QR codes - introduction

A QR Code is a specific matrix code (or two-dimensional bar code) that is readable by dedicated QR bar code readers and camera phones. The "QR" is derived from "Quick Response," as the creator intended the code to allow its contents to be decoded at high speed. The code consists of black modules arranged in a square pattern on a white background. The information encoded may be text, URL, or other data.

QR code for URL: http://kenexa.com

It was invented in 1994 by Denso-Wave, one of major Toyota group companies, and approved as an ISO international standard (ISO/IEC18004) in June 2000^**. Initially used for tracking parts in vehicle manufacturing, QR Codes are now used in a much broader context, including both commercial tracking applications and convenience-oriented applications aimed at mobile phone users - mobile tagging. QR Codes storing addresses and URLs appear in magazines, on signs, buses, buildings, business cards, or just about any object that users might need information about. Users with a camera phone equipped with the correct reader software can scan the image of the QR Code causing the phone's browser to launch and redirect to the programmed URL. This act of linking from physical world objects is known as a hardlinking or object hyperlinking.

Features:

QR Code provides the following features compared with conventional bar codes.

 

High Capacity Encoding of Data: While conventional bar codes are capable of storing a maximum of approximately 20 digits, QR Code is capable of handling several dozen to several hundred times more information. QR Code is capable of handling all types of data, such as numeric and alphabetic characters, Kanji, Kana, Hiragana, symbols, binary, and control codes. Up to 7,089 characters can be encoded in one symbol.

 

Small Printout Size: Since QR Code carries information both horizontally and vertically, QR Code is capable of encoding the same amount of data in approximately one-tenth the space of a traditional bar code. (For a smaller printout size, Micro QR Code is available.

 

Dirt and Damage Resistant: QR Code has error correction capability. Data can be restored even if the symbol is partially dirty or damaged. A maximum 30% of codewords can be restored.

 

Readable from any direction in 360°: QR Code is capable of 360 degree (Omni-directional), high speed reading. QR Code accomplishes this task through position detection patterns located at the three corners of the symbol. These position detection patterns guarantee stable high-speed reading, circumventing the negative effects of background interference.

 

Structured Append Feature: QR Code can be divided into multiple data areas. Conversely, information stored in multiple QR Code symbols can be reconstructed as single data symbols. One data symbol can be divided into up to 16 symbols, allowing printing in a narrow area.

 

The business case for QR Codes

 

QR Codes provide a number of interesting potential use cases. These codes work best when used as a means of providing additional information about a product or service, but can also serve as a great method for distributing coupons.

 

Video: QR Codes that lead to videos can provide additional information as well as a unique experience for those who scan the QR Code. Video based QR Codes can be effective in many business areas, but are most effective with print advertising. Adding video content to a print ad can help bring your product to life. A print ad with a car can be interesting, but adding a

QR Code with a video can bring that car to life.

 

Mobile Website: QR Codes that lead to mobile websites can be a great way to provide additional information about your product to customers looking for more information. A mobile website allows you to display relevant information, as well as engage with potential customers/clients in a new way. Mobile websites accessed via QR Code are valuable for almost every industry. The possibilities range from providing additional information needed to make a buying decision, to using them to provide digital users manuals. This can be valuable before the purchasing decision as well as after.

 

Contact Form: QR Codes that lead to contact forms can be a great way to get opt-in contact information from customers interested in your product/service. This can be used as a way to send them additional information, product release information, etc. Combining a contact form with a mobile website or video can be even more effective.

 

Mobile App: QR Codes can offer an easy way to have people download a mobile app. If you've developed a mobile app and want to make it easy to access, a QR Code on print material can provide an easy way for customers to download and try your app. This can be a very easy yet powerful distribution method.

 

Coupon: Mobile coupon use is on the rise, and QR Codes can help increase that use. The code can be associated with a mobile coupon site. Scanning the code could bring up a mobile coupon that could be saved on the customer's mobile device. This gives the customer an easy way to keep the coupon and makes them more likely to use it because it's always with them.

