Friends, with my blog i want to share the knowledge of Remote Sensing and GIS for those professionals who are willing to learn about Remote Sensing and GIS. This Blog is also for students who are interested in this field and want to make career in this field. I hope you like my blog and share my blog to your friends and other professionals.
To lead a GIS based software development company’s marketing department . Responsibility: to promote a Telecom GIS software which is developed in-house, exploration of new requirement and lead the department.
Job Requirements
Knowledge: Good Knowledge of GIS (Geographical Information System) and Business development in GIS software marketing field Experience: 7-10 yrs in GIS Marketing Send CV mentioning current salary Apply professionals having good marketing track record
The Mahatma Gandhi National Rural Employment Guarantee (MNREG) Act is all set to undergo a major renovation with proposals being considered to up the budgetary outlay from `40,000 crore to `68,000 crore, decentralise implementation with re-engineering in management and administrative systems, putting in place national-level ombudsman to suo moto inquire into complaints, hand-held devices for work measurement and rural ATMs for timely payment to the beneficiaries of the flagship scheme.
Proposals to enlarge the scope of works under the scheme are also being considered with a view to graduating from unskilled to skilled works — including masonry, brick-making and book-keeping jobs — for the beneficiaries. If the proposals are accepted, the MNREGA workers will also be entitled to travel allowance and provident fund scheme.
These far-reaching recommendations have been made by the six working groups, created for improving and strengthening implementation of MNREGA. The recommendations aim at institutionalising the scheme with enhanced allocation, improved management and administrative systems, enlargement of the scope of works, skill development and sustainability of the benefits to MNREGA workers.
The working groups have recommended to substantially enhance the budget outlay from the existing `40,000 crore to `68,000 crore with a wage-material ratio of 60:40 and increasing the administrative cost of implementation of the flagship employment guarantee scheme from 6 per cent of the budget outlay to 8 per cent, of which 6 per cent is utilised below the block level.
The wide-ranging recommendations, among other things, include strengthening policy research and evaluation systems, re-engineering management and administrative systems, separation of implementing agency from social auditing, according to the synthesis report of the working group recommendations, a copy of which is with The Pioneer.
Besides decentralisation of the flagship scheme, the working groups have recommended placing real-time online muster roll, work attendance and measurement through hand-held devices at field level and setting up low-cost rural ATMs and SMS-based fund transfer and payment of wages to village payment agents for unhindered payment to the beneficiaries.
The groups have also recommended integration of agriculture with MNREGA to improve productivity of land, graduation from unskilled to skilled work and training for self-employment in areas like masonry, brick-making, mobile repairs, book-keeping and maintenance of muster roll in MNREGA so that the beneficiaries are able to continue with their employment on their own on a sustainable basis.
Union Rural Development Minister CP Joshi said, “Though there is no time frame to accept the recommendations, the Government will accept all good measures suggested by the experts. The idea (of setting up the working groups) was to improve implementation of NREGA and all are working towards improving the condition of the beneficiaries and usher in transparency.”
The six working groups were constituted earlier this year on Planning and Execution (chaired by Rangu Rao), Capacity Building (chaired by Prof Ashwani Kumar), Specific Needs of Specific Category of Workers (Renuka Choudhari), Works to be taken up on Individual Land (Dr KS Gopal), Wages (economist Prof Jean Dreze) and Transparency & Accountability (social activist Aruna Roy).
The recommendations also provide for constitution of a directorate of social audit as an apex body for conduct of social audit in the State that is independent of implementing agencies. It is proposed that the directorate be equipped with a technical wing to inquire into MNREGA accounts and other financial records at all levels, besides examining the quality of works. It is also proposed that a district-level technical committee be constituted for strengthening technical system at the district level.
With a view to capacity-building for decentralised implementation, it has been recommended to create village development clusters for every 30 villages or one-third of blocks or 15,000 hectare area with programme facilitation team for MNREGA implementation.
Capacities of the NGOs are also proposed to be harnessed for mobilisation of beneficiaries, micro planning, building Panchayati Raj Institutions, outsourcing the recruitment process for selection of professionals to man MNREGA administrative offices and setting up of Information Communication System/Geographic Information System (GIS)-enabled asset management system through public-private partnership for better payments to the beneficiaries.
