The Downside Risk of Samples Essay on Mobile Deposit That No One Is Talking About

The Downside Risk of Samples Essay on Mobile Deposit That No One Is Talking About As mobile usage started to pick up pace and cellular devices began to position themselves at the middle of our online lives, commentators had plenty to say regarding the mobile revolution. The focus of this paper is to check at the cell phone as being one of the absolute most important innovations which has been made in the human history. When ordering a completely free essay that you don't know whether the author of a totally free essay is an expert. On the flip side, the figure might have been underestimated because sharing of cellular phones is a practice that's widespread in Africa. Understanding Samples Essay on Mobile Deposit They cut across all manner of businesses and services which can be available in the area of business. This was designed to maximize their profit. Bank of America customers will have the ability to access a huge selection of services online. Mobile banking was introdu ced in america in 2007 which added costs to every transaction. Want to Know More About Samples Essay on Mobile Deposit? It was convenient for them since they could check their account at any moment. This change will bring additional advantages to the different kind of clients in one download. Another benefit is that your phone comprises half of your life, as an example, your contact numbers, which can be exceedingly useful or even life-saving in some situations. These researchers found out this with employing the spatially disaggregated dataset of the cell phone coverage in addition to the geographic characteristics. Free essay is a paper that may be downloaded at no cost. Possessing good essay examples provides the reader an in-depth and on-the-court idea about what a well structured and coherent essay appears like. There's numerous essays completed by them. Our essay support is always prepared to aid customers. What the In-Crowd Won't Tell You About Samples Essay on Mo bile Deposit In some particular situations, like in Cameroon, the expenses of the new cell phone handsets really can end up being a huge obstacle. In sections of the planet, cell phone sharing is normal. In the African scenario, the usage of mobile phone is partially credited to their traditional culture. Also there are various kinds of cell phone devices and it's a huge challenge for banks to provide mobile banking solution for a special type of device. The continuous rise of the cell market especially the Smartphone use is another facet of the recommendation. In the authentic sense, however, a massive number of Africans are using mobile phones to create calls. After realizing the value of cellular phones, it's very surprising that poor nations have adopted this device at an extremely rapid speed. The Secret to Samples Essay on Mobile Deposit Such sort of learning together with innovation calls for the need to get resources and much commitment. Not simply it explains the entire project reports but additionally it determines project's problem at hand and supplies a potential solution. At times, the best method to learn and understand new information is via seeing and understanding work which is already completed. In the European nations, there has been setting up of projects which utilize cell phone technology as a way to support the environmental activities along with socio-economic improvement. The Samples Essay on Mobile Deposit Trap If you do end up in smallish claims court, you may use the return receipt to counter any claim your opponent didn't get the demand letter. In the event of any potential dispute, both of the 2 parties may use the easy invoice as clear evidence. No matter your state laws, there are specific basics about the security deposit terms that you always need to have in your agreement. In case an individual isn't able to pay the stated sum to an organization or a different individual, they should sign a written document promising to deposit the amount at a predetermined date or on demand. You will be better prepared to litigate if necessary. After the app gets a great image, Riess states, it automatically snaps the picture. As a consequence, you get an excellent deal of free time and completed homework. The main goal of banks is to supply a secure and secured place to maintain an individual's hard-earned money. Ruthless Samples Essay on Mobile Deposit Strategies Exploited An organization may either request the entire amount or an initial deposit. If there's an advance payment necessary for a purchase of an item, a security deposit receipt template is an excellent advantage for providing a Money Receipt Template for the customers a partial payment was provided to the seller. If you take a close look at a deposit invoice, you can obviously compare it to a common billing statement. For example, a sample receipt is supplied to a buyer one time a purchase was made. Some states ask that you hold the deposit in escrow, others don't. With several types of deposits, it's important that deposit forms should indicate the sort of funds being deposited together with the account in which it ought to be placed into. With various kinds of deposits, it's important that deposit forms contain what kind of funds is being deposited together with the account in which it ought to be placed into. This form may be used by people to sign up for direct deposits like the name and details of the entitled payee together with the details and sort of the deposit account.

