The Debate Of Marriage And Pure Relationships - 1116 Words

Throughout the centuries, America has shifted to the influx of culture. To accommodate to the change, terms, values, and beliefs have had to be modified. One of the many value modifications time has undergone, is the importance of marriage. One sociologist at John Hopkins University, Andrew J. Cherlin, says, â€Å"that since the 1900s the socially accepted meaning of marriage and pure relationships has sequentially been altered to what it is today.† Marriage has shifted from a pure, companionate relationship into more of an individualized, optional one. In order to understand the extent and reason for the transition, it is important to understand marriage as it was, as it is now, and then how that has affected the concept of sexuality. Genesis 2:18 states, â€Å"it is not good that man should be alone: I will make him a helper comparable to him.† This verse tends to be used in every marriage-based debate, to the point that it becomes very clichà ©, however, if one were to study it its truth would be evident. Kay Daigle, Founder of Beyond Ordinary Woman Ministries wrote in an excerpt called God’s Design for Sexual Intimacy, â€Å"Marriage is God’s design and institution.† God created it for relationship, close companionship and mutual support. Marriage, as a sacred vow, was designed for the coming together of one man and one woman. Human beings were not created for isolation or loneliness. This is evident in every day life, with how people are always looking for ways to be accepted. AllShow MoreRelatedThe Variety of Ways in Which Chaucer Treats the Subject of Love1450 Words   |  6 Pagessubject of love. Within ten stories in the Canterbury Tales, men and women on the way to, or in marriage provide the ostensible subject, with six tales expounding largely on love and its counterpart in marriage. In comic tales, sexual activity is constantly relished, especially in the Miller’s Tale and the Reeve’s Tale, where love is defined and motivated by animalistic physical desire and relationships clouded with lies and deceit. In contrast, romances like the Knight’s Tale and the Franklin’sRead MoreThe Marriage Debate in The Canterbury Tales Essay613 Words   |  3 PagesThe Cost of Marriage In Geoffrey Chaucers work, The Canterbury Tales, many travelers gather together to begin a pilgrimage. During their quest, each of the pilgrims proceed to tell a tale to entertain the group. From these stories arise four different tales, in which Chaucer uses to examine the concept of marriage and the problems that arise from this bonding of two people. In the tales of The Franklin, The Clerk, The Wife of Bath, and The Merchant, marriage is debated and examinedRead MoreGay Marriage Should Be Legal930 Words   |  4 PagesGallup poll shows that support for same sex marriage in the U.S. has hit an all-time high of 55%. Whether or not Gay and lesbian couples should be allowed to marry has been a hot topic of debate over the past few years. Although support for the right of same sex marriage has gained massive amounts of attention from the media in resent months, not all are in favor of the almost undeniable and unavoidable changes to the laws restricting these types of marriages. E very person has the right to love whomeverRead MoreRace and Ethnicity in the United States Still Matters1287 Words   |  6 Pagesis a constant occurrence in their mind. But how do people of mix race reacts to this concept, do they feel greatly affected by their race? This is the question we will answer throughout the paper. 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Othello is written between 1601-1604, the level of intensity and drama obviously indicatedRead MoreWhat Is the Relationship Between Social Change and Changes in Space and Time?1699 Words   |  7 PagesWhat is the relationship between social change and changes in space and time? Illustrate with examples drawn from at least two of : changes in cities, changes in media, changes in intimacy. In looking at the relationship between social change and changes in space and time. We first require understanding of what social change is. Sociologists from every school of thought agree that social change is inevitable within our society. Social change is a highly diverse debate that has been analysed by theorist’sRead MoreThe Theory Of Sexual Liberation1644 Words   |  7 Pagesheterosexual relationships are still seen as what is â€Å"normal† in society therefore if British society claims to be sexually liberated why is what is seen as traditional still the most common type of relationship? This theory of sexual liberation is favoured by Giddens (1992) who sees that in sexually liberated Britain relationships now exist solely on whatever rewards that said relationship has to offer. Commitment in these relationships is negotiated which has brought about the â€Å"pure relationship† (p2)Read More Same-sex Marriage Should be Legal Essay1000 Words   |  4 PagesSame-sex Marriage Should be Legal    I do. These two simple words have the power change lives in an instant. For most people, the phrase conjures up images of a man and a woman being joined in marriage. But for gays and lesbians, having the chance to legally say I do is a far-off dream, not a reality. In many European countries, marriages between same-sex couples are federally recognized, but unions of American homosexuals still go unrecognized by the United States government. Same-sexRead MoreInfidelity Causing Marital Breakdown Essay1156 Words   |  5 PagesThere is much debate over whether or not infidelity is the leading issue for marital breakdowns or if it is just another factor. Many may believe that