While Jean Dreze, the chairman of the working group on wages, has recommended linking wage rates to the Consumer Price Index, a member of the Central Employment Guarantee Council has sought enhancement of ex gratia payment of `25,000 to `1 lakh if a person employed under the scheme dies or is permanently disabled during the course of employment.
The working group on planning has recommended GIS-based resource mapping to facilitate better identification and preparation of developmental plans and suggested that watershed-based planning should be adopted for effective rejuvenation of natural resources.
Besides, the experts have sought information dissemination on options in land development and mapping of MNREGA activities for agriculture production cycle. Gender-sensitive works have been proposed to be included and the experts have recommended that women-friendly works — like horticulture and nurseries — may be taken up and preference be given for pregnant, lactating and aged women.
Integration of MNREGA with the district agriculture plan has also been sought and the experts have recommended that labour groups or self-help groups consisting of 15 to 20 beneficiaries should be organised so that employment capability is increased after imparting training. The scope of works to be incorporated includes works in nurseries, vermin compost production, vegetable production and other allied activities of agriculture.
The recommendations also include provident fund scheme for NREGS workers who have participated in the project 30 days a year and travel allowance of 10 per cent of the wage for initial distance of 0.5 km to 5 km and 20 per cent for those traveling above five km.
According to official statistics for 2010-11 (up to July 2010) fiscal year, job cards have been issued to 11.14 crore, employment under the scheme has been demanded by 2.5 crore households and employment has been provided to 2.44 crore households.
JAIPUR: Information Technology and communication has become part of daily life and with academic courses being introduced in these fields, brightening the career prospects of students. These views were expressed by minister of state for IT and communication, Sachin Pilot at Rajasthan University as he inaugurated Remote Sensing and Geographical Information System Laboratory on Thursday.
Addressing faculty and students, he said there is no dearth of talent in the state and many Rajasthanis have performed well at national and international level in various fields. Regarding the lab being named after his father Rajesh Pilot, he said that his father had come to Rajasthan University during a programme in 1980 and it was a proud moment for him.
The geography department of Rajasthan University has introduced a one-year PG diploma course in remote sensing and geographical information system (GIS). The state- of-the- art lab has been set up with help from Fund for Infrastructure Facility from Union Department of Science and Technology ( DST).
Vice-chancellor A D Sawant said the diploma course, first of its kind in the state, is expected to brighten the chances of students getting better job opportunities in the field of resource planning and management. The new academic course would develop a pool of trained manpower readily available for recruitment in various utilities working on GIS and remote sensing fields.
Most people who have hiring responsibilities have a pretty good idea of the levels of education and experience they’d like to see in a job applicant for a particular position.
Very often – and more often than one might think – the following personal characteristics make the difference between the person getting the job and the others who applied for the job:
Presence
The applicant’s first impression is very important. In fact, it ripples through the entire interview. Do what you can to create a positive presence through manners, wearing the appropriate clothing to the interview, making sure you’re well-groomed and having a relaxed, confident manner.
Ability to communicate
How well do you communicate to the interviewer? Can you communicate your ideas clearly at the level the position requires? Your interviewer will generally assess both content and delivery of communication.
Motivation
Do you have a positive, enthusiastic approach? Do you sound and look confident that you can handle the job?
Intelligence
Your answers to questions, your questions to the interviewer and your demonstration of creative and imaginative capabilities will all be considered by the hiring person. Although your grade levels achieved in post-secondary education are important, they are not always considered to be a reliable indicator of success on the job.
Energy levels and general alertness
These motivational forces underlie the other four traits listed here.
These traits are not as easily measured as skills, education or experience levels, but they do play an increasingly important role in how you present yourself to the interviewer.
By studying these traits you can help create a positive image of yourself in a job interview.
Note:- GIS Training is available in Bhopal. For more please contact to 8349675112 or mail me at shailendrasonekar@gmail.com.
A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in their company, organization, or firm. During this process, the employer hopes to determine whether or not the applicant is suitable for the job.
Multiple rounds of job interviews may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds may involve fewer staff from the employers and will typically be much shorter and less in-depth. A common initial interview form is the phone interview, a job interview conducted over the telephone. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides.
