Journey With Myself Promotion : Promote to win a top level domains + Hosting!

This is a promotional giveaway where you could win the following prizes: Top Level Domains [Like *.com *.org *.in etc] Premium hosting for 1 year Many domains This promotion will run from Sunday, 12th October’ 2011 to 31st October’ 2011 00:00 hours (mid-night). Result of the promotion will be announced on within a week and prizes will be distributed to all the winners in the next 3 weeks’ time.

Every Day is A New Day

New day.. New office location.. New Seat.. So many new things happened to me before this new year comes. Newness always brings enthusiasm and excitement. Hope this New Year also comes with hand full of surprises as Every Day is a New Day indeed..!!!

12 Most Famous Love Stories of All Time

When: 31 BC Where: Rome and Egypt What’s So Special about Their Love: These two had a love so strong, war was waged against them to break them up. When Mark Antony left his wife, Octavia, for the mesmerizing Cleopatra, Octavia’s brother Octavian brought the army of Rome to destroy them. These two lovers were so entranced with each other that they committed suicide rather than be apart- the ultimate Romeo and Juliet true love story.

Mahatma`s Teachings

I like both the movies MunnaBhai MBBS and Lage Raho MunnaBhai. I dont know about the Gandhi`s political decisions but I believe in his teachings to the nation.

Universal Truth about Boys............lolz!!

Now i truly admit, Google is very very very smart......

Showing posts with label job. Show all posts
Showing posts with label job. Show all posts

Monday, March 19, 2012

Current Average Salaries for IT Jobs in India


In 2012 Indian salaries are set to rise by 12 percent; the largest hike amongst Asian countries for the 10th year in a row reveals a recent survey conducted by human resource consultancy Aon Hewitt. If you are looking for a job in the IT sector and wondering, what is the present salary range in the IT sector, then you should definitely know that at present the highest salaries go to IT project managers and consultants compared to the other software and IT jobs, according to the salary survey data highlighted in the “payScale” website. However, the report also demonstrates that the average pay in Bangalore is currently ranking higher than salaries in other cities in India. In terms of experience, individuals with five to nine years of experience tend to earn significantly higher salaries than those in entry-level positions. Infosys, IBM, Accenture, Wipro, HCL and Tata Consultancy Services emerge to be the most popular employers in the country. Listed below are the salaries for most popular tech jobs in India.


1.Software Engineer: Software engineers are skilled professionals mainly focused on the design and creation of software. Software engineers explain business functions to programmers and technology restraints to non-technical business managers. For being a software engineer one should have a BS in Computer Science or a B- tech, BE degree in computer science. Software engineers should be very familiar with specialized languages relevant to the technologies employed for example Java, C++, C#.NET. The pay Package of software engineers varies according to years of experience. Software engineers earn 339,509 annually. According to glassdoor, software giant Tata consultancy pays an average salary of 410, 067 to software engineers, Infosys pays an average salary of 346,074, Wipro and Accenture pays an average salary of 352,273 and 380,124 respectively.


2. Sr. Software Engineer / Developer / Programmer: A senior software engineer is responsible for planning, processing and performing all jobs in an efficient manner with no assistance from the manager. They design and develop programming systems making detailed determinations about system performance. They also review and repair legacy code. Sr. Software Engineers make 557, 472 annually. You can easily earn an average pay package of 437,984, if you are senior software engineer at Infosys. Likewise, technology giant Wipro pays an average of 483, 086 to its senior software engineers. Reputed companies like Accenture and IBM pay an average of 596, 810 and 635, 804 respectively.


3. Project Manager, Information Technology (IT): Project Managers assist to facilitate and manage the implementation of an IT Project. They are involved in all phases of the project from accomplishing requirements to roll out and training of end users. The project managers maintain the budget integrity time constraints, and goal of the project. Although the salary of project managers varies from company to company the salary drawn by project managers annually is 1, 040, 533.



4. SAP consultant: A SAP consultant’s role is quite similar to that of a Systems Analyst in the established IT world. SAP consultants understand the business requirements and deliver a SAP solution that meets the user needs. Annually the SAP consultants earn 583,792. Bachelor's degrees in IT, a related major, or math is a must to become a SAP consultant.


