This is default featured post 1 title

Go to Blogger edit html and find these sentences.Now replace these sentences with your own descriptions.This theme is Bloggerized by Catalin -

This is default featured post 2 title

Go to Blogger edit html and find these sentences.Now replace these sentences with your own descriptions.This theme is Bloggerized by Catalin -

This is default featured post 3 title

Go to Blogger edit html and find these sentences.Now replace these sentences with your own descriptions.This theme is Bloggerized by Catalin -

This is default featured post 4 title

Go to Blogger edit html and find these sentences.Now replace these sentences with your own descriptions.This theme is Bloggerized by Catalin -

This is default featured post 5 title

Go to Blogger edit html and find these sentences.Now replace these sentences with your own descriptions.This theme is Bloggerized by Catalin -

vineri, 30 noiembrie 2012

3skeng - 3D conceptual engineering

The probably fastest way to generate exact 3D piplines by using Google SketchUp and the Plugin 3skeng
Do you know the feeling that you have a good idea but no way to express it?
We knew it too well and decided to do something about that.
What can be done? 
We at SHK searched for an easy to use and fast 3D software for space management purposes. We found Trimble SketchUp and are impressed with its intuitive handling and efficient way of lifting conceptual planning right up to the third dimension.
We soon came to know that architectural design can be done amazingly fast, but as we handle pipes, air ducts and cable trays, we soon reached the limits with the “on-board tools” for conceptual engineering tasks. 

miercuri, 28 noiembrie 2012

All about engineering

Engineering E-Book Part 1









ESAB Welding Hanbook 5th edition

Welding Inspection, Code and Standard




1-Hydraulics of Pipeline Systems, by: Bruce E. Larock 
Download Here
2- Piping Design and Engineering - 6th Ed 6thed

3- The Fundamentals of Piping Design: Drafting and Design Methods for Process Applications (Process Piping Design Handbook) (v. 1)

4- Process Plant Layout and Piping Design, by: Ed Bausbacher, Roger Hunt
Download Here

5- ASME Collection for Process Vessel and Piping Design

6- Advanced Piping Design (Process Piping Design Handbook - Vol 2)

7- Piping Design for Process Plants, by: Howard F. Rase, M. H. Barrow

8- Piping Handbook, 7th Edition, by: Mohinder L. Nayyar

9- The Piping Guide: For the Design and Drafting of Industrial Piping Systems, by: David R. Sherwood, Dennis J. Whistance
Download Here

10- Pipe Drafting and Design, Second Edition, by: Roy A. Parisher Robert A. Rhea
Download Here
1. Mc.Quay Chiller Plant Design.

vineri, 23 noiembrie 2012

P0sixninja Not Doing iOS 6 Jailbreak, But a More Meaningful Thing

If you are anxiously awaiting the release of the untethered jailbreak of iOS and iOS 6.0 6.0.1, then the news that we post today can make you happy. The latest updates published by P0sixninja on Twitter were really interesting:
I never said i was working on an untethered jailbreak for iOS6. I'm working on something to insure jailbreaks will be around for a long time
which may mean there are some other hackers are doing the untethered jailbreak for iOS 6, amd the P0sixninja's job looks more meaningful, Thanks man.

Ashton Kutcher is 'uncanny' as Steve Jobs

The 34-year-old is playing the technology mogul in the upcoming biopic, Jobs, and is frighteningly alike the former Apple owner.  

Josh, who plays Apple co-founderSteve Wozniak, said: "I think it's going to be pretty wonderful. Ashton is going to blow a lot of people away. His performance was absolutely transformational. 

"I just confuse a lot of people in thinking Steve Jobs never passed away. It's that uncannyf he looked any more like Steve Jobs, I think it would." 

As well as looking like Steve, Ashton has been more than happy to throw himself into the role physically and emotionally. 

Love And Other Drugs actor Josh said: "He really immersed himself. I think he has an appreciation for Steve Jobs, the likes of which I've never seen in any actor who's portrayed a real, living person."  

"Ashton is one of the most giving actors I've ever worked with. I was surprised by his work every day." 