infidelity only occurs in superficial relationships and in the media, but infidelity is right in your own back yard. Emotional infidelity, when put next to physical infidelity can be more painful and hurtful to a marriage, and make things worse because physical is quite often tied in with the emotional infide lity (â€Å"Truth about Deception,† n.d.) . IfRead MoreQuestions On Issues On Marriage Equality1324 Words   |  6 PagesKay Kaeun Ji PLSC 428 Assignment 1 Issues on Marriage Equality One of the biggest LGBTQ issues at stake right now is the legalization of marriage equality. Marriage inequality is an issue that effects the entire LGBTQ community because they are not given the constitutional rights due to their sexual preferences. The LGBTQ community is fighting for laws to fully legalize same sex marriage in the United States of America and fighting for the acceptance for their decisions. Today, although there have

International Adoption Crisis Should Not Be A Viable Adoption

International Adoption Crisis The image of an American family has changed dramatically over the last fifty years. American families are no longer modeled after the Cleavers. International adoption has contributed to this changing family view, bringing in children who are not biologically related to their parents and often of a different race. This new American image has helped eliminate race related issues. So, what is the controversy with international adoption? Children are the future of a country; children are human resources. If a country is losing their children to international adoption; the county is losing the gifts and talents that are irreplaceable in those children. Intercountry adoption should not be a viable adoption source because this process does not adequately benefit those involved, international adoption exploits poor children and hurts their countries of origin. International adoption takes children out of their countries, and this can lead to the risk of alienating children. Parents that ado pt foreign children may be ill-equipped or uneducated in their adopted child’s culture and this can steer the loss of the child’s cultural identity. Culturally, we pass on our values and beliefs through our family structure; our heritage is part of our identity. People who are raised in another country could miss out on learning about their ethnic heritage. Medical writer Meg Brannagan claims internationally adopted children question where their place is in aShow MoreRelatedAdvantages And Disadvantages Of Globalization Of Finance1761 Words   |  8 PagesFinancial Contagion and the Global Financial Crisis According to Schmukler (2004), financial globalization is not a new concept from the historical viewpoint. However, lately, the concept has grown exceptionally in its scope. 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INTRODUCTION The newspapers were first public during the 16th1500 Words   |  6 Pageseditorial decisions locally. As a result of this, the editorial decisions that structured the Birmingham news have always been made in Birmingham. In addition, during the early twentieth century, the Birmingham news became more active in reporting international news and editorialized in support of free trade, isolationism, and neutrality. A call for reformation was placed by the editorial as regards state income tax and a Pulitzer Prize was won on it in 1991. This is as a result of an increase in theRead MoreThe Impact Of Robotic Surgery On Surgery1561 Words   |  7 PagesUnited States spends only 2.8 %of its federal budget on national research and development as a percentage of GDP. This is less than the 4.3 % spent by Sweden, 3.1 % by Japan, and 3.0 % by South Korea. (West, 2017) The United States is facing a crisis in STEM training and workforce development. 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Current Trends in Global Tourism Industry

Question: Discuss about the Current Trends in Global Tourism Industry. Answer: Introduction: Tourism has off lately become the fastest growing industry and also a primary source of foreign exchange earnings and employment for many countries. It is considered to be the forerunner of growth specifically after the same has been able to generate various employment opportunities both direct and indirect to the people across the globe. Any industry which contributes in removing the issue of unemployment is welcomed in todays scenario as it is a sign of economic development. The paper highlights the role of the tourism industry as an efficient generator of both direct and indirect employment. As stated the spending of the foreign tourists within a country has a long lasting implication on the sector (Prasad, Kulshreshtha, 2015). However the said industry has become a part and parcel of the hospitality segment thus coming way forward from the traditional concept of relating hospitality to only hotel industry. The opportunities for career growth is vast as the hospitality segment ha s a wide array of jobs to offer thus a person can easily switch from one career path to the other as the segment includes within itself hotel management, travel and tourism, casino management and the food and beverage industry as well. The urge to travel has ensured that the said segment become the number one industry for many countries across the globe and the USA is one of them which portrays the tourism sector as the largest service sector. It helps to produce a positive trade balance for the economy of the country thus emerging as one of the largest employers which provides employment to people at various levels depending on their expertise. As per the Travel Industry Association (TIA), the