Predict and be Prepared.

The most devastating career risk we face is getting stuck doing one thing for too long without branching out. As a result increasing the chances of unemployed or underemployed or doing work that is not challenging, being poorly paid, or nearing obsolescence.

To end this we can have a framework – Career development and being proactive about learning. The big difference is how quickly the field changes and how much one feels a need to edge their career options.

It’s useful to note that all of the following stages are generally in play at any given time. If you focus only on the future, you might starve. If you focus only on the present, you might become short-sighted and hurt long term results.

The idea is that one should have: 

a list of skills that have general value today,
a list of skills that are becoming obsolete, and
a list of skills that just might become very useful in the near future.

Essentially, it’s skill diversification, much like people diversify stock.

The Cash Cow
This is something that one is very good at and is currently in hot demand. It differs from a core competency because this is something that can make money doing for the near foreseeable future. This could be web programming (and others) in the late 1990s. This is probably Sharepoint (and others) today. It might be something else tomorrow.
There are different kinds of cows. It could be that Java programming is the thing you are best at and can easily find a variety of work for. This would fit the criterion that is laid out. You might have some that are solid, and some that are getting to be less profitable.
If you follow this general process, you will eventually have multiple focused competencies that can be used in the future. This helps ensure losses in one area can be absorbed in another. For example, if for some reason the technology that you are working in suddenly comes into huge legal problems, you are alright because you have other skills that are useful.
It helps to have some competencies be similar so that can leverage what is known, but it also helps to diversify. In either case, being able to quickly shift what is known and learnt something new is going to be a benefit. If dinosaurs could adapt to changing climates, they would have been in much better shape.

Some of the time things don’t pan out, but the rest of the time it looks like we can predict the future.

Branching out
At the same time, it is possible to learn more about surrounding fields and seemingly completely tangential ones. This is the longest view possible and also has larger potential gains. It takes a long time to become an expert in one field, and it’s helpful to understand other fields to try to be at least oriented in a certain field. Again, this branching out takes into consideration that short term and medium term needs also need to be fulfilled for success.
The overall goal is to maximize long-term value creation and ensure cash flow stays at an adequate level. The opportunities should be evaluated for their lifetime value and short term impact. Value could come in terms of financial compensation, contacts, experience, work environment, and more.


PeopleSoft Functional Project Manager,Memphis, TN [USA]

Work Location : Memphis, TN [USA].

Experience working on implementation projects with Finance Application ver 9.0 or 9.1. At least one project where implementation is with leading organization for a large scale implementation which spans across Business units, Geographic Regions. At least 2+ years of experience with Retail domain. Well versed with SDLC and Quality Processes. Experience working on Projects executed using onsite/offshore model is a plus.

Job description

We are looking for a Functional PeopleSoft Financials Manager to implement PeopleSoft solutions to our clients. Required skills include 10+ years minimum PeopleSoft Financials including GL, AP, FA, AR, BI, PO, IN, MM and Project Costing experience. Also, equivalent years of experience in full life cycle implementation in Retail industries. Experience in fit / gap analysis, functional design, functional testing, and end-to-end integration and UAT testing. PeopleSoft FSCM skills preferred.

  1. Experience in Knowledge of PeopleSoft Financials. 
  2. Experience in Experience leading large-scale Peoplesoft financials implementations for organizations with multiple locations.
  3. Experience in Retail knowledge.
  4. Experience in FSCM knowledge.
  5. PMP Certification.
This is a remarkable opportunity with superior challenges & career growth.

If this interests you, Please send your CV to to initiate the process.

We regret that only shortlisted candidates will be contacted.

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iOS Developer & Team Lead

Work Location : SingaporeFor iOS Developer total 2-3 years of exp. with 6 months to 1 year in iOS development.For iOS Team Lead total 6+ years of exp. with 6 month to 1 year in iOS development must have team management experience.


  • Conceive, design, develop, and support applications.
  • Apply functional knowledge and technical expertise in the implementation and maintenance of custom software.
  • Manage development projects from concept to launch.
  • Communicate with users, technical teams, and management to collect requirements, describe software product features, and technical designs.
  • Keep abreast with the latest technologies and apply them.


  • iOS development experience, preferably with applications in the app store (please provide a portfolio of apps you have written or worked on).
  • Experience with launch of a consumer iPhone or iPad application is highly preferred.
  • Experience with location based services, GPS, etc. preferred.
  • Experience with C/C++, Objective-C, Cocoa, OpenGL ES, Core Animation,Programming, XML Parsing, Threading.
  • Good optimization and debugging skills.
  • Advantage will be given to those with publish app in the Appstore.


  • Strong analytical and problem-solving skills.
  • Highly motivated and creative individual.
  • Business minded and entrepreneurial.
  • Excellent communication skills, both written and oral.
  • Team player. Must be able to function well in a small team environment.
  • Applicant must be able to multi-task as we have multiple projects under development.
  • Ability to work under pressure with changing priorities and tight deadlines.


