Tuesday, November 6, 2007

Open source gaining traction in U.S. government

More than half of all U.S. government executives have rolled out open-source software at their agencies, and 71% believe their agency can benefit from the software, according to a survey released Thursday.

Fifty-five percent of respondents said their agencies have been involved or are currently involved in an open-source implementation, according to the survey, commissioned by the Federal Open Source Alliance, a group pushing the use of open-source software in government. The alliance is made up of Intel, Hewlett-Packard and Red Hat.

In addition, 29% of respondents who haven't adopted open-source software plan to do so in the next six to 12 months, the survey said.

"Open source is really gaining momentum in the federal marketplace," said Cathy Martin, director of public sector initiatives at HP. "It really came out loud and clear here. It was a little stronger than I even anticipated."

The survey of 218 IT decision-makers in the U.S. government found that 88% of those in intelligence agencies said that their operations can benefit from open source. That may not be surprising, given that the U.S. National Security agency has been supporting a secure Linux project, called Security Enhanced Linux, since 2001.

Ninety percent of the respondents who have implemented open-source software said they believe their agency benefits. The top reasons for embracing open-source software, according to the survey, were the ability to access advanced security capabilities and customize open-source applications. Backers also cited a trend toward consolidated data centers.

Back-office implementations seem to be where open source is making its gains in the U.S. government, Martin said. "I don't think the drivers are more on the desktop," she said. "I think they're in the data center."

Oddly, security was one of the main reasons among survey respondents who haven't implemented open source. The top rationale for not adopting open-source software was organizational reluctance to change, according to the survey. Another major concern was a lack of consistent standards in open-source products.

More than 97% of respondents said the open-source implementations they've been involved with were successful or partially successful. "When you compare that with your general success rate in IT deployments, that's phenomenal," Martin said.

Open source makes sense for federal agencies, added Morris Segal, a software architect who has worked on government contracts for more than 20 years.

Segal, who attended a Red Hat users conference in Washington, D.C., this week, is currently working on a project for the U.S. Department of Homeland Security, using Linux and other open-source software, as well as Microsoft software, to create Web portals. The portals need to be able to run software developed using both Microsoft and open-source tools, he said.

Open source is "going to grow everywhere," he said. "It just makes sense."

One of the main reasons for using open-source software, he said, is because it has traction in the development community. "When you have a proprietary solution, you pretty much are owned by the proprietor," Segal added. "With an open solution, you have lots of choices."

This is the first survey the alliance has done, but it plans to conduct a similar survey annually to track the trends of open-source software in the U.S. government, Martin said.

courtesy @computerworld.com


Google is learning too well from the master

Google shares rose above $700 this week, making the search giant worth more than Cisco, Intel, Apple, or IBM, but still less than Microsoft and General Electric, if just barely. Is the company really worth that kind of money or is this just the effect of a bubble market? Google is on a tear, that's for sure, but I see a few potholes ahead that the company could avoid but probably won't. Part of this stems from Google starting to look, in some ways, a bit like Microsoft. Uh-oh.

I think Google has in the works a global strategy so sweeping and audacious that it is breathtaking, but that's for a future column. This week I want to point out where Google is screwing up, why, and what they should do about it.

My first point is small but significant. If you are a resident of the U.S. you may have used a service called free411.com or 1-800free411. It is a simple service that looks up directory listings for free, saving callers fees of a dollar or more per inquiry. You can look up listings online, but most people call the toll-free number. Where free411 makes its money is by forcing users to listen to an ad before they get the number they are looking for. The service is incredibly successful averaging more than 25 million calls per month.

Free411.com has competitors, of course, and the most daunting just appeared on the market from Google - Goog-411. Goog-411 is actually a bit more sophisticated than free411, offering product and service classifications and suggestions, which, of course, also generate more revenue. But for the most part the two services are comparable.

They should be since Google took a long look at investing in or acquiring free411 under a nondisclosure agreement between the two companies, only to abruptly break off discussions and start its own competing service. Is this beginning to sound familiar? This strategy of getting start-ups to explain their business models and share their technologies was practically invented by Microsoft, which would then break off talks, start a competing product or service and use pressure on industry partners to put the smaller company out of business.

Google doesn't have to behave like this. At their current share price they can acquire any company -- and I mean ANY company -- for little or no cost. Killing little free411 after first cozying up to them is mean-spirited and, if Google continues to behave like this in the future, will hurt the company's reputation long-term. Maybe having a good reputation means little to Google, but it should.

It's time to grow up, kids.

Another problem at Google right now is algorithmic optimization gone mad with the probable result that many of Google's smaller AdWords customers will go broke this Christmas. Killing longtime customers is not a good corporate policy.

