The document discusses various aspects of the recruitment process including sourcing candidates, validating candidate profiles, conducting interviews, coordinating the process effectively, negotiating offers, and onboarding new hires. It provides guidance on utilizing different sourcing channels, evaluating candidate qualifications and interest levels, setting up successful interviews, maintaining clear communication, overcoming barriers to negotiation, and implementing onboarding strategies to retain new employees. The overall document offers recruitment experts advice on optimizing each stage of the hiring process.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
What is a ‘fandidate’?
The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.
A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
Recruitment Process Presentation PowerpointSlideTeam
Presenting recruitment process presentation powerpoint. Presenting recruitment process presentation powerpoint. Presenting recruitment process presentation powerpoint. This is a recruitment process presentation powerpoint. This is a six stage process. The stages in this process are job offer, send for final interview, first interview round, sourcing candidates, shortlist candidates. https://bit.ly/3lHwwHc
In today's competitive talent market, you need the ability to aggressively seek and go after ideal candidates.
Use these three basic sourcing techniques to get more proactive with your recruiting!
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Deep Sidhu - US IT STAFFING - Recruitment Manager / Recruitment lead / Recrui...Deepinderjit Sidhu
US IT STAFFING - Recruitment Manager / Recruitment lead / IT Recruiter / US Technical Recruiter / Technical resource specalist (US STaffing and Consulting - Chandigarh)
What is a ‘fandidate’?
The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.
A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
Recruitment Process Presentation PowerpointSlideTeam
Presenting recruitment process presentation powerpoint. Presenting recruitment process presentation powerpoint. Presenting recruitment process presentation powerpoint. This is a recruitment process presentation powerpoint. This is a six stage process. The stages in this process are job offer, send for final interview, first interview round, sourcing candidates, shortlist candidates. https://bit.ly/3lHwwHc
The free webinar is an opportunity for young and experienced technology professionals to receive insider insights on the recruitment process, helpful information on global opportunities, and personalized guidance on how they may improve their application. Through this Live Event, Arthur Lawrence hopes to uncover many of the myths that surround the IT consulting industry.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
How to Hire the Perfect Customer Service RepresentativeHireQuotient
To ensure you find the perfect fit for your team, follow these steps:
1. Define Job Requirements: Start by clearly defining the job requirements for your Customer Service Representative position. Outline the necessary qualifications, skills, and experience to streamline the hiring process.
2. Craft a Compelling Job Description: Develop a comprehensive and engaging job description that highlights the key responsibilities, qualifications, and benefits of the role. Use language that reflects your company culture and values to attract candidates who align with your organization.
3. Utilize Multiple Channels: Post your job opening on various platforms to reach a diverse pool of candidates. Use online job boards, social media, and industry-specific platforms to maximize visibility.
4. Keyword-Based Screening: Implement keyword-based screening to efficiently filter through resumes. This method allows you to identify candidates whose skills and qualifications align with your specific requirements.
5. Persona-Based Screening: Move beyond basic keyword screening and incorporate persona-based screening. This approach considers the candidate's personality traits, communication style, and cultural fit within your organization.
6. Active, Passive, and Hidden Talent Pools: Explore active job seekers, passive candidates, and hidden talent pools. Engage with potential candidates through networking events, industry conferences, and online platforms to tap into a diverse range of talent.
7. Job Boards and EasySource: Leverage popular job boards and recruitment tools, such as EasySource, to streamline your hiring process. These platforms can help you identify and connect with qualified candidates more efficiently.
8. Conduct Structured Interviews: Develop a set of structured interview questions to assess candidates consistently. Include questions that evaluate their problem-solving abilities, communication skills, and alignment with your company values.
9. Reference Checks: Conduct thorough reference checks to validate the candidate's experience and performance. Reach out to previous employers or colleagues to gain insights into their work ethic and interpersonal skills.
10. Emphasize Candidate Engagement: Maintain regular communication with candidates throughout the recruitment process. Candidate engagement is vital for building a positive employer brand and ensuring a seamless experience.
11. Offer Letter and Onboarding: Once you've identified the perfect CSR, extend a compelling offer letter promptly. Emphasize the importance of a comprehensive onboarding process to integrate new hires smoothly into the organization.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-representative
Poonam yadav,talent acquisition intern at grip feb 21PoonamYadav247
Human Resources & Campus Ambassador Tasks
Different and effective ways of recruiting, How to get referrals from people on LinkedIn, plan for recruitment using
Social Media,
How to hire the perfect Digital Marketing ManagerHireQuotient
1. Craft a Compelling Job Description
Begin by creating a clear and detailed job description tailored to your company's unique needs and culture. Highlight the specific skills, experiences, and qualities you're seeking in a Digital Marketing Manager, emphasizing what sets your company apart as an employer of choice.
