jkVIjayraj's Blog

About Teir

2009-06-23T04:37:00.000-07:00

What
are the advantages of the 3-Tier software architecture?

By
breaking down an application into 3 distinct and separate tiers (or layers) -
the presentation tier, the business logic tier and the data access tier - you
gain advantages in several areas. The Compuware Three Tier Development Guide
(product code 10117038101-00) identifies the following: -

·
Scalability and deployment flexibility -
component roles are specialized, improving maintainability, networking, and I/O
overheads. An application constructed using the 3-Tier software architecture is
an ideal candidate for being deployed on 3 layers of hardware.

·
Component roles are clearly defined
within a 3-tier framework. This provides a good basis for component-based
development and reusability. Components in the business layer can be shared by
any number of components in the presentation layer.

·
Stateless communication between
components in the presentation tier and those in the business logic tier is
ensured using XML.

·
Infrastructure independence is enhanced
by the use of a 3-tier architecture. This is because presentation and data
access - areas that are often infrastructure-dependent are separated from the
application's business logic.

·
A specific set of skills is required for
the development of each tier, so tiers can be developed independently of each
other. For example, the thin presentation tier allows front-end experts to do
their work without being affected by developments taking place in the business
logic tier.

As a
designer/developer I can summarise the benefits as follows:

·
By taking the code which supports
business logic out of the presentation layer and maintaining it in a separate
business layer it is now possible for multiple presentation layer components to
process this business logic by accessing a shared business layer component
instead of having its own local copy of that code. Thus whenever business rules
change there are fewer components to maintain.

·
The components in the business layer can
be shared by different types of component in the presentation layer. These
components are typically UNIFACE Server Pages, forms, and reports, and non-UNIFACE
components, such as Java server pages or Microsoft's Active server pages.

1.
The 1-Tier Structure.

A
component in a 1-Tier structure contains all the code necessary to deal with the
user interface, the data validation, and all communication with the physical
database. Where several components access the same data objects (files, tables
or entities - whatever you want to call them) there can quite a bit of
duplication. Apart from having to spend extra time in the first place to create
components with similar code it also means that any subsequent changes to data
objects or business rules would then require the same code changes to be
replicated in what could turn out to be a large number of components.

Each
new methodology always distinguishes itself by using new words for old ideas, so
as I am from the ‘old school’ I use the following translation table:

o
Presentation logic = User Interface,
displaying data to the user, accepting input from the user.

o
Business logic = Data Validation,
ensuring the data is kosher before being added to the database.

o
Data Access Logic = Database
Communication, accessing tables and indices, packing and unpacking data.

A
component based on the 1-Tier structure can therefore be represented in shown in
figure 1:

Figure 1 - The 1-Tier Structure

2.
The 2-Tier Structure.

In a
2-Tier structure the logic is split into two tiers (or layers), usually done by
splitting off the data access logic. This results in the structure shown in
figure 2:

Figure 2 - The 2-Tier Structure

This
removes all the complexities of communicating with the database to a separate
layer. It should therefore be possible to switch to a different database system
just by changing the contents of the data layer. Provided that the operations
and signatures with the 1^st layer remain consistent there should be
no need to modify any component in the 1st layer.

3.
The 3-Tier Structure.

This
splits each of the three logical areas into its own layer. For this structure to
work effectively there should be clearly defined interfaces between each of the
layers. This should then enable components in one layer to be modified without
requiring changes any changes to components in other layers. One example is
changing the file system from one DBMS to another, or changing the user
interface from one system to another (e.g. from client/server to the web).

The
main advantage of this structure over the 2-Tier system is that all business
logic is contained in its own layer and is shared by many components in the
presentation layer. Any changes to business rules can therefore be made in one
place and be instantly available throughout the whole application.

Figure 3 - The 3-Tier Structure

4.
Where does UNIFACE fit into this
picture?

a.
Background:

Uniface was originally designed around the 3-Schema, 2-Tier architecture.

The
3-Schemas are:

§
The External Schema (ES), or user’s view
of the data (implemented as forms).

§
The Conceptual Schema (CS), or logical
view of the database structure (as referenced within forms).

§
The Physical Schema (PS), or physical
database structure (as referenced by the database driver).

The
Physical Schema does not exist as a separate object, it is held as entity or
field interface definitions within the Conceptual Schema.

A
form (ES) is built by defining which entities from the CS need to be referenced,
then painting the necessary fields within the boundaries of each entity. When a
<read> or <write> trigger is fired control is automatically passed to the
database driver which performs the necessary action on the physical database.

This
can be represented in the structure shown in figure 4:

Figure 4 - UNIFACE and the 2-Tier Structure

Since these early days (I started with version 5 in 1992) Uniface has undergone
a few changes:

§
The Conceptual Schema has been renamed
as the Application Model.

§
Forms have been split into 3 types of
Component - Form components (with user dialog), Service components (without user
dialog), and Report Components.

§
Components can be built from component
templates. Not only does this make the original construction of a component a
lot quicker, but the inheritance of form-level trigger code means that certain
changes can be made once in the template, then automatically included in every
associated component when it is next compiled. I have been using component
templates since May 1997, so I can certainly vouch for their efficacy.

b.
UNIFACE and the 3-Tier structure.

In
order to provide a relatively painless method of splitting the business logic
from the presentation logic in the form component Compuware introduced the
concept of Object Services in Uniface v7.2.04. The UNIFACE view of the 3-tier
structure can be represented by the structure shown in figure 5:

Figure 5 - UNIFACE and the 3-Tier Structure

Each
database entity has its own object service in which all business logic can be
defined. For certain one-to-many relationships it is also possible to create a
single object service for both of those entities. By including the relevant
business rules in each object service it means that these rules need not be
replicated in any form component. Provided that the form’s access to the
database is routed through the object service (there is a data access switch on
each entity within each form), the rules within the object service are instantly
available to the form. As an aid to performance, if several forms in the same
session access the same entity at the same time, they will actually share the
same object service for that entity.

