Scottish Surnames Meanings and Origins

Scottish surnames as we know them today — family names passed down intact from father to son to grandson — were first introduced into Scotland by the Normans about the year 1100. Such hereditary names were not universally prevalent and settled, however. The use of fixed Scottish surnames (last names that didnt change with each generation) wasnt really in prevalent use until the 16th century, and it was well into the late 18th century before surnames were common in the Highlands and northern isles. Origins of Scottish Surnames Surnames in Scotland generally developed from four major sources: Geographical or Local Surnames —These are names derived from the location of the homestead from which the first bearer and his family lived, and are generally the most common origin of Scottish surnames. Most of the earliest people in Scotland to adopt fixed surnames were the nobles and great landowners, who were often called by the land they possessed (e.g. William de Buchan from Buchan, Scotland). Eventually, even those who did not own significant land started to use place names to identify themselves from others of the same name, adopting the name of the village or even the street where the family originated. Tenants often took their name from the estate where they lived. Thus, most of the earliest surnames in Scotland were derived from place names. Topographic surnames derived from vague geographical locations rather than specific places, also fall into this category. These names may refer to physical features such as streams (Burns), moors (Muir) or forests (Wood) or to m an-made structures, such as a castle or a mill (Milne).Occupational Surnames —  Many Scottish surnames developed from a persons job or trade. Three common Scottish surnames —  Smith (blacksmith), Stewart (steward) and Taylor (tailor) — are excellent examples of this. Offices associated with the kings lands and/or hunting are another common source of Scottish occupational names — names such as Woodward, Hunter,  and Forest.Descriptive Surnames —  Based on a unique quality or physical feature of the individual, these surnames often developed from nicknames or pet names. Most refer to an individuals appearance - color, complexion, or physical shape  Ã¢â‚¬â€ such as Campbell (from  caimbeul, meaning crooked mouth), Duff (Gaelic for dark) and Fairbain (beautiful child). A descriptive surname may also refer to an individuals personality or moral characteristics, such as Godard (good natured) and Hardie (bold or daring).Patronymic and Matrony mic Surnames —  These are surnames derived from baptismal or Christian names to indicate family relationship or descent. Some baptismal or given names have become surnames without any change in form. Others added a prefix or an ending. The use of Mac and Mc was prevalent throughout Scotland, but especially in the Highlands, to indicate son of (e.g. Mackenzie, son of Coinneach/Kenneth). In lowland Scotland, the suffix ​—  son was more commonly added to the fathers given name to form a patronymic surname. These true patronymic surnames changed with each successive generation. Thus, Roberts son, John, might become known as John Robertson. Johns son, Mangus, would then be called Mangus Johnson, and so on. This true patronymic naming practice continued in most families until at least the fifteenth or sixteenth century before a family name was eventually adopted that passed down unchanged from father to son. Scottish Clan Names Scottish clans, from the Gaelic clann, meaning family, provided a formal structure for extended families of shared descent. Clans each identified with a geographical area, usually an ancestral castle, and were originally controlled by a Clan Chief, officially registered with the court of the Lord Lyon, King of Arms which controls heraldry and Coat of Arms registration in Scotland. Historically, a clan was made up of everyone who lived on the chiefs territory, people for which he was responsible and who, in turn, owed allegiance to the chief. Thus, not everyone in a clan was genetically related to one another, nor did all members of a clan bear a single surname. Scottish Surnames - Meanings Origins Anderson, Campbell, MacDonald, Scott, Smith, Stewart... Are you one of the millions of people sporting one of these top 100 common Scottish last names? If so, then youll want to check out our list of the most commonly occurring surnames in Scotland, including details on each names origin, meaning, and alternate spellings.   TOP 100 COMMON SCOTTISH SURNAMES THEIR MEANINGS 1. SMITH 51. RUSSELL 2. BROWN 52. MURPHY 3. WILSON 53. HUGHES 4. CAMPBELL 54. WRIGHT 5. STEWART 55. SUTHERLAND 6. ROBERTSON 56. GIBSON 7. THOMPSON 57. GORDON 8. ANDERSON 58. WOOD 9. REID 59. BURNS 10. MACDONALD 60. CRAIG 11. SCOTT 61. CUNNINGHAM 12. MURRAY 62. WILLIAMS 13. TAYLOR 63. MILNE 14. CLARK 64. JOHNSTONE 15. WALKER 65. STEVENSON 16. MITCHELL 66. MUIR 17. YOUNG 67. WILLIAMSON 18. ROSS 68. MUNRO 19. WATSON 69. MCKAY 20. GRAHAM 70. BRUCE 21. MCDONALD 71. MCKENZIE 22. HENDERSON 72. WHITE 23. PATERSON 73. MILLAR 24. MORRISON 74. DOUGLAS 25. MILLER 75. SINCLAIR 26. DAVIDSON 76. RITCHIE 27. GRAY 77. DOCHERTY 28. FRASER 78. FLEMING 29. MARTIN 79. MCMILLAN 30. KERR 80. WATT 31. HAMILTON 81. BOYLE 32. CAMERON 82. CRAWFORD 33. KELLY 83. MCGREGOR 34. JOHNSTON 84. JACKSON 35. DUNCAN 85. HILL 36. FERGUSON 86. SHAW 37. HUNTER 87. CHRISTIE 38. SIMPSON 88. KING 39. ALLAN 89. MOORE 40. BELL 90. MACLEAN 41. GRANT 91. AITKEN 42. MACKENZIE 92. LINDSAY 43. MCLEAN 93. CURRIE 44. MACLEOD 94. DICKSON 45. MACKAY 95. GREEN 46. JONES 96. MCLAUGHLIN 47. WALLACE 97. JAMIESON 48. BLACK 98. WHYTE 49. MARSHALL 99. MCINTOSH 50. KENNEDY 100. WARD Source: National Records of Scotland - Most Common Surnames, 2014