2. Discover Relevant Candidates
Utilize Job Boards Post your job opening on popular platforms like LinkedIn, Indeed, and Glassdoor, targeting candidates with expertise in digital marketing.
3. Leverage Social Media
Promote the position across your company's social media channels to reach a broader audience of potential candidates.
4. Employee Referrals
Encourage your current employees to refer qualified candidates from their networks, tapping into trusted referrals for potential hires.
5. Screen Candidates Effectively
Look for candidates with a proven track record of developing and executing successful digital marketing campaigns across various channels.
6. Initial Interviews
Conduct initial interviews to assess candidates' communication skills, strategic thinking, and alignment with your company's goals.
7. Skill Assessments
Consider assigning practical tasks or case studies to evaluate candidates' ability to analyze data, identify trends, and develop effective marketing strategies.
8. Interview Candidates
Prepare a set of tailored interview questions that delve into candidates' experiences, achievements, and problem-solving abilities in digital marketing roles. Assess their familiarity with key digital marketing tools, trends, and best practices.
9. Engage Candidates
Maintain open communication with candidates throughout the hiring process, providing timely updates and feedback on their application status. A positive candidate experience reflects well on your employer brand and increases the likelihood of securing top talent.
10.Conduct Reference Checks
Reach out to references provided by candidates to gain insights into their past performance, work ethic, and ability to collaborate effectively within a team.
11. Selection and Onboarding
Extend a competitive offer to the chosen candidate, including details on salary, benefits, and start date. Ensure a smooth onboarding process that familiarizes the new Digital Marketing Manager with your company culture, values, and expectations.
Read the full article here: https://www.hirequotient.com/how-to-hire/digital-marketing-manager
The right candidates are not so hard to find if you are a smart recruiter. Succeed in recruiting top talent in a competitive job market comes from well-thought-out recruiting strategies
Your Communications PlanFirst step Choose a topic. Revi.docxhyacinthshackley2629
"Your Communications Plan"
First step: Choose a topic. Review the Communication Challenge Topics and choose one that is relevant and interesting to you. Make sure to review the examples and anecdotes that follow each topic in this document. You can also find this information under the Course Info tab.
Second step: Review the Strategic Communication Plan example. Your plan should mirror this example in format and length. You can also find this example under the Course Info tab.
Third step: In this discussion, please respond to the following:
Part 1: What is your topic?
Part 2: Provide a rough draft of your Strategic Communications Plan for peer review and instructor feedback. Your draft should include enough detail that we can provide strong constructive feedback and input.
COM510 ASSIGNMENT COMMUNICATION CHALLENGE TOPICS
In the world of business, we can create opportunities through strategic communication. Throughout our professional careers, there are key events that raise the stakes of our communications approach.
WHAT YOU’LL DO
1) Review the Communication Challenge Topics and their accompanying case study examples.
2) Select 1 topic that is professionally relevant for you.
3) Use for your COM510 assignments (the topic you have selected, not the case study example).
Note: If there is another challenge or current opportunity in your professional life that is more relevant for you, you may choose a topic that is not on this list. Keep in mind that the communication challenge you select must in- clude both written and verbal communication elements to meet the needs of this course. (Your professor must approve your selection before you proceed.)
1
Examples of each scenario are provided to demonstrate what thoughtful, professional communication would look like in each of these situations. These are only examples and should not be used for completing the assignment. You can create and establish all necessary assumptions. The scenario is yours to explain.
COMMUNICATION CHALLENGE TOPICS
Choose one of the following topics for your assignments.
• Internal Promotion Opportunity
• New Job Opportunity Interview
• Running a Meeting
• Coaching Your Direct Employees
• Pitching a Project Idea
INTERNAL PROMOTION
Seeking a promotion from within your company is one opportunity in which strategic communication could mean the difference be- tween success and failure. If you choose this scenario, you’ll need to create both a written and a verbal (audio or video) communica- tion. These elements should explain why you are the right person for the internal promotion while addressing potential questions you might need to answer as part of the process.
Things to Consider
• Have you checked the listings on your company’s job board lately?
• Is there a new position you would like to secure?
• Have you taken on more responsibility at work?
• Have your outcomes been positive?
• Do your job title and job description match what you do? .
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
3. Sourcing
Utilize every possible channel available to reach to
maximum job seekers:
Remember serious job-seekers Do Not make their
profile public. They wait and watch for right
opportunity.
