1.How do you place the cursor on a particular position on the screen? –
Move -1 to the length attribute of the field aand use the CURSOR option.
2. Define the field with IC in the BMS map.
Use CURSOR(n m)??
What are the two outputs created as a result of generation of a map? –
The map copybook and the load module.
What is the difference between physical map and symbolic map? –
The physical map is the load module and the symbolic map is the data structure.
5. How do you protect a field from being overlaid? -
What is the attribute byte? –
Defines the display/transmission of field. most cases is an output field from the program.
How do you use extended attributes ?
Define EXTATT=YES and the correct terminal type.
What are the 3 working storage fields used for every field on the map? –
Length, attribute and input/output field.
What is MDT? What are FSET, FRSET ?
Modified Data Tag. Bit in the attribute byte indicating modification of field on screen. Happens on an input operation.
FSET. Sets MDT on to ensure field is transmitted. Happens on an output operation.
FRSET. Resets MDT. Until this happens, field continues to be sent.
What is the use of DSECT parameter in BMS?
Is the parameter to generate a symbolic map.
Do you receive the attribute byte in the symbolic map?
On EOF yes.
How do you make your BMS maps case sensitive?
Use ASIS???
What is effect on RECEIVE MAP when
PF key is pressed? Data transmission may happen,
PA key is pressed? Data transmission will not happen.
What are SEND MAP MAPONLY & SEND MAP DATAONLY ?
MAPONLY - to send the map alone, without any data. Eg: used for sending Menu screens.
DATAONLY - to send data alone, without sending the screen layout again. Eg: used for refreshing the screen data.
What is the difference between a PF key & a PA key ?
PF keys wake up the task and transmit modified data, PA keys only wake up the task.
Name the macros used to define the following:
MAP MAPSET FIELD
DFHMSD DFHMDI DFHMDF
Can you use OCCURS in a BMS map? If you do, what are the issues related with its use?
Yes. cannot use group by clause???
Can you define multiple maps in a BMS mapset?
Yes.
How is the storage determined in the symbolic map, if you have multiple maps?
Storage for maps redefine the first. This means largest map has to be the first.
What is the meaning of BMS length of field = 0?
Data was not entered in the field
Can you simply check if length = 0 for checking if a field was modified?
No, not if ERASE EOF was used.
What do you do if you do not want characters entered by the user to be folded to uppercase ?
Use ASIS option on RECEIVE.
What does the BUFFER option in RECEIVE mean ?
Brings the entire datastream from the terminal buffer.
What are the steps you go through to a create a BMS executable?
Assemble to create CSECT and Link
When you compile a CICS program, the (pre)compiler puts an extra chunk of code. Where does it get included and that is it called? What is its length? -
DFHEIBLK, DFHCOMMAREA.
List all the CICS tables and explain their contents. –
PPT SIT
PCT JCT
FCT SNT
DCT SRT
RCT TCT
I have written a CICS program. What tables should I setup to run this program? –
PPT, PCT, (FCT, DCT, RCT (if needed)).
In which table would you make an entry for a BMS map? –
PPT
What is the content of the PPT entry? –
Length, Source, Use count, Lang, Res count DFHRPL number
For a CICS-DB2 program, how is the plan referenced? –
Uses a RCT table.
How is dynamic memory allocated within a CICS application program? –
Use a GETMAIN
What are the restrictions while using GETMAIN and FREEMAIN? –
?????????????????????
What is the use of a TDQ, TSQ? –
Temporary data stores.
How do you read from a TSQ? –
Temp storage read command
If I create a TSQ from one transaction, can I read it from another transaction? –
Yes. As long as they run in the same region.
What are extra partition & intra partition TDQs?
Extra partition TDQs are datasets used for communication b’n CICS and other CICS/Batch regions. Intrapartition TDQs are queues for communication within regn.
What is trigger level in the context of TDQs?
For intrapartition TDQs specify the # records at which ATI happens. not applicable for extra partition TDQs.
37) How do you fire a batch job from a CICS txn ?
Define an extrapartition TDQ as an internal reader and write the JCL to it. Terminate the JCL with /*EOF.
What is ATI? What kind of TDQ can be used?
Automatic Task Initiation. Intra partition TDQ.
Do you require a table entry for a TSQ?
If recovery is needed.
Is there any entry for TSQs in CICS tables?
Yes in the DFHTST.
What is the use of DCT?
Destination Control Table used to define TDQs
What is ENQ, DEQ ?
Task control commands to make resources serially reusable.
I have TSQ with 15 items. I want to delete the 10th item. How do I do that?
??????????????????????????
Can you issue SQL COMMIT from a CICS program? –
Yes.
What is the other way of terminating a transaction? –
EXEC CICS SYNCPOINT. Assuming it is a LUW. This will not end the Xn.
