Career & Business Forum

noreply@blogger.com (Unknown) — Mon, 19 Jun 2023 17:03:00 +0000

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Leadership Journey of Managers

noreply@blogger.com (Unknown) — Sun, 05 Jul 2020 08:56:00 +0000

Leadership Journey of Managers

Leaders climb up the ladders to take new roles and additional responsibility. Their adaptability from performing transitional activities to do the transformational activities will be evaluated. The most challenging transitions occur in moving from being a functional leader to being a business or enterprise leader for the first time and when there is a lack of clarity in the nature of those shifts.

1. From specialist to generalist. A company’s business functions largely run on manager and leaders planning and decisions. Managers moving to enterprise leadership roles work hard to achieve the cross-functional task. Someone who grew up in marketing obviously cannot become a native speaker of operations or R&D, but he or she can become fluent—comfortable with the central terms, tools, and ideas employed by the various functions whose work he or she must integrate. Enterprise leaders must know to evaluate and recruit the right people to lead functional areas to grow the experts' team

2. From analyst to integrator. The primary responsibility of functional leaders is to develop and manage their people to achieve analytical depth in focused domains. By contrast, enterprise leaders manage cross-functional teams with the goal of integrating the collective knowledge and using it to solve important organizational problems. New enterprise leaders make the shift to managing integrative decision-making and problem-solving and, even more important, to learn how to make appropriate trade-offs. Enterprise leaders must also manage and accept responsibility for issues that don’t fall neatly into any one function but are still important to the business.

From bricklayer to architect. As managers move up in the hierarchy, they become increasingly responsible for laying the foundation for superior performance—creating the organizational context in which business breakthroughs can happen. One must understand how strategy, structure, systems, processes and skill bases interact. They must also be expert in the principles of organizational design, business process improvement, and human capital management. Few high-potential leaders only get formal training in organizational development theory and practice. Other leaders not much trained to be the architects of their organizations.

From problem-solver to agenda-setter. Many leaders are promoted on the strength of their problem-solving skills. But when they reach the enterprise leader level, they must focus less on fixing problems and more on setting the agenda for what the organization should focus on doing. This means identifying and prioritizing emerging threats and communicating them in ways that the organization can respond to. The rest of the task calls for mobilizing preventive action and driving organizational change. And it ultimately means creating a learning organization that responds effectively to shifts in its environment and can generate surprises for its competitors

5. From warrior to a diplomat. Effective enterprise leaders see the benefits in actively shaping the external environment and managing critical relationships with powerful outside constituencies, including governments, the media, and investors. They identify opportunities for cross-company collaboration, reaching out to rivals to help shape the rules of the game. Functional managers, by contrast, tend to be more focused on developing and deploying internal capabilities to contend more effectively with key competitors.

Important to keep in mind that the biggest reasons why leaders fail in such transitions are because they don’t go back into a learning mode. Nothing fully prepares someone for becoming an enterprise leader for the first time but there is a lot that can be done in preparation and by knowing what the shifts to be done.

Manage Your Hiring Manager

noreply@blogger.com (Unknown) — Thu, 02 Jul 2020 18:41:00 +0000

All the talent acquisition professionals or recruiters must be dealing with many hiring managers.

Sometimes their expectations reach the sky and with available tools and limited resources one must manage the hiring managers before making hiring plans. Whether you are leading a team of recruiters or working directly on a hire, use these tips to build happy, healthy, and stress-free partnerships with your hiring managers.

1. Break the ice

Review hiring managers working style, interests, and shared connections. To increase your credibility, demonstrate that you have a firm grasp of the business and how in the past you have encountered similar situations.

2. Learn their individual styles

Openly ask how they like to hire – for example, do they prefer to check in immediately after interviews or do they need time to reflect? Do they want to see multiple candidates before deciding, or will they hire the right person once they meet them? Agree on responsibilities at the outset and confirm how involved they want to be.

3. Set the action plan together

Outline the raw skills and personality requirements. Forward sample profiles and drill into specifics on why they like or dislike them. Determine how involved they want to be and agree on what success looks like. Get all the details like must to have and good to have skills the prospective candidate must possess!

4. Tap their contacts

Ask them to refer star performers. Request that they share jobs and company news on select platforms to make them feel invested in the process. Make it easy for them by drafting language they can adapt.

5. Prepare them for candidate engagement

Educate them on your employer brand. Inform them that candidates evaluate the employer too. This is especially important if you are a small business with a lesser-known brand. Help them build profiles that convey their excitement about working for your organization. Inspire them with authentic employee stories and language they can use when talking to candidates.

