Eight Android 4.4 KitKat smartphones you can buy under Rs. 20,000

Google announced Android 4.4 KitKat in November last year, but smartphones running the latest version of Android have been few and far between. Even the ones available often come with a stiff price tag, especially in India.

The sub-Rs. 20,000 segment might not grab headlines, but for most people it represents the segment to which their first smartphone belongs. We pick eight smartphones in this segment running the latest Android version, but before that, let's take a look at the improvements in KitKat itself.

Android 4.4 KitKat: What's New?
Android 4.4 KitKat has a number of changes compared to Android 4.3 Jelly Bean including more immersive graphics, as well as deeper integration with Google's intelligent assistant, Google Now.

Android 4.4 allows users' to just say "OK Google" from the home screen to launch the Google Now assistant and do a voice search, send a text, get directions and even play a song. Google has been enhancing Google Now with new card types that bring information about contextual topics that interest users such as updates from favourite websites.

Android KitKat also comes with visual changes including a translucent menu bar located at the bottom of the screen, and new transition effects when you open the app launcher. You can preview wallpapers in full-screen before applying and also the wallpapers now extends through the notification tray as well.

The Quick Settings notifications in the Android KitKat menu toggles also add a 'location settings' toggle. A new Emoji keyboard for emoticons is now included in the native Google Keyboard.

There is a new Phone (dialer) app, which automatically prioritises the users' contacts based on the people they talk to the most.

(Also see: Android 4.4 KitKat: Top 10 new features)

Google introduced a new unified messaging app in Android KitKat with Hangouts getting SMS and MMS integration, in addition to offering instant messaging through Google accounts (erstwhile Google Talk), a change that is not entirely desirable.

In addition, Android 4.4 KitKat has brought platform support for two new composite sensors - step detector and step counter. These sensors allows users to track steps when they're walking, running, or climbing stairs, via apps and hardware that support the feature.

Some other additions in the Android KitKat include better support for cloud printing, enhanced connectivity options, and better accessibility.

Google says that Android 4.4 KitKat has been designed to run fast, smooth, and responsively not only on high-end devices but also on entry-level ones that have as low as 512MB of RAM.

(Also see: Seven octa-core Android smartphones you can buy under Rs. 20,000)

We now take a look at these best Android 4.4 KitKat-based smartphone options available in the Indian market under Rs. 20,000 - and let you work out which one's best for you.

1. Moto E (Rs. 6,999)
Motorola announced its most affordable smartphone in Moto range, the Moto E running Android 4.4 KitKat at Rs. 6,999. The Moto E has created a buzz in the Indian market with its affordable pricing.

Moto E comes with 4.3-inch display with a qHD (540x960 pixel) resolution and 256ppi pixel density. Motorola is also touting the Corning Gorilla Glass 3 screen of the phone, along with its 'water-nano coating' which provides a measure of water resistance. The Moto E is a dual-SIM phone that supports Micro-SIM cards and an 'intelligent calling feature.'

(Also see: Moto E Hands On | Pictures)

Moto E is powered by a 1.2GHz dual-core Qualcomm Snapdragon 200 processor along with Adreno 302 GPU alongside 1GB of RAM. Motorola's latest budget offering comes with a 5-megapixel rear camera and packs a 1980mAh battery.

2. Xolo Q1000 Opus (Rs. 8,180)
The Xolo Q1000 Opus runs Android 4.2 out-of-the-box but received the Android 4.4 KitKat update recently, making it the first sub-Rs. 10,000 handset to run the latest Android version.

With the rollout of KitKat for the Q1000 Opus, Xolo also became one of the first domestic handset makers which announced Android 4.4 KitKat update for its smartphones. However, we are yet to see updates coming for other Xolo smartphones.

(Also see: Xolo Q1000 Opus Review | Pictures)

Xolo launched the Q1000 Opus back in December last year at Rs. 9,999. The Xolo Q1000 Opus is a dual-SIM phablet with support for GSM+GSM and features a 5-inch FWVGA IPS display with 480x854 pixels resolution. It continues the Q range tradition and sports a 1.2GHz quad-core Broadcom BCM23550 processor with Videocore IV GPU and 1GB of RAM. It sports a 5-megapixel autofocus rear camera accompanied by an LED flash and also includes a VGA front-facing camera.

