Telemarketing Essay Example | Topics and Well Written Essays - 500 words

Telemarketing - Essay Example Through the store image the retailers can force customers to buy their products. Store image is necessary to persuade and create a special image in the consumers' minds. Store image helps the retailer to differentiate itself from competitors. Customers integrate all their experiences of observing, using, or consuming a product with everything they hear and read about it. Information about stores comes from a variety of sources, including advertising, publicity, sales personnel, and packaging. Perceptions of service after the sale, price, and distribution are also taken into account. The sum of impressions is a store image, a unified image about both the products and the store that markets them. Store image attracts customers to both the store and the branded merchandise (McDonald, Christopher 2003). Merchandize assortment helps to attract wider target audience of potential consumers. The buyer orientation includes such categories as convenience, preference, shopping, and specialty goods. However, different assortments and quantities of products may be desired and purchased in various countries. Merchandize assortment makes selling more rewarding. It makes easier for customer to select a product they need and reduce time required for everyday purchases.

Doping in Sport and the AFL Policy on Drugs Essay Example for Free

Doping in Sport and the AFL Policy on Drugs Essay Drugs in sport What is it? Drugs in sport or doping is when an athlete takes performance enhancing drugs or any banned substance. The sports that have the most trouble with drugs are Weightlifting, cycling, badminton, boxing, track and field. These athletes take drugs so they can be the best in there sport. One of the most recent cases was American sprinter Marion Jones who won five gold medals in the 2000 Olympics at Sydney, since then she has been stripped of all her medals after admitting that she took performance enhancing drugs in 2007. She had lied in front of two Judges saying that she never had taken steroids. Another case was Australian Cricket hero Shane Warne who was banned for a year after taking diuretics. Another one was former West Coast Eagle champion, brownlow medallist, and premiership player Ben cousins who was banned from playing football for taking cocaine and other banned substance. What is a drug? A drug is a substance (other than food) that when taken into the body, produces a change in it. If this change helps the body it is referred to as a medicine. If this hange harms the body, it is referred to as a poison. I think drugs in sport is terrible because these are highly paid professionals who are role models to so many kids and they are taking drugs to make them better at there chosen sport. These athletes are respected by there country and in my opinion should never be allowed to compete in there sport again. Some reasons an athlete might use drugs are the effects of the drug, physical dependence, easily available or they might be dissatisfied with there performance or progress, the environment, pressure to win from coach, parent, edia, public, financial reward, unrealistic qualifying standards or performance expectation. This is a list of some prohibited substances and doping methods: Stimulants Anabolic agent Non-steroidal Diuretic Many different sports have different policies on drugs. The AFL policy has been under a lot of scrutiny lately. The policy is as follows test: First positive Players enter treatment/education program coordinated by an AFL medical officer. The result is confidential to those involved in the treatment. Second positive test: Dealt with by and AFL medical officer with a view to further educating, counselling and treating the player. Third positive test: Player is deemed to have breeched an AFL rule and will face the tribunal if found guilty player may be suspended between 0-12 matches Fourth Positive test: Player will face tribunal and be suspended for no less than 6 weeks. I think this policy is way to easy on the players because they have so many chances. I think the player should have one chance and then be kicked out of the AFL for at least a year. Doping in Sport and the AFL Policy on Drugs By amdeep

Pro War in Iraq Essay -- War Wars Argumentative persuasive Essays

Pro War in Iraq I do not subscribe to the fashionable notion of moral equivalence between all deeply-held beliefs. I believe in the rights of the individual over the collective. I believe democracy is better than dictatorship, both morally and practically. Not necessarily democracy as we or the Americans or the French practice it, but the idea that in every possible practical way, you should let people make their own decisions, and if these decisions need to be circumscribed in any way, then you should only do it with the explicit approval of a majority of the people in question. And above all that a people must be able to change governments and leaders without resorting to force.   Ã‚  Ã‚  Ã‚  Ã‚  So my ongoing position is that I am not comfortable with a world in which there are prosperous democracies and failing dictatorships, and we are supposed not to notice because somehow it would be disrespectful of the people living under the dictatorships. I don’t buy it.   Ã‚  Ã‚  Ã‚  Ã‚  The problem, of course, is that many peoples currently living under dictatorships might, if asked right now, come up with some deeply unpleasant policy decisions. They might even vote against democracy, saying they don’t want it. This is the worry in many countries with an Islamic fundamentalism problem: if they can get a majority the fundamentalists are committed to democracy under the slogan â€Å"one man, one vote, just this once†. That is not democracy.   Ã‚  Ã‚  Ã‚  Ã‚  Democracy needs certain conditions to get started. It is an eco-system, not a single tree, you can’t just plant it and sit back in its shade. But once it is established, it is hard to uproot. People talk about democracy needing a democratic â€Å"culture†, but culture is the wrong word, it makes it sound subjective. What it really needs is a universal foundation based on respect for the individual: freedom of speech, freedom of association, primacy of the rule of law, relinquishing the use of political violence, the rights of women to participate fully in economic, social and political life. It may be the case that these values are most clearly held in Northern Europe, North America and the English-speaking world. But they are not western values: they are all founded in the primacy of the rights of the individual. Where these values have had a chance to become established in other cultures, they take root. Southern and Eastern Europe, Japan a... ... under any circumstances, is unequivocal.   Ã‚  Ã‚  Ã‚  Ã‚  Apart from the obvious point that all UN members are always selective about which resolutions they get involved in implementing, it is worth reading Resolution 242 itself. Sure enough, it requires â€Å"Withdrawal of Israeli armed forces from territories occupied in the recent conflict†. At the same time, however, it requires â€Å"Termination of all claims or states of belligerency and respect for and acknowledgement of the sovereignty, territorial peace within secure and recognized boundaries free from threats or acts of force.† The State referred to in the second part is, of course, Israel; the claims, threats, territorial incursions and violence are those visited on it by its neighbors since its creation and acknowledgement by the UN. The resolutions against Saddam Hussein were unilateral and unequivocal. They are materially different from resolutions that present a package of requirements that have to be carried out by both sides in a conflict, and whose implementation is going to require the cooperation of both sides.   Ã‚  Ã‚  Ã‚  Ã‚  And there you have it. I think the intervention is morally justified, practically required, and legally based.

Migrants Culture in Host Country

| Migrant’s culture in host country Culture is generally accepted way of doing activities in a society which includes beliefs, symbols, values, behaviour and social organization. Migrants adopt and mix with new culture since culture change in inevitable. There are certain arguments for maintaining one’s native culture in a new country. However, it is a defended that migrants should adopt the host country’s culture. This essay will consider the arguments for retaining or not retaining ones culture in the new country. To begin with, people have developed their own way of living in the country of origin and they are accustomed to doing activities in the local ways. One of habits is the cooking styles. Migrants are usually middle aged people who find it difficult to adopt new ways of cooking because they are used to and experience in their traditional ways. To mark the special events celebrated back at home, food is cooked as it is done at home country. For instance, cook islanders cook in earth oven which gives a sense of togetherness and feeling for there culture (Manderson, 1986). Therefore, the migrants continue with their traditional ways to keep the culture alive and enjoy the same taste as home country. However, it is not always possible to practise such cooking in foreign countries. Migrants usually rent a flat where ground is not always available. Place where it is vacant, it is prohibited to dig others compound. Lighting open fires in city area would create problems to residents, ringing of fire alarm and even pollution which is a major benchmark in urban centres. To add another point, the visitors more from the host country who will prefer food they are used to eating such as those prepared in grill and electric appliances. For example, to serve island food to European would be dishonour to their culture (Manderson, 1986). As a result, migrants strongly need to adapt to host cooking style to overcome such problem. Another cultural aspect which is argued on is traditional ceremonies and festival. The emigrants retain these practises as one need to perform a ritual (which includes births, deaths and marriage) in the traditional to fulfil the requirements. For example, Indian migrants celebrate Diwali (Hindu festival of lights) all over the world. . Constant practise of the ceremonies compel the dominant group to adopt the changes such as in case of Fiji where Prophet Mohammed’s Birthday is given a public holiday as the Muslims (a minority group in Fiji) brought the festival during indentured system. On the other hand, it is difficult to perform such religious activities since it may cause distraction to host people or its value is not recognised in the new society. For instance, holiday given in home country is not observed in the host country. Moreover, the resource (offerings and ornaments) are not available in the country of migration. For instance, Fiji Indians are not able to play with fire crackers because it is embargo goods (The Fiji Times, 1st November 2008, p. 1). Another example is that indigenous Fijians kill cattle during death ceremony at home, but in the most developed countries, animal can only be killed in abattoirs. Consequently, this hindrance prevents the migrants to practise their culture in other countries. These constraints compel them to follow the host culture. The next cultural feature which the migrants retain is the language. Migrants retain their language to maintain the identity of ethnicity and pass the language to younger generations. Knowing one’s own language, the person can read the religious scripts which are mostly written in vernacular. Words used in translation not always carry the same meaning as in the original writing. Maintaining the language enable the person to better communicate with people of home country. Thus, for these reasons the migrants preserve the native language. On the other side, it is very important for the person to understand the language of host culture to communicate and socialise with the people. Understanding the host language prevents communication breakdown between two groups of people. (Clifford, 1973). Situation where communication is a problem, the migrants will encounter culture shock and segregation in the society. Moreover, if person understand the host language, it would be easier to use the facilities such as railway timetables where directions are written in the host language. In conclusion, there are strong reasons as why to retain or why not to retain one’s culture in the host country. However, a person needs to change the traditional culture and adopt the new ways to be adopted in the new society. A changing culture will enable a person to overcome culture shock and segregation. It is strongly argued that a person should change the culture and adopt the new ways of living. Every culture is susceptible to change; therefore, a person should be flexible enough to adopt new ways.

Muslim Cities DBQ Essay

The Post-Classical Era was a time of goodness in the Middle East. Goods were plentiful, Islam was spreading, and the people were wealthy. The Muslim cities spread innovations throughout the world. The document groupings for the discussion of this topic are as follows: Documents 2, 1, and 5 are for city significance. Documents 3, 5, and 8 are for importance of trade. Finally, documents 4, 6, and 9 are for government and its role. Document 7 has been omitted due to the fact that it does not support my thesis. Muslim cities were abundant with knowledge, which they spread throughout the world. Scholars of all religions studied in Muslim cities, which were some of the first cities to produce books. In Document 2, a Muslim historian describes Cordoba, stating: â€Å"Unto it flocked seekers of science and poetry, for it was a resort of the noble and a mine of the learned.† It was a center of knowledge-seekers, perfect for any type of learned person. As the scholars came and went, they spread their knowledge with them, eventually spreading it all over the world. In addition to having much knowledge, Muslim cities also accumulated much wealth. Document 1 describes Damascus as â€Å"the paradise of the east†, discussing its luxurious features. Document 5 discusses the highly-priced silks that were sold in Muslim cities. I request an additional document, in which a non-Muslim describes Muslim cities, to better understand an outsider’s point of view. Trade was a large part of both Muslim and Arabic culture. It was how ideas and innovations spread all over the world; simply through word of mouth. Document 3 mentions Cairo’s numerous shops in the 11th century, of which the Sultan owned. Cairo was a rich city, of which was popular for trade. Document 5 describes trade in Tabriz, and the expensive materials that were traded. Document 8 is a map that shows numerous Muslim trade routes across North Africa, Southern Europe, and several parts of Asia. Muslim traded in many parts of the Eastern world, travelling by both land and sea. I request a trade catalog, to better prove where Muslims may have traded in the Post-Classical Era. Muslims were not always secure in government. In Document 4, Caliph Abd al-Malik forbade Syrian Muslims from making annual pilgrimage to holy cities  (some of which are mentioned in Document 9) due to the fact that they had a high chance of being attacked. The Muslim people were upset, but they were unable to convince their leader to change his mind. In Document 6, walls were built to guard Muslims from attackers (which was not always successful; as the Mongols and the Crusades had been successful attackers). In conclusion, The Muslim cities spread innovations throughout the world. Their populated and learned cities were a gateway to trade, which lead to successful trading all over the world. They shared their ideas with many nations, despite the fact that they occasionally had a weak government.

American citizenship essays

American citizenship essays What does American citizenship mean to you? Most Americans consider them selves to be the luckiest people in the world and I completely agree. America is one of the few countries who can hold an election and not start a civil war, though a civil war has occurred in the past. Americans are free to vote with out worrying about being attacked or blown up by car bombs. Racism and sexism occurs in many countries but in America neither, racism or sexism is acceptable. Elections all around the world are threatened by terrorist groups, especially in the Middle East. In Iraqis recent election suicide bombers occurred more frequently and the Iraqi people were in danger by just voting. American citizens take voting for granted. The American people are allowed to even judge the voting system in their government with out being threatened or beaten. America has a system of government which protects its citizens and that's why America is one of the greatest countries to live in. Unlike many other countries, all races are supposed to be equal in America. Though racism does occur, the American government does not support the practice. Individuals in America do discriminate but in other countries, their government supports the practice. African Americans are still slaves in some parts of the world. Here African Americans are treated equally, just like every body else. Its not only African American people who are discriminated against. Jewish, Asian, Arabian and Mexican people are discriminated against in various places. Different races arent hired for jobs simply because of their color. The American government does not allow employers to judge based on a candidates color or race. The United States has evolved from our former primitive self and now that were a more sophisticated government we do not allow such discrimination as racism. This is another reason why Im very proud to be an American citizen. ...