Essay on The Vital Importance of Vaccinations - 856 Words

Disease kills millions of children every year. Some of these diseases are bacterias, which multiply rapidly and attack the body for resources. Others are viruses which hijack the immune system in a quest to multiply. Children are far more vulnerable to disease because of their developing immune systems. How can children be protected by the horrors of disease? The answer is vaccinations. For many years, immunizations have kept the spread of disease low. Vaccinations have prevented deaths and saved lives. However in recent years, there has been a stronger movement against vaccinations. There have been arguments made by people who believe that vaccination is a violation of rights and against religion. Some say children were meant to face†¦show more content†¦One popular argument against mandatory vaccines is that of religion. Advocates claim that vaccines are â€Å"unnatural† and do not follow their personal religious tenants. Such arguments create conflict between our r ights granted under the first amendment and the obligation of the government to work towards public health and safety. Families can request exemptions for their children from the vaccinations. Legally, there is little choice but to give the exemption. While exemptions satisfy most anti-vaccine parents, they also create a health hazard. As exemptions increase, so does the possibility of disease outbreaks. If a school full mandatory student vaccination, there would be no chance of disease. If a school had only 80 percent of its students vaccinated thanks to exemptions, it would leave 20 percent of the students open to infection. If the number of unvaccinated children rises, the likelihood of transmission will rise. Studies have shown the number of children who received exemptions on religious grounds doubled from 1991 to 2012. That percentage is still growing. It seems selfish to request an exemption that could possibly harm the exempted child but other children around him or her. If immunizations were not so frequent, infection could take over and spread at a substantial rate. According to the article Vaccination Coverage Among Children in Kindergarten in 2013, about 95 percent of allShow MoreRelatedPersuasive Essay On Immunizations1600 Words   |  7 Pagesdiseases, outbreaks still are occurring due to incompliance with the current child vaccination schedule. This poses the question that if vaccinations can protect a child from a major illness why are parents choosing not to vaccinate their children? In the past couple of years controversy over immunizations has become a large debate in society. Many parents have come to the belief that if their child is given vaccinations their chance of getting autism spectrum disorder increases; therefore they chooseRead MoreVaccinations And How Vaccines Protect Us All By Harrison Wein And Beliefs About Childhood Vaccinations1428 Words   |  6 Pagesaspects in their life. When thinking about what can help one to remain healthy, vaccinations come to mind. Vaccinations, to many people, are a necessity to remain healthy. I know when I was younger I hated to get a shot, but when I think about it today I am glad my parents made me get them. My mother was a nurse, so she knew the importance of vaccinations. 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With nearly 90 percentage parents in the U.S. understand the risk vs. benefit factor to be in favor too vaccinate, when handed the choice, about a 10 percent of parents delay or cut some shots with 1 percent that don’t vaccinate at all. (Pemberton, 2015) We see viruses from our past, which were heavily infected among our grandparents or parents time, such as poliomyelitis and measlesRead MoreThe Effects Of Vaccination On Children s Children1725 Words   |  7 PagesINTRODUCTION Vaccination is widely considered one of the greatest medical achievements of modern civilization (Harvard Law School, 2007). Childhood deaths from infectious diseases were commonplace less than a generation ago; however they’re now increasingly rare due to vaccines. In order to be effective at eliminating communicable diseases, vaccines must be administrated to a sufficient level of people in the community. However, there has been plenty of controversy over the morality, ethics, effectivenessRead MoreShould The Intervention Be Effective?1498 Words   |  6 PagesAnother evaluation tool to see if the intervention has been effective will be the HPV vaccination rate that is release by the Florida. If the rate goes up at the sites and the providers that have participated in the research then it could be considered reliable due to specificity. The educational interventions that are completed at the Lake county health department locations will be easier to monitor due to vaccination rates being distributed quarterly and with a breakdown at each site. The sites areRead MoreHr And Mandatory Flu Vaccination1199 Words   |  5 Pagesrisk getting terminated. This paper will, therefore, examine the rights of employers to require employee vaccination for job considerations. It will also outline various exceptions to vaccinations that may include religious objection and medical considerations. Lastly, the paper will give various concerns that companies and employees must put in mind when formulating policies for vaccine vaccinations. â€Æ' HR and Mandatory Flu Vaccines in the Workplace Seasonal flu does not only adversely affect theRead MoreVaccinations Are Safe And They Work1686 Words   |  7 PagesVaccinate Vaccinations are safe and they work. There are many parents who choose for their own reasons to ignore Centers for Disease Control and Prevention (CDC) recommendations to vaccinate and exercise their right to not do so. They run the risk of having their child suffer or even possibly die when they opt-out to having their child vaccinated. Today in the United States, outbreaks of vaccine-preventable disease are often traced to susceptible children whose parents have claimed an exemption fromRead MoreReducing Pertussis Children Under The Age Of One Years1211 Words   |  5 Pagestreatment of pertussis in a timely manner is most significant in reducing transmission and to protect vulnerable patient groups. Each state and territory obtain laws and regulations which govern the reports of diseases and conditions of public health importance. These laws and regulation have a list of diseases to report to the Center for Disease Control (CDC) as well as individuals or institutions responsible for reporting these conditions. According to CDC, state health departments should report allRead MoreVaccination Is The Human Body Protect An Individual From Infection Or Disease?1407 Words   |  6 PagesVaccination is as one of the greatest medical invention ever created, reducing death and illness by enourmous factor due to a broad range of prevantable diseases. World wide, millions if not billions of people are reprieved from ever being infected by certain diseases and viruses that could kill or leave them scarred even should they survive the virus. The low death toll and spread of diseases are directly connected to the use of vaccination. The main purpose of vaccination is to increase disease

