Quotes from Martin Van Buren

Martin Van Buren was the eighth president of the United States having served from 1837 to 1841. Following are quotes from the man known as the Little Magician. He was president during the Panic of 1837 and blocked the admission of Texas as a state.   Quote by Martin Van Buren As to the presidency, the two happiest days of my life were those of my entrance upon the office and my surrender of it. Unlike all who have preceded me, the Revolution that gave us existence as one people was achieved at the period of my birth; and whilst I contemplate with grateful reverence that memorable event, I feel that I belong to a later age and that I may not expect my countrymen to weigh my actions wi th the same kind and partial hand. Van Burens Inaugural Address March 4, 1837 The people under our system, like the king in a monarchy, never dies. On receiving from the people the sacred trust twice confided on my illustrious predecessor, and which he has discharged so faithfully and so well, I know that I can not expect to perform the arduous task with equal ability and success.  Van Burens Inaugural Address March 4, 1837 It is easier to do a job right than to explain why you didnt. For myself, therefore, I desire to declare that the principle that will govern me in the high duty to which my country calls me is a strict adherence to the letter and spirit of the Constitution as it was designed by those who framed it. Van Burens Inaugural Address March 4, 1837 There is a power in public opinion in this country-and I thank God for it: for it is the most honest and best of all powers-which will not tolerate an incompetent or unworthy man to hold in his weak or wicked hands the lives and fortunes of his fellow-citizens. Stated in the Judiciary Committee on January 8, 1826.

The Salem Hysteria Of Salem Village - 1407 Words

Nearly every form of religion in the world has a religious enemy most likely Satan or a devilish creature and all around the world during the civilized eighteenth century, much were executed due to the suspicion of the the prominent work of Satan also known as witchcraft the credibility although can all be given to mass hysteria a force in which uncontrollable fear affects behavior and passes from one to another. Particularly in the very new and non-popular site of the New World, Salem Village (United States). During the late 1600’s many women and few men were accused of practicing witchcraft in a small farming town known as Salem Village. Salem Village belonged to a very strict religion also known as Puritanism,the Puritan religion had no restraint that the slightest mistake during the Salem hysteria period could result in the farmers who met in the town hall gossiping about maybe your absence at church, and you were suspected to be a witch. The Salem Hysteria all arose when a clique of puritan girls had often met in Mr. Samuel Parris’s (pastor of Salem Village) kitchen where his native caribbean slave Tituba had been teaching of her decrepit culture in which included the teachings of magic. Anyway she taught them voodoo, told their fortunes by the palm of their hands, and retold religious stories but instead with a hint of magic. The clique, led by Ann Putnam were very intrigued about Tituba as Puritism did not allow any entertainment and thought that it was the work ofShow MoreRelatedWitchcraft in the Salem Village and The Crucible Essay1006 Words   |  5 Pagesseventeenth-century New England. A hysteria over it was caused by a group of girls. (Kent 95). Witchcraft was considered a terrible crime throughout Europe; its punishment was death by hanging or burning. (Dolan 8). Everyone in the village of Salem believed in witchcraft, and only a few have tried to use it. (Kent 18). In 1692, Salem Village hysteria was a major event in United States history, which will never be forgotten. The people of Salem were caught up in a hysteria of accusing many innocent womanRead MoreEssay on Witchcraft in the Small Village of Salem1585 Words   |  7 Pageswas death by hanging or burning (Dolan 8). Everyone in the village of Salem believed in witchcraft, and only a few had tried to use it (Kent 18). In 1692, Salem Village panic was a major event in United States history which will never be forgotten. The people of Salem were caught up in a hysteria of accusing m any innocent woman of witchcraft, even though it started as just a couple young girls who had acted strangely. In the village of Salem news spread fast, because of its size. The spread of newsRead MoreThe Hysteria Of The Salem Witch Trials1463 Words   |  6 Pages During the 1600’s in the United States there was much economic and religious dissention within the Puritan society: a group of English reformed protestants who pursued the Purification of the Church of England. Among these issues, is the hysteria of the Salem Witch Trials that prosecuted women to be found worshippers of the devil. The Puritans found the necessity to exercise this crusade in order to stay by their moral codes of conformity which included witchcraft to be the greatest crime, punishableRead MoreSalem Witch Trials : The Witch Trial Hysteria920 Words   |  4 PagesSalem Witch Trial Hysteria In 1692 the actions of three girls quickly launched Salem onto the path of committing one of the largest witch hunts the New World has ever known. The witch hunt was fueled by a mass hysteria among the townspeople, this hysteria was the result of the strictness of their society and a number of internal and external stressors. The initial wave of panic when rumors of witchcraft arose gave way to compete hysteria when accusations began. Salem massachusetts was the perfectRead MoreHistorical Journalism At The Salem Witch Trials863 Words   |  4 PagesHistorical Journalism at the Salem Witch Trials The Salem Witch Trials are one of the best known outbreaks of hysteria and fear in American history. This event began when Betty Parris, who was a daughter of Salem’s church’s minister, and Abigail Williams, who was her cousin, experiences several occasions of odd, violent behavior that they blamed on witchcraft. They accused two white women, Sarah Good and Sarah Osborne, as well as a slave, Tituba, of practicing witchcraft in the village. The three women wereRead MoreSociological And Societal Issues That Influenced The Sweeping Accusations Of The Salem Witch Trials Essay1620 Words   |  7 Pagesaccusations of the Salem Witch Trials. The â€Å"witch hunt† frenzy began in Salem Village in early 1692 all due to two young girls influence. Three main societal issues prevalent at this time could have led to the hysteria and rapid movement of the witch hunt idea. The chaotic beginnings in leadership of the church at Salem Village, the strict Puritan lifestyle and be liefs of villagers, and the entertainment value of witchcraft culture among the youth are all factors in the Village of Salem’s fear againstRead MoreThe Trials Of The Salem Witch Trials891 Words   |  4 Pagesthe nation s most notorious cases of mass hysteria. The reasons behind the trials and deaths are complex and multifaceted. Internal disputes, strict religious lifestyles, accusations from young children, witch hunting methods, spectral evidence, and even some medical theories all stand as causes of the Salem Witch Trials. Political, local, and religious context is necessary in order to understand the mass hysteria that occurred in the 1690s during the Salem Witch Trials. In the early 17th centuryRead MoreSalem Witch Trials1478 Words   |  6 PagesThe Salem Witch Trials of 1692 were a series of trials in which twenty-four people were killed after being accused of practicing witchcraft. These trials were caused by different social climates of the area including the very strong lack of a governor, the split between Salem Village and Salem Town, and the strict puritan lifestyle during the time period. Tituba, the black slave, was a foreigner from Barbados. Her role in society was to take care of Mr. Parris’s family. Tituba’s situation contributedRead MoreSalem Witch Trial Hysteria Essay818 Words   |  4 PagesTwenty people were put to death for witchcraft in Salem during the 1692 Salem Witch Trial Hysteria. In The Crucible, a woman, Elizabeth Proctor, gets accused of witchcraft by a youn g girl by the name Abigail Williams, who just so happens to be having an affair with Elizabeth’s husband, John. Once John finds out Abigail accused his wife, he starts trying to find proof that all of these young girls are pretending that they are being hurt by these older women, just so that they will be hanged. The officialsRead MoreThe Crucible By Arthur Miller1700 Words   |  7 Pages1693, Salem, Massachusetts had a huge political conflict over religion. Spring of 1692, was the when witchcraft became the center cause of the Salem Witch Trials, thereafter spreading fear throughout the citizens by questioning their ways of life. Hysteria tortured the people located in Salem for the next year by means of having twenty-three people hung, pressed, or drowned. This essay is the understanding of how witchcraft attempted to create political order in Salem Town and Salem village and a

Advantage of internet in doing business Free Essays

Convenience Reduced or no face to face contact with the customer. The business schedules time for customer response rather than being at the demand of the customer , as In telephone or face-to-face contact Business can attend to their customers at any time, not just during normal trading hours Vela social network, business can not only communicate with customers quickly but also retrieve customers’ feedback Immediately and directly. Savings No shop rent If business Is only conducted on the Internet May need less staff and enables to hire excellent workers from all over the world for various tasks, such as: translating Job, business writing or seeding, code writing for website. We will write a custom essay sample on Advantage of internet in doing business or any similar topic only for you Order Now Having a website Is a constant form of advertising to the public as It means information is available about services, products, business, promotions, contact detail, etc Business does not need to transport goods from ware house to shop, but an send them directly to the customers from the warehouse. Save marketing cost: traditional mass marketers have to send out thousands of postal mails to customers in order to introduce new products or services. Owing to internet, namely electronic mail (email) business saves such big amount of cost for postal expense and email printing cost. Speed Orders can be sent immediately, and transactions can be settled online. Funds are electronically transferred from the customers’ account to the business after authorization. The transaction date is collected in electronic form and entered into an accounting package. Via social network, business can not only communicate with customers quickly but also retrieve customers’ feedback immediately and directly instead of positively waiting for customers’ comments via phone or complaint letter. Quickly reach target customers and study characteristic of target markets How to cite Advantage of internet in doing business, Papers