Escaped the Shells essays

Escaped the Shells essays Erich Maria Remarques All Quiet on the Western Front is famous as one of the most powerful war stories of all time. It is a story, not of nations, but of men who, even though they may have escaped the shells, were destroyed by the war. The novel centers on Paul Baumer and his classmates, through whom Remarque depicts a generation of men that enlist for their idealized notions of war, but quickly degenerate into "weary, broken, burnt out, rootless [men] without hope. Through Pauls eyes, Remarque shows the inhumanity in this, mans first war, called for by no higher entity or cause. Paul and his generation were denied a transition between childhood and adulthood and upon entering the war at such a young age, they gained their identity as soldiers and once the war is over, their identity is all they have to live on. Baumer and his classmates enter the war as innocents; coming fresh from school, they knew nothing outside of their boyish hopes and idealizations. Setting out on the threshold of their adult lives, these soldiers knew war to be an opportunity for personal and national greatness, to be somebody and stand up for what they believe in. Labeled the Iron Youth these young Germans faced an explosive reality of meaningless death, pain, and rapid maturity into a world being reborn. We were eighteen and had begun to love life and the world; and we had to shoot it to pieces. The first bomb, the first explosion, burst in our hearts. We are cut off from activity, from striving, from progress. We believe in such things no longer, we believe in the war (p88). Remarque quickly establishes the emotional disconnection felt by the soldiers brought on by their forced stage of rapid maturity. While his friend Kantorek is inches away from death, Paul and his friends, although grieved, eagerly debate the custody of Kantoreks boots with the orderly. ...

The California Gold Rush

The California Gold Rush The California Gold Rush was a remarkable episode in history sparked by the discovery of gold at Sutters Mill, a remote outpost in California, in January 1848. As rumors of the discovery spread, thousands of people flocked to the region hoping to strike it rich. In early December 1848, President James K. Polk confirmed that quantities of gold had been discovered. And when a cavalry officer sent to investigate the gold finds published his report in a number of newspapers that month, gold fever spread. The year 1849 became legendary. Many thousands of hopeful prospectors, known as Forty-Niners, raced to get to California. Within a few years, California transformed from a sparsely populated remote territory to a booming state. San Francisco, a small town with a population of about 800 in 1848, gained another 20,000 residents the following year and was well on its way to becoming a major city. The frenzy to get to California was accelerated by the belief that gold nuggets being found in stream beds would not be found for long. By the time of the Civil War, the gold rush was essentially over. But the discovery of gold had a lasting impact not only in California but on the development of the entire United States. Discovery of Gold The first discovery of California gold took place on January 24, 1848, when a carpenter from New Jersey, James Marshall, spotted a gold nugget in a mill race he was building at the sawmill of John Sutter. The discovery was purposely kept quiet, but word leaked out. And by the summer of 1848 adventurers hoping to find gold was already starting to flood into the area around Sutters Mill, in north-central California. Up until the Gold Rush, the population of California was about 13,000, half of whom were descendants of the original Spanish settlers. The United States had acquired California at the end of the Mexican War, and it might have remained sparsely populated for decades if the lure of gold had not become a sudden attraction. Flood of Prospectors Most of the people seeking gold in 1848 were settlers who had already been in California. But confirmation of the rumors in the East changed everything in a profound way. A group of U.S. Army officers was dispatched by the federal government to investigate the rumors in the summer of 1848. And a report from the expedition, along with gold samples, reached federal authorities in Washington that autumn. In the 19th century, presidents presented their annual report to Congress (the equivalent of the State of the Union Address) in December, in the form of a written report. President James K. Polk presented his final annual message on December 5, 1848. He specifically mentioned the discoveries of gold in California. Newspapers, which typically printed the presidents annual message, published Polks message. And the paragraphs about gold in California got a lot of attention. The same month the report by Col. R.H. Mason of the U.S. Army began to appear in papers in the East. Mason described a trip he had made through the gold region with another officer, Lieutenant William T. Sherman (who would go on to achieve great fame as a Union general in the Civil War). Mason and Sherman traveled into north-central California, met with John Sutter, and established that the rumors of gold were entirely true. Mason described how gold was being found in stream beds, and he also ascertained financial details about the finds. According to published versions of Masons report, one man had made $16,000 in five weeks and showed Mason 14 pounds of gold he had found in the previous week. Newspaper readers in the East were stunned, and thousands of people made up their minds to get to California. Travel was very difficult at the time, as argonauts, as the gold seekers were called, could either spend months crossing the country by wagon, or months sailing from East Coast ports, around the tip of South America and then onward to California. Some cut time from the trip by sailing to Central America, crossing overland, and then taking another ship to California. The gold rush helped create the golden age of clipper ships in the early 1850s. The clippers essentially raced to California, with some of them making the trip from New York City to California in less than 100 days, an astounding feat at the time. Impact of the California Gold Rush The mass migrations of thousands to California had an immediate impact. While settlers had been moving westward along the Oregon Trail for nearly a decade, California suddenly became the preferred destination. When the administration of James K. Polk first acquired California a few years earlier, it was generally believed to be a territory with potential, as its harbors could make a trade ​with Asia possible. The discovery of gold, and the great influx of settlers, greatly accelerated the development of the West Coast.

Oceans And Climate Change Essay Example | Topics and Well Written Essays - 1250 words

Oceans And Climate Change - Essay Example The paper clearly shows that Ocean Current is a constant movement of ocean water, towards a particular direction, and is generated by forces such as the wind, salinity, temperature etc. The Gulf Stream is a strong, narrow, warm, fast-moving and swift ocean current that originates in the Gulf of Mexico or North of Grand Bahamas Island, where the Florida Current and the Antilles Current meet and flows into the Atlantic Ocean. Equatorial Current is the ocean current which is controlled by the winds and flows towards the West near the equator. The Labrador Current can be described as a cold current, flowing south from the Arctic Oceans along the coast of Labrador passing from Newfoundland. It continues flowing south and along the eastern coast of Nova Scotia. The warm water of the tropic region is carried into the colder regions through the Ocean Currents. During this traveling, their heat is escaped into the atmosphere. One such example could be the coast of California. The flow along the coast of California helps the cold water to rise from the bottom of the ocean. This is the reason why the beaches along this coast do not have warm water even in the summers. The wind then takes this cool temperature towards the land and as a result, the coast of California has a temperature range of about 50-75 degree Fahrenheit throughout the year. The understanding of these oceans currents and their effects help in determining the possible changes to the global climate and their possible impact on the people.

Money and Banking Assignment Essay Example | Topics and Well Written Essays - 1000 words

Money and Banking Assignment - Essay Example This is due to the fact that banks are involved in risky investments without fear or concern about the repercussions nations may face in the advent of losses. Risky investments are aggravated by the fact that banks will be bailed out in case of losses by central banks. This can facilitate organized losses and economic failures by rogue individuals with the aim of channelling all the banks’ financial assets into their possession and then request for central banks’ intervention. This burden, through the central banks is channelled back to taxpayers. The reverse is also true. If financial institutions were unable to solicit funds from central banks, then chances of them indulging in risky investments would be very minimal. (Hughkitt13 2012) III. Compare the use of open-market-operations, central bank lending facilities (rediscounting), and changes in reserve requirements to control the money supply on the following criteria: flexibility, reversibility, effectiveness, and speed of implementation. The best monetary policy should implement the following criteria to be considered effective: flexibility, reversibility, effectiveness and higher speed of implementation. On the issue of flexibility, the best method to use would be to change the reserve requirements. Depending on prevailing market conditions, reserve requirements can be easily adjusted to either reduce the money supply or increase it. The process is done on a daily basis, making it the most effective and also the fastest method to implement. Central bank rediscounting is a faster method to implement than open-market-operations since they can be obtained easily under short notice. They are also more flexible owing to the fact that they require fewer channels to get them. OMOs are more rigid and are only implemented once financial dignitaries meet and agree on the way forward. However, when we consider

Analysis of Guido Reni's Works Essay Example | Topics and Well Written Essays - 2000 words

Analysis of Guido Reni's Works - Essay Example The essay "Analysis of Guido Reni's Works" describes the biography, training and career information of popular artists in the 15th and 16th century with a bigger emphasis on the re-known Guido Reni. Guido Reni, son to Daniele Reni and Ginevra de' Pozzi, was born in a town known as Bologna. The family of Reni was known for producing musicians. He is an Italian painter born on the 4th of November in 1575. He received his education together with Domenichino at Calvert as an apprentice in this Bolognese studio at the age of nine, then Carracci and finally trained with Ferrantini but just for a while. At the age of twenty-three, he and three other pupils from Calvert studios shifted to another rival studio named, â€Å"Accademia Degli Incamminati â€Å". At his time he was the most popular artist in Italy and with the approach of the 18th century, his fame spread to England. He is a renown painter known for his amazing coloring skills that outdid those in the previous times. He has pain ted in prestigious places like the Quirinal and Furnace palaces, some churches in Rome, the Borghese family chapel and the most outstanding piece of work is the ceiling of the decoration of the Palazzo Rospigliosi and Phoebus. In 1601, Reni and Albani his ally from Calvert, packed their bags and made for Rome to work under Annibale Carracci in the decoration of the furnace palace. In 1601 to 1604 Cardinal Paolo Emilio Sfondrati became his patron. In 1604 to 1605 he was given an opportunity to work on the crucifixion of St Peters altarpiece.

Case study Assignment Example | Topics and Well Written Essays - 500 words - 3

Case study - Assignment Example Obedience is all about the tendency to obey authority figures. The subordinates may not question the instructions given by the superiors in the organization. The other term seen from the case study is related to AUTHORITY. This refers to the process of controlling the other people in the workplace so that their behaviour can conform to the expected standards. However, there has been a dramatic shift from the way power and authority used to be exercised in the organization compared to the current period. As depicted in the case of IBM, the theme of PERSUASION has significantly gained prominence in managing organizations during the contemporary period. This involves the process of trying to influence and convince the employees in the organization to share the same vision with you. If properly implemented, this strategy can help the employees to be productive in their efforts since they would be in a position to share the same vision with the manager. The other term is VISION which is concerned about the goals and objectives of the organization. The manager has a responsibility of sharing the vision of the organization with the workers so that their efforts can be directed towards the attainment of the desired goals. The other theme presented in the case is NEGOTIATION where the leaders ought to engage the employees when intending to make decisions or solve conflicts that may exist in the organization. People tend to disagree over certain issues and this practice is common in most cases. However, it only becomes detrimental to the organization if the conflict becomes dysfunctional. In order to resolve this kind of conflict, the theme of COLLABORATION should be taken into consideration. This theme deals with finding and solving problems in such a way that everyone benefits. It is more like a win-win situation In order to manage the organization

Christianity in Nigeria as Portrayed in Things Fall Apart Essay

Christianity in Nigeria as Portrayed in Things Fall Apart - Essay Example Religion to a primitive man is a critical issue and is mostly practised in a primitive manner. They practise all throughout the year and it sin opt a one day event on the week as seen by the Europeans. To them all activities that occur in society have to be followed by religious ritual activities and this was being opposed by the Europeans who felt that a specific day had to be set on the week where everybody would worship God (Achebe 94). The complex rituals were regarded as being primitive by the European missionaries and they felt that through introduction of Christianity they would teach them how to worship only one God. This was considered to be a great crime by the Ibo whom according to their culture thought that the Europeans were trying to disrespect egwugwu who was a representative of the ancestral spirits for the people. One of the warriors in Ibo gets converted and even kills his ancestral spirit leaving the whole clan weeping since according to them a great evil had been done. Those who get converted into Christianity are excommunicated from the Ibo society while others escape death narrowly. Introduction of Christianity would take time since in the Ibo culture religion was granted many responsibilities in the society which Christianity had omitted. Culture was conflicting with the interests of the Christians. For instance, Nneka had given birth to four sets of twins all of which had been abandoned in the evil forest a cultural trait that the missionaries were against. There was strict attention being paid to taboos and rituals and this was not the case with the missionaries who continued to recruit more people into their church including the pregnant woman who was recruited in the 28th day when the villagers expected them to die after clearing the evil forest. Such issues were being rejected by Christianity making it a challenge for people to accept Christianity (Achebe 104). They feared punishment from their personal chi and an end to their genera tion. There exists a very narrow space between an individual and their identity with their ancestors. This is attributed to the fact that they consider their ancestors to be intermediaries between them and their gods. Mr. Kiaga for instance has been recruited to Christianity and is encouraged to recruit more Africans but is afraid that the father can learn of it. The land of the living existed among the individuals and this was a hurdle that the Europeans had to handle first before introduction of Christianity. They were expected to do away with such aspects and this alone created conflict long before they thought of introducing and converting people into Christianity. However all was not fruitless as they succeeded in converting a few Africans with whom they worked with though the society could not accept them as they were regarded as being evil and outcasts. This is because they were not respecting their personal god (chi) and the ancestral spirits (Achebe 105). The ancestral spir its were ordered to punish them. The conflicts began to be widespread with the Christians experiencing the challenge of obtaining land in order to build a church. The outcasts, low ranking men who had no title in the society were among the first individuals to be converted into Christianity.

