Compare and Contrast the Russian and Chinese Revolutions...

Nancy Fuentes Mr. Andrews APWH P.4 22 May 2012 The Russian and Chinese Revolutions The Russian and Chinese revolution both may perhaps have been no more different, each both with the establishment of two different concepts that lead to the shifting of their countries. These both experienced encounters with foreign influences and connections. The ways of the both were oddly different due to one wanting the end of interactions with the West and China who actually wanted to adopt more to their ways of the West. The Russian revolution was essentially led with two different revolutions, the February and the October Revolution. The Chinese was experiencing many revolts throughout the revolution. In the effort for the 1911 revolution of†¦show more content†¦Overall both of the revolution overcame strong political forces within the nation I which in the end none seemed to accomplish much. The Russian still strived to improve prosperity and their social aspects as well as the Chinese who sought to improve economically freedom. The Russian and Chinese revolutions outcomes were similar as well. As stated on (â€Å"Chinese Revolution†) â€Å"Chinese Revolution, (1911–12), nationalist democratic revolt that overthrew the Qing (or Manchu) dynasty in 1912 and created a republic†¦Ã¢â‚¬  Chinese wanted to rebuild a democracy, because people were not having enough freedoms. Just like The Russian Revolution which wanted to change their social aspects in complications â€Å"The causes of this unrest of the common people towards the Tsar and aristocratic landowners †¦ key factors to consider were ongoing resentment at the cruel treatment of peasants by patricians, poor working conditions experienced by city workers in the fledgling industrial economy and a growing sense of political and social awareness of the lower orders in general (democratic ideas were reaching Russia from the West and being touted by political activists)† (â€Å"1917 Russian Revolution†) Similarly to the C hinese revolution they held strikes to protest against their rights because of the unfairness under the rule of the czars. The Chinese just like the Russian revolution both became communist governments in the end. In the positions thatShow MoreRelatedPolitical Differences Between Russo And China1588 Words   |  7 Pages Whenever people think of communism, Russian SFSR (Russian Soviet Federative Socialist Republic) and China, as two biggest communist polity, always come to people’s mind first. Likewise, at any time people mention authoritarianism, they will never miss the two biggest authoritarian regimes: Russia (Russian Federation) and China. The former, with the collapse of Soviet Union in 1991, the world’s first and largest communist polity and the prime facilitator of communist political systemRead MoreComparing Russia And China Relations1646 Words   |  7 Pagesinflation, and overcome ideological antipathy towards capitalism. Considering the similar factors and conditions both nations dealt with creates for interesting comparison and contrast in analyzing the causes of China’s successes and Russia’s failures in transitioning to a market economy. 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Essay on Adas Metamorphosis to Independent Woman in Cold...

Adas Metamorphosis to Independent Woman in Cold Mountain nbsp; As Ada arrives at Black Cove, she and her father are completely unprepared for a life of independence. The ride there becomes the first of their problems. A new horse and cabriolet were purchased for the trip, but that was their first mistake. The rain fell aslant, coming at their faces so that the top of the carriage did little good in sheltering them from it (55). Monroe, Adas father, had no idea on how to get to Cold Mountain, and At each fork, Monroe simply guessed at the route they ought to take (55). Adas life in Charleston was one of aristocracy. She enjoyed balls, parties, and suitors, none of which helped her in any way at Black Cove. Ruby comments that†¦show more content†¦Ada told Ruby that she envied her knowledge of how the world runs (137). Ruby also teaches Ada about home remedies and new ways of doing things around the house. nbsp; Ada learns from Ruby about the nature of the world. You commence by trying to see what likes what, Ruby said. Which Ada interpreted to mean, Observe and understand the workings of affinity in nature (138). Slowly Ada learns how to run the farm and live off its offerings. She begins to see things that she might not have noticed before. As a heron flies over her head she wonders if the sighting is A blessing? A warning beacon? Picket of the spirit world? (193). She jots down the incident in her journal, drawing pictures of the bird and maybe other associated objects. She even says to herself I am living a life now where I keep account of the doings of particular birds (239). She is observing, and learning from, nature in its purest forms. nbsp; It is easily seen that Ada acquires something of an understanding of nature in its purest forms. She is no longer afraid to do things that might seem unladylike. Ruby dangled her feet over the edge of the hayloft. Ada had never known a grown woman to do that, but Ruby looked at her with some amusement, as if to say, I can do this because I have never been proper, and you can do it because you have recently quit being so (288). The way Ada draws and

The Good Man Jesus and the Scoundrel Christ Chapter 10 Free Essays

string(209) " while indulging in the costliest luxuries; you’re like a man who offers his guests wine from a golden cup, having polished the outside while neglecting the inside, so it’s full of dirt and slime\." The Priests Test Jesus But the priests were determined to test him, and soon the chance came. They tried three times, and each time Jesus baffled them. The first test came when they said to him, ‘You preach, you heal, you cast out devils ?C now, by whose authority do you do these things? Who gave you permission to go about stirring up excitement like this?’ ‘I’ll tell you,’ he said, ‘if you’ll give me an answer to this question: did John’s authority to baptise come from heaven, or from earth?’ They didn’t know how to answer him. We will write a custom essay sample on The Good Man Jesus and the Scoundrel Christ Chapter 10 or any similar topic only for you Order Now They withdrew a little way and discussed it. ‘If we say it came from heaven,’ they said, ‘he’ll say, â€Å"In that case, why didn’t you believe in it?† But if we say it was of human origin, the crowd will be angry with us. John’s a great prophet as far as they’re concerned.’ So they had to tell him, ‘We find it hard to decide. We can’t answer you.’ ‘In that case,’ he said, ‘you’ll have to do without an answer from me.’ The next test they put him to concerned that perennial difficulty, taxes. They said, ‘Teacher, you’re an honest man, we can all see that. No one doubts your sincerity or your impartiality; you show no favours, and you don’t try to ingratiate yourself with anyone. So we’re sure you’ll give us a truthful answer when we ask you: is it lawful to pay taxes?’ They meant lawful according to the law of Moses, and they hoped they would trick him into saying something that would get him into trouble with the Romans. But he said, ‘Show me one of those coins you pay taxes with.’ Someone handed him a coin, and he looked at it and said, ‘There’s a picture on here. Whose picture is this? What’s the name underneath it?’ ‘It’s Caesar’s, of course,’ they said. ‘Well, there’s your answer. If this is Caesar’s, give it back to him. Give God the things that are God’s.’ The third time they tried to trap him involved a capital offence. The scribes and the Pharisees happened to be dealing with the case of a woman who was caught committing adultery. They thought that they could force Jesus into calling for her to be stoned, which was the punishment authorised by their law, and hoped that this would cause trouble for him. They found him near the temple wall. The Pharisees and scribes took the woman out and stood her in front of him, and said, ‘Teacher, this woman has committed adultery ?C she was caught in the act! Moses commands us to stone such a woman to death. What do you say? Should we do it?’ Jesus was sitting on a rock, leaning down and writing with his finger in the dust. He took no notice of them. ‘Teacher, what should we do?’ they said again. ‘Should we stone her, as Moses says?’ He still said nothing, and went on writing in the dust. ‘We don’t know what to do!’ they went on. ‘You can tell us. We’re sure you can find a solution. Should she be stoned? What do you think?’ Jesus looked up and brushed the dirt off his hands. ‘If there’s one of you who has never committed a sin, he can throw the first stone,’ he said. Then he bent down again and wrote some more. One by one the scribes and the Pharisees went away, muttering. Jesus was left alone with the woman. Finally he stood up and said, ‘Where have they gone? Has no one condemned you, after all?’ ‘No, sir, no one,’ she said. ‘Well, you’d better go too, then,’ he said. ‘I’m not going to condemn you. But don’t sin any more.’ Christ heard about this from the disciple who was his informant. As soon as he was told about it, he hurried to the spot to see what it was that Jesus had written in the dust. The wind had blown his words away, and there was nothing to see on the ground, but nearby someone had daubed the words KING JESUS on the temple wall in mud. It had dried in the sunlight, and Christ brushed it off quickly in case it got his brother into trouble. Jesus Becomes Angry with the Pharisees Soon after that, something provoked Jesus into anger with the Pharisees. He had been watching how they behaved, how they dealt with ordinary people, how they assumed airs of importance. A questioner had asked him whether people should do as the Pharisees did, and Jesus said: ‘They teach with the authority of Moses, don’t they? And you know what the law of Moses says? Listen to what the scribes and the Pharisees say, and if they agree with the law of Moses, obey them. But do as they say ?C don’t do as they do. ‘Because they’re hypocrites, every one of them. Look at the way they vaunt themselves up! They love to sit in the place of honour at a banquet, they love to sit in prominent positions in the synagogue, they love to be greeted with respectful words in the marketplace. They preen themselves on the correctness of their costume, while exaggerating every detail to draw attention to their piety. They encourage superstition and they ignore genuine faith, while all the time they’re fawning over prominent citizens and boasting of the importance of their powerful friends. Haven’t I told you many times how wrong it is to think that the higher you are among men, the closer you are to God? ‘You scribes and Pharisees, if you’re listening ?C be damned to you. You take endless scruples over the tiniest matters of the law, while you let the great things like justice and mercy and faith go unnoticed and forgotten. You strain the gnats out of your wine, but you ignore the camel standing in it. ‘Damn the lot of you ?C hypocrites that you are. You preach modesty and abstinence, while indulging in the costliest luxuries; you’re like a man who offers his guests wine from a golden cup, having polished the outside while neglecting the inside, so it’s full of dirt and slime. You read "The Good Man Jesus and the Scoundrel Christ Chapter 10" in category "Essay examples" ‘Damn you each and every one. You’re like a tomb covered in whitewash, a handsome structure, gleaming and spotless ?C but what’s on the inside? Bones and rags and all kinds of filth. ‘You snakes, you brood of vipers! You’ve persecuted the best and the most innocent, you’ve hounded the wisest and the most righteous to death. How in the world do you think you’re going to escape being sent to hell? ‘ Jerusalem, Jerusalem ?C what an unhappy city you are. They come to you, the prophets, and you stone them to death. I wish I could gather all your children together as a hen gathers her brood under her wings! But will you let me? No, not a chance. See how sad you make those who love you!’ News of this angry speech spread quickly, and Christ had to work hard to keep up with the reports of his brother’s words. And more and more frequently he saw the words scrawled on walls, or scratched into the bark of trees: KING JESUS. Jesus and the Money-changers The next thing to happen didn’t only involve words. In the temple there were many activities connected with buying and selling: for example, doves and cattle and sheep were offered for sale to those who wanted to make a sacrifice. But as people came to the temple from many places both near and far away, some of them had money different from the local coinage, and there were money-changers there too, ready to calculate the exchange rate and sell them the money to buy doves with. One day Jesus went into the temple and, provoked by his growing anger against the scribes and the priests, lost his patience with all this mercantile activity and began to upset the tables of the money-changers and the animal-sellers. He flung them this way and that, and took a whip and drove the animals out, shouting, ‘This should be a house of prayer, but look at it now! It’s a den of robbers! Take your money and your buying and selling elsewhere, and leave this place to God and his people!’ The temple guards came running to try and restore order, but the people were too excited to listen to them, and some were scrambling to gather up the coins that were rolling all over the floor before the money-changers could save them. In the confusion the officials missed Jesus, and failed to arrest him. The Priests Discuss What to Do about Jesus Of course, the priests and officials of the temple were aware of all this, and they gathered at the house of the high priest Caiaphas to discuss how to respond. ‘We shall have to put him out of action one way or another,’ said one. ‘Arrest him? Kill him? Exile him somewhere?’ ‘But he’s so popular. If we move against him, the people won’t stand for it.’ ‘The people are fickle. They can be moved this way and that.’ ‘Well, we’re not succeeding in moving them. They’re entirely for Jesus.’ ‘That can change in a moment, with the right provocation†¦ ‘ ‘I still don’t see what he’s done wrong.’ ‘What? Provoking a riot in the temple? Rousing the people to an unhealthy state of excitement? If you don’t see it, the Romans certainly will.’ ‘I don’t understand what he wants. If we offered him a high position here, would he accept that and keep quiet?’ ‘He preaches the coming of the Kingdom of God. I don’t think he could be bought off with a salary and a comfortable office.’ ‘He’s a man of great integrity ?C say what else you like, you must grant him that.’ ‘Have you seen that slogan they’re scrawling everywhere ?C King Jesus?’ ‘There’s something in that. If we could persuade the Romans that he’s a threat to their order†¦ ‘ ‘Is he a Zealot, do you think? Is that what motivates him?’ ‘They’re bound to be aware of him. We really must move before they do.’ ‘We can’t do anything during the festival.’ ‘We need an agent in his camp. If we could find out what he was planning next†¦ ‘ ‘Impossible. His followers are fanatics ?C they’d never give him away.’ ‘It can’t go on. We’ll have to do something soon. He’s had the initiative for too long.’ Caiaphas let everyone speak and listened to everything, and his mind was troubled. Christ and his Informant Christ was staying at an inn at the edge of the city. That evening he ate with his informant, who told him about the incident in the temple. Christ had already heard rumours about what had happened, and he was eager to get the facts clear, so he made notes on his tablet as they ate. ‘Jesus seems more and more angry,’ he said. ‘Do you know why that is? Has he spoken about it to any of you?’ ‘No, but Peter is sure Jesus is in danger, and he’s worried that the master will be arrested before the Kingdom comes. What would happen then, with Jesus in prison? Would all the gates be opened, and all the bars flung down? That’s the most likely thing. But Peter’s anxious, no doubt about it.’ ‘Is Jesus anxious too, do you think?’ ‘He hasn’t said so. But everyone’s jumpy. We don’t know what the Romans will do, for one thing. And the crowds ?C they’re all for Jesus now, but there’s an edge to it. You can tell. They’re over-excited. They want the Kingdom right away, and if†¦ ‘ The man hesitated. ‘If what?’ said Christ. ‘If the Kingdom doesn’t come, is that what you were going to say?’ ‘Of course not. There’s no doubt about the Kingdom. But a business like the temple this morning†¦ There are times when I wish we were back in Galilee.’ ‘How are the other disciples taking it?’ ‘Nervous, jumpy, like I say. If the master wasn’t so angry right now we’d all be calmer. It’s as if he’s spoiling for a fight.’ ‘But he’s said that if someone hits us, we should turn the other cheek.’ How to cite The Good Man Jesus and the Scoundrel Christ Chapter 10, Essay examples

