PCpoint.blogspot.com

3w.com.au

2010-06-26T05:13:00.000-07:00

Posting Title:

Senior Java/J2EE Developer
Description:

• Minimum 5 years front and back-end applications development experience using Java, J2EE, JSP, Spring, Struts, HIBERNATE, JBOSS.

• Solid MYSQL database development experience.

• Full SDLC experience preferably in an AGILE environment.

• Development of on-line retailing and supporting applications including inventory, warehousing, distribution etc. This maybe from a Consulting Company or from the Retail Industry (or both).

• Experience developing applications for offshore based clients.

• Exposure to content management systems is also a plus.
Compensation:

To be considered, one should be passionate about technology, demonstrable through their understanding of internet based trade and social networking phenomena such as eBay, MySpace, Twitter etc. As the client is based in Australia, they should also have excellent English verbal and written skills and not be afraid to “defend” their expertise when required. This role is not for the faint hearted.

This role will require frequent travel to the client site in Sydney, Australia. Successful candidates must be of good health and possess a valid passport with no travel impediments.

As there are several positions available in this Makati based Team, JAVA/J2EE developers with less experience are also encouraged to apply.

The successful candidate may expect an offer that goes beyond a six-digit package.
Location:
Makati
Philippines
To Apply:

For more information or to send resume, please contact ela.aquino@3w.com.au

88000.00 worth IT Jobs for Singapore

2009-06-28T04:36:00.000-07:00

C# Developer/ Support

MAIN DUTIES/RESPONSIBILITIES OF THE ROLE:

Handle support for production environment
Design and Development of approved projects/applications, should be able to execute development tasks in NT environment
Executing tests and coordinating the results with immediate supervisors in UAT environment.
Flexibility to handle multiple priorities and tasks
High level of integrity. Ability to maintain confidentiality at all times
Exhibits professionalism and integrity in correspondences
No Shift work. But would be required to be flexible for Asian market hours

SKILLS REQUIRED

Worked on Support Role on Applications based on Windows. ( Operating System : Windows Platform)
Minimum 4 years of hands-on IT Project development.
Minimum 2 years of C# application development / Support. ( C# - with knowledge of OOPS )
Minimum 1 year of Oracle development
Project management
Minimum 1 year of shell and perl scripting
Network programming socket API
Tools: Debugger, profiler, memory check and VCS
Unix scripting, Perl scripting
Oracle ? SQL and PL/SQL
Communication system : Message bus (Tibco EMS, 29West), RPC (ICE)

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

JAVA Developer/Support Analyst

WORK EXPERIENCE/BACKGROUND:

2 to 5 years IT development
2 to 5 years IT support
Understanding of multi-tiered architecture
Understanding of parameter-driven, configurable systems
Experience of full project life cycle.
Investment Banking background
Experience with Summit application
Experience in one Agile software development methodology (e.g. FDD, RAD) or structured software development.

TECHNICAL/BUSINESS SKILLS & KNOWLEDGE:

Java/J2EE (2 to 4 years)
Sybase or Oracle SQL/DML/DDL (2 to 4 years)
Strong Object-oriented programming skills
Active usage of XML classes, XPath traversal and XML Schema (2 to 4 years)
Good knowledge of OTC derivative products
Experience with JMS and/or MQ Series messaging platforms
Experience with Web Services
Experience with XSLT
Experience with BPM Systems ? JBPM.
Exposure to Thunderhead technology.
Experience with Weblogic, Hibernate.

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

QA Analyst

Skills Requirement:

4 ? 7 years relevant experience
Important: Willing to be a team member;QTP Scripting is a must; Automation and also sufficient manual testing experience - 40%-60%; some exposure to unix and database.

Good understanding of the following types of testing
Functional (black box)
GUI level
System and System Integration
UAT
Trade capture / trade lifecycle understanding
Test Planning skills
Understanding business requirements and building test cases from these.
Experience working with Developers, Analysts, Project Manager's.
Experience working with business users, front office and middle office.
QA Analysis.
Self Starter.
Regression testing.
Ad hoc testing.
Production support
Good verbal and written communication skills
Delivery focussed.
Team player.
Ability to multi-task
Structured, methodical approach
Willingness to take ownership
Strong problem-solving skillsWork well under pressure ? be prepared to ego the extra milef when required.

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

PEOPLESOFT

POSTION: Financial Reporting Technology and Operations Analyst

Skill Requirement

PeopleSOft EPM
Good Communication Skills

MAIN DUTIES/RESPONSIBILITIES

Provide technical development and delivery of Ascential DataStage solutions in Peoplesoft EPM Financial Data warehouse
Provide technical support for the use, implementation, and integration of PeopleSoft Financial and Enterprise Performance Warehouse applications with reporting and analysis tools for current production applications
Participate in technical analysis and documentation of existing operational procedures for the support of production applications and identifying possible areas for enhancement as required by business users
Participate in the development and implementation of change control procedures and technical infrastructure and change management strategies

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

Sr. Sybase Administrator

Database administration on Sybase ASE 12.5.4, 15 & Replication. This include database health-check, backup-recovery, tuning and system audit services.
Carry out any work relating to Sybase RDBMS components, which is agreed as fault oriented.
Database migration from old version to latest version and apply any patches.
Liaise with vendor for any new requirements and problems.
Carry out new project implementations. Installation & build of new RDBMS servers and/or architectures for new projects and follow database support team's standards and processes.
Building development & user acceptance databases and all associated maintenance (regular refreshes, problem mgmt etc...).
Release management for database scripts into production environment.
Professional Qualifications: Masters or Bachelors degree in Engineering or Technology or Computer Science or Computer applications
Professional Qualifications: Minimum 8-10 yrs of IT experience and atleast 5-8 yrs of hands-on DBA experience
Professional Qualifications: Certification on oracle is must.
Should have effective knowledge on database administration on Sybase RDBMS, effective report writing, documentation & communication skills including the ability to simplify difficult processes and procedures.
Should be able to handle multiple tasks with careful attention
"Must be capable of working under pressure and with multiple teams across the regions.
Effective problem solving skills to quickly narrow down to problems"
Good team player

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

Network Engineer

4 to 5 year experience in LAN /WAN Support with CCNA certification

E Strong knowledge in ROUTING & SWITCHING

E Routing protocols BGP , OSPF , EIGRP , RIP

E Familiar with Datacenter Networks

E Good Knowledge in Cisco products

E Strong Trouble shooting knowledge in Data center networks

E Capability to handle the Network implementation and configuration is must

E DNS, DHCP , Reporting tools

E knowledge in Firewalls will be an advantage

E understanding in ITIL process and ITSM tools like HP OVSD , Remedy etc

E Should be familiar with Change management and incident management processes

E Should be a CCNA

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

Technical Application Analyst

Skills Requirement:

Strong knowledge of Windows 2003 and UNIX/Solaris Operating systems
Experience with multi-tiered applications.
Working knowledge of database tools such as DBartisan or Rapid SQL
Experience with RDBMS is a must
Working knowledge of the LoanIQ product is a plus
Experience with .NET client server architecture is a plus
Experience with the Control-M scheduler is a plus
Experience with DB2/UDB and Oracle is a plus

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

BAS Support Analyst

Skills Requirement:

3 to 4 years work experience preferably in financial industry
experience with supporting trading/risk management, electronic trading applications
Experience working in user facing support environments
Exposure to fixed income securities ? bonds, options and futures
Exposure to Microsoft Office suite of applications
Unix Solaris/Linux, Windows NT
Knowledge of SQL
MS Office, Outlook
Exposure to Oracle or Sybase DBMS

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

Solaris Administrator

Skills Requirement:

5+ years of Experience in Solaris Administration
Proficent in Solaris 10 - Zone Set up, Build and Zone Management
Candidates must be currently in Singapore.

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

PeopleSoft Financial Consultant

Skills Requirement

4-5 Years of experience in PeopleSoft Financial
Should have worked on GR/AP/GM

+++++++++++++++++++++++++++++++++++++++++++++++++++++++

PeopleSoft FI/HRMS (Production Support)

EDUCATION AND PROFESSIONAL QUALIFICATIONS:
Degree/Diploma in Computer Science or a related discipline
2+ years working experience in PeopleSoft HRMS / Financials versions 8.0 and above
WORK EXPERIENCE/BACKGROUND:
At least 1 year previous experience providing 24x7 or FTSSsupport
Good to excellent technical knowledge of PeopleSoft,Oracle, NT and Unix
Ability to support critical applications in a timelymanner, working calmly under pressure
Excellent problem solving skills, verbal and writtencommunication skills, Structured, methodical thinker
Ability to work in synergy with multiple teams and businesspartners is highly essential
Mature outlook and upholds high standards of professionalintegrity
TECHINICAL/BUSINESS SKILLS & KNOWLEDGE:

PeopleSoft Technical tools, PeopleCode, Application Engine, SQR, PS Query, Crystal Reports, NVision, Application Designer IDE
At least 2 years experience in PeopleSoft HRMS
Experience in Core HR functionality a must
Experience in the following a plus: Recruitment, Talent Management, Performance Management
UNIX skills and experience programming Unix shell scripts
Oracle skills and experience tuning SQL statements

=======================================================

Listed above are Urgent Openings of my Employer for Singapore.
I was working in Manila as well but already moved to Singapore last April after a GOOD DEAL with them.

I just want to help you guys.
Let's just help each other out.
Just tell them Jay Rom Jao referred you.

FAQ:

PLEASE FOLLOW FOR EASY SORTING OF CV/Resume
CV/Resume NAMING FORMAT:
EX . Jose Rizal-Network Engr.doc
Andres Bonifacio-QA Analyst.doc

1. Where to Email the CV/Resume?
flyt_maverick%20yahoo%20com

2. How much is the Salary?
During initial interview, you can ask them and they'' tell you honeslty their budget.

3. Do they provide Initial accomodation if hired for SG?
YES

4. Will they Pay Plane Tickets?
YES

5. And LASTLY is this LEGIT?
ABSOLUTELY..Nandito na ako at nagwowork ng maayos.

Email me if your Experience and Skills are enough as I Just forwarded them directly.

Again,if you are hired ,kindly send me a PM as a sign of Thank You.
Don't forget my name, %20JAY%20ROM%20JAO%20 referred you to them.

jobs@YouTube

2009-02-03T08:25:00.000-08:00

Software Engineer - San Bruno

This position is based in San Bruno, CA.
The area: Software Engineering, YouTube

YouTube's (a Google company) software engineers develop the next-generation technologies for which we've become world-renowned. In addition to revolutionizing search technology, we use our world-class programming skills to innovate in a number of other areas as well. Our projects include working on advanced information-retrieval algorithms, massive scalability and storage solutions, and large-scale applications that enrich the user experience. We also work extensively on networking systems, advertising systems and complex transaction systems in consumer applications.
The role: Software Engineer

You are a senior software engineer who can write server-side code for web-based applications, for both internal and external use. You are also a well-rounded developer who knows how to create robust high-volume production applications, and can also develop prototypes quickly. The work is challenging, creative, fast paced and intellectually stimulating.
Responsibilities:

* Designing, implementing and launching highly-visible, user-facing features.
* Developing new ways for YouTube users to find interesting content.
* Experience as an architect or technical lead on large project a strong plus.
* Design and develop large scale web applications.
* Strong verbal and written communication skills, able to create strong working relationship with cross-functional teams.

Requirements:

* BS or MS in Computer Science or equivalent (PhD a plus). At least 4 years of relevant industry experience.
* Extensive experience in at least one object oriented programming language (C/C++ or Java). Experience in Python, Javascript, and Flash development a plus.
* Experience in database programming; MySQL preferred.
* Knowledge of network programming and extensive knowledge of Unix/Linux environments.
* Experience developing/designing large software systems.
* Experience in distributed computing, information retrieval, data mining, and machine learning a plus.

Note: Applications are sent to YouTube via Google.

jobs@YouTube

2009-02-03T08:22:00.000-08:00

UNIX System Administrator, YouTube - San Bruno

This position is based in San Bruno, CA.
The area: Systems Administration, YouTube
Our team administers systems, services and applications around the globe. Staying ahead of such a rapidly changing, fast-paced and unique technical environment requires broad scripting, programming and troubleshooting skills, outstanding communication abilities and strong documentation practices.
The role: UNIX System Administrator

As a Unix System Administrator team member, you will be involved in every facet of YouTube’s production site. From design issues to troubleshooting, from performance analysis to capacity planning, from DNS to networking to application [mis]behavior, you are ultimately responsible for making sure that YouTube always works. We take that responsibility very very seriously, but if you think you've got what it takes then we're eager to talk with you.

Working in the Unix System Administrator team, you will wear many hats for YouTube’s entire production site: first responder, performance analyst, service architect, system/database administrator, capacity planner, tools developer, monitoring expert, and technical evangelist.
Responsibilities:

* UNIX system administration, including configuration, troubleshooting, and automation.
* Running high-traffic web services, including requirements and capacity analysis, service configuration, monitoring and troubleshooting.
* IP networking, including familiarity with the functionality, operating, and failure modes of common networking devices.
* Analyze network behavior, performance and application issues using standard tools like tcpdump.

Requirements:

* BA/BS in Computer Science or related field, or equivalent experience.
* At least 3 years experience with UNIX systems administration.
* Solid scripting skills in Shell, PHP, Perl or Python.
* Proven technical troubleshooting and performance tuning experience.
* Experience in a high-volume or critical production service environment.
* Ability to handle periodic on-call duty as well as out-of-band requests.
* SQL and/or MySQL experience a plus.

Note: Applications are sent to YouTube via Google.

COURSE TITLE: HANDS-ON PC HARDWARE AND SOFTWARE TROUBLESHOOTING/REPAIR & DATA RECOVERY

2009-01-26T06:36:00.001-08:00

COURSE FEE: PHP 5,000

Cash : 5,000 Installment : 5,500

Downpayment: 2,500

Balance: Midway of Training

Manual: 100

COURSE DURATION : 60hrs (30hrs of HANDS-ON Training & 30hrs of OJT

COURSE DECRIPTION:

This Hands-On training teaches you everything you need to know to become an expert Technical Support Staff. It covers Basic to Advanced troubleshooting and servicing strategies. You need no further PC Repair training after completing this course. This course is an unselfish transfer of technology from CNCTC Inc through its experienced IT Trainers at a reasonable price. It is a two course training merge into one training.

COURSE DELIVERY:

Instructor-led, Hands-On training approach.

