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Engineer’s Day: Igniting Minds, Transforming Tomorrow!

Vipul Mali — Thu, 14 Sep 2023 17:31:06 +0000

Calling all tech enthusiasts! It’s time to celebrate brilliance and innovation!

Engineer’s Day: Igniting Minds, Transforming Tomorrow!

Engineer’s Day, celebrated on September 15th, is a day to honor the incredible minds behind the world’s technological marvels. Engineers are the architects of innovation, shaping the future one brilliant idea at a time. Let’s dive into the world of engineering and why it deserves our celebration.

Engineering by the numbers:

1⃣ 1 in 4 CEOs has an engineering degree. Engineers make great leaders!

2⃣ Did you know that the Eiffel Tower has 18,038 pieces held together by 2.5 million rivets? Engineers built this iconic structure!

3⃣ Engineers are at the forefront of renewable energy, designing wind turbines that generate electricity for millions.

Why should we celebrate Engineer’s Day?

Innovating the Future: Engineers develop cutting-edge technology, from self-driving cars to AI-powered healthcare, making our lives better.

Building the World: They construct skyscrapers, bridges, and cities that shape our modern landscape.

Sustainable Solutions: Engineers are vital in creating eco-friendly solutions to combat climate change.

Space Exploration: They’re the brains behind spacecraft, enabling us to explore the cosmos.

Now, here’s the million-dollar question: How can you be a part of this innovation?

Join the Conversation: Engage with engineers, learn about their projects, and be inspired by their work.

Pursue STEM: If you have a passion for science, technology, engineering, or mathematics, consider a career in engineering!

Support Innovation: Encourage STEM education in your community, and mentor aspiring engineers.

Let’s celebrate Engineer’s Day by acknowledging the incredible contributions of engineers to society and inspiring the engineers of tomorrow.

Are you ready to ignite your curiosity and explore the world of engineering? Share your thoughts and ideas!

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At eight it feels Great….

Vipul Mali — Thu, 01 Oct 2015 07:48:04 +0000

Today you are reading this good news because you are one of the patrons who made this possible. As a friend, family member or mentor you guided us and we are thankful to you for the same. As a candidate or as an employer you provided us an opportunity to serve you, due to your faith in our services & ability today we can say at eight is feels great!

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Think out of the Box…

Vipul Mali — Tue, 03 Feb 2015 06:51:19 +0000

Many hundreds of years ago in a small Italian town, a merchant had the misfortune of owing a large sum of money to the moneylender. The moneylender, who was old and ugly, fancied the merchant’s beautiful daughter so he proposed a bargain. He said he would forgo the merchant’s debt if he could marry the daughter. Both the merchant and his daughter were horrified by the proposal.
The moneylender told them that he would put a black pebble and a white pebble into an empty bag. The girl would then have to pick one pebble from the bag. If she picked the black pebble, she would become the moneylender’s wife and her father’s debt would be forgiven. If she picked the white pebble she need not marry him and her father’s debt would still be forgiven. But if she refused to pick a pebble, her father would be thrown into jail.
They were standing on a pebble-strewn path in the merchant’s garden. As they talked, the moneylender bent over to pick up two pebbles. As he picked them up, the sharp-eyed girl noticed that he had picked up two black pebbles and put them into the bag. He then asked the girl to pick her pebble from the bag.
What would you have done if you were the girl? If you had to advise her, what would you have told her? Careful analysis would produce three possibilities:
The girl should refuse to take a pebble.
The girl should show that there were two black pebbles in the bag and expose the moneylender as a cheat.
The girl should pick a black pebble and sacrifice herself in order to save her father from his debt and imprisonment.
The above story is used with the hope that it will make us appreciate the difference between lateral and logical thinking.
The girl put her hand into the moneybag and drew out a pebble. Without looking at it, she fumbled and let it fall onto the pebble-strewn path where it immediately became lost among all the other pebbles.
“Oh, how clumsy of me,” she said. “But never mind, if you look into the bag for the one that is left, you will be able to tell which pebble I picked.” Since the remaining pebble is black, it must be assumed that she had picked the white one. And since the moneylender dared not admit his dishonesty, the girl changed what seemed an impossible situation into an advantageous one.
MORAL OF THE STORY:
Most complex problems do have a solution, sometimes we have to think about them in a different way.