Travelodge Hotels UK Ltd

Question: Applying suitable analytical framework and in relation to an organisation (Travelodge hotels UK ltd), critically evaluate the way in which Travelodge managed, or is currently managing strategic change? Answer: Introduction: About the industry- This is extra vital that in current competitive ecology, both regarding business plus employability people must have a very clear understanding as well as sufficient knowledge of the segment or industry where they operate or are planning to operate in future. The actual hotel industry also has since many years struggled to properly establish things that truly make all the hotel staffs motivated as well as satisfied along with their tasks and jobs. Higher turnover of the employee in hotel industry also is assumed to be as a reason of nature of work, plus very low pay, as well as long hours of work (A. Senthilnathan and A. Ramya, 2011). Therefore, towards effectively addressing the turnover issue and handling of the industry through actual adjustments, all the hotels need to be very efficient and effective in changing its rules and regulations and even adjusting with the altering ecology. Hotel industry all time changes and the environment here is continually alteri ng as the industry is highly flexible due to its nature of changing demands of customers and increasing number of competitors day by day. About the firm- Travelodge actually is second largest and vast budget hotel brand and is third biggest chain of hotel regarding room numbers within United Kingdom as well as fastest developing hotel within UK. It actually operates in the hospitality industry. Right from the organizational perspective, Travelodge also has its proper headquarter at the Thames, England, UK as well as its parent firm is situated Dubai International Capital. The firm has attained a proper roll out strategy to initiate a novel operation within airline industry initiating with UK route (Travelodge.co.uk, 2015). The firm aims to operate like a novel strategic unit of the Travel Lodge Hotels as albeit beneath Travel Lodge along with code named as Travelodge airline. This is even intended towards embracing a lower cost plan like a lower cost tickets for travel as well as some other services, efficiently rivaling the Airlines within low cost tactical group like Easy Jet as well as Ryan air and also many others. Change plus change management- At the most fundamental level, change refers to a shift out of thepresent statei.e. the way in which things are existing today, via atransition situationand towards a proper future statein which things will be performed. Change also takes place all around the ecology like at home or within the community as well as at work. These changes could be within motivated otherwise externally motivated environment. The alteration can also be a very dramatic exit from what people know or else it could be a minor. These changes could also be anticipated otherwise unexpected. Yet in all the cases, fundamental character of changeactually is all about a shift from current state via a transition state till a proper future state (Trompenaars and Woolliams, 2002). The change management also is essential as organizational change they impact the employees as well as the firm on a whole. The recently documented as well as managed procedure are executed through someone. The novel integrated database would be accessed through someone. Staffs in newly merged firm must also work differently. New product would even impact the way in which someone performs their job (Weindling and Earley, 1986). Discussion: Framework intended for managing the change by the firm named Travelodge hotels UK ltd- Though a lot has been documented about the management of change within large personal as well as public firms, very less has been actually written about the managing of the change within a forever-changing hospitality as well as hotel industry within particular (von Haldenwang, n.d.). The capability to successfully management and embracement of change is also of a great advantage to current hotelier. Also, to productively intact plus overcome the change, Hotels require to carry a very specific attitudes as well as a proper set of knowledge and skills towards going about change as well as planning for the inevitable change. Here the study has been undertaken and the hotel taken into consideration is Travelodge hotels UK ltd that has adopted and implemented a very competitive strategy and plan which includes reduction of the costs of functions. This is also to say that their trade and hospitality strategy is day by day towards a cost leadership in addition to persuading the business st rategy that needs being open towards ideas as well as one which it responds speedily and flexibly towards ideas which re-present the opportunities for all the potential growth of the revenue (Tonn, 2003). The hotel can also aim to compete upon price otherwise differentiation. On other hand, there also are several forms of innovations, first form is the incremental innovation which modestly improves and develops a firms procedure otherwise services or this can also be utilized in the fine-tuning of its commerce model which is the path that it creates value intended for its consumers. The radical innovation notably improves existing goods and services otherwise entirely replaces them along with novel ones. This radical innovation and change occurs less regularly than the incremental innovation partially as the firm does not have technical plus human resources needed for the radical innovation, as well as because this radical innovation will happen anytime and so quickly that the firm will not be able to get prepared for risks as well as uncertainty that comes along with this form of innovation. This also must be noted that, the innovation is also not a very competitive strategy within itself, but it can be used to develop a proper competitive strategy (Tann er, 2008). If strategy comprises of increasing rate at which the novel products otherwise services are brought in, then the innovation could also impact firm within additional to one or some different ways. The change procedure plus methodologies- Over last 20 years pace plus scale of the organizational alteration have actually accelerated plus there has also been a major increase within number of looms towards management of change. There exist many types of change within any organization, few even forces as well as others deliberate (Reddi and Moon, 2009). The tactical Change Initiative- The first form if change and alteration in the hotel is, the systematic change which is slower and less ruthless as well as focused plus even more cautiously constructed as well as timed. There also are several approaches towards systematic changes in the hotel like the quality improvement and work reprogramming, tactical planning and even benchmarking. The characteristic and nature of all these looms could also be excessively formalized plus so smother initiative in firm. Other form is the organic change which is performed internally within the hotel or in some other terms it also seems to rise from positions without being officially managed (Carnall, 2001). Main issue and problem with organic loom is the groups within the firm that might begin towards working at proper cross-purposes as well as this also might result in the scramble over the resources, yet the outcome of the loom can be also dramatic. Planned changes also are iterative, recurring and an ongoing procedure which comp rises of the analysis, action as well as evaluation, plus are also further future oriented. It also is a loom that maintains that if once change takes place; it actually must be properly self-sustaining towards maintenance of momentum. This even means that, every change agents otherwise stakeholder who are organization, managers as well as recipients together diagnose organizations issue and equally plan as well as design specific changes. Some other type is also emergent change that is an incessant procedure of experiment as well as adaptation aimed upon matching organizations abilities to needs plus dictates of the energetic as well as uncertain ecology. This form of change also is attained by the hotel through a quantity of small till medium level incremental alterations. Another form is, the dramatic change which is generally initiated within times of the crisis otherwise of a very great occasion when power also is concentrated as well as there is too must wager to be managed (P owers and Barrows, 1999). Travelodge hotels UK ltd Change Management program- Organizational change and a firms proper change management agenda is used by the Travelodge as a very systematic process that has also become core as well as vital part of the organizational life and employees work life in the hotel. Change within the firm does never have to be very dramatic otherwise far reaching, actually sometimes change also is incremental as well as hardly noticed. Sometimes a novel piece of tool and equipment otherwise software also is introduced otherwise sometimes a person also leaves plus even somebody novel joins the hotel. Sometimes the change is very large plus dramatic like a total re-organization, proper merger otherwise a good take-over, plus no one as well as nothing in hotel is maintained unaffected. Sometime economic crisis in the firm has provided proper sense of the urgency which has even helped it everywhere to attain a successful implementation of the changes which also would have otherwise been very difficult (Carnall, 2002). Several cultural a nd the structural factors also have vital plus direct effect upon very accomplishment of hotels aims and goals. These are even highlighted when the hotel stabs to redefine itself, towards change of their image within an attempt towards maintaining or enhancing their abilities. In this hotel, hotel is forced plummeting yearly profits as well as in answer they also have adopted a very competitive and tactical strategy which includes reduction of their functional costs plus even reduces the service prices within hope of enhancing their hotels tenancy. Being extra innovative in many ways also needs being properly open towards the ideas through previously untouched sources inside as well as outside of hotel, plus designing the hotel that responds hurriedly and flexibly towards ideas which represent chances for the potential revenue development (Chadee, Raman and Michailova, 2011). Key prompts of change- Causes which generally triggers the change could be cataloged as interior triggers like new employees, conflict, de-motivation, sales plus profit drops, Skills gap and even loss of main staff member and exterior triggers like economy, competitors, supply, funders, government policies, customers, Media, public, shareholders and technology (Mr K Jones, Montedison UK Ltd, 1986). Such triggers intended for change are also analyzed utilizing several managerial techniques and tools which also are available for gaining a necessary understanding about environment, externally as well as internally A proper PESTEL analysis- The firm uses this tool that has some five extents which are named as political, economic, technological, legal, social and environmental. It is even used towards picking up some factors within local otherwise micro, as well as national or even macro contexts which managers require to take into consideration.Some other tool is the stakeholder analysis which is a proper cultural otherwise values audit tool that supplies an understanding to some of people elements over plus beyond the resource audit. Third tool named as SWOT analysis is also used which is very simple loom that measures all the strengths, threats, weakness as well as opportunities that the hotel has and that it faces due to its competitors. It supplies a structure within which the hotel lays out need plus readiness of hotel for the change (Clapperton, 2010). As also mentioned earlier the hotel uses a good change and competitive strategy which is applied if hotel faces any loss of the customers, and lacks of in the prici ng power otherwise observes any shrink in the profit margins. Sources of the resistance towards change- Initially following the change that has already affected the hotel there is proper resistance towards the change and these resistances could be grouped within several categories like individual such as fear of any failure, ignorance and even loss of status, lethargy and even role loss. Other can be team which comprises of social loafing and pairing as well as lack of the openness, which also could be organizational, or even external factors like the investors, suppliers and regulators, media as well as politics otherwise collaborators (Kennedy, 2001). Despite of risk of the resistant behaviors that has been recognized by the hotels management department several people in the hotel experience, very less of them that tend towards taking time to methodically analyze conditions regarding determination of potential employees who might also resist change along with many reasons. Firstly, a most understandable reason for every person people towards resisting change initiatives is the feeling for damage of self interest of the staffs through all novel circumstances. Also, staff face increased phase of nervousness or anxiety from the changes or even from the proposed changes within the work ecology, same happens in case of the hotel as well (Cook and Glass, 2011). The word self interest involves a political connotation which refers towards power relationship amongst the staffs in the firm. In some other words, novel ideas regarding the path of employees work frequently impacts the relations amid dissimilar individual groups. Organizational staffs actively struggle to avoid as well as divert control also they seek towards maximization of their self interests that they might or might not observe as coincident along with the firms, and also they attempt towards resisting domination of some others while the advancing otherwise defending of their own field of contro l plus autonomy. This even means that, employees can resist the changes to uphold their social position in organization. This resistance could even become overt. Secondly, aim of change efforts in this hotel has always been towards creation of a novel pattern of working that staffs are probable to adopt. From such perspective it is also argued that staffs of the hotel do not actually resist to idea of the change yet to all its potential results. As seen in this hotel, the actual re-structuring has made reordering of the personnel as well as management structure, and also the roles were about re-definite (Graetz and Smith, 2010). Third, more or less all recommendations for a very successful implementation of change by the hotel emphasizes upon necessity towards making people understand the real meaning of any kind of change. The hotel also states that staffs might tend towards resistance of change at the time if they are unknown about their own needs, purposes as well as outcomes and also the same for the change. This is even vivid in Travelodge programs for change management. Adding to the inadequate knowledge and understanding about any change, if staffs are suspicious regarding real meanings, aims and objectives of change and also the initiators of the change, there is very high risk of resistance. Thus hotel carries on a plan which includes a series of proper prior information which is supplied to all the staffs of the hotel before implication and application of any kind of change otherwise alteration that could affect the staffs and even the firm on a whole. Such a strategy makes the hotel to ensure that all the resources are handled carefully and optimally by the firm (Covington and Thamotheram, n.d.). Fourth, plan for management of change aim towards moving the organization from existing position towards some ideal situation and this period is called the transition phase which is a type of journey for the hotel that carries extra uncertainties along with it and also makes the firm to work more carefully. Uncertainty for the firm can be lack of any data and information regarding future events or even upcoming changes which can later enable staffs to raise various issues and frustration among staffs can damage the performance of the hotel as hotel staffs are always directed connected with the customers and they serve the people visiting the hotel directly. When staffs lose their own control and management, it becomes very difficult for the firm to make balanced decisions that would construct desirable results. As an outcome, individuals that experiences defeat of control are likely to oppose change as of the apprehension supplied by uncertainties regarding change (Gornick, 2008). Framework for Managing Change How managers of Travelodge overcome challenges For overcoming change, managers in the hotel also face challenges and risks while implementing the plans and strategies. The main element within implementing change otherwise managing change process is the communication. Managers undertake plans and strategies for proper communication with the staffs so that they enable an enhancement of good relations amongst people in the hotel which could influence the sales of the hotel ultimately (DiPlacido, 1976). Carrying a completing communication loom towards staffs helps the managers to maintain good environment in the hotel chains of Travelodge. Additionally, staffs attitude, discernment of managers activities, staffs motivation as well as continuous enhancement of working ecology could be some other characteristics a manager accountable for change undertakes in the Travelodge. Below there is list of general challenges which are posed for the managers tasked along with implementing of the change management as well as they can even mitigate several resistance:- Employees Communications: At the time of change process manager take proper time to communicate with staffs as not every employee is outspoken otherwise bound to support their thinking to themselves as well as this could also result in the underground confrontation towards change. When all this takes place it can also result in some delays as well as might hinder the understanding of employees unfulfilled needs as well as expectations. Here the hotel feels that it is on the unfreezing stage of Lewins model. Employees Co-operations plus Collaborations: Managers within the hotel ought to think plus understand that dissimilar people do not carry similar views otherwise opinions regarding change, majority of people also tend to get worried regarding change. Thus the need for proper communication and collaboration is understood by the managers due to which they ensure growth and development of collaboration among all the staffs so that they could help and support each other at the phase of change. Employees Motivation: Motivating the staffs is considered as a vital task by the hotel. This is serious especially at the time of change implementation phase, manager also ought to ensure that staffs stay motivated as well as are always ready to listen any words from staffs, and even takes proper time towards explaining things that are happening, which helps the staffs morale to get enhanced and thereby happy staffs accept things and changes easily (Dr.S.Jansirani, 2013). Staffs Attitude: This is a focus at the time of implementation stage where a manager tries his/her level best to properly understand attitudes of the employees. Additionally stability, immobilization as well as denial are the factors considered here as a part of human cycle of the negative response within hospitality. Suitability: The plan and strategy as well as tactics pursued by the Travelodge address key strategic problems underlined by firms new tactical position. Main question which Travelodges management asks themselves is that whether novel operation would create any economic sense; and permit Travelodge towards attainment of benefits of the economies of scale regarding staff, marketing as well as sales plus are environmental friendly or not (Gill, 2002). Feasibility: Here the firm is concerned about availability of the resources towards implementation of strategy. The vital questions which Travelodges management asks here before implementation of strategy is that whether resources are timely and effectively available or not and also that they could be developed or else obtained cheaply or not from any institutional stakeholders as well as the comfort of all types of investment recovery are also analyzed by the hotel at this stage. Travelodges management also performs a good cash flow evaluation and forecasting as well as resource consumption analysis towards ascertaining worthiness of the investment (Drazin and Joyce, 1979). Acceptability: The novel operation is acceptable by several stakeholders of the Travelodge, chiefly, institutional investors as well as regular shareholders. They are also very much concerned about return upon the investment in the financial as well as non-financial fields and also risk involved. What Travelodge does? Below there are some points that the managers and practitioners at the hotel experience and face confusion about the change as well as management of change. 1) Identification of confusion Sometimes the managers might experience confusion with staffs that they are supporting or helping. Here the confusion is observed and also lack of the clarity regarding change as well as management of the same is even observed. The manager calmly observes and tries to find out the issues with the - Project leaders as well as team - Answer designers plus developers - Executives as well as senior leaders - Some other change management experts (Fargus, 2000) 2) Use states of the change- at both organizational level as well as individual level - like a path towards introduction and also position management of change a proper conversation regarding the present state, transition stage and also the future state helps the managers to sort out issues (Woods and King, 1996). 3) Introduces notion through asking some simple question The managers here act smartly. They ask few questions to themselves and few to the staffs. These queries are like who will continue doing jobs in a different way as an outcome of the project otherwise initiative? Who will be on the same position? Who will be promoted and also who will get demoted? (Forte, 1986) Recommendations There are several steps Travelodge still need to takes if it wants to attin better results and mange changes extra efficiently. Plan for Change- As there are several places and situation where change can take place, the actual realization about the effectiveness and efficiency of the organizational change generally emerges unintentionally or develops within extra orderly manner. For change in the hotel to be perfect and effective, all forms of change must be considered by the firm and focusing on merely a single form might hamper the results of the firm. Proper formulation- Travelodge requires organizing as well as formulating the management of change strategy which could also look into the inducing change through single staff towards another instead of focusing upon their hotels yet they must also consider dissimilar customs within different fields. Eliminating such concern reduces the stresses made by things that are regarded as the unwanted communication (Whiteley, 2002). Change confrontation management: resistance of change must be effectively decreased by reducing resisting forces other than enhancing the driving force. Such driving force also carries the terror of punishment as well as forcing people towards acceptation of change could even result within increased resistance. Keep the staffs updated: Throughout total change procedure the hotel must ensure that staffs are kept updated with each and every step and every single change is it vital or even minor. The hotel management also must make it very clear to staffs on things that they must expect, and things that they must neglect. Such updates and information also would reduce the anxiety amongst staffs which is a result of uncertainty and risk carried in by the change. Communicate following change: After the change takes place the firm also needs to take in a good follow up process in order to ensure that the firm and staffs attain the personal as well as group aims and goals most efficiently and are not facing any issues with the change that took place. This is suggested as its seen that the hotel lacks a proper follow-up process. Conclusion: In a nutshell, resistance towards change blocks end outcomes and changes are always meant to give out, means innovation forever is undermined, as well as whatever alterations is generated is merely a reaction to the action of the change that takes place. It is even vital to know and understand the ways in which it proves the extent to which the change is beneficial and also degree to which it is not beneficial. Along with great demand of employees and very flexible ecology in the hospitality sector, it is always good for the leading managers within change management procedure to pay extra attention towards attitudes, motivation and cooperation as well as be very receptive towards the views brought in by staff because this would later help employees and then effect the hotel positively. Towards successful attainment and overcoming of the change, Travelodge managers need to carry very specific attitudes as well as skills for the envisioning and even anticipating. And also having aware about impending change and alteration the firm needs to be acquainted with how too efficiently to communicate change to the co-workers and clients as well as external collaborators. References Senthilnathan, A. and A. Ramya, A. (2011). A Study on Employees Resistance Towards Organisational Change with Special Reference to Steel Manufacturing Industries in Coimbatore. IJAR, 3(4), pp.233-235. Carnall, C. (2001). The Change Monster. Journal of Change Management, 2(1), pp.91-91. Carnall, C. (2002). Knowledge Management. Journal of Change Management, 3(2), pp.189-190. Chadee, D., Raman, R. and Michailova, S. (2011). Sources of Competitiveness of Offshore IT Service Providers in India: Towards a Conceptual Framework. Competition Change, 15(3), pp.196-220. Clapperton, G. (2010). How technology will change the way we manage. Engineering Technology, 5(1), pp.66-69. Cook, A. and Glass, C. (2011). Leadership change and shareholder value: How markets react to the appointments of women. Human Resource Management, 50(4), pp.501-519. Covington, H. and Thamotheram, R. (n.d.). How Should Investors Manage Climate-Change Risk?. SSRN Journal. DiPlacido, P. (1976). Employee motivation. Columbus: Ohio Distributive Education Materials Lab. Dr.S.Jansirani, D. (2013). A Study on Performance Appraisal System at Wipro Infrastructure Engineering Pvt Ltd . IOSR Journal of Business and Management, 9(3), pp.8-23. Drazin, R. and Joyce, W. (1979). Towards a Typology of Resistance to Change Behaviors. Academy of Management Proceedings, 1979(1), pp.304-308. Fargus, P. (2000). Measuring and improving employee motivation. London: Financial Times Prentice Hall. Forte, L. (1986). Hotels and catering. The ten golden rules. Electron. Power UK, 32(1), p.65. Gill, R. (2002). Change management--or change leadership?. Journal of Change Management, 3(4), pp.307-318. Gornick, N. (2008). In-House Design: How Do Design Managers Manage Change?. Design Management Journal, 3(1), pp.46-52. Graetz, F. and Smith, A. (2010). Managing Organizational Change: A Philosophies of Change Approach. Journal of Change Management, 10(2), pp.135-154. Kennedy, P. (2001). Managing change for the better: Impressions of what distinguishes hares from tortoises in implementing the National Service Framework. Psychiatric Bulletin, 25(3), pp.81-83. Mr K Jones, Montedison UK Ltd, (1986). Vacuum publications Montedison UK Ltd. Vacuum, 36(10), p.748. Powers, T. and Barrows, C. (1999). Introduction to management in the hospitality industry. New York: Wiley. Reddi, K. and Moon, Y. (2009). A framework for managing engineering change propagation. IJIL, 6(5), p.461. Tanner, D. (2008). The family guide to surviving stroke and communication disorders. Sudbury, Mass.: Jones and Bartlett Publishers. Tonn, B. (2003). An equity first, risk-based framework for managing global climate change. Global Environmental Change, 13(4), pp.295-306. Travelodge.co.uk, (2015). Travelodge | Cheap Hotels in Central London - Central London Hotels. [online] Available at: https://www.travelodge.co.uk/hotels/book/central-london-hotels [Accessed 20 Feb. 2015]. Trompenaars, F. and Woolliams, P. (2002). A new framework for managing change across cultures. Journal of Change Management, 3(4), pp.361-375. von Haldenwang, C. (n.d.). Mapping Legitimation: How Do States Manage Situations of Stress and Change?. SSRN Journal. Weindling, D. and Earley, P. (1986). How heads manage change. School Organisation, 6(3), pp.327-338. Whiteley, P. (2002). Motivation. Oxford, U.K.: Capstone Pub. Woods, R. and King, J. (1996). Quality leadership and management in the hospitality industry. East Lansing, Mich.: Educational Institute of the American Hotel Motel Association. Worcester, D. (1964). Historical and Cultural Sources of Spanish Resistance to Change. Journal of Inter-American Studies, 6(2), p.173.