Business Research Report Attitudes - Values and Beliefs

Question: Discuss about the Business Research Report Attitudes, Values and Beliefs. Answer: Background to the study, the research question/objectives/hypothesis and/or topic, the researchers and the target audience This report comprises of a review of a social research survey carried out in 2008 by the Centre for Social Research and Evaluation and published in 2010, authored by Fleur McLaren on the attitude, values and beliefs on violence within New Zealand families. The survey was based on a background that a lot of violent cases within families where intimate relationships exist, are as a result of attitudes, beliefs and values that excuse violence within the society, at different times (McLaren 2010). Further, the background to the study indicates that a lot of violent partners and/or individuals in families hold different views towards violence and could excuse it as the best option at some points. The effects of violence are many but some individuals only believe that violence is not harmful as long as there are no physical injuries (McLaren 2010). Even so, this is not the case and therefore, the research would later indicate the need to still fight family violence due to other effects suc h as mental problems among others. The survey was carried out in order to come up with actions that the New Zealand communities could fight the war against violence in homes and in relationships. The research targeted men, women, children and the elderly in New Zealand (McLaren 2010). However, the information is intended to reach all concerned parties including human rights institutions, policy advocacy groups, the communities in general and the New Zealand government, more so the law making arm, and the judiciary. The objectives of the study included to; determine the different definitions of family violence by New Zealanders; gauge their levels of awareness on family violence, determine different attitudes held by New Zealanders regarding family violence and measuring the extent at which New Zealanders are ready to take appropriate action against cases of family violence. Research Methods Used Outlining Their Strengths, Limitations and Appropriateness for the Research Question/Objectives/Hypothesis and/or Topic The survey involved the use of questionnaires and face-to-face interviews that were served to respondents in households in areas including Auckland, Wellington, Christchurch, Hamilton, Dunedin, Hastings/Napier, Invercargill, Whangarei, Palmerston North, Rotorua, New Plymouth, and Tauranga among others (McLaren 2010). The two methods were the main techniques of collecting information, which was later analysed and presented in tables, graphs and percentages. The Strengths of Using Questionnaires The use of questionnaires ensures that the researcher does not leave out any concern outlined in the objectives with an aim of achieving the results from the field. They are also convenient in areas where community members are literate. One may need to be able to read and understand before filling in the answers. In this regard, a research assistant can help a respondent in reading and interpreting the questions to the respondent, in order to obtain answers to fill in the questionnaire (Frick 2009). Further, questionnaires could be translated into a different language by the researcher and still maintain the same thoroughness in its approach to answering each question, related to the objectives of the research (Frick 2009). Another advantage of using questionnaires is that the data obtained can be easily fed into analytical systems such as SPSS, to provide presentable information, which can provide the trends and the situation on the ground. This was the case for this particular rese arch. In regard to weaknesses first, it is clear that questionnaires are quite time consuming and may need a lot of time to fill in (Frick 2009). In this case, the researcher approximate that the questionnaire or the interview would take 40 minutes with little disruptions. However, this means that those who cannot be first enough in answering the questions would take more than an hour. The long time taken to interview an individual would need the researcher to only interview or serve the respondents with questionnaires when they have little commitments such as work. For interviews, it is clear that they also must have taken a long time for respondents in households. Sometimes interviews are affected by a language barrier (Toot et al 2015). In the areas identified for this social research on attitudes, values and beliefs on violence, it is clear that some respondents may not be good in expressing themselves in English. Therefore, a need to translate into ones convenient language could make an individual to be skipped by research assistants, or find a research assistant, familiar with an individuals own preferred language. Even so, interviews are crucial, as they help in substituting questionnaires, where they may not be necessary and/or effective (Toot et al 2015). Interviews help in collecting first hand information for the respondents and if an audio is used in this case, a researcher can be able to read it and transcribe it later, into actual responses in the preferred language, in line with the questionnaires. The use of interviews was crucial in this case, as some of the community members would want to share more crucial information regarding violence in families (Toot et al 2015). Being a sensitive aspect in society, talking to individuals who might have at one point, been involved in family feuds leading to violence could b viewed by the individual as an opportunity to share their problems and feel relieved. The interviews and questionnaires could still work as awareness creation tools through using a whole set of inquiries on the less talked about topic in society; violence in families. Theref ore, the choice of questionnaires and face-to-face interview by the Centre for Social Research and Evaluation was quite appropriate for this research. Evaluation of Ethical considerations This research considered five main principles of research ethics. One of the principles indicates that there is need to minimize the risk of harm. In this regard, the research questionnaires and the interviews included questions that could not directly bring any emotional harm to the respondents, who were the sample population of the New Zealanders according to Jacobsen (2011). Thus, direct confrontational questions were adjusted into properly crafted quizzes, where an individual could just respond to them without being angered and/or feeling targeted. The second principle of research ethics states that there is need to obtain an informed consent (Jacobsen2011). The Centre for Social Research and Evaluation sought the permission of authorities in the areas mentioned above, to allow the researchers to collect information legally. Further, the household respondents were asked to volunteer in their response, without coercion. It was ones own choice to accept to be respondents, on the request of the researcher on family violence attitudes, beliefs and values in New Zealand. Thirdly, the need to protect anonymity was taken care of as indicated by the researchers. It is important to assure respondents of their privacy, and their information must not be shared with anyone, except for research analysis purposes (Lewis 2010). The researcher asked the respondents to give their names at will (Sachs 2010). However, those who did not want to indicate their names were asked to at least, indicate the area they came from for analytical reasons. Further, the researchers avoided any deceptive practices in seeking for information from the public (Sachs 2010). Similarly, the respondents were asked not to include any false information, as it would render the study inaccurate. The last principle in regard to the need to provide an individual respondent or group the right to withdraw from taking part in the research (Sachs 2010). As stated above, the researcher allowed the respondents to give responses at will. Those who accepted to be interviewed or served with the questionnaires did so at their own will. Thus, those who would wish to withdraw were left out in order to concentrate on willing respondents. Summary of the Findings The survey brought out different results in regard to the attitudes, the values n the believes of New Zealand citizens on violence that occurs within families. The first finding was that majority of the respondents strongly believed that violence in families, was not as a solution to particular misunderstandings. In this regard, they indicated that there are many options, which one could use to solve misunderstandings, since it is normal for family members to at one point or the other misunderstand each other (McLaren 2010). Among the options, include seeking advice from friends and family, reporting some cases to authorities that could be extreme and/or solving one on one through talking out the issue, especially in intimate relationships. Secondly, the study established that majority of the respondents had attitudes which were in support of the equality of men and women in a given relationship (McLaren 2010). Therefore, there is need for mutual agreements in regard to different crucial decisions in relationships. When there are issues to be addressed therefore, each party must be considered equal, and not inferior. This is because the later breeds violence due to misunderstandings that crop up in families and in other intimate relationships between men and women. Thirdly, the study established that all respondents strongly indicated that they believed that all members of society suffer negative outcomes from violence. These include women, men, elderly in society, and children. Injuries could be sustained; emotional suffering including mental complications among other effects develop as a result of violence. In extreme cases, violence leads to deaths of partners, children or generally family members (McLaren 2010). Another finding related to this was that most of the respondents indicated that they were not in agreement that violence is only harmful when there is physical injury. This myth was refuted by majority of these respondents indicating that they were aware of other effects of violence mentioned above. Another finding was that majority of the respondents indicated that it remains the responsibility of the community to support the members to be violence-free and develop relationships with their intimate partners, the elderly parents and the children. Even so, competing beliefs were noted, indicating that what happened in ones home is a private issue. However, there were competing beliefs held by the same respondents that what happens in any given home is a private issue (McLaren 2010). The study established that most community members were willing to take action in times of family violence, except where they thought it was none off their business to take a particular action, to subvert any family violence, away from their own homes. Extent to Which the Conclusions and/or Recommendations Are Well-Founded and Justified The research concludes and recommends first that there is need for education in order to change different beliefs regarding violence and at the same time, emphasize that there should be no excuses to be given for a lack of control and a choice for violence in resolving issues. This statement is well founded according to Centres for Disease Control and Prevention (2008), since majority of advocacy groups on violence indicate that educating individuals in intimate relationships and communities on violence is a huge step towards changing their attitudes towards the issue. In regard to the effects of violence, the Centre for Social Research and Evaluation recommends that New Zealanders need to be educated on how to support victims to leave violent relationships and ensure that each of the victims is safe. This recommendation is justified, since people need to be aware of the reasons that influence women for instance, to remain in violent relationships (Adams 2007). This could help the community to understand how to support these individuals, even at the time they need to leave the relationship, if the partner or assailant continues with the misbehavior. The researcher further recommends the use of mass media campaigns to end violence in homes. This is a justified approach as mass media is far reaching, than any other campaigns aimed at educating individuals against the continuously reported cases of violence (Adams 2007). The media will help also to notify the assaulters the penalties they could face if handed to the authorities and charged in New Zealand courts of law. Research Context Implications for the Research Process Outcomes Since the research takes a social context, the research processes including the methodologies used in gathering information have been tailor-made to suit the respondents an obtain the outcomes that reflect the actual situation on the ground. The context of the study considers that the researchers use the appropriate language, structure the questions that are in line with research ethics, and indulge the respondents professionally in the interviews. Further, the context of the research calls for the need to involve authorities for permission, and high-level professionalism. Violence in families is regarded as a sensitive issue and a researcher may not be sure whether the respondent has been exposed to it at one point in their homes. Thus, the context influences generally, the choice of methods of data collection, and the presentation of the outcomes to the public. References Fleur McLaren (2010) Attitudes, Values and Beliefs about Violence within Families 2008 Survey Findings. Centre for Social Research and Evaluation. ISBN 978-0-478-32359-7 Adams, D (2007). Why Do They Kill? Men who murder their intimate partners. Violence Against Women; 14, 727. Centres for Disease Control and Prevention (2008). Strategic Direction for Intimate Partner Violence Prevention: Promoting Respectful, Nonviolent Intimate Partner Relationships through Individual, Community and Societal Change. https://www.cdc.gov/ViolencePrevention/pdf/IPV_Strategic_Direction_One-Pager-a.pdf Cercone, J J,Beach, S R H, Arias, I (2005). Gender symmetry in dating intimate partner violence: Does similar behavior imply similar constructs? Violence and Victims, 20(2), 207-218. Chamberland, C, Fortin, A, Laporte, J (2007). Men's recognition of violence against women and spousal abuse: comparison of three groups of men. Violence and Victims, 22(4), 419-436. Fanslow, J (2005). Beyond Zero Tolerance: Key issues and future directions for family violence work in New Zealand. The report for the Families Commission, Wellington, New Zealand. Fanslow, J L Robinson, E M (in press). Help-seeking behaviors and reasons for help seeking reported by a representative sample of women victims of intimate partner violence in New Zealand. Journal of Interpersonal Violence. Flood, M Pease, B (2006). The Factors Influencing Community Attitudes in Relation to Violence against Women: A Critical Review of the Literature Paper Three of the Violence against Women Community Attitudes Project. Mental Health and Wellbeing Unit, Victoria Health Promotion Foundation, Melbourne. Jacobsen, K. (2011). Research Ethics: Principles, Practices, and Reporting. World Medical Health Policy, 3(2), 40-46. https://dx.doi.org/10.2202/1948-4682.1161 Lewis, J. (2010). Ethics Principles for Social Science Research: Report of a Meeting on 22 March 2010 Jointly Sponsored by AREC, the Social Research Association and the Academy of Social Sciences. Research Ethics, 6(2), 56-57. https://dx.doi.org/10.1177/174701611000600206 SACHS, B. (2010). Going from principles to rules in research ethics. Bioethics, 25(1), 9-20. https://dx.doi.org/10.1111/j.1467-8519.2009.01744.x Frick, K. (2009). Microcosting Quantity Data Collection Methods. Medical Care, 47(Supplement), S76-S81. https://dx.doi.org/10.1097/mlr.0b013e31819bc064 Toot, J., Pringle, T., Berkley, K., Simons, M., Atterson, P. (2015). Manual versus automated data collection: Evaluation of a modified testing paradigm and learning/memory endpoints using a complex water T-maze in juvenile rats. Journal Of Pharmacological And Toxicological Methods, 75, 163-164. https://dx.doi.org/10.1016/j.vascn.2015.08.021

