Human Cloning Should be Condemned Essay examples -- Argumentative Pers

Human Cloning Should be Condemned On November 25, 2001, the news that a firm called Advanced Cell applied science had created man embryos by cloning added new urgency to Congresss and the nations deliberations on this issue. This past summer, by a 265-to-162 margin, the House of Representatives passed a carefully worded ban on human cloning (H.R. 2505) which President Bush has said he will sign into law. The leadership of the Senate nonetheless has refused to take action on this measure, or even to attend a temporary moratorium on human cloning look for. Further delay will only encourage some researchers to take further irresponsible travel toward the laboratory manufacture and destruction of human life. Such inaction is morally irresponsible and could result in irreversible harm to our society. Creating human life in the laboratory by cloning should be condemned because it reduces human beings to mere produc... ...f these embryos be allowed to survive. By passing such mi sguided and ineffective legislation, Congress for the first eon would not only allow the destruction of an entire class of human beings but require such destruction. Progress in stem cell research and other medical advances does not depend on the pursuit of human cloning. Rather, a regression in societys respect for human life and human hauteur will occur unless human cloning is prohibited by law.

Genocide Essay -- History, Hitler, The Holocaust

Living through genocide is a horrific tragedy that no one should ever have to endure. era thither have been numerous genocides within the last century, the holocaust was a genocide that killed everyplace 12 million innocent people and segregated them by religion, sex and age. Since the end of the holocaust, many survivors wrote their stories accounting the horrific lives they led, while some eliminated parts of their story, new(prenominal)s felt that it was necessary to show the entirety of what had occurred. With these first hand accounts, the endorser is able to see the differences between how men and women lived their free-and-easy lives as well as how they were treated by Hitlers regime. In Elie Wiesels, Night, and Sara Nomberg-Przytyks, unfeigned Tales from a monstrous Land, Auschwitz, men and women prisoners lived lives that the everyday reader would find impossible. By reading these accounts, the readers can question themselves as to why this occurred as well as to why it matters. tour people heard stories about the atrocities that were going on within the camps, many families did not want to believe them. Other families did not want to immigrate into other countries that were considered safe because they felt that they were too old to start a new life in a new country. Entering the holocaust at a young age, Elie Wiesels only reliance was his family. Separated from his mother and sister as soon as they arrived at the camp, the only person he had by his side was his father. Having to depend on his father, Elie made decisions that would benefit them as a pair such falsifying his age when he entered the camp. By making these decisions there would be a better chance that they would be able to stay together as a family. After entering the camp... ...and terrible sores all over their bodies (Nomberg-Przytyk 95). With the author stating that she still had a heart makes the reader understand that people truly cared about others inside the camps, the y did not want others to die.Throughout the holocaust, men and women prisoners lived lives that the everyday reader would find impossible. While men and women were treated differently during the holocaust, the overlying image of genocide is what is important for people to learn about. By reading Elie Wiesels, Night, and Sara Nomberg-Przytyks, True Tales from a Grotesque Land, Auschwitz, the reader is able to answer why reading the stories of the past still matter. By preserving the history of the men and women within the holocaust, the following generations result be able to remember the 12 million people killed during Hitlers regime.

Essay -- Papers

IMAGE A BRIEF HISTORY OF THE DEVELOPMENT OF PERIODIC TABLE Although Dmitri Mendeleev is often considered the father of the day-after-day table, the work of many scientists contributed to its present form. IMAGE In the Beginning A necessary prerequisite to the construction of the periodic table was the discovery of the individual elements. Although elements such as gold, silver, tin, copper, lead and mercury have been known since antiquity, the first scientific discovery of an element occurred in 1649 when Hennig Brand discovered phosphorous. During the next 200 years, a large body of knowledge concerning the properties of elements and their compounds was acquired by chemists (view a 1790 article on the elements). By 1869, a total of 63 elements had been discovered. As the number of known elements grew, scientists began to recognize patterns in properties and began to develop classification schemes. Law of Triads In 1817 Johann Dobereiner noticed that the atomic weight of strontium fell midway between the weights of calcium and barium, elements possessing similar chemical properties. In 1829, after discovering the halogen triad composed of chlorine, bromine, and iodine and the alkali metal triad of lithium, sodium and potassium he proposed that nature contained triads of elements the middle element had properties that were an average of the another(prenominal) two members when ordered by the atomic weight (the Law of Triads). This new idea of triads became a popular area of study. Between 1829 and 1858 a number of scientists (Jean Baptiste Dumas, Leopold Gmelin, Ernst Lenssen, grievous bodily harm von Pettenkofer, and J.P. Cooke) fou... ... varied periodically with atomic number. The question of why the periodic law exists was answered as scientists developed an understanding of the electronic structure of the elements beginning with Niels Bohrs studies of the organization of electrons into shells finished G.N. Lewis (see a picture) discoveries of bonding electron pairs. The Modern Periodic Table The last major changes to the periodic table resulted from Glenn Seaborgs work in the middle of the 20th Century. starting time with his discovery of plutonium in 1940, he discovered all the transuranic elements from 94 to 102. He reconfigured the periodic table by placing the actinide series below the lanthanide series. In 1951, Seaborg was awarded the Nobel Prize in chemistry for his work. Element 106 has been named seaborgium (Sg) in his honor.

Iphigenia, The Diary of a Young Lady Who Wrote Because She Was Bored Es

Expression and Repression in Parras Iphigenia, The Diary of a Young bird Who Wrote Because She Was BoredLike Ruby, Iphigenia uses water imagery to dramatize her feelings and fantasies. But she also turns to the river to express her wants and desires because she cannot do so freely in her Venezuelan home.After the finish of her father, Mara genus Eugenia leaves Venezuela and her best friend Christina, to visit friends of the family in Paris. In Paris she experiences a sense of freedom that she has never known before, travel the streets alone, going to operas, and dressing as she pleases. But when she gets back to Caracas to live with her aunt and grandmother, she becomes bored, feels imprisoned, and finds out that her Uncle Eduardo stole her inheritance, leaving her penniless and completely dependent upon him. Her only when recourse is to get married to a wealthy suitor. Unfortunately, Mara Eugenia falls in love with Gabriel, who is not her familys suitor of choice. Uncle Eduardo moves the family to the area and intercepts Gabriels letters to Mara Eugenia. Soon Leal, a suitor to the familys liking, whom Mara Eugenia does not love, asks her to marry him and she induces. A before long time later, Mara Eugenias uncle Pancho falls ill, and Gabriel, a doctor, comes to the house to tend to him. When they see each other again, Mara Eugenia and Gabriel realize that they are both still in love, and he entreats her to run away with him, but Mara Eugenia cannot summon the courage to accept his offer. Instead, she accepts the life that her family condones, sacrificing herself as Leals wife.In this story water is closely associated with Mara Eugenias ability to express herself. She struggles throughout the novel to communicat... ...eal because of their influence. Splitting off from her family by going to Paris, confiding in and symbolically becoming the water, the green-world token, falling in love with Gabriel, the green-world lover, rebelling from her family, and e ngaging her unconscious commence her to the tip of self realization. But as a result of the influence of her family, Mara Eugenia accepts her familys expectations as her own, that which is contrary to the desires she expresses in the assist of her transformational journey. In Pratts words, instead of growing up, Mara Eugenia experiences a growing down in which the protagonist accepts auxiliary or secondhand personhood instead of self realization (36, 168). Instead of accepting herself during the process of individuation she rejects her love for Gabriel and her desire for freedom to conform to the wishes of her family.

Media Portrayal of Female and Male Body Image :: Media Argumentative Persuasive Argument

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Media Portrayal of Female and Male Body Image :: Media Argumentative Persuasive Argument

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Report on field visit to SARDI (Aquatic Sciences)

Aquatic Sciences is a research division under SARDI with a main motto of the sustainable growth of s prohibitedheastern Australian Industries. The South Australian Aquatic Sciences Centre (SAASC) is located at West border on the shores of Gulf St. Vincent and most of the research works in aquatic biology atomic number 18 conducted here. The thrust areas of research include 1. Aquaculture Here active research is being carried out for freshwater, brackish and marine aquaculture needs. This include development of diets, species selection etc.2. Marine Environment and Ecology conduct research on habitat mapping, surroundingsal impact assessment, etc. . Oceanography Research to understand the influence of oceanographic factors on climate. 4. Wild Fisheries They carry out stock assessment works and provide necessary information to the industries involved for the sustainable exploitation of the stocks such as abalone, rock n roll lobster, prawns, snapper, garfish and Australian sardi nes. Also undertakes surveys to measure the impact of fishing effort on fish stocks. 5. Inland Waters & Catchment Ecology Undertake research on inland water habitats. There are 87 research and technical staff, 18 support staff and 40 postgraduate positions at West Beach research centre.The facilities include a central library with the most modern and comprehensive literature of different aspects of aquatic sciences. The pool farm has facilities to carry out research in both marine and freshwater environments with tanks of different capacities. We were allowed to visit the different research infrastructure facilities such as coastal finfish hatcheries, sophisticated aquaculture laboratories, controlled environment rooms, fish aging laboratories, image analysis rooms etc. As a whole, the trip was of great use to understand the various research activities that are going on in the field of marine biology.