On July 4, 1776 The United States Of America Declared Its Independence

On July 4, 1776 the United States of America declared its independence from its mother country Great Britain. This feeling of independence was one that the colonists had never felt before, and didn't want to lose. From 1776-1781 the new states disputed over how they would run their new country without losing to much of their own state's powers. Eventually they agreed on a government with little federal power called The Articles of Confederation. Even though the Articles of Confederation brought legitimacy to the new country it had far more weaknesses than the little amount of strengths which led to the formation of the Constitution.. The newly United States functioned with the Articles of Confederation for some years. During these years America fought the American Revolution. The Articles gave Congress the right to declare war, but stopped them from drafting citizens of the states. This slowed our efforts to expel the British. The Articles gave the Congress some legitimacy as a government though. Congress was the only one allowed to grant permission to except an embassy, and make treaties with other countries. They also voted for the country with a majority winning the vote which made equal representation in the government. The new country under the Articles of Confederation had some good points, but also some bad ones to. First the good ones, it allowed Congress to settled the long dispute about who rightfully had the right to own the Northwest Territory by setting aside the land given by the states to be used for the expansion and can be used by the whole country. It also gave them the right to split the states claims to allow further expansion to the territory. Also it let them decide that the territory belonged to the nation instead of the states, and also set the system that is used today on how a territory becomes a state. It also gave them the right to negotiate a peace treaty between the U.S. and Great Britain that ended the war. The Articles also set up a democratic government by letting Congress pass laws with the votes of at least 9 states. The Articles however had its bad points also. It did not allow Congress to draft troops for the continental army which left us with shortages of troops an d also deserters. Also it left the states with sovereignty which made it impossible for the Congress to pass and enforce laws concerning the states. The Articles also did not allow Congress to levy taxes from the people which left the country in a large debt because they could not get a source of revenue from the states who did not pay. The Articles also did not stop the printing of money by the states which led to high inflation, and the decline of the Continental dollar. The Congress under the articles could not supply the army with sufficient food and also supplies which led to many deaths by starvation in the winter. Also the government under the Articles was not taken seriously, for one the British knew of the problems mentioned above so they kept their presence in the Northwest Territory, and took advantage of the fur trade. Also the Spanish closed the ports in New Orleans which stopped farmers from getting their food to markets. The Articles also gave more power to the state government because the believed to much power in one branch would hurt their wellbeings. In 1787 a knew form of government evolved out of the ashes of the Articles of Confederation. This government was the Constitution. The Constitution solved some of the problems plaguing the old government such as the issue over sovereignty, it took it from the states and also from the federal government and placed it into itself. Also it allowed Congress to tax the states to raise funds to bring us out of debt. The Constitution also stopped the states from printing money which slowed down the inflation and brought the value of the dollar back. It also allowed us to open the ports of New Orleans, and also helped us find away to remove the British from our lands. The Constitution also allowed us to raise an army to

Tu Quoque - Ad Hominem Fallacy That You Did It Too!