As
well as having the code for the various rules defined in the field or entity
validation triggers within the object service itself it is also possible to move
this code into a separate component which is activated from the object service.
I have tried both approaches with success.

c.
Implementation of Object Services.

Compuware have made the process of creating and using object services very, very
easy. The procedure is as follows:

§
For each entity within the application
model use the pulldown menu to select Edit, Generate Object Service. You will be
prompted for a name - a default is provided, but you may override if you wish.

§
Click the ‘OK’ button and the object
service will automatically be created from a component template (supplied by
Compuware), and the component name will be loaded into the screen.

§
Change the Default Data Access from
‘DBMS Path’ to ‘Object Service’.

§
Provided that the Data Access is not
changed within any form component, when it is next compiled it will switch all
access of that entity to the nominated object service.

For
existing form components that were assembled in a 2-tier structure the only
change that needs to be made to any code is to move the business logic from the
form into the relevant object service. No code needs to be changed in the form
in order to communicate with an object service - it is totally transparent. As
soon as any database trigger is fired on an entity where the Data Access flag
has been set to ‘Object Service’ Uniface will automatically route all activity
through that object service.

d.
Validation via Object Services

The
main difference with using business rules in object services is that field
validation in the form is limited to declarative checking only. All other
validation can only be performed when the <STORE> trigger is fired. This appears
to be a backward step (it reminds me of my days using a block mode user
interface with green screens), but it emulates the behavior of forms that are
deployed on the web. Forms which are constructed in this fashion will therefore
not need massive conversion before being enabled for the web.

If
the idea of data validation ‘en bloc’ is not acceptable in a client/server
environment there is a method of combining the advantages of object services
with the immediacy of field-by-field validation:

§
First, create a new operation in the
object service that contains an occurrence parameter and an optional fieldname
parameter. If the field name is provided then perform the
validatefield
command, otherwise perform the
validateocc
command.

§
Second, create a global proc which
activates the new operation. This would be used in your code as follows:

In a
field’s <LEAVE FIELD> or <VALIDATE FIELD> trigger:

call VLDF_OBJSVC($entname, $fieldname)

In
an entity’s <LEAVE MOD OCC> or <VALIDATE OCC> trigger:

call VLDF_OBJSVC($entname, "")

This
then gives you the ability to perform field-by-field validation without having
the code embedded in the form. I have produced some working examples of this, so
if you would like a copy of my code please contact me using the e-mail address
at the foot of this document.

5.
What is the N-Tier structure?

The
name implies a structure which contains ‘N’ number of tiers where ‘N’ is a
variable number. This is usually achieved by taking a component in one of the
standard layers of the 3-Tier structure and breaking it down into subcomponents,
each performing a specific low-level task.

For
example, the designers of a project with which I am currently acquainted (sadly)
has broken down each of the initial three layers into something which resembles
the structure shown in figure 6:

Figure 6 - Splitting 3 layers into ‘N’ layers

The
function of each of these components is described in the following table:

Form	Interacts with the user. Uses the Decorator to read and write all data.
Controller	Controls the flow of a use case, navigating from one form to another in the correct sequence.
Decorator	Interface between the presentation layer and the business layer. Obtains data for a form and distributes data from a form when database updates are required.
Presentation Object	Presentation logic for a use case. Used for logic which is specific to a use case rather than a business object.
Business Component Interface	One per domain or logical group of entities.
Business Object	Business object for a logical entity. Contains all the business rules for that entity.
Business Service Bridge	Business component to business component interface.
View	An indexed list of keys for an object.
Translator	Translation between the logical data layer and the physical data layer.
Cache	Holds business data for a use case.
Data Service	Performs physical database IO.

The
resulting structure may appeal to academics, theoreticians and exponents of the
latest fashionable methodologies, but it falls down in one serious respect - it
takes far too long to develop usable software. After a team of 6 people spent 6
months in prototyping, the time came to build the first real use case. It
consisted of two simple screens - one to enter selection criteria and a second
to list the results, using a single database table. It took the team 2 weeks.
Notice I said ‘team’ (6 people) and not ‘developer’ (single person), giving a
total of 12 man-weeks for a simple two-screen use case. Six months later the
level of productivity has increased - it still takes 2 weeks per use case, but
now with just a single developer.

Having spent a life time in a commercial environment where productivity was
always the prime consideration I am used to constructing working transactions in
hours and days, not weeks and months. To put things in perspective the last
project I worked on (albeit an in-house project) required 50 forms accessing 19
database tables with 18 relationships. Using my own ready-made infrastructure
and development standards I designed it in one week, then built and tested it in
four weeks. That’s an average of 2.5 forms per day, but on good days I peaked at
six.

I do
not consider the level of productivity from this new N-Tier architecture to be
acceptable, and I don’t think that many paying customers would either. The
architects of this structure spent too much time in bending UNIFACE to fit their
particular interpretation of the rules. This dogmatic approach diverted their
attention from the real purpose of software development, which is to turn user
requirements into usable software as quickly as possible. This ‘politically
correct’ structure just will not succeed in a competitive market place.

BizTalk

2009-06-21T01:24:00.000-07:00

Microsoft BizTalk Server is a business process management server product by Microsoft which allows software applications to communicate for Enterprise application integration. BizTalk enables companies to integrate and manage business processes by exchanging business documents (e.g., purchase orders and invoices) among applications, within or across organizational boundaries.
BizTalk Server 2004 is SOAP Web Services enabled, and is the first version that uses Microsoft .NET technology.
Development for BizTalk Server is done through Visual Studio .NET.
Versions for Windows
• 2000 - BizTalk Server 2000
• 2002 - BizTalk Server 2002
• 2004 - BizTalk Server 2004
• 2006 - BizTalk Server 2006

Professional Telephone Etiquettes

2009-06-21T00:47:00.000-07:00

Professional Telephone Etiquettes !!!

