My Childhood Memories Of The Philippines Essay Example For Students

My Childhood Memories Of The Philippines Essay One of my most punctual beloved recollections was my maternal family members, my mom, and I setting out on the way toward leaving our country; hanging tight for a considerable length of time in lines that never appeared to close everytime we go to the American international safe haven, escaping the check ups and impressive butt shots that my more seasoned cousins outlined for me, and encountering the exciting first trip during the hurricane season. I was conceived in the Philippines which is as of late known for its most noteworthy fare: its kin. In excess of a million filipinos leave the Philippines consistently for business, normally as: sailors, medical caretakers, household partners, and so forth. During my more youthful years, I abhorred moving to and fro between the Philippines and some spot else. Then again, as I developed more established, I started to comprehend my parent’s viewpoint and that emigrating from the Philippines was more invaluable than disadvantageous for my family. To begin with our first move to the United States, I was energized with the possibility of encountering something new, however I was disheartened to understand that we needed to leave my dad. Thus, it was likewise most likely hard for my dad to see his significant other and just little girl fly away from him to the obscure. At that point, he felt that we relinquished him in the profundities of his heart. Then again, my maternal grandma was doubtlessly enchanted to see her kids and grandkids; all things considered, she and my granddad had appealed to for us to have a green card. For the most part, it was my grandma who accomplished all the work for us to be appealed. Obviously, it didn't take long for the oddity of another spot to wear off for my multi year old brain. I missed my dad appallingly; our solitary correspondence at the time was a call each night. Not just that, I missed what I. . to acknowledge that it was a decision that my folks have made to forfeit our time all together for something better. On the off chance that my mom and I didn't leave and set up our residency, we as a whole would have remained in the Philippines where I would not have the instructive open doors that I have here. Since the US has better clinical innovation, my mom can find support for her liver cirrhosis which she would not get on the off chance that we remained in the Philippines. My dad procures more for his activity here that the amount he would make there. Our experience living in the United States was better as I acclimated to my environmental factors. Presently, that I’m used to adjusting and being free from my folks, I accept that the isolation I had as a youngster has set me up for adulthood. By and large, I am, presently, thankful for the opportunity to socially and monetarily advance because of my family’s penance.

Comparing paper Essay Example | Topics and Well Written Essays - 1500 words

Contrasting paper - Essay Example According to Sikhism, there is one God and they put stock in the lessons of Sikh Gurus. God is connected or converged with the Gurus and Gurus speak to ‘The Creator’ and Sikhs underscore the need to keep agreeable harmony among fleeting and otherworldly commitments. Besides, in a state of harmony with the convictions of Sikhism, Judaism and Christianity additionally have confidence in one God and that God is unceasing and permanent. It is said that Judaism calls for most noteworthy feeling of self-restraint and it is viewed as one of the exacting religion. According to Christianity God is preeminent, amazing what's more being the maker of all things. Christians accept that it is conceivable to arrive at God just through Jesus, who is His solitary Son. Undoubtedly, Sikhs consider human life as valuable on the grounds that the spirit needs to experiences a few births and passings before it is honored with human structure. In line with this conviction, in Judaism everything is associated with God as God made the world and controls the all exercises known to mankind. According to Judaism, God has no physical structure and he isn't male nor female. The substance of Jewish confidence is in Rambam’s standards of confidence which makes safeguard about the presence of God. For Christians, God is the preserver of the world and it is God that made life and made mankind in His picture. While Sikhs accept that people face issues as a result of their bad behaviors, they consider recollecting God’s name as the prime arrangement. Judaism accepts that each great and terrible activities will be dealt with reasonably. Like Christianity, Judaism additionally has confidence in admission of past sins and looking for reparation. The Father in Church tunes in for the transgressions submitted by the individuals and he petitions God and Jesus to support their wrongdoings. In Christianity it is accepted that transgression and shrewdness showed up on the planet through Adam and Eve. It is a direct result of the negativities that man has become an insidious power yet it is God that makes last judgment on the man. Judaism and Sikhism declare that each individual can move toward God independently yet in Christianity an arbiter is vital among God and man. Gurudwara is the spot of love for Sikhs, Jews offer supplications and love in Synagogues and Christians revere in Churches. Sikhs don't put stock in symbols based petitions thus there are no symbols obvious in the Gurudwara, Sikhs consider their Holy Book of Guru Grantha Saheb Ji as their definitive educator. The Holy book contains an assortment of lessons and compositions by Guru Nanak and different Gurus, it is hailed by Sikhs as the living expression of God. The Holy Book has abundant references about Hindu and Muslim Saints. Sikhs place their Holy book on a raised stage embellished with blossoms. Like Gurudwaras, there are no symbols in Synagogues, however in Church we ordinarily get the opportunity to see the sculpture of Jesus Christ and some of the time there are drawings on the mass of the Church those delineate heavenly attendants. Judaism has various strict messages however the most significant of everything is Torah. God gave composed and oral Torah to Moses and it contains 613 rules of God. There would be not going to be another Torah. Additionally Christians likewise have a Holy Book called Bible. The establishment of the convictions in Christianity depend on the educating from the Bible. Other than the Holy book, Christians have confidence in Trinity, the Father and Son. In Judaism there are numerous groups, their day by day supplications are a piece of their life, these petitions are said in the first part of the day and at the sleep time. Sikhs and Christians visit Gurudwaras once a

BranchOut

BranchOut INTRODUCTIONMartin: Hi, today we are in San Francisco with BranchOut. Rick, who are you and what do you do?Rick: I am Rick Marini, Im the founder and CEO of BrachOut and Ive been an entrepreneur for the last 15 years out here in Silicon Valley. Ive started three companies. Tickle.com was the first one back in 1999, and we grew that to be the largest personality testing site online. We sold that to Monster in 04 for 100 million dollars, and then I started a second company, called Superfan which built Facebook apps and social games and we pivot that over to BranchOut, which a large professional network, leveraging Facebook with about 800 million professional profiles.Martin: Great.BUSINESS MODEL OF BRANCHOUTMartin: Lets talk briefly about the business model of BranchOut. How did it work in the beginning and have there been any changes to the business model over time?Rick: Yes, its been a rollercoaster with BranchOut, plenty of changes as in any startup. You know BranchOut really starte d as a way to leverage our network within Facebook, which tends to be your friend network, people that you are close with, and leverage that for professional purposes. Typically people would use it for recruiting or finding a job, or sales, trying to build your network, and BranchOut really grew quickly early on because its a network effect business, the larger the network the more powerful it becomes. You want to invite all of your friends, and people on Facebook have an average of about 350 friends, and they were inviting everyone so we grew quickly and that’s how were able to get to 800 million members. On the business model side, we focused on recruiting. So giving recruiters special tools and access into the database so they could identify who they knew at different companies, and its not just who they know its who their friends knew, so it was really being able to grow with that kind of 6 degrees of separation to be able to leverage a giant database of 800 million people.Mar tin: How did you reach the first, lets say 10.000, or 100.000 members?Rick: Yeah, so a lot of that is a really leveraging your own network, inviting everyone that you know to join the service and luckily for us, we knew people who had big networks. So some of the early people who started to really spark back growth they invited their network and luckily for us it was a really influential network. People who had big Facebook followings and twitter followings, that really started to get the world out there quickly, so really like many entrepreneurs you invite everyone that you know, friends, family, and everyone you ever met and try to get them to use that service early on.Martin: Okay, great.ADVICE TO ENTREPRENEURS FROM RICK MARINI In San Francisco, we meet founder and CEO of BranchOut, Rick Marini. BranchOut was already the third startup idea of Rick. Rick describes how he came up with the idea and founded this company and how the current business model works. Rick also provides great and helpful advices for young entrepreneurs.The transcript of the interview is included below.INTRODUCTIONMartin: Hi, today we are in San Francisco with BranchOut. Rick, who are you and what do you do?Rick: I am Rick Marini, Im the founder and CEO of BrachOut and Ive been an entrepreneur for the last 15 years out here in Silicon Valley. Ive started three companies. Tickle.com was the first one back in 1999, and