foreign travellers who travel to U.S. spend around $107.9 billion each year and outside the country, the Americans splurge $99.6 billion on tourism. The said industry has been a major contributor to the state and federal revenues as well contributing up to $110 billion in tax revenues. Apart from the revenue it generates for the government entities, the said industry has been named as the largest employer which provides nothing less than $7.9 million jobs and spends $178 billion in direct-travel related payroll. Within the next three years, tourism will become the largest industry in the world. Presently it is the third largest retail industry after automotive and food products in USA (Delener, 2010). The trends prove that the travel industry is expected to see a growth rate of around 5% on a yearly basis on a global basis and by approximately 2% annually in USA. The present trend is seen inclining towards geotourism wherein people prefer to travel to those places which has a better environment, culture and heritage to speak about. The same is being seen within the Americans as well who nowadays are seen to be keen on going to more remote and different locations which has much to talk about history, cultural heritage as well as has propounding scenic beauty. As per a study conducted by TIA and National Geographic Travellers it is understood that 55.1 million American travellers are categorised as geotourists. One can also view a shift in the generation wherein it is expected that by 2020 there would an ageing population of 700 million across the globe. For them travelling is a top priority as they prefer to enjoy their life after working for years in the past and saving money to enjoy. Thus the present trend has shifted from the traditional simple family reunion travel plans to more exciting and leisure related travel. Exploring uncommon plac es along with the shift in the generation who prefer travel more is the crux of the growing trends in the US travel industry. Tourism industry has been able to create employment both directly as well as indirectly thus is rightly called a labour intensive industry. Direct employment connotes opportunities given by hotels, restaurants, travel agencies, tourist information offices, photographers, monuments, airline, guides, cooks and many more. It also provides employment indirectly in the form of the suppliers who give supplies in the restaurants and hotels, construction segment who build various monuments, handicraft manufacturers, accounting services and all those industries which are related to the development of the tourism industry. The US tourism industry created direct employment for 5.3 million job seekers in the year 2014 which out grew the automotive industry by six times and contributed to 8 percent of the national GDP. Further to this data if the indirect and induced employment that tourism offers is added then the number jumps to 13.7 million or around nine percent of the total employment of U.S.A. Indirect employment basically caters to the travel industry supply chain that provides various support services to the travel corporates such as providing high end technology which helps to get quick access to data and relevant information and manufacturers of linen as well. Whereas, induced impact comprises of the value fo the employee of the travel industry who spend locally(Oates, 2015), thus since more and more people are employed they are able to spend on the products being produced locally. The employment that this industry provides is more than the one provided by agriculture, automotive, education, ban king and chemical segments of U.S. The future of this industry is very bright due to the uncontrollable desire of the people to travel and explore the world has been seen increasing at a faster pace. As per the recent data published by the World Travel and Tourism Council, this sector contributes for eight percent of the total job across the world and has the maximum amount of growth potential. It provides a whole gamut of opportunity to those students who enjoy to travel and interact with people. The industry is highly competitive and hence it demands that those who want to pursue a career in this sector should be innovative and be able to develop good communication skills as well. American students are seen to enrol themselves with the community colleges who train them to move ahead in this field with success (Williams, 2015). Lastly it is understood that the current year would show robust growth but for such corporates who have a vision towards innovation. The future is bright only if points such as authenticity of the consumers as well as giving a personal touch to the preferences of the customers are paid heed to. Technology is another area where the future depends. AI, IoT and various mobile applications help to increase the experience of the customers as well (Francis, 2015). Conclusion Thus on a concluding note, it is understood that USA is one of the most benefitted countries across the globe due to the boost the tourism and the hospitality industry has witnessed over the last decade. The travel companies and organizations have an occasion to conceptualise their trade names, The future demands these entities to change their view point of dealing with customers by increasing their awareness about the demands of the customers. Thus it is rightly stated that tourism is one of the most promising sector for generating employment both direct as well as indirect and the said industry is the least expected one to face recession. References: Delener,N., (2010), Current trends in the global tourism industry: evidence from the United States, Available