Alcohol Advertising Essay Example | Topics and Well Written Essays - 1000 words

Alcohol Advertising - Essay Example He does not start his article by giving his personal opinion but leaves space for the reader to judge and evaluate the claims. His article and research convinces the reader to believe what he states. His declaration about the symbols which are used to attract the young generation enables the reader to believe that he is experienced and his article bears some true claims and points which should be given attention. He declares "One need only recall the Bud frogs and lizards, Spuds MacKenzie, and Whassup space-alien dogs to recognize the prominence of beer advertising in youth culture." This statement also points towards the bitter reality about the advertisements which are declared to be designed for adults. He declares that the music, unrealistic ideas about friendship and animals etc used in the beer advertisement attract the young generation who live in fantasies and get motivated to take alcoholic drinks. He uses the statistics which promote his point that youngsters are more attra cted by using such characters and symbols. The use of evidences, statistics and examples can be taken as a proof of his experience and professionalism in writing. Ethos used by George A. Hacker strengthened his article and made it outstanding in capturing the attention of the readers. His sincerity to clarify the issue and use of examples to make it easy for the readers enables readers to trust his findings. He compels the readers to ponder and evaluate the truth behind these advertisements. George A. Hacker tried to interact with the audience. He takes this issue as an important discussion and involves his feelings while writing the paper. "Obviously, rules such as these don't so much protect our children as serve them up to alcoholic-beverage advertisers such as Smirnoff Vodka." It may be taken as an example of pathos. The writer gives evidence and criticizes the advertisements which are not suitable for children. He involves himself in the audience by writing "our children" instead of using "your children". This declaration creates a sense of unity and also develops a sense of responsibility, to save children from the harms of alcohol. One may feel the sarcastic tone in a few areas. This sarcasm, however, stirs up the lost emotions of the readers for the young generation. His involvement and concern to save children from the harms of alcohol can clearly be seen in this article. He further declares "We owe it to our children and to the public health and safety of Ameri ca to challenge such marketing activities, [if we have any hope of actualizing our goal to keep children alcohol free]." This statement by George A. Hacker is the highest motivational statement to evoke the feelings of people to stand up and fight against the diplomatic policies set by the government and health departments. In the statement mentioned above, he also declares the basic reason of his debate. He declares that his article is not for any other purpose but 'to keep children alcohol free'. The article provides some logical information and facts which were not clear and were important to be considered. His magical words and incredible way of justification leave a long-lasting impact on the

Christianity in Nigeria as Portrayed in Things Fall Apart Essay

Christianity in Nigeria as Portrayed in Things Fall Apart - Essay Example Religion to a primitive man is a critical issue and is mostly practised in a primitive manner. They practise all throughout the year and it sin opt a one day event on the week as seen by the Europeans. To them all activities that occur in society have to be followed by religious ritual activities and this was being opposed by the Europeans who felt that a specific day had to be set on the week where everybody would worship God (Achebe 94). The complex rituals were regarded as being primitive by the European missionaries and they felt that through introduction of Christianity they would teach them how to worship only one God. This was considered to be a great crime by the Ibo whom according to their culture thought that the Europeans were trying to disrespect egwugwu who was a representative of the ancestral spirits for the people. One of the warriors in Ibo gets converted and even kills his ancestral spirit leaving the whole clan weeping since according to them a great evil had been done. Those who get converted into Christianity are excommunicated from the Ibo society while others escape death narrowly. Introduction of Christianity would take time since in the Ibo culture religion was granted many responsibilities in the society which Christianity had omitted. Culture was conflicting with the interests of the Christians. For instance, Nneka had given birth to four sets of twins all of which had been abandoned in the evil forest a cultural trait that the missionaries were against. There was strict attention being paid to taboos and rituals and this was not the case with the missionaries who continued to recruit more people into their church including the pregnant woman who was recruited in the 28th day when the villagers expected them to die after clearing the evil forest. Such issues were being rejected by Christianity making it a challenge for people to accept Christianity (Achebe 104). They feared punishment from their personal chi and an end to their genera tion. There exists a very narrow space between an individual and their identity with their ancestors. This is attributed to the fact that they consider their ancestors to be intermediaries between them and their gods. Mr. Kiaga for instance has been recruited to Christianity and is encouraged to recruit more Africans but is afraid that the father can learn of it. The land of the living existed among the individuals and this was a hurdle that the Europeans had to handle first before introduction of Christianity. They were expected to do away with such aspects and this alone created conflict long before they thought of introducing and converting people into Christianity. However all was not fruitless as they succeeded in converting a few Africans with whom they worked with though the society could not accept them as they were regarded as being evil and outcasts. This is because they were not respecting their personal god (chi) and the ancestral spirits (Achebe 105). The ancestral spir its were ordered to punish them. The conflicts began to be widespread with the Christians experiencing the challenge of obtaining land in order to build a church. The outcasts, low ranking men who had no title in the society were among the first individuals to be converted into Christianity.

Fixed and Floating Charge Essay Example | Topics and Well Written Essays - 1000 words

Fixed and Floating Charge - Essay Example It is imperative to observe that the stipulations fixed charge as well as equitable mortgage are every now and then utilized in replacement with each other( Rawlings, 1997). A floating charge is a charge that does not primarily fasten itself to a specific resource or property which implies the fact that the borrower is permitted to arrange the resources as he otherwise she desires devoid of having to obtain the authorization of the lender. It transmits to a varying group of present as well as prospective assets until it is which characteristically takes place when the borrower evades on the credit. The Floating charges are well thought-out as being valuable for the borrower for the reason that they permit the borrower to award the lender a safety interest, however at the equivalent time, the borrower is capable enough to utilize the asset within the standard course of trade devoid of disruption. Similar to the United Kingdom as well as other English-law provinces, the United States distinguishes the maintenance of an everlasting charge or else safety over liquid guarantee. No variations, on the other hand, are made amid the fixed as well as the floating charges within the U.S. regulation. If the groups inflowing into the safekeeping conformity used language comparable to that characteristically used in a floating charge, that affection would take place at the instance the agreement is penetrated into relatively than floating over the asset as it would underneath the English law. This appreciation of a floating security interest in surplus of the agreement pronounces the proposal that a fixed security interest is not automatically irreconcilable through the borrower having the autonomy to make use of as well as sell off the protected asset within the regular course of company. Nevertheless, beneath U.S. law, the contractual security conformity provides if the borrower is permitted to set out of the guarantee free of the safekeeping interest. If the borrower is authorized to advertise the goods, then the security interest within the goods is extinguished with the lender's interest persists during any earnings resulting from the auct ion. The Fixed charges are well thought-out particularly beneficial for the reason that they provide the creditor the precedence over privileged creditors along with holders of the floating charges when the borrower defaulting(Rawlings, 1997). Spectrum Plus: The House of Lords settled with the High Court in decision that it was an indispensable attribute of a fixed charge on book debts that the borrower's accurate to contract with mutually the debts themselves as well as their earnings be adequately constrained. In the expressions of Lord Scott of Foscote: The indispensable assessment of a book debt as a protection lies within the currency that can be attained from the debtor within the payment. This was without a doubt conflicting with the conception that a fixed charge over the debts had to confine the dealings mutually with the debts as well as their earnings. on the other hand, the House of Lords was not bound by New Bullas as well as decided

The Count of Monte Cristo Essay Example for Free

The Count of Monte Cristo Essay I. The Count of Monte Cristo II. Characters Edmond Dantà ¨s The protagonist of the novel. Dantà ¨s is an intelligent, honest, and loving man who turns bitter and vengeful after he is framed for a crime he does not commit. When Dantà ¨s finds himself free and enormously wealthy, he takes it upon himself to act as the agent of Providence, rewarding those who have helped him in his plight and punishing those responsible for his years of agony. The Count of Monte Cristo The identity Dantà ¨s assumes when he emerges from prison and inherits his vast fortune. As a result, the Count of Monte Cristo is usually associated with a coldness and bitterness that comes from an existence based solely on vengeance. Lord Wilmore The identity of an eccentric English nobleman that Dantà ¨s assumes when committing acts of random generosity. Lord Wilmore contrasts sharply with Monte Cristo, who is associated with Dantà ¨s’s acts of bitterness and cruelty. Appropriately, Monte Cristo cites Lord Wilmore as one of his enemies. Abbà © Busoni Another of Dantà ¨s’s false personas. The disguise of Abbà © Busoni, an Italian priest, helps Dantà ¨s gain the trust of the people whom the count wants to manipulate because the name connotes religious authority. Sinbad the Sailor The name Dantà ¨s uses as the signature for his anonymous gift to Morrel. Sinbad the Sailor is also the persona Dantà ¨s adopts during his time in Italy. Mercà ©dà ¨s Dantà ¨s’s beautiful and good fiancà ©e. Though Mercà ©dà ¨s marries another man, Fernand Mondego, while Dantà ¨s is in prison, she never stops loving Dantà ¨s. Mercà ©dà ¨s is one of the few whom Dantà ¨s both punishes (for her disloyalty) and rewards (for her enduring love and underlying goodness). Abbà © Faria A priest and brilliant thinker whom Dantà ¨s meets in prison. Abbà © Faria becomes Dantà ¨s’s intellectual father: during their many years as prisoners, he teaches Dantà ¨s history, science, art, and many languages. He then bequeaths to Dantà ¨s his vast hidden fortune. Abbà © Faria is the most important catalyst in Dantà ¨s’s transformation into the vengeful Count of Monte Cristo. Fernand Mondego Dantà ¨s’s rival for Mercà ©dà ¨s’s affections. Mondego helps in framing Dantà ¨s for treason and then marries Mercà ©dà ¨s himself when Dantà ¨s is imprisoned. Through acts of treachery Mondego becomes a wealthy and powerful man and takes on the name of the Count de Morcerf. He is the first victim of Dantà ¨s’s vengeance. Albert de Morcerf The son of Fernand Mondego and Mercà ©dà ¨s. Unlike his father, Albert is brave, honest, and kind. Mercà ©dà ¨s’s devotion to both Albert and Dantà ¨s allows Monte Cristo to realize her unchanging love for him and causes him to think more deeply about his sole desire for revenge. Signor Bertuccio Dantà ¨s’s steward. Though Bertuccio is loyal and adept, Dantà ¨s chooses him as his steward not for his personal qualities but because of his vendetta against Villefort. III. Settings The movie takes place in a number of settings, but most of the plot occurs in Marseilles Chateau dIf, and Paris (France), Rome, the island of Monte Cristo, and Greece. IV. Summary Edmond is sailing in French waters along with his best friend, Fernand, when their captain falls ill. They stop for help at a nearby island, which happens to be where Napolean Bonaparte is in hiding. Bonaparte pulls aside Edmond and asks him to deliver an innocent letter to an old friend in Marseille, France. Edmond agrees, as that is the price for the use of Napoleans physician. The captain unfortunately dies, so the crew returns home to Marseille. Edmond is made captain for his bravery in seeking a physician, and the first mate comes to despise him for it. Fernand finds out about the letter, and reads it while Edmond is sleeping, and is angry that Edmond did not tell him about it. Edmond, not knowing that Fernand knows about the letter, rushes to greet his fiance, Mercedes, and tell her that they can now be married as he was just promoted to captain. This is also the point in the movie when you realize that Fernand is in love wiht Mercedes, but she loves Edmond. Fernand, still angry, decides to work together with the furious first mate, and get Edmond arrested for treason, which he didnt commit. Fernand works also with a very important magistrate, Villefort, whos father is the man Edmond was to deliver the letter to. (Villefort does not know of this). Thus, Edmond is arrested, and thrown into a remote island prison by the name of Chateau Dif. There, he meets Priest, who teaches him many valuable lessons about life, how to sword fight, and give Edmond a proper education. All this is in turn for Edmond helping to dig, in order to escape the prison. For 13 years, Edmond is held captive in the Chateau Dif, and unknown to Edmond, a letter was sent to his family and Mercedes saying that he was executed on grounds of treason. Finally, Edmond escapes when the priest dies, and becomes part of a crew on a merchant vessel, along with his good riend Jaccapo. After 3 months, Edmond is released along with Jaccapo, and they go in search of finding out what has happened to Edmonds loved ones. They find out that Edmonds father commited suicide, and the Mercedes wed Fernand a month after learning of Edmonds execution. Edmond has by this time (with the help of the priest while in prison) figured out that he was framed by Fernand and the others. Thus, he and Jaccapo sail to a remote island that the Priest told Edmond about, and there they find a treasure, making Edmond extremely wealthy. Edmond decides to become a count in order to get revenge on those who betrayed him, so he becomes The COunt of Monte Cristo, being the treasure he found The Treasure of Monte Cristo. Soon after, he saves Fernand and Mercedes son Alber from captivity, and thus enters the lives of those he is trying to hurt like they hurt him. Mercedes begins to suspect that The Count is really Edmond, and when she confronts him privately, he denies it but slips and she realizes that he really is Edmond. Then, they kiss, and realize that they are still in love, so Mercedes goes back ot her Chateau to inform Fernand that she is leaving him, when Fernand tells her that he has gone bankrupt (which is really Edmonds doing, but he doesnt know this) and is leaving the country. (By this time, Villefort has been convicted of murdering his father and sent to jail, also doings of Edmonds). Mercedes preceds to inform Fernand that Alber is not his son, but Edmonds. Fernand becomes angry and goes out to his old, abandoned villa to collect the gold he had supposedly stolen from The Count of Monte Cristo, only to find that it is not there (Edmonds doings, again). Then, Edmond shows up, and tells Fernand where he has been all these years, and they begin a duel, only to be stopped by Mercedes and Alber. Mercedes then tells Edmond that Alber is really his son, not Fernands. Fernand then shoots Mercedes in the shoulder (she lives) and runs off. Edmond follows him and they begin sword fighting again. Fibally, Edmond kills Fernand, and goes back to Mercedes and Alber and Jaccapo. At the very end, Edmond buys the Chateau Dif thanks the Priest for his wisdom and help. V. Value Implication The â€Å"Count of Monte Cristo† is the greatest tale of betrayal, adventure, and revenge the world has ever known. One of the morals in that story is what goes around comes around. The people who betrayed the count ended up by paying with their lives as he cleverly took his revenge on each one. Plus, the fact that the count actually really did find treasure and good friends (in the form of pirates) meant that he was a good person who attracted good people. Regardless of the fact that the pirates could have treated him badly and even shot him when he found the treasure, they didnt, they became his friends and they benefitted from his success. The main moral is that the bad deeds we do in life do not go unpunished and the good ones get rewarded.