Before we get to the details of this little nightmare let's first consider the algorithm's religious significance for Google. Larry and Sergey begat PageRank which begat search which begat AdWords which begat AdSense, which begat the Global Google search and advertising empire that has grown too complex to further characterize in a single, strained Biblical analogy. At the heart of each of these programs is an algorithm embodied in a computer program with each algorithm automagically generating for Google billions of dollars per year. Algorithms -- the smarter the better -- are at the heart of Google's success. But Google's major failing nearly always comes down to confusing algorithmic efficiency with moral, ethical, or even business correctness. Sometimes good algorithms do bad things and the tendency at Google is to simply not care: it was the ALGORITHM's fault. But even worse, since algorithms can't be held responsible like the person who wrote or authorized the use of the algorithm ought to be, there is at Google a sense of unaccountability. Stuff happens, they'll say, when algorithms are fluxing toward optimization and producing collateral damage: it's not our fault.

Only it IS Google's fault. More specifically, it is CEO Eric Schmidt's fault when the company hurts its customers then either pretends it didn't or that the offending code was found under a rock somewhere. I have covered instances of this behavior in the past and it isn't how adult companies are supposed to behave.

Google AdWords used to be a simple and stable way for merchants to make money on the Internet. They'd buy search terms on the Google search engine, their ads would be posted near the search results, and one or two percent of searchers would click on those ads resulting in generally a good living for the advertiser. The system was simple, stable, and would run for months or years with little management on the part of the AdWords purchaser.

But recently Google started messing with AdWords, modifying algorithms and launching new programs that make the company look good to Wall Street, which is always seeking at least the appearance of improvement, but not to Google's AdWords customers.

AdWords customers are suffering from useless pages on unused and "parked" domain pages, or static pages simply filled with ads. The owners of these domains use AdSense participation to suck up more than 30 percent of the total AdWords market. This is one Google program working against another. Nerdtv.com is just such a parked page, owned by someone who won't even answer my e-mails and filled with AdSense ads that just sit there with no relevant page content to support them. And "content" is the issue here since AdWords advertisers have the choice of placing their ads on search pages (along the right side) or on content pages (on the top of the Google.com page, but also on other participating sites). But for some reason AdWords advertisers who opt out of doing content ads are still finding their listings on content sites, including parked domains and MySpace pages.

As always, it comes down to the algorithm. Here's what Google has to say: "Depending on the design of the site, a parked domain site will be classified as either a search site or a content site. That means your ads may show on parked domain sites if your campaign is opted in to the search or content networks." So opting out doesn't always opt you out.

Then there is the expansion of Google Broad Match, which seems to be putting local (geo-specific) ads on the results of national searches. This means if you run a bike shop in Charleston, South Carolina and someone hits your keywords on a search in San Francisco, Google may show them your completely irrelevant ad.

Google Personalized Search now uses the terms from previous searches to help fine-tune the next search, which seems good in principle, but if someone searches first on "childcare" then later on "insurance" they are likely to be served ads for insurance for children, which might not interest them at all.

There are other issues like problems with Google Analytics, and the blogosphere, if you know where to look, is full of this stuff (check my links to the right, please). But what's worst is that this is all taking place in the context of a Google customer support system that is effectively broken. They say it isn't broken, but if it takes weeks to get an answer, customer service is broken.

Google's defense, of course, is that the company will make everything right once you prove to them that they made a mistake. But Google is defendant, judge, and jury. And even if they face reality and do the right thing, it may already be too late for smaller advertisers. An algorithmic change by Google can result in AdWords budgets that worked well for years becoming suddenly depleted. All of the advertiser's money is gone, often with little to show for it. Worse still, there is no money left for ads that might generate revenue. Google says it will do the right thing, but doing that six months later has no effect for a merchant five months out of business.

Google appears to simply not understand this. Maybe with so many big jets parked at Moffett Field they've forgotten what it is like to run a business on little capital. Maybe they don't care.

At the heart of this problem is a flawed computer architecture that makes Google's customer service responses so slow. Google likes to pretend that its distributed architecture can handle anything, but that appears not to be the case here. When a change in the way Google does business bumps up the customer service load, the system becomes brittle and breaks. If Google acknowledges the problem, that generates more queries and the bad system gets even worse, so they say nothing. This isn't peculiar to Google, it happens at eBay, too, where they have to very carefully phase in changes for fear that partner reaction will bring down the system.

So Google says it will do the right thing and maybe even intends to do the right thing, but failures in its IT systems effectively keep it from doing the right thing, which brings us back to Microsoft, which has long been the poster child for inability to follow through because of IT failings.

It's not that Google learned this behavior from Microsoft. It may just be an inevitable part of having an IT monopoly.

There, I said the "M" word.

courtesy @pbs.org


Top most Firing And hiring IT companies in India

Non-Secure IT companies in India

1) IBM --- Right now this is the most firing company for IT professionals. In the last 6 months, this company has fired nearly 20% of their employees because of BG check and performance issues. This is the most insecure company from an IT professional's point of view. They don't have any strategic plans at HR policies regarding employee security. No appraisals (maximum 10%).

2) Accenture --- This is second top most firing company. The firing rate is around 5%. This depends upon outsourced projects; they have a unique system where Accenture development centers around the world bid for a project coming into the company. Currently Philippines centre is taking the cake and the Indian centers are in a firing mode.