Windhorse Farms

Terry Houston MBA 522-1b2 Professor Watson November 27, 2012 Executive Summary The contents of this case compendium include an general purpose to provide you, Professor Watson, with an understanding of the line of credit problem that Jim Drescher, owner of Windhorse Farm, must make in a national of a few days. Without rehashing often of the information that was explained within the case, the bottom line is that Mr. Drescher and his wife must identify how they intend to continue making money owning the farm without them supervising the business anymore.The argue being, that they are reaching a point in their lives that require retirement and realization that they leave not be around forever. Problem Statement preceding(prenominal) much, the farm is faced with a few primary(prenominal) decisions as to how to attack this problem. Among these involve him deciding which product lines he needs to grow, maintain, and/or harvest. This case analysis will identify what alternatives th at Mr. Drescher should consider in going forward, considering the four filters ( economic, environmental, social, and spiritual impacts) in conjunction with my recommendation on what I feel he should specify to do.Analysis of Situation Acadian Forest Region The case highlights the importance of the Acadian forest region. Throughout the life of Mr. Dreschers ownership of the farm, over 95 per cent of the harvesting in the region resulted from cutting trees down, making it 1 of the 6 endangered forests in North America. This comes at an ethical and environmental cost for the farm. Because of the situation, the Dreschers have decided to follow out sustainability practices within the region. Among these practices include educating the public about the situation and farm goals through Windhorse Farm School and having Open Farm Days.They also implemented constituent(a) gardening and alternative energy generation. Because of these newly adopted practices, market interest for continuity o f such actions have increased and continuing to do so. Wood Products Manufacturing Eco-Woodshop is the main source of income for Windhorse Farm, due to the differentiation and advantage of competition that the farm has. The Dreschers have low overhead costs because they own the farm lands, making it more than come-at-able to make a solid income. Tonewoods Guitar instruments makes up the large majority of wooden instruments made.Of those guitars, those made from red spruce tonewood lay downd to be the money makers. Yet still, producing these instruments added the economic and social costs of cutting more and more trees down. In addition, it would take the farm to sell about 200 tops annually just to prepare even, while in their best year, theyve sold only 25. Having even the opportunity to be successful in this market requires Mr. Drescher to hire a subject matter expert/organization that had beliefs consistent with the culture of the rest of the farm as well as alternative tonew ood that would sell, costing even more money. Evaluation of AlternativesWithin the case, Mr. Drescher understands that the bulk of what his decision comes down to is of two categories. With regards to tonewood, he had to decide if itd be better to grow the business or exit the market entirely. Growing the business required careful planning for the future. He also needed to identify the marketing of construction/architectural products. Doing so would require him to either grow the business, supplement green products, or sell, thus making the business fulfill more of a raw material supplying role. Decision/Recommendation Theres obviously a lot going on within each option.However, it is in my humble opinion that Mr. Drescher and Windhorse Farm should continue its current operation with its Eco- Woodshop. For umteen years now, the operation has proven to be profitable, allowing the business to stay afloat. Along with the successful application of the various sustainability practices I ve previously mentioned, there proves to be a bright future for the farm. Accordingly, making the public aware of important environmental factors of sustaining a forest region and providing green alternative avenues to do so will only improve the external and internal morality of the farm, in consideration of the four filters. Simply testing the waters for guitar production will not prove to be enough in considering tonewood. In comparison to the Eco-woodshop operation, tonewood business success is far riskier. Even in considering another organization that can take the head for Mr. Drescher to do well in this business, it would still come at more of a four filter cost than the Eco-woodshop operation and its sustainability practices ever could. Simply put, the majority of the culture for the farm would need to change completely, which is something I believe Mr. and Mrs. Drescher are not willing to do.

Reasons Why I Want to be an RN Essay

on that point are many reasons why I would deal to be an RN, and there are many reasons of why I should become an RN, ever since I was a child I have had the psyche of creation a nurse implanted in my head. Then as time went by other ideas came into play, like beingness a teacher or being a patrol officer, but being a nurse always stayed in my mind as a great career for me. I got this idea of being a nurse from my mother when I was a little kid, see my mom is a nurse, actually she is now the director of nursing at Bakersfield Heart. But when I was a kid, she went from floor nurse, to charge nurse, to director of her floor, to house supervisor, to assistant director, and now director. I can easily see her retiring as the CEO of this hospital. Now I do not know if I would want to do all of that, but I definitely see myself spill from floor nurse to charge nurse, and maybe the director of the floor. The upper management just does not sound as fun to me.So originally I did not pur sue the idea of nursing, I actually went into college thinking I was going to be a local high school teacher and wrestling coach, so I went and got my degree in Art Education, but while I was in college, I started working as a transport hospital attendant at San Jose Medical Center before it closed, then went to Regional Medical Center of San Jose, where I started working as an Emergency Room clerk, and moved up to an Emergency Room Technician and loved the hands on with the patients. This is where I decided that teaching may wait till I retire from nursing, and nursing bequeath become my career.Soon as I started working side by side with our nurses in the ER I saw that this is what I should be doing, and this is what I want to be doing, so I started working on the prerequisites right then and there. I loved the compassion the nurses had for their patients, and to see the smiles that would come from these patients when they felt better. There was something ab go forth being bedsid e that just pushed me to want to be more. Being a tech was and is amazing, but I want more, I want to be zip the code, not justa part of the code, when a trauma victim comes in, or a coded patient comes in. I love the regaining of bring second a patient in a code, even though I know right now by doing just CPR I am the one that is moving the medication through the body, I want to be the one that is pushing epinephrine, to bring that patient back.In this world today, I feel like there are less and less people that are actually trying to improve todays society, and are looking out only for themselves, or their family. And I do not want to be one of those people. I want to be helping the community whether it is to clean up a homeless man, or save the life of a kid that was shot, you never know what that person can do for the rest of their lives to improve someone elses life.I know that not all nursing is emergency nursing, but it all has its parts to the community and helping other s. And I am ok with that, but I truly see myself in emergency nursing. If you notice that all of my jobs I was looking at while I was growing up, nursing, teaching, police officer, they are all helping professions, they are all improving the world around us, and ultimately that is what I really want to do, is improve the community, and improve the sanitary being of the people around me. And I believe nursing is the right form of profession for me to do that.

Sense and Sensibility

disposition and Sensibility by Emma Thompson she creates a vivid and dramatic look at by conveying the original authors intent. Sense and Sensibility is a 1995 British drama film directed by Ang Lee. The screenplay by Emma Thompson is based on the 1811 novel of the same name by Jane Austen. The actors stupefy their founts and had an amazing performance. Throughout the movie Michael Coulter took advantage of the engross of cinematic techniques. Also in the film included a lot of thematic ideas that visualised in some way the era and conventions in order to obligate certain thematic ideas.Through the use of character portrayal, visual imagery, and thematic ideas the film author creates a successful movie. The actors develop their characters and had an amazing performance. All characters played an excellent dramatic role and each of them stood out as individuals. Barbara Shulgasser of the San Francisco Examiner states, Thompson creates a cosmea so believable in its absurd rigid ity that we feel we have known these characters all our lives. She brings the characters alive through the diction she is presented to the viewers.In the film each character has a role and each character plays that role and that helps to get the authors character across to the audience. Throughout the movie Michael Coulter took advantage of the use of cinematic techniques. Jenny Beaven and John Bright develop setting, costuming and make-up to help give viewers a visual story as well as auditory. Jack Kroll opined, As writer and actress, Thompson has all right Austen rhythms and filmmaker Ang Lee orchestrates with sensitivity and style.The screen teems and brilliant costumes and crackles with dialogue that turns English into verbal Mozart. Wolfgang Amadeus Mozart was an influential composer of the unsullied era. He composed over 600 works and is one of the most enduringly popular classical composers. For the movie to be compared to one of the most popular classical composer show the hard work and dedication to a long performance. Through the use of pantomime and action characters creates an interesting environment and develop the different themes.Also in the film included a lot of thematic ideas that depicted in some way the era and conventions in order to maintain certain thematic ideas. Usually when two individuals have a mutual connection fate will combine the soul mates together that theme is related to the film because of the beginning to the end the results were unpredictable. Barbara Shulgasser of the San Francisco Examiner enthused, The movie is so intelligently wrought, and so full of good spirit that even those who have behaved badly are at the end given the chance to seem human and pained by their own weaknesses.At the end of the movie everyone was married they experience both romance and heartbreak. In conclusion through the use of character portrayal, visual imagery, and thematic ideas the film writer creates a successful movie. The characters help to promote the movie through great performances. The cinematic technique was used creatively and helps dramatically disclose the story. Thematically the information is presented in someway about the era and conventions in order to maintain certain thematic ideas.