What is an ASRA abend ?
Any data exception problem SOC7, SOC4 etc.
What is an AEY9 abend ?
DB2/IDMS not up.
What are the situations under which NEWCOPY is required ?
When a program has been used in CICS atleast once and then changed and recompiled.
What is 2 phase commit?
What is EXEC CICS RETRIEVE ?
Used by STARTed tasks to get the parameters passed to them.
Name some important fields in the EIB block ?
EIBRESP, EIBCALEN, EIBRRCDE, EIBTASK, EIBDATE, EIBTIME
Can you use DYNAMIC calls in CICS ?
Yes, the called routine must be defined in PPT and the calling program must use CALL identifier..
How do you handle errors in CICS pgms ?
Check EIBRESP after the call or use the HANDLE condition.
Suppose pgm A passes 30 bytes to pgm B thru commarea and pgm B has defined its DFHCOMMAREA to be 50 bytes . Is there a problem ?
Yes, if B tries to access bytes 31-50.
53) When an XCTL is done, does the tranid change ? Is a new task created ? Does it cause an
implicit SYNCPOINT to be issued ?
No, No, Yes.
How do you execute a background CICS txn ?
With a START or ATI.
Can a CICS region be attached to more than one DB2 subsystem ?
??????????????????????/
What determines the DB2 subsystem to which a particular CICS region is attached ?
???????????????????????????????
What is the DSNC transaction used for ?
?????????????????????????????????
How do you handle error in a CICS program?
Same as 36.
What is the difference between START and XCTL ?
START is used to start a new task. It is a interval control command. XCTL is used to pass control to a program within the same task. It is a program control command.
What is the usage of language in the PPT entry?
Language interface and call parameters???
Can you have CICS code in a copybook? If yes, what happens during compilation?
Yes. Needs to be preprocessed.
What is an AICA abend?
Runaway Task.
How would you resolve an ASRA abend?
In COBOL II start with CEBR, and get the offset/instruction.
64) I invoke a transaction from CICS. The program has a code: MOVE DFHCOMMAREA TO WS-AREA. What happens to this transaction? What happens to the other transactions?
Junk may get moved in. Will cause Storage violation. ????
???????????????????????????????
How do I find the name of the CICS region inside my COBOL program?
??????????????????????????
When you do a START, what will the value of EIBCALEN?
Zero.
How are VSAM files Read in CICS pgms? –
File Control Commands. Random, Sequential, forward and backward.
How will you access a VSAM file using an alternate index?
Thru the path. Define path as an FCT and use normal File control commands.
How do you rollback data written to an ESDS file?
Define the file as recoverable. in cases where records have been inserted into the file, you may need to run a batch program to logically delete the inserted records.
I have done a START BROWSE on a VSAM dataset. Can I do another START BROWSE without doing an END BROWSE?
No.
Can you access QSAM (seq ) files from CICS ?
No.
Can you access ESDS files from CICS ?
Yes.
----
What is CICS ?
CICS - Customer Information Control System
CICS is a telecommunications monitor software product from IBM. The IBM mainframe operating systems are batch and time-sharing. CICS supports the development and execution of online applications. It does this by
- communicating with terminals
- sending and receiving fomatted data
- accessing files and database
CICS itself is batch job running on the operating system with high priority. CICS does scheduling of programs that run under the CICS region.
What is Pseudo converstional mode ?
??????????????????????????????????
What is a Map ?
?????????????????????????????????????
Wednesday, February 27, 2008
Tuesday, February 26, 2008
Ten Time Saving Tips to Speed Up Your Job Search
Be Prepared.
Have a telephone answering machine or voice mail system in place and sign-up for a professional sounding email address. Put your cell phone number on your resume so you can follow up in a timely manner.
Be More Than Prepared.
Always have an up-to-date resume ready to send - even if you are not currently looking for work. You never know when an opportunity that is too good to pass up might come along. Have a supply of good quality resume paper, envelopes and stamps on hand.
Don't Wait.
If you are laid-off, file for unemployment benefits right away. You may be able to file online or by phone. Waiting could delay your benefits check.
Get Help.
Utilize free or inexpensive services that provide career counseling and job search assistance such as college career offices, state Department of Labor offices or your local public library.
Create Your Own Templates.
Have email and paper versions of your resume and cover letter ready to edit. That way you can change the content to match the requirements of the job you're applying for, but, the contact information and your opening and closing paragraphs won't need to be changed.
Use Job Search Engines.
Search the job search engines. Use the sites that search the major job banks, employer sites and electronic news groups for you.
Jobs by Email.
Let the jobs come to you. Use job search agents to sign up and receive job listings by email. All the major job sites have search agents and some web sites specialize in sending announcements.
Use Your Network.