COURSE PREREQUISITE:

- Familiarity with Windows Operating System

- High Level interest in learning

LIBRARY: Available

INTERNET ACCESS: Available

COURSE OUTLINE

MODULE 1 - ADVANCED PC ASSEMBLY, HARDWARE

CONFIGURATION & SERVICING

Chapter 1 - Introduction

1.1 Common PC errors

1.2 Types of Personal computers

Branded PC�€™s

Cloned PC�€™s

1.3 Identifying key parts of a Personal Computer

1.4 Basic Software components

BIOS

Device drivers

CONFIG.SYS & AUTOEXEC.BAT

1.5 Overview of PC Operations

POST Process

Boot Process

1.6 Operating Systems (OS)

Role of the Operating System

Versions of OS

(Win95/Win98/WinMe/WinXP

Win2kPro/linux)

Basic OS loading

Fundamental operations of

Microsoft Windows

1.7 Disk Operating System (DOS) �€“ How DOS works

Chapter 2 - CPU CASE AND POWER SUPPLY

2.1 Types of PC case

Desktop casing

Mini, Mid and full tower casing

2.2 Functions of a CPU Case

2.3 Front Panel connectors

2.4 Removing CPU Case

2.5 Cleaning the PC case

2.6 PC Cooling System

2.7 PC Cooling system maintenance

2.8 Power Supply

ATX/AT Power Supply

Removing Power Supply

Cleaning Power Supply

Power Supply connectors

Power Supply output

Testing Power Supply

2.9 Common Power Supply problems

Chapter 3 - The PROCESSOR

3.1 Types of CPU

x86, Celeron, Pentium I-IV, Itanium, Duron,

Sempron, Athlon

3.2 CPU speed

3.3 CPU socket/slot types

3.4 Comparing different types of CPU

3.5 How to identify CPUs physically

3.6 Physical installation of CPU

3.7 Installing CPU fan

3.8 CPU Benchmarking

3.9 CPU Overclocking

3.10 Upgrading CPU

3.11 CPU maintenance

3.12 CPU cleaning procedures

3.13 Troubleshooting & testing CPU using

processor diagnostic test

Chapter 4 - The MOTHERBOARD

4.1 Types of motherboards

4.2 Motherboard layout, form factors

4.3 Motherboard Identification

4.4 Motherboard components

ROM BIOS

CMOS

Backup battery

RAM sockets

CPU socket/slots

Jumpers

Integrated ports

Internal Expansion Busses

External Expansion Busses

Common Expansion Devices

Power connections

Front Panel Connections

Chipsets

4.6 Motherboard BUSSES

ISA, EISA, PCI, AGP, USB and Firewire

4.5 Configuring motherboard jumper settings

Clear CMOS jumper

CPU Clock jumper

DDR Voltage jumper

DDR and SDRAM type selector

BIOS protect

4.6 Upgrading motherboards

4.7 Signs of trouble with the motherboard

4.7 Common motherboard problems

4.8 Motherboard Maintenance

4.9 Motherboard Cleaning procedures

4.8 Troubleshooting and testing motherboards

Chapter 5 - The MEMORY

5.1 Types of Memory

EDO RAM

SDRAM

RDRAM

DDR-SDRAM

5.2 Comparing different types of memory

5.3 Memory identification

5.4 Adding and Removing Memory

5.5 Memory packaging

5.6 Memory upgrading

5.7 Memory Maintenance

5.8 Memory cleaning procedures

5.9 Determine failed memory devices using

memory diagnostics test

5.10 Troubleshooting RAM errors

Chapter 6 - STORAGE DEVICES

The HARD DRIVES

6.1 Types of hard drives

EIDE drive

Serial ATA

SCSI drive

Ultra-SCSI

6.2 Hard drive manufacturers

6.3 Hard Drive Identification

6.4 Identifying drive capacity

6.5 Hard drive controllers

IDE controller

SCSI controller

6.6 IDE/SCSI cables

6.7 Hard drive configuration (Master/Slave

layout)

6.8 Hard drive installation

6.9 Upgrading to large Hard-disks

6.10 Optimizing hard disk performance

6.11 Hard drive maintenance

6.12 Hard drives problems troubleshooting and

repairing

The FLOPPY DRIVES

6.12 Types of diskettes

3.1/2 1.66MB, ZIP

6.13 Floppy drive identification

6.14 Floppy drive controller

6.15 Setting drives and cable orientation

6.16 Replacing a floppy drive

6.17 Floppy disk and drive Care

6.18 Floppy drive maintenance

6.18 Floppy drive cleaning procedures

6.18 Floppy drive problems and solutions

Chapter 7 - OTHER DATA STORAGE DEVICES

7.1 CDROM drive

7.2 DVD/DVD+R/RW drive

7.3 CD-R drive

7.4 CD-RW drive

7.5 CD/DVD controllers

7.6 CD/DVD configuration (Master/Slave layout)

7.7 CD/DVD installation and upgrading

7.8 Transfer Speed

7.9 Device Data throughput

7.10 CDROM maintenance

7.11 CDROM cleaning procedures

7.10 Trouble shooting and repairing common

CDROM drive problems

7.11 REMOVABLE DRIVES

ZIP drives

DITTO drives

Bernoulli drives

Syquest drives

7.12 Troubleshooting External Storage device

Chapter 8 - I/O DEVICES & DISPLAYS

8.1 PC MONITOR

VGA/SVGA

Monitor resolutions/pixels

Interlaced/Non-interlaced

Refresh rate

PC monitor identification

Connecting PC monitor

8.2 Keyboards

Soft touch keyboard

Spring keyboard

Keyboard interfaces (PS2, Serial, USB

and wireless)

Connecting keyboards

Keyboard maintenance

Keyboard cleaning procedure

Troubleshooting and Repairing

common keyboard errors

8.3 Joysticks

Hooking up a joystick

Joysticks maintenance

8.4 Web Cams

Connecting a Web Cam

Maintenance of a Web Cam

8.5 Speakers

Connecting Speakers

Maintenance of speakers

8.6 Printers

Types of printers

Dot Matrix

Inkjet

Laser

Installing a printer

Diagnosing Printer problems

Solving common printer problems

8.7 Mouse

Mechanical mouse

Optical ball mouse

Optical No-ball mouse

Mouse interfaces (PS2, Serial, USB and

wireless)

Mouse cleaning procedures

Troubleshooting and repairing common

mouse problems

Chapter 9 - EXPANSION CARDS/PERIPHERAL DEVICES

9.1 Expansion Slots

ISA (Industry Standard Architecture)

PCI (Peripheral Component Interconnect)

AGP (Accelerated Graphics Port)

Proper insertion of expansion card

Replacing and removing expansion card

9.2 Display /Video or Graphics card

On-board graphics adapter

Color Depths

AGP external graphics adapter

Graphics adapter installation

Adding ad Removing video card

Display card Maintenance

Display card cleaning

Symptoms of trouble with display

adapter

Common problems of graphics adapter

9.3 TV Cards

Adding and Removing TV tuner card

9.4 Sound Cards

Adding and Removing Sound card

9.5 LAN Cards

Adding and Removing LAN card

9.6 Modem

Adding and removing Internal modem

Adding and removing External modem

9.7 Scanner

Hand-held

Flatbed

Chapter 10 - PC PORTS

10.1 Serial Port

Configuring Serial port

Symptoms of trouble with serial port

Repairing common serial ports problems

Adding and replacing serial ports

10.2 Parallel Port

Configuring parallel port

Symptoms of trouble with parallel port

Repairing common parallel port errors

Adding parallel port

10.3 USB Port

Symptoms of trouble with USB port

Repairing common USB errors

10.4 Firewire Port

Symptoms of trouble with Firewire port

Chapter 11 - PC Assembly/Disassembly

11.1 Safety Concerns

Dangerous components

Power supplies

CRT�€™s

11.2 Heat Factors

11.3 Static Electricity

11.4 Electro Static Discharge (ESD)

11.5 Radio Frequency Interference

11.6 AC Power

Spikes, Brownouts, Blackouts

11.7 UPS

11.8 Common errors occurring after PC Assembly

11.9 Properly assemble a Personal Computer

11.10 Properly disassemble a Personal Computer

Chapter 12 - BIOS/CMOS Management

12.1 BIOS

12.2 Function of a BIOS

12.3 Accessing CMOS Setup

12.4 Navigating and Changing CMOS values

12.5 Upgrading the BIOS

12.6 Troubleshooting system faults using POST

12.7 BIOS and POST codes

12.8 Using POST audio and Video error codes

12.9 Standard IBM POST error codes

12.10 Determining what POST can not test

12.10 Upgrading the BIOS

Chapter 13 - Advance PC HARDWARE Servicing

13.1 PC Troubleshooting strategy

13.2 Designing a troubleshooting methodology

13.3 Establishing where to begin the testing

13.4 Determining common causes of failures

13.5 Finding and isolating the board with the

problem

13.6 Utilizing advance diagnostic programs to

test for:

Motherboard failures

Memory failure

CPU failure

Video Card failure

13.7 Solving Interrupt (IRQ) and I/O conflicts

MODULE 2 - ADVANCED PC SOFTWARE CONFIGURATION,

TROUBLESHOOTING & DATA RECOVERY

Chapter 1 - Introduction

1.1 Common Windows errors

1.2 Desktop Operating Systems

1.3 Network Operating Systems

1.4 Overview of Windows Operating System

1.5 Windows Boot Process

1.6 Windows configuration files

1.7 Windows core files

1.8 Windows System Directories

Chapter 2 - DOS Essentials

2.1 MS-DOS Overview

2.2 Function of DOS

2.3 DOS boot process

2.4 DOS system files

2.5 DOS interface (CLI)

2.6 Types of DOS commands

2.7 Common DOS commands

2.8 Common DOS errors

Chapter 3 - Windows File Systems

3.1 FAT (File Allocation Table)

3.2 Types of File Systems (FAT16, FAT32, VFAT,

3.3 NTFS4, NTFS5 & HPFS)

3.4 File System Care

3.5 Checking the drive for errors

3.6 Supported File Systems of different versions of

Microsoft Windows

Chapter 4 - HARD DISK MANAGEMENT & CONFIGURATIONS

4.1 Hard disk configurations

4.2 Hard disk partition

4.3 Primary Partition

4.4 Extended Partition

4.5 Logical Drive

4.6 Volume

4.7 Preparing a brand new hard drive

4.8 Partitioning a Hard Drive

4.9 Formatting a Hard Drive

4.10 Deleting Hard Disk partitions

4.11 Hard Disk Diagnostic test

Repairing the Master Boot Record

Fixing a damaged partition table

4.12 Repairing Hard Disk with Bad Sectors

4.13 Low-level Formatting a drive

Chapter 5 - Operating System Installations and upgrades

5.1 Hardware requirements

5.2 Hardware compatibility

5.3 Common errors during installation

5.4 Installing Windows 98

5.5 Upgrading Windows 98

5.6 Installing Windows XP

Chapter 6 - Hardware Device Driver Installation

6.1 What is a Device driver?

6.2 Function of a device driver

6.4 Determining hardware model & manufacturer

6.5 Where to find Hardware drivers

6.6 Searching for drivers in the internet

6.7 Installing device drivers (Video card, LAN card,

Modem, printers etc..)

6.8 Post-install operations

Chapter 7 - Software Installation

7.1 Software compatibility

7.2 Hardware requirements

7.3 Dealing with failed installation

7.4 Installation methods (Control Panel, Installer)

7.5 Installing Software (MS-Office, Anti-Virus,

Network games programs etc..)

7.6 Software updates and Service packs

7.7 Uninstalling Software

7.8 Dealing with failed uninstallation

7.9 Manual Removal of installed Software

Chapter 8 - Virus Management �€“ Detecting and Removing

Viruses

8.1 What is a virus?

8.2 Types of virus

8.3 Spyware, Adware, malware viruses

8.4 Preventing Virus infections

8.5 Protecting Key System files

8.6 Checking for Macro viruses missed by anti-

virus programs

8.7 Protecting against script based virus.

8.8 Symptoms of an infected computer

8.9 Deciding what anti-virus program to install

8.10 Installing Anti-Virus programs

8.11 Installing Anti-Spyware, Malware and Adware program.

8.12 Diagnosing, Treating and Removing Virus infections

Chapter 9 - DATA RECOVERY Concept

9.1 How disk drives work

9.2 Understanding Tracks, Sectors, Cylinders and

Clusters

9.3 Master Boot Record

9.4 Partition table

9.5 Troubleshooting strategy concepts

9.6 Running Scandisk to check for disk errors

9.7 Correcting errors reported by scandisk

9.8 Causes and symptoms of a corrupted FAT

9.9 Repairing lost and cross-linked files

9.10 Surviving Disk Disasters

9.11 Understanding Disk error messages

9.12 Creating emergency rescue disk

9.13 Using Disk repair tools

9.14 Recovering Files and Directories

9.15 Recovering erased Files

9.16 Transferring recovered files to backup disk

9.17 Editing Disk sectors

9.18 Reviving non-bootable disk

9.19 Repairing the Master Boot Record

9.20 Fixing a damaged partition table

9.21 Dealing with accidental Reformatting

9.22 Unformatting a drive

9.23 Removing Disk Fragmentation

9.24 Using Backup utility program

9.25 Fixing common disk problems

9.26 Solving �€œInvalid drive specification�€�

Chapter 10 - Configuring and Troubleshooting WINDOWS

10.1 General Troubleshooting Methodology

10.2 What to do when Windows failed to start

10.3 Windows Plug n Play Architecture

10.4 Windows boot files

10.5 Windows Start-up process

10.6 Troubleshooting Windows Start-up problems

10.6 Dual booting Windows 98 with Windows

XP/2000

10.7 Creating Emergency Repair Disk (ERD)

10.8 Solving common Windows errors

Windows Locks-up

This program has performed illegal operation

Etc..

10.8 Diagnosing hardware problems using

Device Manager

10.9 Windows XP Administrative Tools

10.10 Computer Management Console (Adding,

Editing and deleting partitions)

10.11 System Tools, Services and applications

Chapter 11 - The WINDOWS REGISTRY

11.1 What is a Registry?

11.2 Registry entry structure

11.3 Modifying Registry Entries with Regedit

and Regedit32

11.4 Backing up registry entries

11.5 Preventing registry backup failures

11.6 Repairing corrupted Registry files

11.7 Removing Unwanted Registry entries

11.8 Solving Registry entry conflicts

Chapter 12 - DISK IMAGING/CLONING

12.1 Disk Cloning Concept

12.2 Advantages of Disk Cloning

12.3 Issues to consider before cloning a drive

12.4 Preparing for Disk Cloning

12.5 Disk Cloning Software

12.6 Disk Cloning using GHOST

12.7 Dealing with accidental or mistakenly cloned

drive (Uncloning a drive)

12.8 Common disk cloning errors

12.9 Solving Disk Cloning failures

Computer Skills

2009-01-26T06:31:00.000-08:00

PC ASSEMBLY, HARDWARE & SOFTWARE TROUBLESHOOTING/REPAIR & DATA RECOVERY
PC LAN/WAN SETUP, CABLING, CONFIGURATION, WIRELESS LAN Setup, Config, TCP/IP & WINDOWS 2000 SERVER ADMINISTRATION
CISCO 1 & 2 ROUTER & ROUTING TECHNOLOGIES
CISCO 3 & 4 SWITCHING & WAN TECHNOLOGIES
CISCO Voice Over IP (VOIP)Technology
WINDOWS 2003 SERVER SYSTEM ADMINISTRATION
IMPLEMENTING AND MANAGING MICROSOFT EXCHANGE SERVER 2003
MS-SQL 2000 SERVER ADMINISTRATION
LINUX SYSTEM ADMINISTRATION (REDHAT)
LINUX NETWORK ADMINISTRATION (REDHAT)
UNIX SOLARIS 10 SYSTEM ADMINISTRATION
AUTOCADD 2009 3D MODELLING
ADOBE PHOTOSHOP CS2
MACROMEDIA FLASH - WEB ANIMATION
WEBPAGE DESIGN AND DEVELOPMENT
JAVA PROGRAMMING (J2SE)
VISUAL BASIC 6 PROGRAMMING
VISUAL Basic.NET PROGRAMMING
ACTIVE SERVER PAGES (ASP) WEB PROGRAMMING
PHP & MySQL PROGRAMMING
MS-WORD, EXCEL, POWERPOINT & INTERNET
PC MONITOR TROUBLESHOOTING & REPAIR

Wharton School of Business of Undergraduate Students & Alumni notes

2009-01-24T03:45:00.000-08:00

Interviewing Guide

Table of Contents

SECTION 1 - Introduction
SECTION 2 - Overview: What to Expect During Interviews
SECTION 3 - How to Prepare
SECTION 4 - Types of Interview Questions
SECTION 5 - Frequently Asked Interview Questions
SECTION 6 - Tough Interview Questions
SECTION 7 - Actual Questions from On Campus Interviews
SECTION 8 - Questions to Ask Interviewers
SECTION 9 - Mock Interviews and Workshops
SECTION 10 - Special Cases: On-Site Interviews
SECTION 11 - Special Cases: Phone Interviews
SECTION 12 - Special Cases: Career Fairs

SECTION 1 - INTRODUCTION

An interview is a form of conversation -- it is a two-way process. As a job candidate, you want to let a potential employer know what knowledge, skills and abilities you have to offer. At the same time, you want to evaluate how well the organization and the people who work there match what you want out of a position. You may feel nervous or anxious while interviewing, because you are competing for a job and people are evaluating you. To make the best impression and to minimize your anxiety, the best thing to do is PREPARE ahead of time.

SECTION 2 - OVERVIEW: WHAT TO EXPECT DURING INTERVIEWS

An interview offers you and an employer the opportunity to learn whether or not there is a "fit" between you and the interviewer's organization. The ideal interview is a two-way street, allowing the employer to sell the job to you and permitting you to elaborate on the information contained in your resume.