5. Software Developer: Software developers are concerned with aspects of the software development process. They research, design, develop, and test software. They can also take part in design, computer programming, or software project management. You need to have a bachelor’s degree in computer science, good knowledge of the programming languages and new developments in its industry; likewise, you should posses’ good technical knowledge and a good amount of computer-related experience in order to become a software developer. Software developers make 315, 365 annually.





Interview Questions That Matters A Lot for Your Career




In an Interview there are hundreds of questions to ask for selecting a perfect candidate to a company. For a candidate, it is very important to see to all the important questions and be prepared to answer those key questions. If you are preparing for a job interview and checking out the answers to all the important questions that could be asked, this article can make your work little bit simpler as it gives you the hint of the top 3 questions that can be asked by your interviewer. George Bradt from ‘Forbes’ Website has gathered advice from the top executive recruiters to identify the top 3 questions that matters a lot for a career success, reports Kate D'Amico on Come Recommended Website.


You may be eager to know about those top 3 questions which can change you career path. So, here are those top 3 questions that can help you build a successful career in future by giving the best answers for them wherever you go.


1. Are you capable of doing this Job?


This is the first important question you need to expect in an interview. So, get prepared yourself well to answer this question in the best of best way you can. For this kind of question, your response should be as fast as possible because if you think a lot to answer this question, the recruiter may think that you are not interested in that job. You should answer creatively for these kinds of questions and you must know to smartly answer such question.



2. Do you love this job if we offer it to you?


It is the most challenging question that could be asked to you. You must be well prepared to answer such question because it shows your interest in that job which is offered to you. So, be quick while answering it, because if you fail in answering it, the recruiter may consider that you are not interested in it or you have less knowledge in that job.


3. Can we expect a good performance by you and can we tolerate working with you?


This question shows the level of expectation that your employer is expecting from you. A good relationship is needed between an employee and his employer, so if you expect a good response from your company for your hard work always you need to have a good communication with the higher authority. If you answer this question in a more powerful and active manner, think you are half done in the hiring process.


Monday, February 27, 2012

Forget good to great - a great employee remarkable.


Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.
A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.
Here are eight qualities of remarkable employees:
1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.
When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.
2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.
People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.
3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.
Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.
4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.
Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.
5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.
Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.
6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.
An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”
Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.
7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.
Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.
8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.
Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.

Monday, February 13, 2012

There Are Only Three True Job Interview Questions


Questions are:

1.  Can you do the job?
2.  Will you love the job?
3.  Can we tolerate working with you?

That’s it.  Those three.  Think back, every question you’ve ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions.  Each question potentially may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.
         Can You Do the Job? – Strengths
You can’t tell by looking at a piece of paper what some of the strengths and weaknesses really are…We ask for specific examples of not only what’s been successful but what they’ve done that hasn’t gone well or a task they they’ve, quite frankly, failed at and how they learned from that experience and what they’d do different in a new scenario.
Not only is it important to look at the technical skill set they have…but also the strengths on what I call the EQ side of the equation in terms of getting along and dealing or interacting with people.
Will You Love the Job? -Motivation


Younger employees do not wish to get paid merely for working hard—just the reverse: they will work hard because they enjoy their environment and the challenges associated with their work…. Executives who embrace this new management style are attracting and retaining better employees.


Can We Tolerate Working With You? – Fit

40 percent of senior executives leave organizations or are fired or pushed out within 18 months. It’s not because they’re dumb; it’s because a lot of times culturally they may not fit in with the organization or it’s not clearly articulated to them as they joined.

Preparing for Interviews

If you’re the one doing the interviewing, get clear on what strengths, motivational and fit insights you’re looking for before you go into your interviews.
If you’re the one being interviewed, prepare by thinking through examples that illustrate your strengths, what motivates you about the organization and role you’re interviewing for, and the fit between your own preferences and the organization’s Behaviors, Relationships, Attitudes, Values, and Environment (BRAVE).  But remember that interviews are exercises in solution selling.  They are not about you.
Think of the interview process as a chance for you to show your ability to solve the organization and interviewer’s problem. That’s why you need to highlight strengths in the areas most important to the interviewers, talk about how you would be motivated by the role’s challenges, and discuss why you would be a BRAVE fit with the organization’s culture.