  • Reporting to the Project Manager and Head of Engineer, the iOS Developer will work with other Singapore developers, and its off-shore development center in India.
  • The individual should be comfortable working in a distributed environment, and working with off-shore development teams.
  • The iOS Developer will be responsible for designing, managing the end-to-end development cycle and as necessary, developing iOS application for customers.
  • The iOS Developer should thrive in a creative, idea-driven culture with a deep desire to produce groundbreaking work.
  • The individual must also be experienced and comfortable with working with clients, as this role may involve working directly with the customer, working on- site at the customer premises.
This is a remarkable opportunity with superior challenges & career growth.

If this interests you, Please send your CV to to initiate the process.

We regret that only shortlisted candidates will be contacted.

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Java Developer, Kuala Lumpur, Malaysia

Job Location:  Kuala Lumpur, MalaysiaResponsibilities:

This role reports to the Development lead, who is responsible for monitoring and maintenance of development services. In this role, the developer will work on customer projects so that they get delivered on time and per specifications.

Responsibilities include:

  • Convert functional specifications into detailed design.
  • Estimate work involved in developing changes.
  • Develop/configure/custom-build Java applications based on technical specifications.
  • Conduct peer-review of code and documentation.
  • Conduct factory and system testing delivery packaging, merging and build.

The role requires extensive interaction with client project teams over the phone / email.


  • Bachelor’s degree in a technology discipline and having working experience between 2 to 4 years in IT Application area with strong background in software development/ maintenance.
  • Experience in supporting Cards and Payment solutions and experience with mission critical transaction systems would be nice to have.
  • Strong technical skill in Java backend application and SQL stored procedures development.
  • Candidate must be familiar with Windows Server and Window SQL platforms.
  • Good documentation skills. Familiar with software versioning tools.
  • Basic knowledge of windows (events, logs etc) would be nice to have.
  • Understanding of configuration management (Releases, Change Implementation Plans, responsibilities and approvals, promotion through various testing stages to production, rollback plans, …)
  • Understanding/overview of development, testing and deployment life cycle.
  • Highly motivated team player and eager to learn new application
  • Good communication and interpersonal skills.
  • Commitment to delivery, flexible and worked in a multinational environment.
  • Strong analytical / trouble shooting skills.
  • Customer focussed and understands client needs.
  • Good command over English (written and spoken).
  • For local applicants ONLY.

This is a remarkable opportunity with superior challenges & career growth.

If this interests you, Please send your CV to to initiate the process.

We regret that only shortlisted candidates will be contacted.

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Why a Typical Work Day is Eight Hours Long

I was working on a position for Workday Consultant and while searching in Google came across this…Today I found out why a typical work day is eight hours long.

During the Industrial Revolution, companies attempted to maximize the output of their factories by keeping them running as many hours as possible, typically implementing a “sun up to sun down” work day.  Wages were also extremely low, so workers themselves often needed to work these long shifts just to get by, including often sending their children to work in the factories as well, rather than getting them educated.  With little representation, education, or options, factory workers also tended to work in horrible working conditions to go along with the bad hours.  The typical work day at this time lasted anywhere from 10-18 hours per day, six days a week.  This all began to change in the 19th century.

The first to suggest an eight hour work day for everyone was a British man by the name of Robert Owen, who was also one of the founders of socialism.  Owen felt that the work day should be divided into thirds, with workers getting equal time to themselves and to sleep as they do for work.  Thus, in 1817, he began campaigning for an eight hour working day for all workers, coining the phrase, “Eight hours labour, eight hours recreation, eight hours rest.”  Unfortunately, this did not catch on for some time, though throughout the 19th century a series of Factories Acts were passed that steadily improved working conditions and reduced work hours for factory workers.  For instance, The Factories Act of 1847  stipulated that women and children were to be granted a ten hour work day, thus only having to work 60 hours a week.

The eight hour work day cause was taken up once again in Britain in 1884 by Tom Mann who was part of the Social Democratic Federation.  Mann subsequently formed an “Eight Hour League” whose sole goal was to get the eight hour work day established.  Their biggest victory came when they managed to convince the Trades Union Congress, which represents the majority of unions in Britain and does so even to this day, to establish the eight hour work day as one of their primary goals, which they subsequently began to work towards.

The push for a shorter work day began earlier in the United States, in 1791, with workers in Philadelphia striking for a ten hour total work day that would include two hours for meals.  By the 1830s, support for eight hour work days was shared among the majority of the working class people in the United States, but still failed to find support among business owners.  Over the next few decades, workers continued to hold strikes demanding shorter working hours and gradually things began improving.

Momentum for the cause particularly picked up with several “Eight Hour Leagues” forming in the United States, as Mann had formed in Britain around this same time.   In 1884, the Federation of Organized Trades and Labor Unions declared that May 1, 1886 would be the first day that an eight hour work day would be made mandatory.  This, of course, was neither backed by any federal mandate nor the businesses themselves and relied on workers striking and raising a general ruckus to drive the point home.  When May 1, 1886 arrived, the first ever May Day parade was held with 350,000 workers walking off their jobs protesting for the eight hour work day.

