Skills you need to be enterprise mobility specialist

Skills you need to be enterprise mobility specialist

The need for mobile-enabling enterprise apps for enhancing employee efficiency is necessitating organisations to hire enterprise mobility specialists who can design a clear enterprise mobility road map for the business. We look at the core skills IT professionals need to have to evolve as enterprise mobility specialists.

Today, individuals need not be chained to their office desks to access various enterprise apps, emails and other official productivity tools.  With mobile devices evolving into powerful and smart computing devices and with the emergence of 3G network, enterprises are looking at mobile-enabling business apps such as CRM, ERP and even HR related apps such as leave and attendance management systems. This is done with an aim to primarily derive tangible business benefits as well as improve employee productivity.

Added to this is the trend of Bring Your Own Device (BYOD) which is catching up within enterprises, where employees carrying their choice of mobile devices are asking the IT team to let them start using enterprise apps on the mobiles.

A plethora of mobile devices trying to access the enterprise IT network is putting a lot of stress on the IT team and making it essential for them to have an enterprise mobility specialist onboard. “Today, almost 80-90 percent of organisations are at some stage of adopting enterprise mobility. Thus, there is a strong demand for enterprise mobility specialist, who can identify mobility necessities across different employee groups, understand the end computing requirements and envision the future mobility roadmap for the organisation,” said Nilesh Goradia head, pre-sales, India Subcontinent, Citrix.

Arindam Ray Chaudhury, COO, AgreeYa Solutions added thathaving an enterprise mobility specialist in place is a necessity for enterprises in order to standardise the evolving enterprise mobility practices within the organisation and to keep an eye on security risks and more.

“Mobility experts should have a depth of expertise in areas including mobile app development, mobile device management, user experience development, mobility security and mobile commerce. Having a background in technologies like near field communication is another strong value-add for aspiring mobility experts,” said Arindam.

Knowledge of core areas for an IT professional to move to enterprise mobility specialist roles:

• Experience of full mobile software development life cycle, gathering requirements, software architecture, design, coding, integration and testing

• Experience in native app development for various operating systems

• Understanding different versions and features of operating systems such as iOS, android, symbian, windows and others

• Knowledge of various security protocols like SSL and security mechanisms like client certificates and basic authentication

• Familiarity with iOS human interface guidelines, android user interface design and Windows phone guidelines for smart phones and tablets

• Understanding various mobile device management solutions available, which could be leveraged to manage large number of mobile devices from a single window

• In-depth understanding of mobility ecosystem and current trends

You Need any soft-skills Training with placement just contact us Contact number : 8904762432. Website: www.moxiestars.com. Facebook:https://www.facebook.com/moxiestarssolutions. LinkedIn : Moxiestars. Email: info@moxiestrars.com.

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Micromax beats Apple for No. 2 spot in tablet sales in India

Micromax has overtaken Apple to reach the number two spot in the tablet market in India.

NEW DELHI: Micromax has overtaken Apple and reached the number two position in the tablet market in India in the second quarter with 14% market share, as per the data released by International Data Corporation (IDC). 

"Strong performance in Q2 2014 allowed Micromax to tip Apple to the second spot," an IDC statement here said. 

Samsung with 19% market share occupied the top position in the Indian tablet market. It was followed by Micromax (14%) and Apple (9%), the data showed. 

According to IDC, the Indian tablet market has indicated early signs of recovery in the second quarter (April-June) of 2014 after taking a sharp hit in the past couple of quarters. Tablet shipments in India stood at 0.86 million units in Q2 2014, which is a quarter-on-quarter growth of 9% over first quarter (January-March) 2014. 

"This recovery was fuelled by multiple factors. Business sentiments have shown improvement post elections and near term prospects are anticipated to remain better too. Further, traditional PC OEMs have started making big inroads in the tablet market and most of this success is led by leveraging their vast expanded reach through multiple distribution points," Karan Thakkar, senior market analyst, IDC India said. 

Android continued to be the most preferred operating system (OS). With 89.6% market share, Android is expected to sail above the 80% mark over the next few years. Windows OS is gaining ground too, it said. 

