Characteristics of project

A project is a work effort made over a finite period of time with a start and a finish to create a unique product or service or result. Because a project has a start and a finish, it is also called a temporary effort or endeavor. In other words, a project is a temporary endeavor taken to create a unique product, service or result. So, a project has two defining characteristics: It is temporary, and it creates a unique result.

Let's try to understand these two defining concepts: temporary and unique.

Temporary - The temporary nature of projects refers to the fact that each project has a definite beginning and a definite end. A project can reach its end in one of two possible ways:
• The project has met its objectives-that is, the planned unique product has been created or the results achieved.
• The project has been terminated before its successful completion for whatever reason.
The temporary nature of projects can also apply to two other aspects:
• The opportunity to market the product that the project will produce is temporary-that is, the product needs to be produced in a limited timeframe; otherwise, it will be too late.
• A project team is temporary-that is, the project team is disbanded after the project ends, and the team members may be assigned to other projects eventually.
However, remember that the temporary nature of a project does not refer to the product it creates. The results or outcomes of a project are usually long lasting. Go back to the building your home example. Even though the construction process ends after say 9 months, your house is going to stand forever (Unless you plan on renovating or rebuilding it from scratch, which by themselves will be separate projects)

The second defining characteristic of a project is that it must create a unique product.

Unique product - The outcome of a project must be a unique product, service, or result.
How do these 3 terms differ from one another?
• Product - This is a tangible, quantifiable artifact that is either the end item or a component of outcome. The LCD TV in your living room or the fast BMW Car you drive or the nice diamond pendant you got your wife on her birthday are some examples of products.
• Service - Actually, when we say a project can create a service, we really mean the capability to perform a service. For example, a project that creates a website for a bank to offer online banking has created the capability for the bank to offer the online banking to its customers.
• Result. This is usually the knowledge related outcome of a project-for example, the results of an analysis performed in a research project

Indian Navy invites applications for the post of SSC(Executive &Technical Branches)

 

Applications are invited from unmarried male candidates for grant of Short Service Commission (SSC) in Executive Branch (General Services/Hydro Cadre) and Technical Branches of the Indian Navy for Dec 2013 Course at Indian Naval Academy (INA) Ezhimala, Kerala
Company name : Indian Navy
Posts : SSC(Executive &Technical Branches)
Qualification : BE B.Tech BSc
Location : Delhi
Last date to apply : 13 April 13

Details of Post :
SSC(Executive &Technical Branches)

Age
Educational Qualifications
PHYSICAL STANDARDS.


Important dates to remember :
Last date to apply : 13 April 13

 

DAE AMD Recruitment 2013 For Security Officers (SO), Security Guard & Work Assistant In AMD

Directorate Atomic Minerals for Exploration & Research Invites Applications For SO And
WA Recruitment 2013
Advertisement No. AMD-1/2013
The Atomic Minerals Directorate for Exploration & Research (AMD) under Department of Atomic
Energy invites applications for engagement various positions of Security Officers (SO), Security Guard
& Work Assistant-A (Male/ Female).
Important dates:
Last Date of receipt of completed application: 22-April-2013
Tentative Date Of Interview/ Trade Test: Not declared till yet
Details of the Job Positions:
Position No 1:
Position – Security Officer –A (only for Male candidates)
Total No. of posts: 10 Posts (Gen – 06, OBC – 03, SC – 01)
Pay Band: Rs.9300 – Rs.34800 with Grade Pay of Rs.4200 plus other allowances as admissible in PB-II.
Age: Minimum 18 years and Maximum 27 years as on 01-Jan-2013
Education: Graduate from a recognized University
Experience: Not below Junior Commissioned Officer or equivalent or having five (05) years experience as Non-Commissioned Officer or
equivalent (for Ex-SM candidates)
Physical Standards: No deformity, Minimum Height-167 Cms, Chest – 80-85 Cms
Position No 2:
Position – Security Guard (only for Male candidates)
Total No. of posts: 60 posts (General–30, OBC-25, SC–05 Out of which 06 posts are reserved for Ex-Serviceman)
Pay Band: Rs.5200 – Rs.20200 with Grade Pay of Rs.1800 plus other allowances as admissible in PB-I.
Age: Minimum 18 years and Maximum 27 years as on 01-Jan-2013
Education: Matriculation (1oth Standard) pass from a recognized institution/ board
Physical Standards: No deformity, Minimum Height-167 Cms, Chest – 80-85 Cms
Position No 3:
Position – Work Assistant –A (both for Male & Female candidates)
Total No. of posts: 100 posts (Gen – 51, OBC – 30, SC – 19 Out of which 10 posts are reserved for Ex-Serviceman and 12 Posts are reserved
for PWD candidates)
Pay Band: Rs.5200 – Rs.20200 with Grade Pay of Rs.1800 plus other allowances as admissible in PB-I.
Age: Minimum 18 years and Maximum 27 years as on 01-Jan-2013
Education: Matriculation (10th Standard) pass from a recognized institution/ board
Note:
Relaxation in upper age limit will be applicable as per norms for reserved category of posts
The candidates have to pass through Physical Fitness and Physical Endurance Test, Written Test and interview to be selected for the job positions,
where ever applicable
Mode of Selection:
The selection will be done on the basis of Merit through the marks obtained in the qualifying Written Examination, Physical Test and Interview.
How To Apply:
a) The application should be submitted in the proforma given in the Advertisement, preferably typewritten on thick A4 size/ foolscap paper as available
on AMD website at www.amd.gov.in.
b) The application and the outer cover should be super-scribed as “Application for the post of __________________________ in AMD, against
the advertisement AMD-1/2013.”
c) Separate application should be submitted for each post, if a candidate wishes to apply for more than one post.
d) The candidates name, address with pincode, date of birth should be written legibly in English in Bold Capital Letter even if a candidate fills the
application form in Hindi.
e) All credentials and certificates should be attached with the completed application form along with recent passport size photographs
f) The application form completed in all respect must be sent to the following address so as to reach before the final date (i.e. 22-April-2013)
g) The address to send the completed application form:
Assistant Personnel Officer (R)
Atomic Minerals Directorate for Exploration & Research (AMD)
1-10-156/156, AMD Complex, Begumpet
Hyderabad – 500 016, Andhra Pradesh.
The details of the criteria is as mentioned below:
employmentnews.indialist.org/dae-amd-recruitment-2013-for-security-officers-so-security-guard-work-assistant-in-amd/
The official Advertisement, application proforma & format of OBC certificate are available on AMD website at www.amd.gov.in