 

 

Business Benefits

 

Analytics: QR Codes offer a level of data tracking that's unavailable in print media. These codes (when properly set up) can allow you to track how many total scans a QR Code gets, how long the average person spends on the site as well as the general location of those who are scanning. While the code itself can't give you specific user information (phone number, email address, etc), it is easy to include a contact form to collect opt-in user data, and with a compelling offer (coupons or additional information for example) many people are more than willing to share their information with you. The ability to track aggregate data (i.e. total scans) gives you the information you need to help improve your marketing efforts.

 

Better Advertising: Adding videos and specially designed mobile pages to advertising, with the use of QR Codes, allows you to engage with your customers better. These elements help you enhance your advertising, and help you stand out from competitors. Better, more effective advertising improves your advertising ROI.

 

Conclusion

 

The number of people with the ability and desire to scan QR Codes is large and growing. These codes allow an unprecedented means of engaging with both prospective and current customers. They can add an extra dimension to print media and strengthen a marketing campaign. Most importantly, QR Codes help improve marketing ROI and strengthen brand loyalty.

 

^** Refer to http://en.wikipedia.org/wiki/QR_code#Standards

For more information visit:

A range of QR code readers can be downloaded from:

http://www.mobile-barcodes.com/qr-code-software/

Users can also generate and print their own QR Code for others to scan and use by visiting one of several free QR Code generating sites like

http://zxing.appspot.com/generator/ 

If you don't have a mobile that can read a QR code and assuming you can capture one as an image, then this website will read the code:

http://zxing.org/w/decode.jspx

 

http://en.wikipedia.org/wiki/QR_Code

http://www.denso-wave.com/qrcode/aboutqr-e.html

Social Sourcing - what benefits and which networks

What are the long term benefits?

The current hiring process is depicted by the following graph which shows the degree to which a candidate was actively looking for a job when he/she took up the current job opportunity.

This demonstrates that the current hiring process is set up to recruit candidates reactively, not proactively. “It is easier to deal with applicants who come to you then try to seek out new applicants. Without doubt, that is why actives account for such a disproportionate percentage of hires.”

Another reason for the disparity may be that top-quality candidates regularly move between the active and passive realm, even exhibiting behaviors of both candidates depending on the job market, the economy or individual needs. In the following diagram, the dashed lines illustrate the open boundaries between candidate statuses.

A successful recruitment marketing campaign must utilize a complete media mix to cover the full-range of candidates in the job market as they move throughout the boundaries. “With the right message, a strong advertising campaign will reach active candidates immediately. However, a successful branding campaign will also resonate with passive job seekers when they enter the market.”¹⁵

Advertising is another way to get the passive job seeker's attention. About a third (30 percent) of all passive candidates who responded to the WetFeet.com survey said they had investigated employment opportunities at a company after seeing an employment-related ad. Almost as many (28 percent) had investigated employment after seeing a general, non employment-related ad.

Finally, a quarter (24 percent) of all passive candidates who responded to the WetFeet.com survey said that they used news media to learn about potential employers. Therefore, a corporate PR initiative focused on getting positive news about your company into the media could have a significant effect in attracting not only customers or clients to your company, but passive job candidates as well.

 

Which Social Networks?

 

A June 2010 study by Jobvite revealed that 73.3% of surveyed companies turn to social networking sites to recruit and hire new employees.  Nearly 60% of companies surveyed for the study also reported having successfully hired a new employee found through social networking websites like LinkedIn and Facebook.

Here’s the breakdown of which social networking sites companies are using for hiring as reported by eMarketer:

·         LinkedIn: used by 80% of companies recruiting through the social Web.

·         Facebook: used by 55% of companies recruiting through the social Web.

·         Twitter: used by 45% of companies recruiting through the social Web.