Steve Jobs has been globally mourned after he died from pancreatic cancer in 2011. The new film, which charts the legendary businessman's life and career, is due for release in 2013

sâmbătă, 17 noiembrie 2012

Bieber, Swift großen Gewinner bei den MTV Europe Music Awards

Taylor Swift und Justin Bieber gemeinsam die Beute in Frankfurt am Sonntag bei den MTV Europe Music Awards, die jeweils Schöpfen drei Preise an einem der größten Nächte im Popup Kalender außerhalb der Vereinigten Staaten.

Amerikanische Country-Sängerin Swift, die die Country Music Association Awards leer aus weniger als zwei Wochen früher verlassen, nahm Ehrungen für Best Female, Best Live und Best Look.

"Drei? Drei? Ich kann nicht glauben, dass Sie gab mir drei Auszeichnungen, "Swift, die in fünf Kategorien nominiert wurde, sagte der ausgelassenen Schar von 7.000, Ausprobieren ihrer besten Deutsch.

Einer der Nacht beliebtesten Darstellern war Dance Sensation Psy mit seiner Rekord-Hit "Gangnam Style", die Best Video gewonnen.

Skipping durch den Ort und auf der großen Bühne in einem glitzernden blauen Jacke mit seinem Pferd reiten inspirierten Tanz, wurde er der erste südkoreanische Künstlerin an den jährlichen Auszeichnungen durchzuführen.

"Das ist schön. Dies ist meine erste Mal teilnehmen, führen, werden nominiert, als asiatischer Künstler, als koreanische Künstlerin, so weiß ich nicht, was ich sagen soll ", sagte er Journalisten backstage.

Er fügte hinzu, dass sein nächstes Album würde mehr englische Lieder auf sie haben.

Gangnam Stil wurde mehr als 670 Millionen Mal auf YouTube angesehen und erhielt eine rekordverdächtige 4,9 Millionen "Likes" auf Facebook, seit er im Juli veröffentlicht.

miercuri, 14 noiembrie 2012

Why Companies Aren't Getting the Employees They Need

Even with unemployment hovering around 9%, companies are grousing that they can't find skilled workers, and filling a job can take months of hunting.
Employers are quick to lay blame. Schools aren't giving kids the right kind of training. The government isn't letting in enough high-skill immigrants. The list goes on and on.
But I believe that the real culprits are the employers themselves.
With an abundance of workers to choose from, employers are demanding more of job candidates than ever before. They want prospective workers to be able to fill a role right away, without any training or ramp-up time.
Bad for Companies, Bad for Economy