Development Negotiation and Community Engagement

Question: Discuss about theDevelopment Negotiation and Community Engagement. Answer: Introduction Negotiations can be handled properly by developing a proper checklist that should include all the points in detail. Negotiations are different for various situations that can be handled by analyzing the current scenarios and the factors that affect the operations. The agency aims at delivering of project of building a shopping mall in the central part of the city. The project is to be completed within six months of time. The aim of the assignment is to develop an effective and ethical negotiation strategy that is used for the completion of the project by the consultant. During the completion of entire project the project manager has to deal with many clients and situations that can be handled properly of the project manager has proper negotiations skills. According to Defren et al. (2012), negotiation skills are used to motivate employees, set budgets and timeframe, and negotiate with the clients to promote and raise the products. Negotiations can take many forms. Few negotiations la st for a long time while few negotiations can be solved in a short notice. Businesses mainly enter into a negotiation either out of a necessity or for seeking out an opportunity. There are various points that need to be considered will managing the negotiations effectively and efficiently. Analysis Negotiation Process and Identification of Key Stakeholders The aim of the project manager is to complete the construction of the shopping mall in a central area within six months of time. Stakeholders are agencies or people that are directly or indirectly engaged with the operations of the organization or are likely to get affected with the existence of the organization and its policies and objectives. The key stakeholders for this particular project of developing shopping mall are identified as follows: the investors that are investing for the development of the project the directors of the project that includes the project manager, assistant project manager, and the CEO of the organization government agencies owners and shareholders suppliers of the raw materials for the construction of the shopping mall professionals and employees that are involved in development of the project and its completion labors that will be working for constructing the mall the entire community where the mall is to be constructed The main fear that the managers encounter is with the approval of the community and the government for the development of the shopping mall. Construction of the shopping mall will affect the community and its people because the mall is being constructed in a residential area. During the time of construction, lot of noise will be generated and their modes of transportation are likely to change which will affect the daily routine of people. Hence, this is the major fear that the community and people may disagree for the construction of shopping. It is essential for the consultant and the manager develops such negotiation process so that they are able to make the community understand the benefits of having a shopping mall for which they may allow the construction. The second need is to negotiate with the government agencies and seek legal advice so that the company does not get involved in any illegal process of development. The third negotiating party that the consultant will get involved is the parties that will purchase the stores and spaces at shopping mall for the construction of shops. The manager will have to negotiate regarding prices of the space that they will allocate and give them assurance that the project will be completed in the given time. The project development has to get into negotiation with the investors as well to motivate them to invest more by showing them the benefits and the return on the investment. The manager has to negotiate with the employees as well to encourage and motivate them to work hard f or the completion of project. Hence, it can be seen that the manager has to get into negotiation with the various stakeholders for efficiently completing the given. For getting into negotiation, it is essential to develop an effective negation process and strategies that is ethical. According to Allen and Burrell (2016), the negotiation is an open process where the two parties after discussion agree to one probable solution. Five steps to negotiation process are as follows: Figure: negotiation process (Source: Baarslag et al. 2014). Preparation and planning: the first step in negotiation process is preparation and planning. It is essential to collect the information before getting into the negotiation. Both the parties involved in negotiation will collect the information to help add validity to the claims. While negotiating with the investors the project manager will gather information about the investor and the amount that they are likely to invest. The investor will collect information about the company and analyze the project, its benefits and drawbacks (Forester 2016). Definition of ground rules: the second step in negotiation process is development of rules and procedures for the planned negotiation. The negotiating parties will decide on the place of negotiation, the time constraint, the issues and the agreement. Here both the negotiating parties will reveal and disclose the demands and expectations. An opening offer and a closing offer will be decided (Yaghootkar and Gil 2012). Clarification and justification: the third step is clarifying and justifying the support of original request from each side. In this step, both the parties give opportunity to educate and inform each other about their position (Griffith 2015). Exploring stage: the next step is where both the parties sign no agreements but a consent decision is made where both parties have established their needs so that they can move forward with the agreement (Wainwright et al. 2014). Closing step: this is the next step is where both the parties finally reach into conclusion where the deal is finalized and an agreement is signed. The above negotiations will be solved by following the negotiation process so that it can be solved systematically and efficiently. Challenges of Negotiations Negotiations face various challenges that the manager needs to realize in order to effectively manage the work. While negotiating with the parties for the development of shopping malls there are various challenges that the project development will face that can be solved by effectively applying strategies and skills to use. The challenges of negotiations are as follows: One of the challenges of negotiation is when one of the parties is not ready to understand the other party. These types of parties think only on its own interest ignoring the interest of other parties. While negotiating with the community of the area where the shopping mall is likely to develop the main challenge that the negotiator is likely to encounter is to make the people understand the benefits of the particular project (Schneider and Lewicki 2016). It is easy to get into negotiation with the employees, as they are likely to agree with proposal. The main challenge of negotiation that the manager would face is while negotiating with the investors, community, and government. Lack of time is another challenge for effective negotiation process. It is essential for the negotiating parties to carefully decide on the conflict taking proper time (Kerzner 2013). Going unprepared for the negotiation can pose the challenge. It is essential for both the parties to have information of the matter in detail so that no challenges are encountered. It is challenging to predict the proper return on investment. This can be a problem while encouraging the investors to increase the amount of investment. Without any valid proof the negotiation becomes challenging because the parties have no proper and valid answers to the questions (Piya et al. 2016). Challenges will also arise if the disadvantages of constructing a shopping mall out way the benefits and advantages. This then will make it difficult for the organization developing a project to convince the community to agree for the construction of shopping mall. It is also challenging to get into negotiation with the government, as the other party is stronger and has more influence. In order to negotiate with the government it is essential for the project development manager to have valid proof of data that they will present (Roubanis et al. 2013). Negotiation Strategy and Approach According to Brett et al. (2014), negotiation process is not a continual process but it is an individual event. It is essential to develop good relationships with the parties and stakeholders in order to avoid the negotiations and the challenges that are involved with the negotiation. A negotiation strategy of building a good relationship with the stakeholders will be followed while getting into a negotiation with the investors and employees. In fact, it is essential to build a good relationship with all the stakeholders. Since, the organization and the project manager know the investors and employees the relationships with them can affect the risk of negotiations. A good relation with employees will already keep them motivated at work and hence the project manager and consultant will not have to waste much time in negotiating with them (Planning.nsw.gov.au. 2016). While getting into the negotiation with the community and the people positive thinking strategy will be used. It is essential for the manager to have confidence and think positively. This positivity and confidence will help the negotiator give power and the community the confidence that whatever they are doing is right and beneficial. The manager should have ability to make the community believe the need of developing shopping mall. Having positive attitude will also be beneficial while getting into the negotiation with the parties that will purchase the shops in the mall (Rivera 2015). The strategy of being articulate and value build will be used while negotiating with the customers that will purchase the space in the mall. The aim of the manager is to sell the space at higher price while the aim of customer is to buy the space for shops at lower price. According to Pruitt (2013), negotiation with the government is a complex process. While negotiating with the government it is essential for the negotiator to think about the best and the worst outcome. The manager should not lose confidence if things do not go their way. Reevaluating the values and positions will help the negotiator reach its goals, as they are now confident and have proper knowledge and information. Hence, the negotiating parties can choose various strategies. The strategies depend on the types of negotiations and the scenario that the parties face. It also depends on the goals and objectives of the particular project or the organization. Findings and Recommendation The development of the shopping mall has various risks that that the manager should identify. After the identification of the risks, it is essential for the manager to develop negotiation process and strategies that will be used to mitigate the risk through proper and effective negotiation. It is recommended that the project manager and consultant to develop a proper negotiation checklist to see what might be better for the negotiators. The negotiation checklist should include and be categorized under various heads so that it is easier and effective to solve the negations. The situation should be properly assessed based on different parameters such as styles, goals and objectives. It is also recommendable for the manager to evaluate the pros and cons of the project development in order to negotiate with the parties with confidence. Formulation of period is necessary. Since the aim of the project manager is to complete the development of the shopping mall in six months time it is recommended to complete the project within the given period. This is essential to get into further conflict with the parties, which may further delay the project and make the situation more complex. References Allen, M. and Burrell, N., 2016. Distributive Negotiation Strategies.The International Encyclopedia of Interpersonal Communication. Baarslag, T., Hindriks, K., Hendrikx, M., Dirkzwager, A. and Jonker, C., 2014. Decoupling negotiating agents to explore the space of negotiation strategies. InNovel Insights in Agent-based Complex Automated Negotiation(pp. 61-83). Springer Japan. Brett, J.M., Teucher, B.M. and Gunia, B.C., 2014, January. Culture and Negotiation: Resolving Three Enigmas. InAcademy of Management Proceedings(Vol. 2014, No. 1, p. 13682). Academy of Management. Defren, T., Wirtz, B.W. and Ullrich, S., 2012. Divestment-management: Success factors in the negotiation process of a sell-off.Long Range Planning,45(4), pp.258-276. Forester, J., 2016. Sources of influence in planning practice and their implications for development negotiations.Routledge Revivals: The Design Professions and the Built Environment (1988). Griffith, G. (2015). The Greater Sydney Commission. eBrief 20/2015. New Parliamentary Research Service. (located in the Subject Documents section on UTS Online) Kerzner, H.R., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Piya, S., Khadem, M.M.R.K. and Shamsuzzoha, A., 2016. Negotiation based decision support system for order acceptance.Journal of Manufacturing Technology Management,27(3), pp.443-468. Planning.nsw.gov.au. (2016). Department of Planning and Environment - Systems. [online] Available at: https://www.planning.nsw.gov.au/Assess-and-Regulate/Development-Assessment/Systems [Accessed 21 Nov. 2016]. Pruitt, D.G., 2013.Negotiation behavior. Academic Press. Rivera, N., 2015.The role of collaborative ontology development in the knowledge negotiation process. Roubanis, I., Hatay, M. and Baltag, A., 2013. Challenges to keeping the negotiation process on track.Managing Intractable Conflicts: Lessons from Moldova and Cyprus, p.109. Schneider, A.K. and Lewicki, R.J., 2016. The Past and Future Challenges of Negotiation Theory.Ohio St. J. on Disp. Resol.,31, p.1. Wainwright, E., Wainwright, D., Keogh, E. and Eccleston, C., 2014. Successful Return to Work with Chronic Pain? Stakeholders Negotiation Strategies. Yaghootkar, K. and Gil, N., 2012. The effects of schedule-driven project management in multi-project environments.International Journal of Project Management,30(1), pp.127-140.

25 Words Coined by Nineteenth-Century Authors

25 Words Coined by Nineteenth-Century Authors 25 Words Coined by Nineteenth-Century Authors 25 Words Coined by Nineteenth-Century Authors By Mark Nichol This post lists a number of words that were introduced to the lexicon by novelists and other writers during the nineteenth century. 1. actualize: Poet Samuel Taylor Coleridge came up with this verb form of actual to refer to realizing a goal; self-actualization came much later. 2. airy-fairy: Poet Alfred, Lord Tennyson, coined this term as a reduplication of fairy to mean â€Å"delicate,† â€Å"lacking in substance,† or â€Å"impractical.† 3. bicentennial: Humorist Mark Twain was the first writer to attach the prefix bi-, meaning â€Å"two,† to centennial, a recently coined word referring to a 100-year anniversary. 4. bisexual: Coleridge came up with the term bisexual, but in the context of androgyny, not attraction to both men and women. 5. boredom: Novelist Charles Dickens coined this word for the state of being bored. 6. butterfingers: Dickens was also responsible for this evocative reference to clumsiness, though he hyphenated it. 7. chintzy: Writer George Eliot crafted the adjective meaning â€Å"cheap,† â€Å"stingy,† or â€Å"unfashionable† from chintz, the word for a Calico print originating in India. 8. chortle: Lewis Carroll came up with this mashup of chuckle and snort. 9. coed: Novelist Louisa May Alcott’s truncation of coeducational originally referred, like the word on which it was based, to an educational system accommodating both boys and girls, but by extension it also came to refer to young female students. 10. doormat: Dickens was the first person to use the word doormat (hyphenated) to allude to someone figuratively being walked all over. 11. feminist: Novelist Alexandre Dumas (fils) used fà ©ministe, the French form of this term, to refer to someone who asserts that women are due all the rights accorded to men. 12. flummox: Dickens coined this nonsense word alluding to being bewildered or perplexed. 13. freelance: Author Sir Walter Scott employed this term (hyphenated) to describe a mercenary soldier, one whose lance (a long spear) was not wielded in the service of a single master, but (with its bearer) was hired out. 14. hard-boiled: Twain, in a speech, used this word to mean â€Å"hardened† to refer to hidebound grammatical usage; later, it pertained primarily to a tough attitude. 15. impact: Coleridge was the first to give this term for the act of collision a figurative sense of â€Å"the effect of one thing on another.† 16. intensify: Coleridge coined this term with the justification that â€Å"render intense† did not fit the meter of a poem he was writing. 17. linguistics: Multitalented William Whewell, a mathematician, philosopher, and poet, came up with this word for the study of language. 18. narcissist: Coleridge, inspired by the Greek myth of the self-absorbed youth Narcissus, came up with this term to describe a person similarly afflicted with self-admiration, though the psychological condition of narcissism refers also to a lack of empathy and, paradoxical to the primary quality of a narcissist, low self-esteem. 19. pedestrian: William Wordsworth came up with the word meaning â€Å"one who travels on foot.† 20. physicist: Whewell, finding physician already taken, coined this term to refer to someone who studies the laws of physics. 21. psychosomatic: Coleridge came up with this term to refer to imagined maladies. 22. relativity: Coleridge created this word to describe the concept of one thing having a relation to another. 23. scientist: Whewell, responding to Coleridge’s dissatisfaction with philosopher to refer to those who pursue the study of science, suggested scientist. 24. selfless: Coleridge coined this word meaning â€Å"unselfish.† 25. soulmate: Coleridge came up with this term (hyphenated) to refer to someone with whom one has a profound emotional connection. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:20 Great Opening Lines to Inspire the Start of Your StoryLatin Words and Expressions: All You Need to Know25 Favorite Portmanteau Words

