Profile Description: As a Technical Lead, you will be responsible for leading design and development of software plus services for the Financial Services Industry utilizing ASP.NET, Visual Studio 2010 and SQL Server 2008 and following the SDLC+ software development process. You will be working in a global team with great learning opportunities and exposure to USA & European businesses.

Key Responsibilities:

•  Understand business requirements at a team level.
•  Frequently communicate with the client.
•  Design, development and implementation of complex software application business logic or user interfaces as per requirements
•  Lead code reviews and incorporate learning into work practices.
•  Oversee standard development and change management methodologies are followed in the team.
•  Contribute to the development of technical standards and procedures at the work group level.
•  Mentor and lead junior members of the team.

Skillset:

•  Excellent Programming skills in ASP.NET
•  Proficient in Database design and SQL programming
•  Thorough understanding of UML – Use Cases, Class Diagrams
•  Hard working and Team player
•  Good communication skills

Location: Our India office is located in Kolkata and the profile is open for Kolkata office only.

Qualification: Candidate should be B.E. / B. Tech / B.Sc. in Computer Science or related discipline with 5 – 7 years of experience.

Compensation: Negotiable. Better than Industry Standards.

At the age of 25 I was a condoctor- Rajnikant

I didn’t even complete my university education – Bill Gates

I was one who served in hotel – oberoi

At my childhood I stiched Shoes – Abharam Linkon

I worked in petrol pump – Dhiru Bhai Ambani

I failed at 12^th standard – Sachin Tendulkar

Education drop-Out, & initially a Key Board Player – A R Reheman

I slept at bench and borrowed Rs. 20/- from friends to travel filmcity – Sarukh Khan

I served tea at a tea shop to support my football training – Lionel Messi

I didn’t have a dorm room, so I slept on the floor in friends’ rooms. I returned coke bottles for the 5 cents deposits to buy food with. And I would walk the 7 miles across town every Sunday night to get one good meal a week at the Hare Krishna temple.  - Steve Jobs

Life is not what you could not do so far it’s about, What you still can.

Tacit knowledge, though often used, cannot be easily articulated or diffused. It resides within people and represents skills, insights and judgments, practical know-how and technical expertise. It is acquired through personal experience. It is difficult to grasp the concept of tacit knowledge or the know-how contained inside people’s minds. The challenge inherent in tacit knowledge is the difficulty to recognize, generate, share and manage it.

Private and public knowledge

Like tacit and explicit knowledge, there exist private and public knowledge. Individuals and organizations possess private knowledge. It is not open to public domain. Organisations can have an advantage by possessing relevant knowledge that is not available in the public domain. Public knowledge is readily available in the form of market survey reports, cost of living index, published researches, government notifications etc. The same is available to anyone on payment of nominal charges. While public knowledge may not provide a competitive edge, the absence of it can cause concern. Hence, the organization in its own interest should have access to public knowledge to keep the business going.

Knowledge acquisition

In this dynamic age, change is the only permanent thing. Everything is continuously changing. The rate of technological obsolescence is almost frightening. There is constant urge to learn more, to know and to acquire more. People are struggling to keep pace with the fast changing world around.

Employees join an organization not only for earning a livelihood but also for realizing their creative potential through the work and by contributing to the general well being of the society. They have the capacity to learn and are eager to try out new things. Therefore, they can be easily molded. It is imperative that organizations provide opportunities for the employees to hone their skill and acquire knowledge that would be useful for the organization.

Upgradation of technology without enhancing knowledge level of employees may defeat the very purpose of investment in technology. Without adequate business knowledge, it is not possible to ensure cost, quality and delivery. Managers should cultivate a curiosity for new dimensions of knowledge and resist efforts to predicate plans on past and present knowledge only. Workers must be educated on productivity and cost aspects and supervisors should be developed to lead people on the shop floor effectively. Create an environment in which all employees become life-long learners.

Changing business requirements vs job profiles

Where the demands of a job are fully predictable and can be specified precisely and where individuals can undergo training that enables the skills required to be developed to the desired standards, the matching of people to jobs becomes simpler. However, such things have disappeared now. Today’s business world is to volatile that it is not unusual for the specific demands of a job to change just before a newly appointed executive has settled in, or for a new comer to settle in the job without being fully aware of what the job entails.