In other words, to get a job, you have to have that job already. It's a Catch-22 situation for workers—and it's hurting companies and the economy.
To get America's job engine revving again, companies need to stop pinning so much of the blame on our nation's education system. They need to drop the idea of finding perfect candidates and look for people who could do the job with a bit of training and practice.
There are plenty of ways to get workers up to speed without investing too much time and money, such as putting new employees on extended probationary periods and relying more on internal hires, who know the ropes better than outsiders would.
It's a fundamental change from business as usual. But the way we're doing things now just isn't working.
The Big Myths
The perceptions about a lack of skilled workers are pervasive. The staffing company ManpowerGroup, for instance, reports that 52% of U.S. employers surveyed say they have difficulty filling positions because of talent shortages.
But the problem is an illusion.
Some of the complaints about skill shortages boil down to the fact that employers can't get candidates to accept jobs at the wages offered. That's an affordability problem, not a skill shortage. A real shortage means not being able to find appropriate candidates at market-clearing wages. We wouldn't say there is a shortage of diamonds when they are incredibly expensive; we can buy all we want at the prevailing prices.
The real problem, then, is more appropriately an inflexibility problem. Finding candidates to fit jobs is not like finding pistons to fit engines, where the requirements are precise and can't be varied. Jobs can be organized in many different ways so that candidates who have very different credentials can do them successfully.
Only about 10% of the people in IT jobs during the Silicon Valley tech boom of the 1990s, for example, had IT-related degrees. While it might be great to have a Ph.D. graduate read your electrical meter, almost anyone with a little training could do the job pretty well.
A Training Shortage
And make no mistake: There are plenty of people out there who could step into jobs with just a bit of training—even recent graduates who don't have much job experience. Despite employers' complaints about the education system, college students are pursuing more vocationally oriented course work than ever before, with degrees in highly specialized fields like pharmaceutical marketing and retail logistics.
Unfortunately, American companies don't seem to do training anymore. Data are hard to come by, but we know that apprenticeship programs have largely disappeared, along with management-training programs. And the amount of training that the average new hire gets in the first year or so could be measured in hours and counted on the fingers of one hand. Much of that includes what vendors do when they bring in new equipment: "Here's how to work this copier."
The shortage of opportunities to learn on the job helps explain the phenomenon of people queueing up for unpaid internships, in some cases even paying to get access to a situation where they can work free to get access to valuable on-the-job experience.
Companies in other countries do things differently. In Europe, for instance, training is often mandated, and apprenticeships and other programs that help provide work experience are part of the infrastructure.
The result: European countries aren't having skill-shortage complaints at the same level as in the U.S., and the nations that have the most established apprenticeship programs—the Scandinavian nations, Germany and Switzerland—have low unemployment.
Employers here at home rightly point to a significant constraint that they face in training workers: They train them and make the investment, but then someone else offers them more money and hires them away.
The Way Forward
That is a real problem. What's the answer?
We aren't going to get European-style apprenticeships in the U.S. They require too much cooperation among employers and bigger investments in infrastructure than any government entity is willing to provide. We're also not going to go back to the lifetime-employment models that made years-long training programs possible.
But I'm also convinced that some of the problem we're up against is simply a failure of imagination. Here are three ways in which employees can get the skills they need without the employer having to invest in a lot of upfront training.
Work with education providers: If job candidates don't have the skills you need, make them go to school before you hire them.
Community colleges in many states, especially North Carolina, have proved to be good partners with employers by tailoring very applied course work to the specific needs of the employer. Candidates qualify to be hired once they complete the courses—which they pay for themselves, at least in part. For instance, a manufacturer might require that prospective job candidates first pass a course on quality control or using certain machine tools.
Going back to school isn't just for new hires, either; it also works for internal candidates. In this setup, the employer pays the tuition costs through tuition reimbursement. But the employees make the bigger investment by spending their own time, almost always off work, learning the material.
Bring back aspects of apprenticeship: In this arrangement, apprentices are paid less while they are mastering their craft—so employers aren't paying for training and a big salary at the same time. Accounting firms, law firms and professional-services firms have long operated this way, and have made lots of money off their young associates.
Of course, a full apprenticeship model—with testing and credentials associated with different stages of experience—wouldn't work in all industries. But a simpler setup would: Companies could give their new workers a longer probationary period—with lower pay—until they get up to speed on the requirements of the job.
Promote from within: Employees have useful knowledge that no outsider could have and should make great candidates for filling jobs higher up. In recent years, however, an incredible two-thirds of all vacancies, even in large companies, have been filled by hiring from the outside, according to data from Taleo Corp., a talent-management company. That figure has dropped somewhat lately because of market conditions. But a generation ago, the number was close to 10%, as internal promotions and transfers were used to fill virtually all positions.
These days, many companies simply don't believe their own workers have the necessary skills to take on new roles. But, once again, many workers could step into those jobs with a bit of training.
And there's one on-the-job education strategy that doesn't cost companies a dime: Organize work so that employees are given projects that help them learn new skills. For example, a marketing manager may not know how to compute the return on marketing programs but might learn that skill while working on a team project with colleagues from the finance department.
Pursuing options like these vastly expands the supply of talent that employers can tap, making it both cheaper and easier to fill jobs. Of course, it's also much better for society. It helps build the supply of human capital in the economy, as well as opening the pathway for more people to get jobs.
It's an important instance where company self-interest and societal interest just happen to coincide.
Dr. Cappelli is the George W. Taylor professor of management at the University of Pennsylvania's Wharton School and director of Wharton's Center for Human Resources. He can be reached at

duminică, 11 noiembrie 2012

Mamaia gewann die Trophäe für beste Unterhaltung Mode Touristenziel in der Welt

 Mamaia gewann die Trophäe für beste Unterhaltung Mode Touristenziel in der Welt
Mamaia gehörte zu den Favoriten auf den Pokal zu gewinnen für die meisten Modespaß Touristenziel und hat nicht enttäuscht.