3. Moto G (Rs. 12,499 (8GB) / (16GB) Rs. 13,499)
This year saw one of the popular global handset manufacturers enter the Indian smartphone arena, after a brief sabbatical. Yes, we are talking about Motorola that grabbed a lot of eye balls thanks to its Moto G.

Motorola's Moto G was an attempt to grab buyers' attention by offering a number of features at an extremely reasonable price. The Moto G ships with Android 4.3 Jelly Bean but the Android 4.4.2 KitKat is available OTA.

(Also see: Moto G Review | Pictures)

One of the biggest highlights of the Moto G is its 4.5-inch 720x1280-pixel IPS LCD, which works out to a density of 329 pixels per inch. It is powered by 1.2GHz quad-core Qualcomm Snapdragon 400 processor with Adreno 305 graphics and 1GB of RAM onboard.

4. LG L70 Dual (Rs. 13,560)
LG seems to be throwing everything it has behind its range of 'L' series smartphones by introducing its third-generation devices in the new L Series III range. All of which are based on Android 4.4 KitKat.

The LG L70 Dual made its way to the Indian market recently and features company's proprietary Optimus 3.0 UI customisation on top of Android.

The L70 Dual features a 4.5-inch IPS LCD display, packing a WVGA (400x800 pixels) resolution and a pixel density of 207ppi. The smartphone comes with 1GB of RAM, and is paired with a 1.2GHz dual-core Snapdragon 200 processor alongside an Adreno 302 GPU. It sports a 5-megapixel rear autofocus CMOS camera and also houses a 0.3-megapixel front-facing camera.

5. Karbonn Titanium Octane (Rs. 14,490)
Large displays seem to be the craze among handset manufacturers these days. Karbonn has played a prominent part in the large phone display race and released three new Android smartphones in India.

The Karbonn Titanium Octane, as the name suggests runs on a 1.7GHz octa-core MediaTek MT6592 processor with 1GB of RAM. It features a 5-inch HD IPS display and sports a 13-megapixel rear camera, accompanied by a 5-megapixel front-facing camera.

6. LG L90 Dual (Rs. 16,745)
The LG L90 Dual is part of company's third-generation L Series device and runs Android 4.4 KitKat out-of-the-box, which is the highlight of LG's new mid-range smartphone.

(Also see: LG L90 Dual Review | Pictures)

The LG L90 Dual offers Knock Code, which is company's evolution of the KnockON feature that first debuted last year in the LG G2 (Review | Pictures).

It sports a 4.7-inch IPS display with qHD (540x960 pixels) resolutio and is powered by a 1.2GHz quad-core Snapdragon 400 processor with 1GB of RAM. The LG L90 Dual sports an 8-megapixel rear camera and a 1.3-megapixel front camera.

7. Karbonn Titanium Hexa (Rs. 16,990)
The Karbonn Titanium Hexa features a 5.5-inch full-HD (1080x1920 pixels) LTPS display, and is powered by a 1.5GHz hexa-core MediaTek MT6591 processor that is coupled with 2GB of RAM. 

The Titanium Hexa bears a 13-megapixel rear autofocus camera with flash, and a 5-megapixel front-facing camera.

8. Karbonn Titanium Octane Plus (Rs. 17,990)
The Karbonn Titanium Octane Plus features a 5-inch full-HD (1080x1920 pixel) IPS display, and runs on the 1.7GHz MediaTek MT6592 octa-core processor, however, with 2GB of RAM. It features a 16-megapixel autofocus rear camera with an 8-megapixel front-facing camera.

All three Karbonn phones mentioned here will be available in the market soon, with the Titanium Hex slated to be available from Amazon from May 20.

Bonus
Lava has just announced the first smartphone in its new Iris X range - the Iris X1, which will be running Android 4.4.2 KitKat out-of-the-box and will be priced under Rs. 8,000. Lava also revealed that the Iris X1 features a 4.5-inch IPS display and an 8-megapixel rear camera.