"Improved discretionary spends by end-users and festive buying is expected to drive growth in the tablet market in the coming quarters. IDC anticipates this to be well supported by the optimism witnessed around enterprise IT spending in the recent past," Kiran Kumar, research manager, client devices, IDC India said.
 

You Need any soft-skills Training with placement just contact us Contact number : 8904762432. Website: www.moxiestars.com. Facebook:https://www.facebook.com/moxiestarssolutions. LinkedIn : Moxiestars. Email: info@moxiestrars.com.



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WhatsApp may soon get free voice calling

Mobile messaging service WhatsApp is set to launch a free voice calling feature for its 600 million active users, according to media reports.

NEW YORK: If media reports are to be believed, mobile messaging service WhatsApp is set to launch a free voice calling feature for its 600 million active users. 

Recent changes in the interface of the app suggests the feature is coming soon. 

"The leaked images of the upcoming user interface shows that the app has been enabled with other language translations which will be displayed at the time a person receives a call via WhatsApp," a report on thefusejoplin.com stated.

The translation feature available in the latest version of WhatsApp has made it clear that the voice calling plug-in is on its way. 

While the voice calling feature is all set to be released on WhatsApp, there is no update if there is going to be a similar feature on Facebook, it added. 

Facebook-owned WhatsApp has witnessed a 15% rise in its traffic since the acquisition. 

WhatsApp has crossed 50 million active users in India alone.

You Need any soft-skills Training with placement just contact us

 Contact number : 8904762432. 

 Website: www.moxiestars.com.

 Facebook:https://www.facebook.com/moxiestarssolutions.

 LinkedIn : Moxiestars.

 Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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To deliver the regular with a long-term vision: HR role in pharma/biotec

To deliver the regular with a long-term vision: HR role in pharma/biotec

With significant development in the pharma/biotec segment and the industry gearing up to reach the next level of expansion, the requirements with regards to skills has also witnessed a marked change. With this, the role of HR too, has witnessed a significant change in requirement.

“We need to shift the focus of our resources from research to the global market. Several pharma and biotec companies have plans to move from low-end services allotted to emerging markets to globally grow higher up the value chain. This has shifted the focus to improving the quality of the staff, especially the mid-level team, resulting in HR playing a key role in strategic growth,” says HA Bhaskar, MD, Monobiotec Pvt Ltd.

Key requirement is of engaging with employees

“There is a lot of pressure in the workplace in this segment with many companies expecting their staff to do more with less. Keeping employees aligned with company strategy, preventing aspects like `change fatigue’ and keeping them motivated to do their best in a sustainable way is tough. Today, this is what HR is expected to deliver in this segment,” says Anandita Das, CEO, HR League, a company that specialises in Pharma/biotec requirements.

With developing companies, the needs of the customers and partners have to be evaluated as both look at value for money.  Thus, HR needs to be in tune with these challenges to make sure organisations recruit the right staff.

Other changes in HR skill requirements include:

Ability to think collectively

To decide what can be done with the existing experience and to suitably communicate and translate the company talent requirements and hire suitably.

“For instance, we need really strong candidates in senior roles and for this we rely on HR to plan comprehensively about what we can do for all our employees and communicate it to the relevant teams and individuals,” says Bhaskar.

A generalist with diverse experience

Today, the kind of HR personnel these companies look for are those having diverse experience of working in different functions or even industries.

“A PharmD degree is a four year program, with good job prospects and salaries upon graduation. In the pharmaceutical/biotechnology industry, PharmDs often help to design, monitor and coordinate clinical trials. They interact directly with scientists and physicians at companies, universities and hospitals. To hire the right person, I need to have the ability to read the candidate and be able to evaluate his/her experience and hire the best,” says Das.

Ability to communicate to personnel in this segment

“The HR `language’ can be inhibitive. So, the common demand is to simplify the message and communicate coherently what we’re trying to achieve to the employees,” says Das.

Engagement VS Retention

The HR professional needs have a profound positive effect on business performance.

“People who join a company often get attached to the firm and its mission. So the concern is more about keeping the employees engaged and productive than about retention,” says Yashaswini, CEO, e2e Business Practices. “To get this right, the need is to identify and target opportunities to develop the staff.”