History of Corporate Social Responsibility (CSR)

History of Corporate Social Responsibility (CSR) 2.1 Introduction to the Chapter This chapter provides a selection of literature relevant to the concept of Corporate Social Responsibility (CSR). It starts with a brief history of CSR, it provides some definitions and it moves further to examine aspects like the Layers of CSR, the relation between CSR and Business Ethics and the Drivers of CSR. Some benefits and criticism over the concept are discussed and the strong relation between CSR and the companys Stakeholders is examined. The chapter continues with the Areas and the Activities of CSR and the Levels that influencing the adoption of CSR are analysed. Finally, some Global CSR tools as the United Nations Global Compact and the Global Reporting Initiative are presented. 2.2 The History of CSR through the Centuries The Business Relations, Accountability, Sustainability and Society Centre, known as BRASS, in its report History of Corporate Social Responsibility and Sustainability (2007), states that The history of social and environmental concern about business is as old as trade and business itself. Commercial logging operations for example, together with laws to protect forests, can both be traced back almost 5,000 years. In Ancient Mesopotamia around 1700 BC, King Hammurabi introduced a code in which builders, innkeepers or farmers were put to death if their negligence caused the deaths of others, or major inconvenience to local citizens. In Ancient Rome senators grumbled about the failure of businesses to contribute sufficient taxes to fund their military campaigns, while in 1622 disgruntled shareholders in the Dutch East India Company started issuing pamphlets complaining about management secrecy and self-enrichment . Moving further, Eberstadt (1977) claims in his study that phenomena of social responsibility were already presented in the ancient Greece, while todays corporate responsibility movement is an attempt to restore a 2,000-year-old tradition of businesses being connected to the community (cited in Panwar, Rinne, Hansen Juslin, 2006). In the 18th century the businesses started to anticipate that having an efficient labour force was essential for the successful delivery of their activities. During that period Adam Smith, the great moral philosopher and pioneer in economics, present for the first time the traditional or classical economic model. The model suggested that the needs and the interests of the public would best be met if the individuals act in self-interest manner. Driven by their own self-interests, the individuals would produce and deliver goods and services which would earn them profit, but also meet the needs of the others (Fernando, 2009). According to Brown (2005), the companies in order to keep their employees satisfied, because of the negative effects that the lack of food, housing and healthcare had in the labour force efficiency, they started to invest in housing, healthcare and nourishment. Thus, the worker villages of the industrial revolution, company medical facilities and the subsidized wor ks canteen appeared. That action of social philanthropy by the companies can be considered as the forerunner of the modern day CSR. Sims (2003) claims that the contemporary CSR originated back to the beginning of the 20th century and is based upon two principles. The first, the principle of charity, is based on religious tradition and suggests that those who are well financially should give to those with difficulties. The second one, the principle of stewardship, says that the organisations have an obligation to serve the society and satisfy the publics needs since their wealth and the power that they have springs through their activities within the society. This second principle had an impact on affected how companies were faced by governments, press and other groups and led to the conduction of new more socially responsible laws. The turn of the businesses to the society and the development of a more societal thinking led the organisations to increase their responsibility and consideration for both social and environmental well-being. This response to environmental and social matters by the corporations is what it is known today as Corporate Social Responsibility (Panwar et al., 2006). 2.3 Definitions of Corporate Social Responsibility The rise of the concept of Corporate Social Responsibility during the past decades resulted to the continuous debate about the exact meaning of the term. The only generally accepted view about the term CSR is that is a concept which covers several aspects. Frankental (2001), comments that CSR is a vague and intangible term which can mean anything to anybody, and therefore is effectively without meaning. Castka, Bamber, Bamber and Sharp (2004) argue that there is no single authoritative definition of CSR. The CSR concept seems to be a loosely defined umbrella embracing a vast number of concepts traditionally framed as environmental concerns, sustainable development public relations, corporate philanthropy, human resource management and community relations. During the examination of various literatures it can be seen that there is not a single generally accepted definition, although many authors and worldwide institutions defined the term CSR in similar ways. The first academically accepted definition of CSR can be found in the book Social Responsibilities of the Businessman, written by Howard Bowen in 1953. Bowen defines CSR as an obligation to pursue those policies, to make those decisions, or to follow those lines of action that are desirable in terms of the objectives and values of our society (cited in Panwar et al., 2006). Carroll (2004) argues that the social responsibility of businesses encompasses the economic, legal, ethical, and discretionary (philanthropic) expectations that society has of organizations at a given point in time, while Buhmann (2006) simply defines CSR as doing more than what is required by law. Johnson, Scholes and Whittington (2005), define CSR as the ways in which an organisation exceeds its minimum obligations to stakeholders specified through regulation. The World Business Council for Sustainable Development (WBCSD) defines CSR as the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as the local community and society at large (cited in Castka et al., 2004). Finally, the internationally known law firm Freshfields Bruckhaus Deringer in the report The Development and Impact of CSR on the Construction Industry (2006), defines CSR as the voluntary integration of environmental, social and human rights considerations into business operations, over and above legal requirements and contractual obligations. To conclude, it can be clearly seen that the base line of the above definitions is the volunteering obligation that the organisations must have over their employees and their families, the environment and the general public which sometimes may go further their legal requirements. 2.4 Layers of Corporate Social Responsibility According to Sachs, Ruhli, and Mittnacht (2005) the probably best known economic paradigm that prepare the ground for further research on the concept of CSR is the Carroll Pyramid (Figure 1). FIGURE 1 Carroll (1991) suggests that there are four kind of social responsibilities that an organisation should take into account while conducting its activities and those responsibilities constitute total CSR. Those four social responsibilities of an organisation were presented into a four-layered pyramid model, called The Pyramid of Responsibilities. The four layers of responsibilities are economical, legal, ethical and philanthropic. The bottom layer and the foundation of the pyramid is the Economic Responsibilities. The business must be profitable in order to keep its shareholders satisfied, produce goods and services necessary to the consumers and be able to create new jobs and promote innovation. The second layer of responsibilities is the legal and is all about following the law. The businesses should not only be profit driven but at the same time they must respect the laws and regulations produced by government and it is expected that the businesses would keep their economic activities inside the framework of the law and pay by the rules of the game. The ethical responsibilities are related to fairness and morality. The peoples rights and beliefs must be respected, any kind of harm, physical or social, must be avoided and any harm caused by others must be prevented. The last layer is the philanthropic responsibilities which urge the businesses to be good corporate citizens. The businesses through their activities must contribute resources to the community and most importantly must be able to help to improvement of the quality of life. Carroll placed the four layers of responsibility in a pyramid in order to show the strong connection between the four kinds of responsibilities. If a kind of responsibility in the pyramid model is absent then the ones above cannot be achieved. Lantos (2001) characterises the Carrolls pyramid model of CSR as altruistic or humanitarian and argued that the firm will be good to use it as marketing too in order to promote its image. Following this view Lantos (2001) proposes a new model of responsibilities by reclassifying Carrolls pyramid from four to three layers. The first layer of Lantos model is the Ethical CSR and includes economic, legal and ethical responsibilities as one group. The second layer is the Altruistic CSR which is equal to Carrolls philanthropic layer and suggests that businesses must contribute to the community even if a part of the profits must be sacrificed. The last layer of Lantos model is the Strategic CSR where businesses are fulfilling their philanthropic responsibilities not only because of generosity but also because they expect financial returns from the positive publicity. 2.5 Business Ethics and Corporate Social Responsibility Business Ethics and Corporate Social Responsibility are two close related concepts but they are not identical. As it can be seen Business Ethics play a very important role in Carrolls Pyramid of responsibilities as Ethics Responsibilities are placed in the second highest layer. Both concepts refer to values, goals and decision making based on something more than just making a profit (Mullerat, 2010). In general terms the bottom line of ethics is individually doing the right thing while avoid evil and harmful actions for you and the others in your activities. On the other hand CSR is more about the obligations that an organisation must have over its stakeholders than just its shareholders. A socially responsible organisation must act ethically (Mullerat, 2010). Phatak, Bhagat and Kashlak (2005) define Business Ethics as the moral thinking and analysis by corporate decision-makers and other members regarding the motives and consequences of their decisions and actions. Furthermore, Ferrell and Fraedrich (1998) add that business ethics compromises moral principles and standards that guide behaviour in the world of business. The concept of Business Ethics is vital for every self-respected organisation and this is why many companies today develop codes of ethics and make commitments about their ethical behaviour to the public (Fisher, 2003). According to Seitel (2001), the organisations develop ethics codes in order to: Increase public confidence: Due to various scandals, mainly concerning corruption and briberies inside organisations, the publics trust for businesses has been declined. Thus, companies have decided to adopt the ethics code in order to improve their image. Stem the tight of regulation: Due to the declining trust and confidence of the public for businesses, the governments increased their legislations and regulations in order to reverse the situation. The companies adopted the ethics codes in order to show that they have ethical behaviour and can be trusted. Improve internal regulations: Due to the increase of the size of organisations and the development of multinational operations it is essential that some codes of conduct must be created in order to have the same behaviour standards among the employees. Business ethics depend on two main factors, culture and time (Svensson and Wood, 2003). The business environment culture is influenced by traditions, religion, ethical values and individuals and can be defined as what is accepted and what is unaccepted. The companys success can be affected if different opinions, that is to say different cultures, cannot be adopted satisfactory by the organisation. Additionally, what is accepted and what is unaccepted can be affected by the business time element. The business world is a fast changing environment and what is considered ethical today it can turn out to be unethical tomorrow. As it can be seen the success or the failure of a business is closely connected with ethics and that is why Business Ethics must be used as a corporate philosophy rather than a corporate code in every organisation. To conclude, Johnson et al. (2005) argue that the societys expectations, which have major influence on companies and organisations, are based on three levels of Business Ethics. The macro level is the first one and is related to the ethical posture of the company. Simply, the macro level is related to the extent in which the organisations are willing to do more than their legal requirements in order to satisfy their stakeholders. The second one is a part of the macro level and is the Corporate Social Responsibility level. This level is concerned the ability of organisations to surpass the minimum requirements needed in order to maintain the organisations ethical stance. The individual or managerial level is the last level of Business Ethics. This is a very important level since is connected with the behaviour and actions of individuals inside the organisation. 2.6 Drivers of Corporate Social Responsibility The current momentum behind Corporate Social Responsibility is being built based on a variety of very important factors. Ernst and Young (2002) mention that there are five key drivers which encourage the increasing business focus on CSR. These are: (1) greater stakeholder awareness of corporate ethical, social and environmental behaviour, (2) direct stakeholder pressures, (3) investor pressure, (4) peer pressure and (5) an increased sense of social responsibility (cited in Jones, Comfort and Hillier, 2006). Panwar et al. (2006), argue that there are diverse motivations that lead to the adoption of CSR by the organisations. For example a business is adopting CSR in order to meet mandatory legal requirements aimed at controlling destructive business practices while another business is using CSR in order to increase its productivity and improve its financial performance. It is also suggested that a company by using CSR in its practises can improve functional areas such as market positioning and risk management. According to Wood (1991), the concept of CSR is being driven by three major principles. Firstly, businesses are obliged to use their power responsibly since they are above all social institutions. Secondly, the responsibility for the outcomes of the involvement with the public is upon businesses. Lastly, discretion must be exercised in decision making processes by the individual managers who are also moral agents. Andriof and McIntosh (2001) believe that the driving force behind the concept of CSR is the consumers and employees. These two categories are holding the power in the market system nowadays. Consumers and employees are now well informed about the several challenges the world has to face and they do not really believe that the governments can change things. They accept that corporations are the most powerful social institutions of the present era and most importantly they are willing to reward those corporations who are responsive to their concerns. Finally, Girod and Bryane (2003) use a strategic marketing view arguing that CSR is a key tool to create, develop and sustain differentiated brand names. Furthermore, the Commission of the European Communities (2002) argues that the organisations in order to better respond to the fundamental changes in the overall business environment they adopted CSR and used it as an important element in new and emerging forms of governance. These changes include globalisation and the responsibilities companies feel the need to address, as they increasingly source products and services in developing countries; the issues of image and reputation, which have become increasingly important elements in corporate success; and the need for companies to recruit and retain highly skilled personnel (cited in Jones, et al., 2006). 2.7 Benefits of Corporate Social Responsibility Many organisations are using nowadays CSR as a marketing tool due to the fact that the implementation of CSR practices can bring to the organisation a wide range of potential benefits, both direct and indirect. The Department of Trade and Industry (DTI) has said that implementing a CSR policy, can bring real business benefits by reducing risk, by enhancing brand value, by opening doors and creating good will, and by improving staff efficiency and morale. It can also attract stable and ethical investment and add competitive edge (Chartered Institute of Building, Report) According to Mackey, Mackey Barney (2005) in the case that a company surpasses the minimum CSR requirements then the potential benefits can lead to a positive effect to the companys performance and value. Gildea (1994) and Zaman et al. (1991), stress out that research has shown that companies that care for the environment and exhibit good CSR practices experience increased consumer purchase preference in addition to increased investment appeal (cited in Panwar et al., 2006). Many consumers prefer to buy for ethical business. A survey conducted by Cone Inc. (2004) showed that 91% of the consumers have a more positive image of a product or a company when it supports a cause. The 90% of the consumers would consider switching to another companys product or services if they found out about a companys any unlawful or unethical practises. In addition, Muckiewicz (1993) supports that the reputation of an organisation plays a vital role as research studies show that 9 out of 10 consumers use it in order to decide which product or service they will buy from those that are similar in price and quality. According to Bernstein (2004), CSR benefits both the company and the community. Due to use of CSR the corporate culture and corporate name of the company can be improved significantly thus the best employees can be attracted and the motivation of the workforce will remain in high levels. The society benefits from CSR practices as well through a variety of services and action, though the company has to create some sort of societal benefit in order to be called socially responsible. Some of the potential benefits that a business can have from the use of CSR practices can include improved financial performance and profitability; reduced operating costs; long-term sustainability for companies and their employees; increased staff commitment and involvement; enhanced capacity to innovate; good relations with government and communities; better risk and crisis management; enhanced reputation and brand value; and the development of closer links with customers and greater awareness of their needs (cited in Jones et al., 2006) . Table 1 presents a summary of business benefits of CSR. TABLE 1 Concluding, it must be noted that the benefits from the adoption of CSR practises can never be predicted or be constant since each company operates in a different and always changing environment. Barnett (2007) adds that this unpredictability could lead to limited support for CSR initiatives from the board, in times of financial instability. Thus, the business case supporting CSR has to be specific for every company and based on Rowley and Berman (2000) CSR achievements of an organisation cannot be collated against some standards, since those does not exist. Furthermore, McWilliams and Siegel (2001) point out that the potential existence of those standards would allow CSR to be considered as part of the investment decisions, as the company would be able to make judgements for its business case in a more formal way. 2.8 Criticism against Corporate Social Responsibility The concept of CSR, as it can be seen from the various definitions presented on previous paragraphs, is based upon the principle that businesses do have another responsibility than just making profits. Every organisation has a responsibility towards the society, its people and the environment as well. At the same time, many are those who are opposed the idea of integrating CSR practices into their corporations and they believe that shareholders interest can be conflicted by operating a good business. Dr Milton Friedmann (1970), a renowned economist, in his article The Social Responsibility of Business is to Increase its Profits affirms that there is one and only one social responsibility of business is to use its resources and engage in activities designed to increase its profits so long as it stays within the rules of the game, which is to say engages in open and free competition without deception or fraud. According to his economic model the organisation is an economic institution which should only focus in the economic scope. Organisations are seen purely as legal entities incapable of value decisions. A manager who uses a firms resources for non-profit social purposes is thought to be diverting economic efficiency and levying an illegal tax on the organisation (Balabanis, Phillips and Lyall, 1998). Following this view Dr Robert Barrington (2008) states that the managers are concentrated on soft issues rather than hard issues of the bottom line and this is something that is costing money to the shareholders. Moving further Frankental (2001), conclude that CSR is simply a public relations invention and it will remain like this. He believes that CSR can only have real substance if it embraces all the stakeholders of a company, if it is reinforced by changes in company law relating to governance, if it is rewarded by financial markets, if its definition relates to the goals of social and ecological sustainability, if its implementation is benchmarked and audited, if it is open to public scrutiny, if the compliance mechanisms are in place, and if it is embedded across the organisation horizontally and vertically. Henderson (2001) after the examination of various issues related to the concept of CSR comments that à ¢Ã¢â€š ¬Ã‚ ¦the current widely-held doctrine of CSR is deeply flawed. It rests on a mistaken view of issues and events, and its general adoption by businesses would reduce welfare and undermine the market economy. In the same motion Moir (2001) suggests that those who adopt the neoclassical model of business would follow the view that the only social responsibilities that a corporation can have are to provide employment, pay taxes and mainly to maximise its profits; therefore, maximise its shareholders value. On the other extreme of the arguments above, Dave Packard, the co-founder of Hewlett Packard Company once said I think many people assume, wrongly, that a company exists simply to make money. While this is an important result of a companys existence, we have to go deeper and find the real reasons for our beingà ¢Ã¢â€š ¬Ã‚ ¦. We inevitably come to the conclusion that a group of people get together and exist as an institution that we call a company so that they are able to accomplish something collectively that they could not accomplish separately they make a contribution to society (cited in Handy, 2002). Concluding, Freeman (1984) argues that a corporation is wrong to be seen just as a private economic institution, as it was suggested by Friedman (1970), but it has to be also seen as a social institution. This way, corporations would be responsible for any of their actions against the people, the community and the environment. Based on his Stakeholder Theory, companies operations should not be based on the interests of their shareholders but they have to be based on the interested of their stakeholders. 2.9 Corporate Social Responsibility and Stakeholders The definition given about the concept of CSR from Johnson et al. (2005) includes the words obligations to stakeholders, which indicates that stakeholders have an important role to play in this extent. Freeman (1984), the father of the Stakeholder Theory of the firm, defines stakeholders as any group or individual who can affect or is affected by the achievement of the organizations objectives. The Stakeholder Theory of the firm is used as a basis to analyse those groups to whom the firm should be responsible (Moir, 2001). The identification of the different stakeholder groups of the organisation is extremely important during the implementation of CSR practices. Usually the stakeholder groups are separated into primary and secondary stakeholders. According to Clarkson (1995) a primary stakeholder group is one without whose continuing participation the corporation cannot survive as a going concern, while a secondary stakeholder group is those who influence or affect, or are influenced or affected by the corporation, but they are not engaged in transactions with the corporation and are not essential for its survival. Based on those definitions a primary stakeholder group contains shareholders and investors, employees, customers, suppliers, governments and communities. The secondary stakeholder group includes the media and a wide range of special interest groups (Clarkson, 1995). According to Freemans (1984) definition of stakeholders the relation between the company and its stakeholders can be described as two-way. Castka et al. (2006) support the view that the implementation of CSR is all about the right choices and strategic decisions and comment that the dilemmas that an organisations stakeholders can have are which choices and decision must choose in order to satisfy. Berman, Wicks, Kotha and Jones (1999), in order to find a solution for those dilemmas, derived two distinct stakeholder management approaches; the instrumental and the normative approach. The first, instrumental approach, suggests that concern for stakeholders is motivated by the perception that financial performance can be improved. The second, intrinsic stakeholder commitment approach, assumes that organisations have a normative (moral) commitment to advance stakeholders interests (Castka et al. 2006). The instrumental approach was the one empirically supported in Berman et al. (1999) res earch while Harrison and Freeman (1999) mention that the conduction of more research is essential in order to clarify the model of the normative approach. Although further research is required it can be clearly anticipated, through the examination of various literature, that the instrumental approach is the most desirable among researchers. McWilliams and Siegel (2001) suggest that corporations need to carefully consider in which aspects of the CSR to invest in and they comment that by using cost-benefit analysis the managers can ideally determine the level of CSR. Additionally, Agle, Mitchell and Sonnenfeld (1999) argue that the decision to make a CSR investment is driven by the needs of the most powerful stakeholders within the organisation, such as top management staff and is usually connected with their desire to gain more profits and increase the shareholders value. Finally Castka et al (2004) believe that the purpose of CSR is an investment and it must be considered and treated like one. Moving further they suggest that the balance between the need for maximizing profit from CSR and the demand for CSR from multiple stakeholders is the key to a core return on investment in CSR (Figure 2). In order to achieve this balance stakeholders expectations should be assessed and examined through dialogues and must be translated and included into the companys strategy plan. FIGURE 2 2.10 Areas of Corporate Social Responsibility Andriof and McIntosh (2001) write that CSR is not chequebook philanthropy, nor a study based on business ethics. They argue that the concept of CSR can be described as a vision that corporate leaders have for their business which is beyond of just making profits. CSR has an impact on every activity of the company and can affect areas either inside or outside the company. According to Andriof and McIntosh (2001) the four distinct areas that CSR encompasses are: The Community The Environment The Marketplace The Workplace By operating within these four areas companies can conduct specific programmes and make the difference and can actively monitor, evaluate and change their effects of their activities. The implementation of CSR and the thinking behind becoming involved in these areas represents the new way of doing business. 2.11 Activities of Corporate Social Responsibility The concept of CSR can be divided into many and diverse domains. Sen and Bhattacharya (2001) provide six broad domains of CSR activities, based on a comprehensive summarisation of CSR domains contained in Socrates: The Corporate Social Ratings Monitor (Kinder, Lydenberg, Domini Co. Inc. 1999), a database that describes and rates more than 600 companies in terms of their CSR records. These domains of CSR activities are: Community Support: The company provides support to the community with the use of health and educational and housing programs for financially disadvantaged. The generous and innovative giving is promoted Diversity: The company provides initiatives for sex, race, family, sexual orientation and disability diversity Employee Support: The company promotes health and safety, ensures job security and profit sharing, develops relations with the labour unions and allows employees involvement. Environment: The company avoids the use of hazardous waste management techniques, uses and produces environmental friendly products, develops pollution control and recycling techniques. Non-domestic Operations: The company prevents operations in countries where human right violations occur or unhealthy labour practices take place. Product: The company produces safe products and promotes research and development and innovation. Following the same line Johnson et al (2005) present a checklist of the organisations responsibilities. Those responsibilities are divided into two categories, the internal and the external aspects of CSR, based on the areas that the organisations activities can affect. Internal aspects of the companys activities can include employee welfare, working conditions, job design and intellectual property. External aspects of activities can include environmental issues, products, markets and marketing, suppliers, employment, community activity and human rights. 2.12 Levels influencing the firms Corporate Social Responsibility strategy Based on the literature it can be seen that there are some important levels which can play a crucial role in the adoption of a CSR strategy from the firm. These levels can be grouped into four different categories which are the region where the company operates, the nation, the industry and the company itself. According to Aguilera, Rupp, Williams and Ganapathi (2005) the four levels are strongly connected as a firms commitment to CSR can be influenced by micro (individual), meso (organisati