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Entrepreneurs heading to smaller cities to set up technology-led companies

Away from big city lights, scores of young Indians are starting new ventures, encouraged by the rising needs of middleclass citizens and the global reach that technology offers. In cities like Bhopal, Lucknow, Coimbatore, Vellore, Siliguri and Jodhpur, many young graduates from lesser-known universities and colleges are churning out products and services for customer at home and abroad.

These businesses, ranging from food delivery and enterprise software development to robotics training, are using the internet to connect with vendors and reach customers.

“With basic infrastructure available, you can start an online business from any city,” said Navneet Chaudhary, the 21-year-old founder of Trainkhana, a food delivery venture based in Jodhpur.

Fed up with the bad quality of food provided in India’s trains, Chaudhary, a third-year engineering student and son of a local farmer, launched the venture last year. He borrowed Rs 1.5 lakh from friends and family, and travelled to almost 90 cities and towns to tie up with local restaurants that now deliver quality food to travellers. Users who log onto the portal’s website have to just enter their PNR number or train journey details. The food can also be ordered through its call centre.

At present, TrainKhana earns revenues of Rs 1 lakh every month. “The money is sufficient for our 10-member team in Jodhpur, where the costs are low,” said Chaudhary.

Experts are of the view that small-town entrepreneurs are hungrier for success and have a clearer view of the problems that ordinary Indians want solutions for.

“Small-town entrepreneurs come with at least more 10 times more passion and a fire in their belly,” said Vijay Shekhar Sharma, cofounder of One97 Mobility Fund. The $100-million fund has invested in ventures such as mobile security firm WaveSecure, mobile payments startup MobiSwipe and ecommerce platform ZEPO.

Sharma, who hails from a small village near Aligarh, Uttar Pradesh, has built a Rs 200-crore company that provides mobility solutions and has raised capital from global investment firms including SAIF partners and Intel Capital. The lack of job opportunities outside the metros is also pushing many to start up on their own.

Bhopal-based Nemesh Singh struggled for over three years to land a job after his graduation. Fed up with failures, Singh and three batch-mates decided to start Appointy - a task scheduling application.

The five-year-old company now grosses about $40,000 per month (Rs 24 lakh) in revenues. “With pervasiveness of the internet the location of a startup doesn’t matter now,” said Singh, who is targeting revenues of $4-5 million in 2015, from over 58,000 clients, all based in the US.

“We don’t want to move out of Bhopal due to the low cost of operations and quality of life,” said Singh, 34, who has rented a 4,000 square feet farmhouse for his 10-member team at Rs 20,000 per month.

Such opportunity is beckoning even non-resident Indians who are not averse to settling down in nonmetro locations which they believe offer better standards of living.

“Talented research professionals from across India are more willing to move to cities like Ahmedabad, owing to a better standard of living here,” said Apurva Shah, 45, who returned to his home town of Ahmedabad in 2005 to start the city’s first clinical research firm, VeedaCR, with Rs 7 crore seed funding from friends and family.

“While there is 25% attrition in the industry, our attrition rate is just 8%,” said the management graduate from Boston University.

The company, with operations in Malaysia, US and Germany, earned revenue of Rs 90 crore in fiscal 2014. It has acquired four companies in the United Kingdom and Belgium in past five years.

The growing number of regional airports is also helping the small town startup revolution. “Earlier we had to travel to Mumbai to fly anywhere overseas. Now we have connectivity to all major countries,” said Shah, who raised Rs 50 crore from Actis Capital in 2007.

More investors are now keen to back such growth stories. “We actively scout for entrepreneurs and startups from small towns as they are more focused and understand the needs of Bharat than India,” said Bharti Jacob, founding partner at SeedFund, which has invested in Vaatsalya, a healthcare chain focused only on small towns of Karnataka and Andhra Pradesh.

“I tell people to take six months off and travel across small towns and villages of the Indian subcontinent to understand their real needs,” said Rajan Anandan, one of the most prolific angel investors in India who has backed over 40 startups. “The needs of people of Bharat and India are very different.”

Low operating costs is also a factor for entrepreneurs who are relocating to small towns. Last year Shanmugavel Sankaran, moved his company, Fixnix, from Chennai to Vellore, about 150 kilometres away. Apart from lower costs the town also hosts a number of engineering colleges that provide a ready pool of talent.

