Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Thursday, 13 May 2021

Building the Knowledge Management Network – Cliff Figallo & Nancy Rhine



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When I read any book, I scribble my comments / notes in the margins


These reflect my views / opinions about what the author is saying – including my disagreement

Often, my comments are in the nature of telling myself :

Hey ! We should try out this idea in our own business ( Head-hunting / Online Recruitment )

Following are my comments re :

  Building the Knowledge Management Network – Cliff Figallo & Nancy Rhine        

                                                                                                          
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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!


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