutual goals.

Continuous Improvement

1.  Tell me about a suggestion you made to improve the way job processes/operations work ed.

2.  Tell me about one of your workplace improvements that another department now uses.

3.  Give me an example of when you initiated a change in a process or operation.

4.  In your last or current job, what problems did you identify that had previously been overlooked?

Were changes made?  Who supported the changes as a result of your ideas?

5.  Tell me about something new or different that you initiated that improved customer service,

productivity, quality, teamwork, or performance.

6.  Tell me about a time you found and took advantage of an opportunity to make an improvement in

your position or department/team/group.

7.  Tell me about a time you had to sacrifice quality to meet a deadline.  How did you handle it?

8.  In some aspects of work, it is important to be error free.  Describe a situation where you tried to

prevent errors.

9.  Describe a time you caught an error that someone else made that could have affected the

outcome of a project (or affected a customer).

10.  Tell me about a suggestion you made to improve the processes or operations in your position or

within your team.

Creativity/Innovation

1.  Describe a time when you came up with a creative solution/idea/project/report to a work  problem

you had been dealing with for some time.

2.  Tell me about a situation when you have had to come up with several new ideas in a hurry.  Were

they accepted?  Were they successful?

3.  Describe a c reative/innovative idea that you produced that led to a significant contribution to the

success of an activity or project.

4.  Describe the most creative work-related project which you have carried out.

5.  Tell me about a time you were especially creative in solving a lingering problem.

6.  Describe the most significant plan or program that you ever developed or implemented.

7.  Tell me about a time when you created a new process or program that was considered risky.

8.  Describe the most creative thing you have done in a past job.

9.  Creativity often means stepping back from standard ways of thinking.  Give me an example of a

time when you were able to break out of a structured mindset and explore new or different

concepts and ideas.

10.  Give me an example of how you have been creative in completing your responsibilities.

11.  Tell me about the time you thought "outside the box"

12.  Give me an example of when someone brought a new idea that was unique or unusual.  What did

you do?

13.  Describe the most creative verbal pres entation you have ever made.

14.  Tell me about a problem that you've solved in a unique or unusual way.  Were you happy with the

outcome?

15.  Give me an example of when you took a risk to achieve a goal.  What was the outcome?

16.  What have been some of your most innovative ideas?

17.  What innovative procedures have you developed?  How did you develop them?  Who was

involved?

18.  Tell me about a creative approach you took to solve a problem.  How did you come up with this

approach?  Did you consider other options?

19.

Tell me about a time when your standard approach to problem solving didn’t produce the desired

solution.  What did you do?

Customer Orientation

How do you handle problems with customers? Give an example.

How do you go about establishing rapport with a customer? What have you done to gain their

confidence? Give an example.

What have you done to improve relations with your customers ?

Diversity (Valuing and Encouraging)

1.  Tell me about a time you had to adapt to a wide variety of people by accepting or understanding

their perspectives.

2.  Tell me about a time you adapted your style in order to work  effectively with those who were

different from you.

3.  Tell me about the most difficult challenge you have faced in working cooperatively with someone

who did not share your ideas, values, or beliefs.

4.  Give me an example of a time when your values and beliefs impacted your relationship with a

peer, coworker, supervisor, or customer.

5.  Tell me the steps you have taken to create a work  environment where differences are valued,

encouraged, and supported.

6.  Describe a s ituation when you had to give feedback to someone who was not accepting of others

 

Goal Setting/Accomplishment/Focus

Successes

1.  Give me an example of an important goal you had to set and how you accomplished that goal.

2.  Give me an example of a time when you set a goal and were able to meet or achieve it.

3.  Tell me about a time when a team you were involved with was going through long-term changes

or working on a long-term project.  What did you do to keep yourself and others focused?

Failed/Negative Incidents

4.  Tell me about an important goal you failed to achieve.

5.  Describe a time when you set a goal for yourself and did not achieve it because it was too high.

What was the standard?  Why was it too high?  What were the ramifications of your failure to

achieve your goal?