Glocal HR qualification

“Today, companies ask for HR personnel with a global mindset and experience of working with different geographies. However, they needn’t necessarily have worked abroad,” says Das. “A key driver here is that when they move into middle management, they build the depth of industry relevant experience by staying in the role for about 3-4 years in a company.”

In short, it is the ability to deliver the day-to-day activities with a sharp eye on the long-term vision of the company

You Need any soft-skills Training with placement just contact us Contact number : 8904762432. Website: www.moxiestars.com. Facebook:https://www.facebook.com/moxiestarssolutions. LinkedIn : Moxiestars. Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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Keep your professional networking profile updated

Keep your professional networking profile updated

Though online recruitment portals and employee referrals are the preferred recruitment channels, organisations are invariably leveraging professional networks to review candidate profiles and support recruitment cycle for niche profiles. Candidates need to take note of this trend.

We live in the age of virtual social networks where most of us – especially the Gen Y – have an active profile on more than one social network – either professional or personal or both.

Social media networks are not just places to network and chat casually. They are increasingly emerging as personal branding tools for individuals which contribute in building their complete virtual personalities, reflecting their interests, ideologies, personal aspirations, professional specialisations and more.

Social networking for a job seeker

For job seekers, irrespective of the number of years of experience, building their own personal brand via professional social networks is emerging as a necessity to differentiate themselves from their competitors floating in the large job-seeker pool.

When it comes to hiring, it is common practice for recruitment heads to use social media as a supporting tool in the whole process of sourcing candidates. For example, when the recruitment heads receive profiles of shortlisted candidates, they try to gauge their potential by scanning through the recommendations they have received from industry leaders and peers on their respective professional social network profiles.

How professional networks are supporting recruitment cycles

Experts say that though social media may emerge as a supporting channel facilitating capture of niche talent, it might not surface as the only means for sourcing candidates.

This is corroborated by a recent TimesJobs.com survey which highlighted recent trends reflecting the most preferred recruitment channels of Indian businesses. The survey brought out that the most preferred methods for sourcing candidates in India are online job portals (55%) and referrals fromcompany employees (33%).

Only less than 9 per cent hiring across the surveyed companies happened via social media hiring channels. These organisations leverage professional social networks for mainly three reasons:

• Assessing personality: Once the applicants are shortlisted using traditional recruitment channels, hirers use social networks to get a deeper understanding of the applicant’s overall personality which might not be reflecting in the formal resume

• Hire niche talent who are passive job-seekers: The second reason is to tap the niche talent who are domain specialists. Such professionals might not at that point in time be actively looking for a job. Hence, they are unregistered with online job portals and not discoverable to the employer. Intel is one such company which is using professional social network for this. Preethi Madappa, director – HR, Intel South Asia said, “At Intel, the professional social networks have enabled us to reach out to potential candidates who are armed with certain critical skills.”

• Enmeshing professional networks with contests to tap talent: The basic concept of professional social network is also being increasingly interwoven with online contests aimed at testing the skills of interested candidates. This is emerging as a focused approach to reach out to the required target candidate profiles. “Today, the professional social networks are being explored by many companies to crowd source profiles and procure CV’s through contests and seminar platforms,” said Richa Pande, VP & Head – Human Resources, Ramco Systems.

You Need any soft-skills Training with placement just contact us Contact number : 8904762432. Website: www.moxiestars.com. Facebook:https://www.facebook.com/moxiestarssolutions. LinkedIn : Moxiestars. Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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Storage technology specialists role emerging

Storage technology specialists role emerging

Storage technology specialists need to have a product line exposure or certification in various storage technologies and also have a good grasp over emerging technologies like cloud computing, big data and virtualization so as to continually simplify the storage infrastructure and improve its performance

Among enterprises, the importance of tapping various data channels be it social, cloud, mobile, analytics or internet, is emerging as a necessity to keep the business competitive and ahead of peers.

A recent IDC report corroborates that over the next decade, the amount of information that would have to be managed by enterprise datacenters is set to grow by a factor of 50 and the number of files the datacenter will have to deal with will grow by a factor of 75 at least. This has forced enterprises to rethink their storage management strategies and hire the best domain specialists who are experts in storage technolgies.