Absent Father Free Essays

No Love Lost, No Love Found That father and daughter bond, the sweetest love I’ve never known. I’ve seen my father over a thousand times wondering if he’s ever seen me. Looking with his eyes wide shut. We will write a custom essay sample on Absent Father or any similar topic only for you Order Now It seemed as if over the years he was disappearing, fading into the black. A fragment of what I thought I needed but in all reality became as pointless as the conclusion to book that I’ll never finish My father has managed for eighteen years to be a part of my life without being a part of my life. He lives right around the corner from me in a two story home that’s painted light brown. It looked like s fluffy double stacked pancakes and when the sun hit the satellite dish on the top of the roof it made the top half of the house shine like syrup running off the top. For a while all I knew my father by was this house, I got ideas of what he might be like by looking at this house. I thought of him as a full bodied man because instead of having one front door he had two. So I thought maybe he couldn’t fit through just one. I imagined him as a strong wide bodied linebacker with a soft side due to the fact that he had a colorful; well-kept garden on the side of the house. The day I met my dad not my father who had raised me but my dad. I truly realized that I was imagining him with my heart and not my mind. He stood as tall as a palm tree sighting beach side, with arms as long as a boardwalk. He never even attempted to say a word to me or ask me how I was doing in school. Instead he pieced me with his beany brown eyes that appeared to be rising off of a yellow back drop. He looked at me as if I had stolen his joy. I reached out to hug him but he reached out his hand for me to shake instead. His fingers felt like ice cycles penetrating my skin. I thought to myself how someone with such a warm appearance could be so cold on the inside. Sad to say, I know this doesn’t sound like the best first impression but over the years as bad as our first encounter was it was the best one yet. Because from here on out my so called daddy began to look a lot more like George Washington and Andrew Johnson. All I saw of him was the money he sent every month. Even though my dad may have stopped looking at me I kept my eye on him. Like I said earlier he lived right around the corner from me. I could lookout my bedroom window and see directly into his backyard. I would watch his every move like if he were my favorite TV show. He moved very quickly like a fire running through a dry forest. It was like he moved so quickly but looked as if he took his time because he was so smooth with it. All he did was go to work, watch late night re runs of games, and order out. At least that’s all I got from watching through his backyard, trash and sliding glass door. He was so consistent like just as sure as Monday was coming after Sunday. He was very predictable, I felt as if I’d seen enough. I know this may not sound like much but this is all I knew of my father. I haven’t seen or looked for him in three years. I never even knew his name. I named him Randy due to the fact that IM his only child and my name is Brandy. I may have never got to have a full blown out conversation with†Randy† I know we are nothing alike. He is so empty. A cactus in the desert would have more life then he did. I never understood why or how my very own father could be so cold and emotionless towards me. But one thing I learned from my father was to appreciate what I do have and to stop worrying about what I don’t have. So if you were to ask me about my father today I will simply tell you â€Å"Out of sight out of mind. † How to cite Absent Father, Papers

Report on Recruitment and Selection Essay Example

Report on Recruitment and Selection Essay nbsp; White Goods 5 % VISION We are committed to serve the society by adding value to the customers, employees, the shareholders and the community at large in terms of:- †¢ Providing customer satisfaction, offering reliable products and services at competitive prices. †¢ Providing an environment, conducive to the development, growth and satisfaction of employees while fulfilling their reasonable aspirations. †¢ Providing adequate returns to the shareholders while nurturing business growth Contributing to the well being of the society and conducting ourselves as a responsible corporate citizen, known for integrity and ethics. MISSION Varroc aims to become global player in the business of component supplies to automobile and white goods industry across India and select foreign markets like USA, Europe, SAARC and ASEAN countries, growing at 25% CAGR with 15% of the value of products being exported by the year 2010. CORE VALUES [pic] CORPORATE VALUES [pic] CLIENTS [pic][pic][pic] [pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic][pic] We will write a custom essay sample on Report on Recruitment and Selection specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Report on Recruitment and Selection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Report on Recruitment and Selection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer GLOBAL PRESENCE Varroc Group has 20 plants; 15 in Western India, 3 in Northern India and 2 in Europe with head quarters in Aurangabad, Maharashtra, INDIA [pic] DIVISIONS [pic] This Division manufactures the following: [pic] †¢ Injection molded engineering plastic components. †¢ Multilayer co-extruded thermoplastic sheets. †¢ Injection compression moulded auto and Allied rubber products. †¢ Polyurethane foam seat assemblies. †¢ Rear view mirrors. †¢ Air cleaner assemblies. †¢ Acrylic and poly urethane painted parts [pic] The Electrical division manufactures the following Auto Electrical Products: [pic] †¢ A. C. Generators and Alternators. Digital CDI, digital regulator rectifire units. †¢ Starter motors, wiper motors and body part specialty motors. †¢ Head lamps, tail lamps, side indicators, electronic instrument clusters, and LED tail lamps †¢ Switch assembly and handle bar assembly for motorcycle. †¢ Electronic control uni t. [pic] The Metallic Division manufactures:- [pic] †¢ Engine Valves †¢ Crank pins for motorcycles. †¢ Hot Cold Warm Forged Machined Components. †¢ Catalytic Converters for 2 3 Wheelers, Metallic Type. AWARDS APPRECIATION [pic] †¢ Varroc wins ACMA Gold Trophy for excellence in Quality and Productivity. DIPL-won Sona- Kaizen Award †¢ Best Acquisition Award 2007. Achievement Award-Honda †¢ Award for Excellence in Quality from TJC on 17. 