3) WIPRO --- Firing people with very frequent back ground checks and firing them with out even experience letters and relieving letters (will mention as terminated from services)but will promise the employees that they will retain them. After the project is over they will fire away. Will threaten of criminal cases against such employees if they oppose the move and has also filed against some.

4) Intel --- Recently joined the league. Running in heavy losses, hence firing 3000 employees in the Banglore center in a phased out manner.

5) CTS --- Has a steady firing policy (checking the Educational background and previous employment and also employee performance in work). In a Recent HCL walk-in, around 50% attendees were from this company. Sadly the I-pods have not helped them.

6) CSC --- Excellent package but fires folks in Background check and those on bench regularly. Recently fired 400+ employees from its subsidiary Covansys.

7) Satyam --- Currently stopped firing. The Attrition rate is very high. No firing from 2005 until now when 1000 employees were fired in Hyderabad.

8) Patni ---- They fired so many employees that currently they are facing understaffing and deficiency with number of employees. Very high attrition rate.

9) Keane India ---- This USA based company is always involved in firing employees. Although they proudly say that they dont have hire and fire policy. Recently they fired java and as400 professionals after which most of the employees have started to pack their bags. Employees change this company within 1 year.

So take care before accepting offers from these companies.

Secure IT companies in India

1) Microsoft --- Has projects till 2050.

2) EDS --- Most secure company in India. Not laid off any of its employees even during 2001. Has lots of projects in Defense and financial areas

3) HP --- Dream Company. In-house and outsourced projects

4) TCS --- A govt. Company.

5) AOL, Google and Yahoo - Best companies to work with, great job satisfaction as well as great salary and work environment. Rarely fires an employee. As they are internet based companies' they offer lots of opportunities to grow.

6) HCL -- A good company to be in. Called as a retirement company.

7) HSBC--- This is the most secure company. It has never fired any employee , even when they know that the employee is showing fake experience.

Cool Aricent--- a communication based software company, has never fired any employee and gives great perks & incentives, lot of projects in kitty. Minimal level of attrition.

9) KPIT Cumminns Infosystems Limited ---- This is the most secure company not known to many. It has presently acquired CG Smith, Bangalore and has lots of projects in pipe line. Acquisitions plans will continue.

Note: Its all about getting information now it's you who have to believe it or not. No any official purpose here. So plsssssss....


Monday, November 5, 2007

METRO....the future of retailing

Future Shop is a Canadian electronics retailer operating a total of 126 stores across all of Canada's provinces as of August, 2007. The company also had locations in the Western United States but they closed down during 1999; most locations became Best Buy.

Future Shop was purchased for over C$500 million by Best Buy Canada on November 4, 2001. Best Buy has continued to operate the Future Shop locations under their original name, although it is now opening Best Buy-branded stores in Canada as well.

Future Shop is a chain electronics store and operates as such; products sold are largely directed at entertainment (such as video game or music-related merchandise) or business (such as desktop computers, computer parts and office software), though appliances are generally sold there as well.

Some of the products that it sells are manufactured by several brands owned by Best Buy: Insignia, Dynex, Rocketfish, and until recently, Geek Squad products.

The most notable of the differences between Future Shop and parent company Best Buy is that while sales people at Best Buy are paid a wage, Future Shop sales people in all sales departments excluding the entertainment department are paid a commission or renumeration based on the products and services (e.g. Extended Warranty) sold.


The METRO Extra "Future Store"

The METRO Extra Future Store in Rheinberg, Germany, is the industry's showplace for radio frequency (RFID) product tagging technology. To an external observer it appears to be just an average, modern supermarket with some high-tech gadgetry and a few aisles of DVD's and CD's thrown in. But in reality, the store was designed as both a living technology laboratory and a model for the future of global retailing.

At the Future Store, companies like Gillette, Procter & Gamble, Kraft, IBM, and Microsoft are testing remote product tracking technologies on live consumers in a real store environment.

The store, which opened in April 2003, has been called a "life-sized petri dish" by the press. IBM, a partner in the project, has publicly referred to the store's customers as "guinea pigs."

Privacy Scandals and Public Backlash

In recent months, the METRO Future Store has been rocked by scandals over privacy, inappropriate use of technology, inadequate customer disclosures, and misleading claims. Many believe that the RFID trial has gotten out of control and should be halted.

Kather

ine Albrecht, Founder and Director of CASPIAN (the organization that created this website), toured the Future Store on January 31, 2004 and discovered problems ranging from RFID tags hidden in the store's loyalty cards to shopping carts that track customer movements and RFID tag "deactivation" stations that do not work as claimed.
CASPIAN then worked with German privacy organization FoeBuD to raise awareness among the German public about RFID, and to educate consumers about its misuse at the Future Store. The result was over 100 newspaper, magazine, television, and radio features across Germany -- including front page headline stories -- informing German shoppers of the risks associated with METRO's controversial use of RFID.