Tu Quoque - Ad Hominem Fallacy That You Did It Too! Fallacy Name:Tu Quoque Alternative Names:You did it too! Fallacy Category:Fallacies of Relevance Ad Hominem Arguments Explanation of the Tu Quoque The Tu Quoque fallacy is a form of the ad hominem fallacy which does not attack a person for random, unrelated things; instead, it is an attack on someone for a perceived fault in how they have presented their case. This form of the ad hominem is called tu quoque, which means you too because it typically occurs when a person is attacked for doing what they are arguing against. Examples and Discussion of the Tu Quoque Usually, you will see the Tu Quoque fallacy used whenever an argument has gotten very heated, and the possibility of civil, productive discussion may have already been lost: 1. So what if I used an ad hominem? You insulted me earlier.2. How can you tell me not to experiment with drugs when you did the same thing as a teenager? As you can see, the arguers in these examples are trying to make the case that what they have done is justified by insisting that the other person has also done the same. If the act or statement in question was so bad, why did they do it? This fallacy is sometimes referred to as two wrongs dont make a right because of the implication that a second wrong makes everything alright. Even if a person is completely hypocritical, though, this does not mean that their advice is not sound and should not be followed. Tu Quoque and Sincerity This fallacy can also occur more subtly, for example, by attacking a persons sincerity or consistency: 3. Why should I take your arguments for vegetarianism seriously when you would accept a transfusion of blood that has been tested using animal products, or accept medication that has been tested using animals? The reason this example qualifies as a tu quoque fallacy is because the argument reaches the conclusion I dont have to accept your conclusion from the premise you dont really accept your conclusion either. This looks like an argument against the consistency of an argument for vegetarianism, but it is actually an argument against a person arguing for vegetarianism. Just because a person fails to be consistent does not mean that the position they are arguing for is not sound. You can be inconsistent in following a sound principle and consistent in following an unsound principle. This is why the consistency with which a person follows what they are arguing for is irrelevant when it comes to the validity of their position. Of course, this doesnt mean that it is illegitimate to point out such glaring inconsistencies. After all, if a person does not follow their own advice, it may be that they dont believe it themselves - and if that is the case, you can ask why they want you to follow it. Or maybe they dont understand what they are saying - and if they dont understand it, it is unlikely that they will be able to present an effective defense for it. You Would Do It Too A closely related tactic is to move from saying you did it, too to saying you would do it too if you had the chance. In this way, people can construct arguments like: 4. The leaders of that country are insane, and would attack us if they had the chance - so we should attack them first and thus protect ourselves.5. Christians would persecute us again if they were given the opportunity, so whats wrong with persecuting them first? This is fallacious for the same reason that the usual tu quoque is a fallacy - it doesnt matter what someone else would do if they had the chance because that alone doesnt make it right for you to do it yourself.

Discussion Essay Example | Topics and Well Written Essays - 250 words - 47

Discussion - Essay Example Lastly, the system can be customized to meet consumer’s desires (X-cart, p. 1). My second choice cart is however, the CS-3 cart because of its beneficial features such as universal applicability to transaction on any size of website. It also has a user-friendly search engine besides its internalized content management features. The shopping cart can also be customized to meet customers’ changing preferences. The two carts are therefore user friendly and can be customized to meet specified consumers’ interests, features that identify their marketing impacts (Cs-cart, p. 1). My most preferred choices for security are â€Å"avast internet security 7† and â€Å"Bidfinder total security suite 12† (Pcmag, p. 1). I prefer the products because of their high ratings in countering different internet threats. They therefore guarantee a high level of security for a safe online commerce. I would however prefer Bidfinder total security suite 12 because it has higher ratings, a factors that identifies higher utility (Pcmag, p.

Journey of life Essay Example | Topics and Well Written Essays - 500 words

Journey of life - Essay Example Each family member is supportive of each other’s needs as evidenced by frequent interaction and meeting, communication, and eating together. Ever since I can remember, as a young child, we were taught to respect the older members of the family. Every member can help other one without asking to return the favor. I have therefore been brought up to show love, support, and concern for each family member and as such, the bonds we shared have continued to be strong as all siblings went through the various developmental stages. The relationships that have been established during my lifetime consisted of forming friendships in school and within the neighborhood. My parents have reminded me to choose my friends carefully since some people could make bad influences in one’s life through the activities that are shared and undertaken. Therefore, I learned to be selective of friends who make my life better through sharing productive activities and experiences that enhance learning, knowledge and assist in the development of skills and abilities. The friends developed during school years have become my constant circle of friends whom I get to interact with frequently as we all make memorable events that became basis for productive learning. From the time that I transferred and pursued my studies in the United States, the circle of friends grew larger as it comprised of people from diverse cultural backgrounds. I therefore realized that the wealth of knowledge gained from sharing experiences with diverse pe ople is more enriching and rewarding. For me the school provided the most significant impact in my life, second to my family. So far, school activities have been a positive experience since I was a very young child, until the present times. Academic events include complying with academic project, assignments, group works, joining extra-curricular activities, among others. I realized, early on, that by performing well

The issues human resources encounter on a day to fay bases Essay

The issues human resources encounter on a day to fay bases - Essay Example They include among others the management needs to develop human resource strategies at the business formulation level, delegation of the right human resource matters to departmental managers is important in freeing the human resource department and in the process allows it to focus on the development of strategic policies. This role becomes effective when the training section of the human resources training section equips the departmental and line managers with adequate, knowledge, skills, and attitude to enable them to develop and manage staff effectively. Strategic functions of the human resource management form part of the core functions of the department, therefore, it is important that the selection and development of employees with the right skills that fit the job description be thorough. The process of change is gradual hence, it must be planned and managed carefully. The value of the process is in the change in the organization’s culture. Literature Review Armstrong, (34) suggests that business companies are involved in reorganizing their culture in the process of developing responsive and acceptable structures. Notably, achieving efficiency and profitability depends on innovative policies on the management of people, resources, and Financials. He gives priority to the process that the human resources department goes through in managing challenges in the day-to-day operations within the business. Crow, (1997, 23) posits that the issues of human resources management as a strategic approach to handling employees within business organizations is new and has existed for about three decades. Various factors influenced the development of human resources management from the traditional personnel department. They included an increase in pressure from competition brought by globalization and liberalization of trade a market. Other scholars among them Hendry (44) hold that human resources management is not different in any way from the traditional personn el department apart from the change of terminology. Leggae (71) identifies new issues of human resource management as development of an integrated system for the management of human resource issues, transforming the approach to human resources management making the process more professional, dealing with the decentralization of the right human resource management issues, and delegation of appropriate roles of the human resources to departmental managers. Human Resource Issues and challenges Employers experience various human resource issues during their day-to-day operations. These issues include recruiting, productivity, training of employees, arranging staff, and eliminating discrimination within the organization. Employees working in the human resource management on the hand, face challenges that include conflict resolution and making sure that the employees in other departments operate within environments that are safe. Other concerns include dealing with issues that come with o utsourcing, determining and distributing benefits, enhancing and maintaining cultural diversity. The company policy and human resources director dictate the manner in which individual organizations deal with human resource issues. The management of issues by the human resource management is a continuous process irrespective of the type and size of the company under discussion. Productivity Management and organization of employees make

