Learning New Tools – A Perspective


Learning new tools and technologies has become part of daily chores of any IT professional. There is no way out. Or there is no good reason of why one should not learn new things. I personally am a tech savvy guy and always in lookout of learning new things. The interest is not just to learn things pertaining to data warehouse and BI but everything, which comes on way. The only thing that the new tools/technology I learn should have some fundamentals or concepts to take home.

During this last 6-7 years of being into IT, I have learned numerous theories, technologies, programming languages, tools etc. Most of them were through self-learning. But this self-learning was dependent on all my previous learnings, which I inculcated in the past and without which all this self learning would not have been possible. Today I just picked one more tool/technology to build some understanding on it. I don’t have the access to the software but just the documentation. This is one among few tools/technology I am trying to learn for which I don’t have the access of the software. Though I have hands on extensive hands-on experience on a similar kind of technology by another vendor.

This whole thing lead me to think of how can one approach taking up new tool/technology. Possibly three ways which came into my mind:

1. First hit the document.. get some background. and then come to the tool/hands-on and then again go back to the manuals/references. .. an then back to hands on.. May be over the period doing both things simultaneously.
2. First hit the tool ..let your intuition take over the wheel first.. play around stretch your understanding/intuition… and then come back to references/manual/docs/some text and then back to the tool. Over the period both doing both things simultaneously.
3. First attend some seminar ,some talk, some discussion ( as good as 1 but instead of text you are get into more live things) and then hit the tool may be then back to the manuals tools.. come back to tool/hands-on then go back to discussion and so forth. May be I call it Spaghetti approach. In this approach it could be that you start with Books first and then tools an then talks or any combination.

Which to choose?? Time and availability of resources can give the right call for this.. I keep trying all this approaches. Most of the times approach 2 is a good deal for me. Approach 1 is something we have been trying since the college days. First read about the “c” language, listen some lectures… and then get to the labs for some hands-on. And that was good since one didn’t had so many fundamentals/concepts built up, not so much of exposure to the tools/languages of similar kind. Again like all my postings, there is no need to reach to conclusion of which is better and which not. Depends like everything else. My idea here is just to bring out some points.

Advertisements

Important things to focus as you are 0 to 2 Year experience in Oracle Applications Technical


Important things to focus as you are 0 to 2 Year experience in Oracle Applications Technical

1.Learn SQL – Writing Queries

2.Be Proficient in PL/SQL Programming

3.Learn more or more on System Admin and Application Developer module

4.Learn Unix – at least basics !

Shivmohan – Perspective on Mentoring


A Perspective on Mentoring

Hello Friends,

In my past organization it was very important to use high jargons even for small things or activities, even for giving help to juniors or bit of guidance used to consider as mentoring. Coaching was very common word. Recently i am reading one book on mentoring, now realizing that mentoring is not just a bigger coverage areas but it is important as well in order to build and keep a successful team/ group and to make them grow in order to achieve your own and their success. Once i get more thoughts i like to share it, here i just putting very high agenda on what mentoring is… i also more from your side as well as feedback.

as per some of thought i gather i can say do
  – Set high expectations of performance.
  – Offer challenging ideas.
  – Help to build self-confidence.
  – Encourage professional behaviour.
  – Offer friendship.
  – Confront negative behaviour & attitudes.
  – Listen to personal problems.
  – Teach by example.
  – Provide growth experiences.
  – Offer meaningful sayings or quotations.
  – Explain how the organization works.
  – Coach their mentorees.
  – Stand by their mentorees in critical situations.
  – Offer wise counsel.
  – Encourage winning behaviour.
  – Trigger self-awareness.
  – Inspire their mentorees.
  – Share critical knowledge.
  – Offer encouragement.
  – Assist with their mentoree’s career.

Thanks – Shivmohan Purohit

Shivmohan – Oracle 11i Multi Org – Definition


What is the MultiOrg and what is it used for?

MultiOrg or Multiple Organizations Architecture allows multiple operating units and their relationships to be defined within a single installation of Oracle Applications. This keeps each operating unit’s transaction data separate and secure. Further all organizations can share some master data like supplier, customer, bank, AFF, payment terms, price lists etc.

Use the following query to determine if MuliOrg is intalled:

select multi_org_flag from fnd_product_groups;

 

Thanks – Shivmohan Purohit

Shivmohan – A View on Soft Skills


success 

A View on Soft Skills – Its relevence on individual success 

Hello Friends, Few days before i conduct a session on how to give feedback and how to receive feedback, though it was part of regular awareness session happen to make teams aware on appraisal process, its objectives and how to follow appraisal system. During Question & Answers session there were very interesting thought raised about how an individual need to have to grow and be successful in organization. Almost everyone is having same skills and expertize but only few of them possibly will move and will move up more in coming time. what is that difference. somehow i felt i should write something on that and here it is , though it looks little theory but i 100% sure if follow it consciously and put some energy in genuiue approach, it works. We make progress by meeting the challenge and conquering our fears. In that way our emotions motivate greater effort, which invites growth and development. Behavioral training experts say there are several soft skills are required in these circumstances. Some of them include:

 

i. Interpersonal skills
ii. Team spirit
iii. Social grace
iv. Business etiquette
v. Negotiation skills
vi. Behavioral traits such as attitude, motivation and time management  

 

In the initial years of your career, your technical abilities are important to get good assignments. However, when it comes to growing in an organization, it is your personality that matters, more so in large organizations where several people with similar technical expertise will compete for a promotion.

 

While organizations are definitely investing in augmenting their staff’s people skills, here are some inputs for professionals and students who would like to initiate the process themselves:

 

i. Be a part of team activities : Observe your own behaviour in the group and how you relate to others.

ii. Ask family members or close friends to write down your best and worst traits. Ideally, have at least four to five people do this for you. Evaluate the common traits all of them have mentioned. Thus, you can be aware of your strengths and work improving your weaknesses.

iii. How well do you manage your time.  Think.  Can you do more in life  Or is your day too crammed with activities  Effective time management is very essential in the corporate world.

iv. Introspect on how you react to feedback.  In organisations, people skills mostly come into the picture when there is feedback given — be it for an idea, an executed project or a presentation. You are judged by the way you respond to feedback.  Do you get defensive?  Do you insist you were right?   Do you meekly accept criticism?   Remember, people tend to be judged and stereotyped according to their responses. You will, too.

v. How good are you at critiquing. While responding to feedback is one side of the coin, giving feedback is the other side. Are you aggressive?  Pessimistic?  Do you believe in constructive criticism?  Or prefer to be the yes-man

vi. Live consciously. Any organisation is manned by people, therefore soft skills are all about how you deal with people and present yourself.

 

plz share your feedback and comments, also plz contribute if you have anything in this topic or in general.

thanks

Shivmohan Purohit

Introduction


Hello Friends,

To indtroduce first with myself. I am shivmohan purohit, professionally working in Oracle Applications, majority in Oracle Financials – General Ledger, Oracle Payables, Oracle Receivables, Oracle Fixed Assets and many more other related modules and technical tool along with IT Projects and IT Governance Areas.

For more details about my carrer, work profile, expertise , skills areas… plz contact me on shivmohan.purohit@gmail.com

As an introduction, i like to keep it short and i like to welcome you to participate in my effort to bring and share some of the good knowledge areas for Oracle Applications. Using this blog i like to cover Oracle Financials – in terms of technology, its business functions, how to make it work in different scenarios along with related areas. plz share your feedback, suggestion as well contribution.

thanks

Shivmohan Purohit