Wild Oats Swot free essay sample

It offers a selection of perishable foods designed to appeal to both natural foods and gourmet shoppers. The company’s private label offerings feature over 2000 SKUs. Whole Foods Market markets its private label products under different brand names 365 Everyday Value, 365 Organic Everyday Value, and the Whole Brands family. The products sold under the 365 brand (365 Everyday Value and 365 Organic Everyday Value) are less expensive than other products offered at Whole Foods Markets stores. The 365 Organic Everyday Value brand provides all of the benefits of organic food at lower prices. Whole Kids Organic is an organic food product line developed for children under the Whole Kids label. Whole brands family includes Whole Kitchen (pre-packaged fresh and frozen grocery), Whole Treat (frozen desserts and candies), Whole Catch (frozen seafood items), Whole Fields (produce and produce support items), Whole Pantry (pantry items such as flavored olive oils and vinegars), Whole Creamery (cheeses), Whole Ranch (frozen burgers and franks) and Whole Paws (pet food). We will write a custom essay sample on Wild Oats Swot or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In addition to these, the company has number of store-made and regionally-made fresh items sold under the Whole Foods Market label. It also offers specialty and organic coffees and teas through its Allegro Coffee Company subsidiary. This wide product range allows the company to address multiple customer segments and price points which help to limit it from fall in demand for any specific product or segment. Weaknesses: Relatively small scale of operations The company has small scale of operations as compared to its competitors. It has 263 stores in 37 states in the US, 7 stores in Canada, and 6 in the UK. The company’s competitor, Supervalu, has 2,478 stores and its operations span across 48 states in the US. Safeway, another competitor of the company, has 1,775 stores across the US and Canada. Beside these companies, Whole Foods Market has to compete with big players, like Wal-Mart, which operates in 15 countries. All of these retailers are expanding its natural and organic food offering. Whole Foods Matket’s relatively small scale of operations is likely to prove a drain on the resources of the company. Conservative advertising policy The company relies heavily on word-of-mouth publicity, a disadvantage in comparison to those rivals who aggressively use print, television and online media. It spends meager amounts on advertising and marketing. In 2007, Whole Foods Market spent 0. 5% of total revenues on advertising. Although demand for organic foods is increasing, there is scope to step up the growth rate through aggressive advertising given that consumer awareness of organic products is still relatively low. Competition in the segment is also increasing as more retailers begin to offer organic products. With Whole Foods Market still relying heavily on word-of-mouth publicity, as a result, its new stores may take longer than usual to break even. Opportunities: Increasing demand for organic products Natural and organic food products segment is one of the fastest growing categories in food retailing. In 2006, organic food market grew by 12. 3% to reach a value of $15. 9 billion. The US is the most lucrative market for organic food in the world, accounting for 43. 3% of global market’s value. In 2011, the US organic food market is forecast to have a value of $26. 3 billion, an increase of 65. 6% since 2006. Consumers across the US are showing increased preference for natural, fat-free and healthy food products. Increasing customer preference for organic foods is likely to favorably impact the company’s sales. Expansion in UK – and other geo-markets The UK organic food market grew by 30% in 2006 to reach a value of $2. 9 billion. The UK market for organic food is expected to increase by 86. 5% since 2006 to reach a value of $5. 4 billion by 2011. Also, UK accounts for 19. 9% of the European organic food markets value. Whole Foods Market has six stores in the UK; it operates five stores acquired from Fresh Wild. The sixth store company opened in June 2007 is 80,000 square foot store in London, and is its first major store in Europe. The company could exploit the growth of the UK organic food and drinks market to expand its existing operations, which would result in earning incremental revenues. Whole Foods does not currently participate in markets outside North America and the UK. Acquisition of Wild Oats The company acquired Wild Oats, a natural and organic foods retailer in North America in August 2007. Wild Oat’s acquisition has added 74 stores (70 in US and 4 in Canada) in Whole Foods Market’s chain of stores. This acquisition will boost the competitive position and provide wider presence in the natural and organic food market in the US and Canada. This would also increase company’s customer base and leverage growing demand for natural and organic food products to increase its revenues. Threats: Competition The company faces intense competition in the single market it operates in. Its competitors currently include other natural foods supermarkets, conventional and specialty supermarkets, other natural foods stores, warehouse membership stores, small specialty stores and restaurants. It faces competition from Kroger’s, a US retailer operating 2,507 stores under numerous banners including Kroger, Ralphs, Fred Meyer, Food 4 Less, King Soopers and Smith’s. Kroger’s also operates 791 convenience stores. Big players like Wal-Mart and supermarkets like Safeway are expanding product ranges and introducing natural and organic personal care products. Increased competition may have an adverse effect on profitability as the result of lower sales, lower gross profits and/or greater operating costs such as marketing. Labeling and other regulations As the company operates in the natural and organic foods market, its stores and products are subject to several laws and regulations relating to health, sanitation and food labeling. Several federal agencies and departments including the Food and Drug Administration (FDA), the Federal Trade Commission (FTC), the Consumer Product Safety Commission (CPSC), the United States Department of Agriculture (USDA) and the Environmental Protection Agency (EPA) set critical standards for the manufacture, processing, formulation, packaging, labeling and advertising of products. Failure to comply with these standards could result in penalties and seizure of marketing and sales licenses. These regulations also result in additional compliance costs, which reduce company’s margins. Economic slowdown in US The US is the key market of the company. According to the IMF world economy outlook, the real GDP growth of the US is expected to slowdown in 2008. The GDP growth of the US economy is forecasted to slow down from 3. 3% in 2006 to 2. 8% in 2008. A weak economic outlook for the US would put pressure on the revenues of the company. Summary: Whole Foods Market is a retailer of natural and organic food products. The company offers a broad product selection in all its stores, including seafood, grocery, meat and poultry, bakery, prepared foods, specialty, nutritional supplements and vitamins, body care, books, floral products, pet products and household products. The company has recorded strong financial performance in the recent years, which has helped the company to pursue its expansion plans. However, competition in the organic and natural foods market threatens to erode the market share of the company that could reduce its margins.

Occupational Health and Safety essays

Occupational Health and Safety essays 1. How different food should be stored at the correct temperate and in right conditions. Long life foods such as spaghetti, spices, dried beans, peas, dried fruits, coffee and tea should be should be stored in clean, dry, clearly labelled and airtight containers. Canned foods should be stored in a dry area so the cans dont rust. Bottled foods should be stored in a dark cupboard as light can affect the food. Perishable foods such as bread and cakes should be stored in clean containers in a cool dry place for about 1-2 weeks. Cereals and cookies keep for 3-4 weeks when stored in clean containers in a cool dry place. Potatoes and onions keep for 3-4 weeks in a cool, dark place. Highly perishable foods or short life foods These foods should be stored in the fridge between 2 degrees celsius and 5 degrees celsius. After the due date, the growth of bacteria and moulds may cause deterioration in the texture and flavour of the food and the production of toxins causing food poisoning. 2. What process occurs in the food if it is not store correctly? If the food smell and looks OK does it mean its OK to eat? When foods that are not stored properly the growth of bacteria and moulds can occur and it may cause deterioration in the food. Which means it could lead to food poisoning, when storing foods you should keep different types of foods separate because it could lead to cross contamination. In most cases if the food looks and smells OK means that it is OK to eat. 3. If you feel sick after eating something, what could it be and why? It could be that you are allergic to things you eat or food poisoning. Lots of people are allergic to milk, eggs, wheat, peanuts, fish or shellfish. If you're allergic to a certain food, it might make you feel sick after you've eaten it. You might get a headache, an itchy rash, a blocked nose, or even diarrhoea. ...

