Gender Stereotypes Modern Family And Every Body Loves...

It is very well known to all that media is a big part of society today. It influenced how we see ourselves and the world to some extent. There are different types of media that is offered today, for example: TV, movies, radio, and newspapers. Within the different forms of media, women and men are represented in a certain way, all with different characteristics. In this essay, I will argue that there is similar gender stereotypes presented in the shows Modern Family and Every Body Loves Raymond, and how they differ from the show Full House. To start off, Modern family is a show that started that in 2009 that falls within the genre of American sitcoms. Blending the idea of sitcoms with a family orientated plot, this show has been very popular among television audiences. As the title claims, the show tries to portray modern families. The family is made up of an older white male, and a younger Colombian trophy wife and her son from her first marriage. There is also another family consist ing of a hard working dad, an over controlling mom, and their three children. Lastly, there is a family which consists of gay co-parents and their adopted Vietnamese child. While these family structures appear to be modern, the gender roles presented within the structure suggest something different. In our society, we carry an ideological assumption that a â€Å"normal† family consists of the man working to provide for the family and the women takes on the role of stay-at-home mom (Dow 1992).Show MoreRelatedFeminine Mystique12173 Words   |  49 Pageslives they were leading. Rather, these women resented the wide disparity between the idealized image society held of them as housewives and mothers and the realities of their daily routines. True, most were materially well off. The majority had families, a house in the suburbs, and the amenities of an affluent society. 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Hcl Project Free Essays

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. We will write a custom essay sample on Hcl Project or any similar topic only for you Order Now 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 benchmarking 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 : t he 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 further 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 intellectual 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 process 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 varied, 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 organization b)The level of seasonality of operation and future expansion and production programmes. c)Cultures, economic and legal factors. RECRUITMENT PROCESS Recruitment 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 implication of not receiving clear direction on what is required for the position is that the selection criteria will not be valid. Consequently, the recruit ment 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 turnover 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 implications 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 recruitment 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 manag ement’ (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 Environment The 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 applicant 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 culture In 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 ATTRITION: 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 bring 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 share 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 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). 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 global 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 company 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 Selection Techniques Benchmark to be followed for recruitment and selection process HCL followed Resume? Application blanks? Reference checks? 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 Exercise 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 phases 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 verify 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 competitive 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: 3 DATA 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 excellent8 Only 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 recruitment21 Third 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 Communication14 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 Expansion3 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 p rocess? 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 the 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 h oles 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 COM NET/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 benchmarking recruitment and selection practices, thus the null hypothesis based on third objective is accepted while the alternate is rejected. s 4. 3 CONCLUSION The 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 organization 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 QU ESTIONNAIRE 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-ins Internal 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 Cutting Increased 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/Machines 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‚¬ ¦. 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¢â‚¬ ¦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. EDU CATION : 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 EFFORT: 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 RECRUITMENT Following 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 Signatory Preliminary 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 of Acquaintance : ______________________________ 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 : ————————————————————————- 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 INTENT With 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 appo intment 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 place 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 applicable 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 accepted 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 : Your 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¢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) 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¢ € ¦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 management 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‚¬ ¦ How to cite Hcl Project, Papers