6. Listen and refine

Ask candidates about their recruiting experiences, regardless of outcomes. Collate and show the hiring managers and agree how to adjust. Be the solution provider to their problems. Guide them when to hire, how to choose.

7. Look to the data

Track the performance of hires over time so you can identify top quality sources. Communicate this approach to demonstrate your commitment to attracting the right talent.

8. Keep the communication going

During the hiring process, send regular progress updates to hiring manager on key stages in the pipeline (profiles viewed, candidates contacted and screened, etc.). Check in with them even after filling a position to see how things are going. This will build trust and strengthen your relationship over time.

9. Give and get feedback

Manage expectations with numbers and facts. Do the market mapping and show the size the talent pool and share the stats. If the pool is too small or too big, adjust criteria with your hiring managers.

10. Show them your progress

Share the statistics or progress of their hiring chart. Give status of offers made, future joinees.

Happy Hiring !!

Self improvement

noreply@blogger.com (Unknown) — Thu, 02 Jul 2020 17:56:00 +0000

Executive Interview

noreply@blogger.com (Unknown) — Fri, 26 Jun 2020 02:26:00 +0000

Firms hire executives at leadership position to drive organisation towards path of success.

Executive interview determines- potential success within an executive-level position. Firms used - psychometric test, top grading interview, STAR method and other ways of Interview to find the suitable match for the role. The executive interview is a two-way process. It is as much about one finding the role compatible as the firm’s finding the right candidate.

An executive interview is a conversation. The trick is to balance a cool-headed approach with the right degree of research.

Executive-level interviews are unique in that they are used to evaluate:

Situational skills
Taking right and appropriate decisions at the need of the time.
Ability to implement change within a company
Management skills
Setting and meeting challenging goals
Capacity to deliver results
Ability to manage and lead teams and organizations

Top grading Interview: Along with regular sourcing and interview process, topgrading gives a unique approach to interviewing is the structure and specific goal related to the method and that is helping recruiting team evaluate talent to make sure candidates have the skills and attributes that are needed to perform at the top level within company

STAR method- This process will make answers more credible and it’s much easier for hiring managers/recruiters to get the evidence in answer.

1. Situation: Not more than a sentence to share the detail of situation or task given.

2. Task: Summary is what has to be done and outputs of the task

3. Actions: What hurdles one will face and how to overcome.

4. Result: What are the final result, how to deal again with same situation.

For an executive job search, this kind of research needs to go beyond just knowing broadly what the company does. One should know the company’s financial situation, what challenges it’s facing and its leaders’ backgrounds.

One should focus on the company’s top competitors. Where is the company outperforming its competitors? Where is it falling short? What new products or services do the competitors have planned for the near future, and how might this affect the industry? Being able to converse about these things in interview will convey expert knowledge, also it will show the hiring manager that the candidate is kind of person who thinks two steps ahead.

At the executive level, interviewers are looking for concrete proof that person can deliver measurable results for the whole organization—and that leadership style is a good fit for the culture. Being able to articulate leadership philosophy and back up those big picture ideas with real-life examples will strengthen the case that one is ready to make the move into the executive ranks. Prepare for interview questions that seek to determine what kind of manager one is and what kind of vision a person have for the company and team.

Shekhar Prasad

Executive Hiring

shekharpd@gmail.com

Drug Launched for Covid 19

noreply@blogger.com (Unknown) — Mon, 22 Jun 2020 20:08:00 +0000

World has suffered a lot due to Covid 19- Coronavirus. It has impacted both personal and professional lives of many. Sad loss of life of many individuals across the world.

Glenmark Pharmaceuticals has announced that they are launching medicine FabiFlu in tablet form for the treatment of mild & moderate coronavirus (COVID-19) cases in India. Nearly 80% of all COVID-19 positive cases in India are under this category. FabiFlu is India’s first oral antiviral drug for treatment of mild & moderate COVID-19 patients, the company said.

The company had on Friday received approval from Indian drug regulator for manufacturing and marketing of Favipiravir in oral form in India. On Saturday the company said the drug would be available from the evening near its factory areas and pan India in 7 to 10 days.

The drug will be available in strips containing 34 tables priced at ₹3,500 which works out to be ₹103 per tablet. The prescribed dose is 18 tablets on the first day with 9 tablets of 200 mg each in morning and evening. From second day onwards the patient needs to take 4 tablets each in morning and day. The treatment can last upto 14 days. Patients in the age group of 18 and 75 can have it.