FixNix makes governance risk and compliance software for firms such as Consim, Cipla and Hexaware. “Small town entrepreneurs should build contacts with the government and placement cells of local colleges, where they can get free incubation,” said Sankaran, 33, a former IT security manager at IBM and Microsoft. Young graduates are all basking in the warmth of greater social acceptance for startups.

After working for just ten months at a robotics and heavy machinery firm in Pune, Sakyasingha Mahapatra, moved back to his home town in Bhubaneshwar in 2010.His venture SakRobotix, sells robot accessories and provides hands-on trainings in robotics.

“For online education, it doesn’t matter where we are located,” said the 29-year-old, who expects his company to earn revenue of Rs 10 crore in two years.

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Startups like InMobi, Myntra, Flipkart and others recruit, retain staff with Harley-Davdisons, Volkswagens

At emerging technology firm InMobi, a common slogan is “InMobi pays you to have hobbies”. Want to learn guitar, a new language, or how to paraglide? Employees can enroll on a course and on completion, InMobi will reimburse up to $800 of the cost. Personal development of individuals has not just been encouraged, it has in fact been made part of every employee’s overall goals at InMobi.

Also, starting this year, every employee who stays at the company for three years will be eligible to get a Harley-Davidson bike, a Volkswagen car, or De Beers jewellery. Says Monisha Tambay, vice-president of people operation at InMobi: “We are working towards building a dream company. We are doing that by thinking out of the box when it comes to HR practices, wiring together policies that enable employees and investing in our people since therein lies our foundation for a successful future.”

Even as traditional IT firms struggle to find and keep people, emerging tech companies and startups like InMobi, Myntra, Flipkart and Book-MyShow are adopting innovative ways when it comes to rewarding, training, developing and recruiting talent to build their foundations on.

“Startups need to hire the best people, create opportunity for people to give their best, and provide lucrative ways to retain employees,” says Nishchae Suri, partner and country head, people and change, at KPMG India. “Since they do not have large teams, they need programmes that bring out the best in their employees and improve contribution at a faster rate than more established companies.”

Every Monday morning at TaxiForSure, an employee discusses an inspiring story that does not have to be related to corporate life. “It should help people in rethinking the way they look at things and providing new perspectives to life,” says co-founder Aprameya Radhakrishna.

Weekly inter-team quizzing takes place where the team that wins, keeps the trophy till next week. The startup gets its top brass to address specific issues of teams. The issues could be as varied as ‘making better presentations’ to ‘managing conflict’.”Leaders are forced to understand issues at a deeper level, because without that they can’t answer questions or provide insights,” added Radhakrishna.

This January, BookMyShow, which helps people book tickets online for movies and other events, took a big step in ensuring retention. The company offered its shares to 50 of its 200 employees for the first time in its 10-year history. Out of 50, five were office boys and one was a secretary. The shares were given mostly to those who have stayed at the firm for four years and more, while some were rewarded based on their performance despite shorter tenures.

“We are not following what any other firm has done. This was the right time to give something back because of their loyalty. And, hierarchy was not considered for this,” says Ashish Hemrajani, CEO and founder of BookMyShow.

At Myntra, employees are being given the opportunity to ask for training programmes that may not be relevant to their jobs. And the online shopping company foots half the bill.

“While some of our training programmes are mandated, there is the option for employees themselves to ask for training, even if it is not relevant to their job roles. We work with the employee to help figure out what assistance he or she needs,” said a human resource spokesperson at Myntra.

From a leadership development perspective, too, the fledgling firm is ensuring that it doesn’t fall behind. Every manager is given responsibility to find and develop his or her successor at any given point, and the company evaluates its leadership pipeline every six months. Online retail firm Flipkart has an intense training “boot-camp” right from entry-level employees to senior management.

New tech hires, for instance, are exposed to all teams that work on different technologies, and are presented with real-time problems for which they are expected to generate workable solutions.

It also has an internal knowledge-sharing forum for engineering teams, where the primary objective is to facilitate an exchange of perspectives among open-minded engineers.