Lal Bahadur Shastri Hospital Junior Resident-07

GOVERNMENT OF NCT OF DELHI

OFFICE OF THE MEDICAL SUPERINTENDENT

LAL BAHADUR SHASTRI HOSPITAL

KHICHRIPUR, DELHI – 110 091

NOTICE FOR WALK-IN-INTERVIEW FOR JUNIOR RESIDENTS O

N ADHOC BASIS

Recruitment for 07 vacant posts of Junior Residents

on Adhoc basis for a period of 89 days or

till the post is filled up by regular appointment w

ill be held on 07.03.2013 at 10:00 a.m.

Criteria of Eligibility

For Junior Residents :

MBBS from recognized registered with D

elhi Medical Council Delhi.

Must not have completed 01 year Jr. Residency in an

y recognized institution. The candidate

having completed compulsory rotary internship shall

be given preference.

Junior residents who have completed one year of Jun

ior Residency shall also be allowed to

appear in the interview and will be offered residen

cy only if no fresh junior residents are

available for a further period of one year maximum

on adhoc basis.

There would be no extension for any junior resident

beyond one year appointment.

Post graduate doctors who are interested to serve a

s JR s will be allowed to join as JR if fresh

graduates are not available.

Reservation to Physically handicapped candidates

will be allowed as per rules.

Age Limit::

30 years for Junior Residents as on 01.03.13 as per

Residency Scheme of Ministry of Health

& family welfare . However relaxation in the upper

age limit will be allowed upto 40 years in case of

non-availability of candidates.

(Age relaxation is allowed for SC/ST and OBC/PH can

didates as per rules.)

Emoluments:

For Junior Residents:

PB -3 (Rs. 15600-39100) p.m. + Rs. 5400(GP) + oth

er allowances as applicable under the

Residency scheme.

Candidates should satisfy themselves regarding elig

ibility for the posts of Junior Resident and

may appear in the interview at the MS office on 07.

03.2013 at 10:00 a.m. along with their

original documents.

No TA/DA will be paid for appearing in the intervie

w.

Sd/-

(DR. ADARSH KUMAR)

MEDICAL SUPERINTENDENT

SPMCIL Recruitment 2013 Application Form | www.spmcil.com Career Jobs Read more: SPMCIL Recruitment 2013 Application Form | www.spmcil.com Career Jobs http://educationsportal.blogspot.com/2013/02/spmcil-recruitment-2013-application.html#ixzz2K5HOz3mu

SPMCIL Recruitment 2013 Application Form | www.spmcil.com Career Jobs : 1.Security Printing and minting Corporation of India Limited (SPMCIL) has published a latest recruitment notification for filling up General Manager (E-8 Level), Officer (Official Language) (E-1 Level) vacancies 2013. Eligible candidates can apply online application before 3rd March 2013. More details of SPMCIL recruitment 2013 is visit the given below link.

2.Candidates SPMCIL Recruitment 2013 Post name, Age Details, Age relaxations, Educational Qualification, Salary, Selection process, How To Apply online for SPMCIL Recruitment 2013, Application Form Fee, Important dates like exam dates, online application date visit the given below link.

