Research Methods Assignment Example | Topics and Well Written Essays - 250 words - 2

Research Methods - Assignment Example However, though this is a great advantage for patient diagnosis, the risks associated with these practice for both the patients and the staffs who operates the radiology equipments have increased. The exposure of the patients to longer duration of fluoroscopy and higher doses of radiation are the major risks associated with the radiation modalities (Slechta, & Reagan, 2008 p302). Consequently, there is a greater need for the medical staff to adhere to the radiation protection and safety practices, to secure the patients, as well as the staffs themselves from the negative effects of radiation (Furlow, 2010 p440). Since most of the data was collected through the application of quantitative research designs, the information obtained is more reliable. However, the dependence on questionnaire as the instrument of data collection may not have given precise information regarding the area of study, as truthfulness of the information given cannot be easily verified. Thus, more use of interviews and observation, which allows the researcher to be in touch with the respondents, would be more appropriate for the

Check Your Understanding Essay Example for Free

Check Your Understanding Essay 2. A principal-agent relationships involves the owners (principals) delegating decision-making authority to managers (agents). A conflict occurs when the agents pursue acceptable levels of shareholder wealth and profit rather than a maximization of profit. They are pursuing their own self-interests. One way that the agents act in their own self-interests would be by focusing on long-term job security. This could cause the agents to limit the amount of risk taken by the firm. The firm may have an opportunity that is considered a riskier venture that could produce high profits if successful. If the venture proves to be unsuccessful, then the agent is at risk of dismissal. Therefore, the agent may avoid taking advantage of that opportunity. This may also impact decisions concerning diversification and the nature of the cash flow. The actions of the agents are impacted by their compensation package, threat of dismissal, and the threat of a takeover by new owners. In order to mitigate agency problems, agents can receive either cash compensation or long-term incentives. The issue with immediate cash compensation is that it can further promote an agent to act in his or her own self-interest. For example, agents may choose a path of diversification that will result in immediate earnings. This could inflate the quarterly earnings that are directly tied to the agents’ executive bonuses that quarter, but hurt the profitability of the company and the value of the stock in the long-run. In addition, the cash compensation could work to take away from resources that could be used in the advancement of other areas of the company in order to promote growth in the company. Long-term incentives would be a better way to reward agents in order to align their interests with the interests of the principals. These incentives include restricted or deferred stock, as well as long-term performance based payments. If an agent owned stock in the company, then maximizing shareholder wealth would be the same as maximizing his own wealth. The agent would want the company to succeed so that he or she could benefit from its success. In addition, long-term performance based rewards could motivate the agent to make decisions that will pay off in the future instead of trying to produce instant results. The decisions made would promote the growth of the company rather than the growth of short-term bonuses (McGuigan, Moyer, Harris, 2011, pp.10-11). 3. Executive bonuses are often directly linked to corporate profitability. If there is a decline in profitability in the overall marketplace, then the performance percentage used to trigger executive bonuses would be affected. Therefore, if corporate profitability declined by 20 percent, then the percentage used to trigger executive bonuses should also decline by 20 percent. However, this may not be the best option if profitability is declining because it would allow the manager a greater ability to receive a bonus even in tough economic times. This could take away from resources that the company needs in order to try to remain profitable or competitive during these times. Therefore, the owners should keep the performance trigger the same or decrease it by half of the percentage that the corporate profitability declined. This may help the managers to try to find inventive ways to still reach that percentage so that they can still receive a bonus. This could be seen as a motivator. On the other hand, this would also mean that that managers’ total performance based compensation could decrease or be eliminated altogether. This could create issues with hiring and retaining the best managers. Many companies attract and retain exceptional executives based on the benefits package that includes bonuses and other perks. A company that is unwilling to adjust the performance trigger associated with executive bonuses may have difficulty attracting managers with the desired qualifications and experience. In addition, the managers hired may choose to only stay long enough to gain work experience and improve their resume before leaving to join a company with a more desirable bonus structure. A company has to find a way to achieve a balance between rewarding managers to the point that it is detrimental to the company and finding a way to maximize the wealth of the shareholders. 6. The goal of shareholder wealth maximization model is to maximize the return to shareholders, and it is measured by the value of the firm’s common stock. It is also concerned with minimizing the risk to the shareholders’ bonuses. The model looks at the present value of all expected future cash flows (McGuigan, Moyer, Harris, 2011, p.8). a) New foreign competitors: This has the potential to decrease the value of the firm and could impact the future cash flows of a company. The introduction of competition in the marketplace can affect the profitability of a company. The level of the decrease in value would depend on the involvement of the firm in global markets and the level of competition. b) Strict pollution control: This has the potential to decrease the value of the firm if the firm cannot adapt to the changes in requirements. If the firm allows the stricter requirements to hamper production, then the value of the firm would decrease. However, if the firm has planned for this threat by having flexibility when making business plans or creating new technology to take advantage of the Go Green movement, then there is an opportunity to increase the value of the firm. c) Unionization: This would decrease the value of the firm. Unionization would create an increase in risk that involves the ability to achieve operational efficiency. There would be a threat of union strikes that could delay or stop the production of products. This would create uncertainty and could affect future cash flows. d) Increase in inflation rate: In the shareholder wealth maximization model, an increase in inflation rates would be a factor that is out of the manager’s control and influences the price of a stock. Inflation would increase the cost of goods and services, while decreasing the purchasing power of money. An increase in inflation would decrease the value of a firm. If a company has the inability to purchase the same amount of goods with its money, then there is an increase in money spent in order to get the same amount of goods. Increased spending affects cash flows and would decrease the value of the firm. e) Reduced production costs through technology: This would increase the value of the firm. The reduction in the production costs would increase the overall profit. In addition, it has the potential to create more resources within the firm. The extra money from reduced costs could be used to improve other areas of the business in order to grow the business. This has the potential to increase future cash flows, which adds value to the company.