The invitation to interview means that, in general, you are qualified for the job; however, the employer wants to determine if you are the best qualified candidate to serve the firm's interests. This determination is made strongly on the basis of your enthusiasm and honesty. The more interest, enthusiasm and motivation you display in an interview, the better your chances are for moving forward in the process. Regardless of industry, most employers are interested in the following:

Communication (written and verbal) Skills
Interpersonal and Teamwork Skills
Leadership Qualities/Potential
Business Acumen
Organizational Skills
Analytical and Problem-Solving Ability
Maturity
Poise

Depending upon the nature of the job and the firm, other competencies may be evaluated more rigorously. Expect quantitative and analytical questions in finance and consulting interviews. Be prepared to discuss case situations with consulting firms. Sales jobs will place even stronger emphasis on verbal communication skills, enthusiasm, and personality. Pay attention to the qualifications described in the job description, as these are attributes that are likely to be evaluated during the interview process.

How you present yourself is just as important as what you say. Nonverbal communication can give as much information, if not more, than words. Be conscious of slouching back in a chair (boredom?), twiddling your thumbs (nervousness?), and crossing your arms (hostility?). If you are asked a particularly tough question, maintain your composure and take extra time to think before replying. Be sure to maintain good eye contact, which conveys confidence and honesty.

Also, physical appearance plays a role in the outcome of the interview. A simple rule is to dress the same way you would expect to dress at work if you were offered the job. Men and women should wear a suit. Be sure to minimize jewelry and cologne/perfume. If you have long hair (men or women) that gets in your face, consider wearing it "up" or in a ponytail.

Very rarely does an interviewer make an offer during the first interview. It is likely that he/she will get back to you within a few weeks with an offer, a rejection, or an invitation to visit his/her organization to talk to other people. The second interview is usually an entire day in length. Probably you will interview with several different people in the department, all of whom participate in the hiring decision.

It is a good idea to keep a log of your interviews. You may need the name, title and address of your contact at a later date. If you are being interviewed in the On-Campus Recruiting Services, each schedule has the necessary information on it (be sure to jot this down before you leave the recruiting facility). You should write follow-up letters to the organizations in which you are particularly interested. Such letters involve thanking the employer for the interview and reconfirming your interest in the position offered.

SECTION 3 - HOW TO PREPARE

Preparation is vital. While you cannot anticipate every question, you can prepare yourself to make the most of whatever you are asked.

Know Yourself

First, it is important to know yourself and your career objectives. Employers are not interested in students with undefined career goals; they aim to fill jobs with qualified candidates who have some sense of direction and know how their skills support their job objectives. Even if you don't know exactly what you want to do, you have to be able to confidently tell an employer why you are interested in this particular job at this time. Think about your own abilities and experience in relation to an employer's needs. Be able to discuss why you want to work in this type of industry, division, and/or company. Identify your strengths in relation to each job for which you interview. Review your resume for experiences - whether they are related to education, work, or activities - that you can use as examples to support your skills. Anything on the resume is fair game, so also be prepared to describe or explain any item on it.

Know the Company

Second, know the company and the position. Spend time reviewing organization homepages, familiarizing yourself with each firm's divisions, mission statements, and the like. Read the organization's literature available at the Career Services Library. Talk to alumni currently working at the firm to get more detailed information about what it takes to be successful in this particular company. You are not expected to be an expert in the particular field, but you should have enough knowledge to formulate meaningful questions to present to the interviewer. You can usually get an overview of the organization, its products and/or services, its management philosophy and new developments, and its financial standing from its website or annual report. Also, the Lippincott and Van Pelt reference collections house a variety of trade journals and online resources which discuss current issues in the field.

Know What to Ask

Third, be certain to prepare questions to ask the interviewer. You want to evaluate the company and the opportunities provided by this position in order to determine whether or not you are even interested. In addition, the questions you ask convey interest and enthusiasm; if you fail to ask anything of the interviewer, s/he might assume you aren't particularly interested in the job or the organization.

Finally, interviewing is a skill that improves with practice. Counselors are available in Career Services by appointment for mock interviews. These practice sessions usually last 45-60 minutes and can be videotaped to provide maximum feedback. Be sure to practice answering interview questions aloud, rather than just thinking about what you will say. Get together with friends and take turns asking each other questions, then providing feedback on strategies for improving your answers (as well as your delivery).

SECTION 4 - TYPES OF INTERVIEW QUESTIONS

There are a number of different types of interview questions. Many are personality based: "What are your strongest skills? What do you do in your spare time? Why are you interested in market research?" A great many questions can come directly from the resume: "In which of these classes did you learn the most about finance? Tell me about your last internship. Give me an example of a time you had to deal with conflict in one of your student groups."

Behavioral Questions

More and more interviewers are asking behavioral questions, in which the employer asks you to recount a specific example of a past experience which s/he can use as a predictor for your future behavior. "Tell me about a time you demonstrated initiative. Give me an example of your leadership ability. Describe your most recent group effort and how you contributed to the team." In answering these questions, be certain to describe a SPECIFIC example (don't describe your leadership style in general, but rather recount a specific time you were in a leadership role). After setting the context, describe your role, contribution to, or influence on that situation. Finally, always provide a statement describing the outcome of your efforts (e.g., the grade you received, the percentage increase in sales volume due to your efforts, etc.) so they can evaluate your effectiveness.

A common way to approach answering behavioral questions is to use the STAR method:

S = Situation: Describe what you were facing
T = Target: Describe what you wanted to achieve
A = Action: Describe what you did
R = Results: Describe what happened, how things turned out, what you learned, and optionally what you'd do differently if presented the same circumstances

Brainteasers and Guesstimates

Some interviewers are famous for brain-teasers and analytical "guess-timates." For example, "How many blue cars are there in the United States?" The point is not to get the right answer (who knows what that is?) but instead to demonstrate sound logic and reasoning skills. Think aloud, explain to the interviewer how you would arrive at an estimate, then perform the basic math necessary to arrive at your estimate.

Case Questions

Finally, case questions focus on real business issues and problems. Most commonly used in consulting interviews, they test your analytical skills and business acumen. A case can be very broad (e.g., "What makes ABC Company so successful?) or extremely specific (e.g., a discussion of detailed financial statements) in nature. A number of extremely useful guides to finance, consulting, and other interviews are available in the Career Services library. You can also access Career Services' online Vault and WetFeet career guides from the Career Services library webpage. (Click on the online subscriptions link.)

During the interview, take your cues from the employer; however, do not offer more information than requested, particularly about your weak points. Be sure to listen carefully to the interviewer, and don't be afraid to ask for an explanation if you don't understand the question. It is fine to take a few moments to think before answering difficult questions, so don't rush into your answer until you are ready (silence during an interview is perfectly acceptable, even if it is slightly uncomfortable). If you are truly stumped or lacking for an example, it is better to say so ("I'm not sure - how did your company handle that particular situation?") than to try to fake your way through an answer.

SECTION 5 - FREQUENTLY ASKED INTERVIEW QUESTIONS

Why should I hire you?
Tell me about yourself?
Why did you decide to go to Penn?
Why did you choose your major?
How did you learn about our organization?
What do you know about our organization?
Where do you see yourself in five years?
What was the worst thing that happened to you on a summer job?
I see you received a very low grade in XXXX. Why?
What contributions could you make to our organization?
Why do you want to work?
What do you expect from a job with us?
What is your greatest asset? Liability?
If you were an interviewer, what do you think the three most important criteria would be for hiring someone for this position?
On what grounds would you dismiss someone?
Do you like working with people? Is this an important factor?
How would you handle an irate client if the complaint were against the organization's policy?
Why are you interested in this field of work?
Do you have any questions?
What was your best subject in school? Worst?
Why do you want to work for us?
Why did you take a leave of absence?
Would you consider relocating?
Could you travel three days a week?
How much do you think you will be earning in ten years?
Do you plan to go to graduate school?
You strike me as graduate school material. Why are you applying for jobs?
If we hired you, what is the top position you see yourself holding?
What is the lowest salary you would consider?
Is there anything which could potentially interfere with your performance?
Could you make a commitment now?
Tell me about your experience on a part-time job.
Of what accomplishment are you most proud? Least proud?
You don't seem to have done as well academically in college as you did in high school. Why?
Who else are you interviewing with? What do you think of those organizations?
How do you get people to do things they don't like to do?
Are you more interested in program development or implementation?

SECTION 6 - TOUGH INTERVIEW QUESTIONS

Describe yourself in 3 adjectives.
Let's pretend that the first 25 minutes of the interview have passed. What were you planning to tell me in the last 5 minutes?
How do you feel about working with numbers? What is 12% of 69? How did you figure that out?
Where do you think employment with this company will take you five years from now?
What do you think of our organizational structure?
How do you feel you work without direct supervision? Are you prepared right now to work without supervision?
Would you prefer to work independently or as part of a team? Why?
How much traveling would be ideal in a job?
What is one of your weaknesses? Now, I know you had one prepared, so give me another one?
What major problem have you encountered and how did you deal with it?
What have you learned from your mistakes?
What was the best part of your college experience? What was the worst part of your college experience?
Why should we hire you rather than one of the 200 other applicants?
What's your grade point average?
How much do you expect to earn?
What makes you tick?
What question do you wish we had asked?
Highlight the one thing on your resume that separates you from everyone else on Penn's campus.
What don't you do well?
Tell me a time when you failed at something.
Describe a group work situation where you and your partner were having trouble getting along with each other. How did you resolve the problem?
Describe a situation when you were faced with a dead line that you couldn't meet. How did you handle it?
Describe a situation when you had to learn a large amount of material quickly. How did you do it?
You are very qualified. Why would you want to work at a small company like ours, when you could work at a larger company?
You work in a library, and a book has been misshelved. How do you find it?
What would your enemy say about you?
If you could be a fruit, what type of fruit would you be?

SECTION 7 - ACTUAL QUESTIONS FROM ON CAMPUS INTERVIEWS

Recent graduates were surveyed regarding their interviewing experiences. The following were questions that they encountered during their first and second round interviews.

Financial

Tell me about the CAPM (Capital Asset Pricing Model).
What are some flaws in the DCF analysis and how can they be corrected?
Describe what you believe to be the future of the derivatives market?
What is .125 squared?
How would you trade a butterfly with the following option prices?
How would you go about selling the idea of a derivatives hedge to a prospective client?
What is 5 2/7 - 3 7/8?
Two retail banks have different return rates on their loan portfolios, although default rates are similar. What might explain the difference?
Why would the cap rate on a Holiday Inn be the same as the Plaza Hotel?
How can you convince your client that the "higher yield" bond does not really give a higher yield?
How would you go about valuing a firm? How would you value a hotel in Minnesota if you only had one day to look around?
Give some suggestions to improve the credit card business of your bank?
What is the relationship between the forward and spot interest rate?
What is the difference between enterprise value multiples and P/E multiples. Why would you use Enterprise Value to EBITDA, and Price to Earnings?
How does depreciation affect the 3 financial statements?
About what price was the Dow Jones today?
Would you rather have a dollar today or two dollars tomorrow?

Consulting/Management

Case Questions - These questions are designed to give you the opportunity to demonstrate your ability to handle ambiguous data. The process that you follow to answer the question is much more important than arriving at the "right answer". Your quantitative ability will be judged. Consequently, it is important to have the figures that you develop in your answer be correct.

If you wanted to buy a ski resort, what would you consider? Draw a graph of cost and revenue per skier. Questions regarding graphs - how they would move/change with certain contingencies?
Estimate the total value of all the personal items on a commuter flight that arrived at Laguardia airport at 8:30 am this morning from Boston given that the plane was approximately 2/3 full. (Tip:` Don't forget to include checked luggage.)
You are a manufacturer of toys and you have a product that cost US $1,000. Estimate how many of those you can sell in Hong Kong.
You're taking a trip to Indonesia tomorrow to work with a company for a period of time. You don't know anything about this firm but you are provided with the financial statement of this firm from last year. How do you get the general idea about the firm's "health" condition, given that you only have one hour to report your opinion to your boss?
How would you go about advising a bank if it should implement an ATM system?
You are the consultant for a bank. Give some quantitative measures that can tell about the productivity of the operations department.
How many skis will be sold in the U.S. next year?
What is the market size for wall paper?
Estimate the number of airplane flights in a year.
Estimate the size of the paper clip industry.
A company dealing with a commodity product is thinking about expanding internationally. If its labor costs are competitive with industry standards, what issues might influence its decision?
What is the population of dogs in the United States?
Where would you put a gas station if there were none in New Jersey?
How many drug stores are there in Manhattan?
How would you estimate demand for forks in one year?
Estimate the number of printers in Hong Kong.
The sales of a travellers cheque company are falling. How would you go about deciding what should be done about it?
Estimate the demand of airplanes for a select category 10 years into the future. There are three producers and 10 airlines.

Marketing

Interviewer picked up a paperweight and said "sell me this."
If you were to introduce a new product into a foreign market, what are some of the factors you would first study in that country?
You need more shelf space in a store, how do you convince the store manager to give it to you?

Technical

Explain relational databases as if I were not computer literate.
Describe telecommunications protocols.
You mess up a depreciation/amortization number in your model, i.e. too low / too high. Walk through your income statement, balance sheet, CF and describe the net effect of your mistake.
What are the major challenges in computer security?

Miscellaneous

Did you ever have a leader you despised?
Describe a time when you used data to prove a point?
What is the biggest risk that you ever took?
If you could have any job in the world, what would it be?
What motivates you?
Why do you want to work for us and not for our competitor?
Give me an example of how you are a risk taker?
Why should we hire "you" over everyone else we spoke to today?
Why are tennis balls fuzzy?
You have very good grades. However, you don't you have a 4.0. Given the fact that there are students around with stronger academic credentials, why should we consider you?
Give me an example of a time your ethics were tested and how you responded and reacted.
Give a one sentence positioning statement of yourself.
If you could be one person in the world, who would it be?
What problems do you see in your school? How would you go about correcting them?
Tell me about a disastrous team experience that you had.
Use 12 equal sided sticks to construct 6 equal size squares?
What is the one question you don't want us to ask you?

SECTION 8 - QUESTIONS TO ASK INTERVIEWERS

What areas need the immediate attention of the person you hire?
What are the major responsibilities of this position?
What are the company's sales and profits projections?
Whom do you identify as your major competitors?
What are your plans for new products or services?
How would you define your management philosophy?
What are you looking for in the person who will fill this job?
Describe a typical day.
What kind of training would I receive?
Where can I expect to go from this position?
What activities could I engage in now that might help me on the job if I'm hired?
How long have you been with the company?
How centralized is the organizational structure?
What do you like most about your job and the company?
Whom could I speak with who has the position now or who has been promoted from the position recently?
What are the avenues for advancement?
What is the turnover rate?

SECTION 9 - MOCK INTERVIEWS AND WORKSHOPS

Interview Workshops

A number of workshops will be offered throughout the academic year to provide an overview of the interviewing process, including: what to expect during interviews, how to prepare, and a discussion of additional resources to assist in your job search preparation. Dates and times of interview techniques workshops can be found on the Wharton section of the Career Services website.

Mock Interviews

Mock interviews are available to discuss and practice the interview process. Students will gain an understanding of what is expected of them as well as the kinds of questions that they should expect from an interviewer. Mock interviews are available with and without videotaping, although videotaping is recommended. To make an appointment for a practice interview, please call (215) 898-7533 or see the Wharton area administrative assistant.

SECTION 10 - SPECIAL CASES: ON-SITE INTERVIEWS

Follow-up interviews allow for more in-depth assessment on the part of both employer and student. The employer looks beyond basic qualifications to issues of "fit" and application of skills. As a candidate, you should also take the opportunity to observe as much about the company and its culture as possible. Remember that you are "interviewing" those at the firm as much as they are interviewing you.

Before

Since an on-site interview often involves at least some degree of travel, logistical preparation is required. Identify your primary contact(s) for travel arrangements (if necessary) and for the interview day itself. Request an itinerary for travel and clarify reimbursement arrangements. Some companies routinely pay for travel expenses. Others, such as government agencies or smaller firms, may be less likely to do so. If in doubt, simply ask what the company policy is on travel reimbursement. Make sure that you have accurate directions to the company and allow sufficient time to arrive in a timely fashion. It is also helpful to request an itinerary for the interview day that outlines the names and titles of those you will meet.

