Greatness of Los Angles Essay Example | Topics and Well Written Essays - 250 words

Greatness of Los Angles - Essay Example The sun in LA is mostly blanketed by the fog. Sometimes, when the sunlight manages to make its way through the mist, the sand changes its color from grey to a pale shade of purplish pink. Shadows begin to squeeze short. As soon as the humidity increases, the brightness increases more than necessary. The sunlight falls on particles between me and the distant mountains. Millions of tiny prisms of fog droplets create a mirror like effect and reflect and refract the sunlight in every direction. The mess of bounced beams of light crowds the atmosphere until the brightness gets so intense that it causes a blinding effect. Mountains merge into the background, until they become completely unidentifiable from other features of the scenery. Cinematographers spend millions of dollars to create an effect like that artificially. All of that money can be saved by shooting in LA. In this way, LA not only enriches the movie with natural light effects, but also makes the shooting more profitable.

Person Who Influenced Me Essay Example for Free

Person Who Influenced Me Essay One of the people who had a significant influence on me was my best friend. She influenced me in almost all the aspects of my life. We both work part-time in a hospital nearby, she works as an LVN, while I am just a secretary there doing administrative or paper work. I have seen how she extends help to other people. It is so heartwarming and amazing how she takes care of other people she does not even know at all. As an LVN, she takes care of the individuals who are suffering from injuries, sicknesses, disabilities, and even those who are on their way to recovery (US.. n. p. ). She does the aforementioned though based on the physicians’, as well as, registered nurses’ instructions (US.. n. p. ). She is also responsible for checking the patient’s blood pressure, pulse, temperature, and other vital signs (Unit.. n. p. ). It is also her responsibility to change wound dressings, check catheters, manage bedsores, provides alcohol massages, as well as, to inject patients (Texas.. n. p. ). In addition, she is also accountable for a patient’s allergic reactions to any medication or treatment provided for by the health care institution (US.. n. p. ). Furthermore, it is also her task to carry out laboratory tests or gather samples for testing, feed patients, and note down the intake of food and fluid, as well as, the number of times the patient’s urinated and defecated (Ellis-Christensen n. p. ). Moreover, she also oversees the patient’s personal hygiene as well (US.. n. p. ). The LVN ought to help out a patient when taking a bath, dressing up, etc (US.. n. p. ). She also oversees patients who are about to take in prescribed medicines or intravenous fluids (US.. n. p. ). She even provides assistance in the delivery, as well as, feeding of babies (US.. , 2006). My best friend also takes charge and direct nursing assistants and aides (US.. n. p. ). Last but not least, she is also in charge of assessment of needs of the patients, development of care plans, supervision of nursing aides, organization of patients’ records, setting of appointments, and other responsibilities which are categorically clerical (US.. n. p. ). Because of all the tasks and responsibilities assigned to her and which she handled extremely well, I have been influenced greatly by her personal qualities and abilities including being: exceedingly caring; extremely sympathetic; emotionally stable; can keep up with continuous stress; enthusiastic; very devoted; decision-making skills; good communication skills; flexibility in taking orders of supervisors; positive outlook in life; and extreme patience (US.. n. p. ). Aside from that, we are also housemates. If we’re not going to school, not at work, or not in the mall, we’re at home watching television (US.. n. p. ). Another one of her influences on me since I am not really into watching television (US.. n. p. ). I became fond of television shows wherein the host/s, as well as, the guest/s articulates their commentaries on certain issues (Hersch n. p. ). I came to appreciate it because I realized that through it, the viewers will have the chance to better understand the issue being discussed and eventually, because of the brilliant commentaries they have seen and heard on television, they will be able to make a stand as well (Hersch n. p. ). This made me perceive the world to be full of unresolved issues, as well as, full of intellectually-opinionated people (Hersch n. p. ). Through my best friend’s influence concerning watching television, I never failed to catch recent developments, as well as, discoveries in terms of science and technology (Hersch n. p. ). By watching so, I had the opportunity to know what the latest gadgets are that may be useful in the daily lives of men (Hersch n. p. ). I am also very grateful for the medical breakthroughs featured on television which continues to provide me with the necessary information on my sicknesses, as well as, that of the rest of my family and friends (Hersch n. p. ). In addition, this made me see the world as something which is always hungry for functional discoveries/technologies (Hersch n. p. ). Those two aforementioned are the significant influences of my best friend on me. References Ellis-Christensen, Tricia. What is an LVN? 2007. n. a. 01 August 2007 http://www. wisegeek. com/what-is-an-lvn. htm Hersch, P. Watching Television.Psychology Today, n. v. (September 1987): n. p. Texas Board of Nurse Examiners. Interpretive Guideline for LVN Scope of Practice. 24 January 2006 n. a. 01 August 2007 http://www. bne. state. tx. us/practice/lvn-guide. html Unit Three: Acute Care. n. d. n. a. 01 August 2007 http://72. 14. 253. 104/search? q=cache:oEoJm_PiMa0J:www. coursewareobjects. com/objects/evolve/E2/book_pages/lpn/pdfs/Linton_ManagementSupervisionBox. pdf+LVN+%2B+responsibiliteshl=tlct=clnkcd=1gl=phclient=firefox-a US Bureau of Labor Statistics. Licensed Vocational Nurses. n. d. n. a. 01 August 2007 http://www. bls. gov/oco/ocos102. htm

Ice Wind-Dale by R.A Salvatore Essay -- English Literature

Ice Wind-Dale by R.A Salvatore A book I have read recently and enjoyed was "Ice Wind-Dale" by R.A Salvatore. I received this book as a present and was intimidated by its sheer size, but was blessed as it was the greatest book that I have ever read. It was the only book that has made me depressed because of finishing it and yet was still satisfied and not left wanting. Salvatore created the perfect setting, characters and plot to make the book so memorable. The plot is straight forward as the book is actually a trilogy, and so the story evolves from one book to the next. I will now take the three best features of this book being the setting, characters and plot explaining how it made the novel so incredibly complete. The first feature that I would like to discuss is the setting. "Ice Wind-Dale, a thousand square miles of barren broken tundra, has been described as one of the most unwelcoming lands in all the realms" Right at the start of the novel we are given a vivid picture of this province. This makes you feel more at home with the plot as we now understand the land our adventurers must traverse. Salvatore manages to emphasise this description by using subtle techniques like personification in the word "unwelcoming" and alliteration in the words "barren broken" This all adds to the completeness or wholeness of the novel. By creating the perfect setting you then enhance the plot therefore making the characters more memorable. This leads me to the next feature of the novel, the characters. "Drizzit du-urden trotted along silently, his soft low cut boots barely stirring the dust. He kept the cowl of his brown cloak pulled low over the flowing waves of his dark white hair and moved with such effortless grace that an onlooker... ...s of invaders with fiery eyes, watching as the battle was about was about to commence..." I remember it being about four o'clock in the morning when I read that excerpt. I simply could not put it down. It filled me with such suspense that by putting the book down at that point would have felt sinful. I had to read on. It is points like that in this novel that makes it so incredibly complete and satisfying. In conclusion R.A Salvatore created an extremely well crafted novel concentrating only on the features relevant to the story, these being the setting, characters and plot (unlike "Lord of the Rings" which is full of sub-plots and hidden themes). By focusing in on these features he makes the novel so satisfying that you are left sad to have finished it. "Ice Wind-Dale" is a work of art, in all one thousand and four pages of glory and I would recommend it to anyone.

Hunger Games Book Talk

Hunger Games Book Talk Could you survive on your own and in the wild, with every one out there trying to make sure you don't live to see the sunrise? I think I probably wouldn't be able to survive in the wilderness, much less if people are trying hard to make sure I don't survive until the next day. I am used to getting my food in the supermarket, already processed, and I'm sure I wouldn't be able to hunt, kill or even build a fire. But Katniss Everdeen could. She is a 16 year-old who is able to support her widowed mother and 12 year-old sister Prim, by hunting in the forbidden woods of District 12 with her best friend Gale.They all live in the Seam, the poorest part of District 12. QUOTE. Due to a cruel twist of life, Katniss Everdeen ends up being the first volunteer ever of District 12. She is joined by Peeta Mallark, the baker's son. Both are picked to represent District 12 in the 74th Hunger Games. Feeling already sentenced to death, they are dealt another unfortunate blow when Haymitch, a drunk ex-victor, is assigned as their mentor. During the preparation for the games, the audience is bewitched by the alleged romance between the two representatives of District 12 and dub Katniss as â€Å"the girl on fire†.When real and false emotions collide, trouble  grows  between the two, because only one can make it out alive. During the Hunger Games loyalties grow or switch, some contestants stay in the arena forever, while one victor and only one is expected to come back home alive. Do you know where the author got her inspiration for the book? How her personal experiences and the historical context influence her writing? I recommend the novel mainly to teens, ages 13 and up, since it is full of suspense, action and it is rather interesting because it is not only a book about a game where everyone needs to fight each other until someone dies, ut it is something much complicated that talks about how governments always want to have all the power and be in control, and about personal freedom, sacrifice and what it means to be yourself and not submit to society's expectations. Personally, I loved this book after the  first chapter or so, since the novel starts moving at a fast pace that keeps you entertained and wanting to know more. Also the author is very descriptive about the setting, the characters physical appearance and their feelings, that you can almost feel your in the book. http://www. scholastic. com/thehungergames/videos/classical-inspiration. htm

