Benefits of Winter Internships For B.Tech Internship


  1. Gain exposure to real-world problems and issues that perhaps are not found in textbooks
  2. Cultivate adaptability and creativity in a dynamic world.
  3. Increase marketability to employers. On average, only 30% of graduating seniors have job offers before graduation; however, after completing an internship, that figure rises to 58%.
  4. Evaluate specific companies or specific careers prior to committing to full-time employment—a “try before you buy” type experience.
  5. Ease transition from being a student to entering the workforce.
  6. Increase opportunities within a company for faster advancement and growth.
  7. Increase self-confidence in the workplace while developing an expanded network of associates and professionals.
  8. Facilitate a higher starting salary than non-interns.
  9. Have résumé-building experiences while applying academic concepts and principles.
  10. Spread the gospel in many areas through example and lifestyles.
  11. Have opportunities to fund college education.
  12. Have personal growth experiences and exposure to different job opportunities.
  13. Have hands-on opportunities to work with equipment and technology that may not be available on campus.
  14. According to interns from LW, students gain the following benefits through academic internships: experience, skill development, perspective, supervision, professional connections, academic credit, earnings, the opportunity to represent LW, and to provide service to others.

To More about the Winter Internship for B.Tech Students please visit on –

Winter Training for Computer Science Engineering Students

LinuxWorld Informatics Pvt Ltd – Winter Internship Program 2016 for Technical Graduates at Jaipur, invites applications for 2016 Winter Training Program from students interested in all areas of Computer Science and related fields at our locations in Jaipur. We are seeking highly motivated students, who are interested in experiencing an exciting winter of research.

winter-big-data-hadoopMission of the Program:
The objective of Winter Training program is to offer industry-specific advanced courses in the fields of Linux Administration, Cloud Computing Deployment, Big data Hadoop Implementation, Openstack, Cloudera BigData Hadoop, VMware, Storage Server Administration, Red Hat OpenShift Enterprise, Cloud Storage Management by Glusterfs, Server Hardening, Virtualization Administrator, Red Hat Enterprise Performance Tuning, JBoss Administrator, AWS Cloud Computing , aimed at creating quality manpower in the technology field

Who shall attend?
This will be a 100% practical training. Courses has been designed for all B.E, B.Tech, M.E, M.Tech, MCA, BCA, M.Sc(IT), B.Sc(IT), PGDCA and other students.

Take Away’s from our end:
We provide Winter Training in Jaipur with the best infrastructure and most up to date training materials. We have certified trainers having more than 13 years of industry experience in the fields of Linux, Cisco, BigData Hadoop, Cloud Computing, Openstack. Our goal is to provide high quality Winter Industrial Training to the students and connects them with the latest technologies.

Winter Training program offers you full learning and understanding of the topics in a highly interactive manner with real working environment examples.

Panorama – Winter Program:
The domains on which LinuxWorld is offering Winter Training Program i.e Linux Administration, Cloud Computing Deployment, Big data Hadoop Implementation, Openstack, Cloudera BigData Hadoop, VMware, Storage Server Administration, Red Hat OpenShift Enterprise, Cloud Storage Management by Glusterfs, Server Hardening, Virtualization Administrator, Red Hat Enterprise Performance Tuning, JBoss Administrator, AWS Cloud Computing, Cloud Computing, can be accessed by logging on to

Duration: 4 weeks / 6 weeks

Interested candidates can fill up the application form available on our website for further details –

Once the application form is completed and submitted, you will be receiving a detailed mail about the respective program selected by you i.e. the training fees, registration procedure, deliverable from our end, tentative start date, etc

One can select more than one program by filling up various application forms to decide which program would be the right path from the career perspective.

In case of further queries feel free to revert us back or call us at +91 9351009002

8 Tips For Students To Identify The Right Winter Training Institute

There’s a rising trend among engineering students to go for winter training courses after completion of their course, if they do not have a job in hand. Does this mean that the 4 years of engineering education is a waste? If a 6 Weeks Winter training course can land you a job and not a 4 year long one, then who’s to blame?

Answers to the above questions are bit vague now. We’ll have to wait for the right answer, if there is any. Instead, what I would like to focus upon is the selection of winter training institutes.

There are hundreds and thousands of winter training institutes coming up in each and every street corner. Needless to say, it’s good for business. Education and healthcare are two sectors which will always be in boom, no matter how hard recession hits. This is exactly why you have growing numbers of Winter Training institutes but decreasing quality.

