Would-be MBA students getting ready to take the GMAT might be in for a little surprise when they show up at the testing center. In addition to all the usual security measures—including video monitoring and the computer adaptive test itself—test takers will soon be asked to submit to a new one: a biometric device that uses an infared light to capture the test-taker’s unique “palm vein pattern.”

Pearson VUE, the company that administers the GMAT for the Graduate Management Admission Council, plans to announce the new security effort tomorrow, but BusinessWeek got a sneak peak at it today.

The Fujitsu “PalmSecure” device will be rolled out next month at 16 testing centers in India and Korea for GMAT candidates. It goes live in the U.S. this fall, and when fully deployed will be used in 400 facilities in 107 countries by May 2009.

The announcement comes as the b-school world is embroiled in a cheating scandal involving the GMAT–users of a now-defunct test prep Web site, Scoretop.com, have been accused by GMAC of using it to post and access live test questions, and GMAC has said it will cancel the test scores of anyone who violated its rules.

But the new security measure is designed to stop a different kind of cheating–the use of professional test takers, or proxies, to take the exam on behalf of someone else. GMAC’s been burned by this type of cheater before. Back in 2003, it busted a half dozen people who took the GMAT for others for about $5,000 a pop. GMAC canceled 166 scores as a result, and five of the six imposters ended up at Rikers.

More : businessweek.com

A trainee management is a management internship is a Management Trainee, n’est-ce pas? Well, not quite. No doubt, the Management Trainee (MT) is quite the end of the corporate food chain, but apparently there is an ecology intelligent stipulates that the microcosm. What does a TM-like leaders of arrivals is not the same as another, and that the qualifications and demand and supply equation very case. Would proof? Take a look at the BT-Omam Management Trainee content Survey 2003, focuses on the compensation of more than 100 companies in 17 sectors. While the average annual earnings operates under RS-25 lakh 3.20 per cent less than what Junior managers in these areas, intra-industry average much higher: 5 lakh RS, in the case of FMCG, a depression R 2.14 lakh for restaurants.

Although it only covers part of the dynamics of MT compensation. To give an idea of what is actually happening, we need to understand the difference in pay between MTS and junior managers. Indeed, this shows two things: first, as regards the labour market at this level is looking and two, as an employer is ready, its “Fast-Track-white-collar apprentices. It is not surprising that the sectors which, in a crescent halsbrecherischen the peak speed. Take telecommunications, for example. Here, the difference is only 9 per cent, followed by council (10 percent), banks (11 percent) and BPOs (14 percent).

East interesting to note the difference of two-wheelers in industry (6 percent) is the lowest, but it should not be an accurate indicator for change at ground level. Why? As a traditional production industry, it probably has a significant number of workers in blue, were up in the management of Junior, but on the basis of low wages. Says Sulajja Firodia Motwani, Joint Managing Director, Kinetic Engineering: “We have a lot of people from the administration, accounting, etc. under management Junior. But we rent m B-schools-known, most often in late jump from junior level. ” In societies, LG, where there is no significant difference in the qualification of junior managers and MTS, wages are calculated on the basis of skills and merits.

Still, in all sectors of the economy, manufacturing services, level of vocational trainees were quickly on follow-up to managerial level, simply because it is competent in management tools and techniques which are now an integral part of any decision-making process. Even Bilt, a paper producer, places MTs directly to the managerial level, once they were confirmed. Says Tapan Mitra, director of human resources in the BILT: “A lot of juniors in our front line management supervisors are mainly shop floor manager. Apprentices But with its application capabilities can even skip the junior level management.”