Profile of a storage specialist

Today, an organization has loads of business data thriving in silos across various storage devices. The key role of a storage specialist is to analyse what business data should be placed at which storage tier and why. Let us look at an example.

Within enterprises, there are a few critical enterprise apps – like a business intelligence tool – which need to respond quickly to any data centric query. Any lag in response by the app could impact a prospective business opportunity. In such a situation, it is the storage specialist who needs to strategise and decide to place such apps on high performance storage devices such as flash storage.

Then there are certain non-critical enterprise data which need to be archived and not be retrieved frequently. Here, it is the storage domain specialist who critically analyses the data and decides to place it on either low performance data storage devices or even on cloud storage, where data rests on third party servers.

Considering that an enterprise generally has a mix of storage technologies from a variety of storage vendors, a storage specialist needs to be well versed with the basics of various storage technologies.

Gap in demand and supply

“The rapid growth in digital information is demanding more and more trained storage professionals, resulting in a shortfall of skilled storage professionals. There is a big professional skill gap when it comes to new technology shifts of cloud and big data that are transforming the role of IT in business,” said Krishna Kant, head, EMC Academic Alliance – South Asia & Russia. 

Today, organizations are scouting for storage technology specialists who can juggle with a range of storage technologies. The fact that big data analytics, virtualisation and cloud technologies are quite closely inter-linked with storage technologies, is also necessitating storage specialists to up-skill themselves to understand these emerging technologies.

“Some of the skill-sets which storage domain specialists must possess range from a deep knowledge of storage protocols to enhancing performance quality of enterprise apps running on the storage devices and knowledge of how to work with cloud,” said, Supriya Dhanda, HR head of SanDisk.

Key specialisations for a storage specialist

• Product line exposure or certification in various storage technologies such as tape libraries, serial attached SCSI (SAS) technologies, network attached storage (NAS) technologies and direct attached storage (DAS)

• Storage administration skills and clear concepts of storage arrays from various storage tools

• Advanced hands-on trouble shooting exposure on enterprise storage products/tools and SAN switches

• Intelligence to design, deploy and support enterprise storage area network (SAN) fabric and manage data back-ups

• Ability to work with the database and application teams to understand the specific storage requirements for new projects and get them up and running within the stipulated time

• Comprehensive grasp of emerging technologies such as big data analytics, cloud computing and virtualisation and how they should ideally connect and impact enterprise storage infrastructure

• Ability toseek out and implement new technologies to continually simplify the environment while improving security and performance of storage infrastructure

You Need any soft-skills Training with placement just contact us 

 Contact number : 8904762432. 

Website: www.moxiestars.com.

 Facebook:https://www.facebook.com/moxiestarssolutions.

 LinkedIn : Moxiestars. 

 Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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To deliver the regular with a long-term vision: HR role in pharma/biotec

To deliver the regular with a long-term vision: HR role in pharma/biotec

With significant development in the pharma/biotec segment and the industry gearing up to reach the next level of expansion, the requirements with regards to skills has also witnessed a marked change. With this, the role of HR too, has witnessed a significant change in requirement.

“We need to shift the focus of our resources from research to the global market. Several pharma and biotec companies have plans to move from low-end services allotted to emerging markets to globally grow higher up the value chain. This has shifted the focus to improving the quality of the staff, especially the mid-level team, resulting in HR playing a key role in strategic growth,” says HA Bhaskar, MD, Monobiotec Pvt Ltd.

Key requirement is of engaging with employees

“There is a lot of pressure in the workplace in this segment with many companies expecting their staff to do more with less. Keeping employees aligned with company strategy, preventing aspects like `change fatigue’ and keeping them motivated to do their best in a sustainable way is tough. Today, this is what HR is expected to deliver in this segment,” says Anandita Das, CEO, HR League, a company that specialises in Pharma/biotec requirements.

With developing companies, the needs of the customers and partners have to be evaluated as both look at value for money.  Thus, HR needs to be in tune with these challenges to make sure organisations recruit the right staff.