A Day In Court

Professor Brian D. Heffner 7 December 2012 A Day In Criminal Court This week I had the opportunity to r aloney In on criminal tribunal proceedings. I chose to visit the Oakland County Court House for the day and noniced quite a few things through forth the wholly experience. I have been to a few courts In the past, criminal, traffic, and family, save n forever In the Oakland County bulldlng. at that place were many details of the proceedings, the Image, and even the condltlons of e genuinelything from the bulldlng Itself to the people snarly that I found particularly Interesting.The first thing I hought when I entered the bulldlng was that It was not crowded. In previous vlslts to troy courts the place was packed, let al hotshot confusing. This courthouse was different. The hallways were very modern and clean and it felt fresh to me, not dark and dismal like it could have been. (l pellet I have to also consider that I didn t have any charges against me so I wasn? t entering the mental synthesis expecting to hate being there) I was surprised by the security measures. It seemed as if it was too easy to get through. I expected to have three or four metal detectors lined up for a big crowd, precisely there was only one.Right away I got the sense that the size of the building was not reflective of the amount of cases per day it accommodates. After speaking with one of the guards I was referred to the criminal court board rather than the family court, due to what he called a more interesting day.? . The courtroom itself I thought was way too small. There were only two and a half rows for people to sit and watch, forcing many people to have to wait outside. That I thought was not a soundly thought out design. There is tons of extra hallway space that they could have stretched the room out to make it bigger so you wouldnt run into those kinds of problems.The room also had extravagant fixtures hanging from the ceiling. I dont truly understand the purpose o f them, they may even have been lights, but they fairish looked like a barren of money. I dont think they serve any other reason than to look pretty, and if thats the case, they could have spent the money on the room extension. Thats Just my opinion of the building another thing that struck me was the people involved. As I looked around the court room, I saw lawyers, citizens, guards, and of course the Judge. The Judge, I was informed, was the night Judge fill In for someone.I was warned by my buddy, the guard, that he would be sluggish, but I thought It flowed nicely. I must first speak of the lawyers because they bothered me the most. These lawyers were slobs I realize that you may not make a whole lot of money being a public defender, but you could at least dress appropriately. One of these lawyers had his whole hem hanging out with string following him everywhere. This guys pants were wrinkled and his hair tout ensemble void of any type of brushing. I would never get any o ne that looked Ilke that. and I would be scared If I had him assigned to me.Another lawyer, a char this time, was the most horrifying thing I have ever seen. Before she even came in the wanted a new lawyer because she was as dizzy. When she walked in I realized they had made a huge understatement. This woman had the most disgusting mess of hair on top of her head and she kept scratching it. It was like a huge crimped, teased, knotty mess. I couldnt deal that she would walk into a courtroom like that. Oh my God she was a mess I dont understand how she could represent anyone looking like that. There was only one professional looking lawyer and he was the prosecutor.Everyone else looked third rate compared to him. The other group of people I looked at was the criminals. There was definitely a flux group of people there. There was one lady in her 40s that was wearing a long fur coat and all the Jewelry in the world, and you could Just tell she was ashamed to be there. Her husband wou ldnt even sit in the courtroom with her. I really would have loved to know what she did wrong, but with all the bench conversation you never got to hear her crime, Just her dismissal. Another guy that had charges against him wasnt even allowed in the courtroom ecause he didnt have the right shoes.I thought that was completely unfair. He was outside the courtroom explaining that he didnt have any money to buy good shoes for the day, but they still wouldnt let him in. I guess all this stuff has been pretty superficial, but what really bothered me was how each of the cases was handled. I always thought that the public could view any courtroom proceeding, but I felt extremely short changed. In fact I think it was unfair to the criminals as well. It seemed like every case was decided at the bench before even saying what the charges were.I know I sat through three hours of court and left only knowing what two of the cases was really about. When the incarcerated people were brought out it looked like they were clueless as to what was going on, because they couldnt hear any of it. They looked shocked sometimes when hearing the decisions as if they didnt know what was happening to them. I know that I was shocked when I heard some of the verdicts because I had no idea what the crime was For the most part they Just announced codes not allowing the common person to understand a thing theyre talking about.After every decision the lawyer had to break it down to their own words to the clients. That annoyed me so much. I was also disgusted with one case in particular where they actually did describe the crime. A man and a woman had both committed armed robbery and in the process hospitalized two victims. Their lawyer had the nerve to ask for $1000 bail for the two of them, pointing out the families of each of the criminals in the courtroom, explaining that they both had newborns to take care of. This lawyer had a 6 year old child in the courtroom to hear his father receive a $50, 000 bail. I Just think that was wrong.The lawyer knew there was no way in the world he was getting his client off, the guy had a rap winding-clothes longer than the Bible from 4 different states, but he chose to put that kid through that. I dont get that. I guess overall my court experience was a pretty good learning experience. I learned to appreciate my lawyer a 100 times more Just for his wardrobe alone. I learned that you always need appropriate shoes even if your clothes are as crappy as ever. I learned that the metropolis of Oakland County prefers style to space accommodations, and most importantly I learned that is cheaper to obey the law than to break it.

Macbeth and R+J Essay

Shakespeargon communicates many moods in Macbeth and Romeo & Juliet the main moods are love, and hate fuelled jockeyal, and in my work these are the themes I will analyse. In Romeo & Juliet and Macbeth, spanking casefuls have had to betray in order to achieve love, for example In Romeo and Juliet Juliet has to betray the authority of her father in order to fulfil her affection for Romeo.In terms of love this would inculpate that The Storge (unconditional love, shared amongst family) that Juliet once felt for her father was met by misogyny (Hatred for Women) upon his realisation of Juliets Eros (love between two people) towards Romeo. disdain her subdued character, Juliet is adamant on not marrying Paris and betraying her family for Romeo. A quotation to support this is If all else fail, myself have power to die This signifies that Juliet would rather die than cipher something that it not right.A quote from Juliets Father How now, how now, chop-logic What is this? His handl ing of repetition emphasises his fury in response to Juliets new found aggression in character, and his rhetorical question presents his dominance and highlights the hierarchy that was in place at the time to allocate superiority to males in a family, in this scene the breakdown of Juliets Father and Mothers relationship is most apparent.Furthermore this is a point where Juliet is most isolated from her family and becomes closer to Romeo. My switch interpretation is that Juliet did not betray her family, but her family were betrayed by on that point own pride, Pride was the cataclysmic barrier between acceptance and condemnation. The most potent character development is Juliets, by means ofout the play she matures and becomes a lot more retaliant to authority and outgrowths to become herself rather than obedient to thers, this process is strengthened beca expend of the speed she has had to become answerable due to the mandatory pressures she is expected to comply with and the sw ift 7 day time period in which the story is conveyed, this development in character gives her the self-command to betray her family which also ultimately supports my point. The dramatic techniques used in Romeo and Juliet create a hastily strong impact due to the play being condensed into a week and an ambience of anxiety.In Macbeth there are several similarities that also support my point Macbeth has to betray female monarch Duncan despite his loyalty and Philia (The love of Friendship) has to betray him in order to acquire the Eros from the ever superior Lady Macbeth, this situation contradicts all convention as society was heavily patriarchal which suggests that women should be submissive to men however in this occurrence Macbeth conforms with Lady Macbeths demands to murder King Duncan, this is the main contrast between Macbeth and Romeo & Juliet.A quote that coincides with this is But chicane your courage to the sticking-place, and well not fail Lady Macbeth challenges Macb eth to murder King Duncan, presenting her dominance and ambition over Macbeth.A quote from Macbeth after when placing the blame on the guards for King Duncans murder Here lay Duncan, his silver skin laced with his golden blood the murderers, steeped in the colors of their trade This illustrates the betrayal that Macbeth has committed, as his use of alliteration strengthens the deviation of this line and the fact that he is further betraying King Duncan post his death by laying the culpability on the guards simultaneously justifying there execution.Additionally an alternative interpretation of betrayal is explained using this quote Who can be wise, amazed, temprate, and furious Macbeths use of antithesis (underlined) displays how he has slowly become foreign since his brutal murder of King Duncan which I believe indicates he has betrayed his own nature. The main dramatic technique used in Macbeth is dramatic sarcasm, dramatic irony is where something that is indicated at the jum p-start of the play will either become true or change at the end of the play or furthermore could mean the opposite of hat might happen. An example of this is that This castle hath a pleasant seat the air nimbly and sweetly recommends itself unto our gentle senses. This is a significant use of dramatic irony, the description of the environment is pleasant however unbeknown to King Duncan, this is where he will be murdered, and this also links in to betrayal.Moreover, at the start of the play, Macbeth describes Banquo to be a Friend however later in the play we know that Banquo becomes his enemy and has to be killed due to the fact he is a peachy threat to Macbeths throne which is a further deception that Macbeth has carried out. Conclusively I believe Shakespeares whole use of dramatic irony links in to betrayal directly, because the constant use of dramatic irony means that the plot keeps changing effectively displaying that the plot betrays itself continually.This constantly c onveys a mood of sham anticipation and an eerie sense of the unknown. Reading more in depth into both plays, there are further comparisons Such as the use of fate, when Romeo and Juliet fleet in love we know that because of their backgrounds it will lead to death, and similarly in Macbeth the witches tell a prophecy in which Macbeth becomes king and then dies both plays defend different forms of tragedy however both plays meet the same end.Evidence to support this in Romeo and Juliet is A pair of star-crossd lovers take their life core that two different sided (Montague/Capulet) lovers take their life. And for Macbeth All hail, Macbeth, thou shalt be king hereafter This is the prophecy of Macbeth becoming king and then dying.Furthermore, in Romeo Juliet and Macbeth, death is a necessary price to be paid for peace, for example, Romeo and Juliet have to die in order for the Capulets and Montagues to live in tranquillity, to support this, a quote from the beginning soliloquy Wh at here shall miss, our toil shall strive to mend This means that where we have failed before we will strive to succeed now, signifying that Romeo and Juliets death were inbred to the Fair Verona achieving peace, likewise in Macbeth, Lady Macbeth and Macbeths death was also fundamental to harmony being restored to the ingdom, an additional quote to support this is The usurpers cursed head the time is free the quote is about Macbeths severed head, and diverts attention to the fact that with his death the time is free which implies it is peaceful.However cussed there are many differences, for example the types of love/relationship between the two couples in each play In Macbeth there relationship is genuinely unstable and Lady Macbeth is very dominee bound over Macbeth also there love for each other is not through passion but through the lust for greed and power as Lady Macbeth is desperate for Macbeth to become king by killing King Duncan and betraying his loyalty to him And tak e my milk for gall, you murdring ministers This suggests she will do anything to become Queen and accentuates her ruthless nature it also underlines the imbalanced relationship in which the position of superiority continuously changes dramatically. At the start Macbeth is a brave and noble hero and he is superior however as the play goes on and when Macbeths manhood is questioned by Lady Macbeth are you not a man? he then becomes submissive and is dictated by Lady Macbeth. In Romeo and Juliet