6.  Describe a time when you set a goal for yourself that was too low.

Processes

7.  Describe how you set your goals for last year and how you measured your work.  Did you achieve

your goals?  If not, why not?

8.  Tell me about a major project you recently finished.  Specific ally, how you set the goals . And

monitor your progress?

9.  Give me an example of a time when you used a systematic process to define your objectives

even though you were not prompted or directed to do so.  What type of system did you use?

What payoff did you get from using the process?

Challenges

10.  Tell me about a time you were given a goal by someone else that you believed would be

impossible to attain.

11.  Give me an example of a time you made a major sacrifice to achieve an important goal.

12.  Tell me about a time when you were unwilling or unable to make a sacrifice necessary to achieve

a goal.

13.  Describe your organization's culture and how that culture made it challenging for you to achieve

one of your goals.

Integrity

1.  Describe a time when you were asked to keep information confidential.

2.  Give examples of how you have acted with integrity in your job/work relationships.

3.  If you can, tell me about a time when your trustworthiness was challenged.  How did you

react/respond?

4.  Tell us about a specific time when you had to handle a tough problem which challenged fairness

or ethical iss ues?

5.  Trust requires personal accountability.  Can you tell me about a time when you chose to trust

someone?  What was the outcome?

Personal Accountability

1.  Tell me about a time when you took responsibility for a failure.

2.  Tell me about a time when you assumed personal accountability for a situation or event because

you realized the role you played in the situation or event?

3.  Describe what personal accountability means to you.

4.  Tell me about the last time you made a mistake.

5.  Please describe what you believe to be the biggest failure in your career.  What did you learn

from this situation and how have you grown as a result?

6.  Tell me about a time you did something you regret.

7.  Being fully accountable for results sometimes means acknowledging what more we, personally,

could have done to achieve des ired results.  Share about a time when you did not reach the

expected results.  What more could you have done in that situation to meet expec tations?

8.  Tell me about a time when you received negative feedbac k from your boss.

Personal Growth and Development

1.  Think  about at time when setting a positive example had a highly beneficial impact on people you

worked with.  How did you determine that a strong example was needed?  What did you do?

What was the effect on the people?

2.  Tell me the one thing about you as an employee that you hope your current or last boss doesn't

tell me during a reference call.

3.  Tell me about a time when you were not pleased with (or were disappointed in) your

performance.  What did you do about it?

4.  Tell me about a time when one of your weaknesses got the better of you.

5.  Give me an example of a time that you used one of your strengths to help another person or team

succeed.

6.  Describe a work s ituation or project that brought out the worst in you.  Why did it bring out the

worst in you?  What did you learn?

7.  Give me an example of something that you have done in the past to improve yourself.

8.  Describe a s ituation in which you received constructiv e feedback  about your work.  What was the

feedbac k about?  What was your assessment of the feedback?  What did you do with the

information you received?  What changes did you mak e?

Results Orientation

1.  Give me an example of an important goal you have had and about your success in achieving it.

2.  Describe a time when, against all odds, you were able to get a project or task completed within

the defined parameters.

3.  Tell me about a time when you were asked to complete a difficult assignment and the odds were

against you.  What did you learn from the experience?

4.  Tell me about a time you had to pay close attention to the tiny details in order to be successful.

5.  Describe a time when you had to work  very hard and make personal s acrifices to help your

organization/department/team reach its goals.

Stewardship/Corporate Citizenship

1.  Tell me about a collaborative effort you led between an organization or group and the community.

2.  Give me an example of a community issue that you have helped to address.

3.  Describe a c ommunity effort you have been involved in where both the community and

businesses located in the community benefited.

4.  Tell me about a way that you have championed the concept of citizenship/stewardship within your

team/department/organization.

Teamwork (Encouraging and Building)

Getting Groups/Individuals to Cooperate

1.  Describe a time you led a team of people who didn't always see eye to eye.  What did you do?

Why did you choose to do that?  How did it work out?