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Job Alerts..

Vipul Mali — Mon, 08 Dec 2014 13:28:16 +0000

Requirement for B.Com Fresher for a CA Firm for SAP/ERP Implementation. Travelling across Gujarat.
Male candidate only. Salary btwn 6-10 K pm. Plz send cv at
apply@postaresume.co.in or call on 8469247001 for more details.

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Motivation…

Vipul Mali — Mon, 08 Oct 2012 09:47:46 +0000

A little boy wanted to meet God. He knew it was a long trip to where God lived, so he packed his suitcase with a bag of potato chips and a six-pack of root beer and started his journey.
When he had gone about three blocks, he met an old man. He was sitting in the park, just staring at some pigeons. The boy sat down next to him and opened his suitcase. He was about to take a drink from his root beer when he noticed that the old man looked hungry, so he offered him some chips. He gratefully accepted it and smiled at him.
His smile was so pretty that the boy wanted to see it again, so he offered him a root beer. Again, he smiled at him. The boy was delighted!
They sat there all afternoon eating and smiling, but they never said a word.
As twilight approached, the boy realized how tired he was and he got up to leave; but before he had gone more than a few steps, he turned around, ran back to the old man, and gave him a hug. He gave him his biggest smile ever…
When the boy opened the door to his own house a short time later, his mother was surprised by the look of joy on his face. She asked him, “What did you do today that made you so happy?”
He replied, “I had lunch with God.” However, before his mother could respond, he added, “You know what? He has the most beautiful smile I have ever seen! Meanwhile, the old man, also radiant with joy, returned to his home. His son was stunned by the look of peace on his face and he asked, “dad, what did you do today that made you so happy?”
He replied, “I ate potato chips in the park with God.” However, before his son responded, he added, “You know, he’s much younger than I expected.”
Too often, we underestimate the power of a touch, a smile, a kind word, a listening ear, an honest compliment, or the smallest act of kindness, all of which have the potential to turn a life around. People come into our lives for a reason, a season, or a lifetime! Embrace all equally!

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Five ways to work out a new set of KRAs

Vipul Mali — Sat, 21 Apr 2012 09:40:41 +0000

Just when many have let out a collective sigh of relief at appraisals being over, a new set of key result areas (KRAs) needs to be cleared.
Firms have made their variable component higher and the criteria more rigorous, so nothing short of achieving them completely would ensure a good take home at the end of the stipulated period.
However, there are ways to make the goals look simpler and attainable for a smoother year ahead.
Do a fish bone analysis:
Once targets have been given, an executive should develop the flowchart of programmers to develop, training to receive or give, and parameters that will help him or her reach the desired goal.
Called the fish bone analysis, the employee will then have to talk to different departments which will support him. “Business metrics have to be defined and converted into quantifiable metrics and linked to the final goal.
It should be in cause-and-effect terms,” says Rajesh AR, head of employment services division of Manipal Education.
Draw up an action plan:
The boss should be consulted on stages that need to be reached to achieve the KRAs. “Chalk out a detailed performance action sheet,” says SM Gupta, HR head of Bangalore-based ITeS firm Aegis.
With each KRA there should be a ‘smart principle’ where goals are broken down. The manager must ensure the status is checked regularly, while the executive has to list daily, monthly, quarterly, half-yearly tasks.
Prioritize targets:
A list will help the executive chart out areas that require immediate attention, training, or assistance from other teams. There will also be the long-stretched goals, which the employee should deal with separately.
Start with clear goals:
To make goals more achievable, the supervisor has to give a set of tangible goals.
So if he wants sales to increase, then he has to hire employees, add distribution centres etc, and not follow a feel-good syndrome during performance review, says K A Sudarshan, co-founder of EMA Partners in India.
Bring HR to the table:
KRAs can be made more tangible if there is a discussion between the HR and business heads on the goals of the financial year and how they are important in improving organizational performance, says Srinivas Nanduri, partner board & leadership hiring, Maxima Global Executive Search.
Once these goals are clear, the individual can make KRAs fit into the overall milestones.
Article Courtesy – Economic Times