A Comparison of Social Classes in America vs. 1984 :: Comparison Compare Contrast Essays

Social Classes in America vs. 1984 If you have ever read the book 1984 by George Orwell, then an interesting topic may have crossed your mind. The way the classes of people break down can be quite similar, and very different at times. In the United States, we have classes like the lower class, the working class, and the middle class. In 1984, there were such classes as the Proles, the Outer Party, and the Inner Party. The way the classes are broken down in 1984 reminds me a little bit of my old history class. When I studied medieval times and the classes back then were broken down into the nobles, the bourgeois, and the serfs. It is really interesting to break down the separate classes and find their similar details and their different details. Obviously the differences are greater in number and some of them fairly extreme. But that is to be expected. In my opinion, the way Orwell wrote the book makes his world seem more like a dystopia than a utopia. The only community that I have seen that I would even consider calling a utopia is "Star Trek." I just can't see Oceania as being a perfect vision of happiness. Everyone is constantly being watched, people aren't allowed to have their own thoughts, their past history is entirely made up. I don't see how it could get much worse than that. Unless you are a member of the Inner Party. They can have their own thoughts and aren't watched all the time. The lowest class in Oceania, the Proles, can also have their own thoughts. But "Nobody cares what the proles say"(Orwell, p11). So their thoughts never really get heard or paid any attention to at least. The Inner Party basically runs things and they only do what they want. They have no reason to listen to the proles. To more clearly describe the classes in 1984, I will describe some of the characteristics of the three parties. Each member of the Outer Party had a telescreen in their home that monitored every move they made. The telescreen could not be turned off. They were forced to wear an expression of quiet optimism when facing the telescreeen (Sheppard). The party members had to wear blue overalls and were given a limited number of coupons to trade for clothes, food, and other things such as that.

