Organisation Chart
Drawing Tools
See enclosed cutting from Express Computer. I
am sure there must be hundreds of software products available in the market
offering facility for an HR manager to construct his own company’s Organisation-Chart.
I would not be surprised if many such software
tools are even “freeware” !
I suppose these softwares would permit construction
of Orgganisation Charts, as per sample enclose.
Some (software) tools may even permit entering
in each “position-slot”, informations such as
Ø Joining Date
Ø Birth Date (or Age)
Ø Cadre
Ø Current Salary
Ø Total years of experience
Ø Educational Qualification
etc. etc.
Each slot / position, becomes a kind of
“mini-resume / snapshot-at-a-glance”
Then there could (conceivably) be such
organisation charting Tools where when you move your cursor over the
“designation position – Name”, a window open-up, displaying, complete
JOB – DISCRIPTION
For that
position !
If a
company is systematically organized and has already created a
MANUAL OF JOB-DESCRIPTIONS
For all positions, in the company, then, to provide
such a “mouse-over” feature is not difficult at all !
Our
(longterm) objective should be to find (-or develop inhouse?) such an organization
charting software, and integrate it, with our
Guru AD Compose
If we
succeed in this (-and we must), then, everytime /anytime, an executive resigns
/ retire and need arises to fill that slot / vacancy,
All that
the Recruitment Manager has to do is to open the organization chart and double-click
on the position-slot / Block !
And presto !
Draft advertisement appears before his eyes !
-ready for editing.
As simple as that ! you cannot get any simpler
than this.
Recruitment managers around the world, would
love this “elegance”.
“No-fuss-recruiting” at its best !
This “vision” should not hold-up development of
V1.0 of GuruAdCompose (-for which, I would like to see a project-plan in net
2/3 days), but Inder should continue his R&D along this line (including
calling S.K. Consultancy to give us all a demo.
Sample of a Typical Organisation Chart
-------------------------------------------------------------
Organisation Name: Larsen and Toubro Limited.
Rahul
Resume Rater V 3.0
Ø We discussed this yesterday.
Ø It has the potential to become a
killer App.
Ø We can develop it using Google
Desktop API – in which case Google will host it on their own website ! This can
popularize RR V3 in a very big way, around the world.
Ø I am in two minds – whether to
develop RR V 3.0 as,
o
totally
separate version, based on Google Desktop.
OR
o
integrate
Google Desktop as an additional feature into V 2.0, leaving intact all the
existing features of V 2.0
I think you will be the best person
to judge this issue from technology
application viewpoint.
Ø From recruiters/users perspective,
it would be better if he has to install only ONE version, whether, he wants
to search and rate resume lying in
à A specific folder
Or
à On entire hard disk
eg. Two clickable buttons of our
main page U/I of RR
After you
have downloaded Google Desktop, it will take, from a few minutes to a few
hours, to index the content of your hard disk. Of course, this is a
onetime/first time effort.
Search-results
should be displayed as per our existing display-grid, in the descending order
of raw-scores
One more
thought.
Today, we
are dependent upon user resetting the counter, in order for our website counter
to change.
How can we eliminate this
“dependency”?
Can our
counter change, as soon as user clicks on some button? eg.
But then,
he may not be online at that time!
Nor can we
reduce the “reset-limit” from 1000 to (say) 100!
Chances
are, there may be 10,000 resumes on his hard disk – all of which, he wants searched/rated – simply because he is too
lazy to select any particular folder.
In fact,
the very idea (behind integrating Google Desktop in V3.0) came from the fact
that a typical recruiter can only remember the folders that he has created
during last 10/15 days – at most.
Whereas,
The best
resumes may be lying hidden in folders that he created 2 months/& months/8
months ago!
Who, then
hell has time/patience to search through 69 folders created during last 12
months, to find select, those one/two, which are likely to yield best resumes?
This I
simply two much to ask!
This is
enormous “process-frictions”, which limits the benefits of RR V2.0. this is why
we need Google Desktop.
Which
means, even the current “reset” limits of 1000 may not work! Will not work!
We will
need to raise it to 50, 000! We just
don’t know, how many resumes are lying on the hard disk of a
WIPRO/Infosys/IBM/Accenture recruiter!
Of course,
I don’t expect “rating process time” to increase appreciably because, like
ISYS, Google Desktop has already indexed all documents – and against each
document, created a database of several hundred “words”.