Be cognizant of the fact that many, if not most, job openings aren't advertised. Tell everyone you know that you are looking for work. Ask if they can help
Have a telephone answering machine or voice mail system in place and sign-up for a professional sounding email address. Put your cell phone number on your resume so you can follow up in a timely manner.
Be More Than Prepared.
Always have an up-to-date resume ready to send - even if you are not currently looking for work. You never know when an opportunity that is too good to pass up might come along. Have a supply of good quality resume paper, envelopes and stamps on hand.
Don't Wait.
If you are laid-off, file for unemployment benefits right away. You may be able to file online or by phone. Waiting could delay your benefits check.
Get Help.
Utilize free or inexpensive services that provide career counseling and job search assistance such as college career offices, state Department of Labor offices or your local public library.
Create Your Own Templates.
Have email and paper versions of your resume and cover letter ready to edit. That way you can change the content to match the requirements of the job you're applying for, but, the contact information and your opening and closing paragraphs won't need to be changed.
Use Job Search Engines.
Search the job search engines. Use the sites that search the major job banks, employer sites and electronic news groups for you.
Jobs by Email.
Let the jobs come to you. Use job search agents to sign up and receive job listings by email. All the major job sites have search agents and some web sites specialize in sending announcements.
Use Your Network.
Be cognizant of the fact that many, if not most, job openings aren't advertised. Tell everyone you know that you are looking for work. Ask if they can help
Job Search Tips
How prepared are you for planning and conducting an effective job search?
Successful job seekers must have both good information and well-developed job hunting skills.
Three important factors for a successful job search are
An awareness of your goals and skills
An understanding of the labor market, and
A well planned job search campaign.
Experts recommend that you begin an active job search six to nine months in advance of your target employment date.
You can begin the process by visiting the Career Center early (for students, nine months to a year before graduation).
Successful job seekers must have both good information and well-developed job hunting skills.
Three important factors for a successful job search are
An awareness of your goals and skills
An understanding of the labor market, and
A well planned job search campaign.
Experts recommend that you begin an active job search six to nine months in advance of your target employment date.
You can begin the process by visiting the Career Center early (for students, nine months to a year before graduation).
Questions You May Be Asked During an Interview :
Being prepared is half the battle.
If you are one of those executive types unhappy at your present post and embarking on a New Year's resolution to find a new one, here's a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.
1. Tell me about yourself.
Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.
2. What do you know about our organization?
You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: "In my job search, I've investigated a number of companies.
Yours is one of the few that interests me, for these reasons..."
Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.
3. Why do you want to work for us?
The deadliest answer you can give is "Because I like people." What else would you like-animals?
Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.
If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization.
Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.
4. What can you do for us that someone else can't?
Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.
5. What do you find most attractive about this position?
What seems least attractive about it?
List three or four attractive factors of the job, and mention a single, minor, unattractive item.
6. Why should we hire you?
Create your answer by thinking in terms of your ability, your experience, and your energy. (Seequestion 4.)
7. What do you look for in a job?
Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.
8. Please give me your defintion of [the position for which you are being interviewed].
Keep your answer brief and taskoriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.
9. How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.
10. How long would you stay with us?
Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."
11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?
Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.
12. What is your management style?
You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work hatppily and effectively within the organization.
13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.
14. What do you look for when You hire people?
Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.
15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?
Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.
16. What do you think is the most difficult thing about being a manager or executive?
Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employess to get something planned and completed on time and within the budget.
17. What important trends do you see in our industry?
Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.
18. Why are you leaving (did you leave) your present (last) job?
Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.
The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.
19. How do you feel about leaving all your benefits to find a new job?
Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.
20. In your current (last) position, what features do (did) you like the most? The least?
Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.
21. What do you think of your boss?
Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.
22. Why aren't you earning more at your age?
Say that this is one reason that you are conducting this job search. Don't be defensive.
23. What do you feel this position should pay?
Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between Rs.______ and Rs.______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"
If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.
If the interviewer continues to probe, you might say, "You know that I'm making Rs.______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.
If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.
If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making Rs. 3,00,000a year, you can't say that a Rs. 2,00,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)
Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.
But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.
24. What are your long-range goals?
Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."
25. How successful do you you've been so far?
Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.
Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.
If you are one of those executive types unhappy at your present post and embarking on a New Year's resolution to find a new one, here's a helping hand. The job interview is considered to be the most critical aspect of every expedition that brings you face-to- face with the future boss. One must prepare for it with the same tenacity and quickness as one does for a fencing tournament or a chess match.
1. Tell me about yourself.
Since this is often the opening question in an interview, be extracareful that you don't run off at the mouth. Keep your answer to a minute or two at most. Cover four topics: early years, education, work history, and recent career experience. Emphasize this last subject. Remember that this is likely to be a warm-up question. Don't waste your best points on it.