Cisco Case Study Essay

cisco Systems is an industry leader in network technology. Their primary business is technology that is used to en subject parley with people all everyplace the world with multiple functions. Whether it be email, voice video or general applications these service atomic number 18 transported everyplace lake herring Networks. The authorized CEO is John Chambers who has held the position since 1995. This case study focuses on his vision and strategy over the past 17 years. Cisco is a commercialize leader in networking technology.Financial Information www. Bloomberg.com (1)Sales 2012 Sales/Revenue/TurnoverTotal Operating Revenues. $46,681,000,000Gross Profit $28,558,000,00Net income $ 8,356,000,000Key Milestones in Ciscos History (2)1997 All in One Data/Voice/Video2000 Network of Networks2006 Network as Platform2008-Current Collaboration/ network 2.0SWOT ANALYSISCiscos internal strengths ar its people. They live a built a slew with over 70,000 employees. 1/3 of those are Engin eering people who develop Ciscos solutions. (2). These solutions come from internal design or from acquisitions. at that place weakness is the size of the corporation compared to when they were in on that point early days. They challenges adapting to customer demands at the rapid pace the technology industry changes. The opportunities have come with the use of acquisitions. When they want to add a piece of technology to their portfolio they at times bypass the development process and acquire a company with the needed expertise. The major threats to the business are the number of employees who leave and go to antagonists. Many of Ciscos competitors are run by former Cisco employees. See Juniper.com(7)ANALYSIS VIA PORTERS FIVE FORCES MODEL give way the competitive environment by listing the threat of new entrants, the bargaining power of buyers, the bargaining power of suppliers, the threat of substitute products and services, and the intensity of rivalry among competitors in the i ndustry (Chapter 2). Summarize your key points in a Figure. (25 points)Ciscos threat of new entrants is limited due to Ciscos trade detonating device on network Switching Modular/Fixed (2) . They currently hold a 69% mart cap sue to their design and build of these devices. Their competitors have copied and duplicated these products and there are only handful that compete. The bargaining power as a buyer establish on thre volume allows them to keep manufacturing costs low. There suppliers in turn have strong bargaining power with their silicon and chip manufactures.New Chipsets are developed rapidly and suppliers can gain a competitive advantage over the manufacturers. The threat of substitute products is a common theme with Cisco. An example was a Chinese company stole Ciscos design and started producing replica hardware. Years of litigation was later settled however the cost to do so was a major impact. (3)This caused an intense rivalry with its competitor 3Com who partnered with the Chinese company (4). The other issue with its competitors is its talent pool. Many of Ciscos engineers leave for competitor with hopes of creating the next generation of technology.STRATEGY USEDCiscos competitive advantage in the switching market place has led them into being market leaders in other sectors. Having the market share of the burden network as the base layer of Infrastructure allows them to see the need of its customers. These sectors have all been supplicants that utilize the Cisco core networking products that today has brought them an industry market share in the following area. The core strategy used is there overall cost leadership to create this competitive advantagePerformance merchandise share per sectorSecurity 31%Digital Video IPTV-64%Switching Modular/Fixed- 69%Voice-37%Wireless LAN-54%Storage Area Networks-44%Routing Edge/Core/Access-53%Networked Home-23% nett Conferencing-38% (2)One core strategy they used in the area of differentiation was the intro duction of Voice over the network. Voice is a legacy technology created over 100 years ago and up until recently was run with the same original design concepts. Cisco changed that system buy running voice over the IP network. Today VOIP phone systems are a standard and the original POTS (plain old pots lines) are now considered legacy. They used acquisitions to buy phone providers and break spile there core fundamental and produce them on IP networks., allowing today the use of voice over your PC Email Text.They were very successful in this space however not all companies can use this strategy for this particular technology. There install base is so strong the market is gross(a) and would not be cost effective. This strategy however is now in the maturity stage of the industry life cycle. They contain 69% of the voice market and they are continued to grow. The core installations will eventually fall however the service to maintain the phones systems will continue to remain in the maturity stage.Ciscos strategy is based on catching market transitionsthe market transitions that affect our customers. With the proliferation of video and collaborative Web 2.0 technologies, the network continues to evolve from the plumbing of the internetproviding connectivityto the platform that will change the way we work, live, play and learn. John Chambers, Chairman and CEO, CiscoTHE ISSUES AND CHALLENGES FACING THIS COMPANYCiscos competitive advantage in some sectors can be maintained. The overall progress should continue however weaker sectors where they have lost focus on have declined. In the example of the star sign Networked sector they maintain a low 23% market share. This has not been inline what the projections were when they entered these markets. Recently they have announced they are moving away from the home based market with a sale of their Linksys lien to Belkin (5) I believe the companies competitive advantage can be maintained if they focus on areas where the y have come across on market share.Shedding unprofitable business such as Linksys is a step in the right direction. This product is clearly on the decline side and Cisco should focus on growth areas such as storage area networks. The companies culture is changing from when they were a smaller enterprise they were able to maneuver with market needs more quickly. The fierce competition in the home market was one of the company problems. I believe that they are an enterprises corporation provider of services and do not understand the needs of home based users.COURSE OF ACTION RECOMMENDEDI would advise Cisco to focus on server storage sectors. They are not a market leader in servers such as HP but have new products that are changing the way we companies utilize servers. This is a differentiation strategy that will change the industry if done mightily. They created a virtual server solution called UCS that if markets correctly could achieve future growth in the server storage sector. ( 6) I would use my market power and customer to base to provide these solutions at a low cost and this will expose a broad customer base to the productOPINIONWhat do you think of this case study? attract what you believe are the lessons learned from this case. (10 points) I think this case study showed me new concepts in strategic management. By studying Ciscos market dominance based on 46 billion in revenues I now understand that having a competitive advantage must be maintained. visual perception Cisco now leaving markets is a new direction for them and these concepts have brought me to understand that.REFERENCESWhen you have completed the paper using the above sections, insert a page break and have a separate references page. The references should be listed in accordance with the APA guidelines as shown in the tutorial. (5 points)http//www.bloomberg.com/quote/CSCOAR (1)http//newsroom.cisco.com/documents/10157/0/Corporate+Overview+-+Q2FY12.pdf (2) http//www.theregister.co.uk/2004/ 07/29/cisco_huawei_case_ends/ (3) http//www.theregister.co.uk/2003/07/09/3com_welcome_to_join_ciscohuawei/(4) http//www.dailytech.com/Belkin+Plans+to+Purchase+Ciscos+Linksys+Home+Networking+Business+Unit/article29747.htm(5) http//www.cisco.com/assets/global/europe/powerofu/ucs_vs_hp_deployment.pdf(6) http//en.wikipedia.org/wiki/Juniper_Networks(7)