Louis Pasteur Essay Research Paper Louis Pasteur free essay sample

Louis Pasteur Essay, Research Paper Louis Pasteur was an illustration of a genuinely talented individual who made many wildly diverse finds in many different countries of scientific discipline. He was a world-renowned Gallic chemist and life scientist whose work paved the manner for subdivisions of scientific discipline and medical specialty such as stereochemistry, microbiology, virology, immunology, and molecular biological science. He besides proved the germ theory of disease, invented the procedure of pasteurisation, agitation, and developed vaccinums for many diseases, including hydrophobias. Pasteur was born on December 27, 1822 in Dole, France, and grew up in the little town of Arbois. As a immature male child, Pasteur showed no peculiar involvement in scientific discipline. His endowments were chiefly pulling and painting. At age 13, he could pull singular images of his sisters, female parent, and the river that ran by his place. During his young person, he developed an aspiration to go a instructor. While still in his teens, he went to Paris to analyze in a celebrated school called Lyc # 190 ; e St. Louis. During his surveies to go a instructor, he was fascinated by a chemical science professor, Monsieur Jean-Baptist # 190 ; Dumas. He wrote home excitedly about these talks, and decided that he wanted to larn to learn chemical science and natural philosophies, merely like his favourite professor. In 1847 he earned a doctors degree at the Ecole Normale in Paris, with a focal point on both natural philosophies and chemical science. Becoming an helper to one of his instructors, he began research that led to a important find. He found that a beam of polarized visible radiation was rotated to either the right or the left as it passed through a pure solution of of course produced organic foods, whereas when polarized visible radiation was passed through a solution of unnaturally synthesized organic foods, no rotary motion took topographic point. If bacteriums or other micro-organisms were placed in the latter solution, so after a piece it would besides revolve visible radiation to the right or left. From this, he concluded that organic molecules exist in one of two signifiers, left-handed or right-handed signifiers. After passing several old ages researching and learning at Dijon and Strasbourg, Pasteur moved in 1854 to the University of Lille, where he became the professor of chemical science and dean of the module of scientific disciplines. There, a chief focal point of research was on the industry of alcoholic drinks. Pasteur instantly began researching the procedure of agitation. He was able to show that the coveted production of intoxicant in agitation is because of barm, and that the unsought production of substances that make wine sour is because of the presence of extra beings like bacteriums. The souring of vino and beer had caused a major economic job in France. Pasteur helped to work out the job by turn outing that heating the starting sugar solutions to a high temperature would extinguish the bacteriums. Pasteur so extended his surveies of this topic to other jobs like the souring of milk, and proposed a similar solution, which consisted of heating the milk to high temperatures and force per unit area before bottling. This procedure kills disease-causing bacteriums and viruses and became known as pasteurisation. After his surveies on agitation and pasteurisation, Louis was convinced the bugs were utile for many undertakings in the universe, but besides at the bosom of a 1000 unsafe things, excessively. Many scientists at the clip believed worlds, animate beings, and insects were non produced by parents of their ain sort, but that they were spontaneously generated. Fermentation and decomposing neer took topographic point unless the bugs were present, but it was by and large believed that the bugs were caused by the decomposition, alternatively of the microbes themselves doing the decomposition. To turn out this to the scientific community, Pasteur had to make many experiments to turn out that things do non spontaneously bring forth. To turn out this, he, with the aid of Professor Antonie-J # 190 ; R # 219 ; me Balard, invented a flask with a long downward S-shape. He so did many experiments, and all proved him rectify! The scientists were proven incorrect, and it is now accepted as the trut h that things can non spontaneously generate. Even today, the s ame swan-necked flasks Pasteur used can be seen, still free of sources. In 1865, Pasteur was summoned from Paris to come to the assistance of the silk industry in southern France. The state? s tremendous production of silk had all of a sudden halted because of a disease of silkworms, making epidemic proportions. Suspecting that certain microscopic objects found in the morbid silkworms, moths, and eggs were disease-producing beings, Pasteur experimented with controlled genteelness and proved that pebrine was non merely contagious but besides familial. He concluded that merely in diseased and populating eggs was the cause of the disease maintained. Therefore, choice of the disease-free eggs was the solution. By following this method of choice, the silk industry was saved from catastrophe. Another of Pasteur? s achievements was detecting the natural history of splenic fever, a fatal disease of cowss. He proved that splenic fever is caused by a peculiar B and suggested that animate beings could be given splenic fever in a mild signifier by immunizing them with weakened B, supplying unsusceptibility from potentially fatal onslaughts. In order to turn out his theory, Pasteur began by inoculating 25 sheep. A few yearss subsequently he inoculated these and 25 more sheep with an particularly strong inoculum, and he left 10 sheep untreated. He predicted that the 2nd 25 sheep would all decease, and concluded the experiment dramatically by demoing, to a disbelieving crowd, the carcases of the 25 sheep puting side by side. Pasteur spent the remainder of his life working on the causes of assorted diseases, including blood poisoning, cholera, diphtheria, poultry cholera, TB, and variola, and their bar by agencies of inoculation. He is best known for his probes refering the bar of hydrophobias. After experimenting with the spit of animate beings enduring from this disease, Pasteur concluded that the disease rests in the nervus centres of the organic structure. When an infusion from the spinal column of a rabid Canis familiaris was injected into the organic structures of healthy animate beings, symptoms of hydrophobias were produced. By analyzing the tissues of septic animate beings, peculiarly coneies, Pasteur was able to develop a signifier of the virus that could be used for vaccination. In 1885, a immature male child and his female parent arrived at Pasteur? s laboratory- the male child had been bitten severely by a rabid Canis familiaris, and Pasteur was urged to handle him with his new method. At the terminal of the intervention, which lasted 10 yearss, the male child was being inoculated with the most powerful hydrophobias virus known. He recovered and remained healthy. Since that clip, 1000s of people have been saved from hydrophobias by this intervention. In 1886, Pasteur told the Academy of Sciences that he has treated 350 people, and merely 1 has died of hydrophobias. A fund was so launched to construct a particular institute in Paris for the intervention of the disease. It became known as the Institute Pasteur, and was directed by Pasteur himself until his decease. The institute still flourishes and is one of the most of import centres in the universe for the survey of infective diseases and other topics related to micro-organisms, including molecular genetic sciences. By the clip of his decease in Saint-Cloud on September 28, 1895, Pasteur had long since become a national hero and has been honored in many ways. Over the old ages, he was awarded many awards, including the Cross of the Legion of Honor, the Grand Prix decoration, the Grand Cordon of the Legion of Honor, and many other awards. The life of Louis Pasteur is a perfect illustration of victory over calamity, and doggedness. After Pasteur married Marie Laurent in 1849, they had five kids. Sadly, three of his kids died before they reached 13 old ages of age. During his life-time, Pasteur besides suffered from two shots, and one of them paralyzed his full left side. None of these things, nevertheless, kept him from working, and none of his hardships kept him from desiring to assist others. He was non merely an illustration of an first-class scientist, but besides an first-class illustration of a individual who would non give up, no affair what happened. He one time said, Let me state you the secret that has led me to the end. My lone strength resides in my doggedness.

