Comparative projects Assignment Example | Topics and Well Written Essays - 1500 words

Relative activities - Assignment Example In this way, social orders that on a very basic level watch matrilocality and matrilineal drop will respect ladies with higher social capacities than in one where their custom accommodates patrilocality and patrilineal plummet. The living plans upon marriage and the request for legacy have an immediate relationship to the status of ladies in the gathering. The acts of the Minangkabau of Indonesia and the Yanomamo of Venezuela enlightens on these distinctions as proposed by Scupin. Matrilineal social orders don't really infer that ladies are the focal point of intensity in this setting. This recommends in opposition to the conviction of male predominance, ladies have an increasingly dynamic job and investment in the public arena. Lewis Henry Morgan in his work Ancient Society which motivated no not exactly Karl Marx and Friedrich Engels estimates that matriarchy had consistently been the standard during before times. Yet, there was a development toward man centric society as received by men so as to make sure about that their property gives to their male ancestry as opposed to the matriarchal framework where property is mutual (as refered to in Scupin, 2012, p. 228). Peggy Reeves Sanday in her investigation of the Minangkabau goes up against the Western thoughts of man centric society. She composes that the ladies in this culture are seen in a populist way instead of being stifled individuals from the clan (as refered to in Scupin, 2012, p. 230). Then again, Ya nomamã ¶ are patrilineal and the men hold the most force. The regular framework in their endurance follow the basic origination of a male centric framework where the men set up the woodland for horticulture while simultaneously shielding everybody from gatecrashers and the ladies watch out for the vegetation and reaping of yields as they all the while back the kids (Scupin, 2012, p. 175). The Minangkabau is perceived as the biggest matrilineal society on the planet and considered

Engaging in CSR Activities for Starbucks Research Paper

Taking part in CSR Activities for Starbucks - Research Paper Example The organization is headquartered in Seattle and has in excess of twenty thousand stores in various areas of the world. The espresso chain alongside the primary item espresso which comes in different structures additionally serves bites and baked goods. The stores sell bundled food just as other product that are utilized as materials for the advancement of the brand like espresso cups (Pendergrast 133). Despite the fact that for the most part situated in the US, Starbucks has wandered into different nations also like Japan, Canada, South Korea, Thailand, Mexico, Germany , China and numerous different nations. The organization throughout the long periods of its reality has participated into different CSR exercises which has carried the brand into the spotlight. These exercises have shifted over the different social issues including natural insurance, thinking about the espresso makers, rehearsing reasonable exchange just as selling items for gathering cash for kids out of luck (Warner 1). Issue Identification The organization as a piece of its natural manageability measures began the utilization of the paper cups which were professed to be made of the reused paper. Consequently the food and the refreshments were interacting with this reused paper cups. These reused materials were being utilized in the cups as well as in the in the cardboard bearers and the napkins. The organization asserted that it would directly affect nature and would have the option to spare right around 5 million pounds of tree fiber consistently (Tice 1). This was a positive advance on part of the organization from the manageability perspective. Be that as it may, the organization ran over a great deal of debate since the cups are made of materials that have been utilized before by different clients (Taylor 49). Along these lines there were cleanliness and security issues identifying with the utilization of such utilized materials. It was asserted by a lot of individuals that Starbucks had not taken the authorization of Food and Drug Administration before making such a stride, that could hurt the wellbeing of the customers. Therefore the inquiry that surfaced was the amount Starbucks was having the option to convey the social obligation objectives that it had set and what were the results of the means taken. Issue centrality The issue is significant from different regards on the grounds that the strength of the clients of Starbucks were in question. As a matter of first importance, the cost that was brought about by the organization during the time spent reusing was pushed to the clients who were purchasing the espresso. In the event that it was an instance of CSR, at that point the reusing cost ought to have been borne by Starbucks. However, the extremist gatherings were of the conclusion that the organization sidestepped such expenses. Furthermore, the material that was utilized by one individual was given to someone else (Bryant 173). This could prompt different me dical issues that would not conform to the cleanliness guidelines. Thirdly, the organization had not taken the endorsement of the FDA which was obligatory on part of the organization. At long last, the customers’ conclusions were not thought of while taking this choice of actualizing the utilization of cups made of reused paper (Locke and Latham 73). In this manner from the monetary, legitimate, social, good and moral perspective the progression was not fitting. Distinguishing the partners In request to recognize the partners and their relative intrigue and force in the issue a partner map has been drawn and their relative significance has been plotted as beneath.

There Are Four Archetypal Developer Personas Which One Are You

There Are Four Archetypal Developer Personas â€" Which One Are You Meister HQ was recently taken over by students! Don’t panic, it wasn’t a hostile takeover. Best we explain a little more. We hosted a few international management students from the Vienna University of Economics and Business, who, as part of a project they were working on, went around and interviewed a couple of developers, ours included. This yielded a few interesting insights. The article below is just an example of that. This is what they had to say about how, through personas, software companies can attract potential developers with a view to hire them. What are Personas? A persona is a fictional figure or archetype that has been formulated as a direct result of grouping individuals together. The way individuals are grouped together â€" whether it be by demographics, behavioral patterns, motivations or goals â€" will affect the type of persona created.   A very broad (and basic) example would be grouping together all females with children as “moms”, then finding the characteristics and personality traits that all moms have in common in order to create the archetypal fictional figure â€" that would be the “mom persona”. This is very important, because personas need to be based on real people, real behaviors, real motivations and goals in order for them to be effective. The History of Personas The personas idea has its roots in marketing, but has gained popularity for its application in talent acquisition. Before we go into how personas can be applied, let’s outline the challenges recruiters face. Since our main focus was on software developers, we’ll focus on the challenges faced by software companies.   Firstly, sourcing talent isn’t easy as the talent pool is often limited i.e. few developers, many jobs. Secondly, recruiters have to consider that great talent doesn’t always equal great fit â€" the applicant might have the suitable skills, but will they fit into the company culture? And, into the existing team? This is where the use of personas can help.   Personas in Recruitment Prospective employers that are aware of the specific personas relevant to their industry have an easier time navigating through the labour market. This is because personas can help sift through aspiring candidates and sort them from those who would be potential fits and those who would not. This could significantly narrow down the search and deliver only quality candidates. We set out to uncover the different types of personas within the software industry in Vienna, Austria. This project involved finding software developers to interview. Sounds easy right? Wrong. We canvassed at universities, companies, and even online. Our research took us three months, hours of interviews at university campuses and various companies. The result…a goldmine of insights! Piecing Together the Persona Puzzle   We asked our interviewees a wide array of questions, ranging from demographics to career motivations. The aim was to gather enough data in order to get more of an understanding of what employees expect from their employers. This led to many interesting learnings, like: did you know that the team, work-life balance, the software product and career development are the most important factors that programmers consider when looking for a job?   But developing concrete personas still involved going further and digging deeper. Upon analyzing our research and comparing notes, we noticed a pattern emerging. Many of those we interviewed expressed similar feelings towards certain aspects of their professional life. These were our puzzle pieces. Adding these pieces together built the first four software developer personas: Kim, Robin, Alex and Charlie.   (Note: for ease of explanation, we’ve chosen to give each persona group a name. However, the names are by no means a reflection of gender i.e. not all Kims are female nor are all Alexes male.) Kim: The Early Beginner Kim is someone in her early 20s. Still too young to remember the greatness of ICQ and Napster. She could either be working in her first job or still be a student, studying computer science at a technical university. Kim often has little or no prior work experience. And if she’s worked before, she hasn’t yet chosen her area of specialization (front-end/back-end/mobile etc.). Kim is often inquisitive and curious. She is often known for constantly asking questions, wanting to find out more about the ins and outs of programming. Due to her lack of experience, Kim is primarily focused on learning. This means that the “Kim” persona would look to work for a company with leaders that empower staff and that has a supportive culture that’s conducive to learning. She isn’t driven by salary and therefore has limited salary demands. She is usually single, extroverted and enjoys social activities. Robin: Time for a ChangeSoon Robin is in his mid 20s and has completed his formal education, such as a Bachelor’s degree in computer science. He is probably on his second or third job but has reached the ceiling in his current job, as in, he has learnt a lot and gained experience but would be keen on taking the next step to further his career. Even though he probably hasn’t taken any steps to find a new job (applied), he is on the lookout for something challenging as well as purposeful. In his current role, he can be found working in a specialized programming area (front-end/back-end/mobile). On a personal level, he is probably in a relationship, he is also quite introverted and self-aware.   He enjoys working on complicated tasks and really wants to be involved and feel a part of the company. He values transparency and is happy working with inspiring leaders. He’s keen to know what is going on and where the company is headed. Salary isn’t his top priority (as long as it is not too far below average). In stead, Robin appreciates non-financial rewards, especially those that make him feel valued for his work. Alex: The Focused Careerist Alex is in his mid to late 20s. He has a Bachelor’s or Master’s degree in computer science or a related field. Because Alex studied and worked at the same time, he gained approximately three or four years worth of programming experience, this makes him highly specialized. He knows that he is good at what he does. He’s also very much aware of his market value, which, according to him, is quite high. This makes the Alex persona career oriented. When looking for jobs, he won’t settle for anything less than working for the best company in his field of interest (or for a company with the best reputation). At work, Alex requires a high degree of autonomy and opportunities to progress in his career. Since Alex is very focused on his career, he doesn’t have much time for a relationship outside of work; you could say that he is married to his career. Charlie: Work 2.0 Charlie is in her late 20s to mid 30s. She has a Bachelors degree but not necessarily in IT. She’s a self-taught developer. Her coding is unconventional and she mixes genius lines with simple errors. She seeks to reinvent her software development career but the how is still unclear. Charlie has a family, which makes financial stability and work-life balance essential. She’s new to the industry and thus looks for a company that offers a supportive, people-oriented environment, where she can learn and improve her skills. While the size of her paycheck is not unimportant, her salary demands are lower than those of Alex and Robin.   Which Persona Are You?   Obviously Kim, Robin, Alex, and Charlie don’t cover all developers. It’s possible that people are a mixture of two personas or perhaps share common qualities with all four of them. Take the questionnaire below to find out which person you are most similar to: Attracting Personas: Defining Your Company’s EVP So we’ve given you a brief history about personas, told you how the concept originated, and defined four software developer personas in Vienna. It’s time to circle back and give companies a way to use this information in order to attract and recruit new talent.   The type of personas which your company should hire will depend on several factors such as: your company’s hiring and growth strategy, the company culture, and the personas you already have working within your company (as some personas work together better than others). A good persona-company fit is essential. Personas have the potential to impact company culture. Mapping out the existing personas represented in your company is a good place to start.   Then carefully assess your current Employee Value Proposition (EVP). Talentlyft defines a company’s EVP refers to “the balance of rewards and benefits that employees receive from their employers in return for their performance at the workplace”. It’s an employee-centred approach that is directly linked to talent acquisition and retention. It brings together company culture, brand, internal processes, and employee benefits. All of these together make up a company’s EVP.   Here are three simple questions that can help your company define its EVP and they are: What do my current employees love about my company? What are the benefits employees gain upon choosing to work at my company? What would make potential employees choose to work at my company as opposed to any other? The answer to these questions should give you your company’s EVP. You then need to see whether it resonates with the EVP desired by the personas you wish to hire. If it doesn’t, take the necessary steps to bridge those gaps. But, if there is a match, your company should try and leverage this in its employer branding strategy in order to hire the most suitable personas.