German consumers have been outraged to discover the unwitting role they have played in advancing this technology and are making it clear that they will not tolerate being used as guinea pigs by the RFID industry.

The public backlash has put enormous pressure on METRO to end the trials. In addition to being targeted by a consumer protest involving more than a dozen German privacy and civil liberties groups, the store and its partners have come under investigation by the office of the German Privacy Commissioner and could be facing legal action. In response, METRO has already begun at least a partial retreat, announcing on February 26th that it will no longer hide RFID tags in its loyalty cards.

METRO unveils the ‘store of the future’ with help from Microsoft

Real-time collaboration technology helps managers run a highly efficient operation


At first glance, the Future Store looks like an ordinary supermarket, with wide aisles, bustling shoppers, and counters filled with fresh produce. But this technology-testing grocery store located in the quiet town of Rheinberg, Germany, is helping to define the future of retail.

The supermarket's operator, Germany's METRO Group, learns from the Future Store how to drive efficiency in its retail operations. The key to greater efficiency, they've found, is real-time information-sharing and tighter collaboration up and down the supply chain, says Dr. Gerd Wolfram, executive manager for the Future Store initiative.

Current experiments at the Future Store include intelligent scales that automatically recognize, weigh, and price produce, and smart shelves that count shelf inventory and detect product mix-ups. Another experiment gives employees immediate access to point-of-sale (POS) information, letting supervisors better manage the supermarket and detect possible fraud.

Microsoft offers fresh, powerful solutions

METRO Group's operations generate 50 billion Euros ($66.5 billion US) a year in revenue, making it the world's fourth-largest retailer. The company's brands, located in 28 countries, include: department store Kaufhof Galleria; wholesaler METRO Cash & Carry; Real and Extra in food retailing; Praktiker in home improvement; and Media Markt in consumer electronics.

Microsoft technologies play a large role in Future Store experiments, especially in fostering collaboration. Zygmunt Mierdorf, METRO Group's CIO and executive vice president of human resources, credits Microsoft SharePoint Portal Server, Microsoft BizTalk Server, and the development tools that use Extended Markup Language (XML) standards. He also notes Microsoft as a leader in handling Radio Frequency Identification (RFID) and Electronic Product Codes (EPC).

"In the new fields of RFID and EPC, Microsoft is offering fresh, powerful solutions," says Mierdorf. "Especially in real-time retail software and in middleware, Microsoft has the building blocks where all of the data coming from the RFID readers will be filtered to discover alert situations and then go out to other applications in real time to react to those alerts."

Microsoft technologies even let customers use personal shopping assistants (PSAs) to locate items and keep tallies of what they've picked. The METRO Group singles out three benefits Microsoft technologies bring to retailing:

Fast development—four to six weeks in many cases

Easy interfaces that allow access to different inputs and outputs on a variety of devices

Powerful software functionality

The role Microsoft technologies play at the METRO Group Future Store is documented in video form. See below for links.

Facts About METRO

"METRO Group pursues...
expansion and internationalization."

- METRO AG Website



METRO AG is Germany's largest retailer and the fifth largest retailer in the world. Metro operates more than 2,300 retail stores in 28 countries, including supermarkets, hypermarkets, department stores, home improvement stores, and consumer electronics stores under the Cash & Carry, Real, Extra, Media Market, Praktiker, and Galeria Kaufhof banners. The company employs 235,000 people.

METRO's growth in recent decades has been fueled by aggressive acquisition of smaller retail chains around the globe. While the company lists "internationalization" as a key objective, METRO CEO, Dr. Hans-Joachim Korber, denies that METRO is "building an empire."

the website of the store is http://www.future-store.org/servlet/PB/menu/1007054/index.html

You can see lots and lots of amazing videos about the future shop a latest trend in retail. Check the links.


What happened to the good old-fashioned MCSE?

Windows Server 2008 will be released early next year. That’s right…I said it, another major server OS will be released with undoubtedly more to learn! However, with this release, Microsoft is also rolling out major changes to its certification program. All of us old MCSEs are in for some big changes.

For example, the MCSE we’re all familiar with is going away. Yep, you heard it, completely going away! Instead, new certification titles, like MCTS, or Microsoft Certified Technology Specialist: Active Directory Configuration or Application Platform Configuration, will be the certification de jour.

Here’s an overview of the new Windows Server 2008 certification program. Specifically, it will address:

  • New changes in the Windows Server 2008 certification program
  • What you need to do to transition your Windows Server 2003 MCSE skills to 2008
  • What you need to do to go from Windows 2000 MCSE to 2008
  • Learn practical tips on what you can do now to start planning

The world’s most popular certification is going through a major remodel-are you ready?

[Note: The MCP and MCSA have been excluded from this article with the focus being only on the MCSE.]

First look: What’s changed?