SCR associates free essay sample

Is the site user-friendly? Why or why not? Provide at least four improvements you would suggest to Jesse. Hello Jesse, There are few things we can do to make the site more user-friendly. The About SCR page: Though the about SCR and our mission sections set up a great start to the webpage, the content from our, history purpose and values and goals links could be rearranged or condensed to make it more easy for users. Design of the website: The Disclaimer text appears with the content of the website can be distracting to the user. Spelling and grammar: there are spelling errors in the text. Contact page: The text Please Note: Your email. should only include in the contact page. 2. What other libraries might be created? Suggest at least two to Jesse. Contact information (office email, phone, title etc. ) for each employee Organizational chart 3. Jesse says that SCR has plenty of competition in the IT consulting field. We will write a custom essay sample on SCR associates or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Get on the Internet and find four other IT consulting firms. She wants a brief description of each firm and the services it offers. Also tell her which firm impressed you most, and why. Accenture Website: http://www. accenture. com/us-en/pages/index. spx Accenture provides management consulting, technology and outsourcing services, with approximately 266,000 employees; offices and operations in more than 200 cities in 54 countries; and net revenues of $27. 9 billion for fiscal 2012. Myriad Website: http://www. myriad-csi. com/index. php? age=about-myriad Myriad Consulting specializes in Systems Integration on network and microcomputer technologies in computer networking companies. They provide the necessary professional and technical assistance in Information Technology to design, implement, manage and support advanced business computing solutions. Lime Light Website: http://www. olime. co/ Located in Richardson Texas, LimeLight is an IT consulting organization that provides strategi c guidance, project services and outsourcing solutions providing IT consultancy, project management and outsourcing. The company specializes in banking, private equity and commercial real estate industries. SWC Technology Partners Web: http://www. swc. com/swc-technology-partners/about-swc SWC Technology Partners is an award-winning provider of IT solutions to midsize organizations for more than 30 years. SWC excels at delivering technology solutions that optimize productivity, strengthen customer relationships, enhance data sharing nd drive profitability. The company specializes in the technology solutions that match the needs of midmarket organizations including managed services; infrastructure solutions such as Unified Communications, virtualization and network security; software solutions including Microsoft SharePoint, business intelligence, CRM and custom development; and digital design services including website design, digital marketing and Search Engine Optimization. 4. Using the SCR functions and organization listed in the data library; create an organization chart using Microsoft Word, Visio, or a drawing program.