2.  Tell me about a time you were able to gain commitment from others to really work as a team.

3.  Provide an example of a time when it was critical that you establish an effective working

relationship with an individual or group outside your department to complete an assignment or

deliv er a service.

4.  Tell me about a time you needed to get two groups or people to work  together effectively, who

historically had never done so.

5.  Give me an example of a time that your leadership transformed a group of people into an

effective, healthy, productive team.

6.  Tell me about a time you led a team that had one or more unproductive/negative members.  How

did you find out about the unproductive member?  What did you do?  Why did you choos e to do

that?  How did it work  out?

7.  Describe a time when you had to have coworkers with different work styles or ideas work together

on a project.  What, specifically, did you do to pull them together?

Team/Team Member Strengths

8.  Tell me about a time you recognized a team member for having made a valuable c ontribution to

the team.

9.  Tell me about a time where, if it hadn't been for teamwork, your goal might not have been

achieved.

Miscellaneous

10.  Describe a time when you were able to build team spirit in an environment of low morale.

11.  Tell me about a time you needed to lead an intact, project, or ad hoc team toward a goal that you,

personally, did not completely support or believe in.

12.  Give me an example of a time you successfully built a project team from scratch.  What was  the

project?  How did you go about selecting team members?  How did you get these individuals to

work as a team?  What was the hardest part of getting them to work  as a team?  Was the team

successful on the project?

13.  Tell me about at time when you were able to provide your team with recognition for the work they

performed.

14.  Describe a s ituation in which you had to arrive at a compromise or help others to compromise.

What was your role?  What steps did you take?  What was the end result?

15.  Describe the types of teams you have been involved with.

16.  Describe your leadership style and give an example of a situation when you successfully led a

group.

17.  Some people work best as part of a group

–

others prefer the role of individual contributor.  How

would you describe yourself?  Give an example of a situation where you felt you were most

effective.

18.  Tell us about the most difficult challenge you faced in trying to work  cooperatively with someone

who did not share the same ideas.   What was your role in achieving the objective?

19.  What is the difficult part of being a member, not leader, of a team?  How did you handle this?

Teamwork (Working as a Team Player)

Problems Among/With Fellow Team Members

1.  Give me an example of a time when others with whom you were working on a project disagreed

with your idea.

2.  Describe a time when one of the members on you team did not complete (or wasn't doing) his fair

share of the work.

3.  Tell me about a time when you helped others compromise for the good of the team.  What was

your role?  What steps did you take?

4.  Tell me about a time when you were part of a team that did not get along or did not work  well

together.  What happened?

Positive Incidents

5.  Give me an example of when you worked cooperatively as a team member to accomplis h an

important goal.  What was the goal or objective?  What was your role in achieving this objective?

To what extent did you interact with others on this project?

6.  Give me an example of a time where you were willing to compromise on something relatively

important to you in order for the team you were a member of to proceed with a project.

7.  Tell me about a time you were rec ognized and rewarded for being a valuable team member.

Trust

1.  Tell me about a time you mistrusted another employee, resulting in tens ion between the two of

you.  What did you do to improve the relationship?  Were you successful?

2.  Give me an example of a time you failed to keep your boss informed of your actions or progress

on a task or project.

3.  Tell me about a time you had to give the benefit of the doubt to someone at work.

4.  Tell me about a time when your trustworthiness was challenged.  How did you react/respond?

5.  Tell me how you have developed trus t and loyalty between you and your direct reports.

Vision and Purpose

1.  Tell me about a time where your v ision of the future was so inspiring that you were able to

convert nay-sayers into followers.

2.  Tell me about a time you lost track of the vision/mission/purpose of your

team/department/organization and it turned out to have repercussions.

3.  Describe a time you established a vision for your department/unit.  What process was used?

Were others involved in setting the vision and, if s o, how?  How did the vision contribute to the

functioning of the department/unit?

4.  Tell me about the relationship of your goals in your c urrent position to the organization as a

whole.

5.  Tell me about a time when you anticipated the future and made changes to meet these future

needs.  Did the anticipated future occur?