Altogether
several million – or a billion – words.
So finding takes a few seconds at most (see how fast
ISYS does it).
May be we
can employ “reset counter” only when a user uses to
rate
and
use some automatic (counter update)
process when he uses
·
option.
Another
thing.
IN RR V3.0,
can we “harvest” entire resume, instead of merely harvesting email ID?
Of course, we don’t want to harvest
all 50,000 resumes on hard disk, again and again 10 times in a day, if a
user
10 times a day, for (in sequence),
-
Java
-
ASP
-
VB
-
Ajax
-
Windows
etc. etc.
But, conceivably, during (or at the end of each
rating process), we could harvest only those resumes, which scored ≥ 60. This will eliminate most of
“duplication”.
Obviously,
during each rating, the nos of resumes scoring ≥ 60, will vary,
from a few to a few dozen – which is OK.
We will
create, on our webserver
-
86
IT skill folders
-
43
Non-IT skill folders
and,
deposit/store
the harvested resumes into respective folders.
This way,
we will create a huge database of “Scored” resumes (in descending order, too)
for all functions and all skills.
Jobsites
Indianfresher.com
Google
Desktop
-
http://code.google.com/?utim-source=en-app
-
Developer
Home
-
Developer
Resources
-
Google
chart API
-
Google
Desktop SDK
Google code
home > Google desktop SDK,
Gadget API
Search API
|
This
is new Avator of “Ready Reckoner” |
11-03-2007 |
|||||||||||||||||||||||||||||||||
|
WHO
TO CALL? |
HR Manager |
|||||||||||||||||||||||||||||||||
|
Dear HR Manger/Head
Hunter Today morning
yesterday you advertise for a “JAVA” professional and received 153 text
resumes -flooding your mailbox. Boss (or client)
wants to interview 5 “best” candidates tomorrow! So, you must send out interview-calls (emails or better
phone-calls) by 3pm today. Q: How can you decide
which 5 to all-up? – without reading through those 153 text resumes by 2 pm?
You don’t have time and you cannot rely on inexperienced assistants to read
and rate objectively. Of course, if those were Profiles (instead of
text resumes), then there was no problem. Even your inexperience assistant could have re-arranged those 153
Profiles in descending order of percentile-score. But till such time
ou must deal with text resumes. No Problem. Just ask our Resume
Rate software to Ø read Ø rate Ø rank those 153 text resumes – all in matter of couple
of minutes! Just follow these
steps.
In the box below,
type the names of the candidates and against each name, paste his text resume
|
Since this will be a PAID service,
Log-In is must. |
|||||||||||||||||||||||||||||||||
|
What kind of
professionals are these candidates? Selection ● IT Professional O Non-IT Professional (obviously, a Java
guy is an IT Professional)
From the drop list
of IT Professionals, Select “JAVA” – then click Our Resume Rater
software can rate/rank text resumes on any ONE skills at a time
(Apple-for-apple comparison, since all applicants claim to possess the
“advertised skill”). Of course, you can repeat the process for any other
skill – without having to re enter the data.
Wait! Resume Rater
is processing our instructions! Progress Bar
Resume Rater has
read the resumes, rated these and arranged these in the descending order of
the Raw Scores assigned to each resume. Just open/read the
top 5 (to satisfy yourself that these are the best, you may even read the
bottom 5!) Now phone them to fix-up
Interview Time! Swati
|
|
|||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
There will be no charge for opening and viewing
resume but we will charge Re 1/- per resume for processing (for each new
processing as well)
Deepa / Abhi
May be, this website gives you URLs of many newspapers and magazines. Those which
are business related magazines, you may want to add to drop-list of URLs in HARVESTER.
You will find executive names in Business Magazines only.
Deepa / Abhi
Searching for Executive-Names, using HARVESTER/ GOOGEL combination
We have concluded that, may be 70% - 80% of,
the sentences, contain
Ø Says
Ø Said
Ø according to
Ø “……………………” (Quote marks)
But from enclosed write-up, I found some more “keywords”, which
you may want to experiment with – and if found productive -may want to add into
the “Keyword Dropdown list” in Harvester. These are
Ø lost
Ø quit
Ø put in paper/put in his papers
Ø take over as
Ø put in (his) resignation
Ø left
Ø (has/have) moved on
Ø (has/have) joined
Ø has been appointed as
Ø (He) will take over
Ø will report to
Ø Replaces joined
Reji / Abhi
“Harvester”
Ø Please file this note in the file
given to you. I have no copy.