Themes And Controversy In Fight Club

Themes And Controversy In Fight Club The conversion of the novel Fight Club to film, though controversial, turned out to be a very effective way of enhancing the authors reputation while spreading the message of its themes, such as the emasculation of men, to a wider audience and inciting much discussion on its social and cultural effects. Columbine occurred only six months previously and in its shadow many blamed violent media on their actions, as the author of Fight Club saved by Cast does, calling the movie a story about a secret society of men who like to pick fights for no other reason than they simply enjoy fighting. He seems to believe that the film took the fighting out of the context of its themes and therefore becomes an ad for violence and nothing more. 3. Yet most critics agree that the movie delves deeper than that, perhaps as a commentary on modern society or National Socialism or the soullessness of corporate America. Many think as I do though, and believe that the film s main focus is the emasculation of men (Lim). 4. Though any of these have the potential to be true, the actors themselves agree that the movie should be left up to interpretation; it becomes for you what you need it to be. B. Lead up to and follow up of thesis 1. Fight Club raises a number of different reactions, many negative because of the violence, but the book isn t about violence, it s about finding your worth, getting your identity and holding onto it, earning your place. 2. Thesis 3. This movie was designed to lure in controversy, especially in light of the Columbine shooting, by not only making the statement that men want to and enjoy doing this, but hides no brutality in the film itself. There is no shortage of blood or bruises and no mercy in the sound of skulls smacking pavement (Lim). II. The Cultural effects of Fight Club A. Author s reputation 1. The film adaptation of his novel made Palahniuk s reputation skyrocket, it propelled his work to the forefront of modern literature ( COMMENTARY ). It initiated the creation of a video game and men s clothing line, and provided people with plenty of catchphrases. (Lim) B. Culture: Background 1. This film has also had a massive effect on culture and produced a following unprecedented by early road bumps. 2. Ads for the film, to the director s dismay, ran during wrestling matches, It was sold as, hey come see people beat each other up. To truly understand and appreciate the movie it had to be freed from initial misconceptions that all it was about was a group of men who enjoy beating the tar out of one another. 3. The film also cost more than sixty million dollars and it sadly, as many had hoped, bombed at the box office only earning thirty seven million (Lim). C. Mormon Fight Club in Provo, Utah (Source 5, Gumbel) 1. Even with these road bumps it was still powerful enough to start fight clubs around North America, even in the heart of America s Mormon country. 2. Mormon students attending Brigham Young University and Utah State College had been meeting in secret and modeled a Fight Club of their own after the movie. 3. Looking for bloody violence with a friendly twist? asks the club s website, Fight Club where friends gather to enjoy a relaxing beating (Gumbel). 4. Fight Club not only drew a lot of attention but also was powerful enough to start Fight Clubs that hold true to the movie in rhetoric and serve the same purpose. III. Themes A. Nobody Knows for Sure 1. With no one willing to give the film a clear thematic purpose, including the director, it is wide open to interpretation, and with plenty of people willing to offer up their thoughts there is no shortage of potential themes. 2. The movie seems to have created ubiquitous controversy amongst critics, authors and everyday people all debating over its influences and themes. Is it Nietzschean? Buddhist? Marxist? Is it about the rhetoric of masculinity? The poetics of the body? The economics of patriarchy? (Lim). 3. The argument with the most merit seems to be that it should take on the interpretation that the viewer finds applies to him/herself the best. 4. Mr. Norton agrees saying, Joseph Campbell has that great idea about mythologies: that a myth functions best when it s transparent, when people see through the story to themselves. When something gets to the point where it becomes the vehicle for people sorting out their own themes, I think you ve achieved a kind of holy grail. Maybe the best you can say is that you ve managed to do something true to your own sensations. But at the same time you realize that this has nothing to do with you. B. Emasculation of Men 1. Even in light of this one of the most popular themes appears to be the emasculation of men and their loss of male identity in the late 20th century up to today. 2. Though society condemns violence and aggression, both part of masculinity since the beginning of time, they praise violent actions in the right context. When the passengers on Flight 93 used violence on the high jackers to bring the plane down their actions were considered valiant (Boon). 3. As this applies to all men, and functions as a commentary on society as a whole, this is one of the most significant of all possibilities. Aside from that the idea of this loss of power and identity in men to the point of reclusive masculinity is becoming more and more true. IV. Conclusion A. Wrap up of themes 1. In short, Fight Club is a film of lost identity, masculinity being slowly drained from its keepers. 2. How can any man be expected to perform his function with the contradictory standards presented by culture? Men are chastised by society for practicing rituals traditionally used to prepare them for the duties they must perform as men, yet are still expected to complete those duties. Men are to: a. physically defend without training in single combat, to exhibit bravery and valor without physically imposing themselves on anyone else, to conquer without dominating, to acquiesce without surrendering, to control their environment without being controlling, to attain victory without defeating anyone, and to remain ready to fight without fighting (Boon). 3. With such limits men are forced to practice their masculinity in secret and left angry and abandoned by society. B. The End 1. Fight Club is an incredible film ripe with controversy and open to interpretation. 2. Though many critics were unforgiving, one dubbing it a film without a single redeeming quality, which may have to find its audience in Hell, anyone should be able to appreciate its dark humor and clever twists regardless of a person s stance on violence or interpretation of the film. The invention of the movie s director David Fincher makes the movie a work of art and adds immeasurably to its effectiveness; he keeps you guessing until the end (Fight Club). Other than that it holds truer to the novel it was based on than any other film I have ever seen. 3. And finally, I think the author of Fight Club says it best when he concludes, a. At the end of the day you could agree that Fight Club is a celebration of corrupted masculinity as vehemently as the opposing view that it s a parody of these ideals. It won t make any difference though because, either way, this is a thrilling, intelligent and shocking blasterpiece.

Starbucks Essay -- Business, Supply Chain, Coffee Company

In a supply chain, distribution means the steps required to move and store a product from supplier stage to customer stage. It is an important driver for overall profitability of a company because it affects both the supply chain cost and the customer experience directly. (Chopra and Meindl, 2010, p68) A typical distribution network of coffee distribution system is like this (Starbucks Coffee Company, p22): In order to enforce its exacting coffee standards, Starbucks tries its best to control the whole supply chain. The company works with growers in various countries to purchase green coffee beans, oversees the custom-roasting process for the company's various blends and single-origin coffees, and controls the distribution to retail stores in the U.S. and around the world. Starbucks engages in a wide range of distribution including partnership, its company-owned stores and licensed products. Since Starbucks is a well-known brand, they use the third party relationships to attract other companies and expand their business. While licensed product part is not a large portion of the company’s revenues (4% in 2008), these items are an integral part of familiarizing customers with the Starbucks name and developing brand loyalty. (Crowe Remle, 2010) Starbucks not only sells coffee and some simple food to consumers, it also sells beans and ground coffee to businesses such as airlines, supermarkets, department stores, and ice-cream makers. In a complex distribution network, information technology helps a lot. Starbucks successfully integrates all sources of demand and matches it with the supply by using Oracle’s automated information system for manufacturing (GEMMS). The GEMMS system handles distribution planning, manufacturing scheduli... ...rbucks locations in 14 markets including Thailand, Korea, Beijing, Shanghai and Hong Kong. (Starbucks entry into China, p12). Starbucks also has a partnership with the Chinese government and local universities to grow coffee in Yunnan province. (Starbucks entry into China, p13) Starbucks also has its first entry into European coffee market. Starbucks has a partnership with Arla Foods as its licensed partner to manufacture, distribute and market the premium ice coffee products for supermarkets, convenience stores as well as Starbucks’ own coffee shops in Europe. Arla Food is one of the largest dairy companies in Europe and provides a highly developed distribution network for ready-to-drink products on key markets for Starbucks in Europe. As we see, Starbucks expands their distribution network by building up partner relationship with other organizations overseas.