Even at much smaller organisations, training is seen as the most essential component of talent management. With just 11 permanent employees, and 40 field staff, Three Wheels United is training employees on concepts of social business. “Many come from an NGO background and are unaware of business models in the social sector,” says CEO and co-founder Ramesh Prabhu. Three Wheels United helps auto drivers get a financial base and provides insurance. The start-up plans to rope in external help for business and HR initiatives.

Finding new talent remains the main focus for start-ups as they expand. “Hiring is the major sore point for startups. The most important thing when you are building a company is finding the right cultural fit, who also has the talent that you require,” says Amit Singh, co-founder of HeadStart Network Foundation, a not-for-profit that organises hiring events for start-ups.

To ensure dilution of company culture is at a minimum, InMobi plans to make 100% of its hires through employee referrals by 2017. Myntra, which hired 2,300 employees last fiscal year, recruits only fresh graduates from the Indian Institutes of Technology, Indian Institutes of Management, Indian School of Business and National Institutes of Fashion Technology. The company has five rounds of interviews for any role, and a large portion, more than 30% of its recruitment is through employee referrals only.

Others are giving “speed dating” a go. Head-Start’s Higher, an event which facilitates such hiring, saw close to 300 start-ups register for its latest edition in Bangalore last month. Typically, candidates — with two to 12 years of experience — are short-listed through an online platform.

On the day of the event, each start-up pitches itself for 60 seconds, following which companies and candidates interact in a “speed-dating” format, with three minutes given to each candidate to be interviewed. The recruiters then roll out the offers they want to make.

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‘Every start-up is a customer pain point that an entrepreneur spots’

To be an entrepreneur, one should learn there is no alternative to hard work, adapt to dynamic environment and get things done as a team says Gaurav Aggarwal, Founder and CEO, Savaari Car Rentals…

How did you start your career?

I started as a software engineer and worked through all layers of Cisco’s internet operating system for cable routers in US. I started out working at the application layer and towards the later part of my 10+ years @Cisco I was writing driver code for the latest and greatest of the line cards for cable routers. The biggest learning for me was the aptitude that I developed to understand as complex a system as Cisco’s internet operating system which had over 25 million lines of code and could switch millions of packets a second.

What was the transition like from a software engineer to an Entrepreneur?

The most difficult part was to leave the cushy job in US to move back to India and work full time on Savaari. However, it has been an exciting journey since the inception of Savaari. The first few years were spent in getting the business and financial model right. The model was that we can provide quality services to our customers on a pan India basis at very reasonable prices and still churn profits. We have been cash flow positive since our second year itself. In March 2012, we have raised our Series A round of funding and this money helped us create awareness about Savaari and its offering to scale and to build the right technology solution to achieve the scale. We recently received the second round of funding from Intel Capital with participation from Inventus. This will be used for further expansion and for deploying advanced technology for the benefit of its customers. We have come a long way since 2006 and have proved our business and service model is right on track.

What are things you learnt and the skills that help you run a start-up?

There is no alternative to hard work. Apart from learning this fact, I honed up my technical knowledge, adaptability to dynamic environment and get things done as a team. However, it is enthusiasm that was crucial to me. Ability to solve problems, understanding of professional and ethical responsibilities, ability to analyse and interpret data, organisational and leadership skills are some of the skills I acquired.

What lessons did you imbibe from your manager?

My manager at Cisco taught me to stay calm even under tremendous pressure and as a result of which you can find (and in fact drive your team towards) elegant solutions to incredible complex problems even at the most testing times.

What’s your advice to budding entrepreneurs?

Running a start-up is a roller coaster ride. The genesis of every start-up at the core is a customer pain point that an entrepreneur spots. If you have an idea and you believe in it, take a leap of faith and start working on it. The more you will delay, the harder it will become. When looking back you will never repent that you took a chance and failed but certainly on the chances that you didn’t take.

JobBuzz Poll 

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Must-have skills to make it big in Big Data

Problem solving, communications skills with open mindedness are critical skills for this industry.

The biggest constraint for the Big Data industry today is the fact that there are not enough people who understand Big Data, to work on it, to manage it and get meaningful results out of it.

The industry requirement is a wide variety of roles, some of which are purely data-oriented, some others purely statistics oriented and then there are roles which integrate all these and connect it to business.

