- Embedded Linux experience (essential)
- Knowledge of Networking protocols (Ethernet/IP etc) (essential)
- Skilled in C/C++ (essential)
- Knowledge and experience of scripting languages – Python would be a bonus
- Front end and backend web development in an embedded environment using modern tools (essential)
- Exposure to HTML5 coding a plus
- Embedded database management across multiple hardware instances will also be useful
Friday, November 28, 2014
Job Opening
Thursday, March 27, 2014
Eight Ways to Create Stronger Passwords and Protect Your Accounts
Sunday, March 9, 2014
Saturday, March 8, 2014
Internet of Things will Have Ten Times More Impact on Society Than Internet
Ways To Negotiate For A Higher Salary
10 ways in which you can negotiate your salary
Wednesday, February 26, 2014
Training in Solaris and Red Hat Linux
- Oracle Solaris 10 Operating System Essentials
- System Administration for the Oracle Solaris 10 OS Part 1
- System Administration for the Oracle Solaris 10 OS Part 2
- Oracle Solaris 11 System Administration
- Oracle Solaris 11 Advanced System Administration
- Oracle Solaris 11 Network Administration
- Shell Programming for System Administrators
- Oracle Solaris 11 Advanced System Administration
- Oracle Solaris 11 System Administration
- Oracle Solaris Cluster 3.2 System Administrator
- Oracle Solaris 11 Installation and Configuration Essentials
Red Hat Courses
- Red Hat System Administration I (RH124)
- Red Hat System Administration II with RHCSA Exam (RH135)
- Red Hat Enterprise Deployment and Systems Management with Exam (RH402)
- Red Hat Enterprise Performance Tuning with Exam (RH443)
Trainings
Drop an email @ navieshatech@gmail.com for any queries or enroll.
Some of our Blogs are:
Performance Tuning (Performance Tuning oracle tutorial )
RAC Training (Oracle RAC )
Oracle Courses
Oracle 12c
- Oracle Database 12c: Backup and Recovery Workshop
- Oracle Database 12c: Data Guard Administration
- Oracle Database 12c: High Availability New Features
- Oracle Database 12c: Managing Multitenant Architecture
- Oracle Database 12c: Performance Management and Tuning
- Oracle Database 12c: SQL Tuning for Developers
- Oracle Database: Introduction to SQL
- Oracle Database: SQL Workshop I
- Oracle Database: SQL and PL/SQL Fundamentals
- Oracle Database 12c: New Features for Administrators
- Oracle Database 12c: Admin, Install and Upgrade Accelerated
- Oracle Database 12c: Install and Upgrade Workshop
- Oracle Database 12c: Administration Workshop
- Oracle Database 11g: New Features
- Oracle Database 11g: PL/SQL
- Oracle Database 11g: Administration I
- Oracle Database 11g: Administration II
- Oracle Database 11g: Performance Tuning
- Oracle Database 11g: SQL Tuning Workshop
- Oracle Database 11g: Data Guard
- Oracle Database 11g Enterprise Grid Control
- Oracle Database 11g RAC Administrator
- Oracle Database 11g RAC Deployment Workshop
- Oracle Database 11g: Implement Streams
- Oracle Database 11g: Security
- Oracle GoldenGate 11g: Fundamentals for Oracle
- Oracle
GoldenGate 11g: New Features
- Oracle Database 10g: New Features
- Oracle Database 10g: PL/SQL
- Oracle Database 10g: Administration I
- Oracle Database 10g: Administration II
- Oracle Database 10g: Performance Tuning
- Oracle Database 10g: SQL Tuning Workshop
- Oracle Database 10g: Data Guard
- Oracle Database 10g Enterprise Grid Control
- Oracle Database 10g RAC Administrator
- Oracle Database 10g RAC Deployment Workshop
- Oracle Database 10g: Implement Streams
- Oracle Database 10g: Security
Sunday, February 23, 2014
how to get a job
"There are five hiring attributes we have across the company," explained Bock. "If it's a technical role, we assess your coding ability, and half the roles in the company are technical roles. For every job, though, the No. 1 thing we look for is general cognitive ability, and it's not IQ. It's learning ability. It's the ability to process on the fly. It's the ability to pull together disparate bits of information. We assess that using structured behavioral interviews that we validate to make sure they're predictive."
The second, he added, "is leadership — in particular emergent leadership as opposed to traditional leadership. Traditional leadership is, were you president of the chess club? Were you vice president of sales? How quickly did you get there? We don't care. What we care about is, when faced with a problem and you're a member of a team, do you, at the appropriate time, step in and lead. And just as critically, do you step back and stop leading, do you let someone else? Because what's critical to be an effective leader in this environment is you have to be willing to relinquish power."
What else? Humility and ownership.
"It's feeling the sense of responsibility, the sense of ownership, to step in," he said, to try to solve any problem — and the humility to step back and embrace the better ideas of others. "Your end goal," explained Bock, "is what can we do together to problem-solve. I've contributed my piece, and then I step back."
And it is not just humility in creating space for others to contribute, says Bock, it's "intellectual humility. Without humility, you are unable to learn." It is why research shows that many graduates from hotshot business schools plateau. "Successful bright people rarely experience failure, and so they don't learn how to learn from that failure," Bock said.
"They, instead, commit the fundamental attribution error, which is if something good happens, it's because I'm a genius. If something bad happens, it's because someone's an idiot or I didn't get the resources or the market moved. ... What we've seen is that the people who are the most successful here, who we want to hire, will have a fierce position. They'll argue like hell. They'll be zealots about their point of view. But then you say, 'here's a new fact,' and they'll go, 'Oh, well, that changes things; you're right.'" You need a big ego and small ego in the same person at the same time.
The least important attribute they look for is "expertise." Said Bock: "If you take somebody who has high cognitive ability, is innately curious, willing to learn and has emergent leadership skills, and you hire them as an HR person or finance person, and they have no content knowledge, and you compare them with someone who's been doing just one thing and is a world expert, the expert will go: 'I've seen this 100 times before; here's what you do.'" Most of the time the non-expert will come up with the same answer, added Bock, "because most of the time it's not that hard." Sure, once in a while they will mess it up, he said, but once in a while they'll also come up with an answer that is totally new. And there is huge value in that.
To sum up Bock's approach to hiring: Talent can come in so many different forms and be built in so many nontraditional ways today, hiring officers have to be alive to every one - besides brand-name colleges. Because "when you look at people who don't go to school and make their way in the world, those are exceptional human beings. And we should do everything we can to find those people." Too many colleges, he added, "don't deliver on what they promise. You generate a ton of debt, you don't learn the most useful things for your life. It's [just] an extended adolescence."
Google attracts so much talent it can afford to look beyond traditional metrics, like GPA. For most young people, though, going to college and doing well is still the best way to master the tools needed for many careers. But Bock is saying something important to them, too: Beware. Your degree is not a proxy for your ability to do any job. The world only cares about — and pays off on — what you can do with what you know (and it doesn't care how you learned it). And in an age when innovation is increasingly a group endeavor, it also cares about a lot of soft skills — leadership, humility, collaboration, adaptability and loving to learn and re-learn. This will be true no matter where you go to work.
New laser promises to make internet faster
How to hide Last Seen timestamp on WhatsApp
The new feature is not available via the WhatsApp app on Google Play Store as of now and you will have to do a bit of tweaking in Settings menu to get it. Here's how you can disable the 'Last Seen' timestamp on Android:
1. Make sure that your smartphone is running on Android 2.1 or a newer version
2. Head to the Settings menu and enable 'Download from Unknown Sources' in the Security tab
3. Go to the WhatsApp website and download the APK (application) file available under www.whatsapp.com/Android/
4. Once the APK file is downloaded to your device, tap on it. It will show two options - 'Package Installer' and 'Verify and Install'; select the first one
5. You will get a message saying that this application will make changes to WhatsApp; allow it to alter the app. All your WhatsApp data will be retained despite the changes
6. Now that WhatsApp has been updated, select Setting → Account → Privacy. You will see the 'Last Seen' option here, with three options - Everyone, My Contacts and Nobody. Select the one that suits you best
Remember, when you stop others from seeing your 'Last Seen' timestamp, you were not be able to see theirs either.
Under the Privacy menu, you will also see the options of restricting who can see your profile photo and status. This is a feature available only on WhatsApp and not on iPhones.
iPhone users who want to alter the 'Last Seen' settings can follow these simple steps:
1. Open WhatsApp and go to Chat Settings and select Advanced
2. Now turn toggle the 'Last Seen Timestamp' to 'Off'
Once you change the Last Seen status on WhatsApp for iPhones, you will not be able to alter it again for the next 24 hours. On the other hand, Android has no such restrictions and you can change the setting as many times as you want on the same day.
Source : Times of India