Women’s Rights to Abortion

The dictionary defines abortion as :The termination of pregnancy and expulsion of an embryo or of a fetus that is incapable of survival . This simply means, inducing birth to kill the fetus or baby before it is carried to full term . The most popular procedure involved in abortions is the vacuum aspiration which is done during the first trimester (three months or less since the women has become pregnant). A tube is simply inserted through the cervix and the contents of the uterus are vacuumed out. The most commonly used type of second trimester abortion is called dilation and evacuation. Since the fetus has bones, bulk and can move, second trimester is not as simple. When as much of the fetus and placenta are vacuumed out then tweezers are used to remove larger parts. The controversy of abortion has become one of the most divisive an irrationally controversial issues of our times turned into a legal and political power struggle with no permanent resolution in sight . I am pro-choice! For years it has been said that abortion should not be legal . Today it is a big issue , many people feel aborting an unwanted child should be against the law , As I see it a woman’s body is her own to do whatever she wants . Approximately one to three million abortions are done each year. Women get abortions for many reason; such as rape , teen pregnancy and health reasons . Rape is one of the many reasons that cause woman to choose to end their pregnancies. Many of them feel guilty about ending a life, but they know deep down how badly they would treat the child , they hate their rapist, so in turn would hate the child. Pro-life activists say that abortion is murder and is in defiance of God. Would God want a Mother to hate her child or do her child harm? They would also question whether this child would be like it’s father (a rapist ). Young woman between 15 and 18 account for atleast 5 million abortions every year . One of every 5 pregnancies happen to teenage girls, in these situations some teenagers no they are not able to take care of these children for they are not mature enough for this awesome responsibility . In many cases the child would have no one to rely on but a single mother with no schooling and maybe a non-supportive family . The child would have a miserable upbringing left vulnerable also a baby born to a teenage mother is at a risk of suffering more health issues than a baby born to an older mom. Teenage mothers are more likely to get addicted to drinking, smoking and drugs due to the post pregnancy stress. †¢Teen mothers also gain very less weight during pregnancy and are also at a higher risk for premature birth, which can also affect in low birth weight of the baby. †¢Babies who are born with a low birth weight suffer from serious health problems like underdeveloped organs, infant mor tality, stomach complications, loss of vision in one or both eyes, respiratory complications and other lung problems. †¢Most babies of teenage moms are likely to die early than babies of women in their twenties and thirties. Teenage parents often face some huge economic hardships. Teen mothers are forced to give up education and drop out of school, less than 20% of teenage mothers earn a high school diploma. †¢It's very difficult for a teenage mother and father to support themselves and their baby. As their education is cut short, it's very difficult for teenage parents to find a decent job. †¢With education cut short, they are left with very little employment opportunities and they face a lot of hardship in building a secured future for themselves and their kid. †¢Over 85% of teen parents rely on welfare for financial support at some point in their lives. With the little income of both parents, it's very difficult to provide the baby with the required nutrition and care. After taking into consideration all of the hardships that will be faced abortion becomes a reality, and the teen mom realizes that pregnancy is not just about life in the womb, life comes with the responsibility of provid ing the child all the rights and comforts that they are entitle to. Another reason women seek abortion is Incest, why should a woman bring a child in the world that was conceive with a family member usually against her will. In Bioethicist Andrew Varga’s article it is argued that in this tragic case the great value of the mental health of a woman who becomes pregnant as a result of incest can best be safe-guarded by abortion. It is also said that a pregnancy caused by incest is the result of a grave injustice and that the victim should not be obliged to carry the fetus to viability. This would keep reminding her for nine months of the act committed against her and would just increase her mental anguish. It is reasoned that the value of the woman's mental health is greater than the value of the fetus. In addition, it is maintained that the fetus is an aggressor against the woman's integrity and personal life; it is only just and morally defensible to repel an aggressor even by killing him if that is the only way to defend personal and human values. It is concluded, then, that abortion is justified in this case. Another reason women seek abortions is Incest, why should a woman bring a child in the world that was conceive with a family member. It is argued that in this tragic case the great value of the mental health of a woman who becomes pregnant as a result of incest can best be safe-guarded by abortion. It is also said that a pregnancy caused by incest is the result of a grave injustice and that the victim should not be obliged to carry the fetus to viability. This would keep reminding her for nine months of the act committed against her and would just increase her mental anguish. It is reasoned that the value of the woman's mental health is greater than the value of the fetus. In addition, it is maintained that the fetus is an aggressor against the woman's integrity and personal life; it is only just and morally defensible to repel an aggressor even by killing him if that is the only way to defend personal and human values. It is concluded, then, that abortion is justified in this case. Pro- life activist have bomb abortion clinics, On January 29, 1998 a nail-studded bomb killed a guard and seriously injured a nurse at an abortion clinic in Birmingham, Alabama. October 23, 1998: Dr. Barnett Slepian was shot to death at his home in Amherst, New York. His was the last in a series of similar shootings against providers in Canada and northern New York state which were all likely committed by James Kopp. Kopp was convicted of Dr. Slepian's murder after finally being apprehended in France in 2001. May 31, 2009: Dr. George Tiller was shot and killed by Scott Roeder as Tiller served as an usher at church in Wichita, Kansas. Is taking a life of a full functioning human being worth spending life in prison for an unborn fetus. In conclusion for any pregnant woman making a decision to abort her unborn child is painful and ruthless, but under certain situations a woman should be able to terminate her pregnancy by ab ortion.

OPIUM essays

OPIUM essays Opium is a bitter, yellowish-brown, strongly addictive narcotic drug prepared from the dried juice of unripe pods of the opium poppy and containing alkaloids such as morphine, codeine, and papaverine. It is possibly one of the most versatile drugs known thank to its principle active ingredient, morphenine, opium deadens pain, produces elation, induces sleep and reduces distress. In the long history of opium use around the world, people in search of euphoria and well- being have managed to induce opium and its derivatives into the body in every way imaginable; in addition to being smoked, it has been drunk, eaten, sniffed, rubbed or injected. Whatever means is used to consume opium regularly is to risk forging an almost unbreakable and deadly bond. Opium is one of the most addictive and debilitating substances on earth, the opium addict or the person dependent to opium has been called slave, fiend or ghost. In the nineteenth century, opium was the prime ingredient in countless numbers of patent medicines that were used to quiet crying babies, calm frayed nerves and restore health to millions. Today, opium is classified as a narcotic, or opiate which are a group of painkilling drugs that produce a relaxed dreamlike state; moderately high doses often induce sleep. With opiates there is a clouding of consciousness without the reckless abandon, staggering, and slurred speech produced by alcohol and other depressants. Regular use of any of the narcotics can lead to a withdrawal syndrome different that of depressant and characterized by diarrhea, cramps, chills and profuse sweating. The purpose of this paper is to further define opium the poppy and the negative as well as positive effects of this drug. I will also attempt to retrieve the long history of the drug and the use of opium and include a brief summary of the infamous Opium Wars. I will conclude my paper with the history of laws against opium and dr...

Ives Surname Meaning and Family History

Ives Surname Meaning and Family History The surname Ives  is believed to have originated from the Old French personal name Ive (similar to the modern French Yves) or the Norman personal name Ivo, both short forms of various Germanic compound names containing the element iv, from the Old Norse yr, meaning yew, bow, a weapon generally made from the wood of a yew tree. Ives may also have originated as a last name for someone from a town named St. Ives, in the county of Huntingdon, England. Surname Origin: English, French Alternate Surname Spellings: YVES, IVESS Where in the World is the IVES  Surname Found? The Ives  surname is now most prevalent in the United States, according to surname distribution data from Forebears. However, it is interestingly the most common surname, based on its percentage of the population, in Gibraltar, followed by England and various island nations such as Bermuda. Despite its possible French origins, the Ives spelling is not at all common in France where only 182 people bear the surname. The Ives  surname around the turn of the 20th century was most common in the United Kingdom, according to WorldNames PublicProfiler, specifically the South East and East Anglia regions of England. Within North America, Ives is most common in Ontario, Canada, followed by Nova Scotia and the U.S. states of Vermont and Connecticut. Famous People with the Last Name IVES Charles Ives -  Pulitzer Prize-winning composer  and pianistBurl Ives - American film actor and singer, best known for  hits â€Å"Frosty the Snowman† and â€Å"The Blue Tail Fly.†Chauncey Bradley Ives - American sculptor in ItalyGeorge Frederick Ives - last surviving veteran of the Boer WarFrederic Eugene Ives - American inventor and  pioneer in the field of color photography. Genealogy Resources for the Surname IVES Ives Family History BlogThis genealogy blog by William Ives  covers the story of William Ives, co-founder of New Haven CT, and many of his descendants, as well as those who married into the family DNA Signature of William Ives (1607–1648)This published DNA signature is the  result of the Y chromosome testing of 4 male known direct descendants, none of whom are closely related, of William.   Common French Surnames and their MeaningsUncover the meaning of your French last name with this free guide to  French surname  meanings and origins. Trace Your Family Tree in England and WalesLearn how to research your English Ives ancestors with this introductory guide to genealogical records and resources of England and the rest of the United Kingdom. Ives  Family Crest - Its Not What You ThinkContrary to what you may hear, there is no such thing as an Ives  family crest or coat of arms for the Ives surname.  Coats of arms are granted to individuals, not families, and may rightfully be used only by the uninterrupted male-line descendants of the person to whom the coat of arms was originally granted. FamilySearch - IVES GenealogyExplore over 700,000 historical records and lineage-linked family trees posted for the Ives  surname and its variations on the free FamilySearch website, hosted by the Church of Jesus Christ of Latter-day Saints. The Ives Genealogy and Family Tree PageBrowse genealogy records and links to genealogical and historical records for individuals with the popular last name Ives from the website of Genealogy Today. Sources Cottle, Basil.  Penguin Dictionary of Surnames. Baltimore, MD: Penguin Books, 1967.Dorward, David.  Scottish Surnames. Collins Celtic (Pocket edition), 1998.Fucilla, Joseph.  Our Italian Surnames. Genealogical Publishing Company, 2003.Hanks, Patrick and Flavia Hodges.  A Dictionary of Surnames. Oxford University Press, 1989.Hanks, Patrick.  Dictionary of American Family Names. Oxford University Press, 2003.Reaney, P.H.  A Dictionary of English Surnames. Oxford University Press, 1997.Smith, Elsdon C.  American Surnames. Genealogical Publishing Company, 1997.