Changing Business Environment of Coca-Cola

Changing Business Environment of Coca-Cola Summary The objective of this research is to study and evaluate the changing business environment of Coca-Cola over the past 5 years. To understand what business environment is one should have a clear idea initially about business. Business can be referred to as an economic act performed by an organization to attain its goals regarding profit, production etc. Any company would be affected by the environment surrounding it. PankajMehra (2008) defined Business Environment as The set of external factors such as the economic factors, socio-cultural factors, government and legal factors, demographic factors, geophysical factors, which are uncontrollable in nature and effects the business decisions of a firm or company. The research thus conducts a PEST analysis of Coca-Cola as well as identifies the environmental and ethical factor affecting the company. After the analysis, suggestions were given that would help the company to cope up with the challenges and changes that is being faced in the cur rent business scenario. PankajMehra, Aspects of Business Environment, 2008, Omega Publications INTRODUCTION During the recent years, there has been a tremendous increase in the number of people who are interested in Business. This was triggered by the flourishing of Far Eastern economies and especially the progress of China. So it is quite important for students to have an idea about business environment so that they can easily understand how business decisions are made and what the impact of each decision is. Generally business environment is divided into two- Micro environment and Macro environment. Another way is to categorize business environment into General and Specific environments. However there exists only minimal difference between these categorizations. There is another approach which views an organization as open system. This is referred to as Systems Model of organization and its environment. Thus business of an organization is thus influenced by a number of external factors which include political, social, and technological and many more. Hence every organization is keenly observing these dynamic forces in order to equip themselves against contingencies. There are a number of methods that help an organization to analyze its surrounding environment. This includes SWOT, PEST, SLEPT etc. PEST analysis has been used in this study and also the ethical and environmental factors are identified. This report looks at the Multi-national beverage company Coca-Cola, the worlds most recognized brand. Coca-Cola is a multinational company operating in almost 200 countries or territories. It is a beverage company and is into the production and distribution of non-alcoholic drinks. The main brand of the company is the aerated drink Coca-Cola or Coke. The company at present owns more than 400 brands across seven continents. Due to this fact, the company is likely to be affected by the fluctuations in the business environment, globally as well as on each country. The company hence introduces innovative strategies and takes business decisions in order to cope up with the turbulent environment. http://en.wikipedia.org/wiki/The_Coca-Cola_Company John Kew, John Stredwick, (2005), Business environment: managing in a strategic context, CIPD Publishing ORGANIZATION DESCRIPTION AND BACKGROUND SOME FACTS Founded: 1886 Headquarters: Atlanta, Georgia, USA Chairman and CEO: Muhtar Kent Revenue: USD 31.0 Billion (FY 2009) Employees: 92,400 (Oct 2009) Operations: 200 Countries http://en.wikipedia.org/wiki/The_Coca-Cola_Company CORPORATE VISION MISSION Vision People: Be a great place to work where people are inspired to be the best they can be. Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy peoples desires and needs. Partners: Nurture a winning network of customers and suppliers, together we create mutual, enduring value. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. Profit: Maximize long-term return to shareowners while being mindful of our overall responsibilities. Productivity: Be a highly effective, lean and fast-moving organization Mission To refresh the world To inspire moments of optimism and happiness To create value and make a difference. http://www.thecoca-colacompany.com/ourcompany/mission_vision_values.html DESCRIPTION The journey of Coca-Cola started when the syrup of Coca-Cola was mixed with soda. It was done in a pharmacy in Atlanta, USA. Even today, the company I headquartered in Atlanta. Thus the company began as a soda fountain beverage selling firm. It sold a glass of drink for five cents. The initial progress of the company was quite remarkable, but only when a solid and strong bottling system developed could it emerge as one of the largest corporations as of today. Coca-Cola functions as a franchised distribution system. Thus the company only produces the syrup and it is then sold off to thousands of bottlers around the world. As per the annual report of 2005, the company operates in more than 200 countries. The beverages which bear the trademarks or licenses of Coca-Cola account to almost 1.5 billion. It was declared that Coca-Cola became the first brand in United Kingdom to cross  £1 billion in yearly grocery sales in the year 2010. Coca-Cola today is the worlds most popular brand. The annual company report of 2006 stated that the second most recognized expression in the world after OK is Coca-Cola. The strength of the company lies in it branding. Coca-Colas branding strategy lies on three As- availability, acceptability and affordability. The company competes not only to every carbonated or soft drink available in the world but even considers water as its competitor. For it, every product that has a share in human liquid consumption is its rival. At present Coca-Cola serves almost one billion servings per day. That means every second 12500 bottles are being consumed. The company was able to achieve this only because they made use of the most finest and innovative technologies available. During these 125 years of existence, the company has gone through different strategic paradigm shifts that involve financial re-engineering to debts on offload bottling and from product expansion to progress through distribution. http://en.wikipedia.org/wiki/The_Coca-Cola_Company Brand Spotlight: Coca-Cola http://www.thecoca-colacompany.com/ourcompany/historybottling.html http://www.scribd.com/doc/14306067/Coca-Cola Business Environment The business environment of an organization is situational. That means every organization have a unique environment of its own. Due to this fact, the external factors influencing the company would also be different. The systems model of an organization and its environment views the organization as an open system. This model advocates that there are two ways in which an organization communicates with its environment. It acquires inputs/ resources from the environment, transforms it into finished product/services and distributes the outputs back. These outputs are meant to meet the needs of customers (Figure 1.1). Environment Organization Environment Money Machinery People Technology Materials Conversion Goods Services Information Waste Figure 1.1: Systems Model John Kew, John Stredwick, (2005), Business environment: managing in a strategic context, CIPD Publishing Analyzing the environment It is not a difficult task for the organization to analyze the task environment as they will have good knowledge about their customers, suppliers etc. But analyzing the general environment is more complex. The different factors in the general environment will have to be first identified. One of the most popular tools for analysis is PEST. This method segregates the environment into four components: Political/legal Economic Socio-cultural Technological PEST analysis was later modified into PESTLE analysis. This was done by splitting the political and legal factors as well as by adding a new factor i.e. environment. The major reason behind this addition was the increasing concern over global warming and other ecological issues. By the year 2000, another method was introduced which was named STEEPLE. This method have a new factor i.e. ethics. This factor was added due to the growing awareness about corporate social responsibility and business ethics. John Kew, John Stredwick, (2005), Business environment: managing in a strategic context, CIPD Publishing Analysis of the environment of Coca-Cola Social Factors: Over the past 5 years the numbers of people who are conscious about their health have increased exponentially. This is especially true in USA where more and more people are practicing healthier lifestyles. Researches indicate that soda and other sweetened drinks are the chief calorie sources in the diet of an American. Due to this fact, doctors and nutritionists advice people to reduce the daily consumption of drinks like Coca-Cola since they can be harmful to their health. In USA, drinks like Coca-Cola and Pepsi were found to be the main reason for obesity among young children and women. Studies have also revealed that regular intake of Coke and the like products reduce the absorption of minerals like Calcium, Magnesium, Ascorbic acid, Riboflavin and Vitamin A. Thus the company is facing a setback from the home country itself. In 2005, many lawyers and environmentalists charged a lawsuit against Coca-Cola and other soft drinks industry for excessive selling of their brands in school s. Coca-Cola also faced much resistance from the Eastern countries where there was a high consumption of tea and other milk fermented drinks. So the company in 2010 introduced a new drink named Sprite Tea which was a mix of sprite and tea. Before that in 2008, it launched a tea brand named Yuang Ye and Jackie Chan was the brand ambassador of the product. This was launched in China and other eastern countries. In 2004, the company also launched a wellness drink in Japan for women. Apart from that there are number of social ventures into which the company is into. It is providing resources like books and scholarships to needy children. Apart from that it has introduced a program in Pakistan that is into providing basic education to children. In 2004, the company donated à ¢Ã¢â‚¬Å¡Ã‚ ¬50,000 to SOS Kinderdorf, a childrens charity organization in Austria. A sum of 1 million USD was also donated for awareness against HIV/AIDS in 2007. www.thecoca-colacompany.com//10/Coca-Cola_10-K_Item_01ab.pdf http://www.virtualvender.coca-cola.com/ft/index.jsp www.thecoca-colacompany.com//eu_business_social_review2005.pdf www.thecoca-colacompany.com//2007-2008_sustainability_review.pdf http://blog.7xpub.com/2010/02/heaven-earth.html http://www.docshare.com/doc/8487/An-Analysis-of-The-Coca-Cola-Companys-Markets Technological Factors Coca-Cola is always a pioneer institution in bringing out innovative technologies. In 2007, it came up with a new technology that would help customers to have ice-chilled coke wherever they want. This technology will work in such a way that when the cap of the bottle is opened, the mechanism inside will make ice out of the drink inside. The company also introduced this technology in 2008 with a new product called Sprite Super Chilled. In the same year, the company announced to use coolers and vending machines free of HFC in the venues of 2008 Olympic Games to show its commitment towards environment protection. The company developed this technology together with Green Peace. In the year 2009, the company introduced another technology into their vending machines. These Freestyle machines will be having touch screens and the customer can mix up to a variety of 100 drinks at a single time. Popsci.com has named this as the Most Advanced Soda Fountain Ever. In 2009 itself the company introduced bottles which are partially made from plants and hence can be recycled completely. This bottle also has a reduced carbon emission when compared with ordinary plastic bottles. The company has also introduced innovative technologies in the entertainment field. In 2006, the company installed Dhoom 2-Juke boxes in and around Delhi (India). A limited series of Coke bottles were then brought into the market whose labels contained specific codes. When these labels are swiped into the Juke boxes, the customers could see the exclusive visuals of Dhoom 2 movie. http://www.techdigest.tv/2007/09/new_technology_1.html http://www.associatedcontent.com/article/1973430/cocacola_meets_technology_touch_screen.html www.greenpeace.org//en/news//coca-cola-to-champion-our-cool/ http://www.greentechnolog.com/2009/09/cocacolas_new_plant_bottle.html http://www.coca-colaindia.com/media/media_news_releases_detail.aspx?id=189 Economic Factors: The company went through a major economic phase in the past five years. The income tax payment has increased from 1.5 billion USD in 2006 to 1.9 billion USD in 2007. But the capital expenditures have also increased from 1.4 billion USD in 2006 to 2 billion USD in 2008. Still the company managed to have revenue of 31.9 billion USD in 2008. The above graph shows the fluctuations in the stock prices of Coke from September 2009 to February 2010. In 2008, the world faced the global economic crunch and this naturally had an impact on the company. The main reason for this was that 75% of companys sales is derived outside of North America. But, reports revealed that the company was not much affected by the economic downturn. The first quarterly results of 2009 showed that the sales have increased by 2 percent in USA and by 3 percent around the world. This was because the company positioned it well in the international markets. The company also had a remarkable increase in business in India. In 2009, the companys business increased by 31 percent in this country despite the various environmental protests against it. But the final quarter results of 2009 showed a decrease of 18 percent in the companys profit worldwide. In 2010, the company registered revenue of 7.53 billion US dollars in the first quarter. This shows that the company expects to have a bright year ahead. http://www.theepochtimes.com/n2/content/view/16128/ http://www.msnbc.msn.com/id/29161172/ http://www.wikinvest.com/stock/Coca-Cola_Company_(KO) http://equityclock.com/pictures/CocaColaEnterprisesInc.TechnicalAnalysis_3A38/image_thumb_3.png Environmental Factors: The company has been accused of a number of environmental issues around the world. In India, Coca-Cola has been nicknamed even as Killer Coke in certain areas. It was feared that Coke contains hazardous levels of pesticides that could cause numerous health issues. A study conducted by Centre for Science and Environment (CSE), New Delhi, revealed that Coke and Pepsi contains toxins like lindane, DDT, malathion etc. These pesticides if consumed could even result in Cancer or irreparable damage to immune system. CSE also found that the Coke that is sold in India contained 30 times the permitted level of pesticide residues as per European Union regulations. 1n 2005, the Kerala State government banned the production and selling of Coke but it was overturned by the state high court in the same year itself. The company was also blamed for over use of water resources and thus depleting the ground water table. The 16$ bottling plant in Kerala was shut down in 2004 due to severe decay in both quantity and quality of water in the surrounding areas. The plant there uses almost 900,000 litres of water every year for its purposes. According to the renowned environmentalist Vandana Shiva, it takes almost 9 litres of water to produce one litre of Coca-Cola. In the holy city of Varanasi, India, the Coca-Cola plant near the Ganges has been accused for emitting waste water which contained toxins into the river. The packaging of the bottles has also been a cause of concern to the public and alleges to have serious environment impact. The company still claims to be environmental friendly in all its ventures. The Coca-Cola environmental foundation is said to be actively participating in environment issues like waste management, recycling etc. http://en.wikipedia.org/wiki/Criticism_of_Coca-Cola http://www.thecoca-colacompany.com/citizenship/foundation_local.html http://en.wikipedia.org/wiki/File:CocaColaIndia.gif Political Factors: As far as the political factors are concerned, they affect the company in meager way. It is because the governmental activity which is the major part of political environment has a little impact over the company. Over the recent years the company met with a lot of protests in India and Middle East. Still it was able to outrival PepsiCo by a small percent. In the last century there have been issues in Israel regarding the construction of a plant over there. The company was accused of boycotting Israel in order to appease the Arab League. These still had an impact over the market of Middle East. The environmental laws have some impact over Coke and other companies operating in the same industry. Over the past two years, the government of India has introduced some modifications to the existing laws that are likely to affect Coke. But the company is introducing changes in the plants as well as implementing proper wastage handling system and this would reduce the impact of these laws. Tax system in India is a little complicated because it involves a variety of regulations. The license needs to be updated every time the production capacity is increased. This can pose certain problems to the company. http://en.wikipedia.org/wiki/The_Coca-Cola_Company Ethical factors: The Coca-Cola Company has been involved into a number of ethical issues over the past. The major controversies include those like violation of human rights and following unethical business practices. The company has been charged of monopolistic and other discriminatory practices which affected its goodwill. In 2005, the European Union found that the companys business methods suppressed competition and hence the company had to end its dealings with bars and shops for stocking its drinks. In the same year itself, Coca-Cola Export Corporation was charged a fine of 68 million dollars for unfair commercial practices. In the early 2000s the company was also criticized for racial discrimination in its US offices and had to pay a hefty fine of 192.5 million dollars. The company is also involved in a number of cases related to environmental degradation, ground water depletion, overuse of pesticides etc. in India. This had affected the reputation of Coca-Cola in India in a major way. http://www.thecoca-colacompany.com/citizenship/foundation_local.html http://en.wikipedia.org/wiki/Criticism_of_Coca-Cola Conclusion To summarize it can be said that Coca-Cola Company has gone through a number of challenging situations in the past five years. The major challenge was the protests from the environmentalists for exploiting the resources. The company has tackled this issue to an extend by agreeing to the demands of the protesters and the governments. But it should put in more effort to get back the reputation it had in third world countries. Innovative technologies that are eco-friendly must be introduced. The company is now into more and more green initiatives which are a very positive sign. If such efforts continue, it would undoubtedly be the most reputed and recognized brand in the world. Recommendations In this current dynamic world scenario, its always best if the organization is well informed about the changes that are being taken place in its business environment. By this way the company can foresee the trends and come up with new strategies to cope up with them. It is recommended that Coca-Cola Company gives importance to some factors. These include: Introduce new programs aimed at public welfare and thus show their true concern for the society. Through this way try to be a model for other companies in following CSR activities. Follow the environmental regulations and norms properly. Make the public aware that the company has and is following strict environmental ethics. New technologies that produce superior quality products and that do not affect the environment must be invented. Understanding the exact needs of customers and try to find solutions to them in a harmless way. References Bibliography PankajMehra, Aspects of Business Environment, 2008, Omega Publications John Kew, John Stredwick, (2005), Business environment: managing in a strategic context, CIPD Publishing

The Impact of Nazi Policies on the Position and Role of Women in German

The Impact of Nazi Policies on the Position and Role of Women in Germany, 1933-39 The Nazi regime aimed to utilize the family for its own needs. Women were obligated to marry and have children, instead of having their own personal decisions. The functions of the family were reduced to the single task of reproduction. They aimed to break the family, and to place it as a breeding and rearing institution completely in the service of the totalitarian state. The main objective of Hitler and the Nazis was to increase population to help with 'Volksgemeinschaft'. Germany had a declining birth rate, so they wanted to promote higher birth rates among the Aryan race. This was another key element of the policies adopted. Women were encouraged to have as many children as possible, however this was not acceptable with 'undesirables' like Jews and Black people, only 'Aryans'. The policies used like financial incentives-marriage loans and birth grants, meant that women were placed better when having children. Their role was to maintain high birth rates, and their position and situation was desirable for this role. However all women did not accept this and many did not gain from the measures taken. Underpinned in the policy was the fact that it would restrict women to the home and reduce employment with women, which is what the Nazis wanted. However this was not the case as there was actually a growth in female employment from 1933-39. This was very ironic, the Nazis set out their policies for women to be able to gain from them in having children, however by having less children and getting jobs, women still gained as employment levels rose. Not all... ... for with Nazi beliefs, but were actually disagreeing with the traditional, rural beliefs. From this a mixed picture emerges, some women gained as a result of the personalised and individualised nature of the evidence. Even though the Nazi theory and policy were clear, there were significant contradictions and conflicting issues in practise. The roles issued to women were self-undermining and had logistical inconsistencies, for example, they could not have all the men out fighting and women home, who runs factories etc? These contradictions show some of the irony of Nazism. Some women felt more valued and appreciate and felt more stable, whereas others were sterilised, outlawed, and divorced on spurious grounds. The role and position of women varied between different groups because of the impact of Nazi Policies.