Invest in a briefcase that will allow you to carry numerous critical items (e.g. portfolio, newspaper, cell phone, etc...) Review your notes from previous preparation and prepare additional questions that are applicable to different levels of company representatives from top management to recent hires. For instance, questions for top and middle managers might address strategy and the "big picture" or their career paths. Questions for recent hires may address more day-to-day issues of work and lifestyle. Make sure to read the newspaper (preferably national and local) to ensure that you are up to date on current events.

An on-site interview is at least half-day and most are full days, so get sufficient rest the night before. If you are traveling directly to the interview, make sure that you wear a suit that does not wrinkle easily and avoid messy foods. Use your travel time to relax and gather your thoughts. Allow extra time for getting lost and plan to arrive at the company 15-20 minutes early to get settled. If you will be spending the night before the interview, you may be invited to a night-before reception and dinner. If so, be personable and professional because such events are still "part of the interview." When you settle in at the hotel, continue to convey your professionalism by not charging items to the room.

During

Maintain a good level of energy and be prepared to answer the same questions repeatedly since you will be interviewed by a number of employees and managers. Make sure you request business cards from all who interviewed you and note any interesting aspects of your conversation on the cards for later reference. If you are in a "group interview" along with other candidates, be confident and gracious. You are being assessed on your ability to contribute to a team effort. For all day interviews, designated employees often take candidates to lunch. Use the lunch as a time to build rapport and regroup for the remainder of the interview. Remember that the "interview" continues even if you have lunch with peers or recent hires, so avoid alcohol, smoking, messy food and presumptuous comments. The employer will typically pick up the tab for lunch. Try to order a mid-priced meal and avoid the most expensive items, unless specifically recommended by your host.

After

The purpose of follow-up correspondence is to thank the interviewer(s), to briefly recall any highlights of the interview conversation, and to reiterate interest in the position. Write the primary thank you letter to the person who organized the interview, perhaps with references to others who interviewed you. You may also write brief thank you notes or e-mails to the others who interviewed you. It is always helpful to personalize the letter by mentioning something specific you spoke about during the interview. Ideally, these letters should go out within 24 hours of the interview.

SECTION 11 - SPECIAL CASES: PHONE INTERVIEWS

Phone interviews are sometimes used by recruiters as an initial screening interview. Be sure to verify whether the employer is to call you or vice versa. Be clear on the interview time, especially in cases where there are different time zones involved. For example, is the interview 1:00pm Eastern Standard Time or Pacific Standard Time? One advantage of a phone interview is that you have an opportunity to establish rapport without the initial pressure of a face-to-face encounter and you can refer to notes as needed.

However, it is critical to understand that since the interviewer can not see you, you do not have the advantage of using visual non-verbal cues to reinforce your answers and convey enthusiasm about the position. Therefore, you must make sure that your tone of voice is as energetic as possible. Making sure that you are well-prepared and well-rested before the interview will be helpful in this regard. It is often said that smiling while you speak enables you to maintain a natural and upbeat tone without becoming monotone in your pitch. While notes may be helpful, do not become so relaxed as to read them verbatim. This can make you sound stilted and less engaging to the employer.

Lastly, make sure that you reserve a quiet space for your interview. If you must interview in your dorm room, make arrangements with roommates as necessary. If an employer calls unexpectedly and you are not prepared or in a good location to interview, always feel free to suggest setting up an appointment to have the discussion at a later time. It may be useful to have a calendar available in case the employer wants to schedule a follow-up on-site interview.

SECTION 12 - SPECIAL CASES: CAREER FAIRS

Career Fairs are not formal interviews, but rather shorter interactions designed to "capture" an employer's interest in talking with you further. Typically, each employer will be assigned to a table for you to approach to discuss their employment opportunities. Make sure you look at the web site for the career fair to find out who is coming, what they are looking for, etc. Then, do your homework. Explore the web sites of the firms that interest you, so that you are familiar with the firms, and can ask good questions. Your research should help you to connect what is important to the firm to your background. Based on this, prepare and practice a brief statement introducing yourself and think of a few thoughtful questions to ask employers about their organization or position.

Check on what the proper attire for the career fair is. If you are not sure, it is best to err on the conservative side, as it is easier to “dress down” as necessary upon arrival by removing a jacket or tie. Bring plenty of resumes and place them in a portfolio or professional looking bag. Make sure you carry your belongings in such a way that you are free to shake hands and interact without appearing awkward. Some organizations will bring promotional gift items. Don't plan to take more than you can carry inconspicuously.

Arrive as early as possible, knowing which firms are a priority for you to visit first. It's up to you to approach the recruiters and initiate conversation. Introduce yourself and thank the employer for attending. Shake hands, make eye contact and offer your resume as requested. Your statements and questions should be specific and targeted, demonstrating that you have researched the organization. As a result, you are more likely to make a good impression in a very limited amount of time.

Be professional when talking to, or about, employers. Some of your friends who have recently graduated may be at the fair helping with recruiting. Remember that they represent the employer now, and are looking at you as a potential employee. Be aware of others waiting. If you are very interested in a given employer and would like to talk further, say something like, "I'd like to speak with you further, but I see that you have others waiting. May I come back later to see if you have more time?” or “ May I take your business card to contact you if I have any more questions?"

Ask employers for their business cards and write follow-up/thank you letters if you are interested in the position(s). Try to trigger the recruiters' memory of you by stating something that you had discussed with them. If you want to pursue a job with a recruiter, make sure you know what to do next (i.e. fill out an application form, send a letter of recommendation, etc…). After the event, jot down some information about each representative that you spoke to. This will help you in the future when contacting this person or others in the organization.

Sample Interview Questions with Suggested Ways of Answering

2009-01-14T08:12:00.001-08:00

Q. Tell me about yourself.

A. This is the dreaded, classic, open-ended interview question and likely to be among

the first. It's your chance to introduce your qualifications, good work habits, etc. Keep

it mostly work and career related.

Q. Why do you want to leave your current job? (Why did you leave your last job?) A. Be careful with this. Avoid trashing other employers and making statements like, "I need more money." Instead, make generic statements such as, "It's a career move."

Q. What are your strengths?

A. Point out your positive attributes related to the job.

Q. What are your weaknesses?

A. Everybody has weaknesses, but don't spend too much time on this one and keep it work related. Along with a minor weakness or two, try to point out a couple of weaknesses that the interviewer might see as strengths, such as sometimes being a little too meticulous about the quality of your work. (Avoid saying "I work too hard." It's a predictable, common answer.) For every weakness, offer a strength that compensates for it.

Q. Which adjectives would you use to describe yourself?

A. Answer with positive, work-oriented adjectives, such as conscientious, hard-working, honest and courteous, plus a brief description or example of why each fits you well.

Q. What do you know about our company?

A. To answer this one, research the company before you interview.

Q. Why do you want to work for us?

A. Same as above. Research the company before you interview. Avoid the predictable, such as, "Because it's a great company." Say why you think it's a great company.

Q. Why should I hire you?

A. Point out your positive attributes related to the job, and the good job you've done in the past. Include any compliments you've received from management.

Q. What past accomplishments gave you satisfaction?

A. Briefly describe one to three work projects that made you proud or earned you pats on the back, promotions, raises, etc. Focus more on achievement than reward.

Q. What makes you want to work hard?

A. Naturally, material rewards such as perks, salary and benefits come into play. But again, focus more on achievement and the satisfaction you derive from it.

Q. What type of work environment do you like best?

A. Tailor your answer to the job. For example, if in doing your job you're required to lock the lab doors and work alone, then indicate that you enjoy being a team player when needed, but also enjoy working independently. If you're required to attend regular project planning and status meetings, then indicate that you're a strong team player and like being part of a team.

Q. Why do you want this job?

A. To help you answer this and related questions, study the job ad in advance. But a job ad alone may not be enough, so it's okay to ask questions about the job while you're answering. Say what attracts you to the job. Avoid the obvious and meaningless, such as, "I need a job."

Q. How do you handle pressure and stress?

A. This is sort of a double whammy, because you're likely already stressed from the interview and the interviewer can see if you're handling it well or not. Everybody feels stress, but the degree varies. Saying that you whine to your shrink, kick your dog or slam down a fifth of Jack Daniels are not good answers. Exercising, relaxing with a good book, socializing with friends or turning stress into productive energy are more along the lines of the "correct" answers.

Q. Explain how you overcame a major obstacle.

A. The interviewer is likely looking for a particular example of your problem-solving skills and the pride you show for solving it.

Q. Where do you see yourself five (ten or fifteen) years from now?

A. Explain your career-advancement goals that are in line with the job for which you are interviewing. Your interviewer is likely more interested in how he. she or the company will benefit from you achieving your goals than what you'll get from it, but it goes hand in hand to a large degree. It's not a good idea to tell your potential new boss that you'll be going after his or her job, but it's okay to mention that you'd like to earn a senior or management position.

Q. What qualifies you for this job?

A. Tout your skills, experience, education and other qualifications, especially those that match the job description well. Avoid just regurgitating your resume. Explain why.

Q. Why did you choose your college major?

A. The interviewer is likely fishing to see if you are interested in your field of work or just doing a job to get paid. Explain why you like it. Besides your personal interests, including some rock-solid business reasons might show you have vision and business sense.

IP how to

2008-09-03T00:04:00.000-07:00

The best way to try and change your IP address is to unplug your modem and plug it back in. Do you have a new IP? If not, unplug and leave it unplugged for several hours and plug it back in. Do you have a new IP yet? If you still don't have a new IP, you may need to unplug your router at the same time you unplug your modem. Some ISPs reassign IPs via DHCP servers at certain time intervals. They also can lock you in to an IP via your MAC address. If your router allows you to clone a MAC address, you can also try doing that in order to get a new IP from your ISP.

jobs@finetune

2008-08-01T05:35:00.000-07:00

Jobs

Finetune.com, a leader in online streaming music, seeks talented and motivated individuals to become an integral part of a small team of operations and development staff. You will be working in a fast-paced and dynamic environment, perfect for the self-motivated learner and problem-solver with a desire to work on a fun product. If you are interested in any of the following, drop us a line info at finetune dot com.

Web Developer(s)

Bachelor of Science in Computer Science or equivalent
5+ years of commercial software development experience
4+ years hands-on PHP experience
3+ years AJAX experience
5+ years of HTML, CSS, and Javascript experience
Working knowledge of web developing across multiple browser versions and platforms
Working knowledge of JSON, Flash, Flex, and Actionscript a big bonus

Applications Developer

3 - 5 years experience with Apache HTTP and Extensions like Mod_perl, mod_python, or PHP
3 - 5 years of system development with PERL, Python, C/C++, or Equivalent
3 - 5 years experience with some form of relational database (Oracle, MSSQL, MySql, Sybase)
Experience with source control systems (we use SVN... CVS experience would be fine too)
Ability to work in Windows and Linux server environments

Database Administrator / Database Engineer

Your primary responsibilities will include:

Reviewing, improving, and maintaining backup and recovery strategies
Performance tuning, maintenance plan design, execution, and monitoring
Helping to develop and then maintain a fail-over process for high-availability databases
Developing stored procedures, triggers, functions, DTS packages, SQL Server Agent Jobs, as needed to support applications
Documenting and maintaining records on everything database-related
Daily and on-call support of multiple MS SQL database servers

Required Skills:

Significant experience administering MS SQL Server 2000 Standard or Enterprise
Basic to intermediate level knowledge of T-SQL and at least some exposure to DTS
basic systems administration abilities on Windows Server 2000/2003. Also, Fedora administration would be a significant plus - we use Fedora 7 for most everything not running an MS SQL installation
Some experience with log shipping, fail-over, and high availability of MS SQL database servers
Experience with Python is a big plus, most of our scripting is in Python
Any experience with .NET, PHP, VBScript, C#, Java, Ruby, Perl, etc. is also helpful.

Some Career

2008-07-19T01:21:00.000-07:00

Making Room For "Dr. Nurse"

By Laura Landro

Provided by CareerJournal.com

As the shortage of primary-care physicians mounts, the nursing profession is offering a possible solution: the "doctor nurse."

More than 200 nursing schools have established or plan to launch doctorate of nursing practice programs to equip graduates with skills the schools say are equivalent to primary-care physicians.

The two-year programs, including a one-year residency, create a "hybrid practitioner" with more skills, knowledge and training than a nurse practitioner with a master's degree, says Mary Mundinger, dean of New York's Columbia University School of Nursing. She says DNPs are being trained to have more focus than doctors on coordinating care among many specialists and health-care settings.

To establish a national standard for doctors of nursing practice, the non-profit Council for the Advancement of Comprehensive Care announced in April 2008 that the National Board of Medical Examiners has agreed to develop a voluntary DNP certification exam based on the same test physicians take to qualify for a medical license.

The board will begin administering the exam this fall. By 2015, the American Association of Colleges of Nursing aims to make the doctoral degree the standard for all new advanced practice nurses, including nurse practitioners.

But some physician groups warn that blurring the line between doctors and nurses will confuse patients and jeopardize care. Nurses with doctorates use DrNP after their name, and can also use the designation Dr. as a title.

Physician groups want DNPs to be required to clearly state to patients and prospective students that they are not medical doctors. "Nurses with an advanced degree are not the same as doctors who have been to medical school," says Roger Moore, incoming president of the American Society of Anesthesiologists.

"With four years of medical school and three years of residency training, physicians' understanding of complex medical issues and clinical expertise is unequaled," adds James King, president of the American Academy of Family Physicians.

This is an iframe of a ClassesUSA Article Box

While nurses with advanced degrees play an important role in delivering care, Dr. King says they should work as part of a physician-directed team.

Although there are no precise statistics on the number of nurses with doctorates because the programs are relatively new, there are about 1,874 DNP students currently enrolled in programs nationwide, up from 862 students in 2006, according to the American Association of Colleges of Nursing.

Nurses have increasingly been moving into more specialized and advanced roles over the past few decades. Advanced-practice nurses include specialists in fields such as nurse midwives and nurse anesthetists, and there are now more than 125,000 nurse practitioners in the U.S. Nurse practitioners in some states are required to work with or be supervised by physicians, but often have independent practices in family medicine, adult care, pediatrics and oncology.

A study led by Columbia's Dr. Mundinger and published in the Journal of the American Medical Association in 2000 showed comparable patient outcomes in patients randomly assigned to nurse practitioners and primary-care physicians.

Nurse practitioners fear the doctoral programs might be raising the bar too high for their profession. The American Academy of Nurse Practitioners says it supports access to a higher educational degree for nurses, but wants to ensure that members won't be marginalized or required to go back to school for a costly advanced degree. Nurse practitioners can write prescriptions, are eligible for Medicare and Medicaid reimbursement, and often act as the primary health-care provider for their patients.

"Nurse practitioners with master's degrees are already filling the primary-care shortages and providing quality, cost-effective care, many times in places that physicians are unwilling to practice," says Wendy Vogel, a nurse practitioner specializing in oncology at Blue Ridge Medical Specialists in Bristol, Tenn. There are "as yet no data to support the need for increasing the amount of education required to practice in this role," she says.

With an acute shortage of nurses, some medical professionals worry that the doctoral programs, with promises of higher-paying jobs and prestige, will lure more nurses away from the critical tasks of day-to-day bedside care.

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But program proponents say they could help bring more nurses into the profession by increasing the number of faculty candidates to train a new generation of nurses. The U.S. Bureau of Labor Statistics says that more than one million new and replacement nurses will be needed by 2016.

Still, nursing schools had to turn away 40,285 qualified applicants to bachelor's and graduate nursing programs in 2007 in part because of an insufficient number of faculty, according to the American Association of Colleges of Nursing.

Dr. Mundinger, of Columbia, says the primary aim of the DNP is not to usurp the role of the physician, but to deal with the fact that there simply won't be enough of them to care for patients with increasingly complex care needs.