Free sample - Alcoholism. translation missing

Alcoholism. AlcoholismAlcoholism is am addiction disease. It is widespread and serious disease, which exists in a modern world. Alcoholism brings consequences on physical, psychological, social and economical functioning of a person that consumes alcohol. Even if alcohol is being consumed for centuries, studying the harmful effects that alcohol causes started recently. In the beginning, alcoholism was not considered a disease, it was considered a vice. However, the World Health Organization declared alcoholism a disease in 1951, and the problem related to defining alcoholism appears. Defining alcoholism was difficult because the â€Å"alcoholism† includes variety of physical, psychological and social changes. Ayd defined alcoholism as a chronic disease with combined influence of genetic, psychosocial, and environmental factors, which have strong influence in the development of alcoholism and its manifestations. It is considered as a progressive disease, which can be fatal, and it can be characterized by reduced control over consummation of alcohol, high level of preoccupation with alcohol, usage of alcohol (despite consequences), and possible appearance of distortions in thinking (such as denial) (27). Alcoholism is a chronicle disease, characterized with persistent consummation of alcohol, even with the knowledge of harmful effect that it produces. It manifests as incapability of controlling the act of drinking, and as a time goes by the whole life of an alcoholic is subordinated to drinking. The drinking is conducted, usually, on a daily basis, and it can be common for an alcoholic to deny this craving, although they do not want to eliminate the alcohol from their life. DSM IV classification represents alcoholism as an illness that includes alcohol abuse and dependence, which can be episodic or continuous. Alcoholism can be viewed as use of alcohol in a quantity and a frequency, which causes significant physiological, psychological, sociological or occupational problems (Ayd, 21). World Health Organization presented the following definition of alcoholism: â€Å"A chronic behavioral disorder manifested by repeated drinking of alcoholic beverages in excess of the dietary and social uses of the community and to an extent that interferes with the drinker’s health or his social or economic functions† (Zimberg, 4.). Jellinek (via Zimberg) gave the classification of several types of alcoholism: â€Å"alpha alcoholism†, defined as an abuse of alcohol, which is used to relieve physical or psychological pain, without losing the ability to control the drinking, with no withdrawal symptoms and no significant progression of the disease. â₠¬Å"Beta alcoholism†, defined as an alcoholism that has no physical or psychological dependence; it can be progressive and can produce medical complications. â€Å"Gamma alcoholism† represents the type of alcoholism in which control over drinking does not exist, and it produces physical, psychological and social problems. â€Å"Delta alcoholism† is a type of alcoholism that produces physical, psychological and social problems, and the person that drinks has a potential possibility of abstaining from alcohol for some period. â€Å"Epsilon alcoholism† is described as a periodic binge drinking (4). Symptoms of alcoholism - There is no one symptom that could define the alcoholism. The symptoms of alcoholism can be diverse and can vary, mostly depending on the person that consumes alcohol.   Stimmel mentioned that the National Council on Alcoholism has developed a list of signs and symptoms for diagnosing alcoholism, and that they can be divided into two main groups: definitive and probable (103). According to National Council on Alcoholism (via Stimmel), definite symptoms are: physical dependency on alcohol, followed with tremor, hallucinations and seizures; changes in psychological functioning; influence of alcohol on a brain; complications caused by drinking alcohol; continuous drinking with no consideration to many medical contraindications; indiscriminate use of alcohol; alcoholic blackouts; blood alcohol level over the 0.15 -0.30 percent. Probable symptoms of alcoholism are: loss of control over drinking; repetitive drinking and/or morning drinking; repeated attempts to a chieve abstinence; excuses from work; denying alcoholism by changing the type of alcoholic beverage; lack of interest for activities that are not associated with consummation of alcohol; low ability to control the emotion of rage when drinking, possible suicidal thoughts when drinking; using of alcohol as a method to reduce insomnia, anger and depression (103). O'Neill and Sher have emphasized next group of symptoms: spending a lot of time during the day or night thinking about alcohol, neglecting obligation because of consummation of alcohol, being late or missing the school or work, feeling a strong need for a drink early in the morning, attempting to stop with drinking, and feeling dependent on alcohol. (496). Some other symptoms of alcoholism might be tolerance and withdrawal (with possible severe withdrawal symptoms - hallucinations or convulsions), reduction of the number of activities because of drinking, using alcohol in potentially dangerous situations (driving), and time spent drinking (the time spent to consume alcohol increases over time). As the time goes by, an alcoholic will have to drink more to achieve the same â€Å"effect† that alcohol provides, and there is a possibility to see them drinking alone, by themselves, and finding excuses for exaggerated drinking. Causes of alcoholism - The alcoholism is a disease, which is caused by interaction of multiple causes. Causes are often complex and they have become numerous during the time. Grant and Gwinner considered following factors as main factors which help development of alcohol dependence: biological (impact on central nervous system, metabolism of alcohol, sensitivity to alcohol), psychological (personality traits and attitudes), and socio-cultural factors (64). According to Gifford, the causes of alcoholism should be looked for in genetics, environment and neurology (29). Also, a person who has mood disorders (anxiety or depression) is at higher risk to become dependent from alcohol. Genetics: There are evidences that support the thesis of inherited predisposition to alcohol dependence (Gifford, 29). It can be manifested as person’s vulnerability to alcohol dependence, due to the functioning of opiate receptors and the functioning of a liver. However, having a parent that is dependent on alcohol does not mean that a person will become an alcoholic itself. Genetic predispositions combined with other groups of factors (such as environmental factors) might contribute to appearance of alcohol dependence. Environment: the influence of a family on person’s development can be seen in a behavior related to alcohol consumption. Children who have alcoholic parents are at four times higher risk of developing alcohol dependence than children whose parents do not consume alcohol (Gifford, 30). The contributing influence on alcohol drinking can be availability of alcohol, being surrounded with peers that consume alcohol, advertising of alcohol (making it attractive and desirable), conflicts at the work or in home, and the presence of a partner that consumes alcohol. Other authors summarize causes of alcohol dependence, and some of them are family influence, influence of a culture, and adult situation (McCord McCord, 150). Anthony et al. conducted a research that gave following results: males are more prone to develop alcohol dependence than women are (249). Person from age 25-34 years old are more prone to develop alcohol dependence (251). Lack of employment, low academic achievement can bring a risk of development of alcohol dependence (253). Neurology: abuse of alcohol causes changes in entire body, and it especially leaves harmful consequences to a sensitive tissue of the brain. The main consequences are related to disbalance of neurotransmitters. Consummation of alcohol can cause disbalance of chemicals in the brain tissue, and it can regulate, in some way, the chemical balance in the brain. Whenever this balance is disturbed the brain might cause the body to feel the need for alcohol, in order to keep the balance of chemicals in order, while, at the same time, brain gradually looses the ability to maintain the balance on its own (Gifford, 30). Impacts of alcoholism - Alcohol consumption leads towards many complications, which can be general and long term, and can involve every aspect of a person’s life. Impact of alcoholism can be seen in health condition, psychological functioning, and socio-cultural aspect of a person’s life. According to Gifford, the most common health problems related to alcohol dependency are: problems with endocrine system (liver-alcoholic hepatitis, cirrhosis, which produces secondary effects: vitamin deficiency, decreased absorption of fat, damages in cell structure, low blood sugar, etc. (32, 33), pancreas-diabetes), and digestive system (damage of intestine’s walls (can cause bleeding), reducing the amount of digestive enzymes (34)). There are significant problems with cardiovascular system (blood-appearance of anemia, blood clots, suppressing of the immune system, problems with creation of platelet, heart-high blood pressure, heart attack, stroke, coronary artery disease, myocarditis, alcoholic cardiomyopathy, arrhythmia (34, 35)). Sexual related problems include practicing sex without any protection (pregnancy and sexually transmitted diseases), and the appearance of problems with sexual performance in males. Alcohol can influence on women’s pregnancy and cause fetal alcohol syndrome and numerous defects on a fetus, if a mother continues to drink during the pregnancy (36). Impact of alcohol on a nervous system is manifested on brain (disbalance of neurotransmitters and tissue degeneration. Some of the problems that can occur are amnesia, dementia, abstinence syndrome and Wernicke-Korsakoff syndrome (35, 36)) and damages of nerves (peripheral neuropathy (36)). Alcohol can contribute to problems with respiratory system: lung infections (pneumonia, tuberculosis) and possible lung scarring (36). Impact on psychological life can be seen in appearance of depression and suicidal thoughts, anxiety, possible visual and auditory hallucinations (Spielberger, 126). Social complications are related to drunk driving, worse performance at work or at school, and relationship problems (Gifford, 39). Treatment of alcoholism – because alcohol dependency is a complex disease with various types of alcohol users, and numerous causes, the treatment of this disease should use the combination of multiple types of therapy. The most common therapy is based on a combination of psychological (â€Å"12 step facilitation†, group therapy-Alcoholic Anonymous (AA), â€Å"controlled drinking† (Spielberger, 126)), and pharmaceutical therapy (such as using of naltrexone). The behavioral therapy is being used in a combination with pharmacotherapy, because psychological treatment is, sometimes, not effective for all patients (Galanter, 4). The following statistic gives insight into the severity of the alcoholism as a social problem: 14 million people in the U.S.A. are alcohol dependent. 66% of the U.S.A. population consumes alcohol. 9.8 million men and 3.9 million women abuse alcohol or they think they are alcohol-dependent. 41% of all traffic fatalities in U.S.A. are caused by drinking alcohol. Approximately 43% of U.S.A. adults have had a child, parent, sibling or spouse who is dependent on alcohol, or was dependent on alcohol† (citation is retrieved from the internet site1). Ayd, Frank J. Lexicon of psychiatry, neurology, and the neurosciences. Lippincott Williams Wilkins, 2000 Anthony, James C. , Warner, Lynn A., Kessler, Ronald C. Comparative Epidemiology of Dependence on Tobacco, Alcohol, Controlled Substances, and Inhalants: Basic Findings From the National Comorbidity Survey. Experimental and Clinical Psychopharmacology. 1994. Vol. 2, No. 3, 244-268 Galanter, Marc. Research on alcoholism treatment: methodology, psychosocial treatment, selected treatment topics, research priorities. Springer, 2003 Gifford, Maria. Alcoholism. ABC-CLIO, 2009 Grant, Marcus, Gwinner, Paul. Alcoholism in perspective. Taylor Francis, 1979 McCord, William Maxwell, McCord, Joan. Origins of alcoholism. Stanford University Press, 1960 O'Neill, Susan E., Sher, Kenneth J. Physiological Alcohol Dependence Symptoms in Early Adulthood:A Longitudinal Perspective. Experimental and Clinical Psychopharmacology. 2000, Vol. 8, No. 4, 493-508 Spielberger, Charles D. Encyclopedia of applied psychology, Volume 1. Academic Press, 2004 Stimmel, Barry. Alcoholism, drug addiction, and the road to recovery: life on the edge. Routledge, 2002 Zimberg, Sheldon. The clinical management of alcoholism. Psychology Press, 1982