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7 Ways to Make Yourself Irreplaceable in the Office

Vipul Mali — Sat, 31 Mar 2012 10:09:51 +0000

In order to protect yourself from the next round of layoffs, you need to convince your employers that you’re valuable and that your existence alone benefits the company.
“Today’s business environment doesn’t allow for satisfaction with the status quo. It requires constant growth and change,” writes Mark Samuel in his book Making Yourself Indispensable: The Power of Personal Accountability.
“Being indispensable means that you are adaptable, learning and growing with your organization as it changes and evolves…at the end of the day, you are either working to make yourself indispensable or working to make yourself obsolete.”
Here are the seven tips to help you become the most valuable person to your employers:
1. Never take the shortcut. Have you known many highly-successful people to be lazy? In order to be truly irreplaceable, you have to work hard. You can’t take shortcuts and still expect tremendous respect.
2. Be adaptable, not rigid. It’s been said that being rigid is the fastest way to losing your job. In an age where technology, workplace environment and strategy techniques are constantly changing, the most pernicious thing you can do for your career is to cling on to something from the past and refuse to change.
“The good news about rigidity is that it gives you a sense of control — it is predictable. You understand it, know it, can explain it, and can even teach it to others,” he says. “The bad news is that the sense of control is often a false one or temporary at best.”
“You can always tell when someone isn’t adaptable to change. They demonstrate their paralysis through resistance, advocating for the old way, talking about the “good old days,” or undermining current change efforts through their lack of cooperation and cynicism.”
3. Being a perfectionist will be your downfall. Most people think that being a perfectionist is what they need for success, but, in actuality, it prevents it.
“Perfectionism fosters inaction — waiting until we can guarantee success before we take action. And this negates accountability and prevents success. We wait for the perfect plan, the perfect decision, and the perfect action that won’t fail.”
4. Be of service to others without expecting anything in return. Most of us only do things for other people if we get something in return, but a truly irreplaceable employee is someone who makes decisions and solves problems for the good of their team and other departments in the organization.
The more you become “we-centered” rather than “me-centered” the more indispensable you become.
“Trust grows when our motives are straightforward and based on mutual benefits — in other words, when we genuinely care not only for ourselves, but also for the people we interact with, lead, or serve.”
5. Be purpose-driven, not goal-driven. At work, you will have goals to achieve, but these goals are often “established without a clear sense of purpose.” And since most people are often too busy to go above and beyond their daily tasks, they’re not making an effort to produce actual changes.
“Substantial evidence demonstrates that in addition to motivating constructive effort, goal setting can induce some unethical behavior.”
So don’t stresses out about finishing every single step you’ve written down on your checklist or it’ll become a never-ending cycle.
6. Be assertive. Life is a game, so play big or go home. Take charge, stand apart and don’t be afraid to speak up during meetings for fear of sounding unintelligent or being wrong.
7. Forgive others quickly. “The measure of accountability is based more on how you handle mistakes, mishaps, and breakdowns than on getting everything right all the time,” Samuel says. “It’s about how fast you can pick yourself up when you fall; how quickly you correct a mistake that you made; that little or no harm comes to your customer, family member, or friend.”

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Seven Reasons Why Recruiters Instantly Reject Resumes!!!