Free Essays on Models Of Disease

Is drinking too much a behavior something that a problem drinker does? Or is it a disease something that he or she has? While a theory of addiction as a disease has prevailed among some professionals for over thirty years, other professionals believe addiction to be a learned behavior and a harmful habit that can lead to physical diseases. One metaphor used to describe this difference concerns the smoking of cigarettes. Smoking cigarettes can lead to lung cancer, which is a disease, but the activity of smoking is, in itself, a behavior. Cancer is the disease. Smoking is not cancer. (The Diseasing of Addiction in America by Patricia Hirsch) The disease model of addiction has its basis in physiology. Initially it was conceived as an allergic reaction and later as a genetic predisposition. The model views addiction as a progressive disease with the elemental symptoms of craving, loss of control, progressive deterioration. Newer definitions have added psychosocial factors along with a preoccupation with the drug, use despite negative consequences, and distortions in thinking, most notably denial. It has also been described as an illness that is physical, mental, and spiritual in nature. Applying this model, the addict or alcoholic is no longer blamed or held responsible for their addiction, though they must be accountable for their behavior (cited by Walters, 1999). From a medical point of view, some evidence suggests that genetic background and metabolic makeup or both can make an individual more susceptible to addiction. Disease model theory believes that drug abuse is not ‘normal; it is the product of a disease process. They believe that this is why some people become addicted whilst others do not become dependant when exposed to a drug. The disease model believes that addicts should be treated rather than punished. The weakness with this theory is that if addiction is a disease then how can people be addicted to i.e. (to... Free Essays on Models Of Disease Free Essays on Models Of Disease Is drinking too much a behavior something that a problem drinker does? Or is it a disease something that he or she has? While a theory of addiction as a disease has prevailed among some professionals for over thirty years, other professionals believe addiction to be a learned behavior and a harmful habit that can lead to physical diseases. One metaphor used to describe this difference concerns the smoking of cigarettes. Smoking cigarettes can lead to lung cancer, which is a disease, but the activity of smoking is, in itself, a behavior. Cancer is the disease. Smoking is not cancer. (The Diseasing of Addiction in America by Patricia Hirsch) The disease model of addiction has its basis in physiology. Initially it was conceived as an allergic reaction and later as a genetic predisposition. The model views addiction as a progressive disease with the elemental symptoms of craving, loss of control, progressive deterioration. Newer definitions have added psychosocial factors along with a preoccupation with the drug, use despite negative consequences, and distortions in thinking, most notably denial. It has also been described as an illness that is physical, mental, and spiritual in nature. Applying this model, the addict or alcoholic is no longer blamed or held responsible for their addiction, though they must be accountable for their behavior (cited by Walters, 1999). From a medical point of view, some evidence suggests that genetic background and metabolic makeup or both can make an individual more susceptible to addiction. Disease model theory believes that drug abuse is not ‘normal; it is the product of a disease process. They believe that this is why some people become addicted whilst others do not become dependant when exposed to a drug. The disease model believes that addicts should be treated rather than punished. The weakness with this theory is that if addiction is a disease then how can people be addicted to i.e. (to...