As you might expect, the success rates that companies report from those social network recruiting efforts reflect the demographics of the primary user audiences of each site:

·         LinkedIn: 90% of companies that recruit through social networks have successfully found candidates on LinkedIn.

·         Facebook: 27.5% of companies that recruit through social networks have successfully found candidates on Facebook.

·         Twitter: 14.2% of companies that recruit through social networks have successfully found candidates on Twitter.

Companies are having so much success in finding new employees through social web tools that half of the employers included in the Jobvite survey reported plans to increase spending in that area and decrease spending on traditional job boards and employee recruiting firms.

Key Finding is that Linked In, Twitter and Facebook are successful networks for Social Resourcing

Why use Social Media in recruiting?

Social media provides recruiters with a large audience of ideal prospects - any effective sourcing tool requires a global audience that includes a large number of qualified prospects, and social networks are both large and growing. In addition, the proper composition of the audience is also important. The majority of sourcing tools focus on the active job seeker, which generally makes up less than 25% of the people trained in any field. In contrast, the social media audience is quite broad and in fact is dominated by users who are currently employed and that are not actively looking for a new position. The ability to reach those that are “not actively looking” (in addition to actives) makes this a powerful recruiting tool.

A WetFeet.com survey of more than 3,000 experienced professionals conducted in August 2000 showed that more than a third of respondents who were currently employed were open to accepting a new position in the next six months.

 

How the Total Experienced Professional Population Breaks Down Currently "between jobs" (unemployed), seeking employment 2% Currently employed, seeking new employment 9% Currently employed, open to accepting a new position in the next six months 36% Happily employed, not open to accepting a new position in the next six months 53% Base: experienced professionals (n=3371)</< td>

Source: Recruitment Marketing Strategies: Building Employer Brands That Attract Talent © 2000 WetFeet.com

A recent survey sponsored by Yahoo! reached over 3,700 people aged 18-64. It found that just 17% of the population-fewer that one-out-of-five people-was actively seeking a job.

This finding correlates well with an earlier study attributed to the U.S. Bureau of Labor Statistics. It found that just 16% of the population was active job seekers.

The key benefits of using social media as a recruiting tool are:

1. Broad capability - social-media-empowered recruiting has the broadest array of capabilities of any existing recruiting tool, by a large margin. In addition to the obvious direct sourcing capability, social media has the capacity for multimedia messaging, brand communication, conducting market research and for building sustainable longer-term recruiting relationships. Social media sites allow you to go beyond the traditional resume and gather information that can be beneficial in accurate candidate assessment.
2. Creating Brand Image - Ability to brand and market a business organization on popular social networking sites is a strategically sound recruitment method that will provide business organizations the capability to accommodate the incoming professional workers wants and needs (Jacobs 2008). Branding the business organization creates a compelling and unique perception in the minds of target candidates to describe what it feels like to work for the organization (Jacobs 2008). Branding a business organization should include: highlighting opportunities available, emphasizing career growth, flexible work schedules, telecommuting, and other employment perks can be included and will set apart the organization from its competition to inform and attract viable candidates.
3. Ability to mine & reach out to prospective candidates - The key success to using social networking lies in the ability of the business organization to embrace a new way of interacting. Use of social networking is critical to connect with current and future job seekers. Expanding an existing recruiting network permits a business organization’s to target and reach candidates they would not otherwise. The use of social networks allows for professional connections to be made, and using professional connections to reach candidates through alternative methods is known as knowledge mapping. Knowledge mapping represents who knows whom, who knows what, who knows how, and who knows why. As illustrated in Figure 1, when using social networking through knowledge mapping connections, business organizations can rapidly expand by reaching candidates through other avenues.

                   

4.       Relationship building — most sourcing tools are really just “job posting tools,” and as a result, they do not support you building relationships. Social media provides numerous opportunities to build trust relationships based on common interests with individuals who simply wouldn’t respond to anything related to a new job opportunity. Building a relationship over time almost guarantees that you will have a high offer acceptance rate.

1. Low cost - in most cases, social media allows for no-cost messaging, job posting, and relationship building. There are some fees for some features that you may decide to pay, but overall, it is an extremely low-cost platform.

6.       Leveraging employees -there is never enough “surplus time” for recruiters to do all of the sourcing and branding that needs to be done. As a result, an important power factor for rating any recruiting tool is the extent to which the recruiting workload can be shifted to others, especially employees. Advanced social media leaders use their recruiters primarily as coaches and educators, so that your firm’s employees can carry the bulk of the social media prospect identification and relationship building.

1. Prioritized applications - many sourcing tools fail to produce superior results because the last step is formally applying for a position using the firm’s corporate website. A long tedious application is fine for active candidates, but it is not user friendly enough for non-jobseekers who have recently been convinced to consider a new position. Fortunately, well-designed social media strategies automatically route employee-generated contacts from social networks through the more “candidate friendly” employee referral program.

 

1. Better Performance in Recruiting/hiring candidates -

The four performance objectives include:

(a)   hire the best possible candidate,

(b)   establish a candidate pool pipeline,

(c)    improve the existing recruiting process, and

(d)   Cost-to-hire.

The first performance objective is to hire the best possible candidate for the position. Social networking increases candidate pools of qualified and desirable applicants enabling HR and staffing professionals to hire a viable candidate. The second performance objective is having a candidate pipeline that helps fill in the “just-in-time” job opening. A candidate pipeline is an established pool of candidates that can be easily contacted in time of need. The third performance objective for hiring efficiency is improving the recruitment and hiring process. Implementing a social networking system will help aid the recruiting efficiency allowing business organizations to search by key words and/or qualifications. The final performance objective for hiring and recruiting efficiency is to limit the cost-to-hire. The cost of using social networking platforms pales in comparison to advertising and social networking enables the business organization to find and attract candidates while decreasing the man hours to fill open positions.

Six Degrees of Separation and Social Media

Six Degrees of Separation is the theory that promotes the concept that every human being on earth is connected by the approximate average of six degrees. This theory is also known as the Human Web, which emphasizes that the world, amidst the difference in cultures and geographical obstructions, is a small world after all. Now, with new technology tools such as social networking, the world has gotten even smaller.

Go on Facebook or Twitter and type up the name of your favorite actor on the search space and you will most likely find a fan page or a verified account through which you can catch up with and, most importantly, connect with your idol. These days, it’s normal to receive updates from your favorite personalities as if they were sitting right next to you and telling you about their day.  

The results of social networking development have revolutionized the way people connect with each other. Now, when you are on one of these social networking sites, there’s no excuse not to know what’s going on with your friends and family, nor is there an excuse to forget birthdays and other events. There is also no reason for you not to know how to get involved and help out in times of emergency.  In addition,

social networking development has provided a venue not only for people to connect and to be updated with current events, it has also proven to be an effective medium for political, environmental, and social campaigns. 

The rapid progress in social networking development has also created an effective conduit for businesses to reach their clients and vice-versa. This contributes to a harmonious and productive relationship between manufacturers and consumers.

 Social networking development in the recent years has perhaps made the six degrees of separation closer. The already shrinking world is shrinking even faster, and there are no signs that this would slow down soon.

Active and Passive Candidates

Demand and Supply

One of the challenges facing Human Resources industry is the demand-supply mismatch.  Organizations should find ways and means to balance supply and demand of talent for its success.  They need to equip their HR Managers with effective tools to identify the right talent for the right positions.

Labor supply analysis identifies the availability of staff required and determining supply begins with the identification of the capabilities of the current workforce.  Balancing supply and demand is met by developing tailored HR programmes to expand or reduce the workforce. Control and evaluation procedures provide feedback on the success of HR programmes in meeting labor demand.

Active and Passive Candidates

Some may simply define an active candidate as “one who is ‘pro-actively’ looking for a new job”, while a passive candidate is “one who is not ’pro-actively’ looking for a new job”. In practice, though, there are “degrees of passivity” which must be considered in order to label a candidate appropriately (please refer to diagram below). An individual, for example, who keeps an updated profile on a job board or a social network may be considered to be somewhere between the two extremes.

DIAGRAM: Degrees of Passivity

Truth be told, Active Candidates will apply for positions. The most active will visit a corporate website and register an interest. Slightly less active may register a resume on a job board, or via a contingency recruiter.

Why Care About Passive Candidates?

 Typically, a passive candidate will be harder – and more costly – to recruit. Passive candidates are highly skilled, happily employed individuals who are not actively seeking new job opportunities. And because most are happily employed, these candidates are also considered more loyal and more stable (on average passive job seekers stay with a company three years and seven months, compared to only 15 months for active job seekers1), therefore more valuable, than active job seekers. They have a job in which they have already demonstrated ability to make a contribution, potentially translating into a higher chance of success within your organization. As a result, they are extremely hard to target.

¹ Source: Recruitment Marketing Strategies: Building Employer Brands That Attract Talent © 2000 WetFeet.com

Means to attract Passive candidates

Passive Candidates need to be identified and approached. They will not apply for jobs, nor register on job sites. Therefore, recruiting technology is required to support the Sourcing Process (Name identification) and to build relationships with those individuals who are targeted.

Building a talent pipeline involves identifying where a corporation might need to hire in future, identifying those competitors which over perform in those areas, and then mapping out the individuals and teams responsible for that over performance at those competitors. A true talent acquisition system will allow Sourcing teams to do just this. It will do this in part through research techniques which allow users to search corporate websites, social networks, and news sources to identify names, and partly through the ability to record and understand the structure of these targets – through organization charts and relationship diagrams.  Social media sourcing is one of the most effective tools to attract passive candidates.

Defining new dimension of a Product

For example, you may want to define the social media strategy or mobile strategy of your product.  Or you may be thinking of productization of your earlier project.  In other words, you would like to define a new dimension of your Product.  Three important tasks that one should consider for this, are:

1.       List:  List down all the current important features that exist today.  It could be as simple as noting the entire menu items in your webpage and you may already know most of them, but don’t worry.  Pen down all the important ones.

2.       Shortlist:  out of the prepared list of items, few may not be suitable for the new dimension that you want to take.  For example, sensitive data that you capture in your product should not be posted to social media.  So, strike out all the ones that are not suitable for your new dimension.  You will be left with shortlisted items which are viable.

3.       Prioritize:  Now, you have the items that you can take up further.  The next task is to decide on which item should be taken up first and implement.  There are many factors that influence the priority including the market conditions and client-requests.

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Thanks,

Sivakumar AVKD

Product Management

Definition:  Product Management has to do with the Definition of what to do.  For a given problem, what is the solution and what should be done in the application in order to achieve the solution, is what is defined by Product Manager (PM).

Inputs for New Projects:  There are different sources from which new Projects are created.

·         FDCs(Future Development Considerations) turn into New Projects

·         Requests from Clients create new Projects for us.

·         Issues that Clients report, if visible on UI, they turn into Visible Changes and tracked.

·         With the evolution of Market/Product, new enhancements to the Product are thought of and executed.

·         Innovation – with the creating thinking that PMs have, new projects get created.

 

Various Activities and Qualities of a PM:  PM has to work closely with the clients to understand their needs and problems.  He/she has to understand the Client’s business and their way of working.  This enables PM to define robust solution for any problem.  PM has to take other clients and their business under consideration while proposing a solution to the problem.  He/she has to make sure that the solution is not creating other problems to other clients. 