we grew that to be the largest personality testing site online. We sold that to Monster in 04 for 100 million dollars, and then I started a second company, called Superfan which built Facebook apps and social games and we pivot that over to BranchOut, which a large professional network, leveraging Facebook with about 800 m illion professional profiles.Martin: Great.BUSINESS MODEL OF BRANCHOUTMartin: Lets talk briefly about the business model of BranchOut. How did it work in the beginning and have there been any changes to the business model over time?Rick: Yes, its been a rollercoaster with BranchOut, plenty of changes as in any startup. You know BranchOut really started as a way to leverage our network within Facebook, which tends to be your friend network, people that you are close with, and leverage that for professional purposes. Typically people would use it for recruiting or finding a job, or sales, trying to build your network, and BranchOut really grew quickly early on because its a network effect business, the larger the network the more powerful it becomes. You want to invite all of your friends, and people on Facebook have an average of about 350 friends, and they were inviting everyone so we grew quickly and that’s how were able to get to 800 million members. On the business model side, we focused on recruiting. So giving recruiters special tools and access into the database so they could identify who they knew at different companies, and its not just who they know its who their friends knew, so it was really being able to grow with that kind of 6 degrees of separation to be able to leverage a giant database of 800 million people.Martin: How did you reach the first, lets say 10.000, or 100.000 members?Rick: Yeah, so a lot of that is a really leveraging your own network, inviting everyone that you know to join the service and luckily for us, we knew people who had big networks. So some of the early people who started to really spark back growth they invited their network and luckily for us it was a really influential network. People who had big Facebook followings and twitter followings, that really started to get the world out there quickly, so really like many entrepreneurs you invite everyone that you know, friends, family, and everyone you ever met and try to ge t them to use that service early on.Martin: Okay, great.ADVICE TO ENTREPRENEURS FROM RICK MARINIMartin: You told us in the talk before, that you have so many learnings over the years as being an entrepreneur for 15 years, can you share some of your learnings with us?Rick: Sure, its been a rollercoaster for 15 years. I love being an entrepreneur but this stuff is really hard. Its kind of like being an actor in LA, I think, where, you know, everyone wants to be Brad Pitt, or Julia Roberts and make 20 million a movie and all that stuff, and everybody up here wants to be Mark Zuckerberg or Larry (Page) or Sergey (Brin), but the reality is, a lot of people waiting for tables in LA, and a lot of people that try to be an entrepreneur and never achieve the success of Mark Zuckerberg. But the reality is theres nothing that Id rather do, I love being an entrepreneur its great, you just have to know what youre getting into, because it really is hard. You can never turn it off. Youre always thi nking about your business, youre always pitching your business, you can never shut it off. When you go home, youre probably not actually going home directly, youre going to some tech event, especially if youre here in bay area where there’s tech events every night. So Ive had the highest highs and the lowest lows in the same day. I mean you have to have the real stomach of steal to ride the rollercoaster and just understand what you’re getting into.Martin: You have been recently acquired by Hearst and any learnings that you get from that kind of exit route?Rick: So were just acquired this week by Hearst so this is great timing for this discussion. Were very excited, Hearst is a world class company, and were going to have the chance to act as entrepreneurs within Hearst. Theyve created a new digital product group that Im heading up, so thats wonderful. We have the security of Hearst, but still acting as entrepreneurs, to thats been great. I think every entrepreneur has the dream of taking a company public, the reality is that the most successful companies end up getting acquired, what we just did this week before they ever get to the IPO. Its really hard to get to the IPO. And its bitter sweet because you love having the control, and responsibility as an entrepreneur but you are also know you are working towards a building a company of real value, and again either its an IPO or more likely an acquisition, and there is a bitter sweet moment of, now Im kind of giving up my baby, luckily for us we get to continue on with Hearst and manage that, but, to be honest, we are very excited to be part of Hearst, like I said, its a rollercoaster and it feels good to be part of a great company in the end.Martin: A lot of young startups or maybe single developers try and think about OK, let me build an app for another platform, like IOS or Android of Facebook or whatever. You did it by yourself. You used Facebook for your services. Are there any learnings that you need t o consider as an entrepreneur when you make your business model so much dependent on another platform?Rick: Absolutely. You know, for us, with BranchOut growth, there is no way we couldve ever achieved those kinds of numbers without Facebook. Theres also a downside that you dont control that platform. So, on the early days of BranchOut, we grew quickly, we were adding 400.000 new users every day with zero marketing, just for free. We were leveraging on the Facebook network to the fullest, we really did a good job with that, but then Facebook made some changes later that made it tough for every app developer to be able to achieve anywhere near that kind of growth, and thats something thats a really good lesson for other entrepreneurs: when you develop for another platform, you dont control that, you dont control the rules. And they can change rules at any time, whether its Facebook or LinkedIn or Apple or Google, or whoever it is. That said, when youre developing for mobile, youve go t to develop for iOS and Android, you have to, thats 90% of the market, two of them combined. Android is interesting because you get to market quicker, but youre also developing for a lot of different platforms, lot of different phones. But at the end of the day, mobile to me is a future of communication, of technology, so for people who are developing apps for mobile, youve got to be on both iOS and the Android and youve got to play within the rules of Apple and Google and, luckily, both of those companies, I think, have done a good job at building real solid developer ecosystems.Martin: You started several companies. Is there any specific process behind, how you select your next business venture?Rick: Sure. I think that lot of people like to start companies based on their personal passion, and I think thats great but your personal passion also has to translate into your ability to raise money from investors, to be able to attract employees, and to be able to have a real exit later , because investors are investing for return. I think theres lot of people that want to start the next music site or sport site, and sometimes that works, Pandora and Spotify are networks that work. But at the end of the day, I think finding something that you can build that, for me, can change millions of lives in a positive way, is what my passion is. If you can find something that gets you fired up every day, whether its a personal passion or its just something that, again, can have that kind of global impact, that gets me excited. And being able to work with great employees and great advisors and investors, when you bring all that together, that, to me, is whats exciting in starting companies.Martin: Did you start with some kind of a long list and then try to shorten up and then come up with three or four great business ideas or did you decide for one or two or how do you go for starting a company?Rick: So, for my first company, Tickle, we started that because I was at Harvard b usiness school with my class made James Currier, we took the Myers-Briggs test back in 1997. We started the company in 99, upon graduation. But we realized, and this was years ago, that no one had ever done this online. That was just kind of the spark of Wow, we can bring all these quizzes online. With BranchOut that was by accident, I think a lot of companies are started by accident, where somebody had asked me for an introduction to a Facebook friend and I forgot which one of my friends worked at that company. So, I asked one of my engineers to build me a little widget that could go through all my Facebook, and Ive got over 2000, friends, going through manually wouldve taken too long, and then we had the spark of Wow, this is really powerful, a lot of people would use it. Its probably often, companies are started based on either your personal itch you need to scratch, like for BranchOut, or you just see this big opportunity where youre like Wow, no one has ever done that before. I t was lot easier to do that back in 1999, when internet was a lot younger than it is today. But I think those are definitely good ways to start companies I have an itch that needs to be scratched, and if its something that impacts a lot of other people, there may be a business.Martin: Are there any other learnings or advice, or maybe even mistakes that you did that you can share with?Rick: In terms of advice, one of the things that I think, young entrepreneurs or people who want to be entrepreneurs should think about is that when you start your first company, if youve never worked in an entrepreneurial setting, youre making it really difficult for yourself. My advice would be go work in a startup, especially one thats got some funding, an A or B round of funding, and go learn from a great entrepreneur. Go see the mistakes they make, see the wins they have, the successes, and learn from them. So, instead of going back for your MBA for two years, like I did, go work for a