Once all candidates have been interviewed, the employer typically selects the most desirable candidate and begins the negotiation of a job offer.
2. Process
A typical job interview has a single candidate meeting with between one and three persons representing the employer; the potential supervisor of the employee is usually involved in the interview process. A larger interview panel will often have a specialized human resources worker. While the meeting can be over in as little as 15 minutes, job interviews usually last less than two hours.
The bulk of the job interview will entail the interviewers asking the candidate questions about his or her job history, personality, work style and other factors relevant to the job. For instance, a common interview question is "What are your strengths and weaknesses?" The candidate will usually be given a chance to ask any questions at the end of the interview. These questions are strongly encouraged since they allow the interviewee to acquire more information about the job and the company, but they can also demonstrate the candidate's strong interest in them.
Candidates for lower paid and lower skilled positions tend to have much simpler job interviews than do candidates for more prestigious positions. For instance, a lawyer's job interview will be much more demanding than that of a retail cashier. Most job interviews are formal; the larger the firm, the more formal and structured the interview will tend to be. Candidates generally dress slightly better than they would for work, with a suit (called an interview suit) being appropriate for a white-collar job interview.
Additionally, some professions have specific types of job interviews; for performing artists, this is an audition in which the emphasis is placed on the performance ability of the candidate.
In many companies, Assessment Days are increasingly being used, particularly for graduate positions, which may include analysis tasks, group activities, presentation exercises, and Psychometric testing.
3. Types
3.1 Behavioral
A common type of job interview in the modern workplace is the behavioral interview or behavioral event interview, also called a competency-based interview. This type of interview is based on the notion that a job candidate's previous behaviors are the best indicators of future performance. In behavioral interviews, the interviewer asks candidates to recall specific instances where they were faced with a set of circumstances, and how they reacted. Typical behavioral interview questions:
"Tell me about a project you worked on where the requirements changed midstream. What did you do?"
"Tell me about a time when you took the lead on a project. What did you do?"
"Describe the worst project you worked on."
"Describe a time you had to work with someone you didn't like."
"Tell me about a time when you had to stick by a decision you had made, even though it made you very unpopular."
"Give us an example of something particularly innovative that you have done that made a difference in the workplace."
"What happened the last time you were late with a project?"
"Have you ever witnessed a person doing something that you felt was against company policy. What did you do and why?"
A bad hiring decision nowadays can be immensely expensive for an organization – cost of the hire, training costs, severance pay, loss of productivity, impact on morale, cost of re-hiring, etc. (Gallup international places the cost of a bad hire as being 3.2 times the individual's salary).
3.2 Stress
Stress interviews are still in common use. One type of stress interview is where the employer uses a succession of interviewers (one at a time or en masse) whose mission is to intimidate the candidate and keep him/her off-balance. The ostensible purpose of this interview: to find out how the candidate handles stress. Stress interviews might involve testing an applicant's behavior in a busy environment. Questions about handling work overload, dealing with multiple projects, and handling conflict are typical.
Another type of stress interview may involve only a single interviewer who behaves in an uninterested or hostile manner. For example, the interviewer may not make eye contact, may roll his eyes or sigh at the candidate's answers, interrupt, turn his back, take phone calls during the interview, or ask questions in a demeaning or challenging style. The goal is to assess how the interviewee handles pressure or to purposely evoke emotional responses. This technique was also used in research protocols studying Stress and Type A (coronary-prone) Behavior because it would evoke hostility and even changes in blood pressure and heart rate in study subjects. The key to success for the candidate is to de-personalize the process. The interviewer is acting a role, deliberately and calculatedly trying to "rattle the cage." Once the candidate realizes that there is nothing personal behind the interviewer's approach, it is easier to handle the questions with aplomb.
Example stress interview questions:
Sticky situation: "If you caught a colleague cheating on his expenses, what would you do?"
Putting you on the spot: "How do you feel this interview is going?"
Popping the balloon: "(deep sigh) Well, if that's the best answer you can give ... (shakes head) Okay, what about this one ...?"
Oddball question: "What would you change about the design of the hockey stick?"
Doubting your veracity: "I don't feel like we're getting to the heart of the matter here. Start again - tell me what really makes you tick."
Candidates may also be asked to deliver a presentation as part of the selection process. The "Platform Test" method involves having the candidate make a presentation to both the selection panel and other candidates for the same job. This is obviously highly stressful and is therefore useful as a predictor of how the candidate will perform under similar circumstances on the job. Selection processes in academic, training, airline, legal and teaching circles frequently involve presentations of this sort.
3.3 Technical
This kind of interview focuses on problem solving and creativity. The questions aim at your problem-solving skills and likely show your ability and creativity. Sometimes these interviews will be on a computer module with multiple-choice questions.
3.4 Telephone
Telephone Interviews take place if a recruiter wishes to dwindle down the number of prospective candidates before deciding on a shortlist for face-to-face interviews. They also take place if a job applicant is a significant distance away from the premises of the hiring company such as abroad or in another state.[4]
4. Controversies
In many countries, employment equity laws forbid discrimination based on a number of classes, such as race, gender, age sexual orientation, and marital status. Asking questions about these protected areas in a job interview is generally considered discriminatory, and constitutes an illegal hiring practice. However, many employers ask questions that touch on these areas.
5. Validity and predictive power
There is extant data which puts into question the value of job interviews as a tool for selecting employees. Where the aim of a job interview is ostensibly to choose a candidate who will perform well in the job role, other methods of selection provide greater predictive power and often lower costs. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success.
Honesty and integrity are attributes that can be very hard to determine using a formal job interview process: the competitive environment of the job interview may in fact promote dishonesty. Some experts on job interviews express a degree of cynicism towards the process.
Note:- GIS Training is available in Bhopal. For more please contact to 8349675112 or mail me at shailendrasonekar@gmail.com.
Stesalit always offers distinct paths to those who join with a career in mind. Boasting of a world-class work environment with an open & broad-minded work culture, Stesalit provides a holistic compensation structure where-apart from a fixed salary-employees can look forward to a highly rewarding performance bonus.
Stesalit has proven to be one of the best employers in the Industry in its Geography. Stesalit management believes that this is an industry that is in its nascent stage in India. Therefore, Stesalit invests lot of time in career planning for all its recruits. This type of planning not only provides them with a well-paved path for growth and future but also creates a good pool of personnel that will enable the industry to mature and grow to international standards.
The U.S. Department of Agriculture’s National Agricultural Statistics Service (NASS) has announced the release of new satellite images depicting agricultural land cover across most of the nation for the 2009 crop year. The images, referred to as cropland data layers (CDL), are a useful tool for monitoring crop rotation patterns, land use changes, water resources and carbon emissions.
These crop-specific, digital data layers are suitable for use in geographic information systems (GIS) applications. They can be used by agribusinesses, farmers, government agencies, researchers and academic institutions to study pesticide risk, epidemiology, transportation, fertilizer usage, carbon dioxide flux and other topics.
The entire inventory of CDL products, including metadata and accuracy assessments, is available online at the USDA National Resource Conservation Service’s Geospatial Data Gateway: http://datagateway.nrcs.usda.gov and at this NASS Web site: http://www.nass.usda.gov/research/Cropland/SARS1a.htm.
Leica Geosystems announced that their new Leica Zeno GIS series enters the U.S. GIS data collection market with rugged products. Leica Zeno GIS is part of the Leica Viva family of products.
According to the announcement, Leica Geosystems' survey technology is now extended into the GIS market. With the new product introduction of the Leica Zeno GIS series, users can manage and maintain assets, inspect infrastructure, respond to emergencies, ensure public safety, explore natural resources and conduct as-built and incident mapping with ease. The Leica Zeno 10 provides a color graphic display in portrait format and a numeric keypad. Alternatively, users have the choice to select a full functioned model - the Leica Zeno 15 with a full QWERTY keyboard and a display in landscape format.
The announcement stated that dual-constellation tracking guarantees higher productivity with more satellites available - in particular in urban canyons and in areas where tree canopy blocks the number of visible GPS satellites
According to Leica, the new Leica Zeno Field software is an OEM version of ESRI ArcPad 8 and provides a full range of functions to easily control the integrated GNSS receiver and to manage the data collection process such as GNSS raw data logging, easy handling of GNSS real-time configurations, feature accuracy management, and an automated workflow between the field and office.