Satisfaction of Customer in Fast Food

What is refrain food and why is it so popular? loyal food refers to food that tail assembly be inclined(p) and served quickly. Fast food restaurants usually shit a walk up counter or drive-thru windowpane where you order and pick up your food. Fast food restaurants are popular because they serve filling foods that enjoy good and dont cost a lot of money. However, firm food is usually cheap because its often do with cheaper ingredients such as high fat meat, refined grains, and added sugar and fats, instead of nutritious foods such as lean meats, fresh fruits, and vegetables.Is stiff food bad? There is no such thing as a bad food, but there are some foods you should try not to have on a regular basis. Because fast food is high in sodium, saturated fat,transfat, and cholesterol, eating too ofttimes over a long period of time can lead to health problems such as high blood pressure, heart disease, and obesity. Fast food withal lacks m any(prenominal) of the nutrients, vitamin s, and minerals our bodies need. Its helpful to remember that with fast food, moderation is important. Is some fast food healthier than others?Many fast food chains are changing their menus so there are more healthy options to choose from. For example, some chains no longer serve foods withtransfat, and many have menu items that contain fruits and vegetables. If youre having fast food more than at one time a week, try to make healthier choices. Here are some tips A food function workers training usually includes teaching employees how to decently greet guests. forage supporter workers often work motley stations in a restaurant or concession stand.In addition to food preparation, food serve up worker training may entail teaching employees how to run the cash register or how to properly stuff a customers bag at the drive-through. Food workers must also learn how to work the befuddle dispensers and how to properly time the removal of expired food from display bins. Sanitation and Food Temperature * Food service workers must be properly trained on sanitation, such as when to wash their hands and for how long. For example, a person handling money would be trained to wash her hands before touching any food.Food service worker training can also entail teaching employees the proper temperatures at which to throw in or serve hot food, especially beef or meat items. Sanitation training is highly important for preventing various food-borne illnesses. Cleaning * Food service workers must learn how to properly clean dishes, counters, tables, floors, windows and restrooms. Moreover, use of the food service workers training will likely include the proper procedures for performing more critical cleaning, emptying trash or scrubbing the parking lot.A food service workers training will also include learning how to store cleaning substances so they are not near food items Considerations * Food service worker training can also include instruction in the Occupational caoutchouc and Health Administrations guidelines for food compliance standards. A restaurant must adhere to these guidelines because they are usually postulate by both state and federal law. For example, there are certain ways to lift boxes or clean equipment that must be enforced for safety reasons.Trained workers ? Give your new employees a tour of the easiness they will be working at. Get them acquainted with all areas of the restaurant, including the front counter, drive-thru window, bathrooms, kitchen, office, storage areas and the refrigerator and freezer areas. Inform employees of which doors to use to take out the trash, where to find cleaning supplies, where all of the food ingredients are held and where they can find important information like company notices and time sheets. Inform new employees of proper customer service etiquette. Many fast food restaurants require their cashiers and employees to keep a friendly, cheery demeanor and have their employees greet every c ustomer, thank him and wish him a good day. Make clear what is acceptable to assure to a customer and what is not. Employees, especially cashiers, are the face of every fast food restaurant and hence their attitude toward customers is important. Job Description Fast food workers are the initial contact between customers and fast food establishments.They are responsible for ensuring customer satisfaction, resolving customer complaints and addressing any questions or comments that customers may have. Fast food workers perform many tasks they take customers orders, assemble the orders and act as cashiers. Fast food served is then(prenominal) served through drive-through windows or over counters in therestaurant. In some fast food restaurants, such as take-out establishments, workers may be responsible for serving food on dishes or trays.

Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) police chief OF BUSINESS ADMINISTRATION pic ACKNOWLEDGEMENT I gift prep ard this get hold of paper for the Larsen & Toubro Recruitment and store radiation diagrams. Quite frankly, I gull derived the contents and approach of this study paper by dint of passwords with colleagues who be as comfortably the students of this course as well as with the dish up of divers(a) Books, Magazines and Newspapers etc. I would like to birth my sincere thanks to a host of fri breaks and the t individuallyers who, through their guidance, enthusiasm and couselling helped me enormously.As I think there pass on al 1 be everlastingly motif of improvement. Apart from this, I hope this study paper would stimulate the need of thinking and discussion on the topics like this virtuoso. pic TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0Executive summary. Ch. -2. 0Research methodological analysis 1. pristine Objective(s). 2. Hypothesis 3. Research Design 4. Sample Design.. 5. orbit of the Study. 6. Limitations. Ch. -3. 0Critical Review of publications.. Ch. -4. 0Company Profile . 1. assiduity Profile.. 2. SWOT Analysis. Ch. -5. 0Data.. 5. 1Collection 5. 2Primary Data 5. 3 Secondary Data. .. Ch. -6. 0Findings & Analysis. Ch. -7. 0Recommendations Ch. -8. 0Bibliography. Ch. -9. 0Annexure.. 1. Tables. 2. Graphs Ch. -10 shift study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations are be approach path braggy & complex with progressive industrialisation.Human Re ancestry Department therefrom becomes the prime incision in all concerns whether excellent or extensive & its Importance tummy be never ever estimated. The basic concept of summertime training is to hold back students a immaterially insight of practical applications of Human Re obtain Department of the organisation. In this modern demesne all human organism thrive to become more(prenominal) skilled & h ence they all escape hard to chance upon the predetermined goals with their wholehearted dedication towards their bank lines assigned.They constantly try to be close to perfection for this they need to be properly trained in their respective fields so that the unskilled live onforce sharpen their skills & the skilled workforce move closer to their goals. Also apiece of the employees should be properly motivated so that he/she develops a lead to work & fell that he is a part of the organisation, this help in the development of a sense of responsibility & a sense of belongingness amongst the employees. accordingly the need for development of human re commencement was felt. The Human Resource of the organisation should be prepared in such a way that they help the employee to per random variable efficiently. have make an effort through this seek study to understand and crumble motley aspects related to Human Resource strategy of Larsen and Toubro (L & T) with special ac get ledgement to recruitment and picking procedure at L & T. In the process , the aspects which have been looked into are- 1. taradiddle of L & T 2. Industry compose 3. Research business 4. Research methodology 5. Analysis of facts 6. Conclusions force RESEARCH METHODOLOGY ? RESEARCH METHODOLOGY Primary Objective(s) The primary objective is to study , understand and analyse various aspects related to recruitment and retention procedure at L & T.Hypothesis and Research Design ? A Research Methodology defines the purpose of the look into, how it proceeds, how to measure progress and what stage success with respect to the objectives determined for carrying unwrap the research study. The prehend research tendency formulated is diminutive under. ? Exploratory research this kind of research has the primary objective of development of insights into the problem. It studies the main country where the problem lies and also tries to appreciate close to appropriate courses of actio n. The research methodology for the pre direct study has been adopted to glitter these realties and help reach the logical closedown in an objective and scientific manner. The pre move study contemplated an wildcat research Nature Of Data- Primary data Data which is self-possessed through direct interviews and by raising questionaires . Secondary data secondary coil data that is already available and create . it could be internal and external source of data. intragroup source which originates from the specific field or area where research is carried out e. g. ublish broachers, official reports etc. External source This originates outside the field of study like books, stop consonanticals, journals, newspapers and the Internet. ? SCOPE OF THE STUDY I have foccussed my study on L & T and establish my study primarily on the recuitment and retention procedure at L & T. ? CRITICAL REVIEW OF LITERATURE ? COMPANY PROFILE Company profile Founded in 1938, Larsen & Toubro Limited (L&T) is whizz of Asias largest vertically integrated engineer Construction conglomerate with additional interests in testifyation Technology and galvanizing business.A strong, customer-focused approach and the constant quest for top-class quality have enabled the companion to attain and sustain leadership trail for over seven decades. Serving the core sectors and infrabody structure of the economy, LT has pi oneered spectacular achievements in Indian industry. Many of the engineering and construction projects executed by LT have set new benchmarks in terms of scale, sophistication and speed. So do many buildings, ports, highways, bridges and civil structures around the country, which are widely regarded as landmarks.L T AN INDIAN MULTINATIONAL In line with its strategy of aligning capabilities to come upon emerging trends, LT recently initiated a mega-transformation process, internally to ensure that it emerges, as a knowledge-based Indian multinational. Over the ye ars the telephoner has proactively created the necessary infrastructure for its global initiative with constituent locations in USA, Europe, meat East and Japan. The Engineering Construction Division made significant progress during the year in change magnitude its presence in the overseas markets.The Division secured orders from international clients located at Malaysia, USA, UK, Brazil, Saudi Arabia, UAE, Qatar, Bangladesh, Sri Lanka, etc. The merchandise earnings of the Division amounted to Rs. 24600 million during the year 2005-06. THE CUSTOMER PROFILE The customer profile allows leading names such as Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam Michelin, Goodyear, etc. The Electrical Electronics Division too has increased its thrust on exports and the circumstances of export re venues during the year ended March 31, 2006 increased to 11 % as compared to 8% in the former year.LT believes that progress must necessarily be achieved in harmony with the surroundin gs. A commitment to companionship welfare and environmental protection constitute an integral part of the Corporate Vision. CORPORATE VISION pic LT shall be a professionally-managed Indianmultinational, committed to total customer satisfaction and enhancing shareholder value. LT-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. LT shall foster a culture of caring, trust and continuous key outing while meeting expectations of employees, stakeholders and society.THE BUSINESS SECTOR LTs Engineering & Construction Division provides design-build or turnkey EPC solutions in all major engineering disciplines, including civil / structural, plant design / mechanical, electrical and process control / automation, playing a critical role in the core sectors of Industry and Infrastructure areas. We provide processs safe from the earliest stages of pre-project development through to start-up and bring expertise to th e industries that we serve well while applying core competencies and skills to all our work. The industries we serve are bring uped as finds pic ? RECRUITMENT AND RETENTION PRACTICES AND PROCEDURES AT L & T 1. Recruitment Flowchart The pursuit schematic outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in spreeing opportunities for growth and career progression to its employees thus each time a requirement arises, internal recruitment ordain be a preferred mode. For all vacancy arises below. Level, an option of filling the post initially provide be considered. HR exit straddle an heraldment on the intranet. The advertisement entrust contain the following details a. air Profile b.Educational qualifications, Skills, sire c. Last figure of receiving Applications d. Contact psyche in HR completely Applications allow be screened for the eligibility against pre-determined criteria for the vacancy. HR for collar prepare a l ist of eligible appliers and seek approval from the respective Reporting coach and Departmental Head. If approval is tending(p), HR entrust send a nonification to the eligible candidates via email. Applicants who are not found eligible volition also be notified via email. If no suitable applicants apply at bottom one week from the date of posting the advertisement, external recruitment is initiated. Eligible candidates pull up stakes undergo a im panel interview. Travel for Interview As per eligibility in current grade . Compensation fitment Wherever the employee is moving to a higher value job, compensation allow for be underinterpreted as if the individual is a new hire. Handover finis Before the employee takes over his/her new linear perspective, there result be a handover period of one calendar calendar month. and this maybe reduced at the discretion of the current Reporting Manager. Relocation If the employee needs to relocate to a different city to take up the new position, the gild get out reimburse as per the movement policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for fresh graduates/postgraduates who are taken as Executive Trainees and way Trainees or for individuals joining at entry-level positions in the Company. If candidate possess less(prenominal) than one year of work be intimate, he/she get out be treated as a fresh hire (entry level recruitment). Trainee abstracts focus Trainees Depending upon the requirements projected in the workforce plan, the phoner entrust recruit Management Trainees from Management institutes in the country. Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The plectrum criteria for Institutes are described below A. Campus rating through publications HR will refer to the Campus ratings published in the Business Magazines, available in the country and arrive at average campus ratings. For the cur rent year the community will target institutes that are ranked amidst 15th and 20th ranks according to the ranking developed. It is pull ahead recommended that by the year 2006 2007. The social club should target campuses that range amongst 10th and 15th ranks. B.Recruitment days accustomed The keep company will give preference to the Institutes who are willing to give either day 0, 1 or 2 C. Campus specialism Relevance of courses offered to the companys business. D. Campus Relationship The Company will develop close relationships with targeted campus by hiring large numbers, conducting events, taking summer trainees, dis stake old managers for lectures etc. An attempt will be made to include a cross section of Institutes across the country to ensure diversity in the campus recruitment process. Additionally, freshly satisfactory persons from different areas shall be selected as per the requirement.E. Positioning of trainees Selected trainees will be positioned at the following grades a. undecomposed Graduates Student with a Masters in Business Administration/Chartered Accountants will be set(p) at the Management Trainee grades and will get confirmed in level. After successful completion of the training period. b. Experience Student with relevant work experience of 1 3 years will be given weight age but will be taken as Management Trainee. c. Any candidate with more than three years of work experience will be considered a lateral recruit and appropriate fitment will be through with(p). F. Recruitment ProcessThe recruitment process for the Management trainees will be as follows HR will initiate the campus recruitment process by sending the companys writings to the campus, one month sooner the proposed date of recruitment. This will contain brochures of the company literary productions containing specifyation round the company, the job profile and the remuneration package. Pre status Talks HR will machinate with the Placement Cell of s hort listed Institutes and docket Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks . Brochures or company literature containing information about the company, job profiles and the remuneration package. b. Application blanks c. account of job openings backing of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the foundation of predetermined eligibility criteria and send the list of short listed students to the company at least one week in the lead the date of campus interviews. HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified.A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process Onl y Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 step selection process 1. convention word of honor This will be the first step of the selection process. devil members of the Campus Recruitment Team will distinguish each group discussion. Observations will be recorded in the gathering Discussion Observation fluxed bag and compared for a final rating at the end of the Group Discussion.Topics will be a mix of economics, business and general awareness. 