great star tup for two years, take that learning, and then go start your company. But, I think, without having those learnings, youre going to make mistakes that someone else couldve made on their dime while youre learning and earning a wage, so that to me is one of the big things that I think young entrepreneurs should do. Another, thats just really general, that has helped me in my career is to do a couple things that are really simple. Theyre simple, but you got to work on them:One is: work harder than everyone around you. Thats something that I did early in my career, I worked a lot hours and I did that so I could soak up as much knowledge as I could and also be seen as the go-to guy.Number two: have a good attitude. Attitude goes a long way. People who have a good attitude and are willing to work hard, those are the people who get mentored by the best people, because I want those people on my team, I want to hire those people. Smart people with a good attitude that are willing to work har d can go really far, whether that is professionally, or personally, whatever it is.Simple advice just do that and youre going to go pretty far. If you want to be an entrepreneur, go find a great company, learn there for 2 or 3 years, take all that and then youre in a better position to start a company.Martin: What advice you would give to a person who wants to start a company? Hes now in a safe job, working. Would you rather think Quit the job and start a company or do you rather advise them to build a company on the side, on weekends, for example?Rick: If the company they work for allows them to do that, then thats not a bad idea to start. And the reason for that is that quitting your job, especially if you have any kind of family obligations, if you have a wife or children or house, thats a scary thing to just say Im going to stop working at my safe, secure job and start a company. Test some ideas, see if theres any traction, because sometimes there are great ideas that just dont have the execution behind them. The flip side of that is can you really execute, if youre doing this part time? Thats why Id go back to: it really depends on your situation. If you have the ability, if you have the financial freedom to say I dont have to do this job, I can go and take a chance, then go ahead and take that chance. If you dont have that flexibility or freedom, and if the people that you want to hire dont have that as well, maybe you do this on nights and weekends if your employer allows you to do that, just to see if theres some traction, as soon as you start to see some real sparks that this is going to work, thats when you say OK, Im going to go for it 100%. Because its not just you that is potentially leaving the job, its the people that you need to attract to come work with you. Thats scary, because when you as a CEO take that responsibility on, not just for myself, and for my family, but also that on all this other people, youre now responsible for all the thei r families, making sure you hit payroll and making sure that the company is going in the right direction. That is a bigger responsibility than I think people who havent been an entrepreneur realize. Its scary and every CEO should take that seriously because people are putting their fate and their families trust in you.Martin: What would be the right point to raise outside money? Because a lot of people also try to bootstrap and when should they stop bootstrapping and maybe even fuel the company with outside money?Rick: Theres typically two times early on when you raise money. One is just a whiteboard and an idea, which youre going to raise out of lower evaluation because you havent proven it out. The other will be when you have real traction, maybe you bootstrapped it, maybe you brought some angel money in, and then youve got traction, you can go raise in a much higher evaluation. Of course, the scary part is What if dont ever get there?, and lot of people just want to get out there and raise couple hundred thousand, maybe five hundred thousand, just to get going, and I think that makes sense. Im going to go back to what I said a minute ago which is: if you can do something kind of on the side, to prove out theres something there, that could be the time to start raising some angel money. If you would like a convertible note, make it really simple, and raise maybe $500.000, something in that range, just so you can get yourself and maybe couple engineers on board and start to build towards a more robust product, get some traction and then you go out for some series A. Especially if youve never been an entrepreneur before, its really hard to go into a big, serious aid with just an idea in the whiteboard, because you dont have a reputation yet, you havent built that up. For more experienced entrepreneurs, that maybe had an exit or two, and have a well-known brand in Silicon Valley, they can often go right into the series A because the VCs have a relationship with them.Martin: Rick, thank you very much for your time and maybe next time you should also BranchOut.Rick: Thank you!

Male And Female Norms During 19th Century Mexico City

Male and Female Norms During 19th Century Mexico City The Magic Lantern, published in 1886 and written by Josà © Tomà ¡s de Cuà ©llar, (New York: Oxford University Press, 2000) is a novella about nineteenth century Mexico. The author wrote this novel to express his thoughts and ideas regarding the manner in which men and women interacted with each other during this time. Cuà ©llar believed that the Mexican culture set impossible standards, and he conveys this ideology within the short story, Having a Ball. He concluded that men should seek women with more substance, rather than just relying on their looks to achieve status. The novella describes Cuà ©llar’s views on the French customs in Mexico City during the 1900’s. According to Cuà ©llar, men valued women solely based on their appearance. The only quality that seemed to affect men, in regards to women, was the way that they dressed, their natural beauty, and they way that the women carried themselves. For exam ple, Don Gabriel, a very wealthy character, invited to the ball had a mistress that numerous other men fancied and desired to be acquainted with. Her presence was significant at the ball as well, for two reasons: she dressed well and had two daughters. The men that were also invited to the ball wanted as many attractive women to attend as possible, so having multiple daughters was certainly an attractive quality. Her husband however was not invited, as this would create a conflict with Don Gabriel. This woman did not possesShow MoreRelatedLiterary Criticism : The Free Encyclopedia 7351 Words   |  30 Pagesmoral growth of the protagonist from youth to adulthood (coming of age),[3] in which character change is extremely important.[4][5] Contents [hide] 1 Origin 2 Plot outline 3 Examples 3.1 Precursors 3.2 17th century 3.3 18th century 3.4 19th century 3.5 20th century 3.6 21st century 4 See also 5 Notes 6 References 7 Bibliography 8 Further reading 9 External links Origin[edit] The term was coined in 1819 by philologist Karl Morgenstern in his university lectures, and later famously reprisedRead MoreEssay on Like water for chocolate6961 Words   |  28 PagesLike Water for Chocolate ~Laura Esquivel~ Ms. Diamond Name_________________________________ Magical Realism At about the middle of the 19th century (when scientific objectivity became â€Å"vogue†), the influence of many social forces caused aesthetic taste to change from romantic idealism to realism. Many writers felt that romantics—with their focus on the spiritual, the abstract, and the ideal—were being dishonest about life as it really was. The realists felt they had an ethical responsibilityRead MoreMasculinity in the Philippines12625 Words   |  51 Pagesphilippine studies Ateneo de Manila University †¢ Loyola Heights, Quezon City †¢ 1108 Philippines Philippine Commonwealth and Cult of Masculinity Alfred W. Mccoy Philippine Studies vol. 48, no. 3 (2000): 315–346 Copyright  © Ateneo de Manila University Philippine Studies is published by the Ateneo de Manila University. Contents may not be copied or sent via email or other means to multiple sites and posted to a listserv without the copyright holder’s written permission. Users may download and printRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. 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Religious†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.20 7. Linguistic†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦20 8. Educational†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦23 9. Aesthetic†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.24 B. Organizational Culture†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1. Work Values, Traditions, Norms and Expectations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦31 2. Verbal and Nonverbal Communication Patterns†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦37 IV.USEFUL INFORMATIONS†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..41 V.SOURCES †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..42 PREFACE In this term paper, which is about Brazil? WeRead MoreCeramics: Pottery and Clay17443 Words   |  70 Pagesceramics were the result of various mixtures and base - combinations, including clay. The resultant non-metallic and inorganic solid base is now a common sight in art ware and the domestic and industrial segments of human development. The twentieth century witnessed the design of amalgamated, new ceramic materials that are still used extensively in the manufacture of semiconductors. 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The garb of satire—where almost every character cuts a sorry figure—gives the author the licence to offer one of the most bleak and pessimistic portrayals of urban Dalits. Despite his savage portrayal of Dalit (and female) characters—or perhaps because of it?—Serious Men has won critical appreciation from a cross-section of readers and critics. 2 At a time when a formidable body of Dalit literature—writing by Dalits about Dalit lives—has created a distinct space

Assignment 3 - Business Level Corporate Level Strategies...