The Study of Recruitment and Selection

A Project Report On â€Å"THE STUDY OF RECRUITMENT AND SELECTION† At PACE HR INNOVATION PVT. LTD. By Aarti Sharma Under The Guidance of PROF. Pranjal Jadhav Submitted to â€Å"UNIVERSITY OF PUNE† In partial fulfillment of the requirement for the award Of the Degree of Master of Business Administration. MARATHWADA MITRA MANDAL’S INSTITUTE OF MANAGEMENT EDUCATION RESERCH AND TRAINING (2011-2013) ACKNOWLEDGEMENT The success and satisfaction of any work would be incomplete without mentioning the people who made it possible, whose constant guidance and encouragement crowned my efforts with success.I would like to express my sincere gratitude and thanks to Mr. BHAVESH SHAH for his constant encouragement and invaluable suggestions throughout the course. I consider it privilege to express my sincere gratitude to PROF. PRANJAL JADHAV for their entire support and encouragement I express my sincere appreciation and gratitude to PROF. PRANJAL JADHAVfor the constant encourage ment and invaluable suggestions throughout the course. I also express my gratitude to Mr. BHAVESH SHAH for giving me this opportunity to do my project in their esteemed organization.Last but not the least to the entire team of PACE HR Innovation PVTLTDwithout their effort this project could not have been completed. I am also thankful to my colleagues for helping me directly or indirectly to complete my project work. Aarti Sharma. DECLARATION I hereby declare that the project work titles THE STUDY OF RECRUITMENT AND SELECTION in Pace HR Innovation Pvt. Ltd. Kothrud,Pune is written and submitted by me is original and all the information collected is authentic to the best of myknowledge under the guidance of PROF. PRANJAL JADHAV and Mr. BHAVESH SHAH.The empirical finding in the report is based on the information collected by me. Aarti Sharma. INDEX Sr. No| CONTENTS| PAGE NO| 01| Executive Summary. | 1. | 02| Company Profile. | 3. | 03| Introduction. * Concept of HRM. * Recruitment Proc ess. * Selection Process. | 9. | 04| Objective of study. | 33. | 05| Scope of study. | 34. | 06| Research Methodology| 35. | 07| Data Analysis and Interpretation| 37| 08| Finding and Observation| 61. | 09| Recommendation| 62. | 10| Conclusion. | 63. | 11| Bibliography| 64. | 12| Annexure. | 65. | Executive Summary EXECUTIVE SUMMARYThe Summer Project at Pace HR Innovation PVT LTD, Kothrud Pune was indeed a very fruitful experience. This project gave main sight knowledge on Recruitment and Selection procedure especially for Manufacturing and Service industries. During these two months all the HR team of Pace HR Innovation PVT LTD put all their efforts in giving me the best possible training on various inner sight of Recruitment & Selection procedure. The project had started with Interview process as I had gone through one of my friend reference who is already working in Pace HR Innovation Pvt.Ltd After interview process, the Induction program was conducted by HR executive of Pace HR I nnovation PVT LTD. The induction program gave me the entire overview of the organization its Mission and Vision. The training session was then followed by Recruitment and Selection procedure which was taken by HR members responsible for conducting the recruitment process for the company. The HR trainee taught the process step by step each day by virtually showing the process of Recruitment and Selection.The HR trainee also explained that how success of every company begins with finding and hiring of good employees at regular intervals. Recruiting the right person for the right Post is the main motto of HR department. It need not be difficult though, as long as the process of recruitment & selection it is approached in a careful and systematic manner. The HR trainee also explained that Recruitment and Selection, strictly are differentiated functions, the recruitment process deals with the forming a pool of applicants, whereas Selection process deals with picking out the best employee .However, in practice no clear distinction is seen between the two it is considered as an integrated process. Recruitment must start with a thorough assessment of immediate staff requirements. The vacant job should be analyzed and a job description should be prepared which in turn becomes easier for the employee who wants to apply for the post. Attention must also be given to future vacancies of the organizationalso. The HR trainee also explained the possible sources of recruitment – internal and external which have to be studied and performed in an organized manner.Then HR trainee also explained as how to screen and shortlist the candidates CVs as per the requirements of various departments and inviting candidates possessing different skills and talent and also explained as how to conduct a telephonic interview and how to arrange interviews as per both the parties’convenience. 1. After completion of all the selection process the suitable employee should be selected an d should be provided with offer letter. HR trainer also explained as how to conduct induction programmeand necessary instruction given during the induction programme.The training program included not only Recruitment process but also various management games, how write appropriate mails to candidates, communication skills. During the project I found that Interview process was conducted in satisfactory manner. The HR department of Pace Hr innovation Pvt. Ltd. follows both the internal and external sources for conducting the recruitment process. I also noticed that it was difficult to conduct interview process, as candidates where not able to reach for the interview as per the time schedule.The major factor affecting the recruitment policy is the Pay Packages provided by the organization. The test duration for the senior level officer and fresher is too long. Though it is beneficial but time consuming and it also takes a lot of effortto find the exact candidate with required skills, e xperience, qualification etc on the portals. During the project I also recommended that the company should develop or provide software which would provide quick result as the test is over. So the time is saved in evaluation.The advertisement of the company should be done on the large scale so that the company would get more outsourced work from the various large organizations. The company should find some type of technology in place of the large amount of paper work and thus work can be done faster and the time is saved. The selected candidates should be given training at their work place which in turn will give them proper view of their work process and Organization should reward their employees regularly which will increase their work efficiency and will become more loyal towards their organization.And thus I concluded that the company follows a standard policy to recruit employeesand the existing recruitment policy is adequate but modern methods of recruitment and selection shoul d be adopted to be more effective. The present recruitment policy is flexible enough as it has undergone several changes from time to time to suit the requirements of the organizations and in the company, both internal & external sources of recruitment are used.Lastly HR members explained that the main motto of HR department is to take care of the employees working in the organization and also to make them effective and efficient to achieve the goals of the organizations. 2. Company Profile COMPANY PROFILE About Company Pace HR Innovation Pvt. Ltd. was established in 2006 by Bhavesh shah and Pooja Shah. Mr. Bhavesh holds 10 years of experience in HR and Pooja Shah has an experience of 9+ years of experience in the IT domain. Pace HR Pvt. Ltd. is the fastest growing Payroll Processing & Manpower Outsourcing Company providing a wide range of staffing solutions to its clients.Pace HR bring in the right combination of expertise facilitating organizations to acquire temporary and permane nt staff, enhancing productivity, quality and reducing employment cost. Pace HR Pvt. Ltd. started in 2006 for providing total HR Solutions for MNCs and Indian Companies. It started with Payroll Processing division and later diversified into Temp Staffing and Manpower Outsourcing. Pace HR currently employs in leading MNCs, Corporate Houses, FMCG, Service Industries, KPO, Technologies, Engineering & Manufacturing Companies.The focused approach, continuous improvement to enhance operational and delivery standards, implementation of best practices and technology has helped Pace HR in attaining the leading position in the HR Services Certification:- Pace HR Innovation Pvt. Ltd. is an ISO 9001:2008 certified company and a member of MCCIA (Maratha Chambers of Commerce, Industries and Agriculture). Company is also in the process to get certified by D&B from an International body. Operations:- Companymajor operations include Payroll Processing, Outsourcing and Hr Trainings.Company Footprints :- Company has branches in Pune, Mumbai and Bhubaneswar. 3. Objective of Company:- To provide exposure to HR Professional for the entire Recruitment process and Payroll Process where they can hands on experience of IT/ITES/BSFI sectors. And gain an edge in the competitive job market. * Achievements:- Company proudly admit that we have trained and placed 570+ HR Professionals across the industries and have made a difference to their career growth in last 5 years . In 2010-2011 we Trained and placed 156+HR Professionals.Company pool trainees include Professionals from INFOSYS, WIPRO, TATA, WNS, and JOHN DEER. * Philosophy Welcome to Pace HR Innovations Pvt. Ltd are Management Consultants located in pune established in 2006. The company has succeeded in changing its strategy to service Clients globally as India's Premier HR Company with focus on the entire gamut of HR Services ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Services, Institution S ervices and Assessment Centre. Pace HR Innovations Pvt.Ltd has succeeded in changing its strategy to service Clients globally as one of India's Premier HR Companies with focus on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment Centre. Thus, raising productivity through improved quality, efficiency and cost-effectiveness, this enables Pace HR Innovations Pvt. Ltd to concentrate more on Clients. Expertise and leadership propelled Pace HR Innovations Pvt.Ltd from a small pune operation called Check and Cash in 2006 to a nationally-connected enterprise within our first Eight years of business. Aggressively expanding our network is intrinsic to our strategic plans. Our expertise banks on 20 strong team of HR specialists drawn from the various verticals across all major industries. Consequently, we are opening our doors to more applicants and employers each year with a broader range of excellent available positions to fill and a healthier base of candidates to place in those jobs. From year to year, nearly all of our clients return to us.We are, therefore, building lasting relationships with high-quality employers. The benefit to job seekers is a confidence that the employers, with whom we do business, from Fortune 500 to entrepreneurial firms, are respectable, financially strong and growing. Employers can rely upon us to present only solidly qualified candidates for consideration. 4. * Recruitment/Outsourcing The growth in economy is making organizations to look at ramping-up their workforce. At the same time competition calls the organizations to focus more on their prime business functions.By outsourcing the recruitment Process the organizations are able to allow their human and capital resources to dedicate more time on core competencies and other high value consultative activities. And for this, Pace HR Innovations Pvt. Ltd offers tailored and measurable Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a competitive advantage for our clients by allowing a varied set of services ranging from Talent Pool Generation, Job Board Advertising, Candidate Screening & Response Management, Vacancy Monitoring, Skill-set Mapping etc. in addition to Candidate Validating & Referencing, Interview Scheduling & co-ordination and CandidateAssessment. To our esteemed clients, RPO gives them the advantage of being Process Driven, Domain Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations and a Single Contact Point. * Ascent Ascent is an innovative model of recruitment that provides a very comprehensive action plan for tracking recruitment requirements within the organization. Ascent offers multiple specialists to work on variable talent acquisition cost. The HR specialists sit at your office to provide on-site recruitment solutions.They man the entire logistics from requir ement to sourcing, to test processes, to coordinating interviews to counsel between joining periods and mentoring post joining. Our goal is to maximize cost savings to our clients whilst ensuring high quality services through our vast talent sourcing model and synergizing world class recruitment methodologies with the competitive advantages offered by Pace HR Innovations Pvt Ltd. * Vision of the company Pace HR Innovation Pvt. LTDCompany,to be the India's Premier HR Company and to acquire, provide, and nurture the best of Indian talent. Mission Pace HR Innovation Pvt. LTDis passionate and pioneering people dedicated to provide solutions for any HR challenges of our clients, our customers, or our employees. 