Essay on Market Research Implementation McDonalds

Market Research Implementation We have come to the phase that allows Team A to apply the research tools and implement a market research plan. Team A will review various marketing research tools that are available for researchers to use such as secondary research, secondary on-line research, exploratory research, nondirective interviews, and the Likert scale. Our secondary research is showing that consumers are demanding healthier menu options. This market research implementation plan will develop several market research tools; including questionnaires’ and the Likert scale to verify if McDonald’s consumers genuinely want and will purchase healthier menu items. Secondary Research for McDonald’s When researching McDonald’s through†¦show more content†¦Secondary research shows that McDonald’s has made past attempts to reinvent a healthy menu option in the United Kingdom. The research shows that McDonald’s as hired a third-party advertising agency, TBWA/London to handle the initiative to promote a healthier menu and options at the restaurant (â€Å"TBWA\London wins McDonalds health brief,†2006). Research also shows that the company made a change to their famous French Fry in the year 2002. When they took this action it had mixed reviews. Although an increase to the health factor for those dining at the establishment, there were also numerous complaints at the downslide in taste (Arthur Page Society, 2008). The secondary research shows that the hypothesis of McDonald’s needing to move toward a healthier menu in the Europe is, in fact, true. The secondary research can be used to help validate primary research conducted. Secondary Research One of the tools that can be used is the online environment. The following are some sources that can be used to understand the project better. In order to have a successful launch of a new product like the one analyzed demographics can be essential. This is a metric that can help understand the target and financial investment and return. Competitive benchmarking can also support business decisions. http://epp.eurostat.ec.europa.eu/tgm/table.do?tab=tableinit=1plugin=1language=enpcode=tsieb010Show MoreRelatedMarketing Strategy For Mcdonald s Business733 Words   |  3 Pageswill manage the 4 Ps of the Marketing Mix. These include Product, Place, Promotion and Pricing. McDonalds is a great example of a business that has reached customers globally by implementing a successful marketing strategy. McDonald’s Main Line of Business McDonald’s is one of the most well-known fast food restaurants worldwide. The brand was first established in 1940 by Richard and Maurice McDonald in San Bernardino, California, and was originally called McDonald’s Hamburger offering burgers, friesRead MoreMarketing Plan For The Fast Food Industry Essay1570 Words   |  7 PagesINTRODUCTION Today, the markets have become competitive, as the integration of the innovations; either through strategic influences, cultural diversity, or the technological advancements has increased. Therefore, while launching the new products or assimilating the innovative change in the business processes or services, the requirement of the market plan is perceived efficient. It is also known that the development of the marketing plan supports the businesses to integrate the unique elements andRead MoreAssessment Task1 Implement marketing strategies and tactics Essay1119 Words   |  5 Pagesï » ¿ Assessment Task1 In this report I would select McDonald’s Co. to review their marketing plan, and then determine their strategies and tactics that relate to the company’s stakeholders implementation roles. McDonalds is known as one of the best-known brands worldwide, which has main aims to build its brand by listening to its customers. It also identifies the various stages in the marketing process. Branding develops a personality for an organisation, product or service. The brand imageRead More McDonalds Case