2. What do you know about our organization?
You should be able to discuss products or services, revenues, reputation, image, goals, problems, management style, people, history and philosophy. But don't act as if you know everything about the place. Let your answer show that you have taken the time to do some research, but don't overwhelm the interviewer, and make it clear that you wish to learn more.
You might start your answer in this manner: "In my job search, I've investigated a number of companies.
Yours is one of the few that interests me, for these reasons..."
Give your answer a positive tone. Don't say, "Well, everyone tells me that you're in all sorts of trouble, and that's why I'm here", even if that is why you're there.
3. Why do you want to work for us?
The deadliest answer you can give is "Because I like people." What else would you like-animals?
Here, and throughout the interview, a good answer comes from having done your homework so that you can speak in terms of the company's needs. You might say that your research has shown that the company is doing things you would like to be involved with, and that it's doing them in ways that greatly interest you. For example, if the organization is known for strong management, your answer should mention that fact and show that you would like to be a part of that team. If the company places a great deal of emphasis on research and development, emphasize the fact that you want to create new things and that you know this is a place in which such activity is encouraged. If the organization stresses financial controls, your answer should mention a reverence for numbers.
If you feel that you have to concoct an answer to this question - if, for example, the company stresses research, and you feel that you should mention it even though it really doesn't interest you- then you probably should not be taking that interview, because you probably shouldn't be considering a job with that organization.
Your homework should include learning enough about the company to avoid approaching places where you wouldn't be able -or wouldn't want- to function. Since most of us are poor liars, it's difficult to con anyone in an interview. But even if you should succeed at it, your prize is a job you don't really want.
4. What can you do for us that someone else can't?
Here you have every right, and perhaps an obligation, to toot your own horn and be a bit egotistical. Talk about your record of getting things done, and mention specifics from your resume or list of career accomplishments. Say that your skills and interests, combined with this history of getting results, make you valuable. Mention your ability to set priorities, identify problems, and use your experience and energy to solve them.
5. What do you find most attractive about this position?
What seems least attractive about it?
List three or four attractive factors of the job, and mention a single, minor, unattractive item.
6. Why should we hire you?
Create your answer by thinking in terms of your ability, your experience, and your energy. (Seequestion 4.)
7. What do you look for in a job?
Keep your answer oriented to opportunities at this organization. Talk about your desire to perform and be recognized for your contributions. Make your answer oriented toward opportunity rather than personal security.
8. Please give me your defintion of [the position for which you are being interviewed].
Keep your answer brief and taskoriented. Think in in terms of responsibilities and accountability. Make sure that you really do understand what the position involves before you attempt an answer. If you are not certain. ask the interviewer; he or she may answer the question for you.
9. How long would it take you to make a meaningful contribution to our firm?
Be realistic. Say that, while you would expect to meet pressing demands and pull your own weight from the first day, it might take six months to a year before you could expect to know the organization and its needs well enough to make a major contribution.
10. How long would you stay with us?
Say that you are interested in a career with the organization, but admit that you would have to continue to feel challenged to remain with any organization. Think in terms of, "As long as we both feel achievement-oriented."
11. Your resume suggests that you may be over-qualified or too experienced for this position. What's Your opinion?
Emphasize your interest in establishing a long-term association with the organization, and say that you assume that if you perform well in his job, new opportunities will open up for you. Mention that a strong company needs a strong staff. Observe that experienced executives are always at a premium. Suggest that since you are so wellqualified, the employer will get a fast return on his investment. Say that a growing, energetic company can never have too much talent.
12. What is your management style?
You should know enough about the company's style to know that your management style will complement it. Possible styles include: task oriented (I'll enjoy problem-solving identifying what's wrong, choosing a solution and implementing it"), results-oriented ("Every management decision I make is determined by how it will affect the bottom line"), or even paternalistic ("I'm committed to taking care of my subordinates and pointing them in the right direction").
A participative style is currently quite popular: an open-door method of managing in which you get things done by motivating people and delegating responsibility.
As you consider this question, think about whether your style will let you work hatppily and effectively within the organization.
13. Are you a good manager? Can you give me some examples? Do you feel that you have top managerial potential?
Keep your answer achievementand ask-oriented. Rely on examples from your career to buttress your argument. Stress your experience and your energy.
14. What do you look for when You hire people?
Think in terms of skills. initiative, and the adaptability to be able to work comfortably and effectively with others. Mention that you like to hire people who appear capable of moving up in the organization.
15. Have you ever had to fire people? What were the reasons, and how did you handle the situation?
Admit that the situation was not easy, but say that it worked out well, both for the company and, you think, for the individual. Show that, like anyone else, you don't enjoy unpleasant tasks but that you can resolve them efficiently and -in the case of firing someone- humanely.