Job Profile- Looking for a Talented, Experienced Individual who can create and lead of team of younger developers and conceptualize and execute the product and its all features.

Job Requirements-

-Web application development using PHP/Java, Javascript & HTML/CSS, Web Services, with 5 to 10 years of relevant experience

- Should be able to integrate with different applications using web services

- Adherence to agile development methods like TDD, BDD, peer code reviews and SCRUM

- Experience setting up and using Mongrel, Passenger, Apache, Nginx, MySQL in the production environments

- Experience owning and working end-to-end on an application – from system (server, deployment, configuration management) to back end (container, application, database) to front end (jsp, ajax, tiles, css, html, javascript)

Location- NCR

Education-  Btech/ Mtech from Premier Institutes.

Compensation- As per Industry Standards or Above

The dictionary meaning of knowledge is knowing facts, information, ideas, instructions, wisdom and learning etc. There is no simple definition of knowledge in the organizational context. It originates from the minds of people and also acquired through different experiences, applications, and situations. It is a mixture of varied experiences, values, information, which could be evaluated and applied in known areas. There is a rapidly growing interest in knowledge as the new source of competitive advantage and increasing realization that people have entered a new era – the knowledge era. An organization’s knowledge base i.e. the brains of its employees, their know-how and customer knowledge that they create serves the organization as a source of competitive advantage.

What is knowledge + management?

The key question is whether knowledge can be managed. The words management and knowledge at first sight appear incompatible. Knowledge is largely cognitive and highly personal, while management involves organizational processes. Knowledge is increasingly recognized as a crucial organizational resource. It is the organization’s ability to learn that is important. If companies start by asking what they want to achieve, they will immediately know where they lack in their ideas and information. They can then address the issues that block the learning process.

As the global competitive environment continues to intensify, the acquisition of new organizational knowledge increasingly becomes a managerial priority. New knowledge provides the basis for organizational renewal and sustainable competitive advantage. Hence, the management should make concerted efforts towards facilitating knowledge acquisition and ensure that it is used for managing business in the right perspective. Building trust is the key to creating a knowledge-oriented corporate culture. A positive environment would encourage employees to make decisions that are efficient, productive and innovative. Management’s failure in recognizing the aspiration of employees for learning is an obstacle in fostering knowledge management (KM) in organizations. While the management understands the importance of fixed assets and financial capital, they are very much ignorant about the values of intellectual capital and how to manage it effectively.

In an environment where an individual’s knowledge is valued and rewarded, establishing a culture that recognizes tacit knowledge and encourages employees to share it is essential. The need to sell the KM concept to employees should not be underestimated. In many cases employees are asked to surrender their knowledge and experience – the very traits that make them valuable as individuals. For example, Engineers working in Research and Development have come out with an insight for changing design of equipment so that its life’s longevity is ensured. The management insisted them to surrender their knowledge and apply for patent for the company, as the invention is the result of their association with the company. In such a scenario the individual is not recognized for his efforts. The organization gets the entire credit thus blocking the individual’s way to fame and success.

Successful organizations continuously learn, both from their own performance and from others. They secure and share the knowledge of their people in order to maximize learning across and within the organization. There is an openness to accept and use ideas from all stakeholders. People are encouraged to think beyond today and look ahead. They are careful to guard their intellectual property and to exploit it for commercial gain, where appropriate. The employees constantly challenge the status quo and seek opportunities to display innovation and improvement that would add value to the existing services.

Good organizations identify and understand the competencies needed, both now and in the future, in order to implement the planned policies, strategies, objectives and plans. They recruit and develop their people to match these competencies and actively support them throughout. Employee development is promoted and supported by allowing people to realize and unlock their full potential. They prepare people to meet the changes required of them both in terms of operational changes and personal capabilities.

CLIENT       SAP LABS

SAP Labs India is SAP’s second largest Research & Development and Global Services & Support center in the world. Founded in November 1998, SAP Labs India is one of the four global development hubs (Germany, US and Israel being others) of SAP that contribute to all areas of the SAP product value chain- Research & Breakthrough Innovation, Product Development, Global Services & Support and Customer Solutions & Operations.