10. 2007 †¢ It is a matter of pride for all Varroc Group Members that, we got total 5 Awards from Bajaj Auto Ltd. for outstanding Quality Performances in this year (20. 10. 2007) †¢ Durovalves has added another Laurel in its kitty! †¢ Varroc Team (Waluj Plant 4) wins 1st prize in CII- JIPM 9th TPM Kaizen Conference in Pune on 15th June 2007. VARROC GROUP – SALES TURNOVER [pic] ORGANIZATIONAL CHART [pic] [pic] Abstract: In todays rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. The importance of a good selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization. RECRUITMENT PROCESS The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:  · Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: o Preparing the job description and person specification. o Locating and developing the sources of required number and type of employees (Advertising etc). o Short-listing and identifying the prospective employee with required characteristics. o Arranging the interviews with the selected candidates. o Conducting the interview and decision making [pic] 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. RECRUITMENT PROCESS AT VARROC [pic] [pic] Step 1. Request for recruitment with JD and approval on MPR Vacancies are created as a result of retirements, resignations, transfers and promotions etc. Concerned department HOD request for recruitment with required profile and competence level to the HR It involves approval on MPR containing Job Description and Key Result Areas. Manpower Requisition Form is an official form on which request for required candidates are made by different departments. The format for MPR including JD and KRA at Varroc is defined below: FORMAT FOR MPR AT VEPL To- HRM Deptt. Kindly arrange to recruit the person/s for our deptt. as per details below. Particulars of Vacancy: Division:Plant:Deptt/function: No. f vacant position:Grade:Salary: Qualification:Expected:Desirable: Job Description: Please attach a separate sheet Any other specific skill / knowledge: Likely source companies (if any): Stakeholders (Internal): Supervisors:Major Customers:Major suppliers: Major Peers:Others: Key Result Areas: Please attach a separate sheet Critical deliverables during Probation/Training: Please attach a separate sheet Whether this is a replacement- Yes/no Yes, against whom (person who left)- Name:Grade:CTC: P. A:Date of leaving: Justification for Requirement- Infrastructure required- 1. Cabin/Office space: Existing/New requirement 2. Workspace(Desk/Chair): Existing/New requirement 3. Phone: Mobile/Desk phone(Intercom) 4. Computer: Desktop/Laptop 5. Internet Access: Yes/No Deptt. Head:Plant Head:Division/Bus/Functional Head: Sr. VP-HR:MD: JOB ANALYSIS AT VEPL Job Analysis at Varroc is done by Production team †¢ It does not involve much scientific method. †¢ Only experience and skill is considered during Job Analysis. Format of Job Analysis- No defined format JOB DESCRIPTION AT VEPL |Designation |Asst. Manager-HR | |Department |Human Resource | |Grade |M1 | |Reports to |Plant Head, Corporate HR | |Reported by |Officer- HR, Security, Officer – Admin. |CTC (Per Annum) |5 Lacs – 6 Lacs | |Age Limit | | ROLE OBJECTIVE As AM- HR in VEPL, Role is to implement the human resource Policy with keeping the view of protecting the right of the employees as well as company’s growth and it’s Brand Image RESPONSIBILITIES Operational ) Recruitment through job portals. 2) Training needs identification. 3) Preparation of training calendar. 4) SAP Updation 5) Detailed scorecard of all HR reports. 6) Salary restructuring 7) Administration and canteen management. 8) Contract labour management Strategic (if applicable) Financial (if applicable) 1) Recruitment Budget is optimally utilized- maximum saving Customer (If Applicable) 1) To Enhance the Employee Satisfaction Index. Key Result Areas | | | |Talent Acquisition (Time and cost). | |Statutory Compliances. | |Timely complet ion of the appraisal process. | |To reduce the % of employee turnover. | |To ensure timely completion of employee satisfaction survey. | |To ensure 3 Man days Training for each employee. | Key Internal Interfaces |Key External Interfaces | |Department Heads |Government bodies | | |Manpower contractors | | |Legal Consultant | | |Job consultant | JOB REQUIREMENTS DESIRED PROFILE | |Education |Experience | | |4-6 yrs of experience in Automobile industry, Should handle Plant HR and ER having| |Masters in Human Resource Management. |more than 500 workmen. | | | | |(Law Graduate will be preferred. | | | | | | | | | | | | | | | | | DESIRED SKILLS | |Functional/ Technical |Behavioral | |Knowledge of Labour Laws. |Empathy | |SAP |Should be Good Listener. | |Internet Savvy |Good Administrator | |Database Management. |Leadership Quality | |Training Need Identification. |Quick Learner | |Knowledge of PMS | | |Comp. Management. | |Formulation and Implementation of Recruitment Policy | | | | | | | | | | | | | | | | | | | | | | | |ANY ADDITIONAL SKILLS | | | Step2. Reviewing internal data bank The CVs are reviewed as per availability in order to shortlist the candidates Step 3. Advertise if not available internally If there is non availability of suitable candidates internally then advertisements are given in newspapers etc to get the candidates. Step 4. Get necessary candidates for interview The candidates are called for interview after