God Bless everyone.

Circular Economy

noreply@blogger.com (Unknown) — Mon, 22 Jun 2020 18:43:00 +0000

Circular Economy: Organisations today work in Linear model: Take - Make - Dispose model. Which usage the material and not considering future demands of the materials. Whereas Circular economy plan the usage of materials as aware of situation they may not available after few decades. Now its time to recycle the key materials and treat them as companies are owner of those materials.

Now model: Make - Use - Return.

Few electronics and fabric industry has started using this model. Hope this model will add value to #economy system.

Employee Payroll Loan Program

noreply@blogger.com (Unknown) — Fri, 10 Aug 2018 07:39:00 +0000

At this current scenario where individual needs financial support, organisations can run this program which is designed by as a benefit for employees in line with industry practices to provide personal loan to employees. This will help them to meet various personal needs such as medical, marriage, housing / rental deposits, vehicle purchase, personal loan and other needs.

All Full Time employees are eligible for this benefit from the 1st day in the organization, The amount is restricted to certain amount for employees who take a loan in their 1st year of service. This also depends on the level and grade they are at present. After Internal approvals amount is credited to salary account in the 1st week of the next month.

In case the employee leaves the company for any reason before the full recovery of the borrowed amount, the employee shall pay the unrecovered amount and the interest on full borrowed amount. This is known as the foreclosure amount. The interest part of the foreclosure amount will be calculated at the certain rate per annual on the original loan amount for the period from the date of disbursement to the date of settlement. Organisation will recover this amount from the salary of the employee for the tenure decided by the management.

It seems like a good retention program. Thoughts please..

Why we should invest

noreply@blogger.com (Unknown) — Mon, 06 Aug 2018 09:28:00 +0000

Lets understand what would happen if one choose not to invest. Assume person "A" earn INR 50,000/- per month and spend INR 30,000/- towards cost of living which includes housing, food, transport, shopping, medical etc. The balance of INR 20,000/- is monthly surplus. As of now just skipping the tax part.

To drive the point across, let us make few simple assumptions..

The employer is kind enough to give you a 10% salary hike every year
The cost of living is likely to go up by 8% year on year
You are 30 years old and plan to retire at 50. This leaves you with 20 more years to earn
You don’t intend to work after you retire
Your expenses are fixed and don’t foresee any other expense
The balance cash of Rs.20,000/- per month is retained in the form of hard cash

There are few compelling reasons for one to invest..

Fight Inflation – By investing one can deal better with the inevitable – growing cost of living – generally referred to as Inflation
Create Wealth – By investing one can aim to have a better corpus by the end of the defined time period. In the above example the time period was upto retirement but it can be anything – children’s education, marriage, house purchase, retirement holidays.
To meet life’s financial aspiration

An asset class is a category of investment with particular risk and return characteristics. The following are some of the popular assets class…

Fixed income instruments
Equity
Real estate
Commodities (precious metals)

Investing is a great option, but before you venture into investments it is good to be aware of the following…

Risk and Return go hand in hand. Higher the risk, higher the return. Lower the risk, lower is the return.
Investment in fixed income is a good option if you want to protect your principal amount. It is relatively less risky. However you have the risk of losing money when you adjust the return for inflation. Example – A fixed deposit which gives you 9% when the inflation is 10% means you are net losing 1% per annum. Fixed income investment is best suited for ultra risk averse investors
Investment in Equities is a great option. It is known to beat the inflation over long period of times. Historically equity investment has generated returns close to 14-15%. However, equity investments can be risky
Real Estate investment requires a large outlay of cash and cannot be done with smaller amounts. Liquidity is another issue with real estate investment – you cannot buy or sell whenever you want. You always have to wait for the right time and the right buyer or seller to transact with you.
Gold and silver are known to be a relatively safer but the historical return on such investment has not been very encouraging.

So choose wisely and follow your own knowledge and guts.. Happy Investing

Customer engagement in corporate world for HR professionals

noreply@blogger.com (Unknown) — Mon, 27 Feb 2017 15:45:00 +0000

In Corporate world the senior business leaders are our customers. They are interested to know how and why you doing, rather that what you are doing. I have worked with senior managers whose demand were challenging and that given me an opportunity to give me and my team the best and fruitful results. This has created a brand in their community.