Study Guide for Man and Superman

Study Guide for Man and Superman Arguably George Bernard Shaw’s most profound play, Man and Superman, blends social satire with a fascinating philosophy. Today, the comedy continues to make readers and audiences laugh and think - sometimes simultaneously. Man and Superman tells the story of two rivals: John Tanner (a wealthy, politically-minded intellectual who values his freedom) and Ann Whitefield (a charming, scheming hypocritical young woman who wants Tanner as a husband). Once Tanner realizes that Miss Whitefield is hunting for a spouse (and that he is the only target), he attempts to flee, only to find out that his attraction to Ann is too overwhelming to escape. Re-inventing Don Juan Although many of Shaw’s plays were financial successes, not all of the critics admired his work. While many reviewers were intrigued by Shaw’s ideas, they did not appreciate his lengthy scenes of dialogue with little-to-no conflict. One such critic, Arthur Bingham Walkley once said that Shaw is â€Å"no dramatist at all.† In the late 1800s, Walkley suggested that Shaw should write a Don Juan play. Beginning in 1901, Shaw accepted the challenge; in fact, he wrote an extensive albeit sarcastic dedication to Walkley, thanking him for the inspiration. In the preface of Man and Superman, Shaw discusses the way Don Juan has been portrayed in other works, such as Mozart’s opera or Lord Byron’s poetry. Traditionally, Don Juan is a pursuer of women, an adulterer, and an unrepentant scoundrel. At the end of Mozart’s Don Giovanni, Don Juan is dragged to Hell, leaving Shaw to wonder: What happened to Don Juan’s soul? Man and Superman provides an answer to that question. The spirit of Don Juan lives on in the form of Juan’s distant-descendant John Tanner. Instead of a pursuer of women, Tanner is a pursuer of truth. Instead of an adulterer, Tanner is a revolutionary. Instead of a scoundrel, Tanner defies social norms and old-fashioned traditions in hopes of leading the way to a better world. Yet, the theme of seduction - typical in all incarnations of Don Juan stories - is still present. Through each act of the play, the female lead, Ann Whitefield, aggressively pursues her prey. Below is a brief summary of the play. Man and Superman - Act One Ann Whitefield’s father has passed away. Mr. Whitefield’s will indicate that his daughter’s guardians shall be two gentlemen: Roebuck Ramsden: The steadfast (and rather old-fashioned) friend of the family.John Tanner: A controversial author and â€Å"Member of the Idle Rich Class† The problem: Ramsden cannot stand Tanner’s morals, and Tanner cannot stand the idea of being Ann’s guardian. To complicate things, Tanner’s friend Octavius â€Å"Tavy† Robinson is head over heels in love with An. He hopes that the new guardianship will improve his chances of winning her heart. Ann flirts harmlessly whenever she is around Tavy. However, when she is alone with John Tanner (AKA â€Å"Jack†) her intentions become obvious to the audience. She wants Tanner. Whether she wants him because she loves him, or because she is infatuated with him, or merely because desires his wealth and status is entirely up to the viewer’s opinion. When Tavy’s sister Violet enters, a romantic subplot is introduced. Rumor has it that Violet is pregnant and unmarried. Ramsden and Octavius are outraged and ashamed. Tanner congratulates Violet. He believes that she is simply following life’s natural impulses, and he approves the instinctive way Violet has pursued her goals despite society’s expectations. Violet can tolerate the moral objections of her friends and family. She cannot, however, abide Tanner’s praise. She admits that she is legally married, but that the identity of her groom must remain secret. Act One of Man and Superman concludes with Ramsden and the others apologizing. Jack Tanner is disappointed; he wrongly thought that Violet has shared his moral/philosophical outlook. Instead, realizes the bulk of society is not ready to challenge traditional institutions such as marriage. The Last Line of Act One Tanner: You must cower before the wedding ring like the rest of us, Ramsden. The cup of our ignominy is full.

Personal Perspective on Personality Theory Essay

Personal Perspective on Personality Theory - Essay Example Some of the more well-known theorists in this field are Sigmund Freud, Abraham Maslow and Carl Rogers. Each of these men approached the question of personality from a completely unique angle, presenting models that attempted to explain the complex mechanisms that go into the development of personality, however, Maslow’s theory of self-actualization seems to take a predominant lead in explaining personality development. Maslow proposed personality was developed along a hierarchy of needs beginning with the most basic needs of food, clothing and shelter. As these needs were being met, the individual could move on to obtaining the second level needs. These levels progressed through physiological, safety, belongingness/love, esteem and self-actualization. Self-actualization was the highest level need and represented that point in a person’s personality development when they have met all lower needs and are now free to pursue their true potential. â€Å"A person who is satisfied at the previous four levels will feel bored unless she or he is engaged in self-actualization striving† (Jazwinski, 1998). Within this theory, he goes on to enumerate 16 different major characteristics of a self-actualized person, 15 of which I can identify with. However, it is true that Maslow’s theory remains a little shallow with respect to how individual differences are formed with the only contributing factor being how well or poorly our needs have been realized (Pettifor, 1996). Freud’s theory centers around the concepts of the id, the ego and the superego. According to this theory, the id is the unconscious mind that responds only to urges and gratification. As we mature, we begin to act upon those impulses and develop a conscious mind, the ego. However, the ego recognizes that some of the actions desired by the id are not appropriate within a given society, so it begins

Responsibility and brand advertising in the alcoholic beverage market Essay - 1

Responsibility and brand advertising in the alcoholic beverage market. The modelling of normative drinking behaviour. by Debra Jones Ringold - Essay Example Thesis Statement: The purpose of this essay is to critically review the above article by Ringold (2008). The theories, ideas or beliefs that the author tested will be summarised; the contents of the article will be condensed; and the weaknesses and strengths of the research study will be critically analysed. Ringold (2008) states that her study revealed moderate consumption of alcoholic beverages as the norm in the United States. This is similar to the results of the Gallup polls (2004) which have indicated the same outcome since 1939. The recommendations given by the United States Dietary Guidelines on moderate drinking was consistent with the consumption found in 90% of people who consume alcohol. This is supported by Saad (2005), who states that underage drinking and alcohol abuse have considerably reduced in the last three decades. The per capita consumption of alcohol has continued to decline over the past twenty-five years, states NIAAA (2006). The main aim of the article by Ringold (2008) is to study the outcome of alcoholic beverage advertising on its consumption levels. The research study takes into consideration the actual and desired impacts of, describes and evaluates the controversy regarding industry-sponsored responsibility campaigns; and identifies a number of issues that require future research. The results of the study reveal that alcoholic beverage advertising does not exert a material influence on total consumption or abuse. On the other hand, it models normative drinking behaviour, hence may be a crucial inhibitor of alchohol misuse. Responsibility efforts sponsored by industry, by government and by nonprofits lead to desired changes, modeling desired drinking behaviours, and may be more beneficial for heavier drinkers. The article by Ringold (2008) is timely, because of the continued trend of increased expenditure on advertising, undertaken by alcohol manufacturers. This is

Deloitte SWOT Company Assignment Example | Topics and Well Written Essays - 1250 words - 2

Deloitte SWOT Company - Assignment Example Since Deloitte is among the biggest consulting service providers, it is critical to conduct a SWOT analysis for the company to understand its success in the corporate world. The SWOT analysis will also identify areas that may require adjustments and appropriate changes The Value driven approach present at Deloitte differentiates the company from others in the consulting services business sector. Focusing on the value of the client is part of Deloitte business strategy. The company chooses to stick to engage its customers in the company’s operations until there are significant improvements in that particular area. There is a defined business value in everything the company does from promotions to IT. The fact that Deloitte has a defined business value in every functional unit of the company gives a competitive advantage over other firms in the industry. Deloitte uses the Value Map to identify potential areas with clients where the company can improve the value of the enterprise . The Value Map can also help the company in establishing a value-based billing approach. The fact that Deloitte is Business-led in its approach to clients is an added strength to the company. The IT-enabled approach to engagements helps Deloitte attract more customers especially those who are IT-centric. An understanding of the client’s business is a crucial factor in providing a satisfactory outcome in the consulting business sector. A strong technological practice is a strength Deloitte uses in its marketing approach. Companies in the consulting services industry differentiate themselves by the importance of their functional and business best practices. However, the variation among these providers in the level of business, processes and technology expertise. Deloitte exhibits depth in vertical industries and business process knowledge resulting from the company’s clear business strategy.

Global Corporations Essay Example | Topics and Well Written Essays - 1000 words

Global Corporations - Essay Example As entities, with a legal personality, similar to those granted to individuals, global corporations have rights that serve as protection under the law, but with a difference - unlike, individuals, they have virtually perpetual life span and with potential to own unlimited amount of money and resources. Thus, in the modern era, global corporations have been the force to reckon with its influence, not only the political and economic spheres but in the cultural and lifestyle aspirations of people across the planet. Indirectly, because of their clout, global corporations have influenced governments, especially developing nations to pursue policies that favor free markets and consumerism, which has resulted to the decline of services in the public sector. Export policies are encouraged, so that people who produce expensive goods at the expense of their cheap labor will never attain the buying power to afford these goods. On the other had, the local markets are flooded with cheap imports, especially food, that virtually kill local industries. In effect people, are constrained to think that it is better and wise to buy imported goods which are cheaper over locally produced ones, even if the imported goods do not pass stringent tests on quality and safety. In many countries, retail trade liberalization has paved the way for the entry of retail giants such as Wal-Mart and Carrefour to the detriment of small, homegrown retail stores. Moreover, tobacco multinationals such as Philip Morris have increasingly established presence in developing countries with little or no anti-tobacco laws, moving away from Western countries whose health lobbies have banned advertising on tobacco. In many developing countries, people are bombarded still with the cool image of Caucasians smoking on television long banned in Western countries, encouragi ng many young people to think that smoking is fun. Behind the march of free trade as espoused by global corporations, lies the competitive ethos which makes countries and individuals think and act alike as if what matters is that one should concentrate on a particular skill or advantage to be able to compete - similar to how companies operate to gain market share from their rivals. So if the current global marketplace, favors outsourcing, nations must drop other traditional industries and race to compete to gain a slice of the offshoring phenomenon. Similarly, when IT skills were the ones needed, individuals lost no time to get college degrees in computers in favor of other vocations, which are not as in demand in the marketplace. In both cases, the value is placed on the prospect of high income or money - both for the country and the individual. Because of their spread around the world, and their role in the transformation of labor markets, global corporations have influenced people to think that it is the pinnacle of an individual's career to work for a multinational. This has led people to work and relocate abroad, away from their own countries, or communities. Family, and other outside concerns are

Noble Energy Inc Essay Example | Topics and Well Written Essays - 2250 words

Noble Energy Inc - Essay Example Throughout the years of its existence, the company has managed to overcome a lot of economic challenges which have encouraged and promoted them to have a strong financial cash flow system. Some of the operations that have enhanced their financial status include: their on-shore and off-shore operations that are located in different parts of the world. The company has been planning to expand its operations strategically by promoting partnerships that will allow it to save on costs and leverage on the expertise of the company. As a result, the company has ventured into fulfilling partnerships with several energy companies worldwide. It is without doubt that strategic partnerships and alliances always ensure that a company has a strong business foundation for years to come. The company’s oil drilling technology is up to par with the current standards. With that, they have an added advantage over energy companies that have not yet acquired the latest drilling technologies. In addition to that, their leadership and management can be termed as solemn since they have driven the company to the level that they are in currently. The market that is available is open for more energy options to be realized by the different energy companies. It is without doubt that if the company invests in natural gas plants they will have a variety of energy solutions to offer to their customers.