Darüber hinaus zukünftige Projekte, erklärte der Bürgermeister von Monte Carlo den aktuellen Vorsprung Mamaia, was ihr den Titel der angesagtesten resort "riesiges Kapital image" zu gewinnen berechtigt.

All dem berühmten Blumenmarkt Verein war gestern anwesend in Monte Carlo. Die Veranstaltung ist ein innovatives Laser-und Licht-Show, während Pflege hat blaues Blut. Mamaia ist mit fast 200 Ländern an diesem Wettbewerb teil.

Unbelievable! Romania lost a major talent

Unbelievable! Romania lost a major talent! Hagi kid wants to play for Australia! Touching story of a hero 16 years:

National has no risk present and future-and miss. Kids do not dream of playing in yellow!

Hagi Gligor is 16 years old and is considered a great talent. Not Romanian national scouts, but in Australia, where he grew up. His father, Tiberius, former footballer in Romania, gave the name after the Romans who brought the idol from around the world on the street. Hagi ... Gligor does not want to hear his national Piturca. Dream to play for Australia, where it is already a star.

After you have learned the story, Australians were impressed! Sydney FC bought 4 months ago from football school that grew and Harry Kewell, Hagi has a hellish schedule. 4 times a week, 4 hours a day train with the club's youth team, then go to school where among the best students. Only travel by bus takes more than two hours a day.

"I found it hard, but try to get along," says the kid, who recently enrolled in the course for learner drivers "do not get along, it's much easier my ball."

Although he was raised to be a star, Hagi not impress his coaches than the qualities he has. "It's one of those children who did not like you say something bad.'s One of the best here, is technically and plays great when he has the ball. Folks of Sydney FC appreciate it and I think more than one year and a half to reach midfield holder in the first team, with star Brett Emerton, "says technical director of Hills Sports High School, Alen Stajcic.

Hagi Gligor already played 4 matches in pre-season Sydney FC. "Coach Lavicka told me to feel good and I do not think there's any pressure on me," said Gligor, whose dream is not in any way bind the Romanian national: "I appreciate Messi is my favorite player, and Barcelona is the team that I like the most, I want to play in national youth then the seniors of Australia ".

Del Piero could be her father Hagi Gligor. Has more than 21 years. His father named him after the World Cup dream Hagi of Romania with Hahi, in 94, in America. Hagi Gligor recently received the title of best junior in Australia. Sydney FC will play with Del Piero.

"I want to thank my parents who brought me every day in training and matches," said Hagi Gligor.

Hagi Gligor nationla not want to hear about Romania. "I was born in Australia and here I want to play," said the kid.

sâmbătă, 10 noiembrie 2012

First Around The World With Solar Energy

Planet Solar is one of the fastest growing solar installation companies in the US. We believe it’s because our experience and service oriented attitude make going solar easy for our customer. Our process is simple and we handle all details, paperwork and permits. We also use only the best panels and installation methods.