As doctors face shrinking insurance reimbursements and rising malpractice-insurance costs, more medical students are forsaking primary care for specialty practices with higher incomes and more predictable hours. As a result, there could be a shortfall ranging from 85,000 to 200,000 primary-care physicians by 2020, according to various estimates.

In addition to training in diagnostic and treatment skills, doctors of nursing practice can have hospital admitting privileges, coordinate care among specialists, help patients with preventive care, evaluate their social and family situations and manage complex illnesses such as diabetes and heart disease, says Dr. Mundinger, who has been leading the effort behind the National Board of Medical Examiners' planned certification exam.

A spokeswoman for the medical licensing board, which provides examinations used by licensing authorities for several health professions, says the planned DNP exam will be narrower in scope than the three-step exam that doctors take, including tests on organ systems and a range of medical disciplines. A number of physicians have supported the efforts to advance nursing to the doctorate level through the Council for the Advancement of Comprehensive Care.

All nurses currently are licensed by the state in which they practice and are certified by specialty groups. The planned certification exam won't be a requirement for licensing of DNPs, and it is too early to say whether it will catch on broadly as a desirable credential for practice. Jeanette Lancaster, president of the American Association of Colleges of Nursing, says "we are keeping an open mind as to whether it will add another level of validation of competency."

Columbia University's Columbia Advanced Practice Nurse Associates, which includes several DNPs, has for several years been taking care of patients with complex illnesses, working with medical doctors and specialists affiliated with the university.

Judith Gleason, a 76-year-old writer and researcher, says she became a patient of the practice after her family physician died. Now, she counts one of Columbia's DNPs as her primary physician.

Gleason says she liked the practice's emphasis on preventive care. More significantly, when she complained of a throbbing headache on one side of her head, Edwidge Thomas, a doctor of nursing practice, noticed something in her blood test that indicated a form of rheumatic infection linked to her arthritis.

The diagnosis was confirmed when Gleason was referred to a neurologist, who prescribed medication. "They are patient-oriented, and they always pick up the pieces, so to speak," says Gleason. "Edwidge is my primary-care provider now."

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What Do You Think?

Are you planning on getting a doctorate of nursing? Are you currently working on the degree? We'd like to hear about your experience. Tell us about it at the Encarta message boards.

Crazy air

2008-07-10T14:47:00.001-07:00

The Commercial Flight module of Airliners Env turns your Microsoft Flight Simulator into a flight experience with all the flight attendant and captain announcements you know from real commercial flight.
The Airliners Env module adds the following features and capabilities to your flight:

More than 320 sound events. With Flight Attendant Expansion Pack I even more that 520 sound events.
Terminal announcements at the gate.
Flight-preparation cockpit ambience: switch sounds, paper-rustling, throat-clearing,and more.
Boarding passengers.
Flight-attendant announcements in English and one foreign language (French and Spanish are included; German and Italian are available as expansion pack).
Automatic foreign- language detection sets your flight attendant's foreign language automatically depending on airport location and airline you are flying.
Flight attendant announcements asking passengers to take their seats.
Departure delay announcements from the captain.
Welcome announcement, including airline company name, while taxiing to the runway.
Security announcements while taxiing to the runway.
Post- takeoff flight attendant announcement allowing passengers to move around the cabin
Post-takeoff welcome announcement from the captain (including apology for delay if appropriate).
Movie, breakfast, lunch and dinner announcements. Movie sounds can also be added.
Announcements to fasten seat belts for turbulence.
Flight attendant landing announcements.
Enable Screaming passengers for situations which distress the passengers.
Off-runway landing detection (causes passenger screaming and triggers apologies from the captain)
Passenger applause upon normal runway landing, assuming that they didn't have reason to scream during flight.
GPWS for landing.
Welcome-to-airport announcement from flight attendant including city name (for major cities only) and airline company name.
Remain-seated announcement while taxiing to the gate.
Deplaning-passenger sounds.
Menu-driven configuration of announcements; your configuration will be preserved when you save your flight.
And more...

Crazy air

2008-07-10T14:30:00.000-07:00

Here is the list of information I have for corporate networking. My area of expertise is more in the Commercial Aviation sector, so I recommend you follow up any requests for Corporate information to Susan Friedenberg.

Tim Kirkwood, Author
The Flight Attendant Job Finder & Career Guide
www.FlightAttendantCareerGuide.com

______________________________________...

Susan C. Friedenberg - President
Corporate Flight Attendant Training & Services
241 South 6th Street
Suite 1806
Philadelphia, PA 19106 USA
Telephone # 215.625.4811
FAX # 215.413.9013
www.CorporateFlightAttendantTraining.c...
scffatraining@aol.com

This training program is designed for the person who wants a career as a business aviation flight attendant. Our training has been taught for almost nine years and 88% of the people we have trained are all successfully flying either full time or on a contractual basis for Fortune 500 Corporate Aviation Flight Departments throughout the US and Europe. It is a detailed and comprehensive training for the person that has no aviation experience at all as well as for the commercial flight attendant that wishes to transition from Part 121 to Parts 91/135. Our focus is on the necessary skills, tools and the basic standard operational procedures utilized by most corporate business aviation flight departments. You will learn who the corporate flight attendant is and the actual way in which to do the job from start to finish. It is a four day training curriculum that details our specific job related procedures. We will teach you business applications that will enable you to be successful in this work, catering, the trip from start to finish and in depth international trip planning.

It outlines in great depth an abundance of catering information, marketing tools, managing yourself as a business, corporate flight department interaction, international trip planning, professional image development, corporate client culture and the A-Z's needed to be a successful corporate flight attendant. In every training a "corporate specific" known caterer in the US co-teaches the communications skills a corporate flight attendant must know and the ways in which to expedite an order after you have designed it for your trip. This three day training is taught in Long Beach, CA. Teterboro, NJ. Tucson, AZ. Denver, CO. Atlanta, GA. It is also taught in conjunction with FlightSafety International at their Learning Centers in Atlanta and Teterboro throughout the year.

We have done in-house training's for corporate flight departments globally and also conduct a very powerful one on one training called Interview For Success Training for Business Aviation.
______________________________________...

National Business Aircraft Association
1200 Eighteenth Street NW Suite 400
Washington, DC 20036-2506
General Telephone # 202-783-9000
Corporate Flight Attendant Liaison: Jay Evans; Telephone # 202-783-9353 www.nbaa.org

General business aviation association dedicated to share and promote safety, ideas, standards, and operational procedures for corporate/business aviation. The membership is approximately 50,000 people worldwide.
______________________________________...

Flight Safety International
Gulfstream Learning Center
P. O. Box 2307
Savannah, GA 31402
Telephone # 800-625-9369 www.flightsafety.com

Contact: Louisa Fisher/Lori Harvey

Initial & Recurrent "Corporate Specific" Emergency & First Aid Training.
This program utilizes both time in the classroom and offers real-life situation drills
in the corporate cabin trainer, and the mock up of an aircraft and over wing exit area over an Olympic sized pool. Excellent real fire fighting drills.

______________________________________...

MedAire, Inc.
80 East Rio Salado Parkway
Suit 610
Tempe, Arizona 85283
Telephone: 480.333.3700
Email: info@medaire.com
www.medaire.com
Contact: Kathleen Sieperman, vice president of education services.

As an education resource to aviation professionals, MedAire offers a variety
of medical training courses - both instructor-led and web-based. The
company also helped co-author the first-ever Manual of Inflight Medical
Care, an instruction manual written to provide flight crews with
step-by-step guidance on what to do during an inflight medical emergency.

______________________________________...

Aviation Personnel International
P. O. Box 6846
New Orleans, LA 70174
Telephone # 504-392-3456
Fax # 504-392-3458 avperint@bellsouth.net

Contact: Janice K. Barden - Industrial Psychologist
This is an aviation industry placement service for all positions within corporate aviation.
______________________________________...

Survival Systems Training USA
144 Tower Avenue
Groton, CT 06340
Telephone (TOLL FREE) 888-386-5371 or 860-405-0002
Fax # 860-405-0006 www.survivalsystemsinc.com

Contact: Richard E. McInnis - Vice President
Survival Systems Training Inc. instructs pilots, aircrew and passengers in water aircraft ditching emergency and escape procedures, as well as rescue and sea survival techniques. Survival Systems also provides U.S.C.G. Approved open-water sea survival training under all climatic conditions for both aviation and marine interests. Conveniently located at the Groton-New London Airport in Groton, Connecticut. Our sophisticated training center features a 100,000 gallon (30’W x 40’L x 14’D) training tank and the most advanced aircraft ditching simulator in the world, the Modular Egress Training Simulator (METS™). The METS™ demonstrates real-time aircraft immersion and inversion, and features exit-specific technology that replicates more than a dozen types of fixed-wing and rotary aircraft.
______________________________________...

Facts Training International / AirCare International, Ltd.
3633 - 81st Avenue SW
Olympia, WA 98512-7461
Telephone # 800-754-9805
Fax # 360-754-1911 www.facts-aircare.com

Contact: Dorene Mykol
A systematic human factors approach to crewmember emergency and first aid training geared for corporate aviation. Hands-on drills and practice on cabin emergency simulators providing a realistic experience.

______________________________________...

Women In Corporate Aviation
Contact: Elizabeth Clark - Chairperson www.wca-intl.org

This a group of aviation professionals including flight department personnel, FBO managers, writers, students, training center professionals and many others. From their first meeting at the Women in Aviation Conference in 1993 to their growing organization today, they have networked and promoted career opportunities in business aviation.
______________________________________...

Women In Aviation International
Contact: Peggy Batey Chabrian - President www.wiai.org

Women in Aviation, International is a nonprofit organization dedicated to the encouragement and advancement of women in all aviation career fields and interests. Our 5,500 + membership includes astronauts, corporate pilots, maintenance technicians, air traffic controllers, business owners, educators, journalists, flight attendants, high school and university students, air show performers, airport managers and others.
______________________________________...

Aviation International News
214 Franklin Avenue
Midland Park, New Jersey 07432
Telephone # 201-444-5075
Fax # 201-444.4647 www.ainonline.com

The magazine of Business, Commercial, and Regional Aviation.
Extremely informative!
______________________________________...

Erica Sheward's Training Program:
Food Safety, Security, Food Borne Pathogens, Passenger Health & You
Castle Kitchens Executive Catering
Castle Farm Estate
The Hollow
Washington, West Sussex RH20 3DA
Telephone (from the USA) 011-44-1903-891400
Fax (from the USA) 011-44-1903-891414 www.castle-kitchens.com

Contact: Erica Sheward
An empathy and understanding of flight Attendant responsibilities is the major focus of the program which seeks to align in flight duties with the dictates of Global Food Safety legislation. The introduction of HACCP (Hazard Analysis Critical Control Point) into the Flight Attendant Training ethic has been revolutionary. A long standing practice and procedure in the food production and service industry, HACCP is a simply documented system designed and modified for Flight Attendants in order to encourage a heightened awareness of the hazards involved in every practice connected with the ordering, storage and handling of food for the cabin. The whole purpose of the program in essence is not to make a Flight Attendants job more difficult than it clearly already is, but to equip them with the knowledge and power to professionally stake their claim on a primary area of aviation safety.
______________________________________...
Beyond and Above
Corporate Flight Attendant Training
Mary Lou Gallagherinfo@beyondandabove.net
www.beyondandabove.net

Our philosophy is to train corporate flight attendants to be the best in the industry.
Beyond and Above is rated as the #1 corporate flight attendant training provider.
Our Flight Attendants possess exquisite culinary skills, poise, and the sophistication that reflects a meticulous work ethic.
Our Flight Attendants understand and demonstrate that confidentiality and discretion are of the utmost importance.
Our flight attendants have the sensitivity it takes to anticipate clients' needs and the knowledge to satisfy them.
Our Emergency Trainin

2 weeks ago

Source(s):

Flight Attendant Career Guide
www.crew4jets.com

Work from Home

2008-06-27T22:28:00.000-07:00

Degrees

Browse by Level

Bachelor, Master, MBA, Doctoral
Associate, Certificates, Diplomas

Browse by Subject

Browse by School

-Advertisement-

Top Ten work from home

2008-06-27T22:22:00.000-07:00

Stop Pumping Gas: Ten Hot Home Office Jobs

by Joe Taylor Jr.

With fuel prices topping four dollars per gallon in some states, many Americans want to keep their paychecks in their pockets and out of their gas tanks. Thanks to cheap Internet access and fast computers, some workers can perform their jobs just as well from home as they can in the office. Government analysts recently identified ten fast-growing jobs that combine higher-than-average hourly wages with the benefits of working from home.

#1: Administrative Services Manager

Traditionally, administrative services managers oversee large support staffs in offices such as hospitals and law firms. As larger employers consolidate responsibilities for multiple locations into a handful of positions, more administrative services managers have earned the option to work some or all of their hours from a home office. Earning an associate's or bachelor's degree in business can help you gain the skills necessary for this managerial telecommuting job that often pays more than $30 per hour.

#2: Computer Systems Analyst

These information technology professionals help companies design state-of-the-art systems to run businesses. As employers use telecommuting jobs as a key strategy in their recruitment efforts, computer systems analysts often test new ideas at their own home offices. Learning about tools like virtual private network (VPN), video chat, and virtual desktops during a computer science degree program can help qualify graduates for home-based jobs that pay over $30 per hour.

#3: Database Manager

All kinds of companies rely on databases, from mom-and-pop service organizations to global retailers. Because most databases can be maintained from any live Internet connection, a growing number of database managers work remotely over secure, private networks. Though some database managers earn salaries from large employers, specialists with business degrees and computer training can earn over $30 an hour working from home as freelance database specialists.

#4: Public Relations Specialist

Because most public relations tasks involve phone or email, many PR specialists enjoy working from home at least a few days per week. With a bachelor's degree in communications, an office veteran can transition to a home-based job writing press releases and responding to media requests. Experienced PR professionals can complete online business training programs to launch their own practices as freelancers in home offices. In both cases, public relations specialists frequently earn more than $22 per hour.

#5: Paralegal

As more Americans seek quality legal representation, many law firms rely more heavily on paralegals for research assignments and routine tasks. Unlike lawyers, who must complete law school and pass a state bar exam, paralegals can start assisting on cases after completing an associate's degree program. Some law firms prefer to hire telecommuting paralegals to avoid adding office space. Other employers like the flexibility of bringing on temporary paralegals to cover sudden spikes in their caseloads. In both cases, many home-based paralegals earn over $20 an hour.

#6: Probation Officer

With many state governments trying to balance crowded jails with increased prosecution, many local agencies seek home-based probation officers.While the job often includes making site visits, many probation officers spend a significant portion of time on the phone or on email from home offices. With a bachelor's degree in social work, an experienced security professional can transition to this home-based career that offers a typical salary of $20 per hour plus government benefits.

#7: Web Design Professional

Early Web designers often received criticism for being teenagers working from home in their parents' attics. However, today's most successful Web design professionals enjoy home offices that boast high-speed Internet connections and fast workstations. Earning over $20 per hour as a home-based Web designer requires design skill, programming prowess, and a solid career portfolio. Most novice designers pick up all three of these success ingredients during Web design degree programs, many of which are available online.

#8: Desktop Publisher

Just as small businesses rely on public relations professionals to tell their stories, company owners look to desktop publishing professionals to make their stories look good in print. Advanced publishing tools now make it possible for desktop publishers to work from home, often earning over $20 as freelancers or in staff positions. Advanced training courses in graphic design and desktop publishing help these specialists retain the cutting-edge skills that help build strong client rosters.

#9: Medical Transcriptionist

As many doctors' offices and health care facilities struggle to meet the demands of increased patient loads, home-based medical transcriptionists ride to the rescue. By leveraging skills gained in campus-based or online medical transcription training programs, these specialists can earn $14 or more per hour without leaving home. In many cases, agencies or employers also cover the costs of computers and Internet connections for efficient transcriptionists.