HRMG Midterm Essay

When a company experiences a financial setback of the magnitude that More Beer, Incorporated had after its failed venture into internet marketing, it sometimes becomes necessary to reduce the workforce in order to mitigate the losses. The Human Resources (HR) Department faced a very difficult decision in choosing whom to fire, as there was a potential for legal action with each of the five candidates presented for possible termination. In addition, many of the candidates also had personality traits or issues in their personal lives that could have contributed to the decision. In the ending analysis, however, one must remember that More Beer, Incorporated is a business, and the personnel decisions made herein must first serve the best interest of the company, not the individual. Therefore, after careful consideration, the HR Department has concluded that the best way for the company to survive the economic downturn is to terminate three of the five employees and internally transfer the other two, according to the following recommendation, effective at the start of the pay cycle three weeks from Monday. Terminations The three individuals recommended for termination will all receive a severance package equal to one week’s salary for every year of service to the company, plus additional pay and benefits noted below. Each individual will be required to sign a waiver that releases More Beer, Incorporated, from any future claims against the company regarding their termination. The employees will be given 45 days from the date of notification to consider their respective severance packages. All three employees will be required to sign a confidentiality agreement that stipulates they are not to divulge any proprietary information they may have acquired during their employment with More Beer, Incorporated. Mike Williams Mike Williams’ employment is recommended for termination because his particular area of expertise involves maintaining the computer systems which will be obsolete when that segment of the company closes. Therefore, his skills will no longer be an asset to the company. His above average productivity, excellent attendance, and educational background indicate a strong work ethic that will be an asset to another organization. A Letter of Recommendation stating as much will accompany his severance package. In addition, Mr. Williams will receive all of his accrued sick leave, vacation, and holiday pay. In terms of post termination litigation, the company must ensure it is in compliance with Title VII of the Civil Rights Act as it pertains to race, as Mr. Williams is of Asian descent, and he may allege that his strong accent was a reason for his termination. In Fragante v. City and County of Honolulu, the appellate court determined that â€Å"[a]n adverse employment decision may be predicated upon an individual’s accent when – but only when – it interferes materially with job performance† (Twomey, 2013, p. 450). Although other employees complained they had difficulty understanding his heavily-accented English, Mr. Williams’ primary job was with maintaining computers, which has no requirement for oral communications. Accordingly, this argument should hold as a successful defense against both a disparate treatment and disparate impact claim, should Mr. Williams choose to pursue either of those allegations of unlawful employment discrimination. Phillip Price Phillip Price is also recommended for termination on the appointed effective date. The only positive contribution he made to the company was in the programming area, which is being eliminated. Mr. Price is an average performer, with an attendance record showing that he was absent nearly 43 percent of the time he was scheduled to work in the past two months. His overall track record is average. His supervisors have documented all of these performance items. There is no apparent benefit to transferring him elsewhere in the company, especially since Mr. Price mentioned he feels he has been treated differently after recently announcing that he is homosexual. Mr. Price will likely argue his termination is a violation of Title VII of the Civil Rights Act as it pertains to sex. He may also claim disparate treatment or disparate impact. Title VII does not contain specific language protecting against discrimination based on homosexuality, as both the Equal Employment Opportunity Commission (EEOC) and the courts â€Å"have determined that the word sex as used in Title VII means a person’s gender and not a person’s sexual orientation† (Twomey, 2013, p. 427). Still, in Oncale v. Sundowner Offshore Services, Inc. , the Supreme Court found that sex discrimination consisting of same-sex harassment is actionable under Title VII. To have a claim under Title VII, Mr. Price would have to allege that his termination was solely based on â€Å"sex, † thus bringing his case within the precedent set by Oncale. More Beer, Incorporated is an at-will employer, which means it is â€Å"free to terminate the relationship with or without cause,† (Twomey, 2013, p. 598), so his argument will be moot. Mr. Price will receive the severance package that consists of one week of pay for every year of service to the company. He had used all of his sick leave, annual and holiday leave, and so will not receive any additional pay. Sally James Sally James is the third employee recommended for termination. While she is a very popular employee, and has longevity with the company, neither of those factors contributed to the company’s bottom line. Her productivity and performance were very good, but they were in a segment of the company that failed overall. Ms. James’ age, 55, puts her in a protected class, so the company must be wary of potential violations of the Age Discrimination in Employment Act (ADEA) and the Older Workers Benefit Protection Act (OWBPA). The company can use the â€Å"reasonable factors other than age† (RFOA) provision (Twomey, 2013, p. 536) as an affirmative defense of these claims. Because Ms. James has been with the company for twenty years, the company is going to offer her an early retirement package that will include the standard severance offer of one week basic pay for every year of service to the company. In addition, she will be offered stock options in the company, enrollment in the company’s Tuition Assistance plan for her son for one full semester of college, and Social Security â€Å"bridge† payments until she reaches retirement eligibility age (Twomey, 2013. p. 546). Acceptance of the retirement package would require Ms. James to waive any future claims against the under ADEA in accordance with the requirements set forth in the Oubre v. Entergy Operations, Inc. These requirements would include: 1. The waiver is part of a written agreement. 2. It makes specific reference to rights or claims under the ADEA and may refer to Title VII and all other claims. 3. It does not apply to rights or claims that may occur after the agreement is signed. 4. It is exchanged for value that is in addition to what the employee would otherwise be entitled to receive. 5. The employee is given written advice from the employer to consult with an attorney. 6. The employee is given a 21-day waiting period to consider the agreement and a 7-day period to revoke the agreement. (Twomey, 2013, p. 548) Transfers The remaining two individuals on the list will be transferred to positions within the company effective immediately. They will retain their current salaries and seniority in the company. Margaret Jones Margaret Jones will be transferred to the Sales Department. Although the internet sales concept for More Beer, Incorporated was a failure overall, Ms. Jones’ contributions were significant, and she has demonstrated that she is a dynamic salesperson who can contribute to the company’s profits. The decision to retain Ms. Jones was not made in any part because of her race and her affiliation with a local chapter of a civil rights group. To elect to retain or fire her based on her race or gender would be discriminatory, and would be in violation of Title VII of the Civil Rights Act on the basis of race or sex. The fact that she is perceived to be a ladder climber, out only for herself, or not a team player, has no bearing on the success of the company, and therefore has no consideration in making this business decision. Jenny Smith Jenny Smith’s multi-lingual status has been a boon to the company’s global marketing efforts. Accordingly, she will be transferred to the Human Resources Department, Marketing and Public Relations Division. She will continue in that capacity if she chooses to return to work at the completion of her six weeks of maternity leave in compliance with the Family Medical Leave Act. That she is female and of Hispanic origin gives her protection under Title VII of the Civil Rights Act. The fact that she is currently pregnant puts her in a protected status under the Americans with Disabilities Act (ADA), the Rehabilitation Act, and the Pregnancy Discrimination Act. In order to make a reasonable accommodation to the disability of her morning sickness, the company will permit her to work from home as necessary, which will reduce her absenteeism and increase her productivity for the company. Conclusion The decision to fire a group of employees is never a popular one, and is rarely a pleasant task. The Vice President of Human Resources for More Beer, Incorporated performed a detailed analysis of the candidates, and makes the above recommendations with the company’s financial future as the primary basis for its decisions. Additionally, the HR Department had to consider potential legal ramifications of terminating these employees, even the ones who were ultimately retained. Finally, the profoundly distressing effects of terminations on the individuals were not lost, and every attempt has been made to mitigate the financial or professional impact wherever possible. References Twomey, D. (2013). Labor & employment law: Text & cases. (Fifteenth ed. ). Mason, OH: South-Western.