CURRENT ISSUES IN FIRST LINE MANAGEMENT Essay Example | Topics and Well Written Essays - 3500 words

CURRENT ISSUES IN FIRST LINE MANAGEMENT - Essay Example Robinson and Sons Limited† is concentrated then it will be realized that there are certain flaws because of which the organization’s performance is getting worst. On the first sight some of these flaws seem to be: But if we concentrate deeply on the scenario, we will find that these flaws often occur other organization’s life e.g. a clerk becomes ill, but these organization does not suffer from bad performance because of their better first line management. So in the case of â€Å"A.J. Robinson and Sons Limited† the principle cause behind the bad performance is, flaws in the performance of first line manager (John Jones), i.e. He does not allow his workers to give their opinion and asks them to â€Å"mind their own business† then how better employer or departmental communication could be developed. So because of this reason whole flow of work is disturbed and organization is suffering from bad performance. In the next sections we will put some light on current issues in first line management and some suggestion or recommendation to make the activities of first line management more effective. Creating a pool of well trained and capable first line managers is a key challenge for todays organizations. First line management can be one of the most challenging tasks within an organization. These are the managers or supervisors who are responsible for those who do not manage others, for ensuring goals are met, quality is improved, new working techniques are implemented and whether or not customers are satisfied.   Often first line managers have been promoted because of their technical expertise and can then find themselves holding a new title without the attributes and training to have this new and highly significant role. In spite of the challenges confronted by the first line management, it is a task that often gives great business satisfaction and can be greatly agreeable. The diversity of the tasks carrying out in the first line management

Noble Energy Inc Essay Example | Topics and Well Written Essays - 2250 words

Noble Energy Inc - Essay Example Throughout the years of its existence, the company has managed to overcome a lot of economic challenges which have encouraged and promoted them to have a strong financial cash flow system. Some of the operations that have enhanced their financial status include: their on-shore and off-shore operations that are located in different parts of the world. The company has been planning to expand its operations strategically by promoting partnerships that will allow it to save on costs and leverage on the expertise of the company. As a result, the company has ventured into fulfilling partnerships with several energy companies worldwide. It is without doubt that strategic partnerships and alliances always ensure that a company has a strong business foundation for years to come. The company’s oil drilling technology is up to par with the current standards. With that, they have an added advantage over energy companies that have not yet acquired the latest drilling technologies. In addition to that, their leadership and management can be termed as solemn since they have driven the company to the level that they are in currently. The market that is available is open for more energy options to be realized by the different energy companies. It is without doubt that if the company invests in natural gas plants they will have a variety of energy solutions to offer to their customers.

OpenChannel Flow Lab Report Example | Topics and Well Written Essays - 250 words

OpenChannel Flow - Lab Report Example A minimum specific energy indicates a steady flow with parallel streamlines especially in channels characterized with very small slopes. Hydraulic jump, a phenomenon that depends on initial fluid velocity, occurs when the transition velocity increases abruptly. As a result, the transition front breaks and curls back upon itself in conjunction with violent turbulence and eddy currents. The introduction of a weir along the channel of fluid flow results to an increase in the fluid level. An increased fluid head or level is determined by measuring the upstream of the hydraulic structure. According to ToolBox (2014), the rate of fluid flow over the weir relates with the level of the weir. To determine the discharge constant for the weir, individuals should conduct some fluid analysis and calibration tests. In most cases, the discharge coefficient remains constant for a given set of head ranges. A specific energy diagram determines the possible heights and depths of weirs. A low level that supports critical flow results to a decrease in the fluid level without affecting the upstream (Kay, 2015). After achieving the critical flow, an increase in the weir level leads directly affects the upstream fluid level. Typically, a subcritical flow produces a low vitality state while a supercritical state creates a faster and shallow flow. During a supercritical condition, waves produced by downstream eddies cannot travel upstream. On the other hand, subcritical conditions initiate upstream travel of waves produced at the downstream due to the slower flow of fluids. The diagram below demonstrates the water profile along the flow channel with various regions where subcritical and supercritical flows