Quails Gate Winery Experiece Essay Example | Topics and Well Written Essays - 4000 words

Quails Gate Winery Experiece - Essay Example Brand experience I think consists of expression, interaction, responsiveness and resilience, Therefore my view on Quails Gate Winery is shaped by my positive, negative, and personal experiences that I have encountered during my short visit to the place. Customers are normally preoccupied with so many things so that a personalizing experience is one way to build brand loyalty. I observed during my trip that the company tried to make positive impressions through a different approach of a marketing strategy. The marketing strategy of this company is detailed on experience they deliver to their customers on every interaction they make. I think that the winery experience established a compelling experience to build brand loyalty faster, and this knowledge becomes a brand in customers’ mind. My encounter with the Quails Gate Winery in Canada took place few months ago. This experience exposed me to agro-tourism, and gave me some learning about winery. I have learned to appreciate nature, relationships, and learned marketing strategies that could later on be relevant in business. In the process, I came to apply the cognitive, sense, relational experience, and emotions that are related to my brand experience in that trip. So, whenever I think of red wine, I think of the Quails Gate wine, such as I have developed brand loyalty because of experience. The Quail Gates winery was established in 1989 and was operated as a family winery business. Over the years, the family has developed its vineyard, cultivated, and promoted its plantations, and today it boasts of owning 189 acres of vineyard in Okanagan, Canada. Company is regarded as a leader in viticulture practices in Canada and has produced notable grape varieties. The family is known for its Pinot Noir and Chardonnay blocks. Today, Quail Gates Winery is recognized as one of Canada’s agro-tourism sites. Visitors return again and again

Change inovation, exsperimintation and risk Essay

Change inovation, exsperimintation and risk - Essay Example The experts believe that innovation is especially important in today’s globalized world. However, the ability to create, conceive of, and bring to market new innovations is problematic if there is no effective leadership in the organization (Leaders are the major influencers of innovation and change for every organization (Sinar, Wellins, Pacione n.d.). According to Kouzes & Posner (2012), great leaders should be committed to both experiments and risk taking as these activities lead to small wins and enable to gain valuable experience for learning. In this case, small wins are â€Å"concrete, complete, implemented outcomes of moderate importance† (Kouzes & Posner 2012, 190). While taking risks and experimenting people, involved in highly intensive psychological environment, experience a high degree of stress and this experience enables them to cope with stressful and challenging situations in a positive manner. Such a behavior is definitely one of the important qualitie s of effective leader (Kouzes & Posner 2012). Sinar E, Wellins R, Pacione C., (n.d.). Creating the conditions for sustainable innovation. The leadership imperative. The Talent Management Expert. Retrieved from

Diversification Strategies Research Paper Example | Topics and Well Written Essays - 1000 words

Diversification Strategies - Research Paper Example The company is among the foremost producers in majority of the markets where it operates in. The products manufactured by 3M are delivered through several distribution channels including wholesalers, distributors, retailers and dealers among others. As of 2010, 3M had 80,057 employees, out of which 32,955 were engaged in the business operations located in the United States and the rest globally. For the year ending 2010, 3M generated net sales equivalent to $ 26.7 billion which was a 15.3% increment from the year 2009. The operating income of the company also increased by 22.9% in the year 2010 as compared to that of 2009 (3M, 2010). Sears, Roebuck & Co. is amongst the principal retailers in the United States, functioning in all the fifty states of US in addition to Puerto Rico. The company has very limited global presence and operates internationally only in Canada. The company merged with Kmart to form Sears Holding Corporation in 2004. The total revenue of the company in 2010 was $43,326 million while that in the year 2009 was $44,043 million. The revenue value of the company in 2008 was $46,440 and had been decreasing over the years. As of January, 2011, the company had 280,000 employees in the US and around 32,000 in Canada (Sears Holdings Corporation, 2010). Although Sears, Roebuck & Co was always primarily in retail business, in the early 1980s the company had diversified into real estate as well as brokerage services through its subsidiary Allstate. However, post the diversification though the performance of the finance segment of the company was reasonable, the retail group of the company suffered as it failed to respond to altering times (Monks & Minow, 2008). Diversification Outcomes of the Two Corporations and Reasons for the Different Outcomes The diversification of 3M into its six different segments had produced positive outcomes for the company. 3M is recognized for its aptitude to produce new products and generate new businesses. It can be subst antiated from the fact that 30 percent of its revenue comes from products developed during the preceding five years. The company had time and again extended its existing technological proficiency to generate a comparable yet innovative product. 3M’s success can be attributed to variety of factors, such as a corporate culture that promotes risk taking, a focus on resolving client problems, the utilization of extended and long-term goals, and independence of the employees to follow their own ideas. Furthermore, 3M consistently follows the system of sharing technologies and expertise amongst the different business segments. It also pursues a reward structure that recognizes innovators in the organization. Thus, 3M had succeeded in diversifying its business by leveraging its technological competence (3M, 2011). The Sears, Roebuck & Co had been struggling since the past couple of decades, trying first one approach and then another, looking for sustainable growth and momentum and a n improved image. As discussed earlier, Sears had diversified into financial services and specialty retailing during the 1980’s. However, after its diversification into real estate and other financial services, Sears could not maintain its performance in