After years of complaints about the MCSE being far too ordinary and too generic, Microsoft is taking a new approach to its certifications. Instead of offering a more generically themed program (like the traditional MCSE), Microsoft is creating certifications that are more tightly focused on specific roles and skill sets. These changes are part of a larger effort to revamp the entire certification program (which includes more than Windows Server 2008). However, for traditional MCSEs, Windows Server 2008 is where we’ll see the most changes.

These new tracks are referred to as the Technology Series and the Professional Series.

Technology Series–Microsoft wants to provide a means for cert holders to demonstrate proficiency in a specific technology area, like configuring the Active Directory or Vista. These certifications are known as Microsoft Certified Technical Specialist (MCTS) and are very technologically focused.

Professional Series-Here, there are two focus areas: IT Professional and Professional Developer. I’ve excluded the Developer series from this article, as most traditional MCSEs will likely not be on the Developer track. Professional certifications allow a person to demonstrate they can perform a job like Server Administrator. A person who earns a Professional certification will be known as a Microsoft Certified IT Professional, or MCITP.

They also require earning the equivalent technology certification (MCTS) in the corresponding Microsoft product. Each focus area has generally one to three exams. For most MCSEs, there are two Professional Certifications that will likely be right in your wheelhouse. I list them below, and include the necessary exams. The “TS” next to each exam number denotes an MCTS exam, while the “Pro” denotes an MCITP exam.

Server Administrator

  • 70-642: TS: Windows Server 2008 Network Infrastructure Configuring
  • 70-640: TS: Windows Server 2008 Active Directory, Configuring
  • 70-646: Pro: Windows Server 2008 Administrator

Enterprise Administrator

  • 70-620: TS: Configuring Microsoft Windows Vista Client or 70-624: TS: Deploying and Maintaining Windows Vista Client and 2007 Microsoft Office System Desktops
  • 70-643: TS: Windows Server 2008 Applications Platform, Configuring
  • 70-642: TS: Windows Server 2008 Network Infrastructure Configuring
  • 70-640: TS: Windows Server 2008 Active Directory, Configuring
  • 70-647: Pro: Windows Server 2008 Enterprise Administrator

The theory with these new programs is that they allow for more specificity by creating very tightly focused certifications and emphasizing actual real world job roles, thus making it easier for prospective employers to judge abilities and talents. I’m already having nightmares about the alphabet soup that the already lengthy signature blocks will become. We may be seeing something like this:

John Smith, Network Engineer, MCSE (NT 4.0), MCSE+I (Windows Server 2000 and Windows Server 2003), MCSA (Windows Server 2000 and Windows Server 2003), MCTS: Windows Server 2008 - Active Directory Configuration, MCTS: Windows Server 2008 - Network Infrastructure Configuration, MCTS: Windows Server 2008 - Application Platform Configuration, MCITP: Enterprise Administrator…and so on…

Good Grief!

And finally, in a move that not only keeps technologists current, but, coincidentally, also generates consistent revenue for Microsoft, the new MCTS certifications expire. In fact, they expire when the specific technology expires. The MCITP also requires re-certification-every three years! However, in most cases, MCITP re-up will be a single exam, and it will probably be the latest MCTS exam.

Transition your Windows Server 2003 MCSE to 2008

If you’re a Windows Server 2003 MCSE (W2k3MCSE), the path to achieve certification depends on what your goals are. Because the MCSE doesn’t exist in Windows Server 2008 you have to “transfer” your certification skills, as a Microsoft calls it, to the new MCTS track (and then if you’d like, tack on the applicable MCITP certification).

Microsoft has created a new exam entitled “70-649: TS: Upgrading your MCSE on Windows Server 2003 to MCTS on Windows Server 2008.” When you pass it, you will earn three MCTS qualifications in one swoop:

  • MCTS: Windows Server 2008 - Active Directory Configuration
  • MCTS: Windows Server 2008 - Network Infrastructure Configuration
  • MCTS: Windows Server 2008 - Application Platform Configuration

A W2k3MCSE who isn’t interested in such a large exam could take individual MCTS exams in each of the aforementioned technology areas. However, if you’re looking for a less circuitous route and you don’t mind taking the daunting single exam, the 70-649 is probably the better approach.

It’s important to note that Microsoft is transitioning folks to the TS level, but there’s no transition plan to move people directly to the Professional level. You can still get there, but you have to transition to the TS level first, and then take the remaining exams at whatever professional level you are seeking, just like any other MCITP seeker.

For example, if you’re a W2k3MCSE and you want to be a MCITP Enterprise Administrator you’d have to:

  1. Take 70-649 to transition your skills to the new MCTS
  2. Select a desktop MCTS (70-620 or 70-624)
  3. Take the 70-647 Enterprise Administrator Professional Exam

If you only wanted to obtain the MCITP Server Administrator, you’d have to:

  1. Take 70-649 to transition your skills to the new MCTS certifications
  2. Take the 70-646 Server Administrator Professional Exam

As I mentioned before, I’ve left the MCSA out of the discussion here, but you will find a similar, if slightly less difficult, path to upgrade a Windows Server 2003 MCSA to Windows Server 2008. Check out the following link for more information on MCSAs: http://www.microsoft.com/learning/mcp/mcsa/windowsserver2008/default.mspx.