#10: Virtual Assistant

Bootstrapping a business in today's economy often requires creative thinking. Some of the most creative and successful professionals in consulting, real estate, and health care have realized that they can reap the benefits of having full-time administrative assistance without the costs of expanding their own offices. Virtual assistants provide high-end secretarial tasks on demand for clients, usually from home offices. Completing an online training course is often the first step toward an essential work-from-home job that pays $13 or more per hour.

live365.com

2008-06-23T21:07:00.000-07:00

Job Code: L365-770-08

About Live365:

Live365 is the world's largest Internet radio network, with an audience of 4 million listeners each month across a wide assortment of devices and platforms (web, cell phones, TiVo, Philips Streamium, Windows Media Center, Sony WA1, Xbox 360, D-Link, etc.). Live365 is unique in that its programming is created by music fans; anyone with a computer can create their own Internet radio station for a small monthly fee. The result is the most diverse array of high-quality streaming audio available today, with thousands of stations spanning over 250 genres, broadcasting from over 150 countries.

Job Description:

Live365 is enhancing its front and back-end technology. You will be working every day in Javascript, HTML, DHTML, Java, and AJAX as needed. This position requires someone that is smart-working and an excellent problem-solver. You will work very closely with UI designers, product managers and other engineers. We run an international development effort and you will need to have high degree of collaborative skills.

As an ideal candidate, you should possess a good command of interactive design principles, cross-browser development techniques, and browser degradation strategies. If you are excited about streaming audio/mobile technology, and want your work to be used by 4 million music fans and thousands of broadcasters each month, this is the job for you.

Qualifications:

3-4 years working as a engineer at a commercial website
Experience optimizing cross-browser, cross-platform front-end code
Hands-on programming experience with Javascript, DHTML, AJAX, Java/Struts, Perl, XML, AJAX, CSS, and SQL. Familiar with web server platforms, protocols, and applications including Apache, Unix, DBI/Oracle, and Eclipse preferred
Good understanding of relational SQL or object-oriented database technologies
Experience with VSS/CVS systems and bug management
Experience with e-commerce/billing/subscription web technologies a plus
Experience with multi-language localization and global deployment a plus
Experience with music/entertainment websites a plus
Excellent English verbal and written communication skills required (additional languages a plus)
Flash ActionScript a plus
Non-PC platform experience a plus (e.g. Mac, mobile, CE devices)

Responsibilities:

Hands-on daily programming, closely following product specifications for a high level of quality and end-user satisfaction
Develop Javascript/DHTML prototypes to demonstrate proofs of concept and to enable rapid iterative testing of design ideas
Work alongside project managers, database and software engineers, web producers and graphic artists to move a project to completion
Use your expertise in system architecture and cross-browser, cross-operating system compatibility to advise and lead project implementation
Develop and maintain the main www.live365.com website
Work closely with the Quality Assurance Team in debugging and problem resolution
Estimate time for project milestones, track time, and stick to tight deadlines while adhering to user requirements and quality standards

Educational Requirements:

Bachelor's degree in computer science or equivalent experience preferred

Benefits:

401(k)
Medical, dental, vision coverage
3 weeks PTO
10 Paid Holidays

Please send your cover letter and resume to jobs@live365.com or fax to (650) 345-7497. Please indicate the job title and job code in the subject line of your email or fax. Thank you.

Web Applications Engineer (PHP/LAMP)

2008-04-24T13:29:00.000-07:00

Skills:: PHP, Perl, Javascript, UNIX shell, SQL, HTML, CSS, XML. - BS/MS in CS/CE or significant work experience

Date:: 4-23-2008
Location:: Miami Beach, FL
Area code:: 305

Tax term:: FULLTIME
Pay rate:: $60,000-$90,000
Length:: Full Time

Position ID:: 407210
Dice ID:: 10214458

Job description:: Web Applications Engineer (PHP/LAMP)

World NetMedia is a world class leader in the development of multimedia internet sites. We are seeking highly motivated individuals who eat, breath, and love the work they do. If you like working in a fun, laid-back, yet exciting environment; then we want to hear from you!

We offer a casual work environment, creative programming & design teams, along with name brand clients that can't be beat. We have an exceptional reputation in the marketplace and are well known among our competitors. Based on increasing demand for our services we are looking for a Senior Flash Developer/ Web Designer to join our dynamic team.

Job Description :
** Looking for a true software engineer that loves to hack code in several languages and has fun doing it.
** Design, develop, maintain and optimize secure and scalable multi-tier web applications.
** Strong knowledge of PHP, Perl, Javascript, UNIX shell, SQL, HTML, CSS, XML.
** Comfortable with both object oriented and procedural programming methodologies.
** Experience with PHP5 and MySQL5 preferable.
** Experience with C, C++, Java, Python, and other languages a plus.
** Knowledge installing, configuring and maintaining Linux, Apache, MySQL and PHP packages.
** Strong knowledge of stored procedures, triggers, indexes, table normalization and database design. ** Familiarity with Zeus Web Server a big plus.
** Knowledge of AJAX development a plus.
** Comfortable hacking and compiling Linux software packages.
** Strong understanding of software development life-cycle and best practices.
** Proficiency in working and developing on Linux (any flavor ** debian, redhat, ubuntu, slackware etc.

Requirements :
** BS/MS in CS/CE or significant work experience.
** Must be able to gather requirements, design, code and test independently as well as work jointly with the team.

What we offer:
A competitive salary, 100% benefits (medical, dental, vision, life), Flexible hours, paid vacation, relocation assistance (where needed), great work environment and cool and exciting projects. We have been in business for 10+ years and are very profitable.

NOTE: This is not a recruiter, agency, or headhunter ad. You will be contacted by someone from our Corporate Recruiting team directly.

If you are interested; please either send your resume to sumaklos@worldnetjobs.com or by applying online at one of the below joblinks:

Link to job posting:

Miami Beach, FL: http://tbe.taleo.net/...MEDIA&cws=1&rid=11

Alexandria, VA: http://tbe.taleo.net/...MEDIA&cws=1&rid=38

Baltimore, MD: http://tbe.taleo.net/...MEDIA&cws=1&rid=42

Manhattan, NY: http://tbe.taleo.net/...MEDIA&cws=1&rid=47

Washington, DC: http://tbe.taleo.net/...MEDIA&cws=1&rid=50

Silicon Valley: http://tbe.taleo.net/...MEDIA&cws=1&rid=51

jobs @ friendster

2007-09-15T11:09:00.000-07:00

Looking for a cool job?

Friendster pioneered online social networking. A few years ago, Friendster experienced growing pains (primarily site performance problems), but since then, has overcome these challenges to restructure, recapitalize, and restart the business. In the last 9 months, Friendster has rebuilt its technology infrastructure for performance and scale (now ranking as one of the top 25 websites on the planet with above average response times), secured three key patents on social networking, launched a flurry of new product enhancements, hired key personnel to build out its team, and returned to double-digit monthly growth. Today, Friendster has over 45 million members worldwide and 20 million monthly unique visitors. Despite the occasional article with dated information on the "Friendster of 2004," Friendster remains a leading, global online social network. Friendster generates over 5 billion page views per month.

Friendster is focused on helping people reconnect with old friends, stay in touch with current friends and discover new people and things that are important to them. Friendster's trusted network, which emphasizes genuine, real-world friendships, is popular among people of all ages, but is particularly embraced by adults 18-50 years old. Friendster has a growing portfolio of patents granted to the company on social networking, with more expected over the next several months. Headquartered in San Francisco, California, Friendster is backed by Kleiner Perkins Caufield & Byers, Benchmark Capital, DAG Ventures and individual investors.

Open Positions:

Senior Linux Systems Administrator

Friendster is currently seeking a Senior Linux Systems Administrator with production Internet experience supporting a high-volume commercial website. This position will be a member of the Production Operations team and will be responsible for managing, growing and supporting Friendster.s large-scale Internet site.

Position Responsibilities:

Provides system architecture guidance
Plans and supports the implementation of major architectural changes
Will work with the Engineering and Quality Assurance departments to spearhead the rollout of new features and code updates on the site
Seeks opportunities to contribute features and enhancements to open source software projects in which Friendster participates
Has frequent contact with vendors for technical support and technical planning
Mentors at least one other member of the Operations staff
Must be willing to be available 24/7, via a planned rotation schedule, by pager for emergencies

Position Requirements

8+ years employed in Linux / UNIX administration
Hands-on experience supporting large Linux environments (200+ servers) and maintaining a consistent install base across the entire environment
Demonstrated expertise in Apache, PHP, MySQL including performance tuning
Experience with NFS, Squid, and CVS
Clear understanding of the operation of the IP stack in Linux and of load balancing technologies
Must have some past development experience with at least one compiled language (C, C++, Java) plus at least one scripting language (Bourne shell, Perl, PHP)

Desired Experience

Familiarity with SAN (Hitachi Data Systems / McData preferred)
Experience with Network Appliance storage systems
Knowledge of Veritas Cluster Server administration
Supervisory or team training experience

To apply please send your resume to jobs@friendster.com. Please be sure to reference this position title in the subject line of your email.

UI Developer

Friendster is currently seeking a Web Developer with experience in front-end web development with emphasis in building consumer/customer facing web sites. Must have a strong sense of user-friendly interface design. This is an exciting opportunity to join a small innovative team that will influence and define online community.

Necessary Experience, Education and Attributes

B.S. in Engineering or Computer Science
5+ years experience on a consumer website development team
Expert level HTML, DHTML, CSS, JavaScript,W3C DOM skills; some experience in AJAX
Demonstrated understanding of how implementation choices impact user experience in terms of browser compatibility, accessibility and performance
Entrepreneurial drive and ability to deliver in a fast-paced release environment
Keeps up with current Internet trends and technology

Desired Experience, Education and Attributes

Knowledge of XML, XSL, PHP

To apply please send your resume to jobs@friendster.com. Please be sure to reference this position title in the subject line of your email.

Director of Marketing Partnerships

The Director of Marketing Partnerships will join the Marketing team in focusing on growing the number of registered users and unique visitors to Friendster.com, both in the U.S. and globally. This position reports to the VP of Marketing.

In 2007, the Director of Marketing Partnerships will focus at least 80% of his/her time on the US and potentially up to 20% internationally. In 2008, the mix will be determined and will depend in part on the interests of the individual.

The role requires the rapid development of ideas on how best to grow the business through partnerships and deals that drive significant new user acquisition or retain or increase the activity of current users. Working with the VP of Marketing, other execs, and the Marketing team, these ideas will be vetted and prioritized into a short-term strategy for execution. Very quickly, this person will explore these ideas and opportunities with Web 2.0 companies, media companies, major brands, and/or others to identify, structure, negotiate and close partnerships that will move the dial for the company within 4 to 6 months.

This person will also be an evangelist for Friendster, requiring travel to most of the major U.S. tradeshows, events and conferences in the industry. This person will meet with industry players and potential partners to correct misperceptions in the industry about Friendster, to share the latest news on Friendster and its plans, to explore opportunities to work together, and bring learnings back to the company to inform corporate, product, marketing and sales strategy.

While revenues are important to the company, this role is not a media sales or ad sales role. This person will be focused in the short- to medium-term on user acquisition and user activity.

Qualifications

Must have extensive business development and deal experience in Internet partnerships, including negotiating and closing deals. Must be experience as the primary negotiator in closing large deals, includes the skills necessary to reach executives at the appropriate levels for partnerships
Possesses a solid understanding of social networking companies, widget companies, and the rest of the Web 2.0 ecosystem, and the ability to learn and adapt quickly in this ever-changing industry
Must be smart, a strategic thinker, full of good ideas, creative, persistent, agile and driven
Must have experience and be a proven contributor in a small company with a fast-pace, less structured environment
Must be an outgoing, social business person comfortable and experienced in networking with others professionally
Comfortable with the realities that, in the short-term, this position will not have any direct reports and that he/she will be responsible for developing and executing partnerships as an individual contributor. Yet, able to build and manage a team in the future
Like any successful contributor in a startup, the ability to be a .great athlete. and take on different roles and projects as needed by the company over time
12+ years of total work experience, a majority of which should be in the consumer-facing Internet industry. Proven experience with Internet companies is required
Ability to work efficiently with minimal supervision with strong prioritization skills
Excellent verbal, written, communication and client presentation skills
Excellent verbal, written, communication and client presentation skills
Strong analytical and strategic skills

Friendster Offers

A fast-paced, fun environment with smart people and a great opportunity to learn, grow and succeed!
A great job in a cutting edge field at one of the 25 largest web properties in the world with a wealth of assets, opportunities and potential, yet all managed by a small team of about 30 employees
Compensation, stock options will depend on experience. Competitive benefits package

This job is located in San Francisco, CA.

To apply please send your resume to David Jones, VP Marketing at djones@friendster.com. Please be sure to reference this position title in the subject line of your email.

Call center

2006-08-27T06:08:00.000-07:00

Call centre
From Wikipedia, the free encyclopedia
(Redirected from Call center)
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A very large collections call center in Lakeland, FL.
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A very large collections call center in Lakeland, FL.

A call centre or call center (see spelling differences) is a centralized office used for the purpose of receiving and transmitting a large volume of requests by telephone.

A call centre is operated by a company to administer incoming product support or information inquiries from consumers. Outgoing calls for telemarketing, clientele, and debt collection are also made. In addition to a call centre, collective handling of letters, faxes, and e-mails at one location is known as a contact centre.

A call centre is often operated through an extensive open workspace, with work stations that include a computer, a telephone set/headset connected to a telecom switch, and one or more supervisor stations. It can be independently operated or networked with additional centres, often linked to a corporate computer network, including mainframes, microcomputers and LANs. Increasingly, the voice and data pathways into the centre are linked through a set of new technologies called computer telephony integration (CTI).

Most major businesses use call centres to interact with their customers. Examples include utility companies, mail order catalogue firms, and customer support for computer hardware and software. Some businesses even service internal functions through call centres. Examples of this include help desks and sales support.
Contents
[hide]

* 1 Mathematical theory
* 2 Accommodation
* 3 Personnel management
* 4 Technology
* 5 Call centre dynamics
* 6 Management of call centres
* 7 Forecasting demand
* 8 Call centre performance
* 9 Refinements of call centres
* 10 Additional issues in call centres
* 11 Variations on the generic call centre model
* 12 Criticism of call centres
* 13 References
* 14 See also

[edit]

Mathematical theory

A call centre can be viewed, from an operational point of view, as a queueing network. The simplest call centre, consisting of a single type of customers and statistically-identical servers, can be viewed as a single-queue. Queueing theory is a branch of mathematics in which models of such queueing systems have been developed. These models, in turn, are used to support work force planning and management, for example by helping answer the following common staffing-question: given a service-level, as determined by management, what is the least number of telephone agents that is required to achieve it. (Prevalent examples of service levels are: at least 80% of the callers are answered within 20 seconds; or, no more that 3% of the customers hang-up, due to their impatience, before being served.)

Queueing models also provide qualitative insight, for example identifying the circumstances under which economies of scale prevail, namely that a single large call centre is more effective at answering calls than several (distributed) smaller ones; or that cross-selling is beneficial; or that a call centre should be quality-driven or efficiency-driven or, most likely, both Quality and Efficiency Driven (abbreviated to QED). Recently, queueing models have also been used for planning and operating skills-based-routing of calls within a call centre, which entails the analysis of systems with multi-type customers and multi-skilled agents.

Call centre operations have been supported by mathematical models beyond queueing. For example, for forecasting of calls, for determining shift-structures, and even for analyzing customers' impatience while waiting to be served by an agent.

A survey of operational/mathematical models of call centres is given in http://ie.technion.ac.il/serveng/References/Gans-Koole-Mandelbaum-CCReview.pdf

The website http://ie.technion.ac.il/serveng/ is devoted to a course entitled "Service Engineering." The application focus of this course are call centres, viewed and analyzed through their mathematical models, with ample empirical support.
[edit]

Accommodation

The centralization of call management aims to improve a company's operations and reduce costs, while providing a standardized, streamlined, uniform service for consumers, making this approach ideal for large companies with extensive customer support needs. To accommodate for such a large customer base, large warehouses are often converted to office space to host all call centre operations under one roof.
[edit]

Personnel management

Centralized offices mean that large numbers of workers can be managed and controlled by a relatively small number of managers and support staff. They are often supported by computer technology that manages, measures and monitors the performance and activities of the workers. Call centre staff are closely monitored for quality control, level of proficiency, and customer service. Typical contact centre operations focus on the discipline areas of workforce management, queue management, quality monitoring, and reporting. Reporting in a call centre can be further broken down into real time reporting and historical reporting. The types of information collected for a group of call centre agents typically include: agents logged in, agents ready to take calls, agents available to take calls, agents in wrap up mode, average call duration, average call duration including wrap-up time, longest duration agent available, longest duration call in queue, number of calls in queue, number of calls offered, number of calls abandoned, average speed to answer, average speed to abandoned and service level, calculated by the percentage of calls answered in under a certain time period.