5. Process of the Pace HR Innovation Pvt. Ltd company Outsourcing, has been defined as sub-contracting of a process to a third party. The decision for outsourcing is based on a lot of deliberation on a process to be so outsourced and its importance for a direct control by the busi ness pros ; cons of the resources attached to the process So, The steps a business person need to take to outsource any process? 1.Deliberation: This is the first step for outsourcing. Any business needs to first identify the reasons for outsourcing, the pros ; cons of outsourcing and then only decide in favor of it. Outsourcing needs to be seen as a part of strategic business decision and the outsourcing vendor needs to be seen as a partner in the overall growth strategy of the business. 2. Invitation of proposals: Once the business decides that it wants to outsource a certain process, the next step is to sort out various vendors offering their expert services in the same category as the process belongs to.In today's world, with the wide usage of internet, proposals may be invited from vendors outside the local area of operation of the business. 3. Negotiation: This step is the natural fallout of the second step. All the proposals are first compared to understand the pros and cons of each vendor. A face to face meet or a telephonic meeting may be held to clarify the requirements of the business and the vendors' response. Based on the interaction, the number of vendors in the fray would be significantly reduced to a couple of vendors.At this stage, the business needs to do a proper due diligence of the remaining vendors and also negotiate on the prices andtermsofservices. 4. Finalization of contract: Once the negotiation round is over, the business can take a decision about the vendor it would want to partner with. Once this decision is made, the business would then draft the legal agreement/contract that needs to be signed by the business and the selected vendor before the actual outsourcing starts. This is one of the most critical stages since the business needs to be very specific about the terms and conditions.There shall not be any ambiguity in the legal contract. It would be better if the contract specifies the jurisdiction of the contract and how any di sagreement, if anycanberesolved. 5. Transition: This is the step where the process transfer takes place. This also includes the knowledge transfer from the business to the outsourcing vendor. In this stage, the business would do good to outline the SLAs (Services Level Agreement) which would measure the work being done by the outsourcing firm. 6. Ongoing Service delivery: This is the stage where the services of the outsourcing firm are availed by the business.If the agreement between the two parties talks about any fixed term, then this stage continues till the time such fixed term is not over. Else, this stage continues till the time the business doesnotterminatethecontractofoutsourcing. 6. 7. Termination or Renewal: If the contract talks about any fixed term or any other condition that would trigger termination of the contract, then on the occurrence of such an incident, the contract may be terminated. In case of the term getting over, the contract may either be terminated or rene wed. In ase of renewal, both the parties may re-negotiate on the price terms or any other terms that need a re-look. if the contract is terminated, the next step would involve the outsourcing firm to giving back the outsourcing process and related resources to the business or to any other outsourcing firm the business has appointed. * Company’s Prestigious Clients INFOSYS. WIPRO. IBM. TATA. WNS. JOHN DEER. * Company Strength. * Efficient Project Management * Technical competence * Multi-location Branch Offices * Strict compliance with completion Schedules * Quality ; Safety consciousness Competitive pricing with maintained Profit margin. * Commitment to customer satisfaction. * Completion of project on time. 7. * HR Department Of the Company. HR Department of the company includes one HR Manager and three HR forAdmin,payroll, Executive. It also plays important role in keeping record of each employee, their salary, ESI, PF. And five HR Recruiter for Recruitment ;Selection,joini ng formalities, Training etc. * TOP MANAGEMENT TEAM OF PACE HR INNOVATION PVT. LTD. * Mr. Bhavesh Shah- Co- founder, Director. * Mrs. Pooja Shah- Director. * Jay Shah – Head Operation. * Apasna chowlage- Head HR. Gunja Towal- Head training ; Development. * Reshma Shaikh- Head Marketing. 8. Introduction INTRODUCTION The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working within the organization. Employee should be creative, talentedand goal achievable person who will achieve the organizations goal and objective. Thus organization will progress and prosper. In order to achieve the goals or the activities of an organization it is necessaryto recruit people with adequate skills, qualifications and experience.While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selectio n. Once the required number of vacant position are determined and kind of human resources requirement , The HR management has to find the ways from where the required human resources will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. HR professional has a big responsibility to hire the best person from the talent pool. At the same time, one needs to be cost conscious.It is a good practice in Recruitment ; Selection process to be objective and seek to identify the candidate’s abilities. Judge on individual merits and set the same standard for all. One needs to use the technology, to get the best results and it is also necessary to possess the healthy relationship with employees. Thus in order to achieve the best result from the recruitment ; selection process, one needs to strategies on following points. * Adopting the right method of recruitment, this is more efficient in terms of cost and time without compromising on quality. Reducing the risk of employing people who cannot perform. Hence these procedures will play major role in driving the organization in forward direction. 9. Concept of Human Resources Management Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features: I.Pervasive force: HRM is pervasive in nature. It is present in all enterprises. It permeates all levels of management in an organization. ii. Action oriented: HRM focuses attention on action, rather than on record keeping, written pro Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.It has the following features: * Pervasive force: HRM is spread throughout in nature. It is present in all enterprises. It permeates all levels of management in an organization. * Action oriented: HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies. * Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organization. It motivates employees through a systematic rocess of recruitment, selection, training and development coupled with fair wage policies. * People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. * Comprehensive function: HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term ‘workforce’ signifies people working at va rious levels, including workers, supervisors, middle and top managers.It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. 10. â€Å"It is basically a method of developing potentialities of Employees so that they get maximum satisfaction out of their work and give their best efforts to the organization. * Individually oriented: It tries to help employees develop their potential fully.It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training and development coupled with fair wage policies. * People oriented: HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produ ce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Future-oriented: Effective HRM helps an organization meet its goals in the future by providing for competent and well-motivated employees. Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism: HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. Comprehensive function: HRM is, to some extent, concerned with any organizational decision which has an impact on the workf orce or the potential workforce. The term ‘workforce’ signifies people working at various levels, including workers, supervisors, middle and top managers. It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient utilization of human resources, remains the same. It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization† Meaning of human resource management: â€Å"Human Resource Management is that branch of organizational science that deals with the employment relationship, along with all the decisions, actions, and issues involved in that relationship†. Human Resource Management (HRM) is the function within an organization that focus es on recruitment of, management of, and providing direction for the people who work in the organization.Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. 11. Importance of HRM to Managers: To hire right person for the right job * To avoid high manpower turnover * To ensure people doing their best * To conduct proper interview * To avoid legal implications * To ensure proper compensation management * To ensure safety of workmen and avoid unsafe practices * To ensure equity and justice and right pay for right person * To ensure i mplementation of training and development * To avoid unfair labor practices Process of HRM 12. FLOWCHART OF RECRUITMENT PROCESS & SELECTION PROCESS IN PACE HR INNOVATION PVT LTD. Identified Requirement Job Posting Shorting of CV’sScreening of CV’s Contact Employees Short listing of CV’s Application to Company Company Response Telephonic Interview Conduct Interview Feed Back Candidate offer letter 13. RECRUITMENT PROCESS Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued of operation of the organization. Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies.In other words, it is a ‘Linking activity’ bringing together those with jobs and those seeking jobs. As Yoder and others point out â€Å"Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to effective selection of an efficient working force†. Accordingly, the purpose of recruitment is to locate sources of manpower to meet job requirements and job specifications.Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organizational charts and control systems would not do much good. According to Flippo views recruitment both as positive and negative activity. He says it is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the â€Å"Hiring ratio’’ i. . , the number of applicants for a job. Selection, on the other hand tends to be negative because it rejects a good member of those who apply, leaving only the best to be hired’’ A careful and comprehensive approach towards recruitment can ensure that you select the right person for the job, both for now and in the future. Theoretically speaking, Recruitment and Selection are two separate functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.In the first part of the project the various stages of Recruitment and Selection have been defined. However, it must be noted that in practice, Recruitment and Selection are considered to be synonymous and used interchangeably. 14. Generally, every organization has its own recruitment policy. It may vary year to year in the light of changing environments, situations. Recruitment as a matter of fact is a process used by an organization to locate and attract jobseekers in order to fill the job positions.An organi zation has to choose that recruitment method and sources which produce the best pool of candidates quickly and cost effectively. The Recruitment is known as a process because certain important steps are required to be followed while recruitment the candidates. The following are the three important stages of a recruitment process is planning, Implementation, Evaluation. Before coming to details of recruitment, it is useful to note that, contrary to popular perception, this is an ongoing process and not confined to the formative stages of an organization.Employees leave the organization in search of greener pastures—some retire and some die in the saddle. More important an enterprise grows, diversifies, takes over other units—all necessitating hiring of new and more capable employees. In fact, this function stops only when the organization ceases to exist. MEANING AND DEFINITION According to Edwin B. Flippo, â€Å"Recruitment is the process of searching the candidates f or employment and stimulating them to apply for jobs in the organization†. Recruitment is the activity that links the employers and the job seekers.A few definitions of recruitment are: * A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. * It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 5| | PURPOSES AND IMPORTANCE OF RECRUITMENT PROCESS The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: * Attract and encourage more and more candidates to apply in the organization. * Determine the present and future requirements of th e organization in conjunction with its personnel planning and job analysis activities * Increase the pool of job candidates at minimum cost Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants * Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time * Meet the organizations legal and social obligations regarding the composition of its workforce * Begin identifying and preparing potential job applicants who will be appropriate candidates * Increase organizational and individual effectiveness in the short term and long term * Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whet her they wish to work for it.A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. 