Business-Level and Corporate-Level Strategies – Ford Motor Company Strayer University BUS499, 14 February 2016 Business-Level and Corporate-Level Strategies – Ford Motor Company It all began in 1896 when Henry Ford built the Quadricycle that rode on four bicycle wheels, operated by a four-horsepower engine with only two forward gears and no reverse ability. Henry soon joined a group that founded the Detroit Automobile Company but left within one year and would soon incorporate the Ford Motor Company with 12 investors and 1,000 shares in 1903. The Ford Model A was the first car sold on July 23, 1903 (http://www.corporate.ford.com). Ford Motor Company has endured many challenges during its 113 years in business. Altering business†¦show more content†¦As a result, Ford Motors is trying to retain its brand name in the context of American cars without having to necessarily lose its value because of lower economic costs. In fact, this should be used to develop sustainable competitive advantage and enhance the profitability of the company (Drucker 2007). I believe this plan is working for Ford Motors and is allowing them to keep focus on the One Ford Plan. Ford met and exceeded their financial metrics for 2014 except for their total company pre-tax profit which was not unexpected due to an unprecedented number of product launches and challenges associated with their South American and Russian areas but their cash flow is in the positive and they are ready to stay the course with their One Ford Plan which is to consolidate their Global Platform from 27 products to eight products (Henry, 2015). Currently Ford has stayed the course and is currently at nine platforms. Higher sales with fewer platforms equals scale which has created overall efficiency for Ford. 2. Corporate Level Strategy The Corporate Level Strategy employed by Ford Motor is a bit challenging in that they are not diversified in the sense that they have acquired other different types of business’s in order to grow their business and diversify. They in fact do have Ford Credit that provides financing as well as risk management services to dealerships andShow MoreRelatedIntroduction. As Part Of My Initial Assignment In Hrm 530,1213 Words   |  5 Pagesmy initial assignment in HRM 530, I have been tasked to present a thoughtful and on various aspects of Human Resource Strategy as it aligns with Business strategies. So as a result of this assignment, I will attempt to address the following issues in the order listed herein. The company that I have selected to explore these areas is The FORD Motor Company. I chose Ford primarily based on the current events that have reported that Ford will be opening more plants in the US. Ford Motor Co. announced  itRead MoreMerger, Acquisition, And Intern ational Strategies2215 Words   |  9 PagesAssignment 4 Merger, Acquisition, and International Strategies Antwon Speller Strayer University BUS499 Capstone Professor David Gray, Ph.D. February 26, 2016 Ford Motor Company Merger, Acquisition, and International Strategies Ford, one of the oldest car manufacturers in the world, designs, builds and sells cars, utilities vehicles and Trucks (Ford Motor Company, â€Å"Market Line†.,2015.p.4). Part of the company core and affiliated automotive brands include Ford and Lincoln. 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Below is a comparative market share graph based on the U.S automobile market between the years of 2012-2013. From the graph it is clear to see that Ford has had, and probably still has, some stiff competition in the U.S automobile market; particularly from General Motors Corporation (GMC) which appears to have a noticeable market dominance andRead MoreMain Competitors And Market Structure2742 Words   |  11 PagesMAIN COMPETITORS AND MARKET STRUCTURE Ford has five major competitors and they are General Motors Corporation (GMC), Toyota, Nissan, Chrysler and Honda. Below is a comparative market share graph based on the U.S automobile market between the years of 2012-2013. 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Biblical Injunctions against Homosexuality Free Essays

Homosexuality remains one of the hottest topics in the modern society. We argue, whether homosexuality has the right to exist in society, and try to explain homosexuality notions in Biblical terms. Objectively, neither proponents, nor opponents of homosexual relations have ever suggested any single relevant system of arguments to defend their position. We will write a custom essay sample on Biblical Injunctions against Homosexuality or any similar topic only for you Order Now We try to rely on religion, and we try to interpret our views on homosexuality through the Biblical injunctions against homosexuality. Yet, we still fail to properly interpret Biblical provisions. As a result, proponents and opponents of homosexuality use different (and even opposite) interpretations of the same Biblical texts to support their arguments. John Corvino vs. Vatican: Homosexuality and the Bible It is always interesting and useful to review the two opposite viewpoints, when it comes to evaluating the relevance of both arguments. Such comparison is even more useful, when the arguments are based on the Biblical texts – the texts which still lack single unilateral interpretation. John Corvino has become a well known advocate for the rights of homosexuals. He has used the major Biblical provisions to support his approval of homosexuality. In his work The Bible Condemns Usurers, Too he has used the analogy between homosexuality and the process of lending money for interest. In the Book of Exodus, we read: â€Å"if you lend money to my people, to the poor among you, you shall not exact interest for them† (Childs 33). However, contemporary society actively utilizes the principles of interest in traditional banking practice (with the exception of Islamic banking which still relies on lending without interest). Does this mean that while the Bible prohibits homosexuality it still has the right to exist? In Corvino’s view, it does. Moreover, Corvino uses one of the strongest Biblical injunctions against homosexuality to suggest that the Bible has probably been erroneous! The Bible explicitly refers to â€Å"dishonorable passions. Their women exchanges natural relations for unnatural, and the men likewise gave up natural relations with women and were consumed with passion for one another, men committing shameless acts with men† (Ziesler 97). Corvino tries to suggest, that although the Bible condemns homosexuality, the times and social conditions have changed. â€Å"Suppose that in Paul’s time homosexual relationships were typically exploitative, paganistic or pederastic† (Corvino). For Vatican, though such suggestions are at least weak. First of all, Vatican unilaterally condemns homosexuality. Second, Vatican grounds its position on the same Biblical injunctions against homosexuality. It is remarkable, that Vatican primarily uses the same letter of Paul to Romans to support its strong condemnation of homosexuality: â€Å"Therefore God gave them over in the sinful desires of their hearts to sexual impurity for the degrading of their bodies with one another. They exchanged the truth of God for a lie, and worshiped and served created things rather than the Creator – who is forever praised. Amen† (Vatican Statement on Homosexuality). It is not difficult to guess what the Church would respond to Corvino: the Church would certainly defend the holy union between a man and a woman. The letter of Paul to Romans is the direct condemnation of homosexuality, and it is difficult not to deny that the Bible takes homosexual behavior as immoral. In 1997, Vatican released a Statement on Homosexuality. That Statement has become the brightest and the most understandable interpretation of Vatican’s position towards homosexuality. â€Å"To choose someone of the same sex for one’s sexual activity is to annul the rich symbolism and meaning, not to mention the goals, of the Creator’s sexual design† (Vatican Statement on Homosexuality). Even in the light of such strong Church’s arguments, Corvino’s position remains unchanged. He persistently tries to assure the public that we misinterpret Biblical provisions. Corvino grounds his position on the irrelevance of contemporary Biblical interpretations, and on the fact that many Biblical injunctions against homosexuality are at least outdated. Vatican would hardly agree with that position. When the Bible says â€Å"By their fruits ye shall know them† (Ziesler 99), this does not mean that the Bible stands for homosexuality. Moreover, Vatican openly recognizes that it has appeared under the serious pressure to accept homosexuality. While Corvino suggests that the Church refuses to see homosexual relations as good, Vatican responds that â€Å"there is an effort in some countries to manipulate the Church [†¦] to conform to these pressure groups’ concept that homosexuality is at least a completely harmless, if not an entirely good, thing† (Vatican Statement on Homosexuality). For Vatican to reject homosexuality means not only to rely on certain Biblical passages; it means to evaluate the position of homosexuality proponents, and to re-direct the proponents’ arguments against themselves. Conclusion We have seen that both Vatican and John Corvino ground their research of homosexuality on the Bible. Moreover, Vatican and Corvino evaluate the same Biblical injunctions against homosexuality to prove that each of them keeps to a more correct path in the homosexuality debate. The Bible openly condemns homosexuality. John Corvino suggests that the Biblical injunctions against homosexuality are outdated and require re-consideration in the light of the changing societal conditions. Vatican keeps to the thought that homosexuality cannot be good, it cannot be harmless, and takes Corvino’s position as threatening to the religious stability of the society. Both arguments deserve attention; both require detailed re-evaluation in terms of Biblical interpretations, and the analogies drawn by John Corvino. It would be incorrect to state that either Vatican or Corvino have failed to justify their position towards homosexuality. It will be better to say that as long as both positions exist and are defended in the society, we will be able to produce a more objective view on what homosexuality is, and whether it has the right to exist as a notion. Works Cited Corvino, John. â€Å"The Bible Condemned Usurers, Too. † Harvard Gay and Lesbian Review, 24 (1996): 29-32. Childs, Brevard S. The Book of Exodus: A Critical Theological Commentary. Westminster John Knox Press, 1974. â€Å"Vatican Statement on Homosexuality†. 1997. Catholic World News. 06 March 2008. http://www. cwnews. com/news/viewstory. cfm? recnum=4548 Ziesler, John A. Paul’s Letter to the Romans. New Testament Commentaries. CRM Press. How to cite Biblical Injunctions against Homosexuality, Papers