I write this blog post, with experience from three verticals –

  1. Having asked about the experience from students who have already attended such Winter training courses
  2. Having spoken with Industry Professionals who have hired candidates who have completed such training courses (of duration one year or less), after completion of their engineering graduation

As students having already spent a good amount on their engineering degree, decision on spending extra on a training course needs to be taken wisely. Having considered three different perspectives to this situation, I would like to list a few points students should keep in mind while selecting a winter training institute/organization.

  1. Check Track Record

Do some background research and see how long the training institute has been active. Do they have a continuous track record of providing training? Or have they come and gone from the industry? The latter shows an inconsistency which might resonate with low training standards.

  1. Enquire With Alumni

This is definitely one of the best methods. Ask someone who has already completed their training in any of the training institutes you are looking out for. Since they have firsthand experience and know the teaching methods of the organization, they’ll give you a serious opinion on whether to join or not.

  1. Training Methodology and Course Material

The institute you choose should have a well-defined Winter Training methodology and Winter training material. Video tutorials, audio podcasts, PPTs and other supporting materials make even complex topics easier to understand with minimum effort. Even after the completion of your course, the materials that you have been provided should act as a good technical reference.

  1. Instructors

Good course materials aren’t alone enough. If that was the case, most of you would have got a job after engineering. Make sure you know in advance who all are the instructors who’d be teaching/Winter training you. Asking for a biographical timeline of the instructor so that you have an opportunity to see whether the instructor has relevant experience in the field you are on lookout for.

  1. Industry Standard Fees

Let’s get this straight. No matter how good the course, the fees always play an important factor. Enquire with quite a good number of winter training institutes about the rates so that you get a median range of the market standard. Based on that, analyze the best option and go for it. If the best one is costly, it’s your call on whether to compromise on quality or expense.

  1. Syllabus

Check and compare the syllabus of all the institutes together. Who hasn’t changed their syllabus over the past decade? Who changes their syllabus every 6 months to stay up-to-date with the industry changes? Analyze such factors to ensure you don’t waste 6 Weeks learning some technology that’s long outdated.

  1. Placement Opportunities

Quite a good number of winter training institutes guarantee placements, while others provide no guarantee, but still tend to help out the students with placement after completion. Get an idea about the placement opportunities from various institutes.

Personally, I have found the ones who provide no guarantee of placement to fare better and provide more justice. If you don’t have a job after 4 years of an engineering degree, how can you expect someone to guarantee you a job after a course of 6 Weeks? No offence meant, but the truth always hits hard.

Again, not everyone goes for winter training programs just because they didn’t get a job. Many join out of pure interest in getting further hands-on experience. For them too, take a good look at the placement opportunities. Make sure you join a course after deciding in advance which stream of field you would want to work in, as a career.

  1. Don’t Join To Have Fun

Forget the “Hutch Pug and Kid” scenario – Where you go I go. Just because your friend joins a Winter Training institute, don’t jump up blindly and pay the fees too. Get to know whether the institute will meet your demands of providing you with the right technical competence on completion of course. Rest everything is just an illusion to deviate you out of your path.

Study reveals that most companies are failing at big data

Research from PwC and Iron Mountain reports some surprising statistics about how companies are using the data they collect.

Enterprises like to talk about data, but what you may not hear as often is how they are actually exploiting the data they collect. According to a report entitled “How organizations can unlock value and insight from the information they hold,” from Pricewaterhouse Coopers (PwC) and Iron Mountain, companies have a lot of progress to make before they start making better use of the data.
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The study surveyed 1,800 senior business leaders in North America and Europe at mid-sized companies with more than 250 employees and enterprise-level organizations with over 2,500 employees. And the results were surprising, — only a small percentage of companies reported effective data management practices.

“Data is the lifeblood of the digital economy, it can give insight, inform decisions and deepen relationships,” according to Richard Petley, director of PwC Risk and Assurance. “It can be bought, sold, shared and even stolen — all things that suggest that data has value. Yet when we conducted our research very few organizations can attribute a value and, more concerning, many do not yet have the capabilities we would expect to manage, protect and extract that value.”
Businesses lack data strategies

The study found that while 75 percent of business leaders from companies of all sizes, locations and sectors feel they’re “making the most of their information assets,” in reality, only 4 percent are set up for success. Overall, 43 percent of companies surveyed “obtain little tangible benefit from their information,” while 23 percent “derive no benefit whatsoever,” according to the study.