Ø Enclosed find
à A few “Express Computer” copies, in
which I have highlighted the executive names. I have also circled the keywords
which appear somewhere in the sentence which contains the executive’s name
à Compilation of these keywords.
Please remember that this compilation is only for “Express computer”. In the
folder given to you earlier there are similar compilations for Business world /
Business India etc.
Ø If we plan/intend to carryout the
actual “extraction/harvesting” ONLINE, then time-to-harvest, becomes
crucial. In this case, we need to have a relatively short list of the keywords
(to match and highlight the relevant sentence).
In this case, it would be best to
have “CUSTOMIZED” keyword shortlists, one each, for each newspaper/ magazine.
The journalists have their own style/ preferences of writing. Each journalist has his own “pattern”.
Hence in a given newspaper or magazine ONE PATTERN (of keywords usage) gets
established, which, generally does not change frequently.
So, a customized list of keywords
would take less time to locate & highlight the relevant sentences.
This means, depending upon the
newspaper/magazine chosen by Vitthal/Samta, the software will automatically
select the RELEVANT/CUSTOMIZED list of keywords for match-making.
Ø If we were to download
pages/articles first and then do the harvesting OFFLINE, then we could
afford to merge all individual “keyword Lists” (of all newspapers &
magazines) and have ONE/LARGE list. Of course, this would drastically slowdown
the harvesting but then, it may not matter since we would be doing the
harvesting OFFLINE!
We may, eventually, develop a web
spider, which simply, keeps visiting one website after another (based on a
pre-decided list given by us) and keeps downloading all the pages. This
downloading activity can go on, on one machine, around the clock.
On a second machine, harvesting can
go on, simultaneously, but OFFLINE! So, in this scenario of
split-working, time for harvesting is not critical. On the other hand, by
having a SINGLE/LARGE, list of keywords, we would achieve, a high level of
extraction accuracy.
Ø Our eventual goal would be to
develop a COMPOSITE/COMBINED
“SPIDER-CUM-HARVESTER’
Which would visit the
pre-decided (Pre-configured) websites,
locate the “executive name/designation/company name” and automatically create a
database without any human intervention!
But we must take one-step at a time.
Let us first come out with version 1.0 as soon as possible, so that we can
improve my own productivity 9of manual marking in magazines) as also
Productivity of Vitthal/Samta!
Ø In any case, as discussed yesterday,
I would like you to capture/store the relevant sentence (in which the name of
executive’s name appears) against the name of the executive.
The sentence must also carry the
“source-Name” and the (system) date.
Idea is that, if a given executive’s
name appears in 4 different magazines at 4 different times, over a period of
one year (or any length of time), then by clicking on the name of
executive, we should be able to
see/view, all the 4 “sentences” from which his name was picked-out. This way
the consultant would get a “HISTORICAL PERPECTIVE/OVERVIEW” of the concerned
executive. This would dramatically
improve the probability of our being able to fine and recommend to client – the
most appropriate candidate. Such an “automatic” research into the background of
a given candidate would help us
check-out his “antecedents” with his previous employers. This becomes a very
valuable input into our headhunting process.
HARVESTER
Extraction Logic for “Express Computer”
Says…………………. / says that ……………………..
-------------------point out
According to ………………… / …………..according to
……………………
------------------- Said / said…………………/ said that……………… believes that
…………………….warns that
agreed that/ ……………………agrees, / ………….. agrees that…………………
------------------- state that /
………….states…………………..
-------------------asserts that…………………
-------------------believes that …………………….
-------------------adds,
Explains………………………..
------------------- feels …………………/ felt……………. /
…………………feels that ……………..
Adds…………….. /
Added……………………/ Adds that…………………………….
------------------- expects………………….
Points to ……………….. / ……………………. Points out that
………………. / points out…………………… comments…………………..
Confirm…………………… / ……………………….confirmed
………………………..declares…………………………
In ‘s opinion……………………
……………….predicts……………………….
…………………..cautions……………………..
……………………. emphasizes……………………………..
Agrees……………………………..
Opines………………………
-------------------said………………………………
-------------------told………………………….
……………………..suggests…………………………
…………………..points to ……………………….
……………………argues that………………………
------------------ decided to ……………………..
In his estimate……………………….
------------------- informs …………………… /
informed………………..