Taking a Look at Leadership Styles - 707 Words

Effective leadership is the functional component to a productive company and or business. New leadership approaches are needed to create effective and efficient global operations (Colfax, 2009). Successful managers need to replace the traditional styles of leadership, foster innovation, and create approaches that embrace the virtual and global changes that rapidly expand each day. This consists of leader’s shifting their normal techniques and rearranging them to the growing demands of the environment (Santos, 2009). Nonetheless, there is no one right way to lead; instead, different leadership styles lead to different outcomes (Zainal, 2011) Great leaders come in every race, gender and kind yet they all share similar characteristics of being strong well managed, and optimistisc.Most of all, they continuously find new ways to manage when opportunities arise. (Burrus –Barbey, 2000). The aim of this paper is to examine successful and unsuccessful leaders, and provide e xamples of effective leadership styles. Several companies will be researched to show how leader’s micro and macro managed their companies. The paper will conclude with recommendations on what managers can do to ultimately create the highest performance within their organization. Research will be based on the following, 1.) Different leadership styles that are used by managers across various countries, 2) societal trends and changes that have erupted over the years, 3) an analysis on local businesses today.Show MoreRelatedLeadership Styles And Leadership Theories993 Words   |  4 Pagesregards to the other two leadership styles, I scored next highest in the delegate category and the least amount in the authoritative category. In this paper I will give a comprehensive overview of leadership styles and leadership management theories and how they relate to my style. 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The Fight Against Toefl Essay Samples 2012

The Fight Against Toefl Essay Samples 2012 Choosing Good Toefl Essay Samples 2012 By comparison, in case you go to the movies, you face lots of inconveniences. Now almost any sort of information can be found on the internet, usually free. This means you may watch thousands of unique films, both previous releases and new. At length, the detail of real speech makes the scene pop. It is wise to look for the one which has an excellent reputation and offers high-quality papers at very affordable rates. To acquire the greatest scores, you will need three different, well-written reasons together with specific particulars. Another finding was that some projects simply didn't move very fast. Some people think that university students should be asked to attend classes. This logical stream of ideas is simple for readers to follow and shows that the writer knows the way to establish an obvious argument. You can and ought to take notes while listening because you'll have the chance to look over those as you answer each question. This is simpler to do in case the practice question includes sample answers that you are able to compare your response to, but you ought to do this step for a great many practice essays you write, even in case they don't arrive with any answer explanation. Honest, dedicated practice is far more useful and potent. You will be able to take notes as you listen to it though. Magoosh also offers three complete TOEFLs, so that you can use those Writing questions also. Sample answers for both tasks are included so that you may acquire an idea about what an excellent essay appears like. Don't immediately begin writing. Things You Won't Like About Toefl Essay Samples 2012 and Things You Will The next section has more tips about how to get the most out of official practice resources. Nevertheless, the topics will most likely be very similar overall. You don't have to have much specific knowledge on any topic to be successful. Keep in mind that if you take the test you won't have a selection of topics. The passage explains it is not essential for American wood businesses to pursue ecocertification while the lecture gives several counterarguments to this view. Much like the Reading section, the lectures will concentrate on something to do with academia, but the test-taker doesn't need a prior understanding of the material in order to obtain the suitable answer. You'll observe a similar structure in a number of the essays. Taking timed practice essays will help you stay away from this. Toefl Essay Samples 2012 Can Be Fun for Everyone A superb prep book can be absolutely the most important study tool you use, and we've got information on all the very best TOEFL prep books you need to consider. My goal today is to provide you all of the info you'll want to be successful with the TOEFL Independent Writing section. One of the most difficult sections to prep for on the TOEFL may be the essay. Lots of people who wish to attend colleges in america take the TOEFL. Therefore, among the lowest scores students may receive is for missing the topic. Being aware of what graders are seeking and reviewing TOEFL Writing samples can go a very long way towards aiding you to get a high score on this section. Since the Writing section demands multiple abilities, you are going to want multiple study tools as a way to be totally prepared. At length, it's possible to also practice writing about topics that don't have anything to do with the TOEFL. Each sample TOEFL Writing topic is followed by means of a sample essay along with an in-depth score explanation, which is helpful for studiers. Toefl Essay Samples 2012 Secrets That No One Else Knows About Here are a few suggestions for tactics to use this resource effectively. You are able to also practice brainstorming or planning reasons even if it's the case that you don't compose a comprehensive reaction. Compare the benefits and disadvantages. Use the blank page to experiment with unique methods of expressing the very same idea. It's very beneficial to take writing apart so as to see just the way that it accomplishes its objectives. You don't have to be a grammar expert, but you need to demonstrate sentence variety. The author starts with a rather in depth story of an event or description of an individual or place. Replace a number of the cliched language. The Benefits of Toefl Essay Samples 2012 As stated by the reading, but this strategy is unnecessary because American consumers will likely be content with domestically manufactured products, even if they're not ecocertified. For instance, the bulk of Americans now have their personal computers. Generally, higher education needs to be available for all. There are a few ways that you can enhance your score by employing some basic strategies.

My Fieldtrip Free Essays

My Visit to Muir’s Chapel On February 28, 2010, I went on a fieldtrip to a Methodist church called Muir’s Chapel United Methodist Church (UMC). The church was founded in 1822 when Jeremiah Dodson, a local preacher from the west, held services under brush arbors and the shade of oak trees on the grounds. The church grounds were located behind where the current building is located at 314 Muir’s Chapel Road Greensboro, NC 27410. We will write a custom essay sample on My Fieldtrip or any similar topic only for you Order Now After his services and charge began, the charge was organized and passed on to the Reverend Thacker Muir. Reverend Muir cut the first log for the first structure known as the â€Å"Log Meeting House. † In Reverend Muir’s honor the name was changed to Muir’s Chapel. After the deterioration of the log structure, it was replaced in 1875 by a one-room weatherboard building. Weatherboard is the cladding or ‘siding’ of a house consisting of long thin timber boards that overlap one another, either vertically or horizontally on the outside of the wall, thus making the building waterproof. This building was eventually moved across the street to the cemetery when the present sanctuary was constructed in 1903. During the years of 1929 thru 1932 the Log Meeting House was enlarged, remodeled and brick-veneered, along with the first landscaping of the grounds. There is a replica of the Log Meeting House remaining on the grounds today. In the honor of Reverend Thacker Muir, the current building is still known as Muir’s Chapel. In 1940, the first educational building, called the Smoak Building, was built and the following year the church received its first full-time pastor, W. Kenneth Goodson. There were annual Camp meetings at harvest time held in the Smoak Building until they were replaced by revivals, which were replaced at the turn of the century by Pre-Easter services. In the fifties, The Smoak Building was attached to the church, although it was then and currently still considered the educational wing of the church, it still carries the name â€Å"The Smoak Building,† which now houses the church offices. Year 1960, there was another addition added to the church called the Boren Building. This building was also dedicated to Reverend Thacker Muir in 1960. Since 1960 the Church has been rebuilt and remodeled several times, with the present sanctuary being completed in 1980. The latest addition to Muir’s Chapel is the Kale Christian Center which houses the Playschool, classrooms, and the contemporary worship auditorium. After doing careful research, I am still which I not sure when this addition began and when it was completed. Now that my readers have learned a little history of the church I visited for my field trip, I am now going to talk a little about what I experienced at Muir’s Chapel, which was a great experience I might add. As I was on the way to the church I made sure I did not have any pre-conceptions of my visit to this church. I wanted to be open-minded so that I could take in my experience and learn from it no matter if was good or bad. When I pulled into the parking lot I noticed there were not many â€Å"luxury† cars. In my opinion, this was the first sign of the members being non-materialistic. Then the church itself looked to be old with quite a few new additions, yet it is really appealing on the outside. But, when I got out of my car there was a white lady walking through the walkway across the lawn that immediately stopped and asked me how I was doing, and if I needed help. I immediately felt welcomed and I had only met one of the members of this church. She told me how to get to the sanctuary for the â€Å"Traditional Service† which started at 8:45 A. M. Once in the sanctuary and sitting down, a senior gentleman who looked to be around fifty or sixty years of age, as most of the congregation seemed to be, tapped on my shoulder and said it is good to have you here this morning, and if you do not already have a church home please come back here with us. As readers can see this was the beginning of a very warming experience for me. The service began a little different from what I am used to. For starters there were only about 25 people at this service and they were all Caucasian, as I am used to an all African-American congregation. Nevertheless, the service began with the welcoming of the congregation and congregational concerns as I had never seen this in a Sunday morning service before. At my church I am used to praise and worship team singing songs of praise to open the service. There were no concerns, so immediately they went into song. The choir director stood in the pulpit directing the congregation to sing, not an actual choir, but the congregation. Still, I could not believe the choir director was directing from the pulpit. Later I was told congregation is the choir as there is no choir for this service. As I listened to the song and tried to take part in the singing of the song, I found it difficult to follow as it was sung like an opera song; very high-pitched. But once the preacher began to preach, by the way he preached on the strength to forgive, which by the way was the title of his message. Everyone became extremely quiet and sat still as possible. Me being Black, I was definitely not used to this. I am used people talking back to the preacher, saying for example: â€Å"You better preach preacher, tell them what the word says! At Muir’s Chapel it was a quiet as could be. Needless to say I did not say anything back to the preacher while he was preaching. In case some of my readers are wondering how I managed to choose this church being African-American and this church being predominately white, I was invited by my classmate Lisa Tanico who is one of the ministers of this great church. Anyway, once the service was over I met with Lisa and she began to take me on a tour o f Muir’s Chapel. What I saw was amazing. Lisa and I had to pass through the fellowship hall where there were refreshments offered such as coffee, juice, and biscuits with a side of bacon or sausage. This very rarely happens at my church unless it is a special occasion of some sort. I was astonished to find out there were several different refreshments served after each service. Lisa then took on a quick tour of the rest of the church as she needed to readily available to the members if one needed to talk or maybe ask for prayer. So we scurried on to the Contemporary service that was going on in one of the newer parts of the church. I was in this service for only about 15 minutes as this service started at 9:00 A. M. , and the Traditional service I attended started at 8:45 A. M. What little I saw was interesting. There was an actual choir at this service, and the choir had a Pop sound, which is closer to what I am used to hearing. At the end of this service Lisa had to leave to attend to some of the members of the church and I had to go to a dedication at my church. But before my departure, Lisa did tell me that Muir’s Chapel was very involved in the community. This church is part of the Urban Ministry, inviting homeless and the less fortunate to come in and eat on certain days of the week. Muir’s Chapel also has several educational, sporting and biblical programs for the community, or just any one who may want to take part in participating. I am not sure which days, but either way just to know this church extends its arms out to the community in such away as this, if for no other reason at all makes me feel welcomed and privileged to have had the chance to visit this great Methodist church known as Muir’s Chapel. How to cite My Fieldtrip, Papers

Pauline Hanson - An Opinionative Essay Essays -

Pauline Hanson - An Opinionative Essay Beginning close to three years ago as a tiny, inconsiderable speck on the political horizon, Pauline Hanson has since seen her influence and attention in Australian politics skyrocket. So much so, in fact, that she is now arguably the most talked about politician in Australia, ahead of even the Prime Minister. She now has her own political party, One Nation, who will contest the upcoming federal election with a feeling of confidence after the party's success in the recent Queensland state election. However dismayed the rest of the political world are about this new threat, no successful plan or strategy has yet been found to curb her ever increasing popularity. Besides the other political party's feeling of dismay at One Nation's success, they have also experienced a feeling of disbelief as to how One Nation could win support with the current collection unattainable ideals and promises which they call their policies. This is not to say that all of their ideals are bad, but the unfortunate (or fortunate, depending on your point of view) fact is that One Nation do not have a single viable or intelligent policy. However they continue to gain support, and this is what befuddles the vast majority of sensible, rational Australians. It has been said that One Nation has gained support because of people's dissatisfaction towards the other political parties, and this theory could have some merit, sad as that may be. You would think that in a country like ours, voters should have an alternative than to vote for a party whose policies and selfish idealisms could only be detrimental to the country. However, after receiving promise after promise from the major parties only to hear them be broken with unnerving regularity, this line of reasoning can be understood, although certainly not endorsed, and it goes someways towards explaining how One Nation have become an important consideration in Australia's political field. Political Issues Essays