Health Needs Of A Child Case Study Social Work Essay

Health Needs Of A Child Case Study Social Work Essay For the purpose of this essay I will write a critical analysis of a case study assessing the health needs of a child within a family. The case study is of a two parent family of a two year old girl. The family had transferred from another area. Their daughter was born prematurely at thirty one weeks. She didnt offer eye contact and had no voluntary speech. Full permission has been obtained to use the information in the case study. I used firstly Orems nursing model to assess the familys needs. Then a more appropriate framework Family Health Needs Assessment. The model is a behavioural model. Behavioural models are based on the hierarchy of human needs by Maslow (1993). The hierarchy starts at the bottom of a pyramid with essential needs, when these are met the person progresses up the pyramid until full potential is achieved (Maslow, 1993). Orems model is based on societies need for the client to be self caring (Henderson, 1990). Orems (2001) model has a continuum of self care abilities, the aim being to move along this continuum to self care or adapt to a diminishing self care in terminal or chronic ill cases. Orem (2001) states that the family and significant others in a persons life must be involved in their self care. It is a model which values individual responsibility, prevention and health education as key aspects of nursing intervention (Aggleton and Chalmers 2000). Orem lists the following key factors that influence health; 1. Adequate intake of air water and food. 2, Adequate excretion of waste. 3. A balance between activity and rest both mentally and physically. 4. Social interaction and solitude should be optimised. 5. The prevention or avoidance of hazards and danger. 6. The feeling of being and behaving normally leading to stress reduction. By being able to carry out self care in these areas the person fulfils what Orem (2001) calls their Universal Self Care Demands. If there is illness injury or disease the individual has self care demands in three extra areas (Orem, 2001). These are known as the Health Deviation Self Care Demands. i Structure. ii. Functioning. iii. Behaviour. Orem uses the Nursing Process starting with assessment of the family in order to discover their individual problems which are defined in terms of self care deficits (Orem, 2001). The first stage of Orems model identifies both the demands for and the ability to achieve, self care in an individual (Aggleton and Chalmers, 2000). I assessed the family the parents both worked dad is a chef and mum is a carer in a nursing home they are both supported by grandparents who lived across the street. Both were fit and well. The two year old daughter was causing her mother concern in that she was not speaking it was difficult to get her attention with very little eye contact. Using Orems list I asked questions about each of the six activities. The problems identified were related to the two year olds behaviour of pacing around the room not speaking no eye contact and slapping her hands one on top of the other. After gathering information I had to decide why there was a self care deficit. This was difficult using Orems which states the self care deficit should be linked to a lack of knowledge or of skills to a lack of motivation to achieve self care (Aggleton and Chalmers, 2000). These dont seem to apply to a two year old cared for by her parents. But clearly her behaviour was a cause for concern. I had now completed a good deal of paperwork a fault recognised by Fawcett et al (2004) in many instances it has led to nursing models being a bureaucratic chore (Fawcett et al,2004). A checklist method and standard care plans would have allowed for a quick assessment of the Universal self care demands (Kitson, 2001). The next stage is to plan and set goals (Salvage and Kershaw, 1990). The long term goal for each client would be the restoration of a balance between self care ability and self care needs (Salvage and Kershaw, 1990). The implementation of the care plan may involve activities to meet self care demands (Pearson et al, 2004). In addition members of the family, or significant others, may provide some care. Orem (2001) has identified six broad ways in which assistance can be given to implement a care plan. 1.Doing for or acting for another 2.Guiding and directing another. 3.Providing physical support. 4.Providing psychological support. 5.Providing an environment which supports development. 6.Teaching another. However each of these methods of helping requires compliance (Pearson et al 2004). Orems model demands that clients and their families are willing and able to adopt certain roles achieve self care (Aggleton and Chalmers 2000). 3) Evaluation Orem (2001) has suggested that the evaluation of care given should be measured in terms of the clients or families performance of self care. Using Orem we should set out goals in terms of what the family will achieve (Pearson et al, 2004). It was difficult to set goals babies who are born prematurely can suffer from learning difficulties and to investigate the two year olds behaviour was the goal. Orems model didnt seem to fit well with this families care. The major problem with nursing models concerns the relationship with the clients of the service. These are of two kinds. The employer for most nurses in the UK, the employer is the Government. The Government has aims and objectives for its health care system which is to use evidence based practice which may conflict with a particular nursing model or philosophy (Mckenna et al, 2008). Orems model is over fifty years old and is not evidence based. The problems mainly being centered on the daughters behavior the following framework was more appropriate for this family. An evidence based framework The Family Health Needs Assessment was introduced into the health visiting service in 2003 and is based on the Framework for the Assessment of children in need and their families (Department of Health et al, 2000). The Assessment Framework was intended to help practitioners to become child-centered (Horwath, 2010). The aim being to do an assessment of the familys health and parenting needs. A triangle is used as an illustration of the Framework the child being in the centre (Rose, 2009). The three sides of the triangle represent the key factors that influence the Childs health; child developmental needs, parenting capacity and family health and environmental factors. Each one has sub headings specific to the main heading. Childs Development Needs Health Education Emotional Behavioral Development Identity Family Social Relationships Social Presentation Self Care Skills Parenting Capacity Basic Care Ensuring Safety Emotional Warmth Stimulation Guidance Boundaries Stability Family health Family history functioning Wider family Housing Employment Income Familys Social Integration Community Resources The aim of the initial Family Health Needs Assessment (FHNA) is to undertake a full assessment of the familys health and parenting needs. The impact of parenting capacity, family health and environmental factors on the childs health and well-being is assessed to identify children and families who may require additional support to achieve the 5 outcomes identified in Every Child Matters (2004). Being healthy Staying Safe Enjoying and achieving Making a positive Contribution Achieving Economic well-being There is research evidence to suggest that low birth weight and prematurity indicates a greater risk of not achieving the 5 outcomes identified in Every Child Matters (2004). Then a family health plan can be developed to include the familys needs as agreed in partnership with the parent/carer. How the family wishes to address these needs An action plan which identifies specific interventions/support and who this will be provided by as well as the date for review and a review of progress made against the action plan. The assessment took some time I had to reword some of the questions for fear of giving offence. The assessment forms were lengthy and there was some duplication. Emotional warmth under parenting Capacity and Emotional and behavioral development under the heading Childs developmental Needs. I found it difficult to know what to include under some of the headings. In Calders study (2003) the practitioners found the heading for the childs developmental needs the most challenging of the three headings. A number got confused between social presentation and self-care skills and the majority struggled with assessing identity. The task for practitioners is to specify what, in relation to health and development, the child is at risk of and how significant they consider this risk to be (Horwath, 2010). The original Framework for the assessment of children in need and their Families has guidance and support materials which explain the risk of harm, reducing the Framework to the Triangle and a set of descriptions separates the needs from the risk of harm. Which could lead to a loss of focus on the child and their needs (Platt, 2006). Both parents in this case were happy to carry out the assessment some parents can be unco-operative or even hostile Brandon et al, (2009). This could also cause a lack of focus on the needs of children. Brandon et al, (2009) found that good parental engagement can also disguise risk of harm to a child. It is important hear what children have to say (Archard and Skivenes, 2009). I did engage the two year old with my identity badge which she recognized the picture but in this case I wasnt able to interview the child because of her understanding and limited speech. I was able to observe her though and record my observations. Brandon et al. (2009) describe the various ways in which professionals dont include children in the assessment. These include young people and siblings and a failure to address the needs of children who chose not to or are unable to speak because of disability, trauma and fear (Brandon et al 2009). Groups of children in need that are hard to assess included: disabled children; adolescents; children of different cultures and faiths; and children in asylum-seeking and refugee families (Brandon et al, 2009). Another group of children that also has been found to be difficult to assess are children in need from higher socioeconomic groups. These cases were found challenging by social workers because: the parents were more aware of their rights (Brandon et al, 2009). Care must be given to recording accurately what the child says and managing that information, especially if it is negative about the parents so not to expose the child to any more risk Practitioners are responsible for gathering information and they also have to share the findings of the assessment with family members. From the assessment I identified a problem under the heading Child Developmental Needs Health the two year old daughter was growing physically but was not developing speech and had limited eye contact. The family had just moved from another area. Their daughter had been born premature at 31 weeks and she had had follow up appointments at hospital now that they had moved the hospital was too far away. The follow up at hospital was important for her developmental reviews. So the first identified need was to register at the Doctors and explain that she needs a referral to the hospital for a full pediatric review. Speech was a problem in that she was making the occasional sound and not forming her words properly. I made the speech therapy referral and gained assurances that her parents would take her. We discussed taking her to a nursery to mix with other children. After talking it was decided so that mum could go too to join a mother and toddler group. So things moved swiftly we put a time scale on these three major things of three weeks. I arranged to visit again in two weeks.

Sources of Finance for a Business Essay -- Papers

Sources of Finance for a Business For a business to successfully run, it must have sources of finance. These are methods of financing the running of the business, buying of stock and paying of workers. Small businesses and large businesses have different sources of finance. In this section, I will discuss the different sources of finance used by small and large businesses, and the advantages and disadvantages of each, starting with small businesses. Setting up a business costs money. For instance, setting up a bakery involves buying or renting a shop and buying stocks of flour and so on. One source of finance for a new business is equity or equity capital. This is money which is put into the business by its owners. The baker for instance, may have savings of  £20,000 which are used to buy a lease on a shop and start a sole proprietorship. They may also go into a partnership with another person, with each putting in  £10,000 of their own savings. The advantage of using equity capital is that, as it is the owner’s money, no extra cost or interest is charged when using it. The problem with equity capital is that it is difficult to gather in the first place. It is often difficult for small and medium sized businesses to find individuals to provide equity. Or, if the business is a sole proprietorship, the owner may be short of money to provide equity. Retained profit is also the most important source of finance for large businesses in the UK. Once the business has been set up, it will want to make a profit. This profit is owned by the owners of the business. Retained or undistributed profit is where these profits are kept back for us... ...ho set up their own businesses. They also provide training and support. Other grants are available to businesses which operate in areas of low income and high unemployment. Grants are good for businesses because they are given for free, with no interest or payment charges. However, they are fairly uncommon for everyday businesses and are only given to businesses which need the boost in funds. For a business to succeed, it needs to find the right balance of finance. It is important that it is well-placed to survive any financial problems it might go through. In my business, it is vital to carry out extensive research to ensure that I will have the right amount of funds to carry out everyday running of the business. If this does not happen and I do not find the correct sources of finance then my business will fail.