General William Tecumseh Sherman - Civil War

General William Tecumseh Sherman - Civil War William T. Sherman - Early Life William Tecumseh Sherman was born February 8, 1820, in Lancaster, OH. The son of Charles R. Sherman, a member of the Ohio Supreme Court, he was one of eleven children. Following his fathers untimely death in 1829, Sherman was sent to live with the family of Thomas Ewing. A prominent Whig politician, Ewing served as a US Senator and later as the first Secretary of the Interior. Sherman would marry Ewings daughter Eleanor in 1850. When he reached the age of sixteen, Ewing arranged an appointment for Sherman to West Point. Entering the US Army A good student, Sherman was popular but accumulated a large number of demerits due to a disregard for the rules pertaining to appearance. Graduating sixth in the class of 1840, he was commissioned as a second lieutenant in the 3rd Artillery. After seeing service in the Second Seminole War in Florida, Sherman moved through assignments in Georgia and South Carolina where his connection to Ewing allowed him to mingle with the high society of the Old South. With the outbreak of the Mexican-American War in 1846, Sherman was assigned to administrative duties in newly-captured California. Remaining in San Francisco after the war, Sherman helped confirm the discovery of gold in 1848. Two years later he was promoted to captain, but remained in administrative positions. Unhappy with his lack of combat assignments, he resigned his commission in 1853 and became a bank manager in San Francisco. Transferred to New York in 1857, he was soon out of job when the bank folded during the Panic of 1857. Attempting law, Sherman opened a short-lived practice in Leavenworth, KS. Jobless, Sherman was encouraged to apply to be the first superintendent of the Louisiana State Seminary of Learning Military Academy. The Civil War Looms Hired by the school (now LSU) in 1859, Sherman proved an effective administrator who was also popular with the students. With sectional tensions rising and the Civil War looming, Sherman warned his secessionist friends that a war would be long and bloody, with the North eventually winning. Following Louisianas departure from the Union in January 1861, Sherman resigned his post and ultimately took a position running a streetcar company in St. Louis. Though he initially declined a position in the War Department, he asked his brother, Senator John Sherman, to obtain him a commission in May. Shermans Early Trials Summoned to Washington on June 7, he was commissioned as colonel of the 13th Infantry. As this regiment had not yet been raised, he was given command of a volunteer brigade in Major General Irvin McDowells army. One of few Union officers to distinguish themselves at the First Battle of Bull Run the following month, Sherman was promoted to brigadier general and assigned to the Department of the Cumberland at Louisville, KY. That October he was made the departments commander, though he was wary of taking on the responsibility. In this post, Sherman began to suffer what is believed to have been a nervous breakdown. Dubbed insane by the Cincinnati Commercial, Sherman asked to be relieved and returned to Ohio to recover. In mid-December, Sherman returned to active duty under Major General Henry Halleck in the Department of the Missouri. Not believing Sherman mentally capable of field command, Halleck assigned him to a number of rear area positions. In this role, Sherman provided support for Brigadier General Ulysses S. Grants capture of Forts Henry and Donelson. Though senior to Grant, Sherman put this aside and expressed a desire to serve in his army. This wish was granted and he was given command of the 5th Division of Grants Army of West Tennessee on March 1, 1862. The following month, his men played a key role in halting Confederate General Albert S. Johnstons attack at the Battle of Shiloh and driving them off a day later. For this, he was promoted to major general. Forging a friendship with Grant, Sherman encouraged him to remain in the army when Halleck removed him from command shortly after the battle. Following an ineffective campaign against Corinth, MS, Halleck was transferred to Washington and Grant reinstated. Vicksburg Chattanooga Leading the Army of the Tennessee, Grant began advancing against Vicksburg. Pushing down the Mississippi, a thrust led by Sherman was defeated in December at the Battle of Chickasaw Bayou. Returning from this failure, Shermans XV Corps were re-routed by Major General John McClernand and took part in the successful, but needless Battle of Arkansas Post in January 1863. Reuniting with Grant, Shermans men played a key role in the final campaign against Vicksburg which culminated in its capture on July 4. That fall, Grant was given overall command in the West as commander of the Military Division of the Mississippi. With Grants promotion, Sherman was made the commander of the Army of the Tennessee. Moving east with Grant to Chattanooga, Sherman worked to aid in breaking the Confederate siege of the city. Uniting with Major General George H. Thomas Army of the Cumberland, Shermans men took part in the decisive Battle of Chattanooga in late November which drove the Confederates back into Georgia. In the spring of 1864, Grant was made the overall commander of Union forces and departed for Virginia leaving Sherman in command of the West. To Atlanta the Sea Tasked by Grant with taking Atlanta, Sherman began moving south with nearly 100,000 men divided into three armies in May 1864. For two and a half months, Sherman conducted a campaign of maneuver forcing Confederate General Joseph Johnston to repeatedly fall back. Following a bloody repulse at Kennesaw Mountain on June 27, Sherman returned to maneuver. With Sherman nearing the city and Johnston showing an unwillingness to fight, Confederate President Jefferson Davis replaced him with General John Bell Hood in July. After a series of bloody battles around the city, Sherman succeeded in driving off Hood and entered the city on September 2. The victory helped ensure the re-election of President Abraham Lincoln. In November, Sherman embarked on his March to the Sea. Leaving troops to cover his rear, Sherman began advancing toward Savannah with around 62,000 men. Believing the South would not surrender until the will of the people was broken, Shermans men conducted a scorched earth campaign which culminated in the capture of Savannah on December 21. In a famed message to Lincoln, he presented the city as a Christmas present to the president. Though Grant wished him to come to Virginia, Sherman won permission for a campaign through the Carolinas. Wishing to make South Carolina howl for its role in starting the war, Shermans men advanced against light opposition. Capturing Columbia, SC on February 17, 1865, the city burned that night, though who started the fires is a source of controversy. Entering North Carolina, Sherman defeated forces under Johnston at the Battle of Bentonville on March 19-21. Learning that General Robert E. Lee had surrendered at Appomattox Court House on April 9, Johnston contacted Sherman regarding terms. Meeting at Bennett Place, the Sherman offered Johnston generous terms on April 18 that he believed were line with Lincolns wishes. These were subsequently rejected by officials in Washington who were angered by Lincolns assassination. As a result, final terms, which were purely military in nature, were agreed upon on April 26. The war concluded, Sherman and his men marched in the Grand Review of the Armies in Washington on May 24. Postwar Service Later Life Though tired of war, in July 1865 Sherman was appointed to command the Military Division of the Missouri which included all the lands west of the Mississippi. Tasked with protecting the construction of the trans-continental railroads, he conducted fierce campaigns against the Plains Indians. Promoted to lieutenant general in 1866, he applied his techniques of destroying the enemys resources to the fight by killing large numbers of buffalo. With the election of Grant to the presidency in 1869, Sherman was elevated to Commanding General of the US Army. Though plagued by political issues, Sherman continued the fight on the frontier. Sherman remained his post until stepping down on November 1, 1883 and being replaced by Civil War colleague, General Philip Sheridan. Retiring on February 8, 1884, Sherman moved to New York and became an active member of society. Later that year his name was proposed for the Republican nomination for president, but the old general flatly refused to run for office. Remaining in retirement, Sherman died on February 14, 1891. Following multiple funerals, Sherman was buried in Calvary Cemetery in St. Louis. Selected Sources North Georgia: William ShermanUS Army: William T. ShermanHistoryNet: William T. Sherman’s First Campaign of Destruction

Iraq and the Security Challenges Facing the US Essay

Iraq and the Security Challenges Facing the US - Essay Example It's the 21st century, the world is modernizing, and superpowers are helping developing countries develop. The UN, composed f members from most f the countries f the world, was founded to promote peace, security, and economic development throughout the world. As one of, if not the only, current superpower, the United States has an obligation to spread democracy throughout the world, mainly Iraq, as stabilizing the country would bring stability to the volatile Middle-East. The deposition f Saddam Hussein would clear the space for the Iraqi people to establish a truly democratic government and serve as a beacon and inspiration for the spread f democracy throughout the Islamic world. Saddam Hussein massacred his people, the Kurds, and even his own family members, yet he was supposedly elected by 99% f the population. This is the result f a dictatorship government where the people have little to no say. By establishing a democracy in Iraq the people would be bestowed the gift f freedom. We all remember watching the people f Iraq proudly waving their purple-dyed fingers in triumph after voting in their first real elections. Iraqis would have a constitutional democracy in the Arab world, and Americans would have a partner for peace and moderation in the Middle East. The Bush Administration was well aware f these facts, and thus this acted as the motivation for invading Iraq. Some make the argument that by spreading democracy in Iraq, we are doing nothing but imposing a foreign belief on a nation uninterested in this alien form f government. To this it could be said that democracy takes different forms in different cultures, successful free societies are built on common foundations f rule f law, freedom f speech, freedom f assembly, a free economy, and freedom f worship. These are fundamental rights that any nation or population can appreciate. Additionally, according to the "Democratic Domino theory", if and when democracy is established in Iraq, it would spread beyond the nation's borders to the other undemocratic countries f the region, leading to a stable and free Middle East. As President Bush declared, "All Iraqis must have a voice in the new government, and all citizens must have their rights protected." It would be hypocritical f the United States to praise its successful democratic government, but do nothing to promote it in other countries. Thus the spread and establishment f democracy was an absolute real motivation for the invasion f Iraq. To some this argument is flawed. They claim all this was propaganda promoted by the Bush Administration and used as a front to sell the war to the nation. Others, such as the chief foreign columnist f the New York Times, Thomas Friedman, believe the opposite. In a July 16 column entitled "Winning the Real War", Friedman hails the formation f an Iraqi "governing council," handpicked by the US colonial administrator L. Paul Bremer, as the real "liberation" f Iraq,