taking appointment with concerned HODs. Step 5. Conduct Interview The concerned HOD takes the interview of the shortlisted candidates with HR HOD with Interview Assessment Sheet. [pic] Step 6. Negotiate salary Discussion with selected candidate regarding prospective role and salary structure Step 7. Approval by Plant Head Intimation to Plant Head about selected candidate, Date of joining and salary offered and agreed. Plant Head will finally give approval or disapproval. Step 8. Offer Letter After Plant Head approval offer letter is issued to selected candidate. Step 9. Medical Check up Selected candidate go through the medical check up. If the selected candidate is fit in medical test then go ahead for further formalities. Step 10. Relevant forms filled Various statutory and other data forms filled. Step 11. Induction Training Induction training generally last for a week which includes detail interaction with various departments, HR department is responsible for training related to company rules and policies etc. Training calendar for new employees is as follows: TRAINING CALENDER- VEPL [pic] S 5S is the name of a workplace organization methodology that uses a list of five Japanese words which are seiri, seiton, seiso, seiketsu and shitsuke. Transliterated or translated into English, they all start with the letter S. The list describes how items are stored and how the new order is maintained. The decision making process usually comes from a dialogue about standardization which builds a clear understanding among employees of how work should be done. It also instills ownership of the process in each employee. PHASES OF 5S: There are 5 primary phases of 5S: sorting, straightening, systematic cleaning, standardizing, and sustaining. Additionally, there is an additional phase, safety, that is sometimes included. Sorting Eliminate all unnecessary tools, parts, instructions. Go through all tools, materials, etc. , in the plant and work area. Keep only essential items. Everything else is stored or discarded. Straightening or Setting in Order There should be a place for everything and everything should be in its place. The place for each item should be clearly labeled or demarcated. Items should be arranged in a manner that promotes efficient work flow. Workers should not have to repetitively bend to access materials. Each tool, part, supply, piece of equipment, etc. should be kept close to where it will be used (i. e. straighten the flow path). Seiton is one of the features that distinguishes 5S from standardized cleanup. This phase can also be referred to as Simplifying. Sweeping or Shining or Cleanliness (Systematic Cleaning) Keep the workplace tidy and organized. At the end of each shift, clean the work area and be sure everything is restored to its place. This makes it easy to know what goes where and ensures that everything is where it belongs. A key point is that maintaining cleanliness should be part of the daily work not an occasional activity initiated when things get too messy. Standardizing Work practices should be consistent and standardized. Everyone should know exactly what his or her responsibilities are for adhering to the first 3 Ss. Sustaining the discipline Maintain and review standards. Once the previous 4 Ss have been established, they become the new way to operate. Maintain focus on this new way and do not allow a gradual decline back to the old ways. While thinking about the new way, also be thinking about yet better ways. When an issue arises such as a suggested improvement, a new way of working, a new tool or a new output requirement, review the first 4 Ss and make changes as appropriate. Safety A sixth phase, Safety, is sometimes added. It is reasonable to assume that a properly planned and executed 5S program will inherently improve workplace safety, but some argue that explicitly including this sixth S ensures that workplace safety is given at least a senary consideration. It is important to have continuous education about maintaining standards. When there are changes that affect the 5S program such as new equipment, new products or new work rules, it is essential to make changes in the standards and provide training. Companies embracing 5S often use posters and signs as a way of educating employees and maintaining standards. KAIZEN Kaizen (Japanese for improvement or change for the better) refers to philosophy or practices that focus upon continuous improvement of processes in manufacturing, engineering, supporting business processes, and management. It has been applied in healthcare, government, banking, and many other industries. When used in the business sense and applied to the workplace, kaizen refers to activities that continually improve all functions, and involves all employees from the CEO to the assembly line workers. It also applies to processes, such as purchasing and logistics, that cross organizational boundaries into the supply chain. By improving standardized activities and processes, kaizen aims to eliminate waste. Kaizen was first implemented in several Japanese businesses after the Second World War, influenced in part by American business and quality management teachers who visited the country. It has since spread throughout the world. The five main elements of kaizen †¢ Teamwork †¢ Personal discipline †¢ Improved morale †¢ Quality circles †¢ Suggestions for improvement TOTAL PRODUCTIVE MAINTENANCE Total productive maintenance (TPM) has been around for almost 50 years. To the west it is a new way of looking at maintenance: to the Japanese, it is an established process. Like all processes, it has a host of acronyms and buzzwords. Some are obvious, many will require follow-up reading. In TPM, the machine operator is thoroughly trained to perform much of the simple maintenance and fault-finding. Eventually, by working in Zero Fails teams that include a technical expert as well as operators, they can learn many more tasks sometimes all. One way to