Hcl Project

CHAPTER 1 INTRODUCTION: RESEARCH METHODOLOGY & DESIGN 1. 1 RESEARCH STATEMENT & OBJECTIVE The objective of my project is to study the effectiveness of process of recruitment & selection as it helps to combat the Attrition which is the main problem of any company now a days. The BPO industry having one of the most high attrition rate amongst all the industries. Therefore the top BPO companies including the International BPO firms face a stiff task in hiring new people. For this purpose the services of the consultants are outsourced.In the light of this situation it would be very meaningful to learn and understand the attitude and behavior of the job seekers towards the telecalling department of the consultants who work exclusively for their international BPO clients. Objectives: ?To understand the attitude and behavior of the jobseekers towards telecalling. ?To understand the services provided by the consultancy- Panache Solutions to their clients in HR process ?To understand the benc hmarking process for recruitment in international BPO and understanding how HCL ( a client of Panache Solutions) follows the benchmarking . 2 HYPOTHESES: 1)For the first objective, the hypothesis is as follows: Ho : job seekers have a positive attitude towards telecalling interviews. H1: jobseekers do not have a positive attitude towards telecalling interviews. 2)For second objective, the hypothesis is as follows: H0 : the services provided by the consultancy-Panache Solutions to their clients in HR process is satisfactory. H1 : the services provided by the consultancy-‘Panache Solutions’ to their clients is satisfactory. 3)For third objective, the hypothesis is as follows:H0: The HC -BPO follows the benchmarking recruitment process as set for an international BPO. H1: The HCL-BPO does not fllow the benchmarking recruitment as set for an international BPO. The purpose of this project is to study the recruitment & selection practices at HCL-BPO. This study was divided f urther into: a)Judging people through telephonic interview. b) Conducting Group Discussions to check the competencies of candidates. c) Creating a bridge of information between the candidates & respective HR Managers. 1. 3 SCOPE OF STUDY The scope of this study is to observe the recruitment and selection techniques adopted by the company.Apart from getting an idea of the techniques and methods in the recruitment procedures, a close look will be taken at the insight of corporate culture prevailing in the organization. This would not only help to be familiar with the corporate environment but it would also enable to get a close look at the various levels authorities responsibility relationship prevailing in the organization. The scope of project includes: 1. Study of importance of recruitment and selection process of BPO industry in India 2. Study of recruitment and selection practices at HCL Technologies. 1. RESEARCH METHODOLOGY Research is defined as human activity based on intellec tual application in the investigation of matter. The primary purpose for applied research is discovering interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. SAMPLE SIZE AND DESIGN: The sample size is 75 and the technique used for sampling was conveinient Mode of research used in this project is primary as well as secondary research and the research is exploratory and descriptive in nature.DATA COLLECTION: Data were collected from the following sources :- Secondary data Primary data -Websites -Newspapers -Various forms of HCLcompany -Research articles/projects -Job posting form of Naukri. com -books DATA TECHNIQUES USED Bar Graphs, Line Graphs and Pie charts are used as analysis techniques. 1. 5 LITERATURE REVIEW â€Å"Recruitment and selection process† Process of attracting the best qualified individuals to apply for a given job. â€Å"Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. In short, process of attracting the best qualified individuals to apply for a given job. It is the process to discover sources of manpower to meet the requirements of staffing, schedule and to employ effective. Recruitment is the premier major steps in the selection process in the organization.It is an activity directed to obtain appropriate human resources whose qualifications and skills match function of the relevant posts in the organization. Its importance cannot be over-emphasized and also be best described as the ‘heart’ of the organization. The proc ess of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an organization with a pool of qualified candidates. Its specific purposes are as follows: 1. To assist augmentation of the success rate of selection process by reducing the numbers of obviously under-qualified and over-qualified applicants. . To increase organizational and individual effectiveness in the short and long term plans Recruitment is essential for effective human resource management. It is the heart of whole HR system in the organization. The effectiveness of many other human recourse activities, such as selection, training depends largely on the quality of new employees attracted through the recruitment process. Policies should always be reviewed as there are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements.Recruitment methods are wide and va ried, it is important that the job is described correctly and that any personal specifications are stated. Job recruitment method can be through job centers, employment agencies/consultants, and /national newspapers. It is important that the correct media is chosen to ensure an appropriate response to advertise post. Three Main Stages in Recruitment 1. Identify and defines the requirements, job description, job specification. 2. Attract potential employees. 3. Select and employ the appropriate people from the job applicants. Factors affecting recruitment process . The size of the organization. 2. The employment conditions in the community where the organization is located. 3. The effects of the past recruiting efforts that shows the organization’s ability to locate and keep good performing people. 4. Working condition and salary and benefits packages offered by the organization which may influence turnover and necessities future recruiting. a)The rate of growth of the organiz ation b)The level of seasonality of operation and future expansion and production programmes. c)Cultures, economic and legal factors. RECRUITMENT PROCESSRecruitment Preparation The organization has no formal method of request for vacant or new positions. An informal request can be vague and misleading and may not supply the HR manager with the job description and person specification required to establish the selection criteria. This is because of a reliance on the effective communication skills of both the persons giving the verbal request and the HR manager receiving the request. Both parties need to be effective in passing on and receiving correct information. The request must set out the exact requirements of the new or vacant position. Job or person pecifications should spell out the requirements an individual needs to successfully perform the job as per the job description (Hite & Johnston 1998). The job description should highlight specific duties and responsibilities. The im plication of not receiving clear direction on what is required for the position is that the selection criteria will not be valid. Consequently, the recruitment process can break down, as the absence of valid selection criteria can affect the decision- making at a later stage (Compton & Nankervis 1998). This means that a simple miscommunication can result in the incorrect matching of an applicant to a job.The attitude and personal characteristics of the individual may not fit the specifications required. This can result in low motivation of the individual and can, therefore, lead to unsatisfactory performance (Mitchell, Dowling, Kabanoff & Larson 1988), thus requiring the individual to be replaced and causing unnecessary costs. Ensuring that the job description and person specification are correctly portrayed and, therefore, giving valid selection criteria, can avoid unnecessary costs. 2. 2 Employment Agencies According to the HR manager, the organisation has a relatively high turnov er in low skilled employees.The market demand for low skilled employees in the construction industry can increase and decrease rapidly due to the external environment (Smith, P. J. 2001, pers. comm. 13 March). There are several reasons for this volatility. As the economic climate becomes more unstable, consumer confidence decreases which causes a ‘tightening of the belt’ for spending. This decrease in spending affects the construction industry. Futhermore, inclement weather causes the flow of work to be unpredictable and, therefore, insecure. Both of these factors can contribute to the high turnover of employees.Satisfaction has a negative relationship with turnover (Robbins, Millett, Cacioppe & Waters-Marsh 1998). As employees begin to feel insecure, levels of job satisfaction can decrease and levels of absenteeism can increase. Productivity may also be affected because continually having new employees start work can disrupt the flow and decrease output. The implicatio ns of a high turnover of employees is that it can be a very costly process, as each time a vacant position is required to be filled, the organization has to go through the whole recruitment and selection process again.As discussed in Compton and Nankervis (1998), the costs of the extra salaries of the persons involved in the recruitment process, along with the costs associated with loss of production and absenteeism can be compared to the cost of an employment agency. The use of an employment agency can be convenient for the organization. The position can be filled at short notice using temporary employees with little effort from the organization (Dessler 1991). The use of temporary employees for low skilled positions allows flexibility to go with the ups and downs of the industry, with minimal disruption to the workflow.Vacancy Promotion The organization uses the local suburban paper as a means for promoting the vacant positions for high skilled employees. As the purpose of recruit ment and selection is to match the right applicants with the right jobs, the organisation needs to ensure that the true target market is reached. That is, that the advertisement reaches professional and managerial applicants. The implication of using the local paper for advertising vacancies is that you may not reach the desired target market of professional applicants.This means that the organisation may not attract an adequate number of suitable and qualified applicants for the position, which reduces the chances of matching the right applicant to the right job (Stone 1998). If the organization cannot match suitable applicants to jobs, then the whole recruitment process is affected. Employing the wrong person for the job creates additional cost, low job satisfaction, decreased productivity, and increased turnover (Robbins et al. 1998).As discussed in Stone (1998), the most popular method used to attract managerial and professional employees is to advertise in state or metropolitan daily newspapers. Recruitment & Selection Clarke SELECTION PROCESS Internal vs. External Recruitment The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward. Internal advertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). . Interview Structure The organisation uses unstructured and semi-structured interviews. A disadvantage of using unstructured interviews is that the same questions may not be asked across each of the candidates being interviewed. This affects the validity of the interview, since decisions may be made based on different sets of criteria (Dessler 1991). Stone (1998, p. 626), states that ‘the most valid interviews use a consistent structure†¦Ã¢â‚¬â„¢. Interaction between the candidate and the interviewer may differ from one interview to the next, therefore lacking consistency and reliability (Stone 1998).Also, the skills of the interviewer may affect the responses of the applicant. Structured interviews for professional or high skilled applicants can help ensure that decisions are made based on the answers to the same set of questions, thus comparing the same set of criteria (Stone 1998). Structured interviews are a vehicle used to establish a framework for decision-making. According to Dessler (1991), by using preset or predetermined questions, the interviewer can reduce the tendency to show bias to unfavourable information and, therefore, remain objective. 2. Interview EnvironmentThe room used to interview applicants is important as it contributes to the image of the organisation (Stone 1998). The interview room for this organisation is the boardroom. It is located immediately beside the main office and is set up as a traditional boardroom with a long table and chairs. The use of the boardroom table for interviewing may cause the applicant to become uncomfortable, as the seating arrangements may not facilitate a relaxed environment. According to Compton and Nankervis (1998, p. 184), the use of ‘†¦ a desk between an interviewer and candidate can act as a psychological barrier’.This environment may cause the appli cant to become nervous and the quality of responses received may be affected. Consequently, responses that create a false idea or impression of the applicant may be considered as correct by the interviewer. This might cause the incorrect applicant to be selected, despite the information being false, which results in an unsuitable applicant being matched with a job. It may also result in an applicant missing out on a position because they understated their abilities due to feeling uncomfortable and nervous in the interview.By arranging the seating at equal levels, a positive environment is created both physically and emotionally (Braun 1995). The applicant must be given every opportunity to perform well in an interview environment. ATTRITION: Attrition: â€Å"A reduction in the number of employees through retirement, resignation or death† Attrition rate: â€Å"the rate of shrinkage in size or number† Attrition rate is the rate at which the number of people working in a company reduces. Higher is the attrition rate in a company, greater is the loss to the productivity of the company.So in order to avoid this loss, a company has to fight the attrition rate. Attrition has now a day become a problem for almost every company. This is because of the Globalization that people have now moved towards fear free jobs that is no bonds and no contracts but still great opportunity to work in the competitive era. But this system has encouraged the attrition rate to a greater extent. People have started moving from one job to another for various reasons: 1) Better Opportunity 2) Increment in Salary 3) To work in the Domain of his/her Interest 4) Brand Name 5) To work in a different cultureIn the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for advancement, and flexible schedules so they could attend to personal or family needs when necessary and never leave. But then there's the real world. And in the real world, employees, do leave, either because they want more money, hate the working conditions, hate their coworkers, want a change, or because their spouse gets a dream job in another state. So, what does that entire turnover cost? And what employees are likely to have the highest turnover?Who is likely to stay the longest? To fight the attrition, HCL BPO outsources the manpower & staffing. HCL has many vendors and through them it outsources its manpower and staffing. This is one way of cost cutting also as the employees who are outsourced from such consultancies are kept on off role i. e. the company don’t pay them, such employees are paid through the third party (consultancy). The second step that HCL-BPO takes in order to combat the attrition rate is that it always keep extra shortlisted candidates with it so that whenever there is an immediate requirement for the candidates, the company do not face any problem.BENEFITS OF AT TRITION: Attrition is not bad always if it happens in a controlled manner. Some attrition is always desirable and necessary for organizational growth and development. The only concern is how organizations differentiate â€Å"good attrition† from â€Å"bad attrition†. The term â€Å"healthy attrition† or â€Å"good attrition† signifies the importance of less productive employees voluntarily leaving the organization. This means if the ones who have left fall in the category of low performers, the attrition is considered being healthy.Attrition rates are considered to be beneficial in some ways: †¢If all employees stay in the same organization for a very long time, most of them will be at the top of their pay scale which will result in excessive manpower costs. †¢When certain employees leave, whose continuation of service would have negatively impacted productivity and profitability of the company, the company is benefited. †¢New employees bri ng new ideas, approaches, abilities & attitudes which can keep the organization from becoming stagnant. †¢There are also some people in the organization who have negative and demoralizing influence on the work culture and team spirit. This, in the long-term, is detrimental to organizational health. Desirable attrition also includes termination of employees with whom the organization does not want to continue a relationship. It benefits the organization in the following ways: †¢It removes bottleneck in the progress of the company †¢It creates space for the entry of new talents †¢It assists in evolving high performance teams There are people who are not able to balance their performance as per expectations, lack potential for future or need disciplinary action.Furthermore, as the rewards are limited, business pressures do not allow the management to over-reward the performers, but when undesirable employees leave the company, the good employees can be given the sha re that they deserve. Some companies believe attrition in any form is bad for an organization for it means that a wrong choice was made at the beginning while recruiting. Even good attrition indicates loss as recruitment is a time consuming and costly affair. The only positive point is that the realization has initiated action that will lead to cutting loss.The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 1998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward.Internal adv ertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). 1. 6 LIMITATIONS OF THE RESEARCH 1. Small sample size 2. Confidentiality management of the company acted as hindrance in the data collection. 3.Survey conducted only on employees of HCL and candidates from Delhi NCR region. Chapter 2 Overview of the Company 2. 1 Introduction of HCL Enterprise HCL Type Private IndustryIT Services FoundedAugust 11, 1976 Founder(s)Shiv Nadar HeadquartersNoida, India Area servedWorldwide Key peopleShiv Nadar (Chairman & CSO) Revenue US$ 5. 9 billion (2011) Employees80,000 (2011) Subsidiaries HCL Technologies HCL Infosystems WebsiteHCL. in HCL[Hindustan computer limited] is a glob al Electronics, Computing and IT company based in Noida, India. The company comprises two publicly listed ompanies,HCL technologies and HCL Info systems. HCL was focused on addressing the IT hardware market in India for the first two decades of its existence with some activity in the global market. On termination of the joint venture with HP in 1996, HCL became an enterprise which comprises HCL Technologies (to address the global IT services market) and HCL Infosystems . HCL has since then operated as a holding company. 2. 2 History of HCL In 1976, Shiv Nadar, Arjun Malhotra, Subhash Arora, Badam Kishore Kumar, T. V Bharadwaj,& Arun Kumar H started Microcomp Limited.The focus of the company was design and manufacturing of scientific calculators. The venture provided its founders money to start a company that focused on manufacturing computers. The company name â€Å"HCL† used to stand for â€Å"Hindustan Computers Limited† but now HCL is the only one name that the comp any goes by. HCL received support from the Uttar Pradesh government to setup manufacturing in [[Noida] In 1981, NIIT was started to cater to the increasing demand in computer education. By early 2000s, Nadar divested his stake in this venture.HCL Business Services, a division of HCL Technologies Limited started its venture early in 2001 and is now a dominant player in the BPO field drawing revenue of USD 214 million with over 11,500 professionals operating out 21 delivery centres across India, UK and USA. Transformation and innovation is core to HCL Business Services, and the company has evolved from a traditional BPO to the Next Generation BPO. The following are the benchmarks to be followed in the current recruitment and selection practices as stated in ‘A National Survey of Fortune 1000 Firms ’. Order of Major Recruitment and Rank SelectionTechniques Benchmark to be followed for recruitment and selection process HCL followed Resume? Application blanks? Reference chec ks? Newspaper/Magazines ads? Company websites? Online job board? Skills testing? Biodata? Personality testing? Background checks? Online pre-employment tests? Jobs fairs? Referral from current employees? Jobs service centers? Medical testing? 2. 3 FUNCTIONING OF THE CONSULTANCY- ‘PANACHE SOLUTIONS’ At ‘Panache Solutions’, they not only provide recruitment consultancy services to their clients but also give the applicants a perfect platform to get their dream jobs.They can help their clients to get the suitable candidates, cultivate them and retain them. Their comprehensive recruitment and staffing solutions as HR consultant ensure the delivery of profitable propositions for workforce requirements. .They have adopted the international practices and procedures that are designed to attract and hire the best talent available in the market; thereby offering the best employee recruitment. They provide their client companies with not only a set of candidates, but also discussion on best-fit market availability, comparative benchmarking and a comfort knowing.Our online recruitment solutions are the best in the market today. The Recruitment Process can be categorized into three phases, namely: – †¢Planning – Structure, Focus, Identity, Prepare †¢Implementation – Contact, Motivate, Evaluate †¢Closure – Select, Offer, Candidate joining recruitment agencies – Aim Plus At ‘Panache Solutions’ a carefully structured recruitment and selection process is followed, which starts right from understanding the clients' needs and functions all the way to follow-ups with both clients and candidates post recruitment.A brief description of the different stages involved in the recruitment process is given below: – Planning In the planning stage, it evaluates the needs and requirements of our clients to determine the required set of skills, understand organisational behaviour and relationships . This forms an integral part of our customer-focused recruitment services. Working as a cohesive team with our client, we identify the required experience and other characteristics, which are necessary for the successful candidate. It selects those candidates, who fit in well with the company's plan.In order to ensure the best suitable candidate, it gives prime consideration to the company's existing business activities, business plans, work-culture, structures, systems and future plans. We concentrate on the job description, its key result areas, opportunities, career implications, location, salary and benefits. The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us to deciding on a search strategy to target on specific skills, education, personality and experience.It is because of this comprehensive and strategic planning, we are today one of the most sought after recruitment agencies in the market. Mapping Ex ercise Being an efficient recruitment agency, during the mapping exercise, it performs industry specific desk and field research on companies and relevant people so as to identify the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external/internal contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation package, location and other necessary details.Amongst several recruitment consultancies, ‘Panache Solutions’ is one of the most trusted staffing provider. Long List Generation The Field research is one of the primary aspects of effective recruitment services. It provides a long list of qualified candidates, who are worth pursuing. After this process, it starts the search to identify the suitable candidates either from job portals or by advertising for the position. Implementation The implementation stage consists of several pha ses including, preliminary interviews, short-listing of candidates, informal reference checks, client interviews and formal reference checks.Preliminary Interviews For preliminary interviews, it selects the potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are contacted and interviewed, to find out their interest and suitability. It deploys the necessary expert assessment after the screening of candidates by drawing up competency profiles through the most innovative proprietary platform. Short List Generation The preliminary interviews result out in short-listing of highly qualified candidates.Confidential reports are generally prepared and submitted in writing to our clients on four or five individuals, who fulfill the specified position closely. Informal reference Checks It conducts informal reference check to v erify the listed achievements and last few work experiences of the short-listed candidates. After this phase, a list is handed to the client with our recommendations and assessments. Client Interviews After the informal reference checks, it schedules a meeting between the short-listed candidates and the client’s HR managers.Formal Reference Checks After client interviews, it conducts a formal reference check of the selected candidates. It contacts individuals / companies that are capable of providing details of the candidate's qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client. Closure The closure stage consists of negotiation & offer, Follow-up / progress and handholding. Negotiation & Offer It actively participates in the negotiation process including compensation.Both the client and the candidates draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a c ompetitive and equitable package. Follow Up / Progress Understanding the importance of follow up / progress phase, it keeps in touch with the candidate until the time he / she joins the company. Handholding After the successful candidate joining for a specified job, it keeps an ongoing dialogue with both the candidate and the client. This handholding process ensures a smooth integration into the organisation and accomplishment of targets and performance goals. CHAPTER: 3DATA ANALYSIS, INTERPRETATION & RESULT I was assigned the work of hiring for the International inbound voice process for the Customer . Care Profile and the Trouble Shooting Profile which included 3 processes. 