Famous Spider-Man Movie Quotes

Famous Spider-Man Movie Quotes Caught in the sticky web of Spider-Man mania? Well, who isnt? Our friendly neighborhood Spider-Man spins his magic on the silver screen and he is going to make sure that all his fans remember him. This is a handpicked collection of some of the best Spider-Man  movie quotes. Spider-Man (2002) Spider-Man and Mary Jane Mary Jane: Who are you?Spider-Man: You know who I am.Mary Jane: I do?Spider-Man: Your friendly neighborhood Spider-Man.​ Peter ParkerNot everyone is meant to make a difference. But for me, the choice to lead an ordinary life is no longer an option. Peter Parker and Aunt MayPeter Parker: Can I do anything for you?Aunt May: You do too much†¦ college, a job, all this time with me... Youre not Superman, you know! Peter ParkerWho am I? You sure you want to know? The story of my life is not for the faint of heart. If somebody said it was a happy little tale... if somebody told you I was just your average ordinary guy, not a care in the world... somebody lied.​ Spider-Man and Mary JaneSpider-Man: You have a knack for getting in trouble.Mary Jane: You have a knack for saving my life. I think I have a superhero stalker.Spider-Man: I was in the neighborhood.​ Green Goblin​The itsy bitsy spider climbed up the waterspout. Down came the Goblin and took the spider out.​ Peter ParkerWhatever life holds in store for me, I will never forget these words: With great power comes great responsibility. This is my gift, my curse. Who am I? Im Spiderman.​ Green GoblinNo matter what you do for them, eventually, they will hate you.​ Green GoblinHeres the real truth. There are eight million people in this city. And those teeming masses exist for the sole purpose of lifting the few exceptional people onto their shoulders. You and me†¦ Were exceptional.​ Spider-Man(trying to shoot a web): Go web. Fly. Up, up, and away web! Shazam! Go! Go! Go web go! Tally ho! Peter ParkerSome spiders change colors to blend into their environment. Its a defense mechanism. Peter Parker and J. Jonah JamesonPeter Parker: Spider-Man wasnt trying to attack the city†¦ he was trying to save it. Thats slander.J. Jonah Jameson: It is not. I resent that. Slander is spoken. In print, its libel. Peter ParkerNo matter what I do, no matter how hard I try, the ones I love will always be the ones who pay†¦ Peter Parker and Aunt MayPeter Parker (about Uncle Ben): I cant help thinking about... the last thing I said to him. He tried to tell me something important, and I threw it in his face.Aunt May: You  loved him. And he loved you. He never doubted the man youd grow into; how you were meant for great things. You wont disappoint him. Green Goblin and Spider-ManGreen Goblin: Spider-Man. This is why only fools are heroes†¦ because you never know when some lunatic will come along with a sadistic choice. Let die the woman you love... or suffer the little children. Make your choice, Spider-Man, and see how a hero is rewarded.Spider-Man: Dont do it, Goblin.Green Goblin: We are who we choose to be... now choose! Spider-Man 2 May ParkerToo few characters out there, flying around like that, saving old girls like me. And Lord knows, kids like Henry need a hero. Courageous, self-sacrificing people. Setting examples for all of us. Everybody loves a hero. People line up for them, cheer them, scream their names. And years later, theyll tell how they stood in the rain for hours just to get a glimpse of the one who taught them how to hold on a second longer. I believe theres a hero in all of us, that keeps us honest, gives us strength, makes us noble, and finally allows us to die with pride, even though sometimes we have to be steady, and give up the thing we want the most. Even our dreams†¦ Harry Osborn and Spider-ManHarry Osborn: Peter... you killed my father!Spider-Man: There are bigger things happening here than me and you. Dr. Davis and Spider-ManDr. Davis: You say you cant sleep. Heartbreak? Bad Dreams?Spider-Man: There is one dream where in my dream, Im Spider-Man. But Im losing my powers. Im climbing a wall but I keep falling.Dr. Davis: Oh. So youre Spider-Man...Spider-Man: (interrupts Dr. Davis) In my dream... Actually, its not even my dream, its a friend of mines dream.Dr. Davis: Oh. Somebody elses dream. What about this friend? Why does he climb these walls? What does he think of himself?Spider-Man: Thats the problem, he doesnt know what to think.Dr. Davis: Kind of makes you mad not to know who you are? Your soul disappears, nothing is bad as uncertainty. Listen, maybe youre not supposed to be Spider-Man climbing those walls? Thats why you keep falling. Youll always have a choice, Peter.Spider-Man: (whispers) I have a choice. Mary Jane and Spider-ManMary Jane: Peter. I cant survive without you.Peter Parker: You shouldnt be here.Mary Jane: I know you think we cant be together, but cant you respect me enough to let me make my own decision? I know therell be risks but I want to face them with you. Its wrong that we should be only half alive... half of ourselves. I love you. So here I am†¦ standing in your doorway. I have always been standing in your doorway. Isnt it about time somebody saved your life?Mary Jane: Well, say something†¦Peter Parker: Thank you, Mary Jane. Mary Jane and Spider-ManMary Jane: Peter Im getting married.Spider-Man: Ive always imagined you getting you married on a hilltop.Mary Jane: Whos the groom?Spider-Man: You havent decided yet. Spider-ManYou dont understand! Im not an empty seat anymore. Im different! Kid and Spider-ManKid: (after two kids see Peter use his ‘spider’ reflexes) Howd you do that?Spider-Man: Uh... Work out... Plenty of rest... You know, eat your green vegetables...Kid: Thats what my mom is always saying, I just actually never believed her. Receptionist and Spider-ManSpider-Man: Pizza time!Receptionist: (looks at the clock on the wall) Youre late. Im not paying for those. Doc Ock and Spider-ManDoc Ock: (grabs Spider-Man in the bank)  Youre getting on my nerves.Spider-Man: I have a knack for that.Doc Ock: Not anymore. Mary Jane and Spider-ManMary Jane: (on the giant spider web) I think I always knew all this time who you really were.Peter Parker: Then you know why we cant be together. Spider-Man will always have enemies. I cant let you take that risk. I will always be Spider-Man. You and I can never be... J. Jonah Jameson to Spider-ManJ. Jonah Jameson: Parker! Youre fired!Receptionist: The planetarium.(Jonah stops Peter)J. Jonah Jameson: Wait! Youre unfired! Come here. Dr. Otto OctaviusThe power of the sun, in the palm of my hand! Dr. Otto OctaviusLadies and gentlemen, fasten your seat belts. J. Jonah Jameson to Mrs. JamesonJ. Jonah Jameson: (John Jameson has just been left at the altar by Mary Jane) Call Debra.Mrs. Jameson: The caterer?J. Jonah Jameson: Tell her not to open the caviar. Dr. Otto OctaviusBefore we start†¦ did anyone lose a bunch of twenties rolled up in a rubber band? Because we found the rubber band. J. Jonah Jameson to Garbage ManJ. Jonah Jameson: (Spider Mans costume is found) Ill give you 50 bucks for it.Garbage Man: Fifty? I can get much more on eBay.J. Jonah Jameson: Fine, (talking to the receptionist), give this man $100 and a bar of soap. Dr. Otto OctaviusLove should never be a secret. If you keep something as complicated as love stored up inside, it could make you sick. Doc OckYouve stuck your webs into my business for the last time! Dr. Otto OctaviusI will not die a monster. Peter ParkerShe looks at me every day. Mary Jane. Oh boy! If she only knew how I felt about her. Peter ParkerBut she can never know. I made a choice once to live a life of responsibility. A life she can never be a part of. Who am I? Im Spider-Man, given a job to do. And Im Peter Parker, and I too have a job. Mr. DitkovichIf promises were crackers, my daughter would be fat. Dr. Otto Octavius to Peter ParkerDr. Otto Octavius: If you want to get a woman to fall in love with you, feed her poetry.Peter Parker: Poetry?Dr. Otto Octavius: Never fails. Peter Parker(speaks to MJ through a dead phone line) I wanna tell you the truth... here it is: Im Spider-Man. Weird, huh? Now you know why I cant be with you. If my enemies found out about you... if you got hurt, I could never forgive myself. I wish I could tell you how I feel about you... Peter Parker(trying to motivate himself) Strong focus on what I want. Jonah Jameson to Peter ParkerGet your pretty little portfolio off my desk before I go into a diabetic coma!