Often a client's first contact with a business is by phone. The following guidelines will help to make the first impression a good one. Most of this etiquette can be used in personal conversations as well as at the office. Professionalism is polite, thoughtful, efficient, educated and valuable at all times.

Answering calls for others

A) Identify yourself and the company or person for whom you are answering and say, "How may I help you?

B) Offer assistance in the absence of others--say, "She is not in today, perhaps I can be of assistance".

C) Do not make commitments for others-say, "I'll give him your message when he returns," rather than-"He will call you as soon as he returns".

D) Take accurate, legible messages with time, date, reason for call, urgency, company represented, if any, the best time to reach them and all other pertinent information.

Transferring calls

A) Explain the reason for the transfer-("Let me connect you with Mr. Heron in that department). Use the name of the person you are transferring to whenever possible.

B) Know the transfer instructions for the telephone system so that you do not cut off your caller!

Handling complaints by phone

A) Listen carefully.

B) Convey sincere interest and be empathetic.

C) Agree as often as possible.

D) Remain calm and courteous. DO NOT ARGUE!

E) Do not interrupt unless the person needs to talk to another person or department.

F) Do not blame co-workers.

G) Explain clearly and be anxious to solve the problem or correct mistakes.

E) Do not make unrealistic promises.

F) Apologize. Be sure to say I'm sorry. To a customer that is more sincere than we are sorry.

G) Act fast. Acting quickly shows that you are sorry and that you will handle the issue.

H) Follow up. Get back to the caller to make sure the problem has be solved.

When you are away from the office

A) Arrange for coverage or leave a voice mail message for callers.

B) Place a short message on the machine. Callers do not like to wait during a long message.

C) Advise your office of where you can be reached.

D) Check your messages during the day.

Placing calls

A) Plan your call. Knowing what you need to say will make your call brief and effective.

B) Place your own calls when possible to add a personal touch and create good will.

C) Identify yourself and quickly state your business.

Qualities of a good voice

A) Distinctness

B) Pleasantness/warmth

C) Vitality

D) Naturalness

E) Expressiveness

F) Lower, mellow pitch

Tips for creating a good image

A) Use basic phrases of courtesy--"May I help you?, Please, Thank you, You are welcome."

B) Use standard, accepted business phrases.

C) Avoid slang-"uh huh, yeah, nope, dude, or bye bye for good bye".

D) Do not chew gum.

E) Do not slam the phone or cut off abruptly.

F) Keep your promises.

G) Smile while speaking. People can "hear a smile" over the phone!

Education of employees

A) Use written guidelines and verbal training.

B) Assure adherence.

C) Choose the proper employee for telephone answering (someone who loves the job).

D) Insist that employees avoid saying, "Have a nice day." Callers are sick of trite clichés.

E) Make sure that employees refrain from idle chitchat on company phone lines.

Suggested phrases for Business Telephone Ettiquete

A) "Mid-State Band and Trust, this is Mrs. Schlerf. How may I help you?

B) "Accounting department, this is Laura. How may I help you?"

C) "Good morning, Dr. Nasir and Fareed's office, how may I help you?"

Acknowledgements-Suggested responses to questions or comments

A) "Thank you, I'll check." or "I'll see."

B) "Yes ma'am/sir."

C) "One moment please, I'll find out."

D) "Yes, you may."

Reports to caller

A) "Mrs. Martinez is on another line, will you wait, please?"

B) "He is away from his desk, may I take a message."

C) "I'm sorry, Mrs. Hann is out of the office, may someone else help you."

D) "Ms. Shultz is in the Trust Department, one moment please, I'll transfer your call."

E) "I'm sorry to keep you waiting."

Obtaining the caller's name

A) "May I tell Mr. Snyder who is calling, please?"

B) "May I say who is calling, please?"

C) "May I have your name, please?"

Obtaining the correct information

A) Always repeat and read back messages for accuracy.

B) "Will you spell the name, please?"

C) "Will you repeat the number, please?"

D) "The correct spelling is P-R-E-T-T-Y?"

4)"The correct number is 5-1-1-6 - (pause)-1-5-3-4?"

Progress reports

A)"Mr. Lokey's line is still busy, do you wish to continue waiting?"

B)"I'm sorry to keep you waiting, may I check further and call you back?"

C)"That line is still busy, may someone else help you?"

D)"I'm sorry, she is still away from her desk, do you wish to continue waiting?"

Role of Recruiter

2009-06-21T00:46:00.000-07:00

Job Purpose:
Achieves staffing objectives by recruiting and evaluating job candidates; advising managers; managing relocations and intern program.

Duties:
* Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.

* Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.

* Determines applicant requirements by studying job description and job qualifications.

* Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.

* Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.

* Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; escorting applicant to interviews; arranging community tours.

* Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.

* Manages new employee relocation by determining new employee requirements; negotiating with movers; arranging temporary housing; providing community introductions.

* Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.

* Manages intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; advising managers on training and coaching.

* Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.

* Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

* Accomplishes human resources and organization mission by completing related results as needed.

Skills/Qualifications:
Phone Skills, Recruiting, Interviewing Skills, People Skills, Supports Diversity, Employment Law, Results Driven, Professionalism, Organization, Project Management, Judgment

HeadHunting

2009-06-20T22:55:00.001-07:00

In this we have tried to cover what, why and how of headhunting. Hope you find it useful.

Why HeadHunting?

1. Passive job seekers constitute the largest percentage of best talent in the industry.
2. 40-45% of the workforce in the industry comprises of passive job seekers.
3. Quality not quantity is the name of the game.

HeadHunting Methodology:

1. Mapping Talent
2. Name gathering
3. Getting past the gate keeper
4. Identifying candidate motivators
5. Call and subsequent conversation
6. Selling the benefits to the candidate
7. The client pitch
8. Objection / Concern handling
9. Managing the process
10 . Managing resignation

Now what is Talent Mapping?

