E-recruitment Essay Example for Free

E-recruitment Essay This is,in my opinion, a development that is inevitable and wil be long lasting, yet appeared to be difficult to implement. As my interests are in Human Resource management, I fenced my research question by focusing on the implementation of e-recruitment and analyzing why the system did not deliver the desired outcomes. Literature assumed the relation between a proper implementation and a successful technology. Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. In this project more emphasize is given to the various E-recruitment processes or practices used in Indian people and it is also focused that how they differ among the old recruitment processes or practices. Effective E-recruitment is given a more knowledgeable and qualitative people who work related to the entire profile and given a best for his qualification. Its hierarchical structure gives preference to good knowledgeable person, and it is a best environment for attracting the best talent in the market. So, here are given some effective processes to go through a good job in the help of e-recruitment. Acknowledgement We would like to acknowledge our sincere thanks to our director who gave us an opportunity to prepare a grand project and prove our ability. Our sincere thanks to Prof Harsh Modha, our project guide who helped us a lot throughout this project and guided us in a right direction and his expertise in this topic also helped us to gain in-depth knowledge. We would like to gratitude our earnest thanks to the professors of MBA Department-NGI. â€Å"With sincere Regards†, Pooja Nimavat Declaration I am Pooja Nimavat, students of M. B. A – Sem. IV hereby declare that the project work presented in this report is our own work and has been carried out under supervision and guidance of Prof Harsh Modha,(Department of Management) Noble Group of Institutions, Junagadh Gujarat Technological University. This work has not been previously submitted to any other university for any other Examination. Date: 28-5-2011 Place: Pooja Nimavat. Executive Summary Recruitment is important for organizations since it performs the essential function of drawing an important resource into the organization. It has a strategic aim as it focuses on the need to attract high quality people in order to gain a competitive advantage. A new development in this domain is the use of the internet to attract potential employees to an organization, and is referred to as e-recruitment. Yet, in previous research it appeared that only 25% of the organizations indicated achieving strong success with e-recruitment (Chapman amp; Webster, 2003). In addition, e-recruitment success seems to be established by its process and procedure. Simultaneously, the consultancy is one of these organizations that report achieving only limited success with their e recruitment technology. Although it is known that e-recruitment success can be established by a successful e-recruitment implementation, further results regarding e-recruitment procedure are unknown. However, it is necessary to understand where of e-recruitment system comprises, because e-recruitment process is a matter of today. Therefore, the research goal is to good talented and  qualitative people are find out and give a good job opportunity and end the search of job. In comparison to other research, e-recruitment is, in this research, approached from the corporate perspective instead of the applicant view or interest. Based on a literature study, a theoretical framework is constructed to approach e-recruitment process. E-recruitment procedure consists of two groups of enabl ers, which are defined as e-recruitment system strength and e-recruitment management strength. The outcomes of e-recruitment are included as well, and referred to as success indicators. Based on this, three sub-questions are formulated: What are the characteristics of e-recruitment system strengths? What are the characteristics of e-recruitment types? What are the characteristics of e-recruitment success process? Based on document analysis and some recruitment process, these sub-questions are explored. It becomes clear that gains less success with their e-recruitment technology than expected. This cannot be grounded on factual data because of the missing tool, management reports. The technology turns out to contribute neither to time nor cost savings, and is perceived by users to be unfriendly. In addition, users pointed out that they find it even worse that the technology is applicant unfriendly. As these success indicators pointed out to be less positive, the technology seemed to be used in an appropriated manner. Returning to the assumption made in the beginning, there might be implied that the process was less-than successful, since a successful implementation should result in a system that delivers the desired outcomes. It reviews the list of objectives of the company and tries to achieve them by promoting the company in the minds of public. 2. It forecasts how many people will be required in the company. 3. It enables the company to advertise itself and attract talented people. 4. It provides different opportunities to procure human resource. Methods of Recruitment Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs. Companies can adopt different methods of recruitment for selecting people in the company. These methods are: 1. Internal sources 2. External sources The sources can be further explained with the help of following diagram: Internal Sources of Recruitment Internal sources of recruitment refer to obtaining people for job from inside the company. There are different methods of internal recruitment: 1. Promotion Companies can give promotion to existing employees. This method of recruitment saves a lot of time, money and efforts because the company does not have to train the existing employee. Since the employee has already worked with the company. He is familiar with the working culture and working style. It is a method of encouraging efficient workers. 2. Departmental examination This method is used by government departments to select employees for higher level posts. The advertisement is put up on the notice board of the department. People who are interested must send their application to the HR department and appear for the exam. Successful candidates are given the higher level job. The method ensures proper selection and impartiality. 3. Transfer Many companies adopt transfer as a method of recruitment. The idea is to select talented personnel from other branches of the company and transfer them to branches where there is shortage of people. 4. Retirement Many companies call back personnel who have already retired from the organization. This is a temporary measure. The method is beneficial because it gives a sense of pride to the retired when he is called back and helps the organization to reduce recruitment selection and training cost. 5. Internal advertisement In this method vacancies in a particular branch are advertised in the notice board. People who are interested are asked to apply for the job. The method helps in obtaining people who are ready to shift to another branch of the same company and it is also beneficial to people who want to shift to another branch. Employee recommendation In this method employees are asked to recommend people for jobs. Since the employee is aware of the working conditions inside the company he will suggest people who can adjust to the situation. The company is benefited because it will obtain. Advantages of Internal Recruitment 1. Internal methods are time saving. 2. No separate induction program is required. 3. The method increases loyalty and reduces labour turnover. 4. This method is less expensive. Disadvantages of Internal Recruitment 1. There is no opportunity to get new talent in this method.

A Hero of Our Time - Gregoriy Pechorin is No Hero Essay examples -- H

A Hero of Our Time  Ã‚  - Gregoriy Pechorin is No Hero Is Pechorin, the protagonist of Mikhail Lermontov's novella A Hero of Our Time an honorable man? Much of Pechorin's behavior proves him to be a cruel and insensitive man, who seems to bring only havoc and destruction to a situation. He is often aggravating, self-serving and insensitive to others. However in other instances, Pechorin proves himself to be the least reprehensible character. He shows himself to be a man with great self knowledge and knowledge of human behavior.   Ã‚  Ã‚   Pechorin can be seen as a dangerous man, who is insensitive and manipulative to others for self-serving reasons to the point of their destruction. Over the course of this book, A Hero of Our Time, Pechorin plays a major role, whether intentionally or recklessly, in the cruel destruction of four secondary characters: Princess Mary, Grushnitsky, Bela and Maxim Maximych.   Ã‚  Ã‚   Pechorin finds entertainment in playing with people's lives and emotions. Princess Mary, the young beautiful and slightly pompous Moscow princess and Grushnitisky, a young, arrogant, superficial and self-centered cadet, two young people beginning to fall in love, are Pechorin's victims. "The stage is set," Pechorin cries, delighted, to his friend Dr. Werner, "We'll see if we can provide a denouement for this comedy. Evidently fate means to see that I am not bored."(102-103) Envious of their happiness, particularly Grushnitsky's, as well as their utter blindness, Pechorin takes it upon himself to make sure their relationship is obliterated. He uses their individual and human weakness against them.   Ã‚  Ã‚   The most manipulated character of this novel is Princess Mary. The majority of her interactions with Pechorin serve only to... ... be truly blamed for his behavior because he is tormented by eyes that seek truth and purity in a corrupt and deranged society. Pechorin is a man of contradictions, for he writes honestly to himself, "I was born with a passion for contradiction. My whole life has been nothing but a series of dismal, unsuccessful attempts to go against heart or reason." (98)   Ã‚  Ã‚   Pechorin is a contradiction within himself. He is a disturbing and dangerous character masked behind the innocent facade of a beautiful and heroic young man. His redeeming quality is that he understands this about himself. However it isn't enough.    Works Cited and Consulted Brown, William Edward. ed. Critical Essays on Mikhail Lermontov. Boston: G. K. Hall & Co., 1997. Lermontov, Mikhail. A Hero of Our Time. Ed. Neil Cornwall. Trans. Martin Parker. Rutland, Vermont: Charles E. Tuttle, 1995.

Business And Organization: questions and answers Essay

1. Distinguish between an absolute advantage and a comparative advantage. Cite an example of a country that has an absolute advantage and one with a comparative advantage. Absolute advantage is when a monopoly exists in a country when it is the only source and product of an item. Meanwhile, a comparative advantage is when a country can supply products more efficiently and at a lower cost than it can produce other items. South Africa has an absolute advantage because of its diamonds. The United States has a comparative advantage because of the many products we produce. 3. What effect does devaluation have on a nation’s currency? Can you think of a country that has devaluated or revaluated its currency? What have been the results?Devaluation decreases the value of currency in relation to other currencies. Mexico is a country that has devalued their currency. The result of this is to make things less expensive. 4. How do political issues affect international business?Political issues affect international business by it helps to sell products overseas. 5. What is an import tariff? A quota? Dumping? How might a country use import tariffs and quotas to control its balance of trade and payments? Why can dumping result in the imposition of tariffs and quotas?An import tariff is a tax made by the nation on goods imported into the country. A quota limits the amount of products that can be imported into a country. Dumping is a country selling products at less than what it costs to produce them. A country uses import tariffs to protect domestic products by raising the price of imported ones. A country uses quotas by voluntary agreement or by government decree. Dumping can result in the imposition of tariffs and quotas because it permits quick entry into the market or a firm’s product is too small to have a certain level of production. 6. How do social and cultural differences create barriers to international trade? Can you think of any additional social or cultural barriers (other than those mentioned in this chapter) that might inhibit international  business?Social and cultural differences create barriers to international trade by cultural differences in spoken and written languages are different. A certain phrase in America can be defined as something very different and sometimes inappropriate in another culture. Body languages and personal space are also an affect. These differences can cause misunderstandings or uncomfortable feelings toward a specific business. Another cultural barrier may be a certain religion and something that person believes in. A business may be mocking a religion without knowing anything about it. 8. At what levels might a firm get involved in international business? What level requires the least commitment of resources? What level requires the most?A firm might get involved in international business at many levels, it depends on the commitment and effort a certain company decides to involve itself in international trade. The least commitment of resources is a small company on the level of less than 100 employees. The level which requires the most is a large company with more than 500 employees. 9. Compare and contrast licensing, franchising, contract manufacturing, and outsourcing. Licensing is a trade arrangement in which on company allows another to use its company’s name, products, patents, brands, trademarks, raw materials, and many others in exchange for a fee or royalty. Franchising is a form of licensing in which a company agrees to provide their name, logo, methods of operation, advertising, products, and other elements in return for a financial commitment and the agreement to conduct business in accordance with the original standard of operations. Contract manufacturing is when a company hires a foreign company to produce a specified amount of the firm’s product to specification. Outsourcing is transferring manufacturing or other tasks to companies in countries where labor and supplies are less expensive. All of these ideas are similar in the way it helps businesses expand their work into more areas of their own countries or in foreign countries as well. 10. Compare multinational and global strategies. Which is best? Under what circumstances might each be used?Multinational strategies are plans used by  international companies that involve customizing products, promotion, and distribution according to cultural, technological, regional, and national differences. Global strategies involve standardizing products for the whole world. The best is global strategies because it helps the world recognize different cultures and understand the way one culture believes to another. A global strategy is used by American clothing, movies, music, and cosmetics. A Multinational strategy is used by celebrities being advertised in one country but can’t be advertised in another because of the unfamiliarity. Book: Business Organization and Management

Transformational Leadership And Leadership Theory Essay

Transformational Leadership Theory was introduced in 1978 by political sociologist James Mac Gregor Burns and expanded by industrial psychologist Dr. Bernard Bass. In this theory, Burns differentiated two styles of leadership: transformational leadership and transactional leadership. In transformational leadership, it is a process where both the leaders and the followers elevate motivation and morality. The transformational leaders pay attention to the needs and motives of followers and help them achieve their fullest potential. They influence their followers’ behaviors by appealing to the ideas and values and enhance the followers’ commitment to their vision. transformational leaders exhibit behaviors which include idealized influence wherein the leader serves as the role model for followers; inspirational motivation – leader inspires and motivates followers representing the leader’s charisma; individualized consideration- leader displays concerns for t he needs and feelings of others which brings out the bringing out the follower’s best efforts and; and intellectual stimulation – the leader challenges followers to be creative and innovative. In transactional leadership, leader focuses on reward and punishment to achieve compliance from followers. For many reasons, transformational leadership is important because it transforms group members into individuals who excel beyond their own self-interests for the sake of the group or institution. 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