16. What do you think is the most difficult thing about being a manager or executive?
Mention planning, execution, and cost-control. The most difficult task is to motivate and manage employess to get something planned and completed on time and within the budget.
17. What important trends do you see in our industry?
Be prepared with two or three trends that illustrate how well you understand your industry. You might consider technological challenges or opportunities, economic conditions, or even regulatory demands as you collect your thoughts about the direction in which your business is heading.
18. Why are you leaving (did you leave) your present (last) job?
Be brief, to the point, and as honest as you can without hurting yourself. Refer back to the planning phase of your job search. where you considered this topic as you set your reference statements. If you were laid off in an across-the-board cutback, say so; otherwise, indicate that the move was your decision, the result of your action. Do not mention personality conflicts.
The interviewer may spend some time probing you on this issue, particularly if it is clear that you were terminated. The "We agreed to disagree" approach may be useful. Remember hat your references are likely to be checked, so don't concoct a story for an interview.
19. How do you feel about leaving all your benefits to find a new job?
Mention that you are concerned, naturally, but not panicked. You are willing to accept some risk to find the right job for yourself. Don't suggest that security might interest you more than getting the job done successfully.
20. In your current (last) position, what features do (did) you like the most? The least?
Be careful and be positive. Describe more features that you liked than disliked. Don't cite personality problems. If you make your last job sound terrible, an interviewer may wonder why you remained there until now.
21. What do you think of your boss?
Be as positive as you can. A potential boss is likely to wonder if you might talk about him in similar terms at some point in the future.
22. Why aren't you earning more at your age?
Say that this is one reason that you are conducting this job search. Don't be defensive.
23. What do you feel this position should pay?
Salary is a delicate topic. We suggest that you defer tying yourself to a precise figure for as long as you can do so politely. You might say, "I understand that the range for this job is between Rs.______ and Rs.______. That seems appropriate for the job as I understand it." You might answer the question with a question: "Perhaps you can help me on this one. Can you tell me if there is a range for similar jobs in the organization?"
If you are asked the question during an initial screening interview, you might say that you feel you need to know more about the position's responsibilities before you could give a meaningful answer to that question. Here, too, either by asking the interviewer or search executive (if one is involved), or in research done as part of your homework, you can try to find out whether there is a salary grade attached to the job. If there is, and if you can live with it, say that the range seems right to you.
If the interviewer continues to probe, you might say, "You know that I'm making Rs.______ now. Like everyone else, I'd like to improve on that figure, but my major interest is with the job itself." Remember that the act of taking a new job does not, in and of itself, make you worth more money.
If a search firm is involved, your contact there may be able to help with the salary question. He or she may even be able to run interference for you. If, for instance, he tells you what the position pays, and you tell him that you are earning that amount now and would Like to do a bit better, he might go back to the employer and propose that you be offered an additional 10%.
If no price range is attached to the job, and the interviewer continues to press the subject, then you will have to restpond with a number. You cannot leave the impression that it does not really matter, that you'll accept whatever is offered. If you've been making Rs. 3,00,000a year, you can't say that a Rs. 2,00,000 figure would be fine without sounding as if you've given up on yourself. (If you are making a radical career change, however, this kind of disparity may be more reasonable and understandable.)
Don't sell yourself short, but continue to stress the fact that the job itself is the most important thing in your mind. The interviewer may be trying to determine just how much you want the job. Don't leave the impression that money is the only thing that is important to you. Link questions of salary to the work itself.
But whenever possible, say as little as you can about salary until you reach the "final" stage of the interview process. At that point, you know that the company is genuinely interested in you and that it is likely to be flexible in salary negotiations.
24. What are your long-range goals?
Refer back to the planning phase of your job search. Don't answer, "I want the job you've advertised." Relate your goals to the company you are interviewing: 'in a firm like yours, I would like to..."
25. How successful do you you've been so far?
Say that, all-in-all, you're happy with the way your career has progressed so far. Given the normal ups and downs of life, you feel that you've done quite well and have no complaints.
Present a positive and confident picture of yourself, but don't overstate your case. An answer like, "Everything's wonderful! I can't think of a time when things were going better! I'm overjoyed!" is likely to make an interviewer wonder whether you're trying to fool him . . . or yourself. The most convincing confidence is usually quiet confidence.
Sunday, February 24, 2008
Phone Interview Tips
Phone Interview Tips
Now a days, employers use telephone interviews as a way of identifying and recruiting candidates for employment. Phone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for in-person interviews.
While you are actively job searching, it is important to be prepared for a phone interview […]
Phone Interview Tips - Part 2
During phone interviewHere are the some points for successful phone interviewing. Follow these simple rules and you should achieve success in this important phase of job-hunting.