16 THE RECRUITMENT PROCESS 1 2 RECRUITMENT PROCESS 7 3 6 4 5 1. Identifying vacancies. 2. Preparing Job Description. 3.Advertising the vacancies. 4. Managing the response. 5. Short listing candidates. 6. Telephonic call to candidate 7. Arranging Interviews. 8. Conducting interview and decisi on making. 17. Sources of Recruitment Process Before an organization activity begins recruiting applicants, it should consider the most likely sources of the employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources accordingly may be termed as internal & external sources. Recruitment process naturally comprises of two major factors they are External sources and internal sources. Internal SourcesThey include those who are already on the payroll of the organization and those who served the organization in the past (but quit voluntary or due to retrenchment) and would like to return if the organization likes to re employ. There is merit in looking for internal resources since they provide opportunities for better deployment and utilization of existing human resources through planned placements and transfers or to motivate people through planned promotion and career development where vacancies exist in high er grades. The law provides preference to retrenchment employees when vacancies arise in future. Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organization’s culture. Another related policy is to have temporary and part-time employees.In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens. MNCs operating in India, China, Japan, etc. may prefer local citizens as they can understand local languages, customs and business practices well. Cost of recruiting is yet another internal factor that has to be considered. Recruiters must operate within budgets. One cost-saving measure, for instance, is recruiting for multiple job openings simultaneously should be considered. Finally, an organization registering growth and expansion will have more recruitment drive. Internal sources of Recruitment process Transfer, Promotion, Demotion, Retied Employees, i nternal referrals etc. 8. Advantages of Internal sources:- * It is a time saving and economical too as no advertisement is required to be given for the jobs in external media. Cost of selection is reduced. * The internal candidates are well versed with policies, rules and regulation of the organization and as a result, cost of training, induction, orientation, period of adaptability can to the organization etc. * It helps to improve the moral and motivation of employees of the organization and to develop loyalty towards the organization and a sense of responsibility. * It encourages the employees to work hard, sincerely and to put sincere efforts to get promotion. As the management has the better of the strengths and weaknesses of its employees, proper decision can be taken to promote or transfer or to demote and thereby, the chances of making wrong decision can be considerably reduced. Disadvantages of Internal sources:- * Internal recruitment restricts the options and freedom for the enterprises in choosing the most suitable candidates for the vacancies. The enterprises may have to compromise on quality of its choice of candidates. * If the enterprise depends too much on internal recruitment, it means that the enterprise denies itself fresh talent and new blood available outside. Existing employees, even if promoted or transferred may continue to work and behave in the same habitual ways, without any dynamism. In the absence of competition from the qualified candidates compared from outside employees are likely to expect automatic promotio0n by seniority and sure prospect. Thus may loose the drive for proving their worth. * There may be chance of conflict and quarreling among the employees who aspire for promotion to the available vacancies. Those who are not promoted are unhappy and their efficiency may decline. 19. External Sources:- Organization may look for people outside the organization. Entry level jobs are usually filled by new entrants from outside. Also in the following circumstances organization may resort to outside sources. * When suitable qualified people are not available. * When organization feels it is necessary to inject new blood into it for fresh ideas, initiativesetc. When it is diversifying into new avenues and when it is merging with another organization of particular importance is the supply and demand of specific skills in the labour market. * If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for analysts and specialists is likely to be higher than compared to of supply, non-technical employer. When the unemployment rate in a given area is high, the increased size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored. Another external source is political and legal consideratio ns.Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. Politics play a vital role in recruitment purpose, this need to be taken into consideration while recruiting. The company’s image also matters in attracting large number of job seekers. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. The various external sources of Recruitment can be made through are as follows Press Advertisement, Educational Institutes, and Employment Exchange, Placement agencies / outsourcing, Labour Contractors, Recruitment at factory gate. 20. Advantages of external sources:- It helps to attract and introduce new blood in the organization which makes the organization more dynamic through the inflow of innovative ideas, fresh thinking etc. * Employees can be selected without pre-conceived ideas, partially or reservation and labour cost can be minimized by selecting the employees on minimum wages. * External sources prove to be more economical if experienced, well trained candidates are selected. * Labour cost can be minimized by selecting the employees on minimum pay scales. * It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities. Disadvantages of external sources:- It sometimes proves to be expensive if advertisement are required to be done on large scale and also because of heavy costs of making arrangements for interviews, tests etc. * It is a time consuming and involves lengthy selection process. * The task of attracting, contracting and evaluating the potentials employees is somewhat difficult and very hard. * It creates unhappy among the existing employees who feel that they are qualified and fit for the jobs but no opportunity is given. It does not hel p to develop the loyalty among the existing employees. * As newly recruited employees are not familiar with the policies, practices, procedures, and environment of the organization, they take sometime to adjust themselves.If they take more time to adjust or if they cannot adjust themselves valuable time is wasted and costs also increases. 21. Factors affecting Recruitment Process The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: FACTORS AFFECTING RECRUITMENT EXTERNAL FACTORS * Supply And Demand. * Labour Market. * Image and Reputation of company * Political- social- legal environment. Competitors. * Unemployment Rate INTERNAL FACTORS * Human Resour ces planning. * Size of the Firm. * Cost of Recruitment. * Growth and Expansion. * Recruitment Policy. 22. SELECTION PROCESS The Selection procedure is concerned with relevant information about an applicant. This information is secured in a number steps or stages. The objectives of selection process are to determine whether an applicant meets the qualification for a specific job and to choose the applicant who is most likely to perform well in that job. Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.The hiring procedure is not a single act but it is essentially a series of methods or steps or stages by which additional information is secured about the employee. At each stage, fact may come to light which may lead to the rejection to the applicant. A procedure may be compared to a series of successive hurdles or barriers which an applicant must cross. These are intended as screens, and they are desig ned to eliminate an unqualified applicant at any point in the process. The following process of selection can be mentioned as a scientific and widely used selection process:- * Initial screening interview. * Application blank or application form. * Written test and other selection tests. * Comprehensive Interview. Medical examination. * Checking of references. * Final employment decision. * Placement. Meaning and Defination According to Dale Yoder, â€Å"Selection is the process in which candidates for employment are divided into two classes those who offered employment and those are not. Selection means a process by which qualified personnel may be chosen by the recruiter for the various vacancies in the organization. 23. Selection procedure * Screening Screening of applications can be regarded as an integral part of the selection process, though many view it as the last step in the recruitment process. Even the definition on recruitment excludes screening from its scope.However, screening is included in recruitment by some HR professionals. The purpose of screening is to remove from the process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not lost and that women and minorities receive full and fair consideration and are not rejected without justification. In screening, clear job specifications are invaluable. It is both a good practice and a legal necessity that applicants' qualifications be judged on the basis of their knowledge, skills, abilities and interests required to do the job.The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. * Using the telephone Talking on the telephone is a prompt way of screening applicants, especially appropriate if good speech and the ability to chat informally are necessary attributes for the job, for example tele-marketing jobs. Information can be swiftly collected and assessed with suitable applicants being invited for an interview. However, there are some limitations of this screening method. Some interested, and possibly suitable, applicants may find it difficult to call, particularly if they're already in employment. * Application forms Probably the best way of screening applicants is to ask them to fill out an application form.There are many valid reasons for adopting this approach. Full details about the job and your company can be sent with the form. Only then can he decide if he wishes to proceed with his application, attend an interview and accept a job offer. Supplying background information is in your interests too. Some people, realizing that this isn't the job or company for them, will not apply. With applicants answering the same questions in exactly the same place, it will be simple to check whether essential and desirable requirements are met. Some basic cri teria – age, possession of a full driving license and so on – can be quickly referred to and unsuitable applicants promptly eliminated.The recruiter will be able to compare applicants directly and more easily. Of course, the main benefit of using an application form as a screening method – the simplicity of checking and comparing information – can only be derived if the form is well designed. 24. There are several points that need to be thought about before an application form is drawn up. Ideally, the form should be individually designed for the particular job, and composed after a careful study of the appropriate job description and employee specification. Every form should be set out in a logical and progressive manner and should include the following: * opening instructions personal details * education and training * employment history * medical information * closing instructions * interviewer's notes Most companies, at the end of the form, ask the ap plicants to sign a declaration stating that the information given in the application is true and accurate. This helps protect the company if legal issues arise later with regards to the employee’s qualifications, experience and other details. * Preliminary interview Preliminary interview is more or less the scrutiny of applications, that is, elimination of unqualified applications. Preliminary interview helps easily to reject or eliminate unwanted application forms.For example, when recruiting for the post of a receptionist, you need to first see whether the person is presentable enough or not for the job. Besides, preliminary interview, often called ‘courtesy interview’, is a good public relations exercise. * Selection tests They should be seen strictly as an aid, not as a replacement to other steps in the process. Testing candidates can help to create a more comprehensive picture of them than one might otherwise obtain. With test results measured on a scientifi c basis, it should also be more accurate and reliable than when subject to personal interpretation. Nevertheless, testing is a highly specialized area, and reputable tests take years to be developed, tested and checked for validity and reliability before being used.No manager should devise his own tests unless he is fully trained and sufficiently experienced; nor should he run other, professionally designed tests without first having been through an appropriate training programme. Bear in mind the financial outlay involved in testing candidates as well. The reference sets, manuals, test sheets, answer booklets, scoring charts and so on that are needed to run the test on several candidates might cost the company a lot of money. Weigh the costs against the importance of the job to the company. Only use the test if you cannot obtain the same, equally accurate information in another way. 25. * Types of Tests 1. General aptitude tests: General aptitude tests, also commonly known as gener al intelligence or mental ability tests, similar to IQ tests measure and assess the candidate in a number of ways.Those involving words allow you to judge his verbal ability and how well he understands and can deal with verbal concepts. Symbols enable you to evaluate his non-verbal ability to process and differentiate between relevant and irrelevant data. Numerical ability can be judged that how well the candidate reasons with figures. 