miercuri, 7 noiembrie 2012

Brazil to build eleven new shipyards to meet demand

Brazil’s National Shipyard Association (Sinaval) says that Brazil will need at least 11 new shipyards by the year 2020, in order to meet the demand of an expanding economy and oil industry, and the vast majority of the new Brazilian-flag vessels will be for the offshore industry as well as for oil platforms and drill-ships, (reports Rob Ward).
Sergio Leal, the executive-director for Sinaval, said: ‘For sure we have been suffering from a capacity shortage in recent years, but we are about to plug the capacity shortfall. It is urgent that we do so for the sake of the oil industry here and the country as a whole.’
The shortage is particularly exacerbated for the many Offshore Support Vessel (OSV) operators who want to build PSVs and AHTSs but are finding all yard slots full for up to two years and more. Shipping World & Shipbuilder subscribers recently read how Oceana bought land in the port of Itajai and then obtained US$200M of Fundo de Mercante Marinha (FMM, or Merchant Marine Fund) funding to build their own yard there and for four 4500dwt PSVs. 
Leal added: ‘We are gaining new members every few months and now have 49 members, including Oceana. During the last Golden Age of Brazilian shipbuilding, in 1979, we employed around 39 000  and now we are way past that.’
The FMM released Reais7.4bn (US$3.65bn) of cash to shipping companies and yards, and although Eike Batista’s OSX received Reais1.5bn towards its shipyard in Rio de Janeiro state, four other yards received funding for their projects.
‘Today we have 62 000 working in the yard sector, and that will rise to more than 100 000 within a few years,’ Leal told Shipping World & Shipbuilder, ‘and then it will level off. Apart from the nine yards being built or about to be built we believe one or two more will give us the capacity to meet our needs until 2030 and beyond. The biggest shortage is in the Offshore Support Vessel sector and we have to resolve this as soon as possible.’
The  new shipyards at the planning stage include: 
Estaleiro Enseada do Paraguaçu (state of Bahia, northeast), which plans to build drill ships and tankers;
Estaleiro OSX-Sao Joao da Barra (north of state of Rio de Janeiro): oil platforms and tankers;
Estaleiro Jurong Aracruz (Espirito Santo), which is still awaiting final planning permission;
Estaleiro Promar STX-Suape (Pernambuco),  to build gas tankers then OSVs;
Estaleiro CMO-Suape (Pernambuco): initially 15 oil platforms for Petrobras by 2017, and due to start building in 2014;
Estaleiro Rio Tiete-Araçatuba (Sao Paulo): building barge system for Transpetro;
P2 Estaleiro-Itajai (Santa Catarina): 100%  OSVs for Oceana;.
EISA Alagoas-Coruripe (Alagoas): small and medium sized tankers, and OSVs in the future;
Estaleiros do Brasil-Sao Jose do Norte (Rio Grande do Sul): initially for oil platforms and drill-ships.

Failbreak To Untethered Jailbreak iPhone 5 on iOS 6 Soon

Failbreak To Untethered Jailbreak iPhone 5 on iOS 6 Soon - Waiting for the iOS 6 jailbreak after updating your iDevice? Well, you’re not alone, as all those jailbreakers around the world who waited in a line for the iPhone 5 or just updated their device to iOS 6 are dying to get there hands on a jailbreak for iOS 6. And finally, it looks like one notable iOS hacker has got a little lead on developing a jailbreak for iOS 6.
failbreak – this is a word that had been invented pretty recently, and while a “failbreak” means that an iPhone 5 jailbreak has been possible, it also means that it cannot be given a release to public thanks to a number of reasons. You might remember the Cydia picture shortly after the iPhone 5 launched, which had jailbreakers excited but this had been a failbreak thanks to no chance you’d be able to get your iPhone 5 doing the same thing with a public release. 
“These exploits are valuable for discovering new ones in the future, so it’s nice to keep them and release only the good ones. “

marți, 6 noiembrie 2012

Learn German in a Hurry: Grasp the Basics of German Schnell!

Bratwurst and Oktoberfest are just the beginning! Interest in Germany's rich food, history, and culture has led a wave of travel in the country since the end of WWII. "Learn German in a Hurry" is the perfect pocket language primer for a student travelling abroad, a professional on a business trip, or someone who wants to converse with her German-speaking Granddad! Complete with introductions to verbs, grammar, phrases, and plenty of vocabulary to get readers through, this is an ideal language survival guide.