Other changes in HR skill requirements include:

Ability to think collectively

To decide what can be done with the existing experience and to suitably communicate and translate the company talent requirements and hire suitably.

“For instance, we need really strong candidates in senior roles and for this we rely on HR to plan comprehensively about what we can do for all our employees and communicate it to the relevant teams and individuals,” says Bhaskar.

A generalist with diverse experience

Today, the kind of HR personnel these companies look for are those having diverse experience of working in different functions or even industries.

“A PharmD degree is a four year program, with good job prospects and salaries upon graduation. In the pharmaceutical/biotechnology industry, PharmDs often help to design, monitor and coordinate clinical trials. They interact directly with scientists and physicians at companies, universities and hospitals. To hire the right person, I need to have the ability to read the candidate and be able to evaluate his/her experience and hire the best,” says Das.

Ability to communicate to personnel in this segment

“The HR `language’ can be inhibitive. So, the common demand is to simplify the message and communicate coherently what we’re trying to achieve to the employees,” says Das.

Engagement VS Retention

The HR professional needs have a profound positive effect on business performance.

“People who join a company often get attached to the firm and its mission. So the concern is more about keeping the employees engaged and productive than about retention,” says Yashaswini, CEO, e2e Business Practices. “To get this right, the need is to identify and target opportunities to develop the staff.”

Glocal HR qualification

“Today, companies ask for HR personnel with a global mindset and experience of working with different geographies. However, they needn’t necessarily have worked abroad,” says Das. “A key driver here is that when they move into middle management, they build the depth of industry relevant experience by staying in the role for about 3-4 years in a company.”

In short, it is the ability to deliver the day-to-day activities with a sharp eye on the long-term vision of the company.

You Need any soft-skills Training with placement just contact us 

 Contact number : 8904762432. 

Website: www.moxiestars.com. 

Facebook:https://www.facebook.com/moxiestarssolutions. 

LinkedIn : Moxiestars. Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

Read More

Keep your professional networking profile updated

Keep your professional networking profile updated

Though online recruitment portals and employee referrals are the preferred recruitment channels, organisations are invariably leveraging professional networks to review candidate profiles and support recruitment cycle for niche profiles. Candidates need to take note of this trend.

We live in the age of virtual social networks where most of us – especially the Gen Y – have an active profile on more than one social network – either professional or personal or both.

Social media networks are not just places to network and chat casually. They are increasingly emerging as personal branding tools for individuals which contribute in building their complete virtual personalities, reflecting their interests, ideologies, personal aspirations, professional specialisations and more.

Social networking for a job seeker

For job seekers, irrespective of the number of years of experience, building their own personal brand via professional social networks is emerging as a necessity to differentiate themselves from their competitors floating in the large job-seeker pool.

When it comes to hiring, it is common practice for recruitment heads to use social media as a supporting tool in the whole process of sourcing candidates. For example, when the recruitment heads receive profiles of shortlisted candidates, they try to gauge their potential by scanning through the recommendations they have received from industry leaders and peers on their respective professional social network profiles.

How professional networks are supporting recruitment cycles

Experts say that though social media may emerge as a supporting channel facilitating capture of niche talent, it might not surface as the only means for sourcing candidates.

This is corroborated by a recent TimesJobs.com survey which highlighted recent trends reflecting the most preferred recruitment channels of Indian businesses. The survey brought out that the most preferred methods for sourcing candidates in India are online job portals (55%) and referrals fromcompany employees (33%).

Only less than 9 per cent hiring across the surveyed companies happened via social media hiring channels. These organisations leverage professional social networks for mainly three reasons:

• Assessing personality: Once the applicants are shortlisted using traditional recruitment channels, hirers use social networks to get a deeper understanding of the applicant’s overall personality which might not be reflecting in the formal resume

• Hire niche talent who are passive job-seekers: The second reason is to tap the niche talent who are domain specialists. Such professionals might not at that point in time be actively looking for a job. Hence, they are unregistered with online job portals and not discoverable to the employer. Intel is one such company which is using professional social network for this. Preethi Madappa, director – HR, Intel South Asia said, “At Intel, the professional social networks have enabled us to reach out to potential candidates who are armed with certain critical skills.”