The Inevitability of the Cold War essays

The Inevitability of the Cold War essays The Cold war started for many reasons. In 1945 after World War II (WWII) the alliance between the United States, United Kingdom and USSR ended. A rivalry between Communism and Capitalism began which lead to the Cold War. At the end of WWII Germany was divided into four zones controlled by the UK, France, US, and USSR. The lack of mutual agreement in the division of Germany was another mark that started the cold war. Another spark was when the US dropped the atomic bomb on Japan, USSR was mad that US had developed this technology secretly. Then Truman and Churchill were angry with Stalin when he signed a border treaty with Poland. By nineteen forty eight USSR controlled Poland, East Germany, Hungry, Romania, Bulgaria, and Czechoslovakia. Every one believed the Stalin made an iron Curtin dividing USSR from the rest of Europe. The US and UK were also agree at Stalin for the fact he promised free election at Yalta and did not hold them. The Cold war was a result of clashes between Communism and Capitalism. There were two opposing world views. Another cause of the build up to the Cold War was the intransigent attitude of both sides. The Soviet Union was extremely concerned about its security after having been invaded twice in the twentieth century. In 1945 America created and used the atomic bomb against Japan and the USSR was determined to create one of its own. Both the USSR and the USA built up huge arsenals of Inter-Continental Ballistic Missiles (ICBMs). The United States tested a hydrogen bomb in 1952 and in November 1955, the USSR developed one too. After that the USA moved its bombers into Europe. In 1955 West Germany was allowed to re-arm and join NATO. Russia responded by forming the Warsaw Mutual Defense Pact with its buffer zone neighbors. In 1957 the Soviets used a missile to launch Sputnik 1 into orbit around the earth. The arms race evolved into a space race as the United States rushed to launch its o...

7 Principles of Pitching Articles

7 Principles of Pitching Articles 7 Principles of Pitching Articles 7 Principles of Pitching Articles By Mark Nichol You’ve thought of an interesting angle on a political or social issue you don’t see discussed anywhere else. You have access to an expert who you believe would be a good subject for a timely interview, or you know an up-and-coming entrepreneur you think people will pay attention to. You know what you want to write, and you’re ready to do it and you could simply post it on your own blog, but, hey, why not get paid for it and be guaranteed a sizable audience? It’s time to prepare a pitch. A pitch, known in book publishing as a query letter, is an overture to a print or online publication about an article, essay, or review you’d like it to publish. An effective pitch gets considered; an ineffective one doesn’t. Fortunately, there are some proven strategies for making sure your pitch is of the former variety: 1. Pitch to the Publication Consider the audience. Any topic is appropriate for a number of publications, but your approach to it, and your voice, is going to be a good match for some and a poor fit for others. You can certainly adapt your take on the topic depending on the publication’s personality, but tailor each pitch to a specific recipient. 2. Be Professional Use an appropriate tone in your pitch. If you haven’t met the recipient, be formal. If the editor is an acquaintance, or you’ve had prior correspondence or personal contact, mention that fact as an entree but move on, and again, be professional. If you’ve already had your work published in the publication, remind the editor of the fact, but don’t loosen your language unless you’re certain at the risk of losing an amenable editor if you’re wrong that you can afford to be casual because of your relationship. Professional doesn’t mean â€Å"pedestrian,† though. Display your personality and your distinctive writing style, but in moderation. Think about how you would approach your correspondent in person: You’d want to come across as clever and charming but not overbearing or obnoxious. 3. Play by the Rules Unless submission guidelines specify otherwise, email a specific editor, rather than using postal mail or the telephone. If a junior staff member is listed as the point of contact, don’t try an end run to a senior editor unless you have a recommendation from a mutual contact or you already have a connection. If you’re sending a cold-call pitch, it has to stand on its own merits, no matter who reads it, and be worthy of being sent along to a key decision maker. If there’s no response, follow up after a couple of days, emphasizing the timeliness of the prospective piece, if it is in fact time sensitive. If there’s no response after an initial reply, do the same thing, but if there’s no further contact, move on. Repurpose your query for another publication and send it off. 4. Be a Solution, Not a Problem Despite the feel-good pop-psychology trope to the contrary, there are stupid questions. They’re the ones you ask the wrong person or at the wrong time. Don’t query an editor about per-word rate, word count, or other quotidian questions that may be available on a Web site FAQ page or in submissions guidelines, or by just reading a publication, and that are probably premature anyway. Asking about such details at the pitch stage is an amateur move, and a deal killer. The only question your pitch should include other than a question your article will answer is, â€Å"Are you interested?† 5. Pitch the Pitch, Not a Portfolio Refrain from submitting a CV, a resume, a summary of prior publication, or any professional background information unless any of the above are relevant to the article’s subject matter (you have an advanced degree in the subject matter, or a renowned would-be interviewee was your master’s-thesis adviser) or are especially impressive in some other respect. Do include two or three clips, preferably accessible by URLs for articles published online the more pertinent to the pitch topic, the better, but your best work will do. 6. Share Your Sources Identify by name and credentials the people you will be interviewing or consulting to inform your work and don’t include anyone you’re not reasonably certain will talk to you. If you have personal contacts a White House insider who’s a friend of the family, or a freed hostage who was your college roommate you might want to mention that. A key part of your pitch is persuading an editor that your work will be authoritative. Your personal interest in the topic doesn’t count for anything, and knowledge alone of quotable people isn’t much better; you must demonstrate that you can connect with them. 7. Audition for the Role You want to prove that you can deliver a tight, potent, incisive article that will keep readers engaged from start to finish. Demonstrate your ability to do so with a crisp, clear, concise presentation. Tell the editor what you’re going to do, and how you’re going to do it what thought-provoking idea you’re going to explore, what your perspective will be, and from whence your authority will derive. A brisk one-paragraph outline of no more than a few sentences should do the work. If you have a great idea for a headline, work that into the pitch. You might even use it for your message header but if not, make sure that what shows up in the editor’s email queue is eye catching. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Freelance Writing category, check our popular posts, or choose a related post below:Comparative Forms of Adjectives"Have" vs "Having" in Certain ExpressionsRunning Errands and Doing Chores

Critical paper for the film Lars and the real girl Essay

Critical paper for the film Lars and the real girl - Essay Example The other important thing in the film is the relationship between Lars and his family members who are also supportive of Bianca. Everyone within the family and in the workplace is supportive of Lars and Bianca to an extent of recognizing their relationship. The interesting thing in the film is that Lars’ co-worker Margo, who was admired him felt jealous of the doll. This is evident when Margo indicates that her boyfriend has broken up with her. This is interesting because Lars had ignored her and opted to stay with Bianca, instead of a real woman. The other interesting thing in the film is the doctor’s direction that everyone should support with Lars’ rehabilitation by treating Bianca as if she were a real female. The doctor discovered that Lars was undergoing an underlying problem that required the support of the family members to help overcome it. It is also exciting that Bianca was taken to the hospital after being â€Å"unresponsive.† The news moved across the town and the townspeople sent flowers to console Lars. The people’s behavior towards Bianca and Lars is strange and sounds interesting since this was a unique thing to them. Margo was among the people who had sent the flowers, though she fel t the urge of dating Lars after the misfortune of losing Bianca. The provocative aspect in the film is the way Lars idolization of Bianca at the expense of other women like Margo. This shows that the real women do not deserve the respect and support that Bianca received in the town. It would be appropriate if Lars gave the attention to real women instead of a life-size doll. The lowered the dignity of Margo and other women within the town to play second fiddle to a doll. Another provocative thing in the film is the way Lars lives in the garage, yet Gus had invited him to join them in the main house. Lars lives in solitude and do not appreciate social interactions with other family members or co-workers. This is provocative

Lesson 12 DIscussion Assignment Example | Topics and Well Written Essays - 250 words

Lesson 12 DIscussion - Assignment Example David Bowie who established himself purely as rock and rock artist started infusing disco flavor in his music like his 1975 song â€Å"Fame†. This has disappointed millions of his fans as it was sign of some artists attempting to adapt to an emerging style of music. It is natural that music lovers who were rock fans in the 1970s were prone to dislike disco but that did not automatically mean that these people disliked disco in the 1970s just because it is another genre. If disco would have remained as just another kind of music the rock fans would have ignored it. However, disco was begun to be included in rock stations which previously played only rock music. Even rock players like David Bowie and Rolling Stones responded to the disco movement which angered their fans. The eleventh Grammy awards in 2010 presented awards in 18 categories including diverse genres like pop, urban rock, jazz, and also regional like salsa and Brazilian. The Billboard listed Regional Mexican and tr opical albums. These emphasize variations in Latin music with differential approaches in instrumentation, rhythm, melody and harmony. There is also cross-pollination of international musical styles. For instance, Cuban percussion instruments can often be heard in regional Mexican music. Latin music is rapidly gaining strong foothold in America. In Billboard, Latin charts made their place for the first time in 1985, and then they became common in the list during 1990s and