Progress was still slow though and it wasn’t until 1905 that industries began implementing the eight hour work day on their own accord. One of the first businesses to implement this was the Ford Motor Company, in 1914, which not only cut the standard work day to eight hours, but also doubled their worker’s pay in the process.  To the shock of many industries, this resulted in Ford’s productivity off of these same workers, but with fewer hours, actually increasing significantly and Ford’s profit margins doubled within two years after implementing this change.  This encouraged other companies to adopt the shorter, eight hour work day as a standard for their employees.

Finally, in 1937 the eight hour work day was standardized in the United States and regulated by the federal government according to the Fair Labor Standards Act. It stipulated that workers were not to work more than 44 hours per week and any hours over 40 required of the worker were to be paid with overtime bonuses added to their normal pay rate.

Bonus Factoids:

Boston ship carpenters managed to achieve a set eight-hour work day in 1842, well before most other industries.  Amazingly, they managed to do this despite not being unionized.
Despite some industries in the United States, such as the previously mentioned Boston Ship Carpenters, managing to achieve eight hour work days, the average work week in the United States in 1890 was around 90-100 hours per week for most building tradesmen according to a survey done by the federal government at that time.
The Haymarket Square Rally on May 4, 1886 in Chicago protesting long labor hours got so out of hand after a dynamite bomb went off that a quick trial was taken and four men were hanged straight away, even though there was little evidence linking them to the bomb.  They were likely simply at the wrong place at the wrong time.
Through similar protests and lobbying as were used in Britain and the United States, Australian workers were granted an eight hour work day on January 1st, 1948.
India was, by far, one of the more progressive countries regarding labor practices.  India introduced the eight hour work day in 1912 – a full 26 years before the United States.
In the early 19th century in Britain, a series of “Factories Acts” were passed meant to help improve working conditions for workers, particularly for children.  One of the first of these was in 1802 and stipulated children under the age of 9 were not to be allowed to work and, rather, must attend school.  Further, children from the ages of 9-13 were only allowed to work eight hours per day and children from 14-18 could only work a maximum of 12 hours per day.  Unfortunately, this law was largely ignored and almost never enforced in any way.  Further, even when it rarely was enforced, the fines were small enough that it was more profitable for factory owners to break this law and pay the fine, than to follow it.  The act also did nothing for adults except require that factories be well ventilated, though it did not stipulate what defines “well ventilated”, so factory owners could easily ignore this part of the act as well.

Source : Today I Found Out

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Software Engineer (Java), Singapore

Job Location: Singapore


  • Development, enhancement and maintenance of digital and Java / J2EE projects.
  • To support development and maintenance activities of digital assets in a team including (but not limited to) Content Management Systems.
  • Working together closely with all stakeholders (including the Project Management team, Creative team and the Account Servicing Team) to ensure successful project delivery.


  • University degree, preferably in Computer Science, is required.
  • Positive working attitude, able to work alone and as a team, good problem solving, hardworking and willing to learn.
  • Excellent communication and interpersonal skills.
  • Min. 4 years experience in J2EE Web Application Development.
  • Strong experience with JSP, Javascript, CSS, Ajax and XML.
  • Strong experience with Java web scripting (JSP).
  • Good working knowledge of MVC frameworks (Spring MVC, Struts or equivalent).
  • Good working knowledge of HTML, XHTML.
  • Hands on experience with Application Servers (Websphere, JBoss or equivalent).
  • Experience working in an Interactive environment would be an advantage.
  • Knowledge of CMS products (OpenCMS, Alfresco or equivalent) are an advantage.
  • Knowledge of .Net/Php is an advantage.
This is a remarkable opportunity with superior challenges & career growth.

If this interests you, Please send your CV to to initiate the process.

We regret that only shortlisted candidates will be contacted.

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Junior Business Development Manager, Dubai

Location : Dubai (Require to travel)

Designation : Junior Business Development Manager

Experience : 3-5 years

Experience in ERP solution sales. Middle East experience is a must.

The role will focus on formulating business development and sales strategies, implementing sales methodologies, managing a pipeline, forecasting revenues and maintaining the key customer relationship.

Job Description:

  1. Prospecting, qualifying, proposing, negotiating, and closing mid/large sized business deals. 
  2. Building credible and lasting relationships with prospects and customers for repeat business.
  3. Delivering and exceeding challenging quota-based quarterly Sales revenues. 
  4. Developing a healthy pipeline of prospects and accurately forecasting business deals to be closed.
  5. Maintaining contact and opportunity information completely, accurately and in a timely manner.
  6. Prospecting to establish new accounts and extending business in existing accounts.
  7. Attending and represent at various business and industry meetings and trade shows.
  8. You will work closely with a pre-sales team and technical experts to develop close strategies as well as managing local partners, pricing and proposal matters.
This is a remarkable opportunity with superior challenges & career growth.

If this interests you, Please send your CV to to initiate the process.

We regret that only shortlisted candidates will be contacted.

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