------------------- attributes………………….
------------------- concludes. /
…………………concludes……………………
------------------- recalls …………………………
------------------- sums it up…………………. /
…………………sums up………………../
------------------- informs………………………..
------------------- observes…………………..
------------------- further added……………..
------------------- answers that…………………..
…………………… remarks ……………………….
……………………. Puts it…………………….
………………….. admits …………………………./
…………………………..admits that……………………
Claims………………………….. / ……………………..claims
that………………………….
In the word of
…………………………………………..
Argues…………………………… / argues.
Pointed out that …………………………….
------------------- elaborates……………………. /
Elaborates…………………………
…………………….reveals that………………………… / ………………………reveals……………………
------------------- indicated that………………………………….
cc: Rajeev
Resume Downloader
Ø Rajeev expects to come/install this
tool (on the desktops of Consultants) during early this week.
Ø The tool is meant to download
resumes from Monsterindia.com and it is configured for our HW/SW/Databases etc. It will not work on any other
configuration (unless customized)
Ø To begin with 3P/Strategic HR
Consultants may use this tool. After a week Thakur/Mitchelle should give
feedback to Rajeev (through Rahul). Good or Bad
feedback – including suggestions to modify to increase the productivity
of Consultants still further.
Ø Since 3P/Strategic HR would like to
start sending to their clients “PROFILES” (developed on IndianRecruiter), of
candidates, rather than sending “converted Biodatas” (Prepared by Vitthal)
3P/Strategic HR would need to advise (i.e. through email) some/few candidates
to go/submit their resumes on
Draft of such an email is at Annexure A
Ø Initially 3p/Strategic HR may send
such emails electively to a few shortlisted candidates whose resumes, RESUME
DOWNLOADER has downloaded.
Ø But, after a couple of weeks, this (ANNEXURE A) will be “hardcoded” into
RESUME DOWNLOADER. Thereafter this email will automatically go out to each
& every candidate whose resume gets downloaded using DOWN LOADER (as soon
as it gets downloaded.
Thereafter, there will be no “choice” !
Ø Idea behind the (automatic email) is
to use RESUME DOWNLOADER tool to market
IndiaRecruiter.net
Ø This is how:
I propose to give away FREE, this Resume Downloader Tool, to all the
subscribers of Monsterindia (may be more
than 10,000?).
These subscribers would be
ð End Employers (8000?)
ð Placement Agencies (2000?)
ð Headhunters (150?)
All
of them have the same problem Viz:
Quickly download resumes (of suitable
candidates) from Monsterindia, without tieing-up a lot so scarce recruitment
executives, all through the day. They also face the problem of limited no.of
licenses.
By using Resume Downloader, their productivity
will go up several fold! It will give the Placement Agencies “Competitive
Advantage” as compared to those Agencies which do NOT use this tool.
But then, in this world, there is not such
thing as
FREE LUNCH
You end-up paying, oneway or the other!
So, those Corporates/Placement agencies who
wish to get this tool (for FREE) must accept that from their email ID, email
messages (ANNEXURE A) will go out.
In return for FREE tool, they have
to undertake some publicity for
IndiaRecruiter
No secret, we will tell them upfront.
But imagine the consequences if – and when – 1000 Corporates/Placement
Agencies, Start using this tool, to download, everyday, 100,000 (only 100
resume/day/user) resumes from Monster.
Now, everyday, 1 Lakh candidates get the
message to go/register on
IndiaRecruiter!
i.e. 3 million/month
36 million/year
Fantastic FREE publicity!
Suddenly, IndiaRecruiter get a salesforce of
1000
reputed Salesmen!
If this does come about, is it likely that
MonsterIndia may find a way to BLOCK access to the Resume Downloader?
You bet!
I suppose technically, such “blocking” should
be quite easy.
But, what might that do to Monsterindia,
commercially, in terms of 1000 HR Managers/recruiters, who will view such
attempt on part of Monster as “monstrous/negative/customer
unfriendly/retrograde/aimed at making customer life difficult/aimed at lowering
customer productivity/mean/outright harmful” etc. etc. !
And, instead of 1000 users, if there were to be
10,000 users of tool:?
Dear Sir /
Madam
Plain Text Resume
We have
received your plain text resume through email/apply online or down loaded from
a jobsite.
Unfortunately, unstructured plain text resumes cannot be added to our
structured database. Hence, your text resume can neither be searched nor sent
to our Clients/Colleagues, even if it perfectly matches our requirements (ideal
for the vacancy).
To make
your resume searchable in our database, please resubmit it at
SUBMIT RESUME (PRIVATE)
You will
find our company Name/Agency Name in a
droplist on that page. After registering click on our Name. We will receive
your Profiles vacancy gets filled-up.
Many thanks
for your co-operation
Regards
Kartavya
Ablhi Nov.
24, 2002
Inder
-------------
In order to allocate our Technical-Team
resources in a manner that would yield
·
maximum
short-Term benefits
·
maximum
Long-term “Competitive Advantage”
We need to debate these projects in details and
draw up priorities/targets
HC Parkeh
cc: Nirmit
cc: Sriram
cc: Raju
In the past, technical team, has, more or less,
dreamed-up projects and set priorities/targets on its own. This must change. We must align tech-team
resources with overall Business objectives. Can we meet next Sunday, as
suggested by you?
|
Object/Purpose |
Software Development Projects to
be Undertaken /Implemented |
Developer |
|
Increase
Consultant’s Productivity
(Short Term) |
Ø
Member Search à Resumes appear with keywords
highlighted in 9 boxes à Search by Key words and facility
to add new keywords (with corresponding “category”) to buildup
“Knowledge-Base” à ISYS type “Intelligent Spider” to
alert Consultants re: suitable resumes à Introduction of HH3P “weightages”
(developed by Mr. Nagle0 to arrange
search-results as A B C D à Feature to compose “Client Need”
and “Interest letter” to auto email to shortlisted candidates at one stroke
and facility for candidates to enter their interest (yes/no/conditional) in
to the SMART email and respond. Response to automatically get inserted into
appropriate screen of OES |
Reji |
|
|
Target Date: |
|
|
|
Ø
De-bugging of OES à Bypassing Preliminary Interview à Flexibility in scheduling of both
Preliminary and final Interviews. à Flexibility to add new/shortlisted
candidates upto “closure” stage. à Ability to send-out all
communications (with client or candidates) by E-mail (eg:
Proposal/SON/Interest Lettter/Invoice (Reji developing as part of Member
Search) à Resumes Forward History ·
Candidate wise (Part of Janam Kundli) ·
Client wise (Part
of Janam Kundli) (I believe these
features are already built into OES and are working satisfactorily) |
Sunitha |
|
|
Target Date: |
|
|
Object/Purpose |
Software Development Projects to
be Undertaken /Implemented |
Developer |
|
Increase
Consultant’s Productivity
(Short Term) |
Ø Build-up a large NON-MEMBER
database ( An “Extractor Tool”
extracts names/details of SENIOR executives whose names are given under
“REFERENCE” in resumes received from
Monster. Tool will “process” these through “Designation Splitter” and
“Complier”, before inserting into non-member database. Can same extractor
tool extract names/details 21000 executives in PRIME Directory just
received? If entire page is scanned/OCRed as ONE FILE? hand held scanner is too slow. |
Reji |
|
|
Target Date: |
|
|
Object/Purpose |
Software Development Projects to
be Undertaken /Implemented |
Developer |
|
Increase
Consultant’s Productivity
(Short Term) |
Building a Universal
MESSAGING/COMMUNICATOR TOOL See my
file on “Communicator Tool”. Today, we already have -
3 web based tools -
2 offline tools -
1 offline under development (as part of member-Search, emailing of
interest Letters – originally developed by Vinay in CA) Questions à Should we combine all of these
into one/single tool? à If yes, should such tool eb
“offline” or “online”? à Should such tool make provision of
being able to relay/broadcast messages as ·
SMS (one email from PC to 1000 mobiles) ·
Voice-Mails (eg. Navin mail of Shabeer Bhaia) ·
“Job Alerts” as SMS on mobiles of candidates ·
“Candidate Alerts” on mobiles of HR Managers |
|
|
|
Target Date: |
|
|
Purpose/Objective |
Software Development Projects to
be Undertaken /Implemented |
Developer |
|
Creating a Pervasive
“BRAND-AWARENESS” amongst Corporates and Candidates
|
Ø
Project MANHATTEN Cheapest/Automatic/perpetual/ persistent
method of creating Brand-Awareness, is by sending-out thousands of email –
messages, daily to corporates and candidates. This can be achieved by implementing Project