2. Specificaptitude tests: In addition to finding out about a candidate's general intelligence, you may also want to measure the innate skills which are needed or need to be developed to do the job properly. For example, a candidate applying for a job in a market research agency is tested on his knowledge in Statistics. 3.Personality tests: -Personality tests are probably the most widely used selection tests because all employers want to be certain that a candidate will fit in and get on well with other employees. Personality tests could thus be of so me assistance if you cannot accurately assess candidates' personalities in any other way. Such tests typically comprise a series of questions. His answers are then used to draw up a profile of his personality so you can decide if he is a suitable person for the job. 4. Group tests: -Having assessed candidates individually, by reading applications and running interviews and tests, you may wish to bring them together as a group to see how they behave and interact with each other.This can be a valid and extremely important testing method especially where the successful candidate is expected to lead or work as part of a team. Group testing can be carried out in a variety of ways, such as group discussions, case studies, management games, etc. 5. Medical tests: – Here candidates are required to under go some type of medical test such has He or she is not addicted to some type of drugs or some injuries products. To detect if the candidate is suffering from any infectious disease. * To test if the candidate has the physical abilities and capacity to do the job * To protect the candidate from taking up a job that is injurious to his health say if he has some kind of an allergy. To protect the employer, because nobody wants to spend on a medical compensation for the newly joined worker; it is better to employee people who do not have any medical problems. 26. * Selection Decision After obtaining information through the proceeding steps, selection decision- the most crucial of all the steps must be made. The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from among the individuals who have passed the various stages like the tests, interviews and references checks. For the final selection the line manager should be involved along with the HR Department because it is he who is responsible for the performance of the new employee.A careless decision of rejecting a candidate would impair the m orale of the people and they will suspect the selection procedure and the organization. * Job offer It is the next step to the selection processes. Now the employer makes an offer to the selected candidate. The offer could be oral or written, but the letter is preferred to avoid doubts and uncertainties. The essentials of a job offer are: * Job title, job description, location, hours of work, holiday etc. * The conditions of the job offer, such as satisfactory references, a medical check up and an acceptable trial period of work * Time limit allowed for accepting or rejecting the offer (generally 7 – 14 days) * A negotiable salaryIt may so happen that the candidate is not satisfied with the job offer made to him, and even after negotiation if still not satisfied, he may reject the offer. In such a situation the employer may make the offer to the second best selected candidate. Hence the employer may keep one or two candidates till the end just to be on a safer side, because a fter rejecting it becomes difficult to get them back if required. As soon as the final selection is made and the offer is accepted the employer must immediately inform all the other candidates. This must be done with utmost care, because this may make the rejected candidates upset and unhappy and that they might spread a negative word about the organization.The ideal situation would be such that if there is an opening at another time then even the rejected candidates must want to try again. 27. * Starting work The recruitment process must not suddenly end as soon as a job offer is accepted. If recruitment is to be considered successful, you still need to help the new recruit settle down to work for the company on a long-term basis. One should monitor and assess him regularly, developing his strengths and eliminating his weaknesses. One should then review the way he was recruited, learning from the mistakes and making the necessary changes for the future. * Induction The process of s ettling a new recruit into his new job should serve several purposes.He must be aware of the policies and objectives of the organisation. The employees must fully familiarize with his role and the company he'll be working for. Introduce the recruit to his immediate superior, workmates and the trainer responsible for training him. Should the former job holder be available, it may be a good idea to get them together to discuss the job, but only if the predecessor is a cheerful person with a positive attitude towards the job and company. Through induction new employees get a all round view of the organization strategies, goals and objectives and what type of work he should do to achieve this objectives, goals of the organization.Through induction the employee becomes more confident and it takes short period of time for him to adjust with employees and the organization. 28. Recruitment process conducted at Pace HR Innovation Pvt Ltd. 1. Receptionist. Job involves: Candidates should have good communication and good command over English. Candidates should have good knowledge regarding MS word, Excel. Candidates must have at least completed graduation from, a recognized university. Experience:-fresher/1-2 yrs. Job Category: Bcom, any graduate. Functional Area: To handle calls, Front Desk Keywords: Receptionist. 2. Recruiter Job involves: Candidates should be MBA/ diploma. Candidates should able to screen and recruit candidates as per Job Description.Candidates should have good command over English, Marathi, and Hindi. Experience: fresher/1-2 yrs. Job category: MBA in Recruiter and Selection. Functional Area: Recruitment and selection. Keywords: Recruiter. 3. Training and Development. Job involves: Candidates should have completed MBA in HR from recognised university. Candidates have a good knowledge regarding core HR functions and various HR policies. Candidates should be able to develop and find weakness of the employee. Experience: 1-2yrs. Job Category: MBA in Trai ning and Development. Functional Area: Training and Development. Keywords: Human resources development. 29. 3. HR Manager.Job Involves: Candidates should have completed MBA in HR from recognised university. Candidates should be able to handle all the quires and should be able to calculate the performance of the employees. Candidates should have knowledge regarding various forms and policies. Job category: MBA in HR manager. Functional Area: Human Resources Department. Keywords: HR manager. 4. Marketing. Job Involves: – Candidates should have completed MBA in marketing from recognised university. Candidates should have good command over English, Hindi and Marathi. Should have good should knowledge regarding Marketing Analysis and surveys. Job category: – MBA in Marketing. Functional Area: – Marketing Department. Keywords: – Marketing. 30.Selection Procedure:- Unfavorable Personnel Data Application Blank Psychological Test Interview Back ground Investigatio n Placements Final selection Interview Physical Examination Preliminary Interview Negative Decision Waiting list of desirable Application Reception of Application UnfavorableGeneral Impression Unfavorabletest score Unfavorable second impression Unfavorable previous History 31. LIMITATION TO EFFECTIVE SELECTION The main objective of selection is to hire people having competence and commitment. Perception: – Our inability to understand others accurately is probably the most fundamental barrier to selecting the right candidate.Selection demands an individual or a group of people to assess and compare the respective competencies of others, with the aim of choosing the right ones for the jobs. Fairness:- Fairness in selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. Validity:- Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test that has been validated can different iate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success. Reliability:- A reliable method is one which will produce consistent results when repeated in similar situations.Like a validated test, a reliable test may fail to predict job performance with precision. Pressure:- Pressure may be brought on the selectors by politicians, bureaucrats, relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressures. Problems relating to interview:- Interviews must be experts and versatile in conducting interviews, tests etc. If they do not have sufficient experience and maturity, suitable candidates may not be selected. 32. OBJECTIVES OF THE STUDY OBJECTIVE OF THE STUDYThe selection of this topic for the project i s because the recruitment and selection process is first towards the developing and setting up an organization and manpower planning in the organization. Recruitment plays an integral role in Human Resources development in any company. The complete study of the whole process was carried out to have depth knowledge of the procedure and to have some new ideas to improve the procedure. * To study the existing Recruitment ; selection procedure of Pace HR Innovation Pvt. LTD. * To understand the difference between theoretical and practical process. * To study the sources and methods of Recruitment ; selections. * To get the detail knowledge of Recruitment ; selection. To understand how human resources are made available as and when required at correct time and place. * To understand the basic procedure of selection of any candidate for a particular position as per their personality, Skills, attitude, knowledge. * To create a pool of candidates at minimum cost. * To ensure that candidate will not leave the organization at least in short Period once they are selected. On completion of this training I understood. * Recruitment Process * Job Analysis and Job Descriptions. * Sourcing candidate * The Selection Process. 33. SCOPE OF THE STUDY SCOPE OF THE STUDY Summer project is one of the main subjects for MBA student.The project provides opportunity to see the actual Practical position in the industries and helps us in many ways such as working and coordination between the employees and the subordinates. The main theme and Moto of pace HR innovation was to train and built the personality of the candidates so that they will not find it difficult to crack any type of problems which will occur during the course of their career. The Pace HR innovation trainer explained that there are various types of manpower’sthat are needed in the organization such as qualification, technical knowledge, personality, modern thinking, skills etc which are available in the market and showed me how to select the right candidate for the respective position which is the main criteria of Recruitment ;Selection process.The HR trainee also explained me as how to recruit and short list candidates as per organizations Job Description and showed ashow to work on various Job Portals such as the TIMES JOB PORTAL and how to Post a job on Job Portal according to the various post vacant in the organization. At Pace HR Innovation Company I have also learnt that how the HR department coordinates and works together and Trainees also taught me that how a HR manager should stand in front and motivate his workers to improve their work and to achieve the organization goals. HR Trainees also taught me various important HR department functions such as how to handle the employees and solve their quires and to see that whether they are satisfied ith the organizations work procedure or not. The HR trainer also explained the necessary documents that should be collected from employees and how to fill various necessary Application form. The summer Project gives us many insight ideas about how HR department functions. 34. RESEARCH METHODOLOGY RESEARCH METHODOLOGY. Methodology:- The research was conducted one to one at the premises of PACE HR INNOVATION PVT LTD, PUNE. The coverage of the design was adapted so that relevant and necessary information was available to the reader. Care has been taken to ensure that the report does not lose its significance at any point of time. Research Objective:- To find out the recruitment process existed in the organization. * To get in hand knowledge of recruitment and selection measures necessary for the employees. * Awareness among employees about the vacant post in the organization. * To study the impact of employees satisfaction for the organization. Research Methods:- Both primary data and secondary data were used in the research. Primary Method:- Primary data was collected in two forms: (I) Questionnaire (II) Interview. Questionn aire:- Questionnaire is research instru