Smu I Year Hrm Exam Notes Essay Example

Smu I Year Hrm Exam Notes Essay Explain the objectives and process of HRP? Human resource planning or manpower planning is essentially the predetermine process of getting the right number of qualified people into the right job at the right time. In Other Words Human resource planning is â€Å"a process by which an organization should move from its current manpower position to its desired manpower position. Through planning, management strikes to have the right number and right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit. † Process of HRP: 1. Assessing Human Resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analyzed to assess the currently available HR inventory level. 2. Demand Forecasting HR forecasting is the process of estimating demand for and supply of HR in an organization. Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. 3. Supply Forecasting Supply is another side of human resource assessment. It is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 4. Matching Demand and Supply It is another step of human resource planning. It is concerned with bringing the forecast of future demand and supply of HR. The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. . Action Plan It is the last phase of human resource planning which is concerned with surplus and shortages of human resource. Under it, the HR plan is executed through the designation of different HR activities. The major activities which are required to execute the HR plan are recruitment, selection, placement, training and development, socialization etc. Obje ctives of HRP: 1. To recruit and maintain the HR of requisite quantity and quality. 2. To predict the employee turnover and make the arrangements for minimizing turnover and filing up of consequent vacancies. 3. We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer To meet the requirements of the programs of expansion, diversification etc. 4. To anticipate the impact of technology on work, existing employees and future human resource requirements. 5. To progress the knowledge, skill, standards, ability and discipline etc. 6. To appraise the surplus or shortage of human resources and take actions accordingly. 7. To maintain pleasant industrial relations by maintaining optimum level and structure of human resource. 8. To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place. . To make the best use of its human resources; and 10. To estimate the cost of human resources. Q2. What are the factors affecting recruitment? What are the sources of recruitment? Definition of Recruitment: The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization. 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 organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: Internal Factors 1. Size of the organization Recruitment process is affected by the size of the organization to a large extent. Experience suggests that larger organizations recruits more candidates than small ones. . Recruiting Policy The recruitment policy of the firm also affects the recruitment process. This policy is concerned with candidates from outside the organization, whereas others want to recruit from internal sources. 3. Image of the organization Image or goodwill of the organization also affects the recruitment. Organizations having good image can attract potential and competent candida tes to a large extent. 4. Image of job Jobs having good image in terms of better remuneration, working condition, promotion, career development opportunities etc. an attract the potential and qualified candidates to a large extent. External Factors 1. Demographic factors A demography is the study of human population in terms of age, sex, occupation, religion, composition, ethnicity etc. The demographic factors have profound influence on recruitment process. 2. Labor market Labor market constitutes the force of demand and supply of labor of particular importance. For instance, if demand for a particular skill is high relative to its supply, the recruitment process evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be easier. . Unemployment situations Unemployment rate of particular area is yet another influencing factor of recruitment process. If the unemployment rate is high, the recruitment process will be simpler and vice versa. 4. So cial and political environment The forces of social and political environment also influence recruitment policy. For instance, the change in government can have a direct impact upon recruitment policy of the company due to change in government rules and regulations. Sources of Recruitment The different sources of recruitment are classified into two categories, viz. Internal: sources of recruitment are from within the organization. External: sources of recruitment are from outside the organization. Internal Sources 1. Promotions Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization. 2. Transfers Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. 3. Internal Advertisements Here, the vacancy is advertised within the organization. The existing employees are asked to apply for the vacancy. External Sources 1. Public Advertisements The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. 2. Campus Recruitment The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, whore soon to get graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. . Recommendations The organization may also recruit candidates based on the recommendations received from existing managers or from sister companies. Q3. What are the main objectives of training? Explain on-the job and off the job training? Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attit udes and behaviors to enhance the performance of employees whereas development is the act of improving by expanding or enlarging or refining and future growth. Objective of Training To impart basic knowledge and skill to new entrants required for intelligent performance of definite task in order to induct them without much loss of time. †¢ To assist employees to function more effectively by exposure of latest concepts information and techniques and development of skills required in specific fields including production, purchase, marketing, logistics, information technology etc. †¢ To broaden minds of supervisors. Sometimes, narrowness of outlook may arise in supervisors because of specialization. In order to correct this narrowness they are provided with opportunities and interchange of experience. To build second line of competent employees and enable them to occupy more responsible positions as situation emerge. †¢ To prepare employees to undertake different jobs in order to enable redeployment and maintain flexibility in workforce so that ever changing environment of market can be met and downturns can be managed without losing experienced employees. †¢ To provide employees job satisfaction, training enables an employee to use their skill, knowledge and ability to fullest extent and thus experience job satisfaction and gain monetary benefits from enhanced productivity. To improve knowledge, skills, efficiency of employees to obtain maximum individual development. †¢ To fulfill goals of organization by securing optimum co-operation and contribution from the employees. On the Job-Training On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business enefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. Methods of providing on-the-job training †¢ Coaching – An experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). †¢ Mentoring – Each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms ‘mentor’ and ‘coach’ are often used interchangeably. Job rotation – This is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. †¢ ‘Sitting next to Nellie’ – This describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. Off the Jo b-Training Off-the-job training is provided away from the immediate workplace. This might be at a specialist training center or at a college or at a company’s own premises. This type of training can be particularly useful for developing transferable skills that can be used in many different parts of the business. It may be used, for example, to train employees in the use of new equipment and new methods or to bring them up to date with changes in the law. Methods of providing off-the-job training †¢ Lecture In lecture method trainers used to communicate with spoken words which they want the trainees to learn, it is primarily one way communication of learned capabilities from trainer to audience. †¢ Audio Visual Techniques Audio visual instruction includes overheads, slides and video. Video can be used for improving communication skills and customer service skills, it can also illustrate how procedures can be followed. Simulations It represents real life situations regarding trainees decisions resulting in outcomes that reflects what would happen if they were on the job. Simulations allow trainees to see impact of their decisions in an artificial, risk free environment. †¢ Case Studies This method involves studying cases from all perspectives, analyzing the various options a vailable to the company for solving problems or address issues and arriving at most suitable answers. Q4. Define performance management. Write a brief note on 360 degree