2. throw outdidates who are selected after the Group discussion will be called for a person-to-person interview. Interview Observation Forms will be used to evaluate the candidates motion during the interview. card composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not notwithstanding recruit those students who do well academically but also those who possess a hefty-natured posture but may not have done as well academically.The following selection criteria can be used as a guide a. Academics Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities Focus on Leadership, Initiative c. genius and Attitude Focus on Communication, Presentation and Teamwork At the end of the selection process, the Campus Recruitment Team will roll a list of selected candidates and handover the selfsame(prenominal) to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after recognize of the letter. Where infallible blank offer letters will be carried to the Campus and given at the time of locating itself. C. Recruitment Process The recruitment process for th e Management trainees will be as follows HR will initiate the campus recruitment process by sending the companys literature to the campus, one month before the proposed date of recruitment.This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks HR will coordinate with the Placement Cell of short listed Institutes and plan Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks d. Brochures or company literature containing information about the company, job profiles and the remuneration package. e. Application blanks f. Number of job openingsEligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria a) A consistent academic record of 60% and supra in all years of graduation in engineering b) Projects undertake n at the summer trainee/internship level (if any, in applied courses) Screening of Application Blanks 1) The Placement Coordinator/Administrative offices will short list candidates on the innovation of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews.HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified. A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process 2) Group Discussion This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion.Topics will b e a mix of economics, business and general awareness. 3) Candidates Who are selected after the Group discussion will be called for a ad hominem interview. Interview Observation Forms will be used to evaluate the candidates instruction execution during the interview. At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus.Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after recognize of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. D. Trainee Scheme (B) once selected, all trainees will be provided with an HR brochure that lists the details of th e trainee scheme as draw below Travel Management Trainees will be provided with AC class Train Fare from residence to the company. Conveyance expenses such as travel (taxi) from the Railway station to the place of posting etc. will be provided.Training Program The training period will last for one year. Selected Management Trainees will be confirmed at .. level Module 1 Induction A three day induction period will be held for all trainees by the top Management on the vision, mission and company policies. Module 2 On the Job Training trainees will be given 11 months of on the job training where they will undertake projects in their department of choice/specialization according to the responsibilities accorded to the grade. F. cognitive operation paygrade and Placement Upon completion of the training period, all trainees will undergo a performance rating. Trainees will be required to present a report of the projects they have undertaken to the Department Head at the end of the training period. HR will schedule a performance interview for ein truth centering trainee. The panel for interview will consist of one cross functional head, Department head and HR Manager. The trainee will be assessed on the projects completed and a number of parameters listed in the Trainee Evaluation Form. The Performance Evaluation Panel will then either recommend a confirmation or separation as per the trainees performance.Upon receiving the evaluation and good word, HR will issue a confirmation letter to the trainee confirming him/her at .. Level. The separation process will be initiated for trainees whose performance is not found to be satisfactory. Trainee Scheme Summary Table Executive Trainees Management Trainees Travel Executive trainees will be provided with fare from their Institute/ seat to the company. Conveyance expenses such as travel (tax incomei) from the Airport/ Railway station to the place of posting etc will be paid. Accommodation Outstation Tra inees will be provided twin sharing Accommodation for one month take over of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainees stipend. Executive Trainees Management Trainees Training platform The Training program for both trainees will last for one year The program has already been mentioned earlier in the recruitment process. 3. 3. 2 Direct Hiring Internal Database In pillow slip of requirement of fresh graduates for any function like sales or recovery, HR will refer to the internal database of unsolicited resumes (drop in applications, walk ins etc. ) Selection Process HR will short list candidates as per the pre determined criteria prescribed for the vacancy. After a Preliminary interview, the candidate will undergo a panel interview as per the panel composition in Appendix II. Observations will be recorded in the interview observation form. Compensation Fitment The compensation package will be as per the c ompensation grid. The same id decided by the Compensation Manager, HR and then approved by the HR Head. Offer Letter An offer letter will be sent to selected candidates within one week of the interview. Offer Acceptance Candidates have to sign a duplicate copy of the letter as a token of their acceptance and send the same back within 15 days of the receipt of the letter. 3. 3. 3 Lateral Recruitment The different modes of recruitment available are Database Hiring, Internet Hiring, Employee Referrals and ads. 1. Database Hiring When any recruitment requirement arises, the internal applicant database will be referred to. Eligible applicants will be selected by their qualifications, experience and training. HR will forward a copy of the candidates list to the requesting department along with the resumes of the five highest ranked candidates. Candidates short listed from this list will be called for an interview. 2. Employee Referrals HR will intimate the panel members of the intervi ew schedule at least 2 days prior to the start of the first interview. Panel members will be provided in advance with a Candidate Assessment Folder consisting of the candidates resume, career narrative and interview observation form. Travel Reimbursement Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 working days come up and local candidates will be given 3 working days notice to run across the interview at the given location. Offer Letter An offer letter will be sent to selected candidates within 7 days of the panel interview. Regret letters to be sent to rejected candidates. Once offer has been made, intimation will be sent to Personnel Administration with compensation, designation and fitment details. Reference Checks Selected and offered candidates will be required to furnish 2 Industry based references (one of whom the candidate has worked with for a minimum period of one year).HR will conduct the reference check and record observations within 15 days of sending the offer letter. If the reference check is not satisfactory, offer will be revoked with immediate effect. Referrals from the employees must be encouraged as they not only imply a lower recruitment cost as compared to advertisements or recruitment firm, but the reliability of candidates is also higher due to fact that they are coming through a known and trusted source (KDS Steel Division employees) HR will advertise the vacancy on the companys intranet.The advertisement will consist of the Job Profile, Employee Profile, and Last date of application and the name of contact person in HR. HR will send an acknowledgement to the referee. This will be done within 2 days of the application The following schematic describes the referral process genial 3. 3. 3. 4 Media Advertisement In case the number of vacancies is large, advertisements may be released based on recommendation of the HR head and an approval from the Directors. The advert isement will adhere to the prescribed standards and will contain the following details Brief Profile of The Company Brief on Job Responsibilities Employee profile- Age, experience, educational qualifications Locations Email ID/postal Address for receipt of Resumes 3. 3. 3. 5 Internet Recruitment Firms Internet recruitment firms such as naukri. com and jobsahead. com can be used for any level of recruitment. HR head will be the final contact. 3. 3. 3. 6 Selection Process Initial Screening HR will conduct an initial screening based on the details provided in the CV, and also the pre determined criteria. HR will then establish a candidates list using set priorities when there is more than one qualified applicant interested in the same position.Preliminary Interview A preliminary interview with HR will be conducted prior to the panel interview. The preliminary interview may be conducted via telephone if it is a case of an outstation candidate. Final Interview HR will intimate the candidate about interview time, date and venue for the final interview EMPLOYEE RETENTION PRACTICSE AT L & T Loyal employees in any company create loyal customers, who in turn create happy shareholders. Sir Richard Branson What is engagement? It is a positive pose held by the employee towards the organisation and its values.An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a both-way relationship between employer and employee. pic Employees are one of the near important additions, but are Companies doing everything they can to maximize the potential of this asset? The best employee attitude studies explore all aspects of an employees working life with an employer, covering not only what they do but also what employees think and feel about the organization.An hard-hittingly implemented program of e mployee research can become one of the near powerful strategic tools in helping the company achieve its long-term corporate goals. To ensure the value of companys investment in employee research, HR managers have to fully understand the concerns, attitudes and pauperizations of their employees. The way it was in the past, jobs were considered desirable and sufficient candidates could be found to fill most critical jobs. Moreover, once employed, workers would often spend their entire careers in the same job.In areas where there was turnover, new employees could be recruited easily. The way it is.. today there is a high demand for workers. The supply of qualified workers is limited and good workforce planning requires a dickensfold approach of aggressive recruitment and innovative retention strategies. holding policies need to focus on elimination of un wanted turnover. EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD withstand AND HOW THEY CAN RETAIN THEM. Talented employees should be identified early and proactive steps should be taken to nurture and save them. Development of early racking procedures for promising new hires. Tracking of reasons for quits, especially among the high potential workers. On-going employee attitude surveys to provide information for successful retention strategies and to predict turnover. Tracking voluntary turnover by department then focus efforts on the problem areas. Providing incentives for people to remain with the organization these are not continuously financial. What People Want People want to feel valued and valuable. They want to belong, to know that they, their work and their ideas matter.They want a diversity of challenges, and the ability to make decisions without excessive red tape. They want to feel connected to upper management, knowing they can share ideas with company decision makers. RETENTION PRACTICES 1) epoch cash may get workers in the door, culture will keep them Create a kind of feel good about work culture for your employees. The staff members who stay with you the longest do so because they want to, not because they have to They will only stay if you create a positive work culture. Let staff know that you are pursuing a common purpose, which is mutually beneficial.Your goal is to frequently let staff know that this is why I need you and this is why you are important. 2) Stop hiring the wrong people One place to plug the leak is to stop hiring the wrong people. A manager needs to understand what kind of person will be happy in a competitive work place? It is someone who is dependable, deliberate, hates change, likes to follow repetitive processes and finishes the job at hand. Or it could be someone who has a flair for accuracy, thrives in an environment which has procedures laid down and yet does not seek variety or change.However, the system breaks down when the qualified person is put into a position that does not quite fit who they are. Instead of job match, this res ults in job mismatch, which causes the job and individual to suffer, limiting the companys productivity. 3) Provide good incentives and recognition The biggest motivation to the staff is recognition and every day pat instantly when ever they do good work goes along way. Whenever sales happen, all the members stand and clap for achievement and at the end of the day each one will be appreciated for the good sales.A letter of appreciation for quality work, good dinner with the team members is always appreciated by the agents. 4) Good relationship with supervisors Many times, employees seek greener pastures because they are infelicitous with their supervisors. The supervisors and trainers have an important role of giving feed back on both strengths and weaknesses, which will help them to do better. Some staff do have initial problem of getting adjusted to the office jobs and procedures or they lack confidence. Reinforcing the confidence that you can do is the responsibility of supervi sors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Lets be honest, bosses management styles have a huge impact on employee satisfaction. 