That means three quarters of organizations surveyed lack the skills and technology to use their data to gain an edge on competitors. Even further, three out of four companies haven’t employed a data analyst, and out of companies that do, only one quarter are using these employees competently, according to the survey.

It’s not just a problem for tech companies. This lack of data understanding spans across manufacturing and engineering, pharmaceuticals, financial services, legal services, insurance, energy and healthcare. Using the data, PwC was able to create what it calls an Information Value Index, which measures how well businesses use the information they collect and how much value they derive from data.

Derived from a sample of 1,650 businesses that responded to 36 survey questions, the Information Value Index gives businesses a score from 0 to 100, with 100 being the best use of data possible. This index evaluates a company’s general awareness and understanding of the importance of data, how aligned the company is with data driven goals, the skills and tools used to gain value from data and overall benefits the company has gained from tapping into data. Mid-market companies earned an average score of 48.8, while enterprise businesses earned an average score of 52.6; combined, the overall score for all companies surveyed came in a just over 50.

Petley concludes that “data is so pervasive that it is taken for granted or is seen as a by-product. Often it is only when disaster strikes that this assumption is broken.” Alternatively, some companies see data as the responsibility of IT and data architects, rather than an important resource that should be employed across the company. And that’s an important shift to make; the idea that data isn’t just a problem for IT, but rather a valuable asset that reaches far beyond the technical side of the business.

Data strategy is the biggest resource in gaining a competitive edge against other companies, according to the study. By ignoring data or treating it as unimportant, business leaders do their companies a huge disservice when it comes to staying ahead of the game.

“The essence of analytics is for business units, marketing, emerging business offices, etc. to determine what they want to learn from the data and then use the records information management team, IT, data analysts and scientists to identify data sources, understand access controls, execute the analysis, and deliver the results in a user friendly, typically visual, mode,” says Sue Trombley, managing Ddirector of Thought Leadership at Iron Mountain.

Businesses might be investing significant money into data capture, but then drop the ball when it comes time to actually use that data. Instead, business leaders need to focus on figuring out how to take the data and boil it down into easily digestible formats for internal use. It’s all about “having a strategy for data management,” says Trombley. The first step, he says, is to identify data sources, then understand the importance of analytics to every department and, finally, create a plan to stay competitive.

And the data suggests businesses aren’t aware of the untapped resource they have in stored data. The study found that 16 percent of business leaders reported that they didn’t believe their organizations knew what data it had, 23 percent said they didn’t know how data transferred through their businesses or where it could be used best, and 20 percent didn’t know where their data was most vulnerable.

Not surprisingly, Trombley says that a quarter of C-suite executives report not seeing any value from data around decision-making, product development, cost savings or customer acquisition and retention. But that’s because they simply haven’t invested in a strategy. Analytics is quickly becoming one of the most valuable resources to a successful business, and every company will need a unique and tailored plan for managing data.
Should your company hire a data scientist?

Before rushing to hire a data scientist or building an entire department dedicated to analytics, business leaders need to first sit down and figure out what they want to achieve with analytics, according to Trombley. Every company’s needs are different and the best data strategy will depend on the overall mission and goals of the business. That means, your business might not necessarily need an entire department dedicated to data and instead tap into the skillsets of your current employees.

“Companies with less sophisticated analytics requirements may be able to fill the skills gap using existing employees by sending them to focused training sessions such as data analytics boot camps [and] night courses,” says Trombley.

For some companies, this might be the best option, considering there is currently a lack of capable data scientists since it is a relatively new and fast growing position. Simply getting an employee up to speed can help lessen the impact of a lacking data strategy, but it still might not be enough.

“There is no one-size-fits-all regarding the CDO [Chief Digital Officer] position,” Trombley says. “Whether they exist or not the basic responsibilities attributed to the role need to be assigned to one or more individuals in the current organizational structure. Also, there is the supply and demand dilemma — not enough talent available to fill the CDO position in all organizations.”
Characteristics of the ‘data elite’

Of the businesses surveyed, only 4 percent were classified as “data elite,” with a typical business profile of medium or very large businesses within healthcare and manufacturing and engineering. These businesses, according to the study, first and foremost had a well-established “information governance oversight body.” Furthermore, these businesses had fostered a “strong culture of evidence-based decision making,” appointed analysts that can access data, had strong control over their data and had extensive analysis tools in place.