To reduce the skill gap, several organisations are collaborating with academic partners to develop curriculum that reflects the mix of technical and problem-solving skills.

So what skills should someone aiming to enter this industry prepare themselves for?

Typically Big Data teams in an organisation can have basically six kinds of roles, viz:

• The architects
• The domain experts
• The subject matter experts
• The analysts, who will be able to bring in the data analysis and statistical analysis kind of experience into the picture
• The technical administrators who know how to manage large sets of data
• The applications specialist

“The thinking process and expectations from each of these roles is different,” says Srikanth Muralidhara, Co-founder Flutura Solutions. “Big Data opportunities are basically transforming three things: one is creating a new culture which enables a data driven culture, where decisions are based on data as well as intuition. Next we are talking about transforming businesses because now we know that we can understand customers better and thereby can design products and services better and the third of course is we optimise technology investments.”

Of these the Data Analyst and the Data Scientist are currently much in demand in India.

Thinking abilities for a Big Data analyst include:

• Ability to look at data and think on the lines of why is this happening?
• What will happen if this trend continues
• What will happen next (which is about predictive modeling)
• Asking the question as to what’s the best that can happen (the optimization aspect)

“So when  we say we are bringing in a big data analyst it should be someone who is comfortable with these kind of questions,’’ says Srinivasan Govindaraj Senior Director and Practice head – Enterprise Information management (EIM).

The abilities necessary for a Data Scientist:

• Needs to know how to predict behaviors and derive the sentiments of customers
• Needs to know how to process unstructured data, and
• How to correlate difference sets of data
• How to identify new patterns in untapped data

In fact according to industry players a good data scientist must take the time to learn:

• What problem needs to be solved?
• How the solution will deliver value?
• How it’ll be used and by whom?

“In short it is problem solving and communications skills with open mindedness,’’ says Muralidhara. “The last skill is particularly significant because a data scientist often applies his or her knowledge to multiple industries, such as banking, health care and retail.’’

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Infosys chairman to employees: Think big and act boldly

Infosys chairman and chief mentor NR Narayana Murthy termed his company's performance as "creditable".

BANGALORE: Infosys chairman and chief mentor NR Narayana Murthy termed his company's performance as "creditable" and assured investors that the company remained on track to regain its lost momentum in two years. 

In his first address to shareholders since his return last year in June, Murthy asked over 160,000 employees at Infosys to "think big and act boldly" and hinted that bold steps are in the offing he believes "nothing is as painful as staying stuck where you do not belong". 

"We have done creditably this year by doubling our revenue growth to 11.5% (in US dollar terms)," Murthy wrote in a letter in the annual report. "Further, our operating margin improved from 23.5% in Q1 'FY 2014 to 25.5% in Q4 FY 2014. This is laudable by any standard. I congratulate every Infoscion on this stellar performance." 

In April this year, Infosys kicked off the earnings season with quarterly results that matched its toned-down expectations and forecast modest growth for the 2014-15 fiscal, an outcome analysts said is reflective of the challenges that the company is facing. At 7-9%, its revenue growth guidance is some way below the 13-15% prediction by industry grouping Nasscom for software export growth. 

"Growth is painful. Change is painful. But, nothing is as painful as staying stuck where you do not belong," Murthy wrote. 

In what could surprise many, Murthy in his letter also thanked Mohandas Pai, the former CFO at the company, for helping the founder come back and steer the company. 

The Bangalore-based software exporter is currently looking for its fifth chief executive officer—who will also be its first non-founder CEO—after SD Shibulal expressed his desire to step down from the company earlier than his planned retirement in March 2015.

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5 tips to have a career in cloud computing

The cloud computing space is evolving fast and the number of opportunities is intensifying by each passing day. There is a huge demand for fresh talent and for candidates with 2-5 years of experience for this role, according to TimesJobs.com data, and organisations are seeking specialised skills while hiring these candidates. However, experts believe that skills and expertise can be built with experience and time. But there are other crucial factors that contribute to crafting a successful career in cloud computing. Shriranga Mulay, senior vice president – IT Engineering, Netmagic share few tips.

Awareness of Application Programming Interface (API): Awareness of APIs tops the list; nothing works without them in the cloud computing space. This is particularly important for a person aspiring to build his career in the cloud software engineering.