Analysis Essay1181 Words   |  5 Pagespatroning one of their restaurants. The case focuses on a specific segment of the McDonalds restaurant chain that was opened in 1996, McDonald?s India. This segment of the restaurant giant had a more specific mission/philosophy to fulfill and had developed a special menu for these Indian customers to take into account their culture and religion. When it was realized that beef extracts were found being used in producing McDonald?s fries, outraged vegetarians and Hindus across the United States and CandaRead MoreSWOT Analysis: Mc Donald’s India Essay1322 Words   |  6 Pagesthose of US or Indian consumers. Thus ability to adapt to l ocal taste is one of McDonald’s strengths. †¢ Brand Equity: McDonalds has built up huge brand equity. It is the no 1 fast food company in India these days by sales McDonalds India is a leader in the food retail space, with a presence of more than 310 restaurants serving more than 650000 customers daily in India. Image of McDonalds can be recognized everywhere. This brand is in top ten brands and the most powerful and the best brand names in theRead MoreEco 561 Business Proposal for Mcdonalds Essay1224 Words   |  5 PagesMcDonalds Business Proposal Paper ECO/561 February 3, 2012 McDonalds Business Proposal McDonalds has always been a company that shares in the happiness of a child. Recently after taking my own children to McDonalds, I have found that there is not a breakfast option for children. McDonalds should add a happy meal option to the breakfast menu. Current demands by consumers are to add a happy meal option allowing parents to purchase child sized portions of breakfast items. This option couldRead MoreMcdonalds Marketing Strategy1136 Words   |  5 PagesIndividual Assessment, Part 1 Company: McDonalds Corporation McDonald’s is the world’s largest fast-food restaurant chain. It has more than 32,000 restaurants in over 100 countries, generates sales revenue of over $ 60billion and services over one billion customers every year (over 58 million customers daily). Question 1: In a highly competitive business environment most companies have moved away from mass marketing and toward target marketing, identifying market segments focusing on their needs ratherRead MoreMcdonalds Marketing Mix1486 Words   |  6 Pagesprice, promotion, place and sometimes people. Since consumers are surrounded by the controllable variables of the Marketing Mix, a marketer/marketing team must pay particular attention to these variables when creating a marketing plan, before the implementation process. The ultimate goal in using a Marketing Mix is to, â€Å"create a product that a particular group of people want, put it on sale some place that those same people visit regularly, and price it at a level which matches the value they feel theyRead MoreMarketing Plan For A Business Model1339 Words   |  6 PagesIn marketing, the business model a firm chose can be one of the ways that reflects the process of value-creating into the market. It defined the physical elements of the e nterprise and the procedure about taking apart in the marketplace and market shares acquisition. Strategy and tactics are the two key components of the business model. Philip Kotler(2001) said that, â€Å"marketing plan plays an important role in the course of strategic planning, which is the basis for all marketing strategies and decisionsRead MoreMcdonald s Impacts Of Globalization And Technology1315 Words   |  6 PagesAbstract McDonald s is a privately owned company that is part of a food industry that is consistently evolving with strategic management and strategic competitiveness at the forefront. McDonald s goal is to be a pioneer in delivering exceptional customer service in meeting the needs of their customers with quality and affordability. This research will present McDonald s impacts of globalization and technology. The industrial organization model will be discussed to determine steps needed to maximize