A Study On Data Protection Act Social Policy Essay

A Study On Data Protection Act Social Policy Essay For the sake of this unit, I must undertake an activity which will be to the benefit to one of our service participants. I must discuss the processes of this activity at every stage with this individual. Throughout this paper I shall also refer to our service participant as Dan and our service as â€Å"the Group†.   This is not the real name of our client or our group. By doing this I am complying with our organisations policy of confidentiality. This policy was designed to conform to the (ref 1) Data Protection Act of 1998. This Act ensures client confidentiality and any information written about a client is accurate, truthful and any opinions are objective, substantiated by factual evidence. The Act also allows the individual to make a formal application to see the information held on them by the Group. To identify a task which would benefit one of our service participants I had numerous thorough discussions with the manager of the Group. This was to ensure that any task u ndertaken complied with our organisations constitution which concentrates on social inclusion of adults with learning disabilities and the activity is risk assessed. We then went on to identify an individual who would enjoy and benefit from this activity. The activity I have decided upon is to support Dan to make a piece of African art that can be exhibited at our Malawi Awareness fund raising evening with others from the art group. I will give him choice in deciding what type of art he would like to make, through supplying a choice of materials and source materials. Giving Dan choices and the right to free expression complies with the (Ref A) Human Rights Act 1998. There is no widely accepted definition of a learning disability and there is an ongoing debate of the definition. However, there are certain factors that are agreed upon. Those with a learning disability have difficulties with educational success and growth. An uneven pattern of their human development is noticeable   i.e. physical, perceptual, educational and language developments.(Ref 2)[i] The NHS and Community Care Act of 1990(Ref B), implemented in 1993 saw the closure of institutions. This saw the movement of adults with learning disabilities to being cared for in the community, either by their own families or in small supported housing being cared for by the voluntary sector or social work department. (Ref 3)[ii] â€Å"The Same as You† strategy of 2000 by the Scottish executive is committed to providing fairness, equality and social inclusion for adults with learning disabilities. As a result of this strategy the local community set up the â€Å"Group† to provide socialisation to help with social inclusion of adults with learning disabilities through one to one befriending and group activities. Dan lived within a nuclear family unit where he was given the basic human requirements of food, shelter, clothing, love and socialisation to live until the age of 6. He then moved into a local institution until 1995.   With the help of his family, until the age of 6 he was able to meet the bottom three stages as seen in Maslow`s hierarchy of needs pyramid.(Ref4) Abraham Maslow (1908-1970) was a humanist psychologist who developed this model between the 1940s and 1950`s in the USA. This model consisted of five stages. He stated that we are all motivated by need. He stated that we must satisfy these needs in turn, starting with the first. The first stage is the biological and,the second need is that of security, the third need is belonging and love, the fourth need is esteem and the fifth need is self actualisation which is realising personal potential. Within his family unit Dan, as sociologist Talcott Parsons(1923-1979) as cited in (Ref5[iii]) will have gained his primary socialisation and emotional stability. After the death of his elderly mother Dan relied totally on his elderly father for any continued socialisation out with the institution. Dan`s development was affected by being institutionalised he now has no social skills, no road work skills and has had no form of education. After 1995, when the government strategies of closing large institutions were implemented, Dan was given a home within supported accommodation as his father had become disabled. These strategies of closing large institutions came about as a result of the implementation of the NHS and Community Care Act of 1990 and the Human Rights Act of 1998. After being institutionalised Dan did not like to go out unless his father was with him and tended not to interact with anyone when introduced. He suffers from anxiety attacks and gets agitated when his routine changes and when in a large group situation. When with more than two people he must be able to sit on his own or at the end of a row. He does not like feeling hemmed in. He is unable to read or write and has difficulty making a decision; therefore, he can only be given limited choices. Dan`s behaviour may be explained by the theories of (Ref 6) J.B. Watson (1878-1958) who created   the term behaviourism and believed that all behaviour is learned, that it happened by association and is also determined by the surroundings. Watson showed this in the Little Albert experiment. His anxiety attacks, behaviourists claim, is a consequence of negative reinforcement, when Dan comes across a situation which makes him anxious, Dan is liable to become nervous and steer clear of the particular circumstances.  Ã‚   The avoidance behavior is negatively reinforced and the anxiety is maintained. Suddenly having his environment changed from a loving home to an impersonal institution may well have contributed to his current behavioural problems. Lev Vygotsky and Russian cognitive psychologist believed that development was guided by culture and interpersonal communication with significant adults. Being institutionalised will have reduced Dan`s chances of having regular important co mmunication with a significant adult. Vygotsky stated that to learn a range of tasks that are too difficult on their own, a child must be shown or guided by someone who is more knowledgeable. This became known as the â€Å"Zone of proximal development†. In the care setting where Dan spent his life, the chances of a child being challenged to learn new skills would have been diminished or non-existent. Vygotsky was the first to observe that social isolation caused a delay in both social and cognitive development. While(Ref 7) Martin E.P. Seligman an American psychologist in 1965 accidentally discovered learned helplessness, a behaviour resulting from an person`s apparent hopelessness over life events. Learned helplessness is common amongst those who have been institutionalised and behaviourists believe that it can also be unlearned. Dan was introduced to join the â€Å"Group† by his father in an attempt to increase his social circle and confidence by one to one befriending. Dan would have been assessed at his initial assessment by a member of the Group staff. He would have been asked a number of questions using PIES to establish what his Physical, Intellectual, Emotional, and Social needs were.   This information would have been put into his activity plan which we use instead of a Care Plan. As under the NHS and Community Care (Scotland) Act 1990 everyone is entitled to a care plan. Dan will have such a plan set up by the social work department. To increase his social circle as requested by his father, we included him in a number of activities which has expanded his scope of social activity and made him less isolated. Dan was rather introverted and shy but through one to one befriending I found that the activity he was most interested in was painting. I mentor at the art group which helps adults with le arning disabilities gain new skills, gain confidence, improve self esteem, socialisation and self actualisation through creativity. By doing the proposed activity I hope to help Dan improve the fourth stage of Maslow`s hierarchy of needs, of esteem.(Ref 8)Carl Rogers (1902-1987) the Humanist psychologiststressed the importance of creativity in making us able to attain our full potential. Creativity and producing art is healing, rehabilitating, life enhancing as well as satisfying. Although this will be a group activity I shall be concentrating on Dan for this unit. I have used and will continue to use the task-centred model in planning this exercise; this is a short-term problem solving approach. This had five phases- Problem Identification (assessment), Agreement, Planning goals, Achieving Tasks and Evaluation. Here, the client takes concrete action to solve the problem. The Initial interview or phase allowed Dan to express his need to have more confidence when in a room with more people in order to be able to enjoy more activities. He wants to complete a painting and to be present at its exhibition. To achieve these goals, we will agree on the steps and tasks that will allow Dan to attain his goal. We will emphasise the tasks that will be required to be completed to allow Dan to exhibit his work of art and agree on timescales for the tasks. Other interviews will take place to ensure that we are on track and that Dan still feels safe and confident doing the a greed tasks, if not we will look at other options available to us. After discussing and getting the agreement of my manager I spoke to Dan in comfortable and quiet surroundings, to discuss my proposals.   I asked Dan to sit down where I used the SOLER techniques to aid in communication. Using the SOLER theory I used the five basic components used in communication. I sat squarely on at the table turned towards one another. I adopted an open posture. I sat so that we had regular but varied eye contact and that Dan could see my facial expressions and gestures to aid in communication. This also let him know that I was involved in the situation. I leaned forward slightly to convey to him that I was interested and committed to actively listen to him. For this activity my aims and objectives are to: To ensure Dan is included in the process of planning this activity. To help Dan increase his confidence and show his creativity. To ensure that he feels safe, secure and comfortable during the production and exhibition of his art work. To have him exhibit a piece of art work, along with other art group participants, influenced by Africa and or Malawi. He has never exhibited his work before in an organised exhibition. Agree timescales for what we want to achieve. Planning: I will ensure that enough art materials, resource materials and paper are available for Dan to use. These will be available from the art cupboard. . Dan and I shall discuss how to mount his art work, which colour and type of mount board to use. We shall discuss where to position his art work on the selected wall. His art work will be completed within an art group setting over a 2hr period one week prior to our evening. I will ask staff members and volunteers to become part of art sessions with Dan and give each person a time and date to come along to the sessions prior to the exhibition as a slow introduction to an increase in group numbers. All of these activities will take place at â€Å"the Group† premises where I am confident that I am able to keep Dan safe. He is familiar with this space and feels secure here. Under the (Ref 9) Regulation of care Act (Scotland) 2001Dan has a right to feel safe and secure. I will do Risk Assessments at all activities as this complies with the(Ref C) Health and Safety at Work Act 1974. The exhibition will take place on May 20th2010. REFERENCES. Reference 1 : Data Protection Act 1998. http://www.opsi.gov.uk/Acts/Acts1998/ukpga_19980029_en_1 Reference 2 : http://www.childdevelopmentinfo.com/learning/learning_disabilities.shtml#What is a learning disability? [ii] Reference3: The Same as You† strategy of 2000.http://www.scotland.gov.uk/ldsr/docs/tsay-01.asp [iii]Reference 4: Elizabeth Bingham +. (2009). Sociology of Family. In: Heinemann HNC in Social Care. Edinburgh: Heinemann. 88-89. Reference 5: Elizabeth Bingham +. (2009). Sociology of Family. In: Heinemann HNC in Social Care. Edinburgh: Heinemann. 124 -125. Reference 6: Elizabeth Bingham +. (2009). Sociology of Family. In: Heinemann HNC in Social Care. Edinburgh: Heinemann. 84. Reference 7: Elizabeth Bingham +. (2009)Working with People who have Learning Disabilities. In: Heinemann HNC in Social Care. Edinburgh: Heinemann. 266. Reference 8: Cathy A. Malchiodi. (2007). Creativity- Drawing on Process. In: McGraw-Hill Art therapy Sourcebook. 2nd Ed. New York USA: McGraw-Hill. 65. Reference 9:Regulation of care Act(Scotland) 2001http://www.opsi.gov.uk/legislation/scotland/acts2001/asp_20010008_en_1 Reference A:The Human Rights Act 1998:http://www.opsi.gov.uk/acts/acts1998/ukpga_19980042_en_1: Reference B : NHS and Community Care Act 1990 http://www.opsi.gov.uk/ACTS/acts1990/ukpga_19900019_en_1 Reference e C: Health and Safety at Work Act 1974 :http://www.hse.gov.uk/legislation/hswa.htm Reference e D:Biza Stenfert Kroese+. (1997) Cognitive-Behaviour Therapy for People with Learning Disabilities: Routeledge.