Inter Organizational Systems Essay Example | Topics and Well Written Essays - 1000 words

Inter Organizational Systems - Essay Example ers has grown tremendously since the initial startup by the United States department of Defense in 1969, growth in Internet has expanded creating new ways in which people interact and do business. There is a lot of information obtainable on the internet; the information available on websites is used to serve different audiences, some of it may be helpful for research while other is mere opinions. Therefore, it is upon the viewer to determine how useful the materials they are seeking on the web are to them. Human beings have a natural liking for beautiful objects; in the virtual world the developers of websites realize this inherent human weakness or strength, they utilize it develop a usable and an attractive website. This website http://www.ladpss.org/ is going to be used in evaluating the attractiveness and user-friendliness of a website. An attractive website is one that has a proper layout; it is free from unnecessary advertisements, offers multilingual pages, offering alternative versions of study in formats such as frames or texts amongst other features (Buchanan, 2004). The conventional evaluation technique for attractiveness include the following, First, astute use of color, this should be reflected in color balancing, whereby, pastel colors should have low saturation levels. Secondly, symmetry and style this implies use of curved shapes which attracts more than rectangles. Third, structure, consistent layout and usage of deepening field -layers this stimulates interest in the user, in addition, background image with low saturated color gives depth to the foreground. Choice of media to attracts attention whereby audio and video gives an exciting sensation and increase alertness. Finally, using design of unusual or abstract arouses the users’ imagination (Sutcliffe, 2002). A user-friendly website is defined on user interaction concerning the ease of finding the website through usage of search engines, the time the user takes to find the information

Art Gallery Essay Example for Free

Art Gallery Essay In completion of this assignment the art gallery that I chose to visit was Mark Gallery in Englewood New Jersey. When you walk up to the establishment there are floor to ceiling glass windows that allow you to see everything inside. Facing the gallery there were so many colors that enticed you to enter. The arrangements and art work was spaced out nicely not causing clutter. This allowed you to individually take in each piece on by itself. All of the pieces were very nice but the artist that caught my attention was Mr. Mark Oberndorf. Oberndorf was born in New York but is currently residing in Bergren County New Jersey. He is a contemporary realist painter. Since the age of 10 he has been interested in the visual arts. At an early age some of his beginning works were illustrating his school yearbook to painting murals on his elementary school building. From 1995 to present Oberndorf has had art in various group and solo exhibitions and galleries. Currently his work is currently represented by Mark Gallery of Englewood New Jersey and Westwood Gallery in Westwood New Jersey. I found several of his pieces interesting because they were so basic. Not meaning they did not have levels or dimensions but they put me in the mind of simpler times and relatable memories. His pieces display three dimensional effects on a two dimensional surface with natural lighting effects. All painting are created with oil on linen canvass. Such pieces as the â€Å"Wyckoff Train Station†, â€Å"Dairy Queen† and â€Å"Gas† all represent the Bergren County area and parts of New York prior to the gentrification phase. â€Å"Gas† depicts an old two pump station as you would see it in the 1970’s. The piece of the â€Å"Dairy Queen† shows the classic franchise that was shaped somewhat of a barn prior to the new modernized look you may see today. I can remember as a kid having one of these in our neighborhood. We frequently visited it for a Sunday cone after attending church. I could not wait to stand in line for my soft serve on a cone. Lastly the â€Å"Wyckoff Train Station† is truly a classic single standing building not so big on the side of the tracks. Much dated compared to the enormous train stations and subway stations you see in the big cities such as New York. Through viewing these pieces I would think this is his way of holding on to a piece of history, before all common landmarks that held tradition and memories were torn down. Prior to gentrification in many of our communities there were several sites or establishments that were a common thread to our community. Be it the mom and pop store on the corner to the old fashioned ice cream stand. Gentrification has erased these things with more modernized establishments that help to bring economic wealth for some but forces others out of the neighborhoods and communities that they have been a part of for quite some time.

The Definition Of Definitions :: essays research papers

<a href="http://www.geocities.com/vaksam/">Sam Vaknin's Psychology, Philosophy, Economics and Foreign Affairs Web Sites The sentence â€Å"all cats are black† is evidently untrue even if only one cat in the whole universe were to be white. Thus, the property â€Å"being black† cannot form a part of the definition of a cat. The lesson to be learnt is that definitions must be universal. They must apply to all the members of a defined set (the set of â€Å"all cats† in our example). Let us try to define a chair. In doing so we are trying to capture the essence of being a chair, its â€Å"chairness†. It is chairness that is defined – not this or that specific chair. We want to be able to identify chairness whenever and wherever we come across it. But chairness cannot be captured without somehow tackling and including the uses of a chair – what is it made for, what does it do or help to do. In other words, a definition must include an operative part, a function. In many cases the function of the Definiendum (the term defined) constitutes its meaning. The function of a vinyl record is its meaning. It has no meaning outside its function. The Definiens (the expression supplying the definition) of a vinyl record both encompasses and consists of its function or use. Yet, can a vinyl record be defined in vacuum, without incorporating the record player in the definiens? After all, a vinyl record is an object containing audio information decoded by a record player. Without the â€Å"record player† bit, the definiens becomes ambiguous. It can fit an audio cassette, or a compact disc. So, the context is essential. A good definition includes a context, which serves to alleviate ambiguity. Ostensibly, the more details provided in the definition – the less ambiguous it becomes. But this is not true. Actually, the more details provided the more prone is the definition to be ambiguous. A definition must strive to be both minimal and aesthetic. In this sense it is much like a scientific theory. It talks about the match or the correlation between language and reality. Reality is parsimonious and to reflect it, definitions must be as parsimonious as it is. Let us summarize the characteristics of a good definition and then apply them and try to define a few very mundane terms. First, a definition must reveal the meaning of the term or concept defined.

Should the British Media Be Allowed to Publish Private Photos of the Royal Family or Should Their Privacy Be Protected?

Title: Should the British media be allowed to publish private photos of the Royal family or should their privacy be protected? With the development of science and technology, the media is also developing rapidly, from the original newspaper, broadcast, TV to today's Internet, mobile phone, electronic magazines and so on. There is no doubt that is progress, indeed, the media provides a lot of convenience to our life, for example: we needn’t go out and know what happened all over the world; if any place was hit by disaster, only through the media dissemination for help, friends from all over the world would lend a hand immediately.However, everything has two sides and the media is no exception. As we know, media is too transparent to make our life sometimes no privacy, especially some public figures’ life and feelings are always exposed. This essay will examine whether the British media should be allowed to publish private photos of the Royal family or should their privac y be protected? Firstly, I think private photos should be protected. Privacy has been defined as the `right of individuals to control the collection and use of personal information about themselves. ‘(Mason, 1986).And privacy is a fundamental right recognized in the United Nations Universal Declaration of Human Rights. It means that everyone should be equal and their privacy should be protected. Some laws and regulations, which are in the field of personal privacy protection, are also being found. For example, ‘there is comprehensive protection for privacy, potential civil and criminal liability, and human rights protection under the European Convention on Human Rights. ’ (Gilbert, 2012). So it is obvious that Western people will pay more attention to the privacy protection.Even avoid asking about their age, income, and marital status. They often use ‘nose into people's private life,’ to say people who asked such questions  with contempt. Therefore, publishing private photo without individual's permission is an unlawful behavior. Secondly, the British royal family belongs to public figure, not ordinary person. And ‘the members of the Royal Family support The Queen in her many State and national duties, as well as carrying out important work in the areas of public and charitable service, and helping to strengthen national unity and stability. (The role of the Royal Family, 2007). That means members of the Royal family are able to recognize and participate in community and local events in every part of the UK, from the opening of new buildings to celebrations or acts of commemoration. Therefore, Royal Family plays a positive and gracious role in British society. However, there are some British royal family private photos were published in the public, and those photos have a negative effect on Royal family’s image. Some people suggested that those behaviors are actually invaded Royal family’s privacy.But there are some people said that the British royal family is the public figures, and their photos should not belong to infringement. But I have to say that when they got back home to have a meal, sleep and make friends, etc, they also just an ordinary people, who are same as all of people’s life. Therefore, the British media should not publish the photos of the Royal family. Then the other side of this issue would be discussed in the following. That is Royal family were born in an unusual family, destined to their life would be revealed by the media.In other words, our world is fairness, they can enjoy the supreme honor; they can receive ten thousand people’ respect and admiration; they can enjoy the most luxurious life, etc. However, their private life is facing constantly exposure and revelation. Some of common things just connect with them that will be focused on, and will become the hot topic in public to talk about. In fact, some of their private photos should publish, because public figures should be actively influenced people and accept the supervision of the people.Some of photos can reflect their personal life, and their positive image can inspire the next generation. In contrast, some negative images or some bad way of life should not publish. Because those pictures would influence the images of the Royal family in people’s mind, especially have a negative effect on children. Therefore, private photos of the Royal family should be allowed to publish. All in all, according to the discussion of this issue from two aspects, I think no one opinion is absolutely right. Although the British Royal family is public figure, they also common persons; their privacy should also be protected by the law.Everyone has the right to protect their own privacy and the media should not just for benefits or media value to exposure everything regardless of privacy of people. In contrast, their identity particularity cause that they were born by all the atten tion. And their behavior always to a large extent affects to young people's behavior, so the media should expose a part of their privacy to the public so that they set a good image to the public, whilst, it is requires that the public figures also should be attention their behavior particular in the public. Reference:R. O. Mason (1986), Four ethical issues of the information age, MIS Quarterly, 10 (1) pp. 4–12. (Accessed: 19 October 2012) Gilbert, D (September 14, 2012) After Diana: How can intimate royal snaps be published in France? CNN, [Online]. Available: http://www. cnn. co. uk/2012/09/14/world/europe/france-privacy-law-qa/index. html (Accessed: 19 October 2012) The official website of The British Monarchy, (2007), the role of the Royal Family. [Online]. Available: http://www. royal. gov. uk/MonarchUK/HowtheMonarchyworks/TheroleoftheRoyalFamily. aspx [Online]. Available:

Larsen & Toubro Recruitment and Retention Policies

A PROJECT REPORT ON LARSEN & TOUBRO RECRUITMENT PROCEDURE (HR) MASTER OF BUSINESS ADMINISTRATION [pic] ACKNOWLEDGEMENT I have prepared this study paper for the â€Å"Larsen & Toubro Recruitment and retention practices†. Quite frankly, I have derived the contents and approach of this study paper through discussions with colleagues who are also the students of this course as well as with the help of various Books, Magazines and Newspapers etc. I would like to give my sincere thanks to a host of friends and the teachers who, through their guidance, enthusiasm and couselling helped me enormously.As I think there will be always need of improvement. Apart from this, I hope this study paper would stimulate the need of thinking and discussion on the topics like this one. [pic] TABLE OF CONTENTS Chapter No. SubjectPage No. Ch. -1. 0Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -2. 0Research Methodology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1. Primary Objec tive(s)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Hypothesis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3. Research Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Sample Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. Scope of the Study†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6. Limitations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -3. 0Critical Review of Literature†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -4. 0Company Profile †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1.Industry Profile†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. SWOT Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -5. 0Data†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5. 1Collection†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. 2Primary Data 5. 3 Secondary Data†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Ch. -6. 0Findings & Analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -7. 0Recomme ndations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -8. 0Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Ch. -9. 0Annexure†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 1. Tables†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 2. Graphs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Ch. -10 Case study Ch. -11 synopsis of the project EXECUTIVE SUMMARY ? EXECUTIVE SUMMARY Organisations are becoming large & complex with progressive industrialisation.Human Resource Department hence becomes the prime department in all concerns whether small or large & its Importance can be never ever estimated. The basic concept of summer training is to give students a new insight of practical applications of Human Resource Department of the organisation. †¢ In this modern world all human being thrive to become more skilled & hence they all work hard to achieve the pred etermined goals with their wholehearted dedication towards their jobs assigned.They always try to be close to perfection for this they need to be properly trained in their respective fields so that the unskilled workforce sharpen their skills & the skilled workforce move closer to their goals. †¢ Also each of the employees should be properly motivated so that he/she develops a will 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. Hence the need for development of human resource was felt. The Human Resource of the organisation should be prepared in such a way that they help the employee to perform efficiently. have made an effort through this research study to understand and analyse various aspects related to Human Resource strategy of Larsen and Toubro (L & T) with special reference to recruitment and selection procedure at L & T. In the process , the aspects which h ave been looked into are:- 1. History of L & T 2. Industry profile 3. Research problem 4. Research methodology 5. Analysis of facts 6. Conclusions drawn 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 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 studies 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 logica l conclusion in an objective and scientific manner. The present study contemplated an exploratory research Nature Of Data:- Primary data : Data which is collected through direct interviews and by raising questionaires . †¢ 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. g. ublish broachers, official reports etc. †¢ External source: This originates outside the field of study like books, periodicals, journals, newspapers and the Internet. ? SCOPE OF THE STUDY †¢ I have foccussed my study on L & T and based 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 one of Asia's largest vertically integrated Engineering ; Construction conglomerate with additional int erests in Information Technology and electrical business.A strong, customer-focused approach and the constant quest for top-class quality have enabled the company to attain and sustain leadership position for over seven decades. †¢ Serving the core sectors and infrastructure of the economy, L;T has pioneered spectacular achievements in Indian industry. Many of the engineering and construction projects executed by L;T 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 meet emerging trends, L;T recently initiated a mega-transformation process, internally to ensure that it emerges, as a knowledge-based Indian multinational. †¢ Over the years the company has proactively created the necessary infrastructure for its global initiative wit h office locations in USA, Europe, Middle East and Japan. The Engineering ; Construction Division made significant progress during the year in increasing 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 export earnings of the Division amounted to Rs. 24600 million during the year 2005-06. THE CUSTOMER PROFILE †¢ The customer profile includes 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 share of export revenues during the year ended March 31, 2006 increased to 11 % as compared to 8% in the previous year.L;T believes that progress must necessarily be achieved in harmony with the environment. A commitment to community welfare and environmental protection constitute an integral part of the Corporate Vision. C ORPORATE VISION [pic] †¢ L;T shall be a professionally-managed Indianmultinational, committed to total customer satisfaction and enhancing shareholder value. †¢ L;T-ites shall be an innovative, entrepreneurial and empowered team constantly creating value and attaining global benchmarks. †¢ L;T shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society.THE BUSINESS SECTOR †¢ L;T's 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 services right from the earliest stages of pre-project development through to start-up and bring expertise to the industries that we serve while applying core competencies and skills to all o ur work. The industries we serve are listed as follows: pic] ? RECRUITMENT AND RETENTION PRACTICES AND PROCEDURES AT L & T 1. Recruitment Flowchart The following schematic outlines the process flow for recruitment at L & T. 1. Internal Recruitment The Company believes in offering opportunities for growth and career progression to its employees; thus each time a requirement arises, internal recruitment will be a preferred mode. For every vacancy arises below. †¦Ã¢â‚¬ ¦Level, an option of filling the post initially will be considered. HR will place an advertisement on the intranet. The advertisement will contain the following details: a. Job Profile b.Educational qualifications, Skills, Experience c. Last date of receiving Applications d. Contact person in HR All Applications will be screened for the eligibility against pre-determined criteria for the vacancy. HR will prepare a list of eligible applicants and seek approval from the respective Reporting Manager and Departmental He ad. If approval is given, HR will send a notification to the eligible candidates via email. Applicants who are not found eligible will also be notified via email. †¢ If no suitable applicants apply within one week from the date of posting the advertisement, external recruitment is initiated. Eligible candidates will undergo a panel interview. †¢ Travel for Interview: As per eligibility in current grade . †¢ Compensation fitment: Wherever the employee is moving to a higher value job, compensation will be undertaken as if the individual is a new hire. Handover period: Before the employee takes over his/her new position, there will be a handover period of one month. However 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 company will reimburse as per the relocation policy. . External Recruitment Entry Level Recruitment Entry-level recruitment is used for fresh graduates/postgraduates who are taken as Executive Trainees and Management Trainees or for individuals joining at entry-level positions in the Company. †¢ If candidate possess less than one year of work experience, he/she will be treated as a fresh hire (entry level recruitment). †¢ Trainee Schemes †¢ Management Trainees †¢ Depending upon the requirements projected in the manpower plan, the company will recruit Management Trainees from Management institutes in the country. †¢ Sourcing of TraineesManagement trainees will be sourced from Management Institutes across the country. The selection 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 current year the company will target institutes that are ranked between 15th and 20th ranks according to the ranking developed. It is fu rther recommended that by the year 2006 – 2007. The company should target campuses that range between 10th and 15th ranks. B.Recruitment days given: The company will give preference to the Institutes who are willing to give either day 0, 1 or 2 C. Campus Specialization: Relevance of courses offered to the company’s business. D. Campus Relationship: The Company will develop close relationships with targeted campus by hiring large numbers, conducting events, taking summer trainees, sending senior 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 qualified 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. Fresh Graduates: Student with a Masters in Business Administration/Chartered Accountants will be placed at the Man agement 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 done. F. Recruitment ProcessThe recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s 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 schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placemen t 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. Number of job openings Screening of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the basis 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 Only Institutes where day 0, 1 or 2 is offered will be accepted. All eligible candidates will undergo the following 2 – step selecti on process: 1. 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 be a mix of economics, business and general awareness. 2. Candidates who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. Panel composition for the interview will be as per appendix II Suggested Selection Criteria for Students It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude 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. Personality and Attitude – Focus on Communication, Presentation and Teamwork 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 receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. C. Recruitment Process The recruitment process for the Management trainees will be as follows: †¢ HR will initiate the campus recruitment process by sending the company’s 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 schedule 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 above in all years of graduation in engineering b) Projects undertaken at the summer trainee/internship level (if any, in applied courses) Screening of Application Blanks 1) The Placement Coordinator/Administrativ e offices will short list candidates on the basis 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 be a mix of economics, business and general awareness. 