Recruitment Practices at Hcl

PROJECT REPORT on RECRUITMENT and selection PROCESS in an it organization w. s. r. t. to HCL By A project report submitted in partial fulfillment of the requirements for the degree of master of Business Administration of ___________ University, INDIA CONTENTS INTRODUCTION CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL RECRUITMENT PROCEDURE IN HCL DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES AND EMPLOYEES /WORKERS REGARDING RECRUITMENT PROCEDURE IN HCL. CONCLUSION FINDINGS AND SUGGESTIONSANNEXURES BIBLIOGRAPHY DECLARATON Synopsis on â€Å"Recruitment & Selection Processin in an it organization w. s. r. t. HCL† submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration to Sikkim – Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship, or any other similar title or prizes. Place: Noida Date: _________ (Noopur sood) Registration No. 520851050 Certificate Project Report of Noopur Sood (Registration No. 520851050).Project Report on â€Å"Recruitment & Selection Processin in an it organization w. s. r. t. HCL† is approved and is acceptable in quality and form. Internal ExaminerExternal Examiners (Mr. _________________) ACKNOWLEDGEMENT I am highly thankful to Mr. Israr Alam, Faculty Guide, Insoft, Sec-10, Noida for the scholastic & kind advice and the valuable time that he gave during my Report. I shall be failing in my duty if I do not acknowledge my thanks to Staff members of my institute, without their guidance and cooperation this project would haven’t been successfully accomplished.I also express my gratitude to all those people who has provided me all the necessary information providing me throughout this infrastructure to carry out the project and people who were directly and indirectly instrument in enabling me to stay committed for the project noopur sood PREFAC E The success of any business entity solely depends on how effectively does it utilizes its optimum resources and how soon does it make arrangements for the removal of the customer’s grievances.Moreover, the company should always be ready to make necessary changes according to the requirement in order to attract more customers so as to maintain a substantial growth in the market. The topic given to me was: â€Å"Recruitment & Selection Process† I have tried to put my best efforts to complete this task on the basis of skill that I have achieved during my studies in the institute. I have tried to put my maximum effort to get the accurate statistical data. If there is any error or any mistake in collecting the data, please ignore it.INTRODUCTION HCL Infosystems HCL Infosystems(â€Å"HCL†) is one of India’s leading global IT Services Company, providing software- led IT solutions, BPO and Remote Infrastructure Management services. Making a foray into the servi ces domain in 1997-98, HCL Infosystems focuses on technology and R&D outsourcing, working with clients in areas at the core of their business. Partnerships and risk-sharing have been integral to company’s growth. Relationships have been cemented with partners in diverse areas such as investment banking and telecom.Keeping pace with the industry trend, HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services & BPO, optimizing its business portfolio. About 25% of revenues now coming from these high growth segments of tomorrow. Product Engineering and Technology services along with Applications & Enterprise Consulting services contribute equally to the revenues. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue, respectively. North America revenues continue to dominate with a share of about 60%.The company leverages an extensive offshore infrastructure and i ts global network in 15 countries to deliver solutions across select verticals including Banking, Insurance, Retail & Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve month period ended 30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $ 764 million and employed 24,000 professionals. For more information, please visit www. hcltech. com WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT An organization is nothing without human resources. What is IBM without its employees?Same is in a hotel industry. It is totally based on managing people or manpower in an efficient way. When we think about the million of organization that provide us with goods and services, any one of more of which will employ us during our lifetime, often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances, such as when clerks go on strike at our local supermarket, or the teachers wa lkout from our schools, colleges or employees working in an hotel industry, that we recognize the important role play in making organization work.There are some question which are listed down in order to know how important HRM is are : How did these people come to be employees in an organization? How were they found and selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? If they are not, what can be done about it? Will today’s employees be prepared for the work the organization will require of them in ten, twenty – thirty years? Management : It is the process of efficiently getting activities completed with and through other people.The management process includes the planning, organizing, leading, and controlling activities that take place to accomplish objectives. With reference to our definition, Goals are the â€Å"activities completed†. Limited resources are implied in â€Å"efficiently†. People are those in â€Å"through other people†. First goals are necessary because activities must be directed toward some end. There is a considerable truth in the observation that â€Å"if you don’t know where you are going, any road will take you there†. The established goals may not so explicit, but where there are no goals, there may be a need for a new managers or no need for managers at all.Second, there are limited sources. Economic resources are scarce therefore, the manager is responsible for their allocation. This requires not only that managers be effective in achieving goals that are established but they be efficient in relating output to input. They must seek a given output with a lower input that is now being used or, for a given input, strive for a greater output. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly.Managers , then are concerned with the attainment of goals, which makes them effective, and with the best allocation of scarce resources, which makes them efficient. The need for two or more people is third and last requisite for management. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals. HRM AND ITS FUNCTIONS Human resource management is concerned with the â€Å"people† dimensions in management.Since every organization is made up of people, acquiring their services developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function :- Accusation, Development, Motivation and Maintenance â₠¬â€œ of Human Resource. ACQUISITION FUNCTION The acquisition function being with planning. Relative to human resource requirements, we new to know where we are giving and how we are giving to get these.This includes the estimating demands and supplies of labour. Acquisition also includes the recruitment, selection and socialization of employees. DEVELOPMENT FUNCTION It can be seen along three dimensions. The first is employee training which emphasizes skill development and the changing of attitudes among workers. The second is management development, which concerns itself primarily with knowledge acquisition and the enhancement of an executives conceptual abilities. The third is career development, which is the continual effort to match long-term individual and organizational needs. It also has a major unction, it prepares the employees to adopt change at any point of time. Since the scenario of the market changes day by day it is very important for an organization to keep his emplo yees ready to face the change, and accordingly change in order to adapt the change in order to sustain in this competitive market scenario. MANAGEMENT FUNCTION The final function is maintenance. In contrast to the motivation function, which attempts to stimulate performance, the maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization.MOTIVATION FUNCTION The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function alienation, job satisfaction, performance appraisal behavioral and structural techniques for stimulating worker performance, the importance of linking regards to performance, compensation and benefits administration and how to handle problem employees are renewed.In recent years, more emphasis was given on manpower because of the change in t he society, attitude of an individual etc. etc. In a study ASID i. e. the AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine are of HRM. Training and Development Organization and Development Organization/Job Design Human Resource Planning Selection and Staffing Personnel Research and Information Systems Compensation/Benefits Employee Assistance Union/Labour Relations The outputs of this model are : Quality of Work Life Productivity Readiness to Change HRM MODEL | |Training and Development | | | | | |- Focus is on identifying and | | | | | |assessing | | | | | | | | | |Union/labour Relation | | | |Organization Development | |Focus : Assessing healthy | | | |Focus : assessing healthy inter | |union/organization relationship. | |? | |relationship as bell as intra | | | | | | | | |? | |? | | |Employee Assistance Focus : | |- Quality of work life | |Organization/Job Design. | |Providing personal problem | |- Productivity | |Focus : defining how tasks, | |solving, canceling to individual |? |- Readiness to change |? authority and system will be | |employees | | | |organized | | |? | |? | | |Compensation and Benefit | | | |Human Resource Planning : | |Focus : Assessing compensation and| | | |Determining the origins major HRM | |benefits | | | |needs strategies and policies | | | |? | | | |? | | | | |Personnel research and | |Selection and Staffing : | | | |information systems | |Focus : Matching people and their | | | |Focus : assuring a personnel | |career needs and capabilities with | | | |information base | |join and career path | | |From the above introduction about Human Resource management, it has been pretty clear that how important is human resource and its allocation. Again it depends on human resource planning. So the next question which arises is what is Human Resource Planning? HUMAN RESOURCE PLANNING It is one of the most important and essential programme of Human Resource Management. Human Resource Planning is the process by which an organiza tion ensures that it has right number of people, right kind of people, at the right places, at the right time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which will help the organization to achieve its overall objectives as well as goals.Human Resource Planning then, translation the organization’s objectives and plans into the number of workers needed to meet those objectives. Without clear-cut planning, estimation of organization's human resource need is reduced to more guesswork. Of all the â€Å"MS† in management (the management of materials, machines, methods, money, motive power), the most important is â€Å"M† for men or manpower. Manpower is a primary resource without which other resources like money, machines materials can not be put to use. Even in the age of computer and Robert it requires human resources to execute it and plan further improvement. It is the most valuable asset of an or ganisation.If people of poor caliber are hired, nothing much can be accomplished and Grasism’s law will work the bad people will drive out the good car cause them to deteriorate. Organisation of men for managing a purpose is age-old, even though, this science of management is yet in a developing stage especially in developing countries. Effective utilisation of manpower resources is the key note of manpower management. Ever since the factory system, production managers have devoted a great deal of time and effort to the physical organisations of the industry. During the nineteenth Century the average employer in their efforts to reduce costs centralised their attention upon management of men and machines.Man management is basically concerned with having right type of people available as and when required and improving the performance of the existing people to make them more productive on their job. Recruitment forms the first stage in the process which continues with selectio n and ceases with the placement of the candidates. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. Recruiting is the discovering of potential applicants for actual or anticipated organisational vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs.It’s purpose is to pave the way for the selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The smallest number of potentially suitable candidates can in theory, of course, be any number. The main point that needs to be made about the recruitment task is that the employing organisation s hould not waste time and money examining the credentials of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. SCOPE OF THE STUDY :At this point we are nor concerned with desirability of recruitment process since it can not be avoided. Instead our concern is focussed of those questions like recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad, effective or ineffective. SIGNIFICANCE OF STUDY : Without focussing the pattern of management, organisation philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every orga nisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the ndustry needs a stable and energetic labours force that can boast of production by increased productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. PURPOSE OF THE STUDY : The objective of the study is to analyse the actual recruitment process in HCL , and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it ? And what are the options of the family members of the organisation?The study on recruitment highlights the need of recruitment in HCL InfosystemsLimited. METHODOLOGY : The study is carried on in a proper planned and systematic manner. This methodology includes Familiariz ation with the organisation. Observation and collection of data. Analysis of data. Conclusion and suggestion based on analysis. HYPOTHESIS The organisation follows a systematic recruitment process, which contributes towards continuous flow of production without shortage or excess of labours. SAMPLING The study covers 10 executive, 20 employees from different departments/ sections of HCL as sample in order to elicit relevant facts. Since it is not possible to approach each and every manpower of the organization.UNIT OF STUDY: An executive and a worker irrespective of their position and placements in any of the departments of the organization is considered as unit of study. SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records, books, diary and magazines were used. Thus the source of data collection were as follows: SOURCE OF DATA COLLECTION PRIMARY SECONDARY 1. interview schedule1. Diary 2. Questionnaire2. Books 3. Opinion Survey3. Other records 4.Magazines The investigator used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedules were used for workers clerical, category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade union members of the organisation. The investigator used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondents. TABULATION, ANALYSIS AND INTERPRETATION:After completion of data collection the editing of the responses go obtained was done. This edited data further codified and code book was prepared. On the basis of these tables the data were interpreted and analysed and conclusion was drawn. LIMITATIONS: Every scientific study has certain limitations and the present study is no more exception. These are: – Interviewing of the executive of top echelon position who are making recruitment is busy in the Organisation State of affair. So it is not possible to contact all of those every busy executives. The terminology used in the subject is highly technical in nature and creates a lot of ambiguity.Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study. All the secondary data are required were not available. Respondents were found hesitant in revealing opinion about supervisors and management. In spite of all these limitations, the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run implementation. ABOUT HCL In the early 70s, a group of young, enthus iastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a new company called Micro comp.To start with they decided to capitalize on their marketing skills. Micro comp marketed calculators and within a few months of starting operations, company was outselling its major competitors. In 1976, Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. Impressed by their technical and marketing competence, UPSEC agreed to set up a joint venture. On the 11th of August 1976 Hindustan computers Limited was incorporated as a join venture between the entrepreneurs and UPSEC and with an initial equity of Rs. 1. 