Rhetorical Analysis of the Essay ‘Our Wall’ - 750 Words

‘Our Wall’; written by Charles Bowden; is one of the essays focused on border problems, especially with the illegal immigrants and smuggling; and the wall to prevent the same. The author is an American non-fiction author, journalist, and essayist who mainly depicts the realism, and presents it to the society with the hope of change. In this essay, ‘Our Wall’, he cites the wall is made by U.S in order to control the illegal immigrants from Mexico. The essay collects views and comments before and after the establishment of wall of the people from both sides. This essay seems to be in against of the wall, which generally breaks up the personal ties and humanitarian relationship of the people in and out of the wall, and the wall stands still†¦show more content†¦One believes that the border is attacked by the ghost. Hundreds of people die each year while running away from border patrol, and violence from smuggling. The immigrants move here and there of borders to find a way to wealth of the America and sometimes find their way to death. It shows the heart rending situation of poverty and people fighting for death to earn. Some immigrants go back when there is problem in their home, and can never come back due to border security. ThisShow MoreRelatedRhetorical Analysis : How Tactically Is Applies Pathos, Ethos, And Logos1084 Words   |  5 Pagesthat it will likely change minds? You must measure it’s through a multi-step analysis. A rhetorical analysis. A rhetoric analysis is a process by which a piece of writing is measured on â€Å"how tactically is applies pathos, ethos, and logos†, and how effectively it panders to its audience. If it fails to address the uses of all three appeals, and or it omits consideration of audience pandering, then it is not a rhetoric analysis. Identified by Aristotle, Ethos, pathos, and logos, which are the three mostRead MoreHow Friendship Can Not Be Defined Because No One1627 Words   |  7 PagesTitle? In this essay I will talk about how the term â€Å"friendship† cannot be defined because no one can judge other people’s personal value of what a friend is to them. Friendship is used in many contexts because of technology and how it is used from different levels of personal, formal, and informal meaning I believe that â€Å"friendship† can be on all three levels. The personal level is the friends who are intimate with you. The personal term for friendships is â€Å"intimacy†. The second level that I believeRead MoreStairway to Heaven by Led Zeppelin1602 Words   |  6 Pagesmain part of this essay contains the analysis of the artifact. The meaning in almost every verse when the song is broken down is foremost given in this analysis. Later, we shall critically analyze the song and give deductions of the analysis. An evaluative judgment of the artifact of this song is done. The revelation of the analysis about the artifact in particular and about rhetoric al processes in general will be explained. A conclusion will highlight the role the song plays in our daily lives InRead More Anna Quindlen Essay1208 Words   |  5 Pages Rhetorical Analysis nbsp;nbsp;nbsp;nbsp;nbsp;Anna Quindlen describes in the essay â€Å"Abortion is too Complex to Feel one Way About† the different situation that we as a human race are put in everyday. She talks about the topic of abortion in a way that one feels they have had to make the decision of whether or not a person is pro-choice or pro-life. She uses references that are of different personal experiences in the essay that are vital to the audience. Quindlen is writing to state her pointRead MoreEssay about Anna Quindlen1208 Words   |  5 PagesRhetorical Analysis Anna Quindlen describes in the essay Abortion is too Complex to Feel one Way About the different situation that we as a human race are put in everyday. She talks about the topic of abortion in a way that one feels they have had to make the decision of whether or not a person is pro-choice or pro-life. She uses references that are of different personal experiences in the essay that are vital to the audience. Quindlen is writing to state her point that one should never putRead MoreRhetorical Analysis Of On Compassion 1233 Words   |  5 PagesRhetorical Analysis: ‘On Compassion’ People tend to brush off something or ignore something that we do not understand or like. Many Americans do this. So if most of America does this, then what gets done with that problem? Nothing! Barbara Lazear Ascher’s ‘On Compassion’ shows this to a new level. She shows us how the homeless is struggling and everyone turns their heads about it even though it is a big problem in New York City. Ascher’s use of good logos, pathos, and ethos comes together to showRead MoreRhetorical Analysis of the Grapes of Wrath1767 Words   |  8 PagesSeptember 7th, 2012 Rhetorical Analysis of The Grapes of Wrath The dust bowl was a tragic time in America for so many families and John Steinbeck does a great job at getting up-close and personal with one family to show these tragedies. In the novel, â€Å"The Grapes of Wrath†, John Steinbeck employed a variety of rhetorical devices, such as asyndeton, personification and simile, in order to persuade his readers to enact positive change from the turmoil of the Great Depression. Throughout the novelRead MorePresidential Election And Paint It Essay1326 Words   |  6 Pageshistorical events and their rhetoric to the present. Stuckey’s book helped me analyze the rhetoric of the candidates To supplement the text book, the class was assigned weekly readings. Each reading served to enhance class discussions and increase our understanding of presidential rhetoric. While many were crucial and important, I found one piece particularly interesting and will remember for a lifetime. This piece was titled The Society and the Spectacle by Guy Debord. I found this piece profoundRead MoreThe Visceral Politics of V for Vendetta: On Politica Affect in Cinema6851 Words   |  28 Pagescinema. By Brian L. Ott* pages 39-54 Abstract This essay concerns the role of political affect in cinema. As a case study, I analyze the 2006 film V for Vendetta as cinematic rhetoric. Adopting a multi-modal approach that focuses on the interplay of discourse, figure, and ground, I contend that the film mobilizes viewers at a visceral level to reject a politics of apathy in favor of a politics of democratic struggle. Based on the analysis, I draw conclusions related to the evaluation of cinematicRead MoreDream Children3505 Words   |  15 PagesAn Analysis of Lamb’s Dream Children Or Charles Lamb as a Romanticist Charles Lamb was a famous English prose-writer and the best representative of the new form of English literature early in the nineteenth century. He did not adhere to the old rules and classic models but made the informal essay a pliable vehicle for expressing the writer’s own personality, thus bringing into English literature the personal or familiar essay. The style of Lamb is gentle, old-fashioned and irresistibly attractive