1. BT-PROCESS (customer care profile)–U. S. Based It’s a simple customer care service of British Telecom. 2. PHOENIX PROCESS(trouble shooting profile) –U. K. Based This process in which the candidate will have to receive calls from UK people and will have to sort out their technical queries related to ISP 3. MACY PROCESS(customer care profile)-U. S. Based It is basically a collection process and comes under the customer care profile.The hiring included two ways: ?TELECALLING For telecalling , the employees including me used to get 2-3 data sheets which contained the details of the candidates like name, contact number etc. The data were collected from the job portals such as â€Å"Naukri. Com†. One mobile was given to each individual and we had to perform telecalling process. First of all the company’s brief was given to the candidates contacted and then about the profile for which the hiring was done. And after that the candidates were told about the complete process of selection and were called for face to face interview.The number of candidates that came the next day into the consultancy for their face to face interview were between 20-30 WALK-Ins at â€Å"PANACHE SOLUTIONS†. For Walk-Ins I was assigned with tasks like shortlisting the resumes from the job portal-Naukri. com, sending mails and messages to the shortlisted resumes regarding the interview. When the candidates came for their interview, I made sure that they marked their entry, and also guided them for the interview. The selection process for both types of Hiring was the same & was completed in two rounds HR Round: In the interview, first of all the HR manager gave a wordlist to read it.It consisted of the following: pacific pleasure organisation measure dramatization treasure mission shoe section vision apologize leopard she says jeopardy laser she shell leisure also they used to ask Questions like 1. Introduce yourself? 2. In which year did you complete your 10th Board Exams? 3. Tell me something about your School daily routine? 4. How did you celebrate your last birthday? 5.What is your mother’s daily routine? 6. Suppose that one day morning you woke up in the morning and found yourself on an island, continue what happened after that? 7. Suppose one day you received a call from the Sony Channel and you were invited to meet your favorite celebrity, what happened after that? These questions were asked to judge their – Communication Skills(grammer, pronunciation & fluency) – Listening Skill – Assertiveness – Out of box thinking/Creativity Operation Round: The Technical Interview is taken by the technical heads of different departments –.In the technical interview technical questions are asked. In the second part of my project I was given the work which comes under HR operations. HR operations include all those work which operates under HR Department. Some of the activities are: ? Preparing the Hiring Sheets. ?Keeping the record of time sheets. ?Keeping the record of candidates who joined the company. For the data collection, I recorded the responses of the telecalling in a note book. The second set of data was evaluation of the candidates who turned up for the interview based on given parameters. Another set of data came from the perception of the HR managers who visited the consultancy for conducting the interviews. Details of the data is given below. Data analysis regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Data analysis of parameters for recruitment Almost 250 candidates were contacted in the period of two months for the job opening in HCL BPO regarding the international inbound voice process for the designation of Senior Executive Officer/Technical Support Officer.The following parameters were used to evaluate the competencies of the candidates: Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. SKILLSRANKING 1. Communication skill12345 Native Tongue Command over grammer Voice quality Fluency Pronunciation 2. Personality 3. Knowledge 4. Attitude 5. Creativity/out of box thinking 6. Confidence They were ranked from 1 to 5. 1. Poor 2. Average 3. Good 4. Very good 5. Excellent DATA ANALYSIS Personality No. of candidates Poor15 Average37 Good11 Very good4 Excellent8 Majority of the candidates were found to have average personality (i. e. 37 out of 75) while only 4 were marked as very good and 8 as excellent.Knowledge No. of candidate Poor10 Average10 Good29 Very good6 Excellent20 29 candidates were judged to have good knowledge while only 6 had very good knowledge in the technical field. AttitudeNo: of candidates Poor9 Average33 Good25 Very good12 Excellent6 Most of the candidates (i. e. 33 out of 75) had average attitude while only 6 had excellent attitude towards the job. CreativityNo: of candidates Poor7 Average19 Good22 Very good15 excellent12 22 candidates were given the remark of having good creativity and only 7 had poor creativity. ConfidenceNo. of candidates Poor29 Average20 Good12 Very good6 excellent8Only 8 candidates were ranked as having excellent confidence while majority lacked confidence in themselves. CommunicationNo. of candidates Poor30 Average26 Good8 Very good5 excellent6 The communication skills of 30 candidates were found poor and most of them belonged to correspondence course and only 6 were found excellent communication skills. DATA ANALYSIS regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Q1. What is the process of Recruitment at BPO? In-house recruitment21Third Party Outsourcing9 Analysis Recruitment at consists of two main processes: 1)In-House recruitment 2)Outsourcing The Percentage of Oustsourcing is 70% while the In-House Recruitment comprises of 30%. The other methods of recruitment includes Internal job posting for a specified post and the use of references. Q2. What are the various parameters that are considered while people are recruited? (Rate the following options: 4-highest,1-lowest) Personality4 Communi cation14 Attitude4 Knowledge8 Analysis 45% people ranked communication at 4, 27% people ranked knowledge at 3, 14% people ranked Attitude & Personality at 2.People at HCL gives first priority to Communication skills & second priority to Knowledge. They think that Personality of a person can be developed in the culture of the organisation. Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social Networking4 Walk-ins6 Internal references4 Outsourcing7 Campus hiring9 Analysis Maximum hiring is done through Outsourcing process. Minimum hiring is done through internal job posting. Q4. When do the company plans for recruitment? Beginning of financial Year3 As per the requirement21 Quarterly Review5 Weekly Review1 Analysis 0% recruitment planning is done as per the requirement in each department while 5% of recruitment planning is done as per quaterly review. Q5. What are the factors on which recruitment depends? Projection2 Attrition25 Business Expans ion3 Analysis Most of the recruitment planning(i. e. 84%) depends on the attrition rate at HCL -BPO. Q6. How much time does it take to complete one selection process? 1-2 days18 3-4 days9 5-6 days3 Analysis Generally it requires 1-2 days to complete one selection process , while sometimes it may take 3-4 days as well and rarely it takes 4-5days for the completion of the recruitment and selection process. Q7.Do you think that Outsourcing is a better option for recruitment now a days? Yes22 No8 Analysis Outsourcing is considered to be a better option of recruitment now-a-days. Q8. What is the factor that leads to Outsourcing? High Attrition Rate8 Cost Cutting12 Increased turnover of the company7 To get efficient employees in less time3 Analysis Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time17 Less Cost10 Less headache3 Analysis The most probable positive outcome of outsourcing the recruitment process is to get th e desired employees in lesser time and then comes the less cost.Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper coordination14 Delays9 Low morale7 Analysis The main problem in outsourcing is that there are delays in fulfilling the requirement because of improper coordination between the organization and the outsourcing firm. Moreover the people who are outsourced are kept on off role payment have low morale as they do not enjoy the benefits that are enjoyed by people who are on the payroll of the company. CHAPTER-4 Findings, Conclusion and Recommendation 4. 1 SIGNIFICANCE OF STUDY :Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organization, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labors 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 . 2 FINDINGS 1. )As the company outsource some of its work in the recruitment process so there is a need of proper coordination between the HR people in the organization and the people of outsourcing firm. And this can be done by conducting timely meetings in the organization between HR people and the outsourcing firm. This will also reduce the loop holes that hamper the process of recruitment. 2. )There is lack of proper coordination between the HR people and the Line Managers that leads to miscommunication and thus imperfection in the work. 3. Pressure of work in HR Department should be reduced by extending the workforce in the Department as this department is engaged in various works. This will not only reduce the extra pressure of work but it would also lead to a proper working system in the organization. 4. ) Attrition rate in the company is high due to the extreme work pressure, lengthy working hour Hour & job satisfaction. 5. ) Most of the candidates have bad impression of BPOs as during telecalling they cut the call immediately when they receive calls and come to know that the job opening is into a BPO.It is due the graveyard working shifts, no fixed days off, low motivational factors and monotonous nature of work. 6. ) The low standard image of BPOs is also formed amongst the candidates because very less importance is given to the educational achievements of the candidates . Even a 12th passed student can occupy the same designation as a fresh B. Tech Graduate/MBA/PGDM can, provided he/she has excellent communication skills. There is only difference of some rupees in monetary terms and even this difference is removed if the 12th passed candidate holds more than 5months of experience into an international BPO. . )I found that the main thing is that â€Å" HCL † is a brand name ,that is why freshers are willing to work in the organization even at a low salary. Also the company takes care of career management of their employees as they can pusue their executive MBA course from prestigious institute IIM-Kolkata and they can even switch off to different parts of HCL like HCL COMNET/TECHNOLOGIES availing the Inter Job Posting facility. 8. )According to the data analysis, it was found that the attitude and behavior of jobseekers are not favourable.Therefore the null hypothesis based on first objective is accepted while the alternate hypothesis is rejected. 9. )Also from the above analysis it was found that the services provided by the consultancy ‘Panache Solutions’ is satisfactory. Hence the null hypothesis based on second objective is accepted while the alternate one was rejected. 10. ) From the above discussions as HCL-BPO follows the current b enchmarking recruitment and selection practices, thus the null hypothesis based on third objective is accepted while the alternate is rejected. s 4. 3 CONCLUSIONThe study resulted into following conclusions: 1. )HCl BPO must have social culture to work in as it leads a proper environment to work in. This will also also reduce the attrition in the company. 2. )The company should increase the salary & recruit the efficient people for the growth of the organization & should minimize the recruitment of inefficient candidates who are ready to work at a low salary. 3. )Line Managers & HR Department should work in a loop so that information circulates in a systematic way in the organization and it does not lead to mental stress due to miscommunication. 4. Other Departments should co-operate the HR department so that a smooth working system can take place. 5. )A proper interaction with the Outsourcing firm should be maintained so as to reduce the number of grievances that arises in the orga nization due to improper coordination of the outsourcing firm and the organization. 4. 4 RECOMMENDATIONS 1. )Proper flow of information should be maintained so as to avoid miscommunication. 2. )Different department should cooperate with each other so as to reduce the loop holes in the system. 3. )An increment on the salary should be done timely so as to retain the efficient people in the organization. . )HR Department should focus on the quality and not the quantity so as to get efficient employees in the company. 5. )No. of people working in HR Department should be increased for the efficient working of the HR Department. 6. )Some social gathering of people should be conducted so as to maintain a social culture in the organization and this would also help in retaining the people in the organization. 7. )The lengthy working hours should be shortened or some intervals should be given for the refreshment of the employees to reduce the overburden of work. . )If possible, the employees should be given fixed days off . Also the employees who come from far places and avail the cab facility should be provided AC cabs due to scorching heat. ANNEXURE QUESTIONNAIRE Q1. What is the process of Recruitment at HCL- BPO? In-house recruitment Third Party Outsourcing Q2. What are the various parameters that are considered while people are recruited? Personality Communication Attitude`Knowledge Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social NetworkingWalk-insInternal referencesCampus Hiring Outsourcing Q4. When do the company plans for recruitment? Beginning of Financial Year As per the requirement Quarterly ReviewWeekly Review Q5. What are the factors on which recruitment depends? Projections Attrition Business Expansion Q6. How much time does it take to complete one selection process? 1-2days 3-4 days 5-6 days Q7. Do you think that Outsourcing is a better option for recruitment now a days? YesNo Q8. What is the factor that leads to Outsourcing? High Attrition RateCost CuttingIncreased turnover of the CompanyTo get efficient employees in less time Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time. Less Cost Less Headache Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper Coordination in the system Delays in fulfilling the requirement Low Morale 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‚¬ ¦.. Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 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/Mac hines 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‚¬ ¦.. (b)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‚¬ ¦ (c)Special†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦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‚¬ ¦. b)For equipment and machinery†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ c)For work of others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. d)For safety of others†¦Ã¢â‚¬ ¦ Physical Demands : Physical efforts Surroundings Hazards Resourcefulness 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 special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFOR T: 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 RECRUITMENTFollowing process of Recruitment has been followed in HCL . 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 CANDIDATETIMEREMARKS INTERVIEW CALL LETTER Date —————- 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 ndersignedon†¦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. Yours sincerely, For HCL InfosystemsLtd. Authorized SignatoryPreliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Head. HCL Infosystems Ltd. Address: PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name_________________________________________________________ ____ SurnameFirst NameMiddle Name Present Address ________________________________________________________________ Phone_______________________________ permanent Address _____________________________________________________________ __________________________Phone______________________________Date of Birth:Religion:Nationality: Marital Status:Sex:Date of Marriage: Languages Known Speak Read Write _________________ __________________ Father’s Name ————————————— & Occupation—————————————– Spouse Name: OccupationNo. of children: Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ DiplomaInstitution/ University/BoardYears From ToMain SubjectDivision & % of marks Publication & Membership Special Interest/Hobbies Employment Record: (Starting from present to first one )Period From ToName of EmployerDesignationNature of Duties PerformedGross Salary Detail of Present Salary Basic HRAConveyanceBonusLTAMedicalSuperannuationP. F. Others Salary Expected: Joining Time Required: Are you ready work anywhere in India: Relatives & Acquaintances in HCL NameDesignationDepartmentRelation Any other information which you think should be taken into account while considering your candidature References:please give name and address of two persons who knows you professionally or under whom you have worked. Name: _____________________________________ Nature ofAcquaintance : ______________________________ Position : __________________________________ Address : __________________________________ Tel . :Off. :____________ Res. :___________ Off. :_ __________ Res. :___________ Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the company’s services without any notice or compensation.Date________________Signature___________ FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. PERSONALITY 2. MATURITY 3. COMMUNICATION 4. SELFCONFIDENCE 5. JOB KNOWLEDGE 6. OTHERS FINAL INTERVIEW RESULTS SALARY FIXATION SHEET DESIGNATIONCATEGORYLOCATION ITEMPRESENT ACTUAL P. M. OFFERED ACTUAL P. M. OTHERS: Joining Date:Probation Period: DATEHODHRDDEPTT. Final approval for Asst. Manager and above is after final interview by the MD. Travel Expenses to outstation candidates are reimbursed as per the ravelling rules existing in the company, in format given below. ACCOUNTS DEPARTMENT OUTSTATION CANDIDATE TRAVEL EXPENSES REIMBURSEMENT NAME : —————————————————â €”——————- ADDRESS:————————————————————————- INTERVIEW DATE :————————– POSITION :———————- DATEPLACE(FROM-TO)FARE(AMOUNT RS. ) TOTAL : DATE : SIGNATURE OF THE CANDIDATEHRD DEPARTMENT After final selection Letter of Intent is issued in the following format LETTER OF INTENTWith reference to your application and the subsequent interviews you had with us, we are pleased to offer you the position of â€Å"______________† in our organisation at mutually agreed terms and conditions based at _______________. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. You will report for work on _____________at______________, failing which this offer will stand automatically withdrawn. The detailed letter of appointment will be issued to you on your joining. Please submit the following documents at the time of joining :- . 3 passport size photographs. 2. Copy of last appointment letter, relieving letter & salary certificate. 3. Photocopies of educational and experience certificates. Please sign you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLtd. Authorized Signatory V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:- 1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format . ‘BELOW ASSTT. MANAGER LEVEL’ ___________________Dated : ___________________ __________________ ___________________ LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no. ___________________ ___dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1)Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. )EMOLUMENTS: A)you will be paid following emoluments: Basic Salary: Rs. __________ p. m. House Rent Allowance:Rs. __________ p. m. Local Travelling Expenses:Rs. __________ p. m. You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L. T. C as per rules of the company. B)Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. )Your p lace of posting will be at our _________________situated at _______________ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬-_____. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 4. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing.You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 5. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 6.You shall be governed by the rules and regulations of the company in force from time to time, that may be applic able to you. 7. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): a)You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. )The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. . In case any misconduct is alleged against you , you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 9.The above mentioned â€Å"terms and conditions of services† shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 10. Your date of joining the services in the organization is ______________ 11. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accep ted the terms and conditions mentioned above. 2. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAMESIGNATURE DATE 2) Appointment letter language for asst. Manager to manager is given in the following format. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr†¦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‚¬ ¦..APPOINTMENT LETTER With reference to the offer letter no. _________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:- 1)Designation :Your position in the company will be †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2)Date of Joining : Y our date of joining the services in the organization is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3)Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance.On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side. 4)Salary Details: Your Basic Salary will be Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. /- p. m. (Rupees †¦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‚¬ ¦ only) In addition you will be entitled to House Rent Allowance of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. Rupees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦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‚¬ ¦only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. (Rupees †¦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‚¬ ¦. only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. 5)Place of Posting:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. )The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the m anagement in writing. 7)You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. 8)You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. NAME SIGNATURE DATE 3)Appointment letter language for sr. manager and above is given in the following format. FOR SR.MANAGER AND ABOVE Dear Mr. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