think of TPM is deterioration prevention: deterioration is what happens naturally to anything that is not taken care of. For this reason many people refer to TPM as total productive manufacturing or total process management. TPM is a proactive approach that essentially aims to identify issues as soon as possible and plan to prevent any issues before occurrence. One motto is zero error, zero work-related accident, and zero loss. RECRUITMENT STRATEGIES For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs : recruitment keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target : The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: o Performance level required: Different strategies are required for focusing on hiring high performers and average performers. o Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate’s experience can range from being a fresher to experienced senior professionals. Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc. 3. Sources of recrui tment : The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment. 4. Trained recruiters : The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e. g. behavioural, technical etc. ) to focus while interviewing and selecting a candidate. 5. How to evaluate the candidates : The various parameters and the ways to judge them i. e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc. RECRUITMENT STRATEGIES AT VEPL Sourcing Strategies For fresher 57 Through Campus Recruitment mainly in Diploma and ITI Colleges. For Junior Level Staff 59 Through references, walk-ins and advertisements in local newspapers. For Senior Level Management 61 Through Employee referral and Job Consultants Selection strategies For Junior Level Selection criteria for junior level involves Technical Round followed by HR Interview For Middle and Senor Level The selection for this level involves Written Test followed by HR Inerview. The Written Test includes the following: †¢ Psychometric test †¢ Skill-set test †¢ Numeric Test The first two tests are conduct to check whether the person is organization-fit or not while the Numeric Test is conduct to check the Job-fit ability of a person. RECRUITING EXPATRIATES Expatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates are the nationals from the other countries than the host and the MNC’s parent country, i. e. xpatriates are the third country nationals. The unavailability of the required skills and talents takes the organization to source talent from other countries. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organization. The procedures vary according to the post, the skill set required, the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. Recruitment of expatriates involves greater time, monetary resources and other indirect costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organization. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organization and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. The recruitment strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are designed in a manner to judge their: †¢ Adaptability to the new culture †¢ Intercultural interaction †¢ Flexibility †¢ Professional expertise †¢ Past international work experience †¢ Tolerance and open-mindedness †¢ Family situation †¢ Language ability †¢ Attitude and motivation †¢ Empathy towards local culture RECRUITMENT OF EXPATRIATE AT VEPL Varroc involves recruiting Expatriates adopting the same strategies and procedure for recruitment. RECRUITMENT POLICY OF A COMPANY In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people COMPONENTS OF THE RECRUITMENT POLICY: †¢ The general recruitment policies and terms of the organisation †¢ Recruitment services of consultants †¢ Recruitment of temporary employees Unique recruitment situations †¢ The selection process †¢ The job descriptions †¢ The terms and conditions of the employment A recruitment policy of an organisation should be such that: †¢ It should focus on recruiting the best potential people. †¢ To ensure that every applicant and employee is treated equally with dignity and respect. †¢ Unbiased policy. †¢ To aid and encourage employees in realizing their full potential. †¢ Transparent, task oriented and merit based selection. †¢ Weightage during selection given to factors that suit organization needs. †¢ Optimization of manpower at the time of selection process. †¢ Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. †¢ Integrates employee needs with the organisational needs. FACTORS AFFECTING RECRUITMENT POLICY †¢ Organizational objectives †¢ Personnel policies of the organization and its competitors. †¢ Government policies on reservations. †¢ Preferred sources of recruitment. †¢ Need of the organization. †¢ Recruitment costs and financial implications. RECRUITMENT POLICY OF VEPL o An employee once resigned cannot rejoin the company till 3 years. o Maximum 15-20% hike is given in present salary when recruiting the employee. o VEPL cannot recruit employees from any of the Bajaj vendors. FACTORS AFFECTI NG RECRUITMENT The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: FACTORS AFFECTING RECRUITMENT [pic] FACTORS AFFECTING RECRUITMENT AT VEPL VEPL is governed by various internal and external factors such as: Internal Factors 81 Policy of the company External Factors ? Location- Company faces scarcity of employees due to its location. Moreover this plant is. near to the NCR thus people prefer to go there for better career growth. ? Nature of product- Rarely available product requires less recruitment. 