• Enmeshing professional networks with contests to tap talent: The basic concept of professional social network is also being increasingly interwoven with online contests aimed at testing the skills of interested candidates. This is emerging as a focused approach to reach out to the required target candidate profiles. “Today, the professional social networks are being explored by many companies to crowd source profiles and procure CV’s through contests and seminar platforms,” said Richa Pande, VP & Head – Human Resources, Ramco Systems.

You Need any soft-skills Training with placement just contact us 

 Contact number : 8904762432. 

Website: www.moxiestars.com.

 Facebook:https://www.facebook.com/moxiestarssolutions.

 LinkedIn : Moxiestars.

 Email: info@moxiestrars.com.

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

Read More

Storage technology specialists role emerging

Storage technology specialists role emerging

Storage technology specialists need to have a product line exposure or certification in various storage technologies and also have a good grasp over emerging technologies like cloud computing, big data and virtualization so as to continually simplify the storage infrastructure and improve its performance

Among enterprises, the importance of tapping various data channels be it social, cloud, mobile, analytics or internet, is emerging as a necessity to keep the business competitive and ahead of peers.

A recent IDC report corroborates that over the next decade, the amount of information that would have to be managed by enterprise datacenters is set to grow by a factor of 50 and the number of files the datacenter will have to deal with will grow by a factor of 75 at least. This has forced enterprises to rethink their storage management strategies and hire the best domain specialists who are experts in storage technolgies.

Profile of a storage specialist

Today, an organization has loads of business data thriving in silos across various storage devices. The key role of a storage specialist is to analyse what business data should be placed at which storage tier and why. Let us look at an example.

Within enterprises, there are a few critical enterprise apps – like a business intelligence tool – which need to respond quickly to any data centric query. Any lag in response by the app could impact a prospective business opportunity. In such a situation, it is the storage specialist who needs to strategise and decide to place such apps on high performance storage devices such as flash storage.

Then there are certain non-critical enterprise data which need to be archived and not be retrieved frequently. Here, it is the storage domain specialist who critically analyses the data and decides to place it on either low performance data storage devices or even on cloud storage, where data rests on third party servers.

Considering that an enterprise generally has a mix of storage technologies from a variety of storage vendors, a storage specialist needs to be well versed with the basics of various storage technologies.

Gap in demand and supply

“The rapid growth in digital information is demanding more and more trained storage professionals, resulting in a shortfall of skilled storage professionals. There is a big professional skill gap when it comes to new technology shifts of cloud and big data that are transforming the role of IT in business,” said Krishna Kant, head, EMC Academic Alliance – South Asia & Russia. 

Today, organizations are scouting for storage technology specialists who can juggle with a range of storage technologies. The fact that big data analytics, virtualisation and cloud technologies are quite closely inter-linked with storage technologies, is also necessitating storage specialists to up-skill themselves to understand these emerging technologies.

“Some of the skill-sets which storage domain specialists must possess range from a deep knowledge of storage protocols to enhancing performance quality of enterprise apps running on the storage devices and knowledge of how to work with cloud,” said, Supriya Dhanda, HR head of SanDisk.

Key specialisations for a storage specialist

• Product line exposure or certification in various storage technologies such as tape libraries, serial attached SCSI (SAS) technologies, network attached storage (NAS) technologies and direct attached storage (DAS)

• Storage administration skills and clear concepts of storage arrays from various storage tools

• Advanced hands-on trouble shooting exposure on enterprise storage products/tools and SAN switches

• Intelligence to design, deploy and support enterprise storage area network (SAN) fabric and manage data back-ups

• Ability to work with the database and application teams to understand the specific storage requirements for new projects and get them up and running within the stipulated time

• Comprehensive grasp of emerging technologies such as big data analytics, cloud computing and virtualisation and how they should ideally connect and impact enterprise storage infrastructure

• Ability toseek out and implement new technologies to continually simplify the environment while improving security and performance of storage infrastructure

You Need any soft-skills Training with placement just contact us 

 Contact number : 8904762432. 

Website: www.moxiestars.com.

 Facebook:https://www.facebook.com/moxiestarssolutions.