Vipul Mali — Wed, 28 Mar 2012 09:01:45 +0000

Forget “What color is your Parachute?” Here are seven reasons why resumes always get rejected according to the report conducted by tech recruiters at Kovasys IT Recruitment.
New York, NY (PRWEB) March 19, 2012
A new report from Kovasys IT Recruitment answers a question that many IT candidates are asking: “Why are the technology recruitersignoring my resume?” We have sat down with Alex Kovalenko, a technical recruiting manager at Kovasys Inc. with operations in Toronto, Montreal, New York and San Francisco, to discuss. “If a tech recruiter can not tell within ten seconds that you are worth a call then your resume will go straight into a recycle bin. Keep in mind that at our firm recruiters can review up to 50 resumes every day and can not spend hours reviewing resumes,” said Alex Kovalenko with Kovasys Inc.
Mr. Kovalenko says that there are seven reasons why IT recruiters could potentially reject yourresume and are as follows:
1. Firstly, when a recruiter looks over a resume – he or she wants to find experience in the field. If acandidate is a PHP Developer with no object oriented development experience and the job is for anobject oriented Java Developer – the recruiter is not going to call. Companies are paying recruiters to find an apple to fill an apple job. Companies are not paying recruiters to help candidates transfer their skills from one field to another. If a company is going to pay a recruiter a significant retainer fee, they expect a perfect match.
2. What is candidate’s level or title? If the recruiter is searching for a team lead developer and a candidate’s title is a senior developer, that candidate should not expect an interview with the recruiter. Again, the recruiter is hired to find a team lead developer, not to squeeze a senior developer into a team lead position. On the other hand, if the client wants a senior developer and a candidate is a team lead – that candidate is over-qualified and even if he or she thinks they can do a senior developer’s job the client will not. The first team lead job that comes along might interest that candidate more, causing the recruiter and the company to suspect that you are going to pursue the better opportunity; neither party is willing to risk that.
3. The next area the recruiter is going to look at is the most recent experience. If the client wants aLinux Systems Administrator for a hosting company and a candidate has the experience, but it was over five years ago, recruiter will reject the resume. Any good recruiter can find a candidate with that current familiarity. If candidate was a good Linux Administrator five years ago and have not worked in that area since, their skills might be nowhere near contemporary due to new technologies like virtualization, vmware, etc.
4. Location, location, location. If a client is in New York and a candidate is in Miami – that candidate will most likely not get an interview. Relocating candidates is just too problematic if there is a viable candidate in the client’s location. In addition, most companies are not interested in paying for relocation in a bad economy. Moreover, there is usually the additional challenge of a spouse who must also relocate and find a job.
5. The next aspect the recruiter will look at is whether the industry experience matches the client’s. Again this is not an economy that allows for deciding whether skills will transfer from one industry to another. If candidate is in medical software development and the job is in financial development – the recruiter will not be calling. Skills might transfer and candidate might become a financial software developer, but it is not up to the recruiter to do that.
6. Education is the next big thing to consider and this one can be an automatic killer. Most recruiters are looking for a Masters in Computer Science or Engineering because they are hired to find the best candidates. No company will be paying a recruiter for a non-degreed or Bachelor of Arts candidate.
7. If candidate does not hold any position for an extensive period of time, job seeker should not expect an interview with a recruiter. a If candidate had six jobs in the last four years there better be a very good reason for it.
And last but not least says Alex Kovalenko: “List your accomplishments and what technologies you have worked with the two – three companies you have worked for. Make sure your resume is two pages long (even if you have worked for over 10 years) and is in traditional and chronological format.”
Courtesy by: Alex Kovalenko

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Bring Back the Organization Man