Many call centres use workforce management software, which is software that uses historical information coupled with projected need to generate automated schedules. This aims to provide adequate staffing skilled enough to assist callers.

The relatively high cost of personnel and worker inefficiency accounts for the majority of call centre operating expenses, influencing outsourcing in the call centre industry.

Inadequate computer systems can mean staff take one or two seconds longer than necessary to process a transaction. This can often be quantified in staff cost terms. This is often used as a driving factor in any business case to justify a complete system upgrade or replacement. For several factors, including the efficiency of the call centre, the level of computer and telecom support that may be adequate for staff in a typical branch office may prove totally inadequate in a call centre.

[1]
[edit]

Technology

Call Centres use a wide variety of different technologies to allow them to manage the large volumes of work that need to be managed by the call centre. These technologies ensure that agents are kept as productive as possible, and that calls are queued and processed as quickly as possible, resulting in good levels of service.

These include ;

* ACD (automatic call distribution)
* Agent performance analytics
* BTTC (best time to call)/ Outbound call optimization
* IVR (interactive voice response)
* Guided Speech IVR
* CTI (computer telephony integration)
* Enterprise Campaign Management
* Outbound predictive dialer
* CRM (customer relationship management)
* CIM (customer interaction management) solutions (Also known as 'Unified' solutions)
* Email Management
* Chat and Web Collaboration
* Desktop Scripting Solutions
* Outsourcing
* Third Party Verification (Third party verification)
* TTS (text to speech)
* WFM (workforce management)
* Voice analysis
* Voice recognition
* Voicemail
* Voice recording
* VoIP
* Speech Analytics

[edit]

Call centre dynamics

Types of calls are often divided into outbound and inbound. Inbound calls are calls that are made by the consumer to obtain information, report a malfunction, or ask for help. These calls are substantially different from outbound calls, where agents place calls to potential customers mostly with intentions of selling or service to the individual. (See telemarketing)

Call centre staff are often organized into a multi-tier support system for a more efficient handling of calls. The first tier in such a model consists of operators, who direct inquiries to the appropriate department and provide general directory information. If a caller requires more assistance, the call is forwarded to the second tier, where most issues can be resolved. In some cases, there may be three or more tiers of support staff. If a caller requires more assistance, the caller is forwarded to the third tier of support; typically the third tier of support is formed by product engineers/developers or highly-skilled technical support staff of the product.

Call centres have their critics. Some critics argue that the work atmosphere in such an environment is de-humanising. Others point to the low rates of pay and restrictive working practices of some employers. There has been much controversy over such things as restricting the amount of time that an employee can spend in the toilet. Furthermore, call centres have been the subject of complaints by callers who find the staff often do not have enough skill or authority to resolve problems, while the dehumanized workers very often exhibit an attitude of apathy to even the most abusive customer.

Owing to the highly technological nature of the operations in such offices, the close monitoring of staff activities is easy and widespread. This can be argued to be beneficial, to enable the company to better plan the workload and time of its employees. Some people have argued that such close monitoring breaches human rights to privacy. Yet another argument is that close monitoring and measurement by quantitative metrics can be counterproductive in that it can lead to poor customer service and a poor image of the company, and an ability to keep within the "stats" while still doing horrible things.

Many call centres in the UK have been built in areas that are depressed economically. This means that the companies get cheap land and labour, and can often benefit from grants to encourage them to improve employment in a given area. There has also been a trend to move call centres to India, where there is a large pool of English-speaking people. However, there has been widespread dissatisfaction from consumers, who are unable to understand Indian call centre staff and vice versa, owing to differences between British and Indian English, and some companies, such as the bank Abbey, are closing their Indian call centre operations.

This trend is on a decline as India rapidly absorbs most of the highly educated people who are qualified in the science and mathematics streams, and, like in other countries, call centre jobs are increasingly viewed as stopgap jobs rather than as careers.

Another popular call centre site is the Philippines, owing to its abundant English speakers that are college graduates and Americanized when it comes to English accent and cultural affinities. The Philippines was an American colony for almost 50 years. Filipinos are said to be the best outsourcing site outside North America since the accent is nearer to that of American consumers.

For the Asia Pacific region, from India to Australia and New Zealand, Malaysia is emerging as one of the top locations for setting up call centres. The country has a history of ties with the English-speaking world and English-language education, as a former British colony.

Canada is also a popular call centre site, with the relatively low Canadian dollar and low telecommunication rates.

Around the world, there are a number of professional organisations forming to develop and promote call centre best practice management and operation, to overcome the negative aspects of a call centre.
[edit]

Management of call centres

Management of call centres involves balancing the requirements of cost effectiveness and service. Callers do not wish to wait in exorbitantly long queues until they can be helped and so management must provide sufficient staff and inbound capacity to ensure that the quality of service is maintained. However, staff costs generally form more than half the cost of running a call centre and so management must minimise the number of staff present.

To perform this balancing act, call centre managers make use of demand estimation, Telecommunication forecasting and dimensioning techniques to determine the level of staff required at any time. Managers must take into account staff tea and lunch breaks and must determine the number of agents required on duty at any one time.
[edit]

Forecasting demand

Forecasting results are vital in making management decisions in call centres. Forecasting methods rely on data acquired from various sources including historical data, trend data and so on. Forecasting methods must predict the traffic intensity within the call centre in quarter-hour increments and these results must be converted to staffing rosters. Special attention must be paid to the busy hour. Forecasting methods must be used to pre-empt a situation where equipment needs to be upgraded as traffic intensity has exceeded the maximum capacity of the call centre.
[edit]

Call centre performance

There are many standard traffic measurements (performance metrics) that can be performed on a call centre to determine its performance levels. However, the most important performance measures are:

* The average delay a caller may experience whilst waiting in a queue
* The mean conversation time, otherwise referred to as Average Talk Time (ATT)
* The mean dealing time, otherwise referred to as Average Handling Time (AHT - equal to ATT plus wrap-up and/or hold time)
* The percentage of calls answered within a determined time frame (referred to as a Service Level or SL%)
* The number of calls / inquiries per hour an agent handles (CPH or IPH).
* The amount of time spent while an agent processes customer requests while not speaking to a customer (referred to as Not Ready time/NR, or After Call Work/ACW, or Wrap-Up.)
* The percentage of calls which completely resolve the customer's issue (if the customer does not call back about the same problem for a certain period of time, it is considered a successful resolution or FCR - First Call Resolution).
* The percentage of calls where a customer hangs up or "abandons" the call is often referred to as Total Calls Abandoned or Percentage of calls abandoned. Calls are often abandoned due to long hold times when a call centre experiences a high call volume.
* Percentage of time agents spend not ready to take calls, often referred to as Idle Time.
* Quality Assurance monitored by a quality assurance (QA) team.

[edit]

Refinements of call centres

There are many refinements to the generic call centre model. Each refinement helps increase the efficiency of the call centre thereby allowing management to make better decisions involving economy and service.

The following list contains some examples of call centre refinements:

* Predictive Dialling – Computer software attempts to predict the time taken for an agent to help a caller. The software begins dialling another caller before the agent has finished the previous call. This, because not every call will be connected (think of busy or not answered calls) and also because of the time it takes to set up the call (usually around 20 seconds before someone answers). Frequently, predictive dialers will dial more callers than there are agents, counting on the fact that not every line will be answered. When the line is answered and no agent is available, it is held in a retention queue for a short while. When still no agent has become available, the call is hung up and classified as a nuisance call. The next time the client is called an agent will be reserved for the caller.
* Multi-Skilled Staff – In any call centre, there will be members of staff that will be more skilled in areas than others. An 'Interactive Voice Response' (IVR) Unit can be used to allow the caller to select the reason for his call. Management software, called an Automatic Call Distributor, must then be used to route calls to the appropriate agent. Alternatively, it has been found that a mix of general and specialist agent creates a good balance.
* Queuing Systems – The selection of a queuing system type is a very important decision in a call centre as it determines the level of quality of service. Queueing systems in call centres are usually described as M/M/N type queues where N is the number of agents. The preferred method of queuing is a FIFO (First In First Out) model, as it causes minimum delay to callers.
* Prioritisation of Callers – Classification of callers according to priority is a very important refinement. Emergency calls or callers that are reattempting to contact a call centre are examples of callers that could be given a higher priority.
* Automatic Number Identification – This allows agents to determine who is calling before they answer the call. Greeting a caller by name and obtaining his/her information in advance adds to the quality of service and helps decrease the conversation time.

[edit]

Additional issues in call centres

There are many other issues that have to be planned for when managing a call centre. A few of these issues are listed below:

* Call Center Noise Hazards
* Planning for failure of equipment
* Need for flexibility in meal-times
* Need for job variety and training
* Job exhaustion and stress
* Staff turnover (high attrition rates are common in the call centre industry)

Call Center Noise Hazards Place Operators at Risk

Many employers are unaware of the hazard of acoustic shock, despite the fact that up to 300,000 victims have been paid over $15 million worldwide.

Acoustic shock is a sudden spike of noise; a hazard faced by 1 million call center operators. It can lead to physical problems such as tinnitus, and emotional problems, such as anxiety and depression.

Research by the UK's Health and Safety Executive (HSE) showed 30 percent of call center employees interviewed claimed symptoms of acoustic shock. Potentially this suggests that 300,000 UK operators may be acoustic shock victims.

"Call center operators are becoming the modern victims of noise at work. In a study we conducted, 39 percent of operators were concerned that their hearing was damaged as a result of noise exposure at work and 30 percent said that work tasks left them with tinnitus," said Keith Broughton, former principal specialist inspector for Noise and Vibration, HSE. He noted that the call center workers said they were given little information about noise at work, and were told nothing about acoustic shock.

In fall 2000, a 34-year-old woman, exposed to acoustic shock several months before, complained of tinnitus, sleep disturbance and an increase in a pre-existing migraine condition. In summer 2001, she was absent from work with persistent tinnitus and anxiety relating to working at a call center. By spring 2002, her anxiety had reduced with medication and she had returned to work, though not on the phones, but she continued to complain of persistent, intrusive tinnitus. In early summer 2004, she continued to have tinnitus, disrupted sleep and ongoing problems with migraines. Litigation against her employer is now in progress.

"The health of operators has been at risk for far too long and there is a great misunderstanding between what constitutes acoustic shock as opposed to trauma, and to what extent employers are required by law to mitigate against this risk," said Marcus Quilter, chairman of the UK's Call Centre Management Association (CCMA).
[edit]

Variations on the generic call centre model

The various components in a call centre discussed in the previous sections are the generic form of a call centre. There are many variations on the model developed above. A few of the variations are listed below:

* Remote Agents – An alternative to housing all agents in a central facility is to use remote agents. These agents work from home and use a Basic Rate ISDN access line to communicate with a central computing platform. Remote agents are more cost effective as they don’t have to travel to work, however the call centre must still cover the cost of the ISDN line. VOIP technology can also be used to remove the need for the ISDN, although the desktop application being used needs to be web enabled or VPN is used.

* Temporary Agents – Temporary agents are useful as they can be called upon if demand increases more rapidly than planned. They are offered a certain number of quarter hours a month. They are paid for the amount they actually work, and the difference between the amount offered and the amount guaranteed is also paid. Managers must use forecasting methods to determine the number of hours offered so that the difference is minimised.
* Virtual Call Centres – Virtual Call Centres are created using many smaller centres in different locations and connecting them to one another. The advantage of virtual call centres is that they improve service levels, provide emergency backup and enable extended operating hours over isolated call centres. There are two methods used to route traffic around call centres: pre-delivery and post-delivery. Pre-delivery involves using an external switch to route the calls to the appropriate centre and post-delivery enables call centres to route a call they’ve received to another call centre.
* Interaction Centres – As call centres evolve and deal with more media than telephony alone, some have taken to the term, "interaction centre". Email, Web Callback and more are gradually being added to the role.

[edit]

Criticism of call centres

Criticisms of call centres generally follow a number of common themes:

From Callers:

* operators working from a script.
* non-expert operators (call screening).
* incompetent or untrained operators incapable of processing customers' requests effectively.
* overseas location, with language and accent problems.
* automated queuing systems.

From Staff:

* close scrutiny by management (e.g. frequent random eavesdropping on operator's calls).
* low pay.
* restrictive working practices (e.g. there isn't much space for personal creativity since many operators are required to follow a pre-written script).
* high stress: a common problem associated with front-end jobs where employees deal directly with customers.
* poor working conditions (e.g. poor facilities, poor maintenance and cleaning, cramped working conditions, management interference)

As detailed above, none of these are inherent in the call centre model, although many companies will experience some or all of the above while implementing a call centre approach. As the science suggests, done properly, a call centre can offer the quickest route to resolution of customer queries, capitalising on the ready availability of highly skilled and intelligent people in some areas.
[edit]

References

1. Kennedy I., Call Centres, School of Electrical and Information Engineering, University of the Witwatersrand, 2003.
2. Masi D.M.B., Fischer M.J., Harris C.M., Numerical Analysis of Routing Rules for Call Centers, Telecommunications Review, 1998..
3. HSE Web site at www.hse.gov.uk/lau/lacs/94-1.htm for guidelines about call center working practices.

[edit]

See also

* Erlang unit
* Engset calculation
* Predictive dialer
* Customer service representative
* BPO Industry- An Overview of the BPO ITeS industry by country

winguard pro 2006

2006-08-06T03:21:00.000-07:00

winguard pro 2006

hey, i found a program its called winguard pro 2006
it makes windows os secure from unauthorized windows installation...

jobs

2006-08-06T01:45:00.000-07:00

Accesscall Solutions, Inc.
12/F Pearl Bank Building,
146 Valero Street,
Salcedo Village, Makati City
Contact Person Philip S. Lim, President

Advance Science and Technology Institute
ASTI Building, Technology Park Complex,
C.P. Garcia Avenue,
UP, Diliman, Quezon City
Tel. No. 435-1057
Contact Person Delfin Jay Sabido, Director

Advanced Contact Solutions, Inc.
c/o Sandiwa Holdings, Inc.
12/F Citibank Tower,
8741 Paseo de Roxas, Makati City
Tel. No. 840-5151
Contact Person Victor M. Endaya, President

All Asia Customer Services, Inc.
11/F Citibank Centre,
8742 Paseo de Roxas,
Makati City
Tel. No. 810-7030
Contact Person Jose Ferreros, Business Development Manager

Ambergris Solutions
31/F Discovery Center,
25 ADB Avenue,
Ortigas Center, Pasig City
Tel. No. 638-9440
Contact Person Viki Sabong

AyalaPort Makati Data Center
2275 Chino Roces Extn.,
Makati City
Tel. No. 757-3333
Contact Person Lesley Dizon, Marketing Officer

BlastAsia, Inc.
29/F 2906 Raffles Corporate Center,
Emerald Avenue, Pasig City
Tel. No. 914-4456
Contact Person Ludwig Pascual, Vice President

CQuadrant Corp.
7/F Jacinta II Building,
Guadalupe, Makati City
Tel. No. 881-1111
Contact Person Jojo Magsajo, Account Manager

Cevera Technology Group, Inc.
22/F Yuchengco Tower I, RCBC Plaza,
6819 Ayala Avenue, Makati City
Tel. No. 757-4888
Contact Person Edward Ponti, Resource Manager

Clientlogic Philippines, Inc.
22/F Wynsum Corporate Plaza,
Emerald Avenue,
Ortigas Center, Pasig City
Tel. No. 860-0000
Contact Person David Besson, President

Complus Corporation
Equitable Bank Building,
262 Juan Luna Street,
Binondo, Manila
Tel. No. 244-6541
Contact Person Peter Go, President