Activity Based Costing Harvard Business Press

Question: Discuss about theActivity Based Costing for Harvard Business Press. Answer: Introduction There are many ways to find out the cost drivers and various activities that associated with the production of products in the organization. In activity based costing there are certain steps that need to follow while estimating the cost drivers and activities associated with them (Kaplan, Steven and Anderson, 2013). In the case of Browns Bakery Mr. Knight has to first evaluate the various costs that took up in the mixing department. These costs are wages, building cost, depreciation, consumables, energy and other indirect cost. As all these costs have been identified it is easy locate the cost driver for each cost. In is explained below: Wages are paid to labor therefore this percentage of labor time will be appropriate cost driver for division of cost in each activity. Consumables are used in each activity and it is divided according to the labor time used in each activity. The indirect cost that is left over will be allocated in each activity as per labor time as no other cost driver can be applied. Building cost is related to floor area occupied by each activity in mixing department, so this cost divided on basis of floor area occupied by each activity in the mixing department. Depreciation and energy is related to use of machine and machine is only used in operate mixers activity of mixing department, therefore whole cost of depreciation and energy is allocated to operate mixers activity directly (Goektuerk, 2007). Following steps must be taken by the Knight to ensure that information is reliable: Knight must collect information on various costs that are incurred in the mixing department so that value of each cost can be calculated. After identification of each cost, Knight must make efforts to find out the different activities that have been taken place in the mixing department. It can be assured by asking by the department manager of mixing department (Kaplan, Steven and Anderson, 2013). Identification of cost driver is the most important task and in order to ensure it is reliable Knight have to check applicability of each cost according to the resources they used. For example, wages cost used labor resources therefore wages cost must be allocates through use of labor time by each activity. Lastly to ensure that whole cost have been allocated, Knight must ensure that overall profit in activity based costing and tradition costing are same. In activity based costing method, all indirect costs are allocated according to the activity used in processing of each product. Apart from indirect cost there are some direct costs like material used and labor cost that have also to be allocated in the product cost to drive at the product cost in each case. Actually direct cost is based on any activity as it is simply put for use for each product process and various activity are performed on it to make it a finished product (Kaplan, Steven and Anderson, 2013). While drawing the cost pool for allocation of cost in the various activities direct material cost are leftover and it is essential to add them while estimating the whole cost of the product. Direct labor cost is also a part of product cost and it also not taken in cost pool as it is divided directly into product while estimating total product cost. The main reason for division of labor cost directly in statement of product cost is because they are associated to products and th ey are involved in all the activities. In case of Browns Bakery various activities have been found and costs associated to activities are divided as per activity driver of that activity. Certainly some costs like direct material and direct labor are not listed in the list of activities and these must be added while estimating the cost of Meat pie and Vegetarian Quiche. Activity based costing system is more accurate cost division system and it helps to allocate the various indirect cost more precisely into the products according to the different activities used by them. In case if product A consume more resources as compare to product B than certainly the cost of product A will be more as compare to cost of product B. In activity based costing the all the indirect cost are first identified and their cost drivers are assigned according to the resources they have used. While in case of conventional costing system or traditional costing system all the indirect cost are taken all together and divided using the most appropriate cost driver like labor hour or machine hour (Goektuerk, 2007). Therefore activities that have not been used in the particular product have been allocated the part of that activity cost. So, conventional costing system does not support appropriate allocation of cost. In this costing system cost of product A can be lower than produc t B but in actual it is totally opposite. This led to misappropriation of profit in each product and provides wrong information of the costing of products. In case of Browns Bakery the cost of Vegetarian Quiche is certainly more because it has used more resources than meat pie and in activity based costing system costs have been divided as per the resources used by each activity. In tradition costing system all indirect cost are divided on the basis of one cost driver. Activity-based costing (ABC) is a costing method that is used for allocating the overhead costs to each activity of an organization in a more logical manner as compared to the traditional approach of assigning costs to the products. The method identifies all the activities of an organization and then assigns indirect costs to products. Thus, ABC system can be regarded as an approach of establishing the relationship between costs, activities and products. The indirect costs such as office staff salaries is rather difficult to identify attributed to each of the product with the traditional method of cost accounting (Goektuerk, 2007). Thus, activity-based accounting is used as a technique for aligning the indirect costs related with manufacturing of products. The approach to costing is most commonly used in the manufacturing sector as it helps in gaining the actual costs incurred by an organization in its manufacturing process. It also facilitates organizations to develop much better co rporate strategies by recognizing the costs in advance. Advantages: ABC system provides more realistic information about product costs as it places more emphasis on its cause in context of manufacturing goods It helps organizations to identify and implement effective strategies for controlling their overhead costs ABC technique also provides sufficient information regarding the profits realized from its various product lines ABC approach facilitates organizations to determine the selling prices of the products as overheads are allocated on the basis of cost drivers Limitations: The major limitation of this approach exist in the difficulty of identifying the various activities in an organization that impacts costs The evaluation of cost on the basis of activities is also very difficult The method is not effective for identifying overhead costs related with small manufacturing of products So it can be concluded that activity based costing system take into account all the indirect cost as per the resources used by the products while traditional costing approach misses this division of cost. But in ABC costing system it is very difficult to locate the different activities and misidentification of activities will lead to wrong allocation of indirect cost. References Goektuerk, H. 2007. Activity-Based Costing (ABC) - Advantages and Disadvantages. GRIN Verlag. Kaplan, R., Steven, R. and Anderson, R. 2013. Time-Driven Activity-Based Costing: A Simpler and More Powerful Path to Higher Profits. Harvard Business Press.