“Who is where” – The Human Capital
“Who knows what” - Talent/Competencies
“Who joined whom (client)” – Talent Tracking

Talent Mapping Process

Step1- Detail research about the client company
Step2- Detail understanding of the JD
Step 3- Identifying target sectors or target companies

Sources for Name Gathering

a) Linked in
b) Job Portals
c ) Google
d) Client
e) Target companies website

Getting past the Board Numbers

1. Just ASK- Call up the receptionist and ask “can I speak with the X Manager.” There being ” are so many thing in the world you could fear more than the fear of judged” by others. SO MOST IMPORTANT and the BEST WAY – JUST ASK
2. Interview:-Become a candidate
3. Business Seminar- Want names for sending the information about a conference.
4. Become a prospective customer
5. Proposing to sell a product or service for which the decision maker would be a person whom you are trying to headhunt.

Identifying the motivators

- Challenging job
- Salary
- Brand image of the client company
- Better career path in the clients company.

Benifits of HeadHunting

1. Exclusive database for the position
2. Database for future
3. Better candidates as compared to other recruiters

Vijayraj Sharma JK - HR - 4+ yrs - recruitment

2009-02-17T06:52:00.001-08:00

JK VIJAYRAJ
SHARMA 9884514916 jkvijayraj@gmail.com

Summary

A
self motivated professional with 4+ years of experience in
Recruitment, Corporate HR, Post Recruitment.
Proven
capability in approaching senior level management with solutions to
their problem and working in a high-pressure environment.
Possess
excellent interpersonal, communication and organizational skills,
writing skills, with proven abilities in training and development,
planning, and customer relationship management.

Educational
Qualification

Masters
in Social Work, (2004) Major: Human Resources from
D.G.Vaishnav College, affiliated to University of Madras
Bachelor
of Commerce, (2002) from D.G.Vaishnav College, affiliated to
University of Madras
Diploma
in Computer Applications from Institute of Computer Technology
(1999-2000)

Experience

January
2008 Till Date Cherrytec
Solutions Ltd., Chennai (www.cherrytec.com)
Senior Executive-HR
Sep’04
to Dec’07 Sampoorna Computer
People, Chennai (www.sampoorna.com)
Senior Executive - Recruitment

Since
January 2008

Senior
Executive- Human Resources Cherrytec Solutions Ltd.,
Chennai

CMMi
Level 3 Certified (www.cherrytec.com)

Handling
HR activities for 200+ employees spread across 7 data centre in India
& Middle East countries (Kuwait, Saudi Arabia. Cairo). Activities
involved Recruitment (onsite & offshore), Staff Augmentation &
Resource management, Employee engagement, Training & induction,
Exit & lay-off interview process

Making
the candidates - sign an employment agreement for a minimum period
of 18 to 24 months
Achieved
set target in a very short span of time by recruiting professionals
for onsite deputation
Effective
implementation of any specific assignment as and when assigned by
the management

Recruitment
& Selection

Responsible
for recruitment at all positions for India and Middle East
Countries.
Knowledge
& Experience in different sources of recruitment – Taking
care of the entire recruitment lifecycle.
Sourcing
candidates through Job Portals, Consultant, Reference, off-Campus
Interview.
Interacting
with the line managers for positioning and documenting the same.
Maintaining
MIS & reports.
Responsible
for post recruitment like issuing offer letter, completion of
joining formalities, conducting induction programme for new comers,
issuing appointment letter with salary break up, Code of Conduct and
duties & responsibilities.
Technical
Requirements Handled Oracle Apps (HRMS ,SCM, Finance, DBA),
Telecom, SAP(all modules) Oracle D2K, Oracle DBA java/ J2ee,
Networking and System technologies, Microsoft Technologies, Quality,
Testing, Technical Writing, Mainframe, Sales, Data warehousing, Web
Designer, CCIE/Unix Admin etc

Generalist
HR Activities

Compensation
& benefits – Payroll
Time
Office Management
Performance
Appraisal Management: Performance Evaluations & Appraisal
Employee
Relation-

Employee
Grievance & Counseling
Communication
of Policy, Processes & Incentive Plans to the Employee.

Training
& Development
Statutory
Compliance: PF, ESI, Gratuity,
Leave
management
Internal
& International movements: Transfer, Deputation and Promotion
Travel
Desk – Visa Processing (Middle East)
Separation
Management
Maintenance
of Employees Personal Files & Information

Sep’04
to Dec’07 Sampoorna
Computer People, Chennai

Senior
Executive – Recruitment (www.sampoorna.com)

Joined as
Trainee recruiter in the year 2004, was promoted to Associate
Recruitment executive in the year 2005 Feb, was promoted to
Recruitment executive in the year 2005 Sep and Senior Recruitment
Executive from the year 2006 Sept.

Received
an appreciation letter from organization for the extensive backend
support to the client
Extensive
support given to organization to make some of our clients to become
an highest billing client of the organization.
Won “Star
Recruiter Award” for achieving the target consequently.
STAR (Special Thank you with Appreciation and Recognition)
Performance award
Have
closed positions at various levels ranging from fresher to Project
Managers for one of the potential client

Job
Profile:

Manpower
Resourcing: Handled recruitment activities from Fresher, Lateral
to Senior Position. This involved following activities:- Generate
resume database / building the pipeline for the upcoming
requirements of IT professionals through the main sources of
personal contacts, Internet, job portals, advertisement, head
hunting, mass mailers, Job posting on portals etc
Handling
End-to-End Recruitment process: Responsible for recruiting the
required professionals as per the client requirements and process
right from sourcing, screening, short-listing-to-interview
follow-ups till the end-to-end recruitment solutions. Ensuring the
candidates will join once the offer letter issued by client. Try to
increase their interest level in the new company/job/offer without
any false Commitment,
Negotiation:
Both candidates and the Client when required
Team
Management: Setting KRA’s and monitored the team size of
10 recruiters. Manage the Team effectively, guide, motivate and
retain the team. Appraise individual at periodic intervals and
identify ways of improving their performance (training needs,
compatibility with present work, etc.)
Client
handling & Business Development
Technical
Requirements Handled: - C, C++, Java, J2ee, Mainframe, Data
warehousing, Microsoft Technologies, SQA & Testing, ERP,
Database, Recruitment/HR, Middle Management, Embedded Technologies,
Network and System Administration, Business Analyst, Infrastructure
Manager, etc.,
Major
Clients Handled: EDS, Scope International Ltd, HCL Tech,
i-Nautix Technologies Ltd, MPower Software Solutions (now acquired
by Wipro), Aviva 24/7 (Customer Operational Services (Chennai)),
Cybernet Software Systems, Amdocs – Pune, Aspire Systems Ltd,
Franklin Templeton Investments Ltd, EFunds International Ltd,
Virtusa.

HR
initiatives:

Responsible
for Internal recruitment (Pre-Recruitment & Post-Recruitment)
for Chennai office.
Employee
Relation (Induction, Training & Development, Grievance &
Counseling).
Job
Allocation to the team (Recruiter).
Training
& Development.
Conducting
Review Meeting: Prepare and maintain weekly
& monthly reports, analyze recruitment
statistics on various activities undertaken viz. Targets
Attained.

Personal Profile

Achievements

Represented
1(TN) BN NCC for “GOA Trekking Camp -2001-02”
Organized
a three day NCC event “CADOFEST-2002”

Significant Activities

X-Member
– Indian Society of Training and Development Students’
Cell
Student
Co-coordinator Fieldwork Placement 2003-2004
Member
in Organizing Committee on PERFORM 2003
Team
Leader for Food Committee in Rural Camp 2002-2003
Organizer
“CADOFEST-2002” a three day NCC event
Active
Participation in NCC 1TN [BN] NCC (1999-2002)
Participated
in various sports and cultural Program

Father
Name: M. Jai Kishore

Date
of Birth: 29^th December 1980

Language
Known: Marwadi, Hindi, Tamil and English.

End

IT Jorgans -

2007-11-25T00:47:00.000-08:00

BIN BINary
BIND Berkeley Internet Name Domain
BIOS Basic Input Output System
BIT Built-In Test
BIT Binary digit
BITE Built-In Test Equipment
BITS Base Information Transfer System
BPS Bits per second
BAN Battlespace Area Network
AHPL A hardware programming language
ALU Arithmetic and logic unit
ASCII American National Standard Code for Information Interchange
ASCII American standard code for information interchange
CASE Computer applications and software engineering
CASE Computer-aided software engineering
CASE Computer-aided systems engineering

CAT Computer Aided Testing
CAT Computer aided test
CD Compact disk
CERT A registered service mark used by the CERT Coordination Center, an SEI group that focuses on Internet security; usage guidelines are available from lhp@cert.org
CISC Complex instruction set computersCMMCapability Maturity Model
CMMI Capability Maturity Model Integration
CMMI-SE/SW Capability Maturity Model-Integrated for Systems Engineering/Software Engineering
CMMI-SE-SW/IPPD Capability Maturity Model-Integrated for Systems Engineering/Software Engineering/Integrated Product and Process Development
CMOS(COSMOS) complementary metal oxide semiconductor
COBOL Common Business Oriented Language (should not be defined; use as a word)
COBOL Common Business-Oriented Languag
COLD Computer Output to Laser Disk
COM Component Object Model
COM Computer Operations Manual
COM Computer output microfilm
CORBA Common object request broker architecture
CRM Computer Resources Management
CRM Continuous Risk Management
CRM Computer resource management
CRM Computer resource manager
CISC Complex instruction set computers

DBDF Database display function
DBMS Database Management System
DBMS Database management system
DOS Disk operating system
DOT Distributed object technology
XICS Xerox Integrated Composition System
XML Extensible Markup Language
WORM write once and read many times (disk drive)
VAN Value Added Network
VHDL VHSIC hardware description language
VDL Vienna Definition Language
VLAN Virtual Local Area Network
VLM Very Large Memory
VLSI Very Large Scale Integration
VM Virtual Machine
VSCS Voice Switching and Control Systems

CAT Center for Advanced Technology (in New York state)
CAT Computer Aided Testing
Uml Unified markup language
TQM Total Quality Management

Tcl/Tk Tool Control Language/Toolkit
TCP Transmission Control Protocol (Dept. of Defense)
SA System Administrator
SA Structured analysis
SAA System Application Architecture
SAAE Software architecture attribute engineering
SAAM Software architecture analysis method

SA-CMM Software Acquisition Capability Maturity Model

SAMM Software Acquisition Maturity Model
SAN Storage Area Network
SCM Software configuration management]
SDLC Synchronous Data Link Control
SOAP Simple Object Access Protocol
RA Risk analysis

RAID Redundant Array of Inexpensive Disks
RAM Random access memory
RAP Risk Aversion Plan
RAS Remote Access Services
R&D Research and development
RDA Relational Distributed Architecture
RDA Remote Database Access
RDB Relational Database
RDBMS Relational Database Management System
RISC Reduced Instruction Set Computer

RMA Reliability, Maintainability, Availability

RMC Resource Management Center
RMI Remote method indicator
RMI Remote method invocation
RTC Real Time Clock

RTOS Real-time operating system
RTOS Real-time operating system

QC Quality Control

QL Query Language

PC-AT Personal computer, advanced technology (IBM model name)
PCB Printed Circuit Board
PCM Plug Compatible Mainframe
P-CMM People Capability Maturity Model
POSIX Portable Operating System for Computer Environments
ODBC Open database connectivity
ODBMS Object Database Management System OORDBMSObject/Relational Database Management System
OOSE Object-oriented system engineering
OOT Object-oriented technology
MAC Message authentication code