SAP’s eight Labs in different countries are industry role models for globally distributed development organizations and contribute heavily to the goals of SAP’s business units. Bridging the gap between local market demands and SAP’s development organization, SAP Labs has set standards for excellence in innovation, efficiency, and reliability.

SAP Labs India researches, designs, and delivers leading-edge software applications that enhance and extend SAP® solutions, and is recognized within the SAP global organization as one of the prime contributors to innovation, quality and service. Of SAP Labs India’s headcount, about 25℅ are committed to research and next generation product development. The Lab has contributed significantly to the recent innovations from SAP such as HANA, Carbon Impact and Charitra.

SKILLS

Experienced in ABAP OO

Years  4 – 8 years

CTC—–Open

The incumbent should provide technical expertise to clients utilizing their extensive knowledge of Next Generation Sequencing Services by meeting them regularly at defined territory to achieve the defined sales targets.

Specific duties include assisting agents with developing strategic sales objectives, preparing customized presentations based on opportunity analysis, providing timely follow up, daily reports and communications to

Genomics Application Head (India), Visiting research Institutions/Biotech companies/R&D Labs/ Universities to generate business for the company across the territory, preparing databases of PIs and upcoming projects

and opportunities, providing support at conferences, trade shows, and user group meetings etc.”

* KRA:  Promotion of Next Generation Sequencing Services

Location – Kolkata

Qualification: BSc/MSc/B.Tech/M.Tech (Bioninformatics)

Experience: 2 to 4 years relevant exposure on NGS platform

Web link:- http://www.xcelrislabs.com/

Job Title: Territory Sales Executives (Consumables)

Work Profile:

• Sales Revenues / Budgets : Meet / exceed sales targets. Supporting other specialists and representatives and developing tactical plans to maximize revenues.
• Planning / Forecasting: To be accountable for their business planning, forecasting & achievement of objectives , key performance indicators & revenue forecasts
• Business / Markets: Drive & initiate development of new business opportunities and references. Promotion of specialist area within market, ie. organization of workshops, seminars, exhibitions
• Customer focus: Maintain & Develop relationships with key customers & references. Expand customer network & develop new relationships
• Communication: Organisation of meetings / communication channels to ensure effective communication across business units
• Information Systems: Utilize CRM database to input customer data & provide information that will increase effectiveness of pre-call planning & sales approach

If lesser at least 5 yrs of Relevant experience only on PEGA Architecture.

Must to Have

*         Technical Lead with solid 5 to 6 years  of Full Life Cycle
Development using Pega PRPC

*         Proven ability to guide and Lead a Team of Pega Developers

*         Experience working on enterprise-scale, multi-tier, Web-based
commercial software applications with Java/J2EE base

*         Clear and concise communication with US partners, Business and
Pega development team

*         Integration experience with Legacy and distributed

Nice to have

*         Experience to independently design & Architect

*         Certified Pega PRPC System Architect version 5.x

*         Good in user/task analysis and estimates

*         Health Care Domain knowledge advantage

Location : Hyderabad

To take an example, a company was engaged in manufacturing automatic textile looms. It was enjoying monopoly and the business was flourishing. The demand for looms was so huge; the company could hardly pay attention on selling spare parts. The profit margin was good and the company managed its business very well for two decades. There were around a thousand employees working in that factory. A few managers, who had a limited vision managed the company.

They were comfortable with the status quo. No training was imparted to the employees to update their knowledge. Ultimately they became redundant. The government introduced economic policy and opened the gate for importing textile looms. The company status quo was threatened. The management did not pay heed to the threat and remained silent hoping it was only a temporary phase and the things would improve.

Most of the organizations do not sense that they are in trouble and continue the status quo. Finally, when things go out of their control, they try to salvage themselves and stay in business. The textile loom manufacturing companies in India enjoyed protective market and sold the textile looms manufactured by them. But with the liberalization of economy, the central government has permitted the import of used second hand looms from Europe.

Today, the textile factory has shut down. The employees are out of employment. They could not find alternative employment because they did not update their knowledge and became redundant. So, it is important to recognize the need for change.