3) Candidates – Who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance 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 receipt 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 the trainee scheme as outlined below: †¢ Travel: Management Trainees will be provided with AC class Train Fare from home to th e 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. Performance Evaluation and Placement †¢ Upon completion of the training period, all trainees will undergo a performance evaluation. 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 every managemen t 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 â€Å"Trainee Evaluation Form†. †¢ The Performance Evaluation Panel will then either recommend a confirmation or separation as per the trainee’s performance.Upon receiving the evaluation and recommendation, 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/ home to the company. †¢ Conveyance expenses such as travel (Taxi) from the Airport/ Railway station to the place of posting etc will be paid. Accommodation Outstation Trainees will be provided twin sharing Accommodation for one month free of cost.Any cost for further requirement will be deducted from the trainees stipend will be deducted from the trainee’s stipend. Executive Trainees Management Trainees Training program †¢ 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 case 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 a s per the compensation 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 Advertisements. 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 interview 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 candidate’s resume, career history and interview observation form. Travel Reimbursement: †¢ Travel reimbursement will be done as per details in Appendix III. Outstation candidates will be given 5 working day’s notice and local candidates will be given 3 working day’s notice to attend 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 company’s 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: Satisfied 3. 3. 3. 4 Media Advertisement In case the number of vaca ncies is large, advertisements may be released based on recommendation of the HR head and an approval from the Directors. The advertisement 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 candidate’s list using set priorities when there is more than one qualified applicant interested in the same position.Preliminary Interview †¢ A preliminary interview w ith 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 â€Å"Loyal employees in any company create loyal customers, who in turn create happy shareholders. † – Sir Richard Branson What is engagement? It is a positive attitude 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 two-way relationship between employer and employee. ’ [pic] Employees are one of the most important assets, but are Companies doing everything they can to maximize the potential of this asset? The best emp loyee attitude studies explore all aspects of an employee’s working life with an employer, covering not only what they do but also what employees think and feel about the organization.An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its long-term corporate goals. To ensure the value of company’s investment in employee research, HR managers have to fully understand the concerns, attitudes and motivations of their employees. The way it was†¦Ã¢â‚¬ ¦ 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 twofold appro ach of aggressive recruitment and innovative retention strategies. Retention policies need to focus on elimination of unwanted turnover. EMPLOYERS NEED TO DETERMINE WHO THEY SHOULD RETAIN AND HOW THEY CAN RETAIN THEM. †¢ Talented employees should be identified early and proactive steps should be taken to nurture and retain 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 always financial. What People Want â€Å"†¦ 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 c hallenges, 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) While cash may get workers in the door, culture will keep them Create a kind of â€Å"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 â€Å"why I need you† and this is â€Å"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 results in job mismatch, which causes the job and individual to suffer, limiting the company’s 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 unh appy 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 â€Å"you can do† is the responsibility of supervisors. It is true that staff equires money, but they always look for actions, which touches their mind and heart. Let's 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 don't care how 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 â€Å"public. † Whenever you recognize and encourage people in â€Å"public,† it acts as a natural stimulant for others wh o are close enough to see or hear what's 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 importance it plays in the overall motivation of people. SWOT ANALYSIS |Strengths |Weaknesses | |Right products, quality and reliability. | | |Superior product performance vs. competitors. |Some gaps in range for certain sectors. |Brand Image |Not very popular in the international market | |Products have required accreditations. |Delivery-staff need training. | |High 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 constrained by low unemployment levels and | | |competition for staff | |Opportunities |Threats | |Profit mar gins will be good. |Legislation could impact. | |End-users respond to new ideas. |Existing core business distribution risk. | |Could extend to overseas broadly. |Vulnerable to reactive 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 opportunities on an industry-wide basis. | | |An applied research centre to create opportunities for developing | | |techniques to provide added-value services | |DATA 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 pol icies of the company Secondary Data: †¢ The secondary data has been collected from various books, magzines, journals, information brochures and internet web sites. DATA ANALYSIS [pic] CONCLUSIONSThe general feeling among the employees is that L ; T has a well defined and clear recruitment policy. [pic][pic] 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 are 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 Are Of The View That The Succession Planning Is Being Done In Advance 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 people questioned, admitted that they had to face 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 great morale victory on the paet of th e 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 interpersonal 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 Almost 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 ,RECOMMENDATIONS , 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 faster growth path should be planned to keep every one interested. †¢ Job rotation should be practiced to keep the work enviro nment interesting and untiring. †¢ Pain areas like getting an email id, reimbursements of mobile 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 of an employee. An efficient employee should always be promoted and awarded accordingly. Mediclaim benefit with cashless card scheme should be provided 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 ? Per sonnel 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 satisfied with the company? 1. Extremely Dissatisfied 2. Very Dissatisfied 3. Very Satisfied 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. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree Q7)Do you find yourself growing in the organization? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree Q8) Are achievements recognized and are they awarded in your company? 1. Strongly 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. Poor Performance Evaluation Q14) How would you rate the MORALE in your 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 facili ties 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 †¢ Match 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 scheme 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: NAME(Optional)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 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. Can’t say Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is done prior recruitment? 1. Strongly Agree . Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t 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. Strongl y disagree 4. Moderately disagree 5. Can’t 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. Can’t 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. Can’t say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? . Experience †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2. Skills†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Process Knowledge/Intelligence†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4. Aptitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5. Attainments†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Q 10) To identify the employee’s capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Can’t say Q11) What type of interview is taken while selection? 1. Patterned 2. Stress 3. Depth 4. Others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Q12) The view of the concerned 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. Can’t say Q13) Is the physical examination necessary after final interviews? 1. Strongly Agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Canâ⠂¬â„¢t say Q14) What is the weightage given to the following (out of 100%)? 1. Written Test†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2. Group Discussion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3. Final Interview†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 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 Suggestions if any†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Personal Details: NAME†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ DEPARTMENT†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. DESIGNATION †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ QUALLIFICATION†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 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 bel ow. ? Exploratory research: this kind of research has the primary objective of development of insights into the problem.It studies 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 size 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 L;T ? Details of the External guide ? Name 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 Sear ch Firms Employee Referrals Advertisement Shortlist Institutes PPT’s 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? Allot 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 combination of factors influences an employee’s 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 fact ors, however, which seem to impact most employees and for which we found some effective strategies worth sharing. [pic] [pic]