====================================================================================
When I read any book, I scribble my comments / notes in the margins
Page no ***
·
For quite some time
to come, in India, internet will thrive only on “Economic Business” activity
life we discount matrimonial websites)
Page no xv
·
We could think of HR managers
to write “job-des creations” for specifies positions, & give them credit
for these job-descriptions will contain many key- works. OR
·
We could display already stored
job-descriptions which HR managers could modify / amend / edit for their
specific purpose. This new job-description gets added to the existing database.
03/02/03 somewhat interactive.
Page no 22
·
This is the main problem!
Page no 23
·
Peter Dracker did, and I have
quoted him in my master’s thesis (KU) in 1958!!
·
“Work sampling of white
collar worker’s
·
See my report “solution”
(1962)
Page no 31
·
Our “competence profile”
bar-char give “meaning” to info.
·
In our web- service, we want
to “capture” Knowledge of thousands of HR mgrs. Who will use this service?
Page no 34
·
3p marol office 3p’s
franchisees spread all over India.
Page no 36
·
This means our Resuming &
re-search webservers, must “acquire / capture” Knowledge dynamically & on an
ongoing basis from all subsunribers & use such an acquired Knowledge to
improve these services continuously for the benefit of all shbsusibers.
Page no 39
·
I would like HR mgrs. To
“donate” jobdescrptions keywords org.charts salary Data Personnel manuals
Employment conditions elect which can be shared by all users.
Page no 42
·
A lot of HR managers have a lot
of questions to ask their co professionals! Many have difficult + IR situations
which others may have faced before them- and found useful peaceful solutions. +
(industrial Relations)
Page no 43
·
I am sure these
“search-tools” must have improves now.
Page no 46
·
Our proposed web service too
is an “untried model.
Page no 51
·
Within 3p this (page) would
be our FLIGHT DECK
·
Of which I saw the crude demo
today.
Page no 57
·
In our case, in the minds of HR mgrs...
Page no 63
·
E.g.;-
·
For the first time yester.
Day we received more than 1000 resumes (emails)
·
AT this rate we may
receive,> 4 lakh resumes in 2003. !
Page no 64
·
Continuously “refining
“probabilities of “keywords” in resumes as more & more resumes arrive.
·
Our planned RE-SEARCH
webserirrices are new “products” where we have applied “knowledge”
Page no 67
·
Client’s HR managers.
·
Franchisees – vpn- leased
lines.
Page no 69
·
We want to become #1
executive search firm of India that is our goal (one simple goal)
·
Getting 5 million resumes in
our database is only a “means” to achieve this goal.
Page no 98
·
What is in it for me?
Page no 99
·
ABHI Flight Deck?
Page no 100
·
In nutshell, OES ITSELF!
·
“Consultants” in our case.
Page no 101
·
Kartavya I suppose like our
“job Alert” & “candidate Alert “
·
We have yet to manage this.
·
If we succeed in Resumine
& Re- search based on .net we may be able to get all others (HR mgrs.
Placement Agencies) to adopt NET as standard.
Page no 103
·
Kartavya – Automatic indexing of
all resumes every day.
·
Auto. Plotting of “resumes of
occurrence” (overall & function wise)
·
Auto matic ‘Recalculating the
competency profile of each resume in databases of each “subscriber” of our
Resumine
·
Global Recruiter” is our ultimate
goal.
·
What will make HR managers share
their knowledge with us (online – thru our webservers)?
Page no 105
·
Most serious problem. We
would like to tap the recruitment Managers in such “content- generating
Activity” thru online composing of job-advs. (containing job-descriptions)
·
Online “composing” of
personal manuals (systems & procedures) online “composing” of Appointment
letters. Etc. . . . . Eta
Page no 166
·
In our “global Recruiter” we
plan to let corporate subsunribers to send “smartmail”Edit screen
·
to a jobseeker, who completes
missing field & returns thru email, automatically updating database.
Page no 167
·
Very thru this is why our web
service screens must be made very simple DEMO SCREEN EDIT VIEW “
·
Cleary state (write) on each
screen what is the “purpose” of that screen that has to do what with that
screen just providing buttons does not help!
·
Use email if this is very
important.
·
In a small office, as many
conversation exchanges as possible should be by walking across the room!
Page no 202
·
KARTAVYA
·
If our Resumine / research,
VIEW screen can be accommodated like this, then mangers of subscriber can share
their opinions about that particular candidate, as shown here
·
Even though Indian HR
Managers and their colleagues may not be in the habit of routinely “chatting”
online such a feature in our RESEAMINE / RESERCH, would be highly appreciated
by members of PENRHYNE group – who, may be quite used to “instant Messaging
“technology.
·
It would be great if Nirmit
could demo such a feature in Brussels in May. This would of course impress
mangers at (Wipro /Infosys / l & T / InfoTech / Microsoft India / Oracle
India)
Page no 203
·
KARTVYA
·
On as many pages of our web
service, we should provide a button
EMAIL TO A FRINDE
·
Whereby, a happy / satisfied
client (subscriber could email that entire page to a co- professional C-
another HR/ Recruitment manager) along with his personal remarks /
recommendation.
Page no 249
·
He has Dangerous company “?
·
Human use of human beings
·
By its very definition a “web-service”
has to have a feature provision for “online” help desk, even if it is for 9 am
-6 pm.
Page no 252
·
In our web service (starting with
Resumine) we will let subscriber open-up appropriate window ( ms outbox ) , by
simply moving the cursor on the email ID of the candidate in resume NEXT by
clicking on phone no ( in resume ) , voice – contention will get established .
Page no 256
·
We could benefit a lot by in
corporationg “client Feedback” feature in our Global Recruiter websevrivce,
·
See, on p= 255, www,
recepio.com
Page no 260
·
Purchase History of each customer
enables” Amazon to “predict” what you may want to buy next A pattern emerges.
Page no 269
·
I don’t think HR
professionals of India; have any such, online forum. May be, we could provide
this, from our GLOBAL RECRUITER.
·
We can call it “the HR
Network”
Page no 300
·
I believe once a subscriber
has used our Resumine Research combination for 3 months he will recognize it as
“MUST– HAVE”.
Page No 305
·
Users of our Resumine /
Research (-and finely entire GLOBAL RECRUITER) will form one such
onlinecommnnity of Recruitment / HR mangers
Page no 320
·
KARTVYA BLOBAL Recruiter must
capture the “knowledge” of both HR mgrs. & candidates, in order to
continuous EVOLVE in to something (utilitarian) which, I am unable to even
guess, at present!
Page no 321
·
See my notes on interacting –
features on Resumine also try www.GuruNet.Com pattern
·
27000 population profiles
descried in, my yesterday’s note, are as many virtual communities!
No comments:
Post a Comment