appraisal? Performance Management Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term â€Å"performance management† as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. Meaning of 360 Degree Appraisal An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. So, he gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him. This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behavior, values, ethical standards, tempers, loyalty, etc. Six Parties in 360 Degree Appraisal †¢ Top Management †¢ Immediate Superior †¢ Peers / Co-workers †¢ Subordinates †¢ Self-Appraisal †¢ Customers 360 degree feedback appraisal The 360 degree feedback appraisal systems collect information from a variety of people with whom the employee has frequent contact. The evaluation asks each participant questions about the employee’s behavior across a broad array of job related competencies. Its confidential nature and broad perspective make this appraisal tool more credible to many employees than traditional performance appraisal systems. Significance The performance evaluations utilize multiple anonymous sources to obtain honest feedback regarding an employee’s performance. The anonymous nature and multiple sources make the final findings harder to ignore. If an employee receives the same or similar feedback from the multiple sources, he cannot simply brush it off as an anomaly. Criteria Assessed The 360 degree appraisal process assesses the skills, behavior and knowledge of the employee, usually a manager. More specifically, the survey questions on knowledge assess how well the employee knows his job, the company and the industry in general. The skills portion evaluates the employee’s time management and organization skills, communication skills, specific job competencies and customer satisfaction. Training Participants in the evaluation process should receive training regarding the interpretation of survey questions, the importance of confidentiality and the importance of complete honesty in ratings. Proper training of evaluators is critical to the success and validity of the 360 degree appraisal system. Planning Employees must view the performance appraisal process as credible and valid for the results to have any positive impact on their future performance. Warning The 360 degree feedback performance appraisal process works best when survey questions are customized to the company using it. Human resources can purchase pre-made, generic questions, but these often do not collect information relevant to that company’s specific operations. Q5. What is meant by job analysis? Explain its purpose and methods? Job Analysis Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job. Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task. The whole lot of tasks relating to recruitment constitutes job. Job Analysis- it is the process of collecting job related information. Such information helps in the preparation of job description and job specification. There are two outcomes of job analysis: †¢ Job description †¢ Job specification †¢ Job Description- it indicates what all a job involves. For example, job title, location, job summary, duties machine, tools, equipment’s, material and forms used, supervision given and received and working conditions. †¢ Job Specification- the capabilities that the job holder should possess form part of job specification. For example, education, training, experience, judgment, initiative, physical effort, physical skills, communication skills and emotional characteristics. Purpose of Job Analysis Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity. †¢ Recruitment and Selection: Job Analysis helps in determining what kind of person is required to perform a particular job. It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place. †¢ Performance Analysis: Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individual’s output. On this basis, the overall performance of an employee is measured and he or she is appraised accordingly. Training and Development: Job Analysis can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that need to be imparted to employees. It also helps in deciding the training content, tools and equipment’s to be used to conduct training and methods of training. †¢ Compensation Management: Of course, job analysis plays a vital role i n deciding the pay packages and extra perks and benefits and fixed and variable incentives of employees. After all, the pay package depends on the position, job title and duties and responsibilities involved in a job †¢ Job Designing and Redesigning: The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output. Job Analysis Methods Most Common Methods of Job Analysis are: Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover. â € ¢ It is due to the fact that every person has his own way of observing things. Different people think different and interpret the findings in different ways. Therefore, the process may involve personal biasness or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analyst or whoever will be conducting the job analysis process. †¢ This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behavior of an employee in different situations. The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance. †¢ Interview Method: In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. †¢ This method helps interviewer know what exactly an employee thinks about his or her own job and responsibilities involved in it. It involves analysis of job by employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. Then it can be generalized and used for the whole group. †¢ Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biasness. A great care should be takes while framing questions for different grades of employees. Q6. What are the benefits and objectives of employee welfare measures? Employee welfare means â€Å"anything done for intellectional physical moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained. † Following features of employee welfare can be identified: Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining. Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too. The basic purpose of employee welfare is to improve the lot of the working class and thereby make a worker a good employee and a happy citizen. Employee welfare is an essential part of social welfare. It involves adjustment of an employee’s work life and family life to the community or social life. Employee welfare measures are also known as fringe benefits and services. Benefits of Employee Welfare Compliance As a business owner, you are required by law to provide certain benefits for the welfare of your employees. You have to match the Social Security taxes your employees pay and obtain a workers compensation insurance policy. If ou terminate an employee, you have to provide Consolidated Omnibus Budget Reconciliation Act (COBRA) funds to extend his health insurance. Recruitment and Retention The benefits an employee receives from his employer for his welfare are often a significant reason why he decides to accept a job offer. As such, providing employee benefits allows you to compete with other businesses to recruit and retain qualify employees. If other employers offer better benefits, good employees may choose to go there. Employees Well-Being By providing a plan thats good for employees welfare, you show them that you value them. This can help make them feel welcome and happy in your company, motivating them to work harder. If your health plan has wellness coverage and preventative care, employees are more likely to stay healthy, cutting down on absenteeism and sick days. Company Image Providing a good employee welfare plan reflects well on your business, building a good company image. It may even earn you some press coverage, giving you free publicity to improve awareness among potential customers. This may boost your sales and increase your profits. Objectives of Employee Welfare Production One of the primary concerns of employee welfare promotion is to create happy employees. However, this type of objective has a greater purpose and is not always due to the benevolence of the employer. Instead, good employers both genuinely care for their employees and do so because they know that a happy employee is one that will be productive and do his job correctly. In careers ike sales where production is essential to making money, employers who promote employee welfare know that employees will make more money for themselves and for the company. Loyalty Another reason to promote the well-being of an employee is that it can improve employee loyalty. In the long run, employees who are taken care of by their employers are less likely to jump ship and change companies or careers. Even in situations where it might be possible to make more money with a different company, the employee who feels accepted and needed by their employer may not even consider other job offers when they come along. Organizational Improvement Because employee welfare deals specifically with the well-being of employees, employee welfare programs adopted by employers are more effective when the wants and wishes of employees are taken into consideration. In organizations where employees are well-cared for and employees are asked to provide suggestions as to how to better improve the company, employees feel as if they play an important role in the improvement of the organization. Health Health promotion is another major objective of most employee welfare programs. Prior to the rise of labor unions in the United States, most employees did not have health insurance or any type of programs to promote preventative health measures. However, the health of an employee is integral to the success of a company. Employees who are happy and healthy show up to work every day and do their jobs correctly, whereas those that are in poor health and have no means to change the situation will miss work and slow production. Smu I Year Hrm Exam Notes Essay Example Smu I Year Hrm Exam Notes Essay Explain the objectives and process of HRP? Human resource planning or manpower planning is essentially the predetermine process of getting the right number of qualified people into the right job at the right time. In Other Words Human resource planning is a process by which an organization should move from its current manpower position to its desired manpower position.Through planning, management strikes to have the right number and right kinds of people, at the right places, at the right time, doing things which result in both the organization and the individual receiving maximum long-run benefit. Process of HRP: 1. Assessing Human Resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analyzed to assess the currently available HR inventory level. 2. Demand Forecasting HR forecasting is the process of estimating demand for and supply of HR in an organization.Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. 3. Supply Forecasting Supply is another side of human resource assessment. It is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 4. Matching Demand and Supply It is another step of human resource planning. We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Smu I Year Hrm Exam Notes specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is concerned with bringing the forecast of future demand and supply of HR. The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. . Action Plan It is the last phase of human resource planning which is concerned with surplus and shortages of human resource. Under it, the HR plan is executed through the designation of different HR activities. The major activities which are required to execute the HR plan are recruitment, selection, placement, training and development, socialization etc. Objectives of HRP: 1. To recruit and maintain the HR of requisite quantity and quality. 2. To predict the employee turnover and make the arrangements for minimizing turnover and filing up of consequent vacancies. 3.To meet the requirements of the programs of expansion, diversification etc. 4. To anticipate the impact of technology on work, existing employees and future human resource requirements. 5. To progress the knowledge, skill, standards, ability and discipline etc. 6. To appraise the surplus or shortage of human resources and take actions accordingly. 7. To maintain pleasant industrial relations by maintaining optimum level and structure of human resource. 8. To minimize imbalances caused due to non-availability of human resources of right kind, right number in right time and right place. . To make the best use of its human resources; and 10. To estimate the cost of human resources. Q2. What are the factors affecting recruitment? What are the sources of recruitment? Definition of Recruitment: The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.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 organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: Internal Factors 1. Size of the organization Recruitment process is affected by the size of the organization to a large extent. Experience suggests that larger organizations recruits more candidates than small ones. . Recruiting Policy The recruitment policy of the firm also affects the recruitment process. This policy is concerned with candidates from outside the organization, whereas others want to recruit from internal sources. 3. Image of the organization Image or goodwill of the organization also affects the recruitment. Organizations having good image can attract potential and competent candidates to a large extent. 4. Image of job Jobs having good image in terms of better remuneration, working condition, promotion, career development opportunities etc. an attract the potential and qualified candidates to a large extent. External Factors 1. Demographic factors A demography is the study of human population in terms of age, sex, occupation, religion, composition, ethnicity etc. The demographic factors have profound influence on recruitment process. 2. Labor market Labor market constitutes the force of demand and supply of labor of particular importance. For instance, if demand for a particular skill is high relative to its supply, the recruitment process evolves more efforts. Contrary to it, if supply is more than demand, the recruitment process will be easier. . Unemployment situations Unemployment rate of particular area is yet another influencing factor of recruitment process. If the unemployment rate is high, the recruitment process will be simpler and vice versa. 4. Social and political environment The forces of social and political environment also influence recruitment policy. For instance, the change in government can have a direct impact upon recruitment policy of the company due to change in government rules and regulations. Sources of Recruitment The different sources of recruitment are classified into two categories, viz.Internal: sources of recruitment are from within the organization. External: sources of recruitment are from outside the organization. Internal Sources 1. Promotions Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization. 2. Transfers Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. 3. Internal Advertisements Here, the vacancy is advertised within the organization.The existing employees are asked to apply for the vacancy. External Sources 1. Public Advertisements The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. 2. Campus Recruitment The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, whore soon to get graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. . Recommendations The organization may also recruit candidates based on the recommendations received from existing managers or from sister companies. Q3. What are the main objectives of training? Explain on-the job and off the job training? Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees whereas development is the act of improving by expanding or enlarging or refining and future growth. Objective of Training To impart basic knowledge and skill to new entrants required for intelligent performance of definite task in order to induct them without much loss of time. †¢ To assist employees to function more effectively by exposure of latest concepts information and techniques and development of skills required in specific fields including production, purchase, marketing, logistics, information technology etc. †¢ To broaden minds of supervisors. Sometimes, narrowness of outlook may arise in supervisors because of specialization. In order to correct this narrowness they are provided with opportunities and interchange of experience. To build second line of competent employees and enable them to occupy more responsible positions as situation emerge. †¢ To prepare employees to undertake different jobs in order to enable redeployment and maintain flexibility in workforce so that ever changing environment of market can be met and downturns can be managed without losing experienced employees. †¢ To provide employees job satisfaction, training enables an employee to use their skill, knowledge and ability to fullest extent and thus experience job satisfaction and gain monetary benefits from enhanced productivity. To improve knowledge, skills, efficiency of employees to obtain maximum individual development. †¢ To fulfill goals of organization by securing optimum co-operation and contribution from the employees. On the Job-Training On-the-job training is training that takes place while employees are actually working. It means that skills can be gained while trainees are carrying out their jobs. This benefits both employees and the business. Employees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business enefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. Methods of providing on-the-job training †¢ Coaching – An experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). †¢ Mentoring – Each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms mentor’ and coach’ are often used interchangeably. Job rotation – This is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. †¢ Sitting next to Nellie’ – This describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. Off the Job-Training Off-the-job training is provided away from the immediate workplace. This might be at a specialist training center or at a college or at a company’s own premises. This type of training can be particularly useful for developing transferable skills that can be used in many different parts of the business.It may be used, for example, to train employees in the use of new equipment and new methods or to bring them up to date with changes in the law. Methods of providing off-the-job training †¢ Lecture In lecture method trainers used to communicate with spoken words which they want the trainees to learn, it is primarily one way communication of learned capabili ties from trainer to audience. †¢ Audio Visual Techniques Audio visual instruction includes overheads, slides and video. Video can be used for improving communication skills and customer service skills, it can also illustrate how procedures can be followed. Simulations It represents real life situations regarding trainees decisions resulting in outcomes that reflects what would happen if they were on the job. Simulations allow trainees to see impact of their decisions in an artificial, risk free environment. †¢ Case Studies This method involves studying cases from all perspectives, analyzing the various options available to the company for solving problems or address issues and arriving at most suitable answers. Q4. Define performance management. Write a brief note on 360 degree appraisal?Performance Management Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term performance management as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context.Meaning of 360 Degree Appraisal An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. So, he gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him.This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behavior, values, ethical standards, tempers, loyalty, etc. Six Parties in 360 Degree Appraisal †¢ Top Management †¢ Immediate Superior †¢ Peers / Co-workers †¢ Subordinates †¢ Self-Appraisal †¢ Customers 360 degree feedback appraisal The 360 degree feedback appraisal systems collect information from a variety of people with whom the employee has frequent contact.The evaluation asks each participant questions about the employee’s behavior across a broad array of job related competencies. Its confidential nature and broad perspective make this appraisal tool more credible to many employees than traditional performance appraisal systems. Significance The performance evaluations utilize multiple anonymous sources to obtain honest feedback regarding an employee’s performance. The anonymous nature and multiple sources make the final findings harder to ignore.If an employee receives the same or similar feedback from the multiple sources, he cannot simply brush it off as an anomaly. Criteria Assessed The 360 degree appraisal process assesses the skills, behavior and knowledge of the employee, usually a manager. More specifically, the survey questions on knowledge assess how well the employee knows his job, the company and the industry in general. The skills portion evaluates the employee’s time management and organization skills, communication skills, specific job competencies and customer satisfaction. TrainingParticipants in the evaluation process should receive training regarding the interpretation of survey questions, the importance of confidentiality and the importance of complete honesty in ratings. Proper training of evaluators is critical to the success and validity of the 360 degree appraisal system. Planning Employees must view the performance appraisal process as credible and valid for the results to have any positive impact on their future performance. Warning The 360 degree feedback performance appraisal process works best when survey questions are customized to the company using it.Human resources can purchase pre-made, generic questions, but these often do not collect information relevant to that company’s specific operations. Q5. What is meant by job analysis? Explain its purpose and methods? Job Analysis Job analysis is the process of analyzing jobs. It is very broad concept. Therefore Before describing the meaning and nature of the job analysis, it is important to discuss about the meaning of the job. Job- job is the bundle of related task. For example, inspecting resume of a job seeker is a task. The whole lot of tasks relating to recruitment constitutes job.Job Analysis- it is the process of collecting job related information. Such information helps in the preparation of job description and job specification. There are two outcomes of job analysis: †¢ Job description †¢ Job specification †¢ Job Description- it indicates what all a job involves. For example, job title, location, job summary, duties machine, tools, equipment’s, material and forms used, supervision given and received and working conditions. †¢ Job Specification- the capabilities that the job holder should possess form part of job specification.For example, education, training, experience, judgment, initiative, physical effort, physical skills, communication skills and emotional characteristics. Purpose of Job Analysis Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity. †¢ Recruitment and Selection: Job Analysis helps in determining what kind of person is required to perform a particular job.It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place. †¢ Performance Analysis: Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individual’s output. On this basis, the overall performance of an employee is measured and he or she is appraised accordingly. Training and Development: Job Analysis can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that need to be imparted to employees. It also helps in deciding the training content, tools and equipment’s to be used to conduct training and methods of training. †¢ Compensation Management: Of course, job analysis plays a vital role in deciding the pay packages and extra perks and benefits and fixed and variable incentives of employees.After all, the pay package depends on the position, job title and duties and responsibilities involved in a job †¢ Job Designing and Redesigning: The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output. Job Analysis Methods Most Common Methods of Job Analysis are: Observation Method: A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover. †¢ It is due to the fact that every person has his own way of observing things.Different people think different and interpret the findings in different ways. Therefore, the process may involve personal biasness or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analyst or whoever will be conducting the job analysis process. †¢ This particular method includes three techniques: direct observation, Work Methods Analysis and Critical Incident Technique. The first method includes direct observation and recording of behavior of an employee in different situations.The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance. †¢ Interview Method: In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. †¢ This method helps interviewer know what exactly an employee thinks about his or her own job and responsibilities involved in it.It involves analysis of job by employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. Then it can be generalized and used for the whole group. †¢ Questionnaire Method: Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biasness.A great care should be takes while framing questions for different grades of employees. Q6. What are the benefits and objectives of employee welfare measures? Employee welfare means anything done for intellectional physical moral and economic betterment of the workers, whether by employers, by Government or by other agencies, over and above what is laid down by law, or what is normally expected on the part of the contracted benefits for which workers may have bargained. Following features of employee welfare can be identified:Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. Welfare measures are in addition to regular wages and other economic benefits available to employees under legal provisions and collective bargaining. Welfare measures may be provided not only by employers but by the government, trade unions and other agencies too. The basic purpose of employee welfare is to improve the lot of the working class and thereby make a worker a good employee and a happy citizen.Employee welfare is an essential part of social welfare. It involves adjustment of an employee’s work life and family life to the community or social life. Employee welfare measures are also known as fringe benefits and services. Benefits of Employee Welfare Compliance As a business owner, you are required by law to provide certain benefits for the welfare of your employees. You have to match the Social Security taxes your employees pay and obtain a workers compensation insurance policy. If ou terminate an employee, you have to provide Consolidated Omnibus Budget Reconciliation Act (COBRA) funds to extend his health insurance. Recruitment and Retention The benefits an employee receives from his employer for his welfare are often a significant reason why he decides to accept a job offer. As such, providing employee benefits allows you to compete with other businesses to recruit and retain qualify employees. If other employers offer better benefits, good employees may choose to go there. Employees Well-BeingBy providing a plan thats good for employees welfare, you show them that you value them. This can help make them feel welcome and happy in your company, motivating them to work harder. If your health plan has wellness coverage and preventative care, employees are more likely to stay healthy, cutting down on absenteeism and sick days. Company Image Providing a good employee welfare plan reflects well on your business, building a good company image. It may even earn you some press coverage, giving you free publicity to improve awareness among potential customers.This may boost your sales and increase your profits. Objectives of Employee Welfare Production One of the primary concerns of employee welfare promotion is to create happy employees. However, this type of objective has a greater purpose and is not always due to the benevolence of the employer. Instead, good employers both genuinely care for their employees and do so because they know that a happy employee is one that will be productive and do his job correctly. In careers ike sales where production is essential to making money, employers who promote employee welfare know that employees will make more money for themselves and for the company. Loyalty Another reason to promote the well-being of an employee is that it can improve employee loyalty. In the long run, employees who are taken care of by their employers are less likely to jump ship and change companies or careers. Even in situations where it might be possible to make more money with a different company, the employee who feels accepted and needed by their employer may not even consider other job offers when they come along.Organizational Improvement Because employee welfare deals specifically with the well-being of employees, employee welfare programs adopted by employers are more effective when the wants and wishes of employees are taken into consideration. In organizations where employees are well-cared for and employees are asked to provide suggestions as to how to better improve the company, employees feel as if they play an important role in the improvement of the organization. HealthHealth promotion is another major objective of most employee welfare programs. Prior to the rise of labor unions in the United States, most employees did not have health insurance or any type of programs to promote preventative health measures. However, the health of an employee is integral to the success of a company. Employees who are happy and healthy show up to work every day and do their jobs correctly, whereas those that are in poor health and have no means to change the situation will miss work and slow production.