Sometimes we need to involve the senior leaders to make an events successful as they are the one who can push their team to participate and involve. Team members need to be delegated with authority with minimum supervision( refer Situational leadership). We support business with proactive approach even if they dont approach us for any business support.

Its good to spend time with them to gain insight about their business plan and how future prospectus of business with impact HR. create a brand and then nurish it, this is how they will describe us. Get an idea what business leaders wants from us and be that master tool for them.

I have heard for term - HAIL ( Honesty, Authenticity, Integrity and Love). This is what lead to success.

Best of Luck !!

Employee - Employer Branding

noreply@blogger.com (Unknown) — Wed, 22 Feb 2017 16:12:00 +0000

All the organisations - big or small are always strive for attracting and keeping the best talent. Employer branding can play a key role in increasing job applications and widening the talent pool.

We strategically apply all the 4Ps of marketing , We must include 5th important p- People. Firms now actively working on Employee Branding activities. If firms want to win the war for talent, they have to make this fundamental move.

Firms shows their core of your culture, Promote organizational vision, values and mission by selling them in career page of your website and in interviews. This will show how they are different from the employer next door. Employees achievements, their outdoor activities and their contribution while being employee of the firm.

While we hire, we interact with many candidates. These candidate may form their opinion of an employer before, during and after the interview process. As we say retention starts from recruitment, hence we can use the recruitment process as branding. We all are live banners and promotion tool for our employer.

Also the employees can be a brand ambassador of their own firm. we can reach out to specific Department / Business Unit to collect the succeess stories and circulate interesting post / blog on website or different channels. If employee get involved and contribute to branding the firms will gain lot.

Looking forward for your opinions....

Experience Vs Exposure

noreply@blogger.com (Unknown) — Mon, 20 Feb 2017 15:16:00 +0000

We must have heard these terms while Interviewing candidates and took decisions accordingly.

Senior professionals tagged to both the terminology and juniors says they have better exposure to latest trends. Exposure means that you have seen it. Experience generally implies more knowledge of something than just having seen it.Experience is better, we learn a lot from experience. Exposure allows us to get experiences, and experiences deepen our knowledge and understanding of the processes involved.

We can say that experience is the accumulation of knowledge or skill that results from direct participation in events or activities. Time spent in accumulating knowledge or skill is necessary but not a sufficient criteria for judging expertise. This is because learning curve differs for each individual & depends on participant’s inclination and motivation to acquire the skill. The correct term to describe this learning process should be “exposure”.

An experienced professional is expected to have a high efficiency. Having a high efficiency though is not an indicator of a better performance. It might be time to rethink the basic approach & create a new process.

However, when the experience is due to exposure results are more effective. We chose to do the right thing & do it well. This makes us more open, relaxed & looking at problems from a higher logical point to resolve.

I learned - I might not know all the routes or all the details, but my exposure gives me the courage to take the road less travelled.

Human Capital Revolution

noreply@blogger.com (Unknown) — Sat, 18 Feb 2017 07:45:00 +0000

The Human Capital Revolution

At this "Information Age” strategic value is shifting from tangibles assets to intangibles. Assets are increasingly based on knowledge.

Among companies increasingly valuable intangibles which include intellectual property, brand value, and customer relationships- The most vulnerable to loss is human capital.

Leading companies working strategically with clear direction to engage their employees and also to be employers of choice that attract the best candidates to start with. Though recruiting and retention are separate issues that each requires specific business processes, a strong understanding

Centralization of HR efforts: This brings together expertise formerly distributed throughout the organization to create a center of excellence.

Specialization: Aided by centralization, developing specialist practices within recruiting allows innovation around key functions like workforce planning, hiring process management, business analysis and others.

Focused recruiting: Recruiters can spend more time on activities focused on identifying successful professionals who are most likely to offer your company high value and the least likely to be in the general pool of job-seekers.

With referacne to various article published on Internet, I understand it is important to measure recruiting success against overall business goals and communicate these metrics within the HR organization and the larger enterprise

Similarly, employee retention requires business processes that combine measurement, training and collaboration.

Beyond the top-line strategic value of proper management of human capital, a strong retention program can offer dramatic cost savings and productivity gains. Turnover is a business problem in every industry and requires a strategic, process-based retention program to stop the losses and enable human capital value creation.

In current scenario, HR is expected to deliver business results on a much tighter budget. HR leaders need to develop business cases for any proposals to spend money on initiatives related to recruiting, training and retention efforts.

Preparing for a Changing Role: To rise to the challenges of the strategic role brought by shift to human capital management. Below are changes Recruitment team need to do

Partner with line managers who will need guidance in strengthening their talent pool.
Help to build the link between business strategy and talent.
Serve as the thought leaders in understanding the new trends and techniques to attract talent.
Facilitate the talent review process and help leaders execute the action plan.
Become the expert to develop strategy for the specific group of 10 managers.
To perform the strategy role as well- Moving from transaction to transformational and also automate the process.

HR Team have been steadily increasing their ability to drive business results while positively influencing the quality of work life among their companies' employees. Human capital management provides an opportunity for thought leadership about the links between job satisfaction, employee alignment, productivity and value creation. The real challenge is to drive these insights into integrated processes; competitive advantages will grow to those companies that maximize the benefits of strategic human capital management more quickly than the competition can.

Whats trending .....

1. Collaboration via Social Connections - Utilizing social media in your recruiting strategy will increase your visibility to top candidates that may not apply directly to your open positions, or have their resumes posted on job boards.

2.Sourcing for top candidates for passive hiring - Hire whenever top talent becomes available. Top talent enter and exit the job market over a matter of days. Recruiters must shift from their traditional recruiting model and able to find a top candidate even if there is currently no vacant position.

3. More attention on candidate experience on hiring- Make positive experience which will become a reflection of organization hiring process.

4.Mobile services - Developing mobile-enabled application process to truly engage today’s job seekers. as they should come to know about the company and its positions as well as apply directly from their devices and upload resumes.

5. New and Existing Employee Referral - Referrals are the best source of getting quality and quantity profiles currently untapped by the market. Employees can potentially exceed even recruiters in in identifying, building relationships, and selling top people who are not active in the job market.

Lets Celebrate Change....

Merchant Navy- A Dream Career

noreply@blogger.com (Unknown) — Thu, 19 Sep 2013 18:01:00 +0000

Merchant Navy is a unique career at sea with challenging and rewarding career. You get chance to travel across the world at someone else's expenses. Merchant Ships operate across the globe- this include Bulk Carrier, Container Ships, Cargo, Cruise Lines, Oil/gas/chemical Tanker.

To become merchant navy- sailor or seafarer- you need to undergo specialist training to achieve professional certification and qualification. this takes place at Sea, vessels and university.

Ship officers generally work in two departments- DECK and Engineering and for this you need to enroll as an officer trainee either Deck Cadet or Trainee Marine Engineer. After years sailing across globe and earning huge money if you wish to move to shore job and still earning a ton, your total sailing experience will give you a good stand.

Initial 5-6 Years you sail across globe for months or year. Later on you can choose your route and duration and can avail multiple contract sailing offers with various shipping company as per your availability.

There are various courses available for students through association and affiliation in maritime institute worldwide. you need to have good academic background in physics, mathematics.

for more information get in touch with your nearest Maritime Institute.

Best of luck..happy Sailing...

Get Your Old Cheque Books Replaced

noreply@blogger.com (Unknown) — Fri, 14 Dec 2012 06:43:00 +0000

Check your cheque status, only those in new format will be honored from January 1

Add one more item — get a new cheque book — to your list of 'things to do' before the New Year. You may not be able to use your old cheques from next year with the implementation of the new Cheque Truncation System (CTS-2010), which will eliminate physical movement of cheques for clearing. Instead, only their electronic images, along with key information, will be captured and transmitted. It will make the clearing process more efficient, secure and quicker; but for that, you must switch to new cheques with prescribed standard features before December 31. "Customers need not worry about the impending CTS implementation. I am sure they will not be inconvenienced due to the migration process. Some transitory period, from January 1 to March 31, could be given during which both types of cheques will be accepted. Banks are sending messages to customers now so that they comprehend the urgency and act upon it," says AC Mahajan, chairman, Banking Codes and Standards Board of India (BCSBI).

CHECK YOUR CHEQUE'S STATUS

If you have ordered your cheque books recently, say, a month ago, you may already have the new cheque leaves with you. Since most banks have already migrated to the new system, chances are that your bank would have sent you CTS-compliant cheque leaves. However, if you have received the cheque book more than two or three months ago, you need to run a status check. For instance, the compliant ones will have the new rupee symbol (.`) inscribed near the numerical 'amount' field. "Visibly, there will only be the following difference: "Please sign above" is mentioned on the cheque leaf on right had side bottom; and, void pantograph (wavelike design) is embossed on left hand side of the CTS cheque leaf," explains Anindya Mitra, senior vice-president, retail liabilities group, HDFC Bank.
Check your cheque status, only those in new format will be honoured from January 1

GET YOUR OLD CHEQUE BOOKS REPLACED

If you haven't received the new form of cheque books already, speak to your bank as early as you can. "Banks could adopt two methods to replace the old cheques. One is to send new cheque books by registered post and ask users to cancel the old ones. Customers may be asked to show proof of the same to the bank. They may also ask customers to surrender the older ones. Or, the customers can visit the bank branch themselves to surrender the old cheques and receive the CTS-compliant ones," says Mahajan. Banks will not charge any fee for replacing the old cheque leaves.