82 Demand and supply HR CHALLENGES IN RECRUITMENT Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals – handling the recruitment function of the organisation- are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum. HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. The major challenges faced by the HR in recruitment are: Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i. e. the changes taking place across the globe. HR should maintain the timeliness of the process †¢ Lack of motivation – Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. †¢ Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. HR CHALLENGES IN RECRUITMENT AT VARROC VEPL face the following two main challenges: 1. Location act as a major constraint 2. It is difficult to retain employees due to large industrial growth. FORMS OF RECRUITMENT The organisations differ in terms of their size, business, processes and practices. A f ew decisions by the recruitment professionals can affect the productivity and efficiency of the organisation. Organisations adopt different forms of recruitment practices according to the specific needs of the organisation. The organisations can choose from the centralized or decentralized forms of recruitment, explained below: 1. CENTRALIZED RECRUITMENT: The recruitment practices of an organisation are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organisation are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organisations. Benefits of the centralized form of recruitment are: †¢ Reduces administration costs †¢ Better utilization of specialists Uniformity in recruitment †¢ Interchangeability of staff †¢ Reduces favoritism †¢ Every department sends requisitions for recruitment to their central office 2. DECENTRALIZED RECRUITMENT: Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner. Before making any investment, every organisation would want to evaluate the investment by answering the following questions in quantifiable terms:  · What are the costs and the corresponding and related risks on the investment?  · What are the expected returns of the investment?  · What is the expected pay-back period of the investment? An organisation makes a tremendous amount of investment in its recruitment processes. A lot of resources like time and money are spent on recruitment processes of an organisation. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organisation. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organisation without anyone ever realizing its worth or measuring its impact on the organisation’s business. According to a survey, 38 % of organizations do not prepare or produce any kind of documents or reports on their recruitment processes, and there is no accountability of the HR department for the costs incurred and the opportunities missed. With the increasing strategic focus on the human resources, more and more organisations are adopting one or the other way for calculating the ROI on its recruitments. Many organisations are examining their HR functions and processes and are trying to quantify their results and returns. A recruitment professional or manager can calculate and maximize the return on investments on its organisation’s recruitment by o Clear definition of the results to be achieved from recruitment. o Developing methods and ways measuring the results like the time – to – hire, cost-Per-Hire and effectiveness of the recruitment source etc. o Estimating the costs associated with the recruitment project Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. o Providing and ensuring proper training and development of the recruitment professionals. FORM OF RECRUITMENT AT VEPL VEPL follows the decentralized pattern of recruitment as it has its 14 plants spread in different geographical areas with its headquarter at Aurangabad. But the recruitment of managers and above is done by the corporate office. HOW DOES RECRUITMENT AND SELECTION PROCESS CONTRIBUTES TO THE EFFICIENCY OF THE COMPANY? Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for fitting in. 2. The organisation is unlikely to be greatly disrupted by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firms point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success on paper. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else. External recruitment: External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. There are a number of stages, which can be us

The Underground Dance Movement essays

The Underground Dance Movement essays In almost every culture throughout history, there has been dance. Prayer dances, celebratory dances, social dances. In many cases, we can see the cultural progression through the progression of dance. In the United States alone, weve seen the transitions from the European-grown ballet to tap, then to modern dance. What is not so well catalogued, however, is the underground progressive dance movement. Starting in the late sixties, the so-called Underground or counter-culture has built its own species of dance. Our subject today is the three most dominant styles of this new wave, popping, or the Electric Boogie, hip hop/break dancing, also known as old school dance, and the trance/house or new school dance. The television show Soul Train was really one of the keys to the spread of these radical new styles. It was especially instrumental in spreading the Electric Boogaloo, or Boogie. The Electric Boogie developed in the mid-sixties by a family of black men living in Fresno, California, through influences like James Brown and strangely enough, TV shows like Lost In Space. It was a mutant child of sorts, of what is called The Robot dance, Popping, and Miming. The Robot is a dance that our generation has grown up recognizing, the angled body parts, sliding feet, and rigid motions all creating the illusion of a human robot. Popping, however is an unfamiliar term to many of you. Popping can be described as energy passed through the body, popping and snapping elbows, wrists, necks, hips and just about all the body joints along the way. The final ingredient to the mix, however, to control and smooth out the stop-and-go of a popping robot, was the influence of mime. The miming is what gives the Electric Boogie its voice, by making it possible to tell stories and create illusions with the body. This new dance was the forerunner to break dancing, and indeed ma ny of the so-called ...

Lets Hear A Little Respect for the Pluperfect

Lets Hear A Little Respect for the Pluperfect Lets Hear A Little Respect for the Pluperfect Lets Hear A Little Respect for the Pluperfect By Maeve Maddox Television writers have little respect for standard English grammar. I know that. I also know that American writers in general have little use for the pluperfect (past perfect) tense, preferring instead to use the simple past with adverbial modifiers. Nevertheless, I was astonished by an exchange between a judge and a lawyer on an episode of the The Good Wife: The lawyer is trying to impugn a witness who has testified that a young man arrested at the scene of a murder did not have time to construct a story to conceal his involvement. The lawyer points out that, according to the police report, the man did have time. The lawyer says that by the time the suspect had reached the police station, †¦he had had time to construct a story. When the lawyer requests that his client be released on bail, the judge fixes him with a disapproving frown and says, Request denied. If for no other reason than that you used the pluperfect tense. Apparently TV writers are at war with more than pronouns. The pluperfect, also called the past perfect, is a verb tense used to indicate that an action took place before some other past action. It is formed with the auxiliary verb had and a past participle: When I arrived, the dog had gone. The word pluperfect derives from the Latin phrase tempus praeteritum plus quam perfectum, meaning past tense more than perfect. The word perfect comes from Latin perfectus, meaning completed. An action in the pluperfect is over, done, finished. Heres an example of a novelists use of the pluperfect when writing a third person narrative in the past tense. Its from Death in Holy Orders by English writer P. D. James. The ash, with its heavy cladding of ivy, was unmissable, but as they turned into the road, which was little more than a lane, one glance showed clearly what had happened. A large bough of the tree had been torn from the trunk and now lay along the grass verge, looking in the growing light as bleached and smooth as a bone. From it sprouted dead branches like gnarled fingers. The main trunk showed the great wound where the branch had been torn away, and the road, now passable, was still strewn with the debris of the fall: curls of ivy, twigs and a scatter of green and yellow leaves. The earliest example of the term pluperfect in the OED is dated 1500. The latest illustration of the term, dated 1995, reflects the modern disdain for this tense: 1995 Church Times 17 Nov. 17/3 They each gave us a few paragraphs of Mills Boon prose which were rather hard going, being over-full of pluperfect verbs. NOTE: Mills Boon is a British romance publisher founded in 1908 and sold to Harlequin Enterprises in 1971. American writers, perhaps aiming for a breezy style, avoid the pluperfect as much as possible, but they do use it. The following extracts from Tunnel Vision show how Sara Paretsky deals with it. Sometimes she disguises it with contractions: Id had my office there for ten years, so long Id come to overlook its litany of ills. Sometimes she introduces the pluperfect with a had, then switches to simple past: The building had already been one-third empty when the Culpeppers handed out their notice at New Years. They tried first to bribe, then to force, the rest of us into leaving. And sometimes she stays with the pluperfect throughout a paragraph: In a seconds unthinking revulsion I had thrust the bat back behind the radiator. I wanted to protect Emily and I didnt want anyone to know the weapon was there. But I would have to tell the police. Staring sightlessly into the mist, I saw it had been foolish to think otherwise. And my first impulse, to make an anonymous call, was also foolish: my prints were on the bat. At least I hadnt been so stupid as to wipe them clean. Any writing device can become an obstacle to reading comfort, for example: sentences all the same length, numerous characters whose names all begin with the same sound, an unusual word used numerous times. And yes, over-use of the pluperfect. However, just because the use of the pluperfect in narrative writing has its pitfalls, dont fall for advice that tells you to avoid the clumsy pluperfect altogether. The pluperfect is a useful narrative tense. Its up to the writer to keep it from becoming clumsy. The next time you read over your work and feel yourself becoming bogged down in hads, you might question the way you are presenting your story. The fault may lie with an over-reliance on flashbacks. You may need to figure out some other way to lay in your back story. 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 Fiction Writing category, check our popular posts, or choose a related post below:Writing a Reference Letter (With Examples)15 Great Word GamesDozen: Singular or Plural?