Vipul Mali — Fri, 16 Mar 2012 06:34:24 +0000

How to find good quality employees, how to hang onto them, and how to develop them into better employees — these are the questions managers across the world constantly wrestle with. I’ve heard them in Europe at Davos this year, and from multinationals across the globe. I’ve seen them ripple across the booming economies in Brazil and Asia, where my colleagues and I have studied the operation of Indian companies, which make huge investments in developing talent. We’re now in the process of studying Chinese companies, where it appears at a minimum they are beginning to do the same.
The one place the picture looks different is the United States. There certainly are complaints here as well about the difficulty finding the right candidates, but the narrative is quite different. Here the story is about getting a “just-in-time” workforce, finding the precise workers we need just at the time we need them but letting them go when our needs change and then replacing them with new ones. It’s a “plug ‘n play” approach to the workforce, and it’s not working that well. (In full disclosure, I wrote about this phenomenon in a book called Talent on Demand, describing how companies in the US have adopted this approach to talent management in order to deal with highly uncertain and volatile environments).
The weak link in that approach is that with the focus on outside hiring to get skills, few employers are providing development opportunities. Why bother developing when we can get the skills on the outside? US large companies have been filling 66 percent of their vacancies from the outside, in contrast to a generation ago where 90 percent were filled from within. Because one company’s outside hire of an experienced candidate is another company’s retention problem, employers rightly look around and wonder whether investments in their employees will pay off. These patterns reinforce each other: less development leads to a greater need to hire skills from the outside, and doing so reduces the need to develop internally; it also creates spillover problems for other employers for whom turnover reduces the ability to finance training.
All that would be ok except that employers are finding it difficult to hire the skills they need. The supply of skills in specific areas is uncertain, so the quality and price jumps around a lot. Some jobs require skills or at least sets of skills that are unusual, and finding a good fit outside is very difficult. Skills that one learns through training become scarce because few employers train.
For the employees, it’s not working well because they find themselves stuck in their current jobs. No one wants to develop them, no one wants to let them grow into a job when the alternative is to find someone who can “hit the ground running” because they have done that job elsewhere. So development and advancement are hard to come by.
Especially in slack labor markets like the one we have now, employees are also petrified that they will not appear to have the skills that are required to fit changing jobs, especially as companies restructure, losing their jobs in the process to some outside hire. So they freeze up, afraid to do anything that might look like a mistake.
Is it time to bring back the Organization Man?
In that model, which drove the US economy for most of the last century, employers made longer-term commitments to employees, where they invested in development to fill jobs, and where employees responded with commitments of their own in terms of performance. Jobs were filled internally with people prepared to do them, skill shortages were unknown, and employees were engaged with the needs of their employer.
A critic would say that if employers did that, employees would simply take those investments and leave. The only reason they leave, though, is because they can get a better job elsewhere than their current employer will give them. To keep good people, employers need to take a bit of a risk on them by giving them jobs that they haven’t already done. The employer should be able to take that risk; first, because they should have inside knowledge about who is promising and, second, because if they are right, the bet pays off by filling jobs more cheaply than outside hiring. The end result is that companies would be able to retain talented employees who are more committed to the organization. And employees would win too, growing in jobs and companies that they are loyal to.
What won’t work is pursuing this model half way, giving some employees some development opportunities but then still filling more senior vacancies from the outside. Why would someone wait around if it looks as though opportunity will not come?
Clearly, the jobs issue is not going to go away unless US companies figure out how to hire, and train, the talent they need.

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Five ways to crack the whip when it is needed…

Vipul Mali — Thu, 15 Mar 2012 11:39:23 +0000

The new-age boss is expected to be the benevolent guide who will always back his team, hand-hold each member and push them to succeed by carefully eroding their faults. But there are times when he has to crack the whip.
It may result in wrath and the boss’s popularity may dip for a while, but to hold the team in steadfast discipline is a propelling factor. There are ways a boss can rein in errant team members without causing unnecessary damage, says ET.
Be the change
Many managers call their team for a meeting and turn up late, washing away the relevance of the issue that was to be discussed, says R Elango, HR head of MphasiS. The team tends to mimic the ways of the manager, and this shows in their attitude in meetings and the work coming out of it.
Leave out ambiguity
“When setting targets and key result areas, the boss will have to be very clear on what he expects from each one of them so there is no place for ambiguity, which results in indiscipline,” says Ronesh Puri, managing director of Delhi-based executive search firm, Executive Access.
Reward and Punish
A team head should know follow the reward and punish principle, says Elango. So if employees exceed the performance criteria but are indisciplined in their approach towards work and others during team tasks, then they should not be rewarded. Similarly, to ensure a balanced approach, an employee who may be disciplined but is not a performer should not be rewarded.
Say it Loud and Clear
An employee may not know he or she is not following the rules, and will continue if not checked. The first step, says Puri, is to talk to them and explain clearly that such behavior will not be tolerated.
The manager should find a reason behind such behavior and if it continues, send a warning letter stating the consequences could impact their appraisal. If the employee still takes it lightly, the boss should go ahead with giving him or her poor rating during review and mention why.
Set the Team Tasks
The manager should get employees to work in as many team tasks as possible. This brings in a sense of responsibility, and they will know their performance will impact others’ grading as well.
An indisciplined employee may not follow instructions to the team initially but will realize how his or her waywardness is leading to low scores, for which colleagues will hold them accountable. This often is a factor that pushes people to change their ways and work better.
Article courtesy of Economic Times

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The Magic of Doing One Thing at a Time

