Down East Spud Busters Essays

Down East Spud Busters Essays Down East Spud Busters Essay Down East Spud Busters Essay With the completion of phase one, Spud Busters anticipates sales revenue to triple from the existing yield of potatoes. Phase two of Down Easts plan calls for a connation sales and dilutions program to be established for the company. The third and final phase of spud Busters strategic plan anticipates bulging a second manufacturing facility in five years in Idaho. In this part of the plan, the company would also oversee an increase In crop planting and yield in both territories. But perhaps the most grandiose strategic idea that this company has is to expand Its market territories Into Europe and the Pacific Rim. This Is set to come about during the final phase of the plan. These business Ideas are not too bad for just plain ole tater growers to have, wouldnt you say? Bringing this proposed strategic plan to fruition would certainly provide Down East Spud Busters with achievement of its goal for future growth in the industry. Chapter Topics Related to the Case: Diddles ten concept AT organizing Discuss how the concept of integration may impact upon a company like Spud Busters Identify how managerial issues such as span of control and authority may affect a company like Spud Busters Describe and discuss the concept of delegation Identify how the concept of delegation may effect individuals such as the sales associates of Spud Busters Case Discussion Questions: Select from the chapter text options and prepare an organizational chart for the national distribution program that this company is about to embark upon. Be sure to incorporate the companys goals into your overall structure. Suggested Response: Various organizational charts are to be expected in the individual student response to this question. However, acceptable responses must incorporate the following guidelines and information: (1) the boxes represent the different work, (2) he titles in the boxes show the work performed by each unit, (3) reporting and authority relationships are indicated by solid lines showing superior-subordinate connections, and (4) levels of management are indicated by the number of horizontal layers in he chart. 2. Given the vast geographical expanse and logistical challenges of this new program, what recommendations do you have for the company regarding HER policies and procedures? While a variety of HER suggestions are to be expected, the following information will serve to represent some of what may be anticipated. 1) Develop clear company guidelines as to performance standards, (2) Establish a guiding code of ethics, (3) Have guidelines for diversity training and awareness, (4) Develop understandable Job descriptions, and (5) Establish guidelines that identify set rewards and punishment standards. . What other types of industries could use the model from this case as a means to expand sales nationally or internationally? Students may identify any one of a myriad of other industries. However each response should be supported with factual reasoning. A suggested response ay be Washington state apple growers. These growers could expand their business into apple butter, apple pies (frozen and re ady-to-bake), and apple drinks such as cheer. I Nils type AT Dustless could utilize a plan salary to ten one propos case to expand in the overall industry. Additional Discussion Questions: 1 . Down East Spud Busters has a future plan for utilizing sales associates that work out of their own homes. Each of these associates will have specific assigned territories and a broad range of functions to accomplish in the performance of their Job duties. Differentiate between responsibility, authority, and accountability. Rank these three terms in the order you perceive the future Spud Busters associates as having, going from the highest to the lowest. Responsibility refers to the assignment of a task that an employee is supposed to carry out. Authority refers to the legitimate right to make decisions and to tell other people what to do. Accountability refers to the expectation that employees will perform a Job, take corrective action when necessary, and report upward on the status and quality of their performance. One suggested response to this question segment is to rank the terms in the following order: responsibility, accountability, and authority. Students may present different ranked orders based on their own ideas and understanding. 2. Spud Busters plan for having its future associates based out of their own, individual territories poses perplexing issues of effective coordination for the company. Discuss the concept of coordination by plan. Do you see this as being effective for this company? Why or why not? Coordination by plan refers to having interdependent units that are squired to meet deadlines and objectives that contribute to the common organizational goal. It does not require the same high degree of stability and routines required by coordination by standardization. The interdependent units are free to modify and adapt their actions as long as they meet deadlines and targets required Coordination by plan may indeed prove effective for this type of organization. The individual associates will have freedom to operate as they see fit while still having a guiding structure and set performance standards to follow.