83 lakhs. HCL InfosystemsLimited (HCL) has now become India’s one of the big technology integration company.Over the years, HCL Infosystemshas positioned its business operations to fulfill i ts vision statement: ‘Together we create enterprises of tomorrow’. The overarching theme for the company’s swift progression into the software and services arena, in India and globally, is evolving. Signifying a state of constant growth, the evolve theme is visible in the many ways that HCL Infosystemshas undergone a metamorphosis into becoming a complete IT solutions company. The menu of HCL Infosystemsglobal services broadly covers IT consulting and professional services in the area of vertical applications, technology integration, ERP implementation and software development. This also includes a complete portfolio of systems and network services for development.This also includes a complete portfolio of systems and network services for Facilities Management, Helpdesks, Systems Supports and network and Internet Implementation. HCL Infosystems’ global customers include Samsung, Government of Singapore, and AMAL insurance Jurong Port in Singapore and Malay sian’s BSN commercial bank, SIA, DBS bank, Maybank life assurance charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global customer in the government sector is Inland Revenue authority of Singapore, civil aviation authority of Singapore, Singapore power, ministry of education, health and national development, telecom authority of Singapore and penang state govt.HCL Infosystems’ chosen platform of total technology integration lends itself to some very significant alliances with the global leaders. Among its partner are HP for high end AISCE/UNIX services and workstation and HP Open view network management solution; Intel for PC and PC server building blocks; Microsoft,novell and SCO AG solutions; Red hat ;Linux; Samsung; Pivota for CRM solution and ORACLE Sybase and Informix for RDBMS platform. INDIAN HARDWARE INDUSTRY AND HCL INFOSYSTEMSLTD. The Indian IT and Electronics market in 2004-05 was worth US$ 32. 9 billion of which US$ 19. 7 billion cons isted of software. Electronics and IT hardware production stood at US$ 13. 2 billion.Some 4,100 units are engaged in electronics production manufacturing goods as diverse as TV tubes, test and measuring instruments, medical electronics equipment, analytical and special application instruments, process control equipment, power electronics equipment, office equipment, components etc. Market researcher IDC estimates that the market-value estimate over next 3 years for hardware products is Rs. 79,000 crores The Indian electronics and hardware industry has been lagging behind the impressive performance of the software sector. Most of the hardware requirements of the burgeoning software and telecom sectors are met by imports which are about 25%. The Ministry of Information Technology, Govt. f India has estimated that the total requirement of hardware and components by 2008 would be in range of US$ 160 billion and the investment required in the manufacturing facilities would be US$ 16 bill ion. NASSCOM, the leading IT industry body estimates that to achieve a software export target of US$ 87 billion in 2008, the hardware requirement would be US$ 50 billion. By far the most comprehensive study was carried out by Ernst & Young in association with MAIT, the hardware industry body in 2002. It estimates that given the right incentives, India's electronic hardware industry has the potential to reach US$ 62 billion by 2010, twelve times its existing size with the domestic market accounting for US$ 37 billion and exports of US$ 25 billion.The major export opportunities would be in the area of innovative new products, contract manufacturing and design services. This shows that there are large opportunities for Indian companies to increase their strength and grave these opportunities for future growth. HCL InfosystemsLtd is one of those companies which are working to increase their network and making innovative new products. HCL InfosystemsLtd. is currently engaged in selling m anufactured hardware (like PCs, servers, monitors and peripherals) and traded hardware (like notebooks, peripherals) to institutional clients as well as retail channel partners. Besides, it offers hardware support services to existing clients through annual maintenance contracts, net work consulting and facilities management.In 2002-03, HCL’s total hardware turnover was Rs. 10. 97 billion, higher by around 24% over the corresponding figure for 2001-02. Of this, manufactured hardware constituted 60%, traded hardware 32% and hardware support services 9%. The company’s reported operating margins in 2002-03 (including six months of OA, telecommunication and software businesses) increased to 6. 7% from 5. 9% in 2001-02, primarily because of better margins in hardware. While average material costs declined in 2002-03, the company was able to retain a part of the margins in its product realizations. Better margins in hardware resulted in the return on capital employed (ROCE) from hardware increasing from 11. % in 2001-02 to 25. 6% in 2002-03. In the domestic home PC organized sector, HCL Infosystemsis the market leader. Other players include Zenith Computers, IBM, Sun Microsystems, Wipro, Hewlett Packard. Assembled personal computers have a large presence in the domestic home PC market, accounting for a chunk of the total sales. The overall market for desktop personal computers registered a 28. 2 percent growth during calendar year 2004 as compared to the previous year. What is significant is that branded PCs continue to make impressive gains against the gray market. According to IDC, the share of branded PCs grew from 36. 2 percent in 2003 to 49. percent in 2004, registering an impressive growth rate of 74. 3 percent. Interestingly, the gray market remained flat, registering a growth of 2. 2 percent, while the total desktop PC market registered a growth of 28. 2 percent. According to IDC, the recent re-surfacing of finance-based purchase options had an accelerating effect on the consumer desktop market, which is already witnessing a consistent drop in end-user prices for both the branded and unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the market leader with a share of 13. 7 percent. The company registered a 91. 4 percent growth during 2004 as compared to the previous year. HP followed HCL with a market share of 11. percent. HP too grew at a blistering pace registering a growth rate of 73. 03 percent. IBM is in the third place with a market share of 6. 2 percent. IDC is not the only research firm confirming the signs of robust growth. Gartner, in a recent report, states that the Indian desktop market grew by 31. 5 percent in 2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, â€Å"Peaking business confidence based on strong economic growth catalyzed PC purchases in both consumer and corporate segments throughout 2004. † While every research firm has given different figures, one thing i s common—the PC market is booming at double-digit growth rates.MAIT (Manufacturers Association of Information Technology) estimates that the desktop PC market grossed 17. 1 lakhs units in the first half of fiscal 2004-05, registering a growth of 37 percent over the same period of the previous fiscal. With the Indian economy booming, MAIT estimates that PC sales will touch the 40 lakhs mark in fiscal 2004-05. The buoyancy in PC sales can be attributed to increased consumption by traditional industry verticals such as telecom, banking, financial services and insurance, BPO, manufacturing and government. Consumption also increased in non-traditional sectors such as education, retail outlets and self-employed professionals.In future, HCL’s hardware sales to the institutional segment are likely to remain stable, with sustained hardware spending by all the verticals, especially the banking and financial services sector. Besides, in retail hardware sales, a continued reductio n of price points, facilitated in part by the recent reduction in excise duties on PCs, is likely to reduce the price advantage of the small assemblers, and augur well for branded PC manufacturers like HCL. In the medium term, HCL’s margins, despite its sales tax advantages, may be affected by the likely removal of duty protection on manufactured PCs from the year 2005. Current Market Share of various IT players in over all Desktop Market in 2004   Vendors |Units |Market share(percent) |Units (2004) |Percentage of Units Shipped |Year-on-Year Growth (percent) | | |(2003) | | | | | | | | | | | | |HCL |232,169 |9. 2 |4,43,535 |13. 7 |91. 04 | |HP |221,964 |8. 8 |3,84,058 |11. 9 |73. 03 | |IBM |132,582 |5. 3 |1,98,973 |6. 2 |50. 8 | |Source : IDC India | Total desktop market | |   |Units (2003) |Percentage of Units Shipped |Units (2004) |Percentage of Units Shipped |Year-on-Year Growth(percent) | |Branded |911,403 |36. 2 |1,589,016 |49. 2 |74. 3 | |Grey |1,608,752 |63. 8 |1 ,643,694 |50. 8 |2. 2 | |Total |2,520,155 |100 |3,232,710 |100 |28. | | Source : IDC India | [pic] From the above figure we can clearly see that HCL emerged as the clear winner among the branded PC companies with 34% or 13. 7% of market share followed by 30% or 11. 9 % of market share by HP. IBM was third in the race with only 15% or 6. 2% of market share of branded PC computers. Along with becoming the market leader in branded PC HCL Infosystemsalso became 1. 3 Billion Dollar company in April 2006. SUCCESS STORY Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters in 1977 to the country's top IT group today, with revenues closing in on Rs 5,000 crore 975: Six young men get together over a cup of coffee and snacks. The conversation veers from cars and travel to jobs, career and the future. Since they all work together, its only natural that they talk shop. They also explore the possibility of starting a company of their own-one rooted in values, directed at creating a market for its products in a segment hitherto unexplored, hardware. Microcomp is born. The initial investment-all their savings, making up seed capital of Rs 1. 87 lakh. â€Å"Six of us, all with DCM, wanted to start a computer company. But we didn't have enough funds. We decided, therefore, to settle for a close second-we set up a calculator company, Microcomp.We were, of course, working our way upward, towards creating a computer company, till someone informed us that we would need a license for the same. The Uttar Pradesh government was offering an open license of this nature around that time. We acquired it and created Hindustan Computers Ltd (HCL). The name itself had a reason behind it-it denoted largeness, it was Indian, it was patriotic, it was perfect†¦ Two more of our friends joined us later to set up Hindustan Computers in August 1976-that took the number of people who started HCL up to eight,† remembers Ajai Chowdhry, one of that original group of eight and now President and Managing Director of HCL Infosystems. We dreamt of working in an industry that would revolutionize businesses, an industry that gave everyone an equal chance to succeed†¦ We also knew we wanted to dominate it. Through these years, we have retained our number one position and sustained our growth. The one business strategy that has dominated and been at the core of our business is constant adaptation and renovation. We have also developed new paradigms for new opportunities,† adds Shiv Nadar, Chairman of HCL Infosystems. A teething problem faced by the company-getting imports through. The regulations and laws of the time did not allow the import of technology. Components and sub-assemblies, however, could be imported. â€Å"The latter was a very expensive affair. This led to a sharp focus on in-house design.The first product we came out with was targeted at the engineering research market-Micro 2200, based on a 4-bit microprocessor from Rockwe ll,† says Chowdhry. With Micro 2200, orders poured in for HCL. â€Å"We had no products, and we couldn't simulate them, so we had to create a bread-board model. We actually had people coming to us and looking at these models and placing orders-they believed in us! † The deadlines were tough, but they had to be met, or the orders would fall through. The first deadline was March 31, and everyone worked night and day for weeks. The final delivery date-March 27. â€Å"I remember a particular instance. After setting up of HCL (Chennai), we were flooded with orders, especially from IIT Chennai.I personally went to the airport in my old Fiat and delivered the units personally to the IIT professors,† recalls Chowdhry. When MNCs weren't popular If we tabulate the history of Indian business, 1977 will go down as a â€Å"funny† year. It was in 1977 that the Janata Party government came to power. Among their first actions on the commerce front-asking IBM and Coke, amo ng other multinational companies, to either increase the component of Indian holdings or move out. They moved out. â€Å"That was a stroke of luck for us,† says Chowdhry. â€Å"We created an eight-bit computer, our first usage of Intel architecture. We went and sold that to lots and lots of companies, among them a cement company that used four floppies to manage the payroll of all its 3,000 companies. â€Å"Three years later, in 1980, HCL became a Rs 2-crore company. â€Å"We decided to expand overseas and entered the Singapore market, armed with some expertise in hardware and targeting the SME market. However, once there, we realized that the demand was more for solutions, not so much for boxes. We set up a software factory in Chennai-we would go to customers and tell them we would do everything-make the box, write the software, train the staff, maintain the equipment, the works†¦ And we had to do $1 million in orders out of Singapore between August 1 and December 31 , 1980. That was the make or break point-less than that and we wouldn't have the cash flow to run the company. In the nick of time is how things worked out-HCL Singapore managed that figure on the morning of December 31. HCL Group: How the Dream has Evolved 1975 Shiv Nadar and five colleagues start Microcomp 1976 HCL promoted with startup capital of Rs 1. 83 lacs (US$ 3826. 85) 1980 HCL's first transnational venture, Far east Computers, established in Singapore 1981 Set up NIIT, India's first private sector IT education institution. 1985 HCL America established with headquarters at Sunnyvale, California 1991 HCL and HP, USA agree to enter into a partnership to form HCL HP 1994 HCL Tech formed as separate software company 1996 Joint venture with James Martin & Co. nd Perot Systems Corporation 1997 HCL Tech incorporated in UK, Germany, France, Sweden, Belgium, Italy and Switzerland 1998 Operations started in Japan, Hong Kong, Australia, and New Zealand 1999 Initial Public Offering mad e by HCL Tech Formation of Global Board of Directors and Advisory Board. Audit, Compensation and Related Party Transaction Committees set up Implementation of ‘Glocal' Management Concept 2000 Large deals with Bankers Trust, KLA and GTech 2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm, Apollo Contact Centre HCL Enterprise Solutions formed as a joint venture with Computech Corporation, Inc, USA The Singapore experience taught the founders a lesson-designing and manufacturing products in India and selling them overseas was akin to walking a tough and profit-less path. This was when we decided to walk the software integration road. We created the integration database, much before Intel†¦ but we killed it! We were so naive, we killed a product line like that,† says Chowdhry. In 1984, the new computer policy was coined and standards were put in place. This saw a major move by banks toward the Unix platform. â€Å"A few companies approached us and w e decided to launch the personal computer in India. We had three weeks to do this. Our people flew all over the place, including Taiwan and Bangkok, and brought back PCs. We took them apart, studied them and got into manufacturing mode. We launched our PC in three weeks. And that, incidentally, how Busybee was born,† says Chowdhry.A turning point came in 1989, just when the PC and software integration business was chugging along smoothly. McKenzie & Company approached HCL and offered to carry out a study for HCL, entitled HCL's Entry Into America. â€Å"We told them we were too small and couldn't afford them. They did a project for us anyway, and refused to charge us any money,† says Chowdhry. When the findings of the study were presented to the top brass at HCL, the company moved into the US market-HCL America was born. â€Å"We marked the entry into the US market with hardware. We had no environmental clearances and fell back. We could not deliver as promised. Our en try strategy was right, but the product wasn't.We were in big trouble-our overheads were high, we had no revenues†¦Ã¢â‚¬  Unix to the rescue It was the US reversal that made HCL look at newer avenues, and a path that would lead to more revenues. â€Å"That is how our software strategy was born, and we capitalized on our Unix strengths. Around this time, we were in talks with Hewlett-Packard for a joint venture. We were also working on Apollo, and HP bought out the product. About the same time as out foray into the US, we tied up with HP. At that time, HP was smaller than the behemoth it is today, but it still boasted global expertise. And that was something we wanted,† says Chowdhry. However, HP asked HCL to close down its