5) coaching and Career Pathing Coaching is employee development. Your only cost is time. Time means you care. And remember your people dont care how very much you know until they know how much you care. Whenever the emphasis is on positive feedback, I make sure to do this coaching in public. Whenever you recognize and encourage people in public, it acts as a natural stimulus for opposites who are close enough to see or hear whats taking place.Employees need to know what is potentially ahead for them, what opportunities there are for growth. This issue is a sometimes forgotten ingredient as to the immensity it plays in the overall motivation of people. SWOT ANALYSIS Strengths Weaknesses Right products, quality and reliability. Superior product performance vs. competitors. Some ga ps in range for certain sectors. Brand Image Not very popular in the international market Products have required accreditations. Delivery-staff need training. blue degree of customer satisfaction. Customer service staff need training. Good place to work Processes and systems, etc Lower response time with efficient and effective service. Management cover insufficient. Dedicated workforce aiming at making a long-term career in the field. Sectoral growth is bounded by low unemployment levels and competition for staff Opportunities Threats Profit margins will be good. decree could impact. End-users respond to new ideas. Existing core business distribution risk. Could extend to overseas broadly. Vulnerable to thermolabile attack by major competitors. New specialist applications. Lack of infrastructure in rural areas could constrain investment. Could seek better supplier deals. High volume/low cost market is intensely competitive. Fast-track career development opportunit ies on an industry-wide hindquarters. An applied research centre to create opportunities for developing techniques to provide added-value services info Collection Data has been collected from sources like books, periodicals, journals, newspapers and the Internet. Primary Data The primary data has been collected by raising a questionaire at the L T with a sample size of 45 and 25. While one questionaire is based on the evaluation of Recruitment procedure, the other one is based on the evaluation of retention policies of the company Secondary Data The secondary data has been collected from various books, magzines, journals, information brochures and mesh web sites. DATA ANALYSIS pic CONCLUSIONSThe general feeling among the employees is that L T has a well define and clear recruitment policy. picpic CONCLUSIONS A good majority of the employees feel that the need for the manpower planning is being given due consideration. pic CONCLUSIONS A good majority of the employees a re of the view that Internal promotion is the right source of recruitment and the same should be given the priority. pic CONCLUSIONS Campus selection and the recruitment through advertisements are the two most popular methods of recruitment which are currently being employed the company pic CONCLUSIONS In the case of immediate requirement the company heavily relies on the internal recruitment method. pic CONCLUSIONS A Majority Of The Employees At L T ar Of The View That The Succession Planning Is Being Done In get on In The CompanY . pic CONCLUSIONS The employees are of the strong belief that the selection of the candidates is being made on the basis of some pre set criteria. pic CONCLUSIONS The key parameters of performance evaluation are -skills -aptitude -process knowledge and experience pic CONCLUSIONSPsychological testing has been voted as the best technique to evaluate the employees capabilities and aptitude by most of the employees pic CONCLUSIONS More than half of the peo ple questioned, admitted that they had to side of meat in-depth interviews at the time of selection. QUESTIONAIRE COVERING RETENTION ASPECT pic CONCLUSIONS More than half of the employees admit that association with the company is for more than 10 years, while a good 30% of the employees admitted to have left the company in less than 4 years . pic CONCLUSIONS A large majority (82%) of the employees expressed their satisfaction with the company.Which is a cracking morale victory on the paet of the management.. pic CONCLUSIONS Almost 2/3rd of the employees expressed their dissatisfaction over the salary structure being offered currently. pic CONCLUSIONS The employees are enjoying good inter individual(prenominal) with the colleagues, subordinates and managers. pic CONCLUSIONS The employees are actually divided over the working conditions of the company . pic CONCLUSIONS Only 51% of the employees actually believe that their career will flourish with the company. pic CONCLUSIONS Almos t all the employees are confident about their growth in the company. pic CONCLUSIONSA large majority of the employees admitted that their achievements are recognised in the company and thus duly awarded by the company. pic CONCLUSIONS Only half of the respondents were found to be happy about positions in the company. i. e the other half wants to be promoted. pic CONCLUSIONS Almost 80% of the employees believe that the company ensures the balance between their work and their personal lives through various policies and programs. pic pic CONCLUSIONS A good 47% of the employees believe that there is free flow of communication among the supervisors and the subordinates, it is a healthy sign for any organisation. pic CONCLUSIONS a big majority of the employees leave their job because of - -benefits and salary and -better job opportunity elsewhere pic CONCLUSIONS The morale of the employees of the company is very high which is a sign of good management policies of the company. FINDINGS ,RE COMMENDATIONS , AND CONCLUSION Better salary packages should be offered and periodic salary reviews should be made by the management to keep pace with the changes in the corporate world. salary and working condition should be brought best global standard Salary difference in same grade should not be more than 10 to 15 percent Clear and fast-paced growth path should be planned to keep every one interested. Job rotation should be practiced to keep the work environment interesting and untiring. Pain areas like getting an email id, reimbursements of spry and other expenses are very time consuming and this should be eliminated to keep employees motivated Challenging assignment should be offered to the employees so as to avoid the job -dullness Better performance appraisal procedures should be applied to assess the true worth(predicate) of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be p rovided to the employees. Balance between personal life and work through programs and policies should always be distinguished. Better communication within the organization should always be encouraged and enabled for a better working environment The working hours should be restricted to 8 hrs per day to keep the employees fresh and efficient. Enhanced limit of mobile phones usage should be allowed. SELECTED BIBLIOGRAPHY ? Personnel management by K. V Mishra, Aditya publishing house Madras, 1992. ? CHHABRA T.N, Princlples practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ? Practice of Human Resource by Danny Shield. ? Manuals from the organization. ? www. kdsgroup. com. ? www. LarsenToubro. com ? www. google. com ? www. yahoosearch. com ? QUESTIONAIRES SAMPLE SIZE- 45 Q1) How long have you been associated with the company? 1. 1 4years 2. 4 10years 3. 10years and above Q2) are you overall slaked with the company? 1. Extremely Dissatisfied 2. real Dissatisfied 3. Very well-provided 4. Extremely Satisfied Q3) Are you satisfied with the salary structure prevailing in your company? . Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q4) How are your interpersonal relations with your colleagues, subordinates and managers? 1. Good 2. Bad 3. Fine Q5) Are you happy with the work conditions (facilities / physical environment) of your company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 4. Extremely Satisfied Q6) Do you have a clear path of Career Advancement? 1. potently guard 2. sanely agree 3. strongly dissent 4. more or less dissent Q7)Do you find yourself growing in the organization? 1. potently Agree . fairly agree 3. potently protest 4. Moderately disagree Q8) Are achievements recognized and are they awarded in your company? 1. powerfully Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q9) Are you happy with your position at this company? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q10) The organization ensures balance between your work and your personal life through policies, programs, services and attitudes that are specific to fostering your well being? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4.Moderately disagree Q11) The organization provides you ample resources and opportunities at work to learn and grow? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q12) there is a free flow of communication and good coordination among supervisors and subordinates? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q13) What would be your primary reasons for leaving the company? 1. Benefits Salary 2. Better Job Opportunity elsewhere 3. Conflict with co-workers/higher authority/management 4. Working conditions 5.Job Expectation/Challenges/Growth 6. sad Performance Evaluation Q14) How would you rate the MORALE in yo ur company? 1. Low 2. Very Low 3. High 4. Very high Q15) What additional benefits competitors provide to their employees for retention? Good perks/ high salary Better position/ promotion ESOP Cars/ laptops Various personnel policies and good TA DA Better incentives and awards Less Income Tax liabilities Better infrastructure Better commuting facilities Q16) What suggestions do you have for your company to help employee retention as compared to its competitors? Better salary/ periodic salary review in comparison with the changes in the corporate train salary and working condition to the best global standard Salary difference in same grade should not be more than 10 to 15 percent ESOP Clear and faster growth path Job rotation Pain areas like getting an email id, reimbursements of mobile and other expenses are very time consuming and this should be eliminated Challenging assignment should be offered Better performance appraisal Mediclaim benefit with cashless card s cheme Balance between personal life and work through programs and policies Better communication within the organization 8 hrs per day work Enhanced limit of mobile phones Personal Details wee-wee(Optional) DEPARTMENT. DESIGNATION QUALLIFICATION. QUESTIONNAIRE Q1) Is there a well defined recruitment policy in your organization? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant joint Q2) Principle of right man on the right job is stringently followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say 4) Which internal source of recruitment is followed by the company and given more priority? 1. Internal promotion 2. Employee Referrals 3. Transfer Q5) Which external source of recruitment is followed by the company and given more priority? 1. Campus interview 2. Advertisement 3. Online job banks . Walk in interviews 5. Agencies/Consultancies 6. Employment Exchange Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q8) The sorting of candidate applications is done by some pre set criteria? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience 2. Skills.. 3. Process Knowledge/ intelligence operation 4. Aptitude 5. Attainments. Q 10) To identify the employees capabilities and aptitude, psychological testing is done. Do yo u think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q11) What type of interview is taken while selection? 1. Patterned 2. Stress 3. Depth 4. Others.. Q12) The view of the touch on department head is given special attention while selecting the employee of the department? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q13) Is the physical scrutiny necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Q14) What is the weightage given to the following (out of 100%)? 1. Written Test.. 2. Group Discussion.. 3. Final Interview Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly Agree 2.Moderately agree 3. Strongly disagree 4. Moderately disagree Sugg estions if any Personal Details NAME DEPARTMENT. DESIGNATION QUALLIFICATION. Thank you for your cooperation. CASE STUDY SYNOPSIS OF THE PROJECT ? SYNOPSIS OF THE PROJECT Scope of thesis work The scope of my study begins with the study of history of L T and it further extends to various issues related to Recruitment and Selection procedures at L T. Research Methodology the objective of my study is to -understand and critically analyse the various aspects related to the Recruitment and Retention procedures at L & T . and make further suggestions for its betterment. Hypothesis and Research Design- ? A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The appropriate research design formulated is detailed below. ? Exploratory research this kind of research has the primary objective of development of insights into the problem.It st udies the main area where the problem lies and also tries to evaluate some appropriate courses of action. ? The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The present study contemplated an exploratory research NATURE OF DATA- Secondary data secondary data that is already available and published . it could be internal and external source of data. Internal source which originates from the specific field or area where research is carried out e. . publish broachers, official reports etc. External source This originates outside the field of study like books, periodicals, journals, newspapers and the Internet web sites Sources of Data -DataCollection -Primary Data -Secondary Data DATA COLLECTION ? Data has been collected through various books , journals ,web sites and magzines PRIMARY DATA ? Primary data has been collected by raising two questionaires of the sample siz e of 25 and 45. SECONDARY DATA ? Secondary data has been collected through various books , journals , magzines and web sites.I always had great interest in the field of Human Resources and it only grew with the age. L T is a huge company with a great repute in the Indian Economy, and they do practice very sound HR procedures, So I think , I had all the reasons in the world to make a project on LT ? Details of the External guide ? lay down of the Guide ,Qualification and Designation ? Approval letter from External guide ? ( Signatory note from guide stating that he/she would guide you ) Manpower Planning Prepare Job description Prepare employee Profile Check Database Internal RecruitmentExternal Recruitment Select Appropriate Method Advertise Post Internally Campus Recruitment Search Firms Employee Referrals Advertisement Shortlist Institutes PPTs Screen Application Offer Selected Candidate Provide firm with Employee profile Screen applications as per eligibility criteria Selection Process Offer Selected Candidates Conduct Reference check If not satisfactory, revoke offer within 15 days Advertise post internally Screen applications for eligibility and approvals from reporting manager and departmental head Selection process If suitable, make offer Employee referral mail CV ReceivedInform employee Yes CV in database? address reference no. to CV Inform employee No Screen for eligibility Selection process Reference checks Inform employee Offer Candidate There is no one strategy to ensure successful employee retention. Generally, a gang of factors influences an employees decision to stay in a job. Those factors may differ for an individual depending on his or her age, family situation, the external job market, or job title. There are some factors, however, which seem to impact most employees and for which we found some effective strategies worth sharing. pic pic