MAN Metropolitan Area Network
MASCOT Modular Approach to Software Construction, Operation, and Testing
MB1024 kilobytes
mbps Megabytes Per Second

LCSEC Life-Cycle Software Engineering Center (Army)
LCSS Life-cycle software support
LCSSE Life-cycle Software Support Environment
LDAP Lightweight directory access protocol
LED Light emitting diode

J2EE Java 2 Enterprise Edition (Sun
JAAS Java Authentication and Authorization Service
JCL Job control language
JDBC Java Database Connectivity
JDK Java Development Kit

Question to ask - Technical Filter for design professional

2007-11-25T00:44:00.000-08:00

1. Design
a. How long have you been involved in Design?
b. If the candidate answers as more than 6 months then ask
i. What design activities have you performed?
ii. What are the design documents you have created?
1. High Level Design
2. Detailed Design
3. System Architecture
4. Software Architecture
iii. Which Frameworks are you familiar with?
1. Struts Framework – (ask the version)
2. Spring Framework
3. Hibernate Framework, etc

2. UML Diagram
a. Which version of UML are you using? Latest version?
b. Which UML diagrams are you familiar with? Which diagrams you create?
i. Class Diagrams
ii. Sequence Diagrams
iii. Use case Diagrams
iv. Package and Component Diagrams

3. Technologies
a. Which J2EE technologies have you worked with?
b. Which versions have you worked with?
i. Servlets – 2.3, 2.4
ii. EJB – 1.0, 1.1, 2.0, 2.1, 3.0
iii. JSP - 1.0, 1.2, 2.0
c. How comfortable are with XML?
d. What is XSD? XML Schema Language / used to validate XML
e. Is XSD better or DTD better? XSD

4. Database
a. How much knowledge do you have in DB design?
b. How many stored procedures and functions have your created?
c. Are you aware of Java Stored Procedures?

5. Team Leading
a. Have you lead a team?
b. How long have you been leading?
c. What is the biggest challenge?
d. What are the activities that you do as part of team leading?

6. Estimate and Scheduling-
a. Do you have experience in this?
b. What are the estimation types you are familiar with? WBS, Function Point (FP) based, Use Case based, etc.

7. Customer Interfacing-
a. Does your responsibility cover this also?
b. What is the biggest challenge?

--- Vijayraj Sharma JK

Questions You Must Ask to Tech Candidate -for HR Freshers

2007-11-25T00:43:00.001-08:00

Hope every HR Knows these questions but I would like to share this Stuff for freshers in HR recruitment collected from one of the source.

Save yourself time and effort. Get better results for the IT hiring manager

Obtain key qualifiers from the IT hiring manager up front. Don't just look for key words in a resume or rely on a standard job description. With answers to the following questions you'll be able to conduct phone interviews more efficiently and uncover qualified technology candidates more quickly.

Top Questions You Must Ask Before Dialing Your Candidate

TECH SPECIFICS
1. Certifications required
2. Skills and years of experience required by area of expertise (QA, servers/networks, databases)
3. Level of involvement with skills: used in new development, enhancement and/or maintenance work
4. Management experience/expertise required
5. Specific work experience required vs. preferable (rank order of importance)
6. Proof of work product or deliverable that must be demonstrated
7. Project scope for past activities (hours, budget, resources)
8. Security clearances required
9. Key development tools the candidate must have experience using (rank order of importance)
10. Methodologies the candidate must have used extensively Basic
11. Permanent position or temporary contract position (& how long)
12. Level of education required
13. Position's most critical responsibilities
14. Most difficult aspects of the position
15. Desired personality characteristics
16. Organizational structure above and below the position
17. Management style of the supervisor(s)
18. Overall pace of work: Quick or methodical
19. Amount of interaction with customer groups or clients (how much and in what types of situations)
20. Salary range/maximum salary
21. Percentage travel required
22. Culture of the group/team

---Vijayraj Sharma JK

Internet sourcing techniques

2007-11-25T00:41:00.000-08:00

Internet recruiting is slowly but surely catching on in this part of the world. Time is not far off when we will have to increasingly employ internet search for finding resumes, but of course this is besides the traditional method of sourcing.

I’ve been doing a bit of research on the net and managed to compile some of the most commonly used techniques for internet recruiting and am glad to share this with you.

Before we try and understand the techniques for internet recruiting let us first understand what are the search engines mostly used by experience recruiters.

Some recommended search engines on the Web:

http://www.google.com/
http://www.live.com/
http://www.yahoo.com/
http://www.metacrawler.com/
http://www.atlavista.com/
http://www.dogpile.com/

The search strings for each of these search engines will vary and therefore to maximize your search please do read the tutorials in advance from the respective search engines site.

What techniques to use and when and under what circumstances to use will depend on how well you master each techniques. To achieve optimum success one must also have a fairly good idea about the recruitment industry, the specific job requirement, the key words within the requirement and also differentiate the "mandatory skills" from "good to have skills."

Some of the most common internet search techniques are as given below.

X-RAYING:
A method of looking inside a specific web site to find what's there. Using this technique, recruiters can find documents and web pages that aren't directly accessible via links on the main public home page. When you 'x-ray' a website, you effectively get to examine every document that resides there so long as they are not behind firewalls or password protected.

Example: To find any “software engineer” - could be a document/file or a word/phrase within a document that resides within the website Oracle.com.In Altavista search - host:oracle.com AND software engineerIn Google search - site:www.oracle.com AND software engineer

FLIPPING:
Flipping is an effective method used to find the relationships between web pages based on how they are hyperlinked together. This search is especially useful for finding people who have links to the company or have worked for a specific company.

Example: To find any “software engineer” – could be a document/file or word/phrase that links back to Oracle.com.In Altavista search - link:oracle.com AND software engineerIn Google search - link:www.oracle.com AND software engineer

PEELING BACK:
As the name suggest Peeling back is the process of “retracing the path” of the url especially when one gets an Error 404 (File not found). This process is engage so as to locate the information elsewhere on the site or locate the specific “root” folder where one can find similar or additional data specific or related to the search.

Example: By peeling back or keying backspace starting from the point where the url ends we can then access the people link from the ce.uta.edu homepage and find the names of all the faculty members.url: http://www-ce.uta.edu/people/faculty/hoyos/research.html

HARVESTING OR MINING:
Harvesting involves reviewing a document, such as a resume or home page, and finding key words, links, references and locations that assist with subsequent searches.

SEARCH STRINGS USING BOOLEAN KEYS:By constructing complex search strings and conducting the search in major search engines one can hone in on the exact information/resources with great accuracy.

Some of the commonly used key words for a search string are given as below.
Common resume Words: Resume, Homepage, CV, Vitae, Bio, Qualifications, Objective, Experience, Education, References, "Work History", "Technical skills", "Project duration"Common words to avoid: Submit, Opening, Recruiter, Send, Benefits, Requirements, Opportunity, Apply, Job, Jobs, Careers, Eoe, Reply, "my client".

Example on how to construct a complex search strings:
Requirement: A project manager with PMI certification or a 6 Sigma black belt having atleast 5 years of project management within an Investment bank in the areas of Equities connectivity or trading software development. Must have good technical skills in J2EE, EJB, Websphere, XML and DB2.

Search strings credit to – Glenn Gutmacher of Advanced Online Recruiting Techniques

Google:
(intitle:~cv OR inurl:~cv OR intitle:resume OR inurl:resume) "project manager" Java "investment bank" ("equities connectivity" OR trading software) -inurl:~efinancial*
Search result: 87 pages

Yahoo:
(intitle:cv OR inurl:cv OR intitle:resume OR inurl:resume) “project manager” Java "investment bank" "equities connectivity" OR trading software -eoe -opening -post -preferred -reply -send –submit
Search result: 1,740 pages

Live Search:
(intitle:cv inurl:cv intitle:resume inurl:resume) prefer:resume “project manager” Java "investment bank" "equities connectivity" trading software -job -jobs –careers
Search result: 10,038 pages

The search results from the above three searches gives us different amount of results and the task of sieving through the hundreds of pages sounds rather a dauting task. However, the strings above could still be further refined so as to achieve a much more specific results. For example by including SCJP or Sun certification or SDLC, etc I believe one can derived at a much more accurate results.

Caveat:
If you, by applying the techniques as discussed above expects resumes to pop out every time you hit the search button you might end up disappointed and even frustrated. The internet is a storehouse of information and is just an augment to a recruiting process vis-a-vis bigger and better hunting ground and not a complete substitute.

*** Happy hunting folks!***
Labels: google, researcher, resourcer, search, strings

Sampion’s Cricket (thanks for ERA & Members)

2007-11-25T00:32:00.000-08:00

Sampion’s Cricket (thanks for ERA & Members)
Date: 3rd November 2007
Time: 6:45 AM to 9:30 AM

Cricket is the sport that Indian's are most passionate about as it’s probably the only sport where we do well from time-to-time. The Indian cricket team is worshipped when it wins, but when it loses L its time to bring on the jokes… Now it is on…

Chennai Sampion’s participated in the day out plan organized by ERA… Guess what would have happened between 6:45 AM to 9:30 AM Yes its time for joke…. Ha ha ha.. Okay lets brief you more in detail on how individual played J.

6:45 Am to 7:25 AM

Cool wind was blowing and it was chilllllll J as it was raining yesterday. Ground was wet, muddy, the place was near the airport it was very close view to see plane landing from the sky zzzzzzz.! hope you are also feeling the same enjoyment, which we experienced.

OKAY lets introduce you all the heroes of Chennai Sampion’s Shanmugam, Anto, Vimal, Khan, Rajan, Sriram, Senthil, Rajasekar, Kannan (Director), Naresh and Vijayraj

Hey its not over, we all are still practicing with empty stomach in early morning, imagine after long years many of us got up from bed by 5:00 am and seen sun rising, guys it was really “COOOOL”. Cracking jokes, pulling each other legs. Throwing ball in force hitting each other with bats, making good practice catches, really practice make things prefect

7:30 AM to 9:30 AM Lets START the Real Game

Coin was tossed the opponent won and chose to bowl first with 12 overs. Opponent was ERA-Member, there were some national/state/college players. We were still confident with little dedicated practice.

We started the match with openers Amdocs team; runs were flowing from the first ball itself. It was great partnership, in the 4th over 2nd ball was uppppp in air near to boundary ooops got caught!! L the first wicket. Hey the next Infy hero is in hitting the ball for fours and sixes. One more ball uppppppp in the air!!! Hmmm you are right, it was a six. The hero was run out in next ball walking out from the pitch. The bowling team was enjoying the moment cheering their bowlers… Wait wait we too cheering up, motivating next batsman - youngest hero of team. Started again smashing balls scoring runs between wickets fastly. It was after 7th over wickets were started dropping out randomly. We have scored 67 runs out of 12 overs. Bating over our heroes were ramping up for fielding by sharing their experience about the pitch and ground.

The first bowler setting up the field every one gearing to catch balls, initiated bowling with great buoyancy. The scored singles in each ball of the first over. The weather seems to be raining…Drizzling…. Sampians took the first wicket in the second over…..a great catch and one more catch in the same over. Well said “If your team is mutual, the world will be on ur finger tips”. Pressure continued on the batsmen and started hitting the balls all the ways. Energitic, enthusiastic sampians were continuing their strong fielding especially our wicket keeper stopping the ball edged by the batsmen.

Climax---------We were left with the last two overs…… 10 runs in 12 balls to win for them. The bowler was tensed and the batsmen continued scoring runs between the wickets. Just 5 runs in 9 balls…still chasing….they were in good form to reach their victory…. 3 runs in 6 balls to win…. Keeping our finger crossed with confidence to win… Next 2 balls no runs…Again one more run…Oh Bagwaan agle ball paeh dhow runs L They won the match.

I think we are all slightly down in the dumps after loss. We may be in the wrong sign...Venus may be in the wrong juxtaposition with somewhere else.

There are no failures only feedbacks… Waiting eagerly for our next chance to prove our talents…. That is the spirit na… Lets cheer up and keep going…..

-- Author:- Priya & Vijayraj

Sampoorna Computer People (Chennai)

2007-11-06T21:15:00.001-08:00

detail view

2007-11-06T21:11:00.000-08:00

JK Vijayraj Sharma vrs_sha@yahoo.com / 9884297868

SUMMARY

Vijayraj is MSW (HR) graduated with 3+ years of experience in all aspects of Recruitment. Able to use own initiative and work as part of a team. Proven leadership skills, including managing and motivating other recruiters to achieve company objectives. Experienced in clients handling, relationship Management and great understanding of technical requirement. Good problem solving and analytical skills.

SCHOLASTIC RECORDS

• Masters in Social Work, (2004) Major: Human Resources from D.G.Vaishnav College, affiliated to University of Madras

• Bachelor of Commerce, (2002) from D.G.Vaishnav College, affiliated to University of Madras

• Diploma in Computer Applications from Institute of Computer Technology (1999-2000)

WORK EXPERIENCE

Sampoorna Computer People Chennai September 2004 – till date

Company Profile in short: Sampoorna Computer People India’s Largest & Oldest (since 1990) Recruitment Consultancy with a wide network across India (An ISO 9001:2000 IT-ITES-Telecom Specialist Recruitment Company certified by BVQI, India), further details visit www.sampoorna.com.

My Job Responsibilities: - Designation: Sr. Recruitment Executive

Manpower Resourcing: I have handled recruitment activities from junior to senior Position. This involved following activities:- Generate resume database / building the pipeline for the upcoming requirements of IT professionals through the main sources of personal contacts, Internet, job portals, advertisement, head hunting, mass mailers, Job posting on portals etc
Technical Requirements Handled: - C, C++, Java, J2ee, Mainframe, Datawarehousing, Microsoft Technologies, SQA & Testing, ERP, Database, Recruitment/HR, Middle Management, Embedded Technologies, Network and System Administration, Business Analyst, Infrastructure Manager, etc.,

End-to-End Recruitment process: Responsible for recruiting the required professionals as per the client requirements and process right from sourcing, screening, short-listing-to-interview follow-ups till the end-to-end recruitment solutions.
Ensuring the candidates will join once the offer letter issued by client. Try to increase their interest level in the new company/job/offer without any false Commitment,
Negotiation: Both candidates and the Client when required
Team Management & Monitoring: Setting KRA’s and monitored the team size of 10 recruiters.
Manage the Team effectively, guide, motivate and retain the team
Appraise individual at periodic intervals and identify ways of improving their performance (training needs, compatibility with present work, etc.)

Client handling & Business Development: Handling both new and existing clients to determine needs, building relationships, establish rapport and create business opportunities.

MAJOR CLIENTS HANDLED	EDS
Scope International Ltd	HCL Tech
i-Nautix Technologies Ltd	MPower Software Solutions (now acquired by Wipro)
Aviva 24/7 (Customer Operational Services (Chennai))	Cybernet Software Systems– Chennai
Amdocs – Pune	Aspire Systems Ltd
Franklin Templeton Investments Ltd	EFunds International Ltd
Xansa India Ltd	Virtusa – Chennai

Other initiatives:

Responsible for In-house recruitment (Pre-Recruitment & Post-Recruitment).
Monitoring new recruits (post recruitment, Induction, Training & Development).
Allocate the Client requirements jobs to my team based on their faculty and knowledge.
Provide regular training/development to the recruiting team on various strategies.
Conducting Review Meeting: Prepare and maintain weekly & monthly reports, analyze recruitment statistics on various activities undertaken viz. Targets Attained.

Achievements:

· Joined as Trainee recruiter in the year 2004, was promoted to Associate Recruitment executive in the year 2005 Feb, was promoted to Recruitment executive in the year 2005 Sep and now working as Senior Recruitment Executive from the year 2006 Sept.

· Have closed positions at various levels ranging from fresher to Project Managers for one of the potential client

· Received an appreciation letter from organization for the extensive backend support to the client

· Extensive support given to organization to make some of our clients to become an highest billing client of the organization.

· Won “Star Recruiter Award” for achieving the target consequently. STAR (Special Thank you with Appreciation and Recognition) Performance award

PERSONAL PROFILE

Achievements

• Represented 1(TN) BN NCC for “GOA Trekking Camp -2001-02”

• Organized a three day NCC event “CADOFEST-2002”

Co-Curricular Activities

• X-Member – Indian Society of Training and Development Students’ Cell

• Student Co-coordinator Fieldwork Placement 2003-2004

• Member in Organizing Committee on PERFORM 2003

• Team Leader for Food Committee in Rural Camp 2002-2003

• Organizer “CADOFEST-2002” a three day NCC event

Extra Curricular Activities

• Active Participation in NCC 1TN [BN] NCC (1999-2002)

• Participated in various sports and cultural Program

Father Name: M. Jai Kishore

Date of Birth: 29^th December 1980

Language Known: Marwadi, Hindi, Tamil and English.

Mobile: 9841264963®

EMail ID: vrs_sha@yahoo.com / jkvijayraj@gmail.com

Chennai JK Vijayraj Sharma