RISC and Unix R&D setup.Unwilling to down shutters on a going and profitable effort, HCL created a new opportunity out of the situation-HCL Consulting was set up and the said works were moved in to this new company. â€Å"We had our people working at the HP research centers, taking in all of the technologies. This was a great learning period and had a mushroom effect subsequently, when HCL Consulting turned into HCL Technologies,† says Chowdhry. And along the line, HCL Infosystemswas also set up. Chowdhry remains upbeat on the company he runs on a day-to-day basis, HCL Infosystems-despite the predicted flat growth in the current year. HCL Insys focuses on the domestic products and software businesses and its main areas of operations are: -Products & System Integration: PCs, Phones, EPABXs, SI. HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTSHCL Advantage HCL Infosystemsdraws it's strength from 27 years of experience in handling the ever changing IT scenario , strong customer relationships , ability to provide the cutting edge technology at best-value-for-money and on top of it , an excellent service & support infrastructure. Today HCL is country's premier information enabling company . It offers one-stop-shop convenienc e to its diverse customers having an equally diverse set of requirements, be it a large multi-location enterprise, or a small/medium enterprise, or a small office or a home, HCLI has a product range, sales and support capability to service the needs of the customers.The last 27 years apart from knowledge and experience have also given continuity in relationship with the customers, thereby increasing the customer confidence in HCL. Our strengths can be summarized as: – Ability to understand customer's business and offer right technology – Long standing relationship with customers – Pan India support & service infrastructure – Best-vale-for-money offerings Technology Leadership HCL Infosystemsis known to be the harbinger of technology in the country. Right from our inception we have attempted to pioneer the technology introductions in the country either through our R or through partnerships with the world technology leaders. Using own R HCL has: Created own UNIX & RDBMS capability (in 80s). – developed firewalls for enterprise & personal system security. – launched our own range of enterprise storage products. – launched our own range of networking products. HCLI strive to understand the technology from the view of supporting it post installation as well. This is one of the key ingredients that go into strategic advantage. HCL Infosystemshas to its claim several technology pioneering initiatives. Some of them are: – Country's first DeskTop PC – BusyBee in 1985 – Country's first branded home PC – Beanstalk in 1995 – Country's first Pentium 4 based PC at sub 40k price point – Country's first Media Center PC MANUFACTURINGHCL's computer hardware manufacturing plant is strategicaly located in the Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast of the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for Industises of local Gov t, , Inland Container Depots, attractive power and labour rates – makes Pondicherry an ideal place for business. Started in 1996 – with only Unit 1 – it now has 3 Units (Unit 1,2,& 3) with a built up area of 3,23,000 sq. ft. , PMO has a monthly capacity to make 50,000 desktops and 2000 servers. The infrastructure is state of the art , one of the best & largest in India. |[pic] |[pic] |All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also Awarded MAIT Level 2 – by European Foundation for Quality Management in the year 2001 . HCL was also awarded ELCINA's (Electronic Component Industries Association) Quality Award for the year 2002- 2003 PMO also has Product Engg Group (PEG) and R teams constantly engaged in developing new products and solutions. Driven by a strong Manufacturing Objective â€Å"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL AND INTERNAL CUSTOMERS, THE FIRST TIME, E VERY TIME. † All processes in the manufacturing are aligned to this guiding objective .A strong emphasis of â€Å"Quality by Process† is ensured across all processes. The products manufactured here undergo stringent tests that ensures their ruggedness & durability , which may be deployed anywhere in India and may have to face severe conditions like – heat , humidity , rough transportation & handling . Our products undergo drop tests , hot & cold temperature chamber , client-site simulation tests , reliability tests et al . Computers are shipped to locations all over India with an extensive network of professional logistic support partners. There is also a Customer satisfaction cell, in plant, to take care of problems reported from field.Customers, sales & marketing, support personnel, dealers & distributors are encouraged to visit the plant to see, for themselves, what all goes in making a quality computer system. Philosophy of Quality â€Å"We deliver defect-fr ee products, services and solutions to meet the requirements of our external and internal customers, the first time, and every time. † To exist as a market leader in a globally competitive marketplace, organizations need to adopt and implement a continuous improvement-based quality policy. One of the key elements to HCL's success is its never-ending pursuit of superior quality in all its endeavors. HCL INFOSYSTEMSbelieves in the Total Quality Management philosophy as a means for continuous improvement, total employee participation in quality improvement and customer satisfaction.Its concept of quality addresses people, processes and products. Over the last 20 years,HCL has adapted to newer and better Quality standards that helped us effectively tie Quality with Business Goals, leading to customer and employee satisfaction. QUALITY AT HCL INFOSYSTEMSLTD. The history of structured quality implementation in HCL Infosystemsbegan in the late 1980s with the focus on improving qualit y of its products by using basis QC tools and Failure Reporting and Corrective Active Systems (FRACAS). And also employed concurrent engineering practices including design reviews, and rigorous reliability tests to uncover latent design defects.In the early 90s, the focus was not merely on the quality of products but also the process quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal Computers, Business Servers, Work Stations and their Associated Sub-Assemblies). In early 1995, a major quality initiative was launched across the company based on Philip B. Crosby's methodology of QIPM (Quality Improvement Process Management). This model was selected to because it considered the need and commitment by an organization to improve but more importantly, the individual's need towards better quality in his personal life.Under our Quality Education System program, we train our employees on the basic c oncepts and tools of quality. A number of improvement projects have been undertaken by employees, whereby process deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle times in various processes, including personal quality. HCL has received MAIT's ‘Level II recognition for Business Excellence' for initiatives in the Information Technology Industry, adding another commendation to progress. MAIT's Level II recognition is based on the ‘European Foundation for Quality Management' (EFQM), for gaining quality leadership and business competitiveness.Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for Infostructure Services (for Consultancy, Implementation, Support, Audit & Management Services for Information Technology Solutions in the domain of Networking, Security, Facilities Management and System Integration) and award of First Prize by ELCINA (Electronic Component Industries Association) for Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers (Leadership & Management commitment, Resource Management, Product Realisation, Measurement Analysis & Improvement) and Results (Product Quality, Customer / Stake holder satisfaction , Business results). The tryst for continuous quality improvement is never-ending in HCL. HCL always strive to maintain high quality standards, which help us fulfill mission to provide world-class information technology solutions and services, to enable customers to serve their customers better. CUSTOMER SATISFACTIONOne of the cornerstones of strategy has been a very strong customer focus. 27 years of experience in servicing a varied range of customer requirements has given domain knowledge of customer's business. As a result of this it is able to provide exact solution to customers' needs. During these years they have been able to cement their relationship with customers and gaining the ir trust and confidence as well. Today for desktop PC, they have more than 8 lakh units installed units. HCL enjoy considerable market share in segments like Government, Banking & Finance and Education & research. SUPPORT SERVICES HCL InfosystemsService Support infrastructure is one of the widest in the country.No matter where you are, there's an HCL Service Centre near by. Products are backed by an extensive direct support infrastructure spread across 170 locations nationwide which offer 24 x7 support offering for critical sites. Channel strength is a balanced mix of retail outlets, resellers & distributors. It was strong focus on distribution network that led HCL in devoting few brands exclusively for channel. They are – Beanstalk, BusyBee, Netmanager (servers), and recently launched EzeeBee. Today distribution network helps it take a varied product range to customers in every nook & corner of the country . The product range includes DeskTop PCs, Servers, Laptops & Pocket P Cs.CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals.The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of hu man resource management. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment.The entire report is divided into various sub-sections which appear in a chronology of events that are steps in the process. DEFINITION The success of and organisation largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job. It is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organisation. Procurement function of personnel Department includes three major sub-functions- (A) Recruitment; (B) Selection: a nd (C) Placement on the job. Recruitment is the positive process of employment.The process of Recruitment is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organisation. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force. ————Yoder OBJECTIVES To structure the Recruitment policy of HCL InfosystemsLimited for different categories of employees. To analyse the recruitment policy of the organisation. To compare the Recruitment policy with general policy.To provide a systematic recruitment process. SCOPE OF RECRUITMENT It extends to the whole Organisation. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Mana gement and Senior Management cadres. CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF HCL Category IAll workmen, All Assistants (Accounts, Stores, Field), clerk, Typist, Steno-Typist, Stenographer, Computer Operator. Category IIAccountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P. A, Sr. P. A, EDP Programmer up to officer, Admin. / personnel / HRD officer, Inspector.CATEGORY IIISecretary, Executive Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent. CATEGORY IVAGM, DGM, GM, SR. G. M. CATEGORY VVP & above. ORGANISATION STRUCTURE OF HCL A brief introduction to Divisional / Departmental heads. CHAIRMAN AND MANAGING DIRECTOR: CMD holds to most position in the organisation. He is the owner of the Company. He guide the functional heads to smoothen their activities. It is the key position in the organisation. DIRECTOR OPERATIONS: He is t he overall incharge of P, HRD, Systems, TQM and Critical Issues.GM-PRODUCTION: He is the overall incharge of works. He is directly involved in production planning. He formulates various policies for betterment of the product. He issues guidelines to Production Department and Quality Control Department for implementation of the policies. VP-FINANCE: He is directly involved in finance matters and finance policy. He is also involved with personnel department for wages compensation, salaries and other financial benefits. AGM- PERSONNEL & ADMINISTRATION : He is the overall incharge of personnel, Administration and Industrial Relations of the group and also oversees the HRD activities. SR. MANAGER-CORPORATE HRD:HRD Department is responsible for better utilisation of manpower through Recruitment’s, Selections, Training, Development, Retention and Welfare of the group. It is involved in policy formation and its implementation. VP-MHD: He is the profit center head of the Material Hand ling Division. He is responsible for Design and Projects Execution. VP-BUSINESS DEVELOPMENT: He is the main source of Business Procurement to MHD. SR. GENERAL MANAGER He is responsible for marketing, Design, Estimation and Projects Management. RECRUITMENT PROCEDURE IN HCL Human resource is a most valuable asset in the Organisation. Profitability of the Organisation depends on its utilisation.If their utilisation is done properly Organisation will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job analysis, job descriptions, Job Specifications. HCL procure manpower in a very scientific manner . It gets information by use of thes e important documents like Job Analysis, Job Descriptions and Job Specifications.Without these recruitment may be unsuccess. Before recruit a person all information regarding job, working conditions, duties and responsibilities of job doer, Skills experiences qualifications of an employee to do the particular job is highly essential. To obtain the pertinent information regarding job, duties, responsibilities, working conditions, skill efficiency, education and experience of the employee, HCL, gets the help of Job analysis, job description and job specifications. JOB ANALYSIS FORM OF HCL InfosystemsLtd. Job Title†¦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‚¬ ¦ Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Code No†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦ Location †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Departmentâ⠂¬ ¦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‚¬ ¦ Analyst†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Reason for the job †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ supervised.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Wage or salary range†¦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‚¬ ¦ Relation to other jobs: promotion from†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Promotion to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job summary: Work performed:†¦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‚¬ ¦ Major duties :†¦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‚¬ ¦. Other tasks:†¦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‚¬ ¦ Equipment/Machines used:†¦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‚¬ ¦. Working condition†¦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‚¬ ¦ Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)type of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Length of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervision : (a) Positions supervised†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (b) Extent of supervision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job knowledge :(a) General †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (b) Technical†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Special†¦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‚¬ ¦Responsibility :(a) For product and material †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. For equipment and machinery†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ For work of others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. For safety of others†¦Ã¢â‚¬ ¦ Physical demands : physical efforts Surroundings Hazards Resourcefulness JOB SPECIFICATIONS FORM OF HCL Job Title : Drill OperatorDepartment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Job Code †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. REQUIREMENTS 1. education : ability to read and understand production orders and to make simple calculations. Preferably high school certificate. 2. TRAINING AND EXPERIENCE: No specia l training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFORT: No special physical effort is required. 4.MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. PROCEDURE OF RECRUITMENT Following process of Recruitment has been followed in HCL . 1 REQUISITION 1) for new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MD’s approval. INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATE |TIME |REMARKS | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | | Interview call letter Date —â €”———- Dear Sir, â€Å"___________________________________________________† This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the undersigned on†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. at†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦a. m. /p. m. please confirm this appointment. We have enclosed a blank personal Data Form.Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation