hi iam selected for boi interview,they have asked me to bring an application form along with call letter where can i find that application form??will they give at the venue,or shud i download it from somewhere?? please answer3 3594
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Hello Friends !!! I am RAJAT AGRAWAL, All Saints' College of Technology, Bhopal ( M.P. ) I just want to share my experience of getting placed at Consagous Technologies. On 9th June 2012 there was an close campus drive of Consagous Technologies in our college. I was very excited to take part in it. Firstly, they started with a seminar, a small introduction about the company. Then the placement process started. The recruitment process of Consagous had three rounds. 1. Written test 2. Group discussion 3. Technical interview & HR Interview Written Test : It was objective type with 50 questions in 60 mins. The written test paper had three sets set A , set B and set C. I got set B. Basically the question were from network connection with database ,output of programs on C, C++, java, asp.net, php , data structure and Aptitude questions included topics like Time & Distance, simple interest ,average, Percentage, Ratio & Proportion etc.There was no negative marking in the written test. Some of them which I remember are- 1. What command in UNIX run on backgroung. 2. The groups of students are divided into 2class room. If 10students are shifted from class A to Class B then no of students in both class are equal. If 10 Students are shifted from class B to Class A then no of students in class A is Double to the no of students in Class B. Find the total no of students? 3. The time taken by boat to travel 4 meters dowmstream is 4 hours 48 min and that the upstream 4 hours .Find the speed of the boat in still water and the speed of the stream. 4. And many more…. Then after few hours the result of written test was announced , and fortunately I was selected among the 80- 100 other students. After written test 21 students were shortlisted and went through 2nd round . GD Round: In this round , all 21 students divided into two teams and went through group discussion process. Topic of our GD was “Spirituality and Technology” and it held for 15 to 20 min. It was the very nice discussion and most of them took part in it. After GD round 11 students were shortlisted. Then the next round was Technical and HR interview. HR and Technical Interview: Finally after 2nd Round I had been selected for HR and Technical Interview Round .At that time also I was full of excitement for my PI , though nervous also. I just prayed to God , took my parents name and entered in the room, As I entered I saw three people there inside the room I wished all of them, and they offered me the chair, I replied with thank you sir thank you mam. HR questions: • Introduce yourself • Why u want to be a software engineer? • why u want to join consagous? • Why do we take you in consagous? • Tell me 5 negative points of your's? • Tell me the name of CEO of Google, Facebook? Technical question: • what is object –oriented programming? • Tell me about your major project? • Features of OOPS n Advantage of Oops? • Difference between Router $ Switch? And many more…… All you have to be confident and have positive attitude during the interview. Really it was a very good experience with HR sir and with his team. And just after half an hour the results had been declared , 5 students were selected and fortunately with God Grace I was one of them, that was one of the most cherishable moment of my life. After that we have a photograph with HR Sir & CEO Sir. I always remember one thing We Will..... Do It...........!!!!! I would like to thank Consagous Technologies to give me such a big opportunity to work with them,thank you so much.!
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Case Study Please read the case given below and answer the questions given at the end. One afternoon in June 1972, Rao, industrial engineer of P.M.A. company, was called to the office of his immediate superior V.R. Naik, the production manager. Naik said, “Rao, I want to discuss a situation in the production department. A lot of people feel that Govindan is not the right man for the Assistant Superintendent’s position. The President and others have decided that I have got to fire Govindan or at least move him out of production. Everyone wants to fire Govindan, but I won’t do it to him. I was talking with Bhadra this morning, and we decided that you might be able to make use of Govindan in your department.” Rao was surprised by both the information, and the proposal. Naik concluded his comments with, “Rao, I am asking you to take Govindan. You can say ‘No’. But then he gets fired. I have told Govindan this. Also, Govindan knows that if he goes with you he will take a pay cut. However, I think you can make use of him both to your own and his satisfaction. You are, anyway, carrying out an in-process quality control, and you might be able to make good use of Govindan in view of his long technical experience of production work. Think it over, and let me know by tomorrow.” Rao thought over the matter. PMA company had been a successful enterprise until March 1972 at which time it suffered a sharp decline of profits : sales had fallen off, and production costs had risen. The President adopted three measures which he hoped would improve the condition. First, by creating an Industrial Engineering Department for establishing work standards on all production operations, to determine which manufacturing costs were out of line and where remedial action should be taken. Rao, 28 years old, who had been with the company for two years in the Purchasing department, was selected. Rao had B.E. and MBA degrees to his credit. What he lacked in his business experience he made up by his eagerness to learn. He was ambitious and liked by his associates. He wanted a transfer from Purchasing to Production for better opportunities for advancement. Secondly, he consulted a Management Consultation firm to make a study of the Production Department. They pointed out that the chain of command was too long from Production Manager through Plant Superintendent through Assistant Superintendent to Foremen. They recommended the elimination of the position of Assistant Superintendent. Thirdly, he engaged an Industrial Psychologist to appraise all the Supervisory Personnel. Govindan had been with the company for 20 years since its founding and during this period had worked on every production operation, and his last 11 years had been in supervisory capacity. His manners were rough and aggressive, he had little formal education. The industrial Psychologist’s report about Govindan contained the following points: (i) Evaluation for the position of Assistant Superintendent : Not good enough. (ii) Capacity for good human relations in supervision : Will have friction frequently. (iii) Need for development counseling: Counseling greatly needed. (iv) General evaluation: Govindan had a good ability profile. He suffers from a sense of inferiority. He does not like the responsibility of making decisions. His supervision is that of Autocratic type. Though he has the ability, as far as his personality make-up is concerned, he is out of place in the present position. Questions: 1. What is the problem in the case? Explain. 2. Explain Govindan’s behavior and work experience vis-à- vis the psychologist’s report. 3. How do you see Naik’s suggestion to Rao? Give reasons. 4. What are Rao’s considerations in taking a decision? What should he do? Explain.
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i hav applied for the post of engg. in iocl so please require the past test papers fro instrumentation engg please please help me and send me the papers or tell me the pattern and type of ques asked in examination......