Techniques currently being developed constantly and need experienced people in Remote Sensing and GIS. That is why the interest of people in the field is being continuously increasing. In present almost all areas requires Remote Sensing and GIS as a tool to reduce their working capacity. So given the importance of the GIS and Remote Sensing we regularly organize training programs in Bhopal (M P) and New Delhi . Our aim of introducing it is that we can train more and more people in both of these fields and produce skilled and trained professionals.
We welcome all the students and working professional of any field who want to join this training program. We also provide GIS Training for Government Institutes, Industrial Sector, Educational Institutes and also International Personal. I would also like to provide my services to the Student and Research Professionals (PhD) for their dissertation/Project Report and PhD thesis in Remote Sensing and GIS and also in Geology.
ASTRA Infosys provides software consulting and application development solutions to established companies as well as startups. At ASTRA Infosys, being at the forefront of technology is a way of life. We constantly sharpen our expertise to provide value-added and advanced technology solutions to our clients. ASTRA Infosys offers services in the following fields: Geo Spatial Solutions CAD/CAE Solutions Software Consulting and Development
Job Details
Title:
GIS Analyst/Programmer-New Delhi
Designation:
GIS Analyst/Programmer
No. of vacancies: 2
Qualifications: B.S. degree in Geographic Information Systems / Geography
Essential Skills:
Skills
Specialization
Years
VB - 6.0 and later
-
2
XML/SGML
-
2
AutoCAD
-
2
GIS
-
2
Minimum Total Experience: 2
Job Tenure: Full-time Only
Salary Offered: Negotiable
Job Location: New DelhiIndia
Job Description
This position will be responsible for cartographic production and geospatial data entry (spreadsheets, database, etc.), drafting, writing and editing, reports, briefs, proposals, and other documents in support of client requirements at the GIandS Office.
Experience in the following is necessary:
GIS Analysis/Modeling/Application Development * Perform data manipulation for standardization, data compliance, conversion, and integration of various GIS compatible format files; primarily ESRI and AutoCAD. * Automate routine manipulative/analytical tasks using macro language scripting (Visual Basic, VBA, XML). * Develop customized applications for data query, display, and analysis for a range of GIS users.
GIS Management * Design, develop, and maintain multi-thematic and or geospatial databases. * Ensure metadata and data standards compliance, documentation, and maintenance. * Document GIS activities, desktop procedures, Standard Operating Procedures, etc. * GPS data collection design, implementation and management.
Technical Instruction and Support * Provide GIS and geospatial expert advice and assistance. * Prepare GIS relevant briefs and presentations for a range of GIS users.
Required Skills:
* B.S. degree in Geographic Information Systems; or Geography or Engineering/Planning with an emphasis in GIS planning. * AutoCAD and GIS application development experience is highly desirable, as is a background in Facilities/Utilities Management. * AutoCAD 2004, ArcGIS 9.1 plus 3D Analyst, ArcPress, Publisher, Tracking Analyst extentions, ArcPad 7.0 and Microsoft Office 2003. * GeoFidelis Toolkit, Geostatistical Analyst, GPS Analyst, Network Analyst, and Spatial Analyst to listing of ArcGIS extensions.
Note:- GIS Training is available in Bhopal. For more please contact to 8349675112 or mail me at shailendrasonekar@gmail.com.
Job Description: He will be given a Budget & archives data base to create solution /products for gis applications for the Industry. In short Independent / Free-hand to Blossom his skills under Professional environment once his idea is accepted.
Essential Requirement Must have vision to create utility out of volumes of Digital map data in company Archives & have experience of using Mobil technology for creating remote monitoring solutions for the industry.
Desirable Requirement Must be confident & having practical Ideas ,seeking platform to implement his vision.
Experience - 5 yrs. To 10 yrs Location Nagpur - India Vacancy Type Full Time
Contact Information 1,More Sadan, Mount Road Ext. Sadar , Nagpur. TelePhone: 91-937 310 9455 website: http://www.microdocindia.com
