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Saturday, February 27, 2010
CV or Resume: Is there a difference?
Labels:
Application for employment,
Business,
CV,
employment,
Government,
india,
United States,
usa
While most of us use the terms 'Curriculum Vitae' (CV) and 'Resume' interchangeably, there is a difference between these two documents.
All over the world (including India) except the US, employers ask potential employees for a CV while applying for a position. While both documents are used in the job application process -- there is a difference in what the contents of each should be.
To understand this, let us look at the literal meaning of these two terms:
Curriculum Vitae: The course of life; Resume: summary
A close look at the meaning of these terms makes things clearer. While a CV discusses the course of life of a person, his Resume is a brief summary of his skills and achievements. The meaning of the words offer the basic differences between the two:
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All over the world (including India) except the US, employers ask potential employees for a CV while applying for a position. While both documents are used in the job application process -- there is a difference in what the contents of each should be.
To understand this, let us look at the literal meaning of these two terms:
Curriculum Vitae: The course of life; Resume: summary
A close look at the meaning of these terms makes things clearer. While a CV discusses the course of life of a person, his Resume is a brief summary of his skills and achievements. The meaning of the words offer the basic differences between the two:
- While a CV is detailed, a Resume is to the point
- A CV is longer than a Resume. Usually, a CV is two or more pages long while a Resume is essentially one page long.
- A CV can contain some information about other facets of your life such as hobbies and extracurricular activities. A Resume strictly contains information relevant to the job.
- A CV is usually used in USA only for academia and when you are required to apply for a government grant. Potential employers usually ask for a Resume there.
- This means that while your CV when applying to two different jobs could be same, your Resume has to be different, highlighting different achievements in different cases.
Urgent Required for Circle BSS O & M Head for a Telecom giant at Ranchi Patna India
Urgent Required for Circle BSS O & M Head for a Telecom giant at Ranchi Patna India.
Urgent Required Perfomance Lead for a leading Telecom MNC in Mumbai .
Our Client is the trusted partner of service providers, enterprises and governments worldwide, providing end-to-end solutions that enable compelling communications services for people at work, at home and on the move.
In India with over 10,000 employees, engaged in operations, R&D, Sales and Marketing and customer support, spread across the country and supported by the most experienced global services team in the industry, Our Client is a local partner with global reach & is looking for Circle BSS O&M Head @ Ranchi.
Experience
Experience: 9 – 15 yrs exp
Qualification
B.Tech/BE
Reporting to
Circle Head
Job description in summary
Maintenance and expansion of BSS O & M activities
Detailed Job description
Technical Skills:-
• Analysis of Network Performance Reports for improvement of Network Quality.
• Operation and Maintenance of BSS network
• Planning for expansion of BSC and TCSM.
• Planning for expansion of addition TRx in existing sites as per requirement.
• Planning and execution for new sites and TCSM database creation.
• Interaction and Co Ordination with Care Team.
• Coordination with NLD-ILD/ OSP team for ensuring availability of transport and site power.
• Interaction and Co Ordination with BSS O&M, RF and Switch Team
• System Administration of EOSFLX Server
• GPRS Network Management
• System Upgrade and updation
• Overall BSCs and interface expansion.
• Operation & Maintenance of Transport Systems Planning for expansion of BSC and TCSM. (MSC part I have deleted)
• Optimisation of Radio Network for improvement of Quality and coverage. (It is being taken care by our performance team)
• Installation, Testing, Commissioning of 15 GHz and 7 GHz Microwave Radios of Siae,NEC,Ericsson make under various Turnkey Projects. (presently it is being handled by RELIANCE).
• Cost control on operation and maintenance expanses.
• Monitoring of alarm reports and accordingly to ensure the clearance of same on daily basis.
• Daily study of network outages report and to find out the route cause and permanent resolution of same.
• Timely execution of prevantive maintenance schedules.
• Ensure 99.9 % network availability by taking corrective and prevantive actions.
• Interaction with technical support team in NNOC for resolution of typical technical problems.
• Ensure critical spares availability in circle by doing proper follow up with local logistic and National warehouse Mumbai.
Planning Skills
• Anticipate and identify deviations and keep all participants and stakeholders informed.
• Identify, log, analyse and manage potential and actual issues and risks, taking corrective action by tackling day-to-day issues head on and reviewing how more serious issues and risks might impact operations from quality and cost perspectives.
• Identify where and when management of issues and risks or accommodating altered requirements will involve extra time or extra resources and where efficiencies can be made.
Communication Skills
• Should be able to articulate and negotiate consensus with his team members on a final vision for efficient circle operations.
• Must be courteous in written and oral communication, and be able to get ideas across in a non-confrontational manner in one-to-one situations, small groups, and before large audiences.
Team Management Skills
• Will work directly with the team members or with their team leaders to estimate effort, plan activities and negotiate consensus among individual team members on their appointed tasks.
• Should have Vendor Management Skills
• Should be able to create and use Gantt charts, spreadsheets or other appropriate tools to manage people and tasks and keep up-to-date.
• Should be experienced in providing a team with direction and vision, including motivating people to perform, listening to people, providing feedback, recognising strengths and providing challenges.
Candidate should be willing to relocate in Ranchi
Interested candidate can send your profile asap.
Please mention your current & expected CTC.
Incase you are not interested please refer someone from your rich contact.
Regards
Pankaj B Khanted
Genext Consultants
mail cv at :khanted.pankaj@gmail.com
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Urgent Required Perfomance Lead for a leading Telecom MNC in Mumbai .
Our Client is the trusted partner of service providers, enterprises and governments worldwide, providing end-to-end solutions that enable compelling communications services for people at work, at home and on the move.
In India with over 10,000 employees, engaged in operations, R&D, Sales and Marketing and customer support, spread across the country and supported by the most experienced global services team in the industry, Our Client is a local partner with global reach & is looking for Circle BSS O&M Head @ Ranchi.
Experience
Experience: 9 – 15 yrs exp
Qualification
B.Tech/BE
Reporting to
Circle Head
Job description in summary
Maintenance and expansion of BSS O & M activities
Detailed Job description
Technical Skills:-
• Analysis of Network Performance Reports for improvement of Network Quality.
• Operation and Maintenance of BSS network
• Planning for expansion of BSC and TCSM.
• Planning for expansion of addition TRx in existing sites as per requirement.
• Planning and execution for new sites and TCSM database creation.
• Interaction and Co Ordination with Care Team.
• Coordination with NLD-ILD/ OSP team for ensuring availability of transport and site power.
• Interaction and Co Ordination with BSS O&M, RF and Switch Team
• System Administration of EOSFLX Server
• GPRS Network Management
• System Upgrade and updation
• Overall BSCs and interface expansion.
• Operation & Maintenance of Transport Systems Planning for expansion of BSC and TCSM. (MSC part I have deleted)
• Optimisation of Radio Network for improvement of Quality and coverage. (It is being taken care by our performance team)
• Installation, Testing, Commissioning of 15 GHz and 7 GHz Microwave Radios of Siae,NEC,Ericsson make under various Turnkey Projects. (presently it is being handled by RELIANCE).
• Cost control on operation and maintenance expanses.
• Monitoring of alarm reports and accordingly to ensure the clearance of same on daily basis.
• Daily study of network outages report and to find out the route cause and permanent resolution of same.
• Timely execution of prevantive maintenance schedules.
• Ensure 99.9 % network availability by taking corrective and prevantive actions.
• Interaction with technical support team in NNOC for resolution of typical technical problems.
• Ensure critical spares availability in circle by doing proper follow up with local logistic and National warehouse Mumbai.
Planning Skills
• Anticipate and identify deviations and keep all participants and stakeholders informed.
• Identify, log, analyse and manage potential and actual issues and risks, taking corrective action by tackling day-to-day issues head on and reviewing how more serious issues and risks might impact operations from quality and cost perspectives.
• Identify where and when management of issues and risks or accommodating altered requirements will involve extra time or extra resources and where efficiencies can be made.
Communication Skills
• Should be able to articulate and negotiate consensus with his team members on a final vision for efficient circle operations.
• Must be courteous in written and oral communication, and be able to get ideas across in a non-confrontational manner in one-to-one situations, small groups, and before large audiences.
Team Management Skills
• Will work directly with the team members or with their team leaders to estimate effort, plan activities and negotiate consensus among individual team members on their appointed tasks.
• Should have Vendor Management Skills
• Should be able to create and use Gantt charts, spreadsheets or other appropriate tools to manage people and tasks and keep up-to-date.
• Should be experienced in providing a team with direction and vision, including motivating people to perform, listening to people, providing feedback, recognising strengths and providing challenges.
Candidate should be willing to relocate in Ranchi
Interested candidate can send your profile asap.
Please mention your current & expected CTC.
Incase you are not interested please refer someone from your rich contact.
Regards
Pankaj B Khanted
Genext Consultants
mail cv at :khanted.pankaj@gmail.com
Friday, February 26, 2010
7 Strategies To Engage Employees In 2010 !!!!!!!!!!!!!!
Labels:
Business,
Decision making,
employment,
Goal,
Leadership,
Management,
Skill,
United States
Seven Strategies To Engage Employees In 2010 !!!!!!!!!!!!!!
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Seven Strategies to Engage Employees in 2010
by Diane Brown
Effective leaders continually seek business improvements and ways to maximize the potential of those they lead. They see the untapped potential in their employees and deploy strategies to bring out the best in every person or team.
This is essential given the fact that the cost of unfocused, unmotivated and unhappy employees takes a heavy toll on business. Employee disengagement costs businesses in the United States more than $300 billion each year.
One study compared highly engaged business units to disengaged units and found that the engaged groups rated 86 percent higher in customer satisfaction, had a 78 percent higher safety record, maintained a 70 percent lower turnover rate, delivered a 70 percent higher productivity rate and scored 44 percent more in profitability.
The good news for leaders is that untapped potential of disengaged employees can be turned around. Here are some key strategies leaders can employ to increase staff engagement and further organizational success.
1. Hire right.
The most important decision that leaders make is to bring the right talent into the organization - this means finding a fit between what the job, team and organization needs and what the employee brings to the table. Too often, leaders hire people they like in the interview; this "like" factor creates a personality fit, but commonly misses several other important success factors. Instead, they must utilize a comprehensive performance assessment to help objectify the hiring process. An assessment that measures personality, motivation and competency provides the highest level of superior job performance predictability.
2. Honor the whole person.
Employees don't want to be used simply as a vehicle for corporate success. Engaging leaders truly care about workers as unique people. Employees engage when leaders demonstrate that they care about and are interested in them, their families and their careers.
3. Honor competency.
In the 21st-century, almost all jobs require some level of individual creativity, leadership and decision-making autonomy. An engaging leader understands that employees often have better answers to their own work issues than the boss does. Leaders should honor the competency of their employees by asking them to share their opinions and ideas and coaching them to think and create solutions themselves.
4. Establish a partnership environment.
Employees typically want to experience the success of achieving a cause bigger than themselves. However, most organizations miss opportunities to include employees in achieving the vision, mission and values of the company. Employee meetings are good vehicles for sharing information, but information and dialogue must flow freely through all levels of leadership, even to the most entry-level employee. Engaging leaders treat employees as partners in the business, and transparency of an organization's financial status when possible is important.
5. Encourage healthy dialogue.
The majority of people tend to shy away from disagreements and conflict, but engaging leaders master the art of facilitating respectful and open dialogue that honors and encourages differing views. This type of environment not only fosters engagement, but it also produces healthier business decisions and increased profitability.
6. Provide resources.
Once employees are motivated to perform, it becomes critical that leaders provide all the resources employees need to be successful. These could include systems infrastructure, such as IT, financial funding, tools and equipment, information, and skills and abilities.
7. Ensure accountability.
When performance or interpersonal issues are not addressed, a team's morale suffers. The impact of even one disengaged employee can be devastating to the overall engagement of a department or team. High-performance teams within organizations operate just like winning sports teams - those that win are working together as a cohesive and engaged team. Losing teams may have a few individual stars, but no one performs at his or her best. Effective leaders deal with performance issues to ensure the entire team is functioning at its full potential.
__________________ by Diane Brown
Effective leaders continually seek business improvements and ways to maximize the potential of those they lead. They see the untapped potential in their employees and deploy strategies to bring out the best in every person or team.
This is essential given the fact that the cost of unfocused, unmotivated and unhappy employees takes a heavy toll on business. Employee disengagement costs businesses in the United States more than $300 billion each year.
One study compared highly engaged business units to disengaged units and found that the engaged groups rated 86 percent higher in customer satisfaction, had a 78 percent higher safety record, maintained a 70 percent lower turnover rate, delivered a 70 percent higher productivity rate and scored 44 percent more in profitability.
The good news for leaders is that untapped potential of disengaged employees can be turned around. Here are some key strategies leaders can employ to increase staff engagement and further organizational success.
1. Hire right.
The most important decision that leaders make is to bring the right talent into the organization - this means finding a fit between what the job, team and organization needs and what the employee brings to the table. Too often, leaders hire people they like in the interview; this "like" factor creates a personality fit, but commonly misses several other important success factors. Instead, they must utilize a comprehensive performance assessment to help objectify the hiring process. An assessment that measures personality, motivation and competency provides the highest level of superior job performance predictability.
2. Honor the whole person.
Employees don't want to be used simply as a vehicle for corporate success. Engaging leaders truly care about workers as unique people. Employees engage when leaders demonstrate that they care about and are interested in them, their families and their careers.
3. Honor competency.
In the 21st-century, almost all jobs require some level of individual creativity, leadership and decision-making autonomy. An engaging leader understands that employees often have better answers to their own work issues than the boss does. Leaders should honor the competency of their employees by asking them to share their opinions and ideas and coaching them to think and create solutions themselves.
4. Establish a partnership environment.
Employees typically want to experience the success of achieving a cause bigger than themselves. However, most organizations miss opportunities to include employees in achieving the vision, mission and values of the company. Employee meetings are good vehicles for sharing information, but information and dialogue must flow freely through all levels of leadership, even to the most entry-level employee. Engaging leaders treat employees as partners in the business, and transparency of an organization's financial status when possible is important.
5. Encourage healthy dialogue.
The majority of people tend to shy away from disagreements and conflict, but engaging leaders master the art of facilitating respectful and open dialogue that honors and encourages differing views. This type of environment not only fosters engagement, but it also produces healthier business decisions and increased profitability.
6. Provide resources.
Once employees are motivated to perform, it becomes critical that leaders provide all the resources employees need to be successful. These could include systems infrastructure, such as IT, financial funding, tools and equipment, information, and skills and abilities.
7. Ensure accountability.
When performance or interpersonal issues are not addressed, a team's morale suffers. The impact of even one disengaged employee can be devastating to the overall engagement of a department or team. High-performance teams within organizations operate just like winning sports teams - those that win are working together as a cohesive and engaged team. Losing teams may have a few individual stars, but no one performs at his or her best. Effective leaders deal with performance issues to ensure the entire team is functioning at its full potential.
Thursday, February 25, 2010
Excellent opening with biggest tetelcom giant at Jaipur Location
Excellent opening with one of the biggest telecom at Jaipur location.
Job Details:- Radio Lead Manager- Report to MS Head
Exp: - 8- 13 yrs
• Overall Manager of O & M of BSS, RAN, Transmission.
• Ensure Management reporting on O & M and participate in Management Meetings
• Corrective and Preventive maintenance of Nodes
• Take care of all O & M activities related to expansions, Migrations, Backup, Site commissioning, Fault Management etc.
• Conduct or participate in recruitment interviews for selection of personnel
• Identify training needs and make provisioning arrangements
• Maintain compliance to all the processes related to O & M
• Maintain all the KPI and SLA for O & M
• Maintain Network availability as per agreed target
• Managing Network Opex
If you feel interested for this opening kindly send me your CV at
akanksha@mnrsolutions.in
Salary no BAR for right candidate
Regrds,
Akanksha Chopra
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Job Details:- Radio Lead Manager- Report to MS Head
Exp: - 8- 13 yrs
• Overall Manager of O & M of BSS, RAN, Transmission.
• Ensure Management reporting on O & M and participate in Management Meetings
• Corrective and Preventive maintenance of Nodes
• Take care of all O & M activities related to expansions, Migrations, Backup, Site commissioning, Fault Management etc.
• Conduct or participate in recruitment interviews for selection of personnel
• Identify training needs and make provisioning arrangements
• Maintain compliance to all the processes related to O & M
• Maintain all the KPI and SLA for O & M
• Maintain Network availability as per agreed target
• Managing Network Opex
If you feel interested for this opening kindly send me your CV at
akanksha@mnrsolutions.in
Salary no BAR for right candidate
Regrds,
Akanksha Chopra
Wednesday, February 17, 2010
HOW TO RECRUIT THE RIGHT PERSON FOR THE JOB?
Put about 100 bricks in some Particular order in a closed Room with an Open window.
Then send 2 or 3 candidates in the room and close the door.
Leave them alone and come back After 6 hours and then analyze the situation.
If they are counting the Bricks....
Put them in the accounts Department.
If they are recounting them...
Put them in auditing..
If they have messed up the Whole place with the bricks..
Put them in engineering - Design.
If they are arranging the Bricks in some strange order.
Put them in planning.
If they are throwing the Bricks at each other.
Put them in operations.
If they are sleeping.
Put them in security.
If they have broken the bricks Into pieces.
Put them in information Technology.
If they are sitting idle.
Put them in human resources.
If they say they have tried Different combinations, yet Not a brick has Been moved.
Put them in sales.
If they have already left for The day.
Put them in marketing.
If they are staring out of the Window.
Put them on strategic Planning.
And then last but not least. If they are talking to each Other and not a single brick Has been
Moved.
Congratulate them and put them In Top management
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Then send 2 or 3 candidates in the room and close the door.
Leave them alone and come back After 6 hours and then analyze the situation.
If they are counting the Bricks....
Put them in the accounts Department.
If they are recounting them...
Put them in auditing..
If they have messed up the Whole place with the bricks..
Put them in engineering - Design.
If they are arranging the Bricks in some strange order.
Put them in planning.
If they are throwing the Bricks at each other.
Put them in operations.
If they are sleeping.
Put them in security.
If they have broken the bricks Into pieces.
Put them in information Technology.
If they are sitting idle.
Put them in human resources.
If they say they have tried Different combinations, yet Not a brick has Been moved.
Put them in sales.
If they have already left for The day.
Put them in marketing.
If they are staring out of the Window.
Put them on strategic Planning.
And then last but not least. If they are talking to each Other and not a single brick Has been
Moved.
Congratulate them and put them In Top management
Saturday, February 13, 2010
5 Things Not to Say During an Interview
Most people know the basics of a good job interview -- dress professionally, sit up straight, give the interviewer a firm handshake, be confident, outgoing and friendly, highlight your expertise and ask a lot of questions about the position. But what about what not to say? You can say a thousand right things but one misstep, one wrong move, and the interview is blown. Here are five things you definitely should not mention during an interview.
1.) Answer, "I don't have any" or "I'm a perfectionist" when asked to name one of your flaws. Despite being an extremely common response, perfectionism is not a flaw and everyone will know you're lying if you try to pretend like it is. Being a perfectionist is a more of a positive than a negative and mentioning it should not be used as a substitute because you're afraid to divulge a real flaw. That said, supply a negative that can also be viewed as a positive. For example, that you've been working on your delegating skills or your ability to trust others with major tasks rather than doing everything yourself.
2.) Bad mouth your previous boss/co-workers/place of employment. If you talk smack about your former employer, what's to keep your potential employer from thinking you'll do the same to them? Companies expect loyalty and discretion from their employees, even after your business relationship ends. Even if you left due to some real or perceived wrong and have every right in the world to bash the company, vent your rage to sympathetic friends -- not your new manager.
3.) Use slang or profanity. Nothing is worse than a string of filth streaming from the mouth of an otherwise attractive individual. Even if the interviewer is "just" an HR person, he or she is still a representative of the company and should be treated with respect the same way you would talk to the owner or CEO. Your speech should be polished and responsible, and there is absolutely no reason to use profanity during an interview; doing so shows that you aren't intelligent enough to find other words to express strong feelings.
4.) Answer "No, not really" when the interviewer asks if you have any questions. This is a really bad move that says to the interviewer, "No, I don't really care enough to inquire more about the position." Even if the interview was thorough and all the questions you had were already answered during the course of the meeting, make up new ones. Ask about the history of the company, when and were it was founded, what type of health insurance they offer, etc. It also reveals whether or not you have done any background research on the place. A great response to this open-ended question is, "Well, I know Ashley Furniture sells a good deal of easy to clean microfiber sofas, but do they offer additional Guardsman protection plans on top of that?"
5.) Bring up personal problems. Maybe you're going through a divorce or your son keeps getting arrested or your ex-girlfriend won't stop stalking you. That all sucks, but is something that should be dealt with on your own time, not company time. It is highly inappropriate to mention personal issues during an interview. If the interviewer aks you a question and you stumble while answering, don't excuse yourself by saying, "I'm sorry, I'm just a little distracted today. My son got arrested last night for posession of marijuana, and I have to go bail him out of jail when I leave here." Keep the focus on the job -- and ONLY on the job.
Source:Internet
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1.) Answer, "I don't have any" or "I'm a perfectionist" when asked to name one of your flaws. Despite being an extremely common response, perfectionism is not a flaw and everyone will know you're lying if you try to pretend like it is. Being a perfectionist is a more of a positive than a negative and mentioning it should not be used as a substitute because you're afraid to divulge a real flaw. That said, supply a negative that can also be viewed as a positive. For example, that you've been working on your delegating skills or your ability to trust others with major tasks rather than doing everything yourself.
2.) Bad mouth your previous boss/co-workers/place of employment. If you talk smack about your former employer, what's to keep your potential employer from thinking you'll do the same to them? Companies expect loyalty and discretion from their employees, even after your business relationship ends. Even if you left due to some real or perceived wrong and have every right in the world to bash the company, vent your rage to sympathetic friends -- not your new manager.
3.) Use slang or profanity. Nothing is worse than a string of filth streaming from the mouth of an otherwise attractive individual. Even if the interviewer is "just" an HR person, he or she is still a representative of the company and should be treated with respect the same way you would talk to the owner or CEO. Your speech should be polished and responsible, and there is absolutely no reason to use profanity during an interview; doing so shows that you aren't intelligent enough to find other words to express strong feelings.
4.) Answer "No, not really" when the interviewer asks if you have any questions. This is a really bad move that says to the interviewer, "No, I don't really care enough to inquire more about the position." Even if the interview was thorough and all the questions you had were already answered during the course of the meeting, make up new ones. Ask about the history of the company, when and were it was founded, what type of health insurance they offer, etc. It also reveals whether or not you have done any background research on the place. A great response to this open-ended question is, "Well, I know Ashley Furniture sells a good deal of easy to clean microfiber sofas, but do they offer additional Guardsman protection plans on top of that?"
5.) Bring up personal problems. Maybe you're going through a divorce or your son keeps getting arrested or your ex-girlfriend won't stop stalking you. That all sucks, but is something that should be dealt with on your own time, not company time. It is highly inappropriate to mention personal issues during an interview. If the interviewer aks you a question and you stumble while answering, don't excuse yourself by saying, "I'm sorry, I'm just a little distracted today. My son got arrested last night for posession of marijuana, and I have to go bail him out of jail when I leave here." Keep the focus on the job -- and ONLY on the job.
Source:Internet
Friday, February 12, 2010
Tech Lead( IMS/LTE/GPRS/CDMA ) opening with a US based MNC, Bangalore.
Tech Lead( IMS/LTE/GPRS/CDMA ) opening with a US based MNC, Bangalore.
Location : Bangalore
Experience : 8+Years
Skill : IMS/LTE/GPRS/CDMA
Role :Technical Lead
NOTE : You should be currently working on any of these technologies( IMS/LTE/GPRS/CDMA)
Requirements
Tech Lead – Telecom
a. 8+ years of exp
b. Core telecom experience
c. IMS/LTE/GPRS/CDMA – mandatory
d. Engineering grads
If interested, please send your updated profile to harsha@roljobs.com with the following details:
Total Experience:
Your current CTC:
Expected CTC:
Joining time required:
Best Regards
Harsha
Roland & Associates
Bangalore
Email: harsha@roljobs.com
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Location : Bangalore
Experience : 8+Years
Skill : IMS/LTE/GPRS/CDMA
Role :Technical Lead
NOTE : You should be currently working on any of these technologies( IMS/LTE/GPRS/CDMA)
Requirements
Tech Lead – Telecom
a. 8+ years of exp
b. Core telecom experience
c. IMS/LTE/GPRS/CDMA – mandatory
d. Engineering grads
If interested, please send your updated profile to harsha@roljobs.com with the following details:
Total Experience:
Your current CTC:
Expected CTC:
Joining time required:
Best Regards
Harsha
Roland & Associates
Bangalore
Email: harsha@roljobs.com
Monday, February 8, 2010
Some GSM, UMTS and LTE Measurement Units
GSM
Here, the world is still quite simple. Once the mobile has found a cell it keeps monitoring it's received signal power and computes the Received Signal Strength Indicator (RSSI) over the complete carrier frequency (200 kHz). Neighboring cells use different frequencies and the same value is calculated for those as well.
UMTS
Here, things get a bit more complicated as all cells use the same frequency. As a result not only the received signal strength is important but also the noise level generated by neighboring cells. In the end, what good does it do to you when the signal level is strong but most of it is interference? That's why there are three values:
LTE networks also use the same carrier frequency in neighboring cells so again the signal level and interference are important:
source:internet
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Here, the world is still quite simple. Once the mobile has found a cell it keeps monitoring it's received signal power and computes the Received Signal Strength Indicator (RSSI) over the complete carrier frequency (200 kHz). Neighboring cells use different frequencies and the same value is calculated for those as well.
UMTS
Here, things get a bit more complicated as all cells use the same frequency. As a result not only the received signal strength is important but also the noise level generated by neighboring cells. In the end, what good does it do to you when the signal level is strong but most of it is interference? That's why there are three values:
- RSCP: The Received Signal Code Power: That's the power level the pilot channel of a cell is received with and usually expressed in dBm (mW on a logarithmic scale).
- RSSI: In UMTS that's the signal power over the complete 5 MHz carrier which includes all components received, including the signals from neighboring cells on the same frequency.
- EcNo: (Signal to Noise ratio): That's the received energy per chip (Ec) of the pilot channel divided by the total noise power density (No). In other words the EcNo is the RSCP divided by the RSSI. And again in other words: The better this value the better the signal can be distinguished from the noise and the faster the data transmission will be. The EcNo is usually expressed in dB as it's a relative value. The value is negative as the RSCP is smaller than the total received power.
LTE networks also use the same carrier frequency in neighboring cells so again the signal level and interference are important:
- RSRP: That's the Received Power of the Reference Signal.
- RSSI: That's the total received power including Interference from neighboring cells and other sources.
- RSRQ: That's the Reference Signal Received Quality and equals the RSRP divided by the RSSI. As above the better this value, the better can the signal of the cell be received against the interference generated by other cells. It's kind of the EcNo of LTE...
source:internet
Saturday, February 6, 2010
Jitter and Wander Measurement Guide
Jitter and Wander Measurement Guide pdf
Jitter and Wander
Jitter and wander are essentially short and long term signal rate movements across networks. SONET/SDH are, by definition,synchronous systems which require phase stability in clock and data signals throughout the network. Network elements (NE) are subject to a number of interference factors that can affect synchronisation and transmission quality, resulting in bit errors, slips and data loss. Jitter and wander measurements are deployed to quantify these errors and enable network operators to maintain synchronicity within acceptable limits.
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Jitter and Wander
Jitter and wander are essentially short and long term signal rate movements across networks. SONET/SDH are, by definition,synchronous systems which require phase stability in clock and data signals throughout the network. Network elements (NE) are subject to a number of interference factors that can affect synchronisation and transmission quality, resulting in bit errors, slips and data loss. Jitter and wander measurements are deployed to quantify these errors and enable network operators to maintain synchronicity within acceptable limits.
Cluster Manager- O&M Manager
an opening in a company of repute the details of which are as follows:
Name of Organisation:Reputed Telecom Company
Position
Unique Role Code
Unique Role Name Cluster Manager
Line of Business NETWORK
Function Circle O&M Function
• Corrective and Preventive maintenance of the transport, Switch ,data ,duct, fibre and Utilities equipment in the various facilities assigned against the respective geography , as per the processes defined in procedures.
• Monitor/review/evaluate performance of area managers / sub area managers/operational support engineers/ Transport engineers/Data and Switch Engineers
• Ensure maintenance of SLA’s for Network availability.
• Control no. of faults and MTTR within targets
• Liason with BSNL & other Telco for all POI related activities
• Liason with NNOC for fault clearance & the related activities during RPRs
• Ensure that preventive maintenances as per defined intervals.
• Liason & Monitor the performance of all CAMC & AMC vendors
• New integration activities as per Business needs.
• Liason meetings with contractors, Municipal, Other Telco, NH authorities on daily basis to reduce faults
• GIS updation & NE updation in clarity
• Ensure installation of all energy improvement utility equipments such as fan filters, Fuel optimizers , Fitch catalyst etc & monitor the energy improvements as per the plan
• Review of all power & fuel bills, site wise analysis , corrective actions
• Review of expenses of his areas include house keeping, facility maintenance & optimize vehicle usage.
• Resource planning and deployment for smooth network operations.
• Spare, Tools, T&M and general spares and consumables management.
• Imprest management ,ensure correct booking of expenses .
• Provide input of budget planning to CHQ and NHQ.
• Project activities – upgradations of equipments as per business needs
• Managing Field Support for Provisioning of circuits.
• Service Assurance of the PoI, Lease Line and Data circuits.
Location:UP West
Experience:8yrs minimum
Qualification;B.E.
>In case you are interested and ready to relocate yourself I would advise you to confirm and send your upgraded resume and the attached format along with your present CTC latest by tomorrow so that the same can be sent to the client.
>>>
> >>
>In case you have any queries please feel free to ask us.
>
>
Thanking you,
Regards
Roli Singh
The Job Solutions
Bhopal 9977702212
thejobsolutions@rediffmail.com
![Reblog this post [with Zemanta]](http://img.zemanta.com/reblog_e.png?x-id=10fe9e54-2012-44b1-85ff-f399badedc7f)
Read More
Name of Organisation:Reputed Telecom Company
Position
Unique Role Code
Unique Role Name Cluster Manager
Line of Business NETWORK
Function Circle O&M Function
• Corrective and Preventive maintenance of the transport, Switch ,data ,duct, fibre and Utilities equipment in the various facilities assigned against the respective geography , as per the processes defined in procedures.
• Monitor/review/evaluate performance of area managers / sub area managers/operational support engineers/ Transport engineers/Data and Switch Engineers
• Ensure maintenance of SLA’s for Network availability.
• Control no. of faults and MTTR within targets
• Liason with BSNL & other Telco for all POI related activities
• Liason with NNOC for fault clearance & the related activities during RPRs
• Ensure that preventive maintenances as per defined intervals.
• Liason & Monitor the performance of all CAMC & AMC vendors
• New integration activities as per Business needs.
• Liason meetings with contractors, Municipal, Other Telco, NH authorities on daily basis to reduce faults
• GIS updation & NE updation in clarity
• Ensure installation of all energy improvement utility equipments such as fan filters, Fuel optimizers , Fitch catalyst etc & monitor the energy improvements as per the plan
• Review of all power & fuel bills, site wise analysis , corrective actions
• Review of expenses of his areas include house keeping, facility maintenance & optimize vehicle usage.
• Resource planning and deployment for smooth network operations.
• Spare, Tools, T&M and general spares and consumables management.
• Imprest management ,ensure correct booking of expenses .
• Provide input of budget planning to CHQ and NHQ.
• Project activities – upgradations of equipments as per business needs
• Managing Field Support for Provisioning of circuits.
• Service Assurance of the PoI, Lease Line and Data circuits.
Location:UP West
Experience:8yrs minimum
Qualification;B.E.
>In case you are interested and ready to relocate yourself I would advise you to confirm and send your upgraded resume and the attached format along with your present CTC latest by tomorrow so that the same can be sent to the client.
>>>
> >>
>In case you have any queries please feel free to ask us.
>
>
Thanking you,
Regards
Roli Singh
The Job Solutions
Bhopal 9977702212
thejobsolutions@rediffmail.com
Thursday, February 4, 2010
Out of the Box-short story
The Japanese have always loved fresh fish. But the waters close to Japan have not held many fish for decades. So to feed the Japanese population, fishing boats got bigger and went farther than ever. The farther the fishermen went, the longer it took to bring in the fish. If the return trip took more than a few days, the fish were not fresh. The Japanese did not like the taste.
To solve this problem, fishing companies installed freezers on their boats. They would catch the fish and freeze them at sea. Freezers allowed the boats to go farther and stay longer. However, the Japanese could taste the difference between fresh and frozen and they did not like frozen fish.
The frozen fish brought a lower price. So fishing companies installed fish tanks. They would catch the fish and stuff them in the tanks, fin to fin. After a little thrashing around, the fish stopped moving. They were tired and dull, but alive. Unfortunately, the Japanese could still taste the difference. Because the fish did not move for days, they lost their fresh-fish taste. The Japanese preferred the lively taste of fresh fish, not sluggish fish.
So how did Japanese fishing companies solve this problem? How do they get fresh-tasting fish to Japan?
To keep the fish tasting fresh, the Japanese fishing companies still put the fish in the tanks. But now they add a small sharkto each tank. The shark eats a few fish, but most of the fish arrive in a very lively state. The fish are challenged.
Moral:
Have you realized that some of us are also living in a pond but most of the time tired & dull, so we need a Shark in our life to keep us awake and moving? Basically in our lives Sharks are new challenges to keep us active and taste better...
The more intelligent, persistent and competent you are, the more you enjoy a challenge. If your challenges are the correct size, and if you are steadily conquering those challenges, you are Conqueror. You think of your challenges and get energized. You are excited to try new solutions.
"Don't be afraid of pressures. Remember that Pressure is what turns a lump of coal into a diamond"
To solve this problem, fishing companies installed freezers on their boats. They would catch the fish and freeze them at sea. Freezers allowed the boats to go farther and stay longer. However, the Japanese could taste the difference between fresh and frozen and they did not like frozen fish.
The frozen fish brought a lower price. So fishing companies installed fish tanks. They would catch the fish and stuff them in the tanks, fin to fin. After a little thrashing around, the fish stopped moving. They were tired and dull, but alive. Unfortunately, the Japanese could still taste the difference. Because the fish did not move for days, they lost their fresh-fish taste. The Japanese preferred the lively taste of fresh fish, not sluggish fish.
So how did Japanese fishing companies solve this problem? How do they get fresh-tasting fish to Japan?
To keep the fish tasting fresh, the Japanese fishing companies still put the fish in the tanks. But now they add a small sharkto each tank. The shark eats a few fish, but most of the fish arrive in a very lively state. The fish are challenged.
Moral:
Have you realized that some of us are also living in a pond but most of the time tired & dull, so we need a Shark in our life to keep us awake and moving? Basically in our lives Sharks are new challenges to keep us active and taste better...
The more intelligent, persistent and competent you are, the more you enjoy a challenge. If your challenges are the correct size, and if you are steadily conquering those challenges, you are Conqueror. You think of your challenges and get energized. You are excited to try new solutions.
"Don't be afraid of pressures. Remember that Pressure is what turns a lump of coal into a diamond"
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Tuesday, February 2, 2010
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