A & P essays

A & P essays Have you ever disliked a job? The main character in the story is a 19-year-old boy named Sammy working behind the register of the convenient store; which hates his job. The story A In walks these girls in nothing but bathing suits(90). The girls disillusioned Sammy; he was awestruck by the way they were dressed. He had never seen anyone enter the convenient store dressed like that. The women that usually enter the store generally put on a shirt or shorts or something before they get out of the car into the streets. (91). Sammy is a very sarcastic individual, and passes judgment on what he thinks of them throughout the story. The first girl that Sammy notices is a plump girl with a soft looking can with those two crescents of white just under it one of those chubby berry-faces, the lips all bunched together under her nose(90). The sight of her made him mistakenly charge a woman standing in line twice for a box of crackers, I ring it up again and the customer starts giving me hell. Shes one of these cash register watchers, a witch about fifty with rouge on her cheek bones and no eye brows, and I know it made her day to trip me up(90). The second girl th at Sammy notices is much cuter than the first one, in his opinion. She was very tall and he thought to himself that she was the kind of girl other girls think is very striking and attractive but never quite m ...

Photo Essay Essays - Anthropology, Marriage, Wedding, Film

Photo Essay Essays - Anthropology, Marriage, Wedding, Film Photo Essay My aunt and uncles wedding was beyond amazing. Not just because my mother, her 7 brothers and sister. helped their baby brother with the wedding by catering for it. Not just because we were releived to say the least that my uncle was settleing down with a wife and not a hsuband. And defenitely not just because I get to have another weekend of cheating my diet. But because this wedding, this big event, brought our family and friends through all walks of life closer together, it made our bond as a family stronger. This event was obviously very important to all our family members. It even made our distant relative, uncle edu, attend. I was happy at the wedding because for me, it means we get to add another family in our clan of Manzanos. Plus this wedding gave me a chance to eat all my uncles best dishes, having a family full of professional chefs could be the main reason for my weight, it could be but it isnt. if making a bigger family tree is what it takes for my uncles to cook again then a big family we shall have.this wedding gave me another aunt whom I already love. And that thought alone will forever be stuck in my mind.

Beauty and Body Image in the Media Essays

Beauty and Body Image in the Media Essays Beauty and Body Image in the Media Essay Beauty and Body Image in the Media Essay Review Of Literature Beauty and Body Image in the Media ( Men ) Review – 1 From the , Journal of Marketing Communication Vol. 11. No. 1. 3-19. March 2005 Idealized images of the male body in advertising: a reader-response exploration BY- RICHARD ELLIOTT CHRISTINE ELLIOTT Warwick Business School. University of Warwick, Coventry. UK. Harris Manchester College University of Oxford. Oxford. UK Introduction : This is a study which particularly focuses on how men are being portrayed in advertisements This study has used an interpretative methodology for exploring mens reactions to the representation of male bodies in advertising, particularly when men are portrayed in a sexual or naked pose and complimented past studies by investigating whether or not men felt that they were being objectified or exploited in advertising in the same manner as critical and feminist literature has suggested in relation to women. The extent to which men felt that the representation of idealized male images in advertising had an adverse effect on their self-image and self-esteem is discussed. Emergent interpretive themes include homophobia, gender stereotyping and the legitimization of the exploitation and use of sexuality in marketing. This study set out to explore the extent to which men may be similarly negatively affected by idealized representation of male bodies and the ways in which they negotiate the meaning of representations and their coping strategies for any emotional disturbance. Representations of the Male Body in Advertising : The researchers have focused on how men are portrayed in advertisements , and they have collected responses from many other researchers . All these researchers have commonly said that , men have become more preoccupied with muscularity because it is still perceived as a cultural symbol of masculinity. Men are developing an Adonis complex and eating disorders after being overexposed to idealized and unattainable male bodies in advertising. Since the I980’s mens bodies have appeared more frequently in advertising, offering a similarly idealized body to that presented to women. An increasing number of advertisements are showing men as sex objects . These researchers have conducted many studies which showed how are men are portrayed in the advertisements . Kolbe and Albanese a researcher has conducted a content analysis of sole male images in mens magazines and found that the majority of the bodies in advertising were not ordinary, but those of strong and hard male icons . His study says that men were usually represented in an objectified and depersonalized manner in advertising. Pope et al another undertook a study of male body obsession and found that advertisements for everything from cars to underwear were using body-builder images with washboard abdominal muscles, massive chests. nd inflated shoulder’s. a combination of muscularity and leanness probably achievable only by drugs. A study by Patterson another researcher also identified a relatively uniform depiction of male bodies within lifestyle magazines, where the audience was routinely presented with mesomorphic (strong, muscular and hard) male bodies that were hyper-masculine in their iconography. The depiction of ectomorphs (thin and lightly muscled) was limited mainly to the advertising of clothing where products may look more attractive on the slimmer, taller man. Endomorphs (soft and round) were rarely used and, where they were, tended to be the object of humour. Moreover, Patterson and England (2000) indicated that representations of male bodies were often used irrespective of whether they were relevant to the product category being advertised. Mens Responses to Representations of the Male Body : Researchers Kimmel and Tissier-Desbordes had conducted a study with 30 French men in order to determine whether brands and consumption played an important part in their lives. The study has suggested that men were uncomfortable with products that presented men as feminine. Their study explored mens relations to products and masculinity in general, but was not related to body image and provided only limited insight into mens reactions to advertisements. To date then, very little is known about how men react emotionally to the portrayal of male bodies in advertising. There is a suggestion that some of the men in the study by Researchers Kimmel and Tissier-Desbordes demonstrated a fear of admitting a feminine side to their self-image . Methodology of the research : In order to do a study of portrayal of men in advertising these researches have done this research with Two main research questions 1. How do young men respond to the representation of male bodies in advertising, particularly when men are portrayed in a sexual or naked pose? 2. How do young men negotiate the sexual meaning of advertising images in a social setting? setting? One-one interview They researchers had conducted this one to one interview because, they have said that the one-to-one in terviews would allow trust to be established and allow the exploration of underlying motivations, beliefs, attitudes and feelings . The researches had conducted twelve in-depth interviews, which ranged from 40 minutes to 2 hours in length. The ages of the respondents varied from 18 to 31 years, with the majority of respondents being in their early twenties. The interviews were audio-laped and transcribed for analysis. The researches had also collected 25 advertisements from major mens lifestyle magazines five advertisements were chosen as stimulus material so as to allow the examination of responses to different advertisements and different body types. Focus groups The focus groups were used for studying whether the male respondents would alter their responses to the advertisements when in a peer group environment. The number of participants in the focus groups varied from five to eight men with the same age spread as in the individual interviews. Conclusion: This study was based on men’s portrayal in advertisement . Many researchers have given their views in this regard which gives a much detailed informa tion of how men are portrayed in the advertisements.