Manhattan, vigorously. See enclosed diagram (work-flow chart). At bottom
there is a step/process of sending – out automatic emails to corporates and
candidates. These emails to corporates will be sent even if he has note à signed up for “Exclusive Page” à become licensee of “global
Recruiter”. So, Project Manhattan, is
independent/standalone of services mentioned above. Uploading ALL resumes (received
under this project) on our websites will à a large member database à attract corporates to post
advertisement on our site we must AUTOMATE the entire process and remove all
human intervention |
Deepa |
|
|
Target Date: |
|
WORK
– FLOW
of
Project Manhattan
24-11-02
Composer Tool
Ad
Upload
(Manual)
RESUMES
Generate Statistics
(Manual)
Parallel Processing
of same Resume in 4
tools simultaneously
\
(To be developed)
(To be developed)
(HCP to draft) (HCP
to draft)
|
Objective/Purpose |
Software Development Projects to
be Undertaken /Implemented |
Developer |
|
Making
our website “Customer-Facing”
|
Ø
EXCLUSIVE PAGE |
Vikram/Chauvlin |
|
By creating such an
“Exclusive Page”, we are shifting our focus to “Corporates” instead of “Candidates”. I Strongly feel that we
should create an “Exclusive Page” for each corporate whose job-advertisements
we are downloading/re-composing/uploading under Project Manhattan. This would
be irrespective of whether that Advertiser chooses to fill-up our
Questionnaire or NOT. We must provide a mechanism/procedure by which a
corporate can ask us to create for him, the “Exclusive Page”. Hopefully, even
before he requests, we should have already created such page and all that we
need to do, upon arrival of request, is to simply email his “Password”. This
way, from day one, he is able to see/view all the past/historical record of -
Resumes Forwarded History -
Job Advts. Posted History -
Candidate Alerts Sent History |
||
|
|
Target Date: |
|
|
Objective/Purpose |
Software Development
Projects to be Undertaken /Implemented |
Developer |
|
Business
Diversification which would allow our website to focus on “CLIENTS” (instead
of candidates)
|
Ø
“GLOBAL RECRUITER” |
Sunitha and Vikram |
|
This
Software solution à Should enable us to “lock-in”
thousands of Companies in the use of our “services”/more business à Should enable 3P’s recruitment
processes/forms to become the INDUSTRY-STANDARD in India à By being a WEB-SERVICE (ASP) ,
should enable us to rapidly build a huge “knowledge-Base” by drawing upon the
“EXPERTISE” embodied in hundreds of HR Managers, when the fill-up ·
Job Advt. Forms (weightages/Keywords/Comp.
Trends) ·
Organization Charts (Reporting relationship Rules) ·
Job Descriptions (Success-Probabilities/Patterns) ·
Manpower Budgets (Demand Trends) ·
OET 1 (Weightages-Keywords-Company Trends) à Will enable us to conduct
“Permission Marketing”, by commencing “Resume Blasting” to “Global Recruiter”
licensees, from 16000 partner Cybercafes under “Operation Lock-In . à Will enable us to launch “JAWS” to
600 Newspapers à Enable “licensees” to tract/monitor
their search-assignments on their own, on our website. |
||
|
|
Target Date: April 2003 |
|
|
Objective/Purpose |
Software
Development Projects to be Undertaken /Implemented |
Developer |
|
Increase Consultants
Productivity
|
Ø
OES V2.0 There is a file on this subject containing my
thoughts/notes. It is very important to debate these notes with Consultants
& their view/Specs obtained before
starting. I also feel we should use V1.0 of OES for at least 6 months before
starting work on version 2.0 Ø
CONVERTED RESUME (AGRGIS) There is a file on this subject. This project
will speed-up the Order Execution
Process. Today, biodatas (for sending to clients) are converted MANUALLY by
Data Entry Operators. This is a slow
process and there is no consistency - also poor quality. Consultants have to
wait for long. |
|
|
|
Target Date: |
|
|
Objective/Purpose |
Software
Development Projects to be Undertaken /Implemented |
Developer |
|||
|
Creating a
“KNOWLEDGE BASE” Which would
ultimately help us develop a NeuralNet type of self-learning intelligent
software.