Smu I Year Hrm Exam Notes Essay Example

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

50 Idioms About Talking

50 Idioms About Talking 50 Idioms About Talking 50 Idioms About Talking By Mark Nichol Last week, I offered a roster of synonyms for talk and talking. This list expands on that theme by offering set phrases about talking and their meaning: 1. Beat (one’s) gums: to speak excessively and aimlessly 2. Bull session: a rambling group conversation 3. Chew the fat: to chat 4. Chew the rag: to chat 5. Diarrhea of the mouth: excessive talking 6. Dish out: to deliver critical comments 7. Flap (one’s) lips: see â€Å"beat (one’s) gums† 8. Gift of gab: a propensity for talking 9. (One) likes hear (oneself) talk: said of someone who is egotistical 10. Like talking to a brick wall: said of trying unsuccessfully to persuade or reason with someone 11. Run off at the mouth: see â€Å"beat (one’s) gums† 12. Shoot the breeze: to chat 13. Shoot the bull: to chat 14. Shoot the shit: to chat 15. Spill the beans: to divulge information, or to confess (see confess) 16. Speak out of turn: to say something inappropriate 17. Speak the same language: to be in agreement 18. Spit it out: to speak about something one is reluctant to discuss often used as an imperative 19. Talk a blue streak: to talk quickly and excessively 20. Talk a mile a minute: to speak rapidly 21. Talk around: to avoid (a subject) 22. Talk big: to brag 23. Talk dirty: to try to stimulate someone sexually by speaking provocatively 24. Talk (someone) down: to outdebate someone, guide someone through a difficult maneuver (especially a pilot flying a plane), or to successfully bargain for a better price 25. Talk down to: to speak condescendingly 26. Talk (one’s) ear off: to talk to someone excessively 27. Talk (one’s) head off: to talk excessively 28. Talk in circles: to speak in a confusing or indirect manner 29. Talk in riddles: to speak obscurely or with hints 30. Talk (one) into: to persuade someone 31. Talk on: to continue to speak, or to speak on a certain topic 32. Talk (oneself) out: to speak to the point of exhaustion 33. Talk (one) out of: to dissuade someone 34. Talk out of both sides of (one’s) mouth: to speak inconsistently about something depending on who one is talking to 35. Talk (something) out: to talk about something to reach a consensus or understanding 36. Talk (something) over: see â€Å"talk (something) out† 37. Talk sense: to speak reasonably 38. Talk shop: to speak about work-related issues outside the work environment 39. Talk some sense into: to talk to someone to persuade them to see reason 40. Talk the talk: to speak as if one is an authority or adheres to certain beliefs or values 41. Talk the talk and walk the walk: to act in accord with one’s stated beliefs or values 42. Talk through: to talk about something thoroughly to achieve a resolution 43. Talk through one’s hat: to speak insincerely, to talk nonsense, or to exaggerate 44. Talk to hear (one’s) own voice: to talk excessively, in an egotistical manner 45. Talk tough: to speak in an intimidating manner, or to bluster 46. Talk turkey: to speak frankly and/or with resolve 47. Talk until (one) is blue in the face: to speak exhaustively, especially in an unsuccessful effort to persuade 48. Talk (something) up: to promote something to draw attention to it 49. Talk (one’s) way out of: to say something so as to evade blame or avoid responsibility 50: You should talk: an admonition to avoid expressing oneself hypocritically Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:70 Idioms with Heart50 Diminutive Suffixes (and a Cute Little Prefix)The "Pied" in The Pied Piper

Control essays

Control essays The British new there was riches to be had in the new world. They werent happy with everyone getting a piece of the action. They wanted it all for themselves. In order to ensure that no one else was getting rich they put many rules and regulations on how things were to be done in the colonies. The British wanted to be in control of all trade that was going on though out the world. They started with the Navigation Acts saying at first the ships and crewmembers needed to be either English or Colonial. They later changed that to make it only the English. They set rules such as the Manufacturing Acts on wool and Hats they could not manufacture finish goods. All raw materials had to be shipped to England, and then back to the colonies in finished goods. In 1776 the British imposed the Currency Act, colonies were no longer allowed to have paper money. All because British merchants didnt like the idea. As if that wasnt enough the British were adding one tax after another. The Sugar Act was designed to make sure the sugar went only to England. Ships needed to carry prove of where the sugar came from. The Stamp Act really pissed the colonist off. It was the first internal tax directed right at the colonist. This tax meant that any documents of importance such as newspapers, playing cards, and legal documents needed to have a stamp on them, of course this cost the colonist money. The colonist where very angry, the believed they had helped the British in the French and Indian war, and this was unfair. They revolted in many ways, one being people where tar and feathered. The Townshend Duties Act was another way of getting more for their money out of the colonist. Because they didnt want to pay internal tax, England figured they could get them on external tax on things such as tea, paper, paint, lead, and glass. The colonist decided it was time to stop buying from Great Brita in, and ...

What were the major features of economic change in Europe in the Essay

What were the major features of economic change in Europe in the period 1500-1914 - Essay Example This period also marks a time of population growth which clearly impacted on the economic developments being experienced by many European nations during this time. This paper shall discuss the major features of economic change in Europe in the period of 1500 to 1914. The economic changes in United Kingdom and on Germany shall be highlighted for this paper. Body In general, from 1750 to 1914, economic changes in Europe included the introduction of railroad use in the transport of goods. These railroads also helped usher in urbanization and a continuity of the imperialism goals of Europe with the spread of their trade with other countries and with the expansion of political linkages (North Penn School District, 2002). Within this same time period, major economic changes were also seen, especially with the increase in commercialized activities ushered in by improved methods in the transport of goods. It also marked a time of improved communication, with common activities involving terri torial expansion and exploration (North Penn School Disrict, 2002). Europe’s economic activities also shifted from imperialistic goals to colonization activities as Europeans were now considering expansion as a means of gaining advantage over their competitors. This period also marked a time where the European economy shifted from agricultural activities to industrial activities. Homemade goods became factory made and more raw materials were transported from their various colonies. This led to a significant increase in their production of food, clothing, and other products. The motivation to expand at this time was a major goal for Europe and these goals also shifted towards the acquisition of more lands. The colonies also became major sources of raw materials for Europe and as such, Europe was able to rise as a major global economic power. Its attention now shifted from imperialistic to colonialist goals. And this shift in goals was seemingly dictated by its access to mercan tile goals (North Penn School District, 2002). Due to these shift in goals, Europe was able to concentrate its activities toward more industrial goals, expanding its economic activities beyond the ability to feed its population. As a result, it became a major player in trading with its neighbours and with the rest of the world. Two major events were seen from the 1500 to 1914 in Great Britain. This period saw the birth of Industrial Revolution and the manifestation of Demographic Transition (Clark and Cummins, 2009). The Industrial Revolution marked a time of rapid economic growth and the introduction of new innovations. Before the Industrial Revolution, the concern of the governments was to increase population, not to improve their lives. Before the industrial revolution, the higher income population had higher overall fertility rates. Without the industrial revolution, an even greater increase in the population would have been seen (Clark and Hamilton, 2006). Eventually, in Englan d, increased rates in marriage became apparent in the 1890s, however, substantial decrease in fertility rates were seen with the introduction of industrial activities. Hence, the focus of the people and of the government was turned towards decreasing population growth. After 1910, the focus also was turned towards improving the lives of the people – their standards of living – and this saw further possibilities for Britain in improving the potential of the population for more scholarly work (Clark and Cummins, 2009). The Demographic Transition Period was seen from 1870 to 1910. This marked a general decline in net fertility. What was started during the industrial revolution manifested during the period of demographic transition (Clark a

A piece of writing of Graphene Essay Example | Topics and Well Written Essays - 1500 words

A piece of writing of Graphene - Essay Example The interesting thing about graphene is that it has huge power along with adequate electrical conductivity and elasticity. Graphene is actually a significantly huge aromatic molecule. Graphite can get its crystalline form by combining a number of sheets of graphene together. Graphene is regarded as the most fundamental structural component of a few carbon allotropes. For example, graphene lays the basis of graphite, fullerenes, charcoal, etc. The discovery of graphene has immense significance as various new possibilities of research in the area of physics have opened up. Researches in graphene have also helped in opening up huge scopes of its application in high-tech fields. Graphene is considered to be one of the most potential and adaptable components that have ever discovered in the area of physics. (Geim; 2009; Sakamoto 2009). The production of Graphene: Graphene can be separated from graphite as an isolated plane of carbon atoms. People now know that a minute portion of graphene sheet can be produced by abrading graphite. For example, one can get a tiny piece of graphene sheet when one draws a line on paper with a pencil. (Geim; 2009). During the year of 2008, the production of graphene used to be done by exfoliation. This graphene produced through such exfoliation was considered to be one of the most costly components in this world as this component which so small that can be placed on a tiny portion of the cross section of human hair did costs around as much as $1000 in 2008. Since, 2008, the process of exfoliation has been increased and various companies are now selling graphene in huge amount. Researchers have also discovered cheaper version of graphene (Segal, 2009). For example, Korean researchers have produced cheap graphene through the process of transfer of nickel. Graphene can, in fact, be produced by employing different types of methods. Some of the production processes of graphene are listed below: Producing Graphene through Drawing Method: The drawing method is actually a modified version of exfoliation method. Earlier, in this method, a solid tape was used to repetitively divide crystals of graphite into more thin prices to form graphene. The extremely thin flakes of Graphene then used to be dissolved in liquid acetone and after a few steps they were to be sedimented. Over time, the technique of drawing graphene from graphite has been simplified. Particularly, major modification has been done in the step of disposition. Instead of making graphene floating in acetone, the scientists have started to use the method of dry disposition of flakes. (Geim and Novoselov, 2007) Production through heating silicon carbide: Another popular process of producing graphene is heating silicon carbide at a high temperature in order to reduce it to graphene. In this process silicon carbide is heated at more that 1100 degree centigrade. In this method, the dimension of the graphene produced depends on the dimension of the silicon wafer. The face of the silicon wafer which is utilized for the formation of graphene, has significant capacity to influence the density and the level of mobility of graphene. If graphene is produced using this method, then a number of properties of graphene can clearly be visualized. For example, in the graphene produced through heating silicon carbide a kind of feeble anti-localization of the component can be

Brewing - Beer Essay Example for Free

Brewing Beer Essay The history of beer dates back hundreds of years prior to written history. Besides water and tea, beer is one of the most-frequently consumed beverages in the world. Contrary to popular belief, that all beers are typically the same, there are many variances in color, flavor, strength, production method, ingredients and origin. Beer can be divided into 2 broad sub-categories: ale and lager. Ales were the first type of beer ever created before brewers knew the role yeast played during the beer making process. Ale yeasts flocculate at the top of the fermentation tank and are brewed from malted barley using a warm fermentation. The yeast ferments the beer quickly, which gives it a full bodied and fruity taste. They also contain hops, which gives the bitter herbal flavor that helps balance the sweetness of malt and preserve the beer. After fermentation, ales are usually aged no more than a few weeks or so. Most are served close to room temperature and contain rich aroma and flavor. There are many different types of ales including brown ales, pale ales, dark ales, mild ales, strong ales cream ales, Burton ales, German ales, Belgian ales, and more. Each type of ale differs in color, flavor, strength, and origin. The second type of beer is called a lager, the most popular style of beer in the world. Some have stated that lagers account for 90% of beers consumed across the globe. Many feel that this is attributed to the more watered down lagers produced in the United States. Lager is derived from the word â€Å"lagern† in German, which means, â€Å"to store†. A lager is a type of beer that is brewed using bottom-fermenting yeast at lower temperatures and is aged for a much longer time than ales creating a cleaner, clearer beer. The yeast used in lagers, Saccharomyces Uvarum, produces fewer ester by-products than seen in ales, allowing other flavors, such as hops, to become more noticeable. The range of flavors noticeable in lagers is more limited than ales. They are always going to be hoppy, malty, sweet, or dry. There is nothing wrong with these flavors, but there are fewer variations, which explains why many people insist that all beers taste alike. They are invariably served cold and can pair easily with a wide variety of food. There are some fundamental differences in the way ales and lagers are produced. There are three main discrepancies between the making of ales and lagers: types of yeast, temperature and time, and additional ingredients. In terms of the variances in yeast, ales typically use yeast that ferments at the top of the fermentation tanks. The yeast normally rises to the top closer to the end of fermentation. Also, there are chemicals that are produced in ales, called esters that inhibit a sweeter, fruity taste to the beer. However, in lagers, the yeast used is classified as â€Å"bottom-fermenting† yeast, meaning that the yeast ferments at the bottom of the fermentation tanks. One of the benefits of using bottom fermenting yeast is that brewers can reuse the left over yeast to produce more beer. Unlike the fruity, sweeter tastes of ales, the yeasts used in lagers do not add any flavor to the beer itself. Much of the taste in lagers can be attributed to other ingredients, including malts and hops. The second major differences between the production of ales and lagers are temperature and time. The yeast used in ales usually ferments better in warmer temperatures, usually around room temperature or close to 75 degrees Fahrenheit. One of the benefits of being able to ferment at this temperature is that ales can age and mature faster than lagers. While ales are best produced in warm temperatures, lagers are made primarily in colder temperatures, around 45 to 60 degrees Fahrenheit. As stated earlier, lager is derived from the German word â€Å"lagern† meaning to store. Production of lagers is all about the â€Å"lagern† storing process. Lagers have historically been produced in more European countries where the climates are typically colder. The unique combination of cold temperatures and the bottom fermenting yeast, causes lagers to have much more of a mild, crisp taste. Something else that adds to the taste of a beer, are additional ingredients. The last major difference between ales and lagers are there supplementary ingredients. Ales typically have more of a malty taste, due to an elevated amount of hops, malts, and roasted malts that are added during production. Ale brewers, typically have more leeway with how they produce their beer, and tend to add a several different ingredients during brewing, like the ones mentioned above. These extra ingredients are referred to as, adjuncts. Brewers of lagers only have a few, simple ingredients: malted grain, hops, yeast, and water. The production method of lagers is somewhat due to the stringent Reinheitsgebot Law, also known as the â€Å"German beer purity law†. This law prohibits any adjuncts during the brewing process of lagers, only permitting water, barely, and hops as ingredients. Tea and water maybe two of the most consumed beverages in the world, but beer is right behind in a close third. Beer is gradually becoming more and more popular. This is evident through the new trends of beer companies that have begun to accommodate for the new low calorie beer trend. Corona, Heineken, and Anheuser-Busch have led the pack by producing â€Å"Corona Lite†, â€Å"Heineken Lite†, and â€Å"Budweiser Select†. With more and more companies attending to these trends, beer has broadened their target market. Overall, these companies are innovating the deeply historic production of ales and lagers, that will appeal to people now, and into the future. Although there are a variety of differences between ales and lagers, they do share one common trait, which is that people have enjoyed them across the world for centuries upon centuries. Works Cited Eddings, Bryce. Beer Styles 101 All Beers are Either Ales or Lagers. About. com 17 July 2010: n. pag. Web. 5 Nov 2010. http://beer. about. com/od/beerstyles/a/BeerStyles101. htm. Mork, Rachael. Understanding Different Types and Beer Pairings of Beer. Life123 04 March 2010: n. pag. Web. 5 Nov 2010. http://www. life123. com/food/cocktails-beverages/beer/understanding-different-types-of-beer-and-beer-pai.shtml. Thadani, Rahul. Lager vs Ale. Buzzle 29 May 2010: n. pag. Web. 5 Nov 2010. http://www. buzzle. com/articles/lager-vs-ale. html. Rich, Stephen. Ales vs. Lagers. Modern Gentleman 10 July 2010: n. pag. Web. 5 Nov 2010. http://themoderngentleman. ca/2010/ales-vs-lagers/. Viljanen, Susanna. Beer brands,types,styles and brewing. Did You Know? 06 February 2010: n. pag. Web. 5 Nov 2010. http://didyouknow. org/beer/. Zagata, Darlene. Lagers vs Ales. Livestrong 23 December 2009: n. pag. Web. 5 Nov 2010. http://www. livestrong. com/article/67308-lagers-vs-ales/.

The Green Mile by Stephen King :: Movies Film

The Green Mile by Stephen King is the story of man with god-given powers of healing sentenced to death and the change he cause in the prison guards. The themes of compassion and sacrifice can be seen in this novel. The theme of compassion is very much a part of this book. One part especially shows this truth. Percy, a prison guard, crushes a death row prisoner's pet mouse, which the prisoner loved more than life itself. This cruel act displays Percy's extreme lack of compassion and how little he cares about other people. Also, this action blazes the way for another heartless act of ruthlessness. When Percy is scheduled to be the executioner on death row, he "accidentally" does something wrong. Instead of taking the standard precautions to make death by the electric chair swift and painless, his mistake makes the death of Eduard Delacroix go slowly and painfully. After causing this agonizing death, Percy gets what he deserves and is never mentioned again. When a towering black man named John Coffey is sentenced to death by the electric chair, the prison guards assume that he was as guilty as any death row prisoner. But later, they start to believe that he is being punished for a crime which he did not commit. They learn that he was found holding two dead girls and thought to have killed them. The truth was that he was trying to use his god-given gift of healing to save the murdered children. The prison guards made it their mission to keep John Coffey from experiencing the cruel death which so many before had faced. They had a plan for Coffey's salvation all worked out. Surprisingly, when they asked Coffey if he wanted to escape, he replied that he could not stand all the misery and hate going on in the world, and that he wanted to die.

Mobile Repair

1. Mobiles basic Electronics Electrical parameters – Current, Voltage, Frequency Mobile electronic Components – Resistors, Capacitors, Diodes, Transistors and LEDs Use of Multimeter – Measuring resistance, capacitance, voltage, batteries 2. Mobile Phone Components Mobile Components – Speaker, Mic, Ringer, Vibrator, Charging Connector, Memory, Antenna Batteries – Types of batteries, Standby time, Talk time. Chargers. 3. Mobile Basic Introduction GSM / CDMA Technology Basic Working Different terms used in mobile phones – Bluetooth, SMS, Memory Cards Different services – GPRS, WAP, 2G, 3G Different Functions – Speed dialing, Call waiting, Call conference etc. 4. Basic Troubleshooting Tools used for opening mobile Phones Disassemble and Assembly of Mobile Phones. L2 Components testing, troubleshooting and replacement – Display, Speakers, Mic, Vibrators, ringers, Antennas, charging connector. Cleaning method of PCB. Replacement of panels. 5. Advance Mobile Hardware Different sections in mobile phone – PFO section, RF section, Baseband section Introduction to Various ICs and electronic components. – PA, Antenna switch, RAM IC, Cobb, Power IC, Charging IC, CPU (MAD / UPP),filers, Thavo IC, etc. Soldering/desoldering of mobile components. Using blower for removing mobile components. Study of Block diagram and PCB pictorial. Tracing and trouble shooting through circuit diagram. 6. Software Introduction Introduction to personal computers. Software features like downloading thru bluetooth, data backup etc. Connecting Mobile with PC. Introduction of flashing and software upgrades. 7. Software World Class Unlockers Flashing and unlocking with UFS – Nokia Flashing and unlocking with JAF – Nokia Flashing and unlocking with Cruiser – Sonyericsson Flashing and unlocking with Infinity – China and unlocking Flashing and unlocking with NSpro – Samsung Flashing and unlocking with Spiderman – China Flashing and unlocking with Setool2 – Sony Flashing and unlocking with Ultima box – Motorola Flashing and unlocking with Smart Clip – Motorola 8. Software Free Unlockers Unlocking Apple – iphone free ODM Unlockers Unlock HTCXDA Pocket PC Samsung Rocker software Nokia BB5 Unlocker MS-Tool Unlocker for Motorola Siemens Unlocker And many more†¦.. 9. Faults and Solutions – Hardware (L1 / L2 / L3) Circuit diagrams and PCB diagrams showing faults and solutions for Nokia, Motorola, Sony, LG, Samsung. Jumper Settings – Nokia, Sony, Motorola, LG, Samsung and China Phones