Vipul Mali — Thu, 15 Mar 2012 11:10:16 +0000

Why is it that between 25 and 50 per cent of people report feeling overwhelmed or burned out at work?
It’s not just the number of hours we’re working, but also the fact that we spend too many continuous hours juggling too many things at the same time.
What we’ve lost, above all, are stopping points, finish lines and boundaries. Technology has blurred them beyond recognition. Wherever we go, our work follows us, on our digital devices, ever insistent and intrusive. It’s like an itch we can’t resist scratching, even though scratching invariably makes it worse.
Tell the truth: Do you answer email during conference calls (and sometimes even during calls with one other person)? Do you bring your laptop to meetings and then pretend you’re taking notes while you surf the net? Do you eat lunch at your desk? Do you make calls while you’re driving, and even send the occasional text, even though you know you shouldn’t?
The biggest cost — assuming you don’t crash — is to your productivity. In part, that’s a simple consequence of splitting your attention, so that you’re partially engaged in multiple activities but rarely fully engaged in any one. In part, it’s because when you switch away from a primary task to do something else, you’re increasing the time it takes to finish that task by an average of 25 per cent.
But most insidiously, it’s because if you’re always doing something, you’re relentlessly burning down your available reservoir of energy over the course of every day, so you have less available with every passing hour.
I know this from my own experience. I get two to three times as much writing accomplished when I focus without interruption for a designated period of time and then take a real break, away from my desk. The best way for an organization to fuel higher productivity and more innovative thinking is to strongly encourage finite periods of absorbed focus, as well as shorter periods of real renewal.
If you’re a manager, here are three policies worth promoting:
1. Maintain meeting discipline. Schedule meetings for 45 minutes, rather than an hour or longer, so participants can stay focused, take time afterward to reflect on what’s been discussed, and recover before the next obligation. Start all meetings at a precise time, end at a precise time, and insist that all digital devices be turned off throughout the meeting.
2. Stop demanding or expecting instant responsiveness at every moment of the day. It forces your people into reactive mode, fractures their attention, and makes it difficult for them to sustain attention on their priorities. Let them turn off their email at certain times. If it’s urgent, you can call them — but that won’t happen very often.
3. Encourage renewal. Create at least one time during the day when you encourage your people to stop working and take a break. Offer a midafternoon class in yoga, or meditation, organize a group walk or workout, or consider creating a renewal room where people can relax, or take a nap.
It’s also up to individuals to set their own boundaries. Consider these three behaviors for yourself:
1. Do the most important thing first in the morning, preferably without interruption, for 60 to 90 minutes, with a clear start and stop time. If possible, work in a private space during this period, or with sound-reducing earphones. Finally, resist every impulse to distraction, knowing that you have a designated stopping point. The more absorbed you can get, the more productive you’ll be. When you’re done, take at least a few minutes to renew.
2. Establish regular, scheduled times to think more long term, creatively, or strategically. If you don’t, you’ll constantly succumb to the tyranny of the urgent. Also, find a different environment in which to do this activity — preferably one that’s relaxed and conducive to open-ended thinking.
3. Take real and regular vacations. Real means that when you’re off, you’re truly disconnecting from work. Regular means several times a year if possible, even if some are only two or three days added to a weekend. The research strongly suggests that you’ll be far healthier if you take all of your vacation time, and more productive overall.
A single principle lies at the heart of all these suggestions. When you’re engaged at work, fully engage, for defined periods of time. When you’re renewing, truly renew. Make waves. Stop living your life in the gray zone.
Courtesy By: http://blogs.hbr.org/schwartz/2012/03/the-magic-of-doing-one-thing-a.html

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apply for engineering job Archives | POST A RESUME HR Consultancy

Engineer’s Day: Igniting Minds, Transforming Tomorrow!

Read More Update…

Join Our WhatsApp Group

Join Our Telegram Channel

Know More About POST A RESUME

At eight it feels Great….

Think out of the Box…

Job Alerts..

Motivation…

Five ways to work out a new set of KRAs

7 Ways to Make Yourself Irreplaceable in the Office

Seven Reasons Why Recruiters Instantly Reject Resumes!!!

Bring Back the Organization Man

Five ways to crack the whip when it is needed…

The Magic of Doing One Thing at a Time