TECHNICAL TEAM RESOURCES

                                                                           

 Kartavya, Abhi, Inder

In order to allocated our Technical - Team resources in a manager that would yielf

    . Maximum short - term benefits

    . Maximum Long - term "Competitive Advantage".

We need to debate these projects in detail & draw up priorities/ targets.

 cc : Nirmit

cc : Sri Ram

cc : Raju

In the past technical team, has, more or less, dreamed - up projects & 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?

Software Development Projects to be Undertaken/ Implemented

·     Member search

      - Resumes appear with keywords highlighted in a boxes.

      - Search by keyworlds & facility to add new keywords (with corresponding "category") to build up "knowledge -  Base"

      - ISYS type "Intelligent Spider" to alert Consultants re : suitable resumes

      - Introduction of HH3P type "weightages" (developed by Mr. Nagle) to arrange Search - results as (A) (B) (C) (R)

      - Feature to compose "Client Need" & Interest Letter" to auto email to shortlisted candidates at one stroke & facility for candidates to enter their interest (Yes/ No/ Conditional) into the SMART email respond. Respone to automatically get inesrted into appropriate screen of OES.  

·     De - bugging of OES (Sunitha)

     - Bypassing Prelim. Interview

     - Flexibility to add new/ shortlisted candidates upto "Closure" stage.

    - Ability to send - out all communications (with client or candidates) by E - mail (e.g. Proposal / SON/ Interest Letter / Invoice Reji developing as part of Member Search

- Resumes Forwarded Histroy

    . Candidate wise (Part of Janam Kundali)

    . Client Wise (Part of Janam Kundli)

      (I believe these features are already built into OES & are working satisfactory).

·     Build - up a lage NON - MEMBER database

 An "Extractor Tool" which extracts names/ details of Z SENIOR executives whose names are given under       "REFERENCE" in resumes received from Monster. Tool will "Process" these thru "Designation Splitter" & Compiler" before inserting into non - member database. Can same extractor tool extract names/ details of 21000 executives in PRIME directory just received ? If entire page is scanned/ OCR ed as ONE file ? Handeled Scanner is too slow.

·     Build a Universal MESSAGING / COMMUNICATOR TOOL

See my file on "Communicator Tool".

Today, we already have

      - 3 webbased tools

      - 2 offline tools

      - 1 offline undev development

           (As part of Member - Search, emailing of Interest Leters - originally developed by Vinay in CA).

    Questions

    . Should we combine all of these into one/ single tool?

    . If yes, should such tool be "offline" or "online" ?

    . Should shuch tool make provision of being able to relay / broadcast messages as

      . SMS (one eamil from PC to 1000 mobiles)

            . Voice - Mails (eg. Navinmail of Shabber Bhatia)  

            . "Job Alerts" as SMS on mobile of Candidates

            . "Candidate Alerts" on mobile of HR Mgrs.

·     Project MAHATTAN {DEEPA}

 Cheapest / automatic / perpetual/ persistent method of creating Brand - Awareness, is by sending - out thousands  of email - messages, daily to corporates & candidates.

       This can be achieved by implementing Project Mahatan, Vigorously. See enclosed diagram (Work - Flow Chart). At Bottom there is step/ process of sending - out automatic emails to corporates & candidates. These emails to corporates will be sent even if he has not

    . Signed up for "Exclusive Page"

           . Become a licencee of "Global Recruiter".

So, Project Manhattan, is independent/ stand alone of services mentioned above. Uploading ALL resumes (received under this project) on our own websites will

           . A large Member Database

           . Attract Corporates to post advt. on our site

 We must AUTOMATE the entire process & remove all human intervention.

·     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 and "Exclusive Page" for each corporate whose job - advts 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 a 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 recrod of

       . Resumes Forwarded History

       . Job Advts. Posted History

       . Candidate Alerts Sent History

·     GLOBAL RECRUITER (Sunitha & Vikram)_

This software Solution

    . Should enable us to "lock - in" thousands of Companies in the use of our "Service" / more business

    . Should enable 3P's recruitment processes / forms to become the INDUSTRY - STANDARD in India.

    . 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 they fill - up

    . Job Advt. Forms (Weightages/ Keywords/ Comp. Trends)

    . Org. Charts (Reporting relationship Rules)

    . Job Descriptions (Success - Probabilities / Patterns)

    . Manpower Budget (Demand Trends)

    . OET 1 (Weighages - keywords - comp. Trends)

    . Will enable us to conduct "Permission Marketing", by commencing "Resume Blasting" to "Global Recruiter" Licensees, from 1600 Partner Cybercafes under "Operation Lock - In".

    . Will enable us to launch "JAWS" to 600 Newspapers

    . Enable "Licensees" to track / monitor their search assignments on their own, on our website.

    Target Date : April 2003

·     OES V 2. 0

There is a file on this subject containing my thoughts / notes. It is very important to debate these notes with consultants & their views/ specs obtained before starting. I also feel we should use V 1.0 of OES for at least 6 months before starting work on version 2.0

·     CONVERTED RESUME (ARGIS)

 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 D/E operators. This is a flow process & there is no consistency - also poor quality. Consultants have to wait for long.

·     Ad - viewer (UI given to Deepa)

·     Organization - Charter

·     Job Description Creator

·     "IF / THEN" Rules Farmer

·     Keywords Frequency Plotter

·     Responsibility Extractor

I have not prepared detailed notes on any of the above but some thoughts / suggestions may be found in

    . Website V 4.0 / 5.0 folder

    . Notes scribbled in margins of all the books in my personel library

    . "Expert System" Folder

All of these are very IMPORTANT but Low - Priority projects & would require retaining 2/3 "Domain Experts" for 2/3 months to create the "SEED" of the knowledge - Tree & buying Expert - System shell.

·     Graph Generator (On Intranet Chauvli)

This will help us monitor individual and entire company performance (Target Vs. Achievement) on a cumulative, ongoing basis for parameters such as

    . Order booking

    . Invoicing

    . Net Collection

    . Outstandings

 As soon as these graphs can be auto - generated in OES (V.2), it will get dropped from Intranet, since data is auto - generated in OES, anyway,

    . All items (heads) of budgeted expenses (as per Annual Budget)

    . "Net Collection" Graph also shows "Incentive Earned" by each consultant.

·     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.

·     Electronic Document Filing / Retrieval System

h.c.parekh