These progressive companies have tapped into the most valuable resource available to them and made it part of the company culture. Some of the most agile mid-market businesses are found in this category, which the study suggests is because they aren’t bogged down by legacy and are in industries that are less regulated than others. However, less agile enterprises businesses are also found in the data elite, thanks to strong leadership, global information governance arrangements and relevant departments outside of IT in the data functions.

This story, “Study reveals that most companies are failing at big data” was originally published by CIO.

Apache Spark 1.5.2 and new versions of Ganglia monitoring, Presto, Zeppelin, and Oozie now available in Amazon EMR

You can now deploy new applications on your Amazon EMR cluster. Amazon EMR release 4.2.0 now offers Ganglia 3.6, an upgraded version of Apache Spark (1.5.2), and upgraded sandbox releases of Apache Oozie (4.2.0), Presto (0.125), and Apache Zeppelin (0.5.5). Ganglia provides resource utilization monitoring for Hadoop and Spark. Oozie 4.2.0 includes several new features, such as adding Spark actions and HiveServer2 actions in your Oozie workflows. Spark 1.5.2, Presto 0.125, and Zeppelin 0.5.5 are maintenance releases, and contain bug fixes and other optimizations.

You can create an Amazon EMR cluster with release 4.2.0 by choosing release label “emr-4.2.0” from the AWS Management Console, AWS CLI, or SDK. You can specify Ganglia, Spark, Oozie-Sandbox, Presto-Sandbox, and Zeppelin-Sandbox to install these applications on your cluster. To view metrics in Ganglia or create a Zeppelin notebook, you can connect to the web-based UIs for these applications on the master node of your cluster. Please visit the Amazon EMR documentation for more information about Ganglia 3.6, Spark 1.5.2, Oozie 4.2.0, Presto 0.125, and Zeppelin 0.5.5.

Is it opposite day? Microsoft has a new Linux distro

But hold your horses — Azure Cloud Switch is a custom version of Linux designed for running switches in Microsoft’s own data center

It’s happened at last: Microsoft has its own version of Linux. But don’t expect to download an .ISO just yet. It isn’t publicly available — it’s an internal project developed to help run Microsoft networks such as Azure.

Microsoft’s Azure Cloud Switch (ACS) is not a Linux distribution on the order of Red Hat’s or Ubuntu’s; rather it’s closer to Cumulus Linux. ACS was built specifically for Microsoft’s own needs, and therefore is not a definitive sign that Microsoft is becoming a Linux player.


As described in a blog post yesterday, ACS is “a cross-platform modular operating system for data center networking built on Linux.” It is intended to run on commodity ASIC hardware from multiple switch vendors and to run Microsoft’s own software for managing network devices.

While it was built with Linux and uses the Switch Abstraction Interface (SAI) specification developed under the Open Compute Project, Microsoft states that ACS was designed to integrate with Microsoft’s monitoring and diagnostics systems.

This integration “[deviates] from the traditional enterprise interactive model of command line interfaces…[but] allows for switches to be managed just as servers are with weekly software rollouts and roll backs thus ensuring a mature configuration and deployment model,” the blog says.

This also is similar to Cumulus Linux, which is devised to run switches as simply another piece of software (and hardware) to be managed with conventional enterprise tools. In Cumulus’ case, the management tools are software like Puppet or Chef; in Microsoft’s case, it’s Microsoft’s system-management technology.

For their eyes only

What will Microsoft likely do with ACS in the long term? One possibility: ACS will be offered to users as a way to build a more Azure-like environment within their data centers — much as Microsoft is planning to do with Azure Service Fabric.

The competitive edge Azure provides for Microsoft in the cloud is bound up with the likes of ACS. Still, every cloud has to keep innovating; in time, Microsoft may offer ACS freely, but probably only after the advantage it provides Azure has been superseded by other, more ambitious features.

If ACS becomes the closest thing to a Microsoft-branded Linux distribution, it will — like all the other work the company has done with Linux — be a way to better support Microsoft’s proprietary cloud efforts. Linux users will win out by having better support in Azure for their OS of choice. But Microsoft’s first duty, as always, is to Microsoft itself.