ISSUE NEW POST-DATED CHEQUES FOR EMIS

If you have issued post-dated cheques (PDCs) for your home or auto loan EMIs, you will have to issue fresh cheques. "RBI's guidelines to NBFCs state that if they have accepted post-dated cheques from their customers for future EMI payments, they should get them replaced with CTS-2010 standard compliant cheques before December 31, 2012. This will be applicable to banks as well," explains VN Kulkarni, chief credit counsellor with the Bank of Indiabacked Abhay Credit Counselling Centre. "Most of our customers have opted for the ECS (electronic clearing system) mode for their EMI payments. So, the new sys-tem will not impact them. Only a small percentage of borrowers pay their EMIs through post-dated cheques. We are asking them to give us new cheques and accept their older cheques back," says Abhijeet Bose, head, retail assets and strategic alliances, Development Credit Bank.
Not all banks will return your older cheques, though. You needn't be concerned about it as these cheques will be non-compliant with CTS standards and hence not be valid. To avoid these hassles, you can simply switch to the ECS mode, where the EMI amount is debited from your account every month. It will also save you the trouble of altering the amount on PDCs in case of any change in EMIs.

ENCASH ANY OLD CHEQUES NOW

This tip is mainly for procrastinators. For instance, if you have received a cheque on December 1 that does not conform to CTS 2010, you should not delay its encashment. "As per RBI mandate, the same (old format cheques) are to be accepted till December 31, 2012. RBI instructions on whether the same will be permitted after December 31 are awaited," says Mitra. It is better to present it for payment immediately rather than risking its dishonour after December 31.

EXERCISE CAUTION WHILE WRITING CTS CHEQUES

You have to be careful while writing the new cheques. For instance, cheques with alterations in crucial fields like payee's name and amount in figures or words will not be processed under the new system. "In case of any corrections, a new cheque will have to be issued. The ones with alterations will not be accepted even if the drawer puts his full signature authenticating the changes. Such cheques will be returned," adds Kulkarni. "Also, it is important to use image-friendly-coloured-inks while writing the cheques." As per RBI guidelines, you should use dark-coloured inks for the purpose.

Source: http://economictimes.indiatimes.com/articleshow/17457617.cms?prtpage=1

Smile Please!! i m sure this will bring a smile on your face.....

noreply@blogger.com (Unknown) — Wed, 12 Dec 2012 07:05:00 +0000

I Received an email from my friend..sounds funny...you will love it..just read...a big smile to your face and imagine the boss n you...

When I Take a long time to finish, I am slow, When my boss takes a long time, he is thorough When I don ‘ t do it, I am lazy, When my boss does not do it, he is busy, When I do something without being told, I am trying to be smart, When my boss does the same, he takes the initiative, When I please my boss, I am apple polishing, When my boss pleases his boss, he is cooperating, When I make a mistake, you ‘ re an idiot. When my boss makes a mistake, he ‘ s only human. When I am out of the office, I am wondering around. When my boss is out of the office, he ‘ s on business. When I am on a day off sick, I am always sick. When my boss is a day off sick, he must be very ill. When I apply for leave, I must be going for an interview When my boss applies for leave, it ‘ s because he ‘ s overworked When I do good, my boss never remembers, When I do wrong, he never forgets

Flying Machine Gun

noreply@blogger.com (Unknown) — Tue, 11 Dec 2012 05:12:00 +0000

Hey guys..this is something exciting i found. and thought to share with you.
This is the Flying Machine gun and its demo. this is new technology and will be very useful to our soldiers & this can be use as a missile defense vehicle. Just have a look.