Hcl Project

CHAPTER 1 INTRODUCTION: RESEARCH METHODOLOGY & DESIGN 1. 1 RESEARCH STATEMENT & OBJECTIVE The objective of my project is to study the effectiveness of process of recruitment & selection as it helps to combat the Attrition which is the main problem of any company now a days. The BPO industry having one of the most high attrition rate amongst all the industries. Therefore the top BPO companies including the International BPO firms face a stiff task in hiring new people. For this purpose the services of the consultants are outsourced.In the light of this situation it would be very meaningful to learn and understand the attitude and behavior of the job seekers towards the telecalling department of the consultants who work exclusively for their international BPO clients. Objectives: ?To understand the attitude and behavior of the jobseekers towards telecalling. ?To understand the services provided by the consultancy- Panache Solutions to their clients in HR process ?To understand the benc hmarking process for recruitment in international BPO and understanding how HCL ( a client of Panache Solutions) follows the benchmarking . 2 HYPOTHESES: 1)For the first objective, the hypothesis is as follows: Ho : job seekers have a positive attitude towards telecalling interviews. H1: jobseekers do not have a positive attitude towards telecalling interviews. 2)For second objective, the hypothesis is as follows: H0 : the services provided by the consultancy-Panache Solutions to their clients in HR process is satisfactory. H1 : the services provided by the consultancy-‘Panache Solutions’ to their clients is satisfactory. 3)For third objective, the hypothesis is as follows:H0: The HC -BPO follows the benchmarking recruitment process as set for an international BPO. H1: The HCL-BPO does not fllow the benchmarking recruitment as set for an international BPO. The purpose of this project is to study the recruitment & selection practices at HCL-BPO. This study was divided f urther into: a)Judging people through telephonic interview. b) Conducting Group Discussions to check the competencies of candidates. c) Creating a bridge of information between the candidates & respective HR Managers. 1. 3 SCOPE OF STUDY The scope of this study is to observe the recruitment and selection techniques adopted by the company.Apart from getting an idea of the techniques and methods in the recruitment procedures, a close look will be taken at the insight of corporate culture prevailing in the organization. This would not only help to be familiar with the corporate environment but it would also enable to get a close look at the various levels authorities responsibility relationship prevailing in the organization. The scope of project includes: 1. Study of importance of recruitment and selection process of BPO industry in India 2. Study of recruitment and selection practices at HCL Technologies. 1. RESEARCH METHODOLOGY Research is defined as human activity based on intellec tual application in the investigation of matter. The primary purpose for applied research is discovering interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. SAMPLE SIZE AND DESIGN: The sample size is 75 and the technique used for sampling was conveinient Mode of research used in this project is primary as well as secondary research and the research is exploratory and descriptive in nature.DATA COLLECTION: Data were collected from the following sources :- Secondary data Primary data -Websites -Newspapers -Various forms of HCLcompany -Research articles/projects -Job posting form of Naukri. com -books DATA TECHNIQUES USED Bar Graphs, Line Graphs and Pie charts are used as analysis techniques. 1. 5 LITERATURE REVIEW â€Å"Recruitment and selection process† Process of attracting the best qualified individuals to apply for a given job. â€Å"Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. In short, process of attracting the best qualified individuals to apply for a given job. It is the process to discover sources of manpower to meet the requirements of staffing, schedule and to employ effective. Recruitment is the premier major steps in the selection process in the organization.It is an activity directed to obtain appropriate human resources whose qualifications and skills match function of the relevant posts in the organization. Its importance cannot be over-emphasized and also be best described as the ‘heart’ of the organization. The proc ess of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an organization with a pool of qualified candidates. Its specific purposes are as follows: 1. To assist augmentation of the success rate of selection process by reducing the numbers of obviously under-qualified and over-qualified applicants. . To increase organizational and individual effectiveness in the short and long term plans Recruitment is essential for effective human resource management. It is the heart of whole HR system in the organization. The effectiveness of many other human recourse activities, such as selection, training depends largely on the quality of new employees attracted through the recruitment process. Policies should always be reviewed as there are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements.Recruitment methods are wide and va ried, it is important that the job is described correctly and that any personal specifications are stated. Job recruitment method can be through job centers, employment agencies/consultants, and /national newspapers. It is important that the correct media is chosen to ensure an appropriate response to advertise post. Three Main Stages in Recruitment 1. Identify and defines the requirements, job description, job specification. 2. Attract potential employees. 3. Select and employ the appropriate people from the job applicants. Factors affecting recruitment process . The size of the organization. 2. The employment conditions in the community where the organization is located. 3. The effects of the past recruiting efforts that shows the organization’s ability to locate and keep good performing people. 4. Working condition and salary and benefits packages offered by the organization which may influence turnover and necessities future recruiting. a)The rate of growth of the organiz ation b)The level of seasonality of operation and future expansion and production programmes. c)Cultures, economic and legal factors. RECRUITMENT PROCESSRecruitment Preparation The organization has no formal method of request for vacant or new positions. An informal request can be vague and misleading and may not supply the HR manager with the job description and person specification required to establish the selection criteria. This is because of a reliance on the effective communication skills of both the persons giving the verbal request and the HR manager receiving the request. Both parties need to be effective in passing on and receiving correct information. The request must set out the exact requirements of the new or vacant position. Job or person pecifications should spell out the requirements an individual needs to successfully perform the job as per the job description (Hite & Johnston 1998). The job description should highlight specific duties and responsibilities. The im plication of not receiving clear direction on what is required for the position is that the selection criteria will not be valid. Consequently, the recruitment process can break down, as the absence of valid selection criteria can affect the decision- making at a later stage (Compton & Nankervis 1998). This means that a simple miscommunication can result in the incorrect matching of an applicant to a job.The attitude and personal characteristics of the individual may not fit the specifications required. This can result in low motivation of the individual and can, therefore, lead to unsatisfactory performance (Mitchell, Dowling, Kabanoff & Larson 1988), thus requiring the individual to be replaced and causing unnecessary costs. Ensuring that the job description and person specification are correctly portrayed and, therefore, giving valid selection criteria, can avoid unnecessary costs. 2. 2 Employment Agencies According to the HR manager, the organisation has a relatively high turnov er in low skilled employees.The market demand for low skilled employees in the construction industry can increase and decrease rapidly due to the external environment (Smith, P. J. 2001, pers. comm. 13 March). There are several reasons for this volatility. As the economic climate becomes more unstable, consumer confidence decreases which causes a ‘tightening of the belt’ for spending. This decrease in spending affects the construction industry. Futhermore, inclement weather causes the flow of work to be unpredictable and, therefore, insecure. Both of these factors can contribute to the high turnover of employees.Satisfaction has a negative relationship with turnover (Robbins, Millett, Cacioppe & Waters-Marsh 1998). As employees begin to feel insecure, levels of job satisfaction can decrease and levels of absenteeism can increase. Productivity may also be affected because continually having new employees start work can disrupt the flow and decrease output. The implicatio ns of a high turnover of employees is that it can be a very costly process, as each time a vacant position is required to be filled, the organization has to go through the whole recruitment and selection process again.As discussed in Compton and Nankervis (1998), the costs of the extra salaries of the persons involved in the recruitment process, along with the costs associated with loss of production and absenteeism can be compared to the cost of an employment agency. The use of an employment agency can be convenient for the organization. The position can be filled at short notice using temporary employees with little effort from the organization (Dessler 1991). The use of temporary employees for low skilled positions allows flexibility to go with the ups and downs of the industry, with minimal disruption to the workflow.Vacancy Promotion The organization uses the local suburban paper as a means for promoting the vacant positions for high skilled employees. As the purpose of recruit ment and selection is to match the right applicants with the right jobs, the organisation needs to ensure that the true target market is reached. That is, that the advertisement reaches professional and managerial applicants. The implication of using the local paper for advertising vacancies is that you may not reach the desired target market of professional applicants.This means that the organisation may not attract an adequate number of suitable and qualified applicants for the position, which reduces the chances of matching the right applicant to the right job (Stone 1998). If the organization cannot match suitable applicants to jobs, then the whole recruitment process is affected. Employing the wrong person for the job creates additional cost, low job satisfaction, decreased productivity, and increased turnover (Robbins et al. 1998).As discussed in Stone (1998), the most popular method used to attract managerial and professional employees is to advertise in state or metropolitan daily newspapers. Recruitment & Selection Clarke SELECTION PROCESS Internal vs. External Recruitment The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward. Internal advertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). . Interview Structure The organisation uses unstructured and semi-structured interviews. A disadvantage of using unstructured interviews is that the same questions may not be asked across each of the candidates being interviewed. This affects the validity of the interview, since decisions may be made based on different sets of criteria (Dessler 1991). Stone (1998, p. 626), states that ‘the most valid interviews use a consistent structure†¦Ã¢â‚¬â„¢. Interaction between the candidate and the interviewer may differ from one interview to the next, therefore lacking consistency and reliability (Stone 1998).Also, the skills of the interviewer may affect the responses of the applicant. Structured interviews for professional or high skilled applicants can help ensure that decisions are made based on the answers to the same set of questions, thus comparing the same set of criteria (Stone 1998). Structured interviews are a vehicle used to establish a framework for decision-making. According to Dessler (1991), by using preset or predetermined questions, the interviewer can reduce the tendency to show bias to unfavourable information and, therefore, remain objective. 2. Interview EnvironmentThe room used to interview applicants is important as it contributes to the image of the organisation (Stone 1998). The interview room for this organisation is the boardroom. It is located immediately beside the main office and is set up as a traditional boardroom with a long table and chairs. The use of the boardroom table for interviewing may cause the applicant to become uncomfortable, as the seating arrangements may not facilitate a relaxed environment. According to Compton and Nankervis (1998, p. 184), the use of ‘†¦ a desk between an interviewer and candidate can act as a psychological barrier’.This environment may cause the appli cant to become nervous and the quality of responses received may be affected. Consequently, responses that create a false idea or impression of the applicant may be considered as correct by the interviewer. This might cause the incorrect applicant to be selected, despite the information being false, which results in an unsuitable applicant being matched with a job. It may also result in an applicant missing out on a position because they understated their abilities due to feeling uncomfortable and nervous in the interview.By arranging the seating at equal levels, a positive environment is created both physically and emotionally (Braun 1995). The applicant must be given every opportunity to perform well in an interview environment. ATTRITION: Attrition: â€Å"A reduction in the number of employees through retirement, resignation or death† Attrition rate: â€Å"the rate of shrinkage in size or number† Attrition rate is the rate at which the number of people working in a company reduces. Higher is the attrition rate in a company, greater is the loss to the productivity of the company.So in order to avoid this loss, a company has to fight the attrition rate. Attrition has now a day become a problem for almost every company. This is because of the Globalization that people have now moved towards fear free jobs that is no bonds and no contracts but still great opportunity to work in the competitive era. But this system has encouraged the attrition rate to a greater extent. People have started moving from one job to another for various reasons: 1) Better Opportunity 2) Increment in Salary 3) To work in the Domain of his/her Interest 4) Brand Name 5) To work in a different cultureIn the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for advancement, and flexible schedules so they could attend to personal or family needs when necessary and never leave. But then there's the real world. And in the real world, employees, do leave, either because they want more money, hate the working conditions, hate their coworkers, want a change, or because their spouse gets a dream job in another state. So, what does that entire turnover cost? And what employees are likely to have the highest turnover?Who is likely to stay the longest? To fight the attrition, HCL BPO outsources the manpower & staffing. HCL has many vendors and through them it outsources its manpower and staffing. This is one way of cost cutting also as the employees who are outsourced from such consultancies are kept on off role i. e. the company don’t pay them, such employees are paid through the third party (consultancy). The second step that HCL-BPO takes in order to combat the attrition rate is that it always keep extra shortlisted candidates with it so that whenever there is an immediate requirement for the candidates, the company do not face any problem.BENEFITS OF AT TRITION: Attrition is not bad always if it happens in a controlled manner. Some attrition is always desirable and necessary for organizational growth and development. The only concern is how organizations differentiate â€Å"good attrition† from â€Å"bad attrition†. The term â€Å"healthy attrition† or â€Å"good attrition† signifies the importance of less productive employees voluntarily leaving the organization. This means if the ones who have left fall in the category of low performers, the attrition is considered being healthy.Attrition rates are considered to be beneficial in some ways: †¢If all employees stay in the same organization for a very long time, most of them will be at the top of their pay scale which will result in excessive manpower costs. †¢When certain employees leave, whose continuation of service would have negatively impacted productivity and profitability of the company, the company is benefited. †¢New employees bri ng new ideas, approaches, abilities & attitudes which can keep the organization from becoming stagnant. †¢There are also some people in the organization who have negative and demoralizing influence on the work culture and team spirit. This, in the long-term, is detrimental to organizational health. Desirable attrition also includes termination of employees with whom the organization does not want to continue a relationship. It benefits the organization in the following ways: †¢It removes bottleneck in the progress of the company †¢It creates space for the entry of new talents †¢It assists in evolving high performance teams There are people who are not able to balance their performance as per expectations, lack potential for future or need disciplinary action.Furthermore, as the rewards are limited, business pressures do not allow the management to over-reward the performers, but when undesirable employees leave the company, the good employees can be given the sha re that they deserve. Some companies believe attrition in any form is bad for an organization for it means that a wrong choice was made at the beginning while recruiting. Even good attrition indicates loss as recruitment is a time consuming and costly affair. The only positive point is that the realization has initiated action that will lead to cutting loss.The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 1998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward.Internal adv ertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). 