Here are some do’s for phone Interviews:
Smile always helps you in every situation. Smiling will project a positive image to the listener and will change the tone of your voice.
Do […]
Phone Interview Tips - Part 3
Sound positive, self-confident and focusedThe recruiter has called you indicates that your resume or a member of your network has given him or her a favorable impression of you. You need to confirm this impression. Put a smile on your face and into your voice.
You need to demonstrate your enthusiasm and interest through your voice […]
Now a days, employers use telephone interviews as a way of identifying and recruiting candidates for employment. Phone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for in-person interviews.
While you are actively job searching, it is important to be prepared for a phone interview […]
Phone Interview Tips - Part 2
During phone interviewHere are the some points for successful phone interviewing. Follow these simple rules and you should achieve success in this important phase of job-hunting.
Here are some do’s for phone Interviews:
Smile always helps you in every situation. Smiling will project a positive image to the listener and will change the tone of your voice.
Do […]
Phone Interview Tips - Part 3
Sound positive, self-confident and focusedThe recruiter has called you indicates that your resume or a member of your network has given him or her a favorable impression of you. You need to confirm this impression. Put a smile on your face and into your voice.
You need to demonstrate your enthusiasm and interest through your voice […]
SAP Interview Questions Part3
1. What is ERP?
ERP is a package with the techniques and concepts for the integrated management of business as a whole, for effective use of management resources, to improve the efficiency of an enterprise. Initially, ERP was targeted for manufacturing industry mainly for planning and managing core business like production and financial market. As the growth and merits of ERP package ERP software is designed for basic process of a company from manufacturing to small shops with a target of integrating information across the company.
2. Different types of ERP?
SAP, BAAN, JD Edwards, Oracle Financial, Siebel, PeopleSoft. Among all the ERPs most of the companies implemented or trying to implement SAP because of number of advantages aver other ERP packages.
3. What is SAP?
SAP is the name of the company founded in 1972 under the German name (Systems, Applications, and Products in Data Processing) is the leading ERP (Enterprise Resource Planning) software package.
4. Explain the concept of “Business Content” in SAP Business Information Warehouse?
Business Content is a pre-configured set of role and task-relevant information models based on consistent Metadata in the SAP Business Information Warehouse. Business Content provides selected roles within a company with the information they need to carry out their tasks. These information models essentially contain roles, workbooks, queries, InfoSources, InfoCubes, key figures, characteristics, update rules and extractors for SAP R/3, mySAP.com Business Applications and other selected applications.
5. Why do you usually choose to implement SAP?
There are number of technical reasons numbers of companies are planning to implement SAP. It’s highly configurable, highly secure data handling, min data redundancy, max data consistency, you can capitalize on economics of sales like purchasing, tight integration-cross function.
6. Can BW run without a SAP R/3 implementation?
Certainly. You can run BW without R/3 implementation. You can use pre-defined business content in BW using your non-SAP data. Here you simply need to map the transfer structures associated with BW data sources (InfoCubes, ODS tables) to the inbound data files or use 3rd part tool to connect your flat files and other data sources and load data in BW. Several third party ETL products such as Acta, Informatica, DataStage and others will have been certified to load data in BW.
7. What is IDES?
International Demonstration and Education System. A sample application provided for faster learning and implementation.
8. What is WF and its importance?
Business Work Flow: Tool for automatic control and execution of cross-application processes. This involves coordinating the persons involved, the work steps required, the data, which needs to be processed (business objects). The main advantage is reduction in throughput times and the costs involved in managing business processes. Transparency and quality are enhanced by its use.
9. What is SAP R/3?
A third generation set of highly integrated software modules that performs common business function based on multinational leading practice. Takes care of any enterprise however diverse in operation, spread over the world. In R/3 system all the three servers like presentation, application server and database server are located at different system.
10. What are presentation, application and database servers in SAP R/3?
The application layer of an R/3 System is made up of the application servers and the message server. Application programs in an R/3 System are run on application servers. The application servers communicate with the presentation components, the database, and also with each other, using the message server. All the data are stored in a centralized server. This server is called database server.
11. What should be the approach for writing a BDC program?
Convert the legacy system data to a flat file and convert flat file into internal table. Transfer the flat file into sap system called “sap data transfer”. Call transaction(Write the program explicitly) or create sessions (sessions are created and processed ,if success data will transfer).
ERP is a package with the techniques and concepts for the integrated management of business as a whole, for effective use of management resources, to improve the efficiency of an enterprise. Initially, ERP was targeted for manufacturing industry mainly for planning and managing core business like production and financial market. As the growth and merits of ERP package ERP software is designed for basic process of a company from manufacturing to small shops with a target of integrating information across the company.