Unconventional sources
Conventional Sources - Online groups
- Internal database - Discussion forums
- Job Portals - Social networking sites
- Print media advertisement
- Employee referral Role of Social Media in Recruitment:
- Headhunting It’s important to reach out to maximum prospective
candidates and ensure a consistent pipeline of quality
resumes flowing in.
While not all job seekers are active on job portals,
rising influence of Social Networking sites gives a
better chance to recruiters to stay in touch with
maximum professionals. Professionals can subscribe
your job postings on various blogs and forums,
forward it to friends and act on the suitable
opportunity without even posting their resumes in
job portals.
So mark your presence on these great tools today
and don’t forget to add the ‘subscribe…’ feature to
your pages.
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
4. Profile Validation
It has been observed that some time applicants are not serious job-seekers and float their resumes
to judge their market value:
A guide on how to evaluate the profile and the interest level of applicants:
Steps to validate the genuineness and relevance of applicants:
- Educational background validation
- Desired qualification, mode of study & specialization.
- Gap in study, reason?
- Experience validation
- Total and relevant experience
- Gap in experience, reason?
- Team-size and individual contribution in the current assignment.
- Duration of employment in current and recent-last organization
- Interest-level validation
- Strong reason for change in current and recent-past organization.
- Accomplishments and non-accomplishments in current assignment.
- Desired job profile, employer of choice and salary-range.
- Duration since seeking new employment and companies recent applied.
- Preferred mode and timings for further discussion rounds.
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
5. Interview and selection process
The interview and selection of the right people is essential to the success of every team and
organization. However, the process of interview and selection is costly both in terms of time and
resources particularly if the wrong decision is reached. It is critical that the right candidate is
appointed first time.
Guidance in the skills and techniques essential to conducting a successful selection process:
Prospective Candidate:
-Check on preferred mode, timings and contact details for interview, don’t forget to request for
alternate contact number in case of telephonic interview.
-Always ask: How would you be able to get time out your busy schedule? [Would you apply for
leave, go out etc..]?
-Suggest: Contact me immediately, In case you don’t get call on scheduled time. Update me on
your experience/self-assessment immediately after interview call.
Client/Hiring Manager:
-Check on preferred mode, timings and contact details for interview, don’t forget to request for
alternate schedule, in case the candidate is busy at the given schedule.
- Bridge the call, update both ends and put a reminder mail.
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
6. Effective Coordination
Sometime multiple channels of communications/ miscommunication / gap in communication can spoil
your hard of sourcing a relevant profile and therefore spoiling relationship with job-seeker / client.
Remember word of mouth / references are the most effective medium of marketing your credibility &
effectiveness and you can’t afford to have a negative remark:
A guide on how to ensure effective coordination:
Prospective Candidate:
- First impression is last impression- Be an adviser: Never talk to a job seeker in hurry, ask for
the right time, ask him/her to describe about experience, reason for change, employers of
choice, career goals etc.
- Share all the career options available with you, ask his/her interest level, any clarification/
further info he/she may require.
- Check if job-seeker has any history / prior feedback on your client, clear the doubts.
- Get job-seeker’s suitable timings/mode for discussion, availability etc.
- Share your contact details and suggest him/her to contact immediately in case of any query.
Client/Hiring Manager:
- Obtain full job details from client including details Job Description, essential skills, exp level,
desired candidate profile, time required to fill vacancy, budget, preferred mode of job-seeker
evaluation etc.
- Ensure you share only matching profile with client with a brief on your chat with the job-
seeker [Adds weightage to your credibility]
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
7. Offer release & Negotiation
Negotiating is the process by which two or more parties with different needs and goals work to find a
mutually acceptable solution to an issue. Because negotiating is an inter-personal process, each
negotiating situation is different, and influenced by each party's skills, attitudes and style. We often
look at negotiating as unpleasant, because it implies conflict, but negotiating need not be
characterized by bad feelings, or angry behavior. Understanding more about the negotiation process
allows us to manage our negotiations with confidence increases the chance that the outcomes will be
positive for both parties.
Barriers To Successful Negotiation
- Viewing Negotiation As Confrontational
- Trying To Win At All Costs
- Becoming Emotional
- Not Trying To Understand The Other Person
Some Negotiation Tips
- Solicit The Other's Perspective
- Prepare Options Beforehand
- Don't Argue
- Consider Timings: There are good times to negotiate and bad times
Negotiating is a complex process but one worth mastering. If you keep in mind that you are
responsible for the success or failure of negotiation, and if you follow the tips above, you will find the
process easier.