at https://www.scielo.br/scielo.php?script=sci_arttextpid=S0034-76122010000500006 (Accessed 14th March 2017) Francis,J., (2015), Travel Trends and Predictions, Available at https://www.responsibletravel.com/resources/future-of-tourism/travel-trends.htm (Accessed 14th March 2017) Oates,G., (2015), New WTTC Report Shows the Tourism Industrys Impact on U.S. Jobs, Available at https://skift.com/2015/08/12/new-wttc-report-shows-tourisms-impact-on-u-s-jobs/ (Accessed 14th April 2017) Prasad,N., Kulshreshtha,M., (2015), Employment generation in tourism industry : an input-output analysis, The Indian Journal of Labour Economics, vol. 58, no.4, pp. 563-575 Williams,L.L., (2015), Is a Career in Hospitality and Tourism in Your Future, Available at https://www.internationalstudentguidetotheusa.com/articles/is-a-career-in-hospitality-and-tourism-in-your-future.htm (Accessed 14th April 2017)

Compare and Contrast Venn Diagram free essay sample

Squanto and Powhatan Compare and contrast Venn diagram Squanto Powhatan Similarities Went to England. Was fluent in English. Was a friend of the pilgrims. The only survivor of his tribe. Chief of his tribe. Ruled with an iron grip. Attacked the settlers. Both Indians. Acknowledged that the English were superior. Both helped the settlers. 2. Compare and contrast two different Native American Tribes. | Tribe #1: Wampanoag| Tribe #2: Cherokee| Government    |   The Wampanoag were organized as a confederacy with lesser sachems and sagamores under the authority of a Grand Sachem. During the early 1800s, the Cherokee adopted their government to a written constitution. They established their own courts and schools, and achieved a standard of living that was the envy of their white neighbors. The Wampanoag were a horticultural people who supplemented their agriculture with hunting and fishing. |   The Cherokee were horticulturalists, raising cereal and vegetable crops on a swidden basis and supplementing their subsistence through hunting, fishing, and collecting. We will write a custom essay sample on Compare and Contrast Venn Diagram or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Religion    |   The Wampanoags religion was called Spiritualism. They thanked Mother Earth, animals, plants, birds, fish, and all living things for the gifts they gave to the Wampanoag. The Cherokees had a strong belief that there were certain beings who came down from the skies formed the world, the moon and the stars. It was believed that the world was created at the time of the new moon of autumn, when the fruits of the earth were ripe. Culture    |   The Wampanoag subsisted, as did other tribes of the Eastern Woodlands, on the Three Sisters (maize, beans, and squash) along with the fruits of hunting, fishing and gathering. Unlike tribes of the Iroquois, the Wampanoag lived in wetus instead of longhouses. |   The Cherokee were a settled, agricultural people living in approximately 200 fairly, large villages. The typical Cherokee town consisted of 30 to 60 houses and a large council house. Homes were usually wattle and daub, a circular framework interwoven with branches (like an upside-down basket) and plastered with mud

Recruitment and Selection Essay Example

Recruitment and Selection Essay The Recruitment and Selection process promotes successful hiring decisions that can truly impact the success of a department or faculty. The selection of a candidate with the right combination of education, work experience, attitude, and creativity will not only increase the quality and stability of the workforce, it will also play a large role in bringing management strategies and planning to fruition. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmes can miss the ideal in many ways i. e. by failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. We will write a custom essay sample on Recruitment and Selection specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Recruitment and Selection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Recruitment and Selection specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and problems. The objective of the study is to analyze the actual recruitment process in BHEL and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? The study on recruitment highlights the need of recruitment in BHEL. Human resource is a most valuable asset in the Organization. Profitability of the Organization depends on its utilization. If their utilization is done properly Organization will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job analysis, job descriptions, Job Specifications. BHEL procure manpower in a very scientific manner . It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful. OBJECTIVE OF THE STUDY In BHEL the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programme in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, parttime employees and relatives of present employees. In a company BHEL, there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose. SCOPE AND IMPORTANCE OF THE STUDY SCOPE 1. To structure the Recruitment policy of BHEL for different categories of employees. . To analyse the recruitment policy of the organization. 3. To provide a systematic recruitment process. 4. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 5. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. IMPORTANCE 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 organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment amp; selection 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. Proposed Research Methodology The methodology used is to gain an insight into various dimensions and aspects of the study so as to determine the concept of Recruitment and Selection at BHEL. In initial stage data will be collected through extensive literature survey specific to the report. Second stage involves applying the knowledge gained and transforming it into real practice by having hands on experience. The last stage will consist of analyzing the whole process of Recruitment and Selection at BHEL. This project requires a detailed understanding of the concept – â€Å"Recruitment and Selection†. Therefore firstly we need to have a clear idea of what is Recruitment and Selection at BHEL Then I would application of Recruitment and Selection at BHEL * And in the end suggestions and recommendations have been given * The project will be prepared mainly using the secondary data which would consist of: * Books on Human resource management by various authors and internet websites. * The main reason for this reliance on secondary data is due to the fact that first hand information is not available due to its confidentiality. Limitations of the study Study is not very exhaustive and many concepts cannot be studies due to time and other constraints. * The lack of information sources for the analysis part. * Though I tried to collect some primary data but they were too inadequate for the purposes of the study. Recruitment and Selection (Overview) Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecti ng a right candidate. Recruitment is an important part of a business human resource planning. In all businesses, people are a vital resource and they need to be managed as such. The overall aim of the recruitment and selection process is to obtain the number and quality of employees that are required in order for the business to achieve its objectives. The Recruitment and Selection process promotes successful hiring decisions that can truly impact the success of a department or faculty. The selection of a candidate with the right combination of education, work experience, attitude, and creativity will not only increase the quality and stability of the workforce, it will also play a large role in bringing management strategies and planning to fruition. There are three main stages in recruitment: 1) Identify and define the requirements. This involves the preparation of job descriptions, job specifications and person specifications (2) Attract potential employees there are various methods for doing this which are described in a separate revision note (3) Select and employ the appropriate people from the job applicants It is important to appreciate that recrui tment is a continuous process because of: * Staff departures (e. g. retirements, sackings, resignations) * Changes in business requirements (e. g. new products, markets, expanded operations) * Changes n business location (a relocation often triggers the need for substantial recruitment) * Promotions Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. ‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. MEANING: RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, â€Å"It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected†. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. re used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees Definition: According to EDWIN FLIPPO,†Recruitment is the process of searching for prospective employees and stimulatin g them to apply for jobs in the organization. † Need for recruitment: The need for recruitment may be due to the following reasons / situation: a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. ) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose and importance of Recruitment: 1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. . Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizationâ €™s legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones. Unscientific Recruitment and Selection: Previously, the selection of candidates was influenced by superstitions, beliefs, personal prejudices of managers looking after the recruitment and selection of the staff. The net result of such unscientific recruitment and selection are: (a) Low productivity of labour (b) High turnover (c) Excessive wastage of raw materials (d) More accidents and corresponding loss to the organization (e) Inefficient working of the whole organization and finally (f) Ineffective executive of training and management development programs Scientific recruitment and selection The importance of selection recruitment and selection of staff is now accepted in the business world. Selection is important as it has its impact on work performance and employee cost. As result scientific methods of recruitment and selection are extensively for the selection of managers and the supervisory staff. The assistance of experts such as industrial psychologist and management consultants are also taken for the purpose of scientific selection. As a result, the objective of â€Å"right man for the right job† is achieved in many organizations. Moreover, â€Å"right job† is the basic rinciple in manpower procurement. RECRUITMENT PROCESS Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. The ideal recruitment programme is the one that attracts a r elatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmes can miss the ideal in many ways i. e. y failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work. STAGE 1: RECRUITMENT PLANNING: The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to be contacted. Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment Programme is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people. Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification. STAGE 2: STRATEGY DEVELOPMENT: When it is estimated that what types of recruitment and how many are required then one has concentrate in (1). Make or Buy employees. (2). Technological sophistication of recruitment and selection devices. 3). Geographical distribution of labour markets comprising job seekers. (4). Sources of recruitment. (5). Sequencing the activities in the recruitment process. ‘Make’ or ‘Buy’: Organization must decide whether to hire le skilled employees and invest on training and education programmes, or they can hire skilled labour and professional. Essentially, this is the ‘make’ or ‘buy’ decision. Organizations, which h ire skilled and professionals shall have to pay more for these employees. Technological Sophistication: The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and ob seekers a wider scope of options in the initial screening stage. Where to look: In order to reduce the costs, organizations look in to labour markets most likely to offer the required job seekers. Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for the clerical and blue-collar employees. When to look: An effective recruiting strategy must determine when to look-decide on the timings of events besides knowing where and how to look for job applicants. STAGE 3: SEARCHNG: Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps A). Source activation and B). Selling. A). SOURCE ACTIVATION: Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret. B). SELLING: A second issue to be addressed in the searching process concerns communications. Here, organization walks tightrope. On one hand, they want to do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care. STEP 4: SCREENING:Screening of applicants can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. Even the definition on recruitment, we quoted in the beginning of this chapter, excludes screening from its scope. However, we have included screening in recruitment for valid reasons. The selection process will begin after the applications have been scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the Vice-chancellor, Registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later. Purpose of screening The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening. STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: 1. Salaries for recruiters. 2. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth. 3. The cost of advertisements or other recruitment methods, that is, agency fees. 4. Recruitment overheads and administrative expenses. 5. Costs of overtime and outsourcing while the vacancies remain unfilled. . Cost of recruiting unsuitable candidates for the selection process. EVALUATION OF RECRUITMENT PROCESS The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include: 1. Return rate of application sent out. 2. Number of suitable candidates for selection. 3. Retention and perfor mance of the candidates selected. 4. Cost of the recruitment process 5. Time lapsed data 6. Comments on image projected. Sources of Recruitment SOURCES OF MANAGERIAL RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES 1) Promotion 1) Campus recruitment 2) Transfers 2) Press advertisement 3) Internal notification 3) Management consultancy service (Advertisement) amp; private employment exchanges 4) Retirement 4) Deputation of personnel or transfer from one enterprise to another 5) Recall 5) Management training schemes 6) Former employees 6) Walk-ins, write-ins, talk-ins 7) Miscellaneous external sources The sources of recruitment can be broadly categorized into internal and external sources- (I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include * Promotions and Transfers – Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood amp; ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions. * Employee referrals- Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill. * Former Employees- These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization. * Dependents of deceased employees- Usually, banks follow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill. * Recalls: When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended. * Retirements: At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension. * Internal notification (advertisement): Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts. II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various ex ternal sources include * Professional or Trade Associations :- Many associations provide placement service to its members. It consists of compiling job seeker’s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts. Advertisements :- It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information li ke the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company’ image. It also cost effective. * Employment Exchanges:- Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers. * Campus Recruitments:- Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, Lamp;T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. * Walk-ins, Write-ins and Talk-ins- The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter. * Contractors:- They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided. * Consultants:- They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor. * Head Hunters:- They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty. * Radio, Television and Internet:- Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri. com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach. * Competitors:- This method is popularly known as â€Å"poaching† or â€Å"raiding† which involves identifying the right people in rival companies, offering them better terms and lur

Compelling Topics for Research Papers

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