1. 6 LIMITATIONS OF THE RESEARCH 1. Small sample size 2. Confidentiality management of the company acted as hindrance in the data collection. 3.Survey conducted only on employees of HCL and candidates from Delhi NCR region. Chapter 2 Overview of the Company 2. 1 Introduction of HCL Enterprise HCL Type Private IndustryIT Services FoundedAugust 11, 1976 Founder(s)Shiv Nadar HeadquartersNoida, India Area servedWorldwide Key peopleShiv Nadar (Chairman & CSO) Revenue US$ 5. 9 billion (2011) Employees80,000 (2011) Subsidiaries HCL Technologies HCL Infosystems WebsiteHCL. in HCL[Hindustan computer limited] is a glob al Electronics, Computing and IT company based in Noida, India. The company comprises two publicly listed ompanies,HCL technologies and HCL Info systems. HCL was focused on addressing the IT hardware market in India for the first two decades of its existence with some activity in the global market. On termination of the joint venture with HP in 1996, HCL became an enterprise which comprises HCL Technologies (to address the global IT services market) and HCL Infosystems . HCL has since then operated as a holding company. 2. 2 History of HCL In 1976, Shiv Nadar, Arjun Malhotra, Subhash Arora, Badam Kishore Kumar, T. V Bharadwaj,& Arun Kumar H started Microcomp Limited.The focus of the company was design and manufacturing of scientific calculators. The venture provided its founders money to start a company that focused on manufacturing computers. The company name â€Å"HCL† used to stand for â€Å"Hindustan Computers Limited† but now HCL is the only one name that the comp any goes by. HCL received support from the Uttar Pradesh government to setup manufacturing in [[Noida] In 1981, NIIT was started to cater to the increasing demand in computer education. By early 2000s, Nadar divested his stake in this venture.HCL Business Services, a division of HCL Technologies Limited started its venture early in 2001 and is now a dominant player in the BPO field drawing revenue of USD 214 million with over 11,500 professionals operating out 21 delivery centres across India, UK and USA. Transformation and innovation is core to HCL Business Services, and the company has evolved from a traditional BPO to the Next Generation BPO. The following are the benchmarks to be followed in the current recruitment and selection practices as stated in ‘A National Survey of Fortune 1000 Firms ’. Order of Major Recruitment and Rank SelectionTechniques Benchmark to be followed for recruitment and selection process HCL followed Resume? Application blanks? Reference chec ks? Newspaper/Magazines ads? Company websites? Online job board? Skills testing? Biodata? Personality testing? Background checks? Online pre-employment tests? Jobs fairs? Referral from current employees? Jobs service centers? Medical testing? 2. 3 FUNCTIONING OF THE CONSULTANCY- ‘PANACHE SOLUTIONS’ At ‘Panache Solutions’, they not only provide recruitment consultancy services to their clients but also give the applicants a perfect platform to get their dream jobs.They can help their clients to get the suitable candidates, cultivate them and retain them. Their comprehensive recruitment and staffing solutions as HR consultant ensure the delivery of profitable propositions for workforce requirements. .They have adopted the international practices and procedures that are designed to attract and hire the best talent available in the market; thereby offering the best employee recruitment. They provide their client companies with not only a set of candidates, but also discussion on best-fit market availability, comparative benchmarking and a comfort knowing.Our online recruitment solutions are the best in the market today. The Recruitment Process can be categorized into three phases, namely: – †¢Planning – Structure, Focus, Identity, Prepare †¢Implementation – Contact, Motivate, Evaluate †¢Closure – Select, Offer, Candidate joining recruitment agencies – Aim Plus At ‘Panache Solutions’ a carefully structured recruitment and selection process is followed, which starts right from understanding the clients' needs and functions all the way to follow-ups with both clients and candidates post recruitment.A brief description of the different stages involved in the recruitment process is given below: – Planning In the planning stage, it evaluates the needs and requirements of our clients to determine the required set of skills, understand organisational behaviour and relationships . This forms an integral part of our customer-focused recruitment services. Working as a cohesive team with our client, we identify the required experience and other characteristics, which are necessary for the successful candidate. It selects those candidates, who fit in well with the company's plan.In order to ensure the best suitable candidate, it gives prime consideration to the company's existing business activities, business plans, work-culture, structures, systems and future plans. We concentrate on the job description, its key result areas, opportunities, career implications, location, salary and benefits. The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us to deciding on a search strategy to target on specific skills, education, personality and experience.It is because of this comprehensive and strategic planning, we are today one of the most sought after recruitment agencies in the market. Mapping Ex ercise Being an efficient recruitment agency, during the mapping exercise, it performs industry specific desk and field research on companies and relevant people so as to identify the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external/internal contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation package, location and other necessary details.Amongst several recruitment consultancies, ‘Panache Solutions’ is one of the most trusted staffing provider. Long List Generation The Field research is one of the primary aspects of effective recruitment services. It provides a long list of qualified candidates, who are worth pursuing. After this process, it starts the search to identify the suitable candidates either from job portals or by advertising for the position. Implementation The implementation stage consists of several pha ses including, preliminary interviews, short-listing of candidates, informal reference checks, client interviews and formal reference checks.Preliminary Interviews For preliminary interviews, it selects the potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are contacted and interviewed, to find out their interest and suitability. It deploys the necessary expert assessment after the screening of candidates by drawing up competency profiles through the most innovative proprietary platform. Short List Generation The preliminary interviews result out in short-listing of highly qualified candidates.Confidential reports are generally prepared and submitted in writing to our clients on four or five individuals, who fulfill the specified position closely. Informal reference Checks It conducts informal reference check to v erify the listed achievements and last few work experiences of the short-listed candidates. After this phase, a list is handed to the client with our recommendations and assessments. Client Interviews After the informal reference checks, it schedules a meeting between the short-listed candidates and the client’s HR managers.Formal Reference Checks After client interviews, it conducts a formal reference check of the selected candidates. It contacts individuals / companies that are capable of providing details of the candidate's qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client. Closure The closure stage consists of negotiation & offer, Follow-up / progress and handholding. Negotiation & Offer It actively participates in the negotiation process including compensation.Both the client and the candidates draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a c ompetitive and equitable package. Follow Up / Progress Understanding the importance of follow up / progress phase, it keeps in touch with the candidate until the time he / she joins the company. Handholding After the successful candidate joining for a specified job, it keeps an ongoing dialogue with both the candidate and the client. This handholding process ensures a smooth integration into the organisation and accomplishment of targets and performance goals. CHAPTER: 3DATA ANALYSIS, INTERPRETATION & RESULT I was assigned the work of hiring for the International inbound voice process for the Customer . Care Profile and the Trouble Shooting Profile which included 3 processes. 1. BT-PROCESS (customer care profile)–U. S. Based It’s a simple customer care service of British Telecom. 2. PHOENIX PROCESS(trouble shooting profile) –U. K. Based This process in which the candidate will have to receive calls from UK people and will have to sort out their technical queries related to ISP 3. MACY PROCESS(customer care profile)-U. S. Based It is basically a collection process and comes under the customer care profile.The hiring included two ways: ?TELECALLING For telecalling , the employees including me used to get 2-3 data sheets which contained the details of the candidates like name, contact number etc. The data were collected from the job portals such as â€Å"Naukri. Com†. One mobile was given to each individual and we had to perform telecalling process. First of all the company’s brief was given to the candidates contacted and then about the profile for which the hiring was done. And after that the candidates were told about the complete process of selection and were called for face to face interview.The number of candidates that came the next day into the consultancy for their face to face interview were between 20-30 WALK-Ins at â€Å"PANACHE SOLUTIONS†. For Walk-Ins I was assigned with tasks like shortlisting the resumes from the job portal-Naukri. com, sending mails and messages to the shortlisted resumes regarding the interview. When the candidates came for their interview, I made sure that they marked their entry, and also guided them for the interview. The selection process for both types of Hiring was the same & was completed in two rounds HR Round: In the interview, first of all the HR manager gave a wordlist to read it.It consisted of the following: pacific pleasure organisation measure dramatization treasure mission shoe section vision apologize leopard she says jeopardy laser she shell leisure also they used to ask Questions like 1. Introduce yourself? 2. In which year did you complete your 10th Board Exams? 3. Tell me something about your School daily routine? 4. How did you celebrate your last birthday? 5.What is your mother’s daily routine? 6. Suppose that one day morning you woke up in the morning and found yourself on an island, continue what happened after that? 7. Suppose one day you received a call from the Sony Channel and you were invited to meet your favorite celebrity, what happened after that? These questions were asked to judge their – Communication Skills(grammer, pronunciation & fluency) – Listening Skill – Assertiveness – Out of box thinking/Creativity Operation Round: The Technical Interview is taken by the technical heads of different departments –.In the technical interview technical questions are asked. In the second part of my project I was given the work which comes under HR operations. HR operations include all those work which operates under HR Department. Some of the activities are: ? Preparing the Hiring Sheets. ?Keeping the record of time sheets. ?Keeping the record of candidates who joined the company. For the data collection, I recorded the responses of the telecalling in a note book. The second set of data was evaluation of the candidates who turned up for the interview based on given parameters. Another set of data came from the perception of the HR managers who visited the consultancy for conducting the interviews. Details of the data is given below. Data analysis regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Data analysis of parameters for recruitment Almost 250 candidates were contacted in the period of two months for the job opening in HCL BPO regarding the international inbound voice process for the designation of Senior Executive Officer/Technical Support Officer.The following parameters were used to evaluate the competencies of the candidates: Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. SKILLSRANKING 1. Communication skill12345 Native Tongue Command over grammer Voice quality Fluency Pronunciation 2. Personality 3. Knowledge 4. Attitude 5. Creativity/out of box thinking 6. Confidence They were ranked from 1 to 5. 1. Poor 2. Average 3. Good 4. Very good 5. Excellent DATA ANALYSIS Personality No. of candidates Poor15 Average37 Good11 Very good4 Excellent8 Majority of the candidates were found to have average personality (i. e. 37 out of 75) while only 4 were marked as very good and 8 as excellent.Knowledge No. of candidate Poor10 Average10 Good29 Very good6 Excellent20 29 candidates were judged to have good knowledge while only 6 had very good knowledge in the technical field. AttitudeNo: of candidates Poor9 Average33 Good25 Very good12 Excellent6 Most of the candidates (i. e. 33 out of 75) had average attitude while only 6 had excellent attitude towards the job. CreativityNo: of candidates Poor7 Average19 Good22 Very good15 excellent12 22 candidates were given the remark of having good creativity and only 7 had poor creativity. ConfidenceNo. of candidates Poor29 Average20 Good12 Very good6 excellent8Only 8 candidates were ranked as having excellent confidence while majority lacked confidence in themselves. CommunicationNo. of candidates Poor30 Average26 Good8 Very good5 excellent6 The communication skills of 30 candidates were found poor and most of them belonged to correspondence course and only 6 were found excellent communication skills. DATA ANALYSIS regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Q1. What is the process of Recruitment at BPO? In-house recruitment21Third Party Outsourcing9 Analysis Recruitment at consists of two main processes: 1)In-House recruitment 2)Outsourcing The Percentage of Oustsourcing is 70% while the In-House Recruitment comprises of 30%. The other methods of recruitment includes Internal job posting for a specified post and the use of references. Q2. What are the various parameters that are considered while people are recruited? (Rate the following options: 4-highest,1-lowest) Personality4 Communi cation14 Attitude4 Knowledge8 Analysis 45% people ranked communication at 4, 27% people ranked knowledge at 3, 14% people ranked Attitude & Personality at 2.People at HCL gives first priority to Communication skills & second priority to Knowledge. They think that Personality of a person can be developed in the culture of the organisation. Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social Networking4 Walk-ins6 Internal references4 Outsourcing7 Campus hiring9 Analysis Maximum hiring is done through Outsourcing process. Minimum hiring is done through internal job posting. Q4. When do the company plans for recruitment? Beginning of financial Year3 As per the requirement21 Quarterly Review5 Weekly Review1 Analysis 0% recruitment planning is done as per the requirement in each department while 5% of recruitment planning is done as per quaterly review. Q5. What are the factors on which recruitment depends? Projection2 Attrition25 Business Expans ion3 Analysis Most of the recruitment planning(i. e. 84%) depends on the attrition rate at HCL -BPO. Q6. How much time does it take to complete one selection process? 