Awareness of platforms & ability to build them for virtualisation: The incumbent has to have know-how about popular cloud development environments such as, VMware, OpenStack, etc. and should have the ability to understand the mechanism to integrate these platforms into the cloud services.

Expertise to bring in a USP: Technically a lot of services various organisations offer are similar to their competition. One has to figure a USP to sell its employer’s services differently. For eg – Netmagic launched NTSS, a tiered secured storage service, the service may look similar to that of its competitors. But Netmagic has chosen superior security technology that brings in more guarantee and QoS. Differentiators like these need to be identified by the applicant and implement them.

Awareness of solution designing and architecture: The aspirant should have a solid understanding of a solution design and architecture in the physical world. This knowledge of the basics helps the person to implement and emulate most of the scenarios on a cloud platform which he would have otherwise done in a physical world. For example, Netmagic’s Firewall as a service is exactly emulating the scenario in the real world on cloud infrastructure and eventually provides the service seamlessly to the end users.

General knack to be an explorer: The aspirant should know all technology developments in the cloud industry and related ecosystems. The ability to identify new technologies and then using them in the cloud space to make the product or a service better is a critical quality that makes a great cloud computing professional.Besides, certifications also play a pivotal role in building an effective career in cloud computing. Moreover, there are two types of cloud computing careers that have emerged in the jobs space – IT professionals with specific cloud skills and IT administrators with cloud architecture know-how. According to TechGig.com some top jobs available in these areas for cloud computing professionals in the experience category of 2-5 and 5-10 years include, System Engineer – Cloud (Windows), Cloud Architect Lead Role, Cloud Technical Leads, Cloud and Smarter Infrastructure Consultant.

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Higher growth may not create as many jobs

A healthier world economy and a more decisive government at the Centre is expected to push up India’s growth from decade low 4.9% likely this year and create more jobs. But a Crisil report suggests that in recent years, there is lesser employment generation per unit of growth and just higher growth may not be sufficient to absorb everyone entering the workforce:

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Microsoft partners Lenovo, Tencent to offer Windows XP support in China

Microsoft Corp has partnered Lenovo Group Ltd and Tencent Holdings Ltd to provide software security services for Windows XP users in China, after the U.S. tech firm stopped updating the operating system.

Microsoft wants users to move to later, more secure versions of Windows and so stopped servicing the 13-year-old XP this week, potentially leaving users vulnerable to viruses and hacking.

(Also see: Microsoft Windows XP support ends, hackers may be lurking)

XP has 200 million users in China, or 70 percent of the market, according to Zhongguancun Online, cited by state news agency Xinhua. Upgrading could be expensive as computers running XP might not be powerful enough for newer versions of Windows.

To continue support for XP users, Microsoft has partnered Lenovo, Tencent and several other Chinese computing companies to offer services such as information protection, post-virus repairs and upgrades to the newer Windows 7 or 8.

(Also see: Windows XP support ends: 7 things to know)

"For domestic users who continue to use Windows XP before upgrading to a new operating system, we have made it a priority to provide safety protections," Microsoft said in an email to Reuters.

Tencent, in a statement to Reuters, said it will provide permanent XP support free of charge, and that it has set up two 24-hour hotlines. Lenovo declined to comment.

Among other partners, Qihoo 360 Technology Co will offer security support and, for 299 yuan, help users transition to newer versions.

"Qihoo 360 will continue to provide Windows XP support to Chinese users as long as there are still XP users in China," Alex Xu, Qihoo 360 co-chief financial officer, told Reuters.

Encouraging users to upgrade could also reduce the number of computers running pirated Windows XP software. Former CEO Steve Ballmer reportedly told employees in 2011 that, because of piracy, Microsoft earned less revenue in China than in the Netherlands even though Chinese computer sales matched those of the U.S.

(Also see: End of Windows XP support paints prime target for hackers)

But the cost of upgrading has irked some users. Added to any transition fee is the cost of the software - at least 888 yuan for Windows 8 - plus the cost of any hardware upgrade.

"Many of my clients only use their computers for email," said a computer shop owner who identified himself by the surname Niu. "There is no use for them to buy a new computer."

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