2. Different types of ERP?
SAP, BAAN, JD Edwards, Oracle Financial, Siebel, PeopleSoft. Among all the ERPs most of the companies implemented or trying to implement SAP because of number of advantages aver other ERP packages.
3. What is SAP?
SAP is the name of the company founded in 1972 under the German name (Systems, Applications, and Products in Data Processing) is the leading ERP (Enterprise Resource Planning) software package.
4. Explain the concept of “Business Content” in SAP Business Information Warehouse?
Business Content is a pre-configured set of role and task-relevant information models based on consistent Metadata in the SAP Business Information Warehouse. Business Content provides selected roles within a company with the information they need to carry out their tasks. These information models essentially contain roles, workbooks, queries, InfoSources, InfoCubes, key figures, characteristics, update rules and extractors for SAP R/3, mySAP.com Business Applications and other selected applications.
5. Why do you usually choose to implement SAP?
There are number of technical reasons numbers of companies are planning to implement SAP. It’s highly configurable, highly secure data handling, min data redundancy, max data consistency, you can capitalize on economics of sales like purchasing, tight integration-cross function.
6. Can BW run without a SAP R/3 implementation?
Certainly. You can run BW without R/3 implementation. You can use pre-defined business content in BW using your non-SAP data. Here you simply need to map the transfer structures associated with BW data sources (InfoCubes, ODS tables) to the inbound data files or use 3rd part tool to connect your flat files and other data sources and load data in BW. Several third party ETL products such as Acta, Informatica, DataStage and others will have been certified to load data in BW.
7. What is IDES?
International Demonstration and Education System. A sample application provided for faster learning and implementation.
8. What is WF and its importance?
Business Work Flow: Tool for automatic control and execution of cross-application processes. This involves coordinating the persons involved, the work steps required, the data, which needs to be processed (business objects). The main advantage is reduction in throughput times and the costs involved in managing business processes. Transparency and quality are enhanced by its use.
9. What is SAP R/3?
A third generation set of highly integrated software modules that performs common business function based on multinational leading practice. Takes care of any enterprise however diverse in operation, spread over the world. In R/3 system all the three servers like presentation, application server and database server are located at different system.
10. What are presentation, application and database servers in SAP R/3?
The application layer of an R/3 System is made up of the application servers and the message server. Application programs in an R/3 System are run on application servers. The application servers communicate with the presentation components, the database, and also with each other, using the message server. All the data are stored in a centralized server. This server is called database server.
11. What should be the approach for writing a BDC program?
Convert the legacy system data to a flat file and convert flat file into internal table. Transfer the flat file into sap system called “sap data transfer”. Call transaction(Write the program explicitly) or create sessions (sessions are created and processed ,if success data will transfer).
SAP Interview Questions Part4
12. Explain open SQL vs native SQL?
ABAP Native SQL allows you to include database-specific SQL statements in an ABAP program. Most ABAP programs containing database-specific SQL statements do not run with different databases. If different databases are involved, use Open SQL. To execute ABAP Native SQL in an ABAP program, use the statement EXEC. Open SQL (Subset of standard SQL statements), allows you to access all database tables available in the R/3 System, regardless of the manufacturer. To avoid conflicts between database tables and to keep ABAP programs independent from the database system used, SAP has generated its own set of SQL statements known as Open SQL.
13. What are datasets?
The sequential files (processed on application server) are called datasets. They are used for file handling in SAP.
14. What are internal tables check table, value table, and transparent table?
Internal table: It is a standard data type object, which exists only during the runtime of the program. Check table: Check table will be at field level checking. Value table: Value table will be at domain level checking ex: scarr table is check table for carrid. Transparent table: - Exists with the same structure both in dictionary as well as in database exactly with the same data and fields.
15. What are the major benefits of reporting with BW over R/3? Would it be sufficient just to Web-enable R/3 Reports?
Performance — Heavy reporting along with regular OLTP transactions can produce a lot of load both on the R/3 and the database (cpu, memory, disks, etc). Just take a look at the load put on your system during a month end, quarter end, or year-end — now imagine that occurring even more frequently. Data analysis — BW uses a Data Warehouse and OLAP concepts for storing and analyzing data, where R/3 was designed for transaction processing. With a lot of work you can get the same analysis out of R/3 but most likely would be easier from a BW.
16. How can an ERP such as SAP help a business owner learn more about how business operates?
In order to use an ERP system, a business person must understand the business processes and how they work together from one functional area to the other. This knowledge gives the student a much deeper understanding of how a business operates. Using SAP as a tool to learn about ERP systems will require that the people understand the business processes and how they integrate.