15-Minute German: Speak German in just 15 minutes a day

Sprechen Sie Deutsch? In just 15 minutes a day you can speak and understand German with confidence, with this revolutionary new system for learning a language. The unique visual approach makes learning quick, easy and fun. No writing or homework - just use the cover to hide the answers and test yourself as you learn. Real-life examples cover every holiday and business situation. Accompanying CD will help you perfect your pronunciation. Whether starting from scratch or just in need of a refresher, there is no easier way to learn German - fast.
Price:£5.99 minutes-Eyewitness-Travel/dp/1405302887
Free Counters


The MAHA Powerex MH-C9000 can analyse the voltage and capacity of AA and AAA batteries while it charges them'

Break-In Mode (IEC capacity analysis)
Charging is done at a current of 10% of the maximum capacity of the battery and can last more than 16 hours, depending on their capacity.

• Applies a 16-hour 0.1C charge (0.1 times the capacity of the
battery), rest of one hour, followed by a 0.2C discharge, rest again,
and finally a 16-hour 0.1C recharge again.
• Recommended for brand-new batteries. This process is also known
as “Forming Charge.” Also recommended with batteries that cannot
be rescued by the Refresh & Analyze mode.
• Recommended once every 30 cycles for NiMH batteries.
• Requires 39 to 45 hours to complete.
• The process follows the IEC standard for determining battery

Charge Mode
• Recharges the battery at the selected rate.
• Useful when battery needs to be recharged without determining the
capacity of the battery. It should be used on batteries known to be in
good condition and have been in continuous use.
• Requires the least amount of time.

Refresh & Analyze Mode
• First recharges the battery, rest for one hour, discharge, rest, then
recharges again. Charging and discharging rates are programmable.
• Reports the discharge capacity at the end of the cycle.
• Useful when the battery capacity needs to be determined. Also
useful for battery with degraded performance.
• Recommended once every ten cycles for NiMH batteries

Discharge Mode
• Discharges the battery at the selected rate.
• Useful for analyzing the amount of charge stored in the battery.
Battery not recharged at the end of the cycle.

Cycle Mode

Similar to how the formatting (Break-in), battery reconditioning is done by fully charged and discharged in 12 cycles.
- The LCD screen displays the number of cycles completed.

• Performs a charge-discharge cycle for the programmable number of
times. Charging and discharging rates are also selectable. At the
end of the cycle, a final recharge is applied.
• Suitable for cycling the batteries multiple times.


sâmbătă, 3 noiembrie 2012

Football Academy of Gheorghe Hagi beginning to bear fruit

Football Academy of Gheorghe Hagi beginning to bear fruit, just a few years of existence. Turkish media sports announcing that former team of the best Romanian player of all time, Galatasaray Istanbul, insist to transfer this winter or next summer Gabriel Iancu. Hagi has guaranteed that they will kick the Turks Iancu, but they sent them to hurry because the wire have joined Ajax Amsterdam as well as other famous teams of the old continent. The kid just 18 years of Future gave excellent yield far as attacking midfielder or striker left the band.
Player is Gica Hagi even seen as the future number 10 national football team of Romania

Ajax Amsterdam remained impressed by two players from the Academy of Romanian Gica Hagi.

Tiru and Gabriel Bogdan Iancu are players who trained with Ajax for a few weeks and now they want back.
"I was impressed by him and want to see them back in May.'m Young and want to always see them," said youth team manager spearmen, Gery Vink.
"They are very talented. Gave us a good impression. I can say that we were impressed," said Vink.

Gica Hagi fruits of his work are popular in the Netherlands, Ajax Amsterdam, where two men were able to impress the Dutch.

In the last week, Tiru and Gabriel Bogdan Iancu, two players aged 17 years were prepared with Ajax's youth team and manager superlative Gery Vink spoke about the two.

Dutch media announced that the two will get an offer from Ajax Amsterdam.
Gabriel Iancu is a left-footed attacking midfielder, captain of the Under-17 national team, in which Bogdan Tiru tmp is seen as Belodedici Miodrag future.

In what league you want to go and what team?

I want more to get to Spain. Are divided 50% -50% between Barcelona and Real Madrid. I like playing Barcelona, ​​but as much I like Cristiano Ronaldo.

Italians say Iancu is closely monitored by the time play for the national U17 Romania and its benefits to U19 representative confirmed that deserves to be one of the future transfer of the Genovese group.


Twitter Delicious Facebook Digg Stumbleupon Favorites More