1-2 days18 3-4 days9 5-6 days3 Analysis Generally it requires 1-2 days to complete one selection process , while sometimes it may take 3-4 days as well and rarely it takes 4-5days for the completion of the recruitment and selection process. Q7.Do you think that Outsourcing is a better option for recruitment now a days? Yes22 No8 Analysis Outsourcing is considered to be a better option of recruitment now-a-days. Q8. What is the factor that leads to Outsourcing? High Attrition Rate8 Cost Cutting12 Increased turnover of the company7 To get efficient employees in less time3 Analysis Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time17 Less Cost10 Less headache3 Analysis The most probable positive outcome of outsourcing the recruitment process is to get th e desired employees in lesser time and then comes the less cost.Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper coordination14 Delays9 Low morale7 Analysis The main problem in outsourcing is that there are delays in fulfilling the requirement because of improper coordination between the organization and the outsourcing firm. Moreover the people who are outsourced are kept on off role payment have low morale as they do not enjoy the benefits that are enjoyed by people who are on the payroll of the company. CHAPTER-4 Findings, Conclusion and Recommendation 4. 1 SIGNIFICANCE OF STUDY :Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organization, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labors force that can boast of production by increased productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity . 2 FINDINGS 1. )As the company outsource some of its work in the recruitment process so there is a need of proper coordination between the HR people in the organization and the people of outsourcing firm. And this can be done by conducting timely meetings in the organization between HR people and the outsourcing firm. This will also reduce the loop holes that hamper the process of recruitment. 2. )There is lack of proper coordination between the HR people and the Line Managers that leads to miscommunication and thus imperfection in the work. 3. Pressure of work in HR Department should be reduced by extending the workforce in the Department as this department is engaged in various works. This will not only reduce the extra pressure of work but it would also lead to a proper working system in the organization. 4. ) Attrition rate in the company is high due to the extreme work pressure, lengthy working hour Hour & job satisfaction. 5. ) Most of the candidates have bad impression of BPOs as during telecalling they cut the call immediately when they receive calls and come to know that the job opening is into a BPO.It is due the graveyard working shifts, no fixed days off, low motivational factors and monotonous nature of work. 6. ) The low standard image of BPOs is also formed amongst the candidates because very less importance is given to the educational achievements of the candidates . Even a 12th passed student can occupy the same designation as a fresh B. Tech Graduate/MBA/PGDM can, provided he/she has excellent communication skills. There is only difference of some rupees in monetary terms and even this difference is removed if the 12th passed candidate holds more than 5months of experience into an international BPO. . )I found that the main thing is that â€Å" HCL † is a brand name ,that is why freshers are willing to work in the organization even at a low salary. Also the company takes care of career management of their employees as they can pusue their executive MBA course from prestigious institute IIM-Kolkata and they can even switch off to different parts of HCL like HCL COMNET/TECHNOLOGIES availing the Inter Job Posting facility. 8. )According to the data analysis, it was found that the attitude and behavior of jobseekers are not favourable.Therefore the null hypothesis based on first objective is accepted while the alternate hypothesis is rejected. 9. )Also from the above analysis it was found that the services provided by the consultancy ‘Panache Solutions’ is satisfactory. Hence the null hypothesis based on second objective is accepted while the alternate one was rejected. 10. ) From the above discussions as HCL-BPO follows the current b enchmarking recruitment and selection practices, thus the null hypothesis based on third objective is accepted while the alternate is rejected. s 4. 3 CONCLUSIONThe study resulted into following conclusions: 1. )HCl BPO must have social culture to work in as it leads a proper environment to work in. This will also also reduce the attrition in the company. 2. )The company should increase the salary & recruit the efficient people for the growth of the organization & should minimize the recruitment of inefficient candidates who are ready to work at a low salary. 3. )Line Managers & HR Department should work in a loop so that information circulates in a systematic way in the organization and it does not lead to mental stress due to miscommunication. 4. Other Departments should co-operate the HR department so that a smooth working system can take place. 5. )A proper interaction with the Outsourcing firm should be maintained so as to reduce the number of grievances that arises in the orga nization due to improper coordination of the outsourcing firm and the organization. 4. 4 RECOMMENDATIONS 1. )Proper flow of information should be maintained so as to avoid miscommunication. 2. )Different department should cooperate with each other so as to reduce the loop holes in the system. 3. )An increment on the salary should be done timely so as to retain the efficient people in the organization. . )HR Department should focus on the quality and not the quantity so as to get efficient employees in the company. 5. )No. of people working in HR Department should be increased for the efficient working of the HR Department. 6. )Some social gathering of people should be conducted so as to maintain a social culture in the organization and this would also help in retaining the people in the organization. 7. )The lengthy working hours should be shortened or some intervals should be given for the refreshment of the employees to reduce the overburden of work. . )If possible, the employees should be given fixed days off . Also the employees who come from far places and avail the cab facility should be provided AC cabs due to scorching heat. ANNEXURE QUESTIONNAIRE Q1. What is the process of Recruitment at HCL- BPO? In-house recruitment Third Party Outsourcing Q2. What are the various parameters that are considered while people are recruited? Personality Communication Attitude`Knowledge Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social NetworkingWalk-insInternal referencesCampus Hiring Outsourcing Q4. When do the company plans for recruitment? Beginning of Financial Year As per the requirement Quarterly ReviewWeekly Review Q5. What are the factors on which recruitment depends? Projections Attrition Business Expansion Q6. How much time does it take to complete one selection process? 1-2days 3-4 days 5-6 days Q7. Do you think that Outsourcing is a better option for recruitment now a days? YesNo Q8. What is the factor that leads to Outsourcing? High Attrition RateCost CuttingIncreased turnover of the CompanyTo get efficient employees in less time Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time. Less Cost Less Headache Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper Coordination in the system Delays in fulfilling the requirement Low Morale JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD. Job Title†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Code No†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦ Location †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Analyst†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Reason for the job †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervised.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Wage or salary range†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Relation to other jobs: Promotion from†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Promotion to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job summary: Work performed:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Major duties :†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Other tasks:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Equipment/Mac hines used:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Working Condition†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (b)Length of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervision : (a) Positions supervised†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (b) Extent of supervision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..Job knowledge : (a) General †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (b) Technical†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (c)Special†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Responsibility : a)For product and material †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. b)For equipment and machinery†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ c)For work of others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. d)For safety of others†¦Ã¢â‚¬ ¦ Physical Demands : Physical efforts Surroundings Hazards Resourcefulness SPECIFICATIONS FORM OF HCL Job Title : Drill OperatorDepartment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Job Code †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. REQUIREMENTS 1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate. 2.TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFOR T: No special physical effort is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. PROCEDURE OF RECRUITMENTFollowing process of Recruitment has been followed in HCL . REQUISITION 1) For new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MD’s approval. INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATETIMEREMARKS INTERVIEW CALL LETTER Date —————- Dear Sir, â€Å"___________________________________________________† This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the ndersignedon†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. at†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦a. m. /p. m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For HCL InfosystemsLtd. Authorized SignatoryPreliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Head. HCL Infosystems Ltd. Address: PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name_________________________________________________________ ____ SurnameFirst NameMiddle Name Present Address ________________________________________________________________ Phone_______________________________ permanent Address _____________________________________________________________ __________________________Phone______________________________Date of Birth:Religion:Nationality: Marital Status:Sex:Date of Marriage: Languages Known Speak Read Write _________________ __________________ Father’s Name ————————————— & Occupation—————————————– Spouse Name: OccupationNo. of children: Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ DiplomaInstitution/ University/BoardYears From ToMain SubjectDivision & % of marks Publication & Membership Special Interest/Hobbies Employment Record: (Starting from present to first one )Period From ToName of EmployerDesignationNature of Duties PerformedGross Salary Detail of Present Salary Basic HRAConveyanceBonusLTAMedicalSuperannuationP. F. Others Salary Expected: Joining Time Required: Are you ready work anywhere in India: Relatives & Acquaintances in HCL NameDesignationDepartmentRelation Any other information which you think should be taken into account while considering your candidature References:please give name and address of two persons who knows you professionally or under whom you have worked. Name: _____________________________________ Nature ofAcquaintance : ______________________________ Position : __________________________________ Address : __________________________________ Tel . :Off. :____________ Res. :___________ Off. :_ __________ Res. :___________ Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the company’s services without any notice or compensation.Date________________Signature___________ FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. PERSONALITY 2. MATURITY 3. COMMUNICATION 4. SELFCONFIDENCE 5. JOB KNOWLEDGE 6. OTHERS FINAL INTERVIEW RESULTS SALARY FIXATION SHEET DESIGNATIONCATEGORYLOCATION ITEMPRESENT ACTUAL P. M. OFFERED ACTUAL P. M. OTHERS: Joining Date:Probation Period: DATEHODHRDDEPTT. Final approval for Asst. Manager and above is after final interview by the MD. Travel Expenses to outstation candidates are reimbursed as per the ravelling rules existing in the company, in format given below. ACCOUNTS DEPARTMENT OUTSTATION CANDIDATE TRAVEL EXPENSES REIMBURSEMENT NAME : —————————————————â €”——————- ADDRESS:————————————————————————- INTERVIEW DATE :————————– POSITION :———————- DATEPLACE(FROM-TO)FARE(AMOUNT RS. ) TOTAL : DATE : SIGNATURE OF THE CANDIDATEHRD DEPARTMENT After final selection Letter of Intent is issued in the following format LETTER OF INTENTWith reference to your application and the subsequent interviews you had with us, we are pleased to offer you the position of â€Å"______________† in our organisation at mutually agreed terms and conditions based at _______________. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. You will report for work on _____________at______________, failing which this offer will stand automatically withdrawn. The detailed letter of appointment will be issued to you on your joining. Please submit the following documents at the time of joining :- . 3 passport size photographs. 2. Copy of last appointment letter, relieving letter & salary certificate. 3. Photocopies of educational and experience certificates. Please sign you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLtd. Authorized Signatory V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:- 1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format . ‘BELOW ASSTT. MANAGER LEVEL’ ___________________Dated : ___________________ __________________ ___________________ LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no. ___________________ ___dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1)Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. )EMOLUMENTS: A)you will be paid following emoluments: Basic Salary: Rs. __________ p. m. House Rent Allowance:Rs. __________ p. m. Local Travelling Expenses:Rs. __________ p. m. You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L. T. C as per rules of the company. B)Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. )Your p lace of posting will be at our _________________situated at _______________ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬-_____. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 4. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing.You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 5. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 6.You shall be governed by the rules and regulations of the company in force from time to time, that may be applic able to you. 7. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): a)You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. )The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. . In case any misconduct is alleged against you , you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 9.The above mentioned â€Å"terms and conditions of services† shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 10. Your date of joining the services in the organization is ______________ 11. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accep ted the terms and conditions mentioned above. 2. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAMESIGNATURE DATE 2) Appointment letter language for asst. Manager to manager is given in the following format. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..APPOINTMENT LETTER With reference to the offer letter no. _________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:- 1)Designation :Your position in the company will be †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2)Date of Joining : Y our date of joining the services in the organization is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3)Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance.On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side. 4)Salary Details: Your Basic Salary will be Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. /- p. m. (Rupees †¦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‚¬ ¦ only) In addition you will be entitled to House Rent Allowance of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. Rupees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦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‚¬ ¦only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. (Rupees †¦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‚¬ ¦. only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. 5)Place of Posting:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. )The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the m anagement in writing. 7)You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. 8)You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. NAME SIGNATURE DATE 3)Appointment letter language for sr. manager and above is given in the following format. FOR SR.MANAGER AND ABOVE Dear Mr. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