17. What is the difference between OLAP and Data Mining?
OLAP - On line Analytical processing is a reporting tool configured to understand your database schema ,composition facts and dimensions . By simple point-n-clicking, a user can run any number of canned or user-designed reports without having to know anything of SQL or the schema. Because of that prior configuration, the OLAP engine “builds” and executes the appropriate SQL. Mining is to build the application to specifically look at detailed analyses, often algorithmic; even more often misappropriate called “reporting.
18. What is Extended Star Schema and how did it emerge?
The Star Schema consists of the Dimension Tables and the Fact Table. The Master Data related tables are kept in separate tables, which has reference to the characteristics in the dimension table(s). These separate tables for master data is termed as the Extended Star Schema.
19. Define Meta data, Master data and Transaction data
Meta Data: Data that describes the structure of data or MetaObjects is called Metadata. In other words data about data is known as Meta Data. Master Data: Master data is data that remains unchanged over a long period of time. It contains information that is always needed in the same way. Characteristics can bear master data in BW. With master data you are dealing with attributes, texts or hierarchies. Transaction data: Data relating to the day-to-day transactions is the Transaction data.
20. Name some drawbacks of SAP
Interfaces are huge problem, Determine where master data resides, Expensive, very complex, demands highly trained staff, lengthy implementation time.
21. What is Bex?
Bex stands for Business Explorer. Bex enables end user to locate reports, view reports, analyze information and can execute queries. The queries in workbook can be saved to there respective roles in the Bex browser. Bex has the following components: Bex Browser, Bex analyzer, Bex Map, Bex Web.
ABAP Native SQL allows you to include database-specific SQL statements in an ABAP program. Most ABAP programs containing database-specific SQL statements do not run with different databases. If different databases are involved, use Open SQL. To execute ABAP Native SQL in an ABAP program, use the statement EXEC. Open SQL (Subset of standard SQL statements), allows you to access all database tables available in the R/3 System, regardless of the manufacturer. To avoid conflicts between database tables and to keep ABAP programs independent from the database system used, SAP has generated its own set of SQL statements known as Open SQL.
13. What are datasets?
The sequential files (processed on application server) are called datasets. They are used for file handling in SAP.
14. What are internal tables check table, value table, and transparent table?
Internal table: It is a standard data type object, which exists only during the runtime of the program. Check table: Check table will be at field level checking. Value table: Value table will be at domain level checking ex: scarr table is check table for carrid. Transparent table: - Exists with the same structure both in dictionary as well as in database exactly with the same data and fields.
15. What are the major benefits of reporting with BW over R/3? Would it be sufficient just to Web-enable R/3 Reports?
Performance — Heavy reporting along with regular OLTP transactions can produce a lot of load both on the R/3 and the database (cpu, memory, disks, etc). Just take a look at the load put on your system during a month end, quarter end, or year-end — now imagine that occurring even more frequently. Data analysis — BW uses a Data Warehouse and OLAP concepts for storing and analyzing data, where R/3 was designed for transaction processing. With a lot of work you can get the same analysis out of R/3 but most likely would be easier from a BW.
16. How can an ERP such as SAP help a business owner learn more about how business operates?
In order to use an ERP system, a business person must understand the business processes and how they work together from one functional area to the other. This knowledge gives the student a much deeper understanding of how a business operates. Using SAP as a tool to learn about ERP systems will require that the people understand the business processes and how they integrate.
17. What is the difference between OLAP and Data Mining?
OLAP - On line Analytical processing is a reporting tool configured to understand your database schema ,composition facts and dimensions . By simple point-n-clicking, a user can run any number of canned or user-designed reports without having to know anything of SQL or the schema. Because of that prior configuration, the OLAP engine “builds” and executes the appropriate SQL. Mining is to build the application to specifically look at detailed analyses, often algorithmic; even more often misappropriate called “reporting.
18. What is Extended Star Schema and how did it emerge?
The Star Schema consists of the Dimension Tables and the Fact Table. The Master Data related tables are kept in separate tables, which has reference to the characteristics in the dimension table(s). These separate tables for master data is termed as the Extended Star Schema.
19. Define Meta data, Master data and Transaction data
Meta Data: Data that describes the structure of data or MetaObjects is called Metadata. In other words data about data is known as Meta Data. Master Data: Master data is data that remains unchanged over a long period of time. It contains information that is always needed in the same way. Characteristics can bear master data in BW. With master data you are dealing with attributes, texts or hierarchies. Transaction data: Data relating to the day-to-day transactions is the Transaction data.
20. Name some drawbacks of SAP
Interfaces are huge problem, Determine where master data resides, Expensive, very complex, demands highly trained staff, lengthy implementation time.
21. What is Bex?
Bex stands for Business Explorer. Bex enables end user to locate reports, view reports, analyze information and can execute queries. The queries in workbook can be saved to there respective roles in the Bex browser. Bex has the following components: Bex Browser, Bex analyzer, Bex Map, Bex Web.
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