 LinkedIn : Moxiestars.

 Email: info@moxiestrars.com,pandian@moxiestars.com

Hi guys If u like this post please leave a comment in comment box... comment box will top right of every post and bottom of every post. its useful for me give a better information.. check top of the blog there is menu bar in that go to comments i replied for u r comments because there is no direct option for reply for u r comments. if u want to give any suggestion in bottom of blog there is contact information option please leave a msgs with u r mail id sure i will get u.

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Data helps HR to make top performers successful

Data helps HR to make top performers successful

The science behind smarter workforce is to drive measurable business outcomes by integrating talent, culture and work.

By applying a combination of analytics, capability of workforce science and social, organisations can attract, retain and develop the right talent to create a collaborative work culture that seamlessly connects people and enhances the speed at which work is delivered. Anmol Nautiyal, director – IBM Social Business & IBM Smarter Workforce shares how cloud-based solutions and data & analytics helps in creating a smarter workforce. 

What do you mean by Smarter Workforce?

Smarter Workforce is the ability to instill precision in talent decisions to improve the measurable business outcomes for an organisation. By applying a combination of analytics, capability of workforce science and social, organisations can attract, retain and develop the right talent to create a collaborative work culture that seamlessly connects people and enhances the speed at which work is delivered.The concept of Smarter Workforce can broadly be described as re-inventing work in this era of empowered employees.

How can cloud-based solutions help easing out talent challenges?

Cloud has immense potential to integrate the values that are derived by combining social, behavioural science and analytics. Today, organisations need the integrated capability to manage the talent cycle of employees. To this  end,  IBM  recently  launched its SaaS-based Talent Suite that allows Chief  Human  Resources  Officers  (CHROs)  and  C-Suite executives to gain actionable  insights  from  the  deluge  of  data shared every day by their workforce.

Using this solution, HR professionals can look at large volumes of employee data such as work experience, social engagement, skills development and individual interests to identify the qualities that make top performers successful. Organisations and teams can then use those models to pursue candidates   through   additional targeted social marketing on social recruiting sites, where job seekers matching the profile are connected with opportunities matching their skills.

Organisations can accelerate the on-boarding and the integration of new hires through enterprise social capabilities. This helps employees share information and find the right experts to accelerate learning and increase productivity and engagement, while at the same time providing a way for leaders to manage their teams more effectively.

Through analytics and reporting, line-of-business leaders can better understand emerging employee trends and more effectively manage each individual career path in areas like skill attainment, performance appraisals, compensation and succession planning.

What is the role of data and analytics in creating a Smarter Workforce? What should organisations do to maximize the ROI on this?

A huge volume of data is being generated continuously. Applying data and analytics to make sense of employees’ conversations on social engagement platforms and using analytics and workforce science to identify top talent, deepen employee engagement and manage transformational change are useful for organisations. Providing differentiated client experiences is also included within the ambit of creating a smarter workforce. An organisation with analytical capabilities sees a direct correlation with reduction in time and cost invested in managing employees, as well as faster decision making and hence, increased ROI.

Which HR areas are covered in IBM Smarter Workforce solution?

The science behind Smarter Workforce is to drive measurable business outcomes by integrating talent, culture and work. Under this solution, a major emphasis is towards nurturing and engaging the right talent across the talent life-cycle:

• Talent  Acquisition: Attracting & acquiring the right candidates for the right role by  applying solutions across Employer Branding, Assessment  Methods, Applicant Tracking Systems and Social On-boarding Solutions

• Talent Leadership and Engagement: Connecting the power of a highly engaged and fully enabled workforce with leaders aligned to critical roles through leadership assessments and employee engagement solutions

• Talent  optimisation:  Rapidly  developing,  deploying and optimising workforce   skills   and   capabilities,  while  capitalising  on  an inter-connected  social and collaborative workforce through solutions like Enterprise Social Software, Performance Management & Succession Planning

• Talent Recognition and Rewards Optimising the way employees are recognised and rewarded, thus driving engagement

• Talent  Analytics: Capabilities for developing speed in talent decision making systems by applying descriptive, predictive, prescriptive & cognitive analytics solutions

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