Anz Introduction

Recommendation It is recommended that ANZ Bank’s management should reconsider customer value proposition, reputation and security risk as a consequence of ANZ Bank recent outsourcing strategy. This report discusses three main issues that ANZ Bank’s management may have to consider if it is to enhance strength and core competency. Customer value proposition Firstly, as ANZ Bank has stressed that ‘becomes a super regional bank’ is a core strategy objective (ANZ 2012), ANZ will have to consider the potential effect for customer value proposition as a result of recent outsourcing strategy.It has been pointed that the problem of losing managerial control that may arise from outsourcing (RBA tells bank to go slowly 2012). Weerakkody and Irani (2009) suggest that the loss of managerial control may negatively affect the quality of service which will lessen customer value proposition. Based on Porters’ five forces, ANZ Bank is involved in a situation of a high bargaining power of customers (loyalty) and the threat of substitution (Porter 1980). Reduced customer value proposition will enhance power of customers and threat of substitution (Porter 1980).Opponents may suggest that outsourcing will contribute to emphasising competitive advantage (Mcivor 2011). The competitive advantage of ANZ Bank is trade and supply chain (ANZ Trade & Supply chain – A Competitive Advantage 2009). Focusing on competitive advantage will enhance customer value proposition (Piggott 2012). It will assist ANZ Bank achieve its business objective. However, ANZ Bank outsourced 50 jobs include a head of human resources, credit officers and business analysts (Wade and Hawthorne 2012). Fail to package requirements and manage contract efficiently will often result in poor performance and raising cost (Scott 2008).If poor quality services are provided and ANZ Bank fail to control this, customer value proposition will be negatively affected. Therefore, the risk of r educed customer value proposition is a significant issue that ANZ Bank should consider. Reputation The second significant issues facing ANZ Bank will be the reduced reputation in light of ANZ Bank sends jobs overseas (Wade and Hawthorne 2012). According to utilitarianism, ANZ Bank’s manager should make decisions not only based on responsibilities to the company and shareholders but also employees and society (Hartman and DesJardins 2006).Staff reduction in domestic industry will negatively impact unemployment rate. The less society responsibility will influence reputation. Applying SWOT analysis to this case, weaken the internal strength of the worthy brand will put ANZ Bank in a less competitive position (Agarwal, Grassl and Pahl 2012). Critics of this issue may suggest that outsourcing is a method for cost saving. Based on deontology, ANZ Bank’s manager has to make decisions on the basis of responsibilities to the company and shareholders (Hartman and DesJardins 2006 ).Outsourcing is an effective way to execute responsibilities. ANZ Bank (2012) announced that customer focus is a strategy to drive competitive advantage. Indeed, outperformance of customer service will enhance reputation ANZ Bank much more significantly than outsourcing. However, Waters (2012) pointed out that offshoring may cause workforce problem which will threaten the reputation of ANZ Bank. If ANZ Bank fail to outperform competitors with customer service, the reduced brand image may lead ANZ Bank lose market share.Hence ANZ Bank will have to consider the potential problem of reputation. Security risk The third issue that ANZ bank should aware of is security risk which can strongly affect success of outsourcing (RBA tells bank to go slowly 2012). Nassimbeni, Sartor and Dus (2012) suggests that as the foreign organisation may have less protect in a cultural and legal environment, the security risk become more relevant. The security risk increases as sensible data are available f or providers, intermediaries and sub-contractors (Nassimbeni, Sartor and Dus 2012).The outsourcing industry which builds relationship with ANZ Bank can make profit through selling customer information to ANZ Bank’s competitors. Based on value chain, leak of customer information will reduce value of service (Needle 2010). Customers may switch to competitors. It can be argued that there is a contract which would protect data and customer information. The contract is legal protection tool to constrain operators (Nassimbeni, Sartor and Dus 2012). However, even if there is a contract, it does not guarantee everything will operate smoothly.The level of legal and judicial environment will affect the effectiveness of contract (Nassimbeni, Sartor and Dus 2012). For example, Vodafone has been suffered customer privacy leaks. It leads Vodafone faces penalties of up to $250,000 (Sydney Morning Herald 2011). Therefore, it is very important for ANZ Bank to consider security issue. Conclusi on Therefore it can be concluded that ANZ Bank should reconsider customer value proposition, reputation and security risk in response to the recent outsourcing strategy. Reference List Agarwal, R. , Grassl, W. and Pahl, G. 012, ‘Meta-SWOT: introducing a new strategic planning tool’, Journal of business strategy, vol. 33, no. 2, pp. 12-21, viewed 10 May 2012, Business Source Premier. ANZ, 2012, Our company: profile, Australia and New Zealand Banking Group Limited, Melbourne, viewed 6 May 2012, < http://www. anz. com/about-us/our-company/profile/>. ANZ Trade & Supply chain – A Competitive Advantage, 2009, Australia and New Zealand Banking Group Limited, Melbourne, viewed 6 May 2012,. Nassimbeni, G. Sartor, M. and Dus, D. 2012, ‘Security risk in service offshoring and outsourcing’, Industry management and data system, vol. 112, no. 3, pp. 405-440, viewed 10 May 2012, Business Source Premier. Needle, D. 2010, Business in context: an introduction to busin ess and its environment, 5thed. , Cengage Learning, Andover. Hartman, L. and DesJardins, J. 2006, Business ethics: decision making for personal integrity and social responsibility, McGraw Hill, Sydney. Mclvor, R. 2011, ‘Outsourcing done right’, Industrial Engineer, vol. 3, no. 1, pp. 30-35. Piggot, L. 2012, Introduction to business (BUSS1001), The University of Sydney, Sydney, 18 March, viewed 6 May 2012, < http://blackboard. econ. usyd. edu. au/ @@/81A8AC3019FFF9D178B10ACC0DBF3F0A/courses/1/BUSS1001_SEM1_2012/content/_559616_1/embedded/BUSS1001_Sem%201%2C%202012_Week%203%20Lecture. pdf> Porter, M. E. 1980, Competitive strategy: Techniques for analyzing industries and competitors, Free Press, New York. ‘RBA tells bank to go slowly’, 2012, Sydney Morning Herald, 29 March, viewed 6 May 2012, <

Team Assignment Essay - 5619 Words

Group 1 Team Assignment CSEC 630- 9026 Jeff Daniels Written by: Kevin Alton, Nadia Iqbal, and Alex Polevoy July 2015 Table of Contents Introduction.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 Section I: iTrust Threats amp; Vulnerabilities and Countermeasures.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..3 Section II: Recommended Changes to Security Management Policies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..7 Section III: Adaption of Requirements to Reduce Security Risk†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....†¦......11 Conclusion. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦21 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦23 Introduction†¦show more content†¦Ã¢â‚¬Å"Unlike PCI DSS, HIPAA itself does not descend to the level of security controls and technologies to implement. This requires the organizations affected by HIPAA—also known as â€Å"covered entities†Ã¢â‚¬â€to try to follow the spirit of the regulation as opposed to its letter† (Chuvakin amp; Schmidt, 2013). The iTrust database contains protected health information and therefore identifies as a covered entity and must establish safeguards to protect the confidentiality, integrity, and availability of electronic data. Compliance with HIPAA security standards in the areas of administrative safeguards, physical safeguards, stored data safeguards, and technical security mechanisms are required for an entity to achieve HIPAA compliance. Lack of Access Control The lack of administrative safeguards that control information access management concluded that the iTrust website and database lack the appropriate access controls to protect and safeguard patient data. Access controls should enable authorized users to access the minimum necessary information needed to perform job functions (HHS, 2007). Additionally, every person accessing the system should have a unique account for accountability and auditing purposes. HIPAA does not publish a guide with the exact security controls to achieve compliance, which is the direct opposite of PCI DSS. Instead, HPIAA would rather an organization achieve compliance with a sincere aspiration to protect sensitive patientShow MoreRelatedTeam Assessment Assignment : Team Evaluation1307 Words   |  6 Pages Team Assessment Assignment By Sylvia Slipetz McMaster University Team Assessment Assignment It is understood that interdisciplinary input has always been essential to find the optimal solution in healthcare. The teamwork required has historically had its own problems. This paper looks at the problems one team encountered and discusses the evidence-based theories and solutions and how they apply. 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FDR’s Alphabet Soup - 1158 Words

During the summer of 1933, job recovery was still a major part of ending the Great Depression. The National Industrial Recovery Act (NIRA) and the National Recovery Administration (NRA) was the largest piece of industrial recovery and regulations during the time period. FDR stated, â€Å"Its object is to put industry and business workers into employment and increase their purchasing power through increased wages.† It did abundantly more than that. It also ended child labor, sweat shops, and lowered weekly wages in the mining industry. It set a â€Å"code of fair competition† in place that fixed prices, wages and established production quotas. In March 1934, the NRA created a set of industrial codes for all industries. In total there were more than†¦show more content†¦It was not until the following year in July of 1935, that the next leading peace of legislation was put into effect. After the end of the NRA, the National Labor Relations Act (NLRA) was put in place shortly thereafter to protect the rights of employees and employers. The NLRA mediated industrial conflict among employees, their employers and the labor organizations. However, the NLRA did not cover Government or Union employers, municipal employees, or religious schools. The Regulations Act encouraged negotiations between all three to determine the circumstances of employment and gave everyone a right to organize against the companies. Along with the NLRA was the Fair Labor Standards Act (FLSA) during President Roosevelt’s second term in 1938. The Act would have been approved sooner but it took multiple tries for the to get passed. The FLSA further regulates hourly wages, child labor, and regulated the maximum workweek at 44 hours. It did require or regulate individual vacations for employers. 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National Identity- A Semse of a Nation as a Cohesive Whole...

National Identity - A sense of a nation as a cohesive whole, as represented by distinctive traditions, culture, and language1 The architecture of the Twentieth century has been shaped by powerful social, economic and political forces. This has stemmed from influence of war, diverse political regimes, national and international architectural movements and technological development. Along with this architects and ideas has been able to travel around the world more than ever before and from this designs have become apparent that sought to break with the past. Architecture that was once specific and local has now become global. It would seem that the national identity of the past has been sacrificed for the development of modernity. The†¦show more content†¦What is the architects role in cultural production? Is the architect an author or merely a service provider? A new era needs to begin were someone subverts this modern architectural language and brings back the national identity of a country, no matter how subtle it may be. Architectural styles have constantly been challenged and questioned throughout history so why cant this one? A key issue that arises from this is the idea of Preservation vs Modernisation. Preservation is a key aspect in keeping a national identity but this should not hold back the evolution of a country. Sentimentality should not take centre stage and preservation should only be acknowledged if the architecture can fulfil the function of the modern world. There would seem to be a fine line between national identity and modern evolution of a country. To truly understand what national identity means in a contemporary setting we must look back to the past and understand what it meant then and where we started to lose the notion of national identity. It would seem that national identity was lost far before the modern architecture of today. It can be traced back to the Modernist architecture movement, especially post WWII. The loss was through a lifeless environment of huge objects, bumper to bumper. The imperious and mute buildings [fig.1], with their endless rows of sameness, are in fact a shining example of modernist architecture taken at random from the cities of