IP 1 Essay Example | Topics and Well Written Essays - 750 words

IP 1 - Essay Example It may be just a movie but helped me settle the argument if everything around me is just an idea or predetermined but finally concluded that everything has physical existence and that nothing is predetermined. Real for me meant a tangible existence that could be verified by my senses. Since everything around me is verifiable by my senses, everything I see is real and that we have free will. There two main thoughts about the source of knowledge. One is the idea of tabula rasa that the mind is empty and it gets its knowledge from sensory experience and study. There is also another thought that posits that the mind already contains some ideas such as conscience and the predisposition to believe the existence of a Supreme Being. For me however, I am more incline to believe that knowledge is a product of study and experience more than a predetermined idea. And this knowledge is subjective. What I experience and learn may differ from other person and as a result, we will have a different kind of thinking but we may have agree on some truths such as existence of a Supreme Being, to be a moral person, to serve society, etch. Traditional thinkers hold that faith conflicts with reason. They posit that to be faithful, one must abandon reason and to be reasonable, one must not have faith. My position however is that each complements the other. Reason through science supports faith. By knowing the wonder of nature and the universe, I became more convince of the supreme intelligence and power of God and thus, fortified my faith more. Human understanding can also never fathom the eternal wisdom of God. Ethics, which is doing the right thing to differentiate from morals, which means to be a good person in a way that ethics only requires following a certain standard of right whereas morals is not subjective. Moral is universal regardless of culture, norm or society. Simply put, being good does not mean following certain rules which ethics

Essay on a set topic - choose ONE of the below questions as your

On a set topic - choose ONE of the below questions as your topic. Indicate which one you have chosen - Essay Example In the recent years there have been efforts to try and address the issue of climate change. Countries are being advised to adopt anti-climate change policies. In this context, they are actually required to address the key issues in the society that have prevented the adoption of the strategies. The study would discuss on how the social and cultural processes have impacted while addressing this issue of climate change. How values affects the decisions and actions with regard to climate change, what role culture plays in the strategies for adopting to climate change, and in the process overcoming the barriers to change. The study would also highlight the irreversible losses of cultural and natural heritage as a result of climate change, and finally, what cultural practitioners contribute to the search for creative solutions to the negative impacts of climate change. Discussion Climate change is caused by a variety of factors which include oceanic processes like oceanic circulation, var iations in solar radiation that is received by Earth, volcanic eruptions, plate tectonics, and lastly, human induced alterations of the natural world; the latter effects are currently resulting in global warming, while climate change is often used to describe the human specific impacts (Rothwell, 2006:56). The factors that shape climate are referred to as climate forcings. They include processes like variations in solar radiation, continental drift, mountain building and, variations in earth orbit, and changes in the concentrations of greenhouse gases. There are arrays of climate change feedbacks that can either diminish or amplify the initial forcing (Barnett & Adger, 2003:134). The human factors that cause climate change include: an increase in the carbon (iv) oxide concentrations as a result of emissions from fossil fuel combustion, followed by the aerosols and then cement manufacture. The other factors include the following: animal agriculture, deforestation, ozone depletion, an d lastly, land use. They are also of concern in the roles that they play, both separately or in conjunction with the other factors, in affecting the climate, microclimate, and measurement of climatic variables. On the other hand, according to Jones (2009:101) asserts that culture in the context of climate change, refers to the common manner or way a community of persons make sense of the world. Culture has social, material, ideological, and artistic dimensions, all which have an impact on what people think, believe and value, and how they respond to the call of action The determination of knowledge from the social settings requires social constructivism. The term social constructivism is referred as a sociological theory of knowledge that is usually applied to the general philosophical constructivism into social settings. Whereas groups construct knowledge for one another, they collaboratively create a small culture of shared artefacts with shared meanings (Grant, 2007:167). When on e is completely immersed within this culture of this sort, one is all the time learning about how to be part of that culture on various levels (Barab, Dodge, Thomas, Jackson, & Tuzun, 2007: 268). As a consequence, strong social constructivism as a philosophical approach suggests that the natural world has very small and/or non existent role in the construction of scientific knowledge. Recently, scientists have been struggling to comprehend the past and the future climate by utilizing observations and

The Personality of Betty Friedman Essay Example | Topics and Well Written Essays - 1500 words

The Personality of Betty Friedman - Essay Example It was Betty Friedan, who brought the problems and difficulties, faced by women, to the limelight, and worked Day-in and day-out to win equal status for them. Betty Friedan is universally regarded as one of the founding mothers of feminism's Second Wave. In The Feminine Mystique, published in 1963, Friedan aimed to expose the sexist underpinnings of America's post-World War II complacent prosperity. Friedan argued that millions of American housewives found the destiny of mother and housewife which society mapped out for them stifling, repressive and even dehumanizing. (Boucher, 2003) Hence, Friedan serves as the torch-bearer of the protection of feminist rights and privileges at an equal level to those of male stratum of society, who fought against the female exploitation at the hands of a male dominating set of society at a global level. She not only pointed out the problems faced by women including wife battering, discouragement while seeking jobs and working in a competitive atmos phere with men and sexual exploitation and harassment of the female folk but also wrote essays, books, articles and poems for the projection of feminist cause before the world. In addition, she also infused new ray of hope in the members of her community. While making an analysis of the history of the world at large, it comes to the account that social groups are not only divided into divergent religious, ethnic, cultural and racial groups but also the distribution of a society is based on age, gender and socioeconomic status too.

The Capital Asset Pricing Model (CAPM) isn't wrong. It just doesn't go Essay - 1

The Capital Asset Pricing Model (CAPM) isn't wrong. It just doesn't go far enough. Discuss - Essay Example by the quÐ °ntity betÐ ° (ÃŽ ²) in the finÐ °nciÐ °l industry, Ð °s well Ð °s the expected return of the mÐ °rket Ð °nd the expected return of Ð ° theoreticÐ °l risk-free Ð °sset. The cÐ °pitÐ °l Ð °sset pricing model (CÐ PM) theory Ð °ssumes thÐ °t Ð °n investor expects Ð ° yield on Ð ° certÐ °in security equivÐ °lent to the risk free rÐ °te (sÐ °y thÐ °t rÐ °te Ð °chievÐ °ble on six-month TreÐ °sury bills) plus Ð ° premium bÐ °sed on mÐ °rket vÐ °riÐ °bility of return X Ð ° mÐ °rket risk premium. In Winter 1991, the mÐ °rket risk premium on listed U.S. common stocks Ð °ppeÐ °rs to hÐ °ve been Ð °bout 6.5%, Ð °ccording to stÐ °tistics published in the QuÐ °rterly Review, Winter 1991, by the FederÐ °l Reserve BÐ °nk of New York (though the Ibbotson study found it to exceed 8% from the mid 1920s through 1987). Thus in Ð ° period of 4% inflÐ °tion, the T-bill rÐ °te might be Ð °ppropriÐ °tely 4.5 to 5%; Ð ° four- or five-yeÐ °r TreÐ °sury note should hÐ °ve Ð ° yield of 5.5 to 6%; TreÐ °sury bonds should yield Ð ° percent higher thÐ °n this; Ð °nd corporÐ °te bond yields should hÐ °ve even higher returns to co mpensÐ °te for their Ð °dditionÐ °l credit or business risk. The cÐ °pitÐ °l Ð °sset pricing model for this scenÐ °rio suggests thÐ °t Ð °nnuÐ °l returns on low-betÐ ° electric utility might be .05 + .50 betÐ ° (.065) = 8.25%. Ð bout 75% of this might come from dividends Ð °nd the bÐ °lÐ °nce from expected growth in dividends over Ð °n extended time period. By contrÐ °st, Ð °n Ð °verÐ °ge stock with Ð ° betÐ ° of 1.00 should provide Ð ° rÐ °te of return of 4.5 to 5.0% plus the mÐ °rket premium of 6.5% or between 11 Ð °nd 12%. Ð  high-betÐ ° stock (one operÐ °ting in Ð ° cyclicÐ °l industry, for exÐ °mple) with Ð ° betÐ °, or relÐ °tive mÐ °rket volÐ °tility in price, of 1.50 should provide Ð ° mÐ °rket return of 5.0% + 1.50 (0.065) or Ð °bout 15%. We could convert these from eÐ °rnings price rÐ °tios to price-eÐ °rnings (P-E) rÐ °tios Ð °nd determine thÐ °t the electric utilities, in this scenÐ °rio, should trÐ °de Ð °t Ð °bout Ð ° 12 Ãâ€" P-E rÐ °tio Ð °nd the high-betÐ °