|
Ø Ad-Viewer Ø
Organization – Charter Ø Job Description Creator Ø “IF/THEN” Rules Framer Ø Keywords Frequency Plotter [can be
done quickly] Ø “Responsibility” Extractor [File
given to Vikram/Reji] |
(UI given to Deepa) |
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I have not prepared detailed notes on any of
above but some thought /suggestions may be found in à Website V4.0/ 5.0 folder à Notes scribbled in margins of all
the books in my personal library à “Expert System” Folder All of these are very IMPORTANT but
Low-Priority projects and would require retaining 2/3 ‘Domain Experts” for
2/3 months to create the “SEED” of the knowledge – TREE & buying Expert-System
Shell. |
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Objective/Purpose |
Software
Development Projects to be Undertaken /Implemented |
Developer |
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Automating
BUSINESS-PROCESSES
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Ø
Graph Generator (on Intranet) This will help us monitor individual and
entire company performance (Target vs.
Achievements) on a cumulative, ongoing basis for
parameters such as:
à Order booking à Invoicing à Net Collection à Outstanding’s à All items (heads) of budgeted
expenses (as per Annual Budget) à “Net collection” graph also shows
“Incentive Earned” by each consultant Ø Integration of OES with TALLY 6.0 Idea is that we should not have to
enter financial data TWICE, once in TALLY and again in OES. Ø Electronic Document
Filing/Retrieval System |
Chauvlin |
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Target Date: |
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NON – MEMBER DATABASE SEARCH
SOFTWARE Tool - “Interpreter”
Which
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# Company
Name |
Using bwolves.com Compile “Industry-wise”
names of all cos belonging to that industry |
Industry Name |
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#
Actual Designation |
Step #1 From “Actual Designatin” remove words which match our std. (9) “Design
Level”, place these words, in “Designation Level” Field Step #2 After this “removal”, whatever words remain, place these in “Function”
field. Step #3 A humman-being to go through
each, record and if required,click on most appropriate “Designation
Level” / “Funcion” drop down list ot correct both fields. |
Designation Level Function |
Name of Executive:
Record No.:
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Actual |
Derived through “Interpreter” (AUTOMATIC) |
Correction Tool (Human-being) |
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Company Name
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Industry Name
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Actual Designation
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“Designation-Leve” words
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“Function” Words |
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To,
à Consultant
à Technical Staff
October 10, 2002
Tyranny of E-mails
I can assure you this email does not
fall into the category of “junk”!
It was only 2 days back that I asked
Tech-team to develop an Expert System to sort out/eliminate, junk/low priority
emails, so that we can focus on only critical/high-priority emails. I sent them (tech
team) a chapter from book.
“Beyond Internet: How expert systems
will change the Business”
This chapter was devoted to the tyranny of emails-this mode of
communication which was supposed to increase our productivity but which seems
destined to “decrease” it!
Now read enclosed
attachment which says
such an Expert System is readily available from
www. Banter.com!
That brings us to the second of
Parekh’s Principles, Viz:
If you come across a problem, be
rest assured that, before you , a million people must have faced the SAME
problem and ten thousand of them must have found a satisfactory solution to
same!
Enclosed attachment goes to prove
this Principle!
Through this email, I am asking ABHi
to study this readily available Expert System Software and download for trial.
Of Course, it goes without saying that
à this may not be a “perfect” solution
à your very active participation/feedback
alone can make it work.
HCP
P.S.
In case you are wondering what is
FIRST of Parekh’s Principles, here goes:
“ Any Pending Work can be converted
into a Panic Situation by Postponing it long enough” (-the other 3P).
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Ø Ø New Functions Ø
New Industries ð COMPLIER Ø
New Keywords (for adding to REFINER) Ø
Periodic Segregation of “New Keywords” -using REFINER Ø
Creatin of Educational Qualification-related Knowledgebase, using
EDUCATOR ð transferring “Educational
Qualification” block data from REFINER to this tool ð adding & splitting
“Educational Qualifications picked up from several Educational Institute
related book available in our library. Ø Daily “Member Segregation” of
email resumes Ø ISYS keyword sorter |
Ø Construct (fictitious) job-advts
for uploading on monster india. (PART B) Ø Splitting of Job-Descriptions
(from newspaper job-advts) using PART A (Sushma to supply
database, using modified “Offline Job Advt. creation CD”) |
EMAIL TOOL
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Option |
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Source |
Incoming Ο |
Outgoing ʘ |
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Topic |
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Person -
To whom sent -
From whom received |
---------------- |
Sahid |
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Period or date |
< 1 month old Ο 1 - 3 month old ʘ < 3 month old Ο |
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