3.SPMCIL Recruitment 2013 & Application form - http://www.spmcil.com/spmcil/Interface/JobOpenings.aspx

4.Candidates if you want to received all latest updates about SPMCIL Admit card, answer key, results 2013 via Facebook, then join us on Facebook page. Candidates Touch with us for more updates or book mark this page for future reference.

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Read more: SPMCIL Recruitment 2013 Application Form | www.spmcil.com Career Jobs http://educationsportal.blogspot.com/2013/02/spmcil-recruitment-2013-application.html#ixzz2K5H811CO

Employer Rules for Hiring Non-US Workers

The immigration debate isn't just about undocumented workers -- employers are key players too. No matter which side of the debate you favor or what role you play in the hiring process, job seekers of all kinds should understand the rules that employers must follow when hiring both citizens and noncitizens.
The Immigration Reform and Control Act (IRCA) of 1996 says employers with four or more employees may not discriminate against noncitizens with proper authorization to work. Employers are also responsible for verifying that employees are authorized to work in the United States.
Employers can demonstrate compliance with IRCA by treating all new hires -- citizens and noncitizens -- the same. Thus, many employers now routinely ask for proof of citizenship or work authorization documents from all new hires. According to the 'Lectric Law Library, this includes establishing a policy of hiring only individuals who are authorized to work; a "US citizens-only" policy is illegal except in cases where US citizenship is required by federal, state or local law, or government contract.
Documents Needed for Authorization to Work
Employers should complete an Employment Eligibility Verification Form (Form I-9) for all new hires, regardless of citizenship. To complete the form, employers must permit employees to present any document or combination of documents acceptable by law. The list includes a US passport, resident alien card ("green card") or a long list of documents showing identity and authority to work, including a driver's license, an ID card with a photograph and identifying information, US military card or draft record, Social Security card, or an original or certified copy of a birth certificate. Not all aliens authorized to work are issued green cards. Employers are also responsible for keeping track of expiration dates on the documents presented.
According to the US Citizenship and Immigration Services, formerly the Immigration and Naturalization Service, employers can terminate an employee who fails to produce the required document, or a receipt for a replacement document, within three business days of the date employment begins. An employee who presents a receipt for a replacement document must produce the actual document within 90 days after employment begins.
Employer Responsibility for Verification
Employers must examine the documents and, if they appear to be genuine and to relate to the person presenting them, accept them. To do otherwise could be an unfair immigration-related practice. If a document does not reasonably appear to be genuine and/or does not appear to relate to the person presenting it, an employer need not accept it. Contact the US Immigration and Customs Enforcement office for assistance.
If law enforcement authorities discover an employee is not authorized to work, employers who properly complete Form I-9 cannot be charged with a verification violation. However, an employer cannot knowingly continue to employ that individual. IRCA also makes it illegal to knowingly hire any alien not authorized to work.
Hiring Nonresident Workers
Employers who want to hire someone who lives outside the US for permanent work, must file Form I-140, Petition for Alien Worker, and may also have to complete a labor certification request (ETA 750) from the US Department of Labor Employment and Training Administration's Division of Foreign Labor Certification.
Employers must file an I-129 petition to hire foreign workers for temporary -- though not seasonal -- services or labor, or receive training.
Hiring noncitizen seasonal workers (usually agricultural workers) means employers must apply for temporary labor certificates from the US Department of Labor, under the H-2A Temporary Foreign Worker Program.
Employers who want to hire noncitizens who live outside the United States to work temporarily in the US must show their actions will not negatively affect the job opportunities, wages or working conditions of workers already residing here by demonstrating there are not enough such workers available and that the proposed wages and working conditions meet regional standards.
The employer must also actively attempt to recruit workers already residing in the US to fill the position, including newspaper and radio advertising. Employers must also provide free, approved housing for workers unable to go home each day, as well as certain types of transportation, workman's compensation or equivalent insurance and appropriate tools and supplies at no cost. Employers must also show that the position is not open because of a strike or lockout.
If certification is granted, an employer pays a fee of $100, plus $10 for each job opportunity certified, up to a maximum of $1,000 for each certification granted.

Asus Appoints Peter Chang As Country Manager, India

Asus has appointed Peter Chang, Regional Head, South Asia as Country Manager, India.

Chang would be responsible for planning and synchronizing strategies of the System Business Products in India with those at the headquarters in Taiwan.

Commenting on the appointment, Chang said, “Asus has been successful in making an influential initial impression and has attained accolades for design and innovation across the globe. Taking over the operations in India, I would like to add greater value to the technological understanding and advancement of the country through our wide range of offerings.”

Chang started his IT career with Asus about 10 years ago. He was in-charge of Turkey, Israel and Africa as the Regional Director, Asus for two years starting 2011.