Going from Windows 2000 MCSE to 2008?

If you’re a Windows 2000 MCSE or, for that matter, any non-W2k3MCSE (NT 4.0), you’re out of luck. There’s no transition path from Windows 2000 (or anything earlier) to Windows Server 2008. Instead, depending on how far along you are with your Windows Server 2003 MCSE, you have two choices:

  1. Complete your upgrade to Windows Server 2003 (thus making your transition to Windows Server 2008 a bit shorter), or
  2. Start fresh with Windows Server 2008

It actually may be easier to upgrade to Windows Server 2003 MCSE in order to make for an easier transition to Windows Server 2008.

[REMINDER: The two exams a Windows 2000 MCSE needs to take to upgrade to Windows Server 2003 (without taking the long route), 70-292 and 70-296 are currently scheduled for discontinuation on March 31, 2008.]

Start planning now!

The time to get your plans in order is now, what with the W2k3MCSE upgrade exams set to expire in March 2008. If you’re a Windows 2000 MCSE, consider the upgrade path to W2k3MCSE first-it may make your Windows Server 2008 transition much easier.

If you’re already a W2k3MCSE, start looking at the new Windows Server 2008 technology. There are already some beta examinations available. Microsoft has also indicated that final versions of the exams will be released shortly after the technology’s Release-To-Market date:

  • TS Exam Goals Release Date: 30 days post RTM
  • Pro Exam Goals Release Date: 60 days post RTM



What causes employee negativity?

In 2003, global professional services firm Towers Perrin conducted a survey of some U.S. and Canadian companies that identified five elements that largely generate most of the current negativity among their workers. The five elements are:

* An excessive workload
* Concerns about management’s ability to lead the company successfully
* Anxiety about the future security of their job, income and retirement
* Boredom and lack of challenge in their work, intensifying their frustration with their workload
* Insufficient recognition for the level of contribution and effort they provide and concerns that pay isn’t commensurate with performance.

Interestingly, when asked, senior HR executives of the same companies admitted to being aware of employee negativity, but cited different reasons for it. Specifically, according to the study, they "underestimated employees’ need to feel connected to and competent in their work, their desire to build competencies and their wish for recognition."

Let's take a poll among the TechRepublic audience. If you had to rate which of the above elements MOST causes negativity in yourself, which would it be?

The dumb things organizations do to mess up team building

I ran across an article the other day on about.com, written by Human Resources specialist Susan M. Heathfield. In the article, Heathfield cites 20 dumb things that organizations can do to screw up their relationship with the people who work for them. Here are a couple of my personal "favorites." I've seen these things seriously impair employee relations and foster a great deal of negativity among staffers. My comments are in parentheses.

* Appraise the performance of individuals and provide bonuses for the performance of individuals and complain that you can't get your staff working as a team. (I personally know of no organization whose employees operate independently of each other. Any employee's success is almost always dependent on the good work of a fellow employee.)
* Ask people for their opinions, ideas, and continuous improvement suggestions, and fail to implement their suggestions or empower them to do so. Better? Don’t even provide feedback about whether the idea was considered. (Never underestimate employees' abilities to know they are being patronized.)
* Make up new rules for everyone to follow as a means to address the failings of a few. (Ever heard the expression about one bad apple spoiling the whole barrel?)
* Make a decision and then ask people for their input as if their feedback mattered. (How infuriating is it to be asked how you like a decision when there is absolutely nothing you can do or say to reverse it? It's less insulting to just not be asked at all.)

Management Blunder of the Month October

Anyone can make a mistake, right?

Misunderstanding a situation, shooting ourselves in the foot, failing to take action as or when required - these things happen occasionally. It comes with the territory when you’re in a management role. And, as long as our good decisions outweigh our goofs, we’re usually OK by the time for the annual review and bonus conversations roll around.

But sometimes, we screw up in such a colossal manner, that nothing is going to overcome the lingering affects. At those times, you either move on to someplace else or another person makes the decision that it’s time for you to “take some time to be with your family.”

Because we can learn from others’ mistakes, I intend to use this space occasionally to highlight some of the humdingers. This month, it’s FEMA. For those of you who don’t know, that’s the Federal government’s emergency management agency. It’s in place to coordinate, support, and augment the efforts of all the various agencies at local and state levels which are in place to deal with crises. FEMA is one of those agencies that everyone is supposed to love and look forward to having around in difficult times. And up until about 2004, it was highly regarded. However, as a result of some changes organizationally that took away much of its autonomy and budget decision authority, it’s not so fab any longer.

Over the last week or so, California’s been experiencing some very bad fires. Thousands of people have been affected. This is precisely the kind of very demanding situation where a leader’s good management skills become clear to everyone around her or him. Or not.

Faced with some unfavorable press about its reaction to the fires, the guy in charge of FEMA’s communications decided that a press conference was required to show the world that the agency was on top of the situation and doing a good job.

This, in itself, was good thinking. It works in any organization. If you’re under a microscope, go out of your way to show that you know what needs to be done and that you have the skill set to get the tasks completed successfully. Don’t wait for others to come looking (and maybe finding) weak links in your chain of management.

But with all management decisions, it’s the execution that counts. A good idea comes across as very dumb if poorly executed. That’s what happened at FEMA.

Rather than have a real press conference; they staged one. In the staged conference, employees of the organization played the role of the press. They threw a few powder puff questions at the man who was playing the communicator and for a few minutes it looked like it was going to work. The “press” would ask, “How do you feel about FEMA’s response to the fires?” The spokesman would reply, “I am pleased with how were doing out there.”

And (I guess the plan said) everyone would watch and believe. There would no longer be any worry about FEMA’s work or capability. But trying to fool the press isn’t so easy. FEMA got busted for being phony.

The guy who staged this debacle, John Philbin, was earlier scheduled to be moved up the ladder before this occurred. He was going to become the head of Public Affairs for National Intelligence next week. But instead he got fired. (What does it say about National Intelligence if they wanted a communications guy like this?)

What can we learn from this management blunder?

1. You can still fool some of the people some of the time. But if you’ve made a big mistake in the past (remember Katrina’s press statements), bear in mind that your credibility will be tainted. People will watch your every action more closely from then on. In this case, it’s likely that some members of the press and the government were waiting for FEMA to hit a banana peel again so they could jump on them. Same thing happens in all organizations.

2. Good work usually speaks for itself. When we start to believe that we get past mistakes by managing communication flows, we start to miss the point of why we’re there in the first place. This can breed a very bad management philosophy which invariably filters down throughout the entire organization.

3. Bad management can’t hide behind BS forever. If someone’s a crappy manager, they can BS their way through it for a while. It’s frustrating to watch someone getting away with a poor performance by conning others - but it usually catches up to them. Even naive bosses have some intuition and catch on after a while. Then the BS’er gets busted.

And recognize this one when noodling about a new job opportunity -

4. Don’t attach your star to an unhealthy environment. Even good managers at FEMA are now tarred by the actions of senior leaders. It’s not going to be easy to move to other organizations with that on the resume.

Saturday, November 3, 2007

Keyword Optimize Your Resume

Applying for a job without knowing somebody at the company first often feels like a quixotic mission. You throw your resume into the faceless online job site grinder and hope a human being somewhere along the way recognizes your obvious talents and relevant life and work experience. Good luck with that, Don!

Here’s how to put keyword optimization to work getting your resume discovered.


Use “preferable” terms. This one comes from Pinny Cohen. Recruiters and HR people are bound to search on the most obvious or common terms when seeking out candidates to forward to a hiring manager. So how do you figure out what terms people might be looking for? Cohen mentions a page updated weekly by job site TheLadders.com, which lists the 100 top recruiter search words. Using these instead of more creative phrasing will help those recruiters find you.

Include a keyword summary. CareerPerfect advises that you add this at the beginning of a resume even if you’ve used keywords throughout for three reasons:

  • It lets you offer up variations on the keyword that may not fit elsewhere in the file.
  • The more keywords you have, the greater the keyword density, which can help your ranking.
  • You’re more likely to cover alternative keywords that might be used by the searcher.

The site advises separating keywords with commas or periods.

Integrate the keywords in a “Qualification Summary.” Pat Kendall of Advanced Resume Concepts says that search engines for job sites are becoming sophisticated enough to read keywords in context, and therefore they can figure out if your keywords are legitimate based on the text that surrounds them. Therefore, just providing a laundry list of keywords won’t necessarily be as effective as a summary statement that provides the human element.

She offers two examples. Here’s a sample of a non-”keyword loaded” summary:

Achievement-oriented with 15 years of successful experience and proven ability to meet objectives, communicate with clients, and quickly excel in new industries.

Here’s a “keyword-heavy” sample:

Achievement-oriented sales professional with 15 years of success in international trade and global marketing. Skilled in developing marketing programs, coordinating new product introductions and providing customer support. Proven track record in cold calling, new business development and key account management.

Use keywords inconsistently. As job-hunt.org reminds us, you don’t know if the recruiter will type in MA, Mass or Massachusetts, so cover all bases if that’s where you’re looking for work.

Get the top keywords into titles. As “Pimp Your Work” points out, the location of keywords within your resume is important. “For example, if the keyword is in your title, you’ll have a better chance of ranking high rather than if it were just in your profile body.”

Get keyword hints from the job listing itself. According to Monster.com “resume expert” Kim Isaacs, if you study the particular job listing, “you’ll be able to get into the mind of employers who literally spell out what they’re looking for.”

Here’s an example she provides:

Requirements: The qualified candidate will have a minimum of five years of human resource experience in a fast-paced environment with strong knowledge of benefits administration including medical, dental, life, 401(k) and COBRA. Proficiency in MS Office programs is required. Bachelor’s degree preferred.

What have you figured out about optimizing your resume?

courtesy @webworkerdaily.com



Top 10 Free Video Rippers, Encoders, and Converters



So many video file formats, so many handheld video players, so many online video sites, and so little time. To have your favorite clips how you want them—whether that's on your DVR, iPod, PSP or desktop—you need the right utility to convert 'em into the format that works for you. Commercial video converter software's aplenty, but there are several solid free utilities that can convert your video files on every operating system, or if you've just got a web browser and a quick clip. Put DVDs on your iPod, YouTube videos on DVD, or convert any video file with today's top 10 free video rippers, encoders and converters.



10. VLC media player (Open source/All platforms)
vlc.png Ok, so VLC is a media player, not converter, but if you're watching digital video, it's a must-have—plus VLC can indeed rip DVD's, as well as play ripped discs in ISO format (no actual optical media required.) VLC can also play FLV files downloaded from YouTube et al, no conversion to AVI required. Since there's a portable version, VLC's a nice choice for getting your DVD rips/saved YouTube video watching on wherever you go.

9. MediaCoder (Open source/Windows)
Batch convert audio and video compression formats with the open source Media Coder for Windows, which works with a long laundry lists of formats, including MP3, Ogg Vorbis, AAC, AAC+, AAC+V2, MusePack, WMA, RealAudio, AVI, MPEG/VOB, Matroska, MP4, RealMedia, ASF/WMV, Quicktime, and OGM, to name a few.

8. Avi2Dvd (Freeware/Windows)

Make your video files burnable to a DVD with Avi2Dvd, a utility that converts Avi/Ogm/Mkv/Wmv/Dvd files to Dvd/Svcd/Vcd format. Avi2Dvd can also produce DVD menus with chapter, audio, and subtitle buttons.

7. Videora Converter (Freeware/Windows only)

Videora Converter is a set of programs, each designed to convert regular PC video files into a format tailored to your favorite video-playing handheld device. The Videora program list includes iPod Video Converter (for 5th gen iPods), iPod classic Video Converter (for 6th gen classic iPods), iPod nano Video Converter (for 3rd gen iPod nanos), iPod touch Video Converter, iPhone Video Converter, Videora Apple TV Converter, PSP Video 9, Videora Xbox360 Converter, Videora TiVo Converter, and Videora PMP Converter. Lifehacker alum Rick Broida used Videora in conjunction with DVD Decrypter to copy DVDs to his iPod.

Honorable Mention: Ares Tube for Windows converts YouTube and other online videos to iPod format.

6. Any Video Converter (Freeware/Windows only)

anyvideoconverter.jpg Convert almost all video formats including DivX, XviD, MOV, rm, rmvb, MPEG, VOB, DVD, WMV, AVI to MPEG-4 movie format for iPod/PSP or other portable video device, MP4 player or smart phone with Any Video Converter, which also supports user-defined video file formats as the output. Batch process multiple files that AVC saves to a pre-selected directory folder, leaving the original files untouched.

5. Hey!Watch (webapp)

Web application Hey!Watch converts video located on your computer desktop as well as clips hosted on video sites. Upload your video to Hey!Watch to encode it into a wide variety of file formats, like H264, MP4, WMV, DivX, HD Video, Mobile 3GP/MP4, iPod, Archos and PSP. Hey!Watch only allows for 10MB of video uploads per month for free, and from there you pay for what you use, but it's got lots of neat features for video publishers like podcast feed generation and automatic batch processing with options you set once.

4. VidDownloader (webapp)

When you don't want to mess with installing software to grab that priceless YouTube clip before it gets yanked, head over to web site VidDownloader which sucks in videos from all the big streaming sites (YouTube, Google Video, iFilm, Blip.TV, DailyMotion, etc.), converts 'em for you to a playable format and offers them for download. Other downloaders for online video sites buy you a Flash FLV file, but VidDownloader spits back an AVI file.

3. iSquint (Freeware/Mac OS X only)

isquinthero.pngConvert any video file to iPod-sized versions and automatically add the results to your iTunes library. iSquint is free, but Lifehacker readers have praised the pay-for iSquint upgrade, VisualHub, which offers more advanced options for a $23 license fee. Check out the feature comparison chart between iSquint and VisualHub.

2. DVD Shrink (Freeware/Windows only)

Copy a DVD to your hard drive and leave off all the extras like bonus footage, trailers and other extras to save space with DVD Shrink. Download Adam's one-click AutoHotkey/DVD Shrink utility to rip your DVDs to your hard drive for skip-free video play from scratchy optical media.

Honorable mention: DVD Decrypter (beware of advertisement interstitial page), which Windows peeps can use to copy DVDs to their iPods.

1. Handbrake (Open source/Windows, Mac)


Back up your DVD's to digital file with this open source DVD to MPEG-4 converter app. See also how to rip DVDs to your iPod with Handbrake.
handbrake1.png
What's your favorite way to convert video to the right format? Did we miss any good ones in this list? Let us know in the comments.



courtesy @lifehacker.com