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
8. Pre-joining formalities and on-boarding
A poor on-boarding strategy will inevitably cost a company the energy, resources and time spent
during the pre-hire stages. This story is so familiar that 38% of companies admit to losing employees
due to a weak on-boarding process. Even more discouraging, 38% of companies do not know if they
have lost employees due to a weak on-boarding process:
In terms of the new employee, post-hire follow-up calls are important:
- Plan and organize an effective on-boarding program
- Stay Alert: Develop follow-up strategies
- Manage the expectations of offered resource to ensure they are realistic.
A good recruiter never avoids a chance to talk to a person of influence and make them a friend!
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
9. Technical know-how…..
Its time to update yourself!
Developer
Admi
nistra
tor
Program
Manager
http://salesnrecruitment.blogspot.com Email me: mail2hemant@gmail.com
10. General
Standard Hierarchy and Responsibilities in an IT organization
Practice Head
Managing the technology , to do the resource management , to track the resource pool,
resource plan.
Delivery Manager
Client Management ,Budgets study, ensure the deadline ,communicating with the clients
Sr. Project manager (SPM)
Managing multiple projects & team managers
Project Manager (PM)
More of management role and designing the projects(Architect is also in the same level)
Team Lead (TL)
Team Management, Assessing the responsibilities, Distribution of work.
Senior Software Engineer (SSE)
Development and Critical work in the projects
Software Engineer(SE) (or) Jr. Developer
Completely in coding/programming and development
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11. Understanding various roles: It’s not confusing
Role Responsibilities
Practice Head Responsible for managing overall business and strategic functions of a particular
technology practice in an organization. This includes management of people, clients,
financials and risks.
Delivery Manager Generally responsible for managing delivery of various project simultaneously, handling
client and people management, ensuring delivery milestones on time.
Project Manager The Project Manager is involved with the planning, controlling and monitoring, and also
managing and directing the assigned project resources to best meet project objectives.
Solution Architect Solution Architect’s role starts during the system planning phase. SA plays important role
in identifying right solution/software product/technology platform based on business
requirements collected by BA and convert them into Solution design document (SDD)
Technical Architect plays a vital role in deciding required software/hardware modules for
Technical Architect system development, including use-case designing, system sizing, preparation of
development and deployment architecture, load balancing and security features.
BA acts as a functional consultant to interact with users and gather business
Business Analyst requirements, document them in SRS (System Requirement Specifications) or BRD
(Business Requirement Document) and further assisting development team in
documenting various stages of software development including user manuals.
System Administrator System administrator ensures maximum availability of systems/servers and performs
activities such as backup and recovery, performance tuning, cloning, maintenance and
up-gradation etc.
Database Administrator DBA performs database administration activities such backup and recovery, performance
tuning, cloning, maintenance and up-gradation etc.
Developer/Sr. Developer Programmer or coder, writing software programs based in SRS & SDD.
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12. Technology Index
Operating Systems Windows NT 4.0 / 2000/2003/2008, SCO Unix, Solaris 8 & 9, MS-DOS, Apple Macintosh,
Redhat Linux, SuSe Linux, HP-UX,AIX
Sun Java Technologies J2EE, JSP, Servlets, Java JDK 1.4, HTML 4, java-script 1.2, XML, Struts, WSAD, Tile,
Hibernate, Quartz,
Microsoft Technologies Visual Studio 6 & Visual Studio .NET, IIS 5.0, & 9,ASP, SharePoint, PerformacePoint
Databases Oracle 7.x 8.x, 9i, 10g, 11g, MS SQL-Server 2000/2005/2008, MySQL, PostgreSQL 7.x,DB2,
Ingres, Informix, MS Access, Sybase
Design Patterns ProtoType Pattern, Command Pattern, Factory Pattern, Builder Pattern, Immutable
Pattern and Singleton Patterns
EJB Design Patterns Session Façade, Domain Data Transfer Pattern, Custom Data Transfer Pattern, JDBC for
Reading, Business, Delegate Pattern and Service Locator Pattern
Development Tools IBM VisualAge for Java 3.02, Forte 4.0, JBuilder 8, and TogetherJ 6
Open Source Technology Red Hat Linux 7 & 8, Jakarta Tomcat 4, Apache web server,UNIX
Application Servers Jrun 3.1 Application Server, Jrun Cluster Server, Weblogic 8 Application Server, Oracle 9i
Application Server,websphere,weblogic,Sun One,
E-mail / Networking IIS Mail Server, Mail Enable Mail Server, Qmail & SendMail, TCP/IP networks setup and
troubleshooting.
Firewall Check Point NG, Symmantec,Mcafee
SCM / ERP SCC( Supply Chain Collabration) i2 Commerce Suite( Negotiate, Projects, Catalog) ,i2
Trade Matrix 5.1.1, i2 Site Management, Oracle Application 10.7 /11i / Radical
2.0,BAAN,SAP,Peoplesoft,JD Edwards,Navision,Axapta,Great planes,Ramco Marshal
Security Systems Site Minder Policy Server 4.51, Site Minder Web Agent 4.51
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13. Technology Index
Project Management Microsoft Project 2000, Rational Rose, Kintana(Mercury company)
Other Erwin 3.5.2, TOAD 7.3, IBM Distributed Debugger 3.02, JProbe, and JThreadLyser, and
tools CAML,Crystal Reports(Seagate)
EAI / Middleware Tibco,seebeyond,Vitria,Webmethods,Mercator,SAP XI,Tuxedo,
CRM Siebel,Clarify,SAP CRM,Oracle CRM,Peoplesoft CRM,Vantiv,
Datawarehousing Informatica,Cognos,Business Objects,Hyperion,Datastage,Oracle DW,Abnitio,Erwin,
Client Server Developer 2000 Forms 6i/4.5/5.0 & Reports 2.5 / 3.0 /PLSQL/Sql Loader/ Oracle WebDB
/ Jdeveloper/ Oracle Replication Server/Oracle Portal / Pro*C,
Storage Tool Veritas Volume Manager,EMC Storage, IBM Tivoli
Content Management Tool Documentum , FileNet, SharePoint, Alfresco, Joomla, Drupal
Mail Management Software IBM Lotusnotes,Microsoft Outlook,MS Exchange server,Eudura,
Testing Tools Winrunner,Loadrunner,Test Director,QTP,IBMRationalrobot,Test Manager,Silk Test,Silk
Performer,
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14. What is ERP (Enterprises Resource Planning)?
Enterprise resource planning software, or ERP, doesn't live up to its acronym. Forget about planning—it
doesn't do much of that—and forget about resource, a throwaway term. But remember the enterprise part.
This is ERP's true ambition. It attempts to integrate all departments and functions across a company onto
a single computer system that can serve all those different departments' particular needs.
That is a tall order, building a single software program that serves the needs of people in finance as well
as it does the people in human resources and in the warehouse. Each of those departments typically has
its own computer system optimized for the particular ways that the department does its work. But ERP
combines them all together into a single, integrated software program that runs off a single database so
that the various departments can more easily share information and communicate with each other. That
integrated approach can have a tremendous payback if companies install the software correctly.
Take a customer order, for example. Typically, when a customer places an order, that order begins a
mostly paper-based journey from in-basket to in-basket around the company, often being keyed and
rekeyed into different departments' computer systems along the way. All that lounging around in in-baskets
causes delays and lost orders, and all the keying into different computer systems invites errors.
Meanwhile, no one in the company truly knows what the status of the order is at any given point because
there is no way for the finance department, for example, to get into the warehouse's computer system to
see whether the item has been shipped. "You'll have to call the warehouse" is the familiar refrain heard by
frustrated customers.
ERP vanquishes the old standalone computer systems in finance, HR, manufacturing and the warehouse,
and replaces them with a single unified software program divided into software modules that roughly
approximate the old standalone systems. Finance, manufacturing and the warehouse all still get their own
software, except now the software is linked together so that someone in finance can look into the
warehouse software to see if an order has been shipped. Most vendors' ERP software is flexible enough
that you can install some modules without buying the whole package. Many companies, for example, will
just install an ERP finance or HR module and leave the rest of the functions for another day.
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15. Major Technology Vendors and their
popular solutions
S. No Company ERP RDBMS Portal Business Others
Intelligence
Tools
1. Microsoft Microsoft SQL Server SharePoint SSRS,
Dynamics PerformancePoint
NAV, AX and Server
GP
2. IBM DB2 Websphere Cognos Lotus Notes,
Rational Tools
3. Oracle Oracle E- Oracle Weblogic Hyperion Livelink
Business suite
/ Oracle Apps
4. Hewlett- Winrunner,
Packard Loadrunner, QTP
5. EMC Documentum,
Captiva
6. SAP SAP R3, SAP SAP Netweaver Business Objects
B1 (Business portal
One)
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16. Participants in ERP Implementation
Functional Consultant Technical ERP Administrators User
Consultant
Who will do the AS – IS Study – Existing Developments & Oracle Apps DBA : Power User
system ( Actual Requirement study of Customization of Activities performing on End User
Legacy system, which can be in any form the forms & Reports Application side. From client-end
viz. Manual System or using any Patching Performance tuning
technology)
Cloning – is for testing purpose
Maintenance
To Prepare the process flow chart Who can work on Oracle DBA –
the Backup , Recovery,
RICE Components Performance Tuning
(Reports, Interfaces,
Conversion &
Extension)
Gap Analysis, He should have domain
knowledge.
Requirements gathering , Analysis, User
Interaction , Design a work flow
Define Setup ( How does a data
application will work )
Documentation for future reference & for
end user training
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17. Industry
ERP
(Software Package)
for Enterprises SME’s
SAP MS Dynamics
Oracle Apps MFG/Pro
PeopleSoft BPCS
JD Edwards B2B
BAAN Ramco
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18. Different ERP Products
S. No Product Name Owner Company
1. SAP SAP AG, Germany
2. Oracle Apps Oracle Corporation, USA
3. PeopleSoft Peoplesoft Inc, USA
4. JD Edwards JD Edwards Inc.
5. BAAN BAAN, Netherlands
6. MS Dynamics Microsoft, USA
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21. Glossary Of SAP
ABAP:- Advance Business Application Programming
FI-CO:- FI = Finance, CO = Controlling
MM:- Material Management
SD:- Sales & Distribution
PP: - Production Planning
PM: - Plant Maintenance
PS:- Project System
HR: - Human Resource
QM: - Quality Management
WM: - Warehouse Management
SM/CS: - Service Management/Customer Services
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22. Responsibilities of Technical & Functional Consultant in SAP
What does an ABAPer do (Technical Consultant in SAP)
ABAP is an programming language which is used be SAP to develop the programs. So a
programmer (ABAPer) develops software package by using various technologies like ALE,
IDOC, BAPI, BDC, LSMW, Dialog Programming, Module Pool Programming, Reports, SAP
Scripts etc.
ALE - Application Link Enabling
IDOC - Interfacing Documents
BAPI - Batch Application Programming Interfaces
BDC - Batch Data Communication
What does an Functional Consultant do (Functional Consultant in SAP)
AS-IS-Study.
TO-BE-Analysis
User Interaction
Preparing user manuals for end user training
Training end users and Power users
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23. SAP New Dimension Modules
For specific industries SAP AG, Germany has developed new customized product under the
brand name of SAP. These New Dimension Products are different from SAP Standard
version that is SAP R3 & in each new dimension module there are Technical as well as
Functional Professionals like SAP R3.
For Supply Chain Industry: -
APO:- Advanced Planning & Optimization
DP : - Demand Planning.
SNMP : - Supply network management planning.
PPDS : - Production Planning & Detailed Scheduling.
GATP : - Global available to promise.
For Oil Industry: - IS-OIL
For Automobile Industry: - IS-Auto
For Media Industry: - IS-Media
For retail Industry: - IS-Retail
For Customer Care Industry: - ISU-CCS
For CRM Industry: - SAP CRM
For Business Warehousing: - SAP BW/BIW
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24. Brief about different ERP’s
SAP
Different Versions :- R2, R3 (4.6B, 4.6c), CIN (Country India Version)
Technical :- ABAP (Advanced Business Application Programming)
Functional :- HR, FI-CO, SD, MM, PP, PS, PM, QM
SAP Admin/DBA :- BASIS
Oracle Apps
Different Versions :- Oracle Applications 11i
Technical :- PL/SQL, Forms, Reports, Interfaces, Conversion, Extensions (RICE Components)
Functional :- HRMS (Payroll, Advanced Benefits), MFG (BOM, WIP), FIN (AR, AP, GL), DIST (INV, PO, OM)
DBA/Administrator :- Apps DBA
PeopleSoft
Different Versions :-
Technical :- Peoplecode, People tools, PS Query
Functional :- HRMS, MFG, FIN
DBA/Administrator :- Peoplesoft Admin/DBA
JDEdwards
Different Versions :- WorldSoft, OneWorld, OneWorld XE
Technical :- JDEdwards Programmer
Functional :- HR, MFG, FIN
DBA/Administrators :- CNC Administrator
BAAN
Different Versions :-
Technical :- BAAN Tools
Functional :- FIN, MFG
DBA/Administrators :- BAAN Administrators
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25. Overview of
Oracle Applications
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26. Oracle Applications Overview
Oracle R12 is the latest release version.
Current available Versions are R12, 11.5.10.2, 11.5.7 , 11.5.9 and 11.5.10.2.
Oracle 6i, 8i, 9i, 10g, 11g [Latest] are databases used against ERP
1) Front End - forms – to enter the data, reports – to create various type of reports
2) Back End - Oracle 6i, 8i, 9i, 10g, 11g [Latest] are databases used against ERP
Forms: Used to enter user data
Reports: Display user-desired reports
Interface: To connect with legacy applications [Third-party application developed on
other platform]
Conversions:
Extensions: Oracle's extensions to the JDBC standard include Java packages and
interfaces that let you access and manipulate Oracle datatypes and use Oracle
performance extensions
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27. Different modules in Oracle Apps
1) Finance - AR (Accounts Receivables ), AP ( Accounts payable ), GL ( General Ledger),CM ( Cash
Management), FA(Fixed Assets)
Note: All are Individual Modules.
GL interface is important
In Finance Functional –
1) P2P (P - P) – Procurement to pay cycle – that includes the combination of all these modules
PO+AP+GL
2) O2C (O - C) – Order to Cash Cycle – that includes the combination of all these modules OM+AR+GL
2) Manufacturing: WIP (Work In Progress), BOM (Bill Of Materials)
3) Distribution: INV (Inventory), PO (Purchase Order), OM (Order Management)
4) HRMS: Pay Rolls Advance Benefits, Core HR
5) CRM: Tele Service, Field Service, Service Contracts.
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28. Comparison……………..
Between a Programmer and a Technical Consultant in Oracle
Apps.
Programmer Technical consultant
He will write the code in pl/sql He will involve in the development of Forms
and RICE Components to ensure the business
functionality.
Between D2K and 11i?
D2K (Developer 2000) Apps
He has to develop all form and reports ERP has standard forms and reports
(Built in)
Lot of code to be written for the business In built business functionality
functionality.
Not recommended for large distributed Designed to manage large enterprises
environment environments
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29. Evaluation……………….
Major players of Oracle Apps are :
Oracle NAIO, Intelligroup, Delloitte, Infosys, IBM, TCS, GE, HCL, Sapient, Rapidgm, Xansa, Birla
Soft, Alliance Consulting, Bahav-one Cyber Tech, Sierra Atlantic, Solix, Satyam
Most important questions you have to ask the candidates:
1) Ask whether He/She is a Tech or Functional Consultant?
2) What are the modules He/She worked?
3) How may forms Or Reports that He/She customized in particular Project?
4) Which version of forms that He/She working?
5) Ask whether he worked on INTERFACES or Not?
6) How many Implementations He/She did?
7) Is He/She is in support project or implementation project?
8) Why there is a need of customization?
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30. Oracle DBA
Major differences between DBA – Development and DBA – Production
DBA Developer – Development DBA - Production
Who work on Stored Procedures Back-up, recovery, Performance tuning,
Triggers Migration, Upgradation, Patching
User creation management Regular Maintenance
Table space Management
Designing Table
Writing code in pl/sql
Major differences between Oracle DBA and Oracle Apps DBA
Oracle DBA Oracle Apps DBA
Installation ,Back-up, recovery, Performance Installation, Cloning, Migration, Upgradation,
tuning, Migration, Upgradation, Patching Patching,
Work on Backend – Database side Work on Application side
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31. DBA Responsibilities
The job of the DBA seems to be everything that everyone else either doesn't want to do, or doesn't have the
ability to do. DBAs get the enviable task of figuring out all of the things no one else can figure out. More
seriously though, here is a list of typical DBA responsibilities:
•Installation, configuration and upgrading of Oracle server software and related products
•Evaluate Oracle features and Oracle related products
•Establish and maintain sound backup and recovery policies and procedures
•Take care of the Database design and implementation
•Implement and maintain database security (create and maintain users and roles, assign privileges)
•Perform database tuning and performance monitoring
•Perform application tuning and performance monitoring
•Setup and maintain documentation and standards
•Plan growth and changes (capacity planning)
•Work as part of a team and provide 7x24 support when required
•Perform general technical trouble shooting and give consultation to development teams
Interface with Oracle Corporation for technical support.
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32. Required Skills for DBA
•Good understanding of the Oracle database, related utilities and tools
•A good understanding of the underlying operating system
•A good knowledge of the physical database design
•Ability to perform both Oracle and operating system performance tuning and monitoring
•Knowledge of ALL Oracle backup and recovery scenarios
•A good knowledge of Oracle security management
•A good knowledge of how Oracle acquires and manages resources
•A good knowledge Oracle data integrity
•Sound knowledge of the implemented application systems
•Experience in code migration, database change management and data management through the various
stages of the development life cycle
•A sound knowledge of both database and system performance tuning
•A DBA should have sound communication skills with management, development teams, vendors and
systems administrators
•Provide a strategic database direction for the organization
•A DBA should have the ability to handle multiple projects and deadlines
A DBA should possess a sound understanding of the business
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33. JAVA / J2EE
Three different Versions of JAVA 2
J2EE(Java 2 Enterprise Edition) J2SE ( Java 2 Standard Edition ) J2ME ( Java 2 Micro Edition)
Web based & Desktop Applications For Online gaming For Mobile applications
Difference between Core JAVA & J2EE
Core Java J2EE
Swings – Writing the forms JSP( Java Server Pages),EJB(Enterprise Java
Beans),Servlets
Only to design the desktop applications Distributed enterprises application
It is Web based and Desktop based applications
Most important questions you have to ask the candidates:
1) What is the IDE(Integrated Development Environment) that he/she is using? Like Eclipse, Netbeans, Jdeveloper,
JBuilder,
2) How many JSPs he/she has written?
3) What type of EJBs you have written ? a) Entity Beans b) session Beans.
4) What method you have followed and ask for SDLC?
5) Are you comfort on Servlets?
Servlets is which runs in Server and it is a redirector.
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34. IBM Technologies
Technology Function
Mainframe Application Development
AS/400 Application Development
Lotus Notes Mail Management Software
Rational Tools SDLC Tools
Tivoli Storage Manager
Websphere Suit Application Server /
Integration Technology
IBM AIX Unix based Operating System
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35. Mainframes
In Mainframes we use :
1) Cobol as the programming language
About COBOL
Acronym for Common Business Oriented Language. Developed in the late 1950s and early 1960s, COBOL
is the second-oldest high-level programming language (FORTRAN is the oldest). It is particularly popular for
business applications that run on large computers.
COBOL is a wordy language; programs written in COBOL tend to be much longer than the same programs
written in other languages. This can be annoying when you program in COBOL, but the wordiness makes it
easy to understand programs because everything is spelled out. Although disparaged by many programmers
for being outdated, COBOL is still the most widely used programming language in the world.
CICS as a backend tool :
2) About CICS
Short for Customer Information Control System, a TP monitor from IBM that was originally developed to
provide transaction processing for IBM mainframes. It controls the interaction between applications and users
and lets programmers develop screen displays without detailed knowledge of the terminals being used.
CICS is also available on non-mainframe platforms including the RS/6000, AS/400 and OS/2 -based PCs.
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36. 3) DB2 as a Database:
About DB2:
Short for Database 2, a family of relational database products offered by IBM. DB2 provides an open
database environment that runs on a wide variety of computing platforms. A DB2 database can
grow from a small single-user application to a large multi-user system. Using SQL, users can
obtain data simultaneously from DB2 and other databases. DB2 includes a range of application
development and management tools. DB2 supports Mainframe as well as UNIX environment
4) MVS, OS/390 are the operating systems for Mainframes
i) About VSAM :
Virtual Storage Access Method, a file management system used on IBM mainframes. VSAM speeds up
access to data in files by using an inverted index (called a B+tree) of all records added to each file.
Many legacy software systems use VSAM to implement database systems (called data sets).
ii) About MVS
Short for Multiple Virtual Storage, the operating system for older IBM mainframes. MVS was first introduced
in 1974 and continues to be used, though it has been largely superseded by IBM's newer operating
system, OS/390.
Mainframe Administrators:
1. OS/390 Administrator
2. RACF Administrator (Resource Access Control Facility)
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37. AS/400
AS/400 (Application System/400, a line of IBM minicomputers introduced in 1988.) is a
Environment and platform and in this we use :
COBOL/400, CL/400 as a Programming Language
DB2/400 as a Database
OS/400 as an Operating system
Majorly used in Banking & Finance Industry
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38. IBM Rational Tools
To Manage the complete Software Development Life Cycle
Different phases:
1. Req. Gathering & Analysis 2. Design the project 3. Coding & Implementation
4. Testing 5. Change Management 6. Maintenance & Documentation
Task
Rational Requisite Pro Requirement Gathering & Analysis
Rational Rose Project Design
Rational Rose XDE Modeling Tools
Rational ClearCase Version Control / Change Management
Rational ClearQuest Bug Tracking Tool
Rational Robot Functional & System Testing
Rational Test Manager Test Management Tool
Rational Test Realtime Testing tool for Realtime/embedded technologies
Rational Purify Memory Leak testing
Rational Portfolio Manager Portfolio Management
Rational SoDA Documentation of projects
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