(Courtesy - Newsnevents)

Job Opportunity for DBA professionals PUNE

noreply@blogger.com (Unknown) — Wed, 26 Sep 2012 05:24:00 +0000

PTC PUNE is hiring for DBA professionals. below is the Job description.
Job duties:

Database installation, upgrades, and patches
Oracle E-Business Suite installation, upgrades and patches
Database tuning, sizing and performance analysis
Recovery and refresh planning and implementation
Performance testing and benchmarking
Supporting the development teams for Oracle EBS, Siebel as well as others by building and maintaining a variety of test, QA, and development systems and managing code migration through these environments

The ideal candidate will have a good knowledge of Oracle, a willingness to expand his/her knowledge base in Oracle and a proven ability to multitask in a demanding technical environment. The successful candidate will have good communication skills. The ideal candidate will also have experience with the Oracle EBS as well as SQL Server.

Experience and Skills:

4-8 years of Oracle DBA experience using RDBMS release 10g and 11g

Team attitude with multitasking ability
Microsoft SQL Server experience

Knowledge of Oracle backups and recoveries

Experience performing Oracle database updates

Experience in software development including PL/SQL would be highly desirable. Shell script and Perl programming skills are also important.

At least 2-3 years of Oracle E-Business Suite experience in releases 11.5.10 and above

Flexibility to work on evenings or weekends in the event of critical system outages is required

An undergraduate degree is required

At least 2-3 years of SQL Server experience

share your resume : shprasad@ptc.com.

Union Budget 2012

noreply@blogger.com (Unknown) — Fri, 16 Mar 2012 08:22:00 +0000

India finance Minister Pranab Mukherjee has cut personal income tax across various slabs.

There is a raise in the exemption limit to Rs 2 lakh for all individual tax payers. This will result in a savings of a minimum of Rs 2,000 for all tax payers.

The upper limit of 20% tax slab has been raised from Rs 8 lakh to 10 lakh - a saving of Rs 22,000 for people in this tax bracket.

The proposed tax slabs are as follows:

Income up to Rs 2 lakh - nil
Income between Rs 2 lakh to Rs 5 lakh - 10%
Income between Rs 5-10 kakh - 20%
Inncome above Rs 10 lakh - 30 %

Global crisis has affected us. India's gross domestic product (GDP) is expected to grow at 6.9 percent in 2011-12, after having grown at 8.4 percent in each of the two preceding years.

AC, gold jewelery, fridge, mobile bills and cigarettes willcost more. whereas
Cinema and films, SUVs, LCD and LED TVs, bicycles, housing society charges, LPG, mobiles, medicines for treating cancer and HIV to will cost less now.

Rail Budget 2012

noreply@blogger.com (Unknown) — Wed, 14 Mar 2012 09:08:00 +0000

Dinesh Trivedi -India Railway minister has presented his maiden Railway Budget 2012. There is an increase of 2 paise per km for suburban trains; 3 paise per km for mail and express trains. This is the first fare hike since last 10 years.

Highlights of Railway budget 2012:
Dinesh Trivedi announced 75 new express trains and 21 new passenger trains. He mentioned : safety is his first priority.
All meter gauge, narrow gauge sections to be made broad gauge, except heritage lines, by end of 12th Five Year Plan.New lines to be set up for Kolkata Metro.

Brazil Economy Surpasses UK's Economy

noreply@blogger.com (Unknown) — Wed, 07 Mar 2012 10:05:00 +0000

Global Economy facing trouble of slowdown but as a surprise Brazil has become the sixth biggest economy of the world.

The Brazilian economy is now worth $2.5tn (£1.6tn), according to source.Brazil is enjoying an economic boom because of high food and oil prices, which has led to rapid growth.With substantial oil and gas reserves continuing to be discovered off Brazil's coast in recent years.

The country is now the world's ninth largest oil producer, and they are working to enter the top five.

The country will host the 2014 World Cup, and Rio de Janeiro will be home to the 2016 summer Olympics. Brazil is now giving challenge to other nations like Russia, China & India.

Apple Launching I PAD 3

noreply@blogger.com (Unknown) — Wed, 29 Feb 2012 12:05:00 +0000

Apple is counting on the new model to beat back competition from newer devices running Google Inc's Android software. Apple is launching IPAD 3 soon. The introduction of the iPad 3 will be Apple's first major hardware release since the death of co-founder Steve Jobs in October.

The company has been working to make the iPad 3 compatible with a wireless standard called long-term evolution-LTE. It has a bigger battery and can better support the power requirements of the newer technology.

Personal Development

noreply@blogger.com (Unknown) — Wed, 15 Feb 2012 06:13:00 +0000

In todays world every body is competitive and working hard for success. if we follow the mentioned plan it will surely help.