There is a lot of co-ordination and discussions happen between Clients and PM on a regular basis, very frequently.   Hence, the first quality of PM:  Oral Communication skills.  Communication should be clear and elaborate enough for clients to understand.  For some problems, there can be technical and functional limitations and PM should be able to effectively communicate those limitations to clients.

Once the Problem is discussed and identified, PM has to think through different possible solutions.  He/she has to consider technical limitations while proposing solutions.  Hence, the second quality is:  Broader/out-of-box thinking.  He/she should get clear picture of whether the solution that is being proposed, is completely resolving the actual problem or not.  This needs a lot of analytical and problem solving skills.  Also, any assumptions which were taken into account should be made clear to clients before implementing the solution.

Now, all the different solutions that were thought of should be documented properly.  Hence, the next quality is:  Written Communication Skills.  PM should be able to visualize the User Interface changes with respect to the proposal.  He/she should be capable of using different tools to document those changes along with screenshots (wherever applicable).

With all the documentation ground work, PM has to discuss this with SE and QE regarding the implementation of the solution and the technical possibilities of it.  Hence, the next quality is:  Technical knowledge.  He/she should discuss and understand the technical feasibility and limitations of the solution.  He/she should be able to understand the timelines that SE and QE propose for the implementation and testing of the solution and then communicate that back to client.

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Thanks,

Sivakumar AVKD

Trip to Kameswaramma Temple

There may be many others, but, to our knowledge, this is the only known near-by temple of Godess Kameswari. It is located in Chowdanthivalasa (చౌదంతి వలస), a remote village near to Ramabhadrapuram/Bobbili, Vijayanagaram District, AndraPradesh.

We have been planning for this trip to take my son to this temple, almost since an year.  At last, we could make it on 2nd Jan 2010 :) Started at around 8:30 AM in the morning from home and drove to the village (about 100km) by 10:30 AM.  Parked the car at pujari's house and walked about one km in the farm-fields to reach the temple.  We had a great Darshan and pooja.

When we were there last time, lord Shiva temple was under construction besides this Kamewaramma temple.  This time, it is open and a big pooja (Sahasra bilwarchana సహస్ర బిల్వార్చన) was happening in the temple.  We sat for a while there and then, returned to Vizag.

Few pictures are posted here.

Service Day at Holy Hearts Orphanage

In 2009, though we planned and executed a lot of things for the Service day on  Dec12th, I physically, could not attend it (my son born on that day).


I did not miss it this time, in 2010. It was a great experience to make use of the service day that Kenexa provides every year.  We went to an orphanage named, Holy hearts, which is located at PM Palem, Visakhapatnam.


We had a cake cutting ceremony, on the occasion of Christmas.  Then, kids introduced themselves and sang songs, danced, etc.  After that, we had a funny quiz and then, a songs competition.  There were few items donated by colleagues viz., books, pens, pencils, chocolates, biscuits, old clothes etc.


Post noon, we all went to a nearby park (Jatara, Shilparamam at PM Palem).  We had lunch there, along with the kids.  Then, kids played in the park.  Few of the boys played Kabaddi and I was the umpire :)


It was immense pleasure to be part of this team. This 25th day of Dec, 2010, is one of the happiest and unforgettable days and heartfelt thanks to our team and Kenexa.

Service Day 2010 snaps: http://bit.ly/finvwY

Lots of Fun at Sathwik's Birthday Party

Loads of fun at Sathwik's first birthday party. We all enjoyed the event at Royal Fort hotel, a lot.

Both Sahiti and Sathwik, enjoyed every moment of it, along with all other kids, who made this get-together a, memorable one.

Thanks from our family members to all the well-wishers...  Your blessings are always with us...

