Loyalty Program of the Apple Inc Essay Example | Topics and Well Written Essays - 2500 words

Dedication Program of the Apple Inc - Essay Example The organization that is the subject of this exploration is Apple Inc., an American-based organization working in different nations, headquartered in the state if California. The organization has practical experience in the planning, creating and offer of hardware including programming, PCs, and PDAs. Likewise, the organization offers different administrations and items including Smartphones, tablets, internet browsers to give some examples. As of the year 2014, Apple extended to lasting employment opportunities to more than 72,000 individuals, and its benefit for same year remained at an incredible $182 billion. A portion of the contenders Apple faces incorporate Samsung, Nokia, and Microsoft among others, every one of whom offer either part of the comparative administrations or equivalent to Apple. With regards to the company’s unwaveringness program, Apple Inc. has been noted to have a severe one where a larger part of the clients scarcely fit the bill for it. As indicated by Meyer-Waarden, Apple’s clients are relied upon to go through a lot of cash for them to fit the bill for the company’s dependability program. Tragically, huge numbers of them don't hit the objective in this way stay with missing the treats the offers. Despite the fact that the organization has as of late declared an acclimation to its unwaveringness program prerequisites, it is still difficult for some purchasers to arrive at the objective. For example, Apple as of late reported that any school planning to have its study halls loaded up with the Mac PCs would to be sure appreciate a rebate. Such foundations will appreciate a rebate of 6% to 8% when the buys are produced using the organization. From the above discoveries, unmistakably Apple’s reliability program is needing, and requires improvement since there are different contenders who could profit by this shortcoming. While Apple has kept on offering still rivalry to different players in the business, its u nwaveringness program expects measures to ensure clients are held.

Critical review of paper Literature Example | Topics and Well Written Essays - 1000 words

Incredulous of paper - Literature audit Example In the investigation of Attitudes Towards Transferable Skills in Medical Undergraduates, there is a comprehension of how the mentalities and points of view of clinical understudies are manufactured. The idea applied with this examination was to characterize whether clinical college understudies accepted that transferable abilities were significant in getting their training and degree. The perspectives which were uncovered were required to be utilized as a test to instructors to choose whether there should have been a change with the educational program and learning styles that are offered in clinical schools just as how this keeps on influencing the aftereffects of understudies. The subjects of this investigation included first year understudies that were taken a crack at conventional style courses in graduate school. There was a division in sex too, explicitly to unravel any unmistakable contrasts between segment gatherings. The inquiries which were posed to included how significant the college understudies accepted transferable abilities were. This was trailed by inquiries concerning one’s own capacity with transferable aptitudes just as the impacts of their first year courses in making more abilities to get ready for the clinical calling (Whittle, Eaton, 2001). The examination of the particular subjects prompted a similar mentality among practically all first year understudies. Each accepted that transferable aptitudes were significant in moving into the correct profession field and accomplishing the required objectives as average understudies. It was additionally noticed that the entirety of the members accepted that hierarchical abilities and self †learning aptitudes were the most significant in building the right transferable abilities for the calling. The vast majority of the understudies had an elevated level of trust in their own aptitudes with male understudies having a fundamentally higher measure of certainty than ladies. It was likewise noticed that male understudies had more trust as far as self †learning, specialized aptitudes and the capacity to deal with

Transporting Troubled Teens Into a Treatment Program

Transporting Troubled Teens Into a Treatment Program Theories Behavioral Psychology Print Transporting Troubled Teens Into a Treatment Program By Kathryn Rudlin, LCSW Updated on August 13, 2019 Mixmike/Getty Images More in Theories Behavioral Psychology Cognitive Psychology Developmental Psychology Personality Psychology Social Psychology Biological Psychology Psychosocial Psychology What are the options when there are concerns about transporting a resistant teen to a program that could help them?  Perhaps youve found a treatment program to provide the help your troubled teen desperately needs, but your teen refuses to go and threatens to run away if you try to force them. Or perhaps you have fears your teen may try to physically harm themselves or someone else if you transport them to the program, especially if its far away.  In these situations hiring teen transport or escort service provides a possible solution.   What Is a Teen Transport Service? Emotions often run high in arranging for a teen to leave home to go into a treatment program. Teen transport services are designed to help by providing safe transportation and a therapeutic transition to programs such as wilderness therapy, residential treatment centers  (RTC) or residential drug treatment. The staff who work for these services anticipate resistance from the teens they transport, so they are trained to look for signs of anxiety or attempts to run and have a plan for how to respond. In most cases two agents or interventionists pick your teen up, catching them by surprise if needed, and take them to the program. The goals are to ensure safety during the transport and to educate and support the teen emotionally to make the transition from home to being in a treatment program. What Happens When a Teen Is Transported? Escort services vary in their specific approaches and procedures, but most share a similar overall strategy that takes place during five primary steps: Initial contact. You as parents develop a plan with the staff of the transport service that takes into account where your teen is going, concerns about getting them there and any special medical or emotional needs.Initial team arrival. You meet the team at the front door or outside the house to provide information about your teens current status, give the team items needed for your teens trip and describe the layout of the home, including potential escape routes.Intervention. This is usually the most difficult time for both teens and parents. You go into your teens room, wake them up if needed, introduce the team by name and provide a simple explanation that they are here to make sure your teen gets to the program safely. You then leave the room to reduce the opportunities for your teen to be verbally abusive or attempt to manipulate you and let the team take over. The transport team will firmly establish they are in charge and escort your teen to the transport vehicle.Transportation . The team sets boundaries for your teen and explains what behavior is acceptable and what is not. The team may be driving to the program or taking your teen to the airport, where one or both of the team members will accompany your teen on the plane. At this point, your teen will need to be calm and cooperative enough to fly. If not, the rest of the trip will need to be continued in the transport vehicle.Transition to the treatment program. As soon as your teen is in the vehicle, the staff starts preparing them for the treatment program that they will soon be entering by trying to decrease their anxiety, answering questions, providing information about what to expect and encouraging your teen to be open to giving the program a chance. The team stays with your teen until they are physically transitioned into the treatment program Does the Transport Team Come in the Middle of the Night? Sometimes they do and this is the image most parents have of teen escort services, but it is not the only option. In some cases taking a teen by surprise and getting them moving while too groggy to resist makes sense, but a good company will strategize with you to develop an intervention that happens where and when it will be in the best interest of your teen. Are Physical Restraints Used to Transport Teens? These services have somewhat of a reputation for handling teens aggressively, but this appears to be the exception rather than the rule. Initially, these companies were set up to handle only potentially combative or difficult teens, but now these services have expanded to be more supportive of both teens and parents. This shift in philosophy has also changed how most companies facilitate the transition. Interventionists or agents are trained to treat teens with respect, to verbally de-escalate aggressive and resistant behavior and to keep your teen safe through verbal means, resorting to physical restraint only when absolutely necessary. Most agents do carry plastic restraints or handcuffs to use if needed. No legitimate company uses pepper spray or other aggressive methods for teens. When Is Using a Teen Transportation Service Appropriate? The decision to use transport services to get a teen into a treatment program has to be made carefully by a parent, based on knowing your teen and learning about the services available. There are no firm guidelines for when to use or not use this service, but in most cases, this type of intervention is best suited for teens who are mean, aggressive, defiant, manipulative, angry or hostile. Other candidates for being escorted are teens who are abusing substances, or have a history of illegal behavior or running away. For teens who are depressed, cutting  or have an eating or mood disorder, parents are advised to be careful in making this choice and to only consider using a service that is focused on transporting teens in a positive manner, as it could do more harm than good in these cases. Hiring a therapeutic teen transport service is often a last resort but it doesnt need to be a negative experience and many times may be the only way to get a troubled teen the help they desperately need. This option is most often used for potentially volatile teens, but should also be considered for teens in need of extra support or when there is uncertainty about how a teen may react.

A Consideration of the Way Shakespeare Presents and...

A Consideration of the Way Shakespeare Presents and Develops the Theme of Blindness in King Lear Introduction ============ Throughout ‘King Lear’, Shakespeare uses the play’s characters to make judgements on society using blindness as a metaphor that runs through the play. He does this in a number of ways portraying characters that can be fooled by others’ flattery, or are easily manipulated or deceived, or simply have a lack of wisdom. As well as the horrific physical blinding of Gloucester, blindness is used as a metaphor for characters’ lack of insight, moral blindness, and a lack of perception into other’s needs and interests. Shakespeare illustrates the importance of seeing yourself†¦show more content†¦Unlike Albany, Cornwall has great insight into other characters and uses this to his advantage by manipulating and deceiving others. Cornwall however is morally blind, and unable to see the wrong of his actions. The outcome of Cornwall’s blindness is his death, his own servant turns on him, just as he turned on his host and his king. Shakesp eare illustrates poetic justice, in the downfall of Cornwall. To counterbalance Cornwall’s corruption, Albany grows in moral strength and gains awareness of justice and virtue. Like Albany, Edgar’s character develops throughout the play, he must suffer as Tom O Bedlam to truly understand Edmond’s trickery and more importantly himself. He reverts into a state of oblivion, and denies himself personality, money, food, and his position in society. From this state of nothingness, he builds his character, and so is no longer blind to himself, therefore can more easily start to understand the intentions of those around him. Edgar builds his character to the extent that by the end of the play, Shakespeare illustrates to the audience that he has the most insight and rewards him with the title of King. Lear is blind and irresponsible as father and ruler, he is preoccupied with appearances, he wishes to retain the trappings of majesty without the ‘cares and

How Technology Is Being Integrated Into Daily Instruction

ANALYSIS For my Foundations of Technology in Teaching and Learning course, I conducted two observations and implemented a lesson plan I created during the class. Both observations were to analyze how successful, technology was being integrated into daily instruction. The lesson plan I developed was designed to promote student collaboration using a Web 2.0 tool. On October 28, 2016 I observed Mrs. G. Green, at Mary McLeod Bethune Day Academy Public Charter School. I observed her 5th grade English Language Arts class. Teaching at a charter school, we are at an advantage as we have adopted the co-teacher model. This means in every classroom, there are two teachers, which makes it easier to rotate around the room to the different centers. The lesson I observed was on the text Esperanza Rising. For this lesson, students were asked to rotate three centers, the first center focused on completing the story map, the second focused on using prior knowledge to write narratives about the char acters and the last center focused on making comparisons about the author biography and actual biography. At the beginning of the lesson, Mrs. Green gave the students clear and concise instructions on the task for the English Language Arts period. While opening the lesson, Mrs. Green made sure she explained the task to students and reiterated the learning objectives to the students. At the beginning of the lesson while Mrs. Green was giving instruction, Ms. Brown the co-teacher was ensuringShow MoreRelatedEducational Technology in the 21st Century842 Words   |  4 PagesLynette Baltierrez Educational Technology in the 21st Century The 21st century has developed into a time where technology is everywhere. 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Restructuring of Sales and Marketing Free Essays

string(91) " lack of regular feedback about performance detracts from his or her quality of work life\." Restructuring of Sales and Marketing HRM/531 2010 MEMORANDUM To: CEO, Kathy Kudler From: Date:2010 SUBJECT: Restructuring of Sales and Marketing The purpose of this memorandum is to inform the CEO of Kudler Fine Foods, Kathy Kudler on the restructuring of the sales and marketing team in alignment with the new initiatives the company is striving for. The restructure will consist of five new positions to support the restructure of the sales and marketing departments. I will explain the job descriptions and qualifications of the five new positions. We will write a custom essay sample on Restructuring of Sales and Marketing or any similar topic only for you Order Now Secondly, I will explain the training program to enhance the skills and qualification of the new and current employees. Thirdly, I will explain methods for evaluating employees and team performance, including a progressive discipline process. Fourth, challenges for team performance will be evaluated using several factors. Fifth, a comprehensive incentive and benefits packages will be addressed. Strategies for managing employees’ career will be offered by promotions and educational opportunities. Lastly, a fair and appropriate compensation plan will be addressed. Job Description and Qualifications The first-level management position leading the sales and marketing team will be a Program Manager. Max James, PM, will research, develop, and implement a new marketing program for Kudler Fine Foods. The position requires him to define problems, develop a research plan, collect relative information, develop findings, scheduling and then take marketing and sales action. The new sales team will have a Marketing/Sales Manager. The manager must be able to identify problems, develop course of actions, analyze the course of actions, make a decision based on the analyzed courses of actions, and implement the decision. He or she will be responsible for planning, organizing, directing, and controlling the personal selling functions. He or she is to manage the marketing resources of Kudler Fine Foods. He or she must maintain a reliable, competent, dependable, and customer oriented department through training, supervising, directing and delegation of responsibilities of four team members. The manager must provide recommendations and feedback to the Program Manager on a bi-weekly basis. A Marketing Analyst will also be needed to support the Marketing and Sales Manager. He or she will be responsible for planning and executing the marketing strategy for products, services or ideas to create and enhance sales for Kudler Fine Foods. He or she must demonstrate the ability to work effectively under pressure and within a collaborative team oriented environment using sound judgment in decision-making. A Marketing Analyst must possess a strong relationship management skill with external and internal customers; He or she must possess excellent communication skills both oral and written and have strong presentation skills with the ability to translate analytics to reports. A bachelor’s degree in marketing, mathematics, statistics, a related field or equivalent education required. Two or more years of analytics experience including applying statistical tools and techniques to analyze consumer and market research required. A Marketing Communication Coordinator is another position needed to support the Sales and Marketing Manager. He or she will manage phone book, radio, newspaper, and television advertisement for Kudler Fine Foods. This position requires bachelor’s degree with 2 years experience in Marketing Communications environment. A Marketing Communication Coordinator must be able to execute multiple, time-sensitive projects at once for Kudler Fine Foods. He or she must have extensive knowledge of layout, design, print, photography, and website best practices. He or she must have familiarity with budgets and understanding of the importance of budget management. He or she must be proficient with all Microsoft Office applications, including Word, Excel and PowerPoint. Exceptional communications skills are required. The position also requires maintaining inventory of advertisement products and ensuring adequate supply of brochures and other materials are available upon request. Lastly, the department will need an Implementation Specialist. The specialist will support Kudler’s managers prioritize and launch new products by implementing new plans for upcoming/future years. The position requires excellent written and oral communication skills and presentation skills, including the ability to address a wide range of audiences. He or she must demonstrate success in product launches and history of initiative planning/organizing and implementation accomplishments. He or she must have strong problem solving skills. He or she must have a minimum of 2 years experience with new product implementations or experience in a product support role. The position requires a bachelor’s degree in business or marketing. Training Program The five new hired employees all will have some level of marketing and sales experience, but will need to go through training to become familiar with Kudler Fine Foods products, prices, current operation procedure, and organization structure. The training will outline current competitors based on current and previous market analysis. The training program will enhance sales and marketing knowledge in order to facilitate quantifiable achievement. The training will assist the new hired team in their duties and responsibilities as it’s relate to Kudler Fine Foods. The objective of the training to prepare train, support, and guide the new team professionally in accordance with Kudler Fine Foods policies and procedures. Method for Evaluating Employee and Team Performance After much consideration, the method of evaluating employee and team performance will consist of performance appraisals and feedback. Timely feedback is a crucial part of a successful performance appraisal system. The feedback from the performance management program can be used in setting performance goals. The employees will receive an initial appraisal to set the goals and objectives. The employees will receive a monthly, quarterly, semi-annual, and annual feedback to measure performance based on his or her responsibilities. The team will receive a performance appraisal each quarter. Employees that do not meet his or her responsibilities will be put on a stringent re-training discipline program. The employee will be affixed with a pre-determined employee who will mentor and assist the employee in the areas he or she is failing. The employee will be re-evaluated after 30 days on his or her performance. â€Å"From an employee’s perspective, lack of regular feedback about performance detracts from his or her quality of work life. You read "Restructuring of Sales and Marketing" in category "Marketing" Most people want to improve their performance on the job, to receive constructive suggestions regarding areas they need to work on, to be commended for things that they do well. The cost of failure to provide feedback may result in the loss of key professional employees, the continued poor performance standards, and a loss of commitment by all employees. In sum, the myth that employees know how they are doing without adequate feedback from management can be an expensive fantasy† (Casio, 2005). Challenges of Team Performance Evaluation One type of appraisal system to be used by Kudler Fine Foods is the individual appraisal system. The system is designed to set goals, objectives, measure, and provide feedback. The individual appraisal system is to reward, and recognize the performance of an employee. The other type of appraisal is a team appraisal system. The team appraisal system is designed to allow the team to be evaluated as a group or whole. It becomes difficult to measure the team performance based on job description that may not apply to each member of the team. When designing a team appraisal system, the evaluation must be based on a measurable standard established for the entire team. The appraisal system must also be developed in a manner that offers a specific standard of performance for the entire team that can be applied to each member of the team individually. The individual evaluation to achieve a team goal makes a team appraisal system unique in itself. The motivation and expectation is clearly defined as such; employees need to feel valued in their position; an employee will consider that he or she is treated fairly if he or she perceives the ratio of his or her input to his or her outcomes to be equivalent to those around them. Thus, all else being equal, it would be acceptable for a more senior colleague to receive higher compensation, since the value of his experience (an input) is higher. The way people base their experience with satisfaction for their job is to make comparisons with themselves to the people they work with (Wikipedia, 2010). Expectations by employees from management are an important part of a team success. The team needs to know what, when, where, and how the task or goal should be accomplished or completed. By knowing the expectations will motivate the team and the individual employees to work hard at accomplishing the task. Some key expectations that are set in place are attendance, quality of work, teamwork, priorities, and individual work performance required. The goal is to balance team equity. If team equity is balanced, it motivates the employees to compete and work harder to do quality work. If equity is not balanced, employees will not be motivated to do their best work. When employees fail to do their best work, the company suffers tremendously from this effect. If pay levels of team members are unknown to one another, then individual equity would have no impact on team performance because individuals would only assume what others make. If a team member feels he or she is not rewarded properly or acknowledge for his or her input and stress or disappointment could impact the performance of the team or group. In order for Kudler to prevent loafing in the team setting, individuals will be assessed on all levels, as a team and an individual, which will help to ensure individual contribution. According to (Cascio, 2005), the two steps to take in order to prevent â€Å"free riding†, are to conduct individual performance evaluations and to encourage individuals’ behavior and skills that contribute to team performance. For a team to succeed, team members should either have different roles and or possess different skills to support the team. Different skills must be required to achieve goals of the team, (Clark, 2010). Individual employees shall be held accountable for contributions to the team effort. Individual employees shall help other members of the team believe their effort is important to the team success. Lastly, individual employees shall make members of the team fell each of his or her job is of equal valuable and important. Incentives and Benefits Packages Kudler Fine Foods Compensation Plan is established to attract qualified employees, to retain employees, and to motivate employees to direct their efforts towards achieving the goals assigned by the company. The five new employees will be on salary plan. A pay band will be established for each position title. The salary will be based on education and experience. To maximize the effectiveness of the compensation plan, Kudler Fine food will provide employees with benefit packages that include: Retirement Savings Plan 401(k), health insurance, vision care, dental care, life insurance, one week paid vacation, paid holidays. â€Å"While money is a powerful tool used to capture the minds and hearts of workers and maximize their productivity, don’t underestimate the impact of non-financial rewards† (Casio, 2005). Strategies for Managing Employees’ Career Development At Kudler Fine Foods employees are their greatest asset. The structure of the positions allows for career growth of all employees of the sales and marketing department. Managers must annually conduct an individual career development plan for its employees. The plan will identify tools necessary to help an employee develop knowledge and skills needed for his or her current position as well as future job opportunities. Managers will support requests for flexible work schedules for its employees. Each employee will receive a development plan during its initial job orientation/counseling and periodic reviews throughout the year. Feedback will be given semi-annual and one year performance appraisal. A Fair and Appropriate Compensation Plan Employees within the sales and marketing department are diverse in gender, culture, sex, ethnicity, age and much more. Diversity within the workplace affects directly the performance and results of the organization, thus, it is important to acknowledge people’s differences and recognize these differences as valuable assets to the company; it enhances good management practices by preventing discrimination and promoting acceptance inclusiveness. Thanks. References Cascio, W. , (2005). Managing Human Resources: Productivity, Quality of Work Life, Profits, (7th ed. ). New York: McGraw-Hill, Ch 9 Cascio, W. , (2005). Managing Human Resources: Productivity, Quality of Work Life, Profits, (7th ed. ). New York: McGraw-Hill, Ch 11 Clark, R. (2010). Research-Tested Team Motivation Strategies. Retrieved March 28, 2010, from http://www. cogtech. usc. edu/publications/clark_team_motivation. pdf Wikipedia, (2010). Motivation and Expectation. Retrieved March 27, 2010, from http://en. wikipedia. org/w/index. php? title=Special%3ASearch=motivation+and+expectat ion=Search How to cite Restructuring of Sales and Marketing, Essays

Marigold HR Plan Essay Example

Marigold HR Plan Essay Ans. 1 HR Planning and Recruitment Planning for Marigold HR planning (Management Study Guide 2012) HR planning which is also referred to as manpower planning includes putting the right number and right kind of people at the right place and time, doing the right things as suitable to achieve organizational goals. It must be done in systems approach and can be carried out by a set of procedures which are as follows: 1 . Analyzing the current manpower: 2. Making future manpower forecasts: 3. Developing employment programs 4. Design training programs We will use the above mentioned steps to arrive at a plan for Marigold. Analyzing the current manpower: Marigold has 75 senior management and 425 middle and Junior executives resulting in a sales team of 500 people. We would require 30 additional resources to achieve the target of 5% increase on revenue in both soap and detergent sector respectively. For this the following things are analyzed- Type of organization: Departments to be catered: Number and quantity of such departments: Employees in these work units Marigold is a FMCG company and the sales and distribution departments are the most important department on Marigold. Sales team is one of the biggest epartments as this is the team that generates revenue and the engine that drives Marigold as the top player in FMCG market. Since Marigold has a large sales force and arriving at a Job profile and Job specifications are very easy as the required resources that need to be hired fall in the same Job description. 2. Making future manpower forecasts: We already know we need 30 new resources 6 higher management and 24 middle or junior level executives. The rationale behind this is to achieve a growth of 5% in soap and detergent sectors. The forecast can be made through the following techniques ) Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. b) Trend Analysis: Manpower needs can be projected through extrapolation (projecting past trends), indexation (using base year as basis), and statistical analysis (central tendency measure). c) Work Load Analysis: It is dependent upon the nature of work load in a department, in a branch or in a division. d) Work Force Analysis: Whenever production and time period has to be analyzed, due allowances have to be made for getting net manpower requirements. ) Other etnoas: several Matnematlcal models, witn tne ala 0T computers are usea to forecast manpower needs, like budget and planning analysis, regression and new venture analysis. We used work load analysis, trend analysis and expert forecast to arrive at the required need of 30 resources. 3. Developing employment programs Once the current inventory is compared with future forecasts, the employment programs can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans. 4. Design training programs These will be based upon extent of diversification, expansion plans, development rograms, etc. We will write a custom essay sample on Marigold HR Plan specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Marigold HR Plan specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Marigold HR Plan specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Training programs will depend upon the extent of improvement in technology and advancement to take place. It will also be done to improve upon the skills, capabilities, knowledge of the workers. Recruitment planning: Recruitment Planning is a planning for effective sourcing, screening, evaluating, selecting and monitoring for hiring the appropriate candidates for appropriate Jobs. According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for Jobs in the organization. The Process includes five stages:- Planning. ?Strategy Development. Searching Screening Evaluation and control. Requirement plan for sales executive: Plan of execution for recruitment: First week create a database for recruiting the candidates by internal source and external source. Second week filter the candidate by checking their resume and call the selected candidates for first round for interview, also the candidates role in the organization is made clear as what is expected out of them. In the third week the selected candidates from second week are called and required numbers of candidates are selected as per requirement. In the final week selected candidates are called for induction program where their goals are given. The candidates who are 95 % meeting the requirements we can keep them in buffer candidates list as for Manpower Plan. Requirement plan for sales Manager: The Requirement plan for manager would be different from the sales executive, as tnls post requlres tne experlence as well as tne Knowledge 0T company Tor adaptability of organizational culture. The Plan would be: 1. Internal Job Posting 2. Transfer 3. Internal Referrals 4. Performance screening 5. Interview and selection 6. Poaching Poaching tne well This would help in getting not only the manager level position but also the team that goes along with the manager. In order to achieve the sales target of 5 % more from the market shares it is not going be an easy Job. The recruitment process will play a major in deciding whether those fgures will be achievable. Ans. 2 Appropriate sources of recruiting candidates: There are two types of recruitment: Internal Recruitment. External recruitment. Sources of Recruiting Source: naukrihub. om (2012) Internal Recrultment: Internal recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal Sources of Recruiting: Transfers: The employees are transferred from one department to another according to their efficiency and experience. Promotions: The employees are promoted from one department to another with more benefits and greater respons ibility based on their efficiency and experience. Upgrading and Demotion: Upgrading and demoting present employees to higher or lower levels bases on their performance. Deceased/Disabled employees: The Dependents and relatives of deceased employees and disabled employees are lso done by many companies for the betterment of the relative families. Advantages of internal recruitment: Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff that might otherwise leave. Requires a short induction training period. Usually quicker and less expensive than recruiting from outside. Disadvantages of internal recruitment: Limits the number of potential applicants for a Job. External candidates might be better suited / qualified for the Job. Another vacancy will be created that has to be filled. Existing staff may feel they have the automatic right to be promoted, whether or not they are competent. External Recruitment: External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. External Sources of Recruiting: Press advertisement: Advertisements of the vacancy in newspapers and Journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. Educational institutes: Various management institutes are a good source of recruiting well qualified xecutives, and staffs etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. Placement agencies: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing). Employment exchange: ernment esta Dllsnes puDllc employment excnanges tnrougnout tne country. These exchanges provide Job information to Job seekers and help employers in identifying suitable candidates. Labor contractors: Manual workers can be recruited through contractors who maintain close contacts with the source of such workers. This source is used to recruit labor for construction jobs. Unsolicited applicants: Many Job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. Employee referrals/recommendations: Many organizations have structured system where the current employees of the rganization can refer their friends and relatives for some position in their Recruitment at factory gate: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. Advantages of external recruitment: Outside people bring in new ideas. Larger pool of workers from which to find the best candidate. People have a wider range of experience. Disadvantages of external recruitment: Longer process. More expensive process due to. Advertisements and interviews required. Selection process may not be effective enough to reveal the best candidate. Ans. 3 Initial Screening Matrix Screening Matrix is a tool which supplies a summary of candidates and qualifications that helps in determining who will proceed through the final assessment or interview process. The Screening Matrix is used to: 1 . Establish objective, Job-related criteria which will be consistently applied to all Applicants and which can be quantifiably measured. 2. Stipulate each qualification on the matrix. 3 Determine IT quallTlcatlons need to oe welgntea Initial Screening: Initial screening is a process to check the candidate(s) by cross references and past data in order to make sure that the person is of sound mind and attitude and does not have a criminal record. Depending on the past, we have to check their academic qualifications also. It should normally be done under a week. Each applicant should be acknowledged immediately. Within one week applicants should receive notification of the receipt of their application or inquiry. Using the developed screening matrix evaluate the applicants applying the established criteria and moving only the qualified applicants to the next level. Rank the candidates and select top applicants for interviews. Critically review the selected group to ensure that qualified pools of candidates will be interviewed. Applicants that are unsuccessful should be notified at this time. And lastly, forward the files of the selected top candidates to be interviewed along with the Interview Questions to be asked to Human Resource Department for compliance review and approval. The screening can be divided into various ratings ranging from A to E with A being the best and E the poorest. Initial Screening Matrix for Junior Middle Level Sales Management: Candidate ame: Candidate no. E-mail id: Interview date: Fields Ratings Remarks c Communication Skill Convincing Skill Knowledge Related Experience Attitude Overall personality Target orientation QuallTlcatlon Parameters: A = Excellent, B = Good, C = Average, D = Satisfactory, E Signature of candidate Signature of Interviewer = Poor Initial Screening Matrix for Senior Level sales Management: Can didate name: Leadership skills Stress handling capacity Managerlal skills Communication skills Convincing skills Selling skills Related experience References: Management Study Guide (2012), Manpower Planning'[online] ttp://www. anagementstudyguide. com/manpower-planning. htm[accessed 18/0112013] Edwin B. Flippo, Naukrihub. com (2012) Recruitment definition, Sources of Recruitment [online] http://www. recruitment. naukrihub. com/meaning-of- recruitment. html [accessed 18/0112013] Tutor2u (2012) Recruitment internal and external [online] http://www. tutor2u. net/business/people/ recruitment_internal_external. asp [accessed 18/0112013] Bibliography: Adhikari, D. R. (1999) Human Resource Management in Nepal: Policies and Practices (1st Edition), Austria: Leopold-Franzens University Agrawal, G. R. (2004) Dynamics of