Damelin Port Elizabeth Essay Example | Topics and Well Written Essays - 1750 words

Damelin Port Elizabeth - Essay Example Protection item offering depend on life, home and vehicles needs of a segment, the home credit incorporates extraordinarily customized items for certain class portions dependent on possession designs going from mortgage holders to inhabitants and other risk insurance varying in that industry. Wachovia's vehicle credits portion has presented ConceirgeClaim 2 assistance that ensures auto fixes with 24 x 7 client care. Medical coverage incorporate the standard long haul health care coverage for every single miniaturized scale fragment, and presents an increasingly particular Wachovia Health Advantage and Health Saving record 3 that fill in as retirement sparing record and are charge advantaged for those searching for more profound inclusion in their health care coverage plan. Wachovia sets exclusive expectations for consumer loyalty as it structures financial classification items planned on portions dependent on segment, mental and social profiles and its various needs. Wachovia's specu lation money market funds accommodate self-coordinated records and for the individuals who need a steady budgetary consultant through their ventures. The retirement arranging items dependent on 20 - 70+ year socioeconomics have explicit projects pertinent to a particular age bunches with refreshing plans as certain class of customers develops through the age gatherings. Wachovia's arranging guides 4 assistance set up future item contributions to current and possible clients by giving instructive assets provoking savvy financial dynamic. The clients make educated buys dependent on Wachovia's arranging aide and this encourages trust and higher consumer loyalty since Wachovia's items are planned dependent on those necessities. A recurrent circle of repeating business with target markets is set up. Wachovia gives riches the board administrations and going about as an agent for the customers that have made a specific budgetary progress and need more altered plans and more profound inclusion from Wachovia. Administrations incorporate money related and bequest arranging, venture and resource the board just as protection and trust and humanitarian administrations. These capacities are particular and modified, subsequently, those that profit of these administrations get one of its sort bargain dependent on their necessities. The viable usage of the Following Logical Product approach for accomplishing consumer loyalty and building up relationship by Wachovia is reflected in its money related items. B) Wachovia sections its family showcase dependent on socioeconomics, psychographics and conduct order. For individual money, Wachovia offers a band of items dependent on psychographic needs extending from those in grounds to retirees in banking, protection, ventures, loaning and retirement needs. In protection Wachovia gives forever standard across socioeconomics and specific expense sparing wellbeing plans, home and auto needs isolate items dependent on proprietorship designs (proprietors, occupants and so on), monetary rate inclinations (fixed rate, 100% financing) and uncommon needs dependent on the way of life of an objective market. In banking, other than giving a free financial records, Wachovia additionally gives a free understudy financial records, Access Fifty Checking and Crown Classic Banking for those

“Volcanic and Seismic Events Are Major Pieces of Evidence Towards Proving That the Plate Tectonic Theory Is Valid” Discuss the Extent to Which You Agree with This Statement (40). Essays

â€Å"Volcanic and Seismic Events Are Major Pieces of Evidence Towards Proving That the Plate Tectonic Theory Is Valid† Discuss the Extent to Which You Agree with This Statement (40). Articles â€Å"Volcanic and Seismic Events Are Major Pieces of Evidence Towards Proving That the Plate Tectonic Theory Is Valid† Discuss the Extent to Which You Agree with This Statement (40). Article â€Å"Volcanic and Seismic Events Are Major Pieces of Evidence Towards Proving That the Plate Tectonic Theory Is Valid† Discuss the Extent to Which You Agree with This Statement (40). Article â€Å"Volcanic and seismic occasions are significant bits of proof towards demonstrating that the plate structural hypothesis is valid† Discuss the degree to which you concur with this announcement (40). The hypothesis of plate tectonics clarifies the structure and movement of the Earth’s lithosphere. The hypothesis expresses that the Earth’s outside is part into enormous areas called structural plates, and these move comparative with each other making limits at which the plates join, veer or move past one another. These plates are either mainland or maritime and are fueled by convection flows, which is the round development of magma that originates from inside the mantle. These flows are controlled by the center, which warms the magma, making it rise, chill and fall ease off. This round movement causes the plates, which drift on the mantle, to move. In 1912, Alfred Wegener, a German meteorologist, was the main man to express that the landmasses were once participated in an excessively mainland called Pangaea, alternately he couldn’t clarify why and what happened to make the plates move separated. He put together his hypothesis with respect to the phenomenal attack of the South American and African mainland coastlines. Outstandingly the eastern edge of South America and the western edge of Africa demonstrated fundamentally the same as geographical highlights recommending that sooner or later in the Earth’s history the landmasses were consolidated. Another pointer that the mainlands were once conveyed diversely was land proof of glaciations in India †it is improbable that ice sheets would ever arrive at such low scopes, yet this issue can without much of a stretch be clarified by the hypothesis of mainland float. Fossil circulation likewise gave the absolute most punctual proof for plate tectonics. Strangely, plant and creature fossils were found on the coordinating coastlines of South America and Africa. These are currently broadly isolated by the Atlantic Ocean, in this way he contemplated that is genuinely unthinkable for a large portion of these living beings to have swum or have been moved over the wide seas. From this he recommended that the plates were once associated. Shockingly, at the hour of Wegner’s work a significant number of the geophysical instruments that are utilized today didn't exist making the hypothesis considerably more hard to help. Since the first hypothesis in 1912, more up to date proof has showed up which bolsters the hypothesis. In 1962 Hess examined the period of rocks around the mid-Atlantic edge. He found that the most up to date shakes were nearest to the edge and the most established were towards the USA and Caribbean. He thusly contemplated that the earth’s outside layer was extending along the maritime edges, so it must therapist somewhere else. As per Hess, the Atlantic Ocean was extending while the Pacific Ocean was contracting. The old maritime outside was devoured in the channels making new magma rise and emit along the spreading edges to shape another hull. He clarified why the earth doesn’t get greater with ocean bottom spreading and why there is so little residue aggregation on the sea depths, and why maritime rocks are such a great amount of more youthful than mainland ones. Paleomagnetism is perhaps the most grounded bit of proof for plate structural hypothesis and was created to persuade researchers regarding the speculations legitimacy. Basalt magma structures volcanoes when it ascends to the surface, cools and afterward shapes land. At the point when new covering is shaped sure minerals adjust themselves to the Earth’s attractive field. Fascinatingly, new innovation has indicated that the attractive field of the Earth is known to invert each couple of hundred thousand years. So this infers new material is continually being delivered and the ocean bottom is spreading. Be that as it may, as the Earth isn't changing in size, material is being devastated in different zones which are called subduction zones, and the situation of the Earth’s outside layer must be continually evolving. Seismic action can likewise disclose to us a lot about plate tectonics. Plotting the areas of huge seismic tremors permits us to see where they most much of the time happen. Quakes are brought about by the development of structural plates. The plates move past one another which causes erosion making pressure develop bringing about unexpected shocks. This just occurs on plate limits meaning territories that lie on them experience the most extreme seismic tremors. The way that seismic tremors show up in associated lines instead of groups is acceptable proof for the hypothesis of worldwide plate tectonics. Volcanic occasions are additionally helpful as they give great proof to the hypothesis of plate tectonics. Essentially to tremors, plotting the areas of dynamic volcanoes on a guide of the world will likewise be valuable as it will show a comparative example. The three fundamental spots where volcanoes are made are at subduction zones, productive plate limits and in hotspots, with around 75% of the world’s volcanoes being situated on the ‘Pacific Ring of Fire’. The territory where two plates unite is known as a subduction zone, here one plate is pushed underneath the other due to varying in thickness. This outcomes in magma ascending to shape volcanoes or volcanic island curves. At helpful plate limits, new material is made by magma ascending through the split. The way that volcanoes in specific regions have various sorts of ejection gives great proof to plate structural hypothesis. All the above reasons recommend that the hypothesis is legitimate. Nonetheless, there are a few oddities which conflict with the hypothesis. Not all volcanoes happen on plate limits, some happen on hotspots which are regions where the mantle is especially hot, making it rise and make volcanoes on the outside layer above. This recommends plate tectonics hypothesis may not be legitimate as volcanoes can exist without the hypothesis being right. Hawaii is an outstanding case of a functioning hotspot †the islands are volcanic yet lie in the Pacific plate. It is a piece of a chain of wiped out volcanic islands in the Pacific Ocean which decline in both age and size as you move north-west. Since the hotspot is made by the basic mantle this recommends the outside layer is moving over this hotspot meaning the volcanoes in the long run become wiped out and disintegrated away. Since Wegener’s first hypothesis, there is presently a lot of proof to help the hypothesis of plate tectonics. Seismic and volcanic occasions can give bunches of proof to help the hypothesis, albeit quite a bit of it requires devices which were not accessible when the hypothesis was first grown, for example, exact techniques for mapping quakes. This made it hard to demonstrate the hypothesis of plate tectonics as there were no hard realities. In spite of the fact that others may deviate, there are a lot of proof to demonstrate the hypothesis thus as I would see it the hypothesis is a legitimate technique.

Your Academic Journal Article Has Been Rejected Now What

Your Academic Journal Article Has Been Rejected… Now What If your paper is rejected, it is perfectly natural to feel glum or to take the rejection as a personal affront. After all, you invested hefty portions of your intellect, creativity, research activities and energy in writing the paper. Plus, you were likely tingling with excitement at the thought of producing a landmark work that would be such a significant contribution to the studies surrounding your subject area. Well, the jury is in and it is time to confront the reality at hand.Recover and assessTake a few days to decompress and then give serious consideration to the feedback you received. No doubt, you will confirm that a good amount of what you wrote is provocative and discussed cohesively. Yet, you have to be honest with yourself in order to assess the reasoning given in the rejection letter. Did your paper add significantly to the prevailing research? Was your methodology fitting? Or should you perhaps have submitted the paper to a journal more connected to your area of study? While you may not concur with all the views in the rejection letter, you nonetheless have been presented with applicable observations and you can now determine how to move forward with matters. In fact, your sense of relief may be surprisingly palpable. By the way, sending a brief and respectful follow-up note to thank the editor cant hurt, although it is not obligatory.A follow-up note to the editor is always a good idea, even after receiving a rejection letter. Photo by Álvaro Serrano on Unsplash.Careful consideration of the rejection letterIt is not uncommon for writers to instinctively raise up their defenses after having received rejection letters. Consequently, the most substantive observations or critical comments can be overlooked or suppressed. When you receive a letter of rejection, you must study it thoroughly; the reasons for the rejection are there. It may even behoove you to have someone else look over the rejection letter. A colleague in your field, or at least someo ne else who has taken part in the journal-submission process, may clarify some points for you.It is important to note that the journal editor may have rejected the article without passing it on for further review. You cannot always be certain of this because some journals do not include a lot of information in the letter. On the other hand, some letters will be full of vital observations by the reviewers and the editor. Again, you will rarely agree with everything that is expressed in a rejection letter. However, remember that far more often than not, there will also be a lot of accurate and beneficial observations. Although a reviewers personal bias, or belief that he or she knows better, is a reality that is not going away, you can concentrate on the comments that resonate with you. Digesting this information carefully will be of great aid to you in identifying areas of your article that can be improved. Consequently, the time spent in modifying your paper and in planning resubmis sions will be validated.Another frequent reason for rejection is that the journal may not be the right fit for your subject matter. While there may be scores of publications that cover your general area of study, your particular perspective or methodology will not be applicable to the range and intent of several of these journals. Examine a journals website carefully beforehand so you can determine if it is a good choice for you.AppealMost journals will detail how you can proceed with an appeal of your articles rejection. Bear in mind that only a small percentage of appeals are successful. There are instances where writers can also request additional reviewers. This is shaky territory but, in order to be one of those rare cases that succeeds, you must remain completely level-headed and present a cogent defense based on thoroughly-considered methodological and editorial procedures. You cannot base your reasoning on personal bent and you can never negatively attack the editor or your reviewers. The journals editor has already made a decision and is fully aware that you believed strongly in your work when you submitted it. Remain civil and appeal only if you steadfastly believe that there was confusion or oversight in the decision to reject.Following author guidelinesWhen looking at ways to proceed after a rejection, you should perhaps first address something that might seem laughingly obvious: author guidelines. Before you can even consider the substance and appeal of your writing and research, the paper has to be presented properlyâ€"i.e., it must adhere strictly to submission requirements and formatting. Journals receive huge numbers of submissions, so dont make it easier for them to reject your paper.A journals website will outline how it wants manuscripts to be prepared and it will almost never accept any article that has been previously published. Moreover, dont send your manuscript to more than one journal at a time and make sure that you and your co-autho rs (if any) have been approved to release the material if you undertook the research at an academic institution or business where you are employed. Lastly, make sure you are cognizant of any copyright issues that might surround the publication of your paper.Resubmitâ€"revised or notYou can submit a rejected article to another journal without revising it. After all, reviewers frequently are not in total accordance with their perceptions and another editor may decide to go with your paper. If you are subsequently rejected one or two more times, then you can start tackling revisions if you are still determined to have the paper published. In any event, you at least did not spend any time rewriting before your latest rejections. Conversely, it is widely common for writers to promptly revise an article after rejection and to then send it to another journal. Some writers will do this on several occasions with a paper that has been rejected more than once.Choose an appropriate journalIn ge neral, the decision to submit to another journal can proceed in one of two directionsâ€"upward or downward. If your first submission was to a journal that is not generally judged to be in the upper echelon in its field, then you can either aim for a journal of similar stature or you can reach for a more esteemed publication. It is not uncommon for writers to initially submit to two or three journals of mid-range standing and to then up the ante after having made revisions on previous rejections.Some writers will take the opposite track by submitting to the most prestigious journals first. If rejected, they begin aiming progressively downward on subsequent submissions. Whatever the case, be prudent in leaving yourself ample time to revise and reformat if you are submitting to another journal. Your changes are going to take time, so consider the deadline and be ready for the new submission as quickly as you can.One last thing: some journals will list acceptance rates on their sites. T his, of course, may influence you in choosing the journal to which you will resubmit. However, dont rely too heavily on the stated rates, as they are often estimations. While some publications will use these rates to enhance their standings, they will remain careful not to over-inflate their reputations. After all, journals naturally want to attract and publish the best researchers and writers. You can certainly consider acceptance rates when they are available, but they should not be your sole measuring stick when making a decision on a journal.Alternate platformsStriving to be a successful writer/researcher is to be emotionally invested in your work at levels similar to those of athletes and entertainers; the higher the level of attainment, the more rewarding. You are in fact continually working at your craft at all the hours of the day, metaphorically and literally. You must be steadfast and focused in refining your methods, writing skills and interpretive powers. It is not easy to give up on an article in which you have invested so much work.Therefore, you should take solace in the fact that, despite a rejection, there can still remain a significant amount of statistical data or findings in your article that can be of considerable benefit to other researchers and colleagues, and even to curious or enlightened individuals in the general public. With the continually-burgeoning body of online destinations, blogs and social media sites, it is definitely possible to find other platforms on which to present your work. You will have to be discerning in determining the stature and validity of these sites, but they are out there and your work would be easily available for study and citation.Consider alternate publishing platforms for making your research available to a wider audience. Photo by Domenico Loia on Unsplash.AbandonIf your article has been rejected a number of times, you will likely see recurring observations on the rejection letters. At this point, bewa re of becoming obsessed with one article. You should certainly resubmit one or two times, maybe three, but the writing may be on the wall after thatâ€"pun intended. Eventually, you wont be able to further clarify or strengthen your writing if your arguments are suspect or if there are road blocks that you simply cannot overcome.

Descriptive Essay About The Galapagos - 1646 Words

It was a seven hour flight to get from New York City to Guayaquil, Ecuador. After going through customs I was finally greeted by my colleague, whom I would be working on this research with. Our flight to the Galapagos was not until the next day so we decided to rent a car to take a small trip to a different island, off the coast of Ecuador. Before setting off on our journey I took my colleague to Parque de Iguanas. This is a very common tourist attraction because of how up close and personal you can be with iguanas that live in there. The iguanas can be found relaxing on the stone pathway or the grass, but most are found on the trees. Although they are extremely fascinating animals, they are not the focus of our expedition. After our†¦show more content†¦The airport was small and held the necessary amenities needed for air travel. The island’s human population is about 6,000 making it the second most populated island of the archipelago. The temperature was around the high seventies and there was a constant fresh breeze from the ocean. The area was filled with tourists, giving the island an atmosphere of a resort or vacation spot rather than a site that influenced Darwin’s theory of natural selection. However, what made San Cristobal a critical aspect of our expedition was that it was home to Frigatebird Hill. We took the tourist trail from the city center to Frigatebird Hill. We passed many homes, tourist attractions, and hotels. Once at the hill we observed the difference between the Magnificent Frigatebird and the Great Frigatebird. The male Great Frigatebird has green iridescent scapular feathers while the Magnificent Frigatebird has purple iridescent scapular feathers. The female Great Frigatebird has a red eye ring and a white throat and breast, while the Magnificent Frigatebird has a blue eye ring, black throat and a white breast. The Magnificent Frigate bird forge for food closer to the island. They roamed the skies preparing for the prime opportunity to pluck out fish or squid from the water. Yet, they also obtained their food by stealing it from other bird including their own kind! A blue footed booby returned from the sea to feed its young. While regurgitating the for the young blue footed

Yoplait Critical Analysis - 883 Words

Critical Analysis of General Mills’ Yogurt Business Introduction General Mills, Inc., is a U.S. leading based food company, producing packaged flour, breakfast cereals, refrigerated yogurt, dry dinners, frozen vegetable, and similar products. It’s consumer product has been sold and marketed in U.S. Retail stores, convenience stores, and outside of the United States (Forbes, 2017). In General Mills’ several yogurt product lines, â€Å"Yoplait is a leader in the multi-billion dollar U.S. yogurt category,† and is also available in about 70 other countries in the world (General Mills). Due to its brand marketing strategy and popularity, Yoplait has been ranked as one of the top 10 yogurt brands in United States’ yogurt industry. Although the†¦show more content†¦According to the Organic Trade Association (OTA), a survey shows that â€Å"The robust American organic sector stayed on its upward trajectory in 2016, gaining new market share and shattering records, as consumers across the United States ate and used more organic products than ever before,† tolerating sales of $47 billion in 2016 and is still expecting to see a continuous growth (OTA, 2017). General Mills can also make a turnaround by debuting the new organic product in both American Market and the Asia-Pacific yogurt market, where its market has been growing at a fast pace. Particularly in China, where demand for healthier yogurt has been growing exponentially in the country. At the same time, General Mills may also enhance marketing strategies of its Yoplait brand in Japan, where flavored yogurt is gaining significant popularity. (Mordor Intelligence, 2017). Recommendations The best solution for handling the threat of Yoplait’s decreasing net sales is to debut a new yogurt product segment that holds that strong presence of organic ingredients. The continuous growth of the yogurt market is stimulated by the increasing awareness of the health benefits of yogurt and favorable yogurt,Show MoreRelatedYogurt Case Study777 Words   |  4 PagesAfter getting the U.S license for the Yoplait brand back in late 70s, General Mills has been introducing yogurts to American and the U.S. consumption of yogurt per person grew 645 percent from 1980 through 2013 (Tribune, 2017). General Mills finally buying just over 50 percent of Yoplait brand. At that time, General Mills was at par with a French company, Danone. In the past years, all top 10 of yogurt brands are enjoying the rising sales, except for Yoplait. Yoplait’s sales have plunged 23% overRead MoreThe Total Global Retail Value For Yogurt1026 Words   |  5 Pagesdominate the U.S yogurt market currently are Danone, Chobani LLC and General Mills. Yoplait by General Mills who used to be the country’s leading brand, has been surpassed in the US yogurt market by privately-owned Greek yogurt maker Chobani. While Dannon represents the top yogurt brand in the US with a 34% market share (Shoup 2017). Yoplait is originally from France and General Mills held the US license for Yoplait since the 1970s and it acquired a 51% stake in the brand in 2011, but its share ofRead MoreNestle History7697 Words   |  31 Pagesdifferent products in the various fields: baby foods, dairy products, breakfast cereals, ice creams, chocolates and confectionery, prepared foods, beverages, food services, bottled water, and pet care. This brings us to the main focus of our case analysis, the dairy division, and the yogurt product LC1 that lies within that division. Dairy Division / LC1 The dairy products at Nestlà © are a big driving force for the growth of the company’s sales. With the health kick of the many individuals aroundRead MoreMarketing strategies adopted by FN Dairies2521 Words   |  11 Pagesdominance in market share across various products, such as sweetened condensed milk has close to 50% share in Malaysia. In this paper, I will analyse the marketing strategies adopted by FN Dairies and also I will suggests ways to further enhance it. Analysis of the Marketing Strategies adopted by FN Dairies Marketing strategy is the long-term plan for developing a marketing mix that will achieve the organizations objectives by meeting the target markets needs. Marketing mix refers to a unique blendRead MoreThe Business Case for Corporate Social Responsibility: a Review of Concepts, Research and Practice15551 Words   |  63 Pagesumbrella term which embraces both the descriptive and normative aspects of the ï ¬ eld, as well as placing an emphasis on all that ï ¬ rms are achieving or accomplishing in the realm of social responsibility policies, practices and results. In the ï ¬ nal analysis, however, all these concepts are related, in that they are integrated by key, underlying themes such as value, balance and accountability (Schwartz and Carroll 2008), and CSR remains a dominant, if not exclusive, term in the academic literature andRead MoreGeneral Mills It3528 Words   |  15 PagesPillsbury. 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Nature of Human Resource Management Hiring and Recruiting Free Essays

string(152) " Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence\." EXECUTIVE SUMMARY INTRODUCTION In the present time, Organization’s most important assets are its people i. e. Employees. We will write a custom essay sample on Nature of Human Resource Management: Hiring and Recruiting or any similar topic only for you Order Now These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is, â€Å"Making the right Hire†. Recruiting and Selection is all about â€Å"hiring the right person for the right job at the right time. † Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire, HR managers must carefully conduct and analyze the Human Resource Planning (HRP) process. HRP is a process used by the organizations to ensure that it has right amount and kind of people to fulfill its particular goals in future. This is done by forecasting the Labor Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future labor shortage or may have to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The pace at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees. The prosperity of the business not only depends on hiring good people but hiring extremely talented people with the right skills for any particular job. Following are some useful tips for hiring right people for the right job: * Develop a detailed Job Description; identify the key responsibilities, functions and expectations for the position under question. * Design a careful Job Specification; specify the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candidates * Conduct the Screening process wisely and horoughly in order to find valuable information regarding competitive salaries, intelligence and the working standards. * Try to use structured interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working behaviors by contactin g their ex boss or subordinates * After hiring, make the new hire welcomed and make him/her understand the culture of the organization through Orientation. Opening Case PAKISTAN CIVIL AVIATION AUTHORITY Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence. You read "Nature of Human Resource Management: Hiring and Recruiting" in category "Essay examples" It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil aviation related activities. The day of 7th December has significance, as it coincides with the date of creation of International Civil Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention. Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and celebrated as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, air traffic services, airport management, infrastructure and commercial development at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future challenges. This organizational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and Core Values have been identified. Wide-angle buy-in process by CAA senior management with staff and lower levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to focus on three core areas namely Regulatory, Air Navigations Services, and Airport Services. These Core / Line functions are fully supported by the various corporate functions of the organization. The restructuring process has helped Pakistan Civil Aviation Authority to fully focus on:- * Strengthening its safety and security oversight role as per International Civil Aviation Organization requirements and standards. * To facilitate growth of the infrastructure development (Airports and Airport Cities) on a fast-track basis. Private sector participation in the process is also being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with improved customer / passenger service standards, benchmarked with top performing international airports * Development of a New Aviation Policy for the country in consultation with the Ministry of Defence, Planning Commission, World Bank, Airlines, and Aviation Experts (Expected to be considered by the Cabinet for approval shortly). Investing in Hum an resource development through structured approach with particular focus on quality of people and enhancing their professional capability. Quality work on new initiatives is in progress such as introduction of Enterprise Resource Planning (ERP), Health, Security, Safety, and Environment (HSSE), Corporate Social Responsibility (CSR), Ethics Management Program, Customer feedback mechanism at the airports, Employees Performance Management system, benchmarking, outsourcing of non-core and wasteful activities, etc. Recently, we have embarked upon a challenging phased program to acquire international standards of Integrated Management System (IMS) in CAA during which the international standards of ISO 9001:2000 (Quality Management System), ISO 14001:2004 (Environmental Management System), and OHSAS 18001:2007 (Occupational Health and Safety Management System) shall be acquired. VISION STATEMENT â€Å"Be world-class service provider in the aviation industry† MISSION STATEMENT â€Å"Provide safe, secure and efficient best-in-class aviation services to the stakeholders† CORE VALUES * Commitment * Professional Excellence * Customer Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA MANAGEMENT BOARD Pakistan Civil Aviation Authority is administered by the Board which performs tasks like policy formulation, execution, monitoring and evaluation. The board is being assisted in different administrative and financial issues by the number of sub committees namely PCCA Executi ve Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA AUDIT COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR department of PCAA is still under the developing process as it was formed only three years ago. Prior to the formation of the HR department there was an ‘Administrative Department’ which use to manage all the activities; finance, accounts, hiring and selection, employee record keeping, audit, etc. Even though the HR department is not completely established, PCAA HR is making pretty good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who remains devoted towards the company. The head of the HR department is the Chief HR who is in Pay Group of 11. He is appointed by DG CAA (Director General). Directorate of human resource delivers high quality of management services from manpower. HR supports the line function/directorates to achieve strategic goals of PCAA. HR directorates have five branches which perform different functions. Each Branch has different head called General Manager (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA: * HR Employee Relation and Record Management (EM RM) * HR Recruiting and Selecting (R S) * HR Career Planning and Performance Measurement (CP PM) * HR Pension * HR Training and Development (TD) This report only discusses the HR Recruiting and Selection branch. The HR policies and strategies are formulated and designed in a way to develop a unified, stable and fair working environment for every single employee so that they perform in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND SELECTION AT PCAA The Recruiting and Selection branch is responsible for attracting the potential candidates for any present or future vacant positions; it plans and provides employees with the right skills for the right job. Similarly, the branch also deals with the employee layoffs in case an employee is not performing up to the mark or is indulged in wrong working practices and sometimes the layoffs result due to labor surplus. This branch first seeks approval for any new hire for a post or layoffs from Director General. Before starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor demand and analysis. But the HRP process is performed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is started. PCAA Recruiting and Selection Process Human Resource Planning The present working environment has become extremely competitive for every business. People are now open to a great deal of opportunities and they are also well informed about the market place; candidates know the standard working practices and salary being paid by the various employers in an industry. Therefore, employees have become less loyal to the companies in general; if they are not satisfied or happy with their employer or subordinates then they don’t hesitate to switch to some other company. Keeping this trend in mind, PCAA HR performs a simple demand and supply analysis for its labor force. Demand Forecasting Pakistan Civil Aviation Authority uses a very simple method for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CAA units with the expected number of employees for each job. Below is a sample table which demonstrates how the demand forecasting is done in PCAA. Column A shows the current number of employees holding the existing key positions in the firm. Column B calculates the present ratio of employees to PCCA units. Column C calculates the expected number of employees for each job position in 2012 by multiplying the current ratio of employees to PCAA units by 32 (additional number of firms to be added). This is a Quantitative technique. Supply Forecasting Once the demand analysis is done the next step is to do labor supply forecasting. The labor requirements are fulfill either through Judgmental techniques. PCAA uses Executive Reviews; Top Management makes judgments about who should be promoted, reassigned or fired, and Vacancy analysis; judgments are made about likely employee movements Key Positions| DEMAND FORECAST ANumber of Employees2010| BRatio ofEmployees/CAA Units(Col A/25)| Projected 2012 laborDemand for 32 Firms(Col B x 32)| Secretary Ministerof Defense| 25| 1. 00| 32| Vice Chief of Air Staff| 9| 0. 36| 12| Secretary Planning and Development division| 23| 0. 92| 29| Managing Director PIAC| 20| 0. 80| 26| Director General CAA| 14| 0. 56| 18| Deputy Director General| 22| 0. 88| 28| Chief HR| 25| 1. 00| 32| Chief Financial Officer| 20| 0. 80| 26| General Manager| 45| 1. 80| 58| Director Technical| 27| 1. 08| 35| TOTAL| 230| | 296| Recruiting Recruiting is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market (inside or outside the organization) and attract qualified candidates to apply. First of all the Recruiting and Selecting branch obtains the detail information about the vacant positions from the respective departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the vacancy exists for any HR position then HR develops the job description and job specification. Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the news on their website and newspapers. The internal employees are also informed about the job vacancies through announcements, official emails or office notice board. This is a newspaper ad: PCAA HR department receives job applications within 30 days of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are carefully analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written test. The HR (RS) then forwards the list of selected candidates to National Testing Service (NTS). Written Test For ensuring transparency and upholding the motto of Merit, PCAA has outsourced its written test examination to a third party National Testing Service (NTS). This decision was made during the Executive Committee Meeting held on 27th July, 2007 as proprietary to conduct all type of written test on behalf of HR (RS) branch. NTS carries out the written test once it receives the names of the short-listed candidates form HR (RS). NATIONAL TESTING SERVICE (NTS) NTS is an organization who provides services for conducting academic performance evaluation tests which was formed in July 2002. Following are the test standards that NTS follows for all of its tests. * Developmental procedures * Suitability for use * Customer service * Fairness * Uses and protection of information * Validity * Assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting assessment results * Assessment use * Test Takers’ rights and responsibilities After the test is conducted NTS compiles the results and announces them on their websites as well as forward them to HR (R;S) of PCAA. Then HR (R;S) branch is responsible for the development of merit list and issuance of interview call letter to top five candidates as per quota share given below: MERIT QUOTA| PERCENTAGES| PUNJAB| 50%| SINDH| 19%| SINDH (rural)| 11. 4%| SINDH (urban)| 7. 6%| NWFP| 11. 5%| BALOCHISTAN| 6%| AZAD KASHMIR| 2%| WOMEN | 10%| NON-MUSLIMS| 5%| DISABLE| 2%| Interview The candidates who made to the merit list are called for the final phase of the Recruiting and Selection process i. . Interview. The interview can be conducted at five centers namely Karachi, Islamabad, Lahore, Quetta and Peshawar. The Administration instructs the Airport Managers for making arrangements for the candidates. After interview, HR (R;S) branch compiles the result domicile vise by taking the weight-age of 60% of Written Test and 40% of Interview. INTERVIEW SELECTION BOARD Employee Veri fication Organizations should not hire people before verifying their documentations and past work behavior; even if they performed excellent in the written test or interview. HR (R;S), in order to predict the future performance of a prospective employee, looks at the Past Employment Record of their prospective candidates. Most of the companies do not provide any kind of job-related information about their ex employees due to fear of insult. But checking employee’s references is a best way for PCAA to avoid negligent hire. Another method used by HR (R;S) branch to do employee verification is to do Background Checks. This includes criminal background checks, verification of degrees, credit history, etc. Background checks help PCAA to avoid any lawsuit resulting due to a negligent hiring. Selection When the prospective employees pass the verification step they are hired. An appointment letter is issued in the name of the employee by the PCAA HR (R;S) branch. The new hires are given a date and time for the Orientation. Training Once the Orientation is conducted the new hires of non-technical posts (e. g. Financial Officer, Accountant, etc) is required to join PCAA from the very next day. But the new hires of technical posts (e. g. Engineers) are send to Civil Aviation Training Institute (CATI) Hyderabad for training. The duration of the training varies from four to six weeks depending upon the nature of the job. Evaluation of the Recruiting and Selection Process PCAA HR(R;S) branch doesn’t use any proper method of evaluating their Recruiting and Selection process. They simply see the performance of the new hires and see if their decision of hiring a particular employee was correct or not. Hiring and Keeping the Right People Case Study By: Rich Kramarik We have a couple of stories to share with you this month. The first is an accounting firm. This firm has 8 employees and revenues of three million dollars. This firm had been experiencing a problem with turn-over. The CEO was using good interview techniques and involved other members of the firm in the interview process. In a couple of cases clients were used to interview the candidates. This firm was using every bit of good judgment and process to screen candidates. But, yet they experience a high level of turnover. The reasons were all over the map. In one case the new hire just was not as productive as expected. In another case the new hire just didn’t get along with clients. And, in yet another case the new hire was very argumentative with other employees. We worked with this CEO and could not find any substantive changes that we thought would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We found that the nature of the business was the problem. This firm did contract accounting services and by the nature of the business new hires were out of the office and working in the client offices immediately after hiring on. Through interviews we discovered that the employees were uncomfortable and felt disconnected as they â€Å"got thrown to the wolves. †Ã‚   We work with the CEO and new support plans and work procedures were implemented. As new employees came on board, they were assigned a â€Å"buddy† who worked with them at the client location half the time. This helped the new hire get comfortable with both the client and accounting firm. The â€Å"buddy† was also responsible to â€Å"train† the new hire in the office for two weeks before the new hire went out to client locations. This was not dead time, but rather on the job training working on client work but at the accounting firm’s office. The CEO also implemented one-on-one coaching sessions with new hires that were held on a weekly basis for the first 90 days of employment. These coaching sessions were to help orient the new hire to the company culture and they were used by the CEO as a safety valve or venting session. The CEO found these coaching session invaluable in helping both of them to resolve issues before they got out of control and became commitment reducing concerns. The result of the new approach is that the CEO has not lost a new hire for nine months now. This is retention that is already longer than the past experiences. A second situation is an engineering firm with 20 employees and ten million dollars in revenues. The CEO said he was loosing his employees to competitive firms. He said he was tired of training new hires and then loosing them. With the permission of the CEO we interviewed several employees – both new hire and long term employees. We found some interesting environmental facts that pointed to the problem. We heard that employee expectations were not being met. The employees felt that they didn’t have adequate equipment and materials to perform their work. They also felt that there was disparity from employee to employee in the quality and capabilities of the equipment that the company made available to employees. We heard that employee assignments were constantly changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much more, but this is enough of an example to show the problem. These items alone point to a poor work environment, but that was not the problem. These employees said that during the hire interview process the CEO made statements that led the new hires to believe they would have state of the art equipment. They said that the CEO said they had a culture of working a 40 hour work week. These employees also said that they had talked to friends who were working in other companies and that the environment was much better. The CEO said that demands from clients and fear of loosing business were driving some of his actions. He also said that poor revenues lately were impacting his ability to spend on equipment. Our CEO was also surprised to hear that his competitors were providing a better work environment. We helped this CEO implement some changes that have helped with his attrition problem. He did some work to script his interview questions and comments about the company. This helped him avoid his enthusiastic descriptions about the company that tended to overstate the real situation. We helped him put plans in place to stage the purchase of new equipment. He was able to schedule work hours in taggered sessions that allowed some sharing of the new equipment. The biggest change the CEO made was to share more information with the company employees on the business environment and to implement a more open listening style. This CEO is working hard to change these company culture issues and the results so fare is that he has not lost any employees since he started this new focus. In summary, our clients are getting our help to get their focus on working â€Å"on their business† rather than working â€Å"in their business† and when they do – they find excellent results. How to cite Nature of Human Resource Management: Hiring and Recruiting, Essay examples

Nature of Human Resource Management Hiring and Recruiting Free Essays

string(152) " Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence\." EXECUTIVE SUMMARY INTRODUCTION In the present time, Organization’s most important assets are its people i. e. Employees. We will write a custom essay sample on Nature of Human Resource Management: Hiring and Recruiting or any similar topic only for you Order Now These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is, â€Å"Making the right Hire†. Recruiting and Selection is all about â€Å"hiring the right person for the right job at the right time. † Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire, HR managers must carefully conduct and analyze the Human Resource Planning (HRP) process. HRP is a process used by the organizations to ensure that it has right amount and kind of people to fulfill its particular goals in future. This is done by forecasting the Labor Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future labor shortage or may have to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The pace at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees. The prosperity of the business not only depends on hiring good people but hiring extremely talented people with the right skills for any particular job. Following are some useful tips for hiring right people for the right job: * Develop a detailed Job Description; identify the key responsibilities, functions and expectations for the position under question. * Design a careful Job Specification; specify the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candidates * Conduct the Screening process wisely and horoughly in order to find valuable information regarding competitive salaries, intelligence and the working standards. * Try to use structured interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working behaviors by contactin g their ex boss or subordinates * After hiring, make the new hire welcomed and make him/her understand the culture of the organization through Orientation. Opening Case PAKISTAN CIVIL AVIATION AUTHORITY Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence. You read "Nature of Human Resource Management: Hiring and Recruiting" in category "Essay examples" It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil aviation related activities. The day of 7th December has significance, as it coincides with the date of creation of International Civil Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention. Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and celebrated as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, air traffic services, airport management, infrastructure and commercial development at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future challenges. This organizational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and Core Values have been identified. Wide-angle buy-in process by CAA senior management with staff and lower levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to focus on three core areas namely Regulatory, Air Navigations Services, and Airport Services. These Core / Line functions are fully supported by the various corporate functions of the organization. The restructuring process has helped Pakistan Civil Aviation Authority to fully focus on:- * Strengthening its safety and security oversight role as per International Civil Aviation Organization requirements and standards. * To facilitate growth of the infrastructure development (Airports and Airport Cities) on a fast-track basis. Private sector participation in the process is also being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with improved customer / passenger service standards, benchmarked with top performing international airports * Development of a New Aviation Policy for the country in consultation with the Ministry of Defence, Planning Commission, World Bank, Airlines, and Aviation Experts (Expected to be considered by the Cabinet for approval shortly). Investing in Hum an resource development through structured approach with particular focus on quality of people and enhancing their professional capability. Quality work on new initiatives is in progress such as introduction of Enterprise Resource Planning (ERP), Health, Security, Safety, and Environment (HSSE), Corporate Social Responsibility (CSR), Ethics Management Program, Customer feedback mechanism at the airports, Employees Performance Management system, benchmarking, outsourcing of non-core and wasteful activities, etc. Recently, we have embarked upon a challenging phased program to acquire international standards of Integrated Management System (IMS) in CAA during which the international standards of ISO 9001:2000 (Quality Management System), ISO 14001:2004 (Environmental Management System), and OHSAS 18001:2007 (Occupational Health and Safety Management System) shall be acquired. VISION STATEMENT â€Å"Be world-class service provider in the aviation industry† MISSION STATEMENT â€Å"Provide safe, secure and efficient best-in-class aviation services to the stakeholders† CORE VALUES * Commitment * Professional Excellence * Customer Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA MANAGEMENT BOARD Pakistan Civil Aviation Authority is administered by the Board which performs tasks like policy formulation, execution, monitoring and evaluation. The board is being assisted in different administrative and financial issues by the number of sub committees namely PCCA Executi ve Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA AUDIT COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR department of PCAA is still under the developing process as it was formed only three years ago. Prior to the formation of the HR department there was an ‘Administrative Department’ which use to manage all the activities; finance, accounts, hiring and selection, employee record keeping, audit, etc. Even though the HR department is not completely established, PCAA HR is making pretty good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who remains devoted towards the company. The head of the HR department is the Chief HR who is in Pay Group of 11. He is appointed by DG CAA (Director General). Directorate of human resource delivers high quality of management services from manpower. HR supports the line function/directorates to achieve strategic goals of PCAA. HR directorates have five branches which perform different functions. Each Branch has different head called General Manager (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA: * HR Employee Relation and Record Management (EM RM) * HR Recruiting and Selecting (R S) * HR Career Planning and Performance Measurement (CP PM) * HR Pension * HR Training and Development (TD) This report only discusses the HR Recruiting and Selection branch. The HR policies and strategies are formulated and designed in a way to develop a unified, stable and fair working environment for every single employee so that they perform in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND SELECTION AT PCAA The Recruiting and Selection branch is responsible for attracting the potential candidates for any present or future vacant positions; it plans and provides employees with the right skills for the right job. Similarly, the branch also deals with the employee layoffs in case an employee is not performing up to the mark or is indulged in wrong working practices and sometimes the layoffs result due to labor surplus. This branch first seeks approval for any new hire for a post or layoffs from Director General. Before starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor demand and analysis. But the HRP process is performed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is started. PCAA Recruiting and Selection Process Human Resource Planning The present working environment has become extremely competitive for every business. People are now open to a great deal of opportunities and they are also well informed about the market place; candidates know the standard working practices and salary being paid by the various employers in an industry. Therefore, employees have become less loyal to the companies in general; if they are not satisfied or happy with their employer or subordinates then they don’t hesitate to switch to some other company. Keeping this trend in mind, PCAA HR performs a simple demand and supply analysis for its labor force. Demand Forecasting Pakistan Civil Aviation Authority uses a very simple method for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CAA units with the expected number of employees for each job. Below is a sample table which demonstrates how the demand forecasting is done in PCAA. Column A shows the current number of employees holding the existing key positions in the firm. Column B calculates the present ratio of employees to PCCA units. Column C calculates the expected number of employees for each job position in 2012 by multiplying the current ratio of employees to PCAA units by 32 (additional number of firms to be added). This is a Quantitative technique. Supply Forecasting Once the demand analysis is done the next step is to do labor supply forecasting. The labor requirements are fulfill either through Judgmental techniques. PCAA uses Executive Reviews; Top Management makes judgments about who should be promoted, reassigned or fired, and Vacancy analysis; judgments are made about likely employee movements Key Positions| DEMAND FORECAST ANumber of Employees2010| BRatio ofEmployees/CAA Units(Col A/25)| Projected 2012 laborDemand for 32 Firms(Col B x 32)| Secretary Ministerof Defense| 25| 1. 00| 32| Vice Chief of Air Staff| 9| 0. 36| 12| Secretary Planning and Development division| 23| 0. 92| 29| Managing Director PIAC| 20| 0. 80| 26| Director General CAA| 14| 0. 56| 18| Deputy Director General| 22| 0. 88| 28| Chief HR| 25| 1. 00| 32| Chief Financial Officer| 20| 0. 80| 26| General Manager| 45| 1. 80| 58| Director Technical| 27| 1. 08| 35| TOTAL| 230| | 296| Recruiting Recruiting is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market (inside or outside the organization) and attract qualified candidates to apply. First of all the Recruiting and Selecting branch obtains the detail information about the vacant positions from the respective departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the vacancy exists for any HR position then HR develops the job description and job specification. Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the news on their website and newspapers. The internal employees are also informed about the job vacancies through announcements, official emails or office notice board. This is a newspaper ad: PCAA HR department receives job applications within 30 days of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are carefully analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written test. The HR (RS) then forwards the list of selected candidates to National Testing Service (NTS). Written Test For ensuring transparency and upholding the motto of Merit, PCAA has outsourced its written test examination to a third party National Testing Service (NTS). This decision was made during the Executive Committee Meeting held on 27th July, 2007 as proprietary to conduct all type of written test on behalf of HR (RS) branch. NTS carries out the written test once it receives the names of the short-listed candidates form HR (RS). NATIONAL TESTING SERVICE (NTS) NTS is an organization who provides services for conducting academic performance evaluation tests which was formed in July 2002. Following are the test standards that NTS follows for all of its tests. * Developmental procedures * Suitability for use * Customer service * Fairness * Uses and protection of information * Validity * Assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting assessment results * Assessment use * Test Takers’ rights and responsibilities After the test is conducted NTS compiles the results and announces them on their websites as well as forward them to HR (R;S) of PCAA. Then HR (R;S) branch is responsible for the development of merit list and issuance of interview call letter to top five candidates as per quota share given below: MERIT QUOTA| PERCENTAGES| PUNJAB| 50%| SINDH| 19%| SINDH (rural)| 11. 4%| SINDH (urban)| 7. 6%| NWFP| 11. 5%| BALOCHISTAN| 6%| AZAD KASHMIR| 2%| WOMEN | 10%| NON-MUSLIMS| 5%| DISABLE| 2%| Interview The candidates who made to the merit list are called for the final phase of the Recruiting and Selection process i. . Interview. The interview can be conducted at five centers namely Karachi, Islamabad, Lahore, Quetta and Peshawar. The Administration instructs the Airport Managers for making arrangements for the candidates. After interview, HR (R;S) branch compiles the result domicile vise by taking the weight-age of 60% of Written Test and 40% of Interview. INTERVIEW SELECTION BOARD Employee Veri fication Organizations should not hire people before verifying their documentations and past work behavior; even if they performed excellent in the written test or interview. HR (R;S), in order to predict the future performance of a prospective employee, looks at the Past Employment Record of their prospective candidates. Most of the companies do not provide any kind of job-related information about their ex employees due to fear of insult. But checking employee’s references is a best way for PCAA to avoid negligent hire. Another method used by HR (R;S) branch to do employee verification is to do Background Checks. This includes criminal background checks, verification of degrees, credit history, etc. Background checks help PCAA to avoid any lawsuit resulting due to a negligent hiring. Selection When the prospective employees pass the verification step they are hired. An appointment letter is issued in the name of the employee by the PCAA HR (R;S) branch. The new hires are given a date and time for the Orientation. Training Once the Orientation is conducted the new hires of non-technical posts (e. g. Financial Officer, Accountant, etc) is required to join PCAA from the very next day. But the new hires of technical posts (e. g. Engineers) are send to Civil Aviation Training Institute (CATI) Hyderabad for training. The duration of the training varies from four to six weeks depending upon the nature of the job. Evaluation of the Recruiting and Selection Process PCAA HR(R;S) branch doesn’t use any proper method of evaluating their Recruiting and Selection process. They simply see the performance of the new hires and see if their decision of hiring a particular employee was correct or not. Hiring and Keeping the Right People Case Study By: Rich Kramarik We have a couple of stories to share with you this month. The first is an accounting firm. This firm has 8 employees and revenues of three million dollars. This firm had been experiencing a problem with turn-over. The CEO was using good interview techniques and involved other members of the firm in the interview process. In a couple of cases clients were used to interview the candidates. This firm was using every bit of good judgment and process to screen candidates. But, yet they experience a high level of turnover. The reasons were all over the map. In one case the new hire just was not as productive as expected. In another case the new hire just didn’t get along with clients. And, in yet another case the new hire was very argumentative with other employees. We worked with this CEO and could not find any substantive changes that we thought would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We found that the nature of the business was the problem. This firm did contract accounting services and by the nature of the business new hires were out of the office and working in the client offices immediately after hiring on. Through interviews we discovered that the employees were uncomfortable and felt disconnected as they â€Å"got thrown to the wolves. †Ã‚   We work with the CEO and new support plans and work procedures were implemented. As new employees came on board, they were assigned a â€Å"buddy† who worked with them at the client location half the time. This helped the new hire get comfortable with both the client and accounting firm. The â€Å"buddy† was also responsible to â€Å"train† the new hire in the office for two weeks before the new hire went out to client locations. This was not dead time, but rather on the job training working on client work but at the accounting firm’s office. The CEO also implemented one-on-one coaching sessions with new hires that were held on a weekly basis for the first 90 days of employment. These coaching sessions were to help orient the new hire to the company culture and they were used by the CEO as a safety valve or venting session. The CEO found these coaching session invaluable in helping both of them to resolve issues before they got out of control and became commitment reducing concerns. The result of the new approach is that the CEO has not lost a new hire for nine months now. This is retention that is already longer than the past experiences. A second situation is an engineering firm with 20 employees and ten million dollars in revenues. The CEO said he was loosing his employees to competitive firms. He said he was tired of training new hires and then loosing them. With the permission of the CEO we interviewed several employees – both new hire and long term employees. We found some interesting environmental facts that pointed to the problem. We heard that employee expectations were not being met. The employees felt that they didn’t have adequate equipment and materials to perform their work. They also felt that there was disparity from employee to employee in the quality and capabilities of the equipment that the company made available to employees. We heard that employee assignments were constantly changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much more, but this is enough of an example to show the problem. These items alone point to a poor work environment, but that was not the problem. These employees said that during the hire interview process the CEO made statements that led the new hires to believe they would have state of the art equipment. They said that the CEO said they had a culture of working a 40 hour work week. These employees also said that they had talked to friends who were working in other companies and that the environment was much better. The CEO said that demands from clients and fear of loosing business were driving some of his actions. He also said that poor revenues lately were impacting his ability to spend on equipment. Our CEO was also surprised to hear that his competitors were providing a better work environment. We helped this CEO implement some changes that have helped with his attrition problem. He did some work to script his interview questions and comments about the company. This helped him avoid his enthusiastic descriptions about the company that tended to overstate the real situation. We helped him put plans in place to stage the purchase of new equipment. He was able to schedule work hours in taggered sessions that allowed some sharing of the new equipment. The biggest change the CEO made was to share more information with the company employees on the business environment and to implement a more open listening style. This CEO is working hard to change these company culture issues and the results so fare is that he has not lost any employees since he started this new focus. In summary, our clients are getting our help to get their focus on working â€Å"on their business† rather than working â€Å"in their business† and when they do – they find excellent results. How to cite Nature of Human Resource Management: Hiring and Recruiting, Essay examples