Sathwik's First Birthday

Dec 12th is Sathwik's Birthday.  We are having a small get together with my office friends and families at Royal Fort Hotel from 6PM onwards. Hoping to have loads of fun.  Sahiti is looking forward for it, eagerly :)

Product Management Training at Pune

Satisfaction = Performance - Expectation
  This was one of the formulas that was told to us during this training and it aptly suits to this training program itself.
  1st day of the training program went very well.  It was more example oriented and very interactive.  All the 7 participants were very good and lot of learning is happening.  I am looking forward for the next two days sessions and expecting them to be great as well.

Terrified for an hour..almost lost my breath

The most terrific incident, ever happened in my life... on last Saturday, 25th Sep, 2010, when I could not find my daughter, Sahiti, for an hour or so, in Tirupathi.  Along with Sahiti, all our family went for Darshan in the evening.  While coming back, Sahiti went missing.  She moved forward, while all of us stopped at a junction. We could immediately, realize that Sahiti missed, and all of us went to all different roads searching her.  But, we could not find her.

Then, after searching nearby roads for 45 min or so, I went to the broad-casting station to make an announcement.  As soon as I reached there and about to tell the incident, the person over there, mentioned that, she was already found.  We learnt from security folks that Sahiti told my name and cell phone number.

Lord Venkatesa, saved us all !!!!!

Moving into Product Management

  When I was asked about my career plans, I told my manager that I would like to move into Product Management and my target is to move by 2013.  However, he offered an opportunity to me, to start Product Management from Vizag office now, in 2010.  I am pleasantly surprised :)

  I am slowly learning the Product Management techniques.  I downloaded some material from internet and going through it.  The  target is to start full-time PM related activities from Aug-Sep 2010.

  I drafted my first spec as PM, yesterday, on 2nd July 2010.

 

My Son's name is Sathwik

We all went to Tirupathi for my Son's Barasala (Naming Ceremony) on 28th Apr 2010 and named him as "Sathwik".

His full name is:
"Venkata Kameswara Durga Sathya Surya Sai Mohana Narasmiha Jacob Sathwik"

Sathwik Adhikarla - born on 12th Dec 2009 Saturday, at 4:32 PM IST (Swathi 1st Padam)

My Son's Barasala on Apr 28th at Tirupathi

We all are going to Tirupathi in Apr for my Son's Barasala.  We did all Train reservations and booked Kalyanam tickets.  But, the most important work is still pending, selecting the name of my child... still at works :)

We are Blessed again, this time a Boy :)

On 12th Dec 2009 Saturday, at 4:32 PM IST (Swathi 1st Padam) , we are blessed with a baby Boy. Both Mother and Child are doing well.  Sahiti born on Friday, 7th July 2006 at 12:41 PM (Anuradha 1st Padam).

Sahiti Aksharabhyasam

I went to Basara along with my family for my daughter's Askharabhyasam. Muhurtham was on 15th Feb at 8:16 AM. We went into the temple and started the pooja by that time. We had tough time in reaching Basara, as we went from Hyderabad to Basara by Train. That was my mistake. I did not plan well. I should have booked a Sumo/Qualis. But, apart from that, everything went well and we were all happy with the trip. Darshan was great and still, I am feeling the Godess before my eyes. A very, very holy, sacred and luminous Saraswathi idol. One must see the temple at least once in one's life.

Sahiti is going to School

Sahiti, my daughter, is going to school !!! She is very much interested in going to school and since last 20 days, there is not even a single day when she denied to go to school. More over, she wants to stay back in school even in the afternoons. She is saying, "Mom, serve my lunch fast so that I can go back to school".
However, it is just a play school and we are planning for her "Aksharabhyasam" on 15th Feb 2009 at Basara.

Kiran, my brother, got into Kenexa

I forwarded my brother, Kiran's resume to my Manager, Kiran. By God's grace, he got selected and now, he is working for Kenexa along with me. However, he is into Java and hence working for another Product and team. Till now, my brother did not hear back anything from Satyam computers, where he had been given an offer earlier. It is a luck that he could get into my company or else, he would have to sit idle for all these days. Happy news to share !!!