Contact Center Association of the Philippines
14/F Philamlife Tower,
Paseo de Roxas, Makati City
Tel. No. 885-8024
Contact Person Jojo Uligan, Executive Director

Convergys
7/F Tower 2, The Enterprise Center,
6766 Ayala Avenue, Makati City
Tel. No. 857-7735
Contact Person Marife Zamora, Country Manager

Customer Contact Center, Inc.
1 E-Commerce Avenue, Eastwood City Cyberpark,
E. Rodriguez Avenue,
Libis, Quezon City
Tel. Nos. 449-3352/449-2252/449-2526/434-5296
Contact Person Carey Ramento

Cyber City Teleservices, Limited
Clark Field, Pampanga
Tel. No. (045) 599-5353
Contact Person George Sorio, Senior EVP

Easycall Communications Philippines
Easycall House, 418 Arayat corner Libertad Streets,
Mandaluyong City
Tel. Nos. 533-8001/533-3862
Contact Person Jonathan Cervantes, VP-Business Development

ePacific Global Contact Center, Inc.
17/F Orient Square Building,
Emerald Avenue,
Ortigas Center, Pasig City
Tel. No. 687-9215

ePerformax
2/F BPI Buendia Center
Senator Gil Puyat Ave, Makati city
Tel. No: 891-4471

Epixtar
188 Epixtar House Building,
E. Rodriquez Avenue,
Eastwood Libis, Quezon City
Tel. No. 687-7002
Contact Person Joan Hizon, VP for HR

ePLDT
41/F Philamlife Tower,
Paseo de Roxas, Makati City
Tel. No. 885-0000
Contact Person Racquel Pagsanjan

eTelecare International, Inc.
20/F Citibank Square Building,
Eastwood City Cyberpark,
Libis, Quezon City
Tel. No. 916-5670
Contact Person Victor Quintos, HR Manager

European Chamber of Commerce of the Phils./European IT Services Corporation
19/F Phil. Axa Life Center,
Sen. Gil J. Puyat Avenue,
Makati City
Tel. No. 759-6680
Contact Person JP Sanchez, Marketing Manager

Expercs Direct Communication, Inc.
144 Fortune Building,
Pasig Boulevard,
Pasig City
Tel. No. 747-3600
Contact Person Zeth Templonuevo, Chief Operating Officer

GiveMe Unlimited
Penthouse, Kalaw-Ledesma Building,
117 Gamboa Street,
Legaspi Village, Makati City
Tel. No. 818-9449
Contact Person Erick Kalugdan, President

Global Access Business Center, Inc.
1961st M. Roxas Highway,
Philexcel Business Park,
Clark Special Economic Zone,
Clark Field, Pampanga
Tel. No. (650) 255-8134
Contact Person Archellus Lim, Operations Director

Hewlett-Packard Philippines
37/F Robinsons Tower,
Ayala Avenue, Makati City
Tel. No. 888-5900
Contact Person Vicente Dino, Business Development Manager

IBM Philippines, Inc.
2-4/F IBM Plaza, Eastwood City Complex,
E. Rodriguez Jr. Avenue, Libis, Quezon City 1110
Tel. No. 995-8000
Contact Person Richard P. Burgos, Communication Manager

ICT Marketing Group
19/F RCBC Plaza, Yuchengco Tower II,
Ayala Avenue, Makati City
Tel. No. 857-8400
Contact Person Karen Batungbacal

Influent
8/F Robinsons Equitable Tower,
ADB Avenue, Ortigas Center, Pasig City
Tel. No. 687-3330
Contact Person Tricia Canapi, HR Director

Infonnx Philippines, Inc.
11/F RCBC Plaza Tower 2,
Ayala corner Sen. Gil J. Puyat Avenues, Makati City
Tel. No. 755-1600

Intermedia Solutions
64 Washington Street, Greenhills,
San Juan, Metro Manila
Tel. No. 726-1443
Contact Person Bernard Sanchez, Chief Information Officer

Isla Bead Co., Inc.
Rm. 204 Tulips Center,
A.S. Fortuna Street, Mandaue City
Tel. No. (032)344-7727
Contact Person Peter H. Spalding, President

Link 2 Support, Inc.
5/F Techno Plaza, One Eastwood City,
Cyberpark, Libis, Quezon City
Tel. Nos. 423-8700
Contact Person Benito Castillo, HR Manager

Mannasoft Technology
150 Amorsolo Street,
Legaspi Village, Makati City
Tel. No. 813-4162
Contact Person Rhoda Dee, Vice President

Megacall
35/F Rufino Tower
Ayala Cor Herrera St., Makati City

Mod.net Internet Infrastructure Philippines, Inc.
10/F Peak Tower Building,
107 L.P. Leviste Street,
Salcedo Village, Makati City
Tel. No. 811-3730
Contact Person Rhea Topacio, Marketing Assistant

Ouillow Enterprise Developers Company
129 Roosevelt Avenue,
San Francisco del Monte, Quezon City
Tel. No. 373-5953
Contact Person Lilibeth Espinelli, President

Pacific Hub
11/F Robinsons Equitable Tower
Ortigas Center PasigCity
Tel. No: 636-8607

Parlance Systems, Inc.
PLDT Property, Jupiter corner Reposo Streets,
Bel-Air, Makati City
Tel. No. 816-8236
Contact Person Rey C. Espinosa, Chairman

People Support (Phils.), Inc.
12-14/F Philamlife Tower,
8767 Paseo de Roxas, Makati City
Tel. No. 885-8000
Contact Person Bong Borja, Managing Director

Pilipinas Teleserv, Inc.
4/F San Diego Building,
462 C. Palanca Street,
Quiapo, Manila
Tel. No. 735-9616
Contact Person Raffy David, Director, Marketing & Quality

Qinteraction Philippines, Inc.
8/F BPI Center,
Sen. Gil J. Puyat Avenue, Makati City
Tel. 878-1500
Contact Person Michael D. Smith, Chairman

Safari Cyberworks
G/F Don Paquito Building,
Dasmarinas Street,
Binondo, Manila
Tel. Nos. 244-9585/311-0062
Contact Person Peter Kho, Vice President

Salmat Philippines
Warehouse 9, Sunblest Realty Compound,
Km. 23 West Service Road,
South Superhighway, Cupang, Muntinlupa City
Tel. No. 809-7192
Contact Person Dan Reyes, General Manager

Secomp, Inc.
2/F SECOMP Building,
2249 Pres. Osmeña Highway,
San Andres, Manila
Tel. No. 400-3051
Contact Person Aisne Aleveraz, Admin. Coordinator

Sitel
Unit 206 & 207 ICITE Building,
Libis, Quezon City
Tel. Nos. 688-2401
Contact Person Nathan Shapiro, Country Manager

SM eVentures, Inc.
Units 201 & 203 Centerpoint Condmn,
Garnet Street corner
Julia Vargas Avenue, Ortigas Center, Pasig City
Tel. No. 638-4738
Contact Person George Yang, Chief Operating Officer

Stag Philippines, Inc.
Unit 302 Citigold Plaza,
175 Katipunan Avenue, Quezon City
Tel. Nos. 421-9500 to 01
Contact Person Christopher Stolk, CEO

SVI Information Services Corp.
6/F JMT Corporate Condominium,
ADB Avenue, Ortigas Center, Pasig City
Tel. No. 633-8788
Contact Person Jae Guanio, General Manager

Sykes Asia, Inc.
4/F SMPC Building, St. Francis Avenue,
Ortigas Center, Mandaluyong City
Tel. Nos. 636-8550/638-0860
Contact Person Therese Sanchez, Communications Coordinator

Tavina International
Golden Shell Pavilion,
Roxas Boulevard corner Sen. Gil J. Puyat Avenue, Pasay City
Tel. Nos. 831-2201 to 09
Contact Person c/o CITEM

Teledevelopment Services, Inc.
7/F Service Office #9 Oakwood Premier,
Glorietta, Makati City
Tel. Nos. 755-8881/85
Contact Person John Kaplan, President

Teleperformance
4/F Octagon Building, San Miguel Avenue,
Ortigas Center, Pasig City
Tel. No. 632-9000
Contact Person Venetia Sarmiento, HR Manager

Teletech
Bldg. F, SM Corporate Offices,
1000 Bay Boulevard,
SM Central Business Park, Bay City,
Pasay City Metro Manila, 1300 Philippines
Tel. No. 552-9798
Contact Person Christine H. Matriano, PR Manager

Touch Asia Contact Solutions (Phils.), Inc.
12/F Peak Tower Building, 107 L. P. Leviste Street,
Salcedo Village, Makati City
Tel. No. 848-2861
Contact Person Archie Luminarias, Business Development Manager

U.S. Asia Solutions, Inc.
Suite 6-A Saggitaurus Condmn.,
111 H.V. dela Costa Street,
Salcedo Village, Makati City
Tel. No. 817-2638
Contact Person James T. Nighsmonger, President

Vision-X Phils., Inc.
16/F RCBC Plaza Tower 2,
Ayala Avenue cor.
Sen. Gil J. Puyat Avenue, Makati City
Tel. Nos. 889-2211
Contact Person Armando Castro, General Manager

Vox Opera Solutions, Inc.
Unit 2004 139 Corporate Center,
Valero Street, Salcedo Village, Makati City
Tel. No. 893-9359

Zimplizity Solutions Corp.
Regina Building, Aguirre Street,
Legaspi Village, Makati City
Contact Person Carlos Zulberti, President

mirc channels

2006-03-23T00:51:00.000-08:00

/j #linux
/j #php
/j #css
/j #visualbasic
/j #vb
/j #javascript
/j #java
/j #vb.net
/j #sql
/j #html
/j #c
/j #c++
/j #dreamweaver
/j #flash
/j #networking
/j #apple
/j #mac
/j #bsd
/j #redhat
/j #netbsd
/j #solaris
/j #mysql
/nick cyberexpressz

feeddemon or feed demon

2006-03-08T01:56:00.000-08:00

feeddemon or feed demon

name: feeddemon
serial: FD1E-54EN-AV54-0EF3-1D82-3DF3

activation key: 073C76-6TF3-8VDTV2-R3WC-GZXF4T-RFKRB4-KXE4-P0JLAF-2B28-7V2LC4

magix mp3 maker activation

2006-03-04T05:44:00.000-08:00

magix mp3 maker activation MP6C5436233828169444298444984

MP6C5436260941169449681144984

MP6C5436233828169449681144984

Patricia Evangelista speech

2006-03-04T03:27:00.000-08:00

Pinay wins it big in London
By Alfred Yuson
The Philippine Star 05/16/2004
Patricia Evangelista, a 19-year- old, Mass Communications sophomore of University of the Philippines (UP)-Diliman, did the country proud Friday night by besting 59 other student contestants from 37 countries in the 2004 International Public Speaking competition conducted by the English Speaking Union (ESU) in London.
She triumphed over a field of exactly 60 speakers from all over the
English-speaking world, including the United States, United Kingdom and Australia, reported Maranan.
The board of judges' decision was unanimous, according to contest
chairman
Brian Hanharan of the British Broadcasting Corp. (BBC).
PATRICIA'S SHORT SPEECH WORTH READING....
--------------------------------------------------------------------
BLONDE AND BLUE EYES
When I was little, I wanted what many Filipino children all over the
country wanted. I wanted to be blond, blue-eyed, and white.
I thought -- if I just wished hard enough and was good enough, I'd wake upon Christmas morning with snow outside my window and freckles across my nose!
More than four centuries under western domination does that to you. I have sixteen cousins. In a couple of years, there will just be five of us left in the Philippines, the rest will have gone abroad in search of "greener pastures." It's not just an anomaly; it's a trend; the Filipino diaspora. Today, about eight million Filipinos are scattered around the world.
There are those who disapprove of Filipinos who choose to leave. I used to. Maybe this is a natural reaction of someone who was left behind, smiling for family pictures that get emptier with each succeeding year. Desertion, I called it. My country is a land that has perpetually fought for the freedom to be itself. Our heroes offered their lives in the struggle against the Spanish, the Japanese, the Americans. To pack up and deny that identity is tantamount to spitting on that sacrifice.
Or is it? I don't think so, not anymore. True, there is no denying this phenomenon, aided by the fact that what was once the other side of the world is now a twelve-hour plane ride away. But this is a borderless world, where no individual can claim to be purely from where he is now. My mother is of Chinese descent, my father is a quarter Spanish, and I call myself a pure Filipino-a hybrid of sorts resulting from a combination of cultures.
Each square mile anywhere in the world is made up of people of
different ethnicities, with national identities and individual personalities. because of this, each square mile is already a microcosm of the world. In as much as this blessed spot that is England is the world, so is my neighborhood back home.
Seen this way, the Filipino Diaspora, or any sort of dispersal of
populations, is not as ominous as so many claim. It must be understood. I come from a Third World country, one that is still trying mightily to get back on its feet after many years of dictatorship. But we shall make it, given more time. Especially now, when we have thousands of eager young minds who graduate from college every year. They have skills. They need jobs. We cannot absorb them all.
A borderless world presents a bigger opportunity, yet one that is not so much abandonment but an extension of identity . Even as we take, we give back. We are the 40,000 skilled nurses who support the UK's National Health Service. We are the quarter-of-a-million seafarers manning most of the world's commercial ships. We are your software engineers in Ireland, your construction workers in the Middle East, your doctors and caregivers in North America, and, your musical artists in London's West End.
Nationalism isn't bound by time or place. People from other nations
migrate to create new nations, yet still remain essentially who they
are.
British society is itself an example of a multi-cultural nation, a
melting pot of races, religions, arts and cultures. We are, indeed, in a
borderless world!
Leaving sometimes isn't a matter of choice. It's coming back that is.
The Hobbits of the shire travelled all over Middle-Earth, but they chose to come home, richer in every sense of the word. We call people like these balikbayans or the 'returnees' -- those who followed their dream, yet choose to return and share their mature talents and good fortune.
In a few years, I may take advantage of whatever opportunities come my way. But I will come home. A borderless world doesn't preclude the idea of a home. I'm a Filipino, and I'll always be one. It isn't about just
geography; it isn't about boundaries. It's about giving back to the
country that shaped me.
And that's going to be more important to me than seeing snow outside my windows on a bright Christmas morning.
Mabuhay and Thank you.

DSL Provider

2006-02-28T05:30:00.000-08:00

SkyDSL is the internet connection that we used at the shop,you can check their web at http://www.skydsl.com.ph

COREL DRAW

2006-02-28T05:27:00.000-08:00

COREL DRAW-is a desktop publishing program,this is the program that we used at the shop

spybot s & d ---- spyware blaster

2006-02-28T05:22:00.000-08:00

spybot s & d ---- spyware blaster

i just installed on this anti-spyware programs to protec the server and several client computer

To add a local port

2006-02-27T18:51:00.000-08:00

To add a local port
Open Printers and Faxes.
Under Printer Tasks, click Add a printer to open the Add Printer Wizard, and then click Next.
Click Local printer or stand-alone network printer, clear the Automatically detect and install my Plug and Play printer check box, and then click Next.
Click Create a new port, click Local Port, and then click Next.
Type the port name, and then click OK.
Follow the instructions on the screen to finish adding a printer with the Add Printer Wizard.
Notes

To open Printers and Faxes, click Start, click Control Panel, and then double-click Printers and Faxes.
You can also add ports using the Print Server Properties dialog box. For more information, click Related Topics.
You can configure the time-out for parallel (LPT) ports by selecting any LPT port and then clicking Configure Port. For more information, click Related Topics.
In a network environment, it is better to use a printer that is connected directly to the network through a network adapter than through a parallel port.
Related Topics

PCpoint.blogspot.com

2006-02-25T22:45:00.000-08:00

php 25 per page Encoding

Laser printing

text only/no pictures, graph, images or shadings
maximum of 14 points (size of fonts)only

php 5.00/short
php 7.00/legal

avg 7.1

2006-02-20T22:06:00.000-08:00

licensed users:1000

license 70-THXMV1-PQ-C31-S54HA-LEH-5BZK

The official PCpoint website

2006-02-20T05:14:00.000-08:00

WELCOME TO PCpoint website.....

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DSL Provider

COREL DRAW

spybot s & d ---- spyware blaster

To add a local port

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