Land law problem Essay Example | Topics and Well Written Essays - 1000 words

Land law problem - Essay Example As this is pertinent to both the issue of Jennifer's intended severance and the right of survivorship, it is important to establish that joint tenancy existed. Joint tenancy, as noted in the preceding, holds that each tenant' has an identical interest in the whole of the property, as determined through the four unities of title, interest, possession and time. Under common law, unity of interest is present despite the unequal financial contributions of both parties because conveyance was to both as "beneficial joint tenants." Unity of title is similarly present as both Jennifer and Clarissa received their interest in Maple Leaf under the same conveyance. The same applies to unity of time since both received their share under the same conveyance in fee simple and their titles were vested at the same time. Further, unity of possession also holds as both parties are entitled to the possession of the whole of Maple Leaf and neither Jennifer nor Clarissa may exclude the other as a joint tenant. In further affirmation of the fact that the joint tenancy exists, it is important to clarify that nothing in the case study indicates that the conveyance contains an explicit/express declaration of how Jennifer and Clarissa should hold equitable interests in Maple Leaf. Such declarations are absolute (Goodman v Gallant (1986) Fam 106) and conclusively rebut any presumptions to the contrary. As no such declaration is present, however, one can affirm that neither of the two husbands has a right to the property and that Jennifer's statement, albeit written, does not constitute an act as severance as would convert a joint tenancy into a tenancy in common. First, as regards the question of severance, one may affirm that despite Jennifer's very clear intent, severance was not concluded in this case. In accordance with Section 36(2) Law Property Act 1925, there are four legally recognized methods for severance. The first of these is the actions which any one of the joint beneficial tenants may take operating on his/her share. As per case law, any of the tenants is at liberty to dispose of his/her share in a way that would severe it from the joint tenancy. In Nielson v Fedden (1975), Justice Walton found that a unilateral declaration did not constitute such an act as it did not shatter any of the unities and, hence, did not sever the joint tenancy. Within the context of the stated, Jennifer's statement does not constitute a severance in accordance with the first method. A second method for severance is by mutual agreement as in Burgess v Rawnsley (1975). A third method involves the parties acting, for a sufficiently extended period, as if the property were a tenancy in common, as in Palmer v Rich (1897) but not Greenfield v Greenfield (1979). In the first, the parties acted as if the property in question was a tenancy in common for an extended period but in the second, the parties simply divided the property into two maisonettes and the interests of both were not treated as a tenancy in common for a sufficiently extended period. As regards, Maple Leaf, neither of these two methods, whether severance by mutual agreement nor acting as if it were a tenancy in

Cognitive therapy Essay Example | Topics and Well Written Essays - 1250 words

Cognitive therapy - Essay Example For instance, a depressed client hearing "please stop talking in class" might think "everything I do is wrong; there is no point in even trying". The same client might hear "you've received top marks on your essay" and think "that was a fluke; I won't ever get a mark like that again", or he might hear "you've really improved over the last term" and think "I was really abysmal at the start of term". Any of these thoughts could lead to feelings of hopelessness or reduced self esteem, maintaining or worsening the individual's depression. Usually cognitive therapeutic work is informed by an awareness of the role of the client's behaviour as well (thus the term 'cognitive behavioural therapy', or CBT). The task of cognitive therapy or CBT is partly to understand how the three components of emotions, behaviours and thoughts interrelate, and how they may be influenced by external stimuli -- including events which may have occurred early in the client's life. (http://counsellingresource.com/types/cognitive-therapy) Therefore, in order for me (as a behavioural therapist) to help the child, I should, first of all, know what experience/s or specific event has caused the child to develop this reaction to mealtimes and eating. It would take a lot of effort on the therapist's side, but it is still the client's prerogative to share his/her reason. In some cases, the client is not comfortable talking about their phobia, so it will also be helpful to have someone (especially an immediate relative) with them during the initial interview or interrogation. It is important to know whether the client is comfortable with the whole process of the therapy, since he/she will play a major part in order for the therapy to be successful. Besides, it is the client's behaviour that really matters; all we can do as therapists is to help them overcome the anxiety, depression, indifference, etc. or sometimes, help them to distinguish whether their beliefs are in tune with reality. In addition, still according from Dr. Mulhauser, clients who are comfortable with introspection, who readily adopt the scientific method for exploring their own psychology, and who place credence in the basic theoretical approach of cognitive therapy, may find this approach a good match. Clients who are less comfortable with any of these, or whose distress is of a more general interpersonal nature -- such that it cannot easily be framed in terms of interplay between thoughts, emotions and behaviours within a given environment -- may be less well served by cognitive therapy. Cognitive and cognitive-behavioural therapies have often proved especially helpful to clients suffering from depression, anxiety, panic and obsessive-compulsive disorder. CBT works by addressing the way the client thinks and behaves in response to similar situations and by developing more flexible ways to think and respond, including reducing the avoidance of activities. If, as a result, the client escapes the negative thought patterns and dysfunctio nal behaviors, the feelings of depression may, over time, be relieved. The client may then become more active, succeed and respond more adaptively more often, and further reduce or cope with his negative feelings. It is also important to establish the "we-will-work-on-this" relationship between the therapist and the child. Assuring the client that this therapy is not a one-way thing and that

Warranties as Contracts Coursework Example | Topics and Well Written Essays - 500 words

Warranties as Contracts - Coursework Example This paper illustrates that warranty is a condition which is collateral to the existing status of the contract. A contract can still do without the prevailing condition of the warranty. When an individual buys a product, he has a warranty attached to it. However, due to some action on behalf of the consumer, it might lead to the defeat of the warranty. What we mean by this statement is that if the consumer uses the product in a fashion not demarcated by the manufacturer, then that might lead to the breach of the warranty. However, it is very crucial to understand at this juncture that this said loss of warranty will not tantamount to the breach of the sale contract which the parties entered into. Having bought an Apple iPhone, if an individual jailbreaks it, then he tantamounts to the loss of the warranty of the product. But, at the same time, it would not result in the entire breach of the contract. The sale contract still exists and the manufacturer or the consumer cannot ask for t he refund of the money or to return back the product to the manufacturer. Warranty as a contract is an assurance that the product shall be fixed and repaired at any given time, however, there is a time stipulation to the said warranty and the consumer has to approach the manufacturer within that frame of time in order to get the product repaired along with the benefits which a warranty provides. To conclude, it is crucial to recap the basic definition of a warranty as defined earlier in this paper. A warranty is a collateral which is essential to the functioning of the contract. It is collateral which is attached to the existing terms and conditions laid down in the contract.

Utiltarianism vs Kant Essay Example for Free

Utiltarianism vs Kant Essay Kant had a different ethical system which was based on reason. According to Kant reason was the fundamental authority in determining morality. All humans possess the ability to reason, and out of this ability comes two basic commands: the hypothetical imperative and the categorical imperative. In focusing on the categorical imperative, in this essay I will reveal the underlying relationship between reason and duty. The categorical imperative suggests that a course of action must be followed because of its rightness and necessity. The course of action taken can also be reasoned by its ability to be seen as a universal law. Universal laws have been deemed as unconditional commands that are binding to everyone at all times. Kant believed that individuals have a freedom to consciously obey the laws of the universe as they are revealed in accordance to our ability to reason. Kant goes a step further to suggest that our actions should be driven by a sense of duty that is dictated by reason. What does it mean to act out of duty? Kant says that this means that we should act out of respect for the moral law. The moral law can be directly related to the categorical imperative. How can we accomplish the task of acting out of duty? We must first recognize and have an understanding of what the moral law is, then a sense of duty should become the motive for our actions. Finally our actions should be compelled by doing what is morally right; which is considered doing what we can will to be a universal law to be followed by all. Moral laws can also be defined as universal laws. Kants theory can be defended on several premises. First, all individuals do have a duty to what is right, whether they act accordingly or not. All citizens are held to a duty to uphold the laws, if there was no duty then laws would not exist. Morality coincides with being loyal to the laws, being a disciplined person, and living an orderly life. These essentials are all present in Kants perception of duty. Another key strength to the theory is the concentration on motivation. The motive for which an individual acts has more validity then the unknown consequences that lie ahead. According to Kant we are motivated by our duty, and we know that motivation comes from an internal source. Motive provides substance to personal decisions and choices that are made. In order to feel a duty to react or act in a certain manner, an individual uses internal reasoning when making decisions. As moral agents who have the ability to reason Kants theory is right on the target. We will consciously make decisions by the things or factors that we are motivated by. I feel that it is safe to say that most people actions are guided by motives whether they are morally correct or not. Utilitarians on the other hand would disagree with Kant on several points. Utilitarians would argue that actions should be decided by the consequences they would produce. Remember that utilitarians believe in the good for the greatest number. In an argument against Kants theory, they would say that the categorical imperative can not be used as a tool to measure morality. Doing what one will ultimately will as a universal law can not guarantee the a positive for the majority. In their argument against Kantian ethical theories they would probably state that Kant does not leave room for ill will to be addressed. A person who has bad or ill intentions, would act in a manner in which they would want others to follow. This position would leave room for immorality to be introduced, and it would ultimately not serve the general purpose of supporting the rule of sustaining good for the greater number of individuals. Secondly, utilitarians would argue that down playing the importance of consequences would create an even greater injustice to society. Peoples actions should be gauged by the consequences they produce. Consequences are the end result to the means. Kant and his beliefs do not factor in the turmoil that will result from negative decisions that are made. The gauge for measuring happiness would be determined by the affect of the consequences in the eyes of a utilitarian. Thirdly, utilitarians would attack Kant on his reasoning part of the theory. According to utilitarians there is no compelling reason that the prohibition against certain actions should hold without exceptions. Utilitarianism will allow for circumstances of different situations to be factored into the consequences. Therefore, Kants theory of no exceptions, will not encompass total reasoning. Reasoning alone can not prevent certain actions from taking place. Especially when the good of the greatest doesnt factor in the decision making process. Reasoning is an internal personal choice.

Existing recruitment and selection process ITcom in India

Existing recruitment and selection process ITcom in India Imagine that you have been asked by an organisation to review an area of HR practice and suggest ways in which it could be improved so as to contribute to HRM strategy and organisational goals. Draw on research literature and contemporary organisational practice to address this issue, and ensure that your answer also pays attention to issues of the methodology employed in the studies you quote. You can choose any area of HR practice that we cover during the second half of the course (that is, recruitment, selection, talent management, performance management, employee involvement and participation). You will also need to provide a short description of the organisation on which you are basing your recommendations so that answers can be evaluated within the context of their application. Objective: The objective of this essay is to undertake an examination of the existing recruitment and selection process forming an organizational framework. The current author will review an Indian based Multinational Company ITcom (Organizations name changed) with respect to globalisation and international market, emphasising on finding the effectiveness on cost/time and quality parameters to identify areas of improvement and suggest ways to improvise on its recruitment and selection procedures drawing on the literature and analysing the research methodology of studies used. Introduction: Increased global competition coupled with enhanced customer/client expectations makes the growth or even the survival of any firm difficult (Back S, 2005). Organizations need to perform and respond to a rapidly changing global environment and thus require attracting and retaining a dedicated, high quality workforce by means of recruitment and selection. From the psychometric perspective (UK Chartered Institute of Personnel and Development), jobs are defined in terms of their tasks or descriptions which are specific. Recruitment is a process of attracting individuals who might meet specifications of task or description. Selection is the process of measuring differences between these candidates to find the person who is best fit. The importance of hiring should not be underestimated because a poor recruitment decision can cost an employer an amount equal to 30 per cent of the employees first year earnings (Hacker 1997). These costs can include: lower productivity; potential loss of clients; training costs; advertising costs; recruitment expenses and redundancy packages (Smith and Graves 2002). According to the CIPD, 20 percent of employees leave within the first six months. This is sometimes called the induction crisis. It was found that numbers varied dramatically by industry, clothing industry figure was 26.5 percent, with 45 percent leaving during first three months, only a third remaining beyond a year (Tarpin et al, 2003). Overall turnover rates in the UK/Ireland fell from 25 percent per year (2000) to about 18 percent per year (2007). However, more people left voluntarily than through dismissal, redundancy, or ending of contracts. Thus it is imperative for an organization to have a strategized HR policy in place for recruitment for selecting and retaining the workforce. Although its recognised as crucial to many organisations, recruitment is often done in an ad hoc and reactive manner. Eight in ten employers rank attracting and recruiting key staff to the organisation in their top three resourcing objectives, but only 50% of organisations in the UK have formal resourcing strategies in place. Many employers acknowledge that they experience tremendous recruitment difficulties (86% according to CIPD). Hence given the costs of filling a vacancy, its important for firms to recruit well and select the most appropriate employees. About the company: ITcom Business, a division of ITcom Limited, is amongst the largest global IT services, Business Process Outsourcing and Product Engineering companies. In addition to the IT business, ITcom also has leadership position in niche market segments of consumer products and lighting solutions. The company has been listed since 1945 and started its technology business in 1980. Today, ITcom generates USD 6 billion (India GAAP figure 2009-10) of annual revenues. Its equity shares are listed in India on the Mumbai Stock Exchange and the National Stock Exchange; as well as on the New York Stock Exchange in the United States. ITcom makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services. ITcom enables business results by being a transformation catalyst. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals. It has a wide geographical diversity of operations with over 50 development centers and 10 near shore centres spread across India, Japan, China, France, Austria, Sweden, Germany, UK and USA. In recent years, ITcom has faced a number of workforce challenges, such as an increasingly diverse workforce, increased cut throat competition in market giving rise to attrition rate and uncertainty of workforce requirement. As one of the strategies to address these challenges, a need rises to review and streamline recruitment and selection business processes to support ITcom as a leading organization and to increase the ability to make high quality hires and meet workforce needs. Literature Review in Context with ITcom: The Recruitment Process: Organizational review and Job Analysis: Perhaps the most one can say with any certainty is that many UK companies continue to express a commitment to the idea of HR strategy and planning. How this translates into practice, however, is less clear (Liff, 2000 p.125) When the pattern of planned human resource deployments and activities [is] intended to enable an organization to achieve its goals'(Wright and McMahan 1992: 298), HRM can be said to be strategic. More specifically, for recruitment to become strategic, HR practitioners must answers to the following questions (Breaugh 1992; Breaugh and Starke 2000): Whom to recruit?, Where to recruit?, What recruitment sources to use (e.g. the web, newspapers, job fairs, on campus, etc.)?, When to recruit? And (5) what message to communicate? HR planning is regarded as essential for at least four sets of reasons (Marchington, 2005): Clear links between business and HR Plans: It draws the link or degree of fit between HR planning and strategic plans, so that the ability of HR function can be measured to deliver precisely what the business requires. It can also be viewed as a relationship between corporate and HR plans, where HR plans will contribute to the development of the corporate. In either ways HR planning can be viewed as major facilitator of competitive advantage. Better control over staffing costs and numbers employed: Making projections about anticipated staffing needs is imperative, irrespective of whether a growth or decline in numbers is predicted. This makes it easier to match supply and demand and therefore make decisions about recruiting from the external labour market, relocating staff, or preparing for reductions in numbers employed in order to achieve greater control over staffing costs (Taylor, 2005. P.101) More informed judgements about the skills and attitude mix in the organization: It is very critical to get the right mix of skills in the employed workforce to attain the confidence of customer and for productivity and profit generation. In case of ITcom, some of its customers are domain based, for example one of its clients is Boeing, which has specifications of employing only citizens in the USA geography and highly skilled professionals in Product Life Cycle Management (PLM). In this scenario what is expected is either ITcom should search and acquire people skilled in this field or get professionals who can be trained on these platforms to give quality results. Maintain a profile of existing staff: By maintaining a profile in terms of age, gender, race and disability etc helps any organization to claim for providing equal opportunities. Without accurate and up-to-date figures on existing staff numbers and their breakdown by grade and position, it is impossible for employers to make decisions about how equality management can be achieved (Liff 2000, p103). In 2008, ITcom was asked by the DOJ (Department of Justice) of US legislations to prove that it offers equal employment opportunity for all. ITcom was using online software (known as SYNERGY) for database generation. This software had a peculiar questionnaire (like age, sex, nationality etc) to understand the background of the candidate applying for jobs. Later these questions were omitted as it was believed that interviewers might get biased at the initial stage of application and may not proceed ahead with the prospective employees candidature. Hence all the details of employee were transferred and saved in the SAP software for internal use and data storage, it helped the company to keep track of its existing employees along with amendments in Synergy software which helped in refraining its managers and recruiters to avoid any discriminatory practice by human error at the stage of recruitment and selection. The primary step in the recruitment process after HR planning, involves a systematic review of the organizational requirements which lead to a thorough analysis of the requirements of jobs called job analysis. The above process of HR planning and job analysis which translates demand for labour, leads to forecasting the internal and external supply. Based on these decisions can be made about the balance between external recruitment, internal staff development or workforce reductions. Table I is an example of a typical seven days of business taken from a hotel operation. The figures have been reduced to two functions: for example, rooms and food and beverage or restaurant and bars, and for simplicity it is assumed that functional flexibility covers two skills, i.e. staff from function A would be able to work in function B and vice versa. In operational terms the seven days depicted here would be a point in a rolling forecast that would change daily. The demand patterns described here are typical of departments within a hotel operation but could also represent patterns in restaurant operations, retailing and many tourism attractions. ITcom has been able to work well in this area of HR planning and setting up a stringent policy to which all the employees/recruiters are bound to be compliant. The Executive Vice President of Human Resource Management personally regulates the HR policies which are formed by the leaders and Senior Managers of the company. A dedicated team continuously works on mapping the market trends and predicts the upcoming problems and opportunities to work pro-actively on demands to incur with supply of labour. Job description, person specification and competencies: Once the job analysis has been collected, the next step is to develop a job description. They are particularly prevalent in public sector and large organizations. A job description usually includes: Job title, location, responsible to (job title of supervisor) and for (job titles of members who will report directly under the job holder), main purpose of the job, responsibilities or duties, working conditions (contains contractual agreements, fringes and benefits etc) other matters such as if travelling is required etc and performance standards along with any other duties that might be assigned by the organisation. (Marchington, 2005) Traditionally, it is divided into two main topics: work-oriented analysis (focussing on the job itself) and worker-oriented analysis (focussing on the worker) (Searle, 2003). Rodgers seven-point plan (Physical make-up, attainments, general intelligence, special aptitudes, interest, disposition and circumstances) and Frasers five-point plan (Impact on others, acquired knowledge and qualifications, innate abilities, motivation and adjustment) rely heavily on personal judgment to specify human qualities associated with successful performance (Newell and Shackleton 2000, p115). The significance of these job descriptions is that they focus on the behavioural aspects of the candidates. Therefore it is not required to make inferences about personal qualities that might underpin behaviour (Newell and Shackleton, 2001, p26). Job descriptions and specifications of person often exist alongside the competency-based approaches (Taylor 2002c), not least because they set a framework within which subsequent HR practices, for example performance management, training and development, pay and grading can be placed (Whiddett and Hollingforde 1999). According to IRS (IRS Employment Review 782 2003, p45) the most commonly used competencies are team orientation, communication, people management, customer focus, results orientation and problem solving. Surprisingly, ethical behaviour, responsibility, enthusiasm and listening are rarely used. Competency can be differentiated in four types (Roberts 1997, p71-72) a) namely: natural which is made up by the big five dimensions of personality; extraversion/introversion, emotional stability, agreeableness, conscientiousness and openness to experience b) acquired: where knowledge and skills acquired through work or other avenues. c) Adapting: this competency area revolves around the ability to adapt natural talents and acquired skills to new situation. And lastly, performing: which comprises observable behaviours and output. Recruitment Methods: Choosing a cost effective method for recruitment is essential and depends on factors specific to organisation. Recruitment is typically regarded as poor relation to selection, typically afforded limited space in most of the publications and gives very little evidence of the theoretical underpinnings (Breaugh and Starke 2000). Recruitment provides the candidates for the selector to judge. Selection techniques cannot overcome failures in recruitment; they merely make them evident (Watson, 1994, p203). It is very important that the organisation decide whether or not to recruit, which sources to be used and what cost. Legal issues are also to be borne particularly while using media and publishing the adverts (Taylor 2002c). Internal and External Searches: ITcom uses various tools for recruitment internally and externally. Internal Sources: It moves its potential employees from one department to another which fills the vacancies and proves to be a career development for the employees. The knowledge transfer from one position to another embarks the capabilities in the staff and enhances their skills and abilities. These practices are more prevalent during rationalisation than in boon or recession (Marchington, 2005). Staffs are also transferred from temporary posts to open ended contracts or from agency work onto the direct payroll. This provides employers with a form of quasi-internal labour market where they can observe people at work before committing to a more secure employment offer (Rubery et al 2002, 2004). There is indication from wider research on agencies that they are progressively taking up strategies to expand markets in which potential recruits, as well as employers, are receptive to temporary opportunities and for whom the profit of agency working outweigh the costs. * There is also an internal marketing team in recruitment department in ITcom which focuses on publishing the job vacancies in the company and gain the references from the existing employees. The CIPD survey showed that word-of-mouth recruitment remains widely used though it is sometimes hard to differentiate from speculative applications. A major advantage of referral programs is the quality of candidates, as most employees are unlikely to recommend friend who will not fit the culture of the organization and who is not suited for the role. The Coventry Building Society filled nearly a quarter of all its posts through this method (IRS Employment Review 804 2004). In ITcom there are various award schemes for recruiters to encourage employees to refer their friends and families. Although it is cheap and readily available, organizations such as Acas, the EOC and the CRE are worried such ring-fencing may strengthen the existing imbalances (gender, race and disability), upsetting the attempts to encourage greater workforce diversity. (Marchington, 2005) One of the major and critical hiring in ITcom is for the Sales division, where the Industry experts like evangelists, practice managers, sales director etc are required to lead the business. ITcom has a dedicated team of leadership hiring professionals who evaluate the candidature for these positions. The current author suggests that the company should try to engage with head-hunters for sourcing and recruiting for such high-level and critical roles. Head-hunters may have extensive contacts which can be beneficial. This method is expensive, and is used much in private sector than in public or voluntary bodies (Marchington, 2005) Apart from the middle and senior level positions, for the fresh recruits the most effective way can be campus placements and the CIPD survey found that it was on a par with the companys own website in popularity. Sources of external applicant and Methods of attracting applicants: Largest number of lists comes under external sources which constitute the open sources. Advertisements in national and local papers are amongst the most widely used methods, and for the specialist posts trade press can be more effective (CIPD 2004b). Radio and TV adverts are rarely used. ITcom in 2009 advertised its employee referral programmes which were based on theme of friendship, aired the adverts on a local radio channel (94.3 Radio One FM in Bangalore), to let the message be conveyed to mass. This had helped the company to gain many applicants through existing employees. E-Recruitment is another one tool which has gained its significance in recent years. According to IRS 90% of firms use some form of e-recruitment. Like job boards (monster.com, dice.com, careerbuilder.com. jobsahead.com etc) for advertising the vacancies. Social networking sites (linkedin.com, myspace.com, facebook.com etc) are also gaining popularity amongst the job seekers and recruiters for filling the positions. Main advantages of e-recruitment are reduced costs, improved corporate image, reduced administration, etc. The Selection Process: Consulting various sources such as Cook (1998), Taylor (2002c), Cooper et al (2003) and Searle (2003) it is conferred that no single technique, no matter how well it is designed and administered, can be capable of being perfect selection decision. Employers are advised not to rely on one method (Marchington, 2005). According to a CIPD survey of more than 1000 employers, it is concluded that the most common and widely used techniques were traditional interviews, competency-based interviews and tests for specific skills. Robertson and Smith (2001) also indicated that most techniques have very low levels of accuracy in terms of producing effective selection decisions. Of techniques used on their own, work sampling offers the highest likelihood of success, closely followed by intelligence tests and structured interviewing (Schmidt and Hunter, 1998) Various authors (Newell and Shackleton 200; Taylor 2002c; Cooper et al 2003 and Searle 2003) discuss the criteria for assessing the value of selection methods: Practicality: According to Cooper et al (2003, p94), it is the most important criteria of all. The method suggested has to be economical in terms of cost and benefits, the time required to administer it and should be within the capabilities of those who are supposed to run it. Most critical is the cost issue. For example, it makes very less sense to run a sophisticated and complex personality test if only one candidate has applied for the post. Sensitivity: A lot of care must be taken to avoid any kind of discrimination based on race, gender, age or disability. Reliability: comprises of different elements but refers essentially to consistency of method used to select individuals (Newell and Shackleton 2000, p119). It should not be too much influenced by chance factors (Cooper et al 2003, p 50-52). For example: inter-rater reliability is crucial if many interviewers take interview, where one rejects and other selects. In ITcom, at many occasions this problem exists, as for certain job roles, several levels of interviews are conducted. It must be taken in consideration to measure the accuracy of each interviewer before concluding a rejection or selection of the candidate. Validity: This defines the correctness of the inferences that can be drawn from the selection methods. (Newell and Shackleton, 2000, p121) define this as the relationship between the predictors (the result from the selection methods used) and the criteria (performance of the job). Key Themes and Recommendations: The assessment of market scenario of ITcom suggests that while there are quite a few areas for upgrading and improvement, there are also many areas that are working well, including: ITcom appears to have more flexibility in identifying the suitable appointment method, establishing the merit criteria to be considered in determining the most suitable candidate with its strong value based strict compliance policies. The range of options (internal and external sourcing) available to recruit staff provides flexibility and supports timely and effective hiring decisions. The Jobs Websites (monster.com, dice.com, careerbuilder.com, linkedin.com etc) appears to be an effective method of attracting successful candidates, and feedback about the job postings, application and interview process and the quality of hires seems positive. Staffing Operating Principles related to fairness, integrity and selection of the most suitable person was seen as both useful and being achieved. The staffing proce ss was perceived to be transparent and able to withstand scrutiny. Executive Search recruitment and screening processes were generally considered to work well and support hiring high quality executive management and senior leaders, in a timely fashion. Opportunities for improvement: Themes emerged including the need to formalize processes that will progress into a more strategic approach to recruitment: Focus must be increased on long-term forecasting of workforce needs in new development centres (e.g. newly opened development centre in Atlanta, GA in USA and Germany), which will help to directly connect workforce planning to the staffing function and developing strategies to address gaps. In this context of globalization, many multinational organizations search for suitable employees from across the globe and apply similar selection criteria with limited attention to effectiveness and less knowledge of different cultural backgrounds (Searle, 2003). Searle also believes that this is an area where practice is far ahead of research and comment. One way firms are trying to manage their operation within this new global context more effectively is by using sophisticated selection assessment practices. If the underlying basis for their assessment is flawed, then these more high-powered tests and assessments will inevitably be a further waste of resources. Increase focus on recruitment planning and implement a project management approach to the hiring process. Increase focus on branding and candidate sourcing for active and passive candidates, including more targeted sources of media. Research has indicated that the media exposure of a firm is a sign of its reputation (Newell and Shackleton, 2001). Technology in form of media and internet helps reducing the cost and time of travel for both applicants and companies. ITcom with most of its offices across the globe uses the telephone and video conferencing for conducting interviews. Expand methods for facilitating the identification of potential internal candidates for executive positions, including if possible, information from succession management and workforce planning initiatives. Enhance utilization of summer employment, work experience, co-op and internship initiatives as a strategy to attract and develop students and recent graduates in conjunction with workforce forecasting needs. Improve efficiency and effectiveness through increased collaboration and use of technology. Increase all stakeholders knowledge of staffing process including the recruitment strategies available. Conclusion: The Recruitment and selection within the wide organizational context highlights the relationship between organizational strategy and human resource policy and procedures. Key changes in methods and practices are identified responsible for increased attention and use of selection systems. Application of techniques enhances the confidence of HR processes. The growth in process oriented research highlights an alternative view of selection and recruitment and is at odds with the psychometric approach. As there is increased sophistication in the selection methods, it is often forgotten that without a proper set recruitment method, there would be less number of applicants for selection; this can have reverse impact on the performance of employment contract. Conversely, usage of well chosen methods can be helpful in choosing the staff which can be fit to meet targets of the organization. Recruitment is one area of HRM where assistance might be sought from the external providers, as being aw are of the limits and using the right techniques are equally important. It is very important that recruitment and selection processes be well organised, delivered and evaluated for the organisational growth. Methodology: The research work or sample used in the essay are pure and applied (from the perspective of application in various situations) and descriptive, co relational, explanatory or exploratory (from the perspective of objectives of the literature view). Most of the information is gathered by the literature from texts and journals and was related to real life experience of the current author from ITcom. Data collection of most of the articles and references cited in the essay are from the companies which is generally the primary data, secondary data is the one used from literature. Wherever required while collecting the data, the interviews were commenced, questionnaires were formed, and observations were made for example the IRS employment reviews and CIPD conducted surveys (which are quoted in the essay) in such styles or formats. Each of the articles and examples portrayed in the essay were based on literature review which brought in the clarity and focus to research problem and improved the methodology by enhancing the knowledge base. The literature pertinent dealt with two types of information, one universal and second specific (local trends). In some of the journals, a number of sources were used to compile databases, for example data was collected from local employment agencies, yellow pages along with interviews and surveys were conducted. These give a broad platform to compare and relate the data by empirical methodology of data accumulation.

Essay --

The Life of Mother Teresa India is a country of great poverty. The poor of India wanted help but no one seemed to listen to their cries. About 29.8% of the people of India live below the national poverty line in 2010. One person has changed the way people act today. Even now people still strive to do what she did. Mother Teresa is one of the people who shaped the world. Mother Teresa was brought into the the world on August 26, 1910. Mother Teresa was baptized the day after she was born which is August 27 1910. Her nickname was gonkha which means little bud or flower bud. Agnes Gonxha bojaxhiyIs was Mother Teresa’s real name. Mother Teresa was born in Skopje Macedonia. Skopje is the capital of the republic of Macedonia. Skopje is also the largest city in the republic of Macedonia. Skopje is a humid subtropical climate.In Skopje 10% of the population is Catholic Mother Teresa attended a public school as well as a private school. Later in life she attended a medical mission sisters school. Mother Teresa played mandolin as a young child and she also song with her sister in her church’s choir. Mother Teresa’s biggest hobby was to carry out the will of God. Mother Teresa grew up in a generous family and the family was extremely involved in the church. When mother Teresa was a child she would bring food and medicine to people who needed it. She saw that as a religious duty. When she was eight her father passed away and mother Teresa became close to her mother. When she was on a trip to the chapel of the Madonna of Lentince on a black mountain was when she felt her first calling from God. â€Å"I want Indian Nuns, Missionaries of charity, who would be my fire of love amongst the poor, the sick, the dying, and the little children† sh... ...st mother Teresa. They thought they weren’t sanitary and didn’t have good medical training to care for the poor people. Also people said the only reson people thought she helped people was because she was converting people to christianity. In 1989 she had a herat attack which was followed by surgery and then she was hooked up to a machine to regulate her heartbeat. After a couple years of heart lung and kidney problems she died at age 87 on september 5 1997. Mother teresa is the Saint of Gutters Mother teresa has helped so many poor,unhealthy,homeless,healthy,wealthy, people. She has helped people by curing there sickness, telling us that we can change the world, and that if we just help one person it will make a difference. This paper talked about the life of mother teresa. Mother teresa had a unforgettable life. She had a life that we all would want to have.