Recruitment Practices at Hcl Free Essays

PROJECT REPORT on RECRUITMENT and selection PROCESS in an it organization w. s. r. We will write a custom essay sample on Recruitment Practices at Hcl or any similar topic only for you Order Now t. to HCL By A project report submitted in partial fulfillment of the requirements for the degree of master of Business Administration of ___________ University, INDIA CONTENTS INTRODUCTION CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL RECRUITMENT PROCEDURE IN HCL DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES AND EMPLOYEES /WORKERS REGARDING RECRUITMENT PROCEDURE IN HCL. CONCLUSION FINDINGS AND SUGGESTIONS ANNEXURES BIBLIOGRAPHY DECLARATON Synopsis on â€Å"Recruitment Selection Processin in an it organization w. s. r. t. HCL† submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration to Sikkim – Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship, or any other similar title or prizes. Place: Noida Date: _________ (Noopur sood) Registration No. 520851050 Certificate Project Report of Noopur Sood (Registration No. 520851050). Project Report on â€Å"Recruitment Selection Processin in an it organization w. s. r. t. HCL† is approved and is acceptable in quality and form. Internal ExaminerExternal Examiners (Mr. _________________) ACKNOWLEDGEMENT I am highly thankful to Mr. Israr Alam, Faculty Guide, Insoft, Sec-10, Noida for the scholastic kind advice and the valuable time that he gave during my Report. I shall be failing in my duty if I do not acknowledge my thanks to Staff members of my institute, without their guidance and cooperation this project would haven’t been successfully accomplished. I also express my gratitude to all those people who has provided me all the necessary information providing me throughout this infrastructure to carry out the project and people who were directly and indirectly instrument in enabling me to stay committed for the project noopur sood PREFACE The success of any business entity solely depends on how effectively does it utilizes its optimum resources and how soon does it make arrangements for the removal of the customer’s grievances. Moreover, the company should always be ready to make necessary changes according to the requirement in order to attract more customers so as to maintain a substantial growth in the market. The topic given to me was: â€Å"Recruitment Selection Process† I have tried to put my best efforts to complete this task on the basis of skill that I have achieved during my studies in the institute. I have tried to put my maximum effort to get the accurate statistical data. If there is any error or any mistake in collecting the data, please ignore it. INTRODUCTION HCL Infosystems HCL Infosystems(â€Å"HCL†) is one of India’s leading global IT Services Company, providing software- led IT solutions, BPO and Remote Infrastructure Management services. Making a foray into the services domain in 1997-98, HCL Infosystems focuses on technology and RD outsourcing, working with clients in areas at the core of their business. Partnerships and risk-sharing have been integral to company’s growth. Relationships have been cemented with partners in diverse areas such as investment banking and telecom. Keeping pace with the industry trend, HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services BPO, optimizing its business portfolio. About 25% of revenues now coming from these high growth segments of tomorrow. Product Engineering and Technology services along with Applications Enterprise Consulting services contribute equally to the revenues. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue, respectively. North America revenues continue to dominate with a share of about 60%. The company leverages an extensive offshore infrastructure and its global network in 15 countries to deliver solutions across select verticals including Banking, Insurance, Retail Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve month period ended 30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $ 764 million and employed 24,000 professionals. For more information, please visit www. hcltech. com WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT An organization is nothing without human resources. What is IBM without its employees? Same is in a hotel industry. It is totally based on managing people or manpower in an efficient way. When we think about the million of organization that provide us with goods and services, any one of more of which will employ us during our lifetime, often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances, such as when clerks go on strike at our local supermarket, or the teachers walkout from our schools, colleges or employees working in an hotel industry, that we recognize the important role play in making organization work. There are some question which are listed down in order to know how important HRM is are : How did these people come to be employees in an organization? How were they found and selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? If they are not, what can be done about it? Will today’s employees be prepared for the work the organization will require of them in ten, twenty – thirty years? Management : It is the process of efficiently getting activities completed with and through other people. The management process includes the planning, organizing, leading, and controlling activities that take place to accomplish objectives. With reference to our definition, Goals are the â€Å"activities completed†. Limited resources are implied in â€Å"efficiently†. People are those in â€Å"through other people†. First goals are necessary because activities must be directed toward some end. There is a considerable truth in the observation that â€Å"if you don’t know where you are going, any road will take you there†. The established goals may not so explicit, but where there are no goals, there may be a need for a new managers or no need for managers at all. Second, there are limited sources. Economic resources are scarce therefore, the manager is responsible for their allocation. This requires not only that managers be effective in achieving goals that are established but they be efficient in relating output to input. They must seek a given output with a lower input that is now being used or, for a given input, strive for a greater output. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly. Managers , then are concerned with the attainment of goals, which makes them effective, and with the best allocation of scarce resources, which makes them efficient. The need for two or more people is third and last requisite for management. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals. HRM AND ITS FUNCTIONS Human resource management is concerned with the â€Å"people† dimensions in management. Since every organization is made up of people, acquiring their services developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function :- Accusation, Development, Motivation and Maintenance – of Human Resource. ACQUISITION FUNCTION The acquisition function being with planning. Relative to human resource requirements, we new to know where we are giving and how we are giving to get these. This includes the estimating demands and supplies of labour. Acquisition also includes the recruitment, selection and socialization of employees. DEVELOPMENT FUNCTION It can be seen along three dimensions. The first is employee training which emphasizes skill development and the changing of attitudes among workers. The second is management development, which concerns itself primarily with knowledge acquisition and the enhancement of an executives conceptual abilities. The third is career development, which is the continual effort to match long-term individual and organizational needs. It also has a major unction, it prepares the employees to adopt change at any point of time. Since the scenario of the market changes day by day it is very important for an organization to keep his employees ready to face the change, and accordingly change in order to adapt the change in order to sustain in this competitive market scenario. MANAGEMENT FUNCTION The final function is maintenance. In contr ast to the motivation function, which attempts to stimulate performance, the maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization. MOTIVATION FUNCTION The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function alienation, job satisfaction, performance appraisal behavioral and structural techniques for stimulating worker performance, the importance of linking regards to performance, compensation and benefits administration and how to handle problem employees are renewed. In recent years, more emphasis was given on manpower because of the change in the society, attitude of an individual etc. etc. In a study ASID i. e. the AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine are of HRM. Training and Development Organization and Development Organization/Job Design Human Resource Planning Selection and Staffing Personnel Research and Information Systems Compensation/Benefits Employee Assistance Union/Labour Relations The outputs of this model are : Quality of Work Life Productivity Readiness to Change HRM MODEL | |Training and Development | | | | | |- Focus is on identifying and | | | | | |assessing | | | | | | | | | |Union/labour Relation | | | |Organization Development | |Focus : Assessing healthy | | | |Focus : assessing healthy inter | |union/organization relationship. | |? | |relationship as bell as intra | | | | | | | | |? | |? | | |Employee Assistance Focus : | |- Quality of work life | |Organization/Job Design. | |Providing personal prob lem | |- Productivity | |Focus : defining how tasks, | |solving, canceling to individual |? |- Readiness to change |? authority and system will be | |employees | | | |organized | | |? | |? | | |Compensation and Benefit | | | |Human Resource Planning : | |Focus : Assessing compensation and| | | |Determining the origins major HRM | |benefits | | | |needs strategies and policies | | | |? | | | |? | | | | |Personnel research and | |Selection and Staffing : | | | |information systems | |Focus : Matching people and their | | | |Focus : assuring a personnel | |career needs and capabilities with | | | |information base | |join and career path | | | From the above introduction about Human Resource management, it has been pretty clear that how important is human resource and its allocation. Again it depends on human resource planning. So the next question which arises is what is Human Resource Planning? HUMAN RESOURCE PLANNING It is one of the most important and essential programme of Human Resource Management. Human Resource Planning is the process by which an organization ensures that it has right number of people, right kind of people, at the right places, at the right time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which will help the organization to achieve its overall objectives as well as goals. Human Resource Planning then, translation the organization’s objectives and plans into the number of workers needed to meet those objectives. Without clear-cut planning, estimation of organization’s human resource need is reduced to more guesswork. Of all the â€Å"MS† in management (the management of materials, machines, methods, money, motive power), the most important is â€Å"M† for men or manpower. Manpower is a primary resource without which other resources like money, machines materials can not be put to use. Even in the age of computer and Robert it requires human resources to execute it and plan further improvement. It is the most valuable asset of an organisation. If people of poor caliber are hired, nothing much can be accomplished and Grasism’s law will work the bad people will drive out the good car cause them to deteriorate. Organisation of men for managing a purpose is age-old, even though, this science of management is yet in a developing stage especially in developing countries. Effective utilisation of manpower resources is the key note of manpower management. Ever since the factory system, production managers have devoted a great deal of time and effort to the physical organisations of the industry. During the nineteenth Century the average employer in their efforts to reduce costs centralised their attention upon management of men and machines. Man management is basically concerned with having right type of people available as and when required and improving the performance of the existing people to make them more productive on their job. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. Recruiting is the discovering of potential applicants for actual or anticipated organisational vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs. It’s purpose is to pave the way for the selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The smallest number of potentially suitable candidates can in theory, of course, be any number. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. SCOPE OF THE STUDY : At this point we are nor concerned with desirability of recruitment process since it can not be avoided. Instead our concern is focussed of those questions like recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad, effective or ineffective. SIGNIFICANCE OF STUDY : Without focussing the pattern of management, organisation philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the ndustry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right ti me and at right places through and the planning period without hampering productivity. PURPOSE OF THE STUDY : The objective of the study is to analyse the actual recruitment process in HCL , and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it ? And what are the options of the family members of the organisation? The study on recruitment highlights the need of recruitment in HCL InfosystemsLimited. METHODOLOGY : The study is carried on in a proper planned and systematic manner. This methodology includes Familiarization with the organisation. Observation and collection of data. Analysis of data. Conclusion and suggestion based on analysis. HYPOTHESIS The organisation follows a systematic recruitment process, which contributes towards continuous flow of production without shortage or excess of labours. SAMPLING The study covers 10 executive, 20 employees from different departments/ sections of HCL as sample in order to elicit relevant facts. Since it is not possible to approach each and every manpower of the organization. UNIT OF STUDY: An executive and a worker irrespective of their position and placements in any of the departments of the organization is considered as unit of study. SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records, books, diary and magazines were used. Thus the source of data collection were as follows: SOURCE OF DATA COLLECTION PRIMARY SECONDARY 1. interview schedule1. Diary 2. Questionnaire2. Books 3. Opinion Survey3. Other records 4. Magazines The investigator used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedules were used for workers clerical, category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade union members of the organisation. The investigator used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondents. TABULATION, ANALYSIS AND INTERPRETATION: After completion of data collection the editing of the responses go obtained was done. This edited data further codified and code book was prepared. On the basis of these tables the data were interpreted and analysed and conclusion was drawn. LIMITATIONS: Every scientific study has certain limitations and the present study is no more exception. These are: – Interviewing of the executive of top echelon position who are making recruitment is busy in the Organisation State of affair. So it is not possible to contact all of those every busy executives. The terminology used in the subject is highly technical in nature and creates a lot of ambiguity. Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study. All the secondary data are required were not available. Respondents were found hesitant in revealing opinion about supervisors and management. In spite of all these limitations, the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run implementation. ABOUT HCL In the early 70s, a group of young, enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a new company called Micro comp. To start with they decided to capitalize on their marketing skills. Micro comp marketed calculators and within a few months of starting operations, company was outselling its major competitors. In 1976, Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. Impressed by their technical and marketing competence, UPSEC agreed to set up a joint venture. On the 11th of August 1976 Hindustan computers Limited was incorporated as a join venture between the entrepreneurs and UPSEC and with an initial equity of Rs. 1. 83 lakhs. HCL InfosystemsLimited (HCL) has now become India’s one of the big technology integration company. Over the years, HCL Infosystemshas positioned its business operations to fulfill its vision statement: ‘Together we create enterprises of tomorrow’. The overarching theme for the company’s swift progression into the software and services arena, in India and globally, is evolving. Signifying a state of constant growth, the evolve theme is visible in the many ways that HCL Infosystemshas undergone a metamorphosis into becoming a complete IT solutions company. The menu of HCL Infosystemsglobal services broadly covers IT consulting and professional services in the area of vertical applications, technology integration, ERP implementation and software development. This also includes a complete portfolio of systems and network services for development. This also includes a complete portfolio of systems and network services for Facilities Management, Helpdesks, Systems Supports and network and Internet Implementation. HCL Infosystems’ global customers include Samsung, Government of Singapore, and AMAL insurance Jurong Port in Singapore and Malaysian’s BSN commercial bank, SIA, DBS bank, Maybank life assurance charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global customer in the government sector is Inland Revenue authority of Singapore, civil aviation authority of Singapore, Singapore power, ministry of education, health and national development, telecom authority of Singapore and penang state govt. HCL Infosystems’ chosen platform of total technology integration lends itself to some very significant alliances with the global leaders. Among its partner are HP for high end AISCE/UNIX services and workstation and HP Open view network management solution; Intel for PC and PC server building blocks; Microsoft,novell and SCO AG solutions; Red hat ;Linux; Samsung; Pivota for CRM solution and ORACLE Sybase and Informix for RDBMS platform. INDIAN HARDWARE INDUSTRY AND HCL INFOSYSTEMSLTD. The Indian IT and Electronics market in 2004-05 was worth US$ 32. 9 billion of which US$ 19. 7 billion consisted of software. Electronics and IT hardware production stood at US$ 13. 2 billion. Some 4,100 units are engaged in electronics production manufacturing goods as diverse as TV tubes, test and measuring instruments, medical electronics equipment, analytical and special application instruments, process control equipment, power electronics equipment, office equipment, components etc. Market researcher IDC estimates that the market-value estimate over next 3 years for hardware products is Rs. 79,000 crores The Indian electronics and hardware industry has been lagging behind the impressive performance of the software sector. Most of the hardware requirements of the burgeoning software and telecom sectors are met by imports which are about 25%. The Ministry of Information Technology, Govt. f India has estimated that the total requirement of hardware and components by 2008 would be in range of US$ 160 billion and the investment required in the manufacturing facilities would be US$ 16 billion. NASSCOM, the leading IT industry body estimates that to achieve a software export target of US$ 87 billion in 2008, the hardware requirement would be US$ 50 billion. By far the most comprehensive study was carried out by Ernst Young in association with MAIT, the hardware industry body in 2002. It estimates that given the right incentives, India’s electronic hardware industry has the potential to reach US$ 62 billion by 2010, twelve times its existing size with the domestic market accounting for US$ 37 billion and exports of US$ 25 billion. The major export opportunities would be in the area of innovative new products, contract manufacturing and design services. This shows that there are large opportunities for Indian companies to increase their strength and grave these opportunities for future growth. HCL InfosystemsLtd is one of those companies which are working to increase their network and making innovative new products. HCL InfosystemsLtd. is currently engaged in selling manufactured hardware (like PCs, servers, monitors and peripherals) and traded hardware (like notebooks, peripherals) to institutional clients as well as retail channel partners. Besides, it offers hardware support services to existing clients through annual maintenance contracts, net work consulting and facilities management. In 2002-03, HCL’s total hardware turnover was Rs. 10. 97 billion, higher by around 24% over the corresponding figure for 2001-02. Of this, manufactured hardware constituted 60%, traded hardware 32% and hardware support services 9%. The company’s reported operating margins in 2002-03 (including six months of OA, telecommunication and software businesses) increased to 6. 7% from 5. 9% in 2001-02, primarily because of better margins in hardware. While average material costs declined in 2002-03, the company was able to retain a part of the margins in its product realizations. Better margins in hardware resulted in the return on capital employed (ROCE) from hardware increasing from 11. % in 2001-02 to 25. 6% in 2002-03. In the domestic home PC organized sector, HCL Infosystemsis the market leader. Other players include Zenith Computers, IBM, Sun Microsystems, Wipro, Hewlett Packard. Assembled personal computers have a large presence in the domestic home PC market, accounting for a chunk of the total sales. The overall market for desktop personal computers registered a 28. 2 percent growth during calendar year 2004 as compared to the previous year. What is significant is that branded PCs continue to make impressive gains against the gray market. According to IDC, the share of branded PCs grew from 36. 2 percent in 2003 to 49. percent in 2004, registering an impressive growth rate of 74. 3 percent. Interestingly, the gray market remained flat, registering a growth of 2. 2 percent, while the total desktop PC market registered a growth of 28. 2 percent. According to IDC, the recent re-surfacing of finance-based purchase options had an accelerating effect on the consumer desktop market, which is already witnessing a consistent drop in end-user prices for both the branded and unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the market leader with a share of 13. 7 percent. The company registered a 91. 4 percent growth during 2004 as compare d to the previous year. HP followed HCL with a market share of 11. percent. HP too grew at a blistering pace registering a growth rate of 73. 03 percent. IBM is in the third place with a market share of 6. 2 percent. IDC is not the only research firm confirming the signs of robust growth. Gartner, in a recent report, states that the Indian desktop market grew by 31. 5 percent in 2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, â€Å"Peaking business confidence based on strong economic growth catalyzed PC purchases in both consumer and corporate segments throughout 2004. † While every research firm has given different figures, one thing is common—the PC market is booming at double-digit growth rates. MAIT (Manufacturers Association of Information Technology) estimates that the desktop PC market grossed 17. 1 lakhs units in the first half of fiscal 2004-05, registering a growth of 37 percent over the same period of the previous fiscal. With the Indian economy booming, MAIT estimates that PC sales will touch the 40 lakhs mark in fiscal 2004-05. The buoyancy in PC sales can be attributed to increased consumption by traditional industry verticals such as telecom, banking, financial services and insurance, BPO, manufacturing and government. Consumption also increased in non-traditional sectors such as education, retail outlets and self-employed professionals. In future, HCL’s hardware sales to the institutional segment are likely to remain stable, with sustained hardware spending by all the verticals, especially the banking and financial services sector. Besides, in retail hardware sales, a continued reduction of price points, facilitated in part by the recent reduction in excise duties on PCs, is likely to reduce the price advantage of the small assemblers, and augur well for branded PC manufacturers like HCL. In the medium term, HCL’s margins, despite its sales tax advantages, may be affected by the likely removal of duty protection on manufactured PCs from the year 2005. Current Market Share of various IT players in over all Desktop Market in 2004   Vendors |Units |Market share(percent) |Units (2004) |Percentage of Units Shipped |Year-on-Year Growth (percent) | | |(2003) | | | | | | | | | | | | |HCL |232,169 |9. 2 |4,43,535 |13. 7 |91. 04 | |HP |221,964 |8. 8 |3,84,058 |11. 9 |73. 03 | |IBM |132,582 |5. 3 |1,98,973 |6 . 2 |50. 8 | |Source : IDC India | Total desktop market | |   |Units (2003) |Percentage of Units Shipped |Units (2004) |Percentage of Units Shipped |Year-on-Year Growth(percent) | |Branded |911,403 |36. 2 |1,589,016 |49. 2 |74. 3 | |Grey |1,608,752 |63. 8 |1,643,694 |50. 8 |2. 2 | |Total |2,520,155 |100 |3,232,710 |100 |28. | | Source : IDC India | [pic] From the above figure we can clearly see that HCL emerged as the clear winner among the branded PC companies with 34% or 13. 7% of market share followed by 30% or 11. 9 % of market share by HP. IBM was third in the race with only 15% or 6. 2% of market share of branded PC computers. Along with becoming the market leader in branded PC HCL Infosystemsalso became 1. 3 Billion Dollar company in April 2006. SUCCESS STORY Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters in 1977 to the country’s top IT group today, with revenues closing in on Rs 5,000 crore 975: Six young men get together over a cup o f coffee and snacks. The conversation veers from cars and travel to jobs, career and the future. Since they all work together, its only natural that they talk shop. They also explore the possibility of starting a company of their own-one rooted in values, directed at creating a market for its products in a segment hitherto unexplored, hardware. Microcomp is born. The initial investment-all their savings, making up seed capital of Rs 1. 87 lakh. â€Å"Six of us, all with DCM, wanted to start a computer company. But we didn’t have enough funds. We decided, therefore, to settle for a close second-we set up a calculator company, Microcomp. We were, of course, working our way upward, towards creating a computer company, till someone informed us that we would need a license for the same. The Uttar Pradesh government was offering an open license of this nature around that time. We acquired it and created Hindustan Computers Ltd (HCL). The name itself had a reason behind it-it denoted largeness, it was Indian, it was patriotic, it was perfect†¦ Two more of our friends joined us later to set up Hindustan Computers in August 1976-that took the number of people who started HCL up to eight,† remembers Ajai Chowdhry, one of that original group of eight and now President and Managing Director of HCL Infosystems. We dreamt of working in an industry that would revolutionize businesses, an industry that gave everyone an equal chance to succeed†¦ We also knew we wanted to dominate it. Through these years, we have retained our number one position and sustained our growth. The one business strategy that has dominated a nd been at the core of our business is constant adaptation and renovation. We have also developed new paradigms for new opportunities,† adds Shiv Nadar, Chairman of HCL Infosystems. A teething problem faced by the company-getting imports through. The regulations and laws of the time did not allow the import of technology. Components and sub-assemblies, however, could be imported. â€Å"The latter was a very expensive affair. This led to a sharp focus on in-house design. The first product we came out with was targeted at the engineering research market-Micro 2200, based on a 4-bit microprocessor from Rockwell,† says Chowdhry. With Micro 2200, orders poured in for HCL. â€Å"We had no products, and we couldn’t simulate them, so we had to create a bread-board model. We actually had people coming to us and looking at these models and placing orders-they believed in us! † The deadlines were tough, but they had to be met, or the orders would fall through. The first deadline was March 31, and everyone worked night and day for weeks. The final delivery date-March 27. â€Å"I remember a particular instance. After setting up of HCL (Chennai), we were flooded with orders, especially from IIT Chennai. I personally went to the airport in my old Fiat and delivered the units personally to the IIT professors,† recalls Chowdhry. When MNCs weren’t popular If we tabulate the history of Indian business, 1977 will go down as a â€Å"funny† year. It was in 1977 that the Janata Party government came to power. Among their first actions on the commerce front-asking IBM and Coke, among other multinational companies, to either increase the component of Indian holdings or move out. They moved out. â€Å"That was a stroke of luck for us,† says Chowdhry. â€Å"We created an eight-bit computer, our first usage of Intel architecture. We went and sold that to lots and lots of companies, among them a cement company that used four floppies to manage the payroll of all its 3,000 companies. â€Å" Three years later, in 1980, HCL became a Rs 2-crore company. â€Å"We decided to expand overseas and entered the Singapore market, armed with some expertise in hardware and targeting the SME market. However, once there, we realized that the demand was more for solutions, not so much for boxes. We set up a software factory in Chennai-we would go to customers and tell them we would do everything-make the box, write the software, train the staff, maintain the equipment, the works†¦ And we had to do $1 million in orders out of Singapore between August 1 and December 31, 1980. That was the make or break point-less than that and we wouldn’t have the cash flow to run the company. In the nick of time is how things worked out-HCL Singapore managed that figure on the morning of December 31. HCL Group: How the Dream has Evolved 1975 Shiv Nadar and five colleagues start Microcomp 1976 HCL promoted with startup capital of Rs 1. 83 lacs (US$ 3826. 85) 1980 HCL’s first transnati onal venture, Far east Computers, established in Singapore 1981 Set up NIIT, India’s first private sector IT education institution. 1985 HCL America established with headquarters at Sunnyvale, California 1991 HCL and HP, USA agree to enter into a partnership to form HCL HP 1994 HCL Tech formed as separate software company 1996 Joint venture with James Martin Co. nd Perot Systems Corporation 1997 HCL Tech incorporated in UK, Germany, France, Sweden, Belgium, Italy and Switzerland 1998 Operations started in Japan, Hong Kong, Australia, and New Zealand 1999 Initial Public Offering made by HCL Tech Formation of Global Board of Directors and Advisory Board. Audit, Compensation and Related Party Transaction Committees set up Implementation of ‘Glocal’ Management Concept 2000 Large deals with Bankers Trust, KLA and GTech 2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm, Apollo Contact Centre HCL Enterprise Solutions formed as a joint venture with C omputech Corporation, Inc, USA The Singapore experience taught the founders a lesson-designing and manufacturing products in India and selling them overseas was akin to walking a tough and profit-less path. This was when we decided to walk the software integration road. We created the integration database, much before Intel†¦ but we killed it! We were so naive, we killed a product line like that,† says Chowdhry. In 1984, the new computer policy was coined and standards were put in place. This saw a major move by banks toward the Unix platform. â€Å"A few companies approached us and we decided to launch the personal computer in India. We had three weeks to do this. Our people flew all over the place, including Taiwan and Bangkok, and brought back PCs. We took them apart, studied them and got into manufacturing mode. We launched our PC in three weeks. And that, incidentally, how Busybee was born,† says Chowdhry. A turning point came in 1989, just when the PC and software integration business was chugging along smoothly. McKenzie Company approached HCL and offered to carry out a study for HCL, entitled HCL’s Entry Into America. â€Å"We told them we were too small and couldn’t afford them. They did a project for us anyway, and refused to charge us any money,† says Chowdhry. When the findings of the study were presented to the top brass at HCL, the company moved into the US market-HCL America was born. â€Å"We marked the entry into the US market with hardware. We had no environmental clearances and fell back. We could not deliver as promised. Our entry strategy was right, but the product wasn’t. We were in big trouble-our overheads were high, we had no revenues†¦Ã¢â‚¬  Unix to the rescue It was the US reversal that made HCL look at newer avenues, and a path that would lead to more revenues. â€Å"That is how our software strategy was born, and we capitalized on our Unix strengths. Around this time, we were in talks with Hewlett-Packard for a joint venture. We were also working on Apollo, and HP bought out the product. About the same time as out foray into the US, we tied up with HP. At that time, HP was smaller than the behemoth it is today, but it still boasted global expertise. And that was something we wanted,† says Chowdhry. However, HP asked HCL to close down its RISC and Unix RD setup. Unwilling to down shutters on a going and profitable effort, HCL created a new opportunity out of the situation-HCL Consulting was set up and the said works were moved in to this new company. â€Å"We had our people working at the HP research centers, taking in all of the technologies. This was a great learning period and had a mushroom effect subsequently, when HCL Consulting turned into HCL Technologies,† says Chowdhry. And along the line, HCL Infosystemswas also set up. Chowdhry remains upbeat on the company he runs on a day-to-day basis, HCL Infosystems-despite the predicted flat growth in the current year. HCL Insys focuses on the domestic products and software businesses and its main areas of operations are: -Products System Integration: PCs, Phones, EPABXs, SI. HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS HCL Advantage HCL Infosystemsdraws it’s strength from 27 years of experience in handling the ever changing IT scenario , strong customer relationships , ability to provide the cutting edge technology at best-value-for-money and on top of it , an excellent service support infrastructure. Today HCL is country’s premier information enabling company . It offers one-stop-shop convenience to its diverse customers having an equally diverse set of requirements, be it a large multi-location enterprise, or a small/medium enterprise, or a small office or a home, HCLI has a product range, sales and support capability to service the needs of the customers. The last 27 years apart from knowledge and experience have also given continuity in relationship with the customers, thereby increasing the customer confidence in HCL. Our strengths can be summarized as: – Ability to understand customer’s business and offer right technology – Long standing relationship with customers – Pan India support service infrastructure – Best-vale-for-money offerings Technology Leadership HCL Infosystemsis known to be the harbinger of technology in the country. Right from our inception we have attempted to pioneer the technology introductions in the country either through our R or through partnerships with the world technology leaders. Using own R HCL has: Created own UNIX RDBMS capability (in 80s). – developed firewalls for enterprise personal system security. – launched our own range of enterprise storage products. – launched our own range of networking products. HCLI strive to understand the technol ogy from the view of supporting it post installation as well. This is one of the key ingredients that go into strategic advantage. HCL Infosystemshas to its claim several technology pioneering initiatives. Some of them are: – Country’s first DeskTop PC – BusyBee in 1985 – Country’s first branded home PC – Beanstalk in 1995 – Country’s first Pentium 4 based PC at sub 40k price point – Country’s first Media Center PC MANUFACTURING HCL’s computer hardware manufacturing plant is strategicaly located in the Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast of the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for Industises of local Govt, , Inland Container Depots, attractive power and labour rates – makes Pondicherry an ideal place for business. Started in 1996 – with only Unit 1 – it now has 3 Units (Unit 1,2, 3) with a built up area of 3,23,000 sq. ft. , PMO has a monthly capacity to make 50,000 desktops and 2000 servers. The infrastructure is state of the art , one of the best largest in India. |[pic] |[pic] | All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also Awarded MAIT Level 2 – by European Foundation for Quality Management in the year 2001 . HCL was also awarded ELCINA’s (Electronic Component Industries Association) Quality Award for the year 2002- 2003 PMO also has Product Engg Group (PEG) and R teams constantly engaged in developing new products and solutions. Driven by a strong Manufacturing Objective â€Å"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL AND INTERNAL CUSTOMERS, THE FIRST TIME, EVERY TIME. † All processes in the manufacturing are aligned to this guiding objective . A strong emphasis of â€Å"Quality by Process† is ensured across all processes. The products manufactured here undergo stringent tests that ensures their ruggedness durability , which may be deployed anywhere in India and may have to face severe conditions like – heat , humidity , rough transportation handling . Our products undergo drop tests , hot cold temperature chamber , client-site simulation tests , reliability tests et al . Computers are shipped to locations all over India with an extensive network of professional logistic support partners. There is also a Customer satisfaction cell, in plant, to take care of problems reported from field. Customers, sales marketing, support personnel, dealers distributors are encouraged to visit the plant to see, for themselves, what all goes in making a quality computer system. Philosophy of Quality â€Å"We deliver defect-free products, services and solutions to meet the requirements of our external and internal customers, the first time, and every time. † To exist as a market leader in a globally competitive marketplace, organizations need to adopt and implement a continuous improvement-based quality policy. One of the key elements to HCL’s success is its never-ending pursuit of superior quality in all its endeavors. HCL INFOSYSTEMSbelieves in the Total Quality Management philosophy as a means for continuous improvement, total employee participation in quality improvement and customer satisfaction. Its concept of quality addresses people, processes and products. Over the last 20 years,HCL has adapted to newer and better Quality standards that helped us effectively tie Quality with Business Goals, leading to customer and employee satisfaction. QUALITY AT HCL INFOSYSTEMSLTD. The history of structured quality implementation in HCL Infosystemsbegan in the late 1980s with the focus on improving quality of its products by using basis QC tools and Failure Reporting and Corrective Active Systems (FRACAS). And also employed concurrent engineering practices including design reviews, and rigorous reliability tests to uncover latent design defects. In the early 90s, the focus was not merely on the quality of products but also the process quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-certified in 1997 to ISO 9001-2000 (for Design Manufacture of Personal Computers, Business Servers, Work Stations and their Associated Sub-Assemblies). In early 1995, a major quality initiative was launched across the company based on Philip B. Crosby’s methodology of QIPM (Quality Improvement Process Management). This model was selected to because it considered the need and commitment by an organization to improve but more importantly, the individual’s need towards better quality in his personal life. Under our Quality Education System program, we train our employees on the basic concepts and tools of quality. A number of improvement projects have been undertaken by employees, whereby process deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle times in various processes, including personal quality. HCL has received MAIT’s ‘Level II recognition for Business Excellence’ for initiatives in the Information Technology Industry, adding another commendation to progress. MAIT’s Level II recognition is based on the ‘European Foundation for Quality Management’ (EFQM), for gaining quality leadership and business competitiveness. Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for Infostructure Services (for Consultancy, Implementation, Support, Audit Management Services for Information Technology Solutions in the domain of Networking, Security, Facilities Management and System Integration) and award of First Prize by ELCINA (Electronic Component Industries Association) for Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers (Leadership Management commitment, Resource Management, Product Realisation, Measurement Analysis Improvement) and Results (Product Quality, Customer / Stake holder satisfaction , Business results). The tryst for continuous quality improvement is never-ending in HCL. HCL always strive to maintain high quality standards, which help us fulfill mission to provide world-class information technology solutions and services, to enable customers to serve their customers better. CUSTOMER SATISFACTION One of the cornerstones of strategy has been a very strong customer focus. 27 years of experience in servicing a varied range of customer requirements has given domain knowledge of customer’s business. As a result of this it is able to provide exact solution to customers’ needs. During these years they have been able to cement their relationship with customers and gaining their trust and confidence as well. Today for desktop PC, they have more than 8 lakh units installed units. HCL enjoy considerable market share in segments like Government, Banking Finance and Education research. SUPPORT SERVICES HCL InfosystemsService Support infrastructure is one of the widest in the country. No matter where you are, there’s an HCL Service Centre near by. Products are backed by an extensive direct support infrastructure spread across 170 locations nationwide which offer 24 x7 support offering for critical sites. Channel strength is a balanced mix of retail outlets, resellers distributors. It was strong focus on distribution network that led HCL in devoting few brands exclusively for channel. They are – Beanstalk, BusyBee, Netmanager (servers), and recently launched EzeeBee. Today distribution network helps it take a varied product range to customers in every nook corner of the country . The product range includes DeskTop PCs, Servers, Laptops Pocket PCs. CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment. The entire report is divided into various sub-sections which appear in a chronology of events that are steps in the process. DEFINITION The success of and organisation largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job. It is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organisation. Procurement function of personnel Department includes three major sub-functions- (A) Recruitment; (B) Selection: and (C) Placement on the job. Recruitment is the positive process of employment. The process of Recruitment is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organisation. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force. ————Yoder OBJECTIVES To structure the Recruitment policy of HCL InfosystemsLimited for different categories of employees. To analyse the recruitment policy of the organisation. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. SCOPE OF RECRUITMENT It extends to the whole Organisation. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF HCL Category IAll workmen, All Assistants (Accounts, Stores, Field), clerk, Typist, Steno-Typist, Stenographer, Computer Operator. Category IIAccountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P. A, Sr. P. A, EDP Programmer up to officer, Admin. / personnel / HRD officer, Inspector. CATEGORY IIISecretary, Executive Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent. CATEGORY IVAGM, DGM, GM, SR. G. M. CATEGORY VVP above. ORGANISATION STRUCTURE OF HCL A brief introduction to Divisional / Departmental heads. CHAIRMAN AND MANAGING DIRECTOR: CMD holds to most position in the organisation. He is the owner of the Company. He guide the functional heads to smoothen their activities. It is the key position in the organisation. DIRECTOR OPERATIONS: He is the overall incharge of P, HRD, Systems, TQM and Critical Issues. GM-PRODUCTION: He is the overall incharge of works. He is directly involved in production planning. He formulates various policies for betterment of the product. He issues guidelines to Production Department and Quality Control Department for implementation of the policies. VP-FINANCE: He is directly involved in finance matters and finance policy. He is also involved with personnel department for wages compensation, salaries and other financial benefits. AGM- PERSONNEL ADMINISTRATION : He is the overall incharge of personnel, Administration and Industrial Relations of the group and also oversees the HRD activities. SR. MANAGER-CORPORATE HRD: HRD Department is responsible for better utilisation of manpower through Recruitment’s, Selections, Training, Development, Retention and Welfare of the group. It is involved in policy formation and its implementation. VP-MHD: He is the profit center head of the Material Handling Division. He is responsible for Design and Projects Execution. VP-BUSINESS DEVELOPMENT: He is the main source of Business Procurement to MHD. SR. GENERAL MANAGER He is responsible for marketing, Design, Estimation and Projects Management. RECRUITMENT PROCEDURE IN HCL Human resource is a most valuable asset in the Organisation. Profitability of the Organisation depends on its utilisation. If their utilisation is done properly Organisation will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job analysis, job descriptions, Job Specifications. HCL procure manpower in a very scientific manner . It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccess. Before recruit a person all information regarding job, working conditions, duties and responsibilities of job doer, Skills experiences qualifications of an employee to do the particular job is highly essential. To obtain the pertinent information regarding job, duties, responsibilities, working conditions, skill efficiency, education and experience of the employee, HCL, gets the help of Job analysis, job description and job specifications. JOB ANALYSIS FORM OF HCL InfosystemsLtd. Job Title†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Code No†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦ Location †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦ Analyst†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Reason for the job †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ supervised.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Wage or salary range†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Relation to other jobs: promotion from†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Promotion to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job summary: Work performed:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Major duties :†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Other tasks:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Equipment/Machines used:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Working condition†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)type of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Length of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervision : (a) Positions supervised†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (b) Extent of supervision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job knowledge :(a) General †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (b) Technical†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Special†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Responsibility :(a) For product and material †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. For equipment and machinery†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ For work of others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. For safety of others†¦Ã¢â‚¬ ¦ Physical demands : physical efforts Surroundings Hazards Resourcefulness JOB SPECIFICATIONS FORM OF HCL Job Title : Drill OperatorDepartment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Job Code †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. REQUIREMENTS 1. education : ability to read and understand production orders and to make simple calculations. Preferably high school certificate. 2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFORT: No special physical effor t is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. PROCEDURE OF RECRUITMENT Following process of Recruitment has been followed in HCL . 1 REQUISITION 1) for new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MD’s approval. INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATE |TIME |REMARKS | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Interview call letter Date —————- Dear Sir, â€Å"___________________________________________________† This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the undersigned on†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. at†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦a. m. /p. m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation How to cite Recruitment Practices at Hcl, Essay examples