Putting a price on carbon is the best solution for climate change Essay

Putting a price on carbon is the best solution for climate change - Essay Example e provisions for the trading of emissions at the international scope was introduced by the Kyoto Protocol and despite the expiry of this protocol, carbon trading is set to continue (Newell, Pizer & Raimi, 2013). Underpinning the need for carbon pricing is because most countries have no costs associated with the polluting activities and sources and that currently, there are no limits to the amount of pollution that nations can discharge into the atmosphere (World Bank Group, 2014). Therefore, carbon pricing can act as the regulatory mechanism for controlling the amounts of greenhouse gas emissions from all countries around the world. Some of the most common methods for putting a price on carbon include carbon taxation and the cap-and-trade approach (Grubb, 2012). The cap-and-trade approach involves the government setting up caps on emissions from a particular pollutant, for instance CO2, from a group of pollutants like power plants while carbon tax is the fee imposed on greenhouse gas pollution especially from fossil fuels (Hood, 2013). Thus, the aim of this research is to support that statement that argues that putting price on carbon is the best solution to climate change by encouraging the adoption of cleaner energy sources that are more efficient, cost-friendly and environmentally friendly. Though carbon pricing is being focused on as the solution to climate change, critiques believe that this is an ambiguous decision by the developed countries to escape the responsibility of being the major pollutants and share the costs with other countries that emit fewer greenhouse gasses (Jenkins, 2014). Some non-governmental organisations argue that carbon pricing is creating carbon markets that will give the stakeholders the right and permit to pollute. Besides, a handful of civil societies, Carbon Trade Watch included, have on many occasions criticised the establishment of carbon markets because they barely reduce greenhouse gas emissions at their sources and this

Graduate Career Essay Example | Topics and Well Written Essays - 1000 words

Graduate Career - Essay Example Serving in the ministry whether in Nigeria or in their foreign missions is okay with me but I would wish to work abroad. I am a person who likes travelling and meeting new people and this job would offer me the best chance to do that. I believe I am well suited to perform tasks in the ministry basing this on my academic credentials. I am currently pursuing a bachelor degree at Greenwich University, London in Politics and International Relations to end in 2012 and I also have a Diploma in Law acquired in 2005 from Ahmadu Bello University, Zaria, Nigeria. The Ministry of Foreign Affairs in many occasions deals with political assignments between countries (Ministry of Foreign Affairs, Nigeria 2011). This is basically the role that is centred in international relations and the other part of my degree covers this fully. The ministry also acts accordingly through the understanding of international law and that of the land i.e. Nigeria. In this regard my law diploma comes in handy to offer the required background knowledge. It is important to note that this position will require me to have ample experience in international relations of which am short of. My plan in order to eliminate this gap is to apply for internship programs in related areas within the time I will be doing my degree. Hopefully it will be a foreign affairs ministry or other relevant organization. The current employment state has been plagued with institutions and organizations asking for experience from job applicants mostly ranging from 2-5 years. I therefore seem to have quite a mountainous task to clock the minimum experience requirement for the current job market. The other huge requirement lies with the need to acquaint myself with a number of languages that come in handy in the international platform like French and Spanish among others (Vsesoi?uznoe 2006). Language barrier is the biggest obstacle when dealing internationally and one needs to have knowledge of as many languages as possible. Lo oking back at the passion I have for this kind of job, I believe the task ahead is achievable with the required amount of effort and dedication. Applications are sent in their thousands to the ministry and to get an appointment one needs to have skills and experience that offer a considerable level of competitive edge. On the side of skills am planning to enrol in a law class to further my diploma in a college in London particularly to study International Law. World Vision International The world has been dogged by many challenges ranging from poverty, disease and natural disasters (Jones 2006). It is here that World Vision International comes in to alleviate people from such suffering by offering the necessary humanitarian assistance and advocacy (World Vision International 2011). In community development initiatives World Vision concentrates more on poverty and people’s welfare more so that of children. This Non-governmental Organisation is the other that I wish to join aft er my graduation. It is centred on helping the less fortunate in the society and the world at large. I am a charitable person and it is my wish to see the world being a better place through my direct efforts. World Vision in this case offers the best platform for me to exploit my knowledge and expertise in helping these kinds of people. I may wish to concentrate more on the African plight and Nigeria in particular. Helping people who are in need and enabling them to cross to some level of comfort is the