Choose your development goals wisely : Figure out what is critically important to performance in your job and/or success in your career. Not only do these competencies provide an objective, common language to plan your development with, the demonstration of these competencies are related to current and long term performance. Be realistic about what you can accomplish and keep in mind that not all competencies are created equal, with some more difficult to develop than others.

Get Specific. Seek out detailed, behavioral feedback on potential developmental opportunities. Find folks who know you and are willing to give you specific, constructive, developmental feedback. Whether it’s building on strength, working on a weakness, or developing an untested competency, ask for feedback on competencies critical for success within your job or for the career level you’re aspiring to.

Create the plan. If you have accepted the developmental feedback you’ve received as true and you are ready to take action, you need three kinds of action plans. You need to know what to stop doing, start doing, and keep doing. Since you have a need in this area, you need to stop some things you are doing that could be done better. Be Creative.

Learn from others. Research shows that we learn best from others when we observe and utilize multiple role models, each of whom excels at one thing rather than looking for the whole package in one person. Think more broadly than your current job for role models; consider some role models that are outside of the workplace. Pick two people; one who is much better than you are at your need and one who is much worse.

Read. Every skill or competency has had one or more books written about it: How to negotiate to win. How to get along with bad bosses. How to win friends. How to be more creative. Pick a book that seems to be right for you and read it thoroughly

Learn from autobiographies and biographies. Try to find books by or on two famous people who have the skill you are trying to build.
Learn from a course. Find the best courses you have access to. It can be offered inside your organization or outside

Try some stretch tasks, but start small. Seventy percent of skill development happens on the job. Write down five tasks within your job that you will commit to doing. Consider trying development tasks in support of your goal off the job as well; whatever will help you practice your need in a fairly low-risk way.

Track your own progress. Tracking your progress will go a long way to keeping you motivated through the development process. Celebrate incremental progress

Get periodic feedback. Touch base with your manager or those who have been assisting you through your development, for periodic feedback. Also consider seeking feedback from folks who haven’t witnessed your development, but can provide you feedback

Opportunity for Localization professionals Pune

noreply@blogger.com (Unknown) — Wed, 08 Feb 2012 10:27:00 +0000

This position is responsible for coordinating and monitoring localization projects from initiation through closure. Localization Program Manager scopes, plans, budgets, schedules, executes, documents and closes out localization projects. Manages multiple localization projects at a time, collaborating with localization teams, vendors as well as various departments within PTC and ensures that the localization projects are completed on schedule, within budget with the highest quality.

The candidate should be highly motivated and self driven with a passion for process excellence.

Key Responsibilities:
• Gather localization project requirements - project scope and project plans.
• Estimate localization project costs, prepare budgets, and get them approved.
• Track localization project costs against contract amounts, initiates change orders, verifies invoices and finalizes project costs.
• Develop localization partner resources and manage relationships.
• Define localization strategy (including tasks, sequence of tasks, tools, quality standards, quality assurance) and optimize workflows to maximize quality and reduce costs.
• Define localization project schedules; negotiate hand-off dates among stakeholders, track progress against scheduled milestones and deadlines.
• Identify work packets, collect reference material and deliver to localization teams.
• Manage Change Control process through the life of localization projects.

Educational Qualifications:
• Bachelors degree in engineering (Mechanical/Electrical/Production Engineer strongly preferred)
• 6-8 years of localization domain experience managing projects. Project Management experience and certification is preferred.
• Knowledge localization tools and processes is required
• Knowledge of Windows is required and knowledge of Linux operating system would be preferred
• Strong investigative and analytical skills with an ability to think clearly and logically.
• Strong interpersonal skills to be able to collaborate with various stakeholders in PTC University and localization teams.
• Excellent oral and written communication and presentation skills.
• Highly motivated, versatile in work, independent team player with mentoring skills.

Share resumes :shprasad@ptc.com

Jobs for Business Analyst in Pune

noreply@blogger.com (Unknown) — Thu, 02 Feb 2012 21:22:00 +0000

The candidate would have business analysis, business intelligence, portfolio tools and reports management, operations, pricing etc as the areas of work. It’s intended to have this person deal with internal portfolio tools for PTC University, manage dashboards of information for the portfolio function, query and make edits to the Oracle database for pricing information, and work with the operations person in PTC University to manage project budgets.

The person we are seeking has to be with 4-5 years of experience handling such areas of work already.

share your resume at: shprasad@ptc.com