Senior Students in Business Major with Higher GPA Tend to Pursue their Research Paper

Senior Students in Business Major with Higher GPA Tend to Pursue their Masters Degree - Research Paper Example It is not also sufficient to supporting a family and  meeting  of the full responsibilities involved in citizenship. In various countries, students are beginning to  attain  and surpass this  educational  achievement. Therefore, they aim at pursuing a Masters degree after attaining  high  GPA in their major. There is also the  issue related  to fast growing segments of the population in the  world. This is  where minorities and low-income students have been the least successful through the educational system.  Therefore, there is the need for improved performance in order to  sustain  the health of the  society  and  meeting  aspirations and hopes for a satisfying life. This calls for the students that have attained higher GPA to be among the best educated people in the world through pursuing the Masters degree. Additionally, the students that have the desire to achieve the best in their lives do not  set  the limits for their success. They t end to continue to the  achievement  of their full potential. These are substantial for  students  to continue with the Masters degree in order to achieve in their lives. These students understand what they  need  to  achieve  from the education systems. ... Business-Higher Education Forum (2004) explains that the businesses leaders have been persistently urging more attention to education, asserting the knowledge and  skill  of the workforce. This  is considered  to determine the economic future. This is In order to meet these expectations; nearly every student with the higher GPA  is encouraged  to enroll for the Masters degree. Different people have been  dependent  on university faculty for the discovery of new knowledge, in order to be applied it to solving the practical problems. This facilitates enhancing the community and peoples living standards. In these universities, students that have the  perfect  contribution to the provision of  knowledge  are those that are Mastering. Therefore, it would be in the desires of every student who is achieving to be associated with the  effort  of providing the  knowledge. According to Business-Higher Education Forum (2004), researchers in the field of education p ropose that among the American degree holders from the business schools foreign-born individuals’ account for 16 percent of bachelor’s degrees, 30 percent of Masters Degrees, and 29 percent of doctoral degrees (Business-Higher Education Forum, 2004). Business-Higher Education Forum (2004) explains that the immigrant students in the United States in business schools have been beneficial for their countries and the rest world. This is because many of them  seek  the Masters Degree programs for the U.S and longer rely on the imported brainpower in their countries. Therefore, there is a growing need of the students in their degree programs in various universities around the world to  pursue  the Masters degree after achieving higher GPA. The students with the higher GPA  are also encouraged  to  pursue  the Master