Tech Mahindra Project Report Essay Example for Free

Tech Mahindra Project Report Essay Chapter i industry analysis 1.1 Competition in the industry: HIGH The intensity of rivalry competitors in an industry refers to the extent to which firms within an industry put pressure on one another and limitseach other’s profit potential. According to porters 5 forces industry analysis framework, the intensity of rivalry among existing firms is one of the forces that shape the competitive structure of an industry. It depends on different factors such as Number of competitors, Industry growth, Degree of differentiation, exit barriers, Client’s switching cost. Looking at each of them: 1.1.1. Number of competitors Software industry consists of numerous players, because of the rivalry will be more intense. Presence of a large number of players in industry leads to competition and rivalry among companies. Threat from rivalry and competition poses a threat to domestic companies. 1.1.2. Industry growth Indian software industry has registered a strong rate in the past few years. Outsourcing has played a major role in the growth of Indian software industry. Software export has registered a very strong annual average growth rate of 45%during past years. Software industry is one of fastest growing industry in India. 1.1.3. Degree of differentiation Industry’s offerings are undifferentiated which leads to high rivalry. Industry players are providing equivalent after sales services, which includes installation, training etc. 1.1.4. Exit barriers Exit barriers for existing software companies are low as the initial capital requirement is low in software industry. 1.1.4. Client’s switching cost- When clients switching cost is low, industry rivalry is more intense. Clients are articulate for their need and generally ask for customized product. So switching from one product to another is not taken place generally and if they switch, they generally go for the software which suits to their current platform and configuration and prefer the same vendor. So, for customized software, clients switching cost is low. Competitors of Mahindra Satyam in different categories are: * Tata Consultancy Services * Wipro * Infosys * HCL Technologies 1.2. Potential of new entrants into industry: MEDIUM As evidenced by the huge number of players in the Software field, barriers to entry are very low. Costs of developing a product are relatively low, and a few thousand dollars are all that may be needed to create a product and step into the market.Factors influencing potential of new entrants are differentiation, brand establishment, initial capital investment, and economies of scale. 1.2.1. Differentiation: Highly differentiated products or well-known brand names are both barriers to entry that can lower the threat to new entrants.Differentiation can be done in many ways but it’s costly for thecompany. Industry offerings are undifferentiated which leads to highrivalry. Industry players are providing equivalent after sale services,which includes installation, training etc. 1.2.2. Brand establishment: In software industry, branded products do not have any impacton client’s requirement. Thus, brand establishment is low whichmakes low barrier for new entrants. 1.2.3.Initial capital investment:Initial capital investment is low in establishing new company insoftware industry. Software industry is based on intellectual property thus it does not require higher capital investment. 1.2.4. Economies of scale: Due to financial crisis, many companies share their human resource skill to handle more than one project. By resource sharing they develop more software products. Thus an economy of scale is moderate. Another reason for high threat of new entrants is favorable government policies. Location is one of the favorable factors as such location does not have any major impact on software development target market. 1.3. Power of suppliers: LOW There are no suppliers to speak of in this industry, since all that is needed is an idea and some coders to get it up and running. 1.3.1. Availability of vast talent pool: Software professional are widely present across the globe, including fresher and experience which provide employers high benefit to recruit at competitive salary package. There is a largesupply of trained and educated professionals. 1.3.2. Skill differentiation: There is a low skill differentiation among the software professionals which makes the employers able to switch human resources. 1.3.3. Buyer concentration: When buyer’s concentration is high, suppliers power is low,employer are more concentrated focused for their required humanresource skill.Other factors which make the suppliers power low are due to slowdown, job cuts and layoffs. 1.4. Power of customers: HIGH The answer to this is dependent on the particular segment we are talking about. Since many of the players in this segment are mega corporations, the bargaining power of customers is extremely low for the small business segment. But in the enterprise segment, the customers themselves are mega global corps; the bargaining power is a lot more. Therefore, it is hard to make a sweeping statement for the entire industry. 1.4.1. Buyers switching cost: When clients switching cost is low, buyers power is higher.Clients are articulate for their need generally ask for customized product. So switching from one product to another is not taken placegenerally and thus buyers switching cost is low where as it is high for buying products at the organization level as it requires highinvestment in terms of money as well time. Employees do not acceptthe change easily which affects their productivity. 1.4.2. Buyers concentration: If buyers are concentrated compared to sellers, if there are few buyers and many sellers buyer power is high. Generally buyers go for customized software, on time investment, which makes them more concentrated. 1.4.3. Buyers price sensitivity: If the consumer is price sensitive well educated regarding the product, the buyer power is high. Market is highly price conscious promotion driven. Outsourcing has major role in Indian software industry; international clients are more prices sensitive. 1.4.4. Buyers information availability: As the software products are developed based on clients requirements, buyers are well informed about the software products. 1.5. Threat of substitute products This is a somewhat dicey point. The boundaries of the â€Å"online collaboration software† market are very vague. Under the banner of â€Å"enable remote teams to work together†, just about anything under the sun can be passed off as an online collaboration solution – email, a document manager, social networking sites, activity streams, project management solutions, mind mapping solutions, web conferencing solutions, intranet tools, real time coauthoring, IM and more. Recent times have seen a minor convergence of sorts, where solutions integrating many of the above mentioned tools – business email service, document management, project management, workspaces etc. in a single suite have hogged thelimelight. With all these vaguely similar solutions looking to serve the same core need, you can bet the market is packed like sardines in a tin. CHAPTER II – COMPANY ANALYSIS 2.1. Company profile Mahindra Satyam formerly known as Satyam Computer Services Limited is an Indian IT services company based in Hyderabad, India (Now it became Tech Mahindra effective from 26 June 2013 with merger approval by Andhra Pradesh  and Maharashtra high courts).It was founded in 1987 by B RamalingaRaju. Mahindra Satyam is a part of the Mahindra Group which is one of the top 10 industrial firms based in India.Mahindra Satyam is a part of the USD 7.1-billion Mahindra Group which is one of the top 10 industrial firms based in India. The company offers consulting and information technology (IT) services spanning various sectors, and is listed on the New York Stock Exchange, the National Stock Exchange (India) and Bombay Stock Exchange (India). The company offered consulting and information technology (IT) services spanning various sectors, and was listed on the Pink Sheets, the National Stock Exchange (India) and Bombay Stock Exchange (India). Mahindra Satyam (OTC: SAYCY), a leading information, communications and technology ICT company providing top-class business consulting, information technology and communication services. Leveraging deep industry and functional expertise, leading technology practices and a global delivery model, enable companies achieve their business goals and transformation objectives. Mahindra Satyam is ranked #5 in Indias software services firms behind Tata Consultancy Services, Wipro, Infosys and HCL Technologies and overall #161 in Fortune India 500 list for 2012. Powered by a pool of talented IT and consulting professionals across enterprise solutions, client relationship management, business intelligence, business process quality, operations management, engineering solutions, digital convergence, product lifecycle management, and infrastructure management services, among other capabilities. | | Vision –â€Å"To be the world’s most valued ‘ICT’ Company†| Development and delivery centers in the US, Canada, Brazil, the UK, Hungary, Egypt, UAE, India, China, Malaysia, Singapore and Australia serve numerous clients, including several Fortune 500 companies. Part of the $14.4 billion Mahindra Group, a global industrial federation of companies and one of the top 10 business houses based in India. The Group’s interests span automotive products, aviation, components, farm equipment, financial services, hospitality, information technology, logistics, real estate and retail. * Customer First: Respond to customers speedily, courteously and effectively * Good Corporate Citizenship:Seek long-term success for all stakeholders without compromising on ethics or transparency * Individual Dignity:We value the individual, uphold the right to express disagreement, and respect the time and efforts of others. Nurture fairness, trust and respect * Professionalism: We impart freedom and the opportunity to excel and to grow; support innovation and well-reasoned risk taking, demanding performance * Quality focus: We make quality a value driver in our work, our products and our interactions. Do it â€Å"First Time Right† In the reoriented turf of global markets and trends, new capabilities and agility hold the key to business continuity and sustained profitability. Leaders at Mahindra Satyam in their unique roles as corporate executives, address these fundamental activities of the corporate office. They have a team of truly global players who have helped the Company emerge as a global player of reckoning. CP Gurnani (popularly known as CP) is the CEO of Mahindra Satyam and MD of Tech Mahindra.CP played a pivotal role in the three year transformational journey of Mahindra Satyam and is spearheading the eventual merger with Tech Mahindra. VineetNayyar serves as Chairman of Supervisory Board of Tech Mahindra GmbH. He is also a trustee of Vidya Education Foundation, Cathedral Vidya Trust, Mahindra Education Foundation and Mahindra Satyam Foundation. 2.2. Mahindra Satyam services Mahindra Satyam provides services in the following areas: * Aerospace and Defense * Banking, Financial Services Insurance * Energy and Utilities * Life Sciences Healthcare * Manufacturing, Chemicals Automotive * Public Services Education * Retail * Consumer Packaged Goods * Travel, Transport, Logistics * Telecom, Infrastructure, Media and Entertainment Semiconductors * Information Technology Their expertise has made them the choice of three of the top five companies in food products, two of the top five in pharmaceuticals, four of top the five in networking and communication equipment, two of the top five in chemicals, three of the top ten in aerospace and defense, four of the top ten in electronics and electrical equipment, five of the top ten in automotive and automotive parts, one of the top five in industrial and farm equipment, three of the top ten in gas and oil, and one of the top three in semiconductors. 1. AEROSPACE: The Mahindra Aerospace division was created in 2007 to expand our existing automotive and manufacturing expertise to the growing aerospace industry. Through their Components sector (known internally as the Systech sector), they acquired several companies with design and manufacturing experience. 2. AFTERMARKET: Theyentered the aftermarket industry in 2001 to create a business ecosystem for pre-owned cars that mirrors the ecosystem for new cars. They have set about to professionally organize the pre-owned car industry in India so that you can trust you’re getting a quality vehicle. Mahindra First Choice Wheels is India’s first multi-brand pre-owned car business. 3. AGRIBUSINESS: The Mahindra Groups close linkage to rural India and agriculture is almost as old as the company itself. Their tractor business, more than forty years old, continuously sets new benchmarks for reliability and quality—a fact reflected by our 40 percent market share in India. 4. AUTOMOTIVE: In 1947, they introduced India to the utility vehicle. More than 65 years later, theyre still Indias premier utility vehicle (UV) company, but theyve also grown quite a bit. In addition to making groundbreaking UVs like the Scorpio and Bolero, Mahindra offers cars, pickups, and commercial vehicles that are rugged, reliable, environmentally friendly, and fuel-efficient. 5. COMPONENTS: They entered into the components industry (known internally as Systech) as Indias global competitiveness took off. Leveraging domain expertise in the automotive and farm equipment sectors and a series of acquisitions, we have grown rapidly in skill and scale. 6. CONSTRUCTION EQUIPMENT: Mahindra Mahindra entered the Construction Equipment industry in February 2011 with the launch of the Mahindra Earth Master Backhoe Loader. Already one of the world’s largest markets, demand for construction equipment is growing in India. Their unparalleled dealer network makes the Earth Master available across the country. 7. CONSULTING SERVICES: Through our consulting services, we help companies keep up with the fast-changing business climate. Their special Services Group is constantly reevaluating its information security and risk management processes as the environment shifts, dealing with known threats and anticipating future risks. 8. DEFENSE: Theyve been involved with defense systems since 1947 when we became importers, assemblers, and then adapters. From there, they have moved into designing and constructing our own line of armored vehicles to become the largest private sector supplier to the government.Theyve now expanded into defense systems like sea mines, surveillance solutions, weapons, ammunition, and more. 9. ENERGY: First, they envision bringing reliable and innovative power back-up solutions to India that ensures an uninterrupted power supply for all the critical sectors of the economy. Their line of diesel generators offers electricity backup to remote locations to power banks, hospitals, schools, businesses, and industry. 10. FARM EQUIPMENT: Through this network of services, they aim to empower the rural farmer and transform rural productivity, income, and living standards. They are willing to improve farm lifestyles by making hard work easier, increasing yields, and increasing returns. From low cost tractors that cater to farmers with marginal landholdings, to higher performance tractors with superior features, theyve revolutionized the farm equipment space. 11. FINANCIAL SERVICES: Mahindra Finance and its subsidiaries offer a complete range of financial services and insurance solutions for both businesses and personal life. Their flagship financial services business provides vehicle, asset, and personal financing. Their general and life insurance broking services provide customers with security and protection. 12. INDUSTRIAL EQUIPMENT: Mahindra entered the industrial equipment market in 1992 with a range of high-efficiency conveying equipment for the cement industry. Their longstanding experience in manufacturing gave us a firsthand understanding of the importance of reliable and effective material handling equipment. They quickly expanded to serve the power plants, heavy chemicals, and mineral processing in addition to cement. 13. INFORMATION TECHNOLOGY: Mahindra has a leading presence in the global Information Technology (IT) industry, offering a full range of IT solutions and support through four outstanding companies with special expertise. They design industry-specific IT solutions to help our clients take advantage of the new opportunities and adapt to the new challenges of a changing world. 14. LERE HOSPITALITYISU: When they entered Leisure Hospitality in 1996, very few affordable vacation options were available for Indian families. They saw a tremendous opportunity to open up a new industry and bring real benefits to a large segment of underserved customers. 15. LOGISTICS: The transportation needs of our automotive sector drew us into the logistics business in 2000. The success of our internal strategic operation led our expansion to serve a variety of corporate customers across many industries. 16. REAL ESTATES: Their innovative integrated business cities are revolutionizing the way Indians work, live, and play. Working with the Indian government’s Special Economic Zone scheme, they’ve created two brand-new cities designed to facilitate business excellence and a relaxed, healthy lifestyle. 17. RETAIL: Their first retail foray, the Mom Me retail chain, positions us as first movers in the market for maternity and baby needs. Before their entry, Indian mothers had to visit an array of shops to buy here, baby healthcare supplies there, and nursery furniture at a third place. 18. TWO WHEELER: Mahindra became the first Indian two-wheeler manufacturer to enter the Moto Grand Prix Championships, showcasing their engineering and technology expertise on a platform where the best in the world compete. We aim to grow into a major player in the Indian Two Wheeler industry with a robust presence in all product segments. 2.3. SWOT Analysis Strength 1. Global Presence 2. Broad range of research and development services 3. Broad service portfolio 4. Strategic alliances 5. Strong financial position, company has revenue of US $ 1.8 billion and employee strength of 33,353 Weakness 1. Low operating margin of other group of companies. Opportunities 1. New Brand Identity and synergy with the parent company 2. Launching BPO services 3. Huge potential in domestic market 4. Increasing in Global IT spending Constraints 1. Potential negative impact of Satyam related litigation 2. Emergence of potentially disruptive technologies/practices, data security breaches 3. Fluctuations in currency exchange 4. Process Non-compliance 5. Increasing cost of Human capital 6. Risk due to increasing IT complexity 2.4. HR Departments at Mahindra Satyam Various departments under HR functions has been divided into 5 parts mentioned below 1. Recruitment 2. Generalist(Business HR/ Unit HR) 3. Training Development 4. Compensation benefits 5. MSLW(Mahindra Satyam Learning World) Recruitment: The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates motivations and their fit with organizational requirements by interviewing and other assessment techniques. Generalist(Business HR/ Unit HR) : This department understands the business areas they support, key drivers in developing that business, potential barriers to the success of the business and through this understanding and delivering customer focused HR solutions to the business to support its strategy. Training Development: Handles a planned activity conducted after a thorough need analysis and target at certain competencies, most important it is to be conducted in a learning atmosphere in order to improve an employee’s performance. Compensation benefits: The Compensation Benefits (CB) specialist looks after the pay structures and fringe benefits of employees within the organisation. The role aims to provide equity and consistency in how salaries and benefits are put together across different levels. At their most strategic level,  the CB specialist can devise salary levels, incentives, commission structures and benefits packages that can affect the performance of an entire organization. MSLW (Mahindra Satyam Learning World): an  enterprise-wide learning ecosystem that captures and delivers the learning and development needs of all our associates through a single platform has been setup. Courses such as induction, entry-level training, continuous competency development, performance evaluation, and career-path development have been offered. 2.5. Structure of Recruitment department at Mahindra Satyam Figure 1 Depicts the structure of the HR Recruitment department at Mahindra Satyam Management Campus Associate Referral Msat Career site Recruitment Agencies Print Media Engineering Campus E Sourcing Direct Applications Recruitment Lead Recruitment Lead Recruitment Lead Team Members Team Members Team Members CHAPTER III – DISCUSSION ON TRAINING 3.1 Roles and Responsibilities 1. Roles * Sourcing profiles * Scheduling interviews * Collect the list of short listed candidates from the tech panel * Conducting HR Round * Collecting required documents for offer release * Preparing trackers on status of the candidates(Shortlisted/Rejected) 2. Responsibilities * Releasing offers * Ensuring that the pre-job formalities have been done before on boarding 3.2 Description of task a) Sourcing profiles as per the Job Description b) Calling the candidates and assuring with them whether they are looking for a job change or not. Collecting information such as Total experience (Texp), Total relevant experience (Rexp), Current salary (CCTC), Expected salary (ECTC), Current location and Notice period (NP). The format is shown below in the table. c) Sending the profiles of the interested candidates to the technical panel. The report was in below shown format. Table no.1 Depicts the format in which the details of the interested candidates are sent to the tech panel S.no| Name | Email id | Contact No.| Current Company | Texp| Rexp| CCTC| ECTC| NP d) Scheduling interviews (Telephonic / face 2 face) for shortlisted candidates and sending interview call letters to the candidates. e) Blocking the schedule of the tech panel as per time slot provided by the candidate. f) Verifying whether the interview has been done as per the schedule. If not rescheduling the interview if required. g) Checking with the tech panel whether the candidate has been shortlisted or rejected. h) If shortlisted, whether the candidate has to take up another round of interview (generally with the clients). i) If the candidate has cleared all the mandatory rounds, conducting a HR round with candidate. Asking questions such as why are you looking for a change, negotiations on CTC, communication skills and rating them accordingly in the IOS sheet (Interview Observation sheet). The rating in the IOS Sheet is in the form of SMART. Example of IOS sheet is shown in Figure no. 3 All the details in the IOS are filled up as per the candidate’s performance in the Technical and HR round: 1. Circle: Circle in the IOS refers to the Competency development group i.e entire Mahindra Satyam is divided according to the functions they perform. The Competency development group(CDG) comprises of three parts a) Integrated engineering services (IES) * PEG (Product Engineering services) * AES (Aerospace engineering services) b) Infrastructure management services(IMS) c) Consulting Enterprises Services (CES) 2. Applicant id : It is generated through ERP system i.e. Oracle people soft system by giving in some information such as Passport No, Date of birth, e-mail id and providing in all general details of the candidate. 3. Rating: Tech panel and HR rating are as per SMART scale wherein S – Excellent M – Good A – Average R Below average T – Inefficient 4. Band: Mahindra Satyam does not have designation rather it has bands to represent the position and the roles of an employee. They have bands such as S1 , S2 , U1 , U2 determined by years of experience and various other factors. 5) Deviation: They could be certain deviation from the interviewers matrix, they are: * Hike deviation: Generally Mahindra Satyam provides a salary hike of 30% on the current CTC. But if the candidate is expecting salary hike * more that 30%. Then it is called as deviation in the salary matrix; in that case we need approvals. * Grid deviation: If the candidates are demanding a higher band than the provided band, then we need to take approvals from Chief operating officer. 6) Notice Pay: If the candidate has a certain notice period and we want the candidate to join immediately. Then few companies have buy out option so that the companies relieves the candidate immediate on the payment of certain amount. That is known as Notice pay. 7) Background reference no.: Before an employee is given an offer letter, Mahindra Satyam has a background check of the candidate. Documents such as address proof, virtue template, previous company service certificate, Current Company offer letter, 2 months’ salary slips, highest degree certificate and mark sheets are to be produced to the BG vendor for the BG verification. Once BG verification is done, BG vendor produces a BG Reference no. which assures that all the provided details are correct and also can be used for future reference checks. Figure No.3 Depicts the IOS Sheet j. Sending a list of documents that the candidate is supposed to send for BG verification and Offer release if he/ she has been shortlisted. k. Releasing  the offer letter of the candidate through the ERP system if all the supporting documents and background check has been done. l. Preparing a tracker on how many candidateswhere scheduled for the interview and how many candidates have been shortlisted. Was the requirement closed or not. If not, checking what were the qualification or key words for the selected candidates so that it can be used for further search of candidates. m. Calling and updating the selected candidates the DOJ as they might be certain rejections from candidate side. n. To assure that the new joinee has done all pre – joining formalities (To fill up the virtue in the company website, Health checkup etc.) to avoid any discrepancies during on – boarding. CHAPTER IV – ANALYSIS OF RESEARCH UNDERTAKEN 4.1. Background In the current corporate scenario, the most important resource for any organization is Human Resources. Managing human resources has become ever more complicated through the generations. In Human Resource Management, recruitment plays a very crucial part. Recruitment creates a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. People are integral part of any organization today. No organization can run without its human resources . In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type  of people on organization needs. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. An enterprises grows, diversifies, take over the other units all  necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:- 1. Recruitment 2. Selection 4.1.1. Recruitment: It refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means through online, newspapers, using newspaper dedicated to job advertisement. A recruitment process should be: * Efficient Cost effective in method and sources * Effective Producing enough suitable candidates * Fair Ensuring that decisions are made on merit without discrimination 4.1.2. Selection:Selection is the process of identifying individuals who have relevant qualifications/experience/skills and competencies to fill in the jobs. Once there is a pool of applicants for a job, the next step is to select the best candidate for the job. Selecting the right employees is critical because: †¢ The organizations performanceisdependentonitsemployees.Employeeswiththerightskillsandattributeswilldoagoodjob. †¢Itiscostlytorecruitandhireemployees.Hiringandtraining a new employee costs a lot of money †¢ Incompetenthiringcouldimpactthe organization inabigway.Theemployeemaycommitwrongfulactthatwillimpactthe image ofthe organization adversely. 4.2. RESEARCH METHODOLOGY 4.2.1. STATEMENT OF PROBLEM For the leverage of organization development, efficient workforce is necessary. The purpose of the report is to overcome the recruitment challenges and improve the selection methods to hire efficient employees with the motto of low cost and profit maximization. 4.2.2. OBJECTIVES OF THE STUDY †¢To study the existing recruitment and selection process at Mahindra Satyam. †¢To study various factors involved in recruitment and selection process. †¢To find employers and employees opinion about present process and provide asuggestion for improvement. 4.2.2. SCOPE OF THE STUDY Recruitment life cycle starts from sourcing the profiles, through referral program or through any other sources we get required profiles for the next round. Once the candidate got selected, one needs to follow up the candidate till he/she joins the company. This project is useful to know about the entire recruitment cycle in Mahindra Satyam, including the effectiveness of recruitment cycle. 4.2.3. METHODOLOGY Sample Size Design: * 25 samples are collected from the employers. * 25 samples are collected from employees. Sampling Process: Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units. The method of convenience sampling is also called the chunk. A chunk refers to that fraction of the population being investigated which is either by probability or by judgment but by convenience. Sources of data collection: * Primary data:Data which were a fresh and for the first time. To obtain the primary data a questionnaire has been prepared for both the employers and the employees and were generated to get the feedback. And this questionnaire was designed to find out the effectiveness of Recruitment and Selection process. * Secondary Data: Secondary data is collected from internet, registers, records, journals, articles, magazines and annual reports of the organization to study the recruitment life cycle of Mahindra Satyam. Data collection Instrument: For the collection of primary data questionnaire has been used .Since it is one of the effective way of collecting the data but the design begins withanunderstandingofthecapabilities of aquestionnaire and how they can help in research. If it is determined that a questionnaire isto be used, the greatest care goes into the planning of the objectives. Tools for analysis: Percentage analysis: In percentage analysis, charts like bar chart and pie charts are used topographically represent the results from percentage analysis of the questionnaire. Limitations * The period for study is one month, so the detailed analysis about the process isdifficult. * The study was made only with limited number of samples. * The respondents may give false information. * The study is limited to Bangalore office 4.3. Recruitment process at Mahindra Satyam Recruitment Procedure in Msat: 4.4.1. Requirement: Whenever there is requirement in a project, respective project head shares the requirement in following format with the recruitment head. Format as follows Table no. 4 Represents the format when there is a vacancy No. of positions| | Years of experience| | Role of the profile| | Technical skills| | Job description| | Work location| | Salary range(if any)| | Once the recruitment head receives the above format, he/she shares with the respective team head of the recruitment, and then team head shares with the recruiter of that specific skills. 4.4.2. Sourcing: Once the recruiter receives the format, he/she starts sourcing. Sourcing is very important step in recruitment. As we know the definition, right person at right time in right position is the motto of recruitment. So to get right candidates, sourcing is to be done by using different sources. Mainly we source from naukri, monster and recruitment agencies. Firstly we check referees and then we go for external sourcing methods. Depending on the number of positions it to be filled, recruiter sources the profiles accordingly. Recruiter also source profiles till technical team satisfied with the profiles and till the positions got filled. 4.4.3. Interview: Once the recruiter get the required number of profiles, shares the profiles with the technical team by keeping the profiles in track to avoid duplicates. Technical team shortlist the profiles either by telephonic or face to face interview and then shares the shortlisted profiles to the recruiter. Recruiter then conducts hr discussion and salary discussion with profiles and then sends all the documents of the candidate to BG team. 4.4.4. Offer letter: If the shortlisted candidate profiles are gone through the BG team, and if they are not fake, offer letter will be released to the candidates. Depending up on the notice period of the candidate’s current company offer letters are released. 4.4.5. Joining: Once the candidate received the offer letter, he/she may join or may not join the company. Joining of the candidate is very crucial part in entire recruitment life cycle. One needs to solve the issues of the candidate related to joining. Candidate may or may not satisfy with salary offered, may or may not interested in the role discussed or may fail to complete joining formalities. Follow up team plays very crucial role in recruitment, this team is responsible to increase the percentage of joining then rejections. Their main role is to solve all the concerns of the candidates as soon as possible and negotiate with them to join in the company then the mentioned date in offer letter.Roles and responsibilities of follow up team will be discussed in the next project. 4.4.6. Findings: COMPARITIVE ANALYSIS Net Joining Figure no. 2 Depicts the net joining of Mahindra Satyam with various other competitors for the year 2012 2013 | Q1| Q2| Q3| Q4| Infosys| 1026| 7646| 5311| 3041| TCS| 3271| 10717| 12497| 11700| Wipro| 4854| 2975| 3591| 2894| Mahindra Satyam| -932| 346| 764| 434| Source: cite hr Comparison: Table No.4 Net joinings when compared with competitors (Quarterly) * The highest recruitment in the FY2012-13 was done by Tata Consultancy Services. * Mahindra Satyam has shown signs of revival very strongly post the rough patch the organization faced in 2009. * The Referral fee paid in India of the three organizations are given below : The maximum referral fee paid is equal for all the three organizations. The Minimum referral fee paid is the highest in Mahindra Satyam. The referral fee paid abroad are given below – | Infosys| MahindraSatyam| TCS| Min| $1000| $750|  £750| Max| $3000| $2000|  £2,000| The minimum referral paid for referrals abroad is $750 (Mahindra Satyam) and the maximum is $3000 (Infosys). Non Cash Rewards – Mahindra Satyam: At Mahindra Satyam, every quarter the B-Channel Team develops a new scheme which involves non cash rewards (Ex. IPhone, LCD TV, etc) where the employee with highest number of referrals (joinings) is presented the prize. The referral fee is also paid during these schemes. Apart from this, employees who have referred a considerable number of applications are presented with prizes (Ipod, MP3 Players, Travel Vouchers,etc). This is done with a view to encourage employees to participate in the employee referral program and do not get discouraged by the fact that only one employee has won the prize. Infosys TCS: Infosys TCS do not have a policy of giving non cash rewards to its employees in the Employee Referral Program. Wipro:- Wipro gives out non cash rewards in the form of LCD T.V., Home Theatre, Foreign Holidays, etc. 4.4. ANALYSIS AND INTERPRETATION OF DATA Charts Prepared Based on Hr.’s Employees Feedback 4.5.5. DEMOGRAPHICS OF THE RESPONDENTS: 4.5.6.1. AGE Table no.5 Showing different age groups of the respondents (N=50) AGE | NO. OF RESPONDENTS| PERCENTAGE| 18 – 25 | 12| 24| 26 – 35 | 21| 42| 36 – 45 | 10| 20| 45 Above | 7| 14| (Source: Primary Data) Graph no.1 showing different age groups of the respondents Inference:From the above table it can be analyzed that 24% of the employees were between the age group 18-25 (young age), 42% of the employees were between the age group 26-35 (mid-age) , 20 % of the employees were between 36 – 45 years and 14 % are above the age of 45. 4.5.6.2. GENDER Table no. 6 Showing gender of the respondents (N=50) GENDER| NO. OF RESPONDENTS| PERCENTAGE| | | (%)| FEMALE| 18| 36| MALE| 32| 67| TOTAL| 50| 100| (Source: Primary Data) Graph no.2 Showing Gender of the respondents INFERENCE: From the above graph it can be seen that 67% of the employees are Male and 33% were Male and hence it can be inferred that the company has more male employees. 4.5.6.3. YEARS OF EXPERIENCE Table No. 7 Depicts the years of experience of respondents (N=50) Years of Experience| No. of respondents| Percentage| 0 2 years| 6| 12| 3 5 years| 16| 32| 6 8 years| 12| 24| Above 8 years| 16| 32| (Source: Primary Data) Graph no.3 Showing years of experience of the respondents INFERENCE : From the above graph we can say that 12% of the respondents are having 0 – 2 years of experience, 32% are having 3 – 5 years of experience, 24% are having 6 – 8 years of experience and 32% are having above 8 years of experience. So it can be analyzed that there are majority of employees who are having 3 – 5 and Above 8 years of experience. 4.5.6. FEEDBACK FROM THE HR PERSONNEL 4.4.2.1 Major source used for recruitment Table No. 8 shows the major source used for recruitment process (N=25) Source| Respondents feedback| Percentage| Campus recruitment| 4| 16| Sourcing (Job Portals)| 9| 36| Employee referrals| 7| 28| Consultancies| 5| 20| (Source: Primary Data) Graph no.4 Depicts the major source of recruitment INFERENCE: From the above table it is clear that the major source of recruitment is through sourcing through job portals i.e. 36% of the HR personnel use Job portals for recruitment process. However, it has been noticed that if the Employee is a fresher then Campus recruitment is a preferred source. And if it is a lateral employee then the other sources are mostly preferred. Since at Mahindra satyam they have HR recruiting team separate for freshers and laterals therefore the ratio varies. 4.4.2.2. Factor Which Affects To Recruit Best Candidate Table No. 9 Depicts the factors that influence to recruit the best candidate (N=25) Factor| Respondents Feedback| Percentage| Image of the organization| 4| 16| Internal organizational policies| 2| 8| Job Profile| 10| 40| Package offered| 8| 32| None of the above| 1| 4| (Source: Primary Data) Graph no.5 Factors which affects to recruit best candidate INFERENCE:So this implies that Job profile is the most attractive factor for influencing an individual to apply for a job at Mahindra Satyam followed by Package offered and Image of the organizational policies. 4.4.2.3. Employer’s opinion about the process for identifying job vacancies Table no.10 Depicts the process for identifying Job vacancies (N=25) Opinion| Response| Percentage| Step by step process| 17| 68| No step by step process| 8| 32| (Source: Primary Data) Graph no.6 Shows the process for identifying Job vacancies INFERENCE: 17 respondents said that their organization follow a step by step process withcertain rules and regulations in identifying job vacancies and 8 respondents said that their organization does not follow a step by step process with certain rules and regulations in identifyingjob vacancies. 4.4.2.4. If shortlisted applicant cannot be interviewed on the scheduled day Table No. 11 Shows what action is to be taken if the shortlisted applicant cannot be interviewed on the scheduled day (N=25) Opinion| Respondents| Percentage| Offer another date, location| 14| 56| Will hold the applicant| 7| 28| Exclude that person from the process| 4| 16| (Source: Primary Data) Graph no.7 Shows action to be taken if shortlisted candidate cannot be interviewed on the scheduled day INFERENCE: 56 % of the employers feel that it is better to offer another date, location as they don’t want to loose an opportunity to absorb the best candidate. 28 % would prefer holding the applicant and least employers would exclude that person from the process. 4.4.2.5. Barriers to Effective Recruitment and Selection Table No. 12 Depicts the Barrier to effective recruitment and selection process (N=25) Barrier| Response| Percentage| Shortage of qualified applicants| 7| 28| Competition for the same applicants| 9| 36| Difficulty finding and identifying applicants| 9| 36| (Source: Primary Data) Graph no.8 Shows the barriers of effective recruitment and selection process INFERENCE:The main objective of selection is to hire people having competence and commitment. This objective is often defeated because of certain barriers. It has been observed that both Competition for the applicants and difficulty in finding and identifying applicants is are the major barriers of the recruitment process. 4.4.2.6. Opinion of the employer for various questions These questionshave been clubbed together for ease of analysis since they have only two options Yes and No as their options. Table No. (N=25) Opinion| Yes | No | Is job analysis conducted for each position| 19| 6| Consider internal candidates before external recruitment| 21| 4| Do you accept late applications| 9| 16| Is JD provided for all job vacancies| 20| 5| organization measure the cost of recruiting sources| 17| 8| (Source: Primary Data) Graph no.9 Opinion of the employer for a set of questions INFERENCES: * It can be inferred from the above that job analysis is conducted for maximum roles however about 6 respondents out of 25 say that job analysis is not conducted for few roles. * 21 employers say that they consider internal candidates before external recruitment however 4 respondents contradict the statement. * 9 respondents said that they do accept late application as they don’t want to lose the right talent which is one of the major factors in recruitment â€Å"Choosing the right talent at the right place and right time†. So, it depends on the criticality of the Job/Role. But, 16 respondents out of 25 said that they don’t accept late applications. * It can be inferred from the above the graph no. 9 majority of then provide Job Description for all job vacancies however 5 respondents say that Job description is not provided which might lead to acquire improper talent. * It has been seen that out of 25, 17 say that Organization measures the cost of recruiting sources however 8 respondents said that organization doesn’t measure recruiting cost. Table No. 13 Opinion of the employer for a set of questions (N=25) Opinion| Yes | No | HR department perform all initial screening of candidates| 22| 3| Panel interviews are used| 15| 10| Allow a referee as a panel member| 4| 21| reference checks considered on all candidates| 18| 7| Validate the tests used in selection process| 20| 5| Graph no.9 Opinion of the employer for a set of questions INFERENCE: * 22 of 25 respondents say that they perform all initial screening of candidates however rest all say that they do not perform any initial screening. * 15 respondents say that panel interviews were used and 10 respondents say that they don’t prefer having panel interviews. * It can be inferred from the above tables that the person who gives reference cannot take interview of the candidate. * 18 respondents say that they perform reference checks and 7 respondents say that they don’t perform reference checks. * 20 say that they validate the test before taking interview since they have technical tests which might be helpful in screening the candidates and 5 said that they don’t validate the test. 4.4.2. Feedback from the Employees 4.4.3.1. Sources your organization rely heavily for recruitment Table No. 14 Depicts sources through on which Mahindra Satyam rely heavily for recruitment (N=25) Source| Respondents| Percentage| Internal| 16| 64| External| 9| 36| Total| 25| 100| (Source: Primary Data) Graph no.9 Source organization rely on for recruitment INFERENCE: Employees feel that their organization depends on internal sources i.e 64 % of the employees have a perception that their organization depends on employee referral rather than any other sources. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality  of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.4.3.7. Channel an individual would prefer easy to post resume Table No. 15 Shows Channel an individual would prefer to post resume (N=25) Channel| Response| Percentage| job sites| 8| 32| company websites| 2| 8| Consultancy| 5| 20| Referrals| 10| 40| (Source: Primary Data) Graph no. 10 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 40% of employees prefer posting their resumes to referrals as it is one of the effective sources of recruitment followed by job sites by 32%, consultancy by 20% and company websites by 8%. As it was seen in the previous inference drawn by the employers that employee referrals is one of the most effective source which attracted the pool of talent so is with the employees that they prefer posting their resumes to employees assuming that the probability to get selected is high. 4.4.3.8. Source through which the respondent got recruited at Mahindra Satyam Table No. 16 Source through which the respondents got recruited at Mahindra Satyam (N=50) Source| Response| Percentage| Newspaper sources| 2| 8| Journals/Periodicals| 1| 4| College recruiting| 8| 32| Employee referral| 9| 36| Job portals| 5| 20| (Source: Primary Data) Graph no. 11 Shows Channel an individual would prefer to post resume INFERENCE: It has been observed that 9 Employees have been recruited through Employee referral, 8 being employed through college recruiting, , 5 through Job portals, 2 through newspapers and 1 being employed through periodicals/Journals. 4.4.3.9. Type of questions employers asked in the interview Table No. 17 Shows the type of questions asked during interview (N=25) Type of questions| Response| Percentage| Relaxing questions| 6| 24| Tough questions | 10| 40| Icebreaking questions| 9| 36| (Source: Primary Data) Graph no. 12 Depicts the type of questions asked during interview INFERENCE: It has been inferred that 40% of the interviewers prefer asking Tough questions during the interview whereas 36% prefer asking icebreaking questions and 24 % prefer asking relaxing questions. 4.4.3.10. Opinion of the employee for various questions These questionshave been clubbed together for ease of analysis since they have only two common options Table No. 18 Shows Opinion of the employee for various questions (N = 25) Opinion| Yes | No | Visit the website of the company before the interview| 19| 6| Ever rejected an offer in any company| 16| 9| Satisfied with the selection techniques | 17| 8| test and the interview process is lengthy| 9| 16| Were questions given prior to the interview| 0| 25| Were you comfortable with your interviewer| 15| 10| Were all the candidates interviewed in the same way| 20| 5| Were people involved in recruitment supportive to you| 18| 7| Was induction/training provided after joining | 12| 13| Graph no. 13 Depicts the Opinion of the employer for various questions INFERENCE: * From the above figure we can infer that 19 employees gothrough the company website before attempting the interview however 6 do not prefer going to the company website. * Depending upon various factors16 people rejected an offer from a company but 9 of them never rejected an offer. * In the recruitment process 17 employees are satisfied with the selection techniques and 8 employees are dissatisfied. * In the interview process 9 employees felt that the process has been lengthy and 16 employees felt that it was not much lengthy. * In the selection process none of the employees were given questions prior to the interview. * It can be inferred that 15 respondents of the 25 were comfortable during the interview however 10 of them felt uncomfortable during the interview. * 20 Respondents say that all the candidates were interviewed in the same way rest all say that they were biased. * It can be inferred that the recruitment team was pretty supportive to them with 18 out of 25 supporting the statement rest all were not satisfied with the recruitment team. * Training was provided to 12 out of 25 respondents rest all were not provided as major of them said that they already worked in the same domain was the main reason for not being provided training. 4.4.3. Analysis Of Opinion Regarding Respondent Being Employer And Employee And Rating About Recruitment Selection Process Table No. 19 Shows observed countfor rating on recruitment process (N=50) RESPONDENT | RATING ABOUT RECRUITMENT AND SELECTION PROCESS | | Effective | Very Effective | Not Effective | No opinion| Total| EMPLOYER | 5| 14| 5| 1| 25| EMPLOYEE | 7| 7| 6| 5| 25| Total | 12| 21| 11| 6| 50| Percentage (%)| 24| 42| 22| 12| 100| (Source: Primary Data) Graph no. 13 Rating about recruitment and selection process INFERENCE: 24% employers rated that the process is effective, 42% of employers ratedthat the process is very effective, 22% of employers rated that the process is not effective,12% of employers said no opinion about the process. Referrals generated by recruiters directly soliciting them from prospective candidates and new employees will have a measurable and positive impact on the quality of hire (studies show referrals make better performing hires), cost-per-hire (little to no cost for these referrals), and time-to-fill ratios. 4.5 Findings * A majority of the respondents prefer to post their resume through Job referrals and job sites. * The percentage analysis shows that the organization relies heavily on internal sources. * A majority of employees inferred that they are satisfied with the response given after recruitment. * A majority of employers inferred that there organization is following a step by step process with certain rules and regulations in identifying job vacancies. * The percentage analysis shows that the organization is conducting job analysis and job description for each job position. * Most of the employers inferred that they are measuring the cost for the recruitment sources by comparing the validated budget versus approved budget. * It has been inferred that the employees are satisfied with the present recruitment and selection process. * Major barrier for effective recruitment and selection process are competition for the same applicants with the competitors and difficulty in finding and identifying applicants * Major source of talent is obtained through Employee referrals. 4.6 Conclusions This project â€Å"A STUDY ON EFFECTIVENESS OF RECRUITMENT ANDSELECTION PROCESS† was helpful to know about the recruitment and selection process at Mahindra Satyam. This study inferred that most of the employers andemployees are satisfied with the present process. This study was helpful to study thesources of recruitment and selection techniques methods used.The study on recruitment and selection is more an ART rather than a process HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge onindividual merits and set the same standards for all. In the present scenario, â€Å"It is the biggest challenge for a HR manager to hunt for talent. 4.7 Recommendations: * From the study, it is found that majority of the employees prefer to post their resume in companies website and referrals. So the company can have exclusive career link in its website to post resume. * By using a separate link with resume screening software, the resumes can be screened and managed effectively. * It has been noticed that relocation is the main problem for a candidate’s rejecting an offer. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate. Since it has been seen that Employee referrals is one of the major source or recruitment. So the following steps could be taken to make the employee referral program more effective and productive – 1. Rapid Response – The referral team should respond to the referred candidate and referring employee within reasonable time so that the employee feels his contribution is being considered and recognized. 2. Priority Processing – The referred applications should be given a priority for processing over other sources to ensure that the employee and the referral feel that they are special. 3. Expedited Interviewing – To promise that all employee referral candidates are interviewed within a certain number of days. 4. 5. Increase Recognition – Apart from the monetary and non-monetary rewards, employee recognition should be emphasized on. This can be done by publicly recognizing employees and managers for participating in the process. It can either be a small personalized thank you note or even an announcement through the notice board. 6. Referral Activities – Visiting top performers and coach them through a talent discovery exercise to generate referrals for a particular need. 7. Educate and encourage – Fighting corporate policies that discourage social media participation and  educate employees and managers about how to effectively use social networks for professional purposes, and then encourage mass participation. Also educate them regarding the advantages of employee referral program, so that each and everyone actively participate in the process. Apart from that the organization can rely on proactive referrals in the following ways – 1. On-boarding Referrals – Through this step, the organization can ask the new hires to make referrals during on-boarding. This can be very effective as they would have a larger network to access from as compared to the present employee’s social network. 2. Follow up Interviews – Following a successful referral, interview the referring employee to thank them for the contribution they have made. Also find out how they sourced the new hire from their network and ask for additional referrals. 3. Referral Events – To hold referral events and hiring parties for referrals in order to garner attention, to educate and get spot referrals. 4. A Referral Database – To develop a pool of referrers who can be proactively approached. Select these individuals based on their past referrals and the likelihood that they would know someone with a particular skill set. BIBLIOGRAPHY 1. www.ere.net 2. www.hrworld.com 3. www.citehr.com 4. www.mahindrasatyam.com 5. www.infosys.com 6. www.tcs.com 7. www.timesjobs.com ANNEXURE STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employers) EMPLOYER PERSONAL DETAILS 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT 1. What type of process are there for identifying job vacancies in your organization? a) Follow step by step process with certain rules. b) No step by step process. c) Not aware. 2. Is job analysis conducted for each position? a) Yes b) No 3. Do you give consideration to internal candidates for all jobs before outside recruitment begins? a) Yes b) No 4. Do you accept late applications? a) Yes b) No 5. Is there any job description for each vacancy including the purpose, tasks and responsibilities? a) Yes b) No 6. Which recruitment source do you feel is effective from the below? a) Newspaper sources b) Professional journals/periodical c) Campus recruitment d) Employee referral e) Consultancies f)All the above 7. Does your organization measure the cost of these recruiting sources? a) Yes b) No If yes specify: 8. Identify any one factor which affects you to recruit best candidate? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above SELECTION 11. Do you have any standard pattern in selection process? (From initial interview to final placement) a) Yes b) No 12. Does HR department perform all initial screening of candidates? a) Yes b) No 14. Are panel interviews are used? a) Yes b) No 15. Can you allow a referee as a panel member? a) Yes b) No 16. Are reference checks considered on all candidates? a) Yes b) No 17. Are candidate telephone interviews, teleconferencing or video conferencing conducted before personnel interview? a) Yes b) No 19. Do you professionally validate the tests used in selection process? a) Yes b) No 20. What your organization will do if short listed applicant cannot be interviewed on the scheduled day? a) Offer another date, location. b) Will hold the applicant and used whenever needed. c) Consideration may be given to exclude that person from the process. d) No opinion. 21. Does your organization conduct medical examination for employees during selection process? a) Yes b) No 22. Finally rate the recruitment and selection process used in your organization a) Effective b) Very effective c) Not effective STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN MAHINDRA SATYAM (Questionnaire for Employees) PERSONAL DETAILS: 1. Name : 2. Designation : 3. Age: a) 18 -25 b) 26 – 35 c) 36 -45 d) above 45 4. Marital status: a) Married b) unmarried 5. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years RECRUITMENT AND SELECTION 1. Did you visit the website of this company before coming for the interview? a) Yes b) No 2. What is your experience in this company? a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years 3. Which sources your organization rely heavily for recruitment? a) Internal sources b) External sources 4 .Which channel do you prefer easy to post your resume? a) jobsites b) company websites c) consultancy d) referrals 5. Through which source did you get recruited in this company? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral e) Job portals 6. Which type of recruitment sources reaches you soon? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral 7. Have you ever rejected an offer in any company? a) Yes b) No 8. State the reason for rejecting the offer. a) Relocation b) Salary c) Growth d) Others 9. State the reason for accepting the offer in this organization? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above 10. Are you satisfied with the response given after recruitment? a) Yes b) No 11. Are you satisfied with the selection techniques used in your organization? a) Yes b) No If No, give reason: 12. Do you feel that the test and the interview process is lengthy? a) Yes b) No 13. What type questions they asked you in the interview? a) Relaxing questions b) Tough questions 14. Did they give the questions prior to the interview? a) Yes b) No 15. Did you felt comfortable with your interviewer? a) Yes b) No 16. Were all the candidates interviewed in the same way? a) Yes b) No If No, state reason: 17. The people who are all involved in the recruitment and selection process were very supportive to you a) Yes b) No 18. The final decisions about the appointment should be based only on merit? a) Yes b) No If No means state reason: 18. Did your organization provide you induction or orientation programme after placement? a) Yes b) No If yes means mention how effective and useful, 20. Finally how much you satisfied with the present recruitment